Analyze This!

True confession. In my twenties, my first radio job barely paid me enough to buy gas to get back and forth to work and share the rent of a cheap apartment. While I knew the risks of driving without insurance, I did so for a season of time. And sure enough, I had a minor accident while uninsured. Thank God it wasn’t worse!

Several months later, I married my beloved Rhonda and our financial picture improved. Time to get my insurance squared away! We stopped in at the agency where Rhonda had her auto policy to have me added. Surprise! Not only would they not add me to any policy, they were now dropping her since she had married an insurance risk! Talk about a blow to one’s self esteem. And I didn’t get any smiles from my new bride on the way out.

Since that time, I’ve never driven without auto insurance. I’m no longer considered a risky guy. At least in that area. In fact, the company that gave us that painful rejection has made many offers over the years to have us sign up. Hmmm. I’m still thinking it over and weighing their risk factors. (Smile)

Make no mistake. I’m not questioning the right of any company to qualify their customers. Perhaps there might have been a way to work with us, however.

The brings me to a new “character” defining method being employed today, via algorithms. I learned of it in an article in the New York Times, as written by Quentin Hardy: “Using Algorithms to Determine Character.” (http://bits.blogs.nytimes.com/2015/07/26/using-algorithms-to-determine-character/?emc=edit_th_20150727&nl=todaysheadlines&nlid=68618012&_r=0)

The story tells of a California firm that loans money. And in the course of just over a year, they have forked over $135 million to people with “mostly negligible credit ratings.” We’re talking recent college graduates without the normal credit building history.

Instead, this company, known as Upstart, chooses SAT scores, college information including majors, and grade-point averages. The quality of the chosen school factors in as well.

What I found especially interesting in the story was the way two men from different companies engaged in this analytics-based evaluation system avoided the use of the word “character.” Paul Gu, co-founder of Upstart, skips around it. And Douglas Merrill, founder and CEO of another lending company, ZestFinance, puts a qualifier on it as well.

Merrill says, “‘Character’ is a loaded term, but there is an important difference between ability to pay and willingness to pay.” Willingness is a character issue.

Some of the evaluation criteria considered is whether a person has ever given up a prepaid wireless phone number. If so, why? Were they on the run? Another firm uses analytics to predict how long an employee will stay by looking at past work behavior. Or how well a manager holds on to talent. Or a person’s tenacity.

These companies may shy away from using the word character, but it has certainly found its place of importance in business. Warren Bennis has said, “Successful leadership is not about being tough or soft, sensitive or assertive, but about a set of attributes. First and foremost is character.” Scottish minister and author John C. Geikie stated, “Our character is but the stamp on our souls of the free choices of good and evil we have made through life.”

Here’s an important lesson for all of us. The quality of our character can change over time. The person you were yesterday is not the person you have to be tomorrow. Or as I heard recently, “Your history is not your destiny.” We can develop and improve our character with time.

There is One whose character does NOT change. Hebrews 13:8 says plainly, “Jesus Christ is the same yesterday and today and forever.” (ESV) James 1:17 adds, “Every good gift and every perfect gift is from above, coming down from the Father of lights with whom there is no variation or shadow due to change.” (ESV)

I wonder if there are any analytics that could measure the change in a person who comes to faith? The Bible says we become new creatures when that faith takes hold. The old has passed away. The new has come. Our character changes.

I know something else very important about God’s love. Once you’re on His plan, the policy states that you never get dropped. Whew!

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Catch “Let’s Talk with Mark Elfstrand" weekday afternoons from 4-6pm on AM 1160 Hope for Your Life. To listen to the live broadcast or a podcast of previous shows click here.

Would Your Workplace Qualify?

The 2015 list of Best Christian Workplaces has been released. Certified, no less. It is based on research conducted by the Best Christian Workplaces Institute. Great name.

According to their press release, “Certified Best Christian Workplaces are global and represent all facets of ministries from churches, private schools, universities, parachurch missions, product and services, book publishers and radio stations. This year we have added Christian led businesses.” Wow…that’s some collection!

True to their previous research, the BCWI surveyed more than 180,000 employees. They ask more than 50 questions. Apparently organizations have valued being on this list with a number of them surveying staff “to discover the health of their workplace culture.” For a complete list of results check the website. (http://www.bcwinstitute.com/bcwlists.html)

I always scan the list to see how many Chicago area organizations are on it. Also to see who is NOT on it. And to appreciate the organizations I’m connected to in one way or another.

For example, my radio show producer is a graduate of Olivet Nazarene University. They made the list. Last week, I did my radio show at the Global Leadership Summit at Willow Creek Church in Barrington, Illinois. They’re ALWAYS on the list. The Coalition for Christian Outreach in Pittsburgh made the list. A highly reputable group I’ve known from my days in “The ‘Burgh.”

Several ministry organizations, whose leaders I know, are NOT on the list. To be fair, that is because a ton of these people do not enlist in the survey process. In one case I know of, failure to make the list three or four years running caused this one organization to step back and try to figure out why! Good idea.

So I decided to think of what really should characterize a “Christian Workplace” — be it for profit or nonprofit. I really don’t like using “Christian” as an adjective. But for this exercise, I accept the term as an environment where Christ-like attitudes are the prevailing mindset. And I have a short list. Not a complete list. A short list.

First, it should be a place of safety. Can a person speak openly and freely about legitimate concerns and not worry about losing their job? Can a person ask difficult questions? Does the person feel “safe”?

Secondly, does the company encourage advancement? This is a difficult and challenging area for several reasons. Finding the right people for the right job only to lose them after training is painful. Also, once a team is in place and is functioning well, having key members advance out makes it difficult. But if our mindset is to grow and encourage others’ development, it is part of the cost.

Thirdly, how does conflict resolution get handled? Jesus always encouraged relationships to be the priority. When a management level person KNOWS there are strained or dysfunctional relationships, every effort should be made to help those coworkers resolve their issues.

Fourth. How is pay determined? More often these days I hear of “ministry oriented” organizations cutting costs by reducing people to part time to save on benefits. When the value of a person is only as good as a minimum effort of compensation and benefits, can we truly say we have a heart for people?

Fifth…on a list that could easily be longer…is the matter of staying with what is often termed integrity. When commitments are made they are kept. Intentional deception is forbidden. Corners to quality are not cut short in favor of profitability.

A “Christian Workplace” isn’t just about what management does. It is often what management requires. And on this front, it means employees are expected to do the job as outlined. To work a full day and show up on time. Not to “fudge” in their own ways, diminishing performance. And to work with spirit and a good attitude. Certain companies are much better at hiring to these ends, and at holding people accountable, than others.

A sober reminder about work can be found in Ecclesiastes 9:10: “Whatever work you do, do your best, because you are going to the grave, where there is no working, no planning, no knowledge, and no wisdom.” (NCV)

One day, Christ-followers will be given a new heaven and a new earth. And while I didn’t see it listed as one of the “Best Christian Workplaces,” I can assure you…it will be.

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Catch “Let’s Talk with Mark Elfstrand" weekday afternoons from 4-6pm on AM 1160 Hope for Your Life. To listen to the live broadcast or a podcast of previous shows click here.

Cool Ideas for a Warmer Workplace

We lived in Dallas, Texas, in the late 1980s. Moving from Sacramento, California, we were used to hot weather. But northern California summers have that famed “dry heat.” Dallas summers have that “unbearable who-chooses-to-live-here” kind of heat. By year three, we adjusted. Almost…adjusted.

It was interesting to see men in suits and sport coats with ties on hot summer days. And on Sundays, we noticed the women wearing sweaters to church! The Dallas mindset was simple: you live in air conditioned homes, travel in air conditioned cars, and work in air conditioned offices. Thus, churches were also very cool places to be!

This past week, I discovered that office temperature is a long standing issue for women. Two male scientists have published a study in the journal Nature Climate Change. They’ve determined that office temperatures are set based on a decades-old formula calculating the metabolic rates of men. (See the complete story here: http://www.nytimes.com/2015/08/04/science/chilly-at-work-a-decades-old-formula-may-be-to-blame.html?emc=edit_th_20150804&nl=todaysheadlines&nlid=68618012)

From this scientific report, we learn that most building thermostats are set using a thermal comfort model from the 1960s. That model used air temperature, air speed, vapor pressure, and clothing insulation to arrive at the recommended setting. Who knew that still today we have been impacted by "Fanger’s thermal comfort equation"? Well, most women can tell you…it’s too cold in most offices.

Changing times have brought more women into the workplace. In fact, women now comprise about half the staffing of many companies. And their metabolism is slower than a man’s.

Bottom line…changes in office temperature pre-sets are being recommended. Read the article if you want more details. And especially if you’d like to see that Fanger equation mapped out! I was overheating just looking at it!

I have another idea. Call it, “Mark’s Five Ways to Warm Up the Workplace.” It has nothing to do with thermostats. Or any equation from Fanger.

My five will not actually change the temperature in the office, but your team will find YOU a much warmer leader. Your “Good Boss Score” will go up. Perhaps your retention rate as well.

My five ways are:

• Give compliments. Employees almost always feel shortchanged on hearing about the good work they are doing. Think back on the One Minute Manager. He uses “one minute praisings” when catching people doing something right. Good idea!
• Ask questions of interest. To help remove the stigma of “all he/she cares about is us making more money,” use casual conversation to find out basic lifestyle points of interest in the lives of your team members. Keep notes on this information for reference later. Bring an item up in a meeting!
• Unexpected treats. Having a company brunch, lunch, or individualized treats dropped off in the afternoon during busy seasons or difficult pressure times are sure day brighteners. Especially if the boss is the one delivering the goods. 
• Thank you notes. As the hard hearted boss might ask, “Why do I need to give my employees a thank you note? I believe that’s called a paycheck!” A good boss doesn’t need my answer, but here it is anyway: Thank you notes increase loyalty and turn up job performance because people feel appreciated! Many people hold on to them for years. If you need ideas in writing them, think about what you would like written in such a note written to YOU.
• Half day party. Why wait for the Christmas season? Plan a half day cookout asking your team to relax and share stories about how THEIR company has helped people. Invite discussion of some challenges. Give lots of pats on the back. Put a little fun back into life for these folks.

Keep in mind this is only a starter list. No doubt a creative session would yield many more good ideas.

The Bible does not have such a list. But one of the distinctives of the Christian faith was how workers were instructed to perform faithfully even in difficult circumstances. Likewise, bosses were told to treat their workers well—unlike the mistreatment that was common in that day.

In Colossians 4:1, we read, “And masters, treat your servants considerately. Be fair with them. Don’t forget for a minute that you, too, serve a Master—God in heaven.” (MSG)

Wise leader, perhaps you may want to check how employees feel about office temperature. Women in parkas in August is generally not a good sign.

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Catch “Let’s Talk with Mark Elfstrand" weekday afternoons from 4-6pm on AM 1160 Hope for Your Life. To listen to the live broadcast or a podcast of previous shows click here.

The Weight of Leadership

Recently, I received a vote of confidence from our church council when they elected me president. The vote was not unanimous, of course, as there was another candidate who has served on the council longer and is a wise and mature man. It was an encouragement to my soul to have earned the respect of my brothers on this team.

Almost immediately, my mind began to take its natural course and to consider vision-driven items for us to pursue. And at the same time, this odd sense of the weight of a “leadership burden” crept in. My confidence was not lacking. Just the reality of stepping into this role.

I must quickly admit that president of our church council is not like leading a mega corporation or even a mega church. We are a group of a few hundred people. But certain aspects of the “weight of leadership” come with any position of true influence.

Here are ten features that I see come with leadership territory.

• Responsibility. Whether one is the owner of a business or is in charge of operations, you agree to take on being responsible for its success. When things don’t fall in line according to your vision or plan, you become the fall guy. 
• Risk Taking. Many people avoid risks. Leaders must take them…and live with the consequences. Fear often finds its home in the pressure zone of risk.
• Criticism. Every leader must be ready for critics—internally and externally. Leaders must be bold turtles—willing to stick their neck out and rely on their shell to protect their insides. Easier said than done.
• Dark Tasks. One of the heavier weights of leadership is having to fire people. Or to get involved in trying to clean up messy relationships. Other challenges include dealing with investigations, legal issues, or those things most people don’t want to do. 
• Subversives. These are the people who DON’T have a leader’s best interest at heart. They quietly—or not so quietly—work to get a leader removed, or cause to fail. Any power position can attract these types—almost always with selfish and destructive motives. 
• Hot Kitchen. Ever been in a commercial restaurant when the pressure is on? Things are flying. And frying. A leader will find him- or herself in situations where cool heads must prevail. And said leader must get everyone out safely.
• Confidence / Arrogance. This particular “weight” must be watched carefully. That inner assuredness that you can do the job—mixed with several successes—can cause humility to fade away. Most people find arrogance so irritating they stop cheering for their leader.
• Nightmares. Why? Lost revenues. Lost talent. Lost sleep. Need I say more?
• Stepping Away. Change will come—voluntarily or involuntarily. Succession planning reveals wisdom and caring. And knowing when to leave requires insight and boldness.
• Folding the Tent. This one hurts. For all of the Atlas efforts to keep the endeavor going, it just may not be worth it. Failure hurts. And it can appear like leadership was weak. Time to move on.

People who aspire to roles of leadership—or who accept that assignment—should be reminded by their best friends or advisors that this is “weighty territory” before running toward the job.

Leaders have another serious challenge as well. When the pressure is on and things are going bad, a leader looks for relief. Too often, that relief comes in tempting forms that revolve around unwise pursuits of pleasure.

In Isaiah 5:11-13 (NLT), we read of those whose lives went down the pleasure path: “What sorrow for those who get up early in the morning looking for a drink of alcohol and spend long evenings drinking wine to make themselves flaming drunk. They furnish wine and lovely music at their grand parties—lyre and harp, tambourine and flute—but they never think about the Lord or notice what he is doing. So my people will go into exile far away because they do not know me. Those who are great and honored will starve, and the common people will die of thirst.”

Instead, leaders must learn to create “white space” in their lives for focus and renewal. They need counselors and a “friend who sticks closer than a brother.” And above all, they need a bedrock of biblical wisdom.

As for my new church council assignment, I’m going to try to avoid calling any “meeting of the bored.”

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Catch “Let’s Talk with Mark Elfstrand" weekday afternoons from 4-6pm on AM 1160 Hope for Your Life. To listen to the live broadcast or a podcast of previous shows click here.

Following Your Dreams Is Dangerous

Is there such a thing as an “entrepreneur gene?” You know, something innate that becomes the drive for some to take risks. To step out on their own. To follow their dreams.

I’m pretty sure my father had that innate drive. While family security was important, he had the urge to take on new things. His limited efforts in this way were not met with success. For a number of reasons.

My wiring definitely has some of that. I have stepped out aggressively more than once, raising capital for a new venture. And then I helped my wife start a publishing business several years ago. Additionally, I helped launch two nonprofits. It’s fun to be in the “start with a dream and see it work” business.

The verdict on whether genetics is involved is mixed. But what seems to be a very common indicator for success is a little more clear. And it has to do with…family money.

First, an Inc Magazine story on this topic reports findings from The Department of Twin Research and Genetic Epidemiology at Kings College, London. In short, their research concluded:

• 37 to 48 percent of the tendency to be an entrepreneur is genetic.
• The tendency to identify new business opportunities is in your genes.
• Self-employment income is heritable, which means that genetics affect not only the tendency to engage in entrepreneurship, but also the ability to perform it.
• The tendency to have personality traits such as extroversion, openness, etc., has a genetic component. This suggests that your genes could affect your tendency to be an entrepreneur by influencing the type of personality you develop.

(see http://www.inc.com/adam-heitzman/how-entrepreneurship-might-be-genetic.html)

But the success factor of entrepreneurship comes from a second article. It’s titled, “Entrepreneurs don’t have a special gene for risk—they come from families with money.” (http://qz.com/455109/entrepreneurs-dont-have-a-special-gene-for-risk-they-come-from-families-with-money/)

Here we learn that “the most common shared trait among entrepreneurs is access to financial capital—family money, an inheritance, or a pedigree and connections that allow for access to financial stability.” When basic needs are met, it’s argued, it’s easier to be creative. Safety nets encourage more risk taking.

A University of California Berkeley study of entrepreneurs revealed most were white, male, and highly educated. Not all, but most. And without family money, success chances drop quite a bit.

On the personality trait side, resilience stands out, along with extroversion and openness as noted earlier. And genetics do play a factor here. It’s still risky business. But as one woman who runs in circles of entrepreneurs says, “Following your dreams can be dangerous.”

This information was quite revealing to me. If I was counseling others on whether to take the leap and start a new venture, I would now have an even more cautious mindset. At least as it applies to business startups.

To the contrary, the spiritual life often demands from us a “leap of faith.” Hebrews, chapter 11, is a classic piece of scripture on the “halls of faith.” Here are a few verses specifically about Abraham:

“It was by faith that Abraham obeyed when God called him to leave home and go to another land that God would give him as his inheritance. He went without knowing where he was going. And even when he reached the land God promised him, he lived there by faith—for he was like a foreigner, living in tents. And so did Isaac and Jacob, who inherited the same promise. Abraham was confidently looking forward to a city with eternal foundations, a city designed and built by God.”  (Hebrews 11:8-10 NLT)

For a person to have an authentic spiritual life—which will certainly impact our work life as well—faith comes into play. To move confidently into areas where insecurity dwells, it is best to know the voice of God. The sensitivity to hear God’s voice comes by abiding in Him. Leaps of faith are not such big jumps when our hearts are properly tuned.

And in terms of “family wealth” as a safety net, remember: God not only owns the cattle on a thousand hills…he owns the real estate as well.

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Catch “Let’s Talk with Mark Elfstrand" weekday afternoons from 4-6pm on AM 1160 Hope for Your Life. To listen to the live broadcast or a podcast of previous shows click here.

Please Tell Me How You REALLY Feel

No doubt you have seen those bumper stickers on company vehicles asking, “How’s my driving?” Then there’s a phone number to call. I doubt anyone has called the number to say, “Hey, I’m following Joe’s Landscaping truck number 46111 and he’s driving really well. Using turn signals and everything!” Not gonna happen.

While in Branson, Missouri, recently, we stopped at a grocery story for a few items. And for some Starbucks. Before leaving, we used the store restrooms. Bad news. Both of the towel dispensers in my room were empty. Stuff on the floor. Overall, it just needed attention.

I saw a toll free number on the mirror asking for feedback if the restroom needed attention. I called. A friendly person took my comments and said they would contact a manager right away. I didn’t stick around to watch. But I felt like I’d done my lavatory civic duty. I liked the feel of immediate response.

Many companies use different methods to get customer feedback. Secret shoppers provide some real life customer experiences. There’s now a lot of receipt-based requests asking for you to complete a brief survey on a company. Even my doctors’ offices asking for online feedback on their services. (Response: Too long waiting!!!)

What I was surprised to learn recently is the number of companies asking for employee feedback. The information management is seeking measures worker satisfaction. And new apps give a lot of this information in real time — rather than just an end-of-year survey.

In a Fast Company article titled, “Unhappy at Work? Swipe Right to Tell the Boss,” I found out about several of these apps. http://www.fastcompany.com/3046843/unhappy-at-work-swipe-right-to-tell-the-boss

Here’s one example: “So for quick daily happiness check-ins, the company (Bunny, Inc) uses an app called Niko Niko that lets employees quickly swipe across their smartphone screens to indicate their overall moods, or to answer more specific survey questions. A touch-and-drag happiness meter and corresponding smiley (or frowny) face lets employees say how they’re feeling about everything from their relationship with their managers to the cleanliness of the corporate offices.”

Apparently, over $700 million a year is spent by companies to measure and boost employee engagement. Better engaged workforces have payoffs. That includes higher productivity, employee retention, and worker safety. All leading to improved profitability.

Another app is used to get feedback from job prospects. While not a perfect measurement tool, it aids in discovering whether a prospect for a job might be a good fit. They also get information from new-hires and from exit interviews. Clever.

Here’s the critical piece in using these employee response methods. As one exec says, the “kiss of death is to ask questions and do nothing about it.” When employees see results from their feedback, morale jumps. When they don’t, this becomes a waste of money and time.

As you might suspect, there is a lesson from the Bible that applies here. It is found in the book of James, chapter two, verses 14-17:

“Dear brothers, what’s the use of saying that you have faith and are Christians if you aren’t proving it by helping others? Will that kind of faith save anyone? If you have a friend who is in need of food and clothing, and you say to him, ‘Well, good-bye and God bless you; stay warm and eat hearty,’ and then don’t give him clothes or food, what good does that do? So you see, it isn’t enough just to have faith. You must also do good to prove that you have it. Faith that doesn’t show itself by good works is no faith at all—it is dead and useless.”

Discovering what people want and need to improve their quality of life is only valuable if there is a commitment to meet those needs. Pretty basic stuff. Let those in management who have ears…hear.

Now…back to my Survey Monkey.

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Catch “Let’s Talk with Mark Elfstrand" weekday afternoons from 4-6pm on AM 1160 Hope for Your Life. To listen to the live broadcast or a podcast of previous shows click here.

The Working Mom Question

Do “working moms” make for better moms? I may be meddlin’ here.

An article posted on the website Quartz claims mothers who work outside the home have “more successful daughters and more caring sons.” The story is based on some new Harvard “research” that should certainly help reduce the guilt that many “working moms” might have. http://qz.com/434056/working-moms-have-more-successful-daughters-and-more-caring-sons-harvard-business-school-study-says/

If you do a little more Internet research you find quite a mixed bag on this topic. There are many stories of women who leave professional careers to be at home. Others explaining how they are able to maintain the balance of work and family. 

One of the more statistically deceiving set of numbers comes from a 2014 Pew Research study. It was titled, “7 Key Findings About Stay-at-Home Moms.” Point #5 claims the share of these stay-at-homes in poverty has doubled since 1970! But pay close attention to the fact that the overwhelming increase comes from married mothers with non-working husbands, cohabiting mothers, and single mothers. Actual poverty level of married mothers with working husbands increased by 15%. 

The Harvard study leaves me questioning their value system for mothering. They seem to value more money and managerial jobs for the grown up young women, and more chores and home responsibilities for boys. 

The final paragraph from this article really got me. It includes a quote from Professor Kathleen McGinn at the Harvard Business School and the lead author of the study. Here goes:

“Her message for working mothers is that being employed has long-lasting, positive effects on children. ‘When you go to work, you are helping your children understand that there are lots of opportunities for them,’ says McGinn.” 

Hmmm. Wait. I have questions.

Let’s say a couple with children at home approached me as a faith leader at church and asked for my counsel on whether it’s best to have a stay-at-home mom. She has a nice offer from a company.

I would first ask why the mom is considering this decision. Various answers could result. Financial reasons are, indeed, usually first. Wanting to use education or professional skills would be up there. Needing greater “challenge” or purpose might come up. Each reason has its own justifications.

Next, I would ask the couple where “being the primary influencers” in the development of their children ranks. The influencer role applies to more than one category. Foremost, the moral and spiritual foundations. Next, the social skills and the vital learning of navigating difficult situations. Then, having a keen awareness of the uniqueness of the children and how to help them pursue the person God created them to be. And, of course, engaging them in meaningful conversations daily about their world.

The answers to those questions would be of significant value in offering counsel. Parents who put financial interests and personal advancement as priorities will likely go for the working mom. But common sense should tell us less time and attention with children means less influence.

I’ve yet to meet a grown up child who says, “I wish my mom worked more outside of the home.” Kids learn to take pride in their parents regardless of status. The praise I’ve witnessed most from grown up children are about the sacrifices their moms made for them. Rarely are those sacrifices derived from spending less time with them. Or earning more money.

There are situations where moms must have a paying job. However in this age, we need more moms being present and available to guide and grow their children. A stable home environment is the greatest predictor of future family well being. PLENTY of research on that.

Proverbs 6:20-23 helps here: “Good friend, follow your father’s good advice; don’t wander off from your mother’s teachings. Wrap yourself in them from head to foot; wear them like a scarf around your neck. Wherever you walk, they’ll guide you; whenever you rest, they’ll guard you; when you wake up, they’ll tell you what’s next. For sound advice is a beacon,  good teaching is a light, moral discipline is a life path.” (The Message)

That instruction comes from the home. Mothers nurture children best. Why yield that privilege of child development up to someone else? Just asking.

Now…are the cookies and milk ready? Just kidding!

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Catch “Let’s Talk with Mark Elfstrand" weekday afternoons from 4-6pm on AM 1160 Hope for Your Life. To listen to the live broadcast or a podcast of previous shows click here.