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When new people find the Nutritional Therapy and Wellness Podcast, they ask, "Where do I start?" While we'd love for you to go back to the beginning and take them all in, this is for those who need a quick catch-up. We're doing a Rapid Replay Series of condensed episodes, including the most popular episodes according to streams and downloads, as well as a few of our team's personal favorites. This episode is a condensed version of Episode 004: Bioindividuality - A Freedom You've Never Known. (Click HERE for the full, original version instead.) In this episode, host Jamie Belz, FNTP, MHC, explains what "bioindividuality" is and how it entails the understanding, acceptance, and embodiment of the truth. There is no "one-size-fits-all" cookie-cutter approach to health and well-being. Each person is unique and, accordingly, in their approach to and pursuit of optimal wellness. Jamie then walks you through: 1.) Finding a trusted health liaison 2.) Doing a personal audit/health audit using the prompts (below) 3.) Setting goals 4.) Making an action plan/determining action steps 5.) Documenting what you're doing and tracking your findings This episode offers an alternative approach to traditional "New Year's resolutions" and the endless pit of programs, packages, and purchases you can make in pursuit of your wellness goals. This is so simple, it sounds complicated. Don't let it be! Grab a pen and paper, hit PLAY, and get started. _______________ Your Personal Health Inventory / Health Audit (Listen to the audio first) Areas of Consideration Prompts Health Physical Mental/Emotional Spiritual Relationships Spouse/Significant Other/Life Partner Children Parents Siblings Extended Family Friends Neighbors Coworkers/Colleagues/Professional Associates Children's Networks (Teachers, Coaches, Friends' Parents) Environment Home Clean-Tidy Clean-Toxic (Mold, Cleaners, Off-Gassing, Wildfires, etc.) Enjoyable Comfortable Safe Lonely Overwhelming Affordable Hard Work Work Neighborhood Community Digital Space Finances Stability Relationship with money Debt Income Assets Retirement Insurance Charitable giving/Generosity Ability to Provide Career As Employee Job - Satisfaction, Enjoyment, Feel Appreciated, Feel Challenged, Income, Stress, Hours, Coworkers, Supervisor, Purpose, Challenge, Longevity, etc. Confidence, Satisfaction, Quality of Life Impact, Financials, Progress, etc. Education Exercise Diet Sleep Stress Sex Time Management Confidence Physically, Intellectually, Life Stage/Progress/Accomplishments, Productively, Relationally, etc. Points of Consideration/Questions (for everything!) What's going well? What's not? How does it impact my energy? Is it draining or energizing? Does this increase or decrease stress? What am I proud of? What do I need more of? Less of? How am I feeling about that? What brings me the most joy? What seems to come naturally? Do I still need some healing in that area? Why do I avoid that? How satisfied am I with my performance on that? Is something too time consuming? What's the ROI on that? What feels unsettled? Where and when do I feel welcome? Appreciated? Loved? Encouraged? What should I be doing? What should I stop doing? Where am I seeing patterns? Why does that prompt negative self-talk? Who is getting the best of me? Worst of me? Why does that subject draw anxiety? When do I feel most inspired? ...now replace the "what" with "WHO" in these. ____________________ Please remember to subscribe, leave a review, and connect with us! We appreciate you!
We discuss the different types of therapeutic groups, the power of group psychotherapy in the service of healing and important aspects to ensure the group runs smoothly.To listen on Apple Podcasts: https://podcasts.apple.com/us/podcast/the-therapy-show/id1570789126To listen on You Tube:https://youtu.be/rqPErdj16kADo you want to know what actually happens behind closed doors of the therapy session? Do you want to explore the mind of a master psychotherapist and demystify the therapeutic process? Do you want to know about the various models of psychotherapy and counselling and how they are implemented within the therapeutic hour? Do you want to know the makings of a professional psychotherapist and how to achieve that goal?Bob Cooke, an international Psychotherapist , Trainer and Supervisor, talks with Kellie Barratt about the world of therapy and counselling. Kellie Barratt is also a therapist working full time in private practice.These podcasts are for anyone interested in the questions above and psychotherapy in general. The podcasts are aimed at people who are curious about psychotherapy and counselling, how therapy works, and how it helps us move towards a more healthy sense of self, both mentally and spiritually. The podcasts will also be of interest to students of therapy and counselling and what it takes to be a psychotherapist and counsellor in the 21st century.Bob Cooke, who is the Founder of the Manchester Institute of Psychotherapy - UK - will through the conversations with Kellie Barratt help “demystify” the therapeutic hour and therapy session.Finally, the podcasts will also be aimed at people who might be interested in the variety of methods and techniques of the various different therapeutic models such as Transactional Analysis, Person Centred Counselling, Gestalt Psychotherapy and Integrative Psychotherapy. So please join us on this voyage of discovery and co-creative conversations.https://bobcooke.orghttps://www.kelliebarratt.co.uk#borderlinepersonalitydisorder #BPD #bpd #therapy #psychotherapy #livinglifebeinghuman #positivethoughts #positivemind #positivelife #dailymotivation #keepmovingforward #personalgrowth #mentalhealthawareness #helpothers #innerstrength #believeinyou #endthestigma #breakthesilence #talkaboutit #stopthestigma #mentalillnessawareness #anxietyrecovery #mentalhealthrecovery #anxietysupport #createyourownhappiness #selfhelp #anxiety #anxietyawareness #recoveryispossible #healing #gratitude #selfcare #selflove #endthestigma #mindfulness
Entre «El foraster» i «Bona gent». Crítica del programa especial de TV3 «Monòleg de l'any: Edició De Lux». Presentador i conductor: Quim Masferrer. Guió: Quim Masferrer, Manu Menéndez, Ferran Aixalà i Àlex Martínez. Continguts digitals 3Cat: Evelin Pérez i Eduard Calvet. Ajudant de realització: Mer Gil. Directora de redacció: Mari Rodríguez. Muntador: Anna Valero (AMMAC). Regidora: Ceci Artigues. Animador de públic: Ferran Aixalà. Vestuari: Maria Tuset. Maquillatge: Imma Capell. Art: ZeroQuatre. Coordinadora de postproducció: Rebeca Gómez. Grafista: Guille Alvite. Ajudants de producció: Ignas Oromí Valls i Cris Garcia. Redactora: Marta Roca Brugués. Operadors de càmera: Jordi Llopart, Guille Cuadrado, Sergio Clavijo, Marc Duran, German de Santiago, Ariadna Casas, Oriol Llopis i Daniel Carpintero. Mixer unitt mòbil: David Saez. EVS unitat mòbil: Sergio garcia Palet. Auxiliars de producció: Joana Rocosa i Clàudia Garcia. Auxiliar de càmera - VTR: Javier Blanco. Auxiliar de muntatge: Valeri Belbel. Lingüísta: Ignasi Oliver. Carlight. Disseny de llums: Xavi Costas. Taula de mescles i il·luminació: Jordi Pérez. Canoners: David Pachco Delgado i Arthur Gavaldà. Tècnic de llums: David Pacheco Delgado. Adisar. Tècnics de llums: Alberto Pérez Pascual, Daniel Sarsanedas Español i Martín Andrés Judewicz. Snake. Cap tècnic pantalla Led: Javier Alcáraz Miranda. Muntatge pantalla Led: Víctor Rodríguez Pérez i Daniel Casas Vargas. Direccio d'àudio: Pol Forès Torres. Tècnic de broadcast: Marçal Forès Torres. Tècnic de sala: Òscar Camí Rodríguez. Microfonista: Jordi Mateo López. Rigger àudio: Lucas Ferrer González. Ajudant rigger àudio: Pedro Martínez Carrasco. Eumovil. Assistents d'àudio: Arnau Chacón Cao i Ignacio Martínez Bellera. Operador d'àudio: Imanol Fernández Duran. Auxiliars de càmera: Marina Vilches Petra, Adrià Moreno Zamora, Marc Muñoz Sánchez, Quim Gómez Carro, Martí Franquesa Ortiz, Martí Alió Parull. Operador de ccu: Juan Carlos Gabriel Rodríguez. Operador de crane: Óscar Puente Gutiérrez. Auxiliar de crane: Anna Bergua Piqué. Supervisor d'equipament: Germán Soria Martínez. Enginyer unitat mòbil: Òscar Garcia Planas i Sandra Vilabru Pagès. Tècnics RF: Servando Aguilar ermúdez i Xavier Segura Rodríguez. Guerrilla Produccions. Muntatge tècnic: David Grau, Dani Tort i Agustí Rovira. Let's spund. So directe VTR: Bernat Gras. Producció de color VTR: La Casa de Kuleshov. Agraïments: Teatre LaFact Cultural Terrassa, FcBarcelona, Can Rocà i Casa Gispert. Transports Urbans de Sabadell (TUS) i Sant Tomàs L'Obrador. Productor Brutal Media: Raimon Masllorens. Producció Executiva Brutal Media: Carlos Salinet. Direcció de producció Brutal Media: Xavier Resina (APPA). Producció exectiva 3Cat: Mario Daza i Adrià Serra. Producció delegada 3Cat: Enric Dexeus i Reyes Marimon. Cap de realització 3Cat: Jordi Fàbregas. Coordinació de producció Brutal Media: Carola Miralles (APPA). Control econòmic Brutal Media: Mercè Garreta. Producció Brutal Media: Carla Sánchez Torremocha i Carlos Manríquez. Cap de producció: Anna Masferrer. Continguts Brutal Media: Oriol Vilalta. Director: Oriol Faura. Realitzador: Jordi Vives. Producció de 3Cat amb la col·laboració de Brutal Media, part de BBC Studios. Emissió en línia: Plataforma 3Cat. TV3, Sant Joan Despí, 29 desembre 2025. Veu: Andreu Sotorra. Música: Bones festes. Interpetació: Rah-mon Roma. Composició: Rah-mon Roma. Àlbum: Per Nadal pas de pardal, 1995.
Every year, our family practices a simple but meaningful tradition. Each of us chooses a single word to guide the year ahead. Not as a resolution, but as a lens. A word to pay attention to, to live with, and to let shape us over time.Today, I am joined by my wife, Jana, our son Seth, and daughter Megan. Together, we look back on the past twelve months and reflect on how these words played out in real life. Not theory. Not polish. Just honest stories of growth, tension, and becoming.To Order Doug's Books: The Resiliency Quest,Mad About Us Visit Doug's Website: https://www.dougmckinley.com/ Receive a Free Leadership Resource: Leadership Guide
In Focus: 10/12/25 Dr. Marty Crawford, Supervisor TISD
Welcome, everyone, to part one of my interview with Author and retired FBI Special Agent Seamus McElearney. Come back next Sunday for the conclusion of my interview with Seamus. Séamus McElearney began his distinguished career with the FBI in 1998, joining Squad C-10 of the New York Organized Crime Branch. Tasked with investigating the Bonanno and DeCavalcante crime families—infamously known as “the real Sopranos.” In December 1999, he was assigned to arrest Anthony Capo, a violent soldier in the DeCavalcante family, as part of a sweeping indictment. Not only did he safely execute the arrest, but he also achieved a historic breakthrough: persuading Capo to become the first made member in the family’s century-long history to cooperate with law enforcement. This unprecedented move triggered a domino effect of cooperation that ultimately led to the dismantling of the DeCavalcante family. In all, 71 defendants were convicted; 11 murders were solved. As a result, Séamus and the team received the U.S. Attorney’s Office Director’s Award. Following this six-year investigation, Séamus was promoted to lead Squad C-38, overseeing the Colombo crime family. Under his leadership, the squad dismantled the Colombos through a series of operations—including spearheading the largest Mafia takedown in FBI history. The Bonanno squad was later merged into C-38 under his command. As Supervisor, Séamus oversaw investigations that led to the conviction of more than 200 defendants and the resolution of 20 murders. Throughout his career as an Agent and Supervisor, Séamus helped convict ten Mafia bosses, recover five bodies, and solve the murder of an NYPD officer. He was part of historic FBI teams that dismantled three organized crime families—an achievement no one else can claim. Seamus is also the author of the popular book, Flipping Capo: How the FBI Dismantled the Real Sopranos. I’m a fan of the TV show The Sopranos, so it was amazing listening to Seamus explain how the “Real Sopranos” operated and how they were dismantled and brought to justice by Seamus and his team. Please enjoy my conversation with Seamus! In today’s episode we discuss: · Growing up in the Bronx as a first-generation Irish-American. · The amazing work ethic that was instilled in him by his parents. · Lessons learned working at his dad’s gas station as a kid. · Why he chose the FBI and even a dislocated knee couldn’t stop him! · How he proved himself as a new FBI agent. · His interest in organized crime and his first organized crime case. · The benefits of consensual witness phone recordings. · Omerta and how RICO changed the code of not being a rat. · How to get confessions from mobsters. · Anthony Capo and his first impression of the man Tony Soprano was molded from. All of this and more on today’s episode of the Cops and Writers podcast. Visit Seamus's website to learn more about him and his book. Check out the new Cops and Writers YouTube channel! Check out my newest book, The Good Collar (Michael Quinn Vigilante Justice Series Book 1)!!!!! Enjoy the Cops and Writers book series. Please visit the Cops and Writers website.
Tonight, we check in on the atmospheric river soaking the region. The VA has been ordered to build more housing. A 25% pay increase was given to OC Supervisors. Plus, more from Evening Edition. Support The L.A. Report by donating at LAist.com/join and by visiting https://laist.comThis LAist podcast is supported by Amazon Autos. Buying a car used to be a whole day affair. Now, at Amazon Autos, you can shop for a new, used, or certified pre-owned car whenever, wherever. You can browse hundreds of vehicles from top local dealers, all in one place. Amazon.com/autosVisit www.preppi.com/LAist to receive a FREE Preppi Emergency Kit (with any purchase over $100) and be prepared for the next wildfire, earthquake or emergency! Support the show: https://laist.com
We discuss the different definitions of Integrative psychotherapy: 1) the amalgamation of different psychotherpeutic schools and 2) the relational approach developed by Richard Erskine based on Transactional Analysis theory. To listen on Apple Podcasts: https://podcasts.apple.com/us/podcast/the-therapy-show/id1570789126To listen on You Tube: https://youtu.be/Td0ymAhBr_QDo you want to know what actually happens behind closed doors of the therapy session? Do you want to explore the mind of a master psychotherapist and demystify the therapeutic process? Do you want to know about the various models of psychotherapy and counselling and how they are implemented within the therapeutic hour? Do you want to know the makings of a professional psychotherapist and how to achieve that goal?Bob Cooke, an international Psychotherapist , Trainer and Supervisor, talks with Kellie Barratt about the world of therapy and counselling. Kellie Barratt is also a therapist working full time in private practice.These podcasts are for anyone interested in the questions above and psychotherapy in general. The podcasts are aimed at people who are curious about psychotherapy and counselling, how therapy works, and how it helps us move towards a more healthy sense of self, both mentally and spiritually. The podcasts will also be of interest to students of therapy and counselling and what it takes to be a psychotherapist and counsellor in the 21st century.Bob Cooke, who is the Founder of the Manchester Institute of Psychotherapy - UK - will through the conversations with Kellie Barratt help “demystify” the therapeutic hour and therapy session.Finally, the podcasts will also be aimed at people who might be interested in the variety of methods and techniques of the various different therapeutic models such as Transactional Analysis, Person Centred Counselling, Gestalt Psychotherapy and Integrative Psychotherapy. So please join us on this voyage of discovery and co-creative conversations.https://bobcooke.orghttps://www.kelliebarratt.co.uk#borderlinepersonalitydisorder #BPD #bpd #therapy #psychotherapy #livinglifebeinghuman #positivethoughts #positivemind #positivelife #dailymotivation #keepmovingforward #personalgrowth #mentalhealthawareness #helpothers #innerstrength #believeinyou #endthestigma #breakthesilence #talkaboutit #stopthestigma #mentalillnessawareness #anxietyrecovery #mentalhealthrecovery #anxietysupport #createyourownhappiness #selfhelp #anxiety #anxietyawareness #recoveryispossible #healing #gratitude #selfcare #selflove #endthestigma #mindfulness
Jonny Reinhardt talks with Berrien RESA Superintendent Eric Hoppstock as well as Mark Frey, Supervisor of Youth Apprenticeships at Berrien RESA about the Registered Apprenticeships Program. See omnystudio.com/listener for privacy information.
The Board of Supervisors is the governing body of the County of Sacramento. There are five members of the Board and each represents one of five Districts. Board of Supervisor meetings are open to the public to attend. Meeting agendas are available at: www.sccob.saccounty.net
This week on the podcast I chat with Wireline Supervisor, Jon. We chat about his journey from prison guard to oilfield wireliner. We talk about the wild spirits and ghosts ride he's currently found himself on. We discuss his upcoming plans to launch his own podcast.
District 4 Supervisor Alan Wong wants San Francisco to hold another vote regarding the closure of the Great Highway to vehicle traffic. The resulting Sunset Dunes has divided San Francisco residents. For more, KCBS Radio News Anchor Steve Scott, spoke with KCBS Insider Phil Matier.
Did you realize strong time management skills can effect the regulatory and compliance aspects of human resources? In this episode, Pandy shares a page from the workshop "A Big Step; moving from Peer to Supervisor" on how improving time management skills and training supervisors on this competency can eliminate all sorts of HR violations.
Orchard Park's Town Board will hold a public feedback session, and possibly a vote, on rezoning near the new Bills stadium. Supervisor-elect Joe Liberti has the details.
Town of Tonawanda Supervisor Joseph Emminger on town's new ambulance service full 493 Tue, 16 Dec 2025 10:35:25 +0000 9745ogt2SPqiVEBu3BD9XUS3jFspnNIv news WBEN Extras news Town of Tonawanda Supervisor Joseph Emminger on town's new ambulance service Archive of various reports and news events 2024 © 2021 Audacy, Inc. News False https://player.a
The Sacramento County Planning Commission (Commission) consists of five members. Commission members are appointed by a Sacramento County Board of Supervisor within the boundaries of five supervisorial districts, respectively. The Commission also serves as the Board of Zoning Appeals. Meetings are held on the second and fourth Mondays of each month.
The Board of Supervisors is the governing body of the County of Sacramento. There are five members of the Board and each represents one of five Districts. Board of Supervisor meetings are open to the public to attend. Meeting agendas are available at: www.sccob.saccounty.net
Nueva entrega de DADOS & MOÑECOS. Hoy, gracias a los amigos de Devir os traemos Delta Green: Guía del supervisor. Y la buena gente de Toy Games nos ha facilitado un ejemplar de One Deck Dungeon Mazmorra: Bosque Sombrío, la expansión de este juego del que ya os hablamos, y que nos ha encantado. Enlaces: https://linktr.ee/reservademana
Supervisor Patrick Casilio has asked for assistance from State Police and the Erie County Sheriff's Office with traffic control on Transit as Trader Joe's opens, but he still expects traffic to be manageable.
Episodio 524-2: De Supervisor a Striper -Relato Erótico El supervisor quiso complacer a sus compañeras, dándoles de regalo lo que ellas quisieran en la posada del trabajo. Por supuesto que ellas pidieron Stripers, hasta pagaron extra por ellos. Quién diría que hasta a él lo rifarían para bailarle a las muchachas!!! Tienes una historia o anécdota que te gustaría compartir? Escríbeme y podrías escucharla en vivo: cuentalealayola@gmail.com WhatsApp: https://wa.me/526869457139 Telegram: https://www.t.me/cuentalealayola Redes sociales: @cuentalealayola En vivo por RadioNocturna.com https://radionocturna.com Todos los lunes a las 11:05 PM (CdMx) --- Contenido exclusivo, talleres, cursos y más Descubre fotos, calendarios, audios y material solo para suscriptores en: https://sexyqfans.com/cuentalealayola **Apoya este proyecto con un donativo en PayPal:** https://www.paypal.me/cuentalealayola Escucha todos los episodios en iVoox y apóyame dando clic en el botón "Apoyar". --- Gracias a: Miss Fantasías Lencería y más, Hermosillo, Sonora: https://www.missfantasias.com.mx Seyes Print Taller del Regalo https://seyesprint.com Segovia, España Forniocio.com https://forniocio.com Segovia, España --- **Nota importante:** Todos los relatos y personajes presentados en este programa son ficción. Algunas historias están inspiradas en hechos reales. Cualquier parecido con la realidad es pura coinciencia.
Hometown Radio 12/10/25 4p: Michael Erin Woody cries foul in the District 2 supervisor race
The process of deciding which High Quality Instructional Materials to adopt is not as straight forward as it might seem. There are good options, and there are good teachers with varying opinions. Kelly Harkins, Supervisor of Elementary English Language Arts, describes her district's two different processes for selecting two different ELA curricula.Facebook: The Reading League DelawareWebsite: the reading league DelawareReading League Delaware Memberships 2025 This podcast sponsored by:The Bell Ringer, a weekly newsletter providing news, tools, and resources on the science of learning, written by education reporter Holly Korbey. Subscribe here. Murmuration Author Services by Mark Combes. Looking to write your first book? Murmuration Author Services is your friend and coach for this journey. Learn more here.
Photo by Hush Naidoo Jade Photography on Unsplash The second hour begins with a focus on two community leaders’ perspectives on the local impact of the federal policy changes: Allen Hinkley, the Supervisor for the town of Roxbury that includes the hamlets of Roxbury and Grand Gorge, as well as the Denver-Vega Valley, Hardscrabble, West Settlement; and Glen Faulkner, the Town Supervisor for Middletown that includes Margaretville, Arkville, Fleischmanns, New Kingston and Halcottsville. Assemblyman Brian Maher (R, NYA-101) then discusses how the state is responding to these changes. The special ends with a discussion of the impact of the federal policy changes on social services that are so crucial to health, such as access to healthy food, affordable housing, and more, with the Delaware County Commissioner of Social Services Keith Weaver, Executive Director of Delaware Opportunities Shelly Bartow, and Founder and manager of Margaretville’s The Hubb Robin Williams. To listen to the first hour, please go to this link. The post The Impact of Federal Policy Changes Part 2 appeared first on HealthCetera.
Comprehensive coverage of the day's news with a focus on war and peace; social, environmental and economic justice. Photo by Brian Sowards Supreme Court hears GOP challenge to campaign spending limits as midterm congressional elections approach; Report finds gaps in community protections when oil refineries close; SF Supervisor Mahmood introduces Safe Cities Blueprint Package to bar ICE from using city property; New Illinois law protects immigrants from immigration enforcement near courts, hospitals, universities, and day care; December 9 is International Day of Commemoration and Dignity of the Victims of the Crime of Genocide, and of the Prevention of this Crime The post Supreme Court hears GOP challenge to campaign spending limits; SF Supervisor introduces measure to bar ICE from using city property – December 9, 2025 appeared first on KPFA.
Tuesday, October 28 from 10:00 – 11:30 a.m.at the Lansing Regional Chamber of Commerce, they hosted "Building and Retaining Diverse Talent", a panel discussion exploring how organizations can attract and retain diverse young professionals. The conversation will focus on building an inclusive talent pipeline and creating conditions that help diverse talent connect, grow, and thrive within the Greater Lansing region. • Samantha Harkins, CEO, Lansing 5:01 • Candace Williams, Talent Acquisition Specialist, LAFCU • David Douglas, Supervisor of Talent Acquisition and Employee Relations, Lansing Board of Water & Light • Laura Stoken, Partner & President, Rathbun Insurance WHY IT MATTERS: Attracting and retaining diverse young professionals is vital to our region's long-term success. This event provides a timely story about workforce development, inclusive hiring practices, and economic growth in Greater Lansing. Media can highlight local leaders, showcase innovative strategies, and share examples of how businesses are shaping a stronger, more inclusive regional economy.
Why does the superhero spinoff Gen V often look more visceral and grounded than its blockbuster feature film counterparts? The answer lies in the unique philosophy of Visual Effects Supervisor Karen Heston, who joins Chris and Daniel to reveal the analog soul beating beneath the show's digital surface. Heston traces her journey from the chemical smells of a black-and-white darkroom to the high-pressure world of "Flame" compositing in New York, where she learned to be a "finisher" capable of managing clients and pixels simultaneously, a skill set that eventually propelled her to lead major projects like Arthur Christmas and Beasts of No Nation. The conversation pulls back the curtain on the gory, creative success of Gen V. Heston explains that the show's secret isn't an over-reliance on CGI, but a fierce commitment to practical filmmaking, using giant props for shrinking characters and silicone "blood darts" to anchor the digital effects in reality. She discusses the intense collaboration required between stunts, prosthetics, and VFX to pull off "blood powers" that feel weighty rather than cartoony, and concludes with a forward-looking discussion on how AI might reshape the industry by bringing back the era of the "generalist" artist. Karen Heston on IMDB > Karen Heston on LinkedIn > Gen V on Prime > This episode is sponsored by: Center Grid Virtual Studio Kitbash 3D (Use promocode "cggarage" for 10% off)
This post shares five practical strategies to enhance supervisor accountability in safety management without overwhelming them. Learn how to integrate safety into existing workflows, engage employees in safety tasks, and use regular safety huddles to foster a culture of safety excellence. These tips help reduce incidents, improve productivity, and build sustainable safety practices from the frontline up. See the full show notes at https://thesafetygeek.com/136 Time Stamps:00:00 Introduction: The Importance of Supervisor Involvement in Safety00:57 Personal Greeting and Seasonal Remarks01:23 Defining the Role of Supervisors in Safety03:06 Challenges Supervisors Face with Safety Tasks03:52 Tip 1: Integrate Safety into Daily Tasks06:14 Tip 2: Combine Safety with Quality and Operations08:32 Tip 3: Shadow Supervisors Regularly09:51 Tip 4: Empower Employees to Lead13:25 Tip 5: Conduct Regular Supervisor Meetings17:27 Conclusion and Call to ActionThank you for taking the time to listen to this episode. If you liked it, be sure to share it with your best safety friend. It's a goal of The Safety Geek to elevate the role of the safety manager, and that is why I share tips and resources on how you can manage your safety program more effectively. Visit the website at https://TheSafetyGeek.com Subscribe to the YouTube Channel at https://www.youtube.com/c/safetygeek Sign up for the Safety Leadership Newsletter, where I share exclusive tips, content, forms, and templates at https://TheSafetyGeek.com/Newsletter Follow me @ Facebook: https://www.facebook.com/TheSafetyGeek LinkedIn: https://www.linkedin.com/in/brye-sargent/ Instagram: https://www.instagram.com/safety_brye/ Pinterest: https://www.pinterest.com/thesafetygeek/
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Aurora Highway Supervisor Dave Gunner on the use of brine to help clear the roads in the winter full 875 Thu, 04 Dec 2025 09:30:00 +0000 LMfeePttXL1bLtYHkGJnmO5iMEOFxUe1 news,wben,east aurora,aurora,winter weather,brine,snow cleanup WBEN Extras news,wben,east aurora,aurora,winter weather,brine,snow cleanup Aurora Highway Supervisor Dave Gunner on the use of brine to help clear the roads in the winter Archive of various reports and news events 2024 © 2021 Audacy, Inc. News False
The UK's anti-money laundering (AML) landscape is undergoing a significant transformation. The government has confirmed that the Financial Conduct Authority (FCA) will take over from the Solicitors Regulation Authority (SRA), the Law Society of Scotland, and other professional bodies to become the Single Professional Services Supervisor (SPSS) for AML supervision. This marks the first time law firms and accountancy firms across the UK will be regulated under a single AML authority. In this webinar recording, VinciWorks' legal compliance experts, alongside our partners at The Compliance Office and special guest Mike Ross, Director & MLRO at Anderson Strathern, break down the details of this major shift. We discuss what the government's consultation on the new structure entails, what questions remain unanswered, and the potential implications for firms across the UK, including specific insights into how Scottish firms might be affected. In this recording, you'll hear about: • The FCA's new role as the Single Professional Services Supervisor • Key insights from the consultation, including unanswered questions • A comparison of the FCA's and SRA's approaches to AML regulation • The views of Scottish firms and the Law Society of Scotland • What MLROs need to know and prepare for • The potential timeline for the transition This session is essential for compliance professionals, MLROs, and legal teams working in the UK's legal and accountancy sectors, providing critical insights into what the future of AML regulation will look like and how to prepare.
December 4, 2025 - Val Jordan, HSHS Manager of Oncology Services and Karla Marshall, Supervisor of Spiritual Care and Mission joined Byers & Co to talk about Coats 4 Kids, Caring for their Colleagues, Share Holiday Memorial Service, and more. Listen to the podcast now!See omnystudio.com/listener for privacy information.
Send us a textWhat happens when “home” doesn't feel like home?In this episode of Wedgwood's Coffee Break Conversation, host Hillary talks with Marie Brown, Supervisor of Wedgwood's Human Trafficking residential treatment home, and Kimber Decker, clinical facilitator in Wedgwood's Intensive Outpatient Program.They unpack how instability, trauma, and unsafe environments affect a child's sense of safety and identity—and how consistent care, healthy boundaries, and supportive relationships can begin rebuilding belonging.Drawing from decades of combined experience, Marie and Kimber share powerful stories that highlight the impact of trust, autonomy, and connection in healing.Whether you're a parent, caregiver, mentor, or someone who simply cares about kids, this conversation offers practical insight and hopeful reminders that nurturing, “home-like” spaces can be created in small, meaningful ways.LINKS & INFO:For more Info on this PodcastLearn more about WedgwoodWedgwood & Podcast MerchSupport the showDon't forget to subscribe to stay up-to-date on the latest episodes!
The Board of Supervisors is the governing body of the County of Sacramento. There are five members of the Board and each represents one of five Districts. Board of Supervisor meetings are open to the public to attend. Meeting agendas are available at: www.sccob.saccounty.net
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Manager Minute-brought to you by the VR Technical Assistance Center for Quality Management
In this powerful new episode of Manager Minute, host Carol Pankow sits down with renowned researcher and educator Dr. Jim Herbert to unpack one of the most urgent challenges in vocational rehabilitation today: counselor turnover and retention. Drawing from his brand-new national study on RSA-funded personnel, Jim breaks down the real factors that influence whether VR counselors intend to stay — or walk away. From organizational support and supervisor relationships to workload, generational values, and work–life balance, Jim reveals why retention is a "whole system issue," not a single-variable problem. He also shares bold, practical solutions for VR agencies, including flexible scheduling, paid internships, rehiring retirees, strengthening supervision practices, and his attention-grabbing recommendation of a 32-hour workweek at full pay. As a new partner with the VRTAC, Jim also previews upcoming national recruitment and retention initiatives — including a new toolkit for VR HR teams and direct clinical supervision work with a selected state VR agency. This is an episode every VR director, supervisor, and counselor needs to hear. Listen now and join the conversation about the future of the VR workforce. Listen Here Full Transcript: {Music} Jim: Supervisors play an understated but really critical role in the relationship with their counselors and how that contributes to them staying or leaving. What I suggested was moving to a four day, 32 hour workweek at the same pay. What are you doing to try to address this? What's working for you, and then be able to kind of put that in a toolkit or a resource? We want to share that nationwide. So I'm looking for a state VR agency of supervisors and say, yep, let's tangle with that academic from Penn State. Let's do it. {Music} Intro Voice: Manager Minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Well, welcome to the manager minute. Joining me in the studio today is Doctor Jim Herbert. Jim's a long time researcher, educator and advocate for the field of rehabilitation counseling, and I'm thrilled to share that he will also be working with us on the VRTAC grant in some exciting new recruitment and retention efforts. And today, we get to talk not only about Jim's earlier research on counselor turnover, but also his brand new national study on the long term effectiveness of RSA training and what predicts whether VR personnel intend to stay or leave. So, Jim, this makes me laugh to ask you this. How are things going in your retirement? Jim: That's right. Yes. As you know, I recently retired, quote unquote, effective July 1st. I'll just tell you that I'm in what they refer to as the honeymoon phase. So basically it's like, oh, I love it. So while I continue to do academic work, such as the project that we're working with you guys on, I'm really super busy with nonacademic projects like gardening and landscaping. And as you saw, we just got a new puppy who consumes quite a lot of my time, so it's going wonderful. Carol: I love it, I just have to chuckle because you are the busiest retired guy I know, so we were glad we could snag you. Jim: I'm glad to be snagged. Carol: That's awesome. So today we're going to dive into a topic that hits close to home for every VR professional. Why rehabilitation counselors leave the field, and what keeps others committed for the long haul. So let's start by imagining a counselor with a full caseload, endless paperwork, competing demands someone who came into this work to make a difference, but they're now struggling to stay motivated. What makes some counselors walk away while others find ways to stay the course? So let's dig into your work. So, Jim, what first drew you to studying counselor retention and turnover in VR? Jim: Well, as we'll discuss a little bit further, everything else in terms of VR and my work in VR, I have a long history and frankly, a long affection for state counsellors. 40 some years ago when I got into this field, I got to work with a lot of VR counselors and I have so much respect for them in the work that they do. And over the last couple of decades in particular, things are becoming increasingly more and more difficult. And so as we'll talk a little bit, maybe we can get into like your first questions about, well, which I think is a critical one, like, well, why is it that some counselors stay and why do others leave? And so, you know, when you look at that a little bit and feel free to interrupt me because, you know, many academicians, we tend to be a little bit long-winded. Carol: You're a talker, Jim. Jim: There you go. So, you know, when you look at it, it's really a combination of individual and situational factors. You know, when you ask counselors, well what attracted you to this? And I think people get drawn into the profession because they want to make a difference. They see people that need help and they feel like, hey, I'm in a position maybe I can offer support or direction and services can make a difference in their lives. So I think that's a big part of it. And then also as a result of that, why they get into that field, I think what happens is over the years, things start to change. They start thinking like, geez, you know what? I thought I got into this field, the job was going to be this way. And really now what I'm finding is it's not that way, or what happens is the thing that drew me in terms of the interaction with people and making the impact. I find myself spending more time with the documentation process and all the rules and regulations, and not as much time to really that I would like to having that one on one contact with people. So I think what happens is their job, their satisfaction changes as a function of kind of, you know, over that period. The other thing I'll just say to expand on why some people stay and why they walk away. I think one of the things in the beginning, especially with new counselors, their knowledge about the world of work and the job as a state VR counselor. They have a different understanding of what that's all involve. Okay. And one of the things that I think is important to, particularly those individuals, maybe in your audience who are thinking about being a rehab counselor, either switching in or pursuing training. One of the things that I try to stress with my students is make sure you get lots of experience. So while you're going to school and getting your education, do that volunteer work. Do a practicum. Do an internship with a state VR agency. I've said this a thousand, but certainly lots of times I'll say you'll learn more in the field from any lecture that I'm going to give or any rehab professor. So I think what happens with particularly newer counselors, they have a limited understanding about what is this job about and what do you need to do to be a successful rehab. So we only know what we know. So their expectations, I think they get a little disillusioned. A second thing though, as I said, the work of a VR counselor counselor's tough stuff. You know, you look at the research over the decades about things that impact rehab counselors decision and what is the things that they don't like. So lower salaries, comparison to other kind of counseling positions, high caseloads, the paperwork, lack of supervisory support, particularly in the area of clinical supervision. And we get a chance. I can talk about that a little bit further. There's also, I think, an incongruity between what a counselor has interest in their needs and what they're motivated by and what exists in the work environment. Those factors definitely contribute to work satisfaction. And the other thing we can talk about this in terms of our study, lack of autonomy, the inflexibility, you know, with work schedule and then obviously, you know, kind of personal reasons. So you've got all these factors that counselors have to have some resiliency to try to navigate all these kinds of challenges. And I think that's the key difference. What is it that counselor a can because they all have all these same challenges. Why is a say I can negotiate this whereas counselor B and I can't do that. And I think that probably over simplistic explanation is there is a resiliency for that. Counselors like I can take all of these and then I can look at yep, these are problems. But these other things still are important to me. And I can still kind of navigate that. And then the final thing, and I've become more and more aware of it over the last couple years, multi-generational workforce. So people are living longer. I mean, I, you know, I'm a baby boomer. I think technically I think I'm a late baby boomer, but so basically I'm ancient. But we have people, you have the Gen Z, and I think that's the group from 97 to 2012. You got the millennials born, you know, 81, 86. You got the Gen Xers and those when you talk with people from different generations. When I talk with my students who mostly the Gen Z millennial type. They have a different view about the world of work. And basically if I had and again, this I don't mean to stereotype, but I think there's some validity in this. And I have a son who's 28 years old and he'll say, dad, you work too damn hard. And so the thing is, is like what he's saying is, and I think others of his generation, there's more to life than work. And so when I look at work, while that's important, I don't have the same kind of importance necessary that you might attach to it. And in fact, what I'm really looking for is a better balance, work life balance. And this is where state VR agencies, I think, kind of fall down because we need to kind of how do we kind of create that better balance so that we have, particularly the younger ones who we invest a lot of money, effort, we want to retain them. We don't want to lose them. So that's probably more than what you wanted. Carol: It's all good. I have a 28 year old son, too, and we just had this conversation yesterday about work life balance, and I just said how lucky he was to work for a company coming right out of college where he was getting five weeks of vacation a year. Jim: Yes. Carol: And I talked to him like when I first started my first five years with the state. You got two weeks? Yeah. And it wasn't until five years you got a little more. And now you can get, like, two and a half or something. It was something horrible like that. But that view that this generation has, it is I think it's healthier, actually, than what we all did. We just put up with some pretty miserable. Yes. Working situations? Jim: Yes. Absolutely. You're correct. Carol: Can you walk us through the big picture, what your study set out to understand and why it's so important right now? Jim: Yeah, yeah, yeah. I like your phrase of the big picture. So let me see if I can cut to the chase. Maybe. And so I mentioned a little bit earlier that my work began here a couple of years ago as a result of kind of a pilot study. But basically I was interested because RSA provides a lot of funding for people trying to work as rehab counselors. But my pilot study about 4 or 5 years ago. So the big picture, to put it simply, is we got to do a better job of screening people who are interested in doing this work. And once we do that, we have to do everything we can to make sure that they continue in that. So my research basically is trying to well, let's dive into that and figure out why is it who stays and who leaves. Carol: So what did your research reveal about the biggest factors that predict whether the counselor stays or leaves? Jim: Yeah, yeah. All right. Now this one's going to be a little bit more detail a little bit more, uh, hopefully not convoluted. Carol: For lay people Jim Lay people. Jim: Yes. That's right. Exactly. Yeah, yeah. So without diving too much in statistical models and all that kind of stuff, basically what we were trying to figure out is this if we ask a rehab counselor, are you planning to stay for the next 12 months. Are you planning to leave? So we use that as kind of. Our big question is who's likely to say yes, I'm planning to stay or no, I'm planning to leave in 12 months. So we developed based on the literature that we saw, a hypothetical model that we said essentially this the amount that an organization supports their employees. So what is it that in this case, what is it that the state VR agency does that is designed not only to benefit the organization but also benefit the worker. So providing them with a decent salary, benefits, training, the opportunity for telework, telecommuting, flexible work hours, greater contact with clients. So we said, okay, well, that we know from the literature that seems to be kind of an important component. We also know from and this is work that I've done over the last couple of decades, supervisors play, in my opinion, an understated but really critical role in the relationship with their counselors and how that contributes to them staying or leaving. And so the degree and type of supervisor support we felt, well, that will impact the employees perception of their jobs, whether they like their jobs, the career opportunities that exist within the agencies, and help them develop the skills that they'll need to grow to move on. So you've got supervisor support, you've got organizational career support. But we said, well, are there any other things? How does that kind of impact. And what we found was, well, we know that if you have a I'll just say for lack of a better simplified way to look at it, a supportive work culture that includes, you know, the supervisor that we know that that can impact the counselors hopefulness about their jobs and the level of engagement that they have. So the degree of vigor, if you will, the dedication that the worker performs, which also impacts job satisfaction. So our conceptual model basically says, well, if we could understand the complex relationship between all of the kinds of organizational supports of which there are many and we haven't identified, but just using that general term, the perceptions of how our individual council feels that they're doing in that job, the degree of satisfaction they get from it, and the amount of supervision, the level type of supervision supervisor provides. If all those factors are positive, if you will, they're more likely to stay as opposed to if they find the organization not supportive. They don't have a supervisor who's supportive, they don't feel engaged in the work that they do. So that's basically kind of what our model and what we found was that that combination of Organization support being hopeful about the job that I do. Having a supportive supervisor that promotes work engagement. Let me just use this analogy. If I had a pizza pie that said, this pizza pie represents all of people's intention to leave. Okay, well, what I just said that was if you have good support, organization supervisor, you're engaged. Half of that pizza pie is attributed to those factors. So that's a lot of pizza. All right. That's a big part of it. So what that means is if we think about for state VR agencies, what is it that we do as an organization that tries to promote that kind of support? What do we do in terms of our supervisors that are engaging with their councils and provide that kind of support? If we can take a look at those factors, then we're more likely for those counselors say, you know what, I'm going to stick around. Carol: So did you have any findings that surprised you? Jim: Yeah, there were a couple of things. One of the things I know we're talking about state voc rehab. Our study of 1000 rehab counselors did not only address state VR, but also those in private for practice proprietary public nonprofit agencies and facilities. We also looked at counselors and administrators. So we're kind of interested in, well, is the intent to leave the same regardless of what your job title? In other words, does a counselor sort of have a different kind of intent than a supervisor, than an administrator? And we're also interested in well, does a counselor's intent vary as a function of the work settings? So in other words, our state VR counsel is more likely to express an intent to leave than those in private for practice rehab or nonprofit rehab. And basically what we found was when you look at all those outcome variables that we talked about work engagement, career support, job satisfaction, supervisor support, reasons for leaving, reasons for staying. When we look at that, what we found, and this was somewhat surprising to me, we found that there's really no difference whether across setting or job type. So in other words, the factors that motivate someone to stay or to leave are pretty much the same, regardless of your work setting or your job title. So that to me was a little bit surprising, because in my conversations and talking with counselors at various settings, somehow I always, I guess going into this truthfully, I was expecting that there would be a difference and particularly be more dissatisfaction with state VR than the other settings. And what we found was that's not the case. So the reasons for staying or leaving are essentially the same across settings and work title. So I just raised this finding because I think state VR unfairly receives criticism that their work environments particularly challenging and trying to retain workers. So I'll just say that every work setting has its own unique aspects to it. Carol: Yeah, the grass is not always greener. You always think that. And I have found over time, like working with people where you have that grass is greener mentality. No matter where they go, they always run into the same issues, no matter where they've changed the job. There's some people I've known for several decades who have always been kind of unhappy in the current setting, and they go to the new one and they're happy for a hot minute, but then they're unhappy there, too. So it's kind of more about them and whatever they're bringing to that or how they relate to those new jobs. It's so interesting. That strikes me as an interesting finding. Jim: Yeah, a lot of this was gleaned from interactions and stories and things that I heard from counselors, like, why do you stay? Why do you leave? And again, to me it's just amazing Easing that the similarity that exists. So clearly, while there's some nuances that, you know, a counselor will complain about large caseloads or noncompetitive salaries, limited schedule and flexibility, those kinds of things. One of the things that while there are some differences in terms as you move up the career ladder, if you will, as an administrator, maybe a little bit different, but the role of the supervisor, I think this was another thing that was a little bit I kind of knew, but it really reinforced it was how important their role is in contributing to the work climate of the counselor. And like I've said to the supervisors, and I've trained a lot of folks across the country, counselor job is tough. Supervisor's job is way tough because they have a lot of times. And what's happening now with the vacancies, the supervisors are now asked to pick up caseloads of counselors. So not only do they have to do the job of managing 5 to 10 counselors, now they have components, so it makes it really difficult. And I think when I listen to the stories, those are the things that kind of like really strike me as unfortunately, I think just getting tougher and tougher each year. Carol: 100%, kind of in reading some of your information and you go, okay, yeah. You think the counselor, all right, now they're going to be the supervisor. And it's going to be better and easier somehow easier. And it's not like they just realize how exponentially the job gets so much tougher. It doesn't necessarily get better. You might get paid a little more as you move up the food chain, but the work gets more complex, and then you're dealing with all the people part of the job. Jim: Absolutely. And you really hit it on. An important part is that unfortunately, most super like I do training in clinical supervision. So basically I train supervisors how to help their counselors become better counselors and the relationship they have with their clients. But what you find is, I'd say 99% of the supervisors that I've worked with, what do they know about clinical supervision? And, well, really not too much. And well, why is that? Because they didn't get that in their training. So they'll get all about the administrative components, the policies and procedures. And that's important. But how do you help your counselor with the relationship that they have with their individual customers? That relationship is so critical because if that relationship isn't positive, you're going to have a poor voc rehab outcome. Carol: Well, and those supervisors may have also not been you know, they didn't get any sort of clinical supervision when they were a counselor, so they moved to supervisor. It's not like they magically had that appear somewhere, right? So they don't have no frame of reference on how to even do that. Jim: Yeah, you're absolutely correct. Carol: So I know you stated, so some VR counselors, the state VR counselors, you know, they report more stress and paperwork, but yet they still find satisfaction in stay. So what distinguishes that? Like what distinguishes those who stay from those who leave. Jim: Yeah, yeah. Well, this gets to the earlier thing. We were kind of talking a little bit about the issue about resiliency, the issue about when the stresses of the job, when things are happening, sometimes will happen. Counselors will kind of take that on and they pay kind of a high emotional price, the investment with that. And so it's the counselor who can kind of keep that in check, cannot sort of internalize that. I can still do good work. Yes. It would be nice if I had lower case loads. Yes, it'd be nice if I got more money. Yes, it would be nice if this and that changed. So I think we talked a little bit about this earlier, but I think what really kind of differentiates those two counselors is just that ability to not kind of internalize that and as a result, still able to kind of negotiate the things that are necessary to move the client forward. Because if you kind of take all this in, you know, you go home at the end of the day, you're just kind of wiped. And so that's really to me, kind of a key component. Carol: Do you think that's something that can be taught like, or is that kind of how people are? That's the thing I wonder, like, Can you really teach someone how to, like, not get so emotionally involved into the situation? I mean, I suppose there's some techniques or something, but yeah, it might very well be just kind of the person you are and how you respond to things around you just in your life overall. Jim: Right. Yeah, that's a good point. And some would certainly say, and there's something to be said, sort of the nature nurture environment kind of issue. Yeah. There's clearly people that in terms of just kind of their makeup, this is how they, you know, they just they see the world half full, the glass is half full. I had a clerical person years and was the most upbeat. In fact, I used to call her Susie Sunshine. It's like no matter what, she just didn't get down. And I thought, is this for real? Are you on some sort of happy? What's this all about? So that's there's a part of that. But yes, it can be taught. And so a lot of it is, you know, in terms of our behaviors as well, how's that influence its influence in our thinking. So you can get very catastrophic. Like, you know, I got a caseload of 150. I'm stressed. You know, I can't get to all my clients. And, you know, I should be able to, you know, answer them within a 24 hour period. And if somebody asks to see me, I should be. Yeah. Well, there's a lot of things that you should. And yes, it would be nice, but you have to kind of ask yourself, given the resources that I have, I have to be realistic about this. And so it sounds maybe a little trite, but in some ways it's kind of like, you know, you got to cut yourself some slack. You have to kind of say, yes, if I had 25 clients, yes, life would be different, but I don't. Sometimes you can explain this to your consumers and sometimes, yeah, they get it. In other cases it's not. But you can't let that define who you are because if you do, you're setting yourself up for unrealistic expectations which aren't going to be fulfilled. So you're going to be kind of frustrated and yeah, probably leave the organization. You know, I was like, hey, this isn't for me. Carol: So it's really a practice thing. I mean, it's probably a time thing and a practice to kind. Jim: Of has to be. Yeah, it has to be intentional. And this is where in terms of a good supervisor working with the council, it's like, you know, boy, you seem kind of, you know, really stressed. What's that about? What's going on. What's the belief system that you're operating from. What are your expectations you're placing on yourself? And sometimes it seems so obvious to the outsider. And I can just say in my own personal life, I mean, how many times is like, you know, hey, this is really obvious to somebody else. she's new news to me. Carol: Yeah. Jim: sometimes. Yeah. You gotta have that outside perspective to kind of like, let's take a look about what? What are those messages you're telling yourself? And are they realistic? Carol: Right. What do you think are the most actionable steps that VR agencies can take right now? Jim: Well, I wanted to give a shout out to a couple scholars. Yes, I've done some work in this. Doctor Landon from Utah State has done some work in this. Doctor Wu from northeastern Illinois, doctor McFarland from San Diego State. Yes, I know Fred's retired, but you know his legacy. So besides my own work, those folks, if you look at some of their work and my work and the team that I've worked with, there's a couple things. And this is like a long, long list because I started kind of writing a few things out here. The obvious thing is offer competitive salaries, but given the historical and current climate, it doesn't bode well for states are going to say, oh, we're going to increase your budget by 15% or 20%, which would allow you to hire more counselors at a competitive rate. So with that being said, I proposed at a CSAVR conference a couple years ago what seemed to be kind of a radical recommendation. Let me start with the most radical thing first, and then we'll get into some other. So the radical thing that I proposed was I recommended that we move from a five day to a four day workweek. Now, I'm not talking about 40 hours, ten hours a day, four days of work. Because remember, we're talking about the culture and the climate. So working those extra two hours every day is like, well, yeah, I'd have a day off, but is that really going to be meaningful? So given that states a lot of times don't have as much influence in their budget, what I suggested was moving to a four day, 32 hour workweek at the same pay. Now, I can imagine some of you... Carol: Heads blew up, They did, yeah. Jim: Yeah. That's right. Yeah, exactly. Like, who is this academic? What the heck does he know? So before you discount that, let me just kind of invite those that might push back on that and say, well, just for a moment, just indulge me. Just say like, well, let's just say if we did that. Okay. Well, first off, I would offer that the average work week, I think, for most state VR counselors is 37.5, so it's not really technically 40 hours of work. You'll remember my earlier comments about the younger generational workers. They want to see that kind of work life balance. So having greater time to devote to myself, my family, recreation, other pursuits, those become increasingly important. And again, I'll just offer this. We didn't talk about this as a result in the study, but if you need any further evidence of the support for this recommendation, one of the research questions that we asked an ancillary one, but we basically asked them about what are your thoughts or feelings about a 32 hour workweek? And we looked at intent to leave and surprise, surprise, yeah, that was a significant predictor in terms of yeah, that would cause me to stay. All right. Let's unpack this a little bit further. I would offer to the State Council because again, we know what we know. We've always been 40 hours a week. And as I talked at the conference and I wrote in a Journal of Rehab article, you know, before the work week used to be 50, 60 hours a week, that was normal. You work Saturdays. All right. And it wasn't until Henry Ford said, you know what? Maybe we gotta rethink this thing. And, you know, he was proposing. Let's move to a 40 hour. Well, that was just heresy, because we just knew what we knew. So when we asked counselors and supervisors how much of an impact a 32 hour work week with no salary reduction, 75% of counselors and supervisors say that has a significant or very significant influence in me remaining on their jobs. My thought is, given we're not going to get more tip, most likely not a whole influx in terms of additional revenue for states. What can we control? Is this something that we can control? So that's like my radical. Okay. Carol: Yeah. You're Henry Ford now Jim. Jim: Yeah, I'm Henry Ford. Carol: I love it, I love it. Jim: I wish I was, at least I wish I was. I wish I was a descendant of Henry. so a less controversial recommendation. And frankly, it's funny because I see us kind of going back now and not in a good way. State VR agencies, while they offer telework, there are more and more state VR agencies are kind of like, well, let's get back to the good old days. Well, first off, I'm not sure that was kind of the good old days. I mean, clearly the pandemic contributed to a major societal change about rethinking about our work schedule. Before that, if council said, hey, I'd like to stay at home for about three days a week and do my work. They'd say, that ain't happening. And so actually, what we find is, yes, you can do this job from home. And, you know, we have the markers, the accountability in terms of our statuses and, you know, the progress that you're making. So I mean, that's the bottom line. Are you getting closed successful rehabilitations with your clients. But now kind of what's happening is that we seems, at least what I've heard through talking with counselors and supervisors throughout the United States is there seems to be kind of a return of offering on site rehabilitation services. You know, that's something that I would ask us to really kind of take a look at that, and not only in terms of the telework, but let's think about the work flexibility. How often do we offer our counselors part time work or even evening hours? A lot of people retiring. That's a tremendous amount of experience that's going out the door. And you just wonder sometimes like, okay, so you want to retire. Great. Wonderful. But well, it's kind of like that's kind of what happened. Carol: That's what happened to you, Jim. Jim: That's right. So then the thing is kind of say, well, what if you work part time? What if you work X amount of hours a day or a week or whatever? So rehiring maybe recently retired workers. And again, let's focus on those that had proven track records. So, hey, they're a great rehab counselors and, yeah, we'd like to have them back. That's something could be done. Another thing that I think that could be done, and we used to do this in Pennsylvania, and unfortunately, it's at least as far as I know, we're not currently doing it. And if we are. My apologies to Povor, but provide paid internships and if possible, offer employee benefits to graduate students who complete their clinical internships with the state VR agency. And the great thing about this from a state VR, you get to see, you know, when you interview and screen, a candidate, maybe you spend an hour or two with them. That's a lot different from seeing somebody five days a week over a, you know, five, six month period. You got a lot of information about this person. And also you have then kind of a buy in from them like, yeah, this gives me some idea about what this job is all about. So you know, doing that and I know in Pennsylvania historically, they would hold back some of their training dollars to help kind of support that. Maybe that's something could we look at? If we do? Just a little ancillary comment I'd make. Students graduate in May, August and December. So if you can somehow when you know, like, okay, we're going to have a vacancy, it'd be wonderful if you can kind of coordinate that with the times they graduate. So if, you know, for example, someone's going to retire and maybe they're going to retire in May rather than waiting May to start that job search, maybe start that job search March or April. And then because of the two months, oftentimes it takes to go through the screening and all the documentation and all that, then you can kind of coincide that, you know, and target it with those dates. Because I've had a number of students say, yeah, I'd like to work for the state VR, but I'm not waiting around 2 or 3 months. I need to get a job. I need to start making some money. So related to that, another recommendation I have is and some states are doing this trying to reexamine their screening procedure. So let's take a look and say look, what can we do to reduce the time between when we know a vacancy exists and the time of hire. So, as I said, most people, whether you're a student or not, unless you're currently working, you can't wait for 2 or 3 months. Other things that they could do is, you know, we talked earlier about the importance of the work climate. You know, we've got to monitor that. So we said that one's intention to leave that's mitigated based on whether the counselor feels they're engaged in that process. So that's an important predictor. And as it relates to that specific variable it's about 40%. Well that's a big deal. So the message is if I feel engaged in this process I'm more likely, more likely to stay. So we talked also about the role of the supervisor and how a lot of supervisors, unfortunately, while they do really great on the administrative components, the clinical components, the sit down with the counselor and let's take a look at your relationships with your clients and what I can do to try to help you to have a good, effective working relationship because I know if the counselor has that relationship with you, they're going to be more likely to get successful rehab. So constant assessment about what's going on now, how can we do that better? And, you know, through maybe stay interviews or, or even exit interviews to find out what did we do wrong. Is there anything we could do better? It's difficult because we have to be able to hear kind of things that maybe we don't like to hear. Carol: We don't like to hear. Jim: Yeah. And as you know, that's kind of a big part of where we're going in terms of my work with you guys. Carol: Yes. So on that note, you are going to be working with the new VRTAC and some recruitment retention pieces. So you want to talk a little bit about that. What that works going to look like. Jim: Yeah yeah yeah. And you know sometimes somebody said yes I'm very excited. And no you're not. No I actually I am very excited about this work and I really feel very fortunate. You guys offer me the opportunity to partner with you. So building on some of the stuff, we talked a little bit about, one of the things that we plan to do is develop this toolkit. And basically what that means is we're hoping to provide a resource for human resource managers, in particular, who work in the state VR program to try to help them and also state VR leadership teams, but also to help them address kind of the recruitment and retention problems that have been so well documented over the years. So I've begun looking at some of the existing literature as a way to kind of framework. Okay, so we've talked about a lot of this already. What is it that predicts who's going to stay? Who's going to leave? We haven't talked too much about the recruitment aspect, but that's another thing that we're going to address to say, okay, what do we know already in terms of the literature? But that's only a part of it. And the other thing that I'm really kind of excited about is the opportunity to work with the HR Resource Professional Group, professional teams. John Walsh I know has been involved with that as well. And basically what I'm hoping to do is because I know when you talk with states leadership team, sometimes a state will be doing something. I'm getting excited. Just kind of talk about I can't even get my words out. They'll be doing something you think, man, you know, that is really cool. That's a great idea. Yeah. I wonder how nobody else, you know, knows about that. So it's amazing to me kind of the creativity that people have, but they just don't know about it. And so what I'm hoping to do is engage in a series of kind of focus groups, questions that gets to that, like not just what are the problems. I think we have a pretty good handle on that. But then what solutions? What are you doing to try to address this, what's working for you, and then be able to kind of put that in a toolkit or a resource that all states can use. So from the collective experiences from the various state VR agencies, we want to share that nationwide. And if everything goes according to plan, we're hoping to have that available in about a year, I think. Carol: Yeah, a little less than a year. Jim: Oh, a little. Carol: Okay, a little less Jim. Let's see. Jim: Okay. Carol: Reining it in. Jim: Yes, yes. Carol: And then the other fun thing, you'll get to work with a state. Jim: That's right. Thank you. The other component I've done clinical supervision training for about 12 different states. And I've met with each over the last probably 15 years. Each time I do it, I refine it a little better, a little better. And so I think I've got things down pretty good now. So I'm really interested now to work with the state to try to help their supervisors to work more effectively with their counselors, and in particular, how can I help supervisors to help their counselors become more effective as a counselor? And I have four kind of group supervision approaches that I know from. My research has proven pretty effective. So I'm looking for a state VR agency of supervisor and say, yep, let's tangle with that academic from Penn State. Let's do it. So that's the other component to it as well. Yes. Carol: Yeah, we're really excited about that work. So Jim, thanks again for joining us on the manager minute. I really appreciate you being here. And for our listeners, if Jim has said something that is sparking your interest, especially with some work he's going to do with the VRTAC, please do reach out to us if you are interested in that for your agency. And until next time, everyone keep doing the great work that changes lives. Appreciate you. Have a great day! {Music} Outro Voice: Conversations powered by VR. One manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.
San Francisco's District 4 now has its third supervisor in just a year with Mayor Daniel Lurie's nomination of Alan Wong. Wong previously served as a legislative aide and grew up in the Sunset District and for more on the tall task he now faces for more on this, KCBS Radio News Anchor Steve Scott, spoke with KCBS Insider Phil Matier.
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Welcome back to another episode of Warehouse and Operations as a Career. I'm Marty, and today I want to talk about something a listener asked a few weeks ago. How does one choose a career, and more specifically, how do they end up in the light industrial, warehousing, and transportation fields. One of the things I've learned over the decades is that very few people wake up at 18 years old and say, I'm going to be a forklift operator, or I'm going to build a career in a distribution center. In my opinion most careers aren't chosen, they're found. They're shaped by our experiences, opportunities, influences, and sometimes just plain necessity. But once people get here, once they get that first real taste of what this work is like, the stability, the opportunity, the teamwork, a lot of them stay. And that's what I'd like to talk about today. Let's start with a simple truth: most people don't choose a career the way a high school guidance counselor might describe it. It's not a straight line. It's often a mix of exposure, timing, skill, personality, and need. Let me try and make that make sense. Many of us choose careers based on what we've seen growing up. If your parents, uncles, or neighbors worked in a warehouse or drove trucks, that's what you were exposed to. If your first job was unloading trucks at a retail store or working seasonal shifts for a local DC, that experience sticks with you. My father was president of a regional catalogue distribution center. From a young age I was exposed to the warehouse, all the inbound and outbound chaos and seeing all the equipment in action. I was in DECA in high school, my junior and senior years I went to school half a day and then off to work after that. Distributive Education Clubs of America was an eye opener for me and helped point me towards a work ethic I still hold today. Anyway, I digress a bit there. What was I talking about. Ok, I don't know where I was going, I think I wanted to mention my first jobs we're in a warehouse because I had an in to those distribution centers! All that's a story for another episode. I think a lot of young people today enter this industry because a friend says, Hey, my place is hiring, or they hear that a local warehouse pays a few dollars more per hour than their retail job. That's what I mean by exposure. You can't choose what you don't know exists. Now, in our world, once someone takes that first general labor position or that first shift at loading trailers, something happens. They either realize it's not for them, or they say, You know what, I think I like this. And that's often the moment their career begins, sometimes without them even realizing it. Another major factor I mentioned earlier is need. Jobs are often chosen because someone needs a paycheck this week, not a degree three years from now. And that's one of the biggest advantages of the light industrial and warehousing world, it is accessible. You don't need an ivy league education. You don't need months of training. A good staffing agency or warehouse can hire you, orient you, and get you earning a paycheck quickly in a week. For someone supporting a family, or someone just starting out and needing to get on their feet, that's huge. A lot of careers begin because the industry said, we'll give you a chance right now. People also lean into what they're naturally good at. Some people are hands-on workers. Some learn best by doing. Some have great attention to detail. Others thrive in louder, busier environments. Warehousing fits a wide range of capabilities. If you like movement, there's selecting, loading, unloading. If you like operating equipment, there's forklift, rider pallet jacks, and PIT operation. If you're detail-oriented, there's inventory control and quality assurance. If you're a natural leader, there's a path from lead to supervisor to manager. Many people choose this industry simply because they discover, sometimes accidentally that the work fits who they are. We sometimes forget that personality drives career choice as well. Some individuals do not want to sit at a desk. They don't want to be in customer service all day. They want to move, think, act, sweat, accomplish, and see their results. Warehousing and transportation offer that. Every shift has a measurable outcome. Pallets moved. Trailers loaded. Orders filled. Goals hit or exceeded. For the right personality, that environment feels rewarding, even energizing. And this might be the most important factor of all. A single person can completely influence someone's career path. Our mentors, even unknown mentors, have a lot more influence on us than we may realize. Maybe it was a supervisor who said, you'd be great on a forklift, let's get you trained. Maybe it was a lead who showed you how to wrap a pallet right and said, you're picking this up fast. Maybe it was a trainer who spent extra time showing you a safer way to work and said, I see potential in you, you'll be able to take my place one day. That's 3 true examples I experienced. Those moments matter. They turn jobs into careers. They help people believe in themselves, sometimes for the first time. And then let's be honest, sometimes people end up in a job simply because it was the easiest open door. They applied. They got hired. They started. And they stayed. And there's nothing wrong with that. Many long, successful careers begin by chance. But what matters is what happens after that first step. So now, let's talk about why so many workers who enter this field end up staying and building entire careers here. There are a lot of reasons. Not everyone is meant for college. And not everyone wants it. Warehousing levels the playing field. You can start with a high school diploma, a GED, or just the willingness to learn. You don't need prior experience. You don't need certifications. You don't need years of training. If you show up consistently and work safely, the industry will teach you everything else. That opens doors for thousands of workers who want a real career but don't have access to college or technical schools or the time those commitments take to start earning. One of the biggest advantages of our field is that advancement is based on performance, not the politics. A general laborer who works hard, shows up every day, and follows safety rules and procedures can move from position to position quickly. I see it all the time. General labor to Forklift operator, Forklift operator to Lead, Lead to Supervisor, Supervisor to Manager, and Manager to Operations leadership like Director or Vice president. If you want to climb the ladder, the ladder is there, and it's real. I've seen people go from sweeping floors to running departments. I've even seen people go on to run entire facilities. That's the beauty of this career path, you can grow as fast as your attitude and effort will carry you. People sometimes think warehousing is just moving boxes. But as we've learned this last couple of quarters, this industry is incredibly diverse. There are roles in Equipment operation, Inventory control, Quality assurance, I should have made some notes here, what else, oh, Replenishment, Receiving, Shipping, Dispatch, Transportation, building Maintenance, and two of my favorites Safety, Training, many different Management positions, and even HR and recruiting. The variety gives us workers options. We can grow sideways, upward, or into completely new areas, all within the same building. What other industry can give us all that! And many entry-level associates discover quickly that general labor in a warehouse pays several dollars more per hour than retail or food service. Then they see the overtime opportunities. The shift premiums. And the potential bonuses. Suddenly, they're not just earning a paycheck, they're earning a living. I think this is one of the top reasons people stay. Warehousing and transportation reward productivity and effort. And that motivates workers to commit to the industry long-term. One of my opinions for free! Some people need to feel accomplished. They want to look back at the end of the shift and say, everything is all wrapped up. Warehousing gives them that. You see progress. You see results. You see the work you put in. You don't have to wonder if you made an impact, you can see it in the cases picked, pallets stacked, trailers loaded, and shift goals achieved. That sense of accomplishment always kept me coming back for the next shift. And It's a Stable, Growing Industry Let's face it, the supply chain isn't going anywhere. Even during recessions, warehouses keep running. Even during pandemics, trucks keep moving. People always need, Food, home Products, Medications, and Supplies. And as e-commerce continues to grow, so does the demand for distribution centers, fulfillment centers, cross-docks, last-mile delivery, and transportation. Workers like stability. They like knowing their job will still be here tomorrow. Warehousing and the supply chain offers that. And this industry teaches skills we can take anywhere, equipment operation, Safety practices, systems and RF scanners, Inventory processes, Quality checks, Time management, the importance of accuracy and Leadership and communication. These aren't just job skills, there our they're career skills. And once you have them, you're employable in almost any warehouse or distribution environment across the country. Another thing I've always loved about the industry is how Warehouses are often 24/7 operations. That means people can choose shifts that work best for them and the family, mornings, afternoons, nights, weekends, or rotating even schedules. For young parents, students, or workers with second jobs, that flexibility can be a major advantage. I feel, when you look at the big picture, people choose warehousing, light industrial, and transportation careers because they see opportunity. These industries offer that chance to start immediately, a chance to earn a good wage, the opportunity to grow fast and to learn valuable skills that can support our family and to build a long-term, stable career. And the most important part? They provide it to anyone willing to work, show up, stay safe, and take pride in what they do. So, if you're new to this industry or you're just getting started, or if you're trying to find your path, know this. You don't have to have all the answers today. You don't need to have your life all figured out. You just need to start. Build skills. Learn. Ask questions. Show up. Stay safe. Take pride in your work. As you know I could talk about operations all day, so I'll move on and say thanks for joining me today, and thanks for being part of an industry that keeps America running. Until next week, stay safe, stay focused, and keep building your career one shift at a time!
High Turnout Wide Margins recently traveled to Fort Lauderdale, Florida, for the 2025 summer convening of the Partnership for Large Election Jurisdictions [PLEJ], and spoke with election officials from across the county — and world — about the elections work they are doing in their communities. In this episode, hosts Eric Fey and Brianna Lennon speak with Paul Lux, the Okaloosa County Supervisor of Elections, and Mark Earley, the Supervisor of Elections in Leon County. They spoke about how the lists of registered voters are already maintained in Florida, and about how the Safeguard American Voter Eligibility, or SAVE Act — a proposed piece of federal legislation that would require proof of citizenship to vote in federal elections — could impact that process.
This week on The Audit Podcast, our guest is Mike McDonald, Chief Audit Executive at BorgWarner. This episode is a little different—it's a replay from one of our sessions at the Audit Analytics and AI Conference, sponsored by Supervisor. Mike has been in the CAE role at BorgWarner for about a year, and he walks us through what that first year has really looked like. We get into what he expected going into the role, what surprised him, and the biggest lessons he learned in his first hundred days. Be sure to connect with Mike on LinkedIn. Also, be sure to follow us on our social media accounts on LinkedIn, Instagram, and TikTok. Also be sure to sign up for The Audit Podcast newsletter and to check the full video interview on The Audit Podcast YouTube channel. Timecodes: 2:14 — What It's Like Stepping into the CAE Role 8:19 — Understanding Internal Audit's Mission 9:31 — How CAEs Allocate Resources 11:09 — A CAE's Perspective on KPIs 13:52 — Using Full-Population Testing Effectively 16:16 — How to Implement Supervision 17:26 — Building In-House Solutions vs. Using External Tools 20:31 — Identifying What Truly Matters with Population Testing 22:32 — The Skill Sets CAEs Want 24:30 — How Internal Audit Teams Are Using AI * This podcast is brought to you by Greenskies Analytics, the services firm that helps auditors leap-frog up the analytics maturity model. Their approach for launching audit analytics programs with a series of proven quick-win analytics will guarantee the results worthy of the analytics hype. Whether your audit team needs a data strategy, methodology, governance, literacy, or anything else related to audit and analytics, schedule time with Greenskies Analytics.
What if a traumatic childhood experience could become the catalyst for a career saving thousands of lives, not through arrests, but through education and early intervention? In this episode, Chuck Marting, retired law enforcement officer with 19 years of distinguished service and founder of Colorado Mobile Drug Testing, shares his unexpected journey from almost being kidnapped as a teen in Southern California to becoming one of the nation's leading experts in workplace impairment detection. Through a pivotal moment when an officer took the extra step to check on him that same night, Chuck discovered his calling: if he could do for others what that officer did for him, his life would have meaning. From earning recognition from Mothers Against Drunk Driving to becoming a certified Drug Recognition Expert to building a mobile drug testing business from his kitchen table 14 years ago, Chuck has transformed how employers protect their teams. His philosophy is revolutionary: shift from "zero tolerance" (reactive, after the fact) to "zero blind spots" (proactive, before tragedy strikes). With workplace impairment costing US businesses $81 billion annually, Chuck's mission has never been more critical. Chuck reveals the restaurant encounter where a former client thanked him for saving his family, how one trained supervisor caught an employee vaping marijuana in plain sight, and why relationships with his father, his wife of 35 years, and mentors like Jack Canfield have shaped everything he does. [00:04:30] The Origin Story: A Childhood Trauma That Planted a Seed As a teen in Southern California, Chuck was grabbed by someone attempting to kidnap him Broke free, ran to nearest house, called for help Police officer arrested the suspect quickly [00:06:24] Finding His Gift: Becoming a Drug Recognition Expert Got into law enforcement and discovered natural gift for detecting impairment Performed so many DUI arrests that Mothers Against Drunk Driving recognized him Sent to Drug Recognition Expert (DRE) school, one of law enforcement's hardest certifications Equivalent of college semester compressed into two weeks [00:08:20] The Kitchen Table Beginning: Starting Colorado Mobile Drug Testing 14 years ago, arrested someone who was panicking about missing pre-employment drug test Answer: "Nobody does that" Light bulb moment: started researching, found nobody in Colorado doing mobile drug testing Started business at kitchen table with his wife [00:09:40] The Problem Chuck Solves: Teaching "Zero Blind Spots" Saw supervisors missing obvious signs of impairment due to lack of training Most employers treat drug testing as afterthought until crisis hits Workplace impairment costs: $81 billion/year in US, $4 trillion/year worldwide Created training programs that go beyond textbook knowledge [00:12:20] Colorado's Marijuana Legalization: 21 Years Later Colorado and Washington legalized marijuana over 21 years ago Even after two decades, many Colorado employers still have no policies or training Chuck speaks nationally and trains companies on handling this challenge Also coaches supervisors on leadership skills learned from law enforcement Active listening, de-escalation, and other cop skills translate directly to business leadership [00:16:11] Most Impactful Result: The Restaurant Encounter Two years ago, took team to Christmas dinner at restaurant in city where he was officer Hesitant to go (officers typically avoid areas they policed) Chuck's immediate concern: arrested? positive drug test? upset? The reveal: "Four weeks ago I lost my job because I had a positive drug test" [00:26:00] Recent Impact: The Supervisor Who Caught the Vape Trained a "designated employer rep" (safety program manager) who became passionate about program Client called Chuck: "Something's off with this employee, I need confirmation" Supervisor thanked Chuck: "I don't know if I would've ever caught this before" This is Chuck's mission: protecting employers, teams, and community [00:29:20] Why This Work Matters: The 3 AM Calls As officer, had to tell families at 2-3 AM their loved one was killed by impaired driver "Very difficult situation to have to be in" Employers face same situation when workplace accidents occur Would do this work even without pay; mission to prevent tragedies "I'm only one guy doing the best I can to get it out there" [00:32:00] Chuck's Business Philosophy Runs 24/7 operation and is available anytime because problems don't wait "If I get a call at 3 AM, so be it. You might have to give me a couple minutes because it might sound like I need a drug test" Doesn't want anyone waiting or feeling like they're inconveniencing him Core message: Zero tolerance is reactionary and after the fact Zero blind spots is proactive, recognizing issues before tragedy strikes KEY QUOTES "What made the impact on me was later on that night, that officer came to my home to make sure that I was okay. He took that added time. That made that impression on me. And I remember thinking to myself, if I can do what he just did for somebody else, then I want to do that." - Chuck Marting "It's hard to read the label when you're inside the bottle." - Chuck Marting "I'm not gonna be able to take somebody in an hour or two hours of training and turn them into a drug recognition expert, but if they listen to some of the things that I teach them, they're gonna catch those things." - Chuck Marting "Zero tolerance is reactionary, after the fact. Zero blind spots: recognizing this before something happens, is what we have to focus on." - Chuck Marting CONNECT WITH CHUCK MARTING
Dr. Machesky visits the TSD Preschool to learn and share more about our early childhood programs. He is joined by Preschool Director Erin Keyser, Early Childhood Instructional Specialist Stacey Beloungea, Teacher Pat Grandy, and Supervisor of Preschool Programming Katie Haener.
Embodied Faith: on Relational Neuroscience, Spiritual Formation, and Faith
In this BONUS episode (before season 8 starts), host Geoff Holsclaw starts experimenting with regular guest hosts to dive deeper into certain topics.This episode sees the return of David Clayton, a spiritual director, supervisor of spiritual directors, and a trained behavior analyst and facilitator of psychological safety. David will bring us the "voices from the Kellia"—the monastic "cells" in the heart of the desert. As a twist of sorts, we believe the insights of Christian asceticism and monasticism still speak wisdom into our modern life (even our corporate and business lives). This time we focus on the role of spiritual direction, connecting it to friendship, vulnerability, and psychological safety. This episode sets the stage for ongoing discussions with David and promises practical advice for spiritual and personal development.David Clayton is a Spiritual Director and Supervisor of Directors. He is a trained Behaviour Analyst, and is a Facilitator of Psychological Safety. Learn more at Monos-Collective.Dive deeper in our new book, Landscapes of the Soul: How the Science and Spirituality of Attachment Can Move You into Confident Faith, Courage, and Connection, and learn about our trainings and other resources at embodiedfaith.life.Stay Connected: Check out our Attaching to God 6-Week Learning Cohort. Join the Embodied Faith community to stay connected and get posts, episodes, & resources. Support the podcast with a one-time or regular gift (to keep this ad-free without breaking the Holsclaw's bank).
Send us a textQuick Episode Summary:Matt Lucio shares Air Force leadership lessons, motivation, and authenticity.-SEO Description:Air Force Noncommissioned officer (NCO) Matt Lucio shares leadership lessons, motivation, and career insights with host Martin Foster on Passing The Torch. Inspiring stories await!
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Following voter approval of Proposition 50 which redraws California's congressional maps, the Department of Justice this week joined a federal lawsuit to block the maps from taking effect. Scott and Guy discuss the suit and which California politicians are launching campaigns in the new congressional districts. Then, they're joined by KQED's Sydney Johnson to talk about the remarkably short term for San Francisco Supervisor Isabella "Beya" Alcaraz, who resigned last night after just a week of representing the Sunset District. Her resignation comes after a wave of media reports described mice infestations and questionable financial practices at her former business. Check out Political Breakdown's weekly newsletter, delivered straight to your inbox. Learn more about your ad choices. Visit megaphone.fm/adchoices
Teaching social skills isn't just about steps, it's about helping kids understand why connection matters and how to cope when things don't go as planned. In this episode, Sharlee Dixon sits down with Melissa Connor-Santos, MA, BCBA, Founder and CEO of Oceanview Behavior Solutions and a nationally recognized expert in Applied Behavior Analysis (ABA) and Acceptance and Commitment Therapy (ACT). With over 15 years of experience, Melissa works at the intersection of clinical excellence and compassionate care, consulting with schools, training professionals, and mentoring families. She's also a full-time ABA faculty member at Felician University, a certified PFA/SBT Level 6 Supervisor, and a leading voice in school-based behavioral support. As a parent of a child with a behavioral disorder, Melissa brings a deeply personal perspective to her work, one grounded in empathy, ethics, and strengths-based practice. Together, Sharlee and Melissa explore how ACT can bridge the gaps in traditional social skills instruction for children with autism and behavioral differences, blending evidence-based practice, personal insight, and emerging research to reimagine how we support emotional regulation, self-narratives, and long-term well-being. For more information about Melissa Connor-Santos and Oceanview Behavior Solutions, please visit: https://www.oceanviewbehaviorsolutions.com For more information about supervision for aspiring BCBAs, please visit: https://www.oceanviewbehaviorsolutions.com/services For more information about “The Happiness Trap” by Russ Harris, please visit: https://www.amazon.com/Happiness-Trap-Struggling-Start-Living/dp/1590305841 For more information about “Get Out of Your Mind and Into Your Life” by Steven C. Hayes, PhD., please visit: https://www.barnesandnoble.com/noresults/get-out-of-your-mind-and-into-your-life-steven-c-hayes-phd/1129445963 Connect with Melissa on Linkedin at: https://www.linkedin.com/in/melissa-connor-santos/
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