Podcasts about eap

The conversation covers updates on DevNet 6, discussions on adding EIPs to DevNet 6, ELP 7928 access restructuring, compute repricing, state growth EIPs, EIP 8304 trustless log index, and EIP 7645 alias origin descender.TakeawaysDevNet 6 updatesEIP discussionsChapters00:00 Glamster Dam and DevNet Updates26:50 Compute Repricing and State Growth EIPs33:24 EAP 8304 Trustless Log Index48:02 EIP 7645 Alias Origin Descender

Many organisations want a positive workplace culture, but creating one is easier said than done.How do you know what your culture is really like? What role do leaders play? And why do some organisations create environments where people thrive, while others struggle with engagement, retention, and performance?In this episode of HR Coffee Time, Fay is joined by workplace culture and leadership expert Aoife O'Brien, founder of Happier at Work and author of the bestselling book Thriving Talent: How Great Leaders Drive Performance, Engagement and Retention.Aoife shares her Thriving Talent framework and practical advice to help organisations create cultures where people can thrive. Together, Fay and Aoife explore psychological safety, leadership, values, strengths, employee needs, and practical ways to improve the experience of work for everyone.In This Episode, You'll Learn:The framework Aoife uses to help organisations create cultures where people thriveWhy psychological safety is the foundation of a thriving workplaceWhy culture is not HR's responsibility aloneThe role leaders play in shaping workplace cultureHow to identify what your workplace culture is really like todayPractical ways to involve employees in shaping cultureWhy many organisations have "accidental leaders" - and the impact this can have on engagement and retentionHow HR can build the business case for investing in leadership developmentWhy values, strengths, and employee needs play such an important role in helping people thrive at workPractical ways to identify your strengths and understand what helps you do your best workChapters[00:00] - Why workplace culture matters[01:34] - Introducing Aoife O'Brien[04:14] - Why Aoife wrote Thriving Talent[07:09] - The Thriving Talent framework explained[10:00] - The research behind the framework[13:55] - Why psychological safety matters[14:27] - Is workplace culture really HR's responsibility?[17:28] - How to define the culture you want[19:15] - The challenge of accidental leaders[25:27] - Making the business case for leadership development[30:03] - What helps people thrive at work?[35:22] - Values, needs and strengths[39:27 ]- Book recommendations[40:44] - How to connect with Aoife[41:49] - Closing and book giveaway reminderSpecial Offer for HR Coffee Time ListenersAoife has kindly arranged a 10% discount on her book, Thriving Talent: How Great Leaders Drive Performance, Engagement and Retention. Use this link to access the discount.Useful LinksConnect with Aoife O'Brien on LinkedInVisit Aoife's Happier at Work websiteLearn more about the Thriving Talent bookConnect with Fay on LinkedInLearn about Fay's Essential HR PlannerLearn about Fay's Inspiring HR Leadership ProgrammeBooks Recommended In This EpisodeThriving Talent: How Great Leaders Drive Performance, Engagement and Retention - Aoife O'BrienInsight: How to succeed by seeing yourself clearly - Dr Tasha EurichDare to Lead - Brené BrownYour Best Meeting Ever - Rebecca HindsHelpful Episodes to Listen to NextEp 47: Discovering your values to help your HR Career, with Zoe HawkinsEp 107: The Impact of Imposter Syndrome at Work and How to Tackle It Head-On, with Aoife O'BrienEp 136: How to shape a winning workplace culture when you work in HR, with Annabelle Lawson and Paula BrockwellEp 114: What Workplace Culture Is, How to Measure It, and a Surprising Way to Improve It, with Arend BoersemaEp 76: HR Insider tips on how to create an amazing remote working culture, with Claire CathcartEnjoyed This Episode? Don't Miss the Next One!Sign up for the free weekly HR Coffee Time email to be notified each time a new episode is released - and get free career tips, tools, and resources.Mentioned in this episode:Kara Connect - Help When It's Needed MostMenopause, grief, ADHD, relationship breakdown... Every day, employees dealing with these situations are turned away by their EAP because they didn't qualify for counselling. When someone finally asks for help, they deserve better. Visit Kara Connect, where no employee is ever turned away. Kara Connect

What if the leadership skill your team needs most is not sharper strategy or faster execution, but a leader who genuinely cares and knows what to do when things get hard? I sit down with Graeme Cowan, a leading voice on workplace mental health, resilience, and leadership, and a founding director of R U OK Day. Graeme also shares his own lived experience of depression and the long road back, plus the purpose that came from turning struggle into service. We dig into why caring leadership is not soft and not in conflict with performance. It is how you create sustainable results without losing good people to burnout. We talk about “mood contagion” and why your energy sets the tone, then get practical with Graeme's moodometer framework so you can notice early warning signs while you are still in the amber zone. If you lead a team, support leaders, or work in HR, you will hear clear ways to protect your own wellbeing while still showing up for others. From there, we move into crew care: belonging, psychological safety, and growing together. Graeme shares simple rituals that build trust fast, including a powerful approach used in elite teams. We also cover red zone care and Graeme's I CARE framework so you can support someone in distress with empathy, without trying to be their therapist, and know when to guide them toward EAP, a GP, or helplines like Lifeline and Beyond Blue. If you want practical tools for burnout prevention, employee wellbeing, and building resilient teams, hit play. Then share this with a leader who needs it, subscribe on your favorite podcast app, and leave a review so more people find these conversations. What is one small act of care you will practice this week?

Send us Fan MailThe MZ Farms/USHJA Emerging Athletes Program (EAP) is a development initiative run by the U.S. Hunter Jumper Association to help up-and-coming riders build both their riding skills and their horsemanship knowledge. Created in 2009, the program has become a launching pad for many riders who've gone on to succeed in major equitation and jumper finals, including the USEF Show Jumping Talent Search, the ASPCA Maclay, and USEF Prix des States, among others. The program is open to junior, amateur, and professional members ages 12 and older as of December 1 of the current competition year, with sections offered at 0.90-meter and 1.0-meter fence heights. To apply, riders must meet eligibility requirements, submit an application and fee, gather recommendation forms, and pass a Horsemanship Quiz Challenge with a score of at least 80%. Riders accepted into the program begin with a five-day Regional Training Session, where they work directly with top riding clinicians and stable managers on flatwork, gymnastics, related distances, course work, and a full stable-management curriculum covering grooming, horsemanship, and barn management. Participants bring and care for their own horses throughout the session. From there, 16 riders are selected to advance to the National Training Session, chosen based on their performance and potential during the regional sessions, with eligibility limited to members ages 12 to 25. A select group of standout non-riders may also be invited to attend as stable managers. The national session is a multi-day intensive held with top clinicians — for 2026, that's Joe Fargis for riding and Colleen Reed for stable management, hosted at Midway University in Kentucky. Financial support is also part of the program: the USHJA Foundation awards up to $6,000 total in grants to help offset costs for EAP participants, with individual grants capped at $500. EAP combines hands-on riding instruction with serious horsemanship education, aiming to produce well-rounded equestrians — not just skilled riders, but knowledgeable horsemen and women who understand every aspect of caring for their horses.-- The USHJA Zone Jumper Championships are a series of regional team and individual competitions for Junior and Amateur jumper riders, held across the USHJA's geographic zones each summer. There are actually a few related programs under this umbrella, organized by fence height.The 1.00/1.05m Junior/Amateur Zone Jumper Championships give riders a competitive team experience and a chance to earn Zone Horse of the Year points in their respective sections, with championships held by zone consisting of both team and individual competition. To qualify, riders submit an application and must accumulate at least 20 points in their section at USEF-licensed competitions during the qualifying period. At the higher end, the Markel/USHJA Zone Jumper Team Championships serve Junior and Amateur Jumper riders in the 1.10/1.15m and 1.20/1.25m divisions, while the related Platinum Jumper Championships cover even higher sections. Competitors in these championships are considered USHJA Emerging Jumper Riders for that year and have the opportunity to earn the title of USHJA Gold Star Emerging Jumper Rider, along with a spot at a USHJA Gold Star Clinic. For 2026, the championships are organized regionally — Northeast (Zones 1-2), South (Zones 3, 4, 7), North Central (Zones 5-6), and West (Zones 8-10) — each hosted at a different venue, with riders from Zones 11 and 12 free to choose whichever championship location they'd like to attend. New this year, jump-offs will be used to break ties for Individual and Team Gold, Silver, and Bronze medals. To enter, riders must submit an application with a $75 non-refundable fee and earn at least 20 qualifying points in their section at USEF-licensed shows before their zone's deadline. Submitting an application doesn't commit a rider to attend, but it does let their points count toward qualification. Individual medalists also earn a notable perk: an invitation to a USHJA Gold Star Clinic of their choice within two years, offering four days of mounted and unmounted instruction from leading clinicians. Altogether, the Zone Jumper Championships give developing jumper riders a structured path toward team competition experience, individual recognition, and continued mentorship — bridging the gap between regular show circuit competition and higher-performance opportunities.theplaidhorse.comThank you so much for joining us today on the Plaidcast. This podcast is a labor of love, and every single episode exists because of this incredible community of riders, trainers, barn managers, parents, and horse lovers who show up in the barn, in the ring, and right here with us.At The Plaid Horse, our commitment goes far beyond the show ring. We believe deeply in the power of literacy and education and that every rider, at every level, deserves access to knowledge, stories, and ideas that make them a better horseperson and a better human being. Reading matters. Learning matters. And the stories we tell each other in this sport matter more than we sometimes realize.Whether you are a junior rider picking up your first copy of The Plaid Horse  Magazine, a professional trainer looking for inspiration, or someone who simply loves horses and everything this world stands for then this community is for you. You belong here.We build this together. Every article, every episode, every conversation is an opportunity to learn something new, to feel less alone in the challenges of this sport, and to be reminded of why we fell in love with horses in the first place.Until next time, keep reading, keep learning, keep riding, and remember that the horse world is better when we build it together. I will see you at the ring!

