Podcasts about shimura

In our mega fifty-second episode Eli and Conrad continue their patrol through the world of Judge Dredd with volume two, issues 77 to 80 of the Judge Dredd Megazine, covering April and May of 1995. This episode we'll meet Judge Pal, reach climaxes in Maelstrom and Shimura, go undercover with Pandora, and weather the plagues … Continue reading ep 52 – Meg 2.77 – 2.80

In our mega fifty-first episode Eli and Conrad continue their patrol through the world of Judge Dredd with volume two, issues 73 to 76 of the Judge Dredd Megazine, covering February and March of 1995. This episode we'll hunt monsters with Judge Dredd, have some adventures with Shimura, head to a new town with Harmony, … Continue reading ep 51 – Meg 2.73 – 2.76

rWotD Episode 2700: Paramodular group Welcome to Random Wiki of the Day, your journey through Wikipedia’s vast and varied content, one random article at a time.The random article for Tuesday, 24 September 2024 is Paramodular group.In mathematics, a paramodular group is a special sort of arithmetic subgroup of the symplectic group. It is a generalization of the Siegel modular group, and has the same relation to polarized abelian varieties that the Siegel modular group has to principally polarized abelian varieties. It is the group of automorphisms of Z2n preserving a non-degenerate skew symmetric form. The name "paramodular group" is often used to mean one of several standard matrix representations of this group. The corresponding group over the reals is called the parasymplectic group and is conjugate to a (real) symplectic group. A paramodular form is a Siegel modular form for a paramodular group.Paramodular groups were introduced by Conforto (1952) and named by Shimura (1958, section 8).This recording reflects the Wikipedia text as of 00:36 UTC on Tuesday, 24 September 2024.For the full current version of the article, see Paramodular group on Wikipedia.This podcast uses content from Wikipedia under the Creative Commons Attribution-ShareAlike License.Visit our archives at wikioftheday.com and subscribe to stay updated on new episodes.Follow us on Mastodon at @wikioftheday@masto.ai.Also check out Curmudgeon's Corner, a current events podcast.Until next time, I'm neural Ayanda.

Welcome to episode 266 of the My Hero Academia Podcast. This week  Kendra (@sniperofmyheart) is joined by Jenna (@Jennnaxjennna) and Solomon (@kingsolomander) from @OneJourneyPod Just a quick reminder that the podcast has gone biweekly. We talk about the latest news (0:49),  our predictions and what we are looking forward to for the anime (4:48), discuss Chapter 416  "Wrench It Open Izuku Midoryia"(16:16), talk about Toriyama's passing (34:46), discuss Chapter 417 "Shimura" (46:36), take listener thoughts (1:09:49), and round it out (1:22:42) And a big thank you to our patrons  Trainee: Jenna, Morgan, and Jory for Democracy! Helldiver Recruiter Pro Hero: Yuriko. Solomon's Podcast: https://podcasters.spotify.com/pod/show/onejourneypod Solomon's twitch: https://www.twitch.tv/sidequestfirst Kendra's Zine: https://sniperkingzine.bigcartel.com/  https://twitter.com/UsoppZine/status/1753409220219646349   Kendra'a other podcast: https://podcasts.apple.com/ca/podcast/view-from-the-top/id1452919177  Our Patreon: https://patreon.com/MHAPod?utm_medium=unknown&utm_source=join_link&utm_campaign=creatorshare_creator&utm_content=copyLink

Hey y'all! Join Nicole and Fern as they discuss the latest manga update for My Hero Academia/Boku no Hero Academia: Chapter 417, "Shimura". Want more? Check out our website, myheroanalysis.com. Thanks for listening!

Protect Your Retirement W/ A Gold. IRA https://www.sgtreportgold.com/ or CALL( 877) 646-5347 - Noble Gold is Who I Trust ^^ Al Gore is a world class piece of absolute human garbage. In fact, he's a ManBearPig spewing his straw man about how YOU are bad for the environment and shouldn't have access to fuel... while he flies private jets and lives in mansions. Beyond that, the news is just great, serf! Gonz Shimura returns to SGT Report to break this down and much more. https://www.bitchute.com/video/LGBeZ9tLRK04/

The Mangasplaining gang returns to a favorite josei manga from way back in the first season, Takako Shimura's Even Though We're Adults! But when the second volume goes in a different direction than the first, will the team still find themselves as passionate about the series as leads Ayano and Akari were in volume 1? Listen to find out! Don't forget to check out our show notes at Mangasplaining.com, or our newsletter at MangasplainingExtra.com to have those notes delivered right to your inbox!Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

In our mega fortieth episode Eli and Conrad continue their patrol through the world of Judge Dredd with volume two, issues 52-54 of the Judge Dredd Megazine, covering April & May of 1994. This episode we're fighting monsters in Dredd, Shimura, and Missionary Man, being monsters in creep, and sending more postcards from space with … Continue reading ep 40 – Meg 2.52-54

O panetone mistura água, farinha de trigo, açúcar, manteiga, ovos e fermento. O que acontece depois disso depende da criatividade da culinária brasileira. Neste episódio do podcast "De onde vem o que eu como", você vai saber como o panetone veio parar no Brasil, e ainda conhecer curiosidades sobre este alimento. Sabia que o panetone precisa ficar de cabeça para baixo depois de assar? O professor de Confeitaria do Senac São Paulo, Bruno Lambert, explicou o motivo e revelou por que o fermento é o "Tamagochi" da receita. De Manaus (AM), a Ines Monteiro detalhou os panetones "exóticos" que ela produz - tacacá, banana pacovan, açaí e até de pirarucu - é um sucesso atrás do outro! Com o chef padeiro Rogério Shimura, a gente fica sabendo a razão da fama do panetone aqui no Brasil, e ganha de brinde uma história de família sobre o valor afetivo deste alimento. Você também vai ouvir dicas de como escolher um panetone no mercado! Vai perder essa? O podcast '"De onde vem o que eu como" é produzido por: Mônica Mariotti, Luciana de Oliveira, Carol Lorencetti e Eto Osclighter. Apresentação: Luciana de Oliveira e Carol Lorencetti.

Harvard University created the Octobot, described as an “adorable step toward the robot.” Employing three-dimensional printing and silicone gel, the flexible, rubbery body has no batteries or rigid parts. Instead, chemicals course through its veins to give it power.Bio-engineers at the same university also created a tiny stingray-inspired robot, fusing heart cells from rats to a silicone body and added a gene that reacts to blue light. They were then able to control it by using pulses of blue light. It's not an organism – or at least they aren't' calling that – but it has a beating heart and it is very much living.Meanwhile, lifelike androids are greeting shoppers in Japan, and last week it was announced that a baby with three sets of DNA was born.Originally Broadcast On 10/05/2016

In our mega thirty-ninth episode Eli and Conrad continue their patrol through the world of Judge Dredd with volume two, issues 49-51 of the Judge Dredd Megazine, covering March & April of 1994. This episode we'll finish up our previous stories and relaunch into a whole new set of series with Creep, Shimura, Missionary Man, … Continue reading ep 39 – Meg 2.49-51

O pão é uma herança da pré-história nas nossas vidas. O professor João Máximo, do Senac, contou no episódio que esse alimento surgiu por acaso (ele deu mais detalhes, mas não vamos dar spoiler). O pão foi consumido pelos trabalhadores que construíram as pirâmides do Egito. E caiu no gosto dos brasileiros desde que foi trazido pra cá. Tá querendo saber como recuperar o pão murcho do dia anterior? O melhor padeiro do mundo, o chef Rogério Shimura, explica como. O preço do pãozinho subiu? O Eduardo Assêncio, superintendente da Abitrigo, conta o que interfere no valor. Do meme famoso ao valor nutricional, são muitas as curiosidades sobre esse alimento milenar. Se você acha que o pão francês veio da França, é melhor clicar no play!

In our mega thirty-fifth episode Eli and Conrad continue their patrol through the world of Judge Dredd with volume two, issues 35-38 of the Judge Dredd Megazine, covering October and November of 1993. This episode Dredd and the Chief clash over Mechanismo, Hershey goes after a Harlequinn, there's adventures for Shimura, the debut of the … Continue reading ep 35 – Meg 2.39-41

Programa de Radio No.191, Podcast 340Transmitido el 11 de mayo de 2022 por Radio y TV. Querétaro 100.3 FMContinuamos con nuestros programas dedicados a los Directores de Orquesta de Música de Videojuegos, en esta ocasión escucharemos los temas dirigidos bajo la batuta del joven director Shimura Kenichi donde también vamos a cerrar el programa con una incógnita; ¿puede una orquesta sinfónica interpretar temas sin un director?, bueno, pues en este episodio hablamos algo sobre ello a petición de uno de nuestros escuchas.

IKIRU turns 70 years old this year, so celebrate its MOVIEVERSARY with host Bo Nicholson and guest Ian Buckley (from We Are Starfleet & The Way). Host / Editor Bo Nicholson (@Bo_pioneer) His other work: https://linktr.ee/BoNicholson Guest Ian Buckley Check out his work. We Are Starfleet (https://pod.link/1519281725) The Way (https://pod.link/1602511095) Executive Producer Tony Black (@ajblackwriter) Support the We Made This podcast network on Patreon: www.patreon.com/wemadethis We Made This on Twitter: @wmt_network wemadethisnetwork.com Title music: Bulls (c) Mary Riddle via epidemicsound.com Additional music: Misu (c) Calm Shores via epidemicsound.com

Há quase 115 anos, o idioma japonês é falado e ensinado no Brasil. Conheça os desafios enfrentados pela língua japonesa ao longo da história na entrevista com a Professora Margareth Shimura, uma das principais educadoras do país.

On this episode we answer some emails, talk about Pokémon Legends: Arceus and Taiko no Tatsujin, and Seamus reads more Even Though We're Adults! Then we review Masaaki Yuasa's 2017 film about a teenager meeting a song loving mermaid, Lu over the Wall!!! Send us emails! mangamachinations@gmail.com  Follow us on Twitter! @mangamacpodcast Check out our website! https://mangamachinations.com Check out our YouTube channel! https://www.youtube.com/mangamactv Buy us a Kofi! https://ko-fi.com/mangamac Timestamps: 00:00:00 - Intro Song: “Are You Ready For Me Baby” by Funky Giraffe, Opening, Introductions, Shout-out to Wyatt for being a Generous Manga Head 00:01:32 - Listener emails: Feedback on Recommendation Round-up 00:04:04 - Our goals and hopes for 2022 00:11:06 - Whatchu Been Reading: Transition Song: “Funkymania” by The Original Orchestra, Darfox isn't getting good impressions from the Ride Your Wave manga 00:12:45 - Morgana finally started Pokémon Legends: Arceus while dakazu has been playing Taiko no Tatsujin: The Drum Master! 00:17:58 - *SPOILERS* Seamus read volume 3 of Even Though We're Adults 00:29:46 - Next Episode Preview and Rundown: Shojo Showdown, We will read the beginning of three different shojo manga to see if we'd keep reading them and also pick our favorite, including: Peach Girl by Miwa Ueda, Kiss Him, Not Me! by Junko, and My Little Monster by Robico 00:30:50 - Main Segment Manga in Motion: Lu over the Wall, Transition Song: “It's Over” by Generation Lost, we review Masaaki Yuasa's 2017 anime film about pessimistic middle school boy who meets a music loving dancing mermaid 01:16:23 - Next Week's Topic: Peach Girl/Kiss Her, Not Me!/My Little Monster, Social Media Rundown, Sign Off Song: “Crazy for Your Love” by Orkas

We've got a special Seamus selection Twiple Dip this week! We're reading the second volumes of Dai Dark, Even Though We're Adults, and The Kurosagi Corpse Delivery Service! Also Darfox talks about the new Mamoru Hosoda film Belle, Morgana reads Akiko Higashimura's webtoon A Fake Affair, and dakazu loves learning about manga artists in Mangaka Sainyumon!!! Send us emails! mangamachinations@gmail.com  Follow us on Twitter! @mangamacpodcast Check out our website! https://mangamachinations.com Check out our YouTube channel! https://www.youtube.com/mangamactv Timestamps: 00:00:00 - Intro Song: “Are You Ready For Me Baby” by Funky Giraffe, Opening, Introductions 00:01:10 - Listener Mail: Our favorite anthropomorphic characters 00:11:01 - Whatchu Been Reading: Transition Song: “Funkymania” by The Original Orchestra, Darfox saw Mamoru Hosoda's latest film Belle 00:24:11 - Morgana has predictions about Akiko Higashimura's webtoon A Fake Affair 00:31:17 - Mangaka Sainyumon follows gag manga artist Isami Nakagawa as he interviews Katsuhiro Otomo, Taiyo Matsumomo, Junji Ito, Akiko Higashimura, and other mangaka to learn how to make story manga 00:40:04 - dakazu thought Nana to Kaoru - Kokosei no SM gokko was a fitting end to the series 00:43:11 - dakazu watched Taisho Otome Fairy Tale with his wife and was relieved that the anime did not follow the ending from the manga 00:50:18 - Next Episode Preview and Rundown: Check our Twitter account for an update on the next episode 00:50:40 - Main Segment Twiple Dip: Even Though We're Adults/The Kurosagi Corpse Delivery Service/Dai Dark, Transition Song: “It's Over” by Generation Lost, We revisit a previous Triple Dip selection and read the next volume for discussion and to see if we'd continue reading it before picking our favorite of the three, Including: 00:51:17 - Even Though We're Adults by Takako Shimura 01:10:31 - The Kurosagi Corpse Delivery Service by Eiji Otsuka & Housui Yamazaki 01:30:35 - Dai Dark by Q Hayashida 01:52:21 - We picks our favorite out of the three manga 01:53:39 - Next Week's Topic: TBA, Social Media Rundown, Sign Off Song: “Crazy for Your Love” by Orkas

Thank you for listening. Join us as we dissect important moments from My Hero Academia Ch 331- "United States of America". Help clean up the ocean, visit https://teamseas.org/ to donate. This episode's segments are: Yeah I Read It- 00:00-22:00 (My Hero Academia Ch. 331) Closing thoughts --- Send in a voice message: https://anchor.fm/somnambulistlabs/message

WE ARE GETTING SHIGARAKI BACKSTORY THIS IS INCREDIBLE BUT ALSO SAD VERY SAD WE CRIED

Epispode: 2712 Yutaka Taniyama and the Taniyama-Shimura Conjecture.  Today, a tragic ending.

Because My Hero did it, we had to dedicate this week's episode ALL TO VILLIANS. Xell and Crim are here to talk about what it really means to be a true villian, and they will be ranking the baddies from a scale of Waluigi (1) to Thanos (10). Do you have a favorite villian? Let us know in the comments below! 0:00 Intro 0:47 Villians An Introduction 4:40 Villians in Anime 1:13:37 Who Would You Turn Good? 1:22:18 Outro Follow Xell Here: https://twitter.com/XellTweets https://twitch.tv/Xell Follow Crim Here: https://twitter.com/TheAsianAvenger https://Twitch.tv/TheAsianAvenger Follow Nii-San Podcast Here: https://www.youtube.com/channel/UCsPR4t556wjeH6ChZW8P0kQ https://Reddit.com/r/NiisanPodcast https://twitter.com/NiisanPodcast

Tenko Shimura: Origin by Coolest Nerds

Today: we're discussing My Hero Academia s5e111: “Tenko Shimura: Origin”!Villain Stats: Re-Destro!For more podcasts chasing down our favorite fictional characters from film, television, games and more, please visit our archives at Fictionalcharacters.net, and be sure to come back each week for new shows by subscribing on your favorite podcast provider.Follow us on instagram @afterwatchpodcast where we post announcements every time a new episode releases. You can also help out the show by leaving us a five star rating on Apple Podcasts or Audible.Want to join the conversation? Email us at Fictionalquestions@gmail.com with questions, concerns or to request future episode ideas. Music license by www.audiojungle.net, music by kz_production Thank you for listening to the Afterwatch, we hope you enjoyed the show!

Die fünfte Staffel neigt sich dem Ende und wir bekommen endlich erzählt, was in Shigaraki's Kindheit passiert ist. Anna und Mutsumi lassen ihren Emotionen freien Lauf und freuen sich schon auf das Finale der 5. Staffel Boku no Hero Academia.

In todays episodes I talk a little about gaming, anime, tv/movie & etc, and wrap it all up with a quick life story. The podcast will now be on YouTube as well. Podcast goes live every Monday at 6am cst Discord link https://discord.gg/X67BUTxG My Video of podcast on Youtube: www.youtube.com/CAPTINH00K socials Twitter: @captinhook_ Instagram: @captinhook_ The Hookcast is available on all major platforms. •apple podcast •Spotify •Anchor.fm •Podbay •Radiopublic •And More --- Send in a voice message: https://anchor.fm/thehookcast/message

Today we learn the full back story of Tomura Shigaraki, which we know now was originally Tenko Shimura. The grandson of Nana Shimura was raised by a father who despised heroes and thus took it out on his sun until one day he broke. Outside of that, the League of Villians continues to fight the Meta Liberation Army. Re-Destro and Shigaraki continue to fight, and Spinner has his own face off against Trumpet. So much more happened in My Hero Academia Season 5 Episode 23 which was titled Tenko Shimura: Origin. Check out our full recap and more on the Class 1A Podcast! We hope you all enjoyed this week's class, and we will see you next Saturday! Follow us on Twitter: Class 1A Podcast | Andrew | James | Dylan Want even more My Hero Academia Content? Check out our YouTube!

Entrevista com Chef Rogério Shimura, Paulista de Atibaia, há mais de 30 anos completamente apaixonado pela profissão. É proprietário da Levain Escola de Panificação e Confeitaria inaugurada em abril de 2013 em São Paulo. Descobriu o oficio através de um negócio de família no qual eram proprietários de padarias localizadas na cidade de Atibaia, montadas aos moldes da tradicional padaria brasileira: Padaria Imperial (1987), Padaria “Tókio” (1989), Padaria “Prymavera” (1994) e “Nobre Boutique de Pães” (1997). Vendo a necessidade de atualização, foi à França em busca de conhecimento, retornando em 1999 com técnicas de fermentação natural e longa fermentação a serem aplicadas e adaptadas à padaria brasileira. Eleito “Melhor Padeiro do Mundo em 2019” pelo UIBC – International Union of Bakers and Confectioners e recebeu a honraria em Moscou na Rússia, em outubro/19. Em 2018 Shimura já foi eleito o melhor padeiro das Américas pela Confederação Interamericana da Indústria do Pão (Cipan). Diretor do SINDIPAN – Sindicato da Indústria de Panificação e Confeitaria de São Paulo. Autor do livro “Os Pães Que Mais Gosto” lançado pela editora Gaia em 2014. Atua como professor, consultor técnico em panificação e gestão, treinamento e capacitação de pessoal, de inúmeros empreendimentos nacionais e internacionais. @rogerioshimura @levainescola

For our second week of Pride Month Spectacular, we're doing a LGBTQ+ themed Triple Dip! We'll be looking at the first volumes of Boys Run the Riot, Even Though We're Adults, and I Think Our Son Is Gay! Also Darfox finally read Perfect World and dakazu learned about real Japanese communal bath houses in Nyuuyoku Yankees!!! Send us emails! mangamachinations@gmail.com Follow us on Twitter! @mangamacpodcast Check out our website! https://mangamachinations.com Check out our tumblr! http://mangamachinations.tumblr.com Join our Discord! https://discord.me/mangamac Timestamps: 00:00:00 - Intro Song: “Massara” by KANA-BOON from Sarazanmai, Opening, Introductions, The oxymoron of Death Stranding Director's Cut 00:02:20 - Listener Email: Appreciation for reviewing Amazing Agent Luna 00:07:29 - Whatchu Been Reading: Transition Song: Dragon Ball Z OST “Prologue”, Darfox read Perfect World and discusses the use of disability in fictional entertainment 00:21:48 - Volume 5 of Chainsaw Man hypes up Darfox for the rest of the series 00:25:33 - Delinquents enjoy real-life sentos in Nyuuyoku Yankees 00:29:45 - News: Nominees announced for 2021 Eisner Awards 00:38:18 - Gege Akutami will be taking a hiatus from Jujutsu Kaisen to recover his health 00:50:56 - Yoko Kanno to create new soundtrack for live-action Cowboy Bebop 00:54:51 - Next Episode Preview and Rundown: One Shot on I Love You So Much, I Hate You, We'll be reviewing yuni's single volume yuri series about an office romance between superior and subordinate 00:55:43 - Main Segment Triple Dip: Even Though We're Adults/Boys Run the Riot/I Think Our Son Is Gay, Transition Song: “White-Collar Elegy” by Akio Ootsuka from Africa Salaryman, we read the beginning of each LGBTQ+ themed manga for discussion and see if we'd continue reading it before picking our favorite of the three, including: 00:56:40 - Even Though We're Adults by Takako Shimura 01:11:01 - Boys Run the Riot by Keito Gaku 01:36:06 - I Think Our Son Is Gay by Okura 01:50:52 - We picks our favorite out of the three manga 01:52:26 - Next Week's Topic: I Love You So Much, I Hate You, Social Media Rundown, Sign Off Song: “wish men” by sunbrain from Beet the Vandel Buster

Originally aired on May 27, 2016. There's been much speculation about Project Blue Beam technology over the years, which supposedly is going to be used to simulate the second coming of a messianic figure and a possible alien invasion. During the 2020 Olympics, Japan is planning to create a pseudo meteor shower from high in the atmosphere. Is this the next phase of a powerful cosmic deception?

Cee Knowledge of the legendary Grammy-winning Hip Hop group Digable Planets releases his new 13-track project titled ‘The Calidelphian’ available exclusively at ceeknowledgepresents.bandcamp.com. The “cool like that” cosmic philosopher recruits a starship of music elites including Marchitect, Jorge Dubman, R. Shimura, Mos Beats, Nimzo, The Gorilla Monstuh, Meeco, KRWN, Ernie Dozier, Nex Millen, Lizzy Jeff, Arte Mariii, Ursula Rucker, and Lafemme Nikkita. Each track transcends listeners through a funky galaxy encircled with “ghetto philosophies” and mind-shaping instrumental kaleidoscopes. One thing can be said whether rhyming in Philly or Cali, Cee Knowledge hasn’t lost sight of his agility to unshakably push the outer limits of Hip Hop and music in general. https://linktr.ee/CeeKnowtheDoodlebug

Randy and Jens check out the anime adaptation of Animal Crossing by Jōji Shimura, the director of Tamagotchi: The Movie (stay tuned for that one at some point in the future of this show). While they agree a valiant effort was made to adapt the game’s story, and to include as much fan-service and as many recognizable characters as possible, a spirited argument arises around the big questions “Who is it for?” and “Does it work as a movie?”

Está no ar mais um episódio do podcast Japão sem Escalas. Com o tema “Ja-Pão: os segredos da panificação nikkei”, o convidado é Rogério Shimura, chef-padeiro proprietário da Levain Escola de Panificação e Confeitaria e da rede Shimura Pães e Doces. Eleito "Melhor Padeiro do Mundo em 2019", pelo UIBC - International Union of Bakers and Confectioners, ele falou sobre o crescimento pelo interesse em receitas de pão durante a pandemia do novo coronavírus, sobre pães típicos japoneses, e também ensinou os ouvintes uma receita básica para fazer pão em casa.

There are so many benefits of walking – we talk about a few, and the idea of intermittent walking! Then we travel to Japan to learn about how the wellness practices there might help us all! LET’S TALK THE WALK! Wellness While Walking Facebook page Wellness While Walking on Instagram Wellness While Walking on Twitter Wellness While Walking website for show notes and other information RESOURCES AND SOURCES (some links may be affiliate links) Walking Intermittent Walking, but Not Standing, Improves Postprandial Insulin and Glucose Relative to Sustained Sitting, pubmed.ncbi.nlm.gov Try This 15 Minute After-Dinner Ritual That Helps Italians Lose Weight, prevention.com Harvard Health Walking for Health book, health.harvard.edu   Japan         Global Wellness Summit trends, 2020 report Forest Bathing: How Microdosing on Nature Can Help With Stress, theatlantic.com Researches Ponder Why Covid Appears More Deadly in the US and Europe Than in Asia, washingtonpost.com Japan Suicides Fall Sharply as Covid 19 Lockdown Causes Shift in Stress Factors, theguardian.com (while the Japanese are extremely healthy, they are plagued by high stress and a typically high rate of suicides) Japan's Virus Success Has Puzzled the World. Is its Luck Running Out?, nyt.com https://www.forbes.com/sites/chrismyers/2018/02/23/how-to-find-your-ikigai-and-transform-your-outlook-on-life-and-business/#762b98b92ed4 How to Find Your Ikigai and Transform Your Outlook on Life and Business, forbes.com Covid-19 Did not Change Much in Japan's Daily Life, aa.com.tr Did Japan Just Beat the Virus Without Lockdowns or Mass Testing? latimes.com Did Japan Just Beat the Virus Without Lockdowns or Mass Testing? time.com Ken Shimura, Famed Japanese Comedian, Dead at 70 After Contracting Coronavirus, cnn.com Passengers Finally Begin to Leave Coronavirus-Hit Cruise Ship in Japan, nbcnews.com Japan Sees Silver Lining to Coronavirus as Flu Cases Drop, wsj.com Japan Has the Highest Life Expectancy of Any Major Country, nbcnews.com The Right Outlook: How Finding Your Purpose Can Improve Your Life, bluezones.com Okinawa's Longevity Lesson, bluezones.com Huge Study Confirms Purpose and Meaning Add Years to Live, bluezones.com Old Calgon advertisement   DISCLAIMER Neither I nor most of my podcast guests are doctors or healthcare professionals of any kind, and nothing on this podcast or associated content should be considered medical advice. The information provided by Wellness While Walking Podcast and associated material, by Whole Life Workshop and by Bermuda Road Wellness LLC is for informational and entertainment purposes only. It is not intended to be a substitute for professional medical advice, diagnosis or treatment. Always seek the advice of your physician or other qualified health care provider with any questions you may have regarding a medical condition or treatment, and before undertaking a new health care regimen, including walking.      

In this slightly different from normal episode, Stephen brings you the story of a rather recent figure in Japanese (pop culture) history: the great Shimura Ken, who unfortunately passed away due to COVID-19 on March 29th, 2020.   Remember we aren't experts but we do like to talk like we are!   Let me google that for you! https://blog.gaijinpot.com/remembering-ken-shimura-through-his-best-comedy-sketches/

Emisión 13 (29/04/2020) Ken Shimura, J-Pop Idol, Hina Matsuri. Cada semana presentamos Música Electrónica Japonesa e información acerca de: Anime, Manga, Cine, Eventos y conciertos japoneses, Idol, Moda Harajuku, Wotagei y Videjuegos. Síguenos en Facebook, Twitter e Instagram. Escúchanos en tiempo real todos los miércoles a las 10 PM a través de Toxicpro Radio: http://radio.toxicpro.com

On March 29, Ken Shimura, one of Japan's most celebrated comedians, passed away after testing positive for COVID-19. JT entertainment writer Patrick St. Michel (https://twitter.com/mbmelodies) discusses Shimura's life and death, and whether it will change the discussion around coronavirus in Japan. Hosted by Oscar Boyd (https://twitter.com/omhboyd) . Visit The JT's dedicated COVID-19 site for all the latest updates on the coronavirus situation from around Japan: http://jtimes.jp/covid19 Sign up to the Deep Dive mailing list and be notified every time a new episode comes out: http://jtimes.jp/deepdivesub. Read more: • Ken Shimura’s entertainment legacy spans generations (https://www.japantimes.co.jp/culture/2020/03/30/entertainment-news/ken-shimura/#.XorUwi90d24) (Patrick St. Michel) • Popular comedian Ken Shimura first Japanese celebrity to die from COVID-19 (https://www.japantimes.co.jp/culture/2020/03/30/entertainment-news/comedian-ken-shimura-dies-hospitalized-coronavirus/#.XorXfy90d24) (Kyodo, The Japan Times) • Comedian Ken Shimura tests positive for COVID-19 (https://www.japantimes.co.jp/news/2020/03/25/national/ken-shimura-coronavirurs/#.XorXXi90d24) (Kyodo, The Japan Times) Photo by Kyodo

