Podcasts about assessments

Why do some people fixate on details that seem irrelevant to you? Why do others jump quickly to patterns and possibilities? And why can a decision that seems perfectly logical to one person feel completely wrong to someone else? In this solo episode, Brian uses the Myers-Briggs Type Indicator to explore two particularly useful personality distinctions: Sensing vs. Intuition and Thinking vs. Feeling. These preferences describe how people tend to take in information and how they tend to make decisions. Understanding these differences can increase self-awareness, reduce frustration in relationships, and make coaches more effective by helping them recognize when they are unconsciously expecting clients to process information and decisions the same way they do. Key Ideas & Takeaways There really are different ways of processing the world. Brian opens with a conversation with his longtime friend Travis about a thorn in his thumb. Travis wanted to know exactly what kind of plant the thorn came from; Brian could not understand why that detail mattered. The exchange illustrates how differently two people can naturally gather information. Sensing and Intuition describe how we prefer to take in information. Sensing tends to focus on facts, details, experience, and concrete evidence. Intuition tends to focus on patterns, possibilities, connections, meaning, and what could be. Neither approach is better. Each notices things the other can easily miss. Our own preference can feel like common sense. Because we have spent a lifetime processing information in a particular way, it can be difficult to understand why another person doesn't see what seems obvious to us. Thinking and Feeling describe how we prefer to make decisions. Thinking tends to emphasize logic, consistency, and what makes the most sense. Feeling tends to emphasize values, people, relationships, and the human impact of a decision. Feeling is not the same thing as being emotional, and Thinking does not mean being uncaring. Different decision-making styles strengthen communities. Logic matters, but so do shared values and the impact decisions have on people. Healthy families, teams, churches, and organizations benefit from both perspectives. Coaches need awareness of their own preferences. Coaching frequently involves helping people gather information and make decisions. A coach who assumes the client should process those things the same way the coach does can unintentionally limit the conversation. The opposite preference can generate powerful coaching questions. A coach might invite a strongly Sensing client to consider patterns or possibilities, or ask a strongly Thinking client to consider how a decision fits the values of the people affected. The goal isn't to change the client's preference but to expand what they are able to consider. Assessments should create awareness, not pigeonhole people. Myers-Briggs describes preferences rather than limitations. Knowing a preference can help explain differences without turning personality type into an excuse or rigid label. Brian closes by introducing CAM 509: Coaching and Assessments, beginning September 22, 2026, an eight-week course exploring assessments and how coaches can use them effectively. Memorable Quotes & Ideas "I think the easiest recognition of this is when I'm around somebody who I don't understand." "You are really going to assume that everybody takes in information and makes decisions like you do—and that they should." "I see patterns before I see specifics." "Feeling isn't about being emotional." "I process differently would be a better way of saying that." "As I'm coaching, I want to try to set aside my own biases and preferences toward how I take in information and how I make decisions." "There are options out there that you have not considered."

Hear from Texas A&M doctoral candidate Thomas Manzini as he shares how artificial intelligence (AI) helps turn drone imagery into fast, actionable damage reports, improving disaster response when every minute counts.Learn More: CLARKE Project

In this episode of the AAOS Now Podcast, host Doug Lundy, MD, MBA, FAAOS, sits down with two guests who offer differing perspectives about the American Board of Orthopaedic Surgery (ABOS) Knowledge, Skills, and Behavior (KSB) Program. David F. Martin, MD, Executive Director of the ABOS, offers the board's perspective on why the Knowledge, Skills, and Behavior (KSB) Program exists, why it is now required, and where it's headed; Ellen Lutnick, MD, a PGY5 at the University of Buffalo and chair of the AAOS Resident Assembly Executive Committee, shares her experience of living with the program day to day. Together, they trace the KSB Program from its 2018 launch through its 2025 requirement for residents entering the ABOS Part I exam pathway.  Dr. Martin explains that the program grew out of decades of interest in competency-based medical education and a recognition that time alone doesn't guarantee a resident has developed adequate orthopaedic knowledge, surgical skill, and professional behavior. He walks through why the ABOS made participation mandatory, how the program integrates with ACGME case logging, and the distinction between formative feedback – meant to help residents improve – and summative feedback, like board exams, that produces a pass or fail outcome. Dr. Lutnick describes how the program was rolled out at Buffalo, what it's actually like to request feedback after or before a case, and how she's learned to be strategic about which cases to submit for evaluation. She also speaks candidly about receiving feedback she disagreed with, how professional behavior assessments surface blind spots, and what other residents have told her they would like to see change about the KSB Program. The conversation closes with a look at where the program might go next, including whether the ABOS will eventually tie participation to specific performance scores rather than just completion numbers. Dr. Martin encourages residents to reach out with feedback so ABOS can continue to make the assessments even more helpful and easier to incorporate into a resident's busy schedule. Key topics covered in this episode: The origins of the KSB Program and its roots in competency-based medical education Why the ABOS chose to make KSB participation a requirement for the Part I exam Integration between the ABOS case entry system and the ACGME The difference between formative and summative assessment in residency training Strategies to help residents decide which cases to submit for surgical skills evaluation How professional behavior assessments are designed to identify outliers rather than track linear growth The role of verbal vs. written feedback in resident education Resident perspectives on receiving and processing critical feedback Survey fatigue and efforts to streamline the evaluation process What residents want to see improved, including access to individual professional behavior results Where the program may be headed, including the possibility of performance-based scoring requirements Residents starting to navigate the KSB Program will find real value in hearing how a peer has learned to use the tool strategically, not just to meet a requirement, but to actively shape the feedback they receive. Host: Doug Lundy, MD, MBA, FAAOS, Deputy Editor, AAOS Now; Chair, AAOS Now Podcast Workgroup Guests: David F. Martin, MD, Executive Director, American Board of Orthopaedic Surgery; Professor, Orthopaedic Surgery and Rehabilitation (Winston-Salem), Wake Forest University School of Medicine Ellen Lutnick, MD, Chair, AAOS Resident Assembly Executive Committee; PGY5 and Resident Research Coordinator, University of Buffalo Department of Orthopaedics and Sports Medicine

“Assessment is a hue of understanding, not a frame of understanding.” –Christina GiammalvaI LOVE a good assessment. They can be so useful in helping us understand ourselves and work with our own strengths or rhythms. On the flip side, if not used well, the results and reports can become more noise or even box us in. So what do we make of assessments and how can they help us? Let's dive in with Christina Giammalva, therapist and coach, who uses assessments regularly with clients and helped write about assessments for the most recent issue of Pause Magazine. We talk about: Difference between Myers–Briggs typesRoot fears identified in the EnneagramComparing people with the same responses on one assessment and different responses on another Finding comfort in understanding how we are and working better with others by understanding we aren't all the sameUnderstanding attachment theory and wondering if we are enoughThe idea of self-acceptance, not self-improvementABOUT CHRISTINAChristina Giammalva is a Somatic Counselor helping individuals from around the world reach new levels of inner calm. Through revealing the connections between the mind and body, she's devoted to helping clients address deep-rooted issues that cause anxiety, stress, depression and other health-related struggles. LINKShttps://www.christinagiammalva.com/https://www.instagram.com/cfgiammalva/Pause Magazine, Issue 5DOABLE CHANGESAt the end of every episode, we share three doable changes, so you can take what you've heard and put it into action. Action is how change happens.Often we feel like our actions have to be huge to match the bigness of our desires, but we have seen over and over and over again that the little things add up. By stacking up a series of Doable Changes, you will create that big change that you crave. Choose the one that really resonates with you this week and really make it part of your life. Here are Three Doable Changes from this conversation:TRY AN ASSESSMENT. If you haven't taken the Myers-Briggs or Enneagram or Attachment Theory, pick one to try. Don't overthink the questions as you answer. Read the basics about your results. Write down any ahas you have about yourself.CONNECT IDEAS. Try taking more than one assessment. What information do you find showing up in different ways? What intrigues you from each?WORK WITH WHAT YOU LEARN. Understanding how you are wired — and how others are — can be useful. Teams often take similar assessments to understand how members operate. This can help with interpersonal dynamics. Christina found recognizing that her children were wired differently from her helped her mother them. If you have someone you live or work with willing to take the test and share results, discuss what you learn and one thing you might try to change to improve the way you communicate or work together.

