Podcast appearances and mentions of Adam Grant

Have you ever stopped to think about the five core qualities that truly define you? In this episode, I'm taking you on a fun, reflective journey to discover the traits that make you, well… YOU! I'll walk you through an activity that changed the way I see myself and my goals. I'll share my own process and the results that surprised even me! We'll chat about the thought leaders who inspire me and how their unique qualities helped me shape my own “Defining Five.” Grab your favorite notebook and let's get introspective together. By the end of this episode, you'll have a fresh perspective on what makes you shine and a toolkit to help you live with more clarity, integrity, and joy. Book mentioned in this episode:  I Thought It Was Just Me by Brene Brown: https://amzn.to/3JPOA1A Give and Take by Adam Grant: https://amzn.to/4m8ya1q Grit by Angela Duckworth: https://amzn.to/3VbsjO8 The Daily Stoic by Ryan Holiday: https://amzn.to/4mgcKQj Moral Ambition by Rutger Bregman: https://amzn.to/4goQIcU Four Thousand Weeks by Oliver Burkeman: https://amzn.to/47EQkog Slow Productivity by Cal Newport https://amzn.to/41OzCiq Links & resources: Plan Goal Plan Planners! Join Here Website: PlanGoalPlan.com LinkedIn: (I post most here!) www.linkedin.com/in/danielle-mcgeough-phd-

In this episode of Coach2Scale, author, professor, and board advisor Rachel Pacheco joins host Matt Bonelli to unpack one of the most overlooked drivers of sales performance: meaning. Drawing from her research and experience working with fast-scaling startups and MBA students alike, Rachel challenges the myth that salespeople are only motivated by money or perks. Instead, she shows why helping reps find purpose in their day-to-day work leads to deeper engagement, higher productivity, and better retention, and why frontline managers have the greatest influence over that outcome.You'll hear practical ways to coach for meaning, how to deliver feedback that builds self-awareness and performance, and why micromanagement isn't the real problem, meaninglessness is. Rachel shares coaching tactics for time-strapped managers, explains the risks of cookie-cutter motivation strategies, and outlines how structured 1:1s can become high-trust development conversations. Whether you're a CRO, frontline manager, or enablement leader, this episode will help you rethink how to build a culture where performance and purpose go hand-in-hand.Key Takeaways1. Meaning is a daily experience, not a grand purpose.Most employees aren't searching for their “life's purpose” at work; they're looking for day-to-day meaning in their tasks, interactions, and progress.2. Managers play a central role in helping reps find meaning.It's a myth that meaning is personal and out of a manager's scope; the way managers structure work, give feedback, and coach reps directly influences how meaningful their work feels.3. Productivity increases when reps experience more meaning.Research, including studies by Adam Grant, shows that employees who understand the why behind their work are not only more engaged but also more productive and resilient.4. Motivation is personal and needs to be customized.Not all reps are driven by competition or money; some value connection, stability, or mastery, and managers must learn what uniquely drives each individual.5. Great coaching starts with structured autonomy.Managers should set clear expectations and outcomes, then give reps the space to figure out the “how”; this autonomy fosters ownership, trust, and greater meaning.6. Effective feedback is specific, timely, and impact-driven.Generic praise (“Great job!”) is forgettable; meaningful feedback highlights what was done well, why it mattered, and how it helped the team or business.7. Constructive feedback is a growth opportunity, not a threat.Most employees want more feedback, even the tough kind, but managers often avoid it due to discomfort, missing critical chances to drive behavior change.8. Curiosity is a manager's superpower.Asking thoughtful questions helps uncover what motivates each rep, what's holding them back, and how to connect daily work to a more profound sense of purpose.9. Coaching isn't about giving answers; it's about guiding reflection.Coaching helps reps build self-awareness, clarify decisions, and reflect on their growth; it's less about solving problems and more about building capability.10. Don't wait for better managers; teach your current ones how to coach.Many frontline managers were promoted without training; they don't lack intent, they lack tools. Organizations must invest in teaching them how to lead through coaching.

Tune in to hear:What did psychiatrist Dr. Derek Summerfield learn about the importance of treating social circumstances, as opposed to just brain chemistry, during his research in Cambodia on the psychological effects of unexploded landmines?What did St. Francis of Assisi, Leo Tolstoy, Winston Churchill and other luminaries have to say about the importance of giving and charitable service?What do longitudinal studies show about the mental and physical health benefits gained by those who volunteer on behalf of others?Does volunteering make us happier, or are happy people just more likely to volunteer in the first place?Why does our will power often diminish when we feel threatened and swell when we focus on contributing to the greater good? How does this play out in psychological research?What does Adam Grant's book, Give and Take, illustrate about the power of focusing on others in the context of telemarketing? How can this lesson be applied more generally to our lives and our careers?LinksThe Soul of WealthOrion's Market Volatility PortalConnect with UsMeet Dr. Daniel CrosbyCheck Out All of Orion's PodcastsPower Your Growth with OrionCompliance Code: 2361-U-25246

In this powerful episode of the "Communication Lies Leaders Believe" series, Tammy tackles a hidden saboteur in every team: employee baggage. Your team members aren't just bringing their skills to the table; they're bringing their past fears, limiting beliefs, and insecurities. Tammy busts the myth that it's a leader's job to fix this. Instead, she provides a clear, three-step framework to name it, frame it, and lead through it. This isn't about being an "accidental therapist"; it's about setting strong boundaries and creating a culture of accountability where insecurity doesn't become the “pink elephant with purple polka dots” in your room. Key Takeaways for Leaders Baggage Isn't Just Luggage: Your team's past experiences and insecurities are a real force in the workplace. It's your job to lead through it, not fix it. The Insecurity Lie: Don't believe the lie that giving more clarity or reassurance will make their insecurity go away. Insecurity is a story they're telling themselves, often rooted in past wounds, not current reality. Separate the Person from the Problem: Learn to disconnect their identity from their performance. A key phrase to use is: "Your value isn't in question here; your behavior in this role is." Set Boundaries for Growth: Your role is to support someone's growth, not to carry it for them. If they're unwilling to work on their limiting beliefs, it's a performance issue, not a leadership failure. In This Episode, You'll Learn How to identify when a team member's behavior is rooted in insecurity, not incompetence. The three-step process to name, frame, and lead through a team member's baggage. Why staying silent on emotional baggage is more costly than any conflict. The difference between helping a team member and being a "fixer." The questions to ask that will help a team member personally investigate their own limiting beliefs. This is just one of many lies we're busting! We're celebrating our 100th episode next week as we continue this series. Be sure to subscribe so you don't miss it!

What will dating look like in the age of AI? Whitney Wolfe Herd is the founder and CEO of Bumble, the popular dating app that has helped millions of people meet their match. In this episode, Whitney chats with Adam about her vision for the future of dating online and offline, her decision to take a break from leading Bumble, and the importance of platonic love. They also debate whether or not you have to learn to love yourself before loving someone else, and imagine a world in which AI agents vet potential partners before a first date.For a chance to give your own TED Talk, fill out the Idea Search Application: ted.com/ideasearch.Interested in learning more about upcoming TED events? Follow these links:TEDNext: ted.com/futureyouTEDAI Vienna: ted.com/ai-viennaTEDAI San Francisco: ted.com/ai-sf Hosted on Acast. See acast.com/privacy for more information.

What will dating look like in the age of AI? Whitney Wolfe Herd is the founder and CEO of Bumble, the popular dating app that has helped millions of people meet their match. In this episode, Whitney chats with Adam about her vision for the future of dating online and offline, her decision to take a break from leading Bumble, and the importance of platonic love. They also debate whether or not you have to learn to love yourself before loving someone else, and imagine a world in which AI agents vet potential partners before a first date.FollowHost: Adam Grant (Instagram: @adamgrant | LinkedIn: @adammgrant | Website: adamgrant.net/)Guest: Whitney Wolfe Herd (Instagram: @whitney) Linksbumble.comSubscribe to TED Instagram: @tedYouTube: @TEDTikTok: @tedtoksLinkedIn: @ted-conferencesWebsite: ted.comPodcasts: ted.com/podcastsFor the full text transcript, visit go.ted.com/BHTranscriptsFor a chance to give your own TED Talk, fill out the Idea Search Application: ted.com/ideasearch.Interested in learning more about upcoming TED events? Follow these links:TEDNext: ted.com/futureyou Hosted on Acast. See acast.com/privacy for more information.

Join hosts Mike and Mark on the latest episode of Moonshots Podcast as they dive into the transformative insights of Adam Grant's groundbreaking book, "Hidden Potential." This episode explores the profound impact of character traits, character skills development, and the transformative Coach Effect.Buy The Book on Amazon https://geni.us/YYfTrBecome a Moonshot Member https://www.patreon.com/MoonshotsWatch this episode on YouTube https://youtu.be/b3jsalgq-WoSummary: https://www.apolloadvisor.com/summary-hidden-potential-by-adam-grant/INTRO: Unmasking Hidden Potential with Adam Grant (0:00-2:43)The episode starts with an enlightening discussion of Adam Grant's perspective on finding hidden potential in adulthood. Grant shares his wisdom with US Today, unraveling the secrets behind unlocking untapped abilities within ourselves. Get ready to embark on a journey of self-discovery and personal growth.Segment 1: What Drives Growth (2:43-6:29)Mike and Mark dissect the core concepts from "Hidden Potential" as they delve into the first audio clip. "What Drives Growth" explores the fundamental idea that fuels personal development and achievement. Discover how harnessing this driving force can propel you toward your aspirations in just under three minutes.Segment 2: Cracking the Code of Character Traits (6:30-10:16)Productivity Game takes center stage in the second audio clip. The hosts break down the intriguing concept of character traits and how they influence our journey towards self-improvement. Dive into the world of the "Proactive Imperfectionist" and learn how embracing imperfection can be a powerful tool on your path to success.Segment 3: Building Character Skills (10:17-13:15)Next, Mike and Mark explore the third audio clip, where Adam Grant introduces character skills through the chess metaphor. Learn how these character skills can be honed and applied to enhance your life. You'll gain valuable insights into this transformative concept in just under three minutes.OUTRO: Leaving a Lasting Legacy (13:16-16:36)In the final segment, special guest Andrew Huberman joins the conversation as Mike, Mark, and Adam Grant close the show by discussing the "Coach Effect." This transformative skill not only opens your ego but also has the potential to create a lasting legacy. Explore the power of coaching and mentorship in shaping your journey toward success.Tune in to this captivating episode of Moonshots Podcast to unlock your hidden potential, cultivate character traits and skills, and discover the keys to leaving a meaningful legacy in your personal and professional life. Don't miss out on this enriching conversation with Adam Grant and other thought leaders that will inspire you to reach new heights.Buy The Book on Amazon https://geni.us/YYfTrBecome a Moonshot Member https://www.patreon.com/MoonshotsWatch this episode on YouTube https://youtu.be/b3jsalgq-WoSummary: https://www.apolloadvisor.com/summary-hidden-potential-by-adam-grant/ Thanks to our monthly supporters Brandy Farmer Edwin Deitch Jamie Dorward Emily Rose Banks Malcolm Magee Natalie Ryan N. Marco-Ken Möller 孤鸿 月影 Fabian Jasper Verkaart Andy Pilara ola Austin Hammatt Zachary Phillips Mike Leigh Cooper Gayla Schiff Laura KE Roar Nikolay Ytre-Eide Stef Roger von Holdt venkata reddy Ingram Casey Ola rahul grover Ravi Govender Craig Lindsay Steve Woollard Deborah Spahr Barbara Samoela Jo Hatchard Kalman Cseh Berg De Bleecker Paul Acquaah MrBonjour Liza Goetz Konnor Ah kuoi Marjan Modara Dietmar Baur Bob Nolley ★ Support this podcast on Patreon ★

Even the most capable professionals can struggle in interviews. In this episode, Brian and job interview coach Tali Shlafer break down why, and what to do instead. Overview In this episode of the Agile Mentors Podcast, Brian welcomes interview coach Tali Shlafer for a practical, clear-eyed conversation about how to approach job interviews as a skill, not a personality trait. Tali shares why being great at your job doesn’t automatically translate to interview success, especially in collaborative fields like product development, Agile coaching, and project management. She outlines a straightforward way to prepare for interviews by identifying the real challenges behind a role and building stories that speak directly to them, without sounding rehearsed or robotic. From reframing “bragging” as problem-solving to handling tough questions with clarity and self-awareness, this episode is full of grounded advice for professionals navigating their next move. References and resources mentioned in the show: Tali Shlafer Free Job Interview Tip Vault Tali's LinkedIn Tali's Instagram #93: The Rise of Human Skills and Agile Acumen with Evan Leybourn #111: Adapting to the Future of Work with Heather McGowan Blog: Entry-Level Scrum Masters: Seven Tips on How to Get Your First Scrum Master Job by Mike Cohn AI Prompt Pack for Product Owners & Scrum Masters Subscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is a Certified Scrum Trainer®, Certified Scrum Professional®, Certified ScrumMaster®, and Certified Scrum Product Owner®, and host of the Agile Mentors Podcast training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Tali Shlafer is a certified interview coach who helps high performers turn nerves into clarity and confidence so they can land roles they’re truly excited about. Her practical frameworks—rooted in psychology, communication, and performance—ditch the gimmicks and empower candidates to show up as their best, most authentic selves. Auto-generated Transcript: Brian Milner (00:00) Welcome in everyone. We're back for another episode of the Agile Mentors Podcast. I'm with you as always, Brian Milner. And today I have Miss Tali Schläufer with us. Welcome in Tali. Tali Shlafer (00:11) Thanks, Brian. I'm excited to be here. Brian Milner (00:13) Very excited to have Tali with us. She is a job interview coach so you can kind of See the direction we're going in here one of her tagline is that she she helps you know professionals get offers they're really excited about and She's got some really interesting insights here because I know in today's world in today's environment There is a lot of shifting going on. There's a lot of transitioning between different places of work. And that interview is always kind of the forgotten portion of it, right? You get past all the other stuff, you get to the point where you're in the interview. So Tali, from your perspective, I know you see and help a lot of people with that portion of it. What are some of the biggest mistakes that people make that you see routinely as you help people prepare for their interviews? Tali Shlafer (01:01) Yeah, absolutely. I think one of the things that you just mentioned where, you know, people really struggling with the interview piece, you do all this work in your job search to update your resume, update your LinkedIn network, all this stuff, and then you get to the interview and it's like, okay, we're close. It's actually the interview is actually a completely different stage than anything else. And one mistake that I often see people making is just the mindset around interviews. A lot of people think, if I'm great at my job, I'll just interview really well. Like I'm a top performer. I'm good to go. But interviewing is actually a skill that's completely separate from anything else we do in the workplace. It requires you to be able to articulate what you've done in the workplace and the results and the impact that you brought in a way that most of us don't have to do in our day-to-day jobs. And you have to do it better than everybody else. So just because you are a top performer doesn't necessarily mean that that translates into your ability. to talk about yourself and talk about your career, especially in a way that resonates with the specific job culture and the specific job that you're applying for. So I think that's kind of the top mistake that I would just from a mindset level, is seeing interviews as something that you're naturally good at rather than as a skill that you can really develop and build in order to set yourself up for success. Brian Milner (02:12) Yeah. Yeah, that's a great point because, know, just because, as you said, just because I'm a top performer in something that I do, have a huge skill set or knowledge area that I'm really good at, doesn't mean that I'm necessarily good at an interview process because it is kind of a whole set of other communication skills that you have to have in that kind of environment. I know when I've talked to people about it sometimes, they feel sort of this, I don't know, dichotomy a little bit back and forth about... I know I'm supposed to plug myself here. I know I'm supposed to kind of brag a little bit, but I also don't want to sound cocky. I don't want to sound, you know, I don't know, just brash or anything. How do you help people or what do you advise people about in that area? Tali Shlafer (03:06) Yeah, and I think this is really common for people who are top performers and people who are very team oriented and collaboration oriented. It's really difficult for those folks to go, hey, I did all this stuff by myself and to kind of put themselves in that spotlight. So it's a very common challenge. It's also very common for folks who are really good at their job and have been doing this for a long time to actually be able to articulate. what that secret sauce is, like why they're actually good at their job, which is part of the challenge. Remind me the question that you just asked. Brian Milner (03:38) No, I'm just, in talking about kind of like how people prepare for these kind of things, the way they communicate this stuff, sometimes it's kind of more this worry about am I being a little too overbearing or brash in how I'm bragging about myself? Will I come off seeming cocky? or overconfident, how do they walk that fine line? Tali Shlafer (04:03) Yeah, I think this is a really big mindset piece where a lot of people who are those top performers and are very collaborative in nature are afraid to talk about themselves and be in the spotlight and kind of take credit where, especially in something like in the agile world or project management, product management, it's a very collaborative space. people are afraid to like, people are afraid to say, here's what I did. And Part of the mindset shift that I really encourage clients and job seekers to have is rather than to see it as, hey, the interview is all about you and the spotlight's on you and you're a used car salesman trying to promo yourself and it feels really icky so we don't want to do it. We end up not doing it at all. Think of it rather as you're trying to help this employer solve a problem. You're on the same side of the table with them. You're essentially a consultant for them. Their problem is... Hey, I've got this role. I have this challenge in my company. I have this opportunity. I have this thing that I need help with and I need to find who's going to be able to help me do that. And so you're essentially being an advisor for them and sharing here's how my previous experiences and what I've done in the past might be able to help you with your challenges. So it's really, it's really a partnership type of conversation where you're exploring, well, what are you struggling with? and how, let me share ways that I think I might be able to help. I think having that mindset is a lot more helpful for people who are more collaborative in nature. I think there's also a part of it that is getting really clear on how your work has actually delivered results. Being really confident, a lot of folks who are more collaborative in nature, which is a lot of people that I work with. tend to really get stuck in the we. So they say, we deliver this, we manage this, we strategize in this way. And then the interviewer ends up losing the thread of, well, what did this person sitting across from me do? What did they lead? What did they manage versus what did they do collaboratively? so getting really clear and even getting some language around how to talk about your contributions with respect to the team. So saying, I led this strategy session or I facilitated the collaboration of this, or I made the suggestion to people who then made a decision. Those kind of nuanced pieces of communication can help us feel more comfortable with actually owning our story in a way that doesn't feel gross. Brian Milner (06:39) Yeah, I think you make a great point there about the partnership aspect of it because having been on both sides of the table there, I know when I was hiring people as a software manager of some kind, the thought is always when the person comes in, you want to hire them. When they've reached that stage, when you finally bring them in, you're excited about the people that you decided to bring in and you're pulling for them. You want them to actually be successful. So I think it's important to keep that in mind too, that they want you to be successful. They want that role filled or they wouldn't have put out the job wreck and all the other things. If you, so let's just kind of talk through on a practical level. If you, you've done the work, you've put out the resume, you've got the call, maybe you've even gone through, well, I guess we should talk about that as well. Kind of the difference between a virtual or phone interview and an in-person interview. Is there a difference in level of prep or in how you, you know. tricks to being more successful if it's virtual versus in person. Tali Shlafer (07:50) I think the preparation itself should be the same. At the end of the day, your preparation should be about what are the challenges that this company, that this organization is facing and how does this role help solve those challenges? What are the skills? What are the top five skills that I need to demonstrate? Hard and soft skills. And in order to show them that I can be the top performer for this role and what are stories that I can share for each one of those skills. to prove that, I have what it takes, I can actually walk the walk as well. I've gotten results in this area before. So the prep work itself in the days leading up to the interview should be more or less the same. I would say the difference between a virtual interview versus an in-person interview is just people's comfort level. I think a lot of people are really comfortable in in-person interviews because it feels like you're actually talking to a human, right? You have a full-size person sitting across from the table from you. So it's a lot more comfortable. And I think even though through COVID, we had a lot more virtual conversations, there's still a very performative feeling element to it when it comes to virtual interviews. So one of my top tips for virtual interviews is please turn off your self view. So if you're in the Zoom call and if you're in a meeting, because it makes people so nervous and self-conscious. So when you get on that Zoom call, that Teams call, whatever platform you're using, make sure you're in the frame, right? Make sure that your lighting is good, all that stuff, and then turn off that camera so that you're not just watching yourself and being super self-conscious the entire time. Because think about it, in what other context in your life, when you're having a conversation with someone, do you have a mirror that you're looking at? Brian Milner (09:36) Right, right, I mean, if you're in their interview room, unless there's a mirror all the way around, you're not really getting that view. And even if you did, you probably wouldn't watch yourself in the mirror the entire time. So yeah, that's a great tip. And I think you're absolutely right. It can lead to being very, very self-conscious then. I think it's, I want to go back a little bit to the prep because I think your tip there is a really important thing is to try to understand the challenges, understand what it is they're looking for. And it just struck me as you were saying that it seems very similar to, in my kind of line of work, I do a lot of consulting work with people. And when I have a client that's a prospective client, it's almost the same thing. where you have to research a little bit about the company ahead of time. If you're doing kind of a sales call prior to the engagement, it's very similar. And I just thought about that. There is an overlap there between that and job interviews because you are selling yourself. You are selling your services to that company. Tali Shlafer (10:36) And a lot of people, here's another mistake that a lot of people, a lot of well-meaning people make is as part of their prep work, going online and finding a bunch of questions that they can then prepare for. So it's a very, I kind of call it whack-a-mole where, hey, let me try to figure out all the possible questions I might get asked and write out answers for those. Brian Milner (10:51) Ha ha. Tali Shlafer (10:59) That might get some people results. And if it's getting you results, that's great. But what I really encourage people to do is really reverse engineer your talking points from the job description, from what you know, even, you know, once you've had the conversation with the recruiter, you know, a little bit more about the position than maybe is even listed on the job description. So compile everything that you know about this opportunity and figure out, okay, what are the most important things for me to be able to articulate rather than just guessing at. random questions that the internet says you might get asked. Brian Milner (11:32) Yeah, that's a great point. I know we all want to get past that and get to the job, but I think there's also an element there of, let's say you do memorize these questions and they just happen to ask you the exact questions you had prepared for. If you don't really have that knowledge, then you're not going to really do well in that job even if you get it. So it's almost a blessing to not get that job, you know, if you didn't know that information, because they're going to be counting on you to do that. And you're not going to be a you're not going to do your job well then. Yeah. Tali Shlafer (12:06) Yeah, and the memorizing piece that you just mentioned is really, really easy for people to fall into the trap of trying to memorize their answers, especially with chat GPT and AI. Everybody's thinking, well, let's use these AI tools to help us come up with interview answers. so we plug in, job seekers will plug in, here's a bunch of questions that I might get. Look at my resume, tell me how can I answer these questions? And it feels safe. It feels like, this very smart robot or technology is gonna say this in a better way than I can. Brian Milner (12:36) you Tali Shlafer (12:40) But it really sets people up for failure most of the time because number one, most people aren't good at memorizing things, right? Most of us don't have to do that as our job. So most of us are really bad at memorizing. Number two, it makes you sound like a robot. It doesn't sound human. You lose the attention of the person who you're talking with. And number three, doesn't when you just memorize answers rather than thinking about it as what are talking points that I can riff off, riff on and kind of reuse and recycle and tell stories with. When you memorize, it puts you in the position of, well, yeah, it's great if they ask you that exact question. And some questions you will get asked, like tell me about yourself, you're going to get 99 % of the time. But for the most part, if you memorize a set of 10 questions and one of those questions gets a slight variation, or they ask a question that's not on there, you end up panicking. You don't know how to think on your feet because you're reliant on your tool. You've used