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The guys discussion the 2021-22 NBA draft class and implications of performance on card values, debate the long term performance of Burrow/Herbert/Allen, PSA is up to its usual self, and the story of ”B is for Becket” 

Description: This episode dives deep into the world of internal networking groups. Industry expert, Amanda Mosteller, uncovers the power and impact of these groups within organizations. Explore success stories, best practices, and strategies for building effective networks. Whether you're a leader, employee, or simply curious, tune in for insightful conversations that unlock the potential of internal networks for professional growth and organizational success. Resources: Steps To Start And Run An Employee Network  MRA Membership  About MRA  Let's Connect: Guest Bio - Amanda Mosteller  Guest LinkedIn Bio - Amanda Mosteller  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:04:07 - 00:00:25:10 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:25:12 - 00:00:48:16 Unknown Now it's time to thrive. Well, hello, everybody, and thanks for joining us today. I'm here with and excited to introduce to you a new face for our podcast. Amanda Mosteller, director of talent development here at MRA. She's in our Ohio division, but she's also an expert podcaster and has been a podcast host as well. So this should be fun. 00:00:48:17 - 00:01:20:07 Unknown But Amanda's really passionate about talent development and growing the success of the individual as part of the organization. So today we're really going to be talking about internal networking groups. And before we do that, Amanda, I'm excited to bring you on the podcast and really bring MRA, Ohio on board and introduce the members to the Ohio division. But can you tell us a little bit more about yourself and your background just before we dive into some questions? 00:01:20:09 - 00:01:48:08 Unknown Absolutely. Thank you for asking me to be a part of this. I enjoy podcasting a lot, so I'm really excited to do this with you all and excited to be a part of MRA. I am Amanda Mosteller. I am the director of Talent Development, as you said, for the MRA Ohio Division, and I am one of those weirdos that knew from high school that this was the path I wanted to go down. 00:01:48:08 - 00:02:17:22 Unknown My aunt actually was in the talent recruitment space at P&G for her career, and I was always fascinated with the whole talent world. So when I was in high school, I knew I wanted to go into psychology and I went to Ohio University. Born and raised Cincinnati and born and raised the Ohio individual went for university, got my degree in psychology with an emphasis on organizational psychology. 00:02:17:24 - 00:02:39:15 Unknown I always say, Don't let the hair dye fool you. I was in college before organizational leadership was a degree, both when I was in school. So organization psych was an emphasis not as on track. So I had a lot in the psychology space when I came out my whole career going on 18 years now has been in that space. 00:02:39:15 - 00:03:10:05 Unknown So my first job was an internal coach for employees and different programs for a community service agency. I was there for ten years. I built talent development department. It didn't exist before. We just had coaches. And so I ended up building an internal department, building programing for all of our 23 different lines of service and those employees building leadership programing and doing some annual internal surveys and enhancements and improvements from those. 00:03:10:05 - 00:03:42:12 Unknown So started dipping my toe into organizational development work right as I left that organization and moved over, the telecom space was in Telecom for five years, branched within that organization to the technology side of the business as well. While there is when I started gaining my experience of strategic growth through acquisition and incorporating new organizations into an existing organization, structure, culture, how do we make these two groups work? 00:03:42:12 - 00:04:07:08 Unknown So we grew through acquisitions four times while I was there, and we went from a regional Ohio provider to an international provider operating in five different countries with over 5000 employees. So my strategy of developing folks in person in Cincinnati quit working overnight for a change. Lots of change and organizational development and coaching started becoming a lot of where I spent my time. 00:04:07:10 - 00:04:36:09 Unknown So focusing on bringing everyone together and then identifying efficiencies, identifying enhancement opportunities and helping the organization implement those successfully is where I was before I found the opportunity at Mra Ohio. So joined MRA Ohio's I'm going to keep saying for a little over two years ago and have been here enjoying getting to know our members and doing the same type of work for organizations ever since. 00:04:36:10 - 00:05:03:23 Unknown It's been an interesting path and one that has been my sole focus the entirety of my career. So really enjoying it. Sounds like you've done just about everything in your far always this fascinating. Hey, Amanda, we don't have this. Do you think you can do it? I'm like, Sure, I'll go figure it out, though. There is always it doesn't exist here. 00:05:03:23 - 00:05:27:05 Unknown Amanda, can you go create it? I just kept seeing what I did, so I went in thinking I was going to be a coach solely and came out loving. Oh, do you work so excited to talk about internal networks as an odd kind of strategy for organizations to start thinking about? Yeah, well, it was fun kind of brainstorming what podcast topic we should come up with. 00:05:27:05 - 00:05:55:10 Unknown And you brought up internal networking groups and it seems like a great concept for organizations to really embrace. But can you before we dive into that, can you explain just what is an internal networking group? Absolutely. So often when we think about development strategies, we go to structured learning programs which are wonderful. Don't get me wrong, I spend a lot of my time. 00:05:55:12 - 00:06:27:14 Unknown But we also know that only 10% of development and profession developing individually help improve organizational success and achievement of strategic objectives and things like that. So if we're investing all of our time in something we know is only 10% of development, there's 90% still sitting there. So 70%, we know is through experiential learning. That's an impactful, intentional on the job training, but there's still 20% that we need to target to make the classroom and experiences connect and make them work. 00:06:27:16 - 00:06:56:02 Unknown And that's where this strategy can come into play. 20% of development is through relationships. Who are your networks? Who are your peers? What are you all spending time talking about? How are you partner with your teams, with your leaders, with your organization? And often people don't know how to do that internally. They might find external networks, they might be a proactive network builder, and that's wonderful, but that's not everybody. 00:06:56:04 - 00:07:26:11 Unknown So this is a strategy for organizations to be intentional about creating connectedness amongst individuals in their organization with similar job roles or similar levels within the organization or a similar length of service within an organization to be able to have connection and talk with somebody that really understands what it's like to be in this role at this organization or in this at this level, at this organization. 00:07:26:13 - 00:07:55:05 Unknown I have a peer group now. We can meet regularly and really leverage and connect those two different areas of development together through helping people build these relationships and then leveraging those. So when I talk about internal networking group, that's what I mean. I mean creating these intentional connections between people that are connected in some form of similarity that you as an organization are setting up for them to join and be a part of. 00:07:55:10 - 00:08:27:00 Unknown And I love that idea of internal networking because I feel like most people are. I mean, for me personally, I think of networking as something that has to be done outside of your organization. But there's so much that you can do with your own employees and your colleagues. So I love that we're talking about this. And you mentioned this briefly, but what are some of the other factors that would motivate an organization to really focus on starting a group like this or groups like this? 00:08:27:02 - 00:08:56:16 Unknown Yeah. So in building on that 20% of development, we also know that individuals stay connected to organizations, that they feel they have relationships built. There is research that shows I will stay engaged and retained at an organization that I have at least one work friend where I feel really connected to them. I feel close to them, and not just colleagues, a colleague, but we interact potentially outside of work as well. 00:08:56:18 - 00:09:22:11 Unknown So create a space like this not only for organizations where everybody work in the same office building. That's wonderful. Still, you'd be amazed how many organizations are all in the same brick and mortar or same office campus and yet still define themselves as siloed. So even that still is an opportunity to create connection organizations that are geographically dispersed. 00:09:22:13 - 00:09:57:08 Unknown So we might have multiple sites or we might have remote employees, or we have members that are entirely remote with their employee base scattered all over the country. So this is another way to build connection and to learn from people who really understand the minutia of what is going on for you as an individual contributor or a team member of this organization in the same company, dealing with the same customers, living the same world, having the same expertise. 00:09:57:11 - 00:10:29:17 Unknown And there's so much similarity with your colleagues that external networks are wonderful and you get diverse ideas from them. But this internal networking group would have an understanding on a deeper level that you might not ever be able to get an external networking group to understand what you're saying. So we often talk about how we're organizations have those unwritten rules or those pieces of knowledge that you only learn by working here, and external networks are just never going to be able to provide you that internal network to help you do that. 00:10:29:17 - 00:11:06:00 Unknown So from a motivating factor, a rationale as to why this might be something a group would want to invest in, do we know we have a culture that defines themselves as siloed, whether we're all in the same space or not? That could be a factor in how do we create bridges? Do we have retention issues? Where in exit interviews we're getting feedback about teams not feeling connected or people not feeling engaged and connected to anyone outside of their own team. 00:11:06:02 - 00:11:29:01 Unknown That can be a reason. Are we geographically dispersed? And so maybe a region only has two or three individuals of the same type of job role in that region, But as a company we have 40 or 50 employees with that same job role. They're expanding their internal network to be able to learn from others with the same type of job role this way. 00:11:29:01 - 00:12:07:20 Unknown So being intentional about leveraging that 20% building those relationships, creating that connection and allowing folks to learn from like peers is a really excellent, inexpensive strategy to be able to make some real change and drive some growth at your organization. Oh, yeah, absolutely. I'm glad you brought up the remote. Remote teams, too, just because I mean, I have some friends who who don't even know everybody on their team or a lot of colleagues in their organization who are in a remote position. 00:12:07:22 - 00:12:32:15 Unknown And I feel like these internal working groups that would be so beneficial for them to not only get to know their peers and know their colleagues, but also like talk about what's top of mind in their line of business and other things like that. But I'm also curious, do you have any examples on specific internal networking teams that organizations kind of commonly establish? 00:12:32:15 - 00:12:57:15 Unknown Like is it through a department or line of business or what are you seeing? Brief question. Yeah, I've seen organizations do new employee internal networks. So for the first year, here's a group of everyone else that has also started this year. And so we're all finding our footing together. Job role be darned where we're all finding our footing in this organization. 00:12:57:15 - 00:13:24:03 Unknown And often when you think about systems thinking as an organization, you start to figure out, Oh, my team touches your team. Interesting. You all do that. Oh, we use that system too. When you do that thing, it takes a notification to me. I didn't know that was you all. So you start to understand the organism. Organism that is the organization as well as different folks figure out through these internal networking teams. 00:13:24:03 - 00:13:41:00 Unknown A lot of if I'm in this new hire example for the first year, I don't know how to make sure to sign up for my benefits. Oh, I happen to be a new h.r. Team member. I actually know that answer. Or how what is their payroll? Oh, i happen to be connected to that system. Oh, i'm in accounting. 00:13:41:02 - 00:14:05:16 Unknown So you start to connect with people that can get you the answers. And we know that adults like self-guided options as much as possible. I don't want to have to go searching and things like that. If I can have a person that I can go out, I'm going to go ask that person. They'll get me the answer quickly and I might not have to demonstrate to my new manager that I don't know the answer. 00:14:05:18 - 00:14:38:05 Unknown Sometimes people tend to be a little bit productive to do that. So that's an example that I've seen used really well. I've also seen different internal networking groups centered around levels of leadership across an organization or new manager. So I was promoted this year and it doesn't have to be a cohort of structured learning programing. It's a cohort that comes together where they all share that characteristic organizationally about themselves. 00:14:38:05 - 00:15:11:24 Unknown They're all new managers this year, and so we're all figuring out how to do this together now, talking about best strategies and Protip, I've also seen similar job roles sales, internal networking groups where all sales team members or office administrative team members. I've been executive assistant one for really large organizations. I have a lot of them. And so I've seen job roles and I've seen certain length of service and I've seen leadership level. 00:15:12:01 - 00:15:30:16 Unknown All of them are excellent. What you might find out is that you're going to have more and more ideas come. You might start with three or four and then it might start to grow and the value always will be in. I know we can get to this in a bit, but the value will always be around. Is there value to time? 00:15:30:16 - 00:15:55:05 Unknown Because this is different than an employee resource group. This isn't created by employees and run by employees. This is created by the organization intentionally. There's an intention behind it. And so it is a little bit different and it can run away from you if you don't stay in control, which we'll get to. But those are some examples that I've seen work really well. 00:15:55:07 - 00:16:26:21 Unknown Yeah, and I feel like this could work well with interns now that it's internship season. I feel like you get a whole group of interns together. Absolutely. I mean, if only an organization like MRA is an intern thing, you've always it's all well. Part of also running an effective internal networking group means having the hot topics to facing the industry today for the group to kind of brainstorm and share ideas and resources on. 00:16:26:21 - 00:16:50:17 Unknown So how how would that really apply to this approach? Absolutely. I mentioned it has to be intentional. This isn't created and running amuck. Not that CRT is run amok, but not running on their own by employees. Those are really excellent for a certain type of strategy. This is a different type of strategy. This is meeting that 20%, right. 00:16:50:17 - 00:17:19:00 Unknown So part of the intentionality of structuring these to have control of what all is going on is having somebody that identifies they might volunteer. You might as an h.r. Leader or a leader in your organization. You might know this person is kind of an emerging leader. I think they'd be really good at those and identify networking group facilitators. 00:17:19:00 - 00:17:48:18 Unknown So if you've ever been a part of an ira or an excuse me in MRA, Ohio roundtable, they have facilitators. So somebody that helps guide the discussion, that collects the topics that might bring their own if nobody knows. Let's talk about a similar concept here. We want a facilitator of the team to help guide the conversations during these structured whatever cadence makes sense for your organization. 00:17:48:20 - 00:18:21:19 Unknown Get togethers, because it is meant to be not just about building networks and having deeper friendships and connections at your company, but really learning from one another. This is that 20% of growth your relationship for trying to create because we need to create some development focus. So we're going to lesions, identify your facilitators, send them through some development themselves, some some training around how to stay in control of a conversation. 00:18:21:21 - 00:18:49:18 Unknown If you've ever been a part of a focus group or led a focus group, you know that you can have one kind of frustrated team member really derail the whole conversation. So giving them some strategies around how to do that and then having a collection of topic ideas So we know what makes these helpful is to talk about what we're truly facing today in our industry and our role within our organization. 00:18:49:21 - 00:19:15:15 Unknown For organizations going through change or changes are hitting a certain type of job role. They might want to talk about that that session, but creating some sort of topic collection strategy that the facilitator gets the topic. So it can be you can do it through monthly SurveyMonkey, anonymous things or whatever type of collection you want, and you can do that in the facilitator, an email. 00:19:15:15 - 00:19:46:24 Unknown The facilitator can say, Bring your topic to the session. Our next get together will write them all on the board and decide which ones we want to tackle. It can be as unsexy as that or as fancy as some anonymous topics. Submitter different organizations like different systems and create different things. If your organization uses Microsoft teams, you can have teams channels for your networking group to connect outside of just the session, but be dropping their topics in throughout the month. 00:19:46:24 - 00:20:05:16 Unknown Hey, at our next session, I'd like to have us all sit down and talk about this. I'm facing this with a client right now, or a customer or we're dealing with this in our team as we've made this system change and all of the hear what everybody else is doing to overcome this obstacle. So lots of different ways. 00:20:05:18 - 00:20:26:21 Unknown It doesn't have to be fancy, but can be. Depends on what bells and whistles your organization already has in place. This is not meant to be an expensive implementation of a strategy. This is meant to be. How can we just get intentional about getting our folks together and giving them opportunities to learn from one another? So that is a big thing. 00:20:26:21 - 00:20:56:10 Unknown On hot topics and sticking to them and collecting them in the first place. Yeah, I was just going to ask two and how do you recommend finding hot topics? I know there's just typical day to day business talk where you probably know what's relevant, but do you recommend articles or just scrolling on LinkedIn or news? Or what are some other than you're going to hate this, you're going to hate this answer for a week? 00:20:56:11 - 00:21:25:22 Unknown Yes. Yeah. All right. There you go. It depends on your industry. Also, I, I know a lot about hot topics and talent development and organizational development and effectiveness. I don't know a lot about compensation than what's going on in that world right now. I don't really don't know a lot about what's going on in the sales world or the manufacturing space outside of the fact that all of us have headcount nightmares right now. 00:21:25:22 - 00:21:47:19 Unknown But I think the facilitator and those in the team that are accepting and coming to these invitations to these networking groups, they're going to have their own avenues. They might have networking teams they're connected to outside of work. And it's something they were talking about. They want to bring to the team internally. They might see things on LinkedIn. 00:21:47:21 - 00:22:11:05 Unknown They might have I mean, we talked about in the beginning, I love podcasting, I love listening to podcasts. That is how I learn when I'm at the gym. I'm not listening to music. I can promise you. I'm listening to a podcast and I am learning this time, to my mind is so open when I'm at the gym. The podcasts are perfect for me for that. 00:22:11:07 - 00:22:34:07 Unknown Whatever avenue people like to connect to is going to be what helps them bring things in addition to. Like I said internally, we all know this is going on. Here's how I'm trying to manage through it as everybody else does. I know we made this change. I know we're launching this new product. I know we acquired this company and went from regional to international overnight. 00:22:34:07 - 00:23:01:17 Unknown Surprised How are you picking success? So those are the various avenues I can think of. Yeah, those are all great ideas. Well, conceptually, this sounds like a great way to meld many of the recommended recommended engagement strategies like mentoring, relationship building, peer development, coaching. But logistically, how would you really recommend putting something like this into full on practice? 00:23:01:19 - 00:23:31:13 Unknown Absolutely. My first recommendation, anytime an organization is interested in launching something like this is start small. I mentioned it. You can run wild thinking about every type of job role we have or we want to have a collection of second shift employees and have a second shift in a third shift and a first shift team. Just talk about what things are dealing with or learning things on that ship. 00:23:31:15 - 00:23:53:15 Unknown You can run wild. So I highly encourage step one start small, let it grow organically the way it makes sense for your organization to grow organically. So don't make it a big thing if it doesn't need to be a big thing yet. I think your best starters are new employee is always going to be a great one to start new leader. 00:23:53:21 - 00:24:11:12 Unknown I've been a great one to start or front line leader, whether you're new or not might be a great one to start depending on how often you have promotions and things like that in your organization as well as any of the main job roles that you have a lot of folks connected to could be a great way to start as well. 00:24:11:14 - 00:24:38:23 Unknown But start small with a few that you think are going to be the most impactful. Create your policy. Create your your guardrails around how these groups function, how they are organized, how often they should meet, who if there is a job description, impact to a team member that's coordinating because remember, this is not driven solely by the employees. 00:24:39:00 - 00:25:06:03 Unknown This is driven as an intention, all organizational efficiency and effectiveness strategies. So it's okay to own scheduling. It's okay to have a job role where that is part of their job is managing the internal networking groups, but create a cadence that makes sense. I won't be prescriptive as to what makes sense. I don't know everybody's business structure. I don't know how often folks hobnob in the break room together anyway. 00:25:06:03 - 00:25:40:10 Unknown So something that makes sense for your business to drive that connectivity, to build that camaraderie and create that cohort avenue of peer learning, create your expectations of what a facilitator would do, identify what that looks like. These are all that pre-work logistically, identify your volunteers, talk to them about how to maintain conversations, and then create your recommendations around submitting hot topics. 00:25:40:10 - 00:26:04:06 Unknown And then you're going to start communicating. So you have to do a lot of the ounce of prevention is worth a pound of cure legwork upfront to get everything established. We all know in the effectiveness world, get your policies nailed down first, get your guardrails nailed down for that. It's not written down. You might have folks running rampant, but get all of that set up. 00:26:04:08 - 00:26:34:06 Unknown Get what those expectations look like. This is a fantastic stretch assignment. Experiential learning opportunity for emerging leaders in your organization. For it to be facilitators that aren't quite that just aren't job openings, we could only create so many jobs. So having this as an opportunity is really beneficial. Create all those guardrails, create those recommendations, create the schedule for the folks, have that set up. 00:26:34:06 - 00:26:54:17 Unknown And then as people volunteer or want to be a part of it, invite everybody, see who comes, keep it on their calendars, keep it going for them so that this becomes embedded in your culture. If you leave it up to the employees to run on their own, it very well likely will die on the vine because they have other competing priorities. 