In Teil 4 der Hartman Summer Edition schließen wir Kapitel 4 von Freiheit zu leben ab.Im Mittelpunkt stehen Robert S. Hartmans Gedanken über Gut und Böse, seine mathematische Wertelogik und die Frage, warum wir das Böse oft erst erkennen, wenn es bereits großen Schaden angerichtet hat. Wir sprechen über seine Idee positiver Gegenwerte, über Krieg, Demagogie und die Gefahr ideologischer Verblendung. Außerdem geht es um Hartmans Kritik an Kirche und Gesellschaft sowie um seine Überzeugung, dass jeder Mensch innere Tiefe und geistige Sensibilität entwickeln muss, um das Gute zu stärken und das Böse überhaupt wahrzunehmen.Eine Folge über Menschlichkeit, Verantwortung und die Hoffnung, dass sich das Gute bewusst organisieren lässt.Linkedin Profil Dr. Ulrich Vogel: https://de.linkedin.com/in/ulrich-vogel-profilingvaluesprofilingvalues Website: https://www.profilingvalues.comAutorenseite Dr. Uli Vogel: https://uli-vogel.com/Linkedin Profil profilingvalues: https://de.linkedin.com/company/profiling-values?trk=public_profile_topcard-current-companyprofilingvalues Blog: https://profilingvalues.com/ueber-uns/pv-blog/Profilingvalues Mediathek: https://podcast.profilingvalues.comBuch Freiheit zu leben von Robert S. Hartman: https://www.amazon.de/Freiheit-zu-leben-Die-Robert-Hartman-Story/dp/3347958578/Keywords: Robert S. Hartman, Freiheit zu leben, Hartman Summer Edition, Gut und Böse, Wertetheorie, Demagogie, Krieg, Nuklearkrieg, Menschlichkeit, intrinsische Werte, Kirche, Gesellschaft, spirituelle Entwicklung, Verantwortung, Persönlichkeitsentwicklung

When it comes to leadership assessments, there's never a “one-size-fits-all” approach, says Peter Stewart.“There are some key questions we need to think about before you begin the assessment process so that you are selecting the right method, you're selecting the right resources or formal assessments or whatever you're doing, to help get the results you want,” he says.In today's episode, Daniel and Peter take a deep dive into leadership assessments, examining the purpose of assessments, the typical use cases for assessments, which types of assessments are appropriate, and how to understand assessment reports.Tune in to learn:Four clear cases for leadership assessmentsMistakes and pitfalls to avoid in assessing leadersThe most important things to do before assessing leadersHaving a formal leadership assessment process is one of the best ways for organizations to make sure they select the right leaders for their open positions and further develop those leaders for future roles. When designed and implemented for the unique needs of the organization, a good assessment process will help optimize and integrate individual leadership strengths and help both the organization and the leader deliver results.Questions, or comments? E-mail us at podcast@stewartleadership.com—Sign up for Stewart Leadership's newsletter: https://stewartleadership.com/newsletter/—Stewart Leadership Insights and Resources:Stewart Leadership AssessmentsWhen Should I Use a LEAD NOW! Assessment?6 Ways to Leverage the Power of 360° Assessments for Your LeadersThe Advantages of an Online 360° AssessmentSuccession Planning for SuccessConnecting Strategy with Talent Development, Part 1 (Podcast)Connecting Strategy with Talent Development, Part 2 (Podcast)Turnover to Tenure: How Succession Planning can Stabilize Leadership and Position Organizations for Long-Term Growth—#leadership #podcast #leadershippodcast #leadershipdevelopment #assessments #360assessments #successionplanning #StewartLeadership #LeadershipGrowthPodcastIf you liked this episode, please share it with a friend or colleague, or, better yet, leave a review to help other listeners find our show, and remember to subscribe so you never miss an episode. For more great content or to learn about how Stewart Leadership can help you grow your ability to lead effectively, please visit stewartleadership.com and follow us on LinkedIn, Instagram, and YouTube. 

Todays headlines include: NSW Education Minister Prue Car has announced a review of the state’s school assessments amid the growing use of generative AI. A new poll shows the lowest primary support for the Labor Party since the days before Kevin Rudd successfully challenged Julia Gillard for the leadership, in June 2013. China has seen its most powerful typhoon of the year over the weekend, forcing the evacuation of more than one million people from their homes. And today’s good news! Australia has won six medals at the under-20 world athletics championships, including two gold, and set a new world record. Hosts: Zara Seidler and Billi FitzSimonsProducer: Orla Maher Want to support The Daily Aus? That's so kind! The best way to do that is to click ‘follow’ on Spotify or Apple and to leave us a five-star review. We would be so grateful. The Daily Aus is a media company focused on delivering accessible and digestible news to young people. We are completely independent. Want more from TDA?Subscribe to The Daily Aus newsletterSubscribe to The Daily Aus’ YouTube Channel Have feedback for us?We’re always looking for new ways to improve what we do. If you’ve got feedback, we’re all ears. Tell us here.See omnystudio.com/listener for privacy information.

Jerry and Willie kick off a Feel Good Summer Friday revisiting Jets history, training camp fights, MLB highlights, and wild topics from cruise swingers to extreme heat. The guys debate restaurant etiquette over Bart Scott's leftover food, react to Mike Tomlin's TV debut and a Purdue press conference blunder, and swap embarrassing on-air moments. Next, they predict which QBs will step up, clear up a bowling alley story, and test Paul Rosenberg on how well he knows Willie. Finally, the show tackles managing young NFL paychecks, Aaron Donald return rumors, and hilarious close-call stories—including the time Willie soiled himself on the field.

What makes great executives stand out? I'm thrilled to share Part 1 of a 3-part series that will explore the foundations of positive leadership. Throughout this special set of episodes, I will be sharing the stage with Kevin Ford, the award-winning CEO of Calian who recently stepped down. In this episode, Kevin and I start the conversation by taking an honest look at why leading yourself matters most. We unpack the critical role of self-awareness, sharing a powerful personal journey that moved Kevin from early-career overconfidence to the life-changing benefits of welcoming tough feedback.We also discuss insightful research, amplified with real-life examples that makes the case that self-awareness isn't soft. Our discussion touches on structured approaches (like 360 reviews) and everyday, observational cues that help leaders read the room and adjust in real time. We reframe humility as a leadership strength, curiosity as the operational side of great leadership, and positivity as the superpower needed to weather today's challenges.If you're searching for ways to advance your leadership, build resilience, and foster authentic relationships, this episode provides an actionable roadmap to transform self-awareness from a buzzword into your most valuable asset.What You'll Learn- Self-Awareness is foundational- Feedback is a gift: Receive it well- Embracing (tough) feedback, can be transformative.- Make time for self-reflection.- Curiosity is operationalized humility.- Positive energy matters, especially in tough times.- Legacy is about the journey. Podcast Timestamps(00:00) - Introduction to the 3-Part Series(00:42) - Guest Introduction: Kevin Ford's Leadership Journey(03:26) - The Importance of Leading Yourself(04:11) – The Role of Self-Awareness in Executive Success(06:08) - Transformative Feedback: The Value of Tough Conversations(09:46) - Processing Feedback and Humility in Leadership(12:12) - Creating Upward Feedback Culture(14:24) - Reading the Room: Observational Self-Awareness(16:43) - Internal and External Self-Awareness(17:56) - Addressing Time Constraints and Feedback Reluctance(22:18) - Curiosity as a Driver of Self-Awareness(24:21) - Humility, Curiosity, and Leadership Legacy(29:04) - Self-Awareness and Decisive Leadership(32:59) - Positive Energy and Well-being in Leadership(37:48) - Practical Steps for Sustaining Positive Energy(41:45) - Final Reflections on Self-AwarenessKEYWORDSPositive Leadership, Self-Awareness, Leadership Development, Executive Feedback, 360 Assessments, Upward Feedback, Humility in Leadership, Curiosity, Culture, Authenticity, Positive Energy, Well-Being, Mental Health, Physical Health, Energy Management, Legacy, Organizational Culture, Coaching, Empathy, Constructive Criticism, Personal Growth, Employee Engagement, Resilience, Performance Review, Self-Reflection, Emotional Intelligence, CEO Success

Oh boy, get ready for this one, as Dakota and Dave followed by their chicken Jeff are hitting Karaoke night down at Sluggos Bar and Grill. I present to you Dakotaokee

In Teil 3 der Hartman Summer Edition setzen wir Kapitel 4 von Freiheit zu leben fort.Diesmal geht es um die religiösen und philosophischen Wurzeln von Robert S. Hartmans Wertetheorie sowie um eine überraschende Sicht auf Gut und Böse. Wir sprechen über das Gespräch Jesu mit Nikodemus, die Begegnung mit der Frau aus Samaria und die Unterscheidung zwischen der äußeren, materiellen und der inneren, spirituellen Wirklichkeit.Im Mittelpunkt steht jedoch Hartmans Gedanke der „Logik des Unendlichen“: Warum reagieren wir auf das Böse meist genau so, wie es das Böse erwartet? An Beispielen von Abraham Lincoln, Immanuel Kant, einer bewegenden Geschichte aus Stalingrad und alltäglichen Situationen zeigt Hartman, wie sich Konflikte auf einer höheren Ebene lösen lassen.Eine Folge über Menschlichkeit, Versöhnung und die Frage, warum Güte manchmal die stärkste Form von Klugheit ist.Linkedin Profil Dr. Ulrich Vogel: https://de.linkedin.com/in/ulrich-vogel-profilingvaluesprofilingvalues Website: https://www.profilingvalues.comAutorenseite Dr. Uli Vogel: https://uli-vogel.com/Linkedin Profil profilingvalues: https://de.linkedin.com/company/profiling-values?trk=public_profile_topcard-current-companyprofilingvalues Blog: https://profilingvalues.com/ueber-uns/pv-blog/Profilingvalues Mediathek: https://podcast.profilingvalues.comBuch Freiheit zu leben von Robert S. Hartman: https://www.amazon.de/Freiheit-zu-leben-Die-Robert-Hartman-Story/dp/3347958578/Keywords: Robert S. Hartman, Freiheit zu leben, Hartman Summer Edition, Logik des Unendlichen, Gut und Böse, Versöhnung, Abraham Lincoln, Immanuel Kant, Nikodemus, Samariterin, Wertetheorie, intrinsisch, extrinsisch, Konfliktlösung, Persönlichkeitsentwicklung

Jason Brown returns for a nuanced discussion about Zone 2 cardio, walking, conditioning, stress, recovery, and how cardio should fit into an individual's life.Jason joins me to discuss:• Whether Zone 2 cardio is actually overrated• How much of Zone 2's benefit comes from simply getting people moving• The value of reducing sedentary time and increasing daily activity• The relationship between Zone 2-style activity, NEAT, and mental health• Why getting outside and moving can provide benefits beyond fitness adaptations• Looking at cardio and all training through the lens of nervous system regulation• Accounting for the total stress already present in someone's life• Why cardio recommendations should begin with the individual's available time and capacity• The nuanced debate around whether walking counts as exercise• Why sprint training should not be treated as Zone 2 cardio• Why average heart rate during lifting or high-intensity training does not prove someone received a Zone 2 stimulus• The difference between cardiovascular strain and sustained aerobic work• Why exercise labels matter less than matching the activity to the person's needs• Jason's thoughts on the current state of online coaching• And much moreFollow Jason on Instagram:@jasonbrowntrainingCHAPTERS01:04 Setting Up the Zone 2 Controversy01:59 Who Is Zone 2 Cardio For?05:05 Social Media Hot Takes07:02 The Benefits of Sustained Aerobic Work10:41 Andrew's Questions About Zone 214:45 Mechanisms and Aerobic Adaptations21:13 Time Constraints and Effective Dosing29:07 Does Walking Count as Exercise?30:53 Walking as Therapy33:20 Regulation Matters More Than Debates34:09 Plug-and-Play Training35:40 Why Speed Training Is Not Zone 237:35 The Limits of Heart Rate as a Proxy39:39 Genetics and Individual Cardio Needs44:08 Making 30 to 60 Minutes Count47:21 Assessments and Coaching Standards50:40 The Reality of Online Coaching54:49 Aerobic Training Requires Time55:45 Final Thoughts and Where to Find JasonSUPPORT THE SHOWIf this episode helped you think differently about Zone 2 cardio, walking, recovery, or conditioning:• Subscribe and check out more episodes• Share the episode on social media and tag @andrewcoatesfitness• Send it to someone who believes cardio needs to be intense to be worthwhileFOLLOW ANDREW COATESInstagram: @andrewcoatesfitnesshttps://www.andrewcoatesfitness.comPARTNERS AND RESOURCESRP STRENGTH APPUse code COATESRP:https://www.rpstrength.com/coatesJUST BITE ME MEALSUse code ANDREWCOATESFITNESS for 10% off:https://justbitememeals.comMACROSFIRST — FREE PREMIUM TRIAL• Download MacrosFirst• Begin setting up your account• When asked, “How did you hear about us?” enter: ANDREWKNKG BAGS — 15% OFFhttps://www.knkg.com/Andrew59676VERSA GRIPPShttps://www.versagripps.com/andrewcoatesTRAINHEROIC — FREE 90-DAY TRIAL• Visit: https://www.trainheroic.com/liftfree• Reply to the email you receive or email trials@trainheroic.com• Let them know Andrew sent youL1 BIOMECHANICS AND ASSESSMENT COURSEUse code COATES:https://pro.activelifeprofessional.com/assessmentworkshopevents

Just five Assessments of Need were completed in Clare during the first three months of this year, while more than 100 children were left waiting beyond the statutory timeframe.   For many families, those delays mean waiting even longer to access vital therapies and supports at a crucial stage of a child's development.   Joining Alan Morrissey to discuss the impact of these figures, and what needs to change, were Ann Norton, founder of Clare Crusaders Children's Clinic, and disability rights activist Ann Marie Flanagan. Photo (c) RDNE Stock project from Pexels via Canva

A science teacher at St Patrick's College in Wellington says he is moving to make sure all assessments are done in the classroom under supervision, to combat AI. The strategy comes as the Education Review Office today released a report saying AI is becoming part of everyday life and schools want more formal guidance from the Education Ministry. 

After we went to Dave Island last week, everyone was quick to leave and head to Dakota Island so tune in to this episode for the whackiest of whacky characters.

A key focus of the episode is on practical approaches to conducting pre-sales assessments for prospective managed service clients, particularly those with existing MSP relationships and under 100 employees. Hosts discussed that frontline assessment methods often prioritize observational “walk-arounds” and targeted questioning rather than the deployment of specialized tools, except in cases where complexity or asset uncertainty warrants additional rigor. The conversation emphasized that visible signs of technological investment (or lack thereof) and management engagement provide valuable risk indicators to help MSPs assess prospect suitability and potential client alignment. Supporting details included recommendations against using automated network scanning tools as a default during the sales process, especially for smaller prospects. Instead, initial technology and business process understanding should be driven by reviewing company websites, social media, and conducting direct observation and informal dialogue with staff. For more complex environments or where asset counts are ambiguous, tools such as Galactic Advisors, RapidFire Tools, or Lansweeper were suggested, but only after careful consideration of the actual information gap. MSPs were advised to leverage preexisting documentation and probe for differences with prior MSPs, focusing on gaps in service, dissatisfaction, or unaddressed needs. Secondary topics included the necessity of formal Master Service Agreements (MSAs) and the operational risks of long-running unwritten arrangements. The hosts reported that customer pushback on contracts is rare; those unwilling to sign can be managed through premium pricing or operational discretion. The use of digital document management and auto-renew online agreements was cited as a means to streamline governance and ensure that contractual terms keep pace with operational changes. The conversation also addressed best practices for Quarterly or Technology Business Reviews (QBRs/TBRs)—advocating for business-oriented, forward-looking discussions rather than technical or ticket-driven reporting, and highlighting risk in overinvesting staff time in meeting preparation. The episode concluded with a practical case study on recurring revenue management, highlighting a systematic approach to price increases after extended periods without adjustment. The case demonstrated that fears of customer attrition due to price adjustments are often overstated, particularly when supported by transparent communication and a graduated rollout to well-aligned clients. The discussion reiterated the importance for MSPs to maintain accountability, regularly review contractual agreements, manage operational costs, and structure client engagements to reduce risk exposure while improving alignment with organizational goals. Title:   How do you complete an assessment for a prospect? Topics/Events Question Of The Week: How do you complete an assessment for a prospect?  What to do if you don't have agreements in place, but you've worked with recurring clients for years.  QBRs – what questions should you be asking during your regular QBRs with your clients CMMC third-party audits are paused. The channel opportunity isn't. ChannelE2E https://share.google/4vXDd5G3ysgflU6PU STORY:  Reviewing a MSP's current agreements, James realized the MSP hadn't had a price increase for over 5 years.  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Anthony Fauci is invoking the Fifth Amendment and refusing to answer questions during today's hearing on the origins and response to the COVID-19 pandemic.See omnystudio.com/listener for privacy information.

This episode features three psychologists from Rebecca School in New York City who discuss how psychological assessments can better reflect the true abilities of neurodivergent children when viewed through a DIRFloortime® lens. They explain that traditional testing often measures a child's ability to tolerate unfamiliar environments, demands, and sensory challenges rather than accurately capturing their cognitive strengths. Our discussion challenges long-standing assessment practices and offers a more respectful, relationship-based alternative.Link to the show notes with links to key discussion points and other ways to view or hear the episode here: https://affectautism.com/2026/07/24/assessments/Consider joining our DIR® Parent Network or becoming an Affect Autism member for bonus content and support from a like-minded community of Floortimers here: ⁠⁠https://affectautism.com/support/

Suzanne Roberts is the founder of UnifyingSolutions and a transformational speaker, facilitator, and author with more than 40 years of experience helpingleaders and organizations create meaningful, lasting change. She developed Polarity System Design™, a methodology that empowers individuals and teams to lead with clarity, purpose, and collaboration while building healthier organizational cultures. Guided by a mission to promote human dignity andunlock people's potential, Suzanne helps others thrive both personally and professionally.  She is a Master Somatic Coach and is certifiedin FEBI, the Enneagram, and Decision Wise 360 Assessments. Her clients include major organizations such as Chase, Prudential, OhioHealth, and the ColumbusMuseum of Art. Suzanne's book and documentary, It's Deeper Than That: Pathway to a Vibrant, Purposeful Life, are scheduled to premiere in October 2025, and her leadership program, The Great Reconnection, launches the same year. Outside of her work, she enjoys hiking, kayaking, gardening, meditation, audiobooks, and spending time with her grandchildren.Linkto episode can be found here: #drdanamzallag, #drdanpodcast, #Happinessjourneywithdrdan,#ddanmotivation, #inspiringinterviews, #drdancbt, #drdantherapy,#drdancoaching, #drdanhappiness,   

Dave packs up to head to his dream spot - Dave Island, but is everything going to be as good as Dave thinks? Our Island Announcer Dakota is there with all the hot questions, tune in now

Knowing whether a program is succeeding requires more than good intentions. It requires a disciplined look at results. Congress strengthened federal performance-management requirements in 2024, but a new GAO review finds important pieces still haven't been fully implemented. Here to explain what GAO found is Lori Atkinson, acting director for strategic issues at GAO. Read the report here: https://www.gao.gov/assets/gao-26-108516.pdf See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The secondary teachers' union isn't alarmed by a drop in students passing a key NCEA numeracy assessment. Just over half passed the compulsory NCEA maths co-requisite assessment in May, more than five percent down on last year. Pass rates changed little for reading and writing. PPTA President Chris Abercrombie says the numeracy assessment tests maths in real-world contexts, rather than straightforward calculations. "So you need a high level of literacy - I know students that can pass physics, but will fail this numeracy assessment because they don't have the literacy. So it's quite a complex situation." LISTEN ABOVESee omnystudio.com/listener for privacy information.

