Podcasts about bosses

Every week, Jon and Kory pull back the curtain on the messy, unfiltered reality of building a career on your own terms. Throughout their long and successful careers, they've had their fair share of sh*tty moments and even sh*ttier bosses. From Kory being literally barked orders at in her first job, to Jon being fired after just 3 months at his dream job. These are the moments that make you question everything. But they're also the moments that shape you. Tune in for the lessons, the laughs, and zero sugarcoating.Get Uncensored Renegades every week:Apple Podcasts: https://podcasts.apple.com/gb/podcast/uncensored-renegades/id1868870960Spotify: https://open.spotify.com/show/7qnkqq0XSpgif9A5ZNgSpX?si=f181c3a0e9af480cWatch the Uncensored CMO episode with James Watt:https://www.youtube.com/watch?v=rOp1CPZ0CNMTimestamps00:00 - Start00:37 - Why sh*tty moments?01:24 - Kory moment #1 - the fire that fuels you04:20 - How to be a good boss05:43 - Jon moment #1 - when to have the hard conversations11:13 - Kory moment #2 - a lesson in de-escalation16:28 - Jon moment #2 - impossible and unreasonable expectations20:59 - Kory moment #3 - be careful of the bridges you burn25:51 - Jon moment #3 - the power of being vulnerable

In this special batch of Gravy, Jacob Morrison from a Valley Labor Report (https://tvlr.fm) joins and talks about an attempted hospital monopoly, Union history in Alabama and getting workers to realize the power they carry.

BOSSes, are you tired of hearing "give me more YOU " and having no idea what it means?  Anne Ganguzza and Lau Lapides reveal the secret to an authentic voiceover performance and how to stop sounding like a polished caricature! This episode is a masterclass in performance mindset. Learn why acting is actually reacting, how to find the "pain point" in every script, and why your unique personality is the only thing that can't be replicated by AI. In this episode, you'll discover: The Casting Secret: Why directors ask for "you" when they really mean "wake me up!" Pain Point Performance: How connecting to a simple discomfort makes your read 100% more believable. The Spec Trap: Why following directions too closely can actually kill your authenticity. The Empathy Angle: How to make dry corporate or medical narration sound like you actually care. The "Hugs Blanket" Strategy: Why Anne's tangent about Minky Couture is a perfect example of a bookable read. If you're ready to stop over-layering your acting and start being a Real Boss in the booth, this episode is for you!  

In this episode of the Fateless Podcast, the team discusses the Pantheon system in Godforge and its role in shaping the game's community and endgame. They explain why Pantheons start at 20 players and grow to 40, how Pantheon clusters may connect groups of players, and debate future Pantheon Wars, including PvP battles and cooperative PvE boss content. The episode also touches on ideas like Pantheon tech trees, custom Pantheon bosses, shops, and unique rewards, all designed to make Pantheons a core part of Godforge's social gameplay.Fateless is a dynamic game studio founded by passionate content creators Simon Lockerby (Hellhades), Dan Francis (Phixion), and Hisham Saleh (Sham). Our mission is to create community-driven, immersive RPG Hero Collector games that emphasize player agency, storytelling, and strategic gameplay. Join us as we share our journey from concept to launch and beyond.Support the show

On today's episode the boys bring on masked man after STOMPING Logan Paul at Elimination Chamber, discuss LA Knight & Je'Von Evans botched moves, Shia LaBeouf chasing a** at Mardi Gras, Mike getting

The recent release of the Epstein files has thrown social media into total chaos, and many are waking up to the satanic world of devil worshipping elites they are surrounded by. But all of it seems so perfectly timed and orchestrated. One wonders, if the devil is the god of this world as the bible says — would the world truly learn of his schemes? Or is all of this controlled demolition to initiate the world into the final trick?* 00:00 - Montage* 33:53 - Introduction* 42:28 - Articles* 2:43:21 - Epstein This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.danceoflife.com/subscribe

In this episode of Instagram for Bosses, I'm your host Andrea from Andrea Maree Creative and this week, I challenge the belief that inconsistent inquiries aren't solved by gaining more followers. For high-ticket beauty, lifestyle, and service brands the real issue is content alignment and trust. I share a practical audit of a premium skin clinic whose busy, clinical visuals and jargon-heavy captions created a painful, overwhelming impression compared to a competitor's calm, digestible, audience-friendly content, which showed that bookings come from how a brand feels in the first 10 seconds, not follower count. I outline three drivers of consistent bookings: ✔ Nuanced messaging that addresses deeper client fears,✔ Calm and considered premium-aligned media with consistent branding, and ✔ Clear next steps/CTAs. I'll illustrate this with a bespoke jeweller who achieved consistent inquiries with under 4,000 followers by refining strategy, messaging, visuals, and CTAs.If this resonates with you, then I invite you to take the FREE Instagram Assessment or book a strategy call with me.Take the Free AssessmentNot sure whether your Instagram is positioned to generate consistent bookings?Take my free assessment:Is Your Instagram Positioned to Generate Consistent Bookings?

https://youtu.be/UgAJ4-221HA Josh Block, President of Block Imaging, Founder of Cube Mobile Imaging, and author of People Matter at Work, is on a mission to restore work as a positive force in people's lives. After unexpectedly stepping into the presidency of his family business at just 29 years old, Josh began asking a bold question: What if we could create a place where people love to work — and become someone they never dreamed of because of it? We explore Josh's “Me Cycle” to “We Cycle” Framework (3Ts) — Work Together, Make Thoughtful Decisions, and Be Transparent — a leadership model designed to build trust, ownership, and thriving team cultures. Josh explains how slowing down sharpens decisions, why empathy must shape executive choices, and how radical transparency strengthens accountability. He also shares how defining a clear organizational identity — including mission, values, and thriving mindsets — creates a culture that attracts the right people and repels the wrong ones. — 3 Ways to Forge an Identity for Your Business with Josh Block Good day, dear listeners. Steve Preda here, the Founder of the Summit OS Group, and my guest today is Josh Block, who’s been President of Block Imaging for the last 15 years. He is also the Founder of Cube Mobile Imaging and the author of People Matter at Work. Josh, welcome to the show.  Thank you so much for having me, Steve. It’s good to be with you.  I'm excited to have you because you've taken over a company as president and CEO, then changed the culture, and written a book about it. So we're going to dive into all this. But before we go there, I'm curious: what is your personal “Why,” and how are you manifesting it in Block Imaging, Cube Mobile Imaging, and your new company? Yeah, I grew up in a home that work was a positive thing. I never heard my dad complain about work. And yet as I went to college and then moved into my twenties, I recognized that work had become kind of a four-letter word in our day—more of a “have to” than a “get to.” So at 29, when I became president of our family business, the collision of my own experience and the world's experience led me to ask the question: What if we could create a place where people love to work? Culture often gets labeled as soft stuff, but not just love to work, but become someone they never dreamed of because they're challenged, they're connected to a mission, they respect their leader, and go home as better people? And so, over the last 15 years, we've sought to create that kind of place—where kids would grow up in homes and say, “I want to work at a place like Mommy and Daddy work.” And they’d actually experienced what I experienced as a young person.  That’s great that you had such a positive experience, and I agree. I mean, that’s what we want as entrepreneurs. We want to create this experience for our people as well. So how do you actually do that? How do you create this experience? Do you have a framework that will help people? Perhaps you write about it in your book to get that. I think you call it going from the “me cycle” to the “we cycle.” What does that mean, and how do you get there?  Yeah. In most organizations, “me” is the driver. Bosses are extracting from people. They're focused on themselves, or maybe they’re focused exclusively on performance. But in the “me cycle”, bosses look out for themselves, and then employees return the favor. And really nobody wins because it’s more of a cannibalistic approach. And so 322: 3 Ways to Forge an Identity for Your Business with Josh BlockShare on X Leaders set the tone. They're the ones who go first, and they create a culture where people are cared for. In the book, I talk about the “three Ts.” I didn't have them at the beginning — I kind of stumbled upon upon them over the last 15 years. And really, these three Ts allow us to create a culture where people feel safe, seen, and successful. And when they do that, they feel safe, seen, and successful, they give back in incredible ways. They take ownership of the business, and ultimately, trust builds. And when that happens, it shares the burden across the leaders and the team. Everything gets easier. Everyone wins. Performance blossoms. And so that’s really what I highlight along with sharing my story into becoming president is the shift from “me” to “we”. I loved it. So when did you recognize that this was something that needed to happen, and how did you create the vision of what it would look like if you wanted to create it? So when you came into the business, was it more of a “me” culture, and did you change it, or did you pick it up, recognize it, and articulate it even though it was already there? Yeah, I think there were positives and negatives, and maybe I'd classify it as neutral. I wouldn't say it was a thriving team culture, but I wouldn't say it was toxic either. My care for people, my love for work, and my belief in the power of business—that really was what we were looking to embody.Share on X And so it started out just trying to be the answer to that “what if” question I shared. Little by little, because of my really quick transition from sales rep to president, the three Ts emerged. The first was together—we have to work together. It was born out of humility to sharpen decisions. Then it serendipitously became the second T: thoughtful decisions, which is careful consideration of the needs of others. And then the last piece was really a T as well that was leading how I would like to be led, which is just with lots of transparency. So many leaders are keeping so much close to the vest, and it reduces trust. Yet, when we share openly and transparently with people, trust builds, and all sorts of really cool things start to happen. Those three Ts, I kind of stumbled across, and they've become the framework for embodying—not manipulating—people, but really embodying the care that we already have for people. Share on X Yeah, I love it. So working together, making thoughtful decisions, and being transparent. So let’s peel the onion here. What do you mean working together? How is it different from what most companies do?  Yeah, so in lots of companies, leaders are overwhelmed. They have too much on their plate. They're moving so fast, and it might be a big decision or a small decision that they make, and they think, “Oh, this isn't that big a deal. In fact, this is like eight on my list of 20 priorities.” And then they spend a lot of time clarifying, cleaning up, and fixing because they’ve moved too fast and they’ve moved thoughtlessly. And so this working together to sharpen decisions, whether it’s something that’s big or really, again, something that’s small. Sometimes the smaller decisions have an inordinate impact on people. So yeah, when I think about working together, I just think of using people in our organization—and even outside of our organization—to sharpen any decision of consequence.  Yeah. Many leaders don’t recognize that just because they can come up with a decision themselves, if there is no buy-in, people can't weigh in. And then they don’t realize that people don’t feel ownership of this decision. And they might not get the complete context of it, and they might have some concerns that they feel like it hasn’t been seen and heard, and that can create friction in an organization. And a lot of leaders are thinking to themselves, “Well, I don't have time to slow down. I have too much to do.” And I would say, you actually have so much to do sometimes because of moving too fast and having to clean up, fix, and address issues. I think “slow is smooth, smooth is fast.” If we actually took a bit more time in the decision, we would save time in the long run. Yeah. What about being thoughtful? If you do that—if you work together and take input from other people—isn't that going to create thoughtful decisions? Or is there another dimension that needs to be considered?  It certainly is helpful. The more people you bring in, the broader our paradigm is in making a decision.Share on X But you have to stop and think: what is it like to be on the other side of this decision? And one of the story that comes to mind is Office Space. Right now, I'm in a corner office, and I've had an office for a long time. It can be easy to forget what it's like to be in a cubicle, to work closely with 12 other people, or to deal with different lighting or temperature—whatever it is. Stopping and recognizing that there was a time when some things were important to me, but are not important anymore, and yet they're still important to the people I lead—that's thoughtful. This careful consideration of the needs of others asks: how does my decision impact them? And that requires knowing people and knowing what's important to them. I also share in my book, People Matter at Work, that compensation and workspaces are two topics that are really sensitive when it comes to making thoughtful decisions.  Can you give an example where you used this principle and you made a different decision because you wanted to be thoughtful and the outcome was positive? Yeah, it is. It's a daily endeavor. For me, oftentimes in my role today, it's working with our leaders and asking them: how would you feel if the decision that we’ve just talked about that you’re getting to ready to roll out? How would you feel if you were 24 years old, or you were new in your role, or you were concerned about your next house payment, or your spouse was having health issues? It's very interesting to see people stop and say, “Yeah, I think my 25-year-old self would not have been happy with the 40-year-old decision I'm about to make.” That's really important. There's a danger in seeing everything through our own lenses and forgetting what was important to us 10 years ago. That's where I find myself in this coaching season—working with leaders to ask: what would you be thinking if you were on the other side of this decision 10 years ago?  That's interesting. Alright, let's go to the next one: being transparent. This is a big topic, and different CEOs have different sensitivities to it. Some are willing to be completely transparent with all their numbers, while others are very conservative. They don't even want to show gross profit, let alone net profit numbers. Some even hesitate to show revenue because they feel that if people know it, they might get carried away or ask for a raise. So how are you thinking about transparency, and what is your experience with the pros and cons of transparency?  Yeah, a lot of people start from the lens of, “How little can I share with my people?” And really we have tried to go with maximum transparency is what absolutely has to be kept transparent. So there's performance assessments, owner's box information, health, and sensitive HR situations. But other than that, what can we share with people? Ultimately, it comes down to: do you trust your people or not? It starts to become a self-fulfilling prophecy. If I trust our people with information and believe that information is power, the more I empower them, the more likely they are to make good decisions and take ownership. Personally, in our experience, this comes down to answering three questions over and over again. Every one-on-one and every all-team meeting asks: what's going on? And that ranges from the parking lot expansion that we’re working on to our relationship with Siemens, who acquired us two and a half years ago. What’s going on? What is the leader thinking about? What am I reading? What am I concerned about? What am I thinking about in the year ahead? And then the last—and perhaps most important—is: what am I thinking about them? There’s a veil that so many leaders are holding back, and our best people want to know more about what we’re thinking about them. And so this last piece is just a feedback loop. We keep short lists of items that haven't been shared with team members, giving feedback early and often. Yeah. I completely agree. The more you can share with people, the more context they have. They can expand the business, make better decisions, and they don't have to nag you all the time because they can connect the dots themselves. Feedback—especially positive feedback—is always appreciated. Of course, negative feedback might be the “Breakfast of Champions,” but it's not necessarily pleasant. Still, it helps. It's better to get constructive feedback early in the year rather than waiting in your personal appraisal, right?  Absolutely.  That's too late to do anything about it. One thing that really struck me in our pre-interview is the idea of the identity of the organization. And I have always thought at least the recent years that identity of the CEO is very important for them to be able to live the identity they want, whether inside or outside the company. It's critical during transitions. But I haven't thought about identity in relation to the organization, at least not in this context. So please tell me: what does organizational identity mean, and how can you create the right one?  Yeah, so lots of organizations have some sort of mission, vision statement, and values. For us, it looks like what we call the Block Bullseye. At the center is our mission: because we believe that people matter most, we seek to create a thriving team culture that serves healthcare providers in offering a second chance at life for patients.Share on X The middle of the bullseye represents our best self—living out our belief that people matter. And then right outside of our bullseye, we have three different ways of looking at our values and our approaches, which I just shared. The three Ts represent our leadership approach, and the last piece is our thriving mindsets. This is really a way of like inviting people people in: this is who we are when we're at our best. We're imperfect. We don’t do any of this perfectly all the time, but that organizational identity becomes a roadmap or a compass of sorts for guiding our attitudes, actions, and behaviors.  What does it mean thriving mindsets, and how do you get people into a thriving mindset?  Yeah, so I was just sitting at my desk, maybe 10 years ago, and was just trying and looking at the hundreds and hundreds of people we had hired over the years. I was trying to reverse engineer success. What are those mindsets that tend to lead to people thriving, growing, and taking on more responsibility at our company? And what are the mindsets of those who haven't done as well? I mapped them out, and they were on a spectrum. For example: one is scarcity and abundance, another is blame and responsibility. And then another one is stuck in the past and shapes the future. And so while none of us are to the right side all the time. Oftentimes, in companies, success becomes like a popularity contest: “Oh, they just get along,” or “he likes the way she does this,” or “she likes the way he communicates.” While those things are important, instead of leaving it up to chance or every leader having a different perspective, we actually say, “Here's what we're after.” From our mission, to our values, to our approaches, to these thriving mindsets, it allows people to self-diagnose: “Hey, I'm thinking through a scarcity lens.” It also gives us a roadmap for performance assessments and one-on-ones—something consistent that doesn't change. Brene Brown talks about clear is kind, and it's incredibly kind to say, “This is what we're after.” And then ultimately, that organizational identity that we just talked about becomes a magnet that it draws certain people who want to be a part of a culture like that. And then consequently, it also repels those who maybe don’t connect with the organizational identity that we’ve set forth.  Yeah. Essentially, you help these personas understand what it looks like to be in abundance vs. scarcity, or shaping the future vs. stuck in the past. Then you coach people: “Hey, we are about shaping the future. We have a balanced mindset.” How do you coach people on this? Yeah. So I mean, it becomes situational in nature, right? For example, we might have a difficult customer challenge, or we're hiring someone, and we can stop and ask: did the interview answers that the person gave? Did that seem like someone who cares about people? Do they walk with integrity? Do they have a mindset for shaping the future? This allows us, on a situation-by-situation or day-by-day basis, to make better decisions. We had one example this morning: a vendor was disappointed with how we had handled a situation after an audit. I asked our team members, “What would it look like to honor this vendor?” We have a longstanding relationship with them, and so going back to that core value of honor actually allows us to grab onto something that’s tangible, that’s hung on the walls that we talk about often, and it ends up being much stickier than just picking our values on the fly.  So these are part of your values? The shaping the future is a core value, or it’s a different dimension?  I'm happy to share our organizational identity, and you can put it in the show notes. But around that people matter, our center mission, we have three pieces to the pie. One is values, the other is those approaches, those three Ts I talked about, and then the last piece is those thriving mindsets.Share on X So those three together allow us, and some people would say it’s too much, but for us it’s very clear and something you can grab onto when we’re looking to develop, or frankly, even hold ourselves accountable to the right thing to do in the moment, even when it’s uncomfortable or unpleasant. I love it. So tell me about your book, Josh. Are all these concepts in your book, and have you essentially described how Block Imaging works in your book? Or what is the book, how did this come about, and what is your purpose with it?  Yeah, so I became president over a weekend. I was a sales rep on a Friday and became president on a Monday. And so that is part of the story is kind of sharing the transition into leadership, which while many don’t face it as quickly, when they become leaders, they often feel like they weren't trained the same way they were trained to be a technician or whatever job they were hired for. So this book is really my story of coming into leadership and then learning about the shift from the “me” to the “we” cycle.Share on X The purpose of writing the book was the question: What if we could create a place? This was the question I was asking 15 years ago, and it has evolved into: What if we could share our story, the lessons learned, and the principles we've carried along the way to create the culture we have here? What if we could invite other leaders, and not just encourage and equip, but empower them to create cultures that are healthy, where people thrive and performance blossoms?  Awesome. If the listeners would like to learn more, is the book available on Amazon? When is it coming out?  Yeah, so the book is coming out on March 3rd. It will be available everywhere books are sold, including Amazon. If they'd like to know more about Block Imaging, they're welcome to go to blockimaging.com. And if they'd like to know more or connect with me in any way, they can reach out to peoplematteratwork.com or email josh@peoplematteratwork.com. Okay, well, if you're listening to this and you want to improve the culture of your organization, make sure it has a robust identity that attracts the right people, perhaps repels the wrong people, and ensures people have the right thriving mindset. Also, make it a transparent, thoughtful culture where people work together. Then do check out Josh Block's book, People Matter at Work. If you liked this conversation, keep coming back, because every week I have a thought leader, CEO, or business owner who shares frameworks that worked for them and their companies, which you can pick up and implement in your company to scale much faster. So thanks for coming, Josh, and sharing your goodies, and thanks for listening.  Thank you so much for having me, Steve. Important Links: Josh's LinkedIn:  Josh's website:  Josh's email: josh@peoplematteratwork.com

