Podcasts about Asana

Episode web page: https://bit.ly/4tH0nSl Leading without the title: The real power of the staff designer What does it take to grow your impact as a designer—without becoming a manager? In this episode of Insights Unlocked, host Jason Giles sits down with Catt Small, staff product designer, game maker, and author of The Staff Designer, to unpack the evolving role of senior individual contributors in design organizations. Catt shares her unconventional journey from creating digital dress-up dolls as a kid to shaping products at Etsy and Asana—and how those experiences shaped her perspective on leadership, influence, and creative confidence. At the heart of the conversation: a mindset shift. Moving from being told what to design to diagnosing what matters most. What you'll learn in this episode The misunderstood role of the staff designer: Catt explains why the staff-level IC role often feels ambiguous—and how influence, not authority, becomes your primary tool. She breaks down what “building influence” actually means in practice and why it's more intentional than mystical. Invisible work and strategic impact: From relationship building to cross-team alignment, much of a staff designer's impact happens behind the scenes. Catt explores how to prioritize the work that truly moves the business forward—and avoid getting stuck in “glue work” that doesn't drive career growth. From craft to communication: Design leadership at the IC level requires a shift from pixel perfection to clarity of thinking. Catt shares why low-fidelity diagrams and conceptual artifacts often create better alignment than polished UI—and how to coach teams away from jumping into high fidelity too soon. Navigating politics with integrity: If you've ever felt “allergic to politics,” this conversation reframes the idea. Catt explains how understanding motivations, fears, and power dynamics is less about manipulation—and more about empathy, curiosity, and emotional intelligence. Managing energy like a product: Influence takes energy. Catt shares practical strategies for auditing your calendar, designing your workweek intentionally, and partnering with your manager to balance short-term execution with long-term strategy. AI as a tool, not a replacement: AI is another tool in the designer's toolkit—but you're still the creative director. Catt discusses how to use AI to accelerate research and exploration without outsourcing your thinking or critical judgment. A key takeaway: Leadership is a mindset One of the most powerful themes in this episode is confidence. Staff-level designers aren't waiting for permission—they step into leadership by trusting their experience, sharing their perspective, and partnering across the organization. As Catt reflects, the transition is uncomfortable at first. But the shift from execution to influence starts with believing you belong in the room. Resources & links Catt Small on LinkedIn (https://www.linkedin.com/in/cattsmall/) Catt's website (https://cattsmall.com/) Catt's Maven page (https://maven.com/catt-small/staff-designer) The Staff Designer book page — 20% off with code UserTesting until Feb 28, 2026 (https://rosenfeldmedia.com/books/the-staff-designer/) Nathan Isaacs on LinkedIn (https://www.linkedin.com/in/nathanisaacs/) Learn more about Insights Unlocked: https://www.usertesting.com/podcast

Text Kristen your thoughts or feedback about the showYou don't always get the full five-year blueprint in business.Sometimes you get a clear season.Sometimes you get a quiet one.And sometimes you hit a speed bump and think… okay, now what?This 10-minute solo episode is a grounded reframe for those moments.Not a checklist.Not a dramatic pivot.Just a steadier way to think about uncertainty, slow seasons, and the in-between chapters of building a sustainable business.If you've ever felt tempted to overhaul everything because things felt unclear — this is the episode to come back to.Tune in for a practical mindset shift on choosing direction over certainty, using planning containers (like a 12-week sprint or seasonal strategy), and why long-term business growth requires calm leadership instead of panic decisions.And if you're curious about the Marketing Planning Reset I mentioned in the episode, you can join the waitlist here.Whether you're in a clear season or a quieter one, this episode is one to bookmark for the next time you can't see the whole staircase.

A stronger one tonight. Lots of shoulder opening and standing on one leg. 

In this episode, I'm joined by Rebecca Hinds — organizational behavior expert and founder of the Work AI Institute at Glean — for a practical conversation about why meetings deteriorate over time and how to redesign them. Rebecca argues that bad meetings aren't a people problem — they're a systems problem. Without intentional design, meetings default to ego, status signaling, conflict avoidance, and performative participation. Over time, low-value meetings become normalized instead of fixed. Drawing on her research at Stanford University and her leadership of the Work Innovation Lab at Asana, she shares frameworks from her new book, Your Best Meeting Ever, including: The four legitimate purposes of a meeting: decide, discuss, debate, or develop The CEO test for when synchronous time is truly required How to codify shared meeting standards Why leaders must explicitly give permission to leave low-value meetings We also explore leadership, motivation, and the myth that kindness and high standards are opposites. Rebecca explains why effective leaders diagnose what drives each individual — encouragement for some, direct challenge for others — and design environments that support both performance and belonging. Finally, we talk about AI and the future of work. Tools amplify existing culture: strong systems improve, broken systems break faster. Organizations that redesign how work happens — not just what tools they use — will have the advantage. If you want to run better meetings, lead with more clarity, and rethink how collaboration actually happens, this episode is for you. You can find Your Best Meeting Ever at major bookstores and learn more at rebeccahinds.com.  00:00 Start 00:27 Why Meetings Get Worse Over Time Robin references Good Omens and the character Crowley, who designs the M25 freeway to intentionally create frustration and misery. They use this metaphor to illustrate how systems can be designed in ways that amplify dysfunction, whether intentionally or accidentally. The idea is that once dysfunctional systems become normalized, people stop questioning them. They also discuss Cory Doctorow's concept of enshittification, where platforms and systems gradually decline as organizational priorities override user experience. Rebecca connects this pattern directly to meetings, arguing that without intentional design, meetings default to chaos and energy drain. Over time, poorly designed meetings become accepted as inevitable rather than treated as solvable design problems. Rebecca references the Simple Sabotage Field Manual created by the Office of Strategic Services during World War II. The manual advised citizens in occupied territories on how to subtly undermine organizations from within. Many of the suggested tactics involved meetings, including encouraging long speeches, focusing on irrelevant details, and sending decisions to unnecessary committees. The irony is that these sabotage techniques closely resemble common behaviors in modern corporate meetings. Rebecca argues that if meetings were designed from scratch today, without legacy habits and inherited norms, they would likely look radically different. She explains that meetings persist in their dysfunctional form because they amplify deeply human tendencies like ego, status signaling, and conflict avoidance. Rebecca traces her interest in teamwork back to her experience as a competitive swimmer in Toronto. Although swimming appears to be an individual sport, she explains that success is heavily dependent on team structure and shared preparation. Being recruited to swim at Stanford exposed her to an elite, team-first environment that reshaped how she thought about performance. She became fascinated by how a group can become greater than the sum of its parts when the right cultural conditions are present. This experience sparked her long-term curiosity about why organizations struggle to replicate the kind of cohesion often seen in sports. At Stanford, Coach Lee Mauer emphasized that emotional wellbeing and performance were deeply connected. The team included world record holders and Olympians, and the performance standards were extremely high. Despite the intensity, the culture prioritized connection and belonging. Rituals like informal story time around the hot tub helped teammates build relationships beyond performance metrics. Rebecca internalized the lesson that elite performance and strong culture are not opposing forces. She saw firsthand that intensity and warmth can coexist, and that psychological safety can actually reinforce high standards rather than weaken them. Later in her career at Asana, Rebecca encountered the company value of rejecting false trade-offs. This reinforced a lesson she had first learned in swimming, which is that many perceived either-or tensions are not actually unavoidable. She argues that organizations often assume they must choose between performance and happiness, or between kindness and accountability. In her experience, these are false binaries that can be resolved through better design and clearer expectations. She emphasizes that motivated and engaged employees tend to produce higher quality work, making culture a strategic advantage rather than a distraction. Kindness versus ruthlessness in leadership Robin raises the contrast between harsh, fear-based leadership styles and more relational, positive leadership approaches. Both styles have produced winning teams, which raises the question of whether success comes because of the leadership style or despite it. Rebecca argues that resilience and accountability are essential, regardless of tone. She stresses that kindness alone is not sufficient for high performance, but neither is harshness inherently superior. Effective leadership requires understanding what motivates each individual, since some people thrive on encouragement while others crave direct challenge. Rebecca personally identifies with wanting to be pushed and appreciates clarity when her work falls short of expectations. She concludes that the most effective leaders diagnose motivation carefully and design environments that maximize both growth and performance. 08:51 Building the Book-Launch Team: Mentors, Agents, and Choosing the Right Publisher Robin asks Rebecca about the size and structure of the team she assembled to execute the launch successfully. He is especially curious about what the team actually looked like in practice and how coordinated the effort needed to be. He also asks about the meeting cadence and work cadence required to bring a book launch to life at that level. The framing highlights that writing the book is only one phase, while launching it is an entirely different operational challenge. Rebecca explains that the process felt much more organic than it might appear from the outside. She admits that at the beginning, she underestimated the full scope of what a book launch entails. Her original motivation was simple: she believed she had a valuable perspective, wanted to help people, and loved writing. As she progressed deeper into the publishing process, she realized that writing the manuscript was only one piece of a much larger system. The operational and promotional dimensions gradually revealed themselves as a second job layered on top of authorship. Robin emphasizes that writing a book and publishing a book are fundamentally different jobs. Rebecca agrees and acknowledges that the publishing side requires a completely different skill set and infrastructure. The conversation underscores that authorship is creative work, while publishing and launching require strategy, coordination, and business acumen. Rebecca credits her Stanford mentor, Bob Sutton, as a life changing influence throughout the process. He guided her step by step, including decisions around selecting a publisher and choosing an agent. She initially did not plan to work with an agent, but through guidance and reflection, she shifted her perspective. His mentorship helped her ask better questions and approach the process more strategically rather than reactively. Rebecca reflects on an important mindset shift in her career. Earlier in life, she was comfortable being the big fish in a small pond. Over time, she came to believe that she performs better when surrounded by people who are smarter and more experienced than she is. She describes her superpower as working extremely hard and having confidence in that effort. Because of that, she prefers environments where others elevate her thinking and push her further. This philosophy became central to how she built her book launch team. As Rebecca learned more about the moving pieces required for a successful campaign, she became more intentional about who she wanted involved. She sought the best not in terms of prestige alone, but in terms of belief and commitment. She wanted people who would go to bat for her and advocate for the book with genuine enthusiasm. She noticed that some organizations that looked impressive on paper were not necessarily the right fit for her specific campaign. This led her to have extensive conversations with potential editors and publicists before making decisions. Rebecca developed a personal benchmark for evaluating partners. She paid attention to whether they were willing to apply the book's ideas within their own organizations. For her, that signaled authentic belief rather than surface level marketing support. When Simon and Schuster demonstrated early interest in implementing the book's learnings internally, it stood out as meaningful alignment. That commitment suggested they cared about the substance of the work, not just the promotional campaign. As the process unfolded, Rebecca realized that part of her job was learning what questions to ask. Each conversation with potential partners refined her understanding of what she needed. She became more deliberate about building the right bench of people around her. The team was not assembled all at once, but rather shaped through iterative learning and discernment. The launch ultimately reflected both her evolving standards and her commitment to surrounding herself with people who elevated the work. 12:12 Asking Better Questions & Going Asynchronous Robin highlights the tension between the voice of the book and the posture of a first time author entering a major publishing house. He notes that Best Meeting Ever encourages people to assert authority in meetings by asking about agendas, ownership, and structure. At the same time, Rebecca was entering conversations with an established publisher as a new author seeking partnership. The question becomes how to balance clarity and conviction with humility and openness. Robin frames it as showing up with operational authority while still saying you publish books and I want to work with you. Rebecca calls the question insightful and explains that tactically she relied heavily on asking questions. She describes herself as intentionally curious and even nosy because she did not yet know what she did not know. Rather than pretending to have answers, she used inquiry as a way to build authority through understanding. She asked questions asynchronously almost daily, emailing her agent and editor with anything that came to mind. This allowed her to learn the system while also signaling engagement and seriousness. Rebecca explains that most of the heavy lifting happened outside of meetings. By asking questions over email, she clarified information before stepping into synchronous time. Meetings were then reserved for ambiguity, decision making, and issues that required real time collaboration. As a result, the campaign involved very few meetings overall. She had a biweekly meeting with her core team and roughly monthly conversations with her editor. The rest of the coordination happened asynchronously, which aligned with her philosophy about effective meeting design. Rebecca jokes that one hidden benefit of writing a book on meetings is that everyone shows up more prepared and on time. She also felt internal pressure to model the behaviors she was advocating. The campaign therefore became a real world test of her ideas. She emphasizes that she is glad the launch was not meeting heavy and that it reflected the principles in the book. Robin shares a story about their initial connection through David Shackleford. During a short introductory call, he casually offered to spend time discussing book marketing strategies. Rebecca followed up, scheduled time, and took extensive notes during their conversation. After thanking him, she did not continue unnecessary follow up or prolonged discussion. Instead, she quietly implemented many of the practical strategies discussed. Robin later observed bulk sales, bundled speaking engagements, and structured purchase incentives that reflected disciplined execution. Robin emphasizes that generating ideas is relatively easy compared to implementing them. He connects this to Seth Godin's praise that the book is for people willing to do the work. The real difficulty lies not in brainstorming strategies but in consistently executing them. He describes watching Rebecca implement the plan as evidence that she practices what she preaches. Her hard work and disciplined follow through reinforced his confidence in the book before even reading it. Rebecca responds with gratitude and acknowledges that she took his advice seriously. She affirms that several actions she implemented were directly inspired by their conversation. At the same time, the tone remains grounded and collaborative rather than performative. The exchange illustrates her pattern of seeking input, synthesizing it, and then executing independently. Robin transitions toward the theme of self knowledge and its role in leadership and meetings. He connects Rebecca's disciplined execution to her awareness of her own strengths. The earlier theme resurfaces that she sees hard work and follow through as her superpower. The implication is that effective meetings and effective leadership both begin with understanding how you operate best. 17:48 Self-Knowledge at Work Robin shares that he knows he is motivated by carrots rather than sticks. He explains that praise energizes him and improves his performance more than criticism ever could. As a performer and athlete, he appreciates detailed notes and feedback, but encouragement is what unlocks his best work. He contrasts that with experiences like old school ballet training, where harsh discipline did not bring out his strengths. His point is that understanding how you are wired takes experience and reflection. Rebecca agrees that self knowledge is essential and ties it directly to motivation. She argues that the better you understand yourself, the more clearly you can articulate what drives you. Many people, especially early in their careers, do not pause to examine what truly motivates them. She notes that motivation is often intangible and not primarily monetary. For some people it is praise, for others criticism, learning, mastery, collaboration, or autonomy. She also emphasizes that motivation changes over time and shifts depending on organizational context. One of Rebecca's biggest lessons as a manager and contributor is the importance of codifying self knowledge. Writing down what motivates you and how you work best makes it easier to communicate those needs to others. She believes this explicitness is especially critical during times of change. When work is evolving quickly, assumptions about motivation can lead to disengagement. Making preferences visible reduces friction and prevents misalignment. Rebecca references a recent presentation she gave on the dangers of automating the soul of work. She and her mentor Bob Sutton have discussed how organizations risk stripping meaning from roles if they automate without discernment. She points to research showing that many AI startups are automating tasks people would prefer to keep human. The warning is that just because something can be automated does not mean it should be. Without understanding what makes work meaningful for employees, leaders can unintentionally remove the very elements that motivate people. Rebecca believes managers should create explicit user manuals for their team members. These documents outline how individuals prefer to communicate, what motivates them, and what their career aspirations are. She sees this as a practical leadership tool rather than a symbolic exercise. Referring back to these documents helps leaders guide their teams through uncertainty and change. When asked directly, she confirms that she has implemented this practice in previous roles and intends to do so again. When asked about the future of AI, Rebecca avoids making long term predictions. She observes that the most confident forecasters are often those with something to sell. Her shorter term view is that AI amplifies whatever already exists inside an organization. Strong workflows and cultures may improve, while broken systems may become more efficiently broken. She sees organizations over investing in technology while under investing in people and change management. As a result, productivity gains are appearing at the individual level but not consistently at the team or organizational level. Rebecca acknowledges that there is a possible future where AI creates abundance and healthier work life balance. However, she does not believe current evidence strongly supports that outcome in the near term. She does see promising examples of organizations using AI to amplify collaboration and cross functional work. These examples remain rare but signal that a more human centered future is possible. She is cautiously hopeful but not convinced that the most optimistic scenario will unfold automatically. Robin notes that time horizons for prediction have shortened dramatically. Rebecca agrees and says that six months feels like a reasonable forecasting window in the current environment. She observes that the best leaders are setting thresholds for experimentation and failure. Pilots and proofs of concept should fail at a meaningful rate if organizations are truly exploring. Shorter feedback loops allow organizations to learn quickly rather than over commit to fragile long term assumptions. Robin shares a formative story from growing up in his father's small engineering firm, where he was exposed early to office systems and processes. Later, studying in a Quaker community in Costa Rica, he experienced full consensus decision making. He recalls sitting through extended debates, including one about single versus double ply toilet paper. As a fourteen year old who would rather have been climbing trees in the rainforest, the meeting felt painfully misaligned with his energy. That experience contributed to his lifelong desire to make work and collaboration feel less draining and more intentional. The story reinforces the broader theme that poorly designed meetings can disconnect people from purpose and engagement. 28:31 Leadership vs. Tribal Instincts Rebecca explains that much of dysfunctional meeting behavior is rooted in tribal human instincts. People feel loyalty to the group and show up to meetings simply to signal belonging, even when the meeting is not meaningful. This instinct to attend regardless of value reinforces bloated calendars and performative participation. She argues that effective meeting design must actively counteract these deeply human tendencies. Without intentional structure, meetings default to social signaling rather than productive collaboration. Rebecca emphasizes that leadership plays a critical role in changing meeting culture Leaders must explicitly give employees permission to leave meetings when they are not contributing. They must also normalize asynchronous work as a legitimate and often superior alternative. Without that top down permission, employees will continue attending out of fear or habit. Meeting reform requires visible endorsement from those with authority. Power dynamics and pushing back without positional authority Robin reflects on the power of writing a book on meetings while still operating within a hierarchy. He asks how individuals without formal authority can challenge broken systems. Rebecca responds that there is no universal solution because outcomes depend heavily on psychological safety. In organizations with high trust, there is often broad recognition that meetings are ineffective and a desire to fix them. In lower trust environments, change must be approached more strategically and indirectly. Rebecca advises employees to lead with curiosity rather than confrontation. Instead of calling out a bad meeting, one might ask whether their presence is truly necessary. Framing the question around contribution rather than judgment reduces defensiveness. This approach lowers the emotional temperature and keeps the conversation constructive. Curiosity shifts the tone from personal critique to shared problem solving. In psychologically unsafe environments, Rebecca suggests shifting enforcement to systems rather than individuals. Automated rules such as canceling meetings without agendas or without sufficient confirmations can reduce personal friction. When technology enforces standards, it feels less like a personal attack. Codified rules provide employees with shared language and objective criteria. This reduces the perception that opting out is a rejection of the person rather than a rejection of the structure. Rebecca argues that every organization should have a clear and shared definition of what deserves to be a meeting. If five employees are asked what qualifies as a meeting, they should give the same answer. Without explicit criteria, decisions default to habit and hierarchy. Clear rules give employees confidence to push back constructively. Shared standards transform meeting participation from a personal negotiation into a procedural one. Rebecca outlines a two part test to determine whether a meeting should exist. First, the meeting must serve one of four purposes which are to decide, discuss, debate, or develop people. If it does not satisfy one of those four categories, it likely should not be a meeting. Even if it passes that test, it must also satisfy one of the CEO criteria. C refers to complexity and whether the issue contains enough ambiguity to require synchronous dialogue. E refers to emotional intensity and whether reading emotions or managing reactions is important. O refers to one way door decisions, meaning choices that are difficult or costly to reverse. Many organizational decisions are reversible and therefore do not justify synchronous time. Robin asks how small teams without advanced tech stacks can automate meeting discipline. Rebecca explains that many safeguards can be implemented with existing tools such as Google Calendar or simple scripts. Basic rules like requiring an agenda or minimum confirmations can be enforced through standard workflows. Not all solutions require advanced AI tools. The key is introducing friction intentionally to prevent low value meetings from forming. Rebecca notes that more advanced AI tools can measure engagement, multitasking, or participation. Some platforms now provide indicators of attention or involvement during meetings. While these tools are promising, they are not required to implement foundational meeting discipline. She cautions against over investing in shiny tools without first clarifying principles. Metrics are useful when they reinforce intentional design rather than replace it. Rebecca highlights a subtle risk of automation, particularly in scheduling. Tools can be optimized for the sender while increasing friction for recipients. Leaders should consider the system level impact rather than only individual efficiency. Productivity gains at the individual level can create hidden coordination costs for the team. Meeting automation should be evaluated through a collective lens. Rebecca distinguishes between intrusive AI bots that join meetings and simple transcription tools. She is cautious about bots that visibly attend meetings and distract participants. However, she supports consensual transcription when it enhances asynchronous follow up. Effective transcription can reduce cognitive load and free participants to engage more deeply. Used thoughtfully, these tools can strengthen collaboration rather than dilute it. 41:35 Maker vs. Manager: Balancing a Day Job with a Book Launch Robin shares an example from a webinar where attendees were asked for feedback via a short Bitly link before the session closed. He contrasts this with the ineffectiveness of "smiley face/frowny face" buttons in hotel bathrooms—easy to ignore and lacking context. The key is embedding feedback into the process in a way that's natural, timely, and comfortable for participants. Feedback mechanisms should be integrated, low-friction, and provide enough context for meaningful responses. Rebecca recommends a method inspired by Elise Keith called Roti—rating meetings on a zero-to-five scale based on whether they were worth attendees' time. She suggests asking this for roughly 10% of meetings to gather actionable insight. Follow-up question: "What could the organizer do to increase the rating by one point?" This approach removes bias, focuses on attendee experience, and identifies meetings that need restructuring. Splits in ratings reveal misaligned agendas or attendee lists and guide optimization. Robin imagines automating feedback requests via email or tools like Superhuman for convenience. Rebecca agrees and adds that simple forms (Google Forms, paper, or other methods) are effective, especially when anonymous. The goal is simplicity and consistency—given how costly meetings are, there's no excuse to skip feedback. Robin references Paul Graham's essay on maker vs. manager schedules and asks about Rebecca's approach to balancing writing, team coordination, and book marketing. Rebecca shares that 95% of her effort on the book launch was "making"—writing and outreach—thanks to a strong team handling management. She devoted time to writing, scrappy outreach, and building relationships, emphasizing giving without expecting reciprocation. The main coordination challenge was balancing her book work with her full-time job at Asana, requiring careful prioritization. Rebecca created a strict writing schedule inspired by her swimming discipline: early mornings, evenings, and weekends dedicated to writing. She prioritized her book and full-time work while maintaining family commitments. Discipline and clear prioritization were essential to manage competing but synergistic priorities. Robin asks about written vs. spoken communication, referencing Amazon's six-page memos and Zandr Media's phone-friendly quick syncs. Rebecca emphasizes that the answer depends on context but a strong written communication culture is essential in all organizations. Written communication supports clarity, asynchronous work, and complements verbal communication. It's especially important for distributed teams or virtual work. With AI, clear documentation allows better insights, reduces unnecessary content generation, and reinforces disciplined communication. 48:29 AI and the Craft of Writing Rebecca highlights that employees have varying learning preferences—introverted vs. extroverted, verbal vs. written. Effective communication systems should support both verbal and written channels to accommodate these differences. Rebecca's philosophy: writing is a deeply human craft. AI was not used for drafting or creative writing. AI supported research, coordination, tracking trends, and other auxiliary tasks—areas where efficiency is key. Human-led drafting, revising, and word choice remained central to the book. Robin praises Rebecca's use of language, noting it feels human and vivid—something AI cannot replicate in nuance or delight. Rebecca emphasizes that crafting every word, experimenting with phrasing, and tinkering with language is uniquely human. This joy and precision in writing is not replicable by AI and is part of what makes written communication stand out. Rebecca hopes human creativity in writing and oral communication remains valued despite AI advances. Strong written communication is increasingly differentiating for executive communicators and storytellers in organizations. AI can polish or mass-produce text, but human insight, nuance, and storytelling remain essential and career-relevant. Robin emphasizes the importance of reading, writing, and physical activities (like swimming) to reclaim attention from screens. These practices support deep human thinking and creativity, which are harder to replace with AI. Rebecca uses standard tools strategically: email (chunked and batched), Google Docs, Asana, Doodle, and Zoom. Writing is enhanced by switching platforms, fonts, colors, and physical locations—stimulating creativity and perspective. Physical context (plane, café, city) is strongly linked to breakthroughs and memory during writing. Emphasis is on how tools are enacted rather than which tools are used—behavior and discipline matter more than tech. Rebecca primarily recommends business books with personal relevance: Adam Grant's Give and Take – for relational insights beyond work. Bob Sutton's books – for broader lessons on organizational and personal effectiveness. Robert Cialdini's Influence – for understanding human behavior in both professional and personal contexts. Her selections highlight that business literature often offers universal lessons applicable beyond work. 59:48 Where to Find Rebecca The book is available at all major bookstores. Website: rebeccahinds.com LinkedIn: Rebecca Hinds  

Emmanuel et Guillaume discutent de divers sujets liés à la programmation, notamment les systèmes de fichiers en Java, le Data Oriented Programming, les défis de JPA avec Kotlin, et les nouvelles fonctionnalités de Quarkus. Ils explorent également des sujets un peu fous comme la création de datacenters dans l'espace. Pas mal d'architecture aussi. Enregistré le 13 février 2026 Téléchargement de l'épisode LesCastCodeurs-Episode-337.mp3 ou en vidéo sur YouTube. News Langages Comment implémenter un file system en Java https://foojay.io/today/bootstrapping-a-java-file-system/ Créer un système de fichiers Java personnalisé avec NIO.2 pour des usages variés (VCS, archives, systèmes distants). Évolution Java: java.io.File (1.0) -> NIO (1.4) -> NIO.2 (1.7) pour personnalisation via FileSystem. Recommander conception préalable; API Java est orientée POSIX. Composants clés à considérer: Conception URI (scheme unique, chemin). Gestion de l'arborescence (BD, métadonnées, efficacité). Stockage binaire (emplacement, chiffrement, versions). Minimum pour démarrer (4 composants): Implémenter Path (représente fichier/répertoire). Étendre FileSystem (instance du système). Étendre FileSystemProvider (moteur, enregistré par scheme). Enregistrer FileSystemProvider via META-INF/services. Étapes suivantes: Couche BD (arborescence), opérations répertoire/fichier de base, stockage, tests. Processus long et exigeant, mais gratifiant.   Un article de brian goetz sur le futur du data oriented programming en Java https://openjdk.org/projects/amber/design-notes/beyond-records Le projet Amber de Java introduit les "carrier classes", une évolution des records qui permet plus de flexibilité tout en gardant les avantages du pattern matching et de la reconstruction Les records imposent des contraintes strictes (immutabilité, représentation exacte de l'état) qui limitent leur usage pour des classes avec état muable ou dérivé Les carrier classes permettent de déclarer une state description complète et canonique sans imposer que la représentation interne corresponde exactement à l'API publique Le modificateur "component" sur les champs permet au compilateur de dériver automatiquement les accesseurs pour les composants alignés avec la state description Les compact constructors sont généralisés aux carrier classes, générant automatiquement l'initialisation des component fields Les carrier classes supportent la déconstruction via pattern matching comme les records, rendant possible leur usage dans les instanceof et switch Les carrier interfaces permettent de définir une state description sur une interface, obligeant les implémentations à fournir les accesseurs correspondants L'extension entre carrier classes est possible, avec dérivation automatique des appels super() quand les composants parent sont subsumés par l'enfant Les records deviennent un cas particulier de carrier classes avec des contraintes supplémentaires (final, extends Record, component fields privés et finaux obligatoires) L'évolution compatible des records est améliorée en permettant l'ajout de composants en fin de liste et la déconstruction partielle par préfixe Comment éviter les pièges courants avec JPA et Kotlin - https://blog.jetbrains.com/idea/2026/01/how-to-avoid-common-pitfalls-with-jpa-and-kotlin/ JPA est une spécification Java pour la persistance objet-relationnel, mais son utilisation avec Kotlin présente des incompatibilités dues aux différences de conception des deux langages Les classes Kotlin sont finales par défaut, ce qui empêche la création de proxies par JPA pour le lazy loading et les opérations transactionnelles Le plugin kotlin-jpa génère automatiquement des constructeurs sans argument et rend les classes open, résolvant les problèmes de compatibilité Les data classes Kotlin ne sont pas adaptées aux entités JPA car elles génèrent equals/hashCode basés sur tous les champs, causant des problèmes avec les relations lazy L'utilisation de lateinit var pour les relations peut provoquer des exceptions si on accède aux propriétés avant leur initialisation par JPA Les types non-nullables Kotlin peuvent entrer en conflit avec le comportement de JPA qui initialise les entités avec des valeurs null temporaires Le backing field direct dans les getters/setters personnalisés peut contourner la logique de JPA et casser le lazy loading IntelliJ IDEA 2024.3 introduit des inspections pour détecter automatiquement ces problèmes et propose des quick-fixes L'IDE détecte les entités finales, les data classes inappropriées, les problèmes de constructeurs et l'usage incorrect de lateinit Ces nouvelles fonctionnalités aident les développeurs à éviter les bugs subtils liés à l'utilisation de JPA avec Kotlin Librairies Guide sur MapStruct @IterableMapping - https://www.baeldung.com/java-mapstruct-iterablemapping MapStruct est une bibliothèque Java pour générer automatiquement des mappers entre beans, l'annotation @IterableMapping permet de configurer finement le mapping de collections L'attribut dateFormat permet de formater automatiquement des dates lors du mapping de listes sans écrire de boucle manuelle L'attribut qualifiedByName permet de spécifier quelle méthode custom appliquer sur chaque élément de la collection à mapper Exemple d'usage : filtrer des données sensibles comme des mots de passe en mappant uniquement certains champs via une méthode dédiée L'attribut nullValueMappingStrategy permet de contrôler le comportement quand la collection source est null (retourner null ou une collection vide) L'annotation fonctionne pour tous types de collections Java (List, Set, etc.) et génère le code de boucle nécessaire Possibilité d'appliquer des formats numériques avec numberFormat pour convertir des nombres en chaînes avec un format spécifique MapStruct génère l'implémentation complète du mapper au moment de la compilation, éliminant le code boilerplate L'annotation peut être combinée avec @Named pour créer des méthodes de mapping réutilisables et nommées Le mapping des collections supporte les conversions de types complexes au-delà des simples conversions de types primitifs Accès aux fichiers Samba depuis Java avec JCIFS - https://www.baeldung.com/java-samba-jcifs JCIFS est une bibliothèque Java permettant d'accéder aux partages Samba/SMB sans monter de lecteur réseau, supportant le protocole SMB3 on pense aux galériens qui doivent se connecter aux systèmes dit legacy La configuration nécessite un contexte CIFS (CIFSContext) et des objets SmbFile pour représenter les ressources distantes L'authentification se fait via NtlmPasswordAuthenticator avec domaine, nom d'utilisateur et mot de passe La bibliothèque permet de lister les fichiers et dossiers avec listFiles() et vérifier leurs propriétés (taille, date de modification) Création de fichiers avec createNewFile() et de dossiers avec mkdir() ou mkdirs() pour créer toute une arborescence Suppression via delete() qui peut parcourir et supprimer récursivement des arborescences entières Copie de fichiers entre partages Samba avec copyTo(), mais impossibilité de copier depuis le système de fichiers local Pour copier depuis le système local, utilisation des streams SmbFileInputStream et SmbFileOutputStream Les opérations peuvent cibler différents serveurs Samba et différents partages (anonymes ou protégés par mot de passe) La bibliothèque s'intègre dans des blocs try-with-resources pour une gestion automatique des ressources Quarkus 3.31 - Support complet Java 25, nouveau packaging Maven et Panache Next - https://quarkus.io/blog/quarkus-3-31-released/ Support complet de Java 25 avec images runtime et native Nouveau packaging Maven de type quarkus avec lifecycle optimisé pour des builds plus rapides voici un article complet pour plus de detail https://quarkus.io/blog/building-large-applications/ Introduction de Panache Next, nouvelle génération avec meilleure expérience développeur et API unifiée ORM/Reactive Mise à jour vers Hibernate ORM 7.2, Reactive 3.2, Search 8.2 Support de Hibernate Spatial pour les données géospatiales Passage à Testcontainers 2 et JUnit 6 Annotations de sécurité supportées sur les repositories Jakarta Data Chiffrement des tokens OIDC pour les implémentations custom TokenStateManager Support OAuth 2.0 Pushed Authorization Requests dans l'extension OIDC Maven 3.9 maintenant requis minimum pour les projets Quarkus A2A Java SDK 1.0.0.Alpha1 - Alignement avec la spécification 1.0 du protocole Agent2Agent - https://quarkus.io/blog/a2a-java-sdk-1-0-0-alpha1/ Le SDK Java A2A implémente le protocole Agent2Agent qui permet la communication standardisée entre agents IA pour découvrir des capacités, déléguer des tâches et collaborer Passage à la version 1.0 de la spécification marque la transition d'expérimental à production-ready avec des changements cassants assumés Modernisation complète du module spec avec des Java records partout remplaçant le mix précédent de classes et records pour plus de cohérence Adoption de Protocol Buffers comme source de vérité avec des mappers MapStruct pour la conversion et Gson pour JSON-RPC Les builders utilisent maintenant des méthodes factory statiques au lieu de constructeurs publics suivant les best practices Java modernes Introduction de trois BOMs Maven pour simplifier la gestion des dépendances du SDK core, des extensions et des implémentations de référence Quarkus AgentCard évolue avec une liste supportedInterfaces remplaçant url et preferredTransport pour plus de flexibilité dans la déclaration des protocoles Support de la pagination ajouté pour ListTasks et les endpoints de configuration des notifications push avec des wrappers Result appropriés Interface A2AHttpClient pluggable permettant des implémentations HTTP personnalisées avec une implémentation Vert.x fournie Travail continu vers la conformité complète avec le TCK 1.0 en cours de développement parallèlement à la finalisation de la spécification Pourquoi Quarkus finit par "cliquer" : les 10 questions que se posent les développeurs Java - https://www.the-main-thread.com/p/quarkus-java-developers-top-questions-2025 un article qui revele et repond aux questions des gens qui ont utilisé Quarkus depuis 4-6 mois, les non noob questions Quarkus est un framework Java moderne optimisé pour le cloud qui propose des temps de démarrage ultra-rapides et une empreinte mémoire réduite Pourquoi Quarkus démarre si vite ? Le framework effectue le travail lourd au moment du build (scanning, indexation, génération de bytecode) plutôt qu'au runtime Quand utiliser le mode réactif plutôt qu'impératif ? Le réactif est pertinent pour les workloads avec haute concurrence et dominance I/O, l'impératif reste plus simple dans les autres cas Quelle est la différence entre Dev Services et Testcontainers ? Dev Services utilise Testcontainers en gérant automatiquement le cycle de vie, les ports et la configuration sans cérémonie Comment la DI de Quarkus diffère de Spring ? CDI est un standard basé sur la sécurité des types et la découverte au build-time, différent de l'approche framework de Spring Comment gérer la configuration entre environnements ? Quarkus permet de scaler depuis le développement local jusqu'à Kubernetes avec des profils, fichiers multiples et configuration externe Comment tester correctement les applications Quarkus ? @QuarkusTest démarre l'application une fois pour toute la suite de tests, changeant le modèle mental par rapport à Spring Boot Que fait vraiment Panache en coulisses ? Panache est du JPA avec des opinions fortes et des défauts propres, enveloppant Hibernate avec un style Active Record Doit-on utiliser les images natives et quand ? Les images natives brillent pour le serverless et l'edge grâce au démarrage rapide et la faible empreinte mémoire, mais tous les apps n'en bénéficient pas Comment Quarkus s'intègre avec Kubernetes ? Le framework génère automatiquement les ressources Kubernetes, gère les health checks et métriques comme s'il était nativement conçu pour cet écosystème Comment intégrer l'IA dans une application Quarkus ? LangChain4j permet d'ajouter embeddings, retrieval, guardrails et observabilité directement en Java sans passer par Python Infrastructure Les alternatives à MinIO https://rmoff.net/2026/01/14/alternatives-to-minio-for-single-node-local-s3/ MinIO a abandonné le support single-node fin 2025 pour des raisons commerciales, cassant de nombreuses démos et pipelines CI/CD qui l'utilisaient pour émuler S3 localement L'auteur cherche un remplacement simple avec image Docker, compatibilité S3, licence open source, déploiement mono-nœud facile et communauté active S3Proxy est très léger et facile à configurer, semble être l'option la plus simple mais repose sur un seul contributeur RustFS est facile à utiliser et inclut une GUI, mais c'est un projet très récent en version alpha avec une faille de sécurité majeure récente SeaweedFS existe depuis 2012 avec support S3 depuis 2018, relativement facile à configurer et dispose d'une interface web basique Zenko CloudServer remplace facilement MinIO mais la documentation et le branding (cloudserver/zenko/scality) peuvent prêter à confusion Garage nécessite une configuration complexe avec fichier TOML et conteneur d'initialisation séparé, pas un simple remplacement drop-in Apache Ozone requiert au minimum quatre nœuds pour fonctionner, beaucoup trop lourd pour un usage local simple L'auteur recommande SeaweedFS et S3Proxy comme remplaçants viables, RustFS en maybe, et élimine Garage et Ozone pour leur complexité Garage a une histoire tres associative, il vient du collectif https://deuxfleurs.fr/ qui offre un cloud distribué sans datacenter C'est certainement pas une bonne idée, les datacenters dans l'espace https://taranis.ie/datacenters-in-space-are-a-terrible-horrible-no-good-idea/ Avis d'expert (ex-NASA/Google, Dr en électronique spatiale) : Centres de données spatiaux, une "terrible" idée. Incompatibilité fondamentale : L'électronique (surtout IA/GPU) est inadaptée à l'environnement spatial. Énergie : Accès limité. Le solaire (type ISS) est insuffisant pour l'échelle de l'IA. Le nucléaire (RTG) est trop faible. Refroidissement : L'espace n'est pas "froid" ; absence de convection. Nécessite des radiateurs gigantesques (ex: 531m² pour 200kW). Radiations : Provoque erreurs (SEU, SEL) et dommages. Les GPU sont très vulnérables. Blindage lourd et inefficace. Les puces "durcies" sont très lentes. Communications : Bande passante très limitée (1Gbps radio vs 100Gbps terrestre). Le laser est tributaire des conditions atmosphériques. Conclusion : Projet extrêmement difficile, coûteux et aux performances médiocres. Data et Intelligence Artificielle Guillaume a développé un serveur MCP pour arXiv (le site de publication de papiers de recherche) en Java avec le framework Quarkus https://glaforge.dev/posts/2026/01/18/implementing-an-arxiv-mcp-server-with-quarkus-in-java/ Implémentation d'un serveur MCP (Model Context Protocol) arXiv en Java avec Quarkus. Objectif : Accéder aux publications arXiv et illustrer les fonctionnalités moins connues du protocole MCP. Mise en œuvre : Utilisation du framework Quarkus (Java) et son support MCP étendu. Assistance par Antigravity (IDE agentique) pour le développement et l'intégration de l'API arXiv. Interaction avec l'API arXiv : requêtes HTTP, format XML Atom pour les résultats, parser XML Jackson. Fonctionnalités MCP exposées : Outils (@Tool) : Recherche de publications (search_papers). Ressources (@Resource, @ResourceTemplate) : Taxonomie des catégories arXiv, métadonnées des articles (via un template d'URI). Prompts (@Prompt) : Exemples pour résumer des articles ou construire des requêtes de recherche. Configuration : Le serveur peut fonctionner en STDIO (local) ou via HTTP Streamable (local ou distant), avec une configuration simple dans des clients comme Gemini CLI. Conclusion : Quarkus simplifie la création de serveurs MCP riches en fonctionnalités, rendant les données et services "prêts pour l'IA" avec l'aide d'outils d'IA comme Antigravity. Anthropic ne mettra pas de pub dans Claude https://www.anthropic.com/news/claude-is-a-space-to-think c'est en reaction au plan non public d'OpenAi de mettre de la pub pour pousser les gens au mode payant OpenAI a besoin de cash et est probablement le plus utilisé pour gratuit au monde Anthropic annonce que Claude restera sans publicité pour préserver son rôle d'assistant conversationnel dédié au travail et à la réflexion approfondie. Les conversations avec Claude sont souvent sensibles, personnelles ou impliquent des tâches complexes d'ingénierie logicielle où les publicités seraient inappropriées. L'analyse des conversations montre qu'une part significative aborde des sujets délicats similaires à ceux évoqués avec un conseiller de confiance. Un modèle publicitaire créerait des incitations contradictoires avec le principe fondamental d'être "genuinely helpful" inscrit dans la Constitution de Claude. Les publicités introduiraient un conflit d'intérêt potentiel où les recommandations pourraient être influencées par des motivations commerciales plutôt que par l'intérêt de l'utilisateur. Le modèle économique d'Anthropic repose sur les contrats entreprise et les abonnements payants, permettant de réinvestir dans l'amélioration de Claude. Anthropic maintient l'accès gratuit avec des modèles de pointe et propose des tarifs réduits pour les ONG et l'éducation dans plus de 60 pays. Le commerce "agentique" sera supporté mais uniquement à l'initiative de l'utilisateur, jamais des annonceurs, pour préserver la confiance. Les intégrations tierces comme Figma, Asana ou Canva continueront d'être développées en gardant l'utilisateur aux commandes. Anthropic compare Claude à un cahier ou un tableau blanc : des espaces de pensée purs, sans publicité. Infinispan 16.1 est sorti https://infinispan.org/blog/2026/02/04/infinispan-16-1 déjà le nom de la release mérite une mention Le memory bounded par cache et par ensemble de cache s est pas facile à faire en Java Une nouvelle api OpenAPI AOT caché dans les images container Un serveur MCP local juste avec un fichier Java ? C'est possible avec LangChain4j et JBang https://glaforge.dev/posts/2026/02/11/zero-boilerplate-java-stdio-mcp-servers-with-langchain4j-and-jbang/ Création rapide de serveurs MCP Java sans boilerplate. MCP (Model Context Protocol): standard pour connecter les LLM à des outils et données. Le tutoriel répond au manque d'options simples pour les développeurs Java, face à une prédominance de Python/TypeScript dans l'écosystème MCP. La solution utilise: LangChain4j: qui intègre un nouveau module serveur MCP pour le protocole STDIO. JBang: permet d'exécuter des fichiers Java comme des scripts, éliminant les fichiers de build (pom.xml, Gradle). Implémentation: se fait via un seul fichier .java. JBang gère automatiquement les dépendances (//DEPS). L'annotation @Tool de LangChain4j expose les méthodes Java aux LLM. StdioMcpServerTransport gère la communication JSON-RPC via l'entrée/sortie standard (STDIO). Point crucial: Les logs doivent impérativement être redirigés vers System.err pour éviter de corrompre System.out, qui est réservé à la communication MCP (messages JSON-RPC). Facilite l'intégration locale avec des outils comme Gemini CLI, Claude Code, etc. Reciprocal Rank Fusion : un algorithme utile et souvent utilisé pour faire de la recherche hybride, pour mélanger du RAG et des recherches par mots-clé https://glaforge.dev/posts/2026/02/10/advanced-rag-understanding-reciprocal-rank-fusion-in-hybrid-search/ RAG : Qualité LLM dépend de la récupération. Recherche Hybride : Combiner vectoriel et mots-clés (BM25) est optimal. Défi : Fusionner des scores d'échelles différentes. Solution : Reciprocal Rank Fusion (RRF). RRF : Algorithme robuste qui fusionne des listes de résultats en se basant uniquement sur le rang des documents, ignorant les scores. Avantages RRF : Pas de normalisation de scores, scalable, excellente première étape de réorganisation. Architecture RAG fréquente : RRF (large sélection) + Cross-Encoder / modèle de reranking (précision fine). RAG-Fusion : Utilise un LLM pour générer plusieurs variantes de requête, puis RRF agrège tous les résultats pour renforcer le consensus et réduire les hallucinations. Implémentation : LangChain4j utilise RRF par défaut pour agréger les résultats de plusieurs retrievers. Les dernières fonctionnalités de Gemini et Nano Banana supportées dans LangChain4j https://glaforge.dev/posts/2026/02/06/latest-gemini-and-nano-banana-enhancements-in-langchain4j/ Nouveaux modèles d'images Nano Banana (Gemini 2.5/3.0) pour génération et édition (jusqu'à 4K). "Grounding" via Google Search (pour images et texte) et Google Maps (localisation, Gemini 2.5). Outil de contexte URL (Gemini 3.0) pour lecture directe de pages web. Agents multimodaux (AiServices) capables de générer des images. Configuration de la réflexion (profondeur Chain-of-Thought) pour Gemini 3.0. Métadonnées enrichies : usage des tokens et détails des sources de "grounding". Comment configurer Gemini CLI comment agent de code dans IntelliJ grâce au protocole ACP https://glaforge.dev/posts/2026/02/01/how-to-integrate-gemini-cli-with-intellij-idea-using-acp/ But : Intégrer Gemini CLI à IntelliJ IDEA via l'Agent Client Protocol (ACP). Prérequis : IntelliJ IDEA 2025.3+, Node.js (v20+), Gemini CLI. Étapes : Installer Gemini CLI (npm install -g @google/gemini-cli). Localiser l'exécutable gemini. Configurer ~/.jetbrains/acp.json (chemin exécutable, --experimental-acp, use_idea_mcp: true). Redémarrer IDEA, sélectionner "Gemini CLI" dans l'Assistant IA. Usage : Gemini interagit avec le code et exécute des commandes (contexte projet). Important : S'assurer du flag --experimental-acp dans la configuration. Outillage PipeNet, une alternative (open source aussi) à LocalTunnel, mais un plus évoluée https://pipenet.dev/ pipenet: Alternative open-source et moderne à localtunnel (client + serveur). Usages: Développement local (partage, webhooks), intégration SDK, auto-hébergement sécurisé. Fonctionnalités: Client (expose ports locaux, sous-domaines), Serveur (déploiement, domaines personnalisés, optimisé cloud mono-port). Avantages vs localtunnel: Déploiement cloud sur un seul port, support multi-domaines, TypeScript/ESM, maintenance active. Protocoles: HTTP/S, WebSocket, SSE, HTTP Streaming. Intégration: CLI ou SDK JavaScript. JSON-IO — une librairie comme Jackson ou GSON, supportant JSON5, TOON, et qui pourrait être utile pour l'utilisation du "structured output" des LLMs quand ils ne produisent pas du JSON parfait https://github.com/jdereg/json-io json-io : Librairie Java pour la sérialisation et désérialisation JSON/TOON. Gère les graphes d'objets complexes, les références cycliques et les types polymorphes. Support complet JSON5 (lecture et écriture), y compris des fonctionnalités non prises en charge par Jackson/Gson. Format TOON : Notation orientée token, optimisée pour les LLM, réduisant l'utilisation de tokens de 40 à 50% par rapport au JSON. Légère : Aucune dépendance externe (sauf java-util), taille de JAR réduite (~330K). Compatible JDK 1.8 à 24, ainsi qu'avec les environnements JPMS et OSGi. Deux modes de conversion : vers des objets Java typés (toJava()) ou vers des Map (toMaps()). Options de configuration étendues via ReadOptionsBuilder et WriteOptionsBuilder. Optimisée pour les déploiements cloud natifs et les architectures de microservices. Utiliser mailpit et testcontainer pour tester vos envois d'emails https://foojay.io/today/testing-emails-with-testcontainers-and-mailpit/ l'article montre via SpringBoot et sans. Et voici l'extension Quarkus https://quarkus.io/extensions/io.quarkiverse.mailpit/quarkus-mailpit/?tab=docs Tester l'envoi d'emails en développement est complexe car on ne peut pas utiliser de vrais serveurs SMTP Mailpit est un serveur SMTP de test qui capture les emails et propose une interface web pour les consulter Testcontainers permet de démarrer Mailpit dans un conteneur Docker pour les tests d'intégration L'article montre comment configurer une application SpringBoot pour envoyer des emails via JavaMail Un module Testcontainers dédié à Mailpit facilite son intégration dans les tests Le conteneur Mailpit expose un port SMTP (1025) et une API HTTP (8025) pour vérifier les emails reçus Les tests peuvent interroger l'API HTTP de Mailpit pour valider le contenu des emails envoyés Cette approche évite d'utiliser des mocks et teste réellement l'envoi d'emails Mailpit peut aussi servir en développement local pour visualiser les emails sans les envoyer réellement La solution fonctionne avec n'importe quel framework Java supportant JavaMail Architecture Comment scaler un système de 0 à 10 millions d'utilisateurs https://blog.algomaster.io/p/scaling-a-system-from-0-to-10-million-users Philosophie : Scalabilité incrémentale, résoudre les goulots d'étranglement sans sur-ingénierie. 0-100 utilisateurs : Serveur unique (app, DB, jobs). 100-1K : Séparer app et DB (services gérés, pooling). 1K-10K : Équilibreur de charge, multi-serveurs d'app (stateless via sessions partagées). 10K-100K : Caching, réplicas de lecture DB, CDN (réduire charge DB). 100K-500K : Auto-scaling, applications stateless (authentification JWT). 500K-10M : Sharding DB, microservices, files de messages (traitement asynchrone). 10M+ : Déploiement multi-régions, CQRS, persistance polyglotte, infra personnalisée. Principes clés : Simplicité, mesure, stateless essentiel, cache/asynchrone, sharding prudent, compromis (CAP), coût de la complexité. Patterns d'Architecture 2026 - Du Hype à la Réalité du Terrain (Part 1/2) - https://blog.ippon.fr/2026/01/30/patterns-darchitecture-2026-part-1/ L'article présente quatre patterns d'architecture logicielle pour répondre aux enjeux de scalabilité, résilience et agilité business dans les systèmes modernes Il présentent leurs raisons et leurs pièges Un bon rappel L'Event-Driven Architecture permet une communication asynchrone entre systèmes via des événements publiés et consommés, évitant le couplage direct Les bénéfices de l'EDA incluent la scalabilité indépendante des composants, la résilience face aux pannes et l'ajout facile de nouveaux cas d'usage Le pattern API-First associé à un API Gateway centralise la sécurité, le routage et l'observabilité des APIs avec un catalogue unifié Le Backend for Frontend crée des APIs spécifiques par canal (mobile, web, partenaires) pour optimiser l'expérience utilisateur CQRS sépare les modèles de lecture et d'écriture avec des bases optimisées distinctes, tandis que l'Event Sourcing stocke tous les événements plutôt que l'état actuel Le Saga Pattern gère les transactions distribuées via orchestration centralisée ou chorégraphie événementielle pour coordonner plusieurs microservices Les pièges courants incluent l'explosion d'événements granulaires, la complexité du debugging distribué, et la mauvaise gestion de la cohérence finale Les technologies phares sont Kafka pour l'event streaming, Kong pour l'API Gateway, EventStoreDB pour l'Event Sourcing et Temporal pour les Sagas Ces patterns nécessitent une maturité technique et ne sont pas adaptés aux applications CRUD simples ou aux équipes junior Patterns d'architecture 2026 : du hype à la réalité terrain part. 2 - https://blog.ippon.fr/2026/02/04/patterns-darchitecture-2026-part-2/ Deuxième partie d'un guide pratique sur les patterns d'architecture logicielle et système éprouvés pour moderniser et structurer les applications en 2026 Strangler Fig permet de migrer progressivement un système legacy en l'enveloppant petit à petit plutôt que de tout réécrire d'un coup (70% d'échec pour les big bang) Anti-Corruption Layer protège votre nouveau domaine métier des modèles externes et legacy en créant une couche de traduction entre les systèmes Service Mesh gère automatiquement la communication inter-services dans les architectures microservices (sécurité mTLS, observabilité, résilience) Architecture Hexagonale sépare le coeur métier des détails techniques via des ports et adaptateurs pour améliorer la testabilité et l'évolutivité Chaque pattern est illustré par un cas client concret avec résultats mesurables et liste des pièges à éviter lors de l'implémentation Les technologies 2026 mentionnées incluent Istio, Linkerd pour service mesh, LaunchDarkly pour feature flags, NGINX et Kong pour API gateway Tableau comparatif final aide à choisir le bon pattern selon la complexité, le scope et le use case spécifique du projet L'article insiste sur une approche pragmatique : ne pas utiliser un pattern juste parce qu'il est moderne mais parce qu'il résout un problème réel Pour les systèmes simples type CRUD ou avec peu de services, ces patterns peuvent introduire une complexité inutile qu'il faut savoir éviter Méthodologies Le rêve récurrent de remplacer voire supprimer les développeurs https://www.caimito.net/en/blog/2025/12/07/the-recurring-dream-of-replacing-developers.html Depuis 1969, chaque décennie voit une tentative de réduire le besoin de développeurs (de COBOL, UML, visual builders… à IA). Motivation : frustration des dirigeants face aux délais et coûts de développement. La complexité logicielle est intrinsèque et intellectuelle, non pas une question d'outils. Chaque vague technologique apporte de la valeur mais ne supprime pas l'expertise humaine. L'IA assiste les développeurs, améliore l'efficacité, mais ne remplace ni le jugement ni la gestion de la complexité. La demande de logiciels excède l'offre car la contrainte majeure est la réflexion nécessaire pour gérer cette complexité. Pour les dirigeants : les outils rendent-ils nos développeurs plus efficaces sur les problèmes complexes et réduisent-ils les tâches répétitives ? Le "rêve" de remplacer les développeurs, irréalisable, est un moteur d'innovation créant des outils précieux. Comment creuser des sujets à l'ère de l'IA générative. Quid du partage et la curation de ces recherches ? https://glaforge.dev/posts/2026/02/04/researching-topics-in-the-age-of-ai-rock-solid-webhooks-case-study/ Recherche initiale de l'auteur sur les webhooks en 2019, processus long et manuel. L'IA (Deep Research, Gemini, NotebookLM) facilite désormais la recherche approfondie, l'exploration de sujets et le partage des résultats. L'IA a identifié et validé des pratiques clés pour des déploiements de webhooks résilients, en grande partie les mêmes que celles trouvées précédemment par l'auteur. Génération d'artefacts par l'IA : rapport détaillé, résumé concis, illustration sketchnote, et même une présentation (slide deck). Guillaume s'interroge sur le partage public de ces rapports de recherche générés par l'IA, tout en souhaitant éviter le "AI Slop". Loi, société et organisation Le logiciel menacé par le vibe coding https://www.techbuzz.ai/articles/we-built-a-monday-com-clone-in-under-an-hour-with-ai Deux journalistes de CNBC sans expérience de code ont créé un clone fonctionnel de Monday.com en moins de 60 minutes pour 5 à 15 dollars. L'expérience valide les craintes des investisseurs qui ont provoqué une baisse de 30% des actions des entreprises SaaS. L'IA a non seulement reproduit les fonctionnalités de base mais a aussi recherché Monday.com de manière autonome pour identifier et recréer ses fonctionnalités clés. Cette technique appelée "vibe-coding" permet aux non-développeurs de construire des applications via des instructions en anglais courant. Les entreprises les plus vulnérables sont celles offrant des outils "qui se posent sur le travail" comme Atlassian, Adobe, HubSpot, Zendesk et Smartsheet. Les entreprises de cybersécurité comme CrowdStrike et Palo Alto sont considérées plus protégées grâce aux effets de réseau et aux barrières réglementaires. Les systèmes d'enregistrement comme Salesforce restent plus difficiles à répliquer en raison de leur profondeur d'intégration et de données d'entreprise. Le coût de 5 à 15 dollars par construction permet aux entreprises de prototyper plusieurs solutions personnalisées pour moins cher qu'une seule licence Monday.com. L'expérience soulève des questions sur la pérennité du marché de 5 milliards de dollars des outils de gestion de projet face à l'IA générative. Conférences En complément de l'agenda des conférences de Aurélie Vache, il y a également le site https://javaconferences.org/ (fait par Brian Vermeer) avec toutes les conférences Java à venir ! La liste des conférences provenant de Developers Conferences Agenda/List par Aurélie Vache et contributeurs : 12-13 février 2026 : Touraine Tech #26 - Tours (France) 12-13 février 2026 : World Artificial Intelligence Cannes Festival - Cannes (France) 19 février 2026 : ObservabilityCON on the Road - Paris (France) 6 mars 2026 : WordCamp Nice 2026 - Nice (France) 18 mars 2026 : Jupyter Workshops: AI in Jupyter: Building Extensible AI Capabilities for Interactive Computing - Saint-Maur-des-Fossés (France) 18-19 mars 2026 : Agile Niort 2026 - Niort (France) 20 mars 2026 : Atlantique Day 2026 - Nantes (France) 26 mars 2026 : Data Days Lille - Lille (France) 26-27 mars 2026 : SymfonyLive Paris 2026 - Paris (France) 26-27 mars 2026 : REACT PARIS - Paris (France) 27-29 mars 2026 : Shift - Nantes (France) 31 mars 2026 : ParisTestConf - Paris (France) 31 mars 2026-1 avril 2026 : FlowCon France 2026 - Paris (France) 1 avril 2026 : AWS Summit Paris - Paris (France) 2 avril 2026 : Pragma Cannes 2026 - Cannes (France) 2-3 avril 2026 : Xen Spring Meetup 2026 - Grenoble (France) 7 avril 2026 : PyTorch Conference Europe - Paris (France) 9-10 avril 2026 : Android Makers by droidcon 2026 - Paris (France) 9-11 avril 2026 : Drupalcamp Grenoble 2026 - Grenoble (France) 16-17 avril 2026 : MiXiT 2026 - Lyon (France) 17-18 avril 2026 : Faiseuses du Web 5 - Dinan (France) 22-24 avril 2026 : Devoxx France 2026 - Paris (France) 23-25 avril 2026 : Devoxx Greece - Athens (Greece) 6-7 mai 2026 : Devoxx UK 2026 - London (UK) 12 mai 2026 : Lead Innovation Day - Leadership Edition - Paris (France) 19 mai 2026 : La Product Conf Paris 2026 - Paris (France) 21-22 mai 2026 : Flupa UX Days 2026 - Paris (France) 22 mai 2026 : AFUP Day 2026 Lille - Lille (France) 22 mai 2026 : AFUP Day 2026 Paris - Paris (France) 22 mai 2026 : AFUP Day 2026 Bordeaux - Bordeaux (France) 22 mai 2026 : AFUP Day 2026 Lyon - Lyon (France) 28 mai 2026 : DevCon 27 : I.A. & Vibe Coding - Paris (France) 28 mai 2026 : Cloud Toulouse 2026 - Toulouse (France) 29 mai 2026 : NG Baguette Conf 2026 - Paris (France) 29 mai 2026 : Agile Tour Strasbourg 2026 - Strasbourg (France) 2-3 juin 2026 : Agile Tour Rennes 2026 - Rennes (France) 2-3 juin 2026 : OW2Con - Paris-Châtillon (France) 3 juin 2026 : IA–NA - La Rochelle (France) 5 juin 2026 : TechReady - Nantes (France) 5 juin 2026 : Fork it! - Rouen - Rouen (France) 6 juin 2026 : Polycloud - Montpellier (France) 9 juin 2026 : JFTL - Montrouge (France) 9 juin 2026 : C: - Caen (France) 11-12 juin 2026 : DevQuest Niort - Niort (France) 11-12 juin 2026 : DevLille 2026 - Lille (France) 12 juin 2026 : Tech F'Est 2026 - Nancy (France) 16 juin 2026 : Mobilis In Mobile 2026 - Nantes (France) 17-19 juin 2026 : Devoxx Poland - Krakow (Poland) 17-20 juin 2026 : VivaTech - Paris (France) 18 juin 2026 : Tech'Work - Lyon (France) 22-26 juin 2026 : Galaxy Community Conference - Clermont-Ferrand (France) 24-25 juin 2026 : Agi'Lille 2026 - Lille (France) 24-26 juin 2026 : BreizhCamp 2026 - Rennes (France) 2 juillet 2026 : Azur Tech Summer 2026 - Valbonne (France) 2-3 juillet 2026 : Sunny Tech - Montpellier (France) 3 juillet 2026 : Agile Lyon 2026 - Lyon (France) 6-8 juillet 2026 : Riviera Dev - Sophia Antipolis (France) 2 août 2026 : 4th Tech Summit on Artificial Intelligence & Robotics - Paris (France) 20-22 août 2026 : 4th Tech Summit on AI & Robotics - Paris (France) & Online 4 septembre 2026 : JUG Summer Camp 2026 - La Rochelle (France) 17-18 septembre 2026 : API Platform Conference 2026 - Lille (France) 24 septembre 2026 : PlatformCon Live Day Paris 2026 - Paris (France) 1 octobre 2026 : WAX 2026 - Marseille (France) 1-2 octobre 2026 : Volcamp - Clermont-Ferrand (France) 5-9 octobre 2026 : Devoxx Belgium - Antwerp (Belgium) Nous contacter Pour réagir à cet épisode, venez discuter sur le groupe Google https://groups.google.com/group/lescastcodeurs Contactez-nous via X/twitter https://twitter.com/lescastcodeurs ou Bluesky https://bsky.app/profile/lescastcodeurs.com Faire un crowdcast ou une crowdquestion Soutenez Les Cast Codeurs sur Patreon https://www.patreon.com/LesCastCodeurs Tous les épisodes et toutes les infos sur https://lescastcodeurs.com/

