Podcasts about sturmer

Reflections on the situation in Gaza and readings from Carlo Rovelli's book, White Holes.A Dharma talk by Richard von Sturmer.

Main text used: 'Encouraging Words' by Robert Aitken"Dharma talk by Richard von Sturmer.

A travel guide like no other, combining poetry, photos and history, Walking with Rocks - Dreaming with Rivers - My Year in the Waikato is the result of Richard von Sturmer's year as writer in residence at the University of Waikato in 2020.

Former Writer in residence at Waikato University, Richard von Sturmer, is returning to Kirikiriroa for Hamilton Book Month He speaks with Cate Prestidge ahead of the launch of his book Walking with Rocks, Dreaming with Rivers: My Year in the Waikato.

This episode features a conversation with climate communications expert and business activist, Lucy von Sturmer. It was recorded in February 2023.Lucy is the initiator and chair of Creatives for Climate, a global non-profit turning professionals into change agents through training courses, collaborative projects, and a fast-growing community committing their creativity to driving positive impact. She is also CEO of The Humblebrag, an award-winning climate communications agency working to support business leaders and brands in taking a stand on social, cultural, and environmental issues. Recognized by The University of Auckland as a “40 Under 40” change-maker and featured in Forbes as a creative leader to watch, Lucy has over a decade of experience building movements and leading global brands to have a positive impact at scale.Amongst other things, Lucy and I talked about theories of change, divesting talent from polluting industries, and how inevitable personal limitations make radical collaboration a weapon of choice.Additional links: Join Creatives for ClimateCheck out the Creatives for Climate Greenwash Watch trainingWhat's a theory of change anyway? Badvertising - Stop adverts fuelling the climate emergencyClean Creatives - Cutting ties with the fossil fuel industry

This year, Cannes was dominated by discussions about AI, inclusion, sustainability, and making the business case for creativity in a recession. But how can marketers make sure these conversations have life beyond Croisette and make a real-world impact in their organizations?For a special episode reflecting on the week, the trending topics, and the winning work. Europe brand editor Rebecca Stewart is joined by guest co-host Jameson Fleming, Adweek's managing editor for brands and agencies.The pair have a chat with Tesa Aragones president, North America at AKQA, and Lucy von Sturmer founder at marketing consultancy The Humble Brag and initiator and chairwoman at the non-profit Creatives for Climate, a global community of creatives committed to using their skills for climate action.The pair discuss the intersectionality of DEI and sustainability, and the perspective they hope future marketers will bring to ad land. Hosted on Acast. See acast.com/privacy for more information.

On August 19th of last year in Episode 50 of Unstoppable Mindset we all got to hear an Interview with a brand expert, Ben Baker who was introduced to me by a colleague. The circle now continues as this time I get to talk to Catherine Altman Morgan who was suggested as a podcast by, you guessed it, Ben Baker. Catherine is an author; coach and we all get to hear what else. She grew up in New York City. She lived two years in North Carolina and then moved back North to New Jersey. She attended Vassar College and graduated with a B.A. degree in Psychology.   As a young person just out of college she took the suggestion of her father in Chicago and moved there to work at the Chicago Stock Exchange which she did for five years. She then moved back to New York because she realized that as a phone clerk at the stock exchange, and since she wasn't great at math, she wasn't going to make much money. Her next job was as a market analyst at a Technical Analysis software company in New York. She sold and supported trading systems since she knew how to talk to and work with stock traders. She did that for a bit then moved to a company back in Chicago doing the same kind of work. Through work with several firms she continued to do similar work as well as risk and flow analysis.   In 2010 she quit working for other companies and formed her own coaching firm, Point A to Point B Transitions Inc.  During our interview Catherine provides many insights about job searches, how to seek a job in today's technological world and how to interact with prospective employers. Lots of good information to hear whether or not you are looking for a job. Catherine shows us that we can choose to be unstoppable and move forward. Her advice is sound, but even more important, she is not just talk. Her coaching firm has helped many, job seekers or not. I hope you will check it out. Finally, just wait until you hear the news about her newly published book “This Isn't Working”. Not going to give the news away.   About the Guest:     Catherine Altman Morgan is an award-winning career transition expert who has been coaching clients and colleagues through job and life transitions for more than 20 years. Catherine is the author of the recently released book, This Isn't Working! Evolving the Way We Work to Decrease Stress, Anxiety, and Depression. She also speaks on topics related to career transition, workplace mental health, and small business/entrepreneurship.   Catherine graduated from Vassar College with a B.A. in Psychology. Before starting her consulting business in 2010, Point A to Point B Transitions Inc., she was employed by KPMG, Arthur Andersen, and Deloitte. She also has been a contractor for Protiviti, Navigant Consulting, and RGP.   With a background in job search, career transition tactics, and business strategy development, Catherine works with clients who have been laid off, believe their situation is unsustainable, or find that whatever they've been doing isn't working for them anymore.   Catherine's clients have frequently experienced a perfect storm of challenges in their life, including a layoff, health diagnosis, death in the family, divorce, extended time in transition, or financial collapse - often several at the same time. Catherine and her team work with the whole person to get them relaunched.   Links for Catherine:   Facebook business https://www.facebook.com/PointA.PointB Facebook personal https://www.facebook.com/tapcat LinkedIn https://www.linkedin.com/in/pointatopointb/ Twitter https://twitter.com/PointA_PointB Website https://www.pointatopointbtransitions.com/     About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/       Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.   Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.     Transcription Notes Michael Hingson  00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i  capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson  01:16 Well, hello, once again, I'm really glad you're here to attend and listen to another episode of unstoppable mindset. Today, we get to interview Catherine Morgan and I met Catherine through another guest that we had on the podcast some time ago, Ben Baker. And Ben said you ought to talk to Catherine and we chatted and it just seemed like it made good sense to bring Catherine on and she's got some new news to share with us in the course of the day. But Catherine is an author. She's a speaker, she does a lot of different kinds of things in terms of coaching and teaching. And we'll get to all that. So Catherine, really, I really appreciate you being here and welcome to unstoppable mindset.   Catherine Morgan  02:06 Thank you so much for having me, Michael.   Michael Hingson  02:10 It's a pleasure to have you here. Well, let's start. Like I always like to. I got it from an Alice in Wonderland TV show once at the beginning. So tell us about you growing up and a little bit just about your life and, and all that and how you got to where you are, or at least got to somewhere?   Catherine Morgan  02:29 Sure. Well, I started my early childhood in New York City. Very, very happy city girl. I was there till I was about 10. And then we had a little detour to Blowing Rock North Carolina, which couldn't have been further from New York City for this girl, who was a little shock to the system. After that, I spent Middle School in high school in the middle of New Jersey near Morris town, which was your very typical suburban existence. We walked everywhere. We rode bikes, the everybody had to come home when the ackermans rang their bell for dinner like we were free range children back then. So it was, you know, sort of the normal American upbringing in the 70s.   Michael Hingson  03:23 Okay, so how long were you in Carolina?   Catherine Morgan  03:28 We were just in Blowing Rock for a year and a half, two years. I don't remember. It's kind of a blur. It was. It was lovely. I mean, this so stunningly beautiful there. But yeah, the school system from going from a private, very, very small private school with 24 kids per grade to four classes per grade of 24 kids. Each was a little bit of an adjustment for me.   Michael Hingson  03:57 You survived though.   Catherine Morgan  03:59 Yeah, I came out and I did. I was a good student. I did well in middle school in high school and I went to Vassar College, which when I was looking at colleges, I applied to a bunch of them but faster was the only school I wanted to go to and conveniently they agreed that they wanted to have me   Michael Hingson  04:19 well that worked out well. So but when you left Blowing Rock Where did you guys go   Catherine Morgan  04:26 to Mendham New Jersey outside of Morris town in the middle of the state.   Michael Hingson  04:31 Right. So what took you to North Carolina in the first place that job for your one of your parents or what?   Catherine Morgan  04:38 Yeah, my my mother remarried and my stepfather was running a factory in just over the Tennessee border making one who's in what was he making, making men's pants   Michael Hingson  04:54 and then why New Jersey?   Catherine Morgan  04:58 Once again, we we follow To my stepfather's jobs he got a job in New York. And that was a very commutable city because of where how the trains worked. So a lot of people commuted into the city for their work,   Michael Hingson  05:14 I must say, from a transportation standpoint, and having lived in New Jersey for six years, taking the trains into the city, most every day, I very much got used to the trains and love the New Jersey Transit and train systems of New York City. My biggest challenges were getting, oftentimes, from the Westfield train station to home, we used what's called paratransit under the ADEA. And it was run by New Jersey Transit, but in separate sort of organization, and they were a times they were a little bit of a challenge. But mostly it worked out pretty well. And I was able to get to and from the train station without too much grief or difficulty. But getting on the trains and going into the city was always a wonderful thing, because you could go without needing to worry about driving or any of those kinds of things. And I know people who took Amtrak, even from Bucks County in Pennsylvania, and they would just be on the train for a couple of hours. And they form groups and they worked on the trains or they just had conversation groups and did other things on the train going to and from the city. So trains are wonderful things.   Catherine Morgan  06:30 I agree. I find them very relaxing my system sort of down levels and gets very relaxed on trains.   Michael Hingson  06:39 So what did you get your degree in from Vassar?   Catherine Morgan  06:43 Psychology?   Michael Hingson  06:44 Right? Okay. Did you go beyond a bachelor's degree?   Catherine Morgan  06:49 No, I didn't, I had always intended to go back and get a masters or something, you know, in my 40s. And that just isn't how my life ended up. So I do something that's sort of related. And certainly my interest is very sight, the psychological side of business, but I did not pursue further education.   Michael Hingson  07:16 So what did you do once you left faster?   Catherine Morgan  07:21 Well, like most people just out of college, if you're not going directly into law school, or med school or something, you have no idea what you're doing. And my father was out here in Chicago, and he was working on the Options Exchange. And he said, Well, why don't you come out here and try that since you don't know what else you want to do. And it was 1984 before the crash of 1987. And those three years, everybody was getting rich, and it was fast moving and fun and young, and just with open outcry was really a great place to work and in your 20s Let's just put it that way. And I had way too much fun that I'm not willing to share about.   Michael Hingson  08:11 And besides that, you went to a place that had great hotdogs and great pizza. Oh, yeah, gotta have your priorities, right?   Catherine Morgan  08:20 Absolutely.   Michael Hingson  08:22 I always love when I go to Chicago going to UNO's among other places and getting their deep dish pizza, my relatives who live there, always insist that we should go to UNO's and I have to agree it's pretty good. It's pretty good. So what did you do in Chicago then?   Catherine Morgan  08:40 So I was a phone clerk on the Options Exchange, which meant I was down there with 1000s of people screaming in the pits, executing orders I was on the side actually taking the orders and making sure that the runners got the orders out to the brokers in the crowd. It was it was it was crazy times back then I can't really describe the noise level and the close proximity because I had about a foot and a half of personal space where I was I had a foot and a half of desk standing right next to somebody else who had the other foot and a half and I had my order pad and my phone and that's it there was me a foot and a half of space ordered pad phone on the phone all day long taking orders recording orders it was it's kind of hard to explain. But it was it was fast paced and and like I said in your 20s Young and fun.   Michael Hingson  09:41 Yeah, it's it's probably fair to say you haven't lived until you've observed a stock trading for close up there. They are crazy places.   Catherine Morgan  09:54 Yes. Back in the day with open outcry the noise level we is just something you can't have Yeah, I guess if your staff, you've been to an arena show and somebody makes a shot and the crowd goes nuts, that was not an unusual noise level on the floor.   Michael Hingson  10:09 Yeah, constantly as opposed to just when somebody makes a shot. And there's just so much going on and so much activity and as you said, you're taking orders. And then people have to run them out to the traders, to the brokers and the people actually on the floor who do the things that they do. And the constant byplay, it's, it's an amazing place to be. It's a pretty incredible and last,   Catherine Morgan  10:34 yeah, it's really fast. So that was made an indelible impression on me.   Michael Hingson  10:41 Also, you didn't dare make a mistake, because one mistake could cost people incredible sums of money. I know I was in the business of selling the products that people used, and attached to their networks to backup data. So we sold the hardware. We were actually at a while we were out at Salomon Brothers at that time, they existed still in New Jersey, and Rutherford, and one of the people was talking to us about backups and the fact that if anything happened, at the trading floor in New York, they actually had two additional backup sites in Florida, somewhat underground, so hurricanes couldn't get to them. But they said, We don't dare even be down for a second, we would lose millions of dollars a second if we weren't able to stay up all the time. So the pressure had to be even for you incredible.   Catherine Morgan  11:41 Yes, it was. And obviously, we're humans and mistakes were made. But they were rectified quickly. And you made as few of them as possible.   Michael Hingson  11:53 Yeah. And the people who could deal with it and fix whatever needed to be fixed, could stay around, and the people who made too many mistakes would be gone. Quickly. But you still have your hearing. So you survived. Did you have any way to protect your hearing? Did you have a headset or anything?   Catherine Morgan  12:12 No, we didn't really think that back then there were some people who are on headsets? I did not. And my my hearing is a little wonky. It might have been the rock concerts, though. I can't necessarily blame the trading floor.   Michael Hingson  12:30 Okay. Well, so how long did you do that?   Catherine Morgan  12:35 Almost five years. Wow,   Michael Hingson  12:36 you did it for quite a while. What caused you to switch?   Catherine Morgan  12:41 Well, oddly enough, I'm not good at math. I have a really good memory. And I'm a really good parent. So I was an excellent phone clerk. But I was never going to make that jump to the next level because I'm terrible with math. So I left that. And I went to work for a technical analysis software firm in New York, selling or supporting trading systems and traders because I understood how to talk to these people. And they, they do need somebody who understands their personality types and their language. So I did quite well with that spent the next phase of my career in market data and trading systems and that sort of thing.   Michael Hingson  13:25 So did you do that from Chicago? Or did you move back to New York?   Catherine Morgan  13:29 I moved to New York, and stayed there for four years, and then came screaming back to Chicago and I left.   Michael Hingson  13:38 All right. So which place has better pizza Chicago or New York?   Catherine Morgan  13:43 They're utterly different. I almost think they should have different names. Yeah. They're utterly different. A New York just flat white pizza, is God's gift to pizza, in my opinion. And then, you know, there's the deep dish or the stuffed or the, I don't know, there's so many different kinds of Yeah.   