Podcasts about zach how

Together with Cem Karsan we discuss how the volatility space is experiencing major dispersion at the moment and how you can prepare your portfolio for the unpinning of volatility which we are experiencing. We also address how the groundbreaking events that have happened in the U.S. election recently might change the outcome of the election and what impact this will have on the economy. We discuss the core principles and mechanisms behind market moves and how Fed plays a pivotal role in this and lastly Cem explains how flow in financial systems and markets work and what you can do as an investor to stay well prepared.-----EXCEPTIONAL RESOURCE: Find Out How to Build a Safer & Better Performing Portfolio using this FREE NEW Portfolio Builder Tool-----Follow Niels on Twitter, LinkedIn, YouTube or via the TTU website.IT's TRUE ? – most CIO's read 50+ books each year – get your FREE copy of the Ultimate Guide to the Best Investment Books ever written here.And you can get a free copy of my latest book “Ten Reasons to Add Trend Following to Your Portfolio” here.Learn more about the Trend Barometer here.Send your questions to info@toptradersunplugged.comAnd please share this episode with a like-minded friend and leave an honest Rating & Review on iTunes or Spotify so more people can discover the podcast.Follow Cem on Twitter.Episode TimeStamps: 01:44 - What has been on our radar recently?03:38 - A surprise question for Cem06:26 - Industry performance update08:59 - How are volatility strategies doing in general in 2024?14:59 - Suggestions for which volatility indices to use16:35 - Q1, Zach: How would someone use a systematic trading system to purchase and sell put options?20:12 - Q2, Rick: With all the talk about USD and rates, does anyone have a view on how a possible unwind of the USD/Yen carry trade could impact markets? DO we know the size of this?24:19 - Trump 2.0 - better, faster, stronger?34:30 - An unfathomable situation38:38 - The mechanisms behind market moves47:14 - More conflict incoming?50:37 - What causes stress in the financial...

Introduction Welcome to RetroLogic! I'm Sam Wagers here with , John Cummins and special guest Zach   How are you?   But RetroLogic isn't just a podcast. It's a community of retro gamers! - We've got an active, friendly, and free discord. - Giveaways - Contests - AND Dive into our family of Retro podcasts! Like RetroGroove, a music history podcast, Filmlogic, streaming and movie film podcast, and On Topic Retro, a podcast dedicated to 1 video game per episode hosted by our very own John Cummins. - you can find everything at our website retrologic.games Housekeeping Sam: Now Streaming Battle Network 4 Blue Moon! New game +: Leg's go again! GOTY30 incoming John: On Topic Retro; Zelda Ocarina of Time, F Zero X FilmLogic: Best Films of 1993 (every category) RetroGroove:  S3 E7: City Pop: Japanese Joyful Vibes   The Price Is Retro If this is your first time playing Price Is Retro, here's how we play. I'm going to list off 4 or 5 games and everyone has to guess how much the lot is worth in total. Whoever is closest to the actual value wins that round! Everyone has a list and everyone guesses on each other's list. At the end, the player that won the most rounds wins the episode! But watch out for the robot Deus Guess Machina! He averages all of our guesses together for his own guess   Sam's list John's list Trivia Card Show Topics How to Play N64 on modern TVs Analogue 3D -N64   N64 NSO: another way to play? N64 NSO additions -Jet force Gemini -Harvest Moon 64 - 1080 Snowboarding   Community Couch Thanks for listening to the RetroLogic Podcast! We are proudly part of the Nintendo Dads family of podcasts. If you like what you hear, You're also welcome to jump into our friendly and 100% non-toxic Discord Community!  You can also find everything on our website Retrologic.games  

Introduction Welcome to RetroLogic! I'm Sam Wagers here with , John Cummins and special guest Zach   How are you?   But RetroLogic isn't just a podcast. It's a community of retro gamers! - We've got an active, friendly, and free discord. - Giveaways - Contests - AND Dive into our family of Retro podcasts! Like RetroGroove, a music history podcast, Filmlogic, streaming and movie film podcast, and On Topic Retro, a podcast dedicated to 1 video game per episode hosted by our very own John Cummins. - you can find everything at our website retrologic.games Housekeeping Sam: Now Streaming Battle Network 4 Blue Moon! New game +: Leg's go again! blog - Illogic from Mike! - Pikmin War Crimes John: On Topic Retro; Zelda Alttp, Blaster Master Enemy Below  FilmLogic: Laika Studios: Stop Motion Genius and Emo Pixar RetroGroove:  S3 E6 Rick Rubin: The Transparency of Sound 04:30 The Price Is Retro If this is your first time playing Price Is Retro, here's how we play. I'm going to list off 4 or 5 games and everyone has to guess how much the lot is worth in total. Whoever is closest to the actual value wins that round! Everyone has a list and everyone guesses on each other's list. At the end, the player that won the most rounds wins the episode! But watch out for the robot Deus Guess Machina! He averages all of our guesses together for his own guess   Sam's list John's list Trivia Card   18:47 Show Topics   Collecting with Zach! -What got you into collecting? -What are you adding to your collection lately?   -Goals?  Anything fun you want to share? Community Couch Thanks for listening to the RetroLogic Podcast! We are proudly part of the Nintendo Dads family of podcasts. If you like what you hear, You're also welcome to jump into our friendly and 100% non-toxic Discord Community!  You can also find everything on our website Retrologic.games  

Today's guest - Zach Haptonstall- is the Chief Executive Officer and Co-Founder of Rise48 Equity, which has completed over $1.93 Billion in total transactions and purchased over 7,400 units since 2019. He recently did an $11 million multifamily deal - despite historic obstacles in the market. Today, we're diving into how he did it. Zach Haptonstall is the Chief Executive Officer and Co-Founder of Rise48 Equity and Rise48 Communities. Rise48 Equity is a retail syndication Multifamily Investment company with offices in Phoenix, Arizona, and Dallas, Texas. Rise48 Equity has completed over $1.93 Billion in total transactions and purchased 42 assets, 7,400+ units since 2019. They currently have $1.49 Billion+ of Assets Under Management in Phoenix and Dallas. They have completed 11 Full-Cycle Dispositions and returned capital to investors. The company has 190+ Full-Time Employees on Full Healthcare Benefits. Rise48 Communities is the vertically-integrated property management company that manages all assets owned by Rise48 Equity. They do all the construction management, property management, and asset management in-house with their staff. They only manage Rise48 assets and do not provide third-party management. Zach's main responsibilities as CEO include overseeing all acquisitions, sourcing capital, and building strategic partnerships. He and his wife, Grace own homes in both Phoenix and Dallas where they split their time between offices. During our conversation, I ask Zach:

Today's guest - Zach Haptonstall- is the Chief Executive Officer and Co-Founder of Rise48 Equity, which has completed over $1.93 Billion in total transactions and purchased over 7,400 units since 2019. He recently did an $11 million multifamily deal - despite historic obstacles in the market. Today, we're diving into how he did it. Zach Haptonstall is the Chief Executive Officer and Co-Founder of Rise48 Equity and Rise48 Communities. Rise48 Equity is a retail syndication Multifamily Investment company with offices in Phoenix, Arizona, and Dallas, Texas. Rise48 Equity has completed over $1.93 Billion in total transactions and purchased 42 assets, 7,400+ units since 2019. They currently have $1.49 Billion+ of Assets Under Management in Phoenix and Dallas. They have completed 11 Full-Cycle Dispositions and returned capital to investors. The company has 190+ Full-Time Employees on Full Healthcare Benefits. Rise48 Communities is the vertically-integrated property management company that manages all assets owned by Rise48 Equity. They do all the construction management, property management, and asset management in-house with their staff. They only manage Rise48 assets and do not provide third-party management. Zach's main responsibilities as CEO include overseeing all acquisitions, sourcing capital, and building strategic partnerships. He and his wife, Grace own homes in both Phoenix and Dallas where they split their time between offices. During our conversation, I ask Zach:

Are the "physical" symptoms of depression specific or non-specific? How do you treat schizophrenia with TEAM? Why don't more shrinks help themselves? Healthy vs unhealthy negative feelings-- what's the difference? Questions answered in this podcast: 1. Laura asks: Why don't you include the physical symptoms of depression in your assessment tests? 2. Fred asks: How would you use TEAM-CBT to treat individuals with schizophrenia? 3. Author not known: Why don't the therapists you treat with TEAM treat themselves using self-help techniques? 4. Zach: How does David understand the difference between healthy and unhealthy emotions? Is there any overlap between EFT (Emotionally Focused Therapy) and David's TEAM-CBT?   The following are David's written responses to these questions. However, in the podcast, Rhonda and David discuss them, and their answers together may differ or enlarge on the material below. Also, in some cases, the written answers contain additional information not included in the live podcast. 1. Laura asks: Why don't you include the physical symptoms of depression in your assessment tests? Author: Laura asks a question about post #248: “David and Rhonda Answer Your Questions about Exercise, Empathy, Euphoria, Exposure, Psychodynamic Therapy, and more!” Comment: Fabulous, David. Bless you. Have you done a show on assessments? I'll be honest about my confusion. Some of the measures that you have developed almost seem too simple to be accurate. For example, the depression test isn't sensitive to any of the physical manifestations of the illness. Anyway, I was just curious about that. David's Reply Thanks, Laura! Good questions! First, the so-called physical symptoms of depression are non-specific and not uniquely associated with depression. Only the core emotional symptoms are good indicators of depression: feeling down, hopeless, worthless, unmotivated, and not enjoying life. If you want to measure physical symptoms, they won't give you much information about depression, but at least they need to be worded correctly, which they aren't in most assessment tols. For example, you can measure weight gain, OR weight loss, in single and separate items, but not in the same item. But if you go to a mall and ask how many people have had weight gain, you'll probably find that more than 50% report weight gain, but this is rarely due to depression, rather it is due to overeating! Similarly, a significant fraction will say yes to a question about weight loss, and in the vast majority of cases this will be due to dieting, not depression. Similarly with the other poorly thought out physical symptoms, like trouble sleeping. The reliability of my depression measures has typically been .95 or better, as compared with measures like the Beck or PHQ9 that have only .78 to .80 reliability coefficients (called “coefficient alpha.”) I have observed a phenomenal lack of critical thinking behind most current psychological tests for depression, anxiety, and other variables of interest to clinicians and researchers. You also asked about apps for anxiety, like OCD, as opposed to depression. The Feeling Good App causes rapid and significant reductions in, not one, but seven categories of negative feelings, including feelings of depression, anxiety, guilty/shame, inadequacy, loneliness, hopelessness and anger. Thanks so much! Finally, I have to confess my bias toward trying hard to make things simple, so we can all understand what we're talking about! When things are overly complicated or hard to “get,” I usually feel fairly suspicious about the person who is trying to “teach.” In college I always had the policy that if I can't understand what the teacher is trying to say, the teacher has a problem! My thinking today is pretty similar! I've always appreciated teachers who keep things simple for us mere mortals who appreciate having things explained clearly and in everyday words. Best, david 2. Fred asks: How would you use TEAM-CBT to treat individuals with schizophrenia? Hi David, Do you have any schizophrenia thought experiments? Most of my clients struggle with voices. I tell them there is always a good voice, which I believe is the Holy Spirit woven into every person at birth. I also tell them to welcome the voices and listen for what they need, because the voices need to be welcomed back into the body - the "family" - of the person, according to Internal Family Systems. I welcome your thoughts. I am not a therapist so anything I say or do needs to fit my role as a recovery coach. Fred South Bend, Indiana David's Reply. Thanks, Fred, great question. I have treated many individuals with schizophrenia, but they have rarely or never asked for help with the voices they hear. I like to set the agenda for each patient, finding out what they specifically want help with. And individuals with schizophrenia respond very well to TEM-CBT, both the individual treatment model for depression and anxiety, as well as the interpersonal model for relationship problems. An experience early in my career highlighted the folly of trying to challenge the delusions of individuals with schizophrenia. A young man, a new patient, seemed uncomfortable and when I inquired, he explained that the receptionist, Lucretia, was listening in because she could “hear” our thoughts and our conversation. I explained that Lucretia did not have much money, and that if he wanted we could do an experiment to test his belief. I put a $20 bill on the desk and said that if Lucretia knocked and came into the office, she could have the money. So I did that and Lucretia did not knock on the door or appear in the office. I asked the young man what he concluded from our “experiment.” He said that she “knew” it was an experiment since she could “hear” our thoughts, and didn't come in because she didn't want us to know she was “listening in” on our dialogue! That's an excellent example of what happens when the shrink tries to set the agenda, as opposed to helping patients with what THEY want help with! In my experience, you can help individuals with schizophrenia with self-esteem, anxiety, and relationship problems with psychotherapy, and they do feel and function somewhat better, but they still, sadly, have schizophrenia. This is my thinking only, and others may differ. I know that Aaron Beck and many of his followers have done research studies claiming they can help schizophrenia with traditional CBT. I am skeptical, but have not read those studies or evaluated the data with a critical eye! So who knows? Maybe they have some decent results. Best, david 3. Author not known asks: Why don't the therapists you treat with TEAM treat themselves using self-help techniques? Why can't the TEAM-CBT therapists who have done personal work with you on the podcasts do that work themselves in self-help mode?" They know all the techniques and have all the tools. With no qualifications, I have my own theory on that, which is actually based on TEAM. I don't know how to give myself the level of E=empathy required to move on to the next stage. So I guess my question could be reworded as "Is it possible to give yourself sufficient empathy in self-help mode?" or "Are there techniques or tools you can use to give yourself empathy in self-help mode?" David's Response Thanks, cool question! Blind spot, especially in relationship problems To get experience in the “patient” role Sometimes, we all need a little help from a friend, and that can sometimes be vastly faster than trying to do everything on your own. But in terms of empathy, I believe you CAN treat yourself with empathy, warmth, and compassion, and that is actually one of the keys to recovery, whether or not you're in treatment with a shrink!   4. How does David understand the difference between healthy and unhealthy emotions? Is there any overlap between EFT (Emotionally Focused Therapy) and David's TEAM-CBT? Hi Dr. David and Dr. Rhonda, I have a question if you have a chance, and maybe this is better for an Ask David. David talks about healthy emotions sometimes, and this feels like a faint through-line to EFT model. Does David have a framework for understanding healthy emotions or emotional needs? When a client is grieving, David encourages the tears to flow and notes it's an expression of how much the client valued something. David also demonstrates what EFT would call protective anger, when using the counterattack method, “I'm tired of listening to your BS.” And lastly David demonstrates what EFT labels self-compassion while using the acceptance paradox and 5 secrets responses to critical thoughts. Thanks, Zach David's Response Thanks for the excellent question. I have to confess that I don't know much about EFT, but I think there's a lot of overlap in different “therapies” since many people “borrow” ideas from other experts, and get so excited about them that they call them their own, and simply give them a new name, claiming to have something entirely new. And it sounds like there are some definitely similarities between my TEAM-CBT and what is called “EFT.” If this is true, I'm certain I didn't do the “borrowing” since I don't attend to the work of others in the field, for better or worse. At any rate, I have always taught my students that each negative feeling has a healthy and an unhealthy version, as you can see in the following table. The main difference is that the healthy version results from valid negative thoughts, and the unhealthy version results from distorted negative thoughts. However, in the past 25 years or so, I've taken a new look at so-called “unhealthy negative feelings” in my TEAM-CBT. There, we reframe the negative feelings, showing what's beautiful and awesome about each one. IN other words, we genuinely try to sell the patient on NOT changing. Paradoxically, this approach, which I call Positive Reframing, seems to melt the patient's resistance to change, and that nearly always opens the door to the possibility of rapid change. Healthy vs Unhealthy Negative Feelings Healthy Version Unhealthy Version Sadness, grief when you've lost someone or something you loved Depression, worthlessness, hopelessness Healthy fear when you're in danger Anxiety, nervousness, worry, and panic, and phobias Healthy remorse when you've hurt someone you love Neurotic guilt, blaming yourself for something you're not entirely, or at all, responsible for Healthy inadequacy and awareness of your very real shortcomings and limitations Worthlessness, inferiority Missing someone you love Desperate loneliness, abandonment, feeling unlovable Discouragement when you fail or when things don't work you Hopelessness Sharing your anger in the spirit of love and respect Unhealthy anger, aggression, acting out your anger with the goal of hurting or upsetting the other person, or getting back at them   Thanks so much for listening today! Warmly, Rhonda and David  

Today, Rob Carver joins us for our weekly conversation on Trend Following, where we also address this week's press conference held by Chairman Powell. We discuss the most optimal time period for trend following and how trend following differ from short-term trading. Then we explain the challenges in the UCITS space and how regulation affects these products, and why it is important to correctly distinguish asset classes and trading strategies from each other. We also discuss Rob's approach to building mean reversion systems, the importance of analyzing trading costs and if it is worth learning how to trade futures, if you have a small account. Lastly, we discuss hedge fund replication and how Rob approaches it, and how to decide, how much you should allocate to Trend Following and much more. ---- ---- Follow Niels on https://twitter.com/toptraderslive (Twitter), https://www.linkedin.com/in/nielskaastruplarsen (LinkedIn), https://www.youtube.com/user/toptraderslive (YouTube) or via the https://www.toptradersunplugged.com/ (TTU website). IT's TRUE ? – most CIO's read 50+ books each year – get your FREE copy of the Ultimate Guide to the Best Investment Books ever written https://www.toptradersunplugged.com/Ultimate (here). And you can get a free copy of my latest book “The Many Flavors of Trend Following” https://www.toptradersunplugged.com/flavor (here). Learn more about the Trend Barometer https://www.toptradersunplugged.com/resources/market-trends/ (here). Send your questions to info@toptradersunplugged.com And please share this episode with a like-minded friend and leave an honest Rating & Review on https://www.toptradersunplugged.com/reviewttu (iTunes) or https://open.spotify.com/show/2OnOvLbIV3AttbFLxuoaBW (Spotify) so more people can discover the podcast. Follow Rob on https://my.captivate.fm/@InvestingIdiocy (Twitter). Episode TimeStamps: 00:00 - Intro 02:58 - The biggest takeaways from the week? 11:36 - Industry performance update 13:27 - Status on Rob's book 14:38 - Q1, Simon: What is the shortest term that Rob has looked at in trend following / momentum? 25:26 - Q2, Matthew: Relationship between UCITS funds's lower vol and Trend Following allocation? & Advice for small investors 32:20 - Comment, Mark: Confusing asset classes and trading strategies 39:22 - Q3, Toby: About building mean reversing systems 40:58 - Q4, Zach: How to approach holding periods and rolling costs? 43:22 - Q5, Anis: Cash equities vs. futures for trend following? 46.29 - Rob's take on hedge fund replication 01:00:18 - Trend Following - How much is enough? 01:06:42 - Announcement Copyright © 2022 – CMC AG – All Rights Reserved ---- PLUS: Whenever you're ready... here are 3 ways I can help you in your investment Journey: 1. eBooks that cover key topics that you need to know about In my eBooks, I put together some key discoveries and things I have learnt during the more than 3 decades I have worked in the Trend Following industry, which I hope you will find useful. https://www.toptradersunplugged.com/resources/ebooks/ (Click Here) 2. Daily Trend Barometer and Market Score One of the things I'm really proud of, is the fact that I have managed to published the Trend Barometer and Market Score each day for more than a decade...as these tools are really good at describing the environment for trend following managers as well as giving insights into the general positioning of a trend following strategy! https://www.toptradersunplugged.com/resources/market-trends/ (Click Here) 3. Other Resources that can help you And if you are hungry for more useful resources from the trend following world...check out some precious resources that I have found over the years to be really valuable. https://www.toptradersunplugged.com/resources/ (Click Here) https://www.toptradersunplugged.com/legal/privacy-policy/ (Privacy Policy) https://www.toptradersunplugged.com/disclaimer/ (Disclaimer)

Summary:  In the sixth episode of Season 10 of the Propcast, host Louisa Dickins is joined by Zachary Denning and Jerremy Spillman, co-founders of Hank. JLL's recently acquired AI-powered virtual engineering platform for buildings. Zach and Jerremy share how Hank is helping the commercial real estate world reduce emissions and assist clients in their transition to net zero. The guests discuss the geographical differences surrounding the adoption and consensus of technology that they have noticed since Hank successfully expanded to Europe.  In this episode you'll hear about the ever changing appetite for efficiency within commercial real estate, how technology can help real estate meet its sustainability goals and what the future holds for Hank.  Resources: LMRE Global Recruitment and Search Consultancy LMRE YouTube Interviews Shout Outs: Rob Baker, Head of Product, Hank Key Insights From This Episode:   You could put a Ferrari engine into a building, but if you don't know how to drive it you're not going to get anything out of it - Jerremy If you're not able to satisfy both the ownership and the investor level as well as the property level, you're never going to have a successful product - Jerremy We're driving a culture of execution, everybody on the team is on the same mission to drive revenue, if we're not driving revenue then we're stagnant - Zachary I figured out that smart buildings aren't so smart, machine learning is the future of this industry - Zachary  Why not be inside the largest, most progressive property management ownership firm in the world? There's no more strategic partnership than that - Zachary   About Our Guests: Zachary Denning:   Zachary Denning earned his degree in mechanical engineering and has always had a strong aptitude for software development. In his +10 years in the smart buildings industry, he was able to identify and solve core building engineering challenges using applied machine-learning and AI – Eventually leading to the development of a new market, virtual engineering. Zach has grown the Hank virtual engineering team to over 50 members under JLL and together they're pushing the boundaries of machine-learning in building operations to maximise client value.   Jerremy Spillman:   Over the last 12 years Jerremy has worked in the clean tech space ranging from utility DSM program management to battery powered electric vehicle charging stations.  Most recently Jerremy co-founded Hank, an A.I. powered HVAC management tool for commercial office buildings.  Hank was recently acquired by JLL Technologies as a key tool to meet their aggressive sustainability goals.   About Hank:   Recently acquired by JLL, Hank is a virtual engineering platform powered by artificial intelligence (AI) that autonomously optimises the management systems of commercial buildings to deliver increased comfort, air quality and energy savings.   Hank's system applies machine learning and AI to solve many of the commercial real estate (CRE) industry's largest operational challenges, including HVAC programming inconsistencies and energy and equipment performance inefficiencies. Its cloud-based platform optimises energy efficiency, air quality, maintenance costs and tenant comfort - ultimately delivering increased net operating income (NOI) to real estate investors.   About Our Host Louisa Dickins Louisa is the co-founder of LMRE, which has rapidly become the market leading global PropTech recruitment platform and search consultancy with operations across North America, United Kingdom, Europe and Asia-Pacific. To promote the industry she is so passionate about, Louisa set up the Global podcast ‘The Propcast' where she hosts and invites guests from the built environment space to join her in conversation about innovation. About LMRE LMRE is globally recognised for leading the way in Real Estate Tech & Innovation talent management. From the outset our vision was to become a global provider of the very best strategic talent to the most innovative organisations in PropTech, ConTech, Smart Buildings, ESG, Sustainability and Strategic Consulting. At LMRE we are fully committed at all times to exceed the expectations of our candidates and clients by providing the very best advice and by unlocking exclusive opportunities across our global network in the UK, Europe, North America and Asia-Pacific.   Timestamps: [2:04] Zach: Can you tell us about your career journey to founding Hank and also how you know Jerremy? I started out as a mechanical engineer in the smart building industry. I learnt that the owners of buildings rarely know which control systems are in their buildings despite these softwares generating savings. I taught myself machine learning and realised that it has the ability to solve these problems in a long term capacity.  I won a grant and spent time developing a software that proved that machine learning could drive substantial savings in buildings and we can generate huge economics for clients. I went out fundraising through several channels and that's when I met Jerremy and pulled him in as co-founder and CRO, and this carried us to JLL.   [4:15] Zach: How long did it take you to develop the software? The first year I spent developing a solid foundation for the software so I had a product that I could test the market with. I received a grant in year 2 and by testing the market, proved that it had improved the comfort within buildings dramatically. By the end of year 3, we had viable proof of the product and concept and therefore the ability to go out and fundraise.  [6:02] Jerremy: What has it been like since your introduction to Zach? I started my career in sales so since meeting Zach it has been really exciting understanding the new market that there is for technology and quickly picking up the nuances in the industry. This completely new way of managing the largest energy consumer and cost driver in a building has made me really passionate about what we're doing with Hank. [7:47] Zach: Can you explain a little bit about what Hank is? The Hank product itself is a true machine learning virtual engineer, we don't do any physical work in buildings or have an onsite team. Hank enables engineers in buildings to do their job more effectively and not have to worry about changing setpoints, tuning systems in or working with a variety of different stakeholders to solve their problems. We work alongside existing smart building systems that are already in place, we drive a saving on energy of at least 15% and sometimes as much as 50%. [11:50] Jerremy: How does Hank help investors meet their sustainability goals? Hank is a Software-as-a-Service, so there is no replacing of controllers, we just drive what is already in place to its highest efficiency and that allows them to build their sustainability plan for the future.  If you're not able to satisfy both the ownership and the investor level as well as the property level, you're never going to have a successful product. We have utilised the data and found that we can fix comfort without sacrificing energy and we can save energy without sacrificing comfort. [16:06] Jerremy: How did your acquisition by JLL Technologies come about and what does it mean for your business? We align well with JLL because our number one priority for meeting sustainability is carbon reduction which JLL succeeds in with all of their vendors. Adding JLL's property management team to our virtual team adds an additional level of expertise and differentiates us from other management services. Zachary: For us to be primed to grow, the most strategic partnership we can use is to be inside the largest and most progressive property management firm in the world.  [22:05]  Zachary: What core values do you have in your business? We're driving a culture of execution, everybody on the team is on the same mission to drive revenue, if we're not driving revenue then we're stagnant. We have a very transparent approach, we have a mentality that we're building this together and all have an equal voice.  When we bring people on board they can individually see the impact they're making and that drives them towards our common goal of producing revenue and growing as a business. [24:49] Jerremy: Now you have expanded to EMEA, what are the differences you have seen between the US and Europe? Europe is far more advanced and focused on emission reduction which has helped us fit in straight away. They have helped us learn what property teams and investors are doing to push sustainability efforts and what the US needs to do to progress. Buildings in Europe already have the infrastructure in place with other smart technologies that we can integrate into, to feed our machine learning models and produce more data. The market in EMEA is ready for a solution like Hank, whereas in North America we're having to get the market ready. [28:02] Zachary: What is next for Hank? We're in the midst of a complete redesign of a new user interface, we want to give our customers a new evolution of what building automation can be without an additional cost. We want to push forward on evolving this product whilst proving everything to our customers comes under one subscription with no additional fees, we want them to know that this is just an inherent part of our service that we will continue to improve. L – Touch on the main lessons you have learnt throughout your career. Jerremy: As long as you have got hard work and dedication you are always going to push things forward. M - Please give a mention to anyone / product / service. Zachary: Rob Baker, he was an internal JLL employee that gravitated towards our team, he was a project manager and now he is involved in everything, he has been phenomenal to work with. R – What has been the most  rewarding  aspect of working in PropTech? Zachary: Watching this product come to fruition and having Jerremy's team and our operations team execute it successfully. E - What are you excited about in the future of Proptech? Jerremy: I'm excited for Proptech and sustainability to become the norm in the real estate industry.   Sponsors Launch Your Own Podcast A Podcast Company is the leading podcast production and strategic content company for brands, organisations, institutions, individuals, and entrepreneurs. Our team sets you up with the right strategy, equipment, training, guidance and content to ensure you sound amazing while speaking to your niche audience and networking with your perfect clients. Get in touch hello@apodcastcompany.com 

Richard Brennan joins us in today's episode, to discuss all things Trend Following and we take lots of questions from listeners regarding methods for calculating initial stops and trailing stops, how to define and classify Trend Following, programming languages and how CTAs follow their system rules during drawdowns. We also talk about how big the Trend Following industry really is, back testing, risk management and allocating funds to a professional manager and how the TTU Trend Following Index compares to other indices plus much more. ---- ---- Follow Niels on https://twitter.com/toptraderslive (Twitter), https://www.linkedin.com/in/nielskaastruplarsen (LinkedIn), https://www.youtube.com/user/toptraderslive (YouTube) or via the https://www.toptradersunplugged.com/ (TTU website). IT's TRUE ? – most CIO's read 50+ books each year – get your FREE copy of the Ultimate Guide to the Best Investment Books ever written https://www.toptradersunplugged.com/Ultimate (here). And you can get a free copy of my latest book “The Many Flavors of Trend Following” https://www.toptradersunplugged.com/flavor (here). Learn more about the Trend Barometer https://www.toptradersunplugged.com/resources/market-trends/ (here). Send your questions to info@toptradersunplugged.com And please share this episode with a like-minded friend and leave an honest Rating & Review on https://www.toptradersunplugged.com/reviewttu (iTunes) or https://open.spotify.com/show/2OnOvLbIV3AttbFLxuoaBW (Spotify) so more people can discover the podcast. Follow Rich on https://twitter.com/RichB118 (Twitter). Episode TimeStamps: 00:00 - Intro 02:24 - Weekly highlights 09:24 - Q1, John: Risk Management & Calculating stops 13:31 - Q2, Abe: Outliers, esoteric products - do we need them? 20:53 - Q3, Zach: How to keep following your rules in difficult times? 31:41 - Q4, Troy: How big is the Funds Management industry? 35:54 - Q5, Adam: Allocating to external TF funds, using Filters & much more 01:05:47 - The Unique side of the TTU Trend Following Index 01:19:03 - Industry Performance update Copyright © 2022 – CMC AG – All Rights Reserved ---- PLUS: Whenever you're ready... here are 3 ways I can help you in your investment Journey: 1. eBooks that cover key topics that you need to know about In my eBooks, I put together some key discoveries and things I have learnt during the more than 3 decades I have worked in the Trend Following industry, which I hope you will find useful. https://www.toptradersunplugged.com/resources/ebooks/ (Click Here) 2. Daily Trend Barometer and Market Score One of the things I'm really proud of, is the fact that I have managed to published the Trend Barometer and Market Score each day for more than a decade...as these tools are really good at describing the environment for trend following managers as well as giving insights into the general positioning of a trend following strategy! https://www.toptradersunplugged.com/resources/market-trends/ (Click Here) 3. Other Resources that can help you And if you are hungry for more useful resources from the trend following world...check out some precious resources that I have found over the years to be really valuable. https://www.toptradersunplugged.com/resources/ (Click Here) https://www.toptradersunplugged.com/legal/privacy-policy/ (Privacy Policy) https://www.toptradersunplugged.com/disclaimer/ (Disclaimer)

People claiming to have DID (Dissociative Identity Disorder) can have multiple relationships and it's not considered cheating because it's a “different person”. DID is one of the hottest trends on TikTok. A Wisconsin school district filed a Title IX complaint against 3 middle school students, accusing them of sexual harassment for using incorrect pronouns when addressing another student Mary - I think Satan promotes doing whatever you want. (In regards to having multiple relationships) Matt - I think that if you actually have Identity disorder you wouldn't be culpable for sin if you had multiple relationships because your personalities would not know about the other relationships. What are your thoughts? Kelly - Is it possible to worship Mary? Does the Church condone this? Katarina - I called in September in regards to title 9. I wanted to follow up with you about this. I got my son out of the school, but now we are coming under attack about it. Add Homeschooling To List Of Things The Left Says Is Racist Peter - Can men wear hats during mass? Zach - How do we know what we are told is accurate in regards to the teaching of the Catholic faith?

Zachary Beach is an Amazon Best-Selling Author of The New Rules of Real Estate Investing and revised edition of Real Estate On Your Terms. He has been an authority in real estate for 7 years now and has personally completed hundreds of real estate transactions and has mentored investors to complete thousands of transactions. At the age of 25, Zach decided to leave the world of bartending and personally training and jump into the family business. Now he is an equal partner and runs the acquisitions department, focusing on helping sellers accomplish their goal of selling their property. If Zach is not working, you will find him enjoying the outdoors or spending time with his wife Kayla and two kids Remi and Bellamy. His passion for family and business is what keeps him motivated and excited to take on each day. What you'll learn about in this episode: Why betting on yourself, betting on others, and then others betting on you can increase the impact you have on the world and on your own life Zach shares how his challenging childhood ultimately led to a drug habit and educational struggles in middle school How Zach's first time truly betting on himself was the key to becoming captain of his highschool football team and making it into college How stumbling and falling back into his old habits after his father passed away was an important wakeup call for Zach How pulling himself back out of drug addiction proved that Zach's bet on himself was well-placed, and how it gave Zach the push to keep moving forward How working as a barback and bartender taught Zach that grinding a job without having passion for it leads to burnout, and how he first broke into real estate investing How joining the Smart Real Estate Coach team required Zach learning to bet on others and have others bet on him How Zach's first real estate deal suffered a huge lead-based paint blow, and how he managed to pick himself back up again How Zach often sees these same “three bets” in the journey that Smart Real Estate Coach associate students go through Why believing in yourself and believing that you can't lose if you bet on yourself is crucial for achieving success Resources: Follow Chris and Zach on Club House to learn even more about deal structures and how to get 3 paydays from your real estate investments. If looking to secure some lines of credit for your business, check out Fund and Grow – Visit our Resource page at https://www.smartrealestatecoach.com/resources Schedule a FREE Strategy Call: SmartRealEstateCoach.com/action Check out Chris's upcoming Business Scaling Secrets virtual event: www.BizScaling.com Register for our free masterclass: www.SmartRealEstateCoach.com/mastersclass Business Scaling Event: http://bizscaling.com/ Real Estate on Your Terms by Chris Prefontaine SmartRealEstateCoachPodcast.com/webinar SmartRealEstateCoachPodcast.com/ebook SmartRealEstateCoach.com/QLS Smart Real Estate Coach Podcast Sponsor: Paul G. Dion CPA, CTC  

This weeks guest is the local legend, Chris Hyppa! Chris is a NBA/ WNBA Skills Development Coach and works with some of the top Youth Athletes in the country as well. We talk a lot about basketball but also dive deep into Coaching and how to develop as a younger athlete. IN THIS PODCAST WE DISCUSS: Mitch- What got you started in coaching? Zach- You train players of all ages, what are some qualities you see that separate the kids that make it and those that don’t? Mitch- What are the fundamentals every player needs? How are the fundamentals of the game changing? Zach - You’ve said, If the mental piece is not there things won’t work. How do you work on your mental game? Mitch - How do you get through to players? Any tips? Zach - How can I improve my handle? Where would you start? Mitch- Coaching communication tips? More from Chris: @chrishyppa www.chrishyppabasketball.com Check out our FREE Nutrition Course and learn how to calculate your own macros! www.hidefmethod.com/freenutrition

Ade and Zach reply to more listener letters! Remember, if you have a question you'd like for us to answer and read on the show, feel free to email us at livingcorporatepodcast@gmail.com! You can also DM us on all platforms - they're open! Check them out: Twitter, Facebook, InstagramConnect with us! http://bit.ly/livingcorporateTRANSCRIPTAde: Hey, y'all. It's Ade.Zach: And it's Zach. Hey, look, we did it the other way. How does that feel?Ade: Yuck. I can't stand it.Zach: [laughs] It's also alphabetical, and we're going from A to Z with these listener letters. Yo. Bars. [laughs]Ade: All right. [?]. I'm just gonna let you have it.Zach: Man. Y'all, I might be--yo, I might--I need to take these talents, like, to NBC, man. Like, I need to write for somebody. Like, these are good jokes.Ade: Hm.Zach: Or maybe I'd be, like, a ghostwriter, 'cause, like, this is crazy. I have bars. Like, this is great. Did you hear that? I said alphabetical 'cause you--Ade: No, I got the point.Zach: You know what I'm saying? Come on, man. Don't hate. Okay, so look, we're doing these listener letters today. Now, look, we kind of said it last week. The names y'all put in these letters, we're going to say those names unless it seems a little too specific, then we might, like, just call it something else, right? But, like, just know we're gonna read these letters as you send 'em, right? So, you know, sign your name with what you want to be addressed as, and we'll make sure that we respect that, but, you know, we don't want to, like, go into our fake bag name and then, like, give you a fake name, but that might mess around and be your real name, you know what I mean? So just help us out. Help us help y'all. Yeah? Okay. So look, we got these listener letters. We're gonna go ahead and get going. I'ma read this first one. The subject line is "Too Friendly." Uh-oh. What's that mean?Ade: It sounds like a call to HR.Zach: I'm saying. Like, what you mean too friendly? Relax. Okay. "What's up, Ade and Zach?" Look, they kept it alphabetical. What'd I tell you?Ade: [scoffs]Zach: "I feel--" [laughs] "I feel like everyone else is super close at my job and I'm always on the outside of whatever inside jokes they're telling. It makes me question who I can trust, since everyone is friends with everyone but me. They're always going out after work and will come back from the weekend with their stories of what they did. I just want to come to work, do my thing, and go home. I don't want to give up that much time, but I'm also feeling like the odd woman out. What should I do to feel more comfortable at my job? Thanks." She wrote her name as Tracy. Okay, so what should Tracy do?Ade: Well, Tracy, you can't have your cake and eat it too, friend. I don't know what to tell you. It sounds like you're saying that you don't want to do the things that make--that have made everyone else become closer and, you know, more vulnerable with each other, right? So I understand wanting to come to work and go home and have that be the extent of your responsibilities at work. That being said, it means that you're not going to have a relationship with the depth that you are admiring and coveting. I mean, you can certainly do the things that we encourage. You can ask your coworkers to go get coffee with you, maybe bring donuts, but you can't have the conversations with people, you can't--honestly, if they're having, like, inside jokes because they went to Happy Hour three times and you went zero times, you're not gonna get any of those contexts. Am I missing something?Zach: No, you're not, and I think ultimately to make friends you have to be friendly. That's what my mom always tells me. Right? Like, you have to actually put yourself out there. So looking at your letter, I'm not really sure--I'm imagining, because of our platform, that you're a person of--a woman of color, and if you are--and even if you aren't, like, it can be hard to put yourself out there and--'cause to show vulnerability with, like, a group of people that you don't really--you don't know, to, like, really try to make friends, and it's tough because, you know, like, the cliqueiness and stuff, like, those things don't just stop after high school. Like, there are definitely, like, work cliques.Ade: Correct.Zach: And so I can understand and empathize with you, you know, feeling a certain kind of way, but, like, if you [?] these insecurities, one way to combat those insecurities is to one, just, like, maybe go out every now and then. It doesn't have to be all the time, but just take the time. Like, if you know they go out somewhere every weekend, maybe you go one time with them on a weekend, or just start maybe with baby steps of if you know they're going out to Happy Hour every single week, you know, maybe choose one or two times a month that you're gonna go with them, right? Like, and then that way you can start kind of easing into it, and that way you will feel more comfortable, and then they'll feel more comfortable, and then, like, it'll--barriers will just kind of come down, I think. But I'm not a woman though, and, like, my wife always tells me that, like, women are different. Like, I'll be kind of talking to her about something and she'll be like, "Look, Zach, women are just different." So help me understand, Ade, what I might be missing in this.Ade: I do not want to project things that aren't there. I don't want to project off of my own personal experiences, simply because I don't think that it does Tracy any good to hypothesize about what could be happening. I mean, her letter doesn't say that she's ever been invited. So that to me might be the issue in that it's one thing that they're having all of these, like, Happy Hours or they're going or whatever it is that they're doing outside of work. It also doesn't say how long that Tracy has been there. It doesn't say that she's ever been extended a formal invitation. It doesn't say that they're including her in other ways that don't include these extracurricular activities, so I--there are many, many different things that could be going on, but what I do know to be true is that Tracy herself says that she only wants to come to work, do her thing, and go home. There are ways to develop friendly relationships that don't also require you to be more vulnerable than you want to be at work. So I would say to Tracy kind of what we said last week with I think it was Jamal. Grab a drink with them. Not, like, alcohol, but grab some coffee or grab some tea, or come in in the morning and ask them about the weekend and share a little bit of what you did on your weekend, or "Oh, hey. Did you guys catch Homecoming on Netflix? Really great. You guys should see it." There's so many--yeah, there's so many different ways that you can share cultural contexts that don't require you to be more revealing than necessary. Also, once you start relying on greater cultural contexts, I mean, you don't have to get their inside jokes, because Beyonce, like, crosses all cultural barriers, right? Like, come on. Come on.Zach: "Come on. Come on." [laughs] No, I super agree, and that's a really good point, like, that culture is a big deal. People talk about culture in, like, these really, like, high-brow, generic, 30,000-foot ways, but I think, like, just really practically speaking, like, for people of color, at least I'll speak for black folks, like, if I'm going out for drinks with you after work, like, that means that I'm really cool with you. So, like, it's hard for us--I'll speak for me anyway. It was hard for me to, like, really be like, "Yeah, I'ma go out to drinks with you," after I've already worked 8 hours or 9 or 10 hours with you and I've seen you, you know what I'm saying, all day, and I don't even know if I really like or trust you. So, like, you haven't really shown me, like, any type of trust-worthy characteristics while we work together, but now I'm about to spend extra time and my money with you? Right? Like, those are the things that have gone through my mind. Like, "Okay, I'ma go break these barriers down," but, like--and we talked about this with Deborah Owens, who's CEO of the Corporate Alley Cat. We spoke with her--we spoke with her about this, I believe that was in season 1, but we were just talking about that's part of the job. Like, doing that, extending yourself is part of your job, and getting to know those people is part of--is part of your whole work life. Like, those are working hours for you. Like, that's how you should think about it. If you genuinely just don't do want to do it, it's important for you to make some of that time. Again, it doesn't have to be all the time, but you should not be like, "No, I don't go to anything." Like, you should go to something from time to time, but I also think it's a really good point that, like, you shouldn't have to extend yourself super far. There are small things you can do at work, you know what I'm saying? There are things you can do at work to make sure that people at least know a little bit about you. Maybe there's some more humor you can insert at work. Again, I'm not asking you to be, like, a comedian. I'm just saying, like, there's things that you can do. So I think that's really good feedback.Ade: I think the final comment that I would want to make is that--have you ever seen that graphic of the cultural context? Like, the cultural iceberg?Zach: Nah, what is that?Ade: Okay, so it's this image that shows--like, you know how an iceberg, you really can only ever see the tip of it, and there's so much more depth or so much more that's underneath the waters? At the top, it shows things like food and holidays and language as the things that are easy to see, but underneath the surface there are things like rules of conduct, child-rearing practices, family values, body language, expectations, aesthetics, personal space. There are all of these different things that are a part of your culture that are so much more difficult to articulate. I think there is such a thing as work culture, a similar iceberg in that it's easy to see, like, your dress code, turn-around time for client deliverables, or just all of these different things that are easy to see once you enter the work space, but they're things that are--that are underneath the surface, right? How often you should be going to Happy Hour being one of them, which could be really alienating for people who don't drink for whatever reason, right, or that you have to make your rounds every day to have conversations with people, which is something that I didn't know when I first started working in a lot of corporate spaces. Like, you have to make rounds. You have to go around to people and make conversations in certain--in certain work environments because you're so scattered, and so in order to maintain your working relationships, it's this unspoken rule that you get up at 10:00 a.m. or at 2:00 p.m. and you kind of go talk to other coworkers. These are all things that are a part of that work culture iceberg that might be difficult to see, and once you have fallen on the wrong side of that iceberg, it's very difficult to repair those relationships. Because they're unspoken, people assume that you know that this is the appropriate thing to do, and so they feel as though you've slapped their hand one too many times when they extended it out and tried to be friendly by inviting you out or by asking you to do whatever, whereas your understanding is "I'm just here to work and go home," and so in order to bridge the gap of those two work cultures, I would say that there is no better time than now to start reaching out. And people love talking about themselves. It's not, like, a moral failing. It's simply just human nature. Like, when people start taking interest in the things that you enjoy and the things that you feel proud of, it makes you feel closer to the person asking. So Tracy, I would advise you to--not us asking you to, like, do any social engineering, but getting to know people by asking them about the things that they love and the things that they enjoy, and also with the understanding that we are not saying that that means that you need to go attending Happy Hours or that you need to extend yourself any further than necessary, simply that it is a mark of a good professional to be able to maintain good working relationships, regardless of the depth of those relationships. Does that make sense?Zach: It does make sense, and that's just a really good reminder, even for me. Not even for me, like I'm somebody. For me, because--Ade: [laughs] You are somebody, Zachary.Zach: [laughs] Aw, thank you, Ade. But no, it's important, like, to make time and to, like, do the rounds. 99% of the time--99% of the businesses that we work in are people businesses. There's some type of people element to it, and even if they're not, like, external clients, if they're just, like, your own colleagues, there's relationships that you need to be continually thinking about in how you manage them. So that makes sense to me. I think it's super spot on.Ade: Cool. Cool, cool. Thank you for writing in, Tracy. We hope that you get a resolution to this soon, and we'd love to hear from you, see how you dealt with this, how you handled--how you handled this conversation.Zach: For sure, for sure. Okay, I see this next one. This one is called--the subject line is "Micromanager." Here we go. I'ma go ahead and read it. Actually, no, do you want to read this one? 'Cause I read the first one. Why don't you read this one?Ade: Sure, okay. All right. "Hey, Living Corporate. So I've been at my job for about two years now and recently got a new manager. They're nice enough, but are nonstop with the feedback," ooh, "as if they have something to say about every little thing to do, from checking my work, how I present and lead meetings and my body language. They're also asking me for their feedback, like, every other week to the point where I don't know what to say. I just am feeling overwhelmed. A part of me wants to tell them to back off, but I'm not trying to cause any trouble. What do you think I should do? Thanks. Courtney."Zach: Hm.Ade: Go ahead, Zach.Zach: So they're nonstop with the feedback. "I feel like they have something to say about every little thing I do, from checking my work, how I present, lead meetings, to my body language." So when I read this, and maybe I'm reading this from, like, a manager lens, right, so I could be wrong, it sounds to me like you have someone who's really engaged and they're trying to help you, right? And then when you say "They're also always asking me [?], like, every other week." So every two weeks they're asking you to give them feedback, so they're looking for you to help them, just like they're trying to help you. Are you just not--maybe you're just not used to being managed. Like, this is kind of weird. This is kind of weird to me. How do you feel? You're making all of these noises, and you were making noise when you read the letter, so, like, what am I missing here?Ade: Okay. I wouldn't necessarily say that Courtney is not used to being managed. I think that there are two conflicting styles here of working relationships. I think that Courtney's new manager is used to, to borrow PwC's phrase, "real-time feedback," and Courtney might be a little bit more used to a more hands-off style type of management, and that will--that will create conflict, but I don't know that it's necessarily a bad thing. I don't know that anybody is wrong here so much as miscommunicating, because it can be overwhelming to go from a very, very hands-off managerial style to someone who is seemingly in your face all of the time. That can be a very difficult experience. I know that I would be frazzled. I was frazzled when it happened to me, and I certainly think that--and I'm not saying that the manager is wrong either in saying that, "Oh, hey. I noticed that you do things this way. Maybe you should try this way instead," because ultimately most managers who are worth their salt are trying to help you develop your career and help you grow as an individual. They are not being malicious in their feedback, but nobody likes to be micromanaged, and that's likely what that feels like to Courtney. All that to say that I think that there are ways in which you can communicate that you feel overwhelmed with the deluge of information. Maybe you could schedule checkpoints every two weeks with your manager. Like, "Hey, let's go grab some coffee every two weeks for 30 minutes. We can have a conversation about my progress so far. We can talk about what you think I should be doing differently, but the constant check-ins are distracting, they're demoralizing, and I don't feel that they are actually helpful to me."Zach: That's real. You know, so, I'm looking at this email. Like, every other week the manager's asking them for feedback. 'Cause I don't know Courtney. I don't know if Courtney--Courtney might be a man or a woman, I'm not sure--asking them for feedback, right? So, like, asking them for feedback. Like, maybe that's where they can propose this. Like, that's where they can propose like, "Hey, look." Like, being really transparent, right? Like, "Hey, this is how this is making me feel. We have this time already." Unless it's something that's, like, a serious problem, like, "Unless it's something that's, like, gonna break--make something break, like, could we wait to kind of give me feedback during these points?" Typically, I'll say for me anyway, sometimes when I know that I'm micromanaging somebody, I realize that, like, I'm giving them feedback every little step of the way as opposed to, like, backing up and letting them, like, drive something, and then I can be like, "Oh, wait. I was gonna say this, but you ended up doing this anyway." "I was gonna say this, but you ended up--okay, so I don't even have to say anything about this," right? Like, I think that that makes sense. I think there is definitely opportunity, and if they really are being serious about this 360 feedback, I think that's the perfect place to give it to them then, but that's gonna take some vulnerability and, like, courage on your part, right? And you say in here, "Part of me wants me to tell them to back off, but I'm not really trying to cause any trouble." I don't feel like you're causing any trouble, right? I think it's about just being respectful, and nothing in here, what you've said, is that they've been disrespectful to you, so I'm gonna assume that everything has been above the board so far, that it's been, like, work. But that's what I would suggest, and yeah, I'm not trying to be unfair and say that you're not used to being managed. I guess what I'm saying is because of my work history, I've been in so many situations where, like, my lead does not care. They won't communicate with me. And I'm on a project now where I have a very engaged manager, and they really, really are plugged in, and they care about, like, my growth and my progress, and they give me, like, really poignant feedback, and it has felt at certain times overwhelming, but I had to ask myself, like, "Okay, how much of this is overwhelming because of I'm just getting too much feedback? How much is overwhelming because it's like, 'Wow, maybe I haven't really ever gotten, like, on-the-spot coaching about my performance before and, like, I'm just not used to how this feels.'" Like, maybe it's just a new feeling as opposed to me putting it on somebody else, you know what I'm saying? So that's what I mean when Courtney's like, "Okay, well, is this like--" How much is this just a new feeling for you that you need to navigate and, like, work through? That might take you time, and how much of this are you really feeling like they're micromanaging you? That's my take, but I feel like--I feel like we're still saying something--are we saying something different? Like, what do you think about what I'm saying?Ade: I think that it's entirely possible that it's both in that--I think we're actually saying the same thing actually, that the truth is somewhere in the middle, that Courtney might not be used to this person's managerial style, they might not be used to this instantaneous feedback, and that this manager's feedback might be--managerial style might be a little overwhelming, particularly for someone who has been in their position for two years and is switching contexts between two managers, and so I think that as a manager you do have to be mindful of the context and the role in which you step--like, the people who you're managing have had different contexts over time, and I think that it's only fair that you ramp up not coming with guns blazing. And it might not feel that way to you because you're simply doing what you've always done, which is "Oh, hey, I saw this. We should work on that," or "Oh, hey, I think you'd be a much more effective presenter if you did things this way." Which, fair, that's absolutely what you're supposed to be doing, but to manage up, Courtney, I would say that you should definitely take some time to sit down and figure out truly what are the things that make you the most uncomfortable, and then figure out how to make those things work for you, because if the feedback is meant for you to grow as a professional, there's no way that it can be a terrible thing to hear it. However, it's entirely true that it might be overwhelming for you when you're in the middle of deliverables and also trying to incorporate the last six things that were said to you in the last two days. So I would say that for me it would be much more effective to manage up in putting time on your manager's calendar, like, "Hey, every two weeks, let's go out, get some coffee or grab some lunch, and we can talk through my progress over the last two weeks and some areas you would like to see me improve, and we can iterate over my behavior in that way or my progress in that way as opposed to you sending me a note every, you know, three hours, because that's jarring."Zach: [laughs] Every three hours? No way. No way.Ade: Right, it's a little bit much, and not that I don't appreciate you paying close attention to me and my activities, but it does make me feel a little bit monitored and micromanaged, and I can't succeed in that way.Zach: No, that's real, and I mean, like--I'm agreeing with you, right? I agree with that. I think--and I think what's really cool is that two--every two weeks, that can just be the two weeks I already have set up, and yeah, so that's great. I think that's really good feedback. So Courtney, hope that helps. Let us know how it goes. Keep us updated on the progress. I definitely think the term "managing up" is important, 'cause this is part of it, this is a huge part of it, is you having this discussion with your boss, and it seems as--your lead, your manager, and it seems as if--I don't know. Maybe I'm looking at it through--I'm being biased 'cause I'm looking at it through, like, a manager lens, but it seems as if this person at least--I mean, the communication is there, right? It's not like you're having to create a lane of communication, so hopefully it should work out. We'll see though. Hm. Okay. All right. All right, y'all. Well, that does it for us on the listener letters. Let's see here. So I have one Favorite Thing, and I recognize that we did not talk about this in pre-production, so if you don't have one it's no big deal. But it's been a couple of weeks, right? So I just want to, like, really quickly--so, like, I feel like I can now talk about Avengers: Endgame. Very good, right?Ade: No spoilers.Zach: No, no. Definitely spoilers. It's been two weeks. It's been, like, two or three weeks.Ade: No spoilers. What? No. Don't be a terrible person.Zach: How am I being a terrible person? It's been mad weeks!Ade: No spoilers! None.Zach: Oh, my goodness. Man, I was about to say--I was about to be like, "And when So-and-so did the such-and-such!" I was just--Ade: I require more of you than you are giving me right now, Zachary.Zach: Man, that's real, that's real. Okay, so I'm not gonna get into spoilers. However, great, great movie. In fact, let me tell y'all what happened. So opening weekend, right?Ade: Oh. I was about to be like, "Didn't I just say?"Zach: Nah, nah, nah. So opening weekend, right? I planned on going Thursday night, but then I had a really busy day on Friday, and I was like, "You know what? Let me be wise and just, like, let me be mature, and I will wait," so I waited. I did not go Thursday night. I ended up going Friday night instead, and man, when I tell you that I was so emotionally overwhelmed. Like, I cried. I cheered. I cried again. I cheered again. I gasped, like, multiple times. I was like, "Man." And so I had already, like, proactively got tickets for Saturday AND Sunday, and I was like--'cause I just know I'm gonna want to see it again, and the theaters are sold out, but I was so tired--like, I was so drained by that movie and the multiple conversations I had--again, I'm not gonna get into spoilers. I was so drained. I was just like, "You know what? Let me just not." I've only gone to see it once. Like, that's how drained I was, 'cause I was just--I cried. Like, it was just so good. I've never seen a movie--like, it's just the culmination of more than 20 films, man. Like, come on, dogg. Like, that's a lot of work. It was so good. Like, you saw it, Ade. Am I tripping? Was it not great?Ade: It was amazing. Amazing.Zach: It was so--like, my gosh. It was so good.Ade: Amazing.Zach: Ugh, so good. So anyway, that's my favorite thing. I hope that y'all go see it if you haven't already, and then also, you need to go ahead and just cut the cable and go ahead and get that Disney+, 'cause y'all know all these shows about to come up. And again, I can't get into the spoilers 'cause Ade told me not to, but there's gonna be a bunch of other stuff coming, and--Ade: I'm just gonna--I need your login information, Zach. Thanks in advance.Zach: You are wrong. [both laugh] You know, it's so funny. Like, everybody has Candice and I's login. Like, I go on my little Netflix and my Hulu, I see, like, 17 accounts. I'm like, "Who are these little profiles?" Like, what is this? Come on.Ade: You're the grown up. I don't know what to tell you.Zach: Clearly. My goodness though, and some of them--some of them created profiles when they were, like, you know, in college, but, like, come on, man. Like, we all got money now. Y'all need to go ahead and help. Get your own, you know what I mean? Anyways.Ade: Chip in.Zach: Chip in, exactly. Put in on this, you know what I'm saying? You know, put 5 on it. That's all I'm trying to say. So okay, with that being said, I feel like we're at the end. So Ade, is there anything else?Ade: Nope, that's it. I actually was gonna use Endgame as my favorite thing as well. I've seen that movie several times at this point, and yeah, y'all watch it so we can talk about it in two months.Zach: Straight up. Okay, well, I guess that's that. Thank you for listening to us and joining us on the Living Corporate podcast. We are on all of Al Gore's internet.Ade: Everywhere.Zach: Everywhere. Just type in Living Corporate. Check us out. You type in Living Corporate on Google, we will pop up on every major player. You can check us out on Twitter @LivingCorp_Pod, on Instagram @LivingCorporatePodcast. You can email us at livingcorporatepodcast@gmail.com. And actually, on Instagram it's not @LivingCorporatePodcast, it's @LivingCorporate. Boom. Thank you. If you have any questions, any letters you'd like to send in on the show for us to read them like we did on this episode today, again, just email us, or you can DM us on Twitter and Instagram, 'cause our DMs are wide open. That's right. You don't even have to follow us. You can just DM us, but come on, be polite, 'cause some of y'all be out here wildin', okay? You know who y'all are. I'm not even gonna give you the air time, but you know. Let's see here. What else? What else? What else? Nah, I feel like that's it, you know what I'm saying? Grace and peace, afro grease or whatever else you use to keep your skin and hair lathered. You know, do what you do.Ade: [sighs] So much is happening. Um...Zach: This has been Zach.Ade: ...Yeah. This has been Ade. Y'all pray for Zach. He's going through some things.Zach: [laughs] Not at all, not at all! Listen, okay? Moisturization is important, and we're talking to people of color here. Come on. Like, you gotta--come on, let's go. Carol's Daughter or something. You gotta use something.Ade: [sighs] Goodbye, y'all.Both: Peace.

Zach Perret is the Founder & CEO @ Plaid, the startup providing the easiest way for users to connect their bank accounts to an app whether it be transactions, identity or authentication. To date, Zach has raised over $300m with Plaid from some of the best in the business including Mary Meeker, Index Ventures, Andreessen Horowitz, Felicis, Spark and Homebrew, just to name a few. As for Zach, as CEO he has scaled Plaid to today with over 300 employees, 3 international offices and over 10Bn transactions analysed. Prior to founding Plaid, Zach was a consultant @ Bain. In Today’s Episode You Will Learn: 1.) How Zach made his way into the world of startups from consulting at Bain and what led to the founding of Plaid and the mission to unlock consumer finance? What advice would Zach give to emerging grads today, questioning whether to join or start a startup? 2.) What does great leadership and CEOship look like to Zach? How has Zach seen himself evolve and develop as a leader over the last few years? How does Zach think about prioritisation? How does Zach determine what to say yes vs what to say no to? What has Zach found the most challenging in scaling as a CEO? What has he done to mitigate this? 3.) How does Zach think about constructing the optimal recruitment process? What have been some of Zach's biggest lessons in what it takes to really recruit world-class talent? What does Zach mean when he says, "you have to hire for spikes"? How does Zach manage the tension of keeping the high-quality bar whilst also sustaining the very steep growth curve? 4.) Plaid recently raised $275m, how does Zach think about capital efficiency with Plaid today? How does Zach determine when is the right time to transition from the mindset of lean and iteration to raising a war chest and going for the home run? What is Zach's biggest advice to founders when it comes to investor selection? Is it possible for the investor and the founder to be "friends"? 5.) When assessing the fintech landscape today, what is Zach most excited to see develop over the next 12-18 months? How are we seeing much larger incumbents like Goldman innovate in the proliferated world of fintech startups? How does the US view the fintech innovation that has occurred in the UK? What does this mean for US fintechs? Items Mentioned In Today’s Show: Zach’s Fave Book: Hard Drive: Bill Gates and the Making of the Microsoft Empire As always you can follow Harry, The Twenty Minute VC and Zach on Twitter here! Likewise, you can follow Harry on Instagram here for mojito madness and all things 20VC.

Zach Coelius is Managing Partner @ Coelius Capital and in his own words, "a pretty eclectic investor who loves to see just about any deal". To date, Zach has made investments in the likes of mParticle, Cruise Automation, Branch Metrics, SkySafe, ProsperWorks and more. In addition, Zach is or has been an advisor to LiveRamp, Hellosign, Art19, Loom.ai, Survata and StartGrid just to name a few. Prior to his investing career, Zach was CEO @ Triggit, an online adtech company which he raised over $18m for and was ultimately acquired in 2015. If that was not enough, Zach is also a Senior Advisor to McKinsey & Co. In Today’s Episode You Will Learn: 1.) How Zach made his way from the world of operating and adtech to investing and advising startups today? When does Zach feel the ecosystem really started to take him seriously as an investor? What did Zach learn from being in the adtech space that he has applied to his investing today? 2.) The Future of Venture: Naval has previously said we will see "the unbundling of VC", does Zach agree with this view? Why does Zach feel we are seeing both the bundling and the unbundling of venture platforms? What unique challenges does this pose for both sides of the equation? How should entrepreneurs evaluate the different options, bundled vs unbundled? 3.) Portfolio Construction: Why does Zach believe that portfolio construction is fundamentally inefficient? What 2 core areas of venture does portfolio construction cause issues for? When does Zach view to be the ideal insertion point if optimising for absolute returns and not following portfolio construction? 4.) Reserve Allocation and Pricing: Why does Zach think that the current mechanism for reserve allocation is broken? Why is it a fundamentally bias process? What does the optimal investment decision-making process look like to Zach? How does Zach think about the asymmetric information that is gained from being early into a company? How can investors really use it to their advantage? Why do they not? 5.) Why does Zach compare being an entrepreneur to being a gladiator and a rocketship? Why does Alex believe the transition from space articulation to product articulation is the most important thing an entrepreneur can do? What is the true sign of this transition in customer interactions? Where do many entrepreneurs make mistakes here? Items Mentioned In Today’s Show: Zach’s Fave Book: The Snowball: Warren Buffett and the Business of Life Zach’s Most Recent Investment: MudWtr As always you can follow Harry, The Twenty Minute VC and Zach on Twitter here! Likewise, you can follow Harry on Instagram here for mojito madness and all things 20VC.

Listen to this episode and explore: Update: It's Julie-Roxane's birthday (5:55) Julie-Roxane's podcast producing business (7:37) Where it all started (10:00) Seth Godin's The Podcast Fellowship (17:20) Helping the community (20:30) Julie-Roxane's's first client (23:35) Feeling like an imposter (25:15) Something big happens (30:05) Things get stressful (32:40) Putting a price on your work (38:27) Going from chef to podcast producer (42:58) Two ways to build a lifestyle business (48:00) The moment when Julie-Roxane became a podcast producer (51:55) Doing work that reflects your values (54:30) Mentioned in this episode: Seth Godin Enrollment for the third season of the Podcast Fellowship is happening now. Seth’s podcast Akimbo Debbie Weil's podcast: Gap Year for Grown Ups (Julie-Roxane's first client) Alasdair's podcast interview with Zach: How world travel hones our intuition Alasdair's old podcast: The Valet Parking Podcast Alasdair's blog post on doing the Vendange in France Connect with us: Email us at host@thefaroutpodcast.com Follow us on Instagram: @alasdair_jr Support this podcast: Leave a review on itunes Donate to the FAR OUT podcast Subscribe and share this episode with your friends! :D Credits: Intro music: "Complicate ya" by Otis McDonald Outro music: "Running with wise fools" written & performed by Krackatoa (www.krackatoa.com)

We sit down with Mentor + Mentees Founder, public speaker, entrepreneur, community leader, social influencer and Living Corporate ambassador Tim Salau again to talk about his journey in landing amazing jobs and his perspective on the gig economy.TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and you're listening to a B-Side. We've introduced the purpose of a B-Side before, but everyone's episode is someone's first episode. So for our new folks, B-Sides are random shows we have in-between our larger shows. These are less structured and somehow even more lit--that's right, even more lit--than our regularly scheduled shows. You don't believe me? Sound Man, I want you to go ahead and drop the air horns right HERE.[Sound Man complies]Zach: Okay, now listen. These B-Sides, we switch 'em up, y'all. Right? Sometimes we have a host conversation between myself and Latricia or Ade and Ola or Ola and Latricia. You get the point. Sometimes they're monologues just with your boy or with Latricia or one of the hosts, and then sometimes they're one-on-one interviews. And you can probably hear our guest laughing in the background, because we have such a guest and such an interview today. In fact, the only person to make two appearances in the same season, Tim Salau. [Sound Man throws in the cheers]Tim: I'm here. I'm here, man.Zach: Tim, what's going on, man? How you doin'?Tim: I'm doing well, man. I'm doing well. Thank you for having me again.Zach: No, no, no. Thank you for being here again. Now, look. For those who don't know you or didn't meet you the first time, I'm gonna ask you a few rapid-fire questions for the audience so they can kind of get to know you or get to re-know you. Are you ready?Tim: I'm ready.Zach: Okay. Where are you from and what degree did you graduate with, undergrad and grad school?Tim: I am from Houston, Texas. I graduated with a psychology degree from Texas Tech University and a Master's in Information Studies at the University of Texas in Austin.Zach: How many LinkedIn certifications do you have?Tim: I have over 200+ probably. [laughs]Zach: And what is your tech area of expertise?Tim: And my tech area of expertise is in artificial intelligence and user experience design.Zach: What are your primary initiatives these days?Tim: Primary initiatives is growing the Mentors and Mentees community and creating content that can help people in their career paths.Zach: What companies have you worked for in the past five years?Tim: I've worked for Facebook, Google, will be working for Microsoft. I've worked for the University of Texas in Austin, and I've worked for Living Corporate as a brand ambassador too. So I've worked for a lot of different companies. Oh, and Waze Carpool. [laughs]Zach: [laughs] Okay. Now, folks, y'all heard those companies that he name-dropped, right? Tim, how did you land those gigs?Tim: Honestly the hustle, really putting myself in the right position and being proactive in who I reached out to and sharing my value as much as possible, even when people ain't looking.Zach: So today we're talking about landing the job of your dreams. Now, Tim, what are some myths around getting a job that young people and definitely minorities need to understand?Tim: #1 myth I think I often see and see people follow is "I've just got to apply and I've got to chill." Not at all. You can--like, putting your application through an application tracking system and just expecting something to happen for you [isn't how?] you go about it now. Now you have to have a presence. You actually have to have a marketing strategy, some sort of approach in how you get your next job, which requires you to have an online profile, whether it be on LinkedIn or whatever profile, whatever online channel that aligns the next position you want to get, and then also offline networking, right? So really that myth that you just apply and you wait, and you apply to multiple companies and wait, are kind of like just shoot and pray. That's a myth. That's the #1 myth I've seen.Zach: So you've had multiple amazing jobs. [laughs] My question here is why did you leave any of them? Like, what was the--what was the reason for transitioning from one to the other and, you know, what is your long-term goal?Tim: So I'm a gig worker, and I'm glad you asked that because I think there needs to be more visibility on what gig work looks like. A lot of the work I've done in the past has been either from a partnership standpoint, and really the reason I've left is that, you know, whether it be the internships I've had or, you know, kind of like looking for a new opportunity to grow my skills and my perspective, but just kind of in search of understanding how I can go grow my skills to be the best community builder I can be. So I usually tell people I'm a full-time community builder, but, you know, I have skills and expertise in a lot of other different verticals, but my long-term mission is to be in a position to build communities. And, you know, that doesn't really--you know, I already have the title that I want. It's not to be a CEO or something like that. I'm, you know, kind of executing on what I want to practice every single day, but in order to do that I have to have a collective, you know, breadth of experiences that allow me to build a skill set, and being in front of the right people that will kind of, like, fire my vision, right? So, I mean, I've had a lot of great experiences, a lot of great jobs, but it's been a matter of, like, growth. Finding opportunities to grow in a new area and kind of, like, start puzzle pieces together on where I want my future to be like. Zach: See, what's interesting about this and what energizes me about your career story is it's like you have this ultimate mission that you're driving towards, and the brands and things that are associated with you driving towards your mission are just that, they're associations tied to this mission that you have. So talk to us a little bit more about being a gig worker and really how you see that playing a part in the future of how we all do work, right? Because I do believe, right, that the era of me saying, "Well, I work at Insert Company Here, and that's what I do. I do X," and you do that for 10, 20 years, whatever, that those days are coming to a close, right? I think that your approach on how you're one structuring your career and how you're navigating these spaces is really gonna be a larger framework for how millennials and Gen Y, how we work. So can you talk to us a little bit more about what you mean by being a gig worker, what you mean by, you know, being a community builder, and how that mentally helps you navigate these spaces?Tim: I love what you mentioned. So being a gig worker, I think there's a huge misconception around what a gig worker is. A lot of people think it has to do with freelance work or freelancers, but really it's a matter of--honestly, man, the way I put it is, like, you a hustler, right? I grew up in an environment where, you know, my dad was working multiple jobs. My mom was working multiple jobs. The people that we--the neighborhoods that we lived in, there--you know, there were families there, and the dad and the mom were working multiple jobs. So it's like this really had me--but understanding that, you know, you're working to survive, but at the same time being a gig worker is a matter of, like, choosing what your career path looks like but aligning it to the purpose, in terms of, like, the purpose of why you exist, of why you want to work for a living, and I think for me it's really a matter of having people understand that gig work isn't just a manner of contractual work, but it's understanding what are the opportunities I can pick up, paid or unpaid, that will strengthen my career, right? That will allow me to build skills in verticals, whether it be to become more technical or to build my social aptitude or my emotional intelligence, and see how that aligns to what your end goal is. So for me I actually don't have an end goal, and that usually surprises people because I tell people I have a purpose. So my purpose is the fact that I want to strengthen the bonds that people share with compassion and empathic action. In terms of the position I claim and I usually want people to kind of see me as is that I'm a community builder. So I put myself in positions to strengthen bonds, right? Whether it be hosting an event, me organizing a function, me creating a community or me educating someone. I do that actively. Now, I'm not necessarily always thinking about ways to get paid doing this. I'm thinking about ways to put myself in the position to follow my purpose. So when it comes to goals and long-term achievements, that might change, right? I can't say I'm gonna do this by 2025. The world is gonna be really, really different by 2025, right? Like, a lot of things are gonna change. So I can't necessarily say this is gonna be my exact goal. I think a lot of people do that, but for me it's easier to kind of follow my purpose, being a gig worker, and seeing how I can pick the opportunities, the jobs, the roles that allow me to kind of further my purpose. So where I see the modern workforce going is that a lot of people are gonna start doing more purposeful work, and it's due to the fact that it's so accessible now to start your business, to start your own initiative, to partner up, right? To really use the technical tools at your disposal, to really say, "Okay, I want to do this. How do I do this," right? "And how do I find the people that will help me do this?" But better yet, how do I build the skills, right? If education is more accessible, you know, the ability for Gen Z millennials or people who are currently in the workforce right now to say, "I want to learn this so I can create this," whether it be for the people that I want to serve, will only continue to get easier. So I expect that, you know, this is gonna be a cultural pattern, and we're already seeing it, right? You have young influencers who haven't even, you know, reached the workforce yet who are creating presence, right? They have their own brand. They're working with large brands such as Louis Vuitton, Microsoft, who are doing all these great things, and their entire business is on social media. They don't even have a--they've never seen a corporate office in their life. They're selling e-courses. They're using their presence to commoditize, you know, who they are and whatever their purpose is in, you know, the community that they serve. So this trend is--I mean, it's all part of this whole notion of the digital transformation that we've seen happening in every sector, and especially from a consumer end as well.Zach: So it's so funny, right, because--the reason I'm at a pause is because, you know, the topic of this show that we're doing a B-Side on was around landing the job of your dreams, right? But the conversation we're having right now, I think having the premise of landing a job of your dreams--you know, if you try to find the job of your dreams, dreams and goals change all the time, but your purpose doesn't necessarily--doesn't change. Isn't as fluid, right? Your purpose is something that is fairly solid because your purpose is who you are, right? So it doesn't mean that--again, that doesn't mean that your purpose won't shift. It might change, but the degree by which your purpose changes and the degree by which your dream job changes are completely different.Tim: Absolutely, and I think it's a matter of creating the job of your dreams.Zach: Hm. You know what? I think that's gonna be the title of this B-Side, Creating the Job of Your Dreams. I like that. [laughs]Tim: [laughs] Creating the job of your dreams. Zach: Yeah. Yeah, yeah. No, straight up. This is good. Okay, look. Tim, this has been a great conversation, man. Before we get out of here, any shout outs you have? Any parting words?Tim: I want to shout out to the Mentors and Mentees community. Shout out Living Corporate. You all are doing great things, man. The resources y'all are providing for people who are coming into Corporate America, who have been in Corporate America or who are trying to exit Corporate America is magnificent. Keep doing what y'all are doing.Zach: Man, I appreciate that. Now, look, that does it for us, folks. Thank you for joining us on the Living Corporate podcast. Make sure you follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been talking with Tim Salau. Peace.Tim: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.

Today Aden and Zach talk about the ins and outs of Live Streaming - how to start, what equipment and software to use, and best practices to be successful while you're live. - Can We Be Too Inspired? - https://bit.ly/2vBJ0H6 - The Secrets of Community Management - https://bit.ly/2MI8adK - YouTube Equipment Guide - https://bit.ly/2w07rgB - YouTube Software Guide - https://bit.ly/2MpW7ow - Cowfro & Zach - How to Date - https://bit.ly/2B5eM4u ----------------------------------- Be SURE to like, subscribe, and SHARE this channel with everyone you know! Aden: YouTube: https://www.youtube.com/BlueCouchProductions Aden on Anchor: https://anchor.fm/adenonanchor Twitter: https://twitter.com/BlueCouchYT Zach: YouTube: https://www.youtube.com/YourEverydayNerd The Come Up: https://anchor.fm/zach-snyder-the-come-up Twitter: https://twitter.com/ZachSnyderProd LISTEN TO THE PODCAST ON ► YouTube: https://bit.ly/2vpwE4x Anchor: https://bit.ly/2veGtT9 Apple Podcasts: https://apple.co/2LPeItR Google Podcasts: https://goo.gl/X8cWBF Spotify: https://spoti.fi/2n2tcbz Breaker: https://bit.ly/2O2L5lX Castbox: https://bit.ly/2M6ZRro Google Play Music: https://bit.ly/2vpvRjq Overcast: https://bit.ly/2vpwae4 Pocket Casts: http://pca.st/vY7v RadioPublic: https://bit.ly/2n5r8zE ----------------------------------- Another YouTube Podcast is a podcast designed around current YouTube issues and trends, tips and tricks to becoming a better YouTuber, and the journey of two guys working towards a career on the internet. It's hosted by Aden Matthews and Zach Snyder, both of which are smaller content creators with the aspirations of becoming successful at what they do. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app