Podcasts about Compensation

Episode Chapter Summaries Chapter 1: The Cosmic Zipper — From Silicon Valley to Telltale Games (00:01 – 04:13) Anne introduces BAFTA award-winning actor Cissy Jones, listing her massive credits across the video game landscape. Cissy shares her unique origin story, starting not in theater, but in the fast-paced venture capital world of Silicon Valley. Despite an early childhood calling to act, she followed corporate expectations until a profound sense of unhappiness led her to a voiceover school. Cissy introduces her concept of the "cosmic zipper"—that beautiful alignment where life clicks together once you finally uncover your true purpose. Within two years of rigorous study, she booked her first massive multi-character rolepacket as Katya in Telltale Games' The Walking Dead. Chapter 2: The Ultimate Boss Move & The Impact of the Mic (04:14 – 07:47) Anne pauses to highlight an incredible tactical move from Cissy's early days: learning how to engineer audioaudio engineer sessions when she couldn't afford a class ticket, allowing her to stay in the casting room and absorb director feedback through osmosis. Cissy highlights her deep appreciation for characters like Lilith in Disney's The Owl House. She recounts emotional fan interactions at Comic-Cons, where parents and children shared how her character's arc helped them process their own queer or neurodivergent identities, reinforcing the true purpose of human storytelling. Chapter 3: Mastering Storytelling & Leaning Into Vulnerability (07:48 – 11:44) Anne asks Cissy what internal mechanics make a voice actor a master storyteller. Cissy credits her willingness to tap deeply into intense, unshielded human emotion on demand. She offers a crucial piece of advice for talent exploring the character and interactive space: when a script calls for real, raw emotion, do not paint over it with cartoony comedy. Voice actors must lean courageously into authentic psychological vulnerability while carefully managing their own mental well-being when a heavy scene leaves them emotionally drained. Chapter 4: The 3-Second Threat & The AI Wake-Up Call (11:45 – 17:31) The conversation turns to advocacy as Cissy recounts a terrifying experience during the 2021 COVID lockdown. Fans alerted her to AI voice clone platforms generating pornographic content using her vocal likeness from The Owl House. When she demanded a takedown, the platforms refused, citing a complete lack of protective voice laws. Cissy breaks down a jarring technological reality: in 2021, creating a believable vocal clone required roughly 10 hours of studio audio; today, it takes just 3 seconds. She highlights why NAVA is actively working with legislators to target security loopholes, citing an experiment where NAVA co-founder Karin Gilfrey successfully bypassed her personal bank security using an AI clone of her own voice. Chapter 5: Ethovox — Creating a Safe Haven Under Lock and Key (17:32 – 24:03) Drawing on her technical venture capital background, Cissy shares why she refused to sit idly by and instead launched her own ethical AI startup called Ethovox. Unlike predatory public marketplaces that ingest and trade off voice talent data, Ethovox operates as a highly secure, private repository. The company explicitly mandates full actor consent, works hand-in-hand with talent agencies to negotiate fair rates, and refuses to sell baseline training data. Cissy reveals a massive boss move: walking away from a lucrative seven-figure institutional funding offer because the investors admitted they did not care if voice actors survived. Chapter 6: The Fight in D.C. & How the VO Community Can Help (24:04 – End) Cissy praises NAVA's leadership—specifically Tim Friedlander, CKarin Gilfrey, and Matthew Parham—for their relentless, bipartisan legislative efforts in Washington, D.C., to pass protections such aspushes in Washington, D.C. to pass protections like the federal No Fakes Act. She stresses that while Washington politicians may not inherently care about actors, they care deeply about cybersecurity risks and digital identity theft affecting their voters. The episode wraps with an urgent call to action for the VO community to support NAVA through membership dues, alongside an invitation to participate in NAVA's annual Day of Play charity streaming event. Top 10 Boss Takeaways Watch for the "Cosmic Zipper": If you are forcing a career path and constantly meeting friction and exhaustion, step back. When you strike the path you were truly meant to walk, the doors lock into place effortlessly. Immerse yourself through service: If you cannot afford premium training starting out, find alternative ways to be in the room. Learn to engineer, edit, or assist so you can witness directing choices and build organic network connections. Storytelling demands real human impact: Vocal mechanics mean absolutely nothing if your performance isn't reaching past the microphone to touch, change, or validate the human experience of the listener. Don't hide behind a cartoon read: When a script asks for deep psychological weight or heavy sorrow, do not soften the blow with safe, performative humor. Stand confidently in your vulnerability. Acknowledge the 3-second reality: Vocal cloning technology requires as little as 3 seconds of pristine audio—meaning your outgoing cell phone voicemail clip is enough to compromise security systems or clone your identity. AI needs ethical boundaries: Innovation cannot be stopped, but it must be met with the three foundational pillars of advocacy: absolute Consent, fair Compensation, and structural Control over personal vocal assets. Protect your core data: Avoid voice AI platforms that treat your unique biological voiceprint as disposable ammunition to train broader, open-source language models. Reputation over revenue: True leaders know when to walk away. Cissy's rejection of a massive seven-figure check because investors devalued human talent is the ultimate blueprint for protecting your personal integrity over a quick paycheck. Bipartisan framing is key in advocacy: When pushing for systemic change or workplace protections, leave personal political ideologies outside the room. Speak directly to staffers about the universal dangers of digital kidnapping, fraud, and corporate IP theft. A rising tide lifts all boats: Success in this industry is never a zero-sum game. There is plenty of room for creative minds to flourish. Lift your peers up, guard each other's rights, and protect the human element.  

Most CEOs think compensation drives performance. What if it's quietly destroying EBITDA instead? Revenue growth can hide a lot of mistakes. Weak customer segmentation. Transactional selling. Pricing based on competition instead of value. Compensation plans that reward activity while leaking profit. The problem isn't usually effort. The problem is incentive alignment. When sales teams are compensated against the wrong metrics, companies often create more revenue while leaving cash flow, margins, and valuation behind. The damage compounds because growth makes the problem harder to see. The real exposure isn't whether a compensation plan is perfect. It's whether the plan creates behaviors that increase value—or embed costs that surface later when EBITDA, cash flow, or valuation come under scrutiny. Eric Wiklendt from Speyside Equity spends his time evaluating and improving manufacturing and distribution businesses between $50M and $500M in revenue. His perspective comes from seeing how operations, pricing, customer economics, and compensation influence enterprise value long before most CEOs recognize the connection. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this special episode, Pete and Julie are joined by Sarah Severson, Sr. Manager of Compensation at Medline, live from the annual World at Work Total Rewards event in San Antonio, TX, for a practical conversation on how compensation is evolving inside fast-growing, complex organizations. The conversation explores what happens when family-owned and high-growth companies scale faster than their compensation structures, why job architecture becomes a critical foundation for everything downstream, and how M&A, global expansion, and Workday implementations expose the need for common language, cleaner data, and stronger governance.   Pete, Julie, and Sarah talk the practical side of AI in compensation, from using Copilot for Excel and manager communications to experimenting with AI-assisted job grading and market cleanup. Sarah offers a grounded practitioner view on where AI can accelerate work, where human judgment still matters, and why compensation teams must balance innovation with governance, transparency, and manager enablement.   Plus, a candid look at the realities of modernizing compensation in a growing enterprise, and why the future of comp is not just about better data, but better decisions, better communication, and stronger alignment across the business. Connect with Sarah: LinkedIn: https://www.linkedin.com/in/sarah-severson-6498ba1b/ Connect with the show: LinkedIn:  http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0  X: @PeteTiliakos  X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0  WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20  Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward!  G-P ‘Globalization Partners': https://www.globalization-partners.com/  OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Here’s a clear, structured summary of the Sean Ilenrey interview with Rushion McDonald from Money Making Conversations Masterclass, including its purpose, key takeaways, and notable quotes.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Here’s a clear, structured summary of the Sean Ilenrey interview with Rushion McDonald from Money Making Conversations Masterclass, including its purpose, key takeaways, and notable quotes.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Here’s a clear, structured summary of the Sean Ilenrey interview with Rushion McDonald from Money Making Conversations Masterclass, including its purpose, key takeaways, and notable quotes.

DEAR PAO: Payment of just compensation must also be prompt | June 14, 2026Subscribe to The Manila Times Channel - https://tmt.ph/YTSubscribe Visit our website at https://www.manilatimes.net Follow us: Facebook - https://tmt.ph/facebook Instagram - https://tmt.ph/instagram Twitter - https://tmt.ph/twitter DailyMotion - https://tmt.ph/dailymotion Subscribe to our Digital Edition - https://tmt.ph/digital Check out our Podcasts: Spotify - https://tmt.ph/spotify Apple Podcasts - https://tmt.ph/applepodcasts Amazon Music - https://tmt.ph/amazonmusic Deezer: https://tmt.ph/deezer Stitcher: https://tmt.ph/stitcherTune In: https://tmt.ph/tunein#TheManilaTimes#KeepUpWithTheTimes Hosted on Acast. See acast.com/privacy for more information.

Minister Dr. Ernest Hilaire clarifies the transparent relocation and compensation package arranged for local entrepreneur Ms. Marie Farrell in alignment with the Mount Piedmont Beach Park tourism development project.

In the years following Jeffrey Epstein's death, one of the more disturbing revelations about his compensation fund emerged when a self-identified recruiter — referred to in court documents only as “Jane Doe” — attempted to claim money from it. This woman openly admitted that she had helped Epstein recruit underage girls but simultaneously described herself as a victim, saying she had been sexually abused and trafficked by Epstein for more than a decade. Instead of continuing her federal lawsuit against his estate, she withdrew it and pursued a payout through the Epstein Victims' Compensation Program, a fund specifically intended to compensate those exploited by Epstein's network. The move ignited outrage among other victims and their attorneys, who saw it as a grotesque inversion of justice: a recruiter trying to profit from a fund meant to heal the very wounds she helped inflict.The controversy underscored the moral and legal murk that has long surrounded Epstein's empire. His trafficking operation relied on a pyramid-like system in which victims were sometimes coerced into recruiting others, blurring the line between participant and prey. But many advocates argued that this woman's decade-long role as an active recruiter made her claim fundamentally illegitimate. Though her application highlighted the psychological manipulation and coercion Epstein used to control his circle, critics countered that intent doesn't erase culpability. In the end, the episode became another reminder of how Epstein's network corrupted everything it touched — even the very mechanisms meant to deliver justice to his victims.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

As sales organisations face growing pressure to align performance, productivity, and reward, this archive episode with Dr Phil Squire and Frank V. Cespedes feels more relevant than ever. Together, they explore what really drives effective sales hiring and compensation, and why pay alone is never enough to create the right sales behaviours.ORIGINAL SHOW NOTES: This week on The Sales Transformation Podcast Phil is joined by Frank V. Cespedes, Senior Lecturer of Business Administration at Harvard Business School.   Frank has authored several books on sales and marketing, with his most recent work focussing on sales management. In this episode he and Phil explore at two of the most important skills for any sales manager: how to hire great salespeople and how to keep the ones you've got.  Highlights include: [09:14] – Why write another book on sales management when so many already exist? [17:26] – The unique challenges of hiring for sales roles [42:02] – Salespeople need recognition as well as compensation  Frank's latest book, Sales Management That Works, is available to buy on Amazon.  You can find out more about Frank and his previous books on his website.  Connect with Philip Squire on LinkedIn  Connect with Frank Cespedes on LinkedIn  Join the discussion in our Sales Transformation Forum group.  Make sure you're following us on LinkedIn and Twitter to get updates on the latest episodes! Also, take our Mindset Survey and find out if you are selling to customers the way they want to be sold to today.

In this episode of the #DoorGrowShow, property management growth experts Jason Hull and Sarah Hull discuss the launch of the Door Machine, DoorGrow's new growth-focused program designed to help property management companies scale faster by handling the hiring, training, support, and systems behind business development and sales. Breaking down why most property management companies struggle to grow, the biggest mistakes owners make when hiring salespeople, and how having the right systems, accountability, targeting, pricing, and support can completely transform a property management business.   You'll Learn [00:01] Introduction to the Door Machine  [03:20] Why Most Sales Hires Fail  [08:10] The Systems Behind Property Management Growth  [14:40] The Three Keys to BDM Success [21:30] Fixing Targeting, Pricing, and Offers  [31:20] How the Door Machine Partnership Works Quotables "If you have a system that's working, you really don't have a problem." "If you take a good salesperson and plug them into a broken system, it's going to break." "At best, if you're running a company and you are the salesperson, you will always be a shitty part-time salesperson at best." Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Jason Hull (00:01) Five, four, three, two, one. All right, we are Jason and Sarah Hull, the owners of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we've brought innovative strategies and optimization to the property management industry. At DoorGrow, we are on a mission to transform property management businesses, the business owners and their businesses. We want to transform the industry   eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. Now, let's get into the show. All right, so in today's episode, we're gonna be chatting a little bit about the new offer. I think we mentioned it previously, I don't know, on an episode, but we're gonna be talking about the door machine. It's evolved a little bit since then, but we're gonna talk about the door machine, our new offer, our new program for property management business owners that want to grow.   So we had teased in the previous episode, we chatted briefly about it, we never really dug into details. And now we're ready to do that because the door machine is officially live. So if you are interested in growing your property management business and you want growth to just magically happen for you, if you ever think   Jeez, it'd be so nice if I could just miraculously get to like 500 doors, 800 doors, 1200 doors, whatever that number is in your head, and you wanna get there, it would be awesome if it would just like poof and happen. You know the magic wand? Like if you had a magic wand, you could just snap your fingers and have the business of your dreams at whatever size or count that's going to be, then this is for you.   This is going to be for you. Cool. So basically the simple idea of the door machine is we are looking for businesses to basically partner with that we can help grow and scale their business. We will add the doors, you manage them. It's that simple. And we will also help you to be able to keep up with the growth by giving you access to our super system level of our mastermind as part of this deal. So   So the way this works is if you're one of our clients that's gone through the process of cleanup and the rapid revamp and all that then you're probably meet the prerequisites. You've got healthy branding, you've got a healthy website, you've got the right pricing model, we have a very innovative three-tier hybrid pricing model that we install in clients' businesses. You've got maybe financial health going in the business, profit first. ⁓ Some of these, there's some prerequisite basics.   If you do not have all that, you have not been part of our program, we will come out for two days. Two days? we will come in, on how messy your business is, but we'll come out for two days and we will basically rehab your business. We will help redo your branding. We will redo your pricing. We will redo your website. We will redo your, like the whole front end of the business so that we have a really good   program and offer to sell if we're selling people on your property management business. And so we have this launch intensive that we will come out and do. It is not inexpensive, but it is, I believe, ridiculously cheap for the value that we offer at the present because we're because it pays for itself as well. Easily pay for itself. So we will come out and do the process that a lot of our clients do over the first quarter with us. We will do it.   rapidly with you and you need to be open to making changes if you're the right fit for this, but we will come out and do this launch intensive with you at your location. and I will come out. After we get that done, we will then build out the hiring mechanism and we will get a salesperson and the salesperson is going to work for DoorGrow. We will train, coach, support this person in your local market.   and help them to be able to build their own sort of little business, growing your business. And so this is kind of, it's a win-win-win for all three parties. It's a win for this person that's going to build this sort of business, creating growth for your business. It's going to be door grow, being able to manage this relationship and maintain the quality level with this business development manager, this BDM or salesperson and the business owner.   we will coach and support the business owner yourself in making sure that the business can remain scalable as we start adding 100, 200, 300 doors a year to your business so that you don't break. Because this is a big challenge and we've helped a lot of people with this. So how does this work? Well, normally, if you're gonna hire a salesperson, how would this look? So if you do it the right way, then usually you start with creating a...   you create your RDoC, is just a fancy word for job description. You will do some sort of job post somewhere, indeed LinkedIn, wherever that ends up going. Then you start getting applications and you start screening applications. Well, let's skip to the financials because we don't need to tell them the whole process of what we'll do. We're going to. Okay. All right. Here, continue. Then you get to do a bunch of interviews.   and then you bring someone on, you onboard them, you train them, and then you continuously and every single day support them. And that's where, well, in all of that, at various stages, most people fail. Yeah, somewhere. So sometimes they never even create their company culture documents, and then they wonder why they can't hire the right person. Yeah. Sometimes they don't create the right job description, and they wonder why they can't hire the right person.   They don't know how to properly interview and screen candidates. Or when they have the right person and everything has worked out and then they hire this person, then they just kind of throw them in the fire and they go, all right, go do sales. I hope you can figure it out. And there's a little bit of training, but there's really not a system that you can just plug this person into. This salesperson has to figure out and go build a system.   and most of times they don't know how to do that. And then it's not working out and the business owner is upset and the person that got hired is upset because no one is winning and no one is making money. Both parties are frustrated usually with the other one. The person who got hired is upset because they're like you like have nothing. This is a whole   guessing game and nothing is working and I don't know what to do and you also don't know what to tell me to do. And then the sales person or the ⁓ business owner is upset with the sales person because they're going, well, geez, I hired you to be able to figure all of this out and you didn't figure it out. And now I wasted a whole bunch of time and money. And that's why usually it fails. So you can do that. You can absolutely figure it all out yourself. Everything is figured out.   if you learn enough and know enough and figure out, know, if you, if you waste enough time, you can figure it all out eventually. Absolutely. Yeah. Yes. You certainly can. Yeah. Most people don't really have a good system for hiring and definitely not for training because we've seen it again and again where people will hire someone who is great for a sales position and then it doesn't work out.   And then they go, this isn't working. I think I to let this person go. How do I have that conversation? Like, what should this look like? And when should I do that? And why, you know, do I, what do I tell them? Like, why am I making this decision? And usually that's the end result that they get. And then they kind of get to go back to the beginning and they get to reassess and they go, okay, should I try this whole thing all over again?   Or should I just do something different so you can absolutely do that if you know how to do this by all means go do it or You can just push the easy button and let us handle all of that for you including the training and including the support and that's where a lot of people they Just don't want to do it. They don't have a system. That's already built to put a salesperson into   they bring on that salesperson and expect them to build the system. And most salespeople aren't good at building systems. They're good at selling, but they're not good at building a sales system. So if you take a good salesperson and plug them into a broken system, it's going to break. But there's a big disconnect there. So we build the system. We will do the recruiting.   the screening, the interviewing, the onboarding, the initial training, the ongoing training, and all of the support, daily support for these salespeople so that they will consistently learn and grow and get better and sharpen their skills and figure out what is working and what isn't working and how do I double down or triple down on the things that are working so that I can get results as quickly as possible because they're motivated, they want to make money.   Salespeople, they like winning. They want to make money. That's how they win is when they close deals. So the easiest way to like deflate a sales team is to make it almost impossible to close deals. That's what we've noticed. So then we decided to just fix all of those issues on the back end. And instead of leaving it to business owners who are already busy, who if they had the system for growth, they would probably not need a salesperson.   because they already have the system. If you have a system that's working, you really don't have a problem. But a lot of times they don't have a system and they don't have someone who is going to consistently do sales. They usually have somebody who's kind of dabbling in it. Usually it's them. Sometimes they have somebody who's part-time or they have like a real estate agent looking to make some extra bucks on the side. But there's not a real system and there's not real dedication to sales.   And the ones that have a system and the ones that have actual dedication to sales, those are the companies that you see that get two, four, six, a thousand doors. That's why you see that. So that was something that we noticed is, hey, this ends up being complicated for some people and actually probably the majority of people to do. So we just built this system and that is what the door machine does.   So we will handle all of that work for you so that all you need to do is manage the doors that we give you. All right, so let's talk about why this is hard for people. So Sarah brought up several good points about getting a salesperson. We focus on hiring. First, if you're gonna do this yourself, you've gotta make sure you get the right person. That's the first problem to figure out. And the right person has to be the right   They culture fit for the business, otherwise you're not going to trust them. They have to be the right personality fit for the role, otherwise they won't be good at this. They have to be the right skill fit or intellectual fit to be able to develop the skill or talent to be able to do this job. So that's hiring. If they're not all three, they're going to fail. Always do. And if any team members you have right now are not all three, you have to let them go. It's inevitable.   Your business will never be able to grow if you have bad people. The next piece, assuming you get all three of those nailed and you have as good of a hiring system as we do, then the next piece is the BDM or salesperson has to have three key ingredients to BDM success or they always fail. Fail means they aren't making enough money so they quit or they're not making you enough money so you fire them or they're not.   kept, they're too comfortable, so they get lazy. Either way, it's not working, and so they will either quit or you will fire them. And this happens all the time. The issue is not going to companies and getting somebody to help you with hiring. Lots of people help you hire BDMs, but they still fail. And the failure after the hiring piece, if that was done well, is it's not because they didn't have the right personality, it's not because they don't share your values, and it's not because they don't have the skill to do it.   Those companies will usually show them or train them or whatever. It's because of you. That's the tough love. So here's how this works. You have to have these three ingredients. They have to have the right training and strategy. That's number one. If they're doing stupid stuff, if they're focusing on cold leads, digital marketing stuff, all the stuff that you probably are gonna heap on them, you are holding them back and you're giving them low level garbage stuff to deal with, cold crappy leads.   they are not going to be able to grow quickly your business or scale and they're not going to be able to win. So they have to have the right training and the right growth engines that we would help them install. Second, they have to have the right comp structure. If they don't have the right compensation, compensation is incentive. Compensation is motivation for the right candidates, people that don't hate money, that are salespeople.   And if the comp structure is off, they will either get lazy and comfortable because you paid them too well, or they will get lazy and uncomfortable because they'll just get unmotivated because it's not working. ⁓ Or they just won't do the leading activities because you're trying to just make it commission only. There's so many mistakes with compensation and there is a formula for making this work. And we've seen this fail over and over and over again.   They are not motivated, but they are the right personality for this. You designed the role incorrectly, and you probably designed the financial compensation wrong, and that's on you. The third thing you have to get dialed in is accountability. They have to be accountable. If they're not accountable, if you're not, if you are not able to guide them and see where they're stuck and where there's drop-off in their sales flow or in the pipeline, if you can't see it,   They probably aren't seeing it either. And so they will keep doing the same dumb stuff, getting the same dumb result, and you will both be frustrated. And they will give up on this idea of selling property management, and you will give up on the idea. And there's, even before we get to all of these challenges, the three fits for hiring, the three keys to BDM success, there's some fundamental, foundational ingredients for the business that we help clean up that come even before that, where you have to have the right target audience,   A lot of property managers don't have this dialed in. They don't have the right target, which means they're targeting people incorrectly. means probably they're doing digital cold lead marketing, they're doing ads, they're spending a bunch of money. And most companies spend 20 to 30 % of their top line revenue just to bring in leads. And so they're wasting money there and have bad strategy there. The other piece to this is ⁓ you have to have the right   You have to have the right product. A lot of you think you're selling property management and nobody gives a shit about property management. Nobody wants to buy it. Nobody wakes up in the morning and says, man, I'm so excited to buy something today. And somebody says, what is it? What is it, Jason? my gosh, I'm so excited to go buy property management today. You are selling the wrong product. And if you're selling to the wrong audience,   and attracting the wrong owners and the cheapos and the accidentals and all the owners that you don't want because you're doing the wrong tactics and then you're selling the wrong product. Then the third thing is you also probably have the wrong offer and the wrong pricing. And so this is stuff we have to get dialed in. It's foundational. I've never had somebody come to me that had those three ingredients dialed in. We have to get those three dialed in first. Then we dial in the three fits.   Then we dial in the three keys to BDM success. This is the stuff we would come out and help you get done. And we can do it fast because we've done this hundreds of times. We could do this. I've been running DoorGrow for a decade, almost two decades now, almost two decades, over a decade and a And we have expertise in helping people get this stuff dialing quickly. So,   That would be the first part of this. Now, if you're gonna go out and do this yourself, you're then gonna, you get a BDM. All of these things are dialed in. For some reason, you magically figured this all out on your own through trial and error. The next piece is now you've got to pay this person a commission, some sort of commission. And then you're gonna have to spend money on some sort of base. And you've got all of these different things that you've gotta get dialed in correctly. And if you have this done, then you'll probably be adding doors and then,   It'll be working. Here's what how we set up the door machine so that we can take over all this for you. So you'll pay door grow, you'll pay door grow a commission, you'll pay for each door that's added off the first month's rent. You'll pay ⁓ base salary or base dollar amount to door grow ⁓ each month. And as part of that base, we offset   a good portion of that by giving you access to our super system level of our mastermind, which includes all the systems you're going to need in order to scale your business. call the super system and you get access to the in-person events and the cohort and all the amazing people that are in our program. You're then also going to pay instead of paying, spending money on marketing, because you're not going to have to pay for leads and do stupid digital, cold lead, whatever advertising.   Our salesperson is going to be trained in doing this effectively and we'll be generating warmer leads that have a higher close rate. We will handle all that. so DoorGrow residualy will get 20 % of the management fee. Instead of spending 20%, 30 % like a lot of businesses do on your top line revenue, just to acquire new customers and to do digital marketing or ads, you'll spend 20 % of the management fee, which is way less.   For a lot of you, might be if average rent's 2K in a lot of areas throughout the US, your management fee maybe is 10%, which is, or worse, which is typical. ⁓ We'll help you install a better pricing model than that. But you're doing something like that and you're probably getting then $200 on the door. You're making a lot of money on other things, maintenance, whatever, but $200 for the management fee and then door grows, percentage would be 40 bucks, it'd be 20%.   And so $40 and originally designed this so we grow as you grow and this is, you know, a partnership is forever, but we put a cap on it to make this even more enticing. It drops off each door in the door machine that you add that 20 % dies or drops off. So you get a hundred percent of it at the 36 month mark. So three years in it drops off. So that puts a cap on what door grow can make with you depending on how much the BDM can add each year.   And so that caps our upside, which is better for you to make this even sweeter. And so there's a relationship. There's more details to it than that. We'd be happy to send you the offer doc if you're interested in this offer. ⁓ Really who we're looking for generally are 500 or plus companies that have a healthy team, healthy culture, will help you get these initial things cleaned up. You'll pay. ⁓   Okay, we won't mention all the specifics on the dollar amounts, but this is how this works financially. Same thing you would probably have to pay towards a BDM. You'll pay the door girl and we will take care of this for you and growth. This is a good fit for those of you that you have the money right now to go hire somebody and spend money, maybe five grand, six grand a month on a person ⁓ to hire somebody, then financially you probably could afford to do this and it would make sense. If that's not you right now,   and then this is probably not a fit for you. Anything else you want to say about the Dormachine?   So don't just...   if you can afford five or six.   to that. Sure. one. Number two.   No, it's not only this may be a fit for some smaller companies as well. So doesn't mean hey, you know, don't have 500 doors yet. Therefore, I can't do it. You can still do this. It might be a fit for you. I would see if you would benefit from a conversation with our sales team on that to just kind of learn more about it, get more information, get   some of the specifics of the numbers and see, know, hey, what is pressing the easy button on growth actually worth for you? Because your role in this, we handle all of the front end of your business. So growing the business is no longer something that you need to think about or worry about at all. And if you're not sure if this is a fit for you,   if you're wanting to get those first three foundational things dialed in with us, which is the targeting, the product, and the offer. And if you wanna meet with us, we have a three session thing where we will work with you one-on-one, help you get these three things dialed in over three sessions, which is the foundation, and help you figure out what your roadmap and plan might be. It might be joining one of our   different tiers of our mastermind. It might be getting some help with hiring. It might be getting into this door machine. But we have a small, inexpensive offer for that where we will help you get those three things dialed in and help you roadmap the future to figure out what would be the best fit moving forward. We call that the PM Growth Leak Audit, where we audit the leaks that you have right now that are preventing your growth and help you see some of the blind spots that you can't even see   in your business right now, which is why it's been so hard for you to grow. And then we'll help you figure out what the next steps might be that would make the most sense based on what your constraints are related to budget, related to time, investment, whatever. And so reach out to us and just say, hey, I'd be really interested in that audit that Jason mentioned on the podcast. Cool. Anything else we should add? That's it.   this might be for you, it's probably worth at least a...   also say that this will not be for everyone or this will not be for you right now. It might be a later thing instead of a now thing. It might be an everything. You might be able to handle everything all yourself and that's okay. ⁓ What I would also say too is keep in mind that a lot of times people kind of peter out on doing sales after a while.   This is something that will continue to grow the business for you because it doesn't depend on you at all. aren't involved in it. The reality is a lot of our clients, once we help them figure out growth and we get stuff out of them, they start growing stuff themselves. They realize and figure out eventually they either don't enjoy doing the sales or it's creating a really strong constraint in the business. At best, if you're running a company and you are the salesperson, you will always   be a shitty part-time salesperson at best. You don't have full-time bandwidth. And if you don't have a growth problem, then this isn't even relevant to you at all. So if you're having some challenges, then reach out to us. We have a proven track record. We're the best in the world at helping people do this. We've been doing this for almost two decades now. And we can help you get this dialed in. And we want to see you win. We're looking for really good, awesome people.   and humans to be part of our stuff, especially for the door machine and the cohort really of the caliber of people that we've already gotten into the door machine. These are going to be the coolest people. So the cohort aspect of this is another plus. think it's probably the best upside is that you get to be around other people that are experiencing the door grow magic and they're buying, they're growing and they're scaling.   and they're doing things in a different way than the entire industry. And that's what we bring to the table at DoorGrow. So if you want to get your company to not have all the same blind spots and constraints and you want to start innovating your business, reach out to us at DoorGrow. You can check us out at doorgrow.com, schedule a call with us, have a chat. If you'd like a free training on how to get unlimited leads for free, text the word leads to 512-648-4608.   Also join our free Facebook community just for property management business owners by going to doorgro club.com. And if you want tips, tricks, ideas, and to learn about our offers, subscribe to our newsletter by going to doorgro.com slash subscribe. And if you found this episode even a little bit helpful, don't forget to subscribe and leave us a review. We'd really appreciate it. Until next time. Remember the slowest path to growth is to do it alone. So let's grow together.   and you can do that with the door machine for sure. All right, bye everyone.

Thursday June 11, 2026 CalPERS: Top Tier Compensation for Bottom Tier Performance

Watch Us On YouTube! Announcing a new, ongoing benefit for annual subscribers of our Slack community. Annual subscribers receive a free Points Path Alerts subscription OR a 30% discount on Points Path Pro. Airline passenger rights are back in the spotlight, and Europe may be making one of the strongest consumer protection programs even stronger. This week, Ed is joined by Julian Kheel from Points Path to discuss proposed updates to EU261 passenger compensation rules, including new requirements that could force airlines to proactively tell travelers when they're entitled to compensation. They also explore JSX's new premium route between New York and Florida, whether semi-private flying is becoming more mainstream, and why loyalty programs continue to evolve in unexpected ways. Plus, Alaska Airlines signals interest in expanding its loyalty ecosystem, OneWorld adds a new hotel partnership, American Airlines appears to be making award pricing changes with Air Tahiti Nui, and Delta rolls out a new checked bag benefit that may not be quite as generous as it first appeared.   Get hydrated like Ed in Vegas with Nuun Use my Bilt Rewards link to sign-up and support the show! If you enjoy the podcast, I hope you'll take a moment to leave us a rating. That helps us grow our audience! If you're looking for a way to support the show, we'd love to have you join us in our Travel Slack Community.  Join me and other travel experts for informative conversations about the travel world, the best ways to use your miles and points, Zoom happy hours and exciting giveaways. Monthly access Annual access Personal consultation plus annual access We have witty, funny, sarcastic discussions about travel, for members only. My fellow travel experts are available to answer your questions and we host video chats multiple times per month. Follow Us! Instagram: https://www.instagram.com/milestogopodcast/ TikTok: https://www.tiktok.com/@milestogopodcast Ed Pizza: https://www.instagram.com/pizzainmotion/ Richard Kerr: https://www.instagram.com/kerrpoints/ ✈️ What We Cover in This Episode ✈️ EU261 passenger compensation updates • Proposed changes to Europe's passenger rights rules • Why communication may become a bigger focus • Could the U.S. ever adopt something similar? ✈️ The challenge of airline accountability • What happens when flights are delayed or canceled • Enforcement versus policy • Making passengers whole versus getting them moving ✈️ JSX launches a new New York–Florida route • Teterboro to Naples service begins this fall • The appeal of semi-private flying • Why JSX continues to challenge traditional airlines ✈️ Loyalty programs keep expanding • OneWorld partners with Taj InnerCircle • Extending elite benefits beyond airlines • Why travel ecosystems matter ✈️ American Airlines and Air Tahiti Nui awards • Reports of new dynamic pricing • What travelers are seeing so far • Potential impact on AAdvantage value ✈️ United's credit card award discounts • Large mileage discounts for cardholders • A powerful acquisition strategy • How it compares to Delta's approach ✈️ Alaska Airlines wants more flexibility • Discussion around transferable points • Bank of America's potential role • The upside and downside for Mileage Plan members ✈️ Delta expands checked bag benefits • A second free checked bag for some cardholders • Why the change is more limited than expected • Who stands to benefit most        ⏱️ Episode 440 Timestamps 3:35 – EU261 passenger compensation changes explained 7:51 – Should the U.S. adopt similar passenger protections? 12:05 – JSX launches Teterboro–Naples service 18:50 – OneWorld partners with Taj InnerCircle 22:40 – American and Air Tahiti Nui award pricing changes 25:44 – Why partner award pricing may be evolving 27:34 – United's surprisingly large award discounts for cardholders 29:20 – Slack community and Points Path updates 32:07 – Alaska Airlines discusses transferable points 36:31 – Delta's new checked bag benefit arrives      

Cameron is joined by Natalie Peckman, an elite aesthetic ecruiter, and they discuss the challenges of provider recruitment in the aesthetics industry. They explore the importance of social media in finding top-tier talent, the unique recruitment process that involves relationship building, and the significance of effective onboarding and retention strategies. They also delve into compensation models and the need for practice owners to proactively manage their recruitment efforts to ensure growth and success. Listen In!Thank you for listening to this episode of Medical Millionaire!Takeaways:Recruiting top-tier talent is a massive challenge for practices.Many practices misidentify their issues as marketing problems rather than hiring problems.Social media can be a powerful tool for recruitment when used effectively.Building relationships is crucial in the recruitment process.A unique recruitment process involves headhunting rather than traditional methods.The interview process should focus on cultural fit and candidate evaluation.Compensation models should be attractive and incentivize performance.Onboarding and retention strategies are essential for long-term success.Practice owners often wait too long to hire, leading to desperate decisions.Proactive recruitment is necessary for sustainable growth.Medical Millionaire: The Blueprint for Scaling a World-Class Medical Aesthetics PracticeWelcome to Medical Millionaire, the go-to podcast for forward-thinking Medspa owners, Medical Aesthetics leaders, Plastic Surgery & Dermatology practices, Concierge Wellness clinics, and Elective Healthcare entrepreneurs who are ready to scale with intention and operate like a true, high-performing business.If you're building, growing, optimizing, or preparing to exit your aesthetics or wellness practice, this show is your competitive advantage.Hosted by Cameron Hemphill Your Guide to Sustainable, Scalable Growth Your host, Cameron Hemphill, is one of the most trusted growth strategists in Medical Aesthetics and Elective Wellness.With over 10 years in the industry, Cameron has helped scale 1,000+ practices and more than 2,300 providers, working alongside the most recognized KOLs, national brands, EMRs, tech companies, and private equity groups, shaping the future of aesthetics. From marketing to operations, from finance to leadership, Cameron brings a real-world, data-driven perspective on what it takes to turn a practice into a powerful business engine.What This Podcast Is All About: Each episode takes you behind the scenes of the fastest-growing practices in the country, revealing the systems, strategies, and mindset required to win in today's Medical Aesthetics landscape.Expect tactical insights, step-by-step frameworks, and conversations with:Industry thought leadersTop injectors & medical directorsEMR & tech innovatorsOperations expertsMarketing strategistsPrivate equity & M&A advisorsWellness and longevity pioneersThis is where aesthetics, business, technology, and wellness converge. What You'll Learn on Medical Millionaire Every week, you'll access expert guidance to help you scale profitably and predictably, including:Marketing & Brand PositioningCRM + Lead Management SystemsPatient Acquisition & ConversionEMR Optimization & Tech Stack ArchitectureSales Psychology & Consultation MasteryFinance, KPIs, and Practice EconomicsOperational Workflows & AutomationIndustry Trends Backed by Real Benchmark DataPatient Retention & Lifetime Value ExpansionMindset, Leadership & Team DevelopmentWhether you're opening your first location or running a multi-million-dollar enterprise, you'll gain the clarity and direction to grow with confidence. A Show Designed for Every Stage of Practice Growth Medical Millionaire breaks down the journey into four essential stages, showing you exactly how to move from one to the next:Startup – Build the foundation and attract your first wave of patientsGrowth – Scale revenue, expand services, and strengthen operationsOptimize – Increase efficiency, margins, and customer experienceExit – Prepare your practice for maximum valuation and acquisitionIf You're Ready to Grow, This Is Where You Start. Tune in weekly for actionable insights, expert interviews, and the exact playbooks high-performing practices use to dominate their markets. This is the podcast for Medspa owners who want more than a job; they want a scalable, profitable, industry-leading business. Welcome to Medical Millionaire.Let's build your practice into the empire it deserves to be.

Headlines: High Court: Australian government may have to compensate people who were illegally detained One Nation’s anti-Labor fundraising drive brings in hundreds of thousands Neale Daniher farewelled at MCG state funeral Alleged Bondi shooter charged with 19 more offences Oyster farmer elected to run for U.S. Senate New research links iPhone to declining birth rate Deep Dive: The Iran war has escalated again, and the ceasefire has never looked more fragile. In the last 24 hours a U.S. helicopter was shot down over the Strait of Hormuz, leading to further rounds of strikes between the nations. Iran and Israel have also been exchanging fire, and Israel is still conducting an offensive against Lebanon. In this episode of The Briefing, Natarsha Belling is joined by defence and maritime expert Jennifer Parker. Is the Middle East heading back into all-out war? Follow The Briefing: TikTok: @thebriefingpod Instagram: @thebriefingpodcast YouTube: @TheBriefingPodcast See omnystudio.com/listener for privacy information.

On the June 9 edition: After recent violent incidents on MARTA, Atlanta's police chief Darin Schierbaum faces questions; the University of Georgia wins compensation for two of its athletes; Georgia ranks in the bottom half of the country for overall child and family well-being.

Expenses are rising everywhere, and employees and employers alike are feeling the strain. Recruiting and retention is becoming less about who can provide the top dollar, and rather who can provide the best benefits, and most safety. But many of the benefits that help the most, no one knows about. It's up to HR and Benefits leaders to not only build a comprehensive benefits package, but to research and educate both their leaders and employees on how best to utilize what's offered. It's a tough ask, but with so much uncertainty in the world, HR leaders have the chance to make the biggest impact in their employee's lives. On this week's episode of the HR Works Podcast, we'll be looking at part one of our latest benefits webinar, featuring Emma Soy, Founder and CEO of Gentle Shepherd Care, and Creator of Gentle Care Navigator, Matt Totsch, Vice President of Compensation & Benefits, Wabtec and Margaret Wortley, Executive Managing Director, Benefit Services and Payroll, Webster Bank, where we discussed how you can do your total rewards right, and supply your team with the best support available.

Dozens of draft picks and more than a dozen players changed hands as the OHL trade window opened. Among the interesting stories are Brantford's attempts at a quick turnaround and the curse of being a captain in Niagara. Dan and Farwell break it down while trying to answer a modern OHL team's question -- how do you make up for players lost to the NCAA? Maybe it's time for compensatory OHL draft picks to make up for those losses. Or not... What part of Ethan Belchetz's NCAA deal, Barrie's new buyer, or contract extensions in Sudbury did a prominent OHL reporter want to recall? Farwell and Dan have ideas, plus a look into the Inbox, a discussion of USHL expansion, and some news from the OHL combine that Attack fans will love to hear and Sting fans will frown at. And finally, if the OHL wants to prove it's all grown up, it should act that way by hosting a splashy live draft. Period. Email us anytime at ohlpodcast(at)rogers.com. The OHL Podcast is supported by Draft Kings Sportsbook. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Essendon have asked the AFL for compensation after many years at the bottom of the ladder. See omnystudio.com/listener for privacy information.

Mohnish Pabrai's Interview with Stig Brodersen at The Investor's Podcast on March 23, 2026. (00:00:00) - Introduction (00:00:41) - Berkshire Hathaway: Warren Buffett vs. Greg Abel (00:04:39) - Greg Abel vs. Ajit Jain; Compensation at Berkshire (00:08:15) - Investing horizon of 50-100 years; Berkshire Hathaway vs. S&P 500 index (00:09:48) - Running my own company and team; Delegation and structuring (00:12:34) - Pabrai Wagons ETF (00:13:24) - Inner scorecard vs. Outer scorecard (00:16:16) - Investing in Turkey; Micro trumps the macro (00:18:44) - Diversification of portfolio; Walmart (00:21:25) - Constellation Software Services; Mark Leonard (00:25:14) - Frontline; Micheal Burry (00:29:58) - Met coal vs. IPSCO; CONSOL Energy & AMR (00:35:48) - Selling a stock; Walmart and Nifty 50 in 1970's (00:39:49) - Portfolio concentration (00:41:24) - What I Learned About Investing from Darwin by Pulak Prasad; Microsoft & Walmart (00:44:22) - Guy Spier The contents of this website are for educational and entertainment purposes only, and do not purport to be, and are not intended to be, financial, legal, accounting, tax or investment advice. Investments or strategies that are discussed may not be suitable for you, do not take into account your particular investment objectives, financial situation or needs and are not intended to provide investment advice or recommendations appropriate for you. Before making any investment or trade, consider whether it is suitable for you and consider seeking advice from your own financial or investment adviser. Views expressed on Chai with Pabrai are exclusively those of Mohnish Pabrai and not of any affiliated firm or organization.  The interview host is an investor in Pabrai Funds and therefore has a financial interest in the funds' performance, which creates a potential conflict of interest. The host was not compensated for this interview. The views expressed are those of the host and Mohnish Pabrai and do not constitute investment advice or a recommendation to invest. 

Rancho Mesa's Alyssa Burley sits down with Jeremy Hoolihan, Partner with the Janitorial Group, and talk about the state of California's workers' compensation marketplace.Show Notes: ⁠⁠Subscribe to Rancho Mesa's Newsletter⁠⁠.Host: ⁠⁠⁠⁠Alyssa Burley⁠⁠Guest: ⁠⁠Jeremy Hoolihan⁠⁠Editor: Jadyn BrandtMusic: "Home" by JHS Pedals, “Breaking News Intro” by nem0production© Copyright 2026. Rancho Mesa Insurance Services, Inc. All rights reserved.

In this episode, Erik Summers, MD, Chief Medical Officer, Division of Hospital Medicine at the Medical University of South Carolina, joins the podcast to discuss how healthcare organizations can attract and retain physicians through culture, transparency, and personalized recruitment experiences.

In this episode of the Epigenetics Podcast, we talked with Peter Becker from the  Biomedical Center Munich about his successful career in Epigenetics, where he discovered the chromatin remodeler ISWI and dosage compensation complex MOF. Dr. Becker shares thoughts about his postdoctoral work with Carl Wu, where he developed embryo extract systems for studying chromatin assembly and transcription. He explains how work on Drosophila extracts led to the purification of ATP-dependent remodeling factors, including ISWI-related complexes, and how these studies showed that such factors slide nucleosomes and help organize chromatin. We also cover his move to EMBL and later to Munich, where his lab expanded into dosage compensation in Drosophila. He describes work on the MSL complex targeting, MRE sequences, ROX RNA, DNA shape features, and how biochemical reconstitution was used to study how the complex recognizes the X chromosome. Finally, we discuss his later work on TIP-60 and histone acetylation, including acetylome studies, and his reflections on leadership roles at EMBL and on the use of the term epigenetics. He emphasizes that epigenetics should be understood as one layer among genetics, environment, and socialization, not as a replacement for genetics. References Tsukiyama, T., Becker, P. B., & Wu, C. (1994). ATP-dependent nucleosome disruption at a heat-shock promoter mediated by binding of GAGA transcription factor. Nature, 367(6463), 525–532. https://doi.org/10.1038/367525a0 Varga-Weisz, P. D., Wilm, M., Bonte, E., Dumas, K., Mann, M., & Becker, P. B. (1997). Chromatin-remodelling factor CHRAC contains the ATPases ISWI and topoisomerase II. Nature, 388(6642), 598–602. https://doi.org/10.1038/41587 Corona, D. F., Längst, G., Clapier, C. R., Bonte, E. J., Ferrari, S., Tamkun, J. W., & Becker, P. B. (1999). ISWI is an ATP-dependent nucleosome remodeling factor. Molecular cell, 3(2), 239–245. https://doi.org/10.1016/s1097-2765(00)80314-7 Akhtar, A., & Becker, P. B. (2000). Activation of transcription through histone H4 acetylation by MOF, an acetyltransferase essential for dosage compensation in Drosophila. Molecular cell, 5(2), 367–375. https://doi.org/10.1016/s1097-2765(00)80431-1 Akhtar, A., Zink, D., & Becker, P. B. (2000). Chromodomains are protein-RNA interaction modules. Nature, 407(6802), 405–409. https://doi.org/10.1038/35030169 Villa, R., Schauer, T., Smialowski, P., Straub, T., & Becker, P. B. (2016). PionX sites mark the X chromosome for dosage compensation. Nature, 537(7619), 244–248. https://doi.org/10.1038/nature19338 Related Episodes Dosage Compensation in Drosophila (Asifa Akhtar) DNase Hypersensitive Sites and Chromatin Remodeling Enzymes (Carl Wu) The Mechanism of ATP-dependent Remodelers and HP1 Gene Silencing (Geeta Narlikar) Regulation of Chromatin Organization by Histone Chaperones (Geneviève Almouzni) Contact Epigenetics Podcast on Mastodon Epigenetics Podcast on Bluesky Dr. Stefan Dillinger on LinkedIn Active Motif on LinkedIn Active Motif on Bluesky Email: podcast@activemotif.com

Join host Kyle Forrest and Ruth Thomas of Payscale as they discuss the ins and outs of AI enablement within compensation.

In this episode, Erik Summers, MD, Chief Medical Officer, Division of Hospital Medicine at the Medical University of South Carolina, joins the podcast to discuss how healthcare organizations can attract and retain physicians through culture, transparency, and personalized recruitment experiences.

In this episode, Jeremy Janis combines medical insights with legal perspectives, providing a comprehensive understanding of New York Workers' Compensation system for compensating Schedule Loss of Use. Whether you're an attorney, claims adjuster, or healthcare professional, this episode will help equip you with essential knowledge to navigate complex scenarios. How to attend these webinars live and ask questions Join us for our monthly webinars on New York workers' compensation law. Register for a New York Workers' Compensation Webinar 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 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.

If you've been looking for a way to use your clinical skills, stay patient-facing, and make an impact—without the full weight of traditional practice—this episode may open a door you didn't know existed. Today, I'm joined by Dr. Purvi Mehra, who shares her unexpected path from fellowship into clinical research and ultimately building and selling a thriving research company. We explore what the principal investigator role really looks like, why it's far more clinical than most physicians assume, and how you can get started even without prior research experience. If you're looking for a flexible path that allows you to stay patient-facing while shifting out of traditional practice, this conversation opens a fascinating and often overlooked opportunity. In this episode we're talking about: What a principal investigator actually does day to day in clinical research Why private clinical research is more patient-facing than you might think How Dr. Mehra transitioned from fellowship to building and selling a research company The different types of clinical trial settings and what to expect in each Who this role is a good fit for and the skills you already have that apply How to find opportunities even if you have no research background Compensation insights and what physicians can expect in these roles Links for this episode: Dr. Purvi Mehra's Website Dr. Purvi Mehra's LinkedIn Exit With Intention - A book for healthcare business owners considering an exit by Dr. Purvi Mehra If you would like some confidential help with your career situation, I offer an hour-long paid consultation via Zoom. This session may be all that you need to gain clarity and have some steps for moving forward. If after this consultation you prefer additional support, there is the option of doing one of my coaching programs (subject to availability). For more information including pricing please reach out to Kati at team@doctorscrossing.com. Thank you for listening!

(00:00) Zolak & Bertrand react to the A.J. Brown trade becoming official. (10:50) The guys continue talking about Brown, and whether or not the draft compensation was too much. Did ownership sign off on it? (24:13) Zo and Beetle react to Phil Perry saying the price for Brown was an “overpay.” Zo also talks about how Brown will change the Patriots offense as a true No. 1 wide receiver. (33:09) The guys grab caller reactions following the trade. They also revisit the 2019 wide receiver draft class. Please note: Timecodes may shift by a few minutes due to inserted ads. Because of copyright restrictions, portions—or entire segments—may not be included in the podcast.For the latest updates, visit the show page on 985thesportshub.com. Follow 98.5 The Sports Hub on Twitter, Facebook and Instagram. Watch the show every morning on YouTube, and subscribe to stay up-to-date with all the best moments from Boston's home for sports!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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

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

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

AP Washington correspondent Sagar Meghani reports the Trump administration says it will comply with a federal judge's order to temporarily halt its 'anti-weaponization' fund.

As compensation for Myles Garrett is revealed (Jared Verse, 3 picks), the audience reacts to blockbuster deal and ramifications for the NFC West as best pass rusher in the game heads to LASee omnystudio.com/listener for privacy information.

Gene & Tim come to grips as the details for the Myles Garrett trade are now official.

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

In today's episode, we hear from Joyce Russell, the Helen and William O'Toole Dean of the Villanova School of Business (VSB) from 2016 to 2023. Under her leadership, her college strengthened faculty research output, enhanced student programs, upgraded facilities, and established programs aligned with Villanova's Augustinian mission. She expanded alumni efforts and employer connections with the college, while driving fundraising and celebrating the school's centennial year. Today, Joyce has rejoined Villanova's faculty as Dean Emeritus and serves as a Professor of Management and Operations. Joyce is also a Licensed Industrial & Organizational Psychologist and Executive Coach. For over three decades, Joyce served as an executive coach in the c-suite. More interestingly though, she has extended her practice over the last decade to also spend time coaching business school deans and provosts. In addition, Joyce has also set up a new program in collaboration with AACSB called “The Dean's Journey” which we will hear about in this episode – a program intended to help deans as they start new deanships. Joyce lends her expertise on several subjects, including:- internal vs external salary negotiation- the right time to negotiate- the renewal process- the importance of getting it in writingLearn more about Joyce Russell.Comments/criticism/suggestions/feedback? We'd love to hear it. Drop us a note.Thanks for listening.-Produced by Joel Davis at Analog Digital Arts--DEANS COUNSEL: A podcast for deans and academic leadership.James Ellis | Moderator | Dean of the Marshall School of Business at the University of Southern California (2007-2019)David Ikenberry | Moderator | Dean of the Leeds School of Business at the University of Colorado-Boulder (2011-2016)Ken Kring | Moderator | Co-Managing Director, Global Education Practice and Senior Client Partner at Korn FerryDeansCounsel.com

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

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

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

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

AP correspondent Donna Warder reports on how much CEOs are now making.

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

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

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

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

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

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

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

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

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