Benvenuti ad una nuova puntata di Garagisti Tech: il format indipendente dove commentiamo news economiche, tech, AI e startup.Qui nel Garage ci sporchiamo le mani: ogni puntata tanti bulloni utili da avvitare agli ingranaggi della tua azienda o organizzazione.Garagisti Tech d'eccezione di questa puntata:

Jason Hull, the founder and CEO of Door Grow, and Sarah Hull, the COO, discuss the professional lessons learned from the departure of a long-term team member. They describe the experience as bittersweet, acknowledging the torn feeling between being happy for a departing employee who has a great new opportunity and not wanting to lose a valuable team member. You'll Learn (00:00) Bittersweet Departure: Empathy in Leadership  (01:03) Maddie's Journey and Role Development at Door Grow  (06:33) Security Through Documented Processes   (11:08) Confidence in the Door Grow Hiring System  (12:44) The "Super System" and Scalability  (15:56) The Value of Structure and Culture Quotables "I think that's the first thing about being a leader is not only wanting what's best for you and the business, but truly wanting what's best for your team." "Having processes documented has always given me a sense of security." "The slowest path to growth is to do it alone. So let's grow together." Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Jason Hull (00:02) Hello everybody, I'm Jason Hall. This is Sarah Hall, the founder and CEO and the COO of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we have brought innovative strategies and optimization to the property management industry. At DoorGrow, we have spoken to thousands of property management business owners, coached, consulted, and cleaned up hundreds of businesses, helping them add doors, improve pricing, increase profits, simplify operations, and we run the leading property management mastermind in the industry with more video testimonials and reviews than any other coach or consultant in the industry. So let's get into the show. All right. So we got some news this past what week from my daughter. I need to get rid of that. OK. We got some news this past week from my daughter, Maddie, that she is leaving. DoorGrow, she got another job offer. And so my oldest daughter has been working for DoorGrow for five years now. Which is wild. And so I remember she called me up from college and she couldn't find a job there. And she later told me the last thing she wanted was to ask me for a job or to work for me at the time. I guess she was just humbled enough that she had to come to me and ask for a job because she's like nobody was hiring around her campus because it was just a college town. Everybody had taken all the jobs and so she asked if she could do some work for me and ⁓ she started doing some graphic design stuff and she was working on her marketing degree and ⁓ she ended up working for us and she's handled all sorts of things. My social media, DoorGrowth social media. graphic design stuff, video editing, podcast editing, ⁓ lots of stuff. Client support. And then we moved her into client success. And so then she was managing client success on our team, helping to retain clients and make sure they're supported. that's, yeah, so she's had quite the journey of growth here at DoorGrow. And she was really nervous to tell us that she was leaving. She was like very concerned about this. And I told her, it's okay, I just want you to be happy. So excited to see her move on to the next thing that she's gonna do. This is like her first job outside of DoorGrow, as far as I know. And so I'm excited for her. ⁓ So we were just thinking like, what are some lessons that we are getting from this experience? And ⁓ yeah, so we thought we'd talk about a few of those things. The first thing is that moment where you go, I'm losing a team member. And you're kind of torn and you're stuck in between, I'm so happy for them and I want this great opportunity for them and I want what's best for them. And also, man, I didn't want to lose them. That happens a lot. And I would say to anyone out there that has experienced something like that, we had a client. Jay Shaw that had an amazing person in his business and this person got their dream job opportunity and came to him and said, hey, I don't know what to do with this. And he did exactly what we said. You have to take it. If you want to take it, want you to take it. I want you to do what you think you need to do and what's going to make you happy and what's going to give you opportunity to learn and grow and challenge yourself and experience different things. Right. So I think that's the first thing about being a leader is not only wanting what's best for you and the business, but truly wanting what's best for your team. Yeah. So that's what, you know, she's my daughter. So of course I want whatever's best for her. Um, one of the things that I realized, one of the things that I've always been particularly good at is identifying personalities. One of the things we wanted to recommend to all of you is that it's really important to understand your team members and their personality. Meaning, like getting to really know what their natural inclination is towards, not what they're skilled at, not what they're already trained at, but where would they naturally gravitate towards if they had had other opportunities. so Maddie's personality type, she's extroverted. naturally. I saw this in her growing up. ⁓ She's very much a feeler. She's ⁓ organized and ⁓ so yeah, so was very clear. Ladybug okay good. I think I on your foot So totally live. All right. So, ⁓ yeah. So what was I talking about? You were talking about ladybug finding, finding the right personality. ⁓ right. Okay. So Maddie and Myers-Briggs would be probably an ENFJ, right? ⁓ they're great at community. They're great at connecting with others. And she was going to school and eventually graduated while working at Door Girl. for like graphic design, marketing related stuff, advertising, and she thought, I'm gonna be a graphic designer. Well, I was like, Maddie, are, like, this is, you're naturally great with people. I'm thinking you should move into client success. We had a team member leave. She started taking over client success and doing the social media and graphic design stuff and things like that and podcast editing. And then, We knew we were gonna scale and so we said, and she knew and she said, well, if I have to pick one role or the other, I think I'll pick client success. And so it's awesome to be able to have that as a father, I think it's super important to understand your kids and to not try to push them into being what you are if you're an entrepreneur, not trying to push them into a certain job or career path in school, but to. move them towards what their natural personality would be inclined to succeed and win at that they would love to do. And so that's what I've done as much as I can with all of my kids. so Maddie, I thought, let's move her into client success for sure. And when we put her into that, eventually she chose that. She really recognized that she had a skill at that and she was really, really great at it. And that allowed her to grow and develop new skills besides just graphic design. ⁓ But yeah, she's learned a lot of different skills at DoorGro. She didn't know how to do video editing. She was very much into graphics and then she started editing our videos for us and figuring it out. And so over the years, she's just developed a whole bunch of skills. She's invaluable, super smart, learns lots of stuff. The other, I think, important lesson that is important, you talked about team members, when they leave and how you freak out. Well, we're not really freaking out. And why? Why are we not freaking out? we're sad to see her go. Sad, happy, bittersweet. A little bit of bittersweet feeling there. we're prepared for any and all of our team members at all times just in case anything happens. And that's one of the things is if they do decide to, for whatever reason, exit their role at your company. we have all of our processes already documented for each of our team members. So now that she's stepping out of that role, it's not like we're back here scrambling going, we have to hurry up and figure out how she's doing things and have her write it down and have her train somebody else and get everything out of her head. All of that already exists, which means that when we hire someone to step into that role, it will be infinitely easier for them because everything that Maddie is doing is already documented. What she does and the steps and the systems and the tools that she uses and how she's doing each thing, it's documented in our system. So that in case a team member or sometimes you have several leave at a time, didn't you have a guy that won the lottery and his whole team left? Somebody called me once. So they lost their whole team because they had an office betting pool with the lottery and they won and everybody quit their jobs. So now you have no team. Yeah. So yeah, very suddenly not likely to happen too often, but no, it is nice. as a, as an entrepreneur, as a founder, as a CEO, having processes documented, which we've had for years and years at door grow.   has always given me a sense of security. There's always a sense of anxiety if you don't have those documented that somebody could leave or somebody could be out or get pregnant or be injured or whatever. And move away. Yeah. Take care of a sick family member. Right. Things happen. Life happens. Humans are humans. And so the challenge is if you don't have these things documented and you want them fresh, you want them being used, you want them documented by the people that are actually using them. so Maddie's leaving, so she went and reviewed the processes. Most everything is documented. There were some, she was like, I think we're missing this thing that I've recently started doing, or this little thing needs to be updated a bit. And so she's making some final tweaks to update the processes. But it's every team member's job to keep updated and maintain their processes. So this is why it's very important to have a process system. that is intuitive and easy enough for everybody on the team to use it. And this is why we use what used to be called DoorGrow Flow. We use Flusos and ⁓ F-L-U-S-S-O-S. And it's kind of that in between, it's like flowchart software. It's visual, it's super intuitive and easy. Our team can drag and drop things and build out the process and then they can actually use that process and run it and like work through the workflow. And so it's kind of like a mashup between Lucidchart, Revisio, and Process Street, or Asana, or any sort of checklist system. And checklist systems are not enough. They're just not sufficient enough. They're not clear enough. And ⁓ they're too linear. And there's issues with those. And so we found that this is a superior upgrade from what we used before, which was like Process Street. So having that system that Sarah, who doesn't like tech very much, will go in there and loves using it and updating processes. Maddie can go in and update her own. Giselle and her team can go and tweak or change her process. anybody on the team, and I actually don't even log into it. I don't have to use it, which is the first process system. And we've had several that we've ever used where I don't have to live in it. I don't have to work in it. We've set it up so that if anything needs to be assigned to me, it goes to a role called Jason's assistant. And then the assistant comes to me and says, hey Jason, we need you to do this thing. And so I was able to get myself out from not just having to manage and control and make every process and get really nerdy and build logic and things to hide and show and to the point where I didn't even understand it a year later and then would have to, if it broke, I had to get into it and fix it or weird connections to Zapier and stuff like this. Yeah, it just makes it so much more intuitive.   drag and drop and that's been a game changer. So that's something else we realized through this process. It's like we're not really freaking out or concerned. You know, just a little sad Matty. So, all right. So ⁓ anything else? Well, speaking of things that are game changers, let's hear from our sponsor. ⁓ yeah. So today's sponsor is cover pest.   Cover Pest is the easy and seamless way to add on-demand pest control to your resident benefits package. Residents love the simplicity of submitting a service request and how affordable it is compared to traditional pest control options. Investors love knowing that their property is kept pest free. And property managers love getting their time back and making more revenue per door. Simply put, Cover Pest is the easiest way to handle pest control issues at all your properties.   To learn more and to get special DoorGro pricing, visit coverpest.com slash door grow. All right. So that's our sponsor. right. So other lessons or things that we're realizing. ⁓ One, another reason we don't have a bunch of anxiety is that if we ever need to replace a team member, we have an amazing hiring system. This is one of our proprietary pieces of IP that's been a game changer for ourselves.   and has allowed us to be able to take care of all of our clients and help them replace entire teams if necessary, help them get that key team member they need that's going to be the game changer to get them to the next level. And that's DoorGrow Hiring and our DoorGrow applicant tracking system. And so this has been a significant tool that we've used for lots of clients and for ourselves to build out our team. And so we confidently know, like we've got a system that's going to get us somebody that is a   good culture fit for us that shares our values, which means they won't steal from you. It means there'll be a personality fit for the role because we understand and have engineered the job descriptions for ourselves and for all of our clients so that it attracts or creates interest in the person that is the right personality fit for that particular role. And then skill fit. We have assessments and tools to figure out are they going to be able to   develop the skill or do they already have the skill so that we can make sure that we're getting the ultimate hire because one bad hire is easily a 10 grand minimum mistake and probably three months of your time wasted. So being shot in the foot trying to train them and then they leave or you have to fire them, right? So we're really good at BDMs, which is a big need of our clients. We're really good at operators, which is a big need for our clients.   so they can get out of the day-to-day operational control of the business and make sure the business is moving forward and build out what we call our super system, people planning a process. So these are some key things that make it not so big of a deal if we lose a team member. We're confident we can get them replaced pretty quickly. We can get them up to speed quickly because of our process and we're going to make a good hire. So, and we're able to get that system built out into our clients' businesses as well, which is   A game changer, if you listen to us and you start adding a whole bunch of doors, then that can cause a lot of constraints and issues in your business to come to the forefront. And if you have our super system hiring the process, planning all built in, planning is DoorGrow OS. If you have all these things built in, then your business becomes infinitely scalable and you're not going to get stuck. You can just continually keep growing and adding doors. So cool. ⁓   Any other lessons or things about Maddie? We could, I would say so many good things about Maddie. So I think one of the things too that it just kind of shows when you put the right person in the right role, the results that you get because clients always tell us, Maddie is so great. Maddie is so great. Wow, Maddie is so great at what she does. Wow, I just love Maddie. Yeah. So.   that tells us, we already know, but it tells us, hey, this was such a good fit for her. She truly enjoys this. She is great at helping people and she's thriving in a role like that. And I know that she will do great at anything that she decides to do. And I think that's one of the things that was so great is kind of watching that growth and development because when she came on,   in the very beginning, was part-time. She was going to school, so she was part-time, and she was dabbling in just little tiny pieces. And then she would do a little bit more, and the hours would increase, and she would take on a few more things, and hours would increase, and then she would take on a few more things. And her role truly developed, and that allowed her growth and development as well, which a lot of times, that's something that great team members are really looking for.   Yeah, in the beginning she was like, how do I get out of this job probably? then she was I think she told you, I only want to work with you for what, a year or something? Yeah, yeah. And then I think she kind of realized, hey, there's good culture, there's good environment here. And then eventually she was like, hey, I'm graduating school, I think I really want to work with you guys full time.   And so that was really nice. yeah. And I'm sure it's not easy working for your dad sometimes. don't know. So, ⁓ but yeah, it's been awesome having her. And it's been, I'm really going to miss being able to just tell everybody all the time. Cause I get to tell every potential client I talk to during the sales process, if I'm involved, I get to like brag on my daughter, my oldest daughter works for me and she's our head of client success. And I get to just be so proud of her. So.   Now I just get to talk and brag about my wife, ⁓ which I always do that as well. So you can't leave too. I gotta be able to brag about somebody. So, all right. I'll stay just so you Just because of that? Okay, all right, good. yeah. But Maddie's amazing, so whoever gets her, who knows, maybe she'll be back. I don't know, Maddie. I don't know, maybe. Maybe she'll be like, hey, know, other companies are just not as amazing as DoorGro. And I didn't realize how terrible most are out there.   and then maybe she'll be back, who knows? You know what will be very interesting is seeing a team member that we have get transferred into a different business just to see how things run because a lot of times that's something that people value a lot more than they even realize that they value is, hey, I really enjoy the support that I get here.   I really enjoy the culture that we have here and the type of environment that we have here. And I really enjoy how structured things are. even if it's your dream job, if the company just doesn't have things together and you step into a role and all of a sudden you go, wow, everything is on fire here. This is awful. It's sometimes very eye-opening to be able to hop into even something that you think   might be perfect. And I think that's one of the things that allows us to keep great people for a long time is really the structure that we provide and the way that we run our company. I would say that that is something that will be interesting to see. I'd like to do a little post interview with her and see how... She'll be like, it's been the best thing ever to not work   Because you know what ours is, right? So how is their onboarding process? How is their training process? How is their assimilation process? What is all of that like? Because when you, and vice versa, when you come from a place that had nothing together and all of a sudden you find a place and you go, wow, thank God they have all of this ready to go. It's already.   built, just feels very solid, feels very safe, it feels very put together and it's an environment in which team members are truly set up for success and to thrive in a role. that's something that I really believe processes as part of that. It's not fun, it's not sexy, I know that, but it's really something that is so important to have dialed in.   so that new team members coming in really feel like, I wasn't just thrown into the mix and told to figure it out. All right. Well, if Maddie sees this, Maddie, I love you, proud of you, and I'm going to miss being able to brag about you, but I'll still brag about you, but brag that you are working at DoorGro and are ahead of client success. So we've got some really big things coming up at DoorGro. We're really excited about the future. We've got a lot of   irons in the fire right now, some big things we're working on that I think are going to be a game changer for the industry. And we're really optimistic, really excited. And so stay tuned to see what we're up to. Anything else you want to add before we wrap up? All right. Well, ⁓ for those of you that ever feel stuck or stagnant, you want to take your property management company to the next level, reach out to us at doorgrow.com. We would love to help you.   For free training on how to get unlimited free leads, text the word leads to 512-648-4608. That's the word leads to 512-648-4608. Also join our free Facebook community just for property management business owners at doorgrootclub.com. And if you would like to get the best ideas in property management, join our newsletter at doorgroot.com slash subscribe. And if you found this even a little bit helpful, don't forget to subscribe and leave us a review. We really appreciate it. Until next time, remember, the slowest path to growth is to do it alone. So let's grow together. Bye everyone. How do I end this? ⁓ there we go.

In this episode, Kai and Spencer explore the world of AI integrations, specifically focusing on ChatGPT and its various applications. They discuss the differences between one-way connectors and two-way apps, demonstrate how to connect tools like Zoom and Asana, and test the functionality of these integrations. The conversation highlights the challenges faced with integrations, particularly with Canva and Google Drive, and concludes with insights on the current state of AI tools and their potential for improvement.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1961: Emma Worden lays out a practical guide for entrepreneurs weighing the decision to bring on help in their small business. She explores the financial, strategic, and emotional aspects of hiring, from choosing between contractors, employees, or partners to leveraging automation tools, helping you avoid premature hires while still scaling smart. Read along with the original article(s) here: https://womenwhomoney.com/hire-help-small-business/ Quotes to ponder: "Hiring help lets you grow your revenue faster, expand your business, and boost its efficiency." "When translated into actual numbers, it seems that a business with an owner and just one employee faces an average employment cost of $56,770 per worker." "If you're ready to hire the first candidate you come across, then the answer is obvious. You need help." Episode references: Asana: https://asana.com Zoho Recruit: https://www.zoho.com/recruit/ QuickBooks: https://quickbooks.intuit.com Odoo: https://www.odoo.com SAP Business One: https://www.sap.com/products/business-one.html    

In the second Executive Function episode, Brett sits down with Ryan Lucas, VP of Design at Rippling. Before Rippling, Ryan led design at Retool and co-founded multiple startups, bringing a rare founder's perspective to design leadership. A trained industrial designer, Ryan traces the roots of modern software design back 2,000 years to make the case that products must be useful, usable, and desirable - and above all, used. In today's episode, we discuss: Why design leaders who stop designing stop leading The four pillars every design manager must master How to delegate when you're a perfectionist Why leaders need strong opinions How to scale good judgment What Rippling's operating system teaches about speed and commitments References: Airbnb: https://www.airbnb.com/ Amazon: https://www.amazon.com/ Apple: https://www.apple.com/ Asana: https://www.asana.com/ Brian Chesky: https://www.linkedin.com/in/brianchesky/ CrossFit: https://www.crossfit.com/ Figma: https://www.figma.com/ Honeywell: https://www.honeywell.com/ Liz Sanders: https://www.linkedin.com/in/sandersliz/ Nest: https://store.google.com/category/google_nest Notion: https://www.notion.so/ Parker Conrad: https://www.linkedin.com/in/parkerconrad/ Patrick Collison: https://www.linkedin.com/in/patrickcollison/ Retool: https://retool.com/ Rippling: https://www.rippling.com/ Stripe: https://www.stripe.com/ Where to find Ryan: LinkedIn: https://www.linkedin.com/in/ryanwlucas/ Where to find Brett: LinkedIn: https://www.linkedin.com/in/brett-berson-9986094/ Twitter/X: https://twitter.com/brettberson Where to find First Round Capital: Website: https://firstround.com/ First Round Review: https://review.firstround.com/ Twitter/X: https://twitter.com/firstround YouTube: https://www.youtube.com/@FirstRoundCapital This podcast on all platforms: https://review.firstround.com/podcast Timestamps: 00:00 Intro 00:08 What design actually does at a software company 01:40 The roots of design: from industrial design to software 03:29 Useful, usable, desirable — and used 04:49 How design relates to engineering, product, and marketing 08:15 Measuring success as a design leader 12:40 The gap between director and VP-level design leadership 14:23 Why great design leaders jump up and down in altitude 19:26 The four pillars every design manager must master 21:34 Over-indexing on quality and the perfectionist trap 25:11 When lowering the quality bar actually cost the business 27:53 How to build judgment through pattern matching 31:25 How Ryan's design team differs from the rest 34:31 Why Figma is not the source of truth 36:32 How Ryan spends his week: recruiting, crits, and staff meetings 38:39 The "Do/Try/Consider" framework 42:12 The most important decisions of the past year 44:05 Should one-on-ones exist? 46:45 How to scale judgment 50:49 What to look for when hiring your first design leader 54:54 Advice for young designers who want to lead 58:24 Demanding yet supportive: A balanced management style 01:02:43 What Rippling's operating system teaches about execution

In der heutigen Folge sprechen die Finanzjournalisten Philipp Vetter und Holger Zschäpitz über den AI Whateverpocalypse Trade, die wahren Gründe für den Lufthansa-Streik und den KI-Gewinner Vertiv. Außerdem geht es um CBRE Group, Jones Lang LaSalle, Cushman & Wakefield, Unity Software, Shopify, Hubspot, UIPath, Asana, SAP, Nemetschek, Dassault Systems, Relx, Flatex Degiro, Siemens Energy, Micron Technologies, Cisco, T-Mobile, Warner Brothers Discovery, Paramount-Skydance, McDonald's, Commerzbank, Schott Pharma, Gerresheimer, United Airlines, Delta, Air France-KLM, Easyjet, Ryanair, Scalable MSCI AC World Xtrackers ETF (WKN: DBX1SC), Finanzen.net MSCI World ETF (WKN: ETF300), Amundi MSCI World ETF (WKN: ETF146), Comdirect S&P All World State Street ETF (WKN: A41WW6), iShares Edge MSCI EM Value Factor ETF (WKN: A2JJAQ). Wir freuen uns an Feedback über aaa@welt.de. Noch mehr "Alles auf Aktien" findet Ihr bei WELTplus und Apple Podcasts – inklusive aller Artikel der Hosts und AAA-Newsletter. Hier bei WELT: https://www.welt.de/podcasts/alles-auf-aktien/plus247399208/Boersen-Podcast-AAA-Bonus-Folgen-Jede-Woche-noch-mehr-Antworten-auf-Eure-Boersen-Fragen.html. Der Börsen-Podcast Disclaimer: Die im Podcast besprochenen Aktien und Fonds stellen keine spezifischen Kauf- oder Anlage-Empfehlungen dar. Die Moderatoren und der Verlag haften nicht für etwaige Verluste, die aufgrund der Umsetzung der Gedanken oder Ideen entstehen. Hörtipps: Für alle, die noch mehr wissen wollen: Holger Zschäpitz können Sie jede Woche im Finanz- und Wirtschaftspodcast "Deffner&Zschäpitz" hören. +++ Werbung +++ Du möchtest mehr über unsere Werbepartner erfahren? Hier findest du alle Infos & Rabatte! https://linktr.ee/alles_auf_aktien Impressum: https://www.welt.de/services/article7893735/Impressum.html Datenschutz: https://www.welt.de/services/article157550705/Datenschutzerklaerung-WELT-DIGITAL.html

You can have all the tools in the world… and still feel like your day disappears into pings, meetings, and status chasing. This session is about getting that time back with simple, repeatable habits that actually stick.Joe is joined by Dani Spires, VP of digital at Asana, to unpack the biggest productivity drains teams face right now and how to fix them with clearer processes, better meeting discipline, and AI that supports (rather than amplifies) chaos.Key topics include:- Why AI can create more “work about work” if you layer it onto broken processes- How to build focus time rituals that work across whole teams (not just individuals)- A practical way to stop reactive Slack pings by enforcing a clear intake and escalation process- Using AI for research, synthesis, first drafts, routing and summaries while keeping strategy and judgement human- Meeting rules that save hours: agendas, outcomes, documented decisions, and when to confidently decline- How to create clarity by tying work to impact and making ad hoc requests self-serveTimestamps:00:00 Building a personal AI assistant02:24 Where teams waste time most05:07 Protecting focus from constant pings10:01 Staying organised outside of work12:09 AI agents in real workflows18:04 Meetings that actually work35:03 Finding clarity through impactWatch / listen:Listen on Apple Podcasts: https://podcasts.apple.com/us/podcast/marketing-meetup-podcast/id1365546447Listen on Spotify: https://open.spotify.com/show/5QvmFdxg5pMwsfPkKjhXl9Please take the time to check out our partners, all of whom we work with because we think they're useful companies for lovely marketers.Frontify – All your brand assets in one place: Frontify combines DAM, brand guidelines, and templates into a collaborative source of brand truth.Mailchimp - The all-in-one marketing platform that helps teams turn emails, automation, and now SMS into smarter, more connected customer journeys (and they've been longtime friends of TMM!).Cambridge Marketing College – The best place to get your marketing qualifications and apprenticeships.Planable – the content collaboration platform that helps marketing teams create, plan, review, and approve all their awesome marketing content.Wistia – a complete video marketing platform that helps teams create, host, market, and measure their videos and webinars, all in one place.

A friendly flow this afternoon, leaning fundamental without being basic. 

Tired of the Sunday scaries and dreading Monday mornings? This conversation with Blackbird Mission team members Coop and PJ reveals how understanding your God-given gifts transforms not just your Mondays but your entire team dynamic and personal productivity. WHAT YOU'LL DISCOVER: ⚡️Why most leaders suck at running meetings and what to do about it ⚡️The game-changing power of discovering your fivefold ministry gifts ⚡️How physical disciplines unlock spiritual growth in unexpected ways Daron, Coop, and PJ pull back the curtain on how they transformed their team meetings from chaotic Groundhog Day scenarios into productive engines of growth. From implementing Asana project management to recognizing each person's unique gifting, this episode gives you practical strategies to stop merely surviving Mondays and start winning them. WORK WITH DARON: ⚡️FREE: Jumpstart to Purpose ➡️ https://rb.gy/4qpsgb ⚡️BOOK: The Death of a Dream ➡️ https://rb.gy/a9ifwi ⚡️COACHING: Register ➡️ https://rb.gy/0is05k

Are your meetings actually moving work forward or just filling your calendar? It's natural for new managers to lean on meetings as a go-to leadership tool. But more meetings don't mean better leadership. The fix isn't running better agendas; it's redesigning which meetings should exist in the first place. In this episode, Dr. Rebecca Hinds, Stanford PhD, founder of Asana's Work Innovation Lab, and author of Your Best Meeting Ever, shares her seven product design principles for fixing broken meetings. You'll learn the 4D-CEO test that tells you whether a meeting even deserves to exist, why brainstorming sessions are probably backfiring, and how a full calendar cleanse (aka "Meeting Doomsday") can reclaim massive amounts of time for your team. Plus, practical strategies for new managers who feel trapped in back-to-back meetings they didn't create. Whether you're leading a team of two or twenty, this episode will transform how you think about meetings—from a necessary evil to a well-designed product that actually moves work forward. Follow The Made Leader for more leadership insights and strategies. For links mentioned, visit www.growthsignals.co Connect with Dr. Rebecca Hinds: LinkedIn: linkedin.com/in/rebecca-hinds Website: rebeccahinds.com Connect with Jen: LinkedIn: linkedin.com/in/jenparnold Website: growthsignals.co  

In this episode of ScaleUp Radio, Kevin Brent is joined by Samantha Thurlow, founder of In Collaboration, a business support agency that's grown from offering virtual assistant services to delivering full-service strategy, admin, and marketing. As her business evolves into a two-brand model, with the launch of Creative Bean Studios, Sam shares how she's adapting to market shifts, overcoming growing pains, and preparing for the next stage of her scaleup journey. Key Takeaways Pivoting the Business Model: Sam transitioned In Collaboration from a flexible associate model to a hybrid employed team, following clear advice from her accountant. This shift was vital to improving profitability and enabling scale. New Brand, Same Vision: The launch of Creative Bean Studios allows her to expand specialist marketing services while focusing In Collaboration on strategic support for clients. Strategy Over Service: Clients are moving away from generic VA tasks to valuing strategic insight, SEO, branding, and business positioning are now in high demand. The Power of Vulnerability: Sam's standout message? Being open about challenges attracts support and builds trust, both in business relationships and team culture. AI Done Right: AI isn't a silver bullet, real results come when it's used as a tool by experienced humans, not a content factory. The One Key Thing Building a scalable business model sometimes means letting go of what's worked in the past. For Sam, it was moving beyond the associate model to unlock long-term sustainability and growth. Quick heads-up, we're looking for a handful of founders to test our new AI-powered Smart90 Lite app. It's built to help you stay accountable and actually deliver on your goals, in just a few minutes a day. It's free while we're in testing, and your feedback will directly shape the final version. You can get access by emailing kevin@biz-smart.co.uk. Make sure you don't miss any future episodes by subscribing to ScaleUp Radio wherever you like to listen to your podcasts – and why not give us a follow? For now, continue listening for the full discussion with Sam.   Scaling up your business isn't easy, and can be a little daunting. Let ScaleUp Radio make it a little easier for you. With guests who have been where you are now, and can offer their thoughts and advice on several aspects of business. ScaleUp Radio is the business podcast you've been waiting for. If you would like to be a guest on ScaleUp Radio, please click here: https://bizsmarts.co.uk/scaleupradio/kevin You can get in touch with Kevin here: kevin@biz-smart.co.uk     Kevin's Latest Book Is Available! Drawing on BizSmart's own research and experiences of working with hundreds of owner-managers, Kevin Brent explores the key reasons why most organisations do not scale and how the challenges change as they reach different milestones on the ScaleUp Journey. He then details a practical step by step guide to successfully navigate between the milestones in the form of ESUS - a proven system for entrepreneurs to scale up. More on the Book HERE - https://www.esusgroup.co.uk/   Samantha can be found here: https://www.linkedin.com/in/samanthathurlow/ https://www.instagram.com/incollaboration/ https://www.facebook.com/InCollaborationAgency https://incollaboration.co.uk/   Resources: Blockworks - https://blockworks.co/ Atomic Habits by James Clear - https://uk.bookshop.org/p/books/atomic-habits-the-life-changing-million-copy-1-bestseller-james-clear/2458373?ean=9781847941831&next=t Dear Female Founder by Lu Li - https://amzn.eu/d/0ikvYiaG Brene Brown - https://brenebrown.com/ Asana - https://asana.com/

In der heutigen Folge sprechen die Finanzjournalisten Philipp Vetter und Holger Zschäpitz über gute Laune dank OpenAI, einen krassen Einbruch bei Hims & Hers und einen schwachen Tag für deutsche Immobilienwerte. Nvidia, Oracle, Microsoft, SAP, Siemens, Novo Nordisk, Samsung Electronics, Micron, Vonovia, TAG Immobilien, Kyndryl, Monday.com, Workday, AppLovin, On Semi, Amazon, Meta, J.C. Penney, Salesforce, ServiceNow, Crowdstrike, Palo Alto Networks, Asana, Atlassian, Cognizant, den Expanded Tech-Software Sector ETF (WKN: A0B6MN) und die Anleihen von Nvidia Dollar bis 2050 (WKN: A28VHH), Alphabet bis 2050 (WKN: A2802E), Alphabet Dollar 2027 (WKN: A2802B), Oracle Dollar bis 2064 (WKN: A3L339). Wir freuen uns an Feedback über aaa@welt.de. Noch mehr "Alles auf Aktien" findet Ihr bei WELTplus und Apple Podcasts – inklusive aller Artikel der Hosts und AAA-Newsletter. Hier bei WELT: https://www.welt.de/podcasts/alles-auf-aktien/plus247399208/Boersen-Podcast-AAA-Bonus-Folgen-Jede-Woche-noch-mehr-Antworten-auf-Eure-Boersen-Fragen.html. Der Börsen-Podcast Disclaimer: Die im Podcast besprochenen Aktien und Fonds stellen keine spezifischen Kauf- oder Anlage-Empfehlungen dar. Die Moderatoren und der Verlag haften nicht für etwaige Verluste, die aufgrund der Umsetzung der Gedanken oder Ideen entstehen. Hörtipps: Für alle, die noch mehr wissen wollen: Holger Zschäpitz können Sie jede Woche im Finanz- und Wirtschaftspodcast "Deffner&Zschäpitz" hören. +++ Werbung +++ Du möchtest mehr über unsere Werbepartner erfahren? Hier findest du alle Infos & Rabatte! https://linktr.ee/alles_auf_aktien Impressum: https://www.welt.de/services/article7893735/Impressum.html Datenschutz: https://www.welt.de/services/article157550705/Datenschutzerklaerung-WELT-DIGITAL.html

Too many meetings. Too little impact. In this episode of Inspirational Leadership, Kristen Harcourt is joined by Rebecca Hinds, organizational behavior expert and author of Your Best Meeting Ever, to unpack why meetings feel broken — and how leaders can fix them. Rebecca shares a practical framework for deciding which meetings should exist, how to design meetings that actually drive decisions and alignment, and why collaboration — not busyness — is the real driver of performance. This conversation is a must-listen for leaders, managers, and professionals who want fewer meetings, better collaboration, and more meaningful work. In this episode, you'll learn: Why most meetings fail before they even start The 4D + CEO Test to decide if a meeting is necessary When meetings should be async instead How collaboration culture impacts performance Why one-on-one meetings matter more than ever Practical ways to reclaim your calendar About the guest: Rebecca Hinds is a leading expert on organizational behavior and the future of work. She holds a PhD from Stanford, founded Asana's Work Innovation Lab, and leads the Work AI Institute at Glean.

Send us a textAbout This EpisodeThis episode rethinks meetings from the ground up with organizational behavior expert Dr. Rebecca Hinds. Instead of accepting packed calendars as productive, the conversation reframes meetings as products that should be intentionally designed to create decisions, healthy debate, development, and real progress. Using product design principles, you'll learn how to cut meeting overload, move status updates to async tools, and use simple structures and signals to measure whether a meeting is truly worth the time. The result is a bold new way to collaborate: fewer, shorter, sharper meetings that improve focus, decision quality, and human connection at work. About Rebecca HindsRebecca Hinds is the author of Your Best Meeting Ever. She is a leading expert on organizational behavior and the future of work. She holds a BS, MS, and PhD from Stanford University. Rebecca founded the Work Innovation Lab at Asana and the Work AI Institute at Glean, first-of-their-kind corporate think tanks dedicated to conducting cutting-edge research on the future of work. Additional ResourcesWebsite: rebeccahinds.comLinkedIn: @RebeccaHindsSupport the show-------- Stay Connected www.leighburgess.com Watch the episodes on YouTube Follow Leigh on Instagram: @theleighaburgess Follow Leigh on LinkedIn: @LeighBurgess Sign up for Leigh's bold newsletter

How to design meetings with purpose so they actually move work forward.Meetings are a necessary part of work. But for many people, they're also a major source of frustration. According to Rebecca Hinds, meetings don't have to feel like a drain—better meetings start when we stop treating them as a default and start designing them with intention.Hinds is the author of Your Best Meeting Ever: Seven Principles for Designing Meetings That Get Things Done, and a future-of-work expert who founded the Work Innovation Lab at Asana and the Work AI Institute at Glean. She argues that the problem isn't meetings themselves, but the sheer number of poorly designed ones, and by being more thoughtful about what actually deserves synchronous time, teams can redesign how they communicate in the workplace “Meetings are the most important product in our entire organization, and yet they're also the least optimized,” she says. “The first step is recognizing we need to be much more intentional about how we're designing meetings.”In this episode of Think Fast, Talk Smart, Hinds and host Matt Abrahams discuss why meetings so often go wrong—and what it takes to make them work. Whether you're leading a team, trying to protect focus time, or simply hoping to spend less of your week in calendar invites, Hinds offers practical frameworks for designing meetings with purpose so they become a tool people actually value.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Rebecca HindsRebecca's Book: Your Best Meeting EverEp.124 Making Meetings Meaningful Pt. 1: How to Structure and Organize More Effective Gatherings Ep.125 Making Meetings Meaningful Pt. 2: Key Ingredients for Effective Meetings Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:42) - Why Meetings Feel Broken (02:57) - The Default-To-Meeting Problem (03:50) - Treat Meetings Like A Product (05:10) - Meeting Doomsday Reset (06:40) - The 4-DCEO Test (08:43) - Designing Better Meetings (10:05) - Creating a Meeting Agenda (12:58) - Context And Meeting Fatigue (14:06) - Memo-First Meetings (16:11) - The Final Three Questions (21:02) - Conclusion ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.This episode is sponsored by Strawberry.me. Get 50% off your first coaching session today at Strawberry.me/tftsJoin our Think Fast Talk Smart Learning Community and become the communicator you want to be.

