Mythologizing the Bible (MTB) explores the Bible through the lens of “sacred myth.” Each week, we dive into three Bible readings, analyzing these ancient texts to uncover any helpful lessons that don't require belief in the supernatural. Whether you identify as a Christian, a non-believer, or somewhere in between, MTB offers fresh insights and new ways of thinking about stories you may already know well. <br/><br/><a href="https://www.thecodaproject.com?utm_medium=podcast">www.thecodaproject.com</a>
Mythologizing the Bible
Claim This Podcastby A Humanistic look at religious texts
173 episodes
Updated Daily
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Podcast Overview
Mythologizing the Bible (MTB) explores the Bible through the lens of “sacred myth.” Each week, we dive into three Bible readings, analyzing these ancient texts to uncover any helpful lessons that don't require belief in the supernatural. Whether you identify as a Christian, a non-believer, or somewhere in between, MTB offers fresh insights and new ways of thinking about stories you may already know well. <br/><br/><a href="https://www.thecodaproject.com?utm_medium=podcast">www.thecodaproject.com</a>
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Publishing Since
11/23/2024
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Recent Episodes
June 20, 2026
DEI vs. Merit: The False Choice
<p>If your goal is a true meritocracy, you should actually be defending DEI. The idea that diversity and merit are enemies relies on a massive blind spot: the assumption that our institutions were already perfectly fair before DEI arrived. Hint: They weren’t.</p><p>One of the most controversial acronyms in America right now is DEI.</p><p>If you’ve spent any time watching cable news, scrolling social media, or listening to political speeches over the last few years, you’ve probably noticed that those three letters can trigger an almost immediate reaction. For some people, DEI represents fairness, opportunity, and social progress. For others, it represents discrimination, lowered standards, and institutional favoritism. It’s become one of those topics where everyone seems to have strong opinions, but relatively few people stop to make sure they’re arguing about the same thing!</p><p>To be fair, the most common criticism isn’t difficult to understand. Many people have been told that DEI is essentially a zero-sum game. In this view, every opportunity given to a woman, a racial minority, a disabled person, or an LGBTQ employee must have been taken away from a more qualified straight white dude. The story goes something like this: DEI isn’t about fairness at all. It’s about replacing merit with identity and rewarding people for belonging to the “right” demographic category.</p><p>Now, whether you’ve heard that argument from a politician, a podcaster, a coworker, or an uncle who spends a little too much time watching Fox News, it’s important to recognize that this understanding is what I would call a meme-level explanation. It’s simple. It’s emotionally satisfying (to some people). And it’s completely disconnected from what the philosophy of DEI was originally trying to accomplish.</p><p>So, let’s dive into that… in this episode of Afterthoughts!</p><p><p>CODA Project is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber.</p></p><p></p> <br/><br/>Get full access to CODA Project at <a href="https://www.thecodaproject.com/subscribe?utm_medium=podcast&utm_campaign=CTA_4">www.thecodaproject.com/subscribe</a>
June 19, 2026
Don't Hide Your Unique Light!
<p>What if your greatest contribution to the world is simply becoming more fully yourself? This week, we explore the courage to resist conformity, embrace your unique identity, and live authentically in a culture that often rewards fitting in over standing out.</p><p>Have you ever noticed how much energy we spend trying to be the version of ourselves that other people want us to be? Families, schools, workplaces, religions, political movements, and entire cultures often reward conformity while making authenticity feel risky. The pressure isn’t always obvious, but it’s there… quietly encouraging us to fit in, stay comfortable, and avoid becoming too different from the crowd.</p><p>Welcome to Mythologizing the Bible, where we’ll be taking a look at three readings from the Christian Bible through the lens of “sacred myth.”</p><p>As we reflect on the readings for the <strong>12th Sunday in Ordinary Time</strong>, we’ll explore the courage required to resist conformity, the surprising power a single unique individual can have on the course of history, and the challenge of living openly as your authentic self in a world that often rewards imitation over originality.</p><p>In this episode, we’re asking an honest question: <strong>What part of your authentic self is currently being held back by a fear of what others might think?</strong> Because if we’re not careful, we can spend so much time “performing for other people’s expectations” that we lose sight of who we really are, and we miss the unique contribution only we can make to the human story.</p><p><p>CODA Project is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber.</p></p> <br/><br/>Get full access to CODA Project at <a href="https://www.thecodaproject.com/subscribe?utm_medium=podcast&utm_campaign=CTA_4">www.thecodaproject.com/subscribe</a>
June 13, 2026
The Empathy Trap
<p>If you’ve attended a leadership seminar, read a management book, listened to a business podcast, or spent more than fifteen minutes on LinkedIn over the last decade, you’ve probably heard the same message repeated over and over again: empathy is the ultimate leadership superpower. Great leaders are empathetic. Great managers are empathetic. Great organizations are empathetic. Unfortunately, like so many other corporate buzzwords, empathy isn’t all it’s cracked up to be!</p><p>Now, before anyone starts drafting an angry email, let me be clear: I am not arguing for cruelty, indifference, or treating people like malfunctioning office equipment. Quite the opposite, in fact. But I do think we’ve stumbled into a semantic trap. When most people praise empathy, what they actually mean is kindness, understanding, compassion, patience, or simply paying attention to another human being. Those are all valuable qualities. The problem is that empathy, in its most literal sense, means something much more specific. It means feeling with another person. It means emotionally resonating with their experience, absorbing some portion of their fear, grief, anxiety, or distress into yourself.</p><p>And that’s where I started getting uncomfortable with the way empathy was being promoted in management circles. Back when I was supervising teams, I used to argue against empathy in the workplace. Not because I was heartless, but because I noticed a pattern. Whenever I began feeling with an employee—when I emotionally absorbed their panic about a deadline, their anxiety about a project, or their frustration with a workplace conflict—my decision-making often got worse. Instead of stepping back and evaluating the situation more clearly, I found myself reacting to the strongest emotional signal in the room. I wasn’t solving problems anymore. I was performing emotional triage.</p><p>So, let’s dive into that… in this episode of Afterthoughts!</p><p><p>CODA Project is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber.</p></p> <br/><br/>Get full access to CODA Project at <a href="https://www.thecodaproject.com/subscribe?utm_medium=podcast&utm_campaign=CTA_4">www.thecodaproject.com/subscribe</a>
173 total episodes available
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- What is Mythologizing the Bible?
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This podcast updates daily.
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