Podcasts about Stand

“Stay alert! Watch out for your great enemy, the devil. He prowls around like a roaring lion, looking for someone to devour. Stand firm against him, and be strong in your faith. Remember that your family of believers all over the world is going through the same kind of suffering you are.” (1 Peter 5:8–9 NLT) In our next set of devotions, we’re going to look at considering the cost of following Jesus. The first cost we’ll consider is the spiritual enemy we gain when we start to live for Christ. Anyone who has ever experienced the Christian life knows it is the greatest life there is. God takes a life that was empty, aimless, and headed to a certain judgment, and He turns it around and transforms it. He removes all our sin. That’s more than enough right there, but then He puts the righteousness of Jesus Christ into our spiritual bank account. That’s called justification. He removes the guilt that haunted us, fills the emptiness inside us, and takes up residence in our hearts. This all comes as a result of the gospel being believed and followed. That’s the good news. The bad news is that there are some new problems that come along with all of that. You get rid of an old set of problems and inherit new ones. As the great Bible commentator Ray Stedman once remarked, “A Christian is one who is: Completely fearless, Continually cheerful, and Constantly in trouble.” Once you become a Christian, you gain a very aggressive adversary who has set his crosshairs on you. That adversary is the devil, Satan, and he wants to undermine you. He wants to bring you down. The Bible warns that “everyone who wants to live a godly life in Christ Jesus will suffer persecution” (2 Timothy 3:12 NLT). To “suffer persecution” means to be hunted, to be harassed. We need to be aware of this so that we’re not surprised when attacks come. The Christian life isn’t a playground; it’s a battleground. I think a lot of people believe in a watered-down gospel, and thus they have a watered-down faith that isn’t really faith at all. They’ve heard so many sermonettes that they’ve turned into Christianettes. They’re not prepared for spiritual battle. We must not make that mistake. We need to understand who we’re up against. The apostle Peter wrote, “Stay alert! Watch out for your great enemy, the devil. He prowls around like a roaring lion, looking for someone to devour” (1 Peter 5:8 NLT). There’s no need to panic. But we must come to terms with the reality that if we live a godly life, persecution will follow. We need to prepare ourselves for the inevitable attacks. We need to strengthen our areas of vulnerability. We need to stay close to the Lord through prayer and Bible study. Our enemy is formidable, but he can be resisted. God has equipped us with everything we need to stand strong against the devil. Reflection question: What are the best strategies for standing strong against our spiritual enemy? The Harvest Crusade is coming to Angel Stadium on July 11! Stay updated on all important event details. — The audio production of the podcast "Greg Laurie: Daily Devotions" utilizes Generative AI technology. This allows us to deliver consistent, high-quality content while preserving Harvest's mission to "know God and make Him known." All devotional content is written and owned by Pastor Greg Laurie. Listen to the Greg Laurie Podcast Become a Harvest PartnerSupport the show: https://harvest.org/supportSee omnystudio.com/listener for privacy information.

This conversation explores the controversial removal of a research paper examining the relationship between vaccination and sudden infant death syndrome (SIDS). Neil Miller discusses the implications of this removal, the importance of transparency in medical research, and the need for better data reporting to understand the potential risks associated with vaccines. The dialogue also touches on legislative changes aimed at improving transparency in infant mortality investigations. In this conversation, Neil Miller discusses the ongoing issues surrounding vaccine safety, transparency in research, and the importance of parental choice in vaccination decisions. He reflects on his four-decade-long advocacy for vaccine safety, emphasizing the need for parents to conduct their own research and make informed choices. The discussion also touches on the historical context of vaccination, the role of natural immunity, and the challenges faced in the pursuit of better vaccine development. Resources Mentioned Go to Dan Cox to support his race now! Maryland Voter Guide can be found here, when it's available. One Dream on Instagram: @onedream.podcast — DM us your detox questions Follow The One Dream Podcast:

I told you this was going to be a different kind of conversation, and I meant it. Serin Silva spent two decades inside high-pressure corporate environments at companies like MSNBC and Hearst, leading integration communications for billion-dollar acquisitions and overseeing a book of business worth $40 million. She was in rooms where she was often the only woman leader, playing a game with rules she didn't write and didn't always like. And then one morning, crossing the Bay Bridge on her commute, a little voice said: how much longer are you going to do this? That question changed everything. Today Serin is an energy healer, psychic medium, ceremonialist, and business strategist who helps women founders get unstuck and move fast. She brings together nervous system regulation, somatic work, intuitive gifts, and Fortune 500 rigor to help her clients find clarity, focus, and in some cases, double their revenue in under a year. This conversation goes everywhere, and I loved every minute of it. Grab a notebook before you press play. What You'll Hear in This Episode: How two decades in Silicon Valley and corporate media shaped Serin's understanding of what women have been asked to suppress at work The morning on the Bay Bridge that changed her life, and what it looked like to follow a voice she'd been ignoring for years What nervous system regulation actually has to do with business results Why heart-centered leadership isn't soft, and how women are already positioned to lead what's coming next The old corporate model (built for making cars, applied to people), why it's dying, and what's replacing it How Serin thinks about AI as a tool for freeing up more humanity, not less What it means to stop shape-shifting and stand at your full height The kaleidoscope analogy that I'm still thinking about Serin's answer to The Found Podcast closing question that genuinely moved us both Connect with Serin: Website: serinsilva.com Free 15-minute business reading Listen and Subscribe: Spotify: https://open.spotify.com/show/5YACTbRulN4NooX32NgzgV Apple Podcasts: https://podcasts.apple.com/us/podcast/the-found-podcast-with-molly-knuth/id1530616432 Have a notebook nearby for this one. Serin asks some questions in this conversation that deserve a real answer, and you'll want to write them down.  

If you're a coach who knows you need to be marketing but you freeze because you don't know what to say, this video is for you. There's a little-known strategy that'll help you figure out exactly how to talk about yourself, and it starts with discovering your natural strengths.If you're new to my channel, my name is Debbie Shadid. I'm a Business Growth and Life Coach and the founder of the Business Building Boutique. For over two decades, I've helped women learn how to become coaches, get clients, grow their businesses, and create meaningful income doing work they love.When you know your strengths, you stop sounding like every other coach and you become a niche of one. That's what makes your marketing, your selling, and your signature offer so much easier to build.In this video, we'll walk through:Why most coaches freeze on social media and don't know what to say about themselvesHow the StrengthsFinder test helps you separate yourself into a niche of oneWhat your natural strengths reveal about how to market, sell, and show up with confidenceHow to spot the downside of each strength so it works for you instead of against youHow to build a signature coaching offer that reflects your unique strengthsWhy your strengths give you endless content for social media and SubstackWhen you finally know what makes you different, the marketing gets easier, the right clients start to notice, and you stop second-guessing every post. You're not competing with every other coach anymore. You're the only one who does it the way you do.Ready to get clear on your niche, your offer, and how to talk about your business? Book your free Business Blueprint Call and let's map out your next step together: https://debbieshadid.com/scheduleTake the StrengthsFinder Test:Grab a brand-new copy of the book so you get the one-time test code (you have to cut the page to access it): https://amzn.to/4ax6iBdShop Debbie's Resources for Coaches:The Profitable Coaching Niche Blueprint - Define Your Coaching Niche in a Few Hours So You Can Start Attracting the Right Clients: https://debbie-shadid-shop.fourthwall.com/en-cad/products/niche-blueprintProfessional Social Media Templates for Coaches - 160+ Done-for-You Canva Designs for Feed Posts, Carousels, Stories & Reels: https://debbie-shadid-shop.fourthwall.com/en-cad/products/social-media-templatesConnect with me, Debbie Shadid:Website: https://www.debbieshadid.comInstagram: https://www.instagram.com/debbieshadid/Listen to the Podcast:Life Coach Business Building School Podcast: https://podcasts.apple.com/ca/podcast/life-coach-business-building-school-with-debbie-shadid/id1502118085Subscribe for weekly episodes on building your coaching business, finding clients, and creating the life you actually want: https://www.youtube.com/@debbieshadid?sub_confirmation=1If this video was helpful, share it with a coach who's tired of blending in. Subscribe and hit the bell so you don't miss the next episode on building your coaching business.Disclaimer: Some links above may be affiliate links. I only recommend products I personally use and love.Let's connect!Website: https://www.debbieshadid.com Instagram @debbieshadidSubscribe on YouTube#DebbieShadid #LifeCoachBusinessBuildingSchool 

Bump and Stacy are joined by NFL Network’s Jeffri Chadiha to get his thoughts on where the Seahawks stand in the NFC West, they give you their thoughts on JP Crawford’s return to the Mariners’ lineup and the World Cup in Headline Rewrites, they bring you the biggest stories around the NFL, including which teams might be interested in getting Brendan Sorsby in the Supplemental Draft, and they tell you what you need to know! 

In our June episode, Carrie McCormick explores how AI-generated wealth is transforming luxury real estate, fueling a new wave of young, all-cash buyers focused on lifestyle over size. Carrie and DJ discuss wellness-driven homes, smart technology, and turnkey design to cutting-edge tech like circadian lighting. They also spotlight Chicago as an underrated value play for high-end buyers and dig into how AI search, digital branding, and human skills like kindness, responsiveness, and strong agent relationships are becoming true differentiators. Please follow Carrie on Instagram. If you'd prefer to watch this interview, click here to view on YouTube! Carrie can be reached at carrie@atproperties.com or by phone at 312.961.4612. This episode is brought to you by Real Geeks and Courted.io.

After the Phillies dropped two of three in Milwaukee, but started their six-game homestand with a shutout win over the Marlins on Monday, Sean Kane and Spencer McKercher are still feeling positive in the latest Phillies Talk podcast.

