Podcasts about vocational

Work is not merely a way to make a living. It is also one of the primary ways we love our neighbors. Whether you lead a company, teach a class, manage a home, serve in your church, care for children, volunteer in your community, or invest resources for the future, God has entrusted you with influence. That influence is not accidental. It is part of your stewardship. We often think of stewardship in financial terms—and rightly so. But God has given us more than money to steward. He has also entrusted us with skills, relationships, opportunities, knowledge, experience, and influence. Dr. Amy Sherman has spent years helping Christians see their daily work as a means of seeking the common good and participating in God's redemptive mission in the world. She calls this vocational stewardship—the faithful use of our work and influence to reflect God's character, serve others, and contribute to the flourishing of the world around us. What Is Vocational Stewardship? Vocational stewardship begins with the recognition that our work is a gift from God. He has given each of us certain abilities, opportunities, networks, and positions of influence. Some of those gifts are expressed through paid employment. Others are expressed through volunteering, homemaking, caregiving, mentoring, leadership, or service. In every case, the question is the same: How can I use what God has entrusted to me for His purposes? Our work is not simply a platform for earning income. It is a platform for reflecting the kingdom of God. It is one of the places where discipleship becomes visible. That means vocational stewardship is not limited to pastors, missionaries, or people in explicitly ministry-related roles. It applies to business owners, teachers, nurses, engineers, artists, parents, retirees, tradespeople, administrators, and everyone else seeking to serve God faithfully where He has placed them. Wherever we are, God invites us to ask: How can my work help others experience something of His goodness, justice, beauty, compassion, and care? More Than Integrity at Work Faithful work certainly includes character. Christians should be honest, dependable, compassionate, and hardworking. We should do our work with integrity, humility, and excellence. But vocational stewardship presses us to go a step further. It asks us not only to consider how we do our work, but also what our work contributes. What does my work make possible for others?  How does it affect employees, customers, clients, families, communities, or creation?  Does it contribute to healing, order, beauty, justice, provision, or human flourishing? Does it help people experience a small glimpse of what God intends for His world? These questions help us see work as part of God's larger redemptive purposes. A Foretaste of God's Kingdom Scripture gives us a beautiful picture of the future God is bringing about—a renewed creation where there is no more suffering, corruption, injustice, or death. God's kingdom will be marked by peace, wholeness, abundance, community, intimacy with Him, and restored relationships. Vocational stewardship asks: How can my work today offer others a small foretaste of that coming reality? That may sound lofty, but it can become very practical. A business owner might create flexible schedules for employees who are single parents, allowing them to care well for their children. An architect might help clients choose safer building materials and energy-efficient designs that promote health and care for creation. A teacher might create a classroom where students feel seen, challenged, and encouraged. A manager might cultivate a workplace marked by fairness, dignity, and trust. These are not small things. They are glimpses of God's kingdom breaking into ordinary places through ordinary faithfulness. Every Vocation Matters You may be working full-time, raising children at home, caring for aging parents, leading a company, serving in retirement, or volunteering behind the scenes. Whatever your situation, you have been entrusted with something. You have skills, wisdom, relationships, experience, and influence. Vocational stewardship is not about having a certain title. It is about asking, “Where has God placed me, and how can I use what He has given me to serve others?” That question can change the way we see daily life. Work becomes more than a task list. Leadership becomes more than authority. Parenting becomes more than a responsibility. Retirement becomes more than leisure. Investing becomes more than preparation for the future. All of life becomes an opportunity to reflect Christ. Investing as Vocational Stewardship Vocational stewardship also affects the way we think about money—especially investing. Many people view investing primarily as a way to grow wealth and prepare for the future. Those are legitimate concerns. Wise financial planning is part of good stewardship. But investing is also about deploying capital into companies that shape communities, culture, and the marketplace. When we invest, we are helping determine which companies grow and thrive. That means Christians can ask deeper questions about what their investments support. What does this company produce? How does it treat employees? Does it contribute to the well-being of communities? Does it view profit as a means of serving people, or as the ultimate goal? These questions do not eliminate the need for wise financial analysis. But they do remind us that investing is not morally neutral. Our financial decisions can reflect what we value and whom we seek to serve. For someone new to this idea, the first step is simple: become more aware of what you own. Look at the companies represented in your portfolio. Over time, consider whether your investments align with your values and contribute to the kind of world you believe honors God. Work as a Place of Discipleship God deeply cares about our work. Since we spend so much of our lives working, our discipleship must show up there, too. Our workplaces, homes, investments, and communities are not separate from our faith. They are places where we are formed into the image of Christ and where we can embody the good news of the gospel. That does not mean every workday will feel spiritually significant. Much of faithful stewardship looks ordinary: answering emails, making decisions, serving customers, preparing meals, managing employees, helping a neighbor, or showing up with patience when the work is hard. Every act of honesty, compassion, creativity, courage, justice, and service can become a way of reflecting God's character. Faithfulness Where God Has Placed You Your work matters to God. He has placed you where you are for a reason, and He has given you work to do—not only for your provision, but also for the good of others. Vocational stewardship invites us to see our influence differently. Instead of asking only, “What can I earn?” we begin asking, “How can I serve?” Instead of viewing work only as a source of income, we begin to see it as a calling to love our neighbors. And as we do, even our ordinary work can become a glimpse of the world God is making new. On Today's Program, Rob Answers Listener Questions: My father-in-law has EE savings bonds that matured in 2023 and are no longer earning interest. Because he has a substantial income, he's considering giving us the bonds so we can cash them in and take on the tax liability instead. Is that allowed, and is it the best way to handle the bonds given his income and tax situation? My company is allowing us to move some 401(k) funds to private investment firms. I have about $1.1 million in my 401(k), and my advisor would charge around 1.99% to manage the funds. Would it be wise to move part of the money to my advisor, or should I keep it in the current 401(k) funds? Resources Mentioned: Faithful Steward: FaithFi's Quarterly Magazine (Become a FaithFi Partner) Kingdom Calling: Vocational Stewardship for the Common Good by Amy L. Sherman Agents of Flourishing: Pursuing Shalom in Every Corner of Society by Amy L. Sherman Our Ultimate Treasure: A 21-Day Journey to Faithful Stewardship by Rob West Wisdom Over Wealth: 12 Lessons from Ecclesiastes on Money Look At The Sparrows: A 21-Day Devotional on Financial Fear and Anxiety Rich Toward God: A Study on the Parable of the Rich Fool Find a Certified Kingdom Advisor® (CKA) FaithFi App Remember, you can call in to ask your questions every workday at (800) 525-7000. Faith & Finance is also available on Moody Radio Network and American Family Radio. You can also visit FaithFi.com to connect with our online community and partner with us as we help more people live as faithful stewards of God's resources. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In the 12th episode of Voice of the Harvest, Pastor Billy Chapman shares his journey from being bi-vocational to being fully supported by the church. This episode highlights the impact of that decision on church growth and personal leadership. Discover practical steps, faith-driven decisions, and biblical principles for pastors considering a similar move. Bro. Bertram was with us momentarily, but technology got the best of him.

Kelly Field is a Journalist with The Hechinger Report. She talks about her latest piece about Boys thriving in vocational schools. Should we build more? Some research suggests that career and technical schools keep boys on track to graduation — but seats are limited.

How can we find lasting meaning in a world where everything eventually fades? True fulfillment comes when we see our daily tasks from the standpoint of eternity. In this message, Pastor Lutzer reveals how to view work as a divine service. As we serve in our various jobs, we are commissioned to bring glory to God. To support this ministry financially, visit: https://www.oneplace.com/donate/172/29?v=20251111

How can we find lasting meaning in a world where everything eventually fades? True fulfillment comes when we see our daily tasks from the standpoint of eternity. In this message, Pastor Lutzer reveals how to view work as a divine service. As we serve in our various jobs, we are commissioned to bring glory to God. This month's special offer is available for a donation of any amount. Get yours at https://rtwoffer.com or call us at 1-888-218-9337.  Moody Church Media [https://www.moodymedia.org/], home of "Running To Win," exists to bring glory to God through the transformation of lives.  Erwin W. Lutzer is Pastor Emeritus of The Moody Church in Chicago, where he served as Senior Pastor for 36 years. He is a prolific author of over seventy books. A clear expositor of the Bible, he is the featured speaker on "Running To Win" and "Songs In The Night," with programs broadcasting on over a thousand outlets in the U.S. and across more than fifty countries in seven languages. He and his wife, Rebecca, live in the Chicago area. They have three grown children and eight grandchildren.    SUPPORT:  Tax Deductible Support: https://www.moodymedia.org/donate/  Become an Endurance Partner: https://endurancepartners.org/    SUBSCRIBE:   YouTube: https://www.youtube.com/@MoodyChurchMedia  Daily Devotional and Weekly Digest: https://www.moodymedia.org/newsletters/subscription/

We may never receive the raise, promotion, or dream job we want. Yet, our work—no matter what it is—has significance to God and His kingdom. In this message from Ephesians 6, Pastor Lutzer explains how to serve Christ instead of men. We have a divine calling that lasts for eternity.  To support this ministry financially, visit: https://www.oneplace.com/donate/172/29?v=20251111

We may never receive the raise, promotion, or dream job we want. Yet, our work—no matter what it is—has significance to God and His kingdom. In this message from Ephesians 6, Pastor Lutzer explains how to serve Christ instead of men. We have a divine calling that lasts for eternity.  This month's special offer is available for a donation of any amount. Get yours at https://rtwoffer.com or call us at 1-888-218-9337.  Moody Church Media [https://www.moodymedia.org/], home of "Running To Win," exists to bring glory to God through the transformation of lives.  Erwin W. Lutzer is Pastor Emeritus of The Moody Church in Chicago, where he served as Senior Pastor for 36 years. He is a prolific author of over seventy books. A clear expositor of the Bible, he is the featured speaker on "Running To Win" and "Songs In The Night," with programs broadcasting on over a thousand outlets in the U.S. and across more than fifty countries in seven languages. He and his wife, Rebecca, live in the Chicago area. They have three grown children and eight grandchildren.    SUPPORT:  Tax Deductible Support: https://www.moodymedia.org/donate/  Become an Endurance Partner: https://endurancepartners.org/    SUBSCRIBE:   YouTube: https://www.youtube.com/@MoodyChurchMedia  Daily Devotional and Weekly Digest: https://www.moodymedia.org/newsletters/subscription/

Fr. David (Drew) Pociluyko, faculty in the Sports Medicine PT Residency. A practicing physical therapist and currently a clinical supervisor at the Children's Hospital of the King's Daughters where he also resides.  Fr Drew discusses his path to the Anglican church. How his ministry has evolved and he has been able to utilize it within his practice. Consider donating to the ETF Podcast program Once in the below link, select ETF Gift. https://onrealm.org/AnglicanChaplains/-/form/give/PledgeOffering

In this episode of the Journal of Career Assessment podcast series, JCA Editor Patton O. Garriott interviews authors Matthew A. Diemer, Ha Bui, and Nia D. Holland about the JCA article, "Leveraging a Critical Quantitative Perspective and the MIMIC Approach to Produce More Equitable Measures in Vocational Psychology."

This season, Sr. Orianne Pietra René and Sr. Julie Benedicta share some of the interviews the sisters did with college students and campus ministers at the SEEK24 conference in St. Louis. In today's episode, we answer lots of questions about vocations, discernment, and the religious life.

This season, Sr. Orianne Pietra René and Sr. Julie Benedicta share some of the interviews the sisters did with college students and campus ministers at the SEEK24 conference in St. Louis. In today's episode, we answer lots of questions about vocations, discernment, and the religious life.

Recently, Anna Moreland coauthored (with Thomas Smith) The Young Adult Playbook: Living Like it Matters. The book is specifically written for undergraduates and invites and guides them in vocational reflection and discernment. But for Anna, writing the book represented her own vocational shift. Anna is a professor of the humanities at Villanova University, where she also holds an endowed chair and directs the University Honors Program. While her academic expertise is in medieval theology and comparative theology, she has also become passionate about the character formation of her students. In this episode, we hear the story of this new passion and how it has led to different kinds of interactions with her students, the development of new courses, and the revamping of old courses. In it all, Anna shares her deep desire to help all young adults think about education, social engagements, and career aspirations in holistic and life-affirming ways.

In the latest episode of Manager Minute, host Carol Pankow sits down with Michael Mackillop, Executive Director of the Washington State Department of Services for the Blind, to explore how one agency is rethinking how VR services are delivered—and the powerful results that follow. From dramatically shortening the time to services to introducing milestone planning that keeps customers moving forward, Washington DSB is demonstrating what can happen when agencies streamline processes and keep the focus on people. The conversation highlights real outcomes, including customers achieving meaningful careers with wages averaging over $39 per hour, and the cultural and programmatic shifts helping individuals rediscover confidence, expand their goals, and pursue careers they once thought were out of reach. This episode offers an honest, practical, and inspiring look at how VR leaders can rethink processes, strengthen partnerships, and build systems that help people move toward what's possible. Listen Here Full Transcript: {Music} Michael: A lot of customers. The feedback is it's great and a lot of counselors. The feedback is it's great. Carol: It makes brilliant sense because I think people spend so much time. You're letting perfect get in the way of the good. Michael: Learning as an adult is not easy. Learning to do new things, and the frustrations and the anger that can come from having to adapt to the environment that doesn't adapt to you. I think that now is the time, if any time is to show the power and the impact of vocational rehabilitation for the economy and for our communities. Intro voice: Manager minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Well, welcome to the manager minute. Joining me in the studio today is Michael Mackillop, Washington Blind Executive Director. So how are things in Washington, Michael? Michael: Things are doing good. There's a little bit of Seattle Seahawks fever. Carol: Uh, yes, Seattle, Wahoo, Go Seahawks! Michael: And there's probably some growing excitement for hosting matches of the World Cup. So there's that whole sports thing. And today we're back to rain, which makes us feel it's just this nice gentle drip. It's not an atmospheric river where it's monsoon rain and all the snow from the mountains. It's just a nice, gentle rain. So things are decently good here in Seattle. Carol: Oh, good for you. Well, I have an affinity for the whole Seattle area. I have two brothers out there and lots of nieces and nephews and yeah, all the people I love to come. And I remember, gosh, Michael, I remember meeting you. I feel like it was like 13 years ago or something. Michael: At least, yeah. Carol: At least! (Michael laughs) Carol: You were friends with Jon Benson, my deputy, when I was at SSB. And so we got hooked together. And then I remember I would always tell Jon I'd be like, Call Michael, what are they doing at Washington Blind? Because, you know, you want to see what's going on? And in fact, I remember you guys calling us because we went on an Order of Selection, which is not common for a blind agency. And I remember when Lou Olma was still there, she had called. She's like, oh, you know, asking some questions about that. So I felt like we had some shared experiences together. Michael: Yeah. And we connected, I think, through CSAVR and NCSAB conferences and I mean plug out to them. It's just such an incredible place to really meet people from around the country and become long term supports. Carol: Right. It takes a village to do this job. So the more people you can meet, good shout out for like connecting with other people and just trying to build those relationships, because then you have them way over a decade later, you know, going on two decades later. Michael: And you don't have to go it alone. Right? I mean, to try to go through something like Order of selection, say, alone that... Carol: Yeah. Michael: But when you know, you got people or community of practices that are helping you through it. So it's  my plug to be connected to the national scene because you can't do it alone. Carol: 100%. I'm putting an exclamation point behind that one. Well, I happen to be perusing because I had my knee replaced last month. So as I'm laying and putting my leg up and icing and all the things, I was reading lots of the social media because I kind of was behind a little bit. So I'm in LinkedIn and, you know, accepting requests and connecting with other people. And I read, you're awesome, Michaels posting on LinkedIn, and you posted something and I just went, oh my gosh, it made me then go into your website. And then I'm like, all over your website and I'm watching your YouTube videos. It was super fun. So for our listeners, what caught me was Michael was reporting on this annual report they had done, and he was talking about the North Region team supporting 51 customers to attain their career goals, three of whom were able to retain their established small businesses. And then all the cool kinds of work people were in with STEM careers and education and finance and administrative and human services. And then it really hooked me with the average wage of 39.30 per hour. And then he does this nice Congratulations out to his folks. I'm like, what is happening there? Because that's what we want in VR. You want those family sustaining wages and all the good stuff. So long story short, listeners, I had to get Michael on and go, what is the secret sauce happening in Washington? What are they doing there? Because I thought this was super cool. So, Michael, before we launch into kind of what you're doing, I just want to get a little caught up on how did you start in VR? How'd you get there and how did you come into a blindness agency. Michael: Sometimes accidentally? Uh, perhaps a little bit reluctantly. I've been with this agency for 25 years, and I started as an AT specialist. I had experience in adult education in computers. And then I got a job, actually, at the lighthouse for the blind, Seattle Lighthouse for the Blind as an instructor. Where the supervisor, because I had studied American Sign Language, is a long story about why I did that and got connected in with Seattle's deaf community in the 90s and the Deaf Blind community as well. We have a very robust and vibrant deaf blind community in the Puget Sound area, and there were a number of individuals who were Deaf, Blind that were working at the Seattle Lighthouse that really needed computer skills. And so I didn't know anything about adaptive technologies, but I knew about Sign Language, I knew about computers, and I knew about adult education. And so that supervisor gave me six months. And to figure out the screen readers and screen magnifiers and braille displays and to start training. And so it was lovely to be able to, you know, directly communicate with students that, you know, hadn't touched a computer in their lives. That got me, you know, into the Blindness and Vocational Rehabilitation is a big part of, you know, people at the Lighthouse wanting to promote or work elsewhere. Uh, work out into the integrated community. And so there was experience with DSB. I was reluctant to be a state employee. I promise you that once I gave that up and got hired on a DSB, just the passion for the customer, the mission, the initiative, it kind of dispelled my notions of what a state agency is and who works at a state agency. So obviously I've loved it so much. I've been there for 25 years plus, so. Carol: That is crazy. I had no idea. You're I think you're my first guest, that's come on. That's come from this AT background. Good for you. Very cool. I love it because it's always fun to see people's paths in. We all take a different way, but you come in, and then you stick with it because you love it. Like you just love it. Michael: Exactly. Carol: Well, in your December's report. Oh my gosh, what really stood out I was I love the customer voices. You know, you had somebody on there, I think. I don't know if it's Francis working into her 70s, people that were earning promotions and discovering entirely new career paths. And when you look at all those stories, I just wonder from your perspective, what does success actually mean to you as a VR director? Michael: Yeah, I mean, I really love that the breadth and the depth of those career choices that people find through our services, their personal journey of discovery, finding the strengths that didn't know they had and that that's what excites me. And that's what I hear again and again and again. People not believing in themselves until they get some of those adaptive skills. It's so often the key to expanding their own self-assessment, their self-expectations. Losing your vision is traumatic, there's no question. And acquiring a disability as an adult. And that can really impact your belief in yourself and what you believe you can do. And for me, all those career achievements, they represent that journey of that person who I've heard the story so many times that they sat on a sofa thinking there is no future for them. There is no way to get into work. Their self-value had diminished so much because of the change in vision, and then something sparking that bravery of calling the agency. Whether they hear about the agency the first time or they've heard about it, and they get that courage up to call us, and it's a lot. I mean, to honor that connection, to say, I need to change. I need to get off the sofa. I need to do the work to be who I want to be. It takes a lot. And so honoring that those successes that we hear about the just a ray of education or healthcare or last year we had two physicians. We had two people that were physicians. And there's no career that's not possible for that individual, whatever that individual's aptitude and abilities are. It just takes the adaptations and the adaptive technologies and those the belief in themselves to do it. It's a lot of hard work. I mean, once people make the brave call and get into the work, it's hard. And so keeping people motivated through all the challenges and learning as an adult is not easy. Learning to do new things, and the frustrations and the anger that can come from having to adapt to the environment that doesn't adapt to you and those daily frustrations. Hopefully the agency is helping that individual through and to keep and progress. So those stories all just tell me about the work that that individual has done to get where they're at and knowing what a lot of challenge and determination and grit it took to get there. Carol: 100%! Preach Michael! That was good. That was really good. I know I always have that, I just have that place in my heart from my time at SSB, because I felt like the work we did was so profoundly, not that all the work isn't, but it was so profoundly life changing for these folks because so many of them, you know, came to us later in life. They were losing vision, either something medically was wrong, whatever was going on. But, you know, they had these careers and then they go from this place of utter devastation to absolute, like, you have completely changed someone's life. You just man, you could feel it in you like it was such an incredible deal living through that with our folks and what an impact that VR had. Otherwise they would still be sitting on that sofa, you know. Michael: Yeah. And then the work that they did, they were they're changing their lives and they're taking that direction and they're keeping up with it. We're supporting that... Carol: Yeah. Michael: But they're moving forward. Carol: It's on them. Michael: Yeah. Carol:  But we give them that glimmer like we're able to help point them in the right way. Like, here's some stuff and we can help you do the thing. Well, I know these outcomes your folks are having didn't happen by accident. And of course, people had come from different backgrounds and different careers. Or maybe they were in a business and didn't think they were going to get to keep it, but I feel like there's something going on in your agency as well. Knowing you guys and knowing you at the helm, what do you think are some things maybe you are doing differently, whether it's culturally or programmatically, that are really contributing to this level of your customer success? Michael: Yeah, there's been a lot of restructuring and change in our agency, and I would say that we are looking at that customer experience more closely and trying to really support the customer experience and not necessarily have the system support how we manage the work, but how the customer is making success. There's been a lot of discussion in the national VR community around time to services and the timelines that the federal regulations allow. When you look at that, when you look, when you think about it in your own life, would I be willing to wait 60 days before I know if I'm eligible, would I be willing to wait 90 days after that to start services? I mean, those timelines don't meet our modern needs, and maybe in the past it made sense to go slow. It doesn't. These days, people are brave enough to make that call after three years on the sofa. We need to get them into services so they start believing in themselves and are working. Excited about that path and just don't get frustrated by the process. So really our first thing is time to services. We created internal systems where we've got intake specialists, centralized intake specialists that are really shrinking the time to determine eligibility and to gather the information to convey to our counselors, our local counselors. So there's preparation there. And that's really shrunk the time. I think it was like 28 days on average and now it's 14 days. We'd like it to be a little bit shorter. Uh, even still, we know that observation for 85% of our counselor observation, we can determine that there's a disabling condition and then through that counseling conversation, can understand what those functional limitations are and what services might be useful in determining that eligibility. So our timeline lag used to be waiting for eye reports from eye doctors who it was never a priority when we knew that there was a visual disability. Carol: You can see they clearly don't have eye sockets or something is like clearly, clearly gone, we don't need an eye doctor report to tell you that. Michael: But letting counselors know and the intake specialists know that observation is valued, take it, justify it, document it, but let's move people through. Let's not keep people waiting for no reason. We've also restructured the way that we do our planning and the assessments towards the planning. We created something called Milestone Planning and that is really shrinking down the goals we're working on towards that long term goal of career path that we've got and we keep that in our heads. But what are the things that the customer is able to commit to doing now in the next three months, four months, up to six months? Let's focus on those. Let's shrink that down and let's have our assessment focus on, you know, be included folded into that and our services folded into that. It used to be our old system was we would do all these complete comprehensive assessments, and it would take months to get people in the eight specialists, and they'd write six page reports of all the things that would be useful. And the O&M specialists and rehab specialists would, you know, do the home assessments. And that's months of assessment. And people are like, what am I doing? This doesn't make sense. They're not getting the services. We're creating this five year plan with very detailed services for the entire time of the plan. And then the customer gets one service, they learn to do something and their whole universe expands suddenly. I thought it could only be a customer service, but oh my gosh, I can do this. Let's rethink it. We were doing a lot of work upfront for something that changes almost, almost instantly once we get people services. Well, let's get people services now. Let's have them experience, you know, learning how to use a computer, learning that they can manage their home or learning that focus small. And then the conversations about that long term goal can change. And when we created that really formal long term plan and did all the work, our customers were nervous about saying that they wanted to change. And so they either got stuck and continued that or they just disappeared. The other piece that customers have told us is they didn't know where they were going. They didn't have clarity on what they were doing, what, you know, it's just too vague, that five year plan. So getting more frequent and meaningful engagement between the counselor and the customer has been a goal of ours, and that has required us to shift some of the work and shift some of the administrative work. We took a lot of that upfront work and provided that to the intake specialists. So there's more time for the counselor. And then also talking about how we shrink what we've known as counseling and guidance, where we don't have to schedule an hour, hour and a half for these long term counseling and guidance sessions. But let's understand what our goal is, what we're trying to achieve, and check in at least once a month is our goal now. And to do counseling and guidance. And it may be a ten minute conversation about, you know, what are the obstacles, what's challenging you? What are your frustrations? What supports can we get? How's it going? That's all counseling and guidance that keeps people moving forward. And people often fell out because they didn't know to ask for support. Counselor contact once every 90 days. I mean, there's no relationship built there. Carol: No. They forget who you are. Like they, you know, they totally forget. Like, who are you again? And what are you with? Oh, yeah. That. Michael: And then the, the check in is how are things going? And the person says good, I guess. And the counselor writes, oh everything's great, but is it, right? So getting that more frequent and meaningful connection and conversation, knowing what the next steps are, keeping those goals small so we achieve them within three months from there and we build another goal from there has really been successful for I mean, it's new, mind you, it's new. A lot of customers. The feedback is it's great and a lot of counselors. The feedback is it's great, but it's really hard to change that mindset of the old way of doing everything all at once. Carol: I loved, I was so intrigued because when I, you know, of course, I went down the rabbit hole of your website. So I come in through the link you had on LinkedIn. I'm looking at the report and then I see, oh, what are these Milestone Plans, you know, and then I'm like, what is this? And then I watched the YouTube video and then I'm like, oh, well, this is going really well. It makes brilliant sense because I think people spend so much time, you're letting perfect get in the way of the good, because you're gonna have this beautiful plan and we're going to have it for five years and all these things. And then, quite frankly, I think you get probably a little annoyed because customers go along the way and then they're like, well, I don't really want to do that anymore. I want to pivot. I need to do this because as they're getting their skills of blindness, the world opens up and often they're like, yeah, I don't want to be the customer service person. I want to move now. Well, now you're annoyed. Oh, we're gonna amend the plan, you know, so when you make that kind of the process, things irritating to you that you're going to have to amend and do the things it'll make you crabby instead of just baking this in that we're not going to get so hung up. And we are creating the plan. We've got a goal, but we know these goals change and we're going to do an amendment and the persons involved and they're super engaged. Like it just seems so much more interactive. I'm like, Holy cow, that was you know, how many years has this taken for somebody to think of this, Michael? Michael: Goal and change is slow. But with this change, we are not leaving this. We're not just saying this is the change and then we're on to the next one. Carol: Yeah. Michael:  We are really sitting with this and you said bake it in. That is our mantra for this year is we're baking it in. We've made these changes last year. Now we've got to be sure that we're actually doing them. In the essence, it's not in name only. You know your Milestone Plan, you've got five years worth of services. Let's look at that and let's make sure that it's working. I had a really good conversation with a counselor yesterday who is super excited. And certainly what's helpful is, is getting some examples of how to shrink this down, how to shrink the thinking and how to shrink the, you know, down to something that's manageable and doable for that customer. So they know where they're going, they know what they're doing, and they know what the next step is after that. So yeah. Carol: It kind of leads me to my next thinking, because, you know, again, going back to your report and reading it, and I was so intrigued by people that also came in with kind of one goal. But as they get, you know, you get your skills of blindness, your world opens up and they left with something so much bigger. A big promotion, a new career or something that they had been dreaming about actually happened. How do you guys go about, because I know you're talking about, like, active engagement. You're doing this regularly, you're keeping in touch, but how do you really also create that space for them? So it isn't oh, we did our plan and here's your goal. And we're sticking to that like so that they can pursue the path that's right for them. Even though you might have set out on one way rather than that whole predefined outcome, that it's okay to pivot you're okay. Michael: Yeah. I mean, that is the key that people try things out and then it can change. And that's a value. It's not a negative that when someone tried this and then it they're like oh that's not for me. Well that's exactly what we want. We want that exploration. We want it in short bursts, so we're not investing in something and you realize five years later, oh, it's not for me. We want to know now. Let's figure that out now and let's find out if that's not it. What are some other things? We've had a lot of turnover. I think VR agencies have had a lot of turnover. And you know, since the pandemic, a lot of retirements, huge wave of retirements. And so the past year we've been stable in terms of not adding a whole lot of new people. And our focus is really building those skills and building that awareness and building those high expectations of our customers and not letting our own biases kind of drive where we want to guide the customer, but to be open to that customer and help instill the belief that self-belief for the customer and believe for the customer, because sometimes they come in and they do not believe in themselves. We've got to hold that, right? Carol: Right. Michael: We've got to hold that and then bring that customer up to it. And that's been a lot of our discussion and training for new staff. We also have real strong connections with our consumer organizations that help with that as well, and bring that connection to the blindness community. Even if our, you know, staff are not from that community, to make sure that we're understanding the community and expectations and what's happening. Being connected to the community we serve is critical. And through that, even if people have come from the general agency or come from outside blindness, really building that belief that Blind people can do whatever they're capable of. Right. Whatever that person can do, they can do it. Carol: I love it, I love it. Well, it kind of leads to my whole thoughts about you with collaboration because your report also highlighted, you guys talked about your partnerships, whether it's with employers or the tribal VR WorkSource and others. How do those relationships that you all have been cultivating translate into real opportunities for your customers? And how are you sustaining that, like really nurturing those relationships? Michael: You bet. It takes work and past history. I've been 25 years with a blind agency. We used to keep our heads low, keep under the radar, do everything in isolation. We had this weird notion that we could do it all. We're the only ones who know about blindness and rehab, and we'll do it all, whatever. And that's not true, because reality is. Blindness intersects all communities, and we need to find the ways to support people in where they're at, in their cultural expectations. And individualized services also means that any industry is a goal, is a potential career goal, and we need to keep ourselves on the cutting edge and understanding how to support people in any type of industry, understanding what opportunities exist so we can't do it all by ourselves. And there's the other notion that budgets are really tight. And even though other outside resources are shrinking, we need to do more to get our customers into those generalized programs that are out there for everyone and benefit everyone, and to have other parts of the workforce system be footing the bill, basically, so we can keep our dollars for the things that are unique to us, right? And tribal partners. You know, we've got an amazing relationship in Washington state region. We have ten tribal VR, AIvRS, American Indian Vocational Rehabilitation agencies here and then 29 recognized federal tribes. And we do have government to government relations and train our staff who interact with the tribal VR about government to government expectations and cultural expectations, but also understanding and helping our staff understand the value and the services that tribal VR can provide our customers with tribal affiliation that we're not able to. Those cultural healing practices are so critical for individuals. Tribal affiliations may also be pathways to careers that are on tribal lands or tribal businesses that we would not have access to if we didn't actively partner with our tribal VR partners. There's also, tribal VR does not get a whole lot of money. And so understanding too, that we're here to support tribal VR in all those visual disability sorts of things. We've got the expertise we can partner and provide those needs. So it's maximizing each of our budgets for that customer to have the maximum success. I think as well, the WorkSource, the American Job Center, the WIOA partners, I mean, all that as a blindness agency. We were left out of that for so long. And 2016, where we're part of that through the Workforce Innovation Opportunity Act. I for three, four years and still even today, I'm like, I'm from GSB, a title four WIOA partner with rehabilitation. Every time I introduce myself, I had to do that because they're like, who are you? What do you do? Why are you. Why are you. Carol: Why are you here? Yeah. Michael: So we have, particularly through our business relations team, and we just expanded that in the past two years, really have created some strong connections with our Workforce partners and with the American Job Centers and those opportunities that exist we don't have to pay for, there's a six week job readiness workshop that is put on. And the challenge has always been for our customers going to the WorkSource centers and the American Job Centers, we call them WorkSource here in Washington state. And just having no access, having no accommodations that people are clueless about, people with visual disabilities and how to make that accessible. So we've done a lot of work. Our business relations staff did a lot of work with this particular workshop and made it fully accessible, totally integrated. It's not just blind, only, it's all individuals that are eligible for those services. Our customers have been so thrilled with that experience, and even to the point where in front of the consumer organization conventions, they're taking the mic and just crowing about the experience in these job readiness workshops to the Workforce. So we're expanding that. But there are also other opportunities. There are pre-apprenticeship and apprenticeship opportunities, work experience, work based experience opportunities through the American Job Centers that we just never had access to, that we're starting to have access to. And it's getting our customers closer to their career goal through the partnership. Carol: I love it because you're really living into WIOA. You know, it's taken a long time across the country. It gets passed in 2014, but you're like, okay, what does that mean? And how is this really going to work and how are we really going to partner together? It's taken a long time for everybody across the country, but you start to see these pearls that are coming out of it, like you're talking about with the WorkSource and that training class, and now it's fully integrated like that is amazing because we still have places where it isn't happening. You know, people will tell you if a person who's blind or visually impaired shows up for a class, they're like, no, you got to go to Blind services. They do stuff over there. They can't come here. But the whole intent of Congress was to leverage all the partners together, because we each have our buckets of money, but we're better together if we can leverage those funds. Michael: Agreed. Carol:  100%. And you are living right into all of that. You need to do a presentation, my friend, at CSAVR or NCSAB, with all the cool stuff you guys are doing, I just think it's really awesome. Michael: It's taken a long time and it's been a lot of work. It's been a lot of effort, but I'm feeling like we're making progress now. Carol: That is so good to hear. So if you could offer a lesson, maybe a lesson you learned or something to other VR agencies, especially people that may be feeling overwhelmed or stuck. And I'll tell you, you have a lot of colleagues out there right now. Stuff's been tough. Based on the experiences you have, what would you want them to take away or what's something you'd just like to share? Michael: The easy one, a lot of things are coming to mind, but an easy one is to be brave. Examine. Really step back. Examine what is and isn't working. Don't. Don't hold on to how we've always been done it. And don't accept that or really shift your mindset to identify what you're really saying internally, as we've always done it that way it doesn't have to be. And so really understand what are your processes are working really well and let's find ways to expand those. But let's also look at the customer experience. And let's be honest about where our processes don't meet that customer need and meeting them where they're at. That's one of our values empathy, meeting people where they're at. Are we doing that? And let's be honest and let's be brave and make the changes. Sometimes you have to fight them. I mean, the whole counselor observation, RSA had some initial concerns, even though it's written into the law, had some initial concerns about what that means for determining eligibility, but it's written into the law, and counselors document that observation. And but sometimes you have to fight a little bit, push back a little bit where it makes sense. Change also is not easy. I mean, there's just been so much change externally, internally, and it's exhausting. But you also need to determine where you want to go and take the time to really mature that and facilitate that change. And we're talking about baking it in. Don't just be kind of shoop shoop, shoop shoop. Figure out what is the big change, what is the change you want to make. And it's going to involve lots of little changes. And people are going to feel like it's still this massive, you know, change after change after change as you tweak things. But let's really focus on that, get it through and then see it through. Do a pilot, get data, get input, analyze it, revise it, implement it more broadly, get data, analyze it, revise it, tweak it, get input from customers, get input from, you know, people. And then as a director, you've got to champion the change and you've got to talk about it. And Carol, I don't know about you or I hate repeating myself. It is a personal thing. I hate repeating myself. But that is the job, right? That is the job to say things and say them again and say them again and find different ways to say them. I mean, you caught some of my videos and that was my goal last year, was my emails that are very detailed and very interesting to me, are not super interesting for all my staff, but they really connect to video sometimes, or they connect to, you know, audios, or they connect to the in person fireside chats where they can come with any question. And we, you know, the executive leadership will discuss what's on their minds. There are different forms and formats for getting our story out and communicating, and we need to really do all those. And it doesn't have to be, I mean, you saw some of my videos in the newsletters and the reports. They're pretty amateur right there. Carol: It was all good. I liked it, though. I liked it because it was authentic. Michael: Yeah. You know, it's taking that TikTok mentality where it doesn't have to be, it's here and it's gone. But it gets the message out and it's supporting the change that you want to make. And it's not me as director talking it, but it's finding other people that are experiencing it and their experience and people connect in different ways. So that whole communication part of telling the story, I'm no social influencer. You found my story on social media, and I know it's important, and I'm doing the work now because it is critically important. we're also, those reports, those monthly reports, were highlighting different programs, and we're sending them out to stakeholders. We're sending out to the congressional representation representatives and their staffers, and we're getting notes back saying thank you for that. And I'm like, it felt very amateur, but I'm glad you appreciated the story and information. Carol: Well, I learned in communications class long ago, seven times seven ways, like for communications, because people all learn differently. Like you said, audio, video, you know, doing more like almost like the TikTok reel. We've got to get way better, snappier, shorter. I mean, we can thank Jeff Bezos for that with Amazon. Like people don't want to read a long thing. They want it quick. We want to get stuff. Now give me the little snapshot about this thing. And really our social media leads to all of that. Because look at you drew me in. I've known you, but you drew me in with your little short clip on LinkedIn. You had the really catchy part. I'm like reading that and I see $39.30 an hour people are making on average. I'm like, I gotta go see what's going on in this report. And I click your link and next thing you know, I'm in your website, I'm looking at your stuff, I'm in your videos and doing all the things. That's how people like think, now they got to get drawn in. What's your quick soundbite, your little piece that gets you hooked in. And we all have to get way better at explaining what is happening in the VR program because we just, I don't think have been very good about telling our message and our story. Michael: Agreed. And I think that now is the time, if any time is to show the power and the impact of Vocational rehabilitation for the economy and for our communities. So, yeah. Carol: Oh thank you, fine, sir. Well, I love talking with you today. I wish you every success in your agency, and I look forward to hearing more fun things and reading more things on LinkedIn. So thanks for joining me. Michael: I enjoyed it. Thanks so much, Carol. Take care.   {Music} Outro Voice: Conversations powered by VR, one manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

Meet Micaela, a vlogger based in Fukuoka, Japan. She sits down to talk to us about going to Japanese high school and music school, working as a full-time influencer at an agency in early YouTube, and her current life in Fukuoka.--0:00 Intro0:46 Meet Micaela3:05 First interest in Japan 6:25 Was Miyazaki a personal choice?8:02 High school in Japan 13:11 Why Japan became home14:36 Choosing Kyushu over Tokyo16:12 Teaching English in Japan20:36 Vocational school in Japan24:58 Experience at YouTuber agency34:57 Experiences on Japanese TV40:57 What makes Kyushu special56:31 What's next for Micaela59:15 How content creation has changed over time1:04:31 What has changed in Japan over 20 years1:08:23 Micaela's recommended dishes--Follow us:https://unpacking.jp/https://www.instagram.com/unpacking_japanhttps://www.tiktok.com/@unpackingjapanhttps://www.facebook.com/unpackingjapanhttps://www.youtube.com/@unpackingjapanshortshttps://www.x.com/unpacking_japanhttps://creators.spotify.com/pod/profile/unpackingjapanSubscribe for more in-depth discussions about life in Japan! Interested in working at a global e-commerce company in Osaka? Our parent company ZenGroup is hiring! To learn more, check out https://careers.zen.group/en/

I'm excited to share the 45th episode of This is Ag! featuring Chris Devers, CEO of Rancho Cielo, who is no stranger to transforming lives and communities. Rancho Cielo, a nonprofit in Salinas, California, provides at-risk youth with education, mentorship, and hands-on training in agriculture, culinary arts, automotive, and construction, giving them the tools to build practical skills and sustainable careers. Under Chris's leadership, the school has launched groundbreaking initiatives, including the first Future Farmers of America chapter at a charter school, dual enrollment with Hartnell College, and innovative projects like mobile refrigeration units for local organic farmers. Chris's approach puts students first, ensuring their foundational needs are met while connecting them to opportunities that empower them to thrive. Through stories of alumni like Ashley Soto, who went from a work crew member to running her own construction company, and Samuel, who became a hotel engineer and entrepreneur, Chris demonstrates how mentorship, opportunity, and community investment create lasting impact. This conversation highlights why investing in people with empathy, opportunity, and purpose isn't just good for individuals but also strengthens entire communities. Rancho Cielo: https://www.ranchocieloyc.org/ Kirti Mutatkar, President and CEO of UnitedAg.  Reach me at kmutatkar@unitedag.org, www.linkedin.com/in/kirtimutatkar UnitedAg website - www.unitedag.org UnitedAg Health and Wellness Centers - https://www.unitedag.org/health-benefits/united-agricultural-benefit-trust/health-centers/ Episode Contributors - Chris Devers, Kirti Mutatkar, Dave Visaya, Rhianna Macias The episode is also sponsored by Brent Eastman Insurance Services Inc. - https://brenteastman.com Blue Shield of California - https://www.blueshieldca.com Elite Medical - https://www.elitecorpmed.com Gallagher - https://www.ajg.com/ SAIN Medical https://sainmedical.com/ MDI Network - https://www.mdinetworx.com/about-us

Do You Really Need a College Degree to Build Wealth? (REISSUE) | 096This one keeps coming up in the comments, the inbox, and at meetups. So we're bringing it back.The college debate is louder than ever, and for good reason. Student loan debt just crossed $1.8 trillion in the U.S. Over 42 million Americans are carrying federal student loans, with the average borrower owing close to $39,000. And a growing number of people are asking a question that used to feel taboo: was it actually worth it?In this re-issue of one of our most talked-about episodes, we get into the real math, the real data, and one very real career story that did not follow the traditional path.What We Cover in This EpisodeA trip to a local high school career day sparked a question that turned into this whole conversation: do you have to go to college?The answer is more complicated than a yes or a no. Here's what we dig into:The earnings gap is real but so is the debt that often comes with closing it. We break down current BLS data on weekly earnings by education level so you can see the actual numbers.The student debt crisis has gotten worse since we first recorded this. $1.8 trillion. 42 million borrowers. Those are not small numbers and they deserve to be part of the conversation.One career story, no four-year degree. From a graphic arts certificate at Saint Paul College to an enterprise systems engineer role at a major tech company, including a 753% salary increase along the way.Continuous learning as a career strategy. Not as a motivational tagline, but as a literal, practical approach that compounded over decades.Vocational programs, certifications, and self-directed education as legit alternatives to the traditional four-year path.The earning side of financial independence. You cannot save your way to freedom if your income has a ceiling. At some point, investing in yourself is the most important financial move you can make.Key TakeawaysA bachelor's degree holder currently earns a median of around $1,533 per week compared to about $946 per week for a high school graduate, according to the Bureau of Labor Statistics. That gap is real and worth acknowledging.Total U.S. student loan debt has now surpassed $1.8 trillion. The average federal borrower carries nearly $39,000 in debt. Delinquency rates are rising.A two-year certificate program launched a career that grew by 753% in salary without ever requiring a four-year degree.Employer-sponsored training, industry certifications, self-study, and continuing education are all legitimate paths to growing your earning potential.Asking whether college is right for you or your kid is not the same as saying education doesn't matter. It absolutely does. The question is which kind, at what cost, and for what purpose.Contact Chris:https://heavymetal.moneyhttps://www.facebook.com/MoneyHeavyMetalhttps://x.com/MoneyHeavyMetalhttps://www.instagram.com/chrislugerhttps://www.tiktok.com/@heavymetalmoneyemail: chris at heavymetal.moneyResources and Links:Bureau of Labor Statistics: Education Pays Data: bls.gov/careeroutlookFederal Student Aid Portfolio Summary: studentaid.govSaint Paul College (formerly Saint Paul Technical College): saintpaul.eduCentury College (formerly 916 Vocational): century.eduHeavy Metal Money Newsletter: heavymetal.money

Billion-dollar impact investor and On Vocation author Florian Kemmerich turns his path from profit to purpose into a seven-step blueprint empowering entrepreneurs to align vocation, expertise, and transformative lasting impact. Top 3 Value Bombs 1. You don't make money first and do good later; you do good while making money to stay in your zone and build lasting impact. 2. Purpose isn't something you find; it's something you consciously build and live through your work and decisions. 3. Capital is a powerful lever for change when it's used intentionally to empower, not to "help" from above. Check out Florian's website for tools and resources - On Vocation Sponsors HighLevel - The ultimate all-in-one platform for entrepreneurs, marketers, coaches, and agencies. Learn more at HighLevelFire.com. 50 - Join JLD on his free '50 days to something' video series on YouTube and create something special in 50 days! Scaylor - Ready to simplify and unify your business data? Go to Scaylor.com and get your free demo today. ZipRecruiter - Let ZipRecruiter help you find amazing candidates with the skills you seek. You can try it for free at ZipRecruiter.com/fire! Meet your match on ZipRecruiter.

How did telehealth reshape GP training in Australia? This study found it disrupted in-consultation learning, reduced feedback, and limited clinical exposure—highlighting the need for telehealth-specific training. #MedEd #Telehealth #GPTraining Read the accompanying article here: https://doi.org/10.1111/medu.70061Digital Object Identifier (DOI)

Vocational ministry is a calling, but it does not come without obstacles and attacks. Join us for a personal conversation with ACF Worship Leader Brian Marzolf about reentering ministry after a long, hard break.

Have a comment or question? Click this sentence to send us a message, and we might answer it in a future episode.Welcome to Season 6, Episode 4 of Winning Isn't Easy. In this episode, we'll dive into Vocational Evaluators and ERISA Disability: How Your Skills and Residual Functional Capacity Shape Your Claim.Understanding how vocational evaluators fit into the ERISA disability process can be the difference between securing the Long-Term Disability benefits you paid for and having your claim unfairly denied. Disability carriers rely heavily on vocational experts, and their assessments often shape claim outcomes - sometimes in ways that don't accurately reflect a claimant's true functional abilities. Insurers don't rely on medical records alone. They analyze residual functional capacity, past job duties, and whether your skills could transfer to other work. If your work history, limitations, or skills aren't clearly documented, or if your occupation is misclassified, your claim can be delayed, reduced, or denied altogether. Vocational evaluations are especially decisive during the “own occupation” and “any occupation” phases of a claim. Small assumptions or errors in a VE report can have outsized consequences, making it critical to understand how these evaluations work and how they can be challenged. In this episode, we break the process down into three parts: what ERISA claimants need to know about vocational experts and transferable skills, why challenging the carrier's VE is often essential, and how competing vocational opinions can protect your benefits. By the end, you'll understand why winning an ERISA disability claim isn't just about diagnosis - it's about clearly presenting your functional limits and holding insurers' experts accountable.In this episode, we'll cover the following topics:One - What Every ERISA Policy or Plan Holder Must Know About the Role of a Vocational Expert in Their Disability Insurance ClaimTwo - Why You Must Have an Experienced ERISA Disability Attorney Attack the Opinion of the Carrier's “Liar-for-Hire” Vocational Evaluator in Your AppealThree - The Hidden Battle of Experts - Your Vocational Evaluator vs. TheirsWhether you're a claimant, or simply seeking valuable insights into the disability claims landscape, this episode provides essential guidance to help you succeed in your journey. Don't miss it.Listen to Our Sister Podcast:We have a sister podcast - Winning Isn't Easy: Navigating Your Social Security Disability Claim. Give it a listen: https://wiessdpodcast.buzzsprout.com/Resources Mentioned in This Episode:LINK TO ROBBED OF YOUR PEACE OF MIND: https://mailchi.mp/caveylaw/ltd-robbed-of-your-piece-of-mindLINK TO THE DISABILITY INSURANCE CLAIM SURVIVAL GUIDE FOR PROFESSIONALS: https://mailchi.mp/caveylaw/professionals-guide-to-ltd-benefitsFREE CONSULT LINK: https://caveylaw.com/contact-us/Need Help Today?:Need help with your Long-Term Disability or ERISA claim? Have questions? Please feel welcome to reach out to use for a FREE consultation. Just mention you listened to our podcast.Review, like, and give us a thumbs up wherever you are listening to Winning Isn't Easy. We love to see your feedback about our podcast, and it helps us grow and improve.Please remember that the content shared is for informational purposes only, and should not replace personalized legal advice or guidance from qualified professionals.

Part 3 of our teaching series, New Year, New Rhythms.

BY FAITH @ Real Talk - Bi-Vocational Ministry

Political scientist Adam Carrington reflects on the bi-vocational pastor at Cities Church in St. Paul who also serves with ICE.  Many pastors are bi-vocational: working as a pastor, but also having a job on the side to provide for himself and family.  How do you wisely do so?  He also celebrates the 156th anniversary of the ratification of the 15th Amendment of the US Constitution.  Carmen seeks to answer a listener question about what do you do when you've stayed the same theologically and culturally, but the church you attend has shifted markedly.   The Reconnect with Carmen and all Faith Radio podcasts are made possible by your support. Give now: Click here  

Send us a textIn this episode, we sit down with Stephanie Lurch, health equity leader, educator, and advocate whose work is grounded in a simple but radical idea: healthcare should be human.Against the backdrop of the current political climate and the evolving relationship between Canada and the United States, we explore how two neighboring countries with vastly different healthcare systems approach care, equity, access, and dignity. While national-level reform often feels slow, stalled, or uncertain, especially in the U.S., this conversation focuses on what individuals, clinicians, and communities can do now to restore humanity to healthcare.Together, we examine how power, culture, and policy shape patient experiences, and how relational care, storytelling, and community engagement can transform health outcomes, even within imperfect systems.Support the showThe hashtag for the podcast is #nourishyourflourish. You can also find our firm, The Eudaimonia Center on the following social media outlets:Facebook: The Eudaimonia CenterInstagram: theeudaimoniacenterThreads: The Eudaimonia CenterFor more integrative reproductive medicine and women's health information and other valuable resources, make sure to visit our website.Have a question, comment, guest suggestion, or want to share your story? Email us at info@laurenawhite.com

Welcome back to Practically Pastoring. In this episode, we pull two real questions from Reddit and get painfully practical.Question 1: A rural Methodist pastor has seen real growth, but the “old guard” is wearing him down with constant complaints and unreasonable expectations.Question 2: A bi-vocational pastor/CTO is overloaded and torn between an IT master's (paid for by work) and a doctorate in Bible exposition, while trying to protect his health and family time. Timestamps / Chapters00:00 — Intro + why Reddit questions hit so hard00:29 — Question 1: “The old guard is making me miserable” (rural Methodist church)01:14 — The complaint list (and why some of it is wild)02:42 — Committees, bureaucracy, and the shadow side of church systems05:16 — “They want a chaplain” and resetting expectations for pastoral care07:10 — Perception is reality: communication, tone, and leadership clarity09:32 — The 80/20 rule: it feels like “everyone,” but it's usually not10:49 — Leverage you don't realize you have (and who to call)12:30 — Ad: Practically Pastoring Conference (Feb 9–11, 2026)14:50 — Ad: Church Merch (quality merch people actually want)15:53 — Question 2: Bi-vocational pastor/CTO overwhelmed and choosing degrees18:25 — Stewardship, margin, health, and family: what can you actually carry?19:38 — Prioritizing earning potential and ministry margin21:27 — Andrew's offer: email if you want to talk doctorates at Liberty23:26 — Frank's take: bi-vocational life has limits, and that's okay26:09 — Free learning options (seminary resources, YouTube, Greek tools)28:25 — Closing + subscribe + conference reminderLinks from the show:Listen anywhere: ⁠⁠https://practicallypastoring.com/⁠⁠Join our Facebook Group: ⁠⁠https://www.facebook.com/groups/practicallypastoring⁠⁠Follow us in Instagram: ⁠⁠https://www.instagram.com/practicallypastoring⁠⁠Church Merch - https://www.promotionsguy.com/churchmerchHosts:

Good day ladies and gentlemen, this is IRC news, and I am Joy Stephen, an authorized Canadian Immigration practitioner bringing out this Canada Work Permit application data specific to LMIA work permits or employer driven work permits or LMIA exempt work permits for multiple years based on your country of Citizenship. I am coming to you from the Polinsys studios in Cambridge, OntarioNew Brunswick issued work permits between 2015 and 2024 for College and other vocational instructors under the former 4 digit NOC code 4021, currently referred to as NOC 41210.A senior Immigration counsel may use this data to strategize an SAPR program for clients. More details about SAPR can be found at https://ircnews.ca/sapr. Details including DATA table can be seen at https://polinsys.co/dIf you have an interest in gaining assistance with Work Permits based on your country of Citizenship, or should you require guidance post-selection, we extend a warm invitation to connect with us via https://myar.me/c. We strongly recommend attending our complimentary Zoom resource meetings conducted every Thursday. We kindly request you to carefully review the available resources. Subsequently, should any queries arise, our team of Canadian Authorized Representatives is readily available to address your concerns during the weekly AR's Q&A session held on Fridays. You can find the details for both these meetings at https://myar.me/zoom. Our dedicated team is committed to providing you with professional assistance in navigating the immigration process. Additionally, IRCNews offers valuable insights on selecting a qualified representative to advocate on your behalf with the Canadian Federal or Provincial governments, accessible at https://ircnews.ca/consultant.Support the show

Thom and Jess interview Dr. Andy Miller, the president of Wesley Biblical Seminary, about seminary training for co-vocational church leaders. The post Finally! Seminary Training for Co-vocational Church Leaders: An Interview with Andy Miller appeared first on Church Answers.

Put on your hard hat!

Matthew Delaughter // Genesis 1:26-31 // 01.18.2026

EDUCATION REFORM AND THE AVOIDANCE OF A FEDERAL AI DEPARTMENT Colleague Kevin Frazier. Frazier argues for updating education, starting with teacher training in elementary schools and vocational partnerships in high schools, to prepare students for an AI future. He advises against creating a federal Department of AI, suggesting society should adapt to it as advanced computing rather than a unique threat. NUMBER 121921 FRANCE

By Layna Delgado - "For Quinton McMillian Jr., the journey to becoming a leader on the basketball court did not happen overnight. As a freshman and a sophomore, McMillian spent much of his time on the bench, learning from older players and waiting patiently for his opportunity. Now a junior, team captain and starter for Putnam Vocational High School, his rise is a story of patience, growth and a deep love for the game of basketball."

In this episode of Trending in Education, Mike Palmer welcomes Andrew Sliwinski, Global Head of Product Experience for LEGO Education, on the day of a major product launch. Together, they explore the intersection of physical play and artificial intelligence, revealing how LEGO is redefining AI literacy for the next generation. Andrew shares his winding career path from tutoring in Detroit to directing Scratch at MIT and serving on the board of the Raspberry Pi Foundation. The conversation dives into LEGO Education's new Computer Science and AI curriculum, a hands-on, privacy-first platform designed for students from kindergarten through eighth grade.

Can business and faith truly coexist, or are we forced to live "double lives"?In this episode of the Business as Mission (BAM) podcast, Mike Baer sits down with longtime friend and BAM leader Craig Shughart to discuss the "Big Idea": that in everything, Jesus Christ might have the preeminence (Colossians 1:18).Craig shares his radical journey from studying chemical engineering to driving literature trucks in India, and how he eventually learned to marry his professional skills with a kingdom mission. If you've ever felt "alone" in your vocation or wondered how God could use your specific skills for the nations, this conversation is for you.In this video, we discuss:The Big Idea: What happens when we give Christ preeminence in our work?Faith & Engineering: Why your professional degree isn't an accident.The Paper Route Lesson: How childhood business ventures shape future ministry.Exegesis of Life: Learning to see the chapters God is writing in your story.Overcoming the Money Trap: Why your salary doesn't have to determine your trajectory.About Craig Shughart:Craig is the leader of The Preeminence Project, a ministry dedicated to helping leaders see Christ at the center of all they do.Subscribe for more stories on how to use business for the glory of God and the reaching of the nations!

Send us a textHappy 2026! (Notice how "new year" has been omitted?)Find out more about your Chinese Zodiac animal and how to embrace and navigate the Fire Horse year fully.Support the showThe hashtag for the podcast is #nourishyourflourish. You can also find our firm, The Eudaimonia Center on the following social media outlets:Facebook: The Eudaimonia CenterInstagram: theeudaimoniacenterThreads: The Eudaimonia CenterFor more integrative reproductive medicine and women's health information and other valuable resources, make sure to visit our website.Have a question, comment, guest suggestion, or want to share your story? Email us at info@laurenawhite.com

In this conversation, Pastors Joe Wilson and Lee McKinnon share their experiences in Bi-Vocational ministry. They further offer encouragement to Bi-vocational ministers and discuss how to effectively preach when entangled in secular affairs. For more information visit: https://cbtseminary.org

Thom and Jess continue the “Future Church” series with an episode on how church staffing is changing in this new era of ministry. Churches are smaller, leaner, and more focused than ever. Budgets are tighter, but opportunities for mission are wider. The result is a new kind of church staff—leaders who serve both inside and outside the church, combining pastoral calling with marketplace skills. In this conversation, Thom and Jess introduce four co-vocational roles that are shaping the staff structure of the future church. The post Future Church Series – Episode 5: The Rise of Four New Co-Vocational Church Staff appeared first on Church Answers.

In this episode Mike talks with Benni Rothe, pastor of Calvary Herborn, about his preaching journey and the practical habits that help him prepare well. Benni reflects on the lessons he picked up about time management while working full time as a banker and how those insights now help him structure his study week and keep a sustainable rhythm.The conversation touches on the relationship between personal devotions and sermon prep, the importance of finding your own working style rather than copying the approach of other preachers, and the surprising way God often uses us most in the moments when we feel least strong. Benni also shares how music plays a part in his process. As he finalises a sermon, he often uses music to stay focused, prayerful, and ready to communicate the message with a clear heart.About Benni RotheBenni is married to Laura. They have two daughters and live together in Germany. In fall 2017, Benni gave up his job as a banker and has been employed by the church ever since. He was the youth pastor for seven years and has been the senior pastor of our church since October 2024.It is important to him that people get to know Jesus in their lives and grow in their relationship with him. He roasts his own coffee and enjoys everything to do with coffee. Benni likes to spend time with his family and good friends, enjoys traveling, and is active in sports.For information about our upcoming training events visit ExpositorsCollective.com Join our private Facebook group to continue the conversation: https://www.facebook.com/groups/ExpositorsCollective

A large part of a small church budget often goes to paying the pastor. Most small churches assume there's only one “real” model of leadership - usually the one we've always known - and anything different feels like failure, pride, or danger. But there's no single “biblical” or “more noble” model here. Healthy, vibrant churches exist in every structure: fully paid, bi-vocational, and completely volunteer-led.This episode lifts the shame, clears out the judgment, and helps churches learn:Why there isn't one “right” model (and why that's such good news)How assumptions, pride, and tradition shape our views without us noticingThe strengths + limits of paid, bi-vocational, and volunteer pastor modelsWhy most tension around leadership positions come from unspoken expectationsHow to discern whether it's time to rethink your model when things feel stretched or scaryJoin our free Facebook Community: www.facebook.com/groups/smallchurchministryRate, Review, & Follow Laurie on Apple Podcasts"I love Laurie and The Small Church Ministry Podcast!!"

It was March 1968, and East Los Angeles was ready to explode.The city didn't know it yet—hell, the country didn't know it—but a brown revolution was about to burst forth out of its high schools. Over the course of a single week, up to 22,000 Chicano students—most of them teenagers, some still clutching textbooks and brown paper lunch bags—stood up, turned their backs on the chalkboards, and walked out. Their message was clear: they were tired of being treated as second-class citizens in the school system.The East L.A. Walkouts, also known as the Chicano Blowouts, marked the first major youth-led protest of the Chicano Movement. The walkouts forced mainstream America to confront a question that had long been ignored: why were Mexican American students being denied an equal education? The Los Angeles public school system in the 1960s was a machine designed to break Chicanos into manageable labor. By the time you hit high school, you were already labeled: mechanic, secretary, janitor. You weren't supposed to dream—you were supposed to obey. In predominantly Chicano neighborhoods like Boyle Heights, Lincoln Heights, and East L.A., schools were overcrowded, underfunded, and soaked in neglect.Sixty percent—let me repeat that—sixty percent of Mexican American students dropped out before graduating. The ones who did make it out with a diploma often read at an eighth-grade level. The system wasn't broken; it was built that way. Vocational tracking was the scam of the century. The white kids were groomed for college; the brown ones got shuttled into auto shop or clerical courses. The message was clear: “You're not going anywhere.”BibliographyAcosta, Oscar Zeta. The Revolt of the Cockroach People. San Francisco: Straight Arrow Books, 1973.Acuña, Rodolfo F. Occupied America: A History of Chicanos. 8th ed. New York: Pearson, 2015.Esparza, Moctesuma, and Robert Connelly. Walkout: The True Story of the Historic 1968 Chicano Student Walkout in East L.A. Los Angeles: Moctesuma Esparza Productions, 2006.García, Mario T. Blowout! Sal Castro and the Chicano Struggle for Educational Justice. Chapel Hill: University of North Carolina Press, 2011.Muñoz, Carlos Jr. Youth, Identity, Power: The Chicano Movementlistener comments? Feedback? Shoot us a text! Your Hosts:Kurly Tlapoyawa is an archaeologist, ethnohistorian, and filmmaker. His research covers Mesoamerica, the American Southwest, and the historical connections between the two regions. He is the author of numerous books and has presented lectures at the University of New Mexico, Harvard University, Yale University, San Diego State University, and numerous others. He most recently released his documentary short film "Guardians of the Purple Kingdom," and is a cultural consultant for Nickelodeon Animation Studios.@kurlytlapoyawaRuben Arellano Tlakatekatl is a scholar, activist, and professor of history. His research explores Chicana/Chicano indigeneity, Mexican indigenist nationalism, and Coahuiltecan identity resurgence. Other areas of research include Aztlan (US Southwest), Anawak (Mesoamerica), and Native North America. He has presented and published widely on these topics and has taught courses at various institutions. He currently teaches history at Dallas College – Mountain View Campus. Find us: Bluesky Instagram Merch: Shop Aztlantis Book: The Four Disagreements: Letting Go of Magical Thinking

Daniel and I are back after a little hiatus to bring you our long awaited Carbon Bros mailbag episode.  We received so many interesting responses from people around the world. Thanks for sharing your stories, sparking ideas, and raising pivotal questions. Learn more about your ad choices. Visit megaphone.fm/adchoices

On Saturday, we hosted our first Vocational Mission Forum. In this recording, Pastor Sam Gibson interviews three young leaders on prayer and the workplace. Find out more at cvm.nyc

This episode explores the growing movement of co-vocational ministry, a model that intentionally integrates one's everyday work with missional engagement in both local churches and global contexts. Dr. Brad Brisco joins the conversation to unpack the theology of work, clarify the differences between bi-vocational and co-vocational ministry, and share why this long-term approach can strengthen church planting, missionary sustainability, and missional imagination. [et_social_share]

Send us a text!Welcome to Bright Hearth, a podcast devoted to recovering the lost arts of homemaking and the productive Christian household with Brian and Lexy Sauvé. In this episode, Brian and Lexy introduce a brand new series: On Being Human. In this series, they'll work through four parts of what it means to be human—the physical, the spiritual, the social, and the vocational—laying the groundwork for practical growth and fruitfulness in each area.Lexy's new book, Wisdom on Her Tongue, is now shipping! Pick up your copy here.This episode's Headline Sponsor is: Humble Love — Check out their all-natural magnesium cream. Packed with magnesium chloride and moisturizing oils, it helps ease tension, promote restful sleep, and relieve everyday aches. Click here and use code NCP15 for 15% off your order.Want premium, handmade soaps without the seed oils or other nasty hormone disrupters? Check out our partners at Indigo Sundries Soap Co., and use code BRIGHTHEARTH for ten percent off your order!This episode is also brought to you by Live Oak Integrative Health. Visit https://www.liveoakintegrativehealth.com and connect with owner Rebecca Belch, who has served as a critical care and labor and delivery nurse for 20 years and is a licensed practitioner of functional medicine.Thanks to our friends at Gray Toad Tallow for sponsoring this episode! Head over to graytoadtallow.com and use discount code BRIGHT15 for 15% off your order.Wives, get your husband some body armor from Armored Republic. Visit Armored Republic or text JOIN to 88027 to help your husband stand strong.Check out Joe Garrisi at Backwards Planning Financial at https://backwardsplanningfinancial.com for all your financial planning needs!Visit KeepwisePartners.com or call Derrick Taylor at 781-680-8000 to schedule a free consultation. Be sure to subscribe to the show, and leave us a 5-Star review wherever you get your podcasts! Buy an item from our Feed the Patriarchy line and support the show at the same time at briansauve.com/bright-hearth. Become a monthly patron at patreon.com/brighthearth and gain access to In the Kitchen, a special bonus show with each main episode!Support the show