Michael Hingson  14:04 Yeah. And they are different and it is unfair to compare the two. I agree. So we should just have both of them around. It's okay. So you went screaming back to Chicago, and did what   Catherine Morgan  14:21 I was still in the market data. I went to work for a company selling trading systems and market data. And I was selling down on this the CBOE floor and the Chicago Stock Exchange and the Merc so I was very comfortable going down and talking to traders on trading floors or going into trading rooms, which, you know, as a woman in especially in the ad, well, that was nowhere in the 90s. You know, I was the only woman in the room almost always throughout my career, because it was a back then quite a male dominated industry. Yeah.   Michael Hingson  15:02 So, you How did that work out for you, though? Did were there challenges? So you worked out pretty well. And it worked   Catherine Morgan  15:10 out really well, because I could often get in the appointment. And I, you know, they would try and do the rough and tumble thing with me. And I was just right there with them. So I was not once you worked on a trading floor, nobody can intimidate you. So you would they would, they would come at me. And, you know, because I looked really young and I was young. But they couldn't intimidate me. What kinds of   Michael Hingson  15:37 things that they tried to do.   Catherine Morgan  15:39 Um, I don't know, you know, just the coughing of a very successful trader, there's a little proving and posturing. And, you know, I, I made a million dollars yesterday and type of swagger II things like, you know, good to be you. Like, I hope your wife is happy, did you buy a boat, like I just wasn't faced with that sort of thing?   Michael Hingson  16:07 Yeah, it's all about intimidation. And, and they do have that kind of an ego. As I've mentioned, Salomon Brothers before, of course, the traders were even at Salomon considered the Cowboys. And I don't know whether there were any women or not, but and cow girls of Wall Street. And they did a lot of things that were risky, not in an illegal or wrong sense. But for example, they were one of the first to adopt Sun Microsystems products as workstations. And people really didn't know much about Unix, or whatever. And they're going, these are faster computers. And they, they were the, the innovators. So there's something not to be said, for having that ego, but for having the courage to explore, taking risks, and trying to improve a process, which also meant what they were trying to do is to get an edge up on their competitors from other companies, but they did it for a while.   Catherine Morgan  17:08 Exactly. Sun was the workstation of choice for all the risk management systems, it was the only one that really had the computing power needed for those types of systems that touched every aspect of the organization.   Michael Hingson  17:21 Right, because they were so fast and so versatile. And doing it in Unix gave them an operating system that had a lot of flexibility that that they needed. And I remember after September 11, we were involved with getting Wall Street back up and running. Because quantum made the backup products default standard, the ATL libraries and the super digital Linear Tape products and so on. So we, we saw a lot of things that people did, including IBM and sun cannibalizing employees, workstations, just to get them over two firms on Wall Street, so that within six days, they got Wall Street back up and running completely.   Catherine Morgan  18:06 Oh my gosh, that was a hot mess. We could spend the entire episode on that. But   Michael Hingson  18:11 yeah, yeah, I remember helping Morgan Stanley and they actually found a place over in Jersey City. They said they found a floor of the size of a football field. And they made that their new trading floor and they got workstations and everything. And within 36 hours, they had a complete replica of their original trading floor up and running, because we were able to give them the product so that they could restore all of their files, which is of course, one of the wisdoms of the Security Exchange Commission, you have to keep data for seven years. So all they had to do was to go to their site off site, get their tapes, bring them in and get everything set up. And when in fact they were all ready to go when Wall Street opened on the 17th of September, and all went pretty seamlessly. That's incredible. Yeah, it was an amazing feat to see all of that get done. But it's what they needed to do. And then that's, that's part of their skill sets. So well. So you you worked at all of that for a while and you continue to market and then what did you do? So you're in the 90s and partway through the 90s.   Catherine Morgan  19:25 Then I flipped so I spent about 15 years and in financial services doing what we just talked about. And then I went to work for the professional services firms. The consulting firms servicing the Financial Services vertical. So I worked for KPMG Arthur Andersen, Deloitte and working primarily with financial services but some other industries.   Michael Hingson  19:50 So when you say working with financial services, what does that mean?   Catherine Morgan  19:54 So I would go into one of the major exchanges and help with an opera ational risk assessment I would go to, you know, a large bank and look at the order flow process I would go to we did a bunch of random projects, our group was like a little SWAT team that mostly was focused on the capital markets, because that was our, where our senior manager had connections. So he was, that's where he was selling business.   Michael Hingson  20:27 And so what you were doing was to try to improve processes and make their their systems work more efficiently and more effectively.   Catherine Morgan  20:37 Some of that, and some litigation support work. So, you know, one company was suing their insurance company, or the insurance company was suing their client for whatever, and we would go in and dig through documents, but it was related to trading and to have pricing, you know, how they price the portfolio? So they needed people with expertise in the financial markets. No, I'm not a commodities person that was always on the equity side. But the people I worked with on my team were commodities experts say   Michael Hingson  21:15 it. Again, it's the kind of thing that has to be within the infrastructure of the system to help things work. Yes, but so you did that. And then what?   Catherine Morgan  21:32 Well, and then I decided that it was time to start my own business. And I was working with a coach. And my coach said, you know, that resume interview question coaching job search to help that you do to with friends and family and colleagues, you can get paid for that. And I saw,   Michael Hingson  21:56 what, what a concept,   Catherine Morgan  21:59 it hadn't occurred to me that that was a legit way to make a living and people would actually pay me for that service.   Michael Hingson  22:06 And so when did you start that?   Catherine Morgan  22:10 So in 2010, I left Deloitte in May. And I started point A to point B transitions, Inc, which is my company. And we have been helping professionals and financial services, professional services and technology, find new opportunities, great jobs, they love and not stop gap positions.   Michael Hingson  22:37 So as our technological infrastructure and environment grows, and so on, how is that really changed the whole process of job searches, looking for jobs, applying for jobs, and so on.   Catherine Morgan  22:54 And to some extent, it's everything old is new again, because the technology has made it so easy for people to apply for basically anybody to apply for anything, I jokingly call it spray and pray. But to spray and pray is there which means that employers are receiving, you know, tremendous amounts of applications, and may or may not, depending on the size of the organization, may or may not have the people in house to wade through this. So they may outsource it, which is the long way of saying that spray and pray mostly doesn't work. So it might work. If you're looking for a similar type of job in a similar industry, that's when the online application process is efficient. But you need to reach out to organizations, you need to reach out to people you need to get recommended in, you need to set up your profile. So you look magnetic for the type of role that you want. There's a lot of additional ways that you can source opportunities or be the one that's chosen. Because you have to keep in mind that depending on the size of the organization, someone is targeting, they may or may not have the responsibility of posting it publicly. So they may if they're a small organization who could not deal with the quantity of resumes they've received by posting a job publicly, they may just reach out to their network and say, Hey, we're hiring a sales manager, hey, we're hiring a marketing director, hey, we're hiring an intern and good people, no good people, and they'll they'll fill it that way. So you have to make sure that your top of mind for people so that if opportunities are uncovered, somebody thinks of you and sends it your way.   Michael Hingson  24:56 So in a sense, the process overall really hasn't changed.   Catherine Morgan  25:03 That's where I was going with SES, the technology has helped. And but the people who are going who are looking to make bigger changes, who are not just round peg, round hole candidates need to make the extra effort to reach out and find people touch people follow companies interact with companies cold, do cold outreach, those are the people who get good results.   Michael Hingson  25:31 And the advantage of technology is, it makes it easier to reach out, you don't have to put a stamp on an envelope and send it somewhere. Now you can do an email, but you also have to put the appropriate efforts into it to make sure that what you send will be seen.   Catherine Morgan  25:55 Yes, exactly. You have to make sure that you're relevant to the person that you're reaching out to. So it's not, hey, I have all this experience data. Why should they care? Yes, you're a leader. Like all of us, we're overwhelmed. We have a bunch of people reaching out for things. Why should someone care? Why are you the right candidate? Why are you interested? Why is are you a great fit for this position. So you always have to make sure you're positioning it for why the other person should care, because they're also busy, and they don't know you. So you have to, you have to make it seem like you're worth their time.   Michael Hingson  26:40 Yeah, it's, again, it's no different job interviews are sales presentations, by any standard by any definition. And so you have to learn to be the best at selling yourself. Otherwise, you're going to be left behind. And that's not a bad thing, because it's all about you looking at yourself and realizing what you can do. But it also means you have to research who you're applying to, to make sure that that you are a good fit. And again, that's not different than it used to be. It's just that now, there's so many ways to perhaps make that easier to do if you do it, right.   Catherine Morgan  27:19 Yes, I completely agree with that. But there's a bunch of people who just heard that and when act sales. So let me let me give you a door in so it sounds a little more doable and a little less scary. The way someone who comes to me and says, I don't feel comfortable talking about myself, I'm not positioning myself well. And I'll say, Well, if you don't do it, nobody's going to do it. So it's your job to present yourself as the best candidate, you're giving them the information, they need to see that you are highly qualified, and a strong candidate. If you do not present them with that information, you are doing them and subsequently you a disservice. Yeah. So if I just say you're presenting the information about your skills, why you're excited about the opportunity, why you're going to hit the ground running, why you've done something similar or you can come up to speed quickly. You need to do that so that they have the information they need to make the right decision that you are the right candidate or not.   Michael Hingson  28:39 Right. And I appreciate that. A lot of people Miko IQ sales. The problem is that the sales industry oftentimes hasn't done the right thing to teach people what sales is all about. Because real salespeople, good salespeople, and I come from a sales background. Real people do all the kinds of preparations that you're talking about. But also, the better salespeople know that, ultimately, their teachers and advisors and counselors and they look for what the customer if you will, or in this case, the person looking at job applications need and then have to make the decision about how and if they can make a presentation that will work. And it's also important and I've done it on a number of occasions and selling products, you have to look at will my product work? Will my product do what the customer needs because if it won't, I'll be doing everyone more of a disservice by trying to convince them to buy something that won't work. So again, I take a different view of sales and probably a lot of people do but it still is the real right way to do it.   Catherine Morgan  29:56 I completely agree and an unhappy cause Sturmer is burdensome to the organization and a reputation risk.   Michael Hingson  30:04 Yeah. And and people will hear about it if you do that kind of thing no matter who you are. Because even though there's a lot of technology, and there are a lot of people out there looking for applicants, ultimately, in any given industry, the network is relatively small, and people will hear about it if you don't do it, right.   Catherine Morgan  30:28 That was my experience, the Chicago trading community is very small. Miss rep, presenting our data on AI, you would have big problems.   Michael Hingson  30:40 I know as a person who happens to be blind, the other factor that we oftentimes see is though, the prejudice that exists on the part of people looking for employees or people to fill jobs, oh, you're blind, you can't possibly do that. How are you going to get to work. And today, we still see that kind of thing. But it used to be that it was probably even worse. And I know that oftentimes, I would debate do I say I'm even blind in a cover letter to go with a resume. Because if I didn't say I was blind, I might get a call back, the odds would be about the same as for anyone else. But if I did say it, I could probably be pretty much guaranteed I wouldn't even get a response. And there are so many ways to still do that today. And it still happens to a great degree, because the unemployment rate for persons who are employable with disabilities is still in the 65 to 70% range. So we tend not to really be too excited when we hear an unemployment rate of 3.5%. Because we know how hard it is for us, and how few of us actually get hired to, to do a job. And, and so the prejudices are still there. And so then, for me, what i i Come back to as a default is something I learned in a Dale Carnegie sales course, you have to turn that perceived liability into an asset, which if you do it, right also gains you a lot more attraction and a lot more likelihood of visibility with excuse me with the the potential people who are looking to to fill a position. And so for me, in a sales position, what I would say is, hey, look, I sell 24 hours a day to convince people to let me buy a house or fly on an airplane with my guide dog or even go grocery shopping. So do you want to hire somebody who just comes in for a few hours every day and sells? Or do you want to hire somebody who truly understands sales for the science and art that it is, and who sells 24 hours a day as a way of life? And that that actually got me a job interview and hired. And it because it worked? And it's true. It also separates you from virtually everyone else?   Catherine Morgan  33:11 Yeah, it gets you it makes you memorable, which in some cases is half the battle. How do you distinguish yourself as a piece of paper? Yeah, you know, I've had, I've had a similar situation with some clients who had Ms. And had summers obvious tremors and walked with a cane. So my suggestion to them was to just answer the question upfront, because what the employer really cared about is can you do your job? Is your your physical, you know, I can see the tremors? Is that going to affect your ability to do your work? And to just answer it flat out? Because that's what they're thinking? Like, it's the elephant in the room. Just talk to it?   Michael Hingson  33:58 Absolutely. And, and for me, the prejudice runs very deep, because the presumption is you're blind, you just can't do it. In fact, I went on an interview, and went by bus up to Los Angeles from where I lived at the time, and deliberately went on my own to the interview, because I didn't want someone driving me there. And the first question, even after all, that was, well, how are you going to get to work? So well, and I got that, right. So the answer is, hey, if I need to move closer, that's my responsibility. If you hire me, I need to be able to be here. And I recognize that I will make that happen. And I've proved or should have been able to prove to you today that I can do it. The problem is that the prejudice does run deep and it's a big challenge that we we all do face and even now today as a speaker. A lot of times I've got I've got a story about being in The World Trade Center on September 11, it helps but still, how do I distinguish myself from so many other speakers who are out there that are always looking for probably the same job of why should they hire me? I was very fortunate, about a month ago to read about someone who heard me speak in 2014. At an event in Nevada, the event on safety, preparedness and emergency preparedness and management. And just this January, he wrote an article specifically about that event, talking about how much he remembered and how much he valued. What he heard that day from my presentation. What, what an amazing kind of thing, how often are you going to hear from somebody who heard a speech nine years before and remembers it?   Catherine Morgan  35:54 Oh, my goodness, isn't that a speaker's dream, though, to inspire their audience and to, you know, be memorable and make a change like that? That's amazing.   Michael Hingson  36:06 Absolutely is true. And it was, it was a wonderful article. So I, I now tell people about that when we talk about the possibility of speaking, which is pretty cool.   Catherine Morgan  36:15 Course, it should be part of your packet. Yeah.   Michael Hingson  36:19 So you, you talk about the whole idea today of work and hiring, and, and so on. So the industry in some senses has changed a lot because of technology. But in some senses, the process is still ultimately the same. How do we get people to learn the process when they think that technology is just going to solve all their problems?   Catherine Morgan  36:49 Isn't that the question you should see the look of horror on my on people's faces, when I tell them, they should only be spending 20% of their time doing online applications? Because they think that they can sit behind, you know, in the relative piece of their house behind their laptop and get this job search done. And, and maybe, but it's unlikely. So when I tell them my time allocation on how you should be spending your efforts, the responses is generally Ack.   Michael Hingson  37:23 Yeah. But still, it's what they have to do.   Catherine Morgan  37:29 If they want to good results, if they want to, you know, have the equivalent of scratch off tickets, maybe they get lucky.   Michael Hingson  37:37 Right? Oh, about different age groups are you are you seeing as we have an aging population and more seniors or more people approaching seniors who want to continue to be in the workforce? How is all of this working for them, as opposed to younger people and in the next generation or later? And their more comfortable with technology? But still, how does it work between different generations?   Catherine Morgan  38:07 That is a juicy question. I joke that, you know, old dogs can learn new tricks and new technology, which sort of breaks the ice a little bit. A lot of my people I work with generally 45 to 62. So we are on the more experienced side of the spectrum. And mostly I have not found a technology barrier for them. You know, pretty much everybody says they should be better with Excel. But other than that, they're comfortable with with computers, they're there on them, they they get it. That may not be the perception of younger workers, they may need to go in and prove that or specifically talk to it, because to your point, it is a bias. But it the types of clients who are drawn to my work because of the industries I serve, don't tend to have that issue. But I recommend that people talk to it if they're really good with data analysis or if they know any types of coding or you know, whatever software CRM systems anything that they're mentioned it to just poke poke that balloon right there. Like that's not in the room anymore. I get that it ageism mostly isn't. And a lot of times it's self inflicted, which generally galvanizes a room when I say that.   Michael Hingson  39:43 Tell me more about that though, if you would, please.   Catherine Morgan  39:47 I will. Well, most of the people I work with are white collar professionals, who have a lot of jobs function expertise or industry experience. And I try to tell them that having more experience doesn't make you less valuable. So, is there ageism in the workplace? Some? If you want to get into Google or Facebook or one of the young sexy tech companies, yeah, maybe it's a problem. Other companies? No, it's not. The the real issue when you sort of pull it part is, is it an age issue or a wage issue? Meaning is your 1015 20 years of experience worth 2050 100 grand more to the employer? Now, if a more junior person could adequately perform that job function? It is not. ageism is a money question. And if you were the hiring manager, you would make the same decision. So the trick is to apply for jobs for which your experience is important. Your negotiation skills, your judgment, your years of industry expertise, you're having watched multiple market cycles there apply for the jobs where you're not competing against very junior resources, because that's usually what's going on and everybody's it's ageism, they didn't pick me. It's ageism. No, it wasn't it was a money question. And it's a junior role. Don't call it what it is.   Michael Hingson  41:38 Or you have to work to find a way to Well, one of two things justify a higher salary because of your experience, or recognize that you may not get as much money as you would like. But as you said, that's the the amount of money that the job will pay.   Catherine Morgan  42:02 Yes, and people who switch industries, for example, financial services, and technology tends to be paid better than other industries. So we have a very honest conversation, that should they want to switch industries, they are likely going to have to take a pay cut, once again, not ageism. It's just what the market value in that industry is.   Michael Hingson  42:28 But do you find that there are though age biases in anywhere in the workforce, I'm not going to hire older people, I want younger people who are more energetic, who are going to stay longer, or whatever the case happens to be?   Catherine Morgan  42:44 Sure there are, then you don't work for that company. It's, you know, how the pendulum swings from one side to the other. That was certainly the case, you know, several years ago, but we have an aging population, just the demographics of the population, the younger generations are not going to be able to fill in all the jobs, they're going to need to keep the workers in there longer. And the value that a more experienced worker can bring some times as the ability to participate in multiple job functions, is, you know, add value to this team, this team and this team and be good with it can be a very smart decision for employers. And I think that savvy employers are really starting to get that.   Michael Hingson  43:40 And savvy employees are starting to get that they need to make that point.   Catherine Morgan  43:47 Exactly. I joke because that's who I am, that you need to be applying for positions where the gray hair of experience is valuable.   Michael Hingson  43:58 Right. And that's really, ultimately it. The fact of the matter is that there's a lot of value in experience. But you have to make the case, just like with anything else, like as I talked about the issue of turning perceived liabilities into assets. And when you're dealing like with disabilities, one of the facts that can be very relevant. And again, you have to understand whatever environment you're applying for, but the one of the facts that could be very relevant is I know that the unemployment rate among employable blind people is in the 65 to 70% range. The fact of the matter is, if you are willing to give me a job, and you hire me, I'm going to be much more apt to not want to leave and jump ship like younger people often do because they just think they're getting a better opportunity. I'm going to stay somewhere that well. comes me and demonstrates that they value me for who I am, even though I happen to be someone who is blind, and there are actually a number of studies and a lot of statistics that show that to be true.   Catherine Morgan  45:13 Well, turnover is extremely expensive for companies. So making that point that I will be your dedicated, committed employee, if you are committed and dedicated to me, I think that's a great point to make.   Michael Hingson  45:28 It is, again, one of those things where it takes savviness on both sides. And some employers, as you say, do get it. And I think more and more people will perceive that over time. But I think also, for example, employees with disabilities need to be the ones to make that point. And to create that conversation.   Catherine Morgan  45:53 Yes, you need to have your talking points, practiced. Because, yeah, we were not used to having those conversations. Like I honestly think, Michael, that you are the first blind person that I've that I know, I know, people who have, you know, lost major portions of their eyesight. And I'm actually working with a client who's sort of navigating through that now. But I don't know anybody who was born, born blind.   Michael Hingson  46:23 So for you, well, well, in the the issue is that even if you have some eyesight, if you're low vision, then I use that as opposed to what most people use visually impaired, because I don't regard myself as impaired and I don't want to be equated to eyesight. And visually, I'm not different, because I just happened to be blind. So low vision or blind, it's like deaf or hard of hearing, as opposed to deaf and hearing impaired, Hard of Hearing is a much more appropriate term that's become accepted. And we haven't done that yet, with eyesight, but low vision, people will oftentimes find if they look at it, that if they learn some of the techniques that totally blind people use, and if they accept their low vision, nature, and use that as an advantage, they can be very valuable employees wherever they go.   Catherine Morgan  47:18 I totally agree. And I'm working with a woman in this situation right now. And she's fully functional, nobody would know anything different, as long as she's home with her setup. You know, the right kind of monitors the right kind of kind of things, her anxiety is if she has to go back into an office environment, she's not going to have the equipment that she needs to succeed. And that's, you know, a valid question. But remote working is happening available more and more. And companies, you know, may be willing to make, you know, accommodations, more and more, I keep trying to tell her that it's possibly less of an issue than she thinks, but we'll work on our talking points, and we'll make sure that she's comfortable and presenting herself and I just don't think it's gonna end up being a problem for her.   Michael Hingson  48:08 Well, it doesn't need to be if even if she wants to go or if she's willing to go back into an office environment and needs certain kinds of equipment. The reality is, there are a lot of ways to get that in one state rehabilitation agencies are tasked with making people employable, and can help purchase equipment to, and I think philosophically even more important, whether it always can be used is why should the cost of business be any different conceptually for bringing a person with low vision into the employment environment? Why should that cost of business be any less or any different than what you do for sighted people by giving them computer monitors, computers, coffee machines, electric lights, so they can see how to walk around? The fact of the matter is that you know, in reality, so a person needs a magnifier or closed circuit, television type device.   Catherine Morgan  49:10 It's too new for her. It's still very raw. But should she'll be fine?   Michael Hingson  49:15 Yeah, but all of that is true, but there are places and ways to get the funding. The fact is that under the Americans with Disabilities Act, it is appropriate to explore with companies providing alternatives to what most workers use, and it should be part of the cost of doing business. We never view it that way, though. But that's a growth area for employers to work on to.   Catherine Morgan  49:42 I'm hoping that that's changing. I'm hoping that we're going to augment what is quote unquote normal and you know, with neuro diversity and people with disabilities, you know, I It's my hope.   Michael Hingson  50:01 Yeah, it's, it is a process. And it's new for her because she's not used to operating in a different environment or with different tools and with a different mindset. But that is still now part of her life. And here's the other part. And I don't know anything about what causes her eye condition. But she may lose the rest of that eyesight. And then she's going to have to learn all over again, which is another reason that I talk about the fact that this is the time, people should learn the techniques of what blind people use, because the odds are, if she started to lose eyesight, she's gonna lose the rest of it. And then you go through another psychological crisis again, unless you deal with it sooner rather than later.   Catherine Morgan  50:46 Maybe it maybe at some point, I can ask you to give some of your hard won knowledge to her. She's a very nice woman.   Michael Hingson  50:53 Sure, we can we can talk about that without doing it on the podcast. So nobody else needs to hear. But we could, we could certainly do that. But the reality is that, that eyesight or lack of eyesight isn't the problem. On either side, its attitude. It's philosophy, it's our perceptions, and misconceptions that create most of the problems. I agree, which is always a different issue. So you know, we talk about working and so on. And this reminds me of a situation just recently, I did another podcast interview with someone. And we were talking about work. And specifically, we were talking about work in the United States, as opposed to work in other countries, where in other countries, this person said, it would appear that people aren't so focused on just working, that they, they appreciate relaxation, they appreciate time away from work. And in the United States, it's all about just working and earning money. And that has to be an extremely stressful thing.   Catherine Morgan  52:10 It is an extremely stressful thing. And perhaps you're referring to Europe, when you're talking about well, among   Michael Hingson  52:17 other places. Yeah, it was she happened to be referring to Europe, she actually originally lived in the Soviet Union. And another observation she make made is that when the Soviet Union fell, people were presented with a crisis that now they had to make choices for themselves, whereas within the Soviet Union, they didn't have the opportunity to choose anything for themselves, which created another crisis. But she was observing with Europe and other been a number of other places, but primarily, I think she was referring to Europe.   Catherine Morgan  52:48 Yeah, well, this American hard work ethic, I think, has come back to bite us. Hard work is good. I am pro hard work I. But the badge of busyness or overworking added as a status symbol is a big problem right now, in the United States, as witnessed the rise of just stress, anxiety, depression, autoimmune disease is just, it's not working for us anymore. We need to respect the fact that we are humans, and we need to recharge. We're not just people who work we have a personal lives and family and hobbies and other things that we should do. I just this, we have a big problem here and we need to reorient how we think about the place work has in our lives. One survey I saw said 65% of people felt that the pandemic meaning 2020 and 2021 made them stop and rethink the place that work has in their lives. And going forward. A lot of people are recreating something different. They're willing to work, they want to work, but they also want to see their kids. They also want to spend time with their partner. They also want to be able to cook dinner and workout.   Michael Hingson  54:24 So you think we'll see that pendulum kind of switch a little bit?   Catherine Morgan  54:29 I think we have I think that's a big part of what caused the Great resignation and the great reshuffling in 2022.   Michael Hingson  54:35 How about employers? Are they recognizing the value of doing that? I mean, like as I understand it, in France, for example, in August, people basically are supposed to take the month off and in other countries over there, do these these kinds of things. Are we going to get to the point where we'll more value the idea of as employers having people be able to take more time off, or I think this is something that we're starting to see a little bit, being able to work more remotely, which gives us some of that opportunity.   Catherine Morgan  55:13 Yes, smart remote working as opposed to never fully disconnecting, we need to make a distinction between the two of those, because I'm, I'm all about remote work. But what that can mean is that you feel like you're on 24/7. So if you're replying to emails at 2am, this remote word thing isn't working in your favor. But your point was around taking time off. And I think employers who want people to stay and to not have to replace and retrain workers will need to adopt that to keep their highest performers, because the highest performers can go anywhere. And they're going to stay at organizations that support, you know, a more robust work life balance.   Michael Hingson  56:08 Do you think in our environment, there is room for both sides, employers and employees to recognize that, although one needs to earn a living money, isn't everything and there are other qualities such as working remotely or having more time off? Or having ways for people to relax? Do you think that that there is room for us to recognize that that kind of thing is relevant to and it isn't all just about money?   Catherine Morgan  56:43 Well, how about if I was able to try, unplugging, rejuvenating, resting, recreating to money, meaning if we don't have time and white space, to clear our brain? Great ideas don't come creative innovation doesn't come. Now, what makes companies money these days is innovative ideas. Well, if people are just on the hamster, wheel, Hamster, Hamster, Hamster, treadmill, treadmill, treadmill, they are not getting their best ideas. They're not thinking about different ways to change processes to leverage technology to scale to come up with the next iPhone or whatever. So I think if we can somehow slip the idea into C, C, the C suite, that if you let your employees rest in play, they're going to be more productive and come up with more innovative and creative ideas. Maybe we make it work.   Michael Hingson  57:52 Do you think we're seeing some of that or that we will see some or more of that.   Catherine Morgan  57:58 We're seeing it and lip service for sure. You're starting to see website copy that talks about wanting employees to have work life balance. I have a former client who's working at an at an ad agency, which is that's an industry that's notorious for beating up their people. And she says that her agency is insists that employees keep to a 40 Max 45 hour week. And if they report too much time, they ask the employee what kind of help they need to get the workload back to something manageable that can be completed in a reasonable work, then she almost fell off her chair.   Michael Hingson  58:42 Wow. That's that is pretty unusual. But refreshing, isn't it?   Catherine Morgan  58:47 Oh, that made that lighter future forward. Wouldn't that be great,   Michael Hingson  58:52 wouldn't it though? How about retirement? We've got a lot of places a mandatory retirement age at 65. And I don't know whether it's as mandatory as it used to be but should should everybody, everyone retire? Or how about that to go?   Catherine Morgan  59:14 Well, I think like everything one size doesn't fit all. So the people who are excited about their retirement and are planning to do whatever they're planning to do should go do that. But retirement for a lot of people is not a great idea. Example, somebody whose identity is very much tied to their work and their position or their title or their you know, if you're a doctor, if you're a lawyer, you're known as Dr. So and so you're known as so and so the lawyer. If you no longer have that in your life, you can feel untethered and lose your identity and Don't be bored out of your mind, or sink into clinical depression fairly quickly. So if you love your work, and you are energized by it, and it's a big chunk of your identity, a traditional retirement can, can be adverse for you like, I don't recommend it. But you know, there may be a balance to be struck once again, maybe you don't want to be working full time. My cousin was a doctor, a pediatrician, her whole career. And now she's working two, two and a half days a week. And that's the nice balance that she wanted to strike. But she's got to be in her mid 60s. So you know, that's what she wanted to do. My grandmother sold real estate until she was 87. She said it kept her young and out of doctors offices, all her friends were rich and didn't have to work. And she said, they spent all their time going to doctors. So there's something to be said, you know, if you're that type of person, and you like what you're doing, you might want to keep doing it.   Michael Hingson  1:01:05 Of course, there is the other side of it, which is maybe some people should retire for one reason or another.   Catherine Morgan  1:01:11 Absolutely. Like I am not. I don't think there's one prescription that's going to work for everybody. I have a couple friends who are like I'm never retiring and another couple of friends who are really looking forward to it. And they have, you know, specific plans for travel or grandchildren or mentoring or teaching or, you know, whatever. It's great, but I don't I don't think we can prescribe. Okay, you're 65 your value in the marketplace just ran out? No, you're likely it didn't. Now someone who has a physical job if they're lifting heavy cabinets and stuff, yeah, you might have to adjust and maybe be the project manager or the foreman or something. Those aren't generally people I work with. But you know, if there's physical constraints, that's a little different conversation, but as a sprain renters, I have had a lot of people who stayed at their company for 20 years, were eligible for their pension rolled out and call me six weeks later saying, Oh, my God, I'm so bored helped me get a job.   Michael Hingson  1:02:17 I have a nephew who worked for Kaiser Permanente for oh my gosh, oh, well, more than 30 years and retired in 2021, or 2020. stayed away for most of the year and decided that he was bored and went back to work. We didn't think it would last and it didn't he really he just retired again at the end of 2022. But he his situation is that he had to drive like 4550 miles to work every day, up over Cajon Pass and come down and the driving is horrible. And now especially after a pandemic, it's even worse, because he'll take two hours sometimes to get to work each day. So he's decided that now it's pretty good. And he went back to work because they asked him to come back. And they'd like him to come back again. And he said Not unless I can do it here. Yeah, well, not only remote, but there is a facility. There isn't a Kaiser hospital and he was administrator of portable hospital. But he could do most all of his work from the the Kaiser clinic here in Victorville. Or he could do it remotely. You're right.   Catherine Morgan  1:03:32 Okay, so that's just, let's be smart about this. Would you rather have somebody who's really good at their job that you trust? Who can you know, do it? I don't know, companies are going to have to get a little smarter about who really needs to be in the office who wants to be in the office, because some people are natural extroverts, and they're dying to go back to work. And then there's, there's some people like me, who are super happy to be working remotely, and always have been.   Michael Hingson  1:04:03 I'm used to remote to a large degree. So it doesn't, it doesn't bother me and getting to do the podcast is great to be able to do remotely. So I'm, I'm comfy with that. Well, we have to talk about the fact that you have a book and it is now out. And tell us about that, please.   Catherine Morgan  1:04:21 Well, my book is called this isn't working, evolving the way we work to decrease stress, anxiety and depression. So the question is, how do you make a book that has the words stress, anxiety and depression and the subtitle not make people run for the door going ACC? So how do you make where's the door and how do you make it, you know, friendly, helpful, engaging, and I got very lucky because my designer did a tremendous job. And it's, it's funny, people look at the title and just burst out like Laughing. So that was that's one way in. The other way in is my signature, empathy, snark and storytelling, which is what people people say that the book is just like having a conversation with me. So if you liked this conversation, you'll probably like the jokes.   Michael Hingson  1:05:20 Nothing wrong with snark. Little snark doesn't doesn't hurt a bit? Well, you got some news about your book today.   Catherine Morgan  1:05:31 I did it. My little book was released. It's a small book with a big mission is my my goal for this book. And it is the number one new release on Amazon in the work related health category. So I'm very pleased to share that.   Michael Hingson  1:05:51 Well, congratulations. That is definitely exciting. And if people want to reach out to you, or get your book or just talk to you and learn more about what you do, and maybe seek assistance, or whatever, how do they do that? The best   Catherine Morgan  1:06:09 way to find me and interact with me is on LinkedIn. So I've actively posting there and reach out connect, follow me. And I'd love to talk about what's going on with your work situation and how we can make it better because with the great resignation, quiet quitting, the great reshuffling and the tech layoffs of 2023, clearly what we're doing is not working. And we have some ways to go to improve this,   Michael Hingson  1:06:38 you could write a book and that'll help to Hmm. Do you have a website that people can go to?   Catherine Morgan  1:06:46 Sure, it's a little long though. PointAtoPointBTransitions.com.   Michael Hingson  1:06:48 Point A to Point B, the number two or to   Catherine Morgan  1:06:56 point point A to point B   Michael Hingson  1:06:59 transitions.com.com. That's easy to remember.   Catherine Morgan  1:07:05 It is I tried it out in grocery lines and stuff before I registered for the URL. It's long, but people are like, Oh, point A to point B, people always talk about getting from point A to point B and   Michael Hingson  1:07:15 it's to transition   Catherine Morgan  1:07:18 transitions, and they're like, Okay, so it's long to type it out because I'm dyslexic. But everybody remembers said,   Michael Hingson  1:07:26 yeah, it's easy to remember. And of course.com. We do have some clue about that. So that works out well. Yeah. Well, I want to thank you for being here and talking with us. And hopefully giving people some great ideas. If you're looking for jobs or looking to hire or just giving you something to think about. We're really grateful that you were listening to us today. I'd love to hear your thoughts about what we talked about and get your opinion. So please feel free to email me email addresses real easy. It's Michaelhi at accessibe A C C E S S I B E.com. And for those who don't know, accessibe is a company in Israel that makes products to help make websites much more inclusive for persons with disability. So Catherine, we'll have to check out your website, see how accessible it is?   Catherine Morgan  1:08:23 You're gonna tell me it needs to rework I'm guessing, but I'd love to hear about it.   Michael Hingson  1:08:28 Well, we could talk about that it's really not expensive with accessibe to do anyway. But you can also reach out to me through our podcast page, which is www dot Michael hingson.com/podcast. And hingson is spelled H i n g s o n, we would really appreciate and I know Catherine would appreciate you giving us a five star rating and talking about this and talking about her book. So I hope that you will all go out and buy it and read it and that it will inspire you. But again, Catherine, I really appreciate you being here today and hope that you will come back and tell us more as time goes on because I'm sure that the world is going to change and we need to continue to hear from you about new trends and new ideas and this whole process.   Catherine Morgan  1:09:15 Thank you so much, Michael. It's been a joy talking to you today.   Michael Hingson  1:09:24 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge

The third in a series of three dharma talks by Richard von Sturmer. In this talk The Richard takes up Dōgen's writings on nature as well as exploring the wilderness poetry of Tang Dynasty China.Texts used:Our National Parks by John MuirDogen's 'Mountains and Waters Sutra' from Moon in a Dewdrop: Writings of Zen Master DogenClassic Chinese Poetry translated and edited by David Hinton

"Zazen is not sensory deprivation — anything but. Birds and geckos and bullfrogs guide us. Be open to these natural teachers, wherever you may be practicing." -Aitken RoshiThis is the second of three Dharma Talks on 'Zen and Nature' given by Richard at teh Auckland Zen Centre.Texts used: Poetry and Zen: Letters and Uncollected Writings of R. H. Blyth by Norman WaddellPassing Through the Gateless Barrier by Guo GuThe Pillow Book of Sei Shonagon translated by Ivan Morris.

Espetáculo ZBURA- Campeões do Mundo da Patinação em Porto Alegre

Today's Bookmarks guest is Kiwi punk rocker, poet and author Richard von Sturmer. Best known for writing the lyrics to Blam Blam Blam's song "There is no Depression in New Zealand", Richard is making his debut at the Auckland Fringe Festival with his show Strange Ancestors, (Aug 30 - Sept 3 AT Q Theatre) which he has written with his band Floral Clocks. He talks to Jesse about what he reads, watches and listens to in his spare time.

Greg Sturmer is the Co-Founder and CEO of Elysium Therapeutics and rethinking how to overcome the challenges of opioid abuse and addiction by reformulating the drug itself. Blending an understanding of chemistry and human behavior, Elysium questions why it takes 70 years for an opioid to lose half its potency and what would discourage patients from taking more opioids than their prescribed treatment plan. Greg explains, "When you look at Elysium's mission, just to step back briefly, it's all about relieving suffering from acute pain, from opioid use disorder, and from an opioid overdose. And our objective is to save thousands of lives each year and reduce the next generation of opioid use disorder sufferers while still providing patients with highly effective, proven pain relief." "O2P, again, which stands for Oral Overdose Protection, is expected to be the first-in-class immediate-release opioid that eliminates that incentive to take more. And it protects against fatal overdose, not only orally but also via injection and inhalation. So, it's a way that Tom has done using chemistry, has created a way to limit, self-limit, the amount of opioid that actually becomes activated. So regardless of how many you swallow, we're limiting the amount of opioid that will actually be active. And that'll protect, one, from incentivizing an individual to take more and, two, preventing an overdose." #Elysium #ElysiumRX #OpioidAbuse #OpioidOverdose #Opioids elysiumrx.com Listen to the podcast here

Greg Sturmer is the Co-Founder and CEO of Elysium Therapeutics and rethinking how to overcome the challenges of opioid abuse and addiction by reformulating the drug itself. Blending an understanding of chemistry and human behavior, Elysium questions why it takes 70 years for an opioid to lose half its potency and what would discourage patients from taking more opioids than their prescribed treatment plan. Greg explains, "When you look at Elysium's mission, just to step back briefly, it's all about relieving suffering from acute pain, from opioid use disorder, and from an opioid overdose. And our objective is to save thousands of lives each year and reduce the next generation of opioid use disorder sufferers while still providing patients with highly effective, proven pain relief." "O2P, again, which stands for Oral Overdose Protection, is expected to be the first-in-class immediate-release opioid that eliminates that incentive to take more. And it protects against fatal overdose, not only orally but also via injection and inhalation. So, it's a way that Tom has done using chemistry, has created a way to limit, self-limit, the amount of opioid that actually becomes activated. So regardless of how many you swallow, we're limiting the amount of opioid that will actually be active. And that'll protect, one, from incentivizing an individual to take more and, two, preventing an overdose." #Elysium #ElysiumRX #OpioidAbuse #OpioidOverdose #Opioids elysiumrx.com Download the transcript here

Complex and yet a celebration of simplicity, poet Richard von Sturmer uses the "Tanka" poetic form to explore big themes in a very few words in his latest collection. Resonating Distances shows Richard's mastery of the Japanese form of poetry, with the short form sequences leading into related prose passages.

How Zen masters approach death and how their dying can act as their final teaching. A Dharma talk by Richard von Sturmer.

How Zen masters approach death and how their dying can act as their final teaching. A Dharma talk by Richard von Sturmer. Automated transcript https://otter.ai/u/dLq33lJrz09DGO_OCI6BP4KCCWc

As Fanzo travels, we have an episode on the importance of storytelling and how that can provide context to any project, including NFTs.   In today's episode, Kevin Sturmer from our team takes the mic and you may recognize his voice from the intro of every episode of this podcast.  Kevin also designed the NFT 365 3D season passes and play an integral role with our website art, Proof of Podcasts, and helping grow this community.  He spent nearly 20 years in market research, visualizing data and leading as a Creative Director.  He's also composed the scores for two produced musicals, and performed on a national tour.     In this episode, he goes a little deeper on the power of storytlelling.  How it can impact retention rates and help connect with your audience on an emotional level.   Kevin also touches a bit on story structures and how different strucutres can be used to engage your audience and gain their attention.  Once of the story structures mentioned was called Sparklines, created by presentation guru, Nancy Duarte.  It alternates between what is - and what could be.  Steve Jobs uses this effectively when he first rolled out the iPhone.  He presented the state of the phone industry, and then offered a vision of what a phone could be.  During his presentation he goes back and forth between the current reality and a vision for phones that seems far off and in the future.  Then he ends by saying that all of those things that seem like a dream, that seem so far off for phones, that's what he's giving them with the iPhone.  Turning that dream into a reality.   We're at a similar time with NFTs - where they seem like just JPEGs or a nice to have.  Fanzo has offered ideas in previous episodes - like business use cases - that seem far off and in the future.  In the near future those visions, those dreams of what NFTs and the blockchain could be, will become a reality.  And they'll be as life changing as the iPhone was to the phone industry, or as life changing as the internet was to all previous media.    Keep your eyes open for change as it's not a matter of if, but in NFT land wen.  As always - make it a great one! ============ Connect Guest Host with Kevin Sturmer Twitter: @kevinsturmer Discord: @kevinsturmer Podcast: A Moving Tale Work with Kevin for voiceover, creative:  http://www.OutermostRing.com   Mentioned in this podcast: Nancy Duarte, presentation guru BOOK: Made to Stick, by Chip Heath and Dan Heath   As always NFT 365 is SuperPOWERED by the $ADHD coin on Rally.IO get your coin at https://ADHDcoin.com  Links and additional info on the podcast or things mentioned are available on https://nft365podcast.com Get ONE of our SuperFANZ NFTs before they are sold out at: https://nft.rally.io/marketplace?nftMaster=superfanz-nft-mint365-610&creators=fanzo  

Hello Friends! We saved you a spot! Katie is out this week so Laurel wrangled in a special guest to drink bourbon and listen to her tale about the worst marathon on record. The marathon was the crown jewel in the tiara of disaster that was the 1904 Olympic Games held in St. Louis, Missouri. It's a story that will leave you breathless and shaking your head because it's such an absolute sh*tshow. *~*~*~*~*~*~ Mentioned In The Stories: Fred Lorz Felix Carbajal de Soto Pre-Race Len Taunyane (left) and Jan Mashiani Thomas Hicks (carried by his trainers) Some of the marathon participants before the race *~*~*~*~*~*~ The Socials: Email -- hightailinghistorypod@gmail.com Instagram -- @hightailinghistory Facebook -- Hightailing Through History or with user name @hightailinghistory *~*~*~*~*~*~ Sources: Abbott, Karen. “The 1904 Olympic Marathon May Have Been the Strangest Ever.” Smithsonian.com, Smithsonian Institution, 7 Aug. 2012, www.smithsonianmag.com/history/the-1904-olympic-marathon-may-have-been-the-strangest-ever-14910747/. DiMeo, Nate. “Remembering the ANTHROPOLOGY Days at the 1904 Olympics.” Slate Magazine, Slate, 21 Aug. 2008, slate.com/culture/2008/08/remembering-the-anthropology-days-at-the-1904-olympics.html. Olympics.com Editors. “St. Louis Marathon: The STRANGEST Race in Olympic History.” Tokyo 2020, Tokyo Organising Committee of the Olympic and Paralympic Games, 7 Aug. 2021, olympics.com/tokyo-2020/en/news/st-louis-marathon-the-strangest-race-in-olympic-history. Sturmer, Jake, and Rebecca Armitage. “The 1904 Olympic Marathon May Have Been the DUMBEST Race Ever Run.” ABC News, ABC News, 26 July 2020, www.abc.net.au/news/2020-07-26/the-wildest-olympic-event-in-modern-history/12467362. --- Send in a voice message: https://anchor.fm/laurel-rockall/message

Hello Friends! We saved you a spot! Katie is out this week so Laurel wrangled in a special guest to drink bourbon and listen to her tale about the worst marathon on record. The marathon was the crown jewel in the tiara of disaster that was the 1904 Olympic Games held in St. Louis, Missouri. It's a story that will leave you breathless and shaking your head because it's such an absolute sh*tshow. *~*~*~*~*~*~ Mentioned In The Stories: Fred Lorz Felix Carbajal de Soto Pre-Race Len Taunyane (left) and Jan Mashiani Thomas Hicks (carried by his trainers) Some of the marathon participants before the race *~*~*~*~*~*~ The Socials: Email -- hightailinghistorypod@gmail.com Instagram -- @hightailinghistory Facebook -- Hightailing Through History or with user name @hightailinghistory *~*~*~*~*~*~ Sources: Abbott, Karen. “The 1904 Olympic Marathon May Have Been the Strangest Ever.” Smithsonian.com, Smithsonian Institution, 7 Aug. 2012, www.smithsonianmag.com/history/the-1904-olympic-marathon-may-have-been-the-strangest-ever-14910747/. DiMeo, Nate. “Remembering the ANTHROPOLOGY Days at the 1904 Olympics.” Slate Magazine, Slate, 21 Aug. 2008, slate.com/culture/2008/08/remembering-the-anthropology-days-at-the-1904-olympics.html. Olympics.com Editors. “St. Louis Marathon: The STRANGEST Race in Olympic History.” Tokyo 2020, Tokyo Organising Committee of the Olympic and Paralympic Games, 7 Aug. 2021, olympics.com/tokyo-2020/en/news/st-louis-marathon-the-strangest-race-in-olympic-history. Sturmer, Jake, and Rebecca Armitage. “The 1904 Olympic Marathon May Have Been the DUMBEST Race Ever Run.” ABC News, ABC News, 26 July 2020, www.abc.net.au/news/2020-07-26/the-wildest-olympic-event-in-modern-history/12467362. --- Send in a voice message: https://anchor.fm/laurel-rockall/message

Escute nosso podcast sobre Carreira no Canadá e Alterações no Comportamento do Consumidor com Laura Sturmer e Natália Englert ASSISTA NO IGTV: https://www.instagram.com/p/CKuhrkSoFXT/

The IOC and Tokyo Olympic organizers start three days of virtual meetings Wednesday and will run into some of the strongest medical-community opposition so far with the games set to open in just over eight weeks.The meetings are headed by IOC Vice President John Coates, who will attempt to again assure the Japanese population that the games will be "safe and secure."Much of Japan, including Tokyo and Osaka, is under a state of emergency, which forced IOC President Thomas Bach to cancel a trip to Japan this month. Only about 1-2% of the population is fully vaccinated, and opposition to the Olympics is running at 60-80% in numerous polls.In one of the strongest statements so far, the 6,000-member Tokyo Medical Practitioners' Association called for the Olympics to be cancelled in a letter sent last week to Prime Minister Yoshihide Suga, Tokyo Governor Yuriko Koike, and Seiko Hashimoto, the head of the organizing committee.The letter was made public this week on the group's website."We believe the correct choice is to the cancel an event that has the possibility of increasing the numbers of infected people and deaths," the letter said."Viruses are spread by people's movements. Japan will hold a heavy responsibility if the Olympics and Paralympics work to worsen the pandemic, increasing the number of those who must suffer and die."The Olympics are to open on July 23. The Paralympics follow on Aug. 24. They are a financial imperative for the International Olympic Committee, which derives about 75% of its incomes from selling television rights and another 18% from sponsorship.Japan has officially spent $15.4 billion or organize the Olympics, although government audits suggest the figure is much higher.There is no indication the games will be cancelled, though opposition continues with small street protests and online petition drives. Last month the British Medical Journal  came out against holding the Olympics.Japan has had more than 11,500 deaths from COVID-19.The Tokyo Medical Practitioners' Association warned of a possible collapse of Japan's medical system, which could come under more pressure with Tokyo's hot and humid summer months approaching as the Olympics open."Our nation is now undergoing a surge in coronavirus patients in a fourth wave, the worst so far," the letter said. "The medical systems responding to COVID-19 are stretched thin, almost to their limits. The reality is that the entire medical system faces an almost insurmountable hardship in trying our best to respond with coronavirus measures."Tokyo organizers have said about 10,000 medical personnel will be needed during the Olympics. They have also asked for 500 extra nurses, and 200 sports medicine specialists.Several prefectures near Tokyo have said they will not give priority to treating Olympic athletes."The doctors and nurses of the medical system who are being asked to respond are already at this point exhausted, and there is absolutely no extra manpower or facility for treatment," the letter added.Fans from abroad have already been banned, and Olympic organizers are expected to announce next month if local fans can attend in limited numbers.The Olympics and Paralympics will involve 15,000 athletes and tens of thousands of others entering Japan, which has had its borders virtually sealed for more than a year.- words by By Stephen Wade, AP

In this episode of #TheNewAbnormal podcast, I interview the dynamic Lucy von Sturmer, founder of thought leadership agency The Humblebrag and Co-Initiator of global network Creatives for Climate. The Humblebrag works with some of Europe’s best agencies, brands, artists and sustainable fashion initiatives to use the power of ideas, opinions and creativity to challenge the status quo and create impact. (Lucy's mission is to support leaders to take a stand on social, cultural and environmental issues and through her work, to help companies and brands build their reputation.) Creatives for Climate is a global network and grassroots initiative to coordinate a collective response from the creative industries to mobilise action on the climate emergency. Lucy cut her communications-teeth in the world of journalism, television and PR, before working for NGOs, which was followed by a move to advertising, before she founded the Humblebrag. She's also built a reputation as a public speaker and has been featured in titles inc The Huffington Post, AdWeek, The Drum, Sustainable Brands and Mumbrella. So, in this episode, we discuss all of the above, including her specific viewpoints on brand activism, disruption, regenerative solutions, intersectionality and social inclusion; along with her take on 'hope community and resilience' in 2021...

| Episode 117 | Sturmer Pippin | The LORD is good to those who wait for him, to the soul who seeks him. (Lamentations 3:25 - ESV) | Make Your Own Headlines is a daily podcast striving to help you make the grace of God your top story. With Dow Welsh, pastor of Holland Avenue Baptist Church. | Follow Make Your Own Headlines on your favorite podcast outlet below. | iTunes | https://tinyurl.com/make-itunes Spotify | https://tinyurl.com/make-spotify Amazon Music | https://tinyurl.com/make-amazon YouTube | https://tinyurl.com/myoh-youtube | For more info: Visit hollandavenue.com and listen to the weekly sermon podcast at https://tinyurl.com/habc-sermons | Intro music: "Marty's Story" from https://seeds.churchonthemove.com/resources/music | Thanks to: Samson for making a super cool Go Mic http://www.samsontech.com/ Auphonic for making a super cool audiogram tool https://auphonic.com/ Audacity for making a super cool recording tool https://www.audacityteam.org/ Cube Whidden for making and coding lots of super cool stuff https://www.linkedin.com/in/cube-whidden-901b7712 Content help today from https://www.saltspringapplecompany.com/sturmer-pippin https://www.eatthis.com/what-happens-body-eat-apple-every-day/

This episode brought to you by Infinite Red! Infinite Red is a premier React Native design and development agency located in the USA. With five years of React Native experience and deep roots in the React Native community (hosts of Chain React and the React Native Newsletter), Infinite Red is the best choice for your next React Native app.Helpful Links:https://github.com/necolas/react-native-web/blob/master/packages/docs/src/guides/accessibility.stories.mdxReact Native Router Flux: https://github.com/aksonov/react-native-router-fluxReact Native Web: https://github.com/necolas/react-native-webHarmonyOS: https://en.wikipedia.org/wiki/Harmony_OSConnect With Us! Harris - @nomadicspoonJamon - @jamonholmgrenRobin - @robin_heinzeSimon - @sstur_

Join host Andrew Geha and returning guests Douglas DuBois and Samuel Sturmer in this special Inter-Season Break episode as they do a bracket-style tournament determining the most interesting Star Wars side character!  This was a really fun episode, with each tournament round progressing with increasing difficulty. Doug and Sturm's improv skills are put to the test in some entertaining matchups!  Find the bracket on our Twitter page to determine for yourself who you think would win the tournament! email: outerrimreadspod@gmail.com Twitter: https://twitter.com/OuterRimReadPod  

Episode 64 - On this episode, we head back over the the land of the long white cloud and chat to Matt Von Sturmer from Salt Fly Fish. Matt operates out of Waiheke Island which is east of Auckland New Zealand and is a dedicated saltwater flyfishing guide. To say Matt is generous and passionate about the sport is an understatement, as Matt is only too happy to offer advice for anyone looking to get into Saltwater flyfishing around his area and is happy chasing either meter plus Kingfish or pan sized snapper in skinny water or even the underrated Parore. On this episode we talk about all that variety, in addition to tailing Snapper, flounder focused Kingfish and the questionable diet of Parore Checkout Matt's website - https://saltflyfish.co.nz/

On this episode, Tyler meets remotely with Teagan & Brice Sturmer of Marquette, MI. Brice and Teagan are entrepreneurs with eclectic interests from embroidery to cycling and more. Together, they own Velodrome Coffee Company in Marquette. Tyler, Teagan, & Brice meet up online to talk about being a renaissance entrepreneur, creating spectacular communities and relationships, and the potential of fairies being real on this thirty-second episode of the Strangers Worth Meeting podcast. NEW: Find the video version of this podcast on the new Strangers Worth Meeting YouTube Channel: https://youtu.be/EC3YRKE6du4 Follow along with Tyler on Instagram @thixsonlife or via Twitter @thixsonlife and find Teagan on Instagram @teaganoliviasturmer and Brice @bricestu as well as Velodrome Coffee Company @velodromecoffeeco Special thanks to Track Farms for their sponsorship! Use code 'Strangers' for 15% off their top notch CBD products at track-farms.com/strangers

Pablo Sturmer, Secretário Da Saúde De Porto Alegre - 19/06/2020 by Rádio Gaúcha

Host Andrew Geha is joined by returning guests Douglas DuBois and Samuel Sturmer as they take on chapters 19 and 20 of Star Wars: Thrawn. In the chapters, Arihnda Pryce plays information poker with Wilhuff Tarkin, Eli and Thrawn get some promotions and a new set of space wheels, and Thrawn turns "friendly fire" mode on in a space battle. email: outerrimreadspod@gmail.com Twitter: https://twitter.com/OuterRimReadPod

Dharma Talk by Richard von Sturmer

Host Andrew Geha is joined by returning guest stars Douglas DuBois and Samuel Sturmer as they dive into chapters 17 and 18 of Star Wars: Thrawn. In the chapters, Thrawn channels his inner Batman, our heroes confront Christopher Columbus sympathizers, and Thrawn forecasts the weather as cloudy with a chance of turbolaser fire.  Email: outerrimreadspod@gmail.com Twitter: https://twitter.com/OuterRimReadPod

Host Andrew Geha is joined once again by his friend, Samuel Sturmer, to draw Part II of their episode series to a close as they cover chapters 13 and 14 of Star Wars: Thrawn. In the chapters, Eli attends Thrawn's office hours in the middle of a battle, Thrawn's adventures take a Sherlock Holmesy twist, and Arihnda Pryce finds herself on a roller coaster ride she didn't sign up for. email: outerrimreadspod@gmail.com Twitter: https://twitter.com/OuterRimReadPod

Lucy Von Sturmer is a young entrepreneur based in Amsterdam. She runs, together with a partner, Humblebrag; a media communications consultancy focused on corporate and individual leadership around purpose and sustainable change. Lucy has found her way to Amsterdam and this world via broadcast journalism, working as the head of digital communication for an NGO and was head of communication at MediaMonks in Amsterdam. Our conversation covers her career trajectory, how she and her company and clients are coping with the current situation, the work she has done setting up Creatives for Climate and how despite the terribleness of the Coronavirus, the silver lining could be how it serves as a catalyst to a new more sustainable economy.

Host Andrew Geha is joined by his friend, Samuel Sturmer, as they travel through chapters 11 and 12 of Star Wars: Thrawn.  In the chapters, Eli slaps the living embodiment of xenophobia in the face, Arihnda Pryce spits some bars in a spontaneous job interview, and Thrawn and Eli get assigned to a ship named after a high school mascot. email: outerrimreadspod@gmail.com Twitter: https://twitter.com/OuterRimReadPod  

A panel discussion on zen and marriage with Hogen Green-sensei and his wife Cindy Eiho Green, of the Mountains and Rivers Order and Amala Sensei (Auckland Zen Centre) and her husband Richard v. Sturmer

A dharma talk by Richard von Sturmer.

A shooting at a Synagogue in California leaves one dead, the New York Times becomes the Der Sturmer Times, Christian persecution and redemption in the Middle East, plus the discrimination... Read more » The post Ep. 12 – Synagogue Shooting, New Der Sturmer Times, Christians Flee the Middle East appeared first on MidEast News Brief.

Coffee? Plants? This episodes is full of both and it's basically my DREAM episode! Brice Sturmer, founder and co-owner of Velodrome Coffee Company, shares his expertise on the coffee industry and how he is approaching ethically made coffee. Plus, we chat fungus gnats, what happens to coffee from seed to your morning brew, and we even cover how to grow a coffee tree in your home. This episode was such fun and I hope you enjoy every single second! ... with a cuppa coffee in hand. GET PLANTY: HOUSEPLANT FOUNDATIONS waitlist - http://dustyhegge.com/get-planty Instagram - http://instagram.com/dustyhegge Velodrome Coffee - http://velodromecoffecompany.com

What are the trends in today's digital space? What are the big brands, companies, and enterprises thinking about? It's clear that today, there's a strong call for transparency and true leadership. Today’s audiences expect more. We expect more from brands, governments, organizations, and leaders. In today's digital landscape, brands need to be deliberate in their communications and open to making changes that may challenge existing norms. Today's audiences are active participants and are seeking to promote, share, and be included.   Where better to take the pulse of the tech leaders than Web Summit?  According to Forbes Web Summit is “the best technology conference on the planet”;  The New York Times says that Web Summit assembles “a grand conclave of the tech industry’s high priests.” The fact that the tech industry is discussing this topic inspired me. So, I quickly reached out to my colleague Lucy von Sturmer who is at Web Summit. At the Summit, Gail Heimann, President at Weber Shandwick stated "there's not a single conversation we have with a company today that isn't about purpose. Brands are being asked to define and defend their values like never before."     Lucy's passion and 'high' from the Summit is very clear in our conversation.   After discussing Google's approach to empathy and mindfulness in episode 10, my conversation with Lucy is logical. A Bit About the Guest Lucy started her career in the world of journalism, television, and PR in New Zealand. Then, seven years ago, moved to The Netherlands, joined global initiative Making All Voices Count where she worked for Dutch NGO Hivos as their global communications manager. After that, Lucy served as the Global PR Manager for MediaMonks, where she was brought on to create a global thought leadership strategy for the company to take forward. Over the years, she found her voice writing for publications such as The Huffington Post, Sustainable Brands, and Mumbrella on topics such as sustainable fashion, blockchain and the power of thought leadership. As her career developed, Lucy became increasingly convinced of the power of PR to drive social, cultural and environmental change. So in 2017, Lucy founded The Humblebrag, a strategic communications consultancy, to share this “superpower” with others (note: coolest name for a brand, ever?). The boutique consultancy champions change-makers and creative innovators, whose clients span creative agencies, innovative marketing companies, NGOs and multi-stakeholder initiatives. Today, Lucy works with an amazing team of purpose-drive individuals and together they design and execute PR campaigns, write compelling thought-leadership content, and secure effective media coverage across sectors. One of the many reasons I like Lucy is her passion. Her drive to make a difference is addictive. Like me, she comes from the NGO world and has channeled it towards changing the business industry.  GREAT QUOTES FROM THE SHOW HR and marketing is the new synergy of companies. Arianna Huffington 50% of company reputation is decided by CEO You are the brand and people are thirsty for human interaction. Today, consumers and people are seeking to read quality thought leadership pieces.  We’ve been criticized about women and the conference. Imagine if someone looks at your website in 5 years from now they will critique the makeup of the team. Why not have the conversation earlier? Based on a conversation Lucy conduction with Boris Veldhuijzen van Zanten, CEO and co-founder of The Next Web.    MORE ABOUT THIS SHOW On the episode, Lucy and I cover: The vibe at Web Summit 2018 After attending Web Summit, Lucy, what kind of change would you want to see companies implement? How are companies backing up their mission statements? The importance of digital transparency, especially at the CEO level.    Listen closely because there's a lot of great insights and ideas.   SELECTED LINKS FROM THIS EPISODE The Humblebrag |  Breakfast with The Next Web   Do you e

A dharma talk by Richard von Sturmer. Text used: "Shobogenzo" by Dogen Zenji.

Tristan Sturmer is the owner of Sumo Studios and bassist in Sparrow. We chat about musical beginnings, tinnitus, finding peace and being left handed. --- Send in a voice message: https://anchor.fm/themissioncontrolpodcast/message

A dharma talk by Richard von Sturmer on case 62 from the Blue Cliff Record.

Dharma Talk by Richard von Sturmer.