Podcasts about care foundation

To mark International Women's Day (March 8th) Claire and Helen sat down for a chat with Amy Martin to talk about a subject that rarely gets a mention in the workplace - menstrual cycles.As Amy puts it: “We want to move away from the narrative that women are ‘funny' around their period, but for many of us it's true. Yet we're ignoring it in the workplace.”Amy is on a mission to get us all (men included) talking about how someone's menstrual cycle can affect them at different times, and how businesses are failing to get the best from their teams by ignoring the natural fluctuations people experience in mood and energy.She talks powerfully about her own struggles with burnout and the power she has gained from getting to know her own menstrual cycle.Amy is a qualified veterinary nurse, as well as a coach and mentor. You can find her at Ark Referrals, The Point of Care Foundation, and Magnolia Coaching.Amy's book recommendations mentioned in the episode:Wild Power by Alexandra Pope and Sjanie Hugo WurlitzerUma Dinsmore-Tuli's Yoni ShaktiWith thanks to our sponsors Flank, an AI colleague for your in-house legal team. Flank is designed to work like a high performing team member for your legal department. Flank agents are able to instantly handle commercial team requests, eliminate bottlenecks and ensure your legal team operates at the speed your business demands. Flank agents are always on, always accurate and always ready. If you'd like to discover more about how Flank can redefine your legal operations, then take a look at getflank.ai. If you get in touch with them, please do mention How to Thrive, so that they know that it came from one of our wonderful listeners.How to Thrive events:Our events are a chance to come together with other Community Members to network and share learnings in a safe space. All of our events are focussed on HOW to thrive and deliver practical skills that you can incorporate into your work and home lives.​Visit our website to find out more.Your How to Thrive hosts:Claire Sanders, former Corporate Lawyer, General Council and Co-Founder of Being Human Consulting.Helen Silver-MacMahon, Human Factors Specialist, Veterinary Nurse and Co-Founder of Being Human Consulting.Music Credit: Lo-Fi Hip Hop (Never Old Fashioned) by Alex KizenkovPodcast Production: Anthony Zahra Hosted on Acast. See acast.com/privacy for more information.

Rhys Jensen of Son Care Foundation discusses the ways the nonprofit is saving lives through the human-canine bond. Cathy Cartier, Visit SLO CAL's CEO, shares insights about San Luis Obispo County's non-profit tourism promotion organization. Devon Szalva, a student reporter for KCSB radio, spoke with researcher Ethan Anadon about the challenges facing monarch butterfly habitats. KCBX's Allysa Toledo looks at the impact of the Run SLO Club.

This episode's Community Champion Sponsor is Ossur. To learn more about their ‘Responsible for Tomorrow' Sustainability Campaign, and how you can get involved: CLICK HEREEpisode Overview: The future of healthcare lies in human-centered technologies that simplify complex care and restore joy to medical practice. Enter Jamey Edwards, a serial social impact founder reimagining patient experience through artificial intelligence. As President and Chief Strategy Officer of Cairns Health, Jamey is leveraging AI, machine learning, and ambient sensing to transform how we support aging and chronically ill populations. With over 25 years of building groundbreaking healthcare companies, Jamey embodies the entrepreneurial spirit of turning visionary concepts into practical solutions. While together, Jamey shares how Cairns Health is creating an intelligent care companion that connects patients, caregivers, and clinical teams, which is pioneering a more compassionate and efficient approach to healthcare delivery. Join us as we explore how Jamey and his team are simplifying complex care with intelligent technology. Let's go! Episode Highlights:Reimagine healthcare by developing AI companions that simplify complex care plansChallenge status quo by leveraging technologies to restore joy in medical practiceExpand care accessibility through intelligent ambient sensing and proactive supportDrive innovation in value-based care by connecting caregivers, teams, and patientsTransform healthcare workforce by automating administrative tasks to focus on patient careAbout our Guest: Jamey Edwards is a serial social impact founder on a mission to fix healthcare. He is currently serving as the President & Chief Strategy Officer at Cairns Health, a Khosla Ventures backed startup using AI, Machine Learning & Large Language Models to support increasing healthspan and the overall healthcare experience for our rapidly growing aging & polychronic populations. Jamey also serves as an Entrepreneur in Residence for StartUp Health, the largest health innovation and moonshot community in the world. Jamey has led, founded or co-founded companies in the hospital management, physician outsourcing and telemedicine space including Emergent Medical Associates, Pacific HealthWorks, Language Access Network, and most recently Cloudbreak Health, a leading health disparities solutions company that merged with UpHealth (NYSE: UPH) and went public via SPAC in a transaction worth over $1.4B. With over 25 years of experience in building successful companies, he is an advisor, mentor, and coach to entrepreneurs nationwide and a recognized thought leader and speaker on the topics of digital health, health equity, VC Investing and startup life.Jamey received his B.S. and M.B.A. from Cornell University where he graduated a Tradition Fellow. Jamey is a member of YPO (Young Presidents' Organization) and on the Board of Directors for the American Heart Association, the Partners in Care Foundation, Pinksocks.life and also serves on the X-Prize Global Visioneering Team for Healthcare.Links Supporting This Episode:Cairns Health Website: CLICK HEREJamey Edwards LinkedIn page: CLICK HERECairns Health LinkedIn page: CLICK HEREMike Biselli LinkedIn page:

Our guest today is Vanessa Villaverde, the senior program investment officer at the CHCF Innovation Fund, which invests in technology and service companies with the potential to significantly lower the cost of care or to improve access to care for Californians with low incomes. Vanessa is an exceptional health leader with her eye on expanding the contributions of Latina/o/x innovators in health technologies,Before joining CHCF, Vanessa worked at health tech companies Caresyntax and Remedy Partners, where she developed value-based care programs and products. She worked at the Centers for Medicare & Medicaid Services for 10 years advising on innovative payment models, state Medicaid policy, and 1115 waivers. She has invested into health care companies through special purpose vehicles and Angel networks, created a nonprofit to further readiness for Black and Latino/x founders looking to fundraise, and served as a venture scout for Vamos Ventures, an LA-based and Latino/x-led VC fund providing capital to Latino/x and diverse teams in health care, wellness, workforce, fintech, and sustainability.HealthCare UnTold expresses its gratitude to Vanessa for her dedication and hard work in enhancing the health and prosperity for our communities.#VaneesaVillaverde#CAHealthCareFoundation#HealthCareInnovation#LatinoTechnologyStartups

Personal care is something we often take for granted, but imagine if you couldn't afford basic hygiene products like menstrual supplies, shampoo or toothpaste. For many survivors of domestic violence, this is a harsh reality as government assistance programs don't cover essential hygiene items and this lack of access has a significant impact on their ability to rebuild their life.-In recognition of Domestic Violence Awareness Month, host Jamie Truman speaks to founder of the Personal Care Foundation, Carol Freitas. Her personal experience fueled her passion to provide these basic items to women, men and children, but their efforts go beyond the physical — these products not only keep those in need clean and healthy, but help improve their mental health and employability.-Tune in to learn how you can support the Personal Care Foundation and their future plans for the community! Connect with Carol Freitas:WebsiteFacebookXInstagramLinkedInContact CarolConnect with Jamie at Truman Charities:FacebookInstagramLinkedInWebsiteYouTubeEmail: info@trumancharities.comThis episode was post produced by Podcast Boutique https://podcastboutique.com/

Booth chats with Virginia Cuthrell, executive director of the Carteret Health Care Foundation. A native of Carteret County, Virginia shares how she ended up back in her hometown, and discusses the Foundation's role in supporting initiatives like cancer patient assistance and community outreach. Take notes as Virginia shares how to balance a fulfilling career and family life!Read about the Carteret Health Care Foundation on their website.Find our events and more resources on the Carolina Women's Collective websiteThe Carolina Women's Collective Instagram: @carolinawomenscollectiveThis show is proudly produced by Rooster High Productions.

She has been a highly successful Waterloo Region Realtor for 30 years! Having, herself, experienced moving 18 times in 21 years, this was a big part of why she decided that pursuing this career was a clear fit. She is a helper by nature and takes great joy in standing beside her clients as they buy or sell residential real estate. A twice Past President of the Cambridge Real Estate Association, she has also volunteered as a Director with Community Living Cambridge as well as the Alzheimer's Association and Hope Springs.When not working, she enjoys riding her motorcycle and she is an enthusiastic participant in Royal Lepage fundraising rides for RLP Shelter Foundation and Women's Crisis Services of Waterloo Region, organizations that are both working to prevent and alleviate the effects of violence against women. She has ridden all around Canada and beyond, including Tuktoyaktuk, the Himalayas and Colombia.He has been a Realtor in the Peterborough area for fourteen years, and one of his key pillars are community support and involvement.As an avid motorcyclist for over twenty years, he says he would rather be on any bike any day, than in the coolest car. From a quick ride to the store to trips across the country, any time on a bike is a good time for him. And this is exactly why he is incredibly excited to be a part of the Realtors Care Ride again this year.Joining me on this episode of The MindShare Podcast to talk about ' Revving up for Charity: What You Need to Know About the Ontario REALTORS Care Foundation Charity Motorcycle Ride ', are Special Guests - REALTORS Val Brooks, and Ben vanVeen.5:35 *why do you support shelter-based charities, and what is the need in Ontario?9:50 *what is the motorcycle ride for charity?11:14 *Val, you told me you got your motorcycle license when you turned 50, what sparked this?18:10 *Val, can you tell us about the route you'll be taking this year?20:32 *Ben, can you tell us about the route you'll be taking this year?26:56 *Ben, as I understand it, this will be your second year riding?... what was the anticipation you had the first time you showed up to this event, and what was the experience like for you?37:42 *what's something that really stands out to each of you about the ride, this particular event, and the people who all come together to be part of it?43:45 *what if people don't ride, how can they still get involved?50:14 *how do people learn more, and where can they go to sign up for the ride for charity?50:54 *what would you say to anyone on the fence about getting involved?1:00:09 *how do you know its been a successful day for you?1:04:02 *any final words of wisdom you want to give to help everyone build more mindshare to get more market share?Thanks for tuning in to this episode of The MindShare PodCast with our special guests - REALTORS - Val Brooks, and Ben vanVeen, as we talked about ' Revving up for Charity: What You Need to Know About the Ontario REALTORS Care Foundation Charity Motorcycle Ride ' .Get your FREE gift on my homepage at www.mindshare101.com just for tuning in!I'd also be really grateful if you could take a quick second to go www.ratethispodcast.com/mindshare101 to rate the show for me.And we haven't connected yet, send me a message!Facebook: facebook.com/mindshare101 Instagram: instagram.com/davidgreenspan101Youtube: youtube.com/@DavidGreenspanLinkedin: linkedin.com/in/mindshare101

Paris Williams and Alicia Suber Marshall, Founders of Paris Care Foundation join Tom and Megan in studio talking about Paris making brown paper bag packs for unhoused shelters.

Effective self-care doesn't require hours of your day; it demands a solid foundation. Yet, many skip the crucial step of laying this groundwork, leading to fleeting relief instead of lasting renewal. In this episode, I guide you on setting the stage for a robust self-care regimen, emphasizing foundational practices that seamlessly fit into even the busiest of schedules.

On this episode of The MindShare PodCast we talked about How Your Money Can Raise Millions of Dollars and Increase Your Brand Awareness.He began his real estate career in 1989 as a salesperson and earned his Broker designation in 1993. Over the years he has owned, managed, and sold, and he currently leads a small but productive family team branded as The Bouma Group. Along the way he has served as an Oshawa City Councillor from 2010 to 2014 andas a director, and then the 2017 President of the Durham Region Association of REALTORS®.  He was first elected to the Ontario REALTORS Care® Foundation board in 2020 and currently serves as the 2023 Foundation President. She is the current President-Elect of the Ontario REALTORS® Care Foundation and Co-Chair of the Foundation's upcoming Motorcycle Ride for Charity.  She is a 3rd generation REALTOR® born and raised in Port Dover, and her and her husband are the owners of Erie's Edge Real Estate located in Norfolk County. She served as President of her local real estate board (the Simcoe and District RealEstate Board) from December of 2011 to December of 2013.  She was the inaugural chair of OREA's Young Professionals Network in 2011 and 2012. She also served as the first International Representative to the National Association of REALTORS® Young Professionals Network in 2012, 2013 and 2014. Joining me on this episode of The MindShare Podcast are the Ontario  REALTORS® Care Foundation Board President – Roger Bouma, & President-Elect Amie Ferris.5:37 - Who is the ORCF,  and how long has the foundation been around?6:56 - What is the main purpose the foundation serves, and why?10:14 - What don't most people know about it ?14:48 - Is ORCF part of OREA?15:26 - How is the ORCF funded?19:51 -  What kinds of initiatives have you been involved in/supported over the last 2 years?22:17 - Why should  REALTORS® be leveraging the ORCF?25:52 - Do I have to host a big event to have the ORCF involved?34:22 - How much was raised last year in 2022?35:43 - How does a  REALTORS® get involved in it?41:04 - Where do I find next steps to get involved?43:00 - How are the funds distributed?45:10 - What's ahead… what kind of strategic plan have you got in place moving forward?50:02 - Tell us about the upcoming motorcycle ride… what does everyone need to know?58:35 - How do you know it's been a successful day for you? 1:01:00 - Final words of wisdom...Thanks for tuning in to this episode of The MindShare PodCast with the Ontario REALTORS® Care Foundation, Board President – Roger Bouma, & President-Elect Amie Ferris, as we talked about How Your Money Can Raise Millions of Dollars and Increase Your Brand Awareness.Get your FREE gift on my homepage at www.mindshare101.com just for tuning in!I'd also be really grateful if you could take a quick second to go www.ratethispodcast.com/mindshare101 to rate the show for me.And we haven't connected yet, send me a message!Facebook: facebook.com/mindshare101 Instagram: instagram.com/davidgreenspan101Youtube: youtube.com/@DavidGreenspanLinkedin: linkedin.com/in/mindshare101

Emily Englund and Danielle Dimmick stop by the Trail studio to chat about Dubbers Care Foundation, one of 190+ nonprofits participating in Missoula Gives 2023.Missoula Gives & Bitterroot Gives, an initiative of the Missoula Community Foundation, is a 26-hour celebration of the Missoula and Ravalli communities. It is a day to celebrate and support the role nonprofits and donors play in making our Missoula & Ravalli communities great. The Dubbers Care Foundation provides emergency housing assistance to Montana families experiencing crisis or hardship. Dubbers Care was founded in 2017 by a group of Keller Williams Real Estate Agents looking to give back to their beloved community. Knowing first-hand the importance of having a roof over a families head, together they built a 501(c)3 to get emergency funds to folks experiencing crisis to keep them housed. Today the foundation has expanded beyond the walls of Keller Williams to include a diverse group of community members devoted to the cause.Donate Thursday 5/4 & Friday 5/5 at missoulagives.org

Young baseball players in Gander weren't exactly out in the cold yesterday - despite the cooler temperatures. The Toronto Blue Jays Foundation donated 100-thousand dollars to the Minor Baseball Association... and they did it live, on Sportsnet. Rob Kelly is the vice president of Gander Baseball.

Today on SPEAK! A Dogcast, we will understand how to make the Correct Corrections when training your dog. We also welcome back the Assistant Director of The CARE Foundation, Kelly Hayn, on our Guest SPOT. Then comes The First Pets and Listener Q&A! You're in for a real treat!

If you're like me you get on with your busy life not really thinking about our local hospital-- until you need it. It's then you hope you're getting truly superior care.But what I hadn't considered until recently is the incredible role fundraising plays in the quality of front-line care you and I receive.I'm so very pleased to welcome Stacey Corley, President Sarasota Memorial Health Care Foundation (SMHCF).In this episode, you'll learn...One thing most people don't know about Stacey.Why she chose philanthropy as a careerWhat some people get wrong about healthcare fund-raisingThe tremendous importance SMHCF plays in the quality of our local healthcare systemGame-changing projects she and the hospital are working on now... and much, much, more!Thank you for listening in today as it is my hope you will listen .. learn ... and connect!Stacey Corley joined Sarasota Memorial Healthcare Foundation as president in September 2022. The Healthcare Foundation is the philanthropic partner of Sarasota Memorial Health Care System, providing the hospital with critical resources through grants in the key areas of patient care, education, clinical research, technology and facilities. Prior to joining SMHF, Ms. Corley served as VP for Advancement at Ringling College of Art and Design. She originally joined that organization in 2012 as a Sr. Development Officer, becoming AVP for Strategic Philanthropy in 2014. Previously, she served as Assoc. Dir. for Development for FSU Foundation/The Ringling. She also worked for Bristol-Myers Squibb in various roles including Sr. Hospital Business Manager. She has held leadership positions with organizations including RCLA, AFP, Junior League of Sarasota, and is a member of Sarasota Women's Alliance. Stacey holds a Bachelor of Professional Accountancy and MBA from Mississippi State University.TwitterFacebookInstagram

Dyna and Kevin Jones join John and Heather to discuss their non-profit organization, B.L.I.S.S. Care Foundation. BLISS stands for "Blessed Low-Income Senior Support," and they connect seniors in under-served communities with the free resources they need. 2nd Annual Fund in the SunMay 27th at the Ronald Reagan Center (near the East County Chamber in El Cajon)Sponsorship for entry is $125/seathttps://www.eventbrite.com/e/fund-in-the-sun-tickets-534136826627To learn more or to donate,https://www.blisscarefoundation.org(619) 817-5558info@blisscarefoundation.orghttps://tinyurl.com/BLISS-Donationhttps://www.facebook.com/BLISScarefoundation/To contact John Olsen,619-855-1151JohnOlsen.comJohn@TheSanteeGuy.comhttps://www.facebook.com/JohnOlsenRealtorhttps://www.facebook.com/santeeupdate

In this session I am speaking with Aggie Rice on the concept and tool of Schwartz rounds and her journey of implementation within the NHS. Schwartz rounds can be described as a structured forum where all staff, clinical and non-clinical, come together regularly to discuss the emotional and social aspects of working in healthcare. In the session we wanted to explore the purpose of Schwartz Rounds and some of the potential benefits to staff that participant in them. We also wanted to look at the evidence and staff feedback as to their utility and ability to flatten the hierarchies of management within an organisation. The underlying premise for Rounds is that the compassion shown by staff can make all the difference to a patient care, but also in turn, make staff feel supported in their work. We want to dig into this principle and get the thoughts from Aggie who is implementing them at a local and national level. Aggie Rice is a mentor and trainer on the Schwartz Rounds and Team Time programmes. After working for the Point of Care Foundation for a few years as an Associate, Aggie joined the Foundation in this full-time role in 2021. Aggie has worked on the Schwartz Round programmes since 2016 and has a keen interest in organisational culture, storytelling and the emotional wellbeing of health and social care staff. In the episode we cover: 1. Why Schwartz rounds are important in the contemporary healthcare climate. 2. The power of narrative and the anatomy of the Schwartz round 4. The principle of psychological safety 5. Whether they can be used as a surrogate for counselling 6. Opening up and flattened hierarchy 8. Adoption and rate limiting steps/barriers to participation 9. Progress within the Ambulance Service versus other healthcare settings 10.Take home messages You can learn more about Schwartz Rounds here: https://www.pointofcarefoundation.org.uk/our-programmes/staff-experience/ You can learn more about Aggie Rice here: https://www.pointofcarefoundation.org.uk/about-us/people/aggie-rice/ I hope you enjoy this episode with an insightful and engaging guest.

Guest: Lynn  Boyd | Social Worker at The Autism Care Foundation Africa is joined by Lynn Boyd | Social Worker at The Autism Care Foundation to talk about the work they do and how listeners can assist. The Autism Care Foundation serves the special needs community. Individuals with ASD along with their families are provided counselling and intervention.See omnystudio.com/listener for privacy information.

Today's returning guest is Dr. Sandra R. Hernandez, CEO of the California Health Foundation. Dr. Hernandez provides an update on the current Triple Health Threat of Covid-19, Flu and RSV. Dr. Hernandez recommends that we use our good judgement to help prevent the spread of these three respiratory infections and provides a breakdown on how to help manage this triple threat for you and your family. HealthCare Untold appreciates Dr. Hernandez for continuing to share her medical expertise and public health experience to help our listening audience navigate our evolving global health challenges. Covid-19: Vaccines, Medication (Paxlovid), Masks.Flu: Flu vaccine, Masks.RSV: There are no vaccines for RSV, use Masks to help stop the spread RSV and check in with your Physician if you become very sick.Manage fevers and body pain with over-the-counter medicines, ensure fresh air in your home, wear masks in crowded areas.  On behalf of HealthCare UnTold  we hope you all have a Safe and Healthy Indigenous Peoples Holiday!

Host Katherine H. Capps talks to Dianne Davis, MPH, Vice President, Community Wellness Department at Partners in Care Foundation. Partners aligns social care and health care to address the social determinants of health and equity disparities affecting diverse, under-served and vulnerable populations. Dianne Davis has 30 years' experience in health care. On this episode, we talk about new ways to effectively promote health-producing behaviors and establish supportive services that enable high-risk populations to achieve optimum functioning in community settings, working to address equity disparities and how to identify and find those patients, assessing outcomes, and how to utilize your community to increase access. Find all of our network podcasts on your favorite podcast platforms and be sure to subscribe and like us. Learn more at www.healthcarenowradio.com/listen/

Healthcare leaders from Avera, Blue Shield of California, Renown Health and the Partners in Care Foundation discuss solving the last mile In healthcare, the link between the consumer and where care is delivered. When consumers can't pass through the last mile connection to the healthcare delivery system, they never even get an opportunity to engage with healthcare up close. Our panel will share success stories and best practices for improving access, creating a new business model and engaging consumers in their care. Panelists:  Mitchell Fong, Vice President of Virtual Care, Renown Health Daniel Rivas, Senior Manager, Community Health, Blue Shield of California Rhonda Weiring, Vice President, Clinical Innovation, Avera @Home Dianne Davis, Vice President, Community Wellness, Partners in Care Foundation   Bios: https://www.sharedpurposeconnect.com/events/novel-approaches-to-last-mile-care/   This episode of Bright Spots in Healthcare is sponsored by Partners in Care Foundation. The Partners in Care Foundation aligns social care and health care to address the “Social Determinants of Health” that routinely affect diverse, under-served, and vulnerable populations. PICF serves as a bridge between medical care and what individuals can accomplish on their own at home, achieving greater equity of conditions and effectiveness of care. Partners' evidence-based programs and services have been demonstrated to improve quality of life, help participants avoid suffering, and reduce costly hospital readmissions, Emergency Department visits, and nursing home placements.   For over two decades, the Partners in Care Foundation has been innovating and improving SDOH solutions and driving life-changing, life-saving alignment between social care and health care for those we serve. Please visit https://www.picf.org for more information.  

It's that time of year again! Whether you're homeschooling, sending your kids to private or public school, or are doing online school from home, things are going to change.    Inside today's episode, we're talking about how to take care of yourself as the leader of your own motherhood and home.    This episode is going to give you the three basic parts of building a foundational self-care system for yourself.   Why don't you grab that pen and paper, because we're getting started with today's episode!   xoxo,   Chelsi Jo   . . . Join Our Free Systemize Your Life Community   www.facebook.com/groups/systemizeyourlife Successfully Manage Your Home + Business Without Feeling Pulled In All Directions Watch The Free Workshop Here  www.chelsijo.co/workshop Get Your FREE Time Blocking Workbook Here   www.chelsijo.co/timeblockingworkbook Get Your FREE Fundamental Needs Workbook Here    www.chelsijo.co/myprioritiesworkbook   .   .   . Ready To Jump In And Get Results ASAP? JOIN THE SYSTEMIZE YOUR LIFE ACADEMY HERE www.chelsijo.co/academy 

There are more than 44,000 stray dogs roaming the streets of Los Angeles county. The humane need to find shelter for these dogs and other animals falls on the shoulders of many Los Angeles animal shelters. But these foundations are facing an untold number of issues. From protecting abused animals to finding foster homes, an animal care foundation can do so much. The Los Angeles County Animal Care Foundation provides life-saving care to dogs, cats, and other animals. They are focused primarily on rescuing and caring for lost and abandoned animals. Find out how you can help animal care foundations provide better care to pets and animals across Los Angeles County. Want to support Los Angeles County Animal Care Foundation? https://lacountyanimals.org/ Find the episode on Great.com: https://great.com/great-talks-with/the-los-angeles-county-animal-care-foundation/ 

Dr. Sandra R. Hernandez, CEO of the California Health Care Foundation, shares the new initiatives at the Foundation and provides a COVID-19 update. HealthCare Untold thanks Dr. Hernandez for providing ongoing COVID-19 updates for over the past two years. As we enter into the third of year of Covid-19, we continue to encourage our community to get their Vaccines, Mask when appropriate, and help educate and support those around them.  As we learn more about the effectiveness of Vaccines and the health effects of Long Covid-19, it becomes clearer that we do not want our loved ones to be exposed to this virus. Getting Vaccinated not only protects you but it also protects your loved ones and community.    #chcf.org#Covid-19vaccines#gentecare#healthcareunto 

In California, the public sector accounts for 75% of the state's healthcare funding - with a wide diversity of needs, priories, cultures and access to healthcare. In this episode, we meet Sandra R. Hernández, MD, President and CEO of the California Health Care Foundation to explore innovations in healthcare delivery to expand access for all, particularly low income and marginalized communities - a model for the rest of the country? A Shot In The Arm Podcast is a member of the Health Podcast Network and is a project of the Ikana Health Action Lab.  Learn more about Sandra Hernandez MD: https://www.chcf.org/person/sandra-r-hernandez For more information about the California Health Care Foundation: https://www.chcf.org For more information visit: https://www.coveredca.com https://www.dhcs.ca.gov https://sfcommunityhealth.org https://nam.edu https://www.ashotinthearmpodcast.com https://healthpodcastnetwork.com/ https://www.ikanahealth.com/ #SandraHernandez #CHCF #CHCFHealthPoll #healthequity #inclusion #undocumented #FQHCs #CoveredCalifornia #MediCal #CalAIM #StateHealthPolicy #HIV #mentalhealth #COVID19

There are more than 44,000 stray dogs roaming the streets of Los Angeles county. The humane need to find shelter for these dogs and other animals falls on the shoulders of many Los Angeles animal shelters. But these foundations are facing an untold number of issues. From protecting abused animals to finding foster homes, an animal care foundation can do so much. The Los Angeles County Animal Care Foundation provides life-saving care to dogs, cats, and other animals. They are focused primarily on rescuing and caring for lost and abandoned animals. Find out how you can help animal care foundations provide better care to pets and animals across Los Angeles County. Want to support Los Angeles County Animal Care Foundation? https://lacountyanimals.org/ Find the episode on Great.com: https://great.com/great-talks-with/los-angles-county-animal-care-foundation/

Diversity, equity and inclusion with Vivian Greentree In this episode of the CrossLead podcast, host David Silverman speaks with Vivian Greentree. Vivian is the Senior Vice President of the Head of Global Corporate Citizenship at Fiserv. Resources Vivian Greentreehttps://bluestarfam.org/https://www.fiserv.com/en.htmlWant to discuss some of these topics directly with Dave? Join the CrossLead LinkedIn Group. Episode Transcript DaveWelcome to the CrossLead Podcast. I’m your host, Dave Silverman. At CrossLead we exist to help teams, individuals achieve and sustain optimum performance. In today’s episode, I had the pleasure of speaking with Vivian Greentree. Vivian is a senior vice president at Fiserv, where she’s the head of global corporate citizenship, as well as the Care Foundation.Prior role at Fiserv Vivian had the same role at first data, and prior to that, she was a co-founder and ran research and policy for Blue Star families. Blue Star Families is a phenomenal nonprofit that strengthens military families and connects America to the military.Vivian has a Ph.D. in public administration and urban policy. She’s a passionate Navy veteran where she served for eight years as a supply chain officer, and she is also a proud military spouse and mother and her nearly two decades of leadership experience across public, nonprofit and private sectors.She has been a constant champion of community and employee engagement. Vivian was one of the first leaders that I met who had the passion, skill and mandate to operationalize DNI initiatives at scale inside of a large organization. Her ability to connect these efforts to business value was the inspiration to have her on today’s podcast.In our conversation, we discussed diversity, inclusion, future of work, gender pay gaps, how you measure the effectiveness of such initiatives, and so much more. Thank you for tuning in. I hope you enjoy the conversation with my guest and friend Vivian Greentree. Welcome to the CrossLead podcast. I’m your host, Dave Silverman at CrossLead. We exist to help teams, individuals achieve and sustain optimum performance. So I’m super honored to have Vivian as our guest today. She comes to us with a massive amount of amazing experience.Vivian, welcome to the show. I’d love for you to spend a little bit of time educating the audience here on yourself. You know, give us a little background who you are, where you’re from, what sort of shaped and made and informs the way you think about leadership going forward.VivianSure. And I think I’m a big believer that kind of hard work and luck. Hard work increases your surface area for luck. And because I do feel very lucky to be where I am doing what I do now for a living, but I also know that a lot of that, even if it was hard work, but also it was a lot of luck. It was a lot of other people helping me. And so I think that definitely informs my view of, of leadership.And teamwork, and I feel a level of responsibility commiserate with how much I do think I’ve been given or how much people have helped me to get where I am based on that. And so my position right now is I’m the head of global corporate citizenship at Pfizer, which is one of the world’s largest fintechs. And we’d like to think one of the best in my position with global corporate citizenship really looks at how we align or create a culture around diversity and inclusion, associate and community engagement, philanthropy, sustainability because we know that those areas of diversity and inclusion, associate and community engagement, philanthropy, you know where we invest time treasure talent, whether it’s for business or community, when those areas are coordinated and aligned, that’s really where you create high performing teams where everyone can say I am a valued member of a winning team doing meaningful work in an environment of trust. And that’s a good place to be right now because we need we need trust more than anything to to sustain high performing teams through. The unprecedented times, hopefully back to precedented times.DaveYeah, we do. We absolutely do. So where did you grow up originally?VivianSo as a Georgia fan, Georgia. And went to The University of Georgia. On the Hope Scholarship, which again, I think, you know, just thinking of early things that that informed my my outlook. You know, the Hope Scholarship was created to allow students who couldn’t have afforded it otherwise to attend state preeminent state schools in the in the state of Georgia.DaveSo I don’t think I knew about the Hope scholarship. So is that for every every resident of Florida, that that’s qualifies academically for the school, they are eligible too.VivianEligible, right? So the state of Georgia pays the tuition for qualifying students to any state university, which really, you know, when you think of meritocracy, expanded the opportunity for people like me to go to Tier one research institutions like the University of Georgia, which I think is right and which I think it just continues on because I knew that I was going to school based on taxpayer money. The same, you know, being in the Navy you know, being paid by taxpayers, you want to really earn that. And then when you have a good experience somewhere or you know to whom much is given, much is expected, you want to turn around and do that for others.DaveWhat did you major in at Georgia?VivianOh gosh, that was so long ago political science and journalism.DaveOK, and then and then you joined the Navy after after college that we did or.VivianI did, ironically, to get out of the state of Georgia.DaveI’m Georgia to my core, but I want a little break.VivianI I really it was like Dorothy after the Navy took us around for 20 years. There is no place I wanted to be more. But then then the back in Georgia.DaveSo you joined the Navy. What year to join the Navy?VivianSo right after I graduated 2000, 2001.DaveTo right before 9:11?VivianYes, I’m a pre pre-nine eleven.DaveWow, OK. And what did you do in the Navy Supply Corps?VivianAnd so I saw the supply for school, funnily enough, was actually in Athens at the time, though I didn’t know it. That’s not why I chose this course, but my husband was aviation and Pensacola. And now both of those schools are up in Rhode Island. I think so. I served on active dDuty in and in the reserves and the supply corps. Mike, my husband, was aviation. He did his his 20 years. So I was lucky when I transitioned out that, you know, I had things like my health care was, had continuity. I had a my spouse was still earning a paycheck. I use my G.I. bill to go back to school for public administration and really focused on that. That public service aspect, why? Why people want to go into public service in the first place, how we can increase the antecedents towards that and then support them when they do.DaveAnd you got a Ph.D., is that right?VivianI did, like many transitioning service members, use my G.I. bill but also at like military spouses. When you’re moving around, you have small kids, your your spouse is constantly deployed. It’s hard to find. It’s hard to go to. Employers and really sell that. So I put my eggs in the basket of if I can show that I have. This forward trajectory that I have been doing continuous learning. And then started. I did help to found blue star families during that time. But really it was around, you know, several military spouses getting together with these backgrounds in policy or research to say, if we can present a cohesive view of the impact of service on military families to political leaders, military leaders, we can make the all-volunteer force sustainable because we’re supporting the families who choose to serve.DaveYou got out of the Navy in what year in 2013 or something in 2014.VivianSo I I got off active duty around two, I think 2005 and then did the reserves well, because at the same time, Mike, my husband, was taking different orders and so we moved around.DaveOK, sorry. So you got out in 2005. When did you start your Ph.D. program? 2007 2007. OK, and you were doing that while moving around?VivianWell, by then we had. We had moved back to Norfolk. So Old Dominion University is where I received my Ph.D. They actually at the time were sixth in the nation for students utilizing their G.I. bill, which isn’t surprising. I think given that Norfolk’s the largest naval base in the world is right right there, but they had a part time program which I think, you know, just force for service members that are using their GI Bill or military spouses using the transferability of the GI Bill. Universities that do have that flexibility in, they’re recognizing that more and more students are nontraditional are the ones that are going to attract that you know, that talent?DaveAwesome. And then how long it takes to get your see, I know for a lot of people, it takes a long time.VivianIt seems like that, right? It’s an endless. But I think it took me about five years for the coursework and for my dissertation. So when I was pursuing my Ph.D., it was the same time. Around 2007 2008 when military families were really being impacted by the post-9-11.DaveYeah, by then it’s real, right? I mean, it’s go through multiple cycles, right?VivianAnd so it was. Really it was impacting military families, the likes of which had never been seen before. At the same time, there was little research, little data to actually back up. If you went to your congressmen or you went to your military leadership to talk about the workouts, the deployment cycles, the time between deployments, the impact on military kids, things like that. So I was able to structure my research within my Ph.D. program to align with the founding BlueStar Families, which is the country’s largest nonprofit designed to support, you know, connect and empower military families. And so my kind of piece of the puzzle was to create a national survey of military families that went through kind of the wellness, military, spouse, employment, mental health, military children and the impacts of service so that we could create a global. Network of military families, regardless of branch or rank or active or reserve components, so that in totality there was recognition that there is an impact to service on the service member and our families past the immediate deployment cycles. Sure.DaveThat’s amazing. So Blue Star families, you started, you know what year was that.VivianRight? And we, you know, it was again right when President Obama was elected and really made military families. You know, our research was a precursor to their joining forces.DaveForces.VivianEmphasis on wellness and and employment.DaveYeah. And it still endures today, right? Blue Star families are still endures.VivianIt does. And so it is joining forces under the Biden administration.DaveDid it take a sabbatical during the Trump administration? Probably not, right. But a lot of certainly Blue Star families did. So that’s good. Awesome. That’s that’s amazing. Thank you for that. By the way, I know I know a lot of people that have been very positively impacted by some of the work that you that you helped start and found back in 2009. And that’s a remarkable service and the country owes you debt for that. So then after blue star families, because you were kind of running that I first met you, I think you were just being hired by by first data right at the time. Is that right?VivianRight, right?DaveI can’t remember.VivianNo, it was because we which is which was funny, because you said, you know, talk about a little bit when you grew up know, I always thought, you know to me, was Southeastern Conference. Now it’s the Securities Exchange Commission.DaveYeah, it’s a it’s a governing body that regulates our banks.VivianAnd they’re both governing bodies.DaveConference of Presidents, football and basketball and swimming and soccer and everything else. Yeah.VivianRight. So it shows, you know, kind of perspective. Where are you, where you come from it and then just even your own bias, you know, since I know we’re talking about. Diversity and inclusion today, we all have. These unconscious biases. You know, mine was the first time. I heard when I was at a New York meeting, I thought, Why do they care about.DaveGeorgia football?VivianAnd I thought, Wow, we really are right. And I thought, Why do they care so much? I mean, I think. Are important, but I don’t know that that has have.DaveThe stereo. Gone? Yeah, awesome. OK, so so what year was that? I try to remind me when.VivianIt was 20. So 2014, which you know, at the time, a lot of companies based on the impacts and recognition of just huge amounts of service members that were transitioning out. We’re looking to start military programs but had never really before, you know, thought or looked at that community as anything, really. Maybe then other than if they had a guard or reservists who had activated and how to calculate that leave or turn out turn or pay on or off, but really hadn’t considered that that talent pool. And then. You know, as we built that program, it really taught us how to relook. At human capital management because, you know, when you’re recruiting, when you want to show up holistically in the military community to recruit transitioning.VivianService members and their spouses, you have to have done. That’s kind of like the tip of the iceberg. You have to be military ready to to show up in a way that’s authentic and really can speak to you. Why would a service member or veteran pick your company over other companies, you know, based on the benefits, policies, culture of your company?DaveYeah, that’s amazing. So you first data was really at the time leading, in my opinion, the P.A.C. on progressive ideas and around, you know, some of these these these different diversity groups and veterans, obviously, having been of that and going to New York and seeing some of the work that you guys are doing, I was always really impressed. You guys sort of seemed at the forefront of a veteran friendly organization that saw the value reach maybe talk about, you know, I feel like a lot of people do it because it feels it feels right, right?DaveIt feels like morally and patriotic. We just decided we’re right. But I think what amazed me about what I saw the work that you guys were doing for and now five serve is that you really saw it as like a differentiator in how you approach business. And I thought that to me, that makes it more enduring love for you to talk a bit about that.VivianWell, I mean, even you know how quickly we met when I came to first, first data and we reached out to CrossLead to be our leadership development partner. It just shows how integrated the thinking is and really wanting, you know, our C.E.O. Frank Bisignani, wanted look to the military.VivianFor leadership. You know, the benefits of the lessons learned from the military community in a way that, like you said, many other companies want to. Get involved. They want to do the right thing, but they don’t really see it at the very basis as a value add. And I think that’s the that’s the difference because, you know, just expanding on that view. When we started recruiting veterans. And military spouses, we brought in more women, more minorities. And then it’s not just about what is your guard and reserve leave policy, but it’s what your family forming benefits policies. Where is your representation? Do you have employee resource groups that allow them outlets for expression and kind of aligning their purpose with your profit? Because we do know that diversity is a fact, but that inclusion piece is the choice and that. If the systems that a company. Has are set up that create obstacles or challenges for anyone to show up kind of at work desk ready discretionary effort at the ready, then that’s on that’s on the company. And we know that talent is just distributed equally. But what’s not is that opportunity, access and exposure. And again. If it’s the systems that are set up that are reducing your. Space in place in the. In the mind view of the generations that are coming out of school or coming out of the military.They just won’t see you because they don’t see themselves represented in your leadership or in your products or in your services or, you know, and your in your community investments.DaveSo, so yeah, that’s that’s it feels exactly right to me. Can you talk about how you guys have sort of, you know, mobilize these groups to drive your purpose and ultimately, you know, value for the firm? My assumption is to address the issue you just talked about, which is like, how do you get people showing up every day, get being their best selves, right? So you’re unlocking that latent potential that exists across the workforce? I think that’s phenomenal. You’re talking about how you guys structure and think about it and incorporate it into into to Pfizer’s operating model.VivianYeah, I mean, I love that you. Operating model, because it really D.N.I. has to be in the D.N.A. of the organization, and as much as we talk about diversity of thought and experience. You really can’t have diversity of thought and experience until you have physical representation of diversity at the table. And when you’re operating and governance structures, those are essential when you’re thinking about how you set up your systems for recruiting internal mobility leadership, inclusive leadership models, even product development and innovation. And that’s where those employee resource groups come in. They’re not the only lever, but I would say arguably one of the most. Vital, because again. It’s it’s your human capital management, it’s your talent. It’s allowing them and creating space for them to have opportunities for meaningful engagement in a way that meets them where they’re at. And if you channel and target that towards. Whatever that thing is. That your company or organization’s mission is like for us, small businesses is what we do every day. You know, start scale, grow from Main Street to Wall Street, and our employee resource groups are right, and they’re coming up with ideas for how to engage small, diverse businesses, how to support small, diverse businesses or social innovators within large businesses. How can we help our large scale enterprise clients support small, diverse businesses, whether it’s through their supply chain or whether it’s through their products or services? And that’s really it’s. That, you know, the systems view.DaveYeah, no, I think I think that’s that makes a ton of sense. So as we think about, you know, just some of the questions that typically come to mind around that diversity inclusion topic, a lot of companies are putting a lot of effort into how they recruit, specifically trying to create a more diverse workforce. Everything from that senior executives like you were talking about earlier down to, you know, entry level talent. But they they’re struggling. And it’s it’s not just to find those people, but it’s also to retain them once they get them because it’s become a very competitive love for you to talk about about that. Why does that happen? Why is it so hard?VivianI mean, that’s like the. Crux I think of where we are, because in the past companies have said they’re military friendly. But are they military ready? And I would I would evolve that conversation now to say companies want to be diversity friendly. But are they. Really diversity ready and addressing.DaveWhat do you mean by by ready?VivianRight. So in the same way, when you show up, it’s I’m showing up at a, let’s say, a women in tech recruiting event. Is it all males that are with me? Do I know the open positions? Do I know our family forming policies? Do I know our benefits? Do I know if we have pay equity or we’ve had a pay equity review in the past three years? It’s because that’s what women graduating from colleges with their coming out of the military with choosing between companies. That’s what they’re going to be asking for because they’re it’s, you know, it’s a hot labor market right now. And to differentiate yourself when you show up in an organ in. The same way that we expect potential hires to come. With a general knowledge about our company when we show up in our recruiting, we need people, you know, our recruiters to have a general working knowledge. About. Diversity and inclusion and what our culture is, what our our employee resource groups, what community partners do we invest in? What have we done? What’s our representation on the board? And I’ll tell you too. That comes up not just with talent, but with clients and several, you know. Several meetings over the past year that has. Been the crux of the, you know, the questions are have you had a pay equity review? What is your representation on the board? What are what are your sustainability policies and how or how are you responding to social justice? It’s really it goes back to if you’re looking at the recruiting process, the opposite side of that coin is retention, and it’s looking at not just tracking new hires, but engagement, performance, internal mobility, satisfaction and your pipeline. And that’s where, again, the benefits in the culture are huge. Do you have guard and reserve leave policy, paid parental leave, domestic partner coverage, anything that shows your employees that you are investing in who they are as a person outside of work so that they can show up at work as their best self? And it’s. You know, publicly. Facing statements but that are backed up with substance. That’s why so many peer groups or Criterion Nasdaq Stock Exchange Business Roundtable are requiring publicly facing statements that link to documents around human rights or around social justice around your board diversity.DaveYeah, you’re talking about the larger sort of E.S.G. movement. We’re seeing this. Even with access to capital, right, there’s some of these institutional investors and obviously large family offices that are allocating capital to these various funds that then make it available through various instruments are saying, Look, there needs to be an E.S.G. bent here, and if there isn’t, then we don’t want to support or basically have our money be loaned or leveraged for for these organizations. So it’s actually to me having driving a massive sort of movement positively, you know, towards some of these these issues, which which are no longer sort of niche, they’re becoming more mainstream. Can you go back, though, to on the diversity side? I’m running a business, small business or large, but it doesn’t matter, and I take a self on it and I go, OK, my pay, my pay is is equal. Hopefully, if not, I sort of fix that, but I don’t have the numbers I want, right? Like the composition makeup still feels, feels up to me, whatever that whatever right looks like, but it’s not there. OK, where we’re underrepresented and we don’t look like maybe the communities that we operate in the services that people would provide. How do you fix that? How would you advise that that leadership group to really try to address that? Would you do almost like like like a quota system or or how do you think about that?VivianSo, you know, it’s a marathon and. A sprint. Because it really for most companies. It’s it’s it’s not an and or but it’s a both or it’s multiple. Because it’s there’s. Lack of representation at the top for sure. And you can’t you can’t hire at L1 and expect in the next 20, 20 years that something is going to be different on the L10 level. And so you really need a you need a strategy for both.DaveAnd then it’s that and right. You’re saying you’re saying yes, let’s make sure our hiring practices at the entry level are obviously unfair. But there’s but that we’ve got to do something to address the mid and senior levels at simultaneously.VivianRight. And that’s where it’s, you know, it’s percent of new hires, but it is percent of retention. And it’s also it’s it’s comparing. Groups and having enough representation that you can compare between groups to say, you know, is there something significant, you know, statistically significantly different in the way that women are voluntarily attracting from the from the labor force? Because we know that right, that that did happen over COVID. So within a particular company, you can look at that and say voluntary versus involuntary attrition to.DaveGive some of those stats. I don’t know that anybody’s aware of that. I mean, when I heard this stat a while ago, I was actually pretty surprised. It made sense once I thought about it. But like initially I was like, well covered. If anything is helped drive adoption around like things around work flexibility that previously were sort of we’re sort of relatively small time or niche like, you know, now I think it’s much more widely accepted that, you know, you don’t have to physically be in a space from a certain amount of time like that. We’ve got we’ve demonstrated the ability to be productive still and in a more flexible environment. Flexibility should lead to more inclusive work. Opportunities should, should do.VivianAnd yeah, because there you know, there’s a lot of there’s several, I think themes that that did emerge. You know, going through COVID one was that more women are traded from the from the labor force. So even though we were learning lessons during that time and even now on. Just the effects of, you know, your life external to your job, affecting your ability to show up, whether it’s in the office physically or virtually in your in your home, but that it did disproportionately affect women. But even, you know, we serve small businesses and we had. Numbers coming out of COVID that. Survive COVID for another variety of reasons. one Just all small businesses were affected the ability to go. Go out physically, but they also were less likely to be able to access capital through traditional means or even the P.P.P. loans that were designed to. Help small businesses. But they didn’t have accounts large enough with large enough banks to take advantage of it or couldn’t. Dedicate. The full time person towards filling out all the paperwork. And so there were these themes where, you know, we all go through the Same life events, but they are affecting as an impacting us in different ways based on, you know, our individual circumstances. And if there’s enough of a population that is marginalized or unrepresented that is not able to, then, you know, experience and come out at the same pace and we have systems set up that are promulgating that, that that is kind of the the crux of where we are right now. So we don’t want to lose women from the labor force. We don’t want to lose small minority owned businesses and if you have your time treasure. Talent of what your company does can is at this inflection point can make a difference because of your benefits, because of your policies, because of. Even a focus on. Mental health, which again, you know, I think the military drove that way earlier based on, you know, combat experience. But now. I’ve heard mental health and wellness mentioned more times over the past year than I have in the past ten years.DaveI know it’s a it’s really everybody now, right? I mean, everybody, everybody’s going through. I mean, this has been this has been emotionally draining COVID for sure. And so I think people are much more acutely aware of the impacts of Saddam. Go back to the women, if you would, because I mean, I think this is this is concerning. I feel like to the extent that we’ve made progress on these fronts, it feels like Kobe was a massive setback on gender equality and representation in the workforce. If what you’re saying is that disproportionately the people that left their jobs were where were or female? And is it getting better now or how do we address that? I mean, how do we how do we make up for that?DaveBecause to me, that’s I mean one. That’s awful. I’ve seen some stats that says, Hey, the effects of this downstream are going to are significant, like ten or 15 years from now. It’s going to be even worse, like the fact that we had this major setback.DaveI’m curious to see your thoughts on what you’re seeing people do and try to to counterbalance that. Knowing that Pfizer particularly mission is to help small businesses thrive and address some of these. These these challenges. I’m curious to see you know how you’re thinking about this?VivianWell, I mean, we know so the gender gap existed pre-COVID. Any you know, anything else equally did did nothing but kind of enlarge that gap.DaveSo one thing that got made it worse.VivianIt may, right? It made it worse. And you’re right, there’s like that. It’s a lagging indicator and it will take years to to catch up to it. But then I also at the same time have great hope because of COVID did make as I think, more vulnerable. We were certainly, you know, we’re in each other’s homes in ways that we had never been before or hurt people’s dog bark or their children come in. Some people didn’t even know or. Acted like people didn’t have children before COVID, and. The reality is that that impacts our ability to show up. And so just recognition that people are whole beings, they want to pursue purpose and profit and. Don’t necessarily see it with millennials. And younger generations. Don’t even really see a delineation between that. They actually think that they actually think. But I mean, they think that they. Should be able to pursue purpose within their profit seeking job. So you see these because coming up, I certainly think CrossLead is one of those where you’re providing value more than. You know, leadership training. It’s also opening. The door to. Discuss things like, you know, how integrity and and shared consciousness and trust, you know, so that you can have psychological safety on teams, which again, the military has done for years because you know that that does show up. In your every day. It does show up in how you, you treat your team members. But I don’t think that the corporate sector had that recognition. And certainly that. Benefits everyone, right? Whether you are a parent or a caregiver. For for your for your parent, you know that sandwich generation that is caregiving children, but also their own parents and. And that again, you know, it shows up in in your productivity and your satisfaction and your engagement. And ultimately, whether you choose to stay to work at a company that helps you be the best you Lacob.DaveIt’s been been really hard on a lot of a lot of businesses. I know it’s disproportionately affected small businesses and and from the employee standpoint, it’s disproportionately affected, affected women. Could you could you maybe talk about what you’re seeing, both working at a large global, you know, 500 company as well as the small business you serve and how executive group should think about tackling this near-term problem and solving the more the more systemic problem of of diverse and inclusive workforces?VivianYeah, because there are thematically lots of lots of trends. That are emerging. Some, you know, like you mentioned, negatively disproportionately affecting certain populations. But I want to also put a pen and I do think that’s an every challenge is an opportunity. But first, looking at the negative or populations that have been disproportionately affected by COVID, I think the Bureau of Labor Statistics just put out that there were 2.2 million less women in the labor force in October of 2020 than there were of 2019. Which which definitely tracks. Within themes within the Great Exodus. The disproportionate effect of women. Probably for things that Have always been there around caregiving for children, but also parents or just the, you know, the second shift that’s talked. About about additional work at home. And we know that COVID as you mentioned the effects on small business that it also disproportionately affect minority owned businesses. So while everyone experienced the same inability to have in-person physical gatherings or shop in person, some of the some of the small businesses that were least able to react as quickly because they didn’t have larger lines of credit or didn’t have online or e-commerce options, which we happened to know about because those are our clients. So when we started to see the numbers and heard that up to 40% of minority owned businesses might not make it through COVID. In addition to the client services that we already had, that’s when we. Actually came up with our back to business grant to be the inflection point to connect those small, diverse businesses with access to capital lines of credit e commerce order delivery to pick up setting up online shopping carts, anything that we could do to to be there. And that’s where when I said there is a positive coming out of COVID, I do think that there is an opportunity for companies to look at work life balance. So if you’re looking at your employee base, looking at work life balance, understanding that people do have lives outside of work that do affect their ability to show up at their best. And then design operating. Models that are more inclusive and holistic so that you can unlock. The whole idea is that high performing teams, right whenever you draw the line of why does any of this matter at the very base? It’s to make money to sustain your business operations. But to do that, you really have to take a long term view of not just output, but outcome.VivianWhen you talk about succession planning, recruiting market share, investor relations, all of that really depends on your employer value proposition. And so I’m hoping that we come out of COVID as a culture, but also globally. Where we’re more progressive thinking creative about how we create opportunities for people to meaningfully engage while pursuing. Both purpose and profit. And I think that that’s exciting there. There’s a huge upside there with know unlocking productivity. You know, there’s a lot of. Money to be made there. If we do it right. But there’s also some very significant problems short term that we have to deal with because companies are losing people every day.DaveYou know, I just find it fascinating. This is obviously something that we obsess over at cross. I mean, our whole goal is is to make organizations more effective, you know, help them sort of unlock latent potential. And the exciting thing about about COVID. The upside is executive teams are able to reimagine the way they work. They’ve had to just to survive. And so they’ve built muscles that they didn’t previously have. They discovered technology and tools that they previously were weren’t leveraging, and those tools themselves have gotten significantly more effective. So I’m optimistic that, you know, the executive teams that are meeting in the boardroom as they try and discuss how they’re going to to establish an operating model that continues to drive value is now much greater than it was even even two years ago. And so my hope, my hope in all this is that with those added tools, with those added that capabilities, it’s going to create a more flexible and inclusive work environment which potentially could start