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The annual membership drive is now complete, and I get to do my favourite part of this whole thing. Mailing prizes and RSA swag to everyone! Things will be going via Canada Post this year, so it may take a little longer to get to you, but I'm able to get them in the mail much quicker this year! As a celebration of your generosity heres a brand new show! DSTRTD SGNL & Drea Perlon - Eisbar (Extended) Extize - Rock All Night (Grendel) Seelennacht - April Rain (Wavescanner Old School) Good Courage - Did I Deserve This (Blood Mix) Maschinengeist - Sleep Audiocall - Retailers! (feat. Arc Morten) Dataman - Elektro FLux A Spell Inside - One More Century http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio
Cisco SD-WAN Bug Actively Exploited, MCP Azure Takeover Demo, CarGurus Data Leak, and Secret Service Scam Recovery Host Jim Love covers four cybersecurity stories: CSA warns a critical Cisco Catalyst SD-WAN controller vulnerability (CVE-2026-20127) has been exploited since 2023, enabling authentication bypass and rogue peering sessions, and orders U.S. federal agencies to inventory systems, collect logs and forensic artifacts, hunt for compromise, and apply Cisco's fixes by 5:00 PM ET on February 27, 2026, with no workarounds. At RSA, researchers show how flaws in Model Context Protocol (MCP)—a key integration layer for agentic AI—could lead to remote code execution and even Azure tenant takeover, highlighting rising enterprise risk. ShinyHunters reportedly published 12.4 million stolen CarGurus records, raising phishing and fraud concerns tied to vehicle shopping and financing context. Finally, an Ontario tech support scam victim recovers funds through coordinated work by Ontario Provincial Police and the U.S. Secret Service, which traced and froze the money in time. Cybersecurity Today would like to thank Meter for their support in bringing you this podcast. Meter delivers a complete networking stack, wired, wireless and cellular in one integrated solution that's built for performance and scale. You can find them at Meter.com/cst LINKS Cisco Advisory Cisco Security Advisory – CVE-2026-20127 Authentication bypass vulnerability in Cisco Catalyst SD-WAN https://sec.cloudapps.cisco.com/security/center/content/CiscoSecurityAdvisory/cisco-sa-sdwan-rpa-EHchtZk CISA Supplemental Hunt and Hardening Guidance (Cisco SD-WAN Systems) https://www.cisa.gov/news-events/directives/supplemental-direction-ed-26-03-hunt-and-hardening-guidance-cisco-sd-wan-systems Threat Hunt Guide (Technical PDF) Cisco SD-WAN Threat Hunt Guide (jointly referenced in federal guidance) https://media.defense.gov/2026/Feb/25/2003880299/-1/-1/0/CISCO_SD-WAN_THREAT_HUNT_GUIDE.PDF 00:00 Sponsor Message 00:19 Cisco SD-WAN Under Attack 02:48 MCP Azure Takeover Demo 05:28 CarGurus Data Dump 07:16 Secret Service Scam Recovery 09:24 Closing Sponsor Thanks
Can democracies still function when truth itself is destabilised – and what will it take to restore public trust? Around the world, democracies are being outpaced by a rapidly evolving information crisis. AI-generated deepfakes, automated propaganda, and weaponised synthetic media are now flooding public discourse faster than institutions can respond. What the world is witnessing is a runaway surge of falsehoods, which is turbo-charging a deeper collapse in our democratic capacity to verify what's real, deliberate together, and hold power to account. At this pivotal moment, Eliot Higgins, founder of Bellingcat, is bringing forward a new framework for understanding and repairing the deeper democratic fractures beneath the disinformation crisis. This event marks the first public discussion of that work. Eliot is joined by award- winning investigative journalist Carole Cadwalladr – campaigner for a free and accountable press – for a timely discussion in collaboration with Media Revolution campaigners and early adopters of the Bellingcat ARC framework. Together they will examine how AI is supercharging already established disinformation networks – and what new civic, investigative, and institutional infrastructures are needed to rebuild shared reality. Speakers: Eliot Higgins, Founder, Bellingcat Carole Cadwalladr, Investigative Journalist Chair: Liz Pendleton, Co-Founder, Media Revolution Donate to the RSA: https://thersa.co/3ZyPOEa Become an RSA Events sponsor: https://utm.guru/ueemb Follow RSA on Instagram: https://www.instagram.com/thersaorg/ Like RSA on Facebook: https://www.facebook.com/theRSAorg/ Listen to RSA Events podcasts: https://bit.ly/35EyQYU Join our Fellowship: https://www.thersa.org/fellowship/join
#dogs #treasure #japanIn this story, an old couple dotes on their loving dog. They are rewarded, but a jealous neighbor has it out for them.Source: The Japanese Fairy Book/The Story of the Old Man Who Made Withered Trees to FlowerNarrator: Dustin SteichmannMusic: Kanda Matsuri 神田祭 2025 人間国宝 望月左武郎 (Living National Treasure Mochizuki Saburō) Nagauta Kanda MatsuriSound Effects: 10 minute rain by Dustin SteichmannAntony Schubert, XC278165. Accessible at www.xeno-canto.org/278165Roman Dymny, XC475678. Accessible at www.xeno-canto.org/475678Podcast Shoutout: A Way With WordsListener Shoutout: Rustenburg, RSA
Crypto's newest threat isn't a smart contract exploit, it's a knock at your door. In this episode, Ryan sits down with Jameson Lopp (Casa) and Beau (former CIA, now safety at Pudgy Penguins) to map the real security landscape for crypto holders in 2026: the phishing traps you'll see daily, the physical “wrench attacks” that terrify the community, and the practical systems that can make both dramatically less effective. If going bankless is about freedom, this is the playbook for keeping that freedom without turning into your own security team. ---
Most organizations are drowning in data they can't process fast enough — leaving critical security gaps that adversaries exploit. Michael Cucchi, Chief Marketing Officer at Hydraulics, reveals how a groundbreaking new data architecture is transforming real-time security analytics, slashing processing costs by up to 40X while capturing every byte of telemetry across global networks.In this episode, you'll discover why traditional Security Information and Event Management (SIEM) systems are no longer sufficient for today's threat landscape. Michael breaks down the limitations of legacy data storage, ingestion bottlenecks, and costly rehydration issues that leave security teams blind during breaches. He shares how leading companies are adopting a new security data fabric designed for hyper-scalability, instant analysis, and unprecedented data retention — all at a fraction of the cost.We break down:The evolution and modern challenges of the SIM market, including why outdated architectures struggle with today's data volumes.How security analytics are rapidly moving toward real-time, agentic automation driven by AI and large-scale data fabrics.The critical importance of low-latency querying, cost-effective storage, and flexible architectures that enable security teams to operate at machine speed.Why the next wave of security operations will depend on maintaining and rehydrating vast, granular data stores without breaking the bank.How innovative companies like Hydraulics are building the emerging data fabric that will underpin zero-trust, AI-driven security in the years ahead.This episode is essential listening for security professionals, CTOs, and data architects eager to stay ahead of the exponential growth in security signals, threats, and complexity. Miss out on these insights, and your organization risks falling behind—armed only with legacy systems that can't keep up. A smarter, faster, cheaper future for security analytics is here.Plus, Michael shares exclusive research coming to RSA — including advances in AI-driven bots and zero trust frameworks. Whether you're defending enterprise assets or building next-generation SOCs, this conversation is your gateway to the future of security data management.Timestamps: 00:00 – Introduction and episode overview02:24 – Michael's background and experience in data science and security04:52 – How infrastructure and SIEM technologies have evolved over the past decade08:15 – Limitations of current SIEM architectures and data retention challenges12:10 – Hydraulics' approach to scalable, cost-effective security data platforms15:24 – The importance of real-time analytics in security operations17:00 – AI and automation in breach detection and incident response19:34 – Scaling security telemetry across global networks and CDN signals22:10 – The object-oriented storage analogy in security data management25:05 – Crossing the chasm: from traditional SIEM to real-time data fabric28:13 – Future of AI in security automation and the next decade in security tech31:01 – Final insights and how to connect with HydraulicsResources & Links:https://hydrolix.ioAWS Object StorageUnderstanding Data Fabrics in Security (hypothetical link)
Following another tragic weekend on Irish roads, what needs to be done to improve road safety?David Martin, Media Relations Manager at the RSA joins Ciara to discuss.
The RSA have released some of the craziest reasons people are complaining about their driving instructors, between stopping for fish and chips or inappropriate comments learner drivers have to put up with quite a lot!
Welcome to the final episode of the annual RSA membership drive! You've got just a few days left to get in on the prizes and keep RSA going for another year! THis week we've got a really neat dancy show. There are moments when I miss DJing live, and this show is one that resembles my live sets fairly well. Oh well. One or two gigs left to go. So don't forget, hit the membership page while you're enjoying... Kant Kino - Rodney (Industrial Heads) Kontrast - Maschinestadt (Jeff Johnson) Mesh - Exile PreEmptive Strike 0.1 - Lament Of The Creeping Death (Extended) A Spell Inside - City Of Reborn BlakLight - Buried Alive (Rotoskop) Lifelong Corporation - Plastic (Modern Mix) Excubitors - Ordinary Sin http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio
Advances in data interoperability, democratized cloud access, and responsible AI governance are reshaping what is possible in healthcare innovation. In this episode, host Sandy Vance welcomes Jim Ducharme, Chief Technology Officer of ClearDATA, to discuss each of these forces impacting healthcare, from improving care through connected data, to empowering teams with greater cloud access, to building the policies and controls required to govern AI responsibly. Their conversation highlights the importance of secure, scalable infrastructure as healthcare organizations adopt AI and expand data sharing. Jim shares practical insights on balancing innovation with risk management, building trust in cloud environments, and establishing governance frameworks that support compliance. In this episode, they talk about: ClearDATA's vision and the organizations they serve Technologies and solutions designed to protect sensitive patient data Understanding the financial and operational risks of cloud security failures How cloud democratization is making advanced technology more accessible The role of a secure cloud baseline in healthcare innovation Best practices for governance in data sharing and interoperability The relationship between AI and data trustworthiness How organizations can safely adopt and scale emerging AI capabilities A Little About Jim: Jim leads ClearDATA's Engineering, Product Management, and IT teams. He has more than 25 years of experience leading product organizations in the identity, integrated risk, and fraud management markets. Prior to joining ClearDATA, Jim served as Chief Operating Officer of Outseer, an RSA Company, where he served over 10 years in executive leadership roles. Prior to RSA in 2012, he served in executive leadership roles for Aveksa, CA, and Netegrity. Ducharme frequently speaks at industry events and regularly contributes articles to trade publications. Jim also holds several patents and a Bachelor of Science in Computer Science degree from the University of New Hampshire. He and his wife live in Maine in their dream log home, which was featured in Log and Timber Home Living magazine.
What can a drone actually do on a working ranch, and is it worth the cost?In this episode, Haylie Shipp sits down with rancher Kari Koss, The Nature Conservancy's Jason Hanlon, and Ranchers Stewardship Alliance Mapping Specialist Maida Knapton to talk about the real world uses of drones in agriculture. From checking water and locating cattle to mapping prairie dog towns and monitoring vegetation, this conversation focuses on practical applications for producers in large, remote landscapes like northern Montana.The group shares honest experiences about learning curves, price points, wind limitations, regulations, and how drones can shift from being seen as a toy to becoming a valuable management tool. Whether you are looking to save time, reduce miles on equipment, or gain a new perspective on your operation, this episode offers a practical look at how drones are being used on working ranches today.Topics Covered in This Episode • Using drones to check water, cattle, and remote pastures • Drone costs • Wind, battery life, and real world limitations • FAA rules, airspace, and line of sight requirements • Drone use in conservation and mapping • Autonomous flight paths • Opportunity cost and time savings on a ranchReal Ranch Applications Discussed • Checking water sources in hard to access areas • Locating cattle before a gather • Counting hay bales from above • Monitoring infrastructure and flood irrigation • Year to year photo monitoring of rangeland • Mapping prairie dog towns and vegetation healthKey Considerations for Producers • Most consumer drones have built in safety features and are easier to fly than many expect • Wind and battery are often the biggest limiting factors on the Northern Plains • Entry level drones can cost a few hundred dollars while advanced mapping drones can cost several thousand • Current FAA regulations require pilots to keep drones within visual line of sight and under 400 feet • Airspace restrictions may apply near airports, military activity, or certain federal landsResources Mentioned • FAA Before You Fly app for checking airspace restrictions: https://www.faa.gov/uas/getting_started/b4ufly • Blue UAS Cleared List and transition information: https://www.diu.mil/latest/dius-blue-uas-list-to-transition-to-dcma • Ranchers Stewardship Alliance YouTube channel webinar on drone seeding with Steve Kenyon: https://www.youtube.com/watch?v=D3w7pqhGqCIThis episode is especially helpful for producers, land managers, and conservation partners who are exploring practical technology that can save time, reduce labor, and provide better insight into large grazing opeSupport the showThe Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit www.ranchstewards.org/support.
Nach den ausschweifenden Jubiläumsfeiern finden Sylvester und Christopher zurück zum gewohnten Rhythmus. Zunächst schauen sie auf ein System zur Geräteverwaltung (MDM), das in den letzten Wochen bei verschiedenen europäischen Regierungen angegriffen wurde - der Hersteller war bereits mehrfach Thema im Podcast. Dann geht's allerdings weiter mit einem kurzen Abriß zu OpenClaw, dem gehypten KI-Assistenten, und seinen vielen Unsicherheiten. Sylvester kann dem Helferlein eine gewisse Faszination abgewinnen, warnt jedoch vor seinem unreflektierten Einsatz. Und Christopher erzählt, wie das Bundesamt für Sicherheit in der Informationstechnik die Verschlüsselung in Deutschland quantensicher machen will und dazu seine Richtlinien modernisiert. Betrachtungen zu unabsichtlichen Kommandos bei der Softwareentwicklung und zu Problemen verschiedener Texteditoren runden die Folge ab und entlassen Sylvester in den wohlverdienten Urlaub. Leider gibt es auf der Tonspur in dieser Folge einen leichten Hall von Christophers Stimme. Wir bitten das zu entschuldigen.
Send me a text (I will personally respond)Are you struggling to stand out in the crowded cybersecurity marketplace? Wondering how to build unique marketing or sales assets without a dedicated engineering team? Curious how other leaders are leveraging AI-driven “vibe coding” to create real value, not gimmicks? This episode is packed with proven, creative ways cybersecurity sales and marketing pros are innovating faster than ever.In this conversation we discuss:
Labor continues to be one of the biggest pressure points in agriculture. But when you are not hiring a full-time, long-term employee, the real question becomes: What kind of help do you actually need?In this episode of the Ranch Workforce Project, host Haylie Shipp and co-host Rachel Frost sit down with Taylre Sitz Zempel of Sitz Angus Ranch and Dan Leahy of the Foundation for Ranch Management to break down the practical differences between seasonal labor, internships, and apprenticeships.This conversation goes beyond definitions. It dives into expectations, responsibility, logistics, mindset, and the long-term impact these roles can have on the ranch workforce pipeline.What We CoverSeasonal Labor A largely transactional relationship. A defined timeframe, clear expectations, and productivity that directly impacts profitability. Often requires minimal training and the ability to step in and contribute quickly.Internships A shorter-term learning opportunity. Ranches may invest more time in training and mentorship while students gain exposure, experience, and foundational skills. Internships can play a significant role in shaping the next generation entering agriculture.Apprenticeships A longer-term, structured commitment with higher expectations on both sides. Focused not only on completing tasks but on developing thought processes, decision-making ability, and mastery. Apprenticeships often serve as a bridge into long-term careers and leadership roles.Key Themes from the ConversationWords matter. Titles like intern and apprentice carry real expectations.Ranchers must be honest about how much time and training they can realistically provide.Soft skills such as communication, humility, reflection, and attitude are just as important as technical skills.Logistics matter. Housing, transportation, and basic living arrangements can make or break a placement.The workforce pipeline in agriculture is not empty. There are young people eager to enter the industry, but clarity and alignment are critical.Internships and apprenticeships do more than fill labor gaps. They help build the future of agriculture beyond a single ranch gate.You will also hear powerful stories of growth, failure, perseverance, and the long-term impact of mentorship.Learn MoreDan Scott Ranch Management Programhttps://animalrange.montana.edu/danscott/Sitz Angus Ranch https://www.sitzangus.com/If you are considering bringing on seasonal labor, an intern, or an apprentice, this episode offers practical guidance and encouragement to help you decide which structure best fits your operation and your long-term goals.Support the showThe Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit www.ranchstewards.org/support.
Well, my staycation is coming to an end, so I decided I'd make sure I finished the show on Friday the 13th so that I could have a Valentines present for all of you! Welcome to the 3rd and penultimate episode of the annual RSA membership drive. Your support keeps us going for another year! This week the show leans a little lighter than usual. I figure at least on this one day we don't need all cookie monster vocals. Ankomst - We Stand Alone NightCrawler - Incubator (Feat. Newborn Ghost) Alex Braun - The Devil In The Detail WHITEWAITS - Touch And Go (BlakLight) Antigen Shift - The Fog (Feat. Encephalon) Vogon Poetry & SCALA - Starfields Desastroes - Heszschlag 2025 J:Dead - Who Knows http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio
Tyler Whittle, Head of Product at Project 11 , joins us to talk about the intersection of quantum hardware and cryptographic security. He explains why current encryption like RSA and ECC are vulnerable , the progress made by Google's Willow in noise reduction , and the specific NIST timelines for 2035. Tyler says the industry can prepare for Q-Day with new standards and why the transition is a race against time for global financial privacy and the Bitcoin network. Notes: * NIST says to deprecate classical crypto by 2035. * Google Willow reduces noise as qubits increase. * 35% of Cloudflare traffic is already PQC. * Quantum hardware could factor numbers in 18 mo. * Quantum signatures will increase Bitcoin fees. * Q-Day risk is mispriced in digital assets. Timeline: 00:02:05 Quantum Cats 00:04:57 Project Eleven 00:07:33 Project Eleven business case? 00:10:44 What's currently happening in Quantum? 00:18:10 Willow chip 00:25:33 Physical space vs digital space 00:29:10 Wen Quantum unlock? 00:29:56 Error correction 00:34:16 What is a red flag event? 00:38:00 Won't the NSA save us? 00:43:18 Costs of new signature schemes? 00:44:41 Proposals for BTC changes 00:46:31 Old coins, wat do? 00:51:49 Economic actors 00:53:14 Nuking price 00:59:13 Bitcoin vs other blockchains 01:00:46 Block size increase 01:05:56 Quantum money 01:11:04 Timelines The Gwart Show is sponsored by Ellipsis Labs. Ellipsis Labs builds the most efficient on-chain markets. Their orderbook and Prop AMM products have delivered price improvement to hundreds of billions of dollars in retail volume. Now, they are bringing their expertise to build Phoenix, the best on-chain perpetuals platform. Ellipsis Labs is hiring New York-based engineers. If you're an engineer looking to work with a proven team in making DeFi better, go to ellipsislabs dot xyz slash careers. Learn more about your ad choices. Visit megaphone.fm/adchoices
Dive into the high-stakes world of quantum cryptography in this gripping episode of the Qubit Value Podcast. Recorded on February 8, 2026, hosts explore the "theoretical key" to modern encryption: Shor's algorithm. From the stunning September 2025 breakthrough by Inflection using logical qubits to the revolutionary mathematical shortcuts proposed by NYU's Oded Regev, this discussion unpacks how the timeline for breaking RSA encryption has shifted from decades away to unpredictable. Whether it's the "IKEA flat-pack" approach to modular hardware or the surprising resilience of new algorithms against noise, this episode is a must-listen for anyone curious about the "Shor's moment" that could redefine digital security forever. Want to hear more? Send a message to Qubit Value
Welcome to the second week of the Annual Membership Drive. The weather outside up here in the great white north is bright and clear and -30c with the windchill. So I decided that today was a good day to finish RSA and stay inside to avoid that nastiness. We've got a great show for everyone this week including a collaboration between Massive Ego and Boy George. The 80s are leaking again! Don't forget, Please visit the membership page, check out the prizes, and consider supporting us! Beyond Border - Prayer (Modular) Miss Contruction - Hate Dawn Of Ashes - Penumbra (Feat. Suicide Commando) Mastertune - Time To Leave (DirKay) Pending Position - Sexual Destruction FrontAngel - Because You Left Lifelong Corporation - The Broken Ground Massive Ego - Broken Tomorrow (Feat. Boy George) http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio
In the past year, AI capabilities have rapidly advanced across fields ranging from coding to higher mathematics. Industry valuations and capital expenditure have soared to hundreds of billions of dollars, and nations are racing to build their own “sovereign” compute capacity. Sceptics warn of an AI bubble, but governments increasingly fear missing out on what could be the most fundamental general-purpose technology since electricity. The Observer's Global AI Index aims to make sense of this landscape in the 93 countries that invest in artificial intelligence. Now in its sixth year, it's the leading ranking of countries in their investment, implementation and innovation in artificial intelligence.Hear from The Observer's data scientists as they discuss the latest rankings, trends and changes, before a conversation led by editor-in-chief, James Harding, about what this means. Speakers: Patricia Clarke, Technology Reporter, The Observer Serena Cesareo, Senior Researcher, The Observer Hannah Schuller, Data Reporter and Researcher, The Observer Chair: James Harding, Editor in Chief, The Observer In Partnership with The Observer. Donate to the RSA: https://thersa.co/3ZyPOEaBecome an RSA Events sponsor: https://utm.guru/ueembFollow RSA on Instagram: https://www.instagram.com/thersaorg/Like RSA on Facebook: https://www.facebook.com/theRSAorg/Listen to RSA Events podcasts: https://bit.ly/35EyQYUJoin our Fellowship: https://www.thersa.org/fellowship/join
Doug Green, Publisher of Technology Reseller News, sat down with Samantha Mabey, Director of Digital Solutions Marketing at Entrust, to discuss new research revealing that most organizations remain unprepared for the coming post-quantum era—despite mounting evidence that the clock is ticking. The podcast, supported by slides, walks through findings from Entrust's latest global study, 2026 Global State of Post-Quantum and Cryptographic Security Trends, and unpacks what they mean for MSPs, telecom providers, and enterprise security leaders. Mabey explained that Entrust focuses on identity-centric security, with cryptographic technologies—such as PKI, hardware security modules (HSMs), certificate management, and key lifecycle management—forming the backbone of modern digital infrastructure. These technologies underpin everything from secure web traffic and APIs to device identity, software updates, and machine-to-machine authentication. The challenge, she noted, is that today's widely used public-key cryptography, including RSA and elliptic curve cryptography, will eventually be breakable by cryptographically relevant quantum computers. According to the research cited in the discussion, more than half of organizations believe quantum systems capable of breaking current encryption could arrive within five years, yet only 38 percent say they are actively transitioning toward post-quantum readiness. Mabey emphasized that the transition will be far more complex than previous cryptographic migrations, such as the long-running move from SHA-1 to SHA-2, because cryptography is embedded across nearly every system and workflow. The risks of inaction are significant. Mabey outlined three major areas of exposure: loss of data confidentiality as encrypted information becomes vulnerable in the future; erosion of trust and integrity if digital signatures can be forged; and operational disruption, since many organizations lack full visibility into where cryptography is deployed. The report found that fewer than half of organizations have complete visibility into their certificates and keys, even before factoring in post-quantum requirements. To become post-quantum ready, Mabey described a phased journey that begins with discovery and inventory—understanding where cryptography is used, who owns it, and how it is managed. From there, organizations must build crypto agility, enabling them to change algorithms without disrupting operations. This includes people, processes, centralized policy, and automation, not just technology. Only then can organizations safely introduce post-quantum cryptography, often through hybrid approaches that combine existing algorithms with quantum-safe methods. The conversation also highlighted the urgency created by emerging standards. Guidance from NIST indicates that traditional public-key cryptography is expected to be deprecated by 2030 and fully disallowed by 2035, timelines that are likely to be followed globally. For telecom providers in particular, Mabey noted that long-lived infrastructure, embedded systems, and constrained devices increase exposure to “harvest now, decrypt later” attacks, making phased migration and vendor alignment critical. As the discussion concluded, Mabey stressed that organizations making progress treat post-quantum readiness as a program, not a one-time project. Those moving forward are aligning teams, investing in visibility and automation, and working closely with vendors that have clear post-quantum roadmaps. Those falling behind, she warned, are underestimating the operational burden and waiting for a “perfect moment” that has already arrived. View the report at https://www.entrust.com/resources/reports/ponemon-post-quantum-report-2026 Visit https://www.entrust.com/
Aubrey Masango speaks to Bianca van Wyk, an independent researcher and writer, about the complex position of white Afrikaners in the democratic South Africa, amidst claims of a so-called 'white genocide' that many dismiss as unfounded. Tags: 702, Aubrey Masango show, Aubrey Masango, Bra Aubrey, Bianca van Wyk, RSA, White genocide, Afrikaners, Farm murders The Aubrey Masango Show is presented by late night radio broadcaster Aubrey Masango. Aubrey hosts in-depth interviews on controversial political issues and chats to experts offering life advice and guidance in areas of psychology, personal finance and more. All Aubrey’s interviews are podcasted for you to catch-up and listen. Thank you for listening to this podcast from The Aubrey Masango Show. Listen live on weekdays between 20:00 and 24:00 (SA Time) to The Aubrey Masango Show broadcast on 702 https://buff.ly/gk3y0Kj and on CapeTalk between 20:00 and 21:00 (SA Time) https://buff.ly/NnFM3Nk Find out more about the show here https://buff.ly/lzyKCv0 and get all the catch-up podcasts https://buff.ly/rT6znsn Subscribe to the 702 and CapeTalk Daily and Weekly Newsletters https://buff.ly/v5mfet Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567See omnystudio.com/listener for privacy information.
