Podcasts about careers

Can I Moderate? Why This Question Matters More Than We Talk About For most of my recovery journey, I held a pretty firm belief: If you're questioning your drinking, the answer is probably abstinence. That belief came from both lived experience, as well as observing other people who struggle with alcohol. Personally, I never drank normally. From the very first drink, the switch flipped on—and it stayed on. I hit a hard bottom early, and after years of trying to moderate, the answer for me was clear: I could not moderate. As it turned out, for me abstinence meant freedom. And still… Over time, something softened in me. Not because I changed my relationship with alcohol—but because I started listening more closely to other people's experiences. The Question Everyone Has to Answer for Themselves I've come to believe this: "Can I moderate?" is not a denial question. It's a developmental one. For many people, it's the pivot point of their entire recovery journey. Some people answer it quickly. Some answer it painfully. Some don't answer it until years—sometimes decades—later. But skipping the question doesn't make it disappear. And that's why my conversation with Nick Allen, CEO and co-founder of Sunnyside, felt so important. Nick grew up in an AA household. Both of his parents are in long-term recovery. He understands abstinence deeply—and still, his own relationship with alcohol took a different path. Instead of waiting for a crisis, he began asking a quieter question early on: What does a healthy relationship with alcohol look like for me—right now? That question eventually became Sunnyside: a platform designed to help people explore change before things fall apart. The Missing Middle Here's the reality I see again and again: Most people are offered two options: Figure it out Quit forever And when those are the only choices on the table, a huge number of people choose to keep trying to figure it out. Not because they're reckless. Not because they don't care. But because abstinence can feel overwhelming, stigmatizing, or premature—especially for people who are still functioning "well enough." Research suggests there's often a 10-year gap between when alcohol becomes a problem and when someone seeks help. Ten years. Think about what happens in ten years: Careers strained Health eroded Relationships damaged Kids absorbing instability they can't name yet Waiting is not neutral. Why Willpower Isn't the Answer One thing Nick and I aligned on immediately: Willpower is a terrible long-term strategy. Willpower is finite. It's lowest at the exact moments people need it most: After a long day During stress At the witching hour (5–7pm) On Fridays when it's "been a week" Sunnyside takes a different approach: Decisions are made ahead of time, when clarity is high Habits are supported with structure, not shame Accountability is externalized, not moralized This is how real behavior change works. A Word About Naltrexone (And Nuance) We also talked openly about naltrexone, a medication that's been FDA-approved for decades to help reduce alcohol cravings. Here's what matters: It doesn't make people sick It doesn't require abstinence It reduces the reward loop that drives compulsive drinking I've had clients use it successfully—particularly high-functioning people who struggled with the "off switch," not daily drinking. But for people earlier in the process—people quietly wondering, "Is this still working for me?"—tools like this can interrupt years of silent suffering. Language Matters More Than We Think One of the most powerful parts of this conversation was about vocabulary. Words like addict, alcoholic, relapse, recovery—they carry weight. For some people, they offer clarity and belonging. For others, they create shame, fear, and avoidance. If the language feels too heavy, people wait. Sunnyside intentionally avoids labels and instead talks about: Alcohol overuse Habit change Awareness Experimentation That shift alone can make change feel possible. Where I Land Now I'm still sober and have no desire to drink again. I still believe abstinence is the right path for most people who struggle with alcohol. And I also believe we need earlier, gentler, more honest entry points into change. The goal of sobriety—or moderation, or reduction—isn't the absence of alcohol. It's: Freedom Health Presence A life that actually works If someone can get there sooner, with less damage along the way, I'm all for it.     Action Steps If this resonated, here are a few grounded next steps: Ask the question honestly Is alcohol adding to my life—or quietly taking from it? Move from judgment to curiosity You don't need a label to run an experiment. Plan ahead of cravings Decisions made in advance beat willpower every time. Seek support early Coaching, tracking, community, and medical tools are preventative—not last resorts. Protect what already works If abstinence is serving you, honor that. No need to second-guess stability.     Resources Sunnyside: https://www.sunnyside.co/arlina Sunnyside Med (Naltrexone access) NIH research on alcohol use disorder and treatment gaps AA and abstinence-based recovery programs (for those who already know)     If you're listening to this podcast, reading this post, or even asking the question quietly to yourself—you're already earlier than most. And earlier matters.   Guest Contact Info: https://get.sunnyside.co/arlina

She was the Ridgewood High School band director. He was a football coach for the Riverview High School team. She dropped her papers in the end zone. He helped pick them up. She eventually got his friend - the band director for Riverview - to have him finally call her to ask for a date. That was beginning of Bill and Cheryl Graham's love story; one that has endured through their combined 112-year teaching careers and beyond. Just in time for Valentine's Day, we hear from Bill and Cheryl about what kept them going through more than five decades in the classroom, how personal tragedy actually deepened their commitment to education, and why they continue to serve students now in their retirement. LESSONS FROM A LIFETIME OF LEARNING | Click here to read the feature about Bill and Cheryl Graham in the October/November 2025 edition of Ohio Schools.SHARE YOUR PERSPECTIVE | If you have an education topic you're passionate about, or you know about educators in your Local who are doing amazing things, we want to hear from you on the podcast! Please email us at educationmatters@ohea.org SUBSCRIBE | Click here to subscribe to Public Education Matters on Apple Podcasts or click here to listen on Spotify so you don't miss a thing. You can also find Public Education Matters on many other platforms. Click here for some of those links so you can listen anywhere. And don't forget you can listen to all of the previous episodes anytime on your favorite podcast platform, or by clicking here.Featured Public Education Matters guests: Bill and Cheryl Graham, OEA-Retired membersConnect with OEA:Email educationmatters@ohea.org with your feedback or ideas for future Public Education Matters topicsLike OEA on FacebookFollow OEA on TwitterFollow OEA on InstagramGet the latest news and statements from OEA hereLearn more about where OEA stands on the issues Keep up to date on the legislation affecting Ohio public schools and educators with OEA's Legislative WatchAbout us:The Ohio Education Association represents nearly 120,000 teachers, faculty members and support professionals who work in Ohio's schools, colleges, and universities to help improve public education and the lives of Ohio's children. OEA members provide professional services to benefit students, schools, and the public in virtually every position needed to run Ohio's schools.Public Education Matters host Katie Olmsted serves as Media Relations Consultant for the Ohio Education Association. She joined OEA in May 2020, after a ten-year career as an Emmy Award-winning television reporter, anchor, and producer. Katie comes from a family of educators and is passionate about telling educators' stories and advocating for Ohio's students. She lives in Central Ohio with her husband and two young children. This episode was recorded in early September, 2025.

Why is commercial baking a destination workplace? In this episode of Bake to the Future, host Anne Fairfield-Sonn is joined Mauricio Arrieta, Strategic Marketing Director, Bakery NA & Global Accounts at Kerry and Peggy Dantuma, Development Director NA from Kerry, a proud ABA Premium Allied Member. Together, they share their career journeys and discuss how Kerry helps shape the food and beverage market through research, innovation, and collaboration. From identifying key consumer drivers to exploring the latest flavor and wellness trends, this conversation dives into how Kerry transforms insights into real-world solutions for brands. The episode wraps with a look ahead at the future of flavor and what it means for the baking industry. With special guests: Peggy Dantuma, Development Director NA at Kerry and Mauricio Arrieta, Strategic Marketing Director, Bakery NA & Global Accounts at Kerry Hosted by: Anne Fairfield-Sonn, Director of Marketing and Communications at the American Bakers Association

A Career Path Born from Industry Need Laurel Ridge Community College is addressing a critical workforce shortage head-on with its innovative Power Line Worker Program. What began as conversations with local utilities in February 2024 has rapidly transformed into a comprehensive training pipeline that's already placing graduates into high-paying careers across the region. During a recent episode of The Valley Today, host Janet Michael talks with Guy Curtis, Director of Marketing for Laurel Ridge, program manager AnnaJane Whitacre, and Derrick Dehaney, a recent graduate who's about to start his new career with Dominion Power. Together, they revealed how this intensive program is changing lives while keeping Virginia's lights on. Fourteen Weeks to Transform a Career The program packs an impressive amount of training into just 14 weeks. Students attend full-time, Monday through Friday from 8 AM to 5 PM, earning seven industry-recognized credentials along the way. "It's a lot crammed into 14 weeks," AnnaJane admits, but the comprehensive curriculum ensures graduates walk out job-ready. The training begins with four weeks of CDL Class A certification, followed by heavy equipment operator training—a program Laurel Ridge has successfully run for years. From there, students dive into specialized coursework including VDOT work zone traffic control, OSHA 10 certification, CPR and first aid, and the core power line worker curriculum. Moreover, the program covers everything from basic safety and hand tools to the exciting work of climbing poles, working with live wire, and operating specialized equipment like Digger Derrick and bucket trucks. Students also learn about the broader power industry, including the differences between generation, distribution, and transmission systems. From Skepticism to Passion Derrick's journey exemplifies the program's transformative power. Initially, he enrolled at Laurel Ridge simply to obtain his CDL. However, after researching line work on YouTube, he discovered something unexpected. "I was like, wow, these guys are climbing poles—that looks like fun," Derrick recalls. "I fell in love with it at first sight." Despite being older than many of his classmates, Derrick's construction background and athletic lifestyle prepared him well for the physical demands. "I play travel football, still play travel football," he explains. "So me being able to do this work wasn't gonna be a problem at all." Nevertheless, the program challenged him. As a father of two, Derrick juggled full-time classes with weekend security jobs to support his family. "The first couple weeks, I'm like, man, I dunno how I'm gonna do this," he admits. Yet the struggle proved worthwhile. Derrick applied to Dominion Power immediately after graduating on December 18th and received a call back right away. He starts his new career on February 16th. Industry Partnership Makes the Difference What sets this program apart is the Northwestern Virginia Power and Energy Consortium—a partnership between Laurel Ridge, Dominion Energy, local cooperatives, and contractors. This collaboration ensures the curriculum meets real-world needs while providing students direct access to employers. Throughout the program, companies visit during lunch hours to discuss employment opportunities. "The employers have to bring lunch, so they have to buy the students pizza or subs or whatever," AnnaJane explains with a smile. "And then they get the whole lunch hour to talk about employment opportunities." Furthermore, near the end of the course, companies conduct on-site interviews with students. These aren't mock interviews—they're real opportunities that often lead to job offers before graduation. "Several of the students had offers or at least follow-up interviews shortly after graduation or even before graduation," AnnaJane notes. A Career with Unlimited Potential The financial prospects are compelling. Entry-level positions start around $50,000 annually, while experienced line workers can earn well over six figures. However, the opportunities extend far beyond the initial position. As AnnaJane discovered while developing the program, the career pathways are surprisingly diverse. Graduates can specialize in transmission work on high-voltage tower lines, focus on underground systems prevalent in urban areas, or move into fiber optic installation for telecommunications companies. "It truly is a very fruitful industry with lots of opportunity," she emphasizes. Additionally, the work carries a sense of purpose that resonates deeply with graduates. "In my opinion, they're in a class with first responders," Janet observes. "You're the one that when the power goes out because of a storm, you're gonna be going out there and getting the power restored." Derrick agrees wholeheartedly. "It's a bragging experience for me," he says. "I've never bragged about a job before. It's awesome. It's really awesome." Education That Goes Beyond the Classroom The instructors' dedication particularly impressed Derrick. "Every instructor was top tier for us," he shares. "They made sure we passed the class, made sure that we got the knowledge. And if we needed help, they would literally stop class and help that individual." This supportive environment extended beyond technical training. The program fundamentally changed how Derrick sees the world around him. "Now all I do is look at power lines when I'm driving or whenever I'm outside," he laughs. "I'm like, 'Oh, that's not right. That could cause a fire.'" Making It Accessible While the program represents one of Laurel Ridge's more expensive workforce offerings, multiple funding options make it accessible. Students can apply for Fast Forward funding, G3, and FAFSA assistance. Additionally, the college offers various scholarship opportunities, including county-specific options. "Regardless, let us help you navigate those funding options that are out there," Guy Curtis encourages. The college's financial assistance team screens each student to identify all available funding sources. The Next Cohort Awaits With the first cohort's success, Laurel Ridge is gearing up for its next class starting April 13th and running through July 17th. An information session is scheduled for February 26th from 5 to 7 PM at the Middletown campus student union building. Guy Curtis emphasizes that while pre-registration is requested, anyone interested can attend to learn more about the program and ask questions. "It's worth the while to just investigate, learn more, talk to AnnaJane herself," he says. A Message to Future Students Derrick's advice to anyone considering the program is unequivocal: "Run to it. Go in, sign up." He continues passionately, "I don't know where you can get this amount of credentials and certifications within 14 weeks. After these 14 weeks are over, I'm gonna be so ecstatic because this is 1000% worth it." For those on the fence, Derrick offers reassurance: "Laurel Ridge will make sure you graduate. I can't speak highly enough for what I went through. This is my personal experience, but I just can't be more thankful for Laurel Ridge and what they've done for me and my family and my career." As Derrick prepares to climb his first pole as a Dominion Power employee, he represents not just a program graduate but a testament to what's possible when community colleges partner with industry to meet real workforce needs. Meanwhile, AnnaJane has already warned him and his classmates: "In a few years, I'll be calling y'all again" to speak to future cohorts. The waiting list, as Derrick suggests, should be out the door. For more information about the Power Line Worker Program or to register for the February 26th information session, visit laurelridgeworkforce.com/powerline.

Let's talk about something that doesn't get people excited. No machines, nothing about forklifts, and no mention of productivity or numbers. I'd like to talk about paperwork. I know I know, but this isn't boring paperwork. This is the paperwork of life. The kind of documents that quietly follow you from your first job all the way to retirement. The kind that, when handled correctly, makes life easier, and when ignored, can create stress, delays, lost money, or even lost opportunities.  I was looking for the right word here, I highlighted the words personal responsibility, and that's not what I'm looking for, but there are things we, ourselves, need to make sure we get right. So instead of harping on what we need to do I'll just speak to it in an, “I've seen how this plays out” kind of way. Because here's the truth, no company, no HR department, no recruiter, no government agency cares about your paperwork more than you do, and they never will.  When someone gets a job offer, they're excited. And they should be. But onboarding isn't just about orientation videos and a badge. From day one, you're asked to complete documents like I-9 employment verification, W-4 tax forms, Direct deposit information, Benefit elections, Emergency contacts, Policy acknowledgments. And these aren't just forms. These documents determine whether you can legally work, how and when you get paid, how much tax is withheld, whether you have insurance, and who gets called if there are any problems or emergencies.  When onboarding paperwork is filled out incorrectly, or rushed through, problems can start immediately. Delayed paychecks. Incorrect tax withholdings. Missed benefits. And the worst part? Most of those problems are preventable. Here's a tip or an opinion I guess, if a document affects your pay, your health, or your job security, slow down. Ask questions if you do not understand something. Especially anything like deductions. Read what you're signing. If you don't understand a box, don't guess. Guessing on official paperwork almost always comes back around to us.  The I-9 form is one of the most misunderstood documents in employment, and one of the most important. This form verifies your identity and your legal authorization to work in the United States. It requires specific documents, completed within a specific timeframe. If our hiring agent doesn't properly complete the I-9 you may not be allowed to start work. Your employment could be delayed, or you could be terminated, not for performance, but for a compliance issue. This isn't personal. It's just the law. As a worker, our responsibility is simple but serious. We need to bring valid, acceptable documents, make sure names match exactly, and pay attention to dates and signatures. Just this week I've heard about 3 individuals that met all the qualifications for a position, interviewed great, was offered the position, only to say that they didn't bring 2 forms of I.D. Their hiring process was delayed until they could return with their documents. For one of them the position was filled before she could return. And to our recruiter, being unprepared for an I-9 and the onboarding sends a message, fair or not, that you didn't take the process seriously.  Taxes are another area where people often say, I'll just fill it out the way I always do. That mindset can cause problems for us. Your W-4 determines how much money is withheld from each paycheck. Too little withheld? You might owe money at tax time. Too much withheld? You're giving the government an interest-free loan all year. And it's important to remember that life changes, marriage, kids, second jobs, side work, all affect how your W-4 should be filled out. Here's another tip or opinion! Our paycheck is our responsibility. If something looks off, ask about it immediately. Waiting six weeks doesn't fix it, it only multiplies the problem.  I want to mention a bit on our personal records too. Health records, Immunizations, Vaccinations, Physicals. In warehousing, manufacturing, transportation, and logistics, these come up more than people realize. Certain jobs, sites, or clients may require proof of Tetanus shots, Hepatitis vaccinations, physical capability exams or ergonomic testing, even drug screening history. Yes, these request or needs are rare in our field, but if you can't produce records, you may be delayed from starting a job, or even be excluded from certain assignments or have to repeat tests at your own expense. Keeping copies of our health records is important, it's about preparedness. Create a simple system, a physical folder at home, or digital copies on a secure drive with clear file names and dates. This is one of those, future you will be thankful for, habits.  Oh and many people assume education records don't matter once they're working. That's not always true. High school diplomas, GEDs, college transcripts, certifications, licenses, these documents can come up when applying for leadership roles, moving into safety or compliance positions, transitioning into office or management roles and applying for specialized training. Saying I completed it is not the same as proving it. If you've earned something, keep the documentation. You worked for it. Don't let missing paperwork slow your progress later.  And here's another free opinion! Your resume should never be written in a panic. It should be updated after each role, after learning new equipment, when gaining certifications, and after taking on leadership tasks. Too many people try to rebuild their entire work history the night before applying for a job, and details get lost. Dates get fuzzy. Job titles blur and we'll leave off some of our accomplishments. A resume isn't just for job hunting. It's a record of our career. Here's another unsolicited opinion of mine! Keep a running document. Add bullet points as you go. That away when opportunity shows up, you'll be ready.  Now let's talk about open enrollment, this is where people can get hurt financially. Open enrollment windows are like written in stone. Miss them, and you may be locked out of Health insurance, Dental and vision, Life insurance or Disability coverage until the next enrollment period. Saying “I didn't know” doesn't reopen the window. This happened to me last year. I asked about the dental and vision offerings, but I didn't follow up when no one got back to me. So I didn't have dental and vision insurance! Understanding your benefits isn't optional adulthood, it's more like survival planning. If you don't understand a benefit, ask HR. That's what they're there for. And don't hesitate to follow up if you haven't heard back. Ignoring enrollment because it feels overwhelming can cost thousands of dollars later.  Here is a hard truth, deadlines don't care about your schedule, your stress, or your intentions. Miss a form deadline and benefits don't activate, our coverage can lapse, pay adjustments don't happen. Professionals respect deadlines, even when the task isn't exciting. And we are professionals, right? That's part of being dependable.  And all this documentation follows us right into retirement as well. At the end of your career, paperwork doesn't stop, believe it or not it actually increases! Retirement accounts. Pension records. Social Security documentation. Healthcare elections. People who kept records throughout their career transition more smoothly. People who didn't often scramble at the worst possible time. Your future self deserves better than all that last-minute chaos!  I recently read something by a government agency. It said that paperwork isn't the enemy, neglect is. It made me think a bit!  The paperwork of life isn't glamorous, but it is important. Careers don't fall apart because of one bad day on the floor. They fall apart because of missed details spread out over time. Let's all be sure to handle our paperwork with the same pride we bring to our work ethic.  Oh, and I mentioned retirement a minute ago. One of the biggest myths is that retirement planning begins when you're close to retirement. It doesn't. It begins with your first benefit election, and your first 401(k) form, and your first beneficiary designation. The people who retire smoothly didn't magically get organized at 60, they stayed consistent for decades. Every form you complete correctly today reduces stress tomorrow. Every document you keep track of becomes a gift to your future self.  Let me leave this part with something simple and honest. Paperwork is how the world keeps score. It records who you are, what you've earned, what you're entitled to, and how you're protected. Ignoring it doesn't make it go away, it just hands control to someone else. So lets take ownership of it, ask questions, respect those deadlines, and keep records.   Ok, I'll leave it at that. I don't want it to sound like I'm standing up on a soap box here, but I've seen so many people struggle and take financial hits over the very things we discussed today. If you have any questions about anything I brought up, check with your HR department or a member of your management team, ask questions. And as always, feel free to send us an email to hose@warehouseandoperationsasacareer.com and I'll help find you an answer. Thanks for checking in and as always, please be safe in all you do.   

Rejection is hard, both in your personal and professional life, but everyone faces rejection at some point. Learning to channel rejection into positive outcomes is an important step to success. Anna Holmes, contributing writer at The Atlantic and author of the article, "The Upside of Professional Rejection," discusses how she's trying to face rejection in 2026, and listeners share their rejection stories, triumphs, and struggles.Photo by H. Armstrong Roberts/ClassicStock/Getty Images

Want to break into finance or understand how global markets really work? In this episode of the Market Maker Podcast, Anthony Cheung speaks with Dr. Lupin Rahman - former IMF economist, World Bank advisor, and senior fixed income portfolio manager - to explore the world of sovereign credit, macro strategy, and global investing.Lupin shares how she transitioned from public sector institutions like the IMF and World Bank to the private markets, what sovereign debt investing involves, and why cultural intelligence matters as much as economic analysis. From assessing political risk in emerging markets to negotiating directly with governments, she gives a rare insider view of the forces shaping global debt markets.She also offers clear, practical advice for students and early-career professionals - including the top trait she looks for when hiring and how to approach finance with curiosity, adaptability, and long-term thinking.Packed with real-world insights and career wisdom, this episode is essential listening for anyone interested in macroeconomics, finance careers, or how markets and policy truly intersect.(00:00) Intro: Dr. Lupin Rahman(02:00) Discovering economics at 10(03:24) Choosing finance over medicine(05:25) IMF, academia, or banking?(07:56) Switching to the private sector(09:11) Career moves through conversation(14:02) UK vs US finance culture(19:12) Policy vs profit: mindset shift(24:10) Stress, merit & diversity in markets(28:16) What is sovereign credit?(31:29) Careers in sovereign debt(35:02) The #1 trait Lupin hires for(39:18) Lupin's book on sovereign debt***Check out Lupin's new book, 'The Sovereign Debt Investor', a Top 10 book on Amazon, designed to give students and new market entrants a practical introduction to this underexplored area of finance.

In this episode of #29DaysOfMagic we sat down with Evan Seymour, a publicist and founder of Black Women in Entertainment. Evan discusses her journey from various roles in education and journalism to becoming a successful entrepreneur in public relations. The conversation highlights the importance of community, resilience, and self-care in navigating the entertainment industry. Evan shares her experiences, challenges, and the significance of building relationships, as well as her gratitude for the support she has received throughout her career. Learn more about your ad choices. Visit megaphone.fm/adchoices

Recorded live at the Transportation Research Board Annual Meeting in Washington, DC, this episode of Transit Unplugged features a wide-ranging and deeply personal conversation with Bridgette Beato, Chair of WTS (Women's Transportation Seminar) and Founder and CEO of Lumenor Consulting Group.Bridgette joins host Paul Comfort to unpack the evolving role of women in public transportation—and the systems, networks, and intentional choices that help leaders thrive at every stage of their careers. From WTS's nearly 50-year history to its current global footprint of more than 10,000 members, Bridgette explains how the organization attracts, advances, and retains women across all modes of transportation through scholarships, training, mentorship, and community.The conversation also dives into Bridgette's own career journey, from management information systems and large-scale technology implementations to launching and growing Lumenor Consulting into a multi-disciplinary firm supporting transit agencies across North America. Along the way, she reflects on entrepreneurship born out of necessity, the realities of small business growth in the public sector, and why intentional career planning matters—especially in moments of rapid industry transformation.Paul and Bridgette explore the importance of mentorship, executive peer spaces, and raising your hand for opportunity, as well as the role organizations like WTS play in helping leaders navigate change, loneliness at the top, and the shifting landscape of technology, funding, and innovation in transit.This episode is a must-listen for anyone thinking seriously about leadership, equity, and long-term career growth in transportation—and for those looking to understand how community and intention shape the future of the industry.Host + Producer: Paul ComfortExecutive Producer: Julie GatesProducer: Chris O'KeeffeEditor: Patrick EmileAssociate Producer: Cyndi RaskinBrand Design: Tina OlagundoyeSocial Media: Tatyana MechkarovaIf you have a question or comment, email us at info@transitunplugged.comDisclaimer: The views and opinions expressed in this program are those of the guests, and do not necessarily reflect the views or positions of Modaxo, its affiliates or subsidiaries, or any entities they represent. This production belongs to Modaxo and may contain information subject to trademark, copyright, or other intellectual property rights. This content is provided for general informational purposes only and should not be relied upon as legal advice. Modaxo disclaims all warranties and liability arising from the use of this material.

How often do you take action in a way that makes you think, “This is going to get me where I want to go!” My guess is that you're not taking these kinds of strategic action steps often enough, AND you're probably taking many other action steps each day that are not helping advance your career growth.  In fact, you may be stuck in a vicious (exhausting?!) cycle of over-giving, over-producing, and over-proving yourself without any long-term benefit to your career.   In this episode, I'm sharing five leadership skills that truly accelerate women's careers - not in a hustle-harder, fix-yourself way - but in a grounded, strategic, and sustainable way. Too often, women are given vague advice like “just be more confident” or “speak up more,” without being taught the actual skills that create visibility, influence, and momentum. This episode is about naming the skills that actually move the needle in your career advancement and then making them actionable.  This is especially for women who are doing great work and still feel stuck or overlooked. I walk through five specific skills that I've seen make a real difference over and over again: strategic self-advocacy, clear and confident communication (especially in high-stakes moments), intentional relationship-building, navigating power and bias without losing yourself, and setting boundaries that protect both your energy and your credibility. I talk honestly about the traps women are often socialized into, such as self-sacrificing, waiting to be noticed, staying quiet to stay “likable,” and how these skills help you move out of those patterns without becoming someone you're not. This conversation is for women at any stage of their career who want to lead with more intention, influence, and ease. My hope is that as you listen, you'll identify one skill that feels especially relevant right now - one lever you can pull that creates momentum instead of burnout. Leadership isn't about perfection or a dazzling personality; it's about practicing the skills that help you be seen, heard, and valued for the leader you already are, so that when the right opportunity opens up, you are well-positioned to step right into it. Links Mentioned: Hire Sara to speak: saradean.com/speaking Coach with Sara: https://saradean.com/executive-coaching-services Connect with Sara on LinkedIn: https://www.linkedin.com/in/saradeanspeaks Watch Shameless Leadership episodes on YouTube: https://www.youtube.com/@saradeanspeaks Learn more about your ad choices. Visit podcastchoices.com/adchoices

What makes some teams thrive while others struggle? Leadership expert Dr. Vanessa Druskat joins Lauren to share why team success depends on emotional intelligence—not just talent.You'll learn:Why emotionally intelligent teams outperform othersHow to build trust and psychological safetySimple steps to boost your team's emotional IQShow NotesWeekly Newsletter Sign-Up: http://bit.ly/37hqtQW Guide to working with me: https://www.careercontessa.com/resources/communication-guide/ Guest Resources:Website: https://www.vanessadruskat.com/Book: https://www.vanessadruskat.com/books Career Contessa ResourcesBook 1:1 career coaching session: https://www.careercontessa.com/hire-a-mentor/ Take an online course: https://www.careercontessa.com/education/ Get your personalized salary report: https://www.careercontessa.com/the-salary-project/ SponsorSign up for your one-dollar-per-month trial today at shopify.com/careercontessa. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this special live episode of Squiggly Careers, Helen and Sarah take to the stage to explore one of the trickiest parts of career growth - learning through the uncomfortable, uncertain, and messy moments. Borrowing brilliance from lobsters, they share the idea from their new book Learn Like a Lobster of 'shell shedding' — the vulnerable transitions we all go through when we outgrow old roles, identities, or ways of working.Through honest stories, practical tools, and conversations with three brilliant guests, Maya Raichoora, Timeyin Akerelethey & Amy Conroy unpack how setbacks and unexpected change can become fuel for growth, if we know how to spot the learning.This episode is all about turning hard moments into helpful ones, building the confidence to adapt, and leading your own development through the discomfort.Episode 527

Negotiating cases in which neither spouse wants custody of the cat, setting clients' expectations about what's legally possible (versus what feels "right"), and finding hope in people's ability to bounce back from dark times with Lucy Stewart-Gould, a divorce lawyer in London. What simple question can break open a deadlocked settlement? And what's a "jurisdiction race"?IF YOU LIKE THIS EPISODE: Check out what it's like to be a criminal defense attorney, a forensic accountant, or a couples therapist.WANT MORE EPISODE SUGGESTIONS? Grab our What It's Like To Be... "starter pack". It's a curated Spotify playlist with some essential episodes from our back catalogue. GOT A COMMENT OR SUGGESTION? Email us at jobs@whatitslike.com FOR SPONSORSHIP OPPORTUNITIES: Email us at partnerships@whatitslike.com WANT TO BE ON THE SHOW? Leave us a voicemail at (919) 213-0456. We'll ask you to answer two questions: 1. What's a word or phrase that only someone from your profession would be likely to know and what does it mean? 2. What's a specific story you tell your friends that happened on the job? It could be funny, sad, anxiety-making, pride-inducing or otherwise. We can't respond to every message, but we do listen to all of them! We'll follow up if it's a good fit.

A story about actress Catherine O'Hara and her journey from the coat check room to Hollywood star. Programming Note: Nothing is changing with Andrew's weekly interview episodes. Andrew's interview episodes will continue to be in your podcast feed every Thursday morning. References:Article about Catherine O'Hara's work at Second City Toronto

Two major exhibitions in the year 2024 at the Cité de l'Architecture in Paris, France and the work and careers of the curators are related in this Com d'Archi. Indeed, La Cité de l'architecture et du patrimoine is getting into the games spirit with two exhibitions in 2024 that take visitors through the experience of sport in and out of stadiums through the prism of architecture.With Il était une fois les stades or Once upon a time, stadiums visitors can trace the evolution and revolutions of stadiums from the early 20th century to the present day. In 2023, architecture students have been invited to build nomadic sports fields in urban spaces.Quand la ville se prend aux jeux or When the city plays games will exhibit the winners of the ninth edition of Mini Maousse.Image teaser DR © Com d'Archi PodcastWith the voice of EstherSound engineering : Bastien Michel___If you like the podcast do not hesitate:. to subscribe so you don't miss the next episodes,. to leave us stars and a comment :-),. to follow us on Instagram @comdarchipodcast to find beautiful images, always chosen with care, so as to enrich your view on the subject.Nice week to all of you ! Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

 “What we call a risk is often just hanging on to a reality that may no longer be true.” In this episode I chat with Avivah Wittenberg-Cox, a global expert on 21st-century leadership, gender and generational balance, longevity, and the future of work. We explore the Four Quarter Lives framework (Q1 Grow, Q2 Achieving, Q3 Becoming, Q4 Harvesting), why lifespans are getting longer, and what that means for individuals, teams, and organizations. Our conversation covers practical changes for workplaces, the reframing of aging beyond decline, how to approach risk in midlife, and how to design careers and communities for longer, more purposeful lives. The episode includes guidance on leadership strategy, intergenerational collaboration, and personal planning for a longer horizon. Key takeaways - The Four Quarter Lives framework reframes a 100-year life into four 25-year phases: Grow (Q1), Achieving (Q2), Becoming (Q3), Harvesting (Q4). This helps individuals and organizations plan for longer, more varied careers. - Achieving (Q2) is not the endpoint; Q3 is a peak period for meaningful work, mentorship, and legacy-building, especially for women who have faced traditional juggling pressures. - Q4 is not decline; it's a time for legacy, contribution, and intergenerational engagement. As lifespans extend, many will shift toward continued purpose, learning, and mentoring. - Ageism and DEI shouldn't be the starting frame for addressing aging in organizations. Instead, demographics should be integrated into strategic planning at the executive level to influence talent, markets, and long-term resilience. - Midlife is a critical transition - often mischaracterized as a crisis. A proactive “midlife rethink” helps people plan for a longer horizon and avoid stagnation. - Intergenerational connections are valuable. Practical ideas like Generations Over Dinner can foster mutual understanding and collaboration across age groups. - The conversation emphasizes resilience and opportunity: risk should be reframed as choosing growth over clinging to a status quo that no longer aligns with longer, healthier lifespans.   Resources and links mentioned - Four Quarter Lives podcast: https://www.avivahwittenbergcox.com/podcasts/4-quarter-lives  - Elderberries Substack: https://elderberries.substack.com/  - 20 First: https://20-first.com/  - Generations Over Dinner: https://www.generationsoverdinner.com/  — a practical way to connect different age groups - The Correspondent by Virginia Evans: https://uk.bookshop.org/p/books/the-correspondent-virginia-evans/7732977    Who should listen - Midcareer professionals (especially those in their 40s–60s) planning for longer, more varied career lives - Leaders and HR/talent professionals shaping long-term workforce strategy and age-inclusive growth - Anyone interested in reframing aging, intergenerational collaboration, and longevity as a positive opportunity   If you enjoy the podcast please help us grow by sharing this episode, or writing a review. You can also find me at www.thetripleshift.org / www.managingthemenpause.com  connect with me at https://www.linkedin.com/in/emmacthomas/  follow along on Instagram at https://www.instagram.com/middlingalong_podcast/ or subscribe to my Substack at https://middlingalong.substack.com/     

In this episode of "The Loan Officer Podcast," hosts Dustin Owen and John Coleman, joined by producer Karina Mojica, deliver an engaging blend of humor, real-world stories, and valuable industry insight. The episode kicks off with Dustin sharing highlights from his recent travels, including keynote speeches at major mortgage conferences and memorable encounters with industry leaders. He reflects on the fast-paced changes sweeping through the mortgage sector, emphasizing how technology, automation, and artificial intelligence are transforming everything from loan processing to client communication.   Despite these advancements, the hosts stress that emotional intelligence, strong interpersonal skills, and genuine likability remain irreplaceable assets for loan officers. They discuss real-life scenarios where empathy and relationship-building have made the difference in closing deals and retaining clients, even as digital tools become more prevalent. The conversation delves into the challenges and opportunities presented by automation, with the team debating whether robots and algorithms will ever fully replace the human touch in lending. Throughout the episode, Dustin, John, and Karina offer practical career advice for both new and experienced loan officers.   They highlight the importance of continuous learning, adaptability, and investing in professional coaching to stay ahead in a rapidly evolving market. The team also announces an exciting upcoming networking event designed to connect industry professionals, foster collaboration, and share best practices. Listeners are encouraged to take charge of their personal and professional growth, leveraging both technology and soft skills to remain competitive. The episode wraps up with actionable tips for building a resilient career in the mortgage industry, reminders to register for the networking event, and a call to invest in coaching and self-improvement as the keys to long-term success.   TLOP's Originator Coaching: https://tloponline.com/mlo-coaching-programs/ Loan officer looking for a new place to call home?

Bob Goodson was the first employee at Yelp, founder of social media analytics company Quid, co-inventor of the Like button, and co-author of the new book Like: The Button That Changed the World. On Oct 1, 2025, Bob spent a day with our MBA students at the University of Kansas, and he shared so much great content that I asked him if we could put together some of the highlights as a podcast, which I've now put together in three chapters: First is Careers, second is Building Companies, and third is AI and Social Media. As a reminder, any views and perspectives expressed on the podcast are solely those of the individual, and not those of the organizations they represent. Hope you enjoy the episode. - [Transcript] Nate:  My name is Nate Meikle. You're listening to Meikles and Dimes, where every episode is dedicated to the simple, practical, and under-appreciated. Bob Goodson was the first employee at Yelp, founder of social media analytics company Quid, co-inventor of the like button, and co-author of the new book Like: The Button That Changed the World. On Oct 1, 2025, Bob spent a day with our MBA students at the University of Kansas, and he shared so much great content that I asked him if we could put together some of the highlights as a podcast, which I've now put together in three chapters: First is Careers, second is Building Companies, and third is AI and Social Media. As a reminder, any views and perspectives expressed on the podcast are solely those of the individual and not those of the organizations they represent. Hope you enjoy the episode. Let's jump into Chapter 1 on Careers. For the first question, a student asked Bob who he has become and how his experiences have shaped him as a person and leader.   Bob:  Oh, thanks, Darrell. That's a thoughtful question. It's thoughtful because it's often not asked, and it's generally not discussed. But I will say, and hopefully you'll feel like this about your work if you don't already, that you will over time, which is I'm 45 now, so I have some sort of vantage point to look back over. Like, I mean, I started working when I was about 9 or 10 years old, so I have been working for money for about 35 years. So I'm like a bit further into my career than perhaps I look. I've been starting companies and things since I was about 10. So, in terms of like my professional career, which I guess started, you know, just over 20 years ago, 20 years into that kind of work, the thing I'm most grateful for is what it's allowed me to learn and how it's evolved me as a person. And I'm also most grateful on the business front for how the businesses that I've helped create and the projects and client deployments and whatever have helped evolve the people that have worked on them. Like I genuinely feel that is the most lasting thing that anything in business does is evolve people. It's so gratifying when you have a team member that joins and three years later you see them, just their confidence has developed or their personality has developed in some way. And it's the test of the work that has evolved them as people. I mean, I actually just on Monday night, I caught up for the first time in 10 years with an intern we had 10 years ago called Max Hofer. You can look him up. He was an intern at Quid. He was from Europe, was studying in London, came to do an internship with us in San Francisco for the summer. And, he was probably like 18, 19 years old. And a few weeks ago, he launched his AI company, Parsewise, with funding from Y Combinator. And, he cites his experience at Quid as being fundamental in choosing his career path, in choosing what field he worked in and so on. So that was, yeah, that was, when you see these things happening, right, 10 years on, we caught up at an event we did in London on Monday. And it's just it's really rewarding. So I suppose, yeah, like I suppose it's it's brought me a lot of perspective, brought me a lot of inner peace, actually, you know, the and and when you're when I was in the thick of it at times, I had no sense of that whatsoever. Right. Like in tough years. And there were some - there have been some very tough years in my working career that you don't feel like it's developing you in any way. It just feels brutal. I liken starting a company, sometimes it's like someone's put you in a room with a massive monster and the monster pins you down and just bats you across the face, right, for like a while. And you're like just trying to get away from the monster and you're like, finally you get the monster off your back and then like the monster's just on you again. And it just, it's just like you get a little bit of space and freedom and then the monster's back and it's just like pummeling you. And it's just honestly some years, like for those of you, some of you are running companies now, right? And starting your own companies as well. And I suppose it's not just starting companies. There are just phases in your career and work where it's like you look back and you're like, man, that year was just like, that was brutal. You just get up and fight every day, and you just get knocked down every day. So I think, I don't wish that on anybody, but it does build resilience that then transfers into other aspects of your life.    Nate:  Next, a student made a reference to the first podcast episode I recorded with Bob and asked him if he felt like he was still working on the most important problem in his field.    Bob:  Yeah, thank you. Thanks for listening to the podcast, as this gives us… thanks for the chance to plug the podcast. So the way I met Nate is that he interviewed me for his podcast. And for those of you who haven't listened to it, it's a 30 minute interview. And he asked this question about what advice would you share with others? And we honed in on this question of like, what is the most important problem in your field? And are you working on it? Which I love as a guide to like choosing what to work on. And so we had a great conversation. I enjoyed it so much and really enjoyed meeting Nate. So we sort of said, hey, let's do more fun stuff together in the future. So that's what brought us to this conversation. And thanks to Nate for, you know, bringing us all together today. I'm always working on what I think is the most important problem in front of me. And I always will be. I can't help it. I don't have to think about it. I just can't think about anything else. So yes, I do feel like right now I'm working on the most important problem in my field. And I feel like I've been doing that for about 20 years. And it's not for everybody, I suppose. But I just think, like, let's talk about that idea a little bit. And then I'll say what I think is the most important problem in my field that I'm working on. Like, just to translate it for each of you. Systems are always evolving. The systems we live in are evolving. We all know that. People talk about the pace of change and like life's changing, technology's changing and so on. Well, it is, right? Like humans developed agriculture 5,000 years ago. That wasn't very long ago. Agriculture, right? Just the idea that you could grow crops in one area and live in that area without walking around, without moving around settlements and different living in different places. And that concept is only 5,000 years old, right? I mean, people debate exactly how old, like 7, 8,000. But anyway, it's not that long ago, considering Homo sapiens have been walking around for in one form or another for several hundred thousand years and humans in general for a couple million years. So 5,000 years is not long. Look at what's happened in 5,000 years, right? Like houses, the first settlements where you would actually just live at sleep in the same place every night is only 5,000 years old. And now we've got on a - you can access all the world's knowledge - on your phone for free through ChatGPT and ask it sophisticated questions and all right answers. Or you can get on a plane and fly all over the world. You have, you know, sophisticated digital currency systems. We have sophisticated laws. And like, we've got to be aware, I think, that we are living in a time of great change. And that has been true for 5,000 years, right? That's not new. So I think about this concept of the forefront. I imagine, human development is, you can just simply imagine it like a sphere or balloon that someone's like blowing up, right? And so every time they breathe into it, like something shifts and it just gets bigger. And so there's stuff happening on the forefront where it's occupying more space, different space, right? There's stuff in the middle that's like a bit more stable and a bit more, less prone to rapid change, right? The education system, some parts of the healthcare system, like certain professions, certain things that are like a bit more stable, but there's stuff happening all the time on the periphery, right? Like on the boundary. And that stuff is affecting every field in one way or another. And I just think if you get a chance to work on that stuff, that's a really interesting place to live and a really interesting place to work. And I feel like you can make a contribution to that, right, if you put yourself on the edge. And it's true for every field. So whatever field you're in, we had people here today, you know, in everything from, yeah, like the military to fitness to, you know, your product, product design and management and, you know, lots of different, you know, people, different backgrounds. But if you ask yourself, what is the most important thing happening in my area of work today, and then try to find some way to work on it, then I think that sort of is a nice sort of North Star and keeps things interesting. Because the sort of breakthroughs and discoveries and important contributions are actually not complicated once you put yourself in that position. They're obvious once you put yourself in that position, right? It's just that there aren't many people there hanging out in that place. If you're one of them, if you put yourself there, not everyone's there, suddenly you're kind of in a room where like lots of cool stuff can happen, but there aren't many people around to compete with you. So you're more likely to find those breakthroughs, whether it's for your company or for, you know, the people you work with or, you know, maybe it's inventions and, but it just, anyway, so I really like doing that. And in my space right now, I call it the concept of being the bridge. And this could apply to all of you too. It's a simple idea that the world's value, right, is locked up in companies, essentially. Companies create value. We can debate all the other vehicles that do it, but basically most of the world's value is tied up in companies and their processes. And that's been true for a long time. There's a new ball of power in the world, which is been created by large language models. And I think of that just like a new ball of power. So you've got a ball of value and a ball of power. And the funny thing about this new ball of power is this actually has no value. That's a funny thing to say, right? The large language models have no value. They don't. They don't have any value and they don't create value. Think about it. It's just a massive bag of words. That has no value, right? I can send you a poem now in the chat. Does that have any value? You might like it, you might not, but it's just a set of words, right? So you've got this massive bag of words that with like a trillion connections, no value whatsoever. That is different from previous tech trends like e-commerce, for example, which had inherent value because it was a new way to reach consumers. So some tech trends do have inherent value because they're new processes, but large language models don't. They're just a new technology. They're very powerful. So I call it a ball of power. but they don't have any value. So why is there a multi-trillion dollar opportunity in front of all of us right now in terms of value creation? It's being the bridge. It's how to make use of this ball of power to improve businesses. And businesses only have two ways you improve them. You save money or you grow revenue. That's it. So being the bridge, like taking this new ball of power and finding ways to save money, be more efficient, taking this new ball of power and finding ways to access new consumers, create new offerings and so on, right? Solve new problems. That is where all the value is. So while you may think that the new value, this multi-trillion dollar opportunity with AI is really for the people that work on the AI companies, sure, there's a lot of, you know, there's some money to be made there. And if you can go work for OpenAI, you probably should. Everyone should be knocking the door down. Everyone should be applying for positions because it's the most important company, you know, in our generation. But if you're not in OpenAI or Meta or Microsoft or whoever, you know, three or four companies in the US that are doing this, for everybody else, it's about being the bridge, finding ways that in your organizations, you can unlock the power of AI by bringing it into the organizations and finding ways to either save money or grow the business. And that's fascinating to me because anybody can be the bridge. You don't have to be good with large language models. You have to understand business processes and you have to be creative and willing to even think like this. And suddenly you can be on the forefront of like creating massive value at your companies because you were the, you know, you're the one that brings brings in the new tools. And I think that skill set, there are certain skills involved in being the bridge, but that skill set of being the bridge is going to be so valuable in the next 5 to 10 years. So I encourage people, and that's what I'm doing. Like, I see my role - I serve clients at Quid. I love working with clients. You know, I'm not someone that really like thrives for management and like day-to-day operations and administration of a business. I learned that about myself. And so I just spend my time serving clients. I have done for several years now. And I love just meeting clients and figuring out how they can use Quid's AI, Quid's data, and any other form of AI that we want to bring to the table to improve their businesses. And that's just what I do with my time full-time. And I'll probably be doing that for at least the next 5 or 10 years. I think the outlook for that area of work is really huge.    Nate:  Building on the podcast episode where Bob talked about working on the most important problem in his field, I asked if he could give us some more details on how he took that advice and ended up at Yelp.    Bob:  So I was in grad school in the UK studying, well, I was actually on a program for medieval literature and philosophy, but looking into like language theory. So it was not the most commercial course that one could be doing. But I was a hobbyist programmer, played around with the web when it first came up and was making, you know, various new types of websites for students. while in my free time. I didn't think of that as commercial at all. I didn't see any commercial potential in that. But I did meet the founders of PayPal that way, who would come to give a talk. And I guess they saw the potential in me as a product manager. You know, there's lots of new apps they wanted to build. This is in 2003. And so they invited me to the US to work for them. And I joined the incubator when there were just five people in it. Max Levchin was one of them, the PayPal co-founder. Yelp, Jeremy Stoppelman and Russel Simmons were in those first five people. They turned out to be the Yelp co-founders. And Yelp came out of the incubator. So we were actually prototyping 4 companies each in a different industry. There was a chat application that we called Chatango that was five years before Twitter or something, but it was a way of helping people to chat online more easily. There were, which is still around today, but didn't make it as a hit. There was an ad network called AdRoll, which ended up getting renamed and is still around today. That wasn't a huge hit, but it's still around. Then there was Slide, which is photo sharing application, photo and video sharing, which was Max's company. That was acquired by Google. And that did reasonably well. I think it was acquired for about $150 million. And then there was Yelp, which you'll probably know if you're in the US and went public on the New York Stock Exchange and now has a billion dollars in revenue. So those are the four things that we were trying to prototype, each very different, as you can see. But I suppose that's the like tactical story, right? Like the steps that took me there. But there was an idea that took me there that started this journey of working on the most, the most important problems that are happening in the time. So if I rewind, when I was studying medieval literature, I got to the point where I was studying the invention of the print press. And I'd been studying manuscript culture and seeing what happened when the print press was invented and how it changed education, politics, society. You know, when you took this technology that made it cheaper to print, to make books, books were so expensive in the Middle Ages. They were the domain of only the wealthiest people. And only 5% of people could read before the print process was invented, right? So 95% of people couldn't read anything or write anything. And that was because the books themselves were just so expensive, they had to be handwritten, right? And so when the print press made the cost of a book drop dramatically, the literacy rates in Europe shot up and it completely transformed society. So I was studying that period and at the same time, like dabbling with websites in the early internet and sort of going, oh, like there was this moment where I was like, the web is our equivalent of the print press. And it's happening right now. I'm talking like maybe 2002, or so when I had this realization. It's happening right now. It's going to change everything during our lifetimes. And I just had a fork in my life where it's like I could be a professor in medieval history, which was the path I was on professionally. I had a scholarship. There were only 5 scholarships in my year, in the whole UK. I was on a scholarship track to be a professor and study things like the emergence of the print press, or I could contribute to the print press of our era, which is the internet, and find some way to contribute, some way, right? It didn't matter to me if it was big or small, it was irrelevant. It was just be in the mix with people that are pushing the boundaries. Whatever I did, I'd take the most junior role available, no problem, but like just be in the mix with the people that are doing that. So yeah, that was the decision, right? Like, and that's what led me down to sort of leave my course, leave my scholarship. And, my salary was $40,000 when I moved to the US. All right. And that's pretty much all I earned for a while. I'd spent everything I had starting a group called Oxford Entrepreneurs. So I had absolutely no money. The last few months actually living in Oxford, I had one meal a day because I didn't have enough money to buy three meals a day. And then I packed up my stuff in a suitcase - one bag - wasn't even a suitcase, it was a rucksack and moved to the US and, you know, and landed there basically on a student visa and friends and family was just thought I was, you know, not making a good decision, right? Like, I'm not earning much money. It's with a bunch of people in a like a dorm room style incubator, right? Where the tables and chairs we pulled off the street because we didn't want to spend money on tables and chairs. And where I get to work seven days a week, 12 hours a day. And I've just walked away from a scholarship and a PhD track at Oxford to go into that. And it didn't look like a good decision. But to me, the chance to work on the forefront of what's happening in our era is just too important and too interesting to not make those decisions. So I've done that a number of times, even when it's gone against commercial interest or career interest. I haven't made the best career decisions, you know, not from a commercial standpoint, but from a like getting to work on the new stuff. Like that's what I've prioritized.    Nate:  Next, I asked Bob about his first meeting with the PayPal founders and how he made an impression on them.    Bob:  Good question, because I think... So I have a high level thought on that, like a rubric to use. And then I have the details. I'll start with the details. So I had started the entrepreneurship club at Oxford. And believe it or not, in 800 years of the University's history, there was no entrepreneurship club. And they know that because when you want to start a new society, you go to university and they go through the archive, which is kept underground in the library, and someone goes down to the library archives and they go through all these pages for 800 years and look for the society that's called that. And if there is one, they pull it out and then they have the charter and you have to continue the charter. Even if it was started 300 years ago, they pull out the charter and they're like, no, you have to modify that one. You can't start with a new charter. So anyway, it's because it's technically a part of the university, right? So they have a way of administrating it. So they went through the records and were like, there's never been a club for entrepreneurs at the university. So we started the first, I was one of the co-founders of this club. And, again, there's absolutely no pay. It was just a charity as part of the university. But I love the idea of getting students who were scientists together with students that were business minded, and kind of bringing technical and creative people together. That was the theme of the club. So we'd host drinks, events and talks and all sorts. And I love building communities, at least at that stage of my life. I loved building communities. I'd been doing it. I started several charities and clubs, you know, throughout my life. So it came quite naturally to me. But what I didn't, I mean, I kind of thought this could happen, but it really changed my life as it put me at the center of this super interesting community that we've built. And I think that when you're in a university environment, like starting clubs, running clubs, even if they're small, like, we, I ran another club that we called BEAR. It was an acronym. And it was just a weekly meetup in a pub where we talked about politics and society and stuff. And like, it didn't go anywhere. It fizzled out after a year or two, but it was really like an interesting thing to work on. So I think when you're in a university environment, even if you guys are virtual, finding ways to get together, it's so powerful. It's like, it's who you're meeting in courses like this that is so powerful. So I put myself in the middle of this community, and I was running it, I was president of it. So when these people came to speak at the business school, I was asked to bring the students along, and I was given 200 slots in the lecture theatre. So I filled them, I got 200 students along. We had 3,000 members, by the way, after like 2 years running this club. It became the biggest club at the university, and the biggest entrepreneurship student community in Europe. It got written up in The Economist actually as like, because it was so popular. But yeah, it meant that I was in the middle of it. And when the business school said, you can come to the dinner with the speakers afterwards, that was my ticket to sit down next to the founder of PayPal, you know. And so, then I sat down at dinner with him, and I had my portfolio with me, which back then I used to carry around in a little folder, like a black paper folder. And every project I'd worked on, every, because I used to do graphic design for money as a student. So I had my graphic design projects. I had my yoga publishing business and projects in there. I had printouts about the websites I'd created. So when I sat down next to him, and he's like, what do you work on? I just put this thing on the table over dinner and was like, he picked it up and he started going through it. And he was like, what's this? What's this? And I think just having my projects readily available allowed him to sort of get interested in what I was working on. Nowadays, you can have a website, right? Like I didn't have a website for a long time. Now I have one. It's at bobgoodson.com where I put my projects on there. You can check it out if you like. But I think I've always had a portfolio in one way or another. And I think carrying around the stuff that you've done in an interactive way is a really good way to connect with people. But one more thing I'll say on this concept, because it connects more broadly to like life in general, is that I think that I have this theory that in your lifetime, you get around five opportunities put in front of you that you didn't yet fully deserve, right? Someone believes in you, someone opens a door, someone's like, hey, Nate, how about you do this? Or like, we think you might be capable of this. And it doesn't happen very often, but those moments do happen. And when they happen, a massive differentiator for your life is do you notice that it's happening and do you grab it with both hands? And in that moment, do everything you can to make it work, right? Like they don't come along very often. And to me, those moments have been so precious. I knew I wouldn't get many of them. And so every time they happened, I've just been all in. I don't care what's going on in my life at that time. When the door opens, I drop everything, and I do everything I can to make it work. And you're stretched in those situations. So it's not easy, right? Like someone's given you an opportunity to do something you're not ready for, essentially. So you're literally not ready for it. Like you're not good enough, you don't know enough, you don't have the knowledge, you don't have the skills. So you only have to do the job, but you have to cultivate your own skills and develop your skills. And that's a lot of work. You know, when I landed in, I mean, working for Max was one of those opportunities where I did not, I'd not done enough to earn that opportunity when I got that opportunity. I landed with five people who had all done PayPal. They were all like incredible experts in their fields, right? Like Russ Simmons, the Yelp co-founder, had been the chief architect of PayPal. He architected PayPal, right? Like I was with very skilled technical people. I was the only Brit. They were all Americans. So I stood out culturally. Most of them couldn't understand what I was saying when I arrived. I've since changed how I speak. So you can understand me, the Americans in the room. But I just mumbled. I wasn't very articulate. So it was really hard to get my ideas across. And I had programmed as a hobbyist, but I didn't know enough to be able to program production code alongside people that had worked at PayPal. I mean, their security levels and their accuracy and everything was just off the, I was in another league, right? So there I was, I felt totally out of my depth, and I had to fight to stay in that job for a year. Like I fought every day for a year to like not get kicked out of that job and essentially out of the country. Because without their sponsorship, I couldn't have stayed in the country. I was on a student visa with them, right? And I worked seven days a week for 365 days in a row. I basically almost lived in the office. I got an apartment a few blocks from the office and I had to. No one else was working those kind of hours, but I had to do the job, and I had to learn 3 new programming languages and all this technical stuff, how to write specs, how to write product specs like I had to research the history of various websites in parts of the internet. So I'm just, I guess I'm just giving some color to like when these doors open in your career and in your life, sometimes they're relationship doors that open, right? You meet somebody who's going to change your life, and it's like, are you going to fight to make that work? And, you know, like, so not all, it's not always career events, but when they happen, I think like trusting your instinct that this is one of those moments and knowing this is one of the, you can't do this throughout your whole life. You burn out and you die young. Like you're just not sustainable. But when they happen, are you going to put the burners on and be like, I'm in. And sometimes it only takes a few weeks. Like the most it's ever taken for me is a year to walk through a door. But like, anyway, like just saying that in case anyone here has one of these moments and like maybe this will resonate with one of you, and you'll be like, that's one of the moments I need to walk through the door.    Nate:  That concludes chapter one. In chapter 2, Bob talks about building companies. First, I asked Bob if he gained much leadership experience at Yelp.    Bob:  I gained some. I suppose my first year or two in the US was in a technical role. So I didn't have anyone reporting to me. I was just working on the user interface and front end stuff. So really no leadership there. But then, there was a day when we still had five people. Jeremy started to go pitch investors for our second round because we had really good traffic growth, right? In San Francisco, we had really nice charts showing traffic growth. We'd started to get traction in New York and started to get traction in LA. So we've had the start of a nice story, right? Like this works in other cities. We've got a model we can get traffic. And Jeremy went to his first VC pitch for the second round. And the VC said, you need to show that you can monetize the traffic before you raise this round. The growth story is fine, but you also need to say, we've signed 3 customers and they're paying this much, right, monthly. So Jeremy came back from that pitch, and I remember very clearly, he sat down, kind of slumped in his chair and he's like, oh man, we're going to have to do some sales before we can raise this next round. Like we need someone on the team to go close a few new clients. And it's so funny because it's like, me and four people and everyone went like this and faced me at the same time. And I was like, why are you looking at me? Like, I'm not, I didn't know how to start selling to local businesses. And they're like, they all looked at each other and went, no, we think you're probably the best for this, Bob. And they were all engineers, like all four of them were like, background in engineering. Even the CEO was VP engineering at PayPal before he did Yelp. So basically, we were all geeks. And for some reason, they thought I would be the best choice to sell to businesses. And I didn't really have a choice in it, honestly. I didn't want to do it. They were just like, you're like, that's what needs to happen next. And you're the most suitable candidate for it. So I I just started picking up the phone and calling dentists, chiropractors, restaurants. We didn't know if Yelp would resonate with bars or restaurants or healthcare. We thought healthcare was going to be big, which is reasonably big for Yelp now, but it's not the focus. But anyway, I just started calling these random businesses with great reviews. I just started with the best reviewed businesses. And the funny thing is some of those people, my first ever calls are still friends today, right? Like my chiropractor that I called is the second person I ever called and he signed up, ended up being my chiropractor for like 15 years living in San Francisco. And now we're still in touch, and we're great friends. So it's funny, like I dreaded those first calls, but they actually turned out to be really interesting people that I met. But yeah, we didn't have a model. We didn't know what to charge for. So we started out charging for calls. We changed the business's phone number. So if you're, you had a 415 number and you're a chiropractor on Yelp, we would change your number to like a number that Yelp owned, but it went straight through to their phone. So it was a transfer, but it meant our system could track that they got the call through Yelp, right? Yeah. And then we tracked the duration of the call. We couldn't hear the call, but we tracked the duration of the call. And then we could report back to them at the end of the month. You got 10 calls from Yelp this month and we're going to charge you $50 a call or whatever. So I sold that to 5 or 10 customers and people hated it. They hated that model because they're like, they'd get a call, it'd be like a wrong number or they just wanted to ask, they're already a current customer and they're asking about parking or something, right? So then we'd get back to and be like, you got a call and we charged you 50 bucks. So like, no, I can't pay you for that. Like, that was one of my current customers. So now the reality is they were getting loads of advertising and that was really driving the growth for their business, but they didn't want to pay for the call. So then I was like, that's not working. We have to do something else. Then we paid pay for click, which was we put ads on your page and when someone clicks it, they see you. And then people hated that too, because they're like, my mum just told me she's been like clicking on the link, right? Because she's like looking at my business. And my mum probably just cost me 5 bucks because she said she clicked it 10 times. And like, can you take that off my bill? So people hated the clicks. And then one day we just brought in a head of operations, Geoff Donaker. And by this point, by the way, I had like 2 salespeople working for me that I'd hired. And so it was me and two other people. We were calling these companies, signing these contracts. And one day I just had this epiphany. I was like, we should just pay for the ads that are viewed, not the ads that are clicked. In other words, pay for impressions to the ads. So if I tell you, I've put your ad in front of 500 people when they were looking for sushi this month, right? That you don't mind paying for because there's no action involved, but you're like, whoa, it's a big number. You put me in front of 500 people. I'll pay you 200 bucks for that. No problem. Essentially impression-based advertising. And I went to our COO and I was like, I think we should try this. He was like, if you want to give it a go. And I wrote up a contract and started selling it that day. And that is that format, that model now has a billion dollars revenue running through Yelp. So basically they took that model, like I switched it to impression-based advertising. And that was what was right for local. And our metrics were amazing. We're actually able to charge a lot more than we could in the previous two models. And I built out the sales team to about 20 people. Through that process, I got hooked, basically. Like I realized I love selling during that role. I would never have walked into sales, I think, unless everyone had gone, you have to do it. And I dreaded it, but I got really hooked on it. I love the adrenaline of it. I love hunting down these deals and I love like what you can learn from customers when you're selling. You can learn what they need and you can evolve your business model. So I love that flywheel and that's kind of what I've been doing ever since. But I built out a team of 20 people, so I got to learn management, essentially by just doing it at Yelp and building out that team.    Nate:  Next, I asked Bob how he developed his theory of leadership.    Bob:  I actually developed it really early on. You know, I mentioned earlier I'd been starting things since I was about 10 years old. And what's fascinated me between the age of like 10 and maybe, you know, my early 20s, I love the idea of creating stuff with people where no one gets paid. And here's why. These are charities and nonprofits and stuff, right? But I realized really early, if I can lead and motivate in a way where people want to contribute, even though they're not getting paid, and we can create stuff together, if I can learn that aspect, like management in that sense, then if I'm one day paying people, I'm going to get like, I'm going to, we're all going to be so much more effective, essentially, right? Like the organization is going to be so much more effective. And that is a concept I still work with today. Yes, we pay everyone quite well at Quid who works at Quid, right? Like we pay at or above market rate. But I never think about that. I never, ever ask for anything or work with people in a way that I feel they need to do it because that's their job ever. I just erased that from my mindset. I've never had that in my mindset. I always work with people with like, with gratitude and and in a way where I'm like, well, I'll try and make it fun and like help them see the meaning in the work, right? Like help them understand why it's an exciting thing to work on or a, why it's right for them, how it connects to their goals and their interests and why it's, you know, fun to contribute, whether it's to a client or to an area of technology or whatever we're working on. It's like, so yeah, I haven't really, I haven't, I mean, you guys might have read books on this, but I haven't really seen that idea articulated in quite the way that I think about it. And because I didn't read it in a book, I just kind of like stumbled across it as a kid. But that's, but I learned because I practiced it for 10 years before I even ended up in the US, when I started managing teams at Yelp, I found that I was very effective as a manager and a leader because I didn't take for granted that, you know, people had to do it because it was their job. I thought of ways to make the environment fun and make the connections between the different team members fun and teach them things and have there be like a culture of success and winning and sharing in the results of the wins together. And I suppose this did play out a little bit financially in my career because, although we pay people well at Yelp, we're kind of a somewhat mature business now. But in the early days of Yelp and in the early days of Quid, I never competed on pay. You know, when you're starting a company, it's a really bad idea to try and compete on pay. You have to, I went into every hiring conversation all the way through my early days at Yelp, as well as through the early days at Quid, like probably the first nearly 10 years at Quid. And every time I interviewed people, I would say early on, this isn't going to be where you earn the most money. I'm not going to be able to pay you market rate. You're going to earn less here than you could elsewhere. However, this is what I can offer you, right? Like whether then I make a culture that's about like helping learning. Like we always had a book like quota at Quid. If you want to buy books to read in your free time, I don't care what the title is, we'll give you money to buy books. And the reality is a book's like 10 bucks or 20 bucks, right? No one spends much on books, but that was one of the perks. I put together these perks so that we were paying often like half of what you could get in the market for the same role, but you're printing like reasons to be there that aren't about the money. Now, it doesn't work for everybody, you know, that's as in every company doesn't, but that's just what played out. And that's really important in the early days. You've got to be so efficient. And then once you start bringing in the money, then you can start moving up your rates and obviously pay people market rate. But early on, you've got to find ways to be really, really, really efficient and really lean. And you can't pay people market rate in the early days. I mean, people kind of expect that going into early stage companies, but I was particularly aggressive on that front. But that was just because I suppose it was in my DNA that like, I will try and give you other reasons to work here, but it's not going to be, it's not going to be for the money.    Nate:  Next, I asked Bob how he got from Yelp to Quid and how he knew it was time to launch his own company.    Bob:  Yeah, like looking back, if I'd made sort of the smart decision from a financial standpoint and from a, you know, career standpoint, I suppose you'd say, I would have just stayed put. if you're in a rocket ship and it's growing and you've got a senior role and you get to, you've got, you've earned the license to work on whatever you want. Like Yelp wanted me to move to Phoenix and create their first remote sales team. They wanted, I was running customer success at the time and I'd set up all those systems. Like there was so much to do. Yelp was only like three or four years old at the time, and it was clearly a rocket ship. And you know, I could have learned a lot more like from Yelp in that, like I could have seen it all the way through to IPO and, setting up remote teams and hiring hundreds of people, thousands of people eventually. So I, but I made the choice to leave relatively early and start my own thing. Just coming back to this idea we talked about in the session earlier today, I I always want to work on the forefront of whatever's going on, like the most important thing happening in our time. And I felt I knew what was next. I could kind of see what was next, which was applying AI to analyze the world's text, which was clear to me by about 2008, like that was going to be as big as the internet. That's kind of how I felt about it. And I told people that, and I put that in articles, and I put it in talks that are online that you can go watch. You know, there's one on my website from 10 years ago where I'd already been in the space for five or six years. You can go watch it and see what I was saying in 2015. So fortunately, I documented this because it sounds a bit, you know, unbelievable given what's just happened with large language models and open AI. But it was clear to me where things were going around 2008. And I just wanted to work on what was next, basically. I wanted to apply neural networks and natural language processing to massive text sets like all the world's media, all the world's social media. And yeah, I suppose whenever I've seen what's going to happen next, like with social network, going to Yelp, like seeing what was going to happen with social networking, going to building Yelp, and then seeing this observation about AI and going and doing Quid, it's not, it doesn't feel like a choice to me. It's felt like, well, just what I have to do. And regardless of whether that's going to be more work, harder work, less money, et cetera, it's just how I'm wired, I guess. And I'm kind of, I see it now. Like I see what's next now. And I'll probably just keep doing this. But I was really too early or very, very early, as you can probably see, to be trying to do that at like 2008, 2009, seven or eight years before OpenAI was founded, I was just banging my head against the wall for nearly a decade with no one that would listen. So even the best companies in the world and the biggest investors in the world, again, I won't name them, But it was so hard to raise money. It was so hard to get anyone to watch it that, after a time, I actually started to think I was wrong. Like after doing it for like 10 years and it hadn't taken off, I just started to think like, I was so wrong. I spent a year or two before ChatGPT took off. I'd got to a point where I'd spent like a year or two just thinking, how could my instinct be so wrong about what was going to play out here? How could we not have unlocked the world's written information at this point? And I started to think maybe it'll never happen, you know, and like I was simply wrong, which of course you could be wrong on these things. And then, you know, ChatGPT and OpenAI like totally blew up, and it's been bigger than even I imagined. And I couldn't have told you exactly which technical breakthrough was going to result in it. Like no one knew that large language models were going to be the unlock. But I played with everything available to try and unlock that value. And as soon as large language models became promising in 2016, we were on it, like literally the month that the Google BERT paper came out, because we were like knocking on that door for many years beforehand. And we were one of the teams that were like, trying to unlock that value. That's why many of the early Quid people are very senior at OpenAI and went on to take what they learned from Quid and then apply it in an OpenAI environment, which I'm very proud of. I'm very proud of those people, and it's amazing to see what they've done.    Nate:  That concludes Chapter 2. In Chapter 3, we discuss AI and social media. The first question was about anxiety and AI.    Bob:  Maybe I'll just focus on the anxiety and the issues first of all. A lot's been said on it. I suppose what would be my headlines? I think that one big area of concern is how it changes the job market. And I think the practical thing on that is if you can learn to be the bridge, then you're putting yourself in a really valuable position, right? Because if you can bridge this technology into businesses in a way that makes change and improvements, then you are moving yourself to a skill set that's going to continue to be really valuable. So that's just a practical matter. One of the executives I work with in a major US company likes to say will doctors become redundant because of AI? And he says, no, doctors won't be redundant, but doctors that don't use AI will be redundant. And that's kind of where we are, right? It's like, we're still going to need a person, but if you refuse, if you're not using it, you're going to fall behind and like that is going to put you at risk. So I think there is some truth to that little kind of illustrative story. There will be massive numbers of jobs that are no longer necessary. And the history of technology is full of these examples. Coming back to like 5,000 years ago, think of all the times that people invented stuff that made the prior roles redundant, right? In London, before electricity was discovered and harnessed, one of the biggest areas of employment was for the people that walked the streets at night, lighting the candles and gas lights that lit London. That was a huge breakthrough, right? You could put fire in the street, you put gas in the street and you lit London. Without that, you couldn't go out at night in London and like it would have been an absolute nightmare. The city wouldn't be what it is. But that meant there were like thousands of people whose job it was to light those candles and then go round in the morning when the sun came up and blow them out. So when the light bulb was invented, can you imagine the uproar in London where all these jobs were going to be lost, thousands of jobs were going to be lost. by people that no longer are needed to put out these lights. There were riots, right? There was massive social upheaval. The light bulb threatened and wiped out those jobs. How many people in London now work lighting gas lamps and lighting candles to light the streets, right? Nobody. That was unthinkable. How could you possibly take away those jobs? You know, people actually smashed these light bulbs when the first electric light bulbs were put into streets. People just went and smashed them because they're like, we are not going to let this technology take our jobs. And I can give you 20 more examples like that throughout history, right? Like you could probably think of loads yourselves. Even the motor car, you know, so many people were employed to look after horses, right? Think of all the people that were employed in major cities around the world, looking after horses and caring for them and building the carts and everything. And suddenly you don't need horses anymore. Like that wiped out an entire industry. But what did it do? It created the automobile industry, which has been employing massive numbers of people ever since. And the same is true for, you know, like what have light bulbs done for the quality of our lives? You know, we don't look at them now and think that's an evil technology that wiped out loads of jobs. We go, thank goodness we've got light bulbs. So the nature of technology is that it wipes out roles, and it creates roles. And I just don't see AI being any different. Humans have no limit to like, seem to have no limit to the comfort they want to live with and the things that we want in our lives. And those things are still really expensive and we don't, we're nowhere near satisfied. So like, we're going to keep driving forward. We're going to go, oh, now we can do that. Great. I can use AI, I can make movies and I can, you know, I don't know, like there's just loads of stuff that people are going to want to do with AI. Like, I mean, using the internet, how much time do we spend on these damn web forms, just clicking links and buttons and stuff? Is that fun? Do we even want to do that? No. Like we're just wasting hours of our lives every week, like clicking buttons. Like if we have agents, they can do that for us. So we have, I think we're a long way from like an optimal state where work is optional and we can just do the things that humans want to do with their time. And so, but that's the journey that I see us all along, you know. So anyway, that's just my take on AI and employment, both practically, what can you do about it? Be the bridge, embrace it, learn it, jump in. And also just like in a long arc, I'm not saying in the short term, there won't be riots and there won't be lots of people out of work. And I mean, there will be. But when we look back again, like I often think about what time period are we talking about? Right? People often like, well, what will it do to jobs? Next year, like there'll certain categories that will become redundant. But are we thinking about this in a one year period or 100 year period? Like it's worth asking yourself, what timeframe am I talking about? Right? And I always try and come back to the 100 year view at a minimum when talking about technology change. If it's better for humanity in 100 years, then we should probably work on it and make it happen, right? If we didn't do that, we wouldn't have any light bulbs in our house. Still be lighting candles?    Nate:  Next was a question about social media, fragmented attention, and how it drives isolation.    Bob:  Well, it's obviously been very problematic, particularly in the last five or six years. So TikTok gained success in the United States and around the world around five or six years ago with a completely new model for how to put content in front of people. And what powered it? AI. So TikTok is really an AI company. And the first touch point that most of us had with AI was actually through TikTok. It got so good at knowing the network of all possible content and knowing if you watch this, is the next thing we should show you to keep you engaged. And they didn't care if you were friends with someone or not. Your network didn't matter. Think about Facebook. Like for those of you that were using Facebook, maybe say 2010, right? Like 15 years ago. What did social media look like? You had a profile page, you uploaded photos of yourself and photos of your friends, you linked between them. And when you logged into Facebook, you basically just browsing people's profiles and seeing what they got up to at the weekend. That was social media 15 years ago. Now imagine, now think what you do when you're on Instagram and you're swiping, right? Or you go to TikTok and you're swiping. First of all, let's move to videos, which is a lot more compelling, short videos. And most of the content has nothing to do with your friends. So there was a massive evolution in social media that happened five or six years ago, driven by TikTok. And all the other companies had to basically adopt the same approach or they would have fallen too far behind. So it forced Meta to evolve Instagram and Facebook to be more about attention. Like there's always about attention, that's the nature of media. But these like AI powered ways to keep you there, regardless of what they're showing you. And that turned out to be a bit of a nightmare because it unleashed loads of content without any sense of like what's good for the people who are watching it, right? That's not the game they're playing. They're playing attention and then they're not making decisions about what might be good for you or not. So we went through like a real dip, I think, in social media, went through a real dip and we're still kind of in it, right, trying to find ways out of it. So regulation will ultimately be the savior, which it is in any new field of tech. Regulation is necessary to keep tech to have positive impact for the people that it's meant to be serving. And that's taken a long time to successfully put in place for social media, but we are getting there. I mean, Australia just banned social media for everyone under 16. You may have seen that. Happened, I think, earlier this year. France is putting controls around it. The UK is starting to put more controls around it. So, you know, gradually countries are voters are making it a requirement to put regulation around social media use. In terms of just practical things for you all, as you think about your own social media use, I think it's very healthy to think about how long you spend on it and find ways to just make it a little harder to access, right? Like none of us feel good when we spend a lot of time on our screens. None of us feel good when we spend a lot of time on social media. It feels good at the time because it's given us those quick dopamine hits. But then afterwards, we're like, man, I spent an hour, and I just like, I lost an hour down like the Instagram wormhole. And then we don't feel good afterwards. It affects us sleep negatively. And yeah, come to the question that was, posted, can create a sense of isolation or negative feelings of self due to comparison to centrally like models and actors and all these people that are like putting out content, right? Kind of super humans. So I think just finding ways to limit it and asking yourself what's right for you and then just sticking to that. And if that means coming off it for a month or coming off it for a couple of months, then, give that a try. Personally, I don't use it much at all. I'll use it mostly because friends will share like a funny meme or something and you just still want to watch it because it's like it's sent to you by a friend. It's a way of interacting. Like my dad sends me funny stuff from the internet, and I want to watch it because it's a way of connecting with him. But then I set a timer. I like to use this timer. It's like just a little physical device. I know we've all got one on our phones, but I like to have one on my desk. And so if I'm going into something, whether it's like I'm going to do an hour on my inbox, my e-mail inbox, or I'm going to, you know, open up Instagram and just swipe for a bit, I'll just set a timer, you know, and just keep me honest, like, okay, I'm going to give myself 8 minutes. I'm not going to give myself any more time on there. So there's limited it. And then I put all these apps in a folder on the second screen of my phone. So I can't easily access them. I don't even see them because they're on the second screen of my phone in a folder called social. So to access any of the apps, I have to swipe, open the folder, and then open the app. And just moving them to a place where I can't see them has been really helpful. I only put the healthy apps on my front page of my phone.    Nate:  Next was a question about where Bob expects AI to be in 20 years and whether there are new levels to be unlocked.    Bob:  No one knows. Right? Like what happens when you take a large language model from a trillion nodes to like 5 trillion nodes? No one knows. It's, this is where the question comes in around like consciousness, for example. Will it be, will it get to a point where we have to consider this entity conscious? Fiercely debated, not obvious at all. Will it become, it's already smarter than, well, it already knows more than any human on the planet. So in terms of its knowledge access, it knows more. In terms of most capabilities, most, you know, cognitive capabilities, it's already more capable than any single human on the planet. But there are certain aspects of consciousness, well, certain cognitive functions that humans currently are capable of that AI is not currently capable of, but we might expect some of those to be eaten into as these large language models get better. And it might be that these large language models have cognitive capabilities that humans don't have and never could have, right? Like levels of strategic thinking, for example, that we just can't possibly mirror. And that's one of the things that's kind of, you know, a concern to nations and to people is that, you know, we could end up with something on the planet that is a lot smarter than any one of us or even all of us combined. So in general, when something becomes more intelligent, it seeks to dominate everything else. That is a pattern. You can see that throughout all life. Nothing's ever got smarter and not sought to dominate. And so that's concerning, especially because it's trained on everything we've ever said and done. So I don't know why that pattern would be different. So that, you know, that's interesting. And and I think in terms of, so the part of that question, which is whole new areas of capability to be unlocked, really fascinating area to look at is not so much the text now, because everything I've written is already in these models, right? So the only way they can get more information is by the fact that like, loads of social networks are creating more information and so on. It's probably pretty duplicitous at this point. That's why Elon bought Twitter, for example, because he wanted the data in Twitter, and he wants that constant access to that data. But how much smarter can they get when they've already got everything ever written? However, large language models, of course, don't just apply to text. They apply to any information, genetics, photography, film, every form of information can be harnessed by these large language models and are being harnessed. And one area that's super interesting is robotics. So the robot is going to be as nimble and as capable as the training data that goes into it. And there isn't much robotic training data yet. But companies are now collecting robotic training data. So in the coming years, robots are going to get way more capable, thanks to large language models, but only as this data gets collected. So in other words, like language is kind of reaching its limits in terms of new capabilities, but think of all the other sensor types that could feed into large language models and you can start to see all kinds of future capabilities, which is why everyone suddenly got so interested in personal transportation vehicles and personal robotics, which is why like Tesla share price is up for example, right? Because Elon's committed now to kind of moving more into robotics with Tesla as a company. And there are going to be loads of amazing robotics companies that come out over the next like 10 or 20 years.    Nate:  And that brings us to the end of this episode with Bob Goodson. Like I mentioned in the intro, there were so many great nuggets from Bob. Such great insight on managing our careers, building companies, and the evolving impact of AI and social media. In summary, try to be at the intersection of new power and real problems. Seek to inspire rather than just transact, and be thoughtful about how to use social media and AI. All simple ideas, please, take them seriously.   

What does it really take to build a thriving massage and facial practice — without chasing trends, aesthetics, or overnight success?In this episode of Good Skin Circle, Ashley sits down with Lorena Sanchez, a dual licensed massage therapist and aesthetician based in San Francisco, to talk about the long game: embodiment, authenticity, community trust, and confidence built over time.Lorena shares how she grew her practice through local moms' groups, word-of-mouth, and showing up as a real human — not a polished brand. They talk about starting small, expanding intentionally, healing self-worth through inner work, hypnotherapy and why advanced education changes how you trust your hands.This conversation is for practitioners who feel behind, don't fit the mold, or are quietly building something meaningful.Slow growth. Real success. Careers that last.

Abrimos puertas recordando al fallecido Fred Smith, eterno escudero de Tom Verlaine y legendario bajista de Television, con quienes gestó en 1977 aquella obra perfecta titulada “Marquee Moon”. Suena también el nuevo álbum en solitario de Jeff Clarke, actualmente integrante de The Black Lips y fundador a comienzos de siglo de los Demon’s Claws, una de las bandas más molonas del underground canadiense.Playlist;TOM VERLAINE “Kingdom come” (Tom Verlaine, 1979)TELEVISION “Elevation” (Marquee Moon, 1977)SUNDAY MOURNERS “Careers in acting” (A-Rhythm absolute, 2026)SILVER SYNTHETIC “Say the wrong word” (2025)JEFF CLARKE “Sun down” (Miracle after miracle after…, 2025)DEMON’S CLAWS “Hunting on the 49” (Satan’s Little pet pig…, 2007)BLACK LIPS “Cold hands” (Good bad not evil, 2007)BLACK LIPS "Get it on time" (In a world that's falling apart , 2020)BILL FOX “Pale blue eyes” (2025)Versión y Original; THE VELVET UNDERGROUND “Pale blue eyes” (1969)ELLIOTT MURPHY “Like a rolling stone” (Under the volcano, 2026)CAT POWERS “Could we” (Redux, 2026)FRECKLE “Paranoid” (Freckle, 2025)Escuchar audio

In episode 112 we sit down with renowned management scholar Dr. Yehuda Baruch to unpack one of today's biggest questions: Are careers truly more dynamic now than in the past? Drawing on a decade of population‑level labor market data from Bulgaria, Dr. Baruch reveals surprising insights about job mobility, career transitions, wage growth, multinational vs. local employers, and the evolving nature of “career stability.”If you want actionable insights on navigating modern careers this conversation offers a rare data‑driven look at the future of work.You can find Dr. Baruch here (https://www.southampton.ac.uk/people/5xb698/professor-yehuda-baruch)You can find his most recent book, “Managing Career & Employability” here (https://bookshop.org/p/books/managing-careers-and-employability-yehuda-baruch/7cf2e77b4039d944?ean=9781529751840&next=t)You can find the paper we discuss here: https://doi.org/10.1016/j.jvb.2025.104180 This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit healthywork.substack.com

Comment on the Show by Sending Mark a Text Message.What would you do if your career was at stake, and your integrity was challenged by the very system you worked for? In this gripping episode of Employee Survival Guide®, Mark Carey unravels the whistleblowing legal saga of Trevor Murray, a strategist at UBS who faced a harrowing integrity dilemma in the cutthroat world of Wall Street. As the pressure mounted to alter his research reports to benefit the trading desk, Murray found himself at a crossroads, ultimately choosing whistleblowing on unethical practices that threatened not just his job, but the very fabric of corporate integrity. This episode takes you on a deep dive into the murky waters of employment law, focusing on pivotal legislation such as the Sarbanes-Oxley Act and the Dodd-Frank Act. Over an arduous 14-year journey through various legal battles, Murray's case culminated in a landmark Supreme Court decision that redefined whistleblowing, clarifying that the intent to retaliate does not need to be proven for a case to hold water. But as we celebrate this legal victory, we must also confront the harsh realities faced by whistleblowers. Are the protections offered by the law truly effective, or do they merely exist on paper? Join us as we explore the moral and ethical challenges that arise in a hostile work environment, shedding light on critical issues like employee rights, retaliation, and workplace discrimination. Murray's story raises vital questions about the culture of silence that often pervades corporate America, and the toll that such battles can take on individuals' lives and careers. Through this lens, we examine the broader implications of employment law issues, from severance negotiations to performance improvement plans, and the importance of employee advocacy in navigating workplace dynamics. Whether you're an employee grappling with a toxic work culture, a manager striving for a healthier workplace, or someone interested in the intricacies of employment law, this episode is packed with insights and practical advice. Tune in to gain an understanding of your rights at work, learn how to effectively negotiate employment contracts, and discover strategies for surviving and thriving in the challenging landscape of modern employment. Don't miss this opportunity to empower yourself with the knowledge you need to navigate your career with confidence and integrity. Welcome to the Employee Survival Guide®—your essential resource for thriving in today's complex workplace.  If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

The Murder of Police, Our Careers in Baltimore, Maryland. Special Episode. Being a cop in Baltimore, Maryland has never been just a job. For generations of officers, it has been a test of resolve carried out in one of America's most violent cities, where the murder of police officers was not an abstract fear, but a lived reality. The streets remembered everything, even when time moved on. The Law Enforcement Talk Radio Show and Podcast social media like their Facebook , Instagram , LinkedIn , Medium and other social media platforms. For John Jay Wiley, the host of the La Enforcement Talk Radio Show and Podcast, also a retired Baltimore police officer, that reality resurfaced decades later through a candid conversation with retired Baltimore Police Detective Gary McLhinney. Shared across Facebook, Instagram, YouTube, Spotify, Apple, and other Social Media and Media platforms as part of a Podcast, the discussion centered on a crime that forever shaped their careers: the murder of Baltimore Police Officer Vincent J. Adolfo. This Special Episode of the Podcast is available and shared for free on the Law Enforcement Talk Radio Show and Podcast website, also on Apple Podcasts, Spotify, YouTube and most major podcast platforms. “This was something I carried with me from 1985,” John Jay Wiley, the retired Baltimore Police Sergeant said. “It stayed buried, but it was never gone.” The Murder of Police, Our Careers in Baltimore, Maryland. Special Episode. Supporting articles about this and much more from Law Enforcement Talk Radio Show and Podcast in platforms like Medium , Blogspot and Linkedin . The Murder of Police Officer Vincent J. Adolfo On November 18, 1985, Officer Vincent J. Adolfo of the Baltimore Police Department was performing routine police work in a city already known for violence. That night, officers attempted to stop a stolen vehicle. The suspect vehicle rammed another patrol car, and all occupants fled on foot. Officer Adolfo pursued one suspect into Iron Alley. “He thought the suspect was surrendering,” the retired officer explained. “That's what makes this so hard to accept.” As Officer Adolfo approached, the suspect suddenly produced a .357 caliber handgun and opened fire. Officer Adolfo was struck in both the chest and the back. At the time, his department-issued ballistic vest contained only a front panel, capable of stopping rounds up to .38 caliber. Available for free on the Law Enforcement Talk Radio Show and Podcast website, also on Apple Podcasts, Spotify, Youtube and most major Podcast networks. “The equipment wasn't what it is today,” Gary McLhinney said. “He never had a chance.” Officer Adolfo died from his wounds, becoming another name etched into Baltimore's long and painful history of officers killed in the line of duty. The Murder of Police, Our Careers in Baltimore, Maryland. Special Episode. The suspect fled the state and was later apprehended in Oklahoma. He was extradited back to Maryland, convicted, and ultimately executed in 1997 for the murder. A Crime That Followed Careers for Decades The murder of Officer Adolfo connected two men who would later reflect on their careers from retirement, men who had never worked together, yet shared the same burden. Retired Baltimore Police Detective Gary McLhinney played a critical role in helping his former colleague, radio and odcast host confront unresolved guilt and regret. Look for The Law Enforcement Talk Radio Show and Podcast on social media like their Facebook , Instagram , LinkedIn , Medium and other social media platforms. “Gary helped me finally put things to rest,” John Jay Wiley said. “He understood because he lived it too.” Both men served during an era when killing police officers in Baltimore was not rare. It was a time when violent crime surged, fueled first by heroin in the 1970s and later by crack cocaine in the 1980s and early 1990s. “You didn't count years by calendars,” Gary McLhinney said. “You counted them by funerals.” Policing One of America's Most Violent Cities Baltimore City, an independent city under the Maryland Constitution since 1851, has long struggled with crime rates well above the national average. With a population of more than 585,000 at the 2020 census and part of a metropolitan area exceeding 2.8 million residents, Baltimore's challenges have been both urban and systemic. The Murder of Police, Our Careers in Baltimore, Maryland. Special Episode. Available for free on their website and streaming on Apple Podcasts, Spotify, Youtube and other podcast platforms. In 1993, the city recorded a peak of 353 homicides, during a period when the population was nearly 130,000 higher than it is today. In 2019, Baltimore recorded 348 killings, nearly matching that grim record. Though the city saw a sharp decline to 201 homicides in 2024, the scars of decades of violence remain. “These numbers don't tell the whole story,” Gary McLhinney said. “They don't show the officers who went home different, or didn't go home at all.” The decline in homicide rates in 2011, when killings dipped below 200 for the first time since 1978, was credited to focused enforcement on repeat violent offenders and increased community engagement. But the gains proved fragile. Homicides climbed again in 2012 and 2013, defying national trends and reinforcing the unpredictable nature of violent crime in Baltimore. Gary McLhinney's Career and Leadership Gary McLhinney came from a family of firefighters but chose a different calling. “He wanted to be a Baltimore City police officer,” his colleague said. “That's where his heart was.” McLhinney loved the job and the people he served alongside. After retiring from the Baltimore Police Department, he was appointed Chief of the Maryland Transportation Authority Police. In that role, he oversaw security for the Port of Baltimore, BWI Marshall Airport, and the state's bridges, tunnels, and toll roads, particularly during the tense years following the September 11 terrorist attacks. The Murder of Police, Our Careers in Baltimore, Maryland. Special Episode. It is discussed across News platforms and shared on Facebook, Instagram, LinkedIn, Apple, and Spotify, where true crime audiences continue to get their content. “Those were years where the weight of responsibility never let up,” McLhinney said. “But Baltimore prepared us for that.” Preserving the Stories in a Book McLhinney later turned his attention to preserving the stories of officers lost in the line of duty. Along with renowned journalist and author Kevin Cowherd, he co-wrote Bleeding Blue: Four Decades Policing the Violent City of Baltimore. “The book isn't about glory,” McLhinney said. “It's about remembering the men and women who paid the ultimate price.” The Book documents decades of violence, sacrifice, and resilience within the Baltimore Police Department. Portions of the proceeds benefit the Signal 13 Foundation, a nonprofit established in 1983 to support Baltimore police officers and their families through financial hardship grants and scholarships. The Murder of Police, Our Careers in Baltimore, Maryland. Special Episode. You can find the show on Facebook, Instagram, Pinterest, X (formerly Twitter), and LinkedIn, as well as read companion articles and updates on Medium, Blogspot, YouTube, and even IMDB. Additional proceeds support Concerns of Police Survivors (C.O.P.S.), a national 501(c)(3) organization founded in 1984 that now serves more than 87,000 survivors nationwide. Supporting Survivors After the Headlines Fade C.O.P.S. provides peer support, counseling, scholarships, survivor weekends, youth camps, trial and parole support, and training for law enforcement agencies on how to respond after the loss of an officer. “The agency response matters,” the retired officer said. “It shapes how families survive the aftermath.” C.O.P.S. chapters operate in all 50 states, with national survivor programs administered from Camdenton, Missouri. Funding comes from donations, grants, and continued public awareness—often driven by News, Podcast, and Social Media exposure. Available for free on the Law Enforcement Talk Radio Show and Podcast website, also on Apple Podcasts, Spotify, Youtube and most major Podcast networks. Why These Stories Still Matter Today, these conversations live on across Facebook, Instagram, LinkedIn, YouTube, Spotify, Apple, and other Media platforms, not as nostalgia, but as testimony. “The murder of police officers doesn't end with the trial,” the retired officer said. “It follows careers, families, and cities for generations.” The Murder of Police, Our Careers in Baltimore, Maryland. Special Episode. By revisiting the murder of Officer Vincent J. Adolfo, the realities of policing Baltimore, and the bonds formed through shared trauma, this story serves as both remembrance and warning. It honors the fallen, supports the living, and reminds the public that behind every statistic is a name, a badge, and a life that mattered. Find a wide variety of great podcasts online at The Podcast Zone Facebook Page , look for the one with the bright green logo. Be sure to check out our website . Be sure to follow us on X , Instagram , Facebook, Pinterest, Linkedin and other social media platforms for the latest episodes and news. Background song Hurricane is used with permission from the band Dark Horse Flyer. You can contact John J. “Jay” Wiley by email at Jay@letradio.com , or learn more about him on their website . The Murder of Police, Our Careers in Baltimore, Maryland. Special Episode. Attributions Amazon Signal 13 Foundation Concerns of Police Survivors C.O.P.S. Officer Down Memorial Page   Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Let me know your thoughts on the show and what topic you would like me to discuss next.The most dangerous misalignment doesn't explode; it drifts. Careers accelerate, reputations solidify, and bank accounts grow while home life slips into management mode—efficient, coordinated, but emotionally thin. We shine a light on that quiet distance and talk candidly about why capable men tolerate personal drift far longer than they would ever allow professional drift on their teams.We start by naming the gap: the low-grade unease that surfaces during unstructured time, the struggle to recall the last weekend of true presence, and the way “it's just a season” becomes a lifestyle. From there, we unpack the double standard that rules so many high performers. At work, drift is unacceptable, addressed early, and supported by advisors. At home, drift is understandable, explained away, and managed alone. We examine how leadership at home gets downgraded to logistics, how children become schedules instead of stories, and how spouses adapt to partial presence until resignation replaces hope.Then we get practical. We stress that alignment is not a reward for perfect timing; it is a standard upheld amid complexity. We offer sharp questions that force clarity: What have you called temporary that's now normal? Where are you managing instead of addressing? Which leadership qualities you're known for at work are absent at home? We show how climate forms—how unresolved tension sets the emotional temperature—and why outside perspective turns intention into calibration. Professionals seek coaching to win at work; serious men invite honest mirrors to win at life.If you're ready to let your standards travel from boardroom to breakfast table, this conversation is your turning point. Subscribe, share this with a brother who needs it, and leave a review with one drift you will correct this week. Your resume may impress, but your life is the proof.Key Moments In This Episode:00:54 The Gap Between Professional and Personal Life02:33 Recognizing the Persistent Unease04:45 The Illusion of Temporary Seasons06:58 Professional Success vs. Personal Misalignment11:02 The Professional Paradox16:07 The Importance of External Perspective17:32 Conclusion: Closing the GapSupport the showThanks for listening to the Revolutionary Man Podcast. For more information about our programs, please use the links below to learn more about us. It could be the step that changes your life.

It is a busy time of year for Ohio's largest farm organization. Between Ohio Farm Bureau's annual meeting, the American Farm Bureau convention and Young Agriculture Professionals Winter Leadership Experience, OFBF's new director of media relations has hit the ground running. Get an update from Ryan Matthews on this Ohio Ag Net Podcast. Plus, finding new uses and markets for U.S. soybeans is top of mind for the United Soybean Board. Here about some of USB's latest work from their director, Carla Schultz. Then, the Ohio Soybean Council is preparing for another Night for Young Professionals event, this time in Wooster, to share the agricultural opportunities available to students and prepare them for their next step of their careers. Hear from one of the students helping to put the agenda together on this Ohio Ag Net Podcast, powered by Ohio Corn and Wheat.

Richard Epstein suggests intense political polarization explains why scandals like the Epstein files or Trump'scontroversies deepen divides rather than ending careers, normalizing political deviance across the spectrum.1921 67TH CONGRESS SWEARING IN

Royal Rumble season is the moment when wrestling and collecting collide. Storylines sharpen. Careers tilt. And the card market reacts in real time. What happens in the ring doesn't stay there. It shows up in sales, demand, and how collectors rethink their positions.In this episode, Adam and Ryan break down the 2026 Royal Rumble through a collector's lens. They talk about why Liv Morgan's win mattered beyond the pop, how Roman Reigns winning wasn't about surprise but certainty, and why WrestleMania season rewards collectors who understand momentum before it becomes obvious.They also dig into AJ Styles' legacy moment and what consistency looks like in both wrestling and collecting. Not every reaction needs to be a flip. Not every spike needs to be chased. The episode walks through how seasoned collectors separate noise from signal when the spotlight gets brighter.This conversation is about staying grounded when the market heats up. About knowing when to act, when to hold, and when to ignore the crowd. If you collect with intention and want your decisions to match what you actually value, this episode will resonate.Check out RbiCru7 for all your wrestling and sports card needs!Join Adam's Main Event Wrestling Cards group for freeGet exclusive content, promote your cards, and connect with other collectors who listen to the pod today by joining the Patreon: Join Stacking Slabs Podcast PatreonFollow Ryan: | Instagram | Website | YouTubeFollow Adam: | X | InstagramFollow Stacking Slabs: | Twitter | Instagram | Facebook | Tiktok ★ Support this podcast on Patreon ★

Joe Milton & Hendon Hooker on 3HL - Their Careers at Tennessee & Personal Bond See omnystudio.com/listener for privacy information.

Plus: The truck driver who caused the deadly Humboldt Broncos bus crash is one step closer to deportation, investigators continue to search for Nancy Guthrie, Superbowl Sunday, and the PWHL's impact on the Olympics. We love feedback at The Big Story, as well as suggestions for future episodes. You can find us: Through email at hello@thebigstorypodcast.ca  Or @thebigstory.bsky.social on Bluesky

Check out host Bidemi Ologunde's new show: The Work Ethic Podcast, available on Spotify and Apple Podcasts.In this episode, host Bidemi Ologunde sits down with Sara Dorris, a data & cybersecurity professional about the moments and mindsets that shaped her path into data analytics and cybersecurity. What was she like before the job titles: a builder, an organizer, a detective, or a storyteller? Who first sparked her curiosity about technology, business, and security? Sara reflects on the hard and soft skills she carried from the University of South Florida (Go Bulls!), the advice she'd give her college self, what Big Data taught her about risk, decision-making, and AI's evolving role in data science. They also zoom out to the human side of tech: how do you stay security-aware without living in paranoia, what personal tech boundaries actually help, and what's her take on social media in today's attention economy? Plus, Sara shares three essential skills for breaking into analytics/cyber, one trap to avoid, and practical guidance for career switchers coming from fields like healthcare or the social sciences.Email: bidemiologunde@gmail.comSupport the show

Friendships don't end… They just stop texting back. In this episode we're back with a continuation of a conversation that clearly wasn't done. We talk about adult friendships, dating, relationships, ego, honesty, divorce, and why everyone's “busy” but somehow still scrolling for two hours a night. Life hits fast. Careers, kids, businesses, responsibilities — and before you know it, your circle goes from a whole crew to like… two fools and a group chat that hasn't been active since 2019. This episode gets real and dumb (as usual). We talk about: • Why adult friendships don't officially end — they just fade out • Feeling like a bad friend even when you're just trying to survive life • Ego, pride, and why some friendships never recover • The moment honesty from a friend hurts… but also saves you • Divorce, accountability, and choosing peace over being right • Dating as an adult (and as a parent) with zero time and too many opinions • Being in love with the idea of love instead of the actual person • Validation vs. truth (and why we secretly prefer validation) There's laughter. There's uncomfortable honesty. There's probably a moment where someone should've kept their mouth shut — but didn't. If you've ever: • Lost touch with people you swore would always be around • Felt weird reaching out after “too much time” passed • Tried dating as an adult and immediately needed a nap • Realized growth sometimes costs relationships Yeah… this one's for you.

Hi loves, in this video I share 10 of the best careers for a woman who is pursuing femininity. Enjoy!For Ad Free Listening click here: https://creators.spotify.com/pod/profile/drmichelle/subscribeFollow Me On Instagram: @DrMichelleDafShop my fragrance: https://www.fineforever.com/Use this exclusive code for 20% off of your purchase: “DRDAF”

Welcome to another episode of Christopher Lochhead: Follow Your Different, featuring the legendary Ray Wang. In this memorable conversation, Christopher and Ray dive deep into the latest developments shaping the world of technology, business, and careers. From dissecting recent tech earnings from giants like Apple, Meta, Tesla and Microsoft to sharing insights from Davos and contemplating the implications of AI for the future of work and entrepreneurship. This episode delivers high-caliber analysis and practical takeaways for anyone navigating today’s rapidly evolving landscape. You're listening to Christopher Lochhead: Follow Your Different. We are the real dialogue podcast for people with a different mind. So get your mind in a different place, and hey ho, let's go. Lessons from Davos and the New Economic Realities Returning from a bustling Davos, Ray Wang shares his observations on how global leaders and executives are tackling an era defined by uncertainty, rapid technology adoption and a relentless pursuit of efficiency. One of Ray's core takeaways is the prevailing theme of “margin compression,” where even the world's largest corporations are working harder than ever just to achieve modest growth. Companies are now measured by their ability to scale exponentially, as illustrated by India's ISRO launching rockets at a fraction of NASA's cost, fundamentally altering competitive dynamics across industries. Ray explains that the rise of AI turbocharges this transformation by opening up “infinite possibilities.” Companies no longer just compete on physical or financial assets, but on their ability to harness vast data resources, quickly innovate and make sharp strategic choices about what problems to solve—and, crucially, what not to do. Privacy challenges, especially for companies like Apple, arise in this new era, making it difficult to deliver world-class AI solutions while maintaining rigorous data protection standards. Both Christopher and Ray emphasize that managing growth, inflation and investment are more complex than ever, with the U.S. outpacing much of the world in GDP growth, yet operating in a global environment rife with policy and market uncertainties. AI, Tech Earnings, and the Rise of the New IPO Era The conversation pivots to the massive investment and exuberance surrounding generative AI and tech infrastructure. Ray points out that while there are fears about overbuilding capacity or creating a circular funding loop among AI companies, there is still significant real opportunity. The current phase has seen enormous capital pour into building data centers and scalable AI platforms. Landmark IPOs from OpenAI, Databricks and others are expected to reshape the tech landscape. Despite market fluctuations and some outsized reactions to earnings, the fundamentals for big tech remain robust. Companies like Apple have solidified their status as luxury brands, even as others like Tesla and Meta retool and pivot to sustain long-term relevance and unlock new revenue streams such as robotics and energy. At the structural level, venture capital itself is in flux. Many VC firms have become indistinguishable from private equity, constrained both by too much and too little available capital relative to the demands of today's tech startups. The gap between small angel, family office, or solo GP funds and the mega funds has widened so much that the “middle” has all but disappeared. It is now entirely possible for one-person companies, through the leverage of AI and autonomous agents, to achieve scale and revenues previously thought impossible. Ray predicts it is likely we will see a single founder build a billion-dollar annual revenue company within the next five years, echoing the democratization and disruption that generative AI promises. Building Legendary Companies and Careers in the Age of AI Christopher and Ray close their discussion by exploring what all these rapid changes mean for leaders and individuals. For CEOs and entrepreneurs, the formula for thriving is clear but audacious. Leaders must design their companies to be fully autonomous and authentic, constantly reinventing their business as if they were attempting to disrupt themselves. Boards need to be stacked with people who grasp the new fundamentals: margin compression, exponential scale, and infinite possibilities brought by AI. Combining domain expertise with technical agility is more critical than ever, as the fusion of seasoned judgment and lightning-fast, innovative execution is where breakthroughs occur. On a personal level, Ray stresses that knowledge and execution are becoming commodities, rapidly automated by advances in AI. To stay relevant, individuals must become “macro analysts,” adept at synthesizing big ideas and patterns, deeply immersed in experimenting with new technologies and surrounded by others who are passionate about their own crafts. The traditional playbooks for career building, education, and even family strategies are being rewritten in real-time. The U.S. faces global competition for talent and innovation, and entrepreneurial energy is no longer confined to Silicon Valley or New York. The nature of immigration, investment and even educational choices must be reconsidered for new generations. In a world where the location and structure of opportunity are shifting, only those who embrace change, foster diverse collaborations and pursue purpose will continue to define the next era of legendary achievement. As both Christopher and Ray reflect, living and leading like Rob Burgess—embracing boldness, curiosity and authenticity—remains the path to being truly legendary in this rapidly changing world. To hear more from Ray Wang and his updates on the world of Tech and AI, download and listen to this episode. Bio R “Ray” Wang (pronounced WAHNG) is the Founder, Chairman, and Principal Analyst of Silicon Valley based Constellation Research Inc. He co-hosts DisrupTV, a weekly enterprise tech and leadership webcast that averages 50,000 views per episode and authors a business strategy and technology blog that has received millions of page views per month.  Wang also serves as a non-resident Senior Fellow at The Atlantic Council's GeoTech Center. Since 2003, Ray has delivered thousands of live and virtual keynotes around the world that are inspiring and legendary. Wang has spoken at almost every major tech conference. His ground-breaking bestselling book on digital transformation, Disrupting Digital Business, was published by Harvard Business Review Press in 2015.  Ray's new book about Digital Giants and the future of business titled, Everybody Wants to Rule the World will be released July 2021 by Harper Collins Leadership. Wang is well quoted and frequently interviewed in media outlets such as the Wall Street Journal, Fox Business News, CNBC, Yahoo Finance, Cheddar, CGTN America, Bloomberg, Tech Crunch, ZDNet, Forbes, and Fortune.  He is one of the top technology analysts in the world. Links Follow Ray Wang! Website | Twitter | LinkedIn | Constellation Research | DisrupTV We hope you enjoyed this episode of Christopher Lochhead: Follow Your Different™! Christopher loves hearing from his listeners. Feel free to email him, connect on Facebook, X (formerly Twitter), Instagram, and subscribe on Apple Podcast / Spotify!

Artificial intelligence is no longer a future concept in veterinary hiring. It is already here, quietly screening resumes, ranking candidates, and influencing who gets interviewed, hired, or never hears back at all. In this episode of The Veterinary Viewfinder, Dr. Ernie Ward and Becky Mosser, MPA, RVT, unpack how AI-driven hiring tools are changing the employment landscape across all industries, and it's starting in veterinary medicine. From automated resume screeners to algorithm-based candidate rankings, these systems promise efficiency but raise serious concerns about transparency, bias, data privacy, and the loss of human judgment. The conversation explores how experienced veterinarians, technicians, and new graduates may be filtered out simply for not speaking the right “keyword language,” and why this creates emotional, professional, and legal risks for practices. The episode also examines emerging lawsuits challenging AI hiring practices, the ethical implications of data scraping and social media monitoring, and the growing pressure on clinics to adopt these tools without fully understanding how they work. For veterinary professionals navigating hiring, leadership, or career transitions, this discussion offers critical insight into what AI can and cannot do, and why maintaining human oversight may be more important than ever. Western Veterinary Conference 2026 - The Bridge Club Bright Minds Award Recognition: The Veterinary Viewfinder is honored as a 2026 Bridge Club Bright Minds as the Inaugural Industry Influencer Award recipient. Join us: February 15, 2026, 10–11 AM, Level 2, Inside Pawp Up at the Western Veterinary Conference, for the award reception and panel discussion. * #VeterinaryCareers * #VetMedLeadership * #AIinHealthcare * #VeterinaryWorkforce * #FutureOfVetMed

Send us a textMarketing has quietly shifted to the ends of your funnel stream, are you shifting your efforts?In this Office Hours episode, Danny breaks down three structural shifts that will separate profitable growth from expensive wheel-spinning in 2026: why AI references matter more than rankings, why trust forms in communities you don't control, and why connecting paid media to your CRM is the difference between guessing and knowing. An Optidge "Office Hours" EpisodeOur Office Hours episodes are your go-to for details, case studies, how-to's, and advice on specific marketing topics. Join our fellow Optidge team members, partners, and sometimes even 1:1 teachings from Danny himself, in these shorter, marketing-focused episodes. Get ready to get marketing!Episode Highlights:Performance has moved upstream (discovery and trust happen before the click) and downstream (ROI is decided after the form fill), leaving most teams measuring the wrong middle.AIO (AI Optimization) means structuring your content so clearly that AI systems can confidently reference your brand as the authoritative source.Micro-communities on Slack, Discord, and Reddit are forming buying decisions before your ads ever appear, making trust earned sideways more valuable than polished campaigns.CRM integration reveals which campaigns drive actual revenue versus those that just look good on platform dashboards, turning emotional optimization into clear decisions.The full buyer journey now looks like: community exposure, AI validation, ad click-to-act (not to learn).Episode Links: Optidge The Digital Marketing MentorThe DM Mentor on InstagramOptidge Case Study LibraryFollow The Digital Marketing Mentor: Website and Blog: thedmmentor.com Instagram: @thedmmentor Linkedin: @thedmmentor YouTube: @thedmmentor Interested in Digital Marketing Services, Careers, or Courses? Check out more from the TDMM Family: Optidge.com - Full Service Digital Marketing Agency specializing in SEO, PPC, Paid Social, and Lead Generation efforts for established B2C and B2B businesses and organizations. ODEOacademy.com - Digital Marketing online education and course platform. ODEO gives you solid digital marketing knowledge to launch/boost your career or understand your business's digital marketing strategy.

In this thoughtful and inspiring episode, Bart sits down with Lisa Burch, founder of YTT Design Solutions, a woman‑owned civil and geotechnical engineering firm headquartered in Cedar Rapids, Iowa. Lisa shares her journey from a technically curious kid fascinated by drafting and problem‑solving, to becoming a civil engineer dedicated to building infrastructure that quietly supports everyday life. She opens up about the personal challenges that led her to start her own company, the meaning behind YTT (“Yesterday, Today, Tomorrow”), and why community, stewardship, and long‑term thinking drive every decision she makes. This conversation reveals the unseen work that keeps communities functioning and the mindset required to build something that lasts. Major Takeaways / LearningsEngineering is problem‑solving at scale. Civil engineers use math and science to make communities safer, healthier, and more functional.Great infrastructure is invisible. If it's done right, people never notice — until something goes wrong.Careers can start with curiosity. Early interests in drafting, Legos, and building often signal engineering potential.Entrepreneurship isn't always planned. Lisa started her firm during a period of personal upheaval, choosing action over fear.Speed and adaptability matter. Small, nimble organizations can innovate faster than large, rigid ones.Community creates purpose. Lisa's work is deeply rooted in serving Cedar Rapids and the people who call it home.Trust beats marketing. Long‑term client relationships and word‑of‑mouth fuel sustainable growth.Design for the future. Stewardship means building infrastructure that serves generations, not just today's needs.Memorable Quotes“Engineering is solving problems.”“If I do my job right, you'll never know I was there.”“I bury most of my best work underground.”“You can do anything — you just have to take the first step.”“Yesterday, today, and tomorrow guide every decision we make.”“Community is everything.” Why It Matters / How to Use ItThis episode highlights the quiet leadership behind the systems we rely on every day. Lisa Burch's story reminds listeners that meaningful impact doesn't always come with recognition often, it comes from care, discipline, and long‑term thinking. For entrepreneurs, leaders, and anyone facing uncertainty, her journey shows how resilience, service, and commitment to community can turn challenges into purpose. Whether you're building a business, raising a family, or shaping a city, this conversation offers a powerful reminder: the work that matters most is often the work no one sees.

Part 2 of our conversation gets personal! In this episode we talk about our personal lives outside of running. We get into failed relationships, dating, "faking it until you make it" in yur career, and other events that shaped us in our 20s. Plus, we play a spicey game at the end which was perfect after sharing 2 bottles of wine. if you are interested in learning more about my guests and about the red wine we share, tune in!Wine Pairing: Trader Joe's "Motif" Pinot NoirIf you loved today's episode feel free to leave me a five star review and don't forget to follow my socials @thechattyfox_ !"Night in Venice" Kevin MacLeod (incompetech.com) Licensed under Creative Commons: By Attribution 4.0 License http://creativecommons.org/licenses/by/4.0/Podcast cover art by Angel aka CloudedTheory

What happens when you realize you have reached the end of a specific season in your professional life? It takes courage to step away from the security of a corporate role to design a career that truly aligns with your lifestyle and values.Host Natalie Benamou sits down with Jenn Smith to the show. After a successful 15 year career in HR spanning three different industries, Jenn took a leap of faith in 2020 to launch Flourish Careers. She joins Natalie to share her incredible journey, starting from her days as a frontline supervisor on the graveyard shift at a potato chip factory to becoming a career coach and best selling author.Find out the importance of "heart based career planning" and why professional success should never come at the expense of a happy and healthy life. Jenn breaks down how the modern world of work allows for more creativity through portfolio careers and multiple income streams. Walk away with a plan of how to build what's NEXT.Special thanks to Jenn for being a featured guest and member of HerCsuite®!Keep shining your light bright. The world needs you.->Register for NEXT2LEAD AI Event February 6th: Grab Your SeatAbout our Guest:Jenn Smith believes career success doesn't have to be at the expense of a radiantly happy + healthy lifestyle. As a sought-after career and HR consultant with professional roots grounded deep within corporate America, Jenn brings over 15 years of progressive, global HR leadership experience across multiple industries and Fortune 200 companies. Now, as the Founder of Flourish Careers, host of The Flourish Careers podcast, and creator of the In Season planner, Jenn is on a mission to support heart-based, career-minded professionals in navigating the changing world of work and taking the right next steps toward a happier, healthier career.When she's not working, you can find Jenn road-tripping with her pack—husband and pup—exploring all Western NY offers.Connect with Jenn:Website: flourish.careers https://flourish.careers/Instagram: @flourish.careers https://www.instagram.com/flourish.careersLinkedIn: Jennifer Smith https://www.linkedin.com/in/jenniferlsmith9200/HerCsuite® is a leadership network where women build what's next. Our members land board roles, grow businesses, lead the AI conversation, and live their best portfolio career with our programs. Join us at HerCsuite.com, or connect with host Natalie Benamou on LinkedIn.

When a workplace affair ends, the fallout doesn't stay private. Loyalties fracture, tension poisons the environment, and what was once whispered behind closed doors becomes impossible to escape. Careers, reputations, and mental health can all be collateral damage when personal betrayal collides with professional life.In the story today from Norfolk, the end of an affair leads to one person looking for revenge and ends in the most shocking violence.Join me at TrueCrimeFest in London in Marchhttps://www.truecrimefest.co.uk/Buy My New True Crime Content Creators Online Coursehttps://adam-s-site-be58.thinkific.com/products/courses/true-crime-content-creation-courseWriting Credit: Chris WoodYou can buy Chris's second book, 'Death in the Theatre' here: https://www.amazon.com/Death-Theatre-Chris-Wood/dp/1399009117Watch my YouTube channelhttps://www.youtube.com/@Adam-uktruecrime/videosListen/Watch the True Crime Catch Uphttps://audioalways.lnk.to/TrueCrimeCatchUpFind Our More About Mehttps://uktruecrime.comJoin UK True Crime Facebook Grouphttps://www.facebook.com/groups/UKTrueCrime Hosted on Acast. See acast.com/privacy for more information.

AI is transforming the way work gets done—but great leadership still comes down to people. In this episode of The Career Contessa Podcast, Lauren McGoodwin welcomes back Julie Zhuo, author of The Making of a Manager and co-founder of Sundial, to discuss how managers can lead effectively in the AI era, beyond productivity metrics and tools. You'll learn:Why AI-driven productivity doesn't equal team success—and what leaders should focus on insteadThe leadership skills that become more valuable (not less) in an AI-powered workplaceHow managers can maintain trust, purpose, and meaningful work as AI reshapes rolesShow NotesWeekly Newsletter Sign-Up: http://bit.ly/37hqtQW Guest Resources:Website: https://www.juliezhuo.com/Book: https://www.juliezhuo.com/book/manager.html Substack: https://lg.substack.com/ LinkedIn: https://www.linkedin.com/in/julie-zhuo/ X: https://x.com/joulee Career Contessa ResourcesBook 1:1 career coaching session: https://www.careercontessa.com/hire-a-mentor/ Take an online course: https://www.careercontessa.com/education/ Get your personalized salary report: https://www.careercontessa.com/the-salary-project/ See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

(February 03, 2026) KTLA & KFI tech reporter Rich DeMuro joins the show for ‘Tech Tuesday.’ Today, Rich Mike talks about the newly dropped ‘Moltbook’ where AI agents – bots built by humans – can and are posting and interacting with each other. The housing market is swinging toward buyers. Trade workers gain labor market edge as college grads lose ground.See omnystudio.com/listener for privacy information.

A heartwarming story on how golf superstar Rory McIlroy's parents paid for his golf ambitions as a kid. Programming Note: Nothing is changing with Andrew's weekly interview episodes. Andrew's interview episodes will continue to be in your podcast feed every Thursday morning. 

In this episode of The Boss Lady Podcast, Teresa and Jennifer take listeners on a journey through the decades—exploring how women's careers evolve in their 20s, 30s, 40s, 50s, and 60s. From building a strong foundation to redefining purpose and legacy, this conversation offers clarity, encouragement, and actionable insights for every stage of leadership. Whether you're just getting started, stepping into influence, or transitioning into your next chapter, this episode reminds women that every decade brings value, growth, and opportunity.  CONNECT WITH US:Connect with Teresa on LinkedIn: ⁠⁠⁠⁠⁠https://www.linkedin.com/in/teresarand⁠⁠⁠⁠⁠Learn more about Boss Lady events and coaching at Ladder Network:  ⁠⁠⁠⁠⁠⁠https://www.laddernetwork.org

In this episode, we plug into a vital conversation about the soaring demand for skilled electrical workers. We are joined by industry experts: Grant Shmelzer, CEO of IEC Chesapeake, and Mac Beaton, Director of Workforce and Career Development with Henrico County Public Schools.Join us as they illuminate the urgent need for more young people to explore a rewarding career in the electrical field, discussing the growth opportunities, training pathways, and the bright future for those ready to power our communities.

This Festival of Entrepreneurs panel brings together founders who experienced The Apprentice from the inside and lived with the consequences after the cameras stopped rolling.Tre Lowe, Sabrina Stocker, and Daniel Elahi share why they chose visibility, what the show really gave them, and where it genuinely helped or hindered their businesses. We talk about personal brand, resilience, teamwork under pressure, and the difference between short-term attention and long-term value.This episode, hosted by James Burtt, founder of Phonic Content, is not about reality TV. It is about making deliberate decisions when exposure, risk, and reputation are on the line.Key TakeawaysWhy visibility accelerates opportunity when values are clearHow resilience is built under pressure, not comfortWhen personal brand helps and when it becomes noiseWhy certainty and teamwork matter more than tactics

The Grammys turns into an Anti-ICE political rally as Host Trevor Noah defames Trump, Trump threatens major lawsuits, Mayor Rudy Giuliani joins the show. Check out our partners: MASA CHIPS: Go to http://www.masachips.com/BENNY and use code BENNY for 25% off your first order Get 25% Off Cowboy Colostrum with code BENNY at https:// www.cowboycolostrum.com/BENNY. Blackout Coffee: http://www.blackoutcoffee.com/benny and use coupon code BENNY for 20% OFF your first order American Financing: Save with https://www.americanfinancing.net/benny NMLS 182334, nmlsconsumeraccess.org. APR for rates in the 5s start at 6.327% for well qualified borrowers. Call 888-528-1219 or americanfinancing.net/Benny, for details about credit costs and terms Shopify: Sign up for your $1 per month trial: http://shopify.com/benny Learn more about your ad choices. Visit podcastchoices.com/adchoices

Still recovering from ISS Long Beach, but the show must go on! If anybody is able to inspire you to shake off the jet lag and exhaustion, it's Jaime. He's simultaneously worked not only multiple jobs, but multiple CAREERS over the last nearly two decades. Now that he's finally gone ALL IN (or 'unemployed' as he likes to say) we had to get the full story of the wild journey he's been on with At That One Shop. Topics of discussion include: Finding your support group, shirt kiosks, working multiple jobs and side gigs, handling failure, going all in, growing from a manual garage setup to a shop with autos, starting all over, reevaluating your life and business, and return policy loopholes.

Launching a CNC shop young comes with no shortage of advice — but not all of it comes from experience earned the hard way. In this episode, we bring in Larry Robbins to speak directly to the next generation of shop owners. Larry has spent decades building companies, leading teams, and navigating growth, failure, and reinvention inside manufacturing. Instead of talking tools or tactics, this conversation focuses on the fundamentals that actually last. Larry shares lessons on planning before you leap, learning from mistakes without repeating them, and why humility, honesty, and relationships matter more than any single machine or strategy.  Along the way, we explore how younger founders can use modern tools like AI without losing the human side of business, why budgeting and organization are non-negotiable, and how building value means thinking beyond short-term wins. This episode serves as a reset for anyone starting early — or starting over — in manufacturing. If you're thinking about ownership, leadership, or legacy, this one is worth slowing down for. Segments (1:44) Why we're launching the Generation CNC highlighting founders under 30 (3:02) Larry's first piece of advice: Leverage older generations as resources (4:45) Why writing a real business plan matters, even if you're not borrowing money (6:03) Learning by doing, making mistakes early, and why experience compounds over time (9:00) Imposter syndrome, asking questions, and why no one should aim to be the smartest person in the room (10:23) Truth, integrity, and why lies always cost more in the long run (11:14) Mark your calendars and meet us at IMTS 2026! (12:06) How modern tools like AI can help young founders build better business plans (14:21) The power of networks and how relationships open doors (18:25) Holding yourself accountable as a business owner (20:49) Staying organized, building systems, and why chaos is optional (28:24) What's Your Method? Transitioning manual machinists to CNC (35:47) How Factur can help you build consistent sales pipelines through targeted outreach (36:49) Humility, passion, and why you shouldn't build a business around something you don't care about (39:21) Generational businesses, entrepreneurship inside family companies, and carrying the torch forward (44:15) Giving back, mentoring younger leaders, and why relationships outlast transactions (50:30) Why AI can't replace networks and never will (55:48) What's happening with workholding that you need to pay attention to (1:06:09) Why an investment in ProShop ERP is an investment in your business (1:07:45) Final reflections on leadership, legacy, and building something worth passing on Resources mentioned on this episode Mark your calendars and meet us at IMTS 2026! Check out Methods Machine Tools and connect with Jleflore@methodsmachine.com Get a free report of opportunities in your industry from Facturmfg.com/chips  Why an investment in ProShop ERP is an investment in your business BOOK: Die with Zero Connect With MakingChips www.MakingChips.com On Facebook On LinkedIn On Instagram On Twitter On YouTube

"How did you get that cock in your neck?" JuJu reminds Dan of his racism from earlier in the show, and thanks to Bill Belichick, he has another Top 5 ready for the Postgame Show. Learn more about your ad choices. Visit podcastchoices.com/adchoices