Utpaljit Barman, 44, a senior anaesthetist at Guwahati-based Pratiksha Hospital died from heart attack after he took hydroxychloroquine, an anti-malarial drug, approved by some authorities to have some impact against coronavirus. Barma passed away at another private hospital where he was admitted due to heart-related complications“Several doctors are using hydroxychloroquine as self-medication to prevent Covid-19. Barman too took it,” said Nirmal Kumar Hazarika, Pratiksha Hospital's medical superintendent. The state government of Assam has launched helpline numbers for those residents stuck outside the state amid lockdown. The Chief minister sent out a tweet on this. Mysore police have arrested 3 people for denying entry to some Naga students at a More supermarket because they looked Chinese. After an FIR was lodged, the staff and the manager at the store were taken into custody. Migrants who reached Bareilly, Uttar Pradesh after special buses were arranged for them underwent sanitization after officials sprayed disinfectants on them.According to reports, it was bleach or something that was not meant for human. Those officials who took the decision said that there was no other option and that it was a mixture of chlorine and water. Netizens have highly criticised this act. 200 people from Delhi's Nizamuddin admitted to hospitals after developing coronavirus symptoms. On March 18 a religious gathering was organised where 500 people from different states participated.The area has been cordoned off. Several people who attended this programme and returned to their respective states have tested positive for coronavirus. Suicide in Kerala increased in last couple of days due to unavailability of liquor for the current lockdown, as Health officials have claimed. Like other states in the country, total prohibition on sale of liquor has been imposed in Kerala, too, on account of the on-going nationwide lockdown, which ends on April 14, 2020. Prime Minister Modi has said that it is Yoga that keeps him fit. "Practising Yoga has been an integral part of my life..." he posted on Twitter. He shared "Yoga with Modi" videos of 3D animated videos of him doing yoga. ICICI launches WhatsApp Banking services to help customers avail a host of banking services amid lockdown. The service is available – 24/7 x 365 (even on holidays). Customers can check account balance, last 3 transactions, credit card limit, block/unblock cards and many such offers. Indian cricket captain Virat Kohli and Bollywood star Anushka Sharma has pledged support towards relief fund for helping India fight coronavirus pandemic. Gautam Gambhir, former Indian batsman and Lok Sabha MP had donated a sum of Rs 1 crore towards relief efforts for fighting coronavirus pandemic in the country. Famous Japanese comedian Ken Shimura died from coronavirus. Shimura who had undergone a lung cancer surgery a few years ago, was admitted to the hospital on March 19 after he complained of respiratory problem and developed fever.Fans took to twitter to express their grief. As China stumbles back to normalcy, the wet markets in China have also opened again amid coronavirus pandemic.According to various reports, different kinds of animals are back on sale counters with security personnel outside who are preventing people from taking pictures of the markets.

Have we been guided by forces beyond our control? What does it all mean in the light of bible prophecy? Join my conversation with Gonz Shimura from the "Face Like the Sun" Youtube channel and director of the documentary AGE OF DECEIT 3.

Jim looks at the sequel of "Gojira" - 1955's "Godzilla Raids Again," starring Hiroshi Koizumi, Takashi Shimura, Minoru Chiaki, Setsuko Wakayama and directed by Motoyoshi Oda. A Godzilla-like creature returns and is met by yet another "monster" awakened by H-Bomb testing to terrorize Japan. How will the authorities fight an unbeatable monster ... or monsters? Find out on this episode of "Monster Attack!"

Entrevista com o coordenador de pesquisa do IFSP Campus Sorocaba.

Gonz Shimura, the creator of "The Age of Deceit" trilogy and co host of Canary Cry Radio is on the show with us today. We go down the rabbit hole in this one folks. The guys talk about AI, antichrist, technology, biblical prophecy and so many more topics. Gonz breaks down the trilogy and lets us know why he decided to make these documentaries. This conversation is one you will not want to miss.  Show notes: Age of Deceit you tube link https://facelikethesun.com/ Support our show through patreon! (link below) http://www.firetheftradio.com/?page_id=333

http://JoshPeckDisclosure.com PLEASE SUBSCRIBE AND SHARE!  Gonz Shimura | Is The NASA Challenger Crew Still ALIVE? How Much Can Be Proven? This video is part of the "Sharpening Report Clips" play list.  For the full interview you can go to  - https://www.youtube.com/watch?v=GruCNGVTHR8 The Last Days Warrior Summit is finally available! Make sure you don't miss out on dozens of EXCLUSIVE videos from the top conspiracy experts in the world! Josh Peck contributed an hour and a half teaching on Leviathan, the source of all conspiracy. You will not find these teachings, censored videos, PDFs, and mp3 collections anywhere else, and all from the comfort of your own home! Take advantage of this now at https://www.lastdayswarrior.com/last-days-warrior-conspiracy-summit-order-now?affiliate_id=1485176&fbclid=IwAR3xAfAP1NE_DJInOQNX7yA0sE05ul5m4PR02fYUokETLbNVAtJgtiYhnms Join Josh Peck in Dallas in March of 2019 for the Hear the Watchmen conference! Use promo code Josh20 to get 20 dollars off the price of your tickets. Order now at https://www.eventbrite.com/e/hear-the-watchmen-sounding-the-alarm-dallas-2019-tickets-51840018892 because it is going to sell out fast! Order The Second Coming of the New Age Official Collection at: https://www.skywatchtvstore.com/products/second-coming-of-the-new-age-official-collection  Your support is essential to JoshPeckDisclosure, which is funded by viewers like you. Please support the show by making a one-time donation or signing up for a monthly recurring donation at: http://joshpeckdisclosure.com/donate or for as little as $1 a month, become a Peck Patron at http://patreon.com/joshpeck and let's build something amazing and change this crazy world together!   Thank you, take care, and YHWH bless!  

http://JoshPeckDisclosure.com PLEASE SUBSCRIBE AND SHARE!  Gonz Shimura | Testing The Spirits, Sensationalism & More Fringe Topics This episode is part of the Sharpening Reports clips Playlist. To view the full episode go here- https://www.youtube.com/watch?v=GruCNGVTHR8 The Last Days Warrior Summit is finally available! Make sure you don't miss out on dozens of EXCLUSIVE videos from the top conspiracy experts in the world! Josh Peck contributed an hour and a half teaching on Leviathan, the source of all conspiracy. You will not find these teachings, censored videos, PDFs, and mp3 collections anywhere else, and all from the comfort of your own home! Take advantage of this now at https://www.lastdayswarrior.com/last-days-warrior-conspiracy-summit-order-now?affiliate_id=1485176&fbclid=IwAR3xAfAP1NE_DJInOQNX7yA0sE05ul5m4PR02fYUokETLbNVAtJgtiYhnms Join Josh Peck in Dallas in March of 2019 for the Hear the Watchmen conference! Use promo code Josh20 to get 20 dollars off the price of your tickets. Order now at https://www.eventbrite.com/e/hear-the-watchmen-sounding-the-alarm-dallas-2019-tickets-51840018892 because it is going to sell out fast! Order The Second Coming of the New Age Official Collection at: https://www.skywatchtvstore.com/products/second-coming-of-the-new-age-official-collection  Your support is essential to JoshPeckDisclosure, which is funded by viewers like you. Please support the show by making a one-time donation or signing up for a monthly recurring donation at: http://joshpeckdisclosure.com/donate or for as little as $1 a month, become a Peck Patron at http://patreon.com/joshpeck and let's build something amazing and change this crazy world together!  . Thank you, take care, and YHWH bless!  

http://JoshPeckDisclosure.com PLEASE SUBSCRIBE AND SHARE!  This video is part of the "Sharpening Report Clips" play list.  For the full interview you can go to  - https://www.youtube.com/watch?v=GruCNGVTHR8 The Last Days Warrior Summit is finally available! Make sure you don't miss out on dozens of EXCLUSIVE videos from the top conspiracy experts in the world! Josh Peck contributed an hour and a half teaching on Leviathan, the source of all conspiracy. You will not find these teachings, censored videos, PDFs, and mp3 collections anywhere else, and all from the comfort of your own home! Take advantage of this now at https://www.lastdayswarrior.com/last-days-warrior-conspiracy-summit-order-now?affiliate_id=1485176&fbclid=IwAR3xAfAP1NE_DJInOQNX7yA0sE05ul5m4PR02fYUokETLbNVAtJgtiYhnms Join Josh Peck in Dallas in March of 2019 for the Hear the Watchmen conference! Use promo code Josh20 to get 20 dollars off the price of your tickets. Order now at https://www.eventbrite.com/e/hear-the-watchmen-sounding-the-alarm-dallas-2019-tickets-51840018892 because it is going to sell out fast! Order The Second Coming of the New Age Official Collection at: https://www.skywatchtvstore.com/products/second-coming-of-the-new-age-official-collection  Your support is essential to JoshPeckDisclosure, which is funded by viewers like you. Please support the show by making a one-time donation or signing up for a monthly recurring donation at: http://joshpeckdisclosure.com/donate or for as little as $1 a month, become a Peck Patron at http://patreon.com/joshpeck and let's build something amazing and change this crazy world together!   Thank you, take care, and YHWH bless!  

http://JoshPeckDisclosure.com PLEASE SUBSCRIBE AND SHARE!  A Look into Age Of Deceit 3 & IS  Nibiru REALLY There? The Last Days Warrior Summit is finally available! Make sure you don't miss out on dozens of EXCLUSIVE videos from the top conspiracy experts in the world! Josh Peck contributed an hour and a half teaching on Leviathan, the source of all conspiracy. You will not find these teachings, censored videos, PDFs, and mp3 collections anywhere else, and all from the comfort of your own home! Take advantage of this now at https://www.lastdayswarrior.com/last-days-warrior-conspiracy-summit-order-now?affiliate_id=1485176&fbclid=IwAR3xAfAP1NE_DJInOQNX7yA0sE05ul5m4PR02fYUokETLbNVAtJgtiYhnms Join Josh Peck in Dallas in March of 2019 for the Hear the Watchmen conference! Use promo code Josh20 to get 20 dollars off the price of your tickets. Order now at https://www.eventbrite.com/e/hear-the-watchmen-sounding-the-alarm-dallas-2019-tickets-51840018892 because it is going to sell out fast! Order The Second Coming of the New Age Official Collection at: https://www.skywatchtvstore.com/products/second-coming-of-the-new-age-official-collection  Your support is essential to JoshPeckDisclosure, which is funded by viewers like you. Please support the show by making a one-time donation or signing up for a monthly recurring donation at: http://joshpeckdisclosure.com/donate or for as little as $1 a month, become a Peck Patron at http://patreon.com/joshpeck and let's build something amazing and change this crazy world together!  If you enjoyed this free video, please consider donating to help us bring you more free content at http://joshpeckdisclosure.com/donate or, if you can't donate financially, please consider donating a few moments of your time by sharing this video, rating, and leaving a comment in the comment section below. Thank you, take care, and YHWH bless!

http://JoshPeckDisclosure.com PLEASE SUBSCRIBE AND SHARE!  Gonz Shimura | Age Of Deceit  The Last Days Warrior Summit is finally available! Make sure you don't miss out on dozens of EXCLUSIVE videos from the top conspiracy experts in the world! Josh Peck contributed an hour and a half teaching on Leviathan, the source of all conspiracy. You will not find these teachings, censored videos, PDFs, and mp3 collections anywhere else, and all from the comfort of your own home! Take advantage of this now at https://www.lastdayswarrior.com/last-days-warrior-conspiracy-summit-order-now?affiliate_id=1485176&fbclid=IwAR3xAfAP1NE_DJInOQNX7yA0sE05ul5m4PR02fYUokETLbNVAtJgtiYhnms Join Josh Peck in Dallas in March of 2019 for the Hear the Watchmen conference! Use promo code Josh20 to get 20 dollars off the price of your tickets. Order now at https://www.eventbrite.com/e/hear-the-watchmen-sounding-the-alarm-dallas-2019-tickets-51840018892 because it is going to sell out fast! Order The Second Coming of the New Age Official Collection at: https://www.skywatchtvstore.com/products/second-coming-of-the-new-age-official-collection  Your support is essential to JoshPeckDisclosure, which is funded by viewers like you. Please support the show by making a one-time donation or signing up for a monthly recurring donation at: http://joshpeckdisclosure.com/donate or for as little as $1 a month, become a Peck Patron at http://patreon.com/joshpeck and let's build something amazing and change this crazy world together!  If you enjoyed this free video, please consider donating to help us bring you more free content at http://joshpeckdisclosure.com/donate or, if you can't donate financially, please consider donating a few moments of your time by sharing this video, rating, and leaving a comment in the comment section below. Thank you, take care, and YHWH bless!  

http://JoshPeckDisclosure.com PLEASE SUBSCRIBE AND SHARE!  Gonz Shimura | How To Start A Podcast &  Dealing: Overcoming Attacks  The Last Days Warrior Summit is finally available! Make sure you don't miss out on dozens of EXCLUSIVE videos from the top conspiracy experts in the world! Josh Peck contributed an hour and a half teaching on Leviathan, the source of all conspiracy. You will not find these teachings, censored videos, PDFs, and mp3 collections anywhere else, and all from the comfort of your own home! Take advantage of this now at https://www.lastdayswarrior.com/last-days-warrior-conspiracy-summit-order-now?affiliate_id=1485176&fbclid=IwAR3xAfAP1NE_DJInOQNX7yA0sE05ul5m4PR02fYUokETLbNVAtJgtiYhnms Join Josh Peck in Dallas in March of 2019 for the Hear the Watchmen conference! Use promo code Josh20 to get 20 dollars off the price of your tickets. Order now at https://www.eventbrite.com/e/hear-the-watchmen-sounding-the-alarm-dallas-2019-tickets-51840018892 because it is going to sell out fast! Order The Second Coming of the New Age Official Collection at: https://www.skywatchtvstore.com/products/second-coming-of-the-new-age-official-collection  Your support is essential to JoshPeckDisclosure, which is funded by viewers like you. Please support the show by making a one-time donation or signing up for a monthly recurring donation at: http://joshpeckdisclosure.com/donate or for as little as $1 a month, become a Peck Patron at http://patreon.com/joshpeck and let's build something amazing and change this crazy world together!  I Thank you, take care, and YHWH bless!  

http://JoshPeckDisclosure.com PLEASE SUBSCRIBE AND SHARE!  Gonz Shimura | How Far Will  Nanotechnology & Transhumanism Go in The Next 50 Years? The Last Days Warrior Summit is finally available! Make sure you don't miss out on dozens of EXCLUSIVE videos from the top conspiracy experts in the world! Josh Peck contributed an hour and a half teaching on Leviathan, the source of all conspiracy. You will not find these teachings, censored videos, PDFs, and mp3 collections anywhere else, and all from the comfort of your own home! Take advantage of this now at https://www.lastdayswarrior.com/last-days-warrior-conspiracy-summit-order-now?affiliate_id=1485176&fbclid=IwAR3xAfAP1NE_DJInOQNX7yA0sE05ul5m4PR02fYUokETLbNVAtJgtiYhnms Join Josh Peck in Dallas in March of 2019 for the Hear the Watchmen conference! Use promo code Josh20 to get 20 dollars off the price of your tickets. Order now at https://www.eventbrite.com/e/hear-the-watchmen-sounding-the-alarm-dallas-2019-tickets-51840018892 because it is going to sell out fast! Order The Second Coming of the New Age Official Collection at: https://www.skywatchtvstore.com/products/second-coming-of-the-new-age-official-collection  Your support is essential to JoshPeckDisclosure, which is funded by viewers like you. Please support the show by making a one-time donation or signing up for a monthly recurring donation at: http://joshpeckdisclosure.com/donate or for as little as $1 a month, become a Peck Patron at http://patreon.com/joshpeck and let's build something amazing and change this crazy world together!  Thank you, take care, and YHWH bless!

http://JoshPeckDisclosure.com PLEASE SUBSCRIBE AND SHARE!  Gonz Shimura | General Mark Milley Claims Hybrid Armies & Little Green Men Threaten Our Future! The Last Days Warrior Summit is finally available! Make sure you don't miss out on dozens of EXCLUSIVE videos from the top conspiracy experts in the world! Josh Peck contributed an hour and a half teaching on Leviathan, the source of all conspiracy. You will not find these teachings, censored videos, PDFs, and mp3 collections anywhere else, and all from the comfort of your own home! Take advantage of this now at https://www.lastdayswarrior.com/last-days-warrior-conspiracy-summit-order-now?affiliate_id=1485176&fbclid=IwAR3xAfAP1NE_DJInOQNX7yA0sE05ul5m4PR02fYUokETLbNVAtJgtiYhnms Join Josh Peck in Dallas in March of 2019 for the Hear the Watchmen conference! Use promo code Josh20 to get 20 dollars off the price of your tickets. Order now at https://www.eventbrite.com/e/hear-the-watchmen-sounding-the-alarm-dallas-2019-tickets-51840018892 because it is going to sell out fast! Order The Second Coming of the New Age Official Collection at: https://www.skywatchtvstore.com/products/second-coming-of-the-new-age-official-collection  Your support is essential to JoshPeckDisclosure, which is funded by viewers like you. Please support the show by making a one-time donation or signing up for a monthly recurring donation at: http://joshpeckdisclosure.com/donate or for as little as $1 a month, become a Peck Patron at http://patreon.com/joshpeck and let's build something amazing and change this crazy world together!  If you enjoyed this free video, please consider donating to help us bring you more free content at http://joshpeckdisclosure.com/donate or, if you can't donate financially, please consider donating a few moments of your time by sharing this video, rating, and leaving a comment in the comment section below. Thank you, YHWH bless!

http://JoshPeckDisclosure.com PLEASE SUBSCRIBE AND SHARE!  GONZ SHIMURA | CERN & DO PORTALS EXIST & Can Man MANIPULATE THEM? Join Josh Peck in Dallas in March of 2019 for the Hear the Watchmen conference! Use promo code Josh20 to get 20 dollars off the price of your tickets. Order now at https://www.eventbrite.com/e/hear-the-watchmen-sounding-the-alarm-dallas-2019-tickets-51840018892 because it is going to sell out fast! Order The Second Coming of the New Age Official Collection at: https://www.skywatchtvstore.com/products/second-coming-of-the-new-age-official-collection  Your support is essential to JoshPeckDisclosure, which is funded by viewers like you. Please support the show by making a one-time donation or signing up for a monthly recurring donation at: http://joshpeckdisclosure.com/donate or for as little as $1 a month, become a Peck Patron at http://patreon.com/joshpeck and let's build something amazing and change this crazy world together!  If you enjoyed this free video, please consider donating to help us bring you more free content at http://joshpeckdisclosure.com/donate or, if you can't donate financially, please consider donating a few moments of your time by sharing this video, rating, and leaving a comment in the comment section below. Thank you, take care, and YHWH bless! More Josh Peck: Patreon: http://patreon.com/joshpeck Website: http://JoshPeckDisclosure.com Steemit Blog: http://steemit.com/@joshpeck Christina Peck: http://ChristinaPeck.com Email - JoshPeckDisclosure@Gmail.com Facebook - http://facebook.com/josh.peck.5264 JoshPeckDisclosure - http://youtube.com/JoshPeckDisclosure Twitter - @JPDisclosure

http://JoshPeckDisclosure.com PLEASE SUBSCRIBE AND SHARE! How is transhumanism taking over the millennial generation to reshape the world to the detriment of the rest of us? Timothy Alberino, Justen Faull, Gonz Shimura, and Josh Peck expose the truth once and for all and show Jesus is the only way to immortality. How is this possible? Find out here!  Timothy Alberino - http://gensix.com Justen Faull - http://FourthWatchRadio.com Gonz Shimura - http://FaceLikeTheSun.com Josh Peck - http://JoshPeckDisclosure.com GoFundMe for Josh's surgery and medical expenses: https://www.gofundme.com/josh039s-knee-surgery-fund  Your support is essential to JoshPeckDisclosure, which is funded by viewers like you. Please support the show by making a one-time donation or signing up for a monthly recurring donation at: http://joshpeckdisclosure.com/donate or for as little as $1 a month, become a Peck Patron at http://patreon.com/joshpeck and let's build something amazing and change this crazy world together!  If you enjoyed this free video, please consider donating to help us bring you more free content at http://joshpeckdisclosure.com/donate or, if you can't donate financially, please consider donating a few moments of your time by sharing this video, rating, and leaving a comment in the comment section below. Thank you, take care, and God bless! More Josh Peck: Patreon: http://patreon.com/joshpeck Website: http://JoshPeckDisclosure.com Steemit Blog: http://steemit.com/@joshpeck Christina Peck: http://ChristinaPeck.com Email - JoshPeckDisclosure@Gmail.com Facebook - http://facebook.com/josh.peck.5264 JoshPeckDisclosure - http://youtube.com/JoshPeckDisclosure Twitter - @JPDisclosure

On this Thursday show we continue our discussions on censorship and the hollywood pedophilia exposure and are joined by Gonz Shimura.  Gonz has the youtube channel Face Like The Sun which covers the spiritual agenda with the news and current events we are living through.  We talk about the coming battle not only for this nation and our freedoms but also for the souls of the living. Donate here  Simply clean foods - promo code simply clean

Time Codes: 00:00:28 - Introduction 00:02:35 - In-between holidays 00:09:01 - Servant X Service 00:55:47 - Sweet Blue Flowers, Vol. 1 01:32:21 - Wrap up 01:33:22 - Contact us For November Shea and Derek discuss two very different kind of manga, but both that involve romance in one form or another. They begin with Karino Takatsu's Servant X Service. The complete series was released in two volumes by Yen Press in 2016, and the guys spend much of the episode discussing this strip-like series. The title concerns civil servants on the job -- a topic you don't really encounter much in comics/manga -- and both Derek and Shea have a lot to say about the unusual subject matter and format. After that they discuss the first volume of Takako Shimura's Sweet Blue Flowers (VIZ Media). As the guys reveal, this is an example of yuri manga, where two childhood friends who have lost track of one another become reacquainted in high school, although they attend different academies. As the story unfolds, romances and complicated relationships develop. However, the friendship of the series' main protagonists (at least in this first volume), Fumi and Akira, is what really anchors this text.

Dr. Carolyn Lam:               Welcome to Circulation on the Run, your weekly podcast summary and backstage pass to the journal and its editors. I'm Dr. Carolyn Lam, Associate Editor from the National Heart Center and Duke National University of Singapore. In just a moment we'll take a deep dive into hemo-compatibility-related outcomes in the MOMENTUM 3 trial of a fully magnetically levitated pump in advanced heart failure. But first, here's your summary of this week's journal.                                                 The first paper sheds light on the biological mechanisms underlying cardioprotective effects of the Mediterranean diet. First author, Dr. Wang, corresponding author Dr. Hu and colleagues of Harvard, TH Chan, School of Public Health in Boston, Massachusetts studied 980 participants from the PREDIMED Trial including 230 incident cases of cardiovascular disease and 787 randomly selected participants at baseline followed up for 7.4 years.                                                 Participants were randomized to a Mediterranean diet supplemented with extra virgin olive oil, a Mediterranean diet supplemented with nuts, or a controlled diet. Plasma ceramide concentrations were measured and the primary outcome was a composition of non-fatal acute myocardial infarction, non-fatal stroke or cardiovascular death.                                                 The authors found a novel positive association between baseline plasma ceramide levels and incident cardiovascular disease. In addition, the association between baseline ceramides and incident cardiovascular disease varied significantly by treatment groups where a Mediterranean dietary intervention appeared to mitigate the potential deleterious effects of elevated plasma ceramide concentrations on cardiovascular disease.                                                 These findings, therefore, strengthen the evidence base for recommending the Mediterranean diet for cardiovascular disease prevention and suggest that plasma ceramides have the potential to serve as markers of future cardiovascular disease risk.                                                 The next paper describes a novel therapeutic approach against hypertensive cardiac remodeling and provides the first evidence of the cardio protective effect of cardiofibroblast-specific activating transcription factor 3 or ATF3. In this study from first author Dr. Li, co-corresponding authors, Dr. Du from Beijing Anzhen Hospital in China, and Dr. Ma from Thomas Jefferson University in Philadelphia and colleagues, the authors used a discovery-driven unbiased approach to identify increased ATF3 expression in mirroring hypertensive hearts and the human hypertrophic heart, expressed primarily by cardiac fibroblast cells. ATF3 knockout markedly exaggerated the hypertensive ventricular remodeling, a state rescued by lentivirus mediated microRNA aided cardiac fibroblast selective ATF3 over-expression.                                                 Conversely, cardiac fibroblast specific ATF3 over-expression significantly ameliorated ventricular remodeling and heart failure. The authors further identified MAP2K3 as a novel ATF3 target, and that p38 was the downstream molecule of MAP2K3, mediating the profibrotic hypertrophic effects in ATF3 knockout animals.                                                 In summary, this study provides the first evidence that ATF3 up-regulation in cardiac fibroblasts in response to hypertensive stimuli, protects the heart by suppressing MAP2K3 expression, and subsequently p38 TGF-beta signaling. Thus, identifying molecules mimicking endogenous ligands or inhibiting microRNA that down-regulate ATF3 expression, may represent novel therapeutic approaches against hypertensive cardiac remodeling. These, and other issues, are discussed in an accompanying editorial by Dr. Jennifer Davis of University of Washington.                                                 The next paper tells us that clinical frailty score may need to be part of the pre-operative assessment of patients undergoing transcatheter aortic valve replacement, or TAVR. First author, Dr. Shimura, corresponding author, Dr. Yamamoto and colleagues of Toyohashi Heart Center in Japan, utilized the optimized catheter valvular intervention or OCEAN Japanese Multicenter Registry of 1215 patients undergoing TAVR and found that clinical frailty score correlated with other markers of frailty, such as body mass index, albumin, gait speed and grip strength. Furthermore, the clinical frailty score was an independent predictive factor of increased late-cumulative mortality risk. Thus, in addition to reflecting the degree of frailty, the clinical implications of these findings are discussed in an accompanying editorial by Dr. Jonathan Afilalo from McGill University in Montreal.                                                 In the final study, we learned that long-term anabolic androgenic steroid use may be associated with myocardial dysfunction and accelerated coronary atherosclerosis. Dr. Baggish and colleagues from Massachusetts General Hospital in Boston, used a cross-sectional cohort design of 140 experienced male weight lifters, age 34-54 years, comprising 86 men reporting at least two years of cumulative lifetime anabolic androgenic steroid use, and 54 non-using men. Compared to non-users, steroid users demonstrated relatively reduced left ventricular systolic function and diastolic function on transthoracic echocardiography. Furthermore, steroid users demonstrated higher coronary artery plaque volume on coronary CT angiography compared to non-users. In summary, this is the first large controlled study of its type to demonstrate that long-term anabolic androgenic steroid use is associated with both systolic and diastolic myocardial dysfunction, as well as coronary atherosclerosis. Thus, when clinicians encounter young or middle-aged men who exhibit evidence of unexplained left ventricular dysfunction or premature coronary artery disease, the possibility of cardiotoxicity due to long-term anabolic androgenic steroid use should be considered in the differential diagnosis.                                                 Well, those were your summaries. Now, let's move on to our featured discussion.                                                 For our featured discussion today, we are actually reviewing a secondary analysis of the MOMENTUM 3 Trial, which is a multicenter study of the mag lev technology in patients undergoing mechanical circulatory support, with the HeartMate 3. And to discuss today's findings I'm so pleased to have the corresponding author, Dr. Mandeep Mehra from Brigham and Women's Hospital in Boston, Massachusetts, as well as Dr. Biykem Bozkurt, Associate Editor from Houston, Texas.                                                 Welcome Mandeep and Biykem. Dr. Mandeep Mehra:     Thank you. It's a pleasure to be with you all. Dr. Biykem Bozkurt:        Thank you. Dr. Carolyn Lam:               Let's start by getting a few definitions right, shall we, just for our audience. This specific article, and congratulations Mandeep, it's just so great, it speaks of hemo-compatibility-related outcomes. Could you start by telling us what that is, and maybe reminding us what the original MOMENTUM 3 short-term results showed. Dr. Mandeep Mehra:     Sure. As our listeners are aware, left ventricular assist devices have really transformed the management of refractory advanced heart failure, by the introduction of a form of flow, called continuous flow, in the devices, which tend to render patients, relatively low pulsatiles to non-pulsatile. Now what we've seen is that the interface between this very unnatural physiology from continuous flow in concert with the patient's biology tends to create a constellation of problems that we sort of refer to as hemo-compatibility-related adverse events.                                                 For example, we have seen a very curious development of recurrent gastrointestinal bleeds that tend to occur in a manner similar to what was observed with critical aortic stenosis, the so-called Heyde's Syndrome. Similarly we see stroke-related problems and we also see evidence of thrombosis that can sometimes develop within the pump. So we refer to the conglomeration of these unique complications that arise from the abnormal interface between the device and the patient as hemo-compatibility-related adverse events. Dr. Carolyn Lam:               And this is a secondary analysis, a six-month secondary analysis, right? So could you give a little bit of background of why you would hypothesize that these events might be different with the HeartMate 3 versus 2? I mean, it's quite unique that we're going back to creating a pulse. Dr. Mandeep Mehra:     Yes. Let me fist define for our audience what the MOMENTUM 3 Trial was designed to initially do, and is still doing. MOMENTUM 3 is a randomized controlled trial of two devices: one, a conventionally available continuous flow device called the HeartMate 2, and the second device, the novel pump called the HeartMate 3. The HeartMate 3 is a pump that took two decades to engineer. And it took that long because it is very unique, based on the following principles.                                                 First, it's a small profile, so the entire pump can be placed intrathoracically. Second is that the way in which it moves blood, its rotor, is fully magnetically levitated, which means that it has no friction when it rotates. The third is that despite its small profile, this device has wide blood flow gaps, meaning that as blood is moving in this centrifugal flow pump, it does not expose the blood elements to as much of sheer stress as one sees with other conventionally available devices. And then finally, what this device has uniquely is a intrinsic pulse, and what that means is that we program this device in a fixed program to actually ramp its speed up and ramp it down so that it creates an intrinsic pulse of about 30 beats per minute, which is engineering-wise designed to improve pump wash out; that's the intention.                                                 So the MOMENTUM 3 Trial was constructed to really compare these two devices and we recently reported, on the primary end point of the six-month outcomes of this trial. And the trial primary end point was set at survival free of a disabling stroke, or the need for re-operation because of pump malfunction. And what we found was that this pump, the HeartMate 3, clearly met its non-inferiority end point, versus the HeartMate 2, but also demonstrated superiority on the primary end point at six months. We were certainly not expecting to see superiority at this early time point, but we were very fortunate to see that.                                                 Now what is unique about this is that for the first time ever, we saw no cases of suspected or manifest established pump thrombosis, as a result of de novo pump thrombosis requiring re-operations with the HeartMate 3 device. And this is a frequency of about 10% that we normally observe with pumps. That is one in 10 pumps will clot off within about six months, and require re-operation. So we were very gratified to see this observation in the short-term data of the primary MOMENTUM 3 database.                                                 Now as a result of that observation, Carolyn, we thought that the hard end points, as are typically adjudicated for the primary basis of these clinical trials, missed the entire constellation of hemo-compatibility-related outcomes because these are patients who develop both bleeding and clotting complications. And the net burden of hemo-compatibility is not entirely available for review, which is the basis of this important secondary analysis that was published in Circulation. Dr. Carolyn Lam:               What striking findings. So tell us the bottom line. Dr. Mandeep Mehra:     What we found in the secondary analysis was evidence that the burden of hemo-compatibility-related adverse events is lower in patients with the HeartMate 3, compared to the HeartMate 2 device. And that was the basis of the bottom line that we found.                                                 In particular, we knew that there were no episodes of de novo pump thrombosis with the HeartMate 3, but we also found that there was evidence of a reduction in non-disabling strokes with the HeartMate 3 device. So we now have evidence that thrombotic complications, minor strokes, as well as pump thrombosis, seem to be abrogated by this new pump.                                                 What we should keep in mind, however, is that this is still early data from the ongoing MOMENTUM 3 Trial, and the trial is actually designed to enroll and observe over a thousand patients, over two years. And we are basically showing in this a very early look at six months of about 300 of these patients. And so that needs to be kept in mind. But we are extremely encouraged by these early trends suggesting that we may have started to break the issues related to the barriers of implementation of such therapy in the hemo-compatibility domain. Dr. Carolyn Lam:               Yeah, and as a heart failure doc, I can tell you that I share that excitement and I know that Biykem does too, as did the editors.                                                 Biykem, tell us a little bit about what we talked about as editors about this paper. Dr. Biykem Bozkurt:        Indeed. Mandeep, the hemo-compatibility concept which is being addressed in this new publication is quite novel and is exciting, and addresses the continual spectrum of the pathology, ranging from the GI bleed, to the stroke spectrum. The question I have, in this study, the overall scores were not different in the absolute number that we saw as a score from the hemo-compatibility ranking.                                                 Do you think we would continue to use this approach as a quantitative score, given the fact that there may be bidirectional impact from different devices on the different spectrum, especially with the recognition that HeartMate 3 seemed to be protective against the thrombotic, perhaps events, or should we use it more of a qualitative score card looking at which perhaps spectrum the device tends to be a little bit more risky or beneficial. So shall we color code this score and try to perhaps focus on the spectrum of thrombosis versus bleeding and then try to strategize? Dr. Mandeep Mehra:     Thank you for that very erudite question, Biykem. You hit right at the heart of the matter. So let me make a few comments about that. The first issue is that so far, the field has not had a clear definition of hemo-compatibility. Hemo-compatibility has been more of a engineering term. When someone said hemo-compatibility, they thought of biomaterials, rather than a clinical definition of hemo-compatibility. So for the first time, we have actually introduced the term hemo-compatibility into the lexicon of definition, managing patients with LVAD, so that's one important point.                                                 The second important point is that we, until this day, until this analysis, have not had the ability to really provide people with a full picture of the entire burden of experience of hemo-compatibility-related complications that an individual patient experiences as they are on this device, because you know that patient's going to have a GI bleed, and then they may have a stroke, because we may change, dynamically we may change anticoagulation for instance if someone has one event then the other, and the traditional way in which studies are done, hey do not give you a clear picture into the burden of hemo-compatibility. So the most innovative thing about this clinical hemo-compatibility definition, is that we've not introduced a score that reflects the burden of disease, and we have also created tiers of severity of the burden of disease experience into three quantitative tiers that include various subsets which are hierarchal.                                                 So for example, is one gastrointestinal bleeding the same as non-disabling stroke? Well, no. One gastrointestinal bleeding may be a milder form a hemo-compatibility-related problem. So our early look at this clearly shows that survival free of a hemo-compatibility-related event is clearly lower in the patients with a HeartMate 3. However, as you astutely pointed out, when you examine purely the burden of hemo-compatibility-related complications experienced by the survivors, one actually sees a trend in favor of the HeartMate 3, but not a statistically significant difference, largely because we have not yet abrogated problems related to bleeding complications on the side of the hemo-compatibility.                                                 Why is that? Well, it's because we still treat all patients in both groups with the HeartMate 2 or the HeartMate 3 with the same intensity of anticoagulation. What this sort of data points out to us in the future, first of all, is that it allows us to compare apples to apples, as we are looking at different device platforms, that's number one. Second is it gives a much more robust look into the total patient experience. And third, it actually gives us insight into whether altering one component of the equation, so let's say there's a bleeder, if you actually react to that clinically, will you start to see problems on the clotting side. Dr. Biykem Bozkurt:        This is a very, very important study that addresses the whole spectrum of hemo-compatibility in a more comprehensive fashion, and also points out perhaps the differences that we see in overall others, centrifugal flow, left ventricular assists, support systems such as the Heartware HVAD study that showed increase in hemorrhagic stroke, especially hemorrhagic stroke in the first six months in the ENDURANCE Trial, whereas the HeartMate 3 has shown in the MOMENTUM 3 publication, as well as the Circulation secondary end point study demonstrates a reduction in disabling strokes and absence of any pump thrombosis.                                                 So there are differences, despite both of the pumps are centrifugal, there are differences in the profile, and the spectrum of the risk and hemo-compatibility. And one other interesting finding from this study is that the predictors for hemo-compatibility outcomes are complementary to what has been known in the sense that lower antiplatelet and anticoagulation management strategies are associated with increased risk of hemo-compatibility adverse events.                                                 And surprisingly, the control of blood pressure did not appear to correlate with the hemo-compatibility outcomes. So from that perspective, it differs from the ENDURANCE Trial where the uncontrolled blood pressure or hypertension was associated with hemorrhagic strokes, in the ENDURANCE Trial, whereas in the MOMENTUM 3, the blood pressure did not appear to correlate with the hemo-compatibility outcomes or pump thrombosis.                                                 So these are very interesting findings and I think are complementary to the evolving field of the risk benefit ratios in patients with LVAD support. And from that perspective, we in Circulation felt that this will be a very valuable publication for our readership as well as for the whole heart failure and transplant community. Dr. Carolyn Lam:               Thank you, so much for joining us today, don't forget to tune in next week.

Video Game Movie Anatomy hosts break down Video Game inspired movies to answer the age old question: DO GAMES MAKE GOOD MOVIES?!?! In today's episode, hosts Mark Donica, Stacey Shuttleworth and Emma Fyffe discuss Red Faction: Origins! Dōbutsu no Mori ("Animal Forest: Theater Version") is a 2006 Japanese animated film directed by Jōji Shimura and based on the Animal Crossing video game series, especially Wild World. It was produced by OLM, Inc. and distributed by Toho in association with Nintendo. The film opened in theaters in Japan on December 16, 2006, where it went on to earn an estimated ¥1.7 billion (approximately $16,216,000) at the box office. The film retains the theme of the video games, and centers on a 11-year old girl named Ai who moves into a village populated with animals where she works to make new friends and find her own dreams. Dōbutsu no Mori was not released outside Japan, and Nintendo of America has no plans for an English release.

In this episode Justen, Gonz and BDK discuss some of the Latest Developments in End Times Prophetic Scenarios. The adventure includes Israel's Coming False Messiah and Extra Terrestrial Claims of Rabbis, Donald Trump & The Davidic Bloodline of Judah, Resurrecting Gilgamesh & The Image of The Beast, The Multifaceted Strong Delusion and the Tribulation Treasure Discovery, all delivered with a Solid Biblical Perspective. Join us tonight for these and much more! This is one broadcast you won't want to miss!

In this episode Justen, Gonz and BDK discuss some of the Latest Developments in End Times Prophetic Scenarios. The adventure includes Israel's Coming False Messiah and Extra Terrestrial Claims of Rabbis, Donald Trump & The Davidic Bloodline of Judah, Resurrecting Gilgamesh & The Image of The Beast, The Multifaceted Strong Delusion and the Tribulation Treasure Discovery, all delivered with a Solid Biblical Perspective. Join us tonight for these and much more! This is one broadcast you won't want to miss!

With our 29th Next 100 Project podcast, we deal in honour and shame...and also 16th Century small-scale war. Akira Kurosawa’s best-known film stars polar opposites: calm Takashi Shimura and frenetic Toshiro Mifune. They and their fellow actors are surrounded by authentic period sets & costumes...and all that rain & mud. Get your subtitles-reading eyeglasses on, order up some Sparkplug Coffee, then focus on our opinions about the Seven!

http://sharpeningreport.com PLEASE SUBSCRIBE AND SHARE! Today we welcome filmmaker and returning guest Gonzo Shimura to tell us the latest information regarding his research into CERN, alien tech, hybridized armies, portals, demons, and much more! Gonz also tells us about some upcoming projects, the recent hacking attacks on his website, and answers all of your questions. This is a full smorgasbord of prophetic and fringe topics; certainly an episode you will not want to miss! Gonz Shimura - http://www.facelikethesun.com    Josh Peck - http://www.SharpeningReport.com    

This week Gonz Shimura from the Face Like The Sun YouTube channel and Canary Cry Radio stops by The Joyspiracy Theory! We talk pant suits, insane dogs, and Fabio's wild roller coaster ride... and of coarse much much more! Patreon.com/thejoyspiracytheory TheJoyspiracytheory.com CanaryCryRadio.com Facelikethesun.com youtube.com/facelikethesun    

Today, meet the man behind the Telly-nominated film Inhuman: The Next and Final Phase of Man is Here, Gonz Shimura.  We're asking for your vote in the People's Choice category in the 37th Annual Telly Awards.  Log on to SkyWatchTV.com for more information. Follow Gonz at the Face Like the Sun Channel on YouTube and on Canary Cry Radio.

Hi everyone, here's a new episode of Over/Under Movies, and we wanted to remind everyone to please write us a review on iTunes (You can find us if you search for Over/Under Movies) if you enjoy our show so we can get more people like you to listen to us complain about or praise overrated and underrated movies. In this episode, Ryan, Oktay, and Erik talk about Oktay's picks; two revered Japanese dramas that deal with some heavy themes like life, death, the importance of family, tradition vs. individuality, in a brutally honest but life affirming way. First off, a vital clarification: Yes, this episode's overrated pick is Yasujiro Ozu's sublime and profoundly moving family drama Tokyo Story. But before Ozu fanboys pull out their knives and axes (They tend to be a violent bunch), we'd like to point out that yes, Tokyo Story is a great film, a masterpiece even. But the main question of this section is, "Can a film you agree to be a masterpiece still be overrated?" Next, we move on to Akira Kurosawa's seminal masterwork Ikiru, about a monotonous government bureaucrat (Takashi Shimura in perhaps the greatest male performance in film history) who finally begins to live when he finds out that he will die in less than a year. Yes, Ikiru is considered to be one of Kurosawa's best, but general audiences, even many film buffs immediately think about his jidaigeki Samurai films when his name is mentioned. Therefore, we wanted point out his amazing work as a director of contemporary dramas. As usual, thank you for listening, please write us your comments and iTunes reviews so we can improve the show, and look forward to new episodes when our killer Pacific Northwest-based film critics will discuss one overrated and one underrated film that share the same genre, style, or plot. You can find us on iTunes if you search for Over/Under Movies and on Twitter @overundermovies. You can also like our facebook page at https://www.facebook.com/overundermovies so you can be kept up do date on new episodes. Erik McClanahan is the lead film critic at Oregon Arts Watch, co-host of the Adjust Your Tracking podcast (Also available on iTunes) and a contributor at The Playlist. Ryan Oliver is a contributor at Gotchamovies.com. He writes reviews and articles for them, and co-hosts their Unspooled Reel podcast. Oktay Ege Kozak is a film critic for The Oregon Herald, Beyazperde, DVD Talk and is also a contributor and film critic at The Playlist.

