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The Leadercast Podcast
The Leadercast Podcast

Episode · 2 years ago

46. Marilyn Tam on The Power of Relational Leadership

ABOUT THIS EPISODE

Fear can keep us from asking questions to better ourselves. 

Fear can also keep us from listening to the wisdom that other people have to share.

Leaders who can overcome this fear can unlock the power of relational leadership.

In this episode, we hear from Marilyn Tam, for a second time on the Leadercast Podcast. Marilyn is a phenomenal speaker, author, and is the Founder and CEO of Marilyn Tam & Company.

What we talked about:

  • How to learn from everyone
  • What it means to be hungry
  • Overcoming fear to ask for help
  • 4 ways leaders can improve in relational leadership

 

Check out the full podcast with Marilyn Tam by clicking here.

If you don’t use Apple Podcasts as your audio player, you can also find every episode at this link.

This is the leader cast podcast, helping you be a leader worth following. Hello and welcome everyone to another episode of the leader cast podcast. This is Bart returning again to bring you someone who I truly just enjoy talking with. Every time I've met this woman or had the pleasure to have a conversation with this woman, I have left much smarter, much wiser and feel like I'm a better person. Today's guest on the leader cast podcast as Marilyn Tam. Now we've had Marilyn on the podcast before, but I wanted to bring her back on to talk about something from just about how she got to where she ended up in her career. She was the former Executive Nike, Reebok and a Veda, but I wanted to talk about who helped her get to the top and how she helped others in her company succeed and their job now mentoring and coaching our two very near and dear things to Marilyn's heart. She is currently touring the world, it seems like, as a speaker and executive coach to help people find their best leadership cells. So I'm very thankful that she took the time to speak with us here again on the leader cast podcast. So before we get into the interview, I want you to listen to this ad for leader cast women, because Marilyn's folk at leader cast woman two thousand and eighteen where where I first met her, and it's been a fun journey learning more and more from her ever since. So I will catch you on the flip side of the set. Leader cast women is an inspirational one day leadership event featuring renowned female leaders. Male and female audience members alike. Leave leader cast women with the tools they need to be leaders worth following. Attend the event live in Atlanta or at a host site near you. To learn more, visit women DOT leader castcom. Well as an honor to again be joined here on the leader cast podcast by Marilyn Tam who has formerly spoke at leader cast women. Speaks all around the world to talk about leadership and life and give amazing wisdom to the audiences she reaches. But she has quite an interesting story, as I have mentioned. She not only came over to the United States as a young girl, she has risen up the corporate ladder to be lead executive at Nike, Reebok a Veda and has also been very successful entrepreneur, so we're excited to have her back. Marylyn, thank you so much for joining us here. Thank you with my joy. Well, we I want to talk to you more. We talked last time about your life purpose and how you found it and how that's driven you throughout life, but today I want to ask you a little bit more about who helped you along the way and how you've been able to help people throughout your career, because I think you have quite a network of people who would say that they've been...

...touched by something you've done or, sad or taught them. I know certainly the people who attended leader cast women and who have read your blogs and listen to the former podcast we've done took a lot from what you had to say. So I'm hoping maybe we can understand a little bit better how you became so wise and philanthropic. Thank you. I think every person who has any achievement is because they learned from other people who have gone before them who helped them show the way. So I credit to everybody I've ever met in my life, some of them who actually show me, by they're bad example, how to be successful. So I'm grateful to share today well, I want to talk about the very beginning because obviously you your story is pretty intense at the very beginning of your life and before you came to the United States. And then you come to the states as an immigrant, relatively a young age and has to find your way through college and through the early stages of your career. What was your experience like when you first came from Hong Kong to Oregon and how are you able to find help? How are you able to find people that you know? I mean, I'm sure you were had tons of questions and just needed guidance on everyday life. So what was that experience like, trying to find people who were just, you know, friendly? Thank you and and isn't that something that we all need, is when we get into new situation, is how to find people who can help you, because obviously, when we're a new situation, we were missing parts of the knowledge base. And so when I first got to Oregon and jumping in the middle of the school year, everybody was not only older than me by several years because I didn't finish high school, I went to college early. So they were several years older and also they have already had two quarters of college in when I joined. So it was everybody could have been a mentor to me, because I was definitely the youngest in the least knowledgeable. So just looking around and saying, who has wisdom, knowledge, experience that I can learn from and how can I access that by? What can I offer them? Because the thing that most people, a lot of people, don't think about when they look for a mentor or for a vice or whatever it is, it is what can you give back? And that's something that I've learned early on, that is everything is two ways, it's not one way. So I had that background of knowing that I need to be offered them something, and was hardly any money and a very little knowledge. What I can offer enthusiasm, support and whatever they want. You know, they need something done and just the friendship and also the the my experience, which is different from there's, and maybe they can learn something from my experience to so it just even my roommate from college, which to other students I've come across, of course, my professors as well as, of course, everybody is to...

...sign what we color a counselor, which is actually your lead professor in college. So everybody around me became possibility for me to learn from, to guide me on going to and of course, in the dorm where I was staying, there's also a dorm counselor so everybody I looked at, I said, here's somebody that can teach me something. So I didn't really isolated the say well, this is my mentor everybody became a potential teacher for me and I just went through life that way, always thinking I can learn from others, not not just islating to a person, but this generates. I can learn from anybody, and so that attitude really helped me make my way and he's my transition to a very new environment. That's a beautiful story of like you said, anyone can teach you, and especially for someone who is brand new. Maybe we're brand new to a company or maybe we're in a brand new position in the company. How, especially in your career, have you seen people be able to learn from others when they're new in a role? It's interesting to seek because I can use with something example one of my first jobs, it was an executive trainee and May Department stores, which is now the maci's group, and I was assigned to a very intense man who had transferred from May department stores in New York to California, where I was and he was. Everything was urgent this moment and he would say to me a lot of times you've got to be hungry, you've got to be hungry, and the first thing we understand what that means. I know I like to eat a lot, by don't and I had to really think about what was he trying to tell me? What advice was he giving me, because it has to be something very important for him to keep repeating this. What I understood after some reflection, was that that I had to persistent, to be curious, I have to outreach to learn and I have asked for help and to always be trying to do better. And I think all the people who have made it in life that I know of has to have these characteristics that, in short, hand, to be hungry or to be curious, to be persistent, to outreach, to learn, to ask for help, he always try to do better. I think that's really the key, some of the keys to to getting advancement is some of those very wise words that I got from the be hungry. I think we've all heard that. You know be hungry, go after it phrase. But I think you just touched on something that we all feel and oftentimes we understand. We know we have to reach out for help, we have to ask for help, but be it pride or fear, we sometimes don't do that. So, as you've I mean you've obviously coached and trained and then led many, many people throughout your life, how have you been able to encourage people to not have that fear of...

...you know, embarrassment, maybe that is, but to not have that fear and to ask the tough question of I don't understand this their hey, can you help me? How do you help other people reach out for help? Right what you say is so true for many, many people, which is they think, well, if I ask a question, maybe they think I'm not very not as smart as I they thought I was, or maybe I show my ignorance or show my inexperience and they hope back. And I said, well, what I ask people when they do that? Or to think about it this way, would you rather them find out now that you eager to learn, or do you want to do something wrong and then try to figure out how to fix it and then when you put them that way, then people feel most safe in asking questions, because most people don't think of questions as being stupid, which when the person about to ask a question that sometimes go to that point. It's just they is. You can always position of question as a way of learning, of being eager to help, to prove what you're doing. So in that perspective everybody would welcome your questions because it makes them feel smarter. It indicates that you are learning, you're trying to do better than what you're you're doing. So then the question makes sense and and the question supportive of what each person wants, which is to have people of regards that they are somebody who is motivated, who's interested, who is eager to learn, and who is who is engaged. Well, we've talked about asking for help, we've talked about getting advice from, you know, superior but as you started to climb the corporate ladder, did you have anyone in particular that you lasted onto or reached out to you that you really did kind of need a lot of advice from a mentor per se or just someone who you felt closely tied to? This is funny because I was thinking about a call and I was reflecting on my life who was such an important figure in my career and one of the people who was very important my career as somebody that I met by I shouldn't say my accident, because its planned, obviously, but almost like by accident, because it was my first international buying trip, sent by May department stores to Hong Kong to buy shoes in my first buying job. I had only been the job less than a year when I was sent overseas to buy for the corporation, which is all over United States. It's a big leap already and I was feeling quite excited and, of course a little bit nervous. And I was in Hong Kong and I met with the president of the International Agent Agency for the May department stores and he, after working with me Boord a few days that out there, he said I like you to take another trip. I like to send you to the Philippines and for you to do a research to see what I sell potential for expanding into there and for young buyer who had just started less than...

...a year ago on this particular position to go to another country which, by the way, had never been to, to do this assessment was a big leap. But obviously Marty Bloom, that's his name, must have seen something in me because he sent me over there, of course on the company's expenses and and research, to meet with the agent, the May Department Store Agency in Philippines to access whether we could buy shoes from that country. And I came back so out my report with him and I must have done well because to this day I still get a Christmas car from him and he's retired long time because you know, obviously is older than me by some years because he was already president meant and I still get the Christmas card from him every year now. So the fact that he saw something in near me and gave me the opportunity to grow much more than even I thought I was able to do so at that time gave me the encouragement and faith and confidence in myself to take those sleep leaps that we have in different parts of our career and then all life, and say, okay, I can do this because I have more and wisdom and experience and knowledge in me then I think I do. And if I don't like an ask questions. So to this day I still connect with him. This is many, many years later. So, MRTY Bloom, I take my hat off to you. Well, that's a really cool story to hear that, even all these years later, still want to getting a Christmas card is still a fantastic treat. I love that set. Even my generation still does that. So that's a really cool connection that you still have with him as a mentor. We didn't really connect so much more over the years, but he was always in the background, always knew, and I think this is what mentors can do for you, is that they give you the confidence in yourself because they believe in you. And so, whether you see them or not, the knowing that somebody believes in you really help. So I want to ask a question because I remember the last time you were on the podcast you talked about the biggest challenge you face when you first moved to Oregon was buying shoes appropriate for the weather. So I found some symmetry in that story you just shared. Hear you, as a young girl, teenager, moving from Hong Kong to or again, needing to find shoes appropriate for your life, your new life in the states. Your first, you know, real big job was to be a head buyer for a department store and then you go back to Hong Kong to buy shoes. What was that experience like for you to you know, you're in your first big corporate job and they're sending you back to where you came from almost what was that experience like? You know? Thank you much. I never thought about that and I meant you ask me. The complete circle is in and I didn't even think about that. Wow, I did really give it some thought. What does that mean? It was interesting to me now that you mentioned is, because now I see it is really it's like coming back to my...

...roots and being able to complete that cycle, because if you mentioned when I first went to Oregon and my only pairs of shoes was ranked ruined in the first week with the rain and I just actually wore DCR shows, which is, you know, the wood clogs, for the next five years my undergraduate and Grad School, because that's all I could afford. And here I am now as a as a corporate buyer for one of the largest retail outfits in the world, and I'm there to buy shoes in the thousands and tends of that when I can for one pair. That's really a beautiful way the universe said for bringing me back to the Fu Circle. So it's very profound. Thank you for asking that question. It's funny how white works like that. Wow, it is that lot of that. Thank you well. Thank you for sharing both of those stories, because really there's a lot to learn from that and especially, especially, just the way you talk about how it wasn't necessarily a mentor of presence, you know, he wasn't there to just guide you along the way, but believing in you, giving you those tough asignments and giving you the confidence. But inside, as we kind of look on a toward ourselves, I think sometimes we can get lost in that and say, Oh wow, they believed in me, and maybe even doubt ourselves, like why did he believe in me? Because, I mean clearly there's Times that we don't do the best we can. I mean we fall short, we may be mess up the deal, we forget something, you know, there's a lot of missteps that we can have. But how do we take it upon ourselves to kind of self mentor and selfcoach when we don't do all that great and making sure that we're still, you know, living up to the people who do believe in us? And we all, as you safe fall down on whatever we're doing and, as you say, sometimes it's because we didn't try all this, and it's true all of us, you know, matter how good we are, there be times when we maybe didn't give it a hundred percent. So the first thing is to recognize where we are. Okay, we didn't do what we seek. Got To do it and get accomplished. Do the analysis. Do not beat yourself up any more than recognizing what lesson you can learn. Because the other thing that's really very destructive to oneself is we keep saying you know, good, you screwed up again. Is just like, okay, what happened? Would it I fall short? How can I make sure it doesn't happen again? Learn from that, I mean forward, and use that as an ex ample for yourself, as in a reminder of how you won't do it again like that any time. So becomes a way of mentoring yourself, because you've already found one way that doesn't work, so let's do that again, whatever it is. Well, and I mean we find ways that don't work every day. That's side that that's a constant in life. Yes, so you know you had a great...

...start to your career at scenes and and you you clearly ascended to the top of several organizations. But on your way, as you led teams, as you helped lead other people into, hopefully, you know, better positions in the company, what are ways that you've helped leaders that you've come in contact with improve themselves? Maybe it EI their job function better or be a better leader, but have you been able to help other people improve throughout your career? And that's very important for full person, for me to see seat in our Korea, we have to help people that we work with WHO report to US se seed in the career, because if they don't succeed, we don't succeed. So first thing I do is always laid out what the rules of the game are. You know, I have four basic principles that I talked about, that I established so that everybody knows what the rules of the game are, because in every organization they're spoken and unspoken ruse. So I just makes the ruth spoken so everybody knows how it is to be and when. The first one, I won't go to them all right now, but the first one is tell the truth, because you can never move forward with all knowledge if you're not getting all the truth on you and not give it telling the truth. So the first thing we do is tell the truth in their stream. are other points, but the other thing is to make sure that we understand, meaning my team and myself have the same mission. We understand what the mission of the company is, we understand what outut how our particular area aligned with the that overall company Organization Mission, and then we develop the goes together, so there is buy in and that say. And then also to regular meetings and think back sessions both sides, so that they understand what I wish to see from them and I understand from them what they wish to see from me. Support them very important discipline, put them and also give them the authority to make decisions so that I don't second guess them. Nobody can grow if, if whoever's their boss keeps looking over the shoulder and correcting them. Let them have the authority to make the decisions that they need to make to move forward and then, most important, sleep by sample. Whatever I say that I want them to do, I better do it myself, because the old saying, you know, don't don't do as I do, but do as I say. That doesn't work we have to do as we say or else the whole thing for as apart. I've loved that you talked about buy in. At the beginning can be easy, but as we go along the mission, we go along through our projects, buy in, our belief in that mission or our belief in ourselves can kind of drop. So how do we reinvigorate the team when morale is low and get them to again believe in what we're supposed to be doing here? The one thing that I...

...find really works is when you listen to them. What are their concerns? What are their frustrations? Because people get disengaged because when they don't feel like they listen to, they get less interested. If they don't feel like they important, they kind of lose lose interest, matter how much money they make, and this has been proven time and time again, if they don't feel like that they are recognized and respected to what they do and that they have the autonomy to make decisions based on their level authority. So, as you say, people may say, okay, you know, the company may have the mission in some beautiful carving or some something somewhere in the corporate headquarters and they may even make a little plex everywhere, but unless it lived, unless everybody really is lined to that, it's not alive. And, as we just mentioned earlier, it has to be bought in and that has to be relevant to each person. How is their job relating to the overall mission and is that, listen, something they believe in because of it's something that they don't believe in, it doesn't matter. Is Actually confect counterproductive? So it has to be made relevant to what they're doing and his be made so that what they do is respected and value. So those two things more important than money, more important than anything else is the recognition and the relevancy to what they're doing. So where does that start? I mean, obviously we have to be doing these wonder one checks along the way, but where does that start? Of under helping the individual understand how they play into this mission? I can give you a story when I was in rebox being president and we were an hundred and twenty countries. There's no way I can see everybody and connect with everybody on one or one basis because it's like thousands of people everywhere. But what I can do is if I when I travel, is I had something that I caught breakfast with Marilyn, and it is not because I serve great breakfast, but this is because I would, before I went to each location where we were, I would require that people from that location, at least two levels down from my direct reports, be just randomly chosen, not really randomly, but just chosen to have breakfast with me. So I'll maybe have anywhere between twelve to eighteen people, depending on the location, that are at least two steps remove lower down in the hierarchy than me, I mean. And then the my recording structure and they will come and and then we'll also ask one person from the previous meeting, because I have these regularly whenever I travel come to that meeting. And what we do in this meeting is they share about what they believe in and what they what their job is and how and one thing that they really like about their job and one thing they would like to change. And so we go around the room and usually a seem evolved out of the whole meeting and then we assign actually self volunteered...

...from that group, somebody who can take the ownership based on who they choose to be the person. And most of these people that don't don't work in the same department. That's the whole thing, is that to have people from different areas come together and then the person from the last meeting who still redone this in their group would help guide them on how to create and system and what manner to change the one thing they want to change. And then that ripples out because the change sometimes is more than their department, infects the whole company and once that goes out, what happens is that the whole company over time here that management, or the suits as we're called a lot of times, directly are they actually are listening, and not only they listening, they're doing something about the frustrations and they also taking advantage of what wisdom comes from this the different levels to make shifts, to make changes, to improve the company. And I can tell you morel gets really, really strong when they feel that. And so when now, when they see the suits are coming, it's an excitement. It's fun. It's not like, oh my goodness, they come to tell us what's wrong with us. They're coming to help us take a difference. been listening to us, they want to help us. It's fun, it's exciting. For me it's exciting for them. I learned so much more than I would ever learn if I just stay talking to my direct reports. Yeah, that's I mean kind of the point that I took away from that is as much as it's good for the People Power on the Totem Pole of the organization to express what they think would be a good change or frustrations I have in their job, it seems like you were able to learn a lot through that and maybe even get more out of it than the people who you invited to breakfast. It absolutely I can give you a concrete example. One thing that's there's a lady from the call center, and you know it's call centers pretty much an entry level position, and she came and she was she said, you know the box, so you ship the shoes in. They're not efficient, and I'm going thousands and hundreds of thousands of shoes have been shifted in these boxes and they stood. You know, if you look at them, you could change his size and spent more in the box and it was just like a light boat. One out and I went back to talk to the structure engineer and everybody has and I said why we using the box like this and we need to shoot boxes this size. Very long story short, was like modification. We were able to sell to save over ten million dollars a year and in shipping and packaging and in the first year. And that came from a call center or lady who you know she's because she was dealing people who talk about shipping and different things and it came up and she didn't know who to turn too and in this call it just was perfect. You know, that actually plays perfectly into our leader cast...

...live two thousand and twenty thing, which is positive disruption. And that's an example of you know, obviously you're taking time to disrupt their day to just get some information, but that disruptive question of or to state disruptive statement of these aren't efficient boxes somehow led to a company. Why change that, you know, and theory helped save the company money and also set you up for the rest of the I mean they still do that today. So that's such a great example of positive disruption, just the need to look for an innovative opportunity wherever you are. And so I want to ask you, as you've been I mean Nike, Rebok, a, Veda and numerous other retail jobs. What are some examples that you've seen in your own career of just being able to take a moment to evaluate on the fly and say, wow, why are we doing this this way? Like, what's the importance of being able to evaluate or question things in the moment? That's so important everywhere because, as we just discuss, this is will call center person who is an entry level. So if when we come into big issues, say like a marketing budget or advertising issue or production issue, instead of just going to the panic mode and trying to fix it, when I've told on my people, it's like, okay, let's just have take a little take a breath, step back and say what really happened, and then asking those questions then out of taking the emotions out of whatever might have regarded as a disaster that moment, and say, okay, what really happened, and then what can we do about it, instead of just going immediately into a six in mode, which is like crisis, there's a tendency for us to want to fix it right away. It is a pause when just say, okay, what really happened? What can we do about it? What what are the consequences of this situation? And then what the consequences, consequences of the different options we're thinking about, short term and long term. It just comes everybody down and we can start working and brainstorming as a collaborative group instead of saying why did you do that? You made a mistake or to blame. That doesn't help. It doesn't help the person, that doesn't help the company, that doesn't help more around. It doesn't help anything in the learning process either. Yeah, I guess I mean to go back to the shoe box example. Instead of coming into your structural engineers or you're shipping experts and saying, why are we not using the more effective efficient box or why is this box not built that way, it was a question of or the statement of Hey, this is what was said, how can we fix it? And that's a that's that slight change in delivery makes a whole big difference, doesn't it? Absolutely and they feel empowered and they feel include it. Then the challenge people have if when they don't feel included, the if you would be talked down to, you do this because I said so, that just it's just very disempowering...

...and and it just makes everybody less motivated to do what they want to do. is becomes like they have to instead they get to. HMM, yeah, that's I think we've fall into that trap a lot. is to we do have this idea of like I have to do this, not I get to do this as I mean, I think that's something that we all fall into. So being empowered feels really awesome. So, as you've been able to again, it's just been a very successful career in life for you. But as you look back now on your career, what would be some advice that you would give someone who you know, if you were to know, if you were talking to your first out of college job self or someone who is just graduating and starting their own career, what would be in a piece of advice you would give them to stick with them throughout their entire career? Esfortunately, I say is, once you decide on whatever you want to do, then dive in. I mean don't just say well, let I'll just check it out and then and then I'll make another decision. You have to give it you a hundred percent, or else it's not going to work. And then you're going to make it. Give it a hundred percent to start, once you made your decision to do whatever it is that you want to do, dive in, do it a hundred percent and then be respectful to everyone you work with, because they all have something to teach you, because whether they are as we just use the good story of the Call Center Lady, to ask questions, be aware, learned from everybody and, as we talked also about earlier, to know the mission of organization. How do you buy into it? Is that why you joined the organization? Because if not, you're not in the right place. You need to make sure that you are aligned with the mission philosophy of organization and then follow through on your commitments and then be curious always. Do you gus? Keep asking questions and have fun, because work is supposed to be fun, because if it's not, then it's going to be a very long day every day. So, as you evaluate from the time that you were, you know, leading massive retail brands to as you travel the world to speak to clients and audiences, as you mentor and coach people, well, spend the biggest change in leadership and corporate leadership from when you were the eating your companies to what you see now in two thousand and twenty the biggest positive change I've seen in the last twenty plus, yes, thirty years, is that there's more understanding that people have lives. When I first started, the biggest the refrain all this was you come to work and you leave everything else outside the door, and that was the way we were taught to do, to behave. The truth is, people have lives, they have emotions, they have reasons for doing what they do and it has to do with who they are, and I think the...

...awareness that people have lives, that workers, employees are also people, that's the biggest change. Can it be improve absolutely, but are we making progress towards us? Absolutely also, and we have a long way to go, and especially with now, with getting full, fuller and fuller employment, we definitely need to honor people for who they are, else we're going to be out of workers, because people recognize that they have choices now and the old days, much more people went to work and they mostly stayed in that job for a lot of the Korea. Nowadays people change work a lot, and so that that is really made a different and how the whole work culture has changed to recognize that people have life outside of work and then they they have to be ordered for that and do we need to do more, absolutely, because it's still very much come to work and be at work and put in whatever number hours. Because of the way the technology has shifted that we basically at work any time, because I phones follow us and track us and and if you have the kind of work that is seven easily that becomes an issue to recognize. How do you balance and integrate, and I like that word more, how do you integrate your life and work into one seamless hole that serves all the aspects of your life and work? Well, I'm blessed I get to talk to you and take all this wisdom in in person through this conversation. I know that our audience is grateful for it as well. You've written three books, you speak everywhere, you obviously come on podcast like these. You write blogs for US and other people as well. But before I get you out of here, you know, just tell us how we can keep up with you or how we can get more information and wisdom from you. Well, thank you. The best way to get a hold of me is just to find me in my website. It's Marylynd Tamcom, just my name, Marylyn Tamcom, and there I have, as you says blogs. I connect back, even some of the ones from lead the casts back on my website. I also blog regularly from medium thrive, and I do speak around the world old so that's another way to connect with me. That gets the best way to connect with me is through my website and Maryland Towncom and look forward to more of this. Thank you well, thank you again so much. Again, it really was a pleasure. It's always a pleasure being able to hear from you and I'm glad that you continue to share your expertise with the leader cast audience. Thank you, barn you've been a joy to speak to us as usual. Well, thank you all for listening to this episode of the leader cast podcast. I hope you enjoyed hearing from Marylyn again and learning from her and her ways that she has helped others bro and their capacity and her career, and also how help others helped her through her career.

Don't forget that you can listen to this episode in all episodes of the leader cast podcast by subscribing to however you're listening now, you can bribe apple podcasts, that your Google podcast and even subscribe to our theater cast newsletter and receive an email every time that we publish a new podcast, and why are at up? Please give us a rating. You know we'd love to hear your feedback and it definitely helps the show bro so again, I'm barked and on behalf of leader cast, thank you to Maryland for joining us and thank you for listening. Now go be a leader with following thanks for tuning in to the leader cast podcast. To ensure that you never miss an episode, subscribe to the show in your favorite podcast player.

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