Podcasts about development team

Join Rachel, Sarah and Lucy as we celebrate those people who change the world, be it campaigning for the right to medical treatment, supporting other parents, breaking down barriers, or just making a nuisance of themselves to get the voices of disabled people heard. On this week's episode we open up by reflecting on some of the world changers we know*, and reflect on why and how this is different for the disability community. Rachel is then joined by Hannah Deacon, whose dedication to campaigning for patients' rights succeeded when the law changed on 1 November 2018, which led to cannabis becoming legal as a medical treatment. Her successful campaign on behalf of son Alfie Dingley, who lives with a rare and severe form of epilepsy, led to his doctors receiving the first schedule one license to prescribe whole-plant cannabis in the UK. You can find more about Hannah and her work at her website. *As promised - Sarah's World Changers: Lynne Elwell who  works with Julie Stanfield who is the CEO at In Control and developed Partners In Policy Making Jayne Leeson - CEO at  Changing Our Lives Lynne James Jenkinson - CEO at North West Training and Development Team  (NWTDT)  also a parent to many including an amazing young woman with Downs Syndrome. Robert Punton - poet and disability rights campaigner, who Sarah Met through  The Alliance for Inclusive Education Joe Whittaker - Joe died a couple of years ago but was a passionate campaigner and all round incredible human. He was a lecturer at Bolton uni and included MANY people who would not have had access to higher education without him. Martin Routledge - convener at  Social Care Future and an EXCELLENT Elvis impersonator Janet Cobb - started the learning disability email network many many years ago. Was at NWTDT and worked with Lynne Elwell for a long time Dave Hingsburger- one of the most influential people I have ever heard speak -Friends Not Family Samantha Clarke - Learning Disability England Debra Moore  - first met when she was the health lead for Valuing People. Now provides consultancy. She is bloody brilliant and well worth connecting with Helen Laverty - started  Positive Choices many years ago.  The Trio also discuss Single Case Experimental Design which you can find more about here or by watching this video. Thanks to the lovely folk at Jiraffe for sponsoring this week's episode. You can find more about them and their work here. We'd love to hear from you – we love sharing stories, we love hearing how things are going, the good, the bad, the snotty-crying ugly. You can leave a message with us in a number of ways: Firstly you can leave a message using speakpipe here: SpeakpipeTSWU  (Please note calls need to be limited to 90 seconds) You can send us a voice note from your phone to our email address at tswupodcast@gmail.com Or, if the thought of hearing your own voice gives you ‘the ick', then send us an email to tswupodcast@gmail.com Whatever way you choose to get in touch, we really want to hear your thoughts, views, musings, rants and confessions (we love a confession!) . Thanks for listening and being a part of our podcast community -It would make our day if you could like, follow and review the podcast wherever you listen.  We're so happy that The Skies We're Under is a free, independent podcast. Any sponsorship received is used to cover the costs of the production of episodes and compensate our valuable guests for their time. The hosts provide their time and efforts for free. They do, however, appreciate any offers of caffeination to keep them going – you can buy them a cuppa here…   Follow us on Instagram @BornatRightTime. Head to www.bornattherighttime.com to find a parent workshop or CPD-certified training for practitioners in communication, collaboration and personalised care with parents/carers.

Don't get to the end of this year wishing you had taken action to change your business and your life.Click here to schedule a free discovery call for your business: https://geni.us/IFORABEShop-Ware gives you the tools to provide your shop with everything needed to become optimally profitable.Click here to schedule a free demo: https://info.shop-ware.com/profitabilityUtilize the fastest and easiest way to look up and order parts and tires with PartsTech absolutely free.Click here to get started: https://geni.us/PartsTechTransform your shop's marketing with the best in the automotive industry, Shop Marketing Pros!Get a free audit of your shop's current marketing by clicking here: https://geni.us/ShopMarketingPros In this episode, Lucas and David are joined by Andrew McAllister, Michael Broschart, and Stevon Wright from the Shop-Ware Development Team. Andrew shares insights on the importance of being candid with customers about software updates and timelines. Stevon talks about the challenges of stepping into a role where the code needs to be extended and maintained without compromising performance. Michael highlights the significance of understanding shop owners' workflows and communicating effectively to improve Shop-Ware features. This episode offers a deep dive into the behind-the-scenes development process at Shop-Ware.00:00 Podcast Feedback Via Facebook Messages09:42 "True Automotive Hobbyists?"14:55 Off-Road Mishap and Rescue19:02 Passion for Cars and Networking25:17 Parenting Reflection and Understanding28:08 "From Big Corp to Dream Job"33:16 Adapting to New Software39:18 Network Capacity and Communication Issues46:47 Identifying Pain Points for Solutions49:44 Unifying Shopware Experience56:55 Seamless Financing Solution Launch Timeline01:02:08 Shopware Feature Enhancements Request

We dive deep into the 2026 Ski-Doo Summit X, Summit Expert and Freeride (among other models) with guests Carl Kuster, Steve Martin, Jeremy Mercier and Dave Norona from the Ski-Doo ambassador team, as well as Frederic Desjardins and Vincent Duschenes from the Ski-Doo engineering team. We took questions from our social media followers and asked them to this crew.

Heute nehme ich euch mit aufs Rennrad! Mein Gast ist Tobias Müller, ein aufstrebendes Talent aus Hagen, der seinen ersten Vertrag bei einem Development Team unterschrieben hat.

Solid pitches sell screenplays. Join us to watch pitches delivered to Creative Executives at prominent companies and hear live feedback. Learn the DOs and DON'Ts of great pitching, so you'll be prepared when you're in the room! Caroline Dillingham is the Chief Executive Officer of Morning View Entertainment LLC, where she leads the company in its mission to discover and develop compelling stories from across the United States, with a focus on creating content for the North American audience. Under her leadership, Morning View Entertainment is dedicated to producing impactful, culturally relevant stories that resonate with diverse viewers. A writer at heart, Caroline has written and co-written three feature films, bringing her creative vision to life both in front of and behind the camera. Prior to founding Morning View Entertainment, she served as President of Power On Digital for eight years, where she led the development of digital strategies and content initiatives. She also held the position of Lead Content Developer at Lions Road Productions for four years, working on a variety of innovative media projects. Caroline is a proud graduate of the University of Boulder at Colorado and has been a regular speaker at UCLA, sharing her expertise on marketing, business operations, and entrepreneurship. Neal Ludevig is a producer, director, and entrepreneur credited across fiction and nonfiction. He is most known for producing the 50th Year Anniversary of Black Woodstock (connected to the “Summer of Soul” documentary), the Winter Jazz Fest concert w/Maurice Brown and Anderson, Paak (on Quincy Jones' Network), the acclaimed mini-series “Insomnia”, among others. He was awarded the Rainin Grant by SFFilm, was a finalist for the 2022 Sundance Producers Fellowship, won the 2023 LES Film Festival's "Stay Indie" Project, and was a top 10 Finalist for the 2023 Tribeca Film Festival Untold Stories Competition. He leads Snarky Elephant Productions as its Chief Creative Officer, hosts the podcast "Leave Looking Up", founded the media agency Moon31, and is the Executive Producer for the Revive Big Band's 1st album, a 20+ piece big band with a combined 27 Grammy wins and nominations by its group members, led by the current MD for Ms. Lauryn Hill. Neal is a Grammy member, was named an Emerging Leader by the Association of Performing Arts Presenters, awarded a Congressional Proclamation for his work via Harlem Arts Festival, was a 2024 Protect. Blue Wavemaker, and helped launch the national CPG company Enlightened. He is most passionate about projects connected with climate, music, and mental health. Sarah Paek is the Coordinator for Film at Atomic Monster. Before joining Atomic Monster in 2022, Paek worked for three years at Daniel Dae Kim's production company 3AD, rising from Development Assistant to Coordinator. Previously, she worked in Post Production at Warner Bros. TV, where she first served as a PA on iZombie, and then became a Post Coordinator. Paek started her career in the aerospace industry, working as a Systems Engineer at Northrop Grumman. She holds a B.S. in Engineering from Harvey Mudd College in Claremont, California. Moderator: Felicity Wren is the VP of Development at the ISA and Co-VP of Development for Creative Screenwriter Productions. An award-winning actor, originally from London, she studied all areas of Performance for her Honors and then Master's Degrees. She then formed her own Production Company, Unrestricted View, which runs a theatre in London and curates three film festivals annually. Since moving to Los Angeles over a decade ago, Felicity has continued acting and producing, winning five performance awards and producing sixteen film projects to date. She splits her time between Creative Screenwriter Productions and the management of the ISA Development Team, working directly with the Development Slate Writers, ISA Top 25 Screenwriters to Watch, and the ISA community. The Development Team has fostered enduring relationships with many of the industry's finest, ensuring their writers projects get in front of eminent producers, managers and agents in Hollywood. Through Felicity and her team's efforts, they have successfully paired several writer/director partnerships with productions underway, introduced writers to their managers, and have been instrumental in facilitating screenplay options with their contacts at C2 Motion Pictures, Fear Not Productions, Ethea Entertainment, Endless Media and Adam Krentzman Films. Felicity has been pitching CSP's slate of projects to Hulu, Doozer Productions, DreamWorks, Groundswell and Fuzzy Door, to name a few. Felicity regularly appears on panels for the ISA and others, most recently for Vancouver Women in Film.