to take on those more systemic historical issues of of misrepresentation by gender or disenfranchize minority populations in the workforce. Because flexibility should be should be a key tool in helping, helping keep some of those groups engaged for longer periods of time and continuing at the ladder, which I think will net just benefit our society and our individual companies tremendously. an you? Let’s switch now to how you basically assess an organization’s effectiveness when it comes or die programs. I mean, if we take the actual the composition aside, how else what other metrics do you use to look at D.N.I. programs and see if they’re actually working or not?VivianYou know, there’s a lot of different. KPIs, and we’ve hit on some of them. And certainly representation is is a is a base. But there’s also. It shows up in your products, it shows up in your tracking, it shows up. You know, not just tracking.VivianThough, for employees, but suppliers and vendors, clients, community investment partners. It shows up in publicly facing statements. You know, going through just doing a catalog of of a company’s website is their diversity and their marketing materials. What conferences are they showing up at and who’s speaking at the conferences that they’re showing up at? And then you mentioned definitely. On the investor side, what indices are they showing up on? Because it definitely you can draw a direct. Line for financial impact or you. Can have the one or two kind of removed because engaged employees are more productive employees, they delight clients and then you have client retention and maybe client gain. That’s market share increase of market share, which then increases and delights your shareholders and so there is this virtuous cycle. That that is created between that return on investment, that return on inclusion for employee engagement, client engagement, which makes more money so that you can pay your associates and increase your share price. And so I think those areas, it’s everything in between. It’s it’s your it’s your leadership programs. I too am excited about some things that are coming out of COVID one because leadership. Trainings and leadership courses like, you know, in an organization. Like Crossley, you’re focusing on inherently an inclusive leadership model, and I don’t think we’ve always talked about inclusive leadership, more leadership. And it’s it’s really baked into the, you know, to have empowered execution to have shared consciousness and trust. There’s those things you have to attain first, and one of them is is diversity. And then to me, you’re inclusive leadership model is what drives the inclusivity where everyone feels like they have an equitable chance to join, belong, contribute and progress. And we need that now more than ever, because people are feeling dissociative with what they do for a living versus how they exist outside of what they do for a living. And they do need to build trust through geographic spacing because we’re not physically together. We do need to address and talk about mental health and wellness and keeping ourselves and our bodies functioning so that we we can show up at work. And I think.DaveYou’re looking at performance more holistically, which, you know, it’s something in special operations we’ve done for a long time and we still got a long way to go. But the idea that like how you physically show up and mentally show up has a massive impact in those mission critical situations.VivianRight? And not every leadership program really talks about that. And I know, you know CrossLead does, and that’s something that, again, the corporate sector can. Benefit from learning from the military on that.DaveWhat’s interesting for me personally in this journey is, you know, in the military, probably it’s because I was overseas so much. I was sort of desensitized to some of these, like larger social movements that were going on. I mean, it’s just take, for instance, like social media, like, I wasn’t allowed that U.S. access to social media when I was in the Philippines, right? So like, I come back and everybody’s on Facebook and Twitter and and like LinkedIn and all these applications, I’m like, Yeah, I would never put any stuff on that stuff, just given what I was doing and where I was operating. In fact, I was always being monitored by good guys and bad guys. I just didn’t. I just didn’t do it right. And so I was always desensitized to these themes. And then, you’re right, when we got into the foundations of how you create high-performing teams and things like shared consciousness and trust and common purpose and empowerment. You know, they and then how we think about operationalize it became obvious to me that like we had a massive premium on things like inclusive work environments. The fact that we have after action reviews, after every op where everybody, regardless of rank, title background, whatever is obligated to give people their honest perspective. What happened on that op so we could figure out to learn and then move forward. And we, you know, and then like, there’s fancy words like psychological safety that says this is what’s happening there. I don’t know what that stuff for me, it was just, that’s how you operate, because that’s what high-performing teams did. Right. That’s how that’s how you behave. And so it’s been interesting to see like, you know, D.N.I. is a social movement. I think a lot of times where leaders struggle to figure out like where it fits into their into their business models, they go, Wow, this feels like something I’m being forced to do because it’s larger social movement that I may or may not be be, you know, sort of attuned to. And for me, the way we came out, it was like, No, if you’re if you come back from something or you’re about to go on something, you want to make sure you’ve got all the best possible information perspective possible. Because if you don’t and something goes wrong, then how do you how do you, you know, how do you reconcile that? How do you rationalize that? How do you explain it? Some kids, mother or father, why their son or daughter is at home? Because, you know, we didn’t do our part and making sure we had the best possible plan that had the best collective of experiences sort of sort of yielded. So to me, I think just rethinking that in terms of that, I think goes a long way in saying, Hey, you know, wherever you fall in the social spectrum like discount for a second. This has real value to your to your business and it’s upside, and you should probably do it for all of social reasons. But like the value, you have a fiduciary responsibility to shareholders who do not like you find a way to to make that happen. So if you think about like the leverage that that you guys currently pull in Pfizer specifically to around your E.S.G. programs to basically sort of address some of these changes, what are those? Maybe talk about some of the unique levers that you’ve seen that are, like, you know, pretty effective both for measuring it and sort of driving, you know, improvements around around those areas.VivianRight? I mean, the KPIs, just. Like like any other parlor or any other operating model, it has to be integrated into and baked in to the very performance. And I think so one, having a culture of continuous learning. And really focus on leadership because when times, you know, progress. Does move at the speed of trust to everything you just said and you really can’t build trust. And in these inflection. Points of confusion and ambiguity and challenge, that’s when you rely on the trust so that it kind of greases the skids for, you know, when people don’t know what’s going to happen, but they trust that your company, your manager, your team has your best interest and has the best interests of the company and you’re kind of commiserate. With the level of service that you’re giving that you’re getting that back and so you see that show up. And I always said before, you know, the levers are within every single aspect of the organization and you can look at it as clients and external learning and development, certainly talent management. And that hits on a lot of that retention piece and an employee resource groups, internal mobility, professional development, your vendors and supplier diversity. There’s a reason again, why we met so early because we want it to benefit from the lessons learned from the military community when we were building our own leadership and talent development program and then ensure community engagement. Your strategic philanthropy.What are you doing volunteering your time, treasure and talent? And it’s always best when those are aligned because it’s the first best use of whatever the company or organization’s purposes. Don’t divorce that from the profit or the ability to have meaningful engagements for four employees and then it’s your those easy things like code of conduct, your total rewards, your benefits packages. And it’s it’s less about. Although I’m, you know, I’m jealous of companies where they can bring dogs to work or they have beer on tap. But I think more substantial investments in pay parity, family forming policy benefits, guard and reserve leave policies. Because what they’re really saying. When you invest in those high value things is that you’re saying that I’m not as an employer forcing you to choose between serving your country and coming to work. I’m not forcing you that.DaveYou’re saying, you’re saying we say guard and reserve. You mean National Guard.VivianNational Guard and Reserve Military Service.DaveThe policies are the company let you go and you keep your job and that you can go serve your country and then you.VivianAnd pay them. And of course, I have to say, because I serve as one of I always like to say the most expansive, I would love for a company to come back. And say, actually, our policy. Is more expansive. You know, we pay full, full salary. That’s amazing. For a while there, while our guard and reservists are on their orders. And so again, it’s saying that we’re not making you choose between serving your country and working here. But it’s the same with starting families. And there’s many ways to start a family and there. And it could be, you know, either parent or caregiver could stay home or so it’s a it’s just a more, if, like you said, progressive, expansive way to look at.DaveI love that. Yeah. And how we can expand that. Like if military is not your thing, you can expand that into any type of community or national service, right where you’re serving and making a difference in the community. And you’re saying this aligns with the values of principle.VivianAnd then. Well, and I have to make you know, when you said levers or ways to measure, I have to also mention because CrossLead helped us so much with our with our culture building and the way we looked at the pillars of where we time treasure talent. But looking at employee engagement surveys and having questions that have to do and directly ask your employees, do they think they’re treated fairly with respect? Do they think that they have a path to career – professional mobility? Those are very important to ask on those employee engagement because that’s, you know, asking the people of the population that you’re you’re trying to reach. So even if you do have the policies, process governance, whatever it is, but you’re not seeing that reflected. Then there’s still a disconnect there.DaveYeah, no, that makes total sense. So, so last question on this and I have some fun questions for us. So you’re the C.E.O. of a net new global conglomerate that’s a top five, top ten country in the world. What position are you creating on your executive team for to, to basically address these issues holistically? What are you calling it in like? And how would you describe the role and the responsibilities of that executive?VivianYou can call me anything,  don’t call me late for dinner is, is how I look at this question because it is such a topical question that comes up. Across regions, across companies, across industries. I think the important thing is to have a seat at the table and the idea that there’s going to be.DaveA seat at your table for an executive, there’s there’s going to be executive on your team. That has this as their core mission.VivianCertainly, and it would look across dimensions of, you know, the entire enterprise H.R. product operations, marketing, procurement, strategic sourcing because depending on what industry you’re and or what market, you might be driven more by sustainability or environment, like with the energy, with energy companies or gas. Whereas in financial services, financial inclusion, financial literacy is, is really what we do best. And so we know that part of diversity of inclusion is ensuring that everyone has equitable access to financial literacy. And so whether it’s and it could be driven out of our D.N.I., it for for talent acquisition or it could be driven out of marketing as a brand or philanthropy, a foundation for social innovation or social impact. The important thing to me is that there is that seat at the table and someone looking strategically across the enterprise looking at how to have impact past economic outcomes and you know. Larry, Fink if you think, you know, that’s kind of a bright-eyed way of looking at it. Larry Fink and issues that letter every every year for BlackRock and and has led the charge at saying there is economic impact, past immediate outcomes and that companies when you’re talking about sustainability, whether it’s environmental or workforce sustainability, you have to include this triple bottom line valuation to a company. And again, that’s where it’s coming from. Investors, it’s coming to be included in the stock exchange or Nasdaq, or to be listed on the S&P different indices. I think more and more these these multinational. Companies that we’re coming up with top five. They are creating a seat at the table on their executive management committee for it.DaveYeah, I think that’s right. I mean, ultimately, everybody’s in competition for talent. And increasingly, the talent that’s that’s both, you know, new talent coming into the workforce and or talent that’s decided to make a shift. And what they’re going to focus on and do is increasingly more aware of these issues. And they’re going to see organizations that take this seriously as a differentiation and where they want to go, spend their time, their energy and their efforts. And that’s going to be a massive differentiator. So it’s something that people have to get at. All right. So so I want to wrap this up. So given that I’ve done previous ones, I want to ask, I’ll say two words. They are things are they are people and you have to say you have to pick the name that that is right. So if I said olive oil and butter, which one would you pick.VivianSunflower seed oil?DaveSome fancy? OK, that wasn't one of the options now. If you’re if you’re if you’re a chef and you got a choice between an olive oil or butter, what are you picking?VivianNo, I mean, I sunflower seed oil because I saw it on a tick tock. I mean, I don’t have to choose.DaveOK, so you’re going to pick oil then over butter, but you’re just going, not olive oil. You’re kicking. Some of us, OK, got oil. We’re about. OK. Michael Jordan or LeBron James?VivianLeBron James? No, I’m kidding.DaveThat’s what I said. We’re sticking with the Lebron James.VivianThat’s true. That’s from the office because I was going to say Michael. Michael Jordan, because my son is MJ. So everyone assumes. That it’s Michael Jordan. but, it’s Mike Junior. But LeBron James.DaveLeBron James, OK, good, Messi or Ronaldo.VivianIs it bad? I’m not even sure who that is. Is that that’s.DaveOK, that’s OK. Just it messier another. No, I mean, these are football players, soccer players.VivianWell, I think that tells you my unconscious bias.DaveNeither. OK, I did my Louie, Louie Hamilton or Max Verstappen.VivianSo this is another hard one, and I know you want one answer. Louis Hamilton, for sure. Except that when I first heard Max Verstappen’s name, I actually thought that. Matthew Stafford, who is a prior University of Georgia bulldog, had taken up Formula one racing and that he was in competition with with Louis Hamilton and. The last that came out of my husband from that. But so I like them both. I love Lewis Hamilton, though he’s going to win.DaveThe national title on on Monday. Is it going to be Georgia?VivianAlabama Bulldogs hand down, hands down? It’s our year.DaveBulldogs. all right. We’ll hold you to that. Vivian, thank you so much for joining our program. I. This is one that’s a timely conversation, but two, it’s just so critical to how people and leaders need to think about about some of the today’s toughest challenges and how we address them. Can’t thank you enough for coming on board. It means a lot to you. Thank you.VivianThanks, Dave.Daveone more thing before we finish the episode, the CrossLead podcast is produced by the team at Truth Work Media. I want to make this the best leadership podcast available, so I would love to get your feedback. Our goal this season is to have authentic conversations with special operators, business leaders and thought leaders in the topics of leadership and agility. If you have any feedback, suggested topics or leaders that you want to hear from these, email me at contact@crosslead.com. If you found this episode interesting. Please share it with a friend and drop us a rating until next time. Thank you for joining.

Dr Tshepo Motsepe – South Africa's first lady and Patron, Early Care Foundation

On this episode of SPEAK! A Dogcast, our feature segment will be The Answer is Always…you will have to listen in to hear what that's all about! Then we have our Guest SPOT with Kelly Hayn from The CARE Foundation. Then comes the Breed of the Week and Listener Q&A! You're in for a real treat!

June begins – almost at the ½ way point of the year with a big week of economic reports. This week, a special guest from Astor Funds on investing with modern economics - Astor Fund's Rob Stein. Robert Stein - Chief Executive Officer - ASTOR FUNDS Mr. Robert Stein began his career as a project analyst for the Federal Reserve under former Chairman Paul Volcker and later went on to hold senior trading or portfolio management positions with large money-center Wall Street banks. Returning to Chicago in 1994, he formed Astor Financial, Inc., the parent company of Astor Asset Management LLC (“AAM”) a registered investment adviser and the predecessor firm to Astor Investment Management, LLC. Knight Capital Group (NYSE: KCG) acquired AAM in 2010 and Mr. Stein was appointed to the Executive Committee reporting to the Board of Directors and directly to the Chairman. In a management restructuring, Mr. Stein re-organized AAM as an independent firm (Astor Investment Management LLC). Mr. Stein is the co-creator of the Astor Economic Index® (AEI), the firm's proprietary method used to create what we believe is a smoother, more accurate “live read” on the economy. He is also the author of several books, including Inside Greenspan's Briefcase (McGraw-Hill) and Finding the Bull inside the Bear (John Wiley & Sons). Mr. Stein is the founder of the i-CARE Foundation, an organization that provides an annual grant to Northwestern Hospital to enhance patient experience and is Vice Chairman of the Board of Advisors to GlenKirk, an organization that supports people with special needs. Mr. Stein holds a Bachelor of Science from the University of Michigan. Compare your consolidated portfolio against more than 200 benchmarks or create customized benchmarks for analyzing performance. Sign up for free at http://www.portfolioanalyst.com OurCrowd's investment professionals leverage their extensive network to review some of the most promising private companies and startups in the world. Check it out at http://www.ourcrowd.com/tdi Follow @andrewhorowitz Looking for style diversification? More information on the TDI Managed Growth Strategy - https://thedisciplinedinvestor.com/blog/tdi-strategy/ eNVESTOLOGY Info - https://envestology.com/ Friday Pre-Market Run-Down Webinar Registration - https://www.triggercharts.com/webinar-pre-market-rundown-fridays/ Stocks mentioned in this episode: (AAPL) , (SPY)

Wild Care Foundation | How to Share Ideas with Persuasion, not Force | How to Check on Kids Mental Health | Art 4 New York | Honoring Your Path

Do you find yourself wanting to buy ethical and sustainable clothing? But it takes forever to find brands that you trust? I wanted: laborers paid a living wage, ethical working conditions, sustainable materials, sustainable processes, cruelty free, net zero carbon emissions…. The list goes on doesn't it?! And it's really hard to find brands that openly communicate all of these things. But I found a company that has made it super easy, and one of the founders, Erin Houston, from Philadelphia, Pennsylvania came on the podcast today! Erin Houston and Emily Kenney started Wearwell in 2019. Wearwell is a membership service that makes finding ethical and sustainable clothing easy. I joined the service about 6 months ago, and I have been in love. I recently became an ambassador, and I can't wait to be a part of Wearwell's movement into the future. I cannot recommend this company more. ---------------------------------------------------- LINK TO WEARWELL (AFFILIATE LINK): You can check out their service here, and try 1 month free! https://www.shopwearwell.com/ref/66/ ---------------------------------------------------- SHOW NOTES: https://ForAnimalsForEarth.com/podcast/32 --------------------------------------------------- REMINDERS: Support our charity of the month CARE Foundation by liking and sharing posts at: https://Instagram.com/CareFoundationFlorida Join our free 5 Day Conscious Lifestyle challenge: https://ForAnimalsForEarth.com/lifestylechallenge Leave a Rating & Review (Thank you!!): https://ForAnimalsForEarth.com/apple Share this show with a friend (Thank you!!): https://ForAnimalsForEarth.com/podcast

Christin takes me behind the scenes to talk about a few wild animals she has in her life. And what they have taught her about various species. She runs The CARE Foundation, an exotic animal rescue, and wildlife education center near Walt Disney World in Orlando, Florida. Christin lives on CARE's property with more than 200 wild animals. She tells us how each of those animals has a unique personality, and she knows each of them very well. In today's episode, Christin introduces us to: Famous Amos, the spider monkey Blonde, and other snakes and reptiles Chimera, the liliger (2 parts lion, 1 part tiger) Katrina and Tyrian, tigers You can support Christin and CARE Foundation by visiting on a tour, donating money and products (scroll down on home page), or following and sharing on social media. For show notes (to watch the interview and important links): https://ForAnimalsForEarth.com/podcast/30

Christin joins me from Apopka, Florida, just north of Walt Disney World, where she runs The CARE Foundation, an exotic animals rescue and wildlife education center. Christin lives on CARE's property with more than 200 animals that she has given refuge to in her sanctuary. Christin has a unique situation because she holds over 27 licenses and usually does not turn an animal away. She's a bit of a "one stop shop" for Fish & Wildlife or people surrendering their pets. And I'd like to offer that she's a "one stop shop" for tourists too, or locals who would like to see exotic wildlife. In today's episode: Christin introduces us to her life there on property Tours that we can try if we visit (or live in) Central Florida Important things to think about when considering an exotic animal as a pet How sanctuaries have been impacted by COVID-19 How important it is that sanctuaries work together How we can jump in and help sanctuaries in our local area Show notes, video and audio from the interview can be found at ForAnimalsForEarth.com/podcast/29

This episode’s Community Champion Sponsor is Ensemble Health Partners. To learn more about their inspiring work: https://www.ensemblehp.com/ (CLICK HERE) --- Passion, empathy, determination, and a deep commitment to humanizing healthcare are only a few of many ways to describe our next guest and his far-reaching impact of resolving health disparities with technology.  Jamey Edwards, the CEO of Cloudbreak Health, joins us on today’s episode to discuss his entrepreneurial journey of founding his company that is now positioned as a national leading unified telemedicine platform that currently performs over 100,000 encounters per month in over 1,500 healthcare venues across the country. Additionally, Jamey shares with us how his recent billion-plus dollar merger to create UpHealth came to be, even after years in the making. UpHealth is focused on empowering providers, health systems, and payors globally to manage care for people with complex medical, behavioral, and social needs, while dramatically improving access to primary care. Join us as we spend time with one of the leading members of the Global Army of Healthcare Transformers from StartUp Health, and to hear his rally cry to all of us as we continue to work together to positively reimagine the health of our communities around the world!  Episode Highlights: How and why Jamey founded Cloudbreak Health How the merger of Cloudbreak Health and UpHealth happened Innovating during the pandemic How Jamey launched Cloudbreak’s telequarantine program The silver lining to COVID-19 About our Guest:  Jamey is on a mission to fix healthcare. As a serial entrepreneur, Jamey has founded or co-founded companies in hospital management, physician outsourcing, and telemedicine space. He is currently the CEO of Cloudbreak Health, a leading unified telemedicine company currently performing over 100,000 encounters per month in over 1,500 healthcare venues nationwide.  Cloudbreak's mission is to #HumanizeHealthcare by leveraging technology to resolve health disparities and ensure health equity for underserved patients across the country. The first disparity Cloudbreak pioneered was ensuring Limited English Proficient and deaf patients were empowered to take control of their healthcare by bringing Certified Medical Interpreters to the point of care at the push of a button via its telemedicine platform. Jamey is a member of the Global Army of Healthcare Transformers of StartUp Health and is focused on two main moonshots of increasing access to care and driving the cost of care to zero. Prior to Cloudbreak, Jamey was the CEO of Emergent Medical Associates. During his tenure at EMA, EMA grew into the leading multi-specialty group (ER, Hospitalist, Anesthesia) in the southwest US & was honored as a 4x INC. 5000 & 2x Modern Healthcare Hottest company. He remains with EMA as a Board Member. He is also Board Member for Los Angeles Chapter of the American Red Cross, American Heart Association, the Partners in Care Foundation and the Young President's Organization (Santa Monica Bay Chapter). He graduated as a Tradition Fellow from Cornell University in 1996 & received his MBA from Cornell's Johnson Graduate School of Management in 2003. Jamey is a proud member of the #PinkSocks Tribe of healthcare innovators that can be found on Twitter and beyond working to disrupt healthcare from the ground up and drive positive change for patients and providers.  Links Supporting This Episode: Cloudbreak Health website: https://www.cloudbreak.us/ (CLICK HERE) UpHealth website: http://www.uphealthinc.com/ (CLICK HERE) Jamey Edwards LinkedIn page: https://www.linkedin.com/in/jameyedwards/ (CLICK HERE) Jamey Edwards Twitter page: https://twitter.com/jameyedwards (CLICK HERE) Visit our website: https://www.passionatepioneers.com/ (CLICK HERE) Subscribe to newsletter: https://forms.gle/4XjvmqWxaaNe21PX6 (CLICK HERE) Guest nomination form:... Support this podcast

In this episode of SPEAK! A Dogcast we have a client success story about a dog named Betty with some fear based anxiety issues, we take an in-depth look at dog psychology 101 and the concepts that go with it, we have our Breed of the Week segment, Question and Answer segment, and our guest SPOT today is Kelly Hayn, Assistant Director at The CARE Foundation where we'll hear about the over 200 exotic and domestic animals they care for every day!

Chief Development Officer KC Gartman joins the PEP Talk to discuss Baptist Health Care Foundation's upcoming 44th annual Stepping Out in Style event - which will be an "off-runway" virtual fashion show and silent auction featuring fashion from local boutiques with 100% of proceeds benefitting COVID-19 relief for our community.

Lovebabz Lovetalk with Babz Rawls-Ivy: Frances Padilla, Universal Health Care Foundation of CT by WNHH Community Radio

Noah's Ark Children's Transitional Care Foundation Welcome back to the #BAiH (Because Adulting is Hard), where the struggle is real y'all. In this episode, I talk with Anabel Garza of Noah's Ark Children's Transitional Care Foundation. Noah's ark is a nonprofit organization specializing in Families who are experiencing the Transitional period Prior or during end of life for a child.

Christine is the Founder and Chief Executive Officer of the Kids Cancer Care Foundation of Alberta. Beginning this work in the basement of her home in 1988, Christine has devoted her volunteer and working life to children's cancer programs, garnering national attention for her service to children and families battling childhood cancer. On the podcast we talk about finding your stride as an entrepreneur, the myths when running a non-profit, How to have a purposeful existence, and much much more. Connect with Christine: Website: kidscancercare.ab.ca LinkedIn: Christine McIver . . . Website: www.codessa.io/podcast Email Me: joe@codessa.io Add Me on LinkedIn: Joseph O Momoh

This week, we chat with Kelly Hayn of CARE Foundation, right here in Apopka, Florida! CARE Foundation is taking great care of animals of all shapes and sizes. Also, we went to Monica Geller's apartment and Eric Forman's basement!   -The C.A.R.E. Foundation Website -The C.A.R.E. Foundation Facebook -The C.A.R.E. Foundation Instagram -The C.A.R.E. Foundation Twitter -C.A.R.E. Amazon Wish List -Famous Amos Facebook -Back to Nature Website -Megaplex Website -Beef 'O' Brady's Apopka -Orange County Sheriff's Office -Florida Fish & Wildlife -See your favorite T.V. show sets -Shabby Jo's -The Old Red Barn of Geneva -Evangeline's Army -Kitchen Killaz -Tornatore's Cafe & Pizzeria -Mellow Mushroom

In this episode we are joined by June Simmons, President & CEO with Partners in Care Foundation and Ray Woosley, Founding President of the Arizona Center for Education and Research on Therapeutics. They discuss the critical role of community healthcare workers in the HomeMeds program and share stories about the incredible impact this program has had on members. Key discussion points in this episode include: The SDoH impact on Medicare populations Examples of how medications relate to SDoH How community healthcare workers address SDoH barriers and drive positive health outcomes To connect with June: https://www.linkedin.com/in/w-june-simmons-489629/ To connect with Ray: https://www.linkedin.com/in/raymond-l-woosley-md-phd-33b1b89/

Host Mike Stubbs is joined by the President of St. Joseph's Health Care Foundation Michelle Campbell.

Kevi Berger from the Hospice Care Foundation swings by The Trail to talk about their upcoming "50's Doo Wop" at the 2020 Hospice Benefit Ball held at the Hilton Garden Inn-Missoula, Friday, February 28th.

Dr. Sandra Hernández, President & CEO, California Health Care Foundation, chats with Jaimy Lee, LinkedIn, News Editor, Healthcare, on "The Access to Care Moonshot: Rethinking How We Serve the Underserved" at the 2019 StartUp Health Festival in San Francisco, California. Entrepreneurs: How to get investment from StartUp Health https://www.startuphealth.com/ Investors: How to invest in StartUp Health Moonshots http://www.healthmoonshots.com Want more content like this? You can subscribe to the podcast as well as other health innovation updates at startuphealth.com/content. Sign up for StartUp Health Insider™ to get funding insights, news, and special updates delivered to your inbox.

This week, John Voket rings up state Attorney General George Jepsen to learn how Connecticut is working to stop the reduction of your federal deductions of state and local taxes. Then we'll hear from a representative of Career Resources and the Bridgeport ReEntry Collaborative about how these organizations are working to help transition folks from incarceration to becoming self-sustaining tax paying members of the state's workforce. And we'll learn how your participation in the New Haven Bed Race will help the Connecticut Burns Care Foundation expand burn prevention education and peer support for some of the state's youngest and most vulnerable burn victims.

Wendy Loranzo created the Elizabeth Loranzo i Care Foundation following the 2017 overdose death of her daughter, Elizabeth, who died at age 25, leaving behind a 9-month-old son. The Foundation helps people who become addicted to opioids. For more information, visit www.icare.org

Tuesday, December 19th, 2017 our featured guest is June Simmons, President, Partners in Care Foundation, who's mission statement notes: 'Changing health care systems, changing communities, changing lives.' More about June (full bio here): 'Ms. Simmons is nationally recognized for her leadership in the administration of health care organizations. Since founding Partners in Care in 1997, June Simmons, MSW, has led the organization’s pioneering role in developing and scaling evidence-based care models, leading to innovative and effective interventions for the management of chronic conditions, the challenges of aging, and better coordinated care to improve health care outcomes. Throughout her distinguished career, she has been instrumental in envisioning, creating, funding, and operating, forward-looking health and social services research, and programs that meet the mutual needs of patient populations, providers, and health care delivery networks. These initiatives are designed to encourage implementation of cost-effective, patient-friendly integration of care across settings, from primary care and hospital to home and community.' Join us for an informative exchange!

Tuesday, December 19th, 2017 our featured guest is June Simmons, President,Partners in Care Foundation, who's mission statement notes: 'Changing health care systems, changing communities, changing lives.' More about June (full bio here): 'Ms. Simmons is nationally recognized for her leadership in the administration of health care organizations. Since founding Partners in Care in 1997, June Simmons, MSW, has led the organization’s pioneering role in developing and scaling evidence-based care models, leading to innovative and effective interventions for the management of chronic conditions, the challenges of aging, and better coordinated care to improve health care outcomes. Throughout her distinguished career, she has been instrumental in envisioning, creating, funding, and operating, forward-looking health and social services research, and programs that meet the mutual needs of patient populations, providers, and health care delivery networks. These initiatives are designed to encourage implementation of cost-effective, patient-friendly integration of care across settings, from primary care and hospital to home and community.' Join us for an informative exchange!      

Ms. Seema Aziz is the Cofounder and Managing Director of SEFAM, where she took one small fashion retail shop she started in Shadman Market Lahore in 1985, and built it into of Pakistan’s largest fashion retailers with over 450 outlets throughout 3 different regions of the world and currently 12 different brands, including Bareeze, Leisure Club, Chinyere, Working Woman, Minnie Minors and 7 others. She has done this while also starting and growing CARE Foundation into one of Pakistan’s largest education NGOs, blossoming from one school that she planted in 1991 to over 860 schools that they are operating through out the country today. She’s a true serial entrepreneur who has done an unbelievable amount for this country, despite all the odds and the skepticism and the discouragement and the challenges and the frustrations. And she is still plugging away, meeting each day with a relentless work ethic and faith, facing road blocks with her beloved smile her and infectious energy, and continuing the journey with a never take no perseverance, and there’s really so much to love, admire and learn from her. *Building Pakistan is brought to you by the team at Amal Academy (amalacademy.org), with support from +Acumen (plusacumen.org) as our distribution partner. Illustrations and production editing are by Awais Farooq (Amal Academy). Music is provided by Danny Roberts (dannyroberts.com), Lydia Cole and Ryan Baxley.

Suresh Nair, UAE Volunteer, Butterfly Cancer Care Foundation talks about their activities in UAE and Kerala.

Reiki with Wild Animals and sharing a bit about my recent trip to the CARE Foundation!

Do animals go to heaven? Can we communicate with them? We love our pets and my guest Kathleen Prasad has got a very special mission in life. Kathleen Prasad is founder of Animal Reiki Source (www.animalreikisource.com) and president of the Shelter Animal Reiki Association (SARA). She has taught Reiki to the staff and volunteers of organizations such as BrightHaven, The CARE Foundation, Best Friends Animal Society, The San Francisco SPCA and Guide Dogs for the Blind. A global leader in the profession, Kathleen has authored the book Reiki for Dogs and co-authored the books The Animal Reiki Handbook and Animal Reiki: Using Energy to Heal the Animals in Your Life. She's been published in magazines such as The Journal of the American Holistic Veterinary Medical Association, Animal Wellness Magazine, Animal Fair, Equine Wellness Magazine, The Whole Dog Journal, Dog Fancy, Feline Wellness and Dogs Naturally Magazine, and featured in several radio and TV programs. Kathleen offers regular classes at BrightHaven Holistic Animal Retreat in Santa Rosa and also travels to teach.Webpage:www.animalreikisource.comFacebook:https://www.facebook.com/AnimalReikiSourceTwitter:https://twitter.com/ars_animalreikiGoogle+:https://plus.google.com/+Animalreikisource/postsYoutube:https://www.youtube.com/user/AnimalReikiSource

It was March 2012 when Peter Donegan was invited to visit an overgrown field in Malahide and there to meet Brian Geraghty who had a vision of what would become Malahide Allotments. At the time, The Sodshow didn't even have it's own website or twitter account ! Allotments mildly to one side and epilepsy in mind, there was a greater motivation in mind with this project. Just over 2 years later Peter returns to find out just what, why and how it all happened. Utterly amazing, inspirational and very wonderful. Not to be missed ;) The Sodshow airs every Friday and is available in iTunes and all good podcast stores around 3.30pm the same day. Thoughts or comments ? @sodshow on twitter or on facebook as The Sodshow. The Sodshow is Ireland’s Best Podcast 2013 and only garden radio show and is very proudly sponsored by our mates, the very lovely Greensax.ie

Kathleen Prasad is founder of Animal Reiki Source (www.animalreikisource.com /span>http://www.animalreikisource.com> ) and president of the Shelter Animal Reiki Association (SARA). She has taught Reiki to the staff and volunteers of organizations such as BrightHaven, The CARE Foundation, Best Friends Animal Society, The San Francisco SPCA and Guide Dogs for the Blind. A global leader in the profession, Kathleen has authored the book Reiki for Dogs and co-authored the books The Animal Reiki Handbook /span>https://www.lulu.com/commerce/index.php?fBuyProduct=4633653> and Animal Reiki: Using Energy to Heal the Animals in Your Life /em>http://www.animalreikisource.com/bookpromo.html> . She’s been published in magazines such as The Journal of the American Holistic Veterinary Medical Association, Animal Wellness Magazine, Animal Fair, Equine Wellness Magazine, The Whole Dog Journal, Dog Fancy, Feline Wellness and Dogs Naturally Magazine, and featured in several radio and TV programs. Kathleen offers regular classes at BrightHaven Holistic Animal Retreat in Santa Rosa. She also teaches a variety of correspondence and tele-classes. She is available for distant treatments.