Episode Chapter Summaries Chapter 1: The Cosmic Zipper — From Silicon Valley to Telltale Games (00:01 – 04:13) Anne introduces BAFTA award-winning actor Cissy Jones, listing her massive credits across the video game landscape. Cissy shares her unique origin story, starting not in theater, but in the fast-paced venture capital world of Silicon Valley. Despite an early childhood calling to act, she followed corporate expectations until a profound sense of unhappiness led her to a voiceover school. Cissy introduces her concept of the "cosmic zipper"—that beautiful alignment where life clicks together once you finally uncover your true purpose. Within two years of rigorous study, she booked her first massive multi-character rolepacket as Katya in Telltale Games' The Walking Dead. Chapter 2: The Ultimate Boss Move & The Impact of the Mic (04:14 – 07:47) Anne pauses to highlight an incredible tactical move from Cissy's early days: learning how to engineer audioaudio engineer sessions when she couldn't afford a class ticket, allowing her to stay in the casting room and absorb director feedback through osmosis. Cissy highlights her deep appreciation for characters like Lilith in Disney's The Owl House. She recounts emotional fan interactions at Comic-Cons, where parents and children shared how her character's arc helped them process their own queer or neurodivergent identities, reinforcing the true purpose of human storytelling. Chapter 3: Mastering Storytelling & Leaning Into Vulnerability (07:48 – 11:44) Anne asks Cissy what internal mechanics make a voice actor a master storyteller. Cissy credits her willingness to tap deeply into intense, unshielded human emotion on demand. She offers a crucial piece of advice for talent exploring the character and interactive space: when a script calls for real, raw emotion, do not paint over it with cartoony comedy. Voice actors must lean courageously into authentic psychological vulnerability while carefully managing their own mental well-being when a heavy scene leaves them emotionally drained. Chapter 4: The 3-Second Threat & The AI Wake-Up Call (11:45 – 17:31) The conversation turns to advocacy as Cissy recounts a terrifying experience during the 2021 COVID lockdown. Fans alerted her to AI voice clone platforms generating pornographic content using her vocal likeness from The Owl House. When she demanded a takedown, the platforms refused, citing a complete lack of protective voice laws. Cissy breaks down a jarring technological reality: in 2021, creating a believable vocal clone required roughly 10 hours of studio audio; today, it takes just 3 seconds. She highlights why NAVA is actively working with legislators to target security loopholes, citing an experiment where NAVA co-founder Karin Gilfrey successfully bypassed her personal bank security using an AI clone of her own voice. Chapter 5: Ethovox — Creating a Safe Haven Under Lock and Key (17:32 – 24:03) Drawing on her technical venture capital background, Cissy shares why she refused to sit idly by and instead launched her own ethical AI startup called Ethovox. Unlike predatory public marketplaces that ingest and trade off voice talent data, Ethovox operates as a highly secure, private repository. The company explicitly mandates full actor consent, works hand-in-hand with talent agencies to negotiate fair rates, and refuses to sell baseline training data. Cissy reveals a massive boss move: walking away from a lucrative seven-figure institutional funding offer because the investors admitted they did not care if voice actors survived. Chapter 6: The Fight in D.C. & How the VO Community Can Help (24:04 – End) Cissy praises NAVA's leadership—specifically Tim Friedlander, CKarin Gilfrey, and Matthew Parham—for their relentless, bipartisan legislative efforts in Washington, D.C., to pass protections such aspushes in Washington, D.C. to pass protections like the federal No Fakes Act. She stresses that while Washington politicians may not inherently care about actors, they care deeply about cybersecurity risks and digital identity theft affecting their voters. The episode wraps with an urgent call to action for the VO community to support NAVA through membership dues, alongside an invitation to participate in NAVA's annual Day of Play charity streaming event. Top 10 Boss Takeaways Watch for the "Cosmic Zipper": If you are forcing a career path and constantly meeting friction and exhaustion, step back. When you strike the path you were truly meant to walk, the doors lock into place effortlessly. Immerse yourself through service: If you cannot afford premium training starting out, find alternative ways to be in the room. Learn to engineer, edit, or assist so you can witness directing choices and build organic network connections. Storytelling demands real human impact: Vocal mechanics mean absolutely nothing if your performance isn't reaching past the microphone to touch, change, or validate the human experience of the listener. Don't hide behind a cartoon read: When a script asks for deep psychological weight or heavy sorrow, do not soften the blow with safe, performative humor. Stand confidently in your vulnerability. Acknowledge the 3-second reality: Vocal cloning technology requires as little as 3 seconds of pristine audio—meaning your outgoing cell phone voicemail clip is enough to compromise security systems or clone your identity. AI needs ethical boundaries: Innovation cannot be stopped, but it must be met with the three foundational pillars of advocacy: absolute Consent, fair Compensation, and structural Control over personal vocal assets. Protect your core data: Avoid voice AI platforms that treat your unique biological voiceprint as disposable ammunition to train broader, open-source language models. Reputation over revenue: True leaders know when to walk away. Cissy's rejection of a massive seven-figure check because investors devalued human talent is the ultimate blueprint for protecting your personal integrity over a quick paycheck. Bipartisan framing is key in advocacy: When pushing for systemic change or workplace protections, leave personal political ideologies outside the room. Speak directly to staffers about the universal dangers of digital kidnapping, fraud, and corporate IP theft. A rising tide lifts all boats: Success in this industry is never a zero-sum game. There is plenty of room for creative minds to flourish. Lift your peers up, guard each other's rights, and protect the human element.  

The Jones & Keefe Show from Tuesday, June 16, 2026.

"Podcasting has been considered the most trusted form of media for the past three generations.  50% to 60% of adults listen to podcasts." –Dennis Meador  Love podcasts, but just aren't sure where to start? Co-hosts Tanner Jones and Matt Smyers chat with the founder of the Legal Podcast Network, Dennis Meador. He discusses how to choose topics, tips for hosting, and frequency of posting in our latest LAWsome episode. At a young age, Dennis had a fascination with marketing, working in many niches. In that time, he discovered his passion for working with attorneys. The way their attitude was logic-based and open to discussion inspired him to create The Legal Podcast Network. In this episode, Dennis speaks about the role podcasts play in law firms' marketing strategies. He mentions that one of his clients guested on a podcast and received approximately two quality leads per year since the appearance. After realizing the impact podcasts can make, they began their own in-house. To learn more about how podcasts can increase your reach and the quality of your leads, tune in to the latest LAWsome episode now.  You can connect with Dennis on his Website and on his LinkedIn. TLDR: In this episode, you will learn about The role podcasts play in law firm marketing How to launch your own podcast How to build strong relationships with listeners

This week on the Loaded Radio Podcast, host Scott Penfold steps through the portal and into "The Realm" for an exclusive, feature-length conversation with heavy music's most captivating theatrical visionary: Riley Pinkerton, the legendary "Rat Queen" and frontwoman of Brooklyn medieval fantasy doom metal icons Castle Rat. 【

The £295million sale of London Spirit franchise was one of the big sports business stories of the last year. Some of Silicon Valley's most successful and famous leaders buying 49% of The Hundred's Lord's based franchise, in partnership with The MCC, one of the most storied names in cricket.So what is the MCC today, and how is that changing in one of the most important years in the great ground's history? In this episode, Richard Gillis is joined by Katie Maier, Chief Marketing Officer at MCC, and Ellie Roach, Senior Consultant at InCrowd, to ask that question directly. The conversation moves through the central tension of the brand — a 200-year-old members' club, still 97% male, now sitting alongside a 51% stake in The Hundred, a property built on the language of inclusion. Who is an MCC digital follower? What does the MCC look like from India? What's the thesis behind the Silicon Valley investmentWe go in to, the data-led case for not chasing vanity metrics in overseas markets, and a content strategy built on six pillars that runs well beyond the cricket itself. The episode lands just weeks before the most significant summer in the ground's history for women's cricket: the first ever women's Test at Lord's, alongside the Women's T20 World Cup final, fifty years after the first women's international was played there.Unofficial Partner is the leading podcast for the business of sport. A mix of entertaining and thought provoking conversations with a who's who of the global industry. To join our community of listeners, sign up to the weekly UP Newsletter and follow us on Twitter and TikTok at @UnofficialPartnerWe publish two podcasts each week, on Tuesday and Friday. These are deep conversations with smart people from inside and outside sport. Our entire back catalogue of 500 sports business conversations are available free of charge here. Each pod is available by searching for ‘Unofficial Partner' on Apple, Spotify and every podcast app. If you're interested in collaborating with Unofficial Partner to create one-off podcasts or series and live events, you can reach us via the website.

(0:00-21:39) Where do you stand with Jalen Hurts & where does Zack Wheeler stand in Phillies history?(21:39-34:30) Brendan Sorsby declares for the NFL Supplemental Draft (34:30-40:28) Big news from a team in the NL East & previewing Phillies-Marlins Game Tuesday nightPlease note: Timecodes may shift by a few minutes due to inserted ads. Because of copyright restrictions, portions—or entire segments—may not be included in the podcast.For the latest updates, visit the show page Kincade & Salciunas on 975thefanatic.com. Follow 97.5 The Fanatic on Twitter, Facebook, and Instagram. Watch our shows on YouTube, and subscribe to stay up-to-date with all the best moments from Philly's home for sports!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Daily Snippet vom 16.06.2026 Der Markt feiert den angekündigten Iran Deal. Nasdaq stark, Tech stark, SpaceX weiter oben. Auf den ersten Blick sieht es nach Entspannung aus. Für mich bleibt aber eine zentrale Frage: Feiert der Markt echte Substanz oder vor allem Hoffnung? Die ganze Einordnung liest du im heutigen Blog

The Whole Armor of God10 Finally, be strong in the Lord and in the strength of his might. 11 Put on the whole armor of God, that you may be able to stand against the schemes of the devil. 12 For we do not wrestle against flesh and blood, but against the rulers, against the authorities, against the cosmic powers over this present darkness, against the spiritual forces of evil in the heavenly places. 13 Therefore take up the whole armor of God, that you may be able to withstand in the evil day, and having done all, to stand firm. 14 Stand therefore, having fastened on the belt of truth, and having put on the breastplate of righteousness, 15 and, as shoes for your feet, having put on the readiness given by the gospel of peace. 16 In all circumstances take up the shield of faith, with which you can extinguish all the flaming darts of the evil one; 17 and take the helmet of salvation, and the sword of the Spirit, which is the word of God, 18 praying at all times in the Spirit, with all prayer and supplication. To that end, keep alert with all perseverance, making supplication for all the saints, 19 and also for me, that words may be given to me in opening my mouth boldly to proclaim the mystery of the gospel, 20 for which I am an ambassador in chains, that I may declare it boldly, as I ought to speak.+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++For more information about this group, please visit their website at reformationboise.com. Every weekday at 3:30 am and 7:30 am you can listen to The Gospel for Life on KSPD 94.5 FM and 790 AM Boise's Solid Talk in the Treasure Valley,  Idaho, USA.If you have a question, comment, or even a topic suggestion for the Pastors, you can email them.  If you enjoy The Gospel for Life, please give us a rating and leave a review wherever you listen to podcasts. That helps us a lot!Phone: (208) 991-3526E-mail: thegospelforlifeidaho@gmail.comPodcast website:  https://www.790kspd.com/gospel-for-life/to donate on line https://www.reformationboise.com/donate

Trump claims two major wins for the U.S., Belfast demonstrators shift focus away from the government toward new targets, and SpaceX sets IPO records and sparks controversy in Washington. Reporting by Tim Rice, Megan Basham, & Cabot Phillips. Get the facts first with Morning Wire.- - -Ep. 2841- - -Wake up with new Morning Wire merch: https://bit.ly/4lIubt3- - -Today's Sponsors:Alliance Defending Freedom - Visit https://JoinADF.com/WIRE or text “WIRE” to 83848. What starts in women's sports spreads to schools, medicine, and parental rights. This is our moment to push back. Stand with Alliance Defending Freedom today.Dose Daily - New customers can save 35% on your first month of subscription by going to https://dosedaily.co/WIRE or entering WIRE at checkout.- - -Privacy Policy: https://www.dailywire.com/privacymorning wire,morning wire podcast,the morning wire podcast,Georgia Howe,John Bickley,daily wire podcast,podcast,news podcast Learn more about your ad choices. Visit podcastchoices.com/adchoices

Stand-up comedian and writer Josh Johnson returns to Money Rehab nearly two years after his first time on the show. Since then, he has become a hosting correspondent on The Daily Show, reached millions of followers on socials and continued to post a new stand up set to YouTube (he's done this for 156 consecutive weeks). He talks about how he's avoided lifestyle creep as his career has flourished, the best money advice he's received, and why being broke is like drowning in a swimming pool.     Then, Nicole gets Josh's take on some of the strangest recent money headlines, including a woman who reportedly saved $15,000 on groceries by going on dates, Victoria's Secret stock jumping 48% after changing its ticker to “VSXY,” and why taxes are apparently making Gen Z cry. Check out Nicole's financial literacy course The Money School Find a Financial Advisor or Financial Coach from Nicole's company Private Wealth Collective Watch video clips from the pod on Money Rehab's Instagram and Nicole Lapin's Instagram Follow Josh Johnson's incredible work and see him live! Listen to Josh's first interview on Money Rehab Here's what Nicole covers with Josh: 00:00 Are You Ready for Some Money Rehab? 01:46 What's Changed Since Last Time 04:10 The Ownership Illusion 06:28 Why Even Billionaires Never Feel Safe 08:00 How to Stop Moving the Goalpost on Financial Safety 09:18 Lifestyle Creep 12:00 Selling Shoes on eBay and Wikifeet 14:03 The Poisoned Pizza Story 15:18 Why Being Broke Is Like Drowning 19:00 Money-Saving Extremes 24:40 The Culture of Greed and “Good Business” 26:39 Food Insecurity in America 32:17 Cheap Corruption and Political Money 33:03 Structured Notes 37:38 Are We Doing NFTs Again? 40:37 Why Josh Is Skipping AI IPOs He Doesn't Understand 43:00 Funny Money 43:12 The Guy Who Asked His Date for a Venmo Refund 44:53 The Woman Who Saved $15K in Groceries by Going on Dates 46:22 Victoria's Secret's 48% Stock Surge From a Ticker Change 49:00 The $80K AI Deepfake Soap Opera Scam 51:39 Have Taxes Ever Made You Cry? 55:31 Trump's Face on a $250 Bill 59:23 Josh Johnson's Tip You Can Take Straight to the Bank All investing involves the risk of loss, including loss of principal. This podcast is for informational purposes only and does not constitute financial, investment, or legal advice. Always do your own research and consult a licensed financial advisor before making any financial decisions or investments.

In this episode, Brett talks about what it means to build a genuine, authentic, no-BS brand. Every single one of us, whether we're gainfully employed or not, has to deal with the fundamental problems: •⁠  ⁠How do I stand out? •⁠  ⁠How do I get my work noticed or the value that I provide noticed? •⁠  ⁠How do I do that with integrity and in a non-scammy or salesy way? Brett provides tips for this and so much more, wrapped in a package that is practical and easily implementable.   Resources & Links: Art of Coaching for coaching programs and resources: https://artofcoaching.com/mentoring My Latest Book (Link to upcoming or referenced publication): https://amzn.to/4rZknhs Connect with Brett Bartholomew: LinkedIn Twitter   Follow Us: Website: ArtofCoaching.com Instagram: @coach_brettb X: @coach_brettb

Can someone be forgiven if they never apologize? What is the unforgivable sin? And did Noah's Flood really happen? In this episode of LIVE FREE, Pastors Carlos Erazo and Paul Cunningham are joined by New Testament scholar and apologist Dr. Jeremiah Johnston as they explore biblical forgiveness, the danger of bitterness, the true meaning of the unforgivable sin, and whether Noah's Ark and the Flood can be trusted as real history. Drawing from Scripture, archaeology, ancient civilizations, and the teachings of Jesus, they examine the evidence and explain why these topics still matter today. Most importantly, this episode points us to the heart of the Gospel: while the Flood could not remove sin, Jesus can give us a new heart. In this episode: • Can you forgive someone who never apologizes? • What is the unforgivable sin? • Did Noah's Flood really happen? • Did the Bible copy flood stories from other cultures? • Have researchers found Noah's Ark? • Why Noah's story ultimately points to Jesus What if the hardest questions about forgiveness, judgment, and Noah's Ark all point to the same answer—Jesus? Stand firm. Think biblically. Live free.

Some nights the winds sit close enough to touch. This Tundra FM session brings you four new tracks straight from the victory lap: Be My Couch, Escalade for Big Tony Belton, Stand in the Light for Jordan Love, and Broughtz on the grill. Smooth sounds for the true Packer faithful. Go Pack Go.  

Hour 2 of Scotty G. & The Coach with Scott Garrard and Tim LaComb. Ben Anderson, Utah Jazz insider for KSL Sports and Jake & Ben G, B & U: Bulls finalizing hire of Tiago Splitter to replace Billy Donovan Utah Attorney General Derek E. Brown and Governor Spencer J. Cox stand behind the Big 12 Conference

Some nights the winds sit close enough to touch. This Tundra FM session brings you four new tracks straight from the victory lap: Be My Couch, Escalade for Big Tony Belton, Stand in the Light for Jordan Love, and Broughtz on the grill. Smooth sounds for the true Packer faithful. Go Pack Go.  

Send us Fan MailInstagram is filling up with AI-generated content. And as more small business owners and creators start using these tools, one thing is becoming really clear — everyone is starting to sound the same. So how do you use AI effectively without losing what makes you you? That's exactly what we're tackling today. This is part one of a four-part series on how to use AI in your marketing as a small business owner. We're going back to the basics, laying the right foundation, helping you avoid common mistakes, and making sure you have what you need to stand out instead of blend in.*INSTAGRAM UPDATE WORTH KNOWINGInstagram just rolled out the ability to reorder your grid posts. To access it, go to your profile, long press on any post, and select Reorder Grid from the menu that appears. You can then drag and drop your posts to change the order they appear on your public profile.This matters because those first nine posts on your profile often determine whether someone follows you or not. My advice: don't overthink it and don't spend three hours rearranging your feed like it's a living room makeover. But do think strategically about what someone sees within the first five to seven seconds of landing on your profile, and make sure it's positioned to attract your ideal client or customer.WHAT YOU'LL LEARN IN THIS EPISODE02:17 Instagram update: how to reorder your grid posts and why it matters05:24 Why we're in the "Summer of AI" and the perspective I'm bringing to this series07:16 The real conversation happening around AI in 2026 (it's not "should I use it" anymore)07:45 Why using AI is quickly becoming the baseline and what the actual competitive advantage is now08:39 What AI-generated "slop" looks like and why it's hurting the people posting it09:36 Why AI is making thought leadership more valuable, not less10:33 Mistake #1: Waiting until you figure it out (the fear and avoidance trap)13:50 Mistake #2: Using AI to replace your thinking instead of amplify it15:37 Mistake #3: Giving AI zero context and why this is the biggest reason outputs feel generic18:49 The mindset shift that changed everything: treating AI like a strategic thought partner19:17 One action step to take this week: ask AI to interview you before it creates anything20:39 About the live workshop: Build Your AI Thought PartnerLinks Mentioned:Build Your AI Thought Partner WorkshopThink Bigger: Using AI to Expand What's Possible in Your Business with Geoff WoodsHot Reels — my 12-month Instagram content lab. DM me the word HOT on @elizabethmarberryFree DM Automation Guide + 1 Month of ManyChat Free — DM me the word LEADS on @elizabethmarberryFree Monetize Your IG GuideWORK WITH ELIZABETH MARBERRYApply for your FREE Instagram Breakthrough Session with ElizabethFree guide to Monetize Your IG: Seven Simple and Proven Ways to Finally Make Money on InstagramFollow Elizabeth Marberry on Instagram, TikTok, Facebook Please be sure to rate, review and follow the show on Apple podcasts (or wherever you find your podcasts) so we can get this free value to other people who need it.

This episode contains several visual examples. For the best experience, head to our YouTube channel "Run a Profitable Gym."Is your gym's Instagram converting members? Audit it with our custom AI tool: https://GymIG.com/If you stripped your gym's name and logo from your website and social media, would anyone know what makes you different? For most gym owners, the honest answer is no.In this episode of “Run a Profitable Gym,” Two-Brain CEO John Franklin lays out the five steps gym owners need to take to become the obvious choice online in 2026 He walks through real-world examples of gyms that have nailed their online positioning, including a gym serving underrepresented women in fitness, a bodybuilding facility that hunts down and restores rare equipment, a performance center that built its reputation entirely around baseball players with shoulder injuries and a personal training gym that targets exclusively the 50-plus crowd.Each example illustrates the same core principle: a specific promise to a specific type of person beats generic messaging every time.John also explains why simplifying your service offering is just as important as clarifying who you serve, and he outlines how your Google Business Profile, website and Instagram should all tell the same consistent story to turn curious searchers into booked consultations.Tune in to learn how to make your gym impossible to ignore online.LinksAI Gym Instagram AuditGym Owners UnitedBook a Call0:00 - Intro0:38 - Be the "obvious choice" online1:00 - Real gym example—underrepresented women2:19 - Real gym example—world-class equipment4:35 - Real gym example—baseball niche6:04 - Real gym example—personal training7:51 - Get clear on who you serve9:55 - Simplify your service offering11:50 - GBP, website and Instagram consistency13:49 - Show undeniable proof

Should a Defendant Take the Stand?Does a defendant have to testify to win at trial?While most know there's no legal requirement, the real issue is much more nuanced and depends on the facts of each case. I talk about not only the risks and strategies involved, but also recent Supreme Court precedent.Key takeaways:There's No One-Size-Fits-All Answer: Whether a defendant should testify depends on factors like prior convictions (which may become evidence if they testify), case circumstances, and the centrality of the defendant's perspective—e.g., in self-defense cases, only the defendant can explain their own mindset 01:54.Testifying Is About Credibility, Not Advocacy: A key theme that emerged was the importance of acting as a truthful witness, not an advocate. Over-advocacy can make a defendant appear defensive and less believable to a jury 06:18.Preparation and Recent Legal Developments Matter: Several points were raised, including the implications of the Supreme Court's decision in Villarreal v. Texas. Defendants may be barred from consulting with their lawyer about testimony during a trial break, making pre-testimony preparation with counsel more critical than ever 15:19.The nuances of testifying—or choosing not to—require careful consideration, preparation, and a strong lawyer-client relationship.FAQ'sDo defendants have to testify to win their criminal case?No, defendants do not have to testify to win their case; it depends on various facts and circumstances. The conversation focused on how each situation is unique, and sometimes defendants are better off not taking the stand, while in other cases, their testimony may help clarify important issues like self-defense.How do lawyers prepare defendants who need to testify in court?Lawyers use various techniques, including dialogue practice and even hiring professionals, to help clients feel more comfortable testifying. The discussion explored strategies like building trust, focusing on clear factual storytelling rather than advocacy, and preparing clients to answer questions directly without slipping into self-defense or argument.Why is it risky for a defendant to advocate for themselves while testifying?A key theme that emerged was that when defendants advocate for themselves, it can make them seem less believable and overly defensive. Several points were raised, including how jurors may interpret this defensiveness as a sign of untrustworthiness and how it can undermine trust in the lawyer's advocacy.Got a question you want answered on the podcast? Call 614-859-2119 and leave us a voicemail. Steve will answer your question on the next podcast!Submit your questions to www.lawyertalkpodcast.com.Recorded at Channel 511.Stephen E. Palmer, Esq. has been practicing criminal defense almost exclusively since 1995. He has represented people in federal, state, and local courts in Ohio and elsewhere.Though he focuses on all areas of criminal defense, he particularly enjoys complex cases in state and federal courts.He has unique experience handling and assembling top defense teams of attorneys and experts in cases involving allegations of child abuse (false sexual allegations, false physical abuse allegations), complex scientific cases involving allegations of DUI and vehicular homicide cases with blood alcohol tests, and any other criminal cases that demand jury trial experience.Steve has unique experience handling numerous high-publicity cases that have garnered national attention.For more information about Steve and his law firm, visit Palmer Legal Defense. Copyright 2026 Stephen E. Palmer - Attorney At LawMentioned in this episode:Circle 270 Media Podcast ConsultantsCircle 270 Media® is a podcast consulting firm based in Columbus, Ohio, specializing in helping businesses develop, launch, and optimize podcasts as part of their marketing strategy. The firm emphasizes the importance of storytelling through podcasting to differentiate businesses and engage with their audiences effectively. www.circle270media.com