Send us a textNorth Face athlete Ruby Lindquist joins us to share her inspiring journey from the wild landscapes of Moose Pass, Alaska, to becoming a formidable force in the mountain running world. Ruby's story is one of adventurous beginnings, with a childhood steeped in Nordic skiing and outdoor exploration, thanks to her parents' adventurous careers. Her love for the sport grew alongside the rugged beauty of Seward's majestic mountains, setting the stage for a stellar 2024 racing season, where she left a significant mark on races like the Mexico Sky Challenge and Minotaur Sky Race.When life took Ruby from the icy terrains of Alaska to the snow-capped peaks of Truckee, California, she embraced the change with an adventurous spirit. The transition brought new challenges, including training at altitude and making Nordic skiing a central part of her regimen. Ruby opens up about her experiences in Truckee's vibrant racing scene and reflects on the balance between heart rate-based training and intuitive methods. Her adaptability and passion for blending running and skiing have contributed to her growth as an athlete, preparing her for more ambitious goals on the global stage.As Ruby looks to the future, she's brimming with excitement for the 2025 racing season. She's setting her sights on the thrilling Broken Arrow race and plans to tackle the 70K Ultra Trail Mount Fuji in Japan. With aspirations to test her endurance in events like the Cirque Series, Ruby's strategic approach is matched by her enthusiasm for international trail running adventures. Her journey showcases not just the physical demands of the sport but also the cultural experiences and personal connections that make each race a unique adventure. Join us as Ruby shares her passion, insights, and the journey that inspires her, aiming to ignite a similar spark in listeners eager to explore the world of mountain running.Ruby Lindquist IG - https://www.instagram.com/ruby_lindquist/

Andrew Kelley III  -  VP of Corporate Development and Ventures at Five9 ( NYSE: FIVN) Achieving success in M&A requires more than identifying opportunities—it demands a thoughtful approach to relationship-building, thorough due diligence, and strategic alignment. Without these key elements, even well-intentioned deals risk falling short of their potential. In this episode of the M&A Science Podcast, Andrew Kelley, VP of Corporate Development and Ventures at Five9, shares his expertise on navigating the complexities of corporate development. From building strong relationships to prioritizing due diligence and leveraging emerging technology, Andrew provides actionable insights for driving successful deals. Learn how to overcome common pitfalls, foster alignment, and build a strategic M&A framework. Things You Will Learn: Strategies for building relationships and sourcing deals effectively How to prioritize and execute efficient due diligence Identifying and overcoming bid-ask spread challenges The role of culture in deal success and integration ******************* This episode is sponsored by S&P Global Market Intelligence. Find insight at every data point with the enhanced S&P Capital IQ Pro platform. It's the leading data solution for strategics and investors alike. Visit spglobal.com/proinsights. DealRoom AI also sponsors this episode. DealRoom AI accelerates the due diligence process by automating the extraction and analysis of key information from M&A documents, reducing contract analysis time by up to 80%. Trusted by leading M&A practitioners, this tool streamlines reviews, minimizes risk, and saves legal costs significantly. For more details, visit the DealRoom AI page today. ******************* Episode Timestamps: 4:13 Overview of Experience in Corporate Development 7:17 Foundational Skills for M&A Success 17:39 Efficiency and Prioritization in Due Diligence 22:00 The Role of Culture in Integration  23:22 Green Flags in the Deal 27:12 Red Flags in the Deal 33:18 Predicting Actual Value 37:46 Key Players in Your Letter of Intent 41:01 Relationships in Corporate Development 44:46 Supporting Your Team While Holding Them Accountable 49:01 Dealing with Bid-Ask Spreads 54:35 Building External Relationships 1:08:22 Future of Corporate Development

Are you helping or holding your team back? In this episode, I explore why sharing technical answers with your development team might not be the best way to help them grow. Instead, learn how to use resourceful questions to empower your team members to think critically, solve problems independently, and build long-term confidence. This coaching strategy is rooted in co-active coaching principles and can transform how you mentor junior developers or lead your software team. Grow Faster in Your Tech Career: https://thrivingtechnologist.com/coaching Join the Thriving Tech Community: https://thrivingtechnologist.com/community As a tech lead, manager, or mentor, it's natural to want to provide answers when your team is stuck. But constantly solving problems for them can create dependency and stifle their growth. By shifting from a directive approach to a coaching mindset, you'll help your team develop essential skills, foster ownership, and reduce your own workload in the long run. In this video, I'll share practical examples and techniques you can start using today to guide your team effectively without always giving them the solution. If you've ever felt the pressure to be the “go-to expert” on your team, this episode will challenge that belief and show you a better way to lead. Coaching your team to solve their own problems not only benefits them but also makes you a stronger leader. Watch now to learn how to implement these strategies and take your leadership to the next level! You can also watch this episode on YouTube.  Chapter markers / timelinks: (0:00) Introduction (1:14) 1 Bringing Out The Best in Your Software Team (1:31) 1.1 Solving Problems For People Holds Them Back (2:48) 1.2 Let People Struggle (4:36) 1.3 The Role of Resourceful Questions (11:30) 1.3.1 Examples of Resourceful Questions (11:35) 1.3.1.1 "Have You Broken This Up Into Smaller Pieces?" (12:33) 1.3.1.2 "Have You Really Considered ALL Your Options?" (14:07) 1.3.1.3 "What if I Wasn't Available?" (15:09) 1.4 Shifting From Expert to Coach (22:36) 1.5 The Long-Term Benefits of Coaching (26:16) 2 How To Start Leading Like a Coach (26:48) 2.1 Start Small (28:50) 2.2 You Don't Need Formal Training (29:50) 2.3 Where to Start Coaching (30:02) 2.3.1 Code Reviews (31:08) 2.3.2 Design Reviews  (32:46) 2.3.3 Project Planning (33:30) 2.3.4 Debugging Sessions (34:30) Get Help with Leadership Visit me at thrivingtechnologist.com

Welcome to another exciting episode of the DevOps Toolchain Podcast! Today, you'll hear from John Radford, a tech entrepreneur with over 15 years of experience spanning software development, product consulting, and AI integration. In this episode, John dives deep into the intricacies of scaling up teams while maintaining product quality and company culture. He shares invaluable insights on the importance of key hires like a head of engineering, the rising trend of remote work, and the role of AI in enhancing developer productivity. We also unpack strategies for product validation, pitfalls to avoid, such as feature creep, and the critical need for sales skills in tech roles. Whether you're a startup founder looking to build your dream team, or a DevOps enthusiast interested in leveraging AI for efficiency, this episode is packed with actionable advice and real-world examples. Plus, don't miss out on downloading our free DevOps Quality Testing Playbook to refine your processes further. Listen up!  

The podcast makes its fourth visit to New Jersey. UIAAA Connection #199 – Mike Gatley, CMAA, NIAAA Professional Development Team, Executive Director of Cape Atlantic League, is now available. Mike is the newest member of the NIAAA PD team.  His advice regarding being a responder rather than  a reactor is not to be missed.  He speaks in detail about the NIAAA Quality Assessment Program and provides details for anyone out there considering that program. Please Listen, Learn and Share! You can subscribe to UIAAA TV on YouTube! This podcast is also available on Amazon Music, Apple Podcast,  Breaker, Castbox, Google Podcast, iHeartradio, Overcast, Pocket Casts, RadioPublic, Spotify, Sticher and YouTube.

In this special community episode, we connect with our Discord community to dive into what really ignites the magic on a game development team! From staying energized and pushing through obstacles to creating an environment that sparks collaboration and creativity, we cover it all. Whether you're facing challenges or chasing those epic moments of inspiration, this conversation is full of ideas to help your team thrive and turn your game vision into reality!Learn more about usJoin the next episode of the Indie Game Lunch Hour LIVE every Wednesday at 12pm EST on our Discord channel to answer your own burning questions and be immortalized in the recordings.

Follow us on social media! ⁠⁠⁠⁠⁠ ⁠⁠YouTube⁠⁠⁠ ⁠Instagram⁠⁠⁠ ⁠⁠⁠⁠⁠ ⁠⁠LinkedIn⁠⁠⁠ ⁠⁠⁠⁠⁠ Facebook TikTok Learn more about us! at ⁠⁠⁠⁠⁠⁠⁠HGAFundraising.com⁠⁠ Sign up for free one-on-one coaching ⁠⁠HERE⁠!⁠ View our best sellers ⁠HERE!⁠ In this episode, we explore the true hierarchy of fundraising accountability within nonprofits. Who should be responsible for driving fundraising efforts—Executive Directors, Board Members, or the Development Team? We break down the roles and strategies that lead to more successful fundraising, providing clarity on how leadership can work together to maximize impact.

Director of Economic Development Brandon Sehlhorst joins Mayor Wade to discuss the major turnaround the City has seen is such a short period of time. The Four Corners downtown (Madison and Huron) are the oldest buildings in the city. We are working to convert these buildings into 360 apartments with a recent big win. Brandon discusses "the new downtown" which sees a conceptual shift in how people are using downtowns across the country. People may not be working downtown like we used to, but we are coming into cities like Toledo to live and play. Brandon Sehlhorst was recently named the Economic Developer of the Year by the Ohio Economic Development Association at their conference which they held in Toledo for 2024. Congratulations Brandon!

