Podcasts about Compensation

Tony chats with Jens Nasstrom, Head Founder & Head of Science at Precuro,  they provide Cognitive Risk Intelligence for claims. What exactly does that mean? They provide a new variable in claims. Claims can have the same injury, same diagnosis, and somehow one resolves in three weeks the other one becomes a painful three year long claim. The different isn't the injury, it's the mindset. That's what Precuro is measuring. This is especially important for Disability and Worker's Compensation. A fascinating conversation you should not miss!Jens Nasstrom: https://www.linkedin.com/in/jensnasstrom/Precuro: http://www.linkedin.com/company/precuro/

Send us Fan MailMost salon owners spend years learning how to do hair, but very little time learning how money actually works inside a business.That's a problem.In this episode, we break down some of the biggest misconceptions salon owners have about commission, pricing, profit, payroll, compensation, and financial sustainability.We talk about why so many owners make decisions based on fear instead of math, why commission percentages are often misunderstood, and how short-term thinking creates long-term problems for both owners and stylists.We also share real examples from our own salon, including conversations with staff about compensation, common mistakes we see throughout the industry, and why healthy businesses create opportunity, stability, education, and growth—not just bigger commission checks.Your business should serve you, so that you can serve others.And that starts with understanding where the money actually goes.Key TakeawaysCompensation is about far more than commission rates. Pricing must support the entire business. Fear causes owners to make poor financial decisions. Commission percentages are often misunderstood. Sustainable businesses create long-term opportunities. Education and leadership are forms of compensation. Profit is necessary for growth and stability. Revenue and profit are not the same thing. Owners must understand where every dollar goes. Healthy businesses create clarity, stability, and opportunity.Time Stamps00:00 — Intro + Brooke's haircutting education win 04:00 — Solving behavior problems as an owner 06:00 — Why compensation conversations go wrong 08:00 — Where money actually goes in a salon 10:00 — Pricing must cover the entire business 12:00 — Why copy-and-paste business models fail 15:00 — The commission rate trap 16:00 — The stylist who chose less money 18:00 — Sustainability vs percentages 20:00 — What employees actually want 22:00 — Leadership creates opportunity 25:00 — Building a compensation package 29:00 — Why owners make bad money decisions 30:00 — Fear, underpricing, and scarcity thinking 34:00 — Why hope isn't a strategy 37:00 — Compensation for owners matters too 39:00 — Why profit isn't evil 41:00 — Revenue vs profit explained 44:00 — Risk, responsibility, and ownership 47:00 — What healthy salons actually look like 49:00 — Final thoughtsLinks and Stuff:Our Newsletter Mentoring InquiriesFind more of our things:InstagramHello Hair Pro Website

As healthcare organizations continue to expand their employed provider networks, physician compensation design is becoming far more complex and far more strategic than simply measuring productivity through work RVUs. Today's healthcare employers must think differently about how compensation models support organizational performance, physician engagement, retention, and value-based care objectives.In this episode of Value-Based Care Insights, Daniel Marino is joined by Jon Morris of ECG Management Consultants and Alex Krouse, Associate General Counsel for a large health system, to discuss the evolving challenges of physician compensation across growing provider enterprises. Together, they explore why traditional compensation structures are no longer sufficient, how health systems are managing increasingly sophisticated provider networks, and why compensation should be viewed as an enterprise-wide workforce strategy. The conversation also examines how organizations can balance standardized compensation approaches with physician-specific needs, improve transparency and stability in compensation design, and better align incentives with value-based care goals, operational performance, and long-term physician engagement.Alex: https://www.linkedin.com/in/alexkrouse/Jon: https://www.linkedin.com/in/jonmorrisjdmba/

On this episode Dan is joined by Jon Morris of ECG Management Consultants and Alex Krouse, Associate General Counsel for a large health system, to discuss the evolving challenges of physician compensation across growing provider enterprises. Together, they explore why traditional compensation structures are no longer sufficient, how health systems are managing increasingly sophisticated provider networks, and why compensation should be viewed as an enterprise-wide workforce strategy. The conversation also examines how organizations can balance standardized compensation approaches with physician-specific needs, improve transparency and stability in compensation design, and better align incentives with value-based care goals, operational performance, and long-term physician engagement. To stream our Station live 24/7 visit www.HealthcareNOWRadio.com or ask your Smart Device to “….Play Healthcare NOW Radio”. Find all of our network podcasts on your favorite podcast platforms and be sure to subscribe and like us. Learn more at www.healthcarenowradio.com/listen

Send us Fan MailDiscover the essential strategies for private practice owners to establish a robust personal compensation plan. Many entrepreneurs pour their heart and soul into building their businesses, yet often neglect their own financial well-being, leading to burnout and stress. This episode unpacks how to effectively pay yourself, distinguishing between compensation for the work you do and distributions for the value of your ownership. Learn to align your personal finances with your business's health, ensuring long-term sustainability and growth. We dive deep into practical tips, common pitfalls, and expert advice to transform your financial approach and secure your future.What You'll Learn:The two critical lenses of owner compensation: performance and investment.How to define your minimum viable salary for financial stability.The difference between salary and owner distributions and why it matters.Key tax considerations for structuring your compensation effectively.Practical steps to separate business finances for clarity and growth.Common mistakes private practice owners make regarding their pay. Transform your financial future by applying these compensation insights to your private practice today! #PrivatePracticeFinance #OwnerCompensation #ProfitFirst #BusinessStrategy #FinancialFreedomWelcome to Private Practice Survival Guide Podcast hosted by Brandon Seigel! Brandon Seigel, President of Wellness Works Management Partners, is an internationally known private practice consultant with over fifteen years of executive leadership experience. Seigel's book "The Private Practice Survival Guide" takes private practice entrepreneurs on a journey to unlocking key strategies for surviving―and thriving―in today's business environment. Now Brandon Seigel goes beyond the book and brings the same great tips, tricks, and anecdotes to improve your private practice in this companion podcast. Get In Touch With MePodcast Website: https://www.privatepracticesurvivalguide.com/LinkedIn: https://www.linkedin.com/in/brandonseigel/Instagram: https://www.instagram.com/brandonseigel/https://wellnessworksmedicalbilling.com/Private Practice Survival Guide BookThis show is proudly produced at PS Studios — learn more https://www.psstudios.co

In this episode, host Don Adeesha sits down with Amy Engel, owner of Sweet Spot Medispa and a top 50 Evolus partner, to dismantle the most expensive phrase in aesthetics: "we've always done it this way." Amy argues that practices five, eight, and ten years in are bleeding margin to legacy vendor contracts, unprofitable services, and W-2 hires their summers can't support. Amy walks through the math behind her pivot from the Allergan bundle to challenger brands like Jeuveau, RHA Revance, Xeomin, Dysport, and Daxxify, pricing Botox at $14/unit and Jeuveau at $12, running the "Jeuveau Day" volume play that has booked 70 clients in a single shift, and using GLP-1s as a recurring-revenue engine that underwrites capital purchases like in-house skin analysis. She also explains why charging for injector training and defaulting to 1099 contractors protects practices from the hidden costs of free education and idle payroll. Her final warning to practice owners going into 2026: subtract before you scale. Drop services that can't pay for an advanced provider, drop fillers and toxins where newer competitors have better research and better rebates, and rebuild your top-of-funnel around Google reviews, the channel that turned a solo room into a top 14 national Evolus partner.

Samsung’s union voted ~74% in favor of a compensation deal to end the possibility of an 18-day strike, Spotify launches a Podcast Clips feature, and Nvidia retires the GeForce Control Panel after 20 years. MP3 Please SUBSCRIBE HERE for free or get DTNS shows ad-free. A special thanks to all our supporters–without you, none ofContinue reading "Samsung Union Approves New Compensation Deal – DTH"

In this episode of Durable Value, Ryan sits down with Jen Stevens, co-founder and managing partner of Alliance Global Advisors, to discuss what it takes to build an institutional-caliber real estate investment firm. Jen shares her 17-year journey at the Townsend Group, the founding story of Alliance, and how they've helped over 50 real estate managers — collectively overseeing a trillion dollars in assets — compete and grow. From emerging manager strategy to private wealth distribution, alignment of interest, and career advice, this episode is packed with insight for anyone in the real estate investment industry.0:00 – Introduction: Meet Jen Stevens & Alliance Global Advisors0:49 – Jen's career begins at the Townsend Group (2004)2:50 – The founding of Alliance Global Advisors in 20203:56 – What Alliance does: Advising GPS to become better partners5:54 – 50+ managers advised, over $1 trillion in AUM served7:27 – Pennsylvania PSERS commits $90M to Fund IV: A milestone moment13:05 – The case for specialization in real estate strategies16:01 – Core vs. non-core real estate: Understanding the bifurcation16:52 – How core real estate fits (and is shifting) in institutional portfolios21:12 – Lessons from the GFC: Vintage year diversification & tactical investing23:06 – The changing capital base: Why every manager must think about private wealth26:16 – Private wealth real estate allocation: Still in early innings29:21 – Building Alliance's private wealth expertise: Hiring Kurt Edwards31:39 – Alignment, transparency & governance for emerging managers33:21 – What true transparency looks like with institutional investors34:28 – Alignment of interest: Compensation, succession planning & investment committees37:59 – Career advice: Stay true to your values and your purpose39:30 – The power of being close to the capital (and the customer)

