Podcasts about apprenticeships

A.M. Edition for Aug. 28. A federal judge finds the Trump administration violated Anthropic's first amendment rights by deeming it a supply-chain risk. Plus, prosecutors scale up their crackdown on insider trading on prediction markets. And as more young people opt out of even searching for entry-level roles, WSJ reporter Natasha Dangoor details the rising interest in apprenticeships on both sides of the Atlantic. Luke Vargas hosts. Sign up for the WSJ's free What's News newsletter. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of Chats & Tatts, host Aaron Della Vedova sits down with world-renowned tattoo artist Julian Siebert from Munich, Germany. Known globally for his incredible large-scale bodysuits, Julian shares his 21-year journey in tattooing, having completed over 200 backpieces and 100 frontpieces.   Together, they dive deep into the mindset of high-level tattooing, the controversy surrounding numbing cream, technical setups for maximum efficiency, the real impact of AI and social media on tattoo culture, and why Julian decided his current apprentice will be his last.  

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain.

The U.S. Department of Labor wants to add more than 300,000 registered apprenticeship positions nationwide, part of a bigger push to expand this kind of on-the-job learning. So how should employers, and the schools that support them, actually get started?Today's guest is Jessica Desmond, the Regional Director of Career Services and Apprenticeships at ECPI University. Desmond tells host Jason Altmire how ECPI partners with employers to design registered apprenticeship programs across more than 1,000 approved occupations, beyond just the skilled trades that have been traditionally associated with apprenticeships. Fields like advanced manufacturing, IT, cybersecurity and software development are all in the mix. She explains how strategic apprenticeships can help students get placed in the field, while employers have the opportunity to train a pipeline of loyal, skilled workers.To learn more about Career Education Colleges & Universities, visit our website.

Calling all apprentices (and those training them)! One of our most listened to episodes went live back in April 2024 and still tallies downloads today so we decided it was time for a followup! We changed it up a little from our first list of 5 Things Apprentices Should Do Every Day Thanks for listening, have a great day! Text the guys your ideas & feedback! Send us your feedback or topic ideas over on our social channels!Eric Aune @mechanicalhub Andy Mickelson @mick_plumbNewsletter sign up: https://bit.ly/MH_email

Simon Yugler has spent time inside traditions ranging from Aboriginal Australia to the Shipibo lineage in Peru. Most of us will only ever read about experiences like that. I admire the ground he's stood on, and what it has done to his worldview. Simon is a depth psychotherapist, psychedelic facilitator, educator, and the author of Psychedelics and the Soul: A Mythic Guide to Psychedelic Healing, Depth Psychology, and Cultural Repair — and his central conviction is that psychedelics are not primarily a mental health intervention. They are initiatory and speak to the soul. At twenty, he traveled to an Aboriginal community in Arnhem Land, Australia, and was changed by what he encountered there. He went on to apprentice within the Shipibo ayahuasca tradition in the Peruvian Amazon, spending six weeks inside a lineage that didn't reconstruct its transmission from texts. He completed his master's at Pacifica Graduate Institute, where his thesis explored the loss of male initiation rites in Western culture and what the medicine might restore. Today he trains facilitators, runs men's groups, and continues his healing work with individual. In this conversation, Simon walks inside what he calls mythopoetics — the practice of helping people find the mythic story inside their experience and carry it home. We get into what myth actually means, what archetypes are doing inside psychedelic experience, and why Jungian depth psychology sees what the neuroscience frameworks are blind to. We also talk about what the medicine gets right. Simon offers a moving case study: a man who, during a psilocybin retreat, rediscovered his own goodness and a genuine encounter with soul. And we hold the critique. A six-month facilitator training is not a substitute for years of depth work. The medicalization box is too small — and, as Simon puts it, the alien always gets out. In this conversation: Mythopoetics and what myth actually is What living Indigenous traditions carry that Western therapy lost and can't get back from books The male initiation crisis and the loneliness epidemic What the medicine reveals that slow depth work cannot reach A case study in rediscovering one's own goodness Why the initiatory can't be regulated and why it never will be Timestamps 00:00 Welcome and Show Intro 00:47 Housekeeping and Links 02:57 Meet Simon 05:57 Mythopoetic Approach Explained 07:32 What Myth Really Means 10:20 Archetypes and Psyche 14:16 Simon's Origin Story 16:57 Australia and Indigenous Reality 23:23 Apprenticeship and Lineage 26:16 Western vs. Psychedelic Training 30:32 Why Psychedelics 36:44 Roots and Calling to Heal 38:41 Therapy Spark Moment 39:33 Choosing Pacifica 41:17 Lineage and Early Openings 43:14 Men's Work Thesis Roots 45:07 Why Men Need Gathering 48:40 Loneliness, Grief, and Soul 53:15 Psychedelic Healing Story 58:41 What Psychedelic Work Gets Right 1:04:32 Critique: The Medicalization Box 1:06:41 The Alien Always Gets Out 1:08:22 Closing: Book and Where to Find Simon Find Simon: simonyugler.com simonyugler.substack.com The Sacred Speaks: www.drjohnwprice.com youtube.com/channel/UCOAuksnpfht1udHWUVEO7Rg instagram.com/thesacredspeaks facebook.com/thesacredspeaks Theme music: Modern Nations — modernnationsmusic.com

Why is it taking so long to get people trained in AI? Should we be devolving education powers to employers instead of Mayors? Is the replacement for the Apprenticeship levy any good? Why is it so hard for companies here to raise money from British investors? Steph talks to Euan Blair, CEO of Multiverse - the UK's first British EdTech business valued at over a billion - about the future of work. Plus some spicy chat on Multiverse's Ofsted rating and why Euan's dad was wrong to push for 50% of young people into university when he was PM. The Rest is Money is brought to you by Octopus Energy, Britain's smart energy pioneer. This episode is brought to you by Accenture. https://Accenture.com/Spotify-UK Email: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠the⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠restismoney@goalhanger.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ X: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@TheRestIsMoney⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@TheRestIsMoney⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ TikTok: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@RestIsMoney⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Advertise with us: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Partnerships@goalhanger.com⁠ For more Goalhanger Podcasts, head to ⁠www.goalhanger.com⁠ Video Editor: Dylan Bonham Producer: Isabelle Bougeard Exec Producers: Bella Soames and Tom Whiter Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode, Joel (Heidi Build) hijacks the mic for an unfiltered conversation about the realities of building in Australia.We break down why builders can feel “owned” by a client for years after a contract is signed, how viral “circus build” videos damage trust in the whole industry, and the difference between educating and selling when builders share their work on social media.We also get practical: if you live in a typical 1990s brick veneer home (single glazing, gaps, limited insulation), we cover the first upgrades that improve comfort and indoor air quality, including draught proofing, ceiling insulation, and ducted bathroom and kitchen ventilation.Start with draught proofing. Seal the gaps. Stop the house bleeding comfort.You don't have to be a tree-hugging hippie to want comfort and health. You can still love your V8s.We finish on a solid reminder for builders. It's okay to step back. It's okay to realise you don't like being the builder. It's okay to run a smaller business. It's okay to define success by profit, lifestyle, and sanity, not just turnover.CHAPTER MARKERS00:00 Introduction01:01 Rapid Fire Nerd Check05:21 Money Tightness and Numbers07:59 WIP and Builder Finance14:30 Trades Pride and Tool Skills16:09 How Hamish and Matt Met21:35 Apprenticeships and Passive House Path23:14 Cost Talk and Comparisons24:38 Why Building Feels Expensive27:19 Wood Fires vs Airtight Homes37:54 Bad Builds and The Gap41:43 Licensing Upskilling Debate45:49 Social Media and Industry Lift49:20 Restoration vs New Builds51:20 First Fixes for Homes01:02:27 Sustainability Money Traps01:07:04 Rapid Fire and Wrap Up01:10:00 Mindful Moment ClosingOur Sponsors:Pro Clima - https://mindful-builder.captivate.fm/proclimaMEGT - https://mindful-builder.captivate.fm/megtConnect with us on Instagram: @themindfulbuilderpodConnect with Hamish:Instagram: @sanctumhomesWebsite: www.yoursanctum.com.au/Connect with Matt: Instagram: @carlandconstructionsWebsite: www.carlandconstructions.com/

This month Brian talks to the prolific playwright and screenwriter about religion, working-class heroes, and how he learned he's not an actor from Tom Hanks.

Industrial Talk is onsite at Penn State and talking to Bradley White with Penn State University METAL Program about "The Profession of Metallurgy". The Industrial Talk podcast episode, sponsored by the Propane Education and Research Council, features a discussion with Bradley White from Penn State's METAL program. The program, which stands for Metallurgy, Metallurgical Engineering, Trade, Apprenticeship, and Learning, aims to train the next generation of workers in foundry skills. White, with 32 years of industry experience, is helping to establish a foundry lab at Penn State Barron, expected to be operational by 2027-2028. The program, funded by the Department of Defense, is expanding nationwide, with schools like Ohio State, Tennessee, and Purdue joining. The initiative emphasizes hands-on learning and real-world skills to inspire future industrial leaders. Outline Introduction and Welcome to Industrial Talk Scott introduces the episode of Industrial Talk, sponsored by the Propane Education and Research Council, highlighting their commitment to safety, training, and innovative propane-powered technology.Scott expresses gratitude to listeners and highlights the importance of celebrating industry professionals who innovate, collaborate, and solve problems daily.Scott mentions broadcasting from Penn State University, specifically the Barron campus, and introduces the acronym METAL, which stands for metallurgy, metallurgical engineering, trade, apprenticeship, and learning. Visit to Erie, Pennsylvania, and Foundries Scott describes a visit to Erie, Pennsylvania, with Bradley White, highlighting the city's historical significance in foundries and manufacturing.Scott and Brad discuss visiting various foundries, including one that melts and pours both bronze and aluminum.Scott expresses amazement at the hands-on experience for students at the foundries, emphasizing the importance of practical learning.Brad explains the role of industrial partners in Erie in providing hands-on experiences for students until a lab is built on campus. Development of the Foundry Lab at Penn State Brad shares his background, including 32 years in the industry and his role in building the foundry lab at Penn State Barron.Scott inquires about the timeline for the foundry lab, and Speaker 3 explains that the furnace equipment is in Erie, with a temporary space being readied for installation.Brad mentions the support from local manufacturing and the Department of Defense initiative to train the next generation of workers.Scott highlights the program's reach, including students from California, and its focus on boundary work. Impact and Future of the METAL Program Brad discusses the METAL program's three-year contract and its expansion to other schools, including Ohio State University, Tennessee, Cal Poly, Michigan Tech, and Purdue University.Scott emphasizes the importance of the program in inspiring the next generation of industrial leaders and the need for support from industrial companies.Speaker 3 shares his passion for the foundry industry and the importance of real-world experience for engineers.Scott and Brad discuss the efficiency and sophistication of modern foundries and the need to inspire students through practical experiences. Generational Influence and Community Support Scott and Brad discuss the generational influence in the foundry industry, with many foundry owners having family members who have worked in the industry.Brad shares his personal experience of being inspired by his family's involvement in manufacturing and his own career in the foundry industry.Scott highlights the importance of inspiring students through visits to manufacturing lines and the potential for future success.Brad mentions the stigma against blue-collar work and the need to educate the public about the importance of real-world skills for engineers. Conclusion and Contact Information Scott and Speaker 3 discuss the importance of supporting programs like METAL and the need for more schools to adopt similar programs.Brad shares an example of a student who went through the METAL program and is now working in manufacturing, highlighting the program's success.Scott asks for contact information for those interested in supporting or learning more about the METAL program.Brad provides his LinkedIn profile and mentions the program's website, which will be shared on Industrial Talk. If interested in being on the Industrial Talk show, simply contact us and let's have a quick conversation. Finally, get your exclusive free access to the Industrial Academy and a series on “Why You Need To Podcast” for Greater Success in 2026. All links designed for keeping you current in this rapidly changing Industrial Market. Learn! Grow! Enjoy! BRADLEY WHITE'S CONTACT INFORMATION: METAL Website: https://www.metalforamerica.org/ LinkedIn Profile: https://www.linkedin.com/in/brad-white-a4497124/ Company Website: https://behrend.psu.edu/ PODCAST VIDEO: https://youtu.be/aM3TBgaO_JQ THE STRATEGIC REASON "WHY YOU NEED TO PODCAST": OTHER GREAT INDUSTRIAL RESOURCES: NEOM: https://www.neom.com/en-us Hexagon: https://hexagon.com/ Arduino: https://www.arduino.cc/ Fictiv: https://www.fictiv.com/ Hitachi Vantara: https://www.hitachivantara.com/en-us/home.html Industrial Marketing Solutions:  https://industrialtalk.com/industrial-marketing/ Industrial Academy: https://industrialtalk.com/industrial-academy/ Industrial Dojo: https://industrialtalk.com/industrial_dojo/ We the 15: https://www.wethe15.org/ YOUR INDUSTRIAL DIGITAL TOOLBOX: LifterLMS: Get One Month Free for $1 – https://lifterlms.com/ Active Campaign: Active Campaign Link Social Jukebox: https://www.socialjukebox.com/ Business Beatitude the Book Do you desire a more joy-filled, deeply-enduring sense of accomplishment and success? Live your business the way you want to live with the BUSINESS BEATITUDES...The Bridge connecting sacrifice to success. YOU NEED THE BUSINESS BEATITUDES! TAP INTO YOUR INDUSTRIAL SOUL, RESERVE YOUR COPY NOW! BE BOLD. BE BRAVE. DARE GREATLY AND CHANGE THE WORLD. GET THE BUSINESS BEATITUDES! Reserve My Copy and My 25% Discount

In this episode, Jason and Jeff sit down with Joe Magyer of Seaplane Ventures to explore how generative AI has completely rewired the startup investing landscape. The trio discusses how tools like Claude and ChatGPT have drastically lowered the cost of building software, the heavy consolidation of capital into frontier labs like Anthropic and OpenAI, and why genuine domain expertise and network effects are more valuable than ever for venture capitalists navigating an AI-native world. 01:36 Why AI Changes VC 03:55 VC Concentration Shift 06:05 Cheaper Startup Building 08:42 More Pitches to Sift 11:24 Using AI for Diligence 14:28 Human Edge and Alpha 20:41 Culture and Expertise Future 27:38 Apprenticeships and Jobs 32:06 AI Jobs History 34:19 Venture Hit Rates 37:52 Defensibility Network Effects 40:07 VC Consolidation Debate 43:14 Founder Leverage Value Add 46:20 Portfolio Support Metrics 49:36 AI Costs Falling Fast 54:47 Next Trillion Giants 57:24 Where To Find Joe Companies mentioned: AAPL, EBAY, GOOG, GOOGL, META, UBER Find Joe at https://www.seaplaneventures.com/ Find where to listen & subscribe,  portfolio contests, and contact information at https://investingunscripted.com ***************************************** To get 15% off any paid plan at fiscal.ai, visit https://fiscal.ai/unscripted Listen to the Chit Chat Stocks Podcast for discussions on stocks, financial markets, super investors, and more. Follow the show on Spotify, Apple Podcasts, or YouTube ***************************************** Join our Patreon Subscribe to our portfolio on Savvy Trader. Use code Unscripted2026 for 30% off a one-year subscription! Learn more about your ad choices. Visit megaphone.fm/adchoices

KMOX's Jade Aubrey talks with Missouri Department of Corrections Communications Director Karen Pojmann to learn more about the gardens and the tattoo program.