Your Stand - Like a Tree by Chicago Tabernacle

Kickstart your week with the Monday edition of the Metal Breakdown Daily! Host Scott Penfold breaks down three massive shifts across the heavy music landscape, from life-saving career pivots to secret festival supergroups and live stadium miracles. 【

In this episode of The Perry Pod, I look at Season 6 Episode 8: The Case of the Stand-In Sister This episode includes: Law Library: Banking supboenas Plot: Episode plot Trivia: Real world Mob Flight, Susan Seaforth Hayes, Perry's Clients The Theme: Stand In The Perry Proverb: "When a man doesn't trust..." The Water Cooler: Deleted scenes, the Paul Prompt from the last ep, and a listener letter Contact me at theperrypod@gmail.com. Keep on walking that Park Avenue Beat!

The market is flooded. More entrepreneurs are coming. And the ones who will stand out aren't the ones who perfected somebody else's model. They're the ones who had the courage to be exactly who God made them to be. We just talked about what it really means to stand out in a flooded market (See episode 183), and today we're taking everything we uncovered straight to the Lord. Because knowing your differentiators is one thing. Having the courage to actually walk in them is another. This is your Monday prayer. We're bringing the fear, the resistance, the places where you've been hiding parts of yourself because you weren't sure they were enough. We're laying it all down and asking God to do what only He can do. If last week's episode stirred something in you, this one is the next right step. Come pray with us. New episodes every Monday and Thursday. And if this blessed you, share it with a friend who needs to hear it. Need help standing out? Get my FREE Poisitioning Guide HERE

Send us Fan MailThe Scriptures teach us to respect those who are older and this is something our culture has lost sight of both in that we are not taught to respect older people when we are little, and old people who are degenerates make it hard to respect them.  But for believers we know what God wants from us and respecting our elders is one of them.  But the thing that we really miss is seeking the wisdom from these older people who have been through the grind.  We could learn a lot from them.  

Send us Fan MailPastor Harlo White delivers the message "New Things in Omega Part 2", originally delivered on October 5, 1985. Stand with Pastor Harlo White in supporting the Harlo White Healing Stream Podcast. Your donation helps keep this podcast reaching people all across the Earth. Ask God the Father what he would have you do in giving to this ministry. You can visit our website at www.harlowhitehealingstream.com/giving to make a secure donation online. You can also mail your donation to:HARLO WHITE HEALING STREAMP.O. BOX 4695CHICAGO, ILLINOIS, 60680.

Matt Clement can't stand innings limits on pitchers and thinks they're dumb. Bob and Matt don't like how pitchers are taken out with no-hitters and are treated with caution. 

Hour 3 with Bob Pompeani and Joe Starkey: Kyler Fedko, son of former sports anchor John Fedko, was called up by the Twins. The U.S. Open is this weekend. Team USA is off to a great start in the World Cup with a 4-1 win. Will this make people more interested? Matt Clement can't stand innings limits on pitchers and thinks they're dumb.

Send us Fan MailWhy do some people always choose the same reformer? Stand in the back of the room? Avoid certain springs—or always add more?In this episode of The Pilates Exchange, Hannah and Christian Teutscher explores the psychology behind the choices we make in movement spaces and why they are often about much more than fitness.Because people do not just bring their bodies into class. They bring their history, identity, fears, habits, and nervous systems too.We discuss:why predictability can feel safethe psychology of comparison and challengewhy some people push too hard while others hold backwhat these patterns reveal about us as humansand how teachers can approach them with curiosity rather than judgmentMovement is never just physical. It is emotional, social, and deeply human.Because sometimes the most interesting thing about movement is not what it reveals about our bodies—but what it reveals about ourselves.Season Sponsor:OfferingTree is an all-in-one business management platform built for boutique pilates and fitness studios. Website, booking, payments, email marketing, and on-demand content — all in one place. Built for studio owners who want to spend less time on admin and more time doing what they love. Book a demo or start your free trial → offeringtree.com/pilatesexchange Connect with Hannah & Christian Teutscher: hannah@pilates-studio-nuernberg.comPerformance Fit Pilates: https://www.pilates-studio-nuernberg.comPerformance Fit Pilates on Instagram: https://www.instagram.com/performance_fit_pilatesPerformance Fit Pilates on YouTube: https://www.youtube.com/channel/UCDvzuZtali0B3uWzVcwOH1QHannah Teutscher on LinkedIn: https://www.linkedin.com/in/hannah-teutscher/

What does great leadership actually look like? Can you make a difference even if you're in the middle of the hierarchy? "If you think you're too small, you've not spent the night under a bedsheet with a mosquito." In this episode, educator and Deming practitioner Balaji Reddie explains why W. Edwards Deming was far more practical about leadership than many people realize. Drawing on both The New Economics and Out of the Crisis, Balaji shares stories and examples that bring Deming's 17 principles of leadership to life. From creating trust and joy in work to understanding variation, coaching people, and improving systems, this conversation challenges conventional management thinking and offers a clear path toward transformation. TRANSCRIPT 0:00:02.2 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we continue our journey into the teachings of Dr. W. Edwards Deming. Today I'm continuing my discussion with Balaji Reddie, who is an educator and trainer in the teachings of Dr. Deming and quality management generally. And the topic for today is Principles of Leadership. Balaji, take it away.   0:00:27.9 Balaji Reddie: Good morning. Thank you so much, Andrew. We had left our last session with that, we'd be dealing with this. And of course, Dr. Deming gave us the outline of Profound Knowledge and he gave us 14 points. He also gave us the deadly diseases and the 16 Obstacles. So people often talk about the diseases, but very often they forget the obstacles. And there are 16 of them which he highlighted for us. And if you think that they're outdated, they're as relevant as they ever were. So you need to keep revisiting those. I think if you start working on removing the obstacles, it's like you're taking your foot off the brake rather than pressing on the accelerator.   0:01:11.3 Balaji Reddie: So you're removing the things that actually stop you before you actually take things forward. But nevertheless, we start with point number 14 where he says, take action to complete, to make the transformation. And he says that there should be a critical mass of people that you need to educate and train and get them on the same page as you are. I'm gonna quote Hazel Cannon here, who is current president of the British Deming Forum. And she talks about the time when she was very young and she attended the Deming four-day seminar, I think in Birmingham. And at the end of those four days, she was overwhelmed as you normally are when you hear how the man speak. And he spoke... He wanted you to make drastic changes. It's not just tinkering here and there.   0:02:08.2 Balaji Reddie: And so she went up to him and she said, "I'm really taken up by what you just said." And then she made a statement, "I'm too small to make these changes in my organization." I believe she worked as a lab assistant in a chemical manufacturing company. They used to make chemicals for cosmetics. So she said, "I'm too small." And Deming just interrupted her and said, "Never think you're too small. If you think you're too small, you've not spent the night under a bedsheet with a mosquito." So make a change where you are and take it from there. So I would like to now quote Dr. Deming from Out of the Crisis. This is Plan for Action: Take action to accomplish the transformation. So he writes there, there are three points and then I'll come to what he writes below that.   0:03:01.8 Balaji Reddie: So he says, "Management in authority will struggle over every one of the above 13 points, the deadly diseases, and the obstacles. They will agree on their meaning and on the direction to take. They will agree to carry out the new philosophy. Management in authority will take pride in their adoption of the new philosophy and in their new responsibilities. They will have courage to break with tradition, even to the point of exile among their peers." So he talks about courage. He talks about courage of conviction. And then he says, "Management in authority will explain by seminars and other means." So I think he leaves it to people of the ways and means. And now today there are a lot of means of doing that. DemingNEXT is one of them. And he says, "To the critical mass of people in the company why change is necessary and that the change will involve everybody."   0:04:00.9 Balaji Reddie: Now he writes something very interesting. He says, "This whole movement may be instituted and carried out by middle management speaking with one voice." So he gave instructions. Why are people saying that he did not tell us what to do? It is just that he expected maybe a lot. And now let's get to that middle management and what he expected. He says here... Let's see here. I'm coming to chapter four now in The New Economics where he says, "A System of Profound Knowledge. The aim of this chapter: the prevailing style of management must undergo transformation." So we just heard that, that what we need to do. And he says, "A system cannot understand itself. The transformation requires a view from the outside. The aim of this chapter is to provide an outside view, a lens that I call a System of Profound Knowledge.   0:04:59.7 Balaji Reddie: It provides a map of theory by which to understand the organizations that we work in." Then he says, "The first step is transformation of the individual. This transformation is discontinuous. It comes from understanding the System of Profound Knowledge." Then he says that "the individual, once transformed, will set an example." So setting an example, I believe, is doing the right thing under adverse circumstances, when you stick to your principles despite the fact that there is an easier way out. As they say, choosing a path between good and bad is easy, you choose good. But good and better, you need to make the right choice. And that needs profound knowledge. "So be a good listener," he says, "but will not compromise. Continually teach other people and help people pull away from their current practice and beliefs and move to the new philosophy without a feeling of guilt about the past."   0:06:02.7 Balaji Reddie: So he explains to us what was needed here, right? And he says this is what we actually need to do. Now I'd like to, I mean, I'll be referring to a document. I don't know how we're gonna get this to people, but for the Principles of Leadership. All right, I think I'll have to send this over to you later, but we will do that. So in the Principles of Leadership, just come to them. I am quoting again from both Out of the Crisis and The New Economics. So you will find this there when he speaks about what needs to be done. Modern Principles of Leadership. And he says, "The modern principles of leadership will replace the annual performance review. The first step in a company will be to provide education in leadership." So that would be introducing people to profound knowledge from what we just heard. Then he said, "The annual performance review may then be abolished." Of course, that will take time. "Leadership will take its place, and this is what Western management should have been doing all along."   0:07:12.6 Balaji Reddie: So he says, "The annual performance review sneaked in and became popular because it does not require anyone to face the problems of people. It is easier to rate them, focus on the outcome. What Western industry needs is methods that will improve the outcome." And he says, "Suggestions follow." So first, institute... The first principle. "Institute education in leadership: the obligations, the principles, and methods." And so I think introduction to the System of Profound Knowledge will help. And then after profound knowledge has been sort of brought to the notice of... Of bringing to the notice of the people then you get into perhaps teaching them about 14 Points, et cetera.   0:07:57.8 Balaji Reddie: Comes the second principle. He says, "Ensure more careful selection of people in the first place." So choosing the people, he says again, now here's where it requires you to understand the purpose of what you're doing, purpose of your organization, purpose of the people you're looking out for and making this change. Because when you know your purpose, you know the aim, then you can choose people in the right way. And I believe he said this somewhere, it's a combination of education, training, skills, and experience. So we need to combine these four factors in choosing the right people. Then he says, after selection of the people, ensure better training and education. So we fine-tune all of their... He says a complete background. He said their aspirations, their goals.   0:08:54.2 Balaji Reddie: I kind of borrowed this idea from a company here in India where they had this thing called roles, responsibilities, and objectives. And they used to meet once in a month, but once in a year they used to decide. So the top management, the HR, would sit down with each and every employee and say that, "In this calendar year, this is what we intend to do and this is what we expect from you." And in turn, they used to ask the employee, "What do you expect from us? Because this is what we want from you." And then the employee had a chance of putting forth what he or she wanted, the management, what help they needed. And I think this is where we have to be... It's a give and take. And they didn't just meet once a year; every month they would meet and the question was, "How are we doing?" not "What have you done?"   0:09:51.1 Balaji Reddie: So I think it wasn't a traditional appraisal. If there was any appraisal, it was appraising what top management were doing or intended to do and not so much the employee. I thought that was a good move. So that's what we need to do here: better training and education. Principle number four states: "A manager understands and conveys to his people the meaning of a system. He explains the aims of the system. He teaches his people to understand how the work of the group supports these aims." Now, here's where, you know, when you talk about, say, hiring people in the first place, when you bring in new employees, I believe that there should be a special session by people inside the company who have stayed the longest, who served the company the longest, especially during their bad days. Because the employees need to know what really happened and how the company survived and how we were resilient, we came back despite all the problems that we had.   0:11:00.7 Balaji Reddie: And the historical perspective, especially if there's someone who's in touch with the founding members, that would be a great boon. I know nowadays we talk about the older companies, obviously none of the founders are there, but if there is such a person, exchanging those ideas with the young employees would definitely make a difference. So they would then understand the purpose, the aims, and how your work supports these aims. I think it's the best way to do that. But what I see right now in companies and I'm being very specific about this, because today when new employees join the company, they have an orientation, they have onboarding, as they call it, but that's done by a rookie, someone who's just joined the company and is just making...   0:11:46.8 Andrew Stotz: [0:11:46.8] Following a checklist?   0:11:48.1 Balaji Reddie: Exactly. Like a PowerPoint presentation. They don't talk about the history of the company. And I think there has to be an emotional connect before there is a logical or an intellectual connect. That emotional connect, I think, then makes you feel that pride and you feel good about coming to work and you say, "Oh, I did not know." So I believe this fourth principle is important in that sense, in the way to do that. Now, he says that... Principle five says he helps...   0:12:19.7 Andrew Stotz: By the way, do you know what chapter are you in?   0:12:23.9 Balaji Reddie: Oh, I have combined.   0:12:27.9 Andrew Stotz: Okay.   0:12:29.4 Balaji Reddie: I took some of the text... Okay. If you want to see here, this is management of people, all right? In that chapter. So I've taken... There are 14 principles there, management of people. In the new edition of The New Economics. It appears...   0:12:48.2 Andrew Stotz: So chapter six.   0:12:50.2 Balaji Reddie: Chapter six, yeah. That's chapter six...   0:12:51.8 Andrew Stotz: Yep.   0:12:52.6 Balaji Reddie: All right. And he talks about pictorial effect of transformation, and then he talks about management of people, role of a manager of people. So there were 14 there, but in Out of the Crisis, the first three which were there, he did not include here.   0:13:10.0 Andrew Stotz: Okay. I just just asked...   0:13:11.0 Balaji Reddie: So I just included those. Yeah. No, so that when people read the book, they could read it clearly, right? So, yeah. So he says now principle number five, which in Economics is principle number two or three, right? He says "he helps his people to see themselves as components in a system, to work in cooperation with preceding stages and following stages toward optimization of the efforts of all stages towards achievement of the aim." So we want optimization, not compromise. So you need to sit together. Just if I were to ask a simple question to you, Andrew, and without thinking, if I were to try to answer this question... Okay. I presume you know how to make a cup of tea.   0:13:58.7 Andrew Stotz: Yes.   0:14:00.1 Balaji Reddie: So what is the first step?   0:14:02.7 Andrew Stotz: For me, boil water.   0:14:04.6 Balaji Reddie: Boil water. And what if I say that's not the first step?   0:14:12.0 Andrew Stotz: Well, first of all, I think you probably have more experience with tea than I do, but I have more experience with espresso, probably. But anyways, go ahead and tell me.   0:14:20.9 Balaji Reddie: Okay. The first question is, whom am I making a cup of tea for? So what I just tried to convey is it's not natural to think about the customer. And so the first step is, for whom is the cup of tea? If it's the person...   0:14:30.8 Andrew Stotz: Grandma.   0:14:40.7 Balaji Reddie: That's right. If she's diabetic, then you would not need sugar. So you gather the ingredients accordingly. If he wants black tea, you don't take milk, right? And that's the point he's trying to say here. When you look at different stages, every every person has a customer. So the first question is, who is my customer?   0:15:07.1 Andrew Stotz: Right.   0:15:07.4 Balaji Reddie: And that part of profound knowledge, understanding psychology, I mentioned this last time, is empathy. The word empathy captures this. So you go to the next process as, "Whom am I doing this work for?" and sit down with that person and say, "What do you expect from me? How may I help you?" And that's what decides what you're gonna do. So this this fifth principle here, that he helps his people see themselves as components, I think this is important. The next process is your immediate customer, and the rest of them are customers in a very oblique sense. But what you do is critical to the next person in line, right? So you always spend extra time with that person and of course the other people down the line who your work is gonna be impacting over a period of time, right? But these are the... This is the first step you find out. So who's my customer? So that's principle five.   0:16:09.0 Balaji Reddie: Principle number six: now this comes under psychology again, that a manager of people understands that people are different from each other. He tries to create for everybody interest and challenge and joy in work. Now, if you look at the theory of knowledge, what exactly did he give us when he brought that component of profound knowledge into play? He says that theory is a statement that conveys knowledge by relating cause to effect. So I repeat, theory is a statement which conveys knowledge by relating some cause to some effect. It fits without fail all the observations of the past and helps us predict the future with the risk of being wrong.   0:17:04.7 Balaji Reddie: So I'm gonna repeat this whole statement again. Theory is a statement which conveys knowledge. How? By relating some cause to some effect. It fits without fail all the observations of the past and helps us predict the future with the risk of being wrong. So no amount of examples can establish a theory, and even one example can lead to either abandonment of the theory or modification of the theory. That's what he kept saying. Now, how does this work? So he says it's a system of learning, and all of us have this built in, right? Now, he came from the school of Clarence Irving Lewis, Mind and the World-Order. And if you read that book, Lewis says all knowledge is a priori, it's based on what you already know.   0:18:00.9 Balaji Reddie: For example, let me take this example here. Now, suppose I were to start describing the road to my house. Now, you've not been here, but if I start saying that the road bends towards the left and then there is a command you get to see, now you start constructing a picture in your head based on what you have already seen. It's not the same. That's your theory, right? And then when you actually visit, you say, "Oh, it's the difference between theory and what I actually saw," and then you change your theory. So theory is... It's natural. All of us think naturally like this. And that's why he says here that people are different from one another and we need to celebrate those differences. All of us are born with the system of learning, but not all of us learn the same way.   0:18:49.8 Balaji Reddie: There are some who learn by watching, there are some who learn by doing, there's some who learn by reading, there's some who learn by writing. For some people, one word is enough. You utter a word and they say, "I got it." And for some people, you have to repeat the statement maybe 10 times, 11 times, and then the 12th time you repeat it, they say, "Okay, I got it." Now, is that wrong? We're just different, right? And that's why he says here that we need to understand the learning process of people. And when you understand the learning process of a person and then put that person in the right job, you'll have to stop that person from working. That was his definition of joy in work. People enjoy their work when they realize it resonates with them.   0:19:40.4 Balaji Reddie: And how does that resonance come in? When you under... And because this is so difficult to do, we just throw the responsibility on them by saying, "Here's the target." So the target actually distracts them when actually you should be working on understanding their learning process. So it's a lot of hard work. And sometimes people are motivated enough to discover it themselves, which is great, but we need to create that atmosphere for them to enjoy their work. So interest, challenge, et cetera, he tries to optimize. Now, here's the key. This is beautiful. He tries to optimize family background, education, skills, hopes, and abilities of everyone.   0:20:21.7 Balaji Reddie: So this is not ranking people, very clear. It is instead recognition of differences between people and an attempt to put everybody in a position for development. I think this is one of the most important principles in getting things done. When I teach this to the HR students in my college, I keep saying that I don't think you should call this science as human resource management, because the definition of a resource is obtain it, shape it, use it, and throw it away. We don't wanna do that. I think we should change the title of that department to Department of Learning, because that's what exactly this is all about, and it's learning in both ways where you are trying to understand their process of learning and in effect, you're trying to understand how the company is going to be learning.   0:21:17.0 Balaji Reddie: So you put this in... So this principle, he says, combine all of these things: family background, education, hopes, I love that word. Because if you see one of the things that people talk about, customer satisfaction, I think Deming was the only person who said customers should be happy. Not just satisfied, happier, right? Now comes the next principle. "He is an unceasing learner." So you can never say, "I know it all." Unceasing learner, he encourages his people to study. And I think this fits Dr. Deming himself. He made no excuses to learn. "May I not learn," he would keep repeating that. And I remember Bill Cooper getting irritated and said, "The last time I met you, you said this, and now you're saying this. I got that on tape." He said, "Well, you got this on tape now." He said that, "I do, I learn. And as I learn," he said, "that could have been under different circumstances that I said that, but I'm saying this."   0:22:22.4 Balaji Reddie: And so you keep learning. And he encourages his people to study. The word is study. And he provides, when possible and feasible, seminars and courses for advancement of learning, encourages continued education in college or university for people that are so inclined. So I think this bit is in many places getting to be a part of the systems in most companies. I've seen that happen now, which is a good sign. But it doesn't end there, there are a lot of other things to do. This was the Principle 7 in the list of 17. Now comes Principle 8, and this is so difficult to look at. He says "he's a coach and a counsel, not a judge." You judge people, they shut up.   0:23:15.4 Balaji Reddie: So he says coach and counsel. When they need help, guide them, show them the path. Sometimes maybe you need some help in doing that, well, go ahead. So that was principle number eight. Principle number nine says "he understands a stable system. He understands the interaction between people and the circumstances that they work in. He understands that the performance of anyone that can learn a skill will come to a stable state." Now, this is amazing. He said this way back in the 1950s when he was in Japan teaching them the control chart, where he took one example where he says that further training to the worker and the process was still in control. And he says, "I think he's reached the limit of his learning. He perhaps needs to be taken to another process or maybe given something more challenging so that we can develop the learning process."   0:24:17.6 Balaji Reddie: So he was speaking about this way back in the 1950s, which today you can say comes under understanding psychology through variation. And he says, upon which furthest the lessons will not bring improvement of performance, and a manager of people knows that in this stable state, it is distracting to tell the worker about a mistake, because he says you'll actually then demotivate someone. So these three principles...   0:24:44.1 Andrew Stotz: Because a mistake may be just normal variation, or are you saying... Okay. Yep. Okay.   0:24:51.0 Balaji Reddie: Yeah. I mean, it could be anything, right? But if you are highlighting that when he's already reached a stable state, it could just work in a detrimental way, the opposite direction.   0:25:05.4 Andrew Stotz: Ultimately you've reached your goal. A steady state is fantastic.   0:25:07.4 Balaji Reddie: A steady state. And then now you say if you want him to... Anything better here, I think you need to move him out from there, since maybe he needs to be given something either more challenging or whatever it is. But use of psychology and variation together. If people are saying that he spoke about this in the 1990s, he actually spoke about this in the 1950s in Japan. And I have proof. If you go and check Elementary Principles of the Statistical Control of Quality, the series of lectures that he gave in Japan, you will see this in one of the chapters, very clearly stating what needs to be done.   0:25:47.9 Balaji Reddie: Now we come to the next principle, which is... I don't know how to explain this, but it's amazing. He says that "the leader has three sources of power: authority of office, knowledge, and personality and persuasive power, tact." So authority, that's your title, knowledge, and personality. Now, personality, persuasive power, and tact is more of a personal thing. It is something that is an attribute. Authority is the title you're given. I think the only thing that you can really work on is your knowledge. And he says that a successful manager of people develops knowledge and personality and persuasive power, does not rely on authority of office. He nevertheless has obligation to use his authority, a source of power, for him to bring changes. He says that maybe some drastic changes to equipment, to materials, to methods, and to reduce variation.   0:26:55.0 Balaji Reddie: So he attributes this to a gentleman, Dr. Robert Klekamp, or Klekamp, I don't know how to pronounce that. So he says, "He in authority, but lacking knowledge or personality, must depend on his formal power. He unconsciously fills a void in his qualifications by making it clear to everybody that he's in position of authority, his will be done." So I think he said if things needed to be done and if he's being guided the right way, then he has to bring his authority into power. I think this brings me to one of the interactions he had with... Was it James McDonald at Ford? When he made him stand up and asked him, "What is your job?" And he said, "I'm vice president, manufacturing," and he sat down. Deming said, "Stand up. That's your title, not your job." And then for the next half an hour, he grilled him on what his job was. And after half an hour, he still didn't get an answer. He said, "You don't know what your job is. Do you think other people in the company know what their jobs are? I think you're running a mess here."   0:28:02.2 Balaji Reddie: So Jim McDonald, instead of feeling insulted, took it in a very different way. Though he said, "I did feel that I wanted to resign and just walk out of there," but he said, "I knew this man was onto something." And that kind of thing of authority of office, I think he did not like if people used it for the wrong reason, but he wanted them to develop knowledge, personality. Personality, well, I think again, on the soft side, persuasive power tact. Not all of us have that, but I think we are living in a knowledge economy, so knowledge would be the key here. And he also says that if you're in a position of authority, use this to get the right work done.   0:28:47.3 Balaji Reddie: Then next he says "he will study the results with the aim to improve his performance as a manager of people." So when the system is not getting what it's supposed to do, then he does not put the blame on the people. He says, "I have... I may be going wrong somewhere." I'd like to share an example of my father in Japan. My father was in Japan in 1964, I said this last time. And he was on this Asian Overseas Technical Scholarship, AOTS. And they run these courses even today. They have three-month, six-month, nine-month, and one-year courses. And from what I remember my father telling me, it's integrated in the sense, I think he was there for six months. So during the morning sessions, they used to have classroom training, sitting in a classroom. And in the afternoon, post-lunch, they would go and work in a company, and that was like their intern. And so it was a combination of theory and practice taking place almost every day.   0:30:02.4 Balaji Reddie: Now, what happened there was on the first day... And that's where he started working with Showa Electric, and said they were called the interns. So on the first day, he was taken to the company and was introduced to his supervisor. The supervisor took him on the shop floor and introduced him to the team that he would be working with. And then, while he was leaving, that supervisor said, "I just need to tell you this, that we also form what is called as a quality circle." And this was... The quality circle movement started in 1962, so '64, the quality circle. And so my father said, "I don't know what you're talking about." And he said, "Well, this is something new. So would you like to be a part of it?" Because quality circle is voluntary, not mandatory. They make you a part of the quality, so if you want to be a part of the quality circle. It's not imposed on you.   0:31:05.0 Balaji Reddie: So my father said, "I need to talk to my teacher, my sensei, at the class." He said, "Yeah. You can talk to him." So he went back to the class the next day in the morning, he asked the teacher, the sensei, that this is what they said. He said, "Oh, it's a very good system. You can become a member of the quality circle." So on the second day, he said, "Yes, I'll be a member of the quality circle." "Great," he said. Now, on the third day, his actual work started. Now, they used to make television screens, CRO, et cetera. And one of the steps there was soldering. They had to solder. And the soldering was the dip soldering. You had to take the printed circuit board and dip it into the solder bath and take it out. Of course you were to... There was a technique.   0:31:52.8 Balaji Reddie: And so his job was that. His first job that he was assigned is to do soldering on these PCBs. And so the supervisor himself sat with my father and demonstrated 10 to 15 times how to do it. Then he told my father, "Now you do it." And then he was guiding him, and he made him make around 10 pieces until he said, "Okay. Now you're getting it right." Okay. Now he said the ground rules. If by any chance you press it down too hard or you keep it too long because of the extreme heat, there will be a superficial crack on the PCB. And that would not be something that affects the customer right away, but over a period of time, it can result in the board cracking and the radio not working. So when you see a superficial crack, you're supposed to pull the cord. There was a cord there. And when you pull the cord, the supervisor will come and help you. Fine.   0:32:56.1 Balaji Reddie: Now my father started doing his work, and his fifth or sixth piece developed a crack. Now, he said, I don't want to sound derogatory, but the Indian in me caught up. Should I report this? What would he think? I hardly left this man alone, and his fifth piece is a rejected piece. And he said, I did not want to pull that cord. But then... He said that, he told me, "Please pull the cord," I decided, let me go ahead and pull it. So when he pulled the cord, a red lamp went on there, and there's a big siren that went on. And the supervisor came running and turned off the siren and turned off that lamp and said, "What happened?" My father showed him the crack. So he said, "Okay, no problem." He put it aside. He demonstrated to my father 10 times again how to do it. And then he made him do it 10 times till he said, "Ah, see, you did this." And he got it right. Now he said, "Let's continue production."   0:33:58.8 Balaji Reddie: Now they went away and now my father got it right. After an hour or so, or maybe two hours, they had their tea break. And they were sitting around a table. Now, this was the quality circle. So the supervisor got up and started speaking in Japanese. Now, this was my father's third day there, so obviously he did not understand what was going on. The only thing he knew that they were referring to him because they could not pronounce his name properly. So instead of Reddie, he was being called Leddie. So Leddie-san, Leddie-san, Leddie-san. So my father said, "I knew he was talking about me." And he said, "I felt so ashamed, I was looking down at my cup of tea rather than looking up." And then when I looked up, he said, all of them were looking at him in admiration and the thumbs up sign. And he was wondering what the hell just happened.   0:34:51.0 Balaji Reddie: And at the end of it, when that supervisor stopped speaking, they all clapped. They clapped. And as they dispersed, each one came and held his hand and they went away. And now my father told the supervisor, "What did you tell them? Did you tell them I made a mistake?" He says, "Yes, yes, I did tell them that." He said, "Then why are they complimenting me? Why are they... Why did they clap? Why did they clap for me? Why are they shaking my hands?" He says, "They're shaking your hand, they're clapping, and they're complimenting because you pulled the cord." So he said, "What do you mean?" He says, "Well, we have a saying here, here in Japan, if after explaining to a person 10 times how to do something, if the person still makes a mistake, then there's something wrong in the way I explained it." So this bit over here is he will study results with the aim to improve his performance as a manager. Don't blame the other guy. What am I doing wrong?   0:35:54.0 Andrew Stotz: You hired him, you train him.   0:35:56.4 Balaji Reddie: Yep. So when Jack Welch used to say, "Sack the bottom 10% of the people every year," and he called them dead wood, well, I would say when you hired them, they weren't dead. You killed them. So that was principle number 11. Now principle number 12 is where he combined both variation and psychology together. He said "he will try to discover who, if anybody, is outside the system, in need of special help." So he draws a normal curve. I'll pass on this document to you so you could share it along with the podcast. And he says here that people belong to the system. These are people who need not be ranked. But a person outside the system on the lower side needs special help. People outside the system on the higher side, well, we need to take the system to that level to improve the system.   0:37:08.4 Balaji Reddie: So he talks about that. He says this can be accomplished with some simple calculations. If there be an individual with figures on production or on failures, special help may be only simple rearrangement of work. It might be more complicated. He in need of special help is not in the bottom 5%. He's clean outside that distribution. So he's trying to use the understanding of variation in a very different sense to understanding people. And he says that we try to reduce that variation in performance between people. That's the job of the system. So this is principle 11 and 12.   0:37:51.0 Balaji Reddie: Now you come to principle 13: "he creates trust." And that creates trust, I would believe, it's a two-way process. And he creates an environment that encourages freedom and innovation. That is the environment where people are unafraid to make mistakes. Because we learned that theory is not the opposite of practice; it's a guide to better practice. And we need all of us working together. And that trust, I think, has got a very funny meaning in my country. I keep joking about this. In India, trust is we will lie a little less to each other. But that's not what this is. We need to be straight honest with each other. And honest is you can only do that by example. Like what happened in my case. I remember when we had installed the ERP system in our company, and there are interlocks. And I remember there was a backlogged order. And I knew that because when we did not deliver the order on time, I negotiated with the customer and I got the delivery date postponed.   0:39:08.0 Balaji Reddie: Now I was trying to test the ERP that month. So I said, let me see if the ERP can capture this because it should show it as a backlogged order. But it showed it as an order that was to be delivered on the new adjusted date. And I said, "How did that happen?" Because that should not have changed. And so I called my assistant. I said, "This should be in backlog. Why is it showing me as a spillover order?" And he said, "No, I changed the date." I said, "Why did you do that?" And he said, "No, because the finance guy will get angry with me." And I said, "That is my problem." I said, "When I told you you're not supposed to change that date..." And I removed his administrative powers in changing the date so that he could not change the date in the system.   0:40:01.7 Balaji Reddie: I removed his powers. And he apologized profusely and said, "Please let me." I said, "No." So till the day I resigned, I kept it. I said, "You're not gonna be doing this because it's not a question..." I said... If I had succumbed to that Andrew, they would have lost my trust. They would have thought that, "Oh, Balaji just talks. He doesn't walk the talk." I said, "No, you're not supposed to do this. We are trying to go by a system. Let's go by the system." So I think you can only create trust through example, through demonstration, if I may say so, and especially under adverse circumstances that you need to demonstrate this.   0:40:46.1 Balaji Reddie: Principle number 14: he says "he does not expect perfection." I think that even he said it in principle of variation. Principle 15: he says "he listens and learns without passing judgment on him that he listens to." This is an extension of the previous points. Principle number 16: he will hold an informal, unhurried conversation with every one of his people at least once a year, not for judgment, merely to listen. The purpose would be development of understanding of his people, their aims, their hopes, and their fears. This meeting will be spontaneous and not planned ahead. So there should be no bias, like an audit.   0:41:41.5 Andrew Stotz: Right.   0:41:42.2 Balaji Reddie: And lastly, principle number 17: "he understands the benefits of cooperation and the losses from competition between people and between groups." So these were the 17 principles of leadership, the beginning of transformation. I think there can be nothing more to do than this. He was so clear in what he wanted us to do. I wonder why people say that there was no method.   0:42:16.5 Andrew Stotz: Yeah. He definitely outlined a lot of stuff there. One of the questions I had for you on that list is, what do you say to people that say that he's kind of a dreamer? The idea that you can sit down with your employees and have this time and everybody's so busy and just talk about your fears and your goals and all that stuff where we live in this age of, we've gotta get the result, we've gotta be focused. How do you respond to that?   0:42:51.1 Balaji Reddie: Well, I say give this a try. All right? You've done it your way, right? You've done it... Let's just forget about it, and you're seeing what's happening. You want a change, you gotta do something different. So why don't you go by what this man is saying? And if you say that, you know, a dreamer or whatever, well, I'd like to quote John Lennon here: "You may say I'm a dreamer, but I'm not the only one."   0:43:16.8 Andrew Stotz: Yep. Yep. Yep. And what do you say for people that feel that you gotta have these targets and goals and KPIs to get the most out of people? And when we think about what Deming's talking about, we're talking about this intrinsic motivation. But it's scary for people to think. It's a lot more comfortable to have these goals and structures than what you could argue is a little bit more unstructured. And how do we balance that? And obviously Deming wasn't saying don't have goals.   0:44:02.1 Balaji Reddie: Yeah, yeah. I think Henry addresses this very well in his 12-day course where he has a specific section on goals, et cetera. And he talks about how Deming said that there are some things called facts of life. Facts of life is, okay, we need to turn out, we need to generate so much of revenue this year because we need to pay for all our salaries and blah, blah, blah, blah, blah, and then we need to have some money for the future. So we need to make so much of money this year. Now that's not a goal, that's a fact of life. But when you are bringing that number out and showing that to everyone, please also indicate to them how we intend to achieve that. Don't just leave it to them and say we need to do this.   0:44:54.4 Balaji Reddie: Okay. I'll give an example here. I don't want to sound... It may sound a little self-serving, but okay, take it in the right spirit. I remember when we had our first strategic meeting at my company, and my boss... Okay, was... He said... I think 20 of us sitting in the room and he said, "Last year, our target was 30 million and we're getting there and we're doing a great job. So this year we're gonna aim for 45 million." Now when he said that, I just put my hand up and he said, "Yes." So I said, "Why 45 million?" And he just stared me down and he looked up at everyone and said, "That's it. Meeting dismissed." He just walked out. These are those days when you had... You know the OHP? You know the overhead transparencies, the projector?   0:45:56.9 Andrew Stotz: Oh, yeah. Overhead transparencies, yep.   0:45:58.8 Balaji Reddie: Yeah. So he had the transparencies, and he just took them and walked out. And all the guys came to me, "Are you mad? You're questioning the owner of the company? Are you nuts?" And I was thinking, "God, what did I say wrong?" And then we started going back to our cabins, and when I sat down at my desk, the phone rang, and it was boss. And he just uttered one word, "Come." So when I was walking towards his cabin, I was thinking to myself, "Nice company, nice friends." And then I knocked on the door, and he said, "Yeah, yeah. Come in." He said, "Sit down." And then he said, "Shut the door." He said, "What the hell were you trying to do today? Are you trying to mock me?" I said, "Please, why would I want to mock you, boss? I wouldn't want to mock you. I just wanted to know why 45 million."   0:46:52.9 Balaji Reddie: He says, "All right." And so he took out what is called the blue book, where we have the yearbook, what happened in our country in the last one year. We have these books that get written, right? So he said, "Look, this is growth in our country in industry. This is our... Sector that we are in, and we are in the organized sector in this industry. And the year-on-year growth for the last five years has been this, and this year the expected growth is so much. And can I expect at least 3 or 4% of that growth?" I said, "Of course, why not?" He said, "That, son, is 45 million." So I said, "Why didn't you tell me this? That's all I wanted to know." He said, "You think these asses..." He was referring to my other colleagues... "Would understand?" I said, "Boss, if I can understand, they can understand. It's one and the same." "Okay. Let's meet tomorrow."   0:47:52.1 Balaji Reddie: So the next day we met again. And he said, "Yesterday, when I uttered 45 million, this genius asked me why, and so I'm gonna tell you why." And he went on to explain. After he finished explaining, my sales guy... Sorry, my marketing guy got up and he said, "I have something to share." "Okay, please come forward." He put the transparency. And he had listed there the top 10 selling items in my company based on revenue, based on profits, and based on quantities. Top 10 for each. There were three products that were common to all the three. So obviously he was sending a message to us, that we had to attain our targets, at least by focusing.   0:48:44.8 Balaji Reddie: The moment he showed that, he underlined these three, the sales guy put his hand up and said, "Yes." "That second product you underlined, our competitor is selling it as a package with another product, but we don't seem to have that on our list." So the R&D guy got up and said, "Could you tell me what the part number..." And he says, "It's part number so-and-so." He said, "Hang on, I've already developed that." You know what was happening, Andrew? We were talking to each other. And that meeting went on for three and a half hours. And at the end of the three and a half hours, all of us knew how to attain 45 million.   0:49:23.8 Andrew Stotz: I thought you were gonna ask a question on the second day, "Hey, boss, so 45 million, why is there no market share gain of our business that we're growing faster than the industry?"   [laughter]   0:49:41.4 Balaji Reddie: So anyway, but this was... This is what I think goals should be transparent in this sense, that why are we giving you this number? And more importantly is the discussion that happens is how are we gonna do this? It just doesn't happen by itself, right? And if you leave it to people, they start distorting numbers, right?   0:50:03.8 Andrew Stotz: Yeah.   0:50:04.2 Balaji Reddie: As Brian Joiner said, "Distort the data, distort the system, or distort both."   0:50:12.2 Andrew Stotz: Yeah. And we're working on a growth plan for my coffee business.   0:50:19.0 Balaji Reddie: A growth.   0:50:19.6 Andrew Stotz: And really what it comes down to is three things. Number one, are we as the owners gonna hire more salespeople? Because salespeople bring in revenue.   0:50:36.3 Balaji Reddie: Right.   0:50:37.0 Andrew Stotz: Number two, are we as the owners going to develop together with the rest of the team a higher value-added offering...   0:50:50.6 Balaji Reddie: Wow.   0:50:50.8 Andrew Stotz: That we can bring more value than what we're bringing right now, which would bring potential customers to us and allow us to sell more easily. Or are we as the owners going to buy another company?   0:51:07.8 Balaji Reddie: Oh, okay.   0:51:09.2 Andrew Stotz: So those are the three things. And Dale and I have been discussing each one of those in a lot of detail, testing out and debating and discussing. But those are the type that... When it comes to growth, that's just... We know the growth we can produce with no change. And that's in line with the inflation rate or whatever the economic growth, for sure. But as long as we don't lose people on our team or something like that. But to go to our team and say, "How are we gonna grow faster?" Well, that whole point is we can see. Also the other thing is that we can see bigger about the industry sometimes. Sometimes they see something at a small level that they bring back to us and think, "Whoa, wait a minute, that's something valuable." And yeah, so we're getting ready for our final decisions on where we're gonna go with that. But yeah, without that type of change, we're not gonna reach the type of growth that we want to get. And really our idea is 5x growth in five years.   0:52:19.9 Balaji Reddie: Okay.   0:52:20.5 Andrew Stotz: And in order to do that, we have to have a completely different level of quality, service, product, thinking. And so, yeah, it's fun... It's challenging. Anyways...   0:52:32.9 Balaji Reddie: Right.   0:52:33.2 Andrew Stotz: So how do we wrap this up? What is it you want people to take away? You've shared a lot of different stuff. What would you like them to take away from it?   0:52:42.0 Balaji Reddie: Yeah. One, I'm trying to shatter that myth that Deming did not tell us what was to be done. I think he was very clear and we need to reread and reread. And we have to take these as guidelines. You may come up with your own method, but see these as a guideline by and large to put you on the right path. And once you do that, you may develop something which works for you, and that's what he wanted. But let us not just say that he only philosophized about things. I think he was very clear in his head. He just wanted us to do things our own way because nobody understood our problems better than we ourselves. And he was just showing us how to understand things around.   0:53:32.6 Balaji Reddie: He wanted us to know, to understand what we do not know. Through these principles, we can address some of the gaps. Perhaps we were getting a few things wrong. So point number 14, take action to accomplish the transformation. I think it begins with leadership. So point number seven comes into the picture. It begins with training and education. Point number six comes into the picture and it also brings in point number 13, which is learning and development. And education and training is different from learning and development. Training can be very company specific and you can measure the outcomes of training, but you cannot measure the outcomes of development because that takes time.   0:54:19.8 Balaji Reddie: So you need to have some things going in your favor. And for that you need to choose, and he told us how to do that. And yes, he wanted top management to be a part of this because he said those in authority need to do this. But that one sentence that middle management can commence, it can commence there, is a telling statement. So he knew it was possible.   0:54:45.0 Andrew Stotz: That's great. And I like that. Commence. That there's... It's not necessarily gonna be completed by middle management, but middle management can start right now, right where you are. So that's a great way, that's a great way to end with the start. So, Balaji, I want to thank you on behalf of everyone at the Deming Institute. And it's an interesting discussion and I'm enjoying it very much. And for listeners out there, remember to go to deming.org and also there, jump on DemingNEXT to continue your journey. This is your host, Andrew Stotz, and I'll leave you with one of my favorite quotes from Dr. Deming, and that is: "People are entitled to joy in work."   0:55:32.1 Balaji Reddie: Oh, yeah. Andrew, I think saying thank you on behalf of the institute, I am also a part of the institute.   0:55:38.5 Andrew Stotz: Of course. Of course. You are. I appreciate it. Okay.

