Podcasts about vague

https://teachhoops.com/ How Do You Build Real Confidence in Your Players? Subtitle: Why confidence is built in practice, not handed out in pep talks Show Notes Every coach has said it. "Just be confident." It has never once worked. Confidence is not a mood you talk a player into. It is a byproduct of evidence. In this episode we break down where confidence actually comes from and how you engineer it inside your program. What we cover: 1. Confidence comes from competence Players believe what they have proven to themselves. A kid who has made 500 shots from the left wing in practice does not need a pep talk when he catches it there in a game. Build the rep count and the belief follows. 2. Give them a role they can win at Confidence collapses when a player is asked to be something he is not. Define a job that fits the player in front of you, then celebrate him doing that job well. A great screener who knows he is a great screener plays free. A great screener trying to be a scorer plays scared. 3. Praise the process, correct the outcome If you only praise made shots, you teach players that their worth is tied to results they cannot control. Praise the right read, the right cut, the right shot. Then they can miss and stay confident. 4. Be specific "Good job" builds nothing. "That was a great job of getting your feet set before the catch" builds a memory the player can go back to. Specific praise is a deposit. Vague praise is noise. 5. Watch your body language after mistakes Players read your face before they hear your words. The eye roll, the turn to the assistant, the hands on the hips. That does more damage than anything you say. If you want confident players, be the same coach after a turnover that you are after a layup. 6. Let them play through failure Confidence is not built by never failing. It is built by failing and surviving it. If every mistake means an immediate sub, you are teaching fear. Leave them in sometimes. Let them fix it themselves. 7. Film is your best confidence tool Show them clips of themselves doing it right. Most players carry a highlight reel of their worst moments. Replace it. Five clips of a kid doing his job well can change how he sees himself for a month. 8. Separate confidence from playing time The end of your bench needs confidence too. Those players determine practice quality, and practice quality determines everything. Invest in them like starters. Coach takeaway: You cannot give a player confidence. You can only give him the reps, the role, and the evidence that make it impossible for him to doubt himself. More coaching resources, practice plans, and the Coaching Community at https://teachhoops.com/ Learn more about your ad choices. Visit podcastchoices.com/adchoices

Tom Mulcair can be heard every weekday morning at 7:40 on The Andrew Carter Morning Show.

durée : 00:16:48 - Le journal de 19h - L'intersyndicale des sapeurs-pompiers est sortie en colère de son entretien avec Laurent Nunez, ministre de l'Intérieur, ce jeudi. La une c'est aussi la chaleur qui dure, une vague plus longue qu'en 2003. Des militants d'ultragauche interpellés. Et Maxime Grousset en argent, sur 100 m papillon. - équipe : Céline Autin Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

Steiny & Guru see the Warriors as being on the same page, but they're strangely trying to put the ball in Steph Curry's court. Are they setting up something we don't know about?

There are tons of things leaders should be doing. The sheer volume of advice can become a mental blizzard—a complete leadership whiteout. That is why it helps to isolate a few essential leadership practices and remind ourselves why they matter. These are not complicated theories. They are practical leadership disciplines that determine whether teams produce results, understand expectations, cooperate effectively and continue moving in the right direction. Here are eleven leadership basics worth revisiting. What should leaders focus on first? Leaders should focus chiefly on the results to be achieved rather than simply on the activities being performed. Everything happening in the organisation should move the team towards a desired outcome. That sounds obvious. However, analyse your diary and look closely at where your time is going. You may be shocked by how few appointments, meetings and activities are directly propelling important results. Busy work is seductive because it creates the sensation of progress. Emails are answered, meetings are attended and reports are produced. Yet activity is not the same as achievement. Leaders also need to plan and organise effectively around the desired result. They must coordinate everyone involved so that individual contributions combine into meaningful organisational progress. Markets change, customer expectations move and circumstances can run over the top of even a good plan. Leaders must therefore keep asking whether the current plan is still relevant, whether the organisation is properly structured and whether the balance between individual responsibility and teamwork is right. Do now: Review your calendar and identify which activities directly contribute to your organisation's most important results. Reduce, delegate or eliminate the rest. How should leaders turn major objectives into action? Major objectives should be divided into bite-sized pieces, communicated clearly and supported by deadlines, measurements and individual accountability. Large organisational goals can sound inspiring but remain useless if people do not understand what they personally need to do. Leaders must translate strategic objectives into specific actions, time targets and measurable outcomes. Every important objective needs an accountability system. Without measurement, deviation from the plan can remain invisible until it is too late to make an easy correction. The post-pandemic workplace has made this more difficult. For many organisations, the orderly pursuit of targets was replaced by constant disruption, emergency responses and scrambling to survive. Even after the immediate crisis passed, hybrid work, shifting customer behaviour and economic uncertainty continued to complicate performance management. Textbook answers are not always enough. Leaders must combine data, judgement and practical experience to decide which performance standards remain realistic. Do now: Take one major organisational objective and break it into milestones, owners, deadlines and measurable indicators of progress. How can leaders establish effective performance standards? Leaders must make expectations explicit so that people know what successful performance looks like, why it matters and how it will be measured. Vague expectations create frustration. Employees believe they are doing well, while managers quietly feel disappointed. Effective performance standards remove this ambiguity. Standards should guide people towards profitable and productive action. They should be demanding enough to encourage growth but realistic enough to maintain credibility. Leaders must also build a results-oriented attitude throughout the organisation. This means helping people develop self-reliance, confidence and ownership of their goals. Remote and hybrid work have shifted visibility. Leaders can no longer judge contribution by who arrives early, stays late or appears busy in the office. Performance is increasingly represented by customer outcomes, project completion, financial measures and numbers on a spreadsheet. Some people thrive with autonomy. Others struggle without direct supervision, informal contact and frequent teamwork. Leaders must recognise these differences rather than assuming one working style suits everyone. Do now: Ask each team member to explain what is expected of them and how success is measured. Any inconsistent answers reveal a communication gap. Can leaders really motivate their people? Leaders cannot directly inject motivation into another person. They can, however, create an environment in which people are more likely to become self-motivated. Try yelling, "Be motivated, be motivated, be motivated," at your team and see how far that gets you. Leaders can motivate themselves, but they cannot control the internal drive of another person. Their real task is to understand what helps each individual perform at their best. That may include recognition, autonomy, meaningful work, career growth, financial reward, mastery, belonging or the opportunity to contribute to something important. The correct combination varies from person to person. This is where leadership becomes difficult. There is no universal motivational switch. The leader has to understand people individually and deliver the right environment one person at a time. Leaders should also encourage creativity. Creativity can be learned, but many leaders have never studied how creative thinking works. If leaders do not know how to generate ideas, challenge assumptions or explore alternatives, they will struggle to develop those abilities in others. Do now: Ask each team member what conditions help them do their best work. Do not assume their answer will be the same as yours. How should leaders track progress and coordinate people? Leaders must track progress consistently and coordinate everyone whose contribution affects the final result, both inside and outside the organisation. Tracking progress sounds easy. The reality is that leaders are often lost in the weeds, pulled hither and thither and overwhelmed by constant urgencies. Following up on planned results gets postponed because something more immediate demands attention. Yet when leaders stop tracking, deadlines slip, responsibilities blur and small problems grow into expensive ones. Coordination has also become more demanding in remote and hybrid workplaces. When everyone was in the office, people could exchange information informally, notice emerging problems and resolve misunderstandings quickly. When employees, clients, suppliers and partners are separated, leaders must expend more time and energy ensuring that the right people know what they need to know. They must also confirm that tasks are being completed when they need to be completed. Communication cannot be left to chance. Coordination requires deliberate updates, clear decision rights and reliable follow-through. Do now: Establish a simple review rhythm showing each priority, its owner, its current status, the next action and any obstacle requiring leadership intervention. Why must leaders keep communicating purpose and teamwork? Leaders must repeatedly connect everyday work to the organisation's continuing purpose and demonstrate through their decisions that teamwork is genuinely expected. Leaders often pontificate from on high about purpose and imagine everyone is on board. They assume the message was received, understood and accepted. It is always a shock to discover that not everyone got the message—or that they interpreted it differently. Purpose must therefore be communicated repeatedly. Leaders must explain what the organisation is trying to achieve, why it matters and how each person's work contributes. They must also check for understanding rather than assuming agreement. Leadership credibility is tested most severely when a high performer refuses to act as a team player. Are you prepared to confront—or even fire—a top performer who persistently undermines teamwork? This is where the rubber meets the road. If leaders praise collaboration but tolerate the corporate outlaw who does whatever they want, everyone learns how the organisation really operates. Behaviour that is tolerated becomes part of the culture. Do now: Identify one behaviour that contradicts your stated values. Address it directly before it becomes the organisation's unofficial standard. What is the most important leadership starting point? The most important starting point is self-awareness. Very few leaders can give themselves a perfect score across all eleven areas: Focusing on results Planning and organising effectively Breaking objectives into manageable actions Establishing clear performance standards Building a results-oriented culture Creating conditions for self-motivation Developing creativity Tracking progress Coordinating people and resources Communicating organisational purpose Demonstrating leadership and teamwork I certainly cannot give myself a perfect score. Reviewing this list is a painful reminder of my own failings and imperfections. That is the point. Busy work can mask what is vital. Leaders become tied up in meetings, messages, minor decisions and operational stuff. Eventually, they lose sight of the leadership responsibilities that matter most. Let's get back to basics. We are not divine. We still have work to do on ourselves. Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie One Carnegie Award in 2018 and 2021 and received the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver leadership, communication, sales and presentation programmes globally, including Leadership Training for Results. He has written several books, including the bestsellers Japan Business Mastery, Japan Sales Mastery and Japan Presentations Mastery, as well as Japan Leadership Mastery and How to Stop Wasting Money on Training. His books have also been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg publishes regular business insights on LinkedIn, Facebook and X and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery and Japan's Top Business Interviews for executives and professionals seeking practical strategies for succeeding in Japan.

durée : 00:02:30 - Porté par une énergie douce et solaire, Pirogue s'impose peu à peu comme l'un des groupes les plus prometteurs de la scène toulousaine. Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

Story of the Week (DR):Uber's Strategy for Fighting Sexual Assault Suits: ‘What Were You Wearing?'An aggressive defense strategy is being used in response to an avalanche of litigation, with over 4,000 lawsuits filed by passengers accusing Uber of failing to protect them from sexual assaultWhile Uber publicly champions itself as a "survivor-centric" ally and trains support staff against victim-blaming, its defense lawyers ruthlessly contradict this to protect the $145 billion company.Uber's attorneys aggressively interrogate survivors about their clothing (e.g., asking if they wore underwear or heels), drug and alcohol consumption, and sexual history.The legal team weaponizes past trauma by scouring private medical records and therapy notes, even petitioning courts to force survivors to undergo psychiatric exams or reveal details of childhood abuse to paint them as "unreliable narrators".Legal experts warn these scorched-earth tactics are deliberately designed to re-traumatize victims, discouraging lawsuits and intimidating survivors into settling.Chief Legal Officer Tony West: “Why safety is personal to me”Cites his public service career to cover for ruthless corporate tactics, like drafting Prop 22 to strip driver protections.Frames survivor trauma as a flaw of the "adversarial legal system," deflecting from Uber's own attorneys using aggressive, victim-blaming tactics to minimize payouts.Uses a single favorable quote from one trial judge to dismiss widespread litigation abuse.Touts ending forced arbitration while continuing to block class-action lawsuits, trapping survivors in isolated 1-on-1 fights.Brags about transparent reporting despite Uber burying 400,000+ assault complaints (2017–2022) under labels like "unaudited."TikTok Withheld a Safety Feature From Millions. One Died by SuicideWhen TikTok tweaked its algorithm in 2021 to stop users from being overwhelmed with harmful content, the company didn't roll out the safer version to everyone, a confidential internal document shows.Instead, to see if the change might reduce the app's stickiness, the company conducted an experiment. It created a control group of 10% of US users — at the time, that would have been about 15 million people — who kept the old version of the app.This group, according to the document, included 16-year-old Chase Nasca. TikTok's algorithm pushed him thousands of videos about suicide, sadness, hopelessness and loneliness, right up until he killed himself.TikTok says moderator error delayed removal of Perez Hilton's livestream showing acts of self-harmGAO finds Elon Musk's DOGE inflated claims of $110 billion in savings for federal governmentThe GAO found that 96% of the savings DOGE claimed from grant cancellations lacked supporting evidence or methodology to verify.DOGE claimed $27.4 billion in savings across 2,503 contracts—including a $1.7 billion Pentagon IT deal—that were never actually terminated or reduced.Over 40% of the lease cancellations listed on DOGE's "Wall of Receipts" were already in progress before the agency was created.GAO uncovered widespread data errors, such as overstating total lease savings by nearly $60 million and failing to report baseline limitations.DOGE failed to disclose how it calculated its metrics and completely ignored GAO requests for interviews and supporting data.Where are Elon Musk's former DOGE staffers now?Edward “Big Balls” Coristine: a whistleblower alleged that Coristine planned to upload sensitive Social Security Administration data to an unsecured server. He also helped dismantle the U.S. Agency for International Development, or USAID.Coristine now appears to work at the National Design Studio, an office created to overhaul federal websites and other public-facing services, making them more usable, visually consistent and less expensive to build.Jeremy Lewin: helped oversee the dismantling of USAIDLewin later became the State Department's senior official for foreign assistance, humanitarian affairs and religious freedom, giving a former DOGE operative authority over the programs his old team had helped slash.He was subsequently reported to be moving to the White House National Security Council.Nate Cavanaugh and Justin FoxFounded a holding company called Special, which promises to do for private businesses what DOGE did for the federal government.“To achieve this, Special is building an operating system to transform critical American industries with AI. We call it SpecialOS.”Gavin Kliger, Luke Farritor, Marko Elez and Jack SteinFounded Cathedral, a startup that plans to use AI to expand U.S. military cyber capabilities, including defenses against adversaries such as China.Reuters reported that the company raised $160 million at a $1.4 billion valuation.Ethan Shaotran: helped move thousands of immigrants into the government's “Master Death File,” effectively deactivating their Social Security numbers.Founded Blitz Industries, which he described to Wired as “a defense company backed by big names.”Elon Musk: SpaceX Achieves Its First Moon Landing by Accidentally Crashing Into It at 5,400 Miles Per Hour, Causing Huge Explosion and 60-Foot CraterWhy companies that call themselves meritocracies don't always pay equally AND Meritocracy claims make managers pay men more than equally qualified women MMExplicitly branding an organization a "meritocracy" lowers managers' vigilance against bias, ironically making them more likely to discriminate.Given identical job titles and performance ratings, managers in self-proclaimed meritocracies systematically award higher bonuses and raises to men over equally qualified women.The meritocracy illusion compounds wage gaps across demographics, yielding lower financial rewards for women, racial minorities, and immigrants with identical output.Vague definitions of "merit" allow supervisors to act on personal favorability and affinity bias while genuinely believing their choices are purely objective.Trusting the "meritocracy" label creates false complacency, leading companies to eliminate or skip active pay-equity audits that would otherwise catch these disparities.Goodliest of the Week (MM/DR):DR: Google Scraps AI Satellite Images Within 24 Hours: Why 'Deepfakes in the Sky' Alarmed ResearchersThis happened after facing fierce backlash from journalists, researchers, and open-source intelligence experts who warned that it could accelerate the spread of misinformation.The feature allowed users to generate AI-created satellite images by zooming into any location in Google Earth and entering a text prompt.MM: Courts: MM DRCourt rules against Trump EPA's freeze of $20B in ‘green bank' fundsUBS fined record $125 million for money laundering violationsMeta fined $567m in largest child safety ruling against social media giantJudge says Nexstar can't appoint its executives to TEGNA's Board of DirectorsAssholiest of the Week (MM):Everything's a publicity stunt:Jealously Watching OpenAI and Anthropic, Meta Suddenly Claims That Its AI Went on a Hacking Spree TooZuckerberg conveys ‘apologies' for child sex abuse material, errors in operating the platform, government sources say‘Pure insanity'—Elon Musk details SpaceX's plan to turn the moon into its newest manufacturing siteAnthropic's Mythos created fake identities to fool humans in new cyber incidentGAO finds Elon Musk's DOGE inflated claims of $110 billion in savings for federal governmentEverything's a vanity projectJeff Bezos Says He's Selling $1 Billion In Amazon Stock Every Year to Fund Blue Origin — ‘It's The Most Important Work I'm Doing'SpaceX Achieves Its First Moon Landing by Accidentally Crashing Into It at 5,400 Miles Per Hour, Causing Huge Explosion and 60-Foot CraterJudge Sets Paramount-Warner Bros. Merger Trial for MarchEveryone's a victimThe AI bros are lonelyPalantir CEO Alex Karp Says Frontier AI Labs Will Steal Your IP, Your Know-How, and Your Expertise — ‘You Deserve To Be Colonized'‘Socialism is a disaster': Bill Ackman says Zohran Mamdani's bad left-wing housing policy is worsening New York's affordability crisisNo one is accountable DRBobby Kotick, former CEO of Activision, may join Paramount's board of directorsJefferies analyst calls out ‘simple-minded' criticism of SpaceX's governanceABC, CBS, and NBC aired nearly 200 segments about three U.S. heat events without mentioning climate changeDisney (Iger, still), Ellison family, and Roberts family - one cowed exec, two dictators!Headliniest of the WeekDR: Pepsi is launching soda-scented body wash and scrub in a beauty collaborationPwC U.S. CEO [Paul Griggs] advises young workers to say yes a lot, even if it means working on the weekends—‘That person climbs into the next role'Top Consulting Group PwC Caught Using AI on “Thought Leadership” Report About AI, Resulting in Corporate Document Filled With Bizarre HallucinationsDoorDash CEO Tony Xu once thought his $87 billion company would only make $100 million. He tells founders to be ‘greedy' and dream biggerClass A = 1 vote; Class B = 20 votes; CEO Tony Xu personally owns roughly 3% of actual shares but controls 55% of voting power via a “binding agreement” with the other co-foundersMisleading proxy shows he got paid $432k (they cited a 12:1 pay ratio) but he actually made $343M from shares and stocksDoorDash excludes Dashers from SEC disclosures by classifying them as 1099 independent contractors.Factoring drivers into the worker pool expands the headcount from 20,000 to over 7 million, moving the median worker from corporate offices directly onto the delivery platform.Dasher: while gross pay averages ~$15–$22/hour, net driver earnings sink further after deducting out-of-pocket expenses like fuel, vehicle wear, and self-employment taxes, pulling true net median compensation closer to $400–$900 annuallyAnthropic CEO reportedly worried new hires only care about money: reportedly expressed concern about new talent coming to the company for the money rather than the missionMM: Stripe CEO says his ‘urgency' to drop out of MIT ‘was a bit unnecessary'Who Won the Week?DR: Harvard Business School graduates TikTok CEO Shou Zi Chew and TikTok US CEO Adam Presser, because nobody ever talks about you or knows who you areMM: Meat. After seeing Salad and Go files for Chapter 11 bankruptcy after cyclospora fears worsened its challenges, you can't help but wonder if RFK Jr orchestrated a parasite to get people to buy more meat.PredictionsDR: Tony Xu introduces Class F stock where shareholders' children enter indentured servitude and must deliver 1000 Cheesy Gordita Crunches from Taco Bell before they are set free ; they will then get 0.0002 shares per voteMM: Boards are calling retired CEOs back as succession pipelines run dry: Boards run out of ex-CEOs to re-king and begin looking for different, egalitarian, integrated professionals to fill new roles. They call it DEI.

durée : 00:15:53 - Le 13/14 - Une vague de chaleur arrive en France la semaine prochaine. Un deuxième narcotraficant présenté comme proche de la DZ Mafia interpellé en Algérie par les autorités locales, signe d'une reprise d'une coopération judiciaire entre les deux pays. Et le Tour de France Femmes sous-médiatisé. Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

For more than twenty years, people have asked me two questions about podcasting more than almost any others: “How do I launch a podcast?” “How do I grow my audience?” Those can be useful questions, but neither one appears on my list of the five questions you must be able to answer if your goal is to generate clients through your show. Do not ask, “How do I grow my podcast?” until you can clearly answer what the growth is intended to produce, for whom, and why they would eventually pay you. A larger audience will not solve an unvalidated offer, unclear positioning, vague messaging, or a lack of confidence in the value you provide. Before investing more time, energy, and money into growing your show, I encourage you to reflect on these five questions. 1. Do you have a validated product or service? Has someone actually paid you for this solution, or are you hoping the podcast will validate it for you? Conversations, compliments, expressed interest, and awareness of a problem do not necessarily prove that people are willing to pay for your solution. My definition of early validation is that two or three people have paid for the product or service and would rate their satisfaction with that investment as an eight, nine, or ten. A podcast can help people discover and trust you, but it should not become a way to postpone the vulnerable work of asking someone to pay for what you offer. 2. Do you know exactly who your ideal client is? Can you identify the specific person, problem, desire, threshold, or transformation your offer is designed to address? You should be able to clearly describe: Who this person is What they are currently experiencing What they desire Where they tend to get stuck What obstacles they face What transformation your offer helps them experience You should also be able to answer this question clearly: “If I were looking for someone who might be a great fit for what you do, who should I be on the lookout for?” When you know exactly who you serve, your content becomes more focused, your language becomes more specific, and your invitations become more relevant. 3. Is your positioning and language clear enough for that person to recognize themselves? When they hear you describe the problem and the desired outcome, do they immediately think, “He understands exactly where I am”? Clear positioning does more than explain what you do. It allows the right listener to recognize their own experience in your words. They should hear you describe their challenges, patterns, frustrations, and desires with enough specificity that they feel understood. Vague language may sound professional, but specific language creates recognition. 4. Is each episode intentionally created for that person? Are you speaking to a clearly defined listener and helping them move toward a better decision, a new belief, or a meaningful next step? Your podcast does not need to sell your service in every episode. But every episode should make it increasingly logical for the right person to want your help. Your content can build trust, demonstrate how you think, reveal your values, clarify the listener's problem, and help them see possibilities they could not previously see. The purpose is not to turn every episode into an infomercial. The purpose is to create content that consistently serves the kind of person your business is designed to help. 5. Do you believe deeply enough in the value of your offer to confidently invite people into it? Are you willing to clearly tell the right listener what you offer, why it matters, and what they should do next? You may have a validated offer, a clearly defined ideal client, powerful positioning, and relevant content. But none of those things will generate clients if you remain unwilling to make an invitation. On a scale of one to ten, how confident are you in the value of what you offer? If your answer is not an eight, nine, or ten, there may be important work to do around your offer, your evidence, your language, or your own belief in the transformation you provide. Confidence does not require arrogance or pressure. It means believing that inviting the right person into your offer is an act of service. You May Need Fewer Listeners Than You Think Depending on your business model, you may only need twenty, thirty, or fifty clients each year. With a genuinely high-value offer, you may only need five or ten. You do not necessarily need a massive audience. You need the right people hearing a clear message about a valuable solution that was intentionally created for them. I Would Love to Hear From You Take some time to journal through these five questions. Which one is the most difficult for you to answer? What answer have you developed so far? Email me personally at cliff@cliffravenscraft.com and tell me which question you are struggling with most. I may respond with a few clarifying questions and begin an asynchronous conversation with you. If we have worked together before, I may suggest that we jump on a call. You are also welcome to send me the name of your podcast, a link to your show, and your answers to all five questions. I would love to celebrate the clarity you have developed, and I may feature some responses in a future episode. If your desired outcome is to generate clients through your podcast, answering these five questions may be far more valuable than finding another strategy for growing your downloads.

Hey, Heal Squad! Whitney Cummings is back for Part 2  and somehow the conversation gets even better. It honestly feels like you're sitting in on two friends swapping life hacks, laughing until they cry, and accidentally dropping some of the best advice you've heard in a while. Whitney shares the surprisingly simple mindset that's helped her stop feeling so overwhelmed (wait until you hear her "energy dollars" analogy...it's genius!) Then a story you haven't heard…Whitney admits she used to do clinical drug trials for as a broke comedian in LA, which then led to getting her thoughts on the supplement world, who's actually behind these vitamin companies, and a Rob Schneider story that you will not see coming. Plus, Maria and Whitney get into the wellness things we've all been doing that might not be what we think they are, chat about the state of the entertainment industry and why laughter might be the most underrated form of healing. Funny, smart, a little chaotic, and completely worth it. Enjoy! HEALERS & HEAL LINERS Treat Your Energy Like Money. Whitney explains her "energy dollars" system: a simple way to stop overcommitting, protect your peace, and let go of guilt when your tank is empty. Stop Adding More, Start Simplifying. Instead of chasing every wellness trend, Whitney shares why making one small change at a time (“pick one”)  and trusting your own body leads to better health. The State of The Industry. Whitney explains why today's creators no longer need Hollywood's permission and why connecting directly with your audience is changing entertainment for the better. Join us at our Canyon Ranch 2026 Retreat: https://www.canyonranch.com/lenox/retreats/heal-retreat-maria-menounos HEAL SQUAD SOCIALS IG: https://www.instagram.com/healsquad/ TikTok: https://www.tiktok.com/@healsquadxmaria HEAL SQUAD RESOURCES: Heal Squad Website:https://www.healsquad.com/ Heal Squad x Patreon: https://www.patreon.com/HealSquad/membership Maria Menounos Website: https://www.mariamenounos.com My Curated Macy's Page: https://stylecrew.macys.com/@mariamenounos EMR-Tek Red Light: https://emr-tek.com/discount/Maria30 for 30% off Airbnb: https://www.airbnb.com/host GUEST RESOURCES: Follow Whitney on Instagram: https://www.instagram.com/whitneycummings/ Follow Whitney's Podcast Good For You: https://www.instagram.com/goodforyoupodcast/ Tickets to see Whitney's Tour, WHITNEY CUMMINGS: BIG BABY TOUR https://whitneycummings.com/ Read Whitney's Book: I'm Fine…And Other Lies: https://a.co/d/02cgHcL4 More on Tru Niagen https://www.truniagen.com/ Byron Katie's Four Liberating Questions: https://thework.com/2017/10/four-liberating-questions/ The Comfort Crisis: https://a.co/d/0fRM253M ABOUT MARIA MENOUNOS: Emmy Award-winning journalist, TV personality, actress, 2x NYT best-selling author, former pro-wrestler and brain tumor survivor, Maria Menounos' passion is to see others heal and to get better in all areas of life. ABOUT HEAL SQUAD x MARIA MENOUNOS: A daily digital talk-show that brings you the world's leading healers, experts, and celebrities to share groundbreaking secrets and tips to getting better in all areas of life. DISCLAIMER: This Podcast and all related content (published or distributed by or on behalf of Maria Menounos or http://Mariamenounos.com and http://healsquad.com) is for informational purposes only and may include information that is general in nature and that is not specific to you. Any information or opinions provided by guest experts or hosts featured within website or on Company's Podcast are their own; not those of Maria Menounos or the Company. Accordingly, Maria Menounos and the Company cannot be responsible for any results or consequences or actions you may take based on such information or opinions. This podcast is presented for exploratory purposes only. Published content is not intended to be used for preventing, diagnosing, or treating a specific illness. If you have, or suspect you may have, a health-care emergency, please contact a qualified health care professional for treatment.

In this episode of The Modern Hairstylist Podcast, Hunter Donia and Jodie Brown dig into one of the most common challenges Hunter is seeing as he works with more and more salon owners: how do you actually get your team on board with the changes you are making, and how do you get your clients to follow your lead without it turning into a constant uphill battle?Hunter pulls from his own experience as a leader and from the real conversations he is having inside Mastermind right now to walk through a leadership framework that is rooted in core values, honest feedback, and empowering people to come up with their own solutions. This one applies whether you have a team of ten or a clientele of one hundred.Key Takeaways:

Essential Guide for Increasing Talent Density   In an era of relentless cost optimisation, organisations face a pivotal choice: maintain headcount breadth or concentrate excellence. Talent density—the concentration of exceptional performers within a team, function, or entire company—has emerged as the decisive competitive advantage for high-performing organisations. This is not merely about hiring stars; it is about architecting environments where elite talent multiplies collective output, accelerates innovation velocity, and repels mediocrity through sheer gravitational pull. As remote work dissolves geographic constraints and AI democratises baseline competence, the organisations that win will be those that deliberately engineer density rather than accumulate volume. This webinar explores how talent acquisition leaders can become the architects of this transformation.   • Defining True Density – Distinguishing talent density from headcount reduction, and why ten exceptional performers routinely outperform thirty average ones   • The Multiplier Effect – How concentrated excellence elevates standards, accelerates peer learning, and creates self-reinforcing cycles of performance   • Hiring for Density, Not Just Fit – Shifting from culture-fit screening to identifying candidates who will raise the ceiling of those around them   • The Cost of Dilution – Quantifying how a single underperformer in a dense team erodes collective output, psychological safety, and retention of top talent   • Compensation Architecture – Why traditional pay bands suffocate density strategies, and how to justify asymmetric investment in exceptional performers   • Density in Distributed Teams – Maintaining and measuring talent concentration when physical proximity no longer enforces organic collaboration   • The Exit Imperative – Why protecting density requires the courage to move on underperformers faster than most organisations currently dare   • Measuring What Matters – Moving beyond individual performance ratings to team-level density metrics that reveal where excellence truly clusters   • TA as Density Curator – Elevating the recruiter's role from vacancy filler to strategic gatekeeper who protects and amplifies organisational capability   Watch this essential discussion to redefine your strategic mandate. Talent density is not a hiring philosophy—it is the operating system of future-ready organisations, and the recruiters who master it will shape which companies thrive or fade.   We're on Friday 31st July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).   Ep399 is supported by our friends at Lavalier by Textio   Your interviews are where hiring decisions are made, but most aren't designed to make good ones. Vague requirements, inconsistent questions, slow feedback, and gut-based debriefs all undermine your hiring quality.   Lavalier gives recruiting teams one platform to make your interview process 2x better at predicting candidate job performance.   Lavalier plugs into your ATS and helps you: Run structured intake that aligns your team on the right skills and competencies before the first convo. Auto-generate interview plans and assignments from intake, so everything is connected to role requirements. Guide interviewers in real-time with AI-powered prompts and notes that keep interviews consistent and give candidates a great experience. Get evidence-based hiring signals, so you can go from application to offer faster and with higher confidence. Built by the OG AI for TA team at Textio, Lavalier is free to get started. Recruiting Brainfood readers get 250 bonus credits when you sign up!

Businesses love to say they are sustainable. Andrew breaks down why that word is no longer enough on its own. A new EU consumer protection regulation now requires companies to prove environmental claims with evidence, and it has helped drive more than 400 greenwashing-related enforcement actions across the US, UK, EU, Canada, Australia, and India in 2026 alone. Andrew draws on his own university experience with food labeling regulation to explain how vague standards let companies technically comply while misleading the public, then walks through real cases including SEC fines against Goldman Sachs, DWS, and WisdomTree Asset Management, state attorney general lawsuits in New York, California, and Washington DC, and Canada's growing green hushing trend where companies quietly stop talking about sustainability to avoid legal risk. The episode closes with practical advice for listeners on spotting greenwashing before it fools them, plus a preview of tomorrow's conversation with sustainability consultant Zena Harris on cleaning up the entertainment industry's environmental footprint. Takeaways Over 400 greenwashing enforcement actions were recorded globally in 2026 The EU's updated consumer protection regulation requires companies to substantiate environmental claims The SEC fined Goldman Sachs, DWS, and WisdomTree Asset Management for ESG-related misstatements State attorneys general in New York, California, and Washington, DC have filed greenwashing lawsuits Canada is seeing a rise in green hushing as companies scale back ESG statements to avoid litigation Vague terms like eco-friendly, green, and carbon neutral require evidence, not marketing language Third-party verification is more reliable than a company's own sustainability claims Tomorrow's episode features sustainability consultant Zena Harris on the entertainment industry Support Independent Podcasts: https://www.speakupforblue.com/patreon Need help with your ocean non-profit, company, or project? Get the help you need with Pisces Oceans Inc.: https://www.piscesoceans.ca Connect with Speak Up For Blue Website: https://bit.ly/3fOF3Wf Instagram: https://bit.ly/3rIaJSG TikTok: https://www.tiktok.com/@speakupforblue Twitter: https://bit.ly/3rHZxpc YouTube: www.speakupforblue.com/youtube  

I came across a video of a firework maker in Japan who spent years perfecting a ladder-shaped firework to honor his grandmother's 100th birthday, and it stopped me cold. Instead of just admiring it, I started asking how fireworks actually work, and what I found maps almost perfectly onto how success works in your life. From the lift charge to the burst charge to the grand finale, there is a framework hiding in those exploding lights that most people never think to apply. This episode is about building your vision, finding what lights your fuse, and making sure that when your moment finally comes, what explodes from inside you is worth the wait. Key Takeaways You need a clear picture of your grand finale before you can build toward it. Vague goals produce vague results. Your brain gravitates toward whatever you feed it consistently. Feed it the best version of your life, not just survival until Friday. Keep a personal list of motivators, both positive reasons and things that genuinely anger you. Whatever lights your fuse effectively is valid. Being overlooked while you rise is not a setback. A firework nobody sees on the way up explodes for a much bigger crowd at the right height. What is inside you is what will show when your moment arrives. Anger, love, optimism. You cannot fake your composition when it counts. Action Steps Write out your grand finale in specific terms. Name the company, the family setup, the title, the life. Make it concrete enough that your brain can actually chase it. Create your personal lighter fluid list in your notes app right now. Split it into two columns: what you love and what drives you through frustration. Review it whenever motivation drops. Audit what you are filling yourself with daily. If what is inside you would not be worth watching when it finally explodes, change the inputs before the moment comes. Notable Quote The higher it goes, the more people can see it. Your life is no different.

durée : 00:15:08 - Les Matins de France Culture - Après une baisse des températures ces derniers jours, la chaleur revient, la Gironde et le département voisin des Landes étant placés en vigilance orange canicule à partir de midi, de quoi assécher encore une végétation prompte à s'enflammer. - équipe : La Rédaction de France Culture, Margot Delpierre Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

durée : 00:15:08 - Journal de 8 h - Après une baisse des températures ces derniers jours, la chaleur revient, la Gironde et le département voisin des Landes étant placés en vigilance orange canicule à partir de midi, de quoi assécher encore une végétation prompte à s'enflammer. - équipe : La Rédaction de France Culture, Margot Delpierre Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

durée : 00:15:08 - Les journaux de France Culture - Après une baisse des températures ces derniers jours, la chaleur revient, la Gironde et le département voisin des Landes étant placés en vigilance orange canicule à partir de midi, de quoi assécher encore une végétation prompte à s'enflammer. - équipe : La Rédaction de France Culture, Margot Delpierre Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

Anne Ghesquière reçoit François-Marie Dru, musicothérapeute, auteur et compositeur. Le son peut-il réellement agir sur notre cerveau, notre système nerveux et notre santé ? Comment les vibrations influencent-elles nos émotions, notre mémoire, notre sommeil ou encore notre capacité à nous apaiser ? Que sait aujourd'hui la science des ondes alpha, thêta, des fréquences binaurales ou du fameux 40 hertz ? Quels chants pratiquer au quotidien pour soutenir sa santé ? À la croisée des neurosciences, de la musicothérapie et des grandes traditions, François-Marie Dru nous invite à redécouvrir le pouvoir des sons, de notre propre voix et des vibrations qui nous entourent. Plusieurs pratiques vous attendent et bonne nouvelle : pas besoin de "savoir" chanter ! Son coffret Les Sons guérisseurs est publié aux Éditions Leduc. Prêts à faire du son un véritable allié de votre équilibre physique, émotionnel et intérieur ? Épisode #708Quelques citations du podcast avec François-Marie Dru : "Les vibrations sonores créent des réactions chimiques dans nos cellules.""Les méditations sonores sont incroyablement thérapeutiques sur les ondes cérébrales, le système immunitaire et le nerf vague.""Le corps est un instrument à plein d'égards."À réécouter : Série Respiration et MusicothérapieSe libérer du stressSe libérer des insomniesSe libérer de la peurSe libérer de la colèreOuvrir sa voixOuvrir son cœur#353 Les pouvoirs du sonRecevez chaque semaine l'inspirante newsletter Métamorphose par Anne GhesquièreDécouvrez Objectif Métamorphose, notre programme en 12 étapes pour partir à la rencontre de soi-même.Suivez nos RS : Insta, Facebook et TikTokAbonnez-vous sur Apple Podcasts / Spotify / Deezer / Castbox / YouTubeSoutenez Métamorphose en rejoignant la Tribu MétamorphoseThèmes abordés lors du podcast avec François-Marie Dru : 00:00Introduction01:30L'invité, François-Marie Dru 06:59Comment le son agit sur nous18:51Votre voix est votre meilleur remède26:1840 Hz : la fréquence qui intrigue les neurosciences31:49Ce que les sons binauraux font à votre cerveau35:52Pourquoi les sons de la nature nous apaisent-ils ?43:17Glande pinéale : le cerveau caché des vibrations46:51Tambours chamaniques, mantras : les traditions ont-elles raison ?54:58Les précautions à prendreAvant-propos et précautions à l'écoute du podcast Photo DR Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Ever seen a profane or bold bumper sticker and wondered if it could get you pulled over? This episode of Lawyer Talk looks into the legal details behind motorists' free speech rights, breaking down what the law really says about offensive language on your car.Setting the SceneA recent viral video showed a driver getting stopped because their bumper sticker said, "I eat ass." This sparked a deeper discussion about whether displaying provocative, crass, or lewd language on a car can legally justify a police stop 00:31.Legal BackgroundThe U.S. Supreme Court has not directly addressed this issue, but state courts have. For instance, Georgia's Supreme Court dealt with a case where a driver was twice arrested for having a "shit happens" sticker. The law prohibiting such language was challenged as unconstitutionally vague and overbroad 02:00.Vagueness and OverbreadthHere are the requirements for a law to pass constitutional muster:Vague: If an ordinary person can't discern what's prohibited, the law is unconstitutional 04:46.Overbroad: If a law prohibits too much protected speech, not just the targeted conduct, it is also unconstitutional 05:17.Georgia's Supreme Court ultimately found that prohibiting "profane or lewd" words on bumper stickers was unconstitutional, affirming that even provocative language in public is protected speech unless it targets a specific person or group 05:58.Relevant Supreme Court CasesLet's look at past U.S. Supreme Court cases such as:Cohen v. California: A conviction for wearing a jacket that said "F the draft" was overturned, with the Court famously stating, “one man's vulgarity is another man's lyric” 06:31.Tinker v. Des Moines: Reinforcing that expression, even in provocative forms, is generally protected unless it causes substantial disruption 06:42.Fourth Amendment ImplicationsSo, does a traffic stop for an offensive sticker violate the Fourth Amendment? Major takeaways:Stopping someone solely for protected speech is not enough justification under the Fourth Amendment 08:14.Intrusions like car stops require specific legal grounds, not merely the officer's offense at the language or message displayed 08:31.Displaying even an outrageous bumper sticker is generally protected under the First Amendment. Police cannot constitutionally stop your car just because they're offended by your message or language 08:40.Frequently Asked QuestionsCan police legally pull over a car for having an offensive bumper sticker?Generally, no. The courts have found that displaying profane or lewd words alone is protected expression under the First Amendment 06:10.What does it mean if a law is “vague” or “overbroad” regarding speech?“Vague” means people can't tell what's prohibited. “Overbroad” means the law bans protected, as well as unprotected, speech 04:46.Is there a Supreme Court case about bumper stickers and free speech?The U.S. Supreme Court hasn't ruled directly on bumper stickers, but Cohen v. California set a precedent protecting offensive language 06:31.Does the First Amendment protect all forms of speech on vehicles?Most non-threatening, non-targeted profane or lewd language is protected, but context and how it's displayed might matter.Can state laws ban specific words on bumper stickers?If the law is too vague or broad and bans constitutionally protected speech, courts can and have struck it down, as in Georgia's Cunningham case 05:49.Submit your questions to www.lawyertalkpodcast.com.Recorded at Channel 511.Stephen E. Palmer, Esq. has been practicing criminal defense almost exclusively since 1995. He has represented people in federal, state, and local courts in Ohio and elsewhere.Though he focuses on all areas of criminal defense, he particularly enjoys complex cases in state and federal courts.He has unique experience handling and assembling top defense teams of attorneys and experts in cases involving allegations of child abuse (false sexual allegations, false physical abuse allegations), complex scientific cases involving allegations of DUI and vehicular homicide cases with blood alcohol tests, and any other criminal cases that demand jury trial experience.Steve has unique experience handling numerous high publicity cases that have garnered national attention.For more information about Steve and his law firm, visit Palmer Legal Defense. Copyright 2026 Stephen E. Palmer - Attorney At LawMentioned in this episode:Circle 270 Media Podcast ConsultantsCircle 270 Media® is a podcast consulting firm based in Columbus, Ohio, specializing in helping businesses develop, launch, and optimize podcasts as part of their marketing strategy. The firm emphasizes the importance of storytelling through podcasting to differentiate businesses and engage with their audiences effectively. www.circle270media.com

Send us Fan MailNonprofit workforce reduction planning requires far more than identifying positions and announcing layoffs. Casey Williams of Liebert Cassidy Whitmore explains how nonprofit leaders can restructure responsibly, reduce organizational risk, and preserve dignity throughout an extraordinarily difficult business decision.The process begins by defining the problem the organization is trying to solve. Is the nonprofit closing a program, reducing its budget by $1 million, responding to repeated deficits, or changing its operating model? Casey advises leaders to document that objective before discussing individual employees.“A reorganization is about solving a business problem,” she tells us. Performance concerns belong in performance management—not inside a reduction-in-force process.Casey also outlines how leadership teams can develop measurable selection criteria around positions rather than personalities. Seniority, experience, education, documented performance ratings, and other defined factors can support a more consistent decision. Vague judgments such as attitude, energy, or cultural fit may invite favoritism or unconscious bias.The conversation also examines important employment-law considerations. Casey explains that the federal WARN Act can require 60 days' notice when qualifying employers with approximately 100 or more employees conduct certain layoffs affecting 50 or more workers. State “mini-WARN” laws may establish lower thresholds; California, for example, can cover employers with 75 employees.Severance, release agreements, final pay, accrued vacation, benefits, property returns, internal communications, and individual meetings all require advance coordination. Employees covered by certain age-discrimination release rules may receive 21 days to consider an individual agreement, while qualifying group layoffs may require 45 days, followed by a seven-day revocation period.“Having the hard conversation actually is compassionate,” Casey says. Early planning gives leaders more room to communicate clearly, answer employees' immediate questions, and demonstrate the organization's values when those values are being watched most closely.This discussion offers business guidance for nonprofit executives, human resource professionals, finance leaders, department managers, and boards. Employment requirements vary by jurisdiction, so organizations should consult qualified legal counsel about their specific circumstances.Key Takeaways: • Define and document the business objective before discussing employees or positions.• Keep performance management separate from organizational restructuring.• Use consistent, measurable selection criteria wherever possible.• Review federal and state notification requirements early in the process.• Coordinate severance, final pay, benefits, technology, and communications before meetings begin.• Treat offboarding as a visible expression of organizational leadership and values.00:00:00 Nonprofit Workforce Changes Without the Drama00:01:29 Legal Support for Mission-Driven Organizations00:04:14 Define the Business Problem First00:05:18 Why Restructuring Cannot Replace Performance Management00:09:07 When Boards, Finance, and Leadership Become Involved00:10:58 Selecting Positions Using Objective Criteria00:14:20 Why Earlier Conversations Can Be More Compassionate00:16:54 WARN Act Notice and Employer Thresholds00:19:36 State Mini-WARN Laws and Lower Thresholds00:20:58 Severance, Benefits, and Release Agreements00:24:18 Special Rules Affecting Older Workers00:26:44 Building a Respectful Offboarding Process #NonprofitLayoffs #NonprofitManagement #TheNonprofitShowFind us Live daily on YouTube!Find us  Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits!  12:30pm ET   11:30am CT  10:30am MT  9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

Hola, Sneakers! Welcome to Sneaky Dragon – the podcast that doesn’t consider your feelings! This week, Ian’s away and the boys still play! Yes, Jason Dedrick himself pops round to join Dave for a super summer spectacular Dedrick reunion! They talk: intro-ruptions; idiom cool; writhing lessons, boxed sets; compact cars; self-destruct; flipper flap; I’ve gotta get a message to you; Tintin talk; Ring theory; disco duck; snob appeal; Masters class; bo-talks; Jerry coupe; watch out; ghost training; desperate lives; deep Waters, normal man; maybe genius; golden glove; indifference is the best offence; imaginary friend; scientific method; volleybums; Question of the Week – Sneakers respond; souper foods; Star Trek moments; the Odo couple; Chinese connection; letter perfect; English Pidgeon; and, finally, a Vague recommendation. Question of the Week: Have you ever felt like an outcast at some point in your life?Sub-question of the Week: Do you have an embarrassing gym story from your school days? Thanks for listening.

Cindy Esliger explores why accountability has earned such a negative reputation and reframes it as one of the most empowering tools we can develop in our careers. Rather than treating accountability as punishment or as another way to criticize ourselves, she explains how it shifts our focus away from waiting for recognition and toward building confidence and control. In workplaces where expectations are often unclear and recognition is inconsistent, accountability becomes a way to reclaim personal power rather than relying on external validation. Cindy explains that many of us associate accountability with being harder on ourselves, admitting failure, or trying to earn recognition in systems that may never reward our efforts fairly. She distinguishes accountability from punishment by showing that accountability is forward-looking and rooted in growth, while punishment keeps us trapped in shame and self-criticism. She also explores how accountability applies not only to ourselves but also to creating clarity with others by setting expectations, documenting agreements, and encouraging follow-through. Cindy highlights how developing internal standards strengthens self-worth, improves decision-making, and helps us identify when to advocate for ourselves or move on from environments that no longer serve us. Cindy identifies five workplace warning signs that make healthy accountability difficult: 1. Vague expectations without clear deliverables, 2. Lack of consequences when others don't deliver, 3. Credit stealing goes unnoticed, 4. Shifting goalposts, and 5. Isolation when we are the only woman or one of very few. She also shares five practical strategies for building accountability in an empowering way: 1. Control the controllables, 2. Take care of our foundation, 3. Make small controllable changes, 4. Create rituals and routines, and 5. Encourage accountability in others. Accountability is not about working harder for someone else's approval. It is about building the confidence, evidence, and self-trust to create the career you truly want. Resources discussed in this episode: Guide to Reclaiming Your Power Through Accountability Astronomic Audio Confidence Collective — Contact Cindy Esliger  Career Confidence Coaching: website | instagram | facebook | linkedin | email Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

It opens with World Cup commercials and a breakdown of what makes a regional ad actually land — and right out of the gate, Shawn and Marshall are making a case that most small business owners completely miss: the best marketing isn't about you, your shop, or your services. It's about your customer and the story they see themselves in.This episode is a storytelling masterclass wrapped in an Off The Clock conversation. Shawn and Marshall dig into why some marketing sticks and most of it disappears — and the answer keeps coming back to narrative. The setup, the problem, the protagonist, the resolution. It's not a Hollywood formula reserved for Super Bowl ads. It's the exact same structure that gets a detailer's video shared in a Facebook group at midnight, or makes a customer screenshot your post and send it to their spouse with "this is what I want done to the truck."The AI content conversation goes deeper than usual this week. With tools now capable of producing genuinely realistic video and animation, Shawn and Marshall walk through how to actually use them effectively — and the answer isn't just "prompt it and post it." Specificity is everything. Vague prompts produce generic content. The operators who will win with AI video are the ones who bring a real story, a real customer scenario, and a real emotional hook to the prompt. The tool executes. The human still has to think.The copycat segment hits different. There's a certain type of operator in every industry — the hyenas, as they get called here — who watch what's working, strip out the substance, and copy the surface. Same offer. Same aesthetic. Same caption structure. And then they wonder why it doesn't convert. Because customers aren't buying the format. They're buying the belief behind it. Authenticity isn't a vibe — it's a competitive advantage that genuinely cannot be duplicated.Then comes the announcement that detailers running HyperClean products have been waiting for: the new HyperClean integration that automates ceramic coating upsells directly inside the workflow. No extra pitch. No awkward transition. The upsell happens systematically, at the right moment, every time — which means shops stop leaving money on the table not because they forgot to ask, but because the system asked for them.The episode closes on perception and quality — and why the two are inseparable. You can have the best ceramic coating application in your market and lose to the shop with the better story. That's not fair. It's also just true. The operators who understand that perception is built through consistent storytelling, genuine engagement, and making the customer feel like the hero of something — those are the ones building businesses that don't need to compete on price.Make the Customer the Hero: Your marketing should never be about how great your shop is. It should be about how your customer's life, vehicle, or pride is transformed by what you do. Put them in the story.Storytelling is the Strategy: Setting up a problem, introducing a protagonist, and driving toward a resolution isn't just for movies. It's the formula behind every piece of content that actually gets shared, saved, and acted on.Specific Prompts, Specific Results: AI content tools are only as good as the story you bring to them. Generic input produces generic output. Brief your AI like you'd brief a videographer — with context, emotion, and a clear goal.Copycats Always Commoditize: When you copy a competitor's marketing, you're competing on their terms — and the only direction that race goes is toward whoever charges less. Differentiate or race to the bottom. Those are the only two options.Hyenas Exploit, Builders Create: There will always be operators who prey on others' ideas, customers, and momentum. The antidote isn't to protect everything — it's to build something so authentic that the copy never captures what makes the original work.

On today's Daily T, Camilla Tominey and Sir Jacob Rees-Mogg dissect Andy Burnham's Labour leadership victory speech, as the incoming Prime Minister sets out his vision for Britain ahead of accepting the keys to No10 Downing Street on Monday.Camilla & Sir Jacob discuss the PM's five promises for Britain, the socialist nature of his speech and question who Burnham he is as he seems to stoke a divisive north-south narrative in his first public address as Labour leader. They also weigh in on his bizarre social media Q&A in which Burnham reveals his controversial tea-making habits, and ask whether 'Burnhamism' is nothing more than ‘high vibes' and ‘low detail'.We want to hear from you! Email us at thedailyt@telegraph.co.uk or find @dailytpodcast on TikTok, Instagram and X► Sign up to our most popular newsletter, From the Editor. Look forward to receiving free-thinking comment and the day's biggest stories, every morning. telegraph.co.uk/fromtheeditorThe Telegraph is the Publisher Podcast Awards' Podcast Publisher of the Year 2026Studio Operator: Meghan SearleProducers: Emma Williams and David LeveneVideo Producer: Will WaltersSocial Producer: Nada AggourExecutive Producer: Charlotte SeligmanEditor: Camilla TomineyHighlightsCamilla and Jacob Rees-Mogg review Andy Burnham's Labour leadership victory speechCamilla and Jacob Rees-Mogg weigh in on Andy Burnham's controversial tea-making habits Hosted on Acast. See acast.com/privacy for more information.

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A SPECIAL MESSAGE FROM STEPHANIE:I want to share a special invitation with you. You may have heard that I will be releasing my first book with IVP on July 28, 2026. It's a big deal and I am so overwhelmed with God' goodness in allowing me to share such an essential message about delighting in Him as the true essential foundation for all our spiritual growth and maturing. Truly, when we delight in the Lord, He promises to give us the desires of our hearts – namely, more of Himself!So, here's the invitation. If you feel this message is indeed important, and you know people – including yourself perhaps – who need to be encouraged to awaken and cultivate their delight in God, would you consider joining my book launch team? It's a great and super easy way to share the good news of God's love for us in Christ, Jesus, our Lord.**If you're interested, please go to gospelspice.com/awakendelight and find the section about joining the launch team, or email me at contact@gospelspice.com **Together, let's encourage everyone we know with the wonderful news that, in Christ, God delights in us and invites us to delight in Him!Deep suffering and the felt absence of God are not signs of weak faith, but invitations to deeper trust, raw honesty, and the formation of roots that will later sustain delight when the next “spring” arrives. This week, Stephanie centers on understanding Christian suffering, especially in seasons when God feels absent, and explores how to trust Christ in the midst of pain, grief, and confusion.We are in the middle of our “Awaken Delight” series, based on Stephanie's new book. Each week, we explore a different facet of what makes delight in God difficult and challenging. How can we live the reality of Psalm 37:4 when life is hard? "Delight yourself in the Lord, and he will give you the desires of your heart." This is God's promise to you in Psalm 37:4. But many believers quietly assume it's just a poetic suggestion, or it doesn't really work here on earth.Our FREE gift to you today! An exclusive 30-day FREE recovery plan to rekindle your delight in God when you are going through seasons of pain and suffering: go to https://www.gospelspice.com/awakendelightthepodcast and find the form for Episode 452. Give us your email, and you will receive the full plan in your inbox immediately!What you will (re)discover as you journey with God through Awaken Delight:Delight in God is identity-shaping, not emotion-driven. Delight in God is not fleeting emotion but resilient identity.Delight in God is altogether trust, satisfaction in God, relational intimacy with Him.Delight in God is often expressed and grown through resilient joy under suffering.Delight in God is the missing engine behind resilience. It's the antidote to burnout. It's even the foundation for sustainable ministry.God's delight in you is secure, not performance-dependent. God's delight in you frees you from striving! That's the beginning of delight.Jesus is the center of every endeavor to delight in God.You can build a delight-centered spiritual life.Awaken Delight invites you to follow Scriptural truths and spiritual practices that cultivate daily joy in God.This week, Stephanie invites us to examine the nature of suffering from a Christian perspective. She addresses different types of pain—physical, psychological, relational, emotional, and spiritual—and affirms that suffering is a universal human experience. She shares several composite stories:Thomas: Endures chronic physical pain, wrestling with why healing hasn't come but continues to pray and trust that God is enough.Aisha: Struggles against spiritual oppression and insomnia, clinging to God's promises despite not sensing His presence.Dan: Faces depression and spiritual dryness, with faith persisting stubbornly beneath the surface.Margaret: Grieves the loss of her spouse, finding grace in small mercies.Javier: Suffers the pain of family estrangement, daily choosing forgiveness and hope for reconciliation.We are encouraged to identify with these stories and realize we are not alone.Common Experiences in Christian Suffering1. Feeling MisunderstoodSufferers often receive shallow platitudes from others—such as “God's got this” or “Count it all joy”—which, while technically true, are often hurtful when mistimed. Suffering Christians primarily need presence, not slogans.2. Emotional FluctuationSuffering brings emotional unpredictability—peace and panic, gratitude and anger. These ups and downs do not mean spiritual instability; rather, they are normal human responses.3. Seeking Comfort, Not ExplanationAlthough initial pain leads us to search for answers, comfort is ultimately found not in reasons but in the Shepherd's presence.4. Holding Both Faith and AnguishMature Christian suffering means affirming both God's goodness and the reality of pain simultaneously; raw, honest prayers replace polished formulas.5. Reduced Religious PerformanceSuffering eradicates concern for spiritual image. Depth in Scripture reading grows—not in breadth, but as a lifeline, especially in Psalms, Job, and the story of Jesus' suffering.6. The Role of LamentLament becomes covenant communication: honest complaints, questions, and cries are not signs of weak faith but of depth and intimacy.While suffering may sometimes result from sin, it is not always the case. Discernment and the Holy Spirit's clear conviction are key. Vague guilt and general feelings of punishment are not from God; His conviction is always specific.When God seems silent, it's not proof He has abandoned us. Moments of suffering can be where He works most deeply, just as the cross felt like God's greatest absence but was His greatest act of love. Faith in suffering is not the absence of questions, lament, or feeling lost, but the commitment to remain with God—even if only weakly.Practical Lessons1.      Pray honestly and directly, not just politely.2.      Resist withdrawal from God and community.3.      Remember: God's commitment is final and irreversible—even when you cannot sense Him.4.      Trust His heart even when you cannot see His hand.DISCOVER THE BOOK BEHIND THE PODCAST | "Awaken Delight" by Stephanie Rousselle"Delight yourself in the Lord, and he will give you the desires of your heart." Psalm 37:4 isn't a poetic suggestion — it's a promise. But many believers quietly assume it doesn't really work, or it's not really possible here on earth.In Awaken Delight, Stephanie Rousselle invites you to rediscover what Scripture actually means by delight — not emotional hype, not religious performance, but a steady satisfaction rooted in who God is.Delight in God isn't a mood to manufacture; it's a relationship to receive.Through biblical theology and practical rhythms, you'll learn how communion with God reshapes suffering, quiets restless striving, and anchors your identity in something unshakable.Delighting in God isn't sentimental optimism. It's deeply rooted in Christ, Jesus.It's the quiet revolution that reshapes how we endure pain, love others, and understand our own heart.Awaken Delight is a theologically grounded spiritual formation book for thoughtful believers who feel spiritually fatigued and are ready to embrace the reality of Psalm 37:4.More at https://www.gospelspice.com/awakendelight Purchase the book, "Awaken Delight" by Stephanie Rousselle: https://a.co/d/0bqhUb5JKind words from Jennifer Rothschild, Bible teacher, Author, Speaker, Podcast Host, Founder, Fresh Grounded Faith: “Stephanie helps us awaken to and experience true delight. It is a rich mix of God's delight in you and your delight in him. This is the life you were made for, the life your soul deeply longs for. So, the table is set. Pull up a chair and let your heart sit alongside Stephanie. As your delight in God wakes up and becomes fully realized, you'll find a satisfaction in Christ that makes you want more and more.”Kind words from Amanda Jenkins, Lead creator of THE CHOSEN's literary content: "I have yet to meet another person quite as eager to intimately know Jesus as Stephanie is. Her enthusiasm for the beauty found inside a thriving relationship with her Savior is downright contagious. Indeed, Stephanie's joy and faith and commitment to growth—along with her love for really good food!—will implant themselves in the hearts of readers. Lucky readers."Kind words from Os Guinness, Theologian, Social critic, Author, The Call:  "Stephanie addresses one of the greatest needs of Christians today. Knowing God is not knowing about God, but knowing Him genuinely and with desire and delight. She does so practically and helpfully, and in a style that sparkles with a verve and joy that is distinctively French."Kind words from Pippa Gumbel, Pioneer, The Alpha Course; Author, The Bible in one year with husband Nicky: "Stephanie's love of God is inspiring and infectious. Her book is an invitation to share in that delight and to come to know God in new and wonderful ways."More at https://www.gospelspice.com/awakendelight Purchase the book, "Awaken Delight" by Stephanie Rousselle: https://a.co/d/0bqhUb5JSupport us on Gospel Spice, PayPal and Venmo!

Que se passe-t-il à Madagascar ? Depuis plusieurs semaines le pays connaît une flambée de violences et de faits criminels qui traumatisent les populations et inquiètent les autorités. Des disparitions et des assassinats - en particulier d'enfants - sont régulièrement rapportés sur les réseaux sociaux : 90 signalements pour disparitions ces dernières semaines à Antananarivo. Sur ce total, 43 personnes ont été retrouvées. Les autorités malgaches ont depuis pris un certain nombre de mesures pour combattre le phénomène. Le 7 juillet dernier, la présidence a annoncé le déploiement immédiat de la garde présidentielle et de 400 éléments des forces de défense et de sécurité. Ces mesures sont-elles à la hauteur du climat de psychose ambiant à Madagascar et notamment à Antananarivo, la capitale ? Ketakandriana Rafitoson, la numéro deux de Transparency International Initiative Madagascar, est au micro de Polycarpe Essomba. RFI : Récemment, Madagascar a fait face à une vague inédite de disparitions, d'homicides violents, notamment d'enfants. Que se passe-t-il exactement dans le pays ? Ketakandriana Rafitoson : Nous assistons à une montée très préoccupante de l'insécurité. On vit dans une sorte de psychose, surtout à Antananarivo, la capitale. Mais je pense qu'il serait réducteur, en même temps, de considérer ces événements uniquement comme une succession de faits divers. Ils révèlent, selon moi, une crise de conscience profonde entre les citoyens et les institutions chargées de leur protection. Lorsque les citoyens ont le sentiment que les enquêtes n'aboutissent pas suffisamment vite, que des auteurs ne sont pas identifiés, ou que certaines formes de criminalité deviennent plus audacieuses, cela nourrit un climat de peur qui dépasse largement chaque affaire prise isolément, et c'est le cas ici à Antananarivo. Mais qui sont les auteurs de ces actes de violence ? Est-ce qu'on a pu identifier les origines de ce phénomène ? Ce serait irresponsable de désigner des coupables sans preuve, c'est précisément le rôle des enquêteurs de la justice. Et malgré certaines arrestations sporadiques ici et là, l'opinion publique n'est pas convaincue que les auteurs ou les commanditaires réels de ces événements aient été appréhendés. En revanche, ce que l'on peut dire, c'est que lorsqu'une criminalité devient organisée ainsi, cela suppose souvent l'existence de réseaux de complicité, de capacités logistiques, qu'il appartient justement, aux autorités, d'identifier. Vous parlez de réseaux dans la rue. À Antananarivo, on parle souvent de complicité à haut niveau lors des kidnappings ou des trafics de ressources, comme les élus dans le sud du pays. Est-ce qu'on peut envisager que le manque de transparence institutionnelle empêche de démanteler ces réseaux-là ? La transparence est une condition essentielle de l'efficacité de l'État. Cela va sans dire. Quand les institutions fonctionnent de manière opaque, lorsque les responsabilités sont mal établies et lorsque les mécanismes de contrôle sont affaiblis, il devient plus difficile de lutter efficacement contre les réseaux criminels ou les réseaux de corruption. D'ailleurs, et cela est en lien avec la capture de l'État, certaines institutions cessent progressivement de fonctionner exclusivement dans l'intérêt général et peuvent être influencées par des intérêts privés ou particuliers. « Nous sommes en guerre », a indiqué la semaine précédente le Premier ministre sur un ton qui se voulait très offensif. Il a par ailleurs annoncé qu'aucune tolérance ne sera accordée aux auteurs de ces crimes. Une telle sortie vous semble-t-elle justifiée au regard de la situation ? Je comprends parfaitement que les autorités souhaitent envoyer un message de fermeté, devant la gravité de cette situation, puisque les citoyens attendent de l'État qu'il réagisse avec détermination face à des crimes aussi graves. Les mots du Premier ministre ont été justes. Les mots aussi ont un poids. L'important n'est pas seulement de parler de guerre, mais surtout de gagner durablement la bataille contre l'insécurité. Transparency International Madagascar a récemment alerté sur le concept de capture de l'État. Vous l'avez évoqué dans l'entretien, pouvez-vous nous expliquer comment la confiscation des institutions privées ou publiques aggrave l'insécurité des citoyens au quotidien ? La capture de l'État, c'est simplement le fait qu'une petite portion de l'élite, ou bien un groupe d'intérêt, utilise les institutions, mais aussi les finances publiques et l'administration en général, à des fins privées, au lieu de les utiliser à des fins d'intérêt général. L'utilisation des deniers publics, des moyens de l'État, sont tous faits à des fins de prédation, si vous voulez.  Qu'attendez-vous des autorités de la transition aujourd'hui ? À court terme, il faut évidemment mobiliser tous les moyens nécessaires aujourd'hui pour retrouver les auteurs des crimes qui ont été perpétrés et protéger la population, accompagner les familles des victimes et communiquer de manière transparente aussi. Mais il faut également profiter de cette période de refondation pour reconstruire des institutions plus fortes, plus transparentes, plus indépendantes et davantage tournées vers le bien commun. Sur le plus long terme, redonner un sens moral à l'État, rééquilibrer le pouvoir, refonder la démocratie par la base. Et puis il faut investir dans le capital humain, construire une culture de responsabilité à l'échelle nationale. C'est peut-être sur une bonne voie, je dirais sur les déclarations de principe, mais on s'attend à davantage d'actions de la part des pouvoirs publics. À lire aussiMadagascar: forte inquiétude à Antananarivo après une vague de disparitions

I'm welcoming back Diana Lutfi — independent legal expert, healthcare regulatory and bioethics consultant, and coalition builder — for a conversation about just how broken the American healthcare system has become, and how that brokenness is now colliding with the fight over therapist speech.I open with a personal on-ramp: my own recent ordeal getting diagnosed and treated for SIBO, and everything it revealed about a system that pushes drugs and procedures while ignoring underlying causes. It's a story about having to be your own advocate — doing your own research, demanding your own testing, declining the wrong prescription, and fighting for the right one — and about everyone who doesn't have the skills or resources to do that.From there, Diana and I widen the lens. We talk about “standards of care” as a phrase that sounds authoritative but is often anything but, from WPATH to gastroenterology. And we get into the heart of the episode: Colorado. Why is it, in my view, the worst state to be a parent — and increasingly, to be a therapist? We unpack Chiles v. Salazar, the new HB 26-1322 (Civil Actions for Conversion Therapy Survivors), and the deliberately vague “unprofessional conduct” language that lets licensing boards discipline speech.The questions we explore: What actually counts as being “required to affirm”? How does vague law create a chilling effect? And what would it take to fight back?Diana Lutfi, JD, MSHCM, CPHQ is an independent legal expert, healthcare regulatory and bioethics consultant, and coalition movement builder. She emerged in the center of two national movements unmasking healthcare abuses (health freedom and detransitioners), and became the tipping sphere after writing the Larger Detransitioners community amicus (cited in U.S. v. Skrmetti). She bridged 100+ detransitioners and activists supportive of Robert F. Kennedy Jr, and authored the counter-letter signed by 5,000+ academics and physicians supportive of Robert F. Kenendy Jr. She ignited a third wave of intellectuals and built a think tank dedicated to ‘Healing Science' to push back against the mislabeling of ‘science' and ‘data' used as justification for public health laws and social control. She enjoys teaching and empowering people to know their healthcare legal rights and constitutional rights, and actively champions stronger protection for bodily integrity.Links:Think-tank: healscience.orgConsulting: outofmedicalegypt.comFor legal research projects, Diana focuses on defamation, healthcare licensing, and legislative writing. Contact her at diana@outofmedicalegypt.comListen to our previous conversation here: 138. United States v. Skrmetti: Detransitioners Amicus Brief in Supreme Court Case with Diana Lutfi[00:00:00] Start[00:01:57] A Personal Healthcare Saga[00:03:47] The SIBO Diagnosis Nobody Raised[00:06:22] Refusing a Black-Box Antibiotic[00:13:45] Being Your Own Advocate[00:16:08] Reforming a Broken System[00:26:09] The Fraud of "Standards of Care"[00:27:47] The Chart: Skrmetti and the Science Wars[00:34:30] Lawfare and Professional Speech[00:43:40] Colorado, Speech Censorship Capital[00:45:47] Getting "Required to Affirm" Right[00:53:38] Unprofessional Conduct as a Weapon[00:59:53] Chiles v. Salazar Explained[01:06:18] HB 26-1322 and Its Vagueness[01:12:50] Suing Therapists After a Suicide[01:22:34] How Healing Science Fights BackROGD REPAIR Course + Community gives concerned parents instant access to over 120 lessons providing the psychological insights and communication tools you need to get through to your kid. Now featuring 24/7 personalized AI support implementing the tools with RepairBot! Use code SOMETHERAPIST2026 to take 50% off your first month.PODCOURSES: use code SOMETHERAPIST at LisaMustard.com/PodCoursesPRODUCTION: Looking for your own podcast producer? Visit PodsByNick.com and mention my podcast for 20% off your initial services.MUSIC: Thanks to Joey Pecoraro for our song, “Half Awake,” used with gratitude & permission. ALL OTHER LINKS HERE. To support this show, please leave a rating & review on Apple, Spotify, or wherever you get your podcasts. Subscribe, like, comment & share via my YouTube channel. Or recommend this to a friend!Learn more about Do No Harm.Take $200 off your EightSleep Pod Pro Cover with code SOMETHERAPIST at EightSleep.com.Take 20% off all superfood beverages with code SOMETHERAPIST at Organifi.Check out my shop for book recommendations + wellness products.Show notes & transcript provided with the help of SwellAI.Special thanks to Joey Pecoraro for our theme song, “Half Awake,” used with gratitude and permission.Watch NO WAY BACK: The Reality of Gender-Affirming Care (our medical ethics documentary, formerly known as Affirmation Generation). Stream the film or purchase a DVD. Use code SOMETHERAPIST to take 20% off your order. Follow us on X @2022affirmation or Instagram at @affirmationgeneration.Have a question for me? Looking to go deeper and discuss these ideas with other listeners? Join my Locals community! Members get to ask questions I will respond to in exclusive, members-only livestreams, post questions for upcoming guests to answer, plus other perks TBD. ★ Support this podcast on Patreon ★

Utterly Useless is three Brothers-ish, talking random stuff, mainly movie/TV/trivia, attempting to make each other laugh or get a really-really uncomfortable, and answer life's most pointless questions. In this podcast, after the gang shares their most recent life earned "Merit Badges", we play the game of absolute randomness "Spin-the-Wheel". Then we round up the podcast with Jeremy's "Screen Savvy" segment of fun, and fantasy drafting and creating our list of the best Sidekicks using fictional characters. We then conclude the podcast by sharing our One Good Recommendation! This Podcast's Bookmarks Utterly Useless Intro & Quote - 00:00:00 Life Earned Merit Badge - 00:05:11 Spin-the-Wheel - 00:21:24 Jeremy's "Screen Savvy" Segment - 00:48:37 Drafting Best Fictional Sidekicks - 01:10:54 One Good Recommendation - 01:29:04  

Feedback is optional. Performance isn't.Most managers default to soft, vague feedback, the "poo-poo sandwich" of compliment, critique, compliment, because it feels safe. But feedback is suggestive by nature, appropriate for social settings or volunteer environments where the stakes are low. Performance conversations are different. They require clarity, accountability, and follow-through.This episode breaks down a 3-part framework for having real performance conversations:Anchor language — Use words that stick: if there is a failure, or expectations not met. Vague language gets forgotten. Anchor language gets remembered.Explicit consequences — Name what happens next: reassignment, termination. Ambiguity protects no one.Resources and support — Pair the hard conversation with a real path forward: tools, check-ins, and support to close the gap.Two examples bring the framework to life: a 90-day team member and a third-year apprentice, both of whom turned performance around after clear expectations, defined tool requirements, weekly check-ins, and stated consequences were put on the table.The result isn't a harder conversation; it's a clearer one. And clarity is what actually changes behavior.Lets leave the Construction Industry Better than We Found It https://www.depthbuilder.com/construction-leadership-lab Download the free PDF copy of Becoming the Promise You are Intended to Be 

Simon Porcher est économiste et il vient de publier "Nous sommes faits d'eau", un livre qui part d'un paradoxe intéressant à savoir que même si l'eau est rare, mais elle ne coûte presque rien et par conséquent, c'est impossible pour nous de le réaliser. Dans cet épisode, nous parlons de tout ce qui touche à l'eau, du plus intime (peut-on boire l'eau du robinet sans risque, faut-il un filtre, l'eau chaude est-elle dangereuse) au plus vertigineux (pourquoi les grands lacs du monde rétrécissent, comment des États s'accusent de voler la pluie de leurs voisins, pourquoi l'eau pourrait devenir la ressource géopolitique du siècle qui vient).J'ai questionné Simon sur les fausses bonnes idées autour de l'eau en bouteille, sur les méga-bassines et leur effet rebond, sur le cycle de l'eau qui se dérègle avec le climat, et sur ce qu'on appelle l'empreinte eau, celle qu'on porte sans le savoir dans chaque jean, chaque verre de vin, chaque steak. On termine sur une question toute simple que personne ne se pose jamais : pourquoi n'existe-t-il aucune gouvernance mondiale dédiée à l'eau, alors que tout le monde a soif ?Un épisode dense, parfois inquiétant, mais qui donne surtout envie de regarder l'eau qui coule du robinet avec un peu plus de respect.Citations marquantes"L'eau du robinet, c'est le produit alimentaire le plus contrôlé en France.""Si l'eau a un goût de chlore, c'est justement qu'elle a été bien désinfectée.""Il y a toujours la même quantité d'eau sur la planète. On boit la même eau que les dinosaures.""Les méga-bassines, ça retire l'idée de l'eau comme un bien commun.""Cette eau, y compris l'eau de la Seine, quelque part, on finit par la boire."Idées centrales discutéesL'eau potable ne représente presque rien sur Terre. Sur toute l'eau de la planète, 2,5 % seulement est douce, et sur cette part, moins de 1 % se trouve dans les rivières et les lacs, le reste étant coincé dans les glaciers ou les nappes profondes. Ça remet en perspective l'idée qu'on se fait d'une ressource abondante. Timestamp : ~00:45:00.Le mythe du filtre et de la bouteille. Un filtre Brita retire le goût du chlore mais ne protège pas contre les PFAS ni les microplastiques, et un filtre mal changé devient pire que l'eau brute. L'eau en bouteille, elle, contient aussi des polluants, parfois des traces d'excréments qui ont mené à la destruction de lots entiers. Timestamp : ~00:07:15 à 00:09:50.Le cycle de l'eau s'est dérégle avec le climat. La quantité d'eau sur Terre ne change pas, mais sa répartition dans le temps oui : plus de sécheresses en hiver, plus d'inondations au printemps, des sols trop secs qui n'absorbent plus rien. D'où l'idée de "villes éponges" capables de stocker l'eau de pluie au lieu de la laisser ruisseler vers les fleuves. Timestamp : ~00:22:00 à 00:28:40.Les méga-bassines, une adaptation qui n'en est pas vraiment une. Elles permettent de puiser l'eau en hiver pour irriguer en été, mais elles créent un effet rebond : les agriculteurs continuent à cultiver comme si l'eau était infinie, sans jamais s'adapter vraiment au climat qui change. Timestamp : ~00:34:55 à 00:38:44.L'eau devient un instrument géopolitique. Ensemencement des nuages pour voler la pluie du voisin, usines de dessalement bombardées, coupures d'eau utilisées comme armes en période de conflit : l'eau entre dans les mêmes logiques de pouvoir que le pétrole. Timestamp : ~00:41:51 à 00:53:20.L'empreinte eau se cache dans tout ce qu'on consomme. Un jean, c'est 10 000 litres d'eau. Un Français consomme entre 4000 et 5000 litres par jour, 90 % via son alimentation. Manger moins de viande reste le levier le plus direct pour réduire cette empreinte. Timestamp : ~00:53:44 à 00:54:36.Il n'existe aucune gouvernance mondiale de l'eau. Il y a une COP climat, une COP biodiversité, mais rien d'équivalent pour l'eau douce, ni de GIEC dédié. Simon Porcher plaide pour une consultation citoyenne locale et davantage de poids donné aux écosystèmes dans les décisions. Timestamp : ~00:57:47 à 00:59:09.Questions posées dans l'interviewPeut-on boire l'eau du robinet en France sans risque ?L'eau en bouteille est-elle vraiment meilleure que l'eau du robinet ?À quoi sert réellement un filtre type Brita, et a-t-il des limites ?Pourquoi ne faut-il pas boire l'eau chaude du robinet ?Pourquoi la France sous-investit-elle dans ses canalisations d'eau ?Comment expliquer qu'une ressource aussi rare que l'eau coûte si peu cher ?Qu'est-ce qui casse concrètement le cycle naturel de l'eau avec le réchauffement climatique ?Les méga-bassines résolvent-elles un problème ou en créent-elles un nouveau ?L'eau peut-elle devenir une arme entre États, au même titre que l'énergie ?Pourquoi n'existe-t-il aucune COP ni gouvernance mondiale dédiée à l'eau ?Références citées dans l'épisodeLivre "Nous sommes faits d'eau", Simon Porcher (~00:03:12)Personnes évoquées François Ruffin, cité au sujet du PIB par habitant de la France en Europe (~00:42:39)Événements JO de Paris 2024, déversements d'eaux usées dans la Seine pendant les épreuves de triathlon (~00:20:44) Vague de chaleur 2025 et record de noyades en rivière (~00:33:37) Grande sécheresse de 2022 au Lac de Serre-Ponçon (~00:39:16)Lieux et données géographiques Mer d'Aral, asséchée par l'irrigation (~00:39:16) Lac Tchad, moins 60 % de surface en 60 ans (~00:39:16) Lac d'Annecy et la question de son assèchement futur (~00:38:44) Nappes fossiles sous le Sahara (~00:45:31) Méga-bassines des Deux-Sèvres (~00:37:03) Usine de dessalement bombardée à Bahreïn (~00:53:12) Canal Saint-Martin, ouverture à la baignade (~00:32:48)Cadre juridique et institutions Convention internationale des années 1970 interdisant la modification des nuages à des fins militaires, héritée de la guerre du Vietnam (~00:44:21) Classement mondial des réserves d'eau douce : Brésil, Russie, États-Unis, Chine, Inde, Colombie (~00:49:53)Timestamps clés00:00 Introduction et paradoxe central : l'eau rare mais gratuite 04:43 Ouverture avec Simon Porcher, pourquoi un économiste écrit sur l'eau 07:15 L'eau du robinet, produit le plus contrôlé de France 08:05 Les limites réelles des filtres à eau 09:05 Ce que cache vraiment l'eau en bouteille 10:28 Eau minérale contre eau de source, la confusion à éviter 11:15 Microplastiques dans la pluie et interdiction de l'eau de pluie chez soi 14:11 Le vrai problème des carafes filtrantes mal entretenues 15:40 Pourquoi éviter de boire l'eau chaude du robinet 16:18 L'état des canalisations françaises et le sous-investissement chronique 18:17 Pourquoi l'eau rare coûte presque rien 20:40 Débordements d'égouts et JO de Paris 2024 21:29 Le cycle de l'eau et ce qui s'y dérègle 26:33 Adapter les villes aux pluies diluviennes, le concept de ville éponge 29:14 Repenser l'architecture des maisons en zone inondable 34:56 Méga-bassines, adaptation ou fausse solution 38:44 Qui paie vraiment pour les méga-bassines 39:16 Les grands lacs qui rétrécissent dans le monde 41:25 Rivières atmosphériques et pluie importée depuis l'Amazonie 41:51 Ensemencement des nuages, la triche géopolitique du climat 48:44 L'empreinte eau cachée dans nos vêtements et notre alimentation 54:39 Data centers, prélèvement et consommation d'eau 57:47 L'absence de gouvernance mondiale de l'eau 59:11 La France, championne du monde des piscines privées 1:00:34 Pourquoi Simon Porcher a choisi l'eau comme sujet de vie 1:02:21 Clôture et message final sur le respect de l'eau Suggestion d'autres épisodes à écouter : #274 L'eau va t'elle devenir une denrée rare en France avec Magali Reghezza (https://audmns.com/TpVPDYg) #260 Pensées sur la beauté de la nature avec Alexandre Lacroix (https://audmns.com/SkTfBzz) Vlan #46 Mieux comprendre notre besoin de reconnexion à la nature avec Stéphane Hugon (https://audmns.com/YHgHiAD)Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

durée : 00:50:42 - Les informés de franceinfo - Tous les jours, les informés débattent de l'actualité autour de Victor Matet. Vous aimez ce podcast ? Pour écouter tous les autres épisodes sans limite, rendez-vous sur Radio France.

durée : 00:12:27 - Les Enjeux - par : Guillaume Erner - Ce mardi 30 juin, des milliers de personnes ont manifesté dans plusieurs grandes villes d'Afrique du Sud, à l'appel du mouvement anti-immigration March and March. Cet évènement s'inscrit dans l'histoire du pays, marquée par les violences et la xénophobie. - équipe : Félicie Faugère, Mathilde Thon-Fourcade - invités : Jean-Philippe Rémy Grand reporter au journal Le Monde Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

Edmund Fitton-Brown and Bill Roggio discuss the instability of the Iran MOU and the upcoming Doha talks. He contrasts this with a balanced Israel-Lebanon framework that aims to marginalize Hezbollah. However, the MOU's vague language allows Iran to claim legitimate control over the Strait of Hormuz. 121950

https://teachhoops.com/ Episode Title: Are You Building an Assistant Coaching Staff… or Just Hoping Someone Shows Up? Finding and keeping quality assistant coaches has become one of the biggest challenges in high school basketball. Low stipends, huge time commitments, year-round expectations, and private training opportunities are making it harder than ever to build a reliable staff. In this episode, Coach breaks down how head coaches can stop hoping assistants appear and start building a real staff culture. Assistant coaches do not stay just because of the stipend. They stay because they feel: valued trusted respected supported developed connected to the program If you want quality assistants, you have to build staff culture the same way you build team culture. 1) Recruit ThemDo not wait until August to start looking. Recruit assistants all year. Look for: former players youth coaches teachers in the building college players who moved back young coaches who want to learn reliable basketball people who care about kids The best assistant is not always the person who knows the most basketball. It is the person you can trust with your players. 2) Define Them“Just help out” is not a role. Every assistant needs a clear lane. Examples: player development defense scouting film clips lower-level communication rebounding and toughness parent communication support Clear roles create confidence. Vague roles create burnout. 3) Develop ThemAssistants need to feel like they are growing too. Use a short weekly staff meeting built around three questions: What are we seeing? What do our players need? What is each coach responsible for this week? Give assistants a voice. Let them coach. Let them present. Let them learn. People support what they help build. 4) Protect ThemGood assistants have families, jobs, and limits. Protect their time and energy. Not every assistant has to be at every open gym.Not every assistant has to break down every film.Not every assistant has to answer every parent question. Burnout is real. If you burn out good people, you will be replacing them every year. If a parent complains about an assistant, handle it.If players question an assistant, back your staff.If an assistant needs correction, do it privately. Your staff has to know you have their back. Your staff needs alignment beyond X's and O's. They should know: how you teach how you communicate how you correct players how you handle conflict how you run practice how you represent the program what your non-negotiables are If the staff is not aligned, players will feel it. The best time to find an assistant is before you have an opening. Build your pipeline by: inviting former players to help at camp letting young coaches sit in on practice bringing youth coaches into clinics teaching future assistants your language early This week, look at your staff and ask: Who am I recruiting? What role does each coach own? How am I helping them grow? How am I protecting their time and energy? Do not just build a team — build a staff Staff culture matters as much as team culture Assistants need roles, growth, and support Delegation is not dumping Alignment creates consistency for players Keeping assistants is program leadership Finding assistants is hard. Keeping them is leadership. If you build a staff that is aligned, trusted, valued, and growing, your players will feel it, your practices will improve, and your program will become stronger. For staff meeting templates, practice plans, program systems, and tools to help you run the whole program better, go to: teachhoops.com Episode SummaryThe Big IdeaThe 4-Part FrameworkCorrect Privately, Support PubliclyBuild a Staff PlaybookCreate an Assistant Coach PipelineCoach ChallengeKey TakeawaysClosing Thought Learn more about your ad choices. Visit podcastchoices.com/adchoices

Au sommaire : cette vague de chaleur exceptionnelle qui traverse l'Europe, et particulièrement la France. Au Moyen-Orient, une accalmie s'installe suite à la signature du protocole d'accord irano-américain, mais les frappes israéliennes se poursuivent sur le Liban. La guerre fait aussi toujours rage au Soudan, où l'ONU craint un assaut meurtrier des Forces de soutien rapide sur la ville d'Al Obeid. Enfin au Royaume-Uni, le Premier Ministre Keir Starmer jette l'éponge.

Marty Hofman built a multi-million dollar real estate operation from a single $5,000 duplex, but what he's really known for isn't the portfolio. He's the founder of OKC REIA, the host of the Kill Complacency podcast with over 180,000 downloads, and the author of "Complacency Kills: Stop Drifting and Start Living the Life God Designed You For." He's also a husband of 24 years to his wife Ginger, a father of six, and a man who has built his entire life around one relentless idea: complacency is always at the door. In this conversation, Marty and Larry get into the Seven F's framework, why "I want to be more intentional" is meaningless without specifics, how your environment will eventually defeat your willpower, and what it actually looks like to fight for your marriage and your kids at the same time. If you've ever felt like you're living on autopilot and you can't quite put your finger on why, this episode was made for you. Marty is a husband, father of six, real estate investor, podcast host, and author who has given his life to helping men kill complacency before it kills everything they care about. This is Episode 1496 of the Dad Edge. Marty's book just dropped in May and this conversation is everything you'd hope for from a man who doesn't just talk about living with intention, he's built an entire framework to help you do it every single day. Timeline Summary [1:02] Marty joins the show and Larry kicks things off with a quote that anchors the whole episode: "The enemy of intention is complacency" [2:18] Why complacency isn't a one-time enemy you defeat — it keeps knocking, every single day, like Oreos on the kitchen counter [5:22] "Your environment will eventually trump your willpower" — Marty and Larry debate where willpower ends and environment takes over [8:46] Why saying "I want to be more intentional" is not enough — and what it actually takes to turn that into a real behavior change [10:43] The difference between a vague goal and a measurable one: phone away at the door, greet your wife by name, make it specific [12:34] Todd Herman's insight on the first 45 seconds of any interaction and why Marty puts it to work every time he walks through the front door [14:04] Larry introduces Marty's full background — the $5,000 duplex, the Kill Complacency podcast, the Seven F's framework, 24 years of marriage to Ginger [30:27] How intentional actions become identity over time — and why date night stops being a discipline and starts being just who you are [32:16] Why putting your marriage on the front burner is the best thing you can do for your kids, not despite them [36:50] Faith as a daily decision — how Marty grew up in a Christian home of 10 kids, went to Bible college at 18, and met Ginger there [43:16] Six kids, ages 9 to 22 — how Marty stays intentional across the board by protecting Friday family night like a funeral-level commitment [51:33] Parenting adult kids and the part nobody talks about — Marty tells the story of his son Ezekiel, video game addiction, homelessness, and what it means to show up when your kid can't have a conversation [57:54] Why we have to let our kids fail — and why praying for your child to hit rock bottom is one of the hardest, most loving things a parent can do [1:00:29] Where Ezekiel is now — working construction, up at 5am to read his Bible, completely transformed [1:02:04] Where to find Marty, the Kill Complacency assessment, and the book that just came out May 12th Five Key Takeaways Complacency is not something you defeat once. It comes back every day, in every area of your life, which is exactly why intentionality has to be a daily practice, not a one-time decision. "I want to be more intentional" means nothing without specifics. Put your phone in the car on date night, greet your wife by name when you walk in the door, and schedule one-on-ones with each of your kids. Vague goals produce vague results. Your environment will eventually beat your willpower. If you want to change a behavior, change what you're surrounded by first, whether that's removing the cookies from the counter or getting away from friends who make the habit harder to break. Prioritizing your marriage over your kids is not selfish, it's the most important thing you can do for them. When your kids feel the security of a strong, affectionate marriage, they feel safe. When that foundation cracks, they feel it at 9 and still feel it at 39. You have to let your kids fail. As painful as it is to watch, failure is where they learn best and sometimes the most loving thing a dad can do is stay in relationship, keep showing up, and pray for them to hit the bottom they need to hit to climb back up. Links & Resources Kill Complacency (book and website) — https://www.killcomplacency.com Kill Complacency Podcast — search "Kill Complacency" on your podcast app Complacency Assessment — available at killcomplacency.com Follow Marty Hofman on social media — @MartyHofman (1 F, 2 N's) Willpower Doesn't Work by Benjamin Hardy — available wherever books are sold The Alter Ego Effect by Todd Herman — available wherever books are sold Dad Edge Episode 1496 Show Notes — https://www.thedadedge.com/1496 Join the Dad Edge Community — https://www.thedadedge.com/join Kid Questions Resource — https://www.thedadedge.com/kidquestions Closing Marty spent years watching complacency chip away at men who had everything going for them and he built an entire life and a framework to fight back against it. Whether it was the moment he described greeting Ginger by name when he walked through the door, the Friday night family tradition his kids now look forward to, or the raw honesty of watching his son Ezekiel hit rock bottom and praying for it to happen so he could finally come back, this conversation was a reminder that intentional living isn't a personality type. It's a daily decision. Share this one with a man in your life who you know is drifting. He needs to hear it. And if this episode moved you, subscribe, leave a review, and help other dads find the show. Go out and live legendary.

Send us Fan MailThis video is about My Feedback can be difficult to hear, especially when it conflicts with how you see yourself.You believe you are confident, but someone describes you as dismissive. You consider yourself collaborative, yet colleagues experience you as closed off. You think you are being decisive, but your team sees you as unwilling to listen.That disconnect may feel unfair. However, it can also reveal one of the most important factors affecting your leadership growth: the gap between what you intend and what other people experience.In this episode of The Mid-Career GPS Podcast, I examine how the leadership perception gap can influence your reputation, professional relationships, promotion opportunities, and career advancement.I am recording this episode after delivering the closing keynote at NextUp's Rising Stars Conference, where participants used feedback from a 360 assessment to strengthen their leadership development. That experience reinforced something I see repeatedly in my coaching and speaking work.Most mid-career professionals do not lack skill, experience, or commitment. What they often lack is accurate, actionable feedback from people they trust.Why Self-Awareness Matters for Career AdvancementLeadership is not defined solely by what you intend. It is also defined by what other people experience when they work with you.You may intend to challenge your team, but they experience you as overly critical. You may intend to give people autonomy, but they experience a lack of support. You may intend to demonstrate confidence, but others experience you as unwilling to consider different perspectives.Your intentions matter, but they do not erase the impact of your behavior.This is why leadership self-awareness is essential for anyone seeking a promotion, greater influence, or a more strategic role. You cannot close a perception gap you are unwilling to examine.Why “You're Doing Great” Can Stall Your CareerSome of the most limiting feedback mid-career professionals receive sounds positive.“You're doing great.”“Keep doing what you're doing.”“You're reliable.”“We can always count on you.”These statements may be sincere, but they do not necessarily help you grow.Being reliable, trusted, and busy does not automatically mean you are viewed as influential, strategic, or ready for the next level of leadership. Vague praise can prevent you from identifying the behavior changes required to advance your career.In this episode, I explain how to look beneath general compliments and ask better questions about your leadership effectiveness, visibility, and readiness for greater responsibility.How to Process Difficult Feedback Without Becoming DefensiveTough feedback can trigger embarrassment, frustration, anger, or self-doubt. It is easy to dismiss the feedback, question the other person's motives, or immediately defend your intentions.Instead, I share a practical process for evaluating feedback more objectively:Pause before responding.Treat the feedback as a data point rather than an absolute truth.Separate your emotional reaction from the information being offered.Look for patterns across different people and situations.Identify what the behavior may be costing you.Choose one specific behavior to change.One person's opinion may be an outlier. When several people describe a similar experience, however, you have a pattern worth examining.The goal is not to change everything about yourself. The goal is to identify one behavior that could improve your leadership presence, relationships, credibility, or promotion readiness.How to Get 360-Style Feedback Without a Formal AssessmentYou do not need access to a formal 360 leadership assessment to receive valuable feedback.You can begin by having intentional conversations with your manager, peers, direct reports, mentors, former colleagues, and trusted professional contacts. The key is to speak with people who will offer honest insight rather than simply validate what you already believe.Consider asking questions such as:What is one leadership strength I should continue using?What is one behavior that may be limiting my effectiveness?When have you seen me at my best as a leader?What do I do that may make it harder for people to work with me?What would I need to demonstrate for you to see me as ready for the next level?Do not collect feedback merely to prove that you are doing well. Use it to understand how others experience your leadership and where a small change could create a meaningful difference.In This Episode, You Will Learn:Why unclear feedback can create confusion and stall leadership developmentHow 360 assessments reveal leadership strengths and perception gapsWhy leadership is shaped by what people experience, not only by what you intendHow positive but vague feedback can quietly limit career advancementWhy reliability, trust, and busyness are not the same as influence and strategic valueHow defensiveness and poorly delivered feedback prevent meaningful growthHow to decode vague praise that may signal a leadership limitationA step-by-step process for responding to difficult feedbackHow to identify patterns instead of overreacting to one person's opinionHow to gather honest, 360-style input without using a formal assessmentHow changing one behavior can improve your leadership reputation and career opportunitiesBuild the Leadership Reputation You WantThe feedback that frustrates you most may contain the insight you need most.You do not have to agree with every comment you receive. You do need to remain curious about the patterns shaping how others experience you.When you learn how to separate intention from impact, you can make more strategic decisions about how you communicate, lead, and show up at work. That self-awareness can help you strengthen your professional relationships, increase your influence, and position yourself for your next career opportunity.Listen to this episode and identify one perception gap that may be affecting how you are seen when you are not in the room.Bring This Conversation to Your OrganizationI speak to organizations and professional associations about career advancement, leadership effectiveness, communication, and how we SHOW UP at work.If you know an organization that is looking for a keynote speaker or workshop facilitator, I would appreciate an introduction. I design engaging and practical experiences that help mid-career professionals and leaders increase their self-awareness, strengthen their influence, and lead more impactfully.To discuss a keynote, workshop, or facilitated leadership development program, connect with me through the information in the show notes, on LinkedIn, or email me at john@johnneral.com.Remember, how you SHOW UP matters.Support the showIf this episode resonated with you and you want more support in how you SHOW UP for your career and life, I want to invite you to join the SHOW UP Leadership Lab. This is my group membership program where you'll get the clarity and support you need to SHOW UP more impactfully and effectively in your life and career. Visit https://johnneral.com/showup to join. Please leave a rating and review on Apple Podcasts here.Connect with John on LinkedIn here.Get John's New Mid-Career Journal on Amazon here.  Follow John on Instagram @johnneralcoaching. Subscribe to John's YouTube Channel here.  

durée : 00:04:27 - Les Matins de France Culture - Quand la température extérieure avoisine les 40 degrés, celle dans les hôpitaux peut dépasser les 30 degrés. L'adaptation du parc hospitalier aux changements climatiques devient essentielle pour accueillir les patients en toute sécurité. - équipe : La Rédaction de France Culture, Caroline Bennetot, Éric Chaverou Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

durée : 00:05:14 - Les Matins de France Culture - par : Catherine Duthu - La vague des virages à droite se poursuit en Amérique latine avec l'élection dimanche en Colombie d'Abelardo de la Espriella, soutenu par Donald Trump, tenant d'une ligne dure face au crime organisé et d'une politique économique ultralibérale. Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

Send us Fan MailImagine you have an old analog TV from the nineties. Right now there is the most incredible programming available - streaming, 4K, immersive audio, interactive everything. But you're watching it on that old boxy TV with rabbit ears. You're not getting a fuzzy version. You're getting static. Because the technology delivering all of that content is simply not compatible with the hardware you're using to receive it.That is exactly the situation a lot of home builders are in with their websites right now.In this solo episode, Anya Chrisanthon - CCO at Anewgo - rolls up the June AI brief and answers the question every builder needs to be asking: can your website actually keep up with what AI is doing right now?The June AI brief Google announced the best ads must now be answers - already testing a format in real estate where buyers ask questions inside an ad and get answers pulled from your website. Apple rebuilt Siri from the ground up as an agentic AI that takes actions across apps on behalf of the buyer, introduced Visual Intelligence in the camera so buyers can point their phone at your model home and ask what elevation it is and what it costs, and quietly built infrastructure for buyers to swap ChatGPT, Claude, and Gemini inside Siri. AI Overviews now reaches 2.5 billion users. AI Mode searches run three times as long as traditional searches. Buyers are asking AI questions before they ever visit a website.That is the programming that's available right now. The question is whether your website can receive any of it.Three things an AI-ready website can do that traditional builder websites cannotFirst - it can be understood by AI. AI systems aren't reading your website for emotion or brand vibes. They're looking for specific, structured, consistent information. Vague taglines, generic community descriptions, and marketing language that sounds great to humans give AI nothing to work with. An AI-ready website is written so AI can read it, understand it, and summarize it accurately to a buyer who asks. That is AEO - Answer Engine Optimization.Second - it connects to the platforms buyers are already using. An AI-ready website isn't just a destination. It's a connected node in a larger ecosystem. Anewgo's ChatGPT integration lets buyers design their home inside ChatGPT and arrive on your website already identified, already engaged, already partway through the journey. A traditional builder website built on a standard CMS has no pathway to that experience. It doesn't matter if your website is new or was just launched. If it wasn't built for AI, it's already outdated.Third - it learns. Every buyer who visits, every floor plan they view, every color they select, every question they ask the AI assistant - all of that is behavioral data that feeds back into the intelligence layer of your platform. 99.5% of your website visitors never fill out a form. On a traditional website, those buyers are invisible. On an AI-ready website, they have a profile.Two things from today: (1) Free AEO Assessment - email your website URL to beth@anewgo.com, subject "AEO Assessment" - no obligation, no cost, specific to home building. (2) See what a fully AI-ready builder website looks like: anewgo.comAbout Anewgo Anewgo is an all-in-one new home sales and marketing platform. We equip builders with AI-ready homebuilder websites, interactive design tools, floorplans, sitemaps, AI Sales Assistants, and data analytics to create personalized buyer journeys. Learn more at anewgo.com or find every episode at anewgo.com/podcast.Listen on Apple Podcasts: https://podcasts.apple.com/us/podcast/anewgo-of-new-home-sales/id1602564768

In this episode, we detail the long history of generic "affordability" discourse and how, post-Mamdani, it's become the go-to establishment buzzword justifying tax breaks for developers, deregulation, and cosmetic tweaks to our for-profit healthcare and education systems. With guest Luke Savage.

President Trump vowed to publicly release the text of the agreement within days. US negotiators are downplaying the significance of the document's wording, saying it doesn't reflect Iran's back-channel commitments, US officials said. An Israeli source said Israel asked the US to see the text of the agreement and was rejected. Learn more about your ad choices. Visit podcastchoices.com/adchoices