Recorded May 9th, 2015. Tonight Adam flies solo as he welcomes a couple of new guests to the show. We have the hosts of Canary Cry Radio Gonz Shimura and his ever mysterious co-host Basil. We talk about Gonz' videos Age of Deceit Parts 1 and 2. We discuss the areas of alchemy and the occult and how both have similarities to the modern day trend of transhumanism. What are the connections to what happened in the Garden of Eden. Find out here! You can reach the guys and hear their very excellent podcast here: http://www.canarycryradio.com/ Check out both Age of Deceit videos: Part 1- https://www.youtube.com/watch?v=wjmFm8PIz8M Part 2- https://www.youtube.com/watch?v=gfRzUI8hkwo And as always: and as always our contact info: Conspirinormal@gmail.com Itunes Link: https://itunes.apple.com/us/podcast/conspirinormal-podcast/id608065959 Please like our Facebook page: https://www.facebook.com/pages/Conspirinormal/445112635502740

Episode 56: THE Leadership Japan Series - How to Build a Culture of Engagement in Your Organization  Today, we are going to hear a presentation on how to build a culture of engagement in your organization. Greg:  Thank you very for coming.  My name is Greg Story.  I am the president of Dale Carnegie Training Japan.  We're going to run through organizations and pride in organizations and the culture around that today.  This is actually the fourth of a series of these engagement seminars and workshops that we've been doing.  They've all had different themes and we are working through the elements of that.  Today it's around pride in the organization.  That will be our main game.  Let me take us through a few things first.  Some of you will probably know about Dale Carnegie, some of you may not.  We are going to look at how great organizations create a culture of engagement.  The book on the left there is the original cover they used in 1936 when they issued, “How to Win Friends and Influence People”, which has been a phenomenal best seller.  The one on the right was issued a couple of years ago as an update, making it more relevant in the digital age in which we work.  The Japanese versions have sold nine million copies of “Hito wo ugokasu”, and now they have just released “Hito wo ugokasu II”, as the equivalent of the digital age book.  They're very very well accepted and popular in Japan.  We are very fortunate that 90% of the Fortune 500 companies are using Dale Carnegie for their training and I found that there are about 64 Japanese companies in the Fortune 500.  I noticed that about half of them are our clients here in Japan.  We work across the globe.  We bring training to 91 countries around the world and we teach in 30 languages.  The beauty of this is for our clients where they might develop training content or a customized training program in one country and they want to take it all around the world, they can do that.  We are currently doing a 34 country roll out of a particular program of multiple trainings for a Danish company.  The beauty of this is they designed it in Denmark but it rolls out in 34 countries around the world in the various languages.  It's a very great help to clients who want to take their training global.  I think everyone knows Warren Buffet, one of the most famous business people in history.   If you bought into his company 30 years ago, we'd all be billionaires by now.  It's phenomenal.  He is a big fan, which is great.  Let's see if we can hear from Warren. Video: (Warren Buffet) I was terrified of public speaking while I was in high school and college.  I mean, I couldn't do it.  I'd throw up and everything.  So I took this Dale Carnegie course and as soon as I finished, I was 20 years old, I went off to University of Omaha and I said, “I want to start teaching”, because I wanted to get up in front of people and make sure I didn't lapse back.  I actually have the diploma in the office.  I don't have my diploma from college.  I don't have my diploma from graduate school, but I've got my Dale Carnegie diploma there because it changed my life.  Greg:  That's the type of testimonial you like to have from a guy who's as successful as Warren Buffet.  “This course changed my life.”  In his case it did because he was a very smart guy, had these brilliant investment ideas which have all proven to be wonderful, but couldn't get people to come with him.  He didn't have the persuasion power.  So he took the Dale Carnegie course and it changed his life.  That's why he has the diploma on the wall of his office but not his university degrees.  He already got the degrees, but he didn't have the wherewithal, the capacity to persuade and convince people to come with him.  So this is a great testimonial for us from Warren Buffet.  Not only Warren Buffet, but also in Japan three very well-known business people.  In fact Uotani-san who is the ex-chairman of Coca-Cola, now the president of Shiseido, Murakami-san, ex-chairman of Google, and of course Atarashi-san from Johnson and Johnson.  These three gentlemen all took Dale Carnegie training and it changed their lives too.  You'll often see them in print talking about the influence the training had on their careers.  They often give talks, speeches and they refer to it.  They are great fans and supporters and we've got nine million graduates globally and over a hundred thousand in Japan.  So it's quite well established.  About nine months ago now I noticed that we do surveys of satisfaction rates of all the training and they are always pretty good. You get the percentages back - it's always pretty high.  I thought, we've never aggregated, never put them all together and just take a snapshot of everything.  So I said to New York to put it all in a big bag - all trainers, all seminars, everything.  Tell me what the average satisfaction rate is for our training in Japan.  It came back with this number, 97.7% over five years as a consistent average.  So that tells us that what we are doing is working for people and it's successful.  It's a good indicator. Now we are going to talk a little bit about engagement.  There is a very interesting video I want to bring up. Video: (Music) (various people) Google is a very unique company for me and for a lot of people that work there.  What Google does is allow you a fantastic environment to get your product developed really quickly.  It is a very different structure than the average community.  We always really try to avoid bureaucracy so that people can really do what makes sense for their project.  One thing that's great about Google is you have a lot of autonomy over your product and its directions.  We are encouraged to work on whatever we think is important and often the best ideas come from employees.  At Google if you come in on your very first week and you have a good idea on how things should be done and people agree with you, in that first week you start making those changes.  The biggest resource that we have is really the people.  One of the things that attracted me to Google and makes it a very comfortable place is they hire people who are very good.  I think Google goes after people who are entrepreneurial, who are kind of go-getters.  Everyone in the company is so accessible and is really driven to make the company succeed.  No two employees will have the same background, there's no formula.  We have people straight out of college, we have people who have been in the industry for 20 years.  The concentration of talent that we have at Google is really quite amazing.  I come to work and I look forward to the conversation I am going to have during the day with my colleagues and with people I haven't met yet within the company because I know that today I am going to have five new great ideas that I am going to get excited about.  We have yoga, we have Pilates.  I love massages.  Food here by the way is great.  We have a French class where we get together and speak French.  We have great cafeterias.  There is any type of amazing cuisine, even better than some of the restaurants in New York.  That's an extra benefit and pretty nice.  You know that what you are working on will be seen by millions and millions of people and you like that kind of visibility.  You're in a position to make a difference to people you've never met.  It's something that makes it fun to go to work in the morning because you are thinking about the people you are going to talk to, problems that you are going to try to tackle and solve.  It's really a great place to work. (Music) Greg:  We talk about one of the things today being pride in your organization.  What do you think?  Do you think the team at Google seems pretty proud of their organization?  Let's make a couple of groups.  How do you think we would go if we brought a film crew into your organization and we wandered around and started filming like they did at Google?  Would we get that same sense of pride in the organization?  If so, why, and if not, why not?  Please discuss that for a couple of minutes.  (Talking)  Let's pull it up there and just see how far you got.  I'm sure we are going to have a number of discussions today, this will be one of them.  Dennis, how about in your company?  If we took a film crew around to your team and we did a type of Google thing there, would we get that same type of feeling?  I don't mean the words.  I mean you actually tell people believe that they're real the way they are talking about it.  How do you think that would go?  Dennis (participant):  We were chatting about how we both are working for global companies; headquarters are outside of Japan.  The offices here in Japan are quite small.  Five, ten thousand people global company but here in Japan it's about 20, 30 people working.  It's tough.  Often times there is a disconnect from the headquarters and the culture and to bring it here in Japan.   I came in mid last year and part of it is because it's not a high functioning culture or team.  Part of my role is to help improve the morale, the team and start getting on a track that's high performing.  So it would be the opposite of Google, of what you saw in that video. Greg:  At this point in time, right? Dennis:  At this point in time. Greg:  How about Coca-Cola, another big global organization.  We're a big team here.  If we take the film crew around to Coke, would we get something very similar do you think? Participant:  I'm not so sure.   There are a lot of Japanese people so they are kind of shy.  I'm not so sure they would speak up.  But we have an employee's survey every two years and the pride part is very high. Greg:  Very high right, because they've got a very big brand name, very powerful name.  If you've got a big brand name like Google, cutting edge technology, it's natural for people to feel a lot of pride in that. As they said, “what we work on here is visible around the world”.  That's a pretty big thing.  Not many people get to do that.  So what we are looking for are some things that we can do that are realistic for our size of organizations in Japan that would help people have pride.  In our objectives today, on page 1 of your manual, we want to define engagement and look at the impact that getting engagement has on the organization and an employer of choice model.  We are going to look at how we can become an employer of choice.  What would be required to get that result?  How to build that pride and relate that to high performance?  Then, how to strengthen and maintain engagement once it gets going? When we talk about engagement we define it as the emotional and intellectual commitment of employees to deliver high performance.  That's really the mind and the heart.  The problem with that is often we have people who are very skillful, very knowledgeable, very talented but they're smart, they're selfish.  They are only interested in themselves - their career, their bonus, their progression.  If they become a leader, they're people who are just assets for them to move up.  They have all the brainpower and skill and ability but they're a problem in your organization because they're not really engaged. They're like a free agent. They can pack up and move quite easily because there's no loyalty, only loyalty to themselves.  Or you have the other side, the attitude, the heart, they are happy but hopeless.  They are a sort of pleasant person, very cheerful, bit of a mood maker maybe, but they don't have the skills, they don't produce the outcomes.  That's no help to us either.  That's not really going to get the type of engagement that we want.  If we think about it, can we get the person who's got those high-level skills to feel that their abilities are recognized and appreciated in this company?  Do they feel the organization is proud of them?  That's something. Think about this, your own organization, have you felt in your career that your organization was proud of you?  Did you ever have that emotion?  Did you ever have that thought?  Your organization was proud of you.  We are trying to get engagement where the people are mentally and emotionally engaged.  They feel what they do is relevant and they also feel that the organization is proud.  I don't know there are too many organizations where we could go and survey them where the people would say, “My organization is proud of me”.  Why do you think that is?  Why would that be the case?  Are the organizations just not proud, or do they just not communicate it?  What do you think the breakdown is there?  Participant:  I would say a lot of times that feedback is not given so the organization may think that they're proud but they're not actively letting their employees know that. Greg:  That's right.  We probably assume they know we're proud of them so we don't have to tell them.  When you talk about engagement, if people are going to be engaged, the heart and the mind together, then telling them that they're capabilities and skills and experience are appreciated and important, that's a very powerful one, but also tell them, “We are proud of you.  We are really pleased you work here.”  That gets people fired up.  That's where you start to get real engagement.  Except that often we forget to tell people that, we forget to tell them.  They are doing what they are good at, what they love to do, what they need to do and on top of that you start getting what we call discretionary effort.  Discretionary effort is that extra additional input, energy that you outlay beyond what the job specs is or what the company may ask of you.  You go beyond that.  It's very hard to get innovation if you don't get this discretionary effort because if people don't care about the company, why would they care about being innovative?  If they don't care about the organization, why would they make any extra effort to make the system better or to make the customer service better or whatever it might be?  When we start to get both the mind and the heart working together, then we get engagement.  But we sometimes miss in the communication around telling people what they need to do or how we feel about them.  It's a bit of a lesson for us that we can get high levels of engagement but we have to work at it a bit harder than perhaps we think. This was a very disturbing set of numbers when we did our global and then regional and by country survey of engagement.  We found that there's no direct correlation between high levels of satisfaction with the boss and engagement.  In my case, before I saw these numbers, if I was told, “Greg we surveyed your team and they're very satisfied with you as the boss”, I would automatically assume I've got high levels of engagement in my team.  I'd just make that assumption.  What we found though was of those who said I am very satisfied with my boss, only half of them were engaged.  And of those who said “I'm fairly satisfied, somewhat satisfied with my boss”, only roughly 20% of those said they were engaged.  And those who are not happy, well you can imagine its game over for that.  What it tells us is that being very satisfied and being engaged is not the same thing.  Where we might think we are succeeding, we may not be getting the levels of engagement we assume we are getting.  This is also very interesting, when people feel that their manager cares about them, the one third of those who were surveyed that said, “Yes, I feel that my manager cares about me”, half of those were engaged.  Of those two-thirds who said, “No, I don't really feel that my manager cares about me”, only 17% were engaged.  So it says we can increase the level of engagement very simply and rapidly if we can have the managers communicating to their team that they care about their people.  We've gone through a few stages in leadership and management where certainly when I was younger and growing up, the concept that the manager would care about the employees was a very distant idea.  There was great separation between work and private. There was no mixing of the two.  Work is work.  Private is private.  Don't talk about private things at work.  But in today's society that is not the case.  People want to know that the manager cares about them in total.  They may have relatives, parents are getting older.  They might have problems with their kids, different things going on in school.  They want the manager to take all that into consideration and care about them, about their work life or non-work balance.   They want to know that people care about that.  Just by showing that we care we can change that percentage of engagement very very quickly.  It moves the needles on the gauge very quickly.  Gallup did a study of highly engaged organizations and related it to performance.  In Gallup's study they found that highly engaged teams outperform by more than 200%.  Things like sales, productivity, customer retention.  You got nearly a 20% higher shareholder return and you had lower turnover, so your cost are a lot lower.  It's certainly translated into a very clear bottom line for companies. We looked at different levels of engagement.  For example, the disengaged, partially engaged and fully engaged.  When we looked at the US numbers and then global numbers, they found about 30% of people were engaged, which means they tend to stay longer, they contribute more, they're more passionate about what they are doing.  Those who are partially engaged were coming to work, doing their work and going home.  That discretionary effort that I talked about before, not much of that is coming across.  They do what they need to do, but not a lot more.  There's life after work that is probably more important to them, but they do work.  They turn up and they do their job but that's all.  I get paid, go home.  Then the disengaged, they're the whiners, the complainers, the ones who get together with everyone around the coffee kitchen area and whinge about you the boss or complain about the organization and what it's not doing or should be doing.  They are basically a source of negativity.  There's a reasonable percentage of those.  When we look at the Japan numbers, we contrast global with APAC and Japan and we see a really big trend here that you've got a huge number of Japanese who feel disengaged, 77%.  And then 22% partially and only 2% engaged.  There was a Gallup study in Japan done in 2009, just a few months actually after the Lehman Shock.  At that time the engagement score was 7% which is still pretty low.  Ours was 2% in 2012, 2013.  Lehman Shock, earthquake, radiation - there's been quite a few big changes in the country.  Whether that number is reflecting that, I don't know.  But whether it was 2% or 7%, it is not a great number.  The engagement level is not particularly high as measured around the world comparing Japan.  So we have got a bit of work to do still in Japan to try and pick up the pace here. Our study found that there were three drivers for getting engaged. One was very obvious:  your direct relationship to your supervisor.  