Daily Snippet vom 15.06.2026 SpaceX bricht mit dem größten IPO der Geschichte alle Rekorde und katapultiert Elon Musk offiziell zum ersten Billionär der Welt! Die Aktie schloss am ersten Tag mit satten 19 % im Plus bei einer Bewertung von über 2 Billionen Dollar, obwohl das Unternehmen seit 2002 einen kumulierten Verlust von 41 Milliarden Dollar mitschleppt. Warum ich auf 25x Buchgewinnen sitze, aber ab Ende Juni meine Anteile konsequent abverkaufen werde, zeige ich dir im Video! Wie wir im Inner Circle zudem die Verwechslung des Tickers mit der Trading-Idee SBCE hochprofitabel ausgenutzt haben, liest du im Daily Update Blog!

Daily Snippet vom 15.06.2026 SpaceX ist mit der größten IPO der Geschichte gestartet. 75 Milliarden Dollar wurden eingesammelt, die Aktie schloss am ersten Handelstag mit plus 19 Prozent und die Bewertung liegt über 2 Billionen Dollar. Das sieht auf den ersten Blick perfekt aus. Warum ich trotzdem nicht blind hinterherrenne, liest du im heutigen Blog:

On In The Market with Janet Parshall this week, Ryan Bomberger was back to share the story of how God spared his life from abortion and transformed him into an advocate for the unborn. What holds God’s people back from the true freedom He promises? Pastor and teacher Allen Parr explained what soul chains are and how they bind up our lives and what it takes to live in the true freedom that Christ has secured for his own. The amazing thing about God is that He can meet us at any time and in any circumstance including when we are facing a long and uncertain medical challenge. Adrea Herzer shared her personal journey through illness and the transformative truths about the faithfulness of God she learned. Progressive Christian thinking continues to infiltrate the church deceiving many with its own self-fashioned “Jesus”. Jason Jimenez cut through the deception to explain why we the 4 gospels should be our only source for understanding the life and ministry of Christ. All you have to do is look at the news to see that believers are called, like never before, to discern truth from deception today. Janet and Craig are back to continue teaching us how to do just that as we close out another spiritually rich week of In The Market with Janet Parshall.Become a Parshall Partner: http://moodyradio.org/donateto/inthemarket/partnersSee omnystudio.com/listener for privacy information.

They came back. Stronger, faster, and with an urgency I have never felt from them before. The first transmission opened the channel. This one ran for forty-six minutes through automatic writing, in the shower, in the car, at three in the morning with sentences arriving faster than I could think.   The Operators want you to know that something is happening on the planet right now that has no precedent in the entire history of the simulation. They give a precise three-step method for shifting timelines that I have never encountered in any teaching. They reveal the actual mathematics of group intention. They explain what happens when you leave the simulation.  

How do you define yourself? How do you see yourself? We all live in boxes. Inside your box is the stuff and circumstances of your life. All you know and believe, all your experiences, your community and neighborhood, city, town, and country, your church, titles and education, the relationships of your life, and you are all inside that box. From the outside, most boxes look alike, but when you see what is inside, no two boxes are the same. They are all quite similar and yet very different. They are all boxes, but they all hold different stuff. Your box is your world. But it is not the whole world. How you see yourself is monumentally important, but almost always, you see yourself within your box, and that is a mistake. Occasionally, someone stands up and looks outside his box. He looks up and beyond his box. He sees more; he catches a glimpse of another Way, the only Way to fulfill his divine potential, the only true standard, the One Thing. “What manner of men (and women) ought ye to be?” Christ is the model. That is the paradigm. Think outside the box. Otherwise, you will rise no higher than the best of your box, which is far less than your true potential.

Stand back because fabulous powers are about to be granted to us as we hold aloft our magic sword between our glorious legs! Skeletor4Prez and Shahir are about to discover the secrets of Castle Greyskull and Travis Knight's rap history as we discuss "Masters of the Universe" If you're enjoying the show, consider buying us a coffee, sending us an email or hitting us up on Letterboxd, Twitter(X), BlueSky or Instagram!You can catch our episodes early and ad free over on Nebula! Sign up with the link below. It really helps out the pod so we thank you in advance!https://go.nebula.tv/theonlypodcastaboutmoviesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

A brief note. These episodes are prerecorded during a five-week period away. I am not tracking current events in real time. Hold what I offer here alongside what you are actually living.--The Wound Beneath Many WoundsThis is a week of significant arrivals. Venus in Leo moves through a rapid sequence of major contacts. Chiron crosses into Taurus, beginning nearly eight years of healing work in the realm of body, earth, and resource. And the week closes with the Sun entering Cancer at the Summer Solstice.Key Cycles This Week:Monday. June 15: Venus in Leo sextiles Uranus in Gemini. A liberating opening. Venus in Leo leans toward authentic self-expression. Uranus electrifies that impulse, breaking open stale patterns and quickening the creative field. Notice the difference between radiance that comes from genuine self-expression and the performance of radiance designed to manage how others see you. Uranus helps clarify which is which.Tuesday, June 16: Venus in Leo trines Neptune in Aries. Vision follows liberation. The heart and the imaginal field move in alignment. Creativity, inspiration, the sense that something more luminous is possible. In a collective field saturated with ugliness and cruelty, the capacity to remain open to beauty is not escapism. It is resistance. Let the imagination open today while holding what arises with gentle discernment.Wednesday, June 17: Venus in Leo opposes Pluto in Aquarius. The week deepens. Venus opposite Pluto surfaces power dynamics in relationship, places where love has become entangled with control or desire shadowed by fear of loss. Collectively this opposition names what has long been visible: the way systems of power have sought to control the feminine, the relational, the creative. Where in your own life has love or creative expression become entangled with power in ways worth examining? What is being asked to transform?Friday, June 19: Chiron enters Taurus, remaining until September 13 before briefly retrograding back into Aries, then returning to Taurus until May 2034. This is the threshold of the week. Perhaps of the year.Chiron in Aries since 2018 has been working the wounds of identity, the right to exist and assert a self in the face of systems that deny that right to so many. It has also been working the wound of radical disconnection from the web of life. The mythology of the rugged individual who needs no one and owes nothing. The belief that life is fundamentally competitive rather than reciprocal. The armoring against interdependence that produces its own profound poverty and loneliness.That wound does not end as Chiron moves into Taurus. It deepens into new territory.Chiron in Taurus turns the healing work toward the body, the earth, and the deep unmetabolized wounds in our relationship to the living world. The wound of an economy built on extraction, of profound inequality where abundance exists alongside deprivation by design, of a civilization that severed its understanding that the earth is not a resource to be used but a living web of which we are part.Nearly eight years. A generational healing arc is beginning. Honor the threshold.Sunday, June 21: Sun enters Cancer. Summer Solstice and Sun sextiles Chiron in early Taurus. The longest day in the northern hemisphere. A sacred pause in earth-based traditions, a moment to feel the fullness of what has been growing and to honor the turn. The Sun sextiling Chiron freshly arrived in Taurus is a gentle blessing on this new healing arc, the light of the Solstice illuminating what Chiron has come to work with. Spend time in the natural world if you can. Let the body be held by something older and larger than the current crisis.Larger FrameChiron in Taurus initiates an era of healing in the domains that matter most for the continuation of life on this planet. The body. The earth. The radical inequality of who has access to sustenance. The severed relationship between human civilization and the living web it depends on.This is the wound beneath many wounds. The one that colonial dominator culture has both created and depended on to sustain itself. Chiron in Taurus will not let it remain invisible.The Summer Solstice opening this era is fitting. The longest light, blessing the beginning of a long healing.Reflection QuestionsWhere in my relationship to body, earth, money, or resource do I sense a wound that has not yet been fully named or witnessed?As Chiron begins its long transit through Taurus, what does genuine healing look like in the domains of physical life, sustenance, and belonging to the earth?On this Solstice threshold, what have I been growing in this half of the year that deserves to be honored in the fullness of this light?Stand at the Solstice threshold before moving on. Feel the earth beneath you. Let the body remember that it belongs to something ancient and reciprocal.We are not only living through breakdown. We are living through the beginning of a healing larger than any of us can fully see from inside it.Podcast poem: Cornwall Swamp by Julie Cadwallader StaubIf this transmission has been useful, share it with someone who might need orientation in these times.Support the showGo to Sheila's website for information for transformational resources: https://www.ontheedgesofchange.comThis episode was co-created with generative AI, engaged as a soul-aligned ally in service of transformation. At the edge where technology meets myth, I choose insight over noise, and alchemy over automation. Thank you for dreaming the future with me.

Jun 14th | Freedom | Galatians 6:6-18In this episode, Pastor Peyton Coker walks through Galatians 4:21–5:6 and asks a powerful question: What does it actually mean to live free?Using the striking image of a hotel room versus a jail cell, Pastor Peyton explores the fundamental difference between freedom and slavery—not the appearance of the room, but where the lock is and who holds the keys. Many people are living trapped behind invisible prison doors of perfectionism, greed, self-righteousness, addiction, shame, people-pleasing, and performance-based Christianity without even realizing it.As Paul closes his argument to the Galatians, the message shifts from doctrine to deeply practical application. Pastor Peyton unpacks three key truths for anyone longing to experience real freedom in Christ:• Cast off your slave mentality• Stand firm in Christ• Check your motivation for obedienceThis episode confronts the crushing weight of trying to earn God's approval through religious performance and reminds believers that Jesus didn't save us merely to behave better—He saved us to enjoy life with Him, walk in freedom, and delight in His presence.If you've ever felt exhausted trying to be “good enough,” trapped in cycles of guilt and perfectionism, or burdened by striving instead of grace, this conversation will point you back to the Gospel: salvation is by faith in Christ alone, and true obedience flows from Spirit-filled love, not fear or shame.Freedom is possible. The prison door is open. The question is: will you walk out?Do you know JESUS? ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.nbgilmer.org/do-you-know-jesus⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Need PRAYER? ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.nbgilmer.org/pray⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Support through GIVING: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.nbbctx.org/giving⁠ 

Superchats at any time here: https://streamlabs.com/jaydyer/tip Join this channel to get access to perks: https://www.youtube.com/channel/UCnt7Iy8GlmdPwy_Tzyx93bA/join Get started with Bitcoin here: https://www.swanbitcoin.com/jaydyer/ Philosophy Course is here: https://marketplace.autonomyagora.com/philosophy101 Set up recurring Choq subscription with the discount code JAY60LIFE for 60% off now https://choq.com Subscribe to my site here: https://jaysanalysis.com/membership-account/membership-levels/ Music by Dr Evo the Producer, Jay Dyer and Amid the Ruins 1453 https://www.youtube.com/@amidtheruinsOVERHAUL Join this channel to get access to perks: https://www.youtube.com/channel/UCnt7Iy8GlmdPwy_Tzyx93bA/joinBecome a supporter of this podcast: https://www.spreaker.com/podcast/jay-sanalysis--1423846/support.

Today we are back to normal live streams with current news topics of my "retirement," alien "disclosure" psyop, . We will take superchats on any topics and the new nostalgia and theology topics, and maybe Burton Hersh *part 3* perhaps! Superchats at any time here: https://streamlabs.com/jaydyer/tip Join this channel to get access to perks: https://www.youtube.com/channel/UCnt7Iy8GlmdPwy_Tzyx93bA/join Get started with Bitcoin here: https://www.swanbitcoin.com/jaydyer/ Philosophy Course is here: https://marketplace.autonomyagora.com/philosophy101 Set up recurring Choq subscription with the discount code JAY60LIFE for 60% off now https://choq.com Subscribe to my site here: https://jaysanalysis.com/membership-account/membership-levels/ Music by Dr Evo the Producer, Jay Dyer and Amid the Ruins 1453 https://www.youtube.com/@amidtheruinsOVERHAUL Join this channel to get access to perks: https://www.youtube.com/channel/UCnt7Iy8GlmdPwy_Tzyx93bA/joinBecome a supporter of this podcast: https://www.spreaker.com/podcast/jay-sanalysis--1423846/support.