AI or you've used your script as a strategy rather than a tool. Brian Milner (13:42) Yeah, that's a great point. I'm kind of wanting to get your take on this because this is a big thing that I know often comes up in these kinds of interviews is those questions that we all hate to get that you just know, no one ever knows how to answer these things. So I'm just curious how you advise people, you know, the awful question like, you know, give me some of your weaknesses or give me some of the things that you're not good at. How do you advise people to handle those kind of questions when they get asked in interviews? Tali Shlafer (14:14) Yeah, so there are definitely some questions that we tend to hear more often than others, especially when it comes to those recruiter interviews. The tell me about yourself, what are your strengths? What are your weaknesses? Tell me about a time you had to deal with a conflict. Tell me about a time you had to deal with a mistake. Those are pretty common, I would say, in that initial recruiter conversation. It's always an interview in my book. The weakness question I know is one of the that and the tell me about yourself is what really stresses people out. Brian Milner (14:40) Ha Tali Shlafer (14:43) My general advice for the weakness is actually something that I heard Adam Grant, who's an organizational psychology at Wharton share, which is pick something that is real but not disqualifying. So if you're an Agilist, your weakness should probably not be scrum or not be, you know, understanding business requirements. But it could be something like public speaking. Brian Milner (15:00) Ha Tali Shlafer (15:08) Or it could be something like delegating, where, you know, it's something real and it's not... It's something authentic. Authenticity is really, really important, especially nowadays in interviews. But it doesn't stop you from being able to perform well. So what I typically advise is pick a weakness, like Adam Grant says, that's real but not disqualifying. And this is important, and where a lot of people miss out, share what are you doing to actually address it? Because what we want to do, the point of that question isn't tell us what's wrong with you so we can judge you and disqualify you from the job. It's the subcontext of it is do you have self-awareness? Are you somebody who is aware enough and humble enough to know your shortcomings? And are you someone who's proactive about fixing them? and about becoming a better person. So the second part of that answer should be, well, what have you done to try to improve? What are specific steps that you've taken in order to improve? Brian Milner (16:09) Yeah, that's a great response. I know I've heard the traditional, you try to say one of your strengths as, I guess my weakness is I work too hard, like that kind of thing. Which I agree, it's not sincere. If I'm hearing that and I'm interviewing someone, that could disqualify him in my book, because I could think, this person is not going be honest with me. ⁓ Tali Shlafer (16:20) Yeah. or the I'm a perfectionist piece? The most common answer to that question. Brian Milner (16:33) Alright, I'm a perfectionist, right? Yeah, exactly. Well, you hit on the other big one too, the tell me about yourself. How do you advise people to handle that? Do you have a script in mind? you kind of detail out a couple of things? What's important to hit when someone asks you to just tell me about yourself? Tali Shlafer (16:54) Yeah, I'm a big fan of formulas over scripts. So I'll share my formula, but let me share a couple things that derail people. Let's kind of establish what's not helpful. And then we can kind of talk about this formula, which by the way, lots of different career coaches have different formulas. There's not necessarily one that works. It's just pick something and learn to do it really well. A lot of people will go in and start well. I graduated from the University of Washington in 1995, and they give kind of their entire history. And we lose the interviewer right away when we do that. So rather than giving them a chronological history of everything that's happened in your career and asking them, when we do that, we are essentially asking them, hey, here's all this information and data. You make sense of it. You figure out how it's relevant to you. I think it's actually really kind to use a formula to help them understand. Here's everything you need to know about me as it pertains to this role. So taking everything, taking your history and your career through the filter of what is important to demonstrate for this role. So the formula that I teach is sharing a super quick background. Hey, I'm Tali, I've been a project manager for the last 10 years. That's not true, that's not, let me reset that. So I think starting with a very brief. Brian Milner (18:12) You Tali Shlafer (18:16) sentence about yourself, your relevant role, how long you've had experience. Hey, I'm John. I've been project manager for the last 10 years, sharing the three key skills that you need to have in order to succeed at this job. And for each of those three skills, can you list an accomplishment or a metric or a success story? And we're not telling a whole story. We're just giving them here's the highlight reel, here's the headline, and then you'll click into all of those stories later. So quick little background about yourself, three main skills that you've developed that are relevant for this role, and super high level accomplishment to demonstrate those skills. So that's a little bit, that kind of is the first half, and that talks more about your previous experiences. And then in the second half of this answer, we want to pivot it to the future. So the first half is really about the past, it's about yourself. And then in the second half, we want to pivot to the future. what are you looking for in your next role? And hopefully that thing is also in that, that whatever you're looking for in your next role should dovetail really nicely into what they're offering as a company and as, as a, as an organization. What are you looking for specifically in your next role? And why are you so excited about interviewing with this company? And we want to share something really specific that We want to share something specific that feels personal. Where a lot of people go wrong is they'll share something like, I really want growth in my next role. And I'm excited about this team because I know you guys really value innovation. That doesn't really tell us anything. So we want one level of detail lower. So I'm really excited. What I really want in my next role is more leadership opportunities, so opportunities to mentor. And I'm really excited about this particular opportunities because I looked on your website, I looked at your blog posts, I looked at your, you know, CEO's posts that they share on LinkedIn. And I can tell that this is a really important part of your culture is being able to mentor people up into higher positions, right? Getting that specific, and there's not a right answer. I remember when I was interviewing for... out of college, I was interviewing for T-Mobile for an internship. And my answer was, I've talked to a lot of people, I've networked with a lot of people at T-Mobile. And one thing that really strikes me is the fact that a lot of people will leave for local companies like Microsoft, Amazon, and then they come back. There's a lot of people who spend a lot of time here. really does. There's a lot of loyalty and the culture, like I shared things that are specific to the culture and there's not a right answer here. It just needs to be. specific and it needs to be something that when you talk about it you kind of start getting butterflies because that's contagious. Brian Milner (21:07) That's awesome. Well, I want to ask about kind of the other half of the interview or the other portion of the interview as well. They, you know, I often hear people say, you know, you should walk into the interview understanding that it's a two way interview. They're interviewing you, but you're interviewing them as well because you want to know, is this the right place for me? So I can make the right decision about where I'm going to end up. What kind of things do you advise people to ask about or to focus on? What are some things that might expose some hidden things about the organization, warning signs or anything like that that might pop up in an interview to ask about? Tali Shlafer (21:45) That's a really good question. think one thing, it really depends on the opportunity and what you're looking for. So I don't think that there's one magic question that if you ask it, oh, the person's gonna be super impressed. Let me back up. What I really like about what you just said, is the framing of the questions that you ask at the end as a two-way conversation and as a way for you to understand more about the company so you can see if it's a good fit. I think a lot of people, especially in tough job markets, tend to kind of close their eyes and hope they get something and they almost blind themselves to the fact that they need to also do the work to make sure that it's a good fit. Or I see a lot of people who go, well, what can I ask that's impressive? What questions can I ask that's going to really wow them at the end, rather than seeing it as an opportunity to really understand what they offer more? So I would sit down and prioritize what is really important for you in a culture. if getting feedback, if growth is important for you, making sure to ask about, can you tell me about recently on your team, somebody who was promoted or how you helped somebody grow in the company? The best way that we can learn about something is through examples. The best proof that somebody values something is through the examples that they share. So we want to ask, kind of like you hear behavioral questions, you get asked, like, tell me about a time when. You can also use that, figure out what's important for you, and then create. Ask questions specifically about those things. One question that I think can be really helpful to get you to get a sense of what kind of person succeeds on this team and what the team really values is kind of the inverse of that. can you tell me about, can you tell me about what type of person doesn't do well here? Because then if they say, you know, The type of person who doesn't do well here isn't committed to working 60 hours a week. They expect to take their vacations and not be able to unplug. That kind of being able to hear who isn't successful gives you some context around some of their values as well. Brian Milner (24:01) Yeah, that's an excellent question because I agree. Presumably, this is someone you're going to be working with if you get the job. That immediate relationship, think, is going to really be impactful on the expectations, that sort of thing. Yeah, if I'm interviewing and I ask that kind of question, and they do come back and say, yeah, the person who doesn't work 60 hours or anything. Yeah, that's a good sign that maybe this is, I don't know, unless I enjoy working 60 hours a week, that maybe this is not the right cultural fit for me. So that's an excellent question, because I think that would expose some of that behind the scenes stuff, cultural things. ⁓ Tali Shlafer (24:42) And you really want to ask about questions about your dynamic with the manager. So what kind of people succeed under them? Because that's the number one people. I believe I'd have to fact check this, but you always hear that the number one people reason people don't like their jobs or people leave their jobs is because of their boss. So you want to understand you're essentially going on a date with them and you want to understand what is it like to hang out with you for 40 hours a week? Brian Milner (25:05) you Tali Shlafer (25:09) So asking specific questions to really understand what's their working style, what are their expectations, what are their positive experiences, what does feedback look like? Is it a once a year thing? Is it a every time we touch base during our one-on-ones you get feedback? That is really important. The other thing that's important to think about is do you understand the role itself? Like what questions do you have? What gaps in your understanding do you have about the role? Really clarifying to make sure that you know what you're signing up for. Brian Milner (25:40) Yeah, that's a great response as well. I know I remember from back in the day getting told that it's a good kind of question to ask what would success look like? If you really got someone to nail this and you were really happy with the hire and it was perfect, what would be the biggest thing that would contribute to that? And I've always liked that approach as well because it kind of gives you the expectation from the start to know here's what's most important in that manager's mind of what they're looking for. Yeah, just in my memory of interviewing people, would say I've never, I don't think I've ever not hired someone because of a question that they asked at the end, but... I have felt sometimes like when they don't ask questions that they're a little unprepared. Tali Shlafer (26:30) Yeah, and I think it, I think part of the not asking questions, one is being not prepared, not thinking thoroughly about the job. But it's also a little bit of a sense of desperation, like, I've been applying for four months, I don't care, I'm willing to take anything. So I don't have questions, because let me just take any first job that comes available. There's kind of that mindset. And I think it manifests as, I don't have any questions. And I think Brian Milner (26:48) You Tali Shlafer (26:58) People can kind of feel that when you're not critical, when you're not trying to figure out, am I really going to be able to succeed here? People kind of pick up on that and it either looks like desperation or it looks like disengagement and disinterest. We want people not, we don't want to hire the first person off the street who can do the job. We want to hire somebody who's excited to be there and who we know isn't going to leave six months later when they find something better. Brian Milner (27:23) Yeah, that's really good. Well, this has been really enlightening. I think there's a lot of gems in here that I think people can apply. we all find ourselves in that position from time to time of having to interview for things. As I said, even as a consultant, it's an interview when you talk to a potential new client. So I think these are all really great tips for that. We're going to make sure that there's contact information for Tali at the show notes of this so you can get a hold of her. Anything you want to shout out about, any places you want to point people to to get in contact with you? Tali Shlafer (27:56) So for the last few years, I've been posting usually about two short form videos a day to LinkedIn, all the social medias. Over the last couple of years, I've posted over 700 short form videos on social media. I've actually had over a hundred million views on LinkedIn, which is really crazy. Somebody recognized me at the dog park the other day, which was wild. But I created an interview tip-ball that took the best... The most helpful videos the ones that have gone viral received the best feedback gotten people the biggest results in their interviews And I compiled them all in one Interview tip bolt so that's my little thing that I like to share with people You'll see everything in there from how to tell me about yourself To answering why do people ramble and what other mistakes are people making? and also special tips for senior leaders and executives. So that's my little freebie that I like to share out for folks who are interested in the stuff that I'm talking about. Brian Milner (28:56) Awesome, awesome. we will definitely make that available to people in the show notes and links to your socials as well so people can follow you and stay on top of your tips as they come out. So thank you so much for coming on, Tali, and I appreciate you spending some time with us and sharing your knowledge with us. Tali Shlafer (29:13) Thanks so much, Brian. It was a pleasure.

On a June night several years ago, Sebastian Junger, bestselling author of The Perfect Storm and co-director of the Oscar-nominated documentary Restrepo, lay on an operating table, dying. An undiagnosed aneurysm in his pancreatic artery had ruptured, flooding his abdominal cavity with blood. His odds of survival were between 10 and 20 percent. "I said, 'Doc, you've got to hurry. You're losing me right now. I'm going.'" This near-death experience inspired him to embark on a scientific, philosophical, and profoundly personal exploration of what happens after we die. Host: Caleb Bissinger Guest: Sebastian Junger, author of In My Time of Dying: How I Came Face to Face with the Idea of an Afterlife.

Liderazgo HumanistaCrear espacios psicologicamente seguros "Un buen líder genera líderes, un falso líder genera seguidores. Y los seguidores, si son aduladores, generan un vínculo de dependencia; si son sumisos, hacen lo que les piden. El verdadero líder inspira para que las personas sean protagonistas de sus vidas y no víctimas; consigue que aprendan a decidir por sí mismas y no alimenta que lo aplaudan sin discernir.” Ps. Ale De Barbieri ( La vida en tus manos)El que lidera desde el SER, silencia su EGO para aprender de los crticos, el que lidera desde el EGO, silencia a los críticos para proteger su EGO.. ( Adam Grant)

Criticism rarely comes wrapped in a shiny gift box, tied with a bow. As a trailblazing leader, one of Mellody Hobson's gifts is finding the diamond in the rough. She and Adam unpack how to look for the grain of truth in any critique, when to discount feedback, and what it takes to be honest without being brutal. This episode originally aired on June 15, 2021.For the full text transcript, visit ted.com/podcasts/fixable-transcriptsFor a chance to give your own TED Talk, fill out the Idea Search Application: ted.com/ideasearch. Hosted on Acast. See acast.com/privacy for more information.

Adam Grant (NYT bestselling author of Think Again and organizational psychologist at Wharton) joins us to unpack why everything we believe about confidence might be backward. From navigating failure and perfectionism to learning how to detach worth from work, Adam explores why passion isn't something you “find,” how spirituality intersects with identity, and how reframing narratives can lead to a more meaningful life. Plus, the secret to motivation might not be what you think. THANK YOU TO OUR SPONSORS! Fetzer

On this episode of Impact Theory with Tom Bilyeu, he lays out the most fundamental aspects of a good leader. Adam and Tom discuss humility, integrity and the importance of being a giver, not a taker. They also delve deep into the idea of “cognitive entrenchment”, which is a deadly trap that everyone has to deal with, no matter how educated, informed, or driven they are. [ORIGINAL AIR DATE: 6-16-20]. SHOW NOTES:  What are the universal principles of leadership? [1:29] Are you a giver or a taker? [2:42] Adam explains how to be successful as a giver, and the main traps to avoid [4:31] I f you want to lead, you must keep people's attention on the message, not on you [6:30] A leader is like a shepherd, very rarely out in front of the flock [10:03] Adam describes the skills leaders need to acquire, and the criticism they need to seek [13:12] Adam explains why he works so hard to avoid getting caught up in being right [17:01] Teams who have too many superstars don't win championships [20:53] The leader of a team is often the person who most exemplifies what the group stands for [24:48] Adam describes “cognitive entrenchment” where experts get mentally stuck [25:37] Tom and Adam discuss the need for hyper-specific goals and testable hypotheses [28:47] Is there a point where the constant need for personal growth actually becomes harmful? [33:33] Tom talks about being a synthesizer, instead of being the thinker of original thoughts [37:13] Do you care about what you want to say, or about what people will actually hear? [40:36] Adam talks about why he doesn't always follow his intuition [42:04]  FOLLOW:  WEBSITE: www.adamgrant.net INSTAGRAM: https://bit.ly/3cVIYMQ  FACEBOOK: https://bit.ly/2MMhyhU  TWITTER: https://bit.ly/3dTIjNv  SUPPORT OUR SPONSORS: Get 5 free AG1 Travel Packs and a FREE 1 year supply of Vitamin D with your first purchase at https://impacttheory.co/AG1pod. Secure your digital life with proactive protection for your assets, identity, family, and tech – Go to https://impacttheory.co/aurapod to start your free two-week trial. ********************************************************************** What's up, everybody? It's Tom Bilyeu here: If you want my help... STARTING a business: Join me inside ZERO TO FOUNDER here SCALING a business: Click here to see if you qualify Get my battle-tested strategies and insights delivered weekly to your inbox: sign up here. ********************************************************************** Join me live on my Twitch stream. I'm live daily from 6:30 to 8:30 am PT at www.twitch.tv/tombilyeu ********************************************************************** LISTEN TO IMPACT THEORY & MINDSET PLAYBOOK AD FREE + BONUS EPISODES on APPLE PODCASTS: apple.co/impacttheory ********************************************************************** FOLLOW TOM: Instagram: https://www.instagram.com/tombilyeu/ Tik Tok: https://www.tiktok.com/@tombilyeu?lang=en Twitter: https://twitter.com/tombilyeu YouTube: https://www.youtube.com/@TomBilyeu Learn more about your ad choices. Visit megaphone.fm/adchoices

Do you hate the taste of cilantro and chocolate? You might be a super taster! Rachel Herz is a neuroscientist at Brown University who specializes in taste and smell. In this episode, Adam, Rachel, and Adam's wife Allison Sweet Grant investigate the sources of their different food preferences, uncover the overlooked power of smell, and analyze the effects of the gene that can turn some people into picky eaters. This episode originally aired on ReThinking with Adam Grant July 22, 2025.For a chance to give your own TED Talk, fill out the Idea Search Application: ted.com/ideasearch. Hosted on Acast. See acast.com/privacy for more information.

Zach Mercurio reveals the hidden epidemic that's plaguing the workplace—and what we can do about it.— YOU'LL LEARN — 1) The root of disengagement and quiet quitting2) How to help others feel valued in just 30 seconds3) The questions that help people feel seenSubscribe or visit AwesomeAtYourJob.com/ep1083 for clickable versions of the links below. — ABOUT GINO — Zach Mercurio is a researcher, leadership development facilitator, and speaker specializing in purposeful leadership, mattering, and meaningful work. He advises leaders in organizations worldwide on practices for building cultures that promote well-being, motivation, and high performance. Mercurio holds a PhD in organizational learning, performance, and change and serves as one of Simon Sinek's Optimist Instructors, teaching a top-rated course on creating mattering at work. His previous book is The Invisible Leader.• Book: The Power of Mattering: How Leaders Can Create a Culture of Significance• Study: “The Lived Experience of Meaningful Work in a Stigmatized Occupation: A Descriptive Phenomenological Inquiry”• LinkedIn: Zach Mercurio• Website: ZachMercurio.com— RESOURCES MENTIONED IN THE SHOW — • Study: “Human Workplace Index: The Price of Invisibility” from Workhuman• Study: “Age, Perceptions of Mattering, and Allostatic Load” by John Taylor, Michael J. McFarland, and Dawn C. Carr• Study: “Undervaluing Gratitude: Expressers Misunderstand the Consequences of Showing Appreciation” by Amit Kumar and Nicholas Epley• Study: “It's not all about me: motivating hand hygiene among health care professionals by focusing on patients” by Adam Grant and David A. Hofmann• Book: Man's Search for Meaning by Viktor Frankl• Past episode: 500: Building Unshakeable Self-Esteem and Confidence with Victor Cheng• Past episode: 972: Amy Edmondson on How to Fail Well— THANK YOU SPONSORS! — • Strawberry.me. Claim your $50 credit and build momentum in your career with Strawberry.me/Awesome• Plaud.ai. Use the code AWESOME and get a discount on your order• LinkedIn Jobs. Post your job for free at linkedin.com/beawesome• Quince. Get free shipping and 365-day returns on your order with Quince.com/AwesomeSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this season of WorkLife, we're pairing each of our regular episodes with a companion interview to do a deeper dive into the topic. This is the deeper dive for our episode on how to say no. Linda Babcock is a professor emerita of economics at Carnegie Mellon and co-author of “The No Club,” a club of people who help each other set boundaries. Linda and Adam share some of their personal struggles and lessons with around no, discuss Linda's research on why women take on more non-promotable tasks at work, and explore novel strategies for us all to guard our time against people who don't respect it.To listen to our previous episode, "How to Say No," click here!For a chance to give your own TED Talk, fill out the Idea Search Application: ted.com/ideasearch.Interested in learning more about upcoming TED events? Follow these links:TEDNext: ted.com/futureyouTEDSports: ted.com/sportsTEDAI Vienna: ted.com/ai-viennaTEDAI San Francisco: ted.com/ai-sf Hosted on Acast. See acast.com/privacy for more information.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1775: Mike Smerklo explores how our inner fears, what he calls the “monsters under the bed,” can sabotage our potential, especially when we don't have mentors to guide us. By revealing his personal struggles and lessons learned, he highlights how intentional mentorship can quiet self-doubt and accelerate growth in both career and character. Read along with the original article(s) here: https://www.mikesmerklo.com/mentorship-and-the-monster-under-the-bed/ Quotes to ponder: "Left unchecked, this voice of fear can keep you from realizing your true potential." "A mentor is someone who has faced their own monsters and lived to tell the tale." "The monster under the bed never really goes away, but you can learn to live with it." Episode references: Give and Take by Adam Grant: https://www.amazon.com/Give-Take-Helping-Others-Success/dp/0143124986 Learn more about your ad choices. Visit megaphone.fm/adchoices

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1775: Mike Smerklo explores how our inner fears, what he calls the “monsters under the bed,” can sabotage our potential, especially when we don't have mentors to guide us. By revealing his personal struggles and lessons learned, he highlights how intentional mentorship can quiet self-doubt and accelerate growth in both career and character. Read along with the original article(s) here: https://www.mikesmerklo.com/mentorship-and-the-monster-under-the-bed/ Quotes to ponder: "Left unchecked, this voice of fear can keep you from realizing your true potential." "A mentor is someone who has faced their own monsters and lived to tell the tale." "The monster under the bed never really goes away, but you can learn to live with it." Episode references: Give and Take by Adam Grant: https://www.amazon.com/Give-Take-Helping-Others-Success/dp/0143124986 Learn more about your ad choices. Visit megaphone.fm/adchoices

本集由《經理人》總編輯齊立文，導讀《開創心態》。 想突破現狀，卻總被計畫綁住？《開創心態》告訴你，別怕犯錯，試錯才是成功的祕密武器！以《逆思維》《給予》等書爆紅的華頓商學院最年輕的終身聘教授亞當．格蘭特 （Adam Grant），在這本書裡拆解創新的關鍵思考和行動策略：如何突破慣性思考、從不同角度觀察問題、有效連結資源，並在組織內推動變革。 本集重點整理： 1.使用什麼瀏覽器，決定一個人的離職率高低？ 2. 那些企業家或用產品改變世界的人，有什麼共同特質？ 3. 面對機會和風險，開創者的評估方式是什麼？解析創業家性格的風險組合觀念！ Powered by Firstory Hosting

In this episode of Grow a Small Business, host Troy Trewin interviews Suzanna Chaplin, founder of ESB Connect, shares her incredible journey from starting an email marketing business with her father to building a powerhouse with over 17 million email addresses and £1.5M in revenue. She opens up about overcoming £250K in debt, navigating the emotional toll of a family business, and pioneering the UK's first email retargeting tech that matches anonymous site visitors with emails. Suzanna also dives into scaling with profitability, building a resilient team, and why owning your audience is more critical than ever. Her story is packed with real challenges, bold moves, and powerful insights for any business owner chasing sustainable growth. Why would you wait any longer to start living the lifestyle you signed up for? Balance your health, wealth, relationships and business growth. And focus your time and energy and make the most of this year. Let's get into it by clicking here. Troy delves into our guest's startup journey, their perception of success, industry reconsideration, and the pivotal stress point during business expansion. They discuss the joys of small business growth, vital entrepreneurial habits, and strategies for team building, encompassing wins, blunders, and invaluable advice. And a snapshot of the final five Grow A Small Business Questions: What do you think is the hardest thing in growing a small business? According to Suzanna Chaplin, the hardest thing in growing a small business is navigating the emotional rollercoaster—the constant ups and downs. One day everything feels great with strong sales and a happy team, and the next day, key clients might pull budgets or team members might resign. It's the ability to stay consistent, keep showing up every day, and push through the tough times that truly tests a business owner's resilience. What's your favorite business book that has helped you the most? Suzanna Chaplin's favorite business books that have helped her the most include “Winners” by Alastair Campbell for its insight into what makes successful people tick, and “The 7 Habits of Highly Effective People” by Stephen Covey, which she values for its lessons on communication and understanding people's core motivations. She also mentioned “Good to Great” by Jim Collins and books by Adam Grant as powerful resources that have shaped her business thinking. Are there any great podcasts or online learning resources you'd recommend to help grow a small business? Suzanna Chaplin recommends several powerful podcasts and online resources to help grow a small business, including How I Built This by Guy Raz for inspiring founder stories, Diary of a CEO for raw and insightful conversations (especially earlier episodes), and Sweat Equity by the founders of Hype for practical branding tips. She also suggests Founders for deep dives into entrepreneurial mindsets and The Spark by Emma Grede for valuable perspectives from a female founder's lens. Suzanna emphasizes that podcasts, books, and mentorship have been key to her learning, offering real-world solutions to everyday business challenges. What tool or resource would you recommend to grow a small business? Suzanna Chaplin recommends Xero as a must-have tool to grow a small business, emphasizing the importance of knowing your numbers and staying on top of cash flow. While it may seem basic, having clear visibility into your finances is crucial for making smart decisions. She also highlights the value of implementing a solid CRM system as the business scales, helping manage team workflows, forecasting, and client communication more efficiently. These tools, she says, are essential for building a strong operational foundation. What advice would you give yourself on day one of starting out in business? Suzanna Chaplin's advice to herself on day one of starting out in business would be: “It's going to be okay—keep going and stay consistent.” She emphasizes the importance of trusting the journey, making quicker decisions when needed (especially around hiring), and not holding onto people or situations that no longer serve the business. She'd also remind herself to stay organized, believe in her instincts, and understand that the hard days will pass—and every small step forward adds up to big progress. Book a 20-minute Growth Chat with Troy Trewin to see if you qualify for our upcoming course. Don't miss out on this opportunity to take your small business to new heights! Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.     Quotable quotes from our special Grow A Small Business podcast guest: You don't truly own your audience until you own their email address – Suzanna Chaplin Every small step you take during hard times becomes a giant leap in hindsight – Suzanna Chaplin Delegation isn't weakness — it's the key to real growth – Suzanna Chaplin      

Welcome back to the Moonshots Podcast! In this episode, your hosts, Mike and Mark, deeply dive into the fascinating world of mental models, drawing inspiration from Shane Parrish's thought-provoking book, "The Great Mental Models: General Thinking Concepts." Join us as we explore key insights and practical advice that can revolutionize the way you make decisions.Buy The Book on Amazon: https://geni.us/MentalModelsGet the summary https://www.apolloadvisor.com/the-great-mental-models-book-summary/Become a Moonshot Member https://www.patreon.com/MoonshotsWatch this episode on YouTube: https://youtu.be/GYejGQHHxGY?si=jTs-VpdSTqBbANnhIntroduction: Rethinking Cycles and Prioritizing Outcomes (3:13)To kick things off, we begin with an engaging discussion between Adam Grant and Shane Parrish. They delve into the concept of rethinking cycles, emphasizing the importance of searching for outcomes over ego. This insightful conversation reminds us of the value of humility and adaptability in our decision-making processes.Breaking Problems Down: The Power of Inversion (1:49)When it comes to problem-solving, we all encounter challenges occasionally. That's where the Productivity Game's ingenious idea comes in: try solving the opposite problem first. This technique, known as inversion, is discussed in detail, showcasing its effectiveness in tackling complex problems head-on.Finding Better Solutions with First Principles (1:33)Building on our problem-solving exploration, we introduce the concept of First Principles thinking. Inspired by the Productivity Game once again, we discuss how breaking a problem down to its fundamental elements can lead to innovative and effective solutions. Principles thinking is a powerful tool for those seeking to revolutionize their approach to problem-solving.Forward-Thinking Decisions: Embracing Second-Order Thinking (1:17)In the realm of decision-making, forward-thinking is critical. We introduce the concept of Second-Order Thinking, which involves considering the potential consequences of decisions beyond their immediate impact. Drawing on insights from the Productivity Game, we provide valuable guidance on incorporating second-order thinking into your decision-making process.Circle of Competence: Wisdom from Warren Buffett (1:29)We delve into the wisdom of Warren Buffett, one of the world's most successful investors. His philosophy revolves around the Circle of Competence, encouraging individuals to stay within their areas of expertise and resist the temptation to act or react. This principle is a valuable addition to your toolkit for making better decisions.Cultivating Better Thinking Patterns (2:47)In our final segment, we wrap up the discussion with insights from Shane Parrish on how to cultivate a better thinking pattern. We emphasize the significance of surrounding yourself with people who challenge your perspectives and think differently from you. By following people you respect but disagree with, you can enhance your ability to make well-rounded decisions.In this enlightening episode of the Moonshots Podcast, Mike and Mark provide you with practical strategies and mental models to enhance your decision-making skills and tackle complex problems with confidence. Don't miss this opportunity to unlock your potential for better thinking and decision-making. Tune in now and embark on your journey to becoming a more effective decision-maker! Thanks to our monthly supporters Britt Fogg Steve Edwin Deitch Jamie Dorward Emily Rose Banks Malcolm Magee Natalie Triman Kaur Ryan N. Marco-Ken Möller Edward Rehfeldt III 孤鸿 月影 Fabian Jasper Verkaart Andy Pilara ola Austin Hammatt Zachary Phillips Mike Leigh Cooper Gayla Schiff Laura KE Roar Nikolay Ytre-Eide Stef Roger von Holdt venkata reddy Ingram Casey Ola rahul grover Ravi Govender Craig Lindsay Steve Woollard Lasse Brurok Deborah Spahr Barbara Samoela Jo Hatchard Kalman Cseh Berg De Bleecker Paul Acquaah MrBonjour Sid Liza Goetz Konnor Ah kuoi Marjan Modara Dietmar Baur Bob Nolley ★ Support this podcast on Patreon ★

Send us a textWhat if everything we thought we knew about training correctional officers was based on flawed assumptions? In this eye-opening conversation with Myles Cook, we explore how questioning basic training objectives can transform outcomes across corrections.Miles brings 15 years of diverse experience spanning corrections, patrol, narcotics, investigations, and academy instruction to tackle one of our profession's most fundamental challenges - training that actually works. With a master's degree, military service, and recognition as one of the International Association of Police Chiefs' 40 Under 40 Award recipients, Myles understands both theory and practical application.The conversation dives deep into how objective-based training has revolutionized physical fitness programs at his academy, resulting in remarkable 34-38% improvement rates across all fitness metrics. Rather than forcing everyone through identical workouts, their individualized approach ensures every recruit progresses at their optimal pace - creating not just fitter officers, but lifelong healthy habits.We explore why corrections training often gets stuck in outdated patterns, from focusing on policy over actual ethics to teaching shooting techniques that don't match real-world needs. Myles challenges listeners to look beyond their field for solutions, whether that's learning from athletic coaches for fitness training or competitive shooters for firearms instruction.Perhaps most valuable is Myles' framework for problem-solving: questioning assumptions, reframing problems, and finding innovative solutions by focusing on the true objective rather than apparent issues. His classic elevator example demonstrates how sometimes the real solution isn't making things faster, but making the experience better.For any corrections professional who's sat through mandatory training, wondering "what's the point?" - this episode offers a refreshing perspective and practical tools to transform your approach to teaching and learning. Connect with Miles at milescook@ws.edu to continue the conversation about revolutionizing corrections training.Think Again: The Power of Knowing What You Don't Know – by Adam GrantOriginals: How Non-Conformists Move the World by Adam Grant  PepperBallFrom crowd control to cell extractions, the PepperBall system is the safe, non-lethal option.OMNIOMNI is cutting-edge software designed to track inmates and assets within your prison or jail. Command PresenceBringing prisons and jails the training they deserve!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showContact us: mike@theprisonofficer.comFacebook: https://www.facebook.com/ThePrisonOfficerTake care of each other and Be Safe behind those walls and fences!

On this episode of Impact Theory with Tom Bilyeu, he lays out the most fundamental aspects of a good leader. Adam and Tom discuss humility, integrity and the importance of being a giver, not a taker. They also delve deep into the idea of “cognitive entrenchment”, which is a deadly trap that everyone has to deal with, no matter how educated, informed, or driven they are. ORIGINAL AIR DATE: 6-16-20 SHOW NOTES: What are the universal principles of leadership? [1:29] Are you a giver or a taker? [2:42] Adam explains how to be successful as a giver, and the main traps to avoid [4:31] If you want to lead, you must keep people's attention on the message, not on you [6:30] A leader is like a shepherd, very rarely out in front of the flock [10:03] Adam describes the skills leaders need to acquire, and the criticism they need to seek [13:12] Adam explains why he works so hard to avoid getting caught up in being right [17:01] Teams who have too many superstars don't win championships [20:53] The leader of a team is often the person who most exemplifies what the group stands for [24:48] Adam describes “cognitive entrenchment” where experts get mentally stuck [25:37] Tom and Adam discuss the need for hyper-specific goals and testable hypotheses [28:47] Is there a point where the constant need for personal growth actually becomes harmful? [33:33] Tom talks about being a synthesizer, instead of being the thinker of original thoughts [37:13] Do you care about what you want to say, or about what people will actually hear? [40:36] Adam talks about why he doesn't always follow his intuition [42:04] FOLLOW: WEBSITE: www.adamgrant.net INSTAGRAM: https://bit.ly/3cVIYMQ FACEBOOK: https://bit.ly/2MMhyhU TWITTER: https://bit.ly/3dTIjNv What's up, everybody? It's Tom Bilyeu here: If you want my help... STARTING a business: join me here at ZERO TO FOUNDER SCALING a business: see if you qualify here. Get my battle-tested strategies and insights delivered weekly to your inbox: sign up here. ********************************************************************** If you're serious about leveling up your life, I urge you to check out my new podcast, Tom Bilyeu's Mindset Playbook —a goldmine of my most impactful episodes on mindset, business, and health. Trust me, your future self will thank you. ********************************************************************** Join me live on my Twitch stream. I'm live daily from 6:30 to 8:30 am PT at www.twitch.tv/tombilyeu ********************************************************************** LISTEN TO IMPACT THEORY AD FREE + BONUS EPISODES on APPLE PODCASTS: apple.co/impacttheory ********************************************************************** FOLLOW TOM: Instagram: https://www.instagram.com/tombilyeu/ Tik Tok: https://www.tiktok.com/@tombilyeu?lang=en Twitter: https://twitter.com/tombilyeu YouTube: https://www.youtube.com/@TomBilyeu Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode from 2021, organizational psychologist and bestselling author Adam Grant joins Gwyneth Paltrow to explore what it really takes to change your mind—about your work, your worth, and even your identity. They unpack the hidden cost of certainty, the surprising upside of imposter syndrome, and why rethinking your path is a sign of strength, not failure. It's a conversation about ambition, burnout, and the uncomfortable—but essential—growth that happens when we stop to question ourselves. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

In this solo episode, I'm diving into something we all run into: how to ask for help or feedback in a way that actually gets you what you need, and how to give focused, respectful feedback when someone else asks. We've all been there: you crowdsource advice and end up with a flood of tangents, venting, or random noise before you get anything useful. I break down why vague questions lead to scattered responses, share my C + B + F formula (Context + Boundaries + Format), and explain how small changes can improve the way we interact, collaborate, and support each other, whether online, in meetings, or in everyday life. Along the way, I share insights from Amanda Palmer, Adam Grant, Chris Voss, and Priya Parker, plus some relatable stories (including one about asking if anyone's been to the zoo, you'll laugh!). This episode is packed with actionable advice you can use right now to improve communication at work and beyond. Resources & Links: TED Talk: The art of asking by Amanda Palmer Give and Take: A Revolutionary Approach to Success by Adam Grant Never Split the Difference: Negotiating As If Your Life Depended On It by Chris Voss The Art of Gathering: How We Meet and Why It Matters by Priya Parker Join The Directory Of The West Get our FREE resource for Writing a Strong Job Description  Get our FREE resource for Making the Most of Your Internship Email us at hello@ofthewest.co Subscribe to Of The West's Newsletters List your jobs on ⁠Of The West Connect with Jessie: Follow on Instagram @ofthewest.co and @mrsjjarv Follow on Facebook @jobsofthewest Check out the Of The West website Be sure to subscribe/follow the show so you never miss an episode! Learn more about your ad choices. Visit megaphone.fm/adchoices

Episode NotesWhy listening is the most underutilized leadership superpowerThe hidden root causes of burnout (hint: it's not just overwork)How to give and receive feedback without triggering egoBuilding psychological safety one honest moment at a timeThe surprising reason why emotionally intelligent leaders are the most effectiveRecommended Resources:Dare to Lead by Brené BrownLeaders Eat Last by Simon SinekThink Again by Adam GrantPodcast: WorkLife with Adam Grant www.YourHealth.Org

In part two of our interview with Eric Topol, author of the New York Times bestseller Super Agers, we cover how to get a good night's sleep, why one day everyone may take GLP-1s, and how AI is poised to transform medicine. 1️⃣ Missed Part 1? Listen now on Apple Podcasts or Spotify

There are 5 different generations in the workplace today, and strong views can lead to conflict between age groups. But are generational differences really the problem? In this episode, Adam investigates the root causes of age stereotypes, why they hold us all back, and how to overcome generational divides at work. Guests: journalist Nicole Smith and research scientist Jennifer Deal.For the full text transcript, visit ted.com/podcasts/fixable-transcriptsFor a chance to give your own TED Talk, fill out the Idea Search Application: ted.com/ideasearch. Hosted on Acast. See acast.com/privacy for more information.

Welcome to another enriching edition of the Do Good to Lead Well podcast series, where we explore the power of meaningful work and its profound impact on personal and professional growth. In this episode, I am thrilled to be joined by Wes Adams and Tamara Miles, the authors of "Meaningful Work". A serendipitous encounter evolved into extensive research and collaboration, gaining endorsements from global thought leaders like Adam Grant.Listen in as we challenge the common misconceptions about meaningful work, often assumed to be exclusive to certain professions. Wes and Tamara eloquently argue that meaningful work can be found in any role when it aligns with three core pillars: community, contribution, and challenge. Through compelling examples of janitors and hairstylists who find deep meaning in their daily tasks, we emphasize the role of leadership in shaping perceptions of meaningful work. Our conversation also addresses the hurdles leaders face with employees primarily motivated by financial incentives and how fostering a sense of community and purpose can enhance their work experience.Finally, we explore strategies for building meaningful work cultures within organizations. Wes and Tamara share valuable insights into the importance of aligning organizational values, particularly in remote work environments, and the significance of measuring progress towards creating meaningful work. We discuss how role modeling, clear communication, and understanding employees' unique narratives can foster a thriving work environment. Don't miss this enlightening episode where we uncover the science and practice of meaningful work.What You'll Learn- How to align any job with the pillars of community, contribution, and challenge to find fulfillment.- Insights into the transformative power of leadership in creating meaningful work.- Meaningful work in a remote world.- The importance of community in achieving meaningful work.Podcast Timestamps(00:00) – What is Meaningful Work?(07:27) – Common Misconceptions About Meaningful Work(13:49) – The 3 Pillars of Meaningful Work(20:44) - Creating A Culture for Meaningful Work(31:13) - Measuring Progress Towards Meaningful Work(40:12) – Meaningful Work as a Foundational Building Block for Scaling Organizations(51:20) - Meaningful Work and Employee EngagementKEYWORDSPositive Leadership, Meaningful Work, Professional Growth, Maximizing Fulfillment, Positive Psychology, Organizational Structures, Peak Performance, Fostering Innovation, Increasing Resilience, Creating Community, Values-Based Leadership, Managing Remote Work, Organizational Culture, Authenticity, Role Modeling, Employee Engagement, CEO Success

In this week's episode of The Workplace Podcast, William Corless sits down with Sabina Nawaz, elite executive coach and author of "You're the Boss: Become the Manager You Want to Be and Others Need." Sabina brings incredible credentials - 14 years at Microsoft where she advised Bill Gates and Steve Ballmer directly, plus extensive work with Fortune 500 companies. Her book has received high praise from Adam Grant, Marshall Goldsmith, and Rita McGrath!

What does it take to lead a $1.5 billion dairy cooperative without losing the soul of the family farm? In this episode of The Family Biz Show, Michael Palumbos sits down with Kevin Ellis, CEO of Upstate Niagara Cooperative, to explore the path from third-generation dairy roots to modern-day manufacturing leadership. This isn't just a story about dairy. It's about what happens when a family business mindset meets scale, legacy meets innovation, and community values get tested in a corporate structure. Whether you're navigating your own transition, scaling fast, or wondering how to bring next-gen thinking into a legacy business—this episode delivers powerful, practical insight. From Barn to Boardroom: Kevin's Unlikely Journey [00:45] Kevin's roots run deep in Central New York, where his family expanded from 100 to 300 cows. Initially considering veterinary school, he pivoted into animal science and eventually business, landing at Cornell and later earning his MBA from the University of Rochester. [02:30] His career is marked by reinvention—from nutritionist to banker to co-op founder. When former clients asked him to help start a breakaway processing plant, he said yes. That move eventually led to his role at Upstate Niagara, overseeing more than 260 family farms and 1,800 employees.

John Corcoran is a recovering attorney, an author, and a former White House writer and speechwriter to the Governor of California. Throughout his career, John has worked in Hollywood, the heart of Silicon Valley, and ran his boutique law firm in the San Francisco Bay Area, catering to small business owners and entrepreneurs. Since 2012, John has been the host of the Smart Business Revolution Podcast, where he has interviewed hundreds of CEOs, founders, authors, and entrepreneurs, including Peter Diamandis, Adam Grant, Gary Vaynerchuk, and Marie Forleo. John is also the Co-founder of Rise25, a company that connects B2B businesses with their ideal clients, referral partners, and strategic partners. They help their clients generate ROI through their done-for-you podcast service. In this episode… It's easier than ever to create content, but standing out and building meaningful relationships remains a major challenge. How can B2B leaders and entrepreneurs use podcasting and AI tools to drive growth, deepen connections, and establish thought leadership in today's noisy landscape? John Corcoran tackles this challenge by sharing specific tools and strategies that have proven effective. He explains how ChatGPT can be transformed into personalized AI coaches across multiple life areas, using uploaded documents and tailored prompts to enhance its utility. John also outlines how podcasting can serve as a relationship-building mechanism, whether reconnecting with past contacts like Ed O'Keefe or converting existing content into multi-platform episodes. Additionally, he shares a simple yet powerful method for boosting YouTube engagement through paid views and follow-up emails, which helps elevate guest exposure and strengthens ongoing partnerships. Tune in to this episode of the Smart Business Revolution Podcast as Chad Franzen interviews John Corcoran, Co-founder of Rise25, about leveraging AI and podcasting for business growth. John dives into AI productivity hacks, how to repurpose content effectively, and why guest interviews build lasting credibility. He also touches on using podcasting to rekindle professional relationships, the benefits of tools like Gemini and Veo 3, and his top podcast recommendations in the investment and wellness spaces.

In this episode, Kaila and Kyle discuss the difference between extrinsic and intrinsic motivation, and how to artificially generate it when you find yourself lacking motivation.  00:00 Intro 00:51 Intrinsic motivation vs extrinsic motivation 03:08 Kyle's intrinsic motivation vs Kaila's extrinsic motivation 08:56 How Kaila hacks her motivation 14:52 Research-backed strategies for increasing motivation 19:24 Self-Determination Theory 21:50 Manufacturing competition 27:19 Two more tactics for hacking extrinsic motivation 32:52 Adam Grant's study on radiologists  Want to get all of Kaila & Kyle's career resources? Subscribe to Per My Last Email: https://www.permylastemailshow.com/  Watch Per My Last Email on YouTube:   @PerMYLastEmailShow Follow Per My Last Email Instagram: @permylastemailshow TikTok: @permylastemailshow Twitter: @permylast_email Have a question for us? Send us an email or voice note to permylastemail@morningbrew.com Learn more about your ad choices. Visit megaphone.fm/adchoices Each week on Per My Last Email, Morning Brew's resident career experts Kaila and Kyle – whose careers have collectively spanned the corporate, government, nonprofit and startup sectors – debate the trickiest challenges in work life, and share tactics on how to overcome them. Share the show with a friend, and leave us a review on your favorite podcast app! Learn more about your ad choices. Visit megaphone.fm/adchoices

Many people don't use all their paid time off from work—and struggle to relax and recover on nights and weekends too. What does it take to make our breaks more restorative? Adam examines the evidence on recovery and burnout, explores how workplaces can reimagine vacation policies, and highlights what kinds of hobbies are best suited to different times of day. Available transcripts for WorkLife can be found at go.ted.com/WLtranscripts Want to help shape TED's shows going forward? Fill out our survey!Learn more about TED Next at ted.com/futureyouFor the Idea Search application, go to ted.com/ideasearch Hosted on Acast. See acast.com/privacy for more information.

Send us a textWhat it really takes to grow into the leader you're meant to be—on your terms, over time, and from the inside out.As we head into the July 4th holiday, a time when we reflect on freedom, progress, and reinvention, it feels fitting to bring you this powerful new episode with Dr. Bryan Deptula, leadership expert and author of Leaders Are Born to Be Made.Bryan is one of the most grounded, engaging, and purpose-driven voices I've come across. His philosophy? That leadership isn't reserved for the chosen few. It's a skill, one we can all build, train, and strengthen over time.In our conversation, Bryan opens up about his own unlikely path from corporate sales leader to PhD, professor, and consultant. He shares how pivotal moments in his life—like a tough-love lesson from his godmother “Mama Sis” and a tent-bound self-reflection under the Indian River Inlet Bridge—helped him shed old versions of himself to grow into who he's meant to become.We dive deep into his MUSCLE framework:M: Me – Start with self-leadershipU: Understanding – Grow your leadership intelligenceS: Strategy – Align with vision, mission, and valuesC: Conflict – Use it productivelyL: Learning – Commit to growthE: Entrepreneurship – Own your path, whether you run a business or lead from withinThis isn't just theory, Bryan brings real-world experience, relatable stories, and an unfiltered look at what leadership looks like when it's done with heart, humility, and a willingness to get uncomfortable.He also reminds us that the best leaders are the ones who keep learning, keep failing forward, and keep living. As Bryan puts it: “Start leading by treating yourself as the most important individual you can work on first.”This is a conversation for anyone at a crossroads, whether you're a seasoned executive, a rising manager, or someone wondering what it takes to lead your own life a little better.Books mentioned in this episode:Leaders Are Born to Be Made – Bryan DeptulaEssentialism – Greg McKeownTeam of Rivals – Doris Kearns GoodwinUnique Ability – Dan SullivanPlus shoutouts to Adam Grant and the value of failing forwardWhether you're tuning in from the car, the beach, or your morning walk, I hope this one leaves you thinking a little differently about what it means to be a leader—starting with you.

住近美術館，把握最後機會 《惟美術》3房熱銷倒數 輕奢品味，全新完工，即刻入住 近鄰輕軌C22站，設籍明星學區 預約來電 07-553-3838 https://sofm.pse.is/7tq7wz -- NISSAN為提升車主夏季駕乘感受，限時推出X-TRAIL、KICKS及SENTRA「涼夏特仕版」限量各200台，雙前座升級通風座椅，提供涼爽舒適的駕駛體驗。 本月入主NISSAN任一車款再贈Dyson時尚吹風機組，及零利率方案，讓消費者輕鬆入主、無壓升級NISSAN車款。 https://sofm.pse.is/7tzvjg －－－－以上訊息由 SoundOn 動態廣告贊助商提供－－－－ 飛碟聯播網《飛碟早餐 唐湘龍時間》2025.07.02 週三財經產業趨勢單元 專訪：天下雜誌出版總編輯兼行銷長｜吳韻儀 主題：《高成效一對一會議寶典：不緊張、不虛工，善用前饋增進互信、激發動力，主管、部屬都受用的溝通指南》天下雜誌 好書收藏：https://reurl.cc/OY2xjD 做主管的，聽到一對一會議就皺眉頭。 流於形式浪費時間，更怕踩到地雷惹來後患。 身為部屬，聽到一對一會議就眼前一黑。 我出了什麼問題嗎？到底要怎麼準備才好？ 研究顯示，全球每天有高達2到5億場的一對一會議， 相當全世界每天投資在一對一會議的金額為12億5千萬美元！ 投資龐大，但是成效往往難讓人滿意。主管嫌煩也害怕，部屬焦慮又擔心。 該如何將這些會議轉化為有意義的成長，為我們帶來實際效益？ 本書作者史蒂文．羅吉伯格將幫助我們最大限度地發揮這些關鍵對話的潛力。 作者簡介 史蒂文．羅吉伯格博士（Steven G. Rogelberg） 組織心理學家，獲得北卡羅來納大學夏洛特分校（UNC Charlotte）校長教授職銜，因其在國內、國際和跨學科領域的傑出貢獻而獲此殊榮。史蒂文是一位屢獲獎項的教師，他不僅是工業與組織心理學學會（SIOP）人道主義獎的首屆獲獎者 ，並因其對會議的研究而獲得非常著名的「洪堡獎」。 本書是他的最新著作，《華盛頓郵報》評之為「最值得關注的領導力書籍」第一名。他和本書曾被CBS電視台《今晨》（This Morning）節目、《怪誕經濟學》（Freakonomics）、《哈佛商業評論》、美國全國公共廣播電台（NPR）、《華爾街日報》，以及《BBC World》等媒體採訪。亞當．格蘭特（Adam Grant）稱史蒂文為「世界頂尖的會議安排專家」。 #商業理財 #職場 #會議 #領導力 #天下雜誌 #效率 #組織 #成長 #高成效一對一會議寶典 ▶ 《飛碟早餐》FB粉絲團 https://www.facebook.com/ufobreakfast/ ▶ 飛碟聯播網FB粉絲團 https://www.facebook.com/ufonetwork921/ ▶ 網路線上收聽 http://www.uforadio.com.tw ▶ 飛碟APP，讓你收聽零距離 IOS：https://reurl.cc/3jYQMV Android：https://reurl.cc/5GpNbR ▶ 飛碟Podcast Apple Podcasts : https://apple.co/3jFpP6x Spotify : https://spoti.fi/2CPzneD KKBOX：https://reurl.cc/MZR0K4 -- Hosting provided by SoundOn

John Morgan doesn't lead quietly—and he doesn't build small. In part two of his conversation with Steve Riley, he shares the systems, standards, and mindset that built a law empire. On this episode of Great Practice, Great Life®, Steve Riley welcomes back John Morgan, founder of Morgan & Morgan, for an insightful continuation of their conversation. In this episode, you'll discover John Morgan's leadership lessons on how to grow a law firm with integrity. He also shares how long-term vision, and well-built systems can support both business growth and personal success. John shares the systems he created that allow his firm to scale without losing control. He highlights the importance of structure and transparency, sharing how internal checks to eliminate rogue behavior and uphold the firm's standards. For any attorney managing a growing team, John's insights on leadership, oversight, and operational discipline are invaluable. The conversation shifts into legacy and personal life. John opens up about raising four humble and successful children. He emphasizes that leadership isn't just about being a visionary; it's about being a visionary maker. His insight into parenting, business, and firm culture shows how strong values translate across every part of life. Throughout the episode, John shares analogies that bring his approach to life—from magic tricks and oil fields to casinos and card tables. He reflects on overcoming insecurity, navigating unpredictability, and creating opportunity through generosity, gratitude, and persistence. John Morgan's leadership lessons are rooted in hard-earned experience and deep human insight. This episode is more than a conversation; it's a roadmap for building sustainable law firm leadership, straight from one of the most successful legal entrepreneurs in the country. Tune in for candid advice, actionable takeaways, and a clear blueprint for creating a lasting legacy, and building a great practice and a great life. In this episode, you will hear: How to balance a successful legal career with a fulfilling personal life John Morgan's insights on creating harmony between work and home Building accountable and transparent systems in your law firm Why adopting audited financials can accelerate growth and trust The surprising connection between magic tricks and trial law strategy How to recognize and seize opportunities in an unpredictable world Teaching discipline, humility, and work ethic to the next generation Overcoming vision blockers like self-doubt and envy The role of gratitude and generosity in building a great life Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. If there's a topic you would like us to cover on an upcoming episode, please email us at steve.riley@atticusadvantage.com. Supporting Resources: John Morgan: www.forthepeople.com/attorneys/john-morgan Morgan & Morgan: www.forthepeople.com Episode 137: Grow or Die: John Morgan's Relentless Strategy for Law Firm Expansion – Part 1: atticusadvantage.com/podcast/grow-or-die-john-morgan Contact Atticus for a Free Assessment: atticusadvantage.com/contact-us Zendesk: www.zendesk.com WonderWorks: www.wonderworksonline.com Alcatraz East: www.alcatrazeast.com You Can't Teach Hungry: Creating the Multimillion Dollar Law Firm by John Morgan: www.amazon.com/You-Cant-Teach-Hungry-Multimillion-ebook/dp/B0CW1KSZ1M You Can't Teach Vision: The Twenty-First Century Law Firm by John Morgan: www.amazon.com/Teach-Vision-Twenty-First-Century-MORGAN/dp/1941007384 Give and Take: Why Helping Others Drives Our Success by Adam Grant: www.amazon.com/Give-Take-Helping-Others-Success/dp/0143124986 The Summit: atticussummit.com John's 2018 Summit Keynote Presentation: www.youtube.com/watch?v=7TOxZ9terqA  Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com Let them know we sent you.

Today's wisdom comes from Originals by Adam Grant.   If you're loving Heroic Wisdom Daily, be sure to subscribe to the emails at heroic.us/wisdom-daily.   And… Imagine unlocking access to the distilled wisdom form 700+ of the greatest books ever written.   That's what Heroic Premium offers: Unlimited access to every Philosopher's Note. Daily inspiration and actionable tools to optimize your energy, work, and love. Personalized coaching features to help you stay consistent and focused   Upgrade to Heroic Premium →   Know someone who'd love this? Share Heroic Wisdom Daily with them, and let's grow together in 2025!   Share Heroic Wisdom Daily →

In the age of virtual communication, here's how to ensure your messages convey what you mean.Texts. Emails. Slacks. Zooms. We're communicating in more ways than ever, but Andrew Brodsky has a word of warning: Your virtual communication might be sending messages you're not aware of.Brodsky is the author of PING: The Secrets of Successful Virtual Communication. And as a professor of management at the University of Texas McCombs School of Business, he researches the impact of technology on workplace communication. “In virtual communication, there's often missing information,” he says. “As recipients of it, we're searching to fill in the gaps. The problem [is] that the recipient who's making these guesses is often guessing incorrectly.” As his research reveals, variables like typos, the time you schedule a meeting, and even your choice of email signature affect how your messages are received — and how you're perceived.In this episode of Think Fast, Talk Smart, host Matt Abrahams and Brodsky explore his PING framework (perspective-taking, initiative, nonverbal awareness, and goals) for mastering digital communication. From understanding when to choose email over a phone call to navigating cameras-on versus cameras-off meetings, he offers practical strategies for ensuring your virtual messages communicate exactly what you intend.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premiumEpisode Reference Links:Andrew BrodskyAndrew's Book: PingEp.31 Quick Thinks: How to Shine Online and Excel at Virtual Communication Ep.53 Step Up and Stand Out: How to Create the Right Environment for Communication  Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:34) - What Is Virtual Communication? (03:20) - Choosing the Right Channel for Your Goal (06:05) - The Ping Framework: Secrets to Virtual Communication (10:01) - Understanding Communication Richness (13:03) - Nonverbals in Virtual Communication (16:47) - The Final Three Question (24:37) - Conclusion   ********This Episode is brought to you by Strawberry.me. Get $50 off coaching today at Strawberry.me/smartBecome a Faster Smarter Supporter by joining TFTS Premium.   

¿Te ha pasado que sabes que eres bueno en lo que haces, pero a la hora de comunicarlo algo falla? ¿Que otros con menos experiencia parecen proyectar más autoridad y consiguen mejores clientes?La diferencia no está en el conocimiento. Está en la proyección de confianza. Y la buena noticia es que la confianza genuina se puede desarrollar, entrenar y perfeccionar.En este episodio descubrirás:✅ Por qué la claridad es la base de toda confianza real (y las 3 preguntas que debes responder) ✅ Los elementos visibles que comunican autoridad sin palabras ✅ Cómo mantener la confianza cuando los proyectos fallan o los clientes dicen no ✅ El error más común al intentar "parecer" confiado (y qué hacer en su lugar) ✅ Ejemplos prácticos aplicables a tu profesión específicaIncluye casos reales de Vilma Núñez, Anxo Pérez, Cal Newport y Adam Grant, además de escenarios prácticos para consultores, coaches, terapeutas y profesionales independientes.Este episodio es especialmente útil si cobras menos de lo que vales, te cuesta cerrar ventas o sientes que no te toman tan en serio como deberían.

Comment certains leaders inspirent, mobilisent et font avancer les choses… sans aucun pouvoir hiérarchique ?Parce que le leadership ne repose plus sur le contrôle, mais sur le respect et la posture.Dans cet épisode, je reçois Alison Fragale, psychologue organisationnelle, professeure à l'Université de Caroline du Nord et autrice du livre Likeable Badass — un ouvrage découvert grâce à Adam Grant, et que je recommande depuis à tous les managers.Ce livre met des mots justes sur ce que j'observe chaque jour en entreprise : le statut, c'est-à-dire le respect que l'on vous accorde, est devenu un levier central du leadership, bien plus que le pouvoir formel.Ensemble, nous avons parlé de :– la vraie différence entre statut et pouvoir,– comment gagner en autorité sans dominer,– pourquoi être aimé et respecté n'est pas un dilemme, mais une stratégie,– comment parler de soi avec force et élégance,– et pourquoi le statut se construit… surtout quand on ne l'exige pas.Alison partage 7 clés concrètes pour affirmer votre posture de leader, renforcer votre influence et inspirer durablement, même sans titre officiel.Une conversation aussi éclairante qu'accessible, en anglais (réponses) et en français (questions et synthèses).Distribué par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Summary In this episode, Andy interviews Dave Garrison, author of The Buy-In Advantage: Why Employees Stop Caring and How Great Leaders Inspire Everyone to Give Their All. We've all faced moments where our team seems checked out or disengaged. But what if the real issue is that they don't feel invited to care? Dave challenges conventional approaches to engagement and offers practical, actionable strategies for fostering true buy-in. In this conversation, Dave shares the difference between engagement and buy-in, how traditional methods like bribing or badgering can backfire, and how leaders can use curiosity, clarity, and inclusive decision-making to fuel commitment. You'll learn how to better structure meetings, make feedback more meaningful, and identify red flags that indicate declining motivation. If you're leading teams and looking to create cultures where people don't just show up but they fully buy in, this episode is for you! Sound Bites “It's not about satisfaction. It's about whether people are bringing their head, heart, and gut to work.” “Leaders go last all the time. Except when it comes to vulnerability. Then leaders go first.” “You don't know how you land unless you ask. And you can't ask in a way that intimidates.” "People support what they create." “PB&J? It stands for 'patiently badger and jam it down their throat.' And that doesn't work.” “Three is greater than seven when it comes to priorities. Seven is not a priority list.” “Done with, not done to.” Chapters 00:00 Introduction 01:40 Start of Interview 02:00 What's the Difference Between Engagement and Buy-In? 04:20 Why Are We Facing a Perfect Storm of Low Buy-In? 07:00 What Leaders Do That Actually Makes Buy-In Worse 08:25 The Meaning of PB&J (Patiently Badger and Jam It) 10:26 How Leaders Unintentionally Undermine Buy-In 12:00 Warning Signs of Low Buy-In on Your Team 14:37 Debunking the Myth That Money Is the Main Motivator 15:42 The Difference Between Collective Genius and Consensus 18:00 A Structured Approach to Inclusive Problem Solving 19:58 The Role of Curiosity in Performance Reviews 21:40 The Power of Pre-Reading and Slowing Down for Better Thinking 24:20 How to Prioritize What Matters—From Ideation to Internalization 27:10 Simplifying and Clarifying Priorities 29:40 Ideas for Celebrating in Ways That Actually Matter 31:44 Why Specific Recognition Matters More Than General Praise 34:40 What Cornhole and Cookouts Have to Do With Buy-In 35:20 Applying These Ideas at Home: Buy-In in Parenting 36:49 End of Interview 37:15 Andy Comments After the Interview 42:29 Outtakes Learn More You can learn more about Dave and his work at BuyInBook.com. For more learning on this topic, check out: Episode 428 with Rich Diviney, a former Navy SEAL commander, on unlocking optimal team performance. Episode 94 with Heidi Grant and Tory Higgins, sharing deep research on the science of motivation. Episode 31 with Adam Grant—his first-ever podcast interview! Hear insights from Adam before the world knew him. Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, Team Engagement, Motivation, Organizational Culture, Buy-In, Decision Making, Psychological Safety, Project Management, Recognition, Meetings, Communication, Employee Retention The following music was used for this episode: Music: Summer Morning Full Version by MusicLFiles License (CC BY 4.0): https://filmmusic.io/standard-license Music: Synthiemania by Frank Schroeter License (CC BY 4.0): https://filmmusic.io/standard-license

On this episode of The Jon Gordon Podcast, I sit down with Rafi Kohan, author, cultural observer, and the mind behind Trash Talk: The Only Book About Destroying Your Rivals That Isn't Total Garbage.   What started as a casual Zoom between new friends quickly turned into a lively deep dive into the world of competitive banter, all captured here in real time. Together, Rafi and I explore the fascinating, untold science and history of trash talk. He breaks down why trash talk is more than just gamesmanship on the field, it's a fundamental part of human behavior, threaded through ancient stories from the Bible to the Homeric poems, and alive in everything from politics to playgrounds. We get into how trash talk manipulates attention, anxiety, motivation, and even performance, and why some of the world's greatest athletes and public figures use it to their advantage.   Rafi shares wild stories, including some next-level antics from a soccer goalie who turned mental distraction into an art form, reveals why even the most positive folks can't resist a little friendly ribbing (looking at you, Ken Blanchard), and reflects on how the lessons of trash talking stretch far beyond sports, touching on politics, performance, resilience, and even moral character. We also riff on modern-day masters of the craft (think Muhammad Ali to Donald Trump) and the fine line between competition that lifts us up versus rivalry that tears us down. If you've ever wondered why we talk smack, how to handle it when it happens, or what it really says about us, you'll find insight and plenty of laughs in this episode.   Whether you're a serious competitor, a sports fan, or someone who's just curious about why people do what they do, this conversation brings fresh perspective, energy, and practical takeaways on embracing pressure, building grit, and becoming the kind of rival that makes everyone better. And yes, there's a little trash talk between us too. If you want to rethink the way you handle challenges, on the court, at work, or in life, this episode is for you.   Rafi Kohan is an award-winning sports journalist and dynamic keynote speaker. He is the author, most recently, of Trash Talk: The Only Book About Destroying Your Rivals That Isn't Total Garbage, which explores the phenomenon of verbal gamesmanship in sports, and everywhere, and what it reveals about our ability to perform under pressure.    About Rafi,   Kohan's first book, The Arena, is a wide-ranging examination of the modern American sports stadium and was a finalist for the 2018 PEN/ESPN Award for Literary Sports Writing. Previously, Kohan has served as deputy editor at the New York Observer and as executive editorial director for the Atlantic's creative marketing studio. His writing has appeared in numerous publications, including GQ, the New York Times, Men's Journal, Rolling Stone, and the Wall Street Journal, among many others, and his thought leadership on the surprising benefits of trash talk has been featured on Fast Company, Scientific American, NPR's Science Friday, BBC's Unexpected Elements, and Re:Thinking with Adam Grant.   Here's a few additional resources for you… Follow me on Instagram: @JonGordon11 Order my new book 'The 7 Commitments of a Great Team' today! Every week, I send out a free Positive Tip newsletter via email. It's advice for your life, work and team. You can sign up now here and catch up on past newsletters. Join me for my Day of Development! You'll learn proven strategies to develop confidence, improve your leadership and build a connected and committed team. You'll leave with an action plan to supercharge your growth and results. It's time to Create your Positive Advantage. Get details and sign up here. Do you feel called to do more? Would you like to impact more people as a leader, writer, speaker, coach and trainer? Get Jon Gordon Certified if you want to be mentored by me and my team to teach my proven frameworks principles, and programs for businesses, sports, education, healthcare!

John Corcoran is a recovering attorney, an author, and a former White House writer and speechwriter to the Governor of California. Throughout his career, John has worked in Hollywood, the heart of Silicon Valley, and ran his boutique law firm in the San Francisco Bay Area, catering to small business owners and entrepreneurs. Since 2012, John has been the host of the Smart Business Revolution Podcast, where he has interviewed hundreds of CEOs, founders, authors, and entrepreneurs, including Peter Diamandis, Adam Grant, Gary Vaynerchuk, and Marie Forleo. John is also the Co-founder of Rise25, a company that connects B2B businesses with their ideal clients, referral partners, and strategic partners. They help their clients generate ROI through their done-for-you podcast service.

Works ReferencedWilliam Shakespeare - Taming of the Shrew, Act IV, Scene 1, the character Petruchio says:“This is the way to kill a wife with kindness; And thus I'll curb her mad and headstrong humour.”Spurgeon, Charles Haddon. The Kindness of God Leading to Repentance. Commentary on Romans 2:4. In The New Park Street Pulpit, Vol. 6. London: Passmore & Alabaster, 1860.The kindness of God leads us to repentance. It is not the thunder that softens, but the sun. It is not the law that melts, but the love.Adam Grant on KindnessOne of the most reliable ways to improve our mental health is to help others. After being randomly assigned to do just 3 acts of kindness a week, people felt significantly less depressed, anxious, and lonely. Lifting others up elevates us too. Giving shows us that we matter.https://x.com/adammgrant/status/1871601199910420591?s=61&t=I4ij8eKOHUgedR_RITMhXwScripture ReferencedRomans 12:19-21[19] Beloved, never avenge yourselves, but leave it to the wrath of God, for it is written, “Vengeance is mine, I will repay, says the Lord.” [20] To the contrary, “if your enemy is hungry, feed him; if he is thirsty, give him something to drink; for by so doing you will heap burning coals on his head.” [21] Do not be overcome by evil, but overcome evil with good.Matthew 7:12 “So whatever you wish that others would do to you, do also to them, for this is the Law and the Prophets. God is KindRomans 11:22[22] Note then the kindness and the severity of God: severity toward those who have fallen, but God's kindness to you, provided you continue in his kindness. Otherwise you too will be cut off.Love demonstrated! God is Kind to Us in the GospelEphesians 2:7-10[7] so that in the coming ages he might show the immeasurable riches of his grace in kindness toward us in Christ Jesus. [8] For by grace you have been saved through faith. And this is not your own doing; it is the gift of God, [9] not a result of works, so that no one may boast. [10] For we are his workmanship, created in Christ Jesus for good works, which God prepared beforehand, that we should walk in them.Titus 3:4-7[4] But when the goodness and loving kindness of God our Savior appeared, [5] he saved us, not because of works done by us in righteousness, but according to his own mercy, by the washing of regeneration and renewal of the Holy Spirit, [6] whom he poured out on us richly through Jesus Christ our Savior, [7] so that being justified by his grace we might become heirs according to the hope of eternal life.Romans 2:4[4] Or do you presume on the riches of his kindness and forbearance and patience, not knowing that God's kindness is meant to lead you to repentance?Go and Do Likewise Luke 6:35-36[35] But love your enemies, and do good, and lend, expecting nothing in return, and your reward will be great, and you will be sons of the Most High, for he is kind to the ungrateful and the evil. [36] Be merciful, even as your Father is merciful.Philippians 4:14[14] Yet it was kind of you to share my trouble.Acts 28:1-2 - Paul on Malta[1] After we were brought safely through, we then learned that the island was called Malta. [2] The native people showed us unusual kindness, for they kindled a fire and welcomed us all, because it had begun to rain and was cold.We Become More Like Jesus Galatians 5:22-23[22] But the fruit of the Spirit is love, joy, peace, patience, kindness, goodness, faithfulness, [23] gentleness, self-control; against such things there is no law.1 Corinthians 13:4-7[4] Love is patient and kind; love does not envy or boast; it is not arrogant [5] or rude. It does not insist on its own way; it is not irritable or resentful; [6] it does not rejoice at wrongdoing, but rejoices with the truth. [7] Love bears all things, believes all things, hopes all things, endures all things.2 Timothy 2:24-25[24] And the Lord's servant must not be quarrelsome but kind to everyone, able to teach, patiently enduring evil, [25] correcting his opponents with gentleness. God may perhaps grant them repentance leading to a knowledge of the truth,

On today's REAL Personal Branding podcast, Lauren interviews Jodi Wellman, founder of 4000 Mondays, speaker, author, and assistant instructor in the Master of Applied Positive Psychology program at the University of Pennsylvania. Jodi's TEDx talk, “How Death Can Bring You Back to Life,” has more than 1.3 million views, and her new book, You Only Die Once, was featured on Adam Grant's summer reading list and named a Next Big Idea Club must-read. In this thought-provoking and deeply human episode, Lauren and Jodi explore what it really means to make the most of our time. Jodi shares how losing her mother at 58 shaped her mission, why she believes the Grim Reaper is one of our greatest teachers, and how counting our remaining Mondays can jolt us out of autopilot. They talk about the difference between living and truly being alive, the importance of small moments, and how to create meaning without waiting for a major life event. Whether you're navigating a transition or simply wondering if you're using your time well, this episode will inspire you to live with intention—and fewer regrets. Connect with Lauren V. Davis here: https://linktr.ee/ldaviscreative Connect with Jodi Wellman here: https://www.4000mondays.com https://www.instagram.com/4000mondays

Dr. Aditi Nerurkar discusses the neuroscience behind stress—and offers actionable tips for building your resilience.— YOU'LL LEARN — 1) The major myth that leads to burnout 2) The rule of two for building healthier habits 3) How to feel less stressed in one minuteSubscribe or visit AwesomeAtYourJob.com/ep1065 for clickable versions of the links below. — ABOUT ADITI — Dr. Aditi Nerurkar is a Harvard stress expert, internationally recognized speaker, and national television correspondent with an expertise in stress, burnout, resilience and mental health. Her book The 5 Resets: Rewire Your Brain and Body for Less Stress and More Resilience is a “must read” by Adam Grant and Malcolm Gladwell's Next Big Idea Club and “best new book” by the New York Post. Named “100 Women to Know in America,” her work has been featured in The New York Times, The Washington Post, Good Morning America, The Today Show and NPR. She is also a frequent keynote speaker with talks at the Forbes 30 Under 30 Summit and other events.• Book: The 5 Resets: Rewire Your Brain and Body for Less Stress and More Resilience • Test: Your Stress Score • Website: DrAditi.com— RESOURCES MENTIONED IN THE SHOW — • Tool: Holmes and Rahe stress scale • Study: “Association of wearable device-measured vigorous intermittent lifestyle physical activity with mortality” by Emmanuel Stamatakis, et al. • Study: “Effects of Exercise on Patients with Obstructive Sleep Apnea: A Systematic Review and Meta-Analysis” by Jiale Peng, Yuling Yuan, Yuanhui Zhao, and Hong Ren • Past episode: 996: Tackling Work Stressors and Transitions with Dr. Tessa West — THANK YOU SPONSORS! — • Strawberry.me. Claim your $50 credit and build momentum in your career with Strawberry.me/Awesome• Quince. Get free shipping and 365-day returns on your order with Quince.com/AwesomeSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

We think that cynicism protects us from being disappointed by other people. But Stanford psychologist Jamil Zaki says the opposite is true. When we expect the worst in people, we create a self-fulfilling prophecy that brings out exactly what we feared. So in his new book, Hope for Cynics, Jamil sets out to prove that hope isn't naive: it's smart.

In a world filled with requests, many of us are struggling to stay afloat. Even if you're not a people-pleaser, the desire to maintain a positive reputation can make it hard to turn others down. In this episode, Adam explores the art and science of delivering an effective “no.” He highlights strategies for setting boundaries with others to create space for yourself—and healthier relationships with those around you. Want to help shape TED's shows going forward? Fill out our survey! Hosted on Acast. See acast.com/privacy for more information.

What does it mean to live a good life? Is it about happiness, health, friendship, love, or meaning? What about work, wealth, purpose, service, or something else? Can you live a good life even when things are hard? These are the questions and topics we explore every week in conversation with leading voices from health, science, art, industry, mindset, and culture, like Brené Brown, Matthew McConaughey, Mel Robbins, Alex, Elle, Adam Grant, Elizabeth Gilbert, Yung Pueblo, Maya Shankar, Mitch Albom, Glennon Doyle & hundreds more. The New York Times says, "the show's holistic approach to fulfillment is bound to resonate." Listen now! Hosted on Acast. Visit GoodLifeProject.com to learn more. Hosted on Acast. See acast.com/privacy for more information.