When people leave companies, the boss is what they are leaving.  That's usually why they leave, so satisfaction with the immediate manager is very important. Belief in the senior leadership, where the senior leaders are taking the company.  Are we going the right direction?  Is it all working?  Finally, this is what we are focusing on today, pride in the organization.  The degree of pride in the organization was a driver for engagement.  Your immediate supervisor, usually middle management, there is an issue around getting them to be more caring about people and communicating.  And senior leadership, their direction.  The why of where we are going getting communicated more clearly has a big impact on engagement.  What often happens though, the senior leaders communicate the why to the middle managers but the middle managers fail to pass it down.  Somehow it gets sort of trapped there.  They forget.  They pass on the “what” and they pass on the “how” but not the why.  Even though senior leadership thinks they are very clearly communicating the direction of the company, our vision for the company, why we are making these changes or why we are taking a particular direction, they are actually not getting it down to the people at the bottom because middle management is not playing their role.  It says that then companies really need to look at our middle managers to make sure they are playing a very constructive role there.  And then, who's building the pride in our organization? Again this comes down to middle managers having a bigger role in that.  Senior managers have a bigger role in that, but also the awareness that this is an important issue.  “I am proud to be here.  I can't wait to get to work”.  That's an engaged employee.  They're proud to work in the company and they can't wait to get to work. And you'd like to have every single person on your team operating with that feeling, I'm sure.  How do we get that?  What would people say about your organization to others when you're not there?  I am sure when they're in front of the boss, they're going to say nice things about the organization.  What about when the boss is not there?  What about when they are outside the company and they are talking to their friends or their relatives about the company?  What do they say?  In your groups again, think about that.  What do you think people would be saying about your organization when you're not there and talking to other people?  In your groups, please have a discussion and let's hear what you think about that.  (Talking) Let's hear what people thought about that.  Yamazaki-san, your company's case.  What would your people say about your organization to others? Yamazaki-san:  I guess there are two different types of persons.  One is like highly engaged.  Greg:  What would they say?  Yamazaki-san:  All the good things about the company and then I actually recommended one of my ex-colleagues to join us.  She was looking for a new organization. Greg:  Come and work here.  It's a great place to work.  That's a strong recommendation. Yamazaki-san:  I recommend, not to my family, but to ex-colleagues to join us if they are interested in looking for new opportunities.  On the other hand, the other type is people in the company who say negative things about the company.  There are managers who are doing this kind of thing.  Not just in our channels, but sometimes to the outside, I guess to friends, not really to the client.  That is obviously not engaged. Greg:  Not engaged group, yes.  Disengaged or partially engaged. Greg:  How about Katherine, for you? Katherine:  I was talking to my team here about how it depends very much on what you are looking for.  We have our stakeholders, say our parents at our school.  They would look at certain aspects of the school and be very positive, very engaged.  Like a kindergarten teacher, what they are looking at and proud of and talking to other people about maybe quite different from your high school chemistry teacher.  So what stakeholders we have, they look at the organization in a different way and sometimes we are so caught up in that little glitch that happen in your life today, and we hope that people don't go out and say that's really bad or our organization is bad because this happened, but in general I see what the people have left that when they are able to take a step back and look at the organization as a whole and their whole experience tend to be positive. Greg:  How about you Konishi-san? Konishi-san:  Some people very engaged, some people not engaged.  My company is a semi-conductor company so industry is changing very very fast.  Some engineers are chasing technology and we can invest lots of money in engineering.  So some people are very happy.  On the other hand, my company is just 70 years old, quite new company.  The organization is changing all the time - policies are changing all the time.  So some people can't really keep up with the speed.  Some people complained about it, and some people just left. Greg:  So trying to build that pride to get that engagement is a tricky area because as I said many stakeholders, many groups are in some are out.  What can we do to try and make that happen?  We found that there was an emotional trigger in people that would lead to engagement.  That emotional trigger was the feeling of being valued.  Now again as we talked before, there is often an assumption that of course you're valued.  Of course we value you.  We don't ever tell you that.  We don't ever show you that particularly.  We don't communicate it to you.  But trust me, you're valued.  Well, it doesn't work because people don't get the message.  So again the leadership forgets to tell people that they are valued.  We found that when people understood their role in the company was important, that they were appreciated for what they were doing, the company was proud of them, they were valued, it started to trigger inspiration, enthusiasm, and empowerment, and importantly confidence.  Particularly confidence is a critical one because if we ask people to innovate, if we ask people to change, we are asking them to go out of their comfort zone and take on the risk of something that they are not good at immediately.  So how you treat people when you ask them to step out has a big impact on their confidence.  Japan is a bit of a tough business culture in a way because there's so much pressure not to make a mistake.  So you've got this contradiction of please be able to step up and take a risk but if you make a mistake-whack!  People go, “That was a bad experience.  I know how to avoid that - never innovate again.  Never step out of my comfort zone again.  Never take a risk again.”  So over time people have learnt that to have that behavior is safe.  But at companies we don't want that safe behavior, we want an innovative behavior.  We need the confidence.  So when you feel valued and you feel, “I can take a risk and I can step up and I can innovate-I'm not going to get whacked by my boss”, then it gives you that confidence to try.  And all those things lead us up the scale to feeling engaged. If you have your mobile phones with you, please get them out.  We are going to have a little poll on these sessions.  Take a photograph of the QR code on the paper in front of you.  Organizations that employ proud, engaged people hold the following characteristics - which statement does your organization struggle with the most?  Here's the series of statements:  •       Employees feel that corporate philosophy reflects their own values.  •       Employees believe that their organization holds strong ethics.  •       Employees feel that their organization respects and values them?  •       Employees believe that there is opportunity for development and career growth.  •       They are proud of the contribution that the company makes to the community. •       Employees are enabled and empowered to make decisions.  •       Employees look forward to and are energized by coming to work.    Think about all those statements.  Which one do you think is the most difficult for your organization to deliver?  Take out your phone, use the QR code or go to this address.  It will bring up the polling questions and you can select your answer on your phone and take part in the poll.  There we go, ten responses.  We see that both number six and number seven came up as issues.  “Making employees feel enabled and empowered to make decisions” was an issue and finally, “looking forward to and energized to go to work” was another big issue.  And then number four, “there is an opportunity for career growth”.  Now it's a small number to compare with today, and a mixed group.  Let me unplug that for a minute and show you what the Japanese group yesterday voted on.  Yesterday was about 40 people, all Japanese.  This is how they ranked it.  You can see that for them, number six came up, but not necessarily number seven.  And number four didn't come up much, but number one came up.  For your group it didn't come up that highly.  So it's interesting that they took a bit of a different view on the subject. Participant:  What kind of companies were these? Greg:  It's varied, a bit like today.  All different industries and sectors in industries.  Not one consistent group.  It was a very mixed bag - younger, middle, older individuals as well.  Quite a good scattered group too to look at.  What do you think this tells us about what people are struggling with in terms of getting their engagement going?  We are talking in your case about number seven, looking forward to and energized to go to work.  What do we need to do to get them to feel like that?  Or you also had 30%, “enabled and empowered to make decisions”.  What do we need to make people feel empowered to make decisions?  What are we not doing that we could be doing?  The other big one for this group was number four which was around opportunities for growth development and career growth, which can often be a communication aspect.  What do you think we could do to help people to feel, “I want to come to work?  I feel empowered.  I feel my career is going somewhere.”  What can we do?  Again in your groups, have a brief discussion.  What are some things we can do to get that mindset working so that we can overcome some of the key problems that you have identified?  (Talking) Let's hear what you found.  Rick? Rick:  Here's what I am thinking, especially looking at the data from Japan.  I think issue number one and six relates to lack of communication with management or a lack of participation involved.  If they feel that corporate philosophy does not reflect their own values, we are missing communication there.  If they feel that they are not empowered and their voice is not there then that is also a lack of communication with management.  So I think that both those issues are related to that. Greg:  Joyce how about in your case?  What do you think? Joyce:  We all agreed on number six and were discussing how it's much to do with the mentality of Japanese people because they are always satisfied and content.  Even if they have a new idea they would just go on working very hard and seriously on what they have been asked to do rather than to propose their new idea which maybe this would work better and get a better result. Greg:  Maybe that partially engaged group, “I do my work but I am not going to make that discretionary effort or put myself at risk by suggesting an idea that might get criticized”.  Yes.  How about over here? What did you think about how the Japanese group they put the biggest problem areas here in number six and number one?  Do you think that that reflects reality in your company as well, or would you pick something else?  Which one did you select yourself? Participant:  Maybe number five. Greg:  Number five?  Ok. The employees are proud of the contributions that the company makes to the community.  That's interesting.  So there's a bit of a disconnect with the local community and the organization in the country that you are in. Participant: We just bought the company, so we don't feel like we have connect with the society or community… Greg:  Right, so there's a bit of a gap there?  Very interesting.  We have this quote.   Bob Keller is a bit of a expert around engagement.  He has a whole company that looks at this issue, he writes books about it.  In this quote he says, “a company where employees feel comfortable with spending dialogue with anyone at any time, no matter how senior, is a company well on its way to being an engaged culture.”  Now I think in many Japanese companies, because of the seniority system, people at the bottom would very much hesitate to speak to a very senior person in the company.  They would very much not feel comfortable having a dialogue with anyone at any time.  What does that tell us about getting an engaged culture?  If you've got this top down, rather rigid hierarchy, it's hard to have an engaged team.  You're going to have people who are compliant, who are partially engaged, lots of them, but hard to have innovation.  It's hard to have everyone really pulling together.   So in your own companies, do you think that's the case?  Is it such that the environment is you could talk to someone, very senior person, anytime anywhere basically and feel comfortable about that?  What do you think about that?  Is that the case?  Josh Jordan, do you feel very empowered now to show up and talk to the very senior people? Josh:  Personally yes.  I am comfortable with that. Greg:  How about your colleagues?  Would you colleagues also be similarly comfortable? Josh:  I don't know if all my colleagues would be so.  I don't know if all of them would be able to walk into a room and say,“What do you guys think”.  I don't know if everyone would be raising their hand. Greg:  No.  How about over at Coke?  What do you think? Participant: It depends if they are middle position, they are already talking to seniors a lot.  But if they are very junior, just from college, they would need to be encouraged to talk. Greg:  Do you remember in the Google video, the person made the comment that anyone who started even yesterday, if they've got a good idea we're ready to hear it.  We value their contribution no matter how new or how junior they are.  Everyone's got something to contribute.  We're interested in hearing about it.  That's a culture they've created to allow people to feel very comfortable and allow them to be engaged and to put their ideas out there.  There's something about an organizational construct and culture to help us to deliver to get to that type of thinking. How do we become the employer of choice?  In your manuals on page six you'll see it talks about the organization itself.  It has an outstanding product or service.  It's reliable, it's trustworthy, and dependable.  The employees, the customers, the suppliers recommend the company.  Word of mouth is very positive about the company.  This leads to more revenue and bigger market shares.  From the employee point of view, they see it as a great place to work.  They feel that someone cares.  “I am valued.”  We talked about that before.  Creative and inclusive.  “I can make my suggestions and people listen to me.  There are plenty of opportunities to grow and develop my skills in this organization.”  And they recommend it to others, “Come and work here.  This is a great place to work” as you said to your friend.  A high potential A player champion workplace.  This means that the people are going to move right to the top have a feeling this is a place I should stay working at because I have a place to go.  And then from the customer point of view, “This is a really great company to deal with.  They are consistent, exceptional service.  It's really excellent. We recommend it.  Yes, you should use that company.  They are a great supplier to us, going to be very good for you.  They're not just a transactional partner, they're a relationship partner giving us extra value.”  There is a lot of brand loyalty around that.  What would be some companies globally that would fit that criteria, that would be hitting all three?  As an employer of choice?  What local companies do you think would be hitting that criteria?  How about your own company?  Would your own company measure up and be an employer of choice?  Again, in your groups, let's have a think about globally, locally and your own company.  What would be companies that would qualify as employers of choice?  Employer of choice means that so many people want to work there they got the pick of the best people.  It's very much high demand to join that organization.  Think about some examples globally, locally in Japan, and then think about your own organizations.  Please have a discussion and then we'll hear your thoughts on that.  (Talking)  Let's hear what you thought about that question.  So what was an example globally or internationally of a company you would think is an employer of choice?  Did anyone come up with any companies?  Came to mind? Participant: Proctor and Gamble. Greg:  Proctor and Gamble, yes.  Very famous, yes.  Employer of choice. Participant: Google? Greg: Yes, Google, and the video before. Who'd else do you think would be good? Participant:  Apple. Zappos. Greg:  Yes. Participant:  Facebook. Greg: Facebook, yes.  Another one isn't it?  How about here in Japan?  Who would be an employer of choice in these categories in Japan? Participant:  Dentsu? Greg:  Dentsu, yes.  Who else? Participant:  Sony? Greg:  Sony, yes.  Any other examples? Participant:  Toyota? Greg:  Toyota, yes of course.  How about your own companies?  How did you go when you started to think about that?  Are we an employer of choice?  Are we hitting these points in a way that how we are as an organization, how our people feel about working there and how the customers feel about us?  How did you go?  Did anyone feel that their company qualified as an employer of choice? Participant:  Yes we did. Greg:  Very good, excellent.  That's the shot. Participant:  One reason is because we have had employees who have worked there and then gone abroad and worked other places for other companies but have wanted to return. Greg:  The grass was not greener on the other side of the fence after all.  Is that what they found?  They appreciate what they had before?  Ironic, isn't it.  We leave actually to discover that what we had was pretty good.  Again, your point before about communication, if we are really communicating and telling people, “We are proud of you.  We value you.  We appreciate you”, they are less likely to leave.  They are highly engaged while they are there and they add a lot more value to the whole organization.  There's another, also in your manuals on page 7.  This is an acronym.  These are some things we came up with that seem to help us become an employer of choice.  As you see there, a clear sense of where we are going.  Remember that idea before about engagement, that the senior management knows what they're doing?  There's a clear purpose in what we're doing.  Very obvious to everybody because it communicated where we are going with this.  Responsible, you are accountable as a company, you are accountable in your industry.  Inclusive, you are getting people involved and valuing their opinions.  It's getting that discretionary effort from people because they feel comfortable and trusted to make that effort.  Distinct, something unique.  Something differentiated about the organization, be that value proposition, whatever.  Also ethical, compliant, transparent.  Following the rules.  Very clear.  We say one thing and we do the same thing.  We don't say one thing and do something else.  