Podcasts about Texas Tech University

Welcome to Crawlspace. In this new episode, Tim Pilleri & Lance Reenstierna once again try to understand the dark fascination people have with the possibility of a serial killer operating in New England. They are joined by Prof. David Perlmutter of Texas Tech University. Dr. Perlmutter is the professor of Media and Communications and he shares his unique insight into the motivations of how the media is portraying this story. Please consider a donation to the families of: Adriana Suazo: https://www.gofundme.com/f/help-us-lay-adriana-suazo-to-rest-with-love Paige Fannon: https://www.gofundme.com/f/in-loving-memory-of-paige-aliehs-fannon Follow Professor Perlmutter: ⁠https://www.depts.ttu.edu/comc/faculty/faculty/dperlmutter.php⁠ *This episode is brought to you by Mood, the online cannabis company that's revolutionizing how we deal with life's challenges – from sleepless nights to stress-filled days. You can get 20% off your first order at https://mood.com/ with promo code Crawlspace.* We are going to CrimeCon in Denver CO. Sept. 5th - 7th! For 10% off your standard pass, use code "crawlspace" at checkout. Go to ⁠https://www.crimecon.com/CC25⁠ Articles referenced: https://ca.news.yahoo.com/crime-hunter-serial-killer-terrorizing-150002533.html https://www.wwlp.com/news/crime/man-charged-with-rape-and-kidnapping-teen-in-springfield-held-without-bail/ Follow Crawlspace: IG:⁠⁠⁠⁠⁠⁠⁠⁠ https://www.instagram.com/Crawlspacepodcast⁠⁠⁠⁠⁠⁠⁠⁠. TT:⁠⁠⁠⁠⁠⁠⁠⁠ https://www.tiktok.com/@crawlspacepodcast⁠⁠⁠⁠⁠⁠⁠⁠. FB:⁠⁠⁠⁠⁠⁠⁠⁠ https://www.facebook.com/Crawlspacepodcast⁠⁠⁠⁠⁠⁠⁠⁠. X:⁠⁠⁠⁠⁠⁠⁠⁠ https://twitter.com/crawlspacepod.⁠⁠⁠⁠⁠⁠⁠⁠ Spotify:⁠⁠⁠⁠⁠⁠⁠⁠ https://open.spotify.com/show/7iSnqnCf27NODdz0pJ1GvJ⁠⁠⁠⁠⁠⁠⁠⁠. Youtube:⁠⁠⁠⁠⁠⁠⁠⁠ https://www.youtube.com/crawlspace⁠⁠⁠⁠⁠⁠⁠⁠. Apple:⁠⁠⁠⁠⁠⁠⁠⁠ https://podcasts.apple.com/us/podcast/crawlspace-true-crime-mysteries/id1187326340⁠⁠⁠⁠⁠⁠⁠⁠. Follow Missing: IG:⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://www.instagram.com/MissingCSM/⁠⁠⁠⁠⁠⁠⁠⁠⁠. TT:⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://www.tiktok.com/@missingcsm⁠⁠⁠⁠⁠⁠⁠⁠⁠. FB:⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://www.facebook.com/MissingCSM⁠⁠⁠⁠⁠⁠⁠⁠⁠. X:⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://twitter.com/MissingCSM⁠⁠⁠⁠⁠⁠⁠⁠⁠. Spotify:⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://open.spotify.com/show/0yRXkJrZC85otfT7oXMcri⁠⁠⁠⁠⁠⁠⁠⁠⁠. Youtube:⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://www.youtube.com/missingcsm⁠⁠⁠⁠⁠⁠⁠⁠⁠. Apple:⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://podcasts.apple.com/us/podcast/missing/id1006974447⁠⁠⁠⁠⁠⁠⁠⁠⁠. Follow Private Investigations For the Missing Please donate if you can: ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://investigationsforthemissing.org/⁠⁠⁠⁠⁠⁠⁠⁠⁠. ⁠⁠⁠⁠⁠⁠⁠⁠⁠http://piftm.org/donate⁠⁠⁠⁠⁠⁠⁠⁠⁠. ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/PIFortheMissing⁠⁠⁠⁠⁠⁠⁠⁠⁠. ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/PIFortheMissing/⁠⁠⁠⁠⁠⁠⁠⁠⁠. ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/investigationsforthemissing/⁠⁠⁠⁠⁠⁠⁠⁠⁠. Check out our entire network at⁠⁠⁠⁠⁠⁠⁠⁠⁠ http://crawlspace-media.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

This week on A Mental Health Break, we're taking a vital step towards understanding a challenging, yet often overlooked, aspect of mental health. We're honored to welcome Dr. Rakesh Jain, MD, MPH, a distinguished Clinical Professor of Psychiatry at Texas Tech University, and Sherland Peterson, who openly shares her personal journey of living with Tardive Dyskinesia (TD).More than 14 million Americans live with serious mental illness, often treated with antipsychotic medicines. But what happens when treatment leads to another debilitating condition? Dr. Jain will illuminate:What Tardive Dyskinesia (TD) is, its common signs and symptoms, and its profound connection to mental health.The critical findings from the IMPACT-TD study on challenges faced by patients and doctors.A revolutionary one-pill, once-daily treatment option that can integrate seamlessly with existing mental health plans.Sherland will bravely share:Her personal story of living with TD, offering invaluable firsthand insight.The impact TD has had on her daily activities, mental health, and social life.This episode is a crucial conversation for anyone seeking to understand the complexities of mental health treatment, the importance of holistic care, and the power of resilience. Join us for a break that truly educates and empowers.Support the showHave a question for the host or guest? Want their freebee? Are you looking to become a guest or show partner? Email Danica at PodcastsByLanci@gmail.com.This show is brought to you by the Empathy Set and Coming Alive Podcast Production.CRISIS LINE: DIAL 988

In the final episode of this six-part podcast series about hiring in science, Julie Gould asks what it takes to be the perfect candidate for a science job vacancy.Lauren Celano, a careers coach who co-founded Propel Careers, based in Boston, Massachusetts, in 2009, defines a high-calibre candidate as someone who hits up to 70% of the technical things being asked for in a job spec, plus being a strong team player with good communication skills.David Perlmutter, a communications researcher at Texas Tech University in Lubbock, says recruiters today are seeking what he terms Renaisance people who are able to demonstrate eight or nine qualities and qualifications. Thirty years ago, there might have been just two requirements listed on a job ad. “We're asking too much of them, so of course they're coming up short,” he says.Julie Gould tests Perlmutter's hypothesis by comparing a 1995 job ad in Nature for a postdoctoral researcher with one posted this year, at the same organisation. The results are revealing. Hosted on Acast. See acast.com/privacy for more information.

Jennifer is about to send her oldest child off to college in the fall—and her kid isn't the only one who's anxious about the transition. On this episode of How To!, host Carvell Wallace and Jennifer talk with Christine Self, director of parent and family relations at Texas Tech University, about navigating a huge change, making the most of campus visits, talking about alcohol, and how much access you actually need to your kid's life. Resources mentioned:  You're On Your Own (But I'm Here If You Need Me) by Marjorie Savage College Ready Grown and Flown If you liked this episode check out: How To Take a Gap Year and How To Pick a College (and Actually Afford It). Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Subscribe for free on Apple, Spotify, or wherever you listen. The show is produced by Rosemary Belson, with Kevin Bendis. Our technical director is Merritt Jacob and our supervising producer is Joel Meyer. Want more How To!? Subscribe to Slate Plus to unlock exclusive bonus episodes. Plus, you'll access ad-free listening across all your favorite Slate podcasts. Subscribe now on Apple Podcasts by clicking “Try Free” at the top of the How To! show page. Or, visit slate.com/howtoplus to get access wherever you listen. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jennifer is about to send her oldest child off to college in the fall—and her kid isn't the only one who's anxious about the transition. On this episode of How To!, host Carvell Wallace and Jennifer talk with Christine Self, director of parent and family relations at Texas Tech University, about navigating a huge change, making the most of campus visits, talking about alcohol, and how much access you actually need to your kid's life. Resources mentioned:  You're On Your Own (But I'm Here If You Need Me) by Marjorie Savage College Ready Grown and Flown If you liked this episode check out: How To Take a Gap Year and How To Pick a College (and Actually Afford It). Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Subscribe for free on Apple, Spotify, or wherever you listen. The show is produced by Rosemary Belson, with Kevin Bendis. Our technical director is Merritt Jacob and our supervising producer is Joel Meyer. Want more How To!? Subscribe to Slate Plus to unlock exclusive bonus episodes. Plus, you'll access ad-free listening across all your favorite Slate podcasts. Subscribe now on Apple Podcasts by clicking “Try Free” at the top of the How To! show page. Or, visit slate.com/howtoplus to get access wherever you listen. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jennifer is about to send her oldest child off to college in the fall—and her kid isn't the only one who's anxious about the transition. On this episode of How To!, host Carvell Wallace and Jennifer talk with Christine Self, director of parent and family relations at Texas Tech University, about navigating a huge change, making the most of campus visits, talking about alcohol, and how much access you actually need to your kid's life. Resources mentioned:  You're On Your Own (But I'm Here If You Need Me) by Marjorie Savage College Ready Grown and Flown If you liked this episode check out: How To Take a Gap Year and How To Pick a College (and Actually Afford It). Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Subscribe for free on Apple, Spotify, or wherever you listen. The show is produced by Rosemary Belson, with Kevin Bendis. Our technical director is Merritt Jacob and our supervising producer is Joel Meyer. Want more How To!? Subscribe to Slate Plus to unlock exclusive bonus episodes. Plus, you'll access ad-free listening across all your favorite Slate podcasts. Subscribe now on Apple Podcasts by clicking “Try Free” at the top of the How To! show page. Or, visit slate.com/howtoplus to get access wherever you listen. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jennifer is about to send her oldest child off to college in the fall—and her kid isn't the only one who's anxious about the transition. On this episode of How To!, host Carvell Wallace and Jennifer talk with Christine Self, director of parent and family relations at Texas Tech University, about navigating a huge change, making the most of campus visits, talking about alcohol, and how much access you actually need to your kid's life. Resources mentioned:  You're On Your Own (But I'm Here If You Need Me) by Marjorie Savage College Ready Grown and Flown If you liked this episode check out: How To Take a Gap Year and How To Pick a College (and Actually Afford It). Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Subscribe for free on Apple, Spotify, or wherever you listen. The show is produced by Rosemary Belson, with Kevin Bendis. Our technical director is Merritt Jacob and our supervising producer is Joel Meyer. Want more How To!? Subscribe to Slate Plus to unlock exclusive bonus episodes. Plus, you'll access ad-free listening across all your favorite Slate podcasts. Subscribe now on Apple Podcasts by clicking “Try Free” at the top of the How To! show page. Or, visit slate.com/howtoplus to get access wherever you listen. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jennifer is about to send her oldest child off to college in the fall—and her kid isn't the only one who's anxious about the transition. On this episode of How To!, host Carvell Wallace and Jennifer talk with Christine Self, director of parent and family relations at Texas Tech University, about navigating a huge change, making the most of campus visits, talking about alcohol, and how much access you actually need to your kid's life. Resources mentioned:  You're On Your Own (But I'm Here If You Need Me) by Marjorie Savage College Ready Grown and Flown If you liked this episode check out: How To Take a Gap Year and How To Pick a College (and Actually Afford It). Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Subscribe for free on Apple, Spotify, or wherever you listen. The show is produced by Rosemary Belson, with Kevin Bendis. Our technical director is Merritt Jacob and our supervising producer is Joel Meyer. Want more How To!? Subscribe to Slate Plus to unlock exclusive bonus episodes. Plus, you'll access ad-free listening across all your favorite Slate podcasts. Subscribe now on Apple Podcasts by clicking “Try Free” at the top of the How To! show page. Or, visit slate.com/howtoplus to get access wherever you listen. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jennifer is about to send her oldest child off to college in the fall—and her kid isn't the only one who's anxious about the transition. On this episode of How To!, host Carvell Wallace and Jennifer talk with Christine Self, director of parent and family relations at Texas Tech University, about navigating a huge change, making the most of campus visits, talking about alcohol, and how much access you actually need to your kid's life. Resources mentioned:  You're On Your Own (But I'm Here If You Need Me) by Marjorie Savage College Ready Grown and Flown If you liked this episode check out: How To Take a Gap Year and How To Pick a College (and Actually Afford It). Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Subscribe for free on Apple, Spotify, or wherever you listen. The show is produced by Rosemary Belson, with Kevin Bendis. Our technical director is Merritt Jacob and our supervising producer is Joel Meyer. Want more How To!? Subscribe to Slate Plus to unlock exclusive bonus episodes. Plus, you'll access ad-free listening across all your favorite Slate podcasts. Subscribe now on Apple Podcasts by clicking “Try Free” at the top of the How To! show page. Or, visit slate.com/howtoplus to get access wherever you listen. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jennifer is about to send her oldest child off to college in the fall—and her kid isn't the only one who's anxious about the transition. On this episode of How To!, host Carvell Wallace and Jennifer talk with Christine Self, director of parent and family relations at Texas Tech University, about navigating a huge change, making the most of campus visits, talking about alcohol, and how much access you actually need to your kid's life. Resources mentioned:  You're On Your Own (But I'm Here If You Need Me) by Marjorie Savage College Ready Grown and Flown If you liked this episode check out: How To Take a Gap Year and How To Pick a College (and Actually Afford It). Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Subscribe for free on Apple, Spotify, or wherever you listen. The show is produced by Rosemary Belson, with Kevin Bendis. Our technical director is Merritt Jacob and our supervising producer is Joel Meyer. Want more How To!? Subscribe to Slate Plus to unlock exclusive bonus episodes. Plus, you'll access ad-free listening across all your favorite Slate podcasts. Subscribe now on Apple Podcasts by clicking “Try Free” at the top of the How To! show page. Or, visit slate.com/howtoplus to get access wherever you listen. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jennifer is about to send her oldest child off to college in the fall—and her kid isn't the only one who's anxious about the transition. On this episode of How To!, host Carvell Wallace and Jennifer talk with Christine Self, director of parent and family relations at Texas Tech University, about navigating a huge change, making the most of campus visits, talking about alcohol, and how much access you actually need to your kid's life. Resources mentioned:  You're On Your Own (But I'm Here If You Need Me) by Marjorie Savage College Ready Grown and Flown If you liked this episode check out: How To Take a Gap Year and How To Pick a College (and Actually Afford It). Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Subscribe for free on Apple, Spotify, or wherever you listen. The show is produced by Rosemary Belson, with Kevin Bendis. Our technical director is Merritt Jacob and our supervising producer is Joel Meyer. Want more How To!? Subscribe to Slate Plus to unlock exclusive bonus episodes. Plus, you'll access ad-free listening across all your favorite Slate podcasts. Subscribe now on Apple Podcasts by clicking “Try Free” at the top of the How To! show page. Or, visit slate.com/howtoplus to get access wherever you listen. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jennifer is about to send her oldest child off to college in the fall—and her kid isn't the only one who's anxious about the transition. On this episode of How To!, host Carvell Wallace and Jennifer talk with Christine Self, director of parent and family relations at Texas Tech University, about navigating a huge change, making the most of campus visits, talking about alcohol, and how much access you actually need to your kid's life. Resources mentioned:  You're On Your Own (But I'm Here If You Need Me) by Marjorie Savage College Ready Grown and Flown If you liked this episode check out: How To Take a Gap Year and How To Pick a College (and Actually Afford It). Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Subscribe for free on Apple, Spotify, or wherever you listen. The show is produced by Rosemary Belson, with Kevin Bendis. Our technical director is Merritt Jacob and our supervising producer is Joel Meyer. Want more How To!? Subscribe to Slate Plus to unlock exclusive bonus episodes. Plus, you'll access ad-free listening across all your favorite Slate podcasts. Subscribe now on Apple Podcasts by clicking “Try Free” at the top of the How To! show page. Or, visit slate.com/howtoplus to get access wherever you listen. Learn more about your ad choices. Visit megaphone.fm/adchoices