00:26:54:19 - 00:27:29:14 Unknown And from an organizational perspective, management, upper management. If we don't see the organization investing their time and energy around having this become part of how we operate, they'll say, Yeah, you could go to that, or we have this other priority and that's going to take precedence. So it is important to be owned by h.r. Or B or whomever owns organizational effectiveness and development for your organization to kind of also put that stamp on this as a intentional strategy the business is using. 00:27:29:16 - 00:28:05:15 Unknown So we need it supported from the top down. Logistically, i think those are great, great ways to start. And then yeah, i like how you and i'm glad you mention that the organization has to be fully invested in this because I want to bring this to a full circle moment as we kind of wrap up. So how can organizations use the information that's talked about in these internal networking groups, kind of use it for the organization as a whole and gather feedback and insights to kind of drive that organizational success? 00:28:05:17 - 00:28:32:08 Unknown Absolutely. You have to create a trusting partnership with your facilitators, and that's part of kind of creating those expectations upfront and helping those that step into the facilitator of this networking group role. Understand is this is if there are things that people are frustrated about and they're struggling to overcome it and that comes up, let us know. Our goal is to create improvements through this. 00:28:32:08 - 00:29:03:05 Unknown So a two way communication strategy that also is communicated to the group. You don't want the facilitator to let the networking team feel like we're in Vegas. Whatever happens here stays here. Talk about whatever, because that's part of the goal. The goal is we're learning goals are improving. If there is a obstacle that is really difficult for the group to overcome, we want to know about that so that we can either create development opportunities for them or make changes as needed. 00:29:03:05 - 00:29:32:02 Unknown So part of that structure, that expectation and that development of the facilitators and that early communications of the guardrails is to set that up as one of the intentions behind this strategy, because engagement surveys are wonderful and I don't knock them. I think they are a fantastic way to have more people give feedback. That's anonymous. This is not just sitting there with your face saying what you're saying. 00:29:32:02 - 00:30:02:16 Unknown So we know that they are going to be aware of what group is talking about this. But even on engagement surveys, we get that information and that often we're looking at it kind of scratching our heads like, what is driving that rating? What is driving those comments? So we end up trying to do focus groups anyway. This is a consistent, intentional focus group for your business, for specific areas that you will get that information. 00:30:02:18 - 00:30:36:20 Unknown So establish that relationship understanding early and then it's really important for those professional taking the information to share it with whomever. And the organization needs to know what we're learning for development opportunities to create that discretion area. Because while the group's going to let me know, I'm not going to walk up to the sales executives and say, Hey, so I want you to know sales. 00:30:36:22 - 00:30:58:23 Unknown This guy, this lady really pressured, I'm not going to do that. Right? So that's on our side to remain ethical and with our professionalism to say, hey, we're hearing through the networking team that the new CRM is pretty difficult for folks to utilize. Maybe we need to have some refresher training. Can we work to schedule that? Just making it all about, Here's what we're hearing. 00:30:58:23 - 00:31:20:21 Unknown Let's remove that obstacle. Here's what we're learning. Let's figure that change out. I hear there's this new innovation. Seems like our business is falling behind, going to the executives. Do we have a plan in our strategic roadmap? Can we have some conversations? Because we've learned some stuff from boots on the ground over there telling us that we should probably be working this way. 00:31:20:23 - 00:31:44:23 Unknown That's going to really help connect all of the dots for everybody. And the more the networking teams learn from one another and grow, they'll see the value and they'll start word of mouth marketing to their colleagues and to their peers. Hey, you should join the networking group because I started learning all kinds of things that are super helpful because, you know, Chad or Cindy do these things. 00:31:45:00 - 00:32:09:15 Unknown And I tried it. I learned it while we were all talking about X, Y, and Z, and it worked. Super helpful. You should come join this as well as you know, you know that CRM refresher training that came because the sales networking team was talking about it. I'm just saying I should come because really driving impact for the company we work for and we know that's another engagement strategy, right? 00:32:09:17 - 00:32:36:15 Unknown When people share what their ideas are and see those ideas impact business operations for the better of themselves and their colleagues, they're more invested in a company that listens to them. So making it intentional about learning for both the employees and for the business to operate effectively is going to continue to ingrain this into part of your organization's culture for how everybody works together. 00:32:36:17 - 00:33:01:07 Unknown Now, that's all great advice and great examples, so thank you for that. Any other final thoughts before we wrap up the episode? Well, I just I know it sounds like it could be a lot like, how often would I have them meet? What would I do when I was part of the organization that went from regional to international. 00:33:01:09 - 00:33:34:16 Unknown So we grew through acquisition initially regionally, and then we had a couple of large acquisitions that were outside of our lovely Midwestern area for the Cincinnati of around there. We went from out of the tri state area into the state up north and then into international, and it became the way that helped us maintain the elements of each company that came together, like about their culture and engage and retain people. 00:33:34:16 - 00:34:03:19 Unknown It was the strategy singly that worked everything else we did all the great change management processes. You follow. Those are all wonderful. There's a lot of research behind why you do certain things. There's a lot of research behind preparing for the productivity and things like that. But what we heard about what helped people stay and feel retained was I got connected quickly with people across the business. 00:34:03:21 - 00:34:33:00 Unknown I started feeling instantly like I was part of this new organization and we started growing and I was learning from people that are doing the same type of role in a different country, maybe to a different region. But I was learning some things really quickly, so we know that these strategies, that ounce of prevention of setting things up and writing some policies and identifying who's going to help it in the beginning it's like, Oh, maybe I can do that. 00:34:33:00 - 00:34:58:22 Unknown Q1 of 2024, That's great planning for Q1 of 2024, start three, see what happened. But there is a lot of feedback around this being one of those things that helps engage and retain people and then help develop folks through a very natural way that we know has impactful development techniques. Yeah, that's good to know how. I really wanted to end that. 00:34:58:24 - 00:35:28:14 Unknown As you say, that's really good that we could hear your personal experience with internal networking groups and hear your success stories from it too. So that's cool. But Amanda a thank you for all the great content today and welcome to the show. You'll be seeing a lot more of Amanda but to thank you if you liked our chat and topic today, I'd urge you to common something new that you learned today or anything that you want to add to the conversation. 00:35:28:14 - 00:35:51:00 Unknown Just add it to the comments and don't forget to share this episode. Consider joining MRA as a member if you aren't already. We have all the resources you need in the show Notes below, including resources from our topic today. Otherwise, thank you for tuning in and we will see you all next week. And that wraps up our content for this episode. 00:35:51:02 - 00:36:09:09 Unknown Be sure to reference the show notes where you can sign them to connect. For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute Thrive so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.  

So - you have a product, and you have a submission ready to go to the FDA. You're all set, right? You know how the e-Submitter works, you know exactly what FDA Form 3514 is for, and you know the best questions to ask the FDA during your pre-sub? If you've answered NO to any of these, then listen in as Michelle explains what you need to do to help your product move smoothly through the submission process and on to premarket approval.

So - you have a product, and you have a submission ready to go to the FDA. You're all set, right? You know how the e-Submitter works, you know exactly what FDA Form 3514 is for, and you know the best questions to ask the FDA during your pre-sub? If you've answered NO to any of these, then listen in as Michelle explains what you need to do to help your product move smoothly through the submission process and on to premarket approval.

Zero Play.  The crackle contemplation.  Guy's first farts story told by... Guy about Guy.  Let's have some Dookie Farts! Cole Farts (1st Submitter of Fart Files!).  Guy Farts.  Jamming with Cole thanks Technology.  Fart Time with the Stars! Pink Floyd FART FARt FArt Fart fart...

The guys discussion the 2021-22 NBA draft class and implications of performance on card values, debate the long term performance of Burrow/Herbert/Allen, PSA is up to its usual self, a group submitter takes the money and runs, and the story of "B is for Becket"   CHECK OUT OUR NEW WEBSITE & RECORD A MESSAGE FOR OUR UPCOMING 100TH SHOW!     Instagram: @packtothefuturepodcast Email: packtothefuturepodcast@gmail.com Website: https://pttfpodcast.com Twitter: @PTTFPodcast YouTube: Pack to the Future Podcast Check out Zion cases and use promo code Pack to get 10% off your order!      

Preacher: Mike Johnson  Weekly sermon from the Richmond Church of Christ. We are located less than 1 mile from the EKU campus.  We hope you'll find us to be one of the most welcoming churches in Richmond, KY.  For more information about us or online Bible study visit our website http://www.richmondcc.org.  For questions, comments, or suggestions please email audiovisualrcc@gmail.com.

This passage of Scripture seems to be out of date at best, or just flat wrong at worst. Why would God say that men are to be the head of women? Why would He command women to submit to men?!?

Religion says, “you’ve got questions, and I’ve got answers. Art says, “you’ve got answers, and I’ve got questions.” At the intersection of those two statements, we get the show Ramy from the comedian Ramy Youssef. His work brings to life a new landscape in American comedy: being your spiritual self in public. To be one’s spiritual self in public is to grapple with all questions that exist in the space between who you are and who you want to be, and what happens when your journey to answer those questions only presents more questions and less answers. Over the course of the show, we talk to Ramy about his journey to not only asking questions close to his heart, but how he got there, and why that was so important to showcase in his work.We also unpack some of the show's themes, what it means to be an imperfect protagonist, creating a spiritual autobiography, and much more. We discuss different elements of the show and its characters with two people who helped bring them to life: writers on the show, Azhar Usman and Amir Sulaiman. After listening to this episode, we hope you walk away with a better understanding of not only who Ramy is, what his show is about, and what questions he’s asking, but with a desire to interrogate your own questions, too. Written by Imran Ali Malik, Zahra ParekhAssoc. Producers: Farooq Chaudhry, Adam LotfiMusic & Engineering: Adam Lotfi and Imran Ali MalikSpecial Thanks to Asma Saud, Najib Aminy, ID-PRArtwork by Masood Tahir Ramy Youssef on Instagram and TwitterAmerican Submitter on Instagram and TwitterSubmitter Magazine on Instagram and TwitterSupport this work by becoming a Submitter patron

Read the interview on Submitter MagazineFatima Bhutto - Pain, Power, and Politics: Making Sense of a Senseless InheritanceIn this conversation, Fatima Bhutto reckons with ghosts of her past. Many of us know Fatima as the author of novels The Shadow of the Crescent Moon, and The Runaways, as well as her latest nonfiction work New Kings of the World. But over the course of an hour, we get a glimpse into the heavy history she has inherited as a member of the Bhutto family and political dynasty. While we unpack ideas of democracy and oppression, she takes us back to Pakistan: to her grandfather, Zulfiqar Ali Bhutto’s vision of the country coming out of the shadow of colonialism and the rise of the global self. As we dive into the vision of a man who did not live to see his vision come to fruition, Fatima finds his spirit in the books of his library. We also hear about her early years in Damascus where memories of grandeur and exile are intertwined. Fatima does not shy away from the tragedy and weight of her past. She tells us of her father, Murtaza Bhutto’s brutal murder and her journey in coming to terms with her pain in writing her first book Songs of Blood and Sword. For Fatima, the pen is her sword; she deploys language to make sense of the past she has inherited and the complicated and interconnected world we live in today.Produced by Imran Ali Malik, Farooq Chaudhry, and Zahra Parekh. Music by Adam Lotfi. Fatima Bhutto on Twitter and InstagramSupport this work by becoming a Submitter patron: patreon.com/submitter.

"THE STRUGGLE OF MAN AGAINST POWER IS THE STRUGGLE OF MEMORY AGAINST FORGETTING." The Book of Laughter and Forgetting, 1979 Milan Kundera, Czechoslovakian, born 1929. Islam and the Black American: a free course by Dr. Sherman Jackson Islam and the Black American: Book by Dr. Sherman JacksonStamped From the Beginning by Dr. Ibram X. KendiBrother Ali on Instagram/FacebookMuslim Anti-Racist CollectiveIslamic Perspectives on Police Abolition with Ustd. Ubaydallah Evans and Shaykh Azhar NasserSapelo SquareWasat Bilal WareCentering Black Narrative by Imam Dawud AliThe Walking Qur’an by Bilal WareWritten by Imran Ali Malik, Farooq Chaudhry, and Zahra Parekh. Music by Mikhail Latif. Support us by becoming a Submitter patron. patreon.com/submitter

Subscribe to the podcast and show notes: https://qurantalk.podbean.com/ Quran translation on iOS: https://apple.co/2C1YGXj Additional Resources: http://www.masjidtucson.org Contact: qurantalk (at) gmail (dot) com Mary [3:42] The angels said, "O Mary, GOD has chosen you and purified you. He has chosen you from all the women. [3:43] "O Mary, you shall submit to your Lord, and prostrate and bow down with those who bow down.”  [3:45] The angels said, "O Mary, GOD gives you good news: a Word from Him whose name is 'The Messiah, Jesus the son of Mary.' He will be prominent in this life and in the Hereafter, and one of those closest to Me. [3:46] "He will speak to the people from the crib, as well as an adult; he will be one of the righteous.” [19:23] The birth process came to her by the trunk of a palm tree. She said, "(I am so ashamed;) I wish I were dead before this happened, and completely forgotten." [2:216] Fighting may be imposed on you, even though you dislike it. But you may dislike something which is good for you, and you may like something which is bad for you. GOD knows while you do not know. [10:61] You do not get into any situation, nor do you recite any Quran, nor do you do anything, without us being witnesses thereof as you do it. Not even an atom's weight is out of your Lord's control, be it in the heavens or the earth. Nor is there anything smaller than an atom, or larger, that is not recorded in a profound record. When faced with hardship do you believe: “this is happening to me” or “is this happening for me?” Sura 18 - There is a good reason for everything the people who own a boat; the parents of the child; the treasure for the orphans  Job 3 1-7 1. After a while, Job opened his mouth to speak. He cursed the day he had been born. 2 He said, 3 “May the day I was born be wiped out. May the night be wiped away when people said, ‘A boy is born!’ 4 May that day turn into darkness. May God in heaven not care about it. May no light shine on it. 5 May gloom and total darkness take it back. May a cloud settle over it. May blackness cover it up. 6 May deep darkness take over the night I was born. May it not be included among the days of the year. May it never appear in any of the months. 7 May no children ever have been born on that night. May no shout of joy be heard in it. Job 38:4 -7 “Where were you when I laid the earth’s foundation? Tell me, if you understand. 5 Who marked off its dimensions? Surely you know! Who stretched a measuring line across it? 6 On what were its footings set, or who laid its cornerstone— 7 while the morning stars sang together and all the angels[a] shouted for joy? [21:83] And Job implored his Lord: "Adversity has befallen me, and, of all the merciful ones, You are the Most Merciful." [21:84] We responded to him, relieved his adversity, and restored his family for him, even twice as much. That was a mercy from us, and a reminder for the worshipers. Example of Joseph - Left for dead by his brothers Sold into slavery Falsely accused and thrown into prison Even if what happens is a consequence of our actions, God can use this for our good if we trust in Him. Tough Love If we trust in God he can transform any situation God who designed a system where: coal can be transformed into diamonds, sand into pearls, and a caterpillar into a butterfly can transform any situation in our lives as well.  God who can take the most putrid water and transform it to clean fresh nourishing and delicious for us to drink can also take any situation in our life that the devil has made for our bad into being for our good [56:68] Have you noted the water you drink? [56:69] Did you send it down from the clouds, or did we? [56:70] If we will, we can make it salty. You should be thankful. [15:22] ... and cause water to come down from the sky for you to drink. Otherwise, you could not keep it palatable. Joseph extended stay in prison [12:36] Two young men were in the prison with him. One of them said, "I saw (in my dream) that I was making wine," and the other said, "I saw myself carrying bread on my head, from which the birds were eating. Inform us of the interpretation of these dreams. We see that you are righteous." [12:41] "O my prison mates, one of you will be the wine butler for his lord, while the other will be crucified— the birds will eat from his head. This settles the matter about which you have inquired." [12:42] He then said to the one to be saved "Remember me at your lord."* Thus, the devil caused him to forget his Lord, and, consequently, he remained in prison a few more years. Imagine trying to crack an egg prematurely to help the chick before it was ready to get out on it’s own [32:21] We let them taste the smaller retribution (of this world), before they incur the greater retribution (of the Hereafter), that they may (take a hint and) reform. How much worse would it be to spend an eternity in Hell rather than waking up and taking a hint now? [4:147] What will GOD gain from punishing you, if you became appreciative and believed? GOD is Appreciative, Omniscient. There is a season for everything -  Sometimes a season for abundance and sometimes a season for scarcity  The King's Dream [12:43] The king said, "I saw seven fat cows being devoured by seven skinny cows, and seven green spikes (of wheat), and others shriveled. O my elders, advise me regarding my dream, if you know how to interpret the dreams." [12:44] They said, "Nonsense dreams. When it comes to the interpretation of dreams, we are not knowledgeable." [12:45] The one who was saved (from the prison) said, now that he finally remembered, "I can tell you its interpretation, so send me (to Joseph)." Joseph Interprets the King's Dream [12:46] "Joseph my friend, inform us about seven fat cows being devoured by seven skinny cows, and seven green spikes, and others shriveled. I wish to go back with some information for the people." [12:47] He said, "What you cultivate during the next seven years, when the time of harvest comes, leave the grains in their spikes, except for what you eat. [12:48] "After that, seven years of drought will come, which will consume most of what you stored for them. [12:49] "After that, a year will come that brings relief for the people, and they will, once again, press juice." [3:140] If you suffer hardship, the enemy also suffers the same hardship. We alternate the days of victory and defeat among the people. GOD thus distinguishes the true believers, and blesses some of you with martyrdom. GOD dislikes injustice. [3:141] GOD thus toughens those who believe and humiliates the disbelievers. [17:10] As for those who disbelieve in the Hereafter, we have prepared for them a painful retribution. [17:11] The human being often prays for something that may hurt him, thinking that he is praying for something good. The human being is impatient. Things are happening for a purpose  – Trust the process  [2:249] When Saul took command of the troops, he said, "GOD is putting you to the test by means of a stream. Anyone who drinks from it does not belong with me—only those who do not taste it belong with me—unless it is just a single sip." They drank from it, except a few of them. When he crossed it with those who believed, they said, "Now we lack the strength to face Goliath and his troops." Those who were conscious of meeting GOD said, "Many a small army defeated a large army by GOD's leave. GOD is with those who steadfastly persevere.” [33:12] The hypocrites and those with doubts in their hearts said, "What GOD and His messenger promised us was no more than an illusion!" [33:13] A group of them said, "O people of Yathrib, you cannot attain victory; go back." Others made up excuses to the prophet: "Our homes are vulnerable," when they were not vulnerable. They just wanted to flee. [33:14] Had the enemy invaded and asked them to join, they would have joined the enemy without hesitation. [33:22] When the true believers saw the parties (ready to attack), they said, "This is what GOD and His messenger have promised us, and GOD and His messenger are truthful." This (dangerous situation) only strengthened their faith and augmented their submission. If we never move past from “Why is this happening to me” to “This is happing for me” then we could turn into hypocrites [29:2] Do the people think that they will be left to say, "We believe," without being put to the test? [29:10] Among the people there are those who say, "We believe in GOD," but as soon as they suffer any hardship because of GOD, they equate the people's persecution with GOD's retribution. But if blessings from your Lord come your way, they say, "We were with you." Is GOD not fully aware of the people's innermost thoughts? [29:11] GOD will most certainly distinguish those who believe, and He will most certainly expose the hypocrites. [3:165] Now that you have suffered a setback, and even though you inflicted twice as much suffering (upon your enemy), you said, "Why did this happen to us?" Say, "This is a consequence of your own deeds." GOD is Omnipotent. [3:166] What afflicted you the day the two armies clashed was in accordance with GOD's will, and to distinguish the believers. [3:167] And to expose the hypocrites who were told, "Come fight in the cause of GOD, or contribute." They said, "If we knew how to fight, we would have joined you." They were closer to disbelief then than they were to belief. They uttered with their mouths what was not in their hearts. GOD knows what they conceal. [3:168] They said of their kinsmen, as they stayed behind, "Had they obeyed us, they would not have been killed." Say, "Then prevent your own death, if you are truthful." Difference between a Submitter or Weak Believer and a Hypocrite Difference between a Hypocrite and a weak believer is the weak believer knows what is right and what is wrong, but lacks the strength to go for the right path. The hypocrite on the other hand will change the definition of the right path to match their desires. [9:118] Also (redeemed were) the three who stayed behind. The spacious earth became so straitened for them, that they almost gave up all hope for themselves. Finally, they realized that there was no escape from GOD, except to Him. He then redeemed them that they may repent. GOD is the Redeemer, Most Merciful. [3:154] After the setback, He sent down upon you peaceful slumber that pacified some of you. Others among you were selfishly concerned about themselves. They harbored thoughts about GOD that were not right— the same thoughts they had harbored during the days of ignorance. Thus, they said, "Is anything up to us?" Say, "Everything is up to GOD." They concealed inside themselves what they did not reveal to you. They said, "If it was up to us, none of us would have been killed in this battle." Say, "Had you stayed in your homes, those destined to be killed would have crawled into their death beds." GOD thus puts you to the test to bring out your true convictions, and to test what is in your hearts. GOD is fully aware of the innermost thoughts. Lot less concern on the outcome and more concern for the process Marcus Lemonis - The Profit: people, process; profit Can’t control the winds but we can adjust our sails  We can’t control the outcome we can only control our input Can you go through the experience and feel good about your decision? Sow the seeds to gain the harvest The farmer who trusts in God knows the process. They know that if they plant the right seeds and do the righteous works that they will reap the benefits regardless of the short term outcome or temporary “season” Accumulation of what you do everyday Accumulation of thousands of small decisions to push the lever to the other track  Slight gradual change to big momentous shift Stone cutter quote - “When nothing seems to help, I go back and look at the stonecutter hammering away at his rock perhaps a hundred times without as much as a crack showing in it. Yet at the hundred and first blow it will split in two, and I know it was not that blow that did it — but all that had gone before.” [10:61] You do not get into any situation, nor do you recite any Quran, nor do you do anything, without us being witnesses thereof as you do it. Not even an atom's weight is out of your Lord's control, be it in the heavens or the earth. Nor is there anything smaller than an atom, or larger, that is not recorded in a profound record.   Boy named sue - Johnny Cash   Well my daddy left home when I was three And he didn't leave much to Ma and me Just this old guitar and an empty bottle of booze Now, I don't blame him 'cause he run and hid But the meanest thing that he ever did Was before he left, he went and named me "Sue"   Well, he must o' thought that is quite a joke And it got a lot of laughs from a' lots of folk It seems I had to fight my whole life through Some gal would giggle and I'd get red And some guy'd laugh and I'd bust his head I tell ya, life ain't easy for a boy named "Sue"   …   He stood there lookin' at me and I saw him smile And he said, "Son, this world is rough And if a man's gonna make it, he's gotta be tough And I know I wouldn't be there to help you along So I give you that name and I said goodbye I knew you'd have to get tough or die And it's the name that helped to make you strong"   He said, "Now you just fought one hell of a fight And I know you hate me, and you got the right To kill me now, and I wouldn't blame you if you do But you ought to thank me, before I die For the gravel in your guts and the spit in your eye 'Cause I'm the person that named you "Sue"   What could I do, what could I do I got all choked up and I threw down my gun Called him my Pa, and he called me his son And I come away with a different point of view                

