Podcasts about California

Why do independent bottlers matter, and how do they let you taste whiskey that never makes it into a distillery's core range? In Episode 3 of Whiskey Lens, Jake Lewellen sits down with Sam Filmus, founder of Impex Beverage, to unpack the world of single casks and curated collections — and how Scotch whiskey makes its way onto American shelves.Sam walks through his path into the business, starting with an ethnic import company in California before pivoting into mainstream whiskey, and explains why independent bottling was such a hard sell in the early 2000s, when buyers expected a Macallan label to look like, well, a Macallan label. He and Jake dig into how the category has exploded since then — with Impex, Lost Lantern, and Single Cask Nation all building loyal followings — and how Impex curates each annual edition around its own theme, from single malts across Scotland's regions to grain whisky and blended malt.The conversation gets hands-on with two Impex selections: an 11-year Teaninich, a clean, Speyside-leaning Highland malt with a surprising backstory involving a distillery founder known as the "Blind Captain," and a 14-year cask-strength Ardmore, which becomes the jumping-off point for a real conversation about peat — Highland peat versus the more medicinal, maritime style associated with Islay. Sam also shares the story behind his favorite Impex bottling to date: a 25-year-old Springbank finished in a sherry cask under the guidance of Exclusive Malts' David Stirk.If you've ever wondered what "single cask" really means, why independent bottlers are reshaping how whiskey drinkers discover new distilleries, or how peated Scotch can be far more approachable than its reputation suggests, this episode is for you.Chapters:00:00 – Why Independent Bottlers Matter01:36 – Sam Filmus's Journey Into Whiskey03:23 – The Rise of Independent Bottling in the U.S.06:31 – Curating Impex: The Springbank 25 and Building Each Edition16:22 – Tasting Teaninich: Clean Distillate and the "Blind Captain" Story23:24 – Tasting Ardmore: Cask Strength and Highland Peat32:24 – Scotch's Wide Spectrum, and How to Buy Impex BottlingsSubscribe

In 1989, single mother Jackie Hernandez moved to San Pedro, California, seeking a fresh start—but she walked into a nightmare instead. What began as simple bumps in the night quickly escalated into one of the most terrifying and well-documented cases in paranormal history.From glowing-eyed apparitions and oozing walls to violent physical attacks on investigators, the entity in Jackie's home wasn't just haunting a house—it was hunting her. In this episode, we break down the chilling investigation by Dr. Barry Taff, the infamous "attic incident" where a researcher was nearly strangled by an unseen force, and the unsettling theory that some spirits don't just stay put—they follow you home.Was this a classic poltergeist, or something far more predatory?Find Us on Patreon! https://www.patreon.com/c/BrohiopodcastWe Live Stream All Our Episodes! youtube.com/brohiopodcastFind us on all the socials @BrohioPodcast

We squeeze in one more episode before Will's vacation, tying the single-season record in the process. The mailbag then demands a reckoning on whether Magneto's powers are really limited to ferrous metals, along with the origins of the S tier and the truth-value of conditional predictions. The main event is Hunter v. United States, which holds that a plea bargain's appeal waiver is unenforceable when enforcing it would work a "miscarriage of justice." We try to figure out where that rule could possibly come from — contract law? Rule 11? the supervisory power? procedural common law? — and why an opinion this law-free commanded this much agreement, while the separate writings range from a declaration of war on plea bargaining itself to a hunt for a sounder source of authority. Along the way: a field trip to the shuttered taproom of Ybarra v. Illinois fame, and thanks to the expanding Divided Argument production universe.Highlights[00:00:21] Opening: squeezing in one more before Will's vacation — and tying the single-season episode record.[00:01:42] The only Court news: Trump v. California, the mail-in-voting application, is fully briefed.[00:03:15] Mailbag: "lead is not magnetic." Are Magneto's powers limited to ferrous metals? The comic-book record says no.[00:05:40] Why is S the top tier? Japanese video-game rank screens and contested backronyms.[00:08:09] Parsec retcons in Star Wars, and the art of redeeming past misstatements.[00:09:09] Caleb Rogers on the logic of conditional predictions: "if A, then B" is true whenever not-A.[00:11:08] Thank-yous to the production universe — and the show is now on YouTube.[00:12:06] Jessie Henderson's field trip: the Aurora Tap of Ybarra v. Illinois fame, located and (sadly) shuttered.[00:15:30] The main event: Hunter v. United States — appeal waivers in federal plea bargains.[00:21:30] The wrinkle: a forced-medication condition, and a judge who says "you have a right to appeal" anyway (cf. Class v. United States).[00:24:45] Plea bargains as free-floating general contract law — territory of the forthcoming Epps & D'Onfro Harvard Law Review paper.[00:26:52] The circuit split: the Fifth Circuit's statutory-maximum rule vs. everyone else's miscarriage-of-justice exception.[00:29:16] The real puzzle: where does any of this authority come from — Rule 11? the judiciary's own self-image?[00:37:51] What definitely counts: race-based sentences, a no-pregnancy condition, sentencing by 12 orangutans.[00:40:40] Dan logs a scorecard prediction on what the Fifth Circuit does on remand.[00:43:04] How does an opinion this mushy get 8 votes in 2026? In for a dime, in for a dollar.[00:45:40] The Gorsuch concurrence comes out swinging against plea bargaining itself — Stuntz and Barkow make the U.S. Reports.[00:52:50] The Kavanaugh concurrence's high bar, and the 3–3–2 math of who wouldn't take sides.[00:55:00] The Thomas dissent: no source of law — and no sentencing appeals for most of American history anyway.[01:00:20] The Barrett concurrence: procedural common law, with citations to Professor Barrett.[01:08:16] Sign-off: thanks to the Constitutional Law Institute; Dan's predictions may yet be made falsifiable.Relevant linksCasesHunter v. United States — slip opinionTrump v. CaliforniaCommentary & articles"Hunter v. United States — the most important criminal case of the term" — SCOTUSblog opinion analysisAmy Coney Barrett, "The Supervisory Power of the Supreme Court" — 106 Colum. L. Rev. 324 (2006), cited in the Barrett concurrenceAmy Coney Barrett, "Procedural Common Law" — 94 Va. L. Rev. 813 (2008), the other self-citationOtherIce by Magneto — last episode, where the Magneto debate beganSmart Microwave — the Chatrie episode, where the Aurora Tap of Ybarra v. Illinois first came upGorsuch Genie — our episode with Rachel Barkow on Justice Abandoned, now cited in the Gorsuch concurrence

Can't lift heavy loads but still want the benefits of heavy lifting? Blood flow restriction (BFR) training—using cuffs to partially restrict venous blood flow so you can get heavy‑lifting‑like gains with much lighter loads—could be just what you need, says this week's guest, veteran strength coach Ashley Selman, CSCS. In this episode, we dig into what BFR training is, how it's done in real‑world workouts, who it's for, and why it can be a powerful option for midlife athletes who can't tolerate traditional heavy lifting but still want to build and maintain muscle, strength, bone health, and even VO₂ max.Ashley Selman, MA, CSCS, is a veteran strength coach with 30+ years' experience working with elite athletes, collegiate programs at Stanford and the University of Oregon, and clients at every level. She was named one of the Top 100 Trainers in the U.S. by Men's Journal and founded Evolution Trainers in Mountain View, California, voted the number one health club in Silicon Valley. After a difficult hip replacement and early menopause at 43 left her losing muscle despite “doing everything right,” discovering blood flow restriction (BFR) training allowed her to rapidly regain strength she hadn't felt in over 15 years, which inspired her to create Seli Strength, a virtual BFR program now serving hundreds of midlife women. She recently developed "Coaching Blood Flow Restriction Training: The Future of Fitness" with the American Council on Exercise (ACE), for fitness professionals who want to bring BFR training to their clients. You can learn more about her and her work at www.selistrength.comResourcesGet $50 off BFR bands with the code Feisty50 at Selistrength.com/bfr-bandsBlood Flow Restriction Training for Athletes: A Systematic Review hereSystematic review and meta-analysis of the effects of blood flow restriction training on bone health in older adults hereVascular occlusion for optimising the functional improvement in patients with knee osteoarthritis: a randomised controlled trial hereFeistyFest Info: https://livefeisty.com/events/feisty-fest/Women's Mechanic Camp in Tucson: https://livefeisty.com/events/bike-mechanic-school-tucson/Courses and Coaching: https://livefeisty.com/courses/Sign up for our FREE Feisty 40+ newsletter: https://livefeisty.com/newsletters/feisty-40/Follow Us on Instagram:Feisty Menopause: @feistymenopauseHit Play Not Pause Facebook Group: https://www.facebook.com/groups/807943973376099Support our Partners:Midi Health: You Deserve to Feel Great. Book your virtual visit today at https://www.joinmidi.com/Previnex: Get 20% off your order with code FEISTYBRAIN at https://www.previnex.com/ Wahoo: Use the code FEISTY2026 to get a free Headwind Smart Fan (value $300) with the purchase of a Wahoo KICKR RUN at https://shorturl.at/WVhdr

She's a green card holder, has lived in California for yrs, she's a teacher, with no criminal record, who's done everything right per our fucked up immigration laws, but for the past five months, she, and her husband and her high school aged son have been locked up in horrible conditions in an ICE detention facility in Texas. I don't know how we'll ever recover from Trump's crimes. Hosted on Acast. See acast.com/privacy for more information.

It is now well known that the Biden administration flooded the United States with illegal immigrants utilizing an open-borders policy, but few people discuss the legal mechanisms the Democrats were also using to import foreigners. Brian Chau of Effort News joins me to discuss his latest investigation into the role that religious charities played in importing foreign population, with some groups receiving the majority of their funding from the government for refugee resettlement. We also discuss a California program denying pregnant women health care if they are not black.  Follow on: Apple: https://podcasts.apple.com/us/podcast/the-auron-macintyre-show/id1657770114 Spotify: https://open.spotify.com/show/3S6z4LBs8Fi7COupy7YYuM?si=4d9662cb34d148af Substack: https://auronmacintyre.substack.com/ Twitter: https://twitter.com/AuronMacintyre Gab: https://gab.com/AuronMacIntyre YouTube:https://www.youtube.com/c/AuronMacIntyre Rumble: https://rumble.com/c/c-390155 Odysee: https://odysee.com/@AuronMacIntyre:f Instagram: https://www.instagram.com/auronmacintyre/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Do you prefer retaining the employees you have rather than constantly hunting for new ones? Kiera shares an example of a practice that evolved from high turnover to solid team retention, and how effective leadership played a critical role in keeping people long-term — plus how you can craft it for your own practice. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent- Dental A Team (00:00) Hello, Dental A Team Listeners. This is Kiera. And today I want to chat with you guys about hiring and staffing and retention. I think this is something that a lot of you are struggling with. I think it's just, I don't know, it's just annoying and it's obnoxious and it's just part of what we are dealing with now. But I think that there's a lot of solutions that we can do that I think a lot of people aren't thinking about. So with that, I want to give some tips of like what we can do to retain team members more than having to hunt for them.   So I know that there's ways for us. I know there's a lot of things. And we're gonna just kick it off today. So I'm excited for you because what I found is there's probably a good way. And I was talking to an office about this. I'm really excited to share some some office growth that I've watched in office over the last five years evolve from team turnover to incredible team retention. and I really do think that a lot of it has to do with leadership, a lot of it has to do with growth and   what we can do is to solve that retention rather than needing to always hire. Now, there's always going to be hiring. So we're going to kind of talk through both of it, but also like what things can we do to retain our team that we have. Dental A Team is a consulting company where we work nationwide, we work across the globe. We work with private practices, multi-locations, we work virtually and in person. We have an incredible community where we come together in in-person masterminds, sharing the best of the best. And we're from startup to multi, multi-millions.   And I'm obsessed with helping you say yes to more in your life. And that stands for you, focusing on you and your vision, getting your team aligned, earnings and making sure you're profitable. And then system structure and scalability, really truly making sure that you guys are set up for success so you can say yes to more in your life. our goal is to positively impact the world of dentistry in the greatest way possible. And I'm obsessed with you. I'm obsessed with your practice. I'm obsessed with your team. I'm obsessed with your struggles, I'm obsessed with your wins.   And I'm here to help make your life easier. I'm very big on tactical practicals. So if this podcast has served you in any way, shape, or form, please share it with a friend, share it with a colleague, share it with someone who you feel like it could brighten their day. Post it in a Facebook group, post it online, leave us a five-star review. Anything that you do helps us spread our mission. My goal is to be in the ears of every single dental practice out there because I believe that dentistry is special. It's sacred. It's   It's a zone where we're able to change people's lives. And I'm so excited for you to be here. I'm Kiera Dent. I'm obsessed with all things dentistry, including my last name. So let's kick it off and let's start seeing of how we can figure out where and what we can do for this retention piece. So, number one, I feel like so I was talking to an office today. Me and the doctor, I said, it like this doctor has an incredible team. I think they've got 20 team members. most of them are women. There's two male doctors there.   And I said, I watched you. You went from like four operatories to now we've got 15 operatories. The team has grown. And I said, What do you feel makes this place special? Like team members love working there. And I was like, what is it? So much so that they're all like recruiting from other offices and bringing people here and saying this is the best office they've ever worked for. I was talking to one of the team members and they said, I no longer have the Sunday scaries. I don't get stressed out at work. This is my second family. Like team members are telling me this as a consultant. Usually I and I asked them like,   What do you guys need help with? And most of them are like, we're just really happy. So I was asking the doctor and the team, I was like, what is it about this place? I asked both sides of the coin because I was like, what is it? I'm obsessed. This is one my favorite things to dig into practices. And maybe I'll get this doctor on the podcast and share from theirs. I'll just share kind of some snippets from today. And the doctor told me, he said, Kiera, I'm just really big on treating people like people. He's like, I'm never gonna expect them to have work be more important than their families. he's like, I want to make this into a lifestyle practice where   We work seven to three a lot of the days so that way they're able to get home and be with their families, but we're still able to like work hard and take care of patients. I have never seen a practice where they literally leave at five o'clock. And this is in California, like it's not for overtime. They just work hard and they get home and they go be with their families. if they have time and they need to like take care of their kids or they're sick, they are able to take care of them. they expect them to work hard and they all do work hard and they build really great people there. I asked the team, I said, What is it about this place? And they said, Well, I think it's the fact that   Like our doctor trusts us and they let us do things. And but it's wild. Anything I asked this team to do, literally, I was like, let's do morning huddle prep sheets. Let's treatment track. They don't fight with me on it. And a lot of teams do. And so I was like, okay, this is fascinating. The team is very accommodating. They're willing. They want to. All of them were so excited to morning prep huddle prep. Do you how many teams are like, womp, womp, womp? So much extra work. This team was like, Yeah, absolutely, we'll do this. We'll take care of it.   I had them roll out route slips. They did it. Like no pushback. And I was just, it's fascinating to me. And I think something I'm picking up from this is one, they really do hire for great culture. Two, they see potential in people. Three, they really do treat this as like an amazing place to work. Like the doctor is just getting so excited. They're talking about putting a gym in there. Like fun things to make this where they make their life incredible. And I watched the doctor just get like twinkly-eyed about getting so excited to.   Do these surprises. They took their team on a cruise and just for fun. Like it was just a fun thing that they did. And when I think about all of that, this office used to struggle to hire. And now they literally most of their employees that they've had in the last three years have all come referral-based. and I think about Dental A Team, the bulk of our team is coming referral-based. And they're coming back and they're sharing with people, and their friends are interviewing with us.   And I think about that, and I'm like, as a business owner, I think that that's the greatest compliment. If your team is willing to refer their friends, their colleagues to want to come work here because they love it so much, you're doing something right. And people stay where there's a great, incredible culture. And so hearing both sides of the coin, hearing what team members are loving, hearing what doctors are loving, there's so many other ones. I've got another doctor, they've got team members, I've been with them for 12, 15 years. And I asked that doctor, I said, what   What do you do that makes people want to stay with you for so long? And this doctor said, you know, Kiera, I think it's that I really listen to them and I have clear expectations. They know what it is. That office also, like when we say we're gonna be there at 12 o'clock, they are there at 11:55 with their notebooks and their pens. I think that a lot of these practices, so one of the pieces I see is people really do stay where expectations are clear. Both of these offices have high standards, both of these offices expect a lot, both of these offices work really hard.   Dental A team is no exception to that. and I think having clarity, I think having clear job descriptions, I think having clear expectations from all leaders, I think team members knowing if they're winning or losing, you define it. You define it for them. And I really do love that there's clarity all the way around. Like both offices have different expectations, but both offices have them clear. The team knows how to win, the team knows what's expected, and both offices really do treat their team.   like humans. They I just watch and I watch these cohesive teams and there are clear expectations, but there's also a space where they they want to be there. There's this want, there's this draw, there's this happiness, there's a lightness about it. But they're hitting great goals. And so I think clarity really can create confidence for team members. So that's that's a good space. Another thing I notice with these offices and with teams is   people really do want growth, not just like an employment path. So, what is growth in that practice? How do people evolve? How do they grow? Like, what is a development plan? All these offices have regular one-on-ones. And one-on-ones can be about performance, one-on-ones can also be about what they want in their personal life, what they want in their professional life, what that looks like. And talking about growth opportunities, for me, every single year at the end of the year, I talk to my team about what their personal and professional goals are.   When people join our team, they take a survey of what they want their personal life to look like in their next one year, five years, 10 years. and as a leader, I'm obsessed with making their dreams become a reality. So how can we make those dreams become real for them? How can we figure it out? anything we can possibly do? Let's give opportunities, let's find ways. It doesn't always have to be with work because sometimes you're gonna tap out once you're at a certain level as a dental system. That's kind of where you're gonna be. But can they learn?   To do for an office work? Can they grow in other areas? Can they become a mentor consult or assistant? What ways can they grow? can we grow them personally? Can we send them to CE courses where they're personally growing, not just professionally growing? what's the training and development we can do? I know there's an office, another office I know of, and they hired Dave Ramsey. And so everybody who wanted to learn about financial management, they were able to do it. I know I've had offices where I teach them about how to do investments a little bit.   like very small, like high yield savings accounts and the things that they're able to do. growing people as people, not just as employees. Like that, I don't know. I think as an employer, one of our greatest gifts is to be able to like grow people to make their dreams become true, to look for opportunities to help them become the best version of themselves, and really just having pasts and plans and   Knowing your team, knowing them as humans. as our company grows, Britt and I talk about this often. I'm like, Britt, how do we grow and still maintain this authentic one-on-one seeing people as people in our company? Our mission has slightly changed to where we're so focused on growing practices, but it's one person, one life, one practice at a time. And I'm very obsessed about being obsessed about the individual. How do people feel   in a large organization, how do they feel like they're still seen as a person? How do they feel like they are being grown as a human? And I think the more you can do one-on-one growth conversations, the more you can invest in them in humans. And it's crazy because I think as management gets bigger and you have leaders and you're not as involved as a CEO, finding ways where you're not overstepping your leaders and you're able to still stay connected to them as humans. I was hired we just hired a   A new C-suite member on our team. And I was talking to him, and I was like, okay, this person's favorite tree is this, and this person's favorite thing is this, and this person's favorite thing is that. And when I finished, I thought, no matter how large our organization ever gets, I want to make sure that all of my team members, all of our clients, always feel like they are like one in a million, and they are that one, and that they are seen as that one, that they are so valued.   even in a large organization. There was the Dean of Midwestern when I worked with him. His name is Dr. Gilpatrick. And I remember he knew every single dental student's name. He knew my husband's name. He and we're talking, there were hundreds, and I remember being like, whoa, that's so impressive. I want to be like Dr. Gilpatrick and I want to know everyone's name and I want to remember their names. And at the time I was not great at that. And this is a skill I really had to develop. but people loved Dr. Gilpatrick and we were talking, I don't know, it was probably I think 150 people per class.   We had four classes in there. So at any given time, there's probably 600 students plus spouses. Dr. Gilpatrick knew every single one of them by name and knew something personal about them. Would ask me how my husband was doing, would ask how Jason's doing in pharmacy school. So it wasn't just my husband. It was by name and what his profession was and what he was going to school for. That type of intentionality as a leader, people don't even get that from their family. People don't even get that from their spouses. And as a leader,   You can show them that they're important, that they're valued, that they're loved. One of the greatest things that you can ever do. And then I think another piece for being able to retain great team members. Yes, we need to hire, but you're gonna be able to hire if you have a great culture. another great thing is is to actually build a great culture. So what are the things of what is your culture? For us, I literally have them read like what our culture is and values we live by, and all of our team knows core values and   I've set it up to where they core value shout out each other every Wednesday. As a leader, like I get a little teary-eyed on this part. to show up and to hear my team calling each other out. I'm not there a lot of Wednesdays. I'm not there at a lot of our meetings anymore. And when I do get to be there, to just watch each other love each other. to see each other help each other out. We're a virtual team, guys. Like they don't even live by each other.   And see marketing and consultants call each other out to positively praise one another, to offer to help, like shout out to Pam. I know she listens to the podcast a lot. Pam is always willing to help. And I see her go behind the scenes and help people get their numbers entered and to have our marketing team love on our consultant team and to have our consultants love on our like C-suite team and to have our C-suite team love on our VA team to watch them call out core values to each other.   To watch them do Thankful Thursday. to like see people as people. I know our team's getting bigger, and I keep getting like, like when we run leadership meetings, I'm always like, no, it's always personal and professional wins every single week. And I'm so big on that. I'm like, that takes so much time. And I'm like, that's how you connect. The times how you connect, that time's how you make people feel seen, heard, and loved. I can't tell you how many times in these meetings I learn about my team's struggles. We learn about   people get connected. There's a a game I play in office called the Silver Thread, I think is what it's called, or like connected thread. I don't even know what it's called, but I get people in groups of four usually and I say, All right, you guys have to come up with four things that you're connected by. And I I have people that don't know each other. I sometimes get in the group, and what I found is every single time they're able to come up with four things that they all have in common. A lot of times it's holidays, a lot of times it's songs, but it's so fascinating because no matter what group you're in.   People are connected, people are striving for community, people rally with each other, people want that connection. And so to be able to have your team come connected as a culture, these are just the little things. These are where people feel safe, they feel seen, they feel heard. addressing issues early, like having leaders that support, having people that connect in with their departments, having people that grow their departments. I also think making sure the standard is like not what you preach, but what you tolerate.   And looking at what you tolerate, and is that really the the standard of what you're going to to have? Like, do not destroy your top performers by tolerating poor performance of the lower performers. Hire great talent. Expect people to be at the same level. People love to be surrounded by A players. Like, so hire A players, create a culture of A players, create a culture where they love each other, create a culture where they're connected to each other, create time for them to bond. Like,   Because we have a virtual team, you have it so much easier in an in-person team. There's so many things. You can have potlucks together. You can have book clubs together. You can work out together. You can do painting nights together. You can go to sports games together. Get people connecting as people. and always recognize that in culture, your entire team is always watching you and what you're willing to tolerate, what you're willing to accept. They're watching you like a hawk. And I think about when I have to make hard decisions or ones that I don't want to do.   I had to remember I got an entire team of eyes watching and seeing what we as leaders will do and what we will not do. I remember when I was first a manager, I tolerated some really poor performance. And I remember there was a hygienist. I remember exactly who she was. I remember the exact day. I remember her name. She came in and she said, Kiera, I have lost so much respect for you. And that was duly served.   I was not being a leader. I was not having the conversations I needed to have. I was not holding team members to the high level of accountability that we had. I was not creating a culture. I was just squawking. I was seagull managing. I come in, I say a lot of words, and I shiz all over and I leave. That's not the way we create culture. And I think when we talk about hiring and having staffing, having a kick a culture, having people where   They love to work there where they want to refer their friends, but that doesn't mean they get everything they want. You can have high standards and have people obsess about it. People love to work hard. People love to be a part of an organization that's growing and innovating and creating. And they want to be a part of growth. Like growth equals like progress equals happiness. These are the ways that we create and retain. And so it's one of those things of creating clarity, creating growth, protecting your culture, having it be a space where people are obsessed with working there.   Finding out, talking to people, getting in, hearing what's going on, having leaders that really are developing their team, you pouring as a leader, like as a CEO into your leadership   team, like that is where I pour the bulk of my energy to trickle down to love because I can't do it, nor should I. I want leaders to rise up. You want leaders to rise up. But I think more than even hiring and attracting is how do I build a culture that people are obsessed with?   How do I create raving fans? And that does not mean they get everything they want. Think about spoiled rotten kids who are getting everything they want. They don't respect their parents. Think about the kids who respect their parents, who love their parents, who are raving fans of their parents. They work hard. They've got accountability. They've got structure. They've got discipline. Same thing in an organization. how can you be the best leader? That doesn't mean the most loved. I've said this quote before and I'll say it again. You're gonna be loved as a leader, you're gonna be hated as a leader, and where I hope you ultimately land is respected as a leader.   And that is a zone of like hiring and staffing is not just about hiring. It's about having an environment where great people want to stay. And so I'd ask yourself, look at it. Look at our company and see how do I create this into a practice where people don't want to leave, where people are obsessed, where I have high performing people that want to be here. Look at yourself as a leader, look to see what you're tolerating, look to see what you can change, ask your team.   Be careful how you ask because I found that self-reported oftentimes is based on the week. And if it's a bad week, I get bad reports. but really look to see how are people performing? What things do you want it to be? What things do people talk about? Why do they love it here? There's books so called I I love it here. Read culture books on how you can produce these great cultures. We had a podcast where I talked to a Chick-fil-A owner and how they create these raving fan cultures there.   But really, I think on hiring and retaining, it's about retaining. Because great teams that retain have word-of-mouth referrals left and right. People crave to work in great environments. People crave to work with great leaders. People crave to be there. And then when you are hiring, have those. Have your team have testimonials. We have a lot of testimonies where we've got video testimonies of our team where they're obsessed with working here. And when it doesn't work out, that's okay. This is not the place for everybody. Your place is not the place for everybody. Your place is for the right people.   But hopefully there's some tacticals in here for you to take, for you to look at it. And if you need help, this is a zone. We've turned around a lot of cultures. We've turned around a lot of leaders. We've had, we've said the uncomfortable things. I've had a lot of coaches give me uncomfortable advice. but really truly it's a space where I believe if you can think about how do I retain the right people, how do I attract the right people, how do I create this as a practice where people work hard, they play hard, they love being here, they don't get the Sunday scaries.   that's the place where people are gonna want to stay. They're gonna wanna cleave, they're gonna wanna like cling on and just be obsessed with you and refer all their friends. Have that be your standard, have that be what you want to be. And I promise you, hiring will be no longer as hard of an issue for you. And then be cautious on who you hire. Make sure you're always hiring for that culture, for the standards you want. A players make life a lot easier. And I know they're not always there, but seek after them, find them, and retain them.   If we can help you guys in any way, we help build leadership systems. We help build accountability. We help build cultures. We help turn cultures from maybe negative cultures to positive. We help leaders. We help CEOs. office managers sometimes are struggling with their doctors. Let's have those open conversations. Let's mediate between the two and help you two have uncomfortable, healthy debate conversations to where you guys can grow and flourish. I'd love to help you out. I'd love for you to just have a team that you're obsessed with.   I'd love for you to be like the doctors I I said, where they love their teams. They love working there. but it's not done out of entitlement. It's done out of accountability, empowerment, love, and great cultures. So reach out. Hello@TheDentalATeam.com. And as always, thanks for listening. I'll catch you next time on the Dental A Team podcast.

The Tim Conway Jr Show Hour 1 (8.11) It’s Tuesday on the Conway show. Tim muses on the passing of Jackie the eagle and mourns with the rest of southern California. All those mornings waking up with Jackie have passed on – will another eagle claim her nest? Universal Studios is building a new sound barrier after Toluca Lake residents complained. So when Boyle Heights burns and its residents suffer, the city drags its feet. But when wealthy Toluca Lake residents complain, the city steps right in to assist. What’s going on here?! One Columbian restaurant in Van Nuys is rallying to help victims of the 7.4 magnitude earthquake in Columbia. Columbia continues to pick up the pieces after its devastating earthquake. Among the damage is a center for deaf and blind children. Also, a revelation breaks about Trump taking a secret plane from a trip out of Turkey after a NATO summit amidst alleged assassination threats out of Iran. See omnystudio.com/listener for privacy information.

California water polo player hailed as a hero after rescuing three drowning girls in Seattle, Bill Gates’ daughter facing allegations of “cookie stuffing,” and ICE’s $20 million purchase of electric bee-sting gloves. Pete delivers the latest Braves and Falcons news, including Atlanta’s shutout win over the Mets, Matt Olson’s 35th homer, NFL team valuations, and the latest around the Lakers.

(August 12, 2026) 435 arrests, $12MIL in OT: LAPD issues report on ICE protests. Will Paramount leave California? Executives say it’s on the table. Crowley scores hail Mary win over democratic socialist Hong. FAA hires 2,000+ gamers to be air traffic controllers.See omnystudio.com/listener for privacy information.

(August 12, 2026) Amy King and Neil Saavedra join Bill for Handel on the News. President Trump says security threat spurred secret plane swap in Turkey. David Ellison floats Hollywood Exit as states threaten his Warner Bros. deal. In texts, Fauci discussed potential risks, benefits of COVID vaccine for pregnant women. See omnystudio.com/listener for privacy information.

As we continue to work on some new episodes for you, please enjoy this episode from June featuring Sami Inkinen, the co-founder and CEO of Virta Health.Summary:The medical establishment spent decades telling patients that type 2 diabetes is a chronic and irreversible disease. Today's guest decided to prove them wrong.Sami Inkinen is the co-founder and CEO of Virta Health, a company using a combination of nutrition science, remote monitoring technology, and individualized coaching to help patients reverse type 2 diabetes, obesity and other metabolic conditions.  Previously, Sami co-founded Trulia, the online real estate marketplace, serving as COO and president through its IPO and eventual sale to Zillow. He has also held roles at Microsoft and McKinsey, and rowed from California to Hawaii with his wife to raise awareness of the dangers of sugar.Sami joins us to talk about how his own health journey influenced his decision to start Virta, the challenges of scaling in the health space, and the incredible success they've had in treating metabolic disease. Highlights:A personal pre-diabetes diagnosis (2:35)Lessons from Trulia (6:00)Why reversal, not management (9:30)Clinical results and outcomes (12:47)GLP-1s and Virta's approach (15:26)Technology and personalization (17:33)Selling to employers (20:17) Overcoming the status quo (22:33)Building a full-stack team (25:15)Rowing California to Hawaii (28:30)Goals for ‘26 into ‘27 (30:58)Links:Sami Inkinen LinkedInVirta Health LinkedInVirta Health WebsiteICR LinkedInICR TwitterICR Website Feedback:If you have questions about the show, or have a topic in mind you'd like discussed in future episodes, email our producer, joe@lowerstreet.co

President Trump signed an executive order to cut the number of childhood vaccines and split the MMR shot — and falsely tied vaccines to autism. Here's the truth, calmly, so fear doesn't decide your kids' health. Plus: it's the first day of school in LA amid immigration fears, California is offering $3,500 off your first EV, there's a FREE backpack giveaway for our community, and today I teach your kids their first money lesson. (Audio en español, subtítulos en inglés.) Hoy en Échale: Trump firmó una orden para recortar las vacunas de los niños y partir la del sarampión — y las ligó, falsamente, al autismo. Te damos la verdad sin miedo. Además: hoy empiezan las clases en LA entre el temor a la migra, California da $3,500 por tu primer carro eléctrico, hay MOCHILAS GRATIS para nuestra comunidad, y en el Concepto: la primera lección de dinero para tus hijos. EN ESTE EPISODIO:

MAGA has fallen head over heels in love with Sophie Cunningham and apparently Sophie Cunningham has decided to return the favor. Ben riffs. Jim Coogan talks Trump “Justice.” Jeanine Pirro bails on the reflecting-pool case. Todd Blanche's confirmation as AG. And the prosecution of a cop in California for secretly recording the racist conversations of his fellow officers. Jim is managing partner Coogan Gallagher. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Married Name Upgrade Downgrade 8-12-26 full 322 Wed, 12 Aug 2026 16:46:13 +0000 mR5ffxUsZcKHuMHcC7AVRif9ui6OroPV comedy The Wake Up Call comedy Married Name Upgrade Downgrade 8-12-26 The Wake Up Call is a morning radio show based in Sacramento, California, and heard weekday mornings on 106.5 the End. Gavin, Katie, and Intern Kevin wake up every morning to have FUN and be FUNNY, while you start your day. This show has unbelievable chemistry and will keep you laughing all morning! 2024 © 2021 Audacy, Inc. Comedy https://player.amperwavepodcasting.com?feed-link=https%3

Money Spent On Friends full 339 Wed, 12 Aug 2026 16:44:07 +0000 Bu7qruH7gilLluH2S5aWeKZORIGjbkx4 comedy The Wake Up Call comedy Money Spent On Friends The Wake Up Call is a morning radio show based in Sacramento, California, and heard weekday mornings on 106.5 the End. Gavin, Katie, and Intern Kevin wake up every morning to have FUN and be FUNNY, while you start your day. This show has unbelievable chemistry and will keep you laughing all morning! 2024 © 2021 Audacy, Inc. Comedy https://player.amperwavepodcasting.com?feed-link=https%3A%2F%2Frss.amper

Most people think big wave surfers are fearless. Luca says fear is the only place courage can exist. Luca Padua is a big wave surfer from Half Moon Bay, California, who grew up two miles from Mavericks, one of the most dangerous waves on Earth. He surfed it for the first time at 13, lived with Laird Hamilton and Gabby Reece for six years, and now runs Bigger Than Waves, a project supporting veteran mental health through VETS. What surprised me is how honest Luca is about being scared. He was the cautious kid his mom had to walk down the high dive. He argues fear is intelligence, not weakness. Courage isn't innate; it's built through training, like the pool sessions with Laird that once made him black out. That framing runs through every story he tells, from his first drop at Mavericks with the jagged Boneyard rocks below him to sitting shoulder to shoulder with his childhood heroes in the lineup. We also get into his path away from enlisting in the military, the letter from a special operations friend that changed his direction, and why he believes purpose has to come before performance. You'll learn: [0:00] Introduction [6:04] Big wave surfers aren't fearless, and the only place courage can exist  [10:33] The lore of Mavericks and what makes an 80-foot wave so deadly [23:49] Luca's fallout with his parents after that first Mavericks session, and finding his path forward [37:16] The lesson Laird Hamilton taught him about being faithful in the small things [42:01] Almost enlisting in the military, and how Bigger Than Waves and VETS was born [53:48] What training with Ido Portal and Christian McCaffrey taught him about being a beginner [1:00:39] Navigating social media as a distraction machine while staying on the righteous path Resources Mentioned: Laird Hamilton | Website VETS (Veterans Exploring Treatment Solutions) | Website The Almanack of Naval Ravikant by Eric Jorgenson | Book Inside Maverick's: Portrait of a Monster Wave by Doug Acton | Book In Waves and War | Netflix Find more from Luca: Luca Padua | Instagram | YouTube Bigger Than Waves | Instagram | Website Find more from Ste: Ste Lane | Instagram Radical Health Radio | Instagram | YouTube Heart and Soil Supplements | Website | Instagram | X | YouTube

In a shocking twist, the speaker takes a hard look at the consequences of hiding the truth from students. We're talking about the recent decision by the University of Michigan to stop giving letter grades to first-semester freshmen, opting for a pass or no credit system instead. But is this really about giving students a break, or is it about avoiding the harsh realities of academic performance?The speaker argues that by hiding the truth from students, we're not building their capacity to handle hard things, but rather delaying the inevitable. We're essentially giving them a comfortable letter grade instead of the honest one they deserve. This approach has been tried before, and the results are alarming. In Michigan, 74% of undergraduate grades were in the A range just two years ago, but that number has dropped to 58% in the past decade. Meanwhile, a report from the University of California, San Diego, reveals that a quarter of students in a remedial math class had a 4.0 GPA in high school math.The speaker also draws parallels between this issue and the struggles of the German car industry, which has been undercut by Chinese manufacturers that have learned to build cars faster, cheaper, and with more technology. The lesson is clear: when we hide the truth, we're not helping our students or our industries. We're just delaying the inevitable.If you want to understand the consequences of hiding the truth from students and the implications for our education system, tune in to this episode to hear the speaker's thought-provoking analysis.See omnystudio.com/listener for privacy information.

If you're in a season where you don't fully know what you want but you know exactly what you don't want anymore, this episode is for you. I'm sharing a moment from a trip to California last week that cracked something open for me, a prayer on a cliffside, a voice that came through in a meditation garden, and a message that changed how I've been moving in my business ever since. We're talking about contrast versus clarity, why not wanting to be busy or in boss mode right now is enough of an answer on its own, and how letting that be enough is actually what lets the universe start chiseling out the practical, tangible next steps. This is the piece that ties the last two episodes together.

Eric Stenman of The Barbarians of California joins. Eric talks their AWOLNATION roots, new "Megatons" album, losing drummer Isaac Carptener to Guns N' Roses, opening for GN'R, Duff McKagan in AWOL, and much more! More info: https://www.thebarbariansofcalifornia.com/ https://www.instagram.com/barbariansofca Our website: www.afdpod.com

The host interviews Coach Egypt Glover, a 26-year-old new varsity head coach at Creative Connections Arts Academy in North Highlands, California, who shares his path from growing up in South Central LA in a sports-focused family to playing travel basketball, attending Merced College, and gaining early unpaid experience as a student assistant under coach Bill Russell. After high school he built a box-truck logistics business (now a four-vehicle fleet pursuing a fifth), started a security company serving about 11 sites, and purchased a fourplex with plans for transitional housing. Glover explains how research, commitment, passion, and team-building—crediting his wife Lauryn—drove his entrepreneurship, and how networking led to coaching roles from middle school head coach to varsity assistant to JV head coach. He outlines his coaching philosophy emphasizing fundamentals, defense, buy-in, grades/behavior/practice, calm leadership, and winning on and off the court.00:00 Meet Coach Glover01:15 South Central Roots03:12 High School Turning Point03:57 Entrepreneur Detour06:04 First Coaching Breaks08:03 Middle School Culture Build10:22 Climbing to Varsity13:43 New Head Coach Mission14:47 Business Deep Dive18:01 Trucking to Fleet Growth20:41 Security Company Scaling22:21 Real Estate Wealth Play25:40 Business Mindset Blueprint29:20 Coaching Pay and Purpose31:22 Networking Over Job Boards33:40 High School Sports Boom34:24 Breaking Into Coaching35:38 Defining Coaching Greatness39:53 Head Coach Reality Check41:23 Building Staff and Culture45:40 Receiving Feedback Well49:08 Fall Priorities Fundamentals52:03 Managing Emotions and Refs56:39 Identity and Burn Boats59:47 Changing Minds and Pruning01:02:38 Closing Thanks and Next Steps

On this week's rerun episode of Artist Friendly, Joel Madden is joined by Eyedress. Born in Manila, Eyedress came to the US at five years old, moving through Arizona and California — discovering punk and skate culture along the way — before his family returned to the Philippines when he was 15. After years of self-releasing lo-fi bedroom recordings and slowly building an online following, he broke through with 2020's Let's Skip to the Wedding, which spawned global hits "Jealous" and "Romantic Lover" and eventually led to a deal with RCA. Since then, he's collaborated with artists like Mac DeMarco, King Krule, and Harmony Korine, carving out a sound that's equal parts woozy, nostalgic, and entirely his own. Eyedress and Joel dig into his journey from a rough childhood to building a life and family on his own terms, the anxiety that still follows him even after years of success, and why he believes the biggest leap of faith he ever took was also the best decision he ever made. (0:03) – From Manila to the World Stage(1:17) – Social Media: Real Life vs Curation(2:41) – Meeting Elvia (3:29) – Making Music Without Asking Permission(5:41) – Childhood(6:23) – No Choice But to Grow Up(7:44) – A Fear That Kept Him in Line(12:57) – What You Don't See on Social Media(14:32) – Success Without Buying In(17:38) – Culture Shock(20:51) – The Wake-Up Call(21:43) – 10 Years of Work Before Anyone Noticed(22:13) – First Deal(25:54) – A Father Who Always Believed(30:09) – Battling Doubt, Fear, and Anxiety(31:00) – Imagination as Blessing and Curse(37:19) – Skateboarding to Quiet the Mind(41:00) – Family Over Everything(43:28) – Forgiveness(52:19) – How Skate Culture Shaped His Sound(54:34) – Music as an Escape Route(56:52) – From Nothing to Everything He Dreamed Of(58:37) – Leap of Faith Learn more about your ad choices. Visit megaphone.fm/adchoices

What is a "gooner" and what do they have to do with so-called porn addictions? DB sits down with Dr. Nikky Prause, a clinical scientist and researcher who's written on everything from asexuality to penis size preference to compulsive sexual behavior. And we found her in a pretty interesting way... from a YouTube video that claims to be a look into a real gooner's life and struggles, all revolving around a porn addiction. Dr. Prause was a featured expert -- but what's her side of the story? IN THIS EPISODE: The YouTube video in question, "Inside Gooning: The Internet's Porn Epidemic"; Season 13 episode "Secrets of a Sex Cult: When Pleasure Gets Weaponized with Ellen Huet"; Dr. Prause's Medium article "'Pornography addiction' is not a diagnosis"; more of Dr. Prause's research on the Liberos website; Dr. Prause's research on asexuality on ResearchGate; and our ethical porn recs, Dipsea and Cheex! Not even sponsored, not even affiliate links -- we just love them. ABOUT OUR GUEST: Dr. Prause is a clinical scientist. Her training at Indiana University focused in neuroscience and statistics. She also holds a license in California as a clinical psychologist. Her research focuses on the effects of sexual behaviors on general health. TAKE OUR SMUT QUIZ: Find your page-turning turn-on with our new SMUT QUIZ! In just 5 questions, you'll get right to the good stuff with curated pages, poems, and audios. No slow burn. No fluff. Just pleasure.; Take the quiz here: https://sexedwithdb.fillout.com/smutquiz  ASK AN ANONYMOUS SEX ED QUESTION: Fill out our anonymous form to ask your sex ed question. ABOUT SEX ED WITH DB: Sex Ed with DB is your go-to podcast for smart, science-backed sex education — delivering trusted insights from top experts on sex, sexuality, and pleasure. Empowering, inclusive, and grounded in real science, it's the sex ed you've always wanted. Season 14 of Sex Ed with DB is ALL ABOUT PLEASURE! Solo pleasure. Partnered pleasure. Orgasms. Porn. Queer joy. Kinks, sex toys, fantasies -- you name it. We're here to help you feel more informed, more empowered, and a whole lot more turned on to help YOU have the best sex. GET IN TOUCH: Email: sexedwithdb@gmail.com CONNECT WITH US: Instagram: @sexedwithdbpodcast; TikTok: @sexedwithdb; Threads: @sexedwithdbpodcast; YouTube: Sex Ed with DB; X: @sexedwithdb SEX ED WITH DB SEASON 14 SPONSORS: Uberlube, Magic Wand, Nancy, and Happy V. Get discounts on all of DB's favorite things here! DISCOVER SEX POSITIVE EVENTS IN YOUR CITY: Subscribe to our newsletter for S.E.X I.R.L: your curated monthly list of sex-positive events, spaces, and experiences happening in person across major cities. FOR SEXUAL HEALTH PROFESSIONALS: Check out DB's workshop: "Building A Profitable Online Sexual Health Brand" SEASON 14 TEAM: Creator, Host & Executive Producer: Danielle Bezalel (DB) (she/her); Producer and Growth Marketing Manager: Wil Williams (they/them); Social Media & Communications Manager: Iva Markicevic Daley (she/her) MUSIC: Intro theme music: Hook Sounds; Background music: Bright State by Ketsa; Ad music: Soul Sync by Ketsa, Always Faithful by Ketsa, and Soul Epic by Ketsa.; Thank you Ketsa!

Are there any healthy franchises anymore in Hollywood other than Spider-Man? Plus loads of news as David Ellison goes nuclear and threatens to move Paramount out of California over the stalled WB merger. Hilarity ensues! 0:00 Intro 5:08 Hope Trailer Reaction 8:22 Jeffrey Dean Morgan on Snyderverse Future 14:54 The End of Oak Street Ending 21:40 All Your Franchises are Dead 26:50 New James Bond "Exciting and Different" 33:04 ‘One Night Only' Director Will Gluck Cut Out ‘So Much Nudity' Because People Dislike Sex on Screen 39:56 David Ellison Threatens to Move Paramount Out of California 53:58 Chat Comments 59:44 Matt Damon, Josh Brolin Speak Frankly on Hollywood Realities 1:10:14 Chat Comments 1:13:47 Outro Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of the Award-winning PRS Journal Club Podcast, 2026 Resident Ambassadors to the PRS Editorial Board – Drs. Lucas Harrison, Christopher Kalmar, and Priyanka Naidu- and special guest, Dr. Vikram Mookerjee, discuss the following articles from the August 2026 issue:   "The Face Lift: An Algorithm for Producing Consistently Superior Results" by Sundine.   Read the article for FREE: https://bit.ly/facelift-algorithm   Explore the articles discussed in this podcast as well as free related content: https://bit.ly/JCAug26Collection   Dr. Vikram Mookerjee is a Yale-trained, fellowship-trained plastic surgeon practicing in Beverly Hills and Rancho Mirage, California. He specializes in aesthetic and reconstructive surgery of the face, breast, and body, with a particular focus on facial rejuvenation and facial reconstruction.   Originally from Pittsburgh, Dr. Mookerjee completed his undergraduate and medical education through Boston University's accelerated seven-year B.A./M.D. program before completing plastic surgery residency at Yale University and fellowship training with The Aesthetic Surgery Fellowship of Los Angeles. During his training, he received the Young Investigator Award for his research on wound healing mechanisms, as well as the Yale Plastic Surgery Scholastic Award for achieving the highest In-Service Examination score in his residency program.   Dr. Mookerjee serves as a Next Generation Editor on the Editorial Board of the Aesthetic Surgery Journal and has authored numerous peer-reviewed publications in aesthetic and reconstructive plastic surgery.   The views expressed by hosts and guests are their own and do not necessarily reflect the official policies or positions of ASPS.

Alpha Warrior and Josh Reid come in energized this week, breaking down why a national emergency around election integrity looks more likely by the day and what that could mean heading into the midterms. They dig into Todd Blanche officially stepping into the Attorney General role, why that confirmation unlocks new subpoena power, and how new investigations into California and Minnesota ballot activity fit into the bigger picture. Expect talk of communications theories tied to a certain phrase making the rounds at the highest levels, some fun speculation about a wild NASA rumor involving planetary alignment, and the usual mix of pattern recognition and government watchdog talk. Add in listener shoutouts, sponsor segments, and the guys riffing off each other as always, and you have another fully loaded Tuesday night on DEFCON ZERQ.

Evan Hayes is an Academy Award-, BAFTA-, and Emmy-winning film producer whose nearly three-decade career has included major studio films and acclaimed documentaries, with credits on projects such as Everest, Burn After Reading, and Les Misérables. He reached the pinnacle of his career producing Free Solo, which won the 2019 Oscar for Best Documentary Feature, and has since continued producing both documentary and scripted projects. Check out his newest documentary Learning To Fly, in theaters and out on VOD on August 21st! IN THE NEWS: Nearly 100-year-old church crumbles as deadly 7.4-magnitude earthquake rocks Colombia, AOC goes viral injecting herself at 36 so she can freeze her eggs (we've got the reactions), Civil war breaks out in rich, white California town as activists from crime-plagued neighboring city demand it's ‘canceled', 6 Georgia police employees terminated for using Flock cameras to stalk people.GET IT ON! FOR MORE WITH EVAN HAYES:DOCUMENTARY: Learning To FlyIn Theaters August 21st and VODFOR MORE WITH RUDY PAVICH:WEBSITE: RudyPavichComedy.comINSTAGRAM: @ Rudy_Pavich PUNCH UP LIVE: https://punchup.live/rudypavichLIVE SHOWS: August 20 - Albuquerque, NMAugust 21 - Albuquerque, NM (2 Shows)August 22 - Tucson, AZThank you for supporting our sponsors:TakeUltra.com CODE: Carolla oreillyauto.com/adam Quince.com/ACSPluto.tvPodcastOneSimpliSafe.com/ADAMThe First 48See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Kellan Lutz (Twilight, The Legend of Hercules) joins us this week for an unexpectedly deep and disarming conversation about leaving California for Tennessee, the intensive couples therapy that cracked open a childhood he had completely blacked out, and the post Twilight pressure that made him lose his secret sauce while chasing roles like Captain America and Thor. Kellan opens up about the rowboat analogy that changed his marriage, the Jeff Bridges advice he carried with him from his very first movie, and why he walked around doing press in a fake Hercules accent for months. Thank you to our sponsors: ❤️ This episode is sponsored by BetterHelp. Give online therapy a try at https://betterhelp.com/inside and get on your way to being your best self

Angelina Jolie's angry at Brad Pitt again, Donald Trump: Coward or Bond, DiJonai Carrington's White Privilege explanation, Brooks Nader flashes her dad, 10 years of Harry & Meghan. PLUS - WATP Karl with Brendan Schaub lies, the breakup of Jennie Garth & Tori Spelling, and Woke Dad lessons. Sports Part 1: JJ McCarthy has lost his job to Kyler Murray. Mike Vrabel dances around the tough questions related to Diana Russini. Michael Irvin's family are a bunch of leaches. RIP Robert Traylor. Aubrey Plaza popped out a baby. Tupac Shakur's death is so old that nobody even cares about his murder trial. Erika Eleniak is the latest washed up celebrity to join OnlyFans. Marc recommends started "MoldyFans" for these broke fallen stars. Brooks Nader goes topless with her family and shows her dad those great mammaries. The mob must have roughed up Frankie Valli as he's spotted looking frail in California. He'll hopefully be back on stage on no time. John Gotti's grandson, Carmine Agnello, failed to give his mother a kidney and is finally headed to prison. DiJonai Carrington says that whole 'White Privilege' post was out of context. Emmanuel Acho is not buying her bull. Angelina Jolie totally knew Brad Pitt was heading back to the bottle and wants everyone to know she "told you so". Karl from WATP joins the show to introduce the audience to Jerry Banfield, rip TFATK Brendan Schaub's Scrub Daddy commercial, share incredibly sad news about the 90210MG podcast (with a special appearance by Boring Austin Green), grace us with new Woke Dad lessons and more. Where has Po5's Lacey Chabert been? We're celebrating 10 years of Harry and Meghan. As predicted, Meghan's Cookie Queens BOMBS and loses to random cat videos. David Ellison threatens to move Paramount out of California. Donald Trump snuck out of Air Force One in a catering cart in precaution of an alleged Iranian assassination plot. Luigi Mangione wants his trial on TV. #FreeLuigi losers are getting prime seats.  Sports Part 2: Marcellus Wiley has his domestic violence charges dropped. ESPN's Matt Miller has been charged following his car crash. Chris Berman is sparking concern after signing autographs. He loves him some of those 222's. Kate Beckinsale deleted her social media posts because she didn't like the comments. Breaking News: We jump in on a live police chase. BE FREE! Jamie Fox is photographed being fat. Anna Faris is re-igniting fan concern over her appearance. Merch is available if you want to rep the show. Word of mouth, brah. If you'd like to help support the show… consider subscribing to our YouTube Channel, Facebook, Instagram and Twitter (Drew Lane, Marc Fellhauer, Trudi Daniels, Jim Bentley, BranDon, and Roberto).

Before Alexa and Siri, there was ELIZA. The first chatbot ever was the creation of a man named Joseph Weizenbaum, who built the bot almost as a magic trick — and then couldn't believe how many people fell for it. David Berry and Mark Marino, two members of a team dedicated to restoring and understanding ELIZA, explain how Weizenbaum created the virtual conversant, why he came to regret it, and what ELIZA can teach us about life in the AI age. Further reading: Why your Amazon order confirmation emails have become so unhelpful David Ellison's ready to pull Paramount out of California What to expect from Google's 2026 Pixel hardware launch event The ELIZA Archaeology Project Inventing ELIZA: How the First Chatbot Shaped the Future of AI From Eliza to ChatGPT: the 60-year history of chatbots Subscribe to The Verge for unlimited access to theverge.com, subscriber-exclusive newsletters, and our ad-free podcast feed. We love hearing from you! Email your questions and thoughts to vergecast@theverge.com or call us at 866-VERGE11. Learn more about your ad choices. Visit podcastchoices.com/adchoices

P.M. Edition for Aug. 11. President Trump didn't fly out of Turkey in his new Air Force One last month, instead using an elaborate decoy operation. WSJ chief political correspondent Josh Dawsey runs through the new details about how and why that happened. Plus, the University of Michigan says it will drop first-semester grades for freshmen next school year. Doug Belkin, who covers higher education for the Journal, discusses how it will work and why the university made this decision. And some of the top officials in global soccer are calling for FIFA president Gianni Infantino to resign. We hear from WSJ sports editor Joshua Robinson about what the drama could mean for future competitions. Alex Ossola hosts. Sign up for the WSJ's free What's News newsletter. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of the Decoding TV podcast, David and Patrick discuss what's going on in the world of TV, then dive into the Hulu original series Furious and continue their Dark Matter season 1 rewatch.How much do we think Netflix paid Rockstar to broadcast a videogame commercial? Will Disney Verts ever be a thing? And will David Ellison actually move Paramount out of California? Listen to hear us discuss all of these topics and more.Homework for next week:Lanterns (HBO Max)Dark Matter Rewatch: Season 1 Episode 9 (Apple TV)Shownotes (All timestamps are approximate):03:30 - Show of the WeekFurious (Hulu)21:55 - TV NewsGTA 6 to debut extended look on Netflix and YouTube August 27Disney and tiktok strike content-sharing dealEllison threatens to move out of CaliforniaRegal and AMC back the Paramount mergerDavid Ellison promises movie theaters that he'll release 30 movies per year45:00 - Dark MatterEpisode 8 - JupiterLinks:Thanks to Michael J Johnson for our Show of the Week and Patrick Finishes the Damn Show audio bumpersListen to Patrick's videogame podcast, Remap RadioSubscribe to Patrick's newsletter, CrossplaySubscribe to this podcast on YouTubeFollow this podcast on InstagramFollow this podcast on TiktokSubscribe to David's free newsletter, Decoding EverythingFollow David on InstagramFollow David on Tiktok Hosted on Acast. See acast.com/privacy for more information.

Consulting: missingpersonsconsulting.com On this episode, Ed takes a look at the often-covered Elaine Park, he analyzes the famous disappearance of Jimmy Hoffa, Ed tries to explain a mystery in California, and he covers a bunch of other stuff including . . . the Soprano's. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The San Andreas fault in California should produce a sizeable earthquake about every 150 years and it's starting to worry some that it hasn't. Rong-Gong Lin II joins host Krys Boyd to discuss what has scientists on edge about a massive fault line that hasn't had an earthquake in more than a century. Learn about your ad choices: dovetail.prx.org/ad-choices

Los Angeles resident Kamala Harris visited New Orleans to celebrate the charter schools she condemns at home -- and to encourage schoolkids to fight Republicans. Gavin Newsom swerves out of his “moderate” lane and endorses Abdul El-Sayed in the Michigan Senate race. This week in California history: Richard Nixon resigns, Buck Owens is born, and a San Francisco trans activist who sought political asylum in the Netherlands discovers there's no place like home. Music by Metalachi. Email Us:dbahnsen@thebahnsengroup.comwill@calpolicycenter.org Follow Us:@DavidBahnsen@WillSwaim@TheRadioFreeCA Show Notes: David on Capital Record: The Common Good, Pornography, Gambling, and You Will on NPR's Left, Right & Center: The ‘Socialist' Brand Helps Some Democrats…For Now New Orleans students get advice from Kamala Harris at back-to-school rally How New Orleans Turned Around Its Failing Schools Congratulations @AbdulElSayed  Sacramento judge sides with Attorney General Rob Bonta in Prop 39 ballot title lawsuit California's Medi-Cal has a bad case of fraud — and there's only one cure Medicaid Expansion's Growing Improper Enrollment Crisis Have an idea to fix San Francisco? You could win $50 million San Francisco dad questioned by park rangers for teaching his own kids tennis at public court Civil war breaks out in rich, white California town as activists from crime-plagued neighboring city demand it's ‘canceled' Transgender American who fled US admits it was ‘the dumbest thing,' returns home from European asylum center Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

You know screens and social media can be risky for your kid. But do you know exactly what harm looks like… and what actually protects them from it? Dr. Lisa Damour revisits her conversation with Dr. Nadine Burke Harris, pioneering pediatrician, author, and California's first Surgeon General, recorded live at the Common Sense Summit on Kids and Families. A globally recognized expert on Adverse Childhood Experiences and toxic stress, Dr. Burke Harris has spent her career studying what harms children and what heals them. Her answer to the screen time crisis might surprise you: the most powerful protection isn't stricter screen time rules; it's your relationship with your child.

A growing number of people claim being “test blind” to applicants' SAT scores is lowering standards at the University of California. Math Professor Zvezda Stankova is among the academics calling for SATs to be re-introduced to the admissions process.Jane Street intern applications (episode sponsor): https://jane-st.co/internships2027-NumberphilePodHere's the Open Letter signed by over 3000 people at UC (including five Nobel laureates, they are keen to point out): https://ucstudentsuccess.org/

This New York Times editorial gave the issue extra prominence: https://www.nytimes.com/2026/07/06/opinion/university-california-sat-testing-admissions.htmlThis LA Times comment pieces argues against re-introducing SATs to the process: https://www.latimes.com/california/story/2026-07-08/chabria-column-uc-sat-act-admissionsNumberphile videos with Zvezda: https://www.youtube.com/playlist?list=PLt5AfwLFPxWIbAPK1oJgRIpe0sWiPKkQ4Numberphile Podcast interview with Zvezda about her life and career: https://www.youtube.com/watch?v=uGbASf6W7SENumberphile is supported by Jane Street - https://www.numberphile.com/jane-streetWith thanks to the Ben Delo Foundation - https://delo.org/You can support Numberphile on Patreon - https://www.patreon.com/numberphileHere are our Patrons - https://www.numberphile.com/patronsNumberphile is created by Brady Haran

Schedule a Free Financial Assessment with an experienced professional:https://bit.ly/YMYWassessCToday on Your Money, Your Wealth® podcast number 594, Joe Anderson, CFP® and Big Al Clopine, CPA spitball retirement planning for high net worth couples: Gary in Pennsylvania is 54 with $10 million, and get this, he still can't decide whether he can walk away or if he needs to grind out a few more years. What is up with that? But before we get to Gary, Frida and Diego are 54 and 52 in California with $5.3 million, itching to start their go-go years. Can they both retire right now? And is $200,000 a year of spending pushing it? Stanley and Stella in New York have a pension decision to make. Choosing the wrong option could leave one of them exposed for life. Free Financial Resources in This Episode: https://bit.ly/ymyw-594 (full show notes & episode transcript)9th Annual YMYW Podcast Survey (password ymyw):https://www.surveymonkey.com/r/ymywpodcast2026Withdrawal Strategy Guide - free download:https://purefinancial.com/white-papers/withdrawal-strategy-guide/?utm_source=captivate&utm_medium=podcast&utm_campaign=whitepaper-withdrawal-strategy-guide&utm_content=ymyw-pod-ep594-description-whitepaperRetirement Spending: How Much is Too Much? - YMYW TV:https://purefinancial.com/ymyw/episodes/retirement-spending-how-much-is-too-much/?utm_source=captivate&utm_medium=podcast&utm_campaign=ymyw-tv&utm_content=ymyw-pod-ep594-description-tv-s12e02Financial Blueprint (free, self-guided):https://bit.ly/YMYWblueprintCREQUEST your Retirement Spitball Analysis:https://bit.ly/YMYWaskCDOWNLOAD more free guides:https://bit.ly/YMYWguidesCREAD financial blogs:https://bit.ly/YMYWblogCWATCH educational videos:https://bit.ly/YMYWvidsCSUBSCRIBE to the YMYW Newsletter:https://bit.ly/YMYWnewsletterCConnect With Us:Subscribe on YouTube and join the conversation in the comments:https://bit.ly/YMYW-YTSubscribe or follow YMYW in your favorite podcast app:https://lnk.to/ymywLeave your honest reviews and ratings in Apple Podcasts:https://podcasts.apple.com/us/podcast/your-money-your-wealth/id312900254Chapters: 00:00 - Intro: This Week on the YMYW Podcast 00:56 - 54 and 52 with $5.3M. Can We Both Retire Now? (Frida & Diego, CA) 18:13 - Which Pension Option Protects Us Both? (Stanley & Stella, NY) 30:23 - Should We Retire at 54 with $10 Million? (Gary, PA) 40:51 - Outro: Next Week on the YMYW Podcast 42:14 - The Derails: Frida & Diego, Tesla, Kir Royale, Streetcar and Brando, Joe's pool remodel

This episode is all about eyes on fall/winter 2026. Tiff and Pam discuss what's top of mind for practices as they look to the final stretch of the year, including stepping up on re-care and reactivation, how to talk about it with patients, and how to make sure it's incorporated into your practice. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Tiffanie (00:01) Hello, Dental A Team Podcast Listeners. I am so excited to be here with you today. I always am. I literally love doing this with you guys. and I more than that, I love doing this with our consulting team. And I have very, very special women on as our consultant guest today. I have Miss Pam with us today, and you guys have actually not heard from her yet, even though she's been here with us behind the scenes for a little while.   Getting these podcasts like scheduled and in the system and all of those pieces takes a little bit of time sometimes. And Pam is a prized, prized possession in our consulting department. And I am so excited for you guys to meet her. If you work with her already, you are very excited to hear her on the podcast today. I know there's a few of you who are avid listeners who work directly one-on-one with Pam. so I'm excited for you guys to hear from her today.   Pam, I've got you here. We've got the listeners and I'm just so excited to be here with you this morning. You did some prep. I appreciate that. I love the questions and making sure we're ready to go. you prep way more than I do and I value that and you push me to do the same thing. So Pam, thank you for being here. How are you today?   Pamela (01:12) Hi, Tiff. I am doing fantastic. I'm super excited to be here.   Tiffanie (01:17) Good. And you're here in Phoenix as well. We always say we are just so hot and I think we had some rain the other night and I thought by by rain I mean I got some light sprinkles in the backyard and I thought, gosh, this might cool us down and I mean it did, but it was still like a hundred and five at eight PM last night. So how is it you're like forty five minutes ish from me, how is it on your side of Phoenix?   Pamela (01:45) Yeah, we did not get much rain like you. We got like the little pitter patter, but it no, it hasn't rained. I think the storms just go around us. I don't know what's going   Tiffanie (01:55) I think so.   Pamela (01:56) on, but it just makes it humid, so we know what the   Tiffanie (01:59) Yeah.   Pamela (01:59) east coast feels like when there's a little bit of rainstorm coming, but yeah, nothing nothing like the east coast, the humidity, but we do get a little bit.   Tiffanie (02:10) I agree. I always when I travel and and I tell people where I'm from and Pam, I'm sure you have and will continue to experience this as well. When I say I'm from Arizona, everybody goes, my gosh, how do you do that summer? And I always say, Listen, there's a season for everything and everyone, and I don't have to shovel snow, and I love that. And I would take this hundred and twenty degree summer for two months over shoveling snow any day of the week. And Pam, you've done both.   Pamela (02:40) I I have originally I'm from California, so when I moved to Utah to go to college, yes, I experienced shoveling snow and then I raised my kids there. And to be really honest, that's the reason why I moved to Arizona. I couldn't   Tiffanie (02:53) Yeah.   Pamela (02:54) get out of my driveway a couple of times and I'm like, nope, not doing this.   Tiffanie (02:58) No, thank you.   Pamela (02:59) So yes, I agree. I would take the two months of the heat and jump in the pool.   Tiffanie (03:04) Yes, my fiance says the same thing. He had he says that there were multiple times he lived up in Lake Zend, Oregon area. He said there were so many times that he had to shovel out and shovel back in in the same day and he was done and moved to Arizona. So we like to say we don't have a lot of natural disasters or issues here. We just have the heat during the summer. So here we are. I   Pamela (03:26) That's right. Yeah.   Tiffanie (03:27) love it. Well, speaking of seasonalities, I think   Something that's really fun about dentistry is that there's seasonalities in that as well. Everything runs on a cycle, and we like to talk about those cycles within our consulting and Dental A Team runs off of a few different cycles ourselves. And one of those systems, systematic cycles, I shall say, is scheduling and walking into the fall slash winter. The fall slash winter in dentistry is like a mixed bag. I feel like a few years ago.   Everybody was, you know, prepping for September is what we like to call it. And then prepping for October to December to be chaotic and crazy. And then I I really saw a shift within that after COVID. I think the COVID shutdowns were about six months from September, October. And so it shifted and changed quite a bit within that. But we do still see that scheduling really needs to be a high priority in this time period.   And I truly believe with everything I have, whatever we can prep and plan for and take the guesswork out, kind of control what we can and let the rest happen around us and then you know, control what we can within that is the best avenue to take. So making sure that we're looking ahead at things and really taking in those killer systems that can really depict how your fall and winter are gonna go are are gonna be massive. So I wanted to take the listeners here, Pam through a couple of systems and   And again, this is kind of that seasonality. So we chunk it down and we we see every month or every quarter kind of seeing what does that focus need to be within Dental A Team. This is something that we believe is a heavy focus at this time period in this season. So with that, Pam, I really want you to chat through with me Dental A Team systems for sure, but Pam, you've been a consultant and you've been in dentistry for a while, and you've got tips and tricks and tools.   that you brought to our company as well as to the clients that you've served over the years. So I want to pick your brain and speak to obviously Dental A Team systems, but really pick your brain and and kind of see what are some things that you've done in practice, what are things that you're doing with your practices as you're consulting them to prep and plan for this. And one of those spaces and something that's been coming up with a lot of my clients is that recare and reactivation. I know in dentistry and you probably remember this, Pam, I remember this from   years and years and years ago, everything was about new patients. And it was like, how many new patients can we get? How can we get them? Spend on marketing, get the new patients, get the new patients. And there wasn't a lot of focus, I don't think, on the other side of it. So keeping the new patients for sure was never a thought, right? It was just get more. And then the recare piece was kind of an afterthought. It was like, well if the schedule's falling apart and we don't have new patients, then we call on recare. And that mindset   really did a disservice because if we're not taking care of the people that are coming, like what are we really doing? And I think it gave a little bit of a foothold for things like DSOs to step in and really take over, but we're trying to shift that and practices are shifting that model. And hygienists especially are always really concerned now about what's happening with my patient I've already spent so much time with.   So when it comes to recare and reactivation, we'll focus recare first. Pam, what are some things that you hammer in with practices to make sure that that recare is happening, whether it's a new patient or a patient they've had for 15 years?   Pamela (07:05) Yeah, great question, Tiff. And I I do feel like I've seen that same shift as well.   Tiffanie (07:10) Yeah.   Pamela (07:11) So I I think that recare percentage is such a big deal because it does tell us are we bleeding out the back? Are we losing patients that were right in front of us and we could have scheduled them right then? That is the most effective and efficient way to do that. I I tell hygienists give the patient   A reason to return. Like notice an area that tells that says, hey, I'm well, I'm looking at this area. Your upper right is having a little inflammation and some, you know, I got just a little bleeding, not anything to worry about, but I'm gonna note that and write it down in your notes so they see you noting it, right? And   Tiffanie (07:56) Yeah.   Pamela (07:56) that you will come back to say to them, I'm I'm really excited to see you in six months. And when you come back, we're gonna check.   check on this and and just you do a great job with your home care. Just do a little extra on that upper right side and we'll see what you can do at home.   Tiffanie (08:15) I love that because you're really   focusing in on them being seen, you know, and the value of the cleaning. I think we oftentimes say, you know, let's get you scheduled for your next cleaning. And it's like, well, I schedule my next carpet cleaning when it's needed. And I know you're really heavy on the verbiage and the way that we speak about it as well. And and us as a company, we use things like you guys have heard of NDTR.   the handoff and the reason that the recare is in there is because we want to put the value on the appointment and not just that routine cleaning. So setting that up where it's like, hey, we saw this, we're gonna check on this when you're when you come back in and then you look at your dose and you do it really sets the value for the personalization, the relationship, and it changes the script on the value of the quote unquote cleaning. What is it I'm trying to remember as I'm speaking palm and I'm not it's not coming to me.   What is it that you there's something that you change and I can't remember what it is or you you coach practices through how to speak to scheduling that recare appointment and I can't I can't think of what it is. What is it?   Pamela (09:24) Yeah, yeah,   no, I know exactly what you're talking about. So I I teach teams to say something like, you know, we consider this a confirmed appointment as a courtesy. We will always send you text reminders by email, you know, let's make sure, let's go up front. You said you didn't get one last time, let's make sure we have the right phone number on on file and   If you happen to have a change in your schedule, please let us know 48 hours in advance. And that way we can get you back in. But I really want to check on that one area so that you go back to that reason to return as you're doing that handoff. But I like saying that it is, we already consider this confirmed.   As a courtesy, we are just going to send you those reminders. So it's an easy   Tiffanie (10:14) Yeah.   Pamela (10:15) way to kind of also inform and remind your patients about your cancellation, or we don't say cancellation, right? About your about your   Tiffanie (10:24) Yeah. Confirmation process. Yeah.   Pamela (10:27) exactly. Yeah.   Tiffanie (10:28) Yeah. Yeah. I love that. And what you did there too is they're scheduling in the back office then. So it sounds   Pamela (10:33) Yes.   Tiffanie (10:34) like you've got hygiene scheduling their next recare, which I think allows for that personalization again and that like importance that's being placed on it. Not to say that other appointments aren't important, but they're coming up quicker. And so when the when you're tied to the hygienist and that is the person you're coming to see, I mean, we've all experienced where   a patient, you know, gets switched to a different hygienist or the hygienist maybe moves out of state and they're no longer seeing that hygienist. They're like, wait, where's Joanna? Like I've been seeing Joanna forever and they're a patient of the practice, but they get attached. My fiance's very attached to Amy at his place. Like I've never even met her and I know I know about her because he's very attached to her. The kids are attached to her. And that places value on the appointment and makes it more difficult for us to cancel it.   Now recare is phenomenal, tracking that, making sure that there's like in the background, there's constantly recare efforts going on. So we're making phone calls, we're sending out the emails, coming up due, do now, past due reminders, all of those pieces are always happening. Pam, something that I struggle with. practices. If you're busy, what tends to happen is we're like, well, we can't if I can't fit   appointments in my hygiene schedule. So I'm not going to call on them because then I'm just disappointing patients. The likelihood of them answering is very slim. And so when you reduce your outgoing efforts, now you need the schedule full and you're just igniting those efforts. You're not going to see a result for probably 30 to 45 days realistically, because it takes like four to seven times your effort to get that return back in. So I beg of you   Please make sure no matter how busy your schedule is, you're always doing recare efforts to help you keep that schedule busy. Something that I love to do with my practices, Pam, I think we all do, is really, really, really capitalize on the patient base that they have, not just active patient base. But there's some some practices have been around. I've got one that's been around for like 30 years. It was his grandfather's, it was his dad's, now it's his.   And they've got like 19,000 patients in their database and like six thousand active patients for three doctors, right? So I'm like, you guys have thirteen thousand patients that haven't been touched. And I'm not saying everybody's got thirteen thousand, but everybody has inactive patients. Every month patients go inactive. That's your attrition rate. Every month patients are sliding out the back door, like Pam talked about, and we're focused on new patients. You got 24 new patients, but you lost five.   You only have nineteen patients added to your patient base. So those five patients, when are they being touched on? So that reactivation program or campaign, I really have them focus, Pam, on those patients who are not active in the practice and just getting touch points onto them like emails. You can do phone calls too, but really making sure we're hitting those people who have an established relationship, just maybe haven't come in, they forgot. What do you what do you do?   Pamela (13:43) Yeah, no, I I love that and I think that's really true. I think sometimes in dentistry we think we haven't seen them in 18 months, they've forgotten about us,   Tiffanie (13:52) Yeah.   Pamela (13:53) but I don't think so. I think that they still think, that's my dentist. And   Tiffanie (13:58) I agree.   Pamela (13:59) right when they even if it's been two years and they haven't been in, you know, people may not be as conscientious about coming every six months. That's okay, but we still want to reach out to them and whether that's by email, whether   It's you're making you know a big email campaign to reactivate those patients, or it's a texting program, right? That you have. I think you know, look for those patients that haven't had an exam and reach   Tiffanie (14:27) Mm.   Pamela (14:27) out for those patients just to get them back in. And like you said, it takes some time to do, but when they are prompted, I think, and they know that you care, they're more likely to just give you a call. And in this day and age, I've   believe a hundred percent what you said people are not picking up their phone right yeah so it's yeah I might pick it up either I don't pick it up either unless I recognize the number so   Tiffanie (14:47) Yeah. Yeah. I'm not. I no ain't nobody got time for that. No. Yes.   And I'm ready to talk to them. I still have to be ready to talk to them. I have to be in a space. I have to be in a mindset. I have to be ready to engage in whatever this conversation is that's about to come. So even if I recognize the number, I'm like, I don't really have the space for it right now. So I will call you back. And then six months goes by and I'm like, wow, I never did that.   Like I never I never finished that. So then two years goes by, right? I have a friend that was we were messaging on Instagram just last night about her wedding and our wedding coming up and all of these pieces. And she's like, I can't believe how big Brody is. And we realized my son is 18. We have not seen each other in person since he was a baby. She lives three hours from me. Like we put that together and I was like, gosh, but the reality is it didn't feel that long. It felt like   It was just the other day because we have this this social media connection, right? She's in front of me. And so it felt different. And so when we're in front of the people, even our email correspondences, things like that, if we're in front of them, that time passes differently. It doesn't feel as long into your point, Pam. With all of those correspondence continuing to go, you still feel like that's my dentist, right? That's my practice, like that's who I'm going to go to.   when I'm ready and how many patients have we answered the phone for and they're like, my gosh, I can't believe it's been two years since I've been there. I'm like, time really does fly. so the reactivation campaigns are huge. And to me, I think of those patients almost like new patients, right? Because they haven't been seen. And so they they need a full workup. They need all of the pieces. You didn't spend any money to get them.   And their appointments are easier because they already have a relationship with the practice. So it's way less work, time, and money to reactivate people than it is to continue to search for new patients. Let the new patients come in, let the new patient flow be there, and reactivate patients simultaneously.   Pamela (16:59) Yeah, a absolutely. And I I love your point that it's just it's should be part of our processes. It should be part   Tiffanie (17:05) Okay.   Pamela (17:06) of our systems. And you know, if we tend to let that go, we're letting a huge opportunity just pass us by. And just if we focus only on those eighteen months patients, you know, we're doing a huge disservice truly to our   Tiffanie (17:20) Absolutely.   Pamela (17:21) patients. And I I think it's really wise to keep that going. you know, whether that like   you like we said an email campaign or a texting campaign and just put it on a system so you know whatever that is tackle it by you know x amount of patients per day per week however you're gonna do it just systemize systematize it so that you are continuing to hit those patients reach out   Tiffanie (17:49) Yep, I   have a practice I talked to about this last week and she was like, Well, do we do this every month? And I'm like, actually, you're gonna do it twice a month. And you're gonna have one that's 18 to 24, and then you're gonna have one that's 24 plus, and they're gonna go twice a month because every day someone new falls into one of those categories. And so no matter what, you're hitting them multiple times in the foreseeable future, and eventually they're either gonna call back and say, Hey, we moved out of state.   Or they're gonna call back and say, Thank you so much for sending fifteen emails. You finally got my attention and I'm scheduling this appointment.   Pamela (18:23) Yeah, and and that's a really good point, Tiff. Like being conscientious and really aware of when you are deciding to delete a patient, right?   Tiffanie (18:36) Yeah.   Pamela (18:36) I think there needs to be some actual communication and that you've talked to that patient and they say, Yes, I have moved, and you don't know what happened. They could have said they were gonna move and they didn't, you know. So and then we just delete them out of our system, and I I don't think that's   right thing. I think we need to be really aware and have have a system built in. If you have talked to the patient and they told you that they have moved, then okay, I get that. But we don't just go deleting patients willy-nilly.   Tiffanie (19:10) I totally agree. I totally agree. And even I have doctors that are like, well, I just purchased this practice, right? So like I need new patients. And I'm like, my gosh, phenomenal. Everyone who's ever been in that practice is a new patient to you. You've already paid for them. So let's get as much as we can out of that before paying for more new patients.   Pamela (19:30) Absolutely. And I have several practices like that right now that have just purchased in the last two years. And I remind them of that constantly because they, you   Tiffanie (19:39) Yep.   Pamela (19:39) know, and and right we hear this all the time in dentistry. I need more new patients. I need you have a gold mine sitting there. And so   Tiffanie (19:48) Yeah.   Pamela (19:48) go go mining. Go get them. They're   Tiffanie (19:50) Yes.   Pamela (19:51) yours.   Tiffanie (19:52) Yes. I agree. I agree. And when they say the team says, I don't have time, great, let's strategize and let's find the time. And like you said, Pam, like so many things can be automated right now. And I think everyone prefers the automation at this point. It's not I think in twenty eighteen to like twenty twenty two we were really still fighting that automation piece. But now it's twenty twenty six at the time of recording this and we are we are ready for it. Just allow to use it. Yeah.   Pamela (20:19) I I agree a hundred percent. Like we can do more in the dental let's not stay back in those ages. Let's move forward to, you know, with   Tiffanie (20:27) Yes.   Pamela (20:28) the times. And I it just makes life easier anyway because people are oriented that way now. So   Tiffanie (20:31) Yeah. I agree.   Pamela (20:34) yeah, so I think great point. Love it.   Tiffanie (20:36) Always impressed me how dentistry can be so forward thinking and have so much tech in the back office, right? We've got C B C T scans that were never there when I was physically in office. We've got all these scanners, we we're making crowns in office, they're making dentures, they're painting dentures and doing this in office and blowing my mind. But we still have paper charts in some offices. Like I can't   I can't understand, my brain can't understand the difference, the stark difference in the back office versus front office, like forward thinking and and movement there, the advances.   Pamela (21:13) Yeah.   I I could not agree more and you know   Sometimes we have people that are just sort of stuck in doing that   Tiffanie (21:20) Okay.   Pamela (21:21) and that that's okay. But embrace it because I I'm gonna tell you it will make your job so much easier to embrace that   Tiffanie (21:28) I do.   Pamela (21:29) technology. And I think the front office is more difficult to move to that direction. You know, when I go in an office and I see them handing the patient a paper chart, I'm like, okay, well, and and that is applicable in a lot of areas. Okay, in some places, I get that, but   And you know, digital is the way of the future. We need to catch up. And once you make that switch, you will go, my gosh, this is amazing. It's so awesome.   Tiffanie (21:59) I agree.   I totally agree with you. Yeah, I love it. Well, I think those are two incredible systems that really truly help build a profitable schedule and help prep for if you're gonna have a September, have a September, but also it helps prep you for even the busy period. It just keeps it consistent. And when you can build that consistency into anything in life, it becomes less chaotic, especially when you can build the consistency back into your schedule, whether it's hygiene.   or doctor side, these patients have to come in somewhere and they will all be caught within a recare system andor a reactivation system. So Pam, this was incredible. I I knew it was going to be amazing. I knew it was going to be very easy. Thank you for your time today and everyone, all of all of our listeners here today, if you're interested in these, obviously reach out. If you don't have them in place or you're like, gosh, maybe you guys have something that's a little bit different.   Reach out Hello@TheDentalATeam.com. We're always happy to share as much information as we possibly can. You can also go to hello, nope, to TheDentalATeam.com No, hello. You can go to TheDentalATeam.com and you can always schedule a call with us to chat about any of these pieces. Hello@TheDentalATeam.com, TheDentalATeam.com. And as always, leave us a five-star review so that we know that you loved and enjoyed this. Pam, thank you so much for your time today.   I know we had to reschedule this as well. Thank you for being flexible with my schedule. you are an incredible consultant and you are so valued on our team. And I cannot wait for all of the listeners to hear this. So Pam, thank you.   Pamela (23:34) Thank you, Tiff, it was a pleasure.   Tiffanie (23:37) Of course, of course. All right, listeners. if you are driving, go sit down somewhere, listen back to this, take some notes, reach out to us, hello at the dunalytime.com, and as always, have an amazing day. We'll catch you next time.

— Why do we keep repeating the same painful relationship patterns, even when we desperately want things to be different? Why do some people fear abandonment, while others pull away when relationships become too close? And how much of our ability to love, trust, and feel emotionally safe is shaped by the experiences we had long before we entered our first romantic relationship? Attachment theory suggests that our earliest relationships create a blueprint for how we connect with others throughout life. These unconscious patterns can influence everything from our communication style and conflict resolution to our sense of self-worth, emotional security, and capacity for intimacy. The encouraging news is that these patterns are not fixed. With awareness, compassion, and intentional effort, it is possible to heal old wounds, develop greater emotional resilience, and create relationships built on trust, safety, and genuine connectionIn today's conversation, we'll explore the fascinating world of attachment styles, how they shape our inner lives and relationships, why so many of us get stuck in predictable cycles of conflict and disconnection, and what it takes to move toward more secure, healthy, and fulfilling connections—with others and with ourselves. Because at the heart of every human being is a desire to feel seen, understood, accepted, and loved. Valeria interviews  Marc Cameron — He is the author of  "Understanding Your Attachment Style: The Path to Overcoming Unhelpful Patterns and Building Healthy, Secure Relationships." Marc Cameron is an author, speaker, and Licensed Marriage and Family Therapist based in Newport Beach, California specializing in couple's therapy. Alongside his private practice, Marc and his wife, Amy, lead How We Love, an organization founded by Milan and Kay Yerkovich birthed from their groundbreaking book on attachment by the same name.  Marc firmly believes that developing secure attachments is the key to creating strong and fulfilling connections between couples and within families. He guides people in enhancing communication, building trust, and deepening emotional bonds by helping them understand how insecure attachment styles create predictable dysfunctional relationship cycles—and how these patterns can be overcome. His book, Understanding Your Attachment Style (2025), outlines this approach in detail. In addition, Marc is certified in EMDR therapy, an evidence-based treatment for PTSD and trauma and is a regular co-host on New Life Live!, America's top Christian counseling call-in radio program with a weekly audience of over 2 million listeners. Learn more about Marc Cameron and his work!

The burgers are so good that they're causing traffic jams. At least that's what's happening in Culver City, where the line of cars at spots like In-N-Out Burger spills beyond the parking lot and into the street. Now officials there are trying to ban new drive-thrus outright. These bans are not an entirely new phenomenon — San Luis Obispo banned drive-thrus back in 1982 — but they're getting newfound attention as recent pushes gain national attention. We'll look at California's role in the rise of fast food drive-thrus and examine whether the current moment could be the beginning of the end for a fast food staple. Guests: Shawn Hubler, Los Angeles bureau chief, The New York Times Adam Chandler, food columnist, The Wall Street Journal; author of “Drive-Thru Dreams: A Journey Through the Heart of America's Fast-Food Kingdom” Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode starts with a confession: Dee Kei wants a new compressor. Specifically, he's been eyeing the Heritage Audio Grandchild 670N — a $3,000 stereo Fairchild-style compressor in a 5U rack unit that launched in late 2025. From there, the episode opens up into something much more interesting than a gear review.Dee and Lu walk through exactly what makes the original Fairchild 670 so mythologized — the tube count, the time constants, the maintenance costs that make owning one feel like buying a second car you're afraid to drive — and why Heritage Audio's approach of distilling the circuit down to four tubes in an affordable, modern form factor is either brilliant or sacrilegious, depending on who you ask. They break down what the Grandchild 670N actually has on the front panel — DC threshold, AC threshold, sidechain filters, mid-side and stereo linking, true bypass — and why $3,000 for two channels of Fairchild-esque compression is a genuinely different proposition than it was even three years ago.But the most interesting part of the episode isn't the gear. It's what happens when Dee reads from two actual peer-reviewed studies on whether listeners can hear the difference between analog and digital processing at all. The first study tested analog modeling plugins against free non-modeling alternatives across 540 participants — and found that not only did listeners show no preference for the analog mix, the majority who thought they could identify it were wrong. The second covered DAX differences using a loopback method with over 1,300 respondents. The conclusion: people largely can't tell the difference, and the majority who claimed they could were misidentifying what they heard.So why does any of this matter — and why does Dee still want the compressor? The episode lands on something more philosophical than a gear recommendation: the difference between buying hardware because you believe it's objectively better, and buying it as an act of devotion to the craft. Dee draws a sharp distinction between using gear purchases to fill a hole in your love for music versus buying from a place of already loving it deeply — and how Tony Mazzarati still sharpening techniques at his level is proof that the rabbit hole never ends for people who genuinely want to go deeper.Gear talk, research, psychology, and the irrational passion that keeps working engineers working. A lot going on in this one.SUBSCRIBE TO OUR PATREON FOR EXCLUSIVE CONTENT!⁠SUBSCRIBE TO YOUTUBE⁠Join the ‘Mixing Music Podcast' Discord!HIRE DEE KEIHIRE LU⁠HIRE JAMES⁠Find Dee Kei and Lu on Social Media:Instagram: @DeeKeiMixes @MasteredbyLu @JamesParrishMixesTwitter: @DeeKeiMixes @MasteredbyLuThe Mixing Music Podcast is sponsored by ⁠Izotope⁠, ⁠Antares (Auto Tune)⁠, Sweetwater, ⁠Plugin Boutique⁠, ⁠Lauten Audio⁠, ⁠Filepass⁠, & ⁠Canva⁠The Mixing Music Podcast is a video and audio series on the art of music production and post-production. Dee Kei, Lu, and James are professionals in the Los Angeles music industry having worked with names like Odetari, 6arelyhuman, Trey Songz, Keyshia Cole, Benny the Butcher, carolesdaughter, Crying City, Daphne Loves Derby, Natalie Jane, charlieonnafriday, bludnymph, Lay Bankz, Rico Nasty, Ayesha Erotica, ATEEZ, Dizzy Wright, Kanye West, Blackway, The Game, Dylan Espeseth, Tara Yummy, Asteria, Kets4eki, Shaquille O'Neal, Republic Records, Interscope Records, Arista Records, Position Music, Capital Records, Mercury Records, Universal Music Group, apg, Hive Music, Sony Music, and many others.This podcast is meant to be used for educational purposes only. This show is filmed and recorded at Dee Kei's private studio in North Hollywood, California. If you would like to sponsor the show, please email us at ⁠deekeimixes@gmail.com⁠.Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Sitting still should be the easiest thing in the world, right? But for a lot of people, it's maybe the hardest.This episode moves into the third mixed state: stillness and intimacy — safety plus shutdown, immobility without fear. What actually makes it safe to sit still, use the restroom, or fall asleep at night. Why meditation, yoga, and even bedtime can feel dangerous for someone who lives in flight, fight, or freeze. And what changes the moment a safe person joins you in stillness.This is Episode 12 of the Stuck Not Broken audiobook — Book 1, Trauma & the Polyvagal Paradigm.

Los Angeles is a city. But it's also an urban oilfield. About a third of L.A. County residents live less than a mile from an active oil drilling site. Now one of those sites in South L.A. could be shut down. Reporter: Erin Stone, LAist A federal agency is conducting an unusual review of California's Coastal Management Program. The National Oceanic and Atmospheric Administration, or NOAA, did a review of the program just two years ago. But Trump administration officials asked for a new one because they say the current version doesn't reflect "national priorities." Governor Gavin Newsom says he won't oversee an extension for the Diablo Canyon Power Plant, California's last functioning nuclear plant. Reporter: Kendra Hanna, KCBX Learn more about your ad choices. Visit megaphone.fm/adchoices

The Democrats' California Blackmail Scandal You Haven't Heard About, Plus WNBA Draft Shakeup | Triggered Ep.366   Streamed from Rumble Studio! For advertising inquiries please email sponsorships@rumble.com Visit http://DonJrGold.com today to claim your free 2026 Gold & Silver Kit.

Independent investigative journalism, broadcasting, trouble-making and muckraking with Brad Friedman of BradBlog.com

Pasqual-Andres v. U.S. Att'y Gen., No. 22-12848 (11th Cir. Aug. 4, 2026)  motion to reopen; ineffective assistance of counsel; Matter of Lozada; substantial compliance; appropriate disciplinary authority Matter of I-S-M-, 29 I&N Dec. 811 (BIA 2026)  asylum; adverse credibility; identity and nationality; inconsistent statements; fraudulent identity documents; REAL ID Act; burden of proof Matter of H-I-A-H-, 29 I&N Dec. 823 (BIA 2026)  asylum; credibility determinations; inconsistencies and omissions; totality of the circumstances; past persecution; presumption of future persecution; internal relocation Matter of I-U-V-, 29 I&N Dec. 816 (BIA 2026)  withholding of removal; childhood persecution; harm suffered as a minor; cumulative harm; severity of persecution; pattern or practice of persecution; clear probability standard Matter of Momplaisir, 29 I&N Dec. 820 (BIA 2026)  authentication of records; Form I-213; Form I-94; Form G-24; 8 C.F.R. § 287.6(a) Eqbal v. Blanche, No. 25-60504 (5th Cir. Aug. 6, 2026)  asylum; adverse credibility; translation errors; credible fear interview; corroborating evidence; BIA statement that it considered all evidence insufficientAil Saidi v. Blanche, No. 21-6589 (2d Cir. Aug. 3, 2026)  CAT; corroborating evidence; adverse credibility; issue forfeiture before the BIA; reasonably available evidence; likelihood of torture; chain of events Keita v. Blanche, No. 24-1226 (4th Cir. Aug. 4, 2026)  cancellation of removal; withholding of removal; third-country removal; exceptional and extremely unusual hardship; full and fair hearing; opportunity to present evidence; U.S. citizen children Spindola v. Blanche, No. 25-3600 (6th Cir. Aug. 7, 2026)  asylum; withholding; CAT; serious nonpolitical crime bar; serious reasons for believing; acquiescence  Lacsina v. Blanche, No. 24-3373 (8th Cir. Aug. 6, 2026)  motion to reopen; departure bar; post-departure motions to reopen; vacated criminal convictions; CIMT; controlled-substance inadmissibility; sua sponte reopening Saravia Martinez v. Blanche, No. 25-60400 (5th Cir. Aug. 3, 2026)  30-day filing deadline; equitable tolling; reinstatement of removal; final order of removal; Riley v. Bondi; claims-processing rule  Guzman v. Blanche, No. 25-1351 (1st Cir. Aug. 7, 2026)  asylum; nexus; one central reason; mixed motives; protected ground; gender; family relationship; political opinion  Kurzban Kurzban Tetzeli and Pratt P.A.Immigration, serious injury, and business lawyers serving clients in Florida, California, and all over the world for over 40 years.eimmigration"Immigration law software you'll love to use."get.eimmigration.com/IRP Gonzales & Gonzales Immigration BondsP: (833) 409-9200immigrationbond.com Stafi"Remote staffing solutions for businesses of all sizes"Click me!Want to become a patron?Show the Podcast some loooovvveeeCONTACT INFORMATION:Email: kgregg@kktplaw.comFacebook: @immigrationreviewInstagram: @immigrationreviewTwitter: @immreviewAbout your hostCase notesRecent criminal-immigration article (p.18)Featured in San Diego VoyagerSupport the show

(August 11, 2026) Amy King and Neil Saavedra join Bill for Handel on the News. President Trump signs order calling for spacing out childhood vaccines. Colombia quake: Frantic search for survivors as over 2,700 reported missing. Jackie, arguably the world’s most famous bald eagle, dies after mysterious illness.See omnystudio.com/listener for privacy information.

(August 11, 2026) Californians criticize the efforts to control the state’s coast. President Trump hid in catering truck to board secret flight in Turkey amid Iran threat. Can democrats win if socialists take over their party? California moves early to regulate workplace neurotechnology.See omnystudio.com/listener for privacy information.

(August 11, 2026) KTLA & KFI tech reporter Rich DeMuro joins the show for ‘Tech Tuesday.’ Today, Rich talks about California deleting your information for free, families needing a secret code word again, and Claude is adding an invisible watermark to AI content. LAUSD budget crisis remains severe, fiscal experts say, as district works to calm fears. The rise of the unstoppable American tourist.See omnystudio.com/listener for privacy information.