辦公室揪團買雞排，卻獨漏某位同事——在過去可能只是茶餘飯後的玩笑，但7月1日《職業安全衛生法》職場霸凌防治專章正式上路後，只要符合特定情境，還真的可能構成職場霸凌。過去被視為「公司文化」、「主管作風」、「潛規則」的種種行為，都將被納入法律檢視範圍。 陳業鑫律師指出，這次修法最大的不同，是把職場霸凌防治從「個人修養問題」上綱到「企業強制法律義務」。最嚴重時，若員工因霸凌罹患憂鬱症等職業病，企業最高可罰450萬，負責人姓名還會被公布在勞動部網站，重創ESG與商譽。 這集是一份給主管與HR的實戰指南：10人、30人、100人以上企業各有哪些義務？接到申訴後該怎麼處理？陳律師給出「通、條、密、技」四字口訣，以及主管最容易踩的紅線。 【聽完這集你會知道】 02:43｜這次修法最大的不同：從個人修養變成企業強制義務 過去職場霸凌被當成人際摩擦或道德問題，現在是法律強制責任。最重罰450萬、負責人姓名公布上網，對ESG與公司治理評鑑都是不可承受之重。 10:02｜10人、30人、100人企業的合規準備清單 10人以上要公告申訴窗口；30人以上要訂防治辦法（勞動部有範本可下載）；100人以上還要事先做好四類對象的教育訓練，並建置EAP與外部調查委員人才庫。 24:28｜接到申訴怎麼辦？陳律師的「通、條、密、技」口訣 通報窗口、調整座位與工作流程、調查期間保密、全程留下紀錄。每一步用email寄給當事人並副本給窗口，既是保護，也是日後免責的舉證關鍵。 28:48｜主管最容易踩的紅線 新世代自帶反霸凌意識；主管可律己但不能以同一套標準要求下屬，下班後的Line奪命連環扣也可能構成精神壓力。 【本集金句】 「不要用昭和時代的腦袋，去管令和時代的新生代。」 #職場霸凌 #職安法 #職場霸凌防治 #陳業鑫 #HR合規 主持人：天下雜誌總編輯 吳韻儀 來賓：業鑫法律事務所主持律師 陳業鑫 製作團隊：錢玉紘、劉駿逸 ＊早鳥優惠立即報名7/29天下管理高峰會：https://bit.ly/4dO86GW ＊職場霸凌新法應對戰略：https://pse.is/976bj4 ＊意見信箱：bill@cw.com.tw -- Hosting provided by SoundOn

In this episode of the Tactical Living Podcast, hosts Coach Ashlie Walton and Sergeant Clint Walton talk about a physical consequence of the first responder career that does not get nearly enough attention: chronic inflammation (Amazon Affiliate) — what it is, what causes it, and what it is quietly doing to the long-term health of the people who serve. Most first responders are aware that the job is physically demanding. But fewer understand that chronic stress, sleep disruption, irregular schedules, poor nutrition, and repeated trauma exposure do not just affect mood and mental health — they trigger a systemic inflammatory response inside the body that over time contributes to serious and life-altering physical conditions. This episode connects the dots between the demands of the job and the health consequences that follow years later.

Laura Maffucci has played a key role in helping her organisation embrace AI. The surprising part? She doesn't actually like AI.In this episode of HR Coffee Time, Laura, Head of HR at G-P, shares her honest perspective on AI, how her organisation has approached adoption, and the practical lessons she's learned along the way.We discuss everything from creating AI champions and governance processes to helping employees feel comfortable experimenting with AI. Laura also shares her thoughts on job loss fears, the importance of human oversight, and why the reality of AI at work can be very different from what many leaders expect.Whether your organisation is already embracing AI or you're just starting to think about what it might mean for your workforce, this conversation is packed with practical insights and thought-provoking ideas.In This Episode, You'll Learn:Why Laura has mixed feelings about AI despite using it extensively at workHow GP approached AI adoption across the organisationThe role of AI champions and internal advocatesCreating psychological safety around AIHow to encourage experimentation without creating fearThe importance of governance, security and guardrailsWhy prompting skills matterThe risks of relying too heavily on AI outputsThe growing importance of discernment and critical thinkingThe disconnect between executive expectations and employees' experiences of AIPractical examples of how AI is being used within HR and across the businessChapters[00:00] Why I Finally Decided to Cover AI[01:57] Meet Laura Maffucci[02:51] Laura's Surprising View of AI[04:45] How AI Is Being Used at G-P[05:37] The AI Council and Governance[06:40] AI Champions, Training and Adoption[09:09] What's Had the Biggest Impact?[10:05] Finding Your AI Champions[11:33] Addressing Fear of Job Loss[11:47] Creating Psychological Safety Around AI[13:41] The Disconnect Between Leaders and Employees[16:06] The Number One Skill – Discernment[16:27] Cautionary Tale[17:19] The Right Way to Introduce AI[17:54] The Benefits of AI Adoption[18:57] Using Gemini Gems and AI Workflows[23:13] Creating AI Personas for Senior Leaders[24:17] AI Security and Confidential Information[26:15] Book Recommendation: Dare to Lead[28:13] Key Takeaways from the ConversationUseful LinksConnect with Fay on LinkedInLearn about Fay's Essential HR PlannerLearn about Fay's Inspiring HR Leadership ProgrammeConnect with Laura on LinkedInG-P article: Why your best 2026 AI strategy is still humanHelpful HR Coffee Time episodes to listen to nextEp 171: How to Build Trust & Get Buy-In Through Brilliant Employee CommunicationEnjoyed This Episode? Don't Miss the Next One!Sign up to the free weekly HR Coffee Time email to be notified each time a new episode is released – and get free career tips, tools, and resources.Mentioned in this episode:Kara Connect - Help When It's Needed MostMenopause, grief, ADHD, relationship breakdown... Every day, employees dealing with these situations are turned away by their EAP because they didn't qualify for counselling. When someone finally asks for help, they deserve better. Visit Kara Connect, where no employee is ever turned away. Kara Connect

On the Contacts Coaching podcast, host interviews Melissa Fortenberry, founder of Heat Sense, about proactively monitoring heat strain in athletes to prevent heat illness. Fortenberry, a former Texas athlete and tech professional, describes being sick during a 107-degree football game and researching why existing guidelines focus on symptoms, meaning athletes are already ill once dizziness or nausea appears. She explains limitations of heat index and wet bulb globe temperature for team decisions because athletes differ in hydration and acclimation, and argues core body temperature is the key metric, though gold-standard measurement is rectal thermometry. Heat Sense uses a Swiss wearable (bicep/chest) plus heart rate to estimate core temperature within about 1°C, flag rising heat strain trends via an app and team dashboard, and support cooling interventions. They discuss adoption models, rotating sensors to identify sensitive athletes, EAP planning, and “cool first, transport second” protocols.00:00 Welcome and Guest Intro00:32 Melissa's Origin Story02:05 107 Degrees Spark03:44 Why Heat Guidelines Fail06:05 Core Temp Monitoring Tech08:31 Accuracy and Thresholds12:00 Cooling Protocols in Practice13:03 Practice Risks and Acclimation16:17 App Dashboard and Pricing17:33 Adoption for Schools and Clubs20:27 Parent Checklist and EAP21:42 Cooling First Transport Second22:18 Regional Risk and Humidity23:57 Where to Learn More24:10 Wrap Up and Takeawayshttps://heatsense.com/

Workplace mental health affects every team, every manager, and everyemployee — but most people still don't know what to say or where toturn. In this episode of A Penny or Two for Your Thoughts, hostsChantel Windeshausen and Liz Malmberg sit down with a panel ofexperts to talk openly about recognizing when a coworker is struggling,how to start that conversation, and the resources available to help.Joining the conversation are Molly Woodman, Director of CommunityEngagement at the Kim Foundation — a Nebraska nonprofit dedicated tosuicide prevention and mental health awareness — and Terry Coleman,Clinical Manager at Best Care Employee Assistance Program (EAP), whichprovides confidential counseling to hundreds of Omaha-area companiesand their employees. Centris Federal Credit Union's own Chrissy Cunningham (BenefitsAdministrator) and Robin Fredieu (Director of Learning & Development)share how Centris is equipping its people leaders with the trainingand tools to build a psychologically safe workplace. From warning signsmanagers should watch for, to why confidentiality in EAP counseling isironclad, to the simple power of asking "How are you?" — this episodedelivers practical, compassionate guidance anyone can use.If you or someone you know needs support, dial or text 988 (Suicide &Crisis Lifeline) or visit bestcare.org and kimfoundation.org for freeresources.– About A Penny or Two for Your Thoughts –When it comes to all things financial, there are often a lot ofquestions. Being two marketers and moms on a budget, we certainly haveall the questions. That's why we're bringing in the subject matterexperts to help educate us on all things financial and get theirthoughts to help improve our financial wellness and the financialwell-being of our communities. Join us for a few laughs, some greatinsights, and hopefully, a few tips you can take on your path tofinancial success.Visit us at our website: https://www.centrisfcu.org/a-penny-or...Listen to our Podcast on:Spotify: https://open.spotify.com/show/6Lf8gGY...Apple Podcasts: https://podcasts.apple.com/us/podcast...*Follow Centris on Social Media:*https://www.facebook.com/CentrisFCUhttps://www.instagram.com/centrisfcu/https://twitter.com/CentrisFCUhttps://www.linkedin.com/company/centris-federal-credit-union/This is another Hurrdat Media Production.Hurrdat Media is a podcast network and digital media production companybased in Omaha, NE. Find more podcasts on the Hurrdat Media Network bygoing to HurrdatMedia.com or the Hurrdat Media YouTube channel!

