Podcasts about coworkers

Birthday Emails and Who Sucks Less

Mary Capps worked as the only other compliance officer in Park City, Kansas, for more than six years. She reported directly to Dennis Rader. She would later tell the Wichita Eagle that he had never paid her a compliment in six years. That he discriminated against her because she was a woman. That he had created a hostile workplace she could not endure.After Rader's arrest in February of 2005, Mary Capps filed an EEOC complaint and a Kansas Human Rights Commission complaint against the city of Park City for the work environment he had built. She also said, in her own words, the things her coworker had been that nobody had publicly said before. Hateful. Condescending. Egotistical.She was one of at least five people on the record, after the arrest, describing what they had felt about Dennis Rader before anybody knew. A neighbor whose wife watched him film their back yard. A divorced single mother whose dog he killed. A Cub Scout parent who pulled her son from his pack. A neighbor across the street who, after sixteen years of knowing him, called him "definitely two-sided."In the third chapter of True Crime Today's five-part BTK investigation, host Tony Brueski walks through the gap between what people who knew Dennis Rader sensed about him and what nobody was able to put together until after his arrest. The official roles. The community positions. The city paychecks. The institutional letterhead Dennis Rader collected over thirty years.This is the third uncomfortable truth. The cultural picture of a serial killer in 1995 did not include the city compliance officer with the clipboard. The cultural picture was wrong, and the people whose instincts had been correct could not get anybody to listen.END LINKSJoin Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/ Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/channel/UC8-vxmbhTxxG10sO1izODJg?sub_confirmation=1 Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/TrueCrimePodDISCLAIMERThis publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.HASHTAGS#BTK #DennisRader #MaryCapps #ParkCity #TrueCrimeToday #ComplianceOfficer #SerialKillers #ColdCase #TrueCrime #HiddenKillers

You thought your Wednesday morning commute was rough — try sharing St. Louis County soil with a regenerating, toxin-releasing, hammerhead shark-headed worm straight out of a horror movie. Marc Cox and Kim St. Onge have the full stomach-turning story, plus the one rule you absolutely cannot break when you find one in your yard. Then the good news — St. Louis County has a new police chief, Juan Cox (no relation), and early signs suggest he's the real deal with a track record of actually lowering crime. And just when you thought the stories couldn't get wilder, a St. John man strangled his coworker over a promotion and told police he would have killed her if the manager hadn't walked in. It's the St. Louis Morning Brief on the Marc Cox Morning Show — your one-stop briefing for everything happening in your backyard, and apparently, under it too. HASHTAGS: #StLouisMorningBrief #MarcCoxMorningShow #HammerheadWorm #StLouisCounty #InvasiveSpecies #StLouis #JuanCox #NewPoliceChief #LawAndOrder #BackTheBlue #StLouisNews #MissouriNews #CrimeNews #MorningRadio #ConservativeRadio #LocalNews #WakeUpAmerica #MissouriConservative #PatriotRadio #MAGA

Both of these types are driven by ideas. Both can light up a room when the topic is right. But underneath that shared curiosity, two very different strivings are running the show.The Five's striving to feel detached, capable, and competent isn't about being a know-it-all, it's about making sure they have enough before they give anything away. They go inward, go deep, and conserve their energy carefully. The Seven's striving to feel excited and satisfied isn't about being scattered, but rather about staying energized and in motion. They go outward, go wide, and keep moving because slowing down feels like being limited and contained.One goes within to recharge. The other expands to stay fueled up. Put them on the same team and you get either the most idea-generating pairing in the building... or two people who genuinely cannot figure out why the other one works the way they do. The difference usually comes down to whether they understand what's actually driving each other.The Strengths of This Pairing:The Five goes deep; the Seven goes wide; together they cover interesting topics that neither could cover alone, and the best ideas usually live in the overlapSevens draw Fives out of their heads and into momentum; that spark can get a Five's best thinking off the whiteboard and into the worldFives give Sevens something they rarely slow down for: needed rigor, helping stress-test an idea before it's already been announced to the whole companyBoth types are genuinely energized by learning; when they find a topic they're both excited about, the conversation is electric and the output shows itPotential Friction:The Seven's pace can feel reckless to a Five; the Five's pace can feel like hesitation to a Seven, and both interpretations are wrong, but neither person says soThe Seven keeps introducing new ideas before the Five has finished with the last one, and the Five quietly loses trust in the Seven's ability to actually executeThe Five's need for quiet and solitude to do their best thinking can feel like rejection to a Seven who is energized by engagement and presenceBoth types avoid sitting with hard things, but from opposite directions; the Seven pivots away through optimism and activity, the Five retreats into analysis, and difficult conversations end up intellectualized or quietly dropped instead of actually resolvedResources + Links:Learn more about the 3-part Dream Team Momentum program: enneagrammba.com/enneagram-team-workshopsRun your own Enneagram Workshop: enneagrammba.com/enneagram-workshop-kitConnect with Sarah on LinkedIn: linkedin.com/in/sarahlynnwallace/Take the 2-question Enneagram quiz: enneagrammba.com/blog/enneagramtestWork with Sarah - workshops, speaking, and team facilitation: enneagrammba.com/enneagram-speakerHave a request for a future episode? Drop a text here! 

I Caught My Boyfriend and His Coworker at the Hotel That NightBecome a supporter of this podcast: https://www.spreaker.com/podcast/true-cheating-wives-and-girlfriends-stories-2026-true-cheating-stories-podcast--5689182/support.

It's Mailbag Monday and Jared is answering listener emails and gives advice on real life problems

In this episode, Kaila and Kyle dig into the unspoken rules of social media at work. When is it okay to follow a colleague on Instagram? When is posting about your company empowering vs. harmful? And is it okay to have no social media presence at all? 00:00 Intro 00:58 Which social platforms you should and should not follow your coworkers on 08:05 A good rule of thumb for deciding whether or not to follow a coworker on Instagram 09:58 The most important thing to keep in mind when it comes to following on social media 18:11 Posting as a form of empowerment 21:32 Finding the balance between posting too much and posting too little 23:50 Should phones be banned from the office? Want to get all of Kaila & Kyle's career resources? Subscribe to Per My Last Email: https://www.permylastemailshow.com/  Watch Per My Last Email on YouTube:   @PerMYLastEmailShow Follow Per My Last Email Instagram: @permylastemailshow TikTok: @permylastemailshow Twitter: @permylast_email Have a question for us? Send us an email or voice note to permylastemail@morningbrew.com Learn more about your ad choices. Visit megaphone.fm/adchoices Each week on Per My Last Email, Morning Brew's resident career experts Kaila and Kyle – whose careers have collectively spanned the corporate, government, nonprofit and startup sectors – debate the trickiest challenges in work life, and share tactics on how to overcome them. Share the show with a friend, and leave us a review on your favorite podcast app! Learn more about your ad choices. Visit megaphone.fm/adchoices

On today’s show: Ben gets critiqued on his driving by his teenager Megan’s late-night attempt to shave her face goes wrong Listener stories: DIY dentistry disasters Someone used Jono’s name to pitch an idea! Dear Megan: what to do about an overstaying brother-in-law Who owns an outfit when coworkers show up in the same one? We debate it LIVE: Megan’s first dental visit in over a decade Join the Itty Bitty Hitty Committee HERE!Instagram: @THEHITSBREAKFASTFacebook: The Hits Breakfast with Jono, Ben & MeganSee omnystudio.com/listener for privacy information.

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Am I the Jerk? is the show where you can confess your deepest darkest secrets and be part of the conversation.

In Episode 307 of the FNO: InsureTech Podcast, hosts Rob Beller and Lee Boyd welcome Aman Gour, Co-founder and CEO of FurtherAI, joining from San Francisco, the epicenter of today's AI revolution. Aman shares his journey from Microsoft to second time founder, and how he is now building one of the most ambitious AI driven companies in insurance. Aman discusses how FurtherAI is helping insurers automate real work across the entire policy lifecycle using AI agents that can process documents, make decisions, and execute workflows end to end. He explains why insurance, with its reliance on unstructured data and manual processes, is uniquely positioned for transformation through AI. The conversation goes beyond technology, exploring what it means to build a company during a once in a generation platform shift, why humility and domain expertise matter in vertical AI, and how founders can navigate rapid change while building lasting value. Aman also shares insights on scaling quickly, earning customer trust in a risk averse industry, and his long term vision of building a public company. Key Highlights [04:00] Meet Aman Gour and FurtherAI Aman introduces FurtherAI and shares the company's mission to transform insurance using AI agents that automate real workflows across the value chain. [07:00] Why Build an AI Company in San Francisco A look inside the AI epicenter and why being close to innovation matters when building at the frontier of technology. [08:00] AI Is Everywhere and It Is Moving Fast A lighthearted but insightful take on how AI has gone mainstream, even becoming part of everyday conversations. [10:00] AI as Coworker or Something More A discussion on how AI is evolving from a productivity tool into something closer to a digital operator that can execute tasks independently. [11:00] The Pressure of the AI Moment Why companies, employees, and founders are all feeling the urgency to adapt as AI reshapes industries in real time. [13:00] Outsourcing Thinking vs Understanding A powerful insight: while AI can do the thinking, humans must still provide judgment and understanding. [14:30] What FurtherAI Actually Does How the platform deploys AI agents to automate underwriting intake, claims workflows, and other high volume insurance processes. [16:30] Founder Origin Story Aman's journey from Microsoft to building and exiting an AI recruiting startup, and why he chose to start again. [19:00] The Pivot That Changed Everything How an early idea was labeled a "tar pit" and forced a major pivot that ultimately led to insurance. [21:00] Why Insurance Became the Focus Breaking down why insurance rose to the top as the ideal industry for AI transformation. [22:00] Learning Insurance from Scratch The now famous story of driving around with donuts to meet brokers and understand the industry firsthand. [25:00] Why AI Fits Insurance So Well How unstructured data, manual workflows, and operational complexity make insurance a prime candidate for AI. [26:30] Automating the Entire Lifecycle Why FurtherAI is focused on connecting workflows across underwriting, claims, and servicing, not just solving one piece. [29:00] Building for the Long Term Aman shares his goal of building a company that goes public and the decisions required to get there. [30:00] The Rise of Vertical AI Why success in AI depends on deep domain expertise and solving real industry specific problems. [32:00] Navigating Rapid Change How founders operate in an environment where the technology is evolving faster than ever before. [36:00] Scaling in a Risk Averse Industry How FurtherAI wins customers by reducing risk with free proofs of concept and flexible engagement models. [37:30] Learning the Language of Insurance Why humility and curiosity are critical when building in a complex, relationship driven industry. [41:00] Backing from Andreessen Horowitz The story behind securing one of the top venture firms and what it means for credibility and growth. [44:00] Final Thoughts: The Race Is On Aman reflects on building during a transformative moment in technology and what it takes to succeed.

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0:00 Intro 0:06 Co worker 1:38 Dog bones 3:56 Beach 7:43 Insults 10:05 Pee seat 12:40 Construction 14:28 Washer fluid Learn more about your ad choices. Visit megaphone.fm/adchoices

The CEO of Vista Equity Partners explains what it will take to win the “agentic revolution.”

Striving to Feel Powerful meets Striving to Feel at PeaceThe Eight and Nine pairing is one of those dynamics where the differences are impossible to miss and the similarities can be completely hidden. Eights tend to be direct, decisive, and energized by challenge. Nines are steady, accommodating, and energized when everyone is getting along. But here's what most people miss: both types are deeply loyal, both are quietly protective of the people they care about, and both have a stubborn streak that isn't always visible until something important is on the line.The Eight's striving to feel strong and in control isn't aggression, but rather self-protection. They push hard because backing down feels like losing something important about themselves. The Nine's striving to feel at peace isn't necessarily passivity, but rather preservation. They accommodate because conflict feels like a genuine threat to the stability they need to function well.When those two strivings meet in a workplace, you get a dynamic that's full of potential and can also be full of landmines. The difference between the two usually comes down to whether both people understand what's actually behind the friction.The Strengths of This Pairing:The Eight generates momentum and makes the tough call; the Nine builds the consensus and brings people along. Together, they can move fast and sustainablyNines have a rare ability to receive an Eight's intensity without shutting down or mirroring it back, which often makes the Eight more effective with othersEights give Nines something they often struggle to find on their own: permission (and sometimes pressure!) to take up space and speak honestlyBoth types are fiercely loyal to their people; when this pairing trusts each other, they can create a workplace bond that runs deep Where the Potential Can Show Up:The Eight's directness can feel like an attack to a Nine striving for peace, even when zero attack was intended... and the Nine won't say anything, so resentment can buildThe Nine's tendency to go along can quietly drive an Eight up the wall, because Eights actually want real pushback. It doesn't feel safe when they can't get a read on someone.Unresolved tension looks completely different for each type: the Eight escalates, the Nine withdraws, and neither one is actually resolving anythingThe Eight reads the Nine's calm as disengagement; the Nine reads the Eight's intensity as a sign that something is already wrongReflection Question from This Episode: Where on your team is someone striving to feel strong and powerful and someone else striving to feel calm and at peace? Is the organization/team creating conditions for both of those to actually get what they need?Resources + Links:Learn more about the 3-part Dream Team Momentum program: enneagrammba.com/enneagram-team-workshopsRun your own Enneagram Workshop: enneagrammba.com/enneagram-workshop-kitConnect with Sarah on LinkedIn: linkedin.com/in/sarahlynnwallace/Take the 2-question Enneagram quiz: enneagrammba.com/blog/enneagramtestWork with Sarah - workshops, speaking, and team facilitation: enneagrammba.com/enneagram-speakerHave a request for a future episode? Drop a text here! 

Most business owners are still using AI like a chatbot.They ask ChatGPT or Claude to write a caption, draft an email, or brainstorm ideas, then move on to the next task.But that's not where the biggest time savings happen.In this episode, Gloria breaks down the 3 levels of AI adoption and explains how founders can move from using AI as a simple assistant to using it as a true coworker that helps run parts of the business.You'll learn how to connect AI to the tools you already use, automate repetitive tasks, uncover missed opportunities, and free up hours every week to focus on the work that actually grows your business.In This Episode, You'll Learn:• The 3 levels of AI adoption every founder should understand• Why most small business owners are still using AI wrong• The difference between using AI as a chatbot vs. a coworker• How to save 20+ hours a week with AI automations• The easiest way to train AI on your voice, business, and customer conversations• How AI can find missed sales opportunities hiding in your inbox• How to automate follow ups, scheduling, reporting, and content creation• Why AI should handle the $10/hour tasks so you can focus on the $10,000/hour tasks• The tools, connectors, and workflows Gloria uses in her own businessWhether you're a product founder, coach, consultant, service provider, or small business owner, this episode will help you stop treating AI like a tool and start using it like a teammate.Want more people to discover, trust, and buy from your business without spending thousands on ads or a PR agency?In my free AI Visibility Masterclass, I'll show you how small business owners are using PR, media features, and credibility signals to get recommended by AI tools like ChatGPT, land press opportunities, and become the obvious choice in their industry.Watch here: www.gloriachoupr.com/masterclassJoin the Small Biz PR Facebook Group to get the best PR TipsDM the word “PITCH” to us on Instagram to get a pitching freebie https://www.instagram.com/gloriachoupr Connect with Gloria Chou on LinkedIn- https://www.linkedin.com/in/gloriaychou #AIVisibility #GetFoundOnAI #ChatGPTMarketing #SmallBusinessPR #PRForSmallBusiness #FounderMarketing #ProductBasedBusiness #WomenInBusiness #FemaleFounder #SmallBusinessOwner #BrandVisibility #MediaCoverage #EarnedMedia #ThoughtLeadership #BusinessGrowth #AIForBusiness #PersonalBranding #VisibilityMarketing #ShopifyBusiness #EcommerceFounder

Eddie always experiences something whenever going to our break room. Well what he witnessed the other day was one of the wildest things he has seen and had to leave the room...See omnystudio.com/listener for privacy information.

Rafael is the Founder and CEO of Share It Studio, a leading creative agency that helps Amazon and Walmart sellers turn data into powerful visual storytelling. Under his leadership, Share It Studio has worked with hundreds of top-performing e-commerce brands, blending creativity with analytics to craft product images, videos, and A+ content that actually convert.Before founding Share It Studio, Rafael built a career in film and marketing, becoming a 3-time Telly Award–winning entrepreneur. He's passionate about helping brands optimize their listings, understand their buyers, and stand out in competitive marketplaces. Highlight Bullets> Here's a glimpse of what you would learn…. Ben Leonard's entrepreneurial journey with Beast Gear, from initial investment to seven-figure exit.Challenges faced after selling Beast Gear to Thrasio, including mismanagement and loss of brand identity.Importance of effective inventory management and the consequences of overleveraging.The significance of building a genuine consumer brand beyond basic Amazon tactics.The role of intellectual property protection and the impact of neglecting it.Insights on the operational difficulties during the COVID-19 pandemic and its effects on e-commerce.Strategies for diversifying sales channels and avoiding dependency on a single platform.The importance of quality in products and overall business operations.Marketing strategies for brand awareness, including the use of influencers and social media.Lessons learned from reacquiring and reviving a brand in a competitive market.In this episode of the Ecomm Breakthrough Podcast, host Josh Hadley speaks with Rafael Veloz, founder of ShareIt Studio, about optimizing Amazon product listings through visual storytelling. Rafael discusses the nuanced impact of AI-generated images, emphasizing that authenticity often outperforms polished visuals — demonstrated by a shoe cleaner brand scaling from $400K to $12M monthly. He advocates for a full-funnel marketing approach beyond PPC, continuous image testing, and integrating AI tools strategically. Rafaell also highlights the importance of emotional connection in content creation and recommends building strong internal creative teams to drive sustainable e-commerce growth.Here are the 3 action items that Josh identified from this episode:Prioritize authenticity over polish Test raw, real-looking visuals (UGC-style, iPhone shots)—they often convert better than high-end production. Systematize testing with data Validate images using tools and customer feedback before scaling; continuously test and iterate based on performance. Build a dedicated creative strategy team Don't rely on freelancers—invest in a creative lead and team to consistently produce, test, and optimize high-converting content.Timestamps:00:00:01 Authenticity vs. Professionalism in AdsOrganic, real-feeling content can perform twice as well as high-end professional videos, depending on the product's industry.00:00:50 Podcast and Guest IntroductionHost Josh Hadley introduces the topic of AI images on Amazon and welcomes guest Rafael Veloz from ShareIt Studio.00:02:27 Are AI Images Hurting Amazon Listings?AI images can hurt sales if used incorrectly, as they can lower the "perceived value" for emotionally-driven products.00:04:01 The Shoe Cleaner Case StudyA shoe cleaner brand grew from $400K to $1.2M a month by focusing on authentic, emotional content.00:06:26 How to Test and Update Main ImagesAnalyze competitor reviews for emotional triggers, create multiple main images, and test them both off and on Amazon regularly.00:12:01 Building a System for Creative ContentInstead of "hacks," build a system. Constantly track competitors' rankings, reviews, and image changes to stay ahead.00:14:33 Optimizing Creatives for PPC CampaignsCreate different ad creatives for different PPC campaigns and keywords to reduce wasted ad spend and improve conversions.00:16:55 Driving External Traffic to AmazonAmazon now rewards external traffic. Don't just focus on TikTok; create content that connects to specific buying intentions.00:19:34 Connecting Creative and Media Buying TeamsYour creative team and PPC (media buying) team must work together to create a cohesive and effective marketing strategy.00:22:28 Using AI to Build a CommunityCreate AI-generated personas and avatars on social media to build a community and drive traffic to your product listings.00:25:44 The Process for Creating Viral ContentA strategist analyzes the market, a script is developed, and a mix of organic and AI video is used.00:27:36 Final Advice: Embrace AIDon't fear AI. Hire team members dedicated to exploring and implementing new AI tools to stay competitive.00:28:40 Actionable Takeaway 1: Marketing Efficiency RatioStop focusing only on ACoS. Adopt the Marketing Efficiency Ratio (MER) to measure your total marketing spend against revenue.00:31:03 Actionable Takeaway 2: Systemize Image TestingCreate a consistent system for testing main images on Amazon, using real customer data to make decisions.00:31:45 Actionable Takeaway 3: Hire a Creative LeadInvest in a high-level creative team member to lead your marketing, as this is the most important aspect of your brand.00:33:56 Rafael's Favorite AI ToolRafael recommends Claude for its data gathering and Open-Claude's "Coworker" feature for automating executive assistant tasks.00:36:30 Connecting with RafaelFind Rafael at ShareIt Studio's website or email, and mention the podcast for a free 30-minute consultation.Resources mentioned in this episode:Josh Hadley on LinkedIneComm Breakthrough ConsultingeComm Breakthrough PodcastEmail Josh Hadley: Josh@eCommBreakthrough.comTools and Websites"Amazon Experiments": "00:08:54""Pixel": "00:08:54""Productpinion": "00:08:54""Fiverr": "00:08:06""Social Media Platforms (TikTok, In...

Eddie always experiences something whenever going to our break room. Well what he witnessed the other day was one of the wildest things he has seen and had to leave the room...See omnystudio.com/listener for privacy information.

Her coworker asked her to buy a drink at a wedding and she refused. Is she the jerk?

At first, everyone at the hospital assumed it was exhaustion. Long overnight shifts. Similar scrubs. Mistaken identity in fluorescent hallways.Then the sightings kept happening.Coworkers swore they saw her on floors she'd never visited. Patients insisted she stood silently inside their rooms after midnight. Security guards claimed they passed her in empty hallways moments before discovering she was somewhere else entirely.But the creepiest part wasn't that people kept seeing her.It was that whatever they were seeing looked almost exactly like her… just not quite right.#RealGhostStories #HospitalHaunting #Doppelganger #ParanormalExperience #ShadowPerson #GhostStory #HauntedHospital #SupernaturalEncounter #TrueScaryStories #CreepyHospitalStories Love real ghost stories? Want even more?Become a supporter and unlock exclusive extras, ad-free episodes, and advanced access:

At first, everyone at the hospital assumed it was exhaustion. Long overnight shifts. Similar scrubs. Mistaken identity in fluorescent hallways.Then the sightings kept happening.Coworkers swore they saw her on floors she'd never visited. Patients insisted she stood silently inside their rooms after midnight. Security guards claimed they passed her in empty hallways moments before discovering she was somewhere else entirely.But the creepiest part wasn't that people kept seeing her.It was that whatever they were seeing looked almost exactly like her… just not quite right.#RealGhostStories #HospitalHaunting #Doppelganger #ParanormalExperience #ShadowPerson #GhostStory #HauntedHospital #SupernaturalEncounter #TrueScaryStories #CreepyHospitalStoriesLove real ghost stories? Want even more?Become a supporter and unlock exclusive extras, ad-free episodes, and advanced access:

Can summer jobs dismantle the so-called school-to-prison pipeline? On this week's Neutralizing Workplace Racism 05/28/26, we break down a brand-new report linking youth employment to reduced crime rates. As the school year wraps up, we share practical tips for parents seeking safe, air-conditioned part-time jobs that allow non-white children to earn money and learn skills. Tune in to discover how keeping the next generation occupied and paid shields them from the System of White Supremacy. We also review preventive strategies for non-white males and females to minimize encounters with sexual abuse in the workplace. Subscribe for weekly strategies on neutralizing workplace racism.#EndStageWhiteSupremacy #TheCOWS17Years INVEST in The COWS – [http://paypal.me/TheCOWS](http://paypal.me/TheCOWS) Cash App: [https://cash.app/$TheCOWS](https://cash.app/$TheCOWS) CALL IN NUMBER: 720.716.7300 CODE 564943#

The Break Room (FRIDAY 5/29/26) 7am Hour 1) Coworker kidney (part 1) 2) Coworker kidney (part 2) 3) Success after spelling bee

On this episode of Justin, Scott, and Spiegel we play "Name that Coworker" one more time. Tune in to hear the Morning Boys attempt to guess our coworkers name correctly. Did they get it right? Hit play to find out!

Best Of 2GG: The Type Of Coworker You Don't Like PART 2 by Two Girls and a Guy

Best Of 2GG: The Type Of Coworker You Don't Like PART 1 by Two Girls and a Guy

Get ready for a morning of laughter and weirdness on this episode of the show. Billy and Lisa are discussing their coworkers and the weird things they do, from making themselves sound like a British accent to wearing True Religion jeans. But it's not just about the coworkers - they're also talking about the weirdness that happens in the workplace, from the non-flusher in the bathroom to the mysterious "night people" who allegedly target Billy's desk.This episode is a wild ride, covering everything from the Real Housewives of Rhode Island to the latest news in the music industry. Billy and Lisa dive into the world of celebrity gossip, discussing everything from Ariana Grande's new single to the latest drama on the Bravo show. But it's not all fun and games - they also tackle some serious topics, like the importance of sunscreen and the weirdness of the human body.Throughout the episode, Billy and Lisa share some hilarious stories about their coworkers, including a former intern who made up a fake radio show and a nurse who wore a Grateful Dead t-shirt under her scrubs. They also discuss the weirdness of the workplace, from the non-flusher to the mysterious "night people" who allegedly target Billy's desk.So if you're looking for a morning of laughs and weirdness, tune in to this episode of the show. Billy and Lisa will have you giggling and cringing in equal measure as they dish about their coworkers and the weird things they do. Don't miss it!See omnystudio.com/listener for privacy information.

AI is not just another tool for advisors to buy. It may be the next coworker helping firms grow, serve clients, and reclaim capacity. In this episode of The Registered Investment Advisor Podcast, host Seth Greene interviews Sam Sova, Co-Founder and CEO of Subatomic, who explains how advisory firms can use AI, data orchestration, and workflow-native agents to connect disconnected systems, improve operational efficiency, and create more personalized client engagement. He also discusses why AI adoption requires a different mindset than traditional software, how mid-sized firms can move quickly, and why the future advisor role will remain deeply human while becoming more scalable through AI.   Key Takeaways: → The future of AI adoption is less about buying individual tools and more about creating AI teammates that can learn preferences, complete tasks, and operate autonomously. → Most advisory firms operate with fragmented systems that do not communicate effectively. AI becomes dramatically more powerful when client data is orchestrated into a single unified view.    → Smaller and mid-sized firms can implement AI solutions quickly and adapt faster than larger institutions burdened by bureaucracy and legacy systems.   → Tasks like meeting preparation, workflow automation, and data aggregation that once consumed thousands of hours annually can now be completed in minutes.   → AI can help advisors create more meaningful client interactions by connecting personal interests, market events, and client data to generate relevant outreach opportunities.     Sam Sova is the Co-Founder and CEO of Subatomic, where he helps wealth management firms break through the growth ceiling by hiring AI Co-Workers instead of adding headcount.  Instead of layering automation on top of fragmented systems, Subatomic unifies data across the tools firms already use so AI can operate natively inside real workflows. Sam brings more than two decades of experience across marketing, strategy, and technology, with prior leadership roles at Fiserv, TIAA, AT&T, Johnson Controls, Con Edison, and Soluna.   Connect With Sam: Instagram: https://www.instagram.com/subatomicai/ LinkedIn (Company): https://www.linkedin.com/company/subatomicai/ LinkedIn (Personal): https://www.linkedin.com/in/samsova/ X (Company): https://x.com/subatomicai X (Personal): https://x.com/samsova   Learn more about your ad choices. Visit megaphone.fm/adchoices

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Joe DeCamara and Jody McDonald of the 94 WIP Morning Show celebrate Memorial Day weekend by asking listeners to name the best fictional co-workers in TV and film history. They debate picks from Cheers, Moonlighting, and The Sopranos before pivoting to the Phillies' recent inconsistent performance at the plate. A caller sparks a comparison between the current roster's hitting ability and the 2022 World Series team. 01:00 - Banter And Phillies Giveaway 03:19 - Best Fictional Co-Workers Debate 08:00 - Phillies Hitting Inconsistency Discussion

#852: It's another edition of the MBD trivia game show! Our contestants are Annalisa Cochrane, Morning Brew's video producer; Niki Mahmoodi, our social video producer; and Kyle Hagge, cohost of Per My Last Email. Come play along!  Learn more at Linkedin.com/MBD Subscribe to Morning Brew Daily for more of the news you need to start your day. Share the show with a friend, and leave us a review on your favorite podcast app. Listen to Morning Brew Daily Here:⁠ ⁠⁠https://www.swap.fm/l/mbd-note⁠⁠⁠  Watch Morning Brew Daily Here:⁠ ⁠⁠https://www.youtube.com/@MorningBrewDailyShow⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Dave and Jamison answer these questions: My parent organization has trust issues: we registered on a recent survey as one of the lowest across the bigger software org (thousands of employees). There are two groups: functional, trustworthy people who get stuff done, and people who are behind, stuck, or just not working. Those struggling say they need better emotional support, but there is consistent, documented evidence that they cannot keep up. I'm perpetually frustrated that there are only two or three people in an org of 30 who can effectively complete tasks and manage the insane workload. I am biased: those in whom I have no trust have repeatedly demonstrated that they cannot be trusted. I believe that the organization would be able to go faster without them. Whats the right answer here? Should I start my own company to abandon this mess? Do we cut scope super aggressively to allow underperformers to be reasonable contributors? One example: one of these contributors was walked through the process, given written documentation of the process, verbally confirmed an understanding of the process, and committed to starting that day. And then two days later identified they hadn't started for those two days because they were blocked by something that was explicitly captured in the document and discussed in the recorded meeting. They do not raise this until they were asked for their progress multiple days beyond the critical start date. Hi Dave and Jamison, First, thank you for the podcast. As someone on the spectrum, it really helps me analyze social situations I struggle with. My question: I work at a software company where management is pushing the use of LLMs for coding, and my team recently started using Spec-Driven Development. SDD often requires strong upfront planning, which has quietly split my small team between developers who plan well and those who get lost in “vibe-coding” loops. One of those people is a close coworker I consider a friend (we hang out after work and have honest chats about everything). He's not strong at planning, so I end up explaining each ticket to him in detail. But he's really great in other ways: communicative, asks a lot of questions in refinement sessions that set a good example for others, does thorough handoffs with the QA team, always responsive in chat, always trying to help. He's also one of the rare people who actually pay attention to alerts. Since we started using SDD, the gap in our speed and output quality has become very visible. One of our tech directors noticed and asked me to teach him planning. We spent several days drawing schemas and working through small features together, and it was clearly painful for him. The TD also had his own sessions with him, but eventually gave up because my friend seemed so discouraged, and the TD decided to “stop the torture” and leave him alone. The hard part is that after all these teaching sessions, he actually seems even slower than before and also more discouraged and down. Since then, our friendship has changed. He stopped talking to me outside work, and I think he now feels jealous or bothered by the difference in our performance. I'm okay with continuing to explain tickets and outlining detailed execution plans for him, but I worry that I'm keeping him in his comfort zone and not really helping his career. And I also miss how things used to be between us

When a coworker takes credit for your work, the damage is not just frustrating. It is reputational. Dr. Janel Anderson breaks down three types of workplace credit theft, explains why the type matters for how you respond, and gives you four concrete techniques to protect your professional visibility. From creating a paper trail before the meeting to a specific, calm script for a direct conversation, this episode gives you a clear framework to reclaim what is yours without blowing up a working relationship. Find show notes at https://janelanderson.com/269

NEW RESOURCE! The Manager's Prompt Pack: Scripts for All Types in All SituationsDownload Now for just $47.Striving to Feel Perfect Meets Striving to Feel SafeWhat happens when the person striving to get everything right teams up with the person striving to feel safe and certain? In this episode of the Coworker Chemistry series, we're diving into one of the most quietly complex pairings in the Enneagram: Type 1 and Type 6.On the surface, these two look like the dream team. Both are dependable. Both are thorough. Both would rather over-prepare than be caught off guard. But underneath that shared work ethic, two very different strivings are running the show, and when they rub up against each other, things can get complicated fast.We're breaking down:Why the One's striving to feel perfect and the Six's striving to feel safe and secure are more compatible than they look...and where they can collideThe specific friction points this pairing creates (including why Six's questions feel like undermining to a One, and why One's certainty feels like a threat to a Six)How these two types communicate completely differently under stress, and what each one actually needs to hearWhat this dynamic looks like when a One is leading a Six, when a Six is leading a One, and what peer-to-peer looks like when trust is (and isn't) establishedThe growth paths that can turn this pairing from a loop of perfectionism and anxiety into one of the most reliable duos on your teamIf you work with a Type 1 or a Type 6 (or you ARE one!) this episode might feel a little uncomfortably familiar. :) Reflection Question from This Episode: Where on your team is someone striving to get it right and someone else striving to feel secure? And are you letting both of those be valuable?Resources + Links:Learn more about the Dream Team Momentum program hereConnect with Sarah on LinkedIn: linkedin.com/in/sarahlynnwallace/Take the Enneagram assessment: the 2-question quizLooking for a gift for your coworker or boss? Find their type-specific mugHave a request for a future episode? Drop a text here! 

There is a meaningful difference between pasting a problem into ChatGPT and deploying an AI system that autonomously orchestrates multi-step workflows across a regulated enterprise. Karl has spent the last several years working in that gap — building what he calls “AI coworkers” for wealth management firms and manufacturers. This article unpacks the architectural decisions, engineering philosophy, and organizational implications behind that work.

Taylor Ortega is here this week!! Taylor and Drew talk about her new show Big Mistakes (out now on Netflix), the side effects of being a tall woman, fighting with your sister, being delusional, channeling Bob Ross, manifesting in the shower, banning yourself from Instagram, and so much more.Taylor IG: https://www.instagram.com/taylortega/?hl=enFollow The Comment Section on IG: https://www.instagram.com/thecommentsection/Barilla: look for the red bag on shelves.Visit mybillie.com Learn more about your ad choices. Visit podcastchoices.com/adchoices

Angie was BIG MAD saying we give terrible advice on our "radio show". That's the update about her hubby's flirty coworker...but find out what she decided to do with that advice! Then, we dish out more amazing advice in Group Therapy to "Willow" who is frustrated her boyfriend isn't ready to go public with their relationship at their workplace. Plus day two of Can't Beat Kelly Week for Bonnaroo tickets!

In this episode of My Crazy Office, Kathi and Katherine address a very frustrating situation: what do you do when a coworker's poor work habits make YOU look bad? They start with a question from someone who relies on the data from a coworker to do her job. The data she receives is always late, and often incomplete. Kathi and Katherine discuss how to manage a situation where someone else's poor work could make you look bad.

Let me begin by describing what a toxic person is. Toxic means poisonous, dangerous, harmful, and persistent. So, a toxic person is one who can poison an atmosphere, and their actions and words are harmful and repetitive. Not just a once-in-awhile bad day, but a recurring unhealthy and hurtful behavior. Here are some signs that a person is toxic: They talk more than they listen. They are always right—never admit to being wrong. They are drama queens or kings—drama seems to follow them everywhere. They lack tact and general courtesy. They often lie to make themselves look good or to get what they want. They exhibit controlling behaviors. They love to talk about other people—to gossip. They are in general very negative people. Here's the first thing I want to remind you, as we talk about dealing with toxic people. They are people that God loves, just as much as he loves you. I remember long ago when I worked for a boss who was anything but pleasant; I just found it hard to even be around him. But I remember clearly one day when the thought came to me, no doubt from the Holy Spirit, that God loved him just as much as he loved me. I had to sit down and think about it. How could God love someone so unlovable? But it's true, because God is love, that he loves that toxic person in your life just as much as he loves you. And secondly, that person is not in your life by accident. God is allowing it—not approving of their behavior, mind you—but allowing that person in your life for some good reason. It could be to help you grow in grace, as you learn to deal with them. It could be for the good influence you could have on that toxic person—it could be both. But trust me, God has some good reason for this person being in your life. We are told in Scripture: If it is possible, as far as it depends on you, live at peace with everyone (Romans 12:18). That's our assignment for dealing with toxic people. Others may live by more commonly accepted relationship principles, such as, Look out for number one! Don't take any guff! Stand up for your rights! They may have no motivation to live at peace with everyone, but we are called to this Christ-like objective. It is a lofty one; it is often out of step with the world's wisdom; it is often not appreciated or valued by others. But as disciples of Jesus Christ, it is our guiding principle. And for sure, when we can respond to toxic people with more patience, more kindness, and less anger than others, we are demonstrating the love of Jesus, and it won't be missed. Your coworkers may not believe in God. They may never go to church. They may even think you are some kind of religious fanatic, but they cannot escape the difference in the way you respond to toxic people when you allow God's Spirit to empower you to respond like Jesus would. I think your first challenge is to get your own attitude and reactions to toxic people under control. Learn to do some things that will keep you from—as we say—going crazy. Here are four practical things you can do to protect yourself when you're dealing with a truly toxic person. Don't let your thoughts and mind dwell on them all the time. When dealing with such a disruptive and irritating person—on a regular basis, no less—it's very natural to let their behavior occupy your mind and your thoughts way too much. So, if you find you're dwelling on their behavior and you're giving them too much thought time, you need to firmly and swiftly boot the person out of your head. Refuse to let them take over your mind. Philippians 4 tells us to think about things that are lovely, pure, noble—and that pretty much excludes that toxic person. So, stop giving them time in your mind. And how do you do that? You do it by replacing thoughts of them with good thoughts, thankfulness, reciting your blessings, and focusing on God's goodness. That's what it means to bring every thought into captivity and make it obedient to Christ, as we read in 2 Corinthians 10:5. This is a spiritual discipline that will make a huge difference in your life. If you have not already discovered this truth and learned how to take wrong thoughts captive, I recommend a book I've written on it, entitled Think About What You Think About. So, as you head out to work each day, ask the Holy Spirit to remind you to boot those wrong thoughts out of your mind, to help you refuse to allow this toxic person to occupy your thoughts. That is a very important first step. Distance yourself from them as much as possible. You've heard a lot about setting boundaries, I'm sure. The Bible teaches us to set boundaries. For example, these two passages from Proverbs: Proverbs 4:14 – 15: Do not set foot on the path of the wicked or walk in the way of evildoers. Avoid it, do not travel on it; turn from it and go on your way. Proverbs 16:17: The highway of the upright avoids evil; those who guard their ways preserve their lives. And Philippians 4:7 tells us the peace of God will guard our hearts and our minds in Christ Jesus. So, we have to be wise about distancing ourselves from people who would fill our minds with evil and try to bring us down emotionally. You may not be able to distance yourself from a toxic person physically, if they are a coworker, but if that is not possible, learn to distance yourself mentally and emotionally. Pray each day that God will protect your mind and teach you how to literally tune them out when you can. You know, if you can wear headphones where you work, you could use that as a buffer between you and that toxic person. Even if you don't listen to anything on your earphones, just wearing them creates some distance. Seek relationships at work with uplifting people. Hopefully, there are constructive people in your workplace. Spend time with them, not talking about the toxic person, but talking about fun things, happy things. Uplifting people are a great counterbalance to toxic people. I remember when one of our pastors answered one of my emails with one of his funny quips. It was on a day when I felt like the world was closing in on me—you've had those days, I'm sure. When I read his funny email, I just laughed heartily and thanked God for a friend like him who can always lift my spirits. I've known him more than 25 years, and he has this wonderful gift of finding what I call the “happy spot.” I hope you have people you work with who can always lift your spirit. Look for them and spend time with them as an antidote for the toxic people around you. Watch your self-talk. Don't be your own worst enemy by talking to yourself in discouraging ways. You know, we all talk to ourselves, and typically we believe what we tell ourselves, don't we? So, watch out for your self-talk and use it for good in your life. Talk to yourself on a regular basis with good news. Don't allow your thoughts to linger in negative territory. You can control what you say to yourself! Listen to how the Psalmist talks to himself: Why, my soul, are you downcast? Why so disturbed within me? Put your hope in God, for I will yet praise him, my Savior and my God (Psalm 42:11). Well, there are four practical things you can do to protect yourself from the toxicity of coworkers who may be causing discord and disharmony where you work. This attitude change toward toxic people has to be a God-thing or it will never be a reality. The good news is as Christ-followers, we have the power to put these into practice, because we have been given God's Spirit, indwelling us and empowering us. And it begins, as so much does, by prayer. Daily praying something like this: “Lord, whoever I deal with today, help me to see them the way you see them. Remind me that you love them and their real need is to know you.” In his book, Reaching for the Invisible God, Philip Yancey advises that it is easier to act your way into feelings than to feel your way into actions.[1] In other words, do what you know is right to do and let the feelings follow, if they will. If you wait on your feelings to kick in before you do what you know you should do, you'll be in waiting mode many days, if you're like me! John wrote: God is love. Whoever lives in love lives in God, and God in him (1 John 4:16b). Dear children, let us not love with words or tongue but with actions and in truth (1 John 3:18). This kind of love is an action, not a feeling. It is a decision not a desire. Sometimes the feelings and desires are present; sometimes they are not. Either way, if we live in God, we must live in love. One of the greatest indications that we truly “live in God” and are new creations in Christ Jesus is our willingness to extend this God-love to people who would have no claim on our love otherwise. After all, these toxic coworkers can't expect you to love them, can they? It's not in your job description, and no one can demand it from you. Therefore, when you choose to love in actions and truth, you show a loveless world a little sample of what Jesus is like. You become the love of God reaching out to them, unconditional love, which cannot be explained or ignored. It is powerful in its implications and effects on the relationships of our lives. One small verse in 1 Corinthians 13 reminds us that Love never fails. When nothing else works, try love. When there seems to be no way to improve a relationship, try love. Love never fails. Just as a reminder, tell yourself frequently that workplaces will be workplaces. In most cases, you have a lot of different personalities thrown into one cauldron during working hours. Drama, power struggles, and office politics are often inevitable, at least to some extent. Try to keep yourself as far removed from all this as possible. Concentrate on your own work and excellence and let people be people. — [1] Yancey, P. (2000). Reaching for the invisible God : what can we expect to find? Zondervan.

The love expert is holding court today… See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Today on Valentine In The Morning: We got a New Music Friday recap featuring new songs from Gracie Abrams and Shakira! Plus, listeners call in and share their happy news. Then, when was the last tine you snapped at a co-worker? Listen live every weekday from 5-10am Pacific: https://www.iheart.com/live/1043-myfm-173/Website: 1043myfm.com/valentineInstagram: @ValentineInTheMorningFacebook: https://www.facebook.com/valentineinthemorningTikTok: @ValentineInTheMorningSee omnystudio.com/listener for privacy information.

Am I the Jerk? is the show where you can confess your deepest darkest secrets and be part of the conversation.

On today's Free Swim we start off by recapping the wild week Dana Beers had after his 52 hour long Barstool After Dark stream where he came out victorious and was spit on. We then get into White Sox Dave taking 3 co workers on a wild goose chase and an unnecessarily long ride home after a long stream. SUPPORT THE SHOW: Shady Rays - Go to http://shadyrays.com and use code WALK for 50% off 2+ pairs of polarized sunglasses. BlueChew - When you buy two months of BlueChew Gold, you get the third for FREE with promo code DOGWALK https://bluechew.comYou can find every episode of this show on Apple Podcasts, Spotify or YouTube. Prime Members can listen ad-free on Amazon Music. For more, visit barstool.link/thedogwalk

Listen to all my reddit storytime episodes in the background in this easy playlist: https://www.youtube.com/playlist?list=PL_wX8l9EBnOM303JyilY8TTSrLz2e2kRGThis is the Redditor podcast! Here you will find all of Redditor's best Reddit stories from his YouTube channel. Hosted on Acast. See acast.com/privacy for more information.

A guy was talking to a girl and after a while the topic of work came up. Turns out, this guys coworker is the girls ex-boyfriend. Is this allowed or will it cause some problems? Thor is going for the City of San Diego once again! This time he is confronting the stunts they are pulling to "help" the budget crisis by making cuts to MULTIPLE things around the city one of them being the beloved December Nights that takes place at Balboa Park every year. Today is the 40th anniversary of Top Gun, a movie that took place in San Diego. Well we found a list that ranks the top movies that take place in San Diego and break it down.See omnystudio.com/listener for privacy information.

This episode includes narrations of true creepy encounters submitted by normal folks just like yourself. Today you'll experience horrifying stories about Park Rangers  & Creepy Co-workersHAVE A STORY TO SUBMIT?LetsReadSubmissions@gmail.comFOLLOW ME ON -►YouTube - https://www.youtube.com/c/letsreadofficial► Instagram - https://www.instagram.com/letsread.official/♫ Music & Cover art: INEKThttps://www.youtube.com/@inektToday's episode is sponsored by:- Mint Mobile- Quince- Omaha Steaks --> Go to https://OmahaSteaks.com and use promo code READ at checkout for $35 off. Minimum purchase may apply.

This week on Don't Blame Me, Meghan and Melisa are giving advice on befriending your coworker and also letting your friend know that they can't just change your plans. They also discuss their favorite looks at the Met Gala, their continued hatred of boats, and their trepidation about the upcoming elections. Join our Patreon: https://www.patreon.com/dontblameme Subscribe to But Am I Watching? Apple  Spotify Subscribe to Don't Blame Me! Apple Spotify Call In for DBM - 310-694-0976 (3 minutes or less) Write In for DBM - meghanpodcast@gmail.com (300 words or less) DBM Submission Form Buy Our Merch https://crowdmade.com/collections/sister-sign Follow Us! instagram.com/meghanandmelisa @meghanrienks instagram.com/meghanrienks https://twitter.com/meghanrienks @sheisnotmelissa instagram.com/sheisnotmelissa instagram.com/diamondmprint.productions Learn more about your ad choices. Visit megaphone.fm/adchoices