Podcasts about Alp

This episode of Socially Democratic covers the May federal budget: the politics, the comms, and what it means for Labor heading into the next Victorian election.David Feeney is away, so Stephen Donnelly and Jessie McCrone are joined this month by Lissie Ratcliff, former Andrews Chief of Staff and regular Mailbag guest, for a cracking Feeney Files sans Feeney.They cover: 

At Data Makers Fest, a recurring theme was the tension between GenAI hype and production reality. Speakers stressed that classical ML, MLOps, evaluation, data quality, and governance remain essential—especially in regulated sectors like fintech and healthcare. Another strong theme was inclusivity: building AI that serves smaller languages, diverse communities, and practitioners beyond the English-centric ecosystem.Ryan Chaves. Head of ML at a Dutch fintech, Ryan focused on the gap between AI demos and production systems. He argued that classical ML remains critical for fraud detection and risk scoring, while GenAI works best as an accelerator on top of existing systems. He also emphasized storytelling, stakeholder communication, and mentorship as core engineering skills.Alp Öktem. Computational linguist and researcher Alp explored the imbalance between AI progress in English and low-resource languages. Through Mozilla Data Collective, he highlighted how open datasets, speech corpora, and synthetic data can expand AI access to underrepresented communities. His broader warning: fluent AI can still fail culturally, linguistically, and ethically.Agnieszka Kamińska. Working in pharmaceutical ML engineering, Agnieszka discussed extracting scientific knowledge from research documents into knowledge graphs. Her focus was reliability: LLMs help with entity extraction and relationship discovery, but trustworthy systems still require ontologies, validation layers, and production-minded engineering. She advocated a pragmatic middle ground between AI hype and skepticism.Nemanja Radojković. An MLOps engineer in finance, Nemanja reflected on how GenAI is changing software engineering itself. He argued that coding assistants improve productivity but risk weakening engineers' understanding if overused. His central point: governance, reproducibility, and platform engineering will become even more important as organizations deploy AI agents at scale.Filipa Castro. Leading AI initiatives at Euronext, Filipa described how GenAI is integrated into regulated financial workflows. Her team uses LLMs to automate document-heavy operational processes while preserving human validation. Her broader message: successful enterprise AI depends less on flashy models and more on infrastructure foundations like CI/CD, monitoring, governance, and operational rigor.Beatriz Silva. As a student volunteer pursuing a master's in data science, Beatriz represented the conference's educational and community dimension. For her, the event was about access—networking with companies, exploring thesis opportunities, and connecting academic learning with industry practice. Her perspective highlighted how conferences like Data Makers Fest help shape the next generation of AI practitioners.Connect with speakers: Ryan Chaves. Head of Machine Learning at a Dutch fintech focused on fraud detection, risk systems, and production ML. LinkedInAlp Öktem. Computational linguist and researcher focused on low-resource languages, inclusive AI, and open language datasets. LinkedInAgnieszka Kamińska. Machine Learning Engineer working on scientific knowledge extraction, knowledge graphs, and AI systems in pharma. LinkedInNemanja Radojković. Senior MLOps Engineer specializing in regulated financial systems, AI governance, and platform engineering. LinkedInFilipa Castro. AI Lead at Euronext focused on enterprise GenAI systems, operational AI strategy, and financial services automation. LinkedInBeatriz Silva. Data science master's student and conference volunteer exploring opportunities in ML and computer vision. LinkedIn

This episode of Socially Democratic discusses the UK local, Scottish, and Welsh election results, and what Labour's historic collapse means for social democracy.Reform UK surged across England, Scotland, and Wales. Labour lost its 115-year dominance in Wales. And inside the Parliamentary Labour Party, calls for Keir Starmer to stand down are growing louder.Host Stephen Donnelly is joined by two insiders who know British Labour politics intimately:

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Giorgio Vivalda"La terra promossa"Tanti modi di vedere i paesaggi di Langhe, Roero e MonferratoNeos Edizioniwww.neosedizioni.it La terra “promessa” da un paesaggio promosso. Dove promozione significa futuro.Le colline, i colori della campagna, i lunghi filari, l'odore del tartufo. I paesaggi del vino, architetture senza architetti. E poi, ancora, i siti storici, i castelli, i borghi e le cascine, i musei e i reperti archeologici di un mare che si è ritirato, lasciando solo il fruttuoso scorrere dei fiumi. Queste caratteristiche rendono Langhe, Roero e Monferrato siti unici, meritevoli di essere considerati un patrimonio dell'umanità dall'UNESCO.Tuttavia – e qui l'avversativo è significativo –, senza la costante riflessione, il dialogo e il confronto fra esperti della zona, il paesaggio rischia di modificarsi inseguendo egoismi, visioni parziali o a breve termine.L'intento promozionale di Giorgio Vivalda interseca la cultura del luogo e, attraverso la coralità delle sue interviste, promuove una visione a lungo raggio, paragonabile a quella dell'occhio del turista che, fra quelle colline e quei boschi, disperde lo sguardo verso l'infinito. Questo non sarebbe possibile senza le opinioni consapevoli di chi quel territorio lo imprime di cultura viva ogni giorno e il cui contributo forgia fatti e parole miliari su cui fondare la promessa di un futuro prospero per Langhe, Roero, Monferrato. Dal Monferrato, più dolce, più toscano, al Roero, primordiale con le sue rocche, dove il tempo si ferma, e dove trovi le conchiglie e i denti del pescecane, dalla Langa più moderna, con la ricchezza del vino, alla Langa letteraria, quella di Nuto Revelli, di Fenoglio, di Davide Lajolo. Con testimonianze di: Walter Accigliaro, Roberto Cerrato, Guido Chiesa, Sergio Conti, Tino Cornaglia, Alessandra Fassio, Davide Giordano, Vincenzo Gerbi, Valter Giuliano, Luca Mercalli, Bruno Murialdo, Donatella Murtas, Gianni Oliva, Enrico Rivella, Valerio Rosa, Bartolomeo Salomone, Mario Sandri, Giovanni Tesio.Foto di Bruno Murialdo. Giorgio Vivalda è nato a Torino nel 1950, ha frequentato il Liceo classico all'Istituto Salesiano Valsalice e si è laureato in Lettere presso l'Università di Torino, con una tesi in geografia sul turismo montano. Negli anni Settanta è stato redattore di guide e cataloghi presso la Giulio Bolaffi Editore e programmista regista presso la sede RAI di Torino, con rubrica turistica al “Gazzettino del Piemonte” (radio) e, successivamente, regista di vari documentari turistici per la TV RAI 3 regionali e dal 1978 è iscritto all'ordine dei giornalisti. Fondatore, presidente e amministratore della casa editrice Vivalda Editori dal 1981, è stato direttore responsabile della collana “Guide di Alp” e della testata “Alp” dal 2010 al 2013. Fondatore e amministratore della PUBBLIVIVA, casa di produzione video con realizzazione di un centinaio di documentari per RAI Uno, RAI Tre, Enti pubblici e società private, di cui circa la metà curatore della regia. Tra questi la più importante è stata la serie di tredici puntate Le Alpi di Messner per RAI Uno. Chiusa la casa editrice nel 2013, ha coronato la sua carriera giornalistica con l'incarico di direttore delle relazioni pubbliche del gruppo FININC.Diventa un supporter di questo podcast: https://www.spreaker.com/podcast/il-posto-delle-parole--1487855/support.IL POSTO DELLE PAROLEascoltare fa pensarehttps://ilpostodelleparole.it/

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

This episode of Socially Democratic discusses the 2026 Federal Budget — Jim Chalmers' most ambitious yet — with Emma Dawson, Executive Director of the Chifley Research Centre, and economist Adam Triggs, Partner at Mandala. Is this really the most significant tax reform package in a quarter of a century? Stephen, Emma, and Adam think so. Here's why.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

In this topical, fully-loaded episode of Socially Democratic , Stephen, Todd, and Lissie convene to answer our most pressing Mailbag questions - and add a few thoughts of their own. Our listeners asked:

Bu sabah gündemde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

Bu sabah gündemde ve gazetelerde ne var? Zeynepgül Alp dünden bugüne gündemde yer alan haberleri ve gazetelerin ilk sayfalarına yansıyanları aktarıyor.

