Podcasts about client services manager

In this episode of Healthcare Americana, host Christopher Habig introduces a new monthly segment, Practice Makes Perfect, featuring Amanda Compton, Client Services Manager at Freedom Healthworks. Amanda brings her on-the-ground insights from managing DPC practices across the country and dives into the crucial role of communication in patient satisfaction and practice success. Plus, learn how patient expectations around accessibility can make or break your DPC practice, and what you can do about it.Key takeaways include:Why "convenient communication" is essential for patient retentionThe dramatic difference timely responses make in converting leads into membersHow practices can create memorable experiences through small but meaningful follow-upsAmanda's “Operational Gold” tip of the monthMore on Freedom Healthworks & FreedomDoc HealthSubscribe at HealthcareAmericana.comFollow Healthcare Americana: Instagram & LinkedIN

Welcome to the new season of In Demand! For this season, Asia is joined by her new co-host Kim Talarczyk the Client Services Manager at DemandMaven! In this first episode of the season, Asia and Kim discuss recent conferences like MicroConf and Indie Founders, highlighting the value of founder communities and the insights from conversations with founders. They cover how DemandMaven is changing and new projects, like Asia's work as a fractional CMO, and how the changing tech paradigm is changing businesses in 2025.  Chapters (00:02:07) - Meet the New Co-Host: Kim Talarczyk(00:08:39) - What Asia learned from her experience at Indie Founders(00:14:00) - Reflections from initial experiences as a fractional CMO(00:16:00) - The tension that often exists within founder CEOs (00:19:00) - What makes a good CEO (and why founders often aren't best at CEO work)(00:27:00) - Planning in unpredictable times(00:30:00) - Why acquisitions are an important signal of industry changes (00:34:25) - Delta's 100 year anniversary and decade long trends(00:41:15) - The power of podcasts and the challenge of creating when it can feel like you're talking into a vacuum(00:48:30) - Future plans for In Demand

Adapting, Restructuring, and Thriving in the AI Workforce Shift AI isn't replacing healthcare revenue cycle professionals—it's reshaping their roles. In this episode, Lavonne Hamby, Client Services Manager at Infinx, joins us to explore how AI is impacting job structures, workforce adaptation, and accountability. Learn how to work alongside AI while maintaining control and maximizing efficiency in revenue cycle operations. Find all of our network podcasts on your favorite podcast platforms and be sure to subscribe and like us. Learn more at www.healthcarenowradio.com/listen/

AI is reshaping healthcare revenue cycle roles, not replacing them. Lavonne Hamby, Client Services Manager at Infinx, joins us to discuss AI's impact on job structures, workforce adaptation, and accountability—helping RCM professionals navigate change while staying in control.Brought to you by www.infinx.com

With USCIS expected to release important updates for the FY2026 H-1B cap season soon, it's crucial to stay ahead of the process. Join us for an insightful session where we discussed:• Expected USCIS announcement & policy updates• Key dates & deadlines for H-1B registration• Strategies for maximizing your chances in the lottery• Common pitfalls & how to avoid RFEsGladys Gervacio, Partner & Attorney, and Arianna Gonzalez, MBA, Client Services Manager, provided expert insights on navigating the H-1B cap process.Listen in to know more!

Join us for an insightful session on the L-1B visa, designed for professionals transferring specialized knowledge across global offices where we discussed-:• Understanding L-1B eligibility & requirements• Navigating the application process• Compliance tips for employers & employeesDiya A. Mathews, Partner & Attorney, and Arianna Gonzalez, MBA, Client Services Manager, provide expert insights on leveraging the L-1B visa for career growth and business expansion!

Join us for an insightful discussion exploring the topic of transparency in immigration petitions and applications. Transparency can be a double-edged sword in immigration cases. While it often fosters trust and credibility, it can also expose risks if not managed correctly. Attorney and Senior Managing Partner from our Hyderabad office, Sharmila Karingula, along with our Client Services Manager, Arianna Gonzalez, MBA Gonzalez discussed the following: • The benefits of full disclosure in petitions and applications• Potential risks of “putting it all out there” • Best practices for balancing transparency with strategic discretion. Listen In!

Connect with Diane CalderonDiane Calderon is a certified Medium, Reiki Master, Spiritual Advisor/Teacher and Author. She earned a Masters of Arts degree in Sociology at Arizona State University in 1985. After a long career in various positions in government Diane retired in 2009. In 2014 Diane experienced a remarkable After Death Communication from her son Matthew. At the moment of his tragic death, an incredible phenomenon which sparked her path to spiritual transformation. Matthew continues to communicate with her, proof that love never dies. Diane delved into the world of mediumship and spirit communications in order to understand the After Life and learn how to communicate with the incarnate. Her experiences are described in her published memoir Living & Loving Life All Day Every Day: A Mother's Story of Loss, Love & Connecting with the Afterlife.Diane has studied intuition development and mediumship with Susanne Wilson, Suzanne Giesemann, Mavis Patilla, Andy Byng and Colin Bates. She has been featured in Psychic News Magazine, and video interviews & podcasts: Carefree & Conscious, Messages of Hope, We Don't Die Radio, Grief 2 Growth, The Angel Room and AREI Global Gathering. Diane is also one of the student mediums featured in the Amazon documentary Life to Afterlife: I Want to Talk to the Dead.Diane currently works for Susanne Wilson the Carefree Medium as the Client Services Manager and assists in teaching classes and workshops relating to psychic/intuitive development and afterlife studies.Diane has been interviewed on a variety of podcasts and YouTube channels. Visit her website, https://www.dianecalderon.com/ for links to the following:Afterlife Research & Education Institute - Global Gathering with Wendy Zammit: Signs from Spirit with Joe Higgins & Diane Calderon (July 2023)Carefree & Conscious with Susanne Wilson the Carefree Medium: Signs from Spirit Forever Changed My Life (August 2023)Messages of Hope with Suzanne Giesemann: Signs from the Spirit World - How Diane Calderon Found Hope After Tragedy (November 2023)We Don't Die Radio with Sandra Champlain: Diane Calderon - A Mother's Love, Loss & Connecting with Son in the Afterlife (January 2024)Grief 2 Growth with Brian Smith: Finding Hope - Diane Calderon Shares Her Journey of Overcoming Grief (May 2024)The Angel Room with Ivory LaNoue: Finding Hope - Diane Calderon's Journey through Grief, Spirituality and Love (July 2024)The Wisdom of Jacob's Ladder with Jacob Cooper: The Unseen Connection - Diane Calderon's Exploration of Spirit and the Afterlife (July 2024)Other DetailsEmail: dianecalderon46@gmail.comPhone: 928-273-4573Website: www.dianecalderon.com or https://www.dianecalderon.comFacebook: facebook.com/dianecalderon.35 or https://facebook.com/dianecalderon.35YouTube: Diane Calderon ~ Author - YouTubeAmazon book: Living & Loving Life All Day Every Day: A Mother's Story of Loss, Love And Connecting With the Afterlife: Calderon, Diane, Wilson, Susanne J: 9798218234294: Amazon.com: BooksLink to photos of Matthew's Life: https://filetransfer.io/data-package/d3ljME6U#linkConnect with Host Terry LohrbeerIf you are a Boomer and feel you would make a great guest please email Terry with your bio and any other info you would like to share at: terry@kickassboomers.comFacebook: https://www.facebook.com/groups/2658545911065461/LinkedIn: https://www.linkedin.com/in/terrylohrbeer/Instagram: kickassboomersTwitter: @kickassboomersWebsite: kickassboomers.comTerry's editing company:Connect to Premiere Podcast Pros for podcast editing:premierepodcastpros@gmail.com LEAVE A REVIEW and join me on my journey to become and stay a Kickass Boomer!Visit http://kickassboomers.com/ to listen to the previous episodes. Also check us out on Facebook, Twitter, Instagram, and LinkedIn. Email terry@kickassboomers.com and connect with me online and on Facebook, Twitter, Instagram, and LinkedIn.

Safe Embrace: A Northern Nevada Resource In this episode, we are joined by Leslie Berg, who is a Client Services Manager at a local organization that is focused on helping support victims of domestic violence (DV), sexual assault (SA), and human trafficking, Safe Embrace. We wanted to chat with Leslie to learn more about this... Read More The post Reno Dads Podcast Episode 34: Safe Embrace Client Services Manager Leslie Berg appeared first on Reno Dads.

Join me on a journey from my son Matthew's tragic death to know Love Lives Forever. This is my story, a journey through loss, grief, and love. In the midst of caring for my husband as he slid into the depths of dementia, my son Matthew died in a tragic accident. Matthew's passing led to a remarkable series of signs and communications from the afterlife, all proving that life never ends. Matthew's loving connection helped me through grief, the struggles with caregiving, and the challenges of starting over after losing my two closest family members. From clusters of tiny lights dancing in front of my face, sparkling in a display of rainbow colors, hours before I was told of Matthew's death, to my son, sending me on a quest to learn about the afterlife, discover the remarkable abilities of spirit communications, and learn how to connect others with their loved ones, a journey that ultimately led to an opportunity to work for and with several incredible evidential mediums. My son gave me the hope that keeps me moving forward today, knowing love lives forever. I know because Matthew told me so. Diane Calderon isn't just a survivor; she's a spiritual and intuitive advisor, a celebrated author, a Reiki Master, and a certified Evidential Medium. With a background in sociology and a diverse career in governmental service, Diane's life has been a mosaic of experiences. ​Today, as the Client Services Manager for Susanne Wilson, the Carefree Medium, Diane continues to touch lives and

Thank you for listening! To close this month's topic on perseverance and resilience, I am joined by Caroline Gibbs to talk about how important happy teams are in businesses and in driving growth! Thank you, Caroline! Caroline has years of experience as a Client Services Manager, currently working with clients from across the world at Kinly. Find out more about Caroline on LinkedIn at: https://www.linkedin.com/in/caroline-gibbs-ba86011a/ Come back

Are you looking to navigate the complexities of L-1A visa approvals for functional managers? Partner and Attorney Navdeep Meamber, Senior Business Immigration Advisor Justin Kennedy, and Client Services Manager covered the following topics in this podcast: • Understanding the L-1A Visa Category for Functional Managers • Key USCIS Criteria for L-1A Approvals • Crafting a Strong Petition: Tips and Best Practices • Common Challenges and How to Overcome Them Enhance your understanding and increase your chances of L-1A visa approval for functional managers. Listen In!

Can one person's courage truly change others lives? Just days before his high school graduation, Lori's son, Josh, was injured during a school shooting. Josh displayed remarkable bravery by helping to disarm one of the shooters, tackling him to the ground. Lorie shares the gripping details of that day, the heart-wrenching moment when she received Josh's call, and the intense crisis that her family faced. This episode is a powerful testament to the extraordinary strength and composure that both Lorie and Josh exhibited in the face of unimaginable adversity.Lorie's story serves as a profound reminder of the significant impact one person's actions can have on a broader scale. We explore how Josh's courage inspired his classmates and how such individual acts of bravery contribute to collective effort. Lori reflects on how this life-changing experience has shaped her perspective on personal growth and courage. Join us as we embrace the core message: if you have a pivot, step into it. Our heartfelt gratitude goes to Lorie for her openness and for sharing her and Josh's transformative journey with us.GUEST BIO:Lorie began her career in financial services in 2013 with a Registered Investment Advisory firm in South Denver. Initially serving as a paraplanner, she provided technology and operations support before advancing to a Client Services Manager role with Empower Retirement, where she managed a portfolio of over 300 Core Market plans. She then joined Fidelis Wealth Advisors, bringing her extensive experience and dedication to client service.In addition to her securities licenses, Lorie holds health, life, accident, property, and casualty insurance licenses in the state of Colorado. She has earned her CERTIFIED FINANCIAL PLANNER™ designation from the CFP® Board of Standards and is an active member of the Financial Planning Association (FPA).Lorie recently launched the “Fearless Females” podcast, creating a platform for empowering discussions that inspire women in the financial services industry and beyond. Through insightful interviews and stories, she builds a community where challenges are met with resilience, amplifying female voices and demonstrating her commitment to fostering inclusivity and fearlessness in finance.PERSONALLorie holds an MBA from Colorado State University. In her leisure time, she loves hiking with her family, traveling with her husband David and their five children. Lorie is deeply committed to empowering women in finance and supports the Economic Literacy Council and Aspen Effect with their youth programs, helping to foster financial literacy and economic empowerment among the younger generation.Connect with Lorie Jones:LinkedIn: https://www.linkedin.com/in/loriejones Connect with Theresa and Ivana: Websites: Theresa, True Strategy Consultants: https://tsc-consultants.com/ Ivana, Courageous Being: https://www.courageousbeing.com/ Instagram: Ivana: https://www.instagram.com/courbeing/ Theresa: https://www.instagram.com/tscconsultants/ LinkedIn: Step into the Pivot: https://www.linkedin.com/showcase/step-into-the-pivot/ Theresa: https://www.linkedin.com/in/tree-conti/ Ivana: https://www.linkedin.com/in/ivipol/

Are You Managing Athlete Workload and Preventing Injuries the Right Way? Welcome to another episode of Oak Performance Radio, your ultimate resource for athletic performance and coaching, brought to you by your host, Adam Lane! We're excited to have David Gil as our guest in this episode. David is the Chief Sports Scientist at VERT, with a rich background that includes owning Crossfit Sarasota (2013-2016), serving as Director of Marketing at Sleek Audio (2009-2011), and working as Client Services Manager at AJR & Partners (2005-2009). He holds an M.A. in public relations from the University of Miami and a B.S. in exercise science and physiology from The George Washington University School of Medicine and Health Sciences. Our conversation delves into the critical topics of volleyball injury prevention and load management. We discuss the importance of proper landing techniques, how to measure and manage athlete fatigue, and how to adapt training methods for youth players.  The episode also covers the significance of vertical jump training and the development of athletic skills while maintaining smart and healthy training practices. Our speakers stress the need for education and accessibility in injury prevention and highlight the importance of managing athlete workload and performance to ensure long-term health. 00:00 Intro 00:10 Preventing injuries in athletes through education and load management. 4:03 Measuring and managing athletic load to prevent injuries. 9:55 Importance of proper warm-ups for athlete health and performance. 16:19 The importance of proper landing techniques in volleyball, focusing on data analysis and injury prevention.  23:33 Youth sports injuries and load monitoring 28:22 Proper training methods for athletes to prevent injuries and improve performance 33:08 Balancing training and recovery for high school athletes. 38:10 Athlete fatigue and workload management in volleyball. 42:47 Volleyball training load management and Goldilocks zone. ( 54:08 Improving athletic performance through data analysis and personalized coaching. 59:28 Preventing youth sports injuries through load management and proper landing techniques. 1:03:09 Reducing volleyball injuries through proper landing techniques 1:11:15 Volleyball training and injury prevention with a focus on education and research To learn more about this topic, tune in to the episode! Connect with David Gil https://www.myvert.com/about https://www.myvert.com/ @vertclub

If you're a long-time listener of the show, you'll likely be familiar with Mastery Group; the container in which quarterly strategic planning is facilitated. Melissa has the perfect guest on the show this week to dive deep into what you can expect from Mastery Group, Client Services Manager Mika Beccone. Mika is the backend coordinator and point person for all members, and she's here to shed light on what goes on inside.   Tune in this week to learn everything you need to know about Mastery Group, from the resources available to you inside and what to expect when you join, to how much time you need to invest in the program, and Mika's top three pieces of advice to all new members.    Get full show notes and more information here: https://www.velocitywork.com/256

With the H-1B visa program becoming increasingly competitive, it's crucial to have a comprehensive understanding of alternative pathways and backup plans to navigate uncertainties effectively. In this podcast, Partner and Attorney, Mishita Jethi along with Client Services Manager, Arianna Gonzalez, MBA covered the following: 1. Insights into the H-1B cap registration process and selection trends. 2. Exploring alternative visa options for skilled professionals. 3. Leveraging OPT/CPT extensions for continued work authorization. 4. Strategies for enhancing your profile and increasing your chances in future cap seasons. Listen In!

In recent months, the United States Citizenship and Immigration Services (USCIS) has announced significant fee increases across various visa categories. These changes could have substantial implications for businesses relying on skilled foreign talent. Our session aims to provide comprehensive insights into these fee hikes and equip you with proactive strategies to navigate them effectively. Associate Attorney, Belma Burkic, along with our Client Services Manager, Arianna Gonzalez, covered the following: • Overview of USCIS Fee Increases• Consideration for Non-Profits and Small Companies• Legal Considerations for Employers• Employee Contributions and Fee Payment Options• Strategic Planning for Increased Immigration Budget Listen In!

Join Partner and Attorney Gladys Gervacio, Team Lead and Senior Immigration Paralegal, Dolores Co, and Client Services Manager, Arianna Gonzalez, as they decode the latest developments, address burning questions, and navigate the intricacies of the upcoming H-1B cap landscape.Whether you are an employer seeking skilled talent or an aspiring professional aiming to seize new opportunities, this session is your gateway to staying ahead in the dynamic world of immigration.

Listen in as we discuss intricacies of FBAR (Report of Foreign Bank and Financial Accounts), Form 8938 (Statement of Specified Foreign Financial Assets), and PFIC (Passive Foreign Investment Company) reporting requirements.Navigating the complexities of international tax compliance can be challenging, especially when it comes to reporting foreign financial assets and investments. Whether you are an individual taxpayer, a tax professional, or a financial advisor, understanding these reporting obligations is crucial to ensure compliance with the IRS regulations and avoid potential penalties.CPAs Varshika Gupta and Rajesh Ghimire, along with our Client Services Manager, Arianna Gonzalez, MBA, covered an overview of FBAR, Form 8938, and PFIC reporting requirements; reporting thresholds and filing deadlines; strategies for managing PFIC investments and minimizing tax implications; and many more. Listen In!

In this episode, I chat with Sam Peck and Liane Pelissier from Family Councils Ontario (FCO) You'll hear how they define the role of a family council within long term, care, as well as some misconceptions about the role of family councils, from both the home and family perspective. You'll also hear how FCO is focused on helping homes rebuild the trust between families and staff, as we continue to recover from the last few years. You'll also hear some interesting perspectives on conflict and ways to work through the frustration and misunderstandings to achieve more collaboration and partnership. Whether you work in a home or at the corporate level, or are a family or a family council member, this conversation will give you insights and clarity around the power of partnership with your family council.Here are the bio's for this episode's guests:Sam Peck, Executive Director Family Councils OntarioSam (she/her) is passionate about helping people and groups achieve their goals. In her 15 years with Family Councils Ontario (formerly Family Councils' Program) she has supported thousands of family members and long-term care home staff to improve their work to achieve the best possible outcomes and meaningful impacts. In her role as Executive Director, she focuses on building and maintaining relationships with funders, stakeholders, and interconnected organizations to carry out activities that support FCO's mission & develop strategies that enable the organization to create positive change within the long-term care sector.Sam holds an Honours B.A. from York University. A dedicated lifelong learner, she also holds Advanced Client-Directed Case Management and Volunteer Management post-graduate certificates from Humber College, Project Management Certificate from the University of Toronto, a Masters Certificate in Adult Training and Development from the Schulich Executive Education Centre, and is currently working on a Voluntary Sector Management Certificate from Ryerson University.In her spare time, Sam is an avid athlete, reader, volunteer, and sci-fi fan. Fun fact: she has 3 cats!Liane Pelissier, Client Services Manager with Family Councils Ontario. Liane has been with FCO for 2 years. She is passionate about Making a Difference and helping others, but most particularly those living, working and family members in LTC. She has 19.5 years of experience of working in a LTC home as a Resident and Family Services Coordinator, helping support residents and families as they transitioned into LTC. Part of her role was being the Staff Liaison for the home's Family Council. Her years of experience helped her to develop great skills in communicating with and supporting families, residents, and staff in LTC. Liane holds a background in Social Work. She is also Pieces and U-first Trained. She is a certified Gentle Persuasive Approach Coach through Behavioural Specialist of Ontario. Through the years she has gained knowledge, experience and training in Palliative Care, Customer Service and Person Centered Care Approach. Throughout her career in LTC she has been involved in Strategic Planning, Goal Planning, Accreditation and Ministry Compliance. In her personal life, Liane loves to spend time with her family creating memories.You can find Family Councils Ontario at www.fco.ngoYou can reach Sam at speck@fgo.ngo and Liane at Liane.Pelissier@fco.ngoYou can find out more about me and the work I do at DeborahBakti.com or email me at Deborah@DeborahBakti.com. I'd love to hear from you.

Diane Calderon is a mom, a surviver and now a thriver…being of service as a Reiki Master, she's been trained by and is now Client Services Manager for medium & teacher, Susanne Wilson. Diane is the author of the book “Living and Loving Life All Day Every Day - A Mother's Story of Loss, Love, and Connecting with the Afterlife."  Find her book on Amazon at https://amzn.to/429Kwyh Her words have been featured in Psychic News Magazine, and she is a featured presenter in the Amazon Prime documentary, "Life to Afterlife: I Want to Talk to the Dead. You can find out more about Diane at her website https://www.dianecalderon.com  THANK YOU FOR LISTENING! Want more proof of the afterlife?... *Listen to Sandra on iHeartRadio and the Coast to Coast AM Network: https://bit.ly/ShadesoftheAfterlife **Join our Patreon Community for as little as $1 per episode and receive ad-free, early bird episodes, and a full clickable & searchable list off all Sandra's almost 600 afterlife episodes https://www.patreon.com/wedontdieradio **Join the supportive and loving, We Don't Die Listeners Facebook group at https://www.facebook.com/groups/wedontdielisteners/  ***Join our free Sunday Gathering with medium demonstration, one of our upcoming medium classes, demonstrations, download past audio episodes and more at https://www.wedontdie.com/

IP Protection: Do's and Don'tsIn today's rapidly evolving business landscape, safeguarding your intellectual property is crucial for success. Whether you're an entrepreneur, inventor, artist, or business owner, understanding the ins and outs of IP protection can make all the difference. Our distinguished panel of experts: Maureen Abbey Scorese, Attorney, Kaveri Vijay, Senior Legal Consultant, and Arianna Gonzalez, Client Services Manager, shared their insights and practical advice to help you navigate the complex landscape of intellectual property. Whether you're looking to protect a unique invention, branding elements, creative works, or valuable trade secrets, this session will equip you with the knowledge and tools needed to make informed decisions. Listen In!

#ThursdayLIVEPartner and Attorney Diya A. Mathews, and Client Services Manager, Arianna Gonzalez, MBA covered the following key topics during our last thursday live session. 1. Overview of Form I-8642. Eligibility and Sponsorship3. Supporting Documentation4. Common Pitfalls The Form I-864, Affidavit of Support is a critical component of the U.S. immigration process for family-sponsored immigrants. Whether you are a petitioner or a beneficiary, understanding this form and its requirements is essential to ensure a smooth application process and avoid potential complications. Listen In!

Unlocking Opportunities: Mastering the E-2 Treaty Investor VisaThe E-2 Treaty Investor Visa can open doors to exciting business opportunities in the United States. Listen in, as our Executive Manager, Carmen Lopez, Immigration Attorney Jioselin Juarez, and Client Services Manager, Arianna Gonzalez, share insights to equip you with the knowledge needed to navigate the E-2 visa application process successfully. Listen In!

#ThursdayLIVEIn our last ThursdayLIVE, Partner and Attorney, Ritu Chokshi, and Client Services Manager, Arianna Gonzalez, MBA, shared valuable insights into the immigration process, offered guidance on tracking the status of pending applications, and also explored potential avenues for expediting petition based on need or as case is outside processing times. Listen In!

#ThursdayLIVECA Rupali Mundada, CPA, CPA and Partner, Ashleen Sahni, CPA and Partner, and Arianna Gonzalez, MBA, Client Services Manager, delved into the intricacies of reporting foreign entities, sharing their expertise, and real-world experiences to help one navigate complex aspects of global business operations effectively. Listen In!

Dawn Torres-Gale is a Client Services Manager at Compass Planning Associates based out of Westport, MA, and she joins the show today to discuss her journey of becoming a financial planner. If you are seeking a firm that has a unique structure, this is an episode you won't want to miss! Join us as Dawn reveals her unique journey from conflict resolution within the military to becoming a financial planner, spurred by service members' need for advanced financial guidance. Learn about her transition from a reluctant private sector career to a part-time virtual paraplanner, supported by invaluable mentorship from her first employer. Finally, she explores her successful search for firms not managing assets, and the factors contributing to her finding the perfect fit at her current firm. You can find show notes and more information by clicking here: bit.ly/3Y93LWv

Our latest episode of the "What the Tech" delves into the world of EOS and discover the power of L10 meetings with host Becky Cross, VP of Client Services, and Tyler Klypchak, a Client Services Manager. You will hear about how this tool helps us streamline processes, enhance productivity, and achieve greater results.

In our last Thursday LIVE, Partner and Attorney, Diya A. Mathews , and Client Services Manager, Arianna Gonzalez, MBA discussed alternative visa pathways that can help professionals like yourself to overcome the limitations of the H-1B visa. They discussed various visa categories, eligibility criteria, and the application process, offering you a comprehensive understanding of the available options. Listen in!

Karen cut her teeth as a Client Services Manager in the banking sector and earned her stripes (so to speak) through mergers, acquisitions, outsourcing, offshoring as well as navigating the highs and lows of various economic challenges. After making it to the heady heights of Vice President she found her passion leaning towards talent development and thankfully hasn't looked back! Hear how Karen has spent the last 10 years building a thriving independent consulting practice, being there for her family - and even becoming a Team GB cyclist!

#TLWCIn our last Thursday LIVE, Partner and Attorney, Min Kim, and Client Services Manager, Arianna Gonzalez, MBA discussed the new ETA 9089 PERM form which will be launched on the Department of Labor's (DOL) FLAG (Foreign Labor Application Gateway) platform.The LIVE session will provide you with valuable insights into the updated PERM form and guide you through the process of navigating the new system. Listen In!

#ThursdayLIVEAttorney Mengxin "Esther" Cui, an expert in business law, along with Client Services Manager, Arianna Gonzalez, MBA, discussed about the following key areas in our last Thursday LIVE with Chugh:1. Understanding Doing Business As (DBA)2. Non-Disclosure Agreements (NDA)3. Drafting Effective NDAs and How to Apply DBA4. DBAs and NDAs in Business OperationsListen In!

In our last Thursday LIVE, our Attorney, Anu Shah, along with our Client Services Manager, Arianna Gonzalez, MBA discussed about the legal and practical aspects of non-compete agreements. The following topics were covered:• The purpose and scope of non-compete agreements• Best practices for drafting and negotiating non-compete agreements• Legal considerations for enforcing non-compete agreements• Alternatives to non-compete agreements, such as non-solicitation and non-disclosure agreements• Recent FTC proposed rule changes regarding banning non-compete agreements Listen In!

#TLWC In our last ThursdayLIVE, Partner and Attorney, Mishita Jethi, along with our Client Services Manager, Arianna Gonzalez, MBA discussed the International Travel Restrictions for F-1 Students During H-1B Cap Petition.The live session aims to provide you with information and guidance on navigating this process. Listen In!

AI has become increasingly prevalent in many industries, including the legal sector. However, the use of AI also raises important legal questions and concerns, such as privacy, liability, and bias.In our last live session, we discussed about:• The legal implications of using AI in decision making• The role of regulation in AI development and deployment• The ethical considerations of using AI in the legal sector• The impact of AI on intellectual property lawOur Partner and Attorney, Ashima Arora Chock, along with our Client Services Manager, Arianna Gonzalez, MBA shared their insights and perspective on the above topics. Listen in!

As an international student, navigating the university admissions process in a foreign country can be overwhelming. In our last Thursday LIVE, we discussed about valuable information and tips on how to successfully apply to universities in the United States and Canada.Our Senior Immigration Specialist, Michelle Masurkar, along with our Client Services Manager, Arianna Gonzalez discussed on various topics including the application process, important deadlines, admission requirements, and much more. Whether you are a high school student or a college graduate, this session is tailored to provide you with the necessary tools and insights to make informed decisions about your academic future. Listen In!

In today's informative episode of the podcast, Chad Bouton talks to guest Melissa Hope. Melissa Hope is the Client Services Manager for Descriptive Video Works, which is the leading provider of Audio Description services in North America. Descriptive Video Works provides Audio Description for television, film, games, advertisements, and educational videos. Melissa has a passion for making media more accessible. Melissa works tiredlessly to ensure that her work meets the needs of those who rely on proper ALT Text and Audio Description. When Melissa is not working to make the electronic arts more accessible for the visually impaired. She spends her time writing about fitness and exercise, body positivity, chronic illness, and spirituality. If you have ever been curious about how the visually impaired access the visual arts then you will want to listen to Melissa Hope talk about Audio Description. To learn more about Descriptive Video WOrks please visit their website at https://descriptivevideoworks.com

In our last Thursday Live with Chugh, Partner and Immigration Attorney Navdeep Toor Meamber along with our Client Services Manager, Arianna Gonzalez, MBA shared about a comprehensive step-by-step guide on how to obtain a green card through your employer. With this podcast you will learn about the eligibility criteria, labor certification process, petition filing with the USCIS, waiting for a visa number, adjustment of status or consular processing, and finally, receiving your green card. Listen In!

#ThursdayLIVE In our last thursday live, our expert panelists Senior Partner Shaurya M Tomar , and Client Services Manager, Arianna Gonzalez, MBA, discussed the ins and outs of owning, purchasing, selling, and managing immovable properties in India. Listen In!

No matter what stage of the business lifecycle you're in, having trusted professionals in your corner can pay dividends. Are you intentional about who you surround yourself with as a business owner?In the 23rd episode of the Sharing Knowledge Series, host Kevin Vonderau, chief lending officer at Westfield Bank, sits down with Nolan James Jr., Esq., a shareholder at Cavitch Familo & Durkin, and Leslie Oyler, CPA, Client Services Manager at Zion, Synek & Associates for a wide-ranging discussion about the important role advisors play in growing your business.Read the article at https://www.westfield-bank.com/why-westfield-bank/westfield-bank-news/growing-your-businessWe want to hear your feedback. Take our survey at westfield-bank.com/sksHave questions? Email westfield-bank@westfield-bank.com.For legal information and resources, visit westfield-bank.com/sharing-knowledge/disclaimer.

#ThursdayLiveIn our last Thursday LIVE, our Global Immigration Manager, Gerardo Mendeztalked about the ICT(Intra Company Transfer) Posted Worker Process in France. Gerardo with Client Services Manager, Arianna Gonzalez, MBA discussed the general process, steps involved, duration of process, and documents required for the process. Listen In!

This is a special archived episode of Brave UX. Marisa Sires shares the story of her rapid ascent from client services to VP Product at Gigya and her many learnings since, including… ⭐️ How does Marisa enable her team to make great products? ⭐️ What is the greatest risk to the success of a product? ⭐️ How can women in tech better navigate the landscape to succeed? ====== Who is Marisa Sires? Marisa is the SVP of Product at Alfred, where she's helping to build the future of living. She was previously VP of Product at BuildingLink. A wickedly sharp product leader, in 2011 Marisa joined customer identity startup Gigya as a Client Services Manager and within five years she had risen to be VP of Product, leading her team to deliver what was widely recognised as a best in class product.  Marisa is also a strong voice and helping hand for women in technology. She actively mentors other women through several organisations, including as a founding member of CHIEF. ====== Find Marisa here: LinkedIn: https://www.linkedin.com/in/msires/ Medium: https://medium.com/@marisa.sires Twitter: https://twitter.com/mas2124 ====== Liked what you heard and want to hear more? Subscribe and support the show by leaving a review on Apple Podcasts (or wherever you listen). Follow us on our other social channels for more great Brave UX content! YouTube: https://www.youtube.com/TheSpaceInBetween/ LinkedIn: https://www.linkedin.com/company/the-space-in-between/  Instagram: https://www.instagram.com/thespaceinbetw__n/  ====== Hosted by Brendan Jarvis: LinkedIn: https://www.linkedin.com/in/brendanjarvis/ Website: https://thespaceinbetween.co.nz/ Twitter: https://twitter.com/brendanjarvis/  

Jenny May is Client Services Manager for CarbonQuota. The business was initially launched to help the packaging and print sector do a lot more in sustainable production because 'it's a sector that has a tendency towards greenwash to protect its interests'.Jenny is responsible for the development of sustainable relationships with all CarbonQuota clients and serves as the liaison between those clients and the rest of the business team. Before joining the CarbonQuota team, Jenny spent 25 years working within the print manufacturing and management sectors, working with a number of blue-chip clients, including WWF-UK, BMW, and LV.  Jenny is certified as carbon literate by the Carbon Literacy Project and is an accredited auditor for ISO 14001.In this episode, we talk sustainability, the importance of measurement and why the industry needs CarbonQuota and EcoPrint!Subscribe to the FuturePrint podcast nowVisit the EcoPrint websiteVisit the FuturePrint websiteVisit the CarbonQuota websiteConnect with Jenny May on LinkedInConnect with Marcus Timson on LinkedIn

The concept of workplace diversity isn't new. It's been around since the 1960s, growing out of the Civil Rights movements—which included the Women's movement and Gay Rights movement. In a large part, these complimentary movements focused on fairness and social justice, not smart business per se. But since the early 2000s, etymology has evolved significantly. Today, rather than only discussing diversity, we talk about DEI (or DE&I) an acronym for Diversity, Equity, and Inclusion. The Kaleidoscope Group's weekly podcast Becoming Inclusive, hosted by Reggie Ponder and Kat Potts, dig into this topic in this episode featuring Kevin Strader, a Client Services Manager. Strader, Potts, and Ponder don't hold back in honestly discussing how the evolving language around DEI is impacting businesses, organizations, and society at large. It's real talk from a diverse and inclusive group of professionals—all coming from different backgrounds, offering different perspectives based on those backgrounds. Watch the episode here. 

Rancho Mesa's Alyssa Burley, Media Communications & Client Services Manager, and Account Executive Casey Craig discuss the link between a company's EMR and Primary Threshold. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Host: Alyssa Burley Guest: Casey Craig Producer/Editor: Lauren Stumpf Music: "Home" by JHS Pedals, “News Room News” by Spence © Copyright 2022. Rancho Mesa Insurance Services, Inc. All rights reserved.

Dalane England is joined by George Stewart who is the director of the Pregnancy Resource Center of SLC as well as by Katelynn Quintero who is the Client Services Manager. Pregnancy Resource Center PRCPartnersUt.org --- Support this podcast: https://anchor.fm/loving-liberty/support

Welcome to ReVive, the marketing podcast for manufacturers, my name is Jared Falkner, the Client Services Manager here at Vive. Today on ReVive, we're joined by Dianna Brodine, Vice President of Operations & Editorial content for Peterson Media Group. Dianna's responsibilities carry through multiple publications like American Mold Builder, Plastics Decorating & Plastics Business. 

A few weeks ago, Digible attended National Apartment Association, we're taking a look at some of the key takeaways from the event. Joining us are Nate Brandt, Client Services Manager at Digible, and Aly Koehler, Sr. Account Manager at Digible, along with David Staley and Reid Wicoff. Throughout the episode, we dive into first impressions about the event, what had changed from the previous year, key takeaways, and hot takes. [01:35] First-time Impressions – Both Nate and Aly were at NAA for the first time. They share their thoughts about NAA. [08:27] Takeaways – We talk about how Digible's brand recognition has improved compared to prior years. [11:40] ROI – Aly and Nate talk about the return on investment and opportunities Digible gained from attending NAA. [16:08] Economic Challenges – How the current economic conditions make it harder for startups to raise money and some ways for overcoming these challenges. [20:42] Growth – David & Reid share their takes on the future direction of Digible in terms of growth. [26:00] Partnerships – The new partnership opportunities at NAA this year. [32:11] Hot Takes – Nate and Aly share their hot takes from the event.

Our guest is Jenn Harrod, Client Services Manager, Health Net of West Michigan

Rancho Mesa's Alyssa Burley, Media Communications & Client Services Manager, and Account Executive Casey Craig to talk about what business owners can do to stay ahead of the hardening insurance market. Show Notes: Subscribe to Rancho Mesa's Newsletter. Return to Work Program: A Cost Effect Solution Webinar Risk Management Center RM365 Advantage Safety Star™ RM365 HRAdvantage™Portal Director/Producer/Host: Alyssa Burley Guest: Casey Craig Editor: Megan Lockhart Music: "Home" by JHS Pedals, “News Room News” by Spence © Copyright 2022. Rancho Mesa Insurance Services, Inc. All rights reserved.

GUEST OVERVIEW: Christina Bennett is a pro-life missionary and activist, who writes and speaks on behalf of the cause. Her passion stems from her powerful personal story. Christina was moments away from being aborted, but a miraculous encounter with a stranger changed her mothers mind and saved Christina's life. Upon hearing this story in her 20s, Christina dedicated her life to ending abortion, serving in various leadership roles for pro-life organizations, including at the Justice House of Prayer in D.C., then as a Communications Director at an advocacy organization, and most recently as a Client Services Manager at a crisis pregnancy center. She testified for the cause at two congressional hearings and in the Oval Office. As a Live Action News Correspondent, Christina helps to represent Live Action on news outlets including Fox News Primetime, The Christian Broadcasting Network, and radio stations nationwide. She is a member of the National Black Pro-life coalition, and she believes the greatest civil right is the right to life. Christina lives in Connecticut with her husband and son where she serves as a Christian minister. Find Christina on Twitter at @blkprolifewoman, and Instagram at @blackprolifewoman.

Welcome to ReVive, the marketing podcast for manufacturers, my name is Jared Falkner, the Client Services Manager here at Vive. Today on ReVive, we're joined by Chad Halvorsen, a seasoned Video Producer, Director, Editor and Drone Operator. Chad is here to discuss the importance of video as a brand asset, what the intricate process looks like and what you should do with your fancy new video once it's completed. 

Welcome to ReVive, the marketing podcast for manufacturers, my name is Jared Falkner, the Client Services Manager here at Vive. Today on ReVive, we're joined by Jack Dye, Vice President at Applied Strategies International. Jack is going to share some pretty cool information on how businesses can use Jack as a strategic resource to apply for grants that ultimately supports your bottom line and boosts sales in a dry pipeline. 

In today's podcast Aarin Haney, Client Services Manager and Facilitator joins us to explore what it means for an organization to be committed to DEI efforts, rather than simply compelled. When we're simply compelled to invest in training, workshops, speakers, or other “diversity stuff” it often becomes a box to check or a task to be done. Real change isn't the focus - getting through activities is. A committed organization sees DEI with a strategic mindset, ready to adapt to shifting realities and new insights. Today we're talking about proactive vs. reactive efforts, the role leaders must play, the characteristics of the committed vs. compelled organization, and how authenticity is crucial for sustainable DEI growth.

Rancho Mesa's Alyssa Burley, Media Communications & Client Services Manager, and Account Executive Casey Craig to talk about how higher wages can lead to workers' compensation savings. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Producer/Host: Alyssa Burley Guest: Casey Craig Editor: Lauren Stumpf Music: "Home" by JHS Pedals, “News Room News” by Spence © Copyright 2022. Rancho Mesa Insurance Services, Inc. All rights reserved.

Welcome to ReVive, the marketing podcast for manufacturers, my name is Jared Falkner, the Client Services Manager here at Vive. We've received a lot of positive feedback from our recent recruitment-based episodes and guests. With employment continuing to be a hot topic in the manufacturing industry, we're excited to welcome Kylee Varga from Westminster Tool. Kylee is the head of Human Resources at Westminster Tool and is going to share what it means to hire for character and train for skill. 

Welcome to ReVive, the marketing podcast for manufacturers, my name is Jared Falkner, the Client Services Manager here at Vive. Today on ReVive, we're excited to supplement last month's podcast topic of “recruitment in manufacturing” by having Jennifer Latiolais join ReVive to share her impressive experience as a Marketing & HR professional in the plastics industry. Jennifer is going to share some key insights on developing messaging and stock interview questions, properly streamlining the onboarding process, and how to effectively develop a functioning employee retention program. 

Welcome to ReVive, the marketing podcast for manufacturers, my name is Jared Falkner, the Client Services Manager here at Vive. Today on ReVive, we are joined by Todd Nickerson, the Recruitment Director at MBS Advisors. MBS advisors is a professional M&A Advisory and recruitment organization that is focused exclusively in the manufacturing space throughout the US – just like Vive Marketing! Todd is going to share some key insights on recruitment in manufacturing and present first-hand knowledge on industry trends, how to rank candidates, tips on hiring and what expectations there are for salaries. 

Rancho Mesa's Alyssa Burley, Media Communications & Client Services Manager, and Account Executive Casey Craig discuss wage inflation's impact on workers' compensation. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Producer/Host: Alyssa Burley Guest: Casey Craig Editor: Alyssa Burley Music: "Home" by JHS Pedals, “News Room News” by Spence © Copyright 2021. Rancho Mesa Insurance Services, Inc. All rights reserved.

Today on the podcast, we have the Digible Dudettes. Nicole Staley, Co-Founder & VP of Client Services at Digible, and Isobel Parish, Client Services Manager at Digible are here to share the key takeaways from a session on opportunities and risks in a single-family rental market they attended at OpTech. Throughout the episode, Nicole and Isobel cover the latest insights about single-family rentals, including new trends in the single-family space, challenging aspects of operating single-family rentals, and marketing strategies for adapting to new developments in the single-family rentals space. [01:17] New Terms & Definitions – Nicole and Isobel share their thoughts on the new terms and definitions from the session that is unique to the single-family rentals market. [03:47] Single-family vs. Apartments – Key aspects that set the single-family market apart from apartments. [04:49] Smart Tech – How smart technologies are coming into the single-family market, and the pros and cons of having smart tech in single-family properties. [06:44] Maintenance – How the maintenance aspect of single-family is different than apartments and some ways of making maintenance more efficient. [09:25] Challenges – Challenges that single-family operators have to face and possible solutions for them. [12:29] Strategies – Important concept for creating marketing strategies for the single-family space. [16:24] New Generations – What Millenials and Gen-Z apartment seekers are looking for in their new home and what marketers need to keep in mind about reaching the new generations.

Diane Carters, Client Services Manager, Broadsword, discusses what have been the main changes to events post pandemic.

Dr. Sandra Bauman is currently serving as the Dean/CEO for Helena College.  Prior to moving into her current position, Bauman served as the college's Associate Dean for Academic and Student Affairs. She earned her Bachelor's degree in Modern Language from MSU-Bozeman; her Master's degree in Public Relations from MSU-Billings; and her Doctorate in Adult and Higher Education from MSU-Bozeman, where her dissertation was on student success and retention of 2-year college students. Before her roles with Helena College, she served as Director of Academic Success for Great Falls College MSU, where she also served as an instructor and academic advisor. Additionally, she was the Director of Financial Aid at University of Providence (formerly University of Great Falls) and worked for many years with the Montana Guaranteed Student Loan Program, serving as a default prevention counselor, Default Prevention Manager, and Client Services Manager.  

Jenn Boenig and Ruby Bean are joined by special guests Melissa Green, CCI's Director of Customer Service and Kate Dumais, CCI's Client Services Manager, to talk about the Emergency Rental Assistance Program.ERA or the rent relief program is overseen by MaineHousing and provides rental and utility relief payments to help eligible renters. To start the application process, you can visit MaineHousing's website.  The program is now accepting applications through September 2022. If you are facing eviction, or fear you might, please contact Pine Tree Legal Assistance or Legal Services for the Elderly. They have funding to help you even if you don't qualify for this program. Pine Tree Legal Assistance is also where you can find the Rights of Maine Renters information that Melissa referred to during the podcast. Just visit the Self-Help Rental Housing tab for a list of resources.    A special thanks to Broadcaster John Williams and the Williams Broadcasting Group for producing this podcast. 

Rancho Mesa's Alyssa Burley, Media Communications & Client Services Manager, and Account Executive Casey Craig discuss pure premium and how it impacts businesses. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Producer/Host: Alyssa Burley Guest: Casey Craig Editor: Lauren Stumpf Music: "Home" by JHS Pedals, “News Room News” by Spence © Copyright 2021. Rancho Mesa Insurance Services, Inc. All rights reserved.

In this edition of Intentionally Inclusive, our host Zach Walker talks with Paychex Vice President and Chief Human Resources Officer, Karen McClendon and Client Services Manager, Liliana Marie Fernandes. They discuss disability pride month and their personal experiences with physical, mental, and other forms of disabilities. You'll also learn how to be more inclusive with the words and phrases which you use in your daily discourse around this topic.

Rancho Mesa's Alyssa Burley, Media Communications & Client Services Manager, and Account Executive Casey Craig discuss Mobile Elevating Work Platforms and the American National Standards Institute updated aerial lift standard. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Producer/Host: Alyssa Burley Guest: Casey Craig Editor: Lauren Stumpf Music: "Home" by JHS Pedals, “News Room News” by Spence © Copyright 2021. Rancho Mesa Insurance Services, Inc. All rights reserved.

Tracy Wodatch, President & CEO, CT Association for Healthcare at Home and Ann Wilson, Client Services Manager, Companions & Homemakers. Re: Connecticut Association for Healthcare at Home calls on State to include home care providers in American Rescue Plan funding.  See omnystudio.com/listener for privacy information.

Allister is the Client Services Manager at Player Hall, and has a self-confessed love of SMSFs. He talks about his process for property purchases for SMSFs, and how the set-up is the most critical part of the process. Allister Sutherland XY: https://www1.xyadviser.com/members/2217902 LinkedIn: https://www.linkedin.com/in/allister-sutherland-cta-ssa%E2%84%A2-0351413b/ Player Hall Website: https://www.playerhall.com/ Need SMSF support or CPD? Sign up for SuperGuardian updates https://www.superguardian.com.au/knowledge-centre/ Join the XY platform: App Store: http://co.xyadviser.com/xyistore Google Play: http://co.xyadviser.com/xygplay Desktop: https://www.xyadviser.com/ General Disclaimer – https://www.xyadviser.com/disclaimer/

Q2 has marked a new chapter in life and work, with several steps forward. Coronavirus restrictions began easing, and the vaccination programme speeded up, just after a new official code of practice came into place on the right to disconnect from work.Around the same time, the Tánaiste also invited submissions on putting the right to seek remote working into law.In this context, Legal Island discuss what the next phase holds for employers, with a focus on work-life balance, particularly in relation to working families.Over the previous year, the pandemic had fundamentally transformed our work-life dynamic, further blurring the lines between work and family. The Department of Enterprise and Employment described both new public policy initiatives as part of Leo Varadkar's plan “to create more flexible family-friendly working arrangements, including working from home and working more flexible hours”.Learn what Ireland's leading employers are doing now, and next, to engage their workforces and enable work-life balance in a new hybrid working worldFocus in on how to help working parents and carers meet the novel challenges ahead as we move towards the summer, and then the Autumn.Identify the lessons worth keeping from how working parents and carers coped with periodic lockdowns, and the school-free world. What can employers continue to do to provide practical support with care.In this podcast, Legal Island is joined by Oliver Daniels, Client Services Manager and Oliver Black, Commercial Director, Bright Horizons to consider what it means to be a family-friendly employer in Ireland in – and after - the ‘Time of Covid' and in a new world of work-life balance.

Radio show host, Gary Calligas will have Maria Gildon, Client Services Manager and Heather Dudley, Business Manager, with Always Best Care on his Saturday, April 17th “The Best of Times Radio Hour” at 9:05 AM on News Radio 710 KEEL to discuss how to obtain private home care services for your loved ones. You can also listen to this radio talk show streaming LIVE on the internet at www.710KEEL.com. and streaming LIVE on 101.7 FM or via the RadioPUP or KEEL app on apple and android devices. For more information, please visit these websites at www.thebestoftimesnews.com and www.hebertstandc.com. This radio show is proudly presented by AARP Louisiana and Hebert's Town and Country of Shreveport featuring – Dodge, Chrysler, Ram, and Jeep vehicles and service.

Rancho Mesa's Alyssa Burley, Media Communications and Client Services Manager, talks about fall prevention with Account Executive, Casey Craig. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Producer/Host: Alyssa Burley Guest: Casey Craig Editor: Lauren Stumpf Music: "Home" by JHS Pedals, “News Room News” by Spence © Copyright 2021. Rancho Mesa Insurance Services, Inc. All rights reserved.

Gender inequality sadly still exists and IT search have highlighted this in their 2021 Diversity & Inclusion, Salary & Market Sentiment report. Ronan talks to Ebony Lawless-McCrea from IT search about this and more. Ebony talks about her background, the technology recruitment market, the Zoom effect, and the 2021 Diversity & Inclusion, Salary & Market Sentiment report. Ebony also talks about the areas in tech that offer the best salary, cybersecurity, rapid digital transformation, women in tech, blind CV formatting, unconscious bias, and the most positive thing Ebony noticed in 2021 Diversity & Inclusion, Salary & Market Sentiment report. More about Ebony: Ebony has over 6 years of Technology Recruitment experience within Ireland and the US. She has covered most technical verticals working on both Permanent and Contract positions. Ebony holds the role of Client Services Manager for IT search, working with their existing client base to ensure they are continuing to provide the best service in the market, as well as working with new and prospective clients on developing exceptional ongoing relationships.

Marisa Sires shares the story of her rapid ascent from client services to VP Product at Gigya and her many learnings since, including…   How does Marisa enable her team to make great products? What is the greatest risk to the success of a product? How can women in tech better navigate the landscape to succeed?   Who is Marisa Sires?   Marisa is the VP of Product at BuildingLink in NYC and a wickedly sharp product leader. Just how sharp? In 2011 she joined customer identity startup Gigya as a Client Services Manager and within five years she had risen to be VP of Product, leading her team to deliver what was widely recognised as a best in class product. Marisa is also a strong voice and helping hand for women in technology, mentoring other women through several organisations.    ======   Find Marisa here:   LinkedIn: https://www.linkedin.com/in/msires/ Medium: https://medium.com/@marisa.sires  Twitter: https://twitter.com/mas2124   ======   Thank you for tuning in! If you liked what you saw and want more ...   ... please leave us a review on Apple Podcasts (or wherever you listened).   You can also follow us on our other social channels for more great UX and product design tips, interviews and insights!   LinkedIn: https://www.linkedin.com/company/the-space-in-between/ Instagram: https://www.instagram.com/thespaceinbetw__n/   ======   Host: Brendan Jarvis https://www.linkedin.com/in/brendanjarvis/

Rancho Mesa's Alyssa Burley, Media Communications and Client Services Manager, talks about project bid profitability with Account Executive, Casey Craig. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Producer: Alyssa Burley Host: Alyssa Burley Editor: Emily Marasso Music: "Home" by JHS Pedals, “News Room News” by Spence © Copyright 2021. Rancho Mesa Insurance Services, Inc. All rights reserved.

Rancho Mesa's Alyssa Burley, Media Communications and Client Services Manager, discusses the risks associated with new hires with Casey Craig. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Producer: Alyssa Burley Host: Alyssa Burley Editor: Lauren Stumpf Music: “News Room News” by Spence © Copyright 2020. Rancho Mesa Insurance Services, Inc. All rights reserved.

Rancho Mesa's Alyssa Burley, Media Communications and Client Services Manager, clears up confusion regarding the CA required Anti-Harassment Training. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Producer: Alyssa Burley Host: Alyssa Burley Editor: Emily Marasso Music: “News Room News” by Spence © Copyright 2020. Rancho Mesa Insurance Services, Inc. All rights reserved.

Ann Wilson is The Client Services Manager for Companions & Homemakers, Inc.  Pandemic Driving Increased Demand for Non-medical Homecare Support Services Among Older Adults. See omnystudio.com/listener for privacy information.

Dave Garcia, president of Rancho Mesa Insurance, interviews OneofOne® employee, Alyssa Burley, Media Communications and Client Services Manager on her upbringing, personal life, and professional career. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Producer: Alyssa Burley Host: Dave Garcia Guest: Alyssa Burley Editor: Lauren Stumpf Music: “News Room News” by Spence © Copyright 2020. Rancho Mesa Insurance Services, Inc. All rights reserved.

Host Ron Glozman speaks with John Anderson, Client Services Manager, CyberCube about the importance of cyber insurance and how commercial insurance brokers can help their customers better quantify cyber-risk exposure and make better cyber insurance buying decisions. Follow Chisel AI: website: www.chisel.ai LinkedIn: www.linkedin.com/ChiselAI Twitter: twitter.com/chiselai Facebook:www.facebook.com/ChiselAI

Moderated by: Dr. Elliot Dennis, Agriculture Economics – UNL The webinar began with Richard Jelinek, Vice President – Global Education, FCM Division of INTL FCStone discussing the importance of Risk Management Price and Basis Risk (4min 20 seconds). Richard tells you why price risk management is important. “Success favors the prepared. Success also favors those willing to change”. Richard takes you through volatility, risk and reward aka market opportunity, and overall cattlemen’s market - price AND basis. When do you pull the trigger on risk management? The second presenter was Mike Maroney, Client Services Manager at CIH Beef Margin Management Program and he gives insight to this question (16 min 30 seconds). There is not a discrete moment in time when you are trying nail the to hit the exact high or exact low in the marketplace. The answer: It is a process! Yes, the ideal time to hedge is during the high but you will not know it is the high until it becomes hindsight. Mike goes through some tips and factors to consider when developing your risk management game plan. RESOURCE: MarginManager.com Miles Bearden, Risk Management Consultant, FMC Division of INTL FCStone covers risk management applications – futures & options (26 min 50 seconds). What exactly is hedge? True hedge result = net result of the two market positions, local cash market and futures/options/otc. Miles go through examples of futures strategies, what if scenarios and how futures convey obligations. He then discusses options strategies, what if scenarios and how options convey rights. Miles finishes up with key points when hedging with futures and options. Next Pete Fish, Risk Management Associate, FCM Division of INTL FCStone digs deeper into risk management alternatives – video contracts and livestock risk protection (41 minutes 45 seconds). Pete goes into marketing tools such as forward pricing using video auctions and livestock risk protection. If you take anything away from this presentation it should be that knowing your breakeven is key to using these tools. We finish up the presentations with Kenny Burdine, Extension Livestock Economist, UK Agricultural Economics (53 minutes). Kenny stresses the importance of having a game plan when using price risk management tools. Risk management plans force you to develop a solid plan, gain knowledge of your market, understand your options, and identify your resources. Risk management plans should include multiple strategies, acknowledgment of risk tolerance, and consideration of your financial situation. Questions and Answers (1 hour 5 minutes 40 seconds)

Katie Nehrenz, Tangoe's Director of Operational Enablement, who works from our Indianapolis office, discusses the Learning Management System, Lessonly, and the reasons why it's such a valuable internal resource. We also cover parenthood, including the challenges that come with raising a four-year-old son; and of course, we talk about the culture in the Indianapolis office, including how Katie feels we have and are handling the Tangoe/MOBI integration. Katie joined MOBI in 2013, and began as an Account Specialist, and has since served as a Service Delivery Manager and a Client Services Manager before advancing to her current position.

Todd Olivas and Rick Castro interview Client Services Manager for Sedgwick, Courtney (Lewis) Wells.

Angie Curry is a Client Services Manager at Nuance. Angie’s unique journey from RN to Nuance expert and board member of ACDIS has made her a passionate educator on how providers can work efficiently with Clinical Documentation Improvement (CDI) programs for improved accuracy in every aspect of care. Learn more at nuance.com/healthcare. 

Pivot Communications is an innovative content marketing firm that develops revenue-driving lead generation programs for hi-tech and professional AV companies, serving a global client base. What's that mean? More effective ways to target, engage, and sell more to your ideal audience. Find out what that really means and why you should consider this offering in this short episode. Pivot Communications Managing Partner, Jane Johnson, and Client Services Manager (and CTS-holder) Christa Bender, also share what they were excited to see during InfoComm 2019, where this podcast was recorded. Many thanks and huge hugs to Starin Marketing and Chris Neto for inviting us to be part of BASE CAMP, where indie podcasts like AV Trade Talk were provided a station to record episodes like this one.

How to sell better by provoking? Offer a solution to a problem the client maybe wasn't aware of! Puppy in Invisible Puppy, stands for the internet: 20 years old but still a puppy, a lot is coming our way very fast, which makes it invisible for managers and CEO's to know what to do with it. Invisible Puppy helps ambitious managers to create a clear digital strategy. A blended team of digital natives and seasoned marketers works together with the client to achieve better results online. Freddy is the Client Services Manager of Invisible Puppy.

Epilepsy Foundation of San Diego CountyWendy Urushima-Conn, Executive Director of the Epilepsy Foundation of San Diego County, and Shannon Wills, Client Services Manager for the Foundation, talk about 20th Annual “Sharon’s Ride.Run.Walk, 5K Run or Walk, and 15-Mile Ride” on Sunday, March 31 at De Anza Cove in Mission Bay. Urushima-Conn and Willis chat about the impact of epilepsy and the Foundation’s myriad programs and services.

You’ve spent countless hours, blood, sweat, and tears, not to mention boatloads of money to market your medical practice, yet another 1-star review has hit you smack in the face. WTH? (that means ‘what the heck?’). To get to the root of the problem and fix it, you first need to understand it. More often than not, bad reviews have nothing to do with the doctor’s care and everything to do with how an employee treated a patient (or how that patient perceived it). The key to avoiding 1-star reviews is to focus on getting to the root of the problem. Differences in communication styles can impact critical patient-employee interactions, not to mention back-office challenges amongst employees. Understanding the differences between millennial and Baby Boomer patients and employees will allow you to focus on the cause rather than wasting time and money trying to ‘market’ your way into a more positive reputation. This week we sit down with Susan Makowski, Client Services Manager at Insight Training Solutions, to break down how each generational segment within your office communicates and how you can harness the strengths (and manage the weaknesses) of each style to better serve and meet the needs of your multigenerational patients.

In this episode, Paul welcomes life coach and councillor Christel Rohrs to the Mastering Life Podcast. Christel shares her own story of dogged tenacity, an unwavering faith in God and the search of belief and self-worth. Paul and Christel discuss why we should never give up in life and why happiness comes from what we believe in - a self-fulfilling prophecy. Tune-in today to hear Christel’s truly inspirational story from breaking free from years of abuse and misplaced belief in God; her life-changing illness and the wonderful work she does helping others in Thailand. KEY TAKEAWAYS Why should we never give up? Not giving up is the only option that many of us have in life. If we do give in to our natural tendencies to want to give up when things get too tough, life basically ends. To be determined, to never give up is the best way of making sure you can live every day to fullest. After years of abuse from her ex-husband and low self-worth, Christel shocked herself into the realisation of her life. She made a decision emotionally and mentally to get herself out of her situation and to tell herself that’s she’s worth more. She changed her beliefs about herself with positive affirmations and finding the good in herself on a daily basis. Everything starts with what you believe about yourself. Happiness all starts with our beliefs that lead into our thoughts. Our thoughts influence our words and our words influence our actions, which in turn influence our habits, our values and ultimately our results. What we believe is what we become; it becomes a self-fulfilling prophecy. BEST MOMENTS “Every day not giving up is the determination to cling to your inner-strength and focus your mind on being grateful. Even though you may be in emotional, physical or circumstantial pain you must try to put your mind into the focus of gratitude. Ask yourself what are you happy for? What makes you smile?” “You are never as bad as how you feel inside yourself” “I have a continuous feeling of, there was something wrong with me, I was a misfit” “Every day remind yourself of the little things and be grateful and every cell in your body will follow suit.” “Your body is not who you are. Your identity is who you are.” “Don’t just exist with a purpose in your life, live with prosperity.” VALUABLE RESOURCES Paul's Mastering The Game of Life Book... https://www.amazon.co.uk/Speaking-our-Hearts-Mastering-game/dp/1781332819 Paul's Emerging From The Forest Book...Emerging From The Forest The Mastering Life Podcast... https://itunes.apple.com/gb/podcast/mastering-life/id1421271122?mt=2 ABOUT THE HOST Something that’s never been attached to Paul is the label ‘normal’ – for which he is immensely proud.  He definitely subscribes to being one of those mentioned – in the Steve Jobs quote: “Here's to the crazy ones, the misfits, the rebels, the troublemakers, the round pegs in the square holes... the ones who see things differently -- they're not fond of rules... You can quote them, disagree with them, glorify or vilify them, but the only thing you can't do is ignore them because they change things... they push the human race forward, and while some may see them as the crazy ones, we see genius, because the ones who are crazy enough to think that they can change the world, are the ones who do.” Paul Lowe is the founder of PaulLoweHEARTS – which has a three-fold purpose.  Firstly, to help you make the transition from Pain to Purpose; secondly, to get your inspirational messages and stories out into the world and thirdly, to support charitable organisations in their development & fund-raising. We achieve this by: Delivering our empowering Mindset For Success programmes Sharing your true-life inspirational messages and stories through our Mastering Life Podcast and our Speaking From Our HEARTS book series Utilising our significant charitable knowledge and experience. Find Your Purpose – Make A Difference Paul is totally committed to his HEARTS brand vision (an acronym) of: ‘Helping Everyone Achieve Results Towards Success’. He has a long and distinguished track record of raising significant funds for a multitude of good causes; positively changing the lives of many disadvantaged children within the UK and globally – drawing on his colourful and wide-ranging life's experiences to help others do the same and achieve success in the game of life. “Remember – Mastering Life Starts, By Embracing Our HEARTS!” CONTACT METHOD Email: paul@paul-lowe.org http://www.paullowehearts.com/ https://www.facebook.com/PaulLoweHEARTS/ https://twitter.com/PaulLoweHEARTS https://www.instagram.com/paullowehearts/ https://www.youtube.com/channel/UCqmznF8VCcZKEdSfE7VlwUA Mobile: +44 (0) 7958 042 155 ABOUT THE GUEST Christel Rohrs is a 50 year-old female, living in Pietermaritzburg, South Africa.  She has had many experiences, challenges and adventures in her short life and only truly started living when she started to embrace self-love - learning to accept herself and knowing who that is.   She has been a legal secretary, a Personnel Consultant, a Client Services Manager, a Stewardess on a boat, a Missionary and also, a wife.  She recently returned from Thailand after living there for 3 and a half years, while counselling girls rescued from child sex trafficking and helping them start a new life.   Her health challenges and circumstances led Christel to come back to her home town and now through these challenges, she has grown more as an individual, as a sister, a daughter, an aunt and a friend.  She is experiencing the joy of learning to love myself enough to push through the tough times and when to love myself enough to stop.  She is incredibly grateful for her gift of life. Christel can be contacted at her Facebook page, Christel Rohrs or at christelrohrs@yahoo.co.uk

On this episode of Tell Us About It, we’re joined by Emily Tofte Nesteval and Kazi Houston of the Rocky Mountain Victim Law Center. They share their experience incorporating research and data gathering into their planning and operations, through a partnership with Dr. Anne DePrince. Emily has over 15 years of experience in the anti-violence field and has served for more than 5 years as the Executive Director of RMVLC. Kazi Houston is currently the Legal Director for RMVLC. She previously worked as a private practice civil attorney and the Client Services Manager at Project Safeguard. For more information, including related links on information discussed during the podcast, please visit our website: https://victimresearch.org/podcast/episode-1-rocky-mountain-victim-law-center/

This week we present an exclusive interview with Geoff Fisher, contentgroup's Client Services Manager, about the application of Phase One and Two of our Content Communication Framework. Taking you behind the scenes of how contentgroup operates, we explore the future of strategic communication and what it means for government. This week's episode breaks down myths that surround comms teams, injecting project management and strategic thinking into communication and increasing your stakeholder engagement. Most importantly, Geoff outlines not only the ‘why' but also ‘how', through the Framework, this is achievable. If you enjoyed today's episode or have any questions email: info@contentgroup.com.au Also discussed in this episode: The future of government communication How to successfully start a communication strategy Why communication is important throughout, not just at the end Injecting comms into the policy team Comms as more than the ‘Colouring-in Department' Keeping the audience involved and informed Hosted on Acast. See acast.com/privacy for more information.

This week we present an exclusive interview with Geoff Fisher, contentgroup’s Client Services Manager, about the application of Phase One and Two of our Content Communication Framework. Taking you behind the scenes of how contentgroup operates, we explore the future of strategic communication and what it means for government. This week’s episode breaks down myths that surround comms teams, injecting project management and strategic thinking into communication and increasing your stakeholder engagement. Most importantly, Geoff outlines not only the ‘why’ but also ‘how’, through the Framework, this is achievable. If you enjoyed today’s episode or have any questions email: info@contentgroup.com.au Also discussed in this episode: The future of government communication How to successfully start a communication strategy Why communication is important throughout, not just at the end Injecting comms into the policy team Comms as more than the ‘Colouring-in Department’ Keeping the audience involved and informed

Fresh from our client workshop at the DMA, we've got John back to give the highlights and the importance sections for those in the hospitality industry…. with a couple of examples of how NOT to do it!    LINKS: GDPR from the DMA https://dma.org.uk/gdpr  ICO on legitimate interest https://ico.org.uk/for-organisations/guide-to-the-general-data-protection-regulation-gdpr/lawful-basis-for-processing/legitimate-interests/   ICO on accountability  https://ico.org.uk/about-the-ico/news-and-events/news-and-blogs/2017/01/gdpr-and-accountability/  Brewdog 1 million beers: https://brewdog1million.com/    JOHN MITCHISON  John Mitchison is the Director of Policy and Compliance at the DMA. John has extensive in-depth knowledge of the data and marketing industries, with more than 20 years of experience in both. In recent years, he has worked closely with industry groups like the Data Protection Network and the DMA's Responsible Marketing Committee as well as regulators like the Information Commissioners Office, Fundraising Regulator and Ofcom to develop guidance in a changing legislative landscape. His current focus is on issues around data protection, ensuring businesses can successfully prepare themselves for the upcoming EU General Data Protection Regulations (GDPR) and ePrivacy Regulations. John is also the DMA's media spokespeople and can often be seen offering comment in print, online, on radio and on TV. Prior to joining the DMA, John was a Client Services Manager for Acxiom, managing large data solutions for a number of key accounts. Before that, he worked at the Daily Telegraph, where he was responsible for generating data for their subscription acquisition program and production of direct marketing campaigns.   FOLLOW US: John Mitchison / DMA https://www.linkedin.com/in/john-mitchison-00a111a https://dma.org.uk https://twitter.com/DMA_UK https://www.linkedin.com/company/direct-marketing-association-uk-ltd   Mark / WE ARE Spectacular https://twitter.com/spectacularmark  https://twitter.com/spectacularchat   https://www.facebook.com/SpectacularChat  https://www.linkedin.com/in/markmcculloch/     Do you want to be on the next Spectacular Marketing Podcast? Email gabby@wearespectacular.com  

KO Spangler is the Client Services Manager for Palouse Care Network, a crisis pregnancy center. She and her husband are also actively involved in their local church. KO talks to us about the importance of compassion in leadership and about her book Blueprint for Permanent Transformation. Music Credits Artist: Nicolai Heidlas Title: Roadtrip http://www.hooksounds.com Artist: Nicolai Heidlas Title: Rocking Riff http://www.hooksounds.com

In this presentation, you will hear the Investment Policy Committee discussing the firm’s current portfolio strategy. The main feature is approximately 16 minutes. Featuring: Ken Fisher, Executive Chairman &​ Co-Chief Investment Officer; Jeff Silk, Vice Chairman &​ Co-Chief Investment Officer; Bill Glaser, Executive Vice President, Portfolio Management; Aaron Anderson, Senior Vice President, Research; Michael Hanson, Senior Vice President, Research; Jessica Smith, Client Services Manager. Time stamps: 00:45 – Introductions 01:05 – Healthcare and Tax Reforms’ Effect on Stocks 02:50 – Political Gridlock 04:45 – Not a Trump Rally 08:30 – The Media’s Impact on Investor Sentiment 11:05 – The President’s War with the Media 12:10 – Ken Fisher’s USA Today column 12:50 – Stocks at All-Time Highs

We have the amazing Robin Schnaidt, with us today. She's someone who really knows her numbers, so she's a powerhouse in the accounting world and her clients really love her!   Robin is an accomplished accountant, with more than twenty years of experience in the industry. She specializes in helping small businesses and individuals with their accounting and their tax needs. She is known for being able to explain complex procedures in such a way that they become informative and really easy to understand.    Robin holds a Bachelor's in Accounting, from the University of North Dakota and she's been an Office Manager, a Senior Accountant and Tax Preparer with two CPA firms, an Accounting Consultant at Fiscal Foundations and a Client Services Manager at School Management Services. She has also been a Payroll Clerk, a Bookkeeper and she's worked in retail too. This work experience all added to Robin's ability to open her own company, Numbers LLC, in 2009, a successful business with many happy clients.    In her spare time, Robin enjoys quilting, reading, knitting and camping too! Listen in today, to find out more about Robin and how she's changed and grown, along with her business.   Show highlights:   •Robin talks about the sticky areas she experienced in her business, right in the beginning, because she thought she would get referrals, so she didn't think that she needed to do any sales calls at all! •Robin explains some of her previously limiting beliefs, which were based in old adages and certain people that she did not want to emulate. •Robin's 'new knowing',  that she experienced after doubling her sales for the first time, back when she was only working at Numbers Llc part time and she still had a day job. •Only once she had doubled her sales for the first time, did Robin realize that her business could actually be her sole source of income and that she really was an entrepreneur.  •Robin explains what she did and what she said to herself, to keep on going when things got really tough and she felt like giving up, when she first started working full-time in her business. •The point at which Robin realized that she was no longer a good fit, with the job she was doing prior to starting her own business. •How it felt for Robin to be full-time in her own business. •The very small and limited dream that Robin held about her growing her business when she first went full-time. •The surprising and mind shifting realization that Robin had about her limiting beliefs, while talking to Gary, one of her clients. It really opened her eyes about her business, so she sends Gary a big shout out! •How this realization has positively impacted her business and how the business has really grown since then. •The top two strategies that Robin has used to increase her sales over the last year. •Robin's sales strategy that still surprises her with it's effectiveness! •The huge number of times that Robin has followed up persistently with someone- and then they've actually thanked her for being persistent and following up with them!  •Robin gives some great tips, to really help you with your business. •Robin uses numbers to confirm for people what they already know about their business. •Software that can really help you with your accounting. It really helps to have everything in one spot. •Robin explains what she has to offer and how people can avail themselves of her services. •Trust the Universe and the changes it may bring. Relax and roll with it- it will all work out, even if it's a little messy!     Resource:    Accounting App: Robin recommends using Ask My Accountant, by Quick Books   Links:   Robin's website: www.numbersbyrobin.com  Robin's email: numbersllc@yahoo.com  Robin's phone number: 763 360 1635 (This is a cell phone number, so you can also text)   Robin is also on Linkedin, Facebook and Twitter. A crazy stat for you today, from our sponsors at Tenacious (One that they say could make you cry a little bit): Of everything we read while learning, we take action on only five percent of it- and that includes all the paid online courses we take, as well! That's why the team over at Tenacious have created something more hands on- they've created what they're calling a Brand Guide, a system which works with an online community, so it literally never ends, to guide you through every aspect of your marketing. To find out more, go to: www.brandguide.tenaciousedge.com/  or www.tenaciousedge.com.  

This Week’s Guest: Jeannine Crooks Jeannine Crooks, Client Services Manager of Affiliate Window US, joined me to chat on my podcast, This is Affiliate Marketing with Shawn Collins. Episode 34 I wanted to learn more about the real Jeannine, so I asked her a variety of questions I figured she had not been asked in previous interviews. We discussed... Her first Tweet on the Thirty Day Challenge Why Prague is her favorite travel destination Her Pinterest board on cleaning the house Watching baseball at Coors Field Giving the local post office a poor rating Links from this episode Jeannine's first Tweet Jeannine on TravelMassive.com Jeannine on Twitter Jeannine on Pinterest Thank you for listening Please leave a comment or feel free to contact me. And if you enjoyed this episode of This is Affiliate Marketing with Shawn Collins, please share it.

Cate Miller, Client Services Manager, from The Harry Fox Agency dishes on a variety of services offered by HFA and why it benefits artists, composers, and businesses to be familiar with them.   The Dish:  How Cate got into the music licensing business and why she loves it What HFA does and doesn't do Brief overview of music licenses Cate talks in detail about services offered by HFA, including Slingshot, Songfile, and eSynch The biggest mistake she has seen songwriters make What artists need to do to get paid as music industry shifts from downloads to streaming The importance of correct data to ensure you are paid Cover song licensing for YouTube, Reverbnation, & radio   Links & Resources: harrryfox.com Slingshot Songfile eSynch @harryfoxagency on twitter HFA on Facebook HFA Music Industry Resources   Ways to Join the conversation & spread the word:  If you found a nugget or two of value, or just enjoyed the conversation, drop by iTunes to leave a rating, review, and subscribe.  Follow on twitter The Brassy Broad on Facebook Subscribe to The Brassy Broadcast ·      Click here to subscribe via iTunes ·      Click here to subscribe via Stitcher ·      Click here to subscribe via RSS      

Our interview this week is with Sue Alesbury and Caroll Macy. They are both experienced natural health practitioners capable of helping with both common and difficult to treat conditions.John Coombs interviews Global Health Clinics' new Client Services Manager, Susan Alesbury on the benefits of being able to create and manage a Designer Holistic Programme not only as a curative approach but also preventative. Susan Alesbury has a business background and is also qualified in many therapeutic modalities in her own right. Her special interest is in discovering the Mind Body Spirit connection. From training with the Cross Colour Healing Association in the UK some 20 years ago, she has come full circle after recognising that healing was simply "Firefighting without looking for how the fires were being started".  Since that time, she has trained in Clinical Hypnosis, Neuro-Linguistic Programming, Aboriginal Dreamtime, and has trained to Leadership under Tony Robbins where she learned Human Needs Psychology. Now, with the advent of the Biofield Viewer and connecting all the dots with the mental, emotional and spiritual energy fields, Susan is finding the Colour Healing a very potent tool in her toolbox once more.John then interviews Caroll Macy a specialist in metal and chemical detoxification. As well as helping her clients stabilise hormones which may have been disrupted Caroll helps stimulate the immune system to enable a full recovery. Caroll’s work is helping many people who have tried for years to get well. Caroll’s system is at the cutting edge of bio energy technology based on the pioneering research and clinical work of Dr Yurkovsky a prominent USA clinician. Bioresonance Testing is unique in its ability to pin-point exact information concerning the state of your internal organs and many different systems – and the Poisoning agents that may have been lodged in them. Finding which poisons are exerting a paralyzing effect is essential – no guess work – treat the cause, not the symptoms. The Therapy must induce not only the release of identified Metals, Chemicals, Viruses, Bacteria or Fungi; But, it must also support or rebuild the natural defenses of weakened or distressed Organs and Systems; thus preventing the poisons’ from being dumped back into them. HEAVY METAL POISONING is perhaps the most prevalent and serious condition we find – playing a primary role in nearly all chronic diseases. Mercury and Lead are known to invade every aspect of the body such as the Bone Marrow, Brain, Bladder Bones, Uterus etc. Cobalt and Chromium may be found in tissue surrounding hip replacements. Mercury was once routinely put in our mouths and often still is; even though well proven to cause untold harm. All fossil fuels, from coal to petroleum, contain mercury. Petroleum is used extensively in many Beauty Products. Even the tuna and salmon (being high up in the food chain) we eat can contain high levels of Mercury. Lead, Arsenic, Cobalt and Cadmium are common parts of everyday life – without actually being recognised!Listen to this interview to discover tips on how to either restore or improve your own  or your families health, or simply for improving your general knowledge of health and well being. For immediate practical help or to book and appointment please go to www.globalhealthclinics.co.nz

Alex Salter- Recruitment & Admissions Manager Are you confused about the difference between London Business School’s MBA and its Masters in Management (MiM)? Are you considering applying for the MiM program but have questions about the program’s curriculum, student life, job prospects, etc.? Are you looking for winning tips on how to best present yourself in London’s MiM application? If you answered “yes” to any of those questions, then you’ll want to check out our recent Q&A with London Business School MiM reps Ivan Anderson, Client Services Manager at the Masters in Management; Alex Salter, Recruitment and Admissions Manager at the Masters in Management at London Business School; and Daniel Lay, Career Services Recruiter Lead for the Masters in Management at London Business School. Read on for an excerpt. Question: What are the main differences between the MiM program and the conventional MBA program? Alex Salter: With regards our MiM program, it really is a pre-experience program for more recent graduates in the last couple of years. The MBA at London Business School, I can certainly say you will be required to have a minimum of two years work experience and it's actually unusual to see students on the program contributing at that level. The average work experience on that program has risen year and year. At the moment it's just about six years work experience. So we really are filling the gap in the market. People are graduating more recently looking for that practical business experience, whilst they might not have the practical experience themselves. It may only be in a number of internships that they have undertaken. Ivan Anderson: ...Also, I definitely think the differences between the MBA and the Masters in Management specifically is that we equip individuals who come from various different undergraduate disciplines with the skills and the knowledge, as well as, the tools that they need in order to really begin and to make their impact on the business world. Versus the MBA which is slightly different where individuals either use the MBA to shift careers or to move up to the next level within their career. Versus the MiM which is designed to really give young professionals that are just entering the market the extra competitive edge that they need in order to really make an impact. For the complete conversation, please check out the 2013 London Business School MiM Q&A transcript or listen to the audio file. You can also view our London Business School MiM B-School Zone for more information. To automatically receive notices about these MBA admissions chats and other MBA admissions events, please subscribe to our MBA events list. To listen to the Q&A recordings on-the-go, please subscribe to the Accepted Admissions Podcast. //  Accepted.com ~ Helping You Write Your Best