Lori is joined by Mike Vaccaro from the NY Post to get his thoughts on the Yankees in Spring Training and to also talk about his new book, The Bosses of the Bronx.

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For complete Medicare guidance, dial 580-308-0975 to speak with my trusted partner, Chapter, or go to https://askchapter.org/oconnor Democrats are melting down over Trump’s strikes on Iran—but Iranians themselves are celebrating. In this clip, Persian expatriates and voices from inside Iran torpedo the media narrative, calling the regime’s fall a “transformational moment” on the scale of the Berlin Wall. We also expose the left’s recycled talking points, including their sudden nostalgia for Obama’s Iran deal—despite years of on-air criticism. Plus: a jaw-dropping moment where a local reporter is told to IGNORE pro-Trump celebrations… and refuses. SHOP OUR MERCH: https://store.townhallmedia.com/ BUY A LARRY MUG: https://store.townhallmedia.com/products/larry-mug Watch LARRY with Larry O'Connor LIVE — Monday-Thursday at 12PM Eastern on YouTube, Facebook, & Rumble! Find LARRY with Larry O'Connor wherever you get your podcasts! SPOTIFY: https://open.spotify.com/show/7i8F7K4fqIDmqZSIHJNhMh?si=814ce2f8478944c0&nd=1&dlsi=e799ca22e81b456f APPLE: https://podcasts.apple.com/us/podcast/larry/id1730596733 Become a Townhall VIP Member today and use promo code LARRY for 50% off: https://townhall.com/subscribe?tpcc=poddescription https://townhall.com/ https://rumble.com/c/c-5769468 https://www.facebook.com/townhallcom/ https://www.instagram.com/townhallmedia/ https://twitter.com/townhallcomBecome a Townhall VIP member with promo code "LARRY": https://townhall.com/subscribeSee omnystudio.com/listener for privacy information.

Delving into the Mailbag once again, we read messages about one of David's old bosses (which leads to a lot of reminiscing about previous jobs), a Norwegian cigarette quip, a Joe look-a-like (followed by even more digressions) and a litter vigilante video. FOR ALL THINGS CHATABIX'Y FOLLOW/SUBSCRIBE/CONTACT:   ⁠⁠⁠YouTube⁠⁠⁠ ⁠⁠⁠Instagram⁠⁠⁠ ⁠⁠⁠TikTok⁠⁠⁠ ⁠⁠⁠Patreon⁠⁠⁠ ⁠⁠⁠Merch⁠⁠⁠ Email us at chatabix@yahoo.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Actor Ken Leung is no stranger to the toxic male archetype. He embodies it as Eric Tao, the ruthless baseball-bat-carrying trading floor bully he plays on HBO's “Industry.” Leung talks with Audie about what pushes characters like Eric—on screen and in real life—over the edge from family man to a name you could see in the Epstein files.  They also discuss why women of color don't get the “anti-hero” treatment, and how “Industry” has evolved into a portrait of the greed, corruption, and class conflict defining this moment.    -- This episode was produced by Lori Galarreta and Jesse Remedios Senior Producer: Matt Martinez   Technical Director: Dan Dzula    Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode, Gianni and Jeanie welcome co-author Michael Benson as the discussion revolves around Benson's new book about Carlo Gambino, along with his previous collaboration with the host on various organized crime books. Benson shares insights into his journey into writing about gangsters, starting with a chance encounter with Frank Damario and editing his book. He details the process of writing about Carmine Persico, Albert Anastasia, and other notable gangsters. The conversation also touches on personal anecdotes including Benson's background and experiences, as well as the Gianni's reflections on growing up surrounded by organized crime figures.

BOSSes, Anne Ganguzza and Tom Dheere (The VO Strategist) ring in the new year with a reality check on modern voiceover career strategy. In an industry increasingly influenced by AI and market saturation, the "throw everything at the wall and see what sticks" approach is no longer viable. This episode is a deep dive into the power of focus—mastering one genre at a time, picking the right marketing portals, and closing the "relevance gap" by becoming a high-level human storyteller.     Chapter Summaries: The Relevance Gap and AI (10:45) Tom introduces the "relevance gap"—the widening space between aspiring talent and working professionals. He argues that AI is rapidly consuming low-budget, entry-level work. To remain relevant, talent must move beyond simply "reading well" and invest in high-level storytelling skills (acting, improv, etc.) that AI cannot yet replicate. The Danger of the Multi-Demo Rush (03:55) The hosts notice a troubling trend: new talent getting five demos produced before they've mastered a single genre. This lack of focus leads to "sucking at everything." Anne emphasizes that even 20 coaching sessions might not be enough to reach the competitive level required for a professional demo in today's saturated market. Passion vs. Pragmatism: Reconciling Your Goals (15:19) While many enter VO wanting to do anime or video games, the market for corporate, e-learning, and medical narration is significantly larger. Tom suggests a pragmatic voiceover career strategy: use "bread and butter" genres like corporate work (where there are over 33 million potential clients) to fund your passion projects in character and animation work. The Myth of Social Media ROI (24:34) Tom reveals startling statistics on social media ROI for voice actors: Facebook (0.77%) and Twitter (0.69%) pale in comparison to LinkedIn (2.74%). While still low, LinkedIn represents a business-minded audience. The hosts warn that "enpoopification"—the decline of social media quality due to algorithms and AI—makes it harder than ever to find work through standard posting. The "New SEO": Getting Found by Chatbots (27:39) Anne shifts the focus to a forward-thinking strategy: SEO for AI. Companies are increasingly asking chatbots like ChatGPT or Claude for voice actor recommendations. To stay competitive, talent must populate their websites and blogs with high-quality, human-written content that these bots can index and recommend. The 2026 Focus Challenge (30:21) Tom issues a challenge to all VO Bosses: Pick one genre, one casting site, and one social media platform to focus on this year. By concentrating energy rather than scattering it, talent can build true momentum and authority in a specific corner of the market.     Top 10 Takeaways for Voice Actors: Close the Relevance Gap: Invest in professional acting and storytelling training to stay ahead of AI-generated voices. Focus on One Genre First: Master the nuances and audience of one genre before producing a demo or marketing yourself in another. Market Pragmatism: Target the corporate and e-learning markets for consistent cash flow while you build your "passion" skills in animation. Avoid "Demo Bundle" Traps: Be wary of packages offering multiple demos for a deal; quality training takes time and individual focus for each genre. Audit Your Marketing Portals: Don't join every pay-to-play site at once. Pick one that aligns with your primary genre and master its algorithm. Prioritize LinkedIn: For B2B genres like corporate narration, LinkedIn offers a significantly higher ROI than other social platforms. Optimize for AI Search: Ensure your website's FAQ and Home pages are rich with pertinent information so chatbots can find and recommend you. Use Low-Budget Sites as Proving Grounds: Use sites like Fiverr or Casting Call Club for practice and project management experience, not as a final career destination. Human Content Wins: Write blogs and website copy with a "human-first" approach to reclaim search authority from AI-generated spam. The Foundation is Acting: Foundational acting skills are transferable across all genres. Master the craft first, and the genre proficiency will follow.

In this episode of Instagram for Bosses, I share that it isn't just about posting more, it's about posting with purpose. In 2026, the rules have changed, and I will be making those changes as well. For good reason.I share how my own Instagram strategy has evolved alongside my life and business, including becoming a mum, and why reactive posting was quietly costing me the clients I actually wanted. The shift I'm making this year (and that you can too) is built around one powerful concept: Message alignment.If you operate in beauty, bridal, interiors, wellness or any visually-led industry, the clients you attract are a direct reflection of how clearly your Instagram communicates your standards, your aesthetic, and your positioning. Inside this episode, you'll learn:✔ Why my Instagram strategy has shifted heading into 2026✔ What "message alignment" means and why it changes everything✔ How broad messaging attracts misaligned clients, and what that really costs you✔ Why not all revenue is sustainable (and when to let a client go)✔ The intent-based metrics that actually matter in 2026✔ How the Three C framework balances attraction, trust, and action without daily posting.A value packed episode you don't want to miss if you want a sustainable Instagram play-by-play that will land you the right clients ready to hire you in 2026.Take the Free AssessmentNot sure whether your Instagram is positioned to generate consistent bookings?Take my free assessment:Is Your Instagram Positioned to Generate Consistent Bookings?

In this episode of Where Work Meets Life, Dr. Laura talks with Paul McCarthy (author of The Fired Leader; leadership speaker and global thought leader/consultant reinventing the future of leadership) and Dr. Markus Zehentner (European legal professional and author of Breaking Free from Toxic Leadership) about why toxic bosses often remain protected inside organizations while principled, high-integrity leaders get pushed out. Together, they examine how toxic leadership becomes “baked into” workplace culture through politics, retaliation against honesty, and performative “wellbeing” initiatives that look good on paper but don't change day-to-day leadership behavior. Both Paul McCarthy and Markus Zehentner share their personal experiences with toxic bosses and how those inspired their books. Dr. Laura discusses what toxic bosses do and what it costs: manipulation, micromanagement, emotional blackmail, scapegoating high performers as “low performers,” and creating fear-based environments. Dr. Zehentner shares how a toxic boss exploited a family health crisis and eroded his confidence, which contributed to severe stress and burnout. His story shows how quickly toxic leadership can break even competent, experienced professionals. Paul McCarthy describes being fired for the very leadership qualities he was hired for, because calling out dysfunction threatens ego-based leaders. Toxic leaders are hard to “coach away,” and the conversation highlights that organizations must stop tolerating them and build real accountability if they want to keep good leaders and prevent toxic bosses from doing long-term damage.“So [toxic workplace] is real. This isn't a trend. This is what we have baked into the very DNA of our organizations and our approaches to leadership, a normalization of things that shouldn't be happening.” - Paul McCarthy“... all these official or burnout prevention measures, they are usually designed as an employee obligation rather than a task for the management to create a work environment that does not lead to burnout in the first place.” - Dr. Markus ZehentnerAbout Dr. Paul McCarthy:Paul is an author and global thought leader creating the conditions to reimagine, reinvent, and regenerate the future of leadership. Amongst a crowded space, Paul brings a unique, freshly disruptive, and bold, yet evidence-based, experiential, and experimental approach that is shifting the narrative within and beyond organizations about the future of leadership and work. Before this, Paul's career in management and leadership consulting spans over 25 years in over 100 organizations within over 10 industry sectors. His focus in this field has been to develop leaders and their capacity, capability, and competency, and he has supported thousands of leaders globally. He also supports clients in business transformation, organizational design, and talent management, and still consults in a senior-level advisory and delivery role.Paul's work has been featured on dozens of podcasts, he speaks globally with organizations on his work, and supports organizations to identify, recruit, onboard, and develop leaders with the future leadership qualities needed to navigate ongoing disruption. More information on Paul can be found here: www.paulmacleadership.com or via email, paul@paulmacleadership.comAbout Dr. Markus Zehentner:Dr. Markus Zehentner is the author of Breaking Free from Toxic Leadership — a powerful and practical guide that helps professionals recognize manipulation, build resilience, and reclaim their careers.He works as Senior Legal Counsel in risk management at a public sector financial institution and holds a doctorate in law. With a background in Human Resources and a role on his organization's work council, Markus regularly supports colleagues facing toxic workplace dynamics.Beyond his legal and organizational expertise, he brings a deeply personal lens to this conversation — shaped by lived experience, a passion for mental health, and his current training in psychotherapy.Resources:Paul McCarthy's website: PaulMacLeadership.com“The Fired Leader” by Paul McCarthyEmbracing Tomorrow's Leader, Today - a one-hour program on disruptive leadership qualities and F.I.R.E.D. Leadership by Paul McCarthyPaul McCarthy's guest episodes on the Geeks, Geezers, and Googlization podcastDr. Markus Zehentner's website: ToxicLeadership.infoLinkedIn: markus-zehentner-toxic-leadership“Breaking Free from Toxic Leadership” by Dr. Markus Zehentner (co-authored with psychotherapist & organizational psychologist Claudia Schwinghammer)“Thrive” by Arianna Huffington“Good to Great” by Jim Collins“I Wish I'd Quit Sooner: Practical Strategies for Navigating and Escaping a Toxic Boss” by Dr. Laura Hambley LovettDr. Laura on LinkedInWhere Work Meets Life™ on YouTubeLearn more about Dr. Laura on her website: https://drlaura.liveFor more resources, look into Dr. Laura's organizations: Canada Career CounsellingSynthesis Psychology Pre-order Dr. Laura's new book today: I Wish I'd Quit Sooner: Practical Strategies for Navigating a Toxic Boss Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Swimmers say they are anxious about going in the sea at Hythe because of the amount of sewage being discharged into the water. The group regularly travel from Ashford to swim at sunrise, but say they've seen an increasing number of floating objects. Hear from one of the group, and we've had a response from Southern Water. Also in today's podcast, a Kent campaigner's told us she has some concerns over the government's plans to reform the special educational needs system. Yesterday, they announced a £4 billion package and say more youngsters with SEN will be taught in mainstream schools by offering language therapists and specialist teacher training. Lisa Lloyd from Aylesford has some concerns. We've been hearing from the bosses of a Kent vineyard about how they've been impacted by the wet start to the year. Bosses at Nucleus Winery at Fort Borstal say heavy and persistent rainfall can wash nutrients away from the soil and hamper harvesting efforts. A dental practice has opened on a new-build estate in north Kent after hundreds of residents called for one. Smile Tech Dental's set up a branch at The Prep Rooms in Castle Hill which is part of Ebbsfleet Garden City and is designed to be a one-stop shop for people living there. And in sport, Gillingham's Marcus Wyllie has gone out on load for the rest of the season. The striker hasn't played a league game for the Gills in four months and has moved to National South side Ebbsfleet United. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Plans have been put in to add another shop to the retail park in Sittingbourne. The owners want to convert an area of land that's currently used for parking between Carpet Right and Dunelm at the site in Mill Way. Hear from reporter Alex Langridge who has been covering the story. Also on today's episode, a Sheppey woman who lost her dad to cancer is calling on peers not to stand in the way of the assisted dying bill. MPs voted it through last June with a narrow majority. It's now being debated in the House of Lords, but faces more than 1,000 amendments. Claire Blythe's dad Thomas passed away in December after being diagnosed with lung cancer, she's been speaking to reporter Joe Crossley. Nurseries in Kent are taking on a challenge to read at least four books a day, as data show children's reading has hit a 20-year low. Figures from the National Literacy Trust show one in ten children don't own a book and only half of parents read with their child daily.   Busy Bees Nurseries across the county are taking part in a nation wide initiative to help promote reading at home. A former arcade on Sheppey is set to reopen as a sports lounge. The site in Beachfields in Sheerness has been empty for several years after closing during Covid. Neptune Sports Lounge is moving from its current location in Neptune Terrace and we've been speaking to owner Charlie Minta. Bosses at Rochester Cathedral are hoping to install solar panels on the roof of the historic building. The Church of England has set targets for all of its sites to be carbon neutral by 2030, and we've been speaking to Simon Lace who's Chief Operating Officer at the Cathedral. And in sport,  it was a very disappointing weekend Gillingham. They were beaten by 3-0 by Oldham at Priestfield on Saturday, leaving them 16th in League Two. We've got reaction from manager Gareth Ainsworth and midfielder Bradley Dack. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

NEWS THIS WEEKXbox chief Phil Spencer is leaving MicrosoftAsus ROG Xbox Ally X gets price hike in a second regionWD and Seagate confirm: Hard drives for 2026 sold outKristen Bell Joins ‘Sonic the Hedgehog 4' as Amy RosePokémon Fire Red and Leaf Green appear in coming soon section of Switch eShopPro Jank Footy Is Set To Release This Year On All PlatformsRELEASE RADARREIGNS: THE WITCHER - 25 February 2026 - PCRAIDEN FIGHTERS REMIX COLLECTION - 26 February 2026 - PlayStation 4, PlayStation 5, SwitchRESIDENT EVIL REQUIEM - 27 February 2026 - PC, Xbox Series S|X, PlayStation 5, Switch 2LAYSARA: SUMMIT KINGDOM - 27 February 2026 - PC, Xbox Series X|S, Xbox One, PlayStation 5, PlayStation 4, Switch‍Pocket Casts: You can now rate the show on Pocket Casts, give us a five star review learn more by heading here https://pocketcasts.com/ratings Apple Arcade: Enjoy unlimited access to over 200 incredibly fun games with no ads and no in-app purchases. From puzzle and adventure games to sports, racing, and multiplayer action games, everyone can count on finding something to love. Head to sifter.com.au/arcade to start your free trial* of Apple Arcade today and you'll be supporting independent video games journalism. *New subscribers only. AU$9.99/month after free trial. Plan automatically renews after trial until cancelled.You can support SIFTER's independent gaming journalism by☕ Tipping us on KoFi https://www.ko-fi.com/sifterHQ

Is the MLBPA screwed because its (outgoing) leader allegedly had an affair with his sister-in-law? Is a salary cap a red herring? How much does winning a Super Bowl boost the valuation of the Seahawks? And can we ever stop tanking? John Skipper and David Damson return for our semi-regular panel on sports business — and taking down Big Pharma.• Subscribe to "Nothing Personal with David Samson"• Previously on PTFO: We Followed the Money in the NFL Union Scandal. So Did the F Hosted on Acast. See acast.com/privacy for more information.

On Nov. 24, 2025, in a major and hardwon victory, Newspaper Guild of Pittsburgh members finally returned to work at the Pittsburgh Post-Gazette after more than three years on strike. Then, on Jan. 7, 2026, workers were notified that Block Communications Inc.—the company that owns the Post-Gazette as well as the Toledo Blade, the Buckeye Sports Network, and a number of TV stations in Ohio and Kentucky—said that it will be ceasing operations at the Post-Gazette on May 3 of this year. We speak with Steve Mellon, a veteran photographer and writer who was on strike for over three years at the Post-Gazette, about how workers are processing this devastating news, and about their push to launch a new news source by and for working people.  Additional links/info:  Pittsburgh Alliance for People-Empowered Reporting (PAPER) website Newspaper Guild of Pittsburgh website, Facebook page, and Instagram Newspaper Guild of Pittsburgh "Pittsburgh Post-Gazette owners couldn't bust the union, so they shut down the paper" Maximillian Alvarez, Working People / TRNN, "The longest-running strike in the US is over—and the workers won" Kris B. Mamula, Pittsburgh Post-Gazette, "Post-Gazette to publish final edition and cease operations on May 3" Featured Music:  Jules Taylor, Working People Theme Song Credits: Audio Post-Production: Jules Taylor 

On Nov. 24, 2025, in a major and hardwon victory, Newspaper Guild of Pittsburgh members finally returned to work at the Pittsburgh Post-Gazette after more than three years on strike. Then, on Jan. 7, 2026, workers were notified that Block Communications Inc.—the company that owns the Post-Gazette as well as the Toledo Blade, the Buckeye Sports Network, and a number of TV stations in Ohio and Kentucky—said that it will be ceasing operations at the Post-Gazette on May 3 of this year. We speak with Steve Mellon, a veteran photographer and writer who was on strike for over three years at the Post-Gazette, about how workers are processing this devastating news, and about their push to launch a new news source by and for working people. Additional links/info: Pittsburgh Alliance for People-Empowered Reporting (PAPER) websiteNewspaper Guild of Pittsburgh website, Facebook page, and InstagramNewspaper Guild of Pittsburgh “Pittsburgh Post-Gazette owners couldn't bust the union, so they shut down the paper”Maximillian Alvarez, Working People / TRNN, “The longest-running strike in the US is over—and the workers won”Kris B. Mamula, Pittsburgh Post-Gazette, “Post-Gazette to publish final edition and cease operations on May 3”Featured Music: Jules Taylor, Working People Theme SongCredits: Audio Post-Production: Jules Taylor Become a supporter of this podcast: https://www.spreaker.com/podcast/the-real-news-podcast--2952221/support.Help us continue producing radically independent news and in-depth analysis by following us and becoming a monthly sustainer.Follow us on:Bluesky: @therealnews.comFacebook: The Real News NetworkTwitter: @TheRealNewsYouTube: @therealnewsInstagram: @therealnewsnetworkBecome a member and join the Supporters Club for The Real News Podcast today!

AP correspondent Julie Walker reports late-night host Stephen Colbert isn't backing down from public dispute with CBS bosses.

Comment on the Show by Sending Mark a Text Message.Ever wonder if your boss is just tough or truly toxic? We break down the real legal line—what constitutes a hostile work environment—and the practical steps that protect your career when the ground keeps shifting under your feet. As an employment attorney, I walk through the red flags that demand action, from constant goalpost shifting and gaslighting to isolation tactics that starve you of information and support. More importantly, I share a simple, repeatable system to turn messy moments into solid evidence that won't disappear when IT revokes your laptop access.We start by clarifying the legal threshold for harassment versus everyday unpleasantness, so you know when behavior crosses into discrimination tied to protected traits. Then we get hands-on with a three-part documentation protocol: safe, private storage that stays out of company control; reporter-style notes that capture names, dates, locations, direct quotes, and witnesses; and concise confirmation emails that turn verbal chaos into written clarity. You'll hear examples that show how a neutral tone and timely messages can expose contradictions, timestamp changes, and keep you aligned with expectations while building leverage.Finally, we talk strategy. HR's role is to protect the company, so timing matters. Wait until you've built a coherent record that shows a pattern, then consider consulting counsel to assess discrimination, retaliation, or whistleblower issues. With a strong paper trail, you can negotiate a better severance package if you're managed out, and you'll be better positioned for unemployment benefits if you're forced to resign. The goal is simple: protect your peace and your paycheck while you plan your next move with confidence.If this helped you see your situation clearly, follow, share with a colleague who needs it, and leave a review telling us the first step you're taking today. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

A misconduct panel has heard a teacher touched pupils' legs and encouraged them to recite sexually suggestive song lyrics. He was investigated for serious professional misconduct following complaints about his behaviour during one-to-one sessions and small group training exercises.Also in today's podcast, a detective leading an investigation into the death of a man killed near a Kent beach says the “sad” case has ruined multiple lives.A 16-year-old girl and two boys, aged 16 and 15, were cleared by a jury after being accused of murdering Alexander Cashford in Leysdown last year.Bosses in Maidstone say they're working on a solution to address concerns over violence against women and girls. A recent council survey found nearly a third of residents think it's a "very big problem", while hundreds of people reported being a victim of physical or sexual assault. You can hear from a Kent animal park who have managed to rescue a Eurasian Lynx from war-torn Ukraine.Ursa spent three years living in a converted horse stable after being kept illegally as a pet and she's now been transported over to the Big Cat Sanctuary. And in football, Gillingham face another tough game in league two tonight – they're travelling to take on Chesterfield after losing 1-nil to Crewe Alexandra at the weekend.Manager Gareth Ainsworth says we can expect some changes to the squad.  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

A bonus Rugby Daily with our reporter Susanna Mollen who chimes in from the Aviva to bring you all of the latest post-match reaction. There's head coach Andy Farrell, Ulster centre Stuart McCloskey, and teammate Cormac Izuchukwu on his Six Nations debut.Plus former Ireland international Aidan McCullen is in studio with Fiona Hayes and John Duggan on Off The Ball Saturday's rugby panel, and he has some strong thoughts on Ireland's outhalf situation...#Rugby is on OTB with Bank Of Ireland | #NeverStopCompeting

LEAVE A REVIEW if you liked this episode!!Let's Connect On Social Media!youtube.com/anthonyvicinotwitter.com/anthonyvicinoinstagram.com/theanthonyvicinohttps://anthonyvicino.comJoin an exclusive community of peak performers at Beyond the Apex University learning how to build a business, invest in real estate, and develop hyperfocus.www.beyondtheapex.com

BOSSes, do you cringe when you hear your own playback?  Anne Ganguzza and Lau Lapides reveal why how to love your voice is the most important mindset shift you can make for your voiceover career! This episode is a "VO Valentine" to all the talent struggling with self-doubt. Learn why professional commitment beats romanticized expectations, how to handle negative feedback without spiraling, and why resilience is your true superpower. In this episode, you'll discover: The Comparison Trap: Why wishing you sounded like someone else is sabotaging your unique brand. Love as a Professional Commitment: How to stay in the game even when you "hate" your performance that day. The "Avalanche" Effect: How to stop one bad comment from ruining your entire business. Healing Through Gratitude: Anne Ganguzza's powerful story of perspective following a major health challenge. Why Love Sells: How to use genuine emotional connection to make your auditions stand out to clients. If you're ready to stop the self-sabotage and start thriving in the booth, this episode is a must-watch!  

Have you ever looked at another brand on Instagram and thought, “Why does this feel so easy for them… and so hard for me?"You're showing up.You care about your business.You know your work is good.So why does Instagram still feel heavy, inconsistent, and mentally draining?In this episode of Instagram for Bosses, Andrea breaks down the real reason Instagram feels effortless for some brands and exhausting for others. And no, it's not because they're more confident, more creative, or better at Instagram than you.This conversation is for established business owners who feel like they should have Instagram figured out by now, but quietly feel overwhelmed, frustrated, or stuck.Why Instagram often feels harder as your business growsThe decision fatigue that builds when everything lives in your headThe difference between effort and structure on InstagramWhy “trying harder” eventually stops workingThe subtle signs you've outgrown DIY social mediaHow to make Instagram feel calmer, clearer, and more intentionalThis isn't an episode about hacks, trends, or posting more content.It's about clarity, structure, and using Instagram strategically for the stage of business you're in.By the end of this episode, you'll be able to answer one powerful question: What is Instagram actually meant to do for my business right now?If you're not sure how to answer that yet, that's okay. Clarity comes before action.Free assessment: Is your Instagram built to generate enquiries?Work with Andrea:Book a free strategy call to talk through what strategic Instagram support could look like for your business.Book a strategy call Let's ConnectIf this episode resonated, you'll probably enjoy the conversations Andrea shares over on Instagram too.You can find her at @andreamareecreative.

Podcast Comment/QuestionEvery year, medical groups and hospital systems invest thousands of dollars sending brilliant clinicians to workshops, seminars, and executive programs. Their objective is to create Leaders,  but the product is actually making practitioners managers, managers of areas where they generally lack expertise, knowledge or the time and interest to excel. What's the alternative? Listen and I'll share my insights from 40 years of sometimes successful and sometimes unsuccessful medical management.

In our final Recap of the Week for the Breakfast show, Audio Maestro Snitchy serves up every clip the bosses wouldn’t let us play on-air plus all the biggest highlights from our last week on Breakfast!See omnystudio.com/listener for privacy information.

A new study's revealed the scale of anti-social behaviour in Kent.Just over half of people say they've experienced it, in a survey of nearly 5,500 residents.The most common complaints were about rowdy and inconsiderate behaviour, littering and nuisance driving, hear from Kent's police and crime commissioner Matthew Scott.A young dad from Broadstairs has been left paralysed after his car flipped during a crash near Canterbury.Steven Gibbons was driving on the A28 in Hersden when he clipped the kerb last May - it was later discovered he'd severed his spinal cord. Our reporter Millie Bowles has been speaking to Steven's family.We're being told a new 'super-university' confirmed for Kent will provide opportunities for growth and development across the whole county.Contracts have been exchanged over the merger between Greenwich and Kent.Bosses in Medway have announced plans to increase council tax by the maximum amount allowed, in a bid to balance the books.If approved, an average Band D home in the Towns will pay an extra £110 a year.Leisure centre fees are also expected to increase.Firefighters are going to be knocking on doors across Kent from today, to check your smoke alarm is working.Teams will be covering the county this month to test, relocate or install the devices.It's the third year the days of action have taken place.And, a Kent football club is having to fork out thousands of pounds after one of its pitches was vandalised.The grass has been torn up at Larkfield with pictures showing what appear to be tyre tracks. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Feb 4, 2026: In this episode of Future-Ready Today, I explore a fundamental shift in the workplace: the transition from a task economy to a trust economy. As artificial intelligence moves from "future tech" to "daily tool," the basic mechanics of how we hire, manage, and let go of people are under intense pressure. We aren't just dealing with new software; we're dealing with a breakdown in identity and accountability. I dive deep into five stories shaping this week's headlines: The Deepfake Candidate: Why identity verification is becoming the most critical new skill in HR. California's Algorithmic Guardrails: The new legislative push to ensure humans—not code—remain responsible for firing decisions. The "Job Apocalypse" Debate: Analyzing Ben Horowitz's take on why new work emerges even as old categories vanish. The $818 Billion Admin Tax: How poorly designed organizations are drowning in emails, and why AI might be the only way out. The AI Layoff Script: Why "technology made us do it" is becoming the new corporate excuse, and how leaders can maintain credibility during transitions. The Bottom Line: The future of work won't be won by the companies with the most AI. It will be won by the companies that use technology to remove "administrative garbage" while doubling down on human accountability.

If you're in a season where business feels heavier than it used to… where the money feels inconsistent, decisions feel more expensive, and quitting sounds tempting—this episode is for you. In this raw, no-fluff solo episode, Sheila Bella breaks down why most entrepreneurs don't fail because they're bad at business—but because they panic at the exact moment they need to think like a CEO. This isn't a motivational pep talk. It's a leadership recalibration. Sheila explains why the "middle" of business feels so uncomfortable, how panic thinking quietly destroys businesses, and what real CEOs do differently when pressure hits. If you've been questioning yourself, your business, or your capacity to keep going—this conversation will help you reframe what's actually happening and show you how to lead through it instead of burning everything down. You're not failing. You're being forged.

BOSSes host Anne Ganguzza is joined by co-host Lau Lapides and special guest Carol Alpert (voice actor and on-camera coach) to tackle the industry's most persistent headache: the inability of talent to follow instructions. Whether it's ignoring age ranges in casting specs, butchering file naming, or losing patience during a live session, failing to follow the "rules" of an audition is the fastest way to get your file tossed. The hosts stress that being a "trained actor" means being disciplined enough to read between the lines and respect the client's process. The Casting Filter: Why 70% Get Ditched (01:48) Lau Lapides reveals a shocking statistic: in a recent casting for 35–45 year olds, 70% of the auditions were from talent clearly outside that age range. Agents use specs to filter talent quickly; if you submit for a role you clearly don't fit, you are essentially asking to be ignored. Following the demographic specs is the first step in following directions in voiceover. The File Naming Pet Peeve (07:04) Proper file naming is not just a suggestion; it's a structural necessity. When an agent or casting assistant is processing hundreds of files, an incorrectly named file can disrupt their entire workflow. Lau notes that talent often doesn't see the "assembly line" of 10–40 people involved in a single gig; naming your file correctly shows you respect their time. "Early is On Time": The Reality of Deadlines (11:12) While some pay-to-play sites are instantaneous, agency turnarounds are often measured in hours. Lau asserts that the strongest auditions usually come in within the first few hours of a posting. Being "trained" means having the discipline to interpret, record, and execute an audition professionally and quickly without procrastinating. Cold Reading and Tracking Skills (13:05) A common reason talent fail to follow directions is a lack of ocular tracking skills. Many people listen to content rather than reading it, leading to a decline in the ability to scan a script and pick up nuances quickly. The hosts recommend cold-reading classes to ensure your eyes can track words and directions simultaneously. Live Direction: Active Listening and Communication (31:09) During a live directed session, following instructions becomes a matter of active listening. Lau recommends repeating directions back to the client to ensure clarity. She also warns that talent are often replaced not because of their voice, but because of a poor attitude or lack of patience when being redirected. The "Relationship" Slope: Business vs. Contract (41:23) While it's important to stick to contracts, the hosts discuss the value of being cooperative. Doing an extra tag or a small favor can "earn" you a client for the next ten years. It's about weighing small battles versus the long-term war of building a sustainable career through professional relationships.   Top 10 Takeaways for Voice Actors: Read the Specs Twice: Ensure you fit the age, gender, and ethnicity requirements before stepping into the booth. Master File Naming: Follow the naming convention provided exactly. It is the most common reason auditions are discarded without being heard. Early is Best: While you should never rush quality, aim to submit your audition as early as possible to capture the agent's attention. Practice Cold Reading: Maintain your ocular tracking skills by reading aloud for at least 15 minutes a day to stay sharp for quick turnarounds. Listen and Repeat: In directed sessions, repeat the client's instructions back to them to confirm you understand the requested adjustment. Silence Your Ego: If a client asks for 100 takes, provide them professionally. Frustration or an "attitude" is a faster way to get fired than a bad take. Check Your Tech: Before a live session, verify that SourceConnect and your DAW are updated and functioning. Technical failures are a failure to follow prep instructions. The Agent is the Middleman: Don't get annoyed if your agent doesn't have every answer; they copy and paste exactly what the client gives them. Interpret, Don't Just Comprehend: Moving beyond just "reading the words" to understanding the story is part of your professional instruction. Build the Relationship: Being cooperative and "easy to work with" is often more valuable to a client than being the most talented person in the room.  

We do an Alabama legislative update, along with a discussion of federal enforcement of worker protection laws.✦ ABOUT ✦The Valley Labor Report is the only union talk radio show in Alabama, elevating struggles for justice and fairness on the job, educating folks about how they can do the same, and bringing relevant news to workers in Alabama and beyond.Our single largest source of revenue *is our listeners* so your support really matters and helps us stay on the air!Make a one time donation or become a monthly donor on our website or patreon:TVLR.FMPatreon.com/thevalleylaborreportVisit our official website for more info on the show, membership, our sponsors, merch, and more: https://www.tvlr.fmFollow TVLR on Facebook: https://www.facebook.com/TheValleyLab...Follow TVLR on Twitter: @LaborReportersFollow Jacob on Twitter: @JacobM_ALFollow TVLR Co-Creator David Story on Twitter: @RadiclUnionist✦ CONTACT US ✦Our phone number is 844-899-TVLR (8857), call or text us live on air, or leave us a voicemail and we might play it during the show!✦ OUR ADVERTISERS KEEP US ON THE AIR! ✦Support them if you can.The attorneys at MAPLES, TUCKER, AND JACOB fight for working people. Let them represent you in your workplace injury claim. Mtandj.com; (855) 617-9333The MACHINISTS UNION represents workers in several industries including healthcare, the defense industry, woodworking, and more. iamaw44.org (256) 286-3704 / organize@iamaw44.orgDo you need good union laborers on your construction site, or do you want a union construction job? Reach out to the IRONWORKERS LOCAL 477. Ironworkers477.org  256-383-3334 (Jeb Miles) / local477@bellsouth.netThe NORTH ALABAMA DSA is looking for folks to work for a better North Alabama, fighting for liberty and justice for all. Contact / Join: DSANorthAlabama@gmail.comIBEW LOCAL 136 is a group of over 900 electricians and electrical workers providing our area with the finest workforce in the construction industry. You belong here. ibew136.org Contact: (205) 833-0909IFPTE - We are engineers, scientists, nonprofit employees, technicians, lawyers, and many other professions who have joined together to have a greater voice in our careers. With over 80,000 members spread across the U.S. and Canada, we invite you and your colleagues to consider the benefits of engaging in collective bargaining. IFPTE.org Contact: (202) 239-4880THE HUNTSVILLE INDUSTRIAL WORKERS OF THE WORLD is a union open to any and all working people. Call or email them today to begin organizing your workplace - wherever it is. On the Web: https://hsviww.org/ Contact: (256) 651-6707 / organize@hsviww.orgENERGY ALABAMA is accelerating Alabama's transition to sustainable energy. We are a nonprofit membership-based organization that has advocated for clean energy in Alabama since 2014. Our work is based on three pillars: education, advocacy, and technical assistance. Energy Alabama on the Web: https://alcse.org/ Contact: (256) 812-1431 / dtait@energyalabama.orgThe Retail, Wholesale and Department Store Union represents in a wide range of industries, including but not limited to retail, grocery stores, poultry processing, dairy processing, cereal processing, soda bottlers, bakeries, health care, hotels, manufacturing, public sector workers like crossing guards, sanitation, and highway workers, warehouses, building services,  and distribution. Learn more at RWDSU.infoThe American Federation of Government Employees (AFGE) is the largest federal employee union proudly representing 700,000 federal and D.C. government workers nationwide and overseas. Learn more at AFGE.orgAre you looking for a better future, a career that can have you set for life, and to be a part of something that's bigger than yourself?   Consider a skilled trades apprenticeship with the International Union of Painters and Allied Trades. Learn more at IUPAT.orgUnionly is a union-focused company created specifically to support organized labor. We believe that providing online payments should be simple, safe, and secure.  Visit https://unionly.io/ to learn more.Hometown Action envisions inclusive, revitalized, and sustainable communities built through multiracial working class organizing and leadership development at the local and state level to create opportunities for all people to thrive. Learn more at hometownaction.orgMembers of IBEW have some of the best wages and benefits in North Alabama. Find out more and join their team at ibew558.org ★ Support this podcast on Patreon ★

BOSSes, are you being sold a voiceover dream that's actually a nightmare?  Anne Ganguzza and Tom Dheere expose the predatory world of "demo mills" and reveal why your VO demo  might be holding you back! This episode is your survival guide to the industry's biggest investment. Learn how to spot red flags, understand why "four hours of coaching" is a scam, and how to ensure your demo actually gets you cast. In this episode, you'll discover: The $3,000 Mistake: A real-world story of a talent who was taken for a ride by bad training. Genre Mixing Red Flags: Why putting promo spots on a commercial demo kills your credibility. Performance vs. Voice: Why "golden pipes" aren't enough to make a demo serviceable. The Stock Script Trap: How generic copy makes you blend in instead of standing out. Recourse Strategies: What to do if you've already spent money on a sub-par demo. If you're ready to stop being a "hobbyist" and start building a competitive voiceover business, this episode is a must-watch!  

Jim's boss and his boss's boss both show up for Sunday dinner – on April Fool's day!Originally aired on March 29, 1951. This is episode 75 of Father Knows Best.Become a supporter of this podcast: https://www.spreaker.com/podcast/classic-comedy-of-old-time-radio--5818299/support.Please email questions and comments to host@classiccomedyotr.com.Like us on Facebook at facebook.com/classiccomedyotr. Please share this podcast with your friends and family.You can also subscribe to our podcast on Spreaker.com, Spotify, iTunes, Stitcher, TuneIn, iHeartRadio, and Google podcasts.This show is supported by Spreaker Prime.Become a supporter of this podcast: https://www.spreaker.com/podcast/classic-comedy-of-old-time-radio--5818299/support.

Bosses in Deal are being urged to crack down on campervans parking outside homes.People living near Sandown Castle Community Garden say it's led to rubbish, including gas canisters, being dumped near their properties.Hear from our reporter Louis Walker who has been covering the story.Also in today's podcast, a Kent woman says she's 'lost all faith in the NHS' after being diagnosed with an incurable cancer.Victoria Rodwell from East Malling first went to her GP with throat issues 16 months ago. She's been speaking to reporter Davina Jethwa.A Dartford man is starting a campaign to have defibrillators in all schools and colleges after managing to save his wife's life.Suzanne Cutler suffered a cardiac arrest while travelling home from a family celebration with her husband and daughter.Pupils at a Kent school who have been taking part in a smartphone detox, have told the podcast they would support a ban on social media for under 16s.The government is consulting on the idea of introducing restrictions similar to Australia.A couple who run escape rooms in Chatham have expanded to a third site in the county.Rob and Nikki Kimber set up Hysteria Games eight years ago after visiting a similar venue in London on a date.The new venture is based in a unit in Sittingbourne - our reporter Joe Crossley has been along to get a sneak peak.Football, and Gillingham have made it back-to-back wins in league two.They beat Harrogate Town 3-0 away from home on Saturday, following a victory over Newport County the previous weekend.Hear from manager Gareth Ainsworth and goal scorer Conor Masterson. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Could trained parrots really be running organized crime? Is a mysterious figure terrorizing a town with cheese? And did a viral celebrity scandal actually fool millions of people?

Join me and my guest Jamie Goff, PhD (drjaimegoff.com), founder of The Empathic Leader, LLC. In a world obsessed with productivity and job performance, Jaime brings a refreshing take: Leadership isn't just about what you do -- it's about who you are. She is the author of a new book, The Secure Leader, that sits at the intersection of emotional intelligence and leadership, offering tools to lead from a more grounded, secure place without hustling harder. Dr. Goff's thought leadership has been featured in journals such as the Journal of Feminist Family Therapy and Early Childhood Development and Care, as well as in TD Magazine, the leading publication for talent development professionals. SHOW NOTES SPONSORED BY: Power of You! https://leader.blainebartlett.com/power-of-you Summary In this conversation, Blaine and Jaime Goff explore the intersection of emotional intelligence and leadership, particularly in the healthcare sector. They discuss the challenges leaders face, the importance of self-awareness, and how attachment theory influences leadership styles. Jaime shares her personal journey into leadership development and the insights gained from her experiences, emphasizing the need for leaders to cultivate emotional intelligence to foster engagement and retention within their teams. The discussion also touches on cultural lessons from popular media, illustrating how these narratives can inform leadership practices.   Takeaways Emotional intelligence is crucial for effective leadership. Leaders often face challenges related to span of control. Retention and engagement are key issues in healthcare. Cultural narratives can provide valuable leadership lessons. Attachment theory influences how leaders manage conflict. Self-awareness is essential for personal and professional growth. Leaders can earn security in their relationships with others. Controlling behavior can hinder team flourishing. Emotional intelligence enhances a leader's influence. Everything in nature serves a purpose, including leadership. Learn more about your ad choices. Visit megaphone.fm/adchoices

Gabriel Jesus STUNS the San Siro! Mosquera BOSSES Inter! Lewis-Skelly STARS vs Nerazzurri

BOSSes, are you ready to become "undeniable" in the voiceover industry?  Anne Ganguzza sits down with Matthew "Slim Da Reazon" Parham (Director of Operations at NAVA) to discuss the high-stakes world of authentic voiceover casting and vocal advocacy! Matthew shares his journey from professional musician to a top-tier voice actor for Marvel and ESPN, while revealing what happens behind the scenes on Capitol Hill. In this episode, you'll discover: The NAVA Mission: How voice actors are fighting for the right to own their own voices in the age of AI. The Cadence Secret: How to transition from slam poetry and hip-hop to a "universal" commercial sound. Authentic Casting: Why the "lived-in experience" is your most valuable asset as a performer. The AI Reality: Why luxury brands and politicians will never fully replace the human connection. The "ZFG" Mindset: Why audacity is the secret ingredient to booking major global brands. If you're serious about the future of your voiceover business, this conversation is essential viewing!   Connect with Matthew: Instagram: @slimdareason Website: matthewparhamvo.com Connect with NAVA: Website: navavoices.org Connect with VO Boss: Twitter: @vo_boss Instagram: @vo_boss Facebook: /VO BOSS YouTube: VO BOSS  

Most leadership breakdowns are not about effort. They are about habits. In this episode, Scott and Scott sit down with Joel Hilchey to name the behaviors that quietly derail managers and, more importantly, how to fix them fast. From accidental bosses to scattered priorities, Joel challenges leaders to stop reacting and start leading with clarity and rhythm. Using practical tools you can apply this week, the conversation reframes leadership as removing friction, setting clear standards, and becoming a steady lighthouse instead of a spinning disco ball. If your team feels busy but not strong, this episode gives you the moves to reset focus, raise the bar, and build a healthier culture.  In this episode we talk about and answer these questions:  • why people quit bosses and not jobs and how habits shape that reality  • what function forgetting looks like and how leaders calendar the real work of leadership  • how to reduce daily hassles that drain time and morale  • how to raise standards without killing engagement  • what lighthouse leadership looks like compared to chasing every priority  • how practical tools like definition of done and next action rounds improve execution  Click Here to Submit Your Questions  Links from show:  Get The 6½ Habits of Highly Defective Bosses by Joel Hilchey here Hear the first chapter of the audio book here  Explore ServiStar's Vertex Leadership Program  Discover ServiStar's Emerging Leaders program  Subscribe to ServiStar Leadership Podcast on your favorite streaming service 

Years ago, I fell hard for a boss. Initially, I might have used the word love. That I fell in love with him. Now much older, knowing what love actually means and entails, it wasn't love. It was infatuation. But my feelings of infatuation were quite significant when it came to understanding my bigger romantic hunger and obstacles.I have worked with many a client who has experienced the same thing — some merely admired male colleagues from afar, while some entered full**-blown relationships. The consistency of this pattern among my clients (and, well, myself), hard-**working, hero daughters, is key. The draw to these types of men in these types of scenarios is very reflective of the way we long to be seen and loved, but not helpful when it comes to securing a committed, fulfilling relationship.In this episode I'm covering:What drives our attraction in professional environmentsWhat creates those heightened feelings of obsession and infatuationHow, even if the relationship isn't romantic, we get some emotional fulfillment, often causing us to not seek it elsewhereHow these "relationships," even when they result in affairs, feel "safe"How we can break down this pattern to understand what's begging to be healed (on our own), and why it's serving as an obstacle to finding true partnershipOther episodes mentioned:Ep 124 Why does sex with the people that are so wrong for us feel so good? With therapist Julia Zwerin.Ep 5 | The relationship that broke me in all the ways I needed to be broken (AKA uncovering my father wound)Work with me PrivatelyConnect on InstagramWebsitePodcast Production by James Jorge

BOSSes, feeling down because everyone else seems to be booking but you?  Anne Ganguzza and Danielle Famble reveal why comparing your voiceover success to social media "vague bookings" is the fastest way to kill your career momentum! This episode is a masterclass in business mindset. Learn why the "national commercial" you're jealous of might not be the windfall it seems, and how to reclaim your joy by minding your own business. In this episode, you'll discover: The Reality Behind the Post: Why you can't trust the financial perception of social media wins. Social Media Palate Cleanse: Why Danielle took a year-long hiatus and how it helped her business. The Danger of Rate Shaming: Why your financial strategy and rates are your business alone. From Jealousy to Celebration: How truly being happy for others can actually manifest success for you. Hidden Cuts: The agents, managers, and taxes that turn a "big gig" into a smaller reality. If you're ready to stop doomscrolling and start thriving in your own booth, this episode is a must-watch for every VO Boss!  

On this episode of Cattitude, Michelle Fern welcomes author Tamar Arslanian and award-winning pet photographer Andrew Marttila to explore the revised and expanded edition of Shop Cats of New York. These beloved feline residents may not appear on leases or in travel guides, but they are just as essential to New York City as yellow taxis and corner delis. Nestled inside bookstores, record shops, breweries, hotels, and neighborhood businesses, shop cats bring warmth, personality, and magic to the city streets. Tamar and Andrew share heartfelt stories and vivid photography featuring unforgettable cats like Ratty of the East Village stamp shop, bonded duo Patience and Fortitude, and the legendary Jack Daniels Bagley. Beyond celebrating these pampered shop mascots, the book highlights the positive role shop cats play in communities, encourages businesses to embrace feline companions, and inspires rescuers to consider non-traditional, loving homes for cats in need. Equal parts travel guide, tribute, and photo essay, Shop Cats of New York is a love letter to the city—and the cats who make it purr.EPISODE NOTES: Bodega Bosses & Bookstore Cats: Inside Shop Cats of New YorkBecome a supporter of this podcast: https://www.spreaker.com/podcast/cattitude-the-1-cat-podcast--6666768/support.

BOSSes, Anne Ganguzza and her superpower co-host, Lau Lapides, assert that subtext in voice acting is the single most important element for delivering a powerful, unique, and castable performance. The bosses challenge the common mistake of literal reading, offering practical strategies—from audience analysis to efficient marking—that elevate a performance from predictable to profound.     Chapter Summaries: Subtext Defines Uniqueness (01:00) Lau states that subtext—the underlying interpretation of a line—is what makes a talent unique. The hosts explain that relying solely on obvious language or descriptive adjectives leads to predictable, robot-like reads. The true power lies in making nuanced choices about what the words really mean to the listener. Audience and Empathy are Everything (02:44) Subtext is entirely dependent on who you are talking to. Anne uses the example of corporate narration: the subtext for an investor (focused on financial facts) is different from the subtext for a consumer (focused on customer service and product benefits). The acting choice must be rooted in empathy and understanding what the listener cares about. The Structural Journey of the Script (14:30) Every script has a structural journey: introduction, series of steps, and conclusion. The subtext should align with this journey. The hosts emphasize that if you are running out of breath , it is the dead giveaway that you did not prepare the story, as natural conversation doesn't require breath struggle. Techniques for Finding the Subtext (22:34) To efficiently analyze copy, the hosts recommend: Improv and Translate: Improvise the script in your own words to capture the genuine emotional wash and then plug the original words back in. Marking: Use clear broadcast-style marking to denote phrasing and intent, but also pay attention to the ellipses and punctuation for clues about the emotional context. Use AI as a Tool: Paste ambiguous scripts into an AI tool (like a chatbot) and ask, "What is the purpose of this script? Who cares about this information?" to provide a jumping-off point for human interpretation. Avoiding the Literal Trap (23:37) The hosts caution against taking common acting advice too literally. For example, constant smiling throughout a read, or persistent upspeak at the end of every sentence, sounds unnatural and is perceived as not genuine. Your performance must always reflect how you would behave and sound in a real-world conversation. The Brilliance of a Point of View (25:16) Subtext gives you a clear point of view. The hosts provide a simple example: saying "Are you wearing those pants?" can be interpreted in dramatically different ways (anger, excitement, disgust) depending on the subtext. This intentional interpretation is what makes your audition unique and elevates it above the predictable melody.     Top 10 Takeaways for Voice Actors: Subtext is Everything: The emotional core and underlying meaning of your script is what makes your performance unique and castable. Analyze Your Audience: Base your subtext on who the listener is (consumer, investor, business-to-business) and what they care about most. Translate into Your Own Words: Use the "improv and translate" technique to efficiently find the genuine emotional wash before recording. Embrace Emotional Ambiguity: Simple sentences can hold complex, contrasting subtext. That complexity is your unique acting choice. Use AI to Find Backstory: Use AI as an analysis tool to find information about the brand and the script's purpose, but always apply your human interpretation. Pacing is Preparation: If you struggle for breath, you have not prepared the story correctly. Good actors always know how to naturally navigate long sentences. Mark for Meaning: Pay close attention to punctuation and structure (ellipses, introductions, conclusions) as cues for shifts in subtext. Avoid the Literal Trap: Do not read adjectives literally (e.g., constant smiling). Your emotional choice must align with authenticity, not simple description. The Share is the Subtext: Your goal is to share the story with the listener, not talk at them or talk in your head. Point of View Stands Out: An audition with a clear, intentional point of view, even if surprising, will always get shortlisted over a generic, predictable read.  

In this task, it is clear why sometimes you just need to bypass the workers and go straight to the boss, especially when you are a boss yourself. CONQUER SHYNESS