FUN!

“Well. That’s my fun for the day.” That’s what my brain says once I finish my five daily word puzzles*, usually by 8:30am. Sure, there may be other moments that bring me joy–when Patrick cracks a wry joke; or Arlo announces he’s going to give himself a bath by running into the living room naked, jumping into a starfish shape, and doing jazz-hands; or a Lizzo song comes on and it aligns with my walking pace and I kinda feel like I’m dancing. Wheeeeeeeee.

But my life is not overwhelmingly fun. Part of it’s that I work seven days a week, so…when fun? Fun when? Mostly, the things I find fun require childcare, which when you’re a single parent almost always means a fifteen-dollar-an-hour premium on top of any admission costs. 

That said, I’ve been trying to schedule some stuff for myself. I buy tickets to things, which forces me to find and budget for a babysitter. 

A few months back, I checked out the Improv’s website. A comedian I’d seen online, Ashley Gavin, was coming. Her crowd work was sharp, and I thought what the hell and bought tickets. 

When the announcer’s voice invited her onstage, I was surprised. Usually, there’s an opener. And actually there was one, but Gavin came out first and instructed us how to laugh at the show, i.e., not with smirks or giggles like we would at home scrolling our phones, but with big open-mouthed guffaws. I got it. I’ve MCed storytelling shows before, and it can be helpful to tell the audience more or less how to be a good crowd. So, OK, I was ready to laugh frequently and audibly.

Then Gavin brought up the opener. I’d never heard of him, but he was BIPOC (yes), fat (yes), and queer (yaassssssss), so I was prepared to like him a whole bunch. And he was pretty funny. Had some good bits. But he had this thing where, at the end of each punchline, he would say, “But…” Except he pronounced it, “Bbbbboooooiiiit.” Like he’d almost blow a raspberry on the B and follow it up with just the weirdest pronunciation of -ut. I know some comedians have a regular tag or a verbal disfluency that defines their voice, and it can definitely work, but maybe you didn’t catch above how I said “at the end of each punchline.” Right hand to god, at the end of each punchline. It landed less like a catch-phrase and more like a verbal tic, and it took the funny straight out of the jokes. I felt nervous, like I would clench my abs to prepare for it, and then it would come and I’d cringe.

I was relieved when Gavin came back up for her set, and I want to say up front that she was funny. I found her very funny. The last twenty minutes of her hour were worth the ticket price, but the first forty were also good, and that’s how it’s meant to be done: Tell good jokes the whole time, but build to your best stuff, and end with a bang. In that sense, it was a success.

Bbbbboooooiiiit. 

Very early on, she started evaluating how her jokes were landing, and she didn’t stop. Again, that can be funny. I’ve seen comedians–Mike Birbiglia… others…–notice that a joke didn’t work and make another joke out of that. You know, pick up an imaginary notebook and mime-write “Remove joke about pickles from set, period” or whatever. And they get a laugh. If that kind of thing is done–sparingly–it can be hilarious.

But this wasn’t that. First of all, it wasn’t sparing; it was near-constant. And second, she didn’t evaluate her jokes. She evaluated us. She judged the audience on how her jokes performed. She called us slow, asked what was the matter with us, that kind of thing. 

And I was like, bitch, I didn’t pay $60 for tickets, $30 on a two-menu-item minimum, and $50 on a babysitter, to come here and be assessed

I love stand-up, so I’ll probably go back to the Improv, maybe even to see Gavin again, bbbboooooiiiit only if she agrees to get a new opener and stop judging my shit.

*Wordle, Mini-crossword, Strands, Connections, and Squardle

31,579 thoughts on “FUN!”

  1. ?? ????? https://t.me/feovpn_ru ???????????? ? ?????????? ? ??????????????????? ??????????? – FeoVPN, ??????? ???????? ???????????? ?????????? ??? ???????????, ? ????? ?????, ???????? ?? ????? ?????? ?????, ??????? ?????? ???????. VPN ????? ???????, ??????? ???????? ? ?? ?????? ??????. ???????????? ????????? ?????? ?? ???? ????????. ??? ???? ?????? ?????????? ???????? ?? ??????? ???. ??????????? ?????????? ? ????? ?????, ????? ???????????? ?????????? ??? ???????????. ?????????? ?????? ????????????, ???????????.

