Podcasts about suggestions

This week's Office Hours focused on balancing faith, calling, and entrepreneurship. One participant sought guidance about managing an existing tutoring business while considering a new food-related venture. The advice emphasized discerning whether new opportunities align with God's timing and calling, noting that sources of provision should support rather than distract from one's primary purpose, similar to how Apostle Paul's tent-making ministry supported his apostolic work. Suggestions included testing the new business concept through blogging or community-building before making a larger commitment.  Another participant offered a business connection in the childcare industry, while the conversation broadened into the challenges of balancing multiple ventures. Participants discussed the importance of maintaining focus and, when pursuing several projects, shifting from doing all the work personally to leading, managing, and delegating effectively.  A caregiver entrepreneur shared plans to expand services through a nonprofit foundation, receiving encouragement to focus directly on the larger vision rather than investing significant time in smaller preliminary projects. The group also explored the relationship between faith and business success, discussing the differences between worldly systems and kingdom principles, the value of small businesses, and the importance of thinking boldly about God-given visions and opportunities.  The meeting concluded with encouragement to pursue one's calling without limiting ambitions, announcements regarding upcoming ministry activities and Bible study opportunities, and discussion of an upcoming mission trip to South Africa focused on youth evangelism. __________ Partner with Us: https://churchforentrepreneurs.com/partner Connect with Us: https://churchforentrepreneurs.com __________    

Credits: 0.25 AMA PRA Category 1 Credit™   CME/CE Information and Claim Credit: https://www.pri-med.com/online-education/podcast/frankly-speaking-cme-489 Overview: Join us as we discuss lipoprotein(a) testing—including when it adds value and when it may not. We review the evidence behind this increasingly requested cardiovascular risk marker, equipping you with the knowledge to counsel patients, understand current and emerging treatment options, and optimize evidence-based strategies to reduce overall cardiovascular disease risk. Episode resource links: Eur J Clin Invest. 2025 Oct 3:e70127. doi: 10.1111/eci.70127. Arterioscler Thromb Vasc Biol. 2022 Jan;42(1):e48-e60. doi: 10.1161/ATV.0000000000000147 Progress in Cardiovascular Diseases, 84, 2024, Pages 27-33, https://doi.org/10.1016/j.pcad.2024.05.007 Guest: Jillian Joseph, MPAS, PA-C   Music Credit: Matthew Bugos Thoughts? Suggestions? Email us at FranklySpeaking@pri-med.com  The views expressed in this podcast are those of Dr. Domino and his guests and do not necessarily reflect the views of Pri-Med.

Credits: 0.25 AMA PRA Category 1 Credit™   CME/CE Information and Claim Credit: https://www.pri-med.com/online-education/podcast/frankly-speaking-cme-489 Overview: Join us as we discuss lipoprotein(a) testing—including when it adds value and when it may not. We review the evidence behind this increasingly requested cardiovascular risk marker, equipping you with the knowledge to counsel patients, understand current and emerging treatment options, and optimize evidence-based strategies to reduce overall cardiovascular disease risk. Episode resource links: Eur J Clin Invest. 2025 Oct 3:e70127. doi: 10.1111/eci.70127. Arterioscler Thromb Vasc Biol. 2022 Jan;42(1):e48-e60. doi: 10.1161/ATV.0000000000000147 Progress in Cardiovascular Diseases, 84, 2024, Pages 27-33, https://doi.org/10.1016/j.pcad.2024.05.007 Guest: Jillian Joseph, MPAS, PA-C   Music Credit: Matthew Bugos Thoughts? Suggestions? Email us at FranklySpeaking@pri-med.com  The views expressed in this podcast are those of Dr. Domino and his guests and do not necessarily reflect the views of Pri-Med.

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

The boys are back in town! This week, the fellas revisit the Afghanistan crew from Restrepo with the documentary "sequel" Korengal. The guys question if a sequel can just be a selection of deleted scenes from the original film and then discuss masculinity and homoeroticism in the military along with a slew of other topics! Next week: alternate history! Questions? Comments? Suggestions? You can always shoot us an e-mail at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠forscreenandcountry@gmail.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠   Full List: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.pastemagazine.com/movies/war-movies/the-100-greatest-war-movies-of-all-time⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/forscreenandcountry⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.twitter.com/fsacpo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠d⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Our logo was designed by the wonderful Mariah Lirette (⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://instagram.com/its.mariah.xo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠) Korengal is directed by Sebastian Junger. Learn more about your ad choices. Visit megaphone.fm/adchoices

Yvonne Cox arrived at Campbell in the fall of 1996 fresh off a West Virginia State amateur title and joined a golf program that would become one of the nation's best over the next four years. A relative late-starter in the game, Vonnie's all-around athleticism and competitive drive propelled her to a pair of top-10 finishes in the ASUN Championship and two NCAA regional appearances. After graduating in 2000, Vonnie qualified for the U.S. Women's Amateur Championship then embarked on a professional career. Over five seasons, she made 64 starts on the LPGA Developmental circuit – now known as the Epson Tour – and qualified for the 2004 U.S. Open. She entered the business field and took an extended break from the game but regained her passion for the sport. She has already won a pair of tournaments while producing a top-10 finish at the 2023 LPGA Senior Championship. Through the years, she has stayed in contact with her fellow Campbell Golf alumni and has returned to participate in the annual Battle for the Creek tournament in early November. Now based in Williamsburg, Virginia, Vonnie is a teaching pro in addition to competing on the Legends of the LPGA Tour. In the next episode of Tales from the Creek, Yvonne Cox-Holmes chats with Stan Cole about her family's influence on her sporting career, her path to Campbell, where she was offered scholarships in both golf and softball, her professional career and more. Suggestions for future Tales from the Creek interview subjects are always welcome and may be sent to Stan Cole at cole@campbell.edu.

The National Economic Dialogue takes place at Dublin Castle today. Among the proposals that will be heard is an adjustment to how social welfare payments are increased by Social Justice Ireland and their Research and Policy Analyst, Susanne Rogers explained to Anton what they will be proposing today.

Thanks for listening to our weekly message. We're a church committed to helping people find and follow God. We gather each Sunday at the Capitol Theatre in downtown Wheeling, West Virginia.Learn more or plan a visit: newbridgechurch.usFollow us online:facebook.com/newbridgechurch.usinstagram.com/newbridgechurch.us

Jon and David Harris debrief on the Southern Baptist Convention 2026 including the Truth and Unity Amendment, the election of Willy Rice, the resolution on immigration and antisemitism, and general impressions.0:00 - Introduction, First Impressions & Massive Scale of SBC 2026 4:00 - Exhibitor Hall, Extravagance, Political Dynamics & Family SBC History 8:30 - Key Votes: Truth & Unity Amendment (Male Pastor) & Willie Rice Election 13:00 - Stump Speeches, Voter Energy, Progressive Reactions & Skepticism on Past Positions 20:00 - Why Willie Rice Won: Sermons, Heart Connection, Home Turf & Conservative Shift 28:00 - NAMB Report Critique, Missions Rhetoric vs. Reality & Bureaucratic Dynamics 36:00 - Resolutions Analysis (Immigration, Antisemitism, etc.) & Policy Concerns 44:00 - Overall Impressions, Suggestions for Next Year & Closing ThoughtsOur Sponsors:* Check out Mars Men: https://mengotomars.comSupport this podcast at — https://redcircle.com/conversations-that-matter8971/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

“I LOVE The Inflation,” & Reveals To The World That The US Has Been Taking Millions Of Barrels Of Oil Out Of Iran! Alex Jones Responds To The President's Suggestion That The Iranian Oil Will Offset Inflation When The War Is Over

Gwenaelle Persiaux, psychologue. Dans ce moment extrait d'un épisode très écouté, je l'ai invitée à décortiquer quelque chose qu'on croit comprendre mais qu'on applique rarement à soi-même : la théorie de l'attachement.Dans cet épisode, nous parlons des quatre styles d'attachement, de pourquoi les évitants ont les zones aveugles les plus épaisses, et de pourquoi on peut être parfaitement compétent au travail tout en étant un désastre dans l'intimité. J'ai questionné Gwenaelle sur comment identifier son propre style sans se raconter d'histoires, et sur ce que le genre a encore à voir là-dedans.Citations marquantes"Si je suis dans un couple mais je ne l'investis pas vraiment, j'y suis sans y être, au moins je risque moins d'être blessée.""Plus on est insécure, plus il y a des défenses, donc moins on a accès à la connaissance de soi.""Ça ressurgit quand on devient parent. Ça ressurgit dans les grosses crises de couple. C'est là où on est beaucoup plus poreux.""On peut être sécure au boulot et puis, quand tu t'intéresses à leur vie amoureuse, c'est beaucoup moins sécure.""Plutôt que de le prendre avec la tête, je préfère toujours laisser parler le corps et la résonance du cœur."Big Ideas1. Les quatre styles ne sont pas des cases, mais des boussoles Sécure, évitant, anxieux, désorganisé : chacun correspond à une stratégie construite inconsciemment pour survivre à ses blessures d'enfance. Ce ne sont pas des étiquettes, ce sont des cartes de navigation intérieure. Pourquoi c'est important : comprendre le cadre avant de se chercher dedans évite les auto-diagnostics bâclés. Timestamp : 00:35 - 06:18*2. On peut être compétent là où on s'est sécurisé, blessé là où on ne l'a pas fait Un bon soignant peut être complètement dépassé dans son couple. L'expérience professionnelle construit une sécurité fonctionnelle, mais les noyaux traumatiques non résolus ressurgissent dans l'intimité. Pourquoi c'est important : le succès visible masque souvent une fragilité invisible. Timestamp : 06:40 - 08:53*3. Les évitants sont les champions du déni de leur propre profil Par définition, ceux qui évitent les émotions évitent aussi l'introspection. Leur zone aveugle est la plus épaisse. C'est souvent le regard de l'autre, conjoint ou ami proche, qui crée la fissure dans l'image qu'ils ont d'eux-mêmes. Pourquoi c'est important : l'auto-évaluation seule ne suffit pas. Timestamp : 10:47 - 11:56*4. Le genre n'est pas neutre dans le style d'attachement Culturellement, les hommes sont encore orientés vers l'inhibition émotionnelle (évitants), les femmes vers l'expression et la demande (anxieuses). Les études restent nuancées, mais l'observation clinique le confirme largement. Pourquoi c'est important : les conflits de couple rejoignent souvent ce croisement évitant/anxieux. Timestamp : 11:56 - 12:08*Questions posées dans l'interviewPeux-tu nous définir les différentes typologies d'attachement ?Est-ce que le style d'attachement est propre à la personne ou à la relation dans laquelle on se trouve ?Est-ce qu'on a le même style d'attachement dans toutes nos relations, professionnelles, amicales, amoureuses ?Comment identifier son propre style d'attachement quand on manque de recul sur soi-même ?Pourquoi a-t-on tendance à projeter le style de l'autre avant de regarder le sien ?Comment les défenses psychologiques bloquent-elles la connaissance de soi ?Quels outils concrets peut-on utiliser pour commencer à identifier son style ?Quel rôle jouent les personnes proches (conjoint, amis) dans ce travail d'identification ?Y a-t-il une différence de genre dans la répartition des styles d'attachement ?Dans quelle mesure la culture influence-t-elle l'expression ou l'inhibition émotionnelle ?Références citéesThéories et conceptsThéorie de l'attachement (cadre général) - mentionnée dès [00:35]Psychanalyse et notion d'inconscient, défenses psychologiques - [09:23]Concept de "noyaux traumatiques non résolus" (terminologie clinique) - [08:05]Notion de "persona" (étymologie grecque, masque) - [07:27]Ressources mentionnéesVidéos et livres sur l'attachement (non nommés explicitement) - [10:09]Timestamps clés (optimisés YouTube)00:00 - Introduction au "moment" Présentation du format et mise en contexte.00:35 - Les 4 styles d'attachement Gwenaelle pose les bases : sécure, évitant, anxieux, désorganisé. Une personne sur deux serait sécure. Les trois autres styles correspondent à des stratégies de survie psychologique construites face aux blessures d'enfance.02:06 - L'évitant : se protéger en ne sentant plus Profil détaillé du style évitant. Ces personnes ont appris que montrer leurs émotions était soit inutile (personne ne répondait), soit mal venu. Résultat : inhibition émotionnelle et distance relationnelle.03:39 - L'anxieux : seul, je n'y arrive pas Le style anxieux naît d'un environnement où les émotions débordaient sans être régulées. Ces personnes cherchent constamment validation, présence et réassurance. C'est de l'anxiété relationnelle, pas nerveuse.04:20 - Le désorganisé : le plus rare, le plus lourd Ce style oscille entre évitement total et demande fusionnelle, parfois d'une heure à l'autre. Toujours lié à des traumas lourds : maltraitance ou absence grave de figures parentales.06:18 - Style lié à la personne ou à la relation ? Le style s'homogénéise avec l'âge. C'est avant tout une manière d'être au monde, construite inconsciemment. Mais des subtilités existent : on peut être sécure au travail et désorganisé dans l'intimité.08:53 - Comment identifier son propre style ? Trois pistes : s'informer théoriquement jusqu'à ce que ça "résonne", interroger les proches qui nous connaissent vraiment, et si besoin, travailler avec un thérapeute. Les zones aveugles sont inversement proportionnelles à la sécurité.11:56 - Genre et attachement : les hommes évitants, les femmes anxieuses ? Observation clinique et culturelle : la société valide encore davantage l'expression émotionnelle chez les femmes, et l'inhibition chez les hommes. Ce croisement explique beaucoup de dynamiques de couple. Suggestion d'autres épisodes à écouter : #245 comprendre les secrets des liens affectifs avec Gwenaelle Persiaux (https://audmns.com/hNGTIqO) #259 Se sentir mal dans une société malade avec Gwenaelle Persiaux (https://audmns.com/EoyfCSz)Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Max and Maria sit down with Dr. Nina Khrushcheva, Professor of International Affairs at the New School and one of the world's leading experts on Russia, to discuss her new Russian‑language book Nikita Khrushchev: Vozhd vne sistemy (“Nikita Khrushchev: An Outlier of the System”) and her experience as one of the few scholars still traveling to and from Russia. As Nikita Khrushchev's great‑granddaughter and adoptive granddaughter, she offers a rare, personal view of how Russian culture, politics, and society are evolving. Mentioned:  No Exit from Stalin | by Nina L. Khrushcheva in Project Syndicate (April 2026)  Russia's Descent Into Tyranny: How Four Years of War Have Remade Society | by Nina L. Khrushcheva in Foreign Affairs (Dec. 2025)  Nikita Khrushchev: Vozhd vne sistemy (Nikita Khrushchev: An Outlier of the System) | Book by Nina L. Khrushcheva  Feedback? Suggestions? Ideas to help us improve? Email us at erep@csis.org.  If you love Russian Roulette, let us know by subscribing and leaving a review wherever you get your podcasts.   Listen to our sister podcast, covering all things Europe through a Washington lens: CSIS Podcasts | The Eurofile 