In this episode of Rising Voices of Fundraising: The AFP Emerging Leaders Podcast, we look at generational differences and how they factor into our fundraising. How can emerging leaders help our organizations connect with Gen X, Millennial, and Gen Z donors? Hosts Emily and Allison are joined by Abbi Haggerty, Sara Greene, Annie Rae Carlton, and Miranda Huffer, a multi-generational development team at the Richmond Performing Arts Alliance.  Guests:  Abbi Haggerty  – Executive Director  Abbi was named Executive Director of Richmond Performing Arts Alliance in 2019 after serving the organization in senior-level development roles. With more than 20 years of experience in the nonprofit sector, Abbi has expertise in organizational management, strategic planning, community engagement, fundraising, governance, and program design. In prior positions, she worked for VMFA, Museum of Science & Industry (Tampa, FL), Brightpoint Community College, and Partnership for Nonprofit Excellence. Abbi earned her bachelor's degree in political science and history from Virginia Tech and master's degree and Ph.D. in public policy and administration (with a concentration in nonprofit management) from VCU.  She is currently an adjunct assistant professor at University of Richmond in the Nonprofit Studies master's degree program and received the Itzkowitz Family Distinguished Adjunct Faculty Award in 2023. Abbi is Past Board President of AFP-Central Virginia and chairs the Korn Ferry Emerging Leaders professional development webinar series for AFP Global.    Annie Rae Carlton – Development Manager Annie Rae began her nonprofit career in Georgia before moving to Richmond in 2019. During the early stages of the pandemic, she shifted her focus from non-profit administration and operations to development. She now serves as the Development Manager for Richmond Performing Arts Alliance, overseeing grant writing and special events. In collaboration with the Development Team, she works to meet fundraising goals and secure essential support for RPAA's diverse programs and events. Annie holds a BA in Sociology from the University of North Georgia.   Sara Greene – Director of Development Sara has worked in the nonprofit sector for over 20 years. She joined the RPAA team in April, 2013 and has held several titles throughout her tenure with the organization. In her current role as Director of Development she oversees RPAA's overall fundraising strategies and the work of the Development Team and Associates Board. The Team works collaboratively to meet contributed revenue goals that sustain the work and mission of RPAA through the Annual Fund, grants, corporate sponsorships, special events, the endowment, and more. She holds a BA in Sociology from the University of Mary Washington.   Miranda Huffer – Development Coordinator & Board Liaison (They, Them)  In their role at RPAA, Miranda manages donor data and communications as well as board logistics while also providing support to the development team on events, grants, and other fundraising needs. Since joining the team in 2023, Miranda has collaborated with the development team to expand RPAA's fundraising capabilities and find new and effective techniques for fundraising and board engagement. They graduated from William & Mary with a degree in Sociology and American Studies, and have been working in non-profit development for over two years.   Hosts:  Emily Leitzinger, CFRE, CNP, Director of National Leadership Giving, Cure SMA: Emily Leitzinger is a fundraising executive with over 15 years of experience driving organizational growth and sustainability through innovative fundraising strategies and donor engagement. She currently serves as the Director of National Leadership Giving at Cure SMA and is particularly proud of launching the first-ever Legacy Society for the organization. Emily is dedicated to advancing equity and inclusion in philanthropy, as noted in her Master's capstone. In this project, she examines the effects of donor influence on nonprofit operations and proposes frameworks for more balanced and ethical donor engagement. A chartering member and past president of the Mid-City, New Orleans Rotary Club, Emily is affectionately known as the Deputy Governor of "Yes" and is set to become the District Governor of District 6840. In addition to her professional achievements, she enjoys traveling, long-distance running, and craft beer, and is a huge fan of The Office.  She lives in New Orleans with her Elvis-impersonating husband, Mike.    Dr. Allison Quintanilla Plattsmier, CFRE, ACNP, GPC, CAP, Founder & CEO, AQP Consulting & Executive Director, ENP: Dr. Allison Quintanilla Plattsmier has fourteen years of experience in the nonprofit sector and has collectively raised approximately $5 million for over 75 organizations. She serves as Executive Director of ENP and runs her own nonprofit consulting firm, AQP Consulting, where she helps grassroots nonprofits with fundraising strategy, strategic planning, board development, and grant writing.  Allison is a vocal advocate for gender parity, closing the wage gap, and ending the motherhood penalty. With accolades such as AFP's Outstanding Young Fundraising Professional, NBJ's 40 Under 40, NBJ's Women of Influence, a National Latino Leader, and the Women Who Rock Nashville Social Justice Award, Dr. Quintanilla Plattsmier strives to serve and better her community every day. A dedicated AFP member for the last seven years, Allison currently chairs the Women's Impact Initiative (WII) Mentorship Program and serves on the LEAD Education Advisory Committee. When she is not out serving her community, she is spending time with her three kids, Quintan, Karina, and Kamren.    

With their powers of Jeff combined, Grubb and Bakalar talk about the World of Warcraft team being the first to unionize in full at Activision Blizzard, battle pass news from Apex Legends & Concord, and the new Fallout game out... TODAY!

Listen to the latest on System76 computers, manufacturing, Pop!_OS and COSMIC DE. This episode features an interview with Carl, Maria and Jeremy from the COSMIC Development Team. We'll also talk about new hardware updates, community happenings and even play a fun game at the end!Check out what we make!Blog: blog.system76.comLaptops: s76.co/WuEDOnoSDesktops: s76.co/Zn4NXTf9Pop!_OS: s76.co/D_IWRvWD:47 Hardware News- Starling Ampere Servers and Thelio Mira price drop2:24 COSMIC News, new branding, logo, tagline3:00 Story behind the COSMIC logo4:40 Community News5:30 Software Freedom Day6:12 Interview Intro6:35 Interview with COSMIC team begins6:47 What is COSMIC?07:45 What drove team to make COSMIC?10:00 User Friendly experience15:40 Design System16:50 Theming25:30 How did you decide who to choose to build COSMIC?28:10 RUST eco system32:25 Iced Toolkit37:45 Make it easy to develop applets42:00 UI components on their own45:00 Nice defaults and ability to customize50:58 What is everyone excited for?57:00 On COSMIC for 18 months1:00:00 What to expect from Alpha1:03:00 COSMIC Icon Guessing Game1:05:40 Outro

In this episode of the Business of Laravel podcast, host Matt Stauffer sits down with Ben Holmen, CTO of the Boutique Hub, a community of boutique owners and brands dedicated to strengthening small businesses. Ben shares insights into his role, where he juggles infrastructure, people, code, and business objectives.Ben discusses the challenges and successes of using Laravel, key decisions as a CTO, and integrating with Shopify. He also shares his personal journey from being a programmer to leading a team, highlighting the critical role of communication and trust in a remote setup. Plus, we explore his latest experiment, the Pair-amid Scheme, where he pairs with strangers to spark collaboration and growth in the developer community.Matt Stauffer Twitter Tighten Website Ben Holmen Twitter Ben Holmen's WebsiteThe Boutique HubPair-amid SchemeRadical Candor Book-----Editing and transcription sponsored by Tighten.

Jaques Smit: Sprint Goals Gone Wrong, Leadership Lessons from a Game Development Team Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Jaques shares an experience with a game development team struggling to meet their goals. Despite his efforts to implement sprint goals and keep the team accountable, he faced resistance. Apparently lost with the process of setting goals, the Product Owner (PO) stepped back, pushing Jaques to take ownership and set the goals, which further re-enforced the team's attitude of not taking ownership. Jaques reflects on the importance of coaching with an open mind and the challenges of directive leadership. He shares insights on enabling constraints and the Cynefin framework. In this episode we also refer to Clinton Keith's work as well as the #NoEstimates book.   [IMAGE HERE] Recovering from failure, or difficult moments is a critical skill for Scrum Masters. Not only because of us, but also because the teams, and stakeholders we work with will also face these moments! We need inspiring stories to help them, and ourselves! The Bungsu Story, is an inspiring story by Marcus Hammarberg which shows how a Coach can help organizations recover even from the most disastrous situations! Learn how Marcus helped The Bungsu, a hospital in Indonesia, recover from near-bankruptcy, twice! Using Lean and Agile methods to rebuild an organization and a team! An inspiring story you need to know about! Buy the book on Amazon: The Bungsu Story - How Lean and Kanban Saved a Small Hospital in Indonesia. Twice. and Can Help You Reshape Work in Your Company.   About Jaques Smit Jaques is a seasoned Agile coach and Scrum Master with extensive experience in leading and transforming teams in the game development industry. His expertise lies in fostering team collaboration, resolving conflicts, and facilitating effective retrospectives. Jaques is passionate about continuous learning and empowering teams to achieve their full potential.   You can link with Jaques Smit on LinkedIn and connect with Jaques Smit through his website.

This episode was recorded at the 22nd annual Woman In The Fire Service with the Incident command team leading on the multi incident scenarios and developing firefighters and commanders. Women in the Fire Service UK (WFS) was set up in the 1990s with its purpose of Enabling and inspiring confident and successful women to build a more progressive Fire and Rescue Service.You Can find Siobhan on Instagram HEREYou can find Information on WFS HEREWe only feature the latest 200 episodes of the podcast on public platforms so to access our podcast LIBRARY, every Debrief & document CLICK HEREPODCAST GIFT - Get your FREE subscription to essential Firefighting publications HEREA big thanks to our partners for supporting this episode.GORE-TEX Professional ClothingMSA The Safety CompanyPATROL STORE UKHAIX FootwearROAM all Natural Meat SnacksGRENADERIP INTO Podcast ApparelLyfe Linez -  Get Functional Hydration FUEL for FIREFIGHTERS, Clean no sugar  for daily hydration. 80% of people live dehydrated and  for firefighters this costPlease support the podcast and its future by clicking HERE and joining our Patreon Crew

Get ready for a behind-the-scenes look at Kunitsu-Gami: Path of the Goddess, as the development team shares their insights on game design, character development, and the art of storytelling. Danny and Riana are to announce the launch of the new business "D&R Media Consulting" and podcast called "The Danny and Riana Show". New episodes every Wednesday. Check it out! http://dannyandriana.com Buy Danny's new children's book, "Danny Loves Video Games" now on Amazon! English (Hardcover / Kindle) or Spanish (Hardcover / Kindle). "Danny is your typical young boy. He loves playing video games! Read along and find out how he transformed his passion into his career. Based on the true story of Gamertag Radio Founder & Host, Danny Peña." Watch the award-winning film, Gamertag Radio: A Podcast Story now for free on Youtube - story.gamertagradio.com | Store: store.gamertagradio.com. Send us questions - fanmail@gamertagradio.com | Speakpipe.com/gamertagradio or 786-273-7GTR. Join our Discord - https://discord.gg/gtr chat with other GTR community member.

The Autism & Grief Project is a new online platform designed to help adults with autism navigate and cope with the complexities of grief arising from both death and non-death losses. Alex LaMorie, A.A.S is a member of the project's Advisory Board and brings his lived experience with both autism and grief to this work. Dr. Kenneth J. Doka, PhD, MDiv, brings years of both professional and personal grief knowledge to his role on the project's Development Team. The Autism & Grief Project is unique - just as grief and autism are unique - and the site provides information not only for adults with autism who are grieving, but also the people who are supporting them.  We discuss: Parallels between the uniqueness of grief and the individual experience of autism What Alex found to be helpul and unhelpful in his grief Being open to different forms of communication and emotional expression Learning to ask for help The goals for the Autism & Grief Project What Alex and Dr. Doka learned from being part of the project Alex D. LaMorie, A.A.S is an undergraduate student at the University of Maryland Global Campus and autism advocate. Alex's expressive grief artwork was recently featured in the textbook Superhero Grief: The Transformative Power of Loss (2021, Routledge). He serves as an advisor on the Hospice Foundation of America's Autism & Grief Project. In his spare time, he loves movies and TV shows as well as traveling to Comic Con and Anime conventions with his older sister. Alex also loves creative writing and spending time with his New York family so he can eat the world's best pizza and bagels! Kenneth J. Doka, PhD, MDiv, is Senior Vice President of Grief Programs at Hospice Foundation of America (HFA) and recipient of the 2019 Lifetime Achievement Award from the Association for Death Education and Counseling. He serves as editor of HFA's Living with Grief® book series and its Journeys bereavement newsletter. He is a prolific author, editor, and lecturer; past president of the Association for Death Education and Counseling (ADEC); and a member and past chair of the International Work Group on Death, Dying, and Bereavement (IWG). In 2018, the IWG presented Doka with the Herman Feifel Award for outstanding achievement in thanatology. He received an award for Outstanding Contributions in the Field of Death Education from ADEC in 1998. Doka is an ordained Lutheran minister and a licensed mental health counselor in the state of New York. This episode is the second in our 2024 three-part series highlighting the voices of communities who have historically been underrepresented in the grief world. The series is part of an ongoing collaboration between Dougy Center and The New York Life Foundation. We are deeply grateful for New York Life Foundation's tireless support and advocacy for children and teens who are grieving.

In this podcast episode, Michelle Frechette and Corey Maass delve into their product's development and marketing strategies. They discuss the technical challenges of image management, including resizing and the potential for automated featured and open graph image placement. The conversation also explores the idea of creating media kits and the integration of their product with platforms like WordPress. The speakers consider customer-driven feature prioritization and the importance of aligning marketing and development efforts. Additionally, they mention using an app for plant identification, highlighting the diverse applications of their product and the continuous pursuit of enhancing user experience.Top Takeaways: Value of Customer Feedback: Recording all ideas, even seemingly insignificant ones, can lead to valuable insights and features that resonate with customers. Customer demand should guide product development.Importance of Collaboration: Collaboration between development and marketing teams is crucial for creating products that meet customer needs effectively. Both teams bring unique perspectives that contribute to product success.Content Repurposing: Creating comprehensive onboarding materials, such as videos, can enhance user education and promote the product. Snippets from these materials can be repurposed for social media and documentation.Continuous Improvement: Regular updates, planning, and communication ensure alignment between team members and facilitate ongoing product improvements. Iterative development allows for flexibility and adaptation to evolving user needs.Customer-Centric Approach:Prioritizing features based on user feedback and demand ensures that the product remains relevant and valuable to its target audience. Keeping the customer at the center of decision-making drives product success and growth.Mentioned In The Show:UnsplashPictureThis appDiviCadenceInstagramWP SpeakersUnderrepresented in techWP Wonder WomanDerek AshauerAdobe LightroomWP WorldFaizan

Player's in the Eastern Football Netball League, have revealed they've been kept in the dark about the outcome of an investigation into the Knox Football Club development team who ranked female players.See omnystudio.com/listener for privacy information.

Summary In this episode of "Building Elite Sales Teams," Lucas Price interviews Justin Otley, VP of Global Sales Development at Talkdesk. They discuss the misconception that outbound is dead and how the tactics for successful outbound have evolved. Justin emphasizes the importance of relevance over personalization and the power of phone calls in prospecting. He also shares insights on building a high-performing sales development organization, including the value of career paths and aligning with leadership teams. If you're looking to optimize your outbound strategy and develop a world-class sales development team, this episode is a must-listen.Take Aways Cold calling remains a vital component of successful outbound strategies, with social media and email following in importance.Campaigns targeting outbound sales should focus on Persona mastery over product knowledge for more significant impact.The modern outbound sales process involves integrating below-the-line contacts to gather intel and upwardly influence decision-makers.Developing internal talent pathways is crucial, ensuring that SDRs are motivated and have clear career progression opportunities.Metrics and coachability are used to evaluate potential hires, emphasizing the need for resilience and fast application of feedback during recruitment.Learn More: https://www.yardstick.team/Connect with Lucas Price: linkedin.com/in/lucasprice1Connect with Dr. Jim: linkedin.com/in/drjimkConnect with Justin Otley: linkedin.com/in/justinotleyMentioned in this episode:BEST Outro

There's been an update regarding the Knox Football Club incident where male players were caught degrading female players of the opposing team.See omnystudio.com/listener for privacy information.

After spending a few years in the campaign and elections field, Ashley Guzik followed God's nudge and took a leap of faith to accept a job at the San Diego Rescue Mission, a faith-based shelter and rehabilitation program for those experiencing homelessness. With a quick stint assisting the Development Team, Ashley transitioned into the Church and Community Engagement department, where she serves as the Manager of Church Partnerships. For the past four years at the Rescue Mission, Ashley has inspired local churches to take an active role in healing the San Diego region from homelessness. Ashley and her team help equip churches with outreach training, resources, and tools to love our unsheltered neighbors as kindly and compassionately as Christ would. From speaking at Sunday church services and Vacation Bible Schools around the County, Ashley feels encouraged by the spirit of revival coming into San Diego's pews and streets.    Ashley grew up in San Clemente, CA, and earned a Bachelor of Arts in International Peace Studies from Point Loma Nazarene University. She currently attends Park Hill Church in Point Loma and is working towards her Master of Ministry and Leadership degree from Western Seminary. Ashley will be married to her fiancé, Bryce, this summer. They're excited to continue their service to Christ and his Kingdom together. Become a Patreon Supporter.

Sein erstes Rennrad kaufte Louis Kitzki während einer Schulstunde. Nach dem Training jobbte er im Supermarkt. Im Januar 2024 gewann er die Zwift Academy. Der Gewinn: ein 12-Monats-Vertrag im Development Team von Alpecin-Deceuninck. Im ROADBIKE-Podcast erzählt er von seinem Weg ins Profi-Peloton.

In this episode, we welcome Jeff Williams, COO of Shore, and Max Martineau, Chief of Staff, who discuss the Partnership Development Team (PDT) and its role in identifying successful partners across our portfolio. The conversation offers a look at the process of investment and acquisition, underscoring the PDT's impact on driving growth in the microcap space. This podcast is the property of Shore Capital Partners LLC. None of the content herein is investment advice, an offer of investment advisory services, nor a recommendation or offer relating to any security. See the “Terms of Use” page on the Shore Capital website for other important information.

I'm resharing one of my most popular podcast episodes: A fantastic conversation with Cindy Wagman,  Founder and President of The Good Partnership, best-selling author of Raise It! The Reluctant Fundraiser's Guide to Raising Money Without Selling Your Soul, and host of the top-rated podcast, The Small Nonprofit. Cindy offers a mini-masterclass on how to build your fundraising team as your organization grows, before you have the budget for a full-time development director.  She shares: Why it's dangerous to hire a junior development person first, How to figure out the type and level of fundraising support you need on your teamWhat it means to hire a "fractional fundraiser,"  andThe difference between a fractional fundraiser and a consultant.Plus, Cindy breaks down how to know when you're ready to build your team, what to look for in a fractional fundraiser, and how to integrate external development support into your team for maximum impact.Links Mentioned==> RAISE IT!: The Reluctant Fundraiser's Guide to Raising Money Without Selling Your Soul 

Suicide Squad: Kill the Development Team has just released. We live react to Sony's State of Play and speculate on their plans for PlayStation moving forward. Was it a good show?

Description: FMLA is one of our top requested topics from our 30 minute Thrive podcast subscribers. We are glad to have this opportunity to talk about the complexities of FMLA eligibility, outlining who qualifies, and exploring the spectrum of covered events. This episode will help provide some clarity on navigating leave requirements!  Resources: FMLA Toolkit  FMLA Made Simple - Training  HR and Employment Law Essentials - Training  FMLA: Tips for Tackling 5 Everyday Challenges - Training  MRA Membership  About MRA  Let's Connect: Guest Bio - Rob Lapota  Guest LinkedIn Profile - Rob Lapota  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler and we are so glad you're here. 00:00:21:05 - 00:00:46:09 Unknown Now it's time to thrive. Well, hello everybody, and welcome to this episode of 30 Minute THRIVE. FMLA is one of our top requested topics from our podcast subscribers, so no pressure on today's guest, but we're really glad to have this opportunity to talk about all of the complexities of FMLA eligibility, outlining who qualifies and exploring the spectrum of covered events. 00:00:46:11 - 00:01:12:21 Unknown So our goal really for today's podcast is to help provide some clarity to you on federal FMLA. So I'm joined by Rob Lapota HR director, part of MRA Learning and Development Team. Rob, you have over 30 years of HR experience. You've answered more than 15,000 member calls on the HR hotline, and you're recognized as one of the top knowledge experts on our topic for today. 00:01:12:21 - 00:01:33:09 Unknown And that's a federal FMLA scrub. I'm really excited to have you here today as the subject matter expert and thanks for joining us. Thank you for asking me to be here today. And welcome to everybody for our interesting talk. Yes, I like I like to tell people in our training program with FMLA made simple, get your notebook out because you're gonna be taking a lot of notes. 00:01:33:11 - 00:01:56:03 Unknown Yeah, absolutely. Get them out. Well, Rob, let's kind of start out with the big overarching question here, and that is what is FMLA. I know we have a lot of HR Professionals obviously, who listen to the podcast, who know what FMLA is, but some of our other listeners who may not be in that HR professional may not know exactly what FMLA is. 00:01:56:03 - 00:02:28:15 Unknown So can you kind of just give us an overarching picture? So we start out the first acronym, FMLA. First, let's talk about that Family Medical Leave Act. So that took on a federal basis, that was a law. Those passed back in 1993. And it impacts employers that have 50 or more employees anywhere in the United States. Here's a kind of like a short definition of here's what the law is all about 12 weeks of unpaid leave with no penalty to the employee. 00:02:28:17 - 00:03:01:09 Unknown Now, that sounds like a very simple one sentence definition of what is FMLA, but they're in wise the complexity, the no penalty to the employee. That's a challenging aspect of the law. And what qualifies as a reason for taking FMLA. That's the other big challenging portion. And then the overriding complexity of this law by the employee when I'm going to be off of work, I don't ask for FMLA. 00:03:01:11 - 00:03:19:15 Unknown So, for example, if you are a supervisor, I don't call in and say, Hey, Sophia, it's Rob. Last night, my daughter, she was knocked unconscious in a soccer match, but she's actually been admitted to Children's Hospital in Milwaukee. That's where I am right now. I'll give you a call a little bit later today and I'll give you an update on what's going on. 00:03:19:17 - 00:03:48:12 Unknown That said, I the employee is not mandatory under the law for me, the employee to say, and by the way, Sophia, why don't you give me some of the FMLA stuff? The way the federal law is written, it is the employer's responsibility in all circumstances to designate leave as FMLA qualifying. So therefore, because of the complexity, that's what makes it our number one call on our hotline. 00:03:48:18 - 00:04:14:22 Unknown Yeah, I was shocked. Over 20% of our calls are just on FMLA. I was just going to mention that this is one of our top calls on the HR hotline and still remains to be. Yes. And we've had some topics on the podcast on FMLA, just because it is one of our most highly requested topics. And like you said, there's so many different complexities within that, even though that one sentence you gave us seems so simple, it's not as simple as you may think for experts. 00:04:14:24 - 00:04:42:16 Unknown What factors and determine an employee's eligibility for FMLA, FMLA leave? And how does an employer ensure compliance with these criteria? So there's several criteria. And the first is I need to be working at a covered employer for FMLA. And a covered employer is one that has 50 or more employees on their payroll anywhere in the United States. And it also includes temporary employees from a temp service. 00:04:42:18 - 00:05:02:13 Unknown So if I have 25 employees that are on my payroll and I use 25 from a temp service, I actually have 50 employees for federal employee purposes. I'm covered by the law. So for an eligible employee, first of all, I have to be working for a covered employer. Then I have several other criteria that need to be met. 00:05:02:15 - 00:05:24:20 Unknown Number one, I need to be working for at least 12 months for that employer. Number two, I work at least 1250 hours in the 12 months prior to my need for leave. And third, I have to be working at a facility that has 50 or more employees within a 75 mile radius. Now, again, just like that, a little definition I can give you FMLA. 00:05:24:22 - 00:05:46:18 Unknown Well, that seems pretty straightforward, doesn't it? But there's a lot of twists and turns within those definitions. So, for example, the 12 months service on a federal level, it need not be consecutive. So I could be working, for example, as a college intern. As for an organization, let's say, in marketing and work for four summers in a row of three months each summer. 00:05:46:20 - 00:06:12:17 Unknown And we're recording this in December. So let's say that I'm graduating in December. I'm going to start with the employer January of 2024. Well, you actually cannot my three months of service going back four years because it's a seven year lookback period. Okay. So here's the strange thing. Effective January 2nd, 2024, since my official start date, I'll actually have 12 months of service for that employer. 00:06:12:19 - 00:06:38:19 Unknown The same thing goes when people leave organizations. Let's just say I worked at an employer from 2015 to 2020 and then I get rehired on January 2nd, 2024, by that same employer. Well, again, there could be up to a seven year break in service. That's well within that. So I will actually have 12 months of service on my first day of employment reemployment, I should say, with that employer. 00:06:38:21 - 00:07:04:09 Unknown Second of all, the 1250 hours that is paid time only, that does not include things like holiday pay, PTO, sick pay, self-funded short term disability payments. Those are not included. And that's it's just actual work hours. And then the third criteria, this is and again, another strange one. I work in a facility that has 50 or more employees within a 35 mile radius. 00:07:04:11 - 00:07:33:03 Unknown Well, let's just take it for plain value. Let's say that we have an organization that has three facilities. They're all within 75 miles of each other. And one employs 30, another one employees 20 and a third facility. Employees 20 there, or that's 70 employees. So if I work at any of those facilities, I'm working in a facility that has 50 employees within a 75 mile radius. 00:07:33:05 - 00:07:57:02 Unknown Now, that's also extended to include remote employees and all that's since COVID. You know, a lot of remote work going on. And still today, the little twist with that, I'm included in the headcount where I get my work instructions from. So here we are. We're in Waukesha, Wisconsin, recording our program. And this is our call, our corporate offices for me. 00:07:57:04 - 00:08:28:20 Unknown So let's say that I live in Iowa and I work remotely, but I report to my manager, who is here in the Waukesha, Wisconsin, location for the 50 employees within a 75 mile radius. I'm actually counted in the Waukesha, Wisconsin, head count for FMLA eligibility. Now, some employers don't have that. They might have facilities for example, in one state that are not within 75 miles of each other. 00:08:28:22 - 00:08:53:11 Unknown And we don't have 50 employees within that 75 mile radius. However, they still have 50 total employees. So they're covered employers under the law for now. What do you do? I'm a covered employer, but I literally I don't have any eligible employees because we don't work at a facility that has 50 employees within a 35 mile radius. What do we do? 00:08:53:13 - 00:09:14:08 Unknown Well, if I was your head of HR What i would recommend is that we treat all of our locations as though we have 50 employees within a 75 mile radius. This could also become a little bit of an employer relations issue. Let's say that one of those facilities has 125 employees, and the other ones are outside of the 75 mile radius. 00:09:14:09 - 00:09:42:14 Unknown Let's just say they have, you know, 40 employees each. Well, during employment meetings, I've had this happen before. Our plant that has 125 people that's going to be eligible employees, got 50 employees within a 75 mile radius, the location being C, we're not going to call you covered employers, eligible employees. Excuse me, because you don't work at a facility that has 50 employees within a 75 mile radius. 00:09:42:16 - 00:10:05:19 Unknown So too bad, so sad you lose. Well, for an employer relations standpoint, we need to go have your employee meetings. The employees are company B and C are going to immediately throw their hands up in the air to go. Why does everybody at location, age, how come they get FMLA and we don't get FMLA? Well, you got to understand, you don't work at a facility that's 50 employees with a 75 mile radius. 00:10:05:21 - 00:10:29:16 Unknown That's an employee relations disaster. So that's why I suggest mandatory. But I suggest you treat those locations as though they do have 50 employees within a 75 mile radius. Absolutely. And I love that you're giving those scenarios because that that helps helps a little more to, I don't know, understand. I'm sure a lot of people have these certain situations, laws to absorb. 00:10:29:18 - 00:10:54:19 Unknown So are there any common misconceptions? And with FMLA eligibility that you often encounter kind of sees or working with members in, how can these kind of be clarified? Then the biggest misconceptions for the employee eligibility portion it covers around those the areas of tribute to a seven year break in service. So the example I gave that I'm a college student working in marketing Pimp. 00:10:54:24 - 00:11:14:16 Unknown I work for you through 2020 Rehire Me. A lot of employers are not aware I have 12 months service effective on day one. And the other big misconception about eligibility, All of our members of MRA, they will work on what's called a temp to perm basis, or they'll have employees from a temporary service work for like 90 days. 00:11:14:16 - 00:11:41:11 Unknown And if they work out, they'll put them on their payroll. Well, that's a situation called Joint Employment. So for those temporary employees that we put on our payroll, effective on day one, the hours that they worked and the months of service that they worked actually do count towards their eligibility of 12 months of service and 1250 hours worked through like a walking book of knowledge, you know, like that's what they're on. 00:11:41:11 - 00:12:00:05 Unknown Tell me. Yeah. I've even had some people tell me I know a little bit too much about FMLA, I think, but that's why you're the perfect guest here. You can answer your question. So I have an advantage. I've been in here at Emory 25 years. Yes. As an instructor. We're not attorneys here, but I love the law. I read a lot of court. 00:12:00:06 - 00:12:19:11 Unknown I mean, I've read thousands and thousands of court cases. Keep up with employment blogs, Talk about FMLA. Jeff Nowak is one of the top people in the United States at his blog FMLA Insights. And yeah, I just I actually find it very fascinating. Well, that's right. And you probably get a lot of calls, too, on FMLA, where you are. 00:12:19:11 - 00:12:42:12 Unknown You want to kind of give those scenarios. And here's what I would do in that situation kind of thing. Correct. So next question here. In what situations might employees find themselves ineligible then for federal FMLA leave? And do you have any alternatives or options that may be available to them that you can suggest? So go back to the eligibility requirements. 00:12:42:12 - 00:13:00:04 Unknown I worked for you for 12 months and I have at least 1250 hours worked in the 12 months prior. And we already kind of explained that 50 employees within the 35 mile radius once we don't need to hit that one. That would be a point of ineligibility that I don't can, you know, work there. So let's focus on those first two. 00:13:00:06 - 00:13:26:24 Unknown So for the hours of work, let's say that I get what's the score? January 2nd, 2024, since it's right around the corner here. Let's say that it's my first day of work. Let's see. Then in March 2024, I'm diagnosed with cancer. They catch it early. It's not very advanced, but I do need to miss work or radiation treatments and then, if necessary, to recover from those radiation treatments. 00:13:27:01 - 00:13:50:22 Unknown Well, I still have to send me as the new employee who's only been there for three months now, I still need to get an eligibility notice from the employer. There's three mandatory notices that need to go out, so I need to get that eligibility notice. It states you're not eligible for FMLA, federal FMLA. Why You haven't been here 12 months as of the date of your need for lead. 00:13:50:22 - 00:14:15:19 Unknown This is on the eligibility notice. You've worked X months towards 12 months of eligibility, so the employer would write three months in their hours of work. If I am working part time, I could be working for you for over a year. But again, if I don't have that 1250 actual work hours, that could be our second issue, where I will not be eligible as the employee. 00:14:15:21 - 00:14:39:14 Unknown Now in our training, I always told employers, if you can't give FMLA, if it doesn't qualify, it's an issue that's not covered by FMLA. We need to be much more flexible as employers today with time off and adjusting schedules and what other policies to you have as an employer so that employee can have time off. Maybe you have a policy. 00:14:39:15 - 00:15:06:01 Unknown It's called a force substitution policy. You must use any accrued, unused PTO, whatever you're going to be missing work. Maybe that's what'll be implemented. Maybe there's a personal leave of absence that can be used now if it's for the employee's own medical issues. For example, the cancer that I gave you that's actually now going to fall under the Americans with Disabilities Act. 00:15:06:03 - 00:15:42:13 Unknown Now we have an employee who's suffering with cancer, which is considered a disability, and they're not eligible for FMLA. So we would actually need to provide unpaid leave as an accommodation under the American Disabilities Act. So I'm going to get a eligibility notice. You're not eligible for FMLA, but then I'm also going to receive a cover letter I should from the employer saying, okay, although you're not eligible for FMLA, you are covered under the American Disabilities Act and we will be providing you with unpaid leave as an accommodation under that law. 00:15:42:18 - 00:16:09:24 Unknown So it's very, very important that the employer state specifically what laws are applying during what time of their lives. Interesting. Yeah, well, that's great to know. And I know you've covered this a little bit in her past. Questions, uncertainty, examples of medical leaves. But do you have any other examples that are covered instances or events under FMLA? And are there specific nuance says for each type of leave. 00:16:10:01 - 00:16:13:21 Unknown So how much time do we have? 00:16:13:23 - 00:16:37:00 Unknown This is worth over a long problem. This is where we're getting into the nuts and bolts of the mechanics of FMLA that can get very, very complicated. We were very, very fast. So let's try to summarize this for our listeners and our viewers. So I like to refer to these as buckets of leave. So there's nine completely different buckets of leave. 00:16:37:02 - 00:16:59:23 Unknown All of them can have completely different operating orders. For example, when does that one come into impact? You know, when are we when do we apply to excuse me, I said that when do we apply that particular need for leave? How do we certify it? How long will that individual be off of work? And here's again, another big misunderstanding on employers. 00:17:00:00 - 00:17:22:15 Unknown And I hear this now. I've been doing this for 25 years. The law has been in place for over 30 years now. I will still have no, I'm not surprised. Managers and supervisors in our supervisor in the law, of course, are FMLA overview class and even HR People in our FMLA simple administration class for FMLA. So how long do you need to be off of work in order for FMLA to apply? 00:17:22:15 - 00:17:49:24 Unknown Her hands go up and they go, I know, I know, I know. You have to be out of work. Three consecutive workdays, and then when you're out for three consecutive workdays, that's when FMLA applies. The answer is, No, it doesn't. But I was like, No, nice try. No, no, it doesn't. In fact, all of the buckets of leave except for one can actually be taken in our concurrence. 00:17:50:01 - 00:18:17:11 Unknown wow. So let's talk about the one that you do need to have multiple days of absence, because this is a common one that happens in this particular book. It's called Continuing treatment. And part of this bucket of leave, i.e., the employee need to be out for four consecutive calendar days or I'm off of work taking care of the same family member for four consecutive calendar days. 00:18:17:13 - 00:18:36:21 Unknown Now, it's tricky about this bucket is that this is the only one where the employee can actually just call in and say, I'm sick and it could be FMLA. You know, the reason why we said could be FMLA once it meets these requirements for these particular buckets, well, then the employer response. Remember I said earlier, the employee doesn't ask. 00:18:36:21 - 00:19:02:15 Unknown The employer responds with all the mandatory notices, but all these absences need to be documented with a certification form. None of this is done verbally. It's all documented. So how we use that medical certification form. So, Sophia, it's Rob. It's Monday. Soviets. Rob, I'm sick. I'm not going to be in today. That's not FMLA Tuesday. Sophia, it's Rob. 00:19:02:15 - 00:19:27:07 Unknown I'm still sick. I won't be in today no matter familiar. Now, Wednesday. Sophie Last night, my wife took me to urgent care. I don't have COVID, but I've got some sort of a respiratory thing that's going around. I actually feel worse not going to be in today. We're not there yet. Again, the way the law defines this particular bucket, it says more than three consecutive calendar days of incapacity. 00:19:27:09 - 00:19:55:15 Unknown So literally what that means is I need to call in four days in a row. So now, Thursday. Hey, Sophie, it's Rob. I'm still not feeling good. I'm not going to be in today. Now use my manager. I notify our leave administrator. Could be HR Could be somebody else. Payroll, maybe. And that starts the familiar paperwork process. Okay, so once the employer's notified of my need for leave, which in this case would be Thursday. 00:19:55:17 - 00:20:20:06 Unknown Now, the employer has five business days from that date to give me the eligibility notice. Then rights, responsibilities notice a medical certification form goes along as well, and that needs to be returned within 15 calendar days. And then after that time period ends, there's a third mandatory notice called the designation notice. So this is really it's a paperwork here. 00:20:20:06 - 00:20:44:01 Unknown It really, really is. So we the employer, we act on that fourth day of absence Now for this particular bucket, in order to be covered by FMLA, the employee would have to go see a health care provider medical certification form and need to be returned within 15 calendar days. And on their certification form, it's documented. They were out for four consecutive calendar days or more. 00:20:44:03 - 00:21:07:21 Unknown They saw a doctor in person tell the visits are included in that and they got a prescription medication that's like 90% of the certain forms I've seen in the past. The other could be they saw a health care provider two times in person. When that's documented, that then would be qualified and can be marked as FMLA for that particular employee. 00:21:07:23 - 00:21:29:11 Unknown So the key there for consecutive days of absence calendar days. If I work Friday, I'm off Saturday and Sunday. Friday. So if it's Rob, I'm sick. I won't be in today. I don't work Saturday and Sunday. Monday. So if it's where I am sick, I won't be in today. Believe it or not, under the law, that's considered more than three consecutive days. 00:21:29:11 - 00:21:51:24 Unknown I mean, capacity that actually starts the FMLA paperwork process. Now, the way that the employee says I don't want FMLA. Yeah. Is they never return their medical certification form. Their employer still needs to go through all the paperwork, all those monitoring notices. But eventually you're going to get a designation notice at the end that says absences for these four days, not FMLA. 00:21:52:01 - 00:22:14:19 Unknown Why you didn't return a medical certification form. So that's that's just one bucket, the only one where you can call in sick. And these are short term illnesses and injuries. Now, there isn't a list that I can give you that does not exist, but this could be the area like colds, ear infections, pinkeye. COVID falls into this bronchitis. 00:22:14:21 - 00:22:40:08 Unknown You strange your back moving grandmas are more. Over the weekend you went skiing and you broke both of your arms and you can't work. And it's going to be about 6 to 8 weeks for your bones to heal. So these are short term illnesses and injuries. And a remember for either the employee or covered family member, which would include a spouse, children or parents and then stepparents as well. 00:22:40:10 - 00:23:08:08 Unknown So that's that's one particular bucket. Things like pregnancy covered by FMLA, even absences for prenatal visits or morning sickness, those are covered by FMLA. Anything to do with adoption or foster care placements, those are all covered by FMLA, any pre placement issues that need to happen, court medical evaluations, traveling to different countries, post adoption, post foster care placement, being with them. 00:23:08:10 - 00:23:32:03 Unknown That's covered by FMLA to stay. So let's talk now about the number one headache. And I don't mean to be a pun with that, the number one headache under FMLA is a bucket called chronic conditions. So short term illnesses and injuries, that's the continuing treatment. It's got to have at least three consecutive days. I mean, capacity, chronic conditions. 00:23:32:03 - 00:24:01:20 Unknown However, these are long term or permanent medical conditions. Okay. The employee or the covered family member are probably on some sort of a medication. And with our certification forms, it's very typical for these chronic conditions to be certified for up to a year. And what we need to look for on the certification form, it's actually the last question on the certification form, and it's the area called frequency and duration. 00:24:01:22 - 00:24:24:04 Unknown So the number one medical issue that we get in our hotline is migraine headaches. So as migraines, we send them to their health care provider, they bring back the medical certification form. We're going to go look back at that frequency and duration frequency. How many times a month is this issue going to happen? Duration? How long will any event last? 00:24:24:06 - 00:24:48:05 Unknown Well, the search form states 1 to 2 episodes per month, 1 to 2 days per episode. That means that that employee could be up to four days of FMLA per month, though. Here's why This is the most complicated bucket to deal with. And actually for managers and supervisors, the most frustrating bucket to deal with. When's that employee going to have the next migraine? 00:24:48:07 - 00:25:17:03 Unknown When is their child going to have their next seizure? You don't we don't know. And there's never a good day to be off of work. Yeah. Now, sadly, this is also the bucket where occasionally we may have an employee that will be a little bit abusive with us. For example, Fridays and Mondays is a pattern of absences days before and after paid holidays, even vacation time to make some sort of an extended period of time offering. 00:25:17:06 - 00:25:40:08 Unknown Now that does happen, but thankfully it's not a very large portion of our employees that are using FMLA, But it's going to be the most frustrating one that we have now. Please keep in mind that all these different areas that we're talking about do not require multiple days of absence. These can all be hourly, right? So I think right now it's about 10:30 a.m.. 00:25:40:10 - 00:25:59:08 Unknown I can give you a call or I can come over to you by your office and say, Hey, Sophie, I feel my IBS about to act up your irritable bowel syndrome. I need to get out here and get home. You know, I go home and if I work until 3:00, you can charge me 6 hours of FMLA. So I can charge half a million hourly increments. 00:25:59:10 - 00:26:25:21 Unknown So it's not missing holidays, chronic back parking. It could be parts of days, leaving work early, coming to work late because of that chronic condition. And again, this is why that particular area of leave, that's the most frustrating for employers. These are long term. So I've been in Emory 25 years and let's say that I have the migraines up to four days a month of FMLA. 00:26:25:23 - 00:26:48:22 Unknown Well, if I'm working 12 weeks of leave at my work schedule, that's five days per week, 12 weeks, that's 60 individual days. I work 8 hours a day. That's 480 hours of FMLA. Or if my health care provider certifies me as for four migraines a month for, you know, total days of migraines, well, four times 12 is 48 days. 00:26:48:24 - 00:27:11:12 Unknown I didn't really use up all of my FMLA that I'm eligible for. I still have 12 days left. Once I'm eligible for FMLA for the next 24 years, I could be missing 48 days for migraines, unscheduled partial days coming in late. And there's very little that you can do as an employer. That's why that's one of the most frustrating. 00:27:11:14 - 00:27:37:18 Unknown Now i always told managers and supervisors and HR People when we talk about this frustrating bucket that we take a little bit of pause here. Everyone struggles with this. They all know exactly what i'm talking about and we get upset with these employees and somehow we try to do something to make that person's life miserable. I'm leaving now of irritable bowel syndrome. 00:27:37:20 - 00:28:11:17 Unknown You look at me and you raise your eyebrows and half by suppose under the law, there's two legal things that can happen interference of my ability to take leave and retaliation for taking that leave. So a story that I had an actual event, a manager for a manufactured usual. It's the last week of the month. We do a lot to get everything out, got to get our orders shipped and we're try to get as much as possible. 00:28:11:17 - 00:28:41:22 Unknown So end of the month for a manufacturer, that's a big deal. So on the beginning Monday of the last week of the month, individual again suffered with migraines and this person typically was off at the end of the month because their migraines were stress induced. So on Monday, the manager has pre shift meetings always. So on this Monday morning meeting Cavs all the employees together and talks about the week and the jobs that they're working on right now. 00:28:41:22 - 00:29:01:09 Unknown Then at the very end of the meeting he goes now as you know this is the last week of the month we got a couple new customers. We got to make sure that we get this out the door to make these people happy. And then he looked directly at the individual with migraines right into their eyes and said, and I'm counting on everyone to be here this week. 00:29:01:11 - 00:29:26:19 Unknown Now, I do say kudos to the employee. Actually, congratulations. Employee they went right to their HR Department and they said the right thing. My manager just threatened me that i better not have a migraine this week. So i got that call on the hard line. And the member's question was, did her supervisor create any problems? Yeah. And the answer is, you bet they did. 00:29:26:19 - 00:29:51:03 Unknown They are now interfering with that person's right to take leave. I think I forgot to mention this before when I was kind of going on with another explanation that's really tell about people. The chronic bucket. You might be frustrated with your employees understand you might be here one day right now. Although my time here at MRA, I've actually had three major surgeries, two shoulder surgeries and a major back surgery. 00:29:51:05 - 00:30:15:16 Unknown So I was actually off of work and using FMLA, and none of that was held against me. The revenue lost my coworkers that need to substitute for my training aren't seats. They couldn't get booked because I was not available so that the lost revenue. None of that can be held against that employee. So again, that's that time off unpaid with no penalty to the employee. 00:30:15:16 - 00:30:37:04 Unknown That's why it's a very simple statement. But there's a lot to that implication of the workplace. So we saw the continuing treatment, the chronic conditions at school. We see a lot of her mileage when you use now the other buckets. So we have the employee who literally needs to see something medical. For example, a parent has stroke and end up in the hospital. 00:30:37:06 - 00:31:04:13 Unknown So inpatient hospitalizations, anything to do with nursing homes or hospice care, including home hospice care covered by FMLA? My mom has structures in the hospital that is way, way beyond I'm sick or opiate work today. It's very, very specific issues like dealing with end stage of life covered by FMLA. If the employee needs time off, not the bereavement part, but if I need time off to be with that family member. 00:31:04:15 - 00:31:31:13 Unknown Severe arthritis and getting treatment, for example, physical therapy. How can you dialysis reconstructive surgery after an accident or a cancer? So the reasons for leave are very, very specific medical reasons. Yeah. Now under the law, there's actually two additional military related leaves. One's got a really unusual name called military exigency leave, and the other one's called Care for Recovered Servicemember. 00:31:31:15 - 00:31:54:08 Unknown Now those are for family members of the employee of a covered employer that can take time off when that family member is either deployed on active duty or is injured or become sick because of their active duty deployment. Now, on our hotline in my training programs for the last several years, I have not had any examples of those. 00:31:54:10 - 00:32:11:02 Unknown So if you have an employee that comes in and says, Hey, my son's being deployed in the military, can I get some time off? Well then that said military exigency. You deal with that at that point. But that that's the summary for those two conditions. Basically that is the area of the coverage and a quick summary for our familiar leave. 00:32:11:04 - 00:32:35:14 Unknown All that was a lot. So I hope you all were writing the writing notes. TSA at the beginning, get your notepad out. I take a lot of notes like now would be a perfect time for a pop quiz or something. Right now, let's take a break and look at all your notes so far. But moving on here, what advice do you have for employers navigating intermittent FMLA leave requests and balancing business needs with employee rights? 00:32:35:16 - 00:32:52:23 Unknown So here again with our examples with that chronic condition is probably we're going to see that most often with the intermittent leaves, it can happen with the other areas of leave as well. Let's focus on those products. Yeah, once I'm certified by my health care provider, there's actually very little that an employer can do to manage those situations. 00:32:53:00 - 00:33:16:24 Unknown However, if we do have patterns of potential abuse, there are a few things that we can do as an employer to deal with those abuse issues, and it's a little bit too much for our little overview that we're doing today. But there's a couple things that we can do as employers other than just catching the person an outright fraud, fraudulent use of leave. 00:33:17:01 - 00:33:40:10 Unknown Yeah, it's a bunch of hurdles that we need to come to deal with that specific issues. Yeah, absolutely. Well, kind of wrapping up here, Rob, we've talked a lot a lot today about FMLA and just kind of the overarching picture. But can you end with any insights and best practices for employers to ensure smooth and fair practice regarding FMLA eligibility in covered events? 00:33:40:12 - 00:34:04:19 Unknown So, number one are HR People who are administering FMLA, you need to be trained on how to administer properly. Now that's what we here at emory. We have our FMLA made simple class where we deal with that issue for our managers and supervisors training as well. Not how to administer FMLA but understanding what do i need to listen for those buckets of leave that starts the FMLA process? 00:34:04:21 - 00:34:26:07 Unknown And then also, what does it mean that I have no penalty under the leave and also of the basic rights are under the law. So training and awareness are two big compliance tools that we need to use. Yes, absolutely. It also lets mention about training employees. I've had this brought up many, many times during my training programs on FMLA. 00:34:26:09 - 00:34:53:00 Unknown Well, Rob, this is a really complicated law, so can you come to our organization and just do like a one hour overview for our employees? Well, first of all, the law doesn't state any mandatory training for our employees. In fact, it assumes that any mandatory training for HR People are mandatory. The supervisors but unfortunately, it's not required. You're putting the posters up, responding to the requests when they come in properly. 00:34:53:00 - 00:35:15:08 Unknown That's the way that we deal with FMLA. We have to be very careful about training our employees because if we just did an explanation of what we just covered, literally, you're going to open a Pandora's box. Hey, do you know how to be off on FMLA? Here's how you do it. No, I'm not saying that with a cold shoulder or unsympathetic, but we don't want to encourage the issues. 00:35:15:10 - 00:35:35:19 Unknown We've had a lot of situations in the past where the entire shipping department all of a sudden, though, has chronic depression. because that word spreads, right? So we don't need to encourage that. But again, the majority of our cases that we deal with under FMLA, people legitimately do have medical issues of themselves or a covered family member, and they really do need that time on. 00:35:35:19 - 00:36:04:00 Unknown Yeah, that makes sense. I'm sure you've seen a lot and heard a lot of story. Well, Rob, I want to thank you for being on the podcast today and thank you for sharing your expertise on FMLA specifically, like I mentioned, this is a highly requested topic, so I appreciate you coming on the podcast today to cover that. And to our listeners, if you liked our chat and topic today, I would urge you to come and something new that you learned today or anything that you'd like to add on to this conversation. 00:36:04:00 - 00:36:27:15 Unknown We'd love to hear, hear from you. Don't forget to share out this episode. Consider joining MRA If you aren't a member already. We have all the resources you need in the show Notes below, including resources on our topic for today and training links. So check those out. And we've also included Rob's bio and LinkedIn profile. So if you'd like to connect with him, we've got the resources for you to do that. 00:36:27:17 - 00:36:50:12 Unknown Otherwise, thank you so much for tuning in and thanks again, Rob. Thanks for having me. Here's a lot of fun and we'll see you next week for this episode. Be sure to reference the show notes where you can sign them to connect. For more podcast updates, check out other Emery episodes on your favorite podcast platform. And as always, make sure to follow MRA 30 minute Thrive so you don't miss out. 00:36:50:13 - 00:36:55:05 Unknown Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.  

Today's guest is Ted Kwartler, Field CTO of Generative AI at DataRobot. DataRobot is an AI-powered software company that helps enterprises automate processes from end-to-end. Ted returns to the platform in conversation with Emerj CEO and Head of Research Daniel Faggella to examine what challenges for software development teams look like from the perspective of leadership. Later, Ted offers actionable insight on handling pushback on goals, assigning team members based on data-verified skills rather than work politics and planning future initiatives. This episode is sponsored by Pieces. Learn how brands work with Emerj and other Emerj Media options at emerj.com/ad1.

In this episode, we are thrilled to be joined by members of the Fisher Price development team. We discuss the research and development that goes into the making of a toy. As we learn, it takes a lot to get a toy to completion! We also talk about the many ways to engage children with toys, and how we can build emotional connections to toys. To learn more about Fisher Price and their play lab visit: Fisher Price   

Progress Over Perfection Coaching is a podcast focused on career management and development by offering insight on how to build an intentionally balanced and purpose-filled career.In this episode, we talk about how to build your career development team to make sure you are set up for your success in achieving your career goals. We talk about the different positions you should think about filling, what those positions can do for you, how to "draft" individuals into those positions, and ultimately, how to think about rotating individuals into or out of different positions over time.-----------------------------------------------------------------------For a refresher on the Harada Method: https://rss.com/podcasts/prgscoach/676640/To revisit the wisdom of Will Sandman in our Career Deep Dive: https://rss.com/podcasts/prgscoach/1013110/On the importance of communicating your career plan: https://rss.com/podcasts/prgscoach/653435/For more info on Jon Acuff: https://jonacuff.com/-----------------------------------------------------------------------More information about Progress Over Perfection Coaching can be found at:https://prgscoach.com/https://app.delenta.com/ta/@prgscoachhttps://www.linkedin.com/company/progress-over-perfection-coaching/-----------------------------------------------------------------------Intro and Outro music:Music: Right Ways [Original Mix] by Imperss is licensed under a Creative Commons License. https://creativecommons.org/licenses/... Support by RFM - NCM: https://bit.ly/3po6gnm

On this special episode, we focus solely on player development with Brett Beebe, the founder of RAD Hockey.  I asked Brett to come on the podcast to understand what makes a great player development team coach. In my opinion, there are nowhere near enough coaches that know how to develop players. And I wanted to learn from Brett how a true player development coach thinks and acts. You can connect with Brett on the RAD Hockey website: https://www.radhockey.com/  or follow Brett  and the team on Twitter: @brettbeebe and Instagram: @brettbeebe and @rad.hockey  or you can connect with him via Brett Beebe's Champs App Profile:  https://profile.champs.app/h/brett-beebe   Here is a list of 2023 Girls Hockey Events: https://www.champs.app/2023/01/2023-girls-hockey-event-calendar/ To learn more about minor hockey development and recruiting for both girls and boys, visit the Champs App website http://www.champs.app   Create a free, beautiful Champs Hockey Profile to help with college or prep school recruiting: https://profile.champs.app/sign-up With Champs App profile you can: ·         Share highlight videos, statistics and coach information ·         Add a player's playing history (teams, coaches, level of play) and upcoming games schedule ·         Share personal, student and athletic profile information ·         Invite and connect with coaches, players and teammates Once you create your profile, you will have a personalized link to share with coaches and teams. Or you can connect directly with coaches on Champs App.  Here is a list of college and team coaches already using Champs App:  https://www.champs.app/2022/09/ncaa-coaches-directory/  You can view sample profiles here:  Women's: Cammie Knight and Men's: Wayne Crosby  https://profile.champs.app/h/cammie-knight and https://profile.champs.app/h/wayne-crosby

On this episode of Conversando, host Camila Dejesus is joined by the Latinitas Development Team in the form of Interim Executive Director Gabriela Kane Guardia and Latinitas's Development Director TC Waugh. They tell us all about what the Development Team gets up to, and we learn some pretty interesting facts about them along the way! Edited by Frankie Alaniz Music by Lundstroem

Can an inexperienced development team without any senior members can implement scrum? While there's a debate on the necessity of technical excellence for scrum's foundation, one suggestion is to define a clear DOD (definition of done) to unify the team. By revisiting and evolving this definition, teams can incrementally improve and move towards better technical excellence and adopt more Scrum practices. Join us as we delve into this topic, with Todd showing an optimistic viewpoint and a surprising role reversal on our perspectives. ⏩ Join Ryan and Todd for a Scrum.org course: https://buytickets.at/agileforhumansllc Todd and Ryan also co-authored a book - Fixing Your Scrum: Practical Solutions to Common Scrum Problems.

Today's guest is Jeffrey Manville, ServiceNow Development Team Lead at Duke University Health System. As a world-class academic and health care system, Duke Health strives to transform medicine and health locally and globally through innovative scientific research, rapid translation of breakthrough discoveries, educating future clinical and scientific leaders, advocating and practicing evidence-based medicine to improve community health, and leading efforts to eliminate health inequalities. Jeffrey is an experienced System Engineer & Software Developer with a demonstrated history of success within the IT and Healthcare industry. He is skilled in process/systems analysis, system engineering, data analysis and software development particularly on the ServiceNow platform. In his current role, Jeffrey coordinated the recovery of a major incident for a vendor owned & supported application between two companies' engineering departments and ServiceNow, while reporting to C level leadership for both companies. In this episode, Jeffrey talks about: His role and responsibilities with Duke University Health System  Why ServiceNow is the platform of choice  Applications that are adding value across the organization  Challenges and they needed to overcome when implementing ServiceNow  What makes a winning ServiceNow team  Key advice for your implementation journey  Where he sees the future of the ServiceNow platform

The Montreal Canadiens announced that Paul Byron will be joining the Habs front office as a Player Development Consultant as he announced his retirement from playing professional hockey. In the first segment, we discuss this change for Byron and the team. In the second segment, around the 11-minute mark, we discuss news and notes from training camp. Finally, in the third segment, around the 19-minute mark, we discuss the Mike Babcock investigation and resignation. Follow & Subscribe on all Podcast platforms…

The Montreal Canadiens announced that Paul Byron will be joining the Habs front office as a Player Development Consultant as he announced his retirement from playing professional hockey. In the first segment, we discuss this change for Byron and the team. In the second segment, around the 11-minute mark, we discuss news and notes from training camp. Finally, in the third segment, around the 19-minute mark, we discuss the Mike Babcock investigation and resignation.Follow & Subscribe on all Podcast platforms…

Hi. Welcome to season five of Retrograde Amnesia. As we let the Saga take us, we're talking about when and where Xenosaga Episode I: Der Wille zur Macht came out, observing the will to power, establishing Xeno-links, finding inspiration in pornography, resolving to finish the soundtrack, treating cut-scene length like a threat, losing to Dead or Alive Beach Volleyball, socking the doorknob for spoilers, agreeing Xenosaga was the most important thing to ever happen, forecasting an existential crisis, inserting a zohar key in a zohar shape, and observing the light from the nether. You've read the document, now play the game. 00:00 Intro | 04:13 Release Information | 09:42 Development Team | 20:20 Promotional Media | 24:15 Contemporary Reviews | 28:27 Memories and Expectations | 44:17 Intro Cut Scene | 53:45 Real Net | 57:20 Outro Get more Retrograde Amnesia: Support us on Patreon at patreon.com/retroam. Join the community and get bonus episodes, miniseries, and access to the RealNet. For a complete list of our bonus material, check out content.retrogradeamnesia.com.  Twitter: @retroamnesiapod E-Mail: podcast@retrogradeamnesia.com Website: www.retrogradeamnesia.com  

Join Zac and Adam as they sit down with the entire Paizo Starfinder development team to discuss the hype and concerns around the Starfinder 2nd Edition announcement!

Here are the 5 symptoms: Your ScrumMaster has become the Master of Ceremonies and is speaking WAY too much: When the ScrumMaster puts on a glitter jacket and or has a bedazzled microphone, this is your sign that they have taken things WAY too far. It is important that the SM work closely with the Development Team to drive value, but they also must be in control without saying many words. Monologues Over Dialogues: Are team members simply reporting their updates, or are they engaging in a discussion? The Daily Scrum should encourage interaction, not just broadcasting. Problem-Solving Takes a Backseat: The Daily Scrum is a platform to highlight and assign ownership to problems, not necessarily to solve ALL of them completely. If it can be solved in 30 seconds or less, do not call for another meeting... Solve the freaking problem! If issues are merely reported but not addressed, the meeting isn't serving its purpose. Attendance and Engagement Dwindles: If team members are regularly missing the meeting or not actively participating, it's an indication that they don't see value in it, signaling that changes are needed. Misconception of the Meeting's Purpose: If the Daily Scrum has turned into a status report to the Product Owner or the Scrum Master, it's a clear sign that the meeting has strayed from its purpose. The Daily Scrum is for the Development Team to synchronize their efforts and plan their work, not to report progress to the Product Owner or the Scrum Master. How to connect with AgileDad: - [website] ⁠https://www.agiledad.com/⁠ - [instagram] ⁠https://www.instagram.com/agile_coach/⁠ - [facebook] ⁠https://www.facebook.com/RealAgileDad/⁠ - [Linkedin] ⁠https://www.linkedin.com/in/leehenson/⁠