Podcasts about when robin

Naomi and Megan are joined by Real Housewives star Kandi Burruss to dissect “Keeping Up With the Joneses: The Wrong Family,” the first film in a new LMN mini-series. This movie follows Robin, played by Vivica A. Fox, who is the matriarch of a wealthy and powerful family that's dominated life in and around the seaside town of Pacific Hills. When Robin and her four stepdaughters start receiving grave threats, they will stop at nothing to protect their business and their family. You can watch the movie at: https://www.mylifetime.com/lmn/movies See acast.com/privacy for privacy and opt-out information.

Welcome to another episode of I AM THE NIGHT, a podcast dedicated to breaking down every episode of Batman: The Animated Series. Each week, the wonderful Steve J Ray (reviewer at DC Comics News, as well as Editor-in-Chief of our sister site Dark Knight News) and a guest will sit down and dive cowl first into an episode of the greatest animated series of all time. In this episode, Steve is joined by fellow DCN and DKN writer, and his son, Adam Ray to talk about the 60th and 61st episodes of season one of Batman: TAS, the two-parter entitled "The Demon's Quest". So sit back, put on your cape and cowl, and prepare yourself for a journey into the darkness! Episode Synopsis Part 1 - When Robin is mysteriously abducted from his college campus, Batman begins a fruitless search... until he is astounded by the sudden appearance in the Batcave of Ra's al Ghul. Ra's quickly reveals that his daughter, Talia, has been abducted under circumstances similar to Robin's, suggesting that the same people are responsible. So begins an uneasy truce between Batman and 'The Demon'. Part 2 - After freeing Talia from her father's clutches and escaping from an avalanche, Batman and Robin follow the only clue they have – the word 'Orpheus'. After discovering that 'Orpheus' is Ra's private satellite that will orbit over the Sahara, the duo travel to the Demon's desert stronghold. There, Batman learns that the satellite is actually a weapon which will explosively destroy all the Lazarus Pits simultaneously throughout the world, destroying all the life that exists. NOTE: This is a direct adaptation of "Daughter of the Demon" from Batman #232, June 1971, and "The Demon Lives Again" from Batman #244, September 1972, both by Denny O'Neil and Neal Adams. Steve J Ray: www.twitter.com/el_steevo Adam Ray: www.twitter.com/IzzetTinkerer "I Am The Night" Theme by David B. (www.twitter.com/DavidBMusic21) Be sure to subscribe on Apple Podcast, Spotify, Stitcher, or Google Play, and if you like what you hear, please give us a 5-star rating and review! Follow us on social media: Facebook: www.facebook.com/DCComicsNews Twitter: www.twitter.com/DCComicsNews Instagram: www.instagram.com/DCComicsNews Tumblr: www.tumblr.com/DCComicsNews Website: www.dccomicsnews.com Special Guest: Adam Ray.

Words to Light My Way Home About Robin Klammer: In a teeny tiny secluded town in Northern Ontario of Canada, Robin longs for the sunny days of normalcy before the Covid-19 era. Just this past long night of winter, (cue Game of Thrones theme music), she found herself in envy of the many birds who flew within sight of her kitchen window. When Robin doesn't have her nose stuck in one of the many books she hoards, you'll often catch her daydreaming. About what; nobody knows. She loves animals and nature, except the bugs, though she understands they're part and parcel of the world at large. One day, in the not too far future, she hopes to travel and have an acreage with goats, and maybe a donkey, but definitely cats and dogs and a parrot. Robin wears her heart on her sleeve, though she often scowls like an ogre. She hopes you'll understand this quirk. In the meantime, she'll keep working on her writing projects and get some much needed, albeit macabre, humor out into the world as well. You can find more of Robin's writing on Medium.com --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/lisa-tomey/message

Though they never met, writer Robin Clifford Wood felt a powerful connection with Rachel Field—so much so that she decided to write “The Field House.”   Rachel Field was a National Book Award-winning novelist, a Newbery Medal-winning children's writer, a poet, playwright, and rising Hollywood success in the early twentieth century. When Robin found herself standing in Rachel Field's on an island near Maine, she began writing the first-ever biography on Field.   In this interview, Robin talks about the research process and the many people who helped, including members of Field's family. We look at what is included in the book and how she knew when to stop writing and seek out a publisher.

Robin Israel is 22 years old and is from Chicago, Illinois. When Robin was 16 she was diagnosed with POTS (Postural Orthostatic Tachycardia Syndrome.) POTS is an autoimmune disease that affects blood flow. After her diagnosis she quickly found out that she couldn't compete athletically anymore, she played varsity soccer and cross country. Robin was eager to find a way to start to feel better. She ended up seeing a nutritionist who told her that if she changed her diet that she could see some improvement from her symptoms. Robin ended up making some major changes to the food that she ate and in turn started to see her symptoms subside. After some time she was able to get back to competing in soccer and cross country.Tune into this episode to hear her full story and to get some tips from Robin on how you can start to make dietary changes in your own life.Headspace (1 month Free): https://www.headspace.com/mindshapePrivate Facebook Group: https://www.facebook.com/groups/789944708265224/Support Us: https://www.patreon.com/mindshape