Compensation is one of the hardest operational systems to get right in a med spa. If the structure feels unclear or unfair, it quickly creates tension between providers, leadership, and the overall goals of the business. In this episode, I break down how to design compensation in a way that supports profitability, collaboration, and long-term practice growth—not just short-term production.  The goal isn't simply to pay providers more. It's to build systems that reward the right behaviors while keeping the business financially healthy.  Why Most Compensation Problems Start with the Wrong Incentives  One of the biggest mistakes I see is compensation structures that reward activity without measuring whether that activity is actually helping the practice grow profitably. Straight salary models often reduce motivation, while poorly structured commission systems can create competition, entitlement, and resentment between providers.  Even hourly pay can become problematic if the only focus is keeping schedules full. A provider being "busy" does not necessarily mean the business is healthy. Revenue per hour, utilization rates, treatment mix, rebooking behavior, and profitability matter much more than simply filling appointment slots.  The practices that perform best financially are usually measuring the quality of production—not just the quantity of appointments.  The Compensation Framework I Recommend Most Often  The most sustainable compensation systems usually combine several layers instead of relying on a single model.  • Hourly base pay creates stability and predictable income • Revenue-sharing structures reward measurable growth above baseline performance • Tiered commission thresholds incentivize stronger production and utilization • Team-based commission structures encourage collaboration instead of competition • Department KPIs help align providers around operational goals • Scorecard bonuses create accountability around both financial and behavioral performance  The key is making expectations measurable, transparent, and tied directly to the outcomes the practice is trying to create.  Why Compensation Needs to Be Supported by Clear Operational Data  Compensation conversations become much easier when they're grounded in objective reporting instead of emotion or perception.  Monthly scorecards, shared KPIs, and regular performance reviews help providers understand exactly how compensation decisions are being made. Metrics like utilization, revenue per hour, rebooking rates, and departmental performance create a much clearer picture of what's contributing to practice growth—and what isn't.  That level of transparency also helps reduce HR conflict because expectations become consistent, visible, and easier to communicate across the team.  As You Expand, Compensation Becomes Part of Your Infrastructure  The larger your practice becomes, the more important compensation design becomes operationally. Weak systems create friction, inconsistent performance, and retention problems. Strong systems create alignment, accountability, and a healthier team culture over time.  The med spas that scale successfully are usually the ones where compensation reinforces the business model instead of constantly working against it. When providers understand how their performance impacts practice growth—and feel rewarded fairly for contributing to it—you create a much stronger foundation for sustainable expansion.  Follow Shannon & Keep What You Earn:   Shannon Weinstein is the founder of a fractional CFO firm specializing in helping 7-figure aesthetics and wellness practices scale with clarity, cash flow, and confidence.  Shannon is committed to helping med spa owners understand, fix, and maximize their business's enterprise value, offering actionable advice and resources, including a popular free video series specifically for aesthetics practice owners.   Fractional CFO Services and Executive Financial Review: https://www.keepwhatyouearn.com/  Connect with Shannon: https://www.linkedin.com/in/shannonweinstein  Watch full episodes: https://www.youtube.com/@KeepWhatYouEarn  Listen on your favorite podcast app: https://pod.link/1580071347  Instagram: https://www.instagram.com/shannonkweinstein/  The information shared is for educational purposes only and is not individualized financial advice. Aesthetics practice owners should consult a qualified professional before implementing financial strategies discussed here. 

What does it take to build high-performing nonprofit teams that stay engaged, grow their skills, and strengthen organizational impact? In this episode, I sit down with Melanie Gonzalez, Chief People Officer at the Behavioral Science Research Institute (BSRI), to explore how intentional career pathing supports nonprofit leadership development, staff training and development, and employee retention.From aligning compensation philosophy with career progression to building customized learning and development strategies, this conversation offers practical guidance for nonprofit leaders who want to invest in their people while navigating limited resources and flat organizational structures.▶️ A Look at Career Mapping: Who, What, When, and How with Nonprofit Leader Melanie Gonzalez▶️ Key Points:00:00:00 Career Paths Matter for Nonprofit Growth and Performance00:03:46 Melanie's HR Leadership Journey00:09:34 Career Pathing and Compensation at BSRI00:17:34 Nonprofit Career Growth Beyond Promotions00:21:03 Aligning Career Pathing with L&D Strategies00:24:21 The Impact of Investing in Nonprofit Staff Development00:27:24 Advice for Nonprofits Creating Career PathsResources from this episode:Join us at our next networking event for the Nonprofit L&D Collective on  June 17: https://www.skillmastersmarket.com/join-the-nonprofit-learning-and-development-collective Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveConnect with MelanieLinkedIn: Melanie GonzalezWebsite: bsrinstitute.org Connect with HeatherLinkedIn: Heather BurrightWebsite: skillmastersmarket.comBook an interest call with Heather here.⭐Was this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

The case has been tried and appealed a few times and the 5th Circuit finally said the Plaintiff is entitled to compensation under the Texas state constitution. https://ij.org/

0;00: Drake Maye's outlook10:37: Pats big picture thoughts 23:32: AJ Brown trade compensation 31:41: 5 Questions with GasperSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Send us Fan Mail On this episode, we dive back into the wild world of college sports with the NCAA's lead outside counsel, Rakesh Kilaru. Over the last year, NIL deals totaling over $240 million have been cleared by the College Sports Commission, in addition to the hundreds of millions of dollars that have been shared directly with college athletes by the schools. But we are in the midst of a battle over NIL enforcement centered on whether there should be any limits on how MMR partners, like Playfly and Learfield, pay athletes and whether the new revenue sharing cap will actually hold. We also get into eligibility lawsuits and why the Sports Broadcasting Act may not be the easy money fix some think it is. Thank you for listening! For the latest in sports law news and analysis, you can follow Gabe Feldman on twitter @sportslawguy .  

Compensation is no longer just an HR process. It is a business decision that executive teams are paying close attention to.  In this special podcast episode, adapted from a recent Payscale webinar, Chief Product Officer Lexi Clarke and Chief Financial Officer Philip Watson discuss how organizations can rethink compensation reporting to better align with business goals and executive expectations.  Drawing from insights in Payscale's 2026 Compensation Best Practices Report, they explore the questions leadership teams are asking after recent merit and pay cycles, including how compensation impacts retention, performance, and financial outcomes. The conversation also covers why traditional HR metrics often fall short and what compensation leaders should bring into strategic business discussions instead.  In this episode, you will learn:  • The compensation questions executive teams are asking right now and why they matter • Where traditional HR metrics fall short and what to bring into the conversation instead • How to connect pay decisions to outcomes like retention, performance, and cost  Want the full experience? Watch the webinar recording and access the presentation slides to dive deeper into the discussion: https://www.payscale.com/research-and-insights/what-your-elt-really-wants-to-know-about-pay

On episode 296 of EHS On Tap, Claude Howard, Vice President, Workers Compensation Claim at Travelers, and Chris Hayes, Assistant Vice President of Travelers Risk Control for Workers' Compensation, talk about a new report looking at the impact of workplace injuries.

CNN presses acting Attorney General Todd Blanche on why the administration won't rule out taxpayer funded payouts for those who assaulted cops on January 6.  Learn more about your ad choices. Visit podcastchoices.com/adchoices

Kyle Holm has spent 25 years advising companies on compensation, and right now he's watching the logic of corporate hierarchy break in real time. Not because executives suddenly discovered organizational theory, but because AI is collapsing the distance between capability and influence. The old model—slow progression through management layers, credential accumulation, carefully staged promotions—is running into a technology that rewards direct value creation instead. And executives are noticing.In this conversation from Transform Las Vegas, Kyle and David unpack what happens when AI-native companies stop hiring “mid-level” talent altogether, why compensation systems built on titles and tenure are struggling to keep up, and how the next generation of workers may leapfrog traditional career ladders entirely. It's a conversation about compensation on the surface, but underneath it's really about power: who gets heard, who creates leverage, and who gets left behind when organizations flatten faster than expected.Related Links:Join the People Managing People CommunitySubscribe to the newsletter to get our latest articles and podcastsConnect with Kyle on LinkedInVisit Sequoia Consulting GroupSupport the show

Janelle Saffin, the Minister for Small Business and Minister for Recovery, spoke with Mark Levy and exclusively revealed on 2GB that the Government is rolling out a support package to assist small businesses impacted by the closure of the Great Western Highway at Victoria Pass. The Minister revealed it would be a $3.5 million support package to assist small businesses and councils across the Blue Mountains and Central West region impacted by the closure.See omnystudio.com/listener for privacy information.

Bongani Bingwa speaks to Kgabo Komape, Acting Head of Portfolio at Auditor-General South Africa, about alarming audit findings at the Compensation Fund, including fraud risks, weak financial controls, and governance failures. 702 Breakfast with Bongani Bingwa is broadcast on 702, a Johannesburg based talk radio station. Bongani makes sense of the news, interviews the key newsmakers of the day, and holds those in power to account on your behalf. The team bring you all you need to know to start your day Thank you for listening to a podcast from 702 Breakfast with Bongani Bingwa Listen live on Primedia+ weekdays from 06:00 and 09:00 (SA Time) to Breakfast with Bongani Bingwa broadcast on 702: https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/36edSLV or find all the catch-up podcasts here https://buff.ly/zEcM35T Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio7See omnystudio.com/listener for privacy information.

Windermere Coaching Minute HostMichael Fanning, Senior Vice President and Co-Owner of Windermere Coaching.Episode OverviewIn this extended episode, Michael goes deep on the 10 questions coaches hear most from agents not surface answers, but the real coaching conversation. If something in your business feels stuck, one of these is likely why. Plus a bonus question every agent needs to hear right now.Questions CoveredI know what I should be doing why can't I make myself do it?How do I stay consistent when the market gets slow?I have a big database but don't know how to work it. Where do I start?How do I talk to sellers about price without damaging the relationship?I feel like I'm working all the time but not getting results. What's wrong?How do I ask for referrals without feeling pushy?I'm great at getting listings, but buyers are a struggle. How do I get better?I have a hard time following up. I don't want to bother people.How do I get my mindset right when things aren't going well?Is coaching really worth it? What should I expect?⭐ BONUS: Other agents are cutting their compensation to compete. How do I keep mine?Key TakeawaysThe gap between knowing and doing is an identity problem, not a willpower problem. When the identity shifts, the behavior follows.Your system creates consistency not the market. Build it during the good times.A big database is just a list. Sort your A's, B's, C's, and D's then work to move people up the ladder.You don't set the price. The market does. Your job is to analyze and advise.Separate income-producing activities from income-adjacent ones and protect your highest-value hours.The best referrals don't come from asking. They come from creating an experience worth talking about.80% of clients will pay your full fee based on the value you demonstrate. Stop building your business around the 15% who won't.Compensation is not a price. It's a reflection of value. Own it.Resources MentionedBooksThe Mountain Is You — Brianna WiestAtomic Habits — James ClearThe 12 Week Year — Brian MoranThe Go-Giver — Bob BurgNever Split the Difference — Chris VossGetting to Yes — Fisher & UryGetting Referrals Without Asking — Stacey Brown-RandallThe Purple Cow — Seth GodinNinja Selling — Larry KendallDeep Work — Cal NewportBuy Back Your Time — Dan MartellCan't Hurt Me — David GogginsMindset — Carol S. DweckDon't Believe Everything You Think — Joseph NguyenUnreasonable Hospitality — Will GuidaraTools & ResourcesClose CRM — database and follow-up trackingHomebot — AVM tool for staying connected with your databaseWindermere Coaching Path Calls every Thursday, 10 AM PSTWindermere Coaching Morning Warm-Up seriesConnect With Windermere Coachingwindermerecoaching.comBe awesome, help someone, and have a great day.

Allies of US President Donald Trump who say they were wrongly investigated or prosecuted could soon access a compensation fund worth nearly $1.8 billion. The US Department of Justice announced the move as part of a settlement tied to a lawsuit involving the Internal Revenue Service. Democrats have condemned the decision, calling it unconstitutional and corrupt. Tune in to know moreFind our podcasts here at SBS Hindi Podcast Collection. You can also tune in to SBS Hindi at 5 pm on SBS South Asian on digital radio, on channel 305 on your television, via the SBS Audio app or stream from our website.

Ted Cruz gets testy with TMZ DC over Trump fund, TikTok star Gabbie Gonzalez faces charges after allegedly trying to hire a hitman to kill singer Jack Avery, Mackenzie Shirilla's dad joins 'TMZ Live' after facing fallout over Netflix's 'The Crash,' and Taylor Swift and Travis Kelce's potential prenup comes down to one major issue. Learn more about your ad choices. Visit podcastchoices.com/adchoices

The LIRR strike has ended, though some traffic delays remain. Most trains are expected to resume service today. On MSNOW's Morning Joe, Dell's stock was reported as likely to increase in value; some hosts speculated about possible connections to President Trump, but there is no direct evidence supporting these claims. President Trump announced the creation of an Anti-Weaponization Fund to support January 6th defendants who experienced financial losses following prosecution. The fund may also assist lawyers and political figures involved in the cases. Recently, Trump withdrew a $10 billion lawsuit against the IRS concerning the handling of his tax returns. Minority Leader Chuck Schumer commented on the fund during recent remarks. Mark takes your calls! Mark interviews Roger Friedman from Showbiz411. Roger discusses a film recommendation for Memorial Day weekend. The Michael Jackson movie will soon be released in Japan and remains at the top of the box office. Chris Christie attended Bruce Springsteen's concert at Madison Square Garden, which came after rumors of them clashing about politics. Mark Fuhrman, a detective from the O.J. Simpson case, has passed away; Roger Friedman shares his perspective on Fuhrman.See omnystudio.com/listener for privacy information.

Send us Fan MailMost HR conversations overlook the real drivers behind employee retention and wage satisfaction. What if the secret isn't just about raising minimum wages, but understanding why people stay or leave? This episode dives deep into the hidden forces shaping compensation and workplace culture—revealing surprising insights on how pay, benefits, and environment influence your team's longevity and engagement.Join us as we unpack the overlooked impact of minimum wage trends—from the 1970s to today—and how wage compression and salary compression threaten your ability to attract and retain talent. We explore the science and psychology behind fair pay, highlighting why many organizations underestimate the subtle, yet powerful, effects of culture, benefits, and intrinsic motivation on employee happiness.You'll discover:Why minimal wage levels (like $7.25) are less relevant than you think, and how wage floors influence upward pressure across salaries.The secret science and complexity behind compensation decisions, even for HR pros. Spoiler: It's not just market rates, but perceived fairness and culture fit.How supply and demand, job difficulty, and societal factors like gas prices impact employees' decision to stay or jump ship, often unnoticed by leadership.The critical importance of benefits and company culture in fostering engagement, especially for long-term employees who've "checked out" but stay out of comfort or routine.Why money motivates during overtime but isn't the main factor fueling daily work passion.In a climate where workers are overwhelmed by economic pressures, such as rising gas costs or inflation, it's more vital than ever to understand what motivates your team beyond paychecks. Ignoring these insights risks high turnover, disengagement, and a workplace where employees feel undervalued despite seemingly competitive salaries.Whether you're an HR leader, manager, or business owner, this episode equips you with the knowledge to rethink your compensation strategies, improve workplace culture, and build loyalty from the inside out. Perfect for anyone committed to creating workplaces where people want to stay long-term. Don't miss these game-changing insights!If you want to understand the real levers behind employee retention, this discussion will give you a fresh perspective that combines data, psychology, and practical wisdom. Tune in and get ready to transform your approach to compensation and engagement. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

US President Donald Trump's allies who believe they have been wrongly investigated and prosecuted could soon have access to a nearly $1.8 billion compensation fund. The US Justice Department has made the announcement in a move to settle a lawsuit against the US Tax Office, heavily criticised by Democratic Party members as unconstitutional and corrupt.

Get the facts, without the spin. UNBIASED offers a clear, impartial recap of US news, including politics, elections, legal news, and more. Hosted by lawyer Jordan Berman, each episode provides a recap of current political events plus breakdowns of complex concepts—like constitutional rights, recent Supreme Court rulings, and new legislation—in an easy-to-understand way. No personal opinions, just the facts you need to stay informed on the daily news that matters. If you miss how journalism used to be, you're in the right place. In today's episode: What We Know About the DOJ's New $1.776B "Anti-Weaponization" Compensation Fund (0:12) What to Know About Data Centers and the Controversies Surrounding Them (~16:17) Supreme Court Updates: Mifepristone, Virginia's Congressional Map, Title IX, and More (~33:07) Quick Hitters (~38:12) Critical Thinking Segment (~41:59) ⁠Watch⁠ this episode on YouTube. Follow Jordan on ⁠Instagram⁠ and ⁠TikTok⁠. All sources for this episode can be found ⁠here.⁠  Learn more about your ad choices. Visit podcastchoices.com/adchoices

In an unprecedented move, the Justice Department announced it has created a $1.776 billion fund to compensate President Donald Trump's allies who claim they were unfairly targeted by the previous administration. The back and forth between the US and Iran to try to reach a ceasefire continues. Luigi Mangione is back in court today; we tell you why. A trial is underway for a school shooting case in Virginia. And a giant asteroid is passing by Earth today – how close of a call will it be? Learn more about your ad choices. Visit podcastchoices.com/adchoices

(00:00) Zolak & Bertrand start the hour by comparing the 2026 Red Sox to some of the early 90's Red Sox teams. (10:50) Is Kayshon Boutte the odd man out in New England? The guys follow-up on some reporting from Mike Reiss.(19:07) Zo, Beetle & McKone react to Jeremy Fowler's comments on The Fanatic in regards to the compensation for AJ Brown.(27:57) Is the narrative shifting in the Vrabel-Russini situation? Beetle's streaming musings, plus calls.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the Flex Diet Podcast, I sit down with human performance specialist and coach Rob Wilson for a wide-ranging conversation that spans music, coach education, and what it really means to train for performance longevity. We dig into Rob's new book, The Check Engine Light: Tune In Your Body and Mind to Achieve Performance Longevity, and his work educating coaches through ALTIS and with special operations communities. Rob also shares why jiu-jitsu strength and conditioning still lacks clear performance standards and proposes building sport-specific frameworks (like lower-body clinching demands) before jumping to exercise selection. We talk grip strength vs endurance, avoiding redundancy and tendon issues, contra-specific training for durability, and why “recovery” isn't the goal—adaptation is—especially in elite sport. Sponsors: Daily Fitness Insider Newsletter: https://flex-diet.kit.com/bfa1510fa8 Available now: Grab a copy of the Triphasic Training II book I co-wrote with Cal Deitz here. Episode Chapters: 02:41 Nineties Music Nostalgia 05:08 Seasonal Listening Habits 11:17 Teaching and ALTIS Work 13:25 Building BJJ Performance Frameworks 22:55 Grip Strength and Tendon Tradeoffs 26:51 Grip Training Hacks and Extensions 37:34 Transfer, Gait, and Fuzzy Sports 46:13 Compensation in Athletes and Aging 51:50 Warrior Fitness Reset 53:00 Check Engine Light System 54:27 Spiderweb Symptoms Explained 56:12 Eyes Unlock Performance 57:53 Stuck in Your Box 01:02:47 Logistics and Stakeholders 01:06:08 Effects Over Modalities 01:08:55 Recovery vs Adaptation 01:15:50 Wearables Need Context 01:19:41 Effort When Tired 01:25:50 Cold Plunge Mindset 01:30:14 Book Links and Wrap Up 01:31:07 Final Thanks and Disclaimer Flex Diet Podcasts you may enjoy: Episode 275: Mastering Combat Sports Conditioning Using Advanced Training Techniques with Coach James Tognarini YouTube: https://www.youtube.com/watch?v=t9Hc-VrsY4k&t=1s Connect with Rob: Book: https://www.thecheckenginelightbook.com/ Instagram: https://www.instagram.com/thecheckenginelight Website: https://www.wilsonhealthandperformance.com/ Get In Touch with Dr Mike: Instagram: Drmiketnelson YouTube: @flexdietcert Email: Miketnelson.com/contact-us

Today we'll be talking about the deadly train crash that occurred over the weekend, including charges being filed against the driver and pledges of support for victims from the Prime Minister, then, a 10-kilometer drug chase ends in three arrests, down in Pattaya a foreigner is being accused of abusing a young monkey, also in the seaside city a Swedish tourist reports a 100,000 baht theft by ladyboys in his condominium, then, get your rain boots ready because rainy season is upon us as warnings are issued across 40 provinces, and a little later what's better than one wife? Two apparently as a bigamy bash goes viral.

Hundreds of Californians who make countertops are getting sick with an often deadly, job-related lung disease. Those who can no longer work because of it are often left struggling to make ends meet, even after pursuing benefits that are supposed to help them long term. Reporter: Farida Jhabvala Romero, KQED State health officials have identified another California resident who has been exposed to the deadly hantavirus strain. State lawmakers have a new report on how California can better avoid - or recover from - wildfires and other natural disasters. Reporter: Danielle Venton, KQED Learn more about your ad choices. Visit megaphone.fm/adchoices

The latest DentalPost Industry Salary Report offers dental leaders a critical snapshot of workforce trends that could shape staffing, retention, and career sustainability heading into 2026.

Federal Facility Five-Year Review Webinar is a two-hour webinar course that provides an overview of Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA) five-year reviews. By taking this course, participants will achieve the following objectives:Understand Five-Year Review purpose and regulatory contextLearn how to prepare and conduct a five-year reviewIdentify the information and data needed to support a protectiveness statementAddress emerging contaminants and options available to ensure that the federal agencies address these contaminantsIdentify the different scenarios when EPA makes an independent finding of the protectiveness of the remedyLearn about similarities and differences between federal and private site five-year reviewsThe instructional methodology for this course includes lecture, case studies, and quizzes. There will also be an opportunity for participants to ask questions. The target audience for this course are federal, state, and tribal representatives who work on Federal Facility cleanups. Ideally, students should have a basic understanding the CERCLA process. This course is part of the Federal Facilities Academy training program. Please consider registering for other Federal Facility Academy courses and obtain a certificate upon completion of the entire Federal Facility Academy series (12 courses total). To view this archive online or download the slides associated with this seminar, please visit http://www.clu-in.org/conf/tio/FFAcademy1_051326/

Federal Facility Five-Year Review Webinar is a two-hour webinar course that provides an overview of Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA) five-year reviews. By taking this course, participants will achieve the following objectives:Understand Five-Year Review purpose and regulatory contextLearn how to prepare and conduct a five-year reviewIdentify the information and data needed to support a protectiveness statementAddress emerging contaminants and options available to ensure that the federal agencies address these contaminantsIdentify the different scenarios when EPA makes an independent finding of the protectiveness of the remedyLearn about similarities and differences between federal and private site five-year reviewsThe instructional methodology for this course includes lecture, case studies, and quizzes. There will also be an opportunity for participants to ask questions. The target audience for this course are federal, state, and tribal representatives who work on Federal Facility cleanups. Ideally, students should have a basic understanding the CERCLA process. This course is part of the Federal Facilities Academy training program. Please consider registering for other Federal Facility Academy courses and obtain a certificate upon completion of the entire Federal Facility Academy series (12 courses total). To view this archive online or download the slides associated with this seminar, please visit http://www.clu-in.org/conf/tio/FFAcademy1_051326/

You've built the team. You've done the recruiting, the training, the managing — all while maintaining your own production. So why does it still feel like you can't get out from under it all? The answer is one hire: a real estate team manager. And in this episode, Brian Icenhower breaks down exactly what that role looks like, what the job description should include, and how to structure compensation so this person is driven to grow — not just maintain. Whether you're at 10 agents or 20, this episode gives you the framework to make one of the most important leadership decisions of your career. In this episode, you'll learn: The production benchmark that tells you it's time to hire a General Manager Why the title "Sales Manager" undermines your GM's recruiting effectiveness — and what to call them instead What the real estate team manager job description must prioritize above everything else How to build a compensation structure based on production overrides rather than salary Why recruiting experienced, established agents (not just new licensees) is critical for long-term team stability How to train your new GM using a needs analysis — starting with your existing agents before going external Why the first hire doesn't always work out — and why that's okay if you approach it with the right mindset About Brian Icenhower: Brian Icenhower is the founder and CEO of Icenhower Coaching & Training (ICT), one of North America's leading real estate coaching organizations. A former broker and top-producing agent, Brian has trained thousands of agents, team leaders, and broker/owners to build scalable, sustainable real estate businesses. If this episode resonated with you, make sure you subscribe to The Brian Icenhower Podcast so you never miss a training. Head to therealestatetrainer.com to read the full blog post version of this episode, and follow ICT on social for daily coaching content. #BrianIcenhowerPodcast #RealEstateTeamManager #RealEstateCoaching #RealEstateTeamLeader #RealEstateRecruiting #TeamBuilding #RealEstateBusiness #BrianIcenhower #IcenhowerCoaching #RealEstatePodcast   Book a FREE coaching call: http://CoachCallFree.com Enroll in our online courses: http://www.IcenhowerInstitute.com Sign up for coaching: http://www.IcenhowerCoaching.com Sign up for an Agent Management Portal: http://AgentManagementPortal.com Join the fastest growing Facebook Group for Top Producers: https://www.facebook.com/groups/REagentRoundTable

Rancho Mesa's Alyssa Burley sits down with Rancho Mesa President David Garcia to give an update on Cumulative Trauma Claims in California and what we're doing to push for reform.Show Notes: ⁠⁠⁠⁠Subscribe to Rancho Mesa's Newsletter⁠⁠⁠⁠Host: ⁠⁠⁠⁠Alyssa BurleyGuest: ⁠⁠⁠⁠David GarciaEditor: Jadyn BrandtMusic: "Home" by JHS Pedals, “Breaking News Intro” by nem0production© Copyright 2026. Rancho Mesa Insurance Services, Inc. All rights reserved.

In this episode, Ben is joined by Scott Trompolt, founder and principal consultant at Trompolt Compensation Design Solutions (TCDS). With over 18 years in corporate HR leadership across the US and Germany, followed by more than a decade consulting globally, Scott shares his insights on effective compensation strategy, pay transparency, and the journey from corporate life to independent consulting. The discussion covers the evolving landscape of compensation, the impact of pay transparency laws, and how compensation can be leveraged for employee engagement. Scott also details his approach to structuring consulting projects, pricing strategies, and building a steady client base, as well as his motivations for writing "The Defragmented Consultant." He discusses how he initially relied on established relationships and positive word-of-mouth from previous professional contacts to win his first consulting projects. Over time, referrals and client recommendations helped keep his project pipeline full. As some long-term clients retired, he adapted by improving his website, using LinkedIn for outreach, and appearing on podcasts to reach new, "cold" clients. He emphasizes a long-term view, focusing on building relationships and lifetime client value rather than just single engagements. Topics discussed include:  The emergence and nuances of pay transparency laws and their effects on organizations and employees Linking compensation strategies to employee engagement and development conversations Trends in compensation consulting, including increased focus on variable pay and transparency in sales incentive plans  Deciding between a niche versus a generalist approach as an HR consultant Structuring and pricing consulting services for different types of projects and client needs  Focusing on client lifetime value, not just a one-time project fee  How Scott Trompolt built his client base, starting with word of mouth and evolving toward a mix of referrals, LinkedIn outreach, website optimization, and podcast appearances  Professional and personal challenges that come with independent consulting, and embracing continuous learning  For more insights from Scott Trompolt, including his approach to consulting, compensation design, and tips from his book, visit his website: www.hrcompensationconsulting.com. Check out this B2B podcast launch service. About The A Better HR Business Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. Follow the show on Apple Podcasts or Spotify so you don't miss future episodes. For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way Launch your own business podcast: B2B Podcast Agency VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

In this episode of Corporate Finance Explained, we break down the hidden mechanics of executive compensation and how poorly designed incentives can quietly distort decision-making across an entire organization.At the center of the discussion is a simple but powerful idea: executives are paid to optimize whatever metrics are embedded in their compensation plans. Whether that's earnings per share (EPS), stock price performance, revenue growth, or return on invested capital (ROIC), those targets shape behavior at every level of the business.We explore how compensation structures can unintentionally reward short-term thinking, aggressive financial engineering, excessive cost cutting, and even systemic fraud when incentives become detached from long-term business health.How executive compensation actually worksWhy EPS targets can encourage stock buybacks over real growthThe dangers of short measurement windows in incentive plansHow peer benchmarking distorts CEO pay packagesWhy “all-or-nothing” bonus thresholds create dangerous behaviorThe cascade effect of incentives across entire organizationsWhat the Wells Fargo sales scandal reveals about toxic KPIsHow Enron's compensation structure amplified accounting manipulationWhy boards and compensation committees often fail to stop itThe key takeaway is simple. Compensation plans are never neutral. The metrics companies reward become the behaviors organizations optimize for, whether those outcomes strengthen the business or quietly undermine it.If you want to better understand executive incentives, corporate governance, shareholder value creation, and the real behavioral drivers behind financial decision-making, this episode will completely change how you analyze leadership teams and corporate strategy.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS:  1. Post-COVID Candidates Are Evaluating Life Satisfaction, Not Just Salary The candidate conversation has fundamentally changed. Compensation is still important, but Natalie has watched the evaluation criteria expand significantly post-COVID: wellbeing, flexibility, and organizational investment in the whole person are now equally weighted factors in how candidates choose between offers. 2. Share Benefits in the First Round Interview — Not at the Offer Stage thredUP's approach to benefits transparency is a model for the industry: they share the full value proposition starting in the very first interview. Candidates who know what they're getting before they're deep in the process make better decisions — and are more bought-in when they accept. 3. The 4-Day Workweek Works Because of Trust, Not Policy thredUP's Monday-through-Thursday schedule isn't about fewer hours — it's about output over hours and treating employees like adults. The model evolved from an existing maker day culture where meeting-free, work-from-anywhere days were already the norm. The shift to a 4-day work week was less a policy change and more a natural extension of a values-based operating model. 4. Employees Will Trade Compensation for Flexibility Natalie cites research that employees will accept lower compensation in exchange for genuine flexibility — and thredUP's 4-day workweek is living proof. In a talent market where differentiating on salary alone is expensive and unsustainable, flexibility is one of the highest- leverage benefits a company can offer. 5. Peripheral Benefits Are No Longer Peripheral Elder care navigation, childcare support, family-forming benefits, sabbaticals — what used to be considered nice-to-have additions are increasingly the primary evaluation criteria for candidates and employees. Natalie's view: investing in the whole person is no longer a differentiator. It's the expectation. 6. The 4-Day Week Is Also an Elder Care Benefit One of the sharpest reframes in the series: Natalie points out that for employees in the sandwich generation — managing both kids and aging parents — Friday isn't just a day off. It's the day to take Mom to the doctor, handle a care appointment, or just be present for a parent who needs support. The 4-day model makes that possible without burning vacation time. 7. Use the Benefit Yourself First — Then Sell It Natalie's playbook for introducing a new benefit to an organization: use it yourself, let it solve a real personal problem, and lead with that story when you bring it to leadership. Her personal experience finding a therapist for her daughter through a concierge service became the most compelling business case she could have made — because it was real. 8. Real Stories Drive Adoption. Bullet Points Don't. The most actionable framework in this episode: benefits adoption isn't driven by onboarding decks or open enrollment emails. It's driven by one person telling another person what happened when they actually used something. Find your early adopters, capture their stories, and let those stories do the selling. One team member's Spain trip planned through a concierge benefit became the most memorable proof point in thredUP's entire rollout. 9. ROI Lives in Adoption Rate and Retention Conversations Natalie's two-metric framework for measuring the impact of lifestyle benefits: first, are people actually using it? Second, when employees who stay long-term are asked why they stay, does this benefit show up in the answer? If the answer to both is yes, the benefit is earning its place in the package. 10. AI Is a Catalyst, Not a Threat — If You Frame It Right Natalie's closing message reflects the broader optimism she's hearing among her peer group: the most energizing AI conversation isn't about job loss, it's about what becomes possible when people are freed from the work that machines can do better. That reframe — AI as an enabler of human potential — is how the best people leaders are bringing their organizations along.   CHAPTERS: 00:00 – Introduction & Lucky Number 10 Adam welcomes Natalie Breece as the final interview of Transform day one, and Natalie introduces thredUP — one of the world's largest online consignment platforms for women's and kids' apparel. 02:30 – How thredUP Works (and Why Adam Needs to Use It) A quick detour into how the Clean Out Kit model works, why buying kids' clothes at 80% off retail is a game changer, and what's been sitting in Adam's garage for too long. 05:00 – An Intentional Path Into HR Unlike most people leaders, Natalie didn't fall into HR — she studied organizational psychology, built her career in talent acquisition, and made a deliberate move into the full HR suite. 07:30 – 10 Years, 5 Companies Worth of Experience What's kept Natalie at thredUP for a decade: the company has never let her feel bored. From private to public, acquisition to divestiture, 500 to 2,500 employees — she's had the experience of five companies in one. 10:00 – The Employment Compact: Mutual Investment Natalie's framework for what a healthy employment relationship looks like — a genuine two-way commitment where the employee gives their expertise and the employer invests in both their professional and personal growth. 12:30 – Pre-COVID vs. Post-COVID Candidates The sharpest shift Natalie has seen in 10 years: before COVID, candidates asked about promotion speed and compensation. After COVID, they're equally asking about life satisfaction, wellbeing, and flexibility. 15:00 – Benefits Transparency from Day One thredUP shares its full benefits value proposition starting in the first round interview. No waiting until the offer stage — candidates deserve to know the full picture early. 17:30 – The 4-Day Workweek — How It Actually Works thredUP runs Monday through Thursday, with Friday off company-wide. Natalie explains the output-over-hours philosophy behind it and why it was a surprisingly easy sell to leadership. 21:00 – How Powerful Is the 4-Day Workweek as a Recruiting Tool? Natalie's direct answer: massive. Studies show employees will accept lower compensation for flexibility — and thredUP's 4-day model is one of the most powerful differentiators in their talent attraction arsenal. 24:00 – Peripheral Benefits Are the New Primary Benefits Learning and development, wellbeing, family-forming, elder care, childcare navigation — what used to be considered ancillary is now central to what employees evaluate when choosing a company. 26:30 – The Sandwich Generation & What Benefits Can Actually Do A candid conversation about the dual caregiving pressure — raising kids while supporting aging parents — and how thredUP's 4-day model and sabbatical give employees the time and space to handle both. 29:00 – Natalie's Personal Story: Finding a Therapist for Her Daughter The most personal moment in the episode: Natalie shares how she used a concierge benefits service to find a therapist for her teenage daughter, got a thorough provider list within days, and became an instant believer. 33:00 – Selling It to the Executive Team How Natalie turned her personal experience into a business case: she led with her own story, cited the value and price point, and watched the executive team become early adopters and then evangelists. 36:00 – The Snowball Effect: How Real Stories Drive Adoption Natalie's benefits rollout playbook: share the benefit, lead with real use cases, find early adopters, and let their stories do the selling. One person's trip to Spain became the most unexpected success story. 39:00 – Measuring ROI: Adoption Rate & Retention How thredUP tracks the impact of concierge and lifestyle benefits: adoption rate first, then whether the benefit shows up in retention conversations as a reason employees cite for staying. 41:30 – What's Lighting Natalie Up: AI as an Enabler Natalie closes with her take on AI: the conversation among her peers isn't about job replacement — it's about enabling people to work faster, smarter, and do more than ever before.

Jack Cochran and Matthew James welcome Kintan Brahmbhatt, CEO and co-founder of Olto, to discuss how AI agents are fundamentally reshaping the presales workflow and buyer experience. Drawing from over 12 years at Amazon building personalized experiences for Alexa, Amazon Music, and Prime Video, Kintan explores why B2B buyers receive generic "Acme Corp" demos while B2C consumers get highly personalized recommendations, and how product-trained agents can finally close this gap economically. The conversation goes beyond productivity gains to examine how buyers, products, and SE roles have evolved rapidly while metrics, compensation plans, and tooling have remained static.  Follow Us Connect with Jack Cochran: https://www.linkedin.com/in/jackcochran/  Connect with Matthew James: https://www.linkedin.com/in/matthewyoungjames/  Connect with Kintan Brahmbhatt: https://www.linkedin.com/in/kintan/  Links and Resources Mentioned Join Presales Collective Slack: https://www.presalescollective.com/slack  Sol/Con 2026 (Chicago, August 2026): https://www.presalescollective.com/solcon-2026  Olto: https://olto.com/psc  (3 months free promotional offer mentioned) Key Topics Covered Why AI Timing Is Better Now: Moving Beyond Productivity to Workflow Transformation The Personalization Gap Between B2C and B2B Buyer Experiences What Olto Is: Product-Trained AI Agents Across the Revenue Journey Kintan's Amazon Background: Building Personalized Experiences at Scale SE Capacity Economics and the Unspoken Rule About Qualified Deals How Product-Trained Agents Differ from Generic AI The New SE Workflow: Agents Handle Discovery, SEs Focus on Sense-Making Evolution of SE Metrics, Compensation, and Tooling for the AI Era Implementation Challenges and Change Management The Future of the Presales Profession Timestamps 00:00 Welcome 04:04 Now vs a year ago 05:40 What is Olto 07:52 B2C vs B2B personalization disconnect 11:15 Agent capabilities and limitations 21:35 Future of the solutions roles 28:26 Key takeaways from solutions leaders

Many veterans believe that retirement means the end of their VA disability compensation. Many also believe that receiving retirement income will automatically disqualify them from VA benefits. In this episode, CCK Law Founding Partner Robert Chisholm explains why this isn't true. He discusses how VA disability compensation interacts with Social Security retirement, military retired pay, the “VA Offset” rules, and more. Tune in to learn what this means for veterans!For more information, visit our website at⁠⁠⁠⁠⁠⁠ cck-law.com⁠⁠⁠⁠⁠⁠Follow us on social media: ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠ -⁠⁠⁠⁠⁠⁠https://bit.ly/CCKYTL⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠ -⁠⁠⁠⁠⁠⁠https://bit.ly/CCKFBL⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠ -⁠⁠⁠⁠⁠⁠https://bit.ly/CCKINL⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠ -⁠⁠⁠⁠⁠⁠https://bit.ly/CCKTL

Compensation, buy-ins, non-competes, and partnership expectations can quickly turn into major conflicts if they are not clearly defined. Jeff walks through the essential points every associate agreement should cover.    Associate Dentist Agreement - https://www.mgeonline.com/episode-224-downloads-form-page/ 

Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society.   In this episode, Justin takes the opportunity of RISKWORLD 2026 to interview on-site two session co-presenters, Sandy Avina and Angel Guerra, and a fellow podcast host, Joel Appelbaum. Sandy and Angel co-wrote a book, Riskfetti: Risk Management for the Rest of Us, which comes out on May 18th. They discuss their careers, how they came to team up to write, and why this book, now. Justin and Joel discuss Joel's career in risk, from underwriter to Chief Content Officer at the International Risk Management Institute (IRMI) and podcast host of The Edge of Risk. Listen for thought leadership on communicating risk to business professionals and translating complex risk research into media content.   Key Takeaways: [:01] About RIMS and RIMScast. [:14] About this episode of RIMScast. It was recorded live, on-site at RISKWORLD 2026, in Philadelphia. It's one of my favorite episodes of the year. We will be joined by a range of guests. But first… [:43] RIMS Virtual Workshops. The next RIMS-CRMP-FED Exam Prep Course will be on May 13th and 14th. The popular CBCP and RIMS-CRMP Exam Prep Bootcamp will be held from May 18th through the 21st. The next RIMS-CRMP Exam Prep Course will be held on June 9th and 10th. [1:02] Links to registration are in this episode's notes. [1:05] Webinars. On May 14th, Origami Risk will return with a new session, "Future-Proofing Your Risk Program: Keeping Pace with Scale, Complexity, and Visibility." [1:17] On May 21st, GRC returns to present "Is Your Fire Protection Strategy Outdated? Emerging Risks Are Changing the Rules." [1:27] On May 28th, Zurich returns with "From Underwriting To Risk Management: What To Expect From The Growing Demand For Data Center Construction." Register for webinars at RIMS.org/Webinars or through the links in this episode's show notes. [1:41] Folks, RIMS is back on YouTube. Our handle is @RIMSOfficialChannel. We've got plenty of videos there, including RIMScast, RIMScast Canada video podcasts, and other informative and entertaining content from RIMS. Subscribe to the channel today! [2:00] On with the Show! We are live on the exhibit floor at RISKWORLD 2026 at the Philadelphia Convention Center. There's a lot of great energy. That energy transferred from the stage to our booth! My first guests are from our LA RIMS Chapter, Sandy Avina and Angel Guerra. [2:23] Sandy and Angel co-presented the session on Tuesday, May 5th, "Between Truth and Trauma: Investigating the Invisible." RIMScast caught up with them right after they came off the stage to discuss the state of mental health claims and get a preview of their new book. [2:37] Sandy and Angel co-authored the book coming out on May 18th. It's called Riskfetti: Risk Management for the Rest of Us. We're going to have a lot of fun! Let's get to it! [2:44] Interview! Sandy Avina and Angel Guerra, Welcome to RIMScast! [2:58] Angel says this is her third RISKWORLD and she loves it! She last attended two years ago in San Diego. Sandy says this is her first time at RISKWORLD. She's trying to experience everything, and it's like trying to put ten pounds of sugar in a five-pound bag. She's getting there. [3:17] Sandy is The Riskfluencer on TikTok. [3:25] Angel has a business, Beauty and Beast in Business. [3:28] Together, Sandy and Angel make Riskfetti. [3:41] Angel started in the mailroom of SRS 20 years ago, moved through Claims, Operations Management, and Global Risk Management, and is now a VP at Arrowhead Evaluation, which does independent medical and risk consulting. [4:11] Angel's variety of experiences lets her see everything and gives her knowledge of risk management and the ability to manage a program well. [4:31] Right out of college, Sandy joined California's workers' compensation state fund as an adjuster. She loved it and started to learn other lines. She now works for California Schools JPA, a public risk pool supporting K-12 and community colleges. [4:54] Sandy leads the California Schools JPA claims program for property liability and workers' compensation. She loves it. [5:03] Sandy and Angel connected through LinkedIn. [5:25] Sandy and Angel presented a RISKWORLD session on developing the defense for psychological claims. Sandy says we're seeing the change in legislation for allowing mental-mental claims and not just physical-mental claims. [5:35] Dr. Ron Heredia was also on the panel. He spoke on how to crack defenses and properly investigate. There are red flags and also very truthful claims. As professionals, check your unconscious bias. Think about fact-finding without a specific agenda. [6:12] Justin points out that May is Mental Health Awareness Month in the U.S. Sandy partners wth Kind Souls Foundation, a non-profit that provides a warm, emotional support line for anybody with a work-displacing event. Sandy notes the struggles of the Sandwich Generation. [6:56] Angel says we see people are being a lot more open about mental health and self-care, but there's still a stigma to it. It's important to recognize that, not just in May, but throughout the year. [7:15] Justin mentions a guest from a couple of weeks ago who served in the Canadian military. He was very open about his Post-Traumatic Stress Disorder. They had a wonderful conversation about it. Justin doesn't want to bring it up if somebody doesn't want to talk about it. [7:40] Sandy says, when you have the conversations more often, and they're more open, people feel more comfortable bringing it up. [7:50] Sandy and Angel's session was "Between Truth and Trauma: Investigating the Invisible." Angel says a lot of people told them they were very happy with the session. They see increases in legislation that allow for more mental-mental claims, and it's a challenge to keep up. [8:11] Angel says having Dr. Ron Heredia with them gave a view of what it looks like from the employer's side. Are you investigating those claims, recognizing the importance of very clear documentation? If it's not in writing, it didn't happen. Have a doctor help with questions to ask. [8:43] Riskfetti: Risk Management for the Rest of Us is coming out on May 18th. Sandy says she and Angel both started in claims, and they found that a lot of employers they spoke to didn't know risk management. They didn't understand their coverage or insurance, or how it works. [9:12] Sandy says a lot of the education in the industry today is very academic and is meant for the risk managers. Employers are not going to go get their CPCU or take webinars on coverage or understanding endorsements. They assign someone else to do it. It's split in the organization. [9:35] Sandy says nobody is speaking to that audience from a layperson's perspective in a way they'll be receptive to. Sandy said we wanted to make that information accessible, so we created a book that is fun, engaging, and more accessible for business owners. [9:49] Angel says they used case studies, fun stories of claims they had managed or others had managed. It's very engaging. People say they've read the book and laughed. It's for HR Managers, Safety Managers, and CFOs, who don't understand insurance but have responsibility. [10:41] Angel's advice for beginning risk professionals: Find a community of individuals who are willing to support you and talk about the hard things and cheer you on when you're not sure if insurance or claims is where you want to be. It's not an easy industry, but a wonderful industry. [11:00] Sandy's advice for the young generation is to make content about this industry. If you are working in this industry, make your TikToks and post on socials. We need to hear from that generation. It democratizes the flow of information. They already do it for their personal life. [11:18] Sandy says, talk about your experience. I want to know what it's like for somebody coming into the industry right now. I know what it was like 23 years ago; I want to know what it's like now. That's the best way to get that information out there. We want to know those opinions. [11:40] Justin says, I love what you're doing. You've got a lot of great energy! Angel, Sandy, thank you so much for joining me on RIMScast. You were wonderful guests! I hope to see you again next year. [12:04] A Quick Break! There are so many other wonderful RIMS events coming up in 2026. The 2026 Florida RIMS Educational Conference will be held from July 28th through August 1st at the lovely Ritz-Carlton in Naples, Florida. A link to the event is in this episode's show notes. [12:25] Register now for the Second Annual RIMS Texas Regional Conference, to be held from August 10th through 12th at the Grand Hyatt on the San Antonio River Walk. Advance rates are available through June 5th. [12:39] The 11th Annual Chicagoland Risk Forum will return to the Old Post Office on Thursday, September 24th, 2026, in Chicago. Visit ChicagolandRiskForum.org for more information. [12:53] The RIMS Western Regional Conference will be held from October 4th through the 7th in Seattle, Washington. Registration is open, and you can also submit a session. Visit RIMSWesternRegional.com and the link in this episode's show notes for more information. [13:10] Save the dates October 18th through the 21st. We will be in Quebec City to celebrate the 50th Live RIMS Canada Conference. Booth sales are already open. The call for educational sessions has been extended to May 18th. Early-bird registration will open in June. [13:29] Visit RIMSCanadaConference.ca for more information. Also, remember to check out RIMS.org/Canada for our spinoff show, RIMScast Canada, hosted by National Conference Committee Chair, Aaron Lukoni. [13:44] The RIMS ERM Conference 2026 will be held on November 18th and 19th in Columbus, Ohio. Details will follow. [13:52] Our final guest is Joel Appelbaum, Executive Vice President and Chief Content Officer at IRMI, the International Risk Management Institute! Joel is the host of IRMI's podcast, The Edge of Risk. He was formerly a Chief Risk Officer. [14:10] We are going to talk all about our shared interests and the importance of risk management education, and some of the trends that are emerging, some that are overhyped, and what he's seeing on the risk landscape. Let's get to it! [14:23] Interview! Joel Appelbaum, Welcome to RIMScast! [14:28] Joel Appelbaum is the Executive Vice President and Chief Content Officer for IRMI. Joel says he is used to asking the questions; he says it will be really cool to be asked the questions. [14:47] Joel is the host of The Edge of Risk. When they launched, six years ago, the idea was to come up with more relevant content, quickly, by talking to leaders. In the last year, it has grown by 60%. There's a need for insurance podcasts. It's still growing. [15:24] Justin notes that Elise Farnham was a recent guest. Elise teaches for RIMS. Justin says insurance podcasts share the same space, and there's some natural crossover. Justin and Joel sat together the day before at the main stage keynote. [15:53] Justin asks Joel about his having been an Enterprise Chief Risk Officer, when Enterprise Chief Risk Officers first came into vogue. He felt there were not a lot of resources for being a good ECRM, after coming from an underwriting background with CPCU and IRMI. [16:22] It was a challenging time. Joel cites Adam Grant's theme of low ego but honestly trying to help. Joel remembers bringing up to his boss that IT could be a risk, and being yelled at by his boss for about an hour for yellow-flagging IT. [16:53] Joel loves where Enterprise Risk Management has gone. It's necessary to identify risks in a positive way and deal with them proactively. [17:06] Joel says when it started, it was a rough job. Asking people what keeps them up at night, and sharing that with the board regularly, people weren't ready for it. It's a necessary and important job, but Joel found it to be one of the most challenging, alone on an island. [17:30] Joel thinks everyone who's been an Enterprise Chief Risk Officer or Risk Officer will tell you they do it with very few resources. Joel is glad to have an organization like RIMS to help. [17:50] Joel says he was in a lot of positions that IRMI serves. He was a Product Officer, an Enterprise Chief Risk Officer, a Chief Underwriting Officer, and a Chief Actuary. He did a lot of great things with a lot of great people. None of that prepared him to be a Chief Content Officer. [18:17] Being a Chief Content Officer is about writing and deep research. Joel works with people who research all day. [18:29] Joel learned that there's a disconnect between deep research and understanding coverage and analysis well, and practical insights and thought leadership for how it works in the real world. Parsing it and putting it together, and communicating it is the challenge. [18:53] Joel says it was a bit bumpy coming in and changing the way that IRMI approached things. Joel speaks of his joy of working for Jack Gibson at IRMI. [19:15] Joel says trying to put all the research into writing, keeping it up to date, making it useful, and changing it from just research to practical insights was challenging. It's been a great challenge, and he loves it. [19:29] Joel says he loves being at IRMI and working with people in the industry every day, trying to understand what they need. [20:16] Joel says he struggled with translating research into print, CE courses, and conferences. That takes time, and they need to be updated with the times, as well. A podcast can be simple. Yesterday, Justin and Joel came up with six or seven relevant questions and were ready to go. [20:48] Joel says podcasts fill the gap for the on-demand, necessary knowledge somebody might be seeking on the go. Joel's 30-something children listen to podcasts in the car or while they're exercising. You don't have to sit. Joel likes to do 20- or 30-minute Edge of Risk podcasts. [21:35] Joel says you can cover a very specific, timely topic. It doesn't take the effort of doing a research project or writing a book. Getting it to print takes time. If something changes in war, terrorism, or cyber, you can have a new podcast out in a day. [21:54] Justin says he finds it very gratifying when a guest's words on RIMScast are cited in a white paper. Seeing a reference to something he has done is very gratifying. Joel agrees. [22:10] Joel feels like it's such an honor to meet with thought leaders in the industry, sit down with them, and ask them questions. Joel says he gets great knowledge, meeting them, and learning a little bit about them personally. [22:43] Joel says it's gratifying when young professionals come up to him saying they know him from the podcast. Justin mentions people hearing him talking in the halls at RISKWORLD or RIMS events and recognizing him as the RIMScast guy or the webinar host guy. [23:26] Joel says AI has been a little overhyped. We all need to understand how to use it, but it isn't going to provide all the answers. A guest on his podcast told him at RISKWORLD they're going all in on AI for learning. [23:55] Joel says he gets that AI can be a quick fit for the answer you need. It's the right tool for the right time, but all risk managers know you have to have a lot of tools in your tool kit. AI doesn't replace foundational knowledge. [24:16] Joel's MBA helped him understand the other disciplines in the organization, to know when he was getting good information or bad information, and how to talk the language. [24:35] Joel believes that RIMS certifications and IRMI certifications help risk managers and insurance professionals understand the foundational knowledge. Then they know if they're getting a good answer from the AI. [24:50] Joel says that AI is trained on the internet. The internet has some flaws. Joel predicts AI will hit a learning curve. You're not getting the latest and greatest insights from RIMS or IRMI just writing a white paper on a new topic. Are you getting your AI from a reliable data source? [25:25] Joel advocates for using AI on IRMI material. They have an AI agent in beta now. IRMI has ReferenceConnect for its customers. AI is a good tool, but it's overhyped as a solution for everything. It's not going to solve all the problems. [26:00] It's a great tool if you're using it to gather data. Joel went to a great session at RISKWORLD with LineSlip about bringing all your different brokers' information together so you can get real insights. AI is a great tool to be used at the right place, at the right time. [26:23] You can't have it write all your letters because it doesn't sound like you. [26:37] Justin says an issue that's top of mind for him is PFAS, forever chemicals, because we need water to live. The second our water supply is bad, we've got much bigger problems. [26:52] Joel says Marsh did a presentation at an IRMI conference talking about how widespread the PFAS problem is. It should be on everybody's risk radar. Joel has put more filters in all of his houses. [27:21] Justin says Third-Party Litigation Funding is an emerging risk for RIMS. Joel has also done several podcasts on that. Liberty Mutual likes to call it Legal System Abuse. They had a great podcast on it with The Edge of Risk. [28:04] Joel says the concerning aspects are inflated awards and nuclear verdicts. ISO has introduced a new endorsement on disclosing third-party litigation funding. We've always needed tort reform. Joel thought that as an Enterprise Risk Manager, 20 years ago. [28:39] Joel says if you look at how all the other countries do it, the United States has a problem. It's really important to solve it. Insurance is a fundamental backstop and assistance to business. If the problem continues, insurers may start declining. How do you find solutions? [29:10] Joel thinks one of the solutions is to determine the appropriate amount of an award. Does $200 million make up for something where $2 million would suffice? [29:33] Justin says that he and Joel met up at the keynote with Adam Grant. They both enjoyed the keynote. Adam Grant spoke of unpleasant truths we may not want to hear. There's a difference between being loyal and being honest. [30:26] Joel doesn't have a problem delivering the unpleasant truths, but it has not always been great for his career. Joel says that in a lot of big corporate organizations, people want their allies with them. A new Chief Officer comes in and brings loyal friends with him. [30:54] Four or five years of being coddled later, the officer is gone. Joel worked for CNA for four different CEOs. Joel learned that integrity matters. He says if you communicate out of frustration or anger, it comes across wrong. [31:35] Joel says what he loved about Adam Grant's message is that people need to deliver the truth in a way that is kind and fair, and not fake. The people who tell you what you want to hear and that you're the greatest ever are the people you need to "get rid of." [32:08] Joel tells people that the knife gets sharper against the steel. Joel wants somebody who's sharpening the skill. He has to work harder for it. That's who he likes to surround himself with. Joel has his "board of governors" he goes to for help as a sounding board. [32:58] Leaders who surround themselves with yes-people are not going to last long. Justin asks about the compliment sandwich. Joel likes it if it doesn't come off as fake. Ask AI what's a fair way to deliver this, a compassionate way to give feedback. AI can give unbiased feedback. [33:45] Justin shares an experience where he successfully used AI to shorten and change the tone of an angry email message before he sent it. He was very pleased with the result, and the response was "OK." Joel admits he has delivered a lot of career-shortening emails. [34:44] AI should be thought of as a sounding board. Justin thinks the students coming into the profession probably already do so. Joel says certain types he has worked with don't handle negative feedback well from their peers. AI might be the best way for them to respond. [35:25] Joel has been to about 10 RISKWORLDs. He says the vibe this year is awesome. He feels there's a lot more opportunity for small connections. He loves the smaller talks. The conversation pods are great. There's always lots to learn, interesting people, and friends. [36:07] I love what you do at IRMI. Thank you for joining our show, RIMScast! I think very highly of your show. We've had a lot of the same guests. You're wonderful, and I appreciate all of your support! [36:35] Thanks again to all of our guests here on this special episode of RIMScast, produced live on-site at RISKWORLD 2026. We look forward to seeing you all in New Orleans next year for RISKWORLD 2027! [36:47] Be sure to check out last week's episode of RIMScast, featuring Risk Manager of the Year, Jeff Bray of Prologis. [36:53] Plug Time! You can sponsor a RIMScast episode for this, our weekly show, or a dedicated episode. Links to sponsored episodes are in the show notes. [37:22] RIMScast has a global audience of risk and insurance professionals, legal professionals, students, business leaders, C-Suite executives, and more. Let's collaborate and help you reach them! Contact pd@rims.org for more information. [37:40] Become a RIMS member and get access to the tools, thought leadership, and network you need to succeed. Visit RIMS.org/membership or email membershipdept@RIMS.org for more information. [37:58] Risk Knowledge is the RIMS searchable content library that provides relevant information for today's risk professionals. Materials include RIMS executive reports, survey findings, contributed articles, industry research, benchmarking data, and more. [38:14] For the best reporting on the profession of risk management, read Risk Management Magazine at RMMagazine.com. It is written and published by the best minds in risk management. [38:28] Justin Smulison is the Business Content Manager at RIMS. Please remember to subscribe to RIMScast on your favorite podcasting app. You can email us at Content@RIMS.org. [38:40] Practice good risk management, stay safe, and thank you again for your continued support!   Links: RISKWORLD Playlists:

Federal workers' compensation is getting an overhaul from the Trump administration. The Labor Department says it's expanding the Federal Employees' Compensation Act to cover more types of beneficiaries and compensation programs. That includes claimants under the Black Lung Benefits Act and the Longshore and Harbor Workers' Compensation Act. Labor Department leadership says the goal is to improve drug pricing transparency, as well as promote cost savings.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

If your compensation strategy starts with pay bands, you're already behind.In this episode of the Build a Vibrant Culture Podcast, Nicole Greer sits down with compensation expert Scott Trumpolt to unpack what leaders get wrong about pay, and how to fix it.With over 30 years of experience in HR leadership and compensation design, Scott shares why compensation isn't just about salaries. It's about philosophy, strategy, and aligning pay with business goals.You'll learn:Why compensation strategy must start with company philosophyThe biggest mistake companies make when promoting top performersHow to balance pay transparency with business realitiesWhy giving everyone the same raise destroys engagementHow compensation can drive (or destroy) employee performanceThe link between career development and pay growthIf you want to attract top talent, retain your best people, and build a truly vibrant culture, this conversation is a must-listen. The Build a Vibrant Culture Podcast helps leaders improve work culture, communication, and business performance through real-world leadership strategies and practical insights. Click here to view the episode transcript. Learn more about training, coaching, and courses at https://vibrantculture.comConnect on LinkedIn: https://www.linkedin.com/in/build-a-vibrant-culture-nicole-greer/For speaking inquiries: https://vibrantculture.com/speaker-kit-request/Download our training catalog: https://vibrantculture.com/catalog-request/Want to be a guest? Send your request to podcast@vibrantculture.com

This week's episode reviews the findings published in Medscape's Physician Compensation Report for 2026. Key PointsThe Numbers: The average physician salary rose to $356K (+3%), with Specialists ($417K) continuing to outearn PCPs ($298K).Top Earners: Orthopedics leads the field at $611K, followed by Cardiology ($575K) and Radiology ($571K); Pediatrics remains at the bottom ($266K).The Negotiation Freeze: 27% of physicians reported negotiation wasn't an option, as some consultants now advise employers to adopt a "no-negotiation" philosophy to maintain workplace equity.Demographic Gaps: Significant disparities persist, including a 31% gender pay gap and slower compensation growth for Black (2.9%) and Hispanic (3.5%) physicians compared to their White peers (6.1%).Productivity & Hours: The average work week dipped to 49 hours, yet 35% of doctors now see their base salary—not just bonuses—tied directly to productivity metrics like RVUs.https://www.medscape.com/p11/return-normalization-medscape-physician-compensation-report-2026a10009umPlease subscribe and leave a review on your favorite Podcasting platform. Get 12 Financial Mistakes that Keep Physicians from Building Wealth at https://www.growyourwealthymindset.com/12financialmistakesIf you want to start your path to financial freedom, start with the Financial Freedom Workbook. Download your free copy today at https://www.GrowYourWealthyMindset.com/fiworkbookDr. Elisa Chiang is  a physician and money coach who helps other doctors reach their financial goals by mastering their money mindset through personalized 1:1 coaching .You can learn more about Elisa at her website or follow her on social media.Website: https://ww.GrowYourWealthyMindset.comInstagram https://www.instagram.com/GrowYourWealthyMindsetFacebook https://www.facebook.com/ElisaChianghttps://www.facebook.com/GrowYourWealthyMindsetYouTube: https://www.youtube.com/c/WealthyMindsetMDLinked In: www.linkedin.com/in/ElisaChiang Disclaimer: The content provided in the Grow Your Wealthy Mindset Podcast...

In this updated re-issue of one of Pilot's Portfolio's early conversations, Timothy P. Pope, CFP®, revisits a timely question with compensation expert Kit Darby: what is a pilot career really worth?Tim adds 2026 reflections throughout, connecting Kit's insights to today's planning reality: income should become flexibility, resilience, and long-term options.When this episode first aired, pilot pay was rising fast, contracts were being reset, and hiring pressure was reshaping the industry. In 2026, the story is more nuanced: compensation remains strong, but fuel costs, slower hiring, cargo volatility, and uncertainty show why income alone is not financial security.Kit Darby breaks down airline compensation, career value, retirement benefits, and expert witness services.What You'll Learn from This EpisodeWhat pilot compensation says about the value of an aviation career.Why regional pay, mainline contracts, and retirement contributions should be compared carefully.How strong income creates planning opportunities, plus tax, retirement, and cash-flow complexity.Why the pilot shortage story has shifted from shortage to supply and demand imbalance.How fuel costs, capacity decisions, aircraft delays, and cargo volatility can affect airline economics.Why pilots should prepare for downturns before they arrive.How expert witness services can calculate career value after injury, loss of medical, or death.Resources:Schedule An AppointmentOur Practice's WebsiteSend Us Your Questions: info@pilotsportfolio.comKitdarby.com2023 Major Airline Salary SurveyThis episode is sponsored by: Beacon RelocationBeacon Relocation is a real estate firm helping pilots and air traffic controllers save money on their real estate transactions. By tapping into their network of over 1500 real estate agents across the country, pilots can save 20% of the real estate agent's commission towards your closing cost on the sale or purchase of your home. Visit https://www.beaconrelocation.com/ to learn more. Timothy P. Pope is a Certified Financial Planner™and principal owner of 360 Aviation Advisors, LLC (“360 Aviation Advisors”), a registered investment advisory firm. Investment advisory services are provided through 360 Aviation Advisors, in its separate and individual capacity as a registered investment adviser. Podcast episodes are provided through Pilot's Portfolio, in its separate and individual capacity.We try to provide content that is true and accurate as of the date of publishing; however, we give no assurance or warranty regarding the accuracy, timeliness, or applicability of any of the contents. We assume no responsibility for information contained on this website and disclaim all liability in respect of such information, including but not limited to any liability for errors, inaccuracies, omissions, or misleading or defamatory statements.Links to external websites are provided solely for your convenience. We accept no liability for any linked sites or their content and remind you that we have no control over their content. When visiting external web sites, users should review those websites' privacy policies and other terms of use to learn more about, what, why and how they collect and use any personally identifiable information.Usage of this content constitutes an explicit understanding and acceptance of the terms of this disclaimer. 

A compensation plan can support momentum, but it cannot create belief on its own. This chapter explores how the right structure rewards the right behaviors and strengthens long-term stability. Rob shares why smart compensation supports legacy instead of chasing hype. 

Good morning! Start your day with Go Birds! Daily, a daily Eagles podcast giving you everything you need to know for April 28th. In today's episode Eliot Shorr-Parks dives into an interesting interview that Jeff Stoutland did recently with Jason Kelce, discussing the struggles on offense last year. Then, an update on what the potential compensation will be from the Patriots in an AJ Brown trade. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

In this live episode of The Modern People Leader recorded in Toronto, the crew reflects on the evolving role of HR leaders amid rising AI pressure, shifting expectations, and increasing emotional load. They unpack real-time challenges around strategy clarity, leadership trust, and how people teams must adapt to stay effective in a rapidly changing world. Our guests for this episode:- Kate Railton, Chief People Officer @ Mejuri- Katya Laviolette, Chief People Officer @ 1Password- Jenny Do Forno, Chief People Officer @ TouchBistro----  Sponsor Links: