Podcasts about Yellow hat

Curious George (2006) tells the tail of the beloved eponymous monkey (sic) and reimagines (and sanitizes) The Man in the Yellow Hat as an archaeologist. This movie sets up a thoughtful and nuanced take on archaeological ethics and neocolonialism, and then says “Fuck it, it belongs in museum after all.” But George is soooo cuuuute! Get in touch with us: Bluesky: @sotsapodcast.bsky.social Facebook: @SotSAPodcast Letterboxd: https://letterboxd.com/sotsa/ Email: screensofthestoneage@gmail.com In this episode: The History of Curious George: https://www.curiousgeorge.com/history/ Nicholas Wade (2007). In Lice, Clues to Human Origin and Attire. New York Times: https://cell2soul.typepad.com/cell2soul_blog/files/Lice.pdf Aiello and Wheeler (1995). The Expensive Tissue Hypothesis. Current Anthropology: https://www.journals.uchicago.edu/doi/pdf/10.1086/204350 Richard Wrangham (2009). Catching Fire: How Cooking Made Us Human. Profile Books: https://dn790008.ca.archive.org/0/items/pdfy-DDoNCJJ_Wt0qOH7e/Catching%20Fire%20%5BHow%20Cooking%20Made%20Us%20Human%5D.pdf Ann Nicgorski (2006). Curious George's Bad Example. Archaeology Magazine: https://archive.archaeology.org/online/reviews/curious.html Curious George and the Looted Idol (2006). Archaeology Magazine: https://archive.archaeology.org/0605/news/insider.html Alfred Russel Wallace: https://wallacefund.myspecies.info/content/biography-wallace Kirk Wallace Johnson (2018) The Feather Thief: Beauty, Obsession, and the Natural History Heist of the Century. Penguin Random House: https://www.goodreads.com/book/show/44153387-the-feather-thief Jim Corbett: https://www.corbettnationalpark.in/corbett-heritage.htm Clovis Culture: https://en.wikipedia.org/wiki/Clovis_culture

Curious George (2006) tells the tail of the beloved eponymous monkey (sic) and reimagines (and sanitizes) The Man in the Yellow Hat as an archaeologist. This movie sets up a thoughtful and nuanced take on archaeological ethics and neocolonialism, and then says “Fuck it, it belongs in museum after all.” But George is soooo cuuuute!Get in touch with us:Bluesky: @sotsapodcast.bsky.socialFacebook: @SotSAPodcastLetterboxd: https://letterboxd.com/sotsa/Email: screensofthestoneage@gmail.comIn this episode:The History of Curious George: https://www.curiousgeorge.com/history/Nicholas Wade (2007). In Lice, Clues to Human Origin and Attire. New York Times: https://cell2soul.typepad.com/cell2soul_blog/files/Lice.pdfAiello and Wheeler (1995). The Expensive Tissue Hypothesis. Current Anthropology: https://www.journals.uchicago.edu/doi/pdf/10.1086/204350Richard Wrangham (2009). Catching Fire: How Cooking Made Us Human. Profile Books: https://dn790008.ca.archive.org/0/items/pdfy-DDoNCJJ_Wt0qOH7e/Catching%20Fire%20%5BHow%20Cooking%20Made%20Us%20Human%5D.pdfAnn Nicgorski (2006). Curious George's Bad Example. Archaeology Magazine: https://archive.archaeology.org/online/reviews/curious.htmlCurious George and the Looted Idol (2006). Archaeology Magazine:https://archive.archaeology.org/0605/news/insider.htmlAlfred Russel Wallace: https://wallacefund.myspecies.info/content/biography-wallaceKirk Wallace Johnson (2018) The Feather Thief: Beauty, Obsession, and the Natural History Heist of the Century. Penguin Random House: https://www.goodreads.com/book/show/44153387-the-feather-thiefJim Corbett: https://www.corbettnationalpark.in/corbett-heritage.htmClovis Culture: https://en.wikipedia.org/wiki/Clovis_culture

Episode: 240 I've been up late. Toiley went viral. I talk about my old yellow hat.  And a plum. To see a video of the recording of this episode, become a patron at patreon.com/saturdaymorningmedia Mentioned on the show: G-O-T-T-O-G-O - https://www.tiktok.com/@thetoiley/video/7417971833468620063 Show edits by Stephen Staver. FOLLOW GRANT http://www.MrGrant.com https://instagram.com/throwingtoasters/ ©2024 Saturday Morning Media/Grant Baciocco

Marissa is responsible for overseeing the continued evolution and implementation of Verizon's Sustainability Strategy as well as its enterprise wide relationships across its sustainability portfolio. ​She focuses on operationalizing Verizon's internal and external commitments while tracking its progress across the enterprise to ensure holistic management in the areas of sustainability and driving profitable growth. ​ Prior to joining Verizon, Marissa was with the Department of Defense in Washington DC, leading Climate Policy and Interagency engagement. She served as the climate policy advisor to the Assistant Secretary of Defense for Energy, Installations and Environment. ​She has held a number of progressive roles within the White House and Pentagon, including Director for Climate Adaptation and Resilience, Climate Program Director for the Secretary of Defense and the Secretary of the Navy.​ From 2006-2014, Marissa served in various leadership roles at the U.S. Environmental Protection Agency, including the Office of the CFO and the Tribal Affairs Office. Marissa McInnis Joins Sustainable Nation to Discuss: How to institutionalize sustainability at a large global organization Verizon's approach to ESG reporting and highlights from the latest report  Verizon's renewable energy goals  Advice and recommendations for sustainability professionals Marissa's Final Five Questions Responses: What is one piece of advice you would give other sustainability professionals that might help them in their careers? I always advise people who ask me to think outside your circle. A lot of sustainability and climate educated professionals tend to stay within that bubble or that circle. I encourage you to talk to your facilities lead. I encourage you to talk to your supply chain lead. Think about the areas within the organization where you may be already doing that sustainability work and you're not counting it, or you're not communicating it across or replicating it. Think outside your circle. What are you most excited about right now in the world of sustainability? When you think about sustainability and climate from the climate perspective, you have mitigation where you're reducing emissions and then you also have adaptation and resilience where you're really looking to climate-proof your business. The lifting up of that adaptation and resilience side, especially given my background, that's what I worked on predominantly over the last 17 years, it's that side of it. I really am excited about how people are paying attention to it and businesses are paying attention to it. Alongside that, thinking about the co-benefits. That's kind of a buzzword that's happening right now, but what also reduces emissions plus helps with that adaptation resilience problem. Then finally the biggest one is just thinking about sustainability from this cross-cutting lens like I was talking about. Talking to folks that you wouldn't normally talk to. Sometimes it's hard. At the Pentagon, for a long time I was one of the younger people there and there were a lot of grumpy older facilities folks that I had to talk to. But it ended up being such a valuable conversation. We ended up working together to update building codes according to new climate projections. So you never know where you're going to find that value.That's why you have to keep reaching out. What is one book you would recommend sustainability leaders read? I just finished Six Thinking Hats by Edward De Bono, and it's all about how you can think about a problem and think about framing it. It takes any type of negative association or emotion off of one individual person and allows for really brilliant group think. You think about the white hat, it's neutral and objective. So you could say to someone in your group during your brainstorm, “Hey, put on a white hat,” and it takes away the personal and brings it up to a group level so that folks can think about it from that front. Yellow Hat is sunny and positive. The one hat that I try to use that I don't normally put on first is the Black hat, which is careful and cautious, the devil's advocate hat. I've really used it a lot and encourage folks to read it. What are some of your favorite resources or tools that really help you in your work? Anything by Tensie Whelan, read it, absorb it. And I'm a little bit biased here because I helped develop a lot of this material, but I also l use a lot of the US government federal climate resources. If you go to climate.gov and use the Climate Resilience Toolkit, a lot of the work that I've done over the past 15 years is there. Looking at the maps, seeing where you can, especially with a company with a global footprint, think about where your biggest risks are from climate related hazards, it's really easy to do using public verified peer reviewed data. Where can our listeners go to learn more about you and the sustainability work being done at Verizon and check out the new ESG report? If you go to verizon.com there's a search box at the top. You can search sustainability and it goes into a resource page specifically for climate sustainability related goals. We also have our ESG report up there and you can see what we're doing from water conservation, renewable energy, our net zero goals, and also how to get involved within your community.

Jona Xiao (Raya and the Last Dragon, Hightown) plays a flower peddler who makes gardens and goodness grow in this story with Chinese, Tibetan, Japanese, Moroccan, French, Canadian and Peruvian roots.

You can now text us anonymously to leave feedback, suggest future content or simply hurl abuse at us. We'll read out any texts we receive on the show. Click here to try it out!Welcome back to the Bad Dads Film Review! Today, we're venturing into the world of our primate cousins as we explore the top 5 most memorable apes in film and television. We'll also swing through the narrative vines of Rise of the Planet of the Apes (2011), and then lighten the mood with the mischievous antics of Curious George.Top 5 Memorable Apes in Film and TV:Caesar from "Rise of the Planet of the Apes" (2011) - A genetically enhanced chimpanzee who leads his species in a revolt against humans, marking a new era of ape intelligence and emotional depth.King Kong from "King Kong" (1933, 2005, 2017) - Perhaps the most iconic ape in cinema, King Kong's tragic story of love and loss has captivated audiences across various adaptations, showcasing the gorilla's immense strength and surprising tenderness.Mighty Joe Young from "Mighty Joe Young" (1998) - A gentle giant gorilla with a heart of gold, Joe's story is one of friendship and survival against the odds, blending action and emotional resonance.George from "Curious George" (TV Series) - This little monkey's curiosity leads to adventures and misadventures, teaching children about problem-solving and the joy of learning.Amy from "Congo" (1995) - A talking gorilla who communicates through sign language, Amy's character highlights the intelligence of gorillas and the potential for interspecies communication.Main Feature - Rise of the Planet of the Apes (2011):Rise of the Planet of the Apes rebooted a beloved franchise with a contemporary twist, focusing on the origins of Caesar, the ape who would lead his kind in an uprising against human oppression. This film combines stunning visual effects with a compelling narrative that explores themes of freedom, survival, and the moral implications of scientific experimentation.Kids TV - Curious George:Shifting gears to a lighter primate-related theme, Curious George is a delightful series based on the popular children's books. George's adventures with The Man in the Yellow Hat provide not only entertainment but also valuable life lessons for kids about curiosity, problem-solving, and the importance of understanding the consequences of one's actions.Whether you're intrigued by the complex portrayals of ape leaders, fascinated by the blend of science fiction and ethical dilemmas, or simply in need of some light-hearted fun with an adventurous little monkey, today's episode promises to keep you engaged and entertained. Join us as we delve into the jungle of cinematic apes, uncovering stories of intelligence, bravery, and mischief.

How do you know that the learning you and your colleagues are doing is leading to changes in behavior? In this episode, Bill and Andrew discuss little tests you can do to see if the transformation you're working toward is really happening.  0:00:02.0 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we continue our journey into the teachings of Dr. W. Edwards Deming. Today, I'm continuing my discussion with Bill Bellows, who has spent 30 years helping people apply Dr. Deming's ideas to become aware of how their thinking is holding them back from their biggest opportunity. Today is episode 22, and the title is, Test for Understanding Transformation. Bill, take it away.   0:00:30.7 Bill Bellows: Hey, we've been at this podcast for about a year now, right?   0:00:36.6 AS: It's incredible how long it's been.   0:00:39.8 BB: And in the beginning you said, I've been at this for 30 years, right?   0:00:43.7 AS: Yeah.   [laughter]   0:00:46.7 BB: Maybe we should change that to 31.   0:00:48.3 AS: Oh, man, there you go.   0:00:51.2 BB: All right.   0:00:53.0 AS: That reminds me of the joke of the janitor at the exhibition of the dinosaurs and the group of kids was being led through the museum and their guide had to run to the bathroom. And so they were looking at this dinosaur and they asked the janitor, "How old is that dinosaur?" And he said, "Well, that dinosaur is 300,032 years old." "Oh, how do they know it so exactly?" He said, "Well, it was 300,000 when I started working here 30 years ago."   [laughter]   0:01:28.8 AS: So there we are.   0:01:31.4 BB: That's great.   0:01:33.3 AS: Thirty-one years.   0:01:34.0 BB: All right, all right, all right. So first thing I wanna say is, as you know and our listeners know, I go back and listen to this podcast and I interact with people that are listening too, and I get some feedback. And in episode 19, I said the Germans were developing jet engines in the late 1940s. No, it turns out the Germans were developing jet engines in the late 1930s and they had a fighter plane with a turbine engine, a developmental engine in the late '30s. They didn't get into full-scale development and production. Production didn't start till the tail end of the war. But anyway, but I was off by a decade. In episode 21, I mentioned that checks were awarded within Rocketdyne for improvement suggestions and individuals who submitted this and it could be for an individual, maybe it was done for two people, three people, I don't know, but they got 10% of the annual savings on a suggestion that was implemented in a one-time lump sum payment.   0:02:36.1 BB: So you got 10% of the savings for one year and I thought, imagine going to the president of the company and let's say I walk into the president's office and you're my attorney. And I walk in and I say, "Hey, Mr. President, I've got a suggestion. You know that suggestion program?" He says, "Yeah, yeah, yeah. Come on in, come on in. And who's this guy with you?" "Well that's Andrew Stotz." "And who's Andrew?" "He's my attorney, and he and I have been thinking about what this is worth." "Well, tell me about it." "No, well, before we get into it, we've got this form to sign here."   0:03:10.9 AS: Andrew.   0:03:11.1 BB: "Right? And you wanna see the idea or not? But we don't have to share it." But I thought, imagine people going to great length and really taking advantage of it. Well, a few of us that were involved in our InThinking Roadmap training, what we started to propose is we want a piece of the action, Andrew. So the proposal we had is that, Andrew, if you come to one of our classes, a study session on The New Economics or Managing Variation of a System, we'll have you sign a roster, right? And so if you are ever given a check for big numbers, Andrew, then we're gonna claim that our training contributed to your idea and all we ask is 10%, right?   0:03:58.1 AS: Of your 10%.   0:04:00.9 BB: I mean, I think that's fair, right? But imagine everybody in the organization becoming a profit center.   0:04:08.7 AS: Crazy.   0:04:10.4 BB: That's what you get. All right.   0:04:14.5 AS: And the lesson from that is focus on intrinsic motivation. People wanna make improvements, they wanna contribute.   0:04:23.8 BB: You start... You go down the slippery slope of incentives, which will be part of what we look at later. There's just no end to that. All right?   0:04:31.4 AS: Yeah.   0:04:32.2 BB: So I mentioned in a previous podcast that I had an interaction, met the army's first woman four-star general, and I just wanna give you some more background and interesting things that happened with her relative to this test for understanding transformation. I don't know April, May, 2008, someone on her staff reached out to me and when they first... When the guy got a hold of me, I said... From the Pentagon, he called me, I think it was like 8:00 or 9:00 o'clock at night here. Whatever it was, it was after hours in LA so it was after hours in DC. I remember saying to the guy, "How did you find me?" He says, "There's a lot of stuff on the internet." So he says, "I came across a presentation you did for Goodwill Industries." And he says, "In there you talk about... " He says, "There's some really good stuff in there."   0:05:29.0 BB: And I said, "Like what?" He said, "You have a slide in there about you can minimize loss to society by picking up nails in a parking lot." And that was an example of what I used Dr. Taguchi's work, minimizing loss to society. I said, "Yeah, I remember that slide." He says, "We don't do enough of that in the Army." And he says, "Hey, we've got a conference next week, late notice. The keynote speaker bailed out." And he's calling me on a Monday. The presentation's a week from Wednesday and he says... And also he said that the Army had an initiative called Enterprise Thinking and Enterprise Thinking was part of what we called our effort within Rocketdyne. We used the terms Enterprise Thinking, organizational awareness, and that InThinking personal awareness. We were using those two terms. So he did a search on that, found my name, and he says, "What do you think?" And he says, "We're gonna... "   0:06:24.3 BB: If I agree, we'll have a follow-up vetting call the next day. So he calls me up the next day and it's him and a two-star general. There are three people in the room, all senior officers, and he says, "Okay, so, but tell us what you do." So I shared the last... It sounds funny, is what seems to have been the last straw in their interest was having me speak, was my last straw story. Remember the executive from the European airline and... Right? So I tell that story about my efforts within Rocketdyne and Boeing about this airline executive and how this deeply resonated with this executive of this customer of this company that buys a lot of Boeing airplanes that we focused on the one cause, not the greater system.   0:07:13.2 BB: And within minutes of sharing that story, they started laughing, leading to it a few minutes later to them saying, "you're the one."   0:07:19.2 AS: [laughter] That's very interesting.   0:07:21.3 BB: You're the one. So for our listeners, I'd say, let this be a reminder of how a personal story guided by insights on how Dr. Deming's System of Profound Knowledge can open doors for you. And you can use that story, come up with your own stories, but you just never know when you're gonna be in a situation where you need a really simple story. So as an aside, they contact me, like I mentioned, 10 years later, and I think I shared with you offline that the speaker I was replacing was the great Richard Rumelt, the strategy professor from UCLA, who for whatever reason needed to bail out. And then when this podcast is posted, I'll put a link to the slides of the presentation.   0:08:05.7 BB: It's about 45 minutes long. What was not covered... I went back and looked at it earlier to say, what did I share with them that got them so excited? All I know is it fit into 45 minutes to an hour. What was not covered was the trip reports, whether Red Pen or Blue Pen, Last Straw/All Straw, Me/We organizations. But after it was done, as I'm coming off the stage, General Dunwoody in uniform comes up to me. She was thrilled. Her exact words were, "You hit it." She says, "Bill, you hit it out of the park." And I thought, well, I had help from a lot of people. She then says something to me that I'll never forget. So we're face-to-face, right? Let me just... Right?   0:08:45.1 BB: And she says to me, "Bill, you've got a real challenge on your hands. Bill, you've got a real challenge on your hands." So prompted by that, I held my hand out, my right hand, which is what you do to initiate a handshake, and then she reaches out to shakes my hand and I said, "General Dunwoody, we have a challenge on our hands." [laughter] And she erupted in laughter. And my only regret, even though we went out for drinks for the next couple of hours, but my regret was not having a photo of her and I doing a double high five as she laughed. So then I remained in touch with her for the next six to eight months when she was promoted to four-star and she looked for opportunities to get me to the Pentagon, which she did. And I was trying to get her or somebody on her staff to come to Rocketdyne to learn more about what we're doing.   0:09:38.1 BB: But I say I share this anecdote as an example of a Test for Understanding of a transformation. So what is a TFU, test for understanding? This is something I got exposed to in my Kepner-Tregoe Problem Solving and Decision Making training, which I talked about in one of the first episodes. And in our training to deliver what was then a five-day course, we were coached on how to interact with seminar attendees, including how to answer questions and how to ask questions. And one of the things we got our knuckles wrapped for was saying, are there any questions? Because no one answers that. There is... And if I had said that when I was being certified, I'd have failed. So instead we're coached on how to ask questions or make comments, which serve as a test for someone's understanding of what I presented.   0:10:27.9 BB: For example, for me to reply to General Dunwoody with we have a challenge on our hands was to test her understanding of what I said and her laughter is a response that I could be expecting with something short. As an aside, an appreciation, we've talked about Ackoff's D-I-K-U-W model data, raw data information. You turn that into what, where, when, extent, knowledge. If we convert that to how does something operate looking inside of an automobile, how do the pieces work together? Remember he said understanding is when you look outward 'cause knowledge looking inward, Russ would say, doesn't tell you why the car is designed for four passengers. That comes from looking outward. And then wisdom is what do we do with all this? Well, the Kepner-Tregoe training was Test for Understanding and now that I'm inspired by Ackoff, well in my university classes, I ask "Test for Information" classes. I have them watch videos and say, what company was Russ working for?   0:11:31.1 BB: This anecdote, that's information. Nothing wrong with those questions. I can ask for "Test for Knowledge" questions asking how something operates. So what I don't know is like, why are they called Test for Understanding? They could be Test for Knowledge, Test for Information, Test for Wisdom. And obviously TFI test for information could be true, false, multiple choice and test for knowledge and understanding could be short, but then I want to go deeper. And so what I wanna share is in one of my university courses, I share the following, true, you can't make it up news stories. It says, once upon a time a national airline came in dead last on on-time performance one month even though it had offered its employees everything from cash to pizza to finish first in the US Department of Transportation's monthly rankings. Does that sound like incentives, Andrew?   0:12:33.0 AS: It's all there.   0:12:33.8 BB: If we finish first, pizza parties. Now if they got exposed to Rocketdyne, they'd be handing out checks for $10,000. So in one of the research essays, for a number of the courses, every week, every module, I give them a research essay very similarly, giving them a situation and then what's going on with the questions is having them think about what they've been exposed to so far. And so question one in this assignment is given this account, list five assumptions that were made by the management team of this airline? And so I just wanna share one student's response. He says, "assumption one..." And also let me say this comes from the second of two Deming courses I do. So these students have been exposed to a one, one-semester course prior to this. So this is not intro stuff. This is getting deep into it.   0:13:34.3 BB: And so anyway he says, "assumption one, offering incentives like cash and pizza would motivate employees to prioritize on-time performance." Okay? That's an assumption. "Assumption two, employee morale and satisfaction directly correlate with on-time performance. Assumption three, the issue of on-time performance primarily stems from..." Are you ready? "Employee motivation or effort. The incentives provided were perceived as valuable by employees." And you're gonna love where this goes. "Assumption five, employees have significant control over factors that influence on-time performance such as aircraft maintenance, air traffic control and weather conditions."   0:14:20.2 AS: Good answers.   0:14:23.0 BB: Again, what I think is cool and for our listeners is what you're gonna get in question two, three, four, and five is builds upon a foundation where these students have, for one and a half semesters been exposed to Deming, Taguchi, Ackoff, Gipsie Ranney, Tom Johnson, the System of Profound Knowledge, hours and hours of videos. And so this is my way of Testing their Understanding. And so if you're a university professor, you might find interest in this. If you're within an organization, this could be a sense of how do you know what people are hearing in your explanations of Deming's work or whatever you're trying to bring to your organization? So anyway, I then have them read a blog at a Deming Institute link, and I'll add this blog when this is posted but it's deming.org/the insanity of extrinsic motivation. All right. And they've been exposed to these concepts but I just said, "Hey, go off and read this blog." And it was likely a blog by John Hunter.   0:15:32.0 AS: Yep.   0:15:32.2 BB: All right, question two. All right. Now it gets interesting, is that "in appreciation of Edward de Bono's, "Six Thinking Hats"," which they've been exposed to, "and the Yellow Hat, which is the logical positive, why is this such a great idea? Listen, explain five potential logical, positive benefits of incentives, which would explain why they would be implemented in a ME Organization." And so what's seen is I have them put themselves in a ME Organization, put on the Yellow Hat and think about what would be so exciting about this. And so logical, positive number one. "Incentives can serve as a powerful motivator for individuals within the organization, driving them to achieve higher levels of performance and productivity. When employees are offered rewards for their efforts, they're more likely to be motivated to excel in their roles," Andrew. Logical positive number two, enhanced performance. Explanation, "by tying incentives to specific goals or targets, organizations can encourage employees to focus their efforts on key priorities and objectives.   0:16:46.9 BB: This can lead to improved performance across various aspects of the business, ultimately driving better results." Number three, attraction and retention of talent. Oh, yeah. Explanation, "offering attractive incentives can help organizations attract top talent and retain existing employees. Attractive incentives can serve as a key differentiator for organizations seeking to attract and retain skilled professionals." Now, let me also say, this is an undergraduate class. As I mentioned, this is the second of two that I offer. Many of these students are working full-time or part-time. So this is coming from someone who is working full-time, probably mid to late 20s. So these are not... They're undergraduates but lifewise, they've got a lot of real-world experience.   0:17:44.0 BB: All right. Logical positive four, promotion of innovation and creativity. Explanation, "incentives can encourage employees to think creatively and innovative in their roles. By rewarding innovative ideas and contributions, organizations can foster..." Ready, Andrew? "A culture of creativity and continuous improvement, driving long-term success and competitive advantage." And the last one, positive organizational culture. "Implementing incentives can contribute to a positive organizational culture characterized by recognition, reward and appreciation. When employees feel valued and rewarded for their contributions, they're more likely to feel engaged, satisfied, and committed to the organization." But here's what's really cool about this test for understanding, I get to position them in the framework of a ME Organization with the Yellow Hat.   0:18:40.9 BB: Now question three, in appreciation of Edward de Bono's, "Six Thinking Hats" and the Black Hat, what Edward calls a logical negative, list and explain five potential aspects of incentives, which would explain why they would not be implemented in a WE Organization. And this is coming from the same person. This is why I think it's so, so cool that I wanna share with our listeners. The same person's being forced to look at it both ways. Negative number one, potential for... Ready, Andrew? "Unintended consequences." Oh my God. "Incentives can sometime lead to unintended consequences such as employees focusing solely on tasks that are incentivized while neglecting other important aspects of their roles. This tunnel vision can result in suboptimal outcomes for the organization as a whole."   0:19:30.7 BB: "Number two, risk of eroding intrinsic motivation. Explanation, offering external rewards like incentives can undermine intrinsic motivation leading employees to become less interested in the work and more focused on earning rewards. Number three, creation of unhealthy competition. Explanation, incentives can foster a competitive culture within the organization where employees may prioritize individual success over collaboration and teamwork. This competitive atmosphere can breed..." Ready? "Resentment and distrust among employees." Can you imagine that, Andrew? Resentment and distrust? That seems like it would clash with my previous positive thought, but it really just points out how careful management needs to be.   0:20:19.0 AS: Yes.   0:20:19.2 BB: All right. Cost considerations. "Implementing incentive programs can be costly for organizations, particularly if the rewards offered are substantial or if the program is not carefully managed. Organizations may be hesitant to invest resources and incentives, especially if they're uncertain about the return on investment if budget is of concern." And then number five, "short-term focus over our long-term goals." Explanation, "incentives often improve short-term gains rather than long-term strategic objectives. Employees may prioritize activities that yield immediate results, even if they're not aligned with the organization's broader goals or values."   0:21:02.7 BB: And then question four, here's the kicker. "In appreciation of your evolving understanding of the use of incentives, share, if you would, a personal account of a memorable attempt by someone to use incentives to motivate you, so that so many pizza parties or bringing a small box of donuts or coffee in for working a weekend I was supposed to have off." And then question five, "in appreciation of your answer to question four, why is this use of incentives so memorable to you? They were very ineffective. I often felt insulted that my boss thought that $20 worth of pizza or donuts made up for asking me to give 50% of my days off that week."   0:21:55.5 AS: Here's a donut for you.   0:22:00.6 BB: Here's a doggy bone, here's a doggy bone. I just wanted to share that this time. Next time we'll look at more.   0:22:09.3 AS: One of the things that...   0:22:10.6 BB: There are other examples of Test for Understanding. Go ahead, Andrew.   0:22:12.3 AS: One of the things that I wanted to... What you made me think about is that you and I can talk here about the downside of incentives but we have to accept the world is absolutely sold on the topic of incentives.   0:22:27.2 BB: Absolutely.   0:22:27.8 AS: A 100, I mean, 99.999% and if you're not sold on it, you're still gonna be forced to do it.   0:22:34.5 BB: Well, you know why they're sold on them, 'cause they work.   0:22:39.7 AS: It's like a shotgun. One of those pellets is gonna hit the target but...   0:22:47.7 BB: That's right.   0:22:48.4 AS: A lot of other pellets are gonna hit...   0:22:50.6 BB: And that's all that matters. And then what you get into is, you know what, Andrew, that that one person walks away excited, right? And that's the pellet that I look at. And I say, yep, and what about those others? You know what I say to that, Andrew? Those others, you know what, Andrew, you can't please everybody.   0:23:07.8 AS: Yeah.   0:23:07.9 BB: So this is so reinforcing. There's one person that gets all wrapped up based on my theory that this is a great thing to do and I hone in on that. And everything else I dismiss as, "ah, what are you gonna do? You can't please everybody." But what's missing is, what is that doing to destroy their willingness to collaborate with the one I gave the award to?   0:23:33.1 AS: Yeah, I'm picturing a bunch of people and laying on the ground injured by the pellets but that one black, or that one... Let's say the one target that we were going after, that target is down but there's 50 other people down also.   0:23:50.6 BB: No, but then this is where I get into the white bead variation we talked about early, early on, is that if all I'm doing is measuring, have you completed the task and we're looking at it from a black and white perspective and you leave the bowling ball in the doorway for the next person, meaning that you complete a task with the absolute minimum requirements for it to be deemed complete. Does the car have gas? Yes. You didn't say how much but when people then... When those people that were summarily dismissed didn't receive the award, when they go out and don't share an idea, don't give somebody a warning of something or not even maliciously leave the bowling ball in the doorway but believe that the way to get ahead is to do everything as fast as possible, but in doing so, what you're doing is creating a lot of extra work for others, and then you get promoted based on that. Now you get into... In episode 22 we talked about, as long as there's no transparency, you get away with that. And then the person at the end of the line gets buried with all that stuff and everybody else says, well, my part was good and my part was good. How come Andrew can't put these together?   0:25:26.8 AS: In wrapping this up, I want to think just briefly about how somebody... So we're talking about understanding transformation, but we're also talking about incentives.   0:25:39.8 BB: Yes.   0:25:40.5 AS: And I would like to get a takeaway from you about how somebody who lives in a world of incentives, how do they, after listening to this, go back to their office and how should they exist? It's not like they can run away from a structure of incentives. Maybe when they become CEO, they decide, I'm not gonna do it that way, but they're gonna go back to their office and they're gonna be subjected to the incentive system. Obviously, the first thing is we wanna open up their mind to think, oh, there's more to it than just, these darned employees aren't doing what I'm telling them, even when I'm giving them incentives. But what would you give them as far as a takeaway?   0:26:27.1 BB: Well, I'll give you some examples of what some brilliant colleagues did at Rocketdyne, as they became transformed, as they became aware, and one is politely decline. Say, I don't, I don't need that. Just again you have to be careful there. There could be some misinterpretations of that. So you have to be...   0:27:03.2 AS: What if you're required to put an incentive system on top of your employees?   0:27:09.5 BB: Well, first, if it's coming down to you to go off and implement this, then one thing you could do is create a system which is based on chance. Everyone who contributed an idea, their name goes into a lottery for free lunch the first Wednesday of the month, and everybody knows. So then we're using the incentive money but using it in a way that everyone deems as fair. So that's one thing. And you just say, I'll... So then if your boss asks, have you distributed the incentive money? You say, yes, but you're distributing it based on a system of chance of which everyone realize they stand an equal chance of winning.   0:27:56.9 AS: Okay. So let's address that for a second. So your boss believes in incentives. They ask you to implement this system. Now you proposed one option, which is to do something based upon chance, but now let's look at your employees under you that have been indoctrinated their whole life on the concept of incentives. And you give them a system of chance and they're gonna come back and say, wait a minute, you're not rewarding the person who's contributing the most here? Now obviously you have a teaching moment and you can do all that, but is there any other way that you can deal with this?   0:28:33.7 BB: No, it could be tough. You've got to... You may have to go along until you can create a teaching moment. And what I did with the colleagues, when there are these a "great minds doing great things" events, and an announcement would go out as to who are the privileged few that got invited to these events, and I would tell people that if you go to the event, then that's what I would say. You can decline, you can politely decline. There's some things you can decline.   0:29:17.4 AS: I guess the other thing you could do, you could also... When you have to, when you're forced to reward, you can celebrate everybody's contribution while you're also being forced to give that incentive to that one person that has been deemed as the one that contributed the most.   0:29:36.9 BB: Well, I'll give you another example that a colleague did, a work colleague. He didn't do it in a work setting. Not that it couldn't be done in a work setting, but he signed up to be as a judge in a science fair in a nearby school. It was a work-related thing. And as it got closer, he realized... It was a... It would involve... What is a science fair without the number one science experiment? And my theory is you can't get a bunch of adults and a bunch of kids together in any organized way without giving out an award that just, it's like, oh, we got everybody together. We got to find a way to single somebody out. So when he realized what was going on, instead of not going, what he did, he took it upon himself to interact with every kid whose science experiment he watched and asked them lots of questions about it, about what inspired them? What did they learn?   0:30:30.6 BB: So what he wanted by the end of the day was that they were more intrigued that someone came and really wanted to know what they learned and less inclined to listen to who won the award. And I've seen that in a work setting, again, where we had events and the next thing you know there's an award and I thought, well, what can we do? Well, we can go around and really engage in the people who's got tables set up for the share fair knowing at the end of the day, we have this. We just can't break this, we just can't break this.   0:31:08.2 AS: Yeah. All right. So...   0:31:10.3 BB: But the other thing I've seen, I've seen people who received rewards, use that money. Literally, one guy in the quality organization at Rocketdyne received an award. It might have been for a $1000. He used the money, Andrew, to buy copies of The New Economics for everyone in the organization.   [laughter]   0:31:31.7 AS: Well, that brings us to another possibility, is that you convince your boss that you at least want to give... You want to reward the whole department.   0:31:40.5 BB: Yes.   0:31:40.9 AS: Any reward that you do, you want to reward your whole department. And so that could be something that your boss would say, "Okay, go ahead and do that." And they're not gonna go against it as opposed to trying to, say, no, I won't do it this way, but...   0:32:02.1 BB: Well, towards that end, I've seen people that are rewards crazy. At Rocketdyne, there's one guy in particular in a machine shop manufacturing environment and some big program wanted to thank five out of the 50 people in his organization with t-shirts. And he said, "You either give me 50 t-shirts or no t-shirts."   0:32:27.6 AS: Yeah.   0:32:28.8 BB: And I thought that was really cool 'cause this... And I don't know to what degree his exposure to what we were doing, but I thought that's what we need more of. Come back with 50 shirts and we'll take them.   0:32:44.1 AS: Okay. Let's wrap this up by doing a brief wrap-up of why you're saying... Why you've titled this Test for Understanding and what can the listeners take away.   0:32:56.6 BB: The idea is again, if in a seminar learning event situation is one thing, but if you're involved in leading in a transformation within your respective organizations, what I'm suggesting is that you think about how to Test the Understanding of that transformation's progress with your audience. And we talked in the past about leaving a coffee cup in the hallway, see if it's still there. That's a Test for Understanding of the culture of the organization. And that's what I'm suggesting here, is there are simple things you can do such when somebody says, come see what my son did. You can say, your son? Or is it, was there a spouse involved? And just as you become aware of the nuances of this transformation, you could be looking at somebody look at two data points and draw a conclusion and they're just a day out of some seminar with you about understanding variation and they're looking for a cause of one data point shift.   0:34:13.0 BB: So it's just, what can you do day in and day out, just your little things to test the organization or test an individual's understanding of this transformation process that we're talking about, which is, how are you seeing things differently? Are you becoming more aware of incentives and their destruction, more aware of theories? That's all. What just came to mind is... And the other aspect of it was this idea that very deliberately with the foundation of ME and WE, Red Pen/Blue Pen, then you can build upon that by saying to somebody, how might a Blue Pen Company go off and do this? How might a red pen company go off and do that? And that's not a guarantee that either one of them is right, but I find it becomes a really neat way on an individual basis to say, as you just pointed out, Andrew, so how would I as a manager in a Blue Pen Company deal with that awkward situation?   0:35:19.2 BB: Well, if I was in a red pen, this is what I would do. And so it's not only testing for understanding, but also the power of this contrast. And that's what I found with a group recently, especially the students. If I give them the contrast, I think it's easier for them to see one's about managing things in isolation and all that beckon such as belief in addition and root cause analysis, and one's about looking at things as a system. So it's not just Test for Understanding, but a test of both foundations is what I wanted to get across.   0:35:57.0 AS: Okay, great. Bill, on behalf of everyone at The Deming Institute, I wanna thank you again for this discussion. And for listeners, remember to go to deming.org to continue your journey. If you wanna keep in touch with Bill, hey, you can find him on LinkedIn and he listens. This is your host, Andrew Stotz, and I'll leave you with one of my favorite quotes from Dr. Deming. I mean, I say this quote every time until I will be bored stiff of it, but "people are entitled to joy in work."

Alice and Martha discuss Curious George, the Man in the Yellow Hat, and H.A. and Margret Rey. Though he may not have a tail, Curious George proves to be a much more endearing main character than Stuart Little, and thankfully, he would almost certainly beat Stuart in a fight! In this series, Alice and Martha reminisce on shared memories, inside jokes, and experiences reading both classic and lesser-known children's books, including favorite segments such as Quora Question of the Week, and Sorting Hat! Take Fives and character studies will continue, with this new episode format being added to the rotation with the other two formats. Please consider supporting us on Patreon! www.patreon.com/realweirdsistersNew episodes are released every Monday and special topics shows are released periodically. Don't forget to subscribe to our show to make sure you never miss an episode!

Mel Larsen Gutierrez (Art Director at the Oregon State Parks & Recreation Department) joins Sean to talk Mr. Sketch, the Man in the Yellow Hat's job, and The Rachel (or The Rachael?).You can find Mel on the internet over at melerrez.com, where you can see some most of the work we talked about in this episode. Mel can also be found on the ‘gram at @melerrez as well. Too, if you want to see Mel's awesome illustrated timeline, that can be found on the episode's page at dididothat.design!This episode was recorded Friday, April 12, 2024 in the Rat's Nest. Though I forgot to shout him out in the outro, this episode was also edited by the great Orion Cortez! Thanks, Orion!If you are hearing this as it comes out and are in the Portland area, please come out to Be Honest on Saturday May 4, 2023! Be Honest is PSUGD's annual student portfolio showcase, which I help organize with Kate Bingaman-Burt! It's a really exciting time, and we get to take over three floors of Wieden+Kennedy for design work, hijinks, and good times. You can find out more about it at psu.gd/behonest or @psugd_behonest on the ‘gram! Hosted on Acast. See acast.com/privacy for more information.

"The Cloud" is a metaphor for the top level of corporate authority - the CEO, CFO, CTO and maybe some Vice President positions. And if you're trying to transform an organization, your ideas need to penetrate the Cloud - but how? In this episode, Bill Bellows and host Andrew Stotz talk about influencing others with the aim of transformation.  TRANSCRIPT 0:00:02.2 Andrew Stotz: My name is Andrew Stotz, and I'll be your host as we continue our journey into the teachings of Dr. W. Edwards Deming. Today, I'm continuing my discussion with Bill Bellows, who has spent 30 years helping people apply Dr. Deming's ideas to become aware of how their thinking is holding them back from their biggest opportunities. Today is episode 16, and the title is, Get Off of My Cloud. Bill, take it away.   0:00:29.5 Bill Bellows: Hey. Hey, hey. [laughter] Mick Jagger, Keith Richards, get Off of My Cloud. Yeah. Alright, so here we are, 2024. So before we get to the Cloud, some opening remarks. And in particular looking at session 15, which is soon to be released. And one thing I... What I tell people is, what's exciting about understanding Deming's work is how revealing, how you see the world differently, and Dr. Deming used the metaphor of a lens. But it's not only what you see, but what you hear.   0:01:19.5 AS: Right.   0:01:22.3 BB: And, and I tell people I can go into an organization and within a few minutes between what I see and what I hear, I can get a pretty good sense, is it a ME or WE organization. And we think back to the comment I shared in episode 15 where the Boeing executive said, "Let's be honest," to the room full of 300 plus internal audit people who just do great, great work.   0:01:54.4 BB: I mean, if they didn't do great work, why would they be there? Everyone in our organization does great work, otherwise, why would they be around? But when they said to them, "Let's be honest, we don't make the airplanes." And I thought, that's right up there with my wife saying to me, "Look at what your son did."   0:02:22.4 BB: My son? Or is it, look at what our son did. Another giveaway expression is, we're gonna do a root cause analysis or RRCA, which is Relentless Root Cause Analysis. Well, every, and from a Deming perspective, instead of talking about a root cause, we can say there's root causes, and there's... They're dozens, hundreds of root causes, or sorry, common causes, common causes. And then every now and then there's a special cause.   0:03:01.0 BB: But even when a special cause appears so does a bunch of common causes. So from a Deming perspective there's never a root cause. So I... One poke I have for people that like to think in terms of root cause, 'cause they have this sense of, you can explain everything by a series of connected root causes. This cause leads... It's like the five whys. That this leads to this leads to this. But it's always, this leads to that, this leads to, and it's singular strands. And I think of it like a strand of spaghetti and everything is along some pathway. And I thought, no, that's not the model Deming had in mind. Deming had in mind a multitude of strands that are all woven together that you can't... What comes out is a bunch of contributions, not just one thing. So my poke at people like to believe in root cause phenomenon is, "If life can be explained by a series of root causes, then why do you need two parents? Why isn't it a single parent?" Sorry.   0:04:18.9 BB: I just finished the fifth cohort at Cal State Northridge in a eight-week class as part of an 18-month program where the students, we start with about 30, by the time it gets to me there may be 24 or so. And one course after another, after another, it's a very rigorous program. And I do a class called Seminar in Quality Management. And I love at the beginning of the course when I ask them about, if all the beads are red, if all the red beads are eliminated, can improvement, can still go on to, all those things we've talked about in this program. And I have them write essays on it, and it's so neat to see where they are in the beginning and where they are at the end.   0:05:07.1 BB: And in the beginning they'll be talking about human error. And so every time I see human error, I just write back, is it human error or is it system error? And one student in the class commented at the end of the course of what she learned, she said, No one had ever pointed that out to her. And she distinctly remembers the very first time I said that it was like, but wait a minute. And then it made more and more sense and I thought, yeah, I mean not... Is there such a thing as a human error? Well, Deming would say that 94 plus percent comes from the system. Another cute story, I used to host a monthly conference call for 17 years, every month for 17 years.   0:06:02.0 AS: Wow.   0:06:02.8 BB: And featured on the call was a thought leader, Russ Ackoff did it four years in a row. He became the January thought leader. And generally it was random, different people. But then when it got to Russ, it was every January Russ did it. And I would go out and stay with him and be in the room with him and the distribution list was at one point in time, 5000 people around the world, that I had somehow interacted with. And the announcement would go off out every month, and it would say, this month's ongoing discussion with thought leaders, is Andrew Stotz, Andrew's gonna talk on this topic. Please find attached his thought piece. You can join us. And there were four opportunities to call in on 12 to one and one to two on the last Thursday and Friday of the month. And there was four different opportunities for the audience to engage with Andrew, and it wasn't a presentation by you. The protocol was they would read the article, then they would say to you, Andrew, on page five, you said this can you clarify? So I said to them, it's not a presentation, it's a conversation.   0:07:08.9 BB: So a friend had in mind, somebody that he worked with as a thought leader. I said, okay, let me, She'd just written a book. And the book title was along the lines of Think Like a Champion, so I read the book and it's sports stories, all these sports stories. Turns out she has an advanced degree in sports psychology and she was hired by his company as a coach. And throughout the book, her story is about people contacting her, I need help with this. I need help with this. I need help with this. A lot of these people are in sales, I need help, I need help with this. So I read the book cover to cover, and I started to notice a pattern. It was all individuals. I need help, I need help. And so when I got on the phone with her and the role of the phone call was to talk about the book, talk about the phone call, let her know what the overall strategy of what we're trying to do with these calls, promote a word as of Deming's work and working together, all that stuff.   0:08:20.6 BB: And then with that, see if that fit, what if she felt, in fact, what I had in mind was that there's things in there she could contribute, but there's things in there that might be slippery. So I shared with her that I had a friend who was a high school coach for the Valencia Vikings and I bumped to him one day in a park. And he's walking towards me and he is wearing a T-shirt, and across the top are the letters V-K-N-G-S. So I'm looking at the letters and I said, I don't get it. To which the author says, there's no I in team, and that's what it was V-K-N-G-S. And so she beat me to the punchline. So I said, so you're aware of that story?   0:09:15.0 BB: She says, oh yeah. I said, "Your book is filled with sports stories." She says, "Yes." I said, "Did you ever consider that story for the book?" She says, "it really wouldn't fit." I said, "that's right." I said, "that is it, it doesn't." I said, "'cause your book is all about the I and not about the team." So at the end of the call, I said you know, when I got your book, I said the cover was revealing. And this is what I find, going back to language. You can be in a meeting and you can hear how people think, which then leads to how they act and you can't separate, you can hear that. So I said, "I looked at title of your book," which is something like, Think Like A Champion. And I said, "as soon as I saw that title," I thought. But I said, well I told her, "I said, there's a lot of good stuff in here." I said, "but, and I'm not saying everyone hears what I hear, but I don't want you to be caught short on that." She said okay. So then I said the title was kind of a giveaway of what the book was really about. She said, "well, what would've been a more appropriate title?" I said, "Think Like a Contributor."   0:10:34.5 BB: And so we are within our respective organizations, we're one of many contributors, we don't do it all by ourself, we contribute to the results and we talked last time about... Sorry.   0:10:47.1 AS: And that's an interesting point because that's a, maybe a difference between let's say American style thinking and Japanese style thinking, where Japanese may see themselves clearly as a contributor in a system. Whereas Americans, we like to think of ourselves as a unique person that fits into a certain place in this world.   0:11:08.9 BB: And I won the game, I won the game and I made it happen. And, um, but sure, and I've heard that about Japanese management, that it's more like, I am humbled and honored to be your executive and there's a real... And it comes across that it's not just talk, there's a real sense of humility and honor to be in this position as opposed to a sense of I'm the smartest guy in the room.   0:11:39.4 AS: Servant Leader.   0:11:41.4 BB: Yes, very much so. So, next thing I wanna bring up is, we talked last time about Myron Tribus's his comment, management works on the system, people work in the system, and the theme was making a difference from where you are and I mentioned that this gentleman came in, was one of our classes, and he wanted to, how often I met with our president. And I said, not very often. He said, oh, it's really important, you gotta go meet with him. And I said, "well what if I spent time talking with senior people at NASA or senior people in the Pentagon," which I did. And a mistake I made, a minor perhaps a minor error that somebody may or may not have caught. So I said, that I had the distinct pleasure of being invited to speak at the Army's largest annual logistics conference back in the 2000s. And the invite came from a senior officer on the staff of General Anne Dunwoody, who went on to become the Army's first woman, Four Star General, and so in the podcast number 15 I said, I was invited and spoke with the Army's first Four Star General, it was the Army's first woman Four Star general.   0:12:57.2 BB: So this is a clarification. I also talk about how pragmatism is being practical, but I think is, if you're trying to introduce these ideas into your respective organizations making a difference where you are, I think it's important to realize that everyone is acting as if they're being practical. And if practical means work on things that are bad to make them good and stopping, that's their, that to them is practical. Now, from a Deming perspective to not work on things that are good, to make them better to improve integration - that is practical, but it might not be practical where you are. And I mentioned, I had a Lean Management journal article that talked about that, and I couldn't remember the title. The title is Profits, Pragmatism, and the Possibilities of Possessing Other Eyes. I told you I like alliteration.   0:13:56.6 AS: Alliteration.   0:13:57.5 BB: Alright, so what is an application? We start where you are. And I would say an application, first of all, relative to an application, it's thinking, can I do this by myself? Do I need help? Do I see opportunities to reduce losses? And it's one thing to see opportunities to do something. It's a whole 'nother thing to realize that the timing might not be right. I may not have the support that I need. I may not have the funding that I need. There could be other priorities. So when I would tell people I was mentoring to see opportunities is a really big thing, whatever those are. An opportunity to shift from managing actions to managing interactions and realizing that addition doesn't work, that things are not adding up and you're realizing, holy cow, there's some opportunities for synergy here. There's opportunities to work on things which are going well to prevent the red beads, work on things that are well to improve integration.   0:15:05.3 BB: There could be opportunities to stop doing incentives within your sphere of influence, to stop handing out awards to your people on your staff. Had a friend who just became a manager years ago and I had been mentoring him and within a few weeks of him being manager in operations, he came to me and he said that somebody on his team helped him do something and he gave him a $10 lunch coupon. I didn't say anything, I just let it pass. A couple weeks later, he comes to me and he says the same guy helped him again and then reached out his hand, he says, “Where's my coupon?” I said, “I was waiting to see how long that would take.” And Andrew, that happened 25 years ago, if I was to have breakfast with him tomorrow, it would come up. Every time we meet, which is not that often, he lives a lot too far.   0:16:05.5 BB: And it was just so cool how, as I said let's just see how this goes. So the idea is that what can you do from where you are to not pass on the pain? And so it may be flowing down to you, but maybe you, if you've got a team, can stop it from where you are. Maybe. Maybe you can't. I mentioned Jim Albaugh, who went on to become CEO of Boeing Commercial, CEO of Boeing Defense. He was my boss for a number of years at the beginning of his doing these amazing things. And one day after we had some really stellar applications of Taguchi's ideas with Deming's improving integration, the hammers went away and things came together. Performance, we had an incredible advances in engine performance and integration. It was really cool. So he was really thrilled by all that. So I go, I would meet with him once a month and I'd poke him.   0:17:10.0 BB: So one day I went in and I said, “I wanna bring something to your attention.” And he looks at me with this smile. And I said, “I wanna put something on the table. And I'm not saying you've gotta do it now, but don't ever tell me I didn't bring it to your attention.” And he is like, “okay, Bill, what?” [chuckle] I said, “we've got to get rid of incentives, rewards and recognition and performance appraisals.” And then he just rolls his eyes. I said, I says, “I know you can't do this.” And I said, “but these are ankle weights on how fast we can run as an organization.” But I knew that was... I mean, he was, at the time he was a VP, even when he was CEO, he can't get rid of those. Those are such an institution. But I just wanted to go on record with him. I just chose the moment to go on record with him knowing the limits, but I wanted to be upfront and honest with him that if I don't go to those events, this is why.   0:18:18.8 BB: And so it's just making a difference from where you are and sometimes you speak up, sometimes you just keep your mouth shut. Another thing I encourage people I mentor is, if you're out managing interactions and things are improving, you've improved integration. Is that, my advice to them is go about it quietly be the change you wanna see in your organization. Be the change you wanna see in the world, to quote Gandhi, I said, but unless your boss asks you how that happened, don't explain it to them.   0:18:53.2 BB: I said, if they ask you how did you know how to do that, that's your opportunity. But if you're not asked that, I mean, in other words, don't do it expecting to be asked for what, you know, to be complimented. You do it because it's the right thing to do. Use it as a learning experience. Be deliberate about it if you're gonna go off and do it. But if you're doing it to get praise, you've missed the whole point. If you're doing it to get your boss's attention, you've missed the whole point. What I tell people is, do it' And maybe at some point in time, they say, ''ve noticed a pattern. Tell me how you do this. 'I've got a manager I work with, with a client, was asking me about how to praise someone. And I said, one is, there's nothing wrong with one-on-one in the office saying, your contributions were enormous. I said, do''t ever imply without you, we could not have done this. You're a contributor. But I said, more important than that is, ask them, how did you know how to do that? Where else could we apply this?   0:20:07.4 BB: I said, I think that is far more, I think being asked those questions are far more thrilling than a pat on the back. Back in ‘93, it was '92, I was nominated to be an engineer of the year at the Rocketdyne, which is a really big deal. I was one of a dozen finalists. And the vice president of engineering invited everyone into his office to ask us a bunch of questions. And he used our answers for the engineer of the year dinner. And what I found out from the others is, he never asked any of us, how can your work, what is your vision, Andrew, for how your work can impact the organization? And I thought that, that never came up. And I would have been thrilled, my whole interest in going through this, 'cause I knew at that time about awards and recognition, but my hope was that, that could create visibility and help me further the cause.   0:21:13.8 AS: Make an impact.   0:21:14.8 BB: This is... But another thing I would say is, I have my knuckles rapped this way a few times. And when I would try to explain to the executives how we achieve these solutions. And once one of the VPs, my VP, his comment to me was, he was watching me, he came by to see the slides I was gonna use. And he says, Bill, don't be tutorial with us. And I thought, oh, man. So what I tell people is, a staff meeting is not the time. This is really important. If you're trying to explain in a staff meeting how you accomplish something, what makes it bad is, even if you're invited, a staff meeting is not a classroom. When I walk into a classroom as the instructor, I walk in, and I know what my role is, and everybody else knows what their role is. But when you walk into a staff meeting, and you're about to present something you did, if it comes across as being tutorial, what makes that offending is, who appointed you to be the professor? But if you have a separate meeting and, but it's just these nuances, can really get in the way, which leads to tonight's feature, the Cloud Model...   0:22:42.6 AS: Before you go to tonight's feature, I'd like to go back in time to November of 1965. It was a tumultuous year. In fact, it was February of 1965 that Malcolm X was assassinated in America. 1963, November, John F. Kennedy Jr. Was assassinated. America was going through a lot of turmoil, and the Rolling Stones were the bad boys of rock and roll. In November of 1965, I was four months old, so I don't remember this personally, but the Rolling Stones came out with a song, and it was called Get Off Of My Cloud. And I just wanted to put it in context, because for us older guys, we know that this lyrics, Get Off Of My Cloud, is referring to this song where they're oftentimes saying, "hey, hey, you, you, get Off Of my Cloud." So with that introduction, tell us why you named it, this episode, Get Off Of My Cloud.   0:23:44.3 BB: Well, you're not gonna believe how apropos that, that intro was. Oh, this is so cool. It's so cool, so cool. In 1995, I met Barry Bebb, a retired, very senior executive from Xerox, who was on a very short list to be the next CEO of Xerox after David Kearns. And Barry left Xerox and became a consultant, and I met him in the Taguchi community. And somewhere in the beginning of '95, I bumped into him. I'd met him earlier at another event with Dr. Taguchi, and, um, and then there was an event in LA, a conference, and I bumped into him, and he said, hey, I know that guy. We knew each other. And he said, hey, I'm putting together this group of people, about a dozen or so people, a couple from Ford, a couple from GM.   0:24:46.7 BB: Would you like to be part of it? I was like, well, what do you have in mind? He said, "we're gonna to meet once a quarter. I wanna mentor you and help you create change within your respective organizations." And it's like "sign me up." And I was there with a very good friend, Tim Higgins, and so we signed up. And we... Barry called the group Impact 95 'cause it was 1995. And we would get together all day Friday, all day Saturday, through Sunday at noon. We would meet either within Ford, because there was a Ford member, within GM. There was a printer company we met at their headquarters, at their site.   0:25:28.7 BB: We met at Rocketdyne. We'd meet in San Diego with Barry. But once a quarter for three and a half years, we met, all on our own time. The company didn't pay for this. I told Tim, we're just gonna go off. We're not gonna tell anybody what we're doing. But what we learned from Barry is how to create change from an organization when you're in the bottom, you're an individual contributor. And so that... And I've got the notes. I've got a big pile of notes. And some of the things that jumped out when I was pulling my notes together are things we learned in that very first session. One is you can't tell anybody anything. He said, "You can lead people on a path to discover, but you can't force them to drink." And that became really powerful that, telling people something's important is a losing strategy. So what I find powerful about the Me and the We Trip Report, Red Pen, Blue Pen, whatever it is, that's not me telling people what the organization is about. That's them telling me what the organization is about.   0:26:43.7 BB: But trying to tell people this Deming stuff will change your life, that's a losing strategy. So he says, you can't tell anybody anything. And then my paraphrase is, "telling is a losing strategy." Even if you tell a loved one. If I tell our daughter, Allison, you gotta go watch this movie. You gotta go... You need to go learn more about the Rolling Stones. She's like "Dad, I'm a Swifty." It's like her telling me, "well, I'll go do that if you go watch the Eras movie with Taylor Swift." I'm thinking, "that ain't gonna happen." But anyway, so even with a loved one telling, telling is a losing strategy. Well, another thing he told us that very first meeting, you're gonna love this. He said, he points at each one of those and he's like a drill sergeant, and he says to us, "you have to be able to do this by any means necessary." You know who used those words, right?   0:27:43.8 AS: Malcolm X.   0:27:44.9 BB: Malcolm X. I remember looking at Barry saying, said that's Malcolm X. He says, and he would say, "every morning you've gotta get up and ask yourself, am I doing everything I can to make a difference in our organization?" And it was just beaten into us again and again and again and again in a very loving way. So back to the, "hey, you Get Off Of My Cloud." Barry came up with a Cloud Model. And I don't know that he had in mind to write a book about it. I don't know that he ever did. I don't know if it was ever published. I have not, I share this in all of my classes and all my consulting. I share it with clients. I'm not sure if it's out there on the internet. Well, what Barry had in mind, his model, his mental model for organizations is there's a Cloud.   0:28:31.7 BB: The Cloud is the top of the organization where all the executives are. And Barry got to the Cloud. He was in charge of Xerox's division that made the, not office copiers, but these really big, big things. And, um, and I don't know how many thousands people worked for him, but he was in the Cloud and he's briefing us. And we're individual contributors in our respective organizations. And what brought us together was each of us was trying to introduce Dr. Taguchi's ideas into our organization. But the Cloud model is universal. It's not just, it's introducing any change in our organization. And what Barry confided with us, and it kind of burst our bubble is, he said, if you get an email that says, we want you next Monday, Bill Bellows, to go to Boeing headquarters and share with them how Dr. Taguchi's work can impact Boeing.   0:29:31.7 BB: And I'd be thinking, "what an incredible opportunity." What I learned from Barry was you have to say no. And I'd be like "well, Barry, isn't that the audience I want?" And he says "no." "Why not, Barry?" He said, "here's how it works." He said, "the people in the Cloud may not like each other, but they respect each other." He said, if you're...   0:29:56.3 AS: And the people in the Cloud, remind everybody who are the people in the Cloud?   0:30:00.2 BB: The top executives of the organization are the Cloud. So that's the...   0:30:05.4 AS: They're living in a, they're living maybe in a comfy zone. They're not necessarily dealing with the nitty gritty of the business, what's going on.   0:30:13.7 BB: They're way up there in the upper atmosphere. They are... And they're the chief executive people, the senior most people in the organization. And what Barry said is, "they create the rain. They create the KPIs. They create all those things that flow down." And what Barry says, "what we're tryna do is influence what flows down. So in order to influence what flows down, you've got to get into the Cloud." He said, but the deal is, what Barry's model was, "Bill and Tim and Larry, you can't go to the Cloud." Well, why not? He said, "because you're an outsider." And he said, "they shoot outsiders, but they don't shoot each other."   0:31:02.8 BB: So what do we do? He said, "when you go back to your respective organizations," this is the very first time we meet, this is how impactful it was. He said, "when you go back to your respective organizations, start thinking about someone in your organization above you. It doesn't have to be your boss. It could be somebody over to the right, but find someone above you that you can get smart about Taguchi's work, about Deming's work, about whatever that passion is that you wanna bring to the organization to rain down. Get them smart, 'cause you can't go to the Cloud, but you can get them smart. So make it your calling to go back to work, begin to meet with someone above you. Help them get someone above them smart. Help them get somebody..." So I, I hand, I get you smart, and then I help you get your boss smart, and then you're...your boss on up. So you have to hand off. So this is not me coaching you, and then coaching you all the way. So I have to let go. I have to be a contributor.   0:32:17.5 BB: And I thought that's not what I... I thought I could be the hero and go in there. And he is like, no, it won't work. And so I went back and immediately began to mentor my boss, Jim Albaugh, who's a VP. And that was my, my strategy was to get him smart on all the things we were doing. And then he, in turn, eventually got his boss, Alan Mulally smart. And I just, but you have to let go. And then you're trying to influence the organization - so it can be done. So in terms of making difference from where you are, it's not running into the Cloud from down there and thinking, Hey, I've got these great ideas. And what Barry said is, it's not gonna work. Don't. And he saw it not work on many occasions.   0:33:08.9 BB: Now, one time I got invited to a Boeing corporate setting, and it was not, it was halfway to the Cloud. It was pretty high up. And my first thought was, No. This, you know, Barry on my shoulder, Barry says, "Bill, don't do it. Bill, don't do it." When I found out who's gonna be in the meeting, and it was all the VPs of engineering across Boeing, space and communications, and they all reported up to the VP of engineering, corporate, senior VP of engineering, who reported to Jim Albaugh. So I thought, okay, against my better judgment, I went in. But being aware of Barry's model, I went around the room and amongst the nine VPs of engineering, I knew half of them. So I went around the room,, and hi, how're you doing?   0:34:14.8 BB: I haven't seen you. And part of what I was doing in my mind, what I was doing was preparing them to help me should the others start to shoot at me. But I knew to do that. And without the awareness from Barry, I would not have known to go around the room. So it was... I mean, it wasn't the very, very top of Boeing. It was a good ways up. But I still took what I learned from Barry and said, okay, I need some help with this. I can contribute, but I'm just gonna stop there.   0:34:56.3 AS: Well...   0:34:56.4 BB: And so when it comes to this, Get Off Of my Cloud, it's the people in the Cloud, it's their Cloud. We just work here.   0:35:04.9 AS: And in the theme of music I'm gonna wrap up my part of this and then ask you to do a final wrap up. I wanna go now to 1976. 11 years after the Rolling Stones came out with their song, Get Off Of My Cloud. By this time I was 11 years old. And in 1976, the band, the Canadian Band, Rush came out with the album 2112. And the song 2112 talks about how, Neil Peart wrote this, the drummer, about how he, that it was a society he liked to show it was like a communist type of society where it was ruled by the elders. And he found a guitar, and it was an ancient guitar, and nobody had heard of a guitar. And he figured out how to play it. And he thought it would be amazing to take this to the priests, to the elders.   0:35:57.4 AS: And he went to them after learning how to play. And he said, "I know it's most unusual to come before you, so, but I found an ancient miracle. I thought that you should know. Listen to my music and hear what it can do. There's something here as strong as life, I know that it will reach you." And the priests respond. The priests in unison respond, "yes, we know it's nothing new. It's just a waste of time. We have no way need for ancient ways. Our world is doing fine. Another toy that helped destroy dah, dah dah, dah, dah." The point is that they were in their comfort zone and they didn't want to be disturbed. And so having an awareness of that, I think is what you're trying to teach us so that when we, make a change where we are and be an influencer rather than a teller. And don't use the telling strategy.   0:36:54.2 BB: Yeah, no, it's... Exactly. It's, um, I had a VP of HR once pulled me aside and he said, "what's your vision for the organization?" I said, "don't ask me." I said, "ask them, ask them." I said, "it's not what I want" is, and this is, I told another group of people I was mentoring. I said, something like this. "I'm not gonna be here forever." 'Cause they're saying, "well, what should we do?" And I said, "my question to you is what do you want to happen?"   0:37:36.3 BB: And what was so amazing when I shared that with this one group, a couple of days later, two of them sent out an email to a bunch of their peers with announcing some opportunities. And I had tears in my eyes. I was reading it on an airplane. I was at LAX and looking at it. And what blew me away was, they didn't call me up and say, Hey, we have an idea. They just went out and did it. They became the change they wanted to see amongst their peers. And I was just overwhelmed with it all. All I said to them, is that, "what do you want? What is it that you want this place to be?" I said, "it's not what I want. It's what do you want?" But the other thing is I'll share some great wisdom from Edward de Bono. And this is the book, Handbook for the Positive Revolution. You can buy it on Amazon for probably 5 bucks. And the original copy, I'm told, this is not an original, it has a yellow cover, and there's significance there that I'll come back to, but what somebody told me is the original book not only was the cover yellow, but all the pages were yellow. Well, yellow in the Edward de Bono world is associated with one of the six colors of his so-called Thinking Hats, and yellow is the Logical Positive. Your ability to explain the benefits of something. Not your gut feel, which would be your Red Hat, but your Yellow Hat is saying, I can articulate the benefits. The Black Hat is the Logical Negative, I could tell you all the weaknesses.   0:39:29.8 BB: So this is coming from that place of yellowness. So the book came out, and I got it for a bunch of colleagues in our InThinking transformation community at Rocketdyne early on. And the introduction, Edward says, "this is a serious revolutionary handbook. The greatest strength of this serious revolution is that it will not be taken seriously." So when I'm reading that, I'm thinking, "what?" Then he goes on and he says, "there is no greater power than to be effective and not to be taken seriously." That way, Andrew, you can quietly go on with things without the fuss and friction or resistance from those who feel threatened. And that was so invaluable to our efforts is, if people don't take it seriously, fine. 'Cause what Barry talked about is, he said, "for every proponent," as you're trying to get this message to the Cloud, he said, "for every proponent, he'd say there's nine opponents." So they're out there. So as I'm trying to get my boss smart, you've got this. And I come across Edward's work, and he says, you just take it in stride. You just try not to be dissuaded. You get up every day and say, what can I do? And how do you get to the Cloud?   0:41:14.2 AS: Bam. Well, Bill, on behalf of everyone at the Deming Institute, I wanna thank you again for this discussion. And for listeners, remember, go to deming.org to continue your journey. And if you wanna keep in touch with Bill, just find him on LinkedIn. He's there. This is your host, Andrew Stotz. And I'll leave you with one of my favorite quotes from Dr. Deming. People are entitled to joy in work.

Order your Do The Work merchandise and pre-order Sally's Yellow Hat from her online store here Visit Sally McRae's New Website! and download her Strength App! Thank you so much for being a part of the community! We are looking forward to another stellar year with you! Show Notes: *2024 Kickoff *Community messages *Update on Eddie's Training *Do the Work and picking a challenge/mindset for life instead of a season. *Hat Giveaway (10 hats!) InsideTracker: Save 20% on all InsideTracker tests with the code SALLY at checkout.  Hat Giveaway: contact@sallymcrae.com and/or tag @choosestrongpodcast --- Support this podcast: https://podcasters.spotify.com/pod/show/sallymcraepodcast/support

Get ready for a whimsical crossover as Peppa Pig meets Curious George in this delightful audiobook podcast!

Making decisions can be hard especially when our emotions get in the way. Back in the early 1980s Maltese psychologist Edward de Bono, inventor of the phrase "Lateral Thinking" proposed an idea to help streamline our decision-making.He called them The 6 Thinking Hats. Blue Hat: "The Controller's Hat"When you are in blue hat mode, you focus on controlling your thinking and managing the decision-making process. You have an agenda, ask for summaries, and reach conclusions.White Hat: "The Information Hat"The white hat represents information gathering. Think about the knowledge and insights that you've collected already – but also the information you're missing, and where you can go to get it.Red Hat: "The Emotional Hat"This hat represents feelings and instincts. When you're engaged in this type of thinking, you can express your feelings without having to justify them logically.Black Hat: "The Be Careful Hat"This hat is about being cautious and assessing risks. You employ critical judgment and explain exactly why you have concerns, without emotion!Yellow Hat: "The Optimist's Hat"With yellow-hat thinking, you look at issues in the most positive light possible. You highlight the benefits and the added value that could come from your ideas.Green Hat: "The Creative Hat"The green hat represents creative thinking. When you're "wearing" this hat, you explore a range of ideas and possible ways to make things happen.LinksSubmit a question The Richard Nicholls PodcastThe Brookhouse Hypnotherapy Group YouTube ChannelRichard's Social Media LinksTwitter Instagram Facebook Youtube TikTok ThreadsSupport Richard on Patreonhttps://www.patreon.com/richardnicholls

Considering the fact that the movie of Lyle the Crocodile came out practically a year ago in October of 2022, it may seem a little late to be returning to this particular member of the family Crocodylidae, but what care we? This Lyle title was originally released in 1969. Remember that date. It puts the contents inside in a little bit of context. Today, Kate and Betsy discuss whether or not this lesser known Lyle title falls into the category of "forgotten gem" or "justly unmemorable bit o' fluff". We enjoy Kate's theory that Lyle's enemy in this book should by all rights be The Man in the Yellow Hat and we talk armless nuns, "piles of water," and the fact that the true moral of this story appears halfway through the book. For the full Show Notes please visit: https://afuse8production.slj.com/2023/08/14/review-of-the-day-lovable-lyle-by-bernard-waber/

In this episode, Andrew is joined in a round table talk with another brother in arms, Caleb Nguyen out of New York with Yellow Hat Mowers. Caleb discusses principles and the does and don'ts of scaling and growing a lawn mowing service of any size. He throws in his own personal experience and how he's utilized these same principles. Take from the show what you need to create more margin not just in your pocket book, but also in your calendar. Please consider leaving a Five-star rating and review and sharing with a friend if you have found value in the show. OUT LOCAL MEET UP LINK!!! JUNE 24th,2023! https://lonestarlawntalk.eventbrite.com?aff=oddtdtcreator Follow the Guest:  Instagram page: https://www.instagram.com/calebnguyen_lawnlife/ https://www.instagram.com/yellow.hat.mowers Podcast Chanel: https://open.spotify.com/show/0tk3L4PrmeSwQfC87417iX?si=fba66aae7c4a4886 Our Partners, Sponsors & Affiliates we believe in: X-mas Light Mentor : Professional x-mas light business resources.  Lawntrepreneuracademy.com: Lawncare business resources.  johnpajak.com: Budgets, Break Evens & Bottom lines. Ballard-inc.com: Premium products for your lawncare service business. Brandedbullinc.com: Media, Website, branding & Graphic design. Mention is for $100 OFF your purchase. My Service Area: Routing Software Green Frog Web design: Website design & Digital marketing Contact Us: D.M. me on Instagram :@lonestarlawntalk Email us: andrewslands@gmail.com

Yes, my business has been growing by 5-7 clients PER DAY. This episode is a much-needed update podcast, with some nuggets thrown in to help you grow your business.  Enjoy! My socials: If you want to work with me: https://calendly.com/lawnlaunch/strategysessionwithcaleb?month=2023-05 Website: themowtivated.com YouTube channel: https://www.youtube.com/@themowtivated Instagram: https://www.instagram.com/calebnguyen_lawnlife/ Facebook: https://www.facebook.com/calebtnguyen

Welcome to the Instant Trivia podcast episode 789, where we ask the best trivia on the Internet. Round 1. Category: ladies in song 1: Sounds like she's suing Michael Jackson for child support. "Billie Jean". 2: Salutation for Miss Parton of Nashville or Mrs. Levi of Yonkers. "Hello, Dolly". 3: She picked a fine time to leave. Lucille. 4: Stephen "Fostered" this dream about a lady with lovely tresses. "Jeanie With The Light Brown Hair". 5: Johnny Carson might ask "Kool and the Gang" not to sing this on "The Tonight Show":"I'm in love, and I won't lie /She's my girl and always on my mind /She gives me her love and a feeling that's right...". "Joanna". Round 2. Category: rochester 1: In Rochester in this state, you might expect to find fans of the Fighting Irish, as it's just south of South Bend. Indiana. 2: Rochester in Plymouth County in this state is home to Witch Rock where witches were said to rise skyward. Massachusetts. 3: 9 miles east of Pontiac, the city of Rochester in this state is home to Oakland University. Michigan. 4: A port on the New York state barge canal, Rochester, New York is closest to this Great Lake. Lake Ontario. 5: Just up the turnpike from Portsmouth is the "Lilac City" of Rochester in this "New" state. New Hampshire. Round 3. Category: monkey business 1: The title of this 1995 Bruce Willis film refers to a group that may have lauched a deadly plague. "12 Monkeys". 2: This title character of classic children's stories lived in Africa until he met the Man with the Yellow Hat. Curious George. 3: These aquatic creatures, types of brine shrimp, are "brought to life" by crystals. Sea Monkeys. 4: In 1996 this inquisitive monkey of children's lit turned 55. Curious George. 5: The Hanuman is a species of monkey and also the name of a monkey-like demigod of this religion who commands a monkey army. Hinduism. Round 4. Category: literary first lines 1: It contains the opposite of its title in "I had a farm in Africa, at the foot of the Ngong Hills". Out of Africa. 2: "All children, except one, grow up". Peter Pan. 3: 1813: "It is a truth universally acknowledged, that a single man in possession of a... fortune must be in want of a wife". Pride and Prejudice. 4: "In our family, there was no clear line between religion and fly fishing". A River Runs Through It. 5: By E.M. Forster:"'The signora had no business to do it," said Miss Bartlett, '...she promised us south rooms...'". A Room with a View. Round 5. Category: international authors 1: Many say that Tufu was this country's greatest poet. China. 2: Steingrimur Thorsteinsson translated "The Arabian Nights" into this language spoken in Rekjavik. Icelandic. 3: The blind 19th c. poet Antonio Feliciano de Castilho was a leading literary figure in this European country. Portugal. 4: One of Maeve Binchy's first plays, "End of Term", premiered in this world capital, her birthplace. Dublin. 5: This man and his sister wrote the novel "A Year at Hartlebury" under pseudonyms in 1834, before he was Britain's P.M.. Disraeli. Thanks for listening! Come back tomorrow for more exciting trivia! Special thanks to https://blog.feedspot.com/trivia_podcasts/

Welcome back! Hey everyone, glad you are still here and listening through all of our crazy shenanigans into 2023. Case in point, this week features two wacky movies. Noah talks about Groundhog Day and how Phil shows a progression from being kind of the worst to becoming a really good person who (like a Christian) realizes his own smallness and how important it is to be a good person not just to better himself, but to better the lives of others through genuine kindness. Then Elias talks about Curious George and how we have a true family in our brothers and sisters in Christ as in the film Mr. Bloomsbery is shown as closer to Ted (The Man in the Yellow Hat) than he is to his only son, Junior. --- Send in a voice message: https://podcasters.spotify.com/pod/show/ocvepod/message Support this podcast: https://podcasters.spotify.com/pod/show/ocvepod/support

We're all back in the studio now and Luke has stories about Bandon Dunes. Will is concerned about the relationship between Curious George and The Man with The Yellow Hat. Previewing Seahawks/49ers & Jaguars/Chargers. We practice a time-honored show tradition…. Declined license plates!

George is so excited to celebrate Hanukkah! There are so many traditions that George and the Man in the Yellow Hat can enjoy! --- Send in a voice message: https://anchor.fm/ryersreaders/message Support this podcast: https://anchor.fm/ryersreaders/support

Hey guys, in today's episode we sat down and talked to my newest employee and potential foreman, Nate. We spoke about his thoughts on Yellow Hat Mowers, his future life plans, and spoke about the opportunity I've offered him- being a foreman for Yellow Hat Mowers.   If you're looking to make adult money doing something you love, than this is the place for you. Be sure to subscribe to the free newsletter at themowtivated.com to get access to private YouTube videos.   But what about me? My name is Caleb Nguyen, and I'm the founder of Yellow Hat Mowers, a lawncare and landscaping business based out of Syracuse, NY. I'm only 17, but this year we are on track to hit six-figures. Be sure to check out our socials as well to learn more.   My socials: Website: themowtivated.com YouTube channel: https://www.youtube.com/channel/UCu1_sCHVy5UYBvDXKe3PW1A Instagram: https://www.instagram.com/themowtivated/ Facebook: https://www.facebook.com/profile.php?id=100085505141353

This one takes an unexpected emotional turn discussing heroes specific to us and the blessing of multi-generational friendship. We find out who reigned as regional champions in the 80s at the Hagerstown Mummers' Parade, reflect on Halloween costumes of the past, talk about pets and dig up some memories about a friend's pet piranha named Meatball. Show notes: Sides of the couch, unity and listeners Do you have a memory of a favorite childhood Halloween costume of your own and/or is there a Halloween costume either of our kids have been in that you are particularly fond of? Cleopatra https://en.wikipedia.org/wiki/Cleopatra Mummers' Parade (Hagerstown, MD) https://www.mdtheatre.org/mummers Making It https://www.nbc.com/making-it Ruhl Studios, Cumberland, Maryland Tiger Shark https://www.nationalgeographic.com/animals/fish/facts/tiger-shark Posh Spice, Spice Girls https://www.imdb.com/title/tt0120185/characters/nm0065751 Peanut M&Ms https://www.mms.com/en-us/mms-peanut-milk-chocolate-candy/p/mms-peanut-chocolate-bag Frozen/Elsa https://frozen.disney.com/ Peter Pan & Tinkerbell https://movies.disney.com/peter-pan Curious George and the Man with the Yellow Hat https://www.curiousgeorge.com/history Star Wars https://www.starwars.com/ Darth Vader https://en.wikipedia.org/wiki/Darth_Vader The Imperial March https://www.youtube.com/watch?v=-bzWSJG93P8 Newsies https://www.newsiesthemusical.com/ What is the best age to introduce a pet to your family? Toy poodles https://www.akc.org/dog-breeds/poodle-toy/ Leopard Geckos https://www.thesprucepets.com/leopard-geckos-1236911 Pet Piranhas https://fishtankmaster.com/how-much-do-piranhas-cost/ Cracker Barrel https://www.crackerbarrel.com/ Why is it important to consider having multi-generational friendships? Other than family members, can you name a few super heroes that are specific to you? FCA (Fellowship of Christian Athletes) https://www.fca.org/ Jason Flame – Master Motivation https://www.youtube.com/watch?v=P46Bky8O_9k Couch crumbs: rained out soccer game, high school classmates still stuck in high school cliques Prop your feet up: doing a broad range of speaking engagements over a period of eight days including a correctional institution, leaving work early to fish with dad and son Gary Vaynerchuk https://www.garyvaynerchuk.com/ You are welcome, not “You're Welcome,” Maui reference https://www.youtube.com/watch?v=79DijItQXMM --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

This episode starts with a dramatic reading of a text exchange between the brothers Drouillard regarding the delightful bygone breeching ceremony which took place when young lads switched from dresses to trousers and goes on to discuss gloves full of bullet ants, a greedy Italian fella called Pantalone, peanut butter pulled pork, Art Shell, cloth theft, the Man in the Yellow Hat, skeleton suits, toilet reversals, and our (research) website of choice: JaneAusten.co.uk. Father Art blesses us with his divine wisdom as well. Follow us @ThingsITextMyBrotherPodcast on Instagram where you can leave us notes for us to tackle in future segments of Ablutions and Edification. Like, subscribe, and do all the other things which podcasts tell you to do. Then, tell a friend, enemy, and total stranger. ———————————————————————————————————— Maybe you, your toddler, or your spouse need an overpriced shirt. Come check out our shop: https://my-store-c88ee4.creator-spring.com ———————————————————————————————————— For those who love the experience of audio draped over a static image, head over to the Things I Text My Brother page on YouTube! Please consider helping to save lives by joining the Things I Text My Brother group through the American Red Cross and donating whatever you can. Whether you are able to give some blood, some time, some money, or some awareness to the cause, all of it helps save lives. https://3cu.be/blood —————————————— Textstomybrother@gmail.com —————————————— MUSIC AND SOUNDS Theme Music: Still Pickin by Kevin MacLeod (Royalty free music) (filmmusic.io) "Still Pickin" Kevin MacLeod (incompetech.com) Licensed under Creative Commons: By Attribution 4.0 License http://creativecommons.org/licenses/by/4.0/ Lovely Piano Music Under Dramatic Reading: Relaxing Piano Music by Kevin MacLeod Link: https://incompetech.filmmusic.io/song/4273-relaxing-piano-music License: https://filmmusic.io/standard-license Church bells and various sounds effects: https://mixkit.co/free-sound-effects/ Mixkit Sound Effects Free License https://mixkit.co/license/

Hey guys! Today is a bit of an odd interview-- one with my first employee and little brother. We touched on everything from his expensive hobbies to all the things I do wrong with my company, as well as some solid second-hand advice to others looking to build a six-figure lawncare company of their own. Want to do make some adult money, but don't want to wait? Feel like you can do more, but don't know what? Want to grab life by the horns, but don't want to rock the boat too hard? Than welcome to your golden ticket- The Mowtivated Lawncare Show. On this podcast we talk everything you need to know to launch and scale your very own lawncare business to six-figures and beyond.  Who am I? My name is Caleb Nguyen, owner of Yellow Hat Mowers, based out of Syracuse NY, and guess what? That six-figure dream with a team of solid employees and a name of your own? I've finally got it, and I want to teach you to do the same. So buckle up and enjoy the ride.   Email me--> mowtivatedlawncarecourse@gmail.com

Shift! Part 6: Shift My Thinking by Louie Marsh, 7-10-2022 1) Biblical thinking is focused on Jesus & HIS WORD.   Starts with and is focused on Christ and the truth. Jesus is the way, truth and life, therefore our thinking process must always begin with Him, His Word and truth.   “6Jesus said to him, “I am the way, and the truth, and the life. No one comes to the Father except through me.” (John 14:6, ESV)   “31So Jesus said to the Jews who had believed him, “If you abide in my word, you are truly my disciples, 32and you will know the truth, and the truth will set you free.”” (John 8:31–32, ESV)   2) My mind desperately needs to be RENEWED.   The Bible teaches us that our minds need to be renewed (Rom. 12:2) because our minds are naturally hostile to God (Rom. 8:5-8) and cannot please God.   “2Do not be conformed to this world, but be transformed by the renewal of your mind, that by testing you may discern what is the will of God, what is good and acceptable and perfect.” (Romans 12:2, ESV)   Don't copy the behavior and customs of this world, but let God transform you into a new person by changing the way you think. Then you will know what God wants you to do, and you will know how good and pleasing and perfect his will really is. Romans 12:2 (NLT)   “5For those who live according to the flesh set their minds on the things of the flesh, but those who live according to the Spirit set their minds on the things of the Spirit. 6For to set the mind on the flesh is death, but to set the mind on the Spirit is life and peace. 7For the mind that is set on the flesh is hostile to God, for it does not submit to God's law; indeed, it cannot. 8Those who are in the flesh cannot please God.” (Romans 8:5–8, ESV)   3) I can and must CONTROL & FOCUS my thoughts.   We can control what we think about (Phil. 4:8; Heb. 3:1) with the help of God.   “7And the peace of God, which surpasses all understanding, will guard your hearts and your minds in Christ Jesus. 8Finally, brothers, whatever is true, whatever is honorable, whatever is just, whatever is pure, whatever is lovely, whatever is commendable, if there is any excellence, if there is anything worthy of praise, think about these things.” (Philippians 4:7–8, ESV)   “1Therefore, holy brothers, you who share in a heavenly calling, consider Jesus, the apostle and high priest of our confession,” (Hebrews 3:1, ESV)   4) I should let Jesus SHAPE my life & thoughts.   We must take hold of our thoughts and begin to think the way God wants us to think (2 Cor. 10:5).   “5We destroy arguments and every lofty opinion raised against the knowledge of God, and take every thought captive to obey Christ,” (2 Corinthians 10:5, ESV)   We use our powerful God-tools for smashing warped philosophies, tearing down barriers erected against the truth of God, fitting every loose thought and emotion and impulse into the structure of life shaped by Christ. 2 Corinthians 10:5 (MSG)   5) What should my thought process be?   Check with GOD,   “6do not be anxious about anything, but in everything by prayer and supplication with thanksgiving let your requests be made known to God.” (Philippians 4:6, ESV)   Check with GOD'S WORD,   Your word is a lamp to my feet and a light to my path. Psalms 119:105 (ESV)   Check with MANY COUNSELORS   Plans fail for lack of counsel, but with many advisers they succeed. Proverbs 15:22 (NIV)   “22Without counsel plans fail, but with many advisers they succeed.” (Proverbs 15:22, ESV)   “6for by wise guidance you can wage your war, and in abundance of counselors there is victory.” (Proverbs 24:6, ESV)   “24Your testimonies are my delight; they are my counselors.” (Psalm 119:24, ESV)   Focus on the TRUTH –   always learning and never able to arrive at a knowledge of the truth. 2 Timothy 3:7 (ESV) The 7 Hat Approach –   Order In Which I Reveal the Hats Objective Positive Negative Creative Intuitive Process Six Thinking Hats A Proposal Analysis Tool by Edward de Bono1 The proposal is read out and then everyone puts one the following hats in turn: 1.     The White Hat is the information hat. This covers facts, figures, information needs and gaps. People can ask for more information or data to help analyze the proposal. 2.     The Red Hat represents emotions. This covers intuition, feelings and emotions. People have to say how this proposal makes them feel emotionally: scared, threatened, excited, energized, etc. It is important to get the feelings expressed, as they can be hidden reasons why people would oppose or support a proposal. 3.     The Yellow Hat is the hat of optimism. This is the logical positive: why something will work and why it will offer benefits. Everyone in turn has to say what is good about the proposal. Even if you think the idea stinks you have to find some good points and redeeming qualities about it. 4.     The Black Hat is the pessimism hat. This is the hat of judgment and caution. Everyone has to find fault with the idea. Even if it was your idea and you are very proud of it you have to point out some drawbacks and disadvantages. 5.     The Green Hat is the hat of growth and possibilities. This is the hat of creativity, alternatives, proposals, what is interesting, provocations and changes. Everyone has to suggest ways in which the idea could be adapted or improved to make it work better. 6.     The Blue Hat is the process hat. This is the overview or process control hat. It looks not at the subject itself but at the 'thinking' about the subject. It is used to check if the process is working well. When you wear it, you discuss whether you are using the method in the most effective way.   SHOW MESSY PIC!   7th Hat – Faith in God!   For I am not ashamed of the gospel, for it is the power of God for salvation to everyone who believes, to the Jew first and also to the Greek. For in it the righteousness of God is revealed from faith for faith, as it is written, "The righteous shall live by faith." Romans 1:16-17 (ESV)  

In 1940, Hans Augusto Rey and Margret Rey built two bikes, packed what they could, and fled wartime Paris. Among the possessions they escaped with was a manuscript that would later become one of the most celebrated books in children's literature—Curious George. Since his debut in 1941, the mischievous icon has only grown in popularity. After being captured in Africa by the Man in the Yellow Hat and taken to live in the big city's zoo, Curious George became a symbol of curiosity, adventure, and exploration. In Curious about George: Curious George, Cultural Icons, Colonialism, and US Exceptionalism (University Press of Mississippi, 2021), author Rae Lynn Schwartz-DuPre argues that the beloved character also performs within a narrative of racism, colonialism, and heroism. Using theories of colonial and rhetorical studies to explain why cultural icons like Curious George are able to avoid criticism, Schwartz-DuPre investigates the ways these characters operate as capacious figures, embodying and circulating the narratives that construct them, and effectively argues that discourses about George provide a rich training ground for children to learn US citizenship and become innocent supporters of colonial American exceptionalism. By drawing on postcolonial theory, children's criticisms, science and technology studies, and nostalgia, Schwartz-DuPre's critical reading explains the dismissal of the monkey's 1941 abduction from Africa and enslavement in the US, described in the first book, by illuminating two powerful roles he currently holds: essential STEM ambassador at a time when science and technology is central to global competitiveness and as a World War II refugee who offers a “deficient” version of the Holocaust while performing model US immigrant. Curious George's twin heroic roles highlight racist science and an Americanized Holocaust narrative. By situating George as a representation of enslaved Africans and Holocaust refugees, Curious about George illuminates the danger of contemporary zero-sum identity politics, the colonization of marginalized identities, and racist knowledge production. Importantly, it demonstrates the ways in which popular culture can be harnessed both to promote colonial benevolence and to present possibilities for resistance. Rebekah Buchanan is an Associate Professor of English and Director of English Education at Western Illinois University. Her research focuses on feminism, activism, and literacy practices in youth culture, specifically through zines and music. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

In 1940, Hans Augusto Rey and Margret Rey built two bikes, packed what they could, and fled wartime Paris. Among the possessions they escaped with was a manuscript that would later become one of the most celebrated books in children's literature—Curious George. Since his debut in 1941, the mischievous icon has only grown in popularity. After being captured in Africa by the Man in the Yellow Hat and taken to live in the big city's zoo, Curious George became a symbol of curiosity, adventure, and exploration. In Curious about George: Curious George, Cultural Icons, Colonialism, and US Exceptionalism (University Press of Mississippi, 2021), author Rae Lynn Schwartz-DuPre argues that the beloved character also performs within a narrative of racism, colonialism, and heroism. Using theories of colonial and rhetorical studies to explain why cultural icons like Curious George are able to avoid criticism, Schwartz-DuPre investigates the ways these characters operate as capacious figures, embodying and circulating the narratives that construct them, and effectively argues that discourses about George provide a rich training ground for children to learn US citizenship and become innocent supporters of colonial American exceptionalism. By drawing on postcolonial theory, children's criticisms, science and technology studies, and nostalgia, Schwartz-DuPre's critical reading explains the dismissal of the monkey's 1941 abduction from Africa and enslavement in the US, described in the first book, by illuminating two powerful roles he currently holds: essential STEM ambassador at a time when science and technology is central to global competitiveness and as a World War II refugee who offers a “deficient” version of the Holocaust while performing model US immigrant. Curious George's twin heroic roles highlight racist science and an Americanized Holocaust narrative. By situating George as a representation of enslaved Africans and Holocaust refugees, Curious about George illuminates the danger of contemporary zero-sum identity politics, the colonization of marginalized identities, and racist knowledge production. Importantly, it demonstrates the ways in which popular culture can be harnessed both to promote colonial benevolence and to present possibilities for resistance. Rebekah Buchanan is an Associate Professor of English and Director of English Education at Western Illinois University. Her research focuses on feminism, activism, and literacy practices in youth culture, specifically through zines and music. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/literary-studies

In 1940, Hans Augusto Rey and Margret Rey built two bikes, packed what they could, and fled wartime Paris. Among the possessions they escaped with was a manuscript that would later become one of the most celebrated books in children's literature—Curious George. Since his debut in 1941, the mischievous icon has only grown in popularity. After being captured in Africa by the Man in the Yellow Hat and taken to live in the big city's zoo, Curious George became a symbol of curiosity, adventure, and exploration. In Curious about George: Curious George, Cultural Icons, Colonialism, and US Exceptionalism (University Press of Mississippi, 2021), author Rae Lynn Schwartz-DuPre argues that the beloved character also performs within a narrative of racism, colonialism, and heroism. Using theories of colonial and rhetorical studies to explain why cultural icons like Curious George are able to avoid criticism, Schwartz-DuPre investigates the ways these characters operate as capacious figures, embodying and circulating the narratives that construct them, and effectively argues that discourses about George provide a rich training ground for children to learn US citizenship and become innocent supporters of colonial American exceptionalism. By drawing on postcolonial theory, children's criticisms, science and technology studies, and nostalgia, Schwartz-DuPre's critical reading explains the dismissal of the monkey's 1941 abduction from Africa and enslavement in the US, described in the first book, by illuminating two powerful roles he currently holds: essential STEM ambassador at a time when science and technology is central to global competitiveness and as a World War II refugee who offers a “deficient” version of the Holocaust while performing model US immigrant. Curious George's twin heroic roles highlight racist science and an Americanized Holocaust narrative. By situating George as a representation of enslaved Africans and Holocaust refugees, Curious about George illuminates the danger of contemporary zero-sum identity politics, the colonization of marginalized identities, and racist knowledge production. Importantly, it demonstrates the ways in which popular culture can be harnessed both to promote colonial benevolence and to present possibilities for resistance. Rebekah Buchanan is an Associate Professor of English and Director of English Education at Western Illinois University. Her research focuses on feminism, activism, and literacy practices in youth culture, specifically through zines and music. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/critical-theory

In 1940, Hans Augusto Rey and Margret Rey built two bikes, packed what they could, and fled wartime Paris. Among the possessions they escaped with was a manuscript that would later become one of the most celebrated books in children's literature—Curious George. Since his debut in 1941, the mischievous icon has only grown in popularity. After being captured in Africa by the Man in the Yellow Hat and taken to live in the big city's zoo, Curious George became a symbol of curiosity, adventure, and exploration. In Curious about George: Curious George, Cultural Icons, Colonialism, and US Exceptionalism (University Press of Mississippi, 2021), author Rae Lynn Schwartz-DuPre argues that the beloved character also performs within a narrative of racism, colonialism, and heroism. Using theories of colonial and rhetorical studies to explain why cultural icons like Curious George are able to avoid criticism, Schwartz-DuPre investigates the ways these characters operate as capacious figures, embodying and circulating the narratives that construct them, and effectively argues that discourses about George provide a rich training ground for children to learn US citizenship and become innocent supporters of colonial American exceptionalism. By drawing on postcolonial theory, children's criticisms, science and technology studies, and nostalgia, Schwartz-DuPre's critical reading explains the dismissal of the monkey's 1941 abduction from Africa and enslavement in the US, described in the first book, by illuminating two powerful roles he currently holds: essential STEM ambassador at a time when science and technology is central to global competitiveness and as a World War II refugee who offers a “deficient” version of the Holocaust while performing model US immigrant. Curious George's twin heroic roles highlight racist science and an Americanized Holocaust narrative. By situating George as a representation of enslaved Africans and Holocaust refugees, Curious about George illuminates the danger of contemporary zero-sum identity politics, the colonization of marginalized identities, and racist knowledge production. Importantly, it demonstrates the ways in which popular culture can be harnessed both to promote colonial benevolence and to present possibilities for resistance. Rebekah Buchanan is an Associate Professor of English and Director of English Education at Western Illinois University. Her research focuses on feminism, activism, and literacy practices in youth culture, specifically through zines and music. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/american-studies

In 1940, Hans Augusto Rey and Margret Rey built two bikes, packed what they could, and fled wartime Paris. Among the possessions they escaped with was a manuscript that would later become one of the most celebrated books in children's literature—Curious George. Since his debut in 1941, the mischievous icon has only grown in popularity. After being captured in Africa by the Man in the Yellow Hat and taken to live in the big city's zoo, Curious George became a symbol of curiosity, adventure, and exploration. In Curious about George: Curious George, Cultural Icons, Colonialism, and US Exceptionalism (University Press of Mississippi, 2021), author Rae Lynn Schwartz-DuPre argues that the beloved character also performs within a narrative of racism, colonialism, and heroism. Using theories of colonial and rhetorical studies to explain why cultural icons like Curious George are able to avoid criticism, Schwartz-DuPre investigates the ways these characters operate as capacious figures, embodying and circulating the narratives that construct them, and effectively argues that discourses about George provide a rich training ground for children to learn US citizenship and become innocent supporters of colonial American exceptionalism. By drawing on postcolonial theory, children's criticisms, science and technology studies, and nostalgia, Schwartz-DuPre's critical reading explains the dismissal of the monkey's 1941 abduction from Africa and enslavement in the US, described in the first book, by illuminating two powerful roles he currently holds: essential STEM ambassador at a time when science and technology is central to global competitiveness and as a World War II refugee who offers a “deficient” version of the Holocaust while performing model US immigrant. Curious George's twin heroic roles highlight racist science and an Americanized Holocaust narrative. By situating George as a representation of enslaved Africans and Holocaust refugees, Curious about George illuminates the danger of contemporary zero-sum identity politics, the colonization of marginalized identities, and racist knowledge production. Importantly, it demonstrates the ways in which popular culture can be harnessed both to promote colonial benevolence and to present possibilities for resistance. Rebekah Buchanan is an Associate Professor of English and Director of English Education at Western Illinois University. Her research focuses on feminism, activism, and literacy practices in youth culture, specifically through zines and music. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/popular-culture

Episode Summary: After getting high with Darius, Al takes an unsettling journey that finds him second-guessing his entourage choices. Directed by: Hiro Murai Written by: Donald Glover Mentioned in this episode: Nepalese Hallucinogenic Honey https://bigthink.com/health/mad-honey/ Isao Tomita- https://www.nytimes.com/2016/05/12/arts/music/isao-tomita-widely-considered-the-father-of-japanese-electronic-music-dies-at-84.amp.html The Planets- https://www.discogs.com/release/126832-Tomita-The-Planets The Flower Called Nowhere by Stereolab - https://genius.com/Stereolab-the-flower-called-nowhere-lyrics Stereolab- https://www.theguardian.com/music/2019/sep/04/stereolab-songbook-tim-gane-laetitia-sadier The meaning of the Name of Lorraine- https://www.sheknows.com/baby-names/name/lorraine/ Hypebeast - https://www.urbandictionary.com/define.php?term=hypebeast&page=9 https://www.cnbc.com/2011/10/28/Odd-Jobs-of-Celebrity-Entourage-Members.html https://curiousgeorgetv.fandom.com/wiki/Man_with_the_Yellow_Hat

Yellow Hat thinking is curious, optimistic, and logical. Known for their good nature and dependability, they are well-liked. Heads up - be prepared to take your time - they won't be rushed!

Actor, Voice Director, Dancer, Paul Liberti (Encore_ The great Paul Liberti joins me on the show today. Paul currently teaches competitive classes in Los Angeles and New York City. He also teaches  Nationally for the SAG/AFTRA Foundation independently in Commercial Voiceover, Audio Book Narration, Video Game Character work, and Animation. Further, he teaches Accents for Actors – for Animation, Voice Actors, Film Actors, Broadway and London's West End Theater, and Regional Theater with recent shows like Disney's Frozen, USA Network – Falling Water, The National Theater's – One Night in Miami, Greater Tuna, Anastasia, My Fair Lady, Brigadoon. Paul also teaches annually to graduating University students from across the nation – Memphis, Western Michigan University, Oakland University, and many others. Paul has booked hundreds of voiceover spots and animated series including Pokémon, Blue's Clues, Noggin's, Pinky Dinky Doo, Saturday Night Live Cartoons, and Sesame Street. He is currently the voice of Curious George & the Man in the Yellow Hat www.curiousgeorge.com. He has narrated for Scholastic, Nickelodeon, Tavoli Entertainment and the Audie Award-winning series Goosebumps by R.L Stine. Mr. Liberti has also performed on Broadway, Broadway tours as well as film and TV, including The Daily Show, SNL TV's Funhouse, Showtime's Cartoon President, PBS, Nickelodeon, Showtime and more. A quick note to any actor listening to this podcast: You will get a master class in acting from Paul's thoughts on character creation, development, and performance.  In addition to being my teacher, he is also my friend. A gifted actor, dancer, teacher, and musician, Paul was kind enough to showcase his talents. He also gave his thoughts and wisdom so generously that I can't wait to have him on the show again as soon as possible! If you listen to the very end, you'll get a lovely surprise. It was glorious and fantastic as is the man himself! Do not wait! Find Paul and follow him on social media. You'll be so very glad you did. Houghton Mifflin Harcourt's Curious George Michael Bennett and his musicals on Facebook  Paul Liberti's VO Community: Voiceover Tuneup Paul's Facebook page   As a special bonus, because we talked about Paul's work and friendship with Jim Henson (and the Muppets), here's a photo of the Jim Henson and Kermit statue at the University of Maryland, College Park campus.

Jona Xiao (Raya and the Last Dragon, Hightown) plays a flower peddler who makes gardens and goodness grow in this story with Chinese, Tibetan, Japanese, Moroccan, French, Canadian, and Peruvian roots.

Hi, I'm Lex – Lex McKee – who writes one half of the “Focus on Wellness” column for Focus Magazines and the Monday Moodscope blog for Moodscope. Today's topic is: I Think Therefore I Feel I wonder if René Descartes would be gracious enough for me to adapt his famous, “I think, therefore I am”? His was a way to prove our existence. Mine is a way to improve our experience of our existence. Why? Because our thinking often drives the way we feel. I was having a complete hissy-fit the other day, a bad mood that grew progressively worse. “Could it be,” I thought to myself, “that moods are purely chemical?” If so, my thinking was agitating those chemicals! A little Internet surfing seemed to confirm that every emotion is a complex cocktail of chemicals rushing through the bloodstream. How are these chemicals triggered? They are triggered by our reaction or our response to a stimulus. If something makes us jump, the “fear” emotional reaction is necessarily fast – leaving no time to think before the cocktail is released. However, in most circumstances, we have time to think, we have time to respond, and thus have time to change how we feel. Feeling cross was a real downer, something I want to learn to influence even if I can't quite control it. It was therefore interesting to be reminded of the contribution Edward de Bono has made to improving our thinking. Edward died on the 9th June – a great loss to the world of thinking. One of Edward's most famous techniques is “Six Thinking Hats.” Playing on the idea of, “Putting on our Thinking Cap,” de Bono suggested we would have a better experience of life if we learned “Parallel Thinking” – to think in multiple ways. He asked us to put on one Thinking Hat at a time. We put on the White Hat to think about facts and to use our powers of logic. The Black Hat is the one to wear when thinking about what could go wrong – the worst-case scenario. To balance this with optimism – the best-case scenario - he said to wear the Yellow Hat. To create options, alternatives, and possibilities, we put on the Green Hat. The Blue Hat is the management hat, put on to lead and organise the thinking process. But by far my favourite is the Red Hat which allows us to express our emotions without needing any argument to justify them. Returning to my hissy-fit, a wise friend would let me keep the Red Hat on for a few minutes while I ranted and vented! They could then ask me to put on the Black Hat to exaggerate the worst-case scenario (i.e. “The day was ruined, I wouldn't get any work done!”) Rant and gloom and doom over, I could put on the White Hat to calmly look at the facts. After this, the Yellow Hat would help me think through the best-case, and the Green Hat would facilitate the generation of positive options to improve the day. Finally, the Blue Hat would help me organise what to do next. Frankly, it's cute even if over-complex for most situations, but it made me think… …and the more I thought about it, the calmer I became. Surprise, surprise – I ended up having a pretty good day. I think, therefore I feel. Music Credit: Documentary Ambient Background Danail Draganov Used under licence from Storyblocks.com Image Credit: Photo Mix from Pixabay - used with permission

#RegeJeanPage #Like #Subscribe 1. From Variety: ‘Bridgerton’ Breakout Regé-Jean Page Will Not Appear in Season 2. Netflix and Shondaland announced on Friday that star Regé-Jean Page’s character will not appear on the show’s upcoming second season, revealing the news via a notice from Lady Whistledown. News of the duke’s departure will likely not come as a surprise to fans of the Julia Quinn novels on which the series is based, as the character’s storyline largely plays out in the first book “The Duke and I.” And the news certainly did not come as a shock to the star. 2. From Movie Web: Over the weekend, Warner Bros. dropped the first official Space Jam 2: A New Legacy Trailer. And it immediately caught comparisons to both Ready Player One and the LEGO movie franchise for its use of Warner Bros. This Easter egg Hunt trailer will have you scouring the originally released footage for all of the cool cameos you may have missed. Film fans took to social media to share their discovers like, The Iron Giant, King Kong, Cheetara, The Flinstones, Yogi Bear, Jabberjaw, Clockwork Orange, Baby Jane Bette Davis, White Walkers, Mr. Freeze, The Jokers, two Penguins, Agent Smith, The Scooby-Doo gang, The Mask, Mad Max: Fury Road War Boys, Pennywise, Flying Monkeys, The Wicked Witch, The Man in The Yellow Hat, and of course the Loony Toons 3. From People.com: A man from Baton Rouge, Louisiana, was arrested at Walt Disney World in February for refusing to undergo a temperature check, newly released bodycam footage shows. Kelly Sills, 47, was arrested on Feb. 13 by deputies and a security manager at Disney Springs after he bypassed the temperature screening test. In the bodycam footage, he also tells a deputy, "I spent $15,000 to come here." Sills had a change of heart and told deputies he was willing to take a temperature check just before his arrest. "They'll do that in jail, sir," a deputy reportedly responded. O N T H E P A N E L: ▶ Chris Fagan @chrisfagan1980 ▶ Amy Newman @amy_n_newman & @amy.n.newman C O M M U N I T Y C O N T A C T: Submit a trending topic for us to talk about here: https://www.t3medias.com/contact S U P P O R T T H I S. C H A N N E L: https://t3medias.com/join ▶ Wishlist: https://www.amazon.com/hz/wishlist/ls/1O4411GN2YBHP?ref_=wl_share ▶ Become a Member on YouTube ▶ PATREON: http://bit.ly/361nFGl (Disclaimer: Patreon is for sponsors. Want your company, project or just your name shouted out? Become a sponsor. Reach out for details.) F O L L O W O N S O C I A L M E D I A: ▶ Linktree: https://linktr.ee/t3medias B L O G & P O D C A S T ▶ T3MEDIAS Website: http://bit.ly/2ICYWyH ▶ iTunes: https://apple.co/3ccE1is ▶ Soundcloud: https://bit.ly/35HeT1P

#RegeJeanPage #Like #Subscribe 1. From Variety: ‘Bridgerton’ Breakout Regé-Jean Page Will Not Appear in Season 2. Netflix and Shondaland announced on Friday that star Regé-Jean Page’s character will not appear on the show’s upcoming second season, revealing the news via a notice from Lady Whistledown. News of the duke’s departure will likely not come as a surprise to fans of the Julia Quinn novels on which the series is based, as the character’s storyline largely plays out in the first book “The Duke and I.” And the news certainly did not come as a shock to the star. 2. From Movie Web: Over the weekend, Warner Bros. dropped the first official Space Jam 2: A New Legacy Trailer. And it immediately caught comparisons to both Ready Player One and the LEGO movie franchise for its use of Warner Bros. This Easter egg Hunt trailer will have you scouring the originally released footage for all of the cool cameos you may have missed. Film fans took to social media to share their discovers like, The Iron Giant, King Kong, Cheetara, The Flinstones, Yogi Bear, Jabberjaw, Clockwork Orange, Baby Jane Bette Davis, White Walkers, Mr. Freeze, The Jokers, two Penguins, Agent Smith, The Scooby-Doo gang, The Mask, Mad Max: Fury Road War Boys, Pennywise, Flying Monkeys, The Wicked Witch, The Man in The Yellow Hat, and of course the Loony Toons 3. From People.com: A man from Baton Rouge, Louisiana, was arrested at Walt Disney World in February for refusing to undergo a temperature check, newly released bodycam footage shows. Kelly Sills, 47, was arrested on Feb. 13 by deputies and a security manager at Disney Springs after he bypassed the temperature screening test. In the bodycam footage, he also tells a deputy, "I spent $15,000 to come here." Sills had a change of heart and told deputies he was willing to take a temperature check just before his arrest. "They'll do that in jail, sir," a deputy reportedly responded. O N T H E P A N E L: ▶ Chris Fagan @chrisfagan1980 ▶ Amy Newman @amy_n_newman & @amy.n.newman C O M M U N I T Y C O N T A C T: Submit a trending topic for us to talk about here: https://www.t3medias.com/contact S U P P O R T T H I S. C H A N N E L: https://t3medias.com/join ▶ Wishlist: https://www.amazon.com/hz/wishlist/ls/1O4411GN2YBHP?ref_=wl_share ▶ Become a Member on YouTube ▶ PATREON: http://bit.ly/361nFGl (Disclaimer: Patreon is for sponsors. Want your company, project or just your name shouted out? Become a sponsor. Reach out for details.) F O L L O W O N S O C I A L M E D I A: ▶ Linktree: https://linktr.ee/t3medias B L O G & P O D C A S T ▶ T3MEDIAS Website: http://bit.ly/2ICYWyH ▶ iTunes: https://apple.co/3ccE1is ▶ Soundcloud: https://bit.ly/35HeT1P

Hot Topics, Roogle the Movie guy, Nyk the Voice

Monkey pun! Will and Lucas swing into your feed to discuss the history, and the PBS Kids adaptation, of the world's most famous monkey who's not actually a monkey! George's history leads the guys through Nazi Germany and into a complex legacy, while the TV show offers a star-studded cast, funny narration, an appealing visual style, and surprising comparisons to Arthur. Also, how is The Man in the Yellow Hat so independently wealthy? This is a preview. Listen to the full episode and 25+ hours of PBS Kids content on our Patreon!

"Many of our problems stem from attitudes like putting ourselves first at all costs" - The 14th and current Dalai Lama is Tenzin Gyatso The Dalai Lama is a title given by the Tibetan people to the foremost spiritual leader of the Gelug or "Yellow Hat" school of Tibetan Buddhism

After Curious George dies from a banana-borne bacteria, The Man in the Yellow Hat turns his talents to busting up organized crime.   Find us at all the finest podcast places:    Stitcher: https://www.stitcher.com/podcast/dj-phillips/your-inner-child-is-an-idiot   Apple: https://podcasts.apple.com/us/podcast/your-inner-child-is-an-idiot/id957660267   Spotify: https://open.spotify.com/show/4BHABEvxH02VSCkhvKX2HQ?si=NHxzzArHSxGnxFUvTEpbNQ   Thank you to these Patrons for being the square jawed detective to our mutated criminal:  Joshua Nicholson, Karen Curd, Larissa Maestro, Lindsey Nell, T. Smith, Jeremy Powlen, Jonathon Day, The Supreme Ruler of This Podcast, Just Cuz, Kevin from Cleveland, Captain Jean-Luc Picard, Brandon Hardy, Hizoner the Mayor, Primordial Burrito, Christine in Brooklyn, Damon’s Australian Accent, Dan McIntyre, Dramatically Placed Hot Dog, Jacob Grimm, The Zesty, Jirah Cox, Manstrocity, Justin Shea, Vincent Jorgensen, Kathleen Campagna, SeeNerdRun, Toxoglossa, Dan McIntyre is the Worst, Amy Parman, Emily Bucago, Jason Lumpkin, Caroline Amberson, Jarrad Holbrook, Kristin Carter and Little Flick.

Actor, Voice Director, Dancer, Paul Liberti The great Paul Liberti joins me on the show today. Paul currently teaches competitive classes in Los Angeles and New York City. He also teaches  Nationally for the SAG/AFTRA Foundation independently in Commercial Voiceover, Audio Book Narration, Video Game Character work, and Animation. Further, he teaches Accents for Actors - for Animation, Voice Actors, Film Actors, Broadway and London's West End Theater, and Regional Theater with recent shows like Disney's Frozen, USA Network - Falling Water, The National Theater's - One Night in Miami, Greater Tuna, Anastasia, My Fair Lady, Brigadoon. Paul also teaches annually to graduating University students from across the nation - Memphis, Western Michigan University, Oakland University, and many others. Paul has booked hundreds of voiceover spots and animated series including Pokémon, Blue's Clues, Noggin's, Pinky Dinky Doo, Saturday Night Live Cartoons, and Sesame Street. He is currently the voice of Curious George & the Man in the Yellow Hat www.curiousgeorge.com. He has narrated for Scholastic, Nickelodeon, Tavoli Entertainment and the Audie Award-winning series Goosebumps by R.L Stine. Mr. Liberti has also performed on Broadway, Broadway tours as well as film and TV, including The Daily Show, SNL TV's Funhouse, Showtime's Cartoon President, PBS, Nickelodeon, Showtime and more. A quick note to any actor listening to this podcast: You will get a master class in acting from Paul's thoughts on character creation, development, and performance.  In addition to being my teacher, he is also my friend. A gifted actor, dancer, teacher, and musician, Paul was kind enough to showcase his talents. He also gave his thoughts and wisdom so generously that I can't wait to have him on the show again as soon as possible! If you listen to the very end, you'll get a lovely surprise. It was glorious and fantastic as is the man himself! Do not wait! Find Paul and follow him on social media. You'll be so very glad you did. Houghton Mifflin Harcourt's Curious George Michael Bennett and his musicals on Facebook  Paul Liberti's VO Community: Voiceover Tuneup Paul's Facebook page   As a special bonus, because we talked about Paul's work and friendship with Jim Henson (and the Muppets), here's a photo of the Jim Henson and Kermit statue at the University of Maryland, College Park campus.

Jeff Bennett is one of the most prolific and steadiest working voiceover actors in the last 30 years. With over two thousand credits to his name, he's voiced such fan favorites as Johnny Bravo, Petrie in The Land Before Time, Kowalski in The Penguins of Madagascar, Pip in Enchanted and The Man In the Yellow Hat in Curious George, as well as the classic Mr. Smee in Jake and The Neverland Pirates.  He can currently be heard as Jonathan and Cagey in Disney's Puppy Dog Pals, Bump Bumperman in Blaze and The Monster Machines for Nickelodeon, Dr. Wexler in Lego City Adventures, and Dog in If You Give a Mouse a Cookie.  -------------------------------------------------------------------------- Created during a time of quarantine in the global Coronavirus pandemic, A Moment Of Your Time's mission is to provide a space for expression, collaboration, community and solidarity. In this time of isolation, we may have to be apart but let's create together. “A Moment for Kids”, a sub-series of” A Moment Of Your Time”, features pieces to share with your children to lift their (and your!) spirits, explain some complicated matters, and brighten everyone's days.  The sub-series could not have been made possible without the generous help of Mike Young and Splash Entertainment. Thank you for donating your time and creativity to help ease the minds of children in this complicated time. For more on Splash Entertainment visit https://www.splashentertainment.comA Moment for Kids Submit your piece: https://www.curtco.com/amomentofyourtime Concept by Jenny Curtis Theme music by Chris Porter Learn More: https://www.curtco.com/amomentofyourtime And Follow Us On Instagram: https://www.instagram.com/amoytpodcast A CurtCo Media Production https://www.curtco.com See omnystudio.com/listener for privacy information.

The comic strip adventures of Chester Gould's two-fisted super cop Dick Tracy thrilled readers across the country, and the detective soon made the leap to the big screen and to radio. Ned Wever stars as Tracy, a cop equally skilled in the crime lab and on the shooting range, in the serialized adventure "The Black Pearl of Osiris" (originally aired on Mutual between February 8 and February 25, 1938).

Jonathan, Zach, and Jake discuss how Robert Downey Jr was probably threatened to make Dolittle, how talking to animals would be way cool, and what the Man in the Yellow Hat's occupation is. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/brownsugartartarsauce/support

This week, Kenzie has a broken ankle and we roundhouse kick 600 bears!   (Kenzie's broken ankle and roundhouse kicking bears unrelated)   Our games this week: Psychiatrist Simulator Hiking Simulator 2017   Index:  00:15 - Kenzie's Broken Ankle 10:47 - Evan's Pitch 14:51 - Kenzie's Pitch 20:01 - Evan's Tendo 38:08 - Kenzie's Fix 47:52 - Outro   To find more episodes, check out our website: thats.games. If you have comments, questions, or have extra calcium, hit us up on our email thatsgamespod@gmail.com or our Twitter @thatsgamespod. And if you want to become a donor, hit up our Patreon at Patreon.com/ThatsGames

Our Summer Special episode explores the grave mistakes made in the name of social media fame. We discuss the Yellow Hat & Pizza Hut love triangle, what the inside of Pokemon look like as a delicious summer treat, and cringe at the McDonalds Japan drinks that make you wanna go, “WHOA, WAIT HOLD IN THERE, THIS IS A FAMILY ESTABLISHMENT.”

Our Summer Special episode explores the grave mistakes made in the name of social media fame. We discuss the Yellow Hat & Pizza Hut love triangle, what the inside of Pokemon look like as a delicious summer treat, and cringe at the McDonalds Japan drinks that make you wanna go, “WHOA, WAIT HOLD IN THERE, THIS IS A FAMILY ESTABLISHMENT.”

My roommate, acquaintance, and Broken Yolk Productions' co-president Erik "Mr. Anderson" Anderson and I talk about our first road trip, first music video, and the hbo hit show Entourage. Later in the converation we were joined by our mutual friend and roommate, friend of the show, Dave "Deadbolt Dave" Steadman to talk about Curious George and what it's like livin' with a couple cool cats. rainy - stary jazz apricot - joey pecoraro comments, complaints, questions or concerns: DevilledEggvocate@gmail.com

EPISODE 344 Welcome to PTSD Bunker Gear For Your Brain Just a little chat about Self-Help tips on PTSD.  Some Self-Help tips and hints to give you a winning edge against a disorder that has so many not knowing where to turn.  PTSD is no different than any problem, most of the time the correct answer to PTSD, is usually the easiest one. Thanks so much for stopping by and make sure to check out our blog at www.ptsdbunkergearforyourbrain.com, as well as Facebook and Twitter page.  With the right Self-Help tips, PTSD may be a worthy opponent but is no match for the title wave of information that is available to defeat it.

Sermon delivered by Rev. Kellie C. Kelly on May 12, 2019. This Mother’s Day Service features the wisdom Rev. Kellie learned about parenting and life from Curious George’s guardian (Ted, the Man with the Yellow Hat). Recorded at Miami Valley Unitarian Universalist Fellowship, Dayton OH USA

We discuss the super vibrant, comic book movie, the Sin City before Sin City. The man in the Yellow Hat...

We discuss the super vibrant, comic book movie, the Sin City before Sin City. The man in the Yellow Hat...

Steve, Andrew and Harmony are very curious about a terrifying phenomena that is sweeping over the world. --- Support this podcast: https://anchor.fm/harmony-miller/support

In Today's 'Great Question' episode, we are looking at one specific question: 'What's your recommendation?' There is a surprising level of depth here, as this question alone illustrates very well a lot of the principles that underpin coaching. To make my recommendation to you a bit more balanced, I will talk about this question from different perspectives. The mental tool I will use for that is the '6 thinking hats' model by Edward De Bono (debonogroup.com/six_thinking_hats.php) 1) White Hat (talk about facts, data, information, neutrally) We use this question when a team member approaches us on a problem and we want to have a chance to hear what their stand is. We want to draw them out. 2) Yellow Hat (optimism, brightness, value, what's the benefit?) The question creates space and helps people feel invited to think for themselves and take a position. It also gives the Leader a breather and a way out...to prevent them from just sharing their opinion right out of the gate.Furthermore, if we do this consistently, we will reap a second-degree effect and value: your team member will bring you less and higher-quality and more thought-through requests and questions, simply because they don't want to be caught off-guard by that question of yours. Asking this question regularly is also a consistent and powerful way to build trust and confidence in our team members. 3) Black Hat (devil's advocate, what could go wrong? what's the downside?) Clearly, this question won't work in all instances. For example, if there is a black/white correct answer to a question that our team member asks, and we know the answer, but don't give it to them, then we will quickly be seen as passive-aggressive. And rightly so.We also have to be careful if we use this question with an employee who we have a low-trust relationship with. They won't be open to sharing their recommendation so easily, as they assume negative intent in us.The question might also expose team members who do not feel safe and make them close up. 4) Green Hat (alternatives, creativity, brainstorming, what else is possible?) Alternative approaches could be to ask: 'Given all you know at this moment, what comes first to mind for you?' 'I am curious, if you were in my position, what would you do?' David Marquet's approach (see his book "Turn the ship around") also offers an interesting way. He trained his people always to approach him with a clear intent that was the outcome of a decision they had made. It requires that people make a decision before approaching the Leader and are ready to back it up. 5) Red Hat (Feelings, no judgment) I really like the question as it is empowering on many levels. It is a great expression of trust if sincerely delivered. I personally liked it because it became during my Manager times one of the best tools to honor my team's thoughts and opinions. 6) Blue Hat (Action, Focus) What can we do with it? The next time when a team member and a colleague asks you for your help on a challenge they have, consider asking them for their recommendation first. Positive side effect: Most people love to be asked for advice. It opens doors and is a clear sign of respect. Good luck and I hope you will benefit from this simple question when you engage with your team members again! -Maik

Doug talks about what's wrong with Curious George's name and the spurious activity of The Man With the Yellow Hat. He also gives practical examples of how to live "according to the Spirit" instead of "according to the flesh."

The Winks returns for a new season of stories from the times of younger men. Join us on a traditional Wacky Wednesdeey as we present 3 more stories featuring a Winks mainstay and some more celebrity encounters as Condor soars across the room unsure what to do with his hands. Put some jimmies on your vanilla cone tonight...on da Wiiinks.

Here are the show notes from this episode: This is all about thinking folks! Alone, in small groups or huge gatherings… Everyone needs to think well, and we’ll show you how… It’s Spring today! Hurrah! Melissa Tiers is coming to Toronto soon! Come to Toronto and join us in the class. And while you’re at it, take the MINDSCAPING training with Mike… May Architecture of Hypnosis is SOLD-OUT! You can still come to the June class if you book soon. Come to HypnoThoughts Live 2018 in Las Vegas in August, and meet Chris and I and study with us live… Check out our Wellness Academy and change your life. It’s the stuff we do, and the way we live! MINDSCAPING intersperses with other therapies, or you can use it alone… Chris is managing ego states and just rockin’ through 2018…managing time with his daughters Axolotl and Barbarella… Mike’s word Onward will enable him to write his Magnum Opus…His eating has changed too, as has gene expression! The Word of the Day is CHALLENGE We are moving away from the Krysse and Jeff Show to a new business model… Mike does a horrible cough and forgets to say “We’ll edit it out”… Mike will be a Senior Citizen on April 29th! That’s really old… Is thinking just asking and answering questions? Don’t substitute the kinesthetic sense for thinking! It seldom works! The moron who invested based on his good feelings… It’s okay to notice if something feels right…but it must be based on sound analysis too… Watch out for the scam artists! They’re out there…and facts don’t care about your feelings… Am I substituting feelings for thinking? Ask yourself… Investigative thinking sorts through the known and finds the relevant. Exploratory thinking searches the unknown… Investigative thinking shows up in inverted V formations in the writing. Analytical thinking shows up as deep V formations that touch the baseline. It shows up in Ms and Ns… Analysis discards what is not needed, because more information will not always help…You must sort and discard! Keen comprehension is sharp points in the writing; often when Ms and Ns look like Us…This is quick mindedness… Cumulative thinking is slower, building block thinking. It is tied to creativity too… Mike jumps in with a hilariously brilliant joke about drinking poison and a real estate agent! Elon Musk gets it right, folks! Intuition is a thinking skill. It’s not psychic, but the answer is…6 of clubs! It’s making drawing conscious conclusions based on unconscious clues. As the right questions! It’s part of the Socratic Method! The Large X explanation. The upper V is success. The lower inverted V is failure. They’re both exponential! Chris says that everything that is growth oriented in any direction is exponential. He’s right! Everything you do to improve your life will have an exponential effect! This podcast is the proof it works…Loochie! 10% improvements are awesome, even though Chris Ken Sweatmans it a bit… It is crucial to increase your schema. Add new stuff! Always. Everyday. Be a Renaissance Man or Polymath Woman! Turn off the damn television and fill your brains with something useful. Edward de Bono’s book: Six Thinking Hats is awesome! The Blue hat is the sky. The organiser’s hat. Processes, control, the agenda, the summary, etc. The Green Hat is growth, life, creativity, new ideas. Great ideas can come from stupid ideas – like Post-it Notes! The Black Hat is organised negativity. What can screw up? What’s wrong with the plan? Don’t wear the Black Hat when you’re being creative! Wear it at the end when implementing the plan. The Yellow Hat is the sun! It’s optimism, fun, positives and benefits. The White Hat is pure data. Information, no emotion at all, facts and figures and stats, Google Analytics, etc. The Red Hat is emotions. It justifies any emotions, good and bad. Gut sense, anger, fear, etc. It switches us to the kinesthetic system! The key is flexibility. Learn to switch between them all! Just by wearing imaginary hats, you can direct the thinking of yourself, or a group. Buy Six Thinking Hats by Edward de Bono. It’s a great book! All his books are great, come to think of it! Empowering Question:  What is my strongest thinking style, and how will I make better use of it today? What is my strongest thinking style, and how will I apply it today, to have a better life tomorrow? Empowering Metaphor: The nine men and women and the jigsaw puzzles Ending: The Anthem of The Bag Men of Edward the Confessor (When Drumming Comes and Juju) Please leave a rating in iTunes, and send us your questions for future episodes!  You can either email them as text or record them using your phone’s voice recorder and email us the audio file! Email address is info(at)mikemandelhypnosis.com

Perhaps our best episode ever! Cainim apologizes. As the Four Color Flashback Team reviews a cinematic steaming pile of poop!  Spawn The Post Watch! Karen, John and Cainim find a way to also talk about: Pennywise! Spider-Man 2. Batgril Tapping Joss Whedon The Zac Snyder Aesthetic. Amy Acker! Eliza Dushku Rachel Talaly Jennifer Cooledge Stifler's Mom 2 Broke Girls! Sarah Michelle Geller! Kat Denning! Thor! Dianetics! Stereotypical bad guys are from where? The Russians are listening! "Spaz" Williams! Michael Jai White is a good looking dude! So is D.B. Sweeney! The US Tenants of Special warfare. 1st Person Shooter games!TED Talk Dog! Science! Google Play! Martin Sheen! John Leguizamo! A new member of Jude's Super Awesome secondary Characters! A-team! Airwolf! Blue Thunder! Not Deb Mazar! Mindy Clark! Days OF Our Lives! Bo and Hope! Peter Reckle! Soap Opera moment! jessica Priest! The epic no! The Man in The Yellow Hat! Curious George! Rat City! Caliastro! Skid Marks! Who hires a clown like this? Fun names to say. Sophisticated Poop Jokes! To Wong Foo! Baz Lehrmann! Romeo and Juliet! It's a Wonderful Life! Cainim's Weekly D&D Group! International politics! John drops the mic, literally! Is Pleather practical. Batman! Billy! Ursa! Superman 2! Rat Facts! Gremlins! Xenormorphs! Hans and Franz" Kevin Nealon! Weak Weekend Update! The 90s Saturday Night Live Cast! Wookies! The Vaporizer! Self Actualization! Otis! Richard Pryor! Monty Python and The Holy Grail! The Black Knight! R Rated for a reason! The Cheerleader moment! Barf Faces! Pigs! Cainim finds a cheer! The Cutting Edge! Hockey Skate! And The Supergirl Defense! And a 4 Color Flashback First! And the next few weeks: X-Men: The Last Stand and Spider-Man 3 Write to us at 4colorflashback@gmail.com Music www.bensound.com

WSAJ’s “Theatre of the Air” continues. Oh, Henry, you’re going to enjoy “Yellow Hat, Green Feather”. A gothic horror story with a shrew getting her comeuppance.Lisa Quoresimo, Cathy Fithian, Craig Munch, Jan Leuchtenberger, Lisa Harris, and Bill Koch are cast in this melodrama.Again, the audio quality is not great—I did what I could. I actually debated about using this material but said what the heck. No one’s listening to it anyway.Enjoy!  

Yellow Hat is back to update us on what's been going on and he's joined by Jesse the Sloth!

Today we meet Yellow Hat's brother, Black Hat and Nina Garcia stops by!

I’ve been podcasting every day in 2016. Now I’m approaching day 100. So this week I’m reviewing what I’ve learned and experienced. I’m using a creative process called the Six Thinking Hats. Each hat represents a specific way of analyzing and evaluating ideas. Blue Hat episode 95 explains the hats in more detail, and how […] The post Wearing the yellow hat as I celebrate 3 great things because of my daily podcast (OTG97) appeared first on OnTheGo.FM.

Pour sa seconde édition, Le Transient Festival s’agrandit et s’installe au cœur de Paris. Ce festival promeut les cultures digitales sous de nombreuses formes, croisant les styles et les esthétiques, propulsant le public au cœur de l’innovation. En guise de mise en bouche aux trois jours de festival, du 5 au 8 novembre, le fondateur et programmateur de l’événement, Sacha, a pris les manettes du mix de la semaine, avec une sélection consacrée aux artistes à l'affiche. Le vendredi 6, Amplitudes sera au Transient, pour une émission hors-les-murs en direct du festival organisée autour de l'interview des artistes. Site Event Tracklist : µ-Ziq - Hanky Pokery (Aberystwyth Marine, 2016) Voiron - Ghetto Elegance (Station Cible EP, 2014) Luke Vibert - Hey Go (Bizarster, 2015) Space Dimension Controller - Flight of the Escape Vessels (The Pathway to Tiraquon6, 2011) 9th Cloud - Vinyl Maniac (A Monkey in a Yellow Hat, 2001) Murcof - Cielo (Cosmos, 2007) Mira Calix - Sparrow (One on One, 2000) Crypto Tropic - Mori (Crypto Tropic, 2015) Paskine - Qanoun Debut (UNTTLD, 2012) Emptyset - Avichi (Avichi EP, 2011) Akkord - Continuum (HTH035, 2015) Monolake - Xor (X I E, 2014) Heiko Laux - Hexagon (Fernweh, 2014) Lucy - The Illusion of Choice (Churches Schools and Guns, 2014)  

Pour sa seconde édition, Le Transient Festival s'agrandit et s'installe au cœur de Paris. Ce festival promeut les cultures digitales sous de nombreuses formes, croisant les styles et les esthétiques, propulsant le public au cœur de l'innovation. En guise de mise en bouche aux trois jours de festival, du 5 au 8 novembre, le fondateur et programmateur de l'événement, Sacha, a pris les manettes du mix de la semaine, avec une sélection consacrée aux artistes à l'affiche. Le vendredi 6, Amplitudes sera au Transient, pour une émission hors-les-murs en direct du festival organisée autour de l'interview des artistes. Site et Event Tracklist : µ-Ziq - Hanky Pokery (Aberystwyth Marine, 2016) Voiron - Ghetto Elegance (Station Cible EP, 2014) Luke Vibert - Hey Go (Bizarster, 2015) Space Dimension Controller - Flight of the Escape Vessels (The Pathway to Tiraquon6, 2011) 9th Cloud - Vinyl Maniac (A Monkey in a Yellow Hat, 2001) Murcof - Cielo (Cosmos, 2007) Mira Calix - Sparrow (One on One, 2000) Crypto Tropic - Mori (Crypto Tropic, 2015) Paskine - Qanoun Debut (UNTTLD, 2012) Emptyset - Avichi (Avichi EP, 2011) Akkord - Continuum (HTH035, 2015) Monolake - Xor (X I E, 2014) Heiko Laux - Hexagon (Fernweh, 2014) Lucy - The Illusion of Choice (Churches Schools and Guns, 2014)

Curious George and The Man With the Yellow Hat visit the Orlando Public Library to read stories, sing and dance, and get their very own library cards! (1:50) (.mp4 video format; iPhone and iPod Touch compatible)

In our post-Wizard World Chicago...er...Chigago Comic-Con episode, Chris and Vince tell tales both long and short about their convention experience (including the D-bag in a Yellow Hat, Tex in an elevator, almost dousing Skottie Young with ginger ale, chaos at the X-Force panel, bin diving, Chris' apology, con crud, and more), after which we attempt to answer the musical question of what exactly is a cartoonist, touch upon Fantastic Four: Requiem, Gil Kane's Sword of the Atom, New Mutants #1-3, Archie Double Digest #200, Marvel's Avengers books, a merry mess of Hotline messages, and...you know the drill. Next on the horizon: Windy City!