Making a Foundation for Growth with Jeff Chastain Josh: G’day everyone out there in podcast land. I've got Jeff Chastain here from Admentus. And he's going to be talking to us about a few different ways that you can make a foundation for growth with something called EOS. So tell me a bit more about the process and what EOS is for anyone out there that's listening. Jeff: Sure. Well, thanks for having me. EOS is really just a, it's honestly just a simple set of business practices, business processes that work for entrepreneurial-led organisations to kind of instill that foundation, what you're talking about, it's still kind of that basic process in place, because honestly, most entrepreneurs that come into business, they've got a great idea, they've got an idea for a solution, a product, something like that, they take it to market, but what they don't necessarily have is an MBA and know exactly how to go structure and build a business. They go out to market, they hopefully have something that's viable, that a customer wants to go by, they've got it sold. And then we're kind of at the stage of, okay, now, what do we do are we actually going to grow up and treat this like a real business and scale out people, scale out systems, things like that, so we can move forward. If you look at all the business statistics and stuff like that three to four year mark, when a lot of small businesses failed, it's really that stage where the entrepreneur, their core team has basically kind of hit their limit of they're trying to do everything themselves and getting frustrated that okay, things just aren't working quite as well. And they lose traction, the business saying, okay, when we first started, it was really easy change really easy to adapt. Now we're here and it just feels like the business is stuck in the mud, we've kind of lost all sense of fun of direction here. And that point, they just say, hey, we're bailing out and starting over. Whereas an operating system like EOS really comes back in underneath their successful business really that they built to that point and says, okay, now let's solidify the foundation underneath it. Let's actually get everybody working together with the same vision, get everybody performing the same way. And just really kind of reinvigorate that business going forward. Josh: Okay, so what you said there pretty much you need to create structure within the business to allow for growth and to allow for everyone to pull the ship in the same direction. Because if everyone's blowing wind in the sails in the same direction, the ship will move forward, as opposed to creating turbulence. So how would you go about moving to a structure where you have the systems in place when most people are going off their feet their busy as. Everyone's complaining, they have no time. So how do you go about introducing something that takes up time, that will save you time, if you need to get over that hump to be able to get there, what's the process? Jeff: It's a longer journey process is the way we look at it. With a lot of things you'll go out and visionaries especially go to a weekend conference, or read a book and come back into the office Monday. And here's all the new ideas we're going to go implement. That kind of stuff honestly never works, it never gets the traction. Whereas EOS is really implemented as a very phased process where it will actually start working right off the bat with individual tools to say, okay, go back in tomorrow and into your business, let's start on just this one tool, just these two tools, and start kind of building that piece by piece into your daily journey, your daily practice your daily work right there, and really build it in over time. It's a longer implementation process. But it helps take, okay, everything that you're doing today, all your ideas you're doing today, now, let's map in a little bit of structure. Let's map in some new processes. Let's figure out okay, what are you doing today in your sales process, for example. And let's go take and document that at an 80/20 kind approach from an entrepreneurial standpoint, and really get just that little bit in place to where now everybody on your sales team is using the same process kind of a thing. So it's little pieces that you can build into time, and it's not a complete turn right right now with the entire company and expect everybody to stay on the track. Josh: Getting back to my ship analogy, you can’t turn a ship on a dime, can you? Or a five-cent piece if you're listening in Australia. So what kind of tools would you say you're looking to implement or would be something that you that you go into and you get, okay, 80% of the people are having this same problem because they haven't implemented X, Y, Z or haven't reviewed this stack? Jeff: Oh, one of the keys that we really look at first and you kind of already touched on it is simply just looking at the company vision to say, okay, this entrepreneur, this leader has his idea of, okay, where are we trying to get to as a company, but I forget where it was, was a Forbes study or something not too long ago that went in and did basically a study on all those thousand something different employees of a company, and they said basically one in four had some idea of what was going on in the company, that they understood the direction of the company, they understood where they fit, etc. And if you look at it and say, okay, if you've got Sally sitting here working in your operations department, and she's just there to go in and punch a clock, nine to five, in and out kind of a thing, versus you've got somebody over here on the other side that is in tune with the company vision, they're excited about, hey, this is what my job is. This is how it contributes to the company. This is how where we're going as a company, and this is how I'm helping to facilitate that. That type of employee is going to be a lot more productive for you. And obviously, if you can get everybody in the company with that mental attitude, then to your earlier point about blowing the sales, okay, yeah, now we've got everybody on the same page, because that's really the key is to say, okay when most people look at vision they're looking at, okay, here's our core values, our core focus of being honest, integrity, all the kind of buzzwords that they go stick on the website. And honestly, forget about at that point, it goes and collects dust out there on the About Us page, and really what vision should be, it starts with that but it goes a lot deeper to say, okay, our vision X, Y, Z IT company here, who are we trying to serve? Are we trying to serve a different certain market? And why are we trying to reach out to them? What makes us special to go reach out to that market? What are our key differentiators for reaching that market? So that way, it's defined at a company level. And so when marketing is putting together their pitch, sales knows what marketing is doing. Sales can go out and use those same three key differentiators right there and their sales pitch. And that way, the support team, the IT team, the operations team, whatever this delivering the service knows exactly what they're supposed to deliver. Because if marketing goes off and sells one thing, sales, goes off the rails and sells something else, operations just kind of sitting there left saying how in the heck are we going to deliver this? And everything's a mess at that point. Josh: Yeah, and unsatisfied customers are never a good thing to have. And that then makes the whole system crumble down. Like I know, for us, when we first started out 13 years ago, the direction that we went was like a lot of people that haven't read enough personal development books and decided to jump out there with a gung ho awesome attitude, knowing that you can do better than some of the other people out there decide to get the clients charge a lower price. Wrong move, Josh. What are you doing? Jeff: That works for a little while. Josh: That's right. I'm gonna go back and select teenage Josh, what's he doing? Idiot, read a book. Jeff: Yeah, you had to start somewhere. Josh: That's right. So when we did that, we had incredible growth, and we bought someone else on and we're both sitting on 150,000 a year. So we're both pretty happy before turned 21. So we're both pretty pumped, if I call myself Batman, and he's Robin. When Robin had a stroke, and Batman had to pick up the slack. Batman didn't have enough time. And he say to do that he was too busy saving lives. So that was nearly the collapse of our company. And that came down to all processes at that stage and growing on a price. And when we decided to change that around, exactly like you're saying, create that differentiator. So now the businesses that we work with, we guarantee that they will have the uptime that we've agreed upon. So depending on the business, that could be businesses not down for more than 30 minutes, or for an IT problem not down for four hours, if it's a smaller business or something like that. And if they go down that guarantee means we pay them per hour at the agreed rate while their business is down. So we want them to be up and running as quickly as possible, because there's no money in us paying them while we're fixing the problem. Jeff: Sure, sure. Yep. Josh: It just realigns the way and make sure that our offerings and what you're saying there perfectly with the team. You want to make sure your team's pulling in the same direction. We figured as an IT provider and solutions provider to make sure that we are pulling in the same direction as them. And if we're charging people per hour, when something goes down, they're already upset with us, and then we're whacking them with a big invoice. So they just get more upset with us. And we found that the less skilled, less experienced IT companies would take longer to fix the problems therefore earn more money. And we went this doesn't make any sense. What is going on with this world? Why are we doing this? This doesn't make any sense at all. So we changed the model and then let's flip it on its head, let's have them be paid when things go down. That's one of our differentiators that we try to push through in our marketing as well as through our sales. But you're exactly right. You need to have that thing that we differentiate it isn't price because it's very easy to see the differences between that and that doesn't help businesses out. Getting back to what you said you said is Sally's in the business that may just want to do nothing but clock in. And it did sound like you want to create a latest mentality throughout the whole company. We have ever been looking at a problem, finding a solution and bringing that to the table for everyone to review and look at as opposed to just being a meat in a seat, so to speak. Jeff: Definitely you want to you want to empower your team basically give them give them a reason to come reason that they want to be there a reason that they feel like they're contributing, and also basically have that almost honesty, integrity, kind of openness in the company such that regardless of what level of the company Sally's at, if she sees an issue, or has a problem, or whatever, she feels comfortable raising that and everybody's going to take it seriously kind of a thing. While, you've got to have the structure in the company, and obviously reporting structure hierarchy, stuff like that. You've got to be real careful not to make that too rigid, especially in a small company that say, okay, well, you're at the bottom level, you can't do anything, just go do your job kind of a thing. You want to encourage that growth, that leadership model there to say, hey, no matter what your role is you're contributing this is how you fit into our long-term strategy, our long-term vision, this is where you are. And really, I said, empower them, make them feel like they're part of that so that they can contribute, they feel like they've got a worth and value in that company. Josh: I know, Dad has always said, if you can think of a way a problem can be solved. It's better to have that solution be found by a staff member. And they will then take ownership over that, and they'll cradle that and that'll become their baby, as opposed to even if you know what the solution can be just jamming that down someone's throat doesn't necessarily have people care for your solution. But if someone finds that, and then they take that ownership, and they take that pride in what they have found, that they brought to the table, and everyone wins. It's kind of like inception, you need to try and put that idea into their head, if you've got the idea, or work together and have people just started to spring up ideas and have moments. So we do a half Friday. And normally at the moment, I'm not drinking any beer for six weeks, but we only have a few beers and have a beer meeting, and go through how can we have done this week better? What was your favorite part? What was your least favorite part? And is there any new tools that you've seen out there that could help? Was there any special compliments that you had from clients? Was there any particularly difficult clients? And then we go through and work out how we can phase that. And then we do a difficult question section, which is where we reflect on each other? And we say, oh, look, I didn't quite like the way that you said X, Y, Z. Or you could have approached that question that you asked me in a less hasty way, or whatever the case is, just to make sure that you do have a better team, a better family that you're working with. When you go into businesses, what are the families like? How is the structure that disparity? Is it sometimes like, is there more strength in one arm than there is another say, for instance, they've got a fantastic team, but not a very well defined vision? Or is it all over the place? Jeff: Honestly, I'd say family is the right term to describe it with, because you can obviously have some families that are really tight, well knit together and enjoy being together, working together. And you've got other families that you better not put them all at the dinner table because they're going to be yelling and screaming at each other. Yeah, picking whatever, whatever the discussion is politics or religion, or whatever, they want to go at each other about kind of a thing there. You see it all in both kind of thing. And a lot of times, that's really, it's a culture really, from the top of the business. I see most of the time, that okay, are you going to have that entrepreneurial leader, because if you look at entrepreneurs, the journey, most of the time you've been talking about, okay, you and your partner starting off that business, at that point, you start growing out, start growing out. And the question is, are you going to be able to hand off one of those hats that you're wearing to your new teammates that you brought on? Or are you going to kind of pull and tug on the hat at the same time, they're trying to take it sit in their back pocket and say, make sure you're doing this this way, make sure you're following these steps kind of thing, writing over them. At that point, you're not instilling any kind of trust or any kind of confidence in your team. They're sitting there looking over their shoulder all the time, saying, okay, am I about to get beaten over this kind of a thing? Am I about to get called out in front of everybody, because this didn't go exactly the way the owner would have done it kind of a thing? And when you've got that kind of mentality with that owner, not being able to delegate, not being able to hand things off, and it just cripples the entire staff right there from an attitude perspective, because honestly, everybody's sitting there saying, okay, I'm basically ducking the entire time saying, okay, who's going to be the next one to get on his radar? And being glad that okay, sorry, it's your turn here to go be in the spotlight, not mine kind of a thing. And it's like bad attitude. I've seen that in too many companies where the owner is all frustrated himself or herself saying, okay, why is the company not working? I'm having to get down to here in the weeds and do all this stuff. It's like, you got to realise that okay, delegation is one of the key points of being a successful leader. And then really, where really the EOS comes in is, okay, yes, is delegation, but you've got to have the processes in place. You've got to have the numbers, the metric stuff in place where if I've got a documented process for how we're going to handle a trouble ticket in an IT business, I can hand that off to my IT support team over here. And as long as my numbers, my dashboard are correct here to say, okay, all tickets are getting handled in less than 30 minutes or whatever our metrics are for our business. Then as a leader, as the CEO, I can step back and actually relax. I don't have to go stand over that IT tech and sit here and watch the stopwatch. Okay, are you getting done here, you got five minutes left kind of thing. Because I can see the metrics. I know everybody's following the process. And I don't have to worry about that anymore. And that's really the key with these businesses as you've got to be able to systematise the business, you got to go put those processes in place. It's almost kind of counterintuitive to say, we've got to put more structure in the business, we've got to put more framework more processes in place, so that you can relax and have more fun. But most people would look at that and say, wait a minute, more structure means rigidity. I take the creativity out of my business, I take the fun out of my business. And it's actually just the opposite. Josh: We call it elastic documentation. And in where I'll be the first to say I'll create our documentation internally, and I think you have owned that hat so to speak, it's only fair that you write down how you've managed that hat and how that has worked. But once that's being created, it's then up to the person or team that has received that hat to then modify it and change it and tweak it as time goes on. And as processes change, as you might find a better way. Because ultimately, I'm just one person that's walked one direction, but the path you've walked in your life, Jeff, is different to my path. And that's means that the input that you would have would be different. So we make sure that everyone knows that this is the documentation and how it can work, not how it should work. And make sure to have elastic documentation. And as you're saying, delegation is key. Absolutely. You need to be able to let go and let that bird fly than hold its wings and hold it back. Because if you’ll just tire it out. Jeff: And really the key with especially when you're talking about documentation, because too many times I'll see a company say okay, we don't have enough capacity, we need more resources. So they'll go hire somebody in. And it's like, well, jump in, go, Good luck, go figure out your own job, almost kind of a thing. So when you've got these processes and stuff, like you're talking figured out, you can go scale out your helpdesk support team, because you've got documented processes where somebody's gonna step into that role, know exactly what they're supposed to do on day one, it can be productive there rather than spend the next three, four months trying to figure out what their job is or reinvent processes, reinvent things figure out, okay, previous guy walked out the door and basically took all the knowledge in his head with him. And now what am I supposed to do in my new job? And we're sitting there as owners paying them to flounder basically, having that kind of system. Again, that kind of structure in place for those people just facilitates that scale and just again, adds economies of scale, right there. Josh: Coming back to that first employee, I was talking about, we both just worked together enough to learn how to do it. The second employee after David was Alex, and it took seven months before he became profitable. And I went this is terrible, especially like I had read the E-myth by Michael Gerber. And I thought, okay, I should know to do this, but I got caught in that. Don't have time to do it. So I haven't done it. And so I'll just keep doing what I'm doing until that's done. And then I'll never have time to have any fun, which sucks. Yeah, but the moment you have these processes in place, like the E myth, sort of discusses, McDonald's is run by 14-year olds. It's a multi billion dollar business, it's ran by teenagers, really old enough to know how to read the documents that you've got in front of them. And it means that you've got something to lean back on for KPIs, for everything. Every business should have their processes documented. And sometimes it's a lot easier to say than it is to do. Jeff: Definitely is. And one key point about McDonald's or any kind of place like that, if you go in there as your 14-year-old and say, okay, you're going to be a new line cook. They don't hand them a six-inch-thick SAP manual that says, Okay, here's every single little detail about every single little thing you need to know. They've got a laminated sheet there that says step one, step two through step six, this is what you need to follow right here. So to me, that's where a lot of people get stuck when we talk about processes. It is like, okay, where do I even start, and I'm going to end up working for months building out this huge thing. And then nobody looks at it kind of kind of a system, whereas EOS really pushes the 80/20 approach to say, okay, we're going to document the top 20% of exactly what you need to know from a high level to go figure this out, rather than dive down and build that entire SOP manual kind of a thing there that nobody does. It doesn't matter that it's 100% perfect right up front. Take a quick pass to say okay, this is what we do every time. This is the high-level points, and we can always go back and refine it agile kind of process but still just make a quick pass at it and get started, rather than sit there and say, hey, there's no way we can spend months trying to figure all this out, you don't need much, you just need something quick to get started. And honestly at that point, let the people doing the job right now fill in the details as needed. But even still, I would say, don't even, it's not worth their time your investment to go build that huge manual, you don't need all those little details. Just make sure you've got the flow to where somebody can sit down and figure out okay, I can take these six steps and go cook the hamburger, I can do whatever I need to at a high level right there. Josh: Keep it simple, stupid, I think is the case sort of mentality. And keeping it simple. I know if you bought up earlier going to different day seminars and things like that, that they tell you, this is how you change the world with your business just implement this one little thing. And one of them said, I document everything, everything has to be documented. I document where the coffee filters have to be purchased from. What seat I want in an aeroplane. And I've got 120, whatever it was, a lot of procedures just around the way that I travel. And I thought, holy shit. I left going, why oh my goodness. Jeff: At that point, you hire the person on and is still take some six months just to go read all that. Yeah, it’s still why? Josh: It's just too much I went My goodness. And I thought he must have a huge churn rate in his business. Because if you've got a VA, and they're used to booking tickets for you, and they're doing what they're meant to be doing, they already know your preferences. You've told them once, they know. If there is, sound like getting away from the documentation thing, but it gets to a level where it's you don't need to know that on the plane, you're going to be ordering this drink first, followed by this many drinks if it's this many hours long flight, it just becomes too much. Jeff: It's definitely too much. But at the same time, there's a balance between it because for whatever reason, even if you want to scale out, it's not that you lost your VA, you just need to add a second VA. She doesn't necessarily or he doesn't necessarily know all that and having the quick high-level points to say, okay, we prefer this airline, or we prefer middle level seats, mid seats instead of aisle seats or whatever. It's just a couple quick bullet points there to say, Okay, this is what our list of preferences are, it doesn't have to go down to the point of okay, we want a third aisle or third row only, not fourth row kind of a thing and all that kind of mess. It's just okay, here's the couple quick points that we just know, anytime we go book travel, here's the quick set of preferences that we need to follow. And that just makes that new VA that comes on board, their job, they’re onboarding is so much easier, because they can just say, oh, we need to book travel. Here's the five or so pieces of data that I need to know when I go book travel. Josh: I agree completely. The way that I kind of worked at any process that we do in business, whether it be making documentation, or creating systems comes back to something that my brother told me many years ago. I was in my bedroom as a young teenager building electronic projects. And I said to my brothers and oh look up the one remote control turns the lights on, turns the fan on, turns the TV on, turns DVD player on, turns the computer on, does everything with the one can control. Anyway, so I said I'm going to make it to this remote control can also unlock the door and then with an actuator open up the door and then close the door as well. So that sounds pretty cool. And he's an engineer 14 years my senior. Yes, that sounds pretty cool. So he said, how long that's gonna take you to make? Oh, well with these parts, I have to make the PCBs and everything I said it's probably gonna take me 100 hours 100, 120 hours programming everything else. Okay, cool. Cool. How many times could you have open and close the door in 120 hours? Yep. Okay, I get it. Yep. So the door was never automated. But the lesson learned there was if you're going to be telling someone something more than once then document it. If you're going to be telling someone, something many times 100% documented. But if it's something that's just very quick, and you're not going to need to do that process, the same in business, we went automate something unless we know that it's going to benefit the masses of people. And that's what it comes down to being sensible, and maybe just writing a list of what would you suggest that maybe a list of 10 or 20 things of processes? Get five things that they do on a daily basis and try to write those down. What would you say is the magic number? Jeff: I don't know there's necessarily a magic number, but it's definitely just even hitting a one or two kind of a thing to say, okay, let's just look at this at a high level. But what I would take from what you were just saying, supposed the door was already automated or whatever, you wouldn't want to write the process that explains exactly how the motor turns and that electrical current comes on to this motor, and then it swings 35 degrees and it pushes here. It's like no, the process says press the button. That's all the process needs to say kind of a thing there. So you got to be careful with that's really what I'm trying to get at is how deep you go. All they need know is press the button right there if you need to go in or out kind of a thing. You don't need to know how it works. You don't have to no all that kind of detail at that level. Yeah, to your point, it's, it's really just a matter of, obviously one keeping it simple like we talked about, but really just getting started is the biggest thing. With the EOS implementation, it's actually typically almost a two-year journey that we look at from initial start to really calling mastery at that point of all the tools and the processes. And it's just literally, it starts out actually month to month, but then goes to more of a quarterly basis. But the idea is just to start doing something, getting one or two of those tools and start getting some muscle memory basically built with that. And that's really where you got to start with any of this stuff, it is just okay. Again, keeping it simple, but just get started with something. Pick up a piece and move forward with it. That's really the whole premise behind the system, it’s just simplicity. Because even going all the way back the first we were talking vision, at one point, I was working with a branding coach on one company I was working with, and I got this huge document on all the different logos, the color styles, the fonts, everything was all laid out, it was just this big old thing here. It's like, okay, this is just the brand that doesn't even talk about anything else. And when we talked to a company about establishing your vision, it's not again, some master plan that you got to bring in all these consultants on it’s literally two pages. It's eight questions that we go through, it's two pages. It's entrepreneurial, keep it simple, keep it basic, because again, same as the process is if you get in too deep, you start getting too big. Everybody freezes up and nothing gets done, or else it gets over-done and it’s never used kind of a thing. Josh: Well, I think there's going tp be a lot of listeners out there that have heard a lot of what we've been talking about, and probably looking at ways to get this implemented. And at least some consulting. I understand you’ve got admentus.com/resources, there is some bits and pieces such as a quick 20 question checkup? Jeff: Yeah, there's actually three different things on that page. The EOS system itself is built around six different key areas that we say, okay, if you strengthen those six key areas, basically all your issues fall into those buckets. So that's where that checkup comes in is, like I said, a 20 question checkup, they're just kind of measures how strong you are. And those those six key areas. And we'll actually utilise that through the implementation journey to say, okay, here's where we started, here's where we are now kind of a thing to other resources on that page are actually. Two of the EOS books, there's a whole, honestly, a whole library pretty much about EOS, but the traction book, literally lays out the entire system. You've got all the tools in that one book right there. So if you want to just pick up the book, read it yourself, go through it yourself, more power to you kind of a thing. The difference really is that I build myself or it was more of a coach and facilitator, I'm not a consultant, I'm not going to come in and do EOS for you. My role is to come in here and be that third-party working with you on that book. So we're still working from that book from those materials. So you can very easily if you're just curious right now the first chapter’s free up there on that website slash resources, grab the traction or the Get a Grip book, either one right there. And then other resources, simply just if you're curious, or you got questions about any of that, just send me an email at admentus.com/ask. And I'm always open for questions always opened up to help anywhere I can there. Josh: Cool. Well, we'll make sure to check this in the description there for the podcast over on the blog for us. And so everyone can definitely jump in there. I'm actually looking at jumping into doing the organisational checkup. Why not? Why not? It's only 20 questions. What's the harm? Jeff: We're going to get another set of data point for you. Josh: Exactly. Well, I've only got one other question for you. And that is, you've probably already answered the question, to be completely honest. But if there was to be one book that you think that anyone should be reading to be doing better in their business, what would that be? I think I already know the answer. Jeff: You're looking at two of them right there. It really is. It was because honestly, I've been doing I've done a number of businesses myself, I've been doing this kind of stuff for 15 plus years, too many I wouldn't want to count at that point. But it's it really was almost just a complete lightbulb moment when I first saw Traction, because I've been through so many businesses, getting frustrated with clients just you've got to get the foundation the business together. Because we were talking earlier about technology and stuff like that. It's like it doesn't matter how good the technology is, if you don't have the foundation there, and it just really hit me when I was first introduced to Traction. I'm not trying to sell I really do and it's not even my book, it's somebody else. Gino Whitman's the one that wrote it kind of thing. I don't get any credit on it. But it's still it's just that from an entrepreneurial standpoint is just one of those books that just really the lightbulb kinds of content comes on. And the other book is called Get a Grip and it's right there in parallel. But basically what that book is a fictional in quotes, narrative about actually implementing EOS into a technology company, or all type of companies. But still, it's one of those that Yeah, we didn't write this with any one particular person in mind. But sure, yeah. But yeah, if you prefer more of the fictional side, then the technical implement the tools side, but they complement each other really well right there. I've read them both multiple times, and like I said first chapter on both. I was free right there on the website. But honestly, those are the two books that from a business perspective I'd be diving into pretty quick right there. Josh: Sweet. Well, is there any other questions that you had for me? Jeff: I don't think so at this point. Like I said, technology's always kind of my thing I just I know exactly where you're coming from there all the all the terminology and everything. But it's a fun world. But I just try to emphasise especially now being on this side of it, there's like, okay, it's a great tool to help improve productivity, help make things better if you got the foundation laid right, and getting that foundation is really key, because I've seen too many times trying to implement technology to fix underlying problems. And it just can't do that really. Josh: We definitely find you have technology problems, then you have people problems, and you shouldn't be trying to fix people problems with technology. It's been fantastic having on the show there, Jeff. And if anyone has any questions, you can definitely jump across to a admentus.com or ask at admentus.com. Is that correct? Jeff: That's correct. Yep. Or you can email me anytime. Josh: Awesome. Sweet. So definitely jump across there. If you have liked this episode, head over to iTunes and leave us some love. Give us some feedback. And everyone stay healthy out there in podcast land.

