Podcasts about Clif Bar

ABOUT LUVVIE AJAYI JONES Luvvie Ajayi Jones is a four-time New York Times bestselling author, speaker and book coach who thrives at the intersection of culture, business and leadership. She has written 4 critically acclaimed bestselling books (including her banner book Professional Troublemaker: The Fear-Fighter Manual and her children's book Little Troublemaker Defends Her Name), establishing her as a literary force with a powerful pen. Her expertise as a marketer and a successful published author drove her to create The Book Academy, a masterclass and coaching platform for aspiring and established authors. Luvvie is an internationally recognized speaker whose thought leadership on culture, authenticity, and disruption enables transformative action.Her renowned TED talk "Get Comfortable with Being Uncomfortable" has over 9 million views, has been transcribed into 23 languages, and has placed her in the Top 1% of TED Talks of all time. Luvvie has taken the stage at some of the world's most innovative and disruptive brands, such as Google, Facebook, Microsoft, Twitter, Spotify, Nike, Bank of America, Salesforce, Deloitte, and Clif Bar. She's been a featured speaker at noted conferences such as: Cannes Lions, SXSW, Leadercast, 3% Conference, and MAKERS Conference.Her critically acclaimed, bestselling books established her as a literary forced with a powerful pen. And her children's book Little Troublemaker Makes a Mess, has become a beloved series, with two more editions scheduled for release in 2025 and 2026.She's also written for various publications including the New York Times, ELLE and Essence Magazine. In addition, her work has been featured in outlets such as NPR, Forbes, Inc, Fortune, Fast Company, The Chicago Tribune and more. A 21-year blogging veteran, Luvvie writes on AwesomelyLuvvie.com, covering all things culture with a critical yet humorous lens.Little Troublemaker Defends Her NameA story about a little troublemaker with a big heart who must defend her name from a class bully, from the New York Times bestselling author and noted speaker Luvvie Ajayi Jones.Little Luvvie is ready for her first day at a new school!But immediately things do not go well. First, a kid in class makes fun of her name. How dare he! But Luvvie's instant response gets her scolded. Then she forgets her lunch. And worst of all, her teacher sees a private note Luvvie had written to herself where she talked about how much she doesn't like her new school. What a day! But this little troublemaker figures out how to turn things around.In this remarkably relatable picture book, Little Luvvie, the star of Little Troublemaker Makes a Mess, learns that she can be kind even as she stands up for herself, and that learning from mistakes can open her up to making new friends who respect and appreciate her.Written by the New York Times bestselling author Luvvie Ajayi Jones, with bright, bold art by Joey Spiotto, this funny, sweet story is dedicated to all the kids whose names might feel too different. It reminds us that our names are worth getting right and celebrating.Get the book: https://a.co/d/hno81u3https://luvvie.org/books/little-troublemaker-defends-her-name/Become a supporter of this podcast: https://www.spreaker.com/podcast/i-am-refocused-radio--2671113/support.

On this episode of Marni On The Move, I'm recapping the 2025 Boston Marathon Weekend through the lens of a media creator and video journalist. This solo show is your all-access pass to the race, the brands, the people, and the pulse of the weekend.

Jillian Hishaw is an attorney and innovator with 25 years of experience in agricultural law and asset protection, having worked across five countries. She's the creator of the Blockchain Legislative Tracker and a certified FINRA Arbitrator since 2020. Jillian made her mark in blockchain technology with the launch of her NFT in 2021. She's authored influential books like Don't Bet the Farm on Medicaid and 50 State Farm Tax Credits, and her upcoming book, Banks, Land and Crypto, explores new ways landowners can protect their property through blockchain. Her work has earned recognition from major organizations like the MacArthur Foundation, Farm Aid, and Clif Bar, and she's been featured in publications like ELLE, POLITICO, and Oprah's “O” Magazine.As the founder of Family Agriculture Resource Management Services (F.A.R.M.S.), Jillian has helped protect over $15 million in farm assets and led global food security initiatives. She's also taken on important legal work, including litigation against the Department of Justice for improper farm seizures and helping clients navigate debt and estate planning. In 2019, Food Tank recognized her as one of the "Women Revolutionizing Food Systems Globally." Jillian joined the Blockchain Legal Institute in 2024, a non-profit dedicated to advancing blockchain research and policy.Highlights from Toby Gribben's Friday afternoon show on Shout Radio. Featuring chat with top showbiz guests. Hosted on Acast. See acast.com/privacy for more information.

The final industrial scale tests of HolyGrail 2.0, the groundbreaking collaboration to investigate the impact of digital watermarking in improving efficiency of recycling, are completed. While the final results are being processed, we look back on the progress made by the project and ask what comes next, as the advanced sorting platform embraces its decisive third stage: HolyGrail 2030 - Circular Packaging. Joining Tim Sykes are three HolyGrail collaborators. Margherita Trombetti is Project Manager, Policy Officer, Sustainability at AIM – the European Brands Association, which facilitates HolyGrail 2.0. In addition, we have insights from two brand owners who have been actively participating in and supporting the project. Grane Maaløe is Sustainable Packaging Lead Specialist at Arla Foods, and Richard Akkermans is European R&D Packaging Sustainability Manager at Mondelēz. About the brand owners:Arla Foods is an international dairy company owned by 7,600 farmers from Denmark, Sweden, the UK, Germany, Belgium, Luxembourg and the Netherlands. Arla Foods is one of the leading players in the international dairy arena with well-known brands like Arla®, Lurpak®, Puck® and Castello®. Arla Foods is focused on providing good dairy nourishment from sustainable farming and operations and is also the world's largest manufacturer of organic dairy products. Mondelēz International, Inc. (Nasdaq: MDLZ) empowers people to snack right in over 150 countries around the world. With 2024 net revenues of approximately $36.4 billion, MDLZ is leading the future of snacking with iconic global and local brands such as Oreo, Ritz, LU, Clif Bar and Tate's Bake Shop biscuits and baked snacks, as well as Cadbury Dairy Milk, Milka and Toblerone chocolate. Mondelēz International is a proud member of the Standard and Poor's 500, Nasdaq 100 and Dow Jones Sustainability Index. Packaging Europe's podcast, featuring the leading international figures in packaging innovation, sustainability and strategy, is now weekly! Be sure to subscribe so you don't miss an episode.For more packaging news, interviews and multimedia content visit Packaging Europe.

Francesco (Fran, if you're buds) on his ascension from lowly intern at Ogilvy to the CCO throne. Plus, the Dove campaigns he's worked on for the last 2 decades. ABOUT OUR GUEST:Francesco is an internationally-recognized, Emmy nominated, Chief Creative Officer of Ogilvy Canada where he leads the Toronto and Montreal office. He is Ogilvy's highest ranked CCO in the world.Prior to his current role, he has worked his way across the globe from Chicago, Toronto, Amsterdam, London, and back to Toronto.He has led some of the most iconic brands in the world, such as Netflix, Guinness, Uber, Samsung and Dove, where his back-to-back “Toxic Influence” and “Cost of Beauty” campaigns both became the most shared and most awarded in the brand's history. This catapulted Dove to 2nd at the Cannes Lions Brand of the Year rankings, and Unilever as coveted Creative Marketer of the Year.He has led Ogilvy Canada to their most awarded year in the agency's 64-year history, doing the best work on their biggest brands.He has helped spur a 75% conversion rate on new business, winning the H&R Block, Go Train, Up Express, Clif Bar, Mitsubishi, Young Drivers and Samsung Global accounts.He believes being an “outsider” is a creative's greatest superpower, which is why he loves to fill his creative department with talent from all over the world. This diversity of backgrounds, cultures, and thinking leads to more unexpected ideas.Francesco has won over 350 awards, including back-to-back Cannes Gold Lions, a D&AD Collaborative Black Pencil, and multiple Grand Prix and Gold at every major show, including The One Show, Clios, LIA's, Eurobest, Effies, Andy's, Communication Arts and ADCC's.  ADCC Created is brought to you by The Advertising & Design Club of Canada, hosted by Lyranda Martin Evans (Fellow Human), with music and studio care of Grayson Music. Follow us on Instagram @theadccEmail us at created@theadcc.ca

Mondelez zählt zu den globalen Schwergewichten im Snack- und Süßwarensektor. Marken wie Oreo, Milka und Toblerone haben den Konzern zu einem Synonym für Genussprodukte gemacht. Doch während das fundamentale Fundament beeindruckend stabil wirkt, steckt die Aktie charttechnisch in der Klemme. In dieser Analyse untersuchen wir, ob sich hinter der aktuellen Schwäche ein attraktives Investment verbirgt oder ob Anleger besser auf der Hut sein sollten. Kakao als zweischneidiges SchwertMit einem Preisanstieg von über 600 % bei Kakao in den letzten Jahren kämpft die gesamte Branche mit höheren Produktionskosten. Mondelez hat durch Preisanpassungen gegengesteuert, doch wie belastbar sind die Margen wirklich? Und könnten langfristige Abnehmer wie Supermärkte Preisdruck aufbauen, der zu Lasten der Gewinnentwicklung geht? Ein strategischer Blick: Zukäufe und die Hershey-FrageDer Wachstumskurs von Mondelez basiert seit Jahren auf strategischen Akquisitionen, darunter Perfect Snacks, Clif Bar und Tate's Bake Shop. Diese Zukäufe zielen nicht nur auf neue Zielgruppen ab, sondern stärken auch das Segment gesunder Snacks. Doch wie relevant ist die ins Spiel gebrachte Übernahme von Hershey? Nach der Absage durch den Hershey Trust scheint dieses Kapitel vorerst abgeschlossen, aber die Frage bleibt: Braucht Mondelez diese Übernahme, um den globalen Wettbewerb zu dominieren? Fazit:Mondelez ist ein Konzern mit globaler Strahlkraft und einem diversifizierten Produktportfolio. Die langfristigen Aussichten bleiben vielversprechend, insbesondere wenn sich die Rohstoffpreise stabilisieren und Mondelez die Integration seiner jüngsten Akquisitionen erfolgreich vorantreibt. Dennoch sollten Anleger nicht ignorieren, dass die aktuelle charttechnische Lage Risiken birgt. Inhaltsverzeichnis00:00 Intro01:00 Langfristige Charts: Mondelez02:26 Mondelez vs. Lotus Bakeries vs. Lindt & Spruengli vs. the Hershey Company vs. Nestlé03:24 Mondelez: Geschäftsmodell03:50 Historie05:09 Marktanteile05:45 Marktführer06:27 Marken-Übersicht07:03 Burggraben: Mondelez09:00 Inhaberschaft & CEO09:43 Umsatz & Margen Entwicklung11:17 Umsatz nach Segment & Region12:24 Gewinn, Cashflow & Dividenden-Entwicklung12:58 Bilanz-Überblick13:35 Übernahmen & Aktienrückkäufe14:17 Kennzahlen-Überblick (KGV)15:14 Dividenden15:49 Unternehmensbewertung: Mondelez16:19 Chartanalyse: Mondelez18:28 Ist die Mondelez Aktie ein Kauf?20:07 Disclaimer21:07 Danke fürs Einschalten! Zusammenarbeit anfragen https://www.maximilian-gamperling.de/termin/ Social Media- Instagram: https://www.instagram.com/maximilian_gamperling/- LinkedIn: https://www.linkedin.com/in/gamperling/- Newsletter: https://www.maximilian-gamperling.de/newsletter- Podcast: https://akademie.maximilian-gamperling.de/podcasts/anker-aktien-podcast Meine Tools- Charts*: https://de.tradingview.com/?aff_id=117182- Aktienfinder: https://aktienfinder.net- Finchat.io*: https://finchat.io/?via=maximilian- TransparentShare: https://bit.ly/3laA6tK- SeekingAlpha*: https://www.sahg6dtr.com/QHJ7RM/R74QP/- Captrader*: https://www.financeads.net/tc.php?t=41972C46922130T DisclaimerAlle Informationen beruhen auf Quellen, die wir für glaubwürdig halten. Trotz sorgfältiger Bearbeitung können wir für die Richtigkeit der Angaben und Kurse keine Gewähr übernehmen. Alle enthaltenen Meinungen und Informationen dienen ausschließlich der Information und begründen kein Haftungsobligo. Regressinanspruchnahme, sowohl direkt, wie auch indirekt und Gewährleistung wird daher ausgeschlossen. Alle enthaltenen Meinungen und Informationen sollen nicht als Aufforderung verstanden werden, ein Geschäft oder eine Transaktion einzugehen. Auch stellen die vorgestellten Strategien keinesfalls einen Aufruf zur Nachbildung, auch nicht stillschweigend, dar. Vor jedem Geschäft bzw. vor jeder Transaktion sollte geprüft werden, ob sie im Hinblick auf die persönlichen und wirtschaftlichen Verhältnisse geeignet ist. Wir weisen ausdrücklich noch einmal darauf hin, dass der Handel mit Aktien, ETFs, Fonds, Optionen, Futures etc. mit grundsätzlichen Risiken verbunden ist und der Totalverlust des eingesetzten Kapitals nicht ausgeschlossen werden kann.Aussagen über zu erwartende Entwicklungen an Finanzmärkten, insbesondere Wertpapiermärkten und Warenterminbörsen, stellen NIEMALS EINE AUFFORDERUNG ZUM KAUF ODER VERKAUF VON FINANZINSTRUMENTEN dar, sondern dienen lediglich der allgemeinen Information. Dies ist selbst dann der Fall, wenn Beiträge bei wörtlicher Auslegung als Aufforderung zur Durchführung von Transaktionen im o.g. Sinne verstanden werden könnten. Jegliche Regressinanspruchnahme wird insoweit ausgeschlossen. *Affiliate-Link #Mondelez #Aktie #Börse

Clif Bar founder Gary Erickson joins Guy on the Advice Line, where they answer questions from three early-stage founders about expanding their customer base.Today we meet James, who recycles water bottles into one of the most sustainable plastics on the market. Then Valerie, a leathercrafter with a co-op of artisans born from a strike against Etsy. And finally, Elsie, who accidentally invented a pet hair remover while cleaning her dog's muddy pawprints.If you'd like to be featured on a future Advice Line episode, leave us a one minute message that tells us about your business and a specific question you'd like answered. Send a voice memo to hibt@id.wondery.com or call 1-800-433-1298.And check out Clif Bar's founding story from Gary's first appearance on the show in 2016.This episode was produced by Sam Paulson with music by Ramtin Arablouei. It was edited by John Isabella. Our audio engineer was James Willetts.You can follow HIBT on X & Instagram, email us at hibt@id.wondery.com, and sign up for Guy's free newsletter at guyraz.com.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

"Living with purpose and humor creates a ‘lifewish'—celebrating every day and, if you're lucky enough to climb high, bringing someone along with you.”

Join us for the fifth session of our Soil Conversations series, featuring a compelling discussion with Hunter Lovins, renowned environmentalist, author, and champion of sustainable development. This session promises to delve into the intricate relationships between soil health, climate resilience, and sustainable agriculture. Lovins will share her wealth of knowledge on how nurturing our soil can lead to a regenerative future, offering insights drawn from her extensive experience and pioneering work in the field.In this conversation, we will explore practical strategies for improving soil health and enhancing ecosystem services. Lovins will discuss the role of innovative agricultural practices, such as agroforestry and holistic management, in building resilient food systems. Participants will gain a deeper understanding of how healthy soils contribute to carbon sequestration, water retention, and biodiversity, and how these benefits can be realized on both local and global scales.This session is an invaluable opportunity to hear from one of the leading voices in sustainability and to engage in a dialogue about the future of our soils. Hunter Lovins' unique perspective, grounded in decades of activism and research, will provide a rich context for understanding the critical importance of soil stewardship in addressing the pressing environmental challenges of our time.L. Hunter Lovins is President of Natural Capitalism Solutions. NCS helps companies, communities and countries implement more regenerative practices profitably.  A professor of sustainable business management at Fordham University, Hunter teaches entrepreneuring and coaches social enterprises around the world. A Managing Partner of NOW Partners, she is also a board member of Aquion and several non-profits. Hunter has worked in energy, regenerative agriculture, climate policy, sustainable development and resilience for 55 years.A consultant to industries including International Finance Corporation, Unilever, Walmart, the United Nations and Royal Dutch Shell, as well as sustainability champions Interface, Patagonia and Clif Bar, Hunter has briefed heads of state, the UN, and the US Congress, leaders of the numerous local governments, the Pentagon, and officials in 30 countries. Author of 17 books – including the recently released A Finer Future: Creating an Economy in Service to Life, which won a Nautilus Award – Hunter has won dozens of awards, including the European Sustainability Pioneer award and the Right Livelihood Award. Time Magazine recognized her as a Millennium Hero for the Planet, and Newsweek called her the Green Business Icon. Support the show