Send us Fan MailA lot of first responders can talk anyone through a crisis, then go home and quietly self-destruct. That tension sits at the center of my conversation with Joe Smarro, a former cop known for crisis work who's also honest about the parts of his life that didn't look “resilient” at all: shame, compulsive numbing, relationship fallout, and the kind of hopelessness that puts a gun belt in the room as a real option. Joe walks me through the moment he finally chose help, not hiding, by walking into the VA and starting a treatment journey that's still evolving today. We dig into why stigma in police, fire, EMS, dispatch, and paramedicine keeps people performing at work while collapsing inside. Joe explains how looking in the mirror made him better at humanizing the people he served without turning it into trauma bonding, and why leaders matter when they say, out loud, “I'm going to therapy” instead of pointing to an EAP brochure. We also talk complex PTSD, ACE scores, and how unprocessed childhood trauma can shape adult threat responses, addiction risk, and the stories we live from. Then we get practical about trauma treatment. We unpack EMDR therapy with a simple “two strings” model that shows why the goal isn't forgetting the event, it's stopping the body from reacting like it's happening right now. Joe also shares his experience with ketamine-assisted therapy, including research, safety, set and setting, at-home sessions, and why integration in the 48 to 72 hour window matters so much. If you care about first responder mental health, trauma recovery, PTSD treatment, and what real healing looks like off the clock, you'll get a lot from this one. Subscribe, share this with someone who needs it, and leave a review so more first responders can find these conversations.https://solutionpointplus.com/https://joesmarro.com/https://www.instagram.com/joesmarrohttps://www.linkedin.com/in/joesmarro/His book can be purchased here: https://www.amazon.com/s?k=joe+smarro+book&adgrpid=189489075594&hvadid=779590058605&hvdev=c&hvexpln=0&hvlocphy=9001838&hvnetw=g&hvocijid=11939440335994543591--&hvqmt=e&hvrand=11939440335994543591&hvtargid=kwd-2672616687752&hydadcr=22534_13730692_8442&mcid=210f362e2b1a34d4afd3b1dab807f421&tag=googhydr-20&ref=pd_sl_1i3b43osek_eSupport the showYouTube Channel For The Podcast

6 Gemeinden im Baselbiet prüfen, ob sie im Bildungsbereich enger zusammen arbeiten könnten. Hintergrund ist, dass die Gemeinden vermehrt mit Schwierigkeiten zu kämpfen haben in der Schule, wenn etwa ein Schulhaus saniert werden muss oder es zu wenige Kinder für eine Klasse hat. Ausserdem Thema: · Grossrat fordert strengere Pyrokontrollen im Fussballstadion · Strafgericht: Frau soll Buben mit Pistole gefährdet haben · Viel Pfingstverkehr auch am EAP

In this episode, Helen talks with Natalia Wright, an experienced ELT practitioner and academic with over 30 years in the field, outlining her professional journey and key influences. Natalia completed her BA in 1990, later earning an MA from the University of Chichester and a doctorate from the University of Glasgow. She currently teaches at the American University of the Middle East in Kuwait. Natalia credits organisations like the British Council and the Norwich Institute for Language Education as shaping her development. She also reflects on the IATEFL 2026 conference, highlighting plenary talks by Patricia and Larissa that focused on language diversity and peace education. Although she was unable to attend in-person due to the war, she followed #IATEFL2026 via recordings and social media. She emphasizes the importance of ongoing professional development and staying connected to the global ELT community despite challenging circumstances. More about Natalia:Her researcher account: https://orcid.org/0000-0001-8108-1241She recently co-edited a book, to be published in July, that she positions in the context of de-globalisation, a topic resonant with some of the IATEFL plenary speakers' talks. Here: https://link.springer.com/book/9783032270405 To find the complete archive of Developod episodes, go to tdsig.org/developod-tdsigs-podcast 

Discuss the Environmental Cold Injuries Position Statement, discuss prevention techniques for events that are in a cold environment, and discuss the role of the EAP when considering cold injuriesTimestamps(3:23) Categories of cold injuries(3:45) Hypothermia(17:02) Spectrum of Frostbite(25:46) Non-freezing injuries of the extremities(31:05) The role of clothing in cold injury prevention(34:45) Cold event preparation--ARTICLE CITATIONS used for this episode: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://atcornerds.wixsite.com/home/blog⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠AT CORNER FACEBOOK GROUP: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/groups/atcornerpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram, Website, YouTube, and other links: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠atcornerds.wixsite.com/home/links⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠EMAIL US: atcornerds@gmail.comSAVE on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Medbridge⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠: Use code ATCORNER to get $101 off your subscriptionMusic: Jahzzar (betterwithmusic.com) CC BY-SA—TO GET CATEGORY A CEUs for listening to this episode, enroll in this course: https://clinicallypressed.org/courses-home/Take the quiz and course evaluation and your certificate will be generated for you! We have no financial disclosures or conflict of interests.---Sandy & Randy

Is AI really replacing accountants—or just changing the job? Blake Oliver talks with Capterra analyst David Jani about new survey data showing where AI is gaining traction in accounting, from chatbots and data entry to forecasting and fraud detection. They unpack why 89% of users report ROI, why firms are still struggling to hire, and why weak AI data-handling policies could create serious security problems.Accounting Trends in 2026: How AI is Changing Work, Skills, and Strategyhttps://www.capterra.com/resources/accounting-trends-ai-software-changing-work/Chapters(00:00) - EAP 114 (01:26) - Survey Methodology (04:26) - AI Adoption Today (05:39) - Where AI Shows Up (19:57) - Staffing Crunch Data (24:10) - Manual Work and Spreadsheets (26:17) - Next 12 Months Ahead (28:11) - 2027 Predictions and Threats (32:04) - Where to Place AI Bets Sign up to get free CPE for listening to this podcasthttps://earmarkcpe.comhttps://earmark.app/Download the Earmark CPE App Apple: https://apps.apple.com/us/app/earmark-cpe/id1562599728Android: https://play.google.com/store/apps/details?id=com.earmarkcpe.appConnect with Our Guest, David JaniLinkedIn: https://www.linkedin.com/in/david-jani-7627872b/Learn more about Capterrahttps://www.capterra.com/accounting-software/Connect with Blake Oliver, CPALinkedIn: https://www.linkedin.com/in/blaketoliverTwitter: https://twitter.com/blaketoliver/

You can design the best HR strategy, introduce brilliant benefits, or roll out an important change - but if people do not understand it, engage with it, or take action, none of it matters.That is why employee communication sits right at the heart of your impact in HR.In this episode of HR Coffee Time, Fay is joined by Nik Nawaaz, Head of Employee Communications at Barnett Waddingham (now part of Howden) to unpack exactly how HR professionals can communicate in a way that builds trust, gets buy-in, and encourages people to take action - whether that is using their benefits, completing an engagement survey, preparing for a performance review, or navigating organisational change.With over 20 years of experience in employee communications, Nik shares practical, immediately actionable advice — no jargon, no fluff.In This Episode, You'll Learn:Why employee communication is the “connective tissue” of an organisationWhy HR can sometimes feel like a faceless department - and how to change thatThe common mistake HR professionals make when writing employee communicationsWhy your message needs to answer “So what?” within the first few secondsHow to shift from explaining features to showing benefitsWhy phrases like “HR is pleased to announce” or “Please be advised” can stop people engagingHow to make your communication feel more human, conversational and directWhy reading your message aloud can help you spot corporate languageHow to use Microsoft Word's read-aloud feature to improve scripts and written communicationWhy a one-size-fits-all approach rarely works for benefits communicationHow to tailor messages for different groups and generations in your workforceWhy line managers are so important when you want messages to landHow a simple manager toolkit can make communication more effectiveWhy listening for the first five minutes of a meeting can help build trustHow to communicate during times of fear, uncertainty and changeWhy silence can lead people to create their own “horror story”How to be honest when you do not yet have all the answersWhy storytelling and real-world proof can be more persuasive than project updatesWhy employee communication needs support from across the organisation - not just HRChapters00:00 - When great HR work goes unnoticed03:24 - What employee comms really means04:20 - Why HR can feel "faceless" — and how to fix it06:19 - The #1 mistake: writing for yourself, not your audience08:49 - Quick win: delete your opening line09:49 - Drop the corporate speak — write like a human11:35 - The Word trick that makes your writing sound natural13:04 - How to get people to actually use their benefits17:30 - Tailoring messages for different generations20:58 - Line managers as your communication allies22:59 - The "First Five" technique24:01 - Communicating through change and uncertainty25:58 - Use storytelling, not project updates28:06 - Resource recommendation: Simon Sinek's Golden CircleUseful LinksConnect with Fay on LinkedInLearn about Fay's Essential HR PlannerLearn about Fay's Inspiring HR Leadership ProgrammeTake Fay's freeHR Leadership Impact Assessment.Connect with Nik (Nikolas) Nawaaz on LinkedInFind out more about Barnett Waddingham's employee communications workWatch Simon Sinek's TED Talk:How Great Leaders Inspire ActionHelpful Episode to Listen to NextIf you enjoyed this episode and would like more support with writing clear, effective communication at work, listen to:

The conversation covers updates on the Glam Amsterdam DevNet 4 launch, delegate inclusion on field calls, an update on EIP 7904, EAP 8188 discussing state tiering, and EAP 8182 proposing private transfers to Ethereum. The conversation covers innovative authentication methods, ZK proof and hardware wallets, credential proof separation, risk mitigation, synchronous composability, security and soundness mitigation, gas costs, supply side work, deactivation of self-destruct, and client feedback on execution API cases.TakeawaysGlam Amsterdam DevNet 4 launch updatesDelegate inclusion on field callsUpdate on EIP 7904EAP 8188: State tieringEAP 8182: Private transfers to Ethereum Innovative authentication methods allow users to bring their own authentication, ZK proofs enable hardware wallet authorization, and credential proof separation ensures synchronous composability.Deactivation of self-destruct functionality requires careful consideration of potential impact on existing contracts and use cases.Chapters00:00 Glam Amsterdam DevNet 4 Launch18:42 Update on 790437:30 EAP 8182: Private Transfers to Ethereum43:15 Credential Proof Separation57:17 Deactivation of Self-Destruct01:11:23 Client Feedback on Execution API Cases

“Don't make me pull this podcast over!” Do you have sibling rivalry in your family? Have you often wondered why? Today on the One Life Radio Podcast Dr. DeWone Bennett and Bernadette Fiaschetti share some of their past battles with siblings and tackle the complex, and sensitive subject of understanding the roots of sibling rivalry and how to fix it!Dr. Bennett has over eighteen years of extensive training and experience working with children, adolescents, and adults.  He holds two master's degrees and a Doctorate in Clinical Psychology.  Dr. DeWone is a Licensed Professional Counselor and author of the book series “The Playbook Series.” He also lights up the stage as a keynote speaker and corporate mental health and wellness trainer.Dr. Bennett has a diverse range of training and certifications as a Trauma-Focused Cognitive Behavioral Therapist (TF-CBT) EMDR and Gottman method as a couple's therapist. As well as a National Certified Counselor and Counseling Supervisor and a corporate EAP counselor and trainer.  Over the past 15 years he has focused his interest in personal development, on those struggling with emotional trauma, relationship issues, resiliency, and work-life balance. As the owner of a group private practice in the North Dallas area, Dr. Bennett continues to provide life-altering behavioral health services and consultations. You can find and learn more about Dr. DeWone Bennett on drbennettcounseling.com.Here are more episodes with DeWone Bennett:“Things I'm Seeing In My Practice” ‘Work Anxiety' - Ep. 3111Can Valentine's Day Expectations Harm Your Relationship? ep. 3081The Best and Worst Ways to Break Up #2093The Psychology of Tattoos #2073Managing Stress #2049What are we Swiping For? #3070The Bird Test Theory, You Tube, Dr. John Gottman

Are constant interruptions at work stopping you from getting through your most important tasks? If you work in HR or a People role, you'll know how quickly your day can be taken over by “have you got a minute?” moments - making it difficult to focus on the work that really matters. In this episode of HR Coffee Time, Fay Wallis shares practical ways to protect your time, reduce distractions and create more space for focused work, helping you step up with more confidence and control in your role. You'll learn how to: Set clear boundaries without feeling unhelpful Reduce interruptions across your organisation Create uninterrupted time for deep work Stay focused on your most important priorities This episode is designed to support HR and People professionals who want to feel more confident, effective and in control of their time at work. Chapters[00:00] Do you get interrupted at work?[00:16] Interruptions – a big time management problem[00:55] Why HR gets pulled in[01:35] Episode goal and boundaries[01:56] Welcome and host intro[02:33] Four tips overview[03:00] Tip one: open door hours[03:35] Scripts and signage[04:06] Red sign boundary lesson[05:07] Tip two: company focus time[06:15] Deep work explained[07:11] No meeting Wednesday example[07:28] Tip three: working meetings[10:21] Tip four: block a deep work day[12:26] Recap and next stepsUseful Links from This Episode:Connect with Fay on LinkedInLearn about Fay's Essential HR PlannerLearn about Fay's Inspiring HR Leadership ProgrammeTake Fay's free HR Leadership Impact Assessment. Helpful Episodes to Listen to NextEp 7: What to Do When You Don't Have Enough Hours in the DayEp 45: 6 Ways to Stop Procrastinating & Find Time for Important Projects at WorkEp 52: Two Ideas to Help You Bounce Back From a Tough Day at Work Ep 67: How to Get on Top of Email Overwhelm When You're in a Busy HR RoleEp 138: Can't Find Time for Strategic Work in HR? 5 Tips to HelpEnjoyed This Episode? Don't Miss the Next One!Sign up for the free weekly HR Coffee Time email to be notified each time a new episode is released – and get free career tips, tools, and resources.Mentioned in this episode:Help That's There when It's Needed MostMenopause, grief, ADHD, relationship breakdown... Every day, employees dealing with these situations are turned away by their EAP because they don't qualify for counselling. When someone finally asks for help, they deserve better. Visit Kara Connect, where no employee is ever turned away. Kara Connect

Episode Notes One in four employees has considered quitting because of what work is doing to their mental health. The conversation about workplace mental wellbeing has never been more relevant, or more urgent. In this episode, Mark Debus, clinical manager of behavioural health services at Sedgwick, shares his clinical perspective on what is really happening to people at work. We discuss quiet cracking, resilience, and what managers can do to genuinely support their teams before burnout sets in. A candid and practical conversation for anyone who manages people, or works alongside them. Our Guest: Mark Debus Mark Debus as Clinical Manager of Behavioral Health at Sedgwick, leads a team of master's level behavioral health specialists. His team consults with claims examiners and clients on complex recovery or psychiatric injury claims. They also work with injured employees who are struggling with the aftereffects of a workplace trauma or who are experiencing other types of psychosocial stressors in their lives. His team helps injured workers overcome barriers to treatment and improve motivation for successful return to work outcomes. In addition, he provides subject matter expertise on mental health issues as they relate to the workplace and management practices. Prior to Sedgwick, Mark worked in employee assistance (EAP) and the mental health field in crisis response services. Mark has a BA in psychology and communications from Marquette University and an MSW from the University of California at Berkeley. He is a licensed clinical social worker (LCSW) in Illinois. References: Mark Debus Likedin profile Listen to the next Episode All Podcast Episodes

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TANYA E. MOORE As Chief People Officer, Tanya drives initiatives that empower West Monroe's employees and foster a high-performing, supportive culture. Tanya partners with leadership to develop the next generation of leaders, ensuring our people are fulfilled and our employee experience remains a key differentiator. Before joining West Monroe in 2023, Tanya was Chief People Officer at M.C. Dean and spent two decades with IBM, where she led award-winning programs that shaped the company's transformation. She holds an MBA in organizational development from the College of William and Mary. Outside of work, she serves on several advisory boards, including The Conference Board's CHRO Council, the William and Mary Consulting Board of Directors, and the She-Suite Board of Advisors. She is also a sought-after speaker on topics such as workforce transformation, the evolving role of HR, and leveraging AI to advance people and organizational transformation. Key Takeaways 1. Senior Candidates Should Run a Due Diligence Process, Not Just an Interview Tanya's 18-interview process wasn't excessive — it was intelligence gathering. She was evaluating CEO relationship dynamics, board influence, team readiness, and organizational appetite for change. Candidates at any level should approach interviews as a two-way assessment. 2. Know What You're Actually Looking For Before You Start As Tanya put it: smart, kind, humble people. Work she enjoys. Some fun. The clearer you are about your non-negotiables before you start a job search, the better your decision-making will be when offers come in. 3. Employee Ownership Changes the Employment Relationship With 74% of West Monroe employees holding equity in the company, the ownership mindset isn't a metaphor — it's structural. This is a genuine differentiator in total rewards and shapes how employees engage with the business and with clients. 4. Benefits Signal Culture, Not Just Compensation Tanya's view: the specific benefits matter less than what they reveal about a company's values. Organizations that invest in comprehensive, thoughtful benefits are signaling that they see employees as whole people — and that signal is what candidates are actually responding to. 5. COVID Permanently Raised the Floor on Benefits Expectations The pandemic gave people permission to stop and ask what actually matters. Flexibility, mental health support, and personalized benefits have moved from nice-to-have to expected — and companies that haven't caught up are losing candidates to those that have. 6. Open Roles Are a Hidden Employee Retention Risk Every unfilled position means someone else on the team is absorbing that work. The longer a role stays open, the more likely you are to lose another employee as a result. Time to fill is a culture and retention metric, not just a talent acquisition metric. 7. AI in Recruiting Should Eliminate Low-Value Steps, Not Human Connection West Monroe's approach to AI was surgical: identify every step in the recruiting process where technology could add value, and use it there — so recruiters can spend more time on the high- touch, high-judgment work that actually moves candidates. Automated scheduling and AI- assisted interview feedback are the easy wins. 8. Feedback Loops Are the Biggest Bottleneck in Consulting Firm Hiring Getting busy managers to interview isn't the hard part — it's getting their structured feedback afterward. Tools like BrightHire that record interviews (with consent) and auto-generate notes and scoring against the job description are solving a real, expensive problem. 9. Burnout Needs Programmatic Solutions, Not Just Resources Pointing employees to an EAP or mental health benefit isn't enough when burnout is systemic. West Monroe is exploring more customized, structured support for employees who are struggling — moving from reactive to proactive people care. 10. AI Is the Internet — Embrace It or Fall Behind Tanya's optimism about AI isn't naive — it's grounded in historical perspective. Just as nobody predicted what the internet would become, nobody fully knows where AI is going. Her advice: use it, test it, let it make you smarter. "F around and find out."   00:00 – Introduction Adam introduces Tanya Moore, CPO at West Monroe, and sets up a conversation about benefits, candidate experience, and the modern people function. 01:30 – Meet West Monroe & Tanya Tanya describes West Monroe's differentiators — quality, speed to value, client NPS — and traces her career from 20 years at IBM to her current CPO role. 04:00 – Being the Candidate: 18 Interviews Tanya shares what it was like to go through 18 interviews as a senior exec, why she didn't quit, and what she was actually evaluating along the way. 07:00 – What Senior Candidates Should Really Ask The questions Tanya asked that most candidates don't: CEO relationship dynamics, board influence and hands-on vs. hands-off style, team readiness, and what really happens when things go wrong. 10:00 – Modernizing People Ops at West Monroe, walking into an org with no succession planning and no workforce planning, and the systematic approach Tanya took to rebuild people functions from the ground up. 13:00 – Redesigning the Candidate Experience How West Monroe overhauled its recruiting workflows after adopting Greenhouse, dramatically improving time to hire, reducing cost, and elevating both candidate and manager experience. 16:00 – Time to Fill as an Employee Retention Metric Why open roles aren't just a talent problem — they're a burnout and satisfaction risk for the employees left picking up the slack. 18:30 – Employee Ownership as a Total Rewards Differentiator How West Monroe's half employee-owned model and 74% equity participation rate changes how people show up — and how it's positioned as a benefit in the recruiting process. 21:00 – Benefits Beyond the Basics From childcare and dog walking to expanded mental health support, Tanya breaks down what West Monroe offers and why COVID permanently shifted candidate expectations around benefits. 24:00 – Flex Benefits & the Future of Personalization Tanya's vision for benefits that let employees choose what matters to them — gym memberships, yoga, wellness stipends — rather than a one-size-fits-all package. 26:30 – Tackling Burnout Proactively West Monroe's evolving approach to burnout: moving beyond standard mental health appointments toward more customized, programmatic support for employees who need it most. 29:00 – AI in Recruiting: Where It's Actually Working From automated interview scheduling to BrightHire's AI-powered feedback tools, Tanya walks through specific efficiency gains that are giving recruiters more time for high-value human work. 32:00 – Getting Feedback from Busy Hiring Managers The real bottleneck in consulting firm recruiting isn't getting managers to show up — it's getting their feedback afterward. How BrightHire is solving that. 34:30 – An Optimist's Take on AI & the Future of Work Tanya closes with her big-picture view on AI — likening it to the early internet — and her direct advice to anyone still on the fence: "F around and find out."

Most companies don't think about employee mental health until something goes wrong and by then, it's already too late. In this episode, Brandon Laws sits down with Stephen Sokoler, founder and CEO of Journey and author of The Mental Health Advantage, to make the case for flipping that script entirely. Stephen shares his own transformative personal journey from a decade of rollercoaster habits to discovering meditation through a book he bought at a mall and connects those lessons to what he's building at the organizational level. The conversation covers why traditional EAPs are fundamentally broken, what a 30%+ engagement rate looks like compared to the industry-standard 3%, how AI and tools like Journey Signal are enabling real-time proactive mental health support, and why culture change has to start at the top. Whether you're an HR leader, executive, or someone simply trying to build better habits, this episode is packed with insights you can't afford to miss! ⏱️ Key Timestamps 00:02 — Welcome & introductions: Stephen's book, The Mental Health Advantage, and the focus on proactive mental health at work 00:48 — Stephen's personal story: from gym rat to sloth — and how discovering a book called Buddhism for Busy People at a mall changed everything 02:22 — Demystifying meditation: why it's simple but not easy, and what consistent practice actually does for your day 05:05 — The reactive vs. proactive gap: why society — and employers — default to treating mental illness rather than building mental wellness 08:14 — The EAP problem: why only 3% of employees use their benefits, why EAPs are designed to stay in the background, and what a better model looks like 10:30 — Journey's approach: flipping the EAP model on its head to achieve 30–40%+ employee engagement and treating mental health as "the operating system of the company" 11:32 — Mental health is not a peak state: why the goal isn't to "achieve" mental wellness and check a box — it's an ongoing practice, like going to the gym 14:04 — Bridging the gap: supporting employees with diagnosed mental health conditions while simultaneously building a proactive culture for everyone else 16:13 — Constant engagement in practice: how Journey meets employees where they are — from Slack and Teams apps to break room tablets to daily check-in emojis 18:22 — Introducing Journey Signal: the real-time AI intelligence engine that detects patterns and reaches employees before burnout or turnover happens 20:06 — Wearables and the future of data: the promise and current limits of integrating biometric data into workplace mental health programs 22:00 — Leadership buy-in: why culture change starts at the top, and how a CEO's behavior — even indirectly — sets the mental health tone for 25,000 employees 24:36 — Industry-specific mental health: why a law firm and a hospital system have very different needs, and what Journey is quietly rolling out to address that 26:24 — Metrics that matter: from awareness and engagement to clinical outcomes, daily emoji check-ins, healthcare cost trends, and absenteeism 29:25 — AI and the future of mental health: personalized care recommendations, smarter benefit navigation, and why Stephen isn't excited about replacing therapists with AI 35:07 — Parting wisdom: the compounding effect of simple, consistent mental health practices — and how to connect with Stephen and Journey

Burnout is still everywhere, even though workplace wellness spending and mental health benefits keep rising. So, we ask the uncomfortable question: are we solving real employee well-being problems, or just adding more programs that people do not trust enough to use?Host, Scott Light, sits down with Melanie Huffman (VP of People and Culture at Boundless), Dr. Natasha Prince (mental health professional and nonprofit founder), and Bryan Blair (Chief People Officer and founder of the HR Council) to unpack what the data keeps shouting back.  Benefits do not create well-being, culture does. We talk candidly about EAP utilization, stigma, confidentiality fears, and the subtle ways teams reward burnout like it's a badge of honor. If taking PTO makes you worry about credibility, your “wellness strategy” is already failing.Then we bring it home for nonprofit leaders. Without big corporate budgets, the win is focus and prevention: listening to staff, building psychological safety, training frontline managers in emotional intelligence, and calibrating workload so people can actually disconnect. We also share the one wellness metric we think leaders should watch this year.   If you want a practical, culture-first approach to workplace mental health and burnout prevention, subscribe, share this with a people leader, and leave a review with the one manager behavior you want normalized at work.   Enjoy!Send us Fan Mail

In this episode, Anna Loseva chats with Helen. She shares her ELT to EAP journey from tutoring at 19 to teaching in Moscow, Japan, and Vietnam. She highlights the impact of supportive and communicative management and workplace environments, the value of professional community (Twitter, ITDI), and her focus on academic skills in higher education. Proud of moving to Japan in 2015, she encourages listeners to take small steps toward big development goals.In this episode, Anna mentioned:- Six Things by Lindsay Clandfield- Sandy Millin's blog (in the unlikely case someone still doesn't know about it)- iTDi- her blogFollow her social media accounts on Facebook or LinkedIn.

Have you wondered what ‘being strategic' actually looks like? In this episode, you'll hear a real, step-by-step example of what being strategic can look like in your day-to-day work.Host, Fay Wallis, is joined by Harriet Mewis, Head of People and Development, who shares how she spotted a small pattern in employee behaviour – and used it to uncover a much bigger issue affecting the business.What makes this conversation so powerful is how practical it is. You'll hear how being strategic doesn't require a big budget, a senior job title, or complicated frameworks. It starts with curiosity, observation, and asking thoughtful questions.By the end of the episode, you'll have a much clearer sense of how you can apply this way of thinking in your own role – in a way that feels realistic and achievable.Chapters[00:00] Introduction with guest host Sarah Archer[01:00] Why “being strategic” can feel vague and frustrating[01:24] Introducing Harriet and her approach to strategy[02:14] What being strategic actually means in practice[03:02] Beginning of the interview with Harriet & Fay[04:18] Defining what ‘being strategic' means[05:48] Why you can be strategic in any role[07:22] Harriet's example of being strategic in her role[21:30] Learning about other departments & building trust[23:39] Becoming an ‘apprentice' for the day[27:35] Introducing Lean Six Sigma thinking[34:46] Harriet's book recommendation[37:12] Final reflections & closeUseful Links from This EpisodeConnect with Fay on LinkedInConnect with Harriet Mewis on LinkedInConnect with Sarah Archer on LinkedInListen to Sarah's Podcast – Unstuck & UnstoppableLearn about Fay's Essential HR PlannerLearn about Fay's Inspiring HR Leadership ProgrammeTake Fay's freeHR Leadership Impact Assessment.Helpful Episodes to Listen to NextEp 166:The Biggest HR Strategy Mistake – And How to Fix It, with Dean CorbettEp 164:Becoming More Strategic as an HR Team – 3 Ways OKRs Can HelpEp 163:3 Ways to Prove You're Strategic in Your HR Leadership Job InterviewEp 108:HR Leadership – How to Create a Powerful One-Page Strategy, with Dr Max McKeownEp 98:HR Insider Insights – How to Create a Powerful People Strategy for an SME, with Kelly VincentEnjoyed This Episode? Don't Miss the Next One!Sign up for the free weekly HR Coffee Time email to be notified each time a new episode is released – and get free career tips, tools, and resources.Mentioned in this episode:Join the Inspiring HR Leadership ProgrammeBuild your confidence, credibility & impact through the Inspiring HR Leadership Programme. The next cohort is now open for booking. Inspiring HRHelp That's There when It's Needed MostMenopause, grief, ADHD, relationship breakdown... Every day, employees dealing with these situations are turned away by their EAP because they don't qualify for counselling. When someone finally asks for help, they deserve better. Visit Kara Connect, where no employee is ever turned away. Kara Connect

What if AI wipes out the entry-level accounting work firms have relied on for decades? Blake Oliver talks with Sikich managing principal Richard Lynch about the rise of the “super accountant,” why the pyramid-shaped firm may become a diamond, and how AI could force firms to rethink training, billing, and performance metrics. You'll hear what firm leaders must change now—and what happens to those who don't adapt.Chapters(00:00) - EAP 112 (07:41) - Training The Next Gen (09:39) - Rethinking Early Career Work (14:17) - Learning Review Without Doing (18:41) - Automated Tax Prep Reality (21:28) - Billable Hour Under Pressure (26:33) - Why Timesheets Persist (28:21) - Why Hours Persist (29:53) - Timesheets Trust and Control (30:53) - Preventing Burnout with Targets (32:30) - AI Breaks Time Productivity (34:39) - Shift from Production to Value (37:02) - New Metrics Client and Staff (39:13) - Revenue Incentives and Attribution (44:24) - Basketball Team Performance Model (46:33) - Hours Culture and Team Standards (51:34) - Leaders Choose Progression Sign up to get free CPE for listening to this podcasthttps://earmarkcpe.comhttps://earmark.app/Download the Earmark CPE App Apple: https://apps.apple.com/us/app/earmark-cpe/id1562599728Android: https://play.google.com/store/apps/details?id=com.earmarkcpe.appConnect with Richard Lynch, CPALinkedIn: https://www.linkedin.com/in/richardlynch/Connect with Blake Oliver, CPALinkedIn: https://www.linkedin.com/in/blaketoliverTwitter: https://twitter.com/blaketoliver/

How to Build Resilience During Hard Times: Hope Is Not Canceled Note: This episode discusses suicide and mental health.    Have you ever been in a season of life so heavy that you genuinely couldn't see a way through — or watched someone you love disappear into that darkness and not known what to do? That feeling of helplessness is more common than most of us admit. And the silence around it is costing lives. Resilience isn't something certain people are just born with. It's a skill, and most of us were never taught how to build it. For so many high-achievers, the pressure to appear strong means struggling alone, missing the signals in the people around them, and reaching a breaking point long before they ask for help. In this episode, Blake sits down with Kristen Christy, co-creator of the 988 Suicide & Crisis Lifeline and Master Resilience Trainer, to talk about how to build resilience during hard times, what to say when someone you care about is struggling, and why hope is never as far away as it feels.   Episode Highlights Resilience Is a Skill, Not a Personality Trait  [03:40] - Kristen's story: stroke, suicide loss & a missing child  [38:21] - How to be intentional about building resilience before the storm hits  [42:00] - Reframing "NO" as Next Opportunity & sentence shifters that change everything What People Get Wrong About Struggling  [15:46] - Why most of us are silently carrying more than we show  [16:30] - How anxiety shows up as overwork and why we celebrate it instead of seeing it [35:01] - Why shame is the most harmful thing we do to ourselves & others How to Support Someone Who Is Struggling  [09:00] - The ACE framework: Ask, Care, Escort  [10:30] - Why you should use your EAP and how to call 988 for a friend  [30:00] - Small gestures that can save a life  The Role of Hope in Getting Through Hard Times  [34:19] - "When we lose hope, that's where everything falls apart" — Blake [34:42] - Kristen's HOPE acronym: Hold On, Pain Eases & Help One Person Every Day  [41:00] - Borrowing hope when your own hope chest is empty   Powerful Quotes "When we lose hope, that's where everything falls apart." — Blake Schofield "Most people don't want to die. They want to want to live." — Kristen Christy "Resilience is moving from challenge to challenge without losing hope." — Blake Schofield "It takes nothing away from a burning candle to light another candle." — Kristen Christy   Guest Resources Website: KristenChristyCares.com Instagram: @kristen.christy.cares LinkedIn: linkedin.com/in/kristenchristy 988 Suicide & Crisis Lifeline — call or text 988 (you can call for a friend)   Resources Mentioned   Let's explore what's possible for your team: If your company is investing in burnout, wellness or adaptability initiatives, but seeing rising burnout, disengagement, or retention risk, it may be time to address the root cause. We identify & diagnose organizational risk - surfacing the key drivers of burnout, leadership capacity and adaptability strains impacting your team; reduce leadership attrition, disengagement and preventable turnover; equip your leaders with the skills to increase their productivity & lead effectively during pressure and uncertainty.    Explore Workshops, Leadership Capacity Risk Assessments, Leadership Development or Consulting at https://impactwithease.com/corporate-training-consulting/   Executive Coaching:  For founders, executives, and senior leaders who are successful but feeling drained, stagnant, or uncertain about their next step. Whether you're burned out, standing at a crossroads, or simply know you're meant for more—you don't have to figure it out alone.  Go to impactwithease.com/coaching to apply! Discover what is driving your burnout:  In just 5 minutes, learn your unique burnout type™ & how to restore your energy, fulfillment & peace at www.impactwithease.com/burnout-type

If you've been working hard in your HR career but still feel unsure what will truly help you step up into an HR Director role (or have more impact in the one you're already in), this episode is for you.You might have your CIPD qualification. You might have years of experience. You're probably working incredibly hard. But those things alone don't always lead to the impact, influence, or progression you're aiming for.In this episode of HR Coffee Time, I share the five key areas I've identified from working with more than one hundred aspiring and existing HR leaders that really make the difference.And make sure you listen all the way to the end - because the fifth area is often the most overlooked, yet can have the biggest impact on your success.Chapters From This Episode[00:00] HR Director Roadmap[00:31] Five Key Areas Preview[01:00] Free HR Leadership Impact Assessment[02:27] Key Area 1 Confidence[02:51] Confidence in Practice[03:51] More Confidence Resources[04:15] Key Area 2 - Strategic Thinking[04:44] What Strategic Really Means[05:13] Strategy Benefits and Tools[06:25] Key Area 3 - Influencing[08:35 Key Area 4 - Empowering Others[09:51] Key Area 5 - Be Distinctive[11:09] How to Assess Where You Are Now & Next StepsUseful Links from This Episode:Connect with Fay on LinkedInLearn about Fay's Essential HR PlannerLearn about Fay's Inspiring HR Leadership ProgrammeTake Fay's free HR Leadership Impact Assessment.Helpful Episodes to Listen to NextIf you'd like to go deeper on some of the ideas from this episode, here are a few great next listens:Ep 167: A surprising way to feel calm and more confident in stressful moments Operate Strategically Playlist (multiple episodes) Ep 34: Influencing: How to get buy-in for your ideas at work Ep 44: Succeeding as an HR professional: How to influence at a senior levelEnjoyed This Episode? Don't Miss the Next One!Sign up for the free weekly HR Coffee Time email to be notified each time a new episode is released – and get free career tips, tools, and resources.Mentioned in this episode:Help That's There when It's Needed MostMenopause, grief, ADHD, relationship breakdown... Every day, employees dealing with these situations are turned away by their EAP because they don't qualify for counselling. When someone finally asks for help, they deserve better. Visit Kara Connect, where no employee is ever turned away. Kara ConnectJoin the Inspiring HR Leadership ProgrammeBuild your confidence, credibility & impact through the Inspiring HR Leadership Programme. The next cohort is now open for booking. Inspiring HR

What does the data actually say about where accounting firms are headed? Blake Oliver talks with Chelsea Summers of Inside Public Accounting about the real numbers behind firm performance, pricing, staffing, offshoring, advisory growth, and AI adoption. You'll hear why top firms aren't just working people harder, how offshore teams are boosting margins, and why hourly billing may be the biggest obstacle to using technology well.Chapters(00:00) - EAP 112 (04:45) - Advisory vs compliance mix (09:40) - Capacity and burnout signals (18:27) - Pricing models and billable hour (25:08) - AI ROI and adoption blockers (29:37) - About IPA and closing Sign up to get free CPE for listening to this podcasthttps://earmarkcpe.comhttps://earmark.app/Download the Earmark CPE App Apple: https://apps.apple.com/us/app/earmark-cpe/id1562599728Android: https://play.google.com/store/apps/details?id=com.earmarkcpe.appConnect with Our Guest, Chelsea SummersLinkedIn: https://www.linkedin.com/in/chelseasummers620/Learn more about Inside Public Accountinghttp://insidepublicaccounting.comConnect with Blake Oliver, CPALinkedIn: https://www.linkedin.com/in/blaketoliverTwitter: https://twitter.com/blaketoliver/

What if the most honest signal about your organization's vibe wasn't in any survey, HR report, or AI dashboard, but in the private conversations people were too afraid to have anywhere else?

I förra avsnittet i den här serien skrev Gunnarsson ett brev till Ronald Reagan (!). Han följer upp det med att idag skriva till den amerikanska ambassadören i Stockholm, och det han skriver får mottagaren att höja på ögonbrynen... Dessutom: Mer information om Gunnarssons påstådda medlemskap i EAP.Av och med Tobias Henricsson/PRS Media.Sponsra Palmemordet på Patreon: https://www.patreon.com/palmemordetKontakta Palmemordet: zimwaypodcast@gmail.com Hosted on Acast. See acast.com/privacy for more information.

Is there something at work you know you're capable of… but in the moment, your nerves take over?Whether it's speaking up in a meeting, handling a difficult conversation, or stepping into a high-pressure situation - that disconnect between what you can do and how you feel can be incredibly frustrating.In this episode of HR Coffee Time, I share a simple but slightly unusual technique that can help you feel calmer, more in control, and more confident when it matters most.It's called 'distanced self-talk', and it might feel a bit strange at first – but it's backed by research and can make a real difference in those moments where your confidence wobbles.What You'll Learn in This EpisodeWhy confidence can disappear in high-pressure momentsA simple technique that helps you step back from anxious thoughtsHow this approach can reduce nerves and help you think more clearlyPractical ways to use it before and during challenging situations at workReal examples of when to try it – including meetings, presentations, and interviewsRecommended Book in This EpisodeChatter: The Voice in Our Head (And How to Harness It) – by Ethan KrossUseful Links from This EpisodeConnect with Fay on LinkedInLearn about Fay's Essential HR PlannerLearn about Fay's Inspiring HR Leadership ProgrammeOther Relevant HR Coffee Time EpisodesEp 1: How to feel more confident at workEp 16: How to become more confident about networkingEp 36: Four simple but powerful techniques to banish imposter syndromeEp 43: The one thing that will boost your resilience throughout your HR careerEp 49: 7 tips to help you feel more confident for your job interviewEp 73: 5 ways to feel more confident in your next interview, meeting, or presentationEp 74: How to get better at presenting & feel more confident about itEp 82: 5 tips to tackle a challenge at work when you aren't feeling confidentEp 101: How to build confidence with networking for HR career successEp 122: Unlocking confidence for your HR career – 5 tips from expert guestsEp 137: How to recognise & break free from the lies we tell ourselves at workEp 162: How to Feel More Confident Speaking Up in Leadership MeetingsEnjoyed This Episode? Don't Miss the Next One!Sign up for the free weekly HR Coffee Time email to be notified each time a new episode is released – and get free career tips, tools, and resources.Mentioned in this episode:Help That's There when It's Needed MostMenopause, grief, ADHD, relationship breakdown... Every day, employees dealing with these situations are turned away by their EAP because they don't qualify for counselling. When someone finally asks for help, they deserve better. Visit Kara Connect, where no employee is ever turned away. Kara ConnectJoin the Inspiring HR Leadership ProgrammeBuild your confidence, credibility & impact through the Inspiring HR Leadership Programme. The next cohort is now open for booking. Inspiring HR

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Blake sits down with Lawrence Zlatkin, VP of Tax at Coinbase, to unpack the state of crypto taxation. From how the IRS treats digital assets as property to the new 1099-DA, stablecoin reporting burdens, and the policy changes Coinbase is pushing for in Washington, this episode covers what tax pros need to know now and where the rules may be headed next.Chapters(00:00) - EAP 111 (02:11) - What is Form 1099-DA (03:08) - Reconciling 1099 data (03:53) - Why cost basis matters (08:29) - IRS use of gross proceeds (12:44) - Crypto tax basics (14:07) - Staking and 1099-MISC (15:36) - Stablecoins as property (17:43) - Reporting thresholds and privacy (22:42) - Policy priorities in DC (23:47) - De minimis and admin burden (28:34) - Charity and appraisal rules (30:15) - Foreign investment safe harbors (32:20) - Why Congress moves slowly (34:56) - Wrap-up and thanks Sign up to get free CPE for listening to this podcasthttps://earmarkcpe.comhttps://earmark.app/Download the Earmark CPE App Apple: https://apps.apple.com/us/app/earmark-cpe/id1562599728Android: https://play.google.com/store/apps/details?id=com.earmarkcpe.appConnect with Our Guest Lawrence Zlatin https://www.linkedin.com/in/lawrence-zlatkin-880417bLearn more about Coinbasehttps://www.coinbase.comConnect with Blake Oliver, CPALinkedIn: https://www.linkedin.com/in/blaketoliverTwitter: https://twitter.com/blaketoliver/

Where do your thoughts go at the end of a busy school day? In this episode, Meg Durham is joined by Greer Kharidi to explore professional supervision and why it's one of the most important, yet missing, supports for big-hearted humans working in schools. Meg and Greer unpack the emotional load educators carry, the complex decisions they are making every day, and why so many people are left to process it all on their own. Greer shares how professional supervision creates a safe, structured space for educators to reflect on their work, think through challenges, strengthen boundaries, and respond with greater clarity rather than react in the moment. They also explore how supervision differs from mentoring, coaching, therapy and EAP, and what becomes possible for the profession when we normalise having a space to process and make sense of our work. ---- Chapter Markers: 00:00 Introduction 04:40 What is supervision 13:00 Supervision vs mentoring, coaching and therapy 17:00 The emotional load of school life 25:30 The impact on staff and schools 31:00 Boundaries and saying no 36:00 What becomes possible ---- Deliberate Actions: Notice what you're carrying home and how it's impacting your life and relationships outside of work. Give yourself time to pause and think things through before responding to a request. Ask yourself, what is mine to carry and what is not. ---- Episode 161 Shownotes - Click here. ---- Greer Kharidi Website | LinkedIn | Facebook ---- Meg Durham - Website | LinkedIn | Instagram Weekly Newsletter - Subscribe here Speaker Booking - Complete the booking form to start the conversation. ---- ** The School of Wellbeing is one of Australia's best health and wellbeing podcasts for teachers, educators and school leaders! **

Recorded live at AdventHealth, this episode explores what it truly means to operationalize employee wellbeing at scale — and why it cannot live inside a single benefits line item.Kristin Duquaine, Executive Director of Employee Wellbeing, and Sarah Hawkins, Senior Manager of Employee Wellbeing, share how AdventHealth embedded wellbeing into its brand promise of “Feel Whole,” translating it into strategy, structure, and measurable impact.Wellbeing Is Not a Program — It's a SystemIn many healthcare organizations, wellbeing is folded into an EAP or buried in the health plan. At AdventHealth, it has dedicated leadership, executive visibility, and cross-functional integration.Kristin, a nurse with nearly three decades at AdventHealth, explains how her clinical experience shaped her belief that holistic wellbeing — mind, body, and spirit — drives long-term outcomes. That philosophy now informs systemwide workforce strategy.Measuring What MattersWellbeing ROI rarely shows up in Year 1.The team is building a centralized data strategy to evaluate engagement, health risk movement, chronic condition outcomes, mental health impact, and differences across workforce segments. The goal is not participation alone — it is bending long-term workforce stability curves.The Health Champion MultiplierA cornerstone of the strategy is the Health Champion Network: 2,800 volunteer team members advocating for wellbeing within their departments.Key insight: volunteers, not “voluntold.”Champions are culture carriers and influencers. Departments with champions show significantly higher engagement in wellbeing programs.For smaller hospitals without dedicated FTEs, this offers a scalable model: build a grassroots network, equip them with tools, and multiply impact without adding headcount.Advice for Smaller HR TeamsIf you only have a few hours a week:• Make communication consistent, not episodic.• Tap natural influencers inside departments.• Integrate wellbeing into daily leader messaging.Wellbeing is not about marathons or meal plans. It is about helping people see themselves in the solution.This episode proves scale and humanity can coexist — when leadership commits to both.From Our Sponsor(s)...Optimize Pharmacy Benefits with RxBenefitsElevate your employee benefits while managing costs. Did you know hospital employees fill 25% more prescriptions annually than other industries? Ensure cost-effective, high-quality pharmacy plans by leveraging your hospital's own pharmacies. Discover smarter strategies with RxBenefits.Learn More here - https://rxbene.fit/3ZaurZN HealthCare Associates Credit Union partners with healthcare organizations to offer a no-cost financial wellness benefit for employees. Built specifically for healthcare professionals, HACU provides everyday banking, loans, mortgages, and financial education - all with no added administrative burden for HR teams. Learn more at HACU's Human Resource Benefit or email directly at busdev@hacu.org and we are happy to take you through the process whether it's opening a membership for yourself or bringing us on as your employee benefits partner. HealthCare Associates Credit Union — a healthier benefit for healthcare HR leaders and their teams.  Support the show

Are you passive-aggressive when you argue? Do you slam cabinet doors instead of communicating? Is arguing a positive thing? Do you know what the Gottman Theory bird test is? Today on the One Life Radio Podcast Dr. DeWone Bennett and Bernadette Fiaschetti discuss six ways to navigate an argument better, and so much more! Dr. Bennett has over eighteen years of extensive training and experience working with children, adolescents, and adults.  He holds two master's degrees and a Doctorate in Clinical Psychology.  Dr. DeWone is a Licensed Professional Counselor and author of the book series “The Playbook Series.” He also lights up the stage as a keynote speaker and corporate mental health and wellness trainer.Dr. Bennett has a diverse range of training and certifications as a Trauma-Focused Cognitive Behavioral Therapist (TF-CBT) EMDR and Gottman method as a couple's therapist. As well as a National Certified Counselor and Counseling Supervisor and a corporate EAP counselor and trainer.  Over the past 15 years he has focused his interest in personal development, on those struggling with emotional trauma, relationship issues, resiliency, and work-life balance. As the owner of a group private practice in the North Dallas area, Dr. Bennett continues to provide life-altering behavioral health services and consultations. You can find and learn more about Dr. DeWone Bennett on dbennettcounseling.com.Here are more episodes with DeWone Bennett:“Things I'm Seeing In My Practice” ‘Work Anxiety' - Ep. 3111Can Valentine's Day Expectations Harm Your Relationship? ep. 3081The Best and Worst Ways to Break Up #2093The Psychology of Tattoos #2073Managing Stress #2049What are we Swiping For? #3070The Bird Test Theory, You Tube, Dr. John Gottman

In this episode of Practical for Your Practice, hosts Jenna Ermold and Carin Lefkowitz sit down with Dr. Randy Martin, Clinical Director of the Employee Assistance Program (EAP) for the New York Presbyterian Hospital System. Despite being a fixture in most large organizations, EAPs often remain "under the radar" for many behavioral health providers. Dr. Martin demystifies the "ABC of EAPs," explaining how these programs serve as the "mental health equivalent of a primary care physician" by providing short-term counseling, assessment, and organizational support.The conversation explores the parallels between EAP work and military mental health, the importance of proactive outreach during life transitions, and how providers can partner with EAPs to expand their own practices.Dr. Randy Martin is a highly accomplished licensed psychologist and Clinical Director of the New York Presbyterian Hospital System's Employee Assistance Program. As a dynamic thought leader, executive, and training specialist, he has impacted the productivity and profitability of Fortune 1000 companies, educational institutions, and healthcare systems through psychoeducational webinars, seminars, and on-site crisis management interventions. A frequent media contributor seen on CNN Radio and in the Wall Street Journal, Randy is a recognized expert in short-term counseling, assessment, and organizational wellness. His career is defined by a passion for mentoring professionals and improving client well-being, earning him the Caron Foundation's EAP Award. Resources mentioned in this episode: Employee Assistance Professionals Association (EAPA): Link to EAPA Website Calls-to-action: Subscribe to the Practical for Your Practice PodcastSubmit your comments or questions on our social media pages or via https://www.speakpipe.com/cdpp4pSubscribe to The Center for Deployment Psychology Monthly Email

In this coaching episode, Lindsay and Nora work with Amanda Chils, a trauma therapist who created "Exhale and Release," a private podcast program specifically designed for first responders dealing with complex trauma. Amanda faces a critical decision: should she sell directly to individual first responders or pursue corporate contracts with Employee Assistance Programs (EAPs) that could reach hundreds of thousands of people? Discover the stark differences between B2B and B2C messaging, the corporate compliance challenges that can reshape your entire offer, and why sometimes the most impactful solution isn't always the most scalable one. Topics CoveredThe challenge of serving first responders through traditional vs. corporate channelsKey messaging differences between EAP decision-makers and individual first respondersCorporate compliance requirements that can fundamentally change your program structureWhy live coaching components may be incompatible with EAP licensing agreementsHow to position audio content as a delivery advantage rather than just a preferenceThe importance of stats, facts, and stories in corporate sales presentationsPrivacy concerns and utilization tracking in corporate mental health programsLinks Mentionedhttps://www.exhaleandrelease.com/home131191?_atid=SsKhfRWlibD7LR0sornVhMVqhoxCo2More from Hello AudioGrab a free trialYoutubeInstagramFacebook Group Subscribe and ReviewIf you loved this episode, please take a moment to subscribe and leave a review! Thank you so much for tuning in to Launch Your Private Podcast.

Send us a textWe sit down with Marine veteran and counselor Tim Roberto to trace how pain became purpose and why Stomping Out The Stigma offers ten free, confidential therapy sessions to first responders and veterans. We follow his 100-mile Surfside walk, the moments that changed minds, and the simple systems that save lives.• origins of long-term recovery and stigma• Marines, AWOL, addiction and depression• first 20-mile walk and organic momentum• why confidentiality beats fear of HR and EAP• ten free sessions with licensed therapists• kitchen table culture in firehouses• Surfside tribute: 98 lives, 100 miles• expansion to Georgia, North Carolina and New Jersey• small costs like 35 dollar copays change outcomes• mentorship, vulnerability and speaking up• how to reach SOTS and get helpIf this episode touched you in any way, shape, or form, and you know somebody or you are somebody, please reach out to Tim. Do it. Don't white knuckle it. If you know somebody or you are somebody, reach out. And it's free. First name only. No HR. Nothing. We don't report to any agency. Like, Subscribe and Share. If you have comments or suggestions email us at: vetsconnectionpodcast@gmail.com. You can also find the video of this podcast on our YouTube Channel - Vetsconnection Podcast

Learn how to build a peer support team in a small department, with practical tips for rural first responders, fire, EMS, and police. Discover right-sized peer support looks like.What do you say when you hear, “We're too small for peer support”?Many small departments struggle with the same question: “How can we start peer support when we're already short on people and time?”In this episode, we dive into how to build a peer support team in a small department, making it realistic and practical for rural first responders, fire, EMS, and police.BY THE TIME YOU FINISH LISTENING, YOU'LL LEARN:What “right-sized” peer support looks like in a 20–50 person departmentHow to pick the first 2–3 people for your teamSimple policies you actually need for a small departmentHow to partner with nearby agencies, chaplains, or EAP to extend your reachWhat to do in the first 90 days to ensure team effectiveness and longevityUse this episode with your peer support team, leadership, or at your next shift meeting to start or improve peer support in your small department. Share it with other small agencies struggling with the same question.Share this episodehttps://www.survivingyourshift.com/53Connect with BartEmail: bart@survivingyourshift.comLinkedIn: linkedin.com/in/bartlegerFacebook Page: facebook.com/survivingyourshiftWebsite: www.survivingyourshift.comWant to find out how I can help you build a peer support program in your organization or provide training? Schedule a no-obligation call or Zoom meeting with me here.

