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On today's episode, I talk to Eisner and Harvey Award-winning comics creator Evan Dorkin. Originally from Brooklyn, Evan has been making comics since 1986. One of his earliest books Pirate Corp$ was published by Eternity Comics and then after that Slave Labor Graphics, who later published his series Milk and Cheese. Other notable comics include Dork, Eltingville and Beasts of Burden, which are all well worth your time. As a TV writer, Evan has written for Space Ghost Coast to Coast, Batman Beyond, Yo Gabba Gabba and many more. This is all just a small sampling of his CV. Just this year, Dark Horse published Nerd Inferno; The Essential Evan Dorkin, an anthology of Dork, Milk and Cheese and Eltingville, and folks, it is fantastic! This is the website for Beginnings, subscribe on Apple Podcasts, follow me on Twitter. Check out my free philosophy Substack where I write essays every couple months here and my old casiopop band's lost album here! And the comedy podcast I do with my wife Naomi Couples Therapy can be found here! Theme song by the fantastic Savoir Adore! Second theme by the brilliant Mike Pace! Closing theme by the delightful Gregory Brothers! Podcast art by the inimitable Beano Gee!
Do you feel lost in your career? Been made redundant, or thinking about changing jobs or starting something new? In this special panel episode of The Courageous Leaders Podcast, I sit down with three experts to challenge the biggest myths about work and share how to build a career that actually fits your life.I'm joined by Andrew Bloch, founder of Andrew Bloch & Associates, long-term publicist to Lord Alan Sugar of The Apprentice, and one of the world's most influential PR entrepreneurs; Lydia Amoah FRSA, CEO of Backlight, author of the Black Pound Report, and Entrepreneur of the Year 2026; and Lauren Spearman, Careers Creator and social media consultant known for championing salary transparency and better hiring. Together, we get honest about ambition, success, redundancy, and reinvention. If you've ever felt stuck, behind, or unsure what "success" even means anymore, this conversation is for you.What We Cover:00:00 Trailer01:02 The biggest lie we've been told about careers01:29 Can ambition be a trap?05:36 Redefining success: money, time, and independence08:15 How small attempts build real confidence11:55 Why “is this fun?” is a serious career question13:33 Advice if you feel lost but still want to be employed19:56 “Choicefulness”: why you're less trapped than you think27:21 Why your network matters more than you realise34:10 What “careering” really means, and building a personal brand36:15 Facing the fear of redundancy38:28 How to reinvent yourself or change direction42:08 Andrew's wake-up call46:40 What to do first if you've just been made redundant49:09 How will you know you “careered” well?Key Career Insights:• Why the biggest lie is that everyone else has it figured out• Why a sideways or backward move can be the best career decision you make• How to redefine success around time, values, and independence, not just title and salary• Why confidence is built through small attempts, not waiting to feel ready• Why your network, not just your CV, opens the next door• What to actually do in the first days after redundancy• Why courage, not confidence, is what careers really require
DescriptionLawrie Philpott spent thirty years inside PwC before founding his own leadership consultancy, Philpott Black. In this episode we go through the actual jobs behind that CV: consulting assignments in Kuwait during Ramadan, Liberia, Nigeria, Kenya and Sudan, leading a flood control strategy for Bangkok, and a trip to the high Arctic that dropped to minus 76 with wind chill, all in the name of writing a better report.We get into what actually separates someone who can do great work from someone who can also sell it, why "working in the organisation" and "working on the organisation" are two different jobs that most leadership teams only do one of, what a board is actually for versus what it's become, and the point at which a growing business genuinely needs one. Lawrie also gives his honest answer on the biggest bullshit in consulting: senior people showing up to win the pitch, then disappearing the moment the work starts.If you're building a leadership team, thinking about your first board, or trying to work out why some client relationships last twenty five years and others don't, this one's for you.Timestamps00:00 Cold open01:18 Introducing Lawrie Philpott02:10 No career plan, and the four pillars: local government, Coopers & Lybrand, Philpott Black, podcasting05:13 How one phone call led to Coopers & Lybrand07:27 First posting: six months in Kuwait during Ramadan08:36 Liberia, Nigeria, Kenya and the toughest job of all: Sudan15:57 What actually makes someone entrepreneurial inside a big firm17:12 The trick his mum taught him before big presentations20:44 Becoming a partner: the internal test of "is he one of us"21:41 Founding Philpott Black in 1996 with zero work on the books24:12 What he actually looks for when hiring25:37 The secret to twenty five year client relationships28:36 Sales versus delivery, and "finders, minders, grinders and binders"32:58 The biggest leadership mistake: working IN the organisation but never ON it39:35 What most boards get wrong, and the case for a senior independent director48:16 When a business actually needs a board50:19 Mentors versus coaches, and "two ears, one mouth"52:40 The Arctic Pilot Project: minus 76 in northern Canada57:03 The biggest bullshit in consulting*Who is Sabrina?*
In this special episode of the ESVS Podcast, we sit down with Professor Kak Khee Yeung as she begins her term as President of the European Society for Vascular Surgery.Professor Yeung talks openly about her journey as a vascular surgeon and researcher, her passion for aneurysm biology and personalised vascular care, and the curiosity that has driven her throughout her career. From her Chinese heritage and the calligraphy featured in her inaugural lecture to artificial intelligence, teamwork and the future of vascular surgery, the conversation goes beyond the CV to explore the person behind the surgeon and scientist.Professor Yeung also shares her thoughts on leadership, diversity, the next generation of vascular surgeons and her ambitions for the ESVS. Her passion for vascular surgery is contagious, and this conversation offers a personal glimpse into the ideas and energy she brings to her presidency.Links:Inaugural lecture: https://pure.amsterdamumc.nl/ws/portalfiles/portal/143254652/oratie_final_KKY.pdf
In today's episode, we spoke with Jacqueline Aredo, MD, and Benjamin Bleiberg, MD. Dr Aredo is a thoracic oncologist at Mass General Brigham Cancer Institute in Boston, Massachusetts, and Dr Bleiberg is an adjunct assistant professor of medicine at the University of Pennsylvania Perelman School of Medicine in Philadelphia.In our exclusive interview, Drs Aredo and Bleiberg reflected on the experiences and relationships that shaped their transitions from fellowship into their first faculty positions in thoracic oncology and on the role that smaller, specialty-focused meetings played in building the professional community that supported them along the way.Both physicians spoke to the value of the ASCO Fellows Forum, a one-day event held annually before the ASCO Annual Meeting, describing it as a low-stakes, high-value environment where fellows present research abstracts in small groups alongside peers from other institutions and senior mentors. They noted that beyond the opportunity to practice presentation skills and refine research projects, the forum serves as a catalyst for organic relationships that have extended well beyond the event itself. Dr Bleiberg noted that many of the colleagues he met through programs like this, individuals with shared research interests at the same career stage, became lasting professional connections he would not have encountered otherwise. Dr Aredo added that these forums created direct pathways to mentors at institutions she was actively exploring for her job search, with several going on to advocate for her and connect her with senior investigators in her area of focus.The discussion then broadened to the fellowship-to-faculty transition itself. Both physicians emphasized the importance of identifying priorities early and being transparent about those priorities throughout the interview process. Dr Aredo noted that the more non-negotiable parameters a fellow has, the narrower but clearer the search becomes. Dr Bleiberg highlighted the value of speaking candidly with junior faculty at prospective institutions to get an unfiltered view of institutional culture, and of presenting one's goals honestly so that the position that results is a genuine fit.Both physicians also acknowledged that the job search timeline is far more asynchronous than prior training milestones like the match, with opportunities presenting themselves on different schedules from different institutions. They encouraged current fellows not to be discouraged by the pace or uncertainty of the process, and advised having a polished CV and cover letter ready sooner than expected. Leaning on internal mentors, external advocates, and co-fellows were cited as essential strategies for navigating what both described as a marathon rather than a sprint.Finally, Drs Aredo and Bleiberg underscored that in a field where the world grows smaller the further along one progresses, investing early in community-building at specialty meetings pays dividends well beyond any single conference. Knowing one's research identity, following up on relationships consistently, and recognizing that today's co-fellows are tomorrow's collaborators and references were offered as the most lasting lessons from their own transitions into faculty life.
Lance Alexander speaks with Koh Yan Ping, CEO of the Singapore Council of Women’s Organisations (SCWO), about the challenges women in Singapore face when returning to work after a career break. Drawing on SCWO’s study, Women and Work Transitions, they examine why women leave the workforce, how employers view gaps in a CV, and why knowing about government support schemes does not always lead to a job. How do the challenges differ for new mothers and older women returning after years of caregiving? And what can employers and policymakers do to create more flexible and sustainable career paths for women?See omnystudio.com/listener for privacy information.
A new season full of opportunities. As the Firebirds' ready to take the ice for anniversary season No. 5, get prepped via this visit with CV general manager Troy Bodie, and stay tuned for a chat with Shad Powers, Sports & Leisure Editor for The Desert Sun.Questions or Comments on Fire & Ice? Get in touch with the host via this Text Message feature.
«C’était ça ou mourir» : le livre de Thélyson Orélien est numéro 1 des ventes en France malgré la controverse Ma question: accordez vous plus d’importance au CV ou à la personnalité? La rencontre Boilard-Dumont avec Marc Boilard et Mario Dumont. Regardez aussi cette discussion en vidéo via https://www.qub.ca/videos ou en vous abonnant à QUB télé : https://www.tvaplus.ca/qub ou sur la chaîne YouTube QUB https://www.youtube.com/@qub_radio Pour de l'information concernant l'utilisation de vos données personnelles - https://omnystudio.com/policies/listener/fr
MONEY FM 89.3 - Prime Time with Howie Lim, Bernard Lim & Finance Presenter JP Ong
There's a part of working life that nobody really teaches you. You learn how to write a CV. You learn how to ace an interview. You might even learn how to negotiate your salary. But then someone tells you: You should network. For a lot of young Singaporeans, that feels... paiseh. A new LinkedIn research has found that while 97% of Gen Z professionals in Singapore recognise that professional relationships matter for their careers, 64% aren't sure how to actually get started. So is Gen Z putting too much pressure on what networking is supposed to look like? And what do older generations actually think when a younger colleague or professional suddenly reaches out? On The Agenda, Hongbin Jeong speaks with LinkedIn Career Expert Serla Rusli, to find out more. See omnystudio.com/listener for privacy information.
From finding a mentor to building your CV to negotiating a contract, being a successful NP or PA is about more than effective patient care. Wendy Cantrell, DNP, CRNP and Kara Gooding, MMS, PA-C share candid insights and recommendations no matter what level of career you're at. Spoiler alert: Negotiating doesn't have to be terrifying!Like what you're hearing? Want to learn more about the Dermatology Education Foundation? Explore assets and resources on our website.
Que ce soit dans votre travail en entreprise, lors d'un entretien d'embauche ou même directement sur votre CV les compétences recherchées par les employeurs ne se limitent pas à la description de l'emploi. Ça ce sont les hard skills, soit les savoirs-faire directement liés à votre emploi, comme les logiciels que vous maitrisez par exemple, ou les langues que vous parlez… Mais il y a aussi les soft skills ! Là on parle de savoir-être, de compétences interpersonnelles… La gestion de conflit, la maturité, la patience… ce sont ces qualités qui feront la différence entre vous et une autre personne, et bien qu'ils soient difficilement mesurables, ces qualités jouent un rôle important dans votre réussite professionnelle. Quels sont les soft skills les plus recherchés par les entreprises ? S'agit-il surtout de compétences sociales ? Comment se démarquer ? Écoutez la suite de cet épisode de Maintenant vous savez ! Un podcast Bababam Originals écrit et réalisé par Hugo de l'Estrac. Première diffusion : mai 2025 À écouter ensuite : Quelles sont les vraies attentes des jeunes au travail ? Qu'est-ce que le syndrome du grand coquelicot, qui discrimine les femmes au travail ? Faut-il cacher une relation amoureuse au travail ? Retrouvez tous les épisodes de "Maintenant vous savez". Pour rester informé et recevoir le meilleur de “Maintenant vous savez” chaque semaine, abonnez-vous à notre newsletter. Suivez Bababam sur Instagram. Learn more about your ad choices. Visit megaphone.fm/adchoices
Uma coalizão liderada pelos Estados Unidos e formada por países da América Latina e do Caribe assinou, recentemente, um acordo para designar formalmente as facções narcotraficantes como "ameaças compartilhadas". O acordo do chamado "Escudo das Américas" colocou 24 grupos na lista de organizações que os países pretendem tornar alvo de sanções. Entre os grupos estão o PCC, Primeiro Comando da Capital, e o CV, Comando Vermelho. Para discutir esse tema, o JR 15 Minutos recebe Carolina Pedroso, professora de Relações Internacionais da Unifesp e especialista em América Latina.
"Jak zvládnout career change, zvlášť v době, kdy juniorní pozice ubývají/nejsou? xxxx xxxx "... a mnoho dalšího... ... v seriálu BEZPLATNÝCH webinářů "Zeptej se kariérového poradce", kde odpovídáme na otázky, které vás trápí zejména z oblastí:
L'info du matin- Les Néerlandais ont grandi de 20 cm en 150 ans.Le winner du jour- Une employée est virée pour usage "continu et compulsif" de Post-it.- Faute de mouchoir, elle tente de se débarrasser d'une "crotte de nez" par la fenêtre de sa voiture et perd son alliance de mariage.Tu te souviens ?- Comment faisait-on avant internet pour envoyer ses CV ?Les savoirs inutiles- Direction le Royaume-Uni avec "The Archers", un feuilleton radiophonique diffusé par la BBC depuis 1951, une belle longueur d'avance sur les 10 ans d'antenne du Double Expresso.La chanson du jour- Creedence Clearwater Revival "Fortunate son"Tendances- Le "Hobbymaxxing".Le jeu surprise (petit bac)- Yoann de Saint-Loup vers Lyon repart avec une brosse à dents et un hydropulseur My Variations.La Banque RTL2- Lucie de Thiviers en Dordogne gagne un iPhone 17E.- Claire de Limoges repart avec une brosse à dents et un hydropulseur My Variations.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.
「「クイズRPG 魔法使いと黒猫のウィズ」にツゥ（CV：関根明良）、カァヤ（CV：三川華月）、サナリ（CV：白砂沙帆）、ネザ（CV：大塚剛央）が登場！」 コロプラは、iOS/Android向けアプリ「クイズRPG 魔法使いと黒猫のウィズ」において、本日9月28日よりイベント「オボロ・ダスト2 烈谺×悠翔×火と吼えよ」を開始した。
「「チェンクロ」にロクサーナ（CV：内田真礼）が登場！時空軍「言葉無き聖歌の歌姫」フェスが開催」 セガは、iOS/Android向けアプリ「チェインクロニクル第5部 ―未来への導標―」において、「《Y.G.1》言葉無き聖歌の歌姫 ロクサーナ（CV：内田真礼）」が新登場するフェスを本日9月28日より開始した。
Cet épisode s'inscrit dans une série de rencontres avec des patrons de sociétés du CAC 40.Sur GDIY, nous recevons habituellement uniquement des personnes qui se sont lancées par elles-mêmes : des entrepreneurs, artistes, sportifs…Avec cette série, j'ai pour ambition de découvrir et comprendre comment s'opèrent de tels mastodontes depuis l'intérieur, sur du temps long. Au-delà des éléments de langage, au-delà de la politique, au-delà des clichés.Petite, on disait à Estelle Brachlianoff que si elle n'était pas bonne à l'école, elle finirait éboueur. Elle répond maintenant : « J'y vois des étoiles dans les ordures, parce qu'en fait, on fait du déchet une ressource. »Diplômée de Polytechnique et des Ponts et Chaussées, c'est par la branche… des déchets qu'elle entre chez Veolia, il y a 21 ans. Elle en dirige aujourd'hui l'ensemble et fait partie des 4 femmes à la tête d'une entreprise du CAC 40.Veolia, fleuron français, c'est un verre d'eau sur 3 bu en France, une tonne de déchets sur 5 et le chauffage ou l'électricité de 3 millions d'habitants. Et pourtant, les 4/5e de l'activité se jouent hors de France. Leader mondial du dessalement et de la transformation écologique, Veolia a trois terrains de jeu : déchets, eau, énergie.L'ambition d'Estelle : accélérer à l'international et sur la tech, avec un chiffre à l'appui : « 25 % du groupe aura changé en 4 ans ». Les changements ont commencé : elle est à l'origine du traitement des PFAS, ces polluants éternels, un métier qui n'existait pas il y a trois ans et qui pèse déjà 250 millions d'euros de chiffre d'affaires en 2025.Le dérèglement climatique n'est plus une hypothèse. Selon elle, la moitié des solutions techniques existe déjà ; reste à les déployer plus vite, sans attendre les prochaines crises.Estelle Brachlianoff raconte comment elle combine un management humain et sincère, la course à l'innovation et l'urgence climatique, à une époque où l'eau devient une ressource aussi disputée que le pétrole.En prime, les conseils d'Estelle si vous souhaitez travailler à ses côtés : l'envie d'y aller, la force intérieure et le sens de la mission comptent bien plus que le CV.Vous pouvez contacter Estelle Brachlianoff sur LinkedIn.TIMELINE:00:00:00 = Enfant, tu voulais être astronaute, tu finis dans les ordures 00:20:36 = Des usines Veolia entourées de missiles Patriot 00:24:14 = Thames Water : le scandale anglais qui menace d'arriver en France 00:29:50 = "À la sortie de mes toilettes, tu es capable de me faire de l'eau potable ?” 00:38:39 = Refroidir un data center ou irriguer un champ : qui choisit ? 00:45:13 = Sécheresses, méga-bassines, dessalement : s'adapter au dérèglement climatique 00:54:16 = Ta poubelle jaune, une mine de ressources 01:06:32 = L'énergie chez Veolia : Saclay, les critiques des écologistes et pourquoi pas d'éolien 01:17:40 = Les PFAS, ces polluants "éternels” 01:32:35 = Actionnaires, salariés, État : à qui doit servir une entreprise ? 01:50:50 = Une grosse douzaine de personnes lui rapportent directement 01:57:48 = L'IA chez Veolia : data centers, SecureGPT et "Talk to my plant" 02:07:36 = Décider à l'instinct plutôt qu'aux chiffres 02:13:00 = Seulement 4 femmes à la tête d'une entreprise du CAC 40Les anciens épisodes de GDIY mentionnés : #563 - Benoit Bazin - Saint-Gobain - Tripler la valorisation de la plus vieille entreprise du CAC 40#471 - Philippe Brassac - Crédit Agricole - Diriger la première banque de France#467 - Christel Heydemann - Orange - Diriger un des fleurons du CAC 40#461 - Sébastien Bazin - PDG du groupe Accor - Diriger un groupe coté en bourse sans ordinateur#321 - Georges-Olivier Reymond - Pasqal - Et si le leader mondial du Quantum Computing était Français ?Nous avons parlé de :Usines de dessalement détroit d'OrmuzCarburant, eau potable… La situation au Moyen OrientThames Water ?Dessalement de l'eau de mer : les solutions VeoliaData centerPFASCanicule 2026Record mondialFleurons - VivendiLes recommandations de lecture :La Lumière vacillante, de Nino HaratischwiliAda or Ardor: A Family Chronicle, by Vladimir Nabokov
Ep 259 One World in a New World with Greg the Hydrogen ManWhat if the simplest and most abundant element in the universe has something to teach us not only about biology—but about consciousness itself?In this extraordinary episode of One World in a New World, Zen Benefiel sits down with molecular hydrogen researcher and educator Greg the Hydrogen Man for a conversation that travels far beyond conventional discussions of hydrogen and water.Greg's journey began surprisingly early. As a child, he experienced an intense sense of spiritual disconnection accompanied by visions, inner experiences, and questions about human suffering that he struggled to understand. Those experiences eventually became part of a much larger search—one that carried him through personal crisis, a near-death experience, more than two decades working around the medical field, and eventually into an intensive exploration of molecular hydrogen.What begins as a conversation about hydrogen quickly becomes something much bigger.Zen and Greg explore the relationship between hydrogen, water, cellular health, consciousness, gratitude, intention, purity, skepticism and our connection with the larger universe. Greg shares the experiences and observations that led him to view hydrogen not merely as an element, but as what he calls the “life molecule”—while Zen connects the conversation with themes explored in Coherence: From Hydrogen to Humanity.Along the way, they ask provocative questions about what happens when we stop separating the physical from the inner world. Could caring for the body affect the clarity with which we experience consciousness? What role might clean water, attention, gratitude and intention play in human wellbeing? And why does something as seemingly simple as hydrogen open such enormous questions about life itself?One of the most compelling moments arrives near the end when the conversation turns toward purity—not only purity of water, air and food, but what Zen describes as the purity of our “attention, intention, and interaction.” Greg responds that purity may ultimately be one of our closest approaches to truth.This isn't simply a conversation about hydrogen.It is an invitation to reconsider the relationship between the elemental and the experiential, the measurable and the mysterious, the body and consciousness.Come curious. Question everything. Explore the evidence for yourself.And perhaps ask a deceptively simple question:What changes when we begin treating the human body, mind, environment and consciousness as parts of one interconnected system?This conversation includes personal experiences, interpretations and health-related claims from the guest and should not be considered medical advice. Health decisions should be discussed with an appropriately qualified healthcare professional.#Hydrogen #MolecularHydrogen #Consciousness #Water #Coherence #Gratitude #NDE #Wellbeing #OneWorldinaNewWorld #ZenBenefielConnect with Greg: https://www.instagram.com/uprising144k_Greg's Podcast Channel: https://www.youtube.com/@UCiyGbH-19m_qXPPqiGR6VwA Lourdes Hydrofix: https://holyhydrogen.com/Join this channel to get access to perks:https://www.youtube.com/channel/UCuZl_29zHxehqeL89KSCWFA/join__________Coherence Engine - https://AIUniversalEngine.comA different view of reality: https://youtu.be/uhhWJhwEtX8
Cześć, dzień dobry!W tym odcinku podcastu „BSS bez tajemnic” rozmawiam z Magdaleną Szabelską, Senior Key Account Manager w Adecco, o tym, jak zmienia się rynek IT Contractingu i czego firmy będą oczekiwały od kontraktorów IT w najbliższych latach.IT Contracting przez lata kojarzył się przede wszystkim z szybkim dostarczaniem specjalistów i klasycznym body leasingiem. Dzisiaj ten model przechodzi wyraźną transformację. Firmy coraz częściej nie szukają po prostu kolejnych osób do projektu, ale konkretnych kompetencji i rozwiązania problemu biznesowego.Rozmawiamy więc o tym, kim jest współczesny IT kontraktor, dlaczego doświadczenie i szerokie kompetencje technologiczne zyskują na znaczeniu oraz dlaczego juniorzy mają ograniczone możliwości wejścia w świat IT Contractingu. Pojawia się również temat AI i jego wpływu na liczbę oraz charakter projektów kontraktowych.Zastanawiamy się także nad przyszłością modeli Build, Buy i Rent, znaczeniem upskillingu, automatyzacją procesów rekrutacyjnych oraz tym, czy CV nadal jest najważniejszym elementem oceny specjalisty IT. Rozmawiamy o specjalizacji branżowej, pracy zdalnej, nearshoringu i offshoreingu oraz o tym, dlaczego Polska nadal jest interesującym miejscem do pozyskiwania kompetencji technologicznych.Na koniec patrzymy trzy lata do przodu. AI, data centers i cyber security to według Magdaleny obszary, które będą szczególnie istotne dla przyszłości IT Contractingu. Jednocześnie rynek będzie coraz mocniej przesuwał się od prostego dostarczania ludzi w stronę kompleksowych rozwiązań technologicznych. Linki:Magdalena Szabelska na Linkedin - https://www.linkedin.com/in/magdalenaszabelska/Adecco - https://www.adecco.com/pl-plOutsourcing IT w Adecco - https://www.adecco.com/pl-pl/szukam-pracownika/uslugi-it **************************** Nazywam się Wiktor Doktór i na co dzień prowadzę Klub Pro Progressio https://proprogressio.com/pl/dzialalnosc/klub-pro-progressio/1 – to społeczność wielu firm prywatnych i organizacji sektora publicznego, którym zależy na rozwoju relacji biznesowych w modelu B2B. W podcaście BSS bez tajemnic poza odcinkami solowymi, zamieszczam rozmowy z ekspertami i specjalistami z różnych dziedzin przedsiębiorczości.Zapraszam do odwiedzin moich kanałów na:YouTube - https://www.youtube.com/@wiktordoktor Facebook - https://www.facebook.com/wiktor.doktor LinkedIn - https://www.linkedin.com/in/wiktordoktor/ Moja strona internetowa - https://wiktordoktor.pl/ Możesz też do mnie napisać. Mój adres email to - kontakt(@)wiktordoktor.pl **************************** Patronami Podcastu “BSS bez tajemnic” są: Marzena Sawicka https://www.linkedin.com/in/marzena-sawicka-hillway-training/Przemysław Sławiński https://www.linkedin.com/in/przemys%C5%82aw-s%C5%82awi%C5%84ski-155a4426/ Damian Ruciński - https://www.linkedin.com/in/damian-rucinski/ Szymon Kryczka https://www.linkedin.com/in/szymonkryczka/Grzegorz Ludwin https://www.linkedin.com/in/gludwin/ Adam Furmańczuk https://www.linkedin.com/in/adam-agilino/ Igor Tkach - https://www.linkedin.com/in/igortkach/ Damian Wróblewski - https://www.linkedin.com/in/damianwroblewski/ Paweł Łopatka - https://www.linkedin.com/in/pawellopatka/ Wiktor Doktór Jr. - https://www.linkedin.com/in/wiktor-dokt%C3%B3r-jr-916297188/Agata Stolarz - https://www.linkedin.com/in/agata-stolarz/Hubert Antczak - https://www.linkedin.com/in/hubert-antczak/ Wspaniali ludzie, dzięki którym pojawiają się kolejne odcinki tego podcastu. Ty też możesz wesprzeć rozwój podcastu na: Patronite - https://patronite.pl/wiktordoktor Patreon - https://www.patreon.com/wiktordoktor Buy me a coffee - https://www.buymeacoffee.com/wiktordoktor Buycoffee.to - https://buycoffee.to/wiktordoktor Become a supporter of this podcast: https://www.spreaker.com/podcast/bss-bez-tajemnic--4069078/support.
Cooptation, IA et recrutement : pourquoi le sourcing tel qu'on le connaît est en train de finirRecrutement, cooptation, sourcing, marque employeur, IA appliquée aux RH : cet épisode part du plafond de verre que tout recruteur finit par rencontrer sur LinkedIn et sur les jobboards. Les taux de réponse s'effondrent, les canaux saturent, l'intelligence artificielle fait exploser le volume de candidatures non qualifiées. Et pendant ce temps, la ressource la plus précieuse pour recruter dort dans l'entreprise : le réseau des salariés. Un épisode pour les DRH, recruteurs et dirigeants qui cherchent des leviers concrets sur la cooptation, la mobilité interne, l'expérience candidat et l'usage de l'IA en recrutement.L'INVITÉAntoine Barré est le fondateur de Bambboo, une solution qui analyse le réseau des collaborateurs pour identifier les profils correspondant aux offres d'emploi de l'entreprise. Il ne vient pas des RH : entrepreneur dans le sport puis dans le transport. Avec son équipe, il a échangé avec des centaines de DRH et recruteurs, et étudié les pratiques de cooptation de plus de 200 entreprises.CE QUE L'ON APPREND
The news cameras may be following rising tensions between President Trump and President Pezeshkian of Iran, but deep in the bowels of the United Nations, fifteen countries are about to choose, in private, the person who speaks for 8 billion people. It's a process so opaque that even the candidates can't see who is voting for or against them, and - bizarrely - rumours are spreading that the eventual winner could be someone who hasn't yet entered the field. This week, Tom Rivett-Carnac and Christiana Figueres are together in New York for the UN General Assembly and Climate Week NYC, joining the Be Hope Podcast Takeover for a second year. As the race to replace António Guterres heads towards a fourth straw poll, Christiana - who ran for the job herself in 2016 - takes the mechanics apart: the five vetoes, the ten members whose preferences can be overruled, and the 193 countries who ‘approve' a winner, but never get a choice. Tom and Christiana size up the race, while Christiana remembers the question that probably cost her the job in 2016, and the day she slid a sealed brown envelope across the desk of Russia's foreign minister, Sergey Lavrov. And Christiana speaks with her old friend Susana Malcorra, who was Ban Ki-moon's chef de cabinet before becoming Argentina's foreign minister, and running for Secretary-General alongside her in 2016. Despite multiple qualified candidates, the United Nations has never been led by a woman. Susana co-founded GWL Voices, and she has spent the years since campaigning for the first Madam Secretary-General. Whoever wins inherits a defunded institution in a fractured world, and a first task Christiana calls unavoidable and painful. What is the UN actually for now? And if multilateralism as we've known it has stopped working, who convenes the world on climate instead?Will the next leader be more Secretary or General?Recorded in New York during Climate Week NYC, as part of the Be Hope Podcast Takeover for a second year.Learn More
Bienvenue dans FIFTY STATES !!!Question flash : Vous connaissez combien de présidents US ???Honnêtement ?Sur les 45 qui ont dirigé le pays ?Pas tant que ça pas vrai....C'est pas grave !On est là pour ça !Aujourd'hui, on parle du troisième président des USA.Il s'appelle : Thomas Jefferson.Un gars qui aimait Paris, les Tuileries et les Champs-Elysées.Un gars qui a quand même écrit la Déclaration d'Indépendance.C'est pas rien...Pour tout savoir sur ce président au CV très très rempliUne seule adresse : le podcast FIFTY STATES !Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.
Bài của Anh Cả Kevin G. Brown Thuộc Nhóm Túc Số Thầy Bảy Mươi của Giáo Hội Các Thánh Hữu Ngày Sau của Chúa Giê Su Ky Tô đăng trong tạp chí Liahona tháng 9, năm 2026 Tôi càng lớn tuổi thì các lẽ thật giản dị của phúc âm của Chúa Giê Su Ky Tô càng trở nên quan trọng hơn đối với tôi. Việc chấp nhận lẽ thật rằng Thượng Đế là Cha Thiên Thượng nhân từ của chúng ta sẽ hướng dẫn mọi quyết định của chúng ta. Chủ Tịch Dallin H. Oaks đã dạy rằng: “Cha Thiên Thượng yêu thương tất cả con cái của Ngài nhiều đến nỗi Ngài muốn tất cả chúng ta đều được sống mãi mãi trong một vương quốc vinh quang. Hơn nữa, Ngài muốn chúng ta sống vĩnh viễn với Ngài và Con Trai của Ngài, Chúa Giê Su Ky Tô.” Thượng Đế sẽ không ép buộc chúng ta hoặc lấy đi khỏi chúng ta khả năng tự đưa ra lựa chọn. Tình yêu thương trọn vẹn và kế hoạch đầy lòng thương xót của Ngài bảo đảm rằng chúng ta sẽ thừa hưởng một vương quốc dựa vào ước muốn của chúng ta như được phản ánh trong luật pháp mà chúng ta chọn để tuân theo (xin xem Giáo Lý và Giao Ước 88:28–32). Việc lập các giao ước và cố gắng tuân giữ các giáo lệnh cho thấy rằng chúng ta sẵn lòng để cho Thượng Đế ngự trị. Chủ Tịch Russell M. Nelson (1924–2025) đã dạy: “Từ sẵn lòng là rất thiết yếu. … Chúng ta đều có quyền tự quyết của mình. … Chúng ta có thể, [hoặc] chọn để cho Thượng Đế ngự trị trong cuộc sống của mình, [hoặc] không. Chúng ta có thể, [hoặc]chọn để Thượng Đế là Đấng có ảnh hưởng mạnh mẽ nhất trong cuộc đời mình, [hoặc] không.” Chúng ta có nhận ra quyền năng thiêng liêng của quyền tự quyết—một quyền năng mà Thượng Đế tôn vinh và tìm cách củng cố trong mỗi chúng ta không? Anh Chị Em Sẽ Để Ai Ảnh Hưởng đến Cuộc Sống của Mình? Trong suốt cuộc đời tôi, các môn đồ chân chính của Chúa Giê Su Ky Tô đã ảnh hưởng tốt đến tôi. Nhiều ảnh hưởng trong số này đến theo cách rất cá nhân: một cánh tay choàng lên vai tôi, một cuộc trò chuyện nhỏ trong bữa ăn tối, một cuốc xe đi nhờ sau chuyến phục sự, hoặc thời gian cùng với giảng viên khóa học phúc âm dành cho giới trẻ. Đôi khi, tôi là học sinh duy nhất trong khóa học phúc âm dành cho giới trẻ, vậy mà giảng viên của tôi vẫn siêng năng đến lớp vì biết rằng tôi sẽ ở đó. Tôi đã tham dự vì biết rằng giảng viên của tôi sẽ ở đó. Những năm tháng thiêng liêng đầu đời đó đã giúp định hình nên cuộc đời tôi. Phục vụ truyền giáo, kết hôn trong đền thờ, học hành, và tuân giữ các giao ước đã trở thành những mục tiêu không thể thương lượng. Chúng ta sống trong một thế giới mà “những người có ảnh hưởng” đang trở nên phổ biến hơn, nhất là những người có ảnh hưởng trong thời đại số—những người mà chúng ta có thể chưa bao giờ gặp, nhưng là những người mà chúng ta thường trao cho họ sự chú ý lắng nghe, sự tập trung suy nghĩ, thời gian, và cả tấm lòng mình. Khi chúng ta gọi ai đó là “người có ảnh hưởng,” chúng ta đang thực sự có ý gì? Chúng ta có để cho họ định hướng lối suy nghĩ, các mối quan hệ, các ưu tiên, hạnh phúc của chúng ta và sự hiểu biết về lẽ thật không? Với rất nhiều người có ảnh hưởng ngoài kia, lẽ thật có thể dường như không chắc chắn, hay thay đổi, dễ bị bẻ cong, mang tính tương đối và có thể thương lượng. Chúng ta phải tự hỏi bản thân: ”Ai thực sự xứng đáng để ảnh hưởng đến chúng ta?” Chúng ta chọn những ai được phép ảnh hưởng đến cuộc sống của chúng ta, cũng như trong thời gian bao lâu. Vì Thượng Đế là Đấng quyền năng và tối cao nhất trong vũ trụ, chẳng phải chúng ta nên để Ngài trở thành ảnh hưởng lớn nhất trong cuộc sống của mình sao? Các Dấu Hiệu của một Ảnh Hưởng Tốt Nhiều người có ảnh hưởng tốt đến người khác, nhưng chúng ta phải cẩn thận! Hai giáo lệnh lớn của Thượng Đế được ban ra theo thứ tự thiêng liêng: Yêu mến Thượng Đế. Yêu mến người lân cận mình. (Xin xem Ma Thi Ơ 22:37–40.) Các lệnh truyền này phụ thuộc lẫn nhau nhưng đừng nhầm lẫn: thứ tự của các lệnh truyền này cũng quan trọng như những gì chúng mời gọi chúng ta làm. Thượng Đế được ưu tiên trước! Việc đặt ảnh hưởng của Ngài lên trước nhất giúp chúng ta phân biệt những ảnh hưởng nào khác nên được cho phép trong cuộc sống của mình—những ảnh hưởng phù hợp với Ngài, với các mục đích và những lời giảng dạy của Ngài—và cách chúng ta có thể ảnh hưởng tốt đến người khác. Ảnh Hưởng của Đức Thánh Linh Một ảnh hưởng mạnh mẽ khác mà chúng ta nên trân quý là Đức Thánh Linh. Thỉnh thoảng, Ngài bị áp đảo bởi những tiếng ồn xung quanh chúng ta và chúng ta phớt lờ Ngài. Chúng ta cũng làm suy giảm ảnh hưởng của Ngài khi hướng mình đến điều không thánh thiện, báng bổ, tùy tiện, tà ác, hoặc xác thịt. Ảnh hưởng của Đức Thánh Linh làm thay đổi cuộc sống và mang lại sự rõ ràng, bình an và niềm vui vượt quá mọi sự hiểu biết (xin xem Phi Líp 4:7). Tôi biết ơn ảnh hưởng của tiếng nói êm ái, nhỏ nhẹ của Đức Thánh Linh. Chủ Tịch Nelson đã dạy: “Hãy chọn làm công việc thuộc linh được đòi hỏi này để vui hưởng ân tứ Đức Thánh Linh và nghe được tiếng nói của Thánh Linh thường xuyên hơn và rõ ràng hơn.” Chủ Tịch Henry B. Eyring, Đệ Nhất Cố Vấn trong Đệ Nhất Chủ Tịch Đoàn, nói: “Tiếng nói đó êm ái, nhỏ nhẹ—mà có thật—rất rõ ràng và dễ nhận thấy trong tâm trí tôi khi tôi có cảm giác bình tĩnh trong thâm tâm và tuân phục ý muốn của Chúa.” Đôi khi chúng ta có thể đánh giá thấp quyền năng ảnh hưởng của Đức Thánh Linh. Chúa Giê Su Ky Tô đã nhắc nhở các môn đồ của Ngài ngay trước khi Ngài kết thúc giáo vụ trần thế của Ngài: “Nhưng Đấng Yên Ủi, tức là Đức Thánh Linh mà Cha sẽ nhân danh ta sai xuống, Đấng ấy sẽ dạy dỗ các ngươi mọi sự, nhắc lại cho các ngươi nhớ mọi điều ta đã phán cùng các ngươi. “Ta để sự bình an lại cho các ngươi; ta ban sự bình an ta cho các ngươi; ta cho các ngươi sự bình an chẳng phải như thế gian cho. Lòng các ngươi chớ bối rối và đừng sợ hãi” (Giăng 14:26–27; sự nhấn mạnh được thêm vào). Vậy là đã rõ. Ảnh hưởng của Đức Thánh Linh không thể so sánh với bất cứ ảnh hưởng nào khác. Tiếng nói của Ngài có thể êm ái và nhỏ nhẹ, nhưng ảnh hưởng của Ngài thì rất sâu sắc trong một thế giới bất ổn. Tìm Kiếm Ảnh Hưởng Đúng Anh chị em có thể hỏi: Ảnh hưởng thiêng liêng khác với những nỗ lực của Sa Tan nhằm ảnh hưởng đến chúng ta ở những điểm nào? Ảnh hưởng thiêng liêng có thể được cảm nhận theo nhiều cách khác nhau nhưng luôn luôn soi dẫn đến sự ngay chính. Nó có thể là một tia sáng mặc khải lóe lên trong một khoảnh khắc và mời gọi hành động, hoặc nó có thể là một sự hiện diện bền vững hơn mà uốn nắn bản tính của chúng ta theo thời gian. Hãy tưởng tượng sự biến đổi khi chúng ta cho phép Cha Thiên Thượng, Chúa Giê Su Ky Tô và Đức Thánh Linh toàn quyền tiếp cận để ảnh hưởng đến chúng ta mỗi ngày. Mặt khác, Sa Tan tìm cách ảnh hưởng đến chúng ta qua tiếng ồn, sự xao lãng, định hướng sai, dối trá và sự thật nửa vời. Giống như trong giấc mơ của Lê Hi, đám sương mù tối đen che khuất tầm nhìn của chúng ta, làm mất tinh thần chúng ta, và gây ra sự tuyệt vọng. Dòng nước dơ bẩn cuốn chúng ta vào một cuộc sống với đà thúc đẩy riêng của nó. Chúng ta có thể bị lạc trong những con đường xa lạ, và tòa nhà vĩ đại rộng lớn làm chúng ta xao lãng với vẻ hào nhoáng, quyến rũ và sự hấp dẫn của sự dễ dàng và thoải mái. Tất cả đều là những mưu đồ xảo quyệt của Lu Xi Phe để giữ chúng ta rời khỏi cây sự sống. (Xin xem 1 Nê Phi 8:23–33; 12:16.) Trong khi Thượng Đế tôn trọng quyền tự quyết của chúng ta, thì Sa Tan lại tìm cách hủy diệt nó. Đây là cuộc chinh phục của cá nhân hắn, và thật không may, nhiều người đang nhượng bộ ảnh hưởng của hắn. Quyền năng thật sự được sử dụng đúng cách—giống như cách của Cha Thiên Thượng và Chúa Giê Su Ky Tô—chính là khả năng ảnh hưởng tốt đến người khác (xin xem Mô Rô Ni 7:13; Giáo Lý và Giao Ước 121:36–37, 41–44). Lời Mời và Lời Hứa Tôi mời anh chị em suy ngẫm về những ai và điều gì mà anh chị em sẽ cho phép ảnh hưởng đến mình. Hãy chủ động trong việc lựa chọn những ảnh hưởng ngay chính cho ngôi nhà, thiết bị điện tử, giải trí, mạng truyền thông xã hội, và các mối quan hệ của anh chị em.Hãy một lần nữa tôn Thượng Đế Đức Chúa Cha, Vị Nam Tử của Ngài là Chúa Giê Su Ky Tô, và Đức Thánh Linh là những nguồn ảnh hưởng chính trong cuộc sống của anh chị em. Khi anh chị em làm như vậy, mối quan hệ của anh chị em với các Ngài sẽ trở nên cá nhân hơn, mạnh mẽ hơn, và không thể phá vỡ được. Ảnh hưởng của các Ngài sẽ mang lại niềm vui, sự bình an, và sức mạnh thiêng liêng—làm gia tăng khả năng của anh chị em để ảnh hưởng tốt đến những người khác. Với ảnh hưởng của các Ngài, anh chị em sẽ quan tâm lẽ thật đến từ đâu. Anh chị em sẽ trân quý những điều thiêng liêng và duy trì đà thúc đẩy phần thuộc linh trên con đường giao ước. Chúng ta hãy “tôn Đức Giê Hô Va vạn quân là thánh” (Ê Sai 8:13) và sống mỗi ngày với khát khao thánh thiện để nghe tiếng Ngài—trong cả các vấn đề thế tục lẫn thuộc linh. The post Podcast số 609 – Liahona tháng 9, 2026 – Hãy Để Thượng Đế Là Ảnh Hưởng Quan Trọng Nhất Trong Cuộc Sống của Anh Chị Em – Kevin G. Brown appeared first on Thánh Hữu Việt Nam.
Il a choisi de se retirer. En cette rentrée littéraire, l'auteur Antoine Volodine publie au même moment, sous le nom du collectif Infernus Iohannes, onze livres chez onze éditeurs différents. Antoine Volodine a initié le mouvement littéraire du « post-exotisme » au mitan des années 1990, car il estimait que ses écrits ne pouvaient se ranger dans aucune catégorie littéraire existante. Il a lui-même défini ce courant « Une littérature de l'ailleurs, venue d'ailleurs, allant vers l'ailleurs » ou « Une littérature étrangère écrite en français ». Ou encore « l'exotisme qui part d'un regard de la métropole vers l'extérieur, le cœur est à l'extérieur et regarde la métropole ». Il a développé son œuvre sous de nombreux pseudonymes ou -hétéronymes- parmi lesquels Manuela Draeger, Elli Kronauer, Lutz Bassmann ou Infernus Iohannes. Avec ces onze livres publiés fin août, l'auteur et ses doubles entendent mettre un point final à une carrière littéraire. «J'aime beaucoup le nombre onze », explique-t-il. Pour les dix premiers volumes, les textes sont tirés de 343 brochures jamais publiées, avec des textes, des dictons mais aussi des rubriques régulières inspirées par le bouddhisme et particulièrement par le Bardo Thödol, qui évoque la « non-vie » cette période qui se situe entre la vie et la mort... Le onzième volume « Retour au goudron. Dernière livraison » est constitué par sept dernières brochures inspirées par Macau, et qui se termine par ces trois mots « Je me tais ». L'ensemble de ces livres est pessimiste mais toujours traversé par l'humour à l'image du titre de son livre Mémoire, mode d'effroi. Antoine Volodine insiste sur le fait qu'il n'y a pas de mode d'emploi pour lire ces livres, que l'auteur décrit comme une « performance ». Il ne recommande donc pas de commencer par l'un des livres plutôt qu'un autre « on peut piocher ce qu'on veut pour commencer la lecture de l'ensemble. Ils ne sont pas écrits pour être lus les uns à la suite des autres ». Tous les styles de la littérature y sont représentés, il y a même un CV qui énumère des faits, des « brèves de dortoir ». Il n'y a donc ni de style, ni de forme unique; ni de personnage, ni de narrateur commun. « Écrire toujours avec la même forme, c'est très ennuyeux, je voulais explorer des formes différentes pour faire surgir des images devant les lecteurs et lectrices. » Invité : Antoine Volodine. Écrivain français né en 1950. Après des études de lettres, il a enseigné le russe avant de se mettre à l'écriture dans les années 80, en publiant tout d'abord de la science-fiction aux éditions Denoël. Il imagine dès 1995 le « post-exotisme » : un style que certains ont décrit comme étant proche de la science-fiction. Il publie en cette rentrée littéraire ces onze livres chez onze éditeurs différents. « Bardo solo », aux éditions Actes Sud. « Chagrins » aux éditions de Minuit. Extrait. « Défections et Cie » aux éditions Rivages « La Grande Misère » aux éditions de L'Olivier « Malaise chez les plongeuses » aux éditions de La Volte « Les Meilleurs d'entre nous » aux éditions du Seuil « Mémoire, mode d'effroi » éditions Robert Laffont « Pavillons » « Retour au goudron. Dernière livraison » aux éditions La Marelle « Survies minuscules », aux éditions du Sous-sol « Ultimes sursauts », aux éditions La Fabrique « Zone crypte, zone miroir »aux éditions Verdier. À visiter également : le site Retour au goudron Programmation musicale : L'artiste Bernard Lavilliers avec le titre « Coriace ».
Il a choisi de se retirer. En cette rentrée littéraire, l'auteur Antoine Volodine publie au même moment, sous le nom du collectif Infernus Iohannes, onze livres chez onze éditeurs différents. Antoine Volodine a initié le mouvement littéraire du « post-exotisme » au mitan des années 1990, car il estimait que ses écrits ne pouvaient se ranger dans aucune catégorie littéraire existante. Il a lui-même défini ce courant « Une littérature de l'ailleurs, venue d'ailleurs, allant vers l'ailleurs » ou « Une littérature étrangère écrite en français ». Ou encore « l'exotisme qui part d'un regard de la métropole vers l'extérieur, le cœur est à l'extérieur et regarde la métropole ». Il a développé son œuvre sous de nombreux pseudonymes ou -hétéronymes- parmi lesquels Manuela Draeger, Elli Kronauer, Lutz Bassmann ou Infernus Iohannes. Avec ces onze livres publiés fin août, l'auteur et ses doubles entendent mettre un point final à une carrière littéraire. «J'aime beaucoup le nombre onze », explique-t-il. Pour les dix premiers volumes, les textes sont tirés de 343 brochures jamais publiées, avec des textes, des dictons mais aussi des rubriques régulières inspirées par le bouddhisme et particulièrement par le Bardo Thödol, qui évoque la « non-vie » cette période qui se situe entre la vie et la mort... Le onzième volume « Retour au goudron. Dernière livraison » est constitué par sept dernières brochures inspirées par Macau, et qui se termine par ces trois mots « Je me tais ». L'ensemble de ces livres est pessimiste mais toujours traversé par l'humour à l'image du titre de son livre Mémoire, mode d'effroi. Antoine Volodine insiste sur le fait qu'il n'y a pas de mode d'emploi pour lire ces livres, que l'auteur décrit comme une « performance ». Il ne recommande donc pas de commencer par l'un des livres plutôt qu'un autre « on peut piocher ce qu'on veut pour commencer la lecture de l'ensemble. Ils ne sont pas écrits pour être lus les uns à la suite des autres ». Tous les styles de la littérature y sont représentés, il y a même un CV qui énumère des faits, des « brèves de dortoir ». Il n'y a donc ni de style, ni de forme unique; ni de personnage, ni de narrateur commun. « Écrire toujours avec la même forme, c'est très ennuyeux, je voulais explorer des formes différentes pour faire surgir des images devant les lecteurs et lectrices. » Invité : Antoine Volodine. Écrivain français né en 1950. Après des études de lettres, il a enseigné le russe avant de se mettre à l'écriture dans les années 80, en publiant tout d'abord de la science-fiction aux éditions Denoël. Il imagine dès 1995 le « post-exotisme » : un style que certains ont décrit comme étant proche de la science-fiction. Il publie en cette rentrée littéraire ces onze livres chez onze éditeurs différents. « Bardo solo », aux éditions Actes Sud. « Chagrins » aux éditions de Minuit. Extrait. « Défections et Cie » aux éditions Rivages « La Grande Misère » aux éditions de L'Olivier « Malaise chez les plongeuses » aux éditions de La Volte « Les Meilleurs d'entre nous » aux éditions du Seuil « Mémoire, mode d'effroi » éditions Robert Laffont « Pavillons » « Retour au goudron. Dernière livraison » aux éditions La Marelle « Survies minuscules », aux éditions du Sous-sol « Ultimes sursauts », aux éditions La Fabrique « Zone crypte, zone miroir »aux éditions Verdier. À visiter également : le site Retour au goudron Programmation musicale : L'artiste Bernard Lavilliers avec le titre « Coriace ».
If you're applying for a nonclinical job, it can feel like everyone else knows the rules and no one has explained them to you. Do you need an internal referral? How much does that first recruiter call really matter? And what are interviewers actually trying to assess once you reach the formal rounds? In this episode, I'm joined by Dr. Erik Lamberth, a pediatrician who spent 18 years in clinical practice, academia, and research before transitioning into the pharmaceutical industry. Although Erik's experience is in pharma, this conversation is for anyone considering or interviewing for a nonclinical role. Erik has been involved in hiring physicians and mentoring many doctors making nonclinical transitions. Together, we walk through the hiring process from application to recruiter screening to the formal interviews and follow-up, and we look at what employers are really trying to understand about you beyond your credentials. You can find the show notes for this episode and more information by clicking here: www.doctorscrossing.com/episode256 In this episode we're talking about: Whether you need an internal referral, and why reaching out before you apply matters What a resume should highlight that your CV may not Why targeting the right job descriptions beats sending out hundreds of applications What recruiters are really assessing on that first informal screening call Dr. Erik Lamberth's insider view of the formal interview rounds and what hiring teams look for Salary expectations, pay bands, and why your base salary is king in a negotiation How to follow up, how long to wait, and what to ask even if you don't get the job Links for this episode: https://www.clearpointsadvisory.com/ Check out our Free Resources! Under the Freebie tab on our website, you can find free resource guides on a variety of topics including resumes, interviewing, LinkedIn, medical writing, pharma, chart review, time management, and telemedicine. There is also a starter kit to help you move forward when you're feeling stuck at the crossroads. Please help yourself! Thank you for listening
Mùa tuyển dụng việc làm thời vụ Giáng Sinh tại Úc đã bắt đầu, với nhiều cơ hội trong các ngành bán lẻ, kho hàng, giao nhận, hospitality và du lịch. Ngay cả khi chưa có nhiều kinh nghiệm, người tìm việc vẫn có thể tăng cơ hội được tuyển nếu biết cách chuẩn bị CV, nhấn mạnh kỹ năng phù hợp và bắt đầu nộp hồ sơ sớm.#sbsaudiopodcast
One area where AI is failing to deliver impact is recruitment and hiring. If anything, AI has made already inadequate processes worse. Algorithmic bias is rife and only cookie-cutter candidates seem to make it to the shortlist. This is leading to age discrimination, with people in their forties and fifties struggling to secure new job opportunities. Years of accumulated deep experience, knowledge and wisdom get overlooked and disregarded as they are impossible to whittle down in the overly standardised CV structure recruitment algorithms demand. In an already shrinking labour market, this is a disaster. In this episode, Jen, Dom and Cat chat with Victoria Tomlinson about why tapping into the talents of the over-fifties is one of the biggest opportunities in business today. About Victoria Tomlinson Victoria Tomlinson has spent her career challenging who gets to succeed at work and how. At EY she led a culture change programme for the London office, taking responsibility for a team of over 100 people who had been overlooked in the firm's client service focus – and making sure they weren't. She went on to run a communications business for 30 years, training organisations for the CIPR on making internal communications drive strategic goals, and was named CIPR Communicator of the Year in Yorkshire. As CEO of Next-Up she now advises boards and senior leaders on skills shortages, workforce change and how to unlock the value of experienced talent – including how AI can capture and scale critical expertise. A TEDx speaker and BBC commentator, her book Expiry Date Never makes the case that experience doesn't have an expiry date. Neither does ambition. Find Victoria on LinkedIn: https://www.linkedin.com/in/victoriatomlinson/ Victoria‘s website: https://www.next-up.com/ Expiry Date Never: https://expirydatenever.co.uk/
The Basic Due Diligence Process Hello, this is Hall T. Martin with the Startup Funding Espresso -- your daily shot of startup funding and investing. Investors funding a startup must first complete the due diligence process. The objective is to understand all the particulars about the company and the team. Here is the list of the basic due diligence process: The investment. This includes the term sheet, other investors in the round, and dilution impact. Financials. This includes the income statement and balance sheet. If they have revenue, then how much is recognized and when? Do they have debt on the books? What do the financial projections look like for the coming 3 to 5 years? Tax returns if there are any. Team. Who is on the team, and what does their CV look like? Background checks should be run on the key personnel. Contracts. What contracts have been signed for generating revenue? Employee contracts and IP assignments are in this category. Corporate What legal entity is the business filed under? C-Corp, LLC, other? Intellectual property What patents were filed and when? Sales and Marketing What are the current sales channels, revenue, and marketing programs? What are the main products the company sells? Consider this basic list of due diligence for your next investment. Thank you for joining us for the Startup Funding Espresso where we help startups and investors connect for funding. Let's go startup something today. _________________________________________________________ For more episodes from Investor Connect, please visit the site at: http://investorconnect.org Check out our other podcasts here: https://investorconnect.org/ For Investors check out: https://tencapital.group/investor-landing/ For Startups check out: https://tencapital.group/company-landing/ For eGuides check out: https://tencapital.group/education/ For upcoming Events, check out https://tencapital.group/events/ For Feedback please contact info@tencapital.group Please follow, share, and leave a review. Music courtesy of Bensound.
Give 1,000 people the identical AI-assisted résumé and change only the first name, and James is "resourceful" while Emily "can't even write a CV herself." Three studies this year show women are judged more harshly than men for the same AI use—and in a profession that's two-thirds women, that's not an HR footnote; it's how the job loss Alex Karp predicted actually happens. On this week's Spin Sucks podcast episode, Gini Dietrich walks through the research, why the adoption gap doesn't close with access or training, and four things to do about it, whether you lead the team or you're the one using the tools (or both). Read the article: https://spinsucks.com/communication/ai-resourceful-cheating My conversation with Tara McDonagh: https://communicationsbusinessadvisor.libsyn.com/episode-49-yes-and-what-gini-dietrich-and-i-learned-from-each-other Free PESO Model® Diagnostic: https://spinsucks.com/self-peso-diagnostic/ PESO Model® Certification: https://spinsucks.com/peso-model-certification/
In January 2026, Florian Kaspar was setting up Clay and other go-to-market tools inside someone else's startup. By September he had taken his years in recruiting and bet them on a single job title: GTM engineer. He now runs Pipebuilders, a headhunting business that places only that role, and he hosts the Pipebuilders podcast, where he interviews the people who do the work.Florian sits between founders who want AI inside their sales and the small group of people who can build it, so he sees the job offers, the salaries, and the hires that fall apart.I came in as the skeptic, because to me GTM engineer sounded like a fancy title. So I asked him what these people do all day, what they really earn, how much pipeline one person can create, and what it costs a founder to hire the wrong one. He also told me who should never hire one, and why a job post and a CV are the wrong tools to find the right one.If you still do every sale yourself and your next move is to hire a salesperson, this episode gives you a different way to look at that decision before you sign anyone.
Do we have free will? Do we have a choice in what we do? Philosophers and theologians have debated these questions for centuries; Robert Sapolsky answered them when he was 14. Free will, he concluded, simply does not exist. Robert is now in his sixties. He has degrees from Harvard and Rockefeller University; he won a MacArthur “genius” award; and he's a professor at Stanford, where he holds joint appointments in biology, neurology, and neurosurgery. But despite how much time has passed and how long his CV has grown, he never lost his youthful fascination with free will — or our lack thereof — so he decided to write a book about it. It's called Determined, and in addition to assembling a formidable case against free will, Robert makes the intriguing argument that if we can abandon our illusion of volition, we can build a more humane world. This episode first aired in January 2024.
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If you've ever been curious about board roles - getting your first one, making it work, or eventually sitting in the chair - this episode is worth your time.Whether you're a senior leader thinking about a portfolio career, or you're already on boards and wondering what the next step looks like, the world of non-executive directorships and chairing is one that very few people explain clearly. Most people learn by doing. That means most people make avoidable mistakes.Lisa Tennant has been working in a portfolio career for 17 years. She chairs the Scottish Environment Protection Agency and the NHS Pension Scheme for England and Wales, and through the Chair Circle she works with current and aspiring chairs. She's done over a hundred board interviews and received feedback on every one she didn't get.In this episode we cover what it actually takes to get on a board, what distinguishes a great board member from the chair's perspective, and why the chair role is far more demanding than most people expect.Three things we explored:✳️ Your board brand matters more than your CV. The board recruitment market is competitive, and a generic pitch won't land. The people who get roles can clearly articulate what problem they solve for that specific board - which requires research, positioning, and a willingness to niche down.✳️ The chair role is not a step up from board member - it's a different job. Lisa talks about moving from board member to chair and realising the full scope and weight of the role. The buck stops with the chair, and at times the pressure is comparable to a full executive role.✳️ Trust is the thread that holds everything together. Whether it's the board-CEO relationship, the dynamic between board members, or the chair's ability to lead - nothing functions without it. Building trust deliberately is the chair's primary responsibility, in and out of the boardroom.Lisa's Amplifiers:✳️ Read The 80/20 Principle by Richard Koch. Apply it to your strategy, your annual review, and your decisions. If you can only do three things, which ones give you the most leverage?✳️ Simplify your choices with one clear rule. Lisa cut out processed carbs and reversed pre-diabetes. The principle is the same as 80/20 - one rule that removes decision fatigue and gives you the most impact for the least effort.✳️ Put people first - at work and at home. In the boardroom, nothing happens without trust, and trust only comes from genuinely prioritising the people around you. Outside work, the same applies. The relationships in your life matter more than the career.If this conversation sparked something, follow the show on Apple Podcasts or Spotify so you don't miss a week.Connect with Lisa on Linkedin.Timestamps:[00:00] Introduction[01:39] Lisa Tennant - portfolio career and the Chair Circle[03:01] Who should be thinking about board roles[07:42] Executive boards vs advisory boards[09:09] What boards are looking for in candidates[11:45] Board brand and the elevator pitch[15:38] Why rejection is part of the process[16:52] How much operational work do board roles involve[19:24] Due diligence before you accept a board role[23:06] Is it easy money - setting expectations[25:48] What makes a great board member[28:11] What does a dysfunctional chair look like[30:46] The chair-CEO relationship[34:40] Amplifier 1 - The 80/20 Principle[37:09] Amplifier 2 - One simple dietary rule[38:21] Amplifier 3 - People first
Episode: 00337 Released on September 21, 2026 Description: What happens when an analyst's work moves from the office to the courtroom? In the sixth episode of the "Did You Know?" series, Jason Elder and Mike discuss what analysts should know before taking the witness stand. Mike shares lessons from his own experience testifying, including how to prepare with detectives and prosecutors, keep your CV current, create effective visuals, and explain complex analysis in terms a jury can understand. They also explore what not to do. Don't overstate what the data shows, overwhelm the jury, overcomplicate your explanation, overthink your answers, or overreact during cross-examination. From phone analysis and courtroom presentations to jury questions and defense interviews, Jason and Mike offer practical advice for analysts who may someday find themselves testifying about their work. The takeaway is simple: prepare, know your work, communicate clearly, and let the data speak for itself.
She watched 140 million senior citizens become invisible overnight. During the COVID-19 lockdowns, Arasi noticed a quiet crisis hiding in plain sight: elderly people struggling with everyday tasks while their families lived far away. This observation sparked the creation of 60 Plus, an elder-care platform that supported nearly 50,000 seniors across India over six and a half years. Arasi opens up about building a deeply human business from the ground up, her journey into angel investing, and how leaning into AI transformed her company. The “error book” Arasi has kept throughout her entrepreneurial journey. Why cultural fit changed Arasi's approach to hiring. And much more.In This Episode, We Cover:Building & Scaling 60 Plus: How Arasi found her first customers through local WhatsApp communities and the personal cost of running an empathy-driven business.The Exit Strategy: Knowing exactly when to pivot and why she chose to sell the company's assets while retaining the brand.Angel Investing in Women: What she looks for in entrepreneurs, why founder readiness matters, and why cultural alignment always beats a perfect CV.Building during COVID and finding product-market fitEarly-Stage Advice: Why founders should focus on securing their first customers before obsessing over building the perfect product.Embracing AI: How Arasi overcame her initial hesitation to learn AI, ultimately using it to streamline 60 Plus operations and rebuild her team around two core strengths: genuine human connection and AI proficiency.A serial entrepreneur from Chennai. Over the years, she's built ventures across different spaces — from a
Every leader has made a recruitment decision they later regretted. More often than not, the warning signs were there early, we were just looking in the wrong place.In this episode of The Lonely Leader, James Rule makes the case that recruiting the right people has very little to do with the CV in front of you, and almost everything to do with the person behind it. Drawing on his years as a chief executive in professional sport, he explains why a CV is a highlights reel, why the strongest candidates are rarely the ones who remind you of yourself, and the specific signals he looks for that no qualification will ever show you, from how someone handles failure to the care they take over the things within their control.He also shares the single question he has asked for years to draw out what a person actually values, and why setting it alongside how someone deals with failure can tell you almost everything you need to know about their character in about four minutes.Whether you are recruiting your first person or your fiftieth, this is a grounded, practical look at how to avoid a costly bad appointment and make a great one.KEY TAKEAWAYS• Why a CV is a highlights reel, and how to read it with the right degree of caution• The interview trap, and why the best candidate is rarely the best interviewee• The danger of recruiting another version of yourself, and the blind spot it creates in a team, with a nod to Matthew Syed's Rebel Ideas and the intelligence failures around 9/11• The signals that matter more than any qualification: presentation and self-discipline, how someone handles failure, curiosity over certainty, how they treat people who can do nothing for them, and values over culture fit• The one question James has asked for years to reveal what a person truly values• A simple challenge to run against your own past hires, good and bad, to spot the patternsAccelerate your growth and development with The Lonely Leader Academy If you want to work through some of these areas in more depth, to accelerate your learning and access tools, tactics and tips to drive performance and enhance fulfilment then check out The Lonely Leader Academy.The Lonely Leader Academy: https://tll.academyENJOYED THE EPISODE?James works with senior leaders, CEOs, and founders who want to perform at the highest level without losing what matters most in the process. If this conversation has prompted something for you professionally or personally James would genuinely love to hear from you.You can reach him directly via LinkedIn or through the website below. Everything shared is in complete confidence.ABOUT THE HOST James is an experienced mentor, coach and thought leader who works with a range of clients from FTSE 100 companies, SME´s the NHS and wider public and not for profit sectors.His twenty year career in elite sport initially as a professional rugby player but predominantly as a chief executive has given him an invaluable insight in managing the success, failures and pressures associated with leadership at the highest level.As a high performance coach James specialises in enhancing resilience and leadership development. He is a passionate advocate of the notion that to find lasting fulfilment we need to take a holistic view of high performance. CONNECT & CONTACT The Lonely Leader Academy: The Lonely Leaderwww.thelonelyleader.co.ukThe Lonely Leader's LinkedIn James' LinkedInInstagramhello@thelonelyleader.co.uk THIS SHOW WAS BROUGHT TO YOU BY LONELY LEADER MEDIA NEWSLETTERSign Up to The Leadership Accelerator Newsletter for advice, inspiration and ideas, you'll also receive James' Top 10 Tips for Combating Your Fear of Public Speaking. Hosted on Acast. See acast.com/privacy for more information.
Fluent Fiction - French: Élodie's Path to Balance: Mastering Personal and Academic Renewal Find the full episode transcript, vocabulary words, and more:fluentfiction.com/fr/episode/2026-09-21-07-38-19-fr Story Transcript:Fr: La lumière dorée de l'automne éclairait les routes du campus.En: The golden light of autumn illuminated the campus roads.Fr: Les arbres se teintaient de rouge et d'orange, et les étudiants, les bras chargés de livres, se hâtaient vers leurs classes.En: The trees were turning shades of red and orange, and the students, arms loaded with books, were hurrying to their classes.Fr: Dans un coin du dortoir, Élodie observait le paysage magnifique depuis sa fenêtre.En: In a corner of the dormitory, Élodie observed the magnificent landscape from her window.Fr: Sa chambre était petite mais chaleureuse, avec des affiches de paysages de montagnes et des piles de livres éparpillées un peu partout.En: Her room was small but cozy, with posters of mountain landscapes and piles of books scattered everywhere.Fr: Élodie était une étudiante ambitieuse.En: Élodie was an ambitious student.Fr: Ses journées étaient remplies de cours, d'un petit boulot au café du coin, et de réunions pour le groupe étudiant qu'elle dirigeait sur la durabilité environnementale.En: Her days were filled with lectures, a part-time job at the cafe on the corner, and meetings for the student group she led on environmental sustainability.Fr: Mais, parfois, elle avait l'impression de jongler avec trop de tâches à la fois.En: But sometimes she felt like she was juggling too many tasks at once.Fr: Son agenda débordait de rendez-vous et de notes autocollantes.En: Her planner overflowed with appointments and sticky notes.Fr: Un après-midi, alors qu'elle feuilletait son planificateur coloré, Antoine, son ami, frappait à sa porte.En: One afternoon, as she flipped through her colorful planner, Antoine, her friend, knocked on her door.Fr: "Élodie!En: "Élodie!Fr: Pourquoi ne rejoins-tu pas l'équipe de débat?En: Why don't you join the debate team?Fr: Ça pourrait être super pour ton CV!"En: It could be great for your resume!"Fr: Élodie hésitait.En: Élodie hesitated.Fr: "Je ne sais pas, Antoine.En: "I don't know, Antoine.Fr: Je suis déjà très occupée..." "Mais ça vaut le coup!"En: I'm already very busy..." "But it's worth it!"Fr: insista-t-il.En: he insisted.Fr: Élodie se sentait tiraillée.En: Élodie felt torn.Fr: Rejoindre l'équipe de débat semblait une excellente opportunité, mais elle savait qu'elle ne pouvait pas tout faire.En: Joining the debate team seemed like an excellent opportunity, but she knew she couldn't do everything.Fr: Plus tard, elle prit un café avec sa meilleure amie, Claire, dans le salon commun.En: Later, she had a coffee with her best friend, Claire, in the common room.Fr: "Je crois que je dois alléger mon emploi du temps," avoua Élodie.En: "I think I need to lighten my schedule," admitted Élodie.Fr: "Je me sens un peu...En: "I feel a little...Fr: submergée."En: overwhelmed."Fr: Claire acquiesça en souriant.En: Claire nodded with a smile.Fr: "Tu devrais essayer de simplifier.En: "You should try to simplify.Fr: Dis non aux choses que tu ne peux pas gérer.En: Say no to things you can't manage.Fr: Il y a un atelier sur la gestion du temps, tu devrais y aller."En: There's a workshop on time management, you should attend."Fr: Une semaine plus tard, Élodie se retrouva en pleine crise quand elle réalisa qu'elle avait oublié une importante réunion pour son groupe.En: A week later, Élodie found herself in a crisis when she realized she had forgotten an important meeting for her group.Fr: Ses documents de planification étaient un fouillis, et elle s'était laissée dépasser.En: Her planning documents were a mess, and she had let herself get overwhelmed.Fr: C'était le déclic dont elle avait besoin.En: It was the wake-up call she needed.Fr: Elle prit une grande respiration et se concentra.En: She took a deep breath and focused.Fr: Armée de conseils de Claire et de nouvelles compétences apprises pendant l'atelier de gestion du temps, Élodie s'assit pour réorganiser son emploi du temps.En: Armed with Claire's advice and new skills learned during the time management workshop, Élodie sat down to reorganize her schedule.Fr: Elle réévaluait chaque engagement, ne gardant que ceux qui comptaient vraiment pour elle.En: She reevaluated each commitment, keeping only those that truly mattered to her.Fr: Elle réalisa qu'elle devait apprendre à dire "non" et, plus important encore, à prendre soin d'elle-même.En: She realized she needed to learn to say "no" and, more importantly, to take care of herself.Fr: Quelques jours plus tard, Élodie était assise dans sa chambre, regardant par la fenêtre les feuilles tourbillonner doucement dans le vent.En: A few days later, Élodie sat in her room, watching the leaves gently swirl in the wind outside her window.Fr: Elle se sentait plus en paix, avec un agenda moins encombré et une nouvelle détermination.En: She felt more at peace, with a less cluttered agenda and a new determination.Fr: Désormais, elle n'enseignait pas seulement la durabilité environnementale, mais elle s'appliquait à elle-même le concept de durabilité personnelle.En: Now, she was not only teaching environmental sustainability but also applying the concept of personal sustainability to herself.Fr: Elle avait trouvé un équilibre.En: She had found balance.Fr: Elle avait changé et se sentait enfin prête à affronter le semestre avec sérénité.En: She had changed and finally felt ready to face the semester with serenity. Vocabulary Words:the light: la lumièrethe campus: le campusthe trees: les arbresto hurry: se hâterthe dormitory: le dortoirmagnificent: magnifiquethe landscape: le paysagecozy: chaleureuseto scatter: éparpillerambitious: ambitieusea job: un petit boulotthe sustainability: la durabilitéto juggle: jonglerthe planner: le planificateursticky notes: des notes autocollantesto flip through: feuilleterthe debate: le débatto hesitate: hésitertorn: tirailléeto join: rejoindrethe opportunity: l'opportunitéto simplify: simplifierto manage: gérerthe workshop: le atelierthe crisis: la criseto realize: réalisera mess: un fouillisthe advice: les conseilsto reorganize: réorganiserthe commitment: l'engagement
Kia ora e te ball bags! Producer Arun here putting together all the best bits you missed from the show today: If no one likes talking to you, Tegan has some tips. That’s RANK! Today Storme ranks “Balls”. Look, we know the Wahs lost… So we’re opening up the “Wah Wah Line” every hour so you can have a wah. Tegs successfully split the G! What are you adding to your CV? Storme got left out to dry when he was MCing the tennis. I’m telling your Mum! Who do you need to tell on from the weekend? Tegan had her first marae stay over the weekend! What crazy hobby have your parents taken up? Storme was backing Japan to win the Tennis so it would finish early and he could go to the Wahs… What culture do you wish you were apart of? Thanks for listening ya mongrels! Lots of love Producer Arun, Producer A-aron, Producer Alonaa, Producer Kanuka, Producer Mah BROTHAH, Bad Boy Alan! xx
Ep 258 One World in a New World with Marty Clemons, JDWhat if AI isn't the crisis—but an accelerant revealing how urgently our human systems need to evolve?In this expansive conversation, regenerative strategy advisor and governance attorney Marty Clemons joins Zen Benefiel to explore what happens when inner development, systems thinking, technology, governance and regenerative design converge.Marty's journey moves from a curious teenager questioning the reality around her, through yoga, entrepreneurship, law, technology and systems architecture, toward a provocative realization: many of the systems we call “broken” may actually be functioning exactly as they were designed—extracting value rather than regenerating life.So what happens when artificial intelligence enters those systems?Rather than simply asking how AI can make humans more productive, Marty challenges us to ask something larger: What are humans for in the Intelligence Age?The conversation explores AI as an accelerant, human development, regenerative versus extractive systems, shared benefit, governance, sovereign data, collaboration, trust, pattern recognition, inner work and the possibility of consciously engineering the next decade of extraordinary change.Zen also introduces the AI Universal Engine™ as another approach to human–AI collaboration—bringing deterministic machine precision together with human wisdom while keeping consequential choices human.Marty ultimately brings the conversation home: transformation begins by paying attention. Observe your thoughts, words, actions and inactions. Recognize the patterns. Take responsibility for the energy you contribute.Because if we want a different world, we have to become different people capable of creating it.Join us for a wonderfully unconventional exploration of how humanity might move from extraction toward regeneration—and use emerging intelligence to help create a future of shared benefit.Questions This Conversation ExploresIf AI is an accelerant, what exactly are we choosing to accelerate?Can we redesign extractive systems so AI creates shared benefit while helping humans reach more of their potential?And underneath both: How much must human consciousness develop to responsibly govern the intelligence we're creating?Connect with Marty: https://www.linkedin.com/in/martyclemons/Marty's Website: https://bigloveventures.com/Co-regeneration Station: https://www.co-regenerationstation.com/__________Coherence Engine - https://AIUniversalEngine.comA different view of reality: https://youtu.be/uhhWJhwEtX8
ぬるぽ放送局おたより投稿フォーム https://forms.gle/6tbmBzK6wbyavJG47 2026年9月パワープレイ 臨界モスキー党 - どすこいファンク (千秋楽バージョン) 2026・8・26 Digital Release https://notebookrecords.net/discographyportal.php?cdno=NBDL-1006 番組時間：96分15秒 出演者：夕野ヨシミ、たくや VOICEVOX:ずんだもん VOICEVOX:四国めたん ---- 2026/9/17に公開録音したものを配信いたします。 ラジオ記事はリスナーのEEチャンピオンさんが書いてくれているので楽してます。 ＜オープニング＞ ・飲食店のドリンクの氷の量を規制した方が ・これ、50円でよくね？ ・またボールの話してる ・原液そのまま飲んではいけない ・新コーナー イオシスダイレクト ・ハサミレッグイズマイライフ ・海外ニキはコスプレを本気で楽しむ ・ずっと蒸し蒸ししてた広島 ・3秒vlog ・タイパ＆ドパガキ ・ワンオペトイレ勝負は、いつか黒星へ ・これ、なんで怖いの？ ・YouTube 100万再生おめでとうございます！ 「すぷれあダイアリー／すぷれあ」 作詞：七条レタス 作編曲：D.watt ・楽曲提供しました！ 「即日採用♪まじかるキャリア／ふたりはメリーバッドエンド」 作詞：七条レタス 作編曲：D.watt ・これ、イオシスは関わってないですよね？ ・夕野ヨシミの画像が混ざったかと ・夕野ヨシミがVTuberとして、東京ゲームショウ2026にコラボ参加 「darlin™」のブースにいます ・ここだけの情報言いますよ ・9ホールの方が受付列が短いかも（ビジネスデー） ・イオシスのゲームを出せないわけではない ・在庫状況のお知らせ IOSP-0447_チルノスーパードライTシャツ(フィーバー)(ネイビー) Lサイズ残り1枚のみ！追加製造予定なし！ ・「そして誰もいなくなった」 Nintendo Switch™専用ソフト『グルーヴコースター フューチャー パフォーマーズ』へ2026/9/17に収録されました！ Song：あにー(TaNaBaTa) Arrangement・Guitar：コバヤシユウヤ Bass：john=hive Lyrics：黒田椋子 ・2026/9/25 IOSYS FANBOX pizzaプランの飲み会放送あります ・2026/10/4 イオパはビッグゲスト ・例大祭と被ってる ・らふさんの仲良しのunoさん ・飲食物の差し入れは受け取れません ・2026/10/24 イオシストークライブ 特別フード付きチケット完売！ありがとうございます 引き続き特製醤油付き予約来場チケット発売中！マストバイ！ ・味見はこの前したのでは？ ・実は半分くらい無くなってるのでは？ ・IOSYS FANBOXは結構記事出してますよね？ ・バニガ２のPOP UP SHOPの画像かと思ったら牛タンの画像だった ・活動は多岐にわたってますね ・もうすぐにゃんにゃんダイレクト ・ねこ動画出すか ＜Aパート＞ ・ふつおたです ・夕野ヨシミさん性転換していた！？ ・鍋太郎が気になる ・いつの間に女社長に？ ・エイプリルフールのネタを真に受けたAIくん ・「ロト6が当たったのでバニー空港を作ります」←AI学習用 ・夕野ヨシミ 空港 ・合ってるかどうかを調べるのが2度手間 ・ウィキペディアをAIが編集しだしたら大変 ・いじけてジャガイモしか作らなくなったAIくん ・あと5年で人類滅びます ・生き残るのは農家です ・新しい名義でノストラダムス的な本を出しましょ ・初老の飲み会の報告です ・ちゃんとしっかりした風邪を引いた ・ラーメンが食べれないのがつらいはかせ ・昆布を干す仕事 ・おじさんは若者がおじさんの悪口を言う時間を作る必要がある ・はかせのラーメンの話は次のイベントで ・機械室の横でネイキッドロフト(8畳)やりましょ ・50年経ったので壊し時 ・ロフト札幌作りましょ ・11月に北海道と沖縄でコラボイベントのあるもりくぼP ・沖縄でお正月を向かる ・東京ゲームショーの話 ・むちむちポーク！ ・寿司将棋 ・登山する勢いで行きましょう ・幕張メッセはデカかった ・今日の昼見かけましたね ・水分はレッドブルのお姉さんがいるから大丈夫 ・配信ブースもあった ・オレはインフルエンサーだぞ！と言い張ればいい ・今週はどすこいアニマルがプレゼントされるのかな？ ＜Bパート＞ ・今週も無事プレゼントされました ・みつをたです ・こよちゃんは抜けるでしょ ・クレイジータクシーの実写化 ・常設展にした方がいいのでは？ ・阿佐ヶ谷はついでなんだ ・にじさんじピックアップニュース ・毛並みが悪くならないようにスープは飲み干してほしい ・アイドルマスターサイドMニュース ・今年はアイドルマスター元年ですか？ ・台風直撃ってマ？ ・ホロライブピックアップニュース ・湿度70％越え ・ステーキだよ！ステーキだよ！ ・珍獣ハンターが面白い ・ほんものっていいな ・Vピックアップニュース ・ホロ甲子園ニュース ・CVシステム（ラジコン） ・ラジコン配信はロクなことにならない ＜エンディング＞ ・たくさんお便りありがとうございます ・引き続きお便りお待ちしてます ・チルパ作った人なんですか？ ・私が作詞しました ・私がチルパを作りましたTシャツ ・普通はカラオケに二次創作の曲入らないからね ・イオシスは地方の即売会に参加し続けます ・広島と言えば牡蠣 ・江田島ご存じですか？ ・今週末からシルバーウィーク ・実家でバニガPOP UP SHOP ・バニーカーテンはほぼ売り切れ ・ヨシミまた、性転換手術してるの！ ・連休中の生放送はやったりやらなかったり
He found his wife's name in the files on Britain's Epstein. Who else knew what was happening? Documentary maker Keaton Stone joins Andrew Gold on Heretics to discuss his investigation into Mohamed Al-Fayed, the former Harrods owner who holidayed with Princess Diana. What began with his wife's CV became a years-long search for the truth, pursued from his garden shed. The story behind “Britain's Epstein” reaches across the Atlantic. Keaton recounts allegations involving an American ambassador's daughter, explains how former CIA operatives working privately for Vanity Fair investigated Al-Fayed, and describes finding his wife's name in their surveillance records. From warnings to Princess Diana to accounts of hidden corridors and a revolving bookcase, Keaton describes the world behind Al-Fayed's public image. He discusses allegations about police, doctors and other enablers, the BBC documentary, Harrods' response, and the more than 500 survivors he says have come forward. He also explains why, in his view, public sympathy after the deaths of Diana and Dodi Al-Fayed changed the effort to expose Dodi's father. How did Al-Fayed escape accountability during his lifetime—and who still holds the evidence that could help survivors today? Subscribe to Heretics for more conversations that hold powerful people to account. CHAPTERS 00:00 The CV That Started the Al-Fayed Investigation 04:42 Al-Fayed, Harrods and Princess Diana 08:04 Diana, the Queen and the American Connection 11:34 Why the Al-Fayed Investigation Stalled 15:29 Former CIA Operatives and the Name in the Files 18:42 What Happened to Keaton Stone's Wife? 23:39 Hidden Corridors and a Bookcase That Moved 26:26 Why His Wife Wished She'd Never Told Him 29:04 Trying to Expose Al-Fayed Before He Died 32:25 Why Did the BBC Take So Long? 35:33 What Has Really Changed at Harrods? 38:27 The Police Email That Exposed Survivors' Details 41:08 What Did the Police Already Know? 45:02 Why Were Doctors Examining Harrods Staff? 50:16 How Young Were Al-Fayed's Alleged Victims? 54:08 Who Still Holds the Missing Evidence? #MohamedAlFayed #PrincessDiana #Heretics #KeatonStone #Harrods Learn more about your ad choices. Visit megaphone.fm/adchoices
Jack and Jill: AI Agents Rewiring Hiring and Job Search Jimmy interviews Matthew Wilson, founder of Jack and Jill, about how AI is worsening recruitment noise by automating mass applications and outbound recruiting, making traditional CV-based signaling less effective. Matt explains Jack and Jill's two AI agents: Jack helps individuals find and prepare for “dream jobs” through deep voice-based profiling, job matching, interview practice, and salary benchmarking (free for users), while Jill helps companies hire by capturing nuanced role needs and matching against Jack's user network; the company has 350,000 users and thousands of companies, mainly across London, San Francisco, and New York. Matt shares his background (Yorkshire Dales, Oxford, inspiration from a Batley-based startup), building Omnipresent (remote employment infrastructure later sold to Deel), and lessons on competitive advantage. They discuss early-career guidance, AI tool literacy, major white-collar work changes, Jevons paradox, small high-talent teams, transparent high pay, and hiring via paid trial days and networks. 00:00 Welcome and Guest Intro 00:27 AI Hiring Spam Problem 03:19 What Jack and Jill Builds 04:03 Why Job Search Feels Random 06:45 Jack the Career Agent 08:02 Jill the Hiring Agent 08:49 First Principles Recruiting 10:04 Advice for Early Careers 12:57 From Yorkshire to Startups 16:36 Building Omnipresent in COVID 19:47 Selling to Deel Lessons 24:22 Choosing the Next Venture 25:45 AI as Patient Career Coach 29:03 Why Work Changes Lives 31:00 Reimagining Recruitment 31:44 AI Tool Fluency 34:03 Career Catapult Mindset 34:29 White Collar Disruption 36:39 Jobs Change Not Vanish 38:41 Jevons Paradox Debate 40:05 Bureaucracy Versus Leverage 42:50 Building a Lean Team 42:59 Pay Transparency Hiring 48:52 Scaling Across Markets 51:39 Fast Hiring Playbook 53:56 Paid Trial Workdays 57:09 Early Hires Through Networks 59:30 First Employees Matter 59:58 Closing Thoughts Learn more about your ad choices. Visit podcastchoices.com/adchoices
The average tenure for an in-house marketer is 18 months. That means nearly everyone in this profession will face a job search — probably more than once. The question is whether you’ll be ready when it comes. In this episode of He Said, She Said: Razor Branding™, Jaci and Michael sit down with Elda Macias, a senior marketing leader with over 20 years in financial services. Elda has built marketing organizations from scratch, modernized legacy brands, and helped drive an acquisition at 166% of tangible book value — and now she’s sharing what the job search actually looks like at the senior level in today’s market. The conversation covers why submitting a resume online is table stakes and nothing more, how to build a referral pipeline that gets your resume in front of a human, why a one-page highlight sheet beats a five-page CV, and what to do with your time — and your network — while you wait for the right opportunity. If you’re a senior marketer in transition, about to be, or mentoring someone who is — this one’s for you.
WSF began developing Conservation Vision documents in 2013/14 to serve as a guiding document for WSF's conservation and wild sheep enhancement priorities. The first was the Convention Vision (CV) 2020, followed by CV 2025, and our most recent is CV2030 developed during the 2025-26 fiscal year to guide our conservation funding priorities to the year 2030. In this episode, Sheep Fever co-host Gray N. Thornton walks through the process with WSF Conservation staff and biologists Corey Mason, Kevin Hurley, Kurt Alt, and Bill Jex. They discuss the why and how of the current vision and the intended impact and outcome WSF intends to achieve. WSF CVs are collaborative visions from experts on our Professional Resource Advisory Board (PRAB), WAFWA Wild Sheep Initiative and WSF conservation staff all working together to craft a future for wild sheep. The document also provides the base for WSF Conservation Funding Priorities for Grant in Aid. All of this is covered in this informative episode on how wild sheep conservation works in North America and around the globe.
C'est la question que pose le styliste Imane Ayissi dans son livre Grande Couture, paru en juin 2026, à la lumière de son parcours hors normes. Ancien danseur et mannequin camerounais, Imane Ayissi est entré dans l'histoire en 2020 en devenant le premier créateur d'Afrique subsaharienne à intégrer le calendrier officiel de la Semaine de la Haute Couture à Paris. Dans son travail, textiles et savoir-faire africains dialoguent avec les traditions européennes, dans une volonté de faire circuler les cultures. Il défend une mode qui puise dans les héritages tout en regardant vers l'avenir. À l'heure de la fast-fashion, de l'essor de la seconde main, des exigences environnementales, comment la mode se transforme-t-elle face aux bouleversements économiques, technologiques et écologiques ? Quelle place reste-t-il pour l'artisanat et la création dans un marché dominé par les plateformes mondiales ? Les savoir-faire africains participent-ils à redessiner les équilibres de la mode internationale ? Et comment imaginer une mode plus durable, plus inclusive et plus porteuse de sens ? Avec : • Imane Ayissi, créateur de haute couture camerounais, ancien danseur et mannequin. Auteur de Grande Couture (Débats Publics, 2026) • Marie-Jeanne Serbin Thomas, rédactrice en chef du magazine Brune • Hawa Sangare, styliste, fondatrice de Hawa Paris, entrepreneuse engagée avec son atelier H.a.w.a. au féminin. En fin d'émission, Charlie Dupiot nous emmène sur les campus français avec Décalages culturels, une chronique produite par RFI avec le soutien de l'Université Paris Cité. Sur une idée originale de Chae-Yeon Bournel-Bosson du Français facile avec RFI. Dans cet épisode, Christian, responsable insertion professionnelle des alternants à Paris Cité et Philippe Pierre, sociologue, spécialiste de l'interculturel, enseignant en management de l'interculture nous parlent de la façon dont les étudiants font leur CV, entre ceux qui font trop long et ceux qui savent « se vendre ». Programmation musicale : ► Ma péo ne nené - Keke Kassiry ► Ala Bekee - Yemi Alade, Don jazzy.
In recent weeks the results (announced by press release) of 2 major placebo-controlled randomized trials—ZEUS, testing an interleukin-6 (IL-6) blocker vs inflammation, and HORIZON, testing a drug to lower Lp(a), indicated failure to achieve their primary endpoint.Are we maxxed out for new treatments vs heart disease, as this article in the WSJ (←gift link) today asserts? “Cardiovascular drug development is starting to look a bit like the modern oil industry. The easy wells have been tapped. What's left is in deep water: expensive, technically perilous and less likely to strike oil.”Or is it more complicated? Are the trial results and reasons for failure different?I wrote a recent Ground Truths —The Coronary Artery Inflammation Controversy— on the data (what has been released to date) and my take. But I wanted to vet this with another physician-scientist who is studying atherosclerosis and turned to Prof Marios Georgakis, from the University of Munich, who as I mentioned in the previous piece, wrote a brilliant analysis of ZEUS and is also doing writing about HORIZON.Many years ago we went through a “CV winter” when the biopharma companies largely shunned doing clinical trials for heart disease. They thought the field had been maxxed out. After a lapse of several years, there have many trials undertaken with positive results and substantial progress for better treatments vs heart disease. Both Marios and I remain optimistic that we are a long way from maxing out, as you'll learn from the podcast. Heart disease is the number one global killer, for both men and women. That's despite all the progress that has been made to date.Thanks for your support of Ground Truths and to Dr. Julie Kellogg, Vau Geha, Ralph Horwitz, Jessica Coffman, Michael G. Levin, MD, and mopre than 400 others for tuning into my live video with Marios Georgakis! **********************************Ground Truths has 215,000 subscribers from every US state and 214 countries. There are over 310,000 followers of Ground Truths so nearly 100,000 folks who can easily convert to be free subscribers. Please consider doing that…it's free.Your subscription to these free essays and podcasts makes my work in putting them together worthwhile. If you're not a subscriber, please join!If you found this interesting PLEASE share it!The proceeds from all voluntary paid subscriptions go to support our summer internship program. It enabled us to accept and support a record number of 62 summer interns that joined us in 2026! These are high school, college and medical students selected from thousands of applicants. We couldn't do this expanded program without the funds coming in through Ground Truths. Thank you! Get full access to Ground Truths at erictopol.substack.com/subscribe
Ep 257 One World in a New World with Nkechi EgonuWhat if the emotions we've been taught to suppress, manage or dismiss are actually data—signals revealing how our human systems really work?In this provocative and deeply personal episode of One World in a New World, Zen Benefiel welcomes Nkechi Egonu, human experience architect and African systems researcher, for an exploration of intuition, emotional intelligence, inherited patterns, self-trust and the possibility of designing systems that work with human nature rather than against it.Nkechi's journey began long before she had language for it.Growing up in Nigeria within a Christian environment, she experienced an active inner dialogue, intuition, lucid dreams and insights that didn't always fit comfortably within the structures around her. Rather than rejecting those experiences, she eventually began documenting them.Something remarkable emerged.She discovered patterns.That inquiry evolved into her work with human-centered systems architecture and a foundational insight: emotions aren't interference in a system. They're information about the system.What happens when anxiety, discomfort, resistance, competition, scarcity or even shame are treated not simply as personal problems, but as signals revealing something about the environments we've designed?Nkechi shares how this perspective exposed unintended patterns inside a women's development program she was creating. Although designed to encourage collaboration, deeper analysis revealed familiar structures of competition, exclusion and even humiliation hiding inside the model.So she redesigned it.Competition became competition with yesterday's self.Relationships became collaborative.Participants moved from being led toward leading themselves.And growth became less about imposing another program on people and more about creating conditions in which people could develop sustainable new patterns.Zen and Nkechi venture even deeper—into Ubuntu, African indigenous systems, self-love, ancestral patterns, intuition, archetypes, shadow work, questioning inherited beliefs, learning to receive, and the courage required to face what the mirror reveals.Perhaps one of Nkechi's simplest observations is also among the most powerful:If computers and phones continually update, why should human beings remain static?We can observe.We can question.We can recalibrate.We can update.And sometimes transformation begins with something incredibly small: saying what you're going to do—and then doing it.That tiny agreement begins rebuilding trust with yourself.Join us for an unusually candid exploration of what becomes possible when inner awareness meets systems thinking—and when we stop designing humans to fit our systems and begin designing systems that honor the complexity of being human.What signals might your emotions be revealing about the systems you're living within?Connect with Nkechi: https://www.linkedin.com/in/tessy-egonu/Websites: https://hernest.africa and https://Hernestsystems.org.__________Coherence Engine - https://AIUniversalEngine.comA different view of reality: https://youtu.be/uhhWJhwEtX8
Dr. Jack Cush reviews the news and journal reports from this past week on Rheumnow.com - including obesity, disappointing durability with GLP-1 drugs, AI diagnoses and worries about CV risk in ANCA-associated vasculitis.
Olivier Sibony est professeur à HEC et spécialiste de la décision. Eric Hazan est investisseur et ancien senior partner chez McKinsey. Ils viennent de publier ensemble "Faut-il encore décider ?", un livre qui refuse d'être technophobe comme il refuse d'être technophile, et qui cartographie ce qu'on peut confier à une IA et ce qu'on doit garder pour soi.Je les connais tous les deux, mais séparément, et c'était la première fois que je les avais en face de moi ensemble. Ça se sent : ils se coupent la parole, se corrigent, se chambrent sur les anglicismes, et surtout ils ne sont pas toujours d'accord. C'est exactement ce que je cherchais.Ce qui m'a le plus remué dans cette conversation, c'est cette idée qu'on ne se fait pas déposséder de nos décisions : on les abandonne. Par confort. Parce qu'on est fabriqués pour économiser notre énergie, et qu'une réponse bien formulée par une machine nous suffit largement.Dans cet épisode, nous parlons de l'effet de contentement, du risque de démission, de ce que devient la confiance en soi quand on fait relire chacun de ses mails, de la justice et du recrutement comme zones interdites, du deskilling, de la joie au travail, et de ce scénario de technocratie IA vers lequel on glisse sans l'avoir choisi.J'ai questionné Olivier et Eric sur ce que ça fait aux jobs, sur les valorisations d'OpenAI et d'Anthropic qui dépassent le PIB de la Pologne, et sur ce fameux moment où le médecin, l'ego coincé entre lui et la machine, fait moins bien que la machine seule.Une conversation dense, drôle par moments, et qui m'a laissé avec une question simple : sur quoi est-ce que je refuse de lâcher, moi, et pourquoi ?Citations marquantes« Le risque, c'est d'avoir toujours tendance à se défausser sur la machine, à lui demander une réponse et à finalement abdiquer toute responsabilité. Et ça, c'est un vrai danger. » (Olivier Sibony)« Les meilleurs médecins ont à peu près 74 % d'acuité, la machine 90 %. Mais quand tu mets les meilleurs médecins avec la machine, ils n'ont que 76 %. » (Eric Hazan)« Comment tu vas utiliser une IA comme partenaire de réflexion pour mieux réfléchir, et non pas comme une béquille sur laquelle tu vas te reposer pour ne pas réfléchir ? Toute la différence est là. » (Olivier Sibony)« L'IA est en train de devenir l'infrastructure du monde et notre infrastructure personnelle. On marche sur un petit tapis roulant, et on n'a aucun moyen de savoir comment il a été programmé. » (Eric Hazan)« Penser est un plaisir. Réfléchir n'est pas seulement instrumental : on le fera aussi pour le plaisir, comme on joue du piano. » (Olivier Sibony) Idées centrales discutées 1. L'IA générative pense comme notre système 1, et c'est exactement le piège (03:30 – 07:20)L'histoire de l'IA a commencé par une tentative de répliquer le système 2 : les règles, le calcul, les systèmes experts des années 70-80. Ça n'a jamais marché. L'IA générative, elle, imite le système 1 : rapide, fluide, spontanée, presque humaine. Pourquoi ça compte : quand ChatGPT nous dit de vérifier, il nous demande d'activer notre système 2. Or c'est fatigant. Alors on lit la réponse avec notre système 1, on la trouve plausible parce qu'elle est bien formulée, et on ne vérifie pas.2. L'effet de contentement et le risque de démission (08:00 – 09:40)Se satisfaire d'un résultat correct sans se demander s'il en existe un meilleur. Olivier l'appelle l'effet de contentement, Eric y ajoute le risque de démission : on abdique la responsabilité de la décision. Pourquoi ça compte : le problème n'est pas que la machine décide mal, c'est que personne ne décide plus vraiment. Et quand tu n'as pas réfléchi par toi-même, tu ne sais même pas ce que ta réponse aurait donné.3. Un LLM généraliste n'est jamais un bon outil de décision (14:40 – 16:00)Un outil d'aide à la décision, c'est un outil entraîné spécifiquement sur ta décision, avec tes objectifs, tes données, et testé sur un échantillon suffisant pour vérifier qu'il fait mieux que toi. Pourquoi ça compte : personne ne demanderait à ChatGPT le prix du siège d'un Paris–New York. Et pourtant on lui demande des décisions de recrutement, de couple, de carrière.4. Le paradoxe du médecin : l'ego entre la machine et le diagnostic (12:00 – 13:20)74 % d'acuité pour les meilleurs médecins, 90 % pour la machine, 76 % pour les deux ensemble. L'expérience du praticien s'intercale et dégrade le résultat. Pourquoi ça compte : ça retourne l'intuition dominante du "human in the loop". Sur certaines décisions, l'humain dans la boucle est le maillon qui abîme la performance. Le vrai gain, c'est de rendre au médecin le temps de l'empathie, pas de maximiser le nombre de patients.5. Performance x acceptabilité : la carte des décisions (24:00 – 26:15)Deux axes. Ce qui est performant et acceptable : trading haute fréquence, logistique, optimisation de données massives avec des règles claires. Ce qui est performant mais pas encore accepté : la voiture autonome, malgré plus de 40 000 morts par an au volant aux États-Unis. Ce qui reste inacceptable : la justice, l'évaluation des personnes. Pourquoi ça compte : un humain doit juger un autre humain en le regardant dans les yeux. La théâtralité du procès fait partie de la procédure démocratique, pas du folklore.6. Le deskilling n'est pas nouveau, la vraie question est de savoir ce qu'on refuse de perdre (26:15 – 30:00)On a cessé d'extraire des racines carrées à la main, on a gardé les tables de multiplication. Le GPS abîme peut-être l'hippocampe. Perdre une compétence libère du temps pour autre chose. Pourquoi ça compte : la bonne question n'est pas "est-ce que je perds des compétences", mais "quelles compétences, pour qui, sont assez importantes pour que je refuse de les perdre". Au cas par cas, personne par personne.7. Les jobs ne disparaissent pas d'un coup, l'économie est visqueuse (41:00 – 49:00)Le FMI évalue 22 à 25 % de la population active à risque d'automatisation quasi totale. Mais la transition industrielle prend une quinzaine d'années, et les entreprises ne font pas ce qui serait pourtant rentable. Deux consultants avec un demi-siècle de métier à eux deux l'ont vérifié mille fois. Pourquoi ça compte : les tâches disparaissent, les jobs se reconfigurent, d'autres apparaissent. Il y a plus de radiologues qu'avant. Il y a vingt ans, on ne pouvait pas imaginer le métier de podcaster.8. Il manque une infrastructure de la confiance (55:40 – 57:20)Quand tu achètes 400 grammes de carottes, tu ne demandes pas si la balance est truquée : quelqu'un l'a certifiée, et ce quelqu'un est certifié par l'État. Pour l'IA, cette chaîne n'existe pas. Pourquoi ça compte : aujourd'hui, un DRH sait que son outil de tri de CV est bon parce que la startup qui le lui a vendu le lui assure. C'est comme demander au boucher si la viande est bonne.Questions posées dans l'interviewPourquoi écrire ce livre à deux, et qu'est-ce que la décision et l'IA se disent l'une à l'autre quand on les croise ?C'est quoi le système 1 et le système 2, et pourquoi cette distinction éclaire-t-elle l'histoire entière de l'IA ?Qu'est-ce que l'effet de contentement, et comment savoir qu'on est en train d'y tomber ?Que se passe-t-il quand des millions de gens utilisent un LLM comme psy, sachant qu'il ne produit qu'une moyenne statistique de toutes les réponses possibles ?Est-ce que ça vous dérange que notre infrastructure cognitive quotidienne soit américaine, entraînée sur des valeurs qui ne sont pas les nôtres ?Quelles sont les décisions qu'on ne devrait jamais déléguer à une IA, et pourquoi la justice en fait partie ?Le deskilling : où est la limite entre une compétence qu'on peut abandonner et une compétence qui nous constitue ?Que fait l'IA à la confiance en soi de celui qui n'ose plus envoyer un mail sans le faire relire ?Comment repense-t-on la formation des juniors quand on automatise précisément les tâches qui servaient à les former ?Quels sont les jobs réellement à risque, et que valent les prédictions des entreprises qui ont besoin de justifier leur valorisation ?Quelles questions un dirigeant doit-il se poser avant de décider ce qu'il délègue à une IA ?Comment sait-on qu'on peut faire confiance à un système d'IA, et qui est censé le certifier ?Que penser d'un pays qui nomme une IA à la place d'un ministre, ou d'un patron qui remplace son management intermédiaire par des agents ?À quoi voulez-vous ouvrir, et à quoi voulez-vous claquer la porte ?Références citées dans l'épisodeLivres et auteurs"Faut-il encore décider ?", Olivier Sibony et Eric Hazan, le livre discuté (01:00)Daniel Kahneman, "Système 1 / Système 2" ("Thinking, Fast and Slow"), socle de toute la première partie (02:56, 03:35)Chercheurs et acteurs de l'IAYann LeCun, ex-responsable de l'IA chez Meta, sur les limites des Transformers et les World Models (37:40 – 40:40)Alex Lebrun et AMI Labs (Advanced Machine Intelligence Lab), société créée à Paris, valorisée environ 3,5 milliards de dollars pour environ 1 milliard levé (40:20 – 41:00)Fei-Fei Li, ex-Google, citée comme l'une des rares personnes travaillant sur les World Models (40:00)Mark Zuckerberg, annonce de son clone IA accessible à tous ses employés (59:40)Jack Dorsey, patron de Block (ex-Square), suppression annoncée du management intermédiaire, note "de la hiérarchie à l'intelligence" (60:00 – 60:40)Elon Musk, cité pour son scénario d'IA maximaliste (50:50)Études et institutionsÉtude Anthropic sur les utilisateurs qui perdent confiance dans leur propre système de valeurs (10:45)Étude Brookings sur l'automatisation qui supprime les barreaux de l'échelle de promotion interne, et sur les tâches automatisées qui faisaient partie de la joie au travail (30:50 – 33:00)FMI : 22 à 25 % de la population active à risque d'automatisation quasi totale (46:20)État du Maine et une douzaine d'autres États américains interdisant de nouveaux data centers (43:50)Professeurs d'université français se déclarant objecteurs de conscience face à l'IA générative (43:30)Outils et conceptsChatGPT, Claude, Gemini (09:40, 05:40)NotebookLM, cité comme piste de contrôle des sources (57:20)Friction fonctionnelle : une IA qui pose des questions au lieu de donner des réponses (52:00)Codécision, modèle central du livre (22:30, 54:30)Biais d'automatisation, effet de contentement, deskillingDestruction créatrice de Schumpeter (45:50)Personnalités mentionnées par GregEsther Perel, comme exemple de figure que les gens demandent aux LLM d'imiter sur les relations de couple (10:00)Timestamps clés 00:00 – Introduction Faut-il encore décider ? La question de l'épisode, posée d'entrée : où suis-je pertinent, où la machine l'est-elle davantage, et pourquoi déléguons-nous plus que nous ne devrions.01:50 – Deux auteurs, deux expertises Pourquoi écrire ce livre à deux : Olivier a passé sa vie sur la décision, Eric sur l'IA. Un livre qui refuse à la fois la technophobie et la technophilie.03:30 – Système 1, système 2, et l'histoire de l'IA L'IA des années 70-80 voulait copier notre pensée formelle et a échoué. L'IA générative imite notre pensée intuitive, et c'est pour ça qu'elle nous paraît presque magique.06:10 – Pourquoi on ne vérifie jamais Le système 1 est toujours actif. Vérifier demande un effort. Comme la machine s'exprime bien, on trouve sa réponse plausible et on s'arrête là.08:00 – L'effet de contentement Se satisfaire d'un résultat correct sans se demander s'il en existe un meilleur. Le moment où on cesse d'être exigeant.09:00 – Le risque de démission Déléguer les décisions qu'on ne devrait pas déléguer, par paresse. Et l'usage de l'IA générative comme psy, qui n'est qu'une moyenne statistique de toutes les réponses possibles.11:00 – Le biais d'automatisation Plus la machine est sophistiquée, plus on lui fait confiance. Y compris dans des contextes de guerre où elle indique où tirer.12:00 – Le chiffre qui dérange 74 % pour les meilleurs médecins, 90 % pour la machine, 76 % pour les deux ensemble. L'ego du praticien s'intercale et dégrade le diagnostic.14:00 – Un compagnon électronique, est-ce grave ? Distinguer la conversation qui tient compagnie de la décision. Olivier assume : il n'a pas de problème avec la première.14:40 – Vos objectifs, pas ceux de la machine Pourquoi un LLM généraliste n'est jamais un bon outil de décision, et ce qu'est un vrai outil d'aide à la décision.16:00 – Le tapis roulant L'IA devient l'infrastructure du monde et notre infrastructure personnelle, programmée par d'autres, pour leurs objectifs. Et l'anecdote des dash que l'IA refuse d'abandonner.19:00 – Le vrai sujet, ce sont les finalités Plutôt que traquer les biais de la machine américaine, définir les objectifs qu'on veut poursuivre. Exemple concret sur le recrutement : le mauvais prompt et le bon.22:30 – Déléguer, codécider, refuser Les trois régimes. Quand un radiologue confie ses radios à l'IA pour passer plus de temps avec son patient, ce n'est pas du temps perdu.24:00 – La carte : performance et acceptabilité Trading et logistique d'un côté, voiture autonome dans la zone grise, justice de l'autre. Un humain doit juger un autre humain.26:15 – Le deskilling Les tables de multiplication, la racine carrée à la main, le GPS et l'hippocampe. Chaque compétence perdue libère du temps, mais lesquelles refuse-t-on de perdre ?28:50 – Penser est un plaisir On peut obtenir un morceau infiniment meilleur en appuyant sur un bouton, et pourtant des gens jouent encore du piano. L'activité mentale comme fin en soi.29:50 – L'ennui des enfants Un passage indispensable à la construction cognitive, devenu rare. Et la réponse d'Olivier, qui déplace le problème vers les parents.30:30 – Les juniors, la formation, la joie au travail L'automatisation retire des barreaux à l'échelle de la promotion interne. Et elle automatise parfois précisément ce qui donnait de la joie au travail.33:50 – La perte de confiance en soi Celui qui n'ose plus envoyer un mail en anglais sans le faire relire. Est-ce l'IA qui abîme la confiance, ou est-ce qu'elle montre où était la barre ?36:50 – Une IA qui penserait comme un système 2 ? Le Graal technique : garder la richesse et la vitesse, sans les erreurs de raisonnement.37:40 – Yann LeCun et les World Models Pourquoi il n'y a pas de voitures autonomes à Paris, pourquoi une IA ne sait pas prévoir la chute d'un verre, et ce que changeraient des modèles qui comprennent le monde en 3D.41:00 – Les jobs : ce que dit le hype et ce que dit la réalité Les valorisations d'OpenAI et d'Anthropic dépassent le PIB de la Pologne. Il faut bien justifier ça par une révolution radicale et rapide.43:20 – Le backlash a déjà commencé Professeurs objecteurs de conscience, États américains qui interdisent les data centers. Extrapoler une tendance sans anticiper les réactions est l'erreur de prévision la plus courante.45:00 – Tâches, jobs, et manque d'imagination Il y a plus de radiologues qu'avant. Et il y a vingt ans, personne ne pouvait imaginer le métier de podcaster.46:20 – Les chiffres et la viscosité de l'économie 22 à 25 % de la population active à risque selon le FMI, mais une transition sur une quinzaine d'années. Ce qui est rentable n'est pas fait pour autant.48:40 – Un plan Marshall de la formation La seule chose vraiment utile à faire, et pourquoi il ne faut pas mettre de bâtons dans les roues de la transition.50:40 – Le scénario technocratie IA Un monde où quelques acteurs technologiques maîtrisent notre destin. On y va, non par bêtise, mais parce qu'on ne se pose pas les questions.53:40 – Les bonnes questions pour un dirigeant Ai-je assez de données ? Mes objectifs sont-ils clairs ? Et surtout : comment je sais que je peux lui faire confiance ?55:40 – Le test du boucher Un DRH qui sait que son outil de tri est bon parce que le vendeur le lui affirme. Là où on recevait 1 000 CV, on en reçoit 10 000.57:00 – L'infrastructure de la confiance 400 grammes de carottes, une balance certifiée, un service de l'État. Ce qui existe pour l'épicier n'existe pas encore pour l'IA.58:00 – Une IA ministre, un clone de Zuckerberg La croyance sous-jacente : le management ne serait qu'un tuyau de transmission d'informations. Il suffit d'avoir travaillé un peu en entreprise pour voir le problème.61:40 – Ouvrir la porte, claquer la porte Ce à quoi les deux invités veulent ouvrir, et ce qu'ils refusent : le catastrophisme technophobe qui suppose, sans jamais le dire, que l'humain est parfait. Suggestion d'autres épisodes à écouter : #188 Comment prendre de meilleures décisions? Avec Olivier Sibony (https://audmns.com/yXyKFbD) #357 Eduquer nos enfants à l'ère de l'intelligence artificielle avec Mathilde Cerioli (partie 1) (https://audmns.com/yftVVet) #324 Une Intelligence Artificielle comme amoureux? La réalité depasse la fiction avec Naomi Roth (https://audmns.com/tONiUZI)Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.
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