The entry-level talent pipeline is being entirely restructured. If agency owners don’t figure out what role a young professional actually plays in an AI-assisted agency, they won’t just struggle to hire today. They’ll have no one to promote in five years. In this episode, Chip and Gini dig into what’s happening with entry-level hiring right now, and why the answer can't be to stop hiring junior staff altogether. The conversation covers why the old model of routine work is gone, what needs to replace it, and why agencies that don’t solve this problem soon are setting themselves up for failure. The episode opens with an observation from Gini: every presentation she gives to college classes lately surfaces the same anxiety from students. Nobody’s hiring at the entry level because AI can handle the work those roles used to cover — news releases, media lists, social drafts, basic research. How can they find jobs today, and get the on-the-job training they need to move forward in their careers? Chip frames the problem as a junction of circumstances: the rise of AI, economic uncertainty, and a higher education system that hasn't evolved with the workforce reality. Colleges discouraging AI use while their graduates are about to enter workplaces built around it is, as he puts it, the same mistake as banning calculators in math class. The students coming in aren’t unprepared because they’re less capable, they’re underprepared because the institutions that trained them weren’t keeping up with the times. Chip and Gini agree that entry-level hires aren’t obsolete, but the role must change. Instead of being the lowest rung of the ladder, new professionals need to come in already functioning like managers — just managing AI tools and processes instead of people. That requires more on-the-job training, better-documented processes and SOPs, and a genuine commitment to learning and development that most agencies still don’t have. There's more than one upside, though. Better documentation and SOPs don’t just help entry-level hires do their jobs — they make your agency more efficient, reduce owner dependency, and, for those who want to sell someday, significantly improve the value of the business. Their closing argument is not to avoid entry-level hiring because the old version of the role is antiquated. Rethink what the role is, invest in the systems that support it, and get comfortable assigning junior people with responsibilities that would have felt premature five years ago. The alternative is a mid-level talent shortage that will be very hard to fix. Key takeaways Chip Griffin: “Effectively everybody is starting out as a manager now. It just may be that instead of managing people, you’re managing AI agents or assistants. That’s still a management role.” Gini Dietrich: “If we don’t solve this now as agency leaders and as an industry, there will be nobody at the mid-level to take the jobs in five years. No one.” Chip Griffin: “Don’t decide that you’re not going to hire them and just use the AI for it. Rethink what the role of an entry level hire is in your business because that will allow you to build both for today and for the future.” Gini Dietrich: “I think providing and teaching the young professionals how to use critical thinking skills to orchestrate an army of AI bots is exactly where we should be training them.” Related Managing Gen Z agency employees (and anyone else with less experience than you) ALP 34: How to help junior agency employees grow AI no threat to agency employees learning fundamental skills View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, I, you know, I’m thinking about just getting started in the workforce now, and, you know, I’ve, I’ve never had a job in my life and Gini Dietrich: Oh, yeah. Chip Griffin: You know, being so young and green, I, I need to figure out what I’m going to do. Gini Dietrich: You know, it’s funny because I do a lot of zoom in… I zoom into a lot of classes to talk about PESO, and one of the questions I always get, and especially right now is, you know, how am I, what job am I gonna do when I graduate? How am I gonna get a good job? The job market sucks. Then nobody’s hiring for entry level because of AI. Like, what am I gonna do? And that question, I would say, that question has come up. In every single presentation that I’ve done for the last two years. And kids are really concerned about it. And, you know, in Counselor’s Academy through PRSA, we’ve been having the conversation too with other agency owners about, you know, who’s hiring entry level, and if you are, what are you doing? And it’s crickets. Like nobody’s hiring entry level professionals right now, because everything that we would have someone do as a brand new professional or as an intern, AI can do and do it much more effectively. So, you know, news releases and blog posts, drafts and social media drafts and media lists and all that, like, it’s way more efficient to have AI do it. So one of the conversations we’ve been having here is it’s really important to me as an individual to continue to give back to the industry. So how do we create an intern program that’s less about that kind of work and more about giving them the critical skills that they need to be able to orchestrate prompts, integrate AI into their roles. And I think that, I think that’s the path that we are gonna probably go down. Chip Griffin: Yeah, I mean, it, it’s an important topic. It is, I think there’s a confluence of events that are making it particularly challenging for entry-level workers today. So you’ve got the rise of AI along with economic and other uncertainty coming together. So, you know, there, there’s a number of forces that just make it really difficult. And I think it’s all layered on top of a higher education system that frankly is almost entirely broken. Yeah. And obviously that’s not really something we’re gonna solve here on, on this show, nor is it really the general domain of it. But I think it is, it’s a fundamental challenge that, that most higher education is not really oriented around helping students to find jobs afterwards. Right. That’s, that’s almost an afterthought. Yep. And I’m not saying that it needs to become vocational training. At the same time, you know, four years of pure academics, and discouraging the use of things like AI. A lot of, you know, colleges and universities say, oh no, no, you can’t use AI to complete your papers. Well, that’s not the reality that these students are about to embark upon. Gini Dietrich: Right. Chip Griffin: And so, you know, to me, that reminds me of, you know, years gone by where, oh, you can’t use Wikipedia, you can’t use the internet. You can’t use calculators. I mean, when I grew up, you can’t use a calculator in math class. I mean, these things just, it really is an antiquated system. So you’ve got that as their stepping stone into the workforce, and then they’ve got these headwinds of the economy and AI fighting against them. And so I do think it is, it’s a challenge for the industry, but ultimately it’s a challenge for individual agencies as well. Because even if you don’t want to give back, you have to think about how you’re going to staff your business, not just today, but for the longer term. And historically, agencies have promoted from within quite often, or hired somebody who was an entry level somewhere else. And so at some point, if we don’t figure out how to solve this entry level hire problem, we’re gonna be in a situation where there’s nobody out there for those mid-tier roles that we need to hire still. Gini Dietrich: Right. That’s exactly right. And that’s the, we continue to have that conversation in every single one of my leadership team meetings where there is a section where we’re talking about interns on the path for entry-level professionals. Because you’re exactly right, if we don’t solve this now as agency leaders and as an industry, there will be nobody at the mid-level to take the jobs in five years. No one. So we have to figure this out. Chip Griffin: And I think a lot of it is reimagining what that entry level role is. Gini Dietrich: Yep. Chip Griffin: Which means as, as owners, as bosses, we need to think about how we structure those roles. But it also means that in preparation for this, you know, colleges, universities, intern programs also need to be thinking about what skills they’re sending people into the workforce with. And I think I’ve mentioned this previously on the show, I mean, effectively everybody is starting out as a manager now. It just may, may be that instead of managing people, you’re managing AI agents or assistants. That’s still a management role. Gini Dietrich: Mm-hmm.  Yep, yep. Chip Griffin: And so, you know, whereas we used to bring people in and, and they would be purely managed and just… They would be the, you know, the functionaries who did what we told them to do. They need to be in a position that they can actually direct resources right out of the gate. And so that, that requires a lot more training before the job, but really a lot more probably on the job training. And we’re awful at training managers at every level within our businesses, including most owners have just awful management skills. And so if we don’t have them at the higher levels, how do we get them to the entry level? Gini Dietrich: Yeah, I think you’re right. I think we, this has been a challenge forever. I mean, the way I got quote unquote management skills is my boss came to me and said, so and so has just been put on a PIP, and she has 60 days to figure it out, and we’d like to manage you through that. Like, we’d like you to manage her through that process. And I was like…what? Okay. Guess what? She didn’t make it and it was a terrible experience for me, but that’s how they quote, unquote, gave me management training. Right? That’s not management training. That’s not leadership training. That’s like trying to, to figure out what you’re good at or what your strengths are by trying to help somebody who’s failing but doesn’t want the help and doesn’t wanna try to succeed. Terrible idea. All to say, I think you’re exactly right. And I think one of the big things that everyone in general is missing around AI is critical thinking. And I think we, we say, okay, like, oh, this is gonna make me so much faster and I’m gonna prompt it and I’m gonna get it what it needs. And then I forget about actually thinking through, is this right? Is it what I’m trying to accomplish? Is it strategic? Is it going to deliver results for the client? We don’t, we’ve, we sort of are in this world of, oh my gosh, this has made me so much more, so much faster and more productive. We’re losing that critical thinking piece. And I think providing that and teaching the young professionals how to use critical thinking skills to orchestrate an army of AI bots is exactly where we should be training them. Chip Griffin: I mean, I think ultimately learning and development needs to be a much stronger piece of even the smallest agencies. Yep. And there needs to be a much greater emphasis on the mentorship and coaching and training of everybody at, again, at every level within the business, including yourself as the owner. Yep. And, and if you’re not committed to that, it’s going to be very difficult to successfully integrate new entry level hires of any kind in the future because they do need greater support than ever before. It’s not just, Hey, you know, go through this, you know, list and figure out, you know, which emails are bad or, you know, go find email addresses for these reporters. Right? Or, you know, the, the basic tasks that a lot of people may have been asked to do in the last 10 or 20 years, they’re gone. And so everything requires that higher level of judgment. And the only way that we can expect good results is if we’re providing the assistance from above. Gini Dietrich: Yeah, I completely agree.You know, we do, I think we do a fairly good job of internal training because we have the PESO model. So you know, everybody on our team has to go through it and everybody on our team has to be certified and everybody on our team has to keep up with it. Everybody on our team has to understand what I’m producing from a content perspective every week. And you know, one of the things I say constantly to them is, you guys have to be ahead no matter what. You can’t have a client who knows more about it than you do. You can’t have a client who says, well, I saw this in or, I heard this on Gini’s podcast, and you don’t know what they’re talking about. Like you have to be ahead of all of them. And so because of that, we have twice a month internal learning. And I think taking that down a level, and honestly truly, I would actually say that the younger professionals are better at the PESO Model certification outputs than I would say some of the more senior level professionals. Because they don’t have preconceived notions, they don’t have, oh, this is the way I’ve always done things. Right. So they’re much more, they absorb the information better and they output the expected outputs much more effectively, I think. But you know, if you don’t have that kind of training internally, like, how are you teaching them intellectual property and how are you teaching them your processes? And like everybody has a different way of doing work for clients. How are you teaching that so that when they go into AI to get the output they need, they understand this is the output I’m trying to get and this is what it looks like. I think those are the things we have to be thinking about is our intellectual property, our unique way of doing things, and our process. That’s the kinds of things you can be teaching to young professionals. Chip Griffin: Yeah. And look to your point, I think that to the extent that agencies are doing, you know, training and development type things, most of it is focused on the how you do your job bit, right? Gini Dietrich: Yep, yep. Chip Griffin: So you know, how, how do you implement the PESO model? How do you communicate effectively with the press? How do you, you know, write effectively? Those are the kinds of things that most agencies have spent at least some time on. Maybe not enough, but at least some. But it’s, but as you back into the, the things that you’ve also mentioned, processes, you know, tho those are things that don’t get the same level of attention in the training and in the professional development. And then when you get back from that and you’re looking at things like project management or just basic human management, those are not things that have any amount of investment in the vast majority of agencies. And it’s, you know, it’s always shocking to me how many times I go into an agency, you know, for one of my Agency Business Checkups, and I sit there and I talk with them and I understand they’re not doing the regular one-on-one communications with direct reports. Wow. And I, and I know, I mean, this is, everybody knows, this is my pet peeve. Yes. But it is the fundamentals of management. How do you manage somebody if you’re not having regular, ongoing meetings with them? Right. It just, it doesn’t make any sense. But there’s, there’s no culture around that. There’s no culture around communications . And particularly as we’re moving into this era of AI, we need to be much better at documenting processes and, you know, all that because the more we document processes, the better results we can get from the technology, which makes the lives of all of the human employees better. And so we need to be focused on a lot of these things that maybe we could get by without doing in the past, and maybe it just, you know, it was a, a 10 or 15% efficiency hit or something like that. Now it just, it fundamentally just doesn’t work if you’re not focused on how to do these things effectively. So we really need to, again, at all levels, but particularly with those entry level hires, we need to groom them into the roles by providing them with those skill sets, providing them with the documentation around processes, and that’s how we’ll start to get better results more quickly. But that doesn’t really solve the question of how do we continue to hire entry level people at all? Why? Because there’s this big urge for people to say, look, that because AI is so good, we don’t even need entry level hires anymore. Yeah. And I mean, I am of the viewpoint that that is not accurate. That you can still hire people fresh outta college or with just a year or two of experience, but you’ve got to rethink what you’re thinking of them to do. Right. If you think of them in the old terms of doing just that routine, brute force labor. No, there is no role for that. But if you elevate it and you say, look, you know, these kids are coming in and they’ve got something to add, they’ve got value to offer. We just need to perhaps move them along faster in our minds than we might have otherwise. But in their world, they’re not, because they don’t, they didn’t grow up 30 years ago like we did in the industry, so you didn’t know what all of the photocopying and faxing was back then. So you’ve got to be open to putting them into roles that just blow your mind that this is an entry-level responsibility now. Gini Dietrich: Yeah, I think that’s exactly right. And I think we have a responsibility as leaders to do that. Because to your point earlier, if we don’t, we’re not gonna have employees to hire at the mid-level and then at the senior level, and it’s going to be a disaster. So I think we have our responsibility as leaders to do that. Chip Griffin: Yeah, but we, I mean, yes, we have a responsibility, but ultimately we also need to do what’s right for the business today. Gini Dietrich: Sure, of course. Chip Griffin: And so, so what the, what I think people need to do is to figure out how to bridge that gap. So that you can do what’s right for the business today, while also helping you for the long term. Because as, as much as we all sit here and we want to say, well, we’re doing right for the industry, we’re doing right for our business in three to five years. That’s not a reality that works for most people, particularly on the tight numbers that most smaller agencies are operating with. So, you know, we do need to find a way to make sure that we are getting what we need today from these, and they’re not, I don’t wanna say charity hires, but they’re not, they’re not viewed solely as investments. They have to be something that has the more near term payoff as well. Gini Dietrich: Sure, of course. Yeah. I don’t disagree with that. Chip Griffin: I think that does require a mindset shift for a lot of us who would never dream of, of handing off some of the responsibility that we’re now in a position of needing to hand off to people who have very little experience. But the more that you’ve established proper SOPs and you’ve put together the right systems for checking, verification, approval, et cetera, all of those things, it, you’re in a much better position. And honestly, the use of AI makes it easier to entrust more junior employees. I think a lot of people sit here and say, oh, you know, it’s scary ’cause now we’ve got, you know, junior people with no experience running the AI. Yes. But if as long as you are overseeing the training of the AI, then the AI tends to remain within its lane. The problem you run into with AI is when you don’t give it any guidelines, when you don’t give it any context, when you don’t give it the structure, that’s where it does things like hallucinate and, you know, engage in crazy behavior. But otherwise it does a much better job than humans of remaining within its lane. And so it can actually help the juniors to do their jobs more effectively without the level of risk that some of us may be concerned about. Gini Dietrich: And I will add to that, with your SOPs and your process. Although we talk all the time about building a business that you love and that works for you, there are still going to be some of you who want to sell your business. And having those SOPs in the process really well-defined is going to help your sell price significantly. Yes. Because if you can just hand them the recipe and say, this is how we do things, and this is how we’ve done things for years and it works, and these are the kinds of results, that’s going to help your sell price. Chip Griffin: Yeah. One hundred percent because then you’ve got a buyer who’s looking at something and they’re not just, you know, buying a client roster or short term revenue or something like that. They’re actually, you know, buying something that has sustainable value to it. And particularly in the age of AI, where those SOPs can then become the guidelines and guardrails for the AI tools to utilize. It really is a big differentiator, not just for your sales price, but for today, right? Because if you’ve, if you built those things in there, then you can be a leaner operation. Because the reality is we are going to accomplish more with fewer human headcount. That’s just going to happen. Probably not as efficient as some people dream it might be, but still more efficient than we are today. And so it gives you a lot of flexibility if you are in a position to feed the information and SOPs into the AI tools to get you where you want to go. So it will take a lot of pressure off of you as the owner today, and that opens up possibilities for your future, whether you want to sell or not. Gini Dietrich: Yep, totally. I’m a big fan of SOPs. Chip Griffin: I always have been a big fan of SOPs and checklists and those sorts of things. I think they, they can save your bacon. But you know, today they’re just, you can’t live without them, right? No, totally agree. Totally. They were nice to have process improvements 20 years ago. Today, if you don’t have them, you are really holding yourself back because you can’t use most of these tools capably without them. Gini Dietrich: Yep. 100%. Chip Griffin: So you’ve got to, you can’t fly by the seat of your pants anymore. It really needs that structure. Entry level hires need that structure. AI needs that structure. And if you’re going to have a successful agency for the future, you need to solve for this today. Gini Dietrich: Yeah. And truth be told, everyone in your agency needs that structured. Chip Griffin: Everybody. Absolutely. Gini Dietrich: Yeah, everyone does. Chip Griffin: Absolutely. So don’t be afraid of entry level hires. Don’t decide that you’re not gonna hire them and just use the AI for it. Rethink what the role of an entry level hire is in your business because that will allow you to build both for today and for the future. Gini Dietrich: Absolutely. Chip Griffin: So with that, we will wrap up this episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich. Chip Griffin: And it depends.

How did the well-oiled machine that built the historic Obama campaign in 2008 fail so catastrophically in 2024?--This week on Socially Democratic, Stephen speaks with Josh Cook and Greta Carnes about their report ‘The Future of Democratic Organizing'.Greta is a political campaigner and researcher, while Josh is an expert in digital strategy and engagement. Both are U.S.-based ‘Obama for America' alums with over a decade of experience in national campaigns.We ask:

Host Janet Michael sits down with Missy Spielman to discuss the Top of Virginia Regional Chamber's Arising Leadership Program (ALP) — a free, two-week summer program designed to expose local high schoolers to career opportunities right in their own backyard. What You'll Learn in This Episode What the Arising Leadership Program is and how it got started How the ALP differs from the Chamber's Community Leadership Program (CLP) Why exposing students to local industries matters — "If you can't see it, you can't be it" What industries students will explore: manufacturing, agriculture, healthcare, government & public safety, nonprofit, and media How the program addresses common misconceptions about careers What the graduation ceremony looks like and why it matters How businesses and individuals can become sponsors Program Details Who: Rising juniors and seniors in high school (public, private, or homeschooled) Where: Frederick County, Clarke County, and Winchester, VA When: Two weeks in June, starting around June 8 — six full days of programming Cost: Free to students Group size: Up to 20 students Transportation: Provided throughout the day once students arrive at the central drop-off location How to Apply or Get Involved Website: regionalchamber.biz → Arising Leadership Program page Phone: (540) 662-4118, ext. 14 Email: mspielman@regionalchamber.biz Sponsorships: Starting at $500 — contact Missy directly

This week on Socially Democratic, Stephen speaks with John Armitage, one of the most respected social researchers and communication strategists on the Australian left.As recent polls have shown, the political landscape in Australia is rapidly shifting. So what's next? Where to now for the Labor Party, the Liberal Party and One Nation?They cover:

Tonight we have creepy crawlies, strange encounters in the woods, a terrifying boy with no eyes and much more. Thank you for your support! Keep it spooky and enjoy.Season 20 Episode 34 of Monsters Among Us Podcast, true paranormal stories of ghosts, cryptids, UFOs and more, told by the witnesses themselves.SHOW NOTES: Support the show! Get ad-free, extended & bonus episodes (and more) on Patreon - https://www.patreon.com/monstersamonguspodcastTonight's Sponsor - ButcherBox -  Sustainably sourced meat delivered to your door - Get free protein in every box for a year + $20-off your first box at ButcherBox.com/mauMAU Merch Shop - https://www.monstersamonguspodcast.com/shopMAU Discord - https://discord.gg/2EaBq7f9JQWatch FREE - Shadows in the Desert: High Strangeness in the Borrego Triangle  - https://www.borregotriangle.com/Monsters Among Us Junior on Apple Podcasts  - https://podcasts.apple.com/us/podcast/monsters-among-us-junior/id1764989478Monsters Among Us Junior on Spotify -https://open.spotify.com/show/1bh5mWa4lDSqeMMX1mYxDZ?si=9ec6f4f74d61498bFull-eye, blackout contact lenses - https://www.pinkyparadise.com/products/princess-pinky-black-sclera?variant=39409523884090&country=US¤cy=USD&utm_medium=product_sync&utm_source=google&utm_content=sag_organic&utm_campaign=sag_organic&srsltid=AfmBOopPaY0LmbTueLWZhUbfhcnD9kKUG2T8gBDVjINAGTziBbmb8ZhkfE8Men in suits in the woods - https://www.reddit.com/r/HighStrangeness/comments/1b7dxb4/guys_in_suits_exploring_woods/Bones under Augusta, KY - https://www.youtube.com/watch?v=aPoM2ZzfProMr Ed grave in OK - https://www.youtube.com/watch?v=c1Paj4sx5AsAlp - https://en.wikipedia.org/wiki/Alp_(folklore)Holyrood Palace - https://en.wikipedia.org/wiki/Holyrood_PalaceAurora Project - https://www.youtube.com/watch?v=ZyTXCY78SwIMusic from tonight's episode:Music by Iron Cthulhu Apocalypse - https://www.youtube.com/c/IronCthulhuApocalypseCO.AG Music - https://www.youtube.com/channel/UCcavSftXHgxLBWwLDm_bNvAMusic By Karl Casey @ White Bat Audio - https://www.youtube.com/@WhiteBatAudioWhite Bat Audio Songs:NecromancerMalibuRunning with the WendigoLurkingAerialMonolithLuminous