Galette v. NJ Transit Corp. | 01/14/26 | Docket #: 24-1021 24-1021 GALETTE V. NJ TRANSIT CORP. DECISION BELOW: 332 A.3d 776 THE PETITIONS FOR WRITS OF CERTIORARI ARE GRANTED, LIMITED TO THE FOLLOWING QUESTION: WHETHER THE NEW JERSEY TRANSIT CORPORATION IS AN ARM OF THE STATE OF NEW JERSEY FOR INTERSTATE SOVEREIGN IMMUNITY PURPOSES. CONSOLIDATED FOR ONE HOUR ORAL ARGUMENT WITH 24-1113 . ORDER OF SEPTEMBER 19,2025 :  THE TRIAL SCHEDULED FOR SEPTEMBER  15 , 2025 , IN THE SUPREME COURT OF THE STATE OF NEW YORK, NEW YORK COUNTY, IS THEREFORE STAYED PENDING THE ISSUANCE OF THE MANDATE OF THIS COURT IN NJ TRANSIT CORP., ET AL. V. COLT, JEFFREY, ET AL. , CASE NO. 24- 1113 , AND GALETTE, CEDRIC V. NJ TRANSIT CORP. , CASE NO. 24-1021 .   CERT. GRANTED 7/3/2025 QUESTION PRESENTED: Whether the New Jersey Transit Corporation is entitled to interstate sovereign immunity under the Federal Constitution, as held by the highest court of Pennsylvania in square conflict with the highest court of New York. LOWER COURT CASE NUMBER: 4 EAP 2024

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Have you ever experienced the ‘blindsided' breakup, the ‘soap opera' breakup or the ‘flat soda' breakup? How about the ‘first love' breakup or the ‘legal' breakup? Today on the One Life Radio Podcast Dr. DeWone Bennett joins Bernadette Fiaschetti to wrap-up 2025 and discuss a very hot topic! ”The December Dilemma: Why the Season of Love and Peace Sparks Breakups.” They discussed the book “Break Up on Purpose” by John Kim. Kim makes the case for eight different types of breakups. Dr. Bennett has over eighteen years of extensive training and experience working with children, adolescents, and adults.  He holds two master's degrees and a Doctorate in Clinical Psychology.  Dr. DeWone is a Licensed Professional Counselor and author of the book series “The Playbook Series.” He also lights up the stage as a keynote speaker and corporate mental health and wellness trainer.Dr. Bennett has a diverse range of training and certifications as a Trauma-Focused Cognitive Behavioral Therapist (TF-CBT) EMDR and Gottman method as a couple's therapist. As well as a National Certified Counselor and Counseling Supervisor and a corporate EAP counselor and trainer.  Over the past 15 years he has focused his interest in personal development, on those struggling with emotional trauma, relationship issues, resiliency, and work-life balance. As the owner of a group private practice in the North Dallas area, Dr. Bennett continues to provide life-altering behavioral health services and consultations. 

Send us a textA culture that actually protects first responders doesn't happen by accident—it's built on day-one expectations, family inclusion, and leaders who tell the truth even when the news is hard. We sit down with Doug Wyman to map what real organizational wellness looks like and why “Inside the Box” has become a powerful framework for shifting identity, policy, and practice in policing.We start where most programs fail: leaving wellness to HR or EAP and forgetting families. Doug explains how to onboard spouses and partners with the same care we give new hires, and why a 10–15 minute decompression ritual at the door can prevent years of resentment at home. From there, we dig into the mentorship pipeline—how great FTOs set career goals, normalize therapy, and keep officers engaged long after field training. As rank rises, the view widens; without peer networks and rank-specific training, command staff unintentionally import narrow worldviews into complex events like suicide, deepening stigma and pain.The episode unpacks procedural justice for the inside of the house—dignity, voice, clear motives, and follow-through—to counter “administration betrayal.” We name the Man Box and the Cop Box, exploring how rigid ideals make therapy, medication, or simple human tenderness feel like violations. Doug shows how emotional intelligence, conflict resolution, and the Four Agreements become everyday tools that change culture one conversation at a time. And we get practical: field officers should carry the Columbia Suicide Severity Rating Scale, because at 3 a.m. on a bridge you need the right questions, not another search tab.If you lead, supervise, dispatch, or love a first responder, this conversation offers a blueprint you can use tomorrow—family education, mentorship, internal fairness, and tools that save lives. Listen, share with your team, and tell us what belongs outside the box. If this resonated, subscribe, leave a review, and pass it to a colleague who needs a better way forward.Go to Doug's LinkedIn website at:  https://www.linkedin.com/in/douglas-wyman-6b80852a/details/featured/The Class Inside the Box - Focuses on Organizational Wellness and Post Traumatic growth and is for first line supervisors and command staff. Support the showYouTube Channel For The Podcast

Lucas Siegel explains that a massive labor shortage and persistent stigma have made traditional therapy inaccessible for most working Americans. He details how Yuna, an AI therapist trained by top clinical psychologists, is bridging this gap by providing immediate, destigmatized, and affordable mental health support. With case studies showing 8x the engagement of a typical EAP, this conversation reveals the future of scalable mental healthcare.Tune in to understand:Why record-high spending on mental health isn't improving outcomes.The devastating impact of the 48-day wait time for care.How AI therapy is achieving unprecedented engagement rates by removing stigma.How employers can offer unlimited, 24/7 mental health support for less than a cup of coffee per employee.LEARN MOREYuna: https://www.yuna.io/Heads Up Adviser: https://virtuealliance.com/heads-up-adviser/Show Sponsor Virtue Health: https://virtuealliance.com/CONNECT ON LINKEDINLucas Siegel: https://www.linkedin.com/in/lucassiegel/John W. Sbrocco: https://www.linkedin.com/in/johnwsbrocco/

In today's episode, Gina shares some important tools to help liberate anxiety sufferers from the limitations placed on them by people-pleasing behaviors. The ability and willingness to use the statement "no", when it is the path to necessary self-care can really help people with anxiety provide themselves with the necessary time, attention and rest to maintain their health and well-being, physically, emotionally and mentally. Listen in and learn how to stop prioritizing others when it is costing you so much.Please visit our Sponsor Page to find all the links and codes for our awesome sponsors!https://www.theanxietycoachespodcast.com/sponsors/ Thank you for supporting The Anxiety Coaches Podcast. FREE MUST-HAVE RESOURCE FOR Calming Your Anxious Mind10-Minute Body-Scan Meditation for Anxiety Anxiety Coaches Podcast Group Coaching linkACPGroupCoaching.comTo learn more, go to:Website https://www.theanxietycoachespodcast.comJoin our Group Coaching Full or Mini Membership ProgramLearn more about our One-on-One Coaching What is anxiety? Find even more peace and calm with our Supercast premium access membership:For $5 a month, all episodes are ad-free! https://anxietycoaches.supercast.com/Here's what's included for $5/month:❤ New Ad-Free episodes every Sunday and Wednesday❤ Access to the entire Ad-free back-catalog with over 600 episodes❤ Premium meditations recorded with you in mind❤ And more fun surprises along the way!All this in your favorite podcast app!Quote:Boundaries are the distance at which I can love you and me simultaneously.-Prentis HemphillChapters0:26 Introduction to Anxiety and OCD2:10 The Silent Trap of People-Pleasing7:16 Breaking the People-Pleasing Cycle10:38 Rerouting Self-Worth13:15 Reclaiming Your "No"16:11 Communication Techniques for Boundaries17:43 Building Long-Term ResilienceSummaryIn this episode of the Anxiety Coaches Podcast, I delve into the intersection of anxiety, OCD, and the pervasive habit of people-pleasing. My goal is to provide compassionate insights and practical tools for anyone striving to reclaim their sense of self while moving beyond anxiety. I begin by unpacking the nuances of obsessive-compulsive behaviors, emphasizing that my focus here is on the actions stemming from these patterns rather than diagnostic labels.We explore a common scenario faced by many: the inability to say "no" when deep down, one knows they should, often dictated by a fear of rejection or conflict. Many of us carry the weight of childhood patterns that inform our present behaviors, and for some, this manifests as a compulsive need to placate others, driven by the overwhelming anxiety that something terrible might occur if we don't meet others' expectations.As I navigate the complexities of how OCD fuels extreme forms of people-pleasing, I introduce key concepts such as "the silent trap" of anxiety. This is not merely about the stereotypical traits often associated with OCD, such as cleanliness; it's about the underlying fear and uncertainty that can compel individuals into a cycle of people-pleasing as a misguided attempt to ensure safety and avoid conflict. I share a poignant example from a client who, despite feeling unwell, felt an overwhelming compulsion to agree to a request, driven by their fear of being perceived as selfish or unkind.#AnxietyCoachesPodcast, #GinaRyan, #Anxiety, #OCD, #PeoplePleasing, #Boundaries, #SelfCare, #MentalHealth, #FearBasedLiving, #ReclaimYourNo, #SelfCompassion, #AnxietyRelief, #OCDAwareness, #InternalIntegrity, #DiscomfortIsNotDangerous, #HealingJourney, #AnxietyTrap, #SayingNo, #CompulsionCycle, #TherapyTools, #EAP, #ExposureTherapy, #Mindfulness, #SelfHelp, #EmotionalBoundaries, #AnxietySucks, #PersonalGrowth, #ChooseYourself, #Disappointment, #ACPSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

EAP 226 “Quiet Piggy”0:00 Shane Victorino Celebrity Golf Classic 3:58 Bowie Kinda Sick5:51 Cali Roots 2026 Announcement 7:11 BJJ 9:00 Quiet Piggy/Presidential Quotes/Zohran Mamdani & Trump Meeting Today

What if your next “competitive edge” as a company wasn't innovation or efficiency—but compassion?In this eye-opening episode of The Flourishing Edge, Ashish Kothari sits down with David Shapiro to unpack how recovery-friendly workplaces are redefining what it means to truly support employees.From mental health to substance use recovery, David reveals why inclusion, belonging, and psychological safety aren't “nice-to-haves”—they're the foundation of human flourishing at work. Together, they explore how stigma, stress, and hidden workplace norms silently fuel substance misuse—and how small cultural shifts can create massive change.

Lifelong Learning: Financial Survival in Uncertain Times