Podcasts about Surface

Follow us! https://www.wavecartelmedia.com/ Wave Cartel Media: https://youtube.com/channel/UCh6_7JWjP41NqU3ydb7yj0A Surface Wave Podcast: https://www.instagram.com/surfacewavepodcast/ Support the show! https://www.patreon.com/surfacewavepodcast Audio only: https://anchor.fm/surfacewavepodcast LALO: https://www.instagram.com/lalo.cervantes_/ NICK: https://www.instagram.com/pacheco_nicholas/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Nintendo has joined in to voice their displeasure with the situation at Activision Blizzard; but is an internal memo enough to put pressure on the company? Furthermore, both Nintendo & Sony have their own internal controversies that need to be addressed. We discuss this endemic corrupting the industry. Get 20% OFF @manscaped + Free Shipping with promo code NATETHEHATE at MANSCAPED.com

The Wednesday, November 24, 2021 edition of Studio 12. Matt and Will from Kyle Field. Hear from Buzz Williams after the Aggies' win over Butler at the Maui Invitational. Women's basketball's Jordan Nixon debuts her new podcast, Beneath the Surface, and the Aggies are in the Virgin Islands. 12th Man Foundation's Travis Dabney joins the show during Donor Appreciation Week.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

https://www.youtube.com/watch?v=T1c-P1yEEnM Hosted by Fraser Cain. With so much attention on Mars, it's easy to forget there's a whole other Earth-sized planet nearby, worthy of exploration: Venus. And the Soviets worked really hard to tell us what it's like down on the surface of Venus with their Venera program.   We've added a new way to donate to 365 Days of Astronomy to support editing, hosting, and production costs.  Just visit: https://www.patreon.com/365DaysOfAstronomy and donate as much as you can! Share the podcast with your friends and send the Patreon link to them too!  Every bit helps! Thank you! ------------------------------------ Do go visit http://www.redbubble.com/people/CosmoQuestX/shop for cool Astronomy Cast and CosmoQuest t-shirts, coffee mugs and other awesomeness! http://cosmoquest.org/Donate This show is made possible through your donations.  Thank you! (Haven't donated? It's not too late! Just click!) ------------------------------------ The 365 Days of Astronomy Podcast is produced by the Planetary Science Institute. http://www.psi.edu Visit us on the web at 365DaysOfAstronomy.org or email us at info@365DaysOfAstronomy.org.

About BrianI lead the Google Cloud Product and Industry Marketing team. We're focused on accelerating the growth of Google Cloud by establishing thought leadership, increasing demand and usage, enabling our sales teams and partners to tell our product stories with excellence, and helping our customers be the best advocates for us.Before joining Google, I spent over 25 years in product marketing or engineering in different forms. I started my career at Microsoft and had a very non-traditional path for 20 years. I worked in every product division except for cloud. I did marketing, product management, and engineering roles. And, early on, I was the first speech writer for Steve Ballmer and worked on Bill Gates' speeches too. My last role was building up the Microsoft Surface business from scratch and as VP of the hardware businesses. After Microsoft, I spent a year as CEO at a hardware startup called Doppler Labs, where we made a run at transforming hearing, and then two years as VP at Amazon Web Services leading product marketing, developer advocacy, and a bunch more marketing teams. I have three kids still at home, Barty, Noli, and Alder, who are all named after trees in different ways. My wife Edie and I met right at the beginning of our first year at Yale University, where I studied math, econ, and philosophy and was the captain of the Swim and Dive team my senior year. Edie has a PhD in forestry and runs a sustainability and forestry consulting firm she started, that is aptly named “Three Trees Consulting”. We love the outdoors, tennis, running, and adventures in my 1986 Volkswagen Van, which is my first and only car, that I can't bring myself to get rid of.Links: Twitter: https://twitter.com/IsForAt LinkedIn: https://www.linkedin.com/in/brhall/ Episode 10: https://www.lastweekinaws.com/podcast/screaming-in-the-cloud/episode-10-education-is-not-ready-for-teacherless/ TranscriptAnnouncer: Hello, and welcome to Screaming in the Cloud with your host, Chief Cloud Economist at The Duckbill Group, Corey Quinn. This weekly show features conversations with people doing interesting work in the world of cloud, thoughtful commentary on the state of the technical world, and ridiculous titles for which Corey refuses to apologize. This is Screaming in the Cloud.Corey: This episode is sponsored in part by our friends at Redis, the company behind the incredibly popular open source database that is not the bind DNS server. If you're tired of managing open source Redis on your own, or you're using one of the vanilla cloud caching services, these folks have you covered with the go to manage Redis service for global caching and primary database capabilities; Redis Enterprise. Set up a meeting with a Redis expert during re:Invent, and you'll not only learn how you can become a Redis hero, but also have a chance to win some fun and exciting prizes. To learn more and deploy not only a cache but a single operational data platform for one Redis experience, visit redis.com/hero. Thats r-e-d-i-s.com/hero. And my thanks to my friends at Redis for sponsoring my ridiculous non-sense.  Corey: Writing ad copy to fit into a 30 second slot is hard, but if anyone can do it the folks at Quali can. Just like their Torque infrastructure automation platform can deliver complex application environments anytime, anywhere, in just seconds instead of hours, days or weeks. Visit Qtorque.io today and learn how you can spin up application environments in about the same amount of time it took you to listen to this ad.Corey: Welcome to Screaming in the Cloud. I'm Corey Quinn. I'm joined today by a special guest that I've been, honestly, antagonizing for years now. Once upon a time, he spent 20 years at Microsoft, then he wound up leaving—as occasionally people do, I'm told—and going to AWS, where according to an incredibly ill-considered affidavit filed in a court case, he mostly focused on working on PowerPoint slides. AWS is famously not a PowerPoint company, and apparently, you can't change culture. Now, he's the VP of Product and Industry Marketing at Google Cloud. Brian Hall, thank you for joining me.Brian: Hi, Corey. It's good to be here.Corey: I hope you're thinking that after we're done with our conversation. Now, unlike most conversations that I tend to have with folks who are, honestly, VP level at large cloud companies that I enjoy needling, we're not going to talk about that today because instead, I'd rather focus on a minor disagreement we got into on Twitter—and I mean that in the truest sense of disagreement, as opposed to the loud, angry, mutual blocking, threatening to bomb people's houses, et cetera, nonsense that appears to be what substitutes for modern discourse—about, oh, a month or so ago from the time we're recording this. Specifically, we talked about, I'm in favor of job-hopping to advance people's career, and you, as we just mentioned, spent 20 years at Microsoft and take something of the opposite position. Let's talk about that. Where do you stand on the idea?Brian: I stand in the position that people should optimize for where they are going to grow the most. And frankly, the disagreement was less about job-hopping because I'm going to explain how I job-hopped at Microsoft effectively.Corey: Excellent. That is the reason I'm asking you rather than poorly stating your position and stuffing you like some sort of Christmas turkey straw-man thing.Brian: And I would argue that for many people, changing jobs is the best thing that you can do, and I'm often an advocate for changing jobs even before sometimes people think they should do it. What I mostly disagreed with you on is simply following the money on your next job. What you said is if a—and I'm going to get it somewhat wrong—but if a company is willing to pay you $40,000 more, or some percentage more, you should take that job now.Corey: Gotcha.Brian: And I don't think that's always the case, and that's what we're talking about.Corey: This is the inherent problem with Twitter is that first, I tend to write my Twitter threads extemporaneously without a whole lot of thought being put into things—kind of like I live my entire life, but that's neither here nor there—Brian: I was going to say, that comes across quite clearly.Corey: Excellent. And 280 characters lacks nuance. And I definitely want to have this discussion; this is not just a story where you and I beat heads and not come to an agreement on this. I think it's that we fundamentally do agree on the vast majority of this, I just want to make sure that we have this conversation in a way, in a forum that doesn't lend itself to basically empowering the worst aspects of my own nature. Read as, not Twitter.Brian: Great. Let's do that.Corey: So, my position is, and I was contextualizing this from someone who had reached out who was early in their career, they had spent a couple of years at AWS and they were entertaining an offer elsewhere for significantly more money. And this person, I believe I can—I believe it's okay for me to say this: she—was very concerned that, “I don't want to look like I'm job-hopping, and I don't dislike my team. My manager is great. I feel disloyal for leaving. What should I do?”Which first, I just want to say how touched I am that someone who is early in their career and not from a wildly overrepresented demographic like you and I felt a sense of safety and security in reaching out to ask me that question. I really wish more people would take that kind of initiative. It's hard to inspire, but here we are. And my take to her was, “Oh, my God. Take the money.” That was where this thread started because when I have conversations with people about those things, it becomes top of mind, and I think, “Hmm, maybe there's a one-to-many story that becomes something that is actionable and useful.”Brian: Okay, so I'm going to give two takes on this. I'll start with my career because I was in a similar position as she was, at one point in my career. My background, I lucked into a job at Microsoft as an intern in 1995, and then did another internship in '96 and then started full time on the Internet Explorer team. And about a year-and-a-half into that job, I—we had merged with the Windows '98 team and I got the opportunity to work on Bill Gates's speech for the Windows '98 launch event. And I—after that was right when Steve Ballmer became president of Microsoft and he started doing a lot more speeches and asked to have someone to help him with speeches.And Chris Capossela, who's now the CMO at Microsoft, said, “Hey, Brian. You interested in doing this for Steve?” And my first reaction was, well, even inside Microsoft, if I move, it will be disloyal. Because my manager's manager, they've given me great opportunities, they're continuing to challenge me, I'm learning a bunch, and they advised not doing it.Corey: It seems to me like you were in a—how to put this?—not to besmirch the career you have wrought with the sweat of your brow and the toil of your back, but in many ways, you were—in a lot of ways—you were in the right place at the right time, riding a rocket ship, and built opportunities internally and talked to folks there, and built the relationships that enabled you to thrive inside of a company's ecosystem. Is that directionally correct?Brian: For sure. Yet, there's also, big companies are teams of teams, and loyalty is more often with the team and the people that you work with than the 401k plan. And in this case, you know, I was getting this pressure that says, “Hey, Brian. You're going to get all these opportunities. You're doing great doing what you're doing.”And I eventually had the luck to ask the question, “Hey, if I go there and do this role”—and by the way, nobody had done it before, and so part of their argument was, “You're young, Steve's… Steve. Like, you could be a fantastic ball of flames.” And I said, “Okay, if [laugh] let's say that happens. Can I come back? Can I come back to the job I was doing before?”And they were like, “Yeah, of course. You're good at what you do.” To me, which was, “Okay, great. Then I'm gone. I might as well go try this.” And of course, when I started at Microsoft, I was 20, 21, and I thought I'd be there for two or three years and then I'd end up going back to school or somewhere else. But inside Microsoft, what kept happening as I just kept getting new opportunities to do something else that I'd learned a bunch from, and I ultimately kind of created this mentality for how I thought about next job of, “Am I going to get more opportunities if I am able to be successful in this new job?” Really focused on optionality and the ability to do work that I want to do and have more choices to do that.Corey: You are also on a I almost want to call it a meteoric trajectory. In some ways. You effectively went from—what was your first role there? It was—Brian: The lowest level of college hire you can do at Microsoft, effectively.Corey: Yeah. All the way on up to at the end of it the Corporate VP for Microsoft Devices. It seems to me that despite the fact that you spent 20 years there, you wound up having a bunch of different jobs and an entire career trajectory internal to the organization, which is, let's be clear, markedly different from some of the folks I've interviewed at various times, in my career as an employer and as a technical interviewer at a consulting company, where they'd been somewhere for 15 years, and they had one year of experience that they repeated 15 times. And it was one of the more difficult things that I encountered is that some folks did not take ownership of their career and focus on driving it forward.Brian: Yeah, that, I had the opposite experience, and that is what kept me there that long. After I would finish a job, I would say, “Okay, what do I want to learn how to do next, and what is a challenge that would be most interesting?” And initially, I had to get really lucky, honestly, to be able to get these. And I did the work, but I had to have the opportunity, and that took luck. But after I had a track record of saying, “Hey, I can jump from being a product marketer to being a speechwriter; I can do speechwriting and then go do product management; I can move from product management into engineering management.”I can do that between different businesses and product types, you build the ability to say, “Hey, I can learn that if you give me the chance.” And it, frankly, was the unique combination of experiences I had by having tried to do these other things that gave me the opportunity to have a fast trajectory within the company.Corey: I think it's also probably fair to say that Microsoft was a company that, in its dealings with you, is operating in good faith. And that is a great thing to find when you see it, but I'm cynical; I admit that. I see a lot of stories where people give and sacrifice for the good of the company, but that sacrifice is never reciprocated. And we've all heard the story of folks who will put their nose to the grindstone to ship something on time, only to be rewarded with a layoff at the end, and stories like that resonate.And my argument has always been that you can't love a company because the company can't love you back. And when you're looking at do I make a career move or do I stay, my argument is that is the best time to be self-interested.Brian: Yeah, I don't think—companies are there for the company, and certainly having a culture that supports people that wants to create opportunity, having a manager that is there truly to make you better and to give you opportunity, that all can happen, but it's within a company and you have to do the work in order to try and get into that environment. Like, I worked hard to have managers who would support my growth, would give me the bandwidth and leash early on to not be perfect at what I'm doing, and that always helped me. But you get to go pick them in a company like that, or in the industry in general, you get—just like when a manager is hiring you, you also get to understand, hey, is this a person I want to work for?But I want to come back to the main point that I wanted to make. When I changed jobs, I did it because I wanted to learn something new and I thought that would have value for me in the medium-term and long-term, versus how do I go max cash in what I'm already good at?Corey: Yes.Brian: And that's the root of what we were disagreeing with on Twitter. I have seen many people who are good at something, and then another company says, “Hey, I want you to do that same thing in a worse environment, and we'll pay you more.”Corey: Excellence is always situational. Someone who is showered in accolades at one company gets fired at a different company. And it's not because they suddenly started sucking; it's because the tools and resources that they needed to succeed were present in one environment and not the other. And that varies from person to person; when someone doesn't work out of the company, I don't have a default assumption that there's something inherently wrong with them.Of course, I look at my own career and the sheer, staggeringly high number of times I got fired, and I'm starting to think, “Huh. The only consistent factor in all of these things is me. Nah, couldn't be my problem. I just worked for terrible places, for terrible people. That's got to be the way it works.” My own peace of mind. I get it. That is how it feels sometimes and it's easy to dismiss that in different ways. I don't want to let my own bias color this too heavily.Brian: So, here are the mistakes that I've seen made: “I'm really good at something; this other company will pay me to do just that.” You move to do it, you get paid more, but you have less impact, you don't work with as strong of people, and you don't have a next step to learn more. Was that a good decision? Maybe. If you need the money now, yes, but you're a little bit trading short-term money for medium-and long-term money where you're paid for what you know; that's the best thing in this industry. We're paid for what we know, which means as you're doing a job, you can build the ability to get paid more by knowing more, by learning more, by doing things that stretch you in ways that you don't already know.Corey: In 2006, I bluffed my way through a technical interview and got a job as a Unix systems administrator for a university that was paying $65,000 a year, and I had no idea what I was going to do with all of that money. It was more money than I could imagine at that point. My previous high watermark, working for an ethically challenged company in a sales role at a target comp of 55, and I was nowhere near it. So okay, let's go somewhere else and see what happens. And after I'd been there a month or two, my boss sits me down and said, “So”—it's our annual compensation adjustment time—“Congratulations. You now make $68,000.”And it's just, “Oh, my God. This is great. Why would I ever leave?” So, I stayed there a year and I was relatively happy, insofar as I'm ever happy in a job. And then a corporate company came calling and said, “Hey, would you consider working here?”“Well, I'm happy here and I'm reasonably well compensated. Why on earth would I do that?” And the answer was, “Well, we'll pay you $90,000 if you do.” It's like, “All right. I guess I'm going to go and see what the world holds.”And six weeks later, they let me go. And then I got another job that also paid $90,000 and I stayed there for two years. And I started the process of seeing what my engagement with the work world look like. And it was a story of getting let go periodically, of continuing to claw my way up and, credit where due, in my 20s I was in crippling credit card debt because I made a bunch of poor decisions, so I biased early on for more money at almost any cost. At some point that has to stop because there's always a bigger paycheck somewhere if you're willing to go and do something else.And I'm not begrudging anyone who pursues that, but at some point, it ceases to make a difference. Getting a raise from $68,000 to $90,000 was life-changing for me. Now, getting a $30,000 raise? Sure, it'd be nice; I'm not turning my nose up at it, don't get me wrong, but it's also not something that moves the needle on my lifestyle.Brian: Yeah. And there are a lot of those dimensions. There's the lifestyle dimension, there's the learning dimension, there's the guaranteed pay dimension, there's the potential paid dimension, there is the who I get to work with, just pure enjoyment dimension, and they all matter. And people should recognize that job moves should consider all of these.And you don't have to have the same framework over time as well. I've had times where I really just wanted to bear down and figure something out. And I did one job at Microsoft for basically six years. It changed in terms of scope of things that I was marketing, and which division I was in, and then which division I was in, and then which division I was in—because Microsoft loves a good reorg—but I basically did the same job for six years at one point, and it was very conscious. I was trying to get really good at how do I manage a team system at scale. And I didn't want to leave that until I had figured that out. I look back and I think that's one of the best career decisions I ever made, but it was for reasons that would have been really hard to explain to a lot of people.Corey: Let's also be very clear here that you and I are well-off white dudes in tech. Our failure mode is pretty much a board seat and a book deal. In fact, if—Brian: [laugh].Corey: —I'm not mistaken, you are on the board of something relatively recently. What was that?Brian: United Way of King County. It's a wonderful nonprofit in the Seattle area.Corey: Excellent. And I look forward to reading your book, whenever that winds up dropping. I'm sure it'll be only the very spiciest of takes. For folks who are earlier in their career and who also don't have the winds of privilege at their backs the way that you and I do, this also presents radically differently. And I've spoken to a number of folks who are not wildly over-represented about this topic, in the wake of that Twitter explosion.And what I heard was interesting in that having a manager who has your back counts for an awful lot and is something that is going to absolutely hold you to a particular company, even when it might make sense on paper for you to leave. And I think that there's something strong there. My counterargument is okay, so you turn down the offer, a month goes past and your manager gives notice because they're going to go somewhere else. What then? It's one of those things where you owe your employer a duty of confidentiality, you owe them a responsibility to do your best work, to conduct yourself in an ethical manner, but I don't believe you owe them loyalty in the sense of advancing their interests ahead of what's best for you and your career arc.And what's right for any given person is, of course, a nuanced and challenging thing. For some folks, yeah, going out somewhere else for more money doesn't really change anything and is not what they should optimize for. For other folks, it's everything. And I don't think either of those takes is necessarily wrong. I think it comes down to it depends on who you are, and what your situation is, and what's right for you.Brian: Yeah. I totally agree. For early in career, in particular, I have been a part of—I grew up in the early versions of the campus hiring program at Microsoft, and then hired 500-plus, probably, people into my teams who were from that.Corey: You also do the same thing at AWS if I'm not mistaken. You launched their first college hiring program that I recall seeing, or at least that's what scuttlebutt has it.Brian: Yes. You're well-connected, Corey. We started something called the Product Marketing Leadership Development Program when I was in AWS marketing. And then one year, we hired 20 people out of college into my organization. And it was not easy to do because it meant using, quote-unquote, “Tenured headcount” in order to do it. There wasn't some special dispensation because they were less paid or anything, and in a world where headcount is a unit of work, effectively.And then I'm at Google now, in the Google Cloud division, and we have a wonderful program that I think is really well done, called the Associate Product Marketing Manager Program, APMM. And what I'd say is for the people early in career, if you get the opportunity to have a manager who's super supportive, in a system that is built to try and grow you, it's a wonderful opportunity. And by ‘system built to grow you,' it really is, do you have the support to get taught what you need to get taught on the job? Are you getting new opportunities to learn new things and do new things at a rapid clip? Are you shipping things into the market such that you can see the response and learn from that response, versus just getting people's internal opinions, and then are people stretching roles in order to make them amenable for someone early in career?And if you're in a system that gives you that opportunity—like let's take your example earlier. A person who has a manager who's greatly supportive of them and they feel like they're learning a lot, that manager leaves, if that system is right, there's another manager, or there's an opportunity to put your hand up and say, “Hey, I think I need a new place,” and that will be supported.Corey: This episode is sponsored by our friends at Oracle Cloud. Counting the pennies, but still dreaming of deploying apps instead of "Hello, World" demos? Allow me to introduce you to Oracle's Always Free tier. It provides over 20 free services and infrastructure, networking, databases, observability, management, and security. 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Visit snark.cloud/oci-free that's snark.cloud/oci-free.Corey: I have a history of mostly working in small companies, to the point where I consider a big company to be one that has more than 200 employees, so, the idea of radically transitioning and changing teams has never really been much on the table as I look at my career trajectory and my career arc. I have seen that I've gotten significant 30% raises by changing jobs. I am hard-pressed to identify almost anyone who has gotten that kind of raise in a single year by remaining at a company.Brian: One hundred percent. Like, I know of people who have, but it—Corey: It happens, but it's—Brian: —is very rare.Corey: —it's very rare.Brian: It's, it's, it's almost the, the, um, the example that proves the point. I getting that totally wrong. But yes, it's very rare, but it does happen. And I think if you get that far out of whack, yes. You should… you should go reset, especially if the other attributes are fine and you don't feel like you're just going to get mercenary pay.What I always try and advise people is, in the bigger companies, you want to be a good deal. You don't want to be a great deal or a bad deal. Where a great deal is you're getting significantly underpaid, a bad deal is, “Uh oh. We hired this person to [laugh] senior,” or, “We promoted them too early,” because then the system is not there to help you, honestly, in the grand scheme of things. A good deal means, “Hey, I feel like I'm getting better work from this person for what we are giving them than what the next clear alternative would be. Let's support them and help them grow.” Because at some level, part of your compensation is getting your company to create opportunities for you to grow. And part of the reason people go to a manager is they know they'll give them that compensation.Corey: I am learning this the interesting way, as we wind up hiring and building out our, currently, nine-person company. It's challenging for us to build those opportunities while bootstrapped, but it is incumbent upon us, you're right. That is a role of management is how do you identify growth opportunities for people, ideally, while remaining at the company, but sometimes that means that helping them land somewhere else is the right path for their next growth step.Brian: Well, that brings up a word for managers. What you pay your employees—and I'm talking big company here, not people like yourself, Corey, where you have to decide whether you reinvesting money or putting in an individual.Corey: Oh, yes—Brian: But at big companies—Corey: —a lot of things that apply when you own a company are radically departed from—Brian: Totally.Corey: —what is—Brian: Totally.Corey: —common guidance.Brian: Totally. At a big company, managers, you get zero credit for how much your employees get paid, what their raise is, whether they get promoted or not in the grand scheme of things. That is the company running their system. Yes, you helped and the like, but it's—like, when people tell me, “Hey, Brian, thank you for supporting my promotion.” My answer is always, “Thank you for having earned it. It's my job to go get credit where credit is due.” And that's not a big part of my job, and I honestly believe that.Where you do get credit with people, where you do show that you're a good manager is when you have the conversations with them that are harder for other people to have, but actually make them better; when you encourage them in the right way so that they grow faster; when you treat them fairly as a human being, and mostly when you do the thing that seems like it's against your own interest.Corey: That resonates. The moments of my career as a manager that I'm proud of stuff are the ones that I would call borderline subversive: telling a candidate to take the competing offer because they're going to have a better time somewhere else is one of those. But my philosophy ties back to the idea of job-hopping, where I'm going to know these people for longer than either of us are going to remain in our current role, on some level. I am curious what your approach is, given that you are now at the, I guess, other end for folks who are just starting out. How do you go about getting people into Cloud marketing? And, on some level, wouldn't you consider that being a form of abuse?Brian: [laugh]. It depends on whether they get to work with you or not, Corey.Corey: There is that.Brian: I won't tell you which one's abuse or not. So first, getting people into cloud marketing is getting people who do not have deeply technical backgrounds in most cases, oftentimes fantastic—people who are fantastic at understanding other people and communicating really well, and it gives them an opportunity to be in tech in one of the fastest-growing, fastest-changing spaces in the world. And so to go to a psych major, a marketing major, an American studies major, a history major, who can understand complex things and then communicate really well, and say, “Hey, I have an opportunity for you to join the fastest growing space in technology,” is often compelling.But their question kind of is, “Hey, will I be able to do it?” And the answer has to be, “Hey, we have a program that helps you learn, and we have a set of managers who know how to teach, and we create opportunities for you to learn on the job, and we're invested in you for more than a short period of time.” With that case, I've been able to hire and grow and work with, in some cases, people for over 15 years now that I worked with at Microsoft. I'm still in touch with many of the people from the Product Marketing Leadership Development Program at AWS. And we have a fantastic set of APMMs at Google, and it creates a wonderful opportunity for them.Increasingly, we're also seeing that it is one of the best ways to find people from many backgrounds. We don't just show up at the big CompSci schools. We're getting some wonderful, wonderful people from all the states in the nation, from the historically black colleges and universities, from majors that tend to represent very different groups than the traditional tech audiences. And so it's been a great source of broadening our talent pool, too.Corey: There's a lot to be said for having people who've been down this path and seeing the failure modes, reaching out to make so that the next generation—for lack of a better term—has an easier time than we did. The term I've heard for the concept is ‘send the elevator back down,' which is important. I think it's—otherwise we wind up with a whole industry that looks an awful lot like it did 20 years ago, and that's not ideal for anyone. The paths that you and I walked are closed, so sitting here telling people they should do what we did has very strong, ‘Okay, Boomer' energy to it.Brian: [laugh].Corey: There are different paths, and the world and industry are changing radically.Brian: Absolutely. And my—like, the biggest thing that I'd say here is—and again, just coming back to the one thing we disagreed on—look at the bigger picture and own your career. I would never say that isn't the case, but the bigger picture means not just what you're getting paid tomorrow, but are you learning more? What new options is it creating for you? And when I speak options, I mean, will you have more jobs that you can do that excite you after you do that job? And those things matter in addition to the pay.Corey: I would agree with that. Money is not everything, but it's also not nothing.Brian: Absolutely.Corey: I will say though you spent 20 years at Microsoft. I have no doubt that you are incredibly adept at managing your career, at managing corporate politics, at advancing your career and your objectives and your goals and your aspirations within Microsoft, but how does that translate to companies that have radically different corporate cultures? We see this all the time with founders who are ex-Google or ex-Microsoft, and suddenly it turns out that the things that empower them to thrive in the large corporate environment doesn't really work when you're a five-person startup, and you don't have an entire team devoted to that one thing that needs to get done.Brian: So, after Microsoft, I went to a company called Doppler Labs for a year. It was a pretty well-funded startup that made smart earbuds—this was before AirPods had even come out—and I was really nervous about the going from big company to startup thing, and I actually found that move pretty easy. I've always been kind of a hands-on, do-it-yourself, get down in the details manager, and that's served me well. And so getting into a startup and saying, “Hey, I get to just do stuff,” was almost more fun. And so after that—we ended up folding, but it was a wonderful ride; that's a much longer conversation—when I got to Amazon and I was in AWS—and by the way, the one division I never worked at Microsoft was Azure or its predecessor server and tools—and so part of the allure of AWS was not only was it another trillion-dollar company in my backwater hometown, but it was also cloud computing, was the space that I didn't know well.And they knew that I knew the discipline of product marketing and a bunch of other things quite well, and so I got that opportunity. But I did realize about four months in, “Oh, crap. Part of the reason that I was really successful at Microsoft is I knew how everything worked.” I knew where things have been tried and failed, I knew who to go ask about how to do things, and I knew none of that at Amazon. And it is a—a lot of what allows you to move fast, make good decisions, and frankly, be politically accepted, is understanding all that context that nobody can just tell you. So, I will say there is a cost in terms of your productivity and what you're able to get done when you move from a place that you're good at to a place that you're not good at yet.Corey: Way back in episode 10 of this podcast—as we get suspiciously close to 300 as best I can tell—I had Lynn Langit get on as a guest. And she was in the Microsoft MVP program, the AWS Hero program, and the Google Expert program. All three at once—Brian: Lynn is fantastic.Corey: It really is.Brian: Lynn is fantastic.Corey: I can only assume that you listened to that podcast and decided, huh, all three, huh? I can beat that. And decided that—Brian: [laugh].Corey: —instead of being in the volunteer to do work for enormous multinational companies group, you said, “No, no, no. I'm going to be a VP in all three of those.” And here we are. Now that you are at Google, you have checked all three boxes. What is the next mountain to climb for you?Brian: I have no clue. I have no clue. And honestly—again, I don't know how much of this is privilege versus by being forward-looking. I've honestly never known where the heck I was going to go in my career. I've just said, “Hey, let's have a journey, and let's optimize for doing something you want to do that is going to create more opportunities for you to do something you want to do.”And so even when I left Microsoft, I was in a great position. I ran the Surface business, and HoloLens, and a whole bunch of other stuff that was really fun, but I also woke up one day and realized, “Oh, my gosh. I've been at Microsoft for 20 years. If I stay here for the next job, I'm earning the right to get another job at Microsoft, more so than anything else, and there's a big world out there that I want to explore a bit.” And so I did the startup; it was fun, I then thought I'd do another startup, but I didn't want to commute to San Francisco, which I had done.And then I found most of the really, really interesting startups in Seattle were cloud-related and I had this opportunity to learn about cloud from, arguably, one of the best with AWS. And then when I left AWS, I left not knowing what I was going to do, and I kind of thought, “Okay, now I'm going to do another cloud-oriented startup.” And Google came, and I realized I had this opportunity to learn from another company. But I don't know what's next. And what I'm going to do is try and do this job as best I can, get it to the point where I feel like I've done a job, and then I'll look at what excites me looking forward.Corey: And we will, of course, hold on to this so we can use it for your performance review, whenever that day comes.Brian: [laugh].Corey: I want to thank you for taking so much time to speak with me today. If people care more about what you have to say, perhaps you're hiring, et cetera, et cetera, where can they find you?Brian: Twitter, IsForAt: I-S-F-O-R-A-T. I'm certainly on Twitter. And if you want to connect professionally, I'm happy to do that on LinkedIn.Corey: And we will, of course, put links to those things in the [show notes 00:36:03]. Thank you so much for being so generous with your time. I appreciate it. I know you have a busy week of, presumably, attempting to give terrible names to various cloud services.Brian: Thank you, Corey. Appreciate you having me.Corey: Indeed. Brian Hall, VP of Product and Industry Marketing at Google Cloud. I am Cloud Economist Corey Quinn, and this is Screaming in the Cloud. If you've enjoyed this podcast, please leave a five-star review on your podcast platform of choice, whereas if you've hated this podcast, please leave a five-star review on your podcast platform of choice, along with an insulting comment in the form of a PowerPoint deck.Corey: If your AWS bill keeps rising and your blood pressure is doing the same, then you need The Duckbill Group. We help companies fix their AWS bill by making it smaller and less horrifying. The Duckbill Group works for you, not AWS. We tailor recommendations to your business and we get to the point. Visit duckbillgroup.com to get started.Announcer: This has been a HumblePod production. Stay humble.

Welcome to the podcast version of "Trading Spaces," a live Q&A with "On The Tape" co-hosts Dan Nathan and Guy Adami on Twitter Spaces every Monday and Wednesday at 1 pm eastern. On this episode, Dan and Guy discuss high valuation stocks getting hit and the handful of names holding up the market. "On The Tape" co-host Danny Moses joins the conversation to give his take on the move in the dollar and interest rates, and later, Stock Talk Weekly and Stock Market News join the conversation to take us inside the mind of the retail trader. Be sure to follow Trading Spaces on Twitter so you can join us live every Monday and Wednesday at 1 pm. ---- We're on social: Follow Dan Nathan @RiskReversal on Twitter Follow @GuyAdami on Twitter Follow us on Instagram @RiskReversalMedia Subscribe to our YouTube page

Joy Dettling of Upswing Wellness was a perfect example of "burn out". It took a toll on all aspects of her life and led her on a downward spiral with her health. After hitting rock bottom she discovered that there are many misconceptions about health that miss the key ingredients to self-healing. Through her long journey she discovered that change needs to happen not only on a physical level, but also on a mental, emotional and subconscious level. It is this philosophy she now brings to those who are ready to powerfully break through suffering to live their most fulfilling lives. www.upswingwellness.com https://www.facebook.com/upswingwellness https://www.linkedin.com/in/joy-dettling-0b0640162/

Follow us! https://www.wavecartelmedia.com/ Wave Cartel Media: https://youtube.com/channel/UCh6_7JWjP41NqU3ydb7yj0A Surface Wave Podcast: https://www.instagram.com/surfacewavepodcast/ Support the show! https://www.patreon.com/surfacewavepodcast Unlock exclusive members only segments, Merchandise and behind the scenes content! Audio only: https://anchor.fm/surfacewavepodcast LALO: https://www.instagram.com/lalo.cervantes_/ NATE: https://www.instagram.com/deafpnk/ NICK: https://www.instagram.com/pacheco_nicholas/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Introducing "Beneath the Surface", with women's basketball's Jordan Nixon. Each episode, Jordan will sit down with a member of the Texas A&M Athletics family and discuss many different topics.On this inaugural edition, Jordan visits with soccer's Karlina Sample.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The first three games of the Memphis basketball season have revealed plenty about these Tigers.  Want a weekly breakdown of all things Grizzlies, Tigers and 901 FC? Consider subscribing to our Memphis Sports newsletter. Most notably, despite all of the team's flaws, Penny Hardaway and Co. are still very good. We've also learned, however, that with a little work, a few adjustments in certain areas and maybe some more time together, the Tigers' ceiling could be among the five highest in the country.  On this week's episode of the Tiger Basketball Podcast, beat writer Jason Munz and columnist Mark Giannotto examine what's gone right (Emoni Bates and the team's shooting ability), what needs to be addressed (turnovers, point guard and Hardaway's rotations), and what's possible if and when everything aligns for Memphis. 

Kelly Beamon has spent 18 years producing architecture and design content, with focuses on historic house styles, building materials, and kitchen and bath trends for Architectural Record, This Old House, Interior Design, Surface and HD magazine. An additional area of constant research and curiosity has been the impact of the A&D community on such issues as affordable housing, building decarbonization, design education, and the schools-to-practice pipeline. Ms. Beamon's work has been referenced by the New York Times, ABC News, and USA Today. She is currently senior editor for Metropolis magazine. Why Aren't Black Firms Working on Memorials to Slavery? IG: https://www.instagram.com/architectural_material_girl/ Become an insider by supporting the show at https://glow.fm/archispolly where you can support the show on a recurring or one-time basis!

10. On today's episode I had the privilege to talk S.H.I.T. with the SURFACE WAVE PODCAST in Nate's car! I love talking to these guys and I hope you enjoy the episode!

It's time to knock the rust off. The elements can be rough on rifles, resulting in surface rust on Ol' Betsy. Vortex's own Ryan Muckenhirn gives us his tips to help get your rifle back into shape.As always, we want to hear your feedback! Let us know if there are any topics you'd like covered on the Vortex Nation™ podcast by asking us on Instagram @vortexnationpodcast

“So the Galactic Federation called it's members to an urgent conference to find a way to overcome this menace. They quickly came to one conclusion, which was unanimous and simple…give Samus Aran the order to exterminate the Metroids!” Five years after the release of Metroid, Gunpei Yakoi and the team at Nintendo R&D1 sought to utilise the then new Gameboy platform to bring the graphics and explorative gameplay from the original NES title to the new handheld device. Join Rich, Leah and returning contributor Johannes Nichell as they discuss Samus's second mission, the eradication of the Metroid life forms and the Legacy of Metroid II: Return of Samus. http://media.blubrry.com/caneandrinse/caneandrinse.com/podcast/cane_and_rinse_issue_490.mp3   Music featured in this issue:1. Surface of SR388 by Ryoji Yoshitomi2. Metroid II Staff Credits by Ryoji YoshitomiCane and Rinse 490 edited by Jay Taylor You can support Cane and Rinse and in return receive an often extended version of the podcast four weeks early, along with exclusive podcasts, if you subscribe to our Patreon for the minimum of $2 per month (+VAT).  Do you have an opinion about a game we're covering that you'd like read on the podcast? Then venture over to our forum and check out the list of upcoming games we're covering. Whilst there you can join in the conversations with our friendly community in discussing all things relating to videogames, along with lots of other stuff too. Sound good? Then come and say hello at The Cane and Rinse forum

It has been a challenging year for investors in emerging markets – equities have lagged their developed market counterparts, EM debt has delivered a mixed performance. Covid outbreaks have hampered the economic recovery, while questions have arisen over China's role as the engine of growth for EM exporters.

Follow us! https://www.wavecartelmedia.com/ https://youtube.com/channel/UCh6_7JWjP41NqU3ydb7yj0A Surface Wave Podcast: https://www.instagram.com/surfacewavepodcast/ Support the show! https://www.patreon.com/surfacewavepodcast Unlock exclusive members only segments, Merchandise and behind the scenes content! Audio only: https://anchor.fm/surfacewavepodcast KRA$: https://www.instagram.com/00kras/ LALO: https://www.instagram.com/lalo.cervantes_/ NATE: https://www.instagram.com/deafpnk/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

It's dangerous to go alone! Take this: Shownotes [Surface+Windows]×SE Imagining a new era of education | ↗ Microsoft Education Blog The new Surface Laptop SE | ↗ Microsoft • ↗ Surface @ YouTube Microsoft expands “right to repair” options following shareholder resolution | ↗ GIBiz Windows 11 SE for Education | ↗ Microsoft Otras laptops que corren Windows 11 SE | ↗ Microsoft Store La pseudo-Surface de plástico transparente: Kano PC | ↗ Kano Website • ↗ Microsoft Store Apple en la Escuela | ↗ Apple Education • ↗ Jamf Apple remueve las apps de control parental basadas en MDM | ↗ Apple Newsroom • ↗ TechCrunch

Website: www.blackandwhitenetwork.com Get your MERCH here: https://teespring.com/stores/blackandwhitesports Follow Black and White Network on Odysee: Black and White Sports: https://odysee.com/@blackandwhitesports Black and White News: https://odysee.com/@blackandwhitenews Black and White Entertainment: https://odysee.com/@blackandwhiteentertainment Follow us on Rumble: Black and White Sports: https://rumble.com/user/BlackandWhiteSports Black and White News: https://rumble.com/user/BlackandWhiteNews Email: blackandwhitesports2019@gmail.com Check out the podcast site here for all of the live streams: https://anchor.fm/blackandwhitesports Please support Black and White Sports for as low as .99 per month here: https://anchor.fm/blackandwhitesports/support Support us on Patreon: https://www.patreon.com/blackandwhitesports Join us and become a channel member today as we fight against Woke sports. Click the JOIN button or the link in the description and support us. Just starts at $4.99 per month and cancel anytime. https://www.youtube.com/channel/UC73b_bf7j4fgTnBNRTqKKTA/join Check Out blackandwhitenetwork.com for More Exclusive Content from Us. Entertainment, Politics, Sports! 3 Membership levels Available As Well As Free Video Content & Articles!

Rebecca and Mari are moving on up, literally. From their humble beginnings in a basement storage closet converted to a podcast studio to their own newly renovated building with ground-level offices, the Great Falls Montana Tourism Team is moving to 15 Overlook Drive, Great Falls, Montana. The two are ready to create a space that reflects the city that they love and want others to enjoy, but know that it will take some time to make it perfect. We can't wait for you to see the space during your next visit! Our address has changed, but our number is the same. #VisitGreatFalls #GreatFallsMontana #WereNoDamExperts

It's that time of the year again: Figuring out all of the best gifts to buy from our Holiday Gift Guide. This week, Commerce Editor Valentina Palladino joins Cherlynn and Devindra to chat about our latest batch of product suggestions, as well as some tips on snagging deals ahead of Black Friday. Also, they chat about Microsoft's intriguing new $249 Surface Laptop SE, a low-spec, kid-focused notebook for schools. And Devindra chats with Ethan Zuckerman, a UMASS Amherst professor and technology researcher, about Facebook/Meta's vision of the metaverse and ways we can combat corporate control of the internet. (Check out Ethan's article at The Atlantic: Hey Facebook, I Built a Metaverse 27 Years Ago.) Microsoft goes after Chromebooks with the $249 Surface Laptop SE – 1:50 Holiday Gift Guide with Commerce Editor Valentina Palladino – 17:06 Google Project Relate brings voice recognition to people with speech impairments – 36:12 Peloton is making a $495 smart camera to detect your workout form – 42:11 Twitter Blue expands Twitter functionality for $3 a month – 46:16 Apple will make it easier to replace an iPhone 13 screen without breaking FaceID – 52:45 Roombas are about to get much smarter Alexa voice commands – 54:47 Peter Jackson sells most of WETA to Unity – 55:55 Pop Culture Picks – 58:36 Metaverse interview – 1:07:26

La escasez de componentes se hace más real que nunca / Huobi se instala en Gibraltar / Ratifican multa a Google / Surface Laptop barata / Seda tecnológica para reducir el calor / YouTube oculta los votos negativos Patrocinador: Pásate a TotalEnergies https://www.totalenergies.es/es/hogares y reduce tu factura de la luz y del gas. En su web https://www.totalenergies.es/es/hogares podrás ver directamente cuánto podrás ahorrar. Tienen un servicio de atención al cliente gratuito y con personas que te entienden. Si te apuntas estos días te ahorrarás un 10% extra en el precio de tu factura https://www.totalenergies.es/es/hogares. La escasez de componentes se hace más real que nunca / Huobi se instala en Gibraltar / Ratifican multa a Google / Surface Laptop barata / Seda tecnológica para reducir el calor / YouTube oculta los votos negativos

Microsoft has announced a new Surface laptop for education. It's called the Surface Laptop SE. The Windows Weekly panel discusses the company's new announcement and compares the machine to netbooks of yesteryear. Full episode at twit.tv/ww750 Hosts: Mary Jo Foley, Paul Thurrott, and Leo Laporte You can find more about TWiT and subscribe to our podcasts at https://podcasts.twit.tv/

Microsoft has announced a new Surface laptop for education. It's called the Surface Laptop SE. The Windows Weekly panel discusses the company's new announcement and compares the machine to netbooks of yesteryear. Full episode at twit.tv/ww750 Hosts: Mary Jo Foley, Paul Thurrott, and Leo Laporte You can find more about TWiT and subscribe to our podcasts at https://podcasts.twit.tv/

The UK has now seen several public listings with dual class share structures, including most the £5.4 billion IPO of The Hut Group, which had a “special” share for the founder. With the UK government keen to increase the marketability of UK listings following Brexit, we anticipate that US dual class deal architecture is likely to be featured on a growing number of London listings — a development that could benefit PE firms and founder managers seeking to retain a greater governance role post-IPO. In this episode of Connected With Latham, London private equity partner Tom Evans speaks with London capital markets partner Chris Horton about the opportunities this trend may present to private equity participants active in the UK.   This podcast is provided as a service of Latham & Watkins LLP. Listening to this podcast does not create an attorney client relationship between you and Latham & Watkins LLP, and you should not send confidential information to Latham & Watkins LLP. While we make every effort to assure that the content of this podcast is accurate, comprehensive, and current, we do not warrant or guarantee any of those things and you may not rely on this podcast as a substitute for legal research and/or consulting a qualified attorney. Listening to this podcast is not a substitute for engaging a lawyer to advise on your individual needs. Should you require legal advice on the issues covered in this podcast, please consult a qualified attorney. Under New York's Code of Professional Responsibility, portions of this communication contain attorney advertising. Prior results do not guarantee a similar outcome. Results depend upon a variety of factors unique to each representation. Please direct all inquiries regarding the conduct of Latham and Watkins attorneys under New York's Disciplinary Rules to Latham & Watkins LLP, 885 Third Avenue, New York, NY 10022-4834, Phone: 1.212.906.1200

As a diver in the 1970s, marine ecologist Enric Sala saw once-lush oceanscapes reduced to underwater deserts -- but later, in marine preserves across the globe, he also witnessed the ocean's power to rejuvenate itself when left to its own natural devices. Could rewilding the planet help us restore biodiversity and reduce the impacts of climate change? Sala presents the 30x30 initiative: a global plan to protect 30 percent of the Earth's surface and the ocean floor by 2030.

As a diver in the 1970s, marine ecologist Enric Sala saw once-lush oceanscapes reduced to underwater deserts -- but later, in marine preserves across the globe, he also witnessed the ocean's power to rejuvenate itself when left to its own natural devices. Could rewilding the planet help us restore biodiversity and reduce the impacts of climate change? Sala presents the 30x30 initiative: a global plan to protect 30 percent of the Earth's surface and the ocean floor by 2030.

This episode is perfect for any of our listeners who are interested in surface pattern design. Today we're speaking with Elizabeth Silver, a professional surface pattern designer and a licensed artist for the stationery, gift and textile markets. With 18 years in the industry and hundreds of designs in her portfolio, she also teaches beginner surface pattern designers how to move past overwhelm and obstacles to create a profitable creative business. She's passionate about keep it real business advice, and moving forward even in a messy way. She's also passionate about ice cream. TOPICS DISCUSSED: Elizabeth's Startist story and favorite ice cream flavors Her path to discovering surface pattern design and becoming a freelancer Balancing freelance work and growing a licensing portfolio The process of working on clients briefs How to know when you're ready to put your work out there. Hint: don't overthink, just do it! What you should include in your first art portfolio Transitioning from freelance work to teaching Elizabeth's Start Your Surface Pattern Design Business course and what's included (contracts, websites, portfolios, pricing and more!) How to decide which product categories and markets you want to work in and Elizabeth's helpful "Design Niche" quiz What we can do to get past fear and just get started Elizabeth's personal design challenge (prompted by our interview with Lisa Glanz!) and how to get past a creative funk  How to identify industry trends Elizabeth's amazing free resources on her website and YouTube channel (interviews, tutorials, trend reports, business advice and more!) Elizabeth's words of advice to those just getting started Read the transcript in the STARTIST SOCIETY SHOW NOTES: startistsociety.com/elizabethsilver JOIN THE STARTIST SOCIETY FB GROUP: facebook.com/groups/startistsociety/ FOLLOW STARTIST SOCIETY ON INSTAGRAM: instagram.com/startistsociety/ LIKE WHAT YOU HEAR? BUY US A COFFEE BOURBON: buymeacoffee.com/startistsociety/

To this day, many athletes and coaches use some combo of spreadsheets, emails, calendars, and even paper to plan and record their training. There is a better and more simple way, thanks to the technology of companies like Final Surge. CEO TIm Surface joins Coach Claire to explain more. In this episode, you learn: why to log your runs to track progress how planning your running schedule digitally can save you time how to work with a coach on a digital platform how technology has advanced to make planning your training and/or working with a coach easier, cheaper, and more effective Once you decide that you really like running and want to work to get better at it, the first step is tracking your progress. The simplest way to do that is to wear a basic watch and write down how far and how fast you ran on a piece of paper. This is how runners have been doing it for perhaps hundreds of years. Now with technology like GPS watches and the apps that go along with it, we can track dozens of data points about our runs and share every detail with the internet. The next step beyond simply logging our runs, is coming up with a plan that will help us achieve our running goals. We can come up with something ourselves, we can follow a premade plan from a book or online, or we can work with a coach to truly maximize our progress. Many athletes and coaches today still use some combo of emails, spreadsheets, and even paper schedules to work together. While that can work, it's cumbersome and time consuming. Fortunately, there is technology out there that can make this process work so much better for both athletes and coaches. Today, we talk about one of the companies out there that is creating the platforms that make training better. It's called Final Surge and its CEO is Tim Surface. As a disclaimer, Final Surge is not sponsoring the show and in fact, they really do no formal marketing at all. Its success has been entirely word of mouth.   It's free for athletes to use and it can be a great way to take your training to the next level, even if you are not working with a coach. Tim explains the details. A little background on Tim, he was a runner growing up and in college and holds a 2:24 marathon PR. He unexpectedly fell in love with web development and technology in college and began with a few startups before eventually coming up with Final Surge with his business partner. Once the new platform was ready, he cold called some of the best coaches in the country to try to convince them to give Final Surge a try. He got his first big win when legendary coach (and former Run to the Top guest Jeff Galloway came on board. Today, Final Surge is home for teams like the Northern Arizona Elite, The New York Road Runners, The Atlanta Track Club and more.  At its core, it's a communication avenue for coaches and athletes, teams and individuals, all with the goal of being better runners with less hassle.  CONNECT, COMMENT, & COMMUNITY: Follow RunnersConnect on Instagram Join the Elite Treatment where you get first dibs on everything RTTT each month! Runners Connect Winner's Circle Facebook Community  RunnersConnect Facebook page GET EXPERT COACHING AT RUNNERSCONNECT! This week's show brought to you by: Perform from the Amino Company  Perform immediately gives you energy and focus to help reinvigorate your runs.   Even better, Perform helps reduce fatigue, and increases muscle protein synthesis (so you recover faster from both the run and your strength training).  The research on amino acids and performance enhancements is well-documented, with hundreds of studies demonstrating their effectiveness.    You can even use Perform during your long runs and workouts (and of course your race) to increase focus and performance during the run itself.  If you're interested in giving Perform a try, we've got a special offer for you where you can save 30% and get a free gift by using the code RC30.  Just head to aminoco.com/rttt and use the code RC30 at checkout to save 30% and get a free gift. 

Tuesday, November 9, 2021: Today on the 4&3 Podcast, Faithwire's Dan Andros breaks down today's top stories along with Tré Goins-Phillips.Claims of Satanism Surface After Concert TragedyEric Metaxas interviewHaiti missionary update after 24 days in captivity

PebbleTec is a great pool surface type that is super durable and great looking. But like any surface type it is not without issues. I touch on a few common problems you can run into with a Pebble Pool. Leslie's Pro: Pool Service Pro, open a Wholesale account today! Customer referrals, free cleaner repairs, free water testing, open 7-days a week. It is fast and easy to become a Leslie's Preferred Pool Care Provider. https://lesliespool.com/commercial-services.html/?utm_medium=referral&utm_source=spll&utm_campaign=spll

Follow us! https://www.wavecartelmedia.com/ Wave Cartel Media: https://youtube.com/channel/UCh6_7JWjP41NqU3ydb7yj0A Surface Wave Podcast: https://www.instagram.com/surfacewavepodcast/ Support the show! https://www.patreon.com/surfacewavepodcast Unlock exclusive members only segments, Merchandise and behind the scenes content! Audio only: https://anchor.fm/surfacewavepodcast KRA$: https://www.instagram.com/kray001/ LALO: https://www.instagram.com/lalo.cervantes_/ NATE: https://www.instagram.com/deafpnk/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

By Jared Samuelson CDR Ike Harris joins the program to discuss his Proceedings article, “Change the Surface Navy’s Maintenance Philosophy.” Sea Control 291 – Changing the Surface Navy’s Maintenance Culture with CDR Ike Harris Links 1. “Change the Surface Navy's Maintenance Philosophy,” by Commander Isaac Harris, Proceedings, August 2021. 2. Comprehensive Review of Recent Surface … Continue reading Sea Control 291 – Changing the Surface Navy’s Maintenance Culture with CDR Ike Harris →

Links:1.  Change the Surface Navy's Maintenance Philosophy, by Commander Isaac Harris, Proceedings, Aug 2021.2. Comprehensive Review of Recent Surface Force Incidents, US Fleet Forces Command, Oct 26, 2017.3. Fleet Review Panel of Surface Force Readiness (The Balisle Report), by VADM Balisle, Feb 26, 2010.

It's All Been Done Radio Hour #325  Universe Journey #71 "Under the Surface"    Captain Sir Patricks arrives at Eastwood, and M- visits the home he grew up in.    A comedy radio show originally performed Saturday, November 14, 2020 streaming online.   STARRING  Nick Arganbright as Capt. Richard Kahkay  Katie Boissoneault as Com. Michelle Tokaladie  Shane Stefanchik as Com. M-  Sam Clements as Com. Colm Foley  Kristin Green as Lt. (JG) Neu  Ryan Yohe as Lt. Michael Anders  With Ashley Collins as Com. Bobbi Luna  And Keith Jackson as Adm. Jamie Jamieson  GUEST-STARRING  Chase McCants as Echo Jay Jamieson  Megan Overholt as Lt. Connie Norton  Casey May as Captain Sir Patricks  Karen Perta as Lt. Miranerva / Wilson  Darren Esler as Sarcos    Narrated by Darren Esler  Foley Artist Brendan Michna   Podcast edited by Chris Allen  Written by Jerome Wetzel Directed by Kristin Green Music Director Kristin Green  Theme Songs by Nathan Haley and Jerome Wetzel   Technical Director Shane Stefanchik    Visit our website iabdpresents.com   Please support us at http://patreon.com/IABD    Follow us on social media @IABDPresents   When you post about us, hashtag #IABD  

We got an exclusive look at Amazon Prime Video's new series, “Tampa Baes” and give our initial thoughts and feelings on the docuseries. Then, we chat with DJ Kittens, an LA based DJ who discusses her unorthodox path in music, trusting her passions, her first relationships and what it's like being a lesbian in the music scene. Thank you to our partner, Amazon Prime Video and check out their new eight-episode lesbian docuseries “Tampa Baes”. All episodes are available exclusively on Prime Video in the U.S., UK, Australia, Canada, India, Ireland, and New Zealand, with a worldwide release to follow.

In this episode, Jerry Bradshaw discusses: The differences between hard and soft surface tracking (see episode 53 for more on hard surface tracking). Advantages of soft surface tracking.  Having multiple ways to reward a dog during tracking.  The importance of variation and its relationship to hope.    Key Takeaways: To start, begin in shorter grass. Taller grass will hold human scent more than short, manicured grass.  Think of your track as a story with a beginning, middle, and end. It is important that the dog is engaged at every part of the story, or track, and not just anticipating the end.  It is important to know where your tracks are and to train yourself to be a less intrusive handler.  Unpredictability increases intensity and focus on the track, especially as you increase the distance and spread in your track.    "The unpredictability of when the reward is going to come is going to keep the dog pinned into the track and concentrating on every aspect of the length of that track." —  Jerry Bradshaw   Get Jerry's book Controlled Aggression on Amazon.com   Contact Jerry: Website: controlledaggressionpodcast.com Email: JBradshaw@TarheelCanine.com Tarheel Canine Training:  www.tarheelcanine.com Youtube:  tarheelcanine Twitter: @tarheelcanine Instagram: @tarheelk9 Facebook: TarheelCanineTraining Protection Sports Website: psak9-as.org Patreon:   patreon.com/controlledaggression Slideshare: Tarheel Canine Calendly: https://calendly.com/tarheelcanine    Sponsors:  ALM K9 Equipment: almk9equipment.com PSA & American Schutzhund: psak9-as.org Tarheel Canine: tarheelcanine.com     Train Hard, train smart, be safe.     Show notes by Podcastologist Chelsea Taylor-Sturkie   Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

Episode #44: David Graver, Editor in Chief, COOL HUNTINGSubtitle: How to Pitch a Design-Focused Lifestyle PublicationSummary:In Episode #44, Hanna Lee and Michael Anstendig of Hanna Lee Communications chat with David Graver, Editor in Chief, COOL HUNTING, a design-focused lifestyle publication. David covers hospitality, travel, art and style and is also a contributor to Vogue.com and Bloomberg Pursuits. His byline has appeared in T: The New York Times Style Magazine, Vanity Fair, Vice, Elle, Surface and Guernica. He also co-hosts “The Accutron Show,” a cultural podcast. ⁣⁣Have a listen to this eloquent and empathetic journalist who shares his thoughts on:⁣⁣⁣⁣ 1. Why he enjoys being Editor in Chief and mentoring young writers.⁣2. How COOL HUNTING views the world through the lens of design.⁣3. How its writers are generalists who are deeply curious about the world and write from first-hand experience. ⁣4. Why it is okay to reach out to him and directly ask for coverage of a breakthrough.⁣5. Why people who support innovation are the ones moving hospitality forward.⁣⁣Connect with David on Twitter at @DaveyBarrett and on IG at @daveybarrett. ⁣⁣⁣⁣⁣For more information on our agency, please visit www.hannaleecommunications.com.⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ For a chance to win our agency's new book, "The Japanese Art of the Cocktail," please email info@hannaleecommunications.com and share your favorite pitching tip from the show.⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣Connect with hosts Hanna Lee (@hannaleeny), Michael Anstendig (@michaelanstendig) and our agency (@hannaleepr) on IG.⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ See acast.com/privacy for privacy and opt-out information.

In the ninth installment of the Inside JABA Series, I'm joined by Drs. Claire St. Peter, Jeff Tiger, and many-time guest Derek Reed. Unfortunately the JABA Editor in Chief, Dr. Linda LeBlanc, was not able to join us, but she did choose some very cool articles for us to talk about. The articles are: Vaidya & Armshaw (2021). Surface electromyography and gamification: Translational research to advance physical rehabilitation. Gravina et al. (2021). Increasing adherence to a standardized rounding procedure in two hospital in-patient units. The reason Derek joined us for this episode because he was the action editor for these two papers. And while we did review the papers, we went super deep into the inner workings of the JABA review process. In doing so, what qualities an action editor looks for in selecting manuscript reviewers and how reviewers become 'known' for specific areas of expertise. While we didn't solve the mystery of why Reviewer #2 is consistently a pain in the neck, we did talk about considerations of when to publish in JABA, and when to look towards other scientific outlets. This led to an unexpected but nonetheless fascinating discussion of how to disseminate one's research outside of mainstream behavior analytic journals. If you don't listen to any other part of this episode, please check that section out. I'll leave you with this quote from the abstract from Sidman (2011):   I have written before about the importance of applied behavior analysis to basic researchers. That relationship is, however, reciprocal; it is also critical for practitioners to understand and even to participate in basic research. Although applied problems are rarely the same as those investigated in the laboratory, practitioners who understand their basic research background are often able to place their particular problem in a more general context and thereby deal with it successfully. Also the procedures of applied behavior analysis are often the same as those that characterize basic research; the scientist-practitioner will appreciate the relation between what he or she is doing and what basic experimenters do, and as a consequence, will be able to apply therapeutic techniques more creatively and effectively. As always, the Inside JABA Series podcasts are presented without sponsors, though I would encourage listeners to subscribe to JABA, which when compared to many other journals, is relatively inexpensive, especially when you consider the number of papers that a typical issue of JABA has. When I first started subscribing to JABA in the 90's, I think the issues were about 1/5 to 1/4 of the size of those that are published currently. If this is something you're interested in, click here to subscribe. The last thing I'd like to mention is that these Inside JABA episodes are eligible for BACB Continuing Education credits though the CEU store at behavioralobservations.com. What's even better is that because so much of this episode focused on dissemination, this one will qualify for 1.5 hours of ethics related CEU's. That's code element 6.02 for those playing along at home. If I could beg of you one final indulgence, if you are enjoying the Behavioral Observations Podcast, please share your favorite episodes with friends, colleagues, random people on the street, and so on.

One woman also chats exclusively to So Dramatic! about her experience with Love Island Casa Amor intruder Sadee Sub Laban. She explains how she has been speaking to other women with similar experiences and took numerous statements from them to Channel Nine asking them to investigate. The viral Tik Tok video that led to brand new allegations emerging about Sadee as multiple women share their disturbing experiences with him. Women are petitioning to have Sadee removed from the show. A number of women have made reports to the police about Sadee. Love Island star Amelia Marni has also put her support behind the women coming forward. PLUS, SO MUCH MORE! CONTENT NOTE: This episode discusses allegations of sexual assault. All allegations mentioned during this episode are simply that. No charges had been made at the time of recording. If you or someone you know has been the victim of a sexual assault, please contact the Sexual Assault & Domestic Violence National Help Line on 1800 Respect (1800 737 732) or head to The Australian Human Rights Commission for a list of state by state resources. For more about Sadee listen to our latest episode "Serious Allegations About Love Island Casa Amor's Sadee" here. Or read about it here. See the Change.org petition here. Visit the SO DRAMATIC! ONLINEwebsite and sign up for our newsletter! This is an independent podcast by entertainment journalist Megan Pustetto, who is dedicated to bringing you the hottest tea to your ears each week! The best way you can support So Dramatic! is by subscribing, leaving a (gushing!) review, (five star!) rating and super spreading the word on social media with your followers (or haters!) - you will be doing God's work! Want more of the latest gossip? Follow So Dramatic! Online on Instagram, Facebook and join the PRIVATE Facebook group! FOR EXCLUSIVE TEA TOO HOT FOR ANYWHERE ELSE, JOIN THE SO DRAMATIC! Patreon! Got a hot tip, request, question, or receipts? Contact: tips@sodramaticmedia.com Got a media enquiry? Contact: hello@sodramaticmedia.com For everything else So Dramatic! (including the MERCH!), head to www.sodramaticmedia.com Kind regards, XOXO See omnystudio.com/listener for privacy information.

Learn which shipwreck from the 1970's helped spark new overall interest in Great Lakes Shipwrecks ranging from educational programs to dive exploration expeditions. Learn about Jim Clary & Fred Shannon including their interests behind discovering the Bradley. Discover if Frank Mays had relocated to another state. Learn if their was more than one expedition to the Bradley Site during 1990's. Learn what ROV stands for. Find out if Frank Mays does in fact see for himself that the Bradley did break apart in two at the bottom as it had done so from Lake Michigan's Surface. Find out where Bradley's final resting spot lies underneath Lake Michigan's Surface. Learn what took place prior to August 2007 involving another Great Lakes Vessel and how it would pertain to the Carl D Bradley. Find out whom will be coordinating August 2007 Dive Mission to the Bradley. Learn about Frank Mays's Legacy including how old he lived to be. --- Send in a voice message: https://anchor.fm/kirk-monroe/message Support this podcast: https://anchor.fm/kirk-monroe/support

Follow us! https://www.wavecartelmedia.com/ Wave Cartel Media: https://youtube.com/channel/UCh6_7JWjP41NqU3ydb7yj0A Surface Wave Podcast: https://www.instagram.com/surfacewavepodcast/ Support the show! https://www.patreon.com/surfacewavepodcast Unlock exclusive members only segments, Merchandise and behind the scenes content! Audio only: https://anchor.fm/surfacewavepodcast KRA$: https://www.instagram.com/kray001/ LALO: https://www.instagram.com/lalo.cervantes_/ NATE: https://www.instagram.com/deafpnk/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Microsoft Earnings Microsoft Q1 powered by cloud as most units, product lines shine Microsoft Earnings Soar 22 Percent to $45.3 Billion Microsoft adds 23k employees in one year, growing 14% despite pandemic and tight labor market - GeekWire Intel Reports Small Drop in PC Revenues Google Revenues Grew 41 Percent to $65 Billion Android Apps on Windows 11 Hands-On with Android on Windows 11: Not as Seamless as Promised Windows 11 AMD, Microsoft Deliver Windows 11 Performance Fixes Microsoft to try again to reach the K-12 market with a new low-cost Surface laptop: Report Windows 10 Microsoft tells Windows 10 users to prepare for the November 21H2 update Windows 10 users get PC Health Check app for diagnostics and troubleshooting Developers Microsoft Backs Down From Open-Source Mistake Adobe Photoshop is Coming to the Web Xbox Microsoft Delivers the October Update for Xbox Microsoft Teases the Halo: Infinite Campaign Tips and picks Tip of the week: Don't be like Paul Thurrott: Remember your travel tech — particularly your power adapters. App pick of the week: Stardock Fences 4 Enterprise pick of the week: Clear Software Codename pick of the week: Project Zerix Beer pick of the week: Citizen Cider Wit's Cider Hosts: Mikah Sargent, Mary Jo Foley, and Paul Thurrott Download or subscribe to this show at https://twit.tv/shows/windows-weekly Get episodes ad-free with Club TWiT at https://twit.tv/clubtwit Check out Paul's blog at thurrott.com Check out Mary Jo's blog at AllAboutMicrosoft.com The Windows Weekly theme music is courtesy of Carl Franklin. Sponsors: andela.com/for-companies udacity.com/TWiT offer code TWIT75 BANDWIDTH.COM/WW

Microsoft Earnings Microsoft Q1 powered by cloud as most units, product lines shine Microsoft Earnings Soar 22 Percent to $45.3 Billion Microsoft adds 23k employees in one year, growing 14% despite pandemic and tight labor market - GeekWire Intel Reports Small Drop in PC Revenues Google Revenues Grew 41 Percent to $65 Billion Android Apps on Windows 11 Hands-On with Android on Windows 11: Not as Seamless as Promised Windows 11 AMD, Microsoft Deliver Windows 11 Performance Fixes Microsoft to try again to reach the K-12 market with a new low-cost Surface laptop: Report Windows 10 Microsoft tells Windows 10 users to prepare for the November 21H2 update Windows 10 users get PC Health Check app for diagnostics and troubleshooting Developers Microsoft Backs Down From Open-Source Mistake Adobe Photoshop is Coming to the Web Xbox Microsoft Delivers the October Update for Xbox Microsoft Teases the Halo: Infinite Campaign Tips and picks Tip of the week: Don't be like Paul Thurrott: Remember your travel tech — particularly your power adapters. App pick of the week: Stardock Fences 4 Enterprise pick of the week: Clear Software Codename pick of the week: Project Zerix Beer pick of the week: Citizen Cider Wit's Up Hosts: Mikah Sargent, Mary Jo Foley, and Paul Thurrott Download or subscribe to this show at https://twit.tv/shows/windows-weekly Get episodes ad-free with Club TWiT at https://twit.tv/clubtwit Check out Paul's blog at thurrott.com Check out Mary Jo's blog at AllAboutMicrosoft.com The Windows Weekly theme music is courtesy of Carl Franklin. Sponsors: andela.com/for-companies udacity.com/TWiT code TWIT75 BANDWIDTH.COM/WW

Even if you have been painting for years, a new canvas or series can be daunting. This week, Richie and I chat about getting started. This includes surface preparation, studio-set-up and facing the blank canvas (or in my case, wooden boards). While we share tips and ideas for getting prepared and setting up your space, we also talk about the value of jumping right in. Sometimes, the most important thing is that you splash paint and lay down some marks! Plus, we reflect back on last week's conversation about self-care and stress. We hope you enjoy the conversation and it encourages you to make a start on a new piece or series of work without getting too bogged down in all the details! Find the show notes for this episode with all the links at https://www.laurahornart.com/thepodcast/140 Find me on Instagram at https://www.instagram.com/laurahornart/ Save 40% on the Mixed Media Class Bundle or 30% on the individual classes - Minimal Magic, Flourish and Flow and Braver Things. Find out more at https://www.laurahornart.com/classes. Coupon code (ART30) expires 5 November 2021 at 5:30 pm (Australian Central Daylight Time).

Photo: Moonrise from Earth. CBS Eye on the World with John Batchelor CBS Audio Network @Batchelorshow #ClassicHotelMars: Sim-Colony under the lunar surface.   Kim Holder, Moonwards.com. David Livingston. moonwards.com HFN https://www.moonwards.com/gameplay/

REvil's troubles appear to be the work of an international law enforcement operation. Other gangs have noticed, and they're looking a little spooked, even as they evolve their tactics in a maturing criminal-to-criminal market. Questions are raised about the efficacy of surveillance tool export controls. Caleb Barlow has cyber security considerations for CEOs and boards. Our guest is Mickey Boodeai of Transmit Security on the movement to do away with passwords. And if you liked Y2K, you're going to love ten-twenty-four.  For links to all of today's stories check out our CyberWire daily news briefing: https://www.thecyberwire.com/newsletters/daily-briefing/10/203

Photo:  The People's Liberation Army Air Force's Surface to Air Missile coverage over the Taiwan Strait back in 2006. #StateThinking: Ceaseless PRC aggression; and what is to be done? @MaryKissel Former Senior Adviser to Secretary of State Mike Pompeo. Executive VP Stephens Inc.  @Stephens_Inc https://www.cnbc.com/2021/10/18/china-condemns-us-canada-for-sending-warships-through-taiwan-strait.html