Podcasts about Compensation

How can organizations today attract—and retain—top talent? In this episode, delve into the dynamic world of compensation with host Kyle Forrest, Empsight's Jeremy Feinstein and Deloitte's Sheila Sever. You'll gain insight into important trends such as pay transparency, specialty incentive plans, benchmarking and more. Tune in now.

Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, on a gracious hello to you, wherever you happen to be today, I am your host, Mike Hingson, and you are listening or watching unstoppable mindset today, our guest is Angela Lewis, and Angela is going to tell us a lot about basketball. That's because she played she played overseas, she has coached and just any number of things relating to basketball, but she's also helped athletes. She is an author, and I'm not going to say anymore. I'd rather she brag about herself. So Angela, welcome to unstoppable mindset. We're really glad you're here.   Angela Lewis ** 02:00 Michael, thank you so much for having me. It's so excited to chat with you.   Michael Hingson ** 02:05 Well, tell us a little bit about kind of the early Angela growing up and all that.   Angela Lewis ** 02:11 Well, I am six foot one inches tall. I've been this tall since I was 12 years old.   Michael Hingson ** 02:17 Hey, you stopped   Angela Lewis ** 02:18 growing huh? I stopped I've been this tall for 30 years. I know it could have spread out a bit. I could have gotten a few inches a year over, you know, time, but no, I grew really fast and stopped. But at six foot, one and 12 years old, I was really uncomfortable and felt out of place most often. And one day, a coach saw me and asked me to come and play on the basketball team. And Michael, basketball found me. I wasn't looking to play. I wasn't looking for a team, hoping to get an nio deal like you know, my kids are doing these days, because it's available. No basketball found me, and it really helped transform me into the person I am today.   Michael Hingson ** 03:03 How? How? So? Why was that   Angela Lewis ** 03:07 I was really I was very insecure, very uncomfortable. I felt really out of place. And basketball gave me this tribe of people who there were other tall girls. I learned how to work really hard. And although I was tall, people thought I was really good or I should be good. So I learned how to work through like not being really good at something, to ultimately playing professionally. And so that really sticks with me today, and learning how to just persevere.   Michael Hingson ** 03:40 Well you, you did really well at basketball. Obviously, I assume at least part of it had to do with height, but there had to be a whole lot more to it than that. You scored over 1000 points, lots of rebounds and so on. So it had to be more than height, though, right? 100%   Angela Lewis ** 03:57 definitely more than height, because I wasn't being I wasn't very good. I wasn't good at all. I was new to the game when I started, and so I missed a ton of shots. I had to learn how to work hard, how to get back up after being knocked down, and really not feeling good the entire time I'm playing. But learning, you know, listening to coaches, all of that played a big role in my overall development and willingness to get up early and get to the gym when no one else was there. That stuff pays off and   Michael Hingson ** 04:30 practice, yeah. Why is it that some people who score lots of points make really great shots are not necessarily good free throwers,   Angela Lewis ** 04:42 free throws. Shooting great free throws requires a different level of concentration. Everyone everything is stopped, everyone's focused on you, and some of it is just repetition and practice. There are people like Shaq who did shoot great from the free throw line. But of course. Incredibly, incredibly dominant.   Michael Hingson ** 05:02 Yeah. Well, he was one of the ones I was thinking of because it's, you know, I don't, needless to say, play basketball, but it just seems to me it ought to be reasonably easy for people who are great shooters to be able to do great free throwing as well. But that's not the case. And I kind of figured, and I think I've heard from a couple of other people, it's a whole different skill, and just because you're a wonderful shooter, it doesn't necessarily at all mean you'll be a good free thrower.   Angela Lewis ** 05:31 No, no, it doesn't. It doesn't. And Shaq was just a unique human in terms of his size and the size of his hand. So Shaq didn't shoot a lot of jump shots. He was often dunking on people or shooting layups or something a bit closer to the basket, where the percentages are even higher than at the free throw line. So it made it a little a little different in his case,   Michael Hingson ** 05:52 well, and you also and then had other people like wilt, Chamberlain, Kareem, Abdul, Jabbar and so many other people. And now what I really love is that we're starting to see that women are being appreciated. I mean, Caitlin Clark and so many other people are and Paige Becker, right? Who you mentioned earlier, Becker, and that is great to see, and I'm glad that that we're starting to see women come into their own, and I hope that that will include, as time goes on, better compensation, so that salaries are similar with male counterparts, because the people who are excellent at the game on from either Sex deserve it,   Angela Lewis ** 06:40 agreed, and it is. It's incredible, Michael, as you said, to see so much visibility and so much attention on women's sports, I think we hit a perfect storm for the women's game with three things, social media. So now you have these young women who have all these followings, who have all these followers, and it just makes sense for brands to align with them, to sell more products, but then also the n, i, L deal is the perfect storm. Now the players can get paid off their name, image and likeness, and it's going to end. The end the controversy with Caitlin Clark and Angel Reese and the national championship a few years ago that just created so much of a media frenzy that it really has helped increase the visibility of women's basketball and other women's sports and for that   Michael Hingson ** 07:29 matter, yeah. Now are women will women's basketball, or is women's basketball in the Olympics?   Angela Lewis ** 07:36 Yes, yes, won the gold this year, Yes, yep. Has won the gold. The USA team is one to go. Yeah, consistently,   Michael Hingson ** 07:45 as it should be, we're we're not prejudice, are we?   Angela Lewis ** 07:49 No, not at all. No, not at all, at all. No, definitely not bias. Well,   Michael Hingson ** 07:55 right? Well, tell me, um, so you were tall at a very young age, as it were, but obviously you had, you had insecurities, but you dealt with them. Was it all because of the basketball or what? What really made you comfortable in your skin?   Angela Lewis ** 08:14 I think what made me comfortable is there were, there's who I was on the court, and then there's who I was off the court. My family, I'm so grateful to come from a family that's incredibly supportive. I had older brothers who played so although they would push me, you know, to be tougher, because I wasn't very tough. Michael, I'm the kid that looked at the butterflies and the squirrels. I was like forced to be aggressive and competitive. But my parents, my mom and dad, are both from Mississippi, and they grew up in a really challenging time, and so I think what helped shaped me was the humility and love from family   Michael Hingson ** 08:58 and comparing notes today. Who's the better basketball player, you or your brothers   Angela Lewis ** 09:05 me, by far. Okay, they may say something different, but if you know, if we just look at the stats, statistically speaking, you know what? Definitely win that one. What do they do today? One of them is, one of them is works at both of them work in education. One is like the associate superintendent of a school district in the St Louis area. The other one is a college professor. So they do, they do, well, I'm proud of them.   Michael Hingson ** 09:37 That's cool. Well, you know, but, but you, you, you did have supportive parents, and that's so important. I mean, I know, for for me, my parents rejected all the comments that doctors and others made when they discovered that I was blind and said, I ought to just be sent to a home. And my parents said, Absolutely not. And I totally i. Hmm, thank my parents for their attitudes, because it it really helped shape who I am today and why I'm able to function. So I, I agree with you, and I I'm glad that you had really good, supportive parents, because it had to be unusual for them to see a six foot one girl at the age of 12,   Angela Lewis ** 10:22 it was very unusual. My mom used to have to take my birth certificate with me to tournaments because people didn't believe that I was as young as I was. In addition, you know, I think Michael playing sports and anything that you're involved in doesn't just impact you and impacts your family as well, for those families who who choose to support their kids through whatever. So my family didn't travel at all, and we went to Memphis, Tennessee and Mount Bayou, Mississippi, because we have family members that live there. But it wasn't until I started playing sports where we started going other places. And so things opened up for not only myself, but for my family as well.   Michael Hingson ** 11:06 Well, it's always nice to have the opportunity to stretch and grow and experience new things   Angela Lewis ** 11:13 100% and it's not always comfortable, but it definitely helps us and shapes us differently   Michael Hingson ** 11:23 well, so you were an NCAA division one. You scored a lot of points. You clearly accomplished a great deal. What did you do that helped create the mindset that made that happen?   Angela Lewis ** 11:40 Environment makes a big difference who you choose to listen to. I feel like, when in any organization, whether it's a sports team or a business or even community organization, what created the mindset is listening to those coaches and those people who have already been through it, but also on like, when things are really hard, when there's preseason conditioning, or there's a report that's due, being willing to say, Okay, I know I don't feel like it, but I'm going to do it anyway. And knowing that when you make mistakes, I remember missing the shot to win a game against Cincinnati and being really down about it, but having a coach come to me and say, It's okay, you got to move on to the next game, the next play, being willing to keep going in spite of making mistakes, that creates that unstoppable mindset. It's not just you, it's the people in your circle as well who can help foster that for you.   Michael Hingson ** 12:36 So that's easy for a coach to say, but how did you internalize it and make that really a part of your psyche?   Angela Lewis ** 12:45 One of the ways that I internalized it, that's such a good question. Michael is visualizing like running through the play in my mind? Think watching the game film, because some of it, so much of growth happens. We can reflect on what didn't go right, what went right, and then be able to make those changes for the future.   Michael Hingson ** 13:10 Well, yeah, and I think introspection and internalization is such an important thing, and all too, many of us just don't, don't take that step back to analyze and think about what we're doing and why we're doing it and and how we're doing it, and what can we do better? And clearly, that's something that you did a fair amount of, and you got answers that worked for you.   Angela Lewis ** 13:38 It's essential in sport. I think that's one of the things that I carry over, is we were forced. I can't sit up here and act like I was introspective before, yeah, but by no means, it's you. You learn and train on what what works, and that's one of the things that really works. And introspection is is critical.   Michael Hingson ** 13:57 How would you take that beyond sports? I mean, clearly that helps you in sports, but I would assume that you would say it helps you in life in general, wouldn't you,   Angela Lewis ** 14:09 absolutely, especially when there's conflict. So for example, I had a situation in my family where I will where I essentially just broke down from giving so much, and I realized that, oh, once I once, I was able to step away from the situation and reflect, I was able to see how I could have communicated better. Oh, I could have created some better boundaries, or maybe I could have planned better. So, so there will always be tension. There's always the potential for conflict, but being able to reflect on it to make sure that you get better in the future is kind of how you can apply those apply that same process to life,   Michael Hingson ** 14:53 yeah, so on the basketball court and so on leaving this. Stats out of it. Do you think that people considered you a leader in terms of just being a team leader, as part of the team, but taking the lead? Or did you even think about that?   Angela Lewis ** 15:16 Oh, leadership is one of those, really, it's layered. So I think I was a leader, definitely a leader in terms of how hard I worked and I and I can say that my teammates respected how hard I worked at this age. Looking back at my, you know, 20 year old self, there are some other ways that I think I could have been a better leader in terms of communication, in terms of accountability, holding others accountable more, holding myself accountable more in some areas. So yes, I would say in terms of just the willingness to put in the work, I think I would definitely been considered a leader, despite the number of points that I scored, but scoring the points helped,   Michael Hingson ** 16:00 if you could go back and talk to your 20 year old self, what? What kinds of things would you tell her?   Angela Lewis ** 16:06 I would tell her. I would tell her three things. First, I would say, show yourself some grace. You already work hard like it's okay, it's okay to make mistakes. You are going to make mistakes. I took mistakes really hard. I would also say, get to know as many people as possible at your university and on your team and in the athletic department. What we know later is that relationships are everything, the relationships that you have, so be more intentional about relationships. And then I would also say, give yourself credit, because as an athlete, and you know, when you're pursuing something, you're never good enough, you're always pushing for the next thing. So I would have celebrated some of the wins a bit more.   Michael Hingson ** 16:52 Yeah, the the only thing to to be aware of, though, is to be careful and not let that, as you would say, go to your head and become egotistical about it. It's important to do. But there's, it's like the fastest gun in the West. There's always somebody faster,   Angela Lewis ** 17:10 yes, 100%   Michael Hingson ** 17:14 now, where did you go to? College?   Angela Lewis ** 17:16 St Louis University. Oh, okay, Billikens. So what made you go there? I went to St Louis University because it was close to home. That was part of it. There were a Nike school. I'm also like the brand of Nike, and it was a great institution. Academically, still is what is your family to be able communication?   Michael Hingson ** 17:39 Okay, that worked out. Well, yes, since being in office,   17:45 exactly so   Michael Hingson ** 17:49 you did you go beyond your bachelor's degree?   Angela Lewis ** 17:52 I did masters at St Louis University as well.   Michael Hingson ** 17:57 Okay, communication,   Angela Lewis ** 17:58 so, yes, okay,   Michael Hingson ** 18:00 and then what did you do after college?   Angela Lewis ** 18:04 After college, went to Germany and played basketball professionally. It was my first time traveling internationally and living abroad, which really changed the core of me.   Michael Hingson ** 18:16 Well, why did you decide to go professional for basketball. That's a little different than a degree in communications, but maybe not so much. But why did you, why did you decide to Go Pro? As it were,   Angela Lewis ** 18:30 it's a rare opportunity, very rare opportunity, to play professionally and to have the opportunity as something I dreamed of once I got to college, and then, honestly, Michael, I would have gone anywhere to play basketball. I love the game so much I would have gone anywhere, so I'm grateful that I had the opportunity.   Michael Hingson ** 18:51 How did the opportunity to go to Germany and play there come about? Were you approached? What happened?   Angela Lewis ** 18:56 It came about because I was looking for an agent, and one of my college coaches, my college the head coach, Jill pazzi, knew someone who had an agent in Germany, and we sent her my game film. We sent the agent my game film, and she said she wanted to represent me, and she had a team there that wanted me to come out and be on the team. And so after I graduated, it was kind of it was very much a waiting game to win it to a person. And so I was really excited when I found out about the opportunity.   Michael Hingson ** 19:37 That's cool. And how did you do compared to to other people on the team and so on? Were you still a high score? Were you still a leader or or not?   Angela Lewis ** 19:52 Michael Germany was really unique, because everyone on my team didn't speak English, so I did well. I. I did well. I scored double digits. Can't remember the exact average, but it was like around 15 or 16 points per game, and I did really well, and was a leader in that way. But it was completely it was a complete cultural shift because of the people from different parts of the world. So it took a different level of navigating than playing. Here.   Michael Hingson ** 20:21 Did you learn German?   Angela Lewis ** 20:24 I Yes, and no little bit yes and no a little bit, Michael, we were part of the contract. Was German classes, and I will never forget, I was in the German class with a woman from Russia who was on my team and a woman from Hungary who was on my team and I, the teacher, asked us to pronounce a word. I can't remember the word. All I remember is I attempted to pronounce the word, and everyone started laughing at me. And it was the first time in my life that I gained the sensitivity for people who attempt to speak another language, because it is really hard. I was so embarrassed, and I was like, Okay, I get it now. So my German is very minimal   Michael Hingson ** 21:11 well, and like a lot of things, if you had started to learn German or any language at a much younger age, you would have probably been a lot better off and more malleable and and learned how to adapt and have that second language, but you weren't learning it after college. So it was a different situation,   Angela Lewis ** 21:33 completely different. You're absolutely right. I did this basketball clinic in monies Columbia a few years ago, and although it was a little different than German, I was able to pick up on Spanish a bit more, and lived in Medellin, Colombia for a few years. But being immersed makes a difference for sure.   Michael Hingson ** 21:54 Yeah, immersion makes a makes a huge difference, because you're you're put in a position where you know you have to learn enough to be able to get by, and you   Angela Lewis ** 22:05 do, yes, well, you said that, I recommend it.   Michael Hingson ** 22:09 You said that going to Germany really changed your total core. How was that?   Angela Lewis ** 22:15 I knew that I would be okay anywhere I was in Germany before there was WhatsApp and zoom, and I was in Germany during the dial up days and the calling card days, yeah. And so being able to navigate the world at a time where you didn't have Google Translate really helped me be comfortable being in uncomfortable settings, because I went to university in the same place that I grew up, so it was my first time away from home in another country, and having to figure it out, and to do that at such a young age, really shifted who I was in relation to where I came from. Yeah,   Michael Hingson ** 23:02 so what did it what did it do to you? Ultimately,   Angela Lewis ** 23:07 ultimately, it allowed me to learn how to rely on others, people that I don't know, because I needed help just navigating how to get from one place to another. It created a sense of curiosity of other people, and a food and culture that didn't exist before, and a level of resilience. There were so many things that went wrong, like losing my bags, getting on the wrong train, getting almost being locked up. I mean, so many things that that went left in that experience that has taught me some resilience of having to continue to push through.   Michael Hingson ** 23:45 Yeah, I went to Israel for accessibe Two years ago, this coming August, and was at the corporate headquarters, and then a cab one day took me back to the hotel, but didn't drop me off at the front of the hotel. And so it was a totally strange area. And I remember even questioning, did they really drop me off at the hotel? But I realized that if I calm down, I can analyze this and figure it out, and I figured out what eventually happened. They didn't drop me off at the front of the hotel. They dropped me off at the entrance of the parking lot, which was on the well underground parking garage, which was on the side of the hotel. But the reality is that that we can do a lot of things if we just focus and don't panic.   Angela Lewis ** 24:38 Yes, ah, that's good advice. Yes,   Michael Hingson ** 24:44 go ahead.   Angela Lewis ** 24:46 Oh no, I was just gonna say being able to relax and control your emotional state really helps you make better decisions.   Michael Hingson ** 24:53 It does, and that's what it's really all about, which is also part of what. So being introspective and thinking about what you're doing is so important at night or whenever you can find the time to do it. And should find the time every day people should. But by doing that, you really look at yourself, and you look at how you react to different situations, and you you figure out, Oh, I could have done this. Or if I just did a little bit more of that, I would have been a better situation. We can teach ourselves so many things if we would choose to do that.   25:29 Yes, yes. 100%   Michael Hingson ** 25:33 well, so how long did you play basketball in Germany? I   Angela Lewis ** 25:38 played basketball in Germany for one season, and then came back to St Louis and got married, which is another that's another podcast, that's another interview, yeah,   Michael Hingson ** 25:50 well, I hope that the marriage is working out.   Angela Lewis ** 25:53 No, it didn't. Oh, but I learned some No, it's okay. I brought it up. No, no, it's okay. I brought it up. But I learned so much from that experience as well. So I came back, got married, and started coaching, and I'm coached in high school and college about NCAA division one, and it was just an incredible experience to stay around the game and post the game and then teach and mentor.   Michael Hingson ** 26:19 Well, you clearly bring a pretty strong personality to the whole thing. And I'm, you know, I'm sure there are a lot of guys who wouldn't cope with that very well either   Angela Lewis ** 26:30 you're right. That's fair. Well, you know, since I saw every story, but no, I'm grateful for that experience in so so many ways.   Michael Hingson ** 26:38 Yeah, well, yeah, there's always lots to learn. So, so you coached high school, you coached College Division One, which is cool. So are you still doing some of that? Or what do you do now?   Angela Lewis ** 26:54 Now I'm not coaching on the court anymore, but I work with a company called Speaker hub, and I am head of operations, and so I lead a team of 24 incredible, incredible professionals who live around the world and help more people get on stages and share their messages. So I'm still coaching, but just not on the court.   Michael Hingson ** 27:19 It's not on the court well, but you learned a great skill.   Angela Lewis ** 27:25 Yes, basketball teaches so many, so many   Michael Hingson ** 27:27 skills, and do you still play basketball occasionally?   Angela Lewis ** 27:31 Every now and then I get out there and I get shots up, I don't play five on five anymore. Yes, I don't train to play and I just don't want to get hurt like a big fear of mine. So I'll still go out there and shoot, and I love it. I'll play course against anybody.   Michael Hingson ** 27:48 Well, yeah, there's, yeah there. There's a whole lot to it. And you're not working on being well in tip top training, in that way like you used to be, which is okay, but you know what you're doing, and that's what really matters. Well, you've coached a lot of people. What lessons did you learn from doing that? And what lessons did you learn from some of the people you coached?   Angela Lewis ** 28:13 From coaching, I've learned that you have to listen. Listening is the most important part of actually coaching, because different people need to be coached in a different way. Everyone gets held accountable, but some people may need more one on one attention. Some people may need more direct communication. Other people may just need you to listen to them and and guide them a bit more. So that's that's what I've learned about coaching, what I've learned from people that I've coached, I would say the there's someone I work with now, Maria. She's our head designer, and she she needs direct feedback about the work that she's doing, more than maybe some other people, feedback is important, but depending on who a person is, they need more feedback and guidance. And so Maria is someone who really loves that direct feedback, whereas some others are are able to work a bit differently. So knowing how to give feedback is something that I've worked on, and that, you know, Michael is learning coaching, coaching. It's always learning. Not only are you helping others, but you're learning from them and their expertise as well.   Michael Hingson ** 29:33 Do you find that there are some people who really ought to get feedback, who just refuse to accept it or refuse to listen to it at all, even though they probably really should.   Angela Lewis ** 29:45 There are some. There are some. When I, when I was coaching college basketball, there were definitely players who just didn't want to hear it, or they thought they had it all figured out. Yeah, so that part is hard in the workplace is a little different because, you know, there's. Compensation associated with performance. But back then, when I coached, it was a little Yeah, there were definitely some kids with egos,   Michael Hingson ** 30:08 yeah, and even with compensation and so on, feedback can help people improve, if they would, but listen,   Angela Lewis ** 30:17 true, very, very true. Thankfully, we have a great team. Everyone's pretty open.   Michael Hingson ** 30:22 That's good. Tell me more about speaker hub?   Angela Lewis ** 30:26 Sure, sure. So we have, we are a speakers bureau where everyone reaches out and pitches to different organizations on their own. So we have a membership where people will get access to over 4 million contacts. We have conferences associations. We have podcasts as well as media outlets where people can pitch and really reach out to share their expertise and about their businesses and grow their business through using public speaking to grow their business. Mm, so we we have a platform that we update literally every week that has the contacts and are able to reach out to search and reach out to people directly inside of our platform.   Michael Hingson ** 31:20 What do you think about this whole concept, since we're on the subject of speaking, of public speaking is one of the biggest fears that people have in this country and probably all over the world. How do we deal with getting rid of that fear? Why do we have it in the first place? I've never had it. I've never been afraid to speak, and sometimes I may not be the first person to speak, but I've never been afraid to speak my mind or to go out and speak. In fact, one of my favorite stories is that after September 11, my first official speech, if you will, came about because a pastor of a church called in New Jersey, and he said, we're going to be doing a service for all the people from New Jersey who were lost on September 11. Would you come and take about five or six minutes and tell your story? And I said, Sure, I'd be happy to, because we were living in New Jersey still at the time. And then I asked, how many people are going to be coming to the to the service, he said, oh, about 6000 so that was my first official public speech. As such, I was used to speaking in a variety of environments, because I had spoken to anything from company boards to IT professionals, and also did speaking at church and so on. But still, 6000 would intimidate a lot of people. It did bother me a bit to do that.   Angela Lewis ** 32:45 That says a lot about about you and your willingness to to share. I think some people are more comfortable, naturally comfortable to your point, others are. It's afraid of judgment. Fear of judgment is real. Fear of having everyone looking at you and hearing you and questioning your your your abilities, is something that people are are really afraid of.   Michael Hingson ** 33:13 So I think it's no go ahead.   Angela Lewis ** 33:17 I think it's something that people can develop more comfortable with with practice that can help, and also getting feedback and practicing in settings that are less than 6000 and gradually working their way up. Yeah,   Michael Hingson ** 33:33 I think, I think, though, least in my opinion, unless you're just a really scroungy individual and so on. Audiences, when you go to speak somewhere, want you to succeed. They want to hear what you have to say, and unless you just can't relate at all, audiences want you to be successful. And I've always had that belief. So that's probably another reason that I have never really been afraid to go out and speak, but after that 6000 person event, I still wasn't thinking of becoming a public speaker, but we started getting so many phone calls, as my wife and I both love to start to say, selling life and philosophy is a whole lot more fun than selling computer hardware and managing a hardware sales team. So by the beginning of 2002 it was clear that that a different window was opening and another door was closing, and it was time to go do something different. And so I've been speaking ever since, and it's it is so much fun to go to places. I've been to to places where event managers have hired me. People within the company have hired me to come and speak. And it turns out, as we talk more when I'm there, they're they were just so nervous, oh, is it going to go well? Is he going to be successful? Is this whole thing going to go well? And one of the things that several of those people have done is they've assumed. Interested me when we sell books afterward, I always like to have somebody who can handle the credit card machine, because I sign books and I brought my little credit card thing. So other people actually do that. And so some of the event, people have just stayed with me. And people come up and they say, what a wonderful talk. It's the best talk we ever heard. So it makes people feel comfortable. But those event people are often times much more nervous than I am, because, because I just feel nervous.   Angela Lewis ** 35:29 I love what you said, Michael, you believe that they want you to do well. And belief is such a powerful part of our lives. What what we believe, makes such a difference. And so the fact that you believe it and and you've done it so much, it brings ease, I'm sure, to some of the event planners over time, because they know that you're going to do well. One   Michael Hingson ** 35:51 of the things that I've learned is that I don't do well at reading speeches for a lot of reasons. The the main one is I like I've found that I do better when I customize the talk, and I'm able to use customization sometimes even right up to in the in the beginning of a speech, customizing it to get the audience to react as I expect them to and when. And I can tell when an audience is reacting positively or is is liking what they're hearing, just by the the subtle movements and the subtle noises that I hear around the the room, and if I'm not hearing some of those things that I expect to hear, then I will change something to address the issue, because I believe that when I go to speak, my job is to relate to the audience, to talk with the audience, not to the audience, and to do everything that I can to draw them in. And so one of the things that that I now tell people is being involved with the World Trade Center, and now we have a whole generation that that has had no experience with it. My job is to take them into the building with me and take them down the stairs with me and get them out with me, as if they were there. And people come up and say, later, we were with you all the way down the stairs, which is so cool.   Angela Lewis ** 37:16 That is That is really cool too. It sounds like you really care about your audience, which is something that makes a difference in terms of someone's comfort, if they think, Oh, this is a this speech is and I'm talking about, Oh, me, but you're carrying people along with you and actually helping them through your storytelling, which makes a difference.   Michael Hingson ** 37:39 Oh, it does make a difference. But I and you said something very, very relevant. It is all about telling stories. And I wish more people would tell stories. I believe, and I believe for years, having gotten a master's degree in physics, that one of the big problems with physics textbooks is they're so dry, they just do all the math and all that sort of stuff. If the authors, who are oftentimes very famous physicists would include a few stories in their books. There would be much better textbooks, and they would attract much more interest from people. But getting people to tell stories is just so hard.   Angela Lewis ** 38:13 Why do you think that is   Michael Hingson ** 38:16 they don't know how they don't necessarily realize that telling stories is a very powerful way to teach. It's just not what they're used to, and they're not enough of us talking about it probably   Angela Lewis ** 38:29 agree. 100% 100% we've we've been talking our whole lives, but telling stories and communicating in a way that connects with others isn't something that comes naturally for most. It takes practice. It   Michael Hingson ** 38:43 takes practice. So it does I believe that the best salespeople in the world are people who tell stories, because when you're talking about a product, but let's say it's a it's a product that a customer really should have, if you can relate to them and with them by telling stories of successes with other companies, or how other companies have used it, or other things that you can determine are the kinds of things that would be interesting to whoever you're selling to, you have a much better chance to actually be successful and Make make the sale that you want to make.   Angela Lewis ** 39:22 Yes, absolutely, we've all heard Yeah, Oh, nope, sorry, you go   Michael Hingson ** 39:27 ahead. No, it's just insane, which is another way of saying, sales is all about storytelling. But go ahead.   Angela Lewis ** 39:34 I was just gonna agree. I'm just agreeing with you on that. If we can get people to really understand and put themselves in in the situation, it makes a difference in their ability to to feel like you understand them and that you can connect and relate,   Michael Hingson ** 39:51 right? And that's what you got to do, and it can be a very positive tool if you do. It right? And not everybody will tell stories in exactly the same way, but that's okay, but you still can learn how to tell stories so that whoever you're talking with can relate to it, and that's what it's about.   Angela Lewis ** 40:13 It absolutely, yeah, absolutely is.   Michael Hingson ** 40:17 Well, so how did you get involved with Speaker hub?   Angela Lewis ** 40:21 I got involved with Speaker hub because I had a PR agency a few years ago, and I was our agency was helping people get on stages, but we were kind of but an agency where we did the pitching for our customers, and we and I built a team and hired people and put systems and processes in place, and the owner of speaker hub asked if our team could basically merge with the company. We weren't speaker hub before the company was called Pitch dB, and we and I built an agency using the software of pitch dB, and our agency was asked to basically merge, because we have the team, we have the operations, and he was great at marketing, is great at marketing and sales. And so our team rolled into this other company. So and then we purchased speaker hub, about eight months later, and so speaker hub, so our team helped grow speaker hub,   Michael Hingson ** 41:27 and how many clients does speaker hub have today?   Angela Lewis ** 41:32 We have over 60,000 people that use our platform. And so speaker hub asked, when we acquired speaker hub, there was Speaker hub was only a speaker page. So for example, Michael like LinkedIn, you can sign up, you can create a profile, and it has all of your information around your speaking topics, your background, your bio. And then we added the this software that allows people to reach out to different organizations, conferences and associations and media outlets. And so over 60,000 profiles are on speaker, hub of speakers from around the world. Wow.   Michael Hingson ** 42:14 And people find it useful, and it's been very successful for them to find engagements and speak.   Angela Lewis ** 42:21 Yes. Yes. There are two amazing things that have happened today. We have customer calls every single day at noon Eastern where people can hop on and learn. We had someone who is an event organizer who came on the call today to let us know about an event that he has coming up, that he's looking for speakers. So there's the organizer side, where organizers are looking and then there's the other side where people are actually pitching and reaching out. So people are getting books. Someone told us today that she got booked for a conference in Kenya, and they're going to all expenses paid to Kenya for her to come out and speak at this conference. So it's wonderful to see people   Michael Hingson ** 43:05 opportunities. Yeah, that's exciting to see that kind of thing happening. Well, you have also written books. Tell me about Tell me about your books.   Angela Lewis ** 43:17 My first book is called The Game Changing assist simple ways to choose success. This book uses the framework of the six vs for success, having a vision, choosing your voices that you listen to, understanding the values to get to that vision, how to make it out of the valley, reaching the point of victory and volunteering. And so that book really takes is for young women to take them on a journey through my experiences, to learn about how to accomplish their goals in life using those six principles.   Michael Hingson ** 43:55 And even though it was written with young women in in mind, just on principle, out of curiosity, do you find that men read it as   Angela Lewis ** 44:03 well? Yes, it's applicable for everyone. At that the time I wrote the book, I was doing a lot of coaching and training young women and running girls groups. So that's why that that group of people was the target. But absolutely, those principles can transfer to anyone.   Michael Hingson ** 44:23 That's cool. So when did you write that one? When was that one?   Angela Lewis ** 44:27 It was released in 2013   Michael Hingson ** 44:29 Oh, okay, then what?   Angela Lewis ** 44:32 Then? Post moves the female athlete's guide to dominate life after college. That book is about mentoring, a lot of success in life for everyone, and is really built on mentoring and having great mentors. When I was a college athlete, the only professionals I knew were my coaches and my professors, and so that book, in that book, I. Interviewed 15 women who all play college sports, who are all doing various things professionally, and the goal was for them to be able to learn about different careers, professions and leadership from women who weren't in their shoes. So that book was really powerful, because it wasn't just my story, it was others as well, which   Michael Hingson ** 45:21 is great. When did that book come out? 2016 okay? And then,   Angela Lewis ** 45:27 yes. And then there, there's a workbook that goes along with my first book, The Game Changing assist. And so that's, that's where we are right now with publications. But I'm working on some I'm working on another one right now, kind of the lessons I've learned over the past decade from from those books. Mm,   Michael Hingson ** 45:48 so very excited about that. When will that one be out?   Angela Lewis ** 45:50 It'll be out this summer. The release date isn't set yet, but it'll be this summer cool.   Michael Hingson ** 45:58 And so you're to talk about all the lessons that you've learned and all the things that have happened and, oh, boy, I'll bet you'll have a lot to say about the pandemic in that one.   Angela Lewis ** 46:06 Oh, the pandemic changed so much for all of us. Yes, that that book is called, tentatively named, um, keep bouncing forward. How to stay confident when life knocks you off your game? Mm, what I've learned the past decade life will knock you off your game, and things don't always turn out the way that you think they will, and you get thrown some curveballs. So try to help my younger self and some and other other people learn. You know, how do you keep going in the midst of challenging times? Yeah, well,   Michael Hingson ** 46:41 there, there are a lot of times that we get thrown curveballs, and we didn't have any control over the curve balls coming necessarily, but it's like anything else. How do we deal with them? And that's what's really important. Do we do we analyze them? Do we find out whether it's a really valuable curveball that we can still hit out of the park if we're going to use another sports analogy, or or what, but we we do need to recognize that things happen, and it's always going to be a question of how we deal with it,   Angela Lewis ** 47:14 always, and it's the only thing we can control. We can't control other people. We can't control the overall situation that we can't control the weather. I mean, there's so many things that we just must most that we can't control. So navigating that and understanding that you still have a choice of a response in the midst of is the overall theme, if we can learn. It's really three parts. It's about learning in the midst of the challenge growing, which comes out of the learning of new things and being stretched and then giving. How do we give to others after we've gone through and and have gained wisdom from it?   Michael Hingson ** 47:58 Well, yeah, one of the things I've said ever since September 11, basically, is that we need to not worry about the things that we can't control. We had no control over September 11 happening, and I've never seen evidence to prove to me that that we could have figured it out, even if all the various departments in the United States government were cooperating with each other. I think that the reality is that the lesson we should learn about teamwork is that a team of 19 terrorists kept their mouth shut and made happen what we all experienced. So we didn't have control over that, but we absolutely have control over how we respond to it and how we deal with it internally, for us,   Angela Lewis ** 48:40 yes, 100% I mean, that was definitely, I mean, forever memorable and very tragic, and that's all we that's all we can control. And the environments that we're around. Who do we listen to in the most difficult times? How do we get back centered when we go through those difficult situations and continue to move forward, because we can't stop. I think, you know, Michael, when difficult things happen, oftentimes we want to, like, shut it all down, but you just can't stop forever. Have to keep going   Michael Hingson ** 49:12 well, and a corollary to that is that we need to always keep learning. I think the people, I think you mentioned it earlier, who say, Well, I already know all this. I don't need to learn anymore. They're the they're the scariest of all, because those are the people that are going to always be left by the wayside.   Angela Lewis ** 49:30 And given this rate of change of technology and the rate of change of things, learning has to be our top priority, because things are always changing. You don't want to be left behind. What do you think of   Michael Hingson ** 49:45 the the the things that we keep hearing in in schools with the advent of AI and chat GPT, the whole issue of students using chat GPT to write their papers and so on, and. What a bad thing that is. As   Angela Lewis ** 50:01 a non parent, I always preface this with anything that has to do with schools and kids. Always say, as a non parent, as an auntie, well, in the business where we use chat GPT all the time, we use it as a tool, yep. And so I think if we don't allow kids to use the tools, then they're going to be left behind. But we can teach them how to use tools wisely and how to fact check to make sure that what they're saying is that the tools are used in their voice and and used in a way that helps them become better at whatever they're doing. But we can't not use it. So I don't have the exact answer, but I think not using it is dangerous as well. Can be dangerous as well. Well, we've talked about this is not, yeah, go ahead. No, I was just going to say it's not going anywhere.   Michael Hingson ** 50:57 We've talked about fear of public speaking and so on. One of the things that I've advocated ever since I first learned about chat GPT and how teachers are complaining that too many students are just letting chat GPT write their papers. My position is, let them let chat GPT do it. The teachers need to adapt and that, I don't mean that in a cold hearted way, but the best thing to do is you can really find out how well students have learned the material or not by if you assign a paper and everybody writes a paper and then turns it in, then take a class period and let everyone have one minute, or a minute and a half to come up and defend their paper, turn the paper in, and defend and then defend the paper, because you're going to see very quickly who just let some system write their paper, or who maybe use the system, but really still wrote the paper themselves and really understands the concepts, and that's what it's really about. And I know that I've seen that even much earlier than chat GPT, I had a physics professor who was in charge of developing the PhD qualifying exam for classical mechanics one year for those people who wanted to become and get get PhDs in physics, and more people failed his exam than anyone else had ever experienced. And the powers that be called him in and were chastising him, and he said, Wait a minute. You don't get it. He said, Look at this paper. This is the exam I give to all of my freshmen in classical mechanics. And here's the exam that we use for the PhD qualifying exam. The only difference between the two was that both had 16 questions that were conceptual, not mathematical in nature, but the PhD qualifying exam had four questions that were clearly solving mathematical equations, Lagrangian dynamics and so on. And the thing that people messed up on were not the four mathematical things, but all the concepts, because physics people spend so much time dealing with the math rather than focusing on the concepts that people never really got them. And the result was that people messed up on the concepts, although they got the math part his test was the same one that his freshman students got. It really kind of quieted them all down. Quieted all the powers down, because they realized, oh, maybe he's not the problem, which is so true.   Angela Lewis ** 53:45 You know you're Oh, nope, no, go ahead. No, I think you're right. I think educators will have to find a way to to ensure that students are still learning while using the technology that exists, yeah, I think that   Michael Hingson ** 54:07 it's a paradigm shift, and chat GPT is creating this paradigm shift, and now what we need to do is to recognize the value of of what it brings. I've written articles, and I use chat GPT when I write articles, but I will look at the ideas that it provides and it and it comes up with things I hadn't thought of, which is fine, and I will include them, but I'm still the one that ultimately writes the articles, and it needs to be that way. And I don't care how good chat GPT gets, it can be the most perfect thing, but it still isn't me, and it never will be,   Angela Lewis ** 54:43 and that ties back into the storytelling. Chat GPT can't tell our stories of our lives. It can't create the experiences that we've had. It can't recreate our experiences. So even in using chat GPT or any any AI software to help write. And we still have to be able to speak authentically to our lived experience, and it can never replace that. It can never replace you. It can never replace our experiences and the impact those experiences can have for others.   Michael Hingson ** 55:14 And that is so true. So for you, we're doing this podcast called unstoppable mindset. What does unstoppable mindset mean to you, and how do you bring it out and make it a part of everything that you do in every day and in your whole life?   Angela Lewis ** 55:32 Unstoppable mindset, to me, means getting knocked down and being willing to get back up and get knocked down again, and being willing to get back up, and more importantly, believing that you can get back up. You're going to miss, to use the sports analogies, you're going to miss shots. You're going to not win every you're not going to win every game, and you're not going to play well every night, every day. Won't be perfect, but if you're willing to keep moving forward and keep pushing forward, then you still have an opportunity to one inspire others, but also to get to your goals, whatever they may be.   Michael Hingson ** 56:08 And the reality is, the more of it you do, the better you'll become. And maybe it'll get to the point where you won't miss any shots and you'll just be perfect, and that's okay, too, as long as you recognize where it came from and why you've been able to attain so well.   Angela Lewis ** 56:26 Yes, yes. And sometimes, Michael, you know, our mindset, looking at others journeys, can help us as well. And it can. It's like, okay, if they can do it, I can do it if, if my parents can. You know, my mom grew up in Mississippi and literally picked cotton. I mean, my mom's 83 years old, and so to be able to see what she's gone through, and for her to have the mindset, to be able to push through and to continue to have faith, well, then I can too. Yeah,   Michael Hingson ** 56:57 and that's and that's as it should be.   Angela Lewis ** 57:01 Yes, we can lean on those stories of mentors or others who've been through challenging situations and use that to crystallize an unstoppable mindset within us as well.   Michael Hingson ** 57:13 And I think that's as good as it gets. And so with that, we've been doing this just about an hour. I think it's time to go off and let you go off. And I don't know whether you've had dinner yet or not, but I haven't, and I know dinner is going to be coming. But more important than that, we've been talking for a while. I don't want to bore people, but I want to thank you for being here, and I want to really tell you how much I appreciate all the the words of wisdom that you have given us and all the things that you've had to say, it's been wonderful, and I want to thank all of you for being with us today. I hope that you've come away with a better commitment to a better understanding of and a better resolve to be more unstoppable than you thought you were. So thank you for all of you for being here and being a part of this. Love to hear what you think, Angela, if people want to reach out to you, how do they do that?   Angela Lewis ** 58:09 If you want to reach out to me, you can find me on LinkedIn, Angela R Lewis on LinkedIn, or you can reach out to me on Instagram. The Angela R Lewis, Michael, thank you so much. I really enjoyed our conversation.   Michael Hingson ** 58:23 Well, it's been fun, and I again, want to thank you all, and I'd love to hear from you. Please feel free to email me at Michael H i@accessibe.com that's Michael M, I, C, H, A, E, L, H, I at, A, C, C, E, S, S, i, b, e.com, or go to our podcast page, www dot Michael hingson.com/podcast, Michael hingson is m, I C, H, A, E, L, H, I N, G, s, o, n, so Thanks all for for being here. Please give us a five star rating wherever you're watching or hearing our podcast today. We love it. If you know anyone else who ought to be a guest on our podcast, Angela for you as well. Please introduce us. We're always looking for people to come on and tell their stories, because I think everyone has a story, and my goal is to give people the opportunity to tell them and inspire the rest of us. So please come on and don't hesitate any of you to introduce us to people who we ought to have on. So again. Angela, I want to thank you for being here. This has been a lot of fun. Thank you, Michael. You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

Compensation isn't just an HR function—it's a core business strategy. In this episode of Comp and Coffee, we look into the pay crystal ball with Rebecca Toman of Pearl Meyer, Ruth Thomas, Chief Compensation Strategist at Payscale, and Sara Hillenmeyer, Payscale's Director of Data Science. Together, they explore how trusted data, AI, and a forward-thinking approach to comp strategy can help organizations not just keep up—but lead. If you care about performance, retention, equity, or executive pay, this episode is your blueprint for aligning comp strategy with long-term business success. 

Compensation has come a long way—from handwritten ledgers and dusty binders to AI-powered insights and real-time salary data. But what does the past teach us about where we're headed? Join us for a nostalgia-packed, future-forward journey through the history of comp, featuring expert reflections from WorldatWork, and predictions from the people shaping the next era of pay. 

The reckoning is here. Once a safe harbor, Big Tech has finally also gone full out on layoffs. Is this a structural shift to employment in Tech? Will the subsequent talent spillover be great for start-ups and entrepreneurship? Will it positively affect other industries?In this episode of Tech Deciphered, we will answer these and other questions in a deep discussion on the Global Tech Labor reset.Navigation:Intro (01:34)Layoffs & RestructuringShifts in Compensation & PerksRise of Fractional, Freelance, and Solopreneur WorkTalent Spillover to Other SectorsGeography & Culture ShiftsConclusionOur co-hosts:Bertrand Schmitt, Entrepreneur in Residence at Red River West, co-founder of App Annie / Data.ai, business angel, advisor to startups and VC funds, @bschmittNuno Goncalves Pedro, Investor, Managing Partner, Founder at Chamaeleon, @ngpedroOur show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news Subscribe To Our Podcast Nuno Goncalves PedroWelcome to Episode 66 of Tech DECIPHERED. Today, we'll talk about the global labour tech reset. Tech and big tech, which seemed immune to any lay-offs, seems now to be under fire. Massive lay-offs over the last 2.5 years, a lot of discussion around the importance of having a computer science, computer engineering background, and so what seemed to be a safe haven for any graduate is now under stress.  Today, we will discuss the structural perspective on what's happening in the market, if this is a long-term trend or not, what has led us to this, and what is next. We'll talk about the rise of fractional freelance and solopreneur work, as well as talk about talent spillovers, and some of the usual geographical dynamics around the space. Bertrand, a huge shift in tech. Bertrand SchmittYes, definitely. It's pretty big. I think it started probably around 2022, once we got some changing interest rates that have a pretty massive impact in stock prices for a lot of companies. At that time, a lot of companies decided, and usually under some pressure, that it was time to be more efficient, to generate more cash. Yes, you want to grow, but not grow at all cost. You have to go efficiently.  That's when we started to see some share price going down and step by step, quarter after quarter. Some change in attitude with a lot of big tech and that has created some impact in term of lay-off from different parts of the business, from the sales team to the DNA, to even engineering R&D.  What is also been happening since 2022, 2023 is a change of focus. A lot of focus is being put in AI. A lot of investment in CapEx is going to AI. At some point, if you want to keep doing all this investing, investments, you might have to get some other part of the business in order to create additional savings to do all the spend you can in AI. There has been more recently a switch. It's not about just efficiency to push all the… But generating the ability to invest in AI. Nuno Goncalves PedroIt's part of a broader movement. Before we step back a little bit and go back in history, even recently, we've heard that there's talks between Meta and a bunch of private equity firms like KKR, Brookfield, Apollo, and others, to actually help in financing data centers. Meta is a gigantic company, so one would assume they have cash to do all these things. Maybe they don't.  To your point, that level of efficiency that is now needed in the market where you need to throw actual money, CapEx, into the building of infrastructure, the building of the core underpins of what you're doing is pretty vital. But let's go back a little bit of a second, and we've talked about it maybe in our early episodes.  Companies like Meta, Facebook back in the day, Google, Alphabet now,

The Epstein Victims' Compensation Fund was pitched as a path to justice, but in reality, it was a carefully managed damage control operation designed to limit financial exposure while silencing survivors. Funded by Epstein's estate, the program paid out just over $120 million to roughly 150 victims—a fraction of the wealth Epstein accumulated through decades of exploitation, manipulation, and financial fraud. Survivors were forced to sign away their rights to pursue further legal claims in exchange for compensation, essentially turning the fund into a hush mechanism. Many of these women endured years of abuse and trafficking under the watch of an international sex ring. To hand them six-figure checks and call it justice is an insult. These were not generous settlements—they were strategic payouts aimed at buying silence and closing the books.What makes it worse is how many of these women came forward long after the world had turned its back on them. They were groomed as children, trafficked globally, ignored by law enforcement, and then told—again—that they were only worth what the estate was willing to spare. Meanwhile, the enablers walked free, the bankers kept their bonuses, and the institutions that supported Epstein's criminal empire never truly paid a price. The fund may have delivered some financial relief, but it did nothing to dismantle the system that allowed the abuse to happen. These women weren't just shortchanged in money—they were shortchanged in truth, accountability, and real justice. The compensation fund was a bandage on a gaping wound, administered by the very machine that helped rip these lives apart.to contact me:bobbycapucci@protonmail.comsource:How Jeffrey Epstein's Estate Shielded Ghislaine Maxwell From Lawsuits - Business InsiderBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

I discuss the ongoing struggle for fair compensation among WNBA players, highlighted by their recent display of unity during the All-Star game. -00:00 WNBA Players Demand Fair Compensation02:52 The Financial Landscape of the WNBA05:42 Future Prospects and Growth of the WNBA-Top 10 Mental Skills Every Athlete Needs to Master Grab the list here: https://t.co/yoaXVzPw9H-This Episode is Brought to you by:GameDay Videos - Professional recruitment videos that help you stand out to college coaches, scouts, and recruiters.Use Code Champions10 for 10% off https://www.gamedayvideos.com/-Champions Adjust Use code CAPod10 for 10% OFF

Linn Bumpers and Martha Thompson discuss the regulatory landscape of PFAS, or Forever Chemicals, under the second Trump administration. They dive into EPA's priorities and recent updates, such as strengthening science, fulfilling statutory obligations, and building partnerships. Key focus areas include changes to reporting requirements under the Toxic Substances Control Act (TOSCA) and potential shifts in regulation under the Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA) and the Resource Conservation and Recovery Act (RCRA). The conversation highlights the evolving nature of PFAS regulations and the implications for various industries.

Christian Sison (https://loisllc.com/attorney/christian-sison/) is amazed by the 19-page letter written by the New York Workers' Compensation Board, denying authorization to a medical provider due to egregious past misconduct. He is joined by fellow Partners, Addison O'Donnell (https://loisllc.com/attorney/addison-odonnell/) and Meisha Powell, (https://loisllc.com/attorney/meisha-powell/) both of whom bring some interesting parallels to the RICO fraud cases brought in civil cases by Tradesman / Roosevelt Road. Applause is due to the Board for exposing truth; have a listen! What is “Third Fridays”? "Third Fridays" podcast is a live, 30-minute legal talk show from Lois Law Firm (https://loisllc.com/) featuring moderator Christian Sison (https://loisllc.com/attorney/christian-sison/). It is the original forum in which real attorneys discuss workers' compensation issues, share their opinions and engage in colorful conversations. The goal of the show is to showcase the diverse perspectives of the attorneys handling workers' compensation cases. Attorneys discuss case law trends, practical litigation strategies, and hot topics. Special Guests: Addison O'Donnell and Meisha Powell.

Expat Chat Episode 146 - Expats Managing Compensation Schemes Welcome to the one hundred and forty sixth episode of the #Expatchat podcasts, where we discuss the latest tax and financial issues affecting an #Australianexpat. In this episode, Atlas Wealth Managing Directors, James Ridley and Brett Evens dive deep into the complexities of equity compensation—a critical topic for globally mobile professionals. From Restricted Stock Units (RSUs) and stock options to Employee Share Purchase Plans (ESPPs), they unpack the tax implications, risks, and strategies every expat should know when navigating company equity abroad. James breaks down why RSUs are often dubbed "Golden Handcuffs," explores how they're taxed in different jurisdictions (with a spotlight on the U.S.), and why tax withholding may not be enough. The duo also highlights timing, vesting schedules, and diversification as key pillars of managing equity wealth, especially for those in tech or with concentrated stock exposure. Whether you're dealing with complex tax rules, wondering when to sell your shares, or trying to reduce your financial exposure to one company, this episode offers  valuable insights. Key Topics Covered: - RSU taxation across borders - Stock options vs. RSUs vs. ESPPs - Risks of holding too much company stock - Diversification strategies and tax efficiency - Currency considerations (USD weakness and global exposure) If you're an expat with equity on your payslip, this one's for you. Tune in and take control of your compensation. Links that we discussed in this episode include: - Upcoming Seminars & Webinars - https://atlaswealth.com/events - Facebook Group - Don't forget to join our Australian Expat Financial Forum Facebook Group - https://www.facebook.com/groups/Australianexpatfinancialforum - Ask Atlas - Have your questions answered on the podcast by clicking this link - https://atlaswealth.com/news-media/australian-expat-podcasts/questions-or-feedback-for-the-expat-podcast/ - Expat Mortgage Podcast - https://atlaswealth.com/news-media/australian-expat-podcasts/expat-mortgage-podcast/ - Weekly Recap Podcast – https://atlaswealth.com/news-media/australian-expat-podcasts/weekly-recap-podcast-4/ If you like the content make sure you let us know by hitting the thumbs up and subscribing. As well as providing some feedback in the comments below. The Atlas Wealth Group was born out of growing demand from Australian expats seeking professional guidance. We are specialists in providing tax, financial planning, wealth management and mortgage services to every Australian expat. Whether you are based in Asia, the Middle East, Europe or the Americas, we have the experience in providing essential financial services to the expatriate community. To find out more about the Atlas Wealth Group visit www.atlaswealth.com. Make sure you connect with us on our respective social media channels: Facebook: www.facebook.com/atlaswealthmgmt  LinkedIn: www.linkedin.com/company/atlas-wealth-management Twitter: www.twitter.com/atlaswealthmgmt Instagram: www.instagram.com/atlaswealthgroup

In this episode of HJ Talks About Abuse, the team explores the newly launched Harrods Compensation Scheme, established in response to allegations against the late Mohammed Al-Fayed. The discussion, led by Alan Collins with colleagues Danny and Hannah, delves into the specifics of how the scheme operates, eligibility criteria, and the importance of legal representation to ensure survivors achieve the justice they deserve. Highlighting both the challenges and benefits of the scheme, this episode aims to provide clarity and support to those affected by these serious allegations.   Who we are: We are a leading, full-service UK law firm.   Since our beginning, we have been led by the things that matter. We care about fighting for the right outcomes. Solving the seemingly unsolvable. Protecting businesses, individuals, and livelihoods. Supporting our people, our communities. Safeguarding our planet.   Looking for a way forward? At Hugh James, challenges – of all sizes – are readily accepted.    Our team of specialist sexual abuse solicitors have helped many people secure sexual abuse compensation. Find out more- https://www.hughjames.com/services/sexual-abuse-claims-and-compensation/     Follow us on socials:  LinkedIn- https://www.linkedin.com/company/hugh-james/  X- https://twitter.com/hj_abuse   Facebook- https://www.facebook.com/abusejustice/    

The boundaries of judicial authority in Canada have been redrawn by a groundbreaking Supreme Court ruling that empowers judges to conduct murder trials without juries—even when prosecutors object. This remarkable case emerged from the early pandemic when COVID-19 made traditional jury trials nearly impossible. A defendant, unwilling to face further delay, requested a judge-alone trial, but prosecutors refused consent. The Supreme Court ultimately sided with the trial judge who proceeded anyway, establishing that protecting a defendant's right to timely justice can override prosecutorial preferences.This ruling fundamentally reshapes our understanding of what falls within a prosecutor's untouchable "core discretion" versus what judges can override to protect Charter rights. Legal scholars are now watching closely to see how this precedent might extend to other prosecutorial decisions previously considered untouchable.Property rights received equal attention through a fascinating case where a regional district built what the court bluntly called an "ugly dam" on part of a 157-acre ranch property in the Kootenays. Though only a small portion of land was taken, it transformed a pristine natural lake into an artificial-looking reservoir with an unsightly rocky dam. The court awarded the owner $340,080 in compensation, reinforcing the principle that the government must pay not just for land taken but for how the taking diminishes a property's overall market value.Most controversial is the Nanaimo murder case, challenging Canada's mandatory 25-year parole ineligibility period for first-degree murder. A man who brutally killed someone with a baseball bat argued that, without the now-eliminated "faint hope clause" (which once allowed parole reviews after 15 years), this sentence constitutes cruel and unusual punishment. Though the judge found the elimination of this clause unconstitutional, the offender still received the full 25-year parole ineligibility due to the brutality of his crime.These cases collectively demonstrate how our legal system constantly balances competing interests—public safety against individual rights, government needs against property ownership, and societal punishment against constitutional protections against cruelty.Follow this link for a transcript of the show and links to the cases discussed.

In additional to salary, bonuses, and medical benefits, deferred compensation is sometimes offered to executive level employees in the form of stock options. Today, John Walker, Regional Vice President, Mercer Advisors, is joined by CERTIFIED FINANCIAL PLANNER® professional Jason O'Meara, Wealth Advisor and Sr. Director, Mercer Advisors. They discuss the importance of properly managing deferred compensation to help ensure maximum financial benefit potential and effective tax treatment. Listening Time: 25 minutes Mercer-Cordasco Disclosure Information Visit Our Website Join Our Email List Additional Mercer Advisors Disclosure Cordasco Financial Network is a tradename. All services provided by Cordasco Financial Network investment professionals are provided in their individual capacities as investment adviser representatives of Mercer Global Advisors Inc. (“Mercer Advisors”), an SEC-registered investment adviser principally located in Denver, Colorado, with various branch offices throughout the United States doing business under different tradenames, including Cordasco Financial Network. Mercer Advisors is not a law firm and does not provide legal advice to clients. All estate planning document preparation and other legal advice are provided through Advanced Services Law Group, Inc.

What is CERCLA, and why does it matter for environmental law and justice? In this episode of People, Places, Planet, host Dara Albrecht sits down with environmental law veterans Mike McLaughlin, Sam Boxerman, and Jack Raffetto to unpack the Comprehensive Environmental Response, Compensation, and Liability Act—better known as Superfund. From the law's dramatic origins in the wake of toxic disasters like Love Canal to its far-reaching liability framework and complex cleanup process, this episode explains how CERCLA works, who's held accountable, and how it continues to evolve. You'll hear about EPA enforcement strategies, the role of community input, and major updates like PFAS regulation. Whether you're new to environmental law or deep in the weeds, this episode offers a comprehensive, engaging breakdown of one of the most powerful environmental laws in the U.S. ★ Support this podcast ★

On this episode of CPF Firewire, we talk with Brian Abney of Orange County Professional Firefighters, Local 3631, a recently retired Fire Captain/Paramedic and trusted resource on workers' comp, about what firefighters need to know and why understanding the system is critical to protecting yourself and your career. Tune in as he shares what led him to take on this role, the lessons he has learned along the way, and how he's helping his fellow firefighters navigate the complex compensation system.

For more than 100 years, the Department of Labor has been managing a workers compensation program that supports federal employees who get injured or ill from work, but over time, that program has faced a number of management challenges. Now Republican lawmakers want answers on how best to reform the program. Here, with more details, is Federal News Network's Drew Friedman.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Varsity Spirit is starting a professional cheerleading league that promises to pay athletes, joining the crowded niche sports market that already includes softball, volleyball, 3-on-3 basketball, lacrosse, indoor football and more, clamoring for both fans' attention and their dollars. Pro Cheer League is billed as the first professional cheerleading league for athletes 18 and older, designed to give cheerleaders the chance to keep competing after college. Bill Seely, president of Varsity Spirit, based in Memphis, Tennessee, sees plenty of opportunity for all these sports to succeed. This cheer league's advantage comes from the sport's growth since the 1970s, along with Varsity's own fan base through its cheerleading, dance team camps, events and shows. “That's going to help us really kind of build this out in a way that is sustainable and will continue to grow not just domestically but globally," Seely said. Varsity Spirit has had more than 80,000 people attend its events. The Pro Cheer League will try to tap into that fan base by competing the same night as other events starting in January in Indianapolis, when competition begins. Each match will feature three periods of competition, with two focusing on cheerleading skills, stunts, basket tosses and tumbling in bracket-style rounds. The final period will feature choreography and music. “We hope a media deal, which we're working on right now, will help kind of bridge beyond the existing fan base," Seely said. “And we're trying to build something that entertains families, friends and gives everyone just a great show that they want to come out to." Best for the cheerleaders will be money for their athleticism. Compensation will include pay, money for travel, lodging and uniforms along with bonuses and prizes. Seely noted stunt is on track for the National Collegiate Athletic Association (NCAA) championship status for women by spring 2027 after being designated an emerging sport in 2023. The International Olympic Committee recognized cheerleading as a sport in 2021. “We just felt like it was the right next step for the activity and to really kind of magnify it to help inspire young people to participate in it,” Seely said. This article was provided by The Associated Press.

Clarence Ford spoke to Kirstie Haslam, partner at DSC Attorneys on SA’s Ambulance Crisis – Who’s Liable When Delays Turn Deadly? Views and News with Clarence Ford is the mid-morning show on CapeTalk. This 3-hour long programme shares and reflects a broad array of perspectives. It is inspirational, passionate and positive. Host Clarence Ford’s gentle curiosity and dapper demeanour leave listeners feeling motivated and empowered. Known for his love of jazz and golf, Clarrie covers a range of themes including relationships, heritage and philosophy. Popular segments include Barbs’ Wire at 9:30am (Mon-Thurs) and The Naked Scientist at 9:30 on Fridays. Thank you for listening to a podcast from Views & News with Clarence Ford Listen live on Primedia+ weekdays between 09:00 and 12:00 (SA Time) to Views and News with Clarence Ford broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/erjiQj2 or find all the catch-up podcasts here https://buff.ly/BdpaXRn Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalkSee omnystudio.com/listener for privacy information.

Esteemed Colleague Pam wants to know about salary band research as she hunts for her next role.   Blog post from Haseem Qureshi: 10 Rules for Negotiating a Job Offer Join the newsletter if you're feeling fancy: askanassistant.substack.com Patreon is another fancy option: https://www.patreon.com/jesslindgren I always love to hear from you: askanassistant.com Book a 1:1 with me: jesslindgren.com/coaching Lay your comments, questions, thoughts, and concerns on me.  Have an awesome week!  xo Jess Want a note from me and my IBM Selectric II typewriter?  Write to me here and I'll type back soon: Jess Lindgren 4465 E Genesee Street STE 114 Syracuse, NY 13214

In this week's podcast, Tara shares the often-overlooked challenges of certification programs. She covers essential tips for safeguarding your intellectual property, defining ownership of materials, and establishing clear guidelines for certified trainers. Learn how to avoid common pitfalls and ensure your certification model enhances your business without compromising your brand.00:00 Introduction and Welcome00:14 The Dark Side of Certification Programs01:07 Protecting Your Intellectual Property03:02 Defining Ownership and Usage Rights09:26 Managing Customer Relationships13:28 Compensation and Benefits16:49 Setting Clear Expectations17:27 Conclusion and Final ThoughtsAbout Me:Hey, it's your host, Tara Bryan. And I am on a mission to help more business owners learn to infinitely scale their businesses by leveraging the power of online without sacrificing the customer experience or results. I like to geek out on all things business strategy, marketing, interactive digital and user experience. This podcast is all about what is working, lessons learned and actionable tips to create and grow a thriving online business. Join us each week as we dive into different strategies, tactics and tips you can apply immediately to your business. To learn more:Find us at https://www.taralbryan.comHere are two ways we can help you create, grow and scale your business:1. Want to package your expertise or become a Scalable Expert? Take our free quick assessment to see how close you are to creating a scalable business.The Scalable Expert Assessment2. ALREADY HAVE AN ONLINE BUSINESS & READY TO INFINITELY SCALE?Download our free 50 Ways to Engage Your Customers guide or Schedule a 30 minute call with Tara to talk about our offers that will help you master the game. Thanks for listening!Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page.Do you have some feedback or questions about this episode? Leave a comment in the section below!Subscribe to the podcastIf you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.Leave us an Apple Podcasts reviewRatings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.To schedule a free discovery call with Tara, click here. Mentioned in this episode:https://taralbryan.com/step/15-learn-to-scale-call

Grocery delivery workers in New York City may soon receive higher compensation. Yesway builds four new Allsup's convenience stores. And retailers are feeling the financial pressure of running a business more than ever.

On the phone-in: Lawyer Jessica Lyle gives advice to listeners about wills and estate planning. And off the top of the show, we hear from Dr Heather Johnson, a past-president of Doctors Nova Scotia. She shares her concerns about a decision by the Worker's Compensation Board of Nova Scotia regarding the way doctors are paid to provide care to WCB clients.

Cab drivers have secured a landmark $271.8 million compensation package for those who have been impacted since the introduction of rideshare services. Taxi Council Queensland CEO Blair Davies told Dean Miller on 4BC Breakfast, "it's cents on the dollar for the losses that the industry has suffered."See omnystudio.com/listener for privacy information.

Compensation is one of the most tangible ways organizations demonstrate value and care for their people. In this encore episode, we revisit a conversation with Susan Griffith Byers, Founder of Church Compensation Services, to explore how fair, strategic pay practices can strengthen culture and support a flourishing workplace. Find full show notes: https://workplaces.org/podcast/451-3-keys-to-developing-a-rewarding-compensation-program Share the love. If you enjoyed this episode, please rate it on Apple Podcasts and write a brief review. https://podcasts.apple.com/us/podcast/the-flourishing-culture-podcast/id1060724960?mt=2   By doing so, you will help spread our podcast to more listeners, and thereby help more Christian workplaces learn to build flourishing cultures. | Follow our Host, Al Lopus, on X https://twitter.com/allopus  | Follow our Host, Al Lopus, on LinkedIn https://www.linkedin.com/in/allopus/ | Email our host at al@workplaces.org      

Parade of Techniques: 1. How to use birthday cards to make a lasting impression 2. How to have 75 qualifying conversations without phoning Ask The Experts: 1. My #1 goal is to “stay new” and my #1 challenge is I have been at this business for 30 years and I'm feeling dissatisfied 2. My #1 goal is to decide if I should take a listing where the Seller is pushing back about offering buyer broker compensation

Welcome to episode #992 of Six Pixels of Separation - The ThinkersOne Podcast. Dave Whorton has spent his career building, backing and reimagining companies, but not in the way Silicon Valley usually does it. As founder of Tugboat Institute and author of Another Way – Building Companies That Last…and Last…and Last (which he co-authored with Bo Burlingham), Dave champions a different breed of business: evergreen companies. These are organizations designed to last generations, rooted in purpose, resilience and profitability… not just hypergrowth and exit strategies. Before this pivot, Dave had a front-row seat to the “get-big-fast” movement as an associate partner at Kleiner Perkins, and he co-founded ventures like drugstore.com and Good Technology. But the treadmill of fast capital and faster exits didn't resonate. He stepped off and sought a more meaningful model, eventually codifying it into the 7 Ps of Evergreen: purpose, perseverance, people first, and more. In this conversation, Dave explores the cultural and economic consequences of chasing unicorns, and what's gained when we celebrate the quiet power of companies in the middle. Those not seeking fame or fortune but focused on sustainable impact. Dave talks about the role of introverted leadership, long-term planning, and what capitalism can look like when it's driven by values rather than valuations. If you've ever felt that the venture-backed startup narrative doesn't tell the whole story or if you're building something you want to last, this conversation might just give you language and hope. Enjoy the conversation… Running time: 1:00:43. Hello from beautiful Montreal. Listen and subscribe over at Apple Podcasts. Listen and subscribe over at Spotify. Please visit and leave comments on the blog - Six Pixels of Separation. Feel free to connect to me directly on Facebook here: Mitch Joel on Facebook. Check out ThinkersOne. or you can connect on LinkedIn. ...or on X. Here is my conversation with Dave Whorton. Another Way – Building Companies That Last…and Last…and Last. Tugboat Institute. Follow Dave on LinkedIn. Chapters: (00:00) - Introduction to Evergreen Companies. (02:47) - The Shift in Capitalism. (05:52) - The Spectrum of Capitalism. (08:55) - The Role of Venture Capital. (11:50) - Defining Scale in Business. (15:08) - The Importance of SMBs. (17:53) - The Seven Ps of Evergreen Companies. (21:13) - Revisiting Venture Capital Models. (23:54) - Celebrating Success and the Power Law. (31:40) - Reflecting on the Journey: The Value of the Middle. (33:14) - The Economic Landscape: Building Evergreen Companies. (34:38) - Historical Perspective: Resilience in Business. (38:15) - The Role of Evergreen Companies in a Changing Economy. (40:19) - Compensation and Value Distribution in Evergreen Companies. (42:29) - Resisting the Unicorn Mentality: A Different Path. (47:31) - From Manifesto to Strategy: The Evergreen Approach. (51:49) - The Culture of Evergreen Leadership: Introversion and Stewardship.

The MCS-90 endorsement is a federally mandated provision that essentially transforms an insurance policy into a tool to protect the public. While often misunderstood, this endorsement isn't about shielding the policy holder, but rather ensuring victims are compensated, even when coverage technically doesn't apply.  If the endorsement requires an insurer to pay for damages that wouldn't have been covered, however, they are not totally without options.  Instead, they are placed in the unusual position of having a claim against their own insured.  On this week's episode, Rebecca and Steve explore the interesting avenues for recovery when an MCS-90 endorsement  results in payment outside of a policy, and how this endorsement allows for recovery from your insured. 

Have you been injured by an Amazon delivery professional in NYC? As a victim, you have several options ahead of you… but hiring Auto Accident Law Group ((877) 959-8744) would be the most beneficial.Visit https://autoaccidentlawyersnyc.com/ today. Auto Accident Law Group City: Brooklyn, NY Address: 3121 Ocean Ave Suite 301, Website: https://autoaccidentlawyersnyc.com/ Phone: +1 877 95 98744 Email: info@autoaccidentlawyersnyc.com

Send us a textThe South Carolina REALTORS Association has revised the contract to address compensation in the contract. Today, I examine those changes but more importantly I look at the "why" behind the changes.  Once we understand the "why" it makes the changes more acceptable and likely to be implemented. I also look at the new Form 555 Home Warranty form.Don't forget to like us and share us!Gary* Gary serves on the South Carolina Real Estate Commission as a Commissioner. The opinions expressed herein are his opinions and are not necessarily the opinions of the SC Real Estate Commission. This podcast is not to be considered legal advice. Please consult an attorney in your area.

July 10, 2025: Christopher Scanzera, Interim CIO at Lurie Children's Hospital, and Judy Kirby, Executive Recruiter at Kirby Partners, join Bill for a discussion around interim roles. With 53% of sitting healthcare CIOs having been in their roles for only three years, what Bill dubs “the great CIO musical chairs,” the conversation dives into the critical differences between interim and permanent leadership roles. What unique qualities does an interim leader need to succeed when they have just weeks, not months, to build relationships and drive results? The conversation explores what it really takes to transition from interim to permanent leadership in today's rapidly evolving technology landscape. Key Points: 01:21 The Interim Leadership Landscape 07:24 Building Organizational Alignment 25:11 Compensation and Workload for Interim CIOs 28:40 Preparing for Full-Time CIO Role X: This Week Health LinkedIn: This Week Health Donate: Alex's Lemonade Stand: Foundation for Childhood Cancer

In this episode, I explore a case study on forward head posture and hypermobility, focusing on chronic neck and shoulder tension. I discuss how movement professionals can support lasting change by prioritizing coordinated movement and somatic awareness over simply correcting posture. I share practical strategies, such as breathwork and targeted exercises, to help clients redistribute tension and improve body awareness. I highlight the importance of understanding individual needs, fostering self-trust, and integrating both structural and functional approaches for sustainable relief and well-being.

In this episode, Greg Lois (https://loisllc.com/attorney/greg-lois/) explores of intersection between medicine and law in workers' compensation, to help enhance your ability to advocate effectively to reduce exposure in LWEC claims. Listen in for an enlightening exploration of the intersection between medicine and law in workers' compensation, and enhance your ability to advocate effectively to reduce exposure in LWEC claims. How to attend these webinars live and ask questions Join us for our monthly webinars on New York and New Jersey workers' compensation law. Register for a New York Workers' Compensation Webinar (https://loisllc.com/webinar-series/new-york-workers-compensation/) Register for a New Jersey Workers' Compensation Webinar (https://loisllc.com/webinar-series/new-jersey-workers-compensation/) Schedules and Information Handout materials are provided in advance of each session. The webinar courses follow the "life cycle" of a claim and correspond to chapters in the Workers' Compensation Handbooks (https://loisllc.com/publications/) offered by the Firm. Disclaimer This webinar is not legal advice! The materials presented by this webinar/podcast and any affiliated website are for informational purposes only and are not offered as legal advice as to any particular matter. No viewer/listener/reader should act on the basis of these materials without seeking appropriate professional advice as to the particular facts and applicable law involved. The materials are not represented to be correct, complete, or up-to-date. Opinions presented by this video/podcast are the opinions of the author. Neither the use of this web site nor the transfer of information to or from this web site shall create or constitute an attorney-client relationship between Greg Lois, the presenter in the video/podcast, or LOIS LAW FIRM LLC and any person. You should not send any confidential information to this web site until after you have entered into a written agreement for the performance of legal services.

In today's episode, we discuss the difference between the Workplace Health and Safety/Occupational Health and Safety regulatory regime and the Workers' Compensation regime in Canada. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Mark Alward (email) (Taylor McCaffrey LLP / Manitoba)Guest Speaker: Jamie Jurczak (email) (Taylor McCaffrey LLP / Manitoba)Support the showRegister on the ELA website here to receive email invitations to future programs.

Damien Tudehope, Acting NSW Opposition Leader, has called for a "toll-free day" after Sydneysiders were left stuck in traffic for hours on Wednesday morning when a four-car pile-up on the Harbour Bridge caused delays.See omnystudio.com/listener for privacy information.

Kgomotso converses with Johan Botes, Partner and Head of Employment & Compensation at Baker McKenzie in Johannesburg, about use of medical certificates in a disciplinary proceeding. The Aubrey Masango Show is presented by late night radio broadcaster Aubrey Masango. Aubrey hosts in-depth interviews on controversial political issues and chats to experts offering life advice and guidance in areas of psychology, personal finance and more. All Aubrey’s interviews are podcasted for you to catch-up and listen. Thank you for listening to this podcast from The Aubrey Masango Show. Listen live on weekdays between 20:00 and 24:00 (SA Time) to The Aubrey Masango Show broadcast on 702 https://buff.ly/gk3y0Kj and on CapeTalk between 20:00 and 21:00 (SA Time) https://buff.ly/NnFM3Nk Find out more about the show here https://buff.ly/lzyKCv0 and get all the catch-up podcasts https://buff.ly/rT6znsn Subscribe to the 702 and CapeTalk Daily and Weekly Newsletters https://buff.ly/v5mfet Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567See omnystudio.com/listener for privacy information.

How to Successfully Hire and Manage a Virtual Assistant for Your Insurance BusinessRunning an insurance practice means juggling countless tasks, and as your client roster grows, so does the need for reliable support. In this week's episode of the Insurance Business Babes podcast, hosts Kathe Kline and Joanna Wyckoff dive deep into hiring virtual assistants (VAs)—sharing years of hands-on wisdom from building their own teams. Here are the best nuggets from their conversation, expanded for our blog readers.Why and When to Hire a Virtual AssistantMost insurance agents hit a breaking point as their client base approaches 300 or more. When that happens, administrative work starts eating into sales time, client service suffers, and time off becomes a dream. As Joanna says, “We girl boss a little too hard to the sun and you start getting overwhelmed.” If you're constantly frazzled or avoiding your ringing phone, it's time to bring on support—before burnout sets in.Where to Find Qualified Virtual AssistantsBoth hosts swear by onlinejobs.ph, a popular platform for hiring VAs from the Philippines. Filipino VAs are known for excellent English, polite customer service, and strong work ethic. Kathe recommends paying a little extra for the six-month support/transition package, giving the VA a local contact to help them adjust and ensuring smoother onboarding for you.Other options include Upwork (especially if you need part-time help), or hiring services like Hire Heroes, which pre-screen and prepare candidates for the insurance industry.Screening and Selecting the Right CandidateTo avoid sifting through hundreds of resumes, Joanna suggests:Requesting a video introduction to gauge English proficiency, personality, and customer-facing skills.Asking for a portfolio if you're hiring for specialized skills (like marketing).Giving clear, specific application instructions to spot high attention to detail.Kathe is a fan of assigning paid trial tasks to top candidates. This hands-on approach shows who's truly capable and reliable.Training & Managing Your Virtual AssistantBefore hiring, spend time recording your processes using screen capture tools. This library of “how-to” videos becomes a training goldmine for your VA—and any future hires. Kathe reminds us never to do one-on-one trainings without recording: “Chances are, you're going to have to hire another virtual assistant someday.”Embrace cultural differences—be explicit with expectations, offer positive feedback, and always have clear agreements regarding pay, 13th month bonuses, and holidays. Tools like Hubstaff or TimeProof help with accountability by capturing regular screen shots of your VA's work.Compensation & RetentionPay competitively, offer regular bonuses, and recognize holidays. Both Kathe and Joanna emphasize generosity—helping your VA feel valued pays dividends in loyalty and performance. Clear key performance indicators (KPIs) and regular check-ins keep everyone on the same page.Final ThoughtsThe sooner you invest in hiring and training a VA, the sooner you'll reclaim your time for sales, strategy, and some well-deserved balance. As Kathe says, “Your life will change for the better from that point forward.”Ready to take your insurance business to the next level? Don't wait—start your hiring journey today!This episode is sponsored by ⁠CertifiedMedicareAgents.com⁠. Use the coupon code BABES2024 for a free lifetime BRONZE membership.

In episode #114, we get into the complex world of reimbursement in the California Workers' Compensation system. Whether you're an injured worker, the family of an injured worker or know someone that has been injured at work, it's essential to understand how the reimbursement  processes work. We break down what expenses are eligible for reimbursement and what you can submit for mileage reimbursement for travel to medical appointments. We also explore the ins and outs of medical provider reimbursements—from treatment approvals to payment delays and billing disputes. You'll learn: What you can add to a mileage reimbursement in CA workers' comp What qualifies as a reimbursable medical expense Tips for avoiding common mistakes that delay payment This episode provides clear and actionable insights to help you get the reimbursement you're entitled to.  

1 Corinthians: A Church Gone Wild - Chapter 9-10Podcast from Nfluence Church | Granger, IndianaFeaturing: Pastor Lucas Miles

1 Corinthians: A Church Gone Wild - Chapter 9-10Podcast from Nfluence Church | Granger, IndianaFeaturing: Pastor Lucas Miles

Olivetheboy's manager faces an ‘Antoa' curse from his baby mama's mother for dumping her daughter after claiming he saw nude photos of her and her ex on her phone. The family is demanding GH₵50K compensation, a nanny, and weekly upkeep. Listen for more!

The Bulletproof Dental Podcast Episode 402 HOSTS: Dr. Peter Boulden  and Dr. Craig Spodak GUEST: Erika Pusillo  DESCRIPTION In this episode, Pete, Craig, and Erika discuss the critical aspects of hiring associates in dental practices, focusing on economic expectations, communication, compensation, cultural fit, and the importance of aligning treatment philosophies.  They break down the need for clarity in communication, understanding the true value of compensation beyond percentages, and the significance of cultural fit in ensuring successful associate relationships.  TAKEAWAYS Communication is more of an art than a science. Clarity is kindness; unclear expectations lead to failed associateships. Compensation should be discussed in terms of take-home pay, not just percentages. Cultural fit is crucial for successful associate relationships. Associates should ask about practice growth and performance history. Hiring should focus on long-term goals, not just immediate needs. Continuous communication is essential to prevent misunderstandings. Hunger and integrity are unteachable qualities in associates. Practice owners should be transparent about financials and opportunities. Shadowing can help assess cultural fit before hiring. CHAPTERS 00:00 Introduction to the Associate Hiring Challenge 01:45 Economic Expectations and Misalignment 10:07 The Importance of Communication in Hiring 15:06 Cultural Fit and Shadowing Days 23:06 Aligning Expectations and Treatment Philosophy 30:14 The Role of Integrity and Hunger in Associates 37:08 Conclusion and Key Takeaways 37:47 Navigating the Associate Hiring Process 40:48 Learning from Mistakes in Hiring 42:51 The Importance of Clarity in Roles 46:58 When to Hire an Associate 52:48 Understanding Financial Implications of Hiring 56:15 Setting Expectations and Communication 01:01:23 The Value of Partnership and Growth REFERENCES Bulletproof Summit Bulletproof Mastermind  

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On Episode 72 of the Astonishing Healthcare podcast, Marsha Perry, Capital Rx's Head of Benefits and Compensation, joins host Justin Venneri in the studio for a conversation about the intricacies of employee benefits, beyond pharmacy benefits! At a high level, she shares her thoughts on setting up a "well-rounded and affordable" benefits package, what should be in the benefits guide, and how to drive app usage and engagement in underutilized programs (a little humor and sharing personal stories almost always helps

Richmond Mayor Malcolm Brodie received more than $300,000 in compensation — a high amount compared to other public servants in the Lower Mainland.   Read the full article here: https://www.coastalfront.ca/read/richmond-mayor-received-over-300k-in-compensation-docs-reveal   PODCAST INFO:

DISCLAIMER: The information in this presentation is provided as education only, with the understanding that neither the presenter nor ENNIS Legacy Partners is engaged to render legal, accounting, or other professional services. If you require legal advice or other expert assistance, you should seek the services of a competent professional. Neither the presenter nor ENNIS Legacy Partners shall have any legal liability or responsibility to any person or entity with respect to any loss or damage caused, or alleged to be caused, directly or indirectly, by the information contained in this presentation.============================================“We want you to help you build a business that is sellable and exit successfully on your own terms and conditions.” - Pat Ennis============================================

Rural news and events from Tasmania and the nation.

Farmers say no to compensation offer

In this episode, I invite you—especially women—to consider pain as a helpful signal rather than an enemy. I describe how pain often points to hidden compensation patterns in the body, not just injury. I encourage gentle self-observation, focusing on movement transitions and listening to your body's cues. By understanding pain as a guide, you can discover new strategies for healing and movement.

In this episode, we tackle one of the most significant financial decisions tech professionals face: knowing when and how to walk away from a job—whether that's to retire or move to another opportunity—especially when equity compensation is in the mix. We emphasize the mental and financial distinction between retiring permanently and transitioning to a new firm. Retirement means permanently stepping away from income and needing a long-term strategy to generate cashflow from your assets. Switching firms, on the other hand, is temporary unemployment with the potential for new income and equity.We walk through how to determine readiness for either scenario. For retirement, it's essential to assess total wealth, stress test sustainable spending, and build a reliable paycheck from assets. For switching jobs, we need ample cash reserves and liquidity, as job searches are unpredictable in length. Equity compensation plays a central role—particularly what we leave behind. We highlight the importance of reviewing company plan documents to understand if retirement will trigger accelerated vesting or forfeiture of RSUs.When it comes to timing, especially for those with stock options or RSUs, planning ahead is critical. If possible, we want to spread taxable events over multiple years to manage the tax burden more efficiently. We also discuss evaluating whether to hold or sell company stock after departure. The decision hinges on one's financial goals, income flexibility, and risk tolerance. Behavioral aspects come into play too—avoiding regret by making informed, goal-aligned choices and not falling into the “shoulda, coulda, woulda” trap.Taxes are unavoidable, but they can be managed with proper planning, especially when dealing with capital gains, ordinary income, and potential AMT from equity compensation. We stress the importance of integrating equity compensation into a long-term financial plan, using it to meet both short-term liquidity needs and long-term diversification goals.Company-specific events like IPOs, mergers, layoffs, or vesting schedules can all influence the decision to leave. Evaluating those triggers through the lens of your goals helps in deciding whether to act now or wait. Lastly, we return to the value of working with a financial planner and the need for intentionality. Walking away—whether to retire or transition—is rarely simple, and it's okay to find the decision hard. To get in touch with Amy and her team at Thimbleberry Financial, call 503-610-6510 or visit thimbleberryfinancial.com.