Podcasts about Compensation

When workers get hurt, everything is on the line. Who stands up for them? The Lawyer Stories Podcast episode 256 features Brian R. Sullivan, Managing Partner of the Workers' Compensation Group at Keches Law - the Official Law Firm of the New England Patriots. Recorded live and in person thanks to POD617 - The Boston Podcast Network, Brian shares what it takes to lead one of the most respected workers' compensation practices in Massachusetts. We discuss representing injured workers, building a results-driven team, and the responsibility that comes with handling cases that directly impact families and their livelihoods. From leadership at the highest level to boots-on-the-ground advocacy, this conversation breaks down what it truly means to fight for working people.

In this episode, Travis sits down with his producer Eric for a candid, unscripted conversation reacting to viral clips and debates around church finances, nonprofit transparency, and leadership accountability. Drawing from his personal experience growing up in a megachurch environment and his perspective as a business owner, Travis breaks down the complex intersection of money, mission, and ethics—highlighting the challenges leaders face when managing large organizations without financial training, and why transparency is essential whether you're running a church, nonprofit, or business. On this episode we talk about: The conflicting messages about money in church culture and how it shapes people's beliefs about wealth The importance of financial transparency in nonprofits, religious organizations, and leadership roles Why lack of financial education can lead to mismanagement—even with good intentions The ethical complexity of pastor salaries and compensation based on value and leadership impact Alternative models for growing communities without massive overhead and multi-million dollar buildings Top 3 Takeaways Transparency builds trust. Whether you're running a church, nonprofit, or business, people deserve clarity on how their contributions are being used. Leadership requires financial competence. Vision alone isn't enough—understanding finances is critical when managing organizations with significant revenue. Compensation should reflect value—but accountability matters. Leaders deserve to be paid for the value they create, but openness and ethical stewardship are essential when others fund that compensation. Notable Quotes "When you're looking for reasons to be less transparent, it's not a good look—especially when people are trusting you with their money." "He built something incredible and deserves to be compensated—but transparency makes that easier to trust." "Money only solves your money problems—but it's easier to solve the rest of your problems when you have money in the bank." Connect with Travis Chappell: LinkedIn: https://www.linkedin.com/in/travischappell Twitter/X: https://twitter.com/travischappell Instagram: https://www.instagram.com/travischappell Other: https://travischappell.com  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

Send a textHalleluiah!!!We celebrate a significant change in the South Carolina real estate landscape with the elimination of broker-to-broker compensation from SCR listing agreements. I highlight the implications of this change for buyer agents, the legal perspectives surrounding fiduciary duties, and the importance of transparency in real estate transactions. The conversation also covers the new forms being introduced, best practices for updating listing agreements, and the broader trends in the real estate industry as more states move away from broker-to-broker compensation. Don't forget to like us and share us!Gary* Gary serves on the South Carolina Real Estate Commission as a Commissioner. The opinions expressed herein are his opinions and are not necessarily the opinions of the SC Real Estate Commission. This podcast is not to be considered legal advice. Please consult an attorney in your area.

San Francisco's Mayor has been tight lipped about his infamous call with President Trump. Today, we hear about the people working for transparency. Then, why the WNBA's first contract negotiations in six years have come to a standstill. And, a Bay Area poet reflects on Bad Bunny's Super Bowl Halftime Show.

Leila Rahimi, Marshall Harris and Mark Grote listened and reacted to the highlights of Bears general manager Ryan Poles' press conference at the NFL Combine on Tuesday. The Bears have appealed to the NFL to get draft pick compensation for assistant general manager Ian Cunningham's departure from Chicago to become the Atlanta Falcons' new general manager.

Leila Rahimi, Marshall Harris and Mark Grote listened and reacted to the highlights of Bears general manager Ryan Poles' press conference at the NFL Combine on Tuesday. The Bears have appealed to the NFL to get draft pick compensation for assistant general manager Ian Cunningham's departure from Chicago to become the Atlanta Falcons' new general manager.

Episode 147: Workers' Comp Doctor Rules in California, Your Rights Inside the MPN System  If you were injured at work in California, your employer may send you to a specific doctor, but does that mean you have no choice?  In this episode of Work Comp Talk, host Carmen Ramirez and attorney Bilal Kassam explain one of the most misunderstood parts of California workers' compensation: your right to choose and change your treating doctor.  Many injured workers don't realize that the doctor managing their care can directly affect disability benefits, work restrictions, medical reports, and even settlement value.    What Most Workers Don't Realize  You don't always have to stay with the first doctor your employer sends you to. Your medical choices can change as your case progresses.  The treating doctor controls more than treatment. They influence benefits, work status, and settlement value.  The MPN limits options, but you still have rights inside the system.  Denied treatment does not always mean denied benefits.  Missing medical appointments weakens your case documentation.  Early decisions in a workers' comp case have long-term consequences.    Chapters:  00:00 Understanding Your Rights in Workers' Comp  03:07 Navigating the Medical Provider Network  05:58 The Role of Your Treating Physician  09:04 The Importance of Medical Records  11:44 Changing Your Doctor: When and How  14:57 The Consequences of Missing Appointments  18:00 Advocating for Your Medical Needs  21:14 Final Thoughts on Workers' Comp Rights    When workers don't understand this early, decisions made in the first 30–60 days can affect their financial stability for years. Education gives injured workers control and control is protection.    This episode is sponsored by Pacific Workers, The Lawyers for Injured Workers, the trusted workers' compensation law firm in Northern California. With over 10,000 cases won and more than $350 million recovered for injured workers, we are here to help if you've suffered a workplace injury.     Visit our FAQ and blog for more resources: https://www.pacificworkers.com/blog/     Follow Us on Social Media for More Content!  

We are living in a golden age of pelvic health.There are more job opportunities, more practice models, and more flexibility than ever before.But with more options comes a harder question:

In this episode of “The Brand Called You,” host Ashutosh Garg speaks with Salim Dewji, entrepreneur and advisory board expert, about how advisory boards function, why they matter, and how leaders can unlock their full potential.Salim shares insights on: • The real purpose of advisory boards • How CEOs can determine if they need one • The difference between advisory and corporate boards • Key elements for building high-performing boards • Diversity, innovation, and digital transformation • Accountability and performance measurement • Compensation models and refreshing board composition • What future-ready advisory boards will require

Welcome to the Daily Compliance News. Each day, Tom Fox, the Voice of Compliance, brings you compliance-related stories to start your day. Sit back, enjoy a cup of morning coffee, and listen in to the Daily Compliance News. All, from the Compliance Podcast Network. Each day, we consider four stories from the business world, compliance, ethics, risk management, leadership, or general interest for the compliance professional. Top stories include: Sweden's FSA to investigate Swedbank for AML violations. (Reuters) Trump tells Netflix to fire BOD member. (NYT) Hunting the Shadow Fleet. (WSJ) SCt to review if Cuba owes Exxon compensation. (Reuters) Learn more about your ad choices. Visit megaphone.fm/adchoices

SummaryIn this episode of Sparking Success, Aaron Opalewski discusses the importance of valuing experience and personal growth over immediate financial compensation. He shares personal anecdotes about his career journey, emphasizing the significance of delayed gratification and the potential for career advancement through taking on additional responsibilities. Aaron encourages listeners to evaluate opportunities carefully and to consider the long-term benefits of growth within a supportive company culture.TakeawaysExperience can be more valuable than immediate financial gain.Delayed gratification often leads to greater personal and professional growth.It's important to evaluate the opportunities presented by employers.Taking on more responsibility can lead to significant career advancement.Not all companies are exploitative; many genuinely want to see their employees grow.A positive mindset can open doors to unexpected opportunities.Career growth often requires patience and perseverance.Financial compensation is just one aspect of career satisfaction.Building confidence and skills can be more rewarding than a quick raise.Evaluate the company culture before making career decisions.Sound bites"Don't just look at what's happening in the moment""I just wanted to share the other perspective""I hope that's impactful to you"Chapters00:00 Introduction to Sparking Success00:28 The Value of Experience Over Immediate Compensation01:06 Personal Growth Through Delayed Gratification04:43 Evaluating Opportunities for Career Advancement07:53 Final Thoughts on Growth and Responsibility

This month, Christian Sison welcomes Noah Pollack and Tomer Lehr to discuss the Board's proposed regulation change that affects the employer's right to cross-examine opposition experts. The three attorneys share the reasons why the current regulation protects the integrity of employment and offer better solutions aimed at fixing the reports of crooked doctors that are the true reason for "unnecessary" depositions. Listen in on why all stakeholders should be petitioning for the change to be rejected! What is “Third Fridays”? "Third Fridays" podcast is a live, 30-minute legal talk show from Lois Law Firm featuring moderator Christian Sison. It is the original forum in which real attorneys discuss workers' compensation issues, share their opinions and engage in colorful conversations. The goal of the show is to showcase the diverse perspectives of the attorneys handling workers' compensation cases. Attorneys discuss case law trends, practical litigation strategies, and hot topics.Special Guests: Noah Pollack and Tomer Lehr.

If you're not paying yourself a real salary, you don't own a business—you own a job. In this episode, I break down one of the biggest mistakes I see business owners make: building a company that pays everyone except themselves.We talk about why so many entrepreneurs struggle to pay themselves (even after reading all the right books), why revenue doesn't automatically create owner income, and how to implement a simple system that makes paying yourself automatic. I walk you through exactly how to set this up—whether you're brand new, still working a W-2, or already doing significant revenue but not consistently taking money home.Timeline Highlights[0:00] Why not paying yourself means you own a job, not a business[1:05] The frustration of knowing you should pay yourself but not knowing how[1:26] Scaling revenue while still not taking home income[2:10] Why Profit First changed how I view owner pay[2:29] The difference between servant leadership and financial leadership[3:08] Why you must treat yourself like a paid employee[4:03] The simple system: setting up an Owner's Compensation account[5:05] Why big money events won't fix broken cash habits[6:07] How much should you pay yourself? (Percentages explained)[6:36] What to do if you still have a W-2 job[7:29] How to build 6–12 months of reserves before leaving your job[9:30] A real story of someone who implemented one account and built six months of reserves[10:04] Why paying yourself consistently creates clarity and confidenceKey TakeawaysIf you don't pay yourself consistently, your business is unsustainable.Revenue does not guarantee owner income—systems do.Paying yourself is a habit, not a one-time event.Start with one simple step: open an Owner's Compensation account.Choose a percentage you can consistently sustain.Build 6–12 months of owner reserves before major transitions.Financial freedom comes from disciplined cash habits—not big deals.Links & ResourcesBook a free discovery call and build a system to consistently pay yourself: profitrei.comClosingThanks for spending time with me today. If this episode gave you clarity around how to finally pay yourself from your business, make sure to follow the show, leave a review, and share it with another business owner who's building revenue but not taking home income. And if you're ready to implement real systems around your money with guidance and accountability, visit profitrei.com and book your free discovery call to start creating financial clarity and freedom.

CRNAs are in demand. Salaries are strong. Jobs are plentiful. So why is Dr. Randy Moore sounding the alarm? In this episode, Randy joins Sharon and guest host Kevin Chem, DNP, CRNA to unpack his viral Substack article, “No One Is Coming to Save Us.” The core message is uncomfortable but clear: while anesthesia organizations remain divided over turf and titles, payers are quietly reshaping reimbursement policy in ways that could have long-term consequences for both CRNAs and anesthesiologists. Here's some of what you'll hear in this episode:

Show Notes: Sarah Pomeranz, founder of Consultants for Impact, provides an overview of the organization. Sarah explains that Consultants for Impact was born out of her own struggle as an early-career consultant at Accenture during the COVID-19 pandemic. She felt a dissonance between the problems she solved at work and broader societal issues, leading her to explore how her skill set could address global challenges like pandemics, climate crises, and democracy preservation. Sarah took a one-year leave of absence from Accenture to explore opportunities for high-impact work and decided to help other consultants build careers in the public interest.  What Consultants for Impact Does The organization offers a peer-to-peer advising approach and matches former corporate consultants with social impact roles. They provide resources like career check-in templates and Career Conversations to help consultants identify their core values and find impactful roles. The process involves self-paced reflection prompts, one-on-one conversations with an advisor, and access to a network of consultants and high-impact organizations. The Advising Process Sarah describes the first step in the process: applying for a Career Conversation on their website. Applicants are matched with advisors, who are all former consultants, and are given curated resources based on their interests and background. The Career Conversation involves reflection prompts on values, problem areas, and previous roles, followed by a one-on-one discussion to address uncertainties and challenges. Participants join the Consultants for Impact community, gaining access to opportunities, events, and resources. Career Guidance for Consultants Sarah explains that the career guidance is personalized, depending on the individual's starting point and career goals. She uses the example of an independent consultant curious about impact to illustrate the process, emphasizing the importance of career as a tool for making the world better. The organization encourages consultants to think critically about where their skills can have the most impact, using the SELF framework (Significance, Efficacy, Leverage, Fit) to evaluate opportunities. The goal is to find roles that offer high impact, credible interventions, and opportunities for outsized effect. Job Search in the Impact Sector Sarah emphasizes the importance of thinking critically about problem areas and interventions, rather than just focusing on personal interests. She discusses the concept of Value Over Replacement Player (VORP) to highlight the importance of choosing roles where you provide more value than the next-best candidate.. The organization encourages consultants to consider unusual organizations and problem areas where their skills can have a significant impact. Roles for Consultants Sarah outlines various roles that consultants can transition into, including entrepreneurship, chief of staff roles, policy positions, product management, and grantmaking. She provides examples of successful transitions and the range of compensation levels, from bare-bones salaries to high six-figure earnings. The discussion includes the trade-offs between income and impact, with Sarah sharing her own experience of sacrificing future income increases for a more meaningful career. The organization helps consultants navigate these trade-offs and find roles that align with their non-negotiable values. Applying to the Impact Sector The conversation turns to preparing resumes and LinkedIn profiles for the impact sector. Sarah advises being thoughtful about solving core problems for resource-constrained clients and avoiding a salesy approach. She emphasizes the importance of demonstrating impact with metrics and specific examples. The organization coaches consultants on how to portray their experience in a way that builds trust and credibility in the impact sector. Building Relationships with NonProfits Sarah discusses how Consultants for Impact has built relationships with nonprofits and foundations around the world and created a reputation for providing high-quality referrals. Early efforts focused on building personal relationships and attending conferences in relevant cause areas. The organization now receives more referrals than they can handle, thanks to their reputation for curating top candidates. They also partner with other ecosystems like Umbrex to reach more consultants and build awareness of their services. Evaluating the Impact of Nonprofits Sarah advises evaluating the impact of nonprofits by focusing on the significance of the problem they address and the neglected nature of the issue. She recommends looking for organizations with external evaluators and focusing on real impact metrics rather than vanity metrics. Consultants for Impact works with third-party evaluators and foundations to assess the efficacy of nonprofits and ensure they are having a significant impact. They also provide resources and recommendations for high-impact organizations, helping consultants make informed decisions about their career paths. Promotion of Services Sarah explains how Consultants for Impact promotes their services through ads on LinkedIn, Meta, and Reddit, targeting consultants who are interested in self-discovery and career change. They also participate in workshops and events to raise awareness and connect with potential clients. The organization is committed to finding product-market fit and continuously improving their services based on feedback and referrals. Sarah invites listeners to visit their website and attend upcoming workshops to learn more about their offerings and connect with the community. Timestamps: 02:12: Consultants for Impact's Mission and Services 03:26: The Career Conversation Process 08:01: Personalized Career Guidance and Impact Framework 10:30: Sophisticated Job Search Strategies 15:05: Roles and Compensation in the Impact Sector 22:19: Preparing Collateral for the Impact Sector 24:39: Reaching Out to Nonprofits and Building Reputation 31:14: Evaluating the Impact of Nonprofits 36:17: Promoting Consultants for Impact and Future Plans Links: Consultants for Impact's website Application for free 1:1 career advising Consultants for Impact Career Check-In Template  Understanding your Value Over Replacement Player (VORP): School for Moral AmbitionConsultants for Impact LinkedIn Refresh Guide Sign up for the Consultants for Impact newsletter, including 10 high-impact jobs every other week This episode on Umbrex: Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com. *AI generated timestamps and show notes.    

Most consultants don't fail dramatically. They burn out slowly, lose faith in what they've built, and one day find themselves dusting off their resume to go back to corporate.In this episode, Melisa introduces the concept of self-retention: treating yourself with the same intentionality a great company would extend to its top performer. In your business, you're also the manager, the CHRO, and the one responsible for making sure that top talent doesn't walk out the door. High performers, like you, stay when the conditions are worth staying for. You get to build those conditions.You'll learn the five retention drivers that keep high performers loyal in corporate environments and exactly how to translate each one into your consulting business so you can build something you actually want to stay in.Stay for the exercise at the end.The episode closes with a practical three-pass exercise to help you build your own self-retention plan by stepping into three distinct roles (owner, CRO, and delivery consultant) so you can see your business clearly from every angle.What you will learn in this episode:[05:00] What “self-retention” means and why consultants often leave because conditions become unsustainable[10:00] Retention Strategy 1. Compensation and security, and how to stop treating revenue like a mystery[15:00] Retention Strategy 2. A growth path and plan so you are not “failing” at skills you never trained for[20:00] Retention Strategy 3. Meaningful work, including the client red flags that create a retention risk[25:00] Retention Strategy 4. Recognition, and why your client is the wrong person to rely on for it[30:00] Retention Strategy 5. Sustainable expectations, so your business stops requiring you to be “on” all the time[35:00] How to build your self-retention plan with a 3-pass exercise you can repeat over timeTune into Episode 258 to learn how to build a consulting business that aligns with your goals, leverages your expertise, and sets you up for long-term success.Mentioned ResourcesCompanion Resource: Read Melisa's Book Grow Your Consulting Business: The 14-Step Roadmap to Make Your Independent Consulting Goals a Reality, https://www.amazon.com/dp/B0CSXJBGVB Full Show Notes: https://shownotes.melisaliberman.com/episode-258Melisa's Books, Planners & Journals: https://linktr.ee/melisalibermanMentioned in this Episode:Episode 176 - Set a Compound Goal for Sustainable Consulting Business Growth, https://shownotes.melisaliberman.com/episode-176/#more-2463 ️Episode 088 – The Burnout Formula for Independent Consultants, https://shownotes.melisaliberman.com/episode-88/#more-1326  Want help achieving your consulting business goals? Melisa can help. Click here for more on coaching tailored to you as an independent consulting business owner.

Most senior leaders don't get underpaid because they lack talent. They get underpaid because they negotiate after their leverage has already peaked. In this episode, I sit down with Kathryn Valentine, one of my favorite leaders in the negotiation space to unpack how compensation power is actually won and why so many high performers realize it too late. Kathryn is the CEO of Worthmore Strategies and a nationally recognized negotiation expert whose TEDx talk became the #1 trending talk on TED.com. She translates leading academic research into practical strategies that help ambitious professionals negotiate collaboratively and increase long-term earning power. This is through the lens of timing and influence. Kathryn brings the research on negotiation and compensation dynamics. And together, we challenge the belief that performance alone determines pay. You'll learn: Why compensation often shapes how your impact is perceived • The inflection points where leverage peaks • How collaborative negotiation reduces backlash and increases outcomes • Three overlooked negotiables that expand long-term earning power • What to do in the next 90 days if you suspect you're underpaid If you feel the gap between your value and your compensation, this episode explains when that gap was actually created.   Follow Kathryn Valentine Watch her Tedx Here: What Successful Negotiators Do Differently | Kathryn Valentine | TED Go to  76things.com to find out how to negotiate 76 thing you never thought of.  LinkedIn: https://www.linkedin.com/in/kval/ If this episode hit close to home, pass it along. Leave a rating and review. And subscribe so you don't miss the next Career Blast in a Half. Subscribe to Career Blast in a Half Apple Podcasts: https://podcasts.apple.com/ph/podcast/career-blast-in-a-half/id1670977528 Spotify: https://open.spotify.com/show/3b3kSamj8RbTNNgOg5E5oi?si=5fea15335a744e73 YouTube: https://www.youtube.com/channel/UCpGM7j8croBkkZ4bLqN7DOQ/   About Career Blast in a Half A third of our lives is spent working. Career Blast in a Half is your 30 minutes of weekly simple, powerful, and actionable career fuel to keep your success track no matter where you are in your career or what's to come next. Hosted by career strategist Loren Greiff.   Work with Loren Join the 30-Day BLAST Program: https://www.portfoliorocket.com/our-programs   Connect with Loren Website: https://www.portfoliorocket.com/ LinkedIn: https://www.linkedin.com/in/lorengreiff/ Instagram: https://www.instagram.com/portfoliorocket/   Leave us a review on Apple Podcasts and let us know what career topics you'd like us to cover!

In this episode of the Power Producers Podcast, David Carothers welcomed Kevin Ring from the Institute of Work Comp Professionals to discuss what he is seeing in workers' compensation heading into 2026. The conversation covered long term rate trends, signs that the market may be approaching the bottom, growing audit scrutiny, Nevada's major payroll cap change, AI's role in policy analysis, and the evolving legislative landscape around marijuana and the gig economy. As always, the discussion blended practical strategy for producers with broader industry outlook and regulatory insight. Key points: Workers' Comp Rates May Be Nearing the Bottom Kevin explains that while most states are still seeing rate decreases, the pace has slowed. California recently posted a rate increase for the first time in over a decade, which could signal broader market shifts. Slowing wage inflation and continued medical cost pressure suggest that long term downward trends may not continue indefinitely. Premium Audits Are Becoming More Aggressive Auditors are digging deeper, especially when reviewing uninsured subcontractors. Instead of relying solely on certificates of insurance, they are checking state coverage verification databases to confirm continuous coverage. This shift increases the importance of proper certificate tracking and creates exposure if subcontractor coverage lapses during the policy term. Certificate Management Is No Longer a Simple Box Check The conversation highlights how certificates are only a snapshot in time and may not reflect actual coverage intent. With exclusions for additional insured status and evolving endorsement language, producers must understand what policies truly provide. AI driven policy analysis tools are likely to accelerate compliance reviews and uncover hidden coverage gaps. Nevada's Payroll Cap Change Is a Game Changer Nevada historically capped payroll at thirty six thousand dollars per employee, effectively removing many audit conversations from relevance. Beginning October 1, 2026, that cap will shift to a formula based on state wage data, significantly increasing reportable payroll. This change will create new audit exposure and education opportunities for producers who understand remuneration rules. Legislation Remains Quiet but Marijuana and Gig Economy Issues Persist While broad workers' comp reform activity is limited due to overall system profitability, marijuana policy continues to evolve. Questions around drug free workplace credits, reimbursement for medical marijuana, and federal rescheduling remain unresolved. At the same time, classification disputes involving gig economy workers may eventually reshape how companies structure labor relationships. Producers Must Know What They Are Selling David reinforces that as AI tools make policy analysis easier, producers cannot rely on surface level understanding. Reviewing forms and endorsements, requesting specimen copies, and understanding exclusions are critical. The risk of losing an account or facing an errors and omissions claim increases when coverage does not align with client expectations. Connect with: David Carothers LinkedIn Kevin Ring LinkedIn Kyle Houck LinkedIn Visit Websites: Power Producer Base Camp Institute of WorkComp Professionals Killing Commercial Crushing Content Power Producers Podcast Policytee The Dirty 130 The Extra 2 Minutes

Join in our Live VA Disability Q&A Session in which we answer your questions live. We can't get to every single question so we will answer them as they come in. If you have any questions about the VA Disability Benefits process you can ask the question in the comment section when we go live and a little earlier. We are nationwide VA Accredited Disability Lawyers. We can't wait to answer your questions!For a FREE Case Evaluation go here: https://www.hillandponton.com/free-ca...Visit our website at https://www.hillandponton.com/?utm_so...Like us on Facebook at www.facebook.com/HillandPontonFor questions please email us at Info@hillandponton.comSpeakers: Senior Appellate Counsel Kerry BakerThe content of this YouTube channel is provided for informational purposes only and is not intended to constitute legal advice. You should not rely upon any information contained on this YouTube channel for legal advice. Viewing this YouTube channel is not intended to and shall not create an attorney-client relationship between you and Hill and Ponton, PA. Messages or other forms of communication that you transmit to this YouTube channel will not create an attorney-client relationship and thus information contained in such communications may not be protected as privileged. Hill and Ponton, PA does not make any representation, warranty, or guarantee about the accuracy of the information contained in this YouTube channel or in links to other YouTube channels or websites. This YouTube channel is provided "as is," does not represent that any outcome or result from the viewing of this channel. Your use viewing of this YouTube channel is at your own risk. You enjoy this YouTube channel and its contents only for personal, non-commercial purposes. Neither Hill and Ponton, PA, nor anyone acting on their behalf, will be liable under any circumstances for damages of any kind.

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Benedict Spence, conservative commentator, and Baroness Claire Fox, independent peer and director of the Academy of Ideas, discuss how the ECHR is causing more illegal migrant hand-outs in court. High court judges ruled that the police seizure of asylum seekers' phones amounted to a violation of European Human Rights Law, in contravention of article eight of the European Convention on Human Rights. Article eight outlines the right to a private and family life. The phones were seized as the migrants came to the country, enabling the police to gather evidence about any contact between them and people smuggling gangs. So far, an average of £6,500 per person has been paid to compensate migrants. 70 migrants have been paid. It is feared the total bill could run into the millions, as more migrants who have had phones seized make claims. Reform MP Robert Jenrick called the decision to compensate boat migrants a ‘farce'. Also: proposals to ban social media for U16s - including a potential ban on virtual private networks, used to circumvent the Online Safety Act. The news that the Home Office doesn't know how many migrants are pretending to be children, The case of a Filipino migrant who was funded to change sex by the NHS - before being given the right to stay in the UK,And the think tank that has propelled Keir Starmer's rise to power - Labour Together - using a PR firm to smear journalists investigating their funding. Julia Hartley-Brewer broadcasts on Talk from Monday to Thursday, 10AM to 1PM. Available on YouTube and streaming platforms, along with DAB+ radio and your smart speaker. Hosted on Acast. See acast.com/privacy for more information.

Promo Compensation ArrivesMagnetic Bond orb compensationEconomy Update Needed!New Global MilestoneMoon Girl & Squirrel Girl ReworksMoon Girl ArrivalNo more Alpha Flight neededRaid Issues BattleworldFree Darkstar OrbsNew CostumesRedacted DimensionQuasar Event LiveFree Odin CostumeUrsa Major EventsDownload RAID today➡️https://t2m.io/ValleyFlyinRaid_Jan26 to get exclusive bonuses available through this link only ✅ 1 - Right Away: Narma, At Level 10: Uugo, At Level 20: Tagoar, At Level 30: Alure✅ 2 - Legendary SUN WUKONG via promo code MONKEYKING ⚡️OR Legendary ALICE via promo code GETALICE ⚡️OR Legendary GREENWARDEN RURARC via promo code TREEHUGGER ⚡️ OR Legendary RAZELVARG via promo code GOFAST ⚡️OR Legendary CHESHIRE CAT via promo code KITTYCUT⚡️OR Legendary ULTIMATE DEATH KNIGHT via promo code UDKING (You can redeem only 1 promo code of your choice as a new player)Check out the BEST Graphic Tees from INTOTHEAM!Get 10% off site-wide when you click the link below:http://intotheam.com/ValleyFlyin#MarvelStrikeForceValleyFlyin RAID Channel:  https://www.youtube.com/@ValleyFlyinRAIDOther Sponsors:LD Player: https://bit.ly/LDPMFRBluestacks 5: http://bit.ly/VFBlueMore ValleyFlyin:Valleyflyin Merch: http://bit.ly/VFMerchDiscord: http://bit.ly/valleyflyinTwitter: https://twitter.com/valleyflyinInstagram: https://www.instagram.com/valleyflyin/Facebook: https://www.facebook.com/Valleyflyin/Twitch: http://bit.ly/vftwitchPatreon: http://bit.ly/VFPatreonSupport the show

Send a textDiscover how to articulate your real estate value in a changing market. As broker-to-broker compensation fades, I will guide you in shifting from task-based to outcome-driven value explanations. Learn why traditional commission models fall short and how to communicate your worth effectively. This episode offers practical scripts and mindset shifts to help you thrive and grow in the new era. Tune in to master the art of value explanation and elevate your earning power.Don't forget to like us and share us!Gary* Gary serves on the South Carolina Real Estate Commission as a Commissioner. The opinions expressed herein are his opinions and are not necessarily the opinions of the SC Real Estate Commission. This podcast is not to be considered legal advice. Please consult an attorney in your area.

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By this point in the school year, I see the same pattern play out over and over again: a system isn't working, so we compensate. We work around the gaps, carry the weight ourselves, and tell ourselves it's just what this season requires. But over time, that compensation drains our capacity, and eventually, it drains something even more dangerous: our belief that a better solution is possible. In this episode, I talk about that "compensation cycle," how broken systems train us to survive instead of replace, and why awareness alone doesn't lead to action. If you've ever known something needed to change but felt too depleted to even imagine a different way, this episode will help you step out of the compensation cycle and start building real success #LikeABuilder. 

Every Big Law attorney eventually faces a defining moment—whether they talk about it openly or keep it quietly tucked away. It's the point where the partner track feels closer than ever, yet somehow less appealing. Titles loom. Expectations shift. Compensation math stays murky. And the question becomes unavoidable: Is this really what success looks like?In this episode of Inventive Journey, host Devin Miller sits down with attorney Matthew Fornaro to explore that exact crossroads. Matthew shares his candid journey from Big Law associate to firm owner, unpacking the realities most attorneys don't learn until they're already deep inside the system.The conversation pulls back the curtain on partnership economics—how bonuses are calculated, why firm-wide performance can outweigh individual results, and how “making partner” often comes with strings attached that aren't discussed in recruiting brochures. Matthew explains why the prestige of Big Law doesn't always translate into autonomy, clarity, or control.From there, the discussion shifts to what happens when attorneys choose the exit ramp. Starting a firm doesn't mean instant freedom—it means responsibility. Revenue resets to zero. Systems disappear. You become the attorney, marketer, operations manager, and strategist all at once. Matthew walks through what those early years actually look like, including lean periods, uncomfortable learning curves, and the slow process of building momentum.A major theme of the episode is the business education gap in law. Law school teaches legal analysis, not client acquisition or firm management. Matthew shares how targeted entrepreneurship programs and hands-on experience helped him close that gap, turning trial-and-error into systems and sustainability.Technology also plays a key role in modern firm ownership. Matthew discusses how tools—especially when used responsibly—can dramatically reduce overhead, improve efficiency, and allow solo and small firm attorneys to compete without recreating Big Law infrastructure. He's also clear about the limits: AI is a tool, not a replacement for judgment, and careless use can do real damage.This episode isn't anti–Big Law. It's pro–intentional decision-making. Some attorneys thrive on the partner track. Others realize that ownership, flexibility, and equity matter more than titles. The real risk isn't choosing one path over the other—it's drifting into a future by default.If you're an attorney questioning the long-term tradeoffs of partnership, curious about firm ownership, or simply trying to define success on your own terms, this conversation offers an honest, grounded perspective from someone who's lived both sides.To chat about this one-on-one, grab a free consult at strategymeeting.com

How should employees, contractors, and companies think about token compensation? What are the legal, tax, and governance risks?Jessica Furr is a lawyer focused on crypto compensation, governance, and market structure, and the author of Read the Fine Print on Token Compensation. Brandon Ferrick is a crypto and securities lawyer who advises companies on token incentive plans, equity compensation, and regulatory compliance.Timestamps: ➡️ 1:28 — Why tokens are not equity (and why people assume they are)➡️ 3:32 — Why token compensation exists alongside equity➡️ 6:39 — What documents to look for in a token comp arrangement➡️ 9:24 — Are tokens securities? How lawyers actually approach classification➡️ 11:57 — Restricted Token Awards (RTAs) vs. Restricted Token Units (RTUs)➡️ 13:28 — How tax treatment drives RTA vs. RTU decisions➡️ 16:49 — What an 83(b) election is and why it matters for tokens➡️ 21:16 — What employees should negotiate and clarify upfront➡️ 25:45 — Emerging trends in token compensation structures➡️ 28:28 — Where token compensation could go nextSponsor: This episode is brought to you by the Decentralization Research Center (DRC), a nonprofit think tank advocating for decentralization in emerging technologies. Learn more at thedrcenter.org.Resources:

Valentine's Day is right around the corner, and love is in the air! If there's one thing most people love, it's receiving a great job offer. Even better is when you get more than one. But job offers aren't always as simple as picking the best salary; you have to look at the whole compensation plan, including retirement benefits. Nate Reineke and Chelsea Jones break down the math that could help you decide if a higher salary and a 401K are a better choice than a pension plan. We'll discuss some non-financial elements that could also factor into the decision, like how leaving the job could leave you without the pension anyway. We also answer your colleagues' questions. A Surgeon and an Oncologist in Oregon both ask, “I want to set aside money for my kids, should I use a Trump account?” An ENT in Florida wonders, “When can I buy a boat?” A Private Practice Sports Medicine Physician in Wisconsin says, “Can I use a 529 account to pay for CME that I would like to attend and can deduct pretax?” Are you ready to turn worries about taxes and investing into all the money you need for college and retirement? It's time to make a plan and get on track. To find out if we're a match visit physicianfamily.com and click get started or, you can ask a question of your own by emailing podcast@physicianfamily.com. See marketing disclosures at physicianfamily.com/disclosures

Portnox is an enterprise access control platform that eliminates passwords and enforces zero trust security. The company was bootstrapped for over a decade, plateauing at a few million in ARR before investors brought in Denny LeCompte as CEO four years ago. Since then, Portnox has grown 8x. But this episode isn't about that growth story. Denny, a former cognitive scientist and professor who taught psychometrics, uses his scientific background to systematically dismantle Net Promoter Score—explaining why it's methodologically flawed, how it misleads organizations, and which metrics actually correlate with business performance. This is a contrarian take grounded in measurement science, not marketing opinion. Topics Discussed: The fundamental psychometric flaws in NPS: why single-item questionnaires are unreliable and why throwing out 7s and 8s violates basic statistical principles How NPS scores fluctuate based on survey UI presentation independent of actual customer sentiment Why NPS creates incentive structures that encourage gaming rather than improving customer outcomes The case for gross revenue retention and net revenue retention as the only ungameable metrics that matter How measuring human behavior changes that behavior (the Heisenberg principle applied to business metrics) Why investors care about retention rates above 90% but don't ask about NPS scores GTM Lessons For B2B Founders: Single-item questionnaires violate measurement principles: Denny's background in psychometrics immediately flagged NPS as unreliable. One-item measures lack the redundancy needed for reliability, and the methodology of throwing out middle responses (7s and 8s) then subtracting detractors from promoters is statistically nonsensical. At a previous company with thousands of data points, he observed NPS scores drop and rise based solely on how the survey rendered on the page—no business changes, just UI differences. When presentation affects your metric independent of the underlying construct, your instrument is broken. Founders with technical backgrounds should trust their instincts when measurement methodology feels scientifically unsound. Compensation drives behavior more than metric accuracy: Portnox structures customer success compensation as 50% gross revenue retention and 50% net revenue retention. These are determined by finance and can't be manipulated. Denny had to rein in his CS team when they became overly focused on time-to-value because any number you give a team becomes their obsession. With NPS, teams game survey timing, cherry-pick recipients, and optimize for score rather than outcome. This is the Heisenberg principle applied to business: measuring changes the behavior. Choose metrics where gaming the number aligns with improving actual business outcomes. Investors evaluate retention rates, not satisfaction surveys: When Denny presents gross retention above 90%, investors don't ask about NPS. Renewal behavior reveals actual satisfaction—customers voting with budget rather than survey responses. The test for any metric: "What are we doing differently if this number is up versus down?" If it doesn't drive distinct actions or reveal information not already visible in financials, eliminate it. NPS often becomes a number that exists because "we've always measured it," inherited from previous leadership without questioning its utility. Question inherited practices ruthlessly: NPS gained adoption through Harvard Business Review credibility in 2003 and consulting firms building practices around it. The promise of "one number you need" appeals to executives wanting simple solutions. But herd behavior—"everyone else measures it"—perpetuates bad methodology. Denny's advice to founders stuck with NPS: give your team something else to focus on (gross retention is straightforward: don't let customers churn), then stop doing it. Sometimes you need to point to external validation to break internal momentum. The question isn't whether NPS correlates somewhat with growth—it's whether better alternatives exist that can't be gamed. // Sponsors: Front Lines — We help B2B tech companies launch, manage, and grow podcasts that drive demand, awareness, and thought leadership. www.FrontLines.io The Global Talent Co. — We help tech startups find, vet, hire, pay, and retain amazing marketing talent that costs 50-70% less than the US & Europe. www.GlobalTalent.co // Don't Miss: New Podcast Series — How I Hire Senior GTM leaders share the tactical hiring frameworks they use to build winning revenue teams. Hosted by Andy Mowat, who scaled 4 unicorns from $10M to $100M+ ARR and launched Whispered to help executives find their next role. Subscribe here: https://open.spotify.com/show/53yCHlPLSMFimtv0riPyM

Get free access to The Fire Time Magazine every month by going to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.itsfiretime.com/subscribe⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ —— Order the latest issue of the printed Fire Time Journal: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://itsfiretime.com/journal⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Support The Fire Time Podcast financially: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://itsfiretime.com/join⁠⁠⁠⁠⁠ Become an Advertising Partner: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.itsfiretime.com/advertising

Recovering from a workplace injury takes time, patience, and in many instances, professional case management. Guests Cindy Bourbeau and Annie Barach with Massachusetts-based Medical and Life Care Consulting Services explain how nursing case management professionals help injured workers through recovery and the Workers' Compensation program. Misconception that they are “spies” for insurers in claims cases. In reality, medical case management professionals help patients understand and work through Workers' Comp, advocating for them and helping insurance companies understand necessary care to ensure a full recovery.  Licensed case managers help with medical evaluations programs of care that help injured workers return to their jobs and get on with their lives. At times, our guests explain, there are complications in the system that are akin to “untangling a web.”  Hear how professional case managers help coordinate care, medicines, logistical concerns, insurance, treatment approvals, and therapy, helping patients maximize recovery and return to the best lives they can.  If you have thoughts on Workers' Comp law or an idea for a topic or guest you'd like to hear, contact us at JPierce@ppnlaw.com or APierce@ppnlaw.com.  Learn more about your ad choices. Visit megaphone.fm/adchoices

First, we talk to The Indian Express' Legal Affairs Editor Apurva Vishwanath about death penalties given by Indian courts and what a study conducted by the Square Circle Clinic, a criminal law advocacy group with NALSAR University of Law in Hyderabad says about the same.Next, we talk to The Indian Express' Brendan Dabhi and Devansh Mittal about a new government taxi service called Bharat Taxi. They talk about the service, how it is different, the reactions that it is receiving and how it will compete with established brands like Uber, Ola and Rapido. (17:35)Lastly, we talk discuss the RBI's latest proposal to compensate customers for losses arising from fraudulent transactions. (28:57)Hosted by Niharika NandaProduced by Shashank Bhargava and Niharika NandaEdited and mixed by Suresh Pawar

Not all risks on the farm can be seen. On this episode, Laura Mattimoe of Ohio Bureau of Workers' Compensation joins the podcast to explain how common gases pose an unseen risk in agriculture and share practical ways to help keep you, your family and your operation safe.

This episode opens with the crew's trademark humor, launching Season 7 with casual banter about production life, winter weather, and behind-the-scenes filming. The relaxed tone quickly transitions into sponsor reads and community engagement before moving into the night's core purpose: breaking down the Orion Arc launch. The first major pivot occurs with live breaking news regarding Patch 87.1 maintenance, setting the stage for technical concerns that dominate much of the show. From there, the hosts outline the arc's key systems — Orion hostiles, the Challenge Track, and event structure — before shifting sharply into widespread player-reported lag. A significant portion of the episode dissects performance failures affecting scoring, notifications, and client responsiveness. The crew explores possible technical causes, including push communication breakdowns between client and server systems, and debates whether backend optimization work may have triggered the instability. Mid-show, the conversation briefly detours into Star Trek lore — notably Avery Brooks and Deep Space Nine character storytelling — before returning to gameplay analysis. This tonal shift gives listeners a mix of franchise discussion alongside live-service game critique. The back half focuses heavily on Orion hostile scaling, progression difficulty, and how different ops brackets are handling the new content. Strategy discussions expand into Challenge Track design, compensation expectations, and server region disparities in performance impact. In the final stretch, attention turns to late-game systems like Sweeps mechanics and long-term efficiency optimization. The hosts close by evaluating the arc's design potential versus its troubled technical launch, leaving the audience with cautious optimism once stability issues are resolved.   00:58 – Cold open, show intro, Season 7 welcome 04:00 – Shop day stories, filming, and snowstorm chaos 09:30 – Sponsor segment + Ghost Energy discussion 15:00 – AI assistants, automation humor, and chat banter 20:26 – Breaking news: Patch 87.1 maintenance announced 25:30 – Early arc reactions + system rollout impressions 29:30 – Global lag begins — first major complaints 33:00 – Client/server communication failures explained 38:00 – Recurring bugs vs new bugs discussion 01:00:00 – Star Trek discussion tangent (Avery Brooks / DS9 context 01:30:07 – Orion hostiles deep dive begins 01:45:00 – Difficulty scaling + G6–G7 balancing talk 02:00:00 – Challenge Track progression pacing 02:18:00 – Compensation expectations + fairness debate 02:35:00 – Server region performance comparisons 02:50:00 – Long-term arc systems + economy impact 03:06:00 – Sweeps mechanic strategy + late-game optimization 03:15:30 – Challenge Track mastery + efficiency meta 03:22:00 – Final thoughts + show close

Leila Rahimi and Mark Grote wondered if Falcons president of football Matt Ryan just made the case for the Bears to get compensatory draft picks for assistant general manager Ian Cunningham leaving Chicago to become Atlanta's new general manager.

Sign up for our newsletter! On this week's episode:   Council members in an Ohio town were concerned when a company planned to store fracking wastewater deep underground near their source of drinking water. The industry says stopping the operation would be government overreach. Why some impacted by the East Palestine train derailment still haven't been compensated almost two years after a settlement with the railway company. A new symptom tracker for East Palestine residents is helping researchers document health changes stemming from the derailment. Federal regulators will no longer consider the economic costs of harm to human health when regulating certain air pollutants. Pennsylvania Governor Josh Shapiro touted the benefits of new data centers in his annual budget address but wants them to generate their own power. We're independent and non-profit, and we don't get money from WESA, WPSU or any other radio station. So we must turn to you, our listeners, for support. Take action today so we can continue to keep you informed.  Donate today.  Or send us a check to: The Allegheny Front, 67 Bedford Square, Pittsburgh, 15203.  And thanks! 

Promos of the WeekMagnetic Bond Orb IssueCampaign and Kyln TowerJeff GameplayNEW CC RulesNew Fractal StoreEvents of the weekBattleworld Next Week?Missing T4s and Bang for your BuckDownload RAID today➡️https://t2m.io/ValleyFlyinRaid_Feb26 to get exclusive bonuses available through this link only ✅ 1 - Right Away: Narma, At Level 10: Uugo, At Level 20: Tayrel, At Level 30: Fayne✅ 2 - Legendary SUN WUKONG via promo code MONKEYKING ⚡️OR Legendary ALICE via promo code GETALICE ⚡️OR Legendary GREENWARDEN RURARC via promo code TREEHUGGER ⚡️ OR Legendary TUHANARAK via promo code DESERTQUEEN ⚡️OR Legendary CHESHIRE CAT via promo code KITTYCUT⚡️OR Legendary ULTIMATE DEATH KNIGHT via promo code UDKING (You can redeem only 1 promo code of your choice as a new player)Check out the BEST Graphic Tees from INTOTHEAM!Get 10% off site-wide when you click the link below:http://intotheam.com/ValleyFlyin#MarvelStrikeForceValleyFlyin RAID Channel:  https://www.youtube.com/@ValleyFlyinRAIDOther Sponsors:LD Player: https://bit.ly/LDPMFRBluestacks 5: http://bit.ly/VFBlueMore ValleyFlyin:Valleyflyin Merch: http://bit.ly/VFMerchDiscord: http://bit.ly/valleyflyinTwitter: https://twitter.com/valleyflyinInstagram: https://www.instagram.com/valleyflyin/Facebook: https://www.facebook.com/Valleyflyin/Twitch: http://bit.ly/vftwitchPatreon: http://bit.ly/VFPatreonSupport the show

Research is everywhere in HR. Surveys. Dashboards. Trend reports. Predictions for what comes next.  But having more research available does not automatically mean leaders feel more confident using it. HR and compensation teams are under pressure to make decisions that are fair, competitive, and explainable, often while the market feels uncertain and noisy.  In this episode of Comp and Coffee, Ruth Thomas sits down with Stacey Harris from Sapient Insights Group and Amy Stewart from Payscale to move beyond headlines and rankings and talk about what the research is actually telling us right now.  Episode resources: Sapient Insights Group HR Systems Survey Report: https://bit.ly/4rB1zos Payscale 2026 Salary Increase Preview Report: https://bit.ly/3NWIQ8a Payscale Salary Budget Survey: https://bit.ly/4qYwlaD Payscale Pay Trends and Market Pricing Research: https://bit.ly/4kj5hk4 Email: coffee@payscale.com for listener questions and suggestions 

Ex-senior police officer Alan Mains and political commentator Mick Fealty give analysis

Retail arbitrage on Amazon has allowed Kim and Perry Coghlan to sell over 8 figures in a single year selling shoes and clothing They manage a team of about 20 people across two cities while raising 13 kids. In this deep-dive interview, they reveal the exact systems, processes, and management philosophies that make it all work.CONNECT WITH KIM AND PERRY– Youtube: https://www.youtube.com/@EcomToolbox– Free Facebook group: https://www.facebook.com/groups/ecomtoolbox– Facebook page: https://www.facebook.com/ecomtoolbox1– Skool: https://www.skool.com/ecomtoolbox/about?ref=4adcf73740e949279874c4793504807c– Twitter: https://x.com/Pcoghlan, https://x.com/kimcoghlan4, https://x.com/ecom_toolboxRECOMMENDED TOOLS– SellerAmp SAS (14-day free trial): https://www.selleramp.com/oachallengeUse code OAC50 to save 50% off your first month.– Keepa Academy: https://www.oachallenge.com/keepa-academy– Boxem (14-day free trial): https://www.oachallenge.com/boxemTIMESTAMPS0:00 - Introduction and episode overview2:15 - Kim and Perry's business overview (10 years, 8 figures, 20 employees)4:30 - Shifting focus from top line revenue to bottom line profit6:00 - Why employees wanted data and metrics8:00 - Ecom Toolbox community and podcast launch11:00 - Helping intermediate sellers scale sustainably12:00 - The retail arbitrage renaissance14:30 - Know your numbers: why financial foundations matter first16:30 - Top metrics every Amazon seller should track17:30 - Velocity and cash flow management20:00 - Tracking stale inventory and learning from bad buys23:00 - The business scorecard explained (EOS framework)26:00 - Scorecard metrics: sales, spend, inventory value, margin28:00 - Returns tracking and seasonal variations31:00 - Finding the right tempo for tracking your numbers33:00 - Using AI in their Amazon business36:00 - Lean operations and spaghetti mapping explained39:00 - Real examples of process improvement41:00 - Bringing in a lean consultant for company-wide training43:00 - The eight wastes and eliminating extra processing44:00 - Mindset shift: accepting your process is wrong47:00 - Being the boss you never had49:00 - Elon Musk, staying in the weeds, and the Gemba51:00 - Book recommendations (Walter Isaacson, Ron Chernow)52:00 - Building systems through crisis response, not planning55:00 - Complete hiring process and personality testing59:00 - Phone screening, core values introduction, and filtering1:01:00 - Shopper training program overview1:04:00 - Warehouse training before field work1:07:00 - What makes a shopper field-ready1:09:00 - Compensation structure: item count vs percentage of spend1:11:00 - Bonus structure and incentivizing profitable behavior1:12:30 - Buying criteria for shoes and clothing (minimums, ROI)1:15:00 - Subcategories to avoid (dress shoes, small sizes)1:16:00 - Repricing strategy: buy box anchoring, not ROI-based1:18:00 - The rodeo jeans revelation: market doesn't care what you paid1:19:00 - Aging inventory repricing (30-day and 90-day rules)1:22:00 - Using ScanPower Mobile for pricing decisions1:23:30 - Holding inventory strategy and merchant fulfilled hack1:26:00 - Supplier profitability report as backbone of shopper metrics1:28:00 - Cross-collaboration and company averages1:30:00 - Honey holes and competitive bonuses1:31:00 - The four core values (TACO framework)1:34:00 - Quarterly conversations and the people analyzer1:36:00 - Embedding core values through repetition1:37:00 - Importance of outside perspectives and continuous learning1:39:00 - How lean and EOS clicked for them1:40:00 - EOS as the administrative equivalent of lean1:43:00 - Ecom Toolbox elevator pitch and who it's for1:44:00 - Where to find Kim and Perry1:45:30 - Time travel question: advice to their younger selves1:48:00 - Setting boundaries and not letting the business consume you1:48:30 - Recent impactful learning (Musk biography, learning to play)

Send us a textThere was a time when hospital or large group employment felt like the safe choice. Predictable income. Built-in infrastructure. Someone else worrying about staffing, compliance, billing, and contracts. For many physicians, it felt like a reasonable trade—give up some control in exchange for stability.But over the past several years, something has shifted.More and more physicians are realizing that while hospital or large group employment may reduce certain risks, it often introduces a different kind of cost. Less autonomy. Less flexibility. Less influence over how medicine is practiced day to day. Schedules are set by committees. Compensation models feel disconnected from effort or quality. Decisions that directly impact patient care are increasingly made far away from the exam room.That's why today we're talking about buying back your autonomy. Specifically, when—and how—to leave the hospital system and build your own independent practice.Please Follow or Subscribe to get new episodes delivered to you as soon as they drop! Visit Jill's company, Health e Practices' website: https://healtheps.com/ Subscribe to our newsletter, Health e Connections: https://share.hsforms.com/1FMup6xLPSpeA8hB77caYQwd32sx?hsCtaAttrib=171926995377 Want more formal learning? Check out Jill's newly released course: Physician's Edge: Mastering Business & Finance in Your Medical Practice. 32.5 hours of online, on-demand CME-accredited training tailored just for busy physicians. Promo pricing available now: https://education.healtheps.com/offers/Ry3zfLYp/checkout?coupon_code=PHYSEDGE3000 Purchase your copy of Jill's book here: Physician Heal Thy Financial Self Join our Medical Money Matters Facebook Group here: https://www.facebook.com/groups/3834886643404507/ Original Musical Score by: Craig Addy at https://www.underthepiano.ca/ Visit Craig's website to book your Once in a Lifetime music experience Podcast coaching and development by: Jennifer Furlong, CEO, Communication Twenty-Four Seven https://www.communicationtwentyfourseven.com/

A round-up of the main headlines in Sweden on February 2nd 2026. You can hear more reports on our homepage www.radiosweden.se, or in the app Sveriges Radio. Presenter/producer: Kris Boswell.

Message - Pastor Paul I. Kim“Crossing into the Kingdom: Following Jesus Between Now and His Coming 2”“Are You Satisfied with the Compensation?”Matthew 20:1-16

In this episode of Cybersecurity Today, host Jim Love welcomes David Shipley, CEO of Beauceron Security, as a guest. Together, they delve into the latest research from Beauceron  Security with assistance from he University of Montreal. They discuss the effectiveness of phishing simulations, the importance of reporting suspicious activities, and the psychological factors that lead to clicking on phishing emails. The episode also highlights the surprising advantages small businesses have over larger organizations in phishing defense, and how management's attitude towards cybersecurity significantly impacts a company's overall security culture. Don't miss this thorough, insightful conversation that will change how you think about cybersecurity training and culture! Cybersecurity Today would like to thank Meter for their support in bringing you this podcast. Meter delivers a complete networking stack, wired, wireless and cellular in one integrated solution that's built for performance and scale. You can find them at Meter.com/cst 00:00 Introduction and Sponsor Message 00:19 Meet the Guest: David Shipley 01:46 David's Research with University of Montreal 02:17 Phishing Simulation Training Insights 03:16 The Importance of Real Research 04:30 Human Risk Management vs. Security Awareness 05:49 Understanding Phishing and Its Impact 11:10 The Role of Technology and Human Resilience 14:34 Effective Phishing Training Strategies 19:02 Analyzing Click Behavior and Reporting 27:17 Why People Click: Survey Insights 36:07 High Click Rates and Psychological Safety 38:13 Management's Role in Cybersecurity Culture 39:29 Impact of Tenure and Compensation on Click Rates 40:58 The Importance of Security Awareness Programs 43:35 Feedback and Reporting in Cybersecurity 54:12 Small Companies vs. Large Companies in Cybersecurity 56:44 Surprising Findings and Future Directions 01:02:12 Conclusion and Report Availability

Compensation is about more than just a paycheck. It's about feeling valued, secure, and supported, but we don't always think about it that way. In this episode of Two Guys on Your Head, Dr. Art Markman, Dr. Bob Duke, and Rebecca McInroy talk about the psychology of compensation. The post Compensation appeared first on KUT & KUTX Studios -- Podcasts.

"Ask A Gettysburg Guide #120 - Civil War Railroads," features Licensed Battlefield Guide Rich Kohr discussing the crucial role of railroads during the American Civil War. Here are the key takeaways from the discussion: Railroads' Crucial Role (6:32): The Civil War was the first major conflict where railroads were essential for supplying armies, moving troops, and transporting equipment on a massive scale. Rapid Expansion Before the War (7:23): In 1840, the U.S. had 3,000 miles of railroad. By 1850, it grew to 9,000 miles. By 1860, it reached 30,000 miles, with a significant disparity between North and South: the North had 21,000 miles, while the South had 9,000 miles. Differences Between Northern and Southern Railroads (8:09): Southern Railroads: Primarily "market railroads" (8:59), designed to transport commodities like cotton, tobacco, and sugar from farms to ports, often with shorter mileage (9:37). Northern Railroads: More focused on connecting cities (9:31) and commerce (11:55), with some relying heavily on passenger business (12:05). Impact on Manpower (12:20): The railroad boom in the 1850s influenced the available manpower for the war. Southern railroads largely used slave labor (12:40), while Northern railroad construction brought in European immigrants, significantly increasing the white male population of military age in the North by 1860 (12:52-13:32). Gauge Issues (14:52): Railroads in 1860 were not standardized in terms of "gauge" (the distance between rails), with about a dozen different gauges in use (15:42). This often meant freight and passengers had to be transferred between different rail lines, as railroads frequently didn't physically connect (21:14-21:41). Southern Reluctance to Modernize (27:59): Despite the recognized need to connect railroads for military purposes, the Confederate legislature debated extensively in 1861, with arguments centering on military necessity (29:11), funding (29:36), and whether connections should be temporary or permanent (30:06). A significant argument against expansion was the belief that the war would be over quickly (31:16). Protection of Railroads (32:59): While initially neglected by figures like Secretary of War Cameron due to personal financial interests (33:11), later in the war, the Union built blockhouses and established a "railroad division" to protect vital lines like the Baltimore and Ohio Railroad (33:40-33:51). Compensation and Management (34:04): The U.S. government compensated private railroads for their use by offering higher rates for government shipments (34:49). The North also consistently appointed experienced railroad managers to positions of authority within the War Department, which was a significant advantage (35:09-35:26). Train Speeds (35:34): Wood-burning freight trains typically traveled around 15-20 mph (35:41), while passenger trains could reach 30-40 mph (35:46). Coal-burning locomotives, which were beginning to appear, offered higher speeds and would become more prevalent after the Civil War (36:02). BOOKS FOR FURTHER LEARNING General Theory for Bridge Construction - Herman Haupt Reminiscences of General Herman Haupt - Herman Haupt   Don't forget to support the show by becoming a Patron at www.patreon.com/addressinggettysburg or make a tax-deductible contribution to the budgets of our history video projects at www.dhpioneers.com

He agreed to do this interview. Then he forgot. Then he agreed again. Then he forgot again. My dad's short-term memory is gone, but the stories from his past? Still crystal clear. Chemistry explosions, crocodiles in the family pool, and why he listed Nietzsche, Jesus Christ, and John Lennon when the military came calling. Thank you to ACORNS for sponsoring this episode: https://www.acorns.com/IDIOT Paid non-client endorsement. Compensation provides incentive to positively promote Acorns. Tier II compensation provided. Potential subject to various factors such as customer's accounts, age and investment settings. Does not include Acorns' fees/ Results do not predict or represent the performance of any Acorns portfolio. Investment results will vary. Investing involves risk. Acorns Advisers, LLC, an SEC-registered investment adviser. View important disclosures at https://www.Acorns.com/IDIOT. ---