Podcasts about transparent

In the second hour, Matt Spiegel and Dan Wiederer discussed how former Chiefs offensive coordinator and former Bears head coach Matt Nagy may be closing to getting a new job. After that, they listened and reacted to Bears wide receivers coach Antwaan Randle El open up about his receiving corps.

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

Matt Spiegel and Dan Wiederer listened and reacted to Bears wide receivers coach Antwaan Randle El open up about his receiving corps.

Mike Vrabel added onto the lack of transparency about Drake Maye's shoulder and with how open injury reports are, there is a slight concern about what actually is going on.

Take the next step in your veterinary dentistry journey — discover how you can join Dr. Beckman's elite training community! https://ivdi.org/inv ----------------------------------------------------------------- Host: Dr. Brett Beckman, DVM, FAVD, DAVDC, DAAPM In this episode of The Vet Dental Show, Dr. Brett Beckman provides a practical, real-world breakdown of bone grafting in veterinary periodontal therapy. He explains what commonly used bone graft materials are made of, why biosynthetic grafts are safe and cost-effective, and how granular versus putty formulations affect handling and radiographic visibility. Dr. Beckman also discusses how to evaluate periodontal defects, when bone grafting is an appropriate alternative to extraction, and how follow-up radiographs are handled after graft placement. This episode offers clear guidance on case selection, client communication, and pricing strategies — helping veterinarians preserve teeth when possible while setting realistic expectations for outcomes. ----------------------------------------------------------------- What You'll Learn: ✅ What veterinary bone graft material is made of ✅ Why biosynthetic grafts are safe and rarely cause reactions ✅ Differences between granular and putty bone graft formulations ✅ Why granular grafts are easier to evaluate radiographically ✅ Which periodontal defects are appropriate for bone grafting ✅ When extraction may be the better option ✅ How and when to take follow-up dental radiographs ✅ How often full-mouth radiographs are truly needed ✅ How to structure bone graft pricing in clinical practice Key Takeaways: ✅ Bone grafting is best suited for advanced vertical periodontal defects ✅ Granular grafts improve confirmation of defect fill on X-rays ✅ Not all bone loss should be treated with grafting ✅ Follow-up radiographs can be targeted, not full-mouth ✅ Clear charting supports efficient future evaluations ✅ Transparent line-item pricing builds client trust ✅ Bone grafting can preserve teeth that would otherwise be extracted Questions This Episode Answers: ❓ What is veterinary bone graft material made of? ❓ Are allergic reactions to bone grafts common? ❓ When should bone grafting be considered instead of extraction? ❓ How do you decide which defects are treatable? ❓ Should granular or putty graft material be used? ❓ When should post-bone graft radiographs be taken? ❓ Do bone graft cases require full-mouth X-rays at recheck? ❓ How often should aggressive periodontal patients be re-evaluated? ❓ How do you explain bone grafting value to pet owners? ❓ How should bone graft procedures be priced in practice? ----------------------------------------------------------------- Transform your dental practice today — request your invite to the Veterinary Dental Practitioner Program: https://ivdi.org/inv Explore Dr. Beckman's complete library of veterinary dentistry courses and CE resources! https://veterinarydentistry.net/ ----------------------------------------------------------------- Questions? Leave a comment below with your thoughts, experiences, or cases related to veterinary periodontal disease and bone grafting! ----------------------------------------------------------------- Veterinary Dentistry, IVDI, Brett Beckman, Veterinary Periodontology, Bone Grafting, Periodontal Disease, Vet Dental Show, Veterinary Surgery, Dog Dental Care, Cat Dental Care, Veterinary Education, Veterinary CE, Tooth Preservation, Periodontal Therapy

Le Sénat français examine mercredi 28 janvier le projet de loi-cadre pour faciliter la restitution des biens culturels africains pillés durant la colonisation. C'était une promesse du président Emmanuel Macron lors de son discours à Ouagadougou en 2017. À ce jour, seule une infime partie des collections françaises a été restituée aux pays qui la réclament. La Béninoise Marie-Cécile Zinsou est la présidente de la Fondation Zinsou et la grande invitée de Sidy Yansané. RFI : Marie-Cécile Zinsou, le Sénat français étudie ce mercredi 28 janvier, une nouvelle loi pour faciliter la restitution des biens culturels africains spoliés durant la période coloniale. Expliquez-nous, s'il vous plaît, ce que va changer concrètement cette loi, si elle est adoptée.   Marie-Cécile Zinsou : jusqu'ici en France, à chaque fois qu'un pays, un État, faisait une demande de restitution, il fallait voter une loi spécifique en fonction de ce qui avait été demandé. C'est ce qui est arrivé pour le Bénin, pour les 26 objets qui ont été restitués, ou pour le Sénégal avec le sabre d'El Hadj Omar Tall, et enfin, dernièrement, pour le tambour en Côte d'Ivoire. Donc, cela demandait de passer des lois spécifiques. L'idée de faire une loi-cadre aujourd'hui, c'est d'encadrer la façon dont les État vont pouvoir demander des restitutions pour qu'il n'y ait plus une loi particulière, systématique, c'est-à-dire que la représentation nationale française ne soit pas obligée de voter par objet, mais puisse établir un cadre clair et transparent pour les demandes de restitution.  On peut évaluer le nombre d'objets concernés ?  Aujourd'hui, c'est extrêmement compliqué. Cela dépend vraiment des États qui en font la demande. Tous les États ne réclament pas tous les objets qui ont été pris entre 1815 et 1972. Donc aujourd'hui, il est difficile d'en déterminer le nombre. On sait quels sont les États qui ont fait les demandes et sur quoi portent les demandes. Et après on peut, on verra si cette loi crée de nouvelles demandes de différents États. Mais pour l'instant, on ne peut pas donner un nombre d'objets.   Cette loi fait référence à des objets qui ont été saisis de manière illicite ou sous contrainte, mais il n'y a pas du tout de référence claire à la colonisation ?   Écoutez, ça, c'est une chose qui est malheureusement un des échecs de cette loi, qui est de ne pas dire les choses. Ne pas parler de colonisation c'est très étrange dans ce contexte. La période est large, 1815-1972. Mais ce dont on parle, ce sont des biens spoliés par la colonisation. Jamais il n'est fait mention dans ce texte de la colonisation, de repentance, de réparation. Rien n'est dit à ce sujet. Or, la France a un problème avec son histoire coloniale et avec sa façon d'éviter le sujet de manière systématique. Si on prend les pays européens, il s'agit bien, dans le cas de la Belgique de parler de passé colonial de même que dans le cas des Pays-Bas, qui ont aussi légiféré sur la question de la restitution. Il s'agit de réparer l'injustice faite par la colonisation et d'accepter de manière automatique les demandes quand elles viennent d'États qui ont été colonisés par les Pays-Bas. Les objets, c'est formidable, mais à un moment, il faudra restituer l'histoire, il faudra restituer la fierté et on ne pourra pas éternellement cacher ce qui s'est passé pendant la colonisation française.   Parmi ces 30 objets rendus par la France, vous l'avez dit, 26 concernaient le seul Bénin, votre pays. Est-ce à dire que le Bénin est à la pointe de la demande de restitution et pourquoi, selon vous ?   Il faut bien se souvenir que depuis les indépendances, les pays demandent à voir leur patrimoine revenir sur leurs terres. Ce sont des demandes qui ont été systématiquement refusées sur le principe de l'inaliénabilité du patrimoine français. À partir du discours de Ouagadougou qui intervient en 2017. Mais il ne faut pas oublier que le Bénin fait sa demande en 2016. Cela fait longtemps que des pays n'ont pas demandé puisque leurs demandes étaient systématiquement refusées. Le Bénin a relancé cela en fait, il n'a pas lâché et il a insisté. Et c'est arrivé au moment où Emmanuel Macron a décidé de changer la politique française sur ces questions. Et je crois d'ailleurs que le Bénin fait à nouveau une demande de restitution pour certains objets qui n'avaient pas été prise en compte dans la première vague de restitution. Et le Bénin, pourquoi ? Parce que je crois que la population est très mobilisée. La jeunesse est énormément  mobilisée. On a entendu la jeunesse béninoise sur les réseaux sociaux, on l'a entendu dans le débat public. Les gens sont très conscients de l'importance du retour du patrimoine pour déterminer où l'on va. C'est quand même toujours plus facile de savoir d'où l'on vient.   La presse s'est largement fait l'écho du retour de ces œuvres au Bénin. Sans oublier le très beau film Dahomey de la cinéaste Mati Diop. On a vu des chefs coutumiers faire le déplacement, des étudiants, des familles depuis que ces biens ont retrouvé leur patrie d'origine. Diriez-vous que le peuple béninois a su se le réapproprier ?   En fait, c'est très difficile de s'imaginer un pays où vous n'avez pas accès à votre patrimoine. Vous n'avez pas accès à votre histoire et tout à coup, ces objets reviennent. Et ces objets sont porteurs de votre histoire. Ils racontent qui vous étiez avant qu'on vienne vous envahir et qu'on vienne effacer votre identité. Les réactions pendant l'exposition étaient sidérantes. Les gens pleuraient devant les vitrines en voyant ces objets qu'ils découvraient pour la première fois. Ce sont des objets pour ce qu'ils portent avec eux de notre mémoire et de notre histoire.   À lire aussiFrance: la loi pour simplifier les restitutions de biens culturels examinée au Sénat À lire aussiCatherine Morin-Desailly: «Les mentalités ont évolué», «les biens culturels volés méritent de retrouver leur pays d'origine»

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

CalmWave is tackling ICU alarm fatigue—a problem where patients generate up to 1,600 alarms per day because clinicians lack data-driven guidance on setting vital sign thresholds. The company processes 32 million data points daily from a single 14-hospital system by fusing high-frequency vital signs from Philips InteliBridge with EMR data from Epic in real time. This represents 10 billion data points annually at current run rate. Ophir Ronen, a sixth-time founder who previously sold to PagerDuty, built CalmWave by applying enterprise IT operations patterns to healthcare infrastructure. The company secured its first comprehensive system-wide agreement within months of launch and now holds 51 patents with 20 more pending as medical device manufacturers pursue distribution partnerships. Topics Discussed Why middleware interoperability is a prerequisite for clinical safety, not a feature  The technical challenge of fusing 10x more data from vitals systems than EMR systems  Building trust through transparent AI that exposes mathematical reasoning to clinicians  Scaling from 7 million to 32 million daily data points across hospital rollout phases  How CalmWave's common signal format enables data scientists to work with clean datasets  Positioning alarm fatigue as a beachhead into broader hospital operations platforms  The innovation investment arm validation pathway for startup enterprise sales  Extending the signals-incidents-events pattern to energy, defense, and manufacturing GTM Lessons For B2B Founders Interoperability becomes your moat when it's a safety prerequisite: CalmWave couldn't provide safe alarm recommendations using only vital signs data without knowing which medications had been administered that could affect those vitals. This forced them to build bidirectional integration with both Philips InteliBridge (high-frequency vitals) and Epic EMR before addressing the clinical problem. The integration layer itself—which normalizes, enriches, and structures data into their common signal format—became defensible IP. Ophir noted that high-frequency vitals data is "erased on a rolling 30-day basis" at most hospitals, making CalmWave's fused dataset genuinely novel. Founders in healthcare or other regulated industries should identify whether data fusion across siloed systems is required for safety or efficacy, then build that integration capability as core infrastructure rather than expecting customers to solve it. Transparent AI sells better than black box AI in clinical environments: When presenting to 30 senior leaders including a notoriously difficult CMO, CalmWave walked through the mathematical basis of their algorithms—demonstrating exactly how they calculate safe alarm threshold adjustments. The CMO stood up mid-presentation and said, "You guys shouldn't even call yourselves AI. This is math and statistics. I understand exactly what you're doing. Well done. This is truly innovative." This validation from clinical leadership came from showing the work, not from accuracy metrics alone. Founders selling AI into risk-averse environments should build explainability into their core product architecture, enabling clinicians to understand why each recommendation is generated rather than treating interpretability as a post-hoc feature. Innovation investment arms provide validation pathways that bypass procurement: CalmWave's breakthrough came when an innovation investment arm from a major health system reached out after three months of due diligence, then placed them in front of clinicians. Two weeks before signing a comprehensive system-wide agreement, they presented to the C-suite. This pathway avoided traditional vendor procurement cycles. The innovation arm acted as internal champion, pre-validating the startup's approach before exposing them to decision-makers. Founders targeting large healthcare systems should identify which organizations have dedicated innovation or venture arms, recognizing these groups are measured on finding novel solutions rather than minimizing vendor risk. Beachhead problems in enterprise must be urgent enough to overcome startup friction: Ophir explicitly chose alarm fatigue because health systems with IT budgets in the hundreds of millions needed "something compelling enough to make them engage" with a startup. ICU alarm fatigue has regulatory scrutiny, patient safety implications, and nursing burnout consequences that create executive-level urgency. The problem was important enough that clinical leadership would tolerate the integration complexity and vendor risk of working with an early-stage company. Founders should evaluate beachhead opportunities not just by market size but by whether the pain point has organizational consequences severe enough to justify betting on an unproven vendor. Adjacent domain pattern recognition creates non-obvious competitive advantages: CalmWave's team came from building large-scale operations platforms at PagerDuty, where they developed expertise in processing massive streaming data, correlating events, and reducing alert noise. They recognized that ICU alarm fatigue followed the same structural pattern as IT operations alarm fatigue—too many alerts without context. This allowed them to apply a proven architectural approach (signals → alarms → incidents → events) to a new vertical where healthcare incumbents lacked that specific systems thinking. One hospital generates 7 million data points daily; their platform now handles 32 million across multiple facilities. Founders with deep operational expertise in one domain should actively map their architectural patterns to adjacent verticals where incumbents haven't solved analogous problems at scale. // Sponsors: Front Lines — We help B2B tech companies launch, manage, and grow podcasts that drive demand, awareness, and thought leadership. www.FrontLines.io The Global Talent Co. — We help tech startups find, vet, hire, pay, and retain amazing marketing talent that costs 50-70% less than the US & Europe. www.GlobalTalent.co // Don't Miss: New Podcast Series — How I Hire Senior GTM leaders share the tactical hiring frameworks they use to build winning revenue teams. Hosted by Andy Mowat, who scaled 4 unicorns from $10M to $100M+ ARR and launched Whispered to help executives find their next role. Subscribe here: https://open.spotify.com/show/53yCHlPfLSMFimtv0riPyM

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.In this video, I show you how to run the real math behind refinancing and mortgage decisions, including:✔ Your true refinance costs✔ Your break-even point✔ How long it takes to recover fees✔ Whether refinancing actually saves you money✔ If using equity to pay off high-interest debt makes sense✔ Which option puts you in the strongest financial positionNo guessing.No pressure.Just real numbers.00:00 Why Most Refi Decisions Are Wrong01:40 Understanding True Costs04:20 Finding Your Break-Even07:10 Comparing Options10:00 Debt & Equity Strategy12:45 Tools & Resources14:30 Final Thoughts

In this episode, Bethanie Stein, PharmD, Segment President of Pharmacy at Humana, discusses how employers are approaching GLP-1 coverage and why partnerships with manufacturers like Eli Lilly and Novo Nordisk matter now. She shares how CenterWell Pharmacy is using transparency, clinical oversight, and adherence focused models to expand access while managing costs.

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

Every day, we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of the Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

This week on Sinica, I speak with Jia Ruixue and Li Hongbin, coauthors of The Highest Exam: How the Gaokao Shapes China. We're talking about China's college entrance exam — dreaded and feared, with outsized ability to determine life outcomes, seen as deeply flawed yet also sacrosanct, something few Chinese want drastically altered or removed. Cards on table: I had very strong preconceptions about the gaokao. My wife and I planned our children's education to get them out of the Chinese system before it became increasingly oriented toward gaokao preparation. But this book really opened my eyes. Ruixue is professor of economics at UC San Diego's School of Global Policy and Strategy, researching how institutions like examination systems shape governance, elite selection, and state capacity. Hongbin is James Liang Chair at Stanford, focusing on education, labor markets, and institutional foundations of China's economic development. We explore why the gaokao represents far more than just a difficult test, the concrete incentives families face, why there are limited alternative routes for social mobility, how both authors' own experiences shaped their thinking, why exam-based elite selection has been so durable in China, what happened when the exam system was suspended during the Cultural Revolution, why inequality has increased despite internet access to materials, why meaningful reform is so politically difficult, how education translated into productivity and GDP growth, the gap between skill formation and economic returns, how the system shapes governance and everyday life, and the moral dimensions of exam culture when Chinese families migrate to very different education systems like the U.S.6:18 – What the gaokao actually represents beyond just being a difficult exam 11:54 – Why there are limited alternative pathways for social mobility 14:23 – How their own experiences as students shaped their thinking 18:46 – Why the gaokao is a political institution, not just educational policy 22:21 – Why exam-based elite selection has been so durable in China 28:30 – What happened in late Qing and Cultural Revolution when exams were suspended 33:26 – Has internet access to materials reduced inequality or has it persisted? 36:55 – Hongbin's direct experience trying to reform the gaokao—and why it failed 40:28 – How education improvement accounts for significant share of China's GDP growth 42:44 – The gap: college doesn't add measurable skills, but gaokao scores predict income 46:56 – How centralized approach affects talent allocation across fields 51:08 – The gaokao and GDP tournament for officials: similar tournament systems 54:26 – How ranking and evaluation systems shape workplace behavior and culture 58:12 – When exam culture meets U.S. education: understanding tensions around affirmative action 1:02:10 – Transparent rule-based evaluation vs. discretion and judgment: the fundamental tradeoffRecommendations: Ruixue: Piao Liang Peng You (film by Geng Jun); Stoner (a novel by John Williams) Hongbin: The Dictator's HandbookKaiser: Furious Minds: The Making of the MAGA New Right by Laura K. Field; Black Pill by Elle ReeveSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Rate Update — Live Mortgage Rates & Market BreakdownStop guessing from headlines.Every day we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

Illinois State Senator Rachel Ventura pushes legislation requiring car dealers to provide buyers with vehicle history report.

The Rate Update — Live Mortgage Rates & Market BreakdownStop guessing from headlines.Every day we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

The Rate Update — Live Mortgage Rates & Market BreakdownStop guessing from headlines.Every day we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

The Rate Update — Live Mortgage Rates & Market BreakdownStop guessing from headlines.Every day we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

The Rate Update — Live Mortgage Rates & Market BreakdownStop guessing from headlines.Every day we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

The Rate Update — Live Mortgage Rates & Market BreakdownStop guessing from headlines.Every day we pull real pricing from 30+ lenders to show what you actually qualify for — plus lock vs. float guidance and a clear breakdown of Fed, CPI, Jobs, MBS, and the 10-Year Treasury.Transparent. Data-driven. No hype.

Strange But TRUE - Encounters with TRANSPARENT ENTITIES - AKA The Glimmer ManBecome a supporter of this podcast: https://www.spreaker.com/podcast/missing-persons-mysteries--5624803/support.

Stop guessing from headlines.We pull live pricing from 30+ lenders to show what YOU actually qualify for, plus lock vs float guidance and full market breakdowns (Fed, CPI, Jobs, MBS, 10-Year Treasury).Transparent. Accurate. No hype.

If you want to understand not just the headlines but the gritty realities of law, training, and police accountability, this episode is a must-listen.Welcome back to Lawyer Talk! In this special panel episode, “Minnesota ICE,” Steve Palmer brings together a powerhouse group of voices to dig deep into the complexities of police use of force, especially when officers are confronted with split-second decisions involving moving vehicles. Joining Steve Palmer at the table are veteran law enforcement officer Eric Delbert, renowned police defense attorney Mark Collins, and civil rights litigator Dave Goldstein—each bringing decades of experience, unique perspectives, and real-world insights to an issue captivating national attention.The discussion kicks off with reflections on high-profile cases, including the recent Minnesota shooting involving a federal ICE agent and the local Franklin County officer Connor Grubb, whose prosecution highlighted how perspectives can shift based on the facts known to police at the time of a critical incident. The group navigates the legal frameworks that govern use of force, the importance of training, the shifting public attitudes toward police authority, and the ways grand juries and media narratives influence outcomes before all the facts are in.You will hear candid opinions about grand jury secrecy, the impact of recent protests on police morale and recruitment, and robust debate over qualified immunity for officers and public officials. Throughout the episode, the panel emphasizes the need for thorough investigations, transparency, and legal guidance, all while maintaining a commitment to justice—no matter who is sitting at the defense or the prosecution table.Pull up a seat and join the conversation as Lawyer Talk takes you beyond the soundbites and into the heart of the issues shaping law enforcement and civil rights today.Top 3 takeaways for fellow legal professionals, law enforcement, and anyone passionate about justice:Officers' Use of Force is Complex: The legal standard for police use of deadly force is built around the reasonable officer standard—not civilian self-defense. It's shaped by landmark cases like Graham v. Connor, demanding juries step into an officer's shoes, considering split-second perceptions and training, not just “what would you do?”Obey Now, Challenge Later: The panel reinforced—no matter how tense or unjust a police interaction may feel—comply in the moment, challenge in court. Civil rights and justice are far better protected and remedied after the fact, rather than escalating roadside confrontations.The Need for Clarity & Transparency: Ohio (and the nation) desperately needs clearer jury instructions and legal guidance in police shooting cases. As Mark Collins pointed out, inconsistency across courts and shifting grand jury protocols put officers, victims, and the justice process on unsteady ground. Transparent, thorough investigations and communication with the public can help restore trust.Moments00:00 Commitment to Truth and Accountability08:48 "Officer's Response to Threat"13:29 Reasonable Officer Perspective Explained20:14 "Compliance with Police Orders"23:39 "Comply Now, Address Later"26:36 Police Recruitment and Accountability Challenges36:20 Polarized Reactions to Minnesota Case41:23 Body Cam Perspective Sparks Debate50:33 "Unexplained Noise in Basement"56:26 Assessing Threats and Justification01:02:12 "Justice, Pressure, and Settlements"01:06:29 "1890 Case: Federal Immunity Standard"01:12:25...

Mon, 12 Jan 2026 23:00:00 GMT http://relay.fm/upgrade/598 http://relay.fm/upgrade/598 Transparent Man of the People 598 Jason Snell and Myke Hurley Google and Apple join forces to corner the market on smartphone AI models, John Ternus gets a profile in the New York Times, live NBA basketball comes to the Vision Pro, and Apple inconsistently refuses to stop bad App Store behavior. Google and Apple join forces to corner the market on smartphone AI models, John Ternus gets a profile in the New York Times, live NBA basketball comes to the Vision Pro, and Apple inconsistently refuses to stop bad App Store behavior. clean 6233 Google and Apple join forces to corner the market on smartphone AI models, John Ternus gets a profile in the New York Times, live NBA basketball comes to the Vision Pro, and Apple inconsistently refuses to stop bad App Store behavior. This episode of Upgrade is sponsored by: Sentry: Mobile crash reporting and app monitoring. New users get $100 in Sentry credits with code upgrade26. DeleteMe: Get 20% off your plan when you use this link and code UPGRADE20. ExpressVPN: High-Speed, Secure & Anonymous VPN Service. 1Password: Take the first step to better security by securing your team's credentials. Links and Show Notes: Get Upgrade+. More content, no ads. Submit Feedback 20 Macs - Relay Chase to become new issuer of Apple Card - Apple Will the iPhone Fold be a phone you open, or an iPad you close? – Six Colors Is this the folding iPhone's creaseless display? | The Verge Apple picks Google's Gemini to run AI-powered Siri coming this year Joint statement from Google and Apple – Google Blog Apple picks Google's Gemini AI for its big Siri upgrade | The Verge Apple's John Ternus Could Be Tim Cook's Successor as CEO - The New York Times More reports about Apple succession planning – Six Colors Apple announces annual shareholders meeting for next month - 9to5Mac Tim Cook and Sundar Pichai are cowards | The Verge Tumblr removed from Apple app store over abuse images - BBC News Uber tried to fool Apple and got caught | The Verge Apple blocks Facebook from running its internal iOS apps | The Verge Some first thoughts about live immersive basketball – Six Colors Apple: You (Still) Don't Understand the Visi

Mon, 12 Jan 2026 23:00:00 GMT http://relay.fm/upgrade/598 http://relay.fm/upgrade/598 Jason Snell and Myke Hurley Google and Apple join forces to corner the market on smartphone AI models, John Ternus gets a profile in the New York Times, live NBA basketball comes to the Vision Pro, and Apple inconsistently refuses to stop bad App Store behavior. Google and Apple join forces to corner the market on smartphone AI models, John Ternus gets a profile in the New York Times, live NBA basketball comes to the Vision Pro, and Apple inconsistently refuses to stop bad App Store behavior. clean 6233 Google and Apple join forces to corner the market on smartphone AI models, John Ternus gets a profile in the New York Times, live NBA basketball comes to the Vision Pro, and Apple inconsistently refuses to stop bad App Store behavior. This episode of Upgrade is sponsored by: Sentry: Mobile crash reporting and app monitoring. New users get $100 in Sentry credits with code upgrade26. DeleteMe: Get 20% off your plan when you use this link and code UPGRADE20. ExpressVPN: High-Speed, Secure & Anonymous VPN Service. 1Password: Take the first step to better security by securing your team's credentials. Links and Show Notes: Get Upgrade+. More content, no ads. Submit Feedback 20 Macs - Relay Chase to become new issuer of Apple Card - Apple Will the iPhone Fold be a phone you open, or an iPad you close? – Six Colors Is this the folding iPhone's creaseless display? | The Verge Apple picks Google's Gemini to run AI-powered Siri coming this year Joint statement from Google and Apple – Google Blog Apple picks Google's Gemini AI for its big Siri upgrade | The Verge Apple's John Ternus Could Be Tim Cook's Successor as CEO - The New York Times More reports about Apple succession planning – Six Colors Apple announces annual shareholders meeting for next month - 9to5Mac Tim Cook and Sundar Pichai are cowards | The Verge Tumblr removed from Apple app store over abuse images - BBC News Uber tried to fool Apple and got caught | The Verge Apple blocks Facebook from running its internal iOS apps | The Verge Some first thoughts about live immersive basketball – Six Colors Apple: You (Still) Don't Understand

In this episode, Cory talks with James Merrill, founder of Stoked Plastics and Opolis Optics, about transforming ocean‑bound and landfill‑bound plastic into high‑performance sunglasses and goggles. James shares how his experience working in vulnerable communities overseas led him to create a patented recycled‑plastic technology that boosts recycled content up to 75%. They also discuss Opolis' growth, supply‑chain transparency, and the major setback of a $20,000 theft during an REI fulfillment—followed by strong community support.Key Topics Discussed:How global counter‑extremism work revealed the link between plastic pollution, poverty, and instability.Development of Stoked Plastic, enabling products with 75% recycled content, far above typical levels.Launch of Opolis Optics to prove market demand, leading to retail partnerships with REI, L.L. Bean, and Paragon Sports.Transparent supply-chain partnerships with Ocean Material and #tide, supporting local cleanup communities.Product impact: ~10 bottles per pair of goggles; ~2 bottles per pair of sunglasses.The major inventory theft, financial impact, and the outdoor community rallying to helpUpcoming product innovations: coolers, surfboard bags, knives, and building‑material applications.Resources Mentioned:Stoked PlasticsOpolis Optics Ocean Material (supply‑chain partner)#tide (ocean‑bound plastic recovery partner)Contact:Instagram: Opolis Optics & Stoked PlasticsLinkedIn: James Merrill Closing Thoughts:James and Cory highlight how innovation + community impact can create powerful change in the fight against plastic pollution. Even small actions—like purchasing sustainably made products—help fund cleanup efforts and support vulnerable communities around the world. The episode reinforces that great products can also be great for the planet, and that long‑form storytelling plays a key role in inspiring meaningful action.Thank you for tuning in to Sustainable Packaging with Cory Connors!https://anewearthproject.com/collections/new-earth-approvedhttps://www.linkedin.com/in/cory-connors/I'm here to help you make your packaging more sustainable! Reach out today and I'll get back to you asap. This podcast is an independent production and the podcast production is an original work of the author. All rights of ownership and reproduction are retained—copyright 2022.

How do you tell your parents you've been married for several years? Is bell-ringing a sport? What should you wear on a TV quiz show? How rich/soggy is Mr Darcy? And what species is a Womble? AMT413 questioneers want to know all these things and more. For more information about this episode, visit answermethispodcast.com/episode413, and let us know your weird snack preferences too.  Got questions for us to answer, or feedback about an episode? Send them in writing or as a voice note to answermethispodcast@googlemail.com, or you can call 0208 123 5877 like the old days. AMT414 will be in your podfeed 29 January 2026, and paying patrons also get a fresh edition of our video livestream question-answering session Petty Problems on 16 January. So become a patron at patreon.com/answermethis and you not only get to watch all the Petty Problemses, you also receive an ad-free version of the episode, plus bonus material each month, and if you sign up at one of the higher tiers, you get access to an RSS feed with ALL the AMT stuff EVER, including our entire back catalogue, our six themed albums, the retro AMTs, and every Bit of Crapp from the AMT App. Cor! AND you're helping with the continuing existence of AMT through 2026. Also, if you want to check out our other podcasts that we mention at the end of this episode: Olly's daily history show Today in History with the Retrospectors is here, and you'll find Helen's Pride and Prejudice re-caps in the archive of Veronica Mars Investigations. This episode is sponsored by Squarespace, the all in one platform for creating and running your online empire. Go to squarespace.com/answer, have a play around during the two-week free trial, and when you're ready to launch, get a 10% discount on your first purchase of a website or domain with the code ANSWER. Learn more about your ad choices. Visit megaphone.fm/adchoices

How to Rewire Your Unconscious Mind in Minutes | Hypnosis for High Achievers with Tim ShurrHow much of your life is run by unconscious beliefs you formed as a child? In this profound episode of Transparent with Tina, I sit down with Tim Shurr, a master hypnotist and mindset coach with 34 years and over 15,000 sessions of experience. Discover his revolutionary "One Belief Away" method that rapidly upgrades unconscious programming to eliminate self-sabotage, anxiety, and limiting patterns for good.

A hidden heir survives a murderous purge, a priest stages a courageous restoration, and a young king thrives—until he trades wise counsel for flattery and loses everything. We trace the thin line between reform and relapse and ask what keeps faith steady when mentors are gone.• Ahaziah's ruin through corrupt counsel• Athaliah's coup and the hidden child Joash• Jehoiada's plan, covenant, and temple renewal• Transparent giving and skilled repair work• Death of Jehoiada and rapid spiritual drift• Zechariah's warning and martyrdom• Syrian judgment and Joash's assassination• Call to become Jehoiada-like mentors• Challenge to own faith beyond borrowed influenceSend Mike a quick message! (If you seek a reply, instead please contact through Outloudbible.com) Support the showCheck out outloudbible.com for helpful study resources, and to discover how to bring the public reading of God's word to your church, conference, retreat, or other event.

In manufacturing plants, the same leadership action can motivate one employee and overwhelm another. Why? It's all about brain science! In this episode, guest Falisha Karpati discusses how frontline leaders can harness brain science to build more inclusive, human-centered organizations. Falisha is a Brain-Based Inclusion Consultant located in Montreal, Canada. She holds a PhD in neuroscience and a decade of experience studying the brain. Through her signature UNITING BRAINS framework, she guides organizations through the development of inclusion-focused initiatives and provides interactive brain-based training. In this episode, Falisha breaks down how differences in how our brains are wired directly impact manufacturing leadership, communication, recognition, and team engagement on the shop floor. She covers topics like the neuroscience behind introversion and extroversion, why uncertainty creates stress in manufacturing environments, and how leaders can improve manufacturing culture by asking better questions, minimizing ambiguity, and running more inclusive meetings.  01:05 –Recognition can backfire when manufacturing communication ignores individual brain differences 02:12 – Neuroscience explains how self-awareness in leadership shapes perception, behavior, and relationships in manufacturing plants 04:54 –Manufacturing teamwork and employee engagement manufacturing improve when leaders understand natural brain diversity 9:53 – Brain science brings data—not opinions—into manufacturing management and leadership in industrial operations 11:20 – A powerful reminder that perceptions matter more than intentions in building trust in leadership and strong manufacturing relationships 13:39 – Curiosity-driven leadership starts by asking instead of assuming to close the showing up gap 15:32 – High-stimulus environments explain why leaders take shortcuts that undermine manufacturing culture and clarity on the shop floor 17:11 – Autonomy looks different for everyone, redefining supervisor development, coaching in manufacturing, and performance conversations. 19:55 – Minimizing uncertainty strengthens manufacturing safety culture, emotional intelligence, and consistent leadership behaviors 20:21 – Transparent expectations help close the expectation gap and improve accountability in manufacturing plants 22:40 – Inclusive meetings unlock manufacturing innovation by improving manufacturing communication and psychological safety 24:30 – Simple meeting practices support continuous improvement culture and better team engagement in manufacturing 28:53 – Inclusive discussions fuel operational excellence and authentic leadership across manufacturing organizations Connect with Falisha Karpati Visit her website Connect on LinkedIn and Instagram Read her newsletter Full Transcript [00:00:00]  We have some changes today. We've changed the name of the podcast since 2019. It's been mindfulness manufacturing our company name changed a few years ago to manufacturing greatness. So we're just aligning that 'cause we're gonna be here manufacturing greatness today, and we're gonna be talking about building some bridges and, and you know, how we continue to manufacture and, how we deal with changes people's moods and what's going on. And it remind me of a time when we were, had a great manufacturing line at the kickoff meeting in the morning, we recognized one of the team members showed appreciation, [00:00:30] put this person's name and picture up and gave them a little gift. they were upset with us and we're kind of like, well, hold on a minute. we did all this and this person's not very appreciative and getting to learn them a little bit more is that they didn't. They don't like that type of attention. people's brains are different. And in manufacturing it just complicates it for us 'cause we don't understand it. So fortunately I have a great guest on and friend today, Falisha Caridi. Welcome to the show. Thank you so much. [00:01:00] It's a pleasure to be here. Thanks for having me. you are an inclusive consultant. You harness brain science to build inclusive human-centered workplaces. You create space where all brains thrive. And you studied the neuroscience, having a PhD in neuroscience, which for those who don't know what it takes to get a PhD, it's a mountain. So congratulations on that. Thank you. excited to get your knowledge and expertise to talk about this on the show what did we miss Falisha when we upset that team member? how are [00:01:30] people's brains working here? a key point is that everybody's brain works a little bit differently,  Humans in general share a core brain structure. we generally have the same parts that do the same functions, but our brains also have differences. like how big certain parts are, how different parts connect to each other, and when different parts get activated. this connects with differences in behavior. so when we [00:02:00] think, behave, communicate, everything we do. Is filtered and processed through our brain. there's a, well-known quote that I love, that says You don't see the world as it is. You see the world as you are. Mm-hmm. And what that means, it's really rooted in brain science. And it means that everything you perceive, take in, think, and express. Goes through your brain. what happened [00:02:30] that day was there was a disconnect between what some team members who created that recognition process, thought this person would want and what they actually wanted,  So if we take that recognition experience, maybe it's, getting an award in front of a group And having your name called out and going on stage. if you put two people in that exact same [00:03:00] situation, their brains might react completely differently. we don't necessarily know how people are going to react, what they like, what they don't like. Unless we have those conversations and ask them. just diving into a bit more about why those differences exist, why can you put two people in the same situation and they can react completely differently? our brains are shaped by two main factors. the first is natural [00:03:30] variation in how we're born. there's a wealth of research that shows genetics are connected with many aspects of how our brain works. natural variation is great. It's what keeps us interested. Yeah. We don't wanna, you know, be communicating with people who are exactly the same as us. the natural variation is there for a reason. It's super productive and positive. the second factor is our environment. each of us is shaped from our observations and experiences over time. this includes a whole range of [00:04:00] experiences like our early childhood, our family and community environments. our experiences at school, at work, even our hobbies and interests can change our brain. there's a huge body of neuroscience research that shows brain differences related to living in different cultures. practicing different skills, traumatic experiences and much more. Basically everything you're exposed to, everything that you experience over time, especially if they're repeated or intense, experiences, can change your [00:04:30] brain. what really resonated with me is that Trevor's way is not always the best way. the way you explain like my biases, right? Like. My bias was show appreciation in front of the team. Right? And, and why would I need to check in with that person? in my early manufacturing leadership days, I missed the mark. Often, I just didn't know better. Right? Like, I just thought, you start to learn that. that's why we're hoping that if you're driving into work today, through my mistakes and Falisha's knowledge, we can save you that pain. we're gonna leave you with [00:05:00] some ideas of, what you can do today, to get in front of that. 'cause it makes sense. What you're saying is that, we just have how we grew up and, and our different, you know, the. I think of Lisa Feelman Barrett and, and the theory of constructed emotions. your personality and emotions are based on your experiences and we have different experiences  Right. they're just different. And that's what makes us unique and I like that. I was going through some of your material and I'm trying, 'cause I'm trying to, you know, like our listeners. To understand and better [00:05:30] equip ourselves so that we can, respond differently. But you had some neat research on introverts and extroverts, and I was reviewing it with Ryan, a client today, and he's kinda like, Hey, I think you skimmed over, that whole concept on introverts and extroverts. So can you unpack that for us and help us understand? Definitely. so I also wanna clarify, my background and what I'm doing now compared to what I did before. I have a background in neuroscience research, that was focused on brain plasticity and how our brains, are impacted by training. so what I [00:06:00] do now is, work with the wealth of research that's there. I don't do, neuroimaging research anymore. I used to, so I know exactly how these things work and I bring that experience now into. Applying neuroscience research in organizational context. Mm-hmm. so I summarize research, I communicate it. but the research, for example, an introversion extroversion is not something that I did myself. there's amazing researchers all around the world that have done this, so I'm more of a curator and a communicator Of the [00:06:30] research now. That's why you're on the show, right? Because we need to apply. So you're kind of like the translator for us, right? Because we're not gonna go through all this research, but we need someone like you that can say, Hey, here's the simpler version of it and here's what you can do today. So thank you for doing what you do. Yeah, my pleasure. I love it. so introverts, extroverts is one example of how. Our brain structure and how our brain works is really aligned with the behaviors that we see in the workplace and beyond. there's a spectrum of traits, of [00:07:00] introversion, extroversion. many people will fall somewhere in the middle and people can also express themselves differently. depending on different situations, different contexts might bring out, different types of behavior. so I'm just gonna generalize a little bit here, for time. And so there's research that compares people who tend to, behave more introverted ways and people that tend to be more extroverted. introverted meaning, getting energy by recharging alone, extroverted meaning, getting energy from, spending time with [00:07:30] others. And there's a really cool study that, people were in the brain scanner and while they were in the brain scanner, they were showed a series of pictures. Some of the pictures were flowers and some of the pictures were faces. So flowers is a non-social stimulus. and so, you know, we don't associate that with people, whereas the face is very social. the study found that introverts and extroverts showed different patterns of electrical activity in the brain in response to these images. So [00:08:00] in the introvert, if there was a bunch of flowers shown in a row and then a face, their brain sort of went, eh, well, it didn't really process a difference, but an extroverts, when there was flower, flower, flower face, when the brain saw the face, It got super excited. So the brain really processed a difference between the non-social and the social images. so that just shows that personality [00:08:30] traits and behaviors. And those differences we see in people are actually rooted in how the brain is processing information. we can also see structural differences. in how the brain is built, there's other research that has looked on that. And they found that, introverts tend to have bigger brains in areas responsible for behavior inhibition. Meaning stopping yourself from behaving impulsively. that is a trait commonly associated with introversion is introverts [00:09:00] tend to think before speaking, before acting. and extroverts, brain extrovert brains were bigger in areas responsible for regulating emotions. And smaller in areas related to social information processing. And the way that was interpreted is that extrovert brains can be more efficient at processing social information, maybe selecting what's important and what's not. I could feel that I've had to work on pulling out my introvert. [00:09:30] I think we all have some of both, right. But I've had to practice not everything that I say people want to hear and just that filter and pause. I'm fascinated with the technology. here we are working, manufacturing, all kinds of technology, but when I hear brain scans it's not people's opinions, It's the signals as a neuroscientist, with a PhD you can see that, right? that's just, wow. Like you talk about, one of the sayings we have is that, you bring data. not opinions to a meeting and, well, here you're bringing the data. There are scans that says, Hey, this is what people do. [00:10:00] What I just did was, for that individual, I just had, a reaction which was negative to that person. And if we don't, see that and recognize that, then we may miss that. I wanna bring back the, initial story with the recognition as well. now that we have some foundation about why our brains are different and how, our behaviors actually connected with brain differences, if we reflect back on that person getting recognized when that wasn't what they're inclined for, we can imagine what was happening in their brains. [00:10:30] It wasn't. The reward circuits and the social connection circuits. It was the pressure, stress. Everybody's watching me. So that same circumstance of being recognized in one person can activate reward and in somebody else can activate stress and anxiety. we like to say that. perceptions matter more than good intentions. Yes. Right. And I think that's what we're [00:11:00] focused on learning here. so I've got my manuscript I'm working on this week and I got, I got a hand in at the end of this week for my book, I've written a new chapter on this relationship audit. it's like an internal 360, but instead of. Fixing what's wrong? We're just moving more towards what's right, right? We wanna do more of the behavior. So I've, you know, we've got some questions we ask individuals, direct reports, managers, peers, and we just ask 'em, when do you tune into me? you know, what expectations do we have of each other? Those types of conversations. [00:11:30] And I think that this work that you are doing really helps us with ideas of. How can we be more mindful? Because what we did after that event is that before we ever gave someone an appreciation, we stopped surprising people and we just started asking them, are you okay if we mention you at the meeting this morning? getting their permission seemed to work. and what I liked was when I went over, some of your material, you had three kind of takeaways That you can do now, maybe when you're [00:12:00] having one-on-ones with people or you're just interacting with them. Absolutely. it's great to hear that you took action after, that experience and learned from it Asking people for permission to, to recognize 'em, to ask them something in public is a really great practice and not connect. With the first practice, area that I, like to share, which is asking people what they want, need or prefer. [00:12:30] especially if people are really busy and don't have time and are overwhelmed, it can be really easy to make assumptions our brain naturally does that. there's a known brain bias. called the false consensus effect. Where we tend to think that people agree with us and have the same beliefs, behaviors, knowledge as we do, that's definitely me. Everyone does it. It is a human brain bias. We all share that. especially in times [00:13:00] of busyness and stress, our brains do tend to fall back on those natural shortcuts to save time and energy. but they can end up causing some strains, some conflict, reduced productivity because we're making assumptions instead of asking. So, hold on. You gotta say that again. We're taking shortcuts and what'd you say after that? we're taking shortcuts basically to save [00:13:30] time, to save time and energy. Our brains naturally do that in many different contexts. like there's so much information coming into our brains constantly  Choosing what to filter, choosing what's important. That's a natural state. we're in that all the time. Can you imagine if your brain right now was processing. Absolutely every single thing that was present in your environment. It's impossible. We can't do that. Oh no. Hang on a minute. For the listeners. Falisha has not ran manufacturing [00:14:00] plants. I. She hasn't even spent a lot of time with them, but she just described our life that is our life. this is why it's important. This is why we need to listen to you and say, okay, so what can we do? 'cause you just described manufacturing, there's so much stimulus. it's how many parts we make the last hour. Is the machine running right now? is the quality inspection done? and then we take shortcuts. That's what we do. Thank you for describing us. [00:14:30] Brain science applies everywhere. I'm happy to hear that resonates and we can make the connection with the manufacturing processes as well. so what can we do about it? So we know, you know, from the manufacturing experiences, from the brain science that. When we're busy, we take shortcuts and tend to assume instead of asking. making that intentional space to invite sharing is really important, and that can happen in some different formats. It can happen in one-on-ones. It doesn't even [00:15:00] need to be a new one-on-one, just to ask what your work preferences are. if you're already having these kinds of conversations. We can integrate questions into that. So even asking someone a general question of, you know, what can I do? What can we as an organization do to make work more productive, fulfilling, enjoyable, whatever your objective is, to make the workplace better for you? the reason you really got me thinking about [00:15:30] this was in our relationship audit was really looking as when we have a team of say, 10 people, one of the practices to sustain relationships is having regular, one-on-ones or certain touchpoints, certain meetings. but when I hear you say about, you know, ask people what they want. Right. So just because. I say, you know what? We should have a one-on-one every two weeks. I'm the leader, but that may not be the right [00:16:00] approach. that's a great example. when we're asking people what they want, need or prefer, that encompasses so many things. It can be, how they work best, schedules, certain times of day they work best. It can be a physical space, it can be communication preferences, what motivates them. There's so many different aspects here that we can touch on, and that's a great example with, how they would like to have communication with a leader How they would like to have check-ins. some people love space, [00:16:30] love autonomy, and autonomy is great for the brain. in general, autonomy is awesome. some people love to have lots of autonomy and that can look like having a conversation once every two weeks and giving space. We'll have the chat, some general objectives, some goals for the next couple weeks, and then I will go and do my work on my own with my team. I don't need to be checked in on unless I have a question. Okay. There are other people who, that [00:17:00] feels overwhelming and the way that, that their autonomy can be expressed is by choosing to have more check-ins. Someone might want to have a quick two minute check-in every morning.  What's your objective for today? have those more smaller pieces that can feel a lot less overwhelming. It can feel like there's a clear map. It can feel like you know somebody's there and supporting them more frequently. Both approaches can be fantastic if they're [00:17:30] paired with the right people. But if there's a mismatch, that's when we start to get, more concerns. Because if you imagine somebody that likes to have more space If they're being checked on daily, that can feel like micromanaging. They can feel like they're not being trusted. but then if we have somebody who likes those daily check-ins and those shorter goals, if they're not receiving that. And they're left on their own when they didn't want to be. that [00:18:00] can add stress. Oh, I don't know what I'm supposed to be doing today. am I on the right track? I'm not sure. so it's really just about adjusting everything from check-ins to how goals are set to really match with what's going to work for each individual. For the listeners, I'm sorry, but it is, it is, you know, more flexibility in our part. Right. But this is, Hey, this is 2026. This is just where we're going right now. I don't see this changing of situational leadership. we gotta [00:18:30] ask more of those questions because North America. Manufacturing got great when we did lower, more lean, had more standards, more structure. And that's great for, greasing a cylinder that we know is gonna fail after so many cycles. And we wanna do the same with humans, right? So we're gonna have a meeting every two weeks and then check on you, every three days. the reality is that with the neuroscience that you have, we're not machines. And we're different. especially with the rise of technology now [00:19:00] and AI again, that's a whole conversation. something that I really work towards is creating human-centered workplaces. We work with machines, which is great, and it really helps, advance many aspects of our society. But human-centered workplaces is really important to, Just to, to create spaces where humans can thrive, be healthy, be included, and do our best work to advance our society people who are treated like machines [00:19:30] are more likely to feel. Stressed to not be motivated to not be expressing their creativity. And that just doesn't it, it doesn't do anything for the output either. when we focus on treating everyone like humans, and you know, we have. Feelings. We have brains, we have the word, you know, we have bodies that need to be taken care of. when we really prioritize that, that's where we [00:20:00] spark the ideas, the creativity, the connection, all of the things that are great for us and also for our products. It's like going to the gym, right? you can't go to the gym for 24 hours, you gotta do a little bit of this every day, and then you build up that muscle  I don't wake up in the morning and go to the gym and say, yes, I get to work out. But I do leave there thinking, this feels good. I've invested into this. I know this is gonna pay off. I feel better about it. like you said earlier we're taking shortcuts. We're trying to take that, that quick fix where really we need to have discipline. Like when we're trying to save [00:20:30] money, you gotta put that investment now into those conversations and just how you described it. We need to keep evolving with technology and the only way we're gonna do that is if we're not spending time on lack of clarity,  that was your second one Minimize. uncertainty. So yeah, minimize uncertainty. we spend a lot of time doing that. what are some ideas that we can spend less time on uncertainty. our brains in general don't like uncertainty and [00:21:00] we can feel that when it happens. as an example, let's say you get an unexpected meeting invitation that says all company meeting tomorrow at noon. That's it. Your brain, most people's brains we're getting laid off. You're like, why? Why is this happening? Did I do something wrong? Did my team do something wrong? Is the company shutting down? your brain tries to fill in the gaps by guessing what it could be, and [00:21:30] that comes from the fact that our brain is protective. Our brain is trying to figure out what those missing pieces of information could be. So that we can feel prepared and better able to handle the situation when it comes. it's coming from a good evolutionary place, but it's really unproductive because we waste so much time and energy on trying to fill in those gaps. And half the [00:22:00] time we get it wrong and it's something we didn't even think of. the other point here is that when there's something that's vague, it can also be interpreted in different ways by different brains. like we were talking about before, even the same thing can create a different response in different brains. Somebody might, maybe be like, okay, I don't know. It's fine, no problem. And somebody else might, lose sleep that night and have a really tough time managing [00:22:30] that. and by providing that clarity, that certainty, the information when we're able to. that reduces the waste of time and energy and makes sure that everybody's on the same page about what's happening and prevents those different interpretations. This is resonating because in the manufacturing greatness model, there's three gaps, the second gap's the expectation gap, and that's really that space between what we believe others expect and what we believe is expected, and that [00:23:00] can go in any direction. So that's our model and it takes more conversations to close that gap. what were your tips around that? in general, if you're having communication, whether it's an email a discussion, a meeting or something else, provide as much information as is relevant. So, for example, with that meeting invitation, provide information in the invitation about. What is the topic? [00:23:30] Why is this being, why is the meeting being called? What's the agenda, for example? What are the discussion questions that people might be asked to share on, just to make sure that people know, okay, why is this happening and what am I going to be expected to do or share when I show up? And it's not just about meetings. transparency and clarity is also really important in the broader organizational structure. For example, sharing policies and procedures openly with the team. [00:24:00] Maybe that's like an internal shared drive, a binder with paper copies. There's lots of ways that can be done. also being transparent about things like criteria for promotions and raises. So we don't need people to wonder, what do I need to do to get a raise? It's there. And that's also really great for fairness. and if you're having, for example, a social event. Sharing some information about what to expect. So where are we going? Is [00:24:30] there games or activities? What's the plan for the day? that can make people feel a lot more comfortable knowing what they're getting into. It can help make it easier to choose whether somebody would like to participate or not. it can help people prepare as they feel they need to. some people like to prepare themselves in advance in different ways, so it just gives the opportunity for them to do so. That's something that I believe. I've gotten better at, I know I've worked at it, but [00:25:00] you know, even just like for a podcast guest like yourself, right before I was like, yeah, just jump in. We'll have a conversation. I got some feedback saying, It'd be better if I knew what to expect coming into your podcast. And I'd be like, that's fair. I was thinking about what I like, not about what you like, so I'm working on that That's an example of differences in communication styles  some people would be very happy to jump in and have an informal conversation. other people share their best ideas when they've had some time to prepare. Both are great. They are different, and they [00:25:30] require having that conversation, in advance to make sure that discussion fits with both people. So the last one here is, about manufacturing and our standards, we want Consistency, especially around safety, keep people safe. And then we get struggling around this fine line of also innovation, right? Where we can be more creative and have meetings and conversations that are more inclusive and, step outside the boundaries a bit. that's around your third tip there. And just [00:26:00] making these group sessions more productive. So group meetings is, is one aspect of workplaces where I find that there's a lot of exclusion, a lot of unfairness, and people aren't having their perspectives considered. And a big root of that is meeting practices that aren't inclusive. So I'll share some tips for how we can do better here. how can we [00:26:30] hold. Inclusive meetings and discussions that really facilitate equal opportunity for everyone to contribute. this connects back to the brains because each of our brains drives us to communicate and express ourselves in different ways. that means people can share their best ideas in different environments and in different ways. for example, some people share their best ideas when they've had some time to prepare. Others like to think on the spot. some people [00:27:00] communicate best through speaking and others communicate best through writings or drawings. And some people really thrive off the energy of big groups and lots of people jumping over each other. that's something I would say, especially in, North American culture, work meetings tend to be like 10 people diving in. but that also excludes a lot of people, because many people, and I'm one of them, feel really strongly about this  it can be really challenging to know when to jump [00:27:30] in. I have an idea, I have something to share, but three people are trying to talk at the same time and I have no idea when I'm supposed to start talking. and what can happen there is people just won't, Hmm, they're scared of interrupting. I don't wanna cut somebody off and they just n never find the spot, and then the topic moves on. those ideas get missed. some specific practices we can implement to make our meetings more inclusive. include, providing agendas and discussion questions in [00:28:00] advance. This overlaps with clarity and transparency as well. so team members can prepare their thoughts in advance if they like to do so. We can give a minute to think after asking a question or presenting a topic, this can feel uncomfortable at first. We are not used to that at all. But it can make a huge difference to allowing team members to really process, yeah, what do I think about that? What do I want to share here? and [00:28:30] then inviting responses, and I said try that out and see if, if team members are, have more contributions after they've had a moment to process. That's my challenge to you listener today, driving into work because you're gonna be courageous, like if you're facilitating a meeting or it doesn't really matter if you're facilitating it. You can be a participant. it's interesting because we don't take that minute. When we do, it's even more powerful in our fields of manufacturing, logistics, transportation. [00:29:00] It's all so urgent that we don't allow. The best ideas to come forward. even when I'm talking to a plant manager about getting their executive team to get together and just talk about the different, you know, how are we working together, right? Like, how are we sharing ideas? What's working and what's not? it's like, oh, I don't know if we can have time to have that discussion. Well. you're losing the money, you're tripping over the dollars and picking up the penny sometimes because we're so busy. which to me means not productive. But hey, I appreciate you [00:29:30] sharing that today. I think we all need to hear that Falisha it can feel like we're taking a bit more time, but in the end, it can be more productive because we are getting the team's best ideas and we're inviting everybody to participate, which in the end can support a better product. and a couple of last tips to help generate ideas from everyone. one of them is offering a shared document or a form where team members can share their thoughts in a written format. this can be during the meeting and also after. [00:30:00] sometimes. It can take a bit more time for a great idea to brew in somebody's brain. it's, half an hour after the meeting and they're like, oh, I wish I could have shared that. So having that form or shared doc really helps, create a space for people to add their ideas when they come. lastly, starting a discussion with a turn-taking structure, where each team member is invited to contribute without interruption. And if you are on a time crunch, there can be a time limit per person. what's [00:30:30] really important here is that everybody. Has a turn if they would like to share. They don't have to. They can pass, but everyone has a turn to share without interruption. you can ask a question, raise a topic, go around the team members. this helps ensure that everyone who would like to share has equal opportunity to do so without having to navigate jumping into an overlapping conversation. And what I find when I implement this People [00:31:00] who weren't contributing as much in other meeting formats, share fantastic ideas and feel more connected with the team. we get a broader range of ideas because everybody can share before we open it up. you can still open it up to discussion afterwards to build on the ideas and connect with each other, but That initial practice of giving everybody some space has benefits for the meeting, for team connection, for creativity, and, generating more ideas.[00:31:30]  Listening to you, it's like, oh, yeah, that makes sense. you go around every person and ask them, but. We don't do it, it's just Okay, good. We got a solution. I think we just hit the whack-a-mole. We can, we can all get outta this meeting now. And, and three people never got to contribute and probably had a better idea. I could go on for about another five hours with you, but how do our listeners get more of you, Falisha, and follow you, connect with you? what's the best basis for that? I've got a few [00:32:00] ways that we can connect, LinkedIn, Instagram, or my newsletter, brain Science for better workplaces. maybe we can put those links, in the description and I'd be very happy to connect with any of you. please feel free to reach out if you'd like to chat more about brains. thank you. Shout out to Nina Na Doley, our mutual friend and previous, guest here that, that suggested you. so glad we got to meet I've already learned so much from you, Falisha, it's just these reminders of like, it's okay. We're, we're, we're just hardwired [00:32:30] like this. We've been conditioned this way and We can make changes. We can build workplaces that align with how our brain functions. Thank you, Falisha. I appreciate you coming on the show. My pleasure. Thanks for having me.    

This week, we revisit an early episode where Thomas explores the concept of Transparent Communication, a practice that creates an open and grounded relational space where constructive and creative communication can occur. He explains that this form of communication combines the interconnected data streams of cognitive, emotional, and physical information that are always present in any conversation.When we become attuned to these transmissions from others' nervous systems, and are consciously creating coherent transmissions from our own, we can establish a deep connection that's rich in intimacy and free from reactivity.✨ Watch the video version of this episode on YouTube:

Tuck chats with writer and union organizer Alma Avalle (she/her) about the Transparent finale, Trader Joe's dream to destroy the NLRB, and Alma's experience getting very publicly fired from Condé Nast in an egregiously illegal instance of union retaliation! Listen to the full episode on Patreon to hear discussions of Emilia Perez, paywalled Condé gossip, "Anna Wintour's elite fiefdom rocked by woke soap opera," and much more! Find Alma at @goodbyealma across platforms and @picnic_mag on IG.  Download issue 1 of Picnic Magazine for pay-what-you-want, and don't forget to sign the petition to reinstate the Fired Four. ~ Senior Producer: Ozzy Llinas Goodman Logo: Ira M. LeighMusic: Breakmaster CylinderAdditional Music: Blue Dot Sessions

On this episode of the podcast, Daniel Baldwin, Chief White House Correspondent for One America News Network (OANN) joins the show to break down his rise through conservative media, from covering President Trump on the 2024 campaign trail to reporting daily from inside the White House.Baldwin details what the Administration is touting as key wins: inflation reduced, more private sector jobs created, and the economic impact of the “One Big Beautiful Bill,” including provisions eliminating taxes on tips, overtime, and Social Security. He also discusses the Administration's immigration posture, citing over 2.5M illegal aliens leaving the United States, and looks ahead to the economic and security implications of hosting the FIFA World Cup 2026.You can learn more about Daniel and his great work by following him on X by searching for his handle: @baldwin_daniel_See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Photographers sometimes assume luxury is reserved for studios, but today's guest proves that a high-end experience can thrive right inside your clients' homes.Chelsea Hickey, the award-winning photographer behind Chicky Little Photography, specializes in in-home newborn storytelling sessions outside of Boston. Averaging $7,000 newborn sales and $4,000 across all genres, she's built a thriving luxury brand rooted in service, simplicity, and confident systems.In this conversation, Chelsea shares how she made the leap from burnout-pricing to sustainable profit, why luxury is really about ease and service, and how to confidently guide clients through IPS without feeling “salesy.” She also breaks down money mindset, transparent pricing, outsourcing retouching, and why understanding your cost-of-doing-business will completely change your business.If you've ever dreamed of higher sales, smoother sessions, and a brand that feels elevated without being overwhelming, this episode is a game-changer.What's in this episode:[02:00] Chelsea's start in photography and the burnout that forced a pivot[04:00] Why she chose in-home newborn sessions over a traditional studio[05:00] What luxury actually means (and why service is the foundation)[06:00] How she structures her in-home newborn workflow from start to finish[08:00] What Chelsea shifted to average $7K newborn sales[10:00] Reframing IPS as service, not sales[11:00] Overcoming money mindset, and pricing fears[13:00] Working less, earning more, and taking 6–7 vacations a year[17:00] Paying yourself and the tax lesson that changed everything[20:00] Transparent pricing without overwhelming clients[23:00] Outsourcing retouching + why “Who Not How” changed her workflow[29:00] Gift certificates, portfolio building sessions & how to use them wisely[30:00] The first small step toward the luxury market[31:00] Chelsea's courses & resources for photographersIf the luxury world has ever felt like something other photographers could access but not you, Chelsea's guidance will help you see what's possible and what you can start shifting right now.For full show notes, resources, links and to download the transcript, visit our website: https://themilkyway.ca/podcast/Grab your spot for the 2025 Online Newborn Retreat!

In this episode of Skin Anarchy, Dr. Ekta Yadav sits down with Michele Henry, founder and CEO of FACE FOUNDRIÉ, to explore how the facial industry is being quietly—but fundamentally—rewritten. What began as a personal frustration became a scalable solution: professional skincare that's consistent, accessible, and designed for real life, not just special occasions.After her third child, Michele found herself stuck between facials that were either overly luxurious, prohibitively expensive, or wildly inconsistent. She wanted results, education, and efficiency—without the intimidation. When that middle ground didn't exist, she built it. FACE FOUNDRIÉ's facial-bar model challenged long-standing spa norms by focusing exclusively on high-quality facial services delivered quickly, clearly, and consistently.A central theme of the conversation is accessibility. Michele rejects the idea that skincare should feel exclusive or confusing. Transparent pricing and monthly memberships make frequency possible—and frequency, she explains, is what actually drives results. Prestige may impress, but approachability scales.Behind the scenes, FACE FOUNDRIÉ's real innovation is operational. Standardized protocols ensure clients receive the same experience across locations, while personalization comes through targeted enhancements layered on top—not improvisation. Technology tracks treatments and progress, reinforcing consistency as a clinical standard.The episode also tackles a common misconception: that advanced at-home products can replace professional care. Michele makes the case that treatments and products work best together—services like dermaplaning, peels, and extractions create the conditions for skincare to truly perform.At its core, FACE FOUNDRIÉ is about emotional safety as much as skin health. Clients choose how they want to experience their facial—quiet or educational—in spaces designed to feel welcoming, not intimidating.Listen to the full episode to hear how Michele Henry is redefining professional skincare—making results-driven facials scalable, sustainable, and built for everyday life.Learn more about Face Foundarié on their website and social media!CHAPTERS:(0:02) - Introduction & Face Foundrie Overview(0:59) - Michele's Personal Journey & The Origin Story(2:16) - Reimagining the Facial Bar Model(3:23) - Early Trial, Error & Rapid Pivot(5:26) - Accessibility, Memberships & Breaking Prestige Barriers(7:16) - Results-Driven Protocols vs Luxury Spa Experiences(8:23) - Consistency, Personalization & Scalable Systems(10:26) - Franchising Face Foundrie & National Growth(13:35) - Technology, AI & The Future of Skin Care ExperiencesPlease fill out this survey to give us feedback on the show!Don't forget to subscribe to Skin Anarchy on Apple Podcasts, Spotify, or your preferred platform.Reach out to us through email with any questions.Sign up for our newsletter!Shop all our episodes and products mentioned through our ShopMy Shelf!*This is a paid collaboration Hosted on Acast. See acast.com/privacy for more information.