SUMMARY Given that most Canadian workers clock between 35 and 40 hours weekly, it's vital that time be invested in healthy workplaces that care as much about mental, emotional, and social well-being as they do about physical health. In Part 1 of this podcast, join workplace mental health expert Dr. Merv Gilbert, along with WorkSafeBC's Trudi Rondou and Lisa Smith. Together they explore Canada's groundbreaking National Standard for Psychological Health & Safety in the Workplace, the subsequent Case Studies Research Project, regulatory approaches driving the much-needed move toward more supportive workplaces, and the vital roles played by progressive leaders, cultures of compassion, peer support, and training. In Part 2, discover how this “new normal” is rapidly playing out in CLAC (a Canadian labour union) and AECOM (an international infrastructure consulting firm). TAKEAWAYS This podcast will help you understand: The National Standard of Canada for Psychological Health & Safety in the Workplace (voluntary guidelines, tools, and resources) and the subsequent Case Studies Research Report (key findings, promising practices, and supports and barriers to implementation) ‘Promising practices' identified during research project (commitment across the organization, leadership support and involvement, supportive structures and resources, communication and awareness building across all levels and departments, a business case that includes baseline indicators, measurement approaches that track the rate and impact of change, sustained and updated implementation efforts) ‘New normal' vs. ‘old normal' workplaces Awareness of evolving ‘language' (mentally healthy workplaces vs. psychologically healthy workplaces vs. psychologically safe workplaces) Psychosocial issues and solutions Province of BC (WorkSafeBC) perspective and priorities on workplace mental health Importance of psychological injury prevention through policy and education Overview of WorkSafeBC's mental health-related policies and programs Overview of WorkSafeBC's commitment to getting members back to work after being injured Requirements of businesses to help prevent psychological injuries How employers' and workers' responses to mental health challenges have changed over the years What progressive unions and businesses are doing to help build mentally healthy workplaces Return on investment for businesses that do workplace health and safety right Types of stigma existing in the workplace Prevention of bullying and harassment Impacts of COVID-19 on workplace mental health How leadership, culture, peer support, and/or training impact workplace health and safety   SPONSORS WorkSafeBC is a provincial agency in British Columbia, Canada that promotes safe and healthy workplaces for more than 2.3 million workers. Serving more than 230,000 employers, WorkSafeBC's services include education, prevention, compensation and support for injured workers, and no-fault insurance to protect employers and workers. WorkSafeBC is committed to creating a province free from workplace injury or illness. By partnering with workers and employers, WorkSafe helps British Columbians come home from work safe every day. CLAC is the largest independent, multisector, national union in Canada, representing more 60,000 workers in almost every sector of the economy including construction, education, emergency services, healthcare, retail, service, transportation, manufacturing, and more. CLAC has 14 member centres in Ontario, Manitoba, Saskatchewan, Alberta, and BC, along with 25 active, independent, affiliated locals. Based on values of respect, dignity, and fairness, CLAC is committed to building better lives, better workplaces, and better communities.  AECOM is a global engineering firm whose infrastructure services for public- and private-sector clients include transportation, water, energy, and environmental projects. Employing approximately 87,000 people, AECOM was ranked #1 in Engineering News-Record's ‘2020 Top 200 Environmental Firms,' and named one of Fortune magazine's ‘World's Most Admired Companies' for the sixth consecutive year. Transforming the ways it works through technology and digital platforms, AECOM leads the engineering world in environmental, social, and governance solutions… leading to the Ethisphere Institute naming it one of ‘2021 World's Most Ethical Companies.' THANK YOU for supporting the HEADS UP! Community Mental Health Summit and the HEADS UP! Community Mental Health Podcast.   RESOURCES National Standard of Canada for Psychological Health and Safety in the Workplace  and the resulting Case Studies Research Report Addressing the mental health effects of COVID-19 in the workplace: A guide for workers  Managing the mental health effects of COVID-19 in the workplace: A guide for employers Guarding Minds@Work Antidepressant Skills@Work Psychological Health and Safety: An Action Guide for Employers Mental Health Commission of Canada Canada's Workplace Mental Health Canadian Mental Health Association Government of Canada/Mental health in the workplace Wellness Works Canada Wellness Together Canada: Mental Health and Substance Use Support provides free online resources, tools, apps, and connections to trained volunteers and qualified mental health professionals. Workplace Mental Health Playbook for Business Leaders (CAMH) Workplace Mental Health Research Deloitte research reveals significant return on investment for workplace mental health programs    GUESTS  Dr. Merv Gilbert Dr. Merv Gilbert is a Director at Vancouver Psych Safety Consulting Inc., a consulting group providing services that enable organizations to foster psychologically healthy employees and workplace climates. He has worked as a psychologist for over thirty years in clinical and leadership roles in regional, provincial, and international settings. He is an Adjunct Professor with the Faculty of Health Sciences at Simon Fraser University, and a member of the Steering Committee of American Psychological Association's Psychologically Healthy Workplace Network. Dr. Gilbert is a primary participant in the development, evaluation, and dissemination of resources for workplace mental health, including Guarding Minds@Work, Antidepressant Skills@Work, and Psychological Health and Safety: An Action Guide for Employers. He has published in national and international professional journals, and has presented at a diverse array of forums on the importance of workplace psychological health issues for individuals and organizations. He has consulted with governmental, private, and public-sector organizations. Phone: 604-809-4173 Email: merv@psychsafety.org Website: https://psychhealthandsafety.org LinkedIn: www.linkedin.com/in/merv-gilbert-064a125/ Trudi Rondou Trudi Rondou is a senior manager in Prevention Programs & Performance at WorkSafeBC. She's spent the last decade working with numerous industry and labour groups, to reduce workplace injuries and improve return-to-work outcomes. Over the last three years, Trudi's focus has expanded to include workplace mental health. She currently serves as Chair of the BC First Responders Mental Health Committee. Trudi speaks at conferences and gatherings around the province on worker safety for new and young employees, health and safety management systems, and promoting positive mental health in the workplace. She was the MC for the very successful BC First Responder Mental Health Conference in 2019, and the lead facilitator of the BC First Responders “Building Resilient Workplaces” workshops in 2019. Email: trudi.rondou@worksafebc.com Website: www.worksafebc.com Facebook: https://www.facebook.com/WorkSafeBC/ Twitter: twitter.com/worksafebc Linkedin: Trudi Rondou Lisa Smith Lisa Smith joined WorkSafeBC in 2008 as a Vocational Rehabilitation Consultant and transitioned to a Client Services Manager role in 2010. Presently, she is the Senior Manager of Special Care Services. She has worked with both workers and employers, which has helped expand her perspective on the importance of early intervention for people faced with a mental health challenge. Lisa recognizes the critical supports Special Care Services provides to some of the most seriously injured workers and their families. Her core belief is that we are best equipped to help workers and employers when we are mindful of achieving a healthy life/work balance for the people WorkSafeBC has the honour of serving. Lisa is also committed to a vision of respect and safety in the workplace, and is optimistic that BC's workers and employers are willing to embrace change that will positively influence acceptance of diverse cultures, abilities, and beliefs. Prior to her career at WorkSafeBC, Lisa worked for Social Services in Ontario for 11 years and spent 10 years overseas, teaching English across 5 countries. In 2006, she returned to Canada and began managing a program that transitioned at-risk people with behavioural issues from institutional to residential settings. Lisa's passion for improving outcomes for people with mental health conditions, led to her current undertaking of working on a Master of Psychology Counselling. Email: lisa.smith@worksafebc.com Website: worksafebc.com Facebook: https://www.facebook.com/WorkSafeBC/ Twitter: twitter.com/worksafebc   HOST Jo de Vries is a community education and engagement specialist with 30 years of experience helping local governments in British Columbia connect with their citizens about important sustainability issues. In 2006, she established the Fresh Outlook Foundation (FOF) to “inspire community conversations for sustainable change.” FOF's highly acclaimed events include Building SustainABLE Communities conferences, Reel Change SustainAbility Film Fest, Eco-Blast Kids' Camps, CommUnity Innovation Lab, Breakfast of Champions, and Women 4 SustainAbility. FOF's newest ventures are the HEADS UP! Community Mental Health Summit and HEADS UP! Community Mental Health Podcast. Website: Fresh Outlook Foundation Phone: 250-300-8797   PLAY IT FORWARD The move toward optimal workplace mental health becomes possible as more people learn about the challenges, successes, and opportunities. To that end, please share this podcast with anyone who has an interest or stake in the future of workplace mental health and wellness. FOLLOW US For more information about the Fresh Outlook Foundation (FOF) and our programs and events, visit our website, sign up for our newsletter, and like us on Facebook and Twitter.   HELP US As a charity, FOF relies on support from grants, sponsors, and donors to continue its valuable work. If you benefited from the podcast, please help fund future episodes by making a one-time or monthly donation. Merv Gilbert, Trudi Rondou, Lisa Smith Interview Transcript You can download a pdf of the transcript here. The entire transcript is also found below: INTRO  0:10 Welcome to the HEADS UP! Community Mental Health Podcast. Join our host Jo de Vries with the Fresh Outlook Foundation, as she combines science with storytelling to explore a variety of mental health issues with people from all walks of life. Stay tuned! JO  0:32 Hey, Jo here! Thanks for joining me and my five guests over two episodes as we explore the rapidly changing world of workplace mental health, and how progressive social scientists, governments, unions, and businesses are remodeling the foundations upon which our work lives are built. A big shout out here to WorkSafe BC, CLAC, and AECOM for co-sponsoring these vitally important conversations. In this first episode, you'll meet workplace mental health expert Merv Gilbert, along with Trudy Rondou and Lisa Smith from WorkSafe BC. We'll delve into their trailblazing research and regulation approaches that are raising the bar for workplace mental health and Canada and well beyond. In part two, you'll get to know Quentin Steen with the CLAC labor union and Trevor Amendt from AECOM, an international engineering firm. They'll share their groundbreaking visions and on-the-ground methods for building organizational cultures of compassion. While preparing for this episode, I came across groundbreaking work led by the Mental Health Commission of Canada in partnership with the Canadian Standards Association and the Bureau de Normalization du Quebec. In 2013, they launched the world's first National Standard for Psychological Health and Safety in the Workplace. The standard was developed with input from more than 30 technical committee members representing Canadian corporations, unions, regulators, economists, service providers, and many others. The standard includes voluntary guidelines, tools, and resources that redefine what it means to be a responsible employer. In the move toward building more psychologically healthy, safe, and sustainable work environments, the standard helps organizations envision and implement more progressive frameworks, policies, and practices. Those, in turn, foster more connected, protected, and compassionate workplace cultures. The standard has been embraced by organizations of all sizes, and from all sectors and industries throughout Canada, and served as a template for an upcoming international standard. To help determine the standard's reach and effectiveness, the commission led a three-year follow up Case Study Research Project. It was conducted by Simon Fraser University's Centre for Applied Research in Mental Health and Addiction between 2014 and 2017. Researchers studied more than 40 Canadian employers from a variety of sectors, industries, and geographies who'd implemented the standard. The resulting report outlines key findings, promising practices, and supports and barriers to implementation. As quoted in the report, these diverse trailblazers signed on to benchmark a "new normal." To help us understand project findings and what could be the new normal, I welcome Merv Gilbert, who was co-lead of the Case Study Research Project. Immersed in the work of psychology for more than 40 years, Murphy has spent the better part of the last decade focusing on the psychology of work, or more specifically, what makes a workplace work for all employees. Hi, Merv, great to have you here. MERV  4:19 Hi Jo... it's great to be here. Thanks very much for including me. JO  4:22 My pleasure. So let's start by you telling us why you're so passionate about workplace psychological health and safety, and why it's so important to all of us. MERV  4:34 At a kind of broad level, a lot of the focus on mental health, and I'll say more about language in a minute, has focused on very important issues like serious and persistent mental illness, childhood areas, where I worked a lot and so on. But there was relatively little attention to the fact that, frankly, the majority of folks with a diagnosed or diagnosable mental illness or mental health issues were working or had jobs at any rate, they may be off. And there was little focus on the workplace the extent to which it was actually supportive of their psychological health, mental health, or was detrimental to their health. Sort of broad level, it was an untapped area. At a more personal level, I worked as a director of a psychology department a large hospital for a number of years, and during that time two of my colleagues started to have some performance issues, which is usually the first indicator within a workplace setting. I started to struggle a bit, there were issues, there were some conflicts and so on. We did as an organization some things to try and provide some support. At any rate, both individuals quite independently went off work on, to use a euphemism at the time, stress-related disability, and to my knowledge never worked again. Now, maybe we failed them. Maybe I failed them at some level. But it was a terrible loss. It was needless suffering, and we lost some very skilled and talented individuals. So, it really became apparent we needed to do better. JO  6:03 Most of us have to work or have had to work. So, an obvious question would be is work good for our mental health? Or can it be? MERV  6:13 Absolutely. To paraphrase Sigmund Freud, which every psychologist is obliged to do, the two most important things in life are love and work. Good work provides us with all sorts of support, provides us with a sense of meaning and purpose. It gives us skills and talents, and opportunities for new learning that we wouldn't have otherwise. It gives us an opportunity to interact with others, obviously a little bit different during current circumstances. And it gives us a reason to get up in the morning, get dressed and go someplace else to interact with others outside your immediate family. So, absolutely, good work is good for us in many ways. JO  6:51 Before we talk about the new normal for workplace psychological health, I'm hoping you can help us understand the "old normal," and the state of some workplaces today where little consideration is given to psychological health and safety.  MERV 7:07 Prior to the national standard, for example, and some of the work that we and others around the world have done, workplace health and safety was primarily, almost exclusively, focused on physical health and safety. Appropriately so. Health and safety in various industries and sectors was a key factor, and really wasn't addressed and still needs a lot of work. Workers' compensation boards obviously focus on those kinds of issues, back pain and those kinds of things, but there was very little attention given to psychological injuries, if you will, in that sense. The only exception historically, of a work-related psychological injury was Post Traumatic Stress Disorder. Since we do not know definitively the cause of the vast majority of mental illnesses, we can't say workplaces are responsible, so, therefore, is not an area where there was attention. So, there wasn't much being done. I think things have improved a great deal in Canada and elsewhere. Part is a function of the standard and other efforts and so on, but there's still some sectors in some areas, that this is still a relatively new concept or remains not addressed. JO  7:42 Based on the work you've done over the last decade, and the work that you did as part of the research project, how would you define a "new normal?" New normal pre-COVID, or new normal current circumstances, little bit different. As I mentioned a moment ago, up until current circumstances, I think there was a lot of improvement, there was organizations who were identifying psychological health and safety officers, that were changing the name of occupational health and safety committees and groups and policies to include psychological [health]. So, that certainly was a good thing. Now, if we want to turn to COVID, and more importantly perhaps for the workplace, the response to COVID and, obviously, the impact it's had on individuals, workplaces... it's very different. People can't connect in the same way as they could before. So that support may not be there. There's a lack of clarity of boundaries and job roles and communication has been challenged in some ways. Certainly work life balance is more elusive than ever with folks working at home. That said, I will... and I say this with caution... for some folks, select groups... particularly more traditional white-collar folks and so on... the capacity, the ability to work from home or work in a more flexible way, may improve their psychological health. It's a mixed bag, but I remain concerned about it and I think we should all be concerned about it at a larger level, is that many of these things that are happening are accentuating the divide between groups. JO  9:49 The research, project findings and voluntary guidelines for successful implementation were based on applied research and then implementation science. For those of us who aren't academics, can you explain what those two things are? What is applied research? MERV  10:09 I think there's a lot of academics that wouldn't necessarily know what it is or necessarily agree with it. Applied research means basically taking up to the dirty world, where you don't have a group of volunteer undergraduate students as your subject pool, for your particular research enterprise, but you're actually dealing with real people who are the ultimate audience or the ultimate target for your work. But the real world, such as it is, is messy... you don't have the same degree of controls. So, applied research is an attempt to work collaboratively with whatever sector, whatever group you want to work with out in the real world. Implementation science is... the policy government, the literature in any field... frankly, littered with publications and research reports, and journals, and so on. Many of the findings from that, however positive, never actually get implemented, or if they are implemented, they're implemented poorly. So, implementation science is one of the factors that lead to successful pickup and sustainability of an effective program, or effective initiative. JO  11:17 So, how could we use implementation science to optimize the benefits of the research that you conducted? MERV  11:26 Great question. I'm being sincere when I say this, I think we can learn from advertising and marketing. Ask people... ask whoever your audience is... if they know about a particular program. What is the best way to make it available to them? What makes it more likely that they will make use of these particular findings, or whatever the initiative or program or policy is. Ask them. Second thing, and this certainly is reflected in the standards well, is to measure two things. Sorry. First one is to know why, and explain very clearly why you're doing what you're doing. If you're doing, for example, a work-from-home kind of initiative, and so on, explain why you're doing it... just don't keep people guessing. And secondly, measure the results... measure a sort of baseline finding... this is where this tradition is now, and then at a appropriate period of time, measure whether you've made a difference. There's uptake and application of whatever your findings are. JO  12:19 So, your project findings and the voluntary guidelines for implementation provide a recipe for success that lists key ingredients needed to create a psychologically healthy and safe workplace. But before we start cooking, though, I'd like to confirm the differences between the following descriptors. And here's where Merv, we talked about language. So, what is the difference between: first, a mentally healthy workplace; second, a psychologically healthy workplace; and third, a psychologically safe workplace? MERV 12:58 Let me start by suggesting a distinction between mental health and psychological health... [these] words are viewed somewhat synonymously. When we collectively, we the media, talks about mental health, we're actually not really talking about mental health. In most cases, we're talking about mental illness and that sense of already kind of changed the conversation. And when we're having those conversations, as I said at the outset, when we talk about mental illness... and frankly, when we see the latest atrocity, wherever it may be... the question comes up, there may be mental health involved. Well, that's not terribly helpful. That just adds to stigma. So, we talk about psychological health. We're talking I think, in a much broader way. We're talking about a continuum, not a categorical approach with a bunch of diagnoses. We're talking about a continuum from struggling and suffering, through to thriving, doing well, positive psychological health. So, it's a different kind of model that is not dependent on traditional mental illness labeling, in that sense. So, I think that makes a very big difference. When we talk about psychologically healthy... and against mentally healthy workplace, if one uses that language... I think, in general terms, is a place where people want to go to work, they believe in what they're doing, they believe they're making a difference. They feel that they have some voice in what is going on in their department or organization, or whatever work they're doing, volunteer or paid. And they feel like the organization, that leadership, and the organization itself, has good or bad to some degree, they will support them in various ways. And if they're struggling with their issues, they will do their best to address them. I think we all kind of know what a psychologically healthy workplace is, whether we work there or whether we're clients or customers. You can almost feel it in the air... you can almost smell it. Are people smiling? Are people saying hello, not because it's corporate policy to greet every customer, but because they actually want to say hello? So, I think it's a vibe in many ways. The "safe" part is interesting, let's say psychologically safe... I think two comments. Now, first of all, as I said at the outset, to some extent this notion with psychological health and safety is, in my opinion, an intentional and, I think, intelligent link to occupational health and safety, which is pretty well established and legislated in policy and practice in some ways. So, it's kind of latching on to that and expanding the concept. Psychological safety, however, is also used in some context to describe an environmental work environment, where people feel free to express their opinions and ideas, without fear of what they perceive as unfair criticism. I get that, but it's, I think, a narrower and somewhat different definition. JO  15:43 So, would it be safe to say then that a psychologically safe workplace would have the needed plans, policies, practices, and programs in place that would then enable and encourage a psychologically healthy workplace?  MERV 15:59 Yes, very definitely.  JO  16:00 So, let's go back to the key ingredients of the research project findings, or what the final report calls "promising practices." Those are intended to help nourish a psychologically healthy and safe workplace. Can you explain a few of them to us? MERV  16:18 Sure, and I should probably clarify, the national standard is, well, it's that... a standard set of guidelines, identifying what the key components of psychologically healthy workplace would look like. What we did when we did the case study project is identify those kind of practices that would lead to more successful and sustainable implementation. And there were a number of those that came up. Certainly one of them that was key, it comes as no surprise, was leadership... meaningful leadership throughout your organization... a large organization, a CEO, or whomever... who kind of gets it, and again, cliche, but who talks the talk. It's not something that it's a checkbox they're checking off... they actually believe in this. And I think that's key. And that that also has to, again, in particularly in large organizations, that has to filter down to every level of management. If a mid-level manager or supervisor... oh, here's another directive from on top, but he or she doesn't get it... it's not gonna be effective. So, it needs to actually cut across all different levels of your organization. The other thing that I think is really important is, in the same vein, having a what's called a business case. A clear rationale with data as to why you are making these changes... why having a psychologically healthy and safe workplace matters to you. And, initially, the argument among... and there may still be in some settings... particularly private-sector settings... maybe affects the bottom line. And indeed, there's all sorts of calculators of lost productivity and increased costs associated with psychological disabilities. And it may be financial or return on investment as well. But certainly for a lot of sectors, a lot of areas... particularly public sector, like hospitals... return on investment isn't really the point. It's not having staff available, the loss of talent, those kind of things. So, being clear as to why a particular organization wants to do these things, and having some data to back it up. JO  18:25 I think, too, getting back to the leadership comment is that you really need to have supportive structures and resources to keep this up over the long term, which is where you're going to see the actual change in culture. Can you tell us a little bit more about that? MERV  18:41 As I mentioned, some organizations, for example, WorkSafe BC, has in the last few years appointed a fairly senior level of management specifically around psychological health and safety. So, it's sort of embedding some of these responsibilities and roles and titles within the organization. And also supporting leaders... no one's immune from this, in many ways, leaders themselves... there's some research suggesting mid-level managers, like get this, quite frankly, can experience as much if not more stress than those that report to them. There needs to be some personal investment in it. And I guess to speak to that, certainly some of the organizations we worked with, when we talked to senior leaders... for many of them, the reason they saw this as a good thing and wanted to introduce it within their organization, was because they'd had some personal experience... family experience... they'd had some experience with someone who was struggling with psychological issues, psychological health issues. So, it takes on a personal note. We see that in all sorts of efforts to address illnesses, be it cancer, heart disease, and so on, people coming from their own experience.  JO  19:48 As a communication specialist I resonate with another promising practice, which is communication and awareness-building across all levels and departments. And I think what this means, and please correct me if I'm wrong, is that the messaging not only has to be pertinent to each of the audiences in the organization, but it has to be concise and timely, and particularly, ongoing. You can't just do a one-off campaign and expect people to change their attitudes and their behaviors. MERV  20:21 Absolute agreement at all levels, and it has to be very flexible. Again, I can bring it back to the pandemic response in some ways, we're seeing changing messages and so on. I understand the frustration... confusion with that, but it allows that kind of flexibility. And it also requires humility, not promising something that you can't deliver, in some ways, and being very realistic about what's actually helpful and practical. While many organizations in our study and elsewhere started with a mental health awareness campaign, that's good... awareness is a good thing and does make some strides towards reducing stigma... but you can't stop there, it's got to be a lot more than just awareness. JO  21:04 In most of the interviews that I've been doing for the podcast, we've discussed culture, and whether that be a family culture of mental wellness, or a workplace culture or a community culture. So, I was interested in another promising practice, which is the need to build a corporate-wide culture that respects, reflects, and protects psychological health and safety. So, what does that kind of culture look like? And what's it like to work in a culture like that? MERV  21:41 Great point, and it's certainly the case. and let's not lose sight... this does not mean you put aside your organizational objectives, and so on. These are actually to enhance or fulfill the very purpose of that organization. It's in the practical best interest to any department or group or organization where there's a work environment where people feel valued, and believe in what they're doing, they're willing to work together to achieve success... organizational success, personal success... and again, they feel that the organization, or the department, or their leaders have their back who can support them if there are challenges of some sort. And if I can give an example of that from the past, I find this a very touching and heartwarming example in a lot of ways. Years ago, I was involved in an initiative to recognize and acknowledge psychologically healthy workplaces. And one of the applicants for the British Columbia award was an extended care unit in the interior, actually, I'll name them because they deserve to be recognized... Brookhaven Extended Care. This was some years ago. So, they did a survey and filled out some questionnaires for us. And we did a site visit and what they had done, amongst other things, this is... as you can imagine... a place where mostly the elderly, but there were some younger brain-injured folks, and so on. So, it's a care facility that says their problem, like many healthcare settings, was staffing. It wasn't about return on investment. It was about having sufficient staff to provide the care they needed to do. And that staffing problem was difficult on days for their school holidays. They relied on retired or part time folks, and so on, who were often single parents, or two working parents. So, when school holidays happened, or school breaks or professional days and kids were off work, it was a real challenge if you got a call saying, "Hey, would you mind coming in and doing relief today?" So, what Brookhaven did, and this idea came from their staff… I think from a recreational therapist… to set up a program whereby staff, if they had a child between, say, eight and 12 years old, could bring their child to work. No, it was not a daycare. And that says I'm going to be clear about that. That's important issue, but this is different. That child was then paired up with a resident within the facility and spent the day with him or her hanging out. And I think that's particularly wonderful because... let's say Johnny, who's a precocious nine-year-old, got to spend today with Mr. Smith, and Mr. Smith was a Korean War veteran, and maybe he lost a leg. So,  he entertained Johnny with all sorts of stories about his past experiences. Johnny looked across and saw his mom doing her job, which a lot of kids never see. Mom looked across and saw Johnny being entertained and chatting away. They all had lunch together. It was, forgive the cliche, a win, win, win. Beautiful thing about that, first of all... they identified a problem with staffing. There was now a lineup of staff wanting to work in those days at this particular facility, because it's a cool program. What was the cost? Absolutely nothing. Whereas the leadership, and this is important... there was some initial pushback from, I suspect, the lawyers within this healthcare setting. What if Johnny trips and breaks his nose? And the executive director told lawyers to go away, said that's fine, I'm with it, and so on. The program was a wonderful success and got expanded to, I believe, some other facilities. And this was some years ago, and I didn't hear much about it for a while. And I hope it still continues. But what I did hear a few years ago is that some of the kids that have been involved in program had aged out, they're now teenagers, maybe even young adults. And on their own initiative, they continued the program, kind of a volunteer involvement program within the setting. And I love that story because it identified a specific problem, so it was a measurable problem, actually, staffing. Identified a solution that came from the people who worked there, didn't cost anything, and actually addressed the problem. So, that to me is a concrete example of a collaborative, psychologically healthy workplace practice. JO  25:42 So Merv, if you can put on a CEO hat for a few minutes, did the research findings suggest specific measures of cost versus benefits of a mentally healthy workplace? And if not, what does your experience tell you? MERV  25:58 Great question. And this is a challenge in some ways, because we don't have great quantitative financial indicators. We can look at disability costs, we can look at retraining costs, we can look at recruitment costs, as well, we can look at insurance, WorkSafe costs as well. But those are what are referred to as trailing indicators. That's after the cow has left the barn, if you will, in some ways. Leading indicators are things you measure at the outset. And those are a little softer and harder to track, and may rely more on qualitative kind of information. So, you can pick up through surveys, through initial interviews, those kinds of things. I think there's a lot of work that needs to be done in this area to quantify or qualify, if you will, the kind of measures that you want to look at, and the cliche is, if we don't measure something, you can't know if we have an impact. And that's certainly true here, we have work to do in this area.  JO  26:57 Along that same vein, barriers to successful implementation of the standard listed in your report include inconsistent or limited access to psychological health data. Tell us more about that.  MERV  27:13 It's exactly that kind of thing. It's not having the data that indicates, and certainly for both ethical and practical reasons, I'm not a fan of, for example, doing a survey or a measure of depression amongst all employees. I think ethically, or practically, that can be intrusive and, ethically, what you find you need to do something with it. So, it's going to involve asking employees and new recruits and retirees about their experiences and trying to capture what's important to them, what would be some of the indicators for them. Being realistic about it, if I can go back a little bit to talking about the business case for psychologically healthy workplace, and so on, the expectation amongst many was that companies or organizations would be doing this because it would save them money. And there's lots of consultancies and programs that are trying to sell on those grounds. We found that yeah, that mattered to some of them, some more than others. But in many cases, in fact, the majority of cases, the main reason they were adopting the standard and cared about psychologically workplaces was for a practical reason... i.e., people are struggling, if people are not at work, if people are fighting with one another… it's not good for the organization as a whole. So, practically, it makes sense to look after people. And also ethically it's just the right thing to do, in many ways. JO  28:31 Given the research and your experience, what do you think are the most difficult changes in attitude for leaders to make that needed transition toward a more psychologically healthy and safe workplace? MERV  28:46 Firstly, I think a recognition... and this is happening slowly but is happening... that this is not a fad. This is not flavor of the month. This is not fluffy. This is not a nice thing to do off the side of your desk... like let's raise funds for a particular charity on March 17, whatever the case may be. This is something that is important and will continue to be important. So, it needs to be embedded within your organization. Another thing is really critical, I think, is a recognition that this is a joint issue. This is a collaborative issue between workers and organizations... with employers and employees, I think there's a joint responsibility there. To be a little bit simplistic about it, a construction organization has some obligation to provide safety equipment, to provide a hardhat and so on… the employees, the worker… has responsibility to wear them. So, when you work jointly as opposed to finger pointing, where if it's saying "this is all about toxic workplaces and bad managers, not my responsibility at all," that's not going to help. And, if on the other hand, the perception perhaps unspoken, or the belief unspoken, is "this is all a bunch of wimps, why can't people just suck it up," that's not going to help. You need to work together. JO  29:54 So, were there any research findings that surprised you? MERV  29:58 One of them was one I just mentioned, quite frankly, in fact, that people did this for practical and ethical reasons, not financial reasons. Come back to the comment about leadership. One of the pioneers in Canada some years ago was Michael Wilson, our former finance minister, whose son died by suicide some years ago. This made it personal for him and for his family. And so, he worked hard to make it a corporate issue. What was surprising and encouraging was the fact that people got it and came up with innovative solutions. The thing that was a little bit worrisome, quite frankly... and this isn't intended to be a criticism, but it was a reflection of the level of knowledge and resource at the time... was that there was a tendency, even in well-intentioned organizations, to pick programs or initiatives, if you will, off the shelf. So, not considering whether or not it was a good fit, or whether address their particular needs, whether it was a good fit for the organization. And I do think there's a real need to customize it and adapt it back to your earlier point, in order to make things implemented effectively and sustainable. JO  31:02 That brings me to a question about customization. And you just mentioned that every business is unique... it has a special mandate and special plans and policies and programs and objectives. So, I suppose that while the standard and your research findings give people a general idea of how to make this work, they really to have to be so focused on their individual needs. MERV  31:32 It's a good point... we're all special in our own special way, but we also share a lot in common. So, it's finding a balance. I've heard from some sectors and some organizations where, "we're unique"... "you don't understand"... or "this doesn't apply to us, because we're very unique and different." Well, you're not that different. So there's gonna be some things that are universal, some things are going to be specific, balancing those two and asking people, gathering data... there's more and more tools out there that will do this... about what's the fixed snapshot...  what the organization looks like. And using that information to guide, be it policy or practice, or training, or new positions. JO  32:12 And that brings us to another one of your promising practices, which is measuring approaches that track the rate and impact of change. MERV  32:23 Yes, indeed. And I talked about the importance of measurement... an ongoing kind of measurement. These days, and under the current circumstances, people are being bombarded with surveys and being asked questions. I think there's absolutely merit in that, but one needs to be succinct. You need to be discreet and respectful of people's time and so on, or you're not going to get good information. Back to effective communication, in a sense, but tracking it on an ongoing basis, and then being flexible enough to change your approach if you're getting meaningful data or data suggests you need to change things. JO  32:57 While preparing for this, we talked about how increased stress fosters psychosocial issues that require psychosocial solutions. First, what is a psychosocial issue, and a related psychosocial solution that you can share with us? MERV  33:17 "Psychosocial" basically just reflects psychological... individual and societal/social kinds of factors... be they income equality, be they poverty, be they individual coping. It's a psychological aspect of things, as opposed to the, if you will, physical aspect of things. And what I mean by that, in this context, is I do have some concern. COVID, the pandemic, is indeed a physical risk, if you will, however, the response... our human response, or social response... is a psychological one, a psychosocial response in many ways. And frankly, it therefore requires, I would suggest, psychosocial, psychological kind of responses that we've talked about. The organization can do policies to provide appropriate and meaningful support… communication could actually support people's psychological health. JO  34:07 You conducted your research between 2014 and 2017. Are you aware of any emerging research or any groundbreaking trends or best practices that support this move toward more mentally safe and healthy workplaces? MERV  34:25 I think it's an evolving situation. One thing which I think was pretty cool, and I've seen this in several different sectors, are what's referred to as communities of practice. And that is something coming... I think I was first aware of it in the healthcare context... but it's basically organizations or groups with common features, getting together and learning from one another. There was initiative actually, that came out of I believe, UBC Okanagan in collaboration, I think it was with Waterloo, for a kind of communities of practice for universities and colleges, where they took an opportunity to meet to discuss with one another what they were doing, what was working, what wasn't working. So, learning from one another... I think that's very promising. That's a great thing. And frankly, I think the same thing can happen on a more micro level, within an organization or a group, just creating a space... creating opportunity... for the key people to talk about these issues, and identify possible solutions moving forward. I'll throw a bit of a side comment in this one. And this one was a bit surprising to me too, certainly, when it comes to programs and things like employee assistance programs, and policies and benefits and so on. Those are typically the purview of large organizations, and smaller mom and pop businesses may not have that opportunity. That part may be true in terms of having the money and size to initiative things, but I think smaller organizations actually can be a lot more nimble. The leader or manager, whomever, within a department or a small construction crew, or whatever the case may be, is more likely to be in touch... more immediate contact... with the people he or she is working with, and therefore can come up with things on the fly... perhaps a lot more readily than large organizations that go through a kind of bureaucratic process. That creativity is certainly encouraging. JO  36:17 Have you conducted any other workplace research that you'd like to share? MERV  36:21 Let me add one more comment to what we're saying earlier. The other thing, which I think is promising is, we're now seeing organized labor and contracts pay more attention to psychological safety in the workplace, and a great example is here in British Columbia, where the nurses union in a prior contract, essentially... and the employer agreed with this... mandated adoption of the national standard across of all health care. So, I think that was another positive thing. Back to your question. So, on new things we're doing... certainly my colleague, Dan Bilsker, and I have been working with support from WorkSafe, frankly, with BC Emergency Health Services for about the last three years. And very much what I was saying a moment ago, recognizing that paramedics and dispatchers have unique work circumstances, and it's a unique organization. So, we've started by learning from them what resiliency looked like, what some of the stresses of the job were, what some effective coping methods were. And on the basis of that have created a workbook, a resilient coping workbook, which we're currently in process of disseminating throughout the organization.  JO  37:26 I'm wondering if you can tell us a story about an organization that moved from being perhaps not so focused on psychological health and safety, to embracing a psychological contract that really made a huge difference in the lives of all the people who work there? MERV  37:45 The beautiful example of an organization that took evidence-informed steps... there is a financial institution, I guess I can name them... VanCity (Vancouver City Savings Credit Union). Being a financial institution, they experience robberies. Now, as I said earlier, historically, WorkSafe did not cover psychological injuries, with the exception of Post Traumatic Stress Disorder. Well, frankly, being robbed or held up within a finance institution can be very traumatic event. So, it actually was data of days lost following a robbery. What VanCity did some years ago, again, I hope the program is still in place was, hey, okay, let's talk to people. What can we do here to actually sort of address this issue? We can't necessarily stop robberies, per se, but what can we do to address the impact psychological impact on staff who've gone through such a troubling, and potentially traumatic event? And what they came up with were a couple of things. First of all, they used and bolstered their employee assistance program, and so on, made that available. If there was a robbery in a particular branch, I believe the CEO, the head of the organization, communicated very quickly with that particular branch and said, "How are you guys doing? Are you okay?" So, leadership, they connected, in some sense said, "Something happened here that wasn't good... is troubling." And then they said, "What can we do? How can we help?" And they put funds and resources aside, said, "Okay, you guys just been through a bad event or troubling event. How can we help? Here's some funds… you want a pizza party, you want tickets to a baseball game, you tell us something that would help, if you will, recover or move forward from a difficult event." Because they had some data on lost time, they could actually measure the impact. And they also were able... circumstantially, back to your question about applied research, frankly...  they couldn't, because it's the real world that said, roll it out to all the organizations. So, those branches that adopt the program, great, but there were also some new branches, new people came on. So, they actually had a control group, and they can compare those branches that didn't have this kind of a program and those that did, and indeed, there was a notable difference between the two, and lost time went down and continued over time. And they were then able to spread the program. So, that one, I don't say they're in bad shape, but they started by identifying a problem, and asked people and then did something about it that was measurable. JO  40:12 I'd like to end our time together with you sharing about what I think is one of the most important pillars in a workplace mental health program… and that's trust. How can leaders best build trust with their employees around psychological health and safety? And how can employees come to trust their leaders? MERV  40:33 Part of my response is, how long has it tried to measure growth, tried to understand what the level of trust is. I did hear about an organization awhile ago, and the CEO talked about a "trust meter," in a sense, and not something that's necessarily quantified, but recognizing that trust is a very fragile entity. Trust is based on a perception, it's a belief, the belief that you as an employer, in this context, are concerned about my interest, and you're going to sincerely try to do what you're saying you're going to do. And that belief is going to be based on past behavior. It's a perception kind of thing, not something you put your finger on. But yes, I absolutely agree is critical to all interactions, not just with respect to psychologically healthy workplaces, but just the effectiveness of an organization, of a group effort. There's a concept that has been floating around for a number of years, which I think is useful...  people talk about "psychological contract" is context between employer and employee. The psychological contract is the implicit mutual reciprocal understanding between the two parties... between the employer and the employee... as to what they expect of one another. As an employee, I expect to be treated fairly. I expect to be compensated fairly. I expect opportunities to learn new things and do new things. I expect my opinion will be listened to. I'm willing to put that extra effort in if need be. As an employer, I expect my employee to do his or her job, to ask questions, to respect leadership, and follow the appropriate practices, and to put your shoulder to the wheel a little bit more, if needed, if there's some kind of crisis or emergency. And that contract is fragile, and very fluid, and perhaps more fluid during a COVID response. But if that contract... unspoken... it's not a job description, it's not a labor contract, per se, it's unspoken... if that's broken on either party, results can be very, very deleterious to either side. JO  42:32 How can that psychological or can that psychological contract be moved from being implicit to explicit?  MERV 42:42 Crazy as it may be, talk about  it... try to take the covert and make it a little bit overt.  Asking supervisors, managers, leaders... asking and meeting in a very authentic way with the people they work with. And asking them how it's going. Are your expectations being met? Are there things that we need to do? So, again, it's going to be communication, it's going to be communication that's succinct, not overwhelming people, that's going to be humble, for lack of better word, not promising things that you can't deliver. And it's gonna be fair, saying that I don't have that information, but here's what I'm going to do to get it. Or, we don't have that service right now, that program right now, that initiative right now, but here's what we might do, or here's what might be available instead. And, particularly, helpful... what is going to be helpful, not just empty language. I do feel concerned about the language especially... it started with the pandemic, was, "We're all in this together." Well, no, we're not. We're all in this, yes, but we're not necessarily together. Many of us… and many organizations and sectors and individuals… have their own circumstances that are very different from others. A little bit of a Kumbaya, we're all in this together, can sound false. If you're a single mom who's lost your job in the hospitality sector, and has a special needs kid at home, your circumstances are very different. So, humility is called for. JO  44:02 So, in closing, Merv, I'd like you to imagine that you're standing in front of a group of 100 CEOs from a variety of sectors and industries. And that you can say one thing to them about workplace mental health, and that they would not only take you seriously, but they would move forward, really being open-minded about potential change within their organizations. What would that one thing be? MERV  44:33 I think it would be, in essence, this attention to the psychological health and psychological well being of organizations under the people who work in them is not a fad... is not going away. It's very real. Work has changed in many ways. Whereas in earlier times, many jobs involved primarily physical labor. Increasingly, jobs these days require psychological labor. We used to talk about "putting your back into it" to describe the physical efforts that were required for doing a lot of work. And perhaps not surprisingly, the majority of workplace injuries and disability were musculoskeletal back injuries. Nowadays, we expect people to "put their head into it," they put their psychological skills and learning and knowledge into a thing. And correspondingly, when that's not supported, you're gonna see psychological injuries. So, this is very real, it's good for the worker, it's good for the workplace. And it is absolutely essential to the resilience and success of the organization. JO  45:36 Marv, I understand that you're involved in some research around trust. Can you tell us what that's all about? MERV  45:43 Years ago, actually, before the creation of standard, actually, we created a tool called Guarding Minds at Work, which has had a lot of uptake... it measures, psychosocial risks in the workplace. It's a survey-based tool and we have noticed... and along with another colleague, Dr. Graham Lowe... that trust, as you pointed out, is really a key ingredient. But we need to try and measure it to understand it. So, what we did is use our existing data around this Guarding Minds at Work tool and looked at what kind of factors, what kind of considerations, were related to a basic question, "Do employers and employees trust one another?" And they come across things that we've talked about, like communication, and honesty, and sincerity, and practicality, and culture. And we've created a tool called the Trust Building Survey, that we're currently in the process of informing a variety of groups in Canada and elsewhere about this tool to trial it… to use it. Frankly, as a snapshot, it's not long, it's about a 20-item, survey, but take a snapshot of where an organization is at at various points. And I think because things are so fluid with the world in general, and the pandemic response, in particular, it is very worthwhile for organizations and departments to take that snapshot at various points over time to try and capture an evolving and ever-shifting nature of the situation. JO  47:05 Is that opportunity to be involved in the research still open to organizations? MERV  47:12 Absolutely. Yes, we welcome inquiries from various groups, organizations that want to help us use this tool, apply this tool within your organization. So, we can all learn about trust as it evolves over time. JO  47:25 And how would people connect with you? MERV  47:27 They can connect through my email, my email is Merv... m-e-r-v at p-s-y-c-h-s-a-f-e-t-y dot org.  JO  47:39 Well, that's amazing. I think that trust in the workplace is a huge issue. And maybe a little further on into your research, we can do a whole episode on that. MERV  47:49 Terrific, that would be wonderful. JO  47:51 That's amazing. Merv, thanks so much for kicking off part one of this episode. MERV  47:57 Absolute pleasure. And I really appreciate the you're paying attention this issue and spreading the word, as you will… we've come a long way, but we've got a long way to go. JO  48:05 My pleasure. Thanks again. I'm excited because you're wise and wide ranging insights...  after 40 years of working in this field... I think they set the stage perfectly from my next conversation with Trudy Rondou and Lisa Smith from WorkSafe BC, which is a progressive provincial government agency in British Columbia, Canada. But before we get to that, listeners can visit the Mental Health Commission of Canada's website at m-h-c-c dot c-a to learn more about the National Standard of Canada for Psychological Health and Safety in the Workplace, the subsequent Case Studies Research Project, and a variety of tools to help organizations meet their goals. As mentioned earlier, you can connect with Merv about the research project or other workplace mental health issues at m-e-r-v at p-s-y-c-h-s-a-f-e-t-y dot org. Now to help us get a feel for what's happening with workplace mental health from a provincial perspective, I'm here with WorkSafe BC's Trudy Rondou and Lisa Smith. WorkSafe BC promotes safe and healthy workplaces for about 230,000 employers and more than 2.3 million workers. Its services include education, prevention, compensation and support for injured workers and no-fault insurance to protect both employers and workers. Trudy, let's start with you. First of all, thanks so much for being here. TRUDI  49:54 Thank you... I'm really pleased to be here. This is the topic I'm pretty passionate about, so I'm excited to be involved. JO  49:59 WorkSafe BC's vision is… British Columbians free from workplace injury, disease and death. To that end, there's a strong focus on prevention through policy and education. What does that look like in your world as senior manager of prevention programs? And why are you so motivated to help? TRUDI  50:20 As senior manager now in prevention programs, I actually have a new department called Mental Health and Psychological Safety. And while WorkSafe BC has been dealing with mental health from a claims and compensation point of view for a number of years now, this is sort of the start of the shift to looking at mental health from a preventative perspective. So, we're really looking at what we can be doing with workers and employers to try to prevent those mental health injuries from happening. JO  50:49 And again, speaking to your motivation? TRUDI  50:52 Well, I guess I'm passionate because I do believe in the sense of prevention. I don't think that we have to wait for a mental health injury to occur before we can help treat. I think that early intervention has shown lots of signs of assisting people and mitigating their mental health issues.JO  51:08 So, it sounds like an upstream approach to health care is applicable in your industry as well. TRUDI  51:15 Absolutely. JO  51:17 What does WorkSafe BC require of employers to help prevent psychological injuries? TRUDI  51:24 We want businesses out there to recognize that psychological health is just as important as physical health. And I think that's a real mind shift for employers. Employers in the province have been dealing with the physical health and safety for years, and they're used to that. But recognizing now that psychological health of the workplace is equally as important is a new shift. And I think along with that, having an employer recognize that they can play a proactive role in psychological health... again, going back to that notion that it's not just about treatment. There are proactive upfront things that can be done. And we also want employers to implement policies and programs that support mental health in the workplace. JO  52:03 Building on that theme of proactivity. What are some of the emerging best practices employers are using? TRUDI  52:11 Employers who represent best practices always have leadership champions. So, it starts at the top and they have people who are in senior roles, who really advocate for mental health and normalize mental health as being part of a workplace conversation. We want employers who have policies in place... so, recognizing that any behavior that goes contrary to mental health is not allowed in the workplace... things such as bullying and harassment are not allowed in the workplace. And policies that are going to support proactive and positive mental health. Anti-stigma campaigns have been proven to be really successful, because there is a lot of stigma around mental health. And I think we'll talk a little bit about that later, but some of these campaigns that individual employers have done, again, trying to normalize mental health and make it part of the regular conversation. Training and education are certainly important. And that is training and things such as mental health literacy so people understand how to have the conversation, as well as coping skills so people can understand what they're feeling in times of stress. What are some resources that they can fall on themselves? What are some coping skills that they can have? And what kind of resources and supports are available? Many employers have informed Employee and Family Assistance Programs or ESAP programs, but in a lot of cases, employees aren't always aware of the supports that are offered through those programs. So, those are some of the things that progressive businesses are really doing to help.  JO  53:38 Do you have a specific example of an employer who has done a really good job with this? TRUDI  53:45 Yes, I can certainly think of an employer... it's actually a first responder organization... and they recognize the importance of the mental health of their workers. And if you think of first responders, they're exposed to traumas all the time in their job... they see and hear things that are quite exceptional that regular workplaces, and regular workers, don't see. And so, this employer wanted to implement everything they could, so they had leadership champions step forward. They created a very robust peer support program so that workers had somebody that they could relate to, to talk to. And they even went so far as to start hosting family nights, so they recognize the importance of first responder families. And they hosted these family nights so that they could get the first responders and their families together to talk about what mental health supports were available. JO  54:39 So, what is the return on investment for businesses that are doing this health and safety right? TRUDI  54:46 That's really interesting. There has been some research done recently by Deloitte, looking at the return on investment for mental health programs. So these aren't just health and safety programs. These are specific to mental health and they actually found there was a return on investment of about $1.60 to $2.20. So, for every dollar you were investing in your mental health program, you were getting a return of about $1.60 to $2.20. And you were seeing that return on things like less absenteeism, less workplace claims, and more presenteeism for people who are working. That report really focused on the fact that we should invest in proactive programs that promote positive mental health, in addition to treatment. So again, that report reinforced this messaging around prevention, and promoting positiv