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Did Mondelez International “swallow a grenade” 3.5 years ago…or has its most significant UK investment since the hostile takeover of Cadbury seen explosively positive results? Being a protein bar company in the summer of 2019 was arguably one of the most valuable things you could be in the growing functional food space…and Mondelez got the party started by announcing it was purchasing a majority stake in refrigerated protein bar brand Perfect Bar in June 2019. Then, two months later…The Simply Good Foods Company acquired Quest Nutrition and The Hershey Company acquired ONE Brands (maker of the ONE bar). Yet, the world was about to drastically change…and just as suddenly the value propositions of protein bars would no longer make them the “fun person” at the convenient nutrition party. With the bar format of convenient nutrition being strongly tied to consumer mobility, the “Great Shutdown” caused a sharp decline in consumption. And the categorical struggles continued into the next year, as restrictive living situations (and work-from-home adjustments) became normal, along with the fact that most “health and fitness” and weight management goals weren't prioritized by a lot of consumers during that period. Though, many of us industry strategists looked past the near-term categorical struggles and pointed to the fact that underlying drivers (feeding long-term secular trends) were unchanged, and the inevitable reorientation of consumer behaviors would continue to support growth within the bar format of convenient nutrition. And it seems that Mondelez International was also aligned with that in March 2021, as they acquired a majority stake in Grenade, a UK-based sports nutrition brand that was best known for its protein bar Carb Killa, reportedly valuing it at $277 million. Now…I didn't have a problem with Mondelez doubling down on the nutrition and protein bar segment, as I've been this broken record over many years stating that consumers are moving closer towards this four-way intersection of taste, convenience, nutrition, and functionality. My issue is more around the valuation paid by Mondelez…considering just how different the marketplace was in March 2021 (compared to the summer of 2019). Regardless, even as the bar format of convenient nutrition continued to bounce back slower than consensus expectations, Mondelez “tripled down” on its strategy to reshape its snacking portfolio by announcing it would acquire CLIF Bar in June 2022. But in terms of operational performance, Grenade did a relatively excellent job against the still weak categorical backdrop of 2021 and 2022. But in 2023, Grenade had an outstanding year…growing its net sales 56.5% YoY to around $120 million. So, what happened? In January 2023, Grenade Oreo protein bar was born...quickly becoming the top-selling protein bar in the UK market. But despite Grenade currently being a revenue “rounding error” impact to Mondelez, I'd assume Mondelez CEO Dirk Van de Put has keenly recognized the under-the-radar long-term potential in Grenade. And since Mondelez International wants to own substantial market share within the protein snacking space...don't get caught letting short-term ROI financial metrics cloud your vision because Grenade has a lot of explosive growth opportunities ahead. FOLLOW ME ON MY SOCIAL MEDIA ACCOUNTS ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LINKEDIN⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YOUTUBE⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TWITTER⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠INSTAGRAM⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠FACEBOOK⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ --- Support this podcast: https://podcasters.spotify.com/pod/show/joshua-schall/support

Hi Guys! Welcome back to What's On Your Mind! Today, I sat down with Chef Palak Patel, to talk about how she was able to break barriers and achieve her dreams. Born and raised in India and trained at the Institute of Culinary Education, Palak is the author of a new plant-based cookbook called ⁠"Food Is Love: Plant-based Indian Inspired Recipes To Feel Joy and Connection,⁠” published by HarperCollins (Harvest).  She's a classically trained chef, restaurateur, and winner of Food Network's famed Chopped and Beat Bobby Flay. She was also a finalist on Food Network Star season 14.  Palak hosted a digital series called⁠ The Diwali Menu on Food Network Digital⁠ and appeared as a guest judge on the network's competition series, ⁠Money Hungry⁠.  A TEDx speaker and chef at the ⁠Institute of Culinary Education⁠, Palak has partnered with many high-profile brands like BMW, Well+Good, Clif Bar, Barclays, Microsoft, Ulta Beauty, Whole Foods, and Hello Fresh. She's made on-camera appearances on the ⁠TODAY Show⁠, Food52 digital, and Good Day Atlanta. Chef Patel was featured in an article entitled “The Women Of The Restaurant Industry Speak Out About Their Pandemic Experience” in ⁠Forbes⁠. She was also featured in ⁠Huffington Post⁠, People, Women's Health, ⁠Thrive Global⁠, Mashable, Epicurious, ⁠Bon Appetit⁠ and more. enjoy!!

How does a 156-year-old business continually evolve to meet the needs and palates of modern consumers? It's a question that Amy Guittard, the CMO and fifth-generation owner of Guittard Chocolate, often thinks about. Based in the Bay Area, Guittard is a family-owned and operated chocolate company founded in 1868. Guittard's primary business is as a supplier of premium chocolate to some of the world's most recognizable candy and sweets brands along with large and independent bakeries. Guittard also markets a consumer brand and sells baking chips, chocolate bars and cocoa powder. Following a six-year career at Clif Bar, Amy joined Guittard in 2012 and has led brand strategy, building and refining the company's platform initiatives. She's also played a key role in its innovation strategy, supporting the development of products that have enhanced the offerings of Guittard's business customers.  In this episode, Amy speaks about the duality of her role as both a steward and agent of change for Guittard, the challenge of competing with both small, artisanal brands and large conglomerates, how she helped the company navigate a major threat to its core business and how she thinks about creating more affordable and accessible products for consumers. Show notes: 0:35: Amy Guittard, CMO, Guittard Chocolate - Amy and Taste Radio editor Ray Latif talk about their respective experiences visiting Fancy Food Show conventions as children before she shares a brief history of Guittard Chocolate. Amy also explains Guittard's emphasis on business-to-business sales, how an “evolution of artistry” helps customers create better products and why she describes the company as being “the smallest of the big guys and the biggest of the small guys.” She also discusses Guittard's leadership structure and how it benefits innovation and business development, her path from Clif Bar to CMO of her family's business and how the arrival of Scharffen Berger in the U.S. kickstarted a significant pivot and the need for transparency among company employees. Brands in this episode: Guittard Chocolate, Clif Bar, Scharffen Berger

Hi Guys! Welcome back to What's On Your Mind! Today, I sat down with Chef Palak Patel, to talk about how she was able to break barriers and achieve her dreams. Born and raised in India and trained at the Institute of Culinary Education, Palak is the author of a new plant-based cookbook called "Food Is Love: Plant-based Indian Inspired Recipes To Feel Joy and Connection,” published by HarperCollins (Harvest).  She's a classically trained chef, restaurateur, and winner of Food Network's famed Chopped and Beat Bobby Flay. She was also a finalist on Food Network Star season 14.  Palak hosted a digital series called The Diwali Menu on Food Network Digital and appeared as a guest judge on the network's competition series, Money Hungry.  A TEDx speaker and chef at the Institute of Culinary Education, Palak has partnered with many high-profile brands like BMW, Well+Good, Clif Bar, Barclays, Microsoft, Ulta Beauty, Whole Foods, and Hello Fresh. She's made on-camera appearances on the TODAY Show, Food52 digital, and Good Day Atlanta. Chef Patel was featured in an article entitled “The Women Of The Restaurant Industry Speak Out About Their Pandemic Experience” in Forbes. She was also featured in Huffington Post, People, Women's Health, Thrive Global, Mashable, Epicurious, Bon Appetit and more.

Evan and his wife discovered Orthodoxy in 2008 and soon established Otherworldly Productions, a video production company specializing in quirky commercials (Adidas, Clif Bar). Now, they're focused on Facing Phantoms, a feature-length documentary on the beauty of Orthodoxy.

Evan and his wife discovered Orthodoxy in 2008 and soon established Otherworldly Productions, a video production company specializing in quirky commercials (Adidas, Clif Bar). Now, they're focused on Facing Phantoms, a feature-length documentary on the beauty of Orthodoxy.

NICK'S BIO Between growing up in a northern England rural town to leading global insights and analytics for one of the most successful consumer products companies in the world – a lot happens. This is the case for Nick Graham, a remarkable student of human behavior, societal trends and consumer taste. Nick studied History & French at Oxford University which somehow led him to start a career in the world of marketing, first as an advertising planner at GCI Media then InterPublic Group, pivoting later to brand & innovation strategy at Clear, the M&C Saatchi's strategy division. That foundation led him to spend almost 10 years at PepsiCo where he led insights and analytics for the company's global beverages business followed by running insights & analytics for the US business unit of the consumer products giant. He oversaw the reinvention and redesign of the Pepsi brand as well as the company's strategic shift to new categories like sparkling water (Bubly with $100 million in 1st year sales), energy drinks (Rockstar), protein/sports drinks (Muscle Milk), coffee & tea (Starbucks partnership). He is currently Senior Vice President and Global Head of Insights & Analytics at Mondelez International (“Snacking Made Right”). The company's brands include Oreos, Chips Ahoy, Clif Bar,  Wheat Thins, Cadbury, Milka and Ritz Crackers. His focus, a big one:  transforming the function, integrating data science, AI and behavioral economics to help the business understand the shifts the company needs to make to meet future consumer demand.  We talk about marketing, brands, human behavior, innovation, artificial intelligence and the fact that humans innately try to achieve balance in life - including the spectrum of what we consume to nourish ourselves. There is a place for kale salads and probiotics as well as the indulgence and satisfaction that comes with opening an Oreo cookie, licking the frosty cream and chomping on the chocolaty cookie goodness - a source of much debate around the world. NICK RELATED LINKS Profile LI Snacking is King - Fortune Gen Z Trends - Yahoo The Path - Ipsos GENERAL INFO| TOP OF THE GAME: Official website: https://topofthegame-thepod.com/ RSS Feed: https://feed.podbean.com/topofthegame-thepod/feed.xml Hosting service show website: https://topofthegame-thepod.podbean.com/ Javier's LinkTree: https://linktr.ee/javiersaade  SUPPORT & CONNECT: LinkedIn: https://www.linkedin.com/showcase/96934564 Facebook: https://www.facebook.com/profile.php?id=61551086203755 Twitter: https://twitter.com/TOPOFGAMEpod Subscribe on Podbean: https://www.podbean.com/site/podcatcher/index/blog/vLKLE1SKjf6G Email us: info@topofthegame-thepod.com   THANK YOU FOR LISTENING – AVAILABLE ON ALL MAJOR PLATFORMS

Kit Crawford and Gary Erickson, who sold their energy bar company for nearly $3 billion in 2022, have already donated to over 1,000 nonprofits including one helping Somali refugees and another that works to keep Alaska's waters clear for fish. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Clif Bar founder Gary Erickson joins Guy on the Advice Line, where they answer questions from three early-stage founders about expanding their customer base.Today we meet James, who recycles water bottles into one of the most sustainable plastics on the market. Then Valerie, a leathercrafter with a co-op of artisans born from a strike against Etsy. And finally, Elsie, who accidentally invented a pet hair remover while cleaning her dog's muddy pawprints.If you'd like to be featured on a future Advice Line episode, leave us a one minute message that tells us about your business and a specific question you'd like answered. Send a voice memo to hibt@id.wondery.com or call 1-800-433-1298.And check out Clif Bar's founding story from Gary's first appearance on the show in 2016.This episode was produced by Sam Paulson with music by Ramtin Arablouei. It was edited by John Isabella. Our audio engineer was James Willetts.You can follow HIBT on X & Instagram, email us at hibt@id.wondery.com, and sign up for Guy's free newsletter at guyraz.com.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this video interview, happiness expert Dr. Gillian Mandich discusses the state of happiness in today's world. She is a scientist on a mission to help people live their happiest life. Mandich is a published researcher; two-time TEDx speaker; the founder of The International Happiness Institute of Health Science Research; and you can often find her in the media on shows such as The Social, Marilyn Denis, Breakfast Television, and The Morning Show. I use the latest evidence-based health information and science to help people live happy, healthy lives. My PhD is from Western University in Health Science, specializing in Health Promotion. I am a top-rated keynote speaker and I appear regularly as the resident Happiness Expert on The Social and Breakfast Television. I've also appeared on ABC7 New York, Global TV, CP24, CityLine, City News Toronto, Your Morning, CTV Toronto, Rogers TV, and CTV London. My academic work has been published in The Canadian Journal of Diabetes, The Journal of Sport and Exercise Psychology, The International Journal of Environmental Research and Public Health, The Canadian Journal of Community Mental Health, The Canadian Journal of Dietetic Practice and Research, and Health Science Inquiry. I've presented at academic conferences such as The World Diabetes Congress; International Society of Behavioral Nutrition and Physical Activity; The 2nd, 3rd, and 4th National Obesity Summits; The Canadian Public Health Association; Canadian Diabetes Association; International Congress of Dietetics; and The Public Health in Action Symposium. My work has been published in The Huffington Post, Chatelaine, Oxygen Magazine, Clean Eating Magazine, MindBodyGreen, Inside Fitness, Sweat Equity, and STRONG Fitness Magazine. I work with brands including Reebok, CLIF Bar, and Clean Eating. I've been featured on QVC, HSN, Today's Shopping Choice, Virgin Radio, The Gazette, The Ottawa Business Journal, Alive Magazine, and The London Free Press. I've spoken at events including The CanFitPro World Fitness Expo, The Green Living Show, Women In Wellness, The Total Mom Show, The Allied Beauty Association Revel In Beauty Show, The Archangel Show, Girl Power in Play Symposium, Women Who Influence, Health Hustlers, Pint of Science, and the Strong Women Summit. Mario Toneguzzi is Managing Editor of Canada's Podcast. He has more than 40 years of experience as a daily newspaper writer, columnist, and editor. He was named in 2021 as one of the Top 10 Business Journalists in the World by PR News – the only Canadian to make the list. He was also named by RETHINK to its global list of Top Retail Experts 2024. About Us Canada's Podcast is the number one podcast in Canada for entrepreneurs and business owners. Established in 2016, the podcast network has interviewed over 600 Canadian entrepreneurs from coast-to-coast. With hosts in each province, entrepreneurs have a local and national format to tell their stories, talk about their journey and provide inspiration for anyone starting their entrepreneurial journey and well- established founders. The commitment to a grass roots approach has built a loyal audience on all our social channels and YouTube – 500,000+ lifetime YouTube views, 200,000 + audio downloads, 35,000 + average monthly social impressions, 10,000 + engaged social followers and 35,000 newsletter subscribers. Canada's Podcast is proud to provide a local, national and international presence for Canadian entrepreneurs to build their brand and tell their story #business Canada's Number One Podcast for Entrepreneurs #entrepreneurs #entrepreneurship #Happiness #MentalHealth #smallbusiness

Amber speaks with cyclocross icon, mountain bike champion, and five-time Olympian Katerina Nash. In this conversation, they discuss how sport helped her navigate life-altering loss, what has kept her inspired and humble over a nearly 30-year career in professional sport, and her historic role with cycling's international governing body. She shares about the crucial role community has played in both her personal and professional resilience, how she manages self doubt, how to redefine success through evolving goals, her advice asking for support, and how she turns personal adversity into a force for good. Tune in for an empowering conversation that celebrates resilience, community, and the transformative power of sport! Don't miss an episode! Listen, subscribe, and leave us a 5-star review!  Got questions or feedback for the show? Let us hear it: https://bit.ly/beagoodwheelpod Get the latest news, exclusive content, and more by signing up for our newsletter: https://bit.ly/beagoodwheelnews Mentioned in this episode: Clif Family Foundation: https://cliffamilyfoundation.org/ Katerina's sponsors: Specialized, Clif Bar, Velocio, Fox, Shimano, Maxxis Tires, Stans NoTubes, Enduro Bearings, Race Face, Easton, Garmin Cycling, Oakley, Crankbrothers Support the show: - Subscribe on Ko-fi to get bonus episodes, merch, and more: https://ko-fi.com/beagoodwheel  - Become a Patron to get bonus episodes, merch, and more:: https://www.patreon.com/BeAGoodWheel  - Get official gear: https://beagoodwheel.shop/  Follow us: - Join our community: https://beagoodwheel.com/community  - Follow us on Instagram: https://www.instagram.com/beagoodwheel/

As we enter February and celebrate Black History Month with our Food Biz Wiz community, we are excited to revisit this episode with CPG industry veteran Sheryl O’Loughlin on how we can cultivate an inclusive CPG industry that supports Black futures and represents all of us! Sheryl is the co-founder of the JEDI (justice, equity, diversity and inclusion) Collaborative, the Women on Boards Project, former CEO of REBBL and Clif Bar and Company, and co-founder and former CEO Plum Organics. In this episode, you’ll hear Sheryl and Alli discuss… Why prioritizing just, equitable, and inclusive practices is critical to our industry What brands might be able to expect in their journey to becoming a brand that supports anti-racism, equity, and inclusivity How Jedi Collaborative's work can support YOUR brand’s particular JEDI journey And why these journeys are STILL important for brands who have small teams! This episode is packed with important insights and we’d love to hear your takeaways. Connect with us through our Instagram or LinkedIn, which are both linked in our full show notes here. You can also find all the links mentioned in the episode there, too! This episode is sponsored by our Retail Ready® Masterclass! As we put the first month of 2024 behind us, we want to make sure that the rest of your Q1 is armed with actionable tips from Alli on how to increase YOUR sales. Check out our Masterclass for these tips, plus hear more about joining us in Retail Ready®. Click here to sign up for a time to watch our Masterclass!

Teddi Dean Bennett, a Mindfulness and Yoga Teacher with roots in Southern California's surf and skateboard culture, transitioned from an extensive skateboarding career to a deep exploration of spirituality. Trained by Jason Crandell, he developed a profound appreciation for the Dharma and the teachings of the Buddha, culminating in unique experiences like taking the Bodhisattva Vow and the Yamataka Initiation with the Dali Lama. Currently leading the Mindfulness component at the Modern Elder Academy in Southern Baja, Mexico, Teddi combines ancient wisdom traditions with a down-to-earth approach, making them accessible and practical for everyone. Described as heartfelt and fun, his classes at MEA and workshops for companies like Clifbar reflect his ability to integrate spirituality into modern culture, encouraging individuals to trust their wisdom and intuition. Website: https://www.teddidean.com/ Instagram: https://www.teddidean.com/ Linkedin: --- Send in a voice message: https://podcasters.spotify.com/pod/show/carlpaoli/message Support this podcast: https://podcasters.spotify.com/pod/show/carlpaoli/support

Episode 43! Sarah arrived back in Australia from her Light to Light adventure a few weeks ago so Sarah and Kristen took the opportunity to check in and debrief on her 675KM run from the most southerly point of Scotland at the Mull of Galloway Lighthouse, north to the most northerly point of the Outer Hebrides at the lighthouse at the Butt of Lewis.  If you don't know about Sarah's self-mapped and self-named adventure, "Light to Light", skip back to Epsiode 35, Episode 37 and Episode 42 where we talked through the mission from the time Sarah committed back in January of this year, with progress updates along the way. Otherwise, tune in here to hear all about how the adventure went down. We cover the journey along the way across dedicated trail networks; the physical and mental challenges; the experience of designing and running your own adventure outside of a dedicated event, plus other stuff not previously shared via Instagram! Thanks to everyone for their support in Light to Light including lululemon, Nemo Equipment, OMM, Smartwool Socks, CLIF Bar and the Gutsy Girls Adventure Film Festival.  Sarah's run was in support of Free to Run -  you can visit her fundraising page here. Thanks to everyone for your generous donations for this incredible cause. The short film FREE TO RUN about the NGO and its founder, Stephanie Case, is available on YouTube here. You can check out images of the adventure via Sarah's instagram: @allthegearnaeidea If you are keen to help keep the lights on for this podcast, you can support us on Patreon, or you can leave a review on whatever platform you listen to podcasts on like Apple or Spotify. We appreciate the support of all of our listeners! 

Episode 42! A third and final pre mission check in with Sarah a week before she heads off to start her 700KMish Scotland end-to-end mission on 21 August. For more context, you can hop back to Episode 36, when Sarah set this intention in January and Episode 37 for a May update.  We cover off a general update including: the final name for the project, "Light to Light" how training has been going a fundraising update - fundraising for Free to Run; you can donate via the link here support received - including from Converge Marketing; becoming a lululemon Run Ambassador; being the recipient of the Gutsy Girls Adventure Film Festival fundraiser; gear support from Nemo Equipment and Smartwool and O.M.M. in addition to nutrition support from CLIF Bar.  Plus featuring on the We Are Explorers podcast: "This explorer draws the gear she reviews" storytelling and the bigger picture You'll be able to follow the adventure via Sarah's instagram: @allthegearnaeidea If you are keen to help keep the lights on for this podcast, you can support us on Patreon, or you can leave a review on whatever platform you listen to podcasts on like Apple or Spotify. We appreciate the support of all of our listeners! 

Amy Guittard's great-great-grandfather Etienne Guittard started his company in 1868, when he came from France during the California Gold rush and realized that he had more luck trading chocolate than he would mining for gold. Decades later, Amy joined the company after working for Clif Bar and has now been working at her family company for what feels like forever, carrying on the ethos and beliefs of Guittard that were instilled in her since she was a young girl.   On this episode, Amy shares what it's like to be in a fifth-generation family-owned business, what to look for in good quality chocolate when you're shopping online or at the grocery store, different types of chocolate and what they're best for, and some of her most beloved, cannot-live-without Guittard products and recipes.     Resources: Follow the Guittard Chocolate Company on Instagram Shop Guittard Chocolates online Order Amy's Cookbook the Guittard Chocolate Cookbook Follow Female Foodie on Instagram

Description: This SHINE podcast interview is with my friend, colleague, and Chief People Officer Siminia Simion.  In this interview, Siminia and I speak about a few very important themes. First we speak about how we can increase our conscious “inner game” skills to be skillful in asking for what we desire and negotiate anything.  We talk about how we can embody skills of empathy and humility to be compassionate leaders during hiring and layoffs.  I use a powerful coaching framework to guide Siminia in how to ask for more in a future negotiation.  Lastly, we share important topics of what you can negotiate for in the initial interview and offer stages of a professional role. This inspiring episode will empower you to own your worth, identify and ask for the tangible and intangible needs you deserve.  Episode Links: Simina Simion Ask for More Book by Alexandra Carter How to Ask for a Raise SHINE Links: Thank you for listening. Want to build a high trust, innovative, and inclusive culture at work? Sign up for our newsletter and get the free handout and be alerted to more inspiring Shine episodes  Building Trust Free Gift Carley Links: LinkedIn Consultation Call with Carley Book Carley for Speaking Leading from Wholeness Learning & Developmen Carley's Book  Executive Coaching with Carley   Well Being Resources:  Inner Game Meditations Inner Game Leadership Assessment   Social:  LinkedIn  Instagram Website  Shine Podcast Page    Imperfect Shownotes Hi, welcome to the shine podcast. My name is Carley Hauck. I'm your host, this is the fifth season of the shine podcast. I started the shine podcast as a way of doing research for my book on conscious leadership in business. And you will find interviews with scientists, researchers and business leaders on the intersection of conscious inclusive leadership, the recipe for high performing teams and awareness practices. My book debuted in 2021 Shine ignite your inner game of conscious leadership and was voted one of the best books to read in 2022. By mindful magazine, I facilitate two episodes a month of the shine podcast.    And before I tell you about the topic for today, please go over to Apple podcasts or your favorite podcast carrier and hit the subscribe button so you don't miss any future episodes. The focus of this season is on the essentials for wellbeing. And that encompasses the intersection of our personal well being the collective well being of our workplace, and how that fosters and nurtures the planet's well being they are all connected. I focus on well being this season, because I really want to crack the code and inspire folks to prioritize their individual well being and therefore that will transcend into the collective and the planet's well being.    And I have developed a inner game leadership assessment that I gave out to 100 different leaders last year. And the leadership assessment is based on the framework of the inner game, which is what we're cultivating on the inside to be conscious leaders. And it shows up on the outside when we cultivated the certain qualities. And two of the nine leadership competencies that were lowest from the sample of 100 leaders were psychological and physical well being. Therefore, that is why we are focusing on well being and if you're curious about where your strengths and gaps are, around the qualities to become a conscious leader, you can take the assessment and find out your score for free. I recently opened to the assessment tool to the public and the link will be in the show notes.    Now on to our episode. I am so excited to have this conversation about how to ask for more. And really wonderful practical tips for negotiation. Samina. Thank you so much for being here. Arlie thank you so much for having me. I'm excited to chat with you today. Well introduce yourself to all of these wonderful listeners.   So my name is Amina I, I am a mom, I'm a wife. I am a people leader in the tech world. And I'm also an immigrant. And I came to this country about 13 years ago with big dreams and a passion to add value. And here I am today hopefully being hopeful that I've learned a lot and I grew a lot as a person and as a leader.   Thank you and what country did you emigrate from?   I was born in Romania.   Mm hmm. Lovely. Well, we connected because of the people tech Partners Group that I have been kind of Yeah, just immersed in the last year so many incredible people leaders in that group. And then I also found out that you were good friends with an pal who is another shining light leader in my life. So I'm again just really happy that we've been able to foster this new connection and relationship and I am going to just tee up the podcast a bit so folks know what we're going to be talking about.    So Samina and I are going to speak about some of her inner game conscious leadership qualities that have supported her to be the incredible chief people officer that she is. And we're going to talk a little bit more about what has been challenging for her as a CPO, especially given the current economy and the future of work climate. And then we're going to run through a negotiation conversation, that will be me being the coach. It's one of the wonderful hats that I wear. And then really working through a framework that is going to be something that you can apply to yourself, or to support somebody else as they're trying to figure out their negotiation terms for a new role. Or frankly, it could even be how do you negotiate buying a new house or car or a conversation with your partner? I mean, it's all clickable.    And then we're going to talk about what kinds of things can we negotiate for with roles at the beginning and even you know, when the offer has been given? And specifically, what should female executives be asking for Samina is also going to share some tips. And then at the very end, I will record this coaching framework that Sumeet and I are going to roleplay together so it's packed, it's going to be so great. And let's go ahead and start. So the intersection of this podcast really talks about conscious leadership, high performing teams awareness practices, Samina, I know you're a bit familiar with the framework of conscious leadership that I've developed, there's nine different qualities. And you have read my book. So what leadership quality do you feel is your strongest and which one is an opportunity for growth?   Great question. And I feel that resilience is one of my strongest qualities. And probably the second after that is empathy. And the third is humility. But I'll talk about resilience a little bit more. Yeah, it started from, you know, early age, when I realized that I needed to be courageous in order to grow. And I took a few steps, including the one to relocate into a completely new country and start from scratch my career, my community, and realized very early on, that is not always a smooth sailing. And you're going to experience turbulences, and I'm a big fan of Brene, brown, and I like to, to share this point of view with folks that I'm coaching and folks that I work with, you're not going to experience growth, if you're afraid of embracing the suck. And in order to experience that growth, it's it's worth knowing when it's too early, to move away from a situation. I'm a big believer, especially as a female executive, that there are different rules around when executives are departing, departing a company and a role. Ideally, you're never running away, when it's hard. Ideally, you, you stick to it, and you try to solve the problems that you're seeing in front of you and continue to add your value in terms. In times of turbulence, I think that's one of my main qualities. And the thing that helped me experience the most growth in my career, you're probably seen by looking at my profile that I like staying for a long period of time, especially in tech that rarely, a lot of people are staying for five, six years, I've experienced that at least once and experienced a couple of three years Steens in you, especially at a startup, you see a lot of changes. And those are great opportunities to learn and understand how a business is evolving and how you are evolving as a leader.    So that I would say that that's probably my my, my main superpower. And the second one that I care deeply about as a people leader and as a leader, as an as a leader in general is empathy is really trying to understand how others are feeling and what is their perspective, to be able to craft programs, Paulus's interventions that make sense, and they don't feel disconnected from the reality. The third one that I think it's a non negotiable, it's humility. It's it's humbleness, and humility. Knowing that you can do it all you it really takes a village to build something exceptional.    And you need to have the strength and self awareness to realize that you cannot be good at everything. And it's okay and highly recommended to hire and build teams around you with people who have the qualities that you don't or they're passionate about the things that you might be passionate but you might not have the superpowers to do them really, really well.    And that's what I've no Based on how I conduct myself and how I how I like to continue my path as a leader, thank you. To summarize, even though you did it so well yourself, out of the nine different ones, you have listed resilience, which the way you're describing it. And the way that I actually talked about in the book is a growth mindset. You know, how is this challenge for me? How is it a gift, what am I going to learn from it, and then empathy and humility and humility to your point is really about asking for support, you know, acknowledging your vulnerability that you don't know everything, and then asking people to come in and join you and, and help delegate those things that you don't know, so that you empower other people to step in and create this incredible culture. Thank you.   What about one that is an opportunity for growth, right now, I've thought about this for quite some time, and an opportunity for growth is carving out time, for my well being, there is a tendency to constantly prove the world that you can do more faster, better, smarter, but what I've learned on my own by experiencing, you know, sometimes challenging times is that if you don't recharge your batteries, you're not gonna go too far, I have a tendency to jump all in. And I had a tendency to really want to see results immediately prove value, as soon as possible. But what I've learned through hard lessons is that you can't control it all.    And even if you dedicate yourself 150%, to something, there are so many variables at play, there is no guarantee that just by working hard and doing all the right things, and being always on something that's gonna be successful. As we evolve and grow as human beings, our identity is becoming a well rounded identity, you're not only the professional who works in tech, you're the man who you know, educates and takes care of other human being and how they're going to behave in this world, you're a partner to someone you are a daughter, into someone, a member of the community, there are so many opportunities to give back and add value, the way you see yourself and define yourself should not come only from one angle.    So with that in mind, while I will always want to excel in what I do, I'm also becoming more and more aware of the multiple roles that I'm assuming in this world and how I'm showing up in all of them. Because it has to be a balance, it has to be a work life integration, it has to be moments when you give more on one side, and when you give more on the other side, depending on what's happening in life. And that's what I'm trying to transition into and feel good about the fact that you're not always going to be your best self or on your best foot on on your top game, depending on what's happening in life. And that's okay.   I hear you are nourishing the well. So that you have what you need to then bring your best is a growth opportunity. And so that actually goes into the next question that I was going to ask that I know you and I have talked about, you know, off the record, which is one of the bigger challenges I think that people like yourself in your role have been navigating with the current economy and future of work is there have been a lot of layoffs. And so, being that you're a leader that leads from love that has a lot of empathy.    How have you navigated in your career, how to really send people off with care and compassion, because I've talked to lots of folks and leaders and people that have been the ones that have, you know, delivered it and have been on the receiving end, and it's typically not done with a lot of consciousness, but I know that you do it differently. So share a little more on that. How are you taking care of yourself and then being able to take care of these people in the most graceful kind way that you can under the circumstances, right?    Yeah, no, and I'll start with the beginning. As a leader, you always join the company thinking about how the company is going to grow, how to build the businesses gonna succeed, how the great people you have on board are going to grow in their careers and grow as as professionals and as human beings and Then something happens. And it, especially in the last few months, or in the last few years, if we think about the pandemic, where things are not going, according to the plan, no matter how hard everyone is trying, the economy is turbulent there are headwinds in the market. And sometimes you need to make very hard decisions.    And some of those hard decisions involve cutting people cutting jobs. And throughout my career, and I've been doing HR for more than 15 years internationally. In Europe, in the US, I work with companies based in in Asia, I found that no matter how much exposure to situations like this, you have as a people leader, if you lead from a point of love, and care and empathy, it's going to be very hard to not be emotionally impacted by something like this. I remember the first layoff that I had to do in the US it's happening, at least in my career, it happened more often after I relocated to the US, and I started to be a people leader. And I remember thinking about how these people have houses, they need to pay for the houses, they have children, they have family members, they need to take care of, they need to put food on the food on the table, they need to pay their bills, and I was thinking, wow, losing your job is one of the most dramatic, traumatic experiences someone can have.    And the fact that the company is not growing fast enough, or it doesn't optimize stores profitability fast enough, or it needs to look better on paper for whatever is going to happen next, it doesn't make the impact of these decisions, less stressful for the people on the receiving end. So as a people leader, I've always thought about if I would be in these people's shoes, and by the way it can happen at any point in anyone's careers, what would be my preference in how I would like to be treated? What will mean to me that I'm being laid off with respect, where I still keep at least some of my self esteem, that I've built throughout the years in my career, in what will help me land in the best possible way on my feet, right?    And I thought about it. And I talked to people that was questions, who were let go senior professionals, folks in the beginning of their careers. And I looked at the data on how much savings people have in the US if something like this happens. And the reality is that not a lot of people have a lot of savings to count on. And I really try to think about a couple of things, one, from an economical perspective, what is a decent package that's going to help people land on their feet, given that it takes between three to five months to find a job.    Yet, it seems like in Dec is around three months, even now with distributed market, because a lot of new jobs are being created. So that's one variable that went into the model. The second one was one, the economical terms are being approved. And there is some, you know, safety net for at least two or three months, and there is health insurance on the table as well. Because unfortunately, America is a country that does not offer that by default, and you have to pay for it. And it's quite expensive. Then I went into how do we communicate? How do we communicate with care with empathy? How do we make sure that everyone feels that they're still respected on their way out, even though we need to share some pretty terrible news?    How can we make sure we partner with the employees who are being terminated to equip them with the skills that they need to apply for unemployment to revamp their resumes to prep for the interview, it's really hard to have your confidence that after being laid off, and we're talking in this market about multiple rounds of layoffs, I have friends and people who are very close to me and my family who got laid off multiple times, once in COVID, one or two times now, that takes a toll on self esteem, how you're showing up in the world. Let's not even go to negotiating an offer you're hoping to get over all you can even think about asking for more optimizing for the best possible result. Totally.    I'm always thinking about one, give them the package that it's going to provide a softer landing, landing to make sure they have health insurance. Three, make sure you communicate with empathy and care for prep them for what they need to do ideally in the first week or month after a layoff make sure people are equipped on how to get their benefits back on employment, how to claim Cobra and then really help rebuild that confidence by looking at the resumes the LinkedIn profile, practicing interviewing, introduced introducing people of two companies looking for great talent so that everyone can, as quickly as possible get back on their feet. It's a traumatic experience. And if as leaders, we don't do it with a lot of care, it's going to backfire. And it's not going to help one the company is not going to help the brand is not going to help help the leaders attract new team members, when when the market gets better, is not going to help the society in general,   To bring myself into the mix of this, I started interviewing and applying for internal director and VP roles and learning and development in 2020. And it is now 2023, there were two offers and 2020. They were rescinded because of layoffs. So for me being that I'm still in it, still interviewing, still applying some of what I've experienced is that there are 1000 people to the one role that I'm applying for, I had a job tell me an employer rather tell me that they had 4000 plus 4000 people applied to the role that I applied for.    And so, you know, depending on your industry, because there's not a lot of learning and development people even though they are so we need to equip leaders with the right tools to lead the organization. But it, it's trying, so I, you know, I can definitely relate, and I think some of your tips are really helpful. So let's move into our negotiation conversation. Let's pretend that you are getting ready to have a conversation because you've been given an offer. And I'm going to wear the hat of coach and this is a framework that you can apply to any negotiation that you're having. But I'm just gonna tee it up. So Samina, it's so great to see you. I'm so excited for you that you have this new offer that you're considering. And tell me a little bit about the context, what is the offer? What do you feel excited about? And then we'll go from there.   I'm very excited about the offer that I just received, because it's for a company that solves hard problems. I see the signs of really healthy culture. It seems that a company is financially stable, especially in this market, and they have enough runway. And it feels like there is product market fit and the company can continue to grow.    If if they execute according to the plan. So that excites me quite a bit because that means we can create more jobs, we can really scale or what we're offering to the market here in the US, potentially internationally. It's really creating the foundation for building something that is intentional, and it can scale intentionally, and really create that force multiplier in delivering business results. So that's what excites me. I'm also excited about the terms of the offer.   Let me let me just paraphrase quickly what I heard you say. So I hear that you're very excited about this offer for a few reasons. One, it's a company that is solving hard problems. And I hear that that is really motivating for you you want to work for a purpose driven organization, I also hear that there is a healthy culture on the inside. So the leaders that are leading it are conscious, and you want to work with that type of leadership, and be able to really contribute. I also hear that they have a runway that allows them to be able to be secure, you know, financially stable in this economy in this market. And therefore you can scale intentionally did I miss anything you did not spot on.   And you were about to elaborate a little bit more something else you feel excited about tell me and I feel excited about the economics of the offer because I find them being fair. And I'm saying fair for a reason. I care deeply about fair. Of course I care about optimizing a really good offer and really good terms but as a people leader, I'm also keeping an eye on internal equity among peers, making sure that you know while is the right type of offer for the valid right I bring it also that doesn't, you know break the stability internally because that's that's another problem then that can be created and It's pretty painful to solve for once it's there.    So I'm looking at a lot of the things and while you know the monetary aspect is important, and don't get me wrong is very important. And life is expensive right now, there are other elements of an offer that make it an absolute no brainer.  What I'm hearing is there's tangible needs, and there's intangible needs that would make this a yes. Like an absolute Yes. So what do you need that's tangible? And what do you need? It's intangible.   I think from a tangible perspective, you need to make sure that you're fairly compensated, you're compensated at the market. And now here, hopefully, it's going to be an easier conversation in the next few years, because of the pay Transparency Act. Really good progress, really good momentum is not a black box anymore. When you start applying and interviewing with companies, you kind of know, you know, where they are, what are the bands, so you know, is it for me, or if it's, or it's not, for me, for example, if you're in California, and you interview for a leadership role, and they pay you 100k, you're probably going to say this is not for me, I cannot afford to leave here, right? So that that simplifies the conversation quite a bit.    Now, every company is different, every company has a different philosophy in terms of pay, some companies are going to pay your 50th percentile, others are going to pay your 75th percentile, others are going to be more aggressive on the variable, others on the on the base, it different flavors, right. But at the end of the day, if it's fair, if it's market for the role, how much funding they have, if they're a private company, how much ARR they have done all of that, you kind of know where you are, and what ballpark.    Now the non tangible things are very important when it comes to the new reality after COVID. What kind of life do we want to have as people and as professionals? What is more valuable to me? Or what is the environment that really works for my life? And how I want to craft my life? Am I an in person, type of professional or I'm a remote type of professional? Do I value to have flexibility? Or do I value routine and being in the office every single day? Because that's the environment that that I'm thriving in? And that's how I build connections, and there is no right or wrong answer. I don't believe in one size fits all, I don't believe that only remote is the way to go. And I also don't believe that only in office is the way to go. I think there are different situations, different businesses, and particularities that are helping leaders make the decision if it's in office, or if it's hybrid, or if it's remote, right. But a lot of candidates have preferences.    And they've done it both ways. And people feel strongly about it still did seems like the opportunities are not as many as they used to be for the remote roles. And a lot of the companies are starting to bring people back to in office five days a week or hybrid. But if you ask in your negotiation come conversation about remote like how would you ask that very openly?   What is the what is the culture at Company X? What is the expectation right now? Do we have what is the policy? Right?   Do we think the policy is gonna change if it's going to change? Is there a framework in which the leadership is going to make the decision for example, I remember when we started COVID, at one of my previous companies, and I told people and I promise, I'm not going to promise the model is not going to change, I can't promise that I don't know how the world is going to evolve. I don't know what's going to be needed from a business perspective. But what I can promise is that I'm not going to surprise people with two weeks notice that up starting two weeks from now, we're going to be back in the office.    And I promised all the invoices that we're going to give them and each other a six month heads up to be able to adjust and change our lives accordingly to either adjust to the new reality that we are trying to create or to vote with our feet and say, this is probably not the right fit for me and where I am in life today. Therefore, it's probably better for me to depart the business.   Yeah, totally. I'm going to ask you two more coaching questions. And I know that this is probably going to be something we'll continue to talk about and something that I'd love for you to even journal about. But we're getting clear on what are the tangible what are the intangible needs? And then I want to ask, what is your concern? What What concerns do you have about this role? And then lastly, like what would make this an absolute yes for you? Should I start with the concerns? Yeah, let's go there.   Ah, Mmm hmm. That's such an interesting question. It really depends on the company and the stage of the company. So it's really hard to, to answer it without having a clear example in front of me, right? Talking about hypothetical businesses. But the examples are mostly around the opportunity in front of you, as a leader in front of me as a leader, in what skills are needed to nail that stage of growth, or turbulences, or whatever is happening in the company, I would be very interested in what is the next stage of growth after the current one? And do I have the potential to grow and scale with the company because I have a clear idea in my mind that I'm open to be challenged by other leaders in the industry that executives are a great fit for a particular stage of growth.    And after that, it needs to, you know, a little bit of a self assessment needs to happen to really ask yourself, am I the right leader for the next stage of growth in this company or not? And that takes a lot of courage and self awareness, to be able to, and humility to be able to have that conversation with yourself. But every time I'm looking at an opportunity I'm looking at, can I get can I grow and scale with the business? What if they grow really fast? Why did they grow Not so fast, and they experienced a lot of turbulence is how much resilience? Do I need to show? And at what point and right like, How much am I willing to be in that turbulent time? How long is it going to be right? I think that goes back to the psychological and physical well being the balance of it all. What are you saying? Yes, yes, exactly.   Exactly. And that's a good, that's a good internal conversation to have with yourself as a candidate, to really run towards something and not to run away from something. Yeah, I'm a big believer in when someone starts a new role, when you're looking at the non tangibles, and obviously, the tangibles as well. At the end of the day, to feel really good about the opportunity and to know deep down inside your soul that you're running towards something. Because if you're running towards something, no matter how hard it is, no matter how many turbulences you're going to experience, no matter how good of a fit, you are for the next three stages of growth, and maybe you're great for one or two, and you need to fire yourself before stage three, because the company needs a different type of leadership, you're going to do it with a lot more passion, if you don't find those connections.    And at the end of the day, being passionate about something, it's probably one of the strongest predictors. I've seen in my in my entire career journey. Now what can break a decision or what will make a decision a no brainer in someone in my role in my shoes, or in your shoes, it comes back to the chemistry between the leadership team or between you and your manager. There are so many flavors of the ice cream at this level, especially when it comes to leadership roles in everybody. All a lot of people got to leadership roles, because they've done great work in their careers. They accomplished a lot. They worked hard, they worked hard. I don't think at this level, it comes a lot to do you have the skills to do it. It's about how you do it. How do you how do you invite the other partners to your table so that you can make progress together? Influence and collaborate? I hear?    Yeah, I think it comes down to that. And it comes down to that chemistry between the people working together. So it sounds like you're getting really clear on the tangible and the intangible. And then also what I'm hearing is, what would make this a total? Yes, is the chemistry of the other leaders. So they're dating. Both ways. And in order to be ready to marry someone, both sides need to do their due date a few years.   Yes, but both sides need to do their due diligence and to make sure that why the moral compass of the other party to how they operate best when they are best on or when they are not at best. And you know, what kind of master sometimes shows up if they're stressed or under resource or you know, all sorts of things that can happen in organizations. Probably that's the most important factor that I'm taking into into consideration when saying yes, and going to the altar with with a new company.   Yeah, yeah. Thank you for sharing all of that. So in the last couple of minutes and I'll I'll share this framework of some of these questions that I asked semina at the end. So you want to listen all the way to the end. So you get those questions you can actually ask yourself, or you can ask another person that is also negotiating something important in their life. But what are some tips that you might give to anyone listening but especially to female executives? What can they start to negotiate in the initial interview stages?  And what can they negotiate that you would recommend? You know, during the offer,  and the early interview stages, I would clarify the tangibles. I would make sure I get as much clarity as I as I can around those aspects in the late stage of an interview the offer stage, I think it's time the industry to normalize the fact that executives meaning VPs and above should have some protection in place, right. We've seen rounds and rounds of layoffs. We've seen consolidations, we've seen a lot of headwinds, and turbulence is happening in the market. And it's still not common to see severance clauses as part of the all of the executive contracts.   Well, I live in California. And I don't know if this applies to executives, but California is an at will state. So they can they can let you go for any reason, even if you didn't do anything wrong. So that doesn't create a lot of security in me as someone that really wants to get married. If you want to be a prenup, yes. And also, if you want to be the executive who's gonna mention the unmentionable in the room who's gonna have the crucial conversation? So it's gonna challenge the status quo. You can't really have those if you're thinking well, do I have money to put food on the table for my kids? Do I have money to pay my mortgage or my rent, when I'm thinking about getting married with someone meaning in this case, starting a new job as a leader, there is a lot of risk on both sides, right?    The companies want to get it right. You want your leadership team, ideally, to encompass your core values to model the right behaviors to really drive the business forward. As a leader, you want to make sure that you're not going to be micromanage, you're gonna be respected for your opinion, and the expertise that you're bringing to the table, you also want to be able to challenge the status quo nicely, you're gonna require psychological safety, it's not just a check in the box, that's one of the very first things that I assess, and you got to build at the beginning. Totally.   So when you want to have psychological safety, but also move the needle forward, challenge the status quo, I find it hard to be able to address it and addressable. When you're thinking about, well, do I have money to provide food for my family to pay for the house to take care of the kids are other people you need to take care of as a as a as a human being, when that variable is taken care of.    And you know that no matter what happens, you're going to have a little bit of a softer landing, because it takes about six months on average to find your net next executive gig, the psychological safety that that relationship, and that pre negotiated contract creates for VPS. And above. It really benefits really beneficial for both parties involved in this, of course, the company is going to protect itself in a similar way. You you know you're going to assess performance, you're going to have OKRs, you're going to measure it if people are not hitting the goals, obviously, you're going to make the hard choices, and you're going to let people go but a found that it's easier to build that psychological safety. If there is clarity around if this doesn't work out. What are what are both parties getting out.   Right? What's Yeah, totally. What is our agreement? What is our agreement, having those hard conversations up front are so important. So that's what I'm hearing is a really big takeaway. That's what you can start to have in the interview process, like you're assessing for that. You know, what happens when things get messy? is psychological safety a check in the box or not? Can we have these hard conversations and people still want to be kind and collaborate? And then what are our agreements when things get messy, you know, which isn't doubtedly going to happen because we can't control so that's kind of what I'm hearing. Go ahead.    There's there's one good example of this work is the negotiation phase before you decide if it's a yes or if it's a no, that's providing a lot of insight into how the future relationship is going to be. How can you work together to solve a challenge and you're coming from On slightly different angles here, you're trying to meet somewhere in between. And are you approaching this? How are you having those crucial conversations without breaking the relationship by a fair fairness is a key value for you.    Yeah. Samina this was so helpful. I imagine it's going to be helpful for so many people not only just talking about how do we support people in layoffs kindly, but also how do we negotiate in a way that is really empowering ourselves and making sure that we're setting ourselves up for success? Thank you so much. And if there's anything else you want to leave our listeners Feel free, we will be linking your contact in the show notes. And if there's anything else you want me to send out, please let me know or share it with folks right now.   The only message I have for for people listening to the podcast is knowing their value and not being afraid to ask for what is fair. And what's their worth. It's doesn't come natural, it doesn't come naturally for if you're a woman in tech, if you're a female executive, if you're a minority, but it's the absolute right thing to do. And there are mentors out there. And I love mentoring people on how to do it gracefully, and change some of the practices in the industry. So thank you so much for having me, I love this conversation. And I hope we can meet again and continue our chat.   I love it, we will. I am loving this conversation.    And as we prepare for this podcast interview to come to a close, I'm going to leave you with three things that will really help you to embody the confidence to ask for what you desire, and what you deserve. And if we don't ask for it, we have no opportunity to receive it to receive it. So I'm going to break this down into three parts.    One, I'm going to lead by example, and make a bold request so that I can receive what I desire and what I'm deserving. And hopefully that will be an inspiration to you.    Number two, I'm going to share the coaching framework that I used with Samina to help her discern what was her negotiating power and and what were her concerns and what did she really want. This is something you can journal about for yourself, or you can utilize it with others to help them in their negotiations. And this can be applied to anything that you're negotiating for.    And then number three, I'm going to share what you can actually negotiate for in the new opportunity and professional path that you are seeking. Alright, you ready? Here we go. So I have had the great privilege and opportunity to serve some wonderful companies, leaders and teams in my business in the last decade. LinkedIn, Pixar, Clif Bar, Asana, capital, one Bank of the West, and then tech adventhealth, I am so grateful. And since 2020, I have known I wanted to join in an internal capacity in directing learning leadership team and org development. And it's been a crazy couple of years in the job market and in the world at large. And I am having some incredible conversations with folks right now exploring the right opportunity. But at the end of the day, it's all about the right fit.    And you might be asking, Why do I want this, I want this because I know that this path is where I can create the most influence and have the deepest positive impact with the internal people in the company and therefore, what the company is actually doing in the world. And I'm here to influence business to be a force for good in the world. So if you're an executive search or in the C suite, or you're working for a company where you just think Carly needs to be here we need Carly we need her wisdom and her passion and her skills. Then reach out to me I would love to know your challenges so I can help you can reach out to me on LinkedIn or you know just ping my website there's there's lots of links in the show notes and how to get in touch. If you also are aware of a role that is coming up that hasn't been posted, and you think you know I could help in a full time or fractional capacity reach out. I would love to help and love to have that conversation.    Number two, let's go over the negotiate Shin coaching framework that I use with Samina. Now, these are things that you can ask yourself, you can journal about, or you can actually roleplay this with another person. So first you want to share the context, what is the role? Or what is the thing that you are negotiating for? And then if you're doing this with another person, you want to summarize what you heard them say, summarizing what you heard them say, not what you think you heard them say, right? This allows people to feel heard and to feel seen. And we all want that. And then after you summarize that, you also want to say, Did I miss anything? And that gives them an A chance to elaborate or clarify, then you want to actually follow up with another question and you ask them, What do you need? What are the tangible and intangible needs?    And it might even be helpful to ask them, what would this look like if you had these needs met? Right? Because then, then the person might even recognize that they didn't need that, or they want something different? And then you would ask them, What are your concerns and asking for more, this is where the fear might come in. Or they recognize that there are parts of this role or parts of this opportunity, that aren't quite aligned. And then you would ask them, okay, so now that you've gotten clear, what's the next step? And as a coach, you always want to hold that person accountable to the next step. So you might say, how do we check in about this next step? Right?    Okay. So that's the coaching framework. And again, this can be applied to yourself, or to someone in your life. And then the next thing that is really going to be helpful for you, if you're exploring a new role is to understand what you can negotiate for in the interview. Ultimately, your satisfaction hinges less on getting the negotiation right and more on getting the job, right. So you want to really understand for who are your teammates? Who's your boss? What's the work life balance look like? How is this going to be a full guest for you?    So here's some things that you can negotiate for. So you want to ask about the remote policy in this company. And you heard Samina and I talked about that, you want to ask about whether there's bonus pay and equity. You want to know if there's matching money. So for example, maybe you've worked in other roles where you are accustomed to a 12% match, what is the match in this iteration? You want to know what the vacation policy is? Is it three to four weeks? Can it be reevaluated after the first week of service? Do you have the option to do any side work? If that's a passion, like maybe you have a podcast that you want to have outside of this scope and responsibility? You might want to ask for that. If you need to be in an office or in the same time zone?    Do they offer relocation pay? If professional development is important to you probably is especially if you're listening to this podcast, then how do they support you in your personal and professional development? What is the stipend for that? Is there a certification that you want or a conference that you'd really love to go to every year? Ask for all of us upfront? What's the health insurance coverage? Ask about travel, if you have to travel for work, whether it's domestically or internationally. We all know travel takes a toll on the body, mind and soul. So perhaps there's a negotiation upfront where you can say if I'm traveling to a different timezone or internationally, Can I tag on a couple of days where I can actually enjoy the city before I have to rush right back? Right?    Find out if there are any partial clauses for times of separation, where it is not your fault for the reason that they're having to let people go as mean and I were talking about earlier in the interview. And then you might also want to ask if there might be a retention bonus after the first year. And one of the questions I also really love to ask is how will I know that I'm being successful in this role, and that's not necessarily negotiation, but it is in a certain sense of what is expected of me in the first month in the first 60 days, 90 days, like really getting clear on that with the hiring manager with the senior people leaders.    The other thing that's a negotiation, qualifier for me is how much sponsorship are you getting from the senior people leaders because that's going to allow you to actually have more influence and be more successful.    Okay, those are some of the things that I think will be really helpful for you in navigating, asking for more. So how are you going to ask for more whether it's at work, or it's at home?  If you enjoyed this episode, please give me a five star review, share it with friends, family or colleagues on LinkedIn. We're all in this together and sharing is caring. I have some incredible interviews coming on in the podcast in 2023. So make sure you subscribe. And thank you so much for tuning in.

Corey Hord is currently employed with Mondelēz International (Oreo, Chip Ahoy!, Ritz, Sour Patch Kids, Swedish Fish, Clif Bar, and beyond) as an Operational Excellence professional implementing the company's integrated Lean Six Sigma program across the United States. Corey has over a decade of operations experience (Craft Brew Alliance, Anheuser-Busch, BJC HealthCare, Mondelēz International) with the bulk of his career in consumer packaged goods (CPG). Corey's education consists of a Master of Business Administration from Webster University and a Bachelor of Arts from the University of Kentucky. Outside his formal education, Corey holds a green belt certification in Lean Six Sigma, is a trained facilitator of LEGO® SERIOUS PLAY® and is a CrossFit® Level 1 trainer. Corey started his own consultancy in 2022 called The Methods Company where his mission is to solve problems with the world's best methodologies through workshops and consulting. Corey's trained facilitator credential with LEGO® SERIOUS PLAY® comes alongside his decade-plus experience with Lean and Six Sigma and Agile methodologies and is the makeup of his core disciplines offered through his consultancy.

This SHINE podcast interview is on the transformative power of sabbaticals for purpose and meaning with David Hanrahan. David and I speak about some very relevant topics for the future of conscious leadership and business, including his long and successful journey in people development, his own stand for well being and how his sabbatical last year helped him to come back with more engagement, more purpose, meaning in his work.   Episode Links:   The Transformative Power of Sabbaticals Sabbatical Project company database Sabbatical Sessions- MEA Deloitte Well Being Report David Hanrahan on LinkedIn   SHINE Links:   Thank you for listening. Want to build a high trust, innovative, and inclusive culture at work? Sign up for our newsletter and get the free handout and be alerted to more inspiring Shine episodes   Building Trust Free Gift — leadfromlight.net   Carley Links:   Book Carley for Speaking — https://carleyhauck.com/speaking Leading from Wholeness Learning & Development — https://carleyhauck.com/learning-and-development Carley's Book — https://carleyhauck.com/SHINEbook Executive Coaching with Carley — https://carleyhauck.com/executive-coaching Contact Carley — https://carleyhauck.com/contact Carley's Patreon Page https://www.patreon.com/carleyhauck   Well Being Resources:   Inner Game Meditations — https://carleyhauck.com/meditations Doterra — https://www.doterra.com/US/en/site/carleyhauck Inner Game Leadership Assessment- https://tinyurl.com/igniteyourinnergame   Social:   LinkedIn — https://www.linkedin.com/in/carley-hauck/ IG — https://www.instagram.com/carley.hauck/ Website — https://www.carleyhauck.com Newsletter — https://carleyhauck.com/leadfromlight Shine Podcast Page — https://carleyhauck.com/podcast   Shareables:   “It's just an incredibly fun challenge to unlock people's potential.” — David Hanrahan   “For me, it was really surprising in terms of how much the sabbatical did re-energize me. It changed me.” — David Hanrahan   “There is a growing call to change up how we think about the workweek, and your schedule, and how long should you work without taking a break?” — David Hanrahan   “A sabbatical fundamentally changed my career trajectory. If I didn't have this experience, I probably would have been done with the work.” — David Hanrahan   The Imperfect Shownotes   0:01 Carley Hauck Hi, welcome to the SHINE podcast. My name is Carley Hauck. I'm your host, this is the fifth season of the SHINE podcast. I started the SHINE podcast as a way of doing research for my book on conscious leadership in business. And you will find interviews with scientists, researchers and business leaders on the intersection of conscious inclusive leadership, the recipe for high performing teams and awareness practices. My book debuted in 2021 “Shine: Ignite Your Inner Game of Conscious Leadership” and was voted one of the best books to read in 2022” by Mindful magazine.   I facilitate two episodes a month of the SHINE podcast. And before I tell you about the topic for today, please go over to Apple podcasts or your favorite podcast carrier and hit the subscribe button so you don't miss any future episodes.   The focus of this season is on the essentials for wellbeing. And that encompasses the intersection of our personal well being, the collective well being of our workplace, and how that fosters and nurtures the planet's well being, they are all connected.   I focus on well being this season, because I really want to crack the code and inspire folks to prioritize their individual well being and therefore that will transcend into the collective and the planet's well being. And I have developed an inner game leadership assessment that I gave out to 100 different leaders last year. And the leadership assessment is based on the framework of the inner game, which is what we're cultivating on the inside to be conscious leaders, and it shows up on the outside when we cultivate certain qualities. And two of the nine leadership competencies that were lowest from the sample of 100 leaders were psychological and physical well being.   Therefore, that is why we are focusing on well-being and if you're curious about where your strengths and gaps are around the qualities to become a conscious leader, you can take the assessment and find out your score for free. I recently opened to the assessment tool to the public and the link will be in the show notes. Now on to our episode.   2:50 Carley Hauck   This SHINE podcast interview is on the transformative power of sabbaticals for purpose and meaning with David Hanrahan.   David and I speak about some very relevant topics for the future of conscious leadership and business, including his long and successful journey in people development, all the way to his current role now as Chief People Officer at Flare. David speaks openly about his own stand for well being and how his sabbatical last year helped him to come back with more engagement, more purpose, meaning and he'll share what he learned and how he's integrating that into his work life now. We speak about how we can redesign the workplace to prioritize well-being: everything from shorter workweeks, sabbaticals for every role, how to establish healthy boundaries, and then really listening to your people, and then committing to structures and strategies that benefit the whole. And lastly, David shares how he inspires trust. As we know, trust is essential to a thriving company and culture. You won't want to miss one minute. Thanks for listening.   4:22 Carley Hauck   Hello, everyone. Thanks for joining the SHINE podcast. I am here with a very special person, David Hanrahan. And David is going to be talking with us about so many incredible things that are really relevant to the future of work in our podcast interview today. David, thanks so much for being here.   4:42 David Hanrahan   Carley, thank you for having me.   2:02 Carley Hauck   Well, I want to just kick off our conversation with just sharing a little bit of history. For our listeners, you have worked for some incredible companies, Eventbrite, where you were Chief Human Resource Officer, you worked for Niantic, for Twitter, which was pre-Elon, Zendesk, Electronic Arts, and even Universal Pictures. And now you are at Flare, which I know you're going to share more about.   But what is really unique about your journey is that you've really focused on people development. And I feel curious, why did you pick that? And why does that matter to you?   5:25 David Hanrahan   Yeah, you know, it's a puzzle, I think of many organizations, particularly tech companies, growth tech companies, there's kind of an arms race of hiring a lot of people, which for many of them, they've kind of gotten themselves, you know, in trouble more recently, and a lot of headlines are not good around having to lay people off.   I think the challenge is not not about hiring a lot of people or how fast can you hire them? It's whoever you hire, how do you unlock their potential, you bring it, you bring people into the organization, we get excited about them, we assess them, this is the best engineer to do this one thing, this the best leader to do that one thing, and then they come in.   And oftentimes organizations get in their own way of the potential of the people that they've hired. And there are these hidden barriers, these hidden stumbling blocks that basically make organizations fail at seizing the potential or unlocking the potential of the people that they've hired. And it's incredibly tricky. It's one way I think about it is typical engagement curve for people who come in, and engagement just, you know, they're sort of their sentiment of whether they're motivated, they want to stay they they're proud to work there. It goes up in the first six months, and then between six months to around three years, it just goes down. And then something interesting happens around three years where it starts to bend back upwards. But those first you know, kind of few years, you're basically losing people are losing their mojo, right. And so when your engagement is low, or it goes down, you're basically giving less, you're giving less your discretionary effort, you know, your desire to solve problems outside of your day to day scope, kind of erodes.   And so why does it happen? How can we bend that curve? I think this is just an incredibly fun challenge to unlock people's potential. And these companies that you mentioned there one connective sort of thread for me joining those companies is that someone, someone there at the top, oftentimes the CEO, also was passionate about that, and we wouldn't be with you know, we would kind of sort of riff on that in the interview around this just being the challenge for us is we need to hire people. We need to hire the best, but then unlock their potential in order to really achieve our stated mission or strategy or what have you. So I just think of it as an incredibly fun puzzle.   7:51 Carley Hauck   Thank you. Yeah, I mean, I've focused my whole career on people development and serving people to be their best as well. So I'm with you. And I find human beings fascinating, right? There's just so many different parts and complexities. And I love that you used unlock, because again, like how do we really allow people to be their best, you know, at work, at home, and therefore, like, then companies can really be best for the world. And I feel like that's the responsibility and the opportunity right now. So thank you so much for sharing all of that.   Well, you know, shortly after you and I met last year, you shared with me that you took a sabbatical. And I knew that I needed a sabbatical. So I am just coming off the heels of mine. And I would love it if you might share a little bit about that.   But before I asked you that question, I'm keeping everybody kind of at the edge of their seats, knowing that's coming. You know, I wanted to just share some research around wellbeing and burnout. And I just feel like that is such, so much top of mind and such a top priority for people leaders. Because as you were talking about engagement, it's so hard to increase engagement when people are just on empty, right.   And so, you know, I think that's just been rising since the pandemic. And therefore, we're seeing things that were always under the surface, and they're now showing up stronger and louder, such as, you know, systemic racism and mental health, lack of physical well being, all of these things. And part of the book that I wrote, which came out last year, I really emphasized well being and it's a very important leadership competency, because I feel like if we aren't focusing on the well being of ourselves, how do we focus on the collective well being of our people?   And I wanted to just share some really amazing studies that I became aware of in the last week, and I thought that could be something you could respond to, but could then also segue into your own reason for sabbatical. How does that sound?   10:15 David Hanrahan   That sounds great.   10:17 Carley Hauck   Okay. So this statistic came from Deloitte's Human Capital Trends study in 2020. And it found that even though 80% of executives said wellbeing was their top priority, 90% of workers felt like their life was getting worse. When I read that my heart just sank. Another one, researchers from Harvard Business Review found that employees who trust their employer experience 74% less stress, 40% less burnout, and employees with higher workplace belonging take 75% fewer sick days. I mean, that just makes a lot of sense. I come in all the time, and really assess where psychological safety is. And if you don't have psychological safety, you don't have trust. So those are really impressive statistics to really understand how we increase trust in our organization.   And then a 2022 Deloitte study found that 57% of employees are considering quitting their job for one that supports their well being. And this was pretty interesting to also read an even higher share of executive sign 70% plan to quit for the same reason. So I mean, all of these statistics are just kind of showing loud and clear that well being has to be a priority as we build the new version of work. What do you think about all of that?   11:45 David Hanrahan   Yeah, these are really eye opening. And I want to try and zoom out as far as I can on these. Sure. I think about some of the timeframes of the study, so they're just their recent but the past few years, lots of change, lots of changes the past few years. So you know, obviously, pandemic, one, the changing sort of nature of work. I mean, I so if I think back 10 years ago, maybe 10-15 years ago, kind of dating myself, but I remember a day when I was working where I would leave my laptop at the office, where I didn't yet have a company provisioned phone. Where there was kind of a line there just seemed to be aligned. If someone called me on the weekend, like ooh, this is urgent, but I can, I can plug in and unplug much more easily.   And so just fast forward just a few years and for many from many you know who find themselves in sort of the knowledge knowledge work or you know, you have a laptop, you're, you're in a salaried position, you're kind of always on, you're always on it, when you have company has people in different time zones, I get a ping a little ping in the middle of night, I see my phone light up, I have to do more to set boundaries now than it did in the past. I have to turn my phone off, I have to set the notifications, I have to set the you know, sort of do not do not disturb all those things.   But for many people in the pandemic, it kind of caught up. And then really quickly, I remember just getting out of bed, you know, no longer going to the office, I would get out of bed, and I would open on my laptop, you know, and like I just started working. And, and that was a little bit of frog boiling in water where I didn't know, all these things were adding up as a change of like work was consuming. Yeah. And I think that's probably indicative for a lot of people where just work suddenly became your identity. This is who I am. I go to, you know, a dinner party. And like, the question is, where do you work? You know, that seems changed for me, in part because of where I moved.   But, you know, I think, well, being a top priority and 90% feel their life is getting worse is a host of things, potentially also societal. So the rise of social media. I think as we're talking right now, there's a congressional hearing about banning Tiktok, you know, for various reasons, but I found myself having to get rid of all but one of my social networks, which is like, kept LinkedIn, you know, for job purposes. But, but so, you know, while work has changed a pandemic, and has happened, there's also been this change in information flow of, you know, the media, I think, knows that the information that causes a reaction from people, which is money, is to get you worried, or to get your anger angered about something, or to just to, you know, have a visceral reaction. So I had to click into the next thing I have to follow along, I have to log into the next day to see what's going on with this random thing that maybe years ago, I would have seen in a newspaper, but I can put it away. But now it's fed directly into my mind through this, you know, this phone, that's always, you know, always with me.   And so there's a whole host of things going on there. That I think is the world and is life really getting worse, sure, in certain aspects. But I think we're also, we're incentivized to believe that as well, which then causes our mental health to suffer. That's just that's just one person talking. I'm not a psychologist, but like, that's, that's one thing. That's one perspective I put on it.   And so it is also true at the same time, that for people who trust their employer, like the employer, as an institution, is, is one thing that is like an omnipresent part of my life, right? This is my employer is where I get my paycheck. And I saw a quote from a late comer leader not too long ago, who said, the job of a leader in tough times is to put more truth into the world. And so trust, also, according to someone I just listened to who assess high performing teams said trust and mission orientation, for him and his research were two factors of high performing teams. And so it actually took to trust your employer, to trust your employer. Obviously, this research right here shows that I'm less stressful. So if I can increase that, as an employer, I'm thinking of that as like, that's my path to helping unlock their potential.   According to this one leader I talked to, trust is a factor of three things, which is competence, benevolence, and integrity, which is really interesting. And then so and then the last thing here is I'm just kind of meandering here to address sort of some random reactions to those three bullets.   The idea that people now are quitting, you know, they're quitting, in order to find something that is better for their well being, I think also probably represents a little bit of a shift. And potentially not for every age group for not every demographic, potentially a little bit of a shift in terms of what's important for people now in life.   16:39 Carley Hauck   Yeah.   16:41 David Hanrahan   And, and so that's even true for executives, as well. But I think there has been that shift as well, which is that money is always going to be important. But I think people are seeing after, you know, a global pandemic and seeing this, this information flow of negative news is that they gotta they gotta make sure they're living a full life.   17:10 Carley Hauck   If you don't have your health it doesn't matter how much money you have, right? If you don't have time for your loved ones for your family, right?   17:18 David Hanrahan   100% percent. So yeah, this I'm nodding my head furiously as I read those posts, because they all make sense to me.   17:23 Carley Hauck   Yeah. Well, thank you for weighing in on all of that. And, you know, one thing that I remember too, which has been true is that even though folks are working less from the office, and they're not commuting, they're working two and a half hours more every week, I don't think it's every day. I can't recall the amount but you know that without healthy boundaries will create more burnout, right?   So as you spoke, how are we creating and designing for our well being? So let's shift to your sabbatical. Tell me more about that, and what you learned from that and how you're now implementing, I'm sure as best you can, as you've stepped into this big role, what you learned?   18:11 David Hanrahan   Yeah, I know, I will say that. I've been familiar with sabbaticals for many years. And when I was at EA, we had a sabbatical program, it was kind of, it was kind of mocked a little bit, it was kind of viewed as a sort of like, a gimmick or sort of like, you know, people take your sabbatical, and I quit. So it was like, Is this valuable? Is it creating any value? And then just over the years, I've also just been aware that many, many tech companies, they sort of, they consider adopting a sabbatical as something to set themselves apart.   And so going into my sabbatical, I kind of was pessimistic, frankly, around, what like, what could happen for me honestly about it. So the context for me, is that my last company, we wound up just trying to pull off this major transformation, which is, without going into too much detail. I was joining it thinking it was going to be a growth mode, global pandemic, shutting down live events basically put us on this sort of white knuckle adventure for a couple of years of trying to change this company, fundamentally changing it changing the business model, and then changing the culture too, because we were a company that was very, very much in-office oriented.   And then we shifted to work from anywhere, we shifted so many things across the business and the culture, that at the end of it, I just, I just sort of looked in the mirror, and I realized I was spent by just, you know, whether I wasn't ready for this, the amount of energy suck, you know, during the global pandemic and, and the role of the Chief People Officer through that role specifically at this company for me, in this transformation, not alone, what wasn't the only Chief People Officer only one at my company who had this feeling, but I remember just sort of coming to the conclusion that like I'm, you know, I don't have any more fuel in the tank to do this work. Not necessarily this company, any company, just this work, I just didn't have the fuel in the tank. And I didn't have an opinion that like I was done with the work of HR people function, I didn't have that opinion. I just knew I just didn't have it in me anymore at that moment, time.   So I talked to my boss, and I said, Listen, I'm gonna go, I'm gonna hand the baton over. And it did that in a very orderly fashion. And then I didn't really have a plan, I just said, I think I'm gonna go mountain biking. That's all that's the one thing I knew I'm, maybe I'm gonna take a class. And there, you know, there it was driving, you know, south to Moab with a minivan in a rented mountain bike. And then suddenly seeing like, overlooking the Grand Canyon in the Colorado River, and just not thinking about people work.   So now I'll fast forward to like, what did this actually do? For me, it was really surprising in terms of how much it did re-energize me, it changed me. And I can only say that just from my current job, I feel like I've started over my career just in terms of the energy I have for it. And just like, you know, energy comes out through discretionary effort. I'm just constantly thinking of ideas and like constantly pushing. And yeah, it was, I once kind of mocked or just thought very little of the value of a sabbatical. And for me, maybe not for everyone, but for me, it fundamentally changed my career trajectory in terms of like, if I didn't have this experience, I probably wouldn't be done with the work. But the sabbatical kind of saved me in a sense of like, stepping back into this work, which I love.   21:40 Carley Hauck   Wonderful. Well, we need people, leaders like you, David. So I'm glad you're back. And, you know, I also think it's so important that when we have that awareness that we're empty, you know, we don't we don't have to give that we take that time to speak up to share, you know, whether it's a long sabbatical, or it's, you know, something just happened in my personal life, and I need time for it. And, you know, being able to really lean on your co-workers, your team, you know, feeling like you can share that with your leader and that they've got your back. I mean, that all creates more trust and the ability to know that I can stay at this company and actually just bring my whole self which is sometimes exhausted.   22:28 David Hanrahan   Yeah. 100%.   22:30 Carley Hauck   And it's not a sign of weakness, right. I think I think it should be more a sign of strength of being able to actually acknowledge that and then, you know, find ways to to be there for other people when they're experiencing that too.   Sabbaticals, or something that I became really familiar with, actually, in 2020, because I was supporting Clif Bar, I had the great privilege of supporting them, it was initially going to be an in person, inclusive communications training for their whole company. And then oh, the pandemic happens. So then we were creating and designing something virtually, which they had never done.   And I learned about their really strong sabbatical program every seven years. But I thought, Wow, that's a long time. What if we implemented a sabbatical every year? What if every role got that? What do you think about designing a company to incorporate sabbaticals?   23:32 David Hanrahan   Well, you know, one way to think about that is really just a fundamental change of call it the 40 Hour Workweek, the nine to five, just just rethinking, where does my productivity come from? And there has been a lot of research around, particularly in knowledge work, when people are at their most productive.   And the big TLDR there is, it's really not anything to do with the nine to 5, 40 Hour Workweek, meaning your moments of productivity, where I have this fun log where I am cranking through something, I am solving a big problem I'm create creating this, like, you know, this, this sort of enterprise value for the company, right? It's in tech, they call them the 10x engineer is a sort of like a euphemism. But it's, you know, it's really just like people have these moments where they're like, they're in the zone, call it right.   And so there's research on this, which, which basically found that you know, that in some cases, the nine to five, forty hour work week gets in the way of it. So when people work less surprisingly, if they work less, or they have less meetings, if you take your pick of all these things that get in the way of your productivity, it's about protecting your time. And so having these moments where I can actually be in the zone, and going back to sabbaticals. More recently, there's been published research around the four day work week. And what they found is like benefits from it.   And just coming to this podcast, I was just reading a post from I think his name is Nick Blum. I think he's a Stanford professor. But he basically posted a big critique that said, like the research that this third party did around the 40 hour workweek has all these flaws in it. And so he's critiquing it.   But so where was that related sabbatical? I think that there is this, I think there's like this growing call to like to change up how we think about the workweek, and your schedule, and like, how long should I work without taking a break? And where, where is the company going to get the value out of its people from? And so the four day workweek is one example of someone trying to say, like, Hey, we should rethink this, we should rethink the things called the 40 hour workweek is 100 years old, it came from the Ford Motor plant in the 1920s hasn't been, you know, reimagined since we have all this growing research that people can actually be a lot more productive. So when I think about the future of allowing sabbaticals have enrolled more frequently.   I think, if we can, if we can perfect the research for the company, I bet you, it would be a no brainer. I bet you if we find a way to get people positioned so that they're there, they can be in a zone, they have less meetings, like as an engineer and engineering is a lot of meetings, it's not not coding. So how do we sort of get data? How do we get practices that allow people to unlock their potential in a protected way? And then we give them the time back that allows them to recharge and come back with that energy and come back have the energy to do it again. I think the sabbatical would be a no brainer.   And I think that there's something there's around research and data that for a company would make it a no brainer. And right now, as an example of the four day workweek, it's not landing well. The research is not landing well for the people in charge. It's really only landing well for very brave use, smaller companies. But I think, imagine this at scale where a big fang company saw this, they would be all over it, they'd be doing it because they would see that, wow, this is creating this like enterprise value for us because we're getting the most out of our people and they're coming back recharged. So I like it. I think there's a research component to it.   27:16 Carley Hauck   Yeah, so in the research that I did for my book, I was studying a lot of different countries as well that were working, you know, different hours than the US and they were showcasing more happiness and more productivity. I believe Denmark is 28 hours a week. They're they're doing amazing things. France was 35, I spent a month in France. You know, as I was writing the book, I was like, Okay, how are they living and working? You know, seize the day. And what, there was a study, I believe it came out in 2019. It might have been, I think it was 2019 pre-pandemic with Microsoft, it was their Japan office where they had folks work for days. And they saw a pretty large increase. And I wrote that in the book, but I don't have it in front of me. So. But yes, I mean, I agree, I think more and more research needs to happen. And that will continue.   So, David, what are you taking away other than it's great to go mountain biking in Moab and you know, being unplugged? What are you taking away from some of your learnings of, I believe it was nine months, right that you had a sabbatical? That's incredible. What are you bringing in now that you've stepped into this newer, Chief People Officer role at Flare? How is that informing your leadership?   28:40 David Hanrahan   I'm gonna steal one, I was having a coffee with a colleague who also did a sabbatical, a shorter one. But she went to South America for a few weeks, and then came back to her company. And she had a realization, and I am like, I didn't realize it. But I had this same thing, same effects for me, which is, you gotta be really sort of like, slowly step into the day. So in the COVID pandemic, as I mentioned earlier, I would just open up my laptop, I just immediately start, and you don't feel it in the moment you don't feel when you're doing it right then that it's kind of slowly eating away at you. But it does build up over time.   And I, like she said, you know, what, if she came back, she's like, I'm just gonna, I'm just not going to start my day until I've had my coffee. And I like I, like, watch the news, or I go for a walk, or I just like, the, the organization is not gonna like, like, own me that way. And it's really, it's self imposed. So it's like, it's not as if they're actually doing it, but it's self imposed.   And I definitely had that realization as well, that ever since the sabbatical, I wake up and like, you're faced with like life, like, there's a, there's like, there's a wind going on outside, there's, there's a little bit of like, like, rain on the grass, there's, something's changed in the neighborhood, I'm gonna go inspect that and like, and so don't make work. Like the very first thing when you wake up, don't make your day solely about work, you know, otherwise, you're not going to do the job at work.   And so yeah, I start my day. Now, in the pandemic, I was starting my day, like 630 in the morning, and now I started like 930, or 10. So the big change.   30:20 Carley Hauck   That's great, thank you for sharing that. And I'm 100% with you, you know, I I like to exercise and do my spiritual practice and meditate, all those things, because it gets me in the most centered, upbeat place before I open an email before I see the news before anything, because then I have the ability to respond. And I love that you said wind because that's really what it feels like. It's like there's all these things that could be keeping us down this path, which could create reactivity, right.   But we don't want to lead from reactivity, we want to lead from wisdom and responsiveness. And you had mentioned even before that, folks that felt they could trust their employers experience less stress. Well, based on my being a neuroscience nerd, I know that if we perceive stress, our first reaction is fear. Because that's the first emotion that's elicited. So again, that fear response is going to be reactive, versus the opposite of fear, which is love. So how do we approach this with more care, with more grace with more love, and I just, I really think that that is the way that we inspire that we create, you know, more of the culture that everybody wants to really work in and stay in. So that could be another whole conversation. Thank you for sharing that.   Well, I'm gonna put a little plug actually for, for Modern Elder Academy, because I know that Chip Conley, who's a friend of mine, has been doing these sabbatical sessions and I might just plant a seed here, Chip, I think we need you to do some research on sabbaticals folks come in, to to MEA and to really see how that's benefiting them when they go back into life. So there it is.   But can you tell me and our listeners a little bit about what the difference is between a Chief Human Resources Officer, which I believe was your role and title at Eventbrite and the difference between that and Chief People Officer and I'm aware that depending on the company, it's going to look different, but yeah, please break that down.   32:50 David Hanrahan   I'm going to answer it only half serious, which is at Eventbrite. I couldn't be the CPO because they already had a CPO, they had a Chief Product Officer and it was going to be confusing. And, we don't have a CPO at Flare. So I get to be the CPO.   But um, that, you know, I think it's the same thing. I think the term human resources has kind of gone through a branding change over the years, like it used to be called the personnel department. And then someone said, maybe it's the HR, it's the human resources department. And then someone more recently said, you know, that kind of sounds robotic and cold humans as resources that doesn't, you know, it's people or some or some might call it, you know, employee experience. We call that the Briteling experience at Eventbrite.   So I think there's, there's this kind of a brand or a sentiment behind the term that for the company, maybe tries to denote some sort of, you know, egalitarian or progressive view on the work itself.   But one thing, you know, what is the CHR? What is the CPO? I think of three things that no matter the title that you're trying to do, and it's a Venn diagram, and it's a bit like, it's almost like three plates, you're spinning in the air. But the three things that make up a really good Chief People Officer, let's just say, are strategy, execution, and relationships. Now, you might say, well, that applies to the CFO or applies other roles to that, that's, that's possible. But I think about it as there's some really good Chief People Officers out there who are just good at strategy. So they have the ideas and like they have, like, Wow, you're really versed in best practices, like you've got all these really good ideas, but can you execute on them. And so you also have to be able to execute some good, some Chief People Officers out there are only good at execution, but they don't have the strategy, or they don't have the relationships necessary to build strategy. These things are kind of interdependent.   And then finally, you might have a Chief People Officer who's the relationship person, everyone loves working with them, they're so much fun, they're just like, they're the culture warrior at this company. And like we love, they're in that role, because people love working with them. But they don't have any ideas. And they're not known for really good execution.   And so the trick is to be really good, you have to do all three. And sometimes sometimes you enter at a mode where I can't talk about strategy right now, people, I have to build trust, to build trust, and to build trust, I really need to execute, I really need to show that we're competent, and I have integrity, and that people can trust, you know. And so, you know, to do one of them, you sometimes have to start in one direction that kind of works the way the others. But um, so that's my answer to that question, which is like, what, what kind of common for both the CHR and CPO is having to do those three things.   35:33 Carley Hauck   Thank you. So as you are, you know, stepping into this new role with Flare. First, I'd love if you could share with our listeners, what's the vision and the mission of Flare? And how are you designing the foundation so that it incorporates well being so that it incorporates, you know, trust you know, strong leadership, all of those things? I mean, well, those are two really big questions. So we'll go back to the first one, what is the vision and mission of Flare? And why did you feel inspired to join it?   36:10 David Hanrahan   Yeah, that's a great question. So I'll talk about the mission. First, the mission is to enable strength and clarity through key life moments. And so what that means is, if you've ever gone through a life event, and so what I mean by that is, you know, these big things that happen sometimes in people's lives, no fault of their own, but they're going through a custody situation, or they need to get guardianship or conservatorship of their elderly parents who can no longer take care of themselves, which was which was my case last summer, or they have a divorce going on, or their there's an immigration or a tax or an employment matter, people who've been let go recently in the news for layoffs, like that's a tough, it's a tough moment that like no fault of my own this happening to me, I need help, I need something.   And oftentimes that help is in the form of a lawyer. So last summer, my brother and I were facing the fact that we needed to become guardians for an elderly family member who was no longer able to take care of themselves. And we knew that we had to get a lawyer and so we started working with a lawyer. And the long short of it is, like a lot of people it's not a good experience. And sometimes you pay all this money for someone who you think is going to help you and it actually feels worse, frankly, there's no communication. There's like it's low tech, it's like we're FedExing documents and we're I got to sign like literally sign you can't DocuSign and stuff and it's it's opaque. Like what's happening next. Are you doing any work here? Are you are you talking to the court or what have you.   And so Flare is trying to change that. So Flare is building products for law firms to be able to receive and manage cases directly through technology and creating a higher NPS, a higher a better experience through tech, and is also trying to create a way for people who need support in these life moments to find the right lawyer for them. So Flare is a tech company, and the consumer experience is called Marble. That's where you might find Marble or now Kindred, these are law firms. These are new law firms, it's a new way of doing law.   And so for me, my well being is in many ways, it's really aligned to that mission back to that mission orientation aspect of high performing teams, I feel really good because I'm in a company that's doing something important. That's one big ingredient of my well being. I'm spending time I'm not sort of regretting all this time and spending doing this one thing and for creating the next, you know, next best taco delivery service, or whatever it's like this is this is, this is important.   Now, like how we're actually trying to cultivate well, being in the company is very iterative. I think we're in a learning mode. So we actually have quite a bit of travel that goes on, we as a company have some younger populations. And so what we believe is the younger population, they actually do want to be in the office. That's what we see: they want to actually be together as I'm as I'm a brand new SDR. I want to learn by actually having a conversation with you live, like show that, show me this, show this to me.   And so we're seeing for that population, that's it that's just exited school, they don't want to be alone. Many of them, they don't want to just be stuck at their home, they want to be in an office, different from some leaders who are traveling and they're like me, I'm working. I'm, I'm used to this. This is kind of my mode.   39:37 Carley Hauck   You've got young kiddos. So it makes it easier, right? Yeah, just different stages.   39:40 David Hanrahan   That's right. So we're documenting this, we're documenting this as a sort of like the how and why and what and that of our work, and trying to iterate on it as much as possible and trying to measure it. So I would say for us the wellbeing journey, we're still very nascent. And it's really, it's a learning mode.   39:58 Carley Hauck   Yeah. And I'm sure there's a lot of listening, right, like, what do people want? And then making sure that whatever you've heard, you're creating some commitment to some accountability to implement so that then they trust you, right? Oh, well, well, they really care. And they are listening to what I say I want to what I don't want.   40:20 David Hanrahan   100%. Yes, yes, well said.   40:25 Carley Hauck   Great. well, in some of our conversations offline, I know that leadership development is something that you feel passionate about, and that you think really needs to be prioritized for this future of work.   And, yeah, as you know, I've written a book on conscious leadership and business, and really focus on certain leadership competencies, I know that you've read SHINE, my book. And I, I feel really curious, out of some of the inner game qualities that I've highlighted in my book, and there might be others that you feel are also essential. What do you think are some of your strengths? And what do you think other people leaders should be embodying to inspire a trusting organization, so that kind of had two parts?   What are some of the qualities that you feel are some strengths of yours, these inner game qualities and just to share with our audience, you know, some of those are self awareness, empathy, self management, self belonging, which is, you know, self compassion, acceptance, forgiveness towards self. So all of the inner game is what we're cultivating on the inside, that then determines how we show up on the outside as a conscious inclusive leader.   41:49 David Hanrahan   Yeah, that whatever I'm about to say, in terms of what I think are my strengths, whoever's listening to this, who knows me is probably going to do a big, huge eye roll. But let me let me sort of like be as as humble as possible, when that sort of like, you know, that relates to your book, that I'm gonna sort of cite a piece of research. One thing I've tried to do, as I've grown in my career, I've tried as much as possible to really have self awareness.   And you know, there's an author's name is Travis Bradbury, and he cited some research that says, as you ascend an organization, EQ goes down. So literally, if you if you take people's titles as like manager, director, VP, C, whatever, that as they ascend their EQ, actually It goes down. And EQ and self awareness are somewhat related. But, nonetheless, the highest performing leaders at each of those levels were the few who had that high level of EQ.   So, the highest performing CEOs or see whatever, actually have high EQ, compared to the rest is the research. And so it's a dwindling resource as you grow. And so I tried to get better at that and just knowing how I'm coming across knowing my energy knowing like out my, my sort of whatever I'm imparting in a room, am I speaking over someone, am I sort of dominating the room is my emotion that, you know, kind of changing the sway.   And I've also seen leaders who like totally unbeknownst to them, something that they just did completely change the tenor of the meeting, or change the direction of something because they reacted to something in a way where they didn't even know they didn't even know that their reaction actually just killed some idea, like, like on the spot. And they then later on said, Well, what's happened with this one thing? And I said, Oh, well, we, you know, we heard that you didn't like it, like what do you mean, like, What are you talking about? And so it's amazing what that does, as you grow your sphere of influence and self awareness.   I think one thing I need to get better at over time, which is really hard, is empathy. And back to that research of high performing teams and benevolence. So one thing that both of those first two self awareness and empathy were core to the leadership development program that we built at Eventbrite. So we talked about sort of, you know, sort of putting your own air mask on first. And that when you're starting to get to know your team, we had a question called, how are you really doing the idea of like one on ones, oftentimes, we just have this pleasantry of like, Hey, how's it going? How's your week? Yeah, it was good, whatever, and we move on. But like people who actually have something interesting going on, it could be tough. It could be like there's something that's going to be over or overbearing in this conversation, something's happening in this conversation that I might not even be aware of, because it's something that's going on with them right now. And I, if I really, really want to know how they're doing, I'll have empathy. And that empathy does something special in terms of building trust, and changing the relationship between us in terms of my willingness to go the extra mile for you as my manager?   45:08 Carley Hauck   Oh, well, thank you for sharing that. So self awareness is a strength and empathy is something that you feel like you can learn more of, well, this might be refreshing to hear this is just some of the research that I've been doing on both of these, but I, I break down, the inner game of emotional intelligence, as self awareness, and self management are the inner game. So those are the things that we are cultivating on the inside, and they kind of, you know, run in tandem, the more self aware you are, the more self management you're able to possess.   But then that creates the outer game. And the outer game are the other two aspects of emotional intelligence. Because there's, there's four factors of it, which is social awareness, social sensitivity, we could think of which is a precursor for psychological safety, and then relationship mastery. And those are the outer game. So when you have more self awareness, more self management, that increases your social awareness, thus, empathy, and your relationship management. So I would say, you know, you're getting close, David, you're focusing on the inner game, which is only going to increase the outer game. So thank you for that humility.   And just in our last minute or two, gosh, I could talk to you all day. But what do you think is, are important qualities for other leaders to really, you know, possess? And even maybe more specifically, when you think about the leadership development that you're investing in at Flare? What are the qualities you want the leaders to possess at Flare, which is specific to that vision and mission and culture?   46:50 David Hanrahan   Yeah, when I think about a leader, and so whatever their title is, but they're leading, they're leading something, it's my job, I need to lead something. I think you you want to be able to inspire people to you know, kind of give a little bit more of themselves to sort of like, be sort of like accountable for themselves to you know, treat each other well, like there's, it's the yearn for the sea quote, if you're familiar with that one, which is, you know, if I want to teach someone, I want to go and teach your people how to build a boat, I'm not going to have them put all the sticks and logs together, I'm going to teach them to yearn for the sea.   And so the storytelling so we're talking I think we're talking before the call about sort of strategy and storytelling, and you as a manager, I start to move from management to leadership. When I'm moving from just assigning goals of like, you got to do this and you got to just moving from goals to there's a strategy behind this, there's a story of like, why this is important.   And if I just get that as an employee, if I get the strategy, I can kind of do the goals myself, I can kind of figure out what I need to do, I can be empowered, if I just know that strategy, the stories of storytelling, I think is really important for leaders to go from vision to now there's a strategy or story here. And now I don't need I don't need to do as much of the goal setting because my team is empowered, they're activated to understand what we're trying to accomplish, they can come to me and tell me, what are the goals? What are the things I should sign up for this quarter, and I can, I can kind of help them curate it, which is different than being didactic. And just like my job is to sign up all of you for all these goals.   48:30 Carley Hauck   Thank you. And so what I'm imagining is a precursor of a quality for strategy is being curious, staying open. And so I think of that as you know, growth mindset. And as you're, everyone's listening to me, I'm super curious. So I'm asking David a gazillion questions.   And I have even more, but this was so wonderful. I think that you've really shared a lot here that is going to be helpful for a lot of people leaders and Flare is really lucky to have you. So David, thank you.   48:58 David Hanrahan   Thank you, Carley.   49:00 Carley Hauck   And is there anything else you'd like to leave our listeners and you know, this very short 30 seconds?   49:02 David Hanrahan   Oh, no, reach out to me on LinkedIn. That's my one social network is the only place you'll find me. So. But no, it's been a pleasure. Thank you.   49:15 Carley Hauck   David, thank you so much for your time sharing your wisdom and your experience with us here on the SHINE podcast. I learned so much and deeply enjoy our heartfelt conversations. I went back to look up the exact statistic of what Microsoft Japan found when they experimented with a four day workweek in 2019. I wrote about this in my book, and there's actually a lot around various well being research in my book in chapter five, around different countries that are doing it right, we could say, there are I'm sure still iterating and we're all trying to figure out what the recipe is.   But Microsoft Japan found there was a 40% increase in productivity with a four day work week. They also found that it lowered carbon emissions because folks were not going into the office one more day a week. And people over all reported greater health and well being into the long term. So I would say that's still pretty much a win win.   And David and I were speaking about how we need more research on sabbaticals and the benefit of sabbaticals for non academic positions. You know, for everybody, right? And I actually have a podcast episode coming up in this season, where we're going to speak more to that.   And so far, I wanted to share a little bit of what I found through the Academy of Management. They found that people who take sabbaticals uniformly returned to work feeling more affirmed in their own voice, with confidence and a renewed sense of purpose. You can hear that was David's experience.   Personally, my sabbatical just ended. And initially, it was six weeks of just being completely unplugged. And you'll hear me continue to share some of my learnings over the course of this season and some solo episodes. But I was essentially gone for almost three months living and then living and working in Costa Rica. And in many ways, it was a bit like a quest, a quest of recovery of practice, and an exploration of what it really looked like to live in a more regenerative way. And to do that in community and what were the communities doing in Costa Rica that were supposedly more intentional, or focused on sustainability and regeneration, I'll have more to share with you in an upcoming solo interview.   I am so excited about what we can create in the future of work. And I am really excited to find my next professional opportunity, bringing all the gifts and talents that I have to a senior people leader role. I am making a pivot from my business and leading from wholeness to joining a larger team and purpose driven organization where I can have more impact, to really influence the greatest good.   I'm having some wonderful conversations with folks exploring that right opportunity. But it's all about the network. And I want to make a bold ask that if you're a senior people leader and you would like support in creating a learning culture, a thriving workplace that has the foundation of well being and psychological safety and trust, then I am your person. I would love to get to know you. Or if you know of someone that's hiring, please let me know. Send me an intro. You can reach out to me. My email is carley@carleyhauck.com or find me on LinkedIn. I am so excited for this new opportunity and I so appreciate your support.   If you enjoyed this episode, please share it with friends, family or colleagues. We are in this together and sharing is caring. And if you go to the link, leadfromlight.net you will receive a free gift on how to create a high trust culture and you'll also be alerted to new podcasts. I will only come into your inbox twice a month. Thank you.   And until we meet again, be the light and shine the light.  

SANJA KOMLJENOVIC Founder & CEO of ONA CREATIVE began her career in digital marketing with the Los Angeles Clippers and was recruited by Nike.The day after leaving Nike, they hired her as a contractor. This “accidentally” led to more collaborative work and the launch of her creative agency, ONA, developed with a focus on initiatives that move the world forward in women's rights, sports, culture, and social good. Fast forward 7 years, and ONA has worked on purpose-driven campaigns with household names like NIKE, NWSL, Olympics, Clif Bar, Foot Locker, Nordstrom, Facebook/Meta, and the New York Marathon – as well as women-driven startups including Willow, Bev, Lettuce Grow, Black Girl Ventures and Milk Stork.  As an Bosnian immigrant that embraced all things in American culture, she provides a unique and nuanced perspective on global advertising and marketing. She now drives trends with thoughtfulness, empathy and a healthy dose of flair so hearing her insights on this episode of the Social Studies Show is must. 

Allie Lefevere is a mother + writer/marketer and podcaster. She runs Obedient Agency with her best friend, specializing in humor marketing. Join us, as we talk with Allie about:Ambivalence in pregnancy: Allie openly talks about her uncertainty with entering motherhood, and once she became pregnant with her daughter, how that uncertainty didn't magically fade away. Life after baby: A typical day in the life for Allie changed when she had her daughter, but not as dramatically as you might think. As she says, her and her husband had 14 years to discuss how they wanted their lives to look like when they became parents.Parenting with intention: For her and her husband, keeping their jobs, their social life, and their identities were non-negotiable. Allie didn't want her identity to be just a mom; she was and is confident in what she needs in her life in addition to motherhood to thrive.Confidence in entrepreneurship: Trust in yourself enough to know that you'll figure out a way. Allie explains her transition from corporate consulting to entrepreneurship, and how “if we're carving our own path, there's no way to feel inferior.”Silly goose fun: How Allie embraces motherhood by just being silly with her girl. Fun can coexist with everything else that goes into motherhood, and life in general.Allie has spent the last decade creating, launching, and scaling fun-centric global programs for brands; whipping up their humorous branding and advertising campaigns, and making sure every touchpoint of the customer experience is unforgettable, unconventional, and most importantly, un-boring. Rooted in the power of fun and the potency of humor, her agency—Obedient—believes that traditional marketing is dead, and invites brands of all sizes and at all stages to join them in dancing on its grave. She would never brag that her work has been published in places like: Adweek, The New York Times, VICE, Vogue, Esquire, New York Magazine, and GOOP, but this is a bio, so she'll make an exception. In addition to her client work—brands like Blue Bunny, Native, Choice Organics, Clif Bar, Alleyoop, and The Dallas Cowboys—she cohosts a trio of business and comedy podcasts: Can They Brand That? a video brainstorming show where they pick a brand, set the clock for 20-minutes and ideate as many creative ideas as they can, Brandsplaining—a business-casual podcast, and Fangasm—a comedy podcast reading steamy, pop-culture fanfic (Think: Marvel, Schitt's Creek, The Office, Harry Potter, Star Wars, etc.) that was ranked top comedy podcast by Buzzfeed and Apple Podcasts.At the end of the day, Allie lives to prove that you don't need to prey on the fears of your consumers to make the kill. Instead? Excite them to death. RIP, your sad sales and long live fun. ;) Where to find Allie:Obedientagency.comhttps://www.instagram.com/obedientagency/ https://www.insMOTHER PLUS INSTAGRAM: https://www.instagram.com/mother_plus_podcast/MOTHER PLUS FACEBOOK: https://www.facebook.com/motherpluspodcastMOTHER PLUS PERMISSION SLIP: https://www.motherplusser.com/Permission-SlipMOTHER PLUS NEWSLETTER: https://www.motherplusser.com/signup-pageMOTHER PLUS BLOG: https://www.motherplusser.com/blog

Teddi Dean grew up in Huntington Beach, California where he was deeply involved in surfing and skateboarding culture. He competed extensively and was sponsored by Vans and Powell and Peralta. He was a member of the iconic Bones Brigade team during the late 70's and early 80s along side Tony Hawk, Mike McGill and Steve Caballero. Teddi had a deep interest in spirituality, which led him to yoga and mindfulness meditation and has deep appreciation for the Dharma and the teachings of the Buddha. Currently, Teddi leads the Mindfulness component at the Modern Elder Academy in Southern Baja, Mexico, a middle-age wisdom school started by The Making of a Modern Elder best selling author Chip Conley. Along with his work at the academy, Teddi has done multiple workshops at Clif Bar and healthcare companies like Vocera. Tune in to find out what it was like being on Stacy Peralta's Bones Brigade, addiction, how he got introduced to yoga and mindfulness, the ups, downs and lessons learnt along the way. We talk about...→ Early years growing up surfing and skateboarding in California→ Getting sponsored by Powell Peralta and being on Bones Brigade→ Sobriety and a change of path  → Becoming a Yoga and Mindfulness Teacher → The Modern Elder Academy You can follow what Teddi is up to on Instagram at teddidean and be sure to check out their website teddidean.comLike what you hear?  Please consider subscribing on Apple Podcasts or Spotify and leave a short review. It takes less than 60 seconds, and it really makes a difference.The Rad Season Action Sports Podcast come out across all podcast players with a new episode every Monday.For show notes and past guests, please visit: radseason Past guests on The Rad Season Show include Stacy Peralta, Bob Haro, Bob McKnight,  Gerry Lopez, Chip Conley, Wim Hof, Mike Cessario, Bob Carlson. Contact Rad Season On our website radseason.com On Instagram at radseason and olirussellcowan On LinkedIn at olirussellcowan Email us at info@radseason.com Thanks for listening & keep it rad!

On today's episode I chat with legendary creative Craig Allen. Craig spent nearly a decade at Wieden + Kennedy where he won armloads of awards including 2 Grand Prix Lions at Cannes, Best in Show at The One Show and a Grand Effie. His Old Spice campaign “Smell Like A Man, Man” has been lauded as one of the top ad campaigns of the 21st century. Craig co-founded his eponymous agency CALLEN in 2017 where he and his team have created celebrated work for brands including Clif Bar, Vistaprint and Liquid Death.   Now, it's been almost a year since I posted our last episode. My hope was for this interview to be the first in a new season of Don't Skip. But as it turns out, the extra time I had to create this podcast during covid has just completely evaporated.   So before anymore time slips away I really want to get this interview out there. It's a great one. Craig and I chat about his time at Wieden and how his insanely successful Old Spice work impacted his career early on. We talk about the challenges and opportunities of starting your own agency. And we talk about commercial directing and how Craig has actually directed a bunch of spots himself and almost ended up leaving agency life to become a commercial director.   Craig's work: thisiscallen.com Zack's work: zackseckler.com Find Zack on Instagram: @zackseckler Email us: dontskippodcast (at) gmail (dot) com Don't Skip is a podcast featuring conversations with ad-agency creatives and other talents who help create award-winning advertising. Ads you don't want to skip. Each episode delivers valuable insights into how the best campaigns are created along with honest discussion about the challenges and opportunities experienced during a career as a commercial creative. Topics include pitching to clients, creative ideation, client relations, treatments and creative calls, pre-production and on-set adventures. Don't Skip is hosted by award-winning comedy director and photographer Zack Seckler.

Grocery shopping is one of Jeff Tang's favorite past-times. As VP of Marketing and Revenue Generation for the plant-based food startup Wicked Kitchen,  it's a “lost art” that offers a window into the way CPG companies and consumers think. And, it's one way that brands can build authentic connections with consumers — a strategy that underpins Jeff's human-centric approach to digital marketing in the quick service retail (QSR) space. As a former Emmy-winning journalist who cut his marketing chops at General Mills and Clif Bar, Jeff believes marketing must fulfill consumers' functional, social, and emotional needs first. He joins Billie and Billy to explore global customer acquisition in the vegan food space, how a meaningful founder story can spark a startup's growth, and (perhaps most notable for our vegan-curious, sweet-toothed listeners) where you can find Wicked Kitchen's vegan ice cream that Jeff claims will change your world.Hot topics discussed:The critical building blocks in a data-driven marketing strategyBrand integrity, credibility, and inclusion as a means to drive marketing ROIHow the “jobs to be done” framework structures personalization, customer acquisition, and conversionWhy appealing to consumer emotion drives deep brand loyaltyKeep the growth going:Connect with Jeff Tang, Wicked Kitchen VP of Marketing and Revenue Generation on LinkedInFollow Jeff's vegan journey on Instagram, @workinonveganFollow Billie Loewen, WillowTree Partner & VP of Growth Marketing on LinkedInFollow Billy Fischer, WillowTree Partner & VP of Business Development on LinkedInFollow WillowTree on LinkedIn

Entrepreneur, publisher and writer Derek Sivers (@sivers) on giving away $22 million, breaking rules, why “If it's not a hell yeah, it's a no.” Plus how to stay focused, why he sells directly to his readers and what it means to live a good life. *ABOUT DEREK SIVERSOriginally a professional musician, Derek created CD Baby in 1998. It became the largest seller of independent music online with $100 million in sales for 150,000-plus musicians. Derek Sivers is the author of four non-fiction books, as well as a musician, entrepreneur, and publisher.  His latest book is How to Live: 27 conflicting answers and one weird conclusion*RESOURCES:Derek's websiteDerek's books: Anything You Want, Your Music and People, Hell Yeah or No, How to LiveDerek's TED talk: Leadership Lessons from Dancing GuyE-Myth Revisited by David GerberRaising the Bar: Integrity and Passion in Life and Business: The Story of Clif Bar by Gary EricksonGrowing a Business by Paul HawkenJoanna Penn interview with DerekSaeah Lee, Derek's book designerConsiderate Book Pricing - how Derek chose his book pricingWrite Useful Books: A modern approach to designing and refining recommendable nonfiction by Rob FitzpatrickOn Writing Well by William ZinsserOn Writing by Stephen KingSum by David EaglemanDerek's musicFor show notes, transcripts and to attend our live podcasts visit: podcast.londonwriterssalon.comFor free writing sessions, join free Writers' Hours: writershour.com*FOLLOW LONDON WRITERS' SALONTwitter: twitter.com/​​WritersSalonInstagram: instagram.com/londonwriterssalonFacebook: facebook.com/LondonWritersSalonIf you're enjoying this show, please rate and review this show!

Bill Tracy is a Professor in the Department of Agronomy and Chair of the Masters program in Agroecology as well as Clif Bar and Organic Valley Endowed Chair in Plant Breeding for Organic Agriculture at the University of Wisconsin-Madison. Tune in to learn more about: - Sweet corn breeding; - Breeding for climate; - Why diversity of crops and perennials are important; - The experiments with perennializing of sweet corn; - Nixtamalized corn. To learn more about Professor Bill Tracy go to https://agronomy.wisc.edu/bill-tracy/.

Today's episode of the GaryVee Audio Experience is a meeting I had with the Clif Bar team! We talk using candor in tough situations and how beneficial it's been for Vayner, speaking on things you can actually control, the number one thing people struggle with, why people use radical candor as an excuse to be mean, how to eliminate fear in the workplace and much more! Enjoy! Let me know what you thought! Check out my new NFT project: veefriends.com Join the VeeFriends Discord: https://discord.gg/veefriends Tweet Me! @garyvee Text Me! 212-931-5731 My Newsletter: garyvee.com/newsletter

If you aren't familiar with Hillary's racing career, it's likely because most of the racing she's done is in Europe where the style and the terrain of the racing suits her; it's what she really loves. Hillary is also the author of the book Out and Back where she chronicles in fine detail exactly what she's had to overcome and what's she's learned.Hillary will readily tell you that she's not the same as she was before her running journey began. She doesn't consider her story one of comebacks; it's one of growth. It's a story punctuated by a near-death fall and then other serious set-backs. Through it all, Hillary has honed the art of growth through adversity, and she's cultivated a lot of skills along the way. In this episode, Hillary brings us up to the present, which very significantly includes her running the 100-mile UTMB, which just took place at the end of August 2022. If you're not totally familiar with UTMB, it can refer to the collection of races that take place over the course of a week in late summer in the Alps, with all of the action based out of Chamonix, France, or it can refer to the UTMB race, which is the premier event of that week of races. The race is a full circumnavigation of Western Europe's highest peak, Mont Blanc. Suffice to say the UTMB festival of events is the largest, most competitive collection of ultra events in the world. When Hillary isn't racing up and down the tough technical terrain in Europe or elsewhere in the world, she's training and racing on the tough technical terrain near her home in Boulder, Colorado. She relayed her story from there just after returning from her time in Chamonix and the UTMB.This episode is sponsored by The Feed, the largest online marketplace for your sports nutrition, offering the brands you know and love, from Skratch Labs, Clif Bar, to Maurten, plus their athlete customized supplements called Feed Formulas. In addition to supporting Strides Forward, this sponsorship supports Hear Her Sports and Keeping Track: together we are a collective of women-hosted podcasts focused on women in sports.As part of this sponsorship, you can get $80 in credit at The Feed: just go to TheFeed.com/forward to claim your $80 in credit at The Feed.Keep up with Hillary OnlineHillary's website: https://hillaryallen.com/Hillary's book Out and BackHillary's TedTalkHillary on Instagram: @hillgoat_climbsPodcast co-hosted by Hillary, Corrine Malcolm and Keely Henninger: Trail Society 

Palak Patel is a classically trained chef, Host, Atlanta restaurant owner, and two time food network champion winner of Food Network's famed shows Chopped and Beat Bobby Flay. Her new cookbook INVITED: Recipes for Joy and Connection debuts (Spring 24) with Harper Collins. She was a finalist on Food Network Star season 14. Most recently Palak hosted and produced a 5 episode digital series with Food Network called The Diwali Menu and appeared as a guest judge on Food Network's newest competition series, Money Hungry. A TEDx speaker and chef at the Institute of Culinary Education, Palak has partnered with many high-profile brands like Microsoft, Sakara, BMW, Barclays and Clif Bar. She's made on-camera appearances on the TODAY show, Food52 digital and Good Day Atlanta. Chef Patel was featured in an article entitled “The Women Of The Restaurant Industry Speak Out About Their Pandemic Experience” in Forbes. She was also featured in Huffington Post, People, Women's Health, Thrive Global, Mashable, Epicurious, Bon Appetit, Los Angeles Times, India Abroad, and made the cover of Atlanta's Simply Buckhead magazine  as a rising star to watch in 2021 and beyond. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Alison tells her running journey and touches on many of the topics that are featured in her book. Let this serve, then, as an inspiration to read her whole story in Running While Black, a book that will certainly become a best-seller and an important read for all runners, especially white runners. On Women's Running Stories, we often feature running journeys that highlight how running is about more than the simple act of putting one foot in front of the other. Alison's story is exceptional in this regard. Her new book is the latest example of how Alison interweaves her running with her commitment to leave the world a better place than it was when she found it. Over the years, she has become a leader in the running world, with a clear, powerful voice. She has shown how running can be a vehicle to create change. She's also working to create change within the running industry so that this sport can some day truly live up to the claim that it is open and welcoming to everyone. Alison not only does the work herself, but also inspires and encourages and helps make space for other people doing the work to move the sport of running toward being a space where everyone feels not only welcome, but that they belong. This episode is sponsored by The Feed, the largest online marketplace for your sports nutrition, offering the brands you know and love, from Skratch Labs, Clif Bar, to Maurten, plus their athlete customized supplements called Feed Formulas. In addition to supporting Strides Forward, this sponsorship supports Hear Her Sports and Keeping Track: together we are a collective of women-hosted podcasts focused on women in sports.As part of this sponsorship, you can get $80 in credit at The Feed: just go to TheFeed.com/forward to claim your $80 in credit at The Feed.Keep Up with Alison OnlineAlison's website: http://alisonmdesir.com/Alison on Instagram: @alisonmdesirBuy Running While Black: Links to Organizations Mentioned in this EpisodeHarlem Run: http://www.harlemrun.com/aboutRun 4 All Women: https://www.run4allwomen.com/Meaning Through Movement: https://www.meaningthrumovement.com/Running Industry Diversity Coalition: https://www.runningdiversity.com/Take the Lead on Instagram: @woctakethelead

Gina discovered an interest in running early on and her talent for the sport was recognized by the high school running coach. The coach was onto something: Gina set a school record in the mile and set numerous cross-country course records. She went on to be a champion DIII runner in college. Post-college, Gina began working in the sports industry, eventually focusing on the outdoor run/hike space. She also discovered a love of trail running and racing, which ultimately led her to becoming a sponsored athlete. All along the way, Gina continued to take note of the preferential treatment male runners and racers received, in every facet of the trail running world. After numerous efforts to create change within the system, she decided to create to something herself. Trail Sisters was born. What started as a passion project at Gina's kitchen table quickly grew to a large community of women who share experiences and support to get out on the trails. Over the past six years, Trail Sisters has developed into a leading voice in the trail running and hiking industry, helping establish a space that values and includes women. Gina emphasizes that the power of the community is rooted in the collective efforts of all of the individuals who have been involved in Trail Sisters, in whatever capacity that is: "I feel like we're very powerful when we work together and we support each other," says Gina. This episode is sponsored by The Feed, the largest online marketplace for your sports nutrition, offering the brands you know and love, from Skratch Labs, Clif Bar, to Maurten, plus their athlete customized supplements called Feed Formulas. In addition to supporting Strides Forward, this sponsorship supports Hear Her Sports and Keeping Track: together we are a collective of women-hosted podcasts focused on women in sports.As part of this sponsorship, you can get $80 in credit at The Feed: just go to TheFeed.com/forward to claim your $80 in credit at The Feed.Ways to Keep Up with Trail Sisters OnlineThe Trail Sisters website: TrailSisters.netTrail Sisters on Instagram: trail_sistersWays to Keep Up With Strides Forward Online Website: StridesForwardPodcast.comTwitter: @stridesforwardInstagram: @stridesforward

Carley Hauck is an acclaimed author, organizational and leadership development consultant, Stanford Instructor, sought-after speaker and executive team coach, who ignites conscious leadership in individuals, teams, and executives to activate business to be a force for good.She partners with some of the top organizations in the world supporting psychological safety, trust, inclusive leadership, innovation, and human centered cultures where everyone feels they belong.Carley is the founder of Leading from Wholeness, a leadership and organizational development consulting firm.  Her highest values are harmony, service through joy, learning and growth to create positive change in the world. For almost 15 years she has partnered with business stakeholders at leading Fortune 100 companies and high-growth startups to understand their organizational, leadership development, and culture needs including: Capital One, Pixar, Intuit, Bank of the West, Asana, Advent Health, LinkedIn, Clif Bar, HP,  Gilead and many others.She has strong expertise in designing and delivering highly effective engaging blended learning programs for high potential senior leaders/teams or specialized business needs.  These programs have reached thousands of employees. She has directly coached and mentored several hundred senior executives and mid-level managers across 10 leading organizations to radically improve engagement, inclusion, leadership competencies, and employee resiliency skills.  Carley brings a rigorous research approach to her work and all programs delivered, the measures and assessments used have been validated from her early days of consulting on NIH (National Institutes of Health) clinical trials and her work at Stanford University and UC Berkeley's Haas School of Business.  Since 2013, Carley has served as an adjunct instructor at Stanford University and UC Berkeley Haas School of Business.  and facilitates powerful courses on leadership and management.Carley's book SHINE-Ignite Your Inner Game to Lead Consciously at Work and in the World debuted February 2021 with Sounds True and was named one of the best books to read in 2022 by Mindful magazine.She holds an MA in Organizational Psychology. She is certified in the IEQ-9 Enneagram Leadership Assessment, a Psychological Safety Practitioner with the Fearless Organization, and a certified collective trauma facilitator with Thomas Hubl.Carley loves being outside on the trails in nature, practices yoga and meditation everyday, enjoys cooking healthy plant based meals, singing, SUP and swimming, and engages in ocean and nature conservancy.Show Notes: Carley shares the benefits she's gotten from going on silent retreats [6:05]Clarity of mind and shifting incessant recurring thoughts. [11:47]Carley explains what “Inner game” is from her book “Shine: Ignite Your Inner Game to Lead Consciously at Work and in the World” [15:45]She shares how her childhood influenced her career aspiration [18:17]Carley shares the routine she uses to create a strong conscious mindset every morning [24:30]Where she often sees leaders fall “out of balance” and what the true “power skills” are [35:42]How to confront and work through emotions instead of avoiding them [49:26]An example of a leader with excellent inner and outer game from her book and life [57:45]www.carleyhauck.comCarley's Book: ShineLinkedin: https://www.linkedin.com/in/carley-hauck/Shine Podcast: https://podcasts.apple.com/us/podca

We Speak With Dena Evans formerly of the National Championship Stanford XC/T&F Program, Currently coaching with Peninsula Distance and USATF TeamsDena speaks about challenges faced by coaches, especially women in the NCAA who also have families. She also talks about the need to expand our hiring pool into more diverse communities in regard to the sponsored high performance team coaches in the US. “That can be exhausting (piecing together your own network for childcare)...we need to figure out ways to make it not so exhausting and I think part of that is to try to normalize the idea that families are a feature and not a bug” "If we are to be the sport we want to be we want to 1.) not just keep dividing up the same pie into different slices, we need to broaden the pie.……2.) we also need to broaden the idea pool. We are probably missing out on some innovation and ideas by having a homogenous (group)..... the thing that seems safe could be the same thing that's limiting us…. Diverse voices in leadership yield results”USTFCCCA Womens Mentorship ProgramUSATF Level 1 certificationsUSATF National Team Coach infoNCAA Coaching AcademyThanks to TheFeed.com for sponsoring the next 4 months of content! Use Code KEEPTRACKING15 for 15% off most products!We are proud to be sponsored by TheFeed.com.  The Feed is the largest online marketplace for your sports nutrition, offering the brands you know and love, from Skratch Labs and Clif Bar to Maurten and more. Check out their athlete-customized supplements called Feed Formulas. They carry over 250+ brands so you have thousands of products to choose from and try! Also, what we love about The Feed is that their products are curated, meaning they spend a lot of time picking and choosing what they want to offer on their site, you know you are seeing the best products on the market.

Taste Radio's hosts riffed on Bang founder/CEO Jack Owoc's unforgettable stage appearance at BevNET Live Summer 2022, M&A headlines in the business of beer and food, why it's important to stay connected to our newsrooms and notable new products, including pickle-infused hummus and a fizzy drink inspired by the flavors of Korean cuisine. We also feature our latest edition of The Maxi Minutes for a conversation about what investors don't want to hear in a pitch. Show notes: 0:52: A Free Tee, John Was Glued To His Screen, Three Stars… And Vegan, Steaming At Home – The episode opens with a reminder on how to get a free Taste Radio t-shirt (hint: it's really easy), a less-than-craven take on a ‘bang' up interview and how Jacqui convinced Ray that Michelin might have it right when it comes to a high-end restaurant. The hosts also discussed the recent acquisition of  two well-known brands, why samples are really helpful and why Ray is excited about coming back to BevNET HQ. 26:25: The Maxi Minutes, Part 4 –  Maxine Kozler Koven, the co-managing director of Los Angeles-based investment firm LDR Ventures, advised listeners on what not to say to a potential investor and also tackles the timely topic of supply chain challenges and how to address them with your funding partners. Brands in this episode: Bang Energy, Clif Bar, Stone Brewing, Soultopia, Teaonic, Parch, Halmi, Berry Bissap, Vermont Smoke & Cure, Razorwire Energy, Ithaca Hummus, Grillo's, Snow Days, Wholly Veggie, FOMO Baking Co., Ruani

Today is Tuesday, June 28, and we're looking at Kind North America vs. Clif Bar & Co.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Last week, Kellogg announced it will be split in three and Mondelez announced its acquisition of Clif Bar. In this episode of The Stockout, Mike Baudendistel gives his thoughts on those deals and other issues hitting CPG companies including rail congestion. With more than 60 years of experience in logistics innovation, Dunavant is a family-owned business that has the knowledge to ensure global and domestic shipping practices are efficient and effective. Dunavant generates supply chain proficiency with outstanding, attentive, and expedient customer service. For more information, visit Dunavant.com.   Follow The Stockout on Apple PodcastsFollow The Stockout on SpotifyMore FreightWaves Podcasts

Lots of problems in America right now. Crippling inflation, stocks are down, mortgage rates are up, rent prices are up. But there's another big problem that's roiling the nation. Plus: Amazon drone deliveries, Clif Bar gets acquired, Rolls Royce pay raises, and more. Join our hosts Zachary Crockett and Rob Litterst as they take you through our most interesting stories of the day. Thank You For Listening to The Hustle Daily Show. Don't forget to hit Subscribe or Follow us on Apple Podcasts so that you never miss an episode! If you want this news delivered to your inbox, join millions of others and sign up for The Hustle Daily newsletter, here: https://thehustle.co/?utm_source=hustle-daily-podcast&utm_medium=referral&utm_campaign=show-notes Plus! Your engagement matters to us. If you are a fan of the show, be sure to leave us a 5-Star Review on Apple Podcasts https://podcasts.apple.com/us/podcast/the-hustle-daily-show/id1606449047 (and share your favorite episodes with your friends, clients, and colleagues). The Hustle Daily Show is brought to you by The Hustle in partnership with HubSpot Podcasts.

Kellogg is planning to split into three separate companies, while DocuSign's CEO is just splitting. (0:25) Bill Mann discusses: - Why DocuSign's falling stock price is probably not the reason CEO Dan Springer is leaving immediately - The relative attractiveness of running DocuSign - Kellogg's plan to split into three companies (snacks, breakfast cereal, plant-based foods) and how long its going to take - Mondelez buying Clif Bar for $2.9 billion - His belief that more acquisitions are on the way and the reasons why (13:30) Morgan Housel joins Alison Southwick and Robert Brokamp to discuss how the economic challenges of the 1970s offer lessons for investors today. Stocks discussed: DOCU, K, MDZ Host: Chris Hill Guests: Bill Mann, Alison Southwick, Robert Brokamp, Morgan Housel Producer: Ricky Mulvey Engineers: Dan Boyd, Rick Engdahl Chris Hill Motley Fool Money http://motleyfoolmoney.com

Perry Gladstone and Ravi Rajcoomar – Founders of The Moonshot Collective (TMC) – Helping purpose-driven leaders and innovators grow! Perry Gladstone: Perry Gladstone helps leaders and leading organizations unlock their true potential by sharing his unique ability to see and articulate our greatest opportunities for success. Insightful, charismatic, and entertaining, Perry is a natural storyteller with a boatload of experience and success across multiple industries. As a confidential coach and advisor, Perry has guided powerful leaders, rock stars, innovators and disruptors and developing countries around the world. In private consultation, kick-ass workshops and his exclusive mastermind groups, Perry will deliver the clarity and insight you need to break through any barrier and create the life and legacy you always wanted. Before formalizing his advising career, Perry founded ten influential companies in the action sports, entertainment and media industries. He is the author of the critically acclaimed, FAST & HOT; How To Open Hearts, Win Minds and Create a Better Life in Business, co-founder of the SOMOS Foundation of Costa Rica and a celebrated recording artist under the name Prince Perry. Equally at home on stage, in the air or on the water, Perry is an avid surfer, paraglider, musician and former record holder in the sport of freediving. When not surfing, flying or serving his community you can find him on the beaches of Costa Rica thinking about what makes good things better. Ravi Rajcoomar: Ravi Rajcoomar is a ‘Heromaker' whose life's work is to work with individuals and organizations to create their MoG – Moment of Glory – and lasting legacy. He is a recognized leader in the brand strategy, experiential event, content, athlete, and product marketing space. He has produced award-winning sports marketing events and broadcasts on six continents for nearly every major action and adventure sport, from Red Bull's live broadcast properties to the X Games and both the Summer and Winter Olympics. His experience 
has helped lead some of the world's best brands to deeper engagement with their audience and clients including Red Bull, Polaris, Specialized, Clif Bar, WME and ESPN, not to mention several state and regional DMOs. He has earned ‘Organizer of the Year' honors at the highest levels from the Union Cycliste International (UCI) and international media on both the road and mountain bike disciplines of cycling as well as Emmys, Event Marketer, Addy, and Ace awards as well as Sports Business Journal's prestigious ‘Forty under Forty' nomination. Ravi currently lives in Georgia, and currently serves as a Vice President for PeopleForBikes, the nation's leading bicycle industry trade association. Connect with Jon Dwoskin: Twitter: @jdwoskin Facebook: https://www.facebook.com/jonathan.dwoskin Instagram: https://www.instagram.com/thejondwoskinexperience/ Website: https://jondwoskin.com/LinkedIn: https://www.linkedin.com/in/jondwoskin/ Email: jon@jondwoskin.com Get Jon's Book: The Think Big Movement: Grow your business big. Very Big!   Connect with Perry Gladstone and Ravi Rajcoomar: Website: https://themoonshotcollective.com/ Instagram: https://www.instagram.com/themoonshotcollective/ LinkedIn: https://www.linkedin.com/in/ravi-rajcoomar-a657137/ Facebook: https://www.facebook.com/TheMoonshotCollective

Here's what happened on the full show available on my Patreon.1 – 0:00:00 – Winter Storm Warning. Eric loves snow tires. Eric Griffins PA blunders. Human Hungry Hungry Hippos.2 – 0:19:54 – Green Party Jill Stein is pissed; she sucked too much to call for recount.3 – 0:30:30 – Loving Lowe's for employing dude with service dog. Julius: Dogs over Kids.4 – 0:38:30 – Clif Bar recall. Sports updates. Eric Zane Show anonymity program works well.5 – 0:46:48 – Bad start for Golden Knights; keep your receipts. “1-800-785-1073 if you are sexually frustrated”. Dude from India cuts off his penis because he couldn't get laid. Andrea calls in anonymously.6 – 1:01:49 – Bad Santa fat shamed a kid. Eric pep-talks Julius not to attack the kid – he didn't listen. Audience agrees with Julius leaving Eric hanging.7 – 1:23:57 – Christmas Pass Down for TSO.8 – 1:43:25 – Ben Simon from the Grand Rapids Griffins.9 – 1:57:12 – Dear Meathead -- Meathead-ism of the segment: “Raw meat is the greatest thing. Of course America got a little situation; they put all kinds of crap in their meat. So raw meat is dangerous far as this is concerned”. Sports updates.10 – 2:18:14 – Eric driving home on ice in Midland; ping-ponging himself down the road. Mark Hamill oblivious to Carrie Fisher and Harrison Ford boning. Ted Cruz eats queso.11 – 2:29:25 – Julius emboldened by being right.12 – 2:37:06 – “Who is the Ben guy?”. 5-in-10 challenge; with Huge heckling contestants.Support this podcast at — https://redcircle.com/the-eric-zane-show-podcast/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy