Podcasts about wisconsin stout

Nugget of Hope: "Give yourself grace." A distinguished executive coach, speaker, and author with over 30 years of diverse experience. Janet's career includes serving as a retired Lieutenant Colonel in the U.S. Marine Corps and two decades as a global leadership coach. She has collaborated with new, emerging, and executive leaders across various industries in the U.S., China, Korea, Hong Kong, Singapore, Puerto Rico, Ireland, the Netherlands, and Switzerland. She is the author of "Seven Mistakes New Managers Make" and founded "In the Lead, Inc." Janet has a deep passion for coaching inexperienced leaders. Helping them find their unique voice in a crowded world. Her approach involves assessing, coaching, enabling, and sustaining their success by thoroughly understanding their current situation, long-term goals, and areas for development. She shares her expertise in leadership, change management, and team effectiveness, drawing from her academic background in organizational leadership and development and her extensive military experience. Janet believes true leadership is built on a commitment to the mission, clear expectations, and the ability to improvise, adapt, and overcome obstacles. Her mission is to empower leaders and teams to make a positive impact and bring their visions to life. Janet holds a Ph.D. in Organization and Leadership Development from the University of Minnesota, an M.S. in Education from East Carolina University, and a B.S. in Education from the University of Wisconsin-Stout. https://janetpolach.com/ linkedin.com/in/janetpolachphd Book: The Seven Mistakes New Managers Make: https://amzn.to/4dmKSWc Learn more about your Host, Kim Lengling here: www.kimlenglingauthor.com

How can those seeking to support survivors of trauma do so in a way that honors that individual, helps reduce stigma around addiction, and avoids burnout? We are joined by Julie Bates-Maves, PhD, LPC Professor, Clinical Mental Health Counseling The University of Wisconsin-Stout who shares lessons from the field and recommendations for professionals in clinical and direct support settings as well as important reminders for non-professionals who want to offer care. If you'd like to check out Julie's book Grief and Addiction you can purchase that here. Julie will also be joining us at the Empower Freedom Conference as a keynote speaker, to purchase your tickets visit fiercefreedom.org!

Send us a textWhat does it mean to be human? Who counts as a human being and why? Anthropologist Tom Pearson has been asking these questions for a living for a long time, and then his daughter was born and diagnosed with Down syndrome, prompting him to ask the questions all over again in his book An Ordinary Future. Amy Julia and Tom discuss:Normalcy, disability, and the human experienceCultural perceptions of disability and the historical context of eugenics and institutionalization How prenatal testing influences societal views of disabilityInterdependence and its relationship to the human experienceThe ways disability is a source of innovation and community, not just an inevitabilityFREE RESOURCE: 10 Ways to Move Toward a Good Future {especially for families with disability}Guest Bio:Tom Pearson is a cultural anthropologist with wide-ranging interests in the fields of environmental justice and disability studies. He teaches at the University of Wisconsin-Stout, where he also chairs the social science department. His writing has appeared in numerous scholarly journals and other public outlets. The birth of his daughter Michaela and her diagnosis with Down syndrome thrust him into an unfamiliar world of disability and difference. His book An Ordinary Future: Margaret Mead, the Problem of Disability, and a Child Born Different examines this experience in relation to Margaret Mead's path to disability rights activism. It confronts the dominant ideas, disturbing contradictions, and dramatic transformations that have shaped our perspectives on disability over the last century. Connect Online:Website | TwitterOn the Podcast:Washington Post: A mystery illness stole their kids' personalities. These moms fought for answers.An Ordinary Future: Margaret Mead, the Problem of Disability, and a Child Born Different by Thomas PearsonTRANSCRIPT: amyjuliabecker.com/tom-pearson/YouTube Channel: video with closed captionsLet's Reimagine the Good Life together. Find out more at amyjuliabecker.com.Connect with me: Instagram Facebook YouTube Website Thanks for listening!

Cindy Pawlcyn, a pioneer in the development of wine country cuisine, is the owner of Napa Valley's legendary restaurant Mustards Grill. Since Mustards opened in 1983, Pawlcyn has been involved in the creation of many heralded restaurants in the greater San Francisco Bay Area including Fog City Diner, Bix, Roti, Betelnut, Buckeye Roadhouse, Cindy's Backstreet Kitchen, Go Fish, Cindy's Waterfront at the Monterey Bay Aquarium and Mustards Grill-SFO.   Born in Minneapolis, Minnesota, Pawlcyn grew up in an accomplished culinary family where garden fresh ingredients were an integral part of every meal and suppertime was always family time. “My parents raised me to appreciate good cooking,” she fondly says of her mother and father.  At 13, Pawlcyn was working at a local cooking school and equipment store and helping in her mother's kitchen. She ran a catering business through high school, and went on to earn a degree in hotel and restaurant management from the University of Wisconsin-Stout. She further augmented her formal training by taking courses at Le Cordon Bleu and La Varenne in Paris.  Pawlcyn began her career in the kitchen of the Pump Room in Chicago. She went on to cook in various other esteemed restaurants in both Chicago and Minneapolis before moving to California in 1979 to take a job at McArthur Park in San Francisco. In her first experience in a Northern California kitchen, Pawlcyn gained valuable insights into the region's unique food culture.  Pawlcyn entered Napa Valley's burgeoning restaurant culture as the opening chef at Meadowood in St. Helena and from there joined Bruce LeFavour at his acclaimed Rose et LeFavour. Armed with extensive kitchen leadership and regional culinary expertise, she successfully launched Mustards Grill in 1983, her now landmark and legendary restaurant.  With over 40 years of experience working and living in the Napa Valley, Pawlycn remains intimately involved in the kitchen operations of Mustards Grill, which features its own culinary garden that supplements the locally sourced produce used in many of her dishes. Pawlcyn's commitment to seasonal inspiration and the use of the region's bountiful harvests continue to play a major role in the food coming out of her kitchen. “My father had a green thumb and he taught me a lot about growing produce and instilled a love for fresh flavors,” she says. “Everywhere I have lived, I have had a garden, whether it was a window box of herbs when I lived in Chicago or the large garden at my house. I feel it's important for freshness and flavor and it brings people closer to their food.” 

Questions? Feedback? Send us a text!Host Joe Gottlieb sits down with Glendalí Rodriguez, Provost at the University of Wisconsin-Stout, to explore the dynamic process of comprehensive academic planning. Rodriguez shares how her team developed a forward-looking roadmap to guide the institution over the next five years, balancing academic goals with operational realities. Listeners will learn about the importance of data-driven decision-making, collaborative leadership, and aligning strategic goals with actionable initiatives. With practical insights on managing change, fostering industry partnerships, and evolving academic programs, this episode offers valuable takeaways for anyone working to adapt their institution to a rapidly changing educational landscape.Tune in for a conversation that emphasizes both the challenges and triumphs of higher ed transformation, and be inspired by Rodriguez's inclusive approach to building a more resilient future for students and faculty alike.References:Glendalí RodriguezUniversity of Wisconsin - StoutSubscribe or follow TRANSFORMED wherever you listen, to get the latest episode when it drops and hear directly from leaders and innovators in higher ed tech and digital transformation best practices.Find and follow us on LinkedIn at https://www.linkedin.com/company/higher-digital-inc

Gabs Conway is a sculptural ceramic artist based in Missoula Montana. Having grown up in Missoula, she was excited to return - as she relentlessly considers it home - after earning her BFA at the University of Wisconsin – Stout. Gabs' work stems from the playful, mundane experiences of living. She explores relationships, such as that of siblings, friends, and lovers. Interested in creating forms for the reflection of human experience; asking the viewer to consider their appreciation of life, and to humble the adornment of our physicality. Gabs remains curious of the inherent biological responses of living, and what it means to exist together in an ever changing world.   http://ThePottersCast.com/1052

Andy discusses his background growing up on a farm and how it shaped his work ethic. He talks about his experience founding Engineering Consultants and working with medical device startups. Key topics include challenges in commercializing devices, balancing an inventor's vision with engineering feasibility, and advice for engineers entering the field.Main Topics: Medical device regulationsChallenges in commercializationBalancing an inventor's visionStem cell and gene therapy advances in ophthalmologyAdvice for young engineers About the guest: Andy Schieber is a seasoned medical device engineer and entrepreneur with extensive experience in research and development. He is the Founder and President of Ingenarious Consultants, a firm that specializes in early-stage medical device development, offering services from concept to clinical trials. Andy has a remarkable track record in designing and developing Class III implantable medical devices, and he holds over 40 patents including the Hydrus Microstent, which is a significant innovation in ophthalmology.He also serves as the Head of Engineering at Rivermark Medical, where he contributes to the development of novel medical technologies. Andy's educational background includes a Master's degree in Mechanical Engineering from the University of Minnesota and a Bachelor's in Engineering from the University of Wisconsin-Stout​.Links:Andy Schieber - LinkedInIngenarious Consultants WebsiteAbout Being An Engineer The Being An Engineer podcast is a repository for industry knowledge and a tool through which engineers learn about and connect with relevant companies, technologies, people resources, and opportunities. We feature successful mechanical engineers and interview engineers who are passionate about their work and who made a great impact on the engineering community. The Being An Engineer podcast is brought to you by Pipeline Design & Engineering. Pipeline partners with medical & other device engineering teams who need turnkey equipment such as cycle test machines, custom test fixtures, automation equipment, assembly jigs, inspection stations and more. You can find us on the web at www.teampipeline.us

What aspects of water are often overlooked? Thanks for joining us for another episode of highlighting change makers and their inspirational work towards the United Nations Sustainable Development Goals (SDGs). In this episode: How does El's art take viewers on an immersive journey through the tiers of a lake? What's El's inspiration and connection to water? Exploring the layers of a lake through art Find out from El Ovall - an Animation student at the University of Wisconsin-Stout! El shares the inspiration behind her painting that beautifully captures the different tiers of a lake. From the world above the water to the invasive species below and the grassy aquatic plant life at the bottom, El wanted to showcase the often-overlooked aspects of freshwater. She also talks about her personal connection to water as a symbol of refuge and peace, and how she hopes to expand the narrative quality of her art in her future work as a sophomore in animation. Click play now to soak up what she has to share! To learn more and get involved with ongoing efforts in Wisconsin, visit the partner websites: ⁠⁠⁠Wisconsin Water Week⁠⁠⁠ ⁠⁠⁠Wisconsin Lakes⁠⁠⁠ ⁠⁠⁠Wisconsin DNR⁠⁠⁠ ⁠⁠⁠Extension Lakes | UWSP⁠⁠⁠ Let's get SDG Talking!! Do you have a good story or want to collaborate? Send us an email at sdgtalkspodcast@gmail.com and we will get back to you as soon as we can. And don't forget to check out our Virtual Roundtables on our ⁠⁠⁠⁠⁠⁠⁠⁠website⁠⁠⁠⁠⁠⁠⁠⁠. ⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn

LLChat is pleased to welcome Dr. Lee Slater as host of our new series, This Global Life. In our first episode to the series, Dr. Slater welcomes panelists Dr. Waqar Azeem (Binghamton University), Ms. Nimisha Sinha (Binghamton University), and Dr. Lopamudra Basu (University of Wisconsin-Stout). The goal of this conversation is to explore how cultural forms of bearing witness intervene in the politics and technologies of human rights around the globe. For more information on this discussion, please refer to the following links: Send us a Text Message.

Welcome to another enriching episode of Coffee in the Barn, where we delve into the intricate relationship between nutrition, agriculture, and professional development with our distinguished guest, Emily Krause, Director of Nutrition at the National Pork Board. In this episode, Emily shares her personal and professional journey that illustrates her deep commitment to enhancing nutritional awareness and healthcare through innovative approaches.Starting with her early days as a cross-country runner influenced by her coach's emphasis on proper nutrition, Emily's narrative takes us through her educational path in dietetics at the University of Wisconsin Stout and her hands-on experiences during her dietetic internship in Illinois. Her story is a testament to the significant impact that practical experience can have on professional growth and specialization.Emily elaborates on her pivotal role at the National Pork Board, where she heads the "Pork and Partners" initiative. This program is specifically designed to support healthcare professionals, particularly dietitians, by providing them with resources that transcend traditional academic learning. It focuses on media training, culinary skills, and the science of nutrition, equipping professionals to advocate for balanced diets in various settings, from hospitals to retail environments.Throughout the episode, Emily emphasizes the importance of understanding and communicating the nutritional value of pork, debunking common misconceptions, and introducing the healthcare community to pork's role in a healthy diet. She discusses her transition from retail dietetics to a leadership role that impacts national nutrition policies and practices, showcasing how strategic information dissemination can be tailored to meet the specific needs of diverse professional groups.Listeners will also gain insights into the challenges and successes Emily has encountered in her efforts to enhance the dialogue between agricultural practices and nutritional science. Her work with "Pork and Partners" not only bridges gaps in professional education but also strengthens the connection between food producers and consumers, shedding light on the journey food takes from farms to grocery aisles.This episode is a must-listen for anyone interested in nutrition, healthcare, agriculture, or professional development within these sectors. Emily's dedication to her field and her innovative approach to education and outreach reflect a broader trend towards interdisciplinary collaboration and communication in health and wellness.So grab your coffee, settle in, and prepare to be inspired by a story of passion, innovation, and the pursuit of knowledge that is shaping the future of dietetics and agricultural education. Don't forget to listen, subscribe, and get exclusive access to premium content that dives deeper into the topics we all care about.Support the Show.Connect with us on Facebook, Instagram and LinkedIn:@cofeeinthebarn

PREMIERS JUNE 2024About the ShowTurned off by sex podcasts that are either too raunchy or a bit too clinical? Are you looking for a sex and relationship podcast that's actually relevant to your life? Then the Sex Therapy Podcast is exactly what the doctor order. Tune in each week as clinical psychologist and sex therapist Dr. Caleb Jacobson welcomes leading experts and celebrity guests to discuss sexual health relevant to your life. Don't miss new episodes every Tuesday packed with valuable insights and engaging discussions. Be sure to subscribe to the always entertaining, always informative Sex Therapy Podcast.About Dr. JacobsonDr. Caleb Jacobson is an internationally recognized clinical psychologist and sex therapist. He holds a doctor of psychology (PsyD) and completed his sex therapy training at the University of Wisconsin–Stout. He also has a PhD in Hebrew Bible, biblical archaeology, and psychological exegesis from the University of Mainz. His clinical practice focuses on treating religious patients, male sexual dysfunctions, and rare and problematic sexual issues. Dr. Jacobson has lectured at numerous conferences and webinars for various organizations including the International Society for Sexual Medicine. He has taught courses on numerous topics concerning sexual health and sex therapy interventions. He is the author of Sex Therapy with Religious Patients: Working with Jewish, Christian, and Muslim Communities. Dr. Jacobson is the founder of the School of Sex Therapy and currently serves as the president of the International Association of Psychosexual Therapists.Stay Connected With Me! Instagram - www.instagram.com/drcalebjacobson Twitter - www.twitter.com/drcalebjacobson YouTube - www.youtube.com/@drcalebjacobson TikTok – www.tiktok.com/@drcalebjacobson Facebook - www.facebook.com/drcalebjacobson Got questions? You can send an email to Ask@DrCalebJacobson.com.Need to contact me directly? Write to me at Me@DrCalebJacobson.com.___________________________________Dr. Caleb Jacobson (PsyD, PhD) is an internationally recognized clinical psychologist and sex therapist. He is the founder of the School of Sex Therapy and currently serves as president of the International Association of Psychosexual Therapists.

Dr. Laurie Borowicz has served as the 5th President of Kishwaukee College since January 2016.  She has led the College through some of its most challenging times, including the state of Illinois two-year budget impasse and the COVID-19 pandemic. Fiscal constraints, declining enrollments, and the changing landscape of higher education has allowed Dr. Borowicz to demonstrate transformational leadership. As an advocate of student success and with a focus on continuous quality improvement, Dr. Borowicz championed expanded student and academic support services, increased the use of technology for both internal and external stakeholders, and joined the Partnership for College Completion to eliminate the achievement gap for students of color.  Under her leadership, partnerships were forged with the business community to serve local workforce needs.  Partnering with other educational institutions, dual credit and transfer options were expanded for students. Before coming to Kishwaukee College, Dr. Borowicz served as Vice President of Student Services at Northcentral Technical College (NTC), in Wausau, WI.  With a 16 year career at NTC, she held two earlier positions at the college, focusing on student success and partnerships with local K-12, higher education, and employers.  Prior to entering higher education, she worked as a high school guidance counselor and county social services specialist.  Dr. Borowicz has demonstrated a commitment to helping others achieve their personal and educational goals throughout her professional career. Dr. Borowicz holds a Bachelor of Science in Retailing from the University of Wisconsin-Madison; a Master of Science in Guidance and Counseling from the University of Wisconsin- Stout; and a Doctorate of Education in Higher Education Leadership from Edgewood College, Madison, WI. Her doctoral dissertation was an examination of Leading Organizational Change.   

elitefts Limited Edition Apparel: https://www.elitefts.com/shop/apparel/limited-edition.html             Support and help the Podcast grow by Joining The Crew:  https://whop.com/tabletalkcrew/              In this 255th podcast episode of Dave Tate's Table Talk, Travis McKinney takes a seat.       Travis McKinney is a 28-year-old powerlifter, primarily in the 220-pound multiply division. Travis holds a Bachelor's Degree in Dietetics with a minor in Sociology from the University of Wisconsin - Stevens Point, and a Master's Degree in Food and Nutritional Sciences from the University of Wisconsin - Stout. He is the Head Coach for a high school powerlifting team with 50 athletes. Travis has 12 years in the Army Reserves, is a Drill Sergeant, Master Fitness Trainer (updated: H2F-I), and has achieved the rank of Staff Sergeant. He scored 584 out of 600 points on the Army Combat Fitness Test. Travis works as a life insurance broker in Appleton and is a proud owner of a seven-pound Yorkshire Terrier named Remie.       Accomplishments:   Currently sponsored by Overkill Strength Equipment   WPO 2nd place, 2022 + 2023   WPO Record squat, benchpress, total at 220lbs   1113 squat, ATWR and heaviest 5x Bodyweight Squat   777lb Benchpress, 810 at 242   771lb Deadlift   2662 Total   2022 APF Nationals Best Lifter   5x Arnold Sports Festival Competitor   XPC Arnold 2020 Raw 2nd place 220lb   XPC Arnold 2017 Multiply Winner 198lb   IPF Worlds 2013, 2nd place, 2nd Best Lifter   IPF Sub Junior World Record Benchpress - 501lbs at 205lbs [Former]   USAPL 3x Highschool National Benchpress Records   USAPL 4x Highschool National Podium Finishes   Spartan Race Trifecta Completionist (5k, 10k, 21k races)       Travis' IG: https://www.instagram.com/tkinneyv2.0/                     ABOUT THE HOST   Dave Tate is the founder and co-owner of elitefts.com. He is the author of twenty books and has logged more than 40,000 hours of training and consulting. Dave is married to elitefts co-owner Traci Arnold-Tate, and they reside in London, Ohio, with their two sons. Personal Credo: Live, Learn, Pass on™.   Dave's IG: https://www.instagram.com/underthebar/?hl=en              SPONSORS         elitefts   If you can put it in a gym bag or load weight on it, we have you covered.     https://www.elitefts.com/    Use Code TABLE TALK for 10% off your first elitefts order.           SUPPORT THE SHOW   All profits from elitefts Limited Edition Apparel, Table Talk Coffee, and Team elitefts Workouts, Programs, and Training eBooks support Dave Tate's Table Talk Podcast. Shop these elitefts items: https://www.elitefts.com/content/table-talk/       Support Dave Tate's Table Talk podcast by joining the crew.  https://whop.com/tabletalkcrew/       elitefts Shop: https://www.elitefts.com/       elitefts IG: https://www.instagram.com/elitefts/         SPONSORSHIP/PODCAST INQUIRIES   For sponsorships or business inquiries, reach out to tabletalkmedia@elitefts.net   For Podcast inquiries, please DM @elitefts on Instagram or email tabletalkguest@elitefts.net     #DDTTTP   #DTTTP   #ddttp

Last week, the Game Awards selected “Baldur's Gate 3” as its Game of the Year for 2023. We talk with University of Wisconsin-Stout's computer science director for a review of this year's top video games and the gaming industry.

Ever wonder what it would look like to create a bachelors degree program so innovative, so accessible, so flexible, and so industry-driven that it's the first of its kind in the nation?The University of Wisconsin-Stout has done just that with the new Automation Leadership degree.Built on industry-recognized credentials with a  focus on hands-on skills and career readiness, the Automation Leadership program is meeting an acute need in the manufacturing industry in a way no other degree can. After completing the program, students will be equipped with the essential technical and leadership skills to take any company through a digital transformation.UW-Stout Chancellor Katherine Frank and Dr. David Ding, Director of Stout's School of Engineering join us on this invigorating episode where we dive deep into just how innovative this program is.3 Big Takeaways:The Automation Leadership degree meets a crucial need of industry - the combination of technical and business skills: Manufacturers seeking to invest more in automation need someone who can take their company through a digital transformation. The Automation Leadership degree does just that.The future of higher education consists of more on-ramps and off-ramps, greater flexibility, and more credit for prior learning: Discover how the university is making it easy for high school students, community college students and even incumbent workers earn credit for prior learning, take courses remotely, and earn a bachelors degree with very little university tuition paid. Spoiler alert: up to 88 credits of the degree can be earned through associated SACA certifications!Built on skill standards defined by industry, the Smart Automation Certification Alliance credentials make up a foundational part of this new degree: UW-Stout didn't reinvent the wheel in this new program. By aligning courses to already-existing certification standards, the degree is guaranteed to meet the needs of industrial employers. Additionally, any SACA member institution across the country has the opportunity to create articulation agreements with UW-Stout, and students anywhere in the country can earn the Automation Leadership degree remotely.Resources Mentioned in this EpisodeRead the press release about the new programVisit the Automation Leadership degree page for more information and program contacts: https://www.uwstout.edu/programs/bs-automation-leadershipTo learn more about the Smart Automation Certification Alliance, visit their website: https://www.saca.org/Connect with UW-Stout:Instagram  |  Twitter  |  LinkedIn  |  Facebook  |  YouTube  |  TikTokEpisode page: https://techedpodcast.com/automationleadership/Instagram - Facebook - YouTube - TikTok - Twitter - LinkedIn

There's so much I learned while teaching at the University of Wisconsin - Stout and on this episode I'm going to share a few of the things I learned! Episode Add Link: www.shopkateyfortun.com ____________________________Stay in the loop with the new Different Ability® product I'll be launching!Sign Up Here!Shop new products here!Places you can reach me at:Website:https://kateyfortun.com/https://kateyfortun.com/podcastInstagram:https://www.instagram.com/kateyfortun/https://www.instagram.com/differentabilitypodcast/ 

In this podcast episode, Dr. Dana Linnell, Assistant Professor of Psychology in Evaluation at the University of Wisconsin-Stout focuses on the evaluation profession, including defining evaluation, data visualization practices in evaluation, the role of politics in evaluation, and more. Dana is one of our Keynote speakers at this year's Lumivero Virtual Conference in September 27 and 28, 2023. REGISTER for FREE 

Interview with Courtney Padjen and Olivia Beisler regarding their work at The Institute for Integrative Therapist (IIT) and the benefits of ketamine-assisted therapy. Courtney Padjen, PhD, LMFT, is a licensed marriage and family therapist based out of Minnesota. She received her PhD in Marriage and Family Therapy from Northcentral University after successfully defending her dissertation titled “What's Your Safe Word? Kink: America's Current Sexual Revolution.” She received her Masters Degree in Clinical Psychology from Argosy University and her Bachelors Degree in Psychology from University of Wisconsin-Stout. Most recently she started an apprenticeship with the Institute for Integrative Therapies where she is training to provide Ketamine-Assisted Psychotherapy.   Courtney is the owner of her private practice Centre for Sexual Wellness. She specializes in sex, relationships and trauma, and works with clients on diverse concerns including lack of communication, sexual discrepancies, differing relational expectations and such. She uses an eclectic methodology pulling from various therapeutic approaches. She is also a faculty member for the Marriage and Family Therapy program at National University and a research associate for TASHRA.Web: Centre for Sexual WellnessInsta: drcourtneysays Olivia Beisler, NBC-HWC, is a nationally board certified coach. She received her Masters degree in Integrative Health and Well-being Coaching from the University of Minnesota and her certification through the National Board of Health and Wellness Coaching. She received her bachelor's degree from The College of St. Scholastica with majors in Psychology and Music Performance.Through the health coaching program, Olivia took courses that focus on different areas of integrative and alternative health.Olivia personally owns and coaches through Liminal Health and Wellness Coaching, LLC. She currently contracts with several mental health clinics in the Twin Cities providing wellness coaching for clients as well as developing integrative programing and awareness around health coaching. Her coaching focuses on working one on one or in small groups, partnering with clients instead of prescribing or educating, holistic health, teaching and curating mindfulness practices, combining aspects of allopathic and integrative medicine, personal growth, creativity, the arts, supporting vulnerability, and exploring the liminal spaces and intersections of mental, emotional, and spiritual health. Web: https://liminalhealthandwellnesscoaching.com/Insta: @liminalhealthcoachingThe Institute for Integrative Therapist (IIT) IIT is a company led by subject area experts that work at the intersection of their respective fields and psychedelics. Their leaders include the most recognized and dedicated psychedelic-informed providers in Minnesota. They strive to heal our communities with psychedelics and integrative healing practices, create and share knowledge, and contribute to the study of psychedelics. Web: https://www.iit-mn.com/Insta: @psychedelictherapymnWell Connected Twin Cities is connecting you with local health and wellness professionals in your community. Discover what's possible by surfing the directory, taking a class, or attending the next event. http://wellconnectedtwincities.com/Follow us on instagram https://instagram.com/wellconnectedtwincities

Dr. Jim Herbert, Professor of Counselor Education and Rehabilitation and Human Services at Penn State, is back in the studio today. In this second part of a two-part series, Jim discusses the retention challenges identified in his study- Recruitment and Retention of State Vocational Rehabilitation Counselors: A Mixed Methods Analysis.   Please listen in as Carol and Jim continue to unpack this study and have a frank discussion about the significant challenges and possible solutions you can apply to your situation.   Be sure to check out the Recruitment side of the study by Dr. Jim Herbert in the previous episode of Manager Minute.   Listen Here   Full Transcript:   {Music} Speaker1: Manager Minute brought to you by the VRTAC for Quality Management, Conversations powered by VR, one manager at a time, one minute at a time. Here is your host Carol Pankow.   Carol: Well, welcome to the Manager Minute. Joining me back in the studio today is Dr. Jim Herbert, professor of counselor, education and Rehabilitation and Human services at Penn State. Now we're going to discuss the second part of his study, recruitment and retention of state vocational rehabilitation counselors, a mixed methods analysis. And I'm super happy to have you back with me today. Jim, how's it going?   Jim: It's going well and I'm excited to be with you this morning with the podcast and appreciate the opportunity to kind of build on some of the information that we talked about in the earlier one.   Carol: Absolutely. I'm super excited. And for our listeners out there that did not get to listen to the first part of this podcast in June. Please do go back and look in the archives and you can listen to that so you get the full picture because Jim really painted a great foundational piece on the study that he had done, and we focused on one half of his work. And now today we're going to focus on the other half because there's a lot of really good information to unpack. So as I had said, you know, this is a second part of our two part conversation. We're going to focus on the retention aspects of your study today. And just to set the stage for our listeners again who maybe did not listen last month. I first met you through the CSAVR Operations and Personnel Committee, and I used to co-chair the old HRD committee that was evolved into the new Operations and Personnel Committee. But I did that with Cynthia Speight, and I continued to participate after I entered into this TA world. And Cynthia and I had been interested in this recruitment retention topic going back at least eight years. We were doing some different surveys with our states to see what was happening, and we just saw this shrinkage of people entering the field, the reduction in universities offering a master's in rehab counseling and knew back then even like we've got to do something. So I was really pleased to see your work and you had come to the committee to collaborate on this study that you were doing that was supported in part by the National Institute on Disability, Independent Living and Rehab Research, which is NIDILRR. And in the executive summary, you noted there had been this consistent shortage of qualified rehab counselors employed by the state federal VR program for several decades. I guess you know, some of us were thinking, Gosh, this has really been like the last ten years. Uh, this is actually been going on for a while. But the Covid 19 pandemic, I think, exacerbated the shortage. And so today we're going to look at this again, the retention aspects of your study. So let's dig in. And I do want to go over a few things in case our listeners, you know, didn't have a chance to hear you last time. So, Jim, can you just tell them again a little bit about yourself and how long you've been in academia and how did you get there?   Jim: Okay, so I'm an old guy. I've been here, as I kind of explained in the first podcast, I'll just kind of abbreviate. Yeah, I've been an academic for about 37 years and prior to that I worked as a work adjustment counselor and job placement specialist research specialist. So I've been around and as I explained in the initial podcast, like many of you, I became interested in rehabilitation as a result of having a family member with a disability and then started doing some volunteer work. Absolutely loved the field and I loved doing Voc Rehab because I could see kind of the difference that that you can make and you can impact on improving the quality of life for people with disabilities. So if you want to read more about my background, you have nothing to do and you have trouble sleeping at night. You can just look me up at the Penn State and within two minutes I'm sure you'll be falling asleep after reading my bio. So that's the deal.   Carol: I love it. I love it. So many of us did that, though. We kind of fell into it. I fell into it with my mom used to be the volunteer corridor coordinator at the state hospital in Faribault where I grew up. So she used to bring me up to the Pink Ladies canteen where they had donuts and treats and things that the residents of the campus could come in. And I remember being five and on campus and working with all these people with developmental disabilities and other disabilities and just got super interested in the work kind of through her and having people over to our house for Thanksgiving and Christmases and different holidays. It was super fun and I just grew up in that. And so that is the same case with many of our listeners, I'm sure. So last month we talked about the first part of your study. Today we're going to get into the retention aspect. So let's talk about the retention challenges that you identified in the study. So what are those top challenges VR is facing?   Jim: Yeah, so part of our study, what we did, the first part, we basically interviewed state directors. We had them complete an online survey, but then we did about 20 interviews to sort of unpack. A little bit more. And basically we identified and I'm not sure to be frank, if this part is going to be new information for your readers or for the listeners. But it sets up what I want to talk about how do we address these problems of retention? So when we look at why are counselors leaving? Okay, well, the first thing I'm sure your listeners like no surprise on this one. Low salaries, big number one problem graduates coming out of programs now realize and also people are currently working in the field realizing I think in essence kind of the power really that they have. And I think this is sort of a nationwide thing. People are starting to realize, I've got choice, I have options and I want to exercise those. And so we've got to understand that and be receptive to that. So low salaries and we'll talk about, well, what can we do about that aspect? But just for introductory purposes, that's a big, big reason we're losing people to the Veterans Administration. We're losing them to community mental health programs, we're losing them to universities and colleges such as like the disability support services or even sometimes a career placement services. I know former alum from our program here at Penn State who've been in the state system for a long time and left to work at university settings such as disability services or career development. You know, the issue with that is, of course, when you think about the investment with the RSA training program coupled with the two years post-graduation that they have to use for the payback, well, that's a tremendous amount of investment that we've made in unfortunately we're losing them because after they do their two year payback, they're saying there's some other opportunities. Another big problem, and this is particularly true, I think, of the newer graduates, one of the things we know from research is that many counselors, what they do not enjoy is the amount of paperwork process information that's involved with the job data entry, documentation that's involved with that. And I've heard a number of students will say, I didn't get a master's degree in counseling to sit in front of a computer and enter data. I recognize that's a part of the job, I recognize there's information that needs to be recorded. But for the Gen Z and the millennials in particular, they want to work with clients directly. They want to have that client contact. They enjoy working with people. That's a lot different from interacting on a screen or processing paperwork in that way. So while data management, that's a critical part of the job, we've got to think of some other ways of how can we work with particularly the graduate trained personnel, more efficiently and more effectively in a way that benefits the whole mission of the program? That's a big reason why people are leaving. Another problem kind of related to that caseloads. And while it's different, I think with specialized caseloads such as people who work with persons who are visual impairments, vision loss, blindness, hearing deafness, while their caseloads are lower counselors with general caseloads, it's not unheard to have caseloads of around 200. I mean, that's. So how do you develop an effective working relationship when you have to interact with 200 people? The answer is you can't or it's difficult. So I mentioned these three problems because I think it provides a context for what are we going to do about that? How do we address those kinds of things that are underlying? So that's what we're going to be kind of diving into today.   Carol: Yeah, I agree. I appreciate you setting that backdrop because those are all things as I was reading the study, I'm like, Oh, absolutely. And I keep thinking if folks are continuing to be organized the way they were pre-wioa as far as staffing and structure and roles and responsibilities, man, you really need to rethink that because there are opportunities and I think we'll get into this. There's a lot of cool stuff folks can be looking at doing now differently. We talked about this in the first podcast, you know, about, well, we've always done it that way and I think in VR we can tend to fall into that trap. And you forget like, Hey, we are inventive, creative people. We have got to approach this in a different way. So let's talk about that. Let's get into what are some of the retention strategies I know the state vocal rehab directors believe would contribute to retention. There were a number of things that you had in the study I thought were pretty cool. So let's unpack some of those.   Jim: All right. Well, let's tackle the big problem, the salary issue. And we've mentioned this a little bit in the earlier last month's podcast, but we've got to take a look at what is the salary structure. Okay. And are there ways that we can adjust that And just in terms of wages or benefits. Now, the first thing is, no, we can't. It's too difficult. It's, you know, it's really about. That's true. But at the same time, I know from talking with directors and to come to mind, Kentucky and North Carolina, where there are states, Maryland, I think we mentioned in the earlier podcast that have been effective in getting better pay, more equitable pay for counselors. Now, again, I think as we mentioned, I think actually, Carol, you mentioned this, you know, this isn't something like, okay, well, next week we're going to start that. No, this takes literally years to do because of the political influences. You know, like who are the secretaries of state and the governors, and is there support to do that And yes or no? And how do you build the case? So building that case of, you know, hey, we're losing people when we look at our salaries compared to rehab counselors in the Veterans Administration, compared to mental health counselors, compared to other comparable professions, let's look at what the data. So, you know, you don't need to be a genius to kind of figure out this job is going to pay $20,000 more for what I think is essentially the same job. And so it's like we've got to take a look at this because the thing is, you know, just kind of throw your hands up and say, well, we can't do anything about that. Well, I'm not sure about that. But I do know this, that to institute any kind of change, we have to have some sort of rationale and data to support why do we absolutely need to do that? And we'll talk about this aspect a little bit later. But part of the data collection also, and this is a tool that we have available but very few states use it, is when we conduct those exit interviews with people that they're leaving. And you ask, well, why are you leaving? I'd be willing to bet based on my understanding of either people I know that have left the agency or what I've seen in the review of the literature. These testimonials, I think are really critical and say over the last three years we've lost 50 counselors. We asked them, Why are you leaving? 85% is because of low salary. That's important data. Okay. And that's just not something that hey, wouldn't it be nice? But I can't think in terms of any kind of real data, anything more important than those kinds of testimonials. But the problem is that most states don't use exit interviews or if they conduct them, frankly, I don't think they do a good job or even if they do a good job the problem is the data doesn't always get communicated back to the state director. So here in Pennsylvania, anybody works for labor, Labor and industry. Well, that's just not VR counselors. That's a whole other group of professionals that get kind of lumped in together. And so those are kind of some important data that we need to start monitoring. We need to build a case we just can't keep kind of poor me, blah, blah, What are the data? And then ultimately how is that impacted? And I think those kinds of things are really important.   Carol: I agree 100%. I know as I have talked to different directors across the country, you mentioned Kentucky. Absolutely. Core McNabb talked to her. She's done some things, really big, impactful things with this. Scott Dennis, as we talked about, I know Brett McNeil right now in Florida has a big initiative that's taken several years, started before him, but and he's a newer director in but continued that fight. And I'm hoping fingers crossed that he's able to get that through the legislative session this year to get those increases for his folks. But for our listeners, I know some of you are thinking like, well, it's daunting. Like this is a terrible task. You've got to do all of this work. It's going to take all these years. But if you never start, you're never going to finish. If you never build the case, you never collect the data, you don't go after this. Three years from now, we're going to be talking about the same problem and you've done nothing towards it. And so I just really encourage people like you have to start this is so critical. This is a fundamental issue for your agency that pay piece. You need to work on it. And that's where you have to build your relationships. You got to look at any coalitions that you can engage in. You want to reach out to those other directors that have been successful to find out what they've done. Jane Donellen in Idaho General, she's done some interesting things around this as well. You want to talk to those other people, reach out to your CSAVR colleagues and say like, Hey, how you do that? I know every state is set up differently and you have your own civil service rules in your state. But by and large, doing something like this, what you said, Jim, you get to build the case. And so I don't care what state you're in, you're always going to want to come in with your data. Here it is. And you present it because you may be thinking that HR is like looking out for you. But think about it. HR has had these huge turnovers and staff to they don't know what's going on. You know your story, they don't know it. You're one of a whole bunch of books of business in that state. You've got you. If you're in a labor agency, you've got all these other programs, unemployment insurance, they'll remember that was kind of having problems. You're the one living with it every day. So if you can paint that picture, that helps them because I know there's always a method for doing this within the state. It may be a little daunting, but if you don't start I mean, I'm kind of on my soapbox right now, but if you never start, you're never going to get there.   Jim: You're absolutely spot on. And I would agree with that. One of the things I'll ask my students when we talk about problems and problem resolution and those things is the issue of control. And one of the things I'll ask is, what is it? Because there's so many things we can't control, but what is it that we can control? And I think that's a question that you're asking. And then also, too, is the perception because you think, oh, well, we can't. And it's like, well, maybe we can, but the first thing we've got to collect the information to support the case. So related to that kind of issue of control, and I'm going to spoiler alert to your listeners, I'm going to probably say a few things that might be a little bit controversial. No surprise there. But kind of related to that and this is going to be hard, I know, is the question of how are we conceiving of this job. You know, I said earlier that the millennials and Gen Z in particular, they didn't come in to be a rehab counselor to six out of eight hours of the day in front of a computer and data entry that doesn't light it up for them. And so one of the things we know from a number of studies of graduates, they're saying to us, we want opportunities that are going to give us greater client access. So I got into this because I like working with people. You know, I enjoy that interaction. I love that part of the job. And so what some states are doing and a couple come to mind, North Carolina General, Tennessee, they're saying, okay, how can we reduce the administrative data entry task? Is there a way that we can maybe allocate those aspects to maybe someone that you don't necessarily have to have a master's degree to do that? And we know that, Carol, you know this you know, a number of states now are kind of rethinking this baccalaureate position. Maybe there are opportunities at the introductory level, if you will, professional level that require a baccalaureate degree. So the thinking, of course, being if we can assign those tasks to and sometimes states use different titles, sometimes you'll hear the term counselor, aide paraprofessional, which personally I don't like that because I think at the Baccalaureate you're a professional. I think to me it kind of denigrates that. But the point is the intent here is like, okay, can I have someone's going to help me with the case management functions aspect, the documentation that I might now be able to spend more time with clients. The other thing too, that we learned I found this was interesting New Hampshire developed kind of a pilot project with I think this is I think was a University of Wisconsin Stout. I believe if it's wrong, my apologies to the other university who did, but I think it was with Stout in helping them in the decision making process of eligibility determinations. So they would outsource this to UW stout personnel who then review the case. Now, they didn't make the I want to be clear on this. They didn't make the determination. They made maybe a recommendation for that. The counselor makes the final determination, but was interesting. I believe that by doing that, New Hampshire was saying that saved about 30% of time that a counselor might have to allocate for that, that now that if we outsource that, that allowed them to have greater contact. So that's another thing.   Carol: Yeah. So it's funny you bring that up, Jim. So I'm actually doing a podcast in August with and this really started in Wisconsin. Wisconsin was the spearhead of this and New Hampshire jumped onto it with the Stout doing that. So my August podcast is going to be focused on how Wisconsin created this project with Stout. And we're going to talk about how they did it, because now more and more states I still remember when Wisconsin brought this up back at CSAVR, you know, probably four years ago, and everybody was kind of like, huh, Like, oh, that's interesting. Or why did you do that? Well, now everybody's going, Hey, I want to know more about that. And Lisa Hinson Hatz in New Hampshire. She dug into that to going, Hey, we need help out here. And that's where I was saying earlier, if you're organized in the same way you were pre WIOA stop it. Like you need to think about this because there's a lot of things that fundamentally have changed. And I love what you said about can you use other positions that are maybe more of the case manager of that case and doing all that chasing around? Can you use technology solutions? I did a podcast with our friends from Alaska in March on SARA with a semi-automated rehab assistant. You know, you're chasing down these MSGs and I need your transcript and all of that. Are you looking at other solutions? Friends that can help to automate maybe some of this that your staff are currently doing. I just think to look wide.   Jim: Absolutely. And I think that is again, kind of like, is there another way that we could do this? And I think we talked about this a little bit earlier. Sometimes we fall in the trap. Well, we've always done it this way. Well is it working well. If it's not working, that says we have to change that. So increasing the time again, either through technology or perhaps the creation of and I'll talk about this a little bit later, different levels in terms of a career ladder. Another thing and again and this is it's particularly problematic because when you don't have enough counselors, typically what happens then? The supervisor fills in, the counselor leaves. Now the supervisor or it gets redistributed to other counselors so their caseloads increase. And then here's some academic telling your audience that, well, you got to reduce caseload size. So, yes, I live in the ivory tower. Okay. But let me just say this again. These problems are interdependent and the solutions are interdependent. You can't implement one because we'll have about ten or so that we're going to go through. You can't implement one and think, oh, that's going to solve it. It's not. It's a combination of confluence of all of these that will change, if you will, in terms of the retention aspect. So reducing caseload size, you know, next to salary. The other thing, too, you if you talk with counselors, what is it that they have too many clients and we talked in the earlier podcast, again, while there's some specialized caseloads may be different 30 to 50 clients, other generalized caseloads, they could be 150, 200 clients. So it's difficult to believe that you can have any kind of effective working relationship with that size. And the other thing I'll just mention, it's interesting because when you look at what factors predict who's going to have a successful rehab outcome, when you look at the literature, basically what you find is that a significant contributor is the relationship. There's that word again, the relationship between the client and the counselor. I know we use the term customer. I'm kind of old school. We don't get into that. But anyway, I still use the term client. The point being is when you have an effective working relationship, you have better outcomes. And so it only makes sense then, well, you know how many of you, when you go to your physicians appointment, you get in a rush, you know, two minutes, and then you come at a physician that actually spends 30 minutes with you, you know, like, Wow, this is so good. They feel like they took time to know what my problems are, what the issue is, what's kind of going on. The person that spends too, like, look, I don't you know, I'm overworked, I'm underpaid, I don't have time for this. Those messages get communicated. Clients are pretty savvy and picking that up. I don't think we give them enough credit for that. So part of that is when we were talking about providing more access to clients and developing that relationship, but also reducing the client caseload size. So related to that, we have to think about again, maybe modifying some of those caseload practices. So when we talk about grief, thinking how the job is done, again, maybe there's some components that we could institute that might allow greater access. So I think it was Iowa for the Blind that had a specialist that maybe would assist the counselor. I think the same thing like in Indiana, a case coordinator. So maybe there's specific roles that other people might do, particularly at the baccalaureate level, to maybe determine or help determine eligibility and help with the caseload aspect. So by implementing that in conjunction with that reduction, again, I think is going to contribute to successful outcomes. And the only other thing I'll just mention, I remember one director that made this statement. It's always interesting to me, like Carol, you're talking about in Maryland and Florida and other states, do they have some sort of secret sauce, some magic thing? You know, what did they do? The question that comes up is like, well, if it can be successfully implemented in one state, can we duplicate it in my state? So what is it that we can do with that?   Carol: One of the things I've learned some years ago that Joe started this Joe Xavier out in California was implementing this team model concept. And so the counselors like the orchestrator of the team, but you have a lot of people that surround an individual as they're going through their VR journey. You know, you have placement people that are working with them. You know, your business specialist could be in a blind agency. You might have an assistive technology specialist and you've got your rehab tech and all these different folks. And so we borrowed from California when I was in Minnesota to leverage all the people on the team so that that client could feel supported, even as counselors are working with lots of people. But it could be that the case aide is talking to them. It's your AssistiveTechnology Specialist is talking to them, your business specialist. So they feel surrounded by this team of people that are ultimately supporting the counselor and the customer and getting this employment goal accomplished. So taking a look at leveraging all your resources, because as you say, when you tell me like 200 people on a caseload, I'm like, that is too many. Think about how many days there are in a year and how many days a person works and you have 200 people. You're trying to keep this relationship going. If you can leverage the support of your team members too. So the person is feeling like people are reaching out and they're contacting them and they're in touch, it will lend to a better outcome.   Jim: I'm glad you kind of amplified that a little bit because it lends itself to the next point is when you think of the career ladder structure that exists in old VR, we kind of have that one counselor, one client kind of model. And what you're talking about is more a systemic approach. And recall that I think it was in Indiana where they had I think it was Indiana. If it wasn't, then my mistake. But anyway, I think they have what was called kind of a work project group. And so you had staff that collectively worked together. So when it talks about a particular client, so you had multiple people. So now in their work group, as I recall, they might have like an individual who might be the eligibility determination counselor. And then other people worked as caseload counselors and others work more in terms I'm going to use the term therapeutic counselor relationship aspects. And my recollection from talking with the director there was when they looked at that approach, what they found was that actually the time spent in eligibility that was reduced. So it's like we're providing more effective service, more timely services and the benefit in terms of the counselors, in terms of their training, that also was kind of reduced because they're kind of specializing on this aspect of the job. So part of that is thinking about, well, maybe we have to think things a little bit more systemically. The other thing is when we look at the career ladder structure, this is all over the place because you have states that basically have like level one, level two counselors and some there's three or some four or some five and that's all as a function of how many years that you've been with the agency, whether or not you have a graduate degree, whether or not you're a CRC, all of those things contribute. So one of the things that you have to think about, is there a way that we can kind of build in a little bit more? Because again, basically you kind of go from a counselor to a supervisor and most counselors, at least that I've found, they're not clamoring necessarily to be a supervisor. That's not an easy job. In fact, much of my research and I do a lot of training on clinical supervision for state rehab agencies. And I can tell you, I know firsthand I've been doing this for 20 years. That I think is the most difficult job in State VR, is to be a counselor, a supervisor or a manager. So that being said, it was interesting. I think it was Missouri when they looked at when counselors are leaving, what they had found was that their counselors were their most susceptible were counselors that had been with the agencies 4 to 6 years. Looking at that, one of the actions that they took was, well, maybe what we need to do is try to build in some sort of other kind of a counselor level creating another level so we can retain those because it's bad when you lose anybody. But those are the people that have gained the experience. They've got something to contribute and now they're the ones you can least afford to lose. So they created something specifically for that career ladder to address that problem.   Carol: Absolutely 100%. I have loved it because we've had a number of states reach out to us as we've been doing this recruitment retention pilot through the VRTACQM and other people have been like, Can you help us a little bit? Look at these career ladders for our staff? Because some folks I didn't realize how many states are just sort of flat. You have your counselor come in and then like you said, then you're the supervisor and not everybody wants to go into management of any sort. There's a lot of people that like that individual contributor, but they want to grow that role. And when you look at those people, as you talked about with that vast experience, if you can create more of that team lead or a counselor lead or a senior counselor or whatever, they can take on mentorship of the new people coming in, they're the go to person for those really difficult cases is your problem solving. And they love it because they thrive in that space. And so we have been successful. I know we worked with South Carolina Blind and them instituting some levels in their system. That was really fun work to do and helping folks just think again, like, let's not be organized the way we were pre WIOA. We need to look at this differently.   Jim: Absolutely. And, you know, and I think the other thing, too, Carol, is, again, maybe you can invite me back for a third time. I don't know. Clinical supervision. But and that's exactly the problem because, yeah, a lot of counselors don't want to be the supervisor, the manager. So when you think in terms of the career, it's like, well, you're a counselor and you go right to the supervisor. Is there a way that we could structure so you can also when we think of career ladder, we can do kind of hierarchical, you know, typical, but also we can do kind of across horizontally. And again, I've seen some states that will create kind of a specialist, a job placement specialist or the eligibility determination. There may be some ways that we can kind of create because there are some counselors will say, actually, I love doing the intakes, I love doing the eligibility. I'm not so keen about the paperwork on that aspect. Others will like the job development, The job placement will go getting out, working with the employer. So everybody's different. So the question is how do we tap into that individual strength that the counselor provides and then match it? Basically what we're doing like the same principles of rehab that ostensibly we do with clients is that, well, maybe we should be doing it with our own agency and our own folks, which I know to varying degrees we do. Moving on, because I know I'm cognizant of the time and I'm looking like, oh my Lord, my list. But just very quickly, another thing is how well do we promote within the agency? How many times have we worked with clients? When you think like, well, you know, actually this person would be a really good rehab counselor. Now I know that we do that, but that's something again, you know, just kind of think about, you know, in doing that. But let me get to some other things that maybe we don't do as often and might be a little bit more controversial for some folks. It's always amazing to me how we promote rehabilitation principles and practices for our clients in other employment settings, but how well do we do it in our own settings? So let's unpack that a little bit. Now, one thing that the pandemic has done is if we were to have a room of 100 counselors and supervisors and directors and mixture sampling, let's say we met five years ago and say, okay, well, here's the deal, folks. We're going to move to. Everybody can kind of work at home and we're going to allow you to basically do all that. And in terms of the work schedule, yes, you have to put 37.5 hours. But if you want to do that on your weekends or you want to do that at night, you can do that, like, what are you smoking? It ain't happening. And yet with the pandemic suddenly now we've rethought. And this reminds me of the old way back when, when Henry Ford was building cars and said, Hey, we're going to move from that six day, ten hour work week to a five day, eight hour. People like you can't do that. It's impossible. Yeah. And look what happened? Production. And so we're operating with historic principles that may not be in the best interest for the current worker. And change is hard. Again, particularly, I think as a baby boomer, it's like, well, we've always done it this way. It worked. Then why can it work now? Well, maybe, maybe not. So the big recommendation or a recommendation is we have to offer greater work, flexibility, telework, flexible schedules, job sharing. Interesting enough. And I'm not going to call out any particular states, although I do know particular states. But what I see, and be honest with you, is a little troubling. It's like, well, we're going to go back to where it was before, really. And I'm just kind of wondering, how is that going to work? I'm not really seeing that. It's sort of like you opened up the box. Oh, wow. There's something really nice here that I like. Okay, let's cover it back up. I just don't see that working.   Carol: It's not working. So I know a couple of those states where now we're post pandemic and the governor of the state is like, Oh, everybody's going to come back into the office. You're all coming in five days a week, 100% of the time, and it's killing them. They are losing staff by the droves. It has been an absolute nightmare. I'm not understanding the thinking behind that because it is literally killing them.   Jim: Here's the other thing, too, and this is where, again, we talked about the importance of data collection earlier. There are studies in the business world I haven't seen too many, and there may be some that I'm just not aware of. But studies have said, well, let's look at the impact of offering this kind of what does this do? How does this change in terms of our numbers? The bottom line status 26, it's like, well, have we witnessed a significant drop off of that? And is that attributable because of offering counselors options? I would contend and I'll talk more about what I refer to as the big enchilada. I'll save that to the end. I would contend that giving people greater choice, I think, helps in terms of kind of their morale gives them more control, particularly single parents managing children, you know, and also when you think it mirrors the life that our clients I mean, people can't take off. Necessarily between your 8:30 to 4:30 day, I may have availability at night or maybe on the weekends. So offering workers, not just telework, because I think that's pretty common, although as you say and I would agree, I know states are kind of like, let's go back to the way it was, but also in terms of offering flexible schedules, it's like, where's it written that it has to be 8:30 to 4:30? And I know a number of states all have like four day work weeks or ten hours a day. But then again, here's one of these rehab principles. We talk about job sharing. Do we do any job sharing in rehab counseling, practice? Do we do? How does that. So again, it's something we espouse for our clients, but we don't necessarily how do we practice that in our own offices? That's something that we need to do. Related to that is and again, this might be a little bit controversial is allowing people to work part time. Now, again, it's like, no, no, no, no, no, we can't do that. Or if we do that, it's only under kind of medical reasons. So if someone has a medical issue and they're trying to get back to work, I guess my question is, would you rather lose a counselor 100% of the time? Or would you rather have somebody rather than a complete loss that they're working half time Now? I'm not saying that we should all move to half, but I'm saying allow counselors choice. If there's one thing that's clear, and I think this is what you were alluding to, Carol, People want choice and people I think the thing is, they understand for probably the first time in a long time that I've got choice in the workplace. Okay. So allowing them to work part time.   Carol: I love that one, Jim, because especially when you think about your retirees, you know, you and I are in that age.   Jim: Some might say I should have already been retired. Yeah, Well, and you go, okay, so you know, a lot of times folks are looking at retirement and it's an all or nothing thing. You know, you're working full time, 100%, and then you go to nothing. There's a lot of people that want that staged piece of it. So you take a look at some of your longer term counselors. Sure, they want to retire, but they wouldn't mind helping out work in part time like that would be good for them. And they could still get some benefits and some things and work 20 hours a week. And especially given you can do things with telework and different things that can keep you going like versus having nobody there. And then you're adding on caseload to other people. You keep a person that understands your system, but they're just willing to do it at a reduced rate. And again, it's one of those things like, does it hurt to ask HR like in your practices? So because the state has never done it before doesn't mean they can't. And you are not the only industry isn't the only industry facing that same issue. It's all of state employment. So people are starting to look at things very differently where they may not have done that even five years ago. So again, using your words and at least asking if you could do it, absolutely. Again, they kind of phased in retirement part time. Yeah, because especially the older worker, I mean, all that history there, the people that when you have a staff meeting and a new person comes on hey, let's try such and such. And that's the person that says, Yep, we did that in about 20 years ago. We tried that. Okay. We talked a little bit about exit interviews. Some states, One of the things that they're doing and you've mentioned this several times, ask if you don't know, ask another thing states are starting is the use of stay or exit interviews. So have kind of open ended discussions with your employees about why do you stay here? And then those that are leaving, what are some of the factors that are contributing to your leaving? So having like Kentucky did this kind of open ended listening tour, which was kind of really cool. So talk to your counselors, try to understand like, what are those issues? It might be that, for example, maybe you as the state, the district administrator, rather than that person conducting the interview, maybe someone outside. So because there's questions or concerns about who's asking the questions or those kinds of things. So let me talk about some other strategies that necessarily maybe weren't mentioned by state directors, but our research team have come up with and then our work with the Operations Personnel Committee, with CSAVR. So, we talked about part time options and Carol, actually you mentioned about phased retirement. Again, if you know someone that's going to leave in a year or two, maybe we can kind of phase that in doing kind of a part time. The use of affinity groups that can also be important to enhance career longevity. Affinity groups usually are groups that are created where people share a common characteristic, a common concern. So they might have people that share in terms of maybe disability aspects age, ethnicity, gender, sexual orientation, where there are common interests, common identities, common kinds of experiences. And. What we know from research in the business world is that affinity groups often can contribute to employee well-being and also reduce workplace stress. And I talk a little bit more of this in the Journal of Rehab article that was just published the other month. So if you want to learn more about that, let me get to the big enchilada, though, while we have a few minutes left. Okay, I know like what I'm about to say may be heresy, but remember that Henry Ford history note? Okay, This is for states that boy, you know, that salary, that all sounds good. It'll take years. But, you know, who knows? And I said to you, well, think about what is it that you can control? So getting salary adjustments may be really kind of difficult. Here's a question I have for you. Where is it written that? Is it possible that rather this sort of five day, 40 hour work schedule, we could go to a four day, 32 hour work schedule? Here's the kicker. At the same pay as the 40 hour work week, if I was with some of the listeners, was like, Oh man, this guy is really kind of gone off.   Carol: They're having a heart attack right now.   Jim: Suddenly everybody just clicked off on the podcast. They just Bloop. That's it. Well, as I mentioned, while there's certain states Kentucky, North Carolina, Florida, Maryland that may have successfully negotiated pay raises, a lot of states it's more difficult. And so the question is, can we create a full time at the same pay for 32 hours? Now, it's interesting. I'd love to work with states who want to implement or think about that. I've heard through the grapevine there may be 1 or 2 that are seriously thinking about this, but I know in the business world, when you look at the evidence of a shorter workweek, while it is mixed, but at least the studies that I've seen, some of the benefits, one of is, is that greater, higher employee retainment, they also have a better work family balance. You know, my wife and I, we have a son who's 26. He's a hard worker. But his view of what's important in life and my view, it's different. So like, why work was everything. Work is important. But he said, Hey, dad, there's more important things to or just my social life, my love life, my recreational life. I want a better quality of life. I want to have a better work family balance. And so when you look at some of the literature, what you see is there are a lot of benefits. So my point is, before you just sort of offhand like, no, that won't work. Think about and start informing. Start looking at, well, what is the literature say about that? So I think working toward that four day, 32 hour, I could be wrong. But I really think and again, state federal government usually are not the leaders to this, usually the kind of the last to react. But I'd be willing to predict that within 5 to 10 years that's going to be happening. And if states start doing kind of pilot studies looking at the impact on that and if they find like, wow, there are ways that we can kind of reduce it because, sure, we waste time. We don't always kind of eight hours every minute we're doing working. But the point is that I think is a proposal worthy of discussion that needs to be had.   Carol: Well, Jim, appreciate you leaving us with the big enchilada for sure. I'm sure folks are going, holy cow. But I know there's been a number of articles done on this and research done on this. I believe it was over even in the UK where they were taking a look at the 32 hour workweek. So it is definitely food for thought. I did want to wrap up and let our listeners know that at VRTAC-QM.org we have recruitment and retention strategies and ideas listed, many of which come from Dr. Herbert's research as well as what your colleagues are doing across the country. So I invite you to go to our website. Probably the easiest way is in the search box. Just go human resources and it'll take you right to that piece of it. But we have a lot of great strategies that folks have implemented with their examples and how they've built the case and done different things. So that could be of help to you as you're on your journey. So Jim, thanks again. I really appreciate having you on. Your work has been super interesting and I look forward to more things that you're doing in this area. So have a great day.   Jim: Thanks, Carol. Appreciate it. Thanks for the opportunity.   {Music} Speaker1: Conversations powered by VR, one manager at a time, one minute at a time, brought to you by the VR TAC for Quality Management. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts or wherever you listen to podcasts. Thanks for listening!

Gabs Conway is a sculptural ceramic artist based in Missoula Montana. Having grown up in Missoula, she was excited to return - as she relentlessly considers it home - after earning her BFA at the University of Wisconsin – Stout. Gabs' work stems from the playful, mundane experiences of living. She explores relationships, such as that of siblings, friends, and lovers. Interested in creating forms for the reflection of human experience; asking the viewer to consider their appreciation of life, and to humble the adornment of our physicality. Gabs remains curious of the inherent biological responses of living, and what it means to exist together in an ever changing world. http://ThePottersCast.com/947

Go back in time with Allison and Mallory's guest on today's show, Jeanne Bokina Christie, Zeta Beta - Wisconsin/Stout, as she shares her passion for sharing women's roles during wartime. We start with her own experiences as a Donut Dollie with the Red Cross Supplemental Recreation Activities Overseas program during the Vietnam War.  Jeanne then spent a career as a university professor, first teaching at the University of Richmond before moving to Connecticut, where she taught Communications and Leadership at Post University, Western Connecticut State University and Manhattanville College. She's just published a book, "The Women of City Point, Virginia, 1864-1865" which focuses on the many roles of women in the City Point area during the siege of Petersburg and the end of the Civil War.

Campfire Conversation:Tammy Simon, Tourism Director from the Menomonie Chamber, joins Eric and Ana in The Cabin as theconversation covers many aspects of Menomonie and the surrounding areas of Dunn County. It beginswith the general “lay of the land,” including its handy location right between the Twin Cities and EauClaire at the northern edge of Wisconsin's Driftless Area. They take you through numerous nationallandscape features including the Devil's Punchbowl, Hoffman Hills, and the beauty of the Red CedarRiver and Lake Menomin along with how the Red Cedar State Trail and other access points allow youfully enjoy them in outdoor endeavors. Downtown, which adjoins the University of Wisconsin-Stout,includes the stunning Mabel Tainter Theater and Center for the Arts, murals, sculptures, shops, andthree breweries: Zymurgy, Lucette, and brewery nønic. For recreation, you can enjoy the river and lakeright in town along places like nearby Woodwind Park, where Tammy relays the story of the couple thathas been resurrecting this recreational playland northeast of the city. Throughout the area, disc golf is aparticularly fast-growing sport and Tammy also discusses several options for playing and learning aboutit. Racing is also popular with Red Cedar Speedway offering exciting – and loud! – action throughout thesummer. Menomonie also has plenty of wonderful restaurants and serves as a center for production ofSwiss Miss cocoa as well as cheese, with a newer Ellsworth Cooperative Creamery opening recentlywhere you can watch production and enjoy Wisconsin's favorite food. Eric and Ana weave in storiesfrom the Discover Wisconsin show that was filmed there in 2022.Find out more about Menomonie and its many sights to see and enjoy here:Instagram: @exploremenomonieFacebook: https://www.facebook.com/exploremenomonie/YouTube: https://www.youtube.com/watch?v=eCUR4GEKZ6wTikTok: @exploremenomoniehttps://www.exploremenomie.com

Chessie chats with Kevin about his career at Chromaline & of course we hear his unpopular opinion about the world of screen printing. Chessie also poses Kevin your listener questions. Kevin Kauth is Chromaline's Technical Sales Representative for the midwest/western states region and has been with the company for the past 13 years. In 2018 he was awarded Chromaline's Salesperson of the Year. Prior to his time at Chromaline, he held the Applications Specialist position at Sefar and has a Graphic Communications Management degree from the University of Wisconsin – Stout. His extensive knowledge base for mesh and emulsion has made him a go to source of information & earned him the moniker, The Emulsion Guru. You can find out more about Make Good Prints at https://chromaline.com/ Or alternatively, check out their Instagram at https://www.instagram.com/emulsionguru/ Or his YouTube channel at : https://www.youtube.com/c/EmulsionGuru THIS PODCAST SPONSORED BY  Blind Maggot - Limited edition t-shirts https://www.blindmaggot.co.uk GET £10 OFF USING DISCOUNT CODE : SQUEEGEE Magna Colours - Waterbased ink specialists https://www.magnacolours.com  M&R - Screen printing equipment https://www.mrprint.com Target Transfers - Heat presses and transfers https://www.targettransfers.com Adobe Creative Suite - Design software DISCOUNT CODE: SQUEEGEE Adobe Creative Cloud Discount Code - Software for creatives https://prf.hn/l/oVbML1W ^LINK FOR DISCOUNT ^ ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ OUR AFFILIATES  Screen Print World - Screen Printing Equipment https://screenprintworld.co.uk/ DISCOUNT CODE  for Separation Studio NXT : CRP5 Separation Studio NXT - Artwork Separation Software https://solutionsforscreenprinters.com/separation-studio-nxt/ DISCOUNT CODE FOR Separation Studio NXT  : CRP5 Annettte & Co - The best PROFIT FIRST accountant https://www.annetteandco.co.uk/chessie/ ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ FREE SCREEN PRINTING RESOURCES & TEMPLATES https://www.squeegeeandink.co.uk/product-category/downloads/ SCREEN PRINTING TUTORIALS https://www.squeegeeandink.co.uk/product-category/screen-print-tutorial-videos/ SCREEN PRINTING BLOG https://www.squeegeeandink.co.uk/blog/ ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ INSTAGRAM @squeegee_and_ink https://tinyurl.com/m52wej83  TIKTOK @squeegee_ink https://tinyurl.com/5cmnsw4b

Chris Jolly and Joe Lynch discuss heavy hauling with the Freight Coach. Chris is the CEO and Founder of The Freight Coach Logistics, a full-service brokerage that specializes in heavy haul trucking. About Chris Jolly Chris Jolly is the founder of The Freight Coach and the host of Coffee w/#TheFreightCoach podcast. Chris has over 14 years of experience in transportation with the bulk of his experience in freight brokerage. His experience within freight brokerage includes operations, sales, and leadership ranging from start-ups to one of the largest brokerages in the transportation industry. His passion is the training and development of sales and operations professionals in the brokerage business. Chris earned his bachelor's degree in Management from the University of Wisconsin- Stout located in Menomonie, WI and holds an associate in Management from Chippewa Valley Technical College in Eau Claire, WI. About The Freight Coach The Freight Coach partners with growth stage transportation companies ranging from traditional freight brokerages, asset-based trucking companies looking to expand into brokerage, as well as technology companies looking to implement their product into the industry. Our main objective is to utilize niche-specific transportation training methods to improve efficiencies within the sales process and use our experience to enhance your operations team to execute your freight mix at a higher level. The Freight Coach provides one on one training with leadership as well as carrier and customer sales representatives to ensure that they overcome the barriers they are facing now to pave the way for greater success. Key Takeaways: Heavy Hauling Chris Jolly is the CEO and Founder of The Freight Coach Logistics, a full-service brokerage that specializes in heavy haul trucking. Heavy haul shipments include any load that is overweight or oversized dimensionally. Heavy haul shipment usually requires specialized equipment like flatbeds or step-decks. Special permits are often required to move heavy haul shipments. Oil field equipment, windmills, solar panel brackets, and infrastructure are often moved via heavy haul. Learn More About Heavy Hauling Chris Jolly The Freight Coach The Freight Coach Podcast Becoming More Confident on the Phone with Chris Jolly Why Cold Callers Fail with Chris Jolly The New Customer Journey with Chris Jolly The Logistics of Logistics Podcast If you enjoy the podcast, please leave a positive review, subscribe, and share it with your friends and colleagues. The Logistics of Logistics Podcast: Google, Apple, Castbox, Spotify, Stitcher, PlayerFM, Tunein, Podbean, Owltail, Libsyn, Overcast Check out The Logistics of Logistics on Youtube  

Gabs Conway is a sculptural ceramic artist based in Missoula Montana. Having grown up in Missoula, she was excited to return - as she relentlessly considers it home - after earning her BFA at the University of Wisconsin – Stout. Her work stems from the playful, mundane experiences of living. She explores relationships, such as that of siblings, friends, and lovers. Interested in creating forms for the reflection of human experience; asking the viewer to consider their appreciation of life, and to humble the adornment of our physicality. She remains curious of the inherent biological responses of living, and what it means to exist together in an ever changing world. You can follow Gabs and her work on Instagram and her Website. Follow along with the podcast on Instagram.

Lakayana Drury (He/Him/His) is the founder and Executive Director of Word is Bond (https://www.mywordisbond.org/). Lakayana Drury is an educator, storyteller, and community organizer. Lakayana was recently named one of Portland Business Journal's Class of 2021 Forty Under 40. Lakayana Drury was raised in Madison, Wisconsin by his hardworking mother and is the eldest of three children. He experienced adversity at an early age, most notably a learning disability diagnosis in sixth grade and the absence of his father for most of his adolescent years. He overcame those challenges and graduated from the University of Wisconsin Stout and went on to pursue a career as an elementary and high school teacher which lead him to Portland, OR. Lakayana is of Sudanese and Irish ancestry and has done considerable work exploring his biracial identity, particularly his African roots. His lived experience drives his passion for culturally-grounded education, mentorship, healthy masculinity, community investment in Black communities, and reimagining community safety. Lakayana serves on the Black Male Achievement Steering Committee, Local Public Safety CoordinatingCommittee (LPSCC) Executive Committee, and the Center for Black Student Excellence (CBSE) Guiding Coalition with Portland Public Schools.

Dylan is Camp Voyageur's Trip Director and has spent over 200 days paddling in the Boundary Waters Canoe Area Wilderness.  Hailing from the Twin Cities, he is currently a senior at the University of Wisconsin-Stout studying computer and electrical engineering.  In his free time he loves to tinker, design, and make everything from canoe paddles to custom circuitry.See also:9 Food Hacks You Can Do in the BWCAW by Alex Kvanli8 Golden Rules of Efficient Portaging by Alex Kvanli--(Sound effects and music from Pixabay—Lesfm and Olexy)--Co-hosts Alex Kvanli & John Burgman discuss all-things related to Camp Voyageur in Ely, Minnesota. They share trail stories, interview Voyageur alumni, & reflect on the lore of the Great Northwoods. They also trade Boundary Waters travel tips & advice. Whether you're a former camper, a current camper, or an adventure enthusiast looking to improve your Boundary Waters experience, there's something for everyone in each episode. Can't get enough? Read our blog Find us on Facebook, Instagram, or YouTube Enroll your son at Camp Voyageur Work at Camp Voyageur 11 Proven Ways Wilderness Adventure Camps Can Transform Your Kid's Life by Alex Kvanli

In the next episode of Inside Rehabilitation Counseling, Kyle Walker, MRC, CRC, CRL, CPM & Russ Thelin, M.S., LVRC, CRC, CRL, speak with CRCC Executive Director Pam Shlemon about the National Training Center for Transformational Rehabilitation Leadership Program (TRL) a collaborative partnership between the Institute for Community Inclusion at UMASS Boston, the University of Wisconsin-Stout and the Commission on Rehabilitation Counselor Certification. Kyle and Russ talk about the need to redefine leadership in rehabilitation counseling, and how the CRL certification will shape the next 100 years of the profession. 

In the next episode of Inside Rehabilitation Counseling, Kyle Walker, MRC, CRC, CRL, CPM & Russ Thelin, M.S., LVRC, CRC, CRL, speak with CRCC Executive Director Pam Shlemon about the National Training Center for Transformational Rehabilitation Leadership Program (TRL) a collaborative partnership between the Institute for Community Inclusion at UMASS Boston, the University of Wisconsin-Stout and the Commission on Rehabilitation Counselor Certification. Kyle and Russ talk about the need to redefine leadership in rehabilitation counseling, and how the CRL certification will shape the next 100 years of the profession. 

Ian Nishimoto's mother and father were born and raised in Hawaii. His father served in the US Army for 30 years, giving Ian the opportunity to live in many areas and hence his place of birth is Staten Island, New York. Ian completed his master's degree at the University of Wisconsin–Stout in Training and Development. He began his law enforcement career at the Outagamie County Sheriff's Department as a deputy sheriff, then worked part-time for the U.S. Marshal Service and other municipalities as a patrol officer. He recently retired from 24 years of teaching at Northeast Wisconsin Technical College as a full-time instructor for the Criminal Justice Department. Ian has served as branch president and bishop of the Oneida Ward, on the high council and as a patriarch, and is now considered a non-functioning patriarch as he serves as first counselor in the Green Bay Wisconsin Stake. He and his wife have been married for 41 years. They have two daughters, two sons, and five grandchildren, and reside in Oneida, Wisconsin. Highlights 02:00 Introduction to Ian Nishimoto 09:00 On being branch president and then bishop of the Oneida Branch. Ian explains why the branch kept opening and closing. 12:30 In 1994 they wanted to open the Oneida Branch once again and were met with a lot of backlash and hurt feelings from when the branch was closed previously. 15:00 The opposition that Ian faced being called to be the branch president of the newly formed reservation branch. His counselors wouldn't even do it. 18:00 Creating momentum starting the new branch 23:50 The discouraging times and the slow progress of re-creating the branch. Helping people reactivate in the church. 25:10 Dealing with cultural and racial issues in the branch 32:20 Ian's tips to a bishop or branch president of a reservation branch or ward 33:30 Going about loving people. Ian would look at what they valued as a culture and related it to the Savior. He got to know them, their culture, and past stories of their tribe. 36:00 Ian talks about his father, Arthur K. Nishimoto. He was called to preside over the Japan Fukuoka mission and then at the temple in Tokyo. He also set up the Church office in Japan. 40:30 Story of couple missionaries serving in the Oneida branch and how they learned to love the people there. They had to learn to understand the culture. 43:00 Ian talks about being a patriarch 47:00 Transitioning into the calling of patriarch 52:00 Final thoughts and Ian's personal testimony of leadership and becoming like Christ Links Read the TRANSCRIPT of this podcast Listen on YouTube Get 14-day access to the Core Leader Library The Leading Saints Podcast has ranked in the top 20 Christianity podcasts in iTunes, gets over 500,000 listens each month, and has over 10 million total downloads as part of nonprofit Leading Saints' mission to help latter-day saints be better prepared to lead. Learn more and listen to any of the past episodes for free at LeadingSaints.org. Past guests include Emily Belle Freeman, David Butler, Hank Smith, John Bytheway, Liz Wiseman, Stephen M. R. Covey, Julie Beck, Brad Wilcox, Jody Moore, Tony Overbay, John H. Groberg, Elaine Dalton, Tad R. Callister, J. Devn Cornish, Dennis B. Neuenschwander, Anthony Sweat, John Hilton III, Barbara Morgan Gardner, Blair Hodges, Whitney Johnson, Ryan Gottfredson, Greg McKeown, DeAnna Murphy, Michael Goodman, Richard Ostler, Ganel-Lyn Condie, and many more in over 500 episodes. Discover podcasts, articles, virtual conferences, and live events related to callings such as the bishopric, Relief Society, elders quorum, Primary, youth leadership, stake leadership, ward mission, ward council, young adults, ministering, and teaching.

Ian Nishimoto's mother and father were born and raised in Hawaii. His father served in the US Army for 30 years, giving Ian the opportunity to live in many areas and hence his place of birth is Staten Island, New York. Ian completed his master's degree at the University of Wisconsin–Stout in Training and Development. He began his law enforcement career at the Outagamie County Sheriff's Department as a deputy sheriff, then worked part-time for the U.S. Marshal Service and other municipalities as a patrol officer. He recently retired from 24 years of teaching at Northeast Wisconsin Technical College as a full-time instructor for the Criminal Justice Department. Ian has served as branch president and bishop of the Oneida Ward, on the high council and as a patriarch, is now considered a non-functioning patriarch as he serves as first counselor in the Green Bay Wisconsin Stake. He and his wife have been married for 41 years. They have two daughters, two sons, and five grandchildren, and reside in Oneida, Wisconsin. Highlights 02:00 Introduction to Ian Nishimoto 09:00 On being branch president and then bishop of the Oneida Branch. Ian explains why the branch kept opening and closing. 12:30 In 1994 they wanted to open the Oneida Branch once again and were met with a lot of backlash and hurt feelings from when the branch was closed previously. 15:00 The opposition that Ian faced being called to be the branch president of the newly formed reservation branch. His counselors wouldn't even do it. 18:00 Creating momentum starting the new branch 23:50 The discouraging times and the slow progress of re-creating the branch. Helping people reactivate in the church. 25:10 Dealing with cultural and racial issues in the branch 32:20 Ian's tips to a bishop or branch president of a reservation branch or ward 33:30 Going about loving people. Ian would look at what they valued as a culture and related it to the Savior. He got to know them, their culture, and past stories of their tribe. 36:00 Ian talks about his father, Arthur K. Nishimoto. He was called to preside over the Japan Fukuoka mission and then at the temple in Tokyo. He also set up the Church office in Japan. 40:30 Story of couple missionaries serving in the Oneida branch and how they learned to love the people there. They had to learn to understand the culture. 43:00 Ian talks about being a patriarch 47:00 Transitioning into the calling of patriarch 52:00 Final thoughts and Ian's personal testimony of leadership and becoming like Christ Links TRANSCRIPT coming soon Listen on YouTube Get 14-day access to the Core Leader Library The Leading Saints Podcast has ranked in the top 20 Christianity podcasts in iTunes, gets over 500,000 listens each month, and has over 10 million total downloads as part of nonprofit Leading Saints' mission to help latter-day saints be better prepared to lead. Learn more and listen to any of the past episodes for free at LeadingSaints.org. Past guests include Emily Belle Freeman, David Butler, Hank Smith, John Bytheway, Liz Wiseman, Stephen M. R. Covey, Julie Beck, Brad Wilcox, Jody Moore, Tony Overbay, John H. Groberg, Elaine Dalton, Tad R. Callister, J. Devn Cornish, Dennis B. Neuenschwander, Anthony Sweat, John Hilton III, Barbara Morgan Gardner, Blair Hodges, Whitney Johnson, Ryan Gottfredson, Greg McKeown, DeAnna Murphy, Michael Goodman, Richard Ostler, Ganel-Lyn Condie, and many more in over 500 episodes. Discover podcasts, articles, virtual conferences, and live events related to callings such as the bishopric, Relief Society, elders quorum, Primary, youth leadership, stake leadership, ward mission, ward council, young adults, ministering, and teaching.

Episode 282 - A Conversation with Sex Therapist, Researcher, Biblical Jewish Scholar, Dr. Caleb Jacobson 0822   YouTube Video Link:           https://youtu.be/dACg616URfk     ABOUT: Dr. Caleb Jacobson is an internationally recognized clinical psychologist, sex therapist, researcher, Bible scholar, and host of the popular Sex Therapy Podcast. He has a doctorate in clinical psychology (PsyD) from California Southern University and a doctorate in Hebrew Bible and biblical archaeology (PhD) from the University of Mainz. Additionally he has a graduate certificate in sex therapy from the University of Wisconsin-Stout. As an expert on the topic of human sexuality, he authored Abrahamic Faiths: Perspectives on Gender Identity and Sexuality, a pioneering and innovative study on the correlation between gender identity, sexuality, and religion. He is the lead researcher of the 'Menstrubation Initiative,' a global study to quantify the benefits of masturbation on menstrual symptoms.   Dr. Jacobson is the leading expert in Sex and Religion. He chairs the AASECT special interest group on the subject. Additionally, he is the president of the School of Sex Therapy, a professional training program for clinicians to become certified in the area of psychosexual therapy.   GO TO: www.sextherapypodcast.com  The official website of the Sex Therapy Podcast.  

Katy grew up in Minnesota, just south of Twin Cities. After high school she attended the University of Wisconsin-Stout where she earned a Bachelor of Fine Arts in Interior Design and later worked as a commercial interior designer. In 2010, she was laid off from the architecture firm she worked at, she went back to school for law enforcement and attended the police academy. She served as a police officer first in Minnesota, then moved to Missouri where she served until 2016. After six years as a police officer, she left the force and focused on her own businesses and returned to her art. She met Gary & Trish in April 2021 and joined the Monkey Brain Art mission. She is now the Director of Artist Engagement and a Warrior Art Instructor with Monkey Brain Art. Website: www.monkeybrainart.org IG: https://www.instagram.com/monkeybrainartproject/ Facebook: https://www.facebook.com/MonkeyBrainArtProject thewashdownpodcast@gmail.com #neveralonealwaysforward

Katy grew up in Minnesota, just south of Twin Cities. After high school she attended the University of Wisconsin-Stout where she earned a Bachelor of Fine Arts in Interior Design and later worked as a commercial interior designer. In 2010, she was laid off from the architecture firm she worked at, she went back to school for law enforcement and attended the police academy. She served as a police officer first in Minnesota, then moved to Missouri where she served until 2016. After six years as a police officer, she left the force and focused on her own businesses and returned to her art. She met Gary & Trish in April 2021 and joined the Monkey Brain Art mission. She is now the Director of Artist Engagement and a Warrior Art Instructor with Monkey Brain Art. Website: www.monkeybrainart.org IG: https://www.instagram.com/monkeybrainartproject/ Facebook: https://www.facebook.com/MonkeyBrainArtProject thewashdownpodcast@gmail.com #neveralonealwaysforward

Katie Osborn's passion for wayfinding is at the heart of improving people's interactions with the built environment and is a believer in collaborating with experts to create ambitious, user-centered, and experiential design solutions. She is a regular speaker on wayfinding strategy and how it is “more than just signs,” sharing her expertise and passion for solutions that work for all people. She has presented her ideas and projects at national conferences for the American Planning Association, American Institute of Architects, and Society for Experiential Graphic Design. Before establishing Via Collective, Katie's prior experience includes large scale projects with Pentagram and Citizen Research & Design. She holds BFA from the University of Wisconsin – Stout; taught typography and design at the College of Visual Arts in St. Paul, Minnesota; is a past board member of AIGA Minnesota; She currently serves as the Director of Communications for the AIA NY Transportation & Infrastructure committee. Episode Mentions: Via Collective The Importance of Universal Design Book: Image of the City by Kevin Lynch Sylvia Harris Wayfinding in the Tokyo Subway System Follow Via Collective: Twitter | Insta Episode Website: https://mailchi.mp/designlabpod/katieosborn More episode sources & links Sign-up for Design Lab Podcast's Newsletter Newsletter Archive Follow @DesignLabPod on Twitter Instagram and LinkedIn Follow @BonKu on Twitter & Instagram Check out the Health Design Lab Production by Robert Pugliese Cover Design by Eden Lew Theme song by Emmanuel Houston

Al Ross welcomes Daniel Ruefman, author and professor of Rhetoric and Composition at the University of Wisconsin-Stout. Ruefman has written a new book “What the Fuzz? Survival Stories of a Minor League Mascot” about his stints dressing as mascots for restaurants and sports teams.

Welcome to the Menombomb Podcast! A conversation show for University of Wisconsin - Stout alumni and how Stout helped them turn into who they are today. Joining us on today's episode is Michael Dykema, Sales Manager at Shelter Construction. Hear how Michael might have ran into his passion of construction while at Stout & how baseball has been there through it all. Also hear from our hosts Bill Bronec & Jason Strand about cooking is the way to both of our hearts as we pull up a table at Bill's Bodega, recapping The Week That Was and how Martin Scorsese can make the mob life so appealing from The Top Right Corner. We'd love to hear feedback as well as other University of Wisconsin - Stout Alumni. Please be sure to follow us on twitter @MenomBombPod as well as our email of menombombpodcast@gmail.com --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Paul is joined by Nick Nalbach to talk about escaping the nine to five existence a lot of us live in and how to make ‘passive income' which will enable you to live life on your terms and take back control. KEY TAKEAWAYS Entrepreneurs are driven to solve problems head on whereas business owners sit at the top of their business, watching their employees work, collecting the paycheck – not that I'm bashing that, and a lot of entrepreneurs start off that way. Entrepreneur is a mindset, whereas business owner is a title. You do get asked questions like “you're putting a lot of time into the podcast, but how much is it making you?” It's not making me any money right now, I'm doing it for the fun and the experience. I enjoy it and it's connecting me to some amazing people. It's one rung of the ladder to get me to the next step. At first, I saw success as material things – cars, houses, etc – but the more I talked to more entrepreneurs that are crushing it and now I think of success as freedom and having control of your life. I want to enlighten people who feel stuck in their nine to five existences through my book, as a kind of mentor. If you're going to try building something, having a mentorship from someone who's been there and done it is so valuable. They can bring new ideas to the table that you may never have thought of or point out the mistakes that you're making without realising it. Be you, continue being you and continue being human, stay authentic. It might sound cheesy, but it will attract more people than you can imagine, even if you think you're the most off the wall one off, you'll be surprised how many people have the same interests as you and are just like you. BEST MOMENTS ‘I define myself as an entrepreneur and a podcaster.' ‘I have in my mind a vision of where I see me and my brand going and how I want to get there and how everything will be tied together.' ‘Something a nine to five doesn't allow is for you to go out and experience things. Why would I stick around if that's the case?' ‘You only have a finite amount of time when it's all said and done, how you spend it is important. Spend it with the people you love, doing the things you love.' VALUABLE RESOURCES Paul's Story: Emerging From The Forest (UK): https://www.amazon.co.uk/Emerging-Forest-Pain-Purpose-Mastering/dp/1719373272 Paul's Story: Emerging From The Forest (USA): https://www.amazon.com/Emerging-Forest-Pain-Purpose-Mastering/dp/1719373272 Mastering The Game Of Life Book (UK): https://www.amazon.co.uk/Mastering-Game-Life-Paul-Lowe/dp/1782227679 Mastering The Game Of Life Book (USA): https://www.amazon.com/Mastering-Game-Life-Paul-Lowe/dp/1782227679 Speaking From Our Hearts Books: Volumes 1-3 (Available on Amazon) World Game-Changers Group ABOUT THE GUEST Nicholas Nalbach didn't really know what line of work he wanted to get into, he graduated with a degree in Business Administration from the University of Wisconsin – Stout. Like most people, he knew a college degree is something he should pursue, without a real agenda or end goal in mind. He is now a Project Manager for a construction company who travels to a new project each year, so is never in the same place for more than a few months at a time. He says: “It is very exciting getting to experience places I never would've thought to visit, but I am putting in many long hours each week. And don't get me wrong, I like what I do, I am just looking for a way to make my cash flow more passive.” The book ‘The Millionaire Fastlane: Crack the Code to Wealth and Live Rich for a Lifetime!' by MJ DeMarco, completely changed the way he thought about his career and making money.  He then started thinking about what passive income is. “I've always thought of it as unfathomable, and only the lucky few could manage to get there, but it's not!” Through research he heard countless testimonials of people who were making passive income a reality for themselves.  For Nick, it's not about being the next Bill Gates or Jeff Bezos. It's more about having the freedom to live life and spend valuable time with the people you love and care about. “I want to help you achieve the very thing that I am working towards. That's what Nine-Five to Freedom is all about. I am not an expert by any means, and I may not always have the answers at first. However, I am willing to put in the work it takes to get myself, and you, there. Are you!?” Website: https://ninefivetofreedom.com/ & https://ninefivetofreedom.com/podcast/ Twitter and Instagram: @ninefivefree ABOUT THE HOST Paul has made a remarkable transformation from existing for many years in dark, desperate despair; to now living a really healthy, happy and fulfilling life. From an early age, he was in the vice-like clutches of the demon drink and constantly embroiled within a dark cocktail of toxic beliefs, self-hate and destructive violence. Along with his empathetic and dedicated team of world-class coaches and mentors, Paul's purpose is deeply transformational: Creating New Life Stories… He is extremely passionate about helping others to find their purpose, have a voice and ultimately, make a real difference.   This has been built on a long and distinguished history of heart-centred coaching and mentoring.  He has also been responsible for raising significant amounts of funds for many charities and good causes around the world; positively impacting and inspiring thousands of children – mainly from challenging backgrounds – within the UK & worldwide. Through this World Game-Changers podcast and books, he has been involved in – including being a best-selling co-author – Paul also helps others to get their own inspirational messages and stories out into the world; as well as offering support to many charitable organisations, in their development & fund-raising. CONTACT METHODS Tel: +44 (0) 7958 042 155 E-mail: Paul@Paul-Lowe.com Web: https://www.Paul-Lowe.com Web: https://www.worldgamechangers.org/ Facebook: https://www.facebook.com/IamPaulLowe/ LinkedIn: https://www.linkedin.com/in/paul-d-lowe-7a78332a/ See omnystudio.com/listener for privacy information.

This time of year we try to give coaches information they can implement with their team going into their seasons. Next up on the ABCA Podcast is sport dietician Wendi Irlbeck. Irlbeck is a registered dietician nutritionist. Irlbeck earned her M.S. in Food and Nutrional Sciences at the University of Wisconsin-Stout. Irlbeck is accredited all over the health and wellness landscape and is also NSCA certified. Irlbeck’s website is nutritionwithendi.com. You can also find her on twitter, instagram, and linkedin. Irlbeck was a college athlete and also spent time in the body building space. Wendi and I are kindred spirits when it comes to nutrition and supplementation. There are a lot of myths out there so we do a deep dive into what the actual research is saying on nutrition and supplementation. She gives us a lot of actionable tips that should help you and your athletes. The ABCA Podcast is presented by Netting Pros. Netting Professionals are improving programs one facility at a time, specializing in the design, fabrication and installation of custom netting for backstops, batting cages, dugouts, bp screens and ball carts. They also design and install digital graphic wall padding windscreen, turf, turf protectors, dugout benches, dugout cubbies and more. The ABCA podcast is also sponsored by TeamBuildr. TeamBuildr is offering both in-season & off-season strength and conditioning programs specific to pitchers or position players. These programs come free with any TeamBuildr free trial. Their software is trusted and used by the best. TeamBuildr has helped propel many teams to win championships, and most recently the World Series Championship, Atlanta Braves. Personally, we used TeamBuildr my last couple of years at Western Illinois. You can get the program once you start a 14-day trial with TeamBuildr. Use promo code ABCA when you sign up for your free trial at TeamBuildr.com that is T E A M B U I L D R.com.

Welcome to the Menombomb Podcast! A conversation show with University of Wisconsin Stout alumni and how Stout helped them turn into who they are today. Joining us on today's episode is Dale Mord, CEO and Founder of Rogue Productions, Co-Owner of Business Golf Network, & Owner of Virtual Tour MN. Hear how it took Dale being in doubt to realize Stout was right for him. Also hear from your hosts Bill Bronec & Jason Strand about the week that was, learning why the top right corner is the best place to watch a movie and why we are holding out hope for the Bears & Vikings. We'd love to hear from other Stout Alumni and if you have any interest in being on the podcast please feel free to reach out! You can follow us on twitter @MenomBombPod as we as our email menombombpodcast@gmail.com --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Jonathan Mason is an experienced business owner with 10 years of experience in technology and community activism. Jonathan's expertise focuses on project management, change management, and relationship management. He is a thoughtful and diplomatic problem solver, effective communicator, and a responsible executor. Jonathan went to the University of Wisconsin-Stout and majored in Criminal Justice. He lives in Minneapolis, Minnesota with his wife and five children. Outside of work Jonathan enjoys spending time with family and friends, attending his children's athletic events, and volunteering for the twin cities community.   

Welcome back to Therapy Chat! This week, host Laura Reagan, LCSW-C interviews therapist Brenda Stephens, LPCC, who is the author of two books on narcissistic abuse: Healing from Narcissistic Mothers: A Daughter's Recovery Guide; and The Narcissism Recovery Workbook: Skills for Healing from Emotional Abuse. In this episode you will hear Laura and Brenda discuss: What Narcissistic Abuse is What therapists need to know about Narcissistic Abuse How surviving this type of abuse affects us during childhood and as adults The process of healing from Narcissistic Abuse Brenda Stephens is a Licensed Professional Clinical Counselor in San Diego, CA. She works exclusively with those seeking help in resolving their experienced trauma. Brenda specializes in working with those who have been in relationships with narcissists and are recovering from the emotional, and sometimes physical, wounds they have endured in their relationships. Brenda has been working with this population for several years and is providing groups, workshops, and trainings in order to make this topic more known and understood by practitioners and survivors of narcissistic abuse, alike. With the use of EMDR, parts work, and an understanding of Structural Dissociation, Ms Stephens is able to help those suffering with symptoms of trauma, Complex Post Traumatic Stress Disorder, and Post Traumatic Stress Disorder. Ms. Stephens is the founder and owner of Stephens Therapy Associates which consists of eighteen therapists who have been trained by her to offer support, guidance, and a path toward healing for survivors of narcissistic abuse. She recently completed a three year term as Board Member and Secretary for the California Association for Licensed Professional Clinical Counselors (CALPCC) and continues to offer support on panels and trainings offered by CALPCC. Ms. Stephens is the author of the books "Healing from Narcissistic Mothers: A Daughter's Recovery Guide" and "The Narcissism Recovery Workbook: Skills for Healing from Emotional Abuse." These books are designed to help people understand what narcissistic relationships look like and how to recover from them. Brenda offers trainings to other therapists in recognizing and working with this population which is woefully underserved. She holds a Master's in Mental Health Counseling from the University of Wisconsin - Stout. Resources Learn more about Brenda's work with survivors of Narcissistic Abuse at: www.narctrauma.com.  Washington state residents wanting to work with Brenda can visit the therapy website at: www.stephenstherapy.com Thank you to SuperBill for sponsoring this week's episode! SuperBill is free for therapists, and your clients can use the code THERAPYCHAT to get a free month of the service. Also, you can earn $100 for every therapist you refer. Learn more at thesuperbill.com! This week's episode is also sponsored by Trauma Therapist Network. Therapists, join now and lock in the lowest membership rate. You'll have a beautiful listing for your practice that helps trauma survivors find you so they can receive the right kind of help for their particular need. Starting in March 2022, 4 monthly calls are added to the membership at the original Founding Member rate if you join by February 28, 2022. After March 1 the membership price goes up so this is your chance to get the lowest pricing that will be offered for the lifetime of your membership! Podcast produced by Pete Bailey - https://petebailey.net/audio 

Meet Mayra Marya Wilson, PhD is the Principal and Organizational Dietician for MW Advising. Marya has an extensive business and industry career in the areas of manufacturing, information management, telecommunications, ISP, and the semiconductor industries of the Silicon Valley, CA at the companies 3M, Imation, and Pentagon Technologies, and various others. She is also the Director of the Leadership Institute and an Assistant Professor at the University of Wisconsin-Stout. She teaches in the areas of organizational leadership and behavior, operations management, quality management, training and development, and sustainable management. Her research interests include psychological contracts, trust and emotions in the workplace, and organizational exit. Her current research involves the understanding of the lived experience for professionals who are pushed out of their careers. Marya serves the manufacturing, service, higher education, non-profit, and government sectors. She brings not only first-hand knowledge to the learning experience but also a clear understanding of the underlying emotional processes that drive behaviors and create individual and team success. She has a BA in Psychology, MS in Management Technology, MA in Human Development, and a PhD in Human and Organizational Systems. Why is trust so important to the success of an organization? So along with my entrepreneurial endeavors, I also teach at The University of Wisconsin Stout so I have a pretty extensive research background as well. The research that I get into is in organizational exit. So why are people leaving organizations? Usually, I get a sort of that "Duh'' look because most people think they know why people leave, but there's so much more to it. It's so important for organizations to really understand why people are leaving, especially their high performers. Pretty much the number one reason that people leave their organizations is because there's a betrayal of trust. There's this trust factor that is so important in organizations and so one of the things that I do is work with leaders and work with organizations to strengthen that trust between the individuals of the organization as well as the leaders and their organizations. Losing people isn't just a financial hardship, it's a really big hit on morale and the overall organizational culture. The last thing any organization wants is to hit that toxic realm and it's easy to do when we're not paying attention to trust and not paying attention to those relationships that are part of that organization. Yeah, we've got a job to do, there's no doubt about it. We've got things to do, we've got expectations to meet, we've got goals to meet, we have customer expectations, but that relationship side of the organization is as important as getting the job done, sometimes I'm fairly certain it's a little more important. So trust is a big factor and it's one of the things that I love to talk about and love to continue to research too. Is organizational trust the same in face-to-face and remote work environments? March 2020 was one of the most disruptive changes we've seen in almost 100 years. The definition that I use for trust is an individual's belief and willingness to act on someone's actions, decisions, and words. The truth of the matter is that there's no difference between that face-to-face and in the remote or the virtual. It's all in our actions, it's all in what we say, it's all in how we interact. Is it different? Of course, face-to-face is much richer, you can see the nonverbals, you can see body language, you can see those facial expressions. There's just so much there that you can see that you can't necessarily see in a virtual or remote environment. But one of the things that have been interesting the last couple of years is listening to leaders go, "We need everybody back and we need them back now because we don't have good relationships anymore." So I'll ask them why that is and they'll say, "Well, people can't see each other," and I thought, "Okay, but you're doing these great video meetings, you're doing these great virtual events so why do you have to necessarily be in the same room in order to build a relationship?" And you don't. It's different, but there's so much that we can glean in a virtual setting. I mean, look at us. We're doing this podcast, I can't see you, but I can hear your voice and so we can build a relationship that way. So is it different? Yes, but the tenants are the same. Building trust, being able to believe and act on someone's words, actions, and decisions. It's the same thing in a remote or virtual environment as it would be in a face-to-face. What I would say as well, is that it falls on us to be more cognizant of it. When you're face to face, I don't want to say it's easy, but in some ways it is. We've been face to face for so long that we haven't really learned how to do that trust-building and relationship building when we're not face to face. So it's really pushed a lot of people out of their comfort zone so it's been interesting to watch over the last couple of years. I will say that the companies and clients that I work with that are successful at this trust-building approach and relationship-building approach make time to connect. It doesn't have to be on a video call, it could just be a phone call, it's about the connection. Do you think that some companies and employers are overthinking this? Honestly, I don't think they're thinking about it enough! Think about this: We were going through this massive disruptive change, which is extremely scary. Any change, positive or negative creates uncertainty and uncertainty creates fear. If we don't pay attention to it, that fear will create chaos. So the great thing about communication is the ability to keep people in the loop. It shows respect, it puts accountability there. Communication builds trust. People may not like what you have to say, but the fact that you're telling them shows a level of respect that you're being transparent about what's going on. What I'm seeing right now is that there's a level of fear. Let's just take manufacturers in Wisconsin, I just did a panel discussion with a couple of different manufacturers in the state and what we discovered is that we have a lot of leaders of organizations that are very scared and they're trying to survive. The supply chain has been massively disrupted so our leaders are fearful which is understandable. But what happens is when people become afraid, that's when the chaos ensues so when I'm saying that they're not thinking about this enough, our leaders are kind of getting caught up in their own ego. I don't mean that to belittle anybody, it's actually a normal human reaction. But in leadership, we need to really think about how in uncertain and fearful environments, that communication is absolutely crucial. It needs to be regular, and it needs to be thought about, and it needs to be at the forefront because that's what helps get people through uncertainty.  Can you share with our listeners one of your most successful or favorite networking experiences that you've had? I think some of the more fun ones have been the ones that I wasn't even planning. This is from my days in the Silicon Valley, I was actually laid off from a job. So I'm driving around and I stop off because traffic was horrendous and just stopped off. There was a restaurant near one of our clients at the time which was Intel. So I stopped off and tried to let traffic die down. I'm sitting at the bar, and just having conversations with people and the gentleman sitting next to me was about to become my future CEO. It's that conversation, just connecting and those kinds of things. Those are the things that you don't plan for, the stuff that I plan for probably the most fun that I have is LinkedIn right now. I have met some of the most amazing people on LinkedIn. I met my business partner on a goof, she read one of my blogs, we connected on LinkedIn and now we're business partners even though she's in Europe and I'm here in the States! How do you stay in front of and best nurture the relationships you've created? There are a lot of different things I do. I work hard to even just send short messages like, "I haven't talked to you in a long time and I just wanted to reach out to let you know I was thinking about you, I hope everything is well." I don't do that from a brown-nosing perspective, so to speak. I know some people think that's really trite, but that's genuine for me. If you get a message like that from me, it really does mean that I was thinking about you and that something made me think about you, and I just wanted to reach out and let you know. That's big for me. If you could go back to your 20-year-old self, what would you tell yourself to do more or less of or differently with regards to your professional career? What I would tell myself is to have more confidence and be strong in myself. I was such a comparer and that constant act of comparing myself to others was such a roadblock. So just be you, be confident, focus on your strengths, because everybody on this planet has got something of value that they can give wherever they're at. But that comparison thing is just a killer. The best example that I can use is that I got my PhD later in my career. I did it in my 40s and I have a friend that wants to get a second PhD, and I'm really questioning her mental state because it was the hardest thing I have ever done in my life! I had this extensive business industry experience, which was amazing and I worked on my PhD a little later. So I'm in the academic life a little bit later and I'm in this entrepreneurial role a little bit later and if you're gonna compare yourself to everybody else, it's really easy to start questioning the things that you're doing. The things that I'm doing right now are really great and I'm insanely excited for 2022. I've got a book coming out, I've got new research coming out, there's some really great stuff going on with my company, I'm just so excited! But it's super easy to get caught up in that comparison and I wish my 20-year-old self would have known that a little bit more because it can be a bit of a roadblock.   Connect with Marya   Connect with Marya through her website at https://www.mwadvising.com/contact and schedule an appointment!  

Join Pat and her guest Kathleen Wood as they discuss Kathleen's book, FOUNDERology: the Ultimate Employee Guide to Succeed with Any Boss in Any Workplace.   Kathleen Wood is the Founder of Kathleen Wood Partners, an innovative growth strategy firm committed to small business success. Her firm specializes in transforming visions into reality through strategic growth solutions, business optimization models, competitive sales building initiatives, and leadership development. Kathleen Wood Partners focuses on developing acceleration strategies to transform small companies into national brands.    The scope of her firm spans across hospitality, healthcare, service, manufacturing, and retail clients. Kathleen has consulted across the United States and internationally in the process of growing great companies, building high-performance teams, and award-winning brands.    Kathleen has over two decades of executive leadership experience including serving as the President and COO of Raising Cane's Chicken Fingers before, during, and after hurricanes Katrina and Rita. In 2012, Kathleen also co-founded Suzy's Swirl, an innovative frozen dessert company with her business partner and sister, Sue Tierno.. The brand features cool combinations of frozen yogurts, sorbettos, gelatos and so much more. Suzy's Swirl is on a mission to inspire one million moments of frozen happiness, one cup at a time.  Kathleen is a nationally recognized growth strategist, motivational speaker, author, and proven leader in building businesses and nonprofits. Kathleen has been recognized for her work in numerous publications and podcasts. In 2010, she published her first book, The Best Shift of Your Life: The Restaurant Manager's Guide for Success Outside the Restaurant. . Her newest book Founderology – The Ultimate Employee Guide for Success with Any Boss in Any Workplace will be available in Fall of 2021. Kathleen is the co-founder of Foodservice Council for Women. Kathleen is a past president and board member of Council of Hotel and Restaurant Trainers, an Executive Committee Member and Board Member for Women's Foodservice Forum.    She holds a Bachelors of Science degree in hotel restaurant and management from University of Wisconsin – Stout and Master in Business Administration from Loyola University of Chicago.   Contact – Kathleen@kwoodpartners.com  Facebook.com/KathleenWoodPartners Instagram.com/Kwoodpartners Linkedin.com/in/KathleenWoodPartners     Self Sabotage... we all do it. If you aren't happy with your life, you are self-sabotaging. Are you making the money you want? Are your relationships what you desire them to be? Is your health where you want it? If not, you are sabotaging yourself. Pat Pearson, M.S.S.W. author, and psychotherapist has found what you create in life is largely determined by what you think you deserve. This podcast focuses on the psychology of stopping self-sabotage and truly creating the life you want and deserve! How much do you think you are self-sabotaging? Take our quiz. If you want a deeper dive into self-sabotage, get Pat's book, Stop Self-Sabotage.     Find Stop Self-Sabotage on your preferred listening platform at https://omny.fm/shows/stopselfsabotage/playlists/stopselfsabotage   Facebook - https://www.facebook.com/stopselfsabotagepod Twitter - https://twitter.com/stopSelfSabpod Instagram - https://www.instagram.com/stopselfsabotagepod   This episode is sponsored by BetterHelp! Receive 10% off your first month by going to: https://betterhelp.com/SSS     Hot Pie Media is an on-demand digital audio/video entertainment network with interests primarily in the creation of original, relevant, and entertaining podcasts.  https://hotpiemedia.com See omnystudio.com/listener for privacy information.

The formative nature of church community. Faith development after college. The unexpected joy of finding romantic love! Jon and his guest, Tswjyeej, discuss this and more on this week's episode. Enjoy!Get subscribed!Episode Email UpdatesWebsiteInstagram & FB: @afterivpod ★ Support this podcast ★

Would you like to hear a story about a "once-upon-a-time" college first year who met InterVarsity and started impacting her family's spiritual trajectory because of her risky "Yes!" to follow Jesus? How about one about someone who entered the job market in the middle of a pandemic and learned to trust Jesus with her future? If so, this episode of After IV is for you! Listen in on my chat with Elleen, an alumna from UW Stout, and the beginning of her post-college journey, here!

We're delighted to have Mike Gamble, the Co-founder, President, and CEO of SearchWide™ joining us on the podcast. Mike has had a tremendous amount of experience in our industry. In today's episode, he shares his knowledge and many nuggets of information about where our industry is heading, diversity, inclusion, the skills you need to focus on to prepare yourself for the future, how to start developing your own business, and ways to find new clients. Mike Gamble's bio: Since co-founding SearchWide™ in 1999, Mike's primary focus has been to ensure that SearchWide™ exceeds client and candidate expectations every day. While striving to add value and develop new opportunities for SearchWide™, Mike keeps the team focused on its core mission. Through his cooperative leadership style, he creates a secure and productive environment for the team's success. Mike handles C-Level searches across all sectors of business and often assists other recruiters with their assignments. Before serving as President & CEO of SearchWide™, Mike served as Senior Vice President of Sales and Marketing for the Philadelphia Convention and Visitors Bureau (PCVB). During that time, the Philadelphia Business Journal named him one of the city's most successful business leaders under the age of 40. While at the PCVB, he was integral in recruiting the sales team that worked with him to attract nearly every major convention in the hospitality industry, including Meeting Professionals International (MPI), American Society of Association Executives (ASAE), and the 2000 Republican National Convention. Previously, Mike spent 9 years with Marriott International in various sales leadership positions in Dallas, San Antonio, and Chicago. Mike is active in all of the industry associations and served as chairman of the MPI Foundation Board of Trustees. He has also served on the DMAI Foundation Board of Trustees, and the Professional Convention Management Association Foundation Board. He is currently a board member for the Boys & Girls Clubs of the TwinCities. Mike's extensive career in the hospitality industry began when he earned a BS degree from the University of Wisconsin-Stout in Hotel and Restaurant Management. He is based in our Stillwater, MN headquarters, and resides in the Twin Cities area with his wife and four children. Learning things he thought he knew Although he found it hard to leave Marriott International, Mike felt fortunate to be offered the job of Senior Vice President of Sales and Marketing for the Philadelphia Convention and Visitors Bureau (PCVB). He learned a lot there about things he thought he knew but did not know, and about the exhibition space, especially. What prompted Mike to start his company, SearchWide™  Many years ago, PCVP hosted MPI (Meeting Professionals International) in Philadelphia. At the time, Mike was the Chairman of the foundation and he was also the Chairman of the Host Committee. At the leadership dinner before the event, one of the leaders of MPI suggested that Mike start a search firm. Three weeks later, he did just that! Developing relationships The essence of being involved in organizations like MPI is networking and developing relationships. If you do that, opportunities are sure to present themselves. Starting out Mike's first two clients were known and respected leaders in the industry with whom he had a bond of trust.  The vision Mike decided to start in the hotel industry and venture out from there. Today, hotels are their staple and they are also in convention centers and stadiums.  Family When Mike wanted to start his business, he was in his mid-thirties and his fourth child had just been born. All of his children were under the age of six and his wife still encouraged him to go ahead with starting his business. Networking and expanding your reach Finding new clients is all about getting out of your comfort zone, expanding your network, and growing your circle. You always need to stay connected with your previous coworkers and learn about new businesses. Relationships are vital Travel, tourism, hospitality, and events are expansive, global businesses that have many facets to them, and nobody knows every aspect of them. If you don't have relationships there, perhaps go into business with someone who does because people are going to do business with you if they know you and they trust you. The key The key to getting new clients is that you have to have someone at the front, driving the top line and being a connector for the business. Chief connector Mike likes to be the chief connector and that is what he focuses on. Furlough Mike sees furlough as false hope. He always suggests that people on furlough should act like they're not going back to work. Finding a job Finding a job is a full-time job, so you need to work at it every single day. Know what you're good at Other industries value people from our industry, so identify your transferable skills and know what you're good at, in case you decide to cross over into a different industry. Skills you should develop If you are not a comfortable consensus builder, project leader, or communicator, you should develop some of those skills. In our industry, you need to educate yourself on health, safety, and security.  Innovation At this time, your ability to innovate is what will most likely get you the job. Links and resources: Connect with Mike Mike's website Mike's email is gamble@searchwideglobal.com Connect with Eric On LinkedIn On Facebook On Instagram On Website

Are you still working a clinical job but know you need to help other people? Wonder how you can find the time to do it all? Sometimes just prioritizing is all you need to make it all fit into place! In today's episode, I'm talking with Susan Portz. She completed her bachelor's degree in the University of Wisconsin-Stout and her dietetic internship and master's degree in dietetics at Mount Mary University. As her career has progressed, she has found a passion for intuitive eating and a desire to build her own private practice that would allow her to practice in the way she desires while living life on her own terms. “So what I've done is simplified it and turned it into terms that make sense to just anyone that wouldn't even have a nutrition background, which is my ideal client.” - Susan Portz In today's episode… What nutrition philosophy? What has helped her create a clear message? How she translates her message on social media to make an impact? What creating an ideal client has brought to her business? How the way people receive her has changed? How she manages her time to grow and still do clinical work? What she would say to someone who might have a tight schedule? How her mindset has changed in her journey? Guest Resources: Connect with Susan on Instagram Free Resources from Libby Are you ready to start your journey? Apply today for my Dietitian Boss Group Coaching program!

In this episode of the Curious Baseball Podcast, Aaron is joined by the University of Wisconsin - Stout pitching coach and National Pitching Association member, Ryan Christenson, to talk about load management in youth baseball, the assessment process, and juggling multiples sports with young athletes.Music:Shine by Mike StudAll music is copyright and owned by Mike Stud.

Hailing from Wisconsin, Mark David Buley is graduate of The University of Wisconsin-Stout and the Culinary Institute of America Hyde Park. After his formal education Buley went to work at the Montagna Restaurant at the Little Nell Hotel in Aspen, where he met future business partners  Bryce Gilmore and Sam Hellman-Mass. In 2012, Buley joined past colleagues to Open The Odd Duck. In 2018, Buley and partners opened their most recent project Sour Duck Market, the teams first crack at fast-casual. Show notes… Favorite success quote or mantra: "Your future depends on many things, but mostly you."  In this episode with Mark Buley, we discuss:  Understanding that life doesn't get easy, and that if you want to be successful you need to accept that, and then start crushing obstacles in your way.  Why successful people in hospitality often did very poorly in school.  The benefits from culinary school.  Why you need to take risks before you're ready; you'll never be ready.    Coming together with a common goal and vision.  Keeping calm, cool, and setting the example for your team.  Showing your team how much you care for them with your actions.    Surrounding yourself with people who make up for your shortcomings.  How the team for the Odd Duck came together.   Working things like non-compete clauses into your partnership agreement.  How to keep your team driven and motivated.   How to approach someone in a non threatening way if you believe that are under motivated or underperforming.  How to transition from focusing on one location to two locations.  How important it is to have someone on your team on the pulse of your finances. Today's sponsor: BentoBox helps restaurants grow their business through a connected suite of tools, offering them an integrated website to connect with their guests and drive revenue online. Restaurant owners and operators are able to easily update menus, promote specials, take catering and event inquiries, sell merchandise, gift cards and more. Revel Systems integrates front of house and back of house operations into a single dashboard. Designed to increase security, stability, ease of use, and speed of service, Revel's streamlined ecosystem provides businesses with the right tools to grow. Learn more at revelsystems.com/unstoppable.   Knowledge bombs Which "it factor" habit, trait, or characteristic you believe most contributes to your success? Curiosity What is your biggest weakness? Attention span.  What's one question you ask or thing you look for during an interview? Find out if they're are a team player or not.  What's a current challenge? How are you dealing with it? Finding way to keep his team motived and focused on the vision.  Share one code of conduct or behavior you teach your team. Always help the dishwasher.  What is one uncommon standard of service you teach your staff? Service extends beyond the guests and to your team.  What's one book we must read to become a better person or restaurant owner? GET THIS BOOK FOR FREE AT AUDIBLE.COM  Start with Why: How Great Leaders Inspire Everyone to Take Action.  What's the one thing you feel restaurateurs don't know well enough or do often enough? They don't take care of local farms.  What's one piece of technology you've adopted within your four walls restaurant and how has it influence operations? Toast.  Hotschedules. Google Drive.  If you got the news that you'd be leaving this world tomorrow and all memories of you, your work, and your restaurants would be lost with your departure with the exception of 3 pieces of wisdom you could leave behind for the good of humanity, what would they be? Food and hospitality are always improved by care from the source. All great restaurants are a product of their place and time. Embrace it.  How you treat people is everything.  Contact info: barleyswine.com oddduckaustin.com sourduckmarket.com @oddduckaustin @barleyswine @barelyswine Thanks for listening! Thanks so much for joining today! Have some feedback you'd like to share? Leave a note in the comment section below! If you enjoyed this episode, please share it using the social media buttons you see at the top of the post. Also, please leave an honest review for the Restaurant Unstoppable Podcast on iTunes! Ratings and reviews are extremely helpful and greatly appreciated! They do matter in the rankings of the show, and I read each and every one of them. And finally, don't forget to subscribe to the show on iTunes to get automatic updates. Huge thanks to Mark Buley for joining me for another awesome episode. Until next time!   Restaurant Unstoppable is a free podcast. One of the ways I'm able to make it free is by earning a commission when sharing certain products with you. I've made it a core value to only share tools, resources, and services my guest mentors have recommend, first. If you're finding value in my podcast, please use my links!