Savannah Applegate, Ph.D. is a Senior Consultant at Elanco Poultry Food Safety. Dr. Applegate received her B.S. degree in Meat Science from Ohio State University and her M.S. degree and Ph.D. in Applied Food Microbiology from Texas Tech University. Her areas of expertise are meat and poultry food safety, and she specializes in diagnostics and pathogen mitigation.  In this episode of Food Safety Matters, we speak with Dr. Applegate [1:10] about: The importance of diagnostics for ensuring food safety and implementing effective disease management protocols in the poultry industry Common misconceptions among industry about diagnostics and how to effectively implement diagnostic tests on-farm Key first steps to integrating effective diagnostic testing protocols alongside biosecurity programs The difference between serotyping data versus quantitative data, and the importance of both to determining the effectiveness of Salmonella vaccines for poultry Support and solutions offered by Elanco for collecting and interpreting serotyping and quantification data to improve poultry food safety outcomes. Sponsor Elanco We Want to Hear from You!Please send us your questions and suggestions to podcast@food-safety.com

For college gradsIn this short solo-episode, I hope to send a message of encouragement to college grads.   Standing at life's crossroads after graduation doesn't mean you need to have all the answers—just take that first step.  You've got this. The path reveals itself through action, so it's important to make a start.Key Takeaways• Feeling uncertain is normal and where the significant growth begins• Life isn't about having a perfect plan, but about learning as you go• A recent reunion with former Texas Tech University students Traci Balmos and Jarret Mallon reminded me to stay open to change and curiosity• Growth happens through bold, unprepared action rather than waiting for certainty• The metaphor of driving uphill—you can't see what's ahead but the view becomes clear as you move forward• Potential isn't about perfection; it's about perseverance and practiceIf this message resonated with you, please share it with someone who might need encouragement. If you have a story to share or know someone who does, reach out to me at judyoskam.com.Hi Friend - If you're enjoying Stories of Change and Creativity, make sure to follow, rate, and leave a 5-star review—it helps more people discover the show.

Jim Campbell is the Executive Director at the National Ranching Heritage Center. The Heritage Center is your one stop shop to experience real ranches, real stories and real heritage on the campus of Texas Tech University. Here you can roam more than 19 acres of "the Ranch" and discover over 200 years of ranching history in the NRHC historical park. Immerse yourself in the culture, values, and authenticity that define ranching as you examine professionally-curated exhibits in the main museum. Contemporary ranching issues and heritage issues are addressed and Jim reminds all of us that it's a good time to be a cowboy! Jim was raised as a cowboy in Hereford, Texas and earned his BS and MS in Agricultural Communications and Education. Jim spent many years with AQHA and the Texas Cattle Feeders Association

Three researchers and a career coach discuss if there as much scope to negotiate salaries in academia as there is in industry.In either setting, they say, negotiation should not be a battleground. Hiring managers should not take advantage of a beloved future colleague who may have zero experience of negotiating anything, says David Perlmutter, a communications researcher at Texas Tech University in Lubbock, who writes about hiring and salary negotiations. Nor is it like a car sale, adds Jen Heemstra, a chemistry researcher at Washington University in St. Louis, after which the two sides part company forever. “In an academic negotiation if there's a winner and a loser, then you've really both lost,” she says.Perlmutter advises early career researchers to build confidence by practicing salary negotiation with a colleague before doing it for real. “No matter what's going on, try to be respectful, friendly and positive,” he says.Margot Smit, a plant molecular biologist at Tübingen University, Germany, and Lauren Celano, a careers coach who co-founded Propel Careers, based in Boston, Massachusetts, in 2009, lists non-pay elements to work into a negotiation.This is the fourth episode in a six-part podcast series about hiring in science. Hosted on Acast. See acast.com/privacy for more information.

Lights...camera...action...Biofilms! Learn all about the mysterious, slimy biofilms that are present in everyday life, both the good and the bad. We got the dish from Dr. Angela Walla of Texas Tech University about the basics of biofilms, how it relates to food safety, and how you can mitigate the presence of harmful biofilms on the farm.

In this podcast episode, Paul Bowman reflects on the origins and community of Martial Arts Studies, discusses the transformative impact of his diverse martial arts practices like Brazilian Jiu-Jitsu and eskrima which he theorizes through concepts like affect and Deleuze, and details his research into orientalism, the sublime, and the resurgence of traditional strength training practices.

The Environment We Live In and Health: A Complex RelationshipDeploy: Code: WOLVEFDescription:Join us on "The Environment We Live In and Health: A Complex Relationship," where we delve into the intricate dynamics between our environment and human health. This episode explores how environmental factors shape our well-being, examining the complex interplay between health outcomes and the world around us. We'll unpack the latest research, highlight innovative solutions, and tackle pressing challenges at the intersection of environmental science and public health. Whether you're a healthcare provider, an environmental advocate, or simply curious about the world we live in, this podcast will equip you with insights to foster a healthier future for both people and the planet. Tune in and discover how together we can create a sustainable, thriving environment for generations to come!Objectives: Discuss the intricate dynamics between environmental factors and human health and wellness. Explain the impact of the environment on health and well-being and the complex interplay between health outcomes and the surrounding world. Identify and appraise the latest information, innovative solutions, and pressing challenges at the intersection of environmental science and public health. Guests: Gina Alexander, PhD, MPH, MSN, RN, Texas Christian UniversityGina Hill: https://cse.tcu.edu/faculty-staff/view/gina-hill Brendan Lavy: https://cse.tcu.edu/faculty-staff/view/lavy-brendanBios: Gina Alexander, PhD, MPH, MSN, RNDr. Gina Alexander, Professor in the Harris College of Nursing and Health Sciences at Texas Christian University, champions interprofessional collaboration through education, research, and practice. She teaches public health nursing and coordinates interprofessional education initiatives with colleagues on campus and throughout the community.Dr. Alexander leads interprofessional, participatory action research focused on promoting equitable access to nature and food, improving social determinants of health in the local community and beyond. As the project lead of RxPLORE™: Prescribing Life Outdoors and Real Exploration, she develops community-academic-practice partnerships to advance nature-based health promotion and environmental stewardship.With a public health nursing practice grounded in collective action and advocacy, Dr. Alexander co-leads the Fort Worth Climate Safe Neighborhood Coalition and serves on the Immunization Collaboration of Tarrant County. Within the Association of Community Health Nursing Educators, she serves as Policy Committee Chair.Gina Jarman Hill, PhD, RD, LDDr. Gina Jarman Hill is a Professor in and the Chair of the Department of Nutritional Sciences at Texas Christian University (TCU). She joined the faculty of the Department of Nutritional Sciences in 2003. Dr. Hill earned her PhD in Nutrition from Texas Tech University in Lubbock, TX. Hill is a Registered and Licensed Dietitian and a member of the Hunger and Environmental Nutrition (HEN) dietetic practice group and the Dietitians in Integrative and Functional Medicine dietetic practice group. Her current research interests include hunger and food security, sustainability, urban agriculture, and community nutrition education and health. Hill is a Texas Master Gardener, is trained in Permaculture Design, and is an active community volunteer. In her spare time she enjoys gardening, spending time with her family, cooking, traveling and reading.Brendan Lavy, PhDDr. Brendan Lavy is an Assistant Professor at Texas Christian University. As a Professor in the Environmental and Sustainability Sciences, his teaching and research interests include sustainability metrics, business sustainability, urban environmental management, disaster recovery and resilience, watershed resilience, and geographic information systems. Dr. Lavy's research projects include how businesses' sustainability practices align with principles of the circular economy and the UN Sustainable Development Goals, how municipal environmental ordinances and their outcomes support urban sustainability initiatives, and how the recovery of parks and protected places influences the recovery of communities impacted by disasters. References:American Nurses Association. (2023, September 14). Nurses' role in addressing global climate change, Climate Justice, and health. ANA. https://www.nursingworld.org/practice-policy/nursing-excellence/official-position-statements/id/climate-change/ Haq, C., Iroku-Malize, T., Edgoose, J., Prunuske, J., Perkins, A., Altman, W., & Elwood, S. (2023). Climate change as a threat to health: Family medicine call to action and response. The Annals of Family Medicine, 21(2), 195–197. https://doi.org/10.1370/afm.29...

On Thursday's AOA, powered by Cenex, we start the show with a look at markets as Jacob Burks from AgMarket.net joins us in Segment One. Next up in Segment Two, we discuss the reconciliation process in the House this week with National Council of Farmer Cooperatives President and CEO Chuck Conner. In Segment Three, we discuss legislation impacting water infrastructure in the state of Texas and have a conversation with Amy Hardberger, George W. McCleskey Professor of Water Law; Director of the Center for Water Law and Policy at Texas Tech University. Then we close the show with more recap of this week's markup in the House Agriculture Committee and the fight over SNAP between Republicans and Democrats.

Dr. John Delony earned his Bachelor of Arts in humanities and psychology at Lubbock Christian University and his Masters of Education in higher education administration from Texas Tech University. He went on to earn two PhDs from Texas Tech University—one in counselor education and supervision, and the other in higher education administration. Check out FranBridge Consulting for premier non-food franchise opportunities: travischappell.com/franbridge Learn more about your ad choices. Visit megaphone.fm/adchoices

Red Raider Baseball with Coach Tadlock 05-12-25See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Red Raider Baseball with Coach Tadlock 05-13-25See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of Deep Cuts: Exploring Equity in Surgery, Dr. Carmelle Romain and Dr. Kylie Callier provide an overview of the field of pediatric surgery. We cover key aspects of pediatric surgery, from common pediatric conditions to the factors that attract surgeons to the subspecialty. We also examine which populations of children lack access to surgery, and the reasons behind these barriers.  Finally, we highlight what the University of Chicago is doing to improve access for children and parents in Chicago's South Side. Dr. Carmelle Romain is a pediatric surgeon and Assistant Professor in the Department of General Surgery. She attended medical school at Brown University and completed her residency and fellowship training at Vanderbilt University and Miami Children's Hospital. In addition to her clinical practice, Dr. Romain is an active researcher examining how telehealth can expand access for pediatric patients.Dr. Kylie Callier is a 3rd-year surgery resident at UChicago Medicine and a fellow at the Maclean Center for Clinical Medical Ethics. She is an aspiring pediatric surgeon and attended medical school at Texas Tech University. Her research interests include pediatric trauma and pediatric ECMO, a life-supporting treatment for critically ill children with heart and/or lung failure. Deep Cuts: Exploring Equity in Surgery comes to you from the Department of Surgery at the University of Chicago, which is located on Ojibwe, Odawa and Potawatomi land.Our executive producer is Tony Liu. Our senior producers are Alia Abiad, Caroline Montag, and Chuka Onuh. Our production team includes Megan Teramoto, Ria Sood, Ishaan Kumar, and Daniel Correa Buccio. Our senior editor and production coordinator is Nihar Rama. Our editorial team also includes Beryl Zhou. The intro song you hear at the beginning of our show is “Love, Money Part 2” from Chicago's own Sen Morimoto off of Sooper Records. Our cover art is from Leia Chen.A special thanks this week to Dr. Jeffrey Matthews — for his leadership, vision, and commitment to caring for the most vulnerable in our communities. Let us know — what have you most enjoyed about our podcast. Where do you see room for improvement? You can reach out to us on Instagram @deepcutssurgery. Find out more about our work at deepcuts.surgery.uchicago.edu.

In this award-winning episode of Immigration Crisis: The Fight for the Southern Border, Yami Virgin and Paul Sanchez uncover the real-world impact of a new military zone near Fort Bliss, Texas, where active-duty troops are now authorized to detain migrants crossing into what's been declared federal defense land.With exclusive insights from retired Lt. Colonel Geoffrey Corn, George R. Killam Jr. Chair of Criminal Law and Director of the Center for Military Law and Policy at Texas Tech University. This episode dives into the creative use of legal loopholes, risks to civil liberties, and the narrative framing the border as a battlefield. Plus, Jordan Elder reports on Congress's multi-billion dollar proposal to expand the southern border's infrastructure, from walls to high-tech surveillance.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Head football coach Joey McGuire with host Robert GiovannettiSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode, Ryan Scheckel from Texas Tech University officially joins the podcast! 03:53 - Ann Bingham with University of Southampton interviews UK Advising and Tutoring CEO David Grey, looking back at the 10-year anniversary of the UKAT conference, honoring a decade of impact, innovation, and inspiration. 16:21 - Matt Markin facilitates a panel discussion with Ryan Scheckel, Texas Tech University; Iris Burks, Maastricht University; Declan McLaughlin, Queens University Belfast; and Melinda Anderson, Achieving the Dream, discussing strategies for student success, the importance of professional development and community support for advisors, and the role of AI in advising. They stress the need for institutions to prioritize student learning and well-being, as well as leverage technology while maintaining human connections. They emphasize the importance of small wins and everyday successes in higher education, drawing inspiration from historical achievements and the resilience of past educators.Subscribe to the podcast on your favorite podcast platform!The X, Instagram, and Facebook handle for the podcast is @AdvisingPodcastAlso, subscribe to our Adventures in Advising YouTube Channel!You can find Matt on Linkedin.

Red Raider Baseball with Coach Tadlock 05-05-25See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the AgCulture Podcast, Dr. Frank Mitloehner from UC Davis clears up common myths about livestock emissions and explains what methane really means for climate change. He walks through the science behind greenhouse gases, breaks down how methane is different from CO₂, and shares how policies—like California's incentive-based approach—are making a real impact. Find out how farmers can lead the way on climate solutions. Tune in now on your favorite podcast platform!Meet the guest:Dr. Frank Mitloehner is a Professor and Air Quality Specialist in the Department of Animal Science at the University of California, Davis, and Director of the CLEAR Center. He holds an M.S. in Animal Science and Agricultural Engineering from the University of Leipzig and a Ph.D. in Animal Science from Texas Tech University. His research focuses on air emissions from livestock and their environmental and societal impacts.Connect with our guest on Social Media: LinkedInWhat you will learn:(00:00) Introduction(05:06) Methane vs CO₂(09:00) Methane life cycle(11:12) Livestock vs transportation(22:12) Global policy models(33:26) Feed additives potential(40:17) Tech in livestock systems(50:20) Closing thoughtsDiscover the world of agriculture with the "Ag Culture Podcast".  This podcast will be a gateway for those passionate about agriculture to explore its global perspectives and innovative practices.Join Paul as he shares his experiences in the agricultural industry, his travels and encounters with important figures around the world.Available on YouTube, Spotify and Apple Podcasts.Subscribe at ⁠⁠http://www.agculturepodcast.com⁠⁠ and keep an eye out for future episodes, bringing insights and stories from the vibrant world of agriculture.

Dr. John Harry - Professor & Director of Sport and Occupational Neuromechanics Lab at Texas Tech University - joins us for the 96th episode of MTN. On this episode of the podcast, we start and end with jumping. However, within that conversation we dive down multiple rabbit holes that were incredibly interesting. From understanding the differences between landing from a jump and landing from a depth drop, to the changes in joint work with perceived effort and different loads, this conversation was a masterclass in the mechanics of jumping. Make sure to follow and send questions to Dr. Harry on X @johnharry76 and follow the work his lab is doing @TTU_BiomechFind and follow us on social media @mtn_perform and check back each Wednesday for a new episodeBig Thanks to our sponsor Lumin Sports:Lumin continues to change the game within the AMS realm and recently launched their new strength builder platform. Head on over to luminsports.com - and mention Move the Needle at Check out to receive 20% off your first full year.& a huge Thank You to our sponsor, Hawkin Dynamics:Hawkin is the world leader in force measuring, and continues to put forth the tools for high-performance practitioners to be exactly that, high performers. If you haven't yet checked out Hawkins - head over to their website at: https://www.hawkindynamics.com/ and check out everything they have to offerMake sure to check out our sponsor, Samson Equipment: Samson is a leader in manufacturing elite weight room equipment (and have been for nearly 50 years). Founded by Dave and Linda Schroeder, Samson is weight room equipment made by coaches for coaches. Check them out at samsonequipment.com for more informationShoutout to our sponsor, 1080 Motion. The 1080 Sprint is the single best piece of training equipment in the world & has continually changed the game for training speed, strength, and power. Go to 1080motion.com to learn more.

Red Raider Baseball with Coach Tadlock 04-28-25See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Texas Tech Football Head Coach Joey McGuire and host Robert GiovannettiSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Sun, 27 Apr 2025 22:01:00 +0000 https://mainathlet.podigee.io/355-neue-episode b84cfb5f55baec4b87c9d88345d1b8cd Me vs. Me – Warum es im Hürdensprint auf viel mehr als Technik ankommt. In dieser ersten Folge meines zweiteiligen Gesprächs mit Hürdenexperte Marlon Odom steigen wir tief ein in seine sportliche Reise – vom talentierten Hürdensprinter in den USA bis hin zum Bundestrainer in Deutschland und zurück zum erfolgreichen Coach mit eigener Plattform in den Vereinigten Staaten. Was dich in Teil 1 erwartet:

Bill Williams, our esteemed guest, recounts a remarkable journey that spans multiple careers, from his early days in a military family to his current role as a registered investment advisor. His formative years, characterized by transient schooling, laid a foundation that ultimately led him to earn both a Bachelor's and a Master's degree in Broadcasting and Journalism from Texas Tech University. Following a tenure in educational television and communications consultancy, he transitioned into financial advisement, where he continues to make impactful contributions. Throughout our dialogue, Bill emphasizes the importance of resilience, encapsulated in his favorite piece of advice: “Never give up.” This episode not only highlights his professional evolution but also serves as an inspiring testament to the power of perseverance and the value of nurturing connections in varied fields.In this enlightening discourse, Bill Williams, a veteran in the field of communications, shares his remarkable life journey that spans numerous roles and experiences. Raised in a military household, he attended a staggering 13 schools across the United States, which instilled in him a sense of adaptability and resilience. His academic pursuits led him to Texas Tech University, where he obtained both a Bachelor's and a Master's degree in Broadcasting and Journalism. His quest for knowledge did not end there; he further pursued a doctorate in mass communications at the University of Texas, where he also contributed as a faculty member while overseeing a four-city instructional television network. Bill's career subsequently took him to Ohio, where he served as the director of instructional television at Bowling Green State University, and eventually to Washington D.C., where he established his own communications consulting firm. After two decades in the nation's capital, he returned to Ohio, where he shifted his focus toward becoming a registered investment advisor, illustrating his remarkable ability to pivot and adapt to new professional landscapes.Throughout the conversation, Williams emphasizes the value of perseverance and the profound impact of mentorship, recalling the pivotal advice he received to 'never give up'. This mantra has been a cornerstone of his professional ethos, guiding him through various challenges and career transitions. He recounts an inspiring story involving Adrian Vaughn, a mentor who saw potential in him despite his initial lack of experience in photography. This relationship not only shaped his career but also exemplified the crucial role that mentors play in fostering growth and resilience in individuals navigating their professional paths.Additionally, Williams offers insightful commentary on the evolving nature of communication in today's digital age, where the sheer volume of information can often obscure the truth. He articulates the importance of discernment in evaluating the credibility of sources amidst the cacophony of competing narratives. His reflections serve as a reminder of the critical need for individuals to engage thoughtfully with the information they consume and to remain vigilant in their quest for truth. This dialogue not only showcases Williams' extensive expertise in communications but also provides valuable lessons on resilience, mentorship, and the importance of critical thinking in an information-rich world.Takeaways: Bill Williams' childhood was marked by frequent relocations due to his military family background, attending 13 different schools. After obtaining his degrees in Journalism and Broadcasting, he pursued a doctoral program in mass communications, ultimately becoming a faculty member. His career progression included roles such as the director of instructional television and later, establishing his own communications consulting firm. In a significant career shift, he became a registered investment advisor,...

Logan Thompson is an Assistant Professor and Extension Specialist of Sustainable Livestock Feeding at Kansas State University.He grew up on a registered Hereford ranch in central Texas which instilled a passion to improve the sustainability of beef production by developing practical solutions for producers. Logan started his bachelor's degree at Sam Houston State University in Huntsville, TX prior to completing his degree at Texas Tech University in 2015. Following this he earned a Masters in beef sustainability at Oklahoma State University in 2017 and a PhD in ruminant nutrition at Michigan State University in 2021. Prior to joining Kansas State University in August of 2022, he served as a post-doctoral fellow at Colorado State University.Logan's predominate research interest is in measuring greenhouse gas emissions in grazing systems and how grazing management impacts ecosystem function. Of particular interest in how the soil-plant-animal interrelationships are manipulated by management decisions. Additionally, his research examines how management decisions influence nutrient utilization within and across production systems. Logan's wife, Rachel, is also a science nerd and is a Senior Scientist in Ingredient Solutions R&D at MGP Ingredients in Atchison, KS.Past Podcast references:https://www.buzzsprout.com/1995747/episodes/14850913https://www.buzzsprout.com/1995747/episodes/14176506https://www.buzzsprout.com/1995747/episodes/12989654https://www.buzzsprout.com/1995747/episodes/11378191Links:Frontiers | Is Climate Neutral possible for the U.S. beef and dairy sectors?

Operations Corrupt America and the World Douglas Valentine Author of three books on CIA operations, Valentine's research into CIA activities began when CIA Director William Colby gave him free access to interview CIA officials who had been involved in various aspects of the Phoenix program in South Vietnam. It was a permission Colby was to regret. The CIA would rescind it, making every effort to impede publication of The Phoenix Program, which documented the CIA's elaborate system of population surveillance, control, entrapment, imprisonment, torture and assassination in Vietnam.While researching Phoenix, Valentine learned that the CIA allowed opium and heroin to flow from its secret bases in Laos, to generals and politicians on its payroll in South Vietnam. His investigations into this illegal activity focused on the CIA's relationship with the federal drugs agencies mandated by Congress to stop illegal drugs from entering the United States. Based on interviews with senior officials, Valentine wrote two subsequent books, The Strength of the Wolf and The Strength of the Pack, showing how the CIA infiltrated federal drug law enforcement agencies and commandeered their executive management, intelligence and foreign operations staffs in order to ensure that the flow of drugs continues unimpeded to traffickers and foreign officials in its employ.Ultimately, portions of his research materials would be archived at the National Security Archive, Texas Tech University's Vietnam Center, and John Jay College.This book includes excerpts from the above titles along with subsequent articles and transcripts of interviews on a range of current topics, with a view to shedding light on the systemic dimensions of the CIA's ongoing illegal and extra-legal activities. These terrorism and drug law enforcement articles and interviews illustrate how the CIA's activities impact social and political movements abroad and in the United States.A common theme is the CIA's ability to deceive and propagandize the American public through its impenetrable government-sanctioned shield of official secrecy and plausible deniability.Though investigated by the Church Committee in 1975, CIA praxis then continues to inform CIA praxis now. Valentine tracks its steady infiltration into practices targeting the last population to be subjected to the exigencies of the American empire: the American people.Become a supporter of this podcast: https://www.spreaker.com/podcast/the-opperman-report--1198501/support.

John Bloom is the Founder and Head Strength Coach of Elevated Athlete Development LLC. Based in the Dallas-Fort Worth area, Elevated Athlete Development offers coaching services for athletes and mentoring for coaches alike, and is committed to developing the whole athlete, fostering success in athletics and life. Bloom is the former Director of Sports Performance and head of men's basketball at Oral Roberts University from 2023-2024. Prior to ORU he was the assistant strength coach for men's basketball at Texas Tech University from 2022-2023. Bloom got his start as an assistant strength coach at Prince of Peace School in Carrollton, TX serving two stints in both 2015 and 2018 before interning at his alma mater, Abilene Christian University from 2017-2019. He was promoted to full-time assistant in 2019, serving in that position for two years before becoming the director of sports performance for men's and women's basketball at Weber State University from 2021-2022. Bloom is also the author of “Strength in Numbers: Insight from Top Coaches on How to Build Your Career, Handle Failure, and Achieve Long-Term Coaching Success.”A former football player at Abilene Christian University, Bloom continues to stay active in his spare time training and enjoys playing basketball, spikeball and pickleball when he's not in the weight room. Samson EquipmentSamson Equipment provides Professional Weight Room Solutions for all your S&C needs.Cerberus StrengthUse Code: STRENGTH_GAME at Cerberus-Strength.comSport KiltUse Code: TSG at SportKilt.comDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show

In this episode, Kent visits with Congressman Jodey Arrington, who is serving his fourth term as chairman of the Budget Committee and is a member of the Ways and Means Committee. Arrington shares his journey from his upbringing in Plainview, Texas, to his education at Texas Tech, and his early career with Governor George W. Bush. The conversation covers pivotal moments such as 9/11 and Hurricane Katrina, and Arrington's role in federal recovery efforts. The episode offers a compelling look at Arrington's dedication to public service and his contributions to Texas and beyond.

Is passion enough to teach? In this powerful episode, Dr. Jacob Kirksey—Assistant Professor of Education Policy at Texas Tech University—reveals research on the rise of uncertified teachers (56% of new teachers in Texas are uncertified) and the real cost to student learning. Discover why teacher training matters more than ever and how we can fix the broken pipeline in education.

Greg Peterson/Machinery Pete's Pick of the Week is blue this time. He also reports on auction prices in three other states. Darren Hudson of Texas Tech University joins us to discuss several issues, including challenging times for cotton.See omnystudio.com/listener for privacy information.

How can public administrators embrace the promise of AI and emerging tech as enablers without being dominatedby them? Join host Michael J. Keegan for the ASPA Conference Series - A SpecialEdition of The Business of Government Hour with Dr. Sukumar Ganapati, FloridaInternational University exploring how emerging tech can strengthen trust ingovernment services and Prof. Wendy Chen, Texas Tech University, examiningstrategies for AI Governance next week on The Business of GovernmentHour.   Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

How can public administrators embrace the promise of AI and emerging tech as enablers without being dominated by them? Join host Michael J. Keegan for the ASPA Conference Series - A Special Edition of The Business of Government Hour with Dr. Sukumar Ganapati, Florida International University exploring how emerging tech can strengthen trust in government services and Prof. Wendy Chen, Texas Tech University, examining strategies for AI Governance next week on The Business of Government Hour.   Learn more about your ad choices. Visit podcastchoices.com/adchoices

Kent Hance is a lawyer, a former U.S. Congressman, a university chancellor, and most notably, a native Texan. With the launch of his new podcast, Kent Hance: The Best Storyteller in Texas, Hance shares stories from his legendary life on themes relating to leadership, politics and great friendships with some real characters.Hance received his B.B.A. from Texas Tech University in 1965 and his law degree from the University of Texas in 1968. He served in the Texas state senate from 1975 - 1979. In 1978, after defeating George W. Bush, Hance was elected to the United States House of Representatives for Texas' 19th Congressional District, where he served until 1985.Following six years as a U.S. Congressman, Hance served on the Texas Railroad Commission from 1987-1991 (Chairman 1989-1990), the Governor's Energy Council, Governor's Oil Spill Advisory Committee, Texas High Speed Rail Commission, Interstate Oil Compact Commission, and the Texas Mining Council.In 2006, Hance was selected to serve as Chancellor to Texas Tech University. After his retirement as Chancellor in 2014, he was named Chancellor Emeritus and continues to teach a popular seminar class on leadership at Texas Tech.Subscribe and listen here: https://podcasts.apple.com/us/podcast/the-best-storyteller-in-texas-podcast/id1558310539

After earning a Sociology degree from Texas Tech University, Justin pursued graduate studies in Marriage and Family Counseling at Southwestern Seminary in Fort Worth. While in school, he worked part-time in the accounting department of a multi-state organization, eventually transitioning into a role in Human Resources—a better fit for his background and passion for helping people thrive at work.With broad experience across industries like retail, healthcare, distribution, oil & gas, and engineering, Justin focuses on improving the candidate and employee experience throughout the employment lifecycle. His expertise spans employee relations, talent acquisition, training, compensation, benefits, and engagement. He holds both Senior Professional and Global Professional certifications in Human Resources.Outside of work, Justin actively volunteers at his church and in the community, including with Junior Achievement and F3. He previously served as President of Fort Worth HR and was named a Top 40 Under 40 honoree by the Fort Worth Business Press, reflecting his commitment to impactful service and HR excellence.In this episode, Eric and Justin Dorsey discuss:The evolution of HR from a compliance function to a strategic driverWhy execution excellence is foundational to HR credibilityHow fractional HR can support growing businessesThe critical role of company culture in employee retentionAdvice for young HR professionals navigating their careersKey Takeaways:Strategic HR starts with operational excellence. You can't earn a strategic seat at the table without first delivering on the basics—payroll, benefits, compliance, and employee support must run smoothly. That's how credibility is built.Fractional HR is a flexible, cost-effective solution for small to mid-sized businesses. Whether it's interim leadership, project-based work, or an ongoing partnership, a fractional HR model provides expert guidance without the cost of a full-time hire.Culture must be intentional, not assumed. Leaders should be willing to assess and challenge their assumptions about what makes their workplace great. Employee feedback—like Best Place to Work surveys—can expose blind spots and create a path for real improvement.Execution trumps planning without follow-through. Even the best strategy won't matter without proper implementation. Break big initiatives into manageable, sequenced steps and ensure ownership is clear at every level.Build your career through curiosity and relationships. Young HR professionals should stay curious, take calculated risks, invest in their network, and never forget—it's not just about what you know, it's about the people you help and grow with along the way."Don't be afraid to take risks, be contagiously, consistently curious, and then also build your network." - Justin DorseyConnect with Justin Dorsey:LinkedIn: https://www.linkedin.com/in/justin-dorsey-sphr Email: justin@texasHRteam.com Connect with Eric Dyson: Website: https://90northllc.com/Phone: 940-248-4800Email: contact@90northllc.com LinkedIn: https://www.linkedin.com/in/401kguy/ The information and content of this podcast is general in nature and is provided solely for educational and informational purposes. It is believed to be accurate and reliable as of the posting date but may be subject to change.It is not intended to provide a specific recommendation for any type of product or service discussed in this presentation or to provide any warranties, investment advice, financial advice, tax, plan design or legal advice (unless otherwise specifically indicated). Please consult your own independent advisor as to any investment, tax, or legal statements made.The specific facts and circumstances of all qualified plans can vary and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan-specific circumstances.

In this episode of The Poultry Nutrition Blackbelt Podcast, Dr. Chance Williams from Wayne-Sanderson Farms shares a practical look into how integrators conduct nutrition research and apply findings to real-world production. He discusses mini pen trials, research collaborations, and decision-making frameworks that drive nutritional strategies. Listen now on all major platforms!"The mini pens are within the same production environment as the birds in that house, not isolated like a typical research barn."Meet the guest: Dr. Chance Williams earned his Ph.D. in Poultry Nutrition and M.S. in Beef Reproductive Physiology from the University of Arkansas, after completing his B.S. in Animal Science at Texas Tech University. As Sr. Nutritional Services Director at Wayne-Sanderson Farms, he brings nearly a decade of practical nutrition experience.What you'll learn:(00:00) Highlight(01:25) Introduction(02:30) Dr. Williams' career path(05:46) Mini pen trials(08:33) Academic partnerships(10:05) Internal research structure(12:58) Nutrition challenges(16:05) Closing thoughtsThe Poultry Nutrition Blackbelt Podcast is trusted and supported by innovative companies like:* Kemin* Kerry- Anitox- BASF- Poultry Science Association- Barentz- Zinpro

DR Fred Whitehurst : FBI Whistleblower, OKC, TWA 800, OJ, Waco....moreFrederic "Fred" Whitehurst is an American chemist and attorney who served as a Supervisory Special Agent in the Federal Bureau of Investigation Laboratory from 1986 to 1998. Concerned about problems he saw among agents, he went public as a whistleblower to bring attention to procedural errors and misconduct by agents. The FBI agreed to 40 reforms to improve the forensic reliability of its testing. FBI careerDr. Whitehurst received a Ph.D. in chemistry from Duke University, and a J.D. from Georgetown University. He joined the FBI in 1982 and served as a Supervisory Special Agent in the FBI crime lab from 1986-1998.While he was employed by the Federal Bureau of Investigation Laboratory, the FBI officially rated Dr. Whitehurst as the leading national and international expert in the science of explosives and explosives residue. Concerned about a number of issues that he observed and by the behavior of agents in the laboratory, he began to investigate their procedures. He eventually uncovered and reported what he thought were cases of scientific misconduct, alleging that the agents were biased toward the prosecution. In the OIG's report of Whitehurst's allegations, it was concluded that,"most of Whitehurst allegations were not substantiated," and that Dr. Whitehurst had, "common sense and judgement to serve as forensics examiner. The FBI crime lab finally agreed to forty major reforms, including undergoing an accreditation process. During this period, to protect himself in administrative proceedings, Whitehurst hired Kohn, Kohn & Colapinto, a Washington, D.C. law firm specializing in defending whistleblowers.[1]Post-FBI yearsDr. Whitehurst currently serves as the Executive Director of the Forensic Justice Project (FJP). The FJP was formed in 1998 as a project of the National Whistleblower Center, a non-profit 501(c)3 organization. The goal of the FJP is to lead a national effort to accomplish the following:Review cases to make sure that innocent people have not been wrongfully convicted through the misuse of forensic science;Provide expert testimony in cases in order to assure that forensic science is not misused in civil and criminal prosecutions impacting on the public interest or the rights of individuals;Offer objective scientific evaluations of forensic evidence;Publish and distribute information necessary for an objective analysis of the quality and objectivity of forensic science and crime laboratories nationwide.Dr. Whitehurst practices criminal law in Bethel, North Carolina. He was elected to the commission of the town of Bethel.The DiariesIn March 2005, he and his brother Robert (also a Vietnam War veteran) brought the Đặng Thùy Trâm diaries to a conference on the Vietnam War at Texas Tech University. There, they met photographer Ted Engelmann (also a Vietnam veteran), who offered to look for the family during his trip to Vietnam the next month. With the assistance of Đỗ Xuân Anh, a staff member in the Hanoi Quaker office, Engelmann was able to locate Trâm's mother, Doãn Ngọc Trâm. He obtained connections to the rest of her family.[1]In July 2005, Trâm's diaries were published in Vietnamese under the title Nhật ký Đặng Thùy Trâm (Đặng Thùy Trâm's Diary), which quickly became a bestseller. In less than a year, the volume sold more than 300,000 copies, and comparisons were drawn between Trâm's writings and that of Anne Frank.[2][3]In August 2005, Fred and Robert Whitehurst traveled to Hanoi, Vietnam, to meet Trâm's family. In October of the same year, the Vietnamese family came to Lubbock, Texas, to view the diaries, which are archived at Texas Tech University's Vietnam Archive. They visited Fred Whitehurst and his family in his home state of North Carolina.The diaries have been translated into English and published in September 2007. The book includes photographs of Đặng during high school and with her family. Additional translations have been made and the book has been published in at least sixteen different languages.In 2009 a film about Đặng Thùy Trâm by Vietnamese director Đặng Nhật Minh, entitled Đừng Đốt (Do Not Burn It), was released. Dr. Frederic Whitehurst, an F.B.I. agent who served as a Supervisor at the FBI crime lab from 1986 to 1998, blew the whistle on irregularities at the lab. Whitehurst received his Ph.D. in chemistry from Duke University and his law degree from Georgetown University before joining the Federal Bureau of Investigation in 1982 The F.B.I. considered Whitehurst the world's top expert in the forensic science of explosives and explosives residue. While at the Lab, he investigated, uncovered and reported misconduct which forced the F.B.I. crime lab to agree to major reforms.For his crusade against corruption in the Lab, Whitehurst was forced to defend himself from retaliation by the Bureau. He was defended by David K. Colapinto of Kohn, Kohn & Colapinto, a Washington, D.C. law firm specializing in defending whistle-blowers. The FBI settled his whistle-blower case for over $300,000.Fred Whitehurst's revelations of F.B.I. misconduct have affected the course of many prominent cases, including the Waco Siege (he is featured in the 1999 documentary film Waco: A New Revelation (1999)) and the O.J. Simpson murder trial. He practices criminal law in the state of North Carolina.Become a supporter of this podcast: https://www.spreaker.com/podcast/the-opperman-report--1198501/support.

Matt Markin from CSU San Bernardino and Ryan Scheckel from Texas Tech University dive into the exciting world of AI-powered tools reshaping the experiences of both students and advisors. They explore Google's NotebookLM, an AI assistant that digests your documents, delivers smart summaries, and even creates personalized audio overviews. They also check out Thea Study, a beta-stage platform offering AI-crafted study guides, flashcards, and quizzes to supercharge learning. Could these tools transform how students and advisors interact with information? Tune in for a thoughtful look at their potential—and the critical questions we still need to ask about AI in education.Subscribe to the podcast on your favorite podcast platform!The X, Instagram, and Facebook handle for the podcast is @AdvisingPodcastAlso, subscribe to our Adventures in Advising YouTube Channel!You can find Matt on Linkedin.

Dr. Khwaja Moinuddin grew up in India with what he calls a “normal childhood”. He attended high school and then received his bachelor's degree in mechanical engineering in his home town. With some convincing and soul searching he then came to the United States and attended Texas Tech university where he obtained his Master's degree and began working toward obtaining a PhD. Khwaja tells us about his time at Texas Tech including how, when funding grew hard to get, he overcame his fears and adversity and found a job that helped him stay in school. Even so, while working on his Doctorate degree he secured a job with 3M and, as he tells us, he learned a lot and even today he is grateful for the opportunities he had at this company. Eventually, however, under the advice of others he did finish his PhD, but not in Mechanical Engineering as such.   Khwaja began learning about organizations, how they worked, why often they didn't work well and he developed ways to help people at all levels of organizations learn how to stop being so resistive to change and thus develop more positive attitudes and constructive methods of accomplishing tasks.   We get to hear much wisdom from Khwaja on leadership, resistance to change and how to better accomplish tasks by being more open to new ideas. This episode is a MUST for everyone if you are at all open to learning some new ideas and growing to be better in whatever you do at work, in life and at play.       About the Guest:   Dr. Khwaja Moinuddin is a renowned leader in Continuous Improvement, Change Management, and Business Transformation, with over 22 years of hands-on experience driving measurable impact across diverse industries. His mission is clear: to help organizations embed a culture of excellence, resilience, and continuous learning - not as a temporary initiative, but as a way of working. Whether leading large-scale change programs, coaching executives, or transforming operational models, he has built a reputation for delivering tangible business results and lasting cultural shifts. With deep expertise in Continuous Improvement, Change Leadership, and Robotic Process Automation (RPA), Dr. Moinuddin partners with organizations to challenge the status quo, eliminate inefficiencies, and create high-performing teams. He has worked across multiple industries, functions, and global markets, collaborating with executive leaders, middle managers, and frontline employees to break down silos and drive sustainable transformation. His holistic approach ensures that strategy, execution, and people engagement work in tandem, because real change happens when employees at every level take ownership of improvement. A passionate thought leader and author, Dr. Moinuddin has distilled his years of experience into two books that serve as practical guides for transformation:   "I.N.S.P.I.R.E. - An Adaptive Change Excellence Model and Guide of the people, for the people, by the people" – A framework for leading people-centered, high-impact change initiatives. "Are You (Really) Listening?: Decoding the Secrets of Unheard Conversations" – A deep dive into the power of listening as a critical leadership and change management skill.   Dr. Moinuddin's philosophy is simple: transformation is not about tools, it's about people, mindset, and discipline. If your organization is struggling with change fatigue, leadership misalignment, or resistance to new ways of working, he can help you turn obstacles into opportunities and create a culture where excellence thrives. Let's connect and explore how we can drive real, measurable business impact, together!     Dr. Khwaja Moinuddin's journey is a testament to the power of perseverance, continuous learning, and an unstoppable mindset. Born and raised in a simple middle-class family in Pondicherry, India, a former French colony - he completed his schooling and earned a Bachelor's degree in Mechanical Engineering before moving to the U.S. to pursue his Master's in Industrial Engineering. At Texas Tech University, he excelled academically, achieving a 4.0/4.0 GPA in his major (Manufacturing) and an overall GPA of 3.83/4.0. While pursuing his degree, he also worked as an intern for Rhodia Inc., a chemicals manufacturing company, gaining valuable hands-on industry experience. Khwaja began his career as an Industrial Engineer with 3M, where he learned the foundations for his expertise in Continuous Improvement (CI) and Change Leadership. Over the years, he obtained multiple professional certifications, including Lean Six Sigma Master Black Belt, Certified Change Practitioner, Certified Prince2 Practitioner and Certified Scrum Master. His career took him across the globe, leading large-scale transformation initiatives in world-renowned organizations such as Ocean Spray Cranberries, Shell, Maersk, GARMCO, HSBC, and PDO (Petroleum Development Oman). Despite a demanding global career, Khwaja pursued his passion for learning, earning a Doctorate in Management Studies and a second Master's degree in Psychology while working full-time. His belief "To Learn is to Breathe" has shaped his leadership philosophy, helping organizations embrace change, embed a culture of excellence, and achieve breakthrough results. Beyond his professional accomplishments, Khwaja is a devoted husband and father. He fell in love with and married his wife, Sangeetha, while in the U.S., and together they have a 15-year-old son, Tanish. They now reside in Chennai, India. Dr. Khwaja travels frequently for his consulting work, and he continues to inspire businesses, leaders, and professionals to transform their organizations, and themselves - with an unstoppable mindset.   Ways to connect with Dr. Khwaja:   https://www.processexcellencenetwork.com/contributor/khwaja-moinuddin https://www.journeytowardsexcellence.com/ https://www.khwajamoinuddin.com/ https://www.journeytowardsexcellence.com/ https://www.khwajamoinuddin.com/     About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, hello again, everyone. I am your host once again. Michael hingson, and you are listening to unstoppable mindset. We're really glad you're with us, wherever you happen to be in the world, and wherever we happen to be talking in the world. And today we're actually talking to Dr Khwaja Moinuddin from India. So it's a long distance boy signals travel a lot faster today than they did when we used covered wagons or Coney pony expresses. So I'm really grateful for the fact that we get to use Zoom and computers and do things in such a meaningful way. So anyway, here we are. Kwaja has written two books, and I know he's going to tell us about those, so I'm not going to give a lot of that away. He has been a transformational leader. He also has a background in mechanical engineering, and that fascinates me, because it seems to me, it's interesting going from mechanical engineering to being a transformational subject matter expert and expert by any standard. So I'm going to be curious to hear about that. But anyway, meanwhile, Khwaja, I want to welcome you to unstoppable mindset, and thank you for being here.   Dr Khwaja Moinuddin ** 02:28 Thank you. Thank you, Michael, it's, it's indeed an honor to be on your podcast. And you know, as as we have been discussing, I'm no expert by any means. I have just gathered years and years of experience, 22 plus years of experience, and I'm still learning and continuous improvement, transformation. It's an ocean. So the more you know I learn, the more I feel like I don't know much. Yes, there is to learn, yes.   Michael Hingson ** 03:05 Well, I know exactly what you're saying. I think if we stop learning, then we have really let ourselves down and let the world down. We need to continue to learn. And I very much enjoy doing this podcast, because I get to learn so much from so many people. It's really a lot of fun. So I want to again, thank you for being here and looking forward to all that we get to talk about today. So let's get to it. I'd like to learn a little bit about maybe the early Khwaja Growing up and so on. Tell us a little bit about you growing up in India and so on.   Dr Khwaja Moinuddin ** 03:38 Yep, I'm from a very small town in Pondicherry called Pondicherry in in India, the closest big city is Chennai. It's about 160 kilometers south of Chennai. It used to be a former French colony. Now the place has been changed. I mean, the name has been changed from Pondicherry to Puducherry. But growing up, I'm the youngest of two kids. I have a brother. He's four years older than me, and my parents were typical middle class, lower middle class, both working parents. They worked really, really hard to put me and my brother through to school. They took care of us, they protected us. So I'm really grateful for my parents, my mom, my dad and my brother also could be quite me, you know, when I was young. So I'm really grateful to my family, because we were just the four of us in our family. Growing up, I went to a public school, initially, I went to a private school, and. Uh, but then my parents couldn't afford the fees, so we moved to public school, and I did all my schooling and my bachelor's in mechanical engineering in Pondicherry. So born and brought up in Pondicherry, which was a small fishing village, didn't know much about the real world until, you know, I graduated and stepped out of India for the very first time to go to the US to do my master's degree. My childhood was, was, was normal, you know, on a living on a on a coast. So I really enjoyed living near the beach. We didn't live very far away from the beach, just maybe, you know, maybe 100, 200 meters away from the beach. Growing up, I had a lot of friends, so we would be, would take our bicycles and and, you know, ride all over the town because it, you know, it wasn't as crazy as it is now with all the traffic and stuff, it was less congested. And the good thing about Pondicherry, an interesting fact is, because it was designed by the French, all the streets in Pondicherry are at right angles to each other. So you would never get lost if you are in Pondicherry, in the middle of the Pondicherry, because wherever you go, if you take a right turn and another right turn and another right turn, you will end up at the same place. So you will never get lost. That's an interesting fact in Pondicherry. How about Pondicherry?   Michael Hingson ** 06:39 So it certainly is a whole lot easier to travel around pontichery than it is to travel around Washington DC by any standard, I think. So yes, there's a lot of Angular streets and streets that go in different directions in Washington. So yeah, I think I'd like pot of cherry that's pretty good. So did you learn to fish?   Dr Khwaja Moinuddin ** 07:03 Not, not, yeah. I mean, I did learn how to fish, but more swimming. Used to go to the ocean almost every day. You know, I think I practically spent a lot of time on the beach with my friends and in the playgrounds. Our playgrounds used to be huge growing up, unlike now, they have become so small and condensed with all the, you know, development, the real estate that's growing in India, in Pondicherry and in India in general. But, but yeah, I did learn how to fish, you know, not using, like a fishing rod in the in the US, but using, you know, the the fishing, the the thread, you know, the nylon wire, fishing net, yeah, yeah. Not, not the net, but the wire, just was the single wire,   Michael Hingson ** 07:58 well, so you what, what got you into mechanical engineering?   Dr Khwaja Moinuddin ** 08:05 Well, you know, as, as all of my fellow Indians would say, in India, you are either an engineer or a doctor first. So, so I really had no choice. I had to become an engineer or a doctor. I didn't score enough to become a doctor, so I naturally became an engineer. But since I have to become an engineer, I was looking at, you know, all the different fields of engineering. What fascinated me was, you know, the field of mechanical engineering, because I heard from several of my friends and colleagues that mechanical engineering is an evergreen field, and typically, mechanical engineers can fit anywhere. And they were really, really they were, they were 100% correct. And I'm glad I chose mechanical engineering and I really liked my subject, because that what I am today would not be if I hadn't learned about mechanical engineering. Well.   Michael Hingson ** 09:07 So you, you got your bachelor's degree, but then you, as you said, you stepped out and you, you actually came to the United States and went to Texas Tech to do your advanced degree. What made you do that? That's moving a long way from home, yep.   Dr Khwaja Moinuddin ** 09:23 So some of my my my friends and my seniors, also, when I was doing my mechanical engineering, they were talking about something called as a GRE or a TOEFL. It sounded Greek, like Greek and Latin to me. I didn't know what it was. I had no intention of going to the US initially. My intention was to get a job and earn a lot of money and and I was almost done studying at that point of time, you know, learning subjects like thermodynamics and lot of advanced mechanics. Engineering stuff for four years really wears you out. But my my seniors and and my cousin also, and my uncles and a lot of my relatives, they said, you know, if you don't do your masters now, and if you go straight away to work, you may not have the inclination to learn more. So they really, they really prompted me or nudged me to do my Masters also, and and my mom, of course, she has been a great, great, great driving force behind me. She She encouraged me to always, always, always learn. She herself has, you know, so many degrees I cannot, I don't even know how many degrees she has. She has master's degrees and Bachelor's degrees in in, you know, all sorts of areas. And to this day, you know, she she keeps learning, and she has been a teacher for about 45 years now. So so my mom, along with my relatives and my friends. They said, You know, you need to study more so. So, you know, I had actually got a job, you know, in my fourth year. And I got a job through on campus interviews, you know, like a career fair in the in the US, similar to a career fair in the US. So I gave up that job and I wrote GRE and TOEFL. I worked hard. Got I did not get like flying colors, but I got, I got good grades in GRE and TOEFL, and then I applied to universities. Initially I was going to be an aerospace engineer, but then my friends also told me that maybe that's a difficult field to get a job in in future, because it requires, you know, us, security clearance and stuff. So you're you're better off doing something which is related to mechanical engineering, or even mechanical engineering. I didn't want to go too much into technical stuff, so I explored industrial engineering, and I found, you know, the courses and all that stuff were really to my liking and to my interest. So, so then I chose industrial engineering and Texas Tech specifically because of the industrial engineering program they had. So then and, and that's one, one thing led to another. And then I landed in Texas Tech University.   Michael Hingson ** 12:26 Well, that must have been fun. So you had lots of new experiences. You learned about football and all sorts of other things in addition to your academic studies. Yes,   Dr Khwaja Moinuddin ** 12:36 yes. Red Raiders. Go Red Raiders. Yeah, right.   Michael Hingson ** 12:40 Well, and I, I went to UC Irvine. I don't know, I still don't know if we have a much of a football team today. We have a good basketball team, but go anteaters anyway. So it's, it is interesting how our lives change and how we end up, how God gives us different opportunities? And then, of course, the issue really is us taking those opportunities and moving forward with them. When you You certainly did. You stepped out and you moved to the United States, you went to Texas Tech, you got your bachelor's, and where did you get your PhD?   Dr Khwaja Moinuddin ** 13:19 So I got my master's from Texas Tech, and I was, I also started to do my PhD in industrial engineering in Texas Tech, but unfortunately, I didn't finish, because the the department ran out of funding, and I had to search for a job. So I started to, I got my job in 3m as an industrial engineer. But I also did an internship in another company called Rodia, which is a chemicals manufacturing company. But then, you know, while I was doing, while I was, you know, still pursuing my full time job, I really wanted to go back to Texas Tech and complete my PhD, because I had completed all my coursework, except for the which was the dissertation which was pending. And you know, at that time, one of the professors told me, quadra, try and complete your PhD, otherwise you will regret it. I still remember his words to this day. I should have, you know, looking back, I should have stayed back in Texas Tech and finished my PhD. I should have, you know, borrowed some more money and finished my PhD in industrial engineering in Texas Tech. But nevertheless, what I did is I did my doctorate, professional doctorate in management studies in Indian School of Business Management. So slightly different. But, you know, I didn't, I didn't actually want to go for an MBA. So I want I did the doctorate in management studies because I was more interested in organizational behavior, operations. Management in that field. So I got it in 2012   Michael Hingson ** 15:07 Wow. So you, you, you did complete it, even though, again, it went in a slightly different direction. But what was your interest that that took you into a little bit more of a business oriented environment, because you had clearly been in mechanical engineering and in that discipline for most of your studies.   Dr Khwaja Moinuddin ** 15:25 Yes, yes. So, you know, when I was doing my master's degree in Industrial Engineering, you know, and I got interested in continuous improvement, lean, Six Sigma, transformation, change management in that field, more as I was doing my masters in industrial engineering. And then when I got my first job in in 3m 3m is a great company, as you know, you know, I learned all the basics of my lean, Six Sigma change management, you know, hands on in 3m and I'm still grateful to this day that my very first job was in 3am actually, it's a funny story, because, you know, I got the job in 3m on the same day I was interviewed. So the I was very lucky. I think the the line manager really liked me, and he said, kwaja, I'm going to hire you on the spot. So I was, I was really, really, you know, ecstatic on that day, and I still remember that feeling to this day, yes. So what interested me to coming back to your question was when I was working in 3m they have a good mentorship program. So they asked me, you know, how do you want your career to be? You know, where do you see yourself in five years? In 10 years? In 15 years? How do you see yourself growing? And I said, I want to grow in the technical field. I want to become like a subject matter expert in Lean, Six Sigma, Black Belt, Master, Black Belt. And I want to grow in the technical field. And I remember the mentor, she told me, kwaja, while that's a good thought, but you will not grow much if you are purely technical, you will grow more if you combine your technical expertise with management, how to lead people, how to manage people, how to do change management with people so she actually, you know, planted the seed in me to do more of, you know, people management role. And for that, she prompted me to do more courses in people management, leading teams, how to work and collaborate with, you know, cross functional teams. And that interested me, and I started to search for courses that would give me that exposure. And then, you know, given the fact that also I took some courses in my master's, or when I was doing my PhD in industrial engineering, it prompted me more to move away from technical rather than getting a PhD in industrial engineering, to do adopt rate in management studies. And hence I, you know, slightly moved into the people management, operations management, into the softer stuff of managing people and getting stuff done through people, through others.   Michael Hingson ** 18:14 Well, nothing, nothing wrong with that. I know my background was in physics. But along the way, there came a time that I was confronted with an opportunity to take a job that wasn't directly related to physics, and I chose to do it. But out of that, I ended up being put in a situation once where I had to make a choice to either go find a new job or change from doing kind of human factors studies and other things related to a product going in instead into sales, and I chose to go into sales, but my reasoning was, It's difficult enough for blind people to get jobs. Finding a new job would be really a challenge, whereas an opportunity was being offered, and it was a good opportunity, so I accepted it. So again, I know that many times we do find that there is a an opportunity that comes along that maybe we don't expect, and if we take it, it's the right way to go.   Dr Khwaja Moinuddin ** 19:14 Yes indeed. And your story has been fascinating, Michael, to be honest with you, it has been, you know, it's very inspirational. Your story, me and my wife, we were sharing, you know, how you how you overcame adversity, that's really, really, really inspirational.   Michael Hingson ** 19:33 Well, thank you. And I, I appreciate that. And you know, to me, it's just how we live life, and we sometimes we're presented with challenges and and we have to deal with those challenges, which is, of course, our role, and if we don't, then we're the losers for doing it. Well, in your case, did you ever have a defining moment or a situation where, if, since we call this unstoppable mindset, where. Kind of a mindset really affected you and to help you through it.   Dr Khwaja Moinuddin ** 20:05 Yeah. I mean, many, many, many, many situations, there's never a dull day in continuous improvement, so it's full of challenges. Always, always. You know, in every organization I have worked for, there have been challenges in terms of, you know, how to deploy continuous improvement, how to take people with you in the journey of continuous improvement. But one of the things you know early on, when I was doing my my master's degree, is, you know, I think that that laid the foundation also for me to become more resilient and more adaptable. You know, when, when my department said they didn't have funding I wanted to, and this was, you know, when, when I was doing my master's degree, not, not, you know, when I went into my PhD, when I was doing my master's degree, after a semester, they said they didn't have enough funding. So a lot of my colleagues, you know, those who are in engineering, whether mechanical or industrial or or chemical or petroleum engineering, they would they were searching for jobs. I think it was the summer of 2001 and since it was summer, a lot of professors were on were on vacation, and I went door to door, knocking on every professor's, you know, Office, Office door. And almost everybody you know, kind of, you know, either shoot me away or said, you know, we don't have funding. Or, you know, their doors were closed because they were on vacation. So one of the, one of the things I did, you know, you know, I was very, very frustrated. I couldn't sleep. So I thought, What am I doing? What am I doing? What am I doing wrong here? Why am I not getting the funding. Why am I not getting a research assistantship? So as I was laying on my on my bed that that night, one evening, I thought to myself, and an idea came to me, why don't I go into Texas Tech University's Health Sciences Center, which is slightly far away. It's, you know, we have to walk, like, at least half an hour to get to the Texas Tech University's Health Sciences Center. And it's predominantly, you know, biology, Health Sciences Center. So nobody, none of my colleagues, had gone there to look for a job. So I thought, why not go there? Maybe I will find some luck. So initially, you know, I was told, No, you know, you don't have a biology background or, you know, we don't have jobs here. But on the third day, one professor, you know, as I was, I thought, you know, my day, on that day also is going to be a disappointment. Around five o'clock that evening, when I was about to go home and I noticed one professor's door was open. His name is branch Schneider, so if he's, if he's watching, you know, I'm grateful to him also for this brand Schneider. He is the professor in oncology department in Texas Tech University Health Sciences Center. So I approached him, his door was open, and I told him, I'm searching for a job. Any job? Would you be able to give me a job? He thought, he thought about it, and without hesitation, you know, he said, I do have a job, but you may not like it. And he said, You know, it's it involves washing dishes, bakers. Are you comfortable in doing it? I said, I thought about it, and I said, I can do it if it helps me to get in state tuition. And he also thought about it, and he said, Yeah, I think that should not be a problem. And once I agreed to do that, then he said, I don't want you to just do that. I want to use your engineering skills to help me with research. You know, doing some reports, research, reports and analysis using your engineering skills. Would you be able to do that? I said, That's my specialty. I would be glad to do that. So, you know, one thing led to another, and then, you know, he gave me the research assistantship, and you know, I was able to continue with my with my master's degree without, you know, burdening my parents. Because, you know, I had got a huge loan to go to the US, as you know, going to the US during those times is not, is not cheap. It's very expensive. So, you know, I think that's what, that's what laid the foundation. So I thought, you know, nothing is impossible. So if I can do that, I think I can convince people to do change management, at least my change management skills, and, you know, my Lean Six Sigma skills to do the continuous improvement in organizations. So I think that one moment, I think, was, you know, when, when I got that. I didn't realize that, you know, when I got back to my room and I told my friends that, you know, I had got this job, everybody's jaw dropped. They said, You have done something impossible. So they said, you know, we are now going to go to Health Sciences Center also. So I think a lot of our engineering guys went and knocked doors in Health Sciences Center, and they began to get jobs there. I   Michael Hingson ** 25:24 remember once, one of the first jobs my brother ever got. He was, I think, in high school. He had gotten to high school, and he went to apply at a restaurant for a job, just to earn some money. And the owner said, Well, you know, let me think about it. Would you go outside and we got some weeds out in the in the area around the restaurant, would you just pull the weeds? And my brother said, Sure, why not? I don't have anything else to do. So he went out on like, in a half hour, he had, excuse me, he had pulled all the weeds. The manager came out and was just absolutely amazed that he had had done all of that. And he said, Well, okay, and I thought about it, I'll give you a job. And of course, he was really being tested. Would he go out and do whatever he was asked to do? Which Which he did do? And when he came home and told my parents, and I was there at the time about that, they said, you understand that this guy was just testing you to see whether you would do whatever needed to be done to help the restaurant. And you passed, and he got the job. We never know where things are going to come from. And indeed, yes, we should be open and be willing to explore. It's always a good thing when we do that. I haven't thought about that in years, but you just reminded me of that story, and it's a great story, and for me, it was a lesson that you've got to do sometimes different things, and when, when you're really asking for someone's assistance, you also need to look at what they're asking you to do, and you need to do what they're asking   Dr Khwaja Moinuddin ** 27:01 yes, unless it's to shoot No, I'm not going to go out and   Michael Hingson ** 27:07 shoot someone. But that's a different story. But well, that's great. Well, now, while you were in the United States, you also went off and got married, huh?   Dr Khwaja Moinuddin ** 27:18 Yes, I did.   Michael Hingson ** 27:21 Well, that was a that was a good thing. That's another good reason to have come to the US. Yes, now, is your wife from India or the US?   Dr Khwaja Moinuddin ** 27:33 Well, it's a, it's an interesting story. Once again, we she, she is. She's two years younger to me, and, you know, we met at a birthday party, and in, you know, at a professor's daughter's birthday party. And I initially thought I knew her from somewhere, so I was very, very shy to to approach her. But then some of her, some of her friends, or, I think some of my friends who knew her, they asked me if you know I would be okay to drop them to their house. So when I was, when I was driving, I looked at her through the, you know, the rear view mirror, yeah, and I, I liked her a lot, so, but I didn't know whether she was looking at me at that time or not. But then later, I told her that I was looking at you when I was driving. And then, you know, one thing led to another, and you know, we dated. She's from India, so she was also doing her master's degree. When, when, you know, at the time, you know, I was doing an internship in in a chemicals manufacturing company in Vernon, Texas, which is in the middle of nowhere. And I used to drive three hours from Vernon to Lubbock because I thought Lubbock was in the middle of nowhere. But then, when I was when I was working in Vernon, which is just no like a small town of 10,000 people, then when I used to drive back to Lubbock, it was like heaven, Paradise. I could see many people in Lubbock. So when I was driving back and forth. And I was in, I met her in this, in this party, and then we started to date. And then, you know, we got, we got married in the US in 2000 we were dating for a very long time. We lived together also for for a long time, we got to know each other. And then we got married in 2008   Michael Hingson ** 29:42 Ah, well, that's great. Congratulations. How long have you been married now? Thank you.   Dr Khwaja Moinuddin ** 29:48 Well. We have known each other now for 21 years since 2004 Yes, and we have been married since 2008 so 17 years. Wow. Congratulations. Thank you, thank you. And we have a son, 15 years old. And yeah, we, we are still, you know, happily married to each other, and she, you know, she has been a great support for me, not only in times of happiness, but but especially, you know, when I get frustrated, when when I'm not in such a good mood, or when I feel dejected, she has supported me tremendously, and she's still supporting me tremendously, but   Michael Hingson ** 30:30 I bet that goes both ways.   30:33 Yes,   Michael Hingson ** 30:35 you have to be more stable than you.   Dr Khwaja Moinuddin ** 30:41 Yes, well, I think she's more emotionally matured also. Then I don't want to tell her that, but she may know after this podcast   Michael Hingson ** 30:52 well. So you do a lot of work in working with people involved in resistance and change and continuous improvement, and you deal with people with resistance and change. How do you push back? And how do you push beyond that? How do you get people who are so resistive to change to to agreeing to change? You know, the reason I ask is that we all we all hear people talk all the time about how change is important. Changes is necessary, but none of us really want to change. How do you deal with that?   Dr Khwaja Moinuddin ** 31:26 Yes, so, you know, over the years, this is what, this is what I have learned also. And you know, I, I did my masters, my second masters in psychology, and that helped me a great deal. Also, I've always been, you know, fascinated with the psychology of human behavior. So I always wondered, you know, even when working in 3m or in my first company as an intern, I always wondered, you know, why? You know, even if a change is good, why are people resisting? And years and years passed by, I always, I always thought that, you know, we can, we can always convince people with rational, logical stuff, with data. But then I found out, you know, through through trial and error, I don't get convinced using logic. I have my own ways to resist. So when I learned about how I am resisting, I thought that's natural. Then how people, other people would resist. Because, you know my girlfriend at that time, who is my wife. Now, when she used to suggest something I would resist, that. She would say, quarter, you're not organized, you know, let's, let's get the house organized. And I would resist it because, you know, getting organized is a good thing, but then I had my own way of doing stuff. So, you know, to this day, I still resist, by the way, and she's still trying to convince me to get organized, but you know, I know why I resist. You know why I'm resisting. I know how I resist. So you know that, that you know early on, helped me, that, you know, people resist because we are trying to change them. It's not the change, but it's we are trying to change them into something that they don't want to so, for example, you know, one of the one of the line managers, or one of the leaders in a company that I worked for, he was completely against continuous improvement. He was telling me, I have been doing continuous improvement quadra, for 20 years, I don't need you to come and tell me how to do my job and how to improve it. And he was very open about it. I'm so glad he was. He was so open about it. Because, you know, I have also seen people who resist very covertly. They would say yes in front of you, and then, you know, go back and do their own stuff, or, you know, they won't do anything at all. So I wanted to understand him, why he felt that way. And, you know, I went on, you know, plant walks with him, and he was very proud when we were when we were walking around the plant, he showed me all the improvements that he did. So I told him, Bill, his name is Bill, what you're doing is continuous improvement. Bill, so I'm not trying to tell you to do your job. I'm here to tell you how to I'm here to help you how to do your job in a more structured way. And that's what CI is all about. So when I said that, immediately, he said, you know, guaja, I wish somebody you know, in your place, had told me that earlier, because people who had before you, who came before you, they were all about tools and templates. And I hate to use tools and templates. I'm more of a practical guy. So then that was a learning for me, also that, you know, that was an aha moment for me, that people, you know, certain people, have. Certain way of learning, and certain people have certain way of improving, but we all want to improve. So if we guide people in the right direction, and we talk their language, you know, we use their frame of reference, we use their language and and we see what are their pain points, and we try to help them overcome those pain points, then people would naturally, you know, you know, get the we would get the buy in for for the change, and people would not resist so much. So at the end, you know, what happened is Bill became a huge supporter of CI, not only a huge supporter of CI, he passed my green belt exam. Also, I coached him, and he passed my green belt exam. And he was, he was very happy. Initially, he was, he was, he was reluctant to even attend my course. But then, you know, after he went through the course, and then, you know, after we built the rapport. And then I, and then I told him, I'm not trying to replace you or, or I'm not trying to steal your job or, or I'm not telling trying to, you know, tell you how to do your job, because that's not what I'm here for. I'm here to help you. And continuous improvement is a more structured way of doing things, because you may be doing in trial and error, and by doing trial and error, you know, you may be making some costly mistakes, but when we apply it in a structured way, we can avoid 19 99% of errors, most of the time. So he really liked that approach. And he liked my approach of making things very, very practical, not speaking, you know, in heavy technical terms, not using the jargon and explaining it to him, you know, in his own language. That's what helped, you know, reduce the resistance. And over the years, what I have done is also, you know, adapt my way of how I'm approaching resistance. One of the courses which I took, and it was a certification course, also was, you know, instead of waiting for resistance to happen to you, we should approach resistance proactively. You know, when we announce a change, we should naturally expect resistance, and when we have resistance, it's a good thing. I have never, I never heard about it before, before I attended the course. I thought always resistance is bad. I thought resistance is something that we need to fight. We need to convince people, and those people who resist, they don't know what they're talking about. I used to see them as, you know, almost like enemies at workplace. This guy is against CI, why doesn't he or she gets CI, why are they, you know, resisting so much. Why are they criticizing me so much? I used to take it personally also. Later, I learned, you know, not to take things personally as well. So what I what I found, was that we should surface resistance proactively, whether you know it is in work life or in personal life, you know, when we are trying to do something out of the ordinary. When we are trying to improve something, we should expect resistance. And if there is no resistance, then that means either the resistance has gone underground, right, which has gone into COVID stage, or people have not understood the why. You know, what is this change? What is this? How is this going to affect me, people have not understood what you're talking about. So when we explain things, we should naturally expect resistance, and resistance helps in improving, you know, what is whatever we are trying to implement, you know, whether it is like a ERP implementation or, you know, Lean Six Sigma, or a transformation project, digital transformation, anything that we are trying to do, if people are resisting or if people are expressing concerns, it's a good thing. That's what I have learned over the years. Yeah,   Michael Hingson ** 38:50 at least, at least then they're open and they're talking to you about it, which is important. So how do you deal with the person who says, you know, like, like, Bill, I've been involved in continuous improvement, and maybe they really have, but you're talking about change, but in reality, what we have is working, and I'm not convinced that changing it is really going to make a difference. And you know, how do you deal with that?   Dr Khwaja Moinuddin ** 39:21 Yep, again, you know, over the years, I have so many stories this. This story, again, is some of the organizations I have worked in this. This particular person was, was saying the same thing. You know, it was one of the TETRA pack manufacturing lines, you have seen the TETRA pack, right? So the the TETRA pack where juice is packed, or milk is packed, or any beverage is packed, right? So these Tetra packs, when they were producing those Tetra packs of juice, they had. An issue of the juice packs being either overweight or underweight. So they had this continuous issue on the line, not just one line, but I think three or four of the lines, so consistently, it would be either overweight or underweight. And if you are consistent, if you are having the overweight or underweight, you would be audited, and you would get into all sorts of trouble. And moreover, you know, you're losing money if you if the pack is overweight and if the pack is underweight, somebody can, can, you know, file a claim. Customer complaints would increase. So this, this particular line manager, he said, you know he was, he was avoiding me. And I know that he would, he would avoid me so, but he, you know, at that point of time, he had no choice. So he said, kwaja, I have a few ideas, you know, I don't before, you know, you come and tell me, you know, continuous improvement, blah, blah, blah. I have a few ideas. I want to test them. And he gave me, he gave me, you know, the his thought process, and he wanted to try that before, you know, he before he agreed to listen to me. So I said, Bob, I'm all for it, please. Please, go ahead and let's see whether you know what you're trying to do. Works or not. So basically, in, you know, in our language, what we call it as as an experiment in continuous improvement terminology, we call it as an experiment. He was trying to do, you know, an experiment with one factor at a time, meaning that, you know, he would try to change one variable, and he would try to see whether that has any impact on, you know, the over overfilled packs or under filled packs. So he wanted to change one variable at a time, and there were three, four variables at that time, which he thought were, you know, suspects. So he wanted to change those variables and see what the impact would be. So I told him, Bob, yeah, let's, let's, let's try that. And I told him, you know, very politely, if that doesn't work, would you be willing to try what I am asking you to do? Because I have an idea. Also, he said, Yeah, let's, let's, let's do that. So I worked with him. I worked with him on the line, with his supervisors also. And he tried, you know, one factor at a time. He trained. He changed this, he changed that. It didn't work. So reluctantly. But then the good thing was, he was open minded also, reluctantly, he said, Okay, let's, let's sit in my office and let's talk. So I told him about a concept called Design of Experiments, DOE, in that, in that me using that you know, methodology, you can basically, you can basically have three, four factors which you can vary them simultaneously, and then see the impact on over packing and under packing. So when I explained to him, when I when I taught him about the concept him and his supervisors and the line operators, he said, Yeah, let's let's try. Let's see if this works. And at the end of the day, we were both trying to improve the process. We were both trying to get rid of this problem, sure, so we should be rolling. And then it worked within, within a few days, the problem got resolved. So what I learned from that is, sometimes, you know, you need to let people you know hit the wall before you offer them a solution. So that's something that I have learned. But of course, you know, in this case, it was not such a costly mistake. It was not, it was not like a disaster, but it was the controlled disaster. So, so what   Michael Hingson ** 43:28 was the actual change? What what change was made that fixed the problem? Or what was your idea that fixed the problem because he was changing variable at a time, but that was one example   Dr Khwaja Moinuddin ** 43:39 at a time. Yep. So we had to do the root cause analysis. And through the root cause analysis, whatever variables that he was going after were not the root causes because he was not using a structured methodology. Okay, when we use the structured methodology, we went into root cause analysis. We did a structured like a fish bone diagram. I don't want to go into the technical details, but we did the in depth root cause analysis, and then we did something called as a design of experiment, where we chose three factors and we varied it simultaneous, so it is a controlled experiment which we did, and immediately, you know, it's not that you know you would do that, and you would get result. One month later, you would get results immediately, you would see the result immediately when you do that experiment versus what he did, it involved a certain bit of time. It would take one week for us to see a change. So when I showed him this and this versus this, he was really impressed. And from that day onwards, he became a huge supporter of CI, in fact, you know, the plant in which I was working in, you know, with the support of, you know, one of the plant managers, Tim, his name, I'm I'm still, you know, in touch with him, and you know we share thoughts with each other. I see him as a huge mentor. Also, you know, we got plant of the Year Award for a plant to talk. About to be shut down, back in 2009 so that's, that's, you know, how we were able to, you know, build the, get the buy in from all the line managers and, you know, get started on the continuous improvement journey. Because the the the management had told that if you don't improve within a few months, you would be shut down. So we all work together, and we did experiments like this, and we were able to turn around a plant, of course, you know, not just me, so I just played one small role in that we did as a team. It was a team effort,   Michael Hingson ** 45:34 and that's how you really overcome resistance to change when, when people see that you bring something to the table that works, then they're probably more apt to want to listen to you.   Dr Khwaja Moinuddin ** 45:49 Yep, indeed. We need to know what we're talking about. You know that that builds trust? Definitely.   Michael Hingson ** 45:54 Yeah. And then the issue is that you what you're talking about is is, in a sense, different than what they understand, and it's a matter of establishing credibility. Yes, which is, which is pretty cool. Well, so tell me about your books. You've written two books, and you've written I n, s, p, i R, E, and you've, you've written another book, tell us about those.   Dr Khwaja Moinuddin ** 46:25 Yes, so I, you know, I have always wanted to share my knowledge, and I have always been sharing my knowledge, you know, through training, through coaching, I have conducted so many training sessions, so many and I have learned also, you know, from from shop floor employees, frontline employees, from middle managers. I have learned so much from them. And also executives, top executives, you know, leaders from various industries. You know whether it is manufacturing or logistics or, you know, back offices, banking, you know, pure manufacturing or logistics container, container shipping business, or aluminum rolling business. So I wanted to write this book to share my knowledge, because when I see that change management or change is being implemented very poorly, that really frustrates me. So I wanted to share this, and I have seen, you know, numerous books being written on this. You know, numerous frameworks, also, you name it. You know, there are so many books out there. What I wanted to do is give a simple framework, which is, I, N, s, p, i, R, E, which is, you know, if you have to implement change you need to inspire employees. There are no two ways about it. If we can talk about logic, we can talk about change management, we can talk about what's in it. For me, everything, but in my experience, if anyone is, if any employee or if any individual is not inspired by the change, the change is not going to go anywhere. They may do out of compliance, but we will not really get their hearts in it. And that's why I, you know, came up with this framework called Inspire, which is I basically is inspired the need for change in employees. N is navigate the organization and build a coalition. And stands for that. S is to surface resistance proactively, meaning, as we discussed, don't wait for resistance to hit you. You know when you least expect it, and then, and then, you know the change goes nowhere. Surface resistance proactively. And P is plan, your implementation. You know, when I say plan, not just, you know, like a, like a 20 step bullet point, there are so many plans that need, that need to come together, like a communication plan, resistance management plan, a training plan. There are so many plans that need to work together. And again, depending on the complexity of the change, you know, I never advocate, you know, over complicating stuff. And then you have, I, which is implementation When, when, you know, this is where rubber meets the road, if we don't implement the change in a structured way, you know, leaders are not role modeling on the shop floor. Leaders are just, you know, we call it as EMR. And this is, again, from another framework called Aim. Aim, you know, basically what we what we mean here is you can express. Leaders can express about the change, role model the change and reinforce the change. EMR, so if leaders are just expressing the change, it will lead to one times the improvement, but if leaders are role modeling the change, it will lead to three. Times the change acceleration. And if leaders are reinforcing the change, it will lead to 10 times accelerating the change. So that's what I talk about, in terms of implementation, you know, experimentation and stuff, which is i, and then you have reinforce and sustain, which is r, and then E stands for evaluating and learning. You know, after we close a change initiative, after we signed off on a change initiative, have what have we learned from it? What have we learned from it, and what, what if we had a, if we had a chance to make a do over, what would we do differently? What have we learned from it? And what would we do differently, and if we were to do implement another change, what are the learnings that we can take from this change that we have implemented and apply the learnings in our next change? And also, you know when, when leadership transitions, many, many changes, what? What happens? And you know this is what I have experienced, and this frustrates me a lot as well. Is, you know, when leadership changes, the change gets, you know, messed up. I want to say fucked up, but you know, and I don't know if I'm allowed to say that. You know, every leader, every leader, wants to come in and you know, right or wrong? You know, I'm not blaming a leader wants to leave their mark in the organization, which is good, but what they what they inadvertently do, is undo the change which their predecessors have done. And then people get confused, you know, they say it as a flavor of the month. Or they say, Okay, let's wait until this leader moves on, so that, you know, we can, we can, you know, just wait until this change passes away and it leads to, you know, production of morale and lots of issues. So this is what I talk about in my book, as well, how to avoid these, these situations. So it's like a practical framework where you know which anybody can take and apply to any change of any complexity, and you know if, even if it is very, very simple change which is going to take maybe 10 days or five days only, they can quickly go through the Inspire framework and see, you know, what are the gaps and whether we have, whether we are implementing the change in a proper, structured way. And these are in this is just a framework, you know, and you know, we don't have to use all the tools that I have mentioned in the book. We can pick and choose the tools which are relevant for the change that we are trying to implement.   Michael Hingson ** 52:38 What is the the key to making change sustainable when maybe leadership changes or the company environment shifts,   Dr Khwaja Moinuddin ** 52:48 yes. So, you know, as Dr Deming said, constancy of purpose, right? So, so if I'm a leader, Mike, and you know, if I'm changing my role, and if I'm going to, you know another function or another department, whether in the same organization or in a different organization, and let's say that you know, Mike, you are taking over my role. What is the constancy of purpose? You know? Are we? Does the organization, you know, it starts from our organization level. Does the organization have a constancy of purpose, and is it aligned with the vision and mission and whatever I have, whatever changes I have implemented, have I communicated them to you? Is there a smooth handover between me and you, so that you understand what are the changes I have done, what are the improvements I have done, and you know how you can take it forward and continuously improve upon it. So one thing is completely undoing and the other thing is continuously improving upon it. So that, you know, people see it as a natural, continuous improvement, rather than continue, rather than, you know, abruptly undoing something and then, and then, you know, starting from, you know, scratch, starting from scratch, and saying that, Oh, no, no, no, no, whatever this person did is total crap. And now we are going to change or revolutionize the whole organization where, which, you know, nine out of 10 times is, is, you know, you're just rehashing what this person has done into something new, into, you know, a different framework or a different bottle, however you want to frame it. So the there has to be a smooth hand over. So that's, that's, you know, point number one, and point number two is the the employees, the middle managers have the middle managers and the in the whole leadership team. They have an obligation. They have a accountability to make sure that, you know, they are aligned, to make sure that if one of their leadership team members is moving on, whenever a new leadership team member comes on board, to onboard them in a structured way, not to leave them, you know, hanging, not to, you know, not to let that person. Know, implement his or her own way completely. You know, let on board them and let them know what has happened in the organization. How they can, you know, continuously improve upon it. I'm not saying that, you know, revolutionary change is not required all. I'm saying that there are times when a revolution is required, but most of the times, continuous improvement is good enough. You know, when, when we, when we continuously improve. It keeps the continuity going. And people don't see it as you know, change after change after change. You know, we don't, we don't induce change fatigue in the organizations if we, if we do it as a continuum   Michael Hingson ** 55:40 makes sense, and it's all about and it's all about communication, yep,   Dr Khwaja Moinuddin ** 55:44 indeed. And that's where, you know, that's why I have written my second book, which is, which is about active listening. You know, I'm a bad listener, I have to be honest. So I used to be a very, very bad listener. Now I'm just a bad listener. So I have continuously improved on my listening skills, and at least I know now that you know, I'm aware of my how I need to improve my listening skills. So over the years, I have done, I have I have learned the techniques of how to listen and when and when I say listen, it is not to many people, many of us, you know, even even now. Also sometimes I catch myself, you know, trying to listen to reply or listen to respond. So when I catch myself doing that, I consciously, you know, try to listen to the person. So again, in this book, I have shared, you know, the the techniques which would help anybody to become a better listener, which, you know, one is one of the requirements for being a great leader, how to listen to people and how to listen to people, truly, truly listen to people. So I talk about simple, simple techniques in the book. You know, for example, paraphrasing, remembering, listening without judgment, right? Or suspending judgment, as I say so. You know, I rank these techniques in increasing order of complexity, suspending judgment being the most difficult, you know when, when someone starts speaking, or, you know, even if, even when we see someone immediately, in the first five seconds, we judge that person. And, you know, right or wrong, we judge that we and in this book, also, I talk about, you know, why we are prone to judging people, and why we have such a such a difficult time in suspending judgment. So if we are aware that you know, let's say that you know when I'm talking to you, Mike, if I catch myself judging you right, so at least I know that I'm Judging You right. So at least I can I know that I'm judging you, and I should not do that. I should listen to you, and I should try to understand where you are coming from, instead of saying, instead of just thinking in my mind, oh, whatever Mike is saying is it doesn't make any sense. So maybe initially it may not make sense. But you know, when we open our ears, we have two years, and that's for a reason, and only one mouth. So we need to listen, and we need to completely understand where the other person is coming from, whether you know it is in personal life or in work life. You know, when we, if we don't listen to the teams whom we are managing, and if we just say, you know, do as I say, it's my way or the highway, people will do because you know you are their line manager. But it won't last long. No, the minute you, you know, change your team, or the minute you go out, people will, people will be, you know, good riddance. So, so that's what they'll be thinking. So how to listen to people, and also it will help the leader to grow. You know, over the years, when I listen to my wife, I have understood my own shortcomings, and if I had listened to her 20 years back, maybe I would have been a different person. Maybe, maybe I would have been a more mature person. So this is what, you know, I talk about in the in the book as well. How can we truly, truly listen? And some techniques like paraphrasing. You know, when, when our mind wanders, you know, it will be good to paraphrase the person to whom you're you're speaking so that you know you you remember, so remembering, paraphrasing, empathy, for example, you know, not just talking about KPI, KPI KPIs to the team members. Understand how they're doing. You know, are they having any personal issues? How is their family? You know, work is not, you know what, what? Work is a part of our life. But you know, we spend eight to 10 hours at at a workplace. So we need to know the team members whom we are managing, and we need to listen to them. If somebody is, you know, performing badly, right? It's very easy to give them a negative feedback. But. So if we listen to them, and if they feel heard, maybe they are going through something, or maybe they are not getting enough support. If we listen to them, and if we create that environment of active listening in the whole team, suspending judgment and listening actively, then we create a more stronger bond, and the team would would become like a world class team. This has been my experience. So this is what I have shared in my, in my in my second book,   Michael Hingson ** 1:00:29 and certainly words to to remember. Well, we have been doing this an hour now, and I think it's probably time that we we end it for the day. But if people want to reach out to you. How can they do that?   Dr Khwaja Moinuddin ** 1:00:43 Well, I am there on on LinkedIn, and people can reach me through email, and I'll be more than happy to, you know, respond to anything they need. And I'm I know if people want to reach out to me to conduct any training sessions, my website is also their journey towards excellence. You know where I have my offerings. So   Michael Hingson ** 1:01:04 what is the website? What is the website called, again, journey towards excellence. Journey towards excellence.com, okay, and your email address, khwaja.moinuddin@gmail.com and spell that, if you would   Dr Khwaja Moinuddin ** 1:01:21 Yes, please. K, H, W, A, j, A, dot, M, O, I n, u, d, d, I n@gmail.com,   Michael Hingson ** 1:01:32 great. Well, I hope people will reach out. I think you've offered a lot of great insights and inspiration for people. I appreciate hearing all that you had to say, and I knew I was going to learn a lot today and have and I always tell people, if I'm not learning at least as much as everyone else, I'm not doing my job right. So I really appreciate your time, and it's now getting late where you are, so we're going to let you go. But I want to thank you again for being here, and I do want to thank everyone who is listening and watching us today. We really appreciate it. If you would, I'd love it. If you'd give us a five star review. Wherever you're watching us and listening to us, if you'd like to talk to me or email me about the episode and give us your thoughts, feel free to do so. At Michael H, I m, I C, H, A, E, L, H i at accessibe, A, C, C, E, S, S, I, B, e.com, or go to our podcast page. Michael Hinkson, that's m, I, C, H, A, E, L, H, I N, G, s, o, n.com/podcast, love to hear from you if any of you have any thoughts as to someone else who might make a good podcast guest. And quad you as well. Would love it if you let us know we're always looking for more people to come on and be guests on the show. But again, kwaja, I want to thank you for being here. This has been wonderful.   Dr Khwaja Moinuddin ** 1:02:47 Thank you. Thank you so much, Mike, and it's been a real pleasure talking to you, and it's an honor to be part of your podcast. I wish I had met you earlier and learned I would have learned so much from you, I would definitely, definitely, definitely, you know, reach out to you to learn more. And you know, thank you for the opportunity. Thank you definitely for the opportunity.   **Michael Hingson ** 1:03:15   You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to inter

Alexander William Salter, economics professor in the  business school at Texas Tech University, a research  fellow at TTU's Free Market Institute, and a research fellow  with the Independent Institute in Oakland, California Simple Economics May Derail the MAHA Reform of Food Stamps

This episode was recorded at the 2025 Florida Ruminant Nutrition Symposium. Dr. DeVries' research focuses on farm-level decisions and modeling. The University of Florida dairy has implemented the use of beef semen. Dr. DeVries describes some of the factors that go into a partial budget for this system as well as details some of the factors involved in implementing beef on dairy. The UF dairy genomically tests all their cows and the panel discusses some differences in beef and dairy selection based on genomics. (5:58)Dr. Felix asks how the beef sires are selected for the UF dairy. Calving ease and fertility are key, as well as low cost. Dr. Johnson asks if spending a little more on beef semen might pay off in the longer term regarding beef quality. The panel agrees that in the current market, dairy producers are getting $800-$1000 for a day-old calf regardless of the beef sire, so perhaps beef sire selection has not been a major focus. (15:07)Dr. DeVries describes some of the data he evaluates when deciding how many cows to breed with sexed dairy semen. Given the current beef prices, heifer retention has not been as high in either the beef or dairy sector as previously predicted. (19:22)The panel discusses the importance of cow longevity in the dairy sector. Dr. DeVries explains the pros and cons of keeping cows in the milking herd longer. Dr. Nelson reminds listeners of the current cull cow market and how that also plays a role in decision-making for dairy and beef producers. (24:16)Dr. Nelson describes the heifer development program for the UF dairy. Week-old heifer calves are shipped to Kansas for development and return to UF at about 200-220 days pregnant. This approach is very common in the southeast. Many of the beef on dairy calves will also be shipped to calf ranches out of state. (30:59)Dr. DeVries' model concluded that switching from conventional dairy to beef-on-dairy resulted in about $150 advantage per cow per year. On top of that was another $50 per cow because of the switch to sourcing your heifers from your best cows. (34:13)The panel discusses the idea of transferring beef embryos into dairy cows. Could there be a day when this approach creates beef calves less expensively than the cow/calf sector can? They also delve into whether there will be any long-term negative impacts of breeding dairy cows with beef semen. (38:44)Dr. Johnson mentions another paradigm shift of the beef-on-dairy system is feeding dairy-influenced heifers in the feedlot, which has not happened before. Technologies used to promote growth in the feed yard can induce spontaneous lactation in some of these heifers. Milk is considered an adulterant in the packing plant and requires trimming if it splashes on a carcass. Dr. Nelson suggests that until there is a discount for heifer beef on dairy calves, there won't be a shift to using sexed male semen to create predominantly beef on dairy steers. (48:33)The panel wraps up with their take-home thoughts. (57:46)Please subscribe and share with your industry friends to invite more people to join us at the Real Science Exchange virtual pub table.  If you want one of our Real Science Exchange t-shirts, screenshot your rating, review, or subscription, and email a picture to anh.marketing@balchem.com. Include your size and mailing address, and we'll mail you a shirt.