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

Rev. Todd Nelson preaches from  Matthew 18:10-22, NRSV. Sermon notes can be found here. For more information about the Downtown Community of First UMC |Lexington, KY, please visit our website: https://umclex.org/downtown/

What does it take to build, operate, and scale a successful degree apprenticeship program? How can higher education institutions and employers collaborate to drive student retention, mobility, and career growth? We talk through these with Stacia Edwards the Deputy Provost at City Colleges of Chicago and Daniel Serota the Vice President of Government Affairs at Aon. Together, they outline actionable strategies for managing curriculum, providing wraparound support, solving the early-career experience catch-22, and scaling regional employer networks to future-proof the workforce in the age of AI. Episode Highlights include: [4:16] Sector-Based Campus Alignment - City Colleges of Chicago organizes specialized programs across campuses so regional employers have a single clear entry point. [7:01] Solving Corporate Early-Career Retention - Aon introduced degree apprenticeships to overcome high turnover in entry-level roles while building local talent pipelines. [12:45] The Earn-and-Learn Funding Model - Employer partners fund full tuition, books, and salary, offering a direct path to full-time employment upon graduation. [18:01] Centralizing Partnerships with an Apprenticeship Office - Creating an internal hub acts as an "easy button" to handle scheduling, curriculum updates, and student support. [26:27] Scaling via the Four-Pillar Moonshot - City Colleges of Chicago targets 1,000 annual apprentices by expanding pre-apprenticeships, recruitment, and employer-of-record models. References: 1. Daniel's Op-ed “Apprenticeship is the future of work, even in an AI economy” https://www.chicagobusiness.com/elevate/ccb-apprenticeship-value-ai-economy-20260511/ 2. Chicago Apprenticeship Network “Starter Guide” https://www.chicagoapprenticenetwork.org/assets/membersAndPartners/Apprenticeship%20Starter%20Guide.pdf 3. Elliot Op-Ed with Dana Stephenson from Riipen on “Internship bottleneck: How to break the work experience Catch-22” https://universitybusiness.com/internship-bottleneck-how-to-break-the-work-experience-catch-22/

Hello, Voices of the Bench community. This is Casey Baldwin with Ivoclar. If you've been curious about fast-firing zirconia to improve efficiency but aren't convinced it can deliver predictable, high-quality results, I'd encourage you to connect with us. Our new IPS emax Zirconia, offers multiple fast-fire protocols designed to help you save valuable production time while maintaining consistent outcomes. Time is money in every lab. Don't wait. Reach out today and discover how IPS emax Zirconia can help streamline your workflow. As full-arch dentistry continues to grow, so do the demands on today's dental laboratories. That's why Knight Dental recently launched SimplyARCH Studio, a dedicated production environment built exclusively for full-arch restorations. To support this specialized workflow, Knight invested in an XTCERA milling system and carefully evaluated multiple CAM software solutions before choosing hyperDENT. The decision came down to exceptional milling quality, minimal hand finishing, and impressive production efficiency. But what truly set hyperDENT apart was the implementation process. From the very beginning, the team provided more than software training—they shared the knowledge and experience needed to build an optimized workflow for complex full-arch cases. With proven expertise in advanced milling strategies and laboratory production, hyperDENT helped ensure SimplyARCH Studio was designed for long-term success from day one. Join us at the Race For the Future 12 to raise money for the Foundation For Dental Laborary Technology. September 27th in Valley View, Texas! https://dentallabfoundation.org/news-events/race-for-the-future/ This week, Elvis sits down with Martin Schmid and Alyse Hifko from Ivoclar to talk about the launch of the new Ivoclar Academy and why education is still one of the most valuable investments a laboratory can make. Martin shares his journey from apprenticing in Germany to teaching technicians around the world, while Alyse explains how a passion for digital dentistry and troubleshooting CAD/CAM software led her to Ivoclar. Together they discuss how today's technicians can learn faster, work more efficiently, and gain confidence through hands-on training instead of trying to figure everything out on their own. The conversation dives into Ivoclar's growing catalog of Academy courses, from Ceram Art stain and glaze techniques to advanced ProgramMill CAM training that goes far beyond the initial installation. Martin explains how simple workflows and the right materials can help technicians create highly esthetic restorations, while Alyse reveals the hidden capabilities built into the CAM software that many users never realize they already have. Whether you're looking to improve your ceramics, maximize your milling workflow, or simply stay ahead as digital dentistry continues to evolve, this episode is packed with practical ideas you can bring back to the lab. Plus, learn why even technicians who don't own an Ivoclar mill are showing up to these courses—and leaving convinced they need one.Special Guests: Alyse Hifko and Martin Schmid.

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

Rev. Todd Nelson preaches from Psalm 1, NRSV. Sermon notes can be found here. For more information about the Downtown Community of First UMC |Lexington, KY, please visit our website: https://umclex.org/downtown/

Prime Minister Andy Burnham on Youth Unemployment, Work Shadowing, and the Future of Work | Jimmy's Jobs of the Future Thanks to LinkedIn for partnering on this episode. Learn more about how the UK labour market is changing in the age of AI in LinkedIn's latest report: ⁠https://lnkd.in/labour-market-report⁠  In a special early interview at 10 Downing Street, Prime Minister Andy Burnham joins Jimmy to discuss why too many young people are struggling to get their first break, and what government, employers and senior leaders can do about it. Reflecting on his own journey from an unpaid local newspaper reporter to Prime Minister, Andy explains why family connections often matter more than qualifications, why work shadowing can transform a young person's confidence, and why every leader should help open the door for someone without an established network. They also discuss the future of education, apprenticeships, AI, recruitment, social capital and why Britain needs to value technical careers as much as university degrees. Andy shares what he looks for when hiring, why creativity and communication remain essential skills in the age of AI, and the leadership lessons that have shaped his career. Chapters: 00:00 Intro 00:29 Sponsor 01:49 PM Priorities on Youth Jobs 02:50 Early Career and Drift 05:35 Social Capital and Access 06:53 Hiring and Leadership Skills 08:51 Ambition Beyond London 09:42 English Degree and Creativity 12:24 Kids View of Job Market 13:49 Placements and Employer Role 17:26 AI and Future of Work 18:30 LinkedIn Data Break 19:51 Apprenticeships and Reform 21:28 Nostalgia Game and Advice 26:24 Closing Note and LinkedIn Credits: Jimmy McLoughlin OBE Thuy Dong Aggie Mellor Annabel Wilcken Ethan Pearman Josh Eames Laura Dunn Special thanks to: Sunny Winter Nguyen Anh Duc Learn more about your ad choices. Visit podcastchoices.com/adchoices

Competing in a Future World of Infinite Intelligence Navigation: Intro From Knowledge Workers to Judgment Workers The AI-Native Company: Org, Hiring, Culture The Human Element: Are We Underestimating It? Scenarios Our Take Conclusion Our co-hosts: Bertrand Schmitt, Entrepreneur in Residence at Red River West, co-founder of App Annie / Data.ai, business angel, advisor to startups and VC funds, @bschmitt Nuno Goncalves Pedro, Investor, Managing Partner, Founder at Chamaeleon, @ngpedro Our show:   Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news Subscribe To Our Podcast Nuno Gonçalves Pedro Introduction Welcome to episode 79 of Tech DECIPHERED. Today, we take a leap into the big unknown. This is a thesis episode, not your classic analysis, in-depth sharing episode. The big idea for this episode is that we may be approaching the cognitive age, and how would one, or how would a company compete in a world of infinite intelligence? The big idea, again, is that intelligence, which has been mostly scarce and expensive for all of human history, might become abundant and cheap. If that happens, what happens to work, what happens to companies, what happens to society? This episode will be really framing a lot of these discussions. From knowledge workers to judgment workers, addressing the AI native company and how does that change, going into the human element and whether or not we’re underestimating it, and finally, ending up going into scenarios, feasible scenarios of a future where, well, intelligence is abundant. Intelligence is quasi-infinite or infinite itself.Bertrand Schmitt Yes. Big questions for this episode 79. From Knowledge Workers to Judgment Workers We can start with from knowledge workers to judgment workers. Let’s go back first to how came the knowledge worker. It’s a 20th-century invention from Peter Drucker in 1959. The idea here is that that category might be splitting. The production of knowledge itself is on its way to being commoditized by AI. However, our perspective is that judgment around production of knowledge is not disappearing and is staying for a bit control managed by humans. What’s your take on this, Nuno? Do you agree with this split?Nuno Gonçalves Pedro I think it’s a little bit more profound than that. It’s not just judgment. Definitely, human judgment will be needed. We’ve seen agents perform all sorts of funny things in the wrong way when left alone to their own devices. Even some very well-known AI researchers coming forward and saying, “Hey, I tried to use this myself, and actually I messed up some of my systems,” or “I messed some of my code. I messed up some of my flows for a period of time.” I think just having human-in-the-loop from a judgment standpoint will be needed for a significant amount of time. That is something you can’t just delegate into machines, into algorithms, et cetera. The second part is, ultimately, there needs to be contextualization, and that contextualization, I think, comes from two forms. One from actual data, where the machine, I think, at some point will catch up, or the machines will catch up. The algorithms, at some point, on the data analysis will get better and better and have probably the closest to the truth that you can get, minus all the biases that are in the data, just to be clear, because data has a ton of biases. We’ve looked at this in the past and discussed it at prior episodes. But maybe on that, I think the machine has a chance to catch up, or the machines have a chance to catch up, so there’s less of distinctiveness from the human standpoint. But then, on just the attributes, the ability when you’re judging some situation, you’re in the middle of the situation. You’re judging the person and how it’s acting, in some ways, a lot of the things that end up happening, end up happening because there’s human interaction. There’s someone on the other side. I see how they’re delivering the message, how they’re implicating. We’ll talk about it later in the context of the organization and what changes in companies. I don’t think it’s just judgment. I think there’s a little bit more than that. One of the reasons I went to the dark side of management early on in my career from being an engineer was Peter Drucker and this notion of the knowledge worker, which he later on reemphasized with the publishing of his book, which for me was seminal and defined a lot of my career in life, the post-capitalist society, which is this notion that information rich and information poor is going to be the key distinctiveness that will happen in the world. The two big camps, information rich, information poor, which links back to this invention of the term knowledge worker, that knowledge is going to be key in some ways. I think that’s what we’ve seen for the last decades. Again, I think judgment is not going anywhere, but I think it’s beyond judgment. There’s elements of humanity and involvement that won’t go away anytime soon, where human-in-the-loop are particularly critical. We’ll discuss later some scenarios, but for me, that’s my stick in the ground. I think human-in-the-loop is going to be critical for many decades to come.Bertrand Schmitt While we are talking about all of this, and we share some possible scenarios, there is always that question. This is moving so fast right now. If you think about AI 10 years ago, AI 5 years ago, AI with the launch of ChatGPT 3, and then AI the past 2 years, now we have agents that are running at scale. Things are moving very fast. I can tell you, me in 6 months, the change has been pretty dramatic in terms of what I can use AI for. There is always that question that whatever we are thinking about cannot just be connected to what we were able to do 6 months ago or even today, we have to think and project ourselves at least in the next 6–12 months. Of course, we can go beyond that, and we will do that with some future scenarios, but it’s a very fast-moving, and it’s not clear yet where are the limits.Nuno Gonçalves Pedro I think that’s a very fair point. Let me try to analyze things that I don’t think will change anytime soon for the next few years. Agreed with you that many things will change, and we’ll have a lot better tools, platforms out there. That will be difficult to predict what exactly won’t change. I think there’s elements of humanity, and some of them do relate to judgment, like having good or bad taste, having a view on it, on whether something looks good or bad. Obviously, all of this sometimes is subjective, but some of it may not be as subjective as people think it is. The elements of contextualization. I think a little bit going back to what we did at Chamaeleon ourselves, where we built this platform, Mantis, and the objective of building Mantis was not really to replace us, was that it was a core augmentation layer in some ways that we would use investment or investor judgment as humans in the loop to systematize pattern recognition and a variety of other things, but that Mantis would really elevate all that judgment, not just in terms of timing, us being more productive, but also in terms of the quality of the decisions we’re making. Think of it as a little bit like having our human judgment in the context of operating Chamaeleon at a higher altitude, where we are more aware of the things that are happening and how they actually happen. The ability to really get to the data pieces and then make decisions on top of that that generate the needed alpha in our case for investors. What I mean by this is I think there’s always going to be core elements of humanity that I do think are going to be difficult for the machines to replace. For example, the taste piece people are like, “I can figure out what’s the taste in the market.” Yeah, but that’s mainstream. That doesn’t identify what’s the next big thing, which normally doesn’t start from mainstream. It starts from something else. It could start from opinion leaders and influencers. It could start by someone having a different way of addressing a problem and having a solution that hasn’t been thought through. For example, elements of creativity, I think, in human judgment and in human operations is something that I feel the machine will still have difficulty to replace.Bertrand Schmitt Let’s not forget how today current algorithms are working by feeding them enormous quantity of data, actually as much data as we can find. Finding more data is becoming a limitation these days. What it means is that it’s very hard for AI to think beyond its training data. There is some level of logic that’s being added, but at the same time, take the launch of the iPhone. What was the opinion before launch? Is that no, it doesn’t make sense. Not enough battery life, no keyboard, no this, no that. If you just base your analysis on what’s written out there, what’s being sold out there, you would just say, “It’s going to fail.” AI might really follow that more generic advice and perspective because that’s what in the training data and that’s what they’re in volume. It’s, of course, raising a lot of questions of, how do you improve the quality of the training data? How do you separate the weed from the chaff? There are a lot of questions there, and obviously, it will get better over time. But it’s still a critical part of how it’s working today. It won’t be that easy to change. I really like your point regarding Mantis, and I will say in general, platforms that you build with AI or leveraging AI capacity. Because when we say knowledge production is going to disappear, but we’ll keep judgment, it will be a different type of judgment because the quantity and quality of knowledge we will have in front of us to build our judgment will be very different. If suddenly we have for free the work of 10 interns or 5 junior analysts or whatever, and you can run that on nearly anything you do in life or at work, it’s completely dramatic. Your judgment was not used to be exercised so often because often you were missing quality data to have a judgment. Before it was a lot of finger in the wind and trying to smell something, but you didn’t have enough to make a serious analysis. Except if you are working as a strategy consultant, as you used to do, Nuno. That part is actually quite interesting. That the judgment itself will be exercised much more often and hopefully on the base of much more in-depth analysis for a lot of things. We will work very differently.Nuno Gonçalves Pedro We will go in-depth, faster and more fact-based, more data-based along the way. The question some of you might have right now is, is there some judgment that’s going to go away? Is there some judgment? We seem to be defining that there’s this organization, we’ll talk about it later, that goes from doers more into deciders. I think there’s some nuances to that, so I’ll just hit pause on that. In terms of judgment, obviously, there’s judgment that has been hidden over the years under the pretense of being wisdom, but it’s actually not wisdom. It’s just repetitive tasking, and it’s rules-based for the most. There’s a lot of judgment done, in particular in the white-collar space, that you could say it’s just reps. People have been doing it all along like that, and so therefore to say, “I’ve done it before like this, so I’ll do it the same way.” There’s actually no best in class, no analysis, no nothing. It’s just, “I’ve done it like that before.” I think that type of judgment will disappear because, again, algorithms will be as good, if not much better at that. They’ll be better at figuring out, actually, this would be the better way to do this. That’s how you play it forward. Then the question is, if there are fundamental, wise people in the organization, people that can really take that more complex elements of judgment, how do you go from the world we have today, which is a world of apprenticeship, where people come out of college, they go and work, and they learn their way, and therefore, hopefully over time, some of them, not all of them, we know that, but some of them will develop that wisdom to be great decision makers 15, 20 years down the road? How do we do that in a world that now is saying, “I don’t need people out of college because I can do it myself, and I can do individual contributor, and I can have agents doing the work that would require some manifestation of management in the middle.” Basically, “I don’t need this stuff. I don’t need you.” It’s a little bit the story we’re in. How do you create then this apprenticeship? How do we create then wisdom? My two cents on that is that wisdom, because of what we were just discussing and what, for example, myself and Bertrand was just saying, because of more often interactions with more data-stressed information and insights, what will happen is people will get better through their own reps in whatever form they’re doing, in day-to-day life, in internships, et cetera. In some ways, that will create the accelerated growth. It’s a little bit the interactions with agents and the interactions with our beloved AI algorithms that will create that growth over time and maybe not as much with other people. That still leaves the question around social interactions, but that’s probably the way this gets sorted. Apprenticeship gets sorted through the machine and the human having more interactions in effect.Bertrand Schmitt I agree with you because when we talk about apprenticeship, in some ways a lot of time was wasted on stuff that were not that important. But in a way, that was the price you had to pay in order to be there when people make the big decision to try to get some wisdom from that one hour of interactions that’s really useful and make a difference out of your full week. But the rest of your full week was just basic stuff that you had to do like a machine in a way. Why not let a machine do that? That, for me, is a big question. You could argue there is a transition period where it could be hard. For instance, if you can work hand in hand with AI smartly while you are doing your 4, 5 years of universities, you could graduate with a very different knowledge, perspective, judgment, skill set than anyone who graduated 5 years ago. I think that part will require a question around, “How do you change education?” You see what I mean? If you keep education the same way, expecting that the output is someone that should go now into 5 years of apprenticeship, that’s not going to work because companies will be, “No apprenticeship anymore.” On the contrary, you have to come much more knowledgeable and ready to use the tools. The tools are so efficient that the bar pretty high. You need to come already very well-grounded. If the education is not doing their job, that will be trouble. That part for me, I think is often forgotten. In some ways, the new-found importance of universities as a place to, and not just universities, the trade to really deliver people who are ready for the workforce. If on the business side, the expectation can change, of course, you have to change the education on the other side. My worry probably right now is that it doesn’t look like universities are in touch with what businesses are looking for, businesses are working on. Of course, that’s very worrisome because the cost of university has increased very significantly. It’s not clear quality of education has improved at all. If anything, it could be the opposite. It’s pretty scary. Of course, it’s going to raise a lot of questions. How much is education worth in that type of situation? Maybe another point because we talk a lot about apprenticeship, how this stuff was useful, but at the same time, if we go back in time, not long ago in the ’50s, if you wanted to be a developer, for instance, ’50s, ’60s, the job was very different. There was barely any programmation language out there. You had to use punch cards. Your time truly spent doing the coding was very limited. Once you had your stuff working, then, the debugging was a total nightmare. My point is that no one is looking back to that time saying, “You know what? It was great. It was a great way to learn and to do an apprenticeship for 5 years. To do that crappy job of punching cards for the boss.” There was little value in this. Guess what? Everyone is happy it’s not being done anymore by anyone. I think we also have to see what AI is bringing in a similar way is that everyone’s job is going to become quite different. There are a lot of big parts of the job who are not going to look back with fondness. Just looking back as, “Wow, that was very machine-like type of job. I’m glad I’m done with it.” People will want to jump directly to the next step. You don’t need to go to the punch card phase to be able to be a good developer for the past 40 years. I guess it will be the same with AI.Nuno Gonçalves Pedro I think so. The difficulty we have as humans is to also visualize dramatically different scenarios and landscapes, professionally. It’s difficult for us to anticipate what are the jobs of the future. Jobs have changed a lot in the last few decades, not even the last century. What people do, the migration initially from the agricultural society to then the industrial society to then the services society, and in some ways, the shift within the services industry, and now we’re seeing another shift, so we can’t really anticipate what those jobs look like. Back to your point on education, because I think that’s a very important point. If you’re right now an undergraduate student or a postgraduate student, for that matter, and you’re not figuring out your own mechanisms of learning outside of your syllabus, outside of what your professors are telling you, et cetera, you’re going to face very difficult times. If you’re not right now using all these AI tools proficiently, all these cycles of vibe coding, co-working, et cetera, with agents in the mix, you’re going to have a really tough time. If you’re not at this point in time as proficient as someone like myself or Bertrand, and given that we’re nerds, we’re relatively proficient with a lot of these tools that are out there. On top of it, some of us have our own platforms in-house. If you’re not as proficient as we are with those tools, you’re going to have a very difficult time because then people like us won’t need you. I think that’s the sad truth. It’s like at some point, if you’re not needed, you’re not needed. Then again, you may find something else that’s more interesting for you to do. Start your own company, go join a new exciting job doing whatever it is that you need to do next, et cetera. But again, I think the bar is very high. If you’re in college right now, again, undergrad, postgraduate, this is the time of transition. This is the worst time. It’s not the best time, it’s the worst time. Because education and all these institutions haven’t adapted to it yet. You need to adapt. You need to adapt. You need to adapt. If you don’t, you’re going to pay for it, not just in the loans you need to repay, but also in terms of actually having difficulty finding your career path in those first few critical years.Bertrand Schmitt You need to be especially proactive when you’re facing this type of period where businesses are adapting as fast as they can because they all know it’s going to be survival of the fittest very quickly. Universities typically are working on a very different pace, and it’s pretty guaranteed they are not going to have adapted as fast as businesses. In time of big dramatic change, it will be trouble. It will be trouble. Yes, you will have not fun. Not saying it was part of the deal when you sign up for that loan and decided to go for university. But that’s life. There has been issues before. It’s not the first time. You have to do something about it. You talk about your perspective about, “Hey, why do we need you if you are not already fluent and very efficient with these tools and stuff?” The truth, in some ways, it’s even worse than that. Each time we spend with someone who is not efficient with all of this is less time we spend with the tools that are already providing magic for us.Nuno Gonçalves Pedro Exactly.Bertrand Schmitt It’s a very big choice of, “Hey, do I spend more time training this person?” Do I just… there is an opportunity cost. Or, do I spend more time staying at light speed? Why do I slow down to do something else in the hope that maybe I will get to return versus the light speed I’m already on? It’s a lot of tension. Again, it’s certainly new. But if we want to look back, I think you talk about the switch from agriculture and society, industrial society, and now the service industry. The reality is that, yes, we have made dramatic changes in the past before. 140 years ago, we were 90% agricultural society in Europe, in the US, 90% of us. Today, it’s what? 2%. So my point is that that’s a normal evolution. There is no progress without change. Sometimes the rate of change is soft, and sometimes you have a step function. Now it’s a step function, and it’s also a pretty fast step function. Before, it could take decades to get new stuff being put in place, to have electricity come up, this or that. Now we see that the rate of investment in AI is insane, way beyond anything we have seen before. Two, in a way, a lot of the architecture behind the scene was already there to support an even faster transition. What’s new might be the pace of the transition, how unnatural it might look. But at the same time, if you put yourself in the shoes of someone who lived 150 years ago, I mean, this was also a dramatic change for them. From horses to cars to planes to rockets, pretty big change, maybe even bigger change.Nuno Gonçalves Pedro Maybe the silver lining, just to bookend this section, is one, there will be new roles. There are a lot of things we can’t anticipate. There will be new roles, there will be new jobs being created, and new things that we can’t really quite grasp yet. The second part is that the rules are changing, and they’re changing, I would say, in general, for the better. If you are a decision-maker or an organization, and you still have your job, you’re probably making more important decisions with more data, with more tooling around you, with less red tape, hopefully over time. I know that will not hold true for all the big corporations out there that are listening to us, but it is starting to happen. Things are making an impact on how decision-making is made. There’s less and less red tape along the way in certain organizations. There are more and more fact-based discussions happening as we move along. The silver lining is better jobs, more jobs, different jobs in the future, hopefully as well. Secondly, the second part of the silver line is that the jobs that exist today, hopefully, will be more interesting, certainly on the knowledge space and on this judgment space that we’re now introducing as part of this episode. The AI-Native Company: Org, Hiring, Culture Switching gears, maybe to how does that shift? How does the company of the future look like? How does an AI native company look like? I feel there are a lot of discussions on, “Oh, you only need one person to run everything.” Let’s not go to that level. We’ve had a couple of episodes where we focused on AI as your co-founder and a couple of other elements that you guys can go back to. Let’s focus on a more evolutionary view of what’s happening to organizations, and maybe start with the org structure. In general, we should see more flat organizations where mid-level managers have to justify their pay in some ways because middle management are routers. They are normally routing tasks. It’s sometimes aggregating it, synthesizing it, and pulling it back up. Guess what? AI and agents in general are very good at that. The synthesis piece, et cetera, is not as well needed. One could say there are several elements of middle management that are valuable, like the coaching of people, the creation of apprentices, and the accountability that comes with some of middle management. But lo and behold, most of middle management is seen as a little bit of a thin line that doesn’t need to necessarily exist. I feel we’re moving into a world of smaller teams, more senior teams, where there’s more judgment at the top, where you’ll have people that both do a mix of what we used to call management in its new form, but also a lot of individual contribution. If you’re not used to that, if you’re not used anymore to be an individual in the future, again, and if you’re a very senior in an organization, maybe this is the right time to either reinvent yourself, find some other job that doesn’t require as much of that, which we’ll have plenty of those jobs for the next few decades, or maybe retire. I’ve actually, shockingly enough, seen people who have said, “You know what? This thing is changing too fast, too dramatically. My industry is changing quite aggressively right now. I’m about to retire in a couple of years. I’m just going to retire now.” I’ve literally met two people who have done that. Again, there’s nothing wrong about it. I think we’re, again, going through a step function and a huge shift, but figuring out where you fit in this new model of organizations, more senior at the top, smaller teams, more of a mix of individual contribution with management than ever was done before.Bertrand Schmitt I agree with you. In some ways, I’m not surprised that some people might say, “You know what? It’s now time to retire.” I feel a bit sad, maybe because it means you don’t like to keep reinventing yourself and changing your habits and thinking about new stuff. You were a creature of habits, I would say, if that’s your conclusion. But everyone is entitled to their own opinion, obviously, and a way of life. I guess that’s what happened, again, at regular times in the past in terms of big change. What I can see is that the rise of, you can call it the full-stack individual, someone who will have multiple roles inside the team. Before, you had to really separate the role. Especially in the US, there is such a clear separation between every role you can have in a company. Let’s take a tech company. You will have people doing design, people doing different types of designs, people doing front-end development, back-end development, and operations. You see step-by-step hyper-specialization. I have seen that, and it’s true that the level of complexity you had to deal with at some point requires some level of hyper-specialization because it will take you 6, 12 months in order to be really, really strong on a specific topic, a specific language. God forbid, trying to go deep into something that you had no real experience into. But I feel with AI, it’s a big change, actually. It’s the opportunity to go beyond that. It’s the opportunity to do more, to touch more. You can combine designing and shipping code, product managing and shipping code, being an analyst and deploying. Of course, we have to think how it works because putting a marketer shipping code to production, maybe that will get you into trouble. But I think that there must be some change. We see it changing dramatically, how fast we can get into something, something different from what we are used to. I think it would be crazy not to take that opportunity to dramatically change the scope of many positions and put an end to that hyper-specialization. I think for me, in some ways, hyper-specialization was bad. There is only so much you want to be a specialist in because a lot of things, a lot of opportunities are actually coming from the mixing of many different ideas, many different perspectives, and you lose if you go to hyper-specialization.Nuno Gonçalves Pedro I don’t think the age that is coming is the age of the generalist. I think it’s going to be the age of the multispecialist. We’re going to go into an age of multispecialization, which is a little bit, we’ve mentioned it as well in the past, what Amazon defines as an athlete or T-shaped or pie-shaped people, people that have on top an amazing ability to do general management, strategy, managing teams, et cetera, then have spikes. Spikes into business development, corporate development, product management, whatever it is. With AI and with agents, the development of those spikes, as we’ve been discussing in this episode, will actually be easier. It’s almost like a given. If you want to go deeper and deeper into a certain area, you can go much faster. I think that level of multispecialization is going to be really cool to observe. I’m not sure we’ve had an age of multispecialization over the years. Maybe people would point out, well, the Da Vinci example, people that are great across very different areas. Maybe that’s an example of multispecialization. But honestly, from my perspective, this is going to be an exciting time because of that, because you’ll have people who, instead of being just focused on this area of sales, and I only do that, they can actually and should actually do a lot of other things. So the work, as we were talking before, can be more interesting. More demanding as well, because the judgments you need to make are more complex. The context you need to actually gain needs to be gained much faster. At a level of magnitude, you haven’t been able to do it before. Talk about information overload. But actually, ultimately, the roles can be a lot more interesting, a lot more exciting, because I can jump around. If I’m an investor, in this case, we have two investors on this conversation. But if I’m an investor, one of the things that we start looking at is actually not just looking at a startup as, is this startup doing something in AI or not? Is it AI-enabled or not? Is it an AI platform or not? But actually, more fundamentally, is this an AI native startup? Meaning, organizationally, culturally, is this the company that’s already in the AI age? How is the team working? How are they defining things? It’s not just that they only have two or three people. It’s like, what are those two or three people doing? How are they doing it? What cadence are they doing it on? What tools are they using? How are they making decisions? I feel we’re still actually relatively early on that track. It’s very interesting because we’ve had all these companies raising mega rounds. First round out, we invested in one of them, but there have been many frontier labs out there raising a ton of money. But a lot of them don’t have a fundamentally different way of doing business. Of organizing themselves, of how they do the day-to-day. Although they’re working on cutting-edge stuff, with very notable exceptions, they’re actually not using it themselves. They’re not actually shifting how they do stuff themselves.Bertrand Schmitt For me, that’s very interesting because in the past, I used to be quite conservative on how you manage and run a company in the sense that if you’re already in tech, if you are already on the cutting edge of what technology can deliver, and this and that, don’t waste time trying to invent a new org structure. Just focus on delivering something great, amazing, and be great at technologies. That’s already your huge differentiator. At the time, there was no real reason to innovate on the team organization. I have seen so many teams that tried to innovate, and it was just catastrophic because there was not much to innovate on, because we had decades of optimization that we could leverage. There was no reason to invent. But here it’s very different. There is a dramatic shift in how you can organize differently a company. I don’t think there are any blueprints yet on what’s the best way to do it because it’s too new. But at the same time, I would feel very bad to invest or support a company that first is not focused on AI or AI-enabled, but at the same time is not trying to innovate on the team itself. Because if you don’t do that, you’re going to get killed by someone who is going to innovate better than you on not just the product, but on the org as well.Nuno Gonçalves Pedro Indeed. The shifts are pretty substantial. If you look, for example, just at hiring, what do you hire for? Certainly, there’s this element of the multispecialized orchestrator, which normally will be someone with quite a lot of wisdom and expertise. It doesn’t necessarily mean someone who’s old, but someone who has the ability to work with all the AI tooling and platforms out there and be an orchestrator of agents. Why do they make judgments, make decisions, move stuff forward really, really, really quickly? Again, those jobs are going to be the best jobs. The second part, I think that is very interesting, around hiring, is you’re going to skew towards the elements that are potentially either very aligned with the use of AI tooling and platform, AI expertise, or being AI native, or someone who’s used to using AI. That’s one side of the fence. On the other side, you’re going to actually be optimizing to hire people that have the characteristics that will be difficult for AI to replace immediately, like taste and the notion of fundamental accountability and notion of implications, the notion of how you affect change in organizations, how you affect change in individuals, the elements of coaching, and beyond coaching. You’ll be optimizing for those kinds of hires as well. Then, last but not least, for me, I feel that there is a momentum already happening. I think it will happen even more, which is the tendency to under-hire rather than over-hire. The moment of the good old days of blitz scaling, “Oh, let me go and hire 300 people to scale my go-to-market and just land grab market.” Now, that’s not how it’s going to work. People are going to try and first get the efficiencies in-house with top talent and see if there’s, at the end, the need to hire more people or not, rather than the other way around. I think the issue here is a little bit of what we alluded to before in this episode. There is a tax on individuals. If you hire more people, you’ll have to manage people, you’ll have to work with them, et cetera. If I don’t need to, I might as well work with the agents that the tools and platforms that I use give me access to. Because that’s a world that’s much more efficient, right?Bertrand Schmitt I’m in total agreement with you on this. It’s definitely raising way more questions than before because, again, on one side, you have the product, the technology used to build products that are completely different. At the same time, all of this is also enabling new ways to design organizations and to scale differently, especially in a world where, as we have seen in 3, 6, and 12 months, stuff that you thought were impossible are suddenly becoming possible. So you’re, “Hey, I’m going to scale and burn a shitload of money for 6 months before I know if there is any return.” Versus, “You know what? Maybe I just wait 6 months. The AI has improved enough so that we don’t need this new team. We don’t need these people to do stuff.” Because actually, if you just wait 6 months, we will have stuff coming for free from either new AI models or new AI tools or this or that. If you remember, we used to say that in mobile, things were going three times as fast as on the web in terms of pace of innovation and speed of development and stuff. I mean, with AI, it’s 5X mobile.Nuno Gonçalves Pedro Maybe even more. Yes, well.Bertrand Schmitt Maybe even more, maybe 10X. Every assumption around blitz scaling or scaling in general was based on past assumptions. It’s not based on how is the industry evolving today. Might make more sense for you to really grow your agents and spend more money on more tokens. I remember, of course, Jensen is selling his business interest, but he was saying, “Hey, for each one of my 450K engineers, he better spend 250K in tokens a year.” I’m not saying it’s the right way to say it, but I think there is some truth in it, and that would be something to think about. Have we maxed out the token usage per employee? I’m not talking in a stupid way because token maxing and wasting money has no value and is as stupid as it gets. But if you are truly getting a return on these tokens, can you use more? Can you generate more? Can you create more loops so that one engineer manages not just 10 agents, but 50 agents, but 200 agents? I think that’s the big question. We’re trying to add more people. More people means more management, more issues, more this, more that. That would be a fair question. Another piece of the puzzle is how do you build in a way your… I don’t know if it’s a digital twin, but more like the digital version of your companies represented by agents. How do you make sure that everything you do as a business is truly captured, is truly leveraged so that your agents are getting better and better? Not just because the model gets better, but because you are putting more data into it, because it has more opportunity to learn, and as a result, gets better at your specific business.Nuno Gonçalves Pedro The next big thing is culture. How does culture change? I think the biggest shift that I see is, why would you do meetings all the time?Bertrand Schmitt Yes.Nuno Gonçalves Pedro At least at Chamaeleon, we have a very small team, just by the way. We have a very small team at Chamaeleon. We’ve reduced by way more than 50% the time we spend on meetings between each other across the board, one-on-ones, partner meetings, et cetera. I think we’re really pushing to be more and more asynchronous. There’s stuff you can process via message. I was just asking one of my colleagues, “Can you just send me that prompt for that so I can just do that on CoWork?” Or “Can I just go on Mantis and do this? Can you tell me the cycle?” Or vice versa. Basically, it’s a little bit like you’re just going to do it. I don’t need to meet. I don’t need to meet all the time. There are some things where we still need to meet and interact, and we need to brainstorm at times, and we need to go to a different level of abstraction on the top end. Then on the lower end, there might be things that are a little bit more specific and governance-related and operational-related that we need to agree on that are more sticky. But otherwise, the culture is going to be biased towards build. “Go and do it,” rather than, “Let’s do a meeting.”Bertrand Schmitt Yes.Nuno Gonçalves Pedro Async is the thing. I’m more and more like we have a couple of interns this summer. “Can we async this?” They’re like, “What does that mean?” “Can we make this interaction asynchronous?” Because synchronous interactions for me are very expensive. Can you send me something that I can process, and then I can send it back to you? We don’t waste time on you giving me context and whatever. Then I’m not ready quite yet because I need to process it. Maybe I’m in between two meetings that I’m actually thinking about other things in my mind.” Again, I feel that shifts how stuff is done. One, build rather than meeting. Two, asynchronous versus synchronous. In some way, millennials had it right when they shifted a lot to messaging and stuff like that. Let’s do more asynchronous rather than synchronous, those two elements from just an operating model of the company are significant. Maybe this is a good time for me just to put one parenthesis because there’s this thing that’s bugging me as we’re talking here. Everyone who is listening to us at this point in time might be saying, “Cool, but I work for this large organization. We’re just now…” Everything we’re saying here is contextualized by time. We’re giving you extreme situations. We’re looking into the future. Some companies that we’re talking about might be doing this already as we speak. Some of them might be in the process of doing this and might in the next couple of months be doing it like we are describing it here. Some of them might take years to get there. Then again, some of the companies that might take years might actually be destroyed in between or meanwhile, and be disrupted. Some of them might not because they’re in very legacy businesses, and it’s fine, and it’s okay. Again, don’t take everything that Bertrand and I are saying today as this is gospel, and it’s going to happen tomorrow, and why the hell are we not doing it? We think that aspirationally, this is where you should be moving to as an organization, whatever size you’re at. Speed will matter, as we discussed before, but not everyone, obviously, is going to move as fast as we’re describing it here.Bertrand Schmitt Yes. Me, for instance, take inspiration often with what some of the AI labs, frontier AI labs, are doing, the way they are working, especially in OpenAI and Anthropic. They are clearly at the top of the spear in terms of what is it that you can do because they have access to models we don’t have access to, because they have unlimited tokens they can use for tasks. They hire people who are, of course, 100% on AI. They are the best example of what is achievable if you have the top minds, if you have the latest models, if you have unlimited tokens. From there, you can take that for our needs and for our situation, and others in industries that are not as advanced. Definitely, you have some time. But as you say, things are moving fast, things are changing. Wall Street is going to expect better returns because when we discuss all of this, the conclusion is that you should be able to do more with less. That’s as real as it gets at some point. By the way, that’s what you see. You see better performance, a better business performance right now. So even if you might not get disrupted, you’d better start there. For some, it might take more time, and they might still be fine.Nuno Gonçalves Pedro Maybe to bookend this section, clearly what we’re saying is organizations are going to change. Their MOs are going to change, the structures are going to change. There are elements of what we discussed before in terms of judgment that are fundamental to this. The ability that in some ways, one would say a lot of the technique of getting solutions out there, even in brainstorming or problem-solving, is going to get democratized. The algorithms are able to do that. On the other hand, having points of view and having wisdom is not necessarily democratized, necessarily by the machines. It can be facilitated, it can be more productive in achieving that level of wisdom, but wisdom still will matter at the end of the day. We’re not saying that’s out of the question. Actually, that’s going to be the asset. People who have fundamental wisdom that can come to the table and frame things. We see this even today in prompt engineering, on just creating prompts. The better your prompt is, the better the outcome is going to be, the result that you get from the algorithms. That’s not going to change, in my opinion, anytime soon. That UI interaction piece is not going to change anytime soon. Again, if you’re an organization thinking through organizational structure, culture, if you’re thinking through hiring, these are some of the elements that we think will give you an opportunity, but I would actually go one step further. On the positive side, I would say, they give you arbitrage. If you’re able to move faster than your competitors and really adapt your org faster, you’ll reap the benefits faster as well. That’s what many still say and relate to as the word innovation. That’s how innovation gets accelerated. I think there’s a huge opportunity right now for arbitrage. If you move fast, experiment, experiment on new org structures, experiment with talent, you’ll know that some of them will work well, some of them will fail miserably, so you can’t experiment on literally everything. On the other side, I think the doomsday scenario is if you don’t, if you’re on the other side and your competitor is outpacing you on trying these different organizational models, structure, hiring models, and operating models, they’ll potentially just disrupt you. They’ll do stuff that you thought you had the moat on, and lo and behold, you don’t anymore. Sometimes it comes just from org, just from injection of people with a different MRO, different operating model.Bertrand Schmitt The Human Element: Are We Underestimating It? Maybe we can move to our next section about the human elements. Are we underestimating it or are we overestimating it? The three things that are a big part of the human elements, emotion, creativity, and synthesis. Is it just soft skills, replaceable part? On the contrary, is it the durable part now that we have automated intelligence?Nuno Gonçalves Pedro I’ll start with emotion first because I think it’s probably the easiest of all the ones you’ve mentioned. Emotion is key. Many of you listening to us will know this. The way you deliver a certain message, the emotion that you have when you deliver it, just in and of itself, this could be a sentence, it’s something verbal, et cetera. Makes a difference between the person or the people on the other side actually adopting it or actually just resisting it. Emotion is critical. It’s what runs the world. Everyone talks about a bunch of things, but emotion is a currency that is still naturally human. It will be, I feel, difficult for these AI tools and platforms to recreate it fully until there’s some literally very high-definition manifestation of them as avatars or some physical manifestation of them as robots and all that stuff. It will take a while for that emotion to be manifested. Emotion, I think, is still something that we as humans have as a moat, and it’s critical. As you mentioned before, I was a strategy management consultant at McKinsey, and getting people to action is actually 80% about the delivery, communication, the emotion that you surround the project itself, more than sometimes the truth. It’s great to have the truth and to have something that is similar to the truth in terms of analysis, but in some ways, that’s not what really moves change. Change is moved by, I would argue, a significant amount of emotion and alignment on emotions.Bertrand Schmitt You could argue that’s something that most politicians have perfectly understood. If you look at most campaigns these days, everything on emotions, maybe the tagline might be one word. It’s interesting when you see from that perspective that actually it’s very little on facts, very little on all of this, but more about emotion. You could argue it’s the same for businesses in the future? That’s a fair question. I think creativity is another one that’s quite important. At the same time, it’s not so easy because I must say I’m quite amazed when I’m looking for creativity from AI, either to generate the image, to generate video, to generate audio, or to generate text. AI can be pretty creative. I still think you need to control its creativity; you need to understand what’s good, what’s bad, what’s quality, but at the same time, I can see even in creative tasks, AI can be a very strong partner. I’m talking about any creative task, like invent a name for a product, let’s brainstorm the mission for the company. AI can actually be doing a pretty impressive job. That’s the type of job where you will hire experts, where you will use some of the best people in your team to help you for days. We say, “You can do quite a lot.” It’s an interesting one because I think there is some unique human creativity, and at the same time, AI can be pretty strong at creative task as well.Nuno Gonçalves Pedro I agree. In particular, if it represents benchmarking, if it represents repetition, if it represents seeing the world and then coming up with something that presents itself as creative, to be honest, it can actually outpace humans. If it’s like genuine light bulb moments of creativity, angles that haven’t been tried before, certainly not in the same way, I think humans still have the advantage. To your point, I agree. This is not a humans-win situation. On the previous one, on emotion, still, part of it is because, also on emotion, there are exchanges. You and I might be looking at each other, and from the facial expressions and the reactions, where you judge that for AI to get there, it’s going to take a long time. There’s going to be a lot of very complex algorithmic stuff put into that for AI to be able to create synthetic emotional behaviors, but creativity, I agree with you. There are a lot more nuances to it today, where AI does have significant advantages at the end of the day. Synthesis depends. Synthesis, I feel, if we’re talking about holding a bunch of messy assumptions, contextualized inputs with different layers of data adjacent to them and then trying to create and form one coherent, fully accountable point of view that you stake something on, like a decision, a company, a business unit, whatever, I think humans have the advantage. Part of it is the complexity of what we have today with generative, pre-trained transformers, today with GPTs, where the hallucination comes through, where it’s really more statistical analysis. Over time, maybe synthesis will be a forte for AI. Right now, I think we still have that ability to really be the ultimate decision-makers and judge-makers and have that wisdom put at the table to make those decisions. Honestly, models are very good on balancing both sides, so ended up, as we say in Portuguese, neither fish nor meat. It’s to balance both sides’ answers. That’s not helpful in most cases. When you’re in a difficult position where, for example, the future of a company, company is almost dying, what do you do? I’m not sure your AI algorithms that are going to give you a great solution. Because it will give you a median or average solution, which likely will lead you to a median or average outcome, which in this case would be failure. Again, on synthesis, there are some areas of advantage for human beings. If you are looking for clearly synthesized perspectives on certain elements that are maybe less edge-focused, they’re more than the normal part of the normal distribution, then probably AI agents are brilliant at that. All the tools we have today are pretty good at that, and I think they’ll just get better over time. That’s how I see synthesis.Bertrand Schmitt I think a lot of improvements will come with a better fine-tuning of agents to what’s special about your company. Because if you just take a general agent, there is only so much. It can understand your industry, your company, and your way of working. I think that part of making sure your agents are finely trained, finely tuned on your own business, so that they can give you a really well-calibrated feedback, will have a lot of importance.Nuno Gonçalves Pedro I think that’s absolutely spot on. Maybe to end it, what is definitely different about humanity? Definitely, emotion, as we discussed, some pieces of synthesis. Creativity, maybe the light bulb creativity, not the more repeatable creativity, the one that you can put and encapsulate into processes in some ways. There are elements of us being physical, which robots can’t still recreate. That’s definitely an advantage. The embodied, we’re embodied. That’s obviously a huge advantage. With that also comes advantages because we have to interpret each other, and we have to see the complexities in physicality that land to it. Is human and the human element categorical difference? If we’re having a more philosophical discussion around this, I think it is. I think it will be for at least the foreseeable future and maybe decades to come, even in whatever scenarios we’ll discuss, which is our next section, scenarios.Bertrand Schmitt I would say projecting beyond 10 years is always pretty hard on this because, again, some of the improvements we are talking about we can imagine based on how it has evolved, but at the same time, there will be disruptions in AI. Stuff that we take for granted in terms of weakness, especially, might not be there in a few years from now. Either because it has been solved through brute force or because the field will have made significant change and improvements and discoveries, making some of our points moot. If we talk about embodiment, obviously, robots are coming. How fast, how cheap? That will be a big question. Right now, they’re not very smart. They’re usually very specialized. The more we move to a more general form factor, humanoid form factor, the more I think it will change. Also, another piece of the puzzle is that we have the assumption of agents having trouble to convince humans and stuff. At some point, we keep assuming that humans in the loop. If we’re talking about agents convincing another agent, not having embodiment might be even more efficient. That will be another perspective. Going forward, we will have not just agents we control who are doing a job and scanning the job, but agents truly interacting with other agents. You have agents controlled by one person, one team in your company, working either together or maybe not confrontationally, but trying to think and having different perspectives with another agent, controlled by other teams. I don’t think we have seen much of that now. We have seen mostly agents that are controlled by one team doing one job in one direction. Not multiple teams agents working together, or against or in parallel with another team agent. I think we will see some interesting things coming out of that.Nuno Gonçalves Pedro Scenarios Switching to scenarios, we love our two-by-twos. We haven’t done one in a while. This time it’s a two by two. We have four scenarios. I think on one axis, we would have potentially the capabilities of AI. One side would be more incremental. The other side would be the extreme full AGI. I’ll define it in a bit so that we can at least have a little bit of a definitional view on what the AGI is. Then the other axis would be how gains are distributed, concentrated versus broad. Obviously, if they’re very concentrated, it’s more unequal. It only goes to a few companies, a few people, a few individuals. If it’s broad, it’s much more dispersed through society, et cetera. AGI, just to try to define it, the formal definition of it is that it’s a hypothetical AI that matches or exceeds human capabilities across virtually all cognitive and practical tasks. In some ways, AGI can learn, reason, and adapt to novel situations across any domain. Then there are several mutations on this, but there’s one notion, or rather, there are three notions that normally are across a lot of these definitions. One is generalization, ability to seamlessly transfer knowledge from one domain to another without needing retraining, which is a very impressive skill that we humans still seemingly have. Autonomy in agency, the capacity to operate independently, set goals, plan and execute complex tasks. I think AI is their issue with agents to a lot of that extent. Then, last but not least, human parity, performing economically valuable work at or above the level of a typical human knowledge worker. If you listen to one of our last episodes, you’ll realize that Bertrand and I have slightly different views on AGI, and if it’s already here or not. I think, definitionally, maybe we have slightly different views on what the definition actually is. For me, maybe AGI is a little bit more what some would call superintelligence and generalized superintelligence. Strict to census, Bertrand is more connecting to AGI as in its prime definition. It behaves as well or better than a human thing. Maybe that’s what’s leading us to differences on whether AGI has arrived or not.Bertrand Schmitt Personally, I will have a different scale where I will put AGI, as you just said, in some ways, relatively similar in performance to your average human being. On top of it, it’s able to touch different domains that most humans are not able to do. Usually, there is some level of specializations where in AI, it can be more generic. I will put ASI, Artificial Superintelligence, as clearly the step beyond. Something that, on any dimension you pick, it’s able to beat a human expert. From my perspective, I think we already discussed that, but we are at AGI already. We have AI that can do way better, not just way better, but at least as well as humans on many topics, sometimes better. Yes, there are some topics that are not for AI yet. Embodiment, for instance, to flock with your humanoid robot in 2026. For me, we are partially there or fully there in AGI. If we take the stricter definition, ASI, we are definitely not there, but my guess is that it’s moving quite fast. We might be there in a few years from now. I don’t think we are talking about multi-decades. It’s 5 years, maybe 10. Of course, there are questions because people will say, for instance, “Hey, how do you become truly super-intelligent when all your training is based on human data?” That’s not an easy one because how do you train on that? To be way better, not just a bit better, but way better. Maybe I’m going on a tangent, but some are looking at AI learning from AI, AI being taught from AI, AI fighting with AI, AI challenging AI. The same way we saw this AlphaGo moment where AI was not trained anymore, like in chess with human moves, but has been trained to play against itself. That’s when it reached superintelligence in Go. It reached superintelligence by playing against itself and basically letting go of that human baggage, if you want, and going to the next level. What I found interesting in that, actually, first, that’s what happened, but two, there was some analysis that the average level of Go players and the top players went up after AlphaGo because AlphaGo, in a way, opened doors that humans didn’t believe were open in front of them, or they didn’t see them. They didn’t see these doors, so they didn’t bother to open them. AI opened new doors, but interestingly enough, humans improved after that, thanks to AI. You see what I mean? It was an interesting, okay, that self-learning from AI was the way to go beyond the current level of human knowledge and human expertise, but at the same time, humans were able to follow up. It was not like suddenly humans are totally useless crap. They improved. Did they still beat AI? Maybe not, but it was definitely also helpful.Nuno Gonçalves Pedro Back to our scenarios. We’re going to take the definitional extreme just for argument’s sake for scenarios. We’re going to talk about maybe what you were saying, ASI rather than full AGI, but like ASI. Again, artificial superintelligence as the extreme on the one hand. Let me talk about maybe the first scenario that would come to mind. Maybe we can call it the plateau scenario. All of this was great, but it was all smoke and mirrors. They were great at some cognition stuff. They’re a great tool. At some point, they’re going to hit a wall. Hallucinations are never going to be a thing of the past. We can’t fully trust them on really hardcore stuff. We’ll gain productivity enhancements. We’ll keep gaining those productivity enhancements, but at some point in time, we really won’t reach ASI. We really will be stuck with what we have. It’s a little bit like we get the next big thing, the next big spreadsheet, the next big internet, but it’s not going to change the whole world beyond just productivity, enhancements, and amazing tools that we have available to us that makes us much better. In that scenario, the winners will continue being fast adopters, probably small and medium businesses, because there won’t be a push for maximum speed either, so they’ll catch up at some point. Then AI native companies will be better companies than other companies, but not necessarily overall disruptors across the board. It’s not necessarily a new species of companies. It’s just companies that are a little bit better at doing stuff, which we also saw during the internet phenomenon and that first big push forward and then bubble, where we had some companies that were fundamentally different on how they operated. It took us another couple of decades for companies to be more and more digitally native along the way. Basically interesting, but it’s boring. It’s like, cool, we got tools, we got promised the world. What are the implications? All these companies that are worth trillions and trillions of dollars are not worth trillions and trillions of dollars. Because at some point we’ll face competition, commoditization. It will just be tools and platforms. They will not unlock that next stage. Therefore, this will have been a bubble, and likely it would be a hard landing to that bubble. That’s the implication.Bertrand Schmitt I would just say that, yes, I agree with you, but I would just say overall, even if it stopped today in terms of quality improvement, speed or stuff, or it barely improves, I still think we will have 10 years of madness just to leverage everything that we have today.Nuno Gonçalves Pedro Understood, Bertrand. This is a scenario. I understand, but maybe we’re going to hit a wall, and we’re going to hit that wall next year, or we’re going to hit that wall in 2 years or whatever.Bertrand Schmitt Possibly. I’m just saying we still have 10 years of goodness from that big push in AI we experienced the past few years.Nuno Gonçalves Pedro Absolutely. Agreed, but it’s boring.Bertrand Schmitt It’s boring. It’s a plateau.Nuno Gonçalves Pedro It’s a plateau. The second one is more of something that we have AI, but humans in the loop are going to be critical along the way. The judgment work that we described earlier in the episode is going to be critical to everything that happens. It’s, I would call it the augmentation scenario. The AI will be a great augmentation tool for humans, but humans will never really quite stop being in the loop. Some of the gains that AI has are broadly distributed in society and in the startup, big corporation and small medium business world. Everyone will have access to them. We humans, are still very important. We have all these augmentation things, and AI is mostly benign. There will be a couple of issues, but honestly, at the end of the day, we’re just better. We’re better, faster, more data-driven, more factually current. We’re doing stuff faster, but humans

This week's blogpost - https://bahnsen.co/45DhMjH Host Blaine Carver and author Brett Bonecutter discuss Brett's article “Blue Collar Aristocracy,” challenging the “college for everyone” assumption in education planning and default 529 saving. Drawing from Brett's experience raising eight boys and shifts advisors see in client questions, they focus on the economics of college: high costs, average student debt over $40,000, negative ROI for the first decade after graduation, and a 52% underemployment rate that can lead to wage penalties and “scarring.” They distinguish unskilled factory work from skilled trades requiring training and licensing, argue that many degrees function as white-collar trade school, and highlight a paradoxical surge in demand for electricians and other trades driven by energy needs and data center growth amid an aging workforce and millions of projected unfilled trade jobs. They encourage parents and grandparents to match pathways to each child and consider apprenticeships and junior college. 00:00 Welcome and Guests 00:16 Why This Article 02:27 College Planning Shift 04:26 Mike Rowe and Rust Belt 07:48 Blue Collar Stigma 11:33 Skilled Trades Defined 14:01 Launching Into Adulthood 16:13 Debt and Fit 18:05 Saving Beyond 529s 21:06 Underemployment and ROI 25:24 College Value and Liberal Arts 31:49 Apprenticeship and Demand 35:15 Trade Labor Shortage 37:13 Blue Collar Success Stories 40:17 Wrap Up and Next Episode Links mentioned in this episode: http://thoughtsonmoney.com http://thebahnsengroup.com

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain.

SBA Administrator Kelly Loeffler joins The Morning XTRA to discuss why small businesses are leading the charge in manufacturing, job creation, and economic growth. She talks about AI, trade schools, apprenticeships, and how technology is helping entrepreneurs compete and expand. Loeffler also previews Congressman Rich McCormick’s Georgia job fair and explains how the SBA is connecting businesses with workers, capital, and new opportunities.Atlanta's ONLY All Conservative News & Talk Station.: https://www.xtra1063.com/See omnystudio.com/listener for privacy information.

Send us Fan MailWhat if the career path you're meant to follow isn't the one everyone expects?In this episode of Get Amplified, we sit down with Beth Taylor, Country Lead for UK and Ireland People and Communities at Cisco, to explore how feeling average at school, and later discovering her neurodiversity ultimately shaped a successful career in HR leadership.Choosing a degree apprenticeship over the traditional university route gave Beth the opportunity to earn, learn, and gain real-world experience from day one. She shares how practical learning, supportive mentors, and unexpected opportunities helped her build confidence, credibility, and a career she loves.We also discuss trust, psychological safety, leadership through change, and why creating space for growth matters now more than ever.In this episode, we cover:Choosing a degree apprenticeship and learning through experienceDiscovering neurodiversity and finding supportive workplacesThe power of networking, mentors, and chance conversationsBuilding trust and psychological safety in teamsLeading through change with openness and shared ownershipCreating protected development time through Cisco's "Time to Grow"Better career conversations and the question: "What would you like to be known for?"We would love you to follow us on LinkedIn! https://www.linkedin.com/company/amplified-group/

PODCAST IS ANDY BURNHAM TAKING US FOR MUGS? WHERE'S THE BEEF?! #AndyBurnham #JonGaunt #JonGauntTV #UKPolitics #PrimeMinister #Labour #SocialCare #BusFares #WheresTheBeef  Andy Burnham has unveiled another raft of expensive promises. I actually agree with many of them—but where are the costings?  Tonight we'll separate the headlines from the hard numbers. Andy Burnham wants Britain to believe he has the answers. More money for social care. Cheaper bus fares. More apprenticeships. Help for Britain's struggling pubs.  Here's the thing... I actually support much of that. Who wouldn't want a properly funded social care system? Who wouldn't like cheaper public transport? Who doesn't want to see pubs survive or more young people given real opportunities through apprenticeships? But ambition isn't enough. Where's the beef? Where are the costings? Where is the economic plan? How much will these promises actually cost? Will taxes go up? Will borrowing rise? What public spending will be cut to pay for it all? Or are we simply expected to applaud the headlines without ever seeing the bill?  There's another question that deserves a proper answer too. How was Burnham able to secure and finance his "Number 10 North" headquarters before he had even been elected as an MP, let alone become Prime Minister? Who funded it? Who organised it? If there are straightforward answers, then the public deserves to hear them. This isn't about opposing every policy because it comes from Andy Burnham. It's about asking the questions every Prime Minister should expect to answer. If you're asking the British people to trust you with the country's finances, you should also be prepared to show them the numbers. Tonight we'll go through Burnham's latest announcements line by line, separate the headlines from the hard facts, and ask one simple question: Is Andy Burnham taking Britain for mugs... or does he have a credible plan that he's yet to reveal? Have your say in the comments.

Today, secondary school pupils in England will be offered more technical subjects as part of education reforms led by the new Prime Minister.The courses, which will be available from year 10 onwards will be linked to local industries in the hope of giving children a clearer pathway into work.Andy Burnham says he's keen to strengthen links between education and the workplace and these reforms come alongside a new bursary scheme which aims to remove financial barriers to accessing apprenticeships.Adam discusses the reforms, and whether they can achieve their aims, with Justine Greening, the former education secretary and founder of the Purpose Coalition which aims to improve social mobility and Shane Chowen, editor at FE Week.Plus, Adam catches up with By-Electioncast veterans Sarah Lester, editor of the Manchester Evening News and Kevin Fitzpatrick, political reporter at Radio Manchester to discuss the Manchester mayoral by-election, which goes to the polls on Thursday.You can now listen to Newscast on a smart speaker. If you want to listen, just say "Ask BBC Sounds to play Newscast”. It works on most smart speakers. You can join our Newscast online community here: https://bbc.in/newscastdiscordGet in touch with Newscast by emailing newscast@bbc.co.uk or send us a WhatsApp on +44 0330 123 9480.New episodes released every day. If you're in the UK, for more News and Current Affairs podcasts from the BBC, listen on BBC Sounds: https://bbc.in/4guXgXd Newscast brings you daily analysis of the latest political news stories from the BBC. The presenter was Adam Fleming. It was made by Jack Maclaren with Anna Harris and Rosie Merotra. The social producer was Gabriel Purcell-Davies. The technical producer was Ben Andrews. The assistant editor is Chris Gray. The senior news editor is Sam Bonham.

Catch Up With All Things Tony Katz! https://wibc.com/schedule/tony-katz-morning-news/ https://wibc.com/893112/tony-katz-3rd-hr-7-27-26-iran-whats-up-with-the-bears/ Apprenticeships for former prisoners? Amb Mike Waltz : Trump Keeping ALL Iran Options on the Table. What's going on with that Bears deal? Gerry Dick joins to discuss. Ambassador Mike Waltz on Meet the Press. TV Theme Song: Redemption Monday - Life with Lucy. What a Fraud Bernie Sanders is. Lefties in Germany want to make Islamist attacker on pride event a White ChristianSee omnystudio.com/listener for privacy information.

Catch Up With All Things Tony Katz! https://wibc.com/schedule/tony-katz-morning-news/ https://wibc.com/893109/tony-katz-1st-hr-7-27-26-engling-ballard-iran-pause/ Engling campaign says it returned $60K donation from dark money group. Why is there now a pause in the strikes against Iran? Cut funding to the Smithsonian, which is lying to the American people. Greg Ballard is ok with men in women's sports https://wibc.com/893111/tony-katz-2nd-hr-7-27-26-brickyard-dsa-fauci/ Brickyard 400, Anothony Richards, and Chris Ballard. JMV joins to discuss. Today’s Popcorn Moment: People question Tony's accuracy about the DSA being Communists. Today on the Marketplace: Dump Buddy. Anthony Fauci is a fraud and should go to jail https://wibc.com/893112/tony-katz-3rd-hr-7-27-26-iran-whats-up-with-the-bears/ Apprenticeships for former prisoners? Amb Mike Waltz : Trump Keeping ALL Iran Options on the Table. What's going on with that Bears deal? Gerry Dick joins to discuss. Ambassador Mike Waltz on Meet the Press. TV Theme Song: Redemption Monday - Life with Lucy. What a Fraud Bernie Sanders is. Lefties in Germany want to make Islamist attacker on pride event a White ChristianSee omnystudio.com/listener for privacy information.

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

This episode features an Inside Higher Ed newsroom discussion about a five-part series on registered apprenticeships. Underwritten by Ascendium, the six-month project saw the team battling hailstorms in Missouri, visiting factories in upstate New York and embedding themselves with learners on the job in South Carolina. What emerged is a clear picture of the American apprenticeship, distinct from decades-old European models, and how higher ed institutions can play a greater role in these pathways to careers. Editor in chief Sara Custer is joined by Colleen Flaherty, senior editor for special content, senior report Sara Weissman, digital producer Justin Morrison, and Johanna Alonso IHE's reporter for admissions and enrollment.   Read the full series: Why and how higher education is leaning into apprenticeships How apprenticeships and apprentices themselves are changing A photo essay showing what apprenticeships really look like Where apprenticeships are benefiting rural learners and their communities What's needed to scale apprenticeships?

Salon owner, founder of The Hair Symposium, hairstylist, and mentor @danielle.nishiyama shares her journey from a Spokane-based stylist to a leader creating change in the hair industry. She discusses the power of education, community, and innovation while sharing valuable insights on business growth, industry evolution, and building meaningful experiences that bring hairstylists together. This Week's Topics: • Journey From Behind the Chair to Industry Leader    • The start of the Hair Symposium    • Planning and Challenges of the Symposium    • The Growth of The Hair Symposium • Building Community Through Education and Connection • Taking Risks and Creating Bigger Opportunities    • The Evolution of Hair Trends, Services, and Client Expectations    • Using Technology and Marketing to Grow a Modern Salon Business   • The Future of Apprenticeships, Mentorship, and Industry Growth    • The Challenges Behind Creating a Large-Scale Industry Event • Innovating the Future of the Hair Industry   Video versions of our episodes are on our YouTube channel for you to watch! Subscribe to our channel The Hair Game on YouTube and check out 'The Hair Game Podcast' playlist. Our podcast thrives on the opinions of you, the listener... if you have a moment (and you are an Apple user), please leave us a rating & review on the Apple podcasts app or iTunes! Here's what you do: - Scroll down to 'Ratings & Reviews'  - Click on the empty purple stars (5 is the best)!  - Click on 'Write a Review' and let us know what you love most! Each rating & review helps us reach more and more of your fellow hair loves, and our goal is to help as many hairdressers as we can find success. Thanks in advance! FOLLOW US @thehairgamepodcast @salonrepublic @loveerictaylor   FOLLOW DANIELLE:    @danielle.nishiyama  @thehairsymposium  @craftstudiospokane   Tickets for The Hair Symposium are available now — grab yours here: https://www.thehairsymposium.com/event-details/the-hair-symposium-october-25-26 The Hair Symposium will take place October 25–26, 2026, at the Montvale Event Center in Spokane, WA.

Salon owner, founder of The Hair Symposium, hairstylist, and mentor @danielle.nishiyama shares her journey from a Spokane-based stylist to a leader creating change in the hair industry. She discusses the power of education, community, and innovation while sharing valuable insights on business growth, industry evolution, and building meaningful experiences that bring hairstylists together. This Week's Topics: • Journey From Behind the Chair to Industry Leader    • The start of the Hair Symposium    • Planning and Challenges of the Symposium    • The Growth of The Hair Symposium • Building Community Through Education and Connection • Taking Risks and Creating Bigger Opportunities    • The Evolution of Hair Trends, Services, and Client Expectations    • Using Technology and Marketing to Grow a Modern Salon Business   • The Future of Apprenticeships, Mentorship, and Industry Growth    • The Challenges Behind Creating a Large-Scale Industry Event • Innovating the Future of the Hair Industry   Video versions of our episodes are on our YouTube channel for you to watch! Subscribe to our channel The Hair Game on YouTube and check out 'The Hair Game Podcast' playlist. Our podcast thrives on the opinions of you, the listener... if you have a moment (and you are an Apple user), please leave us a rating & review on the Apple podcasts app or iTunes! Here's what you do: - Scroll down to 'Ratings & Reviews'  - Click on the empty purple stars (5 is the best)!  - Click on 'Write a Review' and let us know what you love most! Each rating & review helps us reach more and more of your fellow hair loves, and our goal is to help as many hairdressers as we can find success. Thanks in advance! FOLLOW US @thehairgamepodcast @salonrepublic @loveerictaylor   FOLLOW DANIELLE:    @danielle.nishiyama  @thehairsymposium  @craftstudiospokane Tickets for The Hair Symposium are available now — grab yours here: https://www.thehairsymposium.com/event-details/the-hair-symposium-october-25-26 The Hair Symposium will take place October 25–26, 2026, at the Montvale Event Center in Spokane, WA.

Hello, Voices of the Bench community. This is Casey Baldwin with Ivoclar. If you've been curious about fast-firing zirconia to improve efficiency but aren't convinced it can deliver predictable, high-quality results, I'd encourage you to connect with us. Our new IPS emax Zirconia, offers multiple fast-fire protocols designed to help you save valuable production time while maintaining consistent outcomes. Time is money in every lab. Don't wait. Reach out today and discover how IPS emax Zirconia can help streamline your workflow. As full-arch dentistry continues to grow, so do the demands on today's dental laboratories. That's why Knight Dental recently launched SimplyARCH Studio, a dedicated production environment built exclusively for full-arch restorations. To support this specialized workflow, Knight invested in an XTCERA milling system and carefully evaluated multiple CAM software solutions before choosing hyperDENT. The decision came down to exceptional milling quality, minimal hand finishing, and impressive production efficiency. But what truly set hyperDENT apart was the implementation process. From the very beginning, the team provided more than software training—they shared the knowledge and experience needed to build an optimized workflow for complex full-arch cases. With proven expertise in advanced milling strategies and laboratory production, hyperDENT helped ensure SimplyARCH Studio was designed for long-term success from day one. This week, Elvis and Barb are coming to you from the FDLA Symposium at the GPS Digital RPD booth with two conversations that prove one thing: dental technology never stops evolving. First up, Chris Bradley from SmileLine USA returns to the podcast alongside technician, educator, and lab owner Richard Wodzinski, with Dawn Roniger from GC America joining the discussion. What starts as a conversation about "sexy brushes" quickly turns into a deep dive into one of the most intriguing shade-matching workflows you'll hear about. Richard explains how the OptiShade camera and Matisse software work together to create incredibly accurate shade recipes for everything from monolithic zirconia to layered ceramics and even gingiva. They also discuss the latest Creation Magic Color system, hands-on education, custom shade appointments, and why reducing remakes isn't just good for labs—it's better for doctors and patients too. Add in some FDLA leadership talk and a shared passion for education, and you've got a conversation packed with practical ideas and plenty of laughs. Then Elvis and Barb sit down with Kaveh Shams, Branch Manager for Zirkonzahn Canada, whose journey into digital dentistry spans London, Italy, and Canada. Kaveh shares how his admiration for Enrico Steger and Zirkonzahn eventually led to his dream job, while also offering a fascinating look into the company's history, philosophy, and commitment to education. From the origins of Exocad and custom CAM strategies to modular milling systems, open architecture, and Zirkonzahn's incredible Military School program that trains the next generation of technicians, this conversation is full of insight into what makes one of dentistry's most respected digital companies tick. It's an inspiring story of passion, persistence, and why great technology always starts with great technicians.Special Guests: Chris Bradley, Dawn Roniger ​​​​, Kaveh Shams, and Rich Wodzinski.

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

Is civilization making us smarter while disconnecting us from what matters most? In this episode, John Vervaeke speaks with Kyle Koch, a deep nature connection practitioner and new father living in an intentional community in northern British Columbia, about applying Vervaeke's work to raise children with belonging and connectedness. Together they explore cognition as a dynamical developmental process, how culture increasingly "raises" children through screens, and how capitalism functions as a dominant religion shaping salience and meaning. Drawing on Iain McGilchrist's work and 4E cognitive science, they discuss left-hemisphere dominance, relevance realization, extended families and credible role models, narrative as "keeping track of tracking," and the need for a meta-narrative beyond a chaos of stories. The conversation also examines kinship and Indigenous worldviews, personhood as promise-making, the "spirit of place," pilgrimage as transformative theoria, and a civium model that combines Dunbar-scale communities with a more virtuous virtual world—including retreats like Reconnecting with the Real. Timestamps 00:00 – Welcome to the Lectern 02:00 – Fatherhood and meaning 05:00 – Questions on development 06:30 – Cognition as dynamic 07:30 – Culture raises kids 09:00 – Capitalism as religion 11:00 – Alloparenting and nature 13:00 – Becoming self and person 17:30 – Trust and role models 22:00 – Narratives and consumption 26:00 – Spirit of place 31:30 – Promises and personhood 33:30 – Narrative practice tracking 39:30 – Meta-narrative challenge 43:00 – Why we cannot return 43:30 – The synergy of civilization 44:30 – Civium at Dunbar scale 46:30 – Making the virtual sacred 49:30 – Can the virtual be virtuous? 51:00 – Keeping civilization's gifts 57:30 – Hospicing modernity and cultural transition 1:00:00 – Capitalism and demographic collapse 1:02:30 – Pilgrimage and theoria 1:09:00 – Apprenticeship to sages 1:11:30 – Eldership and the sage symphony About Kyle Koch Kyle Koch is a nature connection expert who bridges philosophical concepts and embodied reality through tracking, bird language, and nature-based core routines. Coming from a background in Evolve Move Play, he helps people reclaim an innate sense of belonging within the natural world. Learn more: https://www.ecologyofconnection.com Email: kyle@ecologyofconnection.com Resources The Matter With Things: https://channelmcgilchrist.com/the-matter-with-things Evolve Move Play: https://www.evolvemoveplay.com/ Follow John Vervaeke Website: https://johnvervaeke.com/ X: https://x.com/DrJohnVervaeke YouTube: https://www.youtube.com/@johnvervaeke Patreon: https://www.patreon.com/johnvervaeke Thank you for listening!

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain.

Bloomberg Philanthropies just committed $90 million to get high school students directly into registered apprenticeship programs across 10 cities. Chattanooga got approximately $9 million of it. And UA Local 43 — chartered in 1890 and at near full employment today — is part of the team building the program. On today's trades day episode of America's Work Force Union Podcast, UA Local 43 Plumbers and Steamfitters JATC Training Coordinator Joe Coke and Business Manager Matt Johnson discuss how a partnership with community workforce organization Chattanooga 2.0 and IBEW helped land Chattanooga's share of the initiative, what a direct high school pathway into a registered apprenticeship program looks like in practice and how Local 43's most recent apprentice class drew 200 applications from people aged 17 to 50. With 1,300 members at near full employment, new projects added to the pipeline weekly and the Bureau of Labor Statistics projecting 44,000 plumbers, pipe fitters and steam fitters needed annually nationwide, both guests described the moment as one of the brightest in the Local's 136-year history. Visit ualocal43.org to learn more.

Season 5 of the podcast is focused on apprenticeships - the original “earn-and-learn” model with proven outcomes that integrates work experience with related instruction, a stepped paycheck and a job from day one that can expand access to quality jobs and careers and provide a broader pool of skilled talent for employers. While apprenticeships are a long standing effective workforce training model, over the past number of years there have been numerous efforts to develop and scale apprenticeships programs, particularly in non-traditional or new industries.In this introductory episode for season 5, host Marc Goldberg interviews two national leaders actively advancing the growth and scaling of apprenticeships across the country. The first conversation is with John Colborn the Executive Director of Apprenticeships for America, a national organization that brings together various stakeholders to expand apprenticeships and advance related policy and programming efforts. The second conversation is with Dr. Brittany Corde, Senior Program Officer at Ascendium Education, a philanthropic organization whose grantmaking expands postsecondary and workforce opportunities for learners from low income backgrounds. Both interviews really set the stage on the topic of apprenticeships for the podcast season which will feature interviews with current and past apprentices from innovative programs across the country in upcoming episodes along with executives from key apprenticeship organizations including program sponsors, intermediaries, related training entities, employers and other apprenticeship advocates and champions.John and Brittany both describe how their organizations are supporting the advancement of apprenticeships in traditional and nontraditional industries as a workforce solution, elaborate on the value proposition of apprenticeships, highlight different current funding streams that are supporting apprenticeship expansion efforts, including Ascendium Education, and how they both see this work evolving in the next few years. Both guests discuss the importance of telling the story of apprenticeships with hard data and the transformative impact on individuals, families, employers and communities overall. The conversations are very informative and really ground the theme of apprenticeships for the year ahead on the podcast. This season of the podcast comes to you through the support of Ascendium Education. 

Youth apprenticeship is a powerful strategy for expanding and diversifying the ECE workforce. In this panel, leaders from public school, higher education, and county systems share how they are developing and implementing ECE youth apprenticeships, supporting students and families. and building sustainable "grow-your-own" pathways into the profession.  

James Bryan Smith has a Things Above conversation with Dr. Keas Keasler about his book, Kingdom Apprenticeship – Dallas Willard’s Formational Theology and Missional Vision A Groundbreaking Analysis of Dallas Willard’s Theology of Spiritual Formation Dallas Willard's formational theology begins with the claim that the aim of God in human history is the formation of a community of loving persons apprenticed to Jesus—and ends with the promise that such apprenticeship prepares us to share in God's governance of the cosmos. This apprenticeship to Jesus is the path to human flourishing, the renewal of the church, and the healing of the world.  In Kingdom Apprenticeship, Keas Keasler offers the first comprehensive study of Willard's theology of spiritual formation. He argues that while the three D's of disciples, discipleship, and disciplines made Willard famous, his formational theology is much deeper than that. Willard's unique grammar of transformation is grounded in ordinary life, for it is in our present reality that we are trained to participate in God's eternal purposes. Mining Willard's philosophical works, theological writings, recorded lectures, and unpublished papers, Keasler shows: Willard’s theology serves as a practical curriculum for spiritual growth, offering a remedy for the character crisis we see in the church and in society. Apprenticeship to Jesus is both for growth in Christlikeness and preparation for reigning with God in the fullness of his kingdom. Spiritual formation is not secondary or supplementary to God's mission; it is its very strategy. Against the drift of modern theology into abstraction, Willard calls the church back to a clinical theology—one aimed at the transformation of character through an interactive life with God. Formation and mission, contemplation and action, inner renewal and outward vocation—all are inseparably linked in Willard's vision. Kingdom Apprenticeship offers a fresh and urgent call: to recover apprenticeship to Jesus as the heart of the Christian life—and the hope of the world. Interested in donating to the Things Above Podcast? Donate here! Recent Episodes: 1. Formation Writers Guild 2. Conversation with Liz Hall and Kelly Kapic 3. No Condemnation 4. Spiritual World 5. Conversation with Dr. Kelly Flanagan The post Conversation with Keas Keasler appeared first on Apprentice Institute.

Don't get to the end of this year wishing you had taken action to change your business and your life.Click here to schedule a free discovery call for your business: https://geni.us/IFORABEDon't miss an upcoming event with The Institute: https://geni.us/InstituteEvents2026Shop-Ware gives you the tools to provide your shop with everything needed to become optimally profitable.Click here to schedule a free demo: https://geni.us/Shop-Ware-Free-MonthTransform your shop's marketing with the best in the automotive industry, Shop Marketing Pros!Get a free audit of your shop's current marketing by clicking here: https://geni.us/ShopMarketingProsShop owners, are you ready to simplify your business operations? Meet 360 Payments, your one-stop solution for effortless payment processing.Imagine this—no more juggling receipts, staplers, or endless paperwork. With 360 Payments, you get everything integrated into a single, sleek digital platform.Simplify payments. Streamline operations. Check out 360payments.com today!In this episode, the conversation focused on the experiences of an apprentice technician who won the Shop-Ware scholarship. One concept discussed was the importance of standardized processes in the shop to ensure consistent work quality and reduce customer complaints. A key theme that emerged was the value of mentorship and hands-on learning, with support from experienced technicians helping apprentices gain skills and confidence. The discussion explored how exploring diverse training resources, including online courses and technical classes, can accelerate professional growth for new technicians.00:00 Brake pad inconsistencies and complaints05:44 Cleaning caliper brackets16:24 Bringing Kaitlyn on board17:54 Training and skill progression27:40 Learning electrical diagnostics skills31:43 Talking about tough car repairs33:59 Discussing employee pay incentives42:57 Choosing the right conference sessions48:07 Learning diagnostics through videos52:21 Testing car battery voltage58:50 Dealing with difficult customers

What does it really mean to train as a goldsmith today? For generations, the traditional route into the jewellery industry was through an apprenticeship, spending years alongside an experienced goldsmith, learning techniques, repairs and bench skills through observation and practice. But apprenticeships aren't always accessible, and many jewellers today are looking for a more flexible way to develop those same professional skills. In this episode, Jess is joined by Anna Campbell to explore why Jewellers Academy created The Goldsmith Series with Master Goldsmith Michael Lynton, and how it offers a modern alternative to a traditional apprenticeship. They discuss what apprenticeships were really like, why repair skills are becoming increasingly valuable, how jewellers can build confidence at the bench and why learning how an experienced goldsmith thinks can be just as valuable as learning individual techniques. In this episode, you'll discover: What a traditional jewellery apprenticeship involves. Why apprenticeships aren't the right fit for everyone. The story behind The Goldsmith Series. How Michael Lynton's 60+ years of bench experience shaped the programme. Why jewellery repairs are such an important skill for modern jewellers. How The Goldsmith Series differs from project-based jewellery courses. Who the programme is designed for and what you can expect.   Learn more Find out more about The Goldsmith Series and learn directly from Master Goldsmith Michael Lynton: https://www.jewellersacademy.com/the-goldsmith-series

This week, Pastor Keithen opened our FOLLOW series with a question that kicks off the heart of the series, "Is it possible to be a Christian and not a disciple of Jesus?" Teaching from Matthew 4:18–22, he argued that discipleship is not simply about believing Jesus' teaching but apprenticing under His way of life. Looking at Jesus' first call of the fishermen, Pastor Keithen showed that Jesus' invitation comes before anyone has proven themselves, calling ordinary people into a life of presence, formation, and mission. In a culture where "follow" has become little more than a social media gesture, he recovered its original meaning: to walk closely with Jesus until His life becomes evident in our own.

What if young people could earn a paycheck, build real skills, and start a career – all before finishing school? Youth apprenticeships make it possible, but too few young people can access these opportunities.  In the fifth episode of the Annie E. Casey Foundation's series on what young people need to thrive, host Gloria Riviera speaks with two guests who are making the case for how apprenticeships can open doors to opportunity, mentorship and high-quality career pathways: Laura Burgher, an Annie E. Casey Foundation program associate, and Chris Grant, who started his Mastercard apprenticeship at 16 and is now a full-time product designer there. This episode was made possible with support from the Annie E. Casey Foundation, an organization that develops solutions to build a brighter future for children, youth, families and communities. Learn more at aecf.org.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Keith Weinhold explores why your greatest investment might actually be in yourself.  He's joined by Daniel Thomas Hind, an elite executive coach and former COO who works privately with seven- and eight-figure entrepreneurs and real estate investors to rebuild their health, sharpen their thinking, and strengthen their leadership.  He shares success stories, including Terry Kerr's transformation, and encourages listeners to apply for his private coaching to achieve uncommon results. Together they unpack how high achievers slip into burnout, sacrifice their well-being and relationships, and unintentionally create company cultures shaped by their own unresolved habits. Episode Page: GetRichEducation.com/611 For access to properties or free help with a GRE Investment Coach, start here: GREmarketplace.com GRE Free Investment Coaching: GREinvestmentcoach.com Get mortgage loans for investment property: RidgeLendingGroup.com or call 855-74-RIDGE  or e-mail: info@RidgeLendingGroup.com Invest with Freedom Family Investments.  For predictable 10-12% quarterly returns, visit FreedomFamilyInvestments.com/GRE or text  FAMILY to 66866  Unlock truly passive real estate income—visit flockhomes.com/GRE today to see if your properties qualify for a 721 exchange with Flock Homes. To get in the best physical, mental, and professional shape of your life, go to DanielThomasHind.com and apply for Daniel's intensive 1-on-1 coaching for burnt-out entrepreneurs and executives. Will you please leave a review for the show? I'd be grateful. Search "how to leave an Apple Podcasts review"  For advertising inquiries, visit: GetRichEducation.com/ad Best Financial Education: GetRichEducation.com Get our wealth-building newsletter free— GREletter.com  Our YouTube Channel: www.youtube.com/c/GetRichEducation Follow us on Instagram: @getricheducation Complete episode transcript:   Keith Weinhold  0:01   Welcome to GRE. I'm your host, Keith Weinhold. On this investing show, it's been a long time since we've discussed investing in yourself. We do that today with an amazing guest on Get Rich Education.   Keith Weinhold  0:15   Since 2014 the powerful Get Rich Education podcast has created more passive income for people than nearly any other show in the world. This show teaches you how to earn strong returns from passive real estate investing in the best markets without losing your time being the flipper or landlord. Show host Keith Weinhold writes for both Forbes and Rich Dad Advisors and delivers a new show every week. Since 2014 there's been millions of listener downloads in 188 world nations. He has a list show guests and key top selling personal finance author Robert Kiyosaki. Get rich education can be heard on every podcast platform, plus it has its own dedicated Apple and Android listener phone apps. Build wealth on the go with the Get Rich Education podcast. Sign up now for the Get Rich Education Podcast, or visit getricheducation.com    Keith Weinhold  1:04   You know, Mid South Home Buyers, that top Memphis turnkey provider. I learned that a secret weapon behind their explosive growth is more than just you buying their properties, it's an executive coach. For nine years now, their CEO, Terry Kerr, and his COO, Pat Nix have worked privately with a coach who I've now learned from too, and he doesn't market himself online anywhere. After 12 years behind the scenes, that coach is now making himself available exclusively for GRE listeners. His name is Daniel Thomas Hind. If you're a hard-charging business owner or investor who wants to get in the best shape of your life, physically, mentally, and professionally. You can fill out an application for a free consult. This is private one on one coaching for those willing to go to uncommon lengths to achieve uncommon results. Thanks to Daniel, we've all become better leaders, better operators and better men. It started by showing up for ourselves. Now it's your turn. Go to Daniel Thomas hind.com H I N D, that's Daniel Thomas hind.com and sign up before Spotsville Flock Homes helps multifamily owners exit the operator grind, whether it's your six plex or a 50 unit apartment, through a 721 exchange. This defers your capital gains tax. It's a strategy long used by institutions. Now you can swap tenants and toilets for passive income and zero management. Request your initial valuations. See if your property qualifies at flcokhomes.com/gre that's F L O C K homes.com/G R E.   Speaker 1  2:50   You're listening to the show that has created more financial freedom than nearly any show in the world. This is Get Rich Education.   Keith Weinhold  3:06   Welcome to GRE from Rome, New York to Rome, Oregon, and across 188 nations worldwide. I'm Keith Weinholder. You're listening to Get Rich Education. Your hardest opponent out there is rarely the market, the economy, your boss, or even your schedule, your opponent is the part of you that knows what to do and still hesitates to do it. You are your own biggest obstacle, and deep down you know it. I know this about myself too. We all keep sort of choosing familiar frustration over unfamiliar progress, a personal stay in the same bad routine, same underperforming relationship, same cluttered inbox, same poor money habit, or same low energy pattern, not because you love it, but because it's predictable and it's safe. Growth, though, requires a new identity. Staying stuck only requires repetition, and we all know how to do that already. You delay asking for the sale, or you delay asking the attractive woman out, and you justify that by telling yourself, oh, you're still refining the strategy, but deep down you know that the real issue is discomfort. We're talking about the skills that build yourself today, perhaps somewhat like we did in two episodes with Chris Voss. When you learned how to be a good negotiator, one thing I've learned from today's guest is about culture. Culture is governed by what you tolerate at your company. Do you have a policy? Where you've got to reply to an email within 24 hours. Well, if you start tolerating 48 hour replies, you've tolerated less, and that becomes the new culture. And it also shows that you're going to let other policies slide too. If you let this one slide, do you expect your property manager to physically inspect your unit every six to 12 months, that's something I kind of like. Well, then don't tolerate anything less than that. And parenting is all about tolerance. I'm going to ask our guest about that. I'm also going to ask, how would you even know when you're burnt out at work? What are the hard signs to look for. How would you even know? Another thing that I want to ask about is how he discusses that you are the way that you are because of the shape that you took when you were under pressure. But I want to start by talking about health, and then transitioning. Today's guest talks in a way where you know, at least once today, I'm pretty sure you're going to say to yourself, gosh, it sounds like he's talking about me. It's been the most interesting thing.    Keith Weinhold  6:16   Earlier this year, I learned that a lot of top business owners, including some that you've heard here on the show, have had their life transformed, including pretty explosive growth in their business from working with an executive coach. And then I learned from them all, oh, it's the same guy, it's the same coach. I discovered that he's helping a lot of hard-charging business owners and investors basically get in the best shape of their life, physically, mentally, professionally. He's been especially good with types that burn out. He's also the founder of something called The Apprenticeship, where he helps corporate professionals become pro coaches. In a former life, he was a COO who helped grow a fast-scaling company tenfold, and today he's a marathon runner. He's also a literary novelist working on his second book, and since I met him in person in California recently, I've learned from him too. So I'm pleased to announce that we have this sort of secret weapon behind so many people on the show today. Welcome to GRE, Daniel Thomas Hind,   David Thomas Hind  7:22   Keith. Thank you. That's one heck of an introduction. Hi, I'm gonna have to save that and bring it with me. That's very kind of you to say, and it's a pleasure to be here.   Keith Weinhold  7:31   Oh, you're like, gosh, I can't possibly live up to that now. For those in the audio, only Hind is spelled H I N D, you know, Daniel, I'm happy to have you, because I know, and I've learned that you just really don't market yourself much, frankly, because you don't have to. You just sort of get these organic referrals from people that you already coach, but you do have a website, and it's just uncanny how, when I visited your site, people are doing video testimonials, and I'm like, oh, I know that person, and I know that person, but these people hadn't told me about you for so long, and Daniel, I think when it comes to making the best version of ourselves, or at least moving that way, we talk about wealth building on this show an awful lot, but that has quite an intersection with health.   David Thomas Hind  8:19   Yeah, it does, so my philosophy is first and foremost that health is wealth, right? It's a cliche, but so often hard-charging executive types, whether those are business owners or members of a leadership team, founders, or investors, so often these types of folks, because they're so passionate, they're so driven by the thing that they're working on, that they're building, that they'll often let other things in their life go, and sometimes it's just a season, but often, more often than not, at least with the people that I work with, and see that season turns into many seasons, turns into years, turns into a pattern, right? And it becomes this pattern, this ingrained way of being that, unless gone unchecked, can really cause problems in the long run, and so a lot of people don't exactly know what executive coaching is, and it can mean many different things for many different people. For me, it really is the intersection of your physical well-being, which, of course, includes your diet, your fitness, your nervous system, the health of your nervous system, your sleep quality, it has to do with the way that you organize and structure your days, right? So many of us just enter into a default way of doing life, and we don't. Creatures of habit,   Keith Weinhold  9:55   Yeah   David Thomas Hind  9:56   We're creatures of habit, and for successful people, those habits have helped us succeed and get to where we are, but because of that, we often don't stop and think, well, is this actually serving me anymore, or has some of these habits that used to be healthy and good for me, have they kind of metastasized into something not so healthy, maybe even dangerous or destructive, and then for these sort of people who I'm working with, right, many of them are at the top of organizations, and so these habits, these ingrained ways of being, might seep out and filter out into the company culture, into how we interact with people below us, right, and so my work is an intersection of personal health, personal development, business health, business development company culture, and so we're looking at the leader, the founder, how he shows up for himself in life, how he shows up for others, and how that defines the world around him, that he is usually, or she doesn't have to be, he, he, or she is usually at the center of, right, and so it's quite profound, because I get to be as intimately involved with people I really respect, people who have accomplished so much and who hold themselves to such high standards, and still want more, still know that there's better, still know that there's so much of themselves that they can improve upon, right? So I get a really meaty, holistic, complete inside look of these people's lives and their businesses, and so I get to work in like many businesses at once with incredible people. I'm very blessed and very lucky.   Keith Weinhold  11:37   Well, when it comes to one not having their health, I know a lot of times you told me about how you have a quote successful person, but they're successful in business, not their health. I think a lot of it comes down to one's mental conditioning, even from when they were substantially younger, shaping our worldview. I think a lot of people are programmed with this, I'm supposed to be X, I'm supposed to get this degree within 10 years. I'm supposed to be executive level with a corner office, and I'm supposed to have an eight figure net worth by that age. You know, not that all of these are bad things individually. In fact, it could be a reflection that you're contributing to society, but you know, it's sort of, are you overweighted toward professional accomplishments? Is this program supposed to stuff that you got from somewhere, the stuff that's making you unbalanced and ultimately unfulfilled. So, really, it's the success in one area comes at the expense of what? That's how I think about it. And I know you have a number of stories of helping people with just this,   David Thomas Hind  12:40   I do. And so, let me first comment on the pattern that you're describing, and then I'll, yeah, that I think the best way to really talk about is to show what that looks like in an actual example, so it's it's this shape you took under pressure concept is is a concept that I talk about with all of my clients, so every successful entrepreneur that I know has developed a specific psychological structure that they've adopted to help them survive in the early years, right, when it was just them, or maybe them and their partner, and they were going for it, they were relentless, they were acting with an insane sense of urgency, an inability to sit still. Everything felt at risk, and they really had to sacrifice basically everything else to make this thing happen. It's not the case of everybody, but most people that I know who have accomplished a lot, that they share a similar origin story, and it was like go all in for five years, forget everything else, kind of thing.    Keith Weinhold  13:39   Exactly.   David Thomas Hind  13:40   It looks like some version of that, and so for the ones who succeed and make it through that phase, that's incredible, but you know the cliche is what got you here won't get you there. It's like when by operating that way you have adopted specific ways of being, psychological patterns, ways of relating to other people, beliefs about yourself, and beliefs about, like, how unreliable other people can be, and it can really turn into a dangerous operating system when you have to start building a team and training that team and relying on that team, and then creating a shared team culture, right, a company culture, it's not just like silly exercises that you put like on the wall, like these are our values, doing like trust falls backwards, like a culture is the behaviors that you take on, and like the uniform that you put on that everybody on the team has bought into, right, and so unfortunately, most cultures are shaped by the leadership team's worst qualities, because those qualities are the things that, like, we don't hold together, right? Like, if it's this person who lashes out because somebody doesn't get it, a media. The perfect example of somebody who really has embodied all parts of the coaching, from health to your inner psychology and mindset, and how that impacts your business health and your team and the corporate culture, is my client Terry Kerr. He is the founder of Mid South Home Buyers, and I know that Terry's been a guest on this show a number of times. What an incredible person. I've had the pleasure of working with Terry for close to 10 years now, and I've been working with his COO for close to eight years as well. So, I've gotten a real inside look at that team, and Terry, when he came to me, had let go of parts of himself that he had always held sacred, which was his health and his wellness. Long story short, we started working together. I helped him redesign the way that his life was constructed, pretty much no surprise, everything about his day was oriented towards business, from the second that he woke up to the second that he went to bed. So we really re-architected, we put a lot of intentionality into re-architecting the flow of his day, so that he can make sure that he's prioritizing other parts of himself and his family, his personal health, etc.    David Thomas Hind  13:40   Over time, he lost, I think, that first year he lost something like 60 pounds. He took on meditation as a practice. He started exercising daily, and Terry was a skateboarder growing up, so he was always, yeah, he was big into fitness and in his own ways, and just had let it go for the sake of the company, because for years it was just him building this thing, and most people would say, "Wow, I've done it, like I'm successful, I overcame these things that were weighing me down, and we're done here, but Terry was so opened up by the experience that he wanted to keep going, and he didn't even know what that meant, but over time he's invited me into the way that he operates. Period. As a leader, making decisions for his business, how does he interact with his employees, with his leadership team, so I've effectively become like the inside man, basically become like an AI, but a person who you can run decision making through, right? So, as to check those parts, those impulses, those impulsive parts of ourselves that just like want to do something, I've become like a check for him, so we're communicating on a daily basis. What are the most important things that we need to accomplish today? Are we making sure that you're spending time with your family? Are we making sure that you're getting your exercise in? Is your assistant organizing your food and dinners and everything else for you? Where are you going out to restaurants?   David Thomas Hind  17:59   Right, it's that level of intentionality of being part of almost every decision that over time, like at first we have to put a lot of attention into, because we're building new habits and we're breaking old ones, but over time these become ingrained and then we can start to take on new projects, new habits and routines and ways of being that we want to basically program, and so over these past 10 years, the company has absolutely exploded, and I'm not going to say that it's because of me, but I am going to say it's because Terry has taken on personal growth and growth in general as a vocation, and not allowing his own stops and blocks get in the way of the company going where it needs to go, and so over that time they've really changed the leadership structure. They've let a lot of people who weren't cultural fits go. They have assembled an entire leadership team now below the owners who have a lot more responsibility, whereas everything used to just go right up to the owners, and, and they were pretty much deciding on everything. So we really created a structure, a culture. We've let people go who no longer fit. We brought new people in who do, and you know, I will say that it's a direct result of that level of intentionality and specificity that Terry brings to his day every day, and Terry has given me his blessing to talk about him, or else I would never reveal so much of a person's inner life and inner work like that. But it's just his story is such an inspiring one for me, and that is so cool to get to share with others.   Keith Weinhold  19:38   I'm glad that you checked with Terry, because as you're talking about this I'm thinking I better talk to Terry after this and ask him if this is okay, but it's been said that culture, including company culture, is not what you say or what you do, it's what you tolerate.   David Thomas Hind  19:54   Yeah, well, that's what we said before, is that most found. Treat culture as like an HR exercise, right. Meanwhile, the actual culture of the company is it's shaped by the leader's worst qualities, and so a lot of investors listening to this show probably have teams, whether it's property managers or assistants, contractors, partners, and your team's culture is a mirror of the parts of yourself that you haven't dealt with yet, right. And so it's really your responsibility to fix that. That is the job of the leader. You are at the top, everybody's looking at you. It's not a job for everybody. Most people would prefer not to have that level of attention, and even if you think that you want that level of attention, your true self, the part that wants to just like leave me alone and let me do my work, that part of you, to call it the child, call it the baser self, whatever you want to call it, doesn't want that attention, because it requires constant reinvention, constant opening yourself up to take this on, so yeah, your team's culture is a mirror of the parts of yourself that you haven't dealt with yet. If you fix the leader, you're going to fix the culture, and Mid South Home Buyers is a perfect example of that.   Keith Weinhold  21:18   Yes, this concept about the shape that you take under pressure,   David Thomas Hind  21:23   you don't know how to give yourself relief. So, here's another case in point. Like, this seems like such a simple fix, but you'd be surprised, because this is representative of a number of people that I work with. Like, Terry hadn't given himself an actual vacation in decades, so   Keith Weinhold  21:41   gosh,   David Thomas Hind  21:42   just taking a week or taking two weeks to go to Europe, which he and his wife do every year now.   Keith Weinhold  21:49   Yeah, I know they went to France not long ago.   David Thomas Hind  21:51   Yeah, that's representative of a maturation of the person who can trust that the team can take care of things, who can trust that the business isn't going to fall apart because he's not there at the center of it. You know, we form addictions with just being involved, having to read every email, making sure that we're involved in every conversation. Again, that's a sort of ingrained habit that you learn from the beginning, because it was just you. You did have to be involved in every conversation, if you weren't there, would be no thing to exist. There would be no business, right? But some people might not have a problem with this. I don't know those people. Most people I do know have a real problem with letting go, with changing, with maturing with the company as it demands, so that you're not just bleeding yourself dry day in and day out, right. So, physical burnout, cognitive decline, relationship decline, or let's call it numbing, leadership erosion, right? If you don't check these parts of yourself, all this stuff that you've worked so hard to build, this incredible life that you have assembled, and your accomplishments, they start to whittle away, so that level of identity crisis is on the table if you don't check these parts of yourself, and so I don't want to sound like doom and gloom, but I am describing the costs of success. These are actually typical for people who get to the very top, and the thing is that there aren't a lot of people at the very top, so you don't really want to talk about it. It sounds ungrateful, or term I like to call champagne problems, right? Like, oh, look at the multimillionaire be upset because he has to work so much, right? It's like nobody really is going to have sympathy for that, so you're not going to parade that around, but you know these people are people too, and everybody needs outlets, and everybody needs to express themselves, and everybody can change the way that life is, so again, that's where I come in.   Keith Weinhold  23:49   Yes, at some point a leader has got to back off and tell themselves if it gets done 95% of the way that I would have gotten it done, but it doesn't take any of my time, that could very well be a win, and then they're probably not going to be deemed as wearing the micromanagement hat all the time either. We're talking with Executive Coach Daniel Thomas Hind about the gap that we all have between who we are and who we could be. More when we come back, I'm your host Keith Weinhold.    Keith Weinhold  23:49   What if you got your mortgage loans the same place I get mine. You sure can at Ridge Lending Group, NMLS 42056 They provided GRE listeners with more loans than anyone, because Ridge specializes in investment property. They'll help you build a long-term plan for growing your real estate empire with leverage. Start your pre-qual, and even chat directly with President Chaley Ridge. While it's on your mind, start at Ridge lendinggroup.com That's Ridge lendinggroup.com Let me ask you something. If you've worked hard to build wealth, is your money positioned to actually support your goals? A lot of accredited investors leave capital sitting in cash. Because it feels safe, but inflation and missed income opportunities can quietly erode its value. Freedom Family Investments offers freedom notes for investors seeking structured income backed by real estate. It's a straightforward approach built on real assets, not speculation. And full disclosure, I'm an investor myself. What I like is that their team walks you through how it all works, so you can decide if it aligns with your portfolio and income goals. Every investment carries risk, and nothing is guaranteed, but with a track record of consistent on-time investor payouts, they built real credibility. Go to freedomfamilyinvestments.com to book a clarity call or text family 266 866 that's Family 266 866    Naresh Vissa  23:49   This is GRE Real Estate Investment Coach Narresh Disa. Don't live below your means, grow your needs. Listen to Get Rich Education with Keith Weinhold.    Keith Weinhold  23:56   Welcome back to Get Rich Education. I'm your host, Keith Weinhold. We have a different kind of show today. I learned about an executive coach that's behind the success for a number of guests that we've had here on the show. It's just been uncanny at how he's transformed others' lives. And since meeting him in person earlier this year, I've now learned from him too. And you know, Daniel, one of the things I learned about that I didn't know before is some people can get burnt out so bad that not only is it messing with their physical health and it's derailing their relationships, but burnout can actually create cognitive decline and more problems. So, first of all, How can one identify when they've reached the burnout point? How will they know? Yeah,   David Thomas Hind  27:00   that's a great question. Obviously, it doesn't come in a one size fits all, but it usually follows this sort of pattern, right? Let's say you've got the portfolio, you've got the cash flow, you've got things are working on paper, you should be happy, right? On paper, you are living some version of the dream that you told yourself 510 15 years ago. However, it doesn't feel that way. You feel worse than you did ever before, or at least within the past recent memory.   Keith Weinhold  27:35   Yeah, that's amazing.   David Thomas Hind  27:36   So that's the place to start looking. Look, everybody has seasons of just, you gotta go through it, something happens, you need to work really hard, you need to bust it, and that's fine. I'm not talking about direct tiredness or exhaustion. What I'm talking about is more of like an existential.. what's like, why is this not feeling the way I hoped it would? Right, I sacrificed everything for this, for xyz, whatever xyz is, and I have xyz, but it feels so empty, or I just, I can't appreciate it, or I'm always on to the next thing. Yeah, and all of this I'm going to call is some version of burnout, because what that means is that you're not able to actually appreciate your life that you've worked so hard for, and so for some it's like this never-ending fascination with the next, the future constant needing to build, and there's nothing wrong with that, but it comes from almost more of like an addictive place, like you're addicted to making things happen, you can never slow down, and underneath it all, there's actually no real joy or satisfaction. It's pure adrenaline, it's pure cortisol, and we like the cortisol bump when it's like, you know, we're feeling it, we're just going for it, we're getting it, but there is going to be a day where that flips upside down, and the exhaustion is almost impossible, because you don't know how to achieve satisfaction other than through sheer output. It's like a marathon runner who can never stop running, like literally never, right? You're just, you're running 20 hours a day, you can't get the high, unless you're crushing yourself, and so that's one form of burnout. Another form of burnout is just I don't have the juice anymore. It's actually experiencing the other side of your nervous system shutting down. It's your body can't produce the raw materials to have you primed and ready to go anymore, so whether that's a hormonal issue, whether that's a cortisol issue, whether you have heart problems, the body keeps the score. So a lot of people that I work with, we're going to have to do a lot of health optimization, working on their diet, their sleep patterns. Patterns, exercise, getting their hormones dialed in, micronutrients, maybe peptides. There's a lot of things that we need to do to rehabilitate the system, because they're just wrecked. When your nervous system is that mainlined for years, it wrecks you in a way that leaves you just totally empty, and it's not like, oh, you know, going on a vacation and getting extra sleep is going to fix this. No, this is like, you need months and months of targeted repair. It doesn't mean that you're completely useless, you can't be working, but what I am saying is you're going to need to reprioritize. Priority means number one, right? So, what are your priorities? As we've been discussing today, it's clear that the sort of person that I work with, and if this is at all resonating with you, the listener, the sort of person that you are, is somebody who is so focused on your mission, you do feel the sense of mission, you are so goal-oriented, and that's the best part of life, is you wake up every day and you know what you want and you're going for it, and I would never want to change that about anybody who has that, because I think we're all looking for that at the end of the day. That is the sweet spot of life. When you have found that thing and you're going for it, my job is never to make that wrong. My job is to actually support the human being who is operating on that level to make sure that they can stay on that level, right, so without doing that, the problem is that you actually lose the thing that you love the most, you lose the joy, you lose the energy for it. I mean, I've worked with people who are on the cusp of selling their business simply because the weight of having to wake up every day and go in and work with others and like, lead the ship.   David Thomas Hind  31:42   It just felt so overbearing, because no surprise, this person had gone 20 years without actually taking care of themselves. They were 60 pounds overweight, they were not sleeping, they were getting maybe five hours of sleep a night. You know, the culture has changed online over the past few years, which is a good thing, but a lot of people used to wear, you know, I don't sleep at all as like a badge of honor, right? Again, this person's marriage was on the ropes. They weren't spending time with their children. They'd become a shell of a person who were just who was miming their normal life. They was just, they were kind of pantomiming normal life. They were going through it, but they weren't really there. And the weights, think about it like this. When you're tired, when you get a bad night of sleep, like a really bad night of sleep, or maybe, God forbid, two nights of bad sleep in a row, every little thing that next day is grating, right? Yeah, the person who cuts you off, it just.. it's that much more annoying, right? That meeting that was supposed to happen, the person has to cancel, and it's like, oh my god, I just.. my whole day was centered around this. How, how selfish of them, right? Everything becomes that much more grating. So, imagine that times 10 years, 15 years, 20 years, right? The weight of everything feels so impossible that they can't hold it together anymore, and so I know a lot of people who have fantasized about selling their business, the thing that they, you know, which is like so paradoxical, because it's not, it's not that they need to sell it, it's not that that was actually even a goal, it's just that they can't imagine themselves having to do this any longer, and they, for whatever reason, they have blinded themselves from seeing that there's another way, it doesn't have to be this way, but it does take work, and that's a problem, because upstream of this, you ask me, what is a sign of burnout? A sign of burnout is saying, oh my god, I can't do anything about this, it's as hopeless, right? This is like a hopeless feeling, so it's not hopeless, and especially for somebody like that, for the sort of person that we're talking about, you're actually more resourced than most people on the planet to take this on,   Keith Weinhold  33:46   like they say, when you have health, you can want everything, when you don't have health, you only want one thing, and yeah, how people can be prevented from getting into that condition by avoiding burnout, some people have such an identity crisis that you know they don't know who they are outside the business, and they would kind of be terrified to find out, maybe that's another sign that you're burned out and you need some help, but you know finding life balances is sort of a tricky word, there are sort of supporters and detractors of the whole life balance school of thought too, but you know, Daniel, one thing I found interesting is, I asked you, how you ever got into coaching, and how you do this, and, like, you know, how you have the aptitude to even help a person go become a coach, and I know you told me that it sort of happened organically, you started helping out friends, and then it really grew into something where you help people professionally.   David Thomas Hind  34:43   Yeah, so health is clearly my primary focus. It has been for years, and I started as a health and wellness coach 1213 years ago. It wasn't something that I designed, I didn't say this is going to be the thing that I. Do with my life, it just sort of happened. I had always been very health conscious. Well, I have been since my 20s, I should say. I actually grew up a fat kid, so I have that ingrained in me, and I think that that shaped a lot of the person that I became later on, which is probably a story for another time. But since my early 20s, I've been very health focused, health conscious, and people took notice of that, and became part of my identity. And after graduating from college, a few years out, a lot of my friends went into Wall Street. They were working 18 hour days, literally sleeping at the office, and started reaching out for help. So I started making guides for them, and then I realized no, they actually need more personal attention, because there's an accountability factor. A lot of people know intellectually what to do, but it's the behavioral, it's the following through with it. It's yeah, but it's 10pm and I'm exhausted, and I have three more hours to go to get this project done, and all I want to do is like shove junk food in my mouth, right? It's those moments where your intellect completely goes away, and that primal overdrive takes over. So I started shaping myself into somebody who became extremely available for my clients, where I really thought of myself as a partner in their daily experience, and part of my role is to give them the information, but most of the time these people are actually the experts of their own lives, so like I couldn't tell a surgeon how to do his work or her work, right? And that's not my role, but my role can be to be a partner in their life experience, to make sure that they're following through with their intentions.    David Thomas Hind  36:38   These people hold themselves to very high standards. Are you following through with that? How are we making your goals achievable on a daily basis? So, let's think about the long term, the medium term, the week term, and then the daily term, right? What are the rocks that we're moving this month, this week, today, actually being able to share all these things? Right, talking about the hard things, this thing happened at work when it came to food and health coaching, like, you know, I just want to go and blow off steam and go to the club tonight, or go drinking with my friends, or whatever, and you know, having somebody to actually talk that through with, to make sure that, yeah, but how is that going to impact tomorrow, and this other thing that you said you wanted to accomplish, right? So, as a young man I had no training going into any of this other than my own fascination with health, my own health transformation and journey in my early 20s, but this call it menage of personal growth, routine building, habit building, psychological construct of why do we know better but do the opposite, why do we do things that are wrong for us, right? And then, how do we check that part of us and build new patterns? So, as I grew in my entrepreneurial journey, and as an operator, I started to incorporate what I was learning in the work with my clients, and I started to choose clients who were growth-oriented and who tended to be entrepreneurs and people who were building things or what then turned into members of leadership teams, etc. etc. etc. And yeah, it's been this symbiotic journey of my personal growth informs the work that I do with my clients and vice versa. And then, of course, over time I got more formal training and have never stopped trying to become better, so that I can really service my clients as well as possible.   David Thomas Hind  38:26   I mean, they put a lot of trust in this relationship, and from my side, I try to show up as the most powerful service provider they've ever experienced. I really think of myself as a partner, less of a coach, more of like a partner. I think of myself as like the COO of their life, I am extremely present for them. We're communicating throughout the day, through text, through voice memo. We do weekly calls.   David Thomas Hind  38:50   Yes, it was kind of funny, Daniel. I remember when I first asked, what your coaching style was like? Like, ask if you do a weekly email or a Zoom call with those people. Yeah, I quickly learned, oh no, it's not like that at all.    David Thomas Hind  39:02   No, we're in the trenches together. Anybody on the outside of your life wouldn't necessarily know that I'm there on your team, I'm on the phone behind the screen, but it's because I want this to be as private of an experience as possible. So, full confidentiality, this is very private. I become somebody that you can share the like scariest, worst, most vulnerable parts of yourself, not judge you and help you turn those into strengths. I feel like I said, we're game planning just about every day together, and really, I give as much energy as you're gonna give, so somebody who is resistant to this sort of work, you're not going to get a lot out of it. I can't force anything, because it's not like I'm in the room with you, right? We are communicating digitally, but I do try to make myself as present in your life as possible, because a lot of people at the top don't have a lot of people. That they trust, you know, they're always providing for other people, they don't provide for themselves as much, they let themselves go. So to have somebody who's giving that back to them can be very, very, very, very, very life affirming and life giving. And yeah, I feel like I have the best job in the world that really nobody knows about, that I couldn't have possibly constructed or imagined for myself either. And it's like a very unique thing in the world, and I'm just so, so grateful that I, that I can do it.   Keith Weinhold  40:25   It is, it gets so personal. Yes, you're frequently texting and messaging people, and yeah, I mean, you must know a lot of information before that client's spouse even does in a lot of cases. Yeah, what an unusual and interesting thing to be doing. Well, Daniel, I hope it's not an imposition, but if you're still open to it, I know you mentioned before that you know that we haven't known each other all that long, but just based on our mutual friends that you would potentially offer private one on one coaching to GRE listeners, so if you're still open to that, tell us about it and what it takes to apply to work with you.   David Thomas Hind  41:00   Yeah, I appreciate that, and I do have spots available, so if anybody, thank you, listening today thought, wow, the way that he's speaking about his clients is how I feel about myself, right? Anything that I said, then I'd say you're a good candidate. So the best way to get in touch with me is just to go to my website, it's my full name, Daniel Thomas Hind, h i n d.com and you can fill out an application, and if you're a good fit, we'll get on a call, it's a free consultation, and on that call we talk about you, we talk about you, and I'm going to find out what it is that you actually want, what it is that's getting in the way, and how I might be able to serve, and that's the only way that we can work together. There's one offering, it's private one on one coaching, and it is an uncommon way to get extraordinary results. So I'm looking for people who believe that there's more, and if you lead with that, then you're gonna, you're gonna get what you want. So, yeah. For anybody who that resonates with, I would love to talk to you.   Keith Weinhold  42:10   Well, Daniel, this has been terrific. I think you said at least one thing that resonates with a lot of people, where they thought, oh my gosh, I can see myself with what he is describing right now, because we all have this gap between who we are and who we could be, the gap in the gain. If this is potentially of interest to you, yes. Thanks, Daniel. You can visit danielthomashind.com That's been great having you here on the show.   David Thomas Hind  42:36   Thanks, Keith. It's been a real pleasure, and it's been a pleasure getting to know you as well. So, more to come.    Keith Weinhold  42:47   The ideal person that Daniel helps is someone named Pierre. Pierre is between the ages of 38 and 50. He's either a tech founder, agency owner, online business owner, real estate investor, or some other flavor of entrepreneur who has built a business doing 500k to 5 million plus a year and is taking home around 350k or more than that, and by every measure that other people use to judge a life, Pierre has won, and he knows it, that's part of what makes this so confusing for him, because Pierre's pain points are physical burnout, which Daniel and I talked about, cognitive decline from the burnout, and before I met Daniel, I didn't even know that burnout could cause cognitive decline, leadership erosion, a marriage on autopilot, where a marriage becomes just another thing that you're managing rather than living. Pierre's also got an identity crisis, and he's got success as the trap, because by every measure that other people use to judge a life, Pierre has won, and that's what makes a situation like this, so confusing, because see, he can't complain to anyone, since from the outside everything looks perfect. But here's what makes someone like Pierre coachable: he's a winner. He's always expected more of himself than anyone around him would dare to ask. He's someone who has never been satisfied with good enough, and he's always been willing to get uncomfortable to unlock the next level. He didn't build a multi million dollar business by accident. You build that by being relentless, being honest with yourself, and refusing to coast. And that same instinct is the reason that Pierre knows he needs coaching. He's not looking for someone to make him feel better about where he is. He's looking for someone to grab him by the shoulders and hoist him into the best version of himself that he knows is still in there. He wants a revamp, health, business, marriage, identity, creativity, purpose. The whole thing, he wants to feel like himself again, and he's willing to do whatever it takes to get there. Pierre's dream outcome is that 12 months from now, he is the healthiest, most creatively alive, highest agency version of himself that he's ever been. He runs the business on his terms, he has built or launched the thing that he's been sitting on for years. Maybe it's the new product, or maybe it's the book that he's always wanted to write. He's taking vacations with his family. He has a phone off policy from dinner time on, so that he's present and he knows who he is when he's not performing. In fact, there's very little performing because he's in flow and the magic is back, so Pierre really describes the journey. Big thanks to Daniel Thomas Hein.   Keith Weinhold  45:54    Today, so great to host him, considering that he rarely does public appearances like this. Next week, it'll be back to our core real estate content. Hey, and a thanks too to the amazing Terry Kerr, the founder of Mid South Homebuyers. He's such a giving guy that it's really no surprise that he would let his story be told for your benefit. So we got to talk about the part that you don't see here. What's behind a person as successful as a property provider to all these hundreds or 1000s of investors across the nation. If you think that performance coaching can help you, you can apply, but since it is highly personalized one on one coaching, he can only take a select few, but it's a rare opportunity. You can do so at Daniel Thomas hind.com and from there you can go on and talk about your favorite subject, which is talking about yourself with him. Until next week, I'm your host, Keith Weinold. Don't quit your daydream.   Speaker 1  46:58   Nothing. Nothing on this show should be considered specific personal or professional advice. Please consult an appropriate tax, legal, real estate, financial, or business professional for individualized advice. Opinions of guests are their own. Information is not guaranteed. All investment strategies have the potential for profit or loss. The host is operating on behalf of Get Rich Education LLC exclusively.    Keith Weinhold  47:24   The preceding program was brought to you by Your Home for Wealth Building, getricheducation.com

Episode Highlights With KatieWhy I never even thought to question college when I was 17... and why I'm rethinking it now with my own kids.How college became the default safe choice, and why that may no longer be true in today's world. The emotional side of this decision for parents: fear, social pressure, and wanting to  do right by our kids.The hidden  avoidance pattern of using college to delay the hard question: What do I actually want?Why the social promise of college is so compelling  ... and how real community can be built outside of a campus.The financial reality of college: debt, lost working years, and why earnings don't matter if debt owns your future.The downsides of spending 4–5 years in a homogenous group of same-age peers.How college can delay maturity, responsibility, and real-world skill-building.The added complexity when sports and scholarships are in the mix, and how I'm navigating that with my kids.The exceptions: when college still makes sense (and why this is not an anti-college  rant).What I'm encouraging my own kids to explore instead: apprenticeships, work, entrepreneurship, travel, and real-world learning.The questions I'm asking my kids (and myself) to help them choose intentionally... whether that leads to college or notMy personal opinion and what I might do if I had to do it all over againResources MentionedReclamation Radio: Why You Shouldn't Send Your Kids to CollegeDegree FreeBioptimizersI love and use so many products from them, but I especially love the magnesium (Magnesium Breakthrough) and digestive enzymes (Masszymes). Visit bioptimizers.com/wellnessmama to get the best deal!LMNTI talk often about the health benefits of salt and electrolytes and I am a big fan of LMNT canned drinks and packets. Go to drinklmnt.com/wellnessmana for a special offer.