Host Aileen Miziolek speaks with Managing Director of The McQuaig Institute, Venessa Vasilakeris. Together, they talk about how using  assessments in leadership development can be transformative inside a family business. In family systems where trust, perceived favouritism, and emotional history can distort even the most straightforward decisions, objectivity is not a luxury — it's a leadership necessity.    Aileen and Venessa unpack how assessments create a shared, neutral reference point that depersonalizes tension and reframes differences as strengths rather than flaws. The conversation moves from personality and competency tools to 360 feedback, benchmarking, and leadership development, exploring not just what assessments measure, but what conditions need to be in place for them to actually work.   They're candid about where assessments go wrong: the fear of being pigeonholed, the danger of running a 360 process before a team has the psychological safety to hold it, and the all-too-common pattern of a great debrief followed by nothing. What emerges is a clear argument that implementation matters more than the tool itself, and that the families who get the most value are the ones who keep the conversation alive long after the results come in.   For business-owning families and the advisors who work with them, this episode is a practical and thought-provoking look at how awareness becomes the lever for lasting leadership growth. All views, information, and opinions expressed during this podcast are solely those of the individuals involved and do not necessarily represent those of Family Enterprise Canada.   Guest bio Venessa Vasilakeris is a dynamic leader with over a decade of experience helping hiring managers and HR professionals build, grow, and develop individuals and teams. As Managing Director at McQuaig, she combines deep expertise in recruitment and talent management with a passion for innovation. Venessa has led the development of tools that empower organizations to make better people decisions, enhance productivity, and foster stronger human connections.   Venessa holds a BA from McMaster University and is certified in The McQuaig System. Outside of work, she's an avid learner, passionate traveler, and devoted dog mom to Douglas.   You can learn more about Venessa Vasilakeris on LinkedIn.   Key Takeaways [:22] Aileen Miziolek opens the episode with an observation about leadership in family enterprise and introduces Venessa Vasilakeris, Managing Director at the McQuaig Institute.   [1:08] Venessa shares what services McQuaig offers in the context of leadership within family business.   [2:55] The core differences between corporate and family enterprise when it comes to talent management.   [4:57] Venessa explains how the vast array of assessments can make it difficult to choose the right tool. She shares some tips to ensure you use the one tailored to your needs.   [6:15] The power of personality.   [7:47] Unlike personality, competency can be developed and nurtured. Vanessa speaks to the synergies that can arise between personality and the great 8 leadership competencies and shares the functioning of the Competency 360 assessment.   [11:36] Venessa weighs in on the importance of transparency when it comes to assessment. In order to avoid conflict, some conditions must be met to remain outside of personal dynamics.   [14:35] Correcting the fear of pigeon-holing with assessments.   [18:39] When it comes to succession, keep in mind the number one thing successful leaders have in common, regardless of style!   [20:00] Venessa shares prime examples of the opposing siblings phenomenon.   [22:22] From relative pet peeve to super power.   [24:06] What does it look like when the assessment results are embedded into how the company functions?   [26:34] Venessa explains benchmarking through the lens of recruitment and development.   [29:53] How can families get started with assessments, what should they look at, and what do they need to prepare for?   [33:49] Aileen thanks Venessa for sharing so much of her expertise and invites listeners to subscribe.   If you enjoyed today's episode, you can subscribe to Let's Talk Family Enterprise on Spotify, Apple Podcasts, and other podcast apps. Please remember to share this episode with family, friends, and colleagues. Share your thoughts with us at fea@familyenterprise.ca.   Mentioned in this episode For more resources on assessments, visit McQuaig.com — A proud family-owned Canadian business.   More about Family Enterprise Canada Family Enterprise Canada FEC on Facebook FEC on Twitter FEC on LinkedIn

“Stop Drifting, start living the life that is out there, and rediscover it for yourself…”Marty is an entrepreneur, Author, and Public Speaker known for his grounded, practical perspective on building a life rooted in purpose rather than comfort. Author of the recently released book “Kill Complacency” and host of the podcast bearing the same name, he boldly speaks to those who feel stuck in the mundane routines of life, and/or unfulfilling relationships.Tune in, as Marty explains:The concept of DRIFT (Default Results In Forgotten Time) and how it limits usA refreshing perspective on seeking satisfaction based on the effort, and not the praiseSociety's convention with comfort, and why comfort is the lieThe “Risk/Reward” realization behind controlling our own destiny To follow or connect with Marty, pick up a copy of his book, and listen to his podcast, visit www.killcomplacency.com Marty also invites you to take a FREE complacency quiz - a simple assessment using the “Wheel of Intentionality” to give you a complacency snapshot. Just click the ‘Assessments' top link from his home page, then scroll down and click the “Take the Complacency Quiz” link.

The Michigan Misfits are back this week from God knows where, but they are talking about their favorite Disney movies...oh boy this should be good, tune in and enjoy!

Thomas Arnett is Senior Research Fellow at the Clayton Christensen Institute, focused on disruptive innovation in education. He is author of research on "What actually determines AI's impact on humanity". Thomas discusses how disruptive innovation transforms established systems and describes the incentives, governance, and business models shaping AI development. He explores how AI is changing the 'game' of work and education and that we must shift from traditional models as AI exposes their limitations. Thomas explains the need for curiosity and adaptable skills-based learning as career pathways change.     KEY TAKEAWAYS  [01:04] Fascinated by how the world works, Thomas studies economics.   [01:53] Teaching middle school convinces Thomas that much of today's education system is outdated.  [02:55] Thomas pursues graduate school to explore how to reinvent education.  [03:38] The Christensen Institute gives Thomas a framework for understanding disruptive innovation.  [04:48] Established systems are usually optimized to solve yesterday's problems rather than tomorrow's.  [06:23] Disruptive innovation positive side effects making scarce solutions more abundant and available.  [06:55] School systems face the innovators' dilemma as entities struggling to adopt new innovations.  [08:26] Disruptive innovation frequently starts with inferior solutions to mainstream alternatives.  [08:54] Disruptive innovations initially often serve overlooked users before improving and reaching mainstream audiences.  [10:27] AI represents a technology capable of fundamentally changing how education creates value.  [10:56] AI has created a new game to play while education systems teach how to succeed at the old game.  [11:33] School is an artificial game where AI can help students succeed at school assignments while undermining the assignments' purpose.  [12:16] Assessments need rethinking because AI changes what knowledge and capabilities matter.  [14:17] AI companies' missions and their business models often drive them in different directions.  [15:30] Investors, governance, and customer markets increasingly influence how AI products evolve.  [16:33] Understanding incentives provides better insights into AI's future than reviewing technical capabilities.  [18:02] The business models behind AI shape which applications receive the greatest investment.  [18:26] Factors tempering AI companies' 'arms race' as feedback and safety issues influence decisions.  [21:24] Thomas is optimistic about young people considering their reservations about AI.  [22:29] Learning should focus more on critical thinking, developing judgment, and problem-solving.  [23:02] Thomas stresses learning how to uncover nuances to succeed in the era of AI.  [25:49] AI's cost efficiencies and capability expansion is generating more entrepreneurship possibilities.  [29:06] AI's language interface adapts to us, rather than humans having to learn a new tech interface.  [29:53] Many human roles were previously needed to deal with messy tech-human interfaces.   [31:22] New entrants can adapt faster with new interfaces, fitting the organisation, designed AI-first.  [33:49] Shifting to tax capital not labour as one possible solution to improve labour market dynamics.  [34:44] Thomas suggests new modes of financing ventures as community-based capital.  [37:24] Existing examples of Universal Basic Income – upsides and downsides are inevitable.  [38:34] Recognising how financial security affects people's career decisions and viable opportunities.  [39:09] School experiences must evolve as they determine students' ability to succeed in the workplace.    [27:35] AI lowers barriers for individuals wanting to create value independently.  [31:05] Defined career ladders are evolving into more fluid and adaptable pathways.  [34:00] The future belongs to people who identify worthwhile problems before searching for solutions.  [40:30] Education must prepare people to navigate uncertainty not just master established knowledge.  [44:10] Human curiosity becomes increasingly valuable as AI can handle more routine cognitive work.  [48:25] Career success will increasingly depend on adaptability.  [53:15] Solving meaningful problems creates more lasting value than completing prescribed tasks.  [59:50] IMMEDIATE ACTION TIP: Focus on understanding the problems that need solving and cultivate the curiosity to keep learning and creating solutions throughout your career.      RESOURCES  Thomas's research publication "What actually determines AI's impact on humanity".  Thomas's article       QUOTES    "School is an artificial game... we've constructed this game and now we've got this technology that helps you win at the game but actually lose at the purpose of the game."    "Most of the AI getting used in schools today is... not rethinking the assumptions of how school works, it's just using it to try and enhance the way the school system has always worked."    "Don't just look at what AI can do. Look at the incentives driving the companies building it."    "If you want to see where these [AI] companies are going, look at their governance structures, look at who their investors are, look at what customer base they're trying to target."    "As long as you maintain that curiosity for understanding those problems and a desire to try and solve them, I think that is a mindset that is going to serve people well."    "Systems get designed to solve certain problems and they get really good at doing the things they were designed to do, but not very good at doing things that are radically different from what they're originally designed to do." 

AI tools are everywhere right now, and the ergonomics world is not immune to the hype. Some healthcare professionals are already looking to AI to do their assessments, generate their reports, and identify ergonomic risk on their behalf. And Darcie Jaremey has something to say about that. In this episode, Darcie makes a clear, direct argument: if you are relying on an AI tool to replace your clinical judgment in an ergonomics assessment, you are putting your clients, your reputation, and your business at serious risk. A one-size-fits-all AI report will not capture the intricacies of a specific workstation, cannot perform a true root cause analysis, and cannot defend you if a client is harmed and the matter goes to litigation.But this is not an anti-AI episode. Darcie also covers exactly where AI belongs in an ergonomics practice: as an efficiency tool on the front end of report writing, never as a replacement for your expertise.What you'll take away:Why office ergonomics is in-demand right now and why your expertise is the thing businesses actually needThe real risk of outsourcing your assessment thinking to a tool you don't controlWhat happens to your client data when you put it into a third-party AI platformWhy the details in your report are the exact thing clients can't replicate themselvesThe three tools inside Accelerate that add efficiency without replacing judgment: the swipe file, the equipment database, and the PHI redactor•       Why mentorship beats AI every time when you're building your ergonomics foundation If you've been wondering whether AI could shortcut the process of learning to do ergonomics assessments well, this episode will give you a straight answer. Resources mentioned in this episode:Ergonomics Blueprint (learn how to do office ergonomics assessments): ergonomicshelp.comAccelerate: The Business of Ergonomics (membership with tools, mentorship, and community): ergonomicshelp.com/bizOSHA Injury Cost Estimator: osha.govIf you're a healthcare professional and this episode got your wheels turning about office ergonomics - good. I've got free resources to help you take the next step at ergonomicshelp.com/resources. 

Most leaders think self-awareness means understanding their patterns. Cam Yenokida sees where that falls short. The executive coach and founder of Achieve Excellence explains why intellectual self-awareness alone never changes anything, and what it takes to turn insight into new behavior. Cam and Brandon get into the quiet reality of senior leadership, where the higher you climb, the less room you have to think out loud. They talk about what actually makes a leader coachable, why assessments are a starting point and not an answer, and how a simple look at your calendar can reveal where your attention is really going. Cam spent 20 years in corporate leadership before starting his own practice. He shares the turnover problem that became a defining moment, the two-year onboarding approach behind it, and what separates leaders who are good from those who become excellent. About our guest Cam Yenokida is an executive coach and the founder of Achieve Excellence, based in Lake Oswego, Oregon. He spent more than 20 years in corporate leadership before starting his own practice, and he has facilitated over 200 leadership and team development workshops. Cam coaches leaders at every level, from solo entrepreneurs to senior executives, using a systematic approach built around diagnostics, planning, implementation, and follow-up. His focus is on helping leaders move from understanding their patterns to actually changing how they show up. TIMESTAMPS 00:00 Welcome and why pay is a quiet driver of turnover 01:00 Meet Cam Yenokida 02:00 The patterns that pulled Cam toward developing leaders 04:00 The turnover problem that became a defining moment 05:00 Why onboarding should last two years, not 90 days 09:00 Leaving a 20 year career to start Achieve Excellence 11:00 The identity shift of becoming the brand 14:00 The blind spot of self-awareness that stays intellectual 16:00 Turning awareness into real behavior change 18:00 Why senior leaders lose room to think out loud 20:00 Helping teams say what usually goes unsaid 22:00 Assessments as a starting point, not an answer 24:00 The three signs of a coachable leader 27:00 Leading with clarity and auditing your calendar 31:00 What moves a leader from great to excellent A QUICK GLIMPSE INTO OUR PODCAST Podcast: Transform Your Workplace, sponsored by Xenium HR Host: Brandon Laws In Brandon's own words: "The Transform Your Workplace podcast is your go-to source for the latest workplace trends, big ideas, and time-tested methods straight from the mouths of industry experts and respected thought-leaders." About Xenium HR Xenium HR is on a mission to transform workplaces by providing expert outsourced HR and payroll services for small and medium-sized businesses. With a people-first approach, Xenium helps organizations create thriving work environments where employees feel valued and supported. From navigating compliance to enhancing workplace culture, Xenium offers tailored solutions that empower growth and simplify HR. Whether managing employee relations, payroll processing, or implementing impactful training programs, Xenium is the trusted partner businesses rely on to elevate their workplace experience. Discover how Xenium can transform your workplace: Learn more Connect with Cam Yenokida: Website LinkedIn Connect with Brandon Laws: LinkedIn Instagram About Connect with Xenium HR: Website LinkedIn Facebook Twitter Instagram YouTube

Christian; Follower of GOD Servant of CHRIST       Patreon https://bit.ly/3jcLDuZBio:Combat Veteran; U.S. Marine Corps Urban Warfare Instructor;       S.R.T. Commander Active Shooter Response Team Law Enforcement Los Angeles Police (L.A.P.D.) Police Officer / Fugitive RecoveryF.B.I. Instructor N.R.A Instructor Competition Shooter; Multi Time State Rifle Pistol Champion Hunting; Life Long Hunter Professional Hunter and Guide Private Security Contractor; Several Agencies,  Current.Patreon https://bit.ly/3jcLDuZBecome a supporter of this podcast: https://www.spreaker.com/podcast/gunfighter-life-survival-guns-ammo-hunting-defense-tactics--4187306/support.Have a Blessed Day 

The members of the Council of state of Ghana has said the situation on the grounds leading to Ghana's perennial floods is worse than they thought. The members say they will have to do everything necessary to make sure the menace is rectified. Members of the Council of State had been touring communities huge affected by Monday 29th June Flood in parts of Accra.

The Misfits are back talking about how hot it has been in Michigan, the upcoming GTA VI release and their undying love for Monica (Powers digital a.i assistant)

This edWeb podcast is sponsored by CAST.The edLeader Panel recording can be accessed here.In today's educational landscape, meeting the baseline for accessibility is no longer enough—it's about creating inclusive, high-quality learning experiences that support every student. As districts evaluate a growing number of AI-enabled instructional and assessment tools, leaders are asking important questions: How can we identify solutions that are equitable, accessible, and designed with learner variability in mind from the start?Join this edWeb podcast for a behind-the-scenes look at the “Wheel of Inclusion,” a major collaboration involving CAST, the Gates Foundation, and organizations developing the next generation of digital assessment tools. Panelists share why leading organizations are investing significant time, expertise, and resources into Universal Design for Learning (UDL), accessibility, and inclusive AI design—and how these efforts aim to improve experiences and outcomes for both students and educators.Listeners explore:How accessibility and UDL considerations are shaping the development of AI-enabled assessment toolsWhat district leaders should look for when evaluating digital products for procurement and implementationHow organizations are working to reduce bias and create more flexible, learner-centered assessment experiencesWhat goes into achieving third-party UDL Product Certification and why it matters for schools and districtsWhy sustainable, cross-functional approaches to inclusive design are becoming essential in today's educational technology landscapeWhether you lead curricula, assessment, technology, innovation, or student support initiatives, you leave with practical insights and key questions to help guide conversations about equitable AI adoption and future-ready assessment design. This edWeb podcast is of interest to elementary through high school district leaders, school leaders, and education technology leaders.CASTWe elevate learning at every level with meticulous research and innovative professional development.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Learn more about viewing live edWeb presentations and on-demand recordings, earning CE certificates, and using accessibility features.

Okay my friend, we’re back for Round #2 this week! Last week, I had some AWESOME questions for the show, so that made for a fun episode that got a ton of positive feedback. But I got so many good questions about assessments and return to play, I wanted to put all those into a […] The post June Q&A #2: Performance Assessments, Return to Play, and Optimizing Knee Health appeared first on Robertson Training Systems.

The boys have geared up and thinking of a world trip to the city's and towns with the weirdest names, give this a listen and ride with them.

The Data Usability Assessment (DUA) is a defined process that considers whether data meet project data quality objectives (DQOs) as they relate to the decision to be made and evaluates whether data are suitable for making that decision. DUAs are critical to ensuring that Munitions and Explosives of Concern (MEC) and munitions constituents (MC) data are of the right type, quantity, and quality to meet project DQOs. The project-specific requirements for conducting the DUA process are defined during the Systematic Planning Process and documented in the project-specific QAPP. This webinar will discuss the DUA process for both MEC and MC during remedial investigation and remedial actions. At the end of this webinar, attendees will be able to explain the purpose of DUA, identify the project team members required to participate, select the appropriate inputs, conduct the assessment, and document the DUA outputs. Presentations will be suitable for the varied M2S2 webinar audience, which typically includes government, regulator, and contractor attendees, and there will be opportunities for questions and discussion. To view this archive online or download the slides associated with this seminar, please visit http://www.clu-in.org/conf/tio/m2s2fy26-2_062526/

The Data Usability Assessment (DUA) is a defined process that considers whether data meet project data quality objectives (DQOs) as they relate to the decision to be made and evaluates whether data are suitable for making that decision. DUAs are critical to ensuring that Munitions and Explosives of Concern (MEC) and munitions constituents (MC) data are of the right type, quantity, and quality to meet project DQOs. The project-specific requirements for conducting the DUA process are defined during the Systematic Planning Process and documented in the project-specific QAPP. This webinar will discuss the DUA process for both MEC and MC during remedial investigation and remedial actions. At the end of this webinar, attendees will be able to explain the purpose of DUA, identify the project team members required to participate, select the appropriate inputs, conduct the assessment, and document the DUA outputs. Presentations will be suitable for the varied M2S2 webinar audience, which typically includes government, regulator, and contractor attendees, and there will be opportunities for questions and discussion. To view this archive online or download the slides associated with this seminar, please visit http://www.clu-in.org/conf/tio/m2s2fy26-2_062526/

How do students learn physical assessments most effectively and transfer these skills to clinical practice? Traditionally, students learn to conduct a complete assessment over several weeks and demonstrate their competence by performing assessments under the observation of a faculty member. However, this standard approach may result in students merely memorizing the steps to pass the assessment, potentially leading to difficulties in transferring these skills to real clinical situations. To address this issue, the faculty implemented a video technology method, allowing students to record themselves while assessing a peer partner. Using Swivel® technology (https://www.swivl.com), students capture their assessments on video and complete a self-evaluation before submitting their videos for grading. In the podcast and article, Dr. Delanie explains the teaching strategy.

In this episode, I speak with my producer, Tony, to answer questions from the listeners and we discuss: What causes vision and vestibular issues Concussions and the visual system Peripheral vision and tracking movement Stimulating the vagus nerve - Exhalation based breathing drills A surprising benefit of strength training - Dealing with chronic headaches and migraines Using colored lenses Blood pressure, wall sits, and grip exercises When you need cerebellar training Adjusting to career changes and content creation And more... Thank you to my podcast idea man and coach, Tony Fowler (Instagram: @tone_reverie) for helping me put together this episode! Free Resources: Join our mailing list HERE to stay up to date on the latest updates from Kruse Elite Join our free Cranial Nerve Masterclass here to get a taste of how neurology impacts your movement and pain issues Subscribe to our YouTube HERE for in-depth educational videos and tutorials Whenever you're ready here's how we can help you: Become an expert in problem solving movement and pain issues with our beginner neuro course, Neuro Foundations Master applied neurology so you can feel confident you can help anyone who walks through your door by joining our advanced neuro course, The Neuro Dojo

its another scorcher out there, so the Michigan Misfits are back in the garage talking tv and games, give this one a listen and who knows Dave may sing your favorite tv sitcom theme song.

Got questions about your property tax bill? You're not alone — and this episode has answers. Host Doria Fleisher is joined by a powerhouse panel: Bob Yeager, Director of Maryland's State Department of Assessments and Taxation (SDAT); Eric Jackson, Charles County's Chief of Treasury; and co-host Jake Dyer, Director of Fiscal and Administrative Services.Together, they break down everything you need to know about how your property gets assessed, why your tax bill looks the way it does, and — most importantly — how you can save money. From homestead tax credits and senior exemptions to veteran benefits and 100% disability waivers, there are resources available that many residents don't even know exist.They also tackle what happens if you're struggling to pay your bill, walk through the tax sale process, and explain the layers of protection in place to help homeowners keep their property. Whether you're a first-time homeowner or a longtime Charles County resident, this episode will leave you feeling informed, empowered, and ready to take action.Thanks for listening. If you like this podcast and want to hear more, search Charles County Government on Apple Podcast, Spotify or where ever you get your podcast -  and be sure to like and subscribe.  We're also available on YouTube.   Search Charles County CommissionersAnd Stay Connected for all County news, information, and programs by visiting www.CharlesCountyMD.gov/StayConnected 

California and the EU's frameworks for protecting personal information and assessing related high-risk practices raise compliance complexity for employers. In this episode, Jackson Lewis' Mary Costigan and Michael Witteler of Pusch Wahlig Workplace Law contrast the definitions and processes in the CCPA's new risk assessment requirements and the GDPR's data protection impact assessments. 

Ryan Moore, the founder of PressPrimer and a previous leader at Uncanny Owl, discusses evaluation, one of the most important but often disregarded facets of online learning, in this LMScast episode. Ryan contends that whether or whether students really learn, remember, and apply the material being taught is the fundamental test of a successful learning […] The post How To Do Advanced Assessments From Your WordPress LMS With PressPrimer By Ryan Moore appeared first on LMScast.

How do you bridge the divide between how leaders show up and what teams truly want? On this week's episode of the Do Good to Lead Well podcast, I sit down with Allison Howell, CEO of Hogan Assessments, to discuss their Leadership Divide Global Report, which draws on the responses from 9,794 employees across 25 countries. The findings challenge the conventional myths about what makes a great leader, and why charisma and ambition are not enough.Allison Howell pulls back the curtain on “emergent” versus “effective” leadership, sharing why the traits that get people promoted often undermine team success. We also dive into one of the other key findings; why the attributes executives display don't match what employees crave, with nearly zero overlap. Critical leadership qualities such as cultivating trust, integrity, and humility, build both teams and organizations up, no matter the cultural context. She also shares concrete examples of the most common derailers in Hogan's research: behaviors that fast-track promotions but quietly undermine trust and morale. Allison also offers a candid look at strategic self-awareness, the value of global perspective, and practical ways any organization can move from bias to balanced judgment.If you're a leader, or an aspiring one, this episode delivers the research and real-world tactics you need to inspire true followership and foster organizational excellence in an era of rapid change.What You'll Learn- The uncomfortable truth about reputation versus identity (and which one actually runs your career).- Emergence versus effectiveness: why the leaders who get promoted aren't the ones teams need.- Why your greatest strength can also become a derailer.- The global trust crisis and the surprising place leaders are best positioned to rebuild it.- Accountability: why employees are saying "you first." - Personality is climate, behavior is weather; what that means for your ability to change.Podcast Timestamps(00:00) – What is Leadership?(03:57) - Reputation Versus Identity in Leadership Assessment(06:45) - The Leadership Divide: Key Findings and Surprises(10:49) - Leadership Emergence vs. Leadership Effectiveness(13:08) - Behaviors That Get Leaders Promoted (But Hurt Teams)(20:20) - Closing the Leadership Gap: Individual and Organizational Solutions(28:06) - Balancing Ambition, Confidence, and Humility(34:59) - Can Leadership Skills Be Developed?(38:10) - The Current Context of Leadership Expectations(45:52) - Cultural Differences in Leadership PreferencesKEYWORDSPositive Leadership, Hogan Assessments, Personality Assessment, Team Performance, Reputation vs Identity, Emergent Leadership, Leadership Gap, Charismatic Leadership, Strategic Self-Awareness, Leadership Development, Accountability, Integrity, Trust in Leadership, Communication Skills, Humility, Emotional Self-Regulation, Dark Side of Personality, 360 feedback, Global Leadership Trends, Data-Driven Selection, Cross-Cultural Leadership Differences, CEO Success

Dr. Tony Alessandra, founder of Assessments 24x7, addresses the lessons he learned from failure, and how learning when to say "no" is the REAL test of your goals and objectives.Hear Dr. Alessandra's full interview in Episode 504 of The Action Catalyst.

With Summer heating up and Powers complaining about the fan being to loud for Dave and Dakota to record in, they take the show to the garage. Give this a listen, you may laugh.

#252Have you ever wondered whether your tests, quizzes or assessments truly measure what your students can do with the language, or are they just looking at what students can memorize or explain about the language? In this episode we're diving into Integrated Performance Assessments, or IPAs, an effective way to assess how students are actually able to use the grammar, vocabulary and cultural understanding. An IPA assesses how students engage with the language through the interpretive, interpersonal, and presentational modes. If you've been working toward proficiency-based instruction and looking for assessments that align with those goals, this episode will help you with that.Topics in this Episode: Many teachers are moving toward proficiency-based instruction, but assessment often remains disconnected from communication goals.If our goal is communication, then assessment should provide opportunities for students to communicate.What is an Integrated Performance Assessment (IPA)? IPAs assess students through the three modes of communication: Interpretive, Interpersonal, PresentationalThe three tasks are connected rather than separate activities.Students move through a sequence that mirrors real-world communication: Receive information, Discuss information, Share informationAn IPA focuses on what students can do with language rather than how many grammar rules they can identify.Ready For Tomorrow Quick Win Course: Integrated Performance Assessments.A Few Ways We Can Work Together:Ready For Tomorrow Quick Win PD for Individual TeachersOn-Site or Virtual Workshops for Language DepartmentsSelf-Paced Program for For Language DepartmentsConnect With Me & The World Language Classroom Community:Website: wlclassrom.comInstagram:  @wlclassroomFacebook Group: World Language ClassroomFacebook:  /wlclassroomLinkedIn: Joshua CabralBluesky: /wlclassroom.bsky.sociaX (Twitter):  @wlclassroomThreads: @wlclassroomSend me a text and let me know your thoughts on this episode or the podcast.

In this cut-for-time clip from Episode 504 of The Action Catalyst, Dr. Tony Alessandra, founder of Assessments 24x7 shares how when it was time to leave the speaking circuit, he looked to a few MLB greats for guidance...Hear the rest of Dr. Alessandra's interview in Episode 504 of The Action Catalyst.

Overtime with Outland is Action Catalyst host Adam Outland's reflections and commentary on discussions with each of his esteemed and accomplished guests.In this segment, Adam dissects Episode 504 with Dr. Tony Alessandra, founder of Assessments 24x7.

Dr. Tony Alessandra, founder of Assessments 24x7 and a pioneering authority in personality assessments, sales psychology, and leadership development, shares insights from more than five decades in the assessment and training industry. In this conversation, Alessandra recounts his journey from door‑to‑door sales and academic leadership to creating widely used assessments that help individuals and organizations improve communication, adaptability, and performance. He explains how modern assessments drive personal growth, better hiring decisions, stronger leadership, and more effective teamwork, and also explores his creation of the "Platinum Rule", lessons learned from failure, the importance of listening and adaptability, and why simplicity, practicality, and focus are essential for long‑term business success.Mentioned in this episode:Learn more at SouthwesternConsulting.com/Coaching/StudentsSouthwestern Student CoachingDr. Jeremy S. Owoh: Leading Today, Transforming Tomorrow. Click here to learn more.Create Your Own Luck / Dr. Jeremy S. Owoh

Coach Rob Jacobs on Program Design: Assessments, Nervous System State, and Making Training Actually StickTim Caron hosts Coach Rob Jacobs on the Performance Health Podcast to discuss what makes a “good program,” emphasizing the importance of selecting the right inputs to achieve the desired outputs. Rob outlines his programming workflow: starting with a neural performance map questionnaire to gauge motivation and nervous system stress, followed by a biomechanical assessment that directly informs exercise selection, splits, and cycle design, then narrowing ideals to practical constraints before later adding blood work. They unpack how to interpret failed table tests, when to temporarily correct limitations, and why changes must be reinforced with deliberate strengthening at high frequency. Rob explains balancing timelines, fixing key limiting factors, progressing load/sets/intensity, using consolidation or deload strategies when performance drops, and evaluating effectiveness through phase-to-phase testing and exercise sequencing. 00:00 Show Intro and Resources01:07 Rob Programming Workflow01:25 Assessments That Drive Training03:38 Interpreting Failed Tests07:03 Quick Fixes vs Lasting Change11:21 Unilateral Blocks and Timelines15:19 Balancing Goals and Constraints16:47 Case Study Fix the Weak Link20:15 Progress Tracking and Adjustments23:00 Load vs Intensity Explained24:44 Tracking Load Variables25:49 When Progress Stalls26:51 Consolidation Week Tactics28:23 Sending Athletes Home29:23 Avoiding Coach Bias31:17 Using Data To Pivot33:10 Modifying Hepburn Method35:00 Diagnosing Volume Vs Intensity38:04 Exercise Variation Strategy38:54 Measuring Program Effectiveness40:48 Testing GPP To SPP Carryover43:34 Realistic Progress Expectations44:23 Course Updates And Wrap Up