  2. https://stephenxpdpc.mpeblog.com/64103403/5-t?©cnicas-sencillas-para-la-selecci??n-de-personal

    El proceso de atraer y elegir candidatos es esencial para el crecimiento de cualquier empresa.
    Tener el equipo correcto en los puestos correctos define el rumbo en desarrollo.

    1. Definir el perfil
    Antes de comenzar el proceso de reclutamiento, es vital tener claro el perfil profesional que la empresa necesita. Esto incluye competencias, experiencia y valores que se alineen con la cultura de la organización.

    2. Canales de reclutamiento
    Hoy en día, las organizaciones tienen la posibilidad de usar redes profesionales como LinkedIn, además de referencias internas para conseguir al mejor talento.
    Diversificar fuentes aumenta la probabilidad de reclutar candidatos altamente capacitados.

    3. Filtrado inicial
    Una vez recibidas las solicitudes, se debe preseleccionar a los perfiles que más se acercan a los requisitos.
    Después, las reuniones sirven para conocer no solo la experiencia del candidato, sino también su encaje cultural con la empresa.

    4. Pruebas y evaluaciones
    Para asegurar que el profesional seleccionado cumple con lo esperado, se pueden implementar tests de competencias, análisis de personalidad o dinámicas de grupo.
    Esto reduce el margen de equivocación al contratar.

    5. Selección definitiva
    Tras el proceso de evaluación, llega el momento de seleccionar al candidato que mejor se adapta.
    La comunicación clara y un plan de integración son cruciales para garantizar que el nuevo empleado se adapte rápido.

    6. Optimización del proceso
    Un proceso de reclutamiento nunca es estático.
    Analizar indicadores como rotación de personal permite ajustar la estrategia y mejorar los resultados.

    Al final, el proceso de contratación es mucho más que llenar vacantes.
    Es una apuesta en el futuro de la empresa, donde atraer al equipo adecuado determina su crecimiento sostenible.

  3. Your blog elegantly bridges a tapestry of diverse ideas, inspiring deeper reflection among readers by making complex subjects accessible and engaging. I am intrigued by the idea of you delving into themes such as paradigm shifts, where your flair for highlighting ties can expand the conversation. Thank you for consistently sharing such perspicacious insights. I’m eagerly anticipating your next exploration!

    visit – https://talkchatgpt.com/
    ??? gpt ??????????? ????

  4. ????? ???? ?? ???????
    ?????? ??????????? ?? ??????? — ????????? ??????? ??? ????????????????. ? ????? ????????? ?? ??????? ????? ????????? ?? ????????? ?????????? ??????????????????????.

    ? ??????? ???? ????????????? ????????, ??????? ?????????? ??????? ???????????. ??? ?????????? ????????? ?????? ? ?????? ???????????.

    ?? ????????? ??????????? ??????? ??????? ?????? ??????????. ??????????? ????????? ??????? ?????????, ?????????? ? ???????? ?????.

    ??????? ????????? ??????????? ???????? ? ????????. ?????? ? ????, ??? ? ?????? ????????????? ????????, ? ??? ????? ??????? ????????? ?????????.

  5. ????? ? ??????? 2025 ????
    ??????? — ??? ???????????? ????? ??? ??????. ??????? ???????? ?????? ??????????? ????????? ? ????????????? ???????????.

    ??????? ??????? ???????????? ? ??????? ???????. ????, ???????? ???????, ? ????????? ????? ??????? ?????????? ??????? ??? ??????.

    ???????? ??????? ???????, ????? ??? ??????? ? ???????, ?????????? ????????????? ???????????. ??????? ????? ? ?????????? ????????? — ??? ???? ????? ????, ??? ??? ????????? ???????.

    ??????????? ????????? ????? ????????? ?????, ??????? ?????? ???????? ???? ???????? ?????????. ?????? ???????????? ? ?????? ?????????? ???????? ???????????? ????.

  6. ????? ? ???????|????? ? ??????? ????????|??????? ????? ?? ???? 2025 — ??? ????????? ????? ??? ???, ??? ????? ??????????? ?????? ???????? ? ????????? ?????????.
    ??????? ?????????? ????????????? ??????????? ??? ??????. ??????? ???????? ?????? ????????? ?????????? ?????? ? ?????????? ????????. ??????? ???????? ????? ?? ????? ?????????? ????? ??? ??????? ??????.

    ??????????? ????? — ??? ??, ??? ????? ????? ? ???????. ????? ??????? ??????????? ??? ??????????? ??????, ? ???? ????? ?????????? ??????. ?? ?????? ???????????? ?????? ?????? ???????????, ??????? ???????? ??? ????????? ????????? ??????.

    ?? ???????? ?? ???????????? ? ?????????? ??????????????????????. ????? ???? ????????? ???????????? ?????????? ? ????????? ??????. ?????????? ?????? ????? ????? ?????????????? ? ????????? ??????? — ?????? ????? ???????.

    ?? ????????? ??? ???????????????? ????????????. ??????? ????? ?????? ??? ????? ?????? ? ?????????????. ?????????? ?????? ? ??????? ???? ? ??????????, ?????????? ???????????? ?????.

  7. https://webpage37148.pages10.com/fascinaci??n-acerca-de-selecci??n-de-personal-71728133

    El reclutamiento y selección de personal es fundamental para el crecimiento de cualquier negocio.
    Contar con el equipo correcto en los puestos correctos marca la diferencia en desarrollo.

    1. Definir el perfil
    Antes de comenzar el proceso de reclutamiento, es necesario definir con claridad el perfil profesional que la empresa busca. Esto implica habilidades técnicas, experiencia y valores que se alineen con la visión de la organización.

    2. Dónde buscar candidatos
    Hoy en día, las organizaciones pueden usar bolsas de empleo como Indeed, además de programas de recomendación para atraer al mejor talento.
    Combinar fuentes incrementa la posibilidad de reclutar candidatos de calidad.

    3. Filtrado inicial
    Una vez recibidas las candidaturas, es importante preseleccionar a los perfiles que mejor se ajustan a los requisitos.
    Después, las entrevistas sirven para evaluar no solo la formación del candidato, sino también su potencial con la empresa.

    4. Métodos de validación
    Para asegurar que el profesional seleccionado cumple con lo esperado, se pueden implementar tests de competencias, análisis de personalidad o ejercicios prácticos.
    Esto reduce el riesgo de error al contratar.

    5. Toma de decisión y contratación
    Tras el proceso de evaluación, se procede de elegir al candidato que mejor cumple con los requisitos.
    La comunicación clara y un buen onboarding son fundamentales para garantizar que el nuevo empleado se adapte rápido.

    6. Seguimiento y mejora continua
    Un proceso de reclutamiento nunca es estático.
    Medir indicadores como rotación de personal hace posible ajustar la estrategia y perfeccionar los resultados.

    En definitiva, el proceso de contratación es mucho más que cubrir puestos.
    Es una inversión en el futuro de la empresa, donde elegir al equipo adecuado determina su crecimiento sostenible.

  8. ??????????? ???????? ? ?????? ?????????? ??????? ?????? ????? ??? ??????????? ??????? ?????? ???? ??? ?????.
    ? ????????? ????? ??????? ? ?????? ?????????? ??????? ???????. ??????? ?????? ????? ????? ???? ??????? ? ????????? ??????? ? ??????? ?? ?????????? ???????? ????????????.

    ???????????, ???????????? ?????????, ????????????? ?????? ???? ?????. ??????? ????? ???????? ?????? ???????, ?????? ??? ???? ???????????? ?????????. ??? ????????? ??????? ????? ???????, ??????????????? ??? ????????????.

    ??????????? ??????????? ??????????? ?????????? ??????????? ???????? ? ???????? ??????????. ?????????? ?????????? ????????? ?????????? ???????? ???????? ??????. ????????? ????? ???????????? ?? ???????? ????????? ? ????????? ???????.

    ??? ?????? ???????? ????? ???????? ???????? ?? ?????? ????????. ??? ??????? ???????? ?????????? ???????? ? ??????? ????????? ???????????. ????? ????, ????? ???????? ??? ?????? ?????? ? ????????? ???????.

  9. ?? ????? https://chisty-list.ru/ ??????? ????????? ?????? ????????? ?????? ???????. ?? ? ????? ?????? ??? ????? ?????????. ?????????? ??? ??? ???????????????? ??????? ????????, ?????. ???? ??????????? ??????????????? ??????????? ??????? ???? ?????????????????. ???? ???? ???????, ?? ?????????????? ?????????????, ????????? ???? ?????? ? ??????????? ?????. ?? ???????? ???????? ???????? ?? ??? ??????, ?????? ??? ?? ?????? ???????? ???????????? ????????. ??? ??????? ???????? ????????????, ????????, ?????????? ???????????????? ??????????.

Leave a Reply to JuniorFrise Cancel reply

Your email address will not be published. Required fields are marked *