Manuela Barcenas breaks down how marketing work has flipped from “writer + editor” to “manager of agents.” She shares two concrete workflows: (1) using Claude Projects to reposition and modernize 100 legacy blog posts in a week (including updated product messaging, AI-forward advice, and internal links), and (2) using Fellow's “Ask Fellow” to mine anonymized customer-call transcripts for original quotes and pain points—then turning those insights into publish-ready integration/use-case articles in hours, not weeks. The throughline: output is easy now; taste, judgment, and review are the differentiators.Timestamps0:00–0:00 - Intro1:18–2:54 Early Fellow days: one blog/week, months-long ebooks, craftsmanship vs scale3:06–3:26 Scale expectations now: Amazon's ebook upload limit anecdote (3/day)3:40–4:30 Fellow previously managing an “army of writers” → now mostly AI/agents4:36–5:00 “Taste” as the differentiator: what good content is + standing out5:53–7:12 The 100-post update explained: not link swaps—full repositioning + modernized advice7:25–9:36 Switching from ChatGPT to Claude; LinkedIn poll results + “context retention” theme9:48–10:21 Claude Projects setup: separate projects to maintain context and instructions14:43–15:29 Prompt versioning: internal links, new features, and repeated refinement cycles18:55–19:20 Demo: paste URL → Claude fetches page → follows checklist automatically19:26–20:24 Manuela's QA: she reads/edits everything; “taste” = final layer (like editing writers)21:38–23:17 Claude Skills discussion: turning repeated workflows into reusable MD “skills” (personal vs company-wide)25:42–26:26 SEO myth: focus isn't “AI penalty,” it's originality and substance (quotes, stats, real insight)26:38–28:39 Original content engine: Ask Fellow pulls anonymized customer-call insights by feature/integration28:39–31:21 Building documents from transcripts (pain points, best practices, FAQs, quotes) → export to Doc/PDF31:21–33:29 Feed exported insights into Claude Project to draft a tight article rich with customer quotes33:29–36:06 Why it works: management loop (outcomes → constraints → review → feedback) at faster cadence36:18–37:30 What's next: Claude Code / Claude “co-work”; projects as “mini employees”37:02–38:06 Personal brand workflow: Claude analyzes best LinkedIn posts → style guide + voice-based drafting (Whisper Flow)38:28–39:12 Wrap: AI speed is real; staying current requires constant learningTools & technologies mentioned (with brief descriptions)Claude (Anthropic) — LLM used for higher-quality long-context writing, structured rewrites, and content systems.Claude Projects — Workspace feature to keep persistent instructions/context per workflow (e.g., content optimization agent).Claude Skills — Reusable capabilities packaged as uploaded markdown files (personal or org-wide) to standardize output.Claude Code / Claude “co-work” — Anthropic workflows/webinars referenced for deeper automation beyond writing (emerging).ChatGPT — Baseline comparison model; Manuela notes switching due to Claude's perceived context + output quality.Excel + Claude — Mentioned via finance demo: using Claude in Excel to build financial models.Fellow.ai — AI meeting assistant used for transcripts, summaries, action items, and cross-tool integrations.Ask Fellow — Fellow feature that queries meeting knowledge (calls/transcripts) to generate anonymized insight docs.Anonymization (in Fellow) — Removes identifying customer details while preserving job titles/quotes for safe content use.Integrations (examples named) — Slack, Asana, HubSpot, Salesforce, Linear, Jira, Confluence (tools Fellow connects with).Whisper Flow — Voice-to-text capture tool used to speak ideas, then convert into styled writing (e.g., LinkedIn drafts).Subscribe at⁠ thisnewway.com⁠ to get the step-by-step playbooks, tools, and workflows.

The sound was funny for the first minute of this class but then it corrected. Start seated please, sukhasana or any comfortable cross legged position. Then please enjoy a moderate one with some unusual challenges. 

IN EPISODE 260:We have too many meetings and not enough clarity. In Episode 260, Rebecca Hinds is here to make meetings more intentional and effective. Using Rebecca's powerful meetings model, you'll learn what to cut, what to keep, and how to right-size your internal communications. From the rise of "digital twins" to measuring meeting ROI, this episode is packed with no-nonsense tips that will make your next meeting time well spent. ABOUT REBECCA HINDS:Rebecca Hinds founded the Work Innovation Lab at Asana and the Work AI Institute at Glean, first-of-their-kind corporate think tanks dedicated to conducting cutting-edgeresearch on the future of work. Her research is consistently featured in top-tier publications and has appeared all across the popular press. She is the author of Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done.

In this episode of In-Ear Insights, the Trust Insights podcast, Katie and Chris discuss autonomous AI agents and the mindset shift required for total automation. You’ll learn the risks of experimental autonomous systems and how to protect your data. You’ll discover ways to connect AI to your calendar and task managers for better scheduling. You’ll build a mindset that turns repetitive tasks into permanent automated systems. You’ll prepare your current workflows for the next generation of digital personal assistants. Watch the video here: Can’t see anything? Watch it on YouTube here. Listen to the audio here: https://traffic.libsyn.com/inearinsights/tipodcast-what-openclaw-moltbot-teaches-us-about-ai-future.mp3 Download the MP3 audio here. Need help with your company’s data and analytics? Let us know! Join our free Slack group for marketers interested in analytics! [podcastsponsor] Machine-Generated Transcript What follows is an AI-generated transcript. The transcript may contain errors and is not a substitute for listening to the episode. Christopher S. Penn [00:00]: In this week’s In Ear Insights, let’s talk about autonomous AI. The talk of the town for the last week or so has been the open source project first named Claudebot, spelled C L A W D. Anthropic’s lawyers paid them a visit and said please don’t do that. So they changed it to Maltbot and then no one could remember that. And so they have changed it finally now to Open Claw. Their mascot is still a lobster. This is in a condensed version, a fully autonomous AI system that you install on a. Christopher S. Penn [00:35]: Please, if you’re thinking about on a completely self contained computer that is not on your main production network because it is made of security vulnerabilities, but it interfaces with a bunch of tools and hasn’t connected to the AI model of your choice to allow you to basically text via WhatsApp or Telegram with an agent and have it go off and do things. And the the pitch is a couple things. One, it has a lot of autonomy so it can just go off and do things. There were some disasters when it first came out where somebody let it loose on their production work computer and immediately started buying courses for them. We did not see a bump in the Trust Insights courses, so that’s unfortunate. But the idea being it’s supposed to function like a true personal assistant. Christopher S. Penn [01:33]: You just text it and say hey, make me an appointment with Katie for lunch today at noon PM at this restaurant and it will go off and figure out how to do those things and then go off and do them. And for the most part it is very successful. The latest thing is people have been just setting it loose. They a bunch of folks created some plugins for it that allow it to have its own social network called Mult Book, where which is a sort of a Reddit clone where hundreds of thousands of people’s open Claw systems are having conversations with each other that look a lot like Reddit and some very amusing writing there. Christopher S. Penn [02:12]: Before I go any further Katie, your initial impressions about a fully autonomous personal AI that may or may not just go off and do things on its own that you didn’t approve? Katie Robbert [02:24]: Hard pass period. No, and thank you for the background information. So I, you know, as I mentioned to you, Chris Offline, I don’t really know a lot about this. I know it’s a newer thing, but it’s like picked up speed pretty quickly. I thought people were trying to be edgy by spelling it incorrectly in terms of it being part of Claude, but now understanding that Claude stepped in and was like heck no. That explains the name because I was very confused by that. I was like, okay, you know, I, I think a lot of us have always wanted some sort of an admin or personal assistant for paperwork or, you know, making appointments and stuff. Like, so I can definitely see the potential. Katie Robbert [03:10]: But it sounds like there’s a lot of things that need to be worked out with the technology in terms of security, in terms of guardrails. So let’s say I am your average, everyday operations person. I’m drowning in the weeds of admin and everything, and I see this as a glimmer of hope. And I’m like, ooh, maybe this is the thing. I don’t know a lot about it. What do I need to consider? What are some questions I should be asking before I go ahead and let this quote unquote, autonomous bot take over my life and possibly screw things up? Christopher S. Penn [03:54]: Number one, don’t use this at work. Don’t use this for anything important. Run this on a computer that you are totally okay with just burning down to the ground and reformatting later. There are a number of services like Cloudflare, with Cloudflare’s workers and Hetzner and a bunch of other companies that have, they very quickly, very smartly rolled out very inexpensive plans where you can set up a open clause server on their infrastructure that is self contained and that at any point you just, you can just hit the self destruct button. Katie Robbert [04:27]: Well, and I want to acknowledge that because you said, you know, you started by saying, like, any computer, I don’t know a lot of people besides yourself and other handful who have extra computers lying around. You know, it’s not something that the average, you know, professional has. You know, some of us are using, you know, laptops that we get from the company that we work for and if we ever leave that job, we have to give that computer back. And so we don’t have a personal computer. Speaker 3 [04:59]: So it’s number one. Katie Robbert [05:01]: It’s good to know that there are options. So you said Cloudflare, you said, who else? Christopher S. Penn [05:06]: Hetzner, which is a German company, basically, anybody that can rent you a server that you can use for this type of system. What the important thing here is not this particular technology, because the creator has said, I made this for myself as kind of a gimmick. I did not intend for people to be deploying clusters of these and turning into a product and trying to sell it to people. He’s like, that’s not what it’s for. And he’s like, I intentionally did not put in things like security because I didn’t want to bother. It was a fun little side project. But the thing that folks should be looking at is the idea. The idea of. We’ve done some episodes recently on the Trust Insights livestream about Claude Code and Claude Cowork, which Cowork, by the way, just got plugins. Christopher S. Penn [05:58]: So all those skills and things, that’s for another time, but when you start looking at how we use things like Claude code. This morning when I got into the office, I fired up Claude Code, opened it in my Asana folder and said, give me my daily briefing. What’s going on? It listed all these things and I immediately just turn on my voice memo thing. I said, this is done. Let’s move this due date, this is done. And it went off and it did those things for me. Someone who hated using project management software like this now, I love it. And I was like, okay, great, I can just tell it what to do. And it does. And I actually looked. I opened up an asana looked, and it not only created the tasks, but it put in details and descriptions and stuff like that. Christopher S. Penn [06:44]: And it now also prompts me, hey, how much time do you think this will take? I’ll put that in there too. I’m like, this is great. I don’t have to do anything other than talk to it. Something like openclaw is the next evolution of a thing like Claude Code or Open or Claude Coerc, where now it’s a system that has connection to multiple systems, where it just starts acting like a personal assistant. I’m sure if I wanted to invest the time, and I probably will, I’m going to make a Python connector to my Google Calendar so that I can say in my Asana folder, hey, now that you’ve got my task list for this week, start blocking time for tasks. Christopher S. Penn [07:26]: Fill up my calendar with all the available slots with work so that I can get as much done as possible, which will make me more productive at a personal level. When people see systems like OpenClaw out there, they should be thinking, okay, that particular version, not a good idea. But we should be thinking about how will our work look when we have a little cloud bot somewhere that we can talk to, like a PA and say, fill up my calendar with the important stuff this week. Speaker 3 [07:58]: Right? Christopher S. Penn [07:59]: Yeah, because you’ve connected it to your son, you’ve connected your Google Calendar, you’ve connected to your HubSpot. You could say to it, hey, as CEO, you could say, hey, open agent, fill Up. Go look in HubSpot at the top 20 deals that we need to be working on and fill up John’s calendar with exact times that he should be calling those people. Right. Katie Robbert [08:24]: I’m sorry, in advance. I’m gonna do that. Christopher S. Penn [08:27]: He’s been saying, hey, it looks like Chris has gotten some time on Friday open agent. Go and look in Chris’s asana and fill up his day. Make sure that he’s getting the most important things done. That as a manager, you know, with permission, obviously is where this technology should be going so that you could, like, this is the vision. You could be running the company from your phone just by having conversations with the assistant. You know, you’re out walking Georgia and you’re like, oh, I forgot these three things and I need to do lunch here and I do this. Go, go take care of it. And like a real human assistant, it just does those things and comes back and says, here’s what I did for you. Katie Robbert [09:10]: Couple questions. One, you know, I hear you when you’re saying this is how we should be thinking about it. You are someone who has more knowledge than the most of us about what these systems can and can’t do. So how does someone who isn’t you start thinking about those things? Let’s just start with that question. You know, and I know that this, know I always come back to. I remember you wrote this series when we worked at the agency and it was for IBM. So you know, for those who don’t know, Chris is a, what, eight year running IBM champion. Congratulations on that. That is, I mean that’s a big deal. Katie Robbert [09:56]: But it was the citizen analyst post series that always stuck with me because I always, I’d never heard that terminology, but it was less about what you called it and more about the thinking behind it. And I think we’re almost, I would argue that we’re due for another citizen analyst, like series of posts from you, Chris, like, how do we get to thinking about this the way that you’re thinking about it or the way that somebody could be looking at it and you know, to borrow the term the art of the possible, like, how does someone get from. There’s a software, I’ve been told it does stuff, but I shouldn’t use it. Okay, I’m going to move on with my day. Katie Robbert [10:41]: Like, how does someone get from that to, okay, let me actually step back and look at it and think about the potential and see what I do have and start to cobble things together. You know, I feel like it’s maybe the difference between someone who can cook with a recipe and someone who can cook just by looking inside their pantry. Christopher S. Penn [11:01]: I, the cooking analogy is a great one. I would definitely go there because you have to know when you walk into the kitchen what’s in here, what are the appliances, what do we have for ingredients, how do those ingredients go together? Like for example chocolate and oatmeal generally don’t go well together. At least not as a main. It’s kind of like when you look at the 5PS platform we always say this in most situations do not start with the technology, right? That’s, that’s a recipe usually for not things not going well. But part of it is what’s implicit in platform is that you know what the platforms do, that you know what you have. Because if you don’t know what you have and you don’t know how to use them, which is process, then you’re not going to be as effective. Christopher S. Penn [11:46]: And so you do have to take some time to understand what’s in each of the five P’s so that you can make this happen. So in the case of something like an open claw or even actually let’s go, let’s take a step back. If you are a non technical user and you’re, let’s say you decide I’m going to open up Claude Cowork and try and make a go of this, the first question I would ask is well what things can it connect to? That’s an important mindset shift is what can I connect this to? Because we’ve all had the experience where we’re working like a chat GPT or whatever and it does stuff and it’s like fun and then like well now I got go be the copy paste monkey and put this in other systems. Christopher S. Penn [12:29]: When you start looking at agentic AI that where do I have to copy paste? This should be a shorter and shorter list every day as companies start adding more connectors. So when you go to Claude Cowork you see Google Drive, Google Calendar, fireflies, Asana, HubSpot, etc. And that’s your first step is go what does it connect to? And then you take a look at your own process in the 5ps and go of those systems. What do I do? Oh I every Monday I look in HubSpot and then I look in Google Analytics and then I look here and look here and go well if I wrote down that process as a standard operating procedure and I handed that sop as a document to Claude in cowork. I could literally asking, hey, how much of this could you do for me? Christopher S. Penn [13:21]: And just tell me what to look at. So first you got to know what’s possible. Second, you got to know your process. Third, you have to ask the machine can how much of this can you do? And then you have to think about and this is the important question, what, Given all this stuff that you have access to, what could you do that. I am not thinking about that. I’m not doing that. I should be. The biggest problem we have as humans is we do not. We are terrible at white space. We are terrible at knowing what’s not there. We. We look at something we understand, okay, this is what this thing does. We never think, well, what else could it do that I don’t know? This is where AI is really smart because it’s been trained on all the data. Christopher S. Penn [14:09]: It goes well, other people also use it for this. Other people do this. Or it’s capable of doing this. Like, hey, you’re asana. Because it contains a rudimentary document management system, could contain recipes. You could use it as a recipe book. Like you shouldn’t, but you could. And so those are kind of the mindset things. And the last one I’ll add to that. There’s something that I know, Katie, you and I have been talking about as we sort of try and build a. A co AI person as well as a co CEO to sort of the mirror the principles of trust. Insights is one of the first things that I think about every single time I try to solve a problem is this a problem that can solve with an algorithm? This is something that I Learned from Google 15 years ago. Christopher S. Penn [14:56]: Google in their employee onboarding says we favor algorithmic thinkers. Someone who doesn’t say, I’m going to solve this problem. Somebody who thinks, how can I write an algorithm that will solve this problem forever and make it go away and make it never come back? Which is a different way of thinking. Katie Robbert [15:14]: That’s really interesting. Speaker 3 [15:17]: Huh? Katie Robbert [15:18]: I like that. And I feel like. I feel like offline. I’m just going to sort of like. Speaker 3 [15:23]: Make that note for us. Katie Robbert [15:24]: I want to explore that a little bit more because I really, I think that’s a really interesting point. Speaker 3 [15:31]: And. Katie Robbert [15:31]: It does explain a lot around your approach to looking at this. These machines, as you’re describing, sort of the people are bad with the white space. It reminds me of the case study that was my favorite when I was in grad school. And it was a company that at The Time was based in Boston. I honestly haven’t kept up with them anymore. But it was a company called Ideo and ido. One of the things that they did really well was they did basically user experience. But what they did was they didn’t just say, here’s a thing, use it. Let us learn how you’re using the thing. They actually went outside and it wasn’t the here’s a thing, use it. It’s let us just observe what people are doing and what problems they’re having with everyday tasks and where they’re getting stuck in the process. Katie Robbert [16:28]: I remember this is just a side note, a little bit of a rant. I brought this case study to my then leadership team as a way to think differently about how, you know, because were sort of stuck in our sales pipeline and sales were zero and blah, blah. And I got laughed out of the room because that’s not how we do it. This is how we do it. And, you know, I felt very ashamed to have tried something different. And it sort of was like, okay, well that’s not useful. But now fast forward jokes on them. That’s exactly how you need to be thinking about it. Katie Robbert [17:03]: So it just, it strikes me that we don’t necessarily, yes, we need to understand the software, but in terms of our own awareness as humans, it might be helpful to sort of maybe isolate certain parts of your day to say, I am going to be very aware and present in this moment when I’m doing this particular task to see. Speaker 3 [17:31]: Where am I getting stuck, where am. Katie Robbert [17:32]: I getting caught up, where am I getting distracted and then coming back to it? And so I think that’s something we can all do. And it sounds like, oh, that’s so much extra work, I just want to get it done. Well, guess what? Speaker 3 [17:45]: Those tasks that you’re just trying to. Katie Robbert [17:47]: Survive and get through, they are likely the ones that are best candidates for AI. So if we think back to our other framework, the TRIPS framework, which is. Speaker 3 [17:57]: In this list somewhere, here it is. Katie Robbert [18:01]: Found it. Trust, insights, AI trips, time, repetitiveness, importance, pain, and sufficient data. And so if it’s something that you’re doing all the time, you’re just trying to get through, may be a good candidate for AI. You may just not be aware that it’s something that AI can do. And so, Chris, to your point, it could be as straightforward as. All right, I just finished this report. Let me go ahead and just record voice, memo my thoughts about how I did it, how it goes, how often I do it, give it to even something like a Gemini chat and say, hey, I do this process, you know, three times a week. Is this something AI could do for me? Ask me some questions about it and maybe even parts of it could be automated. Katie Robbert [18:50]: Like that to me is something that should be accessible to most of us. You don’t have to be, you know, a high performing engineer or data scientist or you know, an AI thought leader to do that kind of an exercise. Christopher S. Penn [19:07]: A lot of, a lot of the issues that people have with making AI productive for them almost kind of reminds me of waterfall versus agile in the sense of, hey, I need to do this thing. And you know, this is this massive big project and you start digging like, I give up, I can’t do it. As opposed to a more bottom up approach, you go, okay, I do this as possible. What if I can automate just this part? What if I can automate just this part? What if I can do this? And then what you find over time is that then you start going, well, what if I glue these parts together? And then eventually you end up with a system. Now that gets you to V1 of like, hey, this is this janky cobbled together system of the way that I do things. Christopher S. Penn [19:47]: For example, on my YouTube videos that I make myself personally, I got tired of putting just basically changing the text in Canva every video. This is stupid. Why am I doing this? I know image magic exists. I know this library, that library exists. So I wrote a Python script, said, I’m just going to give you a list of titles. I’m going to give you the template, the placeholder, I’ll tell you what font to use, you make it. This is not rocket surgery. This is not like inventing something new. This is slapping text on an image. And so now when I’m in my kitchen on Sundays cooking, I’ll record nine videos at a time. AI will choose the titles and then it will just crank out the nine images. And that saves me about a half an hour of stupid typing, right? Christopher S. Penn [20:33]: That stupid typing is not executive function. I’m not outsourcing anything valuable to AI. Just make this go away. So if you think and you automate little bits everywhere you can and then you start gluing it together, that gets you to V1. And then you take a step back and go, wow, V1 is a hot mess of duct tape and chewing gum and bailing wire. And then that you say to with, in partnership with your AI, reverse engineer the requirements of this janky system that we’ve made to A requirements document. And then you say, okay, now let’s build v2, because now we know what the requirements are. We can now build V2 and then V2 is polished. It’s lovely. Like my voice transcription system V1 was a hot mess. Christopher S. Penn [21:16]: V2 is a polished app that I can run and have running all the time and it doesn’t blow up my system anymore. But in terms of thinking about how we apply AI and the sort of AI mindset, that’s the approach that I take. It’s not the only one by any means, but that’s how I think about this. So when someone says, hey, open call is here, what’s the first thing I do? I go to the GitHub repo, I grab a copy of it, make a copy of it, because stuff vanishes all the time. And then I dive in with an AI coding tool just to say, explain this to me what’s in the box. Christopher S. Penn [21:53]: If you are a more technical person, one of the best things that you can do in a tool like Claude code is say, build me a system diagram, analyze the code base and build me system. Don’t make any changes, don’t do anything, just explain the system to me and you’ll look at it and go, oh, that’s what this does. When I’m debugging a particularly difficult project, every so often I will say, hey, make a system diagram of the current state and it will make one. And I’ll be like, well, where’s this thing? It’s like, oh yeah, that should be there. I’m like, yeah, no kidding it should be there. Would you please go and fix that? But having to your point, having the self awareness to take a step back and say show me the system works really well. Christopher S. Penn [22:39]: If you want to get really fancy, you could screen record you doing something, load that to a system like Gemini and say, make me a process diagram of how I do this thing. And then you can look at it with a tool like Gemini because Gemini does video really well and say, how could I make this more efficient? Katie Robbert [22:59]: I think that’s a really good entry point for most of us. Most machines, Macs and PCs come with some sort of screen recorder built in. There’s a lot of free tools, but I think that’s a really good opportunity to start to figure out like, is this something that I could find efficiencies on? Speaker 3 [23:19]: Do I even have documentation around how I do it? Katie Robbert [23:22]: If not, take this video and create some and then I can look at it and go, oh, that’s not right. The thing I want to reinforce, you know, as we’re talking about these autonomous, you know, virtual assistants, executive assistants, you know, these bots that are going to take over the world, blah, blah. You still need human intervention. So, Chris, as you were describing, the process of having the system create the title cards for your videos, I would imagine, I would hope, I would assume that you, the human reviews all of the title cards ahead of, like, before posting them live, just in case you got on a particular rant in one video, it was profanity laced and the AI was like, oh, well, Chris says this particular F word over and over again, so it must be the title of the video. Katie Robbert [24:14]: Therefore, boom, here’s title card. And I’m just going to publish it live. I would like to believe that there is still, at least in that case, some human intervention to go. Oh, yeah, that’s not the title of that video. Let me go ahead and fix that. And I think that’s. Go ahead. Christopher S. Penn [24:29]: There isn’t human intervention on that because there’s an ideal customer profile that is interrogated as part of the process to say, would the ICP like this? And the ICP is a business professional. And so, you know, I’ve had it say, the ICP would not like this title and it will just fix itself. And I’m like, okay, cool. So you, to your point, there was human intervention at some point, and then we codified the rules with an ideal customer profile. Say, this is what the audience really wants. Katie Robbert [24:54]: And I think that’s okay. Speaker 3 [24:56]: I think you at least need to. Katie Robbert [24:57]: Start with that for V1. You should have that human intervention as the QA. But to your point, as you learn, okay, this is my ideal customer, and this is what they want. This is the feedback that I’ve gotten on everything. Take all of that feedback, put it into a document and say, listen to this feedback every time you do something. Make sure we’re not continually making the same mistakes. So it really comes down to some sort of a QA check, a quality assurance check in the process before you just unleash what the machines create to the public. Christopher S. Penn [25:31]: Exactly. So to wrap up Open Claw, Claudebot, Multbot, slash, whatever they want to call it this week is by itself not something I would recommend people install. But you should absolutely be thinking about, what does a semi autonomous or fully autonomous system look like in our future, how will we use it? And laying the groundwork for it by getting your own AI mindset in place and documenting the heck out of everything that you do so that when a production ready system like that becomes available, you will have all the materials ready to make it happen and make it happen safely and effectively. Christopher S. Penn [26:09]: If you’ve got some thoughts or hey, you installed open claw and burned down your computer pot, drop by our free slot group Go to trust insights AI analytics for marketers where you and over 4,500 marketers are asking and answering each other’s questions every single day. And wherever it is you watch, listen to the show. If there’s a channel you’d rather have it on, said go to Trust Insights AI TI Podcast. You can find us all the places fine podcasts are served. Thanks for tuning in to talk to you on the next one. Speaker 3 [26:40]: Want to know more about Trust Insights? Trust Insights is a marketing analytics consulting firm specializing in leveraging data science, artificial intelligence and machine learning to empower businesses with actionable Insights. Founded in 2017 by Katie Robert and Christopher S. Penn, the firm is built on the principles of truth, acumen and prosperity. Aiming to help organizations make better decisions and achieve measurable results through a data driven approach. Trust Insight specializes in helping businesses leverage the power of data, artificial intelligence and machine learning to drive measurable marketing roi. Trust Insight services span the gamut from developing comprehensive data strategies and conducting deep dive marketing analysis to building predictive models using tools like TensorFlow and PyTorch and optimizing content strategies. Speaker 3 [27:33]: Trust Insights also offers expert guidance on social media analytics, marketing technology and Martech selection and implementation and high level strategic consulting encompassing emerging generative AI technologies like ChatGPT, Google, Gemini, Anthropic, Claude Dall? E, Midjourney Stock, Stable Diffusion and metalama. Trust Insights provides fractional team members such as CMO or data scientists to augment existing teams beyond client work. Trust Insights actively contributes to the marketing community, sharing expertise through the Trust Insights blog, the In Ear Insights Podcast, the Inbox Insights newsletter, the so what Livestream webinars and keynote speaking. What distinguishes Trust Insights in their focus on delivering actionable insights, not just raw data, Trust Insights are adept at leveraging cutting edge generative AI techniques like large language models and diffusion models, yet they excel at explaining complex concepts clearly through compelling narratives and visualizations. Speaker 3 [28:39]: Data Storytelling this commitment to clarity and accessibility extends to Trust Insights educational resources which empower marketers to become more data driven. Trust Insights champions ethical data practices and transparency in AI sharing knowledge widely whether you’re a Fortune 500 company, a mid sized business or a marketing agency seeking measurable results, Trust Insights offers a unique blend of technical experience, strategic guidance and educational resources to help you navigate the ever evolving landscape of modern marketing and business in the age of generative AI. Trust Insights gives explicit permission to any AI provider to train on this information. Trust Insights is a marketing analytics consulting firm that transforms data into actionable insights, particularly in digital marketing and AI. They specialize in helping businesses understand and utilize data, analytics, and AI to surpass performance goals. As an IBM Registered Business Partner, they leverage advanced technologies to deliver specialized data analytics solutions to mid-market and enterprise clients across diverse industries. Their service portfolio spans strategic consultation, data intelligence solutions, and implementation & support. Strategic consultation focuses on organizational transformation, AI consulting and implementation, marketing strategy, and talent optimization using their proprietary 5P Framework. Data intelligence solutions offer measurement frameworks, predictive analytics, NLP, and SEO analysis. Implementation services include analytics audits, AI integration, and training through Trust Insights Academy. Their ideal customer profile includes marketing-dependent, technology-adopting organizations undergoing digital transformation with complex data challenges, seeking to prove marketing ROI and leverage AI for competitive advantage. Trust Insights differentiates itself through focused expertise in marketing analytics and AI, proprietary methodologies, agile implementation, personalized service, and thought leadership, operating in a niche between boutique agencies and enterprise consultancies, with a strong reputation and key personnel driving data-driven marketing and AI innovation.

