Podcasts about Compensation

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

Have you ever considered taking a sabbatical to practice Interventional Radiology in the Middle East? In this episode, Dr. Jamal AlKoteesh, the Chairman of Clinical Imaging at SEHA and the "Godfather of IR" in the United Arab Emirates, joins host Dr. Sabeen Dhand to discuss the rapid evolution and current state of IR in the Gulf region. --- SYNPOSIS Dr. AlKoteesh shares his journey from training in the UK to establishing the IR specialty in Abu Dhabi over the last 18 years. He details the unique practice environment in UAE government hospitals, where the lack of strict sub-specialization requires IRs to maintain a versatile skillset—handling everything from thyroid FNAs and UFE to complex neurovascular thrombectomies. The conversation highlights the significant government investment in healthcare technology, which allows physicians access to the latest tools—such as the Siemens Artis Icono with integrated RapidAI for stroke—often before they are widely available in other markets. Dr. AlKoteesh also provides a practical guide for US physicians interested in working abroad, covering the licensing timeline, tax-free income, and the high demand for Western-trained physicians. --- TIMESTAMPS 00:00 - Introduction01:39 - Building IR in UAE05:23 - UAE Healthcare System Overview07:54 - IR Residency and Staffing13:15 - Access to Latest Devices15:15 - Compensation and Lifestyle17:58 - PAIRS Conference Overview20:45 - Licensing and Relocation Guide21:39 - Liability and Language Barriers26:33 - Launching Stroke Interventions

Episode 626: Steve and Matthew explore how the next phase of the AI revolution could shift market leadership and why diversification may matter more than ever. They also explain why equity compensation deserves thoughtful planning and how managing company stock wisely can support your bigger financial goals.

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

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

The family of Yonatan Samerano, 21, who was murdered during the October 7th , 2023 Hamas attack on southern Israel has filed a lawsuit in the Jerusalem District Court against the United Nations Relief and Works Agency for Palestine Refugees (UNRWA), alleging the agency played a role in his abduction and death. The lawsuit, submitted by attorney Nitsana Darshan-Leitner, the president of Shurat HaDin, the Israel Law Center, on behalf of Samerano’s estate and immediate family, seeks NIS 25 million in punitive damages under Israel’s Compensation for Victims of Terrorism Law. It names UNRWA, a UNRWA employee alleged to have taken part in the attack, and several current and former senior UNRWA officials as defendants. KAN's Mark Weiss spoke with attorney Nitsana Darshan-Leitner about the lawsuit. (Photo: AP)See omnystudio.com/listener for privacy information.

Executives often focus on salary when evaluating offers. But real wealth (and potentially real risk) usually lives in the equity package. In this episode, Brian Dress and Noland Langford unpack how to evaluate job offers through a strategic lens, helping leaders avoid costly missteps and uncover long-term value. Key Topics: • Why equity comp is often misunderstood, even by seasoned execs • How to compare offers with RSUs, options, and performance shares • The biggest blind spots when changing jobs • Timing and tax insights few people catch

HR and compensation leaders are facing a new set of challenges and opportunities in 2026. From new pay transparency laws to AI-driven decision-making, the landscape is shifting fast. This episode unpacks what is in and what is out for the year ahead and explores the trends that will define the future of work. Email: coffee@payscale.com for listener questions and suggestions. Payscale End-of-Year report and HR Predictions: https://www.payscale.com/featured-content/end-of-year-top-jobs-report?utm_medium=social&utm_source=linkedin&utm_campaign=cnt_awr_eoyreport_wv&utm_content=eoyreport_pst Compensation translator: https://www.payscale.com/research-and-insights/your-compensation-translator?utm_medium=social&utm_source=linkedin&utm_campaign=cnt_awr_comptranslator-asset_wv&utm_content=compensation-translator-asset 2026 Pay increase report – https://www.payscale.com/featured-content/2026-salary-increases-preview?utm_medium=social&utm_source=linkedin&utm_campaign=cnt_awr_payincreasereport_wv&utm_content=payincreasereport_pst

Send us a textNolan Lynch, an external covering California, joins today's episode. We cover:The training programs we learned as internals at fund companies MFS, PGIM, and NatixisStructures to deliver an impactful fund pitch to advisorsChallenging advisors asset class allocation and consulting them on product optionsInterested in working with Internal Use Only to sharpen your pitch skills or create a framework/ training program for your internals or new hires?DM us on Instagram or email us internaluseonlypodcast@gmail.comSupport the show

Paying yourself incorrectly as an S Corp owner creates quiet IRS risk, cash stress, and year-end cleanup that many business owners don't see coming. In this episode of Business By The Books, Danielle explains what reasonable compensation actually means, why payroll must come before owner draws, and how setting this up early can save you stress later in the year. You'll learn: What reasonable compensation means for S Corp owners Why underpaying yourself through payroll creates future tax problems The IRS rule that requires payroll before owner draws How paying yourself through payroll supports long-term business value What to do now so you're not fixing this under pressure at year-end Key topics: Quiet IRS risk from paying yourself incorrectly Why business owners delay payroll and regret it later Reasonable compensation and owner draw rules Why Quarter One matters   Sources:

"Dissecting Compensation - A Primer on Understanding, Negotiating and Managing Pay"A CMO Confidential Interview with Richard Sanderson, the Marketing, Sales, and Communications Practice Leader at Spencer Stuart. Richard starts with the basics of salary, bonus and equity and branches out to compensation mix, the various types of equity, negotiating best practices, and the "other" elements of an offer. Key topics include: why the devil is in the details; when and how to discuss compensation; the difference between dumb luck and bad luck; and why everyone should do a "multi-year cash flow analysis." Tune in to hear why you should always read the proxy statement and the importance of being prepared to explain how you are using AI.*Dissecting CMO Compensation with Richard Sanderson (Spencer Stuart) — Salary, Bonus, Equity & Negotiation Playbook*What's “market” for a modern CMO, and how do you actually negotiate it? Richard Sanderson, who leads Spencer Stuart's Marketing, Communications & Sales Practice, breaks down the three pillars of pay (salary, bonus, equity), compensation mix by ownership model, and the real rules of negotiating offers, severance, and forfeitures. We also tackle vesting, RSUs vs. options vs. PSUs, what to ask recruiters (legally) about pay ranges, how to manage your team when equity is underwater, and why every CMO needs crisp AI impact stories in interviews. Actionable, candid, and built for executives who make or take offers. *Chapters*00:00 Intro — Welcome to CMO Confidential & Richard's background01:50 Why comp is hard to decode (and why it matters)02:12 The building blocks: salary, bonus, equity03:21 The data gap: only ~4% of F1000 list marketing leaders as NEOs04:26 Salary basics, bands, and industry norms05:35 Bonus mechanics & the one question to ask (3-year payout history)06:38 Equity 101 — long-term incentives and where value really accrues07:25 Compensation mix: public, PE, private, nonprofit08:25 Geography effect — US vs. Europe on equity weighting09:23 RSUs explained (and why they always have some value)10:19 Options & strike prices — upside vs. “underwater” risk10:57 PSUs — performance gates, accelerators, and board metrics12:17 Vesting types: time, performance, and event-based triggers13:15 Forfeitures if you leave early (and what's negotiable)15:09 Negotiating framework — timing, laws, posture16:34 When to talk comp without signaling “it's just the money”17:58 Pay transparency laws — expectations vs. history; what recruiters can ask20:23 Forfeitures checklist: bonus timing, unvested equity, make-wholes21:36 Know your company's rules (eligibility dates, presence requirements)22:36 Smart pushback: asking for the range and reducing info asymmetry23:47 Your moment of max leverage: the verbal offer27:58 Beyond pay: severance, sign-on, relocation, start date, perks29:00 CMO tenure math and why severance matters32:31 “Am I underpaid?” How to build a real case34:34 Managing your team through pay angst & proxy transparency36:29 Underwater equity — empathy, vision, and refresh cycles38:22 Timing luck: annual grants & market swings (“Liberation Day” example)40:00 Do the 5-year cash-flow comparison (and bridge Year 1–2)42:04 The new relocation math (mortgages & cost deltas)43:06 Titles, reporting lines, non-competes, and day-one docs43:50 Should you ever turn down a written offer?45:23 The reputational risk of reneging47:05 Be ready: the AI question in every CMO interview48:32 Wrap*Tags*CMO Confidential, Richard Sanderson, Spencer Stuart, CMO compensation, executive pay, salary bands, bonus plans, equity RSUs, stock options, PSUs, vesting, severance, negotiation, forfeitures, compensation mix, private equity, public companies, proxy statements, pay transparency laws, marketing leadership, executive recruiting, board compensation, make-whole bonus, cash flow analysis, AI in marketingSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this research review episode of the By Any Means Coaches Podcast, the conversation dives deep into the impact of scaled equipment—lower rims, smaller basketballs, and modified environments—on youth basketball development. Through the lens of current research and the constraints-led approach, the episode challenges long-held assumptions about “toughening kids up” with regulation equipment and instead explores how properly scaled tasks can accelerate skill acquisition, improve movement quality, and foster long-term engagement with the game.Beyond shooting percentages, this episode explores how scaled environments influence biomechanics, perception, psychology, and decision-making. From earlier emergence of adult-like mechanics to increased confidence, creativity, and adaptability, the discussion highlights why many technical “flaws” are actually functional solutions to poorly designed tasks—and how fixing the environment often fixes the movement without excessive coaching cues.Episode Timestamps00:00 – Introduction and context for the research review 00:26 – Why scaled equipment is worth revisiting through research 01:40 – Overview of studies and research synthesis approach 02:07 – Performance vs development vs psychology 02:42 – Key findings from the research 03:55 – Shooting mechanics, arc, and energy transfer 04:42 – Trunk lean, elbow flare, and acceptable technique ranges 05:54 – Why mechanics improve without technical instruction 06:24 – Psychological benefits: confidence, enjoyment, and volume 07:31 – Motivation, success, and long-term engagement 08:11 – Spacing and offensive behavior in scaled environments 09:02 – Finishing degrees of freedom and creativity 09:42 – Movement exploration with smaller basketballs 11:09 – Early developer bias created by regulation equipment 12:13 – Compensation vs challenge in youth shooting 12:38 – Depth perception and shooting range development 13:46 – Adaptability vs rigid technique 14:17 – Constraints-led approach applied to shooting 15:39 – Why many shooting drills are compensatory fixes 16:26 – Observational learning and imitation 18:05 – Finding the optimal challenge point 19:20 – External focus and freer shooting behavior 20:11 – Rhythm, sequencing, and adaptable skill development 20:37 – Practical coaching implications 21:44 – What to do when scaled equipment isn't available 22:38 – Playing athletes up or down based on physical maturity 23:14 – Supplementing constraints with cues and observation 24:57 – Sport crossover effects and task design solutions 25:34 – Final takeaways and practical applicationsCoaching Resources: https://www.byanymeansbasketball.comBAM Blueprint Book: https://www.byanymeansbasketball.com/bam-blueprintIf this episode challenged the way you think about youth development: share it with a coach or parent who needs to hear it. For more research-driven insights and practical coaching tools, subscribe to the By Any Means Coaches Podcast and explore our full library of resources at By Any Means Basketball.

On today's episode, we're joined by Ed Hauder, Principal at Meridian Compensation Partners, LLC. Ed examines the major regulatory, disclosure and proxy advisor developments shaping executive compensation in 2026, including potential SEC reforms, evolving pay-for-performance standards and growing scrutiny of proxy advisors.Key Takeaways:00:00 Introduction.01:06 Compensation committees are preparing for a pivotal year driven by regulatory and proxy advisor developments.02:03 New SEC leadership has reopened discussions around executive compensation disclosure rules.05:06 Pay versus performance and CEO pay ratio disclosures continue to draw criticism despite being mandated by Dodd-Frank.07:30 Possible disclosure changes could influence how committees approach pay design decisions.09:54 Proxy advisors are facing renewed political, legal and regulatory scrutiny.11:33 ISS is moving its pay-for-performance analysis from a three-year to a five-year timeframe.13:19 Longer vesting and retention requirements introduce uncertainty into acceptable pay structures.17:23 Glass Lewis is revising its benchmarking and pay-for-performance evaluation methodology.21:33 Tariffs and economic uncertainty are complicating goal-setting and payout discussions for future cycles.This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC

Send us a textI'm joined by Ryan Goldenhar and Jackie Lewis, the powerhouse duo behind Wealth with Options, a San Diego–based firm helping tech professionals make sense of equity compensation, major liquidity events, and the emotional decisions that come with sudden or complex wealth.Ryan and Jackie bring a rare combination of technical rigor and humanity to financial planning—meeting clients not just where the numbers are, but where their values, fears, ambitions, and life transitions live.Together, we unpack what equity compensation really means, why money decisions are never “just spreadsheets,” and how true wealth is ultimately about freedom, clarity, and choice.This conversation is especially relevant for tech executives navigating RSUs, ISOs, IPOs, job transitions, or the question many silently ask: “What is all this money actually for?”Important Disclosures:Jackie Lewis and Ryan Goldenhar offer investment advisory services through Mariner Platform Solutions, LLC (“MPS”), an SEC-registered investment adviser. Wealth With Options and MPS are separate, unaffiliated entities. For additional information about MPS, including fees and services, please refer to Form ADV Part 2A, which is available on the Investment Adviser Public Disclosure website (www.adviserinfo.sec.gov). Registration of an investment adviser does not imply a certain level of skill or training.This podcast episode includes statements by Tina Powell of Intention.ly. Intention.ly is a marketing firm that is compensated by Wealth With Options to provide marketing and related services. This compensation creates a conflict of interest, as Intention.ly has a financial incentive to promote Wealth With Options and its services. Statements made by Intention.ly should not be construed as independent or unbiased. This endorsement is not a guarantee of future results or client experience.Discussion of careers in technology companies and equity-based compensation, including stock options, is provided for general informational purposes only. Stock options and other forms of equity compensation do not guarantee wealth creation. Outcomes vary significantly based on company performance, market conditions, vesting terms, concentration risk, tax considerations, and individual circumstances.Any examples or scenarios discussed are illustrative only and should not be interpreted as indicative of typical or expected results. Nothing discussed should be construed as individualized investment, tax, legal, or employment advice, or as a recommendation to pursue any particular employment or compensation structure. Any opinions expressed herein are subject to change without notice.There is no assurance that any investment, plan, or strategy will be successful. Investing involves risk

Join host David Turetsky and guest Paul Reiman from Novo Insights as they delve into the dynamic world of compensation strategies and pay transparency. Discover how regulatory changes in the US and Europe are shaping the landscape, the critical role of job documentation, and the impact of technology in fostering transparency. Tune in for insightful predictions for 2026 and learn how political climates may influence future pay transparency laws. Chapters Introduction and Guest Introduction Compensation Strategies and Pay Transparency Regulatory Changes in the US and Europe The Role of Technology in Transparency Predictions for 2026 Conclusion and Final Thoughts Quotes: "Job documentation is crucial for pay transparency." "Regulatory changes are reshaping the compensation landscape." "Expect a shift in compensation survey methodologies by 2026." "Technology plays a key role in enabling transparency." "Implementing pay transparency presents unique challenges." "2026 will bring significant changes to HR practices." "Adapting to regulatory changes is essential for success."

In episode #141 of the Work Comp Talk podcast, host Carmen Ramirez welcomes special guest Almarie Rodriguez, Director of Intake at Pacific Workers. With years of hands-on experience, Almarie explains why the first 72 hours after a work injury in California can determine your medical care, your benefits, your settlement, and your future, and what you must do immediately to protect yourself.  This episode reveals the truth: your case does not begin when you hire an attorney. It begins the moment you get injured, because the system is not designed to protect you; it is designed to document you.    Takeaways:  Most injured workers lose their case before realizing it.  The first 72 hours after an injury are crucial.  Reporting your injury immediately can protect your rights.  Your first doctor's visit sets the tone for your case.  Be honest about your pain to avoid complications later.  Pre-existing conditions can complicate claims but don't negate them.  Document everything to strengthen your case.  Insurance companies may not have your best interests at heart.  Seek help from professionals to navigate the system.  Don't let fear of intimidation stop you from reporting injuries.    Chapters:  00:00 Understanding Workers' Compensation in California  02:19 The Importance of Reporting Injuries  07:36 Navigating the Medical Process After Injury  15:44 Common Mistakes and Misconceptions  21:03 Dealing with Pre-existing Conditions  25:29 Rights of Workers Under the Table  28:41 Final Thoughts and Resources    This episode is sponsored by Pacific Workers, The Lawyers for Injured Workers, the trusted workers' compensation law firm in Northern California. With over 10,000 cases won and more than $350 million recovered for injured workers, we are here to help if you've suffered a workplace injury.    Visit our FAQ and blog for more resources:  https://www.pacificworkers.com/blog/     Follow Us on Social Media for More Content!  

Jan. 12, 2026- New York Insurance Association President Cassandra Anderson discusses workers' compensation fraud, including more resources for state regulators and an anti-fraud measure vetoed by the governor.

In this episode of The Employee Success Podcast, Brian is joined by Luke Button and Nandi Thomas as they pull back the curtain on the humans behind Human Resources. From demystifying the role of an HR Business Partner at the University of Louisville to exploring how HR strengthens connection, they spotlight how their work helps build culture and community across our campuses. Listen to learn how HRBPs can shape everyday experiences, support employees, and strengthen our Cardinal community.Visit the UofL Human Resources website here: https://louisville.edu/hrSend a CARDGram: https://my.louisville.edu/employee-success-center/recognition/send-cardgram Check out all the incredible opportunities offered by the Employee Success Center here: https://louisville.edu/employeesuccess--Nandi Thomas is an experienced Human Resources professional with a career in the field since 2018. She currently serves as an HR Business Partner, where she provides strategic support and guidance to leaders and employees on organizational development, employee relations, performance management, and workforce planning. She currently supports all of HSC Campus and some of Belknap Campus including Kent School, School of Music, Law School, Arts and Sciences, Speed School and EVPRI. Outside of work, Nandi is committed to continuous growth and leadership development, reflecting her belief that HR is not only about policies and processes, but also about building environments where people thrive.Luke Button is an HR Business Partner for Operational and the majority of UofL Provost Based Units. He is a Human Resources professional with a focus in Human Resource Strategy consultation, People Analytics, Employee Relations, Compensation, and Total Rewards Administration. Luke consults with our Executive-level leaders in developing a People-Centered organization and developing empathetic and successful leaders and teams and creates data-driven solutions to enhance the employee experience and implement effective HR Strategy. 

Send us a textWelcome back to The Employee Handbook (formerly the HR Podcast—we changed it for the SEO, let's see if it works). To kick off 2026, Arta and Ryan take a trip north of the border to analyze a case that involves contract law, trade shows, and copious amounts of baby oil.We examine Newsham v. CanWest Trade Shows, where a male exotic dancer suffered a knee injury after slipping on stage. While the Canadian courts ruled one way, we break down why California's "ABC Test" would view this "artistic pursuit" very differently.Whether you are running a trade show, an accounting firm, or a trampoline park, this episode is a masterclass in why you cannot simply "waive" away negligence. We discuss the critical differences between invitees and trespassers, why the Workers' Compensation system is actually an employer's safety net, and why—in California—that independent contractor is probably legally your employee.In this episode:The ABC Test: Why doing business in California means almost everyone is an employee (especially if they are central to your show).Premises Liability: From body paint to carpet types, who is responsible when the stage gets slippery?Waivers vs. Reality: Why you can't contract out of ordinary negligence, no matter what the paper says.Civil Suit vs. Workers' Comp: Why staying out of civil court is worth the insurance premiums.Disclaimer: The hosts of this podcast are licensed attorneys, but they are not your attorneys. This episode is for entertainment purposes only.

In this week's Monday News Drop, hosts Bo Brabo, Luke Carignan, and Jeremy Sadlier unpack the critical workforce, policy, and compensation trends shaping healthcare HR as we move deeper into 2026. From labor risk to pay strategy to the expiration of ACA subsidies, this episode delivers practical insight leaders can act on immediately.Key Topics Covered:Nurse Strike Risk & Staffing Ratios With New York City facing potential large-scale nursing strikes, the conversation highlights how staffing ratios are shifting from policy language to enforceable labor contract terms. The takeaway for HR leaders is clear: transparency, staffing communication, and proactive workforce planning can reduce strike risk faster than wages alone.Medicaid Cuts & ACA Subsidy Expiration The team explores the real-world impact of Medicaid funding reductions and the expiration of ACA premium subsidies. Hospitals are already seeing layoffs, rising uncompensated care, and growing emergency department utilization. HR leaders are urged to prepare for budget volatility, workforce redeployment, and increased pressure on frontline staffing.Workforce Redeployment Over Layoffs Rather than defaulting to layoffs, this episode reinforces the case for redeploying and upskilling existing employees. From patient access to revenue cycle roles, proactive retraining can stabilize operations while preserving institutional knowledge and morale.2026 Pay Strategy Reality Check National merit increases have stabilized around 3–3.5%, but healthcare remains an outlier with sustained wage pressure. The hosts discuss why across-the-board increases no longer work and why differentiated pay strategies are essential to retain top clinical talent and manage wage compression.The HR Imperative This episode reinforces a core message: workforce shortages are now structural, not cyclical. Burnout is an organizational risk, not an individual failure. And HR leaders play a central role in navigating labor relations, compensation strategy, and policy-driven disruption.Actionable Takeaways for This Week: • Run a strike-risk audit with nurse leaders • Audit per diem and part-time coverage options • Review telehealth compliance timelines • Identify redeployment and upskilling opportunities

Criminal Defense Attorney Michael Leonard of Leonard Trial Lawyers and Employment Lawyer Patrick Dolan of Conti & Dolan join Jon Hansen on Let’s Get Legal. They discuss the Supreme Court, the differences between civil and criminal trials, and more. Plus, the trio answers listeners’ legal questions. Reach Michael Leonard at 312-380-6559 or Patrick Dolan at […]

Compensation is one of the most sensitive and misunderstood topics in the workplace, and one of the most consequential. In this episode, host Brandon Laws sits down with Nicole Blevins to unpack what compensation structure really means, why informal pay decisions stop working as organizations grow, and how leaders can approach pay with more clarity, fairness, and confidence. Nicole explains how a well-designed compensation structure creates consistency without limiting flexibility, helps leaders navigate difficult pay conversations, and reduces risk tied to pay equity and compliance. The conversation also explores pay transparency laws, common signals that it is time to revisit compensation practices, and why avoiding pay equity analysis often creates bigger problems down the road. This episode offers practical insight for leaders, HR professionals, and business owners who want to scale responsibly, build trust, and make pay decisions that stand up to scrutiny. Key Timestamps 00:00 – Why compensation conversations matter more than ever 02:00 – What compensation structure actually means in practice 04:00 – The misconception that structure limits flexibility 06:00 – What breaks when organizations grow without guardrails 08:30 – Pay transparency, employee conversations, and trust 10:30 – The hidden risk of retention raises and pay compression 12:30 – Why pay equity analysis is no longer optional 14:30 – Oregon pay equity laws and the importance of proactive action 16:00 – The real pros and cons of pay transparency laws 18:00 – Addressing the fear of uncovering pay inequities 20:30 – How compensation structure changes manager conversations 23:30 – Why compensation is not a one-time exercise 25:30 – How often organizations should revisit pay structures 26:30 – Signals that it is time to review compensation practices 28:30 – How leaders can approach compensation work without overwhelm A QUICK GLIMPSE INTO OUR PODCAST Podcast: Transform Your Workplace, sponsored by Xenium HR Host: Brandon Laws In Brandon's own words: "The Transform Your Workplace podcast is your go-to source for the latest workplace trends, big ideas, and time-tested methods straight from the mouths of industry experts and respected thought leaders." About Xenium HR Xenium HR is on a mission to transform workplaces by providing expert outsourced HR and payroll services for small and medium-sized businesses. With a people-first approach, Xenium helps organizations create thriving work environments where employees feel valued and supported. From navigating compliance to enhancing workplace culture, Xenium offers tailored solutions that empower growth and simplify HR. Whether managing employee relations, payroll processing, or implementing impactful training programs, Xenium is the trusted partner businesses rely on to elevate their workplace experience. Discover how Xenium can transform your workplace: Learn more: https://www.xeniumhr.com/ Connect with Brandon Laws LinkedIn: https://www.linkedin.com/in/lawsbrandon Instagram: https://www.instagram.com/lawsbrandon About Brandon: https://xeniumhr.com/about-xenium/meet-the-team/brandon-laws Connect with Xenium HR Website: https://xeniumhr.com/ LinkedIn: https://www.linkedin.com/company/xenium-hr Facebook: https://www.facebook.com/XeniumHR Twitter: https://twitter.com/XeniumHR Instagram: https://www.instagram.com/xeniumhr YouTube: https://www.youtube.com/user/XeniumHR

Summary The podcast episode features a conversation between Christopher Keller and Andrew Finkelstein, a prominent trial lawyer and managing partner of Jacoby Meyers and Finkelstein and Partners. The discussion delves into Andrew's career, focusing on his approach to personal injury law, particularly his emphasis on deterrence over compensation. They explore the growth and culture of Andrew's law firm, highlighting the importance of aligning with core values and managing conflict constructively. Andrew shares insights on negotiation strategies, the significance of maintaining emotional control, and his commitment to pro bono work and community service. The episode concludes with reflections on leadership, impact, and the personal fulfillment derived from helping others. Takeaways Andrew Finkelstein emphasizes the importance of deterrence in personal injury law, focusing on preventing future harm rather than just compensation.The growth of Andrew's law firm is attributed to a strong culture based on care, compassion, and community.Conflict is seen as a healthy part of firm management, encouraging open dialogue and diverse opinions.Effective negotiation requires understanding the insurance company's perspective and not being constrained by policy limits.Emotional control is crucial in the legal profession to make sound decisions and manage high-stakes situations.Pro bono work and community involvement are integral to Andrew's ethos, reflecting his commitment to giving back.Leadership involves aligning team members with core values and fostering a culture of accountability and excellence.

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We take you to Pacific Palisades, where residents remembered those who lost their lives in the fire a year ago. We also update you on the SoCal Edison compensation fund for victims of the Eaton Fire. Nick Reiner's attorney has just quit the case. Plus, more from Evening Edition. Support The L.A. Report by donating at LAist.com/join and by visiting https://laist.comSupport the show: https://laist.com

Welcome back to Snafu with Robin Zander. In this episode, I'm joined by Jeff Jaworsky, who shares his journey from a global role at Google to running his own business while prioritizing time with his children. We talk about the pivotal life and career decisions that shaped this transition, focusing on the importance of setting boundaries—both personally and professionally. Jeff shares insights on leaving a structured corporate world for entrepreneurship and the lessons learned along the way. We also explore the evolving landscape of sales and entrepreneurship, highlighting how integrating human connection and coaching skills is more important than ever in a tech-driven world. The conversation touches on the role of AI and technology, emphasizing how they can support—but not replace—essential human relationships. Jeff offers practical advice for coaches and salespeople on leveraging their natural skills and hints at a potential future book exploring the intersection of leadership, coaching, and sales. If you're curious about what's next for thoughtful leadership, entrepreneurship, and balancing work with life, this episode is for you. And for more conversations like this, get your tickets for Snafu Conference 2026 on March 5th here, where we'll continue exploring human connection, business, and the evolving role of AI. Start (0:00) Early life and first real boundary Jeff grew up up in a structured, linear environment Decisions largely made for you Clear expectations, predictable paths Post–high school as the first inflection point College chosen because it's "what you're supposed to do" Dream: ESPN sports anchor (explicit role model: Stuart Scott) Reality check through research Job placement rate: ~3% First moment of asking: Is this the best use of my time? Is this fair to the people investing in me (parents)? Boundary lesson #1 Letting go of a dream doesn't mean failure Boundaries can be about honesty, not limitation Choosing logic over fantasy can unlock unexpected paths Dropping out of college → accidental entry into sales Working frontline sales at Best Buy while in school Selling computers, service plans, handling customers daily Decision to leave college opens capacity Manager notices and offers leadership opportunity Takes on home office department Largest sales category in the store Youngest supervisor in the company (globally) at 19 Early leadership challenges Managing people much older Navigating credibility, age bias, exclusion Learning influence without authority Boundary insight Temporary decisions can become formative Saying "yes" doesn't mean you're locked in forever Second boundary: success without sustainability Rapid growth at Best Buy Promotions Increasing responsibility Observing manager life up close 60-hour weeks No real breaks Lunch from vending machines Internal checkpoint Is this the life I want long-term? Distinguishing: Liking the work Disliking the cost Boundary lesson #2 You can love a craft and still reject the lifestyle around it Boundaries protect the future version of you Returning to school with intention Decision to go back to college This time with clarity Sales and marketing degree by design, not default Accelerated path Graduates in three years Clear goal: catch up, not start over Internship at J. Walter Thompson Entry into agency world Launch of long-term sales and marketing career Pattern recognition: how boundaries actually work Ongoing self-check at every stage Have I learned what I came here to learn? Am I still growing? Is this experience still stretching me? Boundaries as timing, not rejection Experiences "run their course" Leaving doesn't invalidate what came before Non-linear growth Sometimes stepping down is strategic Demotion → education Senior role → frontline role (later at Google) Downward moves that enable a bigger climb later Shared reflection with Robin Sales as a foundational skill Comparable to: Surfing (handling forces bigger than you) Early exposure to asking, pitching, rejection Best Buy reframed Customer service under pressure Handling frustrated, misinformed, emotional people Humility + persuasion + resilience Parallel experiences Robin selling a restaurant after learning everything she could Knowing the next step (expansion) and choosing not to take it Walking away without knowing what's next Core philosophy: learning vs. maintaining "If I'm not learning, I'm dying" Builder mindset, not maintainer Growth as a non-negotiable Career decisions guided by curiosity, not status Titles are temporary Skills compound Ladders vs. experience stacks Rejecting the myth of linear progression Valuing breadth, depth, and contrast The bridge metaphor Advice for people stuck between "not this" and "not sure what next" Don't leap blindly Build a bridge Bridge components Low-risk experiments Skill development Small tests in parallel with current work Benefits Reduces panic Increases clarity Turns uncertainty into movement Framing the modern career question Referencing the "jungle gym, not a ladder" idea Careers as lateral, diagonal, looping — not linear Growth through range, not just depth Connecting to Range and creative longevity Diverse experiences as a competitive advantage Late bloomers as evidence that exploration compounds Naming the real fear beneath the metaphor What if exploration turns into repeated failure? What if the next five moves don't work? Risk of confusing experimentation with instability Adding today's pressure cooker Economic uncertainty AI and automation reshaping work faster than previous generations experienced The tension between adaptability and survival The core dilemma How do you pursue a non-linear path without tumbling back to zero? How do you "build the bridge" instead of jumping blindly? How do you keep earning while evolving? The two-year rule Treating commitments like a contract with yourself Two years as a meaningful unit of time Long enough to: Learn deeply Be challenged Experience failure and recovery Short enough to avoid stagnation Boundaries around optional exits Emergency ripcord exists But default posture is commitment, not escape Psychological benefit Reduces panic during hard moments Prevents constant second-guessing Encourages depth over novelty chasing The 18-month check-in Using the final stretch strategically Asking: Am I still learning? Am I still challenged? Does this align with my principles? Shifting from execution to reflection Early exploration of "what's next" Identifying gaps: Skills to acquire Experiences to test Regaining control External forces aren't always controllable Internal planning always is Why most people get stuck Planning too late Waiting until: Layoffs Burnout Forced transitions Trying to design the future in crisis Limited creativity Fear-based decisions Contrast with proactive planning Calm thinking Optionality Leverage Extending the contract Recognizing unfinished business Loving the work Still growing Still contributing meaningfully One-year extensions as intentional choices Not inertia Not fear Conscious recommitment A long career, one organization at a time Example: nearly 13 years at Google Six different roles Multiple reinventions inside one company Pattern over prestige Frontline sales Sales leadership Enablement Roles as chapters, not identities Staying while growing Leaving only when growth plateaus Experience stacking over ladder climbing Rejecting linear advancement Titles matter less than skills Accumulating perspective Execution Leadership Systems Transferable insight What works with customers What works internally What scales Sales enablement as an example of bridge-building Transition motivated by impact Desire to help at scale Supporting many sellers, not just personal results A natural evolution, not a pivot Built on prior sales experience Expanded influence Bridge logic in action Skills reused Scope widened Risk managed Zooming out: sales, stigma, and parenting Introducing the next lens: children Three boys: 13, 10, 7 Confronting sales stereotypes Slimy Manipulative Self-serving Tension between reputation and reality Loving sales Building a career around it Teaching it without replicating the worst versions Redefining sales as a helping profession Sales as service Primary orientation: benefit to the other person Compensation as a byproduct, not the driver Ethical center Believe in what you're recommending Stand behind its value Sleep well regardless of outcome Losses reframed Most deals don't close Failure as feedback Integrity as the constant Selling to kids (and being sold by them) Acknowledging reality Everyone sells, constantly Titles don't matter Teaching ethos, not tactics How you persuade matters more than whether you win Kindness Thoughtfulness Awareness of the other side Everyday negotiations Bedtime extensions Appeals to age, fairness, peer behavior Sales wins without good reasoning Learning opportunity Success ≠ good process Boundaries still matter Why sales gets a bad reputation Root cause: selfishness Focus on "what I get" Language centered on personal gain Misaligned value exchange Overselling Underdelivering The alternative Lead with value for the other side Hold mutual benefit in the background Make the exchange explicit and fair Boundaries as protection for both sides Clear scope What's included What's not Saying no as a service Preventing resentment Preserving trust Entrepreneurial lens Boundaries become essential Scope creep erodes value Clarity sustains long-term relationships Value exchange, scope, and boundaries Every request starts with discernment, not enthusiasm What value am I actually providing? What problem am I solving? How much time, energy, and attention will this really take? The goal isn't just a "yes" Both sides need to feel good about: What's being given What's being received What's being expected What's realistically deliverable Sales as a two-sided coin Mutual benefit matters Overselling creates future resentment Promising "the moon and the stars" is how trust breaks later Boundaries as self-respect Clear limits protect delivery quality Good boundaries prevent repeating bad sales dynamics Saying less upfront often enables better outcomes long-term Transitioning into coaching and the SNAFU Conference Context for the work today Speaking at the inaugural SNAFU Conference Focused on reluctant salespeople and non-sales roles Why coaching became the next chapter Sales is everywhere, regardless of title Coaching emerged as a natural extension of sales leadership The origin story at Google Transition from sales leadership to enablement Core question: how do we help sellers have better conversations? Result: building Google's global sales coaching program Grounded in practice and feedback Designed to prepare for high-stakes conversations The hidden overlap between sales and coaching Coaching as an underutilized advantage Especially powerful for sales leaders Shared core skills Deep curiosity Active listening Presence in conversation Reflecting back what's heard, not what you assume The co-creation mindset Not leading someone to your solution Guiding toward their desired outcome Why this changes everything Coaching improves leadership effectiveness Coaching improves sales outcomes Coaching reshapes how decisions get made A personal inflection point: learning to listen Feedback that lingered "Jeff is often the first and last to speak in meetings" The realization Seniority amplified his voice Being directive wasn't the same as being effective The shift Stop being the first to speak Invite more voices Lead with curiosity, not certainty The result More evolved perspectives Better decisions Sometimes realizing he was simply wrong The parallel to sales Talking at customers limits discovery Pre-built pitch decks obscure real needs The "right widget" only emerges through listening What the work looks like today A synthesis of experiences Buyer Seller Sales leader Enablement leader Executive coach How that shows up in practice Executive coaching for sales and revenue leaders Supporting decision-making Developing more coach-like leadership styles Workshops and trainings Helping managers coach more effectively Building durable sales skills Advisory work Supporting sales and enablement organizations at scale The motivation behind the shift Returning to the core questions: Am I learning? Am I growing? Am I challenged? A pull toward broader impact A desire to test whether this work could scale beyond one company Why some practices thrive and others stall Observing the difference Similar credentials Similar training Radically different outcomes The uncomfortable truth The difference is sales Entrepreneurship without romance Businesses don't "arrive" on their own Clients don't magically appear Visibility, rejection, iteration are unavoidable Core requirements Clear brand Defined ICP Articulated value Credibility to support the claim Debunking "overnight success" Success is cumulative Built on years of unseen experience Agency life + Google made entrepreneurship possible Sales as a universal survival skill Especially now Crowded markets Economic uncertainty Increased competition Sales isn't manipulation It's how value moves through the world Avoiding the unpersuadable Find people who already want what you offer Make it easier for them to say yes For those who "don't want to sell" Either learn it Or intentionally outsource it But you can't pretend it doesn't exist The vision board and the decision to leap December 18, 2023 45th birthday Chosen as a forcing function Purpose of the date Accountability, not destiny A moment to decide: stay or go Milestones on the back Coaching certification Experience thresholds Personal readiness Listening to the inner signal The repeated message: "It's time" The bridge was already built Skills stacked Experience earned Risk understood Stepping forward without full certainty You never know what's on the other side You only learn once you cross and look around Decision-making and vision boards Avoid forcing yourself to meet arbitrary deadlines Even if a date is set for accountability (e.g., a 45th birthday milestone), the real question is: When am I ready to act? Sometimes waiting isn't necessary; acting sooner can make sense Boundaries tie directly into these decisions They help you align personal priorities with professional moves Recognizing what matters most guides the "when" and "how" of major transitions Boundaries in the leap from corporate to entrepreneurship Biggest boundary: family and presence with children Managing a global team meant constant connectivity and messages across time zones Transitioning to your own business allowed more control over work hours, clients, and priorities The pro/con framework reinforced the choice Written lists can clarify trade-offs For this example, the deciding factor was: "They get their dad back" Boundaries in entrepreneurship are intertwined with opportunity More freedom comes with more responsibility You can choose your hours, clients, and areas of focus—but still must deliver results Preparing children for a rapidly changing world Skill priorities extend beyond AI and automation Technology literacy is essential, but kids will likely adapt faster than adults Focus on human skills Building networks Establishing credibility Navigating relationships and complex decisions Sales-related skills apply Curiosity, empathy, observation, and problem-solving help them adapt to change These skills are timeless, even as roles and tools evolve Human skills in an AI-driven world AI is additive, not replacement Leverage AI to complement work, not fear it Understand what AI does well and where human judgment is irreplaceable Coaching and other human-centered skills remain critical Lived experience, storytelling, and nuanced judgment cannot be fully replaced by AI Technology enables scale but doesn't replace complex human insight The SNAFU Conference embodies this principle Brings humans together to share experiences and learn Demonstrates that face-to-face interaction, stories, and mutual learning remain valuable Advice for coaches learning to sell Coaches already possess critical sales skills Curiosity, active listening, presence, problem identification, co-creating solutions These skills, when applied to sales, still fall within a helping profession Key approach Use your coaching skills to generate business ethically Reframe sales as an extension of support, not self-interest For salespeople Learn coaching skills to improve customer conversations Coaching strengthens empathy, listening, and problem-solving abilities, all core to effective selling Book and resource recommendations Non-classical sales books Setting the Table by Danny Meyer → emphasizes culture and service as a form of sales Unreasonable Hospitality by Will Guidara → creating value through care for people Coaching-focused books Self as Coach, Self as Leader by Pam McLean Resources from the Hudson Institute of Coaching Gap in sales literature Few resources fully integrate coaching with sales Potential upcoming book: The Power of Coaching and Sales  

FREE Journal for Inner Alignment before you start working on your New Year Goals: https://vigneshdevraj.com/The-Grounding-Journal/ Dr. Vignesh Devraj and Shilpa Agrawal take on an honest conversation on why Wellness practices often feel overwhelming and how they don't have to be. From the fear of Dinacharya being “too much” to redefining luxury as health, this episode explores realistic wellness, burnout, and how ambition can coexist with spirituality without breaking the body. Episode Highlights:Preventive vs corrective healthcareAyurveda & modern cosmetology integrationLifestyle-driven acne and skin disordersYoga as emotional regulationDinacharya is adaptable, not restrictiveTreating Acne with lifestyle correctionThree non-negotiable lifestyle practices Episode Timestamps:00:00 – 11:30: From UPSC to Wellness: Finding a Calling11:30 – 16:40: Can Wellness Be Taught? Designing a Holistic Education16:40 – 21:30: Ayurveda vs Modern Cosmetology21:30 – 26:30: Acne, Lifestyle & Root-Cause Healing26:30 – 30:00: Discipline Without Burnout: Habit Formation That Works30:00 – 37:00: Why Simple Wellness Feels Overwhelming37:00 – 47:00: The Law of Compensation & Starting with Two Habits47:30 – 51:00: Redefining Luxury: Health, Time & Energy51:00 – 01:05:00: Hustle Culture, Burnout & Perfectionism01:05:00 – 01:12:00: Integrating Spirituality to life01:15:30 – 01:36:00: The way ahead for our LifestyleAbout the Guest Shilpa Agrawal offers holistic lifestyle and skincare coaching by blending the timeless wisdom of Ayurveda with modern wellness practices. Her approach addresses root causes rather than surface concerns.Through simple, sustainable routines, she helps create balance, radiance, and well-being that truly lasts.Reach her with @yogwishi | https://www.instagram.com/yogwishi/Interested in doing an Ayurvedic consultation with Dr Vignesh Devraj? Link: https://calendly.com/drvignesh/30-minute-session-with-dr-vignesh-devraj-md-ay-istIf you are economically challenged, use the form provided to request a free Ayurvedic consultation or copy and paste this in your browser: https://docs.google.com/forms/d/e/1FAIpQLSd29nHcrC1RssR-6WAqWCWQWKKJo7nGcEm8ITEl2-ErcnfVEg/viewform )BALANCING THE MIGHTY VATA - ONLINE COURSE NOW AVAILABLE What makes Ayurveda unique in its treatment approach is its practical wisdom on the concept of Vata. Vata is responsible for Prana - the life energy, the nervous system - the master panel of our body, and our emotions.In Ayurveda, it is mentioned that controlling Vata is the most difficult part of healing and recovery. Check the recorded workshop on - Balancing The Mighty Vata, filled with practical inputs that can be integrated into our lives. Access this at https://vigneshdevraj.com/balancing-the-mighty-vata/ To know more about Dr Vignesh Devraj, follow him on:Spotify Channel Link: https://open.spotify.com/show/4ywO9cAMXqLeAfb6ZBruO8 Instagram: https://www.instagram.com/vigneshdevraj/?hl=en X: https://x.com/VigneshDevraj LinkedIn: https://in.linkedin.com/in/dr-vignesh-devraj-md-ayu-16294675 Newsletter Link: https://lnkd.in/eaCm3Pt4 About Dr Vignesh Devraj Dr Vignesh Devraj is a fourth-generation Ayurvedic physician and the founder of Sitaram Retreat, Kerala, a space for authentic healing. He is a committed practitioner and researcher of Panchakarma.About Us:Ayurvedic Healing and Beyond is the brainchild of Dr. Vignesh Devraj, a fourth-generation Ayurvedic healer who believes that true health is the foundation of true happiness. Featuring high-profile guests, this podcast is a sincere effort to bridge the gap between global subject matter experts and an audience eager for solutions beyond conventional medical prescriptions.Disclaimer: The content of these podcast episodes is intended for informational purposes only and is not a substitute for professional medical advice.

Navigating wage-and-hour laws can sometimes feel like running a brewery during Oktoberfest—busy, complex, and full of moving parts. With local, state, and federal rules often foaming over into each other, it's easy for even the most diligent employers to find themselves with a compliance hangover.As your business grows, whether you're just tapping your first keg or you've been pouring for years, wage-and-hour issues can sneak up like an unexpected aftertaste. Compensation structures, pay practices, and employee policies that once seemed straightforward can become muddled, especially when expansion brings new faces and new challenges. What starts as a small spill can quickly turn into a bigger mess, affecting more employees and opening the door to costly claims.This session will highlight five common wage-and-hour mistakes that can leave employers feeling flat and offer practical ways to keep your operations crisp and compliant. We'll cover timekeeping best practices, how to handle bonuses and commissions for hourly staff, the tricky business of classifying employees, managing work hours and breaks, and the use of independent contractors and temporary help.Along the way, we'll share real-life examples and tips for keeping your workforce happy and your business out of hot water—so you can focus on brewing success, not legal headaches.After being exposed to Fair Labor Standards Act cases while clerking for a federal appellate court, A.J. began his legal career with a focus on developing an expertise in wage-and-hour compliance and litigation. That has led A.J. to a practice that spans the laws and courts of the country but centers on California's uniquely challenging compliance and litigation landscape.A.J. takes a creative, pragmatic, and business-first approach to managing the defense of complex wage-and-hour class and collective actions, working with clients not only to identify the best path to an efficient and effective resolution but also to adjust problematic practices and policies in a way that accomplishes the client's business goals while mitigating the risk of future claims. As a member of Husch Blackwell's Food Systems industry unit, A.J. regularly advises food and beverage producers on employment law compliance.Stay up to date with CBP: http://update.craftbeerprofessionals.org/

This is Part 3 in the Communicating with Confidence series, and we're getting into the conversation leaders dread most: money.Compensation conversations don't just reflect performance,mthey shape it. And when you get them wrong, you create resentment, confusion, and turnover.In this episode, I cover:The danger of mixing performance feedback with pay updatesHow to avoid creating unsustainable compensation expectationsWhy your team needs a clear comp narrative, not canned corporate speakWhat to say when you can't give what you gave last yearAnd how to reinforce high performance without breaking the bankWhether you're managing a corporate team or running your own business, this episode gives you the clarity and language to lead money conversations with confidence.

How do you ask for more money in a profession that's built on selflessness? In this episode of the Emory University series on nurse empowerment and advocacy, host Ama Mathewos sits down with Emory professors Dr. Catarina Fernandes (Goizueta Business School) and Dr. Kim Dupree Jones (School of Nursing) to unpack the art and science of negotiating your best nursing compensation.Together, they break down why negotiation isn't selfish, how systemic factors (gender, hierarchy, race) shape nurses' pay, and why nurses are often socialized to underestimate their own value. From understanding the difference between “fixed pie” vs. “integrative” negotiations to getting clear on your BATNA (Best Alternative to a Negotiated Agreement), this episode gives nurses language, frameworks, and confidence to advocate for themselves.Listeners will learn how to:Think beyond base salary and negotiate the whole compensation package (schedule flexibility, education support, childcare, role titles, and more)Use data, peer networks, and job interviews to understand their true market valueReframe negotiation as a way to improve patient care and strengthen organizations—not just “ask for more”Whether you're a bedside nurse, advanced practice nurse, faculty member, or leader, this conversation will help you own your worth, get paid closer to what you deserve, and push the profession toward fairer, more sustainable compensation.>>How to Negotiate Your Best Nursing Compensation PackageJump Ahead to Listen: [00:02:31] Hierarchy dynamics in healthcare. [00:04:43] Strategies for negotiating nursing compensation. [00:09:39] Understanding integrative vs. distributive negotiations. [00:11:34] How negotiation shows up in nursing roles. [00:15:05] Challenges tied to nurse reimbursement models. [00:19:05] Gender-based pay disparities in nursing. [00:24:35] Systemic barriers affecting nurse negotiators. [00:27:26] Gender influences on negotiation behaviors. [00:30:35] Advocating for and articulating nursing value. [00:35:07] Charge nurse duties and workplace pressures. [00:39:16] Preparing effectively for negotiations. [00:40:43] Considering non-financial elements in negotiation. [00:44:34] Approaches to negotiating salary. [00:49:02] Market-based factors that shape negotiation power. [00:51:08] Tactics for strengthening your salary negotiation. [00:55:05] Additional methods for optimizing salary outcomes. [00:58:39] Exploring compensation options beyond base pay. [01:01:50] Using accurate data to inform negotiations. [01:06:54] Viewing negotiation as a collaborative, constructive process. [01:09:21] Taking action to secure better compensation. For more information, full transcript and videos visit Nurse.org/podcastJoin our newsletter at nurse.org/joinInstagram: @nurse_orgTikTok: @nurse.orgFacebook: @nurse.orgYouTube: Nurse.org

Everyone agrees that pay matters. What they do not agree on is what it means. HR talks about fairness and equity.Finance talks about cost and ROI.Legal talks about compliance and defensibility.Leaders talk about performance and business outcomes. These perspectives are all correct, yet they often conflict. When they collide, compensation decisions lose clarity, employees feel confused, and managers deliver mixed messages—leaving HR as the translator. In this episode, Ruth Thomas is joined by Hannah Beaver, Director of Compensation at Trilogy Health Services, and Kim O'Grady, Compensation Supervisor at Designer Brands. Together, they break down how organizations can turn pay into a shared language that builds trust, alignment, and credibility from the C-suite to the front line. Episode resources: Email: coffee@payscale.com for listener questions and suggestions.   Compensation translator: https://www.payscale.com/research-and-insights/your-compensation-translator?utm_medium=social&utm_source=linkedin&utm_campaign=cnt_awr_comptranslator-asset_wv&utm_content=compensation-translator-asset 

In this episode, we chat with travel insurance advisor Lisa Jarvis about knowing your rights when you travel. She shares the details on lost baggage, delayed flights and how to navigate these challenging situations. We also talk about why medical travel insurance is essential, especially when traveling with kids. We share real stories of emergencies abroad—like a broken arm in London and worrying moments in the Bahamas—and explore how to get affordable coverage, including tips on credit card perks and “$0 trip cost” policies. Lisa also shares practical strategies for teaching kids situational awareness and independence while traveling, from navigating airports to using public transit safely.Whether you're a seasoned traveler or planning your first family trip, this episode is full of actionable advice to travel smarter, safer, and with peace of mind.Find Us On Online:Mary Ellen | JoFacebook GroupWonderland On Points BlogMentioned:Chasing Memories WebsiteAffiliate Links:Comfrt.com 15% OFFRakuten- Mary Ellen (Get 5000 AMEX or Bilt POINTS)Rakuten- Joanna (Get 5000 AMEX or Bilt POINTS)Chase/Capital One/Amex Card LinksFlyKitt- the BEST Jet Lag Solution!Tripiamo Driving TutorialsOur Favorite Travel NecessitiesWe receive a small commission when you choose to use any of our links to purchase your products or apply for your cards! We SO appreciate when you choose to give back to the podcast in this way!

Thirty years after he acted for Jean-Marc Bosman, sports lawyer Jean-Louis Dupont, alongside his colleague Dolf Segaar, tells Kieran about the compensation claim he has launched against FIFA on behalf of current and former professional footballers over transfer rules. Follow Kevin on X - @kevinhunterday Follow Kieran on X - @KieranMaguire Follow The Price of Football on X - @pof_pod Send in a question: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠questions@priceoffootball.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Join The Price of Football CLUB: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://priceoffootball.supportingcast.fm/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Check out the Price of Football merchandise store: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://the-price-of-football.backstreetmerch.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit the website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://priceoffootball.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ For sponsorship email - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠info@adelicious.fm⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ The Price of Football is a Dap Dip production: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://dapdip.co.uk/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠contact@dapdip.co.uk⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode, host Don Adeesha joins Sean Duncan, founder of Chief Proactive Advisors, to distinguish between tax preparation and tax planning. Sean argues that relying solely on historical filing is a costly error, sharing how reactive financial structuring can waste tens of thousands in unnecessary taxes. Sean breaks down the math of entity selection, identifying the $50,000 net income threshold where switching to an S-Corp becomes viable. He highlights the hidden benefits of this structure, including ultra-low audit risk, and details a reasonable compensation methodology that satisfies the IRS without overpaying payroll taxes. Finally, Sean shares his "Big Three A's" framework for year-end reductions: Accelerate expenses, acquire Assets, and leverage Altruism. He warns against panic-buying unnecessary vehicles and urges owners to treat their CPA as a strategic partner, conducting mid-year reviews to actively architect wealth.

Episode #139 is a special release of our final and most requested webinar of the year, where Carmen Ramirez and Workers' Compensation Attorney Bilal Qasem reveal the real strategies injured workers must understand to maximize their benefits, protect their wages and increase the long-term value of their workers' compensation case.  This is not generic advice, it's the exact knowledge injured workers need to stop leaving money on the table, avoid costly mistakes, and take control of their claim.   Takeaways: Understanding the workers' compensation system is crucial for injured workers.  Being proactive in managing your case can lead to better outcomes.  Choosing the right doctor can significantly impact your claim.  Temporary disability benefits are available for up to 104 weeks.  Documentation of injuries and treatment is essential for a successful claim.  Qualified Medical Evaluators (QMEs) play a critical role in determining case outcomes.  Keeping track of pay stubs is important for calculating benefits accurately.  Workers' comp cases can be complex and may not follow a linear progression. Social media can be a trap for injured workers.  Contingency fees mean no upfront costs for legal representation.  Permanent disability ratings are crucial for settlements.  Choosing the right QME can significantly impact your case.  Understanding the workers' comp system is essential for injured workers.  Settlement offers can be withdrawn at any time.  Documentation and medical records are vital for claims.    Chapters:  00:00 Introduction to Workers' Compensation Webinar  03:06 Understanding the Workers' Compensation System  05:59 Navigating Roadblocks in Workers' Comp Cases  08:56 The Importance of Choosing the Right Doctor  11:55 Temporary Disability Benefits Explained  14:50 The Role of Qualified Medical Evaluators (QMEs)  20:50 Documenting Your Case Effectively  27:56 Managing Work Restrictions and Employer Relations  32:28 Social Media Pitfalls in Workers' Compensation  35:30 Understanding Contingency Fees for Attorneys  37:29 The Importance of Ratings in Settlements  41:20 Navigating QME Ratings for Better Settlements  47:11 Understanding What You Don't Know in Workers' Comp  49:12 Addressing Common Questions in Workers' Comp  54:38 Taking Legal Action for Denied Benefits    This episode is sponsored by Pacific Workers, The Lawyers for Injured Workers, the trusted workers' compensation law firm in Northern California. With over 10,000 cases won and more than $350 million recovered for injured workers, we are here to help if you've suffered a workplace injury.    Visit our FAQ and blog for more resources:  https://www.pacificworkers.com/blog/     Follow Us on Social Media for More Content!  

Amy Mangan and Stephen Tradd, Robert Half, on 2026 Hiring Trends, AI Impact, Flexibility vs Compensation, and Atlanta Staffing (North Fulton Business Radio, Episode 926) On this episode of North Fulton Business Radio, host John Ray welcomes Amy Mangan, Market Director, and Stephen Tradd, Regional Director, both with Robert Half, to discuss 2026 hiring trends shaping […]

Over a month after announcing a massive data breach affecting 34 million of its users, South Korean e-commerce company Coupang announced this Monday it would offer 1.69 trillion won in compensation (around €1 billion) to customers in the form of vouchers. Also in this edition, former EU digital chief Thierry Breton gives his first interview since being sanctioned by the US. Plus, Nokia's archived mobile design plans are now open to the public.

Today we're sharing a special rebroadcast of John Owens's appearance on The Long Term Investor with Peter Lazaroff. In this episode, John breaks down a clear, practical year-end playbook for equity compensation, including RSUs, ISOs/NQSOs, and ESPPs, and highlights the tax traps and planning opportunities clients should keep on their radar. You'll hear John and Peter discuss: How to prioritize equity comp decisions at year-end  Common RSU withholding pitfalls that lead to April surprises  ISO/AMT basics and why late-year exercises can be risky  Building a rules-based selling strategy to manage concentration  When donor-advised funds and multi-year planning make sense This episode originally aired on The Long Term Investor and is shared here with permission. To explore more of Peter's work, visit The Long Term Investor. Key Timestamps: (00:00) Introduction (03:15) A hard-won lesson: when AMT grows larger than your stock (and what to do next) (04:21) Don't start equity planning on December 15 (really) (05:19) First move: build an inventory and triage the quick wins (08:18) AMT 101 for ISO holders: the "parallel" tax you don't want to pay (10:47) RSUs: why 22% withholding often sets up an April tax bill (12:24) ESPPs: capture the discount, control concentration (14:55) Designing a rules-based sell plan to unwind concentration risk (18:11) The base rates on single stocks: why a diversification plan matters more than a "feel" (20:42) 10b5-1 plans: automate good behavior and expand your ability to sell (23:31) Charitable giving with concentrated stock: donor-advised funds and timing across 2025/2026 (26:11) Family gifting: UTMAs, kiddie tax, step-up in basis, and multi-generational choice (27:28) The year-end document checklist most people miss (29:17) When to hire help (and when not to) (31:19) Biggest year-end mistakes to avoid

TISS is a weekly podcast where Varun, Kautuk, Neville & Aadar discuss crazy "facts" they find on the internet. Come learn with them... or something like that.This week, the boys are diving into a hilarious episode of 'Desperate ex's, JCB & Keanu Reaves Scam'To support TISS, check out our Instamojo: www.instamojo.com/@TISSOPFollow #TISS Shorts where we put out videos: https://bit.ly/3tUdLTCYou can also check out the podcast on Apple podcast, Spotify and Google podcast!https://shorturl.at/hfQZXhttp://apple.co/3neTO62http://spoti.fi/3blYG79http://bit.ly/3oh0BxkCheck out the TISS Sub-Reddit: https://bit.ly/2IEi0QsCheck out the TISS Discord: / discord  Buy Varun Thakur's 420 Merch - http://bit.ly/2oDkhRVSubscribe To Our YT Channels:Varun - https://bit.ly/2HgGwqcAadar - https://bit.ly/37m49J2Kautuk - https://bit.ly/3jcpKGaNeville - https://bit.ly/2HfYlWyFollow Us on Instagram:Varun -   / varunthakur  Aadar -   / theaadarguy  Kautak -  / cowtuk  Neville -  / nevilleshah.  Chapters:00:00 - Teasing Bawa01:26 - Bawa's Birthday02:43 - Welcome & Introduction03:02 - What is Hyping?03:25 - Indigo Flight Canceled: "IT WAS MY WEDDING"04:04 - Indigo bad-dua04:47 - Driving to Bangalore05:22 - Sorry Bangalore07:34 - Episode Introduction07:46 - Dhurandar References08:26 - Dhurandar Review11:26 - Indian Films with Ajit Doval Obsession12:35 - Ajit Doval in Yashraj spy universe13:00 - Dhurandar is Animal 2.014:46 - Action Seq on Old Hindi songs16:50 - Toxicity needed for the movie17:20 - Violence in a movie19:00 - Akshaye Khanna Killed the movie?20:39 - Rest of the cast21:33 - Sanju Baba Accent25:58 - Sanju Baba Action while pushing 7027:35 - Longest Ad on Cigarette28:52 - Smoking in Theatre30:59 - Dhurandhar Pt. 232:28 - Tarantino Verse33:46 - Production Design35:16 - Is it a “Propa” Film?36:13 - Pakistani Memers37:31 - Destruction of Pakistan in CInema37:56 - Whatsapp News Agency38:41 - Pakistan News Paper on Chat GPT39:48 - AI Robot40:48 - AI F*ck ups (Scottish Footbald)41:57 - Chevrolet Tahoe for $143:49 - AI Watch Face Generation Attempt44:36 - Indigo Anonymous45:05 - Airlines Pilot Norms46:20 - Pilot Shortage Issues46:51 - Indigo's Master Plan47:33 - Right to Compensation for Passengers48:06 - Air India Misplaced Boeing49:21 - Indigo Airport Chaos50:10 - Juggad to board a flight50:39 - caught the Wrong Guy52:51 - Indigo Ground Staff53:00 - Gurgaon Indigo Staff53:48 - Indigo Management Retribution54:34 - Indigo's apology55:08 - High Charges for Other Flight Tickets56:23 - Why Indigo Suffered?58:16 - Arnab asks central govt.59:00 - Pakistan's Solution1:01:12 - Bangsy's Trauma1:02:07 - Reading Superchats1:03:48 - Sumukhi Cameo1:13:29 - Reading SuperchatsThumbnail - Anjali Handa

Compensation is the “largest expense for a financial advisor” and ultimately drives the valuation of RIAs, says the CFO of the consulting firm FP Transitions. Host: Greg Bartalos. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this special Episode #138, we bring you clear answers to the top questions our audience has been asking about Workers' Compensation in California. These are the real concerns injured workers are putting on the table in 2025, including mental health and work-related stress, what happens if you quit or are terminated after an injury, and how pre-existing conditions or injuries that develop over time can impact your case.  Carmen Ramirez and workers' comp attorney Bilal break down the most important insights to guide you through your case, helping you understand how the system really works, where injured workers often lose money, and how having the right legal guidance can dramatically increase the value of your claim.    Takeaways:  You generally cannot choose your own doctor for workers' comp injuries in California.  Workers' comp benefits include medical treatment and indemnity payments.  You have one year to file a claim after your injury.  Mental health injuries can qualify for workers' comp benefits under specific conditions.  Employers must provide information about workers' comp rights and assist injured employees.  Future changes in workers' comp laws may improve benefits for injured workers.  Consulting a lawyer can help clarify your rights and options in workers' comp cases.  Staying informed about changes in workers' comp laws is crucial for employees.    Chapters:  00:00 Introduction to Workers' Comp Questions of 2025  00:27 Choosing Your Own Doctor in Workers' Comp  01:39 Understanding Workers' Comp Benefits  03:14 Dealing with Pre-existing Conditions  05:14 Filing Claims and Employment Status  06:48 Mental Health Injuries and Workers' Comp  09:13 Employer Responsibilities in Workers' Comp  10:51 Using Vacation Time for Injuries  12:59 Future Changes in Workers' Comp Laws    This episode is sponsored by Pacific Workers, The Lawyers for Injured Workers, the trusted workers' compensation law firm in Northern California. With over 10,000 cases won and more than $350 million recovered for injured workers, we are here to help if you've suffered a workplace injury.    Visit our FAQ and blog for more resources:  https://www.pacificworkers.com/blog/     Follow Us on Social Media for More Content!  

https://media.blubrry.com/thesuccessfulmindpodcast/ins.blubrry.com/thesuccessfulmindpodcast/TSM704_MDM_Oct23_25.mp3   I'm laying it out straight: when you give more service, you make more money—period. Earl Nightingale nailed it, and I've seen it for decades. Sales as Service: Give More ServiceMost people think sales is pressure. I don't. Sales is service. Your income rises with the need for what you do, your ability to do it, and the difficulty in replacing you. That's the Law of Compensation at work. Decision-Making that Supports More ServiceResults follow decisive people. Leaders decide quickly, change slowly, and persist. If you're stuck in “maybe,” you're broadcasting average. Decide to give more service and raise your standard. Value Over Price: Service WinsStop training clients to focus on price. Shift their attention to outcomes, not discounts. When you give more service, you attract buyers who value results—and you build clients for life. Episode 511 – Give Full Value to Receive Full Value Episode 499 – 3 Steps to Mastering Sales Episode 343 – Earl Nightingale: The Dean of Personal Development You are successful on paper… but why doesn't it feel like freedom?In February, I'm bringing together a group of driven entrepreneurs for a 2-day business intensive where we strip away the fear, resistance, and patterns that quietly cap your growth, and get you clear on your next breakthrough. Together, we'll uncover what's been holding you back, claim the freedom you've been chasing, and walk away with the clarity and courage to lead your business — and your life — on your terms. And because business growth isn't just about mindset, Steph Tuss is teaching a special marketing session on the latest business-building tactics that are working now. She'll also answer your most pressing marketing questions. Seats are limited. If you want in, secure yours now. If you like the show, would you be so kind as to leave us a short review on Apple Podcasts? It takes less than a minute and really makes a difference in helping me spread the Successful Mind message around the globe.  LEAVE A REVIEW Check out David's book! Get Your Copy Today! Miss anything? Don't forget to subscribe to the show to keep up with your own successful mindset. We're available wherever you listen to podcasts:   Apple Podcasts Spotify Pandora iHeartRadio Amazon Music Life is Now wants you to get SOCIAL! You can find us on the following platforms:  Facebook X-twitter Instagram Linkedin Youtube The post Give More Service: The Sales Shift That Pays appeared first on The Successful Mind Podcast.

In this episode of ThimbleberryU, we explore a fundamental question for professionals in tech: Which type of company is the right fit for your current stage in life and career? Whether it's a startup, a pre-IPO company, or a public corporation, each environment offers its own opportunities, challenges, and financial implications. Jag walks through the trade-offs with Amy Walls of Thimbleberry Financial, breaking down not only what to expect at each stage but also how to make a decision that aligns with our values, personality, and financial goals.We begin by examining the startup world—fast-paced, creative, and filled with uncertainty. It's a space for people who love to experiment and thrive in ambiguity. The upside can be big: ownership, impact, and equity at low initial prices. But the downsides—unpredictable income, fewer benefits, and emotional strain—are just as real. Amy shares stories of clients who initially thrived in startup life but found it incompatible with long-term needs like family time or structured days.Next, we shift to pre-IPO companies, which often represent a middle ground. These firms offer more stability than startups but still retain a sense of mission and momentum. Equity typically comes in the form of RSUs, and while there's real potential for financial gain, it hinges heavily on IPO timing—something employees can't always control. Amy emphasizes the importance of planning for delays, setting aside cash, and staying flexible when managing that equity.Public companies offer clarity and predictability—stable salaries, strong benefits, and slower but more structured growth paths. For professionals seeking balance, or with greater family or financial obligations, this environment often provides the support and stability they need. The culture tends to be more formal, but that predictability can actually empower people to do their best work.Ultimately, the conversation centers around fit—not which company is best, but which is best for us, right now. Personality, financial goals, and life stage all play a role. A startup might make sense early in a career, while a more structured setting could become the right choice later on. Amy reminds us that romanticizing a company type—or even our own preferences—can lead us astray, and encourages getting honest feedback from those who know us best.We wrap by reinforcing that job decisions should balance financial and emotional fit. Before accepting an offer, it's critical to understand the equity structure, total compensation, pace of work, and company culture. Especially in today's tight job market, doing our due diligence can prevent long-term regret and position us to thrive both professionally and personally.00:00 - Intro and Episode Setup  00:49 - Startup Culture: Opportunity vs. Chaos  03:19 - Pre-IPO Companies: Growth with Guardrails  06:08 - Public Companies: Structure and Stability  09:27 - It's About Fit: Personality and Life Stage  11:43 - Culture, Pace, and Real-Life Trade-offs  13:43 - When the Job Market is Tight  14:17 - Takeaways: Equity, Compensation, and Culture  16:44 - How to Connect with Thimbleberry Financial  16:57 - Disclaimer and Wrap-Up    To get in touch with Amy and her team at Thimbleberry Financial, call 503-610-6510 or visit thimbleberryfinancial.com.

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

With Christmas less than a week away, we tackle one of the most uncomfortable conversations happening in blue collar businesses right now: the holiday bonus. What happens when bonuses have become an expectation rather than a reward? We talk through why delaying bad news creates disengagement, how to communicate with empathy when bonuses aren't happening, and the critical mistake of buying yourself a new Denali while telling employees there's no money for bonuses. Plus, we dive into the difference between base pay increases and true variable compensation, why you should never run bonuses through regular payroll, and how to set up incentive plans that actually motivate your team. Fair warning: We don't agree on everything in this one, but that's what makes it interesting.Highlights:Delaying the bonus conversation creates disengagement and actively encourages your best people to start job hunting during the holidays.The Denali problem where buying yourself a new truck to avoid taxes while canceling bonuses sends exactly the wrong message to your team.Why running bonuses through regular payroll can cost you hundreds in unexpected overtime calculations.The great debate on base pay increases versus variable compensation and which approach actually works for small to mid-sized organizations.Celebrate the wins because forgetting what happened in January through November means you're missing opportunities to build morale year-round.Subscribe to Blue Collar BS for more honest conversations about the tough leadership decisions you're facing right now. Share this episode with a business owner who needs to hear it before next week.Get in touch with us:Check out the Blue Collar BS website.Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Your daily news in under three minutes. At Al Jazeera Podcasts, we want to hear from you, our listeners. So, please head to https://www.aljazeera.com/survey and tell us your thoughts about this show and other Al Jazeera podcasts. It only takes a few minutes! Connect with us: @AJEPodcasts on X, Instagram, Facebook, and YouTube

Cameron discusses the critical role of leadership in medical practices, particularly in the aesthetics field. He emphasizes the importance of evaluating team performance, especially at the front desk, and the need for effective compensation and performance metrics. He advocates for regular one-on-one meetings with team members to foster communication and accountability. He also highlights the necessity of ongoing training and sales techniques to enhance patient engagement and practice culture. He concludes with a call to action for practice owners to take charge of their leadership and team dynamics to build a successful business.Listen In!Thank you for listening to this episode of Medical Millionaire!Takeaways:Leadership is crucial for the success of medical practices.High turnover may indicate leadership issues rather than team problems.Front desk staff are vital revenue generators and should be treated as such.Performance-based compensation can motivate staff effectively.Regular one-on-one meetings are essential for team dynamics.Sales training is necessary for enhancing patient engagement.Ongoing training and onboarding are critical for staff success.A positive practice culture leads to better retention and performance.Metrics and KPIs should guide decision-making in practices.Accountability is key to building a successful business.Medical Millionaire: The Blueprint for Scaling a World-Class Medical Aesthetics PracticeWelcome to Medical Millionaire, the go-to podcast for forward-thinking Medspa owners, Medical Aesthetics leaders, Plastic Surgery & Dermatology practices, Concierge Wellness clinics, and Elective Healthcare entrepreneurs who are ready to scale with intention and operate like a true, high-performing business.If you're building, growing, optimizing, or preparing to exit your aesthetics or wellness practice, this show is your competitive advantage.Hosted by Cameron Hemphill Your Guide to Sustainable, Scalable Growth Your host, Cameron Hemphill, is one of the most trusted growth strategists in Medical Aesthetics and Elective Wellness.With over 10 years in the industry, Cameron has helped scale 1,000+ practices and more than 2,300 providers, working alongside the most recognized KOLs, national brands, EMRs, tech companies, and private equity groups, shaping the future of aesthetics. From marketing to operations, from finance to leadership, Cameron brings a real-world, data-driven perspective on what it takes to turn a practice into a powerful business engine.What This Podcast Is All About: Each episode takes you behind the scenes of the fastest-growing practices in the country, revealing the systems, strategies, and mindset required to win in today's Medical Aesthetics landscape.Expect tactical insights, step-by-step frameworks, and conversations with:Industry thought leadersTop injectors & medical directorsEMR & tech innovatorsOperations expertsMarketing strategistsPrivate equity & M&A advisorsWellness and longevity pioneersThis is where aesthetics, business, technology, and wellness converge. What You'll Learn on Medical Millionaire Every week, you'll access expert guidance to help you scale profitably and predictably, including:Marketing & Brand PositioningCRM + Lead Management SystemsPatient Acquisition & ConversionEMR Optimization & Tech Stack ArchitectureSales Psychology & Consultation MasteryFinance, KPIs, and Practice EconomicsOperational Workflows & AutomationIndustry Trends Backed by Real Benchmark DataPatient Retention & Lifetime Value ExpansionMindset, Leadership & Team DevelopmentWhether you're opening your first location or running a multi-million-dollar enterprise, you'll gain the clarity and direction to grow with confidence. A Show Designed for Every Stage of Practice Growth Medical Millionaire breaks down the journey into four essential stages, showing you exactly how to move from one to the next:Startup – Build the foundation and attract your first wave of patientsGrowth – Scale revenue, expand services, and strengthen operationsOptimize – Increase efficiency, margins, and customer experienceExit – Prepare your practice for maximum valuation and acquisitionIf You're Ready to Grow, This Is Where You Start. Tune in weekly for actionable insights, expert interviews, and the exact playbooks high-performing practices use to dominate their markets. This is the podcast for Medspa owners who want more than a job; they want a scalable, profitable, industry-leading business. Welcome to Medical Millionaire.Let's build your practice into the empire it deserves to be.

In its early days, the Jeffrey Epstein Victims' Compensation Fund was presented as a streamlined, independent mechanism designed to bypass the slow grind of civil litigation and get money into survivors' hands quickly. Administered by Jordana Feldman—who had previously worked on the 9/11 fund—the program was structured to allow claimants to come forward confidentially, submit evidence privately, and receive individualized offers based on the severity and duration of their abuse. The estate touted the fund as a gesture of accountability, emphasizing that survivors would not have to confront Epstein's enablers in court or relive their trauma in adversarial proceedings. Early reporting noted that dozens of women registered almost immediately, and the fund was inundated with initial inquiries, signaling how many victims had remained silent in the shadows of Epstein's power for years.But behind the polished presentation, the fund's formation showed cracks that raised concern among survivors and advocates. Early payouts were contingent on the estate's liquidity, and from the outset the executors—Darren Indyke and Richard Kahn, both longtime Epstein insiders—warned that they might not have enough accessible cash to meet demand. This created immediate skepticism about whether the estate was truly committed to compensating victims or simply attempting to limit long-term legal exposure. Survivors questioned why the very people who helped run Epstein's financial empire were now controlling the purse from which reparations would flow. At the same time, the USVI government voiced concern that the fund's confidentiality provisions could shield key information about the scope of Epstein's trafficking network. In those early months, while some survivors viewed the fund as a path to long-overdue validation, others saw it as a controlled, estate-friendly structure that risked trading truth for expediency.to contact me:bobbycapucci@protonmail.com

PREVIEW — Ken Vogel — High-Stakes Lobbying for Somalia During the Trump Administration. Vogel recounts the story of American lobbyist Robert Strick, hired by the Somali government at $100,000 monthly compensation to preserve U.S. military aid and prevent American military disengagement from Somalia during the incoming Trumpadministration. Vogel documents Strick's dangerous diplomatic mission to Mogadishu, which included exposure to gunfire near security checkpoints, illustrating the extraordinary personal risks professional lobbyists undertake on behalf of clients fearing American strategic abandonment and the geopolitical and security consequences of reduced U.S.engagement and resource commitment. 1932

How do you design compensation that truly motivates and retains top talent?