Podcasts about Coffey

In episode 272, Coffey talks with Amie Fox about inclusive recruitment as a skills-first strategy — and why getting disability inclusion right across the hiring lifecycle unlocks better outcomes for all types of diverse talent. – HRSOUTHWEST October 11-13, 2026 – Good Morning, HR listeners can use the promo code 2026-CoffeyGMHR-100 to save $100 on an HRSouthwest full conference registration at https://hrsouthwest.com!------------------------------------------------------------------------------------------------------------------------------------------------ They discuss inclusive recruitment defined as removing intentional and unintentional barriers so the best-skilled candidate can move through the process without obstruction; honest, specific job descriptions that reflect actual role requirements rather than aspirational proxies and that allow unqualified candidates to self-select out; disability as the inclusion starting point — with the disability community twice as likely to be unemployed as non-disabled peers despite being frequently over-educated; the average $300 cost of a reasonable accommodation in the US and available government funding through state and county workforce boards to offset it; skills-based hiring as the most equitable screening approach because it focuses on demonstrable job-relevant competencies rather than credential proxies; AI and assistive technology as equalizers for candidates and employees with disabilities, enabling participation and independence in ways previously unavailable; designing the application process intentionally — including accessibility of job postings, assessments, and office environments — to remove barriers before the interview stage; how to handle disability disclosure in interviews, ask practical accessibility questions, and kick the elephant out of the room without legal risk; the medical model versus social model of disability and why moving past fear of offense is the key to unlocking genuine inclusion conversations; and onboarding as the most critical retention tool — including pre-start communication, 90-day planning, accommodations setup before day one, and maintaining connection so new hires know where the bathroom is. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.ABOUT OUR GUEST Amie Fox is the Founder of A Fox Consulting, a trainer and keynote speaker who helps founders, HR and operations leaders in growing organisations build practical people systems that improve employee engagement, manager confidence, and business performance. She moved into this work after a portfolio career across communications, training, fundraising, corporate responsibility, and operations exposed her to how differently people experience workplaces. A key turning point was struggling to find early employment as a visually impaired woman, which shaped her understanding of hidden barriers, workplace design, and the importance of systems that help people perform at their best. Her credibility is grounded in recent and current roles: she set up A Fox Consulting, serves as a non-executive director at Vision Ireland, and has held senior CSR and operations roles at organisations including SCOPE Eyecare & Healthcare. Through her consulting, communications, fundraising, and inclusion work, she has contributed to projects with organisations such as McDonald's, Telefonica, Deloitte, Novartis, Abbott, Newstalk, and John Sisk & Sons. Amie's work is built around the employee life cycle as the foundation for better people performance. She supports leaders and managers through coaching, training, and mentoring designed to maximise employee engagement and performance across each stage of that life cycle. Her book Mind the Blind Spot: Decision to Done and her FoxBuzz framework are practical manifestations of her central thesis: when people feel good, they perform at their best — but that idea only becomes useful when translated into clear routines, structures, and systems that work in boardrooms and in daily operations. Amie can be reached at:Website: www.afox.ieLinkedIn: https://www.linkedin.com/in/amie-fox-a3420333/Instagram: https://www.instagram.com/consultingafox/YouTube: https://www.youtube.com/@AFoxConsulting ABOUT MIKE COFFEY Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative (https://www.imperativeinfo.com/), a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening (https://pfcinformation.com/) brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast (https://goodmorninghr.com/), where each week he talks to business leaders about bringing people together to create value for all stakeholders. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council (https://texasshrm.org/), where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County (https://workforcesolutions.net/); the Texas Association of Business (https://txbiz.org/); and the Fort Worth Chamber of Commerce (https://www.fortworthchamber.com/), where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth. LEARNING OBJECTIVES • Define inclusive recruitment as a skills-first, barrier-removal process and apply a five-stage framework — advertising reach, accessible information, application design, interview structure, and onboarding — to identify gaps in an existing hiring process. • Explain why disability inclusion serves as a foundation for broader inclusive hiring, and describe how accommodati...

This week the fellas sit down and chat with Rockbridge county resident Jacob Coffey. Jacob recounts several bear hunting stories a couple with his friend Caleb as well as a few deer hunting stories as well as one involving a doe that turned out to be a 10 point! we had a great time as always and we hope you all enjoy the episode as well! Thanks for tuning in as always!

In episode 271, Coffey talks with Mallory Herrin about recent workplace news stories involving AI note-takers, executive accountability, sex discrimination, and performance feedback.–HRSOUTHWEST October 11-13, 2026 –Good Morning, HR listeners can use the promo code 2026-CoffeyGMHR-100 to save $100 on an HRSouthwest full conference registration at https://hrsouthwest.com! ____________________________________They discuss how an AI meeting transcript became evidence in a gender discrimination lawsuit; why vague termination explanations invite employees to assume discriminatory intent; the admissibility and reliability of AI-generated transcripts in litigation; the board ouster of Better.com CEO Vishal Garg after $1.5 billion in losses; why leader behavior and judgment are legitimate, quantifiable performance criteria; an Arkansas hospital's loss in a sex discrimination case brought by a male surgical tech barred from deliveries; why bona fide occupational qualification defenses rarely survive inconsistent application; how third-party referral sources pressure employers into unlawful employment decisions; survey data showing 43% of managers entered employee names, performance details, or PII into public AI tools; the difference between consumer AI accounts and enterprise agreements with zero data retention; why AI chat logs are discoverable in employment litigation; the need for written AI policies, training, and HR support; why subjective feedback like "executive presence" fails employees; and why continuous real-time coaching beats annual performance reviews.For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP271Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mallory Herrin is an experienced human resources consultant and industry recognized thought leader, serving as HerrinHR's CEO and Principal HR Consultant. She is a frequent speaker at HR conferences and the author of Intentional HR: A Revolution in Strategic Thinking.With over 20 years of HR experience, she holds certifications from both HRCI and SHRM. She is also the recipient of DallasHR's 2024 HR Executive of the Year Award - Small Company, and the 2025 Best Places to Work HR Impact award.Mallory is also the co-host of the fast-growing podcast 'Breakthrough with Mallory and Julie'.Mallory can be reached at: https://herrinhr.com/https://www.linkedin.com/in/malloryherrin/About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make better people decisions.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, hundreds more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 29 years are empty nesters in Fort Worth.Learning Objectives:1. Evaluate the legal and evidentiary risks created by AI note-takers and meeting transcription tools in employment conversations.2. Distinguish between subjective personality-based feedback and objective, actionable performance criteria that hold up under scrutiny.3. Develop written AI use policies that protect confidential employee data and address the discoverability of chat records.

In this episode of The Sale Ring Podcast, we sit down with Jimmie Dean Coffey, Vice President of United Country Auction Services and newly elected Vice President of the REALTORS® Land Institute (RLI).

In episode 270, Coffey talks with Mollie Campbell about how domestic abuse silently impacts the workplace and employers' moral and business case for addressing it. – HRSOUTHWEST October 11-13, 2026 – Good Morning, HR listeners can use the promo code 2026-CoffeyGMHR-100 to save $100 on an HRSouthwest full conference registration at https://hrsouthwest.com! ____________________________________ They discuss the prevalence of domestic abuse and why survivors are skilled at hiding it; the broad definition of domestic abuse; the workplace impact of domestic abuse on productivity, absenteeism, engagement, and retention; behavioral and physical warning signs managers can watch for — without diagnosing — and how to have a compassionate, open-door conversation that offers resources without overstepping; the critical importance of individualized employee safety planning when a protective order is in place; the tension between training managers to recognize warning signs and avoiding hypervigilance or over-diagnosis; the eight components of the Safe Place Workplace Program; and resources for survivors, including the National Domestic Violence Hotline, domesticshelters.org , and the Employers Against Domestic Abuse Alliance website. For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP270   Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Mollie Campbell is a professional speaker, corporate trainer, and the Founder and CEO of Employers Against Domestic Abuse Alliance (The Alliance), a nationwide nonprofit organization dedicated to helping employers create workplaces where survivors of domestic abuse feel safe, seen, and supported. With more than 30 years of HR leadership experience spanning industries from healthcare to financial services, Mollie brings a rare combination of professional credibility and deeply personal insight to thetopic of domestic abuse in the workplace. As a survivor herself, she understands firsthand that the workplace can either be a lifeline for someone in crisis or a silent, complicit bystander.   Through The Alliance's signature Safe Place Workplace Program, Mollie partners with employers to implement meaningful policy, train managers and HR professionals, and establish referral systems that connect employees with life-saving resources. Her work bridges the gap between HR policy and human compassion, making the business case for employer engagement while never losing sight of the individual lives at stake. Mollie was a speaker at the SHRM Annual Conference & Expo (Orlando, June 2026), the Oklahoma SHRM Annual State Conference (Tulsa, April 2026), and will be a speaker at the Southwest HR Conference (Fort Worth, October 2026), and the Arkansas SHRM HR Conference & Expo (Hot Springs, October 2026).  She has also presented for a variety of professional associations, nonprofit organizations, and corporate audiences across the region. Her message is direct: domestic abuse costs U.S. employers $8.3 billion annually, and most affected employees never speak up because no one told them it was safe to. Mollie is on a mission to change that, one workplace at a time. Mollie Campbell can be reached at: https://www.eadaa.org     https://www.linkedin.com/in/mollie-campbell-1survivor/  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives:  Define domestic abuse broadly — beyond physical violence — to include coercive control, emotional abuse, stalking, and financial manipulation, and explain why survivors often do not self-identify as victims. Identify the behavioral and performance warning signs that may indicate an employee is experiencing domestic abuse and describe how to initiate a compassionate, resource-focused conversation without overstepping appropriate boundaries. Outline the eight components of a Safe Place Workplace Program and identify at least three immediate steps an organization could take to begin creating a safer environment for survivors. 

On this live recording episode of the Chewjitsu Podcast, we are once again joined by Strength and Nutrition Coach Eli Coffey. Eli joins the podcast to discuss cutting weight for BJJ competition, when to start a weight cut, best foods for cutting weight, building a good relationship with food, rehydration, peaking for competition, two big mistakes when gaining weight, the importance of strength training for gaining weight, and a Q&A segment. For coaching inquiries and to work with Eli click here: https://www.elicoffeycoaching.com/ Thanks to our podcast sponsors: Datsusara, head over to https://www.dsgear.com/ and use the code Chewjitsu10 to get 10% off of the highest quality hemp gear for BJJ. Check out "Athlethc" at https://athlethc.com/ and use the code Chewjitsu10 to get 10% off of your order of hemp-derived THC performance mints.  Charlotte's Web CBD. Head over to https://bit.ly/chewjitsu30 and use the promo code Chewjitsu30 to get 30% off of your total purchase. Epic Roll BJJ. Check out https://epicrollbjj.com/ and use the promo code Chewjitsu20 to get 20% off of your total purchase. Check out podcast exclusives including conversations with guests, Q&A sessions, and tons more at https://patreon.com/thechewjitsupodcast

In episode 269, Coffey talks with Clint Pulver about what 11,000 undercover employee interviews revealed about why people stay, why they leave, and what separates managers who are merely tolerated from the ones employees call mentors. –  HRSOUTHWEST  October 11-13, 2026 –  Good Morning, HR listeners can use the promo code 2026-CoffeyGMHR-100 to save $100 on an HRSouthwest full conference registration at https://hrsouthwest.com! ____________________________________ They discuss the gap between how leaders perceive their own organizations and the reality employees experience — and why employees rarely tell their boss the truth; the four manager archetypes — the removed manager, the buddy manager, the controller, and the mentor — mapped against the twin variables of standards and connection; mentorship over management as the consistent differentiator in organizations where people thrive and stay; the five Cs of mentorship — confidence, credibility, competency, candor, and care — and how each can be developed, not just inherited; why there is no universal retention formula and why getting to "the part about the individual" outperforms any generational strategy or workplace perk; the currency of recognition and why personalized, moment-based acknowledgment drives engagement far more than standardized rewards; the status check as a practical alternative to performance reviews — three questions that open a real conversation about what an employee needs, what's blocking their success, and what would keep them; why leaders who say they don't have time to connect are simply choosing other priorities, and what it costs them; and the difference between collaboration and control in difficult conversations, including how candor and trust work together when a manager can't give an employee what they're asking for. About our Guest:  Clint Pulver is an Emmy Award winner, Hall of Fame Speaker, Pro Drummer and one of the world's leading voices on employee retention and organizational culture. He's the bestselling author of the book titled I Love It Here: How Great Leaders Create Organizations Their People Never Want to Leave and was named one of Business Q Magazine's Top 40 Under 40 for his groundbreaking research as the Undercover Millennial. As founder and president of The Center for Employee Retention, he has helped organizations like the NBA, Microsoft, Red Bull, and NASA create engaged, loyal, and thriving workplaces. He's also appeared on America's Got Talent, acted in feature films alongside stars like Jack Black and Jon Heder, is an avid helicopter pilot, and—fun fact—is a proud member of the R2D2 Builders Club. He is also the president and founder of Dream Machines, a foundation that gives children with disabilities the gift and magic of flight. Clint strongly believes that a single moment in time can change a person's life. He has traveled the world speaking to a wide spectrum of diverse audiences, challenging them to dream, excel, connect, and believe--both in themselves and in the power of others. His mantra? “It's not about being the best in the world…it's about being the best FOR the world.” Clint Pulvert can be reached at:   Your Website:  | https://clintpulver.com/ LinkedIn:  | https://www.linkedin.com/in/clintpulver/ Instagram:  | https://www.instagram.com/clintpulver YouTube:  | https://www.youtube.com/channel/UCpWB8oLO5HOjstE9gmL9Qxg  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for all stakeholders. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the four manager archetypes defined by the intersection of standards and connection, and explain the employee outcomes each one produces. Apply the five Cs of mentorship — confidence, credibility, competency, candor, and care — to assess and develop leadership capability in their own organization. Conduct a status check conversation using the three core questions that surface what employees need, what's blocking them, and what would keep them — and distinguish this approach from a traditional performance review or one-on-one. 

Prolife Primetime: Frank Pavone welcomes Bishop Joseph Coffey, Auxiliary Bishop for the Archdiocese for the Military Services, for a powerful conversation about the responsibility of Catholics to defend life. Bishop Coffey discusses his longtime involvement in the pro-life movement, the healing offered through Rachel's Vineyard, Mother Teresa's fearless witness against abortion, the importance of bishops speaking clearly on life issues, and the growing challenge of chemical abortion.

Joining Iain Dale on Cross Question are Chair of the Labour Muslim Network Ali Milani, former Deputy Prime Minister Baroness Dr Thérèse Coffey, London's Liberal Democrats Spokesperson Luke Taylor, and Broadcaster & entrepreneur Claudia Hearne.

In episode 268, Coffey talks with Jeff Lay about what it means to build a conflict-capable organization, why artificial harmony is more dangerous than open disagreement, and how leaders can develop the skills and culture needed to handle difficult conversations before they become expensive problems. –  HRSOUTHWEST  October 11-13, 2026 –  Good Morning, HR listeners can use the promo code 2026-CoffeyGMHR-100 to save $100 on an HRSouthwest full conference registration at https://hrsouthwest.com! ________________ They discuss the concept of a conflict-capable organization as an alternative to the unrealistic goal of conflict elimination; the conflict incubator — how childhood environments and previous workplaces shape an individual's default conflict behaviors; artificial harmony versus genuine trust, and why silence in a meeting rarely signals agreement; the financial cost of unresolved conflict, including disengagement losses that don't show up on a P&L but function like money thrown in a fire; becoming fluent in the language of small things — addressing friction early before emotions escalate into "you always" and "you never" conversations; how a leader's response to the first person who raises conflict determines whether anyone ever raises it again; the challenge of coaching up when the conflict source is the leader themselves, and how HR can build the relational runway to do it; social media, generational change, remote work, and AI as compounding forces making productive conflict harder to navigate; emotional intelligence, humility, and curiosity as foundational leadership skills for conflict resolution; and the CURVE framework — cared for, understood, respected, valued, and empowered — as a diagnostic for organizational health.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP268  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jeff Lay is the Founder of The People Curve, a leadership and conflict resolution consulting practice focused on helping leaders and organizations navigate difficult conversations, strengthen workplace relationships, and build healthier cultures.  With more than 25 years of leadership experience spanning nonprofit, ministry, and organizational leadership, Jeff has coached leaders through employee relations challenges, team conflict, organizational change, and workplace investigations.  Jeff believes conflict is not something to avoid but a skill to develop. His work centers on helping organizations become conflict-capable—creating cultures where difficult conversations can be addressed with clarity, respect, and accountability.  Jeff is a SHRM-SCP and frequent speaker for leadership teams, HR professionals, churches, and nonprofit organizations. He lives in East Texas with his wife and family and enjoys camping, reading, and cheering on the Dallas Cowboys Texas A&M football.  Jeff Lay can be reached at:  Website:  |  www.thepeoplecurve.com  LinkedIn:  | https://www.linkedin.com/in/jeff-lay-shrm-scp-09987a10   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Distinguish between artificial harmony and genuine organizational trust, and identify the leadership behaviors that create each. Apply the "language of small things" approach to surface and address interpersonal friction before it escalates into formal conflict requiring HR or legal intervention. Assess the financial and cultural cost of unresolved workplace conflict and use that framing to make the business case for investing in manager training and conflict-capable culture. 

What needs to change in the school system? Andy Coffey joins Glen today to dive into his upbringing in Ireland to how he got to Canada working as an educator. Andy studied Science & education and shares his beliefs and ways that the school systems need to adapt to help students best get out their full potential and learn at their best. We also dive into how to bridge the gap of division amongst individuals in todays society. Follow The Show On Instagram: https://www.instagram.com/lifeafterhighschool1/

Growth can create distance when systems and communication do not grow with the team. Teresa Coffey joins Rob Sperry to share the onboarding, accountability, storytelling and recognition systems she uses to keep leaders connected and create a culture people want to stay part of. In This Episode You Will Learn Why growing teams often lose the sense of connection they had in the beginning A simple four-part framework for helping people tell their story Why scalable systems have to work beyond the leader who created them

Donna was born in Ringgold, Louisiana on June 26, 1955. She has been a life long resident of Louisiana and currently resides in Denham Springs, Louisiana near the state capital city of Baton Rouge,  home of Louisiana State University, LSU, geaux Tigers! She is a retired Professor of Nursing and is also a Family Nurse Practitioner. Donna was raised on a farm in Northwest Louisiana in Natchitoches Parish. She has four grown sons and one granddaughter. She accepted Yeshua as her Lord and Savior at the age of 9. She and her husband Jeff were high school sweethearts. Jeff was called to the ministry and she served as a Southern Baptist pastors' wife for 20 years. She is no longer married and 13 years ago the Lord called her into the Messianic Community. She is an active member of Beth Hallel in Mandeville, Louisiana. She loves to travel and meet people especially Russian Jews. Her hobbies are singing, messianic dancing, swimming, and learning foreign languages such as Russian and Hebrew.

In episode 267, Coffey talks with Catherine Clifton about AI-generated employee grievances, another lawsuit arising from a DEI training program, a Walgreens race and age discrimination case, and a Reddit scenario involving FMLA leave and workplace gossip. They discuss the rise of AI-generated employee grievances citing nonexistent laws and containing factual errors, and how employers should respond to them the same way they'd respond to any poorly written complaint; AI use by medical providers in ADA accommodation responses — including providers drawing conclusions that are legally the employer's to make; the danger of employees using AI to build one-sided cases that start with a conclusion rather than an objective analysis of facts; an EEOC lawsuit against Washington University in St. Louis arising from a DEI training that racially segregated participants over an employee's explicit objection, followed by elimination of her position after she filed an EEOC charge; the structural problems with demographic-based separation in DEI programming and the assumption that shared identity equals shared experience; the Walgreens case and the legal standard for comparators in race and age discrimination claims — including similar job, same decision-maker, comparable conduct, and disparate treatment; how summary judgment works and why consistent policy enforcement across all employees is the strongest defense against comparator arguments; the risk of employees not knowing what disciplinary action others have received, and how that gap fuels gossip and unfounded discrimination claims; and a Reddit scenario involving a coworker complaining about an FMLA-protected employee, a supervisor who deflects with "HR is aware," and how HR should respond to protect privacy while addressing cultural warning signs. For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP267  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Catherine has more than 20 years of experience specializing in employment law in Texas. She worked with multiple local governmental entities as an employment law attorney and also served as a legal advisor for public safety.  She spent several years as an administrative services director, where she was responsible for Human Resources, Risk Management, and Payroll. She has advised clients on recruitment, selection, discipline, wage and hour, policies, and grievance matters, including federal and state laws related to labor and employment.   Catherine also has experience with general municipal law, utility matters, public information, open meetings, and general governance matters.   Catherine is a graduate of Southwestern University, obtained her JD from Texas Tech University. She is certified as a Senior Professional in Human Resources (SPHR). She joined Ross | Gannaway | Clifton, PLLC in 2022.  Catherine can be reached at:  https://www.gannawayclifton.law/  https://www.linkedin.com/company/rossgannawayclifton/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for all stakeholders. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Apply a consistent, policy-grounded response protocol to AI-generated employee grievances — including clarifying conversations, documentation, and using complaints as opportunities to identify real underlying issues. Identify the legal elements of a valid comparator in a discrimination claim and explain why consistent enforcement of discipline across all employees is the most effective defense.  Recognize the supervisor behaviors that signal cultural and legal risk — including deflecting accountability to HR and failing to redirect inappropriate peer complaints — and describe how HR can address them. 

Mila Resources COO Alastair Goodship joined Steve Darling from Proactive to discuss a significant upgrade to the JORC-compliant Mineral Resource Estimate for the Coffey Gold Deposit, part of the company's Kathleen Valley Gold Project in Western Australia. The updated resource estimate now contains 599,000 tonnes grading 2.1 grams per tonne gold for approximately 41,300 ounces of contained gold. The revised estimate represents a substantial increase from the previous 2020 resource, with both tonnage and contained ounces roughly doubling as a result of additional drilling and improved geological understanding of the deposit. Goodship explained that the resource growth validates the exploration work completed to date and further strengthens the development potential of the Kathleen Valley project. Beyond the increase in gold inventory, the updated resource also includes notable silver and zinc values, providing potential additional economic upside and highlighting the broader mineral endowment of the system. Importantly, exploration upside remains strong. Several identified gold targets within the project area have yet to be fully tested, offering opportunities to grow the current resource base through future drilling programs. Geological studies also indicate that mineralization may extend toward neighboring properties, creating the potential for additional discoveries and resource growth if continuity can be confirmed. The company is also focused on the Yarrol gold project. Goodship says Mila has spent approximately 24 months building its geological model, drilling to prove extensions from the historic resource depth of around 50 metres down to 100 to 150 metres, and testing mineralisation along strike. The company is aiming to publish a new gold resource at Yarrol in Q4, with additional drilling under way to fill gaps and test extensions. Goodship highlights significant exploration upside at Yarrol, noting that Mila holds approximately 20 kilometres of the Yarrol fault structure but has so far explored only one kilometre of it. Multiple gold occurrences are mapped along the structure, and the company intends to step out along the fault to identify additional shallow targets. At the Monal licence, also in Queensland, recent geophysics results released last week identified what Goodship describes as a strong potential porphyry target. Surface quartz veins with sulphides and historic workings with high-grade copper and gold mineralisation in narrow veins add to the encouragement. Goodship says Monal is a large licence area with many additional targets not yet reached, and the company is only beginning to see its potential. #proactiveinvestors #milaresourcesplc #lse #mila #copper #gold #GoldExploration #WesternAustralia #KathleenValley #GoldStocks #MiningNews #ResourceGrowth #JuniorMining #CriticalMinerals

Chris of The Morning Mix chats with Cassie Coffey of DuPage Children's Museum about their upcoming Gabby's Dollhouse MEOWseum Discovery Days, August 21st - 23rd. Get ready for a paws-itively magical adventure! Step inside a world of imagination as DuPage Children's Museum transforms into a Gabby's Dollhouse experience bursting with creativity, playful discoveries, and hands-on fun for the whole family. We're thrilled to host Gabby's Dollhouse MEOWseum Discovery Days in collaboration with DreamWorks Animation and the Association of Children's Museums.For more details and to purchase tickets, click HERE.Listen to The Morning Mix weekdays from 5:30am - 10:00am on 101.9fm The Mix in Chicago or with the free Mix App available in the Apple App Store and Google Play.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In episode 266, Coffey talks with Brandon Sammut about how Zapier built its AI transformation from the inside out — and what HR leaders can learn from a fully remote, AI-native company that decided people and AI strategy belong in the same hands.  They discuss the evolution of the Chief People Officer role into a Chief People and AI Transformation Officer and why HR is uniquely positioned to lead organizational transformation; AI transformation as one instance of organizational transformation, and why culture health and clarity of mission matter more than tool selection; Zapier's March 2023 "AI code red" as a high-contrast leadership communication strategy that didn't wait for perfect clarity before naming urgency; the importance of keeping accountability for business outcomes where it belongs while using a cross-functional Center of Excellence to provide enablement and remove friction; individual contributor identity and energy management challenges when AI eliminates tasks that provided meaning or cognitive reprieve; Zapier's customer support transformation — 50% faster resolution, higher satisfaction scores, 30-point employee engagement gains, and two entirely new types of work created from recovered human time; why AI-inflated application volume and homogenized resumes are making recruiting harder even as AI automates more of the process; Zapier's reference-heavy hiring model, which targets 50% of candidate signal from references including back-channel outreach, to counter AI-generated application fraud; the AI Fluency Framework — four competencies including strategy, growth mindset, builder skills, and accountability — used for both hiring and internal development; and why cross-person coordination is declining as individuals become more empowered, while human skills like psychological safety, feedback, and clarity become more important, not less.  More information about Zapier's AI fluency framework is available at: https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP266  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  brandon is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital. Brandon Sammut is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital.  Brandon can be reached at   LinkedIn https://www.linkedin.com/in/brandon-sammut-8147b76/  Website https://zapier.com/blog/author/brandon-sammut/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives:Explain why organizational culture health and mission clarity are more predictive of AI transformation success than tool selection or governance framework design. Apply the lesson of Zapier's customer support transformation to identify how recovered human time from AI automation can be reinvested in higher-value work rather than defaulting to headcount reduction. Evaluate the four competencies of Zapier's AI Fluency Framework — strategy, growth mindset, builder skills, and accountability — and assess how each applies to building an AI-ready workforce. 

Building wealth isn't about shortcuts—it's about strategy. Adam Coffey, bestselling author, private equity expert, and CEO, shares his proven strategy for buying and scaling companies the right way. In this episode of The Greatness Machine, Adam returns to break down why paying fair market value leads to bigger wins, the power of roll-ups, and why buying strong companies beats chasing distressed assets. With over 58 acquisitions under his belt, Adam's insights are a must-listen for business owners, investors, and anyone looking to scale with integrity. In this episode, Darius and Adam will discuss: (00:00) Introduction and Background of Adam Coffey (05:03) Transitioning from CEO to Consultant (09:59) Key Traits of Successful Entrepreneurs (15:03) Advice for Aspiring Entrepreneurs (19:53) The Impact of Technology and AI on Business (29:51) Navigating Change in a Rapidly Evolving Landscape (34:36) The Future of Autonomous Driving and Insurance (37:19) Navigating Private Equity: The Sparkle Process (39:06) Ethics in Private Equity Transactions (46:47) The Importance of Fair Market Value (51:01) Eliminating Risk for Entrepreneurs (56:18) Believing in Yourself: The Key to Greatness Adam Coffey is a visionary empire builder, CEO coach, and top 1% speaker with three #1 bestselling books. As a founding partner of CEO Advisory Guru, he provides expert consulting to PE portfolio companies, founders, family offices, and elite executives. With over two decades as a CEO, he led three national private equity-backed service companies, generating billions in value and averaging 5X MOIC at exit. A Forbes Business Council member since 2021, Coffey specializes in growth strategy, M&A, and exits. A proud U.S. Army veteran and pilot, he and his family reside in Texas. Listen: 228 | Adam Coffey | Empire Builder: Strategies for Thriving in the World of Private Equity Connect with Adam: Website: https://adamecoffey.com/ LinkedIn: https://www.linkedin.com/in/adamecoffey/ Twitter: https://x.com/AdamECoffey1  Books: https://www.amazon.com/stores/author/B07NLL55ZC  Connect with Darius: Website: https://therealdarius.com/ Linkedin: https://www.linkedin.com/in/dariusmirshahzadeh/ Instagram: https://www.instagram.com/imthedarius/ YouTube: https://www.youtube.com/@Thegreatnessmachine  Book: The Core Value Equation https://www.amazon.com/Core-Value-Equation-Framework-Limitless/dp/1544506708 Write a review for The Greatness Machine using this link: https://ratethispodcast.com/spreadinggreatness. 

In episode 265, Coffey talks with John Singleton about HR's long-standing identity crisis, the strategic skills the profession must develop to stay relevant, and how AI is reshaping both the work of HR and the way work itself gets done.  They discuss HR's decades-long reputation as a bureaucratic gatekeeper — from the 1996 Fortune critique through the 2025 revisit of "Why We Hate HR" — and what it means to function instead as a strategic confidant and ethical agent; the DEI whiplash as a case study in HR failing to provide compliant, data-grounded counsel when it mattered most; using PESTEL and SWOT analysis to advise on business expansion decisions including workforce availability and market fit; financial literacy as a critical and underdeveloped skill for HR professionals, including reading P&L statements and linking people decisions to EBITDA; the dangers of AI-powered auto-application tools flooding recruiting pipelines with unvetted, uninterested candidates; why AI should not replace human judgment in interviewing, candidate evaluation, and culture-fit assessment; the growing requirement for HR practitioners to understand AI governance, prompt literacy, output verification, and state-level AI employment legislation; the individual responsibility of HR professionals to own their own continuous learning when employers won't fund it; HR's emerging role as architect of human-AI workflow integration in partnership with IT and operations; and HR's internal identity crisis as the profession's biggest obstacle to earning the strategic credibility it seeks.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP265  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  John Singleton, SHRM-CP, is a fractional HR partner based in the Dallas-Fort Worth area, working 1-on-1 with Texas founders, business owners, and leadership teams on the people side of building and scaling. With 16+ years of HR leadership experience — including senior roles at Tata Consultancy Services, Coforge, and Mastek — John brings pattern recognition, strategic judgment, and a trusted vendor network to every engagement. His approach goes beyond handbooks and compliance. He serves as a confidante and strategic sounding board for the harder conversations founders face — the ones that don't fit neatly into an HR playbook. Whether it's navigating the compliance cliff at 50 employees, coaching a leadership team through a difficult hire, or being the calm voice on the phone when something unexpected lands, John's role is to be the person in the room when it matters most. Based in Waxahachie, TX, John founded Quick HR Solutions to give small and mid-sized Texas businesses access to senior-level HR partnership without the cost of a full-time hire.  John Singleton can be reached at   Your Website: www.quickhrtx.com  LinkedIn: https://www.linkedin.com/in/johnsingleton720   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Distinguish between HR as compliance gatekeeper and HR as strategic business partner, and identify the advisory behaviors — including data-driven counsel, financial fluency, and risk-option framing — that define the latter. Evaluate the compliance and reputational risks of AI-assisted recruiting tools, including auto-application platforms and resume-scanning systems, and articulate the human judgment elements those tools cannot replicate. Identify the technical, financial, and interpersonal skill sets HR practitioners must proactively develop to remain relevant as AI eliminates transactional HR work and expands the profession's strategic scope. 

In episode 264, Coffey talks with Timothy State about the science of workforce wellbeing, why middle managers are the most at-risk population right now, and how AI-powered life quality companions are transforming the way organizations understand and support thriving at scale.  They discuss the five core dimensions of human wellbeing — physical and mental health, relationships, security, and meaning and purpose — and why employer influence on all of them is both a business and social responsibility; EAP underutilization and the limits of traditional point-solution approaches to employee wellness investment; the predictive power of the question "does my leader care about my wellbeing?" on retention and workforce outcomes; team-level wellbeing contagion and how one individual's improvement reliably lifts the whole team over time; middle managers as the most burned-out and at-risk population in today's workforce; the perverse hiring incentives created when leaders are held accountable for individual wellbeing outcomes rather than demonstrated care behaviors; the difference between using AI to extract efficiency from existing work versus using AI to elevate the human system itself and generate human-centered value; cognitive overload as an unintended consequence of AI-driven task elimination, including the loss of low-complexity recovery work; Altius's AI life quality companion "Alti" — its nine wellbeing dimensions, 750-plus KPIs, perpetual memory, and 96% user satisfaction rate across 26 countries; and the radical privacy architecture required for employer-sponsored AI wellbeing tools to earn employee trust and avoid discriminatory misuse of health data.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP264  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Timothy State is a people strategist, business leader, and human wellbeing innovator with 25 years' experience leading large-scale workforce transformation. He led Humana to global recognition for improving workforce well-being.  Tim is an active advisor to Harvard Human Flourishing / SHINE, a founding member of Center for Positive Organization, chaired the Wellbeing and Workforce Strategy Institute and several other leading bodies.  In 2025, Tim founded Altius, an AI-native human optimization company helping businesses and healthcare systems thrive via regenerative AI technologies and advanced human advising. He institutionalizes human well-being through data, social infrastructure, and leadership transformation.  Tim can be reached at:  Your website: https://www.altiusco.com/  LinkedIn: https://www.linkedin.com/company/altiuswellbeing/  Instagram: https://www.instagram.com/altiuswellbeing/  Twitter/X: https://x.com/AltiusWellbeing    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the five dimensions of employee wellbeing and explain how each one is influenced by organizational culture, leadership behavior, and employer-provided resources. Distinguish between holding leaders accountable for demonstrating care versus for employees' actual wellbeing outcomes, and describe why that distinction protects against perverse hiring incentives. Evaluate the design principles — human-centered AI, radical data privacy, proactive personalization, and clinical grounding — that determine whether an AI wellbeing tool will drive adoption or be ignored like traditional EAPs.  

Mike Coffey grew his social media audience from nothing to more than 120,000 Instagram followers. Here, he reveals how contractors can use social platforms to build trust, show their humanity, and turn finished-project beauty shots into real sales opportunities. He also shares how suffering a stroke last year changed his priorities. Instead of feeling consumed by the less inspiring parts of his business, he is now focused on building a life around the things he loves most: producing excellent work and the creation of meaningful content he can share with others. In this episode you will learn: How much social growth your business really needs The difference between personal branding and company branding How Mike learned the best times to post Common social media mistakes contractors should avoid What to know before working with sponsors and brands Listen to the episode to learn more. Resources: Learn more about Coffey Custom Builds here.

Sophie Cunningham was elbowed in the jaw over the weekend by Minnesota Lynx player Nia Coffey. The referees called a foul on Cunningham before reviewing the play. After review, the referees confirmed that it was a defensive foul on Indiana's 3-and-D specialist instead of an offensive foul on Coffey, a decision that sparked strong reactions from the WNBA world.See omnystudio.com/listener for privacy information.

Our guest speaker Wade Coffey, lead pastor at Muskingham Valley Vineyard teaches on the ministry of reconciliation. When we are reconciled back to God through Jesus, we live in victory! Not a victory that is won by our own might, but a victory that was won, and paid for by Jesus, the One who reconciles us back to the Father. This is true victory!!

Ash and Lucky share how nearly two decades of building mobile and spatial software led them to Kinemeric's Intelligence Core: the AI layer that powers lifelike avatars for training, sales enablement, and customer engagement. They dig into why so many enterprises got AR/VR wrong the first time around (chasing demos instead of outcomes), what's different now that hardware and AI have finally matured, and how their upcoming no-code authoring tool, Spatial Studio, will let non-technical teams build immersive training and marketing experiences without an engineering team in the middle. Whether you're evaluating XR for employee onboarding, exploring AI-driven customer experience, or just curious where spatial computing and AI are headed next, this conversation offers a grounded, outcomes-first look at the Kinemeric Platform and enterprise immersive technology. In this episode, you'll learn: Why "buying outcomes" beats "buying headsets" in enterprise XR strategy What makes an AI avatar a "Believable Human" and why that matters for learning retention How Kinemeric's Intelligence Core combines conversational AI with XR hardware to power realistic training simulations Real-world use cases: XR onboarding, virtual retail training, immersive marketing activations, and AI customer service avatars What's next for Kinemeric's Spatial Studio, a no-code authoring tool for immersive storytelling (releasing 2026) Where multimodal AI (voice, biometrics, body language) is taking XR over the next decade Guests: Ash Gobindram (Co-Founder, Vision & Technical Strategy) and Lucky Gobindram (Co-Founder, Sales & Commercial Strategy), Kinemeric Connect: kinemeric.com | X — @kinemeric | LinkedIn — Kinemeric | Instagram — @wearekinemeric | YouTube — @Kinemeric  Host: Ashley Coffey, Coffey & Code Podcast EPISODE CREDITS:Produced and edited by Ashley Coffey. Cover art designed by Ashley Coffey.Headshot by Brandlink MediaIntroduction music composed and produced by Ashley Coffey LINKSFollow Coffey & Code on Instagram, Facebook, Linkedin, and YouTube for the latest emerging tech updates! Subscribe to the Coffey & Code Podcast wherever you get your podcasts to be notified when new episodes go live. © 2026 Coffey & Code Podcast. All rights reserved. The content of this podcast, including but not limited to text, graphics, audio, and images, is the property of Ashley Coffey and may not be reproduced, redistributed, or used in any manner without the express written consent of the owner. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

 In episode 263, Coffey talks with Jimmy Taylor about the state of return-to-office, AI's real impact on workforce participation and HR practice, and why proactive networking and skills-based hiring matter more than ever.  They discuss CBRE data showing peak office utilization reaching 80% and the factors driving successful return-to-office adoption; the hidden financial costs employees bear when returning to the office and how employers should account for that in compensation and goodwill; why early-career professionals stand to benefit most from in-person work through mentorship, visibility, and relationship-building; June jobs report softness, a 50-year-low labor participation rate, and competing explanations from immigration enforcement changes and AI displacement; AI as a net job creator over time, drawing parallels to fears about the internet eliminating insurance agents, real estate agents, and recruiters in the 1990s; the organizational opportunity and challenge of assessing AI skill gaps and reskilling loyal existing employees rather than replacing them with outside talent; Gen Z's surprising gaps in desktop computing and interpersonal skills despite their reputation for tech fluency; the case for replacing traditional resumes with tailored application processes and front-end skills assessments to filter out AI-generated candidate slop; professional association involvement as a proactive career resilience and network-building strategy before a job loss forces it; and Dallas HR's hands-on AI skills day designed to move HR professionals from AI curiosity to practical daily application.  For listeners of Good Morning HR podcast, use 2026-CoffeyGMHR-100 promo code and take $100 off a HRSouthwest full conference registration at https://hrsouthwest.com.   For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP263  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jimmy Taylor brings more than 20 years of business and HR leadership to DallasHR and the HR Southwest Conference. As Executive Director, Jimmy is responsible for leading strategic initiatives and overseeing the operations of the organization in the mission to advance and connect the regional HR community.  Jimmy Taylor can be reached at   Website: https://www.dallashr.org/  Social: https://www.linkedin.com/in/jimmy-taylor-sphr-25b230/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for all stakeholders. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Evaluate the real costs — financial, cultural, and competitive — that employees and employers each absorb when transitioning back to in-person or hybrid work arrangements. Assess an organization's current AI skill gaps and identify practical reskilling strategies that retain institutional knowledge while closing the gap with external market demands. Redesign the candidate screening process to replace resume-based review with structured application workflows and skills assessments that resist AI-generated submissions and reduce bias. 

Most acquisitions look strong on paper. The real challenge begins after the deal closes.In this episode of The Authority Company Podcast, Joe Pardavila sits down with J. Michael Coffey, author of G.A.L.E. Force: Navigating Strategy, Culture, and Value Creation in Modern M&A, to explore why so many mergers and acquisitions fail to meet expectations, and why culture often becomes the biggest obstacle after closing.Michael shares lessons from helping H.E. Parts acquire 14 companies, expand into seven countries, and eventually become part of Hitachi. He explains the principle behind his G.A.L.E. Force framework: global aim, local execution.Joe and Michael discuss the evolution of private equity, the rise of growth through acquisition, the hidden complexity of post-merger integration, and why financial projections often miss the human realities that determine whether a deal succeeds.Michael also shares stories from Chile, global mining operations, competing against industry giants like Caterpillar and Komatsu, and what it feels like to move from acquirer to acquiree.If you're a CEO, founder, investor, private equity leader, operator, or executive involved in M&A, this conversation offers a practical look at how companies can create lasting value after the deal is done.Chapters00:00 Intro00:43 Buffalo Bills vs. Jets01:00 How private equity changed M&A02:55 Why the book opens in Chile03:10 Building H.E. Parts as a David vs. Goliath story04:13 Why mining operations never stop05:10 Why global customers needed H.E. Parts in multiple markets06:21 Expanding into Australia, Chile, Peru, Canada, the U.S., and Zambia07:00 Competing against OEM giants like Caterpillar and Komatsu08:24 The power of being small and agile08:53 Is mining still the Wild West?10:07 Centralized ownership vs. decentralized operations10:26 What “global aim, local execution” means12:49 Why customers wanted an alternative solution13:44 Why culture is the nemesis of modern M&A14:02 How global and local cultures clash after acquisitions15:37 Why you can't force one culture on another16:28 Innovation as a shared cultural principle18:00 The Chile soccer story19:23 Turning local culture into a business advantage20:47 Why culture gets ignored during dealmaking21:36 Why culture ranks low before close and first after close23:04 Why many deals miss their financial goals23:29 The “hockey stick” problem in projections25:00 How G.A.L.E. Force improves post-close success26:16 Moving from acquirer to acquiree26:43 Why leaving H.E. Parts was emotionally difficult28:24 When founders struggle with the decision to sell29:39 Where to find G.A.L.E. Force29:51 Closing

In episode 262, Coffey talks with Randy Anderson about the critical differentiators for human performers in an AI-driven workplace.  They discuss AI's inevitability and its impact on task elimination versus full job replacement; the enduring human advantage in relational and interpersonal transactions that AI cannot replicate; emotional intelligence as a two-sided competency — reading others and maintaining self-awareness; nonverbal communication, microexpressions, and the limits of virtual interaction for building culture; the case for renaming "soft skills" as core skills or power skills given their foundational value; generational deficits in interpersonal development worsened by COVID, remote learning, and screen-based communication; how employers can purposefully structure learning tracks, mentoring, and stretch assignments to develop core skills alongside technical ones; top employer-identified skill gaps from a Fort Worth Chamber of Commerce talent survey — emotional intelligence, leadership, global mindset, and adaptability; AI-generated cover letters undermining candidate credibility, including a case where AI reproduced a hiring manager's own quotes; and time-windowed team skill development as a practical organizational strategy for building interpersonal competency at scale.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP262  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Randy Anderson is a self-declared mercenary in the war on employee disengagement and lost productivity. He spent 20 years in sales and management before founding E3 Professional Trainers in 2005.  Throughout his career, he has had the opportunity to work with virtually every type and size of business in almost every industry.Now, through keynote presentations, customized training, and personal coaching, he delivers strategies to help individuals, teams, and entire organizations become more engaged in their work, better equipped to do it, and to feel empowered to experience greater fulfillment in life, both personallyand professionally.  Randy Anderson can be reached at   Your Website: e3professionaltrainers.com  LinkedIn: Randy Anderson (https://www.linkedin.com/in/randyandersontrainer)  Facebook: E3 Professional Trainers (https://www.facebook.com/E3ProfessionalTrainers/)  Twitter/X: E3ProfTrainers (https://twitter.com/e3proftrainers)  YouTube: E3 Professional Trainers (https://www.youtube.com/user/e3protrainers)  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives:Distinguish between the tasks AI will replace and the human relational capabilities that will remain differentiators for high performers. Define emotional intelligence as a dual competency — accurately reading others and maintaining self-awareness — and explain why both sides matter in workplace interactions. Design intentional learning tracks, mentoring programs, and structured assignments to develop core interpersonal skills in employees who lack natural exposure or prior coaching.  

Alex Forsyth presents political debate from The Constable Memorial Hall, East Bergholt

This week on the BBC Introducing in Oxfordshire & Berkshire podcast, blending cinematic pop, warm emotive vocals with sharp lyricism, Dave meets al coffey!Plus, celebrating Oxford's music scene in the 90s and beyond - hear about Sounds of the City at the Museum of Oxford, Alex previews our excellent line up at TRUCK, and we take a deep dive into one musicians journey with BBC Introducing, this week Lauren Loves... SISTRA.Here's this week's track list: • Willie J Healey - Ditch The Samurai Seven - Duck and Cover Wiiince - Seagull Season (Cool Summer) Genevieve Miles - cinnamon Civil Villains - Canvas Stretcher The Pink Diamond Revue - She Is Kloyd - Far From Us Mia Mirch - If I Had My Way Lost Velvet - Right Back Adam Reds - Out of Love Harrison - Lonely Road HENKA - Sukeban al coffey - nice meeting you, again 4BEL - Miami Heat Jody and the Jerms - Some Day Wolf Cutt - STARSEED Veridian - The Other Side SISTRA - In Two Nicole Allan - Put 'Em Up Eds - Late Night Josephine Illingworth - The Mythical Toby Sebastian - Oona Cheap Suits - Come To Mine Erin Snape - Happy • If you're making music in Oxfordshire and Berkshire, send us your tunes with the BBC Introducing Uploader: https://www.bbc.co.uk/introducing/uploader

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP261  In episode 261, Coffey talks with Bernadette Jones about how leaders can identify, triage, and resolve workplace issues before they escalate into legal and cultural crises.  They discuss leader avoidance of difficult conversations and its organizational consequences; distinguishing between people problems, process problems, and leadership problems; using a triage framework to assess urgency and risk in workplace issues; the TRIAGE acronym as a structured people problem resolution framework; the role of documentation in at-will terminations and discrimination defense; when to bring in third-party HR consultants or employment counsel; the cost and cultural damage of nuisance lawsuits and settlement checks; transparent post-incident communication strategies that protect employee privacy; the connection between ongoing feedback practices and employee trust; and workplace trauma, post-COVID mental health, and psychological safety as cultural imperatives.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Bernadette Jones is Co-Founder of Visionova HR Consulting, where she helps organizations lead at the intersection of compliance and culture. With more than two decades of experience in HR leadership, coaching, and consulting, she supports nonprofits, small businesses, and mission-driven teams in navigating difficult conversations, employee-relations challenges, leadership communication breakdowns, and workplace culture transformation.   A national speaker, Bernadette has presented for SHRM, Nonprofit HR, Northern California SHRM, and other conferences across the country. She serves on the Northern California SHRM Professional Development and Conference Committee and chairs the NorCal SHRM DEIB Committee, where she helps shape content and conversations for HR leaders regionally and beyond. Bernadette has presented at SHRM conferences and nonprofit leadership events on topics including workplace respect, harassment prevention, inclusive leadership, and culture-first HR strategy.   She is especially valued for helping leaders move beyond policy-only thinking and toward practical, respectful leadership that works in the real world. With her 20 years of experience, Bernadette has worked with executives, HR leaders, and managers who are navigating toxic employees, scary complaints, high-stakes terminations, and burned-out teams often without a full HR department behind them. She is known for her calm, candid style and her ability to translate complex HR and employment-law concepts into plain language leaders can act on right away.  Bernadette Jones can be reached at:  Email: bjones@visionovahr.com  Website: https://visionovahr.activehosted.com/f/55 LinkedIn: https://www.linkedin.com/in/bernadettejones-visionovahr/ Facebook: https://www.facebook.com/VisionovaHR Instagram: https://www.instagram.com/bernadettejoneshr/?hl=en#   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Apply the People Problem Triage framework to distinguish between people, process, and leadership problems before escalating to formal action.  Assess the compliance and legal risk level of a workplace issue in order to determine appropriate urgency and next steps.  Recognize how undocumented role changes, unclear responsibilities, and deferred feedback create conditions for employee conflict and litigation exposure 

Zack Bodenstein and Daniele Francesch kick off hour 4 of The FAN Morning Show with Luke Gazdic to reflect on his NHL career and the top golfers from the NHL Alumni Classic. Later, Paul Coffey joins the show to discuss the NHL Alumni Association, the evolution of the game, standout defencemen, and Darnell Nurse's trade. Jeff Beukeboom joins the guys to share his scouting process, the impact of the Alumni Association, and growing up in small-town hockey. The guys wrap up the show with the Blue Jays' looming trade deadline decisions (29:18). The views and opinions expressed in this podcast are those of the hosts and guests and do not necessarily reflect the position of Rogers Sports & Media or any affiliate.

7/13/26 - Tom Coffey talks about his 16 years in professional wrestling. Find out what drew him to the sport and what his first match was like. Tom also talks about his time at Ohio Valley Wrestling and what makes that company so special! Learn more about your ad choices. Visit megaphone.fm/adchoices

Dolores and Wells are joined by Million Dollar Nannies couple Mike and Moke! Would you ever let your husband’s ex live with you in the guest house? Mike and Moke explain why this crazy dynamic works so well to keep their family together. Plus, which housewife called Moke a f***ing saint? See omnystudio.com/listener for privacy information.

SUMMARY In this episode of Martial Things With, Andrew Adams and Paul discuss the evolution of podcasting, the importance of improvisation in martial arts, the decline of martial arts movies, and the potential for creating a collaborative martial arts film. They explore how interview techniques have changed over time and the significance of engaging with guests without prior research to enhance listener experience. The conversation also touches on the need for more martial arts films and the creative ideas surrounding their production.   In this engaging conversation, Paul and Andrew share their experiences in martial arts and filmmaking, discussing memorable home movies, the No Film Film Festival, and the 48-Hour Film Challenge. They explore the idea of creating a martial arts film challenge to foster community and collaboration within the martial arts world. The discussion highlights the importance of supporting one another in the martial arts community and the joy of creative projects.   TAKEAWAYS The podcast format allows for more freeform discussions. Improvisation is a crucial skill in martial arts and podcasting. Not researching guests can lead to more engaging interviews. The decline of martial arts movies correlates with the popularity of martial arts in the 80s. Creating a collaborative martial arts film could engage the community. Improvisation improves listening skills and adaptability. Martial arts schools are exploring creative marketing strategies. The importance of storytelling in martial arts and film. Home movies can be a fun way to explore martial arts creativity. The martial arts community is rich with potential collaborators for film projects. The No Film Film Festival allowed participants to creatively remake classic films. The 48-Hour Film Challenge involves teams creating a film in a short time frame. They discuss the challenges and fun of adapting a film to a different genre. The idea of a martial arts film challenge is proposed to encourage creativity. Community support in martial arts is essential for growth and collaboration. They emphasize that martial arts schools should uplift each other rather than compete. The conversation flows freely, showcasing the spontaneity of their discussion. Paul shares his excitement about upcoming projects and collaborations. The importance of enjoying the creative process is highlighted.  Join our EXCLUSIVE newsletter to get notified of each episode as it comes out! Subscribe — whistlekick Martial Arts Radio

In episode 260 Coffey talks with Gerald Maatman Jr. about reducing employment litigation risk in an increasingly complex legal environment.  They discuss the realities and limitations of at-will employment in modern workplaces; litigation avoidance strategies for business owners and HR leaders; how employers should evaluate settlement versus defense decisions; reverse discrimination and evolving protected class litigation trends; federal, state, and municipal employment law compliance challenges; managing multi-state employment law requirements and policy administration; workplace culture, employee trust, and internal complaint systems; the role of HR as advisor, coach, and organizational risk manager; wage and hour class action litigation and emerging workplace legal threats; artificial intelligence governance and employment-related legal exposure; workplace privacy, biometric data, and employee information security risks; equal pay litigation and compensation equity concerns; religious accommodation and changing EEOC enforcement priorities; frontline manager training and its impact on legal risk; remote work management challenges and post-pandemic workplace dynamics; practical documentation, communication, and employee relations best practices.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP260  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Gerald L. Maatman, Jr., is the Chair of Duane Morris LLP's Class Action Defense Team. With nearly four decades of experience practicing law, he has defended some of the most significant bet-the-company cases ever filed against corporate America. Mr. Maatman has represented companies, executive teams, and boards across the country in class action litigation, ranging in size from thousands to hundreds of thousands of claims by employees. In addition to his litigation work, Mr. Maatman helps clients anticipate large-scale risks before they escalate into litigation.  Gerald L. Maatman, Jr can be reached at   https://www.duanemorris.com/attorneys/geraldmaatman.html  https://www.linkedin.com/in/geraldmaatman/  https://x.com/g_maatman About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Understand how employment litigation develops and how organizations can reduce legal exposure. Evaluate HR policies and management practices that strengthen workplace compliance and employee trust. Implement practical approaches to documentation, manager training, and personnel decision-making that withstand legal scrutiny. 

Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Host: Ben Criddle (@criddlebenjamin) and Co-Host: (ronthe3manweav)Subscribe to the Cougar Sports with Ben Criddle podcast: Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676

The Russians are coming and they are bringing machetes and maple syrup!

In episode 259, Coffey talks with Meg Delp about workplace mental health, burnout prevention, and how employers can create psychologically safe cultures that support employee wellbeing and performance.  They discuss the growing awareness of workplace mental health and its impact on business outcomes; generational differences in expectations around employee wellbeing and psychological safety; caregiver stress and burnout among younger employees and the sandwich generation; mental health stigma and why employees hesitate to seek support at work; practical manager training strategies for handling mental health conversations appropriately; how frontline supervisors can support employees without becoming therapists; the role of psychological safety in employee engagement and retention; burnout warning signs including exhaustion, irritability, and declining performance; how leadership and HR can model healthy mental health conversations year-round; NAMI's Stigma Free Workplace Initiative and free “You Can Ask” mental health training resources; the importance of employee friendships and trust relationships at work; balancing compassion, performance management, and ADA accommodations in workplace conversations; and how proactive mental health support improves retention, engagement, and organizational culture.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP259  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Meg Delp, PsyD LMFT is the Director of Workplace Mental Health at the National Alliance on Mental Illness (NAMI) where she leads the StigmaFree Workplace initiative. As an Organizational Psychologist and (retired) Marriage and Family Therapist, Meg brings both clinical and organizational expertise to her work, helping employees and leaders alike understand how to build company cultures that prioritize mental health, connection, and psychological safety. She's passionate about creating workplaces where people feel safe to show up as themselves and supported in caring about one another.  Meg Delp can be reached at: https://stigmafree.nami.org  https://www.linkedin.com/company/nami  https://www.facebook.com/NAMI  https://www.instagram.com/namicommunicate  https://x.com/NAMICommunicate  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives: Identify early warning signs of employee burnout and workplace mental health challenges. Apply practical techniques for having supportive, work-focused mental health conversations. Develop workplace strategies that improve psychological safety and employee wellbeing. 

What happens when we repeat the mistakes of the early internet? In this episode of Coffey & Code, Ashley Coffey sits down with immersive technology pioneer Ben Erwin to explore one of the most important conversations happening in AI and XR today: why open standards, interoperability, and digital ownership matter more than ever. From his early work building websites in the 1990s to developing projects for the United Nations, the New York Times, and founding the Academy of Immersive Arts & Sciences, Ben shares how decades of experience have shaped his vision for the future of immersive technology. Together, Ashley Coffey and Ben Erwin unpack the intersection of AI, open source software, virtual reality (VR), augmented reality (AR), mixed reality (MR), WebXR, creator rights, public media, ethics, and the future of the internet. If you care about where technology is headed—and who gets to shape it—this conversation is essential listening! In this episode, you'll learn: Why open standards matter for the future of AI and XR How Flash's collapse still impacts today's technology decisions The hidden risks of closed platforms and walled gardens Why interoperability is critical for spatial computing The future of digital ownership in AI and immersive media How creator economies can become more ethical and sustainable Why immersive technology needs its own public media ecosystem Lessons startups can learn before building the next generation of AI products What today's AI revolution can learn from the early web Why education and open ecosystems will determine who wins the next decade   EPISODE CREDITS:Produced and edited by Ashley Coffey. Cover art designed by Ashley Coffey.Headshot by Brandlink MediaIntroduction music composed and produced by Ashley Coffey LINKSFollow Coffey & Code on Instagram, Facebook, Linkedin, and YouTube for the latest emerging tech updates! Subscribe to the Coffey & Code Podcast wherever you get your podcasts to be notified when new episodes go live. © 2026 Coffey & Code Podcast. All rights reserved. The content of this podcast, including but not limited to text, graphics, audio, and images, is the property of Ashley Coffey and may not be reproduced, redistributed, or used in any manner without the express written consent of the owner. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Send us Fan MailThis week on the podcast Paul Leary, guitarist for the Butthole Surfers stops by the show to discuss the release of After the Astronaut (Out Today), revisiting the archives, the documentary and more. *****In 1998, when BUTTHOLE SURFERS followed up their 1996 mainstream breakthrough Electric Larryland with their next record entitled AFTER THE ASTRONAUT, the major label they were signed to at the time pulled it from their release schedule at the last minute. Their reasoning? They wanted a more “commercial” record. Had that label known Butthole Surfers' oeuvre better, they probably shouldn't have expected another “Pepper” (their #1 Billboard Modern Rock from 1996). Instead, After the Astronaut was shelved… until now when Sunset Blvd. releases that mythic and much-discussed follow-up on June 26, 2026. “We were pretty stoked to make another album after the success of our previous album and its single ‘Pepper',” recalls guitarist Paul Leary. “Capitol Records was stoked to get that next record until our relationship soured.” After some legal wrangling, Butthole Surfers were released from the major label's roster and their contract was sold. “Hollywood Records bought the album but wanted to make changes to it which was an uncomfortable experience for us,” he notes (the reconfigured and reworked album was eventually released as Weird Revolution in 2001). “Now we have the right to release the original recording the way we intended it to be with its original title, After The Astronaut.”Reacting to the grunge/altrock sludge that was populating the airwaves, Leary, drummer King Coffey and vocalist Gibby Haynes pulled away from the style that was surfacing and, instead, submerged their creativity deeper into electronics, industrial beats, acid grooves, and other synthesized sci-fi sounds. “After the Astronaut was a fun project," says Coffey. "We were using all the digital toys at our disposal at the time, and it felt much like the creation of Locust Abortion (1987). We were playing with new toys, creating things that amused us with the crayons we had, and we weren't worried about radio airplay. It felt like we were going back to our experimental roots while still navigating the major label ecosystem."  Kicking off with Haynes' spoken word intro where he announces “I stand as a messenger of strangeness this evening in order to impress upon or at least to instruct the honorable musicians as to the methods and motives of the truly bizarre reality,” “Weird Revolution launches into a trippy and psychedelic cacophony of distorted guitar and beat-heavy rhythms that sets the tone for the record. The syncopated vocals of “Intelligent Guy” veers into proto-industrial synth grunge territory, grimy and dirty with a pulsating, mechanized beat. First single “Jet Fighter” finds the band in a surf-punk mood, exploring lo-fi dadaist psych rock filtered through a thrift store PA system, which originated, as Leary remembers, “when I purchased a 12-string electric guitar and wanted to play it.” It's the unnatural progression of the anti-mainstream pop song that fit perfectly in the oddball late ‘90s aesthetic. An anti-war protest song that, while originally written decades ago, echoes a sentiment that can be applied today, Gibby sings about Mikey who enlisted in the military and “He got into the cockpit and rose up in the sky / Set his sights on Beirut and he let his missiles fly / Boom, Boom!”The textural and moodily cinematic “I Don't Have A Problem” is an exercise in layering, with distorted voices weaving in and out of textured fuzz, guitar feedback, and other subterranean and unnerving sounds, which unsurprisingly is Leary's favorite song on the album. “King showed up to the studio one day with a device that could listen in on other people's cell phone conversations,” Leary laughs. “We set it up to record and turned it on.  Right out of the gate this guy is talking about girls with ‘knives and daggers.' We turned it into the song ‘I Don't Have a Problem'.” Emerging from the 1980s hardcore scene, Butthole Surfers was formed by Haynes and Leary while in college in San Antonio, Texas. Bonding over a shared  distaste for mainstream music, Butthole Surfers traipsed through the music industry, always in the fringes. Championed by Dead Kennedys, Nirvana, and Orbital and compatriots of Scratch Acid, Flipper and Big Black, they remained a fixture in the music scene's counterculture. In a moment of mainstream acceptance (they scored a #1 Modern Rock Hit with “Pepper”), the band always embraced the obtuse and the obstinate. Though the band has never quite broken up, their legacy still inspires other acts, including Gwar, Flaming Lips, Jane's Addiction, White Zombie, Monster Magnet, Primus and dozens more.  Butthole Surfers on After The Astronaut is Gibby Haynes (vocals, synths), Paul Leary (lead guitar, bass guitar, keyboards), and King Coffey (drum machines). After the Astronaut was produced by Paul Leary, engineered by Stuart Sullivan (Meat Puppets, Sublime) at Arlyn Recording Studio, mixed by Paul Leary at Preacher Mon Studio, and mastered by Howie Weinberg (Herbie Hancock, Beastie Boys, Nirvana). It will be released on June 26, 2026 via Sunset Blvd. with original art by Paul Leary and Gibby Haynes.*****If you would like to contact the show Dauna@betertopodcast.comFollow us on Social MediaYouTube: https://www.youtube.com/channel/UCX0ETs2wpOHbCuhUNr0XFTw?view_as=subscriberInstagram: https://www.instagram.com/author_d.m.needom/Facebook: https://www.facebook.com/bettertopodcastwithdmneedomSupport the podcast here: https://www.patreon.com/bettertopodcastwithdmneedom©2026 Better To...Podcast with D. M.NeedomSupport the show

In episode 258, Coffey talks with Blair Doran about the “Great Flattening” of middle management, AI adoption in HR, and the thawing job market's impact on employee retention.  They discuss the Great Flattening and the causes of middle management cuts; the risk of losing institutional culture and coaching capacity when middle managers are eliminated; poor selection criteria for promoting individual contributors into management roles without leadership training; AI adoption shifting employee self-service away from managers and freeing them for strategic work; HR's evolving role in understanding business operations rather than acting purely as a compliance gatekeeper; state-level AI employment law developments in Colorado, Illinois, and New York amid federal disparate impact uncertainty; confidentiality and trade secret risks when employees use AI for brainstorming and content creation; a recent study comparing passive AI cut-and-paste use versus active AI collaboration on employee engagement and output quality; job security concerns and the thawing job market's effect on long-tenured employee retention; and proactive employee engagement strategies to prevent turnover before it becomes a retention crisis.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP258  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest: Blair Doran is the founder of Good HR, a consulting firm that helps small and mid-sized businesses build practical, people-focused HR programs that support growth while staying compliant. With more than 15 years of HR experience, Blair partners with leadership teams across a variety of industries on everything from employee relations, compliance, benefits, compensation, and leave management to recruiting, manager development, and organizational strategy.What sets Blair apart is her ability to make HR approachable. She believes HR shouldn't just be about policies and paperwork—it should help businesses make better decisions, build stronger teams, and create workplaces where employees can do their best work.As a trusted advisor to business owners and executives, Blair is known for bringing a practical, real-world perspective to today's workplace challenges, helping organizations navigate everything from complex compliance issues to evolving workforce trends.When she's not supporting clients, Blair enjoys spending time with her husband, three children, and toy poodle, Teddy, on Maryland's Eastern Shore.Blair Doran can be reached at:https://goodhumanresource.com/https://www.linkedin.com/in/blairdoranhttps://www.instagram.com/goodhrllc/About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Evaluate the risks and tradeoffs of cutting middle management layers in response to AI adoption and cost pressures.  Identify the leadership and confidentiality safeguards organizations need when integrating AI into HR and business workflows.  Apply proactive retention strategies to re-engage employees before job market conditions accelerate voluntary turnover. 

In episode 257, Coffey talks with Elizabeth Ledoux about talent considerations in business succession planning.  They discuss why most succession plans fail because leaders ignore employee emotions and organizational culture; how owners and successors can align around a shared vision for the future of the company; the importance of involving employees early in transition conversations to reduce fear and turnover risk; the concept of “Transition 3.0” and collaborative succession planning between owners and future leaders; how multi-year transition roadmaps improve leadership development and business continuity; balancing founder identity, emotional attachment, and letting go of operational control; strategies for transferring institutional knowledge and mentoring future owners over time; creating succession-focused company cultures that continuously develop future leaders; why delegation and role transition should become an ongoing organizational habit; and how HR and operations leaders can proactively support leadership continuity and organizational resilience.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP257  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Elizabeth Ledoux is the founder of The Transition Strategists and creator of the Transition 3.0 methodology. Over the past 30 years, she's helped hundreds of family and private business owners navigate succession, focusing on the relationship challenges that cause most transitions to fail.  Elizabeth started her career as a petroleum engineer before founding several businesses and moving into strategy consulting. She's a sought-after speaker on business succession and family business dynamics, host of the Business Transition Roadmap podcast, and co-author of three books, including the award-winning It's A Journey, The MUST-HAVE Roadmap to Successful Succession Planning. She's also part of Tiger 21, bringing her expertise to a network of high-net-worth entrepreneurs and investors.  Currently, Elizabeth is living what she teaches—navigating her own family's ranch transition with her brother while also planning the long-term transition of her own consulting firm. She leads a team of trained Guides who help business owners build the strategic foundation for transition, making sure the people side is solid before bringing in lawyers and accountants.  Her work helps families stay together and successors—whether family or non-family—step into their roles with clarity and support.  Elizabeth Ledoux can be reached at: https://transitionstrategists.com  https://www.linkedin.com/company/transitionstrategists  https://www.facebook.com/thetransitionstrategists  https://www.instagram.com/transtionstrategists  https://www.youtube.com/channel/UCfcH2Be31Mr1laOZ6KZXDNA    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the human and cultural factors that commonly derail business succession plans. Develop long-term transition roadmaps that align owners, successors, and employees. Implement succession-focused leadership development practices that strengthen organizational continuity. 

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  In episode 256, Coffey talks with Leslie Speas about developing high-retention managers who improve employee engagement, accountability, trust, and workplace culture through intentional leadership habits.  They discuss promoting high-performing employees into leadership roles without proper management training; emotional intelligence and self-awareness as foundational leadership competencies; connecting employees to organizational purpose and mission-driven work; building workplace trust through consistency, humility, and integrity; coaching employees through questions instead of problem-solving; accountability systems that improve performance and retention; effective communication strategies for managers and team leaders; employee recognition and appreciation practices that reinforce company values; empathy and flexibility in supporting employee wellbeing and mental health; leadership development frameworks that strengthen organizational culture and productivity; practical feedback models including the BEAN and BET communication methods; performance management processes that move beyond annual reviews; balancing individual contributor career growth with leadership readiness assessments.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Leslie Speas is a seasoned Human Resources and Organizational Development leader with over 30 years of experience. She serves as Founder and President of InfluenceHR Consulting, a firm dedicated to helping leaders and HR teams build workplaces where people will thrive and stay.  Leslie holds a master's degree in industrial/organizational psychology and possesses senior-level HR designations and certifications in coaching, the Working Genius, Enneagram assessment, and Talent Management/Succession Planning. Her leadership experience spans diverse sectors such as healthcare, manufacturing, technology, financial services, and nonprofit organizations. In addition, she is the author of the book, 7 Habits of High-Retention Managers.  Leslie is heavily involved in furthering the HR profession and serves as a District Director with the North Carolina Society for Human Resources Management. She and her husband, Tracy, reside in Winston-Salem, N.C.  Leslie Speas can be reached at: https://www.influencehrconsulting.com  https://www.linkedin.com/in/leslie-speas  https://www.facebook.com/influencehrconsulting  https://www.instagram.com/influencehrconsulting  https://www.youtube.com/channel/UCdH17Da_dvt_UFpRNmUvqrQ    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the leadership habits that improve employee retention and engagement. Apply coaching and feedback techniques that strengthen accountability and trust. Evaluate leadership readiness before promoting employees into management roles. 

Aisha Coffey joins The Great Battlefield podcast to talk about working at the FDA before it was attacked by the Trump administration and why she joined FWAD (Federal Workers Alliance for Democracy), a coalition that supports federal workers to uphold their oath by protecting the public good.

Jackie Coffey, better known as Jackie the Happy Investor, went from a broke single mom with no money, no credit, and no real estate experience to completing more than 1,000 property flips and building a seven-figure real estate business. After making 202 cold calls before landing her first lender, Jackie learned firsthand that persistence, integrity, and taking action can overcome almost any obstacle. Today, she's an investor, educator, author, and creator of the Jackie the Happy Investor app, helping aspiring investors build wealth through real estate. On this episode we talk about: How childhood financial instability fueled Jackie's entrepreneurial drive Making 202 cold calls to secure funding for her first real estate flip The lessons learned from her early real estate mistakes and successes Why integrity and relationships are critical to long-term business success Building wealth through a combination of active house flipping and long-term rental properties Top 3 Takeaways Persistence often matters more than experience. Jackie secured her first real estate deal after 202 lender calls and countless rejections. Your biggest mistakes can become your greatest education. Jackie's disastrous first flip became the foundation for a career that has spanned more than 1,000 deals. Long-term wealth is built through ownership. Flipping houses generates cash, but holding rental properties creates lasting financial freedom. Notable Quotes "At call 202, I finally got a yes." "That first house was the tuition." "If I don't do this, I'm going to be in the same spot a year from now." Connect with Jackie Coffey: Instagram: https://www.instagram.com/jackiethehappyinvestor/ TikTok: https://www.tiktok.com/@jackiethehappyinvestor Other: https://jackiethehappyinvestor.com Website (Personal): https://jackiecoffey.com/ A Word from Our Sponsors: - Are you ready to start your own creatorjourney and make it big? Visitwww.fanvue.com today and launch yourcareer! - To learn more about Mode Mobile and its investor community, go to https://invest.modemobile.com/travismakesmoney -Travis Makes Money is made possible by High Level – the All-In-One Sales & Marketing Platform built for agencies, by an agency.Capture leads, nurture them, and close more deals—all from one powerful platform.Get an extended free trial at gohighlevel.com/travis Learn more about your ad choices. Visit megaphone.fm/adchoices

In episode 255, Coffey talks with Teri Chilcoat about navigating and recovering from toxic workplace environments while building healthier organizational cultures.  They discuss defining toxic workplace dynamics beyond legal thresholds and into lived employee experience; recognizing psychological and physical symptoms of chronic workplace stress and burnout; understanding the toxic triangle of leaders, followers, and culture enabling dysfunction; applying personal agency and stoic principles to regain control in adverse environments; building leadership accountability systems that reinforce values and ethical behavior; identifying disengagement signals and preventing employee turnover through proactive management; evaluating why high-performing individual contributors often fail as managers; fostering self-awareness and emotional intelligence as core leadership competencies; addressing the hidden costs of toxic high performers on team morale and retention; preparing organizations for potential waves of turnover driven by disengagement and economic shifts.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP255  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Teri Chilcoat is the author of Surviving the Toxic Workplace from an HR Insider: A Roadmap to Power, Peace, and Happiness, a practical guide that exposes the hidden dynamics behind toxic work cultures and offers a clear path for professionals who want to reclaim their voice, well-being, and sense of purpose at work. Drawing from more than 15 years of experience in human resources, Teri combines real-world insight with research-backed strategies to help employees and leaders recognize the patterns that lead to burnout, disengagement, and silence in the workplace—and what to do about them.  As the founder of Inner Authority Co., Teri has spent her career advising executives, managers, and employees through complex workplace challenges including employee relations issues, culture breakdowns, leadership conflict, and burnout recovery. Her work centers on a simple but often overlooked idea: sustainable performance and healthy workplaces begin when individuals reclaim their inner authority.  Building on the lessons from her book, Teri delivers her keynote, “Retention Signals: What Employees Need to Stay (and What HR Can Fix Fast),” where she challenges conventional thinking about workplace well-being and shows leaders how to recognize the early signals of disengagement before employees walk out the door. Through real-world examples and practical tools, she helps organizations shift from reactive retention strategies to proactive leadership.  She also leads the BOLD Roadmap Workshop, which equips professionals and organizations with a structured framework for self-awareness, authentic leadership, and long-term, sustainable success. Teri holds a Master of Science in Strategic Human Resources from the University of Denver and a Bachelor of Science in Business Administration from the University of La Verne. She maintains professional certifications from both HRCI and SHRM and has been an active member of DallasHR since 2015.  Teri Chilcoat can be reached at  https://www.innerauthoritycompany.com https://www.linkedin.com/in/teri-chilcoat-phr  https://www.facebook.com/tchilcoat  https://www.instagram.com/tchilcoat   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the behavioral and organizational indicators of a toxic workplace. Apply self-awareness and agency to navigate high-stress work environments. Develop leadership practices that promote accountability, engagement, and retention. 

In this episode, we present updates to two different cases that baffled investigators for years; the cases of  Sandra Crispo and Paige Coffey. We covered Sandra's case way back in episode 1, and Paige's in episode 42.  Recently, both of their remains were discovered, and while part of the mysteries are solved, many questions remain, and the authorities are still asking for help from the public. If you have any information about Sandra Crispo's  case, please call the Hanson PD at 781-293-4265 If you have any information about Paige Coffey's case, please call the FBI Cleveland field office at 216-522-1400   To listen to every episode of Missing Persons early, and ad-free, and get other benefits, simply  visit our channel page on Apple Podcasts to get started with an AbJack Insider subscription.  Follow us on social media; https://linktr.ee/missingpersonspodcast   ©2026 AbJack Entertainemt- All rights reserved. This content is the sole property of AbJack Entertainment. Any unauthorized use, re-selling, re-purposing, or re-distribution, is strictly prohibited, and will be subject to legal action.     

Butthole Surfers' Paul Leary and King Coffey trace the band's unlikely major label journey — from America's top-grossing indie act to MTV hitmakers to a lost album finally resurrected after nearly three decades. Preorder "After the Astronaut" LP here Topics Include: After the Astronaut releases June 26 after sitting unreleased for 28 years. Capitol signed Butthole Surfers when they were America's top-grossing indie band. Label president Hale Milgram believed in them; his firing changed everything. Pepper was written on the spot after a producer demanded one more song. Pepper won radio call-in polls for a month and played MTV hourly. The hit turned them into a "follow-up band," which was never their thing. John Paul Jones produced Worm Saloon and taught Paul Leary how to produce. Jones and the band shared a Lagavulin obsession, running up a $20,000 scotch bill. Capitol's big budgets contrasted sharply with Touch and Go's approach. After the Astronaut was a deliberate return to experimental, art-school Butthole Surfers DNA. Mark Ryden painted the original cover; getting dropped handed it to Marcy Playground. Declining a Hellraiser soundtrack placement created the first real rift with Capitol. Their manager's heroin relapse coincided with the band getting dropped mid-promo cycle. Promo cassettes already pressed now sell for $800–$1,000 on the secondary market. Hollywood Records funded Weird Revolution; Rob Cavallo showed up once a week for ten minutes. Finding two-inch master tapes in a storage locker triggered the After the Astronaut remix. Documentary The Whole Truth and Nothing But took director Tom Stern five years to make. Rob Reiner called it one of the best music docs ever — hours before his murder. A potential box set looms, but Paul prefers naps, his cat, and his bicycle. High resolution version of this podcast is available at: www.Patreon.com/VinylGuide Apple: https://tinyurl.com/tvg-ios Spotify: https://tinyurl.com/tvg-spot Amazon Music: https://tinyurl.com/tvg-amazon Support the show at Patreon.com/VinylGuide

Paige Coffey ////// UPDATE  Part 1 of 1    www.TrueCrimeGarage.com   The Bratenahl Police Department and the F.B.I. need your help for information. Paige Coffey has been missing since May of 2019. She was 27 at the time. Paige is an African American female with black hair and brown eyes. She is 5 foot 8 inches tall and weighs about 230 pounds. She has a tattoo of piano keys on her arm. Anyone with information of Paige's whereabouts or any activities involving Paige in May of 2019 are very much needed to help her family and this investigation. The F.B.I. is also seeking any information about Paige's former boyfriend Patrick Samar Mason Jr. or PJ. Anyone with any information at all should call 216-622-6842.    UPDATE - This episode was released in December of 2021 (#541) in an effort to locate Paige. There has been an unfortunate update in Paige's case. Remains were found April 17th in a vacant home in the Cleveland area. After notifying Paige's family, police announced that the remains were that of Paige Coffey. This case however is far from being over and Police continue to seek the assistance of the public.    Beer of the Week - Great Lakes Christmas Ale  Garage Grade - 4 and a half bottle caps out of 5    True Crime Garage merchandise is available on our website's store page.     More True Crime Garage can be found on Patreon and Apple subscriptions with our show - Off The Record.  Catch dozens of episodes of Off The Record plus a couple of Bonus episodes and our first 50 when you sign up today.    Follow the show on X and Insta @TrueCrimeGarage / Follow Nic on X @TCGNIC / Follow The Captain on X @TCGCaptain    Thanks for listening and thanks for telling a friend.  Be good, be kind, and don't litter!  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.