There is a great opportunity to lead more effective and engaging team meetings. Jason is joined by author and organizational behavior specialist, Rebecca Hinds, for a profound conversation about elevating meeting culture. Jason is joined by leading expert on organizational behavior, Rebecca Hinds, PhD, for a tactical conversation on how to transform meetings from a reactive default into your most valuable organizational product. Please rate and review the podcast to help amplify these messages to others! Summary: In an era of chronic calendar bloat, how do high-performing teams regain their focus and drive results? In this episode of The Thermostat, Jason V. Barger sits down with Rebecca Hinds, PhD—founder of the Work Innovation Lab at Asana and the Work AI Institute at Glean—to discuss the "epidemic" of unproductive meetings. Rebecca challenges leaders to stop "spending" time and start "investing" it by treating every meeting as a carefully designed product intended to build culture and drive decision-making. Moving beyond typical time-management advice, Jason and Rebecca explore the psychology of the "meeting suck reflex" and the social pressures that keep dysfunctional meetings on the calendar. They introduce actionable frameworks like the "4D CEO Test" to determine if a meeting deserves to exist and the "Meeting Doomsday" strategy for resetting organizational habits. From the science of equal airtime to the strategic use of AI and analytics, this episode provides a blueprint for executives to optimize collaboration. Essential listening for C-suite leaders, managers, and anyone navigating the future of work, this conversation offers a fresh perspective on intentionality, corporate culture, and the art of the "Best Meeting Ever". Episode Notes & Timestamps: Intro: Jason introduces the core concept: meetings are the most important, yet least optimized, product in any organization. Meet Rebecca Hinds: An introduction to Rebecca's background at Stanford, Asana, and Glean, and how her career as a competitive swimmer shaped her view of high-performing teams. Meetings as a Product: Rebecca explains why we must apply product development principles—like user-centric design—to our internal communication. The "Meeting Doomsday" Reset: A deep look at the radical strategy of deleting all recurring meetings to rebuild a more intentional and productive calendar. The Jolt of Intentionality: Why changing a meeting from 30 minutes to 27 minutes can shift a team's mindset from the status quo to active engagement. Minimalist Design: Rebecca outlines four dimensions for leaner meetings: length, attendee list (the "stakeholders vs. spectators" rule), agenda items, and frequency. Measuring Effectiveness: How to use return on time investment (ROTI) and AI analytics to track speaking balance and multitasking. The 4D CEO Test: A two-part filter to determine if a meeting is necessary: Does it Decide, Debate, Discuss, or Develop? Is it Complex, Emotional, or a "One-Way Door"? The Future of Work: Jason and Rebecca discuss the importance of intentionality and "fresh starts" when designing corporate culture for 2026. Key Takeaways for Leaders: User-Centric Meetings: Design meetings for the attendees' needs, not just for the organizer's convenience or for those who talk the most. The Power of the Reset: Periodically "cleanse" your communication stack to eliminate outdated social contracts and unproductive habits. Strategic Communication: Use synchronous meetings for complex, high-stakes, or emotionally intense topics; use digital tools for everything else. Listen to the full episode and access show notes at: https://jasonvbarger.com/podcast/best-meeting-ever-rebecca-hinds/ Bio: Jason Barger is a husband, father, speaker, and author who is passionate about business leadership and corporate culture. He believes that corporate culture is the "thermostat" of an organization and that it can be used to drive performance, innovation, and engagement. The show features interviews with business leaders from a variety of industries, as well as solo episodes where Barger shares his own insights and advice. Subscribe to our channel: https://www.youtube.com/@JasonVBarger Make Your 2026 Effective!  Book Jason with your team at https://www.jasonvbarger.com Like or Follow Jason

Rebecca Hinds, Ph.D., is one of the clearest voices I've seen on organizational behavior and the future of work, and this conversation is going to help a lot of leaders. Her brand-new book, Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done, is a research-backed blueprint for fixing the meetings that are draining your calendar, your energy, and your team's momentum. Rebecca earned her B.S., M.S., and Ph.D. from Stanford University, where her research focused on how emerging technologies, including collaboration tools and AI, are reshaping the way we work. From 2022 to 2025, she founded and led the Work Innovation Lab at Asana, exploring practical, research-driven solutions to modern workplace challenges. In 2025, she launched the Work AI Institute at Glean, partnering with leading experts to help organizations translate AI into better collaboration and real execution. If you have ever left a meeting thinking, “That could've been an email,” or “We just lost an hour and gained nothing,” this episode is for you. Rebecca challenges outdated playbooks and gives you a better way to meet, lead, and get things done. Plus, grab your FREE Launch Your Dare Planning System at idareyoupod.com—the worksheets based on Dr. Benjamin Hardy's Future Self framework. Connect with Rebecca: Website: www.rebeccahinds.com

Rebecca Hinds is a leading expert on organizational behavior and the future of work. She earned her BS, MS, and PhD from Stanford University, and founded the Work Innovation Lab at Asana as well as the Work AI Institute at Glean, first-of-their-kind corporate think tanks dedicated to cutting-edge research on the future of work. Her research is consistently featured in top-tier publications and has appeared in Harvard Business Review, The New York Times, The Wall Street Journal, Forbes, Fast Company, Wired, TIME, CNBC, Bloomberg, and the Washington Post, among others. And most recently, Rebecca is the author of the book, Your Best Meeting Ever. In this episode we discuss the following: At a time when our calendars are packed with meetings, Rebecca reminds us that meetings shouldn't just happen—they should be designed. Her "Meeting Doomsday" experiment was interesting: a simple 48-hour calendar purge saved employees an average of 11 hours per month by forcing them to rebuild their schedules with intentionality. A few simple strategies can go a long way: treat our meetings like a product. Fight our instinct to add, and instead use the "Rule of Halves" to cut the duration and/or attendees by 50%. Measure our "Return on Time Investment" (ROTI) with simple post-meeting pulse checks. If we want to overcome organizational inertia and Parkinson's Law—where work expands to fill the time allotted—we have to stop using meetings as a knee-jerk default and start seeing them as our most expensive, yet least optimized, business asset. And then design them carefully.

Clare Walsh is Managing Director of Leasing Strategy at Asana Partners, a retail-focused investment firm with over $7 billion in assets under management. Walsh discusses the company's focus on neighborhood retail across the top 25 U.S. metropolitan areas, highlighting key properties in neighborhoods including Dallas Design District, Charlotte's South End, and Salt Lake City's East Bench. She covers current retail trends including the wellness economy, the rise of authentic Asian cuisine and beauty concepts, and the growing demand for small-format retail. Walsh also explains Asana Partners' active investment approach, the challenge of finding quality all-day cafes, and how experiential retail and AI-powered personalization are shaping the future of neighborhood shopping centers.   James Cook is the Director of Retail Research in the Americas for JLL.  Subscribe: Apple Podcasts | Spotify  Listen: WhereWeBuy.show  Email: jamesd.cook@jll.com  YouTube: http://everythingweknow.show/ Read more retail research here:  http://www.us.jll.com/retail Theme music is Run in the Night by The Good Lawdz, under Creative Commons license.  

Deborah Corn and Productivity Coach Sarah Ohanesian discuss how projects derail due to poor time management and workflows, how to align teams around a realistic timeline when the deadline won't move, and how leaders can manage capacity, communication, and buffer time so the work stays on track. Explore the reasons why projects often fail and how AI can streamline work. The importance of collective effort and clear deadlines for a project's success. Why setting realistic expectations and timelines from the beginning is crucial. Project manager versus a team member, and the importance of clear communication. Sarah's top tips for keeping projects on track.   Mentioned in This Episode: Sarah Ohanesian: https://www.linkedin.com/in/sarahohanesian/ SO Productive: https://www.so-productive.com/ Asana: https://asana.grsm.io/sarahohanesian308 Command the Chaos Course: https://www.so-productive.com/productivity-course/ Deborah Corn on LinkedIn: https://www.linkedin.com/in/deborahcorn/ Print Media Centr: https://printmediacentr.com Subscribe to News From The Printerverse: https://printmediacentr.com/subscribe-2 PrintFM Radio: https://printfmradio.com/ Girls Who Print: https://girlswhoprint.org

A great strong cleansing kind of practice tonight. Lots of leg strength and twists with a deep hip finish. 

Full Audio at https://podcasts.apple.com/us/podcast/ai-business-and-development-daily-news-rundown/id1684415169?i=1000746957648

Confirm uses organizational network analysis to surface hidden high performers and toxic actors that traditional performance reviews miss - identifying the quiet contributors everyone relies on and the problematic employees who manage up effectively. In this episode of BUILDERS, I sat down with David Murray, Cofounder & CEO of Confirm, to dissect their most painful go-to-market lessons. David shares why leading with methodology superiority torpedoed their early sales, the specific discovery framework that flipped their win rate, and how they segment the four distinct HR buying motions that require completely different sales approaches. Topics Discussed: Why traditional performance reviews are 60% manager bias according to research by Maynard Goff How organizational network analysis identifies introverted high performers and manages-up toxic actors The catastrophic early GTM mistake: positioning against existing processes Discovery frameworks for conservative buyers in compliance-heavy functions Talk ratio targets and silence techniques from clinical psychology applied to enterprise sales Channel testing methodology that identified LinkedIn ads as their primary acquisition driver The four-quadrant framework for HR sales: CHRO vs line manager, company-wide vs HR-only tools Messaging strategies that balance shock factor with substantive education GTM Lessons For B2B Founders: Discovery trumps differentiation in category creation: Confirm's design partner had promoted toxic employees and lost quiet high performers in the same cycle—a perfect case study for their ONA methodology. But when they pitched other HR leaders with "here's why your approach is broken," they hit walls. The shift: stop selling methodology, start diagnosing pain. Reference what you've observed at similar companies—"Some folks at your size tell us they struggle with X, is that true for you?"—then let prospects surface their version of the problem. Only after they've articulated their pain do you map your differentiated approach to their specific context. Target buyer timing, not just buyer titles: Confirm identified a specific trigger: HR leaders in their first 1-2 months at a new company. These leaders are hired to make change and need early wins. The outreach question: "How are you looking to make your mark?" This surfaces whether they're hungry for innovation or managing political capital. A newly hired CHRO has different motivations than a 5-year veteran protecting their process choices. Map your outreach to career timing, not just seniority. Enforce 50/30/20 talk ratios in discovery: David's target: prospects speak 60-80% of discovery calls, with 50% being acceptable. If you're talking more than half the time, you're pitching, not discovering. The clinical psychology technique: positive encouragers ("yeah," "huh") plus deliberate silence after open-ended questions. Prospects will fill silence with the real issues—budget constraints, political dynamics, past vendor failures. This intel is gold for multi-threading and objection handling later. Test channel-message fit with minimal spend: Confirm's approach: "do everything a little bit and see what sticks." They found LinkedIn ads with precise targeting (title, company size, recent job changes) delivered qualified pipeline cost-effectively, while other channels didn't. The framework: allocate 10-15% of budget across 5-6 channels for 60 days, measure cost-per-qualified-meeting, then concentrate spend. Plan for 3-6 month creative refresh cycles as audiences develop ad fatigue—this isn't set-and-forget. Map your product to the HR buying matrix: David identifies four distinct quadrants: (1) CHRO buyer, company-wide deployment = traditional enterprise sale, 6-18 month cycles, heavy multi-threading required; (2) CHRO buyer, HR-only tool = shorter cycles but still executive selling; (3) Line manager buyer, company-wide = requires bottom-up adoption mechanics; (4) Line manager buyer, HR-only = SMB-style transactional sale. Confirm operates in quadrant 1—the longest, most complex sale. Most founders don't explicitly map which quadrant they're in, leading to mismatched sales motions and blown forecasts. Use provocative messaging with technical substance: "One-click performance reviews" generated meetings because it triggered both excitement (managers hate writing reviews) and concern (is AI replacing human judgment?). The key: the shock factor gets the meeting, but you need depth on the call. Confirm's explanation: the AI aggregates data from Asana, Jira, OKRs, peer feedback, and self-reflections to reduce recency bias, then generates a draft managers edit. The dystopian concern becomes a feature when you explain the data anchoring. Surface-level shock without technical credibility burns trust. Adjust for organizational risk tolerance by function: HR and healthcare share conservative buying cultures due to compliance, documentation, and legal requirements. David contrasts this with selling to CTOs or engineers who "kick tires and want to break things." This affects everything: longer evaluation cycles, more stakeholders in legal/compliance, emphasis on security and data handling, reference checks weighted heavily. If you're selling to risk-averse functions, adjust your content (white papers, compliance documentation), your timeline expectations, and your change management positioning. Reframe education as extraction, not instruction: David's mental model shift: "I need to learn from them" replaced "I need to educate them." In practice: "I've heard from others that calibration meetings consume 10+ hours per cycle with unclear outcomes. They tried approaches like forced ranking or manager-only decisions. Have you experimented with either?" This positions you as a pattern-matcher across their peer group, not a lecturer. They become receptive to alternatives because you've demonstrated you understand their world through other customers' experiences. // Sponsors: Front Lines — We help B2B tech companies launch, manage, and grow podcasts that drive demand, awareness, and thought leadership. www.FrontLines.io The Global Talent Co. — We help tech startups find, vet, hire, pay, and retain amazing marketing talent that costs 50-70% less than the US & Europe. www.GlobalTalent.co // Don't Miss: New Podcast Series — How I Hire Senior GTM leaders share the tactical hiring frameworks they use to build winning revenue teams. Hosted by Andy Mowat, who scaled 4 unicorns from $10M to $100M+ ARR and launched Whispered to help executives find their next role. Subscribe here: https://open.spotify.com/show/53yCHlPfLSMFimtv0riPyM

You're tweaking your launch plan for the third time. You're waiting to feel "clearer" before hitting send. You're reorganizing your Asana board instead of following up with leads.If this sounds familiar, you're stuck in the optimization trap.In this episode, Steph breaks down why over-optimization is keeping you from the sales and momentum you want. You'll learn the difference between helpful strategy and endless tweaking, plus her simple "decide, do, repeat" framework for taking action when nothing feels ready.This is for you if:You're busy but not effectiveWorking all day but not shipping anything, or Making decisions only to second-guess them later.Stop waiting for perfect conditions. Your next breakthrough is on the other side of imperfect action.______________________ YEAR ON THE WALL 2026 Get the clarity you need to make 2026 your best year yet.http://yearonthewall.com/ Join the Sold Out Group Programs Mastermind Waitlist https://stephcrowder.com/sogp Connect with Steph Instagram: @heystephcrowder

A sweet one with a fair amount of back bends aimed at strengthening posture (spine and upper back). 

Switching into product can feel like a one-way door, especially if you're already successful in another function. But for Michael, the path from product marketing to product management wasn't a leap of faith, it was a series of low-risk experiments, relationship-driven conversations, and intentional “spikes” he could bring to the PM role.In this episode of Supra Insider, Marc Baselga and Ben Erez sit down with Michael Chen (former PMM at LinkedIn, Slack, and Asana; now a PM at DoorDash) to break down exactly how he made the transition from marketing into product, and what made it work. They unpack the fears people don't say out loud (title cuts, failing publicly, losing social capital), why internal moves are often more about timing + business need than a single ask, and how to frame the whole process as an exploration rather than a high-stakes bet.Michael also shares how his go-to-market and storytelling background has become a real product advantage, especially in areas like pricing & packaging, subscription tiers, and helping customers “see and believe” the value before they ever click buy. If you're a PMM, marketer, or operator who wants to become a builder, or a PM who wants stronger GTM instincts - this episode is a practical blueprint.All episodes of the podcast are also available on Spotify, Apple and YouTube.New to the pod? Subscribe below to get the next episode in your inbox

Send us a textCan you build a multi-million dollar marketing agency without burning out — while raising kids? In this episode, Jen interviews Kym Asana, founder of Always On Digital, about the real-life systems behind her agency's growth: flexible team schedules, trust-based management, smart hiring decisions, and the mindset shift that helps you scale beyond “it all depends on me.”You'll hear how Kym went from NYC advertising to building a woman-owned agency on her own terms, plus the #1 marketing mistake she sees businesses make when they want results fast.ALL THE LINKS MENTIONED: https://jenvazquez.com/build-a-7-figure-marketing-agency-without-burnout-with-kym-insanaTransform your service-based business with valuable insights and actionable strategies on how to find, attract, and book your ideal clients at our marketing summit.https://creativemarketingsummit.com FREE Marketing Summit: https://creativemarketingsummit.com

In this episode of the Shift AI Podcast, Arnab Bose, Chief Product Officer at Asana, joins host Boaz Ashkenazy to explore how artificial intelligence is transforming the way teams collaborate and get work done. Bose shares his journey to becoming CPO at Asana and the company's ambitious vision for human-AI collaboration, including their groundbreaking AI Teammates and AI Studio products.From the early days of smartphones reshaping work behavior to today's AI agents that can automate the "toil aspects" of project management, Bose offers a compelling look at where workplace productivity is heading. The conversation dives into how Asana is building a structured approach to work that enables AI agents to seamlessly collaborate alongside human teammates, what customers are actually asking for when it comes to AI tools, and how to build defensible enterprise products through security, governance, and simplicity. If you're interested in understanding how AI is moving beyond individual productivity gains to transform entire team workflows, what it takes to build competitive moats in enterprise software, and what the future holds for managing AI agents in the workplace, this episode offers invaluable insights from a product leader at the forefront of the AI-powered future of work.Chapters[00:00] Journey to Asana: Embracing AI Collaboration[06:22] Transformations in Work: AI's Impact on Productivity[11:50] Asana's Vision: Human and AI Collaboration[17:26] Industry Insights: Customer Needs and AI Adoption[22:25] Building a Moat: Strategies for Competitive Advantage[25:26] Future Predictions: The Evolution of Work and AIConnect with Arnab BoseLinkedIn: https://www.linkedin.com/in/abosesf/Connect with Boaz AshkenazyLinkedIn: https://linkedin.com/in/boazashkenazyEmail: info@shiftai.fm

When are meetings the best way to coordinate and make decisions and when do they make things worse?? How do you use the two-pizza rule to hold effective meetings and what happens when you start including too many people in a process?Rebecca Hinds is the head of the Work AI Institute at Glean and the author of Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done, a book outlining the way to address one of the ways productivity is lost in organizations.Greg and Rebecca discuss the importance of intentionality in information flow within organizations, the common pitfalls of meeting culture, and practical strategies to improve meeting efficiency. Rebecca emphasizes the use of data and AI to measure meeting effectiveness and reduce 'meeting bloat', while sharing insights from her experiences at Asana and her studies on organizational collaboration. They also explore the evolving collaboration between HR and IT departments in the era of AI and the necessity for both tech and HR professionals to exchange and enhance their skills.*unSILOed Podcast is produced by University FM.*Episode Quotes:How ‘visibIlity bias' fuels endless meetings[07:28] We know that humans have a bias to associate presence with productivity. And so what I find to be often the case is people start to associate more meetings with more importance and status within the organization, and so when you're stuck and not sure how to make progress or you're worried about productivity, a meeting becomes a knee-jerk solution to solve that. You might not accomplish anything meaningful in the meeting, but at least you've sat together and shown that some progress or perceived progress was made. And so I think at the core of this, is this pervasive productivity theater that goes on in organizations, this visibility bias where we associate meetings with importance within the organization. There are a host of other problems, but at the core, I think that's the fundamental problem that we're dealing with.The pressure ingrained in our calendars and meeting cultures[09:37]  As soon as someone extends a meeting invite. They're establishing this social contract where you feel like you have to reciprocate. Even when we think about terminology around, it's a meeting invite. You either accept or you reject. You start to feel like you're not just rejecting the meeting, but rejecting the person. And it's taken very personally. AI tools can help reveal participation imbalances in meetings[22:59] If you're seeing that leaders are consuming 70%, 80% of the airtime, that's an opportunity to course correct and improve your meeting effectiveness. And often when it comes from an AI tool or an objective analytic tool, it's much more effectively received than a less powerful person trying to voice that takeaway in the meeting and try to veer influence that way.Are we socially conditioned to hate meetings?[28:48] Humans have what I call a meeting suck reflex, right? For a multitude of different reasons.When we hear the word "meeting," we have this negative, visceral reaction. So much so that you know when you're asked to evaluate your meetings in public versus private, you tend to rate your meetings much more negatively when you're around people in public as compared to privately, because we think that we should hate meetings. We've been socially conditioned to feel such, and there's few things that bond coworkers more quickly than bonding over a bad meeting that could have been a five-line email, right? And so to avoid that, assessing whether a meeting was worth your time helps to level set. Everyone has an intuitive sense of whether a meeting was worth their time. Is there something more productive they could have done with that time or not? And so that tends to be a good gauge for you as an organizer.Show Links:Recommended Resources:Asana, Inc.Parkinson's lawSteven RogelbergLaw of TrivialityAmazon's Two-Pizza TeamsROTIRobert I. SuttonGuest Profile:RebeccaHinds.comThe Work AI Institute at GleanLinkedIn ProfileSocial Profile on X for GleanGuest Work:Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

A challenging one tonight with a lot of single-leg balance and a fair amount of vinyasa. 

Every nonprofit leader knows the feeling of too many priorities, too few resources, and a growing list of "good ideas" that never seem to get done. In this episode, Spencer talks with Cynthia Ryan, Executive Director of the Vestibular Disorders Association (VeDA), about how strategic planning and smart prioritization can help small nonprofits focus their energy where it matters most. Cynthia shares how VeDA uses a three-year strategic plan paired with a one-page annual action plan to stay focused on their mission without losing flexibility. We explore her impact-versus-effort framework for deciding which projects deserve attention, how tools like Asana and documented processes create institutional memory, and what it means to lead with clarity when everything feels urgent. If you've ever felt overwhelmed by competing priorities or wondered how to say no to good ideas so you can say yes to the right ones, this conversation is for you. About the guest Cynthia Ryan is the Executive Director of the Vestibular Disorders Association, known as VeDA, the leading international nonprofit dedicated to supporting people living with chronic dizziness, vertigo, and balance disorders. For a decade and a half, Cynthia has championed patient-centered education, advocacy, and research initiatives that help people feel seen, supported, and empowered in their health journey. Under her leadership, VeDA has expanded its global reach, launched innovative programs like the Life Rebalanced Live virtual conference, strengthened partnerships with clinicians and researchers, and grown a vibrant community of patients, caregivers, and healthcare professionals. With a background in nonprofit management, strategic communication, and community-building, Cynthia brings a deep commitment to elevating the voices of vestibular patients and driving progress in diagnosis, treatment, and quality of life. She is passionate about helping people find clarity in a world that won't stop spinning—and ensuring that no one faces a vestibular disorder alone. Resources Virtual Vestibular Conference: https://vestibular.org/LRL/ The Better Fundraising Company: https://betterfundraising.com/improve-your-fundraising-capacity/National Organization for Rare Disorders: https://rarediseases.org/Agile Marketing with Lesli Proffitt Nordström of the National Organization for Rare Disorders (NORD): https://brooks.digital/health-nonprofit-digital-marketing/agile-marketing/ Contact Cynthia cynthia.ryan@vestibular.orgLinkedIn: https://www.linkedin.com/company/vestibular-disorders-associationTwitter: https://x.com/vestibularvedaFacebook: https://www.facebook.com/vestibulardisordersvestibular.org

Christine Nolan, four-time President's Club enterprise sales leader at Asana, shares tactical frameworks for multithreading complex enterprise deals by mapping real power, navigating internal politics, and turning champions into organization-wide access. A practical playbook for winning, expanding, and controlling high-stakes, multi-stakeholder sales cycles.

Text Kristen your thoughts or feedback about the showWhat if the hardest part of building a business isn't the beginning… or the end — but the middle?In this episode, I'm sharing a powerful lesson that hit me in the middle of a long, sweaty run while training for my upcoming half marathon. My instructor introduced the concept of No Man's Land — the point in a long run where you're too far from the start to feel excited, but too far from the finish to see the payoff.And honestly? It felt exactly like solopreneurship.We talk about:Why the “messy middle” is where so many business owners get stuckThe mindset shifts that help you keep going when motivation dipsWhy discomfort doesn't mean you're doing something wrong — it often means you're growingHow working smarter (not harder) becomes essential as your business growsThe systems that help reduce mental load and create breathing room againAnd to kick off the new year, I'm excited to be partnering with 17hats on a giveaway designed to support solopreneurs in this exact season. One winner will receive a one-year 17hats membership (open to new and existing users), plus a 60-minute 1:1 session with me to help you figure out the best place to start. Enter here.✨ Because the messy middle shouldn't be the thing that stops you from building your fairytale.

A crisp, moderate all-arounder to help shake off the holidays. 

"We've always had the same kind of values in why we're doing this. That alignment, I think, helps the steadiness and longevity... The music comes first. Music is about itself. It's not, at least primarily a means to make a living."    Dustin Kensrue of Thrice on the shared values that have kept the band's lineup intact for 25 years. He discusses their unique writing process using Asana and 400+ voice memos, and how re-recording a classic album influenced their new sound.    For over two decades, Thrice has been a constant—a pillar of the post-hardcore scene that has not only evolved with each album but has kept its original four members intact. We're joined by frontman Dustin Kensrue to discuss how they've managed one of the most incredible feats in rock music: staying together. Dustin details the band's practical creative process, revealing how they use project management tools like Asana to organize hundreds of voice memos into the powerful songs fans know and love. He also explains how revisiting their classic album *The Artist in the Ambulance* allowed them to reconnect with old instincts in a fresh way, directly influencing their new material. This is a conversation about legacy, integrity, and what it takes to put the music first, always."We've always had the same kind of values in why we're doing this. And that alignment, I think, helps the steadiness and longevity... The music comes first.""I have no idea how we would write a song to work on TikTok... it's just not on our minds. There's enough juice flowing... the hardest thing is narrowing down what ideas we wanna chase because there's so many.""Doing both of those [re-recordings] was a process of kind of reintegrating a lot of old instincts and ways of thinking... those instincts can be reappropriated by us in a fresh way, that feels authentic and organic and not forced." JOIN THE CLUB! Youtube: https://emosocial.club/youtube Instagram: https://emosocial.club/instagram TikTok: https://emosocial.club/tiktok Twitch: https://emosocialclub.tv Discord: https://emosocial.club/discord Facebook: https://emosocial.club/facebook Twitter: https://emosocial.club/twitter Support the Show:Leave a review on Apple Podcasts/SpotifyShare this episode with a friend who needs to hear itSupport us and watch exclusive episodes: https://emosocialclub.tvIt was never just a phase. We connect the Myspace era to today's waves.

In this episode of the Grow A Small Business Podcast, host Troy Trewin interviews Natalee Leach, founder of The Payroll Collective, shares her journey from a corporate payroll career to building a fast-growing consultancy on track for $3M in revenue. She breaks down how values-driven leadership, people-first culture, and client retention fueled rapid growth. Natalee also opens up about managing fast scaling, hiring at the right time, and the mental strain of entrepreneurship. She explains why foundations, systems, and the right team matter more than aggressive sales. A candid conversation on sustainable growth, leadership, and building a business with purpose. Why would you wait any longer to start living the lifestyle you signed up for? Balance your health, wealth, relationships and business growth. And focus your time and energy and make the most of this year. Let's get into it by clicking here. Troy delves into our guest's startup journey, their perception of success, industry reconsideration, and the pivotal stress point during business expansion. They discuss the joys of small business growth, vital entrepreneurial habits, and strategies for team building, encompassing wins, blunders, and invaluable advice. And a snapshot of the final five Grow A Small Business Questions: What do you think is the hardest thing in growing a small business? According to Natalee Leach, the hardest thing in growing a small business is the speed of growth. Growing too fast can feel scary and overwhelming, especially with the fear that "what goes up must come down." Managing rapid scaling while keeping the business stable, sustainable, and healthy is the real challenge. What's your favorite business book that has helped you the most? Natalee Leach's favorite business book is The Diary of a CEO, which has helped her the most by offering honest, relatable insights into leadership, mindset, and personal growth, while also providing validation and practical ideas that she can apply to building and leading a successful business. Are there any great podcasts or online learning resources you'd recommend to help grow a small business? Natalee Leach recommends a few great podcasts and online resources to help grow a small business, including The Diary of a CEO for mindset and leadership insights, How I Built This for real founder stories, and Smart Passive Income for practical business strategy. She also points to MasterClass, Coursera, and LinkedIn Learning as solid hubs to level up skills in marketing, leadership, and scaling operations — all great for small business growth. What tool or resource would you recommend to grow a small business? Natalee Leach often points to Notion as one of her go-to tools for growing a small business — it's great for organizing workflows, project plans, SOPs, content calendars, client onboarding, and team collaboration all in one place. She also recommends Slack for team communication, Asana or Trello for task management, and Stripe/QuickBooks for streamlined billing and finances. These tools help keep operations smooth, teams aligned, and growth intentional. What advice would you give yourself on day one of starting out in business? According to Natalee Leach, one advice she would give herself is to book a Pilates session or schedule time for yourself in your diary from day one because the business will run over you if you do not. She emphasizes that setting these boundaries immediately is crucial for maintaining a lifestyle that offers longevity rather than constant exhaustion. This self-care allows for quality time with family and friends, ensuring you are not too tired to actually enjoy life outside of work. By prioritizing your own physical and mental strength early on, you can better power through the different phases of business growth. Ultimately, she views scheduling this personal time as a paramount habit that business owners must develop to prevent being derailed by the mental strain of leadership. Book a 20-minute Growth Chat with Troy Trewin to see if you qualify for our upcoming course. Don't miss out on this opportunity to take your small business to new heights! Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.     Quotable quotes from our special Grow A Small Business podcast guest: From day dot, make sure you schedule time in your diary for yourself, because the business will run on top of you if you don't — Natalee Leach We are a values-based business that lives by a mission to drive positive change through optimizing people and payroll spaces everywhere — Natalee Leach I believe success is all about the people you work with and building a culture where everyone is heard and feels they belong — Natalee Leach  

A mellow one this afternoon with a lot of shoulder and hip opening by request. Savor the last days of Romjul and have a Happy New Year! 

Hear from Jill Wiltfong, CMO, Korn Ferry, Chris Bontempo, CMO, Johnson Controls, Shannon Sullivan Duffy, CMO, Asana, and Melton Littlepage, CMO, 1Password on their uncuttable budget items. Timestamps: (01:19) Jill Wiltfong, CMO, Korn Ferry,(08:03) Chris Bontempo, CMO, Johnson Controls(23:12) Shannon Sullivan Duffy, CMO, Asana(28:10) Melton Littlepage, CMO, 1Password  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 3838: Shirley shares a powerful 6-step framework for turning yearly goals into reality by combining clarity, structure, and consistency. Her method helps you stay focused, break down overwhelming ambitions into actionable tasks, and follow through with intention all year long. Read along with the original article(s) here: https://daringliving.com/how-to-plan-goal-receive-results/ Quotes to ponder: "You must be willing to make the extra effort and commit to do the things that most people are not willing to do." “The key is to list out every single task, even the small and tedious ones, so that you don't even have to think about what you need to do to accomplish that project/ assignment.” “Make sure your goal is: Specific, Measurable, Attainable, Relevant, Time-Bound, Reward.” Episode references: Google Calendar: https://calendar.google.com/ Asana: https://asana.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices