Podcasts about Teddington

May is traditionally supposed to be a bowler's month. Not the case in Week 1 of the MCCL. Runs galore were the order of the day, as batters up and down the county filled their boots. Sal and Dan talk through the first double-century of the campaign, plus a 198 on top of that. In terms of results, Ealing and Teddington both go down to defeat, whilst Brondesbury win by over 300 runs. Plus, plenty more from all corners of the MCCL.  Learn more about your ad choices. Visit podcastchoices.com/adchoices

This podcast is about open water swimming in London – given how urban this global city is, it is not immediately obvious that this is a great place for open water swimming. Indeed, there is a thriving open water swimming scene. More accurately, there are several open water swimming scenes in London - in rivers (usually the River Thames), lakes, ponds, and outdoor pools. Here are four personal accounts of swimming in London in river, pond, lake and pool, respectively. These are: from Teddington to Richmond, in the Thames; in the Ponds at Hampstead Heath; at the Serpentine Swimming Club in Hyde Park; and with the South London Winter Swimming Club at Tooting Bec Lido. These are extracts from the book ‘Memories like Water – Swimming in 65 places at the age of 65', swum in 2019-20. All pre-pandemic swims, the one at Tooting Bec being on the cusp of COVID-19 lockdown.

In this episode of Danny Hurst´s Unusual Histories Bridge Series, he looks at two of London´s quirkier river crossings. Starting with the footbridge that connects Eel Pie Island to Twickenham. A bridge that was built as an alternative to visitors to the island at one time having to practically walk on water at certain times of the day. As well as sharing the history of the bridge Danny reveals Eel Pie Island´s connection with ballroom dancing, the clockwork radio, jazz, Acker Bilk and George Melly, as well as rock acts like The Rolling Stones. Eric Clapton, the WHO, Pink Floyd, David Bowie, Rod Stewart, Deep Purple, Black Sabbath and more. He also shares details of the calmer, but nonetheless fascinating history of Teddington footbridge, which is located near a strange obelisk. Including its connection with D-day, Tommy Cooper, Black Books, The Avengers and Opportunity Knocks. If you can´t get enough of these podcasts, head to https://www.patreon.com/DannyHurst to access my exclusive, member-only, fun-filled and fact-packed history-related videos. KEY TAKEAWAYS The footbridge that connects Twickenham to Eel Pie Island only spans half of the river so is not usually counted as a Thames crossing. The Eel Pie footbridge was originally called Snapper's Bridge, Danny explains why during the episode. At one time, this stretch of The Thames dried out every day. Danny reveals why and what was done to solve this problem. The Eel Pie footbridge closed for 5 years Teddington Lock is tidal and vital for keeping the river navigable. Teddington Bridge consists of two bridges broken up by an island. The weir at Teddington was destroyed by nature during a very cold winter. Danny explains how. BEST MOMENTS “Before this bridge appeared visitors used to have to use the ferry service, or else, before 1894, walk across the river, which was possible, believe it or not,” “Ironically, the hotel burnt to the ground two years later.” “After several incidents of attempted sabotage, the lock keeper was granted permission to carry firearms.” EPISODE RESOURCES https://www.citybridgefoundation.org.uk Richmond Lock and Weir episode - https://poddtoppen.se/podcast/1723833083/unusual-histories/the-bridge-series-richmond-lock-and-weir https://www.eelpiemuseum.co.uk HOST BIO Historian, performer, and mentor Danny Hurst has been engaging audiences for many years, whether as a lecturer, stand-up comic or intervention teacher with young offenders and excluded secondary students. Having worked with some of the most difficult people in the UK, he is a natural storyteller and entertainer, whilst purveying the most fascinating information that you didn't know you didn't know. A writer and host of pub quizzes across London, he has travelled extensively and speaks several languages. He has been a consultant for exhibitions at the Imperial War Museum and Natural History Museum in London as well as presenting accelerated learning seminars across the UK. With a wide range of knowledge ranging from motor mechanics to opera to breeding carnivorous plants, he believes learning is the most effective when it's fun. Uniquely delivered, this is history without the boring bits, told the way only Danny Hurst can. CONTACT AND SOCIALS https://instagram.com/dannyjhurstfacebook.com/danny.hurst.9638 https://twitter.com/dannyhurst https://www.linkedin.com/in/danny-hurst-19574720

In this episode of Danny Hurst´s Unusual Histories Bridge Series, he covers a different type of structure that spans the River Thames – the lock and weir at Richmond along with it's footbridge and the area surrounding it which includes many historical sites.  Danny explains why the weir and lock were built, the impact it has on the area and its role in maintaining the riverbed. He also shares details of the clever design and management systems that drastically increase the time that section of the river is navigable. If you can´t get enough of these podcasts, head to https://www.patreon.com/DannyHurst to access my exclusive, member-only, fun-filled, and fact-packed history-related videos. KEY TAKEAWAYS There are 45 locks on the River Thames. River traffic that wants to use the lock has to pay a substantial toll. The weir was built to increase the number of hours the river was navigable each day. Without the lock the waters between Teddington and Richmond would not be deep enough for long periods. The twin footbridges that cross the Thames at this point close at night. Richmond Park is the largest Royal Park in London. Syon Abbey was home to both nuns and monks. BEST MOMENTS “The Old Deer Park in Richmond is not to be confused with Richmond Park itself .” “ In 1983 Richmond lock and Weir and its footbridges became a designated grade two listed structure.” “Allowing the river between the two to completely drain naturally at low tide .” EPISODE RESOURCES https://www.citybridgefoundation.org.uk Syon Abbey - https://the-past.com/feature/syon-abbey-revisited-reconstructing-late-medieval-englands-wealthiest-nunnery/ The Draw Off - https://teddington.nub.news/news/local-news/how-the-thames-between-richmond-and-teddington-will-change-dramatically-this-week HOST BIO Historian, performer, and mentor Danny Hurst has been engaging audiences for many years, whether as a lecturer, stand-up comic or intervention teacher with young offenders and excluded secondary students. Having worked with some of the most difficult people in the UK, he is a natural storyteller and entertainer, whilst purveying the most fascinating information that you didn't know you didn't know. A writer and host of pub quizzes across London, he has travelled extensively and speaks several languages. He has been a consultant for exhibitions at the Imperial War Museum and Natural History Museum in London as well as presenting accelerated learning seminars across the UK. With a wide range of knowledge ranging from motor mechanics to opera to breeding carnivorous plants, he believes learning is the most effective when it's fun. Uniquely delivered, this is history without the boring bits, told the way only Danny Hurst can. CONTACT AND SOCIALS https://instagram.com/dannyjhurstfacebook.com/danny.hurst.9638 https://twitter.com/dannyhurst  https://www.linkedin.com/in/danny-hurst-19574720

A low-scoring week across the MCCL saw plenty of peculiar results. The top three in Div 4, for example, all lost....and barely managed to score 250 runs between them. In the Prem, North Midd return to the top after beating Crouch End, but Teddington suffer a shocker against Hornsey. Elsewhere, keep an ear out for the biggest cricket tournament this century, incoming on Sunday..... Learn more about your ad choices. Visit podcastchoices.com/adchoices

Today I'm showcasing another True Crime podcast I highly recommend you check out. It's called ‘True Crime City” and spends 12 episodes on the most notorious crimes in each city before moving onto the next city somewhere in the world. So far “True Crime City” has focused its first season on the city of London starting off with the Teddington Towpath Murders” Take a listen to True Crime City wherever you get your podcasts.Listen here on AppleShow Notes:Step into the shadows of London's tranquil Teddington Towpath, where an idyllic riverside stroll transforms into a chilling tale of mystery and murder. In this gripping podcast episode, we delve deep into the unsolved homicides that have haunted this picturesque stretch of the Thames for decades. Join us as we explore the eerie atmosphere of the towpath, uncovering clues, suspects, and theories surrounding these perplexing crimes. From whispered rumors to overlooked evidence, we unravel the enigma of the London Teddington Towpath Murders, shedding light on a dark chapter in the city's history. Tune in for a spine-tingling journey into the heart of a real-life mystery that continues to confound investigators and captivate imaginations.For Support: Lifeline  on 13 11 1413 YARN on 13 92 76 (24/7 crisis support phone line for Aboriginal and Torres Strait Islander peoples)1800RESPECT: 1800 737 732GET IN TOUCH:https://www.australiantruecrimethepodcast.com/Follow the show on Instagram @australiantruecrimepodcast and Facebook Email the show at AusTrueCrimePodcast@gmail.comBuild your pro podcast with The Audio CollegeSupport this show http://supporter.acast.com/australiantruecrime. Become a subscriber to Australian True Crime Plus here: https://plus.acast.com/s/australiantruecrime. Hosted on Acast. See acast.com/privacy for more information.

Normally it pours down on the first day of the cricket season. Not this year. Teddington, Finchley, Stanmore, Shay Boo and Ealing start with wins in the Prem, Hampstead and Twickenham go big in DIv 1. Ealing Trailfinders start impressively in Div 2, London Tigers win a thriller in Div 3. MTSSC squeeze home in Div 4, Perivale Pheonicians send out a statement in Div 5. Div 6, meanwhile, became the land of close encounters. Sal and Dan do their best to cover the lot. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Step into the shadows of London's tranquil Teddington Towpath, where an idyllic riverside stroll transforms into a chilling tale of mystery and murder. In this gripping podcast episode, we delve deep into the unsolved homicides that have haunted this picturesque stretch of the Thames for decades. Join us as we explore the eerie atmosphere of the towpath, uncovering clues, suspects, and theories surrounding these perplexing crimes. From whispered rumors to overlooked evidence, we unravel the enigma of the London Teddington Towpath Murders, shedding light on a dark chapter in the city's history. Tune in for a spine-tingling journey into the heart of a real-life mystery that continues to confound investigators and captivate imaginations.For support, call any of these helplines. Hosted on Acast. See acast.com/privacy for more information.

Andrew Cotter has been working as a sports broadcaster - primarily for the BBC - for over 20 years. He is also known for his two very good dogs, Olive and Mabel, whose antics he filmed and commentated on during the Covid 19 pandemic.   The plaque he chose is at 82 Waldegrave Road in Teddington and reads: Edward Whymper 1840-1911, mountaineer, lived here 1907-1911. Whymper was the first person to scale the Matterhorn, a feat he achieved in 1865 on his eighth attempt. We discussed this notorious ascent, in which four of his teammates died, the character and drive of sportsmen, the lure of the mountains and how Cotter feels about Whymper and his blue plaque.    The Blue Plaque Pod is brought to you by Kassia St. Clair, author, cultural historian and commemorative plaque fancier. I would love to know what you think, whether you have a favourite plaque, or if there's someone you think would make a great guest. Get in touch at blueplaquepod.com. 

In the latest episode of The Home Stretch podcast, Ben Madden, Director at Fine & Country Chiswick, Fulham and Teddington, joined Iain McKenzie, to discuss the steps his team are taking to become ‘the number-one estate on the planet' from improving culture, to being more proactive day-to-day.

Barry Richards and Leanne Brown and just in time for Christmas we are talking female lifestyle with Personal Stylist Bec who works out of Teddington and Jo Richardson who runs the insta site joanna@60 helping woman of a certain age embrace life...

In this episode: Pub Quiz 1 Syd in Camberwell A weekend in Paris Teddington Beer Festival Improv school Paris Match - a new old post on Deserter.co.uk Pub & Beer News Crisp News Other news Pub Quiz 2 Deserter Island Crispsps Social Media Scene Bum Dosser

Teddington are aiming to be the first Middlesex side to win the National since they themselves lifted the trophy in 1991. Chris Wakefield joins Dan to talk about their run in the competition so far and to preview their semi-final against Bexley. Beyond that, the Prem remains as wide open as ever, Hornsey looking good in Div 1 and Kenton (just about) keep their title challenge moving forward in Div 2. Big games keep coming elsewhere, too, do have a listen to find out more.

If you're looking for the best rain gauge on the market try Outback Blue's Rain Gauge, which has an 11-inch capacity and comes with a mounting bracket. Go to https://www.amazon.com/Outback-Blue-Capacity-Rainfall-Mounting/dp/B07W7WDYDC/?maas=maas_adg_FDE39F3B282FBD00792331A19047622A_afap_abs&ref_=aa_maas&ref=sr_1_15&keywords=large+rain+gauge&qid=1571980580&sr=8-15 to find out more. LouRoss Technology Pty Ltd Philip Drive, Teddington, Queensland 4650, Australia Website https://www.lourosstechnology.com Email admin@lourosstechnology.com

Just the one win in the top flight, and struggling Twickenham are the side that get it. Hornsey and Richmond both stumble in Div 1, whilst Kenton and Indian Gym play out a tight one in Div 2. Poor old Brentham gain an unwanted record, whilst Old Isleworthians hit the top in Div 3. Friends United (Div 4) and Pinner Challengers (Div 5) vanish into the distance, whilst there are a whole host of impressive 'dig ins of the day' around the league.

The Prem remains as topsy-turvy as ever. Stanmore and Ealing win well, Teddington blast back into contention, North Midd return to winning ways. Richmond and Hornsey looking good in Div 1, Kenton stretch their lead in Div. Plus, Swamibapa v Northwick Park; magnificent madness on steroids

Sal and Dan welcome Kenton's Schopun Jooma on board to talk about chasing 390! Elsewhere, the Bush come unstuck at Twickenham whilst Ealing beat Teddington. Plus, the mysterious case of Ealing 5s and Teddington 4s being prevented from starting by cricketing squatters.

Week 1 was a more or less total washout. Week 2 was hardly awash with sunshine, but most sides did still manage to play. Teddington won a thriller, bowlers dominated and low scores were the norm. We had our first tie of the season and Sal and Dan discuss the curious case of a major 'dig in' .... in a limited-overs game of cricket.

To count down to Christmas, Rosie has raided The Breakup Monologues archives to celebrate some of her favourite episodes that you might've missed first time around. In a live episode recorded at Kings Place in 2019, Rosie chats to advice columnist and author Beth McColl, writer and sex educator Alix Fox and author and podcaster Viv Groskop about micro-cheating, breakup ‘anniversary' dates, fantasy celebrity shag lists, whether ghosting existed in the ‘olden days', what to do when love is just not enough and the hottest topic of all … lesbian polyamory in Teddington. You can now follow The Breakup Monologues on Instagram @breakupmonologues and buy The Breakup Monologues book from all good bookshops: https://linktr.ee/breakupmonologues The Breakup Monologues will be recording new live episodes at Poplar Union on 23 February: https://poplarunion.com/event/rosie-wilby-presents-the-breakup-monologues-live-podcast And Rosie will be launching the new paperback edition of the book at The Common Press on 19 January: https://www.outsavvy.com/event/11335/book-launch-the-breakup-monologues-by-rosie-wilby  

This is a true life horror story on the banks of the river Thames;  set in the days just before Queen Elizabeth II was crowned queen in June 1953. Two teenage girls were murdered as they made their way home on the last day of May 1953. The police files were said to be closed until 2049 but for some reason the files were made available to be examined by the public in 2006. The story is upsetting.This podcast has been recorded in one take and is not a professionally produced podcast. On the upside, I don't have a team of lawyers telling what to say and what not to say.www.strangestoriesuk.gmail.com

Episode 26 is brought to you by PILLAR PERFORMANCE: FTK swaps a live audience for a video call as Joel records from home in Melbourne, Australia and Brett from Teddington, UK. Brett reveals he has miraculously avoided jet-lag, getting his European training stint underway while Joel introduces an additional hard workout to his training week. TWHSOITWTWATSA uncovers a couple of shockers and the episode closes out with the boys revealing the identity of next week's (very!) special guest to finish off season 2. Instagram: https://www.instagram.com/forthekudos Facebook: https://www.facebook.com/forthekudos Brett: https://www.instagram.com/brett_robinson23 Joel: https://www.instagram.com/joeltobinblack PILLAR PERFORMANCE: https://pillarperformance.shop/ PILLAR PERFORMANCE Discount Code For $10 off : FTK10 ATE MILES RUN CLUB: https://www.instagram.com/atemiles.rc/

The battle at the top of the Prem's been concluded but the fight to stay up builds up to a crescendo in Week 17. Plus, Div 1 remains as tight as ever, Southgate and Eastcote battling hard in Div 2 and Wycombe House and Kenton still in the box seats in Div 3. Finally, heard the one about the game that couldn't start because of a music concert taking place on the ground…:? Tune in to hear more.

North Midd slip up (again) and Teddington take advantage. Top five in Div 1 separated by just nine points, promotion charges of Southgate and Wycombe House wobble. Old Isleworthians beat Kay Plus in the game of the day in Div 4 and have you ever carried your bat for …. 0no? Happened in Middlesex on Saturday.

Ali Donnelly is Executive Director of Digital, Marketing and Communications at Sport England.   She is a former Senior Civil Servant, who worked at Downing Street where she was the Prime Minister's Deputy Official Spokesperson and the Head of News. Ali was previously Head of Communications at Premiership Rugby club Wasps and has also worked in media and public affairs roles at the BBC have started her career as a journalist at the Evening Echo newspaper in Ireland.  A passionate women's rugby fan and campaigner Ali also runs the award-winning website Scrumqueens and is Director of Women's Rugby at Teddington and a member of the RFU's Rugby Growth Committee. Her new book is called: 'Scrum Queens - The History of Women's Rugby'.  Along with exploring Ali's career pathway in sport and business, we review the current state of play for women's rugby and the potential with 2025 World Cup on the horizon in England. What more needs to change for equality in women's sport and to ensure young women don't stop being active in their teenage age years? Thanks to Sport England who support The Game Changers through the National Lottery. Executive Producer – Sam Walker Host – Sue Anstiss @sueanstiss  A Fearless Women production

More title flip-flopping as leads change in the Prem, Div 3 and Div 5. Plus, low-scoring carnage as Swamibapa play Perivale, and Harrow Town just keep ploughing on….

Teddington and North Midd plough on but Shay Boo are also purring nicely. Harrow Town lose the only perfect record in 1st XI cricket by approximately three yards. Plus, the tightest division in the MCCL? Div 6, without a shadow of a doubt....

North Midd bounce back, Teddington take the strain and Hornsey hold on for a draw. Plus, Wembley's Schopun Jooma joins Sal and Dan to talk through Div 1, and why have number 8s suddenly started smashing hundreds?!

From the originator of Trance, Chicane presents Sunsets, a monthly series of tracks that lead straight from the beach to the dancefloor. Chill to kill. Produced by www.thisisdistorted.com 1. Andrew Bayer & Asbjørn - Equal2. Tony Anderson - Ember3. Mees Salomé - Sap4. Soundtrack Selection: Chosen by Tom from Teddington in the UKOh Wonder - All We Do (Taken from the ITV Drama “Unforgotten”)5. Artifacture_ IX. Mancando Nobilmente6. Saving My Love - Chris Malinchak7. Randy Newman - Dexter's Tune - (Awakenings soundtrack) 8. Chicane - The Drive Home (Evolution mix) 9. The Midnight - Sunset10. Chicane - Leaving town (Evolution mix)11. Zoya - Nostalgia (Solarstone Retouch) 12. Kate Bush - Running Up That Hill (Kryder Bootleg)13. Lustral - Everytime (Red Jerry Mix)

The mighty stumble in the Prem as Hampstead spring a surprise on Teddington. Nine teams across the league still have perfect records, news of a 60 point deduction and how many grounds out there have trees in the outfield?

James Overy is our guest as gazillions more runs are scored and 300 plus threatens to become the new normal. Teddington cruise on, Bron remain top of Div 1 and Harrow Town & Highgate lead the way in Div 2. Plus, more (bonkers) stats on the wides pandemic, news of another dramatic tie and of a ding dong finish between Ealing Hanwellians and Chiswick.

The runs keep coming as batters continue to dominate in the MCCL. Plus, we've had the first tie of the season and let's not even talk about all those damn extras….

Bron go big but Harrow go bigger as 300+ scores land everywhere. Teddington hit the ground running in the Prem, London Tigers (and the ageless Sami Haider) make an impressive statement in Div 3. Plus news of an interesting signing at Osterley.

Sonia takes Jarlath to the fabled Bushy Park while she visits London with Jessica Hull to prepare for the world indoor championships. They return to her house in Teddington and take dive into the most important run of the week - The Long Run. Sonia's Ten Mile Road Race takes place on the first weekend in April and today's episode is part of a four part mini-series as they prepare to enjoy the event together. Jarlath explains how he managed to break 20 and Sonia points out a few key lessons that all of our listeners can take from the experience. How long is too long for your weekly big run? How should you fuel up for it? What shoes should we wear? Is a walking break a bad idea? We also take a trip around the parishes and get in much greater detail on Patreon.com/irishmanabroad.    For more information on/to purchase the Irishman Running Abroad Singlet, click here: https://www.rwsports.ie/category/irishman-abroad-running-with-sonia-shop   To hear every episode in full and to gain access to the entire back-catalogue of over 600 Irishman Abroad episodes that are not available on iTunes for just the price of a pint every month visit www.patreon.com/irishmanabroad   Join our running event on strava.com/clubs/irishmanrunningabroad and help raise vitally needed funds for our chosen charity partner jigsaw.ie and all the work they do to support young people in Ireland. Why not join Jarlath in raising money for Jigsaw by signing up to the Irishman Abroad challenge over at https://www.idonate.ie/event/2576_.html   Supplementary research provided by John Meagher.   The Irishman Abroad Liveline is now open. You can now get in touch with us and feature on our shows by sending your WhatsApp voice note to 0044 7543 122 330. Why not pose a running question to Irish Olympic Legend Sonia O'Sullivan or ask our America Correspondent Marion McKeone her thoughts on a current talking point Stateside? Of course, if you have an issue with traffic or elephants on the loose in your area, Jarlath can do his best to sort that out too.   Our charity partner is jigsawonline.ie. In these tricky times, Jigsaw provides a range of resources, advice and care for your people to help them strengthen their mental health and the skills needed to navigate life. Please visit their website and consider making a donation.   For updates on future episodes and live shows follow @jarlath on Twitter, visit www.jigser.com or email the show directly on irishmanabroadpodcast@gmail.com.   Disclaimer: All materials contained within this podcast are copyright protected. Third party reuse and/or quotation in whole or in part is prohibited unless direct credit and/or hyperlink to the Irishman Abroad podcast is clearly and accurately provided.

#48 - Farmer florist Sarah Whiting shares her small business journey. After working for many years in the NHS, she took redundancy. And having always been a keen gardener, spent time in her garden. Then seven years ago, she decided to set up Nettlewood Flowers.Born in Australia, Sarah spent over 20 years in senior management in the NHS in the UK. On taking redundancy, she set up a consultancy business, but found it soul-less. So she decided to take some time off and having always grown flowers, set out a cutting garden. When she had surplus flowers, she began giving them to neighbours, asking for a donation for charity in exchange. Then having grown even more flowers, she sold them from her garden gate in Teddington, London. One day, she mentioned to her husband the possibility of turning her flower growing into a business. After having put together a business plan, she did some floristry courses and secured a work experience placement at The Real Flower Company. She then went on to work there part-time for two years, before leaving to concentrate solely on her business, Nettlewood Flowers.She talks about her move from London to East Sussex in December 2019, her why, the impact of the pandemic on her business, together with her plans for 2022. You'll also discover her practical tips, which I'm sure you'll find very inspiring. Listening to this episode, you'll hear how passionate Sarah is about her relationships with her clients in the floristry world and seeing how they use her flowers, which often have been featured in magazines. Show notes are available on the My Small Business & Me website: https://mysmallbusinessandme.com/episode48

Gerald Kersh Firstly, I need to thank Gavin Critchley who commissioned me to record this for his birthday in August and then very generously allowed me to broadcast it to you all on the podcast. Gerald Kersh was born in Teddington (just outside Central London) in 1912. He was born into a poor Jewish family and during his life had to turn his hand to many jobs to survive. These included being a cinema manager, body guard, cook in a fish and chip shop, French teacher, travelling salesman, night club bouncer and professional wrestler.  It is said he began to write when he was only eight and did all the other jobs to keep him going while he tried to make a living as a writer. His first book was autobiographical and a family member sued him for libel so he withdrew it. His third novel was his most famous one. This was Night And The City which was published in 1938 and made into a film twice. Robert de Niro played the main role in the 1992 film. Kersh joined the British Army during the Second World War and went into the Coldstream Guards but ended up working for the army film unit. He was discharged from the Army in 1943 after having both his legs broken in a bombing raid. While in France, after the liberation that many of his Jewish relatives had died in the Nazi concentration camps. Kersh wrote in a variety of genres after the war and he moved to the USA because he disliked the British tax system which he felt took too much money.  He became an American citizen in 1958. He died in New York in 1968. His biography on the Villancourt Books site states: Kersh was a larger than life figure, a big, heavy-set man with piercing black eyes and a fierce black beard, which led him to describe himself proudly as “villainous-looking.” His obituary recounts some of his eccentricities, such as tearing telephone books in two, uncapping beer bottles with his fingernails, bending dimes with his teeth, and ordering strange meals, like “anchovies and figs doused in brandy” for breakfast. Kersh lived the last several years of his life in the mountain community of Cragsmoor, in New York, and died at age 57 in 1968 of cancer of the throat. Whatever Happened to Corporal Cuckoo? This is a story of immortality. If we think of the alchemists who spent their lives, their fortunes, their reputation and their health to find the Elixir of Life and historical figures such as Emperor Rudolf II who, in Prague, funded lots of alchemists to produce such a tincture, then in Whatever Happened To Corporal Cuckoo, we see all of this is turned upon its head. Cuckoo gets the Elixir of Life by accident, it is invented by accident by the French surgeon who treats him. Ambroise Pare was a real military surgeon from this time. After becoming immortal, Cuckoo then spends the rest of eternity looking for get rich quick schemes in order to fund his buying what sounds like a low rent clip joint with girls and booze for low rent customers. He squanders every gift that eternity could have given him, not least by saving a little of his pay (and putting into attacker account as Warren Buffet would have you do). His answer when asked, is that he can't be anything other than he is. He will do what his character makes him do. This is his dharma. This Indian term means duty but has come in some circles in the West to mean that what you do and can do no other. I often reflect on this these days. Could I be anything other than I am? I think within a limited circle of actions I can change the way I am, but like Cuckoo that is severely limited by my circumstances and my physical, mental and temperamental make up. I ramble about this and more in the audio notes to this episode.  If You Appreciate The Work I've Put In Here Hate watching me? Listen to audio only versions of my podcast:   https://bit.ly/vurbl (https://bit.ly/vurbl) Get my audiobooks at an insane deal. London... Support this podcast

I think we owe it to our patients to a know some fundamentals of full arch implant Dentistry, even if you do not currently place or restore implants. Make a big cup of coffee because this is one of those longer episodes! I am joined by Restorative Specialist Dr. Harpal Chana to breakdown FP1 to RP5 and exactly what GDPs should know about full arch implant prostheses. https://youtu.be/QY_3SZKdc0U Check out this full episode on YouTube Protrusive Dental Pearl: Instead of booking patients for a ‘fit appointment' for crowns or bridges, rebrand it to ‘try-in appointment'. This takes the pressure off of you and your technician - in the small chance that things are not perfect, you can correct it and book their fit. If everything is good at the 'try-in' you can go ahead and fit your work definitively. It's just a good way to manage expectations and reduce the chance of disappointments and surprises. Need to Read it? Check out the Full Episode Transcript below! As Promised! Infographic summarising FP1 - RP5 classification In this episode we talked about: Dr Harpal Chana's journey to full arch dentistry 8:19The initial stages of full arch complex implant reconstruction 15:18What determines a terminal dentition? 23:52Implant Reconstruction Options for GDPs to know + Classification 31:03Difference between Implant retained and Implant Supported 37:10How many implants? 40:56Research about the quality of life that impacts clinician's decisions 48:40Learning how to place the first implant 56:56Advice for dentists who wants to learn implants 1:08:00 If you liked this episode, you will love to listen and learn about Implant Assessment for GDPs: from Space Requirement to Ridge Preservation Implant Overdenture and All-on-4 course Sponsored by Nobel Biocare 12-13th March 2022 at Elmfield House Dental Education, Teddington, London. Hosted by - Harpal Chana, Harjot Bansal, Pynadath George, Manish Patel, George Xirogiannis, Hannah YoungSummary: Beginners course for fixed and removable implant retained and supported bridges and dentures. Cover implant planning, bone grafting, prosthetic planning and execution, dealing with failures and maintenance of appliances and implants. Register your interest by emailing: info@elmfieldhousedental.co.uk Click below for full episode transcript: Opening Snippet: And one of the procedures they always used to make me do was to do a workup make them a new set of dentures. And it was interesting that half the patients I made new dentures for say, thank you very much. I don't need implants now. I'm actually quite happy with these. And they're much better than they were before. I really don't think I want implants. So okay, maybe a lot of these patients don't always need implants. They just need to have well fabricated dentures... Jaz's Introduction: FP1, FP2, FP3. Do you know what I'm talking about? No, I'm not talking about filtering facepieces ie FFP3 masks like we're all experts now on FFP2 masks and FFP3 masks, unfortunately, due to the COVID pandemic, but do you know what I mean, when in the context of implant restorations, what I mean by FP2 and FP3. Well, I'm embarrassed to say I had zero idea when it came to talking to our guest, Dr. Harpal Chana, who's a consultant restorative dentist, and the pinnacle of full arch implant prosthesis like this guy does some most complex work. The kind of work Harpal Chana does is based on referral work, complex full arch prosthesis work. So it's a great honor to have him on the show today. He is someone who I've looked up to for many years, like all the clinicians that I have on the show, I had a impromptu lunch with him in Pizza Express actually just behind his practice in Denton, when I was absolutely starstruck. I was like one year qualified, and that then I knew who he was and I knew he was about and I went to a few more of his study clubs in the local area, and he just has a brilliant clinician.

Email us: talk@richmond.gov.ukTweet us: @LBRUT For more information on the RNLI: RNLI - Royal National Lifeboat Institution - Saving Lives at SeaIf you need help with your mental health, here is a list of support services in Richmond upon Thames: Mental health support - London Borough of Richmond upon Thames

North Midd and Teddington level on points with Crouch End looking on with interest. Squeaky bum time for all concerned. Plus, who is going to represent the MCCL when they play Middlesex on 25-26 August? Sal and Dan run the rule over the contenders

Only six games finished in Week 15, but we move into the limited overs games with plenty of unsolved issues. Sal and Dan talk through the run ins and try to work out who's going up and down

The Port of London Authority are the custodians of the tidal Thames. Their operations cover 95 miles of the River Thames, from Teddington to the North Sea. They work to keep commercial and leisure users safe, protect and enhance the environment, and promote the use of the river for trade and travel. As a trust port, they have no shareholders and operate for the benefit of customers and stakeholders now and in the future. In this episode, Robin will share with us thoughts about refreshing their enduring organisational purpose to address emerging issues, the impact on CEO time of taking purpose seriously, and the implications of zero carbon on the largest port in the UK.

Rebecca Mills has a background in buying and retail for some big-name brands, yet when it came to running her own business she found it very different. In this episode, she talks about how different it is running her own brand and some of the common mistakes that it is easy to make when you love designing products! Discover: The challenges of developing a product for your own brand versus doing it for a big, corporate company 08:16 How to value engineer a product to make your prices work 08:54 Why Rebecca decided to make in the UK 11:29 Why Rebecca is using the words 'responsible' and 'transparent' rather than sustainable 13:20 The benefits of having a bricks and mortar store to gain valuable customer feedback 16:39 How working with Kate in her coaching programme has helped Rebecca to get clarity on her product range 20:30 How Rebecca has gained confidence in her brand message and being able to focus more on how she spends her time 23:26 Rebecca's advice for selling on marketplaces and how she's made it work for her business 31:04 More Rebecca J Mills Rebecca J Mills website Rebecca J Mills Instagram Design Pop Teddington Store > 141 Stanley Road, Teddington, TW11 8UF Apply for my live private training “The 3-part framework for developing profitable UK-made products with ease” – katehills.co.uk/application More Make it British Work with me -  find out how we can work together to build your British-made brand Make it British website Join Make it British -  become a member of our community Make it British Brands Directory - search for brands and manufacturers that make in the UK Manufacturers Directory - search for manufacturers that are verified members of Make it British Make it British Instagram

Today’s brilliant guest is journalist and author, Andy Bull, who has lived in London for the best part of 40 years. Author of two books about London, on today’s podcast we talk about Andy’s book: Secret Twickenham, Whitton, Teddington, and the Hamptons. Now I’m sure all of you will have heard of the Cavern Club in Liverpool where the Beatles made their name, but chances are you’ve never heard of the Eel Pie Island in Twickenham—which in the 60’s was a favorite spot for the likes of the Rolling Stones, David Bowie, and Rod Stewart to play. These parts of west London are home to many secrets and have many glorious stories to reveal, and Andy is the perfect host. Listen in as we dive into the Thames which was once full of salmon, eels, and trout—take a trip around Henry the VIII’s Hampton court palace, and wander around the film studios at Teddington, and the home of English rugby. This is Your London Legacy.   “The wonderful thing about London is anyone can be a Londoner, wherever you’re from, whatever your background, if you want to understand the values of London and respect London—you’re welcome.” 15:00   Once people started to get free time in the modern era of London, they began to spend it down by the river on the Thames. Centuries back it was a burgeoning hotspot of trade and recreation, and because of that there are a wealth of secrets and history in every bend and path along its shores. These secrets are the foundation for Andy’s book about Twickenham, Whitton, Teddington, and the Hamptons. He has curated a selection of them that he found most interesting—one of which deals with the music hotbed of Eel Pie Island. Eel Pie Island became a musical venue due to a man of the name Arthur Chisnall, a frustrated sociologist with an interest in youth subculture. He worked on creating a rundown hotel on this small spit of island in the middle of the river into a music venue. In coordinating with authorities, you needed a special Eel Pie Island passport to cross over on a rowboat and listen to the bands—something done to keep an eye on youth who might go off the rails. It was set up to encourage healthy community and creativity under the guise of being a rebel headquarters for upcoming musicians and one of the birthplaces of rock ‘n roll.   “What I aimed to do was pick out lesser known things—things which people who lived in those areas their whole lives might not know about, or aspects of those things they may not have known about.” 28:40 In the 18th and 19th century the market gardens covered about 40% of Twickenham and the Hamptons while employing around 15,000 people—essentially feeding London. The Thames back then was teeming with salmon and trout, but in time due to pollution the fish disappeared. This bothered a local angler who went on to pioneer fish farming (still a theory at this point), and in conjunction with the Thames conservancy, they released 200,000 small fish into the river after just five years. This technology was spread the help rivers all across the globe, all stemming from the Francis Fish Hatchery. These are but a few of the secrets Andy’s book holds and stand out as a testament for the rich history of London and the stories hiding in every nook and cranny. Links http://www.andybull.co.uk/ (AndyBull.co.uk) https://www.amazon.co.uk/gp/product/B08HDK3WH6/ref=dbs_a_def_rwt_bibl_vppi_i4 (Secret Twickenham, Whitton, Teddington, and the Hamptons) New Book – https://www.amazon.co.uk/-/en/Andy-Bull/dp/1912716194 (Pilgrim Pathways)     Support this podcast

In the first part of a 2 part special, I sit down with the CEO of Parkrun Nick Pearson. Parkrun started back in 2004 when 13 runners got together on a blustery day in Bushy Park, Teddington, UK. It's now an international family of over 3 million parkrunners (and counting). Nick joined the company in 2015 and has been an instrumental part of making the company a sustainable force for good. After hearing Nick's fascinating insights into the business of Parkrun be sure to head over to episode 2 with Dan Suher of Coros.

Our guest this week is former London Welsh, Wales and British & Irish Lions Centre, Rob Ackerman.  Born in Ebbw Vale from great rugby stock, he went to Christ College in Brecon before following in his fathers' footsteps and playing for Newport RFC. Within a year of making his senior debut he was capped by Wales for the centenary test vs New Zealand at the Arms Park as a raw 19 year old up against some greats of the game.  In the Summer of 1982, Rob decided to move to London Welsh as he was studying at St Mary's in Teddington and had a storming season, culminating with his selection for the Lions.  He had a great time in his four seasons at London Welsh, culminating in a Middlesex 7's victory at a full Twickenham and a losing appearance in the John Player Trophy Final in 1985.  He then played Rugby League for several years, before completing his training as a teacher and moving to the Southern Hemisphere to teach PE and to coach some of the future All Blacks.

A nossa entrevistada é psicóloga e há 17 anos vive em Londres, na Inglaterra. Depois de se formar em psicologia no Brasil, em 2004 ela decidiu passar uma temporada no exterior para estudar inglês, viajar pela Europa e acabou fixando residência na Inglaterra. Durante a nossa conversa ela nos contou sobre a sua mudança de País, falou sobre as suas viagens pela Europa, deu dicas de passeios e de pubs em Londres, revelou curiosidades sobre o chá das cinco e também compartilhou conosco as suas vivências e experiências de enfrentar a pandemia na Inglaterra. Imagine que a nossa entrevistada adora andar de bicicleta. Ela gosta de pedalar por vários quilômetros em passeios por pequenas estradas no interior da Inglaterra, até nos locais mais movimentados e famosos da região central de Londres. Nesta entrevista ela contou sobre as suas peladas e expedições. É muito legal. É com muita alegria que fazemos mais uma conexão internacional, desta vez entre Belo Horizonte e Teddington, distrito de Londres, para recebermos Juliana Hervey, a Ju, a Mãe da Pati e da Teresa, que eu sei, tem muitas histórias para contar. Acompanhe a entrevista! Entrevista realizada dia 15/01/2021

Linton A. Mohammed, Ph.D.Examinador de documentos forenses Diplomado: Junta Estadounidense de Examinadores de Documentos ForensesDiplomado en Examen de Documentos - Sociedad de Ciencias Forenses (Inglaterra) Sociedad Estadounidense de Examinadores de Documentos Cuestionados(Miembro y ex presidente) Academia Estadounidense de Ciencias Forenses (miembro) Linton A. Mohammed CURRICULUM VITAE EXPERIENCIA LABORAL Forensic Science Consultants, Inc., 01/2012 - presente San Francisco, CA Funciones: Examen de documentos forenses, testimonio pericial; investigación;administración. dba Rile, Hicks y Mohammed, examinadores de documentos forenses,10/2010 - 01/2012 Long Beach, CA; San Francisco, CA Funciones: Examen de documentos forenses, testimonio pericial; investigación;administración. Examinadores de documentos asociados de dba, 10/1997 - 09/2010 [con la aprobación del Departamento del Sheriff del Condado de San Diego] San Diego, CA Funciones: Examen forense de documentos, expertotestimonio; investigación; administración. Laboratorio Regional del Crimen del Departamento del Sheriff del Condado de San Diego, 08/1996 - 10/2010 San Diego, CA Examinador de documentos forenses senior, (2002 - 2010)Examinador de documentos forenses, (1996 - 2002)Deberes: Exámenes realizados en los casos más complejos que involucran: firmas,caligrafía, mecanografía, máquina de impresión, impresión comercial, fotocopias, manosellos, tinta, papel, impresiones dentadas, materiales de encuadernación; restauración ydesciframiento de alteraciones, borrados y borrados. Líder técnico - Sección de documentos cuestionados. Se brindó capacitación y tutoría a examinadores junior. Formador principal en ForenseExamen de documentos para Marie Durina (07 / 2003- 08/2006) y Brenda Lanners(10 / 2009-09/2010). Se brindó capacitación a investigadores y abogados.Proporcionó testimonio pericial en los tribunales de justicia. Realizó investigaciones, presentó resultados en conferencias de ciencias forenses ypublicado en revistas revisadas por pares. Elaboración y mantenimiento de los Manuales de Calidad de la Sección de Documentos Cuestionados.Supervisó el estado de acreditación ASCLD-LAB de la Sección de Documentos Cuestionados.Actuó como Capitán del equipo de auditoría o como parte de los equipos de auditoría según el Laboratorio.Protocolos de acreditación ASCLD-LAB. Participó en pruebas de aptitud. Laboratorio del Químico del Gobierno, 07/1993 - 07/1996 Teddington, Middlesex, Inglaterra Examinador de documentos forenses Instituto del Caribe de Investigaciones Forenses Ltd., 06/1992 - 07/1993 Examinador de documentos forensesTrinidad, Indias Occidentales Centro de Ciencias Forenses de Trinidad y Tobago, 01/1989 - 06/1992 Examinador de documentos forenses; Oficial de seguridadTrinidad, Indias Occidentales Centro de Ciencias Forenses de Trinidad y Tobago, 12/1986 - 12/1988 Químico 1 Programa de formación de dos años a tiempo completo en examen de documentos. (Diciembre de 1986-Diciembre de 1988) en el Centro de Ciencias Forenses de Trinidad y Tobago, Puerto España,Trinidad. Sr. Robert Fawcett (Sargento de Estado Mayor [jubilado], Royal Canadian MountedPolicía) llevó a cabo la capacitación, que incluyó el examen de: firmas,caligrafía, mecanografía, máquina de impresión, impresión comercial, fotocopias, manosellos, tinta, papel, impresiones dentadas, materiales de encuadernación; restauración de alteraciones,borrados y borrados, fotografías y testimonios en la corte. EDUCACIÓN Doctor. (Biociencias humanas) La Trobe University, Melbourne, Australia, 2012 Tesis: “Elucidating espacialy características dinámicas para discriminar entre el disfraz de firma ycomportamiento de falsificación de firmas " Supervisores: Assoc. Prof. Doug Rogers y Dr. Bryan Found Maestría en Ciencias Forenses Universidad Nacional, San Diego, CA, 2005 Licenciatura en Ciencias (General) [Honores] Universidad de las Indias Occidentales, San Agustín, Trinidad y Tobago, 1984 EXPERIENCIA EN LA ENSEÑANZA Universidad Estatal de Oklahoma, 2006 - presente:Profesor asistente adjunto Maestría en Administración de Ciencias Forenses y Certificado de Posgrado en CuestionadoDocumentos (programas en línea) o Curso de posgrado: Aspectos históricos de los documentos cuestionados (4 horas porsemana durante un semestre)o Curso de posgrado: Aspectos técnicos de los documentos cuestionados (4 horas porsemana durante un semestre). CERTIFICACIONES PROFESIONALES . Certificado de calificación en examen de documentos forenses (No. 298)American Board of Forensic Document Examiners, Inc., 1998 (re-certificadocada 5 años desde 1998 hasta la actualidad). . Diplomado en Examen de Documentos Sociedad colegiada de ciencias forenses, 1996 (recertificado cada 5 años desde 1996 hasta la actualidad). EXPERIENCIA DE TESTIMONIO Testificó más de 150 veces como testigo experto en el examen de documentos forenses enEstados Unidos (tribunales federales y estatales, deposiciones), Inglaterra (Tribunal Superior y Tribunal de Magistrados),y el Caribe (Tribunal Superior y Tribunal de Magistrados). Premios 2019: Premio Ordway Hilton - Academia Estadounidense de Ciencias Forenses cuestionadaSección de documentos (en reconocimiento a las contribuciones destacadas al documento forenseExamen). 2012: Premio New Horizon - Estadounidensedocumentos forenses "ciencias forenses" examen Examinador San "documentos cuestionados" Trinidad impresión testimonio "San Diego" Estadounidense "Indias Occidentales Centro" "brindó capacitación" Laboratorio

Between 2011 and 2013 a group of outdoor swimmers swam the 250 kilometer length of the non-tidal River Thames in stretches, starting at the source and ending in Teddington on the outskirts of London. The numbers varied from stretch to stretch, and the project took on a life of its own. Stanley Ulijaszek discusses this art-work-like swimming project with four of the founders of Swim the Thames.

New episode! We watched 2009’s Sherlock Holmes, starring Robert Downey, Jr. as the famous detective. We discuss the Guy Richie-ness of the film, weigh the balance between Hollywood blockbuster and Holmes adaptation, decide if the anachronisms are acceptable due to the bohemian-steampunkiness of it all, ponder the science vs. supernatural elements, and love that Holmes and Watson are basically an old married couple. Katy trash talks Murdoch Mysteries (with love), Carrie gives Tower Bridge a TripAdvisor review, Maddy has problems with Watson’s blood pressure assessments, and Mack wants to recast Irene Adler with Fran Drescher. We also discuss Holmes’ fanny pack (or bum bag if you’re British), decide whether the Kellogg company can appoint you as a Lord, wonder if we own enough robes and cloaks to constitute a cult, reminisce about working in a small town movie theater, and contemplate how scared we are of being known. This episode also includes a lecture on mudlarking, bad Porky Pig impressions, cocaine facts, and more! Give it a listen! (Also we promise no more Holmes for a while.) TW: serial murder of women briefly mentioned, hanging, alcohol and drug abuse, animal cruelty CORRECTIONS: --The rules for mudlarking on the Thames river have changed since Katy did it. Don’t try without getting a permit and researching first. Per the Port of London Authority, “Anyone searching the tidal Thames foreshore from Teddington to the Thames Barrier - in any way for any reason - must hold a current foreshore permit from the Port of London Authority. This includes all searching, metal detecting, ‘beachcombing’, scraping and digging.” It’s £85 per year or you can buy a single day permit for £40 that must be used within one month of purchase. See here for more details. --We know Fran Drescher is not from New Jersey. It was a joke. --Ok fine. Remote controls and radio waves were technically around in the 1890s. Per Wikipedia the first time something was wirelessly controlled from a distance was in 1894, and the first time radio waves were demonstrated was in 1895. But they were BRAND NEW and really only used by INVENTORS and not EVERYONE. --OK again. The US Secret Service was created in 1865. Wiki --Alphonse Bertillon didn’t use ear shapes exclusively regardless of what Katy said. He basically created the standardized mug shot, and applied the system of anthropometry as a way to track and ID criminals. It was more about skull measurements, proportions, and photos. Here’s his Wiki page. --The trench coat design was popularized for soldiers in WWI (literally a “trench” coat) but two different clothing manufacturers claim the initial invention, and one of them says it goes back to the 1850s. Here’s the Wiki. We couldn’t clarify whether leather would have been used in the 1890s but probably not; they were mostly for soldiers in the beginning and used things like gabardine.