Unlike many other forms of exercise, Pilates can be relaxing, quick, and bring fast results. Pilates is a unique type of exercise that is not only powerful, but can reshape your body, how you think, and your relationship with exercise. In this episode, Robin shares how Pilates has helped change her life and how you can use it to change yours. She discusses the various ways Pilates has shifted her day-to-day life off the mat and helped her to manage stress. Join Robin in this episode to learn how you can see incredible results in a way that you can’t with anything else and how you can use Pilates to restore and maintain physical and mental health.  Show Highlights:  The ripple effect Pilates has off the mat into day-to-day life   When Robin first discovered Pilates  How quickly Robin saw results and how Pilates changed her life   Pilates helps reshape and build muscles quickly  What Pilates does to improves energy and boost mood A brief history of Pilates  Pilates helps to counteract the stress of daily life  Why Robin’s passionate about bringing Pilates to everyone  How Pilates can change your relationship with exercise  Links:  The Balanced Life Sisterhood The Balanced Life - Instagram Book:  Caged Lion: Joseph Pilates & His Legacy by John Howard Steel

We hereby dub this month Hot August Knights and begin with Diana's pick Robin Hood: Prince of Thieves (1991). It should be no surprise that she continually gushes about Alan Rickman's Sheriff of Nottingham. Polina prefers Kevin Costner brooding in sports movies. When Robin and his Moorish companion come to England and the tyranny of the Sheriff of Nottingham, he decides to fight back as an outlaw. Stars Kevin Costner, Morgan Freeman, Mary Elizabeth Mastrantonio, Christian Slater, Alan Rickman, Geraldine McEwan, Michael McShane, Brian Blessed, Michael Wincott, Nick Brimble, Soo Drouet, Walter Sparrow, Harold Innocent, and a cameo by Sir Sean Connery. (from IMDb.com) Find other amazing podcasts by searching #ladypodsquad on Twitter, Facebook, and all the social media platforms. Follow us on Twitter and Instagram @HEAMCast, like us on Facebook @HappilyEverAftermath, and e-mail us at contact@heamcast.com.

When Robin’s father was 12, he hid in a closet while his family was gunned down in one of the first mass shooting in US history. 60 years later, Robin’s niece hid in a closet while her classmates were murdered in the Parkland highschool shooting. Robin decided at that moment to become an activist against gun violence. As the child of a survivor and a school nurse, she knows first hand the damage caused by gun violence. When she learned about ACEs, her activism broadened from fighting against gun violence to thriving to promote trauma-informed schools and communities. Bio:Robin Cogan, MEd, RN, NCSN is a Nationally Certified School Nurse (NCSN), currently in her 19th year as a New Jersey school nurse in the Camden City School District. She serves on several national boards including The American Foundation for Firearm Injury Reduction in Medicine (AFFIRM), a gun violence prevention research non-profit organization and the National Board of Certification for School Nurses (NBCSN). Robin is the Legislative Chair for the New Jersey State School Nurses Association (NJSSNA). She is proud to be a Johnson & Johnson School Health Leadership Fellow and past Program Mentor. She has been recognized in her home state of New Jersey and nationally for her community-based initiative called “The Community Café: A Conversation That Matters.” Robin is the honored recipient of multiple awards for her work in school nursing and population health. These awards include 2019 National Association of School Nurses (NASN) President’s Award; 2018 NCSN School Nurse of the Year; 2017 Johnson & Johnson School Nurse of the Year; and the New Jersey Department of Health 2017 Population Health Hero Award. Robin serves as faculty in the School Nurse Certificate Program at Rutgers University-Camden School of Nursing, where she teaches the next generation of school nurses. She was presented the 2018 Rutgers University – Camden Chancellor’s Teaching Excellence Award for Part-time Faculty. Robin writes a weekly blog called The Relentless School Nurse. You can also follow her on Twitter at @RobinCogan.Links:https://relentlessschoolnurse.com/Here is a link to a new initiative the I am involved in with American Nurse through the American Nursing Association: https://www.myamericannurse.com/american-nurse-welcomes-the-relentless-school-nurse-robin-cogan/Here is a blog post I did about our experience screening Wrestling Ghosts at NASN Conference: https://relentlessschoolnurse.com/2019/09/11/the-relentless-school-nurse-wrestling-ghosts-an-experiential-film/ Here is info about my Community Cafe Initiative: https://relentlessschoolnurse.com/community-cafes/

When Robin is trapped in his father's research vessel under the sea, he realizes he won't be able to get out, and somthing is lurking around.

Emily Harman, host of Onward Podcast interviews Robin Finney, Solo World Traveler, Nomad, Travel Designer, and Empowerment Coach. Robin shares her story of leaving her corporate job of over a decade to follow her travel dreams. She recently visited 11 countries and 4 continents.   Episode Highlights: What finally made Robin feel confident enough to follow her dreams? Why is having a life coach important? When Robin left her job, what was her plan? Did Robin fear for her life or feel lonely when traveling alone?   What is the most exciting thing Robin has done on her travels? Robin describes her international photo shoots. What was it like traveling in Patagonia? Why did Robin Finney establish Wandering Aunt? What types of support does Robin have as she pursues her dreams? How does Robin Finney remain committed to her plans? What is an Enneagram test? What do clients receive in the exploratory coaching calls offered by Robin?   3 Key Points: Slow down and listen to your heart. Trust your instincts, your body, and your mind, and own your skills and know your worth. Have an accountability plan/partner to keep yourself on track.   Tweetable Quotes: “It’s easy to talk and complain and say that you want to do something different. It’s hard to do something about it.” – Emily Harman “I look at this time of being grounded as a gift and it has allowed me to kind of take a step back from everything and see exactly what it is that I am creating.” – Robin Finney “I am a yoga teacher and I love participating in yoga classes because it is your own individual practice, but you are in the room with other people.” – Robin Finney   Resources Mentioned: https://emilyharman.com https://www.dontkeepyourdayjob.com/ https://www.soulpajamas.com/home https://www.facebook.com/Onward-Podcast https://www.instagram.com/onwardpodcast https://www.podcastpress.io/ https://quiz.gretchenrubin.com/ https://www.wanderingaunt.com https://www.instagram.com/wanderingaunt Social Media: @wanderingaunt email: finneyra@gmail.com

Would you like a career finding the next President of a College/University? Interested in a career as a Dean of Admissions? Would you like tips on applying to college from Stanford's former Dean of Admissions? If so, then check out this podcast!We’re so proud to introduce today’s guest, Robin Mamlet, Managing Partner and practice leader of the Executive Search Firm, Witt/Kieffer . What initially caught our eye about Robin, was the amazing book that she and Christine Vanvevelde co-authored, College Admission from Application to Acceptance, Step by Step. We read the book and loved it and thought Robin would be an excellent resource for all of our listeners. When Robin wrote the book, she had years of experience in admissions, beginning at her alma mater, Occidental College, then moving on to Sarah Lawrence College, The Lawrenceville School, Swarthmore, and finally at Stanford University where she was the Dean of Admissions and Financial Aid. With all this amazing experience in education under her belt, she stepped into her current role where she directs search assignments for Presidents, Provosts, Vice-Presidents and Deans for the Witt/Kieffer’s most valued clients.In today’s podcast she shares some great tips on the college admissions process, the changing landscape of college and universities across the nation, and what is required of leaders to bring educational institutions into the future.Join Our Podcast Email List! Never miss an episode! Follow Our Podcast!Website - Get our Podcasts Here Twitter LinkedIn Facebook Instagram YouTube ChannelMeg's LinkedIn Bobbie's LinkedInMusic Production: Lena Keller: lena.m.keller@gmail.comTechnical Production: Richard Barnett

Episode 61 – Robin Lyons: Know Your Why goodathleteproject.com For today's episode we sit down with Robin Lyons, Founder and Director of Coaching at MTN Lab. She has over 18 years of combined experience as both an athlete and a coach. Prior to starting MTN Lab, Robin was a coach for Opex Fitness in Arizona. She holds a Master degree in Sports Conditioning and Human Performance and is a certified strength and conditioning specialist (CSCS). When Robin is not coaching she is either mountain biking, floating the river, snowboarding or adventuring outdoors. Follow Robin on Instagram: @Coach_rlyons or visit MTN Lab's website: https://mtnperformancelab.com/ Today's Episode brought to you by Remind Recover. You can find them at Remindrecover.com and on Twitter and Instagram: @ReMindRecover. Use the code: GoodAthlete at checkout for a discount on your next order. Follow us on Twitter and Instagram: @Coach4Kindness Follow and like us on Facebook: www.facebook.com/coach4kindness/

CRUSH celebrates art, urban beautification, creativity, and culture by enriching our community through an arts festival. Centered around empowering artists, it aims to reflect and diversify the urban landscape and the unique voice of a community. CRUSH raises awareness of the cultural significance, importance of art for all ages. CRUSH offers art inspiration through this urban craft. The organization serves as a forum for community engagement and creative expression. It invites locals and visitors to engage in this rich history and forward-thinking public art in Denver, Colorado. Join the experience during the annual event in September or visit the CRUSH Walls year-round in the RiNo Art District. Looking to Remix Your Meditation Practice? Text meditatenow to 44222 Highlights of this episode The History of Crush Walls and how it all got started. Robin Munro’s artistic journey and his love of graffiti. The biggest motivation for Robin to continue with Crush Walls and his future plans for the community In this episode you will discover: When Robin’s love for art first began The idea of starting Crush Walls and making it a reality The challenges and obstacles in creating Crush Walls What inspired Robin to elevate the Crush Walls event Where he finds artistic inspiration Why does Robin choose to focus on creating art that will make people feel good Robin’s effort to connect Global and Local artists for the community His future vision for the youth of Denver Connect with Robin Website Robin on Facebook Robin on Instagram Crush on Facebook Connect with Alyson Website Instagram Facebook CIJ Course Facebook Group See acast.com/privacy for privacy and opt-out information.

Today’s guest is Robin Long, founder of The Balanced Life + The Balanced Life Sisterhood. This episode dives into how to find time for exercise, talks about what balance means to Robin, a discusses a time when she felt like she didn't fit in and how she leveraged that into her business today, and gets real about the pelvic floor and ab separation. Find out how to find time for exercise, why it’s so important for avoiding burnout, and why we should speak up when we think differently than the people around us.   Full blog post, show notes, and resource for this episode available at: realfoodwholelife.com/fge Instagram: @realfoodwholelife Join our Facebook Group   Guest Bio Robin Long is a certified Pilates instructor and creator of The Balanced Life, a website dedicated to helping women love their bodies. The Balanced Life provides quick, yet effective, online Pilates & barre workouts that can be done from home or on the road and serves tens of thousands of women all over the world. Robin is passionate about helping women transform their relationship with exercise and healthy living by choosing “grace over guilt” and finding a balance that feels like FREEDOM. When Robin's not filming Pilates workouts on the beach, she can be found chasing her 5-year-old daughter and 3-year-old son, snuggling her newborn twins, relaxing on the beach, and seeking out the best almond milk latte in town. Instagram: @thebalancedlife Website: The Balanced Life   Show the Feel Good Effect Love If you loved today’s episode be sure to leave a rating and review on Apple Podcasts so we can keep bringing you more content like this! Share the show on Instagram, tagging @realfoodwholelife so that we can connect and I can highlight listeners on my feed.

In Episode 21, the girls talk about being a young voter in 2018. When Robin admits that she feels disconnected from politics - because she often doesn't understand the issues - Savannah, Kait, and Jess offer ideas on how to really engage.

In Episode 21, the girls talk about being a young voter in 2018. When Robin admits that she feels disconnected from politics - because she often doesn't understand the issues - Savannah, Kait, and Jess offer ideas on how to really engage.

Robin Williams, Kate Spade, Anthony Bourdain, we've lost a lot of our creatives to suicide. This week The Halli Casser-Jayne Show focuses on the life and laughter of comedian Robin Williams when joining Halli at her table is New York Times culture reporter and author of a ROBIN, Dave Itzkoff.If life is an improvisation, and it is, no one improvised his life, and, maybe death more creatively than the brilliant tour de force that was comedian Robin Williams. In his new devastating biography, ROBIN, New York Times culture reporter Dave Itzkoff delivers a fever-pitched riff into the life that was Williams'. When Robin dies suddenly, a suicide, in August of 2014 at the age of sixty-three, his passing stunned millions of people in the United States and around the world. His shocking death not only raised questions about how and why it had had happened, but also prompted reassessments of his extraordinary life and career. Illuminating both the man and the performer, Itzkoff draws on more than one hundred interviews with Robin's family, friends, and colleagues, as well as his own enounters and interviews with Wiliams over the years. Wiliams' friends were a who's who of the entertainment biz, and their names crop p throughout the book…Billy Crystal, David Letterman, Pam Dawber, Dana Carvey, Eric Idle, Jeff Bridges to name a few. David Itzkoff is the author of MAD AS HELL, COCAINE'S SON, and LADS.Itzkoff is a culture reporter at the New York Times, where he writes regularly about film, television, theater, music, and popular culture. He previously worked at Spin, Maxim, and Details, and his work has appeared in GQ, Vanity Fair, Wired among others. As Robin Williams life was, we're off on a wild ride as we explore the life and untimely death of the late, great, brilliant Robin Williams with the author of ROBIN, David Itzkoff on The Halli Casser-Jayne Show at Halli Casser-Jayne dot com.

In Select Theaters October 13Breathe is an inspiring true love story between Robin and Diana Cavendish (Academy Award® nominee Andrew Garfield, Golden Globe® winner Claire Foy), an adventurous couple who refuse to give up in the face of a devastating disease. When Robin is struck down by polio at the age of 28, he is confined to a hospital bed and given only a few months to live. With the help of Diana's twin brothers (Tom Hollander) and the groundbreaking ideas of inventor Teddy Hall (Hugh Bonneville), Robin and Diana dare to escape the hospital ward to seek out a full and passionate life together — raising their young son, traveling and devoting their lives to helping other polio patients.Starring: Andrew Garfield, Claire Foy, Tom Hollander, Hugh BonnevilleDirected by: Andy SerkisWritten by: William NicholsonProduced by: Jonathan CavendishCinematography by: Robert RichardsonDistributed by: Bleeker Street, STX Entertainment, Elevation PicturesRuntime: 117 minutes See acast.com/privacy for privacy and opt-out information.

When Robin retired, she knew she wanted to explore new fields and expand her horizons. She came across an opportunity to volunteer with troubled youth. You've probably never heard of an “Independent Visitor For Youth Justice”.  Henry certainly hadn't before this show.  But Robin decided to take on that responsibility when she retired. When Henry went to interview Robin Turnbridge, they were initially going to discuss downsizing. Robin decided she would rather discuss her experience with Juvenile Justice and it became a wonderful topic of discussion. Robin intuitively knew that it was important to replace the routine of her working life with meaningful activity. Once a month, she goes to a Youth Justice Facility which are for teens who have committed serious crimes and are in custody. Robin goes into greater detail in the interview, but they talk with the teens, check in on them, and sometimes act as an advocate for the teens. Robin explains how she found this new role, what it entails, and why she loves it.  She has transitioned the experiences of her working life to use them in a different arena.  Brilliant! Henry and Robin also discuss: * What Robin did before retirement * How she planned for her retirement and what she thought she would be doing in retirement * Her Retirement Party (or farewell as they call it in Australia) which she says is very important * Other things she has been doing since her retirement besides working with troubled youth If you listen carefully, you'll appreciate that this kind-hearted woman's first priority is her family, and her second priority is her role giving to society through her involvement in juvenile justice. Leave a comment in the box below and let us know if there are avenues other than prison to try and rehabilitate troubled youth, or if you think that is an impossible dream. Special Thanks to: * Angie Strehlow who helps us get great guests that help us with our retirement lifestyle while keeping everything on track…and helps with these show notes! * Les Briney, my husband, and Danny Ozment of Emerald City Pro who edits the show and makes my guests and me sound terrific * Henry Shapiro, host of Retired Excited that airs on Fridays * YOU for telling your friends about the show, leaving comments below and sharing episodes you really like on Facebook, and reviewing the show on iTunes This post about retirement and Retirement Lifestyle first appeared on http://RockYourRetirement.com

When Robin retired, she knew she wanted to explore new fields and expand her horizons. She came across an opportunity to volunteer with troubled youth. You've probably never heard of an “Independent Visitor For Youth Justice”.  Henry certainly hadn't before this show.  But Robin decided to take on that responsibility when she retired. When Henry went […] The post Volunteering with troubled youth in retirement: Episode RE:012 appeared first on Rock Your Retirement.

Robin Raven is an author who has brought light to a subject that is often not thought about...Santa as a vegan! When Robin saw that most pictures of Santa including him whipping his reindeer as they ride through the night, she decided to use her writing to make a change. This is what created her book "Santa's First Vegan Christmas," which has already been recognized by PETA as one of the top kid-friendly vegan books of the season. Enjoy the podcast!

It can be tough to find time to read the paper on a Sunday morning. In fact, I generally don't finish it until much later in the week! But Sundays, I always find time for a favorite column, Miss Conduct, because author Robin Abrahams – stand-up comedian, doctor of research psychology, researcher at Harvard business school and professor of psychology and writing – shares great relationship advice in her own special, fun way. When Robin agreed to come on my show, I did a little happy dance! And… I did another little happy dance when we had our conversation :-) Highlights include: 1) Robin's most favorite question she's ever been asked – and why 2) how the Miss Conduct column is similar to Seinfeld 3) outstanding advice for listeners in the midst of the crazy-busy month of December (or, any crazy-busy time leading up to an event): include the children in the lead-up to the big event, and try to spread the joy out over several days… I'm heeding this advice and it's really helping me enjoy the season I hope you find our conversation lively, fun, and above all helpful as you navigate this next crazy few weeks, which for most of us is going to be pretty darned busy!

It's our first real look at the mysterious Ra's al Ghul, "The Demon's Head!" First introduced, along with his daughter, Talia, in "Off Balance," this quintessential member of Batman's Rogues really gets to shine in "The Demon's Quest, Part 1."  When Robin and Talia are kidnapped on the same day, Ra's recruits Batman to help him rescue them. But is everything ever as it seems in Gotham City? Their journey takes them from Gotham to Calcutta to Malaysia to the Himalayas and, finally, to the infamous Lazarus Pit! But why? Find out in this week's episode of The Arkham Sessions!