Guy's Questions: 1) Sanding vs planing finish. Is there really a big difference? Submitter: aeumber Marc's YouTube video: https://www.youtube.com/watch?v=yC45Cb-p89I 2) Concerning table saw safety. How wide should the board be before you stop using a push stick and start using your hands? Submitter:Tabb Adams Sean's Questions: 1) Everyone podcast has discussions of the woodworker’s favorite tool. But most of the answers are hundreds if not thousands of dollars (cough cough saw stop). Many of us do not have the means to purchase those tools. So, what is your favorite tool under $50? How does it excel and what are its limitations? Submitter: Rusty_Keyboard 2) Hey guys. I plan to buy a SawStop for my garage shop. I’d really want to get the 3hp professional model. I’ll also need to buy a dust collector, and I’m looking at the Oneida mini gorilla or Jet cyclone (to be connected by flex hose to one tool at a time, no duct work). My issue is that I only have a single 220 volt outlet. Should I get a the 3hp/220v saw with a 1.5 hp/110v dust collector or the 1.75 hp/110v saw with a 2hp/220v dust collector? Thanks for your advice. Submitter: David Huy's Questions: 1) in reference to shop aprons/vests/tool belt/baby sling(ha, been there on that one) ?? What is the preference of each of you? Is it related to the task at hand or general comfort? I've gone to a waxed canvas tool apron, durable but still light. Just enough to hold a small tape, square and any marking tools needed at that time. Curious on how you all approach it. Thanks. Submitter: Wesley 2) where do you start? A keen interest but an empty (basic tools) garage/woodshop.  Submitter: mcsegel

A lecture for somebody who is just converted or thinking about converting and also for the Muslims by name who are interested to know about their identity given by God. In this lecture you will see who is a Muslim, what the purpose of a Muslim is and how all mankind falls into this category … Continue reading Urdu Muslim – Submitter →

A lecture for somebody who is just converted or thinking about converting and also for the Muslims by name who are interested to know about their identity given by God. In this lecture you will see who is a Muslim, what the purpose of a Muslim is and how all mankind falls into this category … Continue reading Muslim – Submitter →

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