Podcast appearances and mentions of alison martin

Welcome to Part 1 of our inspiring conversation with Alison Martin, the creative force behind Sew Like Dotty and the Sew Virtual community.

Join me as I explore the deep realms of life, death, and spirituality with Jean Trebek and Alison Martin, hosts of "Inside Wink." In this candid episode, we delve into "A Course in Miracles," sharing how it has shaped their spiritual journeys and coping mechanisms in the face of grief and personal challenges. We discuss the profound connections between love, perception, and reality, offering insights from their experiences and spiritual wisdom. This episode also honors the enduring legacy of Alex Trebek and the lessons learned from public and personal mourning. Tune in for an intimate and enlightening conversation that's sure to touch your heart and soul. Visit our podcast page for episode notes, resources, and to subscribe.0:00 - Introduction of Jean Trebek and Alison Martin 4:25 - Spiritual beginnings with "A Course in Miracles" 12:10 - Jean Trebek on public vs. personal grief for Alex Trebek 21:45 - Alison Martin's experiences with spiritual signs 30:35 - Overcoming fears and choosing love 40:50 - Formation and mission of Inside Wink podcast 50:20 - Conclusion and farewells*********************************************** SUPPORT DR. AMY ROBBINS: If you're enjoying the podcast and finding value in guest interviews, ghost stories, and the content I share, please consider supporting the show by becoming a Patreon member for as little as $5 a month at Patreon.com/DrAmyRobbins As a member you'll get more say in the content we cover and exclusive access to behind-the-scenes goodness! Stay Connected with Dr. Amy Robbins: ● Instagram● YouTube● Website● Facebook *********************************************** FOLLOW JEAN AND ALISON:https://www.instagram.com/insidewink.official Life, Death and the Space Between is brought to you by:Dr. Amy Robbins | Host, Executive ProducerPodcastize.net | Audio & Video Production | Hosted on Acast. See acast.com/privacy for more information.

In this heartfelt conversation, InsideWink co-creators and co-hosts Jean Trebek, widow of Jeopardy! host Alex Trebek, and actress, Alison Martin, explore the transformative power of friendship, everyday miracles, grief, and compassion. Jean reflects on her journey of loss and resilience, sharing deeply personal experiences of losing her brother at a young age, overcoming an eating disorder, and caring for and grieving her beloved husband, Alex. Alison opens up about the impact of losing her father as a child and the simple, profound importance of being present for a friend in need. Through laughter and tears, they remind us that friendship is a precious gift of love from the universe.Episode Links and ResourcesInsideWinkA Course in Miracles, Helen SchucmanSupport this podcast by subscribing and reviewing!Music is considered “royalty-free” and discovered on Audio Blocks.Technical Podcast Support by: Jon Keur at Wayfare Recording Co.© 2022 Silver Linings Media LLC. All Rights Reserved.

Ella Schurr (Freshman) and Alison Martin (Sophomore)

In this episode, Alison Martin, the founder and managing director of Engage Mentoring. Discussed the importance of mentoring, leadership development programs, and the impact of technology in creating workplace cultures. In today's fast-paced business world, building strong workplace cultures and fostering professional development are paramount. However, many smaller and midsize companies often lack the resources to implement effective leadership pipelines and mentorship programs. That's where Engage Mentoring steps in, an innovative technology firm that is revolutionizing workplace culture by leveraging software to create impactful mentorship relationships. In this blog post, we will explore the mission of Engage Mentoring and how they are making a difference with their unique approach. Technology plays a crucial role in our personal and professional lives, and Engage Mentoring understands its potential in transforming workplace culture. With their cutting-edge software, Engage Mentoring provides access to skill-based mentorship relationships for companies of all sizes. This enables employees at every level to benefit from mentorship, a powerful tool for learning and development. Conclusion: Engage Mentoring is making a substantial impact on workplace culture by leveraging technology and mentorship relationships. Through their unique programs and expertise, they empower companies of all sizes to build strong leadership pipelines and foster professional growth. By combining the power of technology with personal connection, Engage Mentoring is transforming the way companies approach talent development and creating inclusive workplace cultures where everyone can thrive. Check out our CEO Hack Buzz Newsletter–our premium newsletter with hacks and nuggets to level up your organization. Sign up HERE.  I AM CEO Handbook Volume 3 is HERE and it's FREE. Get your copy here: http://cbnation.co/iamceo3. Get the 100+ things that you can learn from 1600 business podcasts we recorded. Hear Gresh's story, learn the 16 business pillars from the podcast, find out about CBNation Architects and why you might be one and so much more. Did we mention it was FREE? Download it today!

In this week's episode of RHR entitled “Addressing Trauma to Achieve Emotional Freedom”, I spoke with Alison Martin, fellow, CHEK Professional, trauma therapist and singer who's mission is to help people transform their pain into power and show up fully in the world.Alison came to this world to be a guide, helping people transmute and heal the pain of the past, making way for a deeper connection to self and the desire to express gifts and shine and I wanted to discuss with Alison how she does exactly that.We discussed:2:16Alison's Journey10:30What trauma is16:10What healing is25:10Trauma & emotional freedom37:00Trauma & the nervous system39:50Addressing the nervous system47:37Time in the AmazonYou can find Alison @:https://alisonmartin.lifehttps://www.instagram.com/alison_in_w0nderland/https://on.soundcloud.com/JF86h Support the showDon't forget to leave a Rating for the podcast!You can find Leigh @:Leigh website - https://www.bodychek.co.uk/Leigh's books - https://www.bodychek.co.uk/books/ Eliminate Adult Acne Programme - https://skinwebinar.com/HEAL THEM Education Programme - http://healthemeducation.vhx.tv/ Radical Health Rebel YouTube Channel - https://www.youtube.com/@radicalhealthrebelpodcast

James and Kevin discuss "Banana Breath" with Alison Martin. PINKY THE CAT! Aunt Infestation Restricted Bling with Drake and Brian Huskey --- Support this podcast: https://podcasters.spotify.com/pod/show/thats-a-chunky/support

We had Alison Martin, Founder, and Managing Director of Engage Mentoring on The Porch. She joined us to talk about the serious need for mentorships in all sizes and types of organizations. Did you know that by 2030 boomers will have reached retirement age? That means companies need to start thinking about the transfer of knowledge of their senior leaders NOW to ensure future success. Mentoring isn't a “nice to have” it's a highly strategic "need to have", and Alison shared quite a few reasons why: 1. Everyone needs to grow regardless of tenure and experience. The core of mentorship is the successful transfer of knowledge. That can occur at all levels and through all levels - it doesn't have to be only top-down mentorship. 2. Mentorship training = Emotional intelligence training. When you teach people the specific skills of mentorship, the byproduct is transforming the culture. Not only are the mentees transformed but so are the mentors. This is because they are learning how to listen, how to support, and how to continue to develop their own communication skills as well. 3. Custom growth paths for each person. Every organization has different developmental needs - mentoring is the only program that meets people where they are and lets them take charge of their own developmental plan. 4. Inclusion and belonging. A formalized mentoring program ensures that diverse employees (ethnicity, gender, background, etc.) aren't passed over simply because senior leaders tend to pick mentees that they have the most in common with. This is how we raise minority voices. You can find Alison here ⬇️ LI Link: https://www.linkedin.com/in/alison-martin-she-her-7347319/ Website: https://engagementoring.com/ Book: https://www.amazon.com/Learning-Lead-Through-Mentoring-Relationships/dp/1530346584 KEEP IN TOUCH

Comhrá le ‘Tadhg ar Twitter', Tadhg Hickey, an fear grinn, atá chun seónna i nGaeilge a chur ar siúl; an scríbhneoir agus drámadóir Alison Martin ag caint faoi ‘Mother Tongues' agus Peter Sirr ag labhairt faoi naisc San Vailintín le Baile Átha Cliath.

Jean Trebek is a Professional Religious Science Practitioner, Reiki Master, Sound Healer, and the CEO of insidewink.com, an altruistic lifestyle website. As a philanthropist, she is closely involved in the launch of the Trebek Family Center and serves on the advisory board of The Compassion Project and Learning Rights Law Center. In this heart centered conversation, Lee and Jean discuss:(03:18) How and when metaphysics and spirituality found her.(09:03) Course in Miracles - when it showed up in her life and its impact.(11:42) Her creative journey with insidewink alongside Alison Martin.(13:27) The personal nature of grief and her process with the loss of her husband, Alex.(29:45) What philanthropic work means to her.(33:30) How she is feeling about life, the world, and where we are going.To learn more about her work: https://www.insidewink.com/Join Lee for his annual online workshop, REBIRTH 2023, always his most popular offering of the year! Beginning January 16, 2023, in 6 days of teaching (delivered over 10 days) Lee leads a journey of Renewing Your Soul and Charting Your Path. The experience includes: exclusive channeled transmissions from Lee's guides, The Z's, Qigong with Steven Washington, a live Q&A with Lee, a Community Forum, support resources, and special bonus content. To learn more and to register visit: https://www.leeharrisenergy.com/rebirth-2023 Use the code: Impact10 for a 10% discount.The views and opinions expressed by guests of Impact the World are their own and do not necessarily reflect the views or position of the host, of Lee Harris Energy LLC, or its staff or management. Any content provided by our guests are of their opinion and are not intended to malign any religion, ethnic group, club, organization, company, individual, anyone or anything.

I learned about today's guest, Kathy Miller, from another guest, Alison Martin, with Engaged Mentoring. Alison purposefully contacted me to say that Kathy should be a guest. When I met Kathy, I have to say her background in manufacturing was unique from all of my other guests. I can only imagine the challenges she faced as a female plant manager. When I heard her story, I knew she was a great example of a brave woman at work. During my conversation with Kathy, we discussed: 1. Kathy's background in manufacturing and how she was a manager and higher in a plant environment in her early 20's 2. What is applied positive psychology and how can we leverage it at work 3. The importance of positive workplace relationships 4. When gender biases start and their impact at work 5. The steps we can take to improve our relationships at work 6. Kathy's book - Steel Toes and Stilettos: A True Story of Women Manufacturing Leaders and Lean Transformation Success. Resources: Brave Women at Work: https://bravewomenatwork.com/ Brave Women at Work Community: https://www.facebook.com/groups/bravewomenatwork Kathy Miller site: https://opsisters.com/ Steel Toes and Stilettos Book: https://www.amazon.com/Steel-Toes-Stilettos-Manufacturing-Transformation/dp/1032053119/ref=sr_1_1?qid=1645719818&refinements=p_27%3AKathy+Miller&s=books&sr=1-1&text=Kathy+Miller  

I learned about today's guest, Kathy Miller, from another guest, Alison Martin, with Engaged Mentoring. Alison purposefully contacted me to say that Kathy should be a guest. When I met Kathy, I have to say her background in manufacturing was unique from all of my other guests. I can only imagine the challenges she faced as a female plant manager. When I heard her story, I knew she was a great example of a brave woman at work. During my conversation with Kathy, we discussed: 1. Kathy's background in manufacturing and how she was a manager and higher in a plant environment in her early 20's 2. What is applied positive psychology and how can we leverage it at work 3. The importance of positive workplace relationships 4. When gender biases start and their impact at work 5. The steps we can take to improve our relationships at work 6. Kathy's book - Steel Toes and Stilettos: A True Story of Women Manufacturing Leaders and Lean Transformation Success. Resources: Brave Women at Work: https://bravewomenatwork.com/ Brave Women at Work Community: https://www.facebook.com/groups/bravewomenatwork Kathy Miller site: https://opsisters.com/ Steel Toes and Stilettos Book: https://www.amazon.com/Steel-Toes-Stilettos-Manufacturing-Transformation/dp/1032053119/ref=sr_1_1?qid=1645719818&refinements=p_27%3AKathy+Miller&s=books&sr=1-1&text=Kathy+Miller

Join Sarah Salomon, Head of UBS Family Advisory and Philanthropy Services, in conversation with Jean Trebek, CEO of Inside Wink, an altruistic lifestyle website. Jean's philanthropic endeavors, such as being on the Helen Keller International Board of Trustees, gave her a renewed sense of purpose. She was driven by her passion to assist people in recognizing the innate goodness and generosity in life to create Inside Wink with her partner Alison Martin. Jean shares what she has learned throughout her philanthropic journey such as finding inspiration, seeing the benefits of a family foundation and the impact of involving her children in their family's philanthropy.

Join Sarah Salomon, Head of UBS Family Advisory and Philanthropy Services, in conversation with Jean Trebek, CEO of Inside Wink, an altruistic lifestyle website. Jean's philanthropic endeavors, such as being on the Helen Keller International Board of Trustees, gave her a renewed sense of purpose. She was driven by her passion to assist people in recognizing the innate goodness and generosity in life to create Inside Wink with her partner Alison Martin. Jean shares what she has learned throughout her philanthropic journey such as finding inspiration, seeing the benefits of a family foundation and the impact of involving her children in their family's philanthropy.

Do you have a mentor? If not, have you ever had one? Before I had a mentor, I had no idea how a mentor could benefit me personally or professionally. I thought my boss was automatically my mentor. And for those of us that have had a bad or incompetent boss, we've learned that this is definitely not the case. Not all managers are mentors or leaders. A mentor is a person that is there to push you and is invested in your professional growth. They are there to celebrate your wins, but they are also present to stretch you to meet your goals. During today's conversation, I spoke with Alison Martin of Engage Mentoring. Alison founded the company as a way to help other organizations do a better job of attracting, retaining, and developing diverse talent. After serving as Chief Mentoring Officer at Diverse Talent Strategies, a firm she started in 2011 to help companies, nonprofits, and other organizations build programs from scratch, Martin knew there had to be a better way. So she took everything she had learned from constructing programs from scratch and built it into a software platform that provides a structured and turnkey mentoring program that is scalable and easy to implement. Alison also offers individual mentoring programs for women, African Americans, and LGBTQ employees. Brave Women at Work: https://www.bravewomenatwork.com/ Brave Women at Work Freebie: https://www.bravewomenatwork.com/freebie Join the free, private Brave Women at Work Facebook Community: https://lnkd.in/esnSb-s Engage Mentoring: https://engagementoring.com/ Project Lead for Women: https://engagementoring.com/mentorship-women/

Do you have a mentor? If not, have you ever had one? Before I had a mentor, I had no idea how a mentor could benefit me personally or professionally. I thought my boss was automatically my mentor. And for those of us that have had a bad or incompetent boss, we've learned that this is definitely not the case. Not all managers are mentors or leaders. A mentor is a person that is there to push you and is invested in your professional growth. They are there to celebrate your wins, but they are also present to stretch you to meet your goals.   During today's conversation, I spoke with Alison Martin of Engage Mentoring. Alison founded the company as a way to help other organizations do a better job of attracting, retaining, and developing diverse talent. After serving as Chief Mentoring Officer at Diverse Talent Strategies, a firm she started in 2011 to help companies, nonprofits, and other organizations build programs from scratch, Martin knew there had to be a better way. So she took everything she had learned from constructing programs from scratch and built it into a software platform that provides a structured and turnkey mentoring program that is scalable and easy to implement. Alison also offers individual mentoring programs for women, African Americans, and LGBTQ employees.   Brave Women at Work: https://www.bravewomenatwork.com/   Brave Women at Work Freebie: https://www.bravewomenatwork.com/freebie   Join the free, private Brave Women at Work Facebook Community: https://lnkd.in/esnSb-s   Engage Mentoring: https://engagementoring.com/   Project Lead for Women: https://engagementoring.com/mentorship-women/

Unstructured mentoring doesn't reach the people it can really help. Mentoring in a digital workplace can bring people closer together. See acast.com/privacy for privacy and opt-out information.

Jean Trebek and Alison Martin run an amazing website called InsideWink.com which focuses on positivity, brightness and all of it. Jean's late GREAT husband Alex Trebek is Josh's daily professional inspiration and always has been. We talk all about staying positive in the face of all things negative, but also spreading the LOVE in everything they do! The Positivity Report is the show for everyone and anyone just looking for a laugh and some good old positivity in the form of conversation, Dad jokes and virtual hugs! Enjoy the episode! Support and JOIN the Good People Association and explore the website: https://thegpa.fun/ BECOME A MEMBER OF THE BUCKET CLUB! Follow The Good People Association Twitter: https://twitter.com/GoodPeopleGPA Instagram: https://www.instagram.com/goodpeoplegpa/ Check out InsideWink: https://www.insidewink.com/ The Good People Association's goal is to find the good in everyone and everything. We're a collection of people bringing you good content with a positive message all while building an empire of FUN! Streamlabs: https://streamlabs.com/goodpeoplegpa GET YOUR PICKS AND STICKS HERE TOO! To make a one-time donation to GPA: https://paypal.me/GoodpeopleGPA?locale.x=en_US Amazon Wishlist: https://amzn.to/3swMJkX If you'd like your charity featured on our channel please contact GPACharity@gmail.com If you're a TEACHER or know a teacher that would be interested in being on the show please email GPApositivity@gmail.com Learn more about your ad choices. Visit podcastchoices.com/adchoices

On this week's episode of Inside Outside Innovation, we sit down with Atholl Duncan, author of Leaders in Lockdown: Inside Stories of COVID-19 and the New World of Business. We talk about his interviews with senior executives from around the world during the first 100 days of lockdown and what he learned about crisis management, leadership development, and what's next in the post COVID hybrid world. Let's get started.Inside Outside Innovation is the podcast to help you rethink, reset, and remix yourself and your organization. Each week, we'll bring the latest innovators, entrepreneurs, pioneering businesses, as well as the tools, tactics, and trends you'll need to thrive as a new innovator.Interview Transcript with Atholl Duncan, Author of Leaders in LockdownBrian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger. And as always, we have another amazing guest. Today we have Atholl Duncan. He is author of Leaders in Lockdown: Inside Stories of COVID-19 and the New World of Business. Welcome to the show. Atholl Duncan: Thank you. It's great to be here and great to be a guest of yours. I'm looking forward to chatting about innovation and how we lead out of lock down Brian. Cause that's the question that everyone's trying to get their heads around there.Brian Ardinger: We have gone through disruption and I think people understand a little bit what that means. You have written this book. You spoke to 28 senior executives around the world in the United States, Europe, Asia, during the first hundred days of lockdown, to understand and get their feedback on what we were going through when it comes to disruption. So maybe we'll start with the book, give us a little hint and insights into what it's all about and what did you learn from it? Atholl Duncan: The way the book came about was in March of 2020, I sit on the boards of various businesses. And all of these businesses were in some state of jeopardy and certainly in a state of crisis. And I was pretty stressed by the whole situation. I think as most people were. And I decided that there was what I thought was a crossroads and history. Certainly, a crossroads, probably the defining moments of this century. And I wanted to capture them. So, I followed 28 business leaders, people who, whose businesses were spread from Asia to Europe, to UK, and many leaders in the US. And really to answer a couple of questions from them. How were they leading through the pandemic? And how did they think the world would change because of what we've all been through. Brian Ardinger: When you reached out to these leaders, what was the initial kind of feedback that you got? Was it nervousness? Was it excitement? What kind of what were the emotions that people were going through and specifically, how did they adapt to that sudden disruption? Atholl Duncan: I got remarkable access because these people were locked down in their kitchens. And it was like they'd witnessed some predictably dramatic accident because they just wanted to share with someone. They wanted to talk to someone about what was happening to their businesses, which were getting pretty smashed up at the time.So, they opened their Zooms to me. And they talked to me. They talked from the heart and they talked about how they hoped the world would change. And that the remarkable thing was that many of these people whose businesses, which they had built themselves over many years, lying, smashed round  about them.They remained remarkably humble and remarkably steady in their thoughts. But yeah, they knew this was a major moment. So, you know, even a year ago we knew this was a pretty significant moment. And the general message was that even back then, was this is a time to reset. Is a time to reset how we run our businesses and is a time to reset how we run society.Brian Ardinger: So, in the book and through the conversations you defined, I think seven core themes that came out through that. Can you walk the audience through a little bit about what are those core themes that you uncovered? And let's talk a little bit about each one of them. Atholl Duncan: Yeah. So, seven major themes. The first theme was the new age of purpose. And the feeling as one business leader said to me, that purpose was on steroids at the peak of the crisis. And that purpose now was no longer just words that you emblazoned on a website. It was now something that your employees, your customers and your investors would demand was delivered through action. And not just words. The second theme was the new world of work. Because we saw this remarkable thing that, you know, most people talk about, regarding Covid, which was the move to homeworking. And you know, one of the business leaders that I've talked to is a very senior executive at Tata, which is based in India. They moved 600,000 people to homeworking. Even 6,000 is big Brian, but this is 600,000 people. And you know, many, many major corporations were doing the same thing all around the world. As a crisis went on, people have realized that the new world of work was not just about home or remote or hybrid or flexible. We were really seeing defined probably a new, psychological relationship between the employer and the employee.Third theme was widening inequality. Because the virus widened inequality in so many ways. Obviously, it raised the Black Lives Matter, raised diversity and inclusion in a way that we hadn't seen before, but also homeschooling raised equality. The people who had access to digital. Homeworking raised in equality in terms of it was very comfortable for some people to be working from their homes. But those who had dysfunctional homes are in multi person homes, difficult for them. And then the vaccine. You know, we already see that there's 130 countries around the world, which haven't delivered one jab of the vaccine. 95% of the vaccines have been delivered in the richest countries in the world. So, there's this really quite a defining moment. Roundabout, the widening inequality gap. Fourth theme was about global cooperation, because at that moment when we hope that our politicians would be cooperating across global boundaries, they were doing, they were falling out. And I think generally, wherever you are in the world, we were pretty well let down by our politicians. Whether you were in Asia, Europe, or the U S it was a pretty, sorry ceiling. You actually saw large corporations, doing far better at global cooperation. If you look at the pharmas that developed the vaccines. If you look at the big tech companies who came together to try and work out track and trace. Next thing was resilience. Not just personal resilience, but you know, when the crisis comes, cash is king financial resilience is everything. And the resilience of the operations of these large corporations. Sixth theme was all about resetting the supply chain. Particularly if we're in manufacturing, we couldn't get stuff anymore. Borders were closed and we still see, you know, big shortages and computer chips, big shortage use in raw materials, and the prices of raw materials going up.So, this really brought the global supply chain to a shuttering halt. And I think a major cause to rethink 40 years of decisions that were made on productivity and costs and they all fly out the window, when our pandemic shuts the borders. And then the last theme probably dearest to my own heart is maximizing potential. So, maximizing the potential of your employees. We saw physical welfare and mental welfare, really going up the agenda. And a big debate round about, what kind of leaders do we need now. What kind of leaders were successful in the pandemic? And what kind of leaders do we need to lead us out of lock down?Brian Ardinger: So, what was some of the most surprising or unexpected findings after these conversations that you had? Atholl Duncan: I think an unexpected finding was actually that there were no new trends. What you actually saw here was a massive acceleration of trends that were already out there. Right. Right. And, and I think you would particularly see that in the world of digital. People have talked about 10 years of digital disruption squeezed into 10 months.I think that was a surprise, because I thought we would maybe see some new trends coming up. I think one of the anecdotes that kind of sums up for me is I spoke to Mark Thompson who was at the time Chief Executive of the New York Times. And he had to go into the Time's offices to do his earnings call.Mark Blake says Brompton fold-up bicycle. And when he got into the office, he's I think that was probably about 5,000 people normally in these offices. And when he got in there, there were only about 20 people, security guards, you know, keeping the place safe. And he decided to go for a cycle, round the office on his Brompton bicycle.And as he went around, and he saw the empty savannas of the New York Times offices. He thought it looked like an empty milking parlor. And he had this vision of all these people that went in there to the Times, and they hooked themselves up to their desks for the day. You know, milking out their ideas before removing their headphones and making the painful journey home.And he thought at that moment, maybe I should sell my skyscraper. But he decided I'm not going to sell it, but we have to completely rethink what the relationship is between the worker and the office. You know, and I think that's going to be huge. You know, we see that in cities, all around the world, what's going to happen to the central business districts and, you know, a lot of huge change being seen in Manhattan at the moment.Brian Ardinger: I'd love to get your insight into the emotional feedback that the leaders had.  Did you sense a lot of fear or optimism or at that early stage? How did they react to the disruption? Atholl Duncan: The true entrepreneurs, their attitude is utterly staggering. Because as they are a billion pounds and it's mainly a billion pounds of their own money. As their billion pound plus businesses are lying in tatters, they are thinking about what the opportunity is and what the next thing is, and how they can build back out of the crisis. And they're remarkably calm. And a number of them who repeated to me that the most important thing was health safety of your employees. I worked with a chief executive of a large asset management company in Hong Kong who runs many of the shops and offices in Hong Kong and China. And his view was that things could be worse. You know, we had our health. And he stuck the way as mantra of the three Cs. And the three Cs for him were cooperation, communication, and care. Now cooperation was about working together. Communicating we say was communicating more than you'd ever done before. Communicating what you didn't know, as well as what you did know. And care, care for your people care for your customers and care for all your stakeholders. There was a remarkable humanity and almost the bigger the corporate crisis and the greater humanity that I saw from the leaders. Brian Ardinger: Did you see from a tactical perspective, the leaders that you interviewed, doing similar things, or were there some that stood out that approached the disruption differently and tactically did things. Or did they, you see kind of similarities between what the different leaders did?Atholl Duncan: I think there were a number of similarities. I mean, I think agility was, you know, agility and speed of movement was probably top of their agenda. And if you weren't reacting. Moving quickly then you were tossed. I think focus was very important and the number who repeated to me, but focusing on the right thing. Not falling into the trap of making yourself busy, you know, making yourself busy, I think in that situation as a way of dealing with your anxiety.So, it wasn't about making yourself busy. It was about focusing on the small number of items. That would make the difference between life and death for your business. I think empathy and compassion and leadership was very strong as well. And I think seeing the opportunity, seeing the opportunity again, what was a big thing. And I think these themes will continue as we come out of the crisis. I don't think there will no longer be steady as she goes in many if any businesses. We are into this kind of supersonic age of change. If you're not fast, Brian, you're going to be last. Brian Ardinger: Absolutely. And it's interesting that the themes that you identified and and wrote about, obviously came out of the pandemic itself, but there's similar to what we're hearing today. Like they're not changing much. You know, the idea that you have to have purpose. The world of work is changing. Inequality and resilience, all these things that you've mentioned as the core themes as being identified early on in that we are still wrestling with that and they are evolving. So that leads us to the next, I guess, set of questions around, we are coming out of this "coming out of this pandemic," but what does that mean? And how do you see leaders and companies approaching this reverse culture shock, so to speak, coming out of lockdown? Atholl Duncan: Well, I think one of the things that unlocked then and the pandemic has proven, is that the command and control type of leadership is dead. You know, I think you are going to see an era of more compassionate and more empathetic leadership. Cause I think that was the more successful leadership through the crisis. I think you're going to see people here who will want to hold on to the things that worked well at the peak of the crisis and try and recreate them. So, I mean, I’ve had a number of clients who said to me, how do we recreate the mindset that we had that did remarkable things at the peak here? And how do we recreate the pace of change? The problem with that is it sustainable, the pace of change that we had at the peak of the crisis. You know, you're going to kill or blow up your people. But definitely the mindset is fascinating. You know, how did we manage to do the vaccines in such a short space of time?How did we manage to build the field hospitals in weeks rather than what it would have taken years? And how did we manage to make these huge pivots. So, I don't like that word, but it was a word of the crisis. Yeah. How do we manage to make these huge pivots in so many businesses? And, you know, some people are going to want to get back. They don't like it in this space. You know, change is uncomfortable. And some people are going to want to get back the way we were. But I think that's a false idea, because all your competitors are going to a different place. If you're going back the way, then you're heading back towards an inevitable decline. I would see. Brian Ardinger: Did any of the leaders admit to any kind of failures or things they wish they would have done differently or, you know, things they stubbed their toes on? Atholl Duncan: I think they were all pretty open about mistakes they've made. About not being prepared enough. About underestimating, I mean, we all are underestimated how long it was going to take, didn't we? You know, when we started doing this, Brian, the biggest fear people told me was the book will be out of date by the time it comes out. You know, nobody will be interested in that. How are you going to manage to get this current and keep it relevant? Well, you know, the book first published in the UK in the autumn of 2020. Published in the US now. One criticism of the book could be that the story is still unfolding. You know, are we in the middle of it? Are we in the last quarter? Where are we in this story? And some of the clients I'm working with at the moment, and my executive coaching were saying, well, you know, maybe the difficult bit is still to come, because we're going to get going a game, we're going to get out there. What is hybrid working? What is the new world of work? In many parts of the world, we've been in a steady state. We've got into a routine, sadly over the last weeks and months. Well, that routine is about to change as we try to get back to something resembling the corporate life that we had before.Brian Ardinger: Well, and I think that hybrid environment is going to be even more difficult to manage. You know, it's, it's one thing when you have to move everybody to remote or, you know, everybody is going through the exact same thing and understands that disruption and, and will, has to take place because of it. But now as we come out, the variables and opportunities that different companies are having and different communities are having, is going to make it that much harder to navigate the hybrid nature of it. That's what I'm seeing and hearing. Atholl Duncan: Yeah, definitely. Definitely. Brian Ardinger: Are there any other great stories or interesting stories from the book that would shine some light on people now trying to adapt with this and how they can make this transition even better. Atholl Duncan: If I was to give you two or three quotes from some of these business leaders, you know. One of them was a guy Christian Lang, who's Chief Exec of a tech business, a digital procurement business in San Francisco, called Trade Shift. It's an interesting business because it was formed by three Danes, in a garage in Denmark. And then they moved across to San Francisco. And then he simply said with COVID 19, every single long held belief has been thrown out of the window. Every single long held belief has been thrown out the window.I did a bit of interviews with Will Hammad, who has a business called Whoop up in Boston. And Whoop is a wearable tech. I've got my Whoop around my wrist. And his view was that he fundamentally believed that this moment in time will shift the way humanity thinks about health. And that's another revolution in this.If you look at the home health and the virtual health world, right. You know, that's a shift that, you know, we've, wow, we've gone 10 years or 15 years and they are in, maybe the breakthroughs that we'll see in this next digital revolution will be about of solving some of the big problems in health and our, and our healthcare systems.I think diplomacy for the next generation. If not, several generations are going to be redrawn. There really is just so much change that's coming about it. And we've not really talked much about the diversity and inclusion agenda, but my favorite quote is from a woman called Alison Martin, who’s the Chief Executive of Zurich Insurance Group, in Europe. And she said, why don't we create a world that is fit for our children to live in rather than the one that we were destroying before COVID. Brian Ardinger: You obviously interviewed a lot of business leaders and that. What can the average, middle management or person within a company take from the book to make themselves feel better or understand how to, again, navigate this new world.Atholl Duncan: This is not a complex Harvard academic analysis. This is storytelling in this book. It is telling great stories of people who find themselves in remarkable positions during this crisis. It tries to give you a window seat in their boardroom. And I think there's so much that everyone can take, about leadership. It is not the size of the business. It's the behaviors. It's the Innovation. It's the agility. It’s that mindset of opportunity. When the crisis hits, do you fear? Or do you look for opportunity? And while I think many of these people had a bit of fear, their instinctive reaction is to look for where is the opportunity in the crisis? And that sounds a bit like carpet bagging, but is there true entrepreneurial spirit coming through?For More InformationBrian Ardinger: Everybody's going to have to learn these skillsets. And the world is like you said, moving faster. And I think we saw that before COVID, but COVID just put a, a stake in the ground for everybody to rally around. So, I really do appreciate you coming on Inside Outside Innovation to share your thoughts and share what you learned through this particular process. If people want to find out more about yourself or more about the book, what's the best way to do that? Atholl Duncan: The book is on Amazon.com. One of the companies that clearly did very well, during the pandemic. And I'm doing a lot of executive coaching cause I'm in the U S and you can find me on AthollDuncan.com. And that's Atholl with two L's, AthollDuncan.com.And really for me, now Brian, it's not about selling a book. I've become an evangelist for change. And really what I want to do is to inspire as many leaders to not let us go back to where we were. Because people in some of the workshops that have been doing, are looking for, who's going to reset the world. Who's going to change business. Who's going to change the style of leadership. And I say, guys, it's us. There is nobody else. We are the leaders. If we don't do it, it isn’t going to happen. So come on. Come on the journey. And then let's reset the world. Brian Ardinger: Let's reset the world. Indeed.  Atholl, thank you very much for being on Inside Outside Innovation and looking forward to continuing the conversation like you said, this is an ongoing thing. So, we would love to have you back at some point to continue the conversation and see where the world takes us. Atholl Duncan: It's a pleasure. I'd love to come back at any time because I think the next bit is potentially from a leadership point of view, is as interesting as the last bit Brian Ardinger: That's it for another episode of Inside Outside Innovation. If you want to learn more about our team, our content, our services, check out InsideOutside.io or follow us on Twitter @theIOpodcast or @Ardinger. Until next time, go out and innovate.FREE INNOVATION NEWSLETTER & TOOLSGet the latest episodes of the Inside Outside Innovation podcast, in addition to thought leadership in the form of blogs, innovation resources, videos, and invitations to exclusive events. SUBSCRIBE HEREYou can also search every Inside Outside Innovation Podcast by Topic and Company.  For more innovations resources, check out IO's Innovation Article Database, Innovation Tools Database, Innovation Book Database, and Innovation Video Database.  

On this week's episode of Inside Outside Innovation, we sit down with Atholl Duncan, author of Leaders in Lockdown: Inside Stories of COVID-19 and the New World of Business. We talk about his interviews with senior executives from around the world during the first 100 days of lockdown and what he learned about crisis management, leadership development, and what's next in the post COVID hybrid world. Let's get started.Inside Outside Innovation is the podcast to help you rethink, reset, and remix yourself and your organization. Each week, we'll bring the latest innovators, entrepreneurs, pioneering businesses, as well as the tools, tactics, and trends you'll need to thrive as a new innovator.Interview Transcript with Atholl Duncan, Author of Leaders in LockdownBrian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger. And as always, we have another amazing guest. Today we have Atholl Duncan. He is author of Leaders in Lockdown: Inside Stories of COVID-19 and the New World of Business. Welcome to the show. Atholl Duncan: Thank you. It's great to be here and great to be a guest of yours. I'm looking forward to chatting about innovation and how we lead out of lock down Brian. Cause that's the question that everyone's trying to get their heads around there.Brian Ardinger: We have gone through disruption and I think people understand a little bit what that means. You have written this book. You spoke to 28 senior executives around the world in the United States, Europe, Asia, during the first hundred days of lockdown, to understand and get their feedback on what we were going through when it comes to disruption. So maybe we'll start with the book, give us a little hint and insights into what it's all about and what did you learn from it? Atholl Duncan: The way the book came about was in March of 2020, I sit on the boards of various businesses. And all of these businesses were in some state of jeopardy and certainly in a state of crisis. And I was pretty stressed by the whole situation. I think as most people were. And I decided that there was what I thought was a crossroads and history. Certainly, a crossroads, probably the defining moments of this century. And I wanted to capture them. So, I followed 28 business leaders, people who, whose businesses were spread from Asia to Europe, to UK, and many leaders in the US. And really to answer a couple of questions from them. How were they leading through the pandemic? And how did they think the world would change because of what we've all been through. Brian Ardinger: When you reached out to these leaders, what was the initial kind of feedback that you got? Was it nervousness? Was it excitement? What kind of what were the emotions that people were going through and specifically, how did they adapt to that sudden disruption? Atholl Duncan: I got remarkable access because these people were locked down in their kitchens. And it was like they'd witnessed some predictably dramatic accident because they just wanted to share with someone. They wanted to talk to someone about what was happening to their businesses, which were getting pretty smashed up at the time.So, they opened their Zooms to me. And they talked to me. They talked from the heart and they talked about how they hoped the world would change. And that the remarkable thing was that many of these people whose businesses, which they had built themselves over many years, lying, smashed round  about them.They remained remarkably humble and remarkably steady in their thoughts. But yeah, they knew this was a major moment. So, you know, even a year ago we knew this was a pretty significant moment. And the general message was that even back then, was this is a time to reset. Is a time to reset how we run our businesses and is a time to reset how we run society.Brian Ardinger: So, in the book and through the conversations you defined, I think seven core themes that came out through that. Can you walk the audience through a little bit about what are those core themes that you uncovered? And let's talk a little bit about each one of them. Atholl Duncan: Yeah. So, seven major themes. The first theme was the new age of purpose. And the feeling as one business leader said to me, that purpose was on steroids at the peak of the crisis. And that purpose now was no longer just words that you emblazoned on a website. It was now something that your employees, your customers and your investors would demand was delivered through action. And not just words. The second theme was the new world of work. Because we saw this remarkable thing that, you know, most people talk about, regarding Covid, which was the move to homeworking. And you know, one of the business leaders that I've talked to is a very senior executive at Tata, which is based in India. They moved 600,000 people to homeworking. Even 6,000 is big Brian, but this is 600,000 people. And you know, many, many major corporations were doing the same thing all around the world. As a crisis went on, people have realized that the new world of work was not just about home or remote or hybrid or flexible. We were really seeing defined probably a new, psychological relationship between the employer and the employee.Third theme was widening inequality. Because the virus widened inequality in so many ways. Obviously, it raised the Black Lives Matter, raised diversity and inclusion in a way that we hadn't seen before, but also homeschooling raised equality. The people who had access to digital. Homeworking raised in equality in terms of it was very comfortable for some people to be working from their homes. But those who had dysfunctional homes are in multi person homes, difficult for them. And then the vaccine. You know, we already see that there's 130 countries around the world, which haven't delivered one jab of the vaccine. 95% of the vaccines have been delivered in the richest countries in the world. So, there's this really quite a defining moment. Roundabout, the widening inequality gap. Fourth theme was about global cooperation, because at that moment when we hope that our politicians would be cooperating across global boundaries, they were doing, they were falling out. And I think generally, wherever you are in the world, we were pretty well let down by our politicians. Whether you were in Asia, Europe, or the U S it was a pretty, sorry ceiling. You actually saw large corporations, doing far better at global cooperation. If you look at the pharmas that developed the vaccines. If you look at the big tech companies who came together to try and work out track and trace. Next thing was resilience. Not just personal resilience, but you know, when the crisis comes, cash is king financial resilience is everything. And the resilience of the operations of these large corporations. Sixth theme was all about resetting the supply chain. Particularly if we're in manufacturing, we couldn't get stuff anymore. Borders were closed and we still see, you know, big shortages and computer chips, big shortage use in raw materials, and the prices of raw materials going up.So, this really brought the global supply chain to a shuttering halt. And I think a major cause to rethink 40 years of decisions that were made on productivity and costs and they all fly out the window, when our pandemic shuts the borders. And then the last theme probably dearest to my own heart is maximizing potential. So, maximizing the potential of your employees. We saw physical welfare and mental welfare, really going up the agenda. And a big debate round about, what kind of leaders do we need now. What kind of leaders were successful in the pandemic? And what kind of leaders do we need to lead us out of lock down?Brian Ardinger: So, what was some of the most surprising or unexpected findings after these conversations that you had? Atholl Duncan: I think an unexpected finding was actually that there were no new trends. What you actually saw here was a massive acceleration of trends that were already out there. Right. Right. And, and I think you would particularly see that in the world of digital. People have talked about 10 years of digital disruption squeezed into 10 months.I think that was a surprise, because I thought we would maybe see some new trends coming up. I think one of the anecdotes that kind of sums up for me is I spoke to Mark Thompson who was at the time Chief Executive of the New York Times. And he had to go into the Time's offices to do his earnings call.Mark Blake says Brompton fold-up bicycle. And when he got into the office, he's I think that was probably about 5,000 people normally in these offices. And when he got in there, there were only about 20 people, security guards, you know, keeping the place safe. And he decided to go for a cycle, round the office on his Brompton bicycle.And as he went around, and he saw the empty savannas of the New York Times offices. He thought it looked like an empty milking parlor. And he had this vision of all these people that went in there to the Times, and they hooked themselves up to their desks for the day. You know, milking out their ideas before removing their headphones and making the painful journey home.And he thought at that moment, maybe I should sell my skyscraper. But he decided I'm not going to sell it, but we have to completely rethink what the relationship is between the worker and the office. You know, and I think that's going to be huge. You know, we see that in cities, all around the world, what's going to happen to the central business districts and, you know, a lot of huge change being seen in Manhattan at the moment.Brian Ardinger: I'd love to get your insight into the emotional feedback that the leaders had.  Did you sense a lot of fear or optimism or at that early stage? How did they react to the disruption? Atholl Duncan: The true entrepreneurs, their attitude is utterly staggering. Because as they are a billion pounds and it's mainly a billion pounds of their own money. As their billion pound plus businesses are lying in tatters, they are thinking about what the opportunity is and what the next thing is, and how they can build back out of the crisis. And they're remarkably calm. And a number of them who repeated to me that the most important thing was health safety of your employees. I worked with a chief executive of a large asset management company in Hong Kong who runs many of the shops and offices in Hong Kong and China. And his view was that things could be worse. You know, we had our health. And he stuck the way as mantra of the three Cs. And the three Cs for him were cooperation, communication, and care. Now cooperation was about working together. Communicating we say was communicating more than you'd ever done before. Communicating what you didn't know, as well as what you did know. And care, care for your people care for your customers and care for all your stakeholders. There was a remarkable humanity and almost the bigger the corporate crisis and the greater humanity that I saw from the leaders. Brian Ardinger: Did you see from a tactical perspective, the leaders that you interviewed, doing similar things, or were there some that stood out that approached the disruption differently and tactically did things. Or did they, you see kind of similarities between what the different leaders did?Atholl Duncan: I think there were a number of similarities. I mean, I think agility was, you know, agility and speed of movement was probably top of their agenda. And if you weren't reacting. Moving quickly then you were tossed. I think focus was very important and the number who repeated to me, but focusing on the right thing. Not falling into the trap of making yourself busy, you know, making yourself busy, I think in that situation as a way of dealing with your anxiety.So, it wasn't about making yourself busy. It was about focusing on the small number of items. That would make the difference between life and death for your business. I think empathy and compassion and leadership was very strong as well. And I think seeing the opportunity, seeing the opportunity again, what was a big thing. And I think these themes will continue as we come out of the crisis. I don't think there will no longer be steady as she goes in many if any businesses. We are into this kind of supersonic age of change. If you're not fast, Brian, you're going to be last. Brian Ardinger: Absolutely. And it's interesting that the themes that you identified and and wrote about, obviously came out of the pandemic itself, but there's similar to what we're hearing today. Like they're not changing much. You know, the idea that you have to have purpose. The world of work is changing. Inequality and resilience, all these things that you've mentioned as the core themes as being identified early on in that we are still wrestling with that and they are evolving. So that leads us to the next, I guess, set of questions around, we are coming out of this "coming out of this pandemic," but what does that mean? And how do you see leaders and companies approaching this reverse culture shock, so to speak, coming out of lockdown? Atholl Duncan: Well, I think one of the things that unlocked then and the pandemic has proven, is that the command and control type of leadership is dead. You know, I think you are going to see an era of more compassionate and more empathetic leadership. Cause I think that was the more successful leadership through the crisis. I think you're going to see people here who will want to hold on to the things that worked well at the peak of the crisis and try and recreate them. So, I mean, I’ve had a number of clients who said to me, how do we recreate the mindset that we had that did remarkable things at the peak here? And how do we recreate the pace of change? The problem with that is it sustainable, the pace of change that we had at the peak of the crisis. You know, you're going to kill or blow up your people. But definitely the mindset is fascinating. You know, how did we manage to do the vaccines in such a short space of time?How did we manage to build the field hospitals in weeks rather than what it would have taken years? And how did we manage to make these huge pivots. So, I don't like that word, but it was a word of the crisis. Yeah. How do we manage to make these huge pivots in so many businesses? And, you know, some people are going to want to get back. They don't like it in this space. You know, change is uncomfortable. And some people are going to want to get back the way we were. But I think that's a false idea, because all your competitors are going to a different place. If you're going back the way, then you're heading back towards an inevitable decline. I would see. Brian Ardinger: Did any of the leaders admit to any kind of failures or things they wish they would have done differently or, you know, things they stubbed their toes on? Atholl Duncan: I think they were all pretty open about mistakes they've made. About not being prepared enough. About underestimating, I mean, we all are underestimated how long it was going to take, didn't we? You know, when we started doing this, Brian, the biggest fear people told me was the book will be out of date by the time it comes out. You know, nobody will be interested in that. How are you going to manage to get this current and keep it relevant? Well, you know, the book first published in the UK in the autumn of 2020. Published in the US now. One criticism of the book could be that the story is still unfolding. You know, are we in the middle of it? Are we in the last quarter? Where are we in this story? And some of the clients I'm working with at the moment, and my executive coaching were saying, well, you know, maybe the difficult bit is still to come, because we're going to get going a game, we're going to get out there. What is hybrid working? What is the new world of work? In many parts of the world, we've been in a steady state. We've got into a routine, sadly over the last weeks and months. Well, that routine is about to change as we try to get back to something resembling the corporate life that we had before.Brian Ardinger: Well, and I think that hybrid environment is going to be even more difficult to manage. You know, it's, it's one thing when you have to move everybody to remote or, you know, everybody is going through the exact same thing and understands that disruption and, and will, has to take place because of it. But now as we come out, the variables and opportunities that different companies are having and different communities are having, is going to make it that much harder to navigate the hybrid nature of it. That's what I'm seeing and hearing. Atholl Duncan: Yeah, definitely. Definitely. Brian Ardinger: Are there any other great stories or interesting stories from the book that would shine some light on people now trying to adapt with this and how they can make this transition even better. Atholl Duncan: If I was to give you two or three quotes from some of these business leaders, you know. One of them was a guy Christian Lang, who's Chief Exec of a tech business, a digital procurement business in San Francisco, called Trade Shift. It's an interesting business because it was formed by three Danes, in a garage in Denmark. And then they moved across to San Francisco. And then he simply said with COVID 19, every single long held belief has been thrown out of the window. Every single long held belief has been thrown out the window.I did a bit of interviews with Will Hammad, who has a business called Whoop up in Boston. And Whoop is a wearable tech. I've got my Whoop around my wrist. And his view was that he fundamentally believed that this moment in time will shift the way humanity thinks about health. And that's another revolution in this.If you look at the home health and the virtual health world, right. You know, that's a shift that, you know, we've, wow, we've gone 10 years or 15 years and they are in, maybe the breakthroughs that we'll see in this next digital revolution will be about of solving some of the big problems in health and our, and our healthcare systems.I think diplomacy for the next generation. If not, several generations are going to be redrawn. There really is just so much change that's coming about it. And we've not really talked much about the diversity and inclusion agenda, but my favorite quote is from a woman called Alison Martin, who’s the Chief Executive of Zurich Insurance Group, in Europe. And she said, why don't we create a world that is fit for our children to live in rather than the one that we were destroying before COVID. Brian Ardinger: You obviously interviewed a lot of business leaders and that. What can the average, middle management or person within a company take from the book to make themselves feel better or understand how to, again, navigate this new world.Atholl Duncan: This is not a complex Harvard academic analysis. This is storytelling in this book. It is telling great stories of people who find themselves in remarkable positions during this crisis. It tries to give you a window seat in their boardroom. And I think there's so much that everyone can take, about leadership. It is not the size of the business. It's the behaviors. It's the Innovation. It's the agility. It’s that mindset of opportunity. When the crisis hits, do you fear? Or do you look for opportunity? And while I think many of these people had a bit of fear, their instinctive reaction is to look for where is the opportunity in the crisis? And that sounds a bit like carpet bagging, but is there true entrepreneurial spirit coming through?For More InformationBrian Ardinger: Everybody's going to have to learn these skillsets. And the world is like you said, moving faster. And I think we saw that before COVID, but COVID just put a, a stake in the ground for everybody to rally around. So, I really do appreciate you coming on Inside Outside Innovation to share your thoughts and share what you learned through this particular process. If people want to find out more about yourself or more about the book, what's the best way to do that? Atholl Duncan: The book is on Amazon.com. One of the companies that clearly did very well, during the pandemic. And I'm doing a lot of executive coaching cause I'm in the U S and you can find me on Atholl Duncan.com. And that's Atholl with two L's, Atholl Duncan.com.And really for me, now Brian, it's not about selling a book. I've become an evangelist for change. And really what I want to do is to inspire as many leaders to not let us go back to where we were. Because people in some of the workshops that have been doing, are looking for, who's going to reset the world. Who's going to change business. Who's going to change the style of leadership. And I say, guys, it's us. There is nobody else. We are the leaders. If we don't do it, it isn’t going to happen. So come on. Come on the journey. And then let's reset the world. Brian Ardinger: Let's reset the world. Indeed.  Atholl, thank you very much for being on Inside Outside Innovation and looking forward to continuing the conversation like you said, this is an ongoing thing. So, we would love to have you back at some point to continue the conversation and see where the world takes us. Atholl Duncan: It's a pleasure. I'd love to come back at any time because I think the next bit is potentially from a leadership point of view, is as interesting as the last bit Brian Ardinger: That's it for another episode of Inside Outside Innovation. If you want to learn more about our team, our content, our services, check out InsideOutside.io or follow us on Twitter @theIOpodcast or @Ardinger. Until next time, go out and innovate.FREE INNOVATION NEWSLETTER & TOOLSGet the latest episodes of the Inside Outside Innovation podcast, in addition to thought leadership in the form of blogs, innovation resources, videos, and invitations to exclusive events. SUBSCRIBE HEREYou can also search every Inside Outside Innovation Podcast by Topic and Company.  For more innovations resources, check out IO's Innovation Article Database, Innovation Tools Database, Innovation Book Database, and Innovation Video Database.  

We have a new segment: NAKED by STITCH. Naked seeks to highlight the voices of the STITCH audience. Listen to hot takes about all things fashion, pop culture, music and society! Cover Art from STITCH's Sex Issue: Photographer: Nia Adurogbola + Caroline Ward // Photoshoot Director: Emily Burns // Models: Karan Bhasin, Joyce D’Aprile, Sophia Gholdoian, Simone Jackson, Patryk Kot, Alison Martin, Madison McReynolds, Jesse Noss + Amy Rogin // Photo Editor: Sarah Loper

Barry Shepard is joined by historians Alison Martin and John Dorney to discuss Belfast connections during the Irish revolutionary period. This was the pilot episode of History Now at NVTV's studios in the summer of 2018.

In this episode of the Saturate Podcast, Duke Revard talks with Amy Lathrop and Alison Martin about the important topic of women's ministry as women's discipleship. If we are to see Gospel Saturation, it will require us to mobilize the entire church, which certainly includes women. If you've experienced women's ministry as theology-lite or overly simply content or if you just have a suspicion that there is more for women on Jesus' mission, this episode is for you.

Alison Martin is the Founder and CEO of Engage Mentoring, a mentoring movement seeking to elevate people in the workplace. She is also the author of Learning to Lead Through Mentoring: 8 Mentoring Lessons to Help You Pursue Meaningful Mentoring Relationships. Alison’s passion for mentorship comes from reflecting on the opportunities she had early in her career. She credits her success to the great mentors who helped her realize her leadership potential. Because of the positive effect mentorship has had on both her professional and personal life, she now strives to equip others with the opportunity for meaningful mentor relationships. In this throwback episode, listen as Alison and Nikki discuss how mentorship can increase employee engagement. Not only does it help transfer knowledge to help mold strong leaders, but Alison believes it gives employees a stronger sense of purpose knowing there’s someone else invested in their development.

The Podcast where Judy & Harper talk about design, tech, diversity, and the entry-level experience. Episode 4: With special guest, Alison Martin! Today we're joined by the amazing Alison Rebecca Martin, UX Product Designer, super mom, hand letterer, full time RVer, and general badass. In her own words: "I joyfully subvert the status quo by advocating for an inclusive and productive digital future. I use and intentionally break UX Design patterns to build forward-thinking products. I rely heavily on a combination of data, real user experiences, and hard-earned visual design intuition (it’s actually just a lifetime of practice)." Get in touch with Alison here: Portfolio: https://www.alisonrebeccamartin.com/ Instagram:https://www.instagram.com/alisonrebeccamartin/ Special thanks to MLEMON for our theme song! They're great! Go give them a listen. Bandcamp: http://mlemon.bandcamp.com/ Instagram: http://instagram.com/mlemon Spotify: https://open.spotify.com/artist/3Nn8l... Want to hire us? Awesome! You can find us here: Judy: https://www.judygh.me/ Harper: http://harperatlas.com We love feedback! Send us an email to let us know what you think, request a topic, or just to say hi: givemeajobpodcast@gmail.com.

Welcome to Dread of Night Radio Theatre, a thrilling new audio drama series telling tales of horror and suspense. Our theatre company includes award-winning actors, writers and directors who will take on various roles in this and upcoming productions scheduled for our first season. We invite you to join us on this journey into terror and imagination as our show explores the dark shadows of our world and beyond.In our premiere episode from Dread of Night Radio Theatre, one woman celebrating her birthday is given a terrifying glimpse into a mysterious realm beyond the boundaries of our reality in The Cabinet.Written and Directed by Scott WeitzKirk R. Thatcher as your host Mr. TrembleLiesel Hanson as LauraKirk R. Thatcher as Danté the MysticJennifer Lynn Warren as The WhispererPruitt Taylor Vince as MarkTrish Geiger as EmilyFrank Dietz as StanRico Anderson as The CallerSound Engineering by Jason Sharrow, Rylan Sunseri and Juan Martin DelCampo.Recorded at Marc Graue Recording Studios.Additional audio effects by Storyblocks, Audio Jungle, and Envato Elements.Dreadful thanks for Alison Martin, Andrew Welker, Laser Malena-Webber, Sara Gilman, Jack Bennett and Art Reid for their valued contributions supporting this production.Executive Producer is Scott WeitzWe welcome you to visit our official website at www.dreadofnightradio.com to sign up for our free newsletter. Subscribers gain exclusive early access to new episodes, production updates, and special events that will materialize in the near future.

Engage Mentoring is plug-and-play software that enables workplace mentoring to be made easy for companies of all sizes. Within the Engage Mentoring program, there's an existing database that allows participants to access mentors both inside and out of the company, so you can enable cross-company mentoring as well. In this episode, I talk with Alison Martin, the founder, and CEO. She explains why mentoring is so important, and she addresses the concerns of poaching and confidentiality when mentoring is applied across many companies. She also shares what she is learning now, and the coming challenges for Engage Mentoring.Topics in this episodeMeasuring the success of a mentoring relationshipEmployee engagement and retentionWhat differentiates Engage Mentoring from other mentor solutionsThe hurdle of explaining the external mentoring processBeing part of a company’s mentoring strategy, without being the exclusive providerThe challenge of scalingLearning from veterans in the tech fieldPrevious episode: WarmUp with Michael Hurley, https://startupcompetitors.com/podcast/2019/1/28/warmup-with-michael-hurleyContact InfoWebsite: https://engagementoring.com/Email: alison@engagementoring.comLinkedIn: https://www.linkedin.com/in/alison-martin-7347319

We are following Alison Martin, the CEO and Founder of Indigo Soul Wellness. We are using neuroplasticity neuroscience to coach her on how to train the brain daily to STOP her brain from reacting to fear. Fear is a natural part of starting something brand new, the brain send a lot of messages to try to remain in the comfort zone and resist the urge to make a change. The brain will always process the thinking and feeling of fear first- it came from millions of years of evolution- the brain processes fear and anxiety and negativity at 10X the rate of positive feelings and thinking. We are not born a blank slate-we are prewired and there is a lot of scientific evidence to show that depending on the type of brain you inherited, you will tune into more negative thinking than other people. The good news is that the brain can be retrained and rewiredSupport the show (https://www.patreon.com/selenab)

Welcome to the new series- we are doing real time experiments in neuroplasticity. We are learning all about how to get your brain fit and fabulous. We are going to follow people putting it into action on a daily basis. Ali left a secure government job and started her wellness centre. Alison is also the mother of 3 children. You can imagine the stresses involved in achieving her dream. On a daily basis we work together to train the brain to manage stress in order to develop and grow her new business.Everyone deserves to be happy, healthy and strong. Train Mig. Change your Life.Support the show (https://www.patreon.com/selenab)

Mudanças climáticas são maior risco global, diz Fórum Econômico Mundial Relatório é publicado anualmente às vésperas do encontro anual de Davos; documento analisa tendências e riscos para formulação de políticas e estratégias para os próximos 12 meses e pela primeira vez todos os 5 grandes problemas são ambientais. Problemas relacionados às mudanças climáticas dominam as preocupações de especialistas do Fórum Econômico Mundial para a próxima década. O "Relatório de Riscos Globais 2020", publicado nesta quarta-feira (15), trouxe, pela primeira vez, a questão ambiental em todos os cinco pontos de atenção para governos e mercados. Ao todo, para a compilação deste documento, foram ouvidos 750 especialistas e tomadores de decisão globais que chamaram a atenção para cinco riscos ambientais que podem transformar o mundo nos próximos dez anos. É a primeira vez, em 15 edições do relatório, que todos os problemas apontados têm relação com as mudanças climáticas. Os 5 maiores riscos globais são: 1. Eventos climáticos extremos, como enchentes e tempestades 2. Falhas nos combates às mudanças climáticas 3. Perda de biodiversidade e esgotamento de recursos 4. Desastres naturais, como terremotos e tsunamis 5. Desastres ambientais ​​causados pelo homem Eventos extremos O relatório destacou os riscos de eventos climáticos extremos, como inundações ou tempestades como os mais preocupantes a longo prazo. Entre os outros pontos levantados pelos especialistas do Fórum estão o fracasso de governos e mercados em se adaptar adequadamente às mudanças climáticas. Segundo os analistas, possíveis desastres ambientais causados ​​pelo homem – como derramamentos de óleo ou acidentes nucleares – são outro ponto de atenção. Além disso, apontam para os riscos econômicos que podem ser afetados por desastres naturais, como terremotos ou tsunamis. "As mudanças climáticas são uma ameaça muito real e séria para a sociedade", disse Alison Martin, porta-voz do Zurich Insurance Group, uma das instituições consultadas pelo Fórum. "Eventos climáticos extremos, como ondas de calor e inundações, estão se tornando mais comuns e graves, fazendo com que as comunidades enfrentem custos humanitários e econômicos muitas vezes devastadores." Riscos O Fórum Econômico ressaltou também os riscos econômicos desta emergência climática, e citou uma pesquisa de 2018 que estimou em mais de US$ 3 milhões (cerca de R$ 12 milhões) as perdas impactadas pelo desmatamento na Amazônia. A questão ambiental também se destacou entre as preocupações dos especialistas a curto prazo. Das cinco mais citadas, duas eram relacionadas à questão ambiental. "O cenário político é polarizado, o nível do mar sobe, e os incêndios relacionados ao clima são devastadores", disse o presidente do fórum, Borge Brende. "Esse é o ano em que os líderes mundiais devem trabalhar com todos os atores da sociedade para reparar e recuperar nossos sistemas de cooperação, e não apenas no curto prazo, mas para lidar com riscos profundamente arraigados." Source: G1 --- Send in a voice message: https://anchor.fm/learnportugueseonline/message Support this podcast: https://anchor.fm/learnportugueseonline/support

“You should never stop mentoring and you should never stop being mentored.” Alison Martin is the Chief Mentoring Officer at Diverse Talent Strategies, a training and development firm with a unique mentoring process aimed at talent development, promoting inclusion, employee engagement, and social responsibility.  As Alison points out, you would be hard-pressed to find a successful leader who doesn't attribute mentoring as a key aspect in helping them reach success.  How can mentoring help you shine a different perspective on problems and bring in fresh, outside ideas? In this episode of Gut+Science, Alison and Nikki hone in on the importance of peer, group, and one-on-one mentoring. Listen in to hear success stories of leaders overcoming challenges, tips on finding strategic solutions, and more.  SPECIAL OFFER: The Engage Mentoring Executive Talent Roundtables provide a confidential peer mentoring experience for organizational leaders striving to build highly engaged workforces. Build new relationships and leave the session with an action plan from the new ideas and inspiration gained in this powerful two-hour session. Check out this free Engage Mentoring Talent Roundtable offer for Gut+Science listeners! Full Show Notes:  https://gutplusscience.com/alison-martin

Who:  Dana Wilde - Bestselling Author of Train Your Brain, Creator of The Celebrity Formula, and Host of The Mind Aware Show Special Guest:  Alison Martin - Animal Communicator and Educator What This Show is About:  I Have Too Many Marketing Ideas! Dana Wilde is joined by special guest, Alison Martin, Animal Communicator and Educator, who writes “The jumble of marketing ideas I have and the mindset I have around marketing. I get overwhelmed, freeze, and then end up not accomplishing much. I want to get a handle on marketing effectively!  Can you help me?” Dana helps Alison get her marketing and mindset in order! On The Mind Aware Show, Dana Wilde addresses your most pressing questions about marketing, mindset, standing out in your niche, and more.  She wants to help you grow your business the Train Your Brain way. This means making money by being happy and getting paid to be YOU! Click here to submit a request to be a guest on the show:  http://www.danawilde.com/guest Where to Learn More:    Learn more about Alison Martin at https://www.animalsoulconnection.com/ http://www.danawilde.com/freetraining http://www.themindawareshow.com

Message from John & Alison Martin on 15/07/2018

Message from John & Alison Martin on 15/07/2018

Truth You Can Act On: Feedback: The ability to give useful feedback is a skill all leaders need to learn and master. Sometimes those critical conversations aren't the easiest to have, but with practice, you'll be able to have them more comfortably. It's not always fun, but it's what ultimately leads to growth. Personal Board of Directors: Mentoring is not about one relationship; it's multifaceted. It's all based on the many different leadership skills you're looking to develop. The key is having multiple mentors who serve as your board of directors for all areas you desire to grow in. Leader Participation: If we want to see engagement being driven throughout the organization by mentoring, we as leaders need to be mentors as well as mentees. We need to be sharing our experiences. If we're looking for our employees to become more savvy in personal and professional development then we need to share with them the resources we used. It's the same thing with mentoring. We need to share our participation, share our key takeaways, and walk the walk. Measuring Impact Through Intentionality: It's essential to focus on why you're mentoring in the first place. For example, if you want to improve diversity, you must first understand where your baseline is, where your numbers are, and where you want to go. Understanding this allows you to monitor specific trends, measure the impact your mentorship program is having on diversity, and make any necessary adjustments. Full Shownotes: https://gutplusscience.com/alison-martin-books Book Recommendation: Own the Day, Own Your Life: Optimized Practices for Waking, Working, Learning, Eating, Training, Playing, Sleeping, and Sex by Aubrey Marcus Sponsors: Emplify - Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it's time to discover Emplify. • Emplify has created a new way to measure employee engagement. It's where CEOs who want to know what's really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data. Titus - In our conversations with CEOs and hiring managers, we hear they are frustrated with traditional recruiting... From outrageous fees to focusing on candidates before clients, the process was broken and needed to be fixed. Enter Titus Talent. Titus Talent Strategies serves its clients using passionate people, a proven process, and unparalleled performance. Oh, did we mention they guarantee the PERFORMANCE of their candidates for 12 months?

Have you ever worked with someone you just know never shared anything when he was a kid? He could never participate in the relay race on Field Day because he couldn’t bear to let go of the baton. While that’s super annoying in elementary school, in your adult career, it can be downright unbearable to deal with a selfish co-worker. His version of collaboration is telling you you’re doing it all wrong. How infuriating! Today, instead of stooping to that dude’s miserly level and scheming your evil plan for his demise, brainstorm some go-to coping strategies and share those tips with your friendlier colleagues. I’m sure everyone will be grateful for you sharing. The post Alison Martin-Books: She’s Passing the Torch appeared first on On The Dot Woman.

In this episode of MOTHER EARTH NEWS and Friends Kellsey Trimble, of Grit, sat down with Alison Martin from the Livestock Conservancy and Cindy Gibson from the Guinea Fowl International Association to discuss popular poultry breeds and species that you may want to add to your homestead. Thank you Brinsea for Sponsoring this episode! To see Brinsea’s incubator, chick brooder, and coop door in action, check them out during the Mother Earth News Facebook Live projects or visit www.Brinsea.com. Kellsey Trimble, the managing editor of Grit, enjoys immersing herself in the homestead lifestyle as frequently as possible. We were happy to have her on this episode as she continues to enjoy backyard poultry and is expand her expertise on self-sufficient living. You can find Kellsey's blog, Thistle Moon Ridge, on Grit.com. Alison Martin, Ph.D. is the Livestock Conservancy’s Executive Director. She has more than 20 years in poultry science, specializing in health and vaccine development. She was a key leader on the world’s first in ovo (in the egg) vaccine for coccidiosis. Alison has a Ph.D. in Genetics from Virginia Polytechnic Institute and State University in Blacksburg, Virginia, where she specialized in disease resistance in poultry. Cindy Gibson is president of Guinea Fowl International, an organization founded to support responsible guinea-keeping and to educate on the care and habits of guinea fowl. She first acquired guineas to help combat a grasshopper infestation on her Texas ranch, and now keeps more than 100 guinea fowl (along with her chickens, ducks, and grazing animals). She helps new guinea-keepers and frequently speaks to groups about the why-and-how to incorporate guinea-keeping into a landscape or farm. In particular, she helps dispel some of the myths and misinformation that has led some to unsuccessful attempts at guinea-keeping. Here is a collection of related articles you may enjoy: Guinea Fowl International Livestock Conservancy The Big List of Heritage Chicken Breeds  Chicken Breeds: Choosing Your Backyard Flock  Raising Guinea Fowl: A Low-Maintenance Flock An Introduction to Raising Geese A Homestead Guide to Domesticated Ducks Heritage Turkey Breeds for Homesteaders   Check out the MOTHER EARTH NEWS Bookstore for more resources that may pique your interests! To see more podcasts, visit our Mother Earth News and Friends page! Check out the MOTHER EARTH NEWS FAIR page for an opportunity to see our podcast guest live!  The Mother Earth News and Friends podcast is a production of Ogden Publications.

In this episode Kellsey Trimble, Managing Editor of Grit Magazine, sits down with Alison Martin of the Livestock Conservancy, Bill Ahrens and Kevin Fletcher of New Country Organics, and Victoria Miller author of "Pure Poultry." These experts share their tips on and stories to help us understand how to give your flock the nutrition, housing, training, protection, and the respect they need to be successful and enjoyable.  Visit www.motherearthnews.com/podcast for show notes. Thank you Brinsea for Sponsoring this episode! To see Brinsea’s incubator, chick brooder, and coop door in action, check them out during the Mother Earth News Facebook Live projects or visit www.Brinsea.com. Here is a collection of related articles you may enjoy: Building a Chicken Coop Homegrown chicken Nutrition: What to Feed Your Poultry Raising Broiler Chickens Raising Chicks: Chick Brooder Temperature and Light Requirements Sexing Day-Old Chicks: How to Identify Pullets and Cockerels The Basics of Caring for Baby Chicks   Check out the MOTHER EARTH NEWS Bookstore for more resources that may pique your interests! To see more podcasts, visit our Mother Earth News and Friends page! Check out the MOTHER EARTH NEWS FAIR page for an opportunity to see our podcast guest live!  The Mother Earth News and Friends podcast is a production of Ogden Publications.

Enjoy this minisode taken from Power of Poultry Ep 1, "Beginning with Chickens" debuting April 6th. It will feature a conversation surround getting started with chickens with our special guests Alison Martin, Bill Ahrens, Kevin Fletcher, and Victoria Redhead Miller interviewed by Grit's managing editor, Kellsey Trimble.    Check out the MOTHER EARTH NEWS Bookstore for more resources that may pique your interests! To see more podcasts, visit our Mother Earth News and Friends page! Check out the MOTHER EARTH NEWS FAIR page for an opportunity to see our podcast guest live!  The Mother Earth News and Friends podcast is a production of Ogden Publications.

Alison Martin describes why and how we need to save heritage livestock - dozens of breeds that are living storehouses of genetic diversity we need to secure the food and farming of tomorrow.

Something for everyone, a comedy episode tonight! Damn Dirty Geeks -- Frank Dietz, Trish Geiger, Jack Bennett and Scott Weitz -- welcome the prolific comedy actors Brian Howe and Alison Martin, fresh off launching their hilarious project The Audio Adventurebook of Big Dan Frater Volume 1.The Geeks discuss our collective origins, influences and favorites as comedy fans, plus Alison and Brian's work on the films of Larry Blamire including THE LOST SKELETON RETURNS AGAIN and DARK AND STORMY NIGHT, along with Frank and Trish's mockumentary A ZOMBIE NEXT DOOR. Now, from the minds of Blamire and Howe comes the comic audio adventures of Big Dan Frater (Brian Howe) and his cohorts Dutch 'the Swede' Anacrombie (Dan Conroy) and Millie Healey (Alison Martin), as this trio of hapless heroes tackle terrors and rescue the citizens of New Garden Hope City! If you enjoy the comedy of Monty Python, Steve Martin, Edgar Wright films and more, you'll dig this comedy-centric episode with the Damn Dirty Geeks.With our talented producer/audio guru Justin Cruse away on another project for this recording, you may experience moments of audio level fluctuation on this episode. Just bump up the volume a bit and enjoy!

Episode 847. Today, I welcome Alison Martin with the American Livestock Breeds Conservancy. Today's topic is, Choosing Breeding Stock. Backyard Poultry with the Chicken Whisperer® is a nationally broadcast radio show all about keeping backyard poultry, show poultry, and living a self-sufficiant lifestyle. Each week, the Chicken Whisperer®, author of, The Chicken Whisperer's Guide To Keeping Chickens, and National Spokesperson for the USDA Bio-Security for Birds program, welcomes experts in their field from around the country to share their knowledge about backyard poultry, show poultry, and living a self-sufficiant lifestyle. Special guests include, poultry scientist and professor, Dr. Brigid McCrea, Ph.D., Peter Brown, aka The Chicken Doctor, Jeannette Beranger, with the American Livestock Breeds Conservancy, Richard Freudenberger, Publisher of Back Home Magazine, Arlena Schott, host of Garden Wise Living TV,  as well as FFA members, 4-H members, poultry club members, and the who's who in the backyard poultry, show poultry, and self-sufficiant lifestyle industries. The Backyard Poultry with the Chicken Whisperer® radio show has given away more chicken coops, and chicken related prizes than anyone else on the planet! Tune in to learn more about your backyard chickens from the experts!