L'émission 28 minutes du 05/02/2026 Comment Sana est sortie de l'enfer de Daesh en Syrie Un soir d'août 2014, Sana (pseudonyme), jeune française née à Roubaix, est emmenée par sa mère en Syrie alors qu'elle pense qu'il s'agit d'un voyage familial en Algérie. La voici, à 15 ans, projetée sur les terres de l'État islamique où elle est mariée de force avec un jeune djihadiste belge de 18 ans qui la viole à plusieurs reprises. À Raqqa, puis sur les routes de l'exil après la chute de Daesh, elle donne naissance à deux petites filles “sous les bombes.” Un destin tragique qu'elle raconte dans sa BD “En quête de liberté. Comment je me suis sortie de l'enfer de Daesh”, écrite avec la journaliste Gaële Joly et illustrée par Tudge Audoire. Sana est notre invitée ce soir. Hausse du chômage : l'objectif du plein emploi est-il inatteignable ? C'était une promesse phare de la campagne d'Emmanuel Macron pour sa réélection en 2022 : atteindre le plein emploi avec un retour du niveau de chômage en deçà de la barre symbolique des 5 %. Les derniers chiffres publiés la semaine dernière montrent que cet objectif ne semble être plus qu'une vieille marotte du camp macroniste : le taux de chômage du troisième semestre 2025 est à 7,7 % et sur l'année passée, le nombre de chômeurs sans aucune activité a bondi de 6,8 %. Le ministre du travail se veut rassurant estimant que “le taux d'emploi reste à un niveau historiquement élevé” et explique ce résultat en partie par l'addition, depuis la loi “plein emploi”, des bénéficiaires du RSA dans les statistiques du chômage. Mais la multiplication des plans sociaux et les annonces de suppressions d'emplois font redouter une nouvelle hausse dans les mois qui viennent. On en débat avec Dominique Carlac'h, cheffe d'entreprise, membre du Medef, Arthur Jatteau, professeur des universités en économie à Paris Nanterre, et Gaëlle Macke, directrice déléguée de la rédaction chez “Challenges”. Xavier Mauduit s'intéresse à une histoire de désarmement alors que le dernier accord de contrôle des armes nucléaires entre les États-Unis et la Russie arrive à son terme ce jeudi. Marie Bonnisseau se penche sur la nouvelle mascotte inattendue du Nouvel an lunaire en Chine… Drago Malfoy. 28 minutes est le magazine d'actualité d'ARTE, présenté par Élisabeth Quin du lundi au jeudi à 20h05. Renaud Dély est aux commandes de l'émission le vendredi et le samedi. Ce podcast est coproduit par KM et ARTE Radio. Enregistrement 5 février 2026 Présentation Élisabeth Quin Production KM, ARTE Radio
L'émission 28 minutes du 05/02/2026 Hausse du chômage : l'objectif du plein emploi est-il inatteignable ? C'était une promesse phare de la campagne d'Emmanuel Macron pour sa réélection en 2022 : atteindre le plein emploi avec un retour du niveau de chômage en deçà de la barre symbolique des 5 %. Les derniers chiffres publiés la semaine dernière montrent que cet objectif ne semble être plus qu'une vieille marotte du camp macroniste : le taux de chômage du troisième semestre 2025 est à 7,7 % et sur l'année passée, le nombre de chômeurs sans aucune activité a bondi de 6,8 %. Le ministre du travail se veut rassurant estimant que “le taux d'emploi reste à un niveau historiquement élevé” et explique ce résultat en partie par l'addition, depuis la loi “plein emploi”, des bénéficiaires du RSA dans les statistiques du chômage. Mais la multiplication des plans sociaux et les annonces de suppressions d'emplois font redouter une nouvelle hausse dans les mois qui viennent. On en débat avec Dominique Carlac'h, cheffe d'entreprise, membre du Medef, Arthur Jatteau, professeur des universités en économie à Paris Nanterre, et Gaëlle Macke, directrice déléguée de la rédaction chez “Challenges”. 28 minutes est le magazine d'actualité d'ARTE, présenté par Élisabeth Quin du lundi au jeudi à 20h05. Renaud Dély est aux commandes de l'émission le vendredi et le samedi. Ce podcast est coproduit par KM et ARTE Radio. Enregistrement 5 février 2026 Présentation Élisabeth Quin Production KM, ARTE Radio
From debates over impartiality and political pressure to digital consumption habits and culture-war narratives, this Great Room discussion brings together leading voices to examine what a renewed, resilient BBC could become.Speakers:Alan Rusbridger, Journalist and Editor, Prospect MagazineManveen Rana, Journalist and Podcast Host, The TimesLewis Goodall, Journalist, Broadcaster (The News Agents) and AuthorHardeep Matharu, Editor-in-Chief, Byline TimesChair:Nina Nannar, Arts Editor, ITV NewsDonate to the RSA: https://thersa.co/3ZyPOEaBecome an RSA Events sponsor: https://utm.guru/ueembFollow RSA on Instagram: https://www.instagram.com/thersaorg/Like RSA on Facebook: https://www.facebook.com/theRSAorg/Listen to RSA Events podcasts: https://bit.ly/35EyQYUJoin our Fellowship: https://www.thersa.org/fellowship/join
Whether its geopolitical turmoil, AI, climate chaos, stakeholder activism or intergenerational differences, there's no shortage of issues inhibiting organisational progress. But this is hardly surprising when we consider so many of the operating frameworks still in use today are now decades old. It's time to introduce new ways of workplace organising. Dom, Jen and Cat welcome global HR thinker Perry Timms to this episode to introduce the concept of polymorphic organising. They examine communication as a primary organisational linchpin and explore what this means for internal communicators. About Perry Timms Perry Timms has over three decades of experience in business change and performance, with the last 23 years in HR/Organisation Development. He ranked Number 1 in HR's Most Influential Thinkers 2022 (his fifth inclusion in that list) and is now in the HR Most Influential Hall of Fame. He is a 4x Guest Professor, a 2x TEDx speaker, a 3x Author, 4x Engagement 101 Global Influencer plus 2024's Global People & Culture Icon. Perry is a Chartered Member of the CIPD, a Fellow of the RSA and in 2024 was honoured with a Lifetime Achievement Award for his work in self-managed, democratic organisations, and a Thinkers 360 Top 100 Global HR Influencer. Perry on LinkedIn: https://www.linkedin.com/in/perrytimms/ Perry on Substack: https://pthr.substack.com/ PTHR website: https://pthr.co.uk/ Additional Company Information Perry founded People and Transformational HR 13 years ago. The venture is a (re) Certified BCorporation, a WorldBlu Certified Freedom-Centred organisation, a Global Top 50 Self-Managed Organisation awarded the Haier Institute's RDHY Certification; is a Gold Standard 4-day Working Week, a 2023 Top 50 EMEA Inspiring Workplace, a Top 2 Most Flexible Workplace on the Flexa Index, a Living Wage employer, and a Climate Positive enterprise.
Award season and conference season go hand-in-hand. In the PR world, CES signals the beginning of another exciting event calendar. Eric Chemi is joined by Bospar's Emily Roberts and Caroline Kamerschen to explain why integrating PR, media relations, and digital marketing efforts ahead of tech industry conferences, such as NVIDIA GTC and RSA, is a critical investment.Promoting new products through demos and feeding the customer pipeline is only scratching the surface of what's possible at industry events. Are you planning to attend or exhibit at conferences this year? This episode details how a dedicated PR and marketing partner can help plan memorable activations, seize key media opportunities, engage analysts, and sustain post-show momentum.
Every working ranch tells two stories, the one behind us, and the one we are still trying to write.This episode marks the beginning of a 10 episode limited series collaboration between Ranchers Stewardship Alliance and the Dan Scott Ranch Management Program. Together, the series focuses on one of the most pressing challenges facing agriculture today, labor.In Episode 1, host Haylie Shipp is joined by co host Rachel Frost and guest Marty Ropp to explore why the traditional agricultural labor pipeline is no longer enough. The conversation centers on why the industry must look beyond familiar avenues, reach people we are not currently engaging, and rethink long held assumptions about who belongs in agriculture.Marty Ropp brings decades of experience from the beef genetics industry and shares insights from launching New Acres, a nonprofit focused on connecting people with life changing careers in agriculture. Rachel Frost provides perspective from the collegiate level through her leadership of the Dan Scott Ranch Management Program, which blends academic instruction with hands on, on the ground ranch internships.Together, they discuss:Why the agricultural labor shortage requires new ways of thinkingThe importance of looking outside traditional recruitment channelsChallenges that arise when bringing new people into rural and agricultural spacesHow ranchers, educators, and industry leaders must adapt their approach to training and mentorshipWhy changing how we think about labor is essential to the future of working lands and rural communitiesThis episode sets the foundation for a series of honest conversations about labor, leadership, and the future of agriculture.About the SeriesThe Ranch Workforce Project is a 10 episode limited series created in collaboration between Ranchers Stewardship Alliance and the Dan Scott Ranch Management Program at Montana State University. Each episode focuses on labor in agriculture, exploring practical challenges and real world solutions from multiple perspectives including ranchers, students, educators, and industry leaders.Featured OrganizationsDan Scott Ranch Management Program (Montana State University) https://www.montana.edu/ranchmanagement/New Acres https://www.newacresproject.org/Support the showThe Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit www.ranchstewards.org/support.
Manager Minute-brought to you by the VR Technical Assistance Center for Quality Management
What happens when workforce innovation stops focusing on individuals alone—and starts supporting entire families? In this episode of Manager Minute, Carol Pankow sits down with Lucas Halverson and Kathy Davis of ServiceSource to explore Families Achieving Self-Sufficiency Together (FASST)—a Disability Innovation Fund initiative that's connecting VR, TANF, employers, and community partners in a powerful new way. You'll hear how FASST: · Tackles generational poverty through a family-centered employment model · Supports disconnected youth and adults with disabilities across multiple states · Complements VR services without duplicating them · Uses AI-powered job matching and strong employer partnerships · Creates real solutions during Order of Selection and funding constraints This conversation is a must-listen for VR leaders, program managers, and partners looking for scalable, practical models that expand impact without expanding cost. Listen Here Full Transcript: {Music} Lucas: The big goal is to break the cycle of poverty. We want to create lasting self-sufficiency, reduce the need for benefits and things of that nature. Kathy: The beauty of this project is that it was originally designed for six sites across multiple states. Lucas: We don't intend as a program to supplant programs that already exist, but we do intend to supplement or fill the gaps that exist. Kathy: We are one as part of this project, and you would not have to pay fee for service or contract us. We're already being paid through the grant. Intro Voice: Manager Minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Welcome to the manager minute. In today's episode, we're diving into one of the exciting initiatives funded through the Rehab Services Administration's Disability Innovation Fund 21st Century Workforce Grants. And these grants were designed to spark new ideas and scalable strategies that help youth and adults with disabilities prepare for and succeed in today's rapidly changing world of work. From artificial intelligence and virtual reality to cross-system partnerships and new ways of engaging employers. These projects are testing innovative models that could reshape how we think about disability employment for the 21st century. And one of those projects, launched just this past year, is led by ServiceSource, and it's taking a unique approach to helping families move toward self-sufficiency and employment. And joining me today to talk about it are Lucas Halverson, project director, and Kathy Davis, one of the key leaders behind this groundbreaking effort. So how goes it, Lucas? Lucas: Hey, good morning Carol. Everything's going very well. Thank you so much for inviting us to talk about our project today. We're extremely excited to be here to talk about our project Families Achieving Self-sufficiency Together. We also call it fasst with two S's. So thanks again for having us. Carol: You bet. How about you, Kathy? How are you doing? Kathy: I'm doing great, Carol, thanks so much for having us. We are definitely excited to speak with you about our grant, which is short for that Disability Innovation Fund. Carol: Excellent. Yeah, I've had a lot of experience talking with other DIF grantees in like the C.D.E.F. We always give them the little alphabet soup label, but there have been different focuses each year that RSA had released the Disability Innovation Fund grant. So it's been really fun to catch up and see what things are happening. So let's dig in. So before we get into the details of your project, Lucas, could you tell us a little bit about your background and how you came to be involved in this work? Lucas: Yeah, absolutely. So my entire professional career is related to helping others. That started as an employment development specialist right after my bachelor's degree, focusing on all things employment placement, support services, community based, competitive, integrated employment. I transitioned from that into helping individuals with more significant disabilities prepare for employment. I've done a little bit of group and individual substance abuse counseling, but largely the last 15 years or so, I've been in the world of vocational rehabilitation in a variety of roles, both on the public side and the private sector side, and was happy through those wonderful years to get my master's degree in rehab counseling and my certified rehabilitation counselor credential. So to present day, I've been with ServiceSorce for over ten years, and when the grant was awarded, I looked at it as an opportunity to still stay in the world that I love of helping people, but knew it would expand my skills and really looked at it as an opportunity to bring a pretty large proposal to life. And so here we are, fresh into the second year of our project and seeing all of that happen. So very exciting. Carol: It's very cool. I love finding people's stories, like how you found your way into this world of work, because we all came in a long and winding road different ways, but make it in. And then once you're in, you're kind of hooked. It's hard to leave. So, Kathy, how about you? How did you come to be involved in this work? Kathy: Well, same. I love people's stories about how they find their vocation. And I have also been serving individuals with disabilities for a very long time, well over 20 years. I started as a volunteer in high school with Easter Seals, and from there, I did volunteer work with therapeutic horseback riding. I eventually also went back to school and got my master's in rehab counseling and became a nonprofit community mental health counselor and a traumatic brain injury program manager. And because of my background in counseling and also a previous master's degree in economics, when the Workforce Innovation and Opportunity Act was being discussed, and the emphasis changed to or included employers. My econ background and my master's rehab counseling background made me a little bit of a unicorn, and I was hired by a Blind services agency around 2012. And then I also did business relations for them. And then I was hired to start the first business relations program at one of the VR agencies. And really, my golden thread throughout all of my career has been starting new programs. No matter what role I've been in. I love new things, I love innovation, and so DIF has been a perfect fit for me. I'm also working on my doctorate degree, almost finished with that and doing a Pre-ETS dissertation. So I have a really strong interest in evaluation. And so evaluation actually brought me to this project. And I serve as an internal evaluator for it. Carol: Wow, you are a unicorn. Let me say that is exciting. Very fun. Thanks for sharing that. So when you two first saw the grant announcement, what caught your attention and made you want to apply? Lucas: Yeah. So this DIF grant cycle the F grant cycle was the first time nonprofit organizations were eligible to apply. So it was a unique opportunity for ServiceSource. And so our program development team recognized that our agency had the capacity to try to take this on, and also the expertise to successfully apply with a strong proposal, but then also administer and monitor the program successfully. So our organization, ServiceSource, is a leading service provider and employer for individuals with disabilities. So it made us well positioned to deliver impactful outcomes under this project. The DIF grant in general definitely aligns very closely with our mission and our vision and our values. And we have affiliated organizational model that we felt would provide a strategic advantage with this project. So it's allowing us to have a fairly large geographic reach. We have several teams across the country all working together on this project, and it also allows us to leverage partnerships and resources that have already been in existence across these teams and these affiliates to have the greatest impact that we can. And so really, the alignment and the capacity gave us confidence that we could do what this grant needed us to do. And so we're in that second year and really getting rocking and rolling now. Carol: Yeah, I hadn't realized that ServiceSource had such a big footprint because I was familiar with the work ServiceSource did in Florida, and Tina down in Florida and working with the Florida General Agency. In fact, we did a podcast about that and that particular model, and I knew there were little fingers of that kind of had spread out, I believe, into a few different states, but I hadn't realized, like, really how expansive ServiceSource was. So that is an excellent point that it really positioned you well for this. Now your project family is achieving self-sufficiency together. As you said FASST with the two S's. So no, we don't have a typo. If they read the transcript later, we didn't have a spelling error. It is the FASST you really launched at the end of June. I know that first year is always a very big planning year and getting things ready. Can you give us a quick overview of what the initiative is about, and really what motivated your focus on families? Lucas: Yeah, absolutely. Really the high level focus aims to help disconnected youth and disconnected adults with disabilities achieve competitive, integrated employment. In addition, you know, using early intervention workforce reintegration strategies to support long term success. That's where the whole self-sufficiency piece comes in, uniquely for our project. But overall, FASST is, as I mentioned, a multi-state initiative, and we want to empower disconnected adults and youth with disabilities. Our core focus is individuals that are eligible for Temporary Assistance for Needy Families or TANF. So that's part of our eligibility requirement. And the ultimate focus is to remove barriers to employment and to independence. And so we do that by connecting families to community partners such as vocational rehabilitation, training providers, employers. But we also have staff that assist the individuals we're serving, build those critical skills such as job readiness, financial capability. And we have a case manager component to the team. Each team has a case manager to help with that kind of wraparound, holistic approach, to try to knock down as many barriers as possible. The big goal is to break the cycle of poverty, looking at kind of that two generational approach. We want to create lasting self-sufficiency, reduce the need for benefits and things of that nature. So pretty big goals. But we have a solid team that I'm confident can hit those goals with us. Kathy: So and related to goals, we really our project has three overall goals. And as Lucas mentioned, it is to connect disconnected adults to find and retain that competitive integrated employment. But I'll also add that we want to have at least one high quality indicator as part of that employment, and we're helping to support them to retain their employment for at least 90 days. But we're also tracking beyond 90 days. And that's one of the really exciting and fun parts of this project. Unlike vocational rehabilitation, where you'd see a closure at 90 days, we're able to support individuals for the remainder of the project if that's what it takes to help them maintain their employment. The second overarching goal that we have is for the youth, disconnected youth ages 14 to 24. Our goal is to help them gain work skills and then either enter employment or enter education and or complete education. And then finally, the third goal would be to build the system's capacity with all of our partners to sustain our model and be able to serve more TANF recipients. Carol: I like your holistic approach that you guys have brought up. I know back in the day, as customers would come in the door, and I was working at State Services for the Blind in Minnesota. You're looking at employment, but it's hard to just talk employment right off the get go. If people don't have food or your housing is unstable or you have all the other issues, so you've got to kind of connect all the pieces together. Employment obviously is a very important piece of this, but it isn't the only piece. You got to have it all work together. Lucas: You make a great point, because I realized I didn't touch on the motivation to focus on families as part of this, and it's largely what you just described. You know, we recognize that families are key support systems for the individuals that we're serving. Families strongly influence decisions about anything but including employment and training, career paths. And so our whole focus is trying to have an alignment to that. And again, with our case management, part of our staffing, looking at the barriers, making sure they're addressed to increase those chances of success, because just as you said, there's not transportation, there's not a job. If there's not a house over your head, there's not a job if you don't have food. So all caregiver responsibilities and so the family tie in is really looking at barriers that affect the family. So could be the parent could be a child. But we know how it impacts the household. It creates kind of that ripple effect. And so not addressing it holistically could be a key piece missing. And so kind of the core motivation I guess to capitalize on that is to increase skills, of course, relating to employment, but also to again try to reduce the reliance on benefits as part of that. So knocking down barriers, helping go to work, reducing that need. And one of the key points with our project is as things are evolving, it does align with some of the current different federal agency initiatives. So, for example, children and families is emphasizing employment as a pathway to self-sufficiency. So that's very close to what we're looking at. And another example is Health and Human Services. They're looking at employment and family as the foundation of economic and social well-being. So our project really kind of just fits and plugs into that, because that is what our goal is with the larger focus. But I do think the holistic piece is extremely valuable for this project and will continue to be. Carol: Yeah, you guys are definitely ahead of the curve because when I saw that that you guys had picked TANF, you know, at first I'm like, well that's interesting. Like how did you come to that? You know, to decide you were going to focus on those folks eligible for TANF and kind of make that the centerpiece? Lucas: Yeah. So the program development folks that really dug into the proposal, part of the application process did a lot of research and found that largely there was a disconnect. There are a lot of folks that are eligible for TANF or receiving TANF that were appropriate for other agencies, such as vocational rehab, just as one example. But the tie in often wasn't there. It wasn't happening. And so, as Kathy mentioned, one of our goals is to hopefully have some better pipelines for that. So for folks and entities that are naturally working with individuals with TANF to understanding no important programs such as vocational rehab exist and what that looks like and what the scope is and what they can help with. So it just kind of was a noticed need and kind of became one of the key parts of, of this proposal when it was getting all put together. Carol: I think that's brilliant because you always look at kind of VR can be the best kept secret. People say that all the time, and even though it seems like it would be apparent, like, why wouldn't you, you know, get connected with VR and you're in this program. People don't know that. And it's not necessary that the staff may be working in TANF, even know about VR or what's going on. We don't always do the best job at connecting with all the different partners and other folk out there. Lucas: Another part of that decision to again, ServiceSource operating many programs across the country. There are a couple TANF specific programs that ServiceSource operated for many years, one being in Virginia that partners with the Virginia Department of Social Services, and then another unrelated program in Denver in Colorado. So there's already some knowledge base of that in addition to the research they all did. So it helped us kind of align with one of our corporate strategic goals of expansion and wanting to increase our support to individuals that are eligible for TANF. And so it kind of checked a, checked a lot of mini boxes, both there being a need and interest from our company with our goal of expanding and serving, you know, additional individuals. So it kind of presented just almost a natural opportunity, I guess, as it was all coming together. And I think it gives, you know, a pretty solid opportunity to try to interrupt the generational poverty that exists within families. Carol: Well, that's where the magic happens. There's nothing better than having a project that fits with your own corporate mission. You know, the stars are aligned, things all sync up. It's not like you're having to kind of fit round, peg in a square hole or whatever, the square peg in a round hole, because it's all aligned really well. Now, I understand you recently received approval to expand your focus to include disconnected youth such as those in foster care, the justice system. How does that change the picture of your work going forward? Lucas: Yeah, so kind of a really cool example. So with the DIF grants, one of the key focuses on being innovative and being flexible in changing with what you're finding during your project. And so very early on, not long after we launched the project and began some large increased efforts with outreach almost immediately, there were a handful of situations that involve youth that met the larger definition of disconnected, but didn't quite meet our project eligibility of being in a household that had a parent or guardian eligible for TANF benefits. And so we originally had intended to focus on those youth later in the project. But we talked about it and we did not want to exclude individuals. We knew we had the expertise and interest to serve, and we certainly did not want to risk coming back in the months or years ahead trying to find them. You know, it's kind of like the hot potato. If you have youth that are interested, now is the time. And so we worked with our project officer from RSA and they were very supportive of us expanding our focus to the broader definition of disconnected youth a little bit sooner than we originally planned, of course, but so that expansion includes youth now that are in foster care, the justice system that are low income or don't have stable housing. And so they don't have to have that TANF tie in for, for that kind of subgroup, but still relates very directly to our mission of serving the disconnected youth and adults within the project. Carol: Yeah, I like that. You recognize that, you know, and take advantage of that as you're seeing that. And that's kind of the beauty of these projects, because they do ebb and flow based on how things are rolling and what you write in a proposal. As everything comes to fruition, you realize different things and you're like, oh, you know, maybe we get to pivot or do something a little differently or whatever that may be, or make this addition and it just makes the project better. I love the flexibility that RSA has with the projects to allow that kind of expansion and changes as you're going along. So I understand you've got six teams working across six states under this shared framework. How does that structure work, and what have you learned so far about coordinating across all these different regions? Lucas: Yeah, I'm proud and very happy to report that it's been working incredibly well so far. It's kind of a new experience for our organization as well because it's bringing together multiple affiliated teams, but working collectively on the same project at the same time with shared goals. So from the start, when Kathy and I were putting this all together, one of the elements that really wasn't negotiable was building a sense of community within our team. Since we're all working on the same grant, have the same expectations. We knew if everybody was working in their own silo, it would be, you know, highly unnecessary and really counterproductive to what we're wanting to do. So we spent a lot of time in the earlier stages and continue to with emphasizing cross team collaboration. It's really kind of the key driver to our success and our continued success. And so some of the efforts to make this team that's spread across the country feel like we're all sitting in the same office space together, is having weekly meetings. So Kathy and I lead a weekly meeting with all the grant funded staff, their supervisors, the executive directors for the different affiliates, other subject matter experts from our organization, and then different contractors as necessary that are on the project. And we focus on anything and everything relating to the project, so it could be updates, progress, best practices, things that seem to be going well, maybe things that we need to work a little better on any process reviews we need to do. So we go through just anything that's relevant each week, keeps that engagement there, keeps everybody, you know, interacting. And beyond that, we also knew that with having some external contractors on the project that we really needed that to be bought in from the staff as well. And so we had kick off meetings with each contractor, both with our large group and then with each individual team, really just to build rapport, clarify roles, responsibilities, expectations, how it was going to work, what the goals were, and just start those relationships strong as well. You know, there's so much going on when you launch a project that we didn't want our external folks not to feel a partner like our internal folks. And so that's been going remarkably well. And then lastly, the last comment I'll make on this is that we also recognize that because we have really three position types that are working directly with the individuals we're serving, again, spread out across the country. We really wanted them to feel together and not, again, not separate. And so each position has its own community of practice. They meet monthly, they share best practices. They discuss challenges, Brainstorm ideas. For example, case manager in Florida found a gem of a resource that's national. There's no reason our case manager in Utah should have to spend time finding that as well. They talk about it. They you know, hey, I found this. This is great. It might help each other. And so those meetings we've had a lot of positive response on and Kathy and I hop on, if they have a topic they want us to discuss or, you know, problem solve with them. And so we've really felt that's helped bridge that large geographic distance across the teams. And we're hoping that, you know, turns into high quality and impactful services for the folks we're serving efficiently, serving our individuals and not having multiple people having to spend the same time on the same need. Kathy: Yeah, I'll add something here, too, from an evaluation perspective. You might be familiar that when you start a new program and it develops into a fully developed, successful project and program, and then you start sharing it nationally. Inevitably, someone will, from another state or another agency outside of your region will say, well, that could never work for us because we're, you know, we have these resources or we're serving this population. The beauty of this project is that it was originally designed for six sites across multiple states. And so our implementation really is across varying populations and community resources. And so this project has such strong potential for successful implementation across multiple states and contexts. So we're very excited that we're really documenting everything that we're doing. We'll have a toolkit when we complete the project, and we're really looking forward to sharing what we're doing and how to do it with others. Carol: And that's a really important piece to RSA. It's one of the things you write to in the project, like how is this going to be sustained past the project ending? Like how can you then, you know, transfer this information to other folks and they can implement it. So I can see where that was very appealing to them as they're looking at evaluating the different proposals that shoot. Here's a group looking at six states. So you mentioned, Lucas, Utah and Florida. What are the other four states that you're in? Lucas: Yeah. So we're in Delaware, North Carolina and Virginia. And we're right now in the process of bringing on a team in Colorado. We have the approval. We're just doing the logistics of what it takes to bring them on. That's one of the ServiceSource teams that has an experienced TANF program. And so we looked at that as another opportunity to be able to already leverage existing relationships and expertise to just tie right into what we were already planning to do in the Colorado team was just a little bit newer to ServiceSource, so they weren't part of the original proposal because they weren't here quite yet, but they now are. So we're extremely excited to have some additional folks joining the team and fitting right into what we're doing. Carol: That's very cool. I know one of your partners. Our Ability, brings some cutting edge tech into the mix with AI powered job matching and training. How is that partnership helping you engage employers and job seekers in new ways? Lucas: Yeah, so I think as we all know, the workforce development is just kind of an ever evolving landscape. So bringing Our Ability in, I'm extremely excited. John Robinson, the CEO from Our Ability, is part of our project. And at the core of our partnership is the innovative use of technology. They have a portal that's called Jobs Ability, that uses generative AI to connect job seekers to employment based on their interests, their skills, their expertise. So the system helps focus on the challenge of both unemployment but also underemployment among folks with disabilities. And their platform reaches 15,000 people with disabilities each month, which to me is pretty remarkable. That's a lot of folks consistently visiting and using their resources. And so the job matching will assist with better connections between the individuals were serving and getting into the work world, or trying to help upgrade or increase their employment in a system that's already proven, which, you know, helps with efficiency. They already know it works. And so by us leveraging their extensive employer network within the system, you know, we're really focused on fostering the employment opportunities that encourage and again, increase self-sufficiency. Kathy: Just kind of expanding on what the Jobs Ability portal will mean for our customers. We'll be able to assist our job seekers with creating quality resumes that are keyed in on skills and experience, and there is an AI matching protocol that really matches their preferences and experiences and skills with job descriptions. It's a proprietary AI system, and so we're really excited about how participants are going to be able to be matched with jobs that actually match their skills. These are real jobs, competitive wages. As we said, we have high quality indicators for our outcomes, including wages. And if you think about it, this is a win for our participants as well as our employers, because they are going to be able to actually tap into qualified individuals with disabilities who meet the skills and experience that they are seeking. Carol: I love AI. I know there's people I've done different podcasts around, different AI initiatives, and some people have different feelings about AI. I know there's kind of the you have the dark side of it, but this sounds super cool. I had not heard of this company. And about this proprietary software. I think that's very interesting and super smart of you to leverage something already out there, proven tested, can be used right away. Instead of you trying to like, go down the road of creating something and doing all of that, you don't need to waste, you know, time and energy in that when you've got something already done. Now, I know no large project like this starts without a few hurdles. What have been some of your biggest challenges so far, and how are you navigating maybe any kind of overlap with other services or agencies? Kathy: As you said, VR is a well-kept secret. Many times that's what we hear. And so being experienced with that, when we started the project, we knew the outreach was going to be key. And so we did not wait to start our outreach. And Lucas and I developed a very thorough support system and toolkit for our staff to help them really be purposeful about their outreach. And as soon as people were hired, one of the first things they were told to do after they were up and running with knowledge about the project was to start outreach. And honestly, I think we've become an outreach machine and we're really keeping track of hundreds, hundreds of contacts across our six locations that we've made and also just really analyzing which of those resources are turning into pipelines of referrals. And so I think we're going to be learning a lot about that. One of the things that we also knew from the beginning is that we needed to tailor our outreach to the audience. So we have a library of outreach materials for students, for VR, for employers, for schools and parents. So there's many ways that we have. We also are created outreach in other languages. So we're definitely doing our best to reach as many people as we can about this project, and also equipping our staff to be able to speak about it, to really understand it and to be able to keep track of what we're doing to reach the populations that and stakeholders that we're going to serve. Carol: Very cool. Lucas: I was going to talk about the overlap with other agencies. It's been a very real discussion with our teams because, you know, how does FASST fit in with other programs that might do similar types of work. And so, you know, it's an ongoing discussion, teaching staff the significance of a comparable benefit, a very familiar term for our friends that have been in the VR world before. We don't intend as a program to supplant programs that already exist, but we do intend to supplement or fill the gaps that exist. Maybe we can move faster within a process to help somebody now that while they'll go through a process that takes a little bit longer, or maybe we can support someone a little bit longer, like Kathy said before, you know, if someone has a VR counselor and at 90 days, VR is comfortable with closing them, but maybe they might need a little bit more support. That might be a gap we can fill or a little bit more job coaching or financial literacy or something like that. And so we really focused on the design of our project to try to rapidly engage individuals as much as we can. We can serve someone start to finish on our own as a project. We don't have to have a built in external component, but we recognize the significance of resource connection, obviously. So both now and down the road for folks, if they're not receiving our support, knowing what resources exist, who can help with different things. And so it's still an ongoing process. So part of that outreach, Kathy mentioned hundreds and hundreds of outreach. We have to hit folks with the right info that makes sense to them. And so for as long as this project's going, I think it will always be a focal point for us to make sure that, you know, it's just clear what we do and what we don't do and what we can do to just try to support agencies and programs that do exist already, but then also knowing we can do a pretty good job on our own if we had to, so. Carol: So let's hone in a little bit. You've talked a lot about outreach and have mentioned VR, but let's talk about those VR partnerships. How are your teams building relationships at the state and local level, and what can VR agencies gain from working with your project? Lucas: Yeah, so the teams have done a really good job focusing on building relationships with vocational rehab. Again, trying to listen to what the needs are, what they're seeing as needs, and then versus, you know, collaboration of what we can offer teams that are working on having regular check ins set up. As with any agency, you know, some relationships have been a little more natural than others. But continuing to work together to try to establish those pipelines and that knowledge base of our existence, and then also that need for the individuals that are eligible for TANF. And so I always kind of say, you know, what's in it for VR agencies? And from my perspective, at least, our project can increase access to services and resources that could make service delivery easier or more efficient or more effective, which should then lead to increase or better outcomes. That's the goal. One of our objectives, as Kathy touched on, is to establish a system that connects. Connects the folks eligible for TANF and other entities such as vocational rehab. And so we're really continuing to focus on that and going to continue to ramp that up throughout the project. As the more, you know, line level relationships exist with the different offices and the different staff. And we've learned that adults with disabilities receiving TANF benefits are often best served by VR. As I mentioned, you know, programs can be complex sometimes, and so trying to smooth that out a little bit might be helpful for them. So we kind of see an additional potential to have connect VR teams with employers. We just talked about our ability and John and his team. They have very robust employer connections across the country. And so that'll be a regular interaction. So we might be able to connect some employers. Some of our interest is connecting educational partners as well. So looking at programs that can help foster people to get into good jobs and, you know, and other stakeholders of course, as well. So we kind of see it as a very big collaboration opportunity for our teams. And I really think at the end of the day, it really just to me looks at shared impact. So we work together. How can we all show that the good work everybody's doing is impactful and supporting the individuals that are coming to us that are needing that support? Carol: It takes a village. It really does. Lucas: It does. It takes a village. And we have one team, the state they're in recently. Just last month went on order of selection. And so we're using that as another opportunity to be a support because at least I know us in this podcast know when going on Order of Selection, the most significant disabilities have to be focused first. And so those individuals with less significant disabilities are typically the ones that have to wait. And we can serve them. So that team is working with their VR agency to make sure that's known, so that if they have folks going on the waiting list, that it might be a great opportunity to shift them to us and we can support them while they're on the waiting list. And whenever the time would come for that release, we can just catch up together and see where we're at. Carol: That's a perfect example of really great collaboration, I love that. That I'm glad you mentioned that. Kathy: Yeah, I just want to mention too, it's kind of tied into that. The reason we're seeing agencies start to use Order of Selection is because of increasing costs. This project would not cost BR to use our services because we're funded through the grant. So if you need an employment service provider, we are one as part of this project and you would not have to pay fee for service or contract us. We're already being paid through the grant, so it really helps with cost. Carol: Yeah that's perfect. So as you guys look at the year ahead, what are your priorities and what does success look like for FASST as you continue to grow and refine your model? Lucas: Many things, but I think largely continuing to strengthen the project. You know, we're still relatively new in implementation. And so we've learned a lot and will continue to learn a lot. And so we just really want to make sure we're maximizing the positive impact of the individuals we're serving. First of all, strengthen develop clear pathways. The end goal would be for this to be replicable at the end to scale our model effectively. And so I really think this second year, now that the team's together, everybody's getting comfortable with our process. This year is really where the car starts driving full speed, is how I feel. And I know Kathy, you have some ideas on quality and partnerships too, right? Kathy: Definitely. As an internal evaluator, I'm looking at quality of this project. I want to make sure that we're ensuring fidelity to our model and the key components of our model and project, and we're going to be making adjustments throughout the next year, especially based on the needs of our participants and even our staff. And we're going to be capitalizing on our successes and sharing best practices across our teams through those communities of practice that Lucas talked about. We want to be consistent in implementing our project across the teams and our locations. So again, we have process documents and we're making sure that we're doing things similarly across our locations. And then we're definitely going to be collecting data. We've already started that process, and we want to make sure that we can demonstrate our outcomes so that we can inform our improvements and just really develop that replicable model in the end. And then as far as collaborations and partnerships go, we're working with our local partners to strengthen our connections and expand resources for our disconnected youth and adults with disabilities. So really looking forward to the next year being strengthening of our program and proving our model. Carol: Well spoken like a true evaluator indeed, I love that. Oh, that is good stuff. So how could our listeners learn more about your work or connect with the FASST team? Do you have a website or something you could share with us. Lucas: Yeah, so there's a few ways. So if someone's wanting to get connected to Kathy and I quick, we have an email. It's FASST, which is FASST@ServiceSource.org. Comes directly to Kathy and I, and we can answer questions if it's specific to a team, a referral, something like that. We get it out to the appropriate folks across the different teams. We do have a website. There's a lot of hyphens in it, but so largely it's ServiceSource.org/families-achieving-sufficiency-together. The hyphens had to be in there. So it's a little much if someone's trying to write it down. So I don't know if there's a way to have that posted somehow. Carol: Yeah, we'll definitely put that in when we post the podcast. We can put that in the transcript too, to have the website linked right there. Lucas: And then, also always like to put a plug in for the National Clearinghouse of Rehabilitation Training Materials, or NCRTM. They have a website for all DIF grantees that provides information about the project so you can see any of the grant cycles, what they're doing, where they're located, and of course, ours being one of them. So it has information and also ties folks back to our project site as well. Carol: Well, Heather Servais will sure appreciate that shout out to them. They have great stuff. I sure appreciate you both very much. This is interesting. It'll be fun to catch up with you in a year or so and see, like now that you said you're kind of going full speed ahead to see where things land, I appreciate you. Kathy: Thank you. Lucas: Thank you so much. {Music} Outro Voice: Conversations powered by VR. One manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening. Lucas: The contents of this discussion were developed under Grant H421F240144 from the US Department of Education Department. The Department does not mandate or prescribe practices, models or other activities described or discussed in this discussion. The contents of this discussion may contain examples of adaptations of, and links to, resources created and maintained by another public or private organization. The. The department does not control or guarantee the accuracy, relevance, timeliness or completeness of this outside information. The content of this discussion does not necessarily represent the policy of the department. This publication is not intended to represent the views or policy, or be an endorsement of any views expressed or materials provided by any federal agency. Edgar. 75.620. Carol: Well, thank you both. I really appreciate you. Good job. Kathy: Thanks Carol. Lucas: Thank you so much. Music} Outro Voice: Conversations powered by VR. One manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.
Today as I finish recording and start getting this weeks show posted, I realize that today is special for two reasons! First, welcome to the first week of the Annual Membership Drive. Please visit the page, check out the prizes, and consider supporting us! http://www.synthetic.org/membership.php Secondly as of the date of "production" today RSA has officially turned 28 years old! Thank you so much for listening all these years. You are my people. AD Key - Der Bose Gott (White Noise TV) DSTRTD SGNL - Replay It! Analog 80 - The Last Age Omen Code - Atrophy Komission Z80 - If Not Now, When (Phaser One) Absurd Minds - Promised Land Ego Bliss - Afterlife Ego Salto - Stealing My Seconds http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio
Drivers of vans and small trucks are nearly twice as likely to use mobile phones while driving when compared to other road users, a new RSA survey has shown. To chat about the findings of the report was Shane O'Donoghue, Editor with completecar.ie.
This episode of the Ranch Stewards Podcast features the audio-only version of a Rural Resilience webinar, created for listeners who prefer to learn on the go. The full video presentation is available for those who would like to see visuals and demonstrations.In this episode, ranchers share real-world examples of how technology is changing land and livestock management while supporting long-term stewardship.Rancher Ryan Lankford explains how GPS ear tags help him monitor cattle across large landscapes and make better management decisions whether he is on the ranch or away.Custom grazer Steve Kenyon discusses how fall frost seeding with drones can make forage establishment easier, faster, and more efficient within extended grazing systems.This recording includes a 60-minute presentation followed by a 30-minute live question and answer discussion.Speakers Ryan Lankford grew up in a farm family on the Fort Belknap Indian Reservation and returned home after serving in the U.S. Army and earning a bachelor's degree in civil engineering to continue his family's agricultural legacy.Steve Kenyon owns Greener Pastures Ranching Ltd. in Alberta, Canada and has more than 20 years of experience teaching sustainable grazing management.Watch the full video version of this episode at https://youtu.be/D3w7pqhGqCIUpcoming live webinars in the Rural Resilience series Ranch Health: Cattle Vaccination Best Practices on February 5, 2026 Ranch Water: Low-Tech, High-Impact Restoration on February 19, 2026 Ranch Insights: Sheep Industry Takeaways for Beef on March 5, 2026Cost: Free Pre-registration required Register at ranchstewards.org/eventsSupport the showThe Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit www.ranchstewards.org/support.
The Ranch Workforce Project is a limited series podcast collaboration between the Ranchers Stewardship Alliance and Montana State University's Dan Scott Ranch Management Program. While the series is rooted in ranching, the conversations are relevant across all of agriculture, including farming, orchards, specialty crop operations, and diversified agricultural businesses facing workforce challenges.In this preview episode, host Haylie Shipp is joined by Rachel Frost to introduce the purpose of the series and the shared labor issues affecting agricultural operations nationwide. From recruiting and training new employees to managing expectations, workplace culture, and long term career pathways, this series takes a practical look at how agriculture can better prepare, support, and retain its workforce.Drawing on experience working directly with both producers and students, this episode sets the stage for honest conversations about what is working, what is not, and where opportunities exist to strengthen the agricultural labor pipeline, regardless of operation size or production type.In This Episode, We Cover:Why workforce challenges are affecting every sector of agricultureThe disconnect between interested young people and agricultural employment opportunitiesManaging expectations for both employers and employeesThe role of mentorship, communication, and workplace culture in employee retentionWhat listeners can expect from the Ranch Workforce Project seriesSupport the showThe Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit www.ranchstewards.org/support.
AI adoption within organizations is increasingly polarized, with Gallup data cited showing that while 77% of technology professionals use AI at work, overall workplace adoption rose only marginally from 45% to 46% in late 2025. This stagnation is attributed not to employee reluctance, but to aggressive uptake by leadership without corresponding redesign of roles and workflows at lower organizational levels. In the UK, research presented notes an 8% net job loss tied to AI alongside a 11.5% productivity increase, with younger workers expressing heightened concern over future employment security.Supporting analysis emphasizes that AI utilized only in decision-making circles can compress organizations, trading resilience for short-term efficiency. Dave Sobel cautions that celebrating productivity gains without acknowledging operational fragility introduces organizational brittleness, as headcount reductions outpace tangible capability improvements across all layers. The discussion underscores the risk in pitching AI as a leadership tool without regard for its broader impact.Additional topics include the risks of encryption practices—specifically Microsoft's BitLocker—and the limits of user control over recovery keys when stored in the cloud. Dave Sobel highlights governance failures when MSPs assume encryption equates to privacy without explicit decisions regarding key custody and authority, noting that silent trade-offs can expose organizations to privacy vulnerabilities. Furthermore, coverage of CISA's absence from RSA conference outlines how diminished federal engagement increases liability and ambiguity for MSPs tasked with interpreting security policy. New video authentication features from Ring are examined as evidence of a broader shift where provenance and chain of custody outweigh convenience, directly affecting the evidentiary value of managed data.The overarching implication for MSPs and IT providers is clear: risk, authority, and liability are being systematically reallocated within the supply chain and between vendors, government, and service providers. Operational preparedness now depends on explicit documentation, governance choices, and advance recognition of liability transfer. Failing to adapt—by leaving deployment decisions, key management, and evidentiary workflows unexamined—may result in organizational fragility, legal exposure, and loss of client trust. Four things to know today 00:00 Stalled AI Adoption and UK Job Losses Show Productivity Gains Are Not Broadly Shared04:06 BitLocker Encryption Allows Microsoft Access to Recovery Keys Stored in the Cloud06:21 CISA Breaks From Past Practice, Declines RSA Conference Appearance08:36 Ring Uses Cryptographic Seals to Verify Video Authenticity as Evidence Trust Becomes a Governance Issue This is the Business of Tech. Supported by: https://scalepad.com/dave/
Drive on any road in Ireland and it won't take you long to see someone with their head down while driving. They are on their phone. The RSA observed two-thirds (67%) of drivers using a mobile device were using it in their hand, typing or scrolling, while the rest held it to their ear.Ronan Keating, Keith Duffy and Daniel O Donnell joined Ian this morning to discuss their campaign to stop the people of Ireland from scrolling while driving.
Les chiffres sont éloquents. En 2025, près de 44 % des personnes pauvres ont moins de 30 ans. Parmi elles, environ 30 % sont des enfants. À l'inverse, les plus de 65 ans ne représentent plus qu'environ 10 % des personnes en situation de pauvreté. En 1975, c'était exactement l'inverse : 40 % des pauvres étaient des seniors. Aujourd'hui, le taux de pauvreté des personnes âgées est autour de 4,5 %, soit deux fois moins que chez les jeunes.Ce retournement n'est pas un hasard. Il s'explique d'abord par le succès historique de politiques publiques ambitieuses en faveur des seniors. Mise en place progressive des retraites au XXe siècle, arrivée des premières pensions complètes dans les années 1960-1970, puis création d'un minimum vieillesse garantissant un revenu plancher : ces mécanismes ont fait reculer massivement la pauvreté au grand âge. Les seniors sont aujourd'hui la seule catégorie bénéficiant d'un revenu minimal quasi universel.Autre facteur décisif : le logement. Dans les années 1970, acheter un bien immobilier coûtait environ quatre années de salaire moyen. En 2024, il en faut près de douze. Résultat : trois quarts des seniors sont propriétaires, ce qui réduit fortement leurs charges mensuelles. Parallèlement, la part du loyer dans le revenu a doublé en cinquante ans, passant d'environ 11 % à plus de 22 %.Pour les actifs, la trajectoire est bien moins favorable. La fin du plein-emploi dans les années 1980, l'essor du chômage de masse, puis la multiplication des contrats précaires ont fragilisé durablement les débuts de carrière. Moins d'un jeune de moins de 25 ans sur deux dispose aujourd'hui d'un emploi stable, contre environ 80 % dans les années 1970. Les études plus longues repoussent l'âge du premier vrai salaire, tandis que même l'emploi ne protège plus toujours de la pauvreté.À cela s'ajoute l'explosion des familles monoparentales : elles représentaient moins de 10 % des ménages en 1975, contre près de 27 % aujourd'hui. Or, vivre avec un seul revenu, souvent féminin et parfois à temps partiel, augmente fortement le risque de précarité, et donc celui de pauvreté infantile.Dernier élément clé : les aides destinées aux jeunes sont moins protectrices que celles mises en place pour les seniors. Le revenu minimum pour une personne âgée dépasse 1 000 euros par mois, quand le RSA pour une personne seule avoisine 650 euros et reste inaccessible aux moins de 25 ans dans de nombreux cas.En résumé, la pauvreté ne disparaît pas : elle change de génération. La France a su, autrefois, réduire massivement la pauvreté des personnes âgées. Le défi du XXIe siècle est désormais clair : réussir le même pari pour les enfants et les jeunes adultes. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
In the RSA's historic Great Room – the home of ideas since the Enlightenment – cognitive scientist Gaurav Suri explores how both human and AI minds emerge from vast, hidden networks of neural activity. A clear, compelling introduction to the science behind intelligence, attention and learning.Speaker:Gaurav Suri, Cognitive Scientist and Psychologist (Associate Professor, San Francisco State University)Chair:David Malone, Documentary Filmmaker and AuthorDonate to the RSA: https://thersa.co/3ZyPOEaBecome an RSA Events sponsor: https://utm.guru/ueembFollow RSA on Instagram: https://www.instagram.com/thersaorg/Like RSA on Facebook: https://www.facebook.com/theRSAorg/Listen to RSA Events podcasts: https://bit.ly/35EyQYUJoin our Fellowship: https://www.thersa.org/fellowship/join
Who wouldn't want a deep massage? Turns out, your soil might be overdue for one. In this episode, host Haylie Shipp talks with Montana ranchers Todd Barkley (near Baker) and Casey Buffington (Chester) about bale grazing, a winter-feeding strategy that can build soil health, redistribute nutrients, reduce daily feeding chores, and add flexibility to ranch life.They also discuss how the “new sexy thing” in grazing, virtual fencing, is being used alongside bale grazing to control access, improve hay utilization, and keep cows where you want them, even during an oddball open winter.What We CoverWhat bale grazing is and why it is more than “feeding hay”Placement of your balesThe benefits of seven-day feedings, including labor, fuel, and equipment savingsHow cows often return later to clean up what they left behindManaging boss cows versus timid cows and thinking about access and spaceSetup strategies such as grid patterns, star or pie patterns, and bale spacingBale orientation, including on end versus on side and when rolling out makes senseCalving considerations and why rolling out hay can reduce risksWeed pressure, soil response, and reframing weeds as forageVirtual fencing possibilities, including timed breaks to control daily access without moving wirePractical TakeawaysTry it once. Bale grazing is a technique that can be adjusted to fit your operation.Use it for flexibility when work or weather makes daily feeding difficult.Dial in the math by accounting for cow weight, bale weight, hay quality, and stockpiled forage.Links and ResourcesTodd Barkley contact: https://barkleyshomegrown.com/contact/Support the showThe Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit www.ranchstewards.org/support.
As economic instability continues to confound politicians across the spectrum, the UK labour market remains fragile. With more young people than ever before not in education, employment or training (NEET) and the ever-present threat of AI-induced job losses, internal communicators must find novel ways to marry the delivery of key organisational information with the concerns of increasingly stressed and anxious workforces. In this episode, Neil Carberry shares his latest reflections on the current and emergent state of the UK labour market, offering insights for the internal communication professionals as they consider their priorities for 2026. About Neil Carberry OBE, Chief Executive, REC Neil Carberry was appointed as Chief Executive of the Recruitment and Employment Confederation in June 2018. He began his career in recruitment in 1999, before doing a post-graduate degree in Human Resources at the London School of Economics and specialising in employment relations. Joining the CBI in 2004, he led the CBI's work on the labour market, skills, energy and infrastructure. Neil spent a decade as a member of the council of the conciliation service ACAS and two terms as member of the Low Pay Commission, which recommends UK minimum wages. He was appointed an OBE in the King's Birthday Honours List of 2025. Neil is a Chartered Fellow of the CIPD, a Fellow of the RSA and a member of the Company of HR Professionals. A seven-time nominee to the SIA staffing100 in Europe, Neil is also on the board and exec of the World Employment Confederation and of a Multi-Academy Trust in England. Neil is an RFU-qualified rugby referee and coach and is one of the 8000 co-owners who made Heart of Midlothian the UK's biggest fan-owned football club. Find Neil on LinkedIn: https://www.linkedin.com/in/neil-carberry-obe-95948938/ REC: https://www.rec.uk.com/
Rob Hughes — CISO at RSA and Champion of a Passwordless FutureNo Password Required Season 7: Episode 1 - Rob HughesRob Hughes, the CISO at RSA, has more than 25 years of experience leading security and cloud infrastructure teams. In this episode, he reflects on his unconventional career path, from co-founding the original Geek.com and serving as its Chief Technologist during the early days of the internet, to leading security and systems design at Philips Home Monitoring.Jack Clabby of Carlton Fields, P.A. and Kayley Melton welcome Rob for a wide-ranging conversation on identity, leadership, and the realities of modern cybersecurity. Rob currently leads RSA's Security and Risk Office, overseeing cybersecurity, information security governance, and risk across both RSA's products and corporate environment.Rob explains his dream for a passwordless future. He unpacks why passwords remain one of the largest sources of cyber risk, how real-world incidents and password-spraying attacks have accelerated change, and why phishing-resistant technologies like passkeys may finally be reaching a tipping point. The episode wraps with the Lifestyle Polygraph, where Rob lightens the conversation with stories about gaming with his kids, underrated horror films, and classic cars.Follow Rob on LinkedIn: https://www.linkedin.com/in/robert-hughes-816067a4/Chapters: 00:00 Introduction to No Password Required01:43 Meet Rob Hughes, CISO at RSA02:05 The Role of a CISO in a Security Company05:09 Transitioning to the CISO Role08:00 The Early Days of Geek.com12:14 Launching a Startup During the Dot Com Boom14:30 The Push for a Passwordless Future18:21 Tipping Point for Passwordless Adoption20:20 Ongoing Learning in Cybersecurity26:09 Managing Stress in High-Pressure Environments33:46 The Lifestyle Polygraph Begins34:15 Career Insights in Cybersecurity36:08 Dream Cars and Personal Preferences39:58 Underrated Horror Films41:19 Creating a Cybersecurity Monster
Spent the week basically bedridden as I "recovered" from my flu last week, then proceeded to push myself too far. So I spent a few days taking my time and resting, and voila! I left the house and got RSA done today. It's nice to eat food. I remember that now. But it was nice to sit down and have some fun working on RSA instead of lying in bed. This week we've got a great mix of the synthie and the aggro! J:Dead - Disgusting Agnis - Vamp (Freaky Mind) Phaser One feat. Echodead - Poison Mesh - Exile (Edit) Alex Braun - Wrong Direction cut.rate.box - Reel Life (Cassandra Complex) Extize - Classic Love (Antibody) CauseNation - Nowhere To Hide (Mildreda) http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio
Vótáil scrúdaitheoirí tiomána atá fostaithe ag an Údarás Sabháilteachta Bóthair an RSA ar son gníomhaíocht thionsclaíoch an tseachtain seo caite, toisc nach féidir a dhearbhú go bhfuil siad clúdaithe faoi arachas nuair a shuíonn siad isteach i gcarr príobháideach chun tiomanaí a mheas.
Grant Asplund is a cybersecurity evangelist with over 25 years of experience helping organizations defend against sophisticated cyber threats. He travels globally, speaking at major conferences like RSA, engaging with analysts, partners, and media to advance security across cloud, mobile, and infrastructure. Grant has held leadership roles across sales, marketing, and executive management at companies including Dome9, Blue Coat, Neustar, and Altor Networks, and previously led MetaInfo through its acquisition by Neustar. He also hosts the CISO Secrets and Talking Cloud podcasts, where he explores cloud security trends and real-world leadership insights.00:00 intro03:00 Our Guest05:13 Start with a Helpdesk role10:00 Ai taking over roles13:35 AI first mindset35:10 The future of AI tools45:07 CISOs report to the board 49:05 More about Grant
#SecurityConfidential #DarkRhiinoSecurityGrant Asplund is a cybersecurity evangelist with over 25 years of experience helping organizations defend against sophisticated cyber threats. He travels globally, speaking at major conferences like RSA, engaging with analysts, partners, and media to advance security across cloud, mobile, and infrastructure. Grant has held leadership roles across sales, marketing, and executive management at companies including Dome9, Blue Coat, Neustar, and Altor Networks, and previously led MetaInfo through its acquisition by Neustar. He also hosts the CISO Secrets and Talking Cloud podcasts, where he explores cloud security trends and real-world leadership insights.00:00 intro03:00 Our Guest05:13 Start with a Helpdesk role10:00 Ai taking over roles13:35 AI first mindset35:10 The future of AI tools45:07 CISOs report to the board 49:05 More about Grant----------------------------------------------------------------------To learn more about Grant visit https://www.linkedin.com/in/grantasplund/To learn more about Dark Rhiino Security visit https://www.darkrhiinosecurity.com----------------------------------------------------------------------
RSA driving testers have voted in favour of going on strike. Members of the Fórsa Trade Union say their employer has failed to make sure testers are covered by the State Claims Agency while working. If the strike goes ahead, it could mean test wait times increase. To explore this further, Alan Morrissey spoke to driving instructor Chris Curran.
Nation-states are already harvesting your encrypted data, betting they'll crack it when quantum computers mature. It's happening now. In CXOTalk episode 904, Anand Oswal, Executive Vice President of Network Security at Palo Alto Networks, explains what business leaders need to understand about quantum security and how to address it. The impact of quantum computing on cybersecurity will be huge.Key timelines discussed:-- Cryptographically relevant quantum computers expected by end of this decade-- RSA and ECC algorithms deprecated by 2030, disallowed by 2035-- Enterprise cryptographic migrations typically take 5-10 years
Manager Minute-brought to you by the VR Technical Assistance Center for Quality Management
What happens when a VR agency stops leading with compliance—and starts leading with trust? In this episode of Manager Minute, Carol Pankow sits down with Lea Dias, Director of the Hawaii Division of Vocational Rehabilitation, to talk about rebuilding an agency from the inside out. Facing high vacancies, low morale, and years of monitoring pressure, Lea chose a different path—one grounded in listening, kindness, and belief in her people. The result? ✔ Renewed staff engagement ✔ Stronger community partnerships ✔ Improved employment outcomes ✔ A culture moving from survival to purpose This is a powerful reminder that real change doesn't start with spreadsheets—it starts with people. Listen Here Full Transcript Lea: I'm proud when I see my staff here at the administration level, thinking less about what the staff are doing wrong and focusing more on how can we help them, getting resources to help them, reaching out directly to help them. People talk a lot about rapid engagement and forget that ongoing part rapid and ongoing engagement. If you focus on culture first, the numbers I believe will follow. And if you focus only on numbers, the culture will crumble. {Music} Intro Voice: Manager Minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Well, welcome to the manager minute. Joining me in the studio today is Lea Dias, director of the Hawaii Division of Vocational Rehabilitation. Lea recently participated in a panel at the fall CSAVR Conference, sharing Hawaii's journey to improving employment outcomes and what she calls their secret sauce. So how are things going in Hawaii? Lea: Oh gosh, a lot better now that the shutdown is over. And we got a couple of our grants came through recently. And so that's all good. I think a lot of people think, oh, Hawaii, it's Paradise, right? Carol: Yes. Lea: But we have the same sort of issues I think, that many other agencies do. But things are getting better in Hawaii. I'll say that. Carol: That is awesome to hear. It's so good to see you again. Oh my gosh. Lea: you too. Carol: So for years, Hawaii has faced real challenges, including declining employment outcomes, significant work tied to addressing findings from an RSA monitoring report. In fact, you all were monitored the same year I was when I was still with Minnesota Blind back in 2019. And so I remember having a bond with you guys. Lea: Yeah. Carol: Because we were all going through it together. Lea: Yes. Carol: Now, I know when you stepped into the director role following the former director's retirement, you really brought this stabilizing, steady calmness that the agency really needed. And under your leadership, the team is rebuilding momentum, strengthening systems and really seeing some meaningful progress in the work being done across the islands. So today we're just going to explore that journey. What's changed, what's working and what other states can learn from your experience. So let's dig in. Lea: Okay. Carol: Can you start by sharing your journey with Hawaii VR and what led you into the director role? Lea: Sure, Carol. Well, first of all, aloha, and thank you for having me. I have been with Hawaii Division of Vocational Rehabilitation, we're a combined agency, by the way, for over 30 years. And I started off about 34 years ago as an entry level VR counselor at the general site of our agency. And then in 2000, I moved over to become the supervisor of field services at our Ho'opono, which is our services for the blind branch. And Then I stayed there for a while. I then assumed the role of director of our New Visions Structured Discovery Orientation Center, and eventually I became the administrator of Blind Services, and I was honored to serve in that role until about July of 2023. So the majority of my career so far was spent at home. And I learned so much there, you know, working for a blind agency beyond what I got from my master's degree and all that. I learned so much about consumer empowerment. And, you know, the real dramatic changes that vocational rehabilitation can make in people's lives. So anyway, when the former Hawaii VR administrator left pretty abruptly, our agency was in a tough place. We had a vacancy rate of over 40%, I want to say close to 45% and rising low morale. We had that heavy corrective action plan you talked about from RSA and many staff were feeling really overwhelmed. So initially I stepped in as a temporary assignment just because I care so much about our agency. I love this profession. I care about the people we serve, and I wanted to do what I could to help stabilize and restore hope. And also, I had several staff approach me and ask me to do it, and that meant a lot to me. So I decided to apply after that. And I've been official in this job just a little over two and a half years, since July 2023. Carol: That has gone really quickly. Lea: Yes it has. Carol: Well, and when you said bringing kind of that stabilizing calmness, everybody talks about that. You've been credited with doing that. How did you approach leading through that uncertainty and kind of rebuilding trust. Lea: Oh gosh. Well, thank you for the compliment. But when I stepped in we were struggling across the board. And I know because I was part of that. Right. Coming from within the agency, we had declining successful employment outcomes way down. And a lot of the outcomes we had, they weren't really careers. In many cases, we had something like 77% of eligible participants leaving us before they even got to the point of IPE. Carol: Wow! Lea: Which is really atrocious. Super high vacancies. And because of those super high vacancies, we had counselors having to cover other counselors caseloads. So people were really burned out, overwhelmed. And because we had been working since 2019 to resolve that corrective action plan with RSA, and we had been so focused on that, staff were, I think, drowning in compliance tasks. And not that compliance isn't important because it is, of course, but there was a lot of blaming and overcorrecting in my opinion, and I think the human side of VR had been kind of pushed aside. When I was preparing for my speech for CSAVR, I kind of asked the line staff, I told them what I was going to be doing and asked them what they thought. And one counselor really summed up for me how it was by saying, just quote, we were all just Surviving. Carol: Oh. Lea: That's kind of pretty much where it was. Carol: That's quite a statement. Lea: Yeah. Carol: it really is. And I know I worked with your team too throughout that. Lea: Mhm. Carol: You know, when we were trying to work on getting corrective actions done and just kind of redoing policies over and over and fifth iteration, sixth iteration. Lea: Right. Carol: Oh my gosh. It was. Lea: Right. Carol: It was a lot. And you lose that sense of, you know, you lose the sense of the people and the reason you're all there. I can completely understand that being in the midst of that. Lea: Yeah. Carol: I know at CSAVR the whole panel was talking about the secret sauce. What do you think has been the biggest impact so far for your agency? Lea: Well, I focused on listening first and staff told me they felt hurt and they had felt mistrusted and they had felt disrespected. They talked about too many barriers to getting their work done. And, you know, I believed them because like I said, I know. Carol: Yeah. Lea: So I developed a pretty tight group of folks on my leadership team up here who I knew I could trust really implicitly to help me, you know, listen to people struggle with and overcome these barriers for our staff and our consumers. And this tight group of people, they shared my vision for the agency and my philosophy of the purpose of this great program called vocational rehabilitation. So we opened up leadership meetings. I decided to bring in frontline supervisors rather than just the people in the quote unquote, ivory tower, and line staff at all levels into our conversations. I really emphasize transparency and consistency and kindness and respect for ourselves. I demanded it to each other and to our consumers, because I really had to rebuild safety and rebuild trust. In the beginning because of the way our agency had been. When I would open up the floor, you know, for people to talk, it was crickets. People just didn't want to speak up. All of that to say, I think there's really to me and I think I said this at CSAVR, I don't think there's really a secret sauce, to be honest. We've made many improvements, but we still have a long way to go, particularly with our data collection and data analysis and reporting are performance measures. Still need a lot of work and my staff and I are learning together. I guess you could say our secret sauce is trust plus autonomy, plus removing barriers and trying to find a way to yes for our consumers and for our staff. There's lots of little examples, you know, based on feedback that we got from our staff, we started allowing counselors to close their own cases. They weren't allowed to do that, as a result of the reaction to the corrective action plan. I would say we eliminated some things that were outdated or unnecessary, like some financial needs testing language. I stopped the communicating via solely via memo. All communication via memo. Training via memo. I mean, that kind of stuff just doesn't work. It's a good backup, but you can't rely on just written stuff. Carol: No. Lea: I cut out what I saw as unnecessary multi-layers of approvals for things as simple as a payment for a service to a consumer would have to come all the way up to the administrator's level if it was, I think, over $2,500. And I was like, this is ridiculous. We really started making a culture shift, I think, from compliance first to people first from distrust, mistrust, and I would say custodialism to communicating my belief, you know, in the skills and judgment of our people tried to make it a less intimidating environment where people could speak their truths and make suggestions for improvements because, you know, like I mentioned, I'm a leader, but I'm also a leader who in a lot of ways has been where they've been. And I know the power of what we can achieve when we all work together and I really believe all those things. I think all those little examples and more have really helped to make a difference. Carol: I love that because you can always sense your authenticity. Always. I remember meeting you way back, you know, with NCSAB, and we would do work together on committees and all of that good stuff. And it's like, oh my gosh, I always just thought you were amazing because you truly, you walk the talk that you say and people believe you, you know, you're believable. And I think that trust you've put in your people. I could see a difference when we were out there, even last year as a TA center and came for a visit, there was just a whole different sense with that whole group. It was really nice to see. I can just tell. I mean, I can tell from the outside, having seen you all before in meetings where, you know, things were it just felt more chaotic and people didn't feel free to speak. And now you can just see everybody's faces. I mean, it was just their whole affect was so much better. Lea: Oh, thank you. Thank you for your kindness. That makes me so happy to hear that. I see it, too. But it, I'm always questioning. Is it enough? Am I doing enough? There's still so much to do. But you gotta start somewhere. Carol: Well, you have to start somewhere. Lea: Yeah. Carol: I think you've done an incredible job with that. Lea: Ahh. Carol: What do you feel like? Maybe. What progress are you most proud of? Or. And what maybe lessons would help other agencies because other people are going through this. You are not the only one in the entire, you know, system here. It is all over the country. Lea: Yeah. Well, I mean, closing out that corrective action plan was a huge milestone. Very proud of that, especially after so many years. So it took from 2019 till just earlier this year, 2025 for us to finally, you know, get out from under that so that we can focus on other things. But we didn't do it alone. You know, like you mentioned, Doctor Chaz Compton, Chaz and you and the entire VRTAC QM team were really instrumental in helping us get there, and you guys really walked alongside us with empathy and clarity and unwavering support. Even with the time difference and, you know, being an ocean away. I mean, you guys were always there. And, you know, after I assumed this role, you know, Doctor Compton visited us twice so far for in-person, all staff meetings. So I brought in all staff, not just counselors, not just rehab teachers, everybody on staff for in-person sessions. Zoom is great for a lot of things, but sometimes you need everyone there in person for kind of a call to action, you know what I mean? Carol: Yeah. Lea: Anyway, those sessions that we had together with Chaz were, I think, really helped us along in this transformation. His ability to connect with staff and reframe challenges helped us ignite what we're calling our Reimagine and Renew initiative. I also want to acknowledge you, Carol, you know, your leadership at the VRTAC QM and the way, you know, you mentioned you and your team guided our agency and you helped us see this journey not as a series of failures, which is how we felt, but really an opportunity more so for growth and renewal. So what am I most proud of? I am most proud when I see our line staff coming up with these fantastic suggestions and being willing to talk to me about it, and then acting on those where we can and making those changes. I am proud that I see in so many of them, their passion reigniting. I'm proud that many of them don't just see this as a drudgery, kind of 9 to 5 case manager job sitting in front of a computer all day. They're out in the community a lot more now, engaging with consumers, engaging with other agency partners. And when I say engaging with consumers, things like evenings and weekends, graduations, award ceremonies, things like that might seem like a small thing to some, but I know those consumers remember and they appreciate that and their families. I'm proud when I see my staff here at the administration level thinking less about what the staff are doing wrong and focusing more on how can we help them, getting resources to help them, reaching out directly to help them. I see a lot less finger pointing in both directions, because I know when I was on the line, I'd be like those people in administration and administration, people going, are those people on the line? They don't. I see a lot less of a lot less of that. And I'm really pleased that a lot of our partners in the community are ready to talk to us again. I think a lot of those relationships, for various reasons, had been pretty badly damaged, and that's actually been a big part of my job, too, is rebuilding those relationships. So I would say the biggest lesson for other states is this you can't transform an agency just through compliance tasks alone. You need trusted partners, you need honest conversations, and you really need a willingness to go to the mat to rebuild your agency culture, like from the inside out. Carol: That is really good advice. Lea: Yeah. Carol: I always think in this role it takes a village. Like when you were talking about assistance from the QM. And I know when we come alongside any state agency, we always refer to it like we. We always feel like we're part of you. Lea: You are. Carol: You know, even in the when we're meeting with staff and staff, it's like, okay, this is what we're going to do next, or... Lea: Yeah. Carol: ...let's work on this. And we always feel like we just become another we're another staff like in the group to help facilitate whatever getting done. And so. Lea: Yeah. Carol: That has been so fun and really fun to see. Like your people embracing all of it. You just see such a difference. It really is pretty incredible. Lea: Yeah. And I want to be really clear. It's not about me. It's not. It's the village. It's everybody together that is making progress. And I think things are looking up. Carol: But you did make it possible because you open the space and it takes time. Like you said, people at first weren't really willing to talk because there'd been a long time where you couldn't talk about it. Lea: Yeah, yeah. Carol: You know, you couldn't bring things up. I remember the whole finger pointing back and forth all the time. People were like, oh, people in Central office. They don't know what's going on out here. Lea: Yeah, yeah. And it still happens sometimes, you know, I get it, but not, not as much as before. Carol: Not like before, No, but it takes that. And that took you really coming in and opening up the space. And it's a time factor. Like look at you've been doing it over two years now. Probably another lesson would be it doesn't go quick. Like it takes time to do this and repairing relationships. Lea: Yes. Carol: That's a time factor. They've got to trust you and over and over see what you're doing. Lea: Yeah. And this is probably bad advice, but forget the work life balance thing. For me, it's like I'm at home thinking about this stuff. Like, what can I do? You know what I mean? Carol: I know I used to sleep, I'd sleep with a pad of paper by my bed, because I'd often wake up in the middle of the night and be like, I'd have an idea, and I'd write it down because I didn't want to lose it for the morning. And then I'd come in. I'd be like, I was thinking last night, and staff would be like, oh my God, you had your pad of paper by the bed? Lea: Yep, I talked to Siri. Siri, take a note. Carol: Yes! Lea: yes. Carol: Oh, that's so funny. What strategies do you think just a little bit on your, you know, the employment outcomes. And you've done better with those. Chaz was super jazzed about that. Lea: Yeah. Carol: What strategies do you think contributed most to those improvements you've had in your employment outcomes? Lea: I've been thinking about this. I think our internal strategies, people talk a lot about rapid engagement and forget that ongoing part, rapid and ongoing engagement. Talking, you know, just like a broken record, talking with staff about that and the importance of that. And I'm seeing that happening more like I mentioned with those evenings, weekends being out in the field. Carol: Yeah. Lea: Streamlining processes, as I mentioned, empowering our counselors and trusting them to do their jobs. I think those were all essential. But and of course, the partnership and the help that we got from the TAC-QM, helping us look at our systems with fresh eyes and supporting us in building some sustainable, long term solutions so that external guidance also gave us confidence and helped accelerate our progress. So with all of those pieces kind of working together, some of our results have really improved dramatically. So you mentioned our successful closures. So between program year 23 and program year 24 our successful closures more than tripled. Okay. Carol: Amazing. Lea: The numbers are the numbers are small okay. Compared to like New York or something. But you know, in prog ram year 23 we had 30 closures. In program 24 we had 107. Carol: That is awesome. Lea: So yeah, I think that's pretty cool. I'm talking some of them are real careers, too, to real success story. Carol: Oh, I love that. Lea: That whole thing with the attrition before IPE has dropped really sharply. University of Hawaii at Manoa. They do a consumer satisfaction survey right for clients post closure, and we had the highest return rates ever and the highest levels of satisfaction ever, according to the university Hawaii, who's been doing these surveys for us. And then just some other stats to throw at you. But from program year 23 to 24, we saw our applications increase by 55%. That's applications for services. Determinations of eligibility increased by 59%, IPE development went up by 52%, and our vacancy rate for our staff has dropped to about 30 something percent. It's still high, but it's a lot lower than it was, and it's continuing to drop. And I've been able to fill some really key leadership positions where we had lost some very good people over those tumultuous years. So yeah, I hope I answered your question, but it's I think it's a lot of factors. Carol: You did. It's been amazing though. And you look at that. I love that those kind of family sustaining wages, people in careers. That was always super important to me. I didn't want to just, you know, jobs and food, filth and flowers. Although people can do, you know, there are people that do want those jobs, but that isn't the only job that's out there. Lea: Right. And that thinking long term. Carol: Yeah. Lea: You know, Chaz did training with us too. I'm thinking long term, like nurse's aide. Or have you thought about nurse? Let's see. What are the differences here. Carol: right. Lea: Yeah, I like that. Carol: Chaz is great at that. Bring it all. Lea: Yeah. Carol: Oh my gosh. Good for you though. Look at I think that just shows the power of when staff are trusted and they're feeling really good about their work and they're you're all in alignment on the same mission. You can really make huge things happen and including impacting your vacancy rate for employees, because I know you were much higher. I mean, it felt like you were like at 50% or something. So to have it even down to 30 is better. Lea: Yeah. I'm also looking at revising our CSPD requirements because they're super high right now. And of course, I believe in the master's degree and the CRC and all that, but I think there's some room for us to loosen that up just a bit, still be in line with federal regulations. But that's another thing that I've heard from staff. Carol: Yeah, that's a good idea. And there's probably a lot of people we could connect you with. Other states have done something similar to... Lea: Yes. Carol: ...kind of create space and layers and ways for people to get in and all of that. Lea: Yes. Now is a good time because of the Unified State Plan is coming. Carol: Yes. Perfect timing. Lea: Yes. Carol: Good pitch to make. It's like take advantage of that state plan. Time to make those changes. Lea: Yes. Carol: So what kind of advice would you have for other VR directors navigating tough challenges based on this experience? Do you have any other things you could offer your colleagues across the country? Because we got a lot of new people in, and there's a lot of really tough situations happening everywhere. You had quite a lot on your plate. So is there any other kind of things that could help them? Lea: Gosh. Well, I would say start by listening. Trust your staff. They already know what the barriers are. Trust yourself. Listen to your consumers. Your consumer organizations encourage, expect, I should say, rapid and ongoing engagement with our consumers. Help them to dream big and to think long term. Find a way to say yes wherever possible. Give our consumers all the skills and confidence that they need to really achieve their life goals. Celebrate wins, even the small ones. Be a broken record if you have to. Keep your mission visible. And just remember, if you focus on culture first, the numbers I believe will follow. And if you focus only on numbers, the culture will crumble. Carol: Really good advice. Lea: Yeah, there's just no task too big when it's done together. Carol: Oh, Lea, look at you go. Lea: Ahh. Carol: you made it all happen. Oh my God.! Lea: Oh, stop it, I'm gonna cry. Carol: Nah, you've been great. It's so fun to talk to you. I know chaz said at the conference people were crying when you had talked. There were so many people crying and coming up to you and really feeling so engaged and energized. Lea: And I was surprised how many people came up because I thought our story was going to be like the worst in the whole, you know, all VR. And I had people coming up kind of, yeah, sharing that they had gone or they are going through a similar situation and, people, can I hug you? Carol: Oh yeah. Lea: And I was like, oh sure. You know. So no, I, I'm, I'm so humbled and honored that you even asked me to speak here because although I know we've made as a team some progress, we still have a way to go. But we're going to get there. Carol: Yeah. See I just want other people to hear your message of hope and positivity, because I think we have a lot of directors feeling pretty, pretty sad right now. I'm pretty tough there in some pretty tough spots. And it you kind of you get that all internalized. I know from being a director too. Boy, it's hard to kind of pull out of all of that when you have just all of this piled on top of you, right? And it's hard to see sort of the light at the end of the tunnel. But your, your vision and just your whole message of really the hope and, and living into that mission and really the trust and all the things you've done, you've been doing the right things. And I think other people need to hear it. So I appreciate you doing this so much. Lea: Oh, thank you so much again. Thank you. Carol: Well, so I wish you much continued success. Thanks for your time. I hope you have a great day. Thank you. Lea: Thank you, thank you. {Music} Outro Voice: Conversations powered by VR. One manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.
And we're back with the first show of 2026! For once when I started going through my inbox for material to play this week, there wasn't a huge bunch of discs from like August that I still have to go through. Maybe after 28 years(!) of doing this show I've managed to learn a bit. Or get organized. I'm sure it's just a coincidence. So let's enjoy a new episode of RSA before we all have to go back to work/school/etc! Dark Minimal Project - Schlafen! (People Theatre) BlakLight - Blind Vision Monochrome - Unbound Ego Salto - Take Me Up Spektralized - Run and Hide (EP) Projekt-A 'The Dark' - Tanz Der Schatten (Phaser One) Soman - To the Rhythm Mareux - The Perfect Girl (Kontravoid) http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio
Last week of the "normal" year as we present to you the penultimate episode of RSA for 2025. For those keeping track, this is episode #1367! The holiday obligations are plentiful, but I've budgeted enough time to get the show finished next week. I was actually surprised by a few tracks that I would have glanced over if I was choosing tracks visually. But listening to every show seems to always strike gold! Elektrostaub - Too Far From The Pack (diarBlack) cut.rate.box - Fireshine (Extended) DSTRTD SGNL & Talla 2XLC - Dreams (Dark Club) Dawn Of Ashes - Faith Desecration (Frontal Boundary) Pending Position - Immer Wenn Es Dunkel Ist Kartagon - Space (Future Lied To Us) Assemblage 23 - Last Zanias - Happy Endings http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio
Welcome to Season 2 of the Orthobullets Podcast.Today's show is CoinFlips, where expert speakers discuss grey zone decisions in orthopedic surgery. This episode will feature doctors Robert Gillespie, Evan Lederman, Christopher Klifto, & Peter Johnston. They will discuss the case titled "Recurrent Shoulder Instability s/p RSA in 72M."Follow Orthobullets on Social Media:FacebookInstagramTwitterLinkedInYouTube
In this episode, host Kim Jones examines the rapid rise of enterprise AI and the tension between innovation and protection, sharing an RSA anecdote that highlights both excitement and concern. He outlines the benefits organizations hope to gain from AI while calling out often-overlooked risks like data quality, governance, and accountability. Kim is joined by technologist Tony Gauda to discuss why AI represents a fundamental shift in how systems and decisions are designed. Together, they explore AI-driven operations, cultural barriers to experimentation, and how CISOs can adopt AI responsibly without compromising security. Want more CISO Perspectives? Check out a companion blog post by our very own Ethan Cook, where he breaks down key insights, shares behind-the-scenes context, and highlights research that complements this episode. Learn more about your ad choices. Visit megaphone.fm/adchoices
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