According to a recent report, students who attended disrupted elementary school years due to the COVID-19 Pandemic have shown no recovery, and many are worse off than they were in the early 2010's. Seth argues that the emphasis on teaching critical race theory and Marxism in educational institutions is leading to a dumbed-down education system, where students are not learning the fundamentals. Listener call-in commentary on commercials from the 1970’s and food suggestions for Producer David Doll’s Instagram. We’re joined by Don Spini and Logan Marcus, Esq. from Sun Valley Wealth. Seth discusses President Trump's decision to begin U.S. attacks on Iran once again. See omnystudio.com/listener for privacy information.

Pol and Bud — who’ve agreed to hire an Etsy witch to get a third host on this podcast sometime — geek out about privacy, Facebook, murderous children, wholesome animation, and big men with swords. Bud’s Weekly Geek-out 11:13 – Bill C-22 (no privacy for you!) Coming Soon 16:08 – The Legend of Zelda: Ocarina of Time (Switch 2 remake, 2026, part of the June 9 Nintendo Direct) 22:10 – Moana (Disney remake, final trailer, in theatres July 10) 25:08 – The Bear (HBO series, S5, June 25) 26:33 – The Social Reckoning (in theatres October 9) 30:26 – Lucky (Apple TV series, July 15) 32:08 – The Dog Stars (Ridley Scott film, in theatres August 28) 35:17 – Star Wars: Galactic Racer (PC [Steam/Epic], Xbox X|S, PS5, October 6) 37:50 – Ice Cream Man (in theatres August 7) 41:27 – Scooby-Doo:Origins live-action Netflix series reveals first look at tha Scoobs & Shaggy 46:15 – The Littlest Hobo reboot coming from Seth Rogen & Evan Goldberg FOUND AFTER RECORDING: Tom Green & Steven Page – Maybe Tomorrow (The Littlest Hobo Theme) 48:08 – Ghostbusters: Night Shift (Netflix and Sony Pictures Animation series, 2027) Geek News Proper 50:08 – Buffy the Vampire Slayer stars pay tribute to Anthony Head 53:20 – The Super Mario Galaxy Movie has made $1.36 billion worldwide 54:53 – LEGO Insiders Club x Aardman present: Boop (Half-Asleep Chris BTS) Reviews and Recommendayshes 58:26 – Obsession (Pol) 1:03:59 – Masters of the Universe (Pol) Join The Geek-out Podcast’s Facebook page (where we’ll release new episodes, and where you can talk with us) and Facebook group (where fans of the podcast can gather and talk geeky stuff)! Questions? Comments? Corrections? Suggestions? e-mail geekout@TheZone.fm

Donate (no account necessary) | Subscribe (account required) Join Bryan Dean Wright, former CIA Operations Officer, as he covers today's top stories shaping America and the world. In this Listener Q&A episode of The Wright Report, Bryan breaks down the latest escalation with Iran, including a dramatic at-sea rescue of two downed Apache pilots using an AI-powered drone boat, and explains what a lasting peace deal would actually require. Listeners push Bryan on oil prices, the Iran endgame, and whether the U.S. should pursue regime change or a strategic withdrawal. He lays out his case for a coordinated pullback backed by covert CIA and SOCOM operations, while also addressing the riots now tearing through Belfast following a brutal attempted beheading by an asylum seeker, and what that moment reveals about the broader clash playing out across Europe. Plus, Bryan covers a landmark development in American-made solar panels, shares a correction on Ivermectin use in dogs, and closes with three pieces of genuinely good news: a simple hospital tip that cuts pneumonia risk by 60%, new UCLA research on creatine and cancer-fighting immune cells, and a stunning case study of an 80-year-old Alzheimer's patient who temporarily recovered speech, memory, and mobility after a single dose of psilocybin. "And you shall know the truth, and the truth shall make you free." - John 8:32   Keywords: Bryan Dean Wright, Wright Report, Iran war, Apache helicopter rescue, Saronic drone boat, Task Force 59, Iran peace deal, JD Vance, oil prices, demand destruction, Belfast riots, Sudan asylum seeker, UK immigration, European migration crisis, QCells solar panels, made in USA solar, screwworm update, Ivermectin dogs, pneumonia prevention hospital, creatine cancer research, killer T cells, UCLA immunotherapy, psilocybin Alzheimer's, dementia treatment, Fourth of July film special

If in real-time you felt something that you'd never felt in that location before...the kind of thing that made you stop what you were doing and think...what the heck was that? You might have felt the earthquake. If, however, you didn't read anything into whatever you felt until you saw the report that there had been an earthquake – you have the likely answer. 

This week, Mike and Damien talk about integrating Magic into your games. How does it work? How does it interact with your world, and with technology? Suggestions for these things and more are found within the pages of the Spellbook this week!Social mediahttps://bsky.app/profile/birdmanguelph.bsky.socialhttps://bsky.app/profile/magickalhack.bsky.socialShow Email Thespellbookshow@gmail.comDamien's Youtube https://www.youtube.com/@magickalhackmakes4671Damien's Twitch https://www.twitch.tv/magickalhackhttps://www.cfru.ca/Listen - WEDNESDAYS at NOON AT CFRU 93.3 FMShow Notes:Your Geekmasters:Mike "The Birdman" - https://bsky.app/profile/birdmanguelph.bsky.socialAlex "The Producer" - https://bsky.app/profile/dethphasetwig.bsky.socialFeedback for the show?:Email: feedback@thisweekingeek.netTwitter: https://twitter.com/thisweekingeekBluesky: https://bsky.app/profile/thisweekingeek.netSubscribe to our feed: https://www.spreaker.com/show/3571037/episodes/feediTunes: https://podcasts.apple.com/us/podcast/this-week-in-geek/id215643675Spotify: https://open.spotify.com/show/3Lit2bzebJXMTIv7j7fkqqWebsite: https://www.thisweekingeek.netJune 10, 2026

In this re-release episode of the Live Greatly podcast, Kristel Bauer sits down with former world champion debater and author Dr. Kate Mason to discuss how effective communication can help you build trust, increase your influence, and navigate challenging workplace dynamics with greater confidence. Kate shares practical strategies for becoming more approachable, strengthening relationships, overcoming self-doubt, and communicating effectively in situations where power dynamics are at play. Whether you're looking to elevate your leadership presence, advance your career, or simply become a more confident communicator, this conversation is packed with actionable insights. Tune in now! Key Takeaways From This Episode: A look into Kate Mason Ph.D.'s book, Powerfully Likeable:  A Woman's Guide to Effective Communication Tips to increase approachabilty Ways to build trust Suggestions to navigate power imbalances A look into something called Imposing Syndrome and how to counter it Tips to boost likeability How many overachievers may be over preparing ABOUT KATE MASON PH.D. Kate Mason Ph.D. is a former world-champion debater, coach and author.  Her book, Powerfully Likeable is the result of over twenty years of working in fast-paced environments of excellence. Her particular niche? Unlocking communication for high-performing women who are at the crossroads of power and likeability. Mason has spent her career working with founders and executives from tech startups to major global brands, like Google, Microsoft, Netflix, Uber and many more. Connect with Kate Order: Powerfully Likeable:  A Woman's Guide to Effective Communication Website: https://www.katemason.co/  Instagram: https://www.instagram.com/drkatemason/  Linkedin: https://www.linkedin.com/in/katemasonphd/  About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness and performance expert, keynote speaker and TEDx speaker supporting organizations and individuals on their journeys for more happiness and success. She is the author of Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work (John Murray Business November 19, 2024). With Kristel's healthcare background, she provides data driven actionable strategies to leverage happiness and high-power habits to drive growth mindsets, peak performance, profitability, well-being and a culture of excellence. Kristel's keynotes provide insights to "Live Greatly" while promoting leadership development and team building.   Kristel is the creator and host of her global top self-improvement podcast, Live Greatly. She is a contributing writer for Entrepreneur, and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. As an Integrative Medicine Fellow & Physician Assistant having practiced clinically in Integrative Psychiatry, Kristel has a unique perspective into attaining a mindset for more happiness and success. Kristel has presented to groups from the American Gas Association, Bank of America, bp, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. Kristel has been featured in Forbes, Forest & Bluff Magazine, Authority Magazine & Podcast Magazine and she has appeared on ABC 7 Chicago, WGN Daytime Chicago, Fox 4's WDAF-TV's Great Day KC, and Ticker News. Kristel lives in the Fort Lauderdale, Florida area and she can be booked for speaking engagements worldwide. To Book Kristel as a speaker for your next event, click here. Website: www.livegreatly.co  Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Click HERE to check out Kristel's corporate wellness and leadership blog Click HERE to check out Kristel's Travel and Wellness Blog Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.

Merwan Mery a été négociateur au sein des forces spéciales françaises, fondateur de l'agence ADN et son dernier livre se nomme "L'élégance de la manipulation." Tout un programme :)Je me suis dit depuis longtemps que la négociation, c'était une compétence pour les autres, je me défini moi même comme "nul" dans le domaine, aussi parce que je n'aime pas le conflit. Et puis en lisant le livre puis en discutant avec Merwan je me suis rendu compte que j'avais tout faux. Il est né au Liban en 1975, son père a sauvé sa famille d'un peloton d'exécution par les seuls mots. Et depuis, Marwan a fait de ça une vie entière.Dans cet épisode, nous parlons de pourquoi éviter le conflit, c'est se condamner à perdre, des vrais leviers pour débloquer une négociation, de ce que Trump révèle d'un négociateur piégé par sa propre rhétorique, et de comment sortir quelqu'un d'une emprise sans jamais casser le lien.J'ai questionné Marwan sur les 6 mécanismes universels qui nous rendent tous perméables à la manipulation, sur la différence entre gain réel et gain perçu, sur la technique d'inoculation psychologique pour protéger quelqu'un qu'on aime et évidemment sur la manipulation.Citations marquantes"Je préfère gérer 100 psychopathes, 200 sociopathes, 400 pervers qu'un passif agressif. C'est pas une blague.""La clôture d'une négociation ne se fait que sur de la perception. Il n'y a rien de rationnel.""L'absence de résistance de ta part ne fera qu'augmenter le niveau d'exigence de l'autre.""On est tous manipulés, on est tous manipulateurs et on est tous manipulables.""Si vous ne décidez pas pour vous, les gens décideront pour vous. C'est le principe de l'indécision."Idées centrales Idée 1 — La manipulation n'est pas un défaut moral, c'est une nécessité humaine Marwan distingue l'influence de la manipulation par un seul critère : l'intention. Pas l'acte. On manipule tous dès l'enfance, avant même de savoir parler — dès qu'on oriente la réalité pour obtenir quelque chose. Ne pas exercer d'influence sur l'autre, c'est se soumettre à lui. Refuser cette réalité ne protège pas, ça fragilise. C'est pourquoi se réconcilier avec la manipulation, c'est le début de la liberté. Timestamp : 02:17 – 20:30Idée 2 — Distinguer position et enjeu : la clé de 100% des conflits Derrière chaque position affichée se cache un enjeu réel qui n'a, dans la quasi-totalité des cas, rien à voir avec elle. La prise d'otage de Munich en 1972 ? La position, c'est la libération de prisonniers. L'enjeu, c'est la cause palestinienne. Tant qu'on répond à la position, on ne résout rien. La seule voie, c'est de comprendre ce qu'il y a en dessous — et c'est toujours caché. Timestamp : 09:47 – 11:00Idée 3 — L'ICP, intérêt commun partagé : transcender le conflit plutôt que l'affronter Quand tout oppose deux parties, le seul levier est de trouver la chose sur laquelle les deux peuvent dire oui. En grande distribution, face à l'hyperinflation : le distributeur et le fournisseur s'opposent sur tout — sauf sur une chose, faire revenir le consommateur en magasin. Ça suffit à créer un espace de négociation là où il n'y en avait plus. Timestamp : 11:00 – 16:00Idée 4 — Les 6 mécanismes universels de perméabilité Marwan en a identifié six qui s'appliquent à tous, quelle que soit la culture : la mortalité (on agit pour ne pas mourir), l'émotion (qui prend souvent le pas sur la raison), le besoin de croire (donner du sens à ce qu'on ne comprend pas), la dissonance cognitive (les histoires qu'on se raconte pour éviter l'inconfort), le bénéfice supérieur (toutes nos actions sont guidées par lui), et l'économie des ressources (on choisit toujours le chemin le plus court). Ces six leviers font de chacun de nous une cible permanente. Timestamp : 23:39 – 27:08Idée 5 — Ce qui compte, c'est le gain perçu, pas le gain réel Une négociation ne se clôture jamais sur des faits — seulement sur un sentiment. Quelqu'un qui se bat quatre heures pour obtenir 1% sera plus satisfait que celui qui obtient 20% en claquant des doigts. Le travail du négociateur, c'est de provoquer chez l'autre le sentiment de satiété — lui donner l'impression qu'il a tout arraché, même s'il a tout perdu. Timestamp : 38:02 – 40:41Idée 6 — L'inoculation psychologique comme outil contre l'emprise Dire à quelqu'un "ton partenaire te manipule, regarde ce qu'il fait" ne sert à rien — le manipulateur l'a préparé à entendre exactement ça. En revanche, si on liste à l'avance les méthodes que le manipulateur va utiliser, sans cibler personne, la personne sous emprise fait elle-même le lien quand ces méthodes apparaissent. C'est l'électrochoc qui ouvre la fenêtre. Timestamp : 1:02:50 – 1:04:36Idée 7 — L'IA et la société sans friction : ce qu'on est en train de perdre Plus une technologie promet de réduire l'effort, plus on l'adopte silencieusement. GPS, ascenseurs, smartphones — et maintenant l'IA. Le problème : on perd les compétences que ces outils remplacent. Et les générations qui n'ont connu que l'après ne peuvent même plus se poser la question. La friction, c'est ce qui donne de l'expérience. L'enlever, c'est enlever le sens. Timestamp : 28:17 – 36:53Questions posées dans l'interviewLe titre L'élégance de la manipulation est volontairement transgressif — pourquoi choisir un mot que tout le monde fuit ?À quel âge commence-t-on à manipuler ?Qu'est-ce qui t'a amené à en faire une carrière — et quel rôle a joué ton histoire personnelle ?Comment passe-t-on de quelqu'un qui évite le conflit à quelqu'un qui sait le gérer ?Comment distinguer position et enjeu dans un conflit — et comment trouver l'ICP ?Que révèle Trump, lu à travers le prisme d'un négociateur professionnel ?Savoir qu'on est manipulables, est-ce libérateur ou anxiogène ?Comment repérer qu'on est dans une bulle de filtre algorithmique — et comment s'en extraire ?Quels sont les premiers signaux d'une emprise dans un couple, et comment sortir quelqu'un d'une emprise sans briser le lien ?Face à quelqu'un qui refuse de bouger, quelle est la pire erreur — et quelle question fonctionne vraiment ? Références citéesLivresL'élégance de la manipulation — Merwan Mehri (livre principal de l'épisode)The Art of the Deal — Donald Trump, cité pour illustrer la méthode du passage en force (16:11)Événements historiquesPrise d'otage de Munich, JO 1972 — exemple canonique de distinction entre position affichée et enjeu réel (10:30)Guerre du Liban, 6 décembre 1975 — le père de Marwan sauve la famille par la négociation face à un peloton d'exécution (03:35)Études et donnéesÉtude Universcience sur l'esprit critique : 76% des Français pensent avoir un bon esprit critique, 40% refusent de parler à des gens avec qui ils ne sont pas d'accord (52:28)Statistiques ONU sur la démographie mondiale : 8 milliards aujourd'hui, 10 milliards en chiffres médians d'ici 2050 (1:05:14)Références culturellesStranger Things (Netflix) — mentionné par Marwan pour évoquer la simplicité perçue des années 80 (1:05:14)Pyramide de Maslow — référencée sur le bonheur dans les sociétés riches (1:10:19)AutresFabrice Midal — cité en parallèle, discussion sur la société sans friction et l'expérience (27:08)Agence ADN — l'agence de Marwan, forme 3 000 à 4 000 personnes par an sur tous les continents (1:14:02)Timestamps clés (optimisés YouTube)00:00 — Introduction : manipulation, un mot qui fait peur Gregory se dit mauvais négociateur, Marwan aussi. Et pourtant. L'épisode s'ouvre sur une tension : pourquoi appeler un livre L'élégance de la manipulation quand le mot lui-même fait fuir ?02:17 — Manipulation vs influence : tout est dans l'intention Ce qui différencie les deux, ce n'est pas l'acte — c'est l'intention derrière. On peut manipuler positivement et influencer négativement. Le médecin qui te dit que c'est "le seul médicament" te manipule. On l'accepte parce que l'intention est bonne.03:35 — L'histoire personnelle de Marwan Né au Liban en 1975. Son père a sauvé la famille d'un peloton d'exécution le 6 décembre de la même année, par la seule force de la négociation. C'est là que tout a commencé.05:48 — Comment se réconcilier avec le conflit Le conflit n'est pas une violence. C'est l'expression normale d'un désaccord. Savoir le gérer, c'est un hard skill comme les maths. Ceux qui savent se battre n'ont pas peur de se promener à deux heures du matin. Ceux qui savent négocier vivent différemment.09:47 — La distinction position/enjeu : la clé de tout Derrière chaque position affichée se cache un enjeu réel — et dans 100% des cas, les deux n'ont rien à voir. Le mari en retard et la dispute qui s'ensuit : ce n'est pas le retard le sujet. C'est un besoin de respect qui n'est pas comblé.11:00 — L'ICP : intérêt commun partagé Même quand tout oppose deux parties, il existe toujours quelque chose sur quoi les deux peuvent dire oui. C'est cet espace-là qu'il faut trouver. Distributeur vs fournisseur en pleine hyperinflation : l'ICP, c'est faire revenir le consommateur en magasin. Sans ça, tout le monde perd.16:01 — Trump analysé par un négociateur des forces spéciales Trump est prévisible dans son imprévisibilité. Il pousse les curseurs au maximum, ça fonctionne face aux faibles. Mais face à l'Iran — qui ne se perçoit pas comme faible et n'a rien à perdre — il se retrouve dans une situation impossible. C'est le syndrome du tigre blessé.23:39 — Les 6 mécanismes universels de perméabilité Mortalité, émotion, besoin de croire, dissonance cognitive, bénéfice supérieur, économie des ressources. Ces six leviers s'appliquent à tout le monde, partout, toujours. Connaître les 250 biais cognitifs du codex ne suffit pas à s'en protéger.37:46 — La clôture d'une négociation : rien de rationnel Le gain réel ne compte pas. Ce qui compte, c'est le gain perçu. Battu 4 heures pour 1% = satisfaction maximale. Obtenu 20% en claquant des doigts = sentiment d'avoir laissé de l'argent sur la table. Le travail du négociateur, c'est de provoquer le sentiment de satiété.42:27 — Les 4 pouvoirs pour asseoir sa crédibilité Institutionnel (ton statut), situationnel (ce que tu sais faire que les autres ne savent pas), relationnel (ta capacité à créer le lien), personnel (ce que tu es, ton genre, ton charisme, ta couleur de peau). On n'existe qu'au travers du pouvoir que l'autre nous confère.44:44 — Le passif agressif : le profil le plus dangereux Marwan préfère 100 psychopathes à un passif agressif. Ce sont des gens qui sabotent le système de l'intérieur, qui retournent les équipes contre le patron, qui ne quittent jamais l'entreprise parce qu'ils savent qu'ils ne sont pas bankable ailleurs.51:41 — Bulles de filtre : impossible de s'en protéger seul Les algos confirment toujours ta pensée originelle. Connaître les biais ne suffit pas à les éviter. La seule vraie protection : ne pas rester seul dans ses décisions. L'isolement décisionnel, c'est ce qui nous tue.58:01 — Emprise dans un couple : les deux signaux à surveiller Privation de liberté et contrôle coercitif. Les deux s'installent si progressivement qu'au bout de deux ans, les gens ne se rendent même plus compte que demander la permission pour sortir, ce n'est pas normal.1:02:50 — L'inoculation psychologique Ne pas dire "il te manipule, regarde". Mais lister à l'avance les méthodes qu'il va utiliser. Quand il les utilise, la personne fait le lien elle-même. C'est l'électrochoc qui ouvre la fenêtre — sans provoquer de réactance.1:05:14 — Comment redonner envie du futur Pas avec de l'optimisme naïf. En apprenant à gérer l'incertitude. En choisissant quelle fenêtre ouvrir. L'alphabétisation a chuté, la longévité a augmenté, la pauvreté a reculé — les données existent. C'est un choix de regard, pas une certitude.1:12:06 — Ce qu'il faut retenir du livre Détourner un enfant d'un écran, libérer un proche d'une emprise, briser un discours radical : ça nécessite de l'expertise. Ça ne s'improvise pas. Et comme on manipule tous de toute façon, autant bien le faire. Suggestion d'autres épisodes à écouter : [SOLO] Atrophie sociale : anatomie d'une manipulation de masse (https://audmns.com/UouEwvn) #342 Manipulation des idées : enquête sur un lobby libertarien mondial avec Anne-Sophie Simpère (https://audmns.com/NqsewHr) Vlan #64 Comment vos émotions sont-elles manipulées à travers les réseaux sociaux? avec Guy Philippe Goldstein (https://audmns.com/bZIlUdE)Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

The LU Boiz continue the Year of the Spectacle by looking at the continuing humiliation ritual that is the Graham Platner campaign. We also discuss The Cool Zone awaiting us with the confluence of a super El Nino, the weakening AMOC Gulf Stream, and the fertilizer shortage caused by the Epstein War. ALSO also, there's sandwiches, but that's pretty typical. You may join the Hevy Evy underground dojo on Twitter: @leftunreadpod (Twitter and Instagram) @poorfidalgo @gluten_yung You can subscribe to us on Patreon at: https://www.patreon.com/LeftUnread You can reach out to us at leftunreadpod@gmail.com. Suggestions, questions, and hate mail welcome. Theme music by Interesting Times Gang. Check them out at: itgang.bandcamp.com

Credits: 0.25 AMA PRA Category 1 Credit™   CME/CE Information and Claim Credit: https://www.pri-med.com/online-education/podcast/frankly-speaking-cme-488 Overview: Stimulants have long been used to treat attention-deficit/hyperactivity disorder (ADHD); however, their mechanisms of action have been unclear. In this episode, we review a study on functional MRI to assess brain function in patients with ADHD, providing insight into the effects of stimulant medications. Episode resource links: https://doi.org/10.1016/j.cell.2025.11.039 Guest: Robert A. Baldor MD, FAAFP   Music Credit: Matthew Bugos Thoughts? Suggestions? Email us at FranklySpeaking@pri-med.com  The views expressed in this podcast are those of Dr. Domino and his guests and do not necessarily reflect the views of Pri-Med.

Credits: 0.25 AMA PRA Category 1 Credit™   CME/CE Information and Claim Credit: https://www.pri-med.com/online-education/podcast/frankly-speaking-cme-488 Overview: Stimulants have long been used to treat attention-deficit/hyperactivity disorder (ADHD); however, their mechanisms of action have been unclear. In this episode, we review a study on functional MRI to assess brain function in patients with ADHD, providing insight into the effects of stimulant medications. Episode resource links: https://doi.org/10.1016/j.cell.2025.11.039 Guest: Robert A. Baldor MD, FAAFP   Music Credit: Matthew Bugos Thoughts? Suggestions? Email us at FranklySpeaking@pri-med.com  The views expressed in this podcast are those of Dr. Domino and his guests and do not necessarily reflect the views of Pri-Med.

Today Pastor Stan asked A.I. “If you were the Devil, what would you do?” and he got some interesting answers. Let’s use this knowledge to make sure we are not consumed by entertainment, and to make time for the Lord in your Prayer Closet. 00:00 Grok Answer 17:13 ChatGPT Answer 23:20 Stan’s Suggestions

Today Pastor Stan asked A.I. “If you were the Devil, what would you do?” and he got some interesting answers. Let’s use this knowledge to make sure we are not consumed by entertainment, and to make time for the Lord in your Prayer Closet. 00:00 Grok Answer 17:13 ChatGPT Answer 23:20 Stan’s Suggestions

Like Tom Cruise, Reinhard Heydrich lives, dies, and repeats for our amusement. This time, we take a look at a 2016 version of the story, Anthropoid with our old Irish pals Jamie Dornan and Cillian Murphy! If you can't get real Czechs or Slovaks, you can always get a couple of Irishmen. That's just good sense! Next week: checking in on the boys in Afghanistan! Questions? Comments? Suggestions? You can always shoot us an e-mail at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠forscreenandcountry@gmail.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠   Full List: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.pastemagazine.com/movies/war-movies/the-100-greatest-war-movies-of-all-time⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/forscreenandcountry⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.twitter.com/fsacpo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠d⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Our logo was designed by the wonderful Mariah Lirette (⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://instagram.com/its.mariah.xo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠) Anthropoid stars Cillian Murphy, Jamie Dornan, Charlotte Le Bon, Anna Geislerová, Harry Lloyd, Toby Jones, Alena Mihulová and Detlef Bothe; directed by Sean Ellis. Learn more about your ad choices. Visit megaphone.fm/adchoices

Cubs dugout seems low on energy & we have trade suggestions (Hour 2) full 2538 Sun, 07 Jun 2026 17:46:13 +0000 AQQIlWGZ6SHDnILgGg2CjgsUeEigZD1X sports Hit & Run with Matt Spiegel sports Cubs dugout seems low on energy & we have trade suggestions (Hour 2) Hit & Run is a Chicago baseball staple, airing Sundays at 9 a.m. on 670 The Score during the MLB season. 2024 © 2021 Audacy, Inc. Sports https://player.amperwavepo

This week instead of just complaining about something (like single males) I decided to give some helpful hints to some of the very high quality singles that want to participate in the lifestyle.  Tips to help get the process started on the right foot!  Give this week rant a listen and tell me  how I did.https://www.fullswapshop.com/product-category/my-bls/  (STD Hero)http://www.motorbunny.comhttp://www.asnlifestylemagazine.comhttp://www.fullswapshop.comhttps://www.onlyfans.com/msamandakasbh: http://www.krazykasbh.comTwitter:  @TruthKrazy

NEW: Send us Your Comments!This Week's Topics:House Votes to Stop Iran War 3:00Iran threatens to block Access to Red Sea 5:00FBI Arrests Iranian Spy in California 7:00DOJ Charges 9 In Ohio with Fraud 10:00VIDEO: Feds Create System to Catch Fraud 12:30VIDEO: Dr. Oz Blows Up Obamacare Fraud 20:00Mullin Shows Antifa Behind NJ Riots 24:30Senate FINALLY Move to Fund ICE 27:30The Truth about Data Centers 30:00Data Center Build-Out's Falling Behind 39:30Trump Signs AI “Cyber Defense” EO 42:30We Got One! John Bolton Takes Plea Deal! 44:30Proof Hunter Biden Laptop was Deep State 45:30Trump Calls Out California Election Fraud 47:00VIDEO: Trump Defends Jan 6th Patriots 48:30SCOTUS Allows New Alabama Voting Map 50:00Trump Act to END Illegal Voting by Mail 50:30Butler Shooting Victims Sue Feds 54:00Trump Reclassifies 8,000 Senior Feds 1:03:30Trump Acts to Help Coal Industry 1:07:00New Bill Hopes to increase supply of Home 1:10:00US Adds 172,000 New Jobs in May! 1:12:00More Charges against SPLC filed 1:15:00Big Problems for NASA Moon Plans 1:17:30FBI Warns about Hacking of Gas Stations 1:20:3060 Minutes is Getting Un-Woke Fast 1:22:00Covid Vaccines May be causing Cancer 1:26:30VIDEO: Proof Ivermectin Works! 1:28:30NY Dems to remove “Mother” & “Father” 1:32:00Support for Gay Marriage & LGBTQ Falling 1:34:00Republicans FAIL to Stop Transgender Laws 1:37:00Samsung Leaves NJ for Texas 1:38:30Beck RIPS Krugman's De-MAGAfication 1:39:00Dem's Hated by their own Voters 1:48:30Support the showView our Podcast and our other videos and news stories at:https://wethepeopleconvention.org/Podcast-Player-PageSend Comments and Suggestions to:info@WethePeopleConvention.org

3RD Annual Yarchai Kallah in Yerushalayim July 6-8, 2026

If you don't enforce a standard, you don't have a standard, you have a suggestion.In this episode of Content to Close, Hoffen Guo, who has sold into aircraft engine giants, run enterprise learning partnerships at Udemy, and now leads 100% cold-calling teams selling to SMB restaurant owners, lays out her "execution floor" approach to sales leadership. Hoffen explains why activity metrics like 120 minutes of talk time and 150 calls a day fool leaders into rewarding busyness instead of behavior, and why most coaching ("book more meetings," "work on urgency") is really just pressure in disguise. She breaks down the hidden revenue cost of letting one top performer freelance off-script, why standards are social contracts that weaken the moment they go unenforced, and how to hold a hard line without micromanaging by separating controlling standards from controlling style. She closes with the one standard to tighten this quarter: next-step discipline, the difference between a happy call and a real pipeline. If you lead a sales floor and suspect your standards have quietly become optional, this conversation is the wake-up call.About HoffenHoffen Guo started her career in policy and regulation analysis consulting before moving into a business development role at one of the world's largest aircraft engine companies, selling into highly structured, highly regulated, long-cycle enterprise environments. She then joined Udemy's enterprise learning partnership team, focusing on enablement and sales training for partners in emerging markets. Today she works at a SaaS company selling to SMB restaurant owners through 100% cold calling, a motion she calls the toughest combination to sell into. Her through-line: every career move got closer to speed and raw execution, which shaped her belief that activity has to be measurable and execution has to be inspectable.Show NotesConnect with Hoffen on LinkedIn: https://www.linkedin.com/in/hoffen/Text us what you think about this episode!

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Charles Hoskinson recently addressed the challenges facing Cardano in a candid video, highlighting the limits of his influence and the realities of on-chain governance. In this episode we explore what the shift to community-driven decision making really means for the ecosystem, the treasury funding debates, and why several projects are struggling in the current market.We break down the governance era, the role of D-Reps, Project Catalyst learnings, and the practical difficulties of reviewing dozens of technical proposals. The discussion covers why executive function is needed, how allocated budgets and RFPs could improve the process, and what it will take to steer Cardano through the current bear market while retaining talent and research capacity.0:00 Intro1:45 Charles Has No Control4:20 The Governance Era Shift8:10 Treasury and Funding Reality12:30 Why Projects Are Failing16:45 D-Reps and Voting Challenges21:10 Lessons From Project Catalyst25:40 Improving the Process29:15 Where to From Here33:50 Wrap UpKey Takeaways:- Charles Hoskinson has no direct control over Cardano governance, treasury, or protocol changes after the Genesis keys were burnt.- On-chain governance has moved decision-making power to the community through proposals and voting.- Multiple projects including TapTools and JPEG Store are facing closure due to difficult market conditions and lack of sustainable funding.- The Cardano treasury once held significant value but has declined with market conditions; spending decisions are now fully community-driven.- D-Reps (Delegate Representatives) help voters delegate their voting power when they lack time or expertise to review proposals.- High volume of governance proposals (around 99 recently) makes informed voting difficult for many participants.- Project Catalyst provided valuable early learnings on on-chain governance before the current system launched.- Suggestions for improvement include allocated budgets per vertical, RFP-style bidding, and clearer strategic direction.Links & References:- TapTools - YouTube: https://link.learncardano.io/7iia6DWebsite: https://link.learncardano.io/bQ68RcX/Twitter: https://link.learncardano.io/3a1QtvDisclaimer: This content is for educational purposes only. Nothing constitutes financial advice.DISCLAIMER: This content is for informational and educational purposes only and is not financial, investment, or legal advice. I am not affiliated with, nor compensated by, the project discussed—no tokens, payments, or incentives received. I do not hold a stake in the project, including private or future allocations. All views are my own, based on public information. Always do your own research and consult a licensed advisor before investing. Crypto investments carry high risk, and past performance is no guarantee of future results. I am not responsible for any decisions you make based on this content.

Max and Donatienne celebrate 100 episodes of The Eurofile by looking back at the key questions that have defined the show — from European defense and transatlantic tensions to trade, migration, and economic competitiveness. How well did they call it? And what did they miss?  Feedback? Suggestions? Ideas to help us improve? Email us at erep@csis.org  If you love The Eurofile, let us know by subscribing and leaving a review wherever you get your podcasts.  Learn more:Russian Roulette | CSIS Podcasts

Today, we are pleased to share an audio essay written and read by Ryanne Molinari entitled "7 Suggestions for When You're Struggling to Worship Joyfully." Ryanne Molinari is a collaborative pianist/organist and worship director based in Cedar Rapids, Iowa. She is also the author of 'Spirit-Filled Singing: Bearing Fruit as We Worship Together' from Crossway. ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Read the essay here.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Complete this survey for a free audiobook by Kevin DeYoung!⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ If you enjoyed this episode, be sure to leave us a review, which helps us spread the word about the show!

Our cultural artefact for this Podding On episode is the 2007 documentary Heima, which followed Sigur Rós as they played a series of free concerts around Iceland after their mammoth world tour in support of their 2005 album, Takk. Questions? Thoughts? Suggestions? We'd love to hear from you! Email us: aquietnightinsideno9@gmail.com, or find us on Bluesky: https://bsky.app/profile/aqnin9.bsky.social  Join us over on Patreon, where we are doing a full re-watch of The League of Gentlemen, with Podding Off episodes every other week. Support The Show We will never put adverts on this podcast, and to help keep it sustainable, we need your help. If you enjoy what we do, please consider supporting us in one of the following ways: Become our Patreon Subscriber (£3/month) and get access to all our Podding Off episodes and video versions of the show: https://patreon.com/aqnin9 Drop us a one-off donation and sponsor a future episode: https://www.paypal.com/paypalme/aqnin9

In this rerelease episode of Narcissist Apocalypse Q&A, Brandon talks about plausible deniability as a manipulation tactic in abusive relationships. Instead of focusing only on excuses or denial after the fact, this episode looks at how abusers can use suggestion, guilt, shame, concern, victimhood, and the illusion of choice to shape a survivor's behavior without ever making a direct demand. Brandon breaks down how this can show up through isolation, decision-making, body image, emotional responsibility, weaponized forgetfulness, and gaslighting. The episode also explores why this tactic can be so confusing for survivors, because the abuser may never say the controlling part out loud, while still steering the relationship exactly where they want it to go. Click if you want to be a guest on our survivor story podcast, please send us an email at narcissistapocalypse@pm.me Click on the title to read about Coercive Control as Care: Signs & Patterns Sign up to our Domestic Violence Newsletter  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Vincent Message est un écrivain bien connu mais j'étais passé totalement à coté. Son dernier roman, La folie océan, plonge dans les entrailles d'une mer qu'on croit connaître et qu'on ignore presque totalement.Mais je me suis surtout intéressé à Vincent pour son roman Défaite des maîtres et possesseurs, dont le pitch m'a vraiment intéressé. imaginez un monde où une espèce supérieure traite les humains exactement comme nous traitons les animaux d'élevage c'est à dire des humains en ferme et domestiqués mais qui vont également à l'abattoir. C'est un miroir tendu vers nos propres comportements et ce qui m'a frappé chez Vincent, c'est sa capacité à porter des convictions profondes sur l'écologie et la cause animale tout en refusant absolument la caricature. Ses romans sont des espaces où la complexité du monde trouve une forme littéraire.Dans cet épisode, nous parlons de la mécanique des bonnes histoires, de ce que ça fait à un auteur de se décentrer radicalement, de la dystopie devenue un genre mainstream parce que notre réalité l'est devenue, de la violence ordinaire au travail, de l'IA comme outil et comme menace silencieuse, et de cette question qui m'obsède : qu'est-ce qui nous donne encore envie du futur ?J'ai questionné Vincent sur son rapport à la joie, sur les limites planétaires, sur le biocentrisme comme seule réponse rationnelle à la crise, et sur ce que la fiction peut faire que l'essai ne fera jamais.Citations marquantes"C'est de notre vivant qu'on a franchi sept des neuf limites planétaires. C'est de notre vivant que la croissance de la population humaine se met à accentuer de façon dramatique la finitude des ressources.""On a fait de cette Terre, pour les animaux, un enfer permanent, quotidien, de leur naissance à leur mort.""La dystopie est devenue mainstream. Et ça en dit long sur la manière dont notre réalité elle-même est devenue dystopique dans ce laps de temps.""Chaque fois que tu demandes à une IA au lieu d'un ami, tu rates une occasion de renforcer ton bien-être émotionnel.""Ce à quoi il faut claquer la porte, c'est l'anthropocentrisme. Si nous n'agissons que dans les intérêts humains de court terme, des fractions les plus aisées de la population mondiale, on va vraiment droit dans le mur."Idées centrales discutées 1. Le décentrage comme outil éthique fondamental ~0:11:35 – 0:17:26 Dans Défaite des maîtres et possesseurs, Vincent inverse les rôles : une espèce supérieure domine les humains exactement comme nous dominons les animaux. Ce n'est pas un gimmick de SF. C'est une expérience de pensée héritée du XVIIIe siècle — le Huron chez Voltaire, Gulliver chez Swift — qui force le lecteur à voir ses propres comportements depuis l'extérieur. Se décentrer, c'est la condition pour remettre en question des systèmes qu'on ne questionne plus parce qu'on les habite.2. La dystopie est devenue mainstream parce que notre réalité l'est ~0:07:11 – 0:11:35 En 2016, l'éditeur de Vincent refusait le mot "dystopie" car personne ne comprenait ce que ça voulait dire. Dix ans plus tard, c'est une catégorie sur toutes les plateformes. Cette banalisation dit quelque chose de profond sur notre perception collective du futur : on fait face à plusieurs menaces existentielles simultanées — crise écologique, risque nucléaire, algorithmes — et la fiction dystopique en est devenue le langage naturel.3. La biomasse comme chiffre qui change tout ~0:25:13 – 0:26:22 60% de la biomasse des mammifères : animaux d'élevage. 35% : humains. 5% : mammifères sauvages. En quelques décennies, on a remplacé la faune sauvage par des animaux au service de notre alimentation. Et la masse anthropogénique (tout ce qu'on a construit) pèse désormais plus lourd que toute la biomasse du vivant. Deux chiffres qui décrivent une planète fondamentalement reconfigurée.4. La violence ordinaire est aussi réelle que la violence visible ~0:41:xx – 1:05:40 Vincent explore deux registres de violence : la violence physique et visible (l'abattoir, les animaux) et la violence insidieuse du quotidien professionnel (harcèlement managérial, perte de sens, spirale du burn-out). Les deux laissent des traces. Et les deux trouvent leur expression dans ses romans.5. L'IA : outil précieux et déshumanisation silencieuse ~0:56:06 – 1:01:34 Vincent distingue l'usage raisonné de l'IA (documentation, déblocage d'un premier draft) et ce qui l'inquiète : les IA présentées comme des "amis toujours disponibles". Chaque demande faite à une IA plutôt qu'à un ami rate une occasion de renforcer un lien humain. Sur fond de solitude croissante, c'est une forme de déshumanisation lente et consentie.6. La joie comme condition de l'action écologique ~1:10:53 – 1:13:01 La phrase de Deleuze — "le système nouveau triste, il faut être joyeux pour lui résister" — structure la vision de Vincent. Cette joie ne vient pas d'un optimisme naïf, mais de l'apprentissage, de la curiosité maintenue, de l'action collective. Comprendre la crise écologique, c'est aussi découvrir l'incroyable complexité du vivant. Et ça, c'est une source de joie réelle.7. Le biocentrisme : seul anthropocentrisme rationnel ~1:13:44 – 1:16:41 Accorder de la valeur aux forêts, aux océans, aux animaux, c'est juste en soi — ils ont un droit à exister. Mais c'est aussi la seule stratégie rationnelle pour garantir que des sociétés humaines survivent dans 500 ans. Le biocentrisme, même vu de façon cynique, est un anthropocentrisme de long terme.Questions posées dans l'interviewQu'est-ce qui t'a emmené à la littérature, alors que tu aurais pu emprunter une autre voie après Normal Sup ?Quels sont les meilleurs romans jamais écrits selon toi, et pourquoi ?C'est quoi les clés d'une bonne histoire — ce qui fait qu'on ne peut pas s'arrêter de lire ?La dystopie est devenue un genre mainstream. Est-ce que ça dit quelque chose sur notre époque ?Comment tu vois le film Avatar — utopie, dystopie, les deux ?Dans Défaite des maîtres et possesseurs, tu crées un décentrage total. Qu'est-ce que ça t'a fait de te mettre dans cette position en tant qu'auteur et en tant qu'humain ?Comment, avec des convictions aussi fortes sur l'écologie, tu arrives à avoir de la nuance dans tes romans ?Ton dernier roman porte sur l'océan. Pourquoi ce monde-là spécifiquement ?Est-ce que tu dois toujours expérimenter le monde que tu décris, ou la documentation suffit ?Comment tu vis l'arrivée de l'IA en tant qu'auteur — outil utile ou menace ?Références citées dans l'épisodeLivresLes Frères Karamazov — Fiodor Dostoïevski | Choc littéraire à 18 ans, admiration pour l'imprévisibilité des personnages | ~0:03:xxL'Homme sans qualités — Robert Musil | Fresque de Vienne en 1913, modernité technoscientifique et malaise social | ~0:03:xxDéfaite des maîtres et possesseurs — Vincent Message (2016) | Dystopie animaliste, point de vue non humain | ~0:07:11Les Veilleurs — Vincent Message | Premier roman, 630 pages, "livre monde" | ~0:29:59Cora dans la spirale — Vincent Message | Violence ordinaire au travail, monde de l'assurance | ~1:01:34Les années sans soleil — Vincent Message (2022) | Confinement Covid, isolement géographique | ~0:45:37La folie océan — Vincent Message | Pêche et vie marine en Bretagne nord | ~0:32:42Du côté de chez Swann — Marcel Proust (1913) | Cité pour le paradoxe du format long dans une époque "pressée" | ~0:55:31Le Décaméron — Giovanni Boccaccio | Littérature d'épidémie, modèle de livre-témoin | ~0:48:16Le cerveau funambule — Jean-Pierre Lachaud | Recommandé pour comprendre notre rapport aux objets et à l'attention | ~0:51:36Films / SériesAvatar — James Cameron | Utopie frictionelle, guerre de civilisation, fantasme de changement de corps | ~0:08:46La Planète des singes | Comparé à Défaite des maîtres, jugé moins radical dans le décentrage | ~0:17:26Black Mirror | Principe du "et si" : faire bouger un seul élément et observer les conséquences | ~0:30:23Références scientifiques et intellectuellesÉtude Institut Weizmann, Nature (2020) | Masse anthropogénique > biomasse totale du vivant | ~0:23:38L214 | Vidéos d'abattoirs sorties en 2016, concomitantes avec la sortie de Défaite des maîtres | ~0:19:53Gilles Deleuze / Baruch Spinoza | "Le système nouveau triste, il faut être joyeux pour lui résister" | ~1:11:11Marie Peuzet | Clinicienne spécialiste de la souffrance au travail | ~1:03:xxRené Descartes | "Maître et possesseur de la nature" — formule reprise dans le titre du roman | ~1:07:21Timestamps clés 0:00:00 — Introduction : et si on pouvait à nouveau se réjouir du futur ? Présentation de Vincent Message, de VLAN et des thèmes de l'épisode : domination, fiction, violence, biocentrisme.0:02:29 — Pourquoi la littérature : écrire depuis l'enfance Vincent écrivait dès 7-8 ans. Ses études littéraires n'ont pas précédé l'envie d'écrire — elles l'ont approfondie. Il voulait "passer dans les coulisses" du tour de magie.0:04:55 — Les clés d'une bonne histoire Une bonne histoire place le protagoniste dans la pire situation possible, crée une tension électrique, et force le lecteur à se demander : qu'est-ce que je ferais à sa place ?0:07:11 — "Défaite des maîtres et possesseurs" : genèse d'une dystopie Un monde où les humains sont élevés, domestiqués, mangés. Pas de la SF classique : une expérience de pensée sur la cause animale, paradoxalement presque sans animaux.0:12:41 — Le voyage en Inde qui a tout déclenché Inde 2014, puis Camargue : la catégorisation arbitraire des animaux (aimés, adulés, écrasés) comme déclencheur du projet littéraire.0:17:45 — Écrire depuis un point de vue non humain La singularité du livre : le narrateur n'est pas humain. Il observe l'humanité de l'extérieur, comme un ethnographe découvrant une société étrange.0:23:38 — Les chiffres qui font basculer la perspective Masse anthropogénique > biomasse du vivant. 60% des mammifères sont des animaux d'élevage. 5% seulement sont sauvages.0:32:42 — "La folie océan" : pourquoi l'océan ? La plongée sous-marine comme expérience de décentrement. Un litre d'eau contient des millions d'organismes invisibles. Un monde qu'on soupçonnait à peine.0:49:59 — IA et écriture : outil ou menace ? Une boîte physique pour enfermer son téléphone. L'IA utile pour documenter, inquiétante quand elle prétend remplacer les relations humaines.1:05:50 — Ce qui donne envie du futur La modernité a apporté des conditions de vie inégalées en 300 000 ans. La mission écologique redonne un sens collectif à l'action. La lucidité avec l'élan.1:11:11 — La joie comme arme politique Deleuze / Spinoza : on ne résiste pas à un système triste en étant triste. Curiosité, apprentissage, création : sources réelles de joie face à la crise.1:13:44 — VLAN : claquer la porte à l'anthropocentrisme Le message final de Vincent : ouvrir la porte au biocentrisme. Pas par idéalisme — par calcul rationnel de survie à long terme. Suggestion d'autres épisodes à écouter : #361 L'ADN environnemental révolutionne la science avec Alain Damasio et Benjamin Allegrini (https://audmns.com/YqGUonE) Vlan #74 La science fiction permet réellement de définir le futur avec Guy Philippe Goldstein (https://audmns.com/WFkwZGg) #377 Pourquoi l'avenir appartient aux sociétés solidaires? Avec Pablo Servigne (partie 1) (https://audmns.com/WMxgIMf)Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Credits: 0.25 AMA PRA Category 1 Credit™   CME/CE Information and Claim Credit: https://www.pri-med.com/online-education/podcast/frankly-speaking-cme-487 Overview: With online access driving a dramatic surge in gambling addiction, primary care clinicians are increasingly positioned on the front lines of identification and intervention. This episode brings you practical screening tools, evidence-based treatment strategies, and prevention approaches to confidently address gambling disorder in your patients. Episode resource links: Yeola A, Allen MR, Desai N, et al. Growing Health Concern Regarding Gambling Addiction in the Age of Sportsbooks. JAMA Intern Med. 2025;185(4):382–389. doi:10.1001/jamainternmed.2024.8193 Moreira D, Azeredo A, Dias P. Risk Factors for Gambling Disorder: A Systematic Review. J Gambl Stud. 2023;39(2):483-511. doi:10.1007/s10899-023-10195-1 Ioannidis K, Del Giovane C, Tzagarakis C, et al. Pharmacological management of gambling disorder: A systematic review and network meta-analysis. Compr Psychiatry. 2025;137:152566. doi:10.1016/j.comppsych.2024.152566 Ulisse, K., Albitar, J., Aromin, J. T., & Berry, J. (2025). Emerging Interventions in Behavioral Addictions: A Narrative Review of Psychedelics and Neuromodulation. Brain sciences, 15(9), 980. https://doi.org/10.3390/brainsci15090980   Identifying a gambling disorder:  Mass.gov Practice Guidelines for Treating Gambling-Related Problems.  Includes brief screening, Assessment, Diagnosis, Hotlines and Resources.  Gambling Addiction Calendar:  Free app  Reset App: Free Guest: Jill M. Terrien PhD, ANP-BC    Music Credit: Matthew Bugos Thoughts? Suggestions? Email us at FranklySpeaking@pri-med.com  The views expressed in this podcast are those of Dr. Domino and his guests and do not necessarily reflect the views of Pri-Med.

Credits: 0.25 AMA PRA Category 1 Credit™   CME/CE Information and Claim Credit: https://www.pri-med.com/online-education/podcast/frankly-speaking-cme-487 Overview: With online access driving a dramatic surge in gambling addiction, primary care clinicians are increasingly positioned on the front lines of identification and intervention. This episode brings you practical screening tools, evidence-based treatment strategies, and prevention approaches to confidently address gambling disorder in your patients. Episode resource links: Yeola A, Allen MR, Desai N, et al. Growing Health Concern Regarding Gambling Addiction in the Age of Sportsbooks. JAMA Intern Med. 2025;185(4):382–389. doi:10.1001/jamainternmed.2024.8193 Moreira D, Azeredo A, Dias P. Risk Factors for Gambling Disorder: A Systematic Review. J Gambl Stud. 2023;39(2):483-511. doi:10.1007/s10899-023-10195-1 Ioannidis K, Del Giovane C, Tzagarakis C, et al. Pharmacological management of gambling disorder: A systematic review and network meta-analysis. Compr Psychiatry. 2025;137:152566. doi:10.1016/j.comppsych.2024.152566 Ulisse, K., Albitar, J., Aromin, J. T., & Berry, J. (2025). Emerging Interventions in Behavioral Addictions: A Narrative Review of Psychedelics and Neuromodulation. Brain sciences, 15(9), 980. https://doi.org/10.3390/brainsci15090980   Identifying a gambling disorder:  Mass.gov Practice Guidelines for Treating Gambling-Related Problems.  Includes brief screening, Assessment, Diagnosis, Hotlines and Resources.  Gambling Addiction Calendar:  Free app  Reset App: Free Guest: Jill M. Terrien PhD, ANP-BC    Music Credit: Matthew Bugos Thoughts? Suggestions? Email us at FranklySpeaking@pri-med.com  The views expressed in this podcast are those of Dr. Domino and his guests and do not necessarily reflect the views of Pri-Med.

We're off-list this week to discuss the Oscar-nominated biopic The Imitation Game concerning the story of Alan Turing and his code-breaking skills that helped to put to rest some nasty Nazis. The guys talk about the gaggle of historical inaccuracies in this Hollywood adaptation and whether it ruins the film at all, Benedict Cumberbatch and Keira Knightley's wonderful performances, the controversy surrounding the downplay of certain elements of Turing's life, real-life legal implications of the film and so much more. Next week: Heydrich goes down again! Questions? Comments? Suggestions? You can always shoot us an e-mail at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠forscreenandcountry@gmail.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠   Full List: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.pastemagazine.com/movies/war-movies/the-100-greatest-war-movies-of-all-time⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/forscreenandcountry⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.twitter.com/fsacpo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠d⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Our logo was designed by the wonderful Mariah Lirette (⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://instagram.com/its.mariah.xo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠) The Imitation Game stars Benedict Cumberbatch, Keira Knightley, Matthew Goode, Rory Kinnear, Allen Leach, Matthew Beard, Charles Dance and Mark Strong; directed by Morten Tyldum. Learn more about your ad choices. Visit megaphone.fm/adchoices

NEW: Send us Your Comments!This Week's Topics:* Peace Deal with Iran??? 3:00* Iran's Economy Collapsing 5:00* Iran willing to give up Nukes 7:30* Israel Still Fighting in Lebanon 9:30* Anti-ICE Protests in New Jersey 12:30* Antifa Arrests being made 15:30* Counter Protests are Necessary! 17:30* Trump & Vance Expose Fraud 21:00* VIDEO: Steven Miller on Fraud 25:00* List of Fraud Exposed 25:30* VIDEO: SBA finds $200 Billion in Fraud 28:00* Judge Approves Trump Voting EO 31:00* Newsome Signs Law Protecting Cheating 33:30* NC Court says State Allowed Illegals to Vote 36:00* Ken Paxton CRUSHES Cornyn 38:30* Fire the Parliamentarian NOW! 42:00* TomZ Talks about Data Center Fight 49:00* 6 Chinese Nationals Caught at Border 1:06:00* NASA helped Chineses space program 1:10:00* Venezuela to sell Ukraine Soviet Weapons! 1:13:00* US Ready to Hit Cuba at Any Time! 1:15:30* FBI Investigates Activist Trip to Cuba 1:17:30* Four Leftist States Sued for Stopping ICE 1:19:30* House Investigating Non-Profit Activist! 1:22:00* Minneapolis Police Cheif Resigns 1:25:30* Commie Mamdani want Your Property! 1:27:30* CIA Employee Stole $40 Million in Gold! 1:29:30* Inflation Up to 3.8% on Gas Costs 1:31:30* 30 Year Mortgages Up to 6.53% 1:32:30* US Trade Deficit is Down Again 1:33:30* Trump Accounts Now Active 1:35:30* Watch the Trump Cabinet Meeting! 1:39:00* UN Admits Climate Scam was a HOAX! 1:40:30* DeSantis Moves to End Property Taxes! 1:44:00* VIDEO: John Soloman Bombshell! 1:47:30Support the showView our Podcast and our other videos and news stories at:https://wethepeopleconvention.org/Podcast-Player-PageSend Comments and Suggestions to:info@WethePeopleConvention.org

Bart Marek and Crystal Vann praised for honest real estate advice and saving buyers money Dan says Bart helped stop his mom's house from being underpriced Alex bought her first Winter Park condo with help from Crystal and Streamline Mortgage Solutions Money saved on the condo deal went toward new flooring from Core Flooring Debate about honest realtors versus "smoke blowing" sales tactics Bart Marek team plug and mention of barttherealtor.com Brendan O'Connor from Orlando Shine joins the Friday Free Show Trooper Steve comparisons lead to Superman and Bizarro Superman jokes Tom & Dan launch the "20 Pack" terrestrial radio commercial deal on TomandDan.com Businesses can buy 20 radio commercials for $500 with production included Debate over renaming the package the "24 Pack" with bonus ads Tom admits he never asked the radio station for permission before launching the package Running joke about "never ask permission, just do it" Dan talks about turning 50 and having no major birthday plans Discussion about Dan's health improvements, workouts, and weight loss Orlando Science Center's new Dome theater opens June 1 Ideas pitched for live riffing events and immersive movie nights inside the Dome Praise for Orlando Science Center's automated snack and concession setup Debate over automation replacing movie theater jobs Brendan attended a VHS screening of The Warriors at Enzian Theater Viral Florida traffic stop involving a woman with an underdeveloped hand accused of using a cellphone Hosts debate whether she could physically grip the phone Discussion about bodycam footage, lawsuits, and internet outrage Tom builds detective theories about the woman's "nubbin" secretly holding the phone Debate about disabled people adapting and becoming highly capable Suggestion that cops should use smart glasses to prove distracted driving Blue Origin rocket explosion seen across Cocoa Beach and Satellite Beach Orlando Shine shared footage showing visible shockwaves from the blast Discussion about how huge the explosion looked and why little cellphone footage exists Brendan teases upcoming Orlando Shine coverage of Fringe Festival and Spooky Empire Jeff's Bagel Run and Jeremiah's Italian Ice launch "Ice Cream Summer" Maisie swaps Oreo filling with Scoop Froggy Frog cream cheese Debate about fiddlehead ferns, cooking toxins out of wild foods, and foraging Skart from the Supervillains shares gardening tips and soil hacks Tom and his sons go crabbing and fishing in Marco Island Tom gets stabbed by a catfish barb and cannot remove the smell from his hands Crystal's grandmother still plays Hawaiian lap steel guitar at 97 Memorial Day ceremony at a senior living facility sparks awkward Olympic medal confusion Discussion about aging, hearing loss, and family longevity Maisie praised for her dance technique and fierce performance style Rock 'n' Roller Coaster officially being rethemed to The Muppets Debate over whether the new soundtrack can match Aerosmith energy Surfshark VPN ad read about bypassing MLB blackout restrictions Dan talks about growing and straightening his beard Concrete Mike wrangles a live alligator into a recycling bin Discussion about Florida-man gator videos and influencer Clavicular's legal trouble Brendan and Tom joke about the name Jack Sock during pickleball talk Discussion about teenage smoking, Playboy magazines, and weird childhood memories Brendan roasts Tom's frosted glass bedroom door setup Debate about kids knowing their parents are having sex Dan recalls discovering edible underwear and gag gifts in his dad's drawer Maisie helps plan Dan's laid-back Florida coastal 50th birthday trip Brendan plugs Orlando Shine and local investigative reporting Discussion about conversion therapy groups and anti-gay hypocrisy Bearcat THC seltzers become a new sponsor with promo code BDM420 St. Cloud partnership announced for upcoming July events Orlando Science Center memberships now include the new Dome experience Science Night Live promotes tabletop games, improv games, and penguin rescue games ### Social Media https://tomanddan.com https://x.com/tomanddanlive https://facebook.com/amediocretime https://instagram.com/tomanddanlive Where to Find the Show Apple Podcasts: https://podcasts.apple.com/us/podcast/a-mediocre-time/id334142682 Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkLnBvZGJlYW4uY29tL2FtZWRpb2NyZXRpbWUvcG9kY2FzdC54bWw Tom & Dan on Real Radio 104.1 Apple Podcasts: https://podcasts.apple.com/us/podcast/a-corporate-time/id975258990 Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkLnBvZGJlYW4uY29tL2Fjb3Jwb3JhdGV0aW1lL3BvZGNhc3QueG1s Exclusive Content https://tomanddan.com/registration Merch https://tomanddan.myshopify.com/

Priscille Béguin, experte en risques climatiques et ceci est un moment, c'est à dire un extrait d'un épisode plus long dont je vous mets le lien un peu plus bas.Dans ce "moment", je parle avec Priscille de quelque chose qui me préoccupe vraiment depuis que j'ai choisi de m'installer au Portugal : est-ce qu'on prend encore les bonnes décisions quand on choisit où vivre? Parce qu'on raisonne encore avec les données météo d'aujourd'hui, voire d'hier, alors que le sol se dérobe sous nos pieds. Nice à 40 degrés vingt jours par an dans dix ans. Paris avec les températures de Montréal si le Gulf Stream s'arrête. Ce ne sont pas des scénarios de science-fiction, ce sont des modèles sérieux. Et pourtant, les gens continuent d'acheter en bord de Méditerranée comme si rien n'allait changer.J'ai questionné Priscille sur les mécanismes concrets qui expliquent ces bouleversements, sur ce qu'on sait vraiment du Gulf Stream et ce qu'on ne sait pas encore, et sur les outils pratiques pour prendre des décisions immobilières un peu moins aveugles. Elle m'a parlé du portail GeoRisques, un site gouvernemental que presque personne ne consulte avant d'acheter, et de ce que la température extérieure fait concrètement à la qualité de vie et de sommeil.C'est un moment qui donne envie de relire le contrat d'achat de sa maison.Citations marquantes"Dans 10 ans, à Nice, il fera 40 degrés 20 jours par an. Donc on va vivre enfermé deux, trois mois dans l'année.""Paris est à la même latitude que Montréal. Donc s'il n'y a pas cet effet de tirage de l'eau chaude des Caraïbes, on se retrouve avec exactement la même température qu'à Montréal.""On sait pas déterminer réellement la limite qui fait que ça bascule et que ça s'arrête.""C'est pas juste dans 25 ans. Même ne serait-ce que demain, dans 5 ans, dans 10 ans, ce sera déjà pas comme aujourd'hui.""S'il fait 42 degrés 10 jours par an, ces 10 jours par an seront extrêmement pénibles, surtout si la nuit il fait 35."Idées principales1. Le choix de vie est un choix climatique (00:20 à 01:47) On choisit où l'on vit pour le travail, la famille, les amis, la météo. Mais ces critères sont désormais instables : ce qui rendait Nice agréable en 2024 peut en faire un endroit difficile à vivre en 2035. L'idée que le cadre de vie est fixe est une illusion. Anticiper, même à 5 ou 10 ans, devient une nécessité.2. Le Gulf Stream : une bascule possible, pas encore datée (02:24 à 06:46) Le Gulf Stream, ce courant qui pompe l'eau chaude des Caraïbes vers l'Europe de l'Ouest, ralentit sous l'effet de la fonte des glaces. Une interruption brutale est possible, car ça s'est déjà produit dans l'histoire de la Terre. Résultat potentiel pour la France : les températures de Montréal. On ne sait ni si ça arrivera ni quand, mais les conditions se solidifient.3. Chaleur globale + refroidissement local : les deux à la fois (06:20 à 07:44) Le paradoxe : la Terre se réchauffe, mais certaines régions d'Europe pourraient se refroidir drastiquement si le Gulf Stream s'arrête. Ce n'est pas contradictoire, c'est la nature d'un climat multifactoriel. On peut avoir des hivers canadiens et des étés à 40 degrés dans la même décennie.4. L'immobilier est aveugle aux risques climatiques (07:49 à 10:01) Les gens qui "descendent dans le sud" font un pari risqué. Le portail GeoRisques (georisques.gouv.fr) permet de voir les risques à chaque adresse, mais ses données sont partiellement anciennes et ne projettent pas encore le futur climatique. C'est une première lecture, conservatrice, mais déjà révélatrice.5. La température comme facteur de santé, pas juste de confort (10:42 à 11:28) La chaleur n'est pas qu'une question d'agrément. Elle affecte la qualité du sommeil, la santé, et l'habitabilité des grandes villes du sud qui souffrent d'îlots de chaleur. C'est un critère de qualité de vie primordial, sous-estimé dans les décisions résidentielles.Sujets abordésEn quoi le changement climatique remet-il en question les endroits où on a choisi de vivre?Le Gulf Stream : c'est une théorie ou une réalité scientifique établie?Comment fonctionne concrètement ce courant marin et pourquoi est-il menacé?Peut-on vraiment savoir quand ou si le Gulf Stream va s'arrêter?Si le Gulf Stream s'arrête, qu'est-ce que ça change concrètement pour la France?Est-ce qu'on pourrait avoir à la fois des étés très chauds et des hivers très froids en France?En tant qu'investisseur immobilier, quels critères climatiques faut-il regarder aujourd'hui?C'est quoi le portail GeoRisques et comment on l'utilise concrètement?Les données du portail GeoRisques reflètent-elles le futur climatique ou seulement le passé?La chaleur en ville, c'est vraiment un problème de santé, pas juste de confort?Références citéesPortails / outilsGeoRisques (georisques.gouv.fr) : portail gouvernemental listant tous les risques environnementaux par adresse (inondation, tremblement de terre, risques chimiques, sites Seveso...). Cité à 08:42. Limites : données partiellement anciennes, pas encore intégration des projections climatiques futures.Phénomènes scientifiques évoquésLe Gulf Stream (courant AMOC) : système de circulation thermohaline reliant les Caraïbes à l'Europe du Nord-Ouest. Expliqué à 02:24. Aucun auteur ni étude précise cités, mais Priscille parle de "plusieurs modèles" et de "données".Îlots de chaleur urbains : phénomène cité à 11:28, pas de source spécifique mentionnée.Timestamps clés 00:00 Introduction Présentation de l'extrait comme "un moment" marquant d'un épisode plus long.00:20 Nice dans 10 ans : 40 degrés 20 jours par an Priscille ouvre sur un exemple concret : les critères qui guident nos choix résidentiels sont basés sur un climat qui n'existera plus. Nice, symbole du doux, deviendra difficile à habiter. Les crues violentes vont se multiplier. Acheter là-bas, est-ce encore un bon plan?00:54 On choisit où vivre avec les mauvaises données Les humains choisissent leur lieu de vie en fonction de leur entourage, de leur travail, et de la météo. Mais la météo change. Gregory vit au Portugal pour la météo. Ce qui était une bonne raison hier peut être invalidé demain. Le changement climatique rend ces choix précaires, même à 5 ou 10 ans.01:37 Des risques qui peuvent tuer des gens Priscille nomme clairement ce dont on parle : pas juste de l'inconfort, mais des risques mortels. La capacité à faire des choix éclairés est une question de survie, pas de confort.02:24 Le Gulf Stream expliqué simplement Description complète du mécanisme : eau froide arctique, réchauffement dans les Caraïbes, remontée vers l'Europe. C'est ce courant qui donne à l'Europe de l'Ouest son climat clément. Sans lui, Paris = Montréal.03:28 La fonte des glaces enraye la pompe La fonte déverse des quantités massives d'eau douce et froide qui perturbent la salinité nécessaire au fonctionnement du Gulf Stream. Ce mécanisme s'est déjà arrêté dans l'histoire de la Terre. Il peut le refaire, et vite.04:26 Paris à la même latitude que Montréal Le chiffre qui fait réfléchir : sans le Gulf Stream, la France connaîtrait les températures de Montréal. Priscille l'énonce avec une pointe d'humour : "J'ai très hâte de voir ça dans les rues, ça va être très drôle."05:03 On ne sait pas quand, mais les conditions se solidifient Honnêteté scientifique de Priscille : les données sont contradictoires, on ne peut pas dater la bascule. Mais plus on avance, plus les conditions pour un arrêt total semblent réunies.07:49 Marseille et l'investissement immobilier Gregory pose la question pratique : tous ces gens qui "descendent dans le sud", est-ce vraiment un bon investissement? Méditerranée en surchauffe, risques d'inondation, accès à l'eau. On revient sur les critères concrets.08:42 GeoRisques : le portail que tout acheteur devrait consulter Priscille présente georisques.gouv.fr comme premier réflexe avant tout achat immobilier. Adresse par adresse, tous les risques disponibles. Accessible à tous, pas réservé aux experts. Limite : données conservatrices, pas projetées sur le futur climatique.10:42 La température, facteur numéro un de qualité de vie Au-delà de l'immobilier : c'est quoi vivre dans un endroit trop chaud? La chaleur impacte le sommeil, la santé, l'habitabilité. Les grandes villes du sud, avec leurs îlots de chaleur, cumulent les désavantages. Suggestion d'autres épisodes à écouter : #367 Où fera t'il bon vivre en France dans 10 ans? (partie 1) Avec Priscille Beguin (https://audmns.com/RiVPxjK) #367 Où fera-t-il bon vivre en France dans 10 ans ? Partie 2) avec Priscille Beguin (https://audmns.com/yrvNtyK)Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

What's up all you Vipers?! This episode is packed with cannabis science, political shakeups, weird news, and plenty of smoke session conversation. Mr. & Mrs. Weedman break down new research on why regular cannabis users may weigh less, cannabis and healthy aging, and a new preprint study exploring fresh medical cannabis findings. They also dive into the growing hash market, hemp industry battles, veteran cannabis access, Virginia's marijuana legalization drama, Army reminders about zero-tolerance policies (yes, even CBD lotion), and major cannabis policy updates from Illinois, Texas, Pennsylvania, Delaware, Alaska, and beyond.This week's episode also covers cannabis business trends, a surprising Wiz Khalifa international headline, hemp-based plastics, and what rescheduling could mean for veterans. International cannabis updates span Canada, Thailand, Italy, the Caribbean, and emerging global markets. If you're into marijuana news, cannabis legalization, weed culture, cannabis science, medical marijuana, hemp policy, and stoner conversations with personality, stick around!   Mr. and Mrs. Weedman continue their mission to #StompTheStigma and #FreeThePlant.

Dave talks about Jenn and Heath's awesome travel suggestion/idea. 

Frédéric Samama est auteur de L'énigme de l'inaction climatique et pionnier de la finance verte et alors que nous vivons un de ces épisodes de canicule aujourd'hui, il m'a semblé essentiel d'essayer de comprendre pourquoi nous savons depuis 70 ans et nous ne faisons rien. En 2009, il a monté le premier centre de recherche mondial sur la finance et le climat, lancé les premiers indices low carbone et créé la première coalition d'investisseurs à la COP21. Et pourtant, son livre ne parle pas de finance. Il parle de cerveau, d'histoire, de philosophie et d'une question qui l'obsède depuis cinq ans : pourquoi, sur un problème que tout le monde connaît, que l'on a créé, et qui nous menace en tant qu'espèce, on n'arrive pas à bouger ?Dans cet épisode, nous parlons de neurosciences cognitives, d'inférence bayésienne, de moments fromages dans l'histoire de l'humanité, et du lien entre capitalisme, néolibéralisme et perte de nos réflexes moraux. J'ai questionné Frédéric sur l'overview effect des astronautes, sur Lévinas et la philosophie du visage, sur Jean Cavaillès et la résistance, et sur ce que tout ça dit de notre capacité à réinventer nos représentations du monde face à l'urgence climatique.Citations marquantes"Sur un problème où tout le monde est au courant, qu'on a créé, et qui nous menace en tant qu'espèce — pourquoi diable, on n'arrive pas à se mettre en mouvement ?" (0:29:00)"Le capitalisme, c'est comment tu fais vivre des gens ensemble en dehors de règles morales et religieuses. Et maintenant qu'on fait face à un défi moral, qui est le défi du climat, on ne sait plus faire." (0:19:30)"Face à l'enjeu moral, c'est l'action qui doit prévaloir — et pas la réflexion de est-ce qu'on est optimiste, négatif, et ainsi de suite." (1:06:44)"On a voulu détendre le lien social. En cas de problème, il n'y a plus personne, et donc il n'y a plus de devoir — on ne demande que des droits." (0:26:30)"Le climat, ce n'est plus seulement la plus grosse menace. C'est aussi la plus belle opportunité de réapprendre à vivre ensemble, nous, les 8 milliards de personnes sur Terre." (1:12:00)Big Ideas1. Notre cerveau construit des modèles à partir de signaux — et s'y enferme L'inférence bayésienne selon Stanislas Dehaene : le cerveau observe des signaux et fabrique des lois du monde. Agassi qui lit le service de Becker, le bébé qui comprend la gravité, le rat dans le labyrinthe — tous fonctionnent pareil. Le problème : une fois le modèle établi, on arrête de le mettre à jour. On entre en surconfiance. C'est exactement ce qui se passe avec le climat : on sait, mais on ne change pas de modèle. (0:02:37)2. L'histoire humaine s'est organisée autour de "moments fromages" — et le climat en exige un nouveau Deux grandes ruptures : l'agriculture et la science moderne (accès aux ressources naturelles), puis le néolibéralisme (accès aux ressources humaines mondiales). À chaque fois, l'humanité a réorganisé ses représentations. Le climat est la première fois qu'on nous demande de limiter l'accès aux ressources — un défi sans précédent pour des cerveaux conditionnés à l'expansion. (0:07:43)3. Le capitalisme a délibérément mis la morale hors jeu Au XVIIe siècle, la grande question était : comment faire vivre des gens ensemble sans passer par la morale ou la religion, qui créent des guerres ? La réponse : l'intérêt personnel. Adam Smith, Montesquieu, Hirschman ont construit un système où l'égoïsme profite à la société. Ça a marché. Mais le climat est un problème moral (les plus faibles meurent en premier) — et on n'a plus les réflexes pour ça. (0:14:55)4. L'overview effect comme signal de bascule possible Les astronautes dans l'espace deviennent poètes. Ils voient la planète fragile, belle, vivante. Frédéric propose ces trois perceptions comme signal capable de réécrire nos représentations. La fragilité déclenche la responsabilité (Lévinas). La beauté prépare à la morale (Kant). Le vivant nous réintègre dans la nature après des siècles d'extraction. Pas un programme politique — une hypothèse sur comment les cerveaux humains peuvent changer. (0:39:00)5. Face à un enjeu moral, la question n'est plus l'espoir — c'est l'action Jean Cavaillès, philosophe-mathématicien résistant, incarne la réponse. En mai 1941, zéro espoir objectif. Et pourtant il agit — parce que face à un enjeu moral, la question n'est plus "quelle est la probabilité ?" mais "quelle est mon obligation ?". C'est la même logique que d'appeler les pompiers pour quelqu'un qui fait une crise cardiaque dont on sait qu'elle sera fatale. On agit. Pas parce qu'on espère, mais parce qu'on doit. (1:04:06)Questions poséesQu'est-ce que l'anecdote d'Agassi et Becker révèle sur le fonctionnement du cerveau humain ?Quels sont les grands "moments fromages" de l'histoire de l'humanité, et où en sommes-nous aujourd'hui ?Comment définirais-tu le capitalisme à son origine — et en quoi diffère-t-il du néolibéralisme ?Pourquoi le néolibéralisme a-t-il dissous le lien social, et quelles en sont les conséquences concrètes ?Sur un problème aussi connu et aussi grave que le climat, pourquoi l'humanité n'arrive-t-elle pas à se mettre en mouvement ?Qu'est-ce que l'inférence bayésienne nous apprend sur notre incapacité à mettre à jour nos modèles face au climat ?Qu'est-ce que les astronautes et l'overview effect peuvent nous apprendre sur comment changer nos représentations collectives ?Comment Lévinas et Kant peuvent-ils nous aider à repenser notre rapport au problème climatique ?Qui était Jean Cavaillès, et pourquoi son histoire est-elle une réponse au problème de l'inaction ?Si le signal qui change nos représentations n'est pas encore arrivé, qu'est-ce qui pourrait en tenir lieu à l'échelle de nos sociétés ?Références citéesPersonnes et penseursStanislas Dehaene — chaire de sciences cognitives, Collège de France (0:04:00)André Agassi / Boris Becker — anecdote du service et de la langue (0:02:37)Max Weber — thèse sur la naissance du capitalisme (0:13:00)Albert Hirschman — économiste, auteur sur l'origine du capitalisme (0:13:00)Marcel Enaf — sur le commerce pré-capitaliste (0:17:29)Machiavel, Spinoza, Galilée, Montesquieu, Adam Smith — généalogie du capitalisme (0:15:25)Milton Friedman — article dans le New York Times sur le néolibéralisme (0:19:54)Emmanuel Lévinas — philosophe lituanien, "le visage d'autrui" et l'éthique (0:42:44)Emmanuel Kant — la beauté, le désintérêt et la morale (0:44:30)Michel Serres — "on mesure l'ampleur d'un problème à la durée qu'il a mise à se former" (0:33:34)Robin Dunbar — nombre de 150, limite de coordination des groupes humains (0:34:22)Hannah Arendt et Karl Polanyi — fascisme comme réaction au libéralisme du XIXe siècle (1:07:50)Henri Bergson — envoyé aux États-Unis pour convaincre Wilson d'entrer en guerre (0:53:43)Président Wilson — discours d'entrée en guerre au nom de valeurs morales, 1917 (0:54:30)Jean Cavaillès — philosophe-mathématicien résistant, fusillé (1:02:11)Raymond Aron — "Si Jean Cavaillès avait vécu, j'aurais dit moins de bêtises" (1:04:06)Pierre Brossolette, Jean Moulin — résistants évoqués en parallèle (1:05:00)Concepts et événementsInférence bayésienne — mécanisme cognitif de construction de modèles (0:47:50)Overview effect — phénomène de bascule perceptuelle chez les astronautes (0:39:30)Théorie des "moments fromages" — concept central du livre (0:07:43)Bulle des tulipes — première crise financière spéculative, XVIIe siècle (0:50:23)COP21 — coalition d'investisseurs créée par Frédéric (0:27:33)Passage à l'an 2000 (bug Y2K) — contre-exemple de mobilisation rapide (0:30:00)Protocole de Montréal / couche d'ozone — résolu en 18 mois (0:51:43)Timestamps clés00:00 Introduction — Et si on se réjouissait à nouveau du futur ? Gregory présente Frédéric Semama, pionnier de la finance verte et auteur de L'énigme de l'inaction climatique. 02:37 L'anecdote Agassi / Becker Comment Agassi a découvert le code du service de Becker en s'asseyant dans la foule — et ce que ça révèle sur le cerveau humain. 04:00 Comment le cerveau construit ses modèles du monde Stanislas Dehaene au Collège de France : inférence bayésienne, le bébé, le rat dans le labyrinthe. 07:43 Les "moments fromages" de l'histoire humaine Agriculture, science moderne, néolibéralisme : trois grandes ruptures où l'humanité a réorganisé ses représentations pour accéder à de nouvelles ressources. 13:00 L'origine du capitalisme — bien au-delà de l'argent Comment le capitalisme est né comme solution à la guerre de religion : faire vivre des gens ensemble sans morale ni religion. 20:56 Tout le monde veut un village mais personne ne veut être villageois La concierge qui sauve Frédéric pendant le Covid — et le choc quand il essaie de la remercier avec des cadeaux. 27:00 Pourquoi on n'agit pas sur le climat Trois raisons structurelles : c'est la première limite à l'accès aux ressources, il n'y a pas de signal à hauteur du problème, et nos modèles sont inadaptés. 36:22 La bulle sociétale — on peut savoir et continuer quand même De la bulle internet à la bulle des tulipes : le mécanisme d'enfermement conscient à l'échelle d'une planète. 39:00 L'overview effect — les astronautes comme piste de bascule Fragile, belle, vivante : les trois perceptions que les astronautes rapportent de l'espace — et ce qu'elles activent dans le cerveau. 42:44 Lévinas : le visage d'autrui comme début de l'éthique Quand voir la fragilité de l'autre nous oblige à agir au-delà de notre instinct de conservation. 52:07 La couche d'ozone vs le climat En 18 mois, tous les pays du monde se sont mis d'accord. Qu'est-ce qui est fondamentalement différent avec le climat ? 53:43 Bergson à la Maison-Blanche La France envoie le philosophe Henri Bergson convaincre Wilson d'entrer en guerre. Il réussit. Ce que ça dit du pouvoir des valeurs morales en politique. 1:00:14 Je ne cherche pas à avoir de l'espoir Frédéric explique pourquoi la question n'est pas l'espoir — avec mai 1941 comme exemple. 1:02:11 Jean Cavaillès — le héros oublié de la résistance Fils de militaire, philosophe-mathématicien, major de Normale Sup tout seul. Et résistant. Fusillé dans une fosse commune. 1:06:29 La crise cardiaque et l'obligation morale "La probabilité que tu survives est nulle. Et pourtant, tu vas tout faire pour me sauver." Ce que ça dit du rapport entre morale et action. 1:14:54 La solution concrète : recommencer à regarder le vivant Pourquoi enseigner la vie des animaux et des plantes à l'école changerait plus de choses que n'importe quelle taxe carbone. Suggestion d'autres épisodes à écouter : #286 Le cynisme politique face à l'urgence climatique? avec Fabrice Nicolino (https://audmns.com/SHnNoJp) #292 Les enjeux de la géopolitique climatique avec David Djaiz (https://audmns.com/BoZGVQa) #178 Les technologies vont-elles nous permettre de faire face au défi climatique? avec Philippe Bihouix (https://audmns.com/ktZSlzb)Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Are you watching a social experiment, or a system of orchestrated human exploitation? Today on Eyes Wide Open, we're joined by Professor Tim Wilson, winner of The Circle (UK), and reality TV rights activist and host Nick Thompson to pull back the curtain on the troubling Married at First Sight scandal. Tim and Nick discuss the MAFS UK scandal and the troubling ethical failures of the reality TV industry. We dive into how massive productions like Married at First Sight UK (or MAFS UK) prioritize drama over participant safety. We expose the systemic negligence, lack of regulation, and manufacture of dangerous, risky situations for ratings that are embedded in the reality TV landscape.  We explore the serious psychological risks for cast members, including exploitation and trauma, and why current industry standards like the self-proclaimed "gold standard" for safety are failing spectacularly.  Nick and Professor Wilson contrast these systemic failures with the mission of the UCAN Foundation, a nonprofit co-founded by Thompson to provide ethical treatment, support, and advocacy for reality TV cast members. Whether you're a viewer, a participant, or an industry professional, this conversation provides a roadmap for returning to a culture of advocacy, transparency, and human-centric media.   In this episode, you will learn: ✅MAFS UK scandal exposed with an in-depth look into the serious allegations and repeated pattern of neglect in the recent Married at First Sight UK ✅ How psychological profiling and evaluations are misused to profile and manipulate contestants for specific storylines. ✅ Professor Tim Wilson shares his research on institutional betrayal, explaining how ethical standards are often "performative" in high-profit environments. ✅The "Gold Standard" lies in an investigation into how current reality TV safety protocols fail to protect vulnerable cast members from exploitation and trauma ✅ How the UCAN Foundation, a mental health advocacy nonprofit, is stepping in to offer ethical support and a new framework for the industry. About Our Guest Professor Tim Wilson is a British investigative integrity expert with a background that spans high-level public service, including significant roles within Her Majesty's Inspectorate of Constabulary, and unique insights from his time as a contestant on the reality competition series The Circle, Professor Wilson possesses a one-of-a-kind perspective on media dynamics and systemic failure. Through his YouTube channel, academic research, and public commentary, he pushes for transparency, human-centric standards, and unwavering ethical practice in media and investigative processes.   Our Mission Eyes Wide Open is a space for honest communication. Our goal is to remove the stigmas around mental health, holistic lifestyles, culture, and free speech so you can show up as your authentic self with your eyes wide open. By having real conversations about difficult truths, we move toward collective healing.   Chapters 0:00 - Introduction to the topic of reality TV and its impact. 0:42 - Discussion about the allegations on "Married at First Sight UK." 3:14 - Explanation of the "MacGuffin" concept in reality TV. 4:05 - Light-hearted moment about a dog named Grayson. 5:25 - Discussion on the emotional impact of reality TV. 8:47 - The "voice of God" in reality TV production. 14:48 - Discussion on the psychological impact and loss of agency. 16:10 - Allegations of assault and the lack of autonomy. 18:02 - The importance of agency and autonomy in the arts. 19:20 - Tim's personal struggles post-show. 22:15 - Mental health support issues in reality TV. 29:11 - Forced relationships in reality TV. 31:08 - Serious allegations and their implications. 33:13 - Lack of care and safety in reality TV production. 34:33 - Suggestions for improving reality TV conditions. 43:37 - The need for labor rights and mental health support. 45:10 - The importance of representation for reality TV participants.   Find Professor Tim Wilson here: Instagram: https://www.instagram.com/officialprofessor_tim_wilson/  YouTube: https://www.youtube.com/@ProfessorTimWilson    Find Nick Thompson here: Nick Instagram: https://www.instagram.com/nthompson513/     UCAN Instagram: https://www.instagram.com/the_ucan_foundation/        YouTube: https://www.youtube.com/@EyesWideOpenContent        LinkedIn: https://www.linkedin.com/in/nickthompson13/         UCAN Foundation: https://theucanfoundation.org/       Website: https://www.engagewithnick.com   Keywords:  Married at First Sight, Married at First Sight UK, MAFS UK, MAFS UK Scandal, Why Was MAFS UK Removed, UCAN Foundation, Nick Thompson, Eyes Wide Open, Professor Tim Wilson, Dark Side of Reality TV, Media Exploitation, Psychological Manipulation, Trauma in Entertainment, Mental Health Advocacy Nonprofit, Free Speech, Systemic Negligence, Media Reform, Producer Malpractice, Celebrity Therapist Ethics, Information Sovereignty, Institutional Betrayal.

Audiobooks and Meditationshttps://www.hightimelineliving.com/audiobooksBuy Thomas a Coffee!https://www.buymeacoffee.com/funastrologyThank you!"One of the Internet's top podcasts on Subconscious Mind Programming!" https://www.millionpodcasts.com/subconscious-podcasts/Disclaimer: The material in this episode is intended as informational and educational purposes only from an astrological perspective and reflects only the opinions of the presenter. In no way is this podcast considered professional psychological or medical counseling or advice. If you are experiencing a personal crisis, please contact 988 for immediate professional, licensed assistance.

Credits: 0.25 AMA PRA Category 1 Credit™   CME/CE Information and Claim Credit: https://www.pri-med.com/online-education/podcast/frankly-speaking-cme-486 Overview: Optimizing diabetes management starts with choosing the right medication for the patient. Listen in as we discuss current prescribing recommendations, empowering you to confidently compare medication classes and select therapies that best fit individual patient needs—while prioritizing kidney protection to reduce the risk of long-term complications. Episode resource links: Jensen SK, Heide-Jørgensen U, Andersen IT, et al. SGLT2 Inhibitors vs GLP-1 Receptor Agonists for Kidney Outcomes in Individuals With Type 2 Diabetes. JAMA Intern Med. Published online January 20, 2026. doi:10.1001/jamainternmed.2025.7409 Samson SL, et al. American Association of Clinical Endocrinology consensus statement: comprehensive type 2 diabetes management algorithm—2023 update. Endocr Pract. 2023;29(5):305-340. Guest: Jillian Joseph, MPAS, PA-C   Music Credit: Matthew Bugos Thoughts? Suggestions? Email us at FranklySpeaking@pri-med.com  The views expressed in this podcast are those of Dr. Domino and his guests and do not necessarily reflect the views of Pri-Med.