Dan an Sal are joined by Teddington's Alasdair Pollock

Email us: talk@richmond.gov.ukTweet us: @LBRUT To find out more about the Landmark Arts Centre, click here: https://www.landmarkartscentre.org/To donate to the Landmark Arts Centre, click here: https://cafdonate.cafonline.org/12683#!/DonationDetailsTo find out more about the Orange Tree Theatre, click here: https://www.orangetreetheatre.co.uk/To donate to the Orange Tree Theatre, click here: https://www.orangetreetheatre.co.uk/support-us/donate-nowTo find out more about the arts and cultural activity happening in the borough, click here: http://www.artsrichmond.org.uk/whatson.php

This is Part Three of Three of the Thames Towpath Murders.Across May & June 1953, a violent serial rapist who would attack lone women in isolated spots in and around Teddington, and yet, going against his own method, that same man would rape and murder two young girls at the same time. But why?Murder Mile is researched, written and performed by Michael J Buchanan-Dunne of Murder Mile Walks with the main musical themes written and performed by Erik Stein and Jon Boux of Cult With No Name with additional music, as used under the Creative Commons License 4.0 (Attribution) via Free Music Archive and YouTube Music. A full listing of tracks used and a full transcript for each episode is listed here and a legal disclaimer.FOLLOW US HERE:FacebookTwitterInstagramMurder Mile Discussion GroupYoutubeSUPPORT THE PODCAST:Support us via PATREON.Buy Merch in THE SHOPFree Goodies HERE Support this show http://supporter.acast.com/murdermile. See acast.com/privacy for privacy and opt-out information.

This podcast is part of a series of case studies in which we speak to small business owners. Find out about the challenges and advantages of owning your own business, and pick up some advice on how to get started. Founded in 2008 by a small group of actors, The Bear Pit Theatre is a voluntary organisation based in Stratford-upon-Avon, Warwickshire. It aims to provide a venue for, and bring together, the different artistic and amateur groups in the town. Read the full case study here - www.gov.uk/government/case-stu…es/bear-pit-theatre   Transcript Jocelyn Keedwell : Hello and welcome to the latest case study podcast. I'm Jocelyn. I'm from the company's Health Communications team, and I'm here today at The Bear Pit theatre with Pamela Hicks, David Mears and David Derrington all directors. Hello all, thank you very much for letting us in. Just wondering if you can maybe tell me a little bit about The Bear Pit Theatre and how you guys started?   Pamela: David and I, we got together at the very beginning with another friend and the reason being that we feared that what is now the play house next door was going to be shut down. There was going to be nowhere for amateurs to perform in the Stratford-upon-Avon. So we set about  trying to find a venue.   David Mears: So that was in 2008. We started to have those conversations and ten years later we're here now in The Bear Pit Theatre. We felt it was really important that in a town that celebrates Shakespeare there should be a venue for local community groups and amateur theatre makers to produce work.   JK: So it was very much aimed at community groups and community theatre rather than some more established companies?    DM: Absolutely and before we started to find spaces and talk about setting up a venue we looked at lots of other community spaces. We did a tour all around London visited the Likes of Questers. We were very envious that the Talisman and The Priory theatre in Kenilworth had not one but two community-led venues. There's the Loft theatre in Lemmington and we're thinking well, hang on a minute. Why isn't there a community venue in Stratford-upon-Avon that's in the heart of Warwickshire?    CH:So you said your first formed in 2008.  Was it yourselves was there more people involved? Is it volunteer-based kind of thing?   David Derrington: It started with sort as they said with two things in mind really. One was to try and act as a sort of an embracing group for the other companies because we were all aware that all these people did not have a voice in Stratford. I mean so many of the theatres elsewhere are commissioned, run by, helped by local authorities and that sort of thing. In Stratford you've got the RSC. What else do you want? And so that was one of the things to try and do, to try and bring all these groups together. Perhaps we'll come back to that and the second thing was to find the theatre. That's sort of where we were.    CH: So the actual theatre is based at the back of the United Reformed Church here in Stratford. So how did you find that space?   P: We were introduced to the then Minister here who, actually I think is a great thespian. He couldn't wait to have this space filled with actors and so he showed us around and said well,  ‘'I'm happy that you get the opportunity to perform here”, at that time the church hall was being used for badminton and yoga and line dancing and goodness knows what, but he sort of allocated us long weekends, so that we can put on the shows.    CH: So how did you transition then from being a long weekend space to being sort of a fully functioning theatre that you've developed and you've refurbished and you put a lot of time and effort into?   DM: It became quite clear that we couldn't continue as we were doing because it was a lot of time to set it all up. We'd be building a rake for our audience to sit on, we'd be building a set and then we'd have to clear it in a matter of hours so badminton could play the following morning at 10 o'clock. So that was was quite hard. We had to sit down with the church and seriously talk about how we could progress this project in a more formal way rather than us just being seen as a hirer like any other user using that space.    CH: Did you speak to other community theatres or groups in the town, to get a bit of backing for this because you formed in 2008 and you didn't actually become a registered company until 2011 I believe. Those first couple of years  was that setting up, seeing how things went, what sort of models would be best for you.    DM: We looked at as I say the Questers. We looked at Kenalworth, Talisman, Loft company.    Pamela: Oh yes in Teddington there's a little theatre company who had actually got lottery funding and built themselves a theatre so we looked at all sorts of options and that took a lot of time and also trying to find somewhere in Stratford. We were looking at warehouses and it took a long time to do that. In the meantime, the groups interest was waning, they wanted somewhere to perform. They didn't really want to be involved in the setting up, so that left the onus with us.    DM: Yeah. They were quite happy to talk about building a space, finding a space, but when it came to actually running the space, finding money to do it, etc.  Everyone started to back off and thought well actually this is perhaps a bit too much for us? Etc. But we stuck with this.   CH: I was going to ask. What made you stick with it? Was it just a desire for it?   DD: I mean we felt there were a lot of diverse groups. So you've got actors, you've got music, you've got non-Performing Arts, painters and for instance the actors wanted the theatre, the painters wanted an exhibition space. All these sort of things were going on and we just couldn't do it all or find somewhere we could do it and we just got to a stage when we thought that let's forget that, let's find them a theatre space because we know that's what they want. And that's what we're good at.    P: we're all actors.    DM: So yes, we want to support the musicians. Yes, you want to support the Arts in terms of the artists and we still do that. In many other ways, but we thought how are we going to make a sustainable space, how we're going to raise money. Well, we can produce our own work, we can put on plays that's what we're good at doing so let's do that and let's focus our time on that and pull together a company of actors. A company to support what's happening in this building.    P: And that's been our policy from the start, that everything we earn is ploughed back in to the theatre.   CH: So was that maybe why you've registered to become a limited company? So you're a limited company by guarantee?    DD: Yes. We registered and we wanted to be a corporate. We realised we were going to deal with other companies. We were going to have creditors, debtor, as we're going to buy stuff, hire stuff. So we wanted to be a proper entity and that's why we became a limited company.   CH: Yeah, and you obviously also protected yourselves from liability.    DD:  Yes, protecting ourselves, rather than being a ‘hotch pot' of actors.   P: It also was necessary for the lease with the Church too.    DM: Yes, that was one of the stipulations.     CH: Okay. So it made sense to make that sort of business decision.    DD: Yeah, absolutely    CH: Because then you also registered about a year later as a charity.   DM: That's right. Yes.    DD: Well the other way around really. We registered first as Bear Pit Enterprises limited. That was when we were still looking at other groups, because obviously a social enterprise company has to be mindful of what's going on elsewhere, not just us. Then we decided that wasn't good, we couldn't really do that. We decided to change the name really to say what we do, we were a theatre and that was in 2013. Then in 2014, we registered as a charity.   CH: Yeah, and obviously because you were limited by guarantee you could register fairly easily because of the right company structure to be a charity.   DD: Quite easily yes.    DM: I think for all of us, it has been a learning curve as to how to register a company, how to approach the charity commission and so on and so forth. Just to take advantage of grants and other benefits that a limited company bring.    CH: Did you sort of get any guidance on that? Did you speak to an accountant or did you look at any sort of research online?    DD: Well, the other girl who started it with these two, her husband was an accountant. Still is an accounted for us now. So yes, we had that sort of guidance.    CH: Yeah, and you obviously are all volunteers. You obviously are aware of your responsibilities as directors, so, you know about annual accounts, confirmation statements,  charity commissioners accounts, but do you use an accountant do that for you?    DD: Yeah, mostly yes. The accounts are so complicated because we've got our set of accounts and the charity side seems to be a completely different set of accounts and we have to file them at different times.  So yes, the accountants are hugely important as far as we're concerned and we're quite a big business now. We're quite a complicated business.  There's a lot of stuff going on, so yes, we have an accountant to do all that. None of us are accountants.   P: And it was an advantage that he was already administering other little companies so he could advise us as well on how we want to go forward.    CH: So you've made a lot of changes at the theatre. You've obviously invested a lot of the profits that you've made from being a company back into the theatre.   DM: Everything.   CH: I've noticed that you've made a lot of refurbishments backstage. Have you been able to apply for grants and funding?   DM: The room that we're sitting at the moment was care of a grant so this was a ginormous open room, a rather cold room, and thanks to a grant we managed to put this mezzanine level in so we've got a dedicated dressing room space on the ground floor and then above us we've got our beautifully organised costume department so now we have the storage space up there to accommodate stuff which we didn't have before.   CH: So you've been able to improve space for your company and you have visiting companies here now too and not just your own?    DM: That's right.    DD: That's what its for of course, our own company benefits because we enjoy putting on plays but is hugely financially important to us to pay the rent so that we can have the others. It's lovely to hear them say every time they come ‘'Oh you've done this, this time''. Every year we've done something that's different.   CH: So there's how many directors for the company?   DD: Eight directors.    CH:  Do you have regular meetings to talk about the direction of the company?   DM: Yeah once a month and we are all sort of theoretically chosen because we've got something different to give.   CH: Yes. I was going to say so it's obviously changed over the years sort of different directors. So you just said it's your 10th anniversary this year. What would you say you're most proud of?   P: I think it's when we put on a production and this is very selfish, but when we put on a production, it's the fact that each time, we see people who come back and back and back. We've now got a very loyal following in the town and the neighbouring areas and it's just so thrilling to know that from nothing we've created this.     DM: We've welcomed thousands of people through the door every year now and loyal people that have come back to support our work and that's what's exciting.   CH: Yeah, and obviously a lot has changed.    DM: Well people know who the Bear Pit theatre is now. People know the brand, they know the logo and people will not book a show unless it says The Bear Pit.   DD:  That's not totally true, [laughing] but that can be edited.    CH: What would you say was the biggest challenge you faced in starting the company? So you've talked about the community sort of liking the idea of it, but maybe not necessarily being able to spare the time. Do you find volunteers? It can be a bit difficult work-life balance sometimes.   P: Hideously so.    DM: So yes, we are reliant on volunteers. We are reliant on Pam and David to do things but yeah, I mean without the volunteers doing all of the stuff that they do we wouldn't be where we are now.    P: And that is the hardest thing too, because it's asking an awful lot of people not just to come and I don't know manage the box office once every so often. We need people backstage to organise the costumes to you know just administrate the backstage.   DM: Yes. That's right. But everyone is important.   P: Absolutely, everyones job is important.    DM: It's making sure that everyone does feel important. That they are playing a part in making this building and what happens onstage, you know, good.    CH: Do you think that's what's been a really important is the goodwill of those volunteers and a passion and belief in the theatre? Because as you said you're actors and you have a love for theatre and you can't live in Stratford and not be aware of the theatre so that must have to come through in your day-to-day tasks and maybe when you're having a bit of a ‘'oh I've got to go and do the lighting rig today or something'' It must be that what carries you through it.    P: There's an awful lot of commitment from all those people and we've been very lucky in that we've just recently tapped into sixth formers who want to go on to do this as a career not just the acting but the sound and the lighting and we're very lucky.    CH: It's great. You've obviously got the college and you've got the high school and the grammar school nearby. Maybe sort of looking forward to future plans, do you think that's something you might want to see? What opportunities are there for them?    DM: This is something that we noticed when we did our investigations years ago, that Questers has a very unique relationship with the educational world and again, that could be a good way to go.    P: Yes, but when we have one or two, it's just an indication that it might become a trickle which is so lovely.   DM: We also have a lot of retirement homes in Stratford as well so again its very key, very important, always looking for new members.   CH: You're always looking for a new members, new writers, actors, performers?   DM: Always looking for new members.    CH: Well, It has been lovely to speak to you and to listen to your passion for what you do and you know and theatre obviously comes through. I want to wish the Bear Pit all the success in the future. Thank you ever so much for letting us in and talking to us.   DM: Thank you   CH: For anyone out there who may be interested in what we've been speaking about today. There's lots of guys guidance and information on our website, which is www.gov.uk/companieshouse. Thank you very much again and thank you for listening.  

With no play at Old Trafford, Simon Hughes visits his local cricket club in Teddington to see the amateur game back up and running See acast.com/privacy for privacy and opt-out information.

Liza Bird Burgess and LJ Lewis discuss a round of questions about the practicalities of the game. In this episode, they are with Wasps Ladies Director of Rugby, Giselle Mather.Giselle played for England, winning the 1994 World Cup. She then went onto coach England women’s development teams, before working with London Irish Academy and Teddington men, with great success. She is a trailblazer in women’s coaching and the first women's holder of a Level 4 coaching badge.In this episode, they discuss the following:How would you develop your players' ability to run/catch /pass and kick?What practices can you use to develop your players' ability to find/see space?Structure v Unstructured? How much structure would you want to give your team?What's the ideal recipe for a game plan? What factors do you need to consider?

Joining Nick for a delicious Cuaba Distinguidos, this week's guest is Ajay Patel of the luxurious new No.6 Cavendish Square and La Casa del Habano in Teddington. Over a long conversation, they discuss escaping Idi Amin in Uganda, early morning paper rounds, cigar beginnings, 30 years of marriage, chatting onstage with Fidel Castro, building a cigar lounge and a whole lot more. Happy Friday, folks!

Karen Wellman, the Vicar of St Mark's Teddington, reflects on the patronal saint of her parish on the eve of his Feast Day, April 25th.

This episode's guest is Matt Ballantine. Matt is a sociologist, blogger, podcaster, musician and technology aficionado. He is co-host of the popular WB-40 podcast which features conversations on how technology is changing how we work and his blog mmitII is an eclectic mix of pieces about technology, music, politics and his diary. He is a guest columnist for Forbes and CIO magazines, has an intriguing music project called 8-bars and was the one time creator of a virally successful comedy flow chart. Recorded in Launch Pod, Teddington, London.Support the show (https://www.patreon.com/stevexoh)

The River's Tale Prehistoric   Twenty bridges from Tower to Kew-- (Twenty bridges or twenty-two)-- Wanted to know what the River knew, For they were young and the Thames was old, And this is the tale that the River told:--   "I WALK my beat before London Town, Five hour up and seven down. Up I go till I end my run At Tide-end-town, which is Teddington. Down I come with the mud in my hands And plaster it over the Maplin Sands. But I'd have you know that these waters of mine Were once a branch of the River Rhine, When hundreds of miles to the East I went And England was joined to the Continent.   "I remember the bat-winged lizard-birds, The Age of Ice and the mammoth herds, And the giant tigers that stalked them down Through Regent's Park into Camden Town. And I remember like yesterday The earliest Cockney who came my way, When he pushed through the forest that lined the Strand, With paint on his face and a club in his hand. He was death to feather and fin and fur. He trapped my beavers at Westminster. He netted my salmon, he hunted my deer, He killed my heron off Lambeth Pier. He fought his neighbour with axes and swords, Flint or bronze, at my upper fords, While down at Greenwich, for slaves and tin, The tall Phoenician ships stole in. And North Sea war-boats, painted and gay, Flashed like dragon-flies, Erith way; And Norseman and Negro and Gaul and Greek Drank with the Britons in Barking Creek, And life was gay, and the world was new, And I was a mile across at Kew! But the Roman came with a heavy hand, And bridged and roaded and ruled the land, And the Roman left and the Danes blew in-- And that's where your history-books begin!"

In 1953 Teddington, England, was a town buzzing about the upcoming coronation of Elizabeth II. After the long hard years of World War II, the nation was looking forward to celebrating, and very few people in the charming town on the Thames realized a brutal rapist and murderer was on the loose. This is the story of the murder of 16 year old Barbara Songhurst and her best friend, 18 year old Christine Reed, the victims of the Towpath Murders.    

In 1953 Teddington, England, was a town buzzing about the upcoming coronation of Elizabeth II. After the long hard years of World War II, the nation was looking forward to celebrating, and very few people in the charming town on the Thames realized a brutal rapist and murderer was on the loose. This is the... Continue Reading →

An introduction to women's health physio with Mumma Physio. Discussing all things related to the female body during pregnancy and motherhood. What to expect, what's normal and acceptable and what is not. This podcast is well worth a listen if you are pregnant, or have recently had a baby.Its so common to experience hip pain or leakage, but what should we do about it?Claire Rutherford (aka Mumma Physio) is a chartered women’s health physiotherapist with over 16 years of clinical experience in the field working within the NHS and privately in London and Surrey. She is passionate about restoring optimal health and fitness in women during pregnancy, postnatally and beyond. Claire offers women’s health physiotherapy in clinic in Kingston as well as home visits in South West London and local (but not exclusively to) Kingston, Surbiton, Teddington, Richmond and the surrounding areas.

An insight into Wasps Ladies Director of Rugby, Giselle Mather’s coaching journey and her top tips and advice for coaching rugby.Giselle played for England, winning the 1994 World Cup. She then went onto coach England women's development teams, before working with London Irish Academy and Teddington mens, with great success.She is a trailblazer in women's coaching and the first holder of a Level 4 coaching badge.She talks aboutWhat she learned from the journeyHow she is herself and authentic is the way she deals with coachingHow she persuaded doubting men of her ability to coach"If you can it, you can be it""The revolution is on its way!"

HALLOOOHAPPY MADVENT! DAY THREEEEEE.....Three days in a a row. Three kings, Three little pigs, MADVENT and Hansen. All things that so far...come in threes. No pun intended. No pun written. OMG shutup Sarah.Hearty thank you's to Erika Sanderson for her voice acting advice at the end of this episode....and hope you enjoy the exercises and tongue twister - this time recommended by the wonderous Lara Deacon who you can see onstage in various places in and near Teddington and Chiswick Uk...huxxhas.As well as being one of the worlds most versatile and amazing actors on stage and more, Erica is in amazingly cool podcasts such as No Sleep, The Lift, Hidden Frequencies, Descendants and so much more! Find access to her works on her website here, and do go and heckle her on tour with the NO SLEEP crew in Europe in the new year. Info on the same website....I have put the transcript for the show onto my website www.sarahgoldingvoiceactorandmore.com as for whatever reason, they don't all fit on here - so rude!Truly hope you are enjoying these and completely steal alllll of the exercises and help others to enjoy. Please do share! If you would like to contribute to my creative output I would humbly appreciate your support on Kofi here or my Quirky Voices Patreon site here.Thank youp.I also run @audioauditions on twitter so look out for audio drama auditions there, am an admin on The Audio Drama Hub on Facebook, and can be contacted via quirkyvoices@gmail.com or on twitter @sarahofgolding @quirkyvoices.Do check out and subscribe to the FICTION PODCAST NEWSLETTER for auditions too!Hope all's well with you and you haven't been WHAMAGEDDON'D YET? I MEAN...I WAS OUT ON THE FIRST DAY....THE FIRSSSTT DAYYYY! What's that about? PS ALSO A SCRIPT WRITING COMPETITION OPPORTUNITY HEREHAVE A GO DOOOOOHappy voice acting allSARAHXSupport the show (https://www.patreon.com/QuirkyVoices)

MummaPod were delighted to speak all things Home birth with the head of the Kingston Homebirth team, midwife Frances Rivers.This podcast will give you loads of amazing amazing information and insight into how Home birth works and is well worth a listen if your pregnant and/or considering your birth options. Frances was also our very own home birth midwife in November 2018, when Molly arrived at home in Teddington. We personally cannot speak more highly about the Kingston Homebirth team.

Guest: Daniel Sanchez-Grant - Director, Strategic Sales @InVision (Formerly @LinkedIn, @Rungway, @CEB) Guest Background: Daniel Sanchez-Grant leads Strategic Sales at InVision ($350M Raised, $1.9B Valuation), the digital product design platform used to make the world's best customer experiences. He's part of the International Leadership Team responsible for growing InVision's business outside of North America, and leads a group of senior sales professionals who are fully distributed across Europe. Previous leadership experience includes launching a cloud technology business in the HR/Culture space called Rungway, as well as several years at LinkedIn (IPO, $27B Acquisition) from pre-IPO startup stage to the acquisition by Microsoft. Guest Links: LinkedIn | Twitter Episode Summary: In this episode, we cover:   - A Fully Remote Workforce - How to Recruit, Hire, Manage and Onboard Teams for Success - Building Great Cultures @InVision and @LinkedIn - Strategic Sales and Executive-level Meetings - Preparation and Execution Full Interview Transcript: Naber:  Hello friends around the world. My name is Brandon Naber. Welcome to the Naberhood, where we have switched on, fun discussions with some of the most brilliant, successful, experienced, talented and highly skilled Sales and Marketing minds on the planet, from the world's fastest growing companies. Enjoy! Naber:  Hey, hey, hey everybody. Today we've got Daniel Sanchez-Grant on the show, affectionately known as DSG. He leads strategic sales at InVision. InVision's raised $350 million in capital, worth $1.9 billion valuation - a Unicorn. They're a digital product design platform used to make the world's best customer experiences. He's part of the international leadership team there, responsible for growing InVision's business outside of North America, and he leads a group of senior sales pros, who are fully distributed across Europe. Previous leadership experience includes launching a cloud technology business and the HR/Culture space called Rungway as well as several years at LinkedIn, six years to be precise, where the IPO'd and were acquired by Microsoft for $27 billion in the acquisition. He was there for pre-IPO startup stage to the acquisition by Microsoft. Here we go.! Naber:  DSG! Awesome to have you on the show, man. Thank you so much for taking the time to come hang out with me for a little while. DSG:     Naber, always a pleasure. Looking forward to the conversation. Naber:  Cheers, buddy. You're coming from London today, is that correct? DSG:     That is correct, yeah, based out of the WeWork on Chauncery Lane. Naber:  Chauncery Lane - write it down, everybody. Put it on your Google Map. Naber:  it's hard to know with you. You are, you're everywhere. You are all over the place. When I'm looking at your Instagram or any of your social feeds, you're everywhere. So we'll talk about that in a little bit here. What I want to do is go into a little bit of your background, probably personally first, and then we'll jump into professional, and then we'll hop into some of your super powers and some of the things you've observed as well as lived and executed over multiple businesses and multiple roles. I think people really lucky to hear from you today, which is great. DSG:     Awesome. Naber:  Why don't we start with you growing up a little bit personally. So I know that you've been mostly London through and through, which is a bit ironic considering how much you are all over the world for snowboarding, traveling with family, traveling with the partner, traveling by yourself, traveling with friends, and with all the global businesses and roles you've had. It's pretty amazing that you've been almost always in London. Give us maybe five minutes or so on DSG, Daniel Sanchez-Grant was growing up, and what your childhood was like. DSG:     Sure. So, I guess come from an entrepreneurial background. My mum was very successful business woman. She setup a company in the recruitment industry, and went to build that during a time where recruitment, and particularly the agency market in the UK was a really successful industry. And so I grew up in an environment where a high work ethic, a successful achieving kind of environment. Two older sisters, who in their own right very successful individuals, doing different careers. And so grew up in-and-around London, actually from a place called Staines. It's probably most famous for Ali G, of all things. Naber:  A-mazing, a-mazing. Nothing could come out of your mouth that would make you more proud than that. He's unbelievable, unbelievable. He's an amazing set of characters, and he's an absolute genius for what he's been able to do. And the people he's able to get on this show - what's the email look like, or the message look like, that comes to get that level of success rate and conversion rate for getting those people in your show? It's unbelievable. DSG:     Yeah. He's he's definitely become synonymous with the place that I grew up, so, that's quite funny. But, so look, spent a bunch of time there. Left school, relatively young, and joined the family business and spent four years in that business. joined with the idea of being there for a couple of weeks to help out during the summer, and fell in love with the whole environment. And four years later was still there and going strong. And so I think that was a huge part of shaping my professional perspective, and work ethic, and just loved being in a entrepreneurial environment and building companies. And so yeah, that was a lot of fun. Naber:  And what were your set of responsibilities in that business? DSG:     I think, to be honest, there wasn't anything, there wasn't...when you're building a company of that stage, when I joined it was four people in a branch environment in a place called Teddington. So, you don't really have a set of responsibilities, right? whether it's fixing the printer, or going and covering a temporary assignment on reception for one of your clients. The role was so varied from that point of view and therefore it just gives you a flavor of all aspects of business - from payroll, to customer service, to candidate management, business development. From that point of view, it was super fun. So in the early favor I was 17, totally clueless, probably more of a hindrance than a help to a lot of the talented people I worked with during my time. But, I got exposure to different ways of working. And that was just a small group, but such a talented, diverse group within that environment. Such different styles amongst the three or four consultants that we started with that, as an early career professional, just really inspiring and energizing exposure at a young age. So, how to run a business, how to service as costumers, how to think about building teams and a great culture. It was a lot of fun. So yeah, that was the early parts of my four years there. And I look back with nothing but fond memories of that experience. And I think also, it being a family thing, I think it brings a different level of purpose to the feeling that you get from building stuff and accomplishing things on a day-to-day basis. I think that's hard to replicate in other types of environments. Naber:  Yup. And that was LPR, correct? DSG:     Yeah, it was a Litchfield's Personnel and Recruitment, it was called. It started in Teddington, and then grew to be multiple branches, and 20 to 30 full time staff at one point, and hundreds of people working on a temporary basis. So yeah, that was a fun ride. Naber:  And you went through the roles and ranks to General Manager that business, is that correct? DSG:     Yeah. My mum, at the time, got to the point where she'd stepped back from the business. It was doing really well and had gone into an early retirement, and me and a bunch of people were running and different branches, different customers at that time. And so yeah, it was exciting...Got to a point where I was fairly integral into the running of that company, and obviously at 20, 21 years old, that's a lot of really good experiences quite early into how to drive a company, how to make sure that people are happy, and all of that good stuff. Naber:  I want to go off the script from some of these tech businesses that you've worked for, to talk about this just for a minute. So as a young professional...there's a lot of young managers in tech companies and a lot of young leaders in tech companies because, oftentimes, they'll promote internally, or for a lot of reasons. Sometimes that's just what they've always done. Sometimes it's because of speed. Sometimes it's because they have brilliant people, and they're just the best people for that role. But there's a lot of young leaders and young managers. For someone that is a young manager, a young leader, that is either managing or leading people that are older than them, or more experienced than them - that sounds something you had to do when you're relatively young. Is there any sort of mindset, or way that you think about, or set of advice that you've given to other people that are in the same scenario so that they can alleviate confidence concerns or not overthink it? Any advice or mindset that you can deliver to folks that are in that same scenario? DSG:     Yeah, so I think the first thing is that it's totally okay not to have all the answers, right? If I think about all of the teams that I have and have managed, the best teams, I'm surrounded by people even today who are much better than me at a whole bunch of things, and I love that. And so I think, just firstly, acknowledging that you're always going to be running teams where there's people who have a different point of view, more experience, a better skillset. And I think it's really about embracing that and not being afraid of it. And so, I guess that first thing is like, that's okay, and think about what it is that you do really well and play to those strengths. And then think about what, how do you harness the skills of others around you to make sure that you're benefiting from that collective experience. So yeah, I'd say that would be one of the core things for me. And also just embracing the fact that you're always, if you're going to build great teams, you're going to be surrounded by people that all the time. And that's something to be excited about, not afraid of. Naber:  Yeah, good point. I mean, you're just constantly working with inspiring people that you'd love to learn from - on the left of you and on the right of you - that's a really good thing to keep in mind. Especially the fastest growing businesses in the world, the people working at those businesses the people listening on this podcast, people that aspire to go to those businesses. It's just going to continue to happen. It's not slowing down, no matter how old or experienced you get. You're exactly right. That makes sense. DSG:     Totally. And I also think just because someone's on your team, be vulnerable, right? If there's something that they do really, really well, it doesn't mean you can't go and talk to them about how they do it and what they've done to improve that skill. And showing that interest, and recognizing what someone is really strong at, then using that as a conversation to help me improve on this thing, I think can be a really great experience when you're managing people, and definitely brings those two individuals having that type of engagement much closer together. Naber:  Yeah, totally. I've got a bunch of things I wanted to get to, so we can get into CEB, but one more question on that. Is there any way that you found that you've been able to facilitate one person learning really well from another, either as they come onboard into the organization, or so that your team is learning from each other, or teams that you're managing are learning from other teams you're not managing. Is there any way you found to be able to facilitate that, or processes you've been able to put in place in order to make sure happens? DSG:     Yeah, sure. So I guess, if you think about InVision at the moment, we're growing really fast, right? So in the last two years in our international business, we've added 60 people across a whole range of different roles and levels as we've grown. That's a really exciting environment to be in when you're bringing on great people. And then you try to think about how, particularly in a fully distributed, remote environment - how do you ensure every individual that starts that they're setup for success. And so, we've learned a whole bunch of things over the last two years, definitely made some mistakes on that journey, but one of the things that we've really focused on is that onboarding experience. What are the steps in a remote environment that are required for someone to get up to speed in their role as quickly as possible? What are the tools they need? What are the skills and knowledge that we need to be able to provide them with? How do we, in this distributed, unique environment, how do, we get that to them as quickly as possible. And so, we spent a whole bunch of time talking to people that had gone through the process, and we built a fairly comprehensive 30-60-90 day checklist - where we detail out in week one, here's all the people that you need to speak to. Here are your buddies across different functions. Here are the tools that you need to embrace. And really tried to create a framework, so that in that first 90 days there's real transparency around the people that you need to have relationships with, the tools, and then the processes. And we found with a tool like that, where the manager and whomever it is that is joining are working through it in a fairly systematic way, we can just ensure that people have connections in to the things that can help them be successful in their role. Naber:  And obviously we're tweaking and changing this all the time because the business is just so rapidly changing. But that's probably been one way - create transparency around the leading indicators that are going to make someone successful, and then the relationships that people need within that. So that would be one example. Then I'd say one other example - how do you drive collaboration amongst a remote team? Just because we're remote doesn't mean that we don't care about things culture, and learning, and self improvement, and development. So we're really heavily invested in ways in which we can continuously bring the teams together, not just remotely, but in person, and what do those engagements look, and how do we orientate those agendas around specific things going on in the business that are going to enable these people to be more successful. So it's an ongoing process, but fascinating to do it in an organization that one, is so rapidly growing, but two, doing it, in a fully distributed and remote all over the world. Naber:  Yeah, it's unbelievable. I mean, you guys are the largest distributed remote workforce on the planet - at least for fast growing tech businesses, if not for almost everybody. It's pretty unbelievable what you guys have been able to build. I love the gold that just came out of your mouth for the prescriptive-ness or the prescript-ivity, if you will. I don't even know if that's a word, but I made it up. But the prescriptiveness, that you get down to the details on the first 30 days, first week, you know, who to talk to, conversations to be having, relationships to be having, tools, process, etc. I think that's great for a lot of people to hear, especially those listening on these conversations, because, I think too many people overlook the onboarding experience as an opportunity to not just check boxes and get them access to tools, and email, and hardware, and maybe a buddy here, or a conversation, or a mentor there. It just got to be extremely prescriptive, especially in remote or decentralize environments, like tech businesses are always in. And I think that gold just came out of your mouth is really valuable for all these tech businesses that are out there. It's great. Thanks so much DSG. Let's move on to CEB. So you went from, you went from LPR to CEB. Tell us about that jump and tell us about what you're up to there. DSG:     Yeah, sure. So, CEB was actually SHL at the time, which were a talent management, technology services provider. They specialized in psychometric assessments. So, ability tests, metric tests, and they were actually one of my customers at LPR at the time. And so we were recruiting for salespeople, who, interestingly had a psychology background. This was an organization that was a leading...a market leader in occupational psychology, and how to really get the best of your talent across the entire lifecycle of an employee. I was really fascinated by them at the time because I'd spent four years in this recruitment market place trying to find companies, just great people at great companies. And what SHL really specialized in is how do you bring science to that process, and give companies the tools that enable you to identify behavioral traits, and preferences, and strengths and weaknesses. And as I got to know them as a customer, I was at this interesting crossroads in my career where I've been working with the family business for four years. I was 17 when I started, four years later, do I want to be running this forever? Or are other things that I need to go and do to test myself, expand my skills. As you can imagine, my mom is still one of my closest friends and mentors, but tough conversations have with someone who I can imagine on a selfish level, it's like, "I don't want you to go". But then obviously as her son was super supportive in me progressing and exploring my career. And so joined SHL in an inside sales role and progressed fairly quickly into Enterprise, field-based sales for them working with large, FTSE 100 companies and helping them with things leadership development, and employee development, talent management, recruitment and how they used assessments and services as part of that mix. Really great experience, and one thing I really took from there is value-based selling. How to really orientate your conversation around the customer and the challenges that they face, and how to build more solution orientated-type agreements. So yeah, it was an awesome experience with some really good people that I'm still in touch with today. And yeah, it was a super tough decision to leave that to be honest. Naber:  Yeah, I bet. SHL is an awesome business, and becoming part of CEB made them even stronger as well. You have so many good experiences it sounds within that particular role, when you move to LinkedIn, tell us about that jump. DSG:     Yeah, it was interesting. So I was, let's see, at Wembley Football Stadium for an event that I think an applicant tracking system provider was running. I was there in an SHL capacity with clients. Great day. I was actually sent there as a development opportunity, and I just remember the overall content of the speakers was great. But at the end of the day, a chap called Ariel Eckstein did a keynote at the time - I think it was 2010 - on this platform called LinkedIn. Naber:  That's so early, so early. DSG:     Yeah, it was,. It was new at the time, and I think social media, still back then, was a that little bit misunderstood, particularly in businesses. Everyone was like, how do we understand social media? And so, Ariel did this talk and what they were doing, and I think they've hit 50 million Members maybe at that point in time. And just this rocket ship growth, and how they were thinking about the role of something like LinkedIn in the talent marketplaces. It orientates it's professionals and networking. And I just left, totally inspired. It was a 40-minute talk. I was like, this is incredible. And just started hitting up everyone on LinkedIn I could find that worked at LinkedIn, and met a guy called Pat Traynor. And yeah, the rest is history to be honest. So I wasn't, it was one of these things where I wasn't looking to leave SHL, but the LinkedIn message was so compelling that I wanted to find out more. And again, when the offer came, it was a tough decision to make because I had so many good relationships at that company, and everyone was like, yeah, social media and LinkedIn, it's a fad. We're not sure. And it sends shivers down my spine to think that I may not have taken that role when I did, given the the experience I had there over six years and how many great people that I met. And so yeah, just one of these things I want to take a punt on. And yeah, thankfully it turned out in a really good way. Naber:  So you moved into, that's a great story, you moved into the Senior Enterprise Relationship Manager role looking after a bunch of customers around Europe, Middle East and Africa. Is that correct? DSG:     Yeah, back then the London hub was the EMEA presence, and I moved into a Relationship Manager role, and it was a new role. LinkedIn had just started to specialize away from these hybrid-type, customer-sales professionals to a more new business, relationship management, customer success type motion. And I went in at a relationship management level, and we were still trying to figure out the playbook for it and what that looked like. And it was fun, but it was chaos at the time, right. Hundreds of customers, no real process, but just a great environment to be in as we figured that stuff out, and new products coming to market, and working through some of those challenges. Yeah, it was fun. Naber:  Awesome. So I'm going to look at LinkedIn as a whole experience before you jump into the Manager, Global Accounts & Head of Relationship Management scope that you had. Because there's a link between, no pun intended, but there's a link between the businesses that you've been across at LPR, CEB, LinkedIn, Rungway and InVision. The businesses you've been across to been at extraordinarily different phases of the development & growth of that particular business. I want to separate two things right now and ask you about them, because I think these are two of your superpowers, and you've had a ton of exposure that other people can learn from. I want to separate two things - building great cultures, and building & retaining world-class talent and great teams. Naber:  So let's talk about building great cultures. How do you think about building...because when you moved to LinkedIn, that exposure you had to those cultures, same thing at InVision - I don't know about Rungway culture,, but I do know about CEB's culture - you've had exposure now to so many great high performing cultures of some of the fastest growing businesses in the world. How do you think about building culture? Maybe a set of principles, or a framework that you use, or at least what's your mindset and then I can dive into that a little bit. DSG:     Sure. I guess, if I think about LinkedIn, Rungway, and InVision - the common theme across all of them is just the purpose in those businesses, right? LinkedIn - connecting professionals to opportunity. I think 600 million people on that platform. The mission that they're sort of living every day, it's great. Rungway's mission - really powerful around, leveling the playing field for people in enterprises and giving people a voice on sensitive topics and access to mentorship, irrespective of what you look or sound, in quite hierarchical cultures. And then InVision - just this really powerful platform that's disrupting the way companies think about digital experiences, right? Every company in the world today is arguably a digital product company. Whether you're in pharmaceutical or automotive, or finance. The user experience now via screens is a huge differentiator for businesses and how they think about reorientating what they're doing, given the competitive landscape. DSG:     All of these companies had great missions, but I think about the culture in these different phases and really tying that to what you're trying to understand or achieve as a business. So if you think about InVision at the moment, we've got this really exciting products used by 5 million designers around the world, from some of the biggest companies - 100% of the fortune 100 - but we're still building in international, right? That's a lot of great things. But there's also challenging things that come with growing a team at breakneck speed, and adding people and changing process constantly. And so, I think when you think about culture, you've got to pull in the context of where you're at as a company. And really think about defining that with clear vocabulary, so that people can understand what it is the culture represents and the types of behaviors that are going to help you succeed as a business. DSG:     At InVision we've gone through a company-wide exercise of codifying the values and making sure that that's integrated into how we define what it means to be at InVision and the types of things that are gonna help you be great. And we've gone as far as building that into how we do employee engagement, and how we coach people and how we celebrate people. And so I would say like, creating a vocabulary around the culture and the values is huge. Engage your teams, talk to your business stakeholders, find out what it is you're trying to achieve as a company, and then use that context to define a set of language that people can really internalize and understand. And then think of ways in which you can bring that into everything you do. This can't happen in a vacuum. Too many companies stick values up on the wall, and they're great, but no one remembers what they are. And so I think these businesses, like LinkedIn, like Rungway, like InVision, in my experience, have all done a really good job of understanding the power of culture and creating an environment where people can understand it, and thrive in it, and contribute to it. I think that's an important part. Obviously lots of learnings through those, like InVision, we've grown so quickly, we haven't gotten it all right over the last couple of years. But as you go through these mistakes, you learn, and you try and improve. And we've just got some great people here trying to figure this stuff out. Naber:  That's great. So when you're thinking about...you mentioned defining, put together a set of language that's common across the organization and applying that to everything that you do. That sounds, both intuitive and maybe not intuitive at the same time, but those are the steps in the elements that you think are very important within building that culture. Do you have any foundational things that managers and leaders need to do in order to proliferate that language and proliferate the documentation, or the definitions you've put together for what the culture is, and how to bring that to the people within their teams? DSG:     100%. Yes. I think the documentation is really clear, like clear definitions and as many examples that you can bring to what it means, that that are real life examples of people who are living certain behaviors all the time, right? And so how then you bring that into all aspects of when you're recruiting people. Are you identifying those types of behavioral policies in the people that you're interviewing, and how are you doing that, and how can you make sure that that's consistent right through your hiring. Because again, InVision's a great business and we're growing quickly, but it's not great for everyone, right? As sales professionals, we're at a stage where we're growing a pace where things break all the time, and you've got to embrace and love fixing that, and building process, and establishing the fundamentals of the company, not just the selling part. And so how we make sure that as part of our values and how we interview, we identify people who perhaps have got brilliant talent and skill on the sales process, but perhaps aren't quite ready for the stage that we're at as a company where there's a build component too. That's really important. We need to set clear expectations with people coming into this company that there's so much that's good, but there's also some challenging stuff. And if you're not the type of person that wants to thrive in an environment where you're having to build things as you go, and develop process, and help contribute to the sort of foundational things that are going to help InVision grow in international - it's not going to be a great fit, and you're not going to enjoy our culture. But people that look at it and say like, that's exactly where I want to be and I want to have an impact beyond simply the sale, that can obviously be quite exciting for some types of people. So yeah, document it, define it, integrate it into the types of people that you're looking to recruit, and then also set a standard for what great looks in your company too. How are people developing themselves against those examples? How do we celebrate them in one-to-ones...it's got to be throughout everything, right? And if there are people living certain characteristics everyday, as a leadership team and as peers, we've got to create environments for them to celebrate and recognize each other for those because it's those types of things, I think, that just add to the quality of what we're doing culturally, everyday. Naber:  So you've inched into, thank you for doing my job for me, inched into the land of the other two things. Remember I said I want to separate two things, one culture building. And that was an excellent answer with a bunch of specifics around steps and different pieces that people can use within the organization to then build up a great culture. Let's move over to team building. You mentioned, all the way down to interviewing, evaluating talent based on the different language and specific pieces of your culture you want to bring into the organization as well as develop. So when you're thinking about building great teams, what fundamental common things have you seen or executed - because I know you've executed these at both LinkedIn and InVision - what common things have you seen between LinkedIn and InVision that they do extremely well with building great teams and building high performing teams? DSG:     So I'd say, both organizations do a really strong job of standing, what it is that they're offering, right? What's the value proposition to an employee joining LinkedIn? And in the same vein, what is it at InVision? Obviously their two distinctly different organizations, and those things will look different, but you've got to understand what is it that you're offering. All of the great things, but also then you've got to be super clear on all of the challenges too, and make sure that as you're taking someone through a hiring process, if they arrive on day one, what they get in the hiring process is exactly what they feel and expected and in that one experience. So I think both companies do a really good job of understanding that a little bit in the context of where they are. And again, we've made mistakes, over the last couple of years, built the team really quick. There's definitely things that we've learned over that process, but we've got to make sure that when we're looking for people, the types of people that we hire are going to thrive and love what it is that we have to offer, and that people that understand it and choose to opt out, that's completely cool as well. And so I think definitely, some pieces there. And then I think InVision, and to a certain extent, I think LinkedIn did this well, how do you bring your teams into that process too, and give people a feel beyond, say a hiring manager, of the different types of individuals? InVision's got some really strong individuals in our teams and they play a big part in our hiring process. if I think about the last few hires that I've made, part of the feedback that we got from them, is they loved the sessions they got with people on my team. And that was a real opportunity for them to dig in on what it's really like. I think bringing your employees into that experience and giving candidates that perspective through someone on the team's experiences is another powerful tool for telling that story. Naber:  Yeah. Let's actually pause on that for a minute in drill into a little bit more. How does that work? How are you bringing the team in, what's the process, or how are you bringing your teammates into that mutual two-way evaluation process as they're evaluating the candidate and the candidate evaluating what it's actually to be in that role as well as the culture of the business. How are you actually doing that in the candidate experience? DSG:     Yeah, definitely. So I guess, we have set criteria through the process that we're interviewing people against. So let's say a candidate gets to a stage where I've had a couple of conversations and they're doing really strong, but there's an area that I'd love us to continue to dig in on. I'd provide that framework to someone on my team - give them all of the notes, the context - and they would then be equipped to go and have that conversation. But there would also be a flavor of like, this is a two way process, and I'm always pushing on candidates to own this experience a little bit too. Like, we can do what we can to share our perspectives, but they should be interviewing us as well. And I want candidates coming in eyes wide open to all of the great things and all of the challenges that we face. And I think setting those expectations and creating a framework for people to have them is a great way just to be transparent, and give the team access to the types of people I'm speaking to. And there's nothing better than an individual in the team coming back and saying - this person was absolute an rockstar, and having that cultural validation from other people too. Naber:  I love how you bring your team into it so explicitly. You've mentioned multiple times something around the candidate choosing just as much as the company's choosing. And I've seen a couple of the things that you've written about, and you're talking about that two way experience and the choices on both sides - the candidates have the power, the company has the power. Reminding themselves that mutual evaluation process is extremely important. You write about that, I think in one of your LinkedIn articles as well. When you're going through that process, what explicit questions or types of examples are you using or asking for to help the candidate evaluate whether or not they are right for the stage of business? Like you said, InVision's of kickass set of products, company, great people, great culture, really fast growing, raised a bunch of cash, high valuation. On paper, it's a badass opportunity. At the same time, it's just not right for people, you said at the, at different phases of a business because some people just aren't ready for that, or they wouldn't thrive in that environment. How are you asking questions or what types of questions or examples you trying to get to make sure the candidate can make that evaluation themselves? DSG:     Great question. I guess just speaking openly about some of the specific challenges, right? If I think about our sales process here, the designer is so important in our company. The role of design in businesses, we want to elevate that voice, and we see the role of design and having more and more strategic influence in an organization, in terms of when an organization gets it right it's driving true business outcomes. And so the designer is everything for us. But that's just one stakeholder and several that we have to work through. And our process, beyond simply a champion in design, also we'll have a security component, and a data privacy component, and the legal components, the sales process can be long and complex. And then there are some of the cultural norms. In Germany for example, cloud is still in new and challenging technology for a lot of big businesses. And so some of our sales cycles in those markets take a lot longer, and therefore the resilience to work through that time, but also the discipline to manage the process and the stakeholders step by step and do all of those leading indicators up until the point that we're able to work on a partnership with the customer and sign that off - those are certain qualities that not every cell's environment will have. And I think the more that you can be specific about those types of things and look for evidence and examples of someone being able to work through that in what they've done historically, but also thrive and enjoy that type of thing versus other sales cycles that might have fewer stakeholders and the less complicated paper process. And so I think the more that you can be specific on examples in your process and bring that to life for an individual...I'm always looking for people to opt in, sell them a little bit against it where the fight is, like, this sounds exactly what I'm looking for rather than overselling too much, and finding that some of this stuff becomes a shock to people. Naber:  Great tactic. I love that. When you were at Rungway and and when you were at LPR, when you don't have a brand behind you, and you're still a small business or even if you're really high growth business that's really great at what they do in tech, you are still an unknown quantity or an unknown entity to so many people, that you don't have the brand out there that says, come to us. We're going to attract people right away. So I think it's extremely important to remember when you don't have a brand that you still need...because your conversion rates at the back end and the middle end of the funnel for companies that have great employment value propositions and great employment brands like InVision or LinkedIn, those conversion rates are so much higher than a startup or or a midsize tech business. So I think that small and midsize tech businesses find it extremely hard to play the devil's advocate you just mentioned within the candidate interviewing and recruitment process to make sure that they're telling them transparently - these are the things that aren't rosy all the time, or these are the things that are really challenging that you may find difficult. I think it's even more important in those small midsize businesses when you don't have that brand equity, when it's really scary to do it, because you want to attract the best people and you're scared of someone looking in and seeing all those blemishes, if you will. I think it's even more important to do that. So I think that using that at InVision, using that at LinkedIn as a way to get candidates to, self identify the right opportunity, is is amazing that you guys do it, number one. Number two, I love the examples you used. Especially in different environments, different stages of disruption in the adoption for cloud based technology, as an example. And Germany versus the UK, as an example. I think those are great, nice examples. Solid. Thanks man. Naber:  Last couple things here, then we'll hop into some rapid fire questions. There's two more things that I want to specifically discuss. One is around building and reengineering a sales process so that it matches a customer facing, customer focus versus an internal focus. I think that you've gone through, in all likelihood in two different businesses both at LinkedIn and then maybe even more explicitly at InVision, where you've gone through a process of reevaluating and reengineering some of that sales process. What would you say to people that are trying to build a customer focused sales process and experience you've had engineering one towards that versus, focusing on yourself and your own internal process? DSG:     I think, if I take the InVision experience...InVision, has this really powerful brand in design, we love the designe. We spend a huge amount of time going beyond our product to thinking about how do we drive value in the community and the elevate this new growing community in businesses where designers now are differentiators for them. And so, if I think about that community piece, and we do things design leadership forum, which is a community for design leaders where we've got a thousand people around the world that we bring together for these intimate dinners. And it's about networking and it's completely tool agnostic, but it's like how do we create a platform for people that are going through rapid change in their organization where there's not a playbook for the type of growth that they're experiencing, the number of products they're having to design for, the number of stakeholders that are having to collaborate with. And so I guess the first piece is, how as a company do you recognize that you've got to drive value into the community that you serve beyond the products. To help just elevate the overall category and create best practice sharing and knowledge. So there's a piece around just making sure that you're heavily invested in that. And it's really inspiring to work at InVision because the content that we produce and the investment that we make into helping these individuals, and develop these new playbooks, and scale their design teams, and share that best practice - that helps. And I think from a sales process point of view, because the product is so strong and that we started as this self service business where, 5 million people sign up to InVision and now I use it to collaborate design ideas and stake holders, a lot of the conversations sometimes in the earlier phase would start at that product and feature level. And so one thing that we did to help in that early phase of the process was we've developed something called, we call it a value pyramid. Essentially it's just a research framework that starts at the company's most strategic goal, breaks down what their strategic objectives are and challenges, and then ways in which we can create value for that. It's an executive summary slide, and it's really just a framework for researching what's this company talking about online that relates to digital and trends impacting their company, and how can we start every single conversation with a customer around those types of topics as part of the agenda, so that we're not being pulled straight into the products and features piece, but more into how what we do impacts real strategic business outcomes. DSG:     And so that's one thing that's really helped us elevate our conversations beyond the products, which is important and we want to do, but connects us more to what a company is actually facing in their organization. And how does design play a role in fixing some of those things? That would be one example. Another is how do you then design processes outside of the design persona for us also to create value, right? We have more engineers on the InVision platform now than designers because so much of what's getting created in companies is this design idea that needs to be socialized across so many different business functions. Engineering being one, business stakeholders, legal, compliance, marketing. How do you get as many people involved around the design idea as early in the process so the end outcome is that much better. So for us, it's how do we go to different types of personas and have that value based conversation as well, outside of design, so that we can speak to the value of this operating system for all of that digital product, design, etc. And so lots of work around that. And the final thing, we've developed a customer business review framework, which is really a template for ensuring that in our existing customers we're sitting down at least once a quarter and having a conversation about what's new in their organization, what challenges they're facing as a function, and how we can bring value through the different things that we do. And so, I think these types of tools just give our customer teams, more ammunition to spend more time on the customer than they do on features and our products, etc. Naber:  Hey, one quick question to dive into a bit of detail on your review documents that you have with the customer. You've done so many of these with executives both at LinkedIn and at InVision, as an individual you have done so many, I know your team has too. Can you talk a little bit about what that document looks like? Either the length of it or the summary of what's in it, just so people get a sense for what you're including in that presentation or that document. DSG:     Sure. Yeah. I guess, before even getting to the documents, so much of it is about what it is you're trying to achieve as the outcome of the meeting and who needs to be there. So before you even get to the document component, what stakeholders do I need to have in this conversation to ensure that we truly move the conversation forward and are as connected as possible to the challenges of this business faces. So the preparation that goes into defining the stakeholders, selling the value of why bringing those different types of people together in a meeting. You win and lose in the prep and all of that piece. So just make sure that this isn't a tick box exercise, but a truly strategic tool to figure out who needs to be there, why do they need to be there, and how do I communicate the value of these different functional leaders coming together to have a conversation around their company? DSG:     And if you can get that piece right, selling the value and getting the right stakeholders, prepping to ensure that the outcome that you're trying to design for is the one that you've reach - that's a huge part of it. The framework itself, I think orientate it around a clear agenda that's aligned to the outcome. Make sure that the lion share of the meeting is spent on the stakeholders and the individual challenges that they face, and how those are barriers to the outcomes that they're trying to achieve as a company. If you can leave every single customer business review having understood the three core challenges that a company spicing and why, and what are those barriers to them being successful - To be honest, that's a huge part of it. The rest feels downhill. Obviously the more insight you can bring to those conversations, insights driven from what the industry are doing, perhaps benchmark companies that they look to and see as really inspiring, whether that's in their industry peer group or outside of it, ensuring that you gathered that insight as part of your prep and that you lead with that - particularly when you've get executives who are a key part of making sure all those types of engagements successful. Naber:  Awesome. Great Segue too. So the last thing I want to talk about is selling to power and selling to executives. You just gave me a great segue. One of your superpowers that I think a lot of people admire is your ability to have really smooth, easy, fluid conversations that are very substantive, while at the same time, hugely impactful. Ha, I'm giving you the feedback that other people have both told me and that I've observed myself. But the point is, those characteristics as well as your structure and your science behind it make you very good at selling to executives and selling to power. Do you have a framework that you use or a set of principles that you use when you talk to executives in executive meetings? You've just done that so much at CEB, at Rungway, at InVision, at LinkedIn, you've done extremely well. What sort of framework or set of principles or using while you're setting up the agenda and having that conversation? DSG:     Yeah, I would say the first thing that always goes through my mind is to try and look at the meeting from their perspective to try and put myself in as much as what I think is going on in their company. Again, from the research I've done from the conversations I've had. A recent example of someone on my team, they're working with a large financial services organization, and over the last six months I would say the conversations they've had across that organization with all types of stakeholders across the business, and the time they spent just listening and gathering insight and understanding - nothing to do with communicating what InVision does, but really what this business is trying to achieve and the barriers that are stopping them, maybe reaching those things in the context of an annual report or anything else that you can find out about what they're doing strategically - all of that enabled us to, when we sat down with the CMO, in 30 minutes communicate more insight to that individual than perhaps he had been exposed to in a little while. And so I guess for me, you've got to do the groundwork. There's no point turning up to these executive meetings with some sort of discovery conversation framework. You get short amount of time, they want to be educated, you've got to have some type of insight. And you've gotta be super clear on the outcome that you want from that individual. And so for us in that specific example, we wanted his sponsorship on something and we were super clear about that and had earned the right to ask for it because we had turned up with a very clear vocabulary, framework, ask and the insight based on a ton of ground work we've done in that business. And so, for me it's just do the research, do the prep, look at it from that perspective. Know that they've got a short amount of time where they could be talking to any type of vendor, and therefore if they can't leave that room feeling they've learned something or got something clear that they can action, I would say go back to the drawing board. Naber:  Nice. That's great. One quick follow-up to that. You mentioned prep and doing the pre work multiple times in this conversation. How important is it to have, or do you need to have specific examples within their company on what's going on, or a strategic insights from their business - from an annual report, or inside conversations you've had, or things you can find online? Or do you feel you can go in with some sort of, either your competitor does this this, or other types of organizations you have said x, y and z? How important is it to have something company-specific versus more general but that applies to their industry or their competitors? DSG:     Yes. It's a great question Naber:  One quick insert in here. The reason I ask that is because that is a product of a lot of time that someone spends doing the pre-work, whether it's hours, or whether it's an hour. And I know that they evaluate the time that they're going to spend as to whether or not they do it or not. And that's why I'm asking that question, because I know that comes up on a daily basis people sitting down doing that pre-work. DSG:     Yeah. Çompletely. I would say firstly, it's about the stage in the process & the ask. In the example that I gave to you, the ask was quite clear about how we can help them with a recommendation about their organization. Right? So it wasn't necessarily the start of the conversation where we we're looking to build a relationship. We had done a lot of stakeholder engagement across lots of functions at a quite senior level, C- minus one or two in some cases. And in this example it was like, here's our recommendation, here's how it's been validated across all of these people with all of this business case. Will you support it? So that, I would say in that stage is a different type of executive engagement, where you need to have done the ground work. In an earlier stage where perhaps the executive engagement is more at the beginning of a process, where you're looking to start top down and go straight in at that level. I think any type of insight that is anchored in what you know about the company, what you know about the industry, what you know about their benchmark peers - is really strong. If you're at the beginning of something and your ask is maybe introductions to more people on their team, or them to work with you on a specific problem that you solve really well as a company. I think that's a different type of ask, but equally requires the same amount of prep, right? And I go back to what's the size of prize and what is it you're trying to achieve in the context of the goals that you have? And if this is something that you genuinely believe with this person is going to move your business forward. There's no amount of timeframe on the prep that, in my mind, is not worth doing. If you truly want to meet the outcome and you've decided that that's a key priority for you. Naber:  Great answer. DSG, you've been excellent with your time. Let me run through some rapid fire questions and then we'll wrap up, that okay? DSG:     Go for it. Yeah. Naber:  Your favorite place to snowboard in the world? What is it? DSG:     Tahoe, dude. Easy. Naber:  Tahoe, nice! That was so fast! Why Tahoe? Naber:  I've just got so many great memories there. I learned to board in Tahoe. It became for me and just the group of group of friends, somewhere that we would try and go at least once a year as part of kickoffs that we did and stuff that. And so I've just got so many great memories of learning to board there, great days on the slopes, hanging out with friends. Yeah, it's absolutely awesome. Naber:  Oh, love it. Okay - second question. Best food city in the world? DSG:     Ooh. I'll say London. Naber:  That is such a cheating answer. That's so cheeky that you would say that. So I just saw that you were in Italy not too long ago and I thought to myself, you've been a lot of places with a lot of good food, especially in the last few years. So London is, London is still your answer. DSG:     Amalfi coast was incredible. Obviously loved the food and Italy, but London's just so international, so diverse, so many great restaurants. Yeah it's it's a pleasure for me. Best city in the world. Love living here. Naber:  Love it. Love it. Okay, your best one or two interview tips for someone that is going into an interview for a role soon? I know you've written about this, and you've done a shed load of interviews. You've also advised people and companies on this type of stuff. Any interview, one or two interview tips that you would deliver? DSG:     I would say, research the person that you're interviewing with. Look at the company, there's so much available online now to individuals, there's no excuse for it, right? So Glassdoor reviews, LinkedIn, people that work there, people with similar job titles, who invest in the company, what sort of portfolio do they have? Who's on the board? To be honest, there's so much available to everyone now, and so I would say all aspects of those things would be, would be really important. Naber:  Awesome. Do the prep. And then last question is around overcoming age in senior roles. You've had a lot of large responsibility at a young age, even in your teens and early twenties. Any advice for making that an asset versus a liability? A lot of people are...I know I asked a question similar to this...but any either general advice or advice to those that are younger with a lot of responsibility? DSG:     I would just say be yourself. Acknowledged gaps. From my point of view, again, there's still so much that I have to learn and improve on, and I think just be comfortable with that, right? Whether you are managing people that have more experience than you or not, whether you work in environment where your peer group, find common ground with people and just embrace who you are and take a level of enjoyment in what others brings to the conversation too. So I think as long as you're not trying to be something that you're not, then you'll be absolutely fine in my opinion. Naber:  Hey everybody, thanks so much for listening. If you appreciated and enjoyed the episode, go ahead and make a comment on the post for the episode on LinkedIn. If you love the Naberhood podcast, we'd love for you to subscribe, rate and give us a five star review on iTunes. Until next time - go get it.

Rosie is joined by advice columnist and author Beth McColl, presenter, writer and sex educator Alix Fox and author and comedian Viv Groskop to discuss micro-cheating, breakup ‘anniversary' dates, fantasy celebrity shag lists, whether ghosting existed in the ‘olden days' of fax machines and meeting in real life, what to do when love is just not enough and the hottest topic of all... lesbian polyamory in Teddington. Recorded at Kings Place on May 10 2019. The next London live recordings are at Kings Place in the Autumn (however you can also catch us at festivals in July). Book tickets at https://www.kingsplace.co.uk/whats-on/the-breakup-monologues/ You can now follow The Breakup Monologues on Instagram @breakupmonologues 

Martin Freeman is a multi-award winning actor, best known for his roles as the lovable Tim in BBC Two’s The Office and as Dr Watson to Benedict Cumberbatch’s Sherlock Holmes. He also played Bilbo Baggins in Peter Jackson’s Hobbit trilogy, Lester Nygaard in the US drama series Fargo and Everett K Ross in the film Black Panther. Born in Hampshire in 1971, he grew up in Teddington in south-west London. The youngest of five children, he was just 10 when his father died of a heart attack. As a teenager, he played competitive squash, making the national squad, until he realised he lacked the necessary killer instinct required and switched to youth theatre. He studied at the Central School of Speech and Drama and left in his third year to work at the National Theatre, playing minor roles. He first reached a wider audience when he was cast as Tim in The Office, which was broadcast from 2001 to 2003 and became the first British sitcom to win a Golden Globe. More screen roles followed, including playing Arthur Dent in the film of The Hitchhiker's Guide to the Galaxy. In 2010 he first appeared as Dr Watson opposite Benedict Cumberbatch’s Sherlock and went on to win both a BAFTA and an Emmy as Best Supporting Actor. He has continued to work in films, TV and on stage. He appeared in Sherlock with his ex-partner Amanda Abbington. They have two children. BOOK CHOICE: Animal Farm by George Orwell LUXURY: Tea-making Facilities CASTAWAY'S FAVOURITE: Strawberry Fields Forever by The Beatles Presenter: Lauren Laverne Producer: Cathy Drysdale

The InnovationAus.com podcast returns! With the Safe Encryption Australia event on Wednesday and a growing push for the recently Assistance & Access Bill 2018 (AA Bill) to be fixed or revoked, we're talking to Matt Shearing from Teddington Legal about the bill and what it does to the local technology industry.

Question: When is an outside broadcast inside? Answer: Now, here, on this show in the next 55 minutes and / or. Yes, in a world first, your mainly capable hosts … Continue reading "The DredgeLand Wandsworth Radio Inside a Bag Special LIVE (14th March 2019)"

Question: When is an outside broadcast inside?

Here we meet Andy Cornwell who serves American Airlines Cargo as Regional Sales Manager UK and lives near historic Bushy Park in Teddington a suburb of London. Later a sweet tooth gets it as we talk Sky Bar , the most wonderful four flavored candy bar that disappeared last year , but will make a comeback in 2019 thanks to someone who loves the candy and just bought the rights in an online auction. --- Support this podcast: https://anchor.fm/geoffrey-arend/support

Aujourd'hui à l'émission:Regard sur le monde:Marie-Christine Hallé à Teddington ; Chronique consommation de Jacques Nantel:L'impossible neutralité de la publicité ; Chronique d'Hugo Lavoie:La tradition des photos d'enfants post-mortem ; Ne plus accueillir les Jeux olympiques au Canada:Entrevue avec Jean-Luc Brassard ; Chronique politique avec Chantal Hébert:Impact politique du Pacte environnemental ; Psychiatres et suivi des personnes suicidaires:Entrevue avec Dr G. Chamberland ; Économie avec René Vézina:Pierre Fitzgibbon et les licenciements chez Bombardier ; Le point sur les feux en Californie avec Aude Lasjaunias sur place à Los Angeles ; Marie Grégoire:Les licenciements chez Bombardier ; Entrevue avec Michel Drucker:Son livre Il faut du temps pour rester jeune ; Chronique santé avec la Dre Marie-Eve Morin:La grippe

The northern white rhinoceros is the world's most endangered mammal. The death earlier this year of the last male of this rhino subspecies leaves just two females as its only living members. New research out this week has adopted new techniques in reproductive medicine as a last ditch attempt to preserve these animals. Thomas Hildebrandt from Leibniz Institute for Zoo and Wildlife Research and Terri Roth, Director of Conservation Research at Cincinnati Zoo, discuss the ambition, and how realistic this approach is in future animal conservation. Earthquakes are scientifically measured with seismometers, but few are present on the sea floor, where earthquakes that can cause tsunamis originate. But could communication cables traversing the oceans fill in the gaps? Giuseppi Marra from the National Physical Laboratory in Teddington, discusses his accidental discovery that fibre-optic cables might be registering the earth's vibrations. For the first time in the annals of science, a tweet was the key reference in a paper reporting on a discovery that a rare wild variety of the gardener's favourite - Heuchera, thought to be limited to a few rocky outcrops in Virginia - is actually abundantly present 100km away. It's all come about because of a picture shared on Twitter. Reporter Roland Pease retraces the tale of the tweets with the key players. Can the size of a roar be used to accurately determine physical strength?' Or can a roar deceive, and make you sound tougher than you actually are? That's what Jordan Raine from the University of Sussex decided to find out, not with lions or tigers or bears but in us. Producer Adrian Washbourne.

Mark Gardiner and Nicole Billett from Teddington Legal return to the My Business studio to give listeners the inside track on a number of hot-button legal issues facing business owners. Speaking on the My Business Podcast, Mark and Nicole reveal: - Changes to the Privacy Act and how this could affect businesses - What constitutes defamation, particularly in the digital world - The legal implications of not understanding a commercial property lease - Why debt recovery and chasing money can be difficult Plus loads more! http://www.mybusiness.com.au

A number of employment matters and HR issues can have disastrous consequences for a business if not handled correctly. My Business speaks with specialist SME law firm Teddington Legal about how to solve some of the trickiest legal issues in business. Teddington Legal's Mark Gardiner and Nicole Billett are problem-solvers standing at the forefront of the Australian legal system with expertise in immigration, business law, workplace relations and dispute resolution. Speaking to the My Business team, Mark openly admits legal information can be hard to find. However, by seeking professional advice and educating one's self on their obligations, he says business owners can minimise their risk of potential legal repercussions in the future. Tune in to the My Business Podcast as Mark and Nicole broach common issues in the workplace – from unfair dismissal to health and safety for remote working employees, workplace bullying and the abolition of the 457 visa – as well as share their tips for employers to assist them in future-proofing their businesses. Enjoy the show!

The Bolds By Julian Clary Read by Julian Clary Mr and Mrs Bold are just like you and me: they live in a nice house, they have jobs and they love to have a giggle. One slight difference: they're hyenas. That's right - covered in fur, tails tucked into their trousers, and they really like to laugh. So far, the Bolds have managed to keep things under wraps.. But the nosy man next door smells a rat, could this be the end of Teddington's best-kept secret? Nominated for the CILIP Greenaway Medal 2016

From the mobile phone to the office computer, mathematician Hannah Fry looks back at 70 years of computing history, to reveal the UK's lead role in developing the technology we use today. In the first episode, she travels back to the 1940s, to hear the incredible story of the creation, in Britain, of the computer memory. Three teams from across the country - in Teddington, Manchester and Cambridge - were tasked with designing automatic calculating engines for university research. But which team would be first to crack the tricky problem of machine memory? Meanwhile, tabloid headlines proclaimed that engineers were building 'electronic brains' that could match, and maybe surpass, the human brain, starting a debate about automation and artificial intelligence that still resonates today. Featuring archive from the Science Museum and the BBC Library, plus an interview with technology historian Dr James Sumner from Manchester University. Presented by Hannah Fry Produced by Michelle Martin Photo: Maurice Wilkes and Bill Renwick with EDSAC Credit: Computer Laboratory, University of Cambridge.

Long before the heroics of the world wide web, the internet was born out of a mixture of American ambition and British thrift. Packet Switching was the name coined by Welsh computer scientist Donald Davies in an effort to link the early computers in the labs of the National Physical Laboratory in Teddington. Presented by Hannah Fry Produced by Alex Mansfield.

The atomic clock runs on caesium, and has redefined the very meaning of time. But it has also introduced a bug into timekeeping that affects everything from computerised financial markets to electricity grids, to satellite navigation, to the Greenwich Meridian. Justin Rowlatt travels to the birthplace of modern time, the National Physical Laboratory in Teddington, England, to speak to Krzysztof Szymaniec, the keeper of the 'Caesium Fountain', and Leon Lobo, the man charged with disseminating time to the UK. He also hears from Felicitas Arias, director of Time at the Bureau International des Poids et Mesures in Paris, about plans to abolish the “leap second”. And the Astronomer Royal, Martin Rees, explains why even the atomic clock can never hope to provide an absolute measure of time.

The atomic clock runs on caesium, and has redefined the very meaning of time. But it has also introduced a bug into timekeeping that affects everything from computerised financial markets to electricity grids, and satellite navigation to the Greenwich Meridian. Justin Rowlatt travels to the birthplace of modern time, the National Physical Laboratory in Teddington, England, to speak to Krzysztof Szymaniec, the keeper of the 'Caesium Fountain', and Leon Lobo, the man charged with disseminating time to the UK. He also hears from Felicitas Arias, director of time at the Bureau International des Poids et Mesures in Paris, about plans to abolish the 'leap second'. And, the Astronomer Royal, Martin Rees, explains why even the atomic clock can never hope to provide an absolute measure of time.

Nigel Davies from Emerging Europe investment consultancy http://www.wynriver.com joins me to discuss the recent banking issues in Bulgaria. We discuss the economic and political status and look ahead to Bulgaria's future prospects. Nigel reveals the sectors that are interesting for investors. Sponsored by: * http://appfactory.bg - lance@appfactory.bg for more * http://cleves.bg -- property rental in Sofia * http://banskoblog.com - "...all you need to know about Bansko" * Bansko App - http://itunes.apple.com/us/app/bansko/id491461324?ls=1&mt=8 By following, sharing, commenting, rating, reviewing you will help others find Bulgaria Now. Picture of Nigel taken shortly after Nigel gave his podcast interview... 18 crew rowed the Queens Rowbarge "Gloriana" down the Thames from Teddington to Richmond carrying various international dignitaries. About Wyn River (www.wynriver.com) Nigel Davies is managing director of Wyn River which has around 30 associates with sector, functional and country expertise across Eastern Europe, Central Asia and Africa, with a primary focus on South East Europe. Nigel Davies is head of the infrastructure focus group of the British Croatian Business Club http://www.bcbc.org.uk/ Nigel Davies has written on the business opportunities in Serbia http://www.pilotslogs.co.uk/Feb2013/Spotlight-on-Serbia.html UKTI and Wyn River has jointly presented on Public Private Partnership Opportunities in Serbia, with Bulgarian case studies http://opentoexport.com/article/public-private-partnerships-for-infrastructure-and-energy-in-serbia/ Nigel was Bulgarian rowing champion with CSKA (Army Sports Club) in 1999 Nigel's main projects in Bulgaria in the past include World Bank "isolation" programme (1996), Expressbank Privatisation (1999) Martisa East III Power Plant rehabilitation (2000-2001), Strategic Railway Infrastructure Company strategy and operations plan (2003) Richard Mort of Wyn River was CFO of Sofia Water (2000-2003) Wyn River works closely with New Europe Corporate Advisory on Bulgarian opportunities (http://www.necadvisory.com/) Wyn River is currently working on a large food and agriculture mandate in Bulgaria. Useful Links * Open To Export Bulgaria - http://opentoexport.com/countries/bulgaria/ * UKTI - https://www.gov.uk/government/news/develop-your-exports-in-emerging-europe * Bulgarian Embassy in UK - http://www.bulgarianembassy-london.org/index.php?option=com_content&task=view&id=123&Itemid=191 Invest BG - http://www.investbg.government.bg/en NOTE: This show and these notes are for information and entertainment only. No recommendation or responsibility for the accuracy of the info is taken by any party. Please help others find this podcast and rate and review Bulgaria Now. iTunes: https://itunes.apple.com/gb/podcast/bulgaria-now/id889642431?mt=2 http://www.ebrd.com/pages/country/bulgaria.shtml http://tr.ebrd.com/tr13/en/country-assessments/1/bulgaria http://www.bstdb.org/countries/bulgaria

In 1920s Teddington, a forgotten, middle-aged Lord Alfred Douglas tells the true story of the genius behind Oscar Wilde's success - and it ain't who you think ... The Importance of Being Oscar by Diane Payne was read by Clive Greenwood at the Liars' League Hope & Glory event on Tuesday 9th July, 2013, at the Phoenix pub, Cavendish Square, London.

Bob Edwards plays Sailing by Rod Stewart for 'The boys sailing out to the Falklands.'  The computer continues to tell the presenters what  to say.  Paul complains that he didn’t get a cup of coffee from the tea lady when he was doing a show. Dave says he was overcharged for his tea (55p instead of 20p). Where can you get tea fpr 20p now?Not many letters or dedications this week (apart from a very flattering note from Jo English in Teddington). No jingles either. The music is great though. This is part two of the Thameside Radio broadcast which went through until 11pm. There’s a lovely snatch of BBC Radio 3 right at the end. Goodness me didn’t the presenters sound stuffy back in 1982?

I'm travelling to Teddington, and will be using my Oyster, soap review with Susan Spence, lottery rollover, Peter Pan gene that keeps you young, no one writes love letter, and clashing over the best puddings

Sue Lawley's castaway this week is the comedian Julian Clary. Julian Clary brought camp out of the closet and into the TV mainstream. In the late 1980s he burst onto television screens as The Joan Collins Fan Club, attracting a surprisingly broad audience with his extreme make-up and innuendo. The son of a policeman and a probation officer, Julian was born and brought up in Teddington and Surbiton, and as a child was deeply religious. He discovered his comic talent at Goldsmith's University in the late 1970s where, as well as taking part in rather serious drama productions, he and a friend created the duo Glad and May - two over-made-up cleaning ladies with a passion for 'rummaging' through the handbags of their hapless audience. In recent years, Julian has toned down the make-up and innuendo in order to take on a new role - Julian Clary, family favourite, star of prime time. Where once he had cult status, he now has serious mainstream appeal, recently presenting the new National Lottery show on BBC1 and reaching the final of Strictly Come Dancing.[Taken from the original programme material for this archive edition of Desert Island Discs]Favourite track: Garu Nanaka Ji Ki Jai Kar by Dana Gillespie Book: Stop Thinking, Start Living by Richard Carlson Luxury: All-purpose prosthetic arm

Sue Lawley's castaway this week is the comedian Julian Clary. Julian Clary brought camp out of the closet and into the TV mainstream. In the late 1980s he burst onto television screens as The Joan Collins Fan Club, attracting a surprisingly broad audience with his extreme make-up and innuendo. The son of a policeman and a probation officer, Julian was born and brought up in Teddington and Surbiton, and as a child was deeply religious. He discovered his comic talent at Goldsmith's University in the late 1970s where, as well as taking part in rather serious drama productions, he and a friend created the duo Glad and May - two over-made-up cleaning ladies with a passion for 'rummaging' through the handbags of their hapless audience. In recent years, Julian has toned down the make-up and innuendo in order to take on a new role - Julian Clary, family favourite, star of prime time. Where once he had cult status, he now has serious mainstream appeal, recently presenting the new National Lottery show on BBC1 and reaching the final of Strictly Come Dancing. [Taken from the original programme material for this archive edition of Desert Island Discs] Favourite track: Garu Nanaka Ji Ki Jai Kar by Dana Gillespie Book: Stop Thinking, Start Living by Richard Carlson Luxury: All-purpose prosthetic arm