Let's make one group here and one group here and go through these.  Think about the relevancy of these for building an employer of choice culture in your organization.  What could you do with these that you are not doing now to start to create that employer of choice culture in your own organization?  Discuss that.  How can we use these?  What can we do with these items here to build that employer of choice mentality?  (Talking) Let's hear what we thought about that.  Do you have some things here to create that employer of choice culture?  Did you think these were applicable?  Did you think these were good elements to create that?  How did you think in this group? What did you think Katherine?  What was working here? Katherine:  For our organization, the one that we felt we need to put more effort into is the inclusive, involve and recognize employees, promote diversity and encourage.  Particularly encourage idea exchange more to provide some platform where there will be more exchange of ideas.  We do recognize people but naturally there may not be the time for all of the employees to be exchanging ideas.  So there are clusters of different meetings. Greg:  That happens doesn't it?  We get into our work groups and we are all very busy and we've got companies full of very busy people in small groups.  Sometimes we forget that in that whole of group activity, there's capacity for thinking and sharing that's going to add a lot of value to the company.  We don't tap into it because we are just very busy.  When we talk about getting into high levels of engagement, becoming the employer of choice, taking some time to tap into that, it's going to have a big impact on the employees who feel, “My opinion is sought after.  I had a chance to express my ideas and they were taken up by the company.”  We're changing the world, as Google said in that video.  What you are working on here goes around the world and is visible.  But a lot of our jobs are not that visible.  We work very hard but no one is going to see it.  But within the company, if it's seen, that will encourage people.  How about Coke?  You've got a big organization there.  Were you able to tick all the boxes there working for you? Participant:  Yes, I think our company is covering everything but I think we need to do more. Greg:  Which ones do you think you need to do more on?  Participant: The more purposeful part.  We have the vision and mission and everything.  The only thing is they don't communicate everyday so we have to communicate more.  Maybe that will encourage people to walk and talk to people outside of the company.  Now we have mission, but they don't know it. Greg:  I do a lot of training in companies who have a beautifully framed vision, mission and value statements on the wall.  One of my favorite activities is to go in and take it off the wall, turn it around and stick it against the wall and then ask the people in the audience, “What's your company's vision?  What's your company's mission?”  Invariably no one remembers the vision, because it's usually way too long.  Too many words.  The president's got this really elaborate vision statement which no one can remember.  What does that tell you straight away right?  There's a problem here.  Mission, they're a bit rusty on that.  They usually have about five values, but they only get around two or three between the whole group.  It tells you even though the senior leadership may think what they're doing is purposeful and they're communicating because they have promulgated this, but it's not working.  I can tell you right now, if you can't remember it, how you can live it.  If you don't know what the values are, I don't know how you can exude those values as a representative of the company or within the company.  How about on this side?  How did you go?  How do you think your company goes here, Joyce? Joyce:  I think actually my company is doing quite well in going to the pride of being an employee of choice because it is a local company expanding into Asia and globally.  It's still very young and small scale so I think the message is very easily conducted by the president within the team and then to other consultants.  So actually, I think we reached quite a good level and we're expanding further.  I don't have much criticism for them. Greg:  How about you Konishi-san? Konishi-san:  My company is doing well but we have to work on being more inclusive. Greg:  Similar to this comment over here before? Konishi-san:  Yes, that's right. Quite similar. Greg:  And that thing about telling your people, “We are proud of you”.  It's one of those things, of course we are proud of you.  We just never tell you about it.  It's one of those things when you go through this type of process, you start to realize there is a lot of assumptions that we are making here that are passing for communication, which are not actually communication, they're just assumptions.  Let's take the assumptions, leave those aside, and make the actual communications which are direct to people and tell them that directly.  It has a big impact because there's not much of it going around.  Put up your hand if in any company you've ever worked in that your boss has said to you, “we are proud of you”.  One. Ok.  It's a rare, it's a rather rare comment.  “That was a good job, you knew the project well”, kind of phrase.  It's usually really weak praise, not very specific praise.  But, “we are proud”, we don't really express it.  But this tells us that we should think about expressing it more.  On the next page we have a little cycle for some success steps.  This is fairly obvious planning - start with what we are doing now.  Create that culture that encourages engagement.  Think about the things that we have talked about.  What do you need to do in your culture that you have now that's going to really generate more engagement?  Communication is bound to be a big factor in that.  Then occasionally measure it.  We know that what gets measured gets done so we need to have some way of testing whether we are actually getting somewhere with our engagement or not.  And then of course if we are not getting the engagement levels we want, what's an actual plan to get that.  Again, very obvious.  Then hold managers accountable for improving.  In some companies they have KPI's, Key Performance Indicators, around new revenue numbers, quality numbers and also around engagement numbers.  As companies do surveys and they see there is a certain level, usually Japan is lower than everywhere else, in all the companies I've worked in it's always lower than everywhere else, there is an effort to get the managers accountable to start thinking about how they can get those engagement numbers to come up.  Then finally recognize and reward progress.  It's all very very straight forward. On page 9, the next page, it's asking for us to think about yourself and what can I do personally to have some impact.  I'm looking for a commitment that we can write down now, and what will I do that will help to increase the feeling that our company or our organization is an employer of choice?  What can I do?  It's no good saying that they should do this or senior management should do this or do that.  This is asking you, whatever level or whatever role you have in the company, what can you do to make a difference?  Just take some time and go through this so you nominate your organization.  It might be working with an employee where you can have an impact.  It might be working with a customer you can have some impact.  You might think about something you can do within your department around that PRIDE acronym that we went through before.  And then, how will you know that your actions are having an impact?  Let's take a few moments and make that commitment to take some action and make a difference in our organizations.  What can you do in the organization to have an impact?  What can you do with the other employees that you work with?  What can you do with the customer to have some impact?  Taking those choices, the PRIDE, the purposeful, the responsible, inclusive, distinct, ethical, taking that idea,  what can I do?  Taking one of these onboard and do something with it to actually have impact?  How will I know that I am succeeding?  How will I know?  How can I measure my activity?  How will I know that this is having some positive impact on the organization?  Let's hear what some of the words were amongst that PRIDE acronym that you chose for yourself to have an impact on your organization.  Yanazaki-san, what word did you choose? Yanazaki-san:  I think ethical is the most important for myself. Greg:  How will you measure if your ethical fits in the area of being successful? Yanazaki-san:  That is a very hard question but I guess one behavior I judge is how you spend money.  If you spend like if it's your money, not the company's money, on any kind of expenses then that's one way the ethical standards. Greg:  Josh how about you?  Which word did you choose? Josh:  Inclusive. Greg:  What are you going to do to make it more inclusive there? Josh:  One of our goals for our company is to increase the interaction with our global counterparts. Greg:   Within the same organization? Josh:  Within the same organization so if I can help facilitate that I will. Greg:  How about you?  What do you think?  What's going to be a key word for you do you think? Participant:  Responsible.  I picked that one because I certainly feel that the team is in that disengaged category and responsible will play a couple of key roles because one it's giving back CSR and that becomes more and more important as we respond to RFP's.  Companies want to know that you are a responsible company and how specifically are you giving back to the community.  There are lots of studies out there that organizations that participate in CSR type activities, their workforce tends to be much more engaged.  So I'm thinking that if I can create that, because in the past there has been very little to no effort getting into that locally.  So I will give each employee two days to focus on initiatives around CSR activities, whatever they want to get involved in, up to two days in the year.  What I would like to see is more people getting involved so just tracking the number of our people making use of that. Greg:  Yes, you can actually measure that easily. Participant:  Then hopefully we'll see some real signs of the team coming together, more engaged, they're happier about getting involved.  I had a meeting last week with Make-A-Wish Foundation.  They've been here in Japan for 20 years but they are not really as well known here as they are in other parts.  The reason I said I chose them is I saw the YouTube video,  the Batman Make-A-Wish Foundation one in San Francisco where they created Gotham City and had 2000 volunteers in the city.  I just want to get the staff excited and engaged and that's that's one thing that I plan to do this year. Greg:  All right.  And you can measure it too.  Annette how about you? Annette:  The inclusive one about encouraging.  With the encouragement of idea exchange, I was thinking I have actually wanted us to not just give ideas but to actually go back and give feedback on what happened with the ideas and… Greg:  What you did with them. Annette:  Yes.  What action could be taken together or what the ongoing issues might be that action couldn't be moved on straight away and what the challenges might be so that then they can have more appreciation of the big picture.  But that communication point is really important in that whole process.  So not just getting information but feeding it back as well.  But how to measure that… Greg:  Yes, how would you measure that?  Do you have engagement surveys of the team now?  Do you do that type of thing? Annette:  No, not really. Greg:  That might be something to think about.  You can bring them in.  Nagai-san how about you?  Which word did you choose? Nagai-san:  Purposeful.  People don't talk about vision… Greg:   You don't even have the thing framed on the wall, right? (Laughter) Nagai-san:  I don't know deeply about the vision of the company, my company.  So this year I plan to go to the United States headquarter to take training and maybe I should learn, maybe to tell to colleagues.  Maybe I can measure by the number of people who talk about the value or vision. Greg:  Good point.  Joyce, how about with you? Joyce:  I chose inclusive as well and just simply about idea exchanges are important to form good team work which I'm learning very much now at the moment.  Also to bring the best of each person's ability and talent, skills and their own experiences.  Greg:  How you going to measure that? Joyce:  That maybe relates to the last question of how I would know that our actions have been making an impact and I just simply wrote, “through results”. Greg:  Through results. Ok.  Easy.  Shimura-san?  How about you? Shimura-san:  I chose responsible.  We are planning for training this year.  I want to make a really good training program.  We will measure after training with a questionnaire. Greg:  Get some feedback as well.  That sounds good.  Kojima-san how about you? Kojima-san:  Mine is kind of inclusive part.  We had an employee survey recently and I am working to see what we can do to make it better.  What can we do to be more inclusive, so not just for the leader to decide what to do, but what can we do to involve these people more and then what are we going to do to facilitate each function to make it better?  Then I am thinking of involving different teams as one team and try to build more of a company total and plan to exchange more ideas from different teams, which I will facilitate.  Greg:  How will you know if you are successful? Kojima-san:  The benchmark is the engagement score.  I'm going to do the first survey this year and that will help. Greg:  Yes, that will tell you.  Rick, how about you? Rick:  I chose responsible.  In essence in my company I am responsible for engagement.  As a startup company we are hiring new people right now.  I think that the level of engagement that we have right now is the highest that we can expect at the time. My main goal is to maintain or increase that engagement going forward, especially as we grow.   It's good to have that vision and that mindset from the beginning.  Many people are coming from larger organizations and might have found themselves behind the curve and trying to catch up to make those changes.  My situation is fortunate in that I can hopefully go in that direction from the beginning.  I can measure it after time with some surveys with staff members and also meeting one on one, with the focus being on engagement and making sure that my expectations for how engaged they are are equal to what their realities are. Greg:  Konishi-san?  Which word did you choose? Konishi-san:  Inclusive? Greg:  Inclusive comes up a lot today, doesn't it?  What are you going to do about it and how will you measure it? Konishi-san:  I'm the HR person and am working on it now.   Maybe I can create clear HR guidelines, especially the compensation part.  Lots of employees complained about compensation because merit increase or performance bonus is measured by only one evaluation system so we have to define it in a different way. Greg:  You've got a lot of work coming up there.  That's a big task. Konishi-san:  Hopefully the turnover will be lower because we give them clearer guidelines on compensation. Greg:  You can measure from the turnover, that's good.  Katherine how about you?  Which word did you choose?  Katherine:  I chose inclusive. Greg:  Inclusive as well. Katherine:  I think as far as action plan goes, looking at some of the problem areas there is some dichotomy of we-they.  Maybe it will help if we can focus on goals that are school-wide and work together on how we can achieve that instead of just in small groups looking at only your one little area.  And actually we were talking about some kind of engagement survey.  That is something we don't have and I think it will be really good. Greg:  It could be easy to bring that in.  Thinking about on the last page of your manuals here, it's asking for a couple of ideas that came up today for you that you may be able to take away from this session that helps you.  Have a think about some ideas that you can use and just make a note of those because we are very focused on outcomes from the time you've spent here and sacrificed your busy schedules.  That you've come out of this with something that is practical, ideas that you can use that makes the time investment worthwhile.  Just take a couple of minutes and isolate ideas that you may have heard in your group discussions today or that came through in the presentation and you thought, there's an idea.  I am going to do something or other from now on.  Think about what they might be.  Also from the documents you received today there's a survey, very short survey.  Please have a look in your paperwork for a copy of that and please give us some feedback on the things you found valuable today.  We'll take that onboard as we design our workshops for you to make sure that we're delivering what you are looking for.  We'll start to wrap it up here.  This is a great quote from Bob Keller about engagement, “Never underestimate how much our team members want to work for a great company.  We shouldn't presume that's not the case.  It is the case.  If we start to make it a great company they will respond.”  As I said before there's some things we can do.  We can run this workshop inside your company.  If you want to bring the engagement survey to your team, that survey that went globally, we can bring that in Japanese into the team and do it for you if you want to get an idea of how engagement's going.  Or there might be a need for a customized program.  There might be something that you want to work on with your middle management, or communication or an area that's an issue for you.  Or some of the courses that are listed in the documentation you have in front of you.  We have got a lot of courses running all the time that you can send people to and join in those, if you don't want something customized to bring in-house, you want to just send a couple of people to the course, that's available.  And we will have further workshops.  The engagement surveys we did were mainly for larger companies.  They've just completed one for SME's and we are just waiting now for the analysis of that SME survey (Small Medium Enterprise survey), to come out and the findings of what that's going to show us about getting engagement in smaller sized companies.  So look for other workshops coming up that will also deal with that.  Let me end by thanking you very much for your time today and the discussions you had.  I felt they were very rich discussions and hitting on some critical areas.  Thank you and I look forward to seeing you at another Dale Carnegie event in the future.  Thank you very much, dōmo arigatōgozaimashita.  (Applause)

Tonight we welcome to the show Gonzo Shimura to talk about his new film, Age of Deceit 2: Alchemy and the Rise of the Beast Image. We get into a wide variety of topics centered around eschatology, emerging technology, and the ancient past. We discuss some very important subjects that will play into every Christian's life in the very near future.  Gonzo Shimura - www.facelikethesun.com Canary Cry Radio - www.canarycryradio.com For more info, products, or to help support the show, visit www.ministudyministry.com    

Akira Kurosawa! The Tank Team discusses the legendary Japanese director. His works include Rashomon, Ikiru, Seven Samurai, Yojimbo, Ran and many more. We also discuss his favorite actors, including Toshiro Mifune, Tatsuya Nakadai, and Takashi Shimura!