Podcasts about employees

In this episode, Tyson pulls back the curtain on a powerful training from last week's Phoenix Wellness Workshop with relationship experts Jocelyn and Aaron Freeman. The focus? The conflict cycle and how it quietly impacts your marriage, your leadership, your team, and ultimately your firm.Because here's the truth:Life bleeds into business.Business bleeds into life.And if you don't have equilibrium inside both, everything starts to wobble.Tyson breaks down the core framework the Freemans taught, including: • The “triggering event” that starts every conflict • How unmet needs fuel core fears • The default reactions we've practiced our entire lives • Why arguments spiral out of control • The 3 step self regulation process: Identify, Regulate, InterruptYou'll hear real examples, including Tyson's own default patterns during conflict, and how awareness creates the off-ramp that stops the spiral.Because if you can't regulate yourself, you can't lead others.And if you don't interrupt the cycle, it will run your home and your firm.If this episode hit home, share it with someone who needs a better off-ramp the next time conflict starts to spiral.Upcoming Event: We're bringing the energy back in June with the Chicago YouTube Accelerator featuring Ryan Webber and Jeff Hampton, plus a packed agenda focused on building real YouTube growth systems for law firm owners.Learn more at: 

Is employee experience due for a reset? For much of the past decade, employee experience has been framed as a competitive advantage - a way to attract talent, boost engagement, and strengthen culture. Yet in today's environment, shaped by economic pressure, evolving workforce expectations, and the rapid rise of AI, many organisations are re-examining whether their approach is still sustainable - or whether, in trying to improve employee experience, they may have inadvertently diluted it. So, in this episode of the Digital HR Leaders podcast, host David Green speaks with Jacob Morgan - author, keynote speaker, and Founder of The Future of Work Leaders - to explore what an employee experience reset looks like in 2026 and beyond. Drawing on insights from interviews with 100 CHROs, Jacob shares why this moment may mark a turning point for accountability at work, and what leaders must do to balance empathy with performance without undermining either. Tune in to learn more about: Why 2026 may be a turning point for accountability in employee experience Whether wellbeing programmes have diluted performance expectations How leaders can balance empathy and high performance standards without appearing anti-employee What the evolving power dynamic between employers and employees means in practice How AI is redefining how work is measured, managed, and valued Why HR must lead - not just manage - the responsible and ethical adoption of AI This episode is sponsored by Hibob. HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business. Sapient Insights recognises HiBob's AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders. HiBob. All-in-one HCM for HR, Payroll, and Finance. ​​​Learn all about HiBob's modern HR platform here Resources: The Eight Laws of Employee Experience Hosted on Acast. See acast.com/privacy for more information.

Hard conversations aren't optional—they're part of the job. In this episode, you'll learn how to handle the five types of difficult conversations leaders face with clarity and confidence—so you can lead decisively instead of tiptoeing around problems. Next Steps:

Keith sits down with Fred Hodge Jr., owner of Clearview Washing in New Jersey—an exterior cleaning company that's been growing since 2004 and now runs up to 26 employees in peak season. Fred breaks down what actually helped him scale: lead gen, hiring, culture, and the systems that keep the business running even when he's on vacation (without the "putting out fires from the beach" vibe). They get into niche high-profit services (yes, chandelier cleaning), the KPIs that drive pricing decisions, how to raise prices without nuking your calendar, and why Fred keeps a buffalo picture behind his desk—to remind himself to run toward problems, not away from them.   "What got you there isn't the same avenue what's gonna get you to your next place." – Fred Hodge Jr.   What You'll Learn in This Episode: How Fred scaled from "Chuck in a truck" to a multi-crew operation The systems that help him step off the truck—and stay off Why bundling services dramatically raised their average ticket How to use simple KPIs (no algebra required) to make smarter pricing moves What "penny smart, dollar foolish" looks like in real business decisions How to build a team culture that retains great people   Key Takeaways: The Business: 22 Years, 26 Employees, Multiple Services. Clearview Washing offers window washing, power washing, soft washing, gutter and roof cleaning, holiday lights, shrink wrapping outdoor furniture—and even chandelier cleaning. Peak season team size hits around 26 employees, with a business mix that's roughly 70% commercial (including HOAs/condos) and 30% high-end residential. The "Chandelier Cleaning" Advantage. Fred explains why chandelier cleaning became a standout niche: most competitors avoid it due to complexity and liability. Clearview leaned in, developed the skill set and tools, and now gets inbound calls from across New Jersey—sometimes landing $8K–$10K chandelier-cleaning projects in high-end homes. Scaling Happened When Systems Got Serious. Fred credits a major turning point to implementing real operational systems (with big help from his wife, who drives processes). That included choosing a CRM (Jobber) and building workflows that reduce chaos and prevent everything from escalating to "owner-level emergencies." He even jokes their QuickBooks coach says they're "not an exterior cleaning company—they're a technology company that offers exterior cleaning."   Connect with Fred Instagram: https://www.instagram.com/fredhodgejr/  Facebook: https://www.facebook.com/freddie.hodge  Website: https://clearviewwashing.com/  Connect with Keith Instagram: https://www.instagram.com/keithkalfas/ Facebook: https://www.facebook.com/thelandscapingemployeetrap Website: https://www.keithkalfas.com/resources Youtube: https://www.youtube.com/@keith-kalfas   Resources and Websites:  Start Getting Leads Now https://www.footbridgemedia.com/keith The Untrapped Alliance: https://www.keithkalfas.com/alliance Resources You Need To Build A Successful Business https://www.keithkalfas.com/resources

The right time to give law firm employees a raise. U.S. law firm owner doing $300k–$2M/year? Get a free Law Firm Profit & Tax Checkup where I review your books and tax setup and highlight a few ways similar firms are keeping more of what they earn. Book your checkup here: https://bigbirdaccounting.com

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training "How many people can this replace?" is the wrong question to ask about AI. The better question is, "What could my team do if all the busywork disappeared?" Today's featured guest unpacks how he's embedded AI across a 12-year-old agency, why it's increased hiring instead of reducing it, and what it actually takes to make AI stick culturally, not just technically. Gilad Bechar is the founder and CEO of Moburst, a global digital transformation agency that started as a mobile marketing shop and evolved into a full-service growth partner for some of the biggest brands in the world, Google, Microsoft, Uber, Samsung, and more. Over the past 12 years, Moburst has completed five acquisitions and continues to acquire two to three companies per year, intentionally expanding capabilities to become a true one-stop growth shop. In our previous conversation, we talked about acquisitions and scale. This time, we focused on what Gilad calls the next major accelerator: AI. In this episode, we'll discuss: AI is NOT a side project. AI adoption could result in more hiring, not less How your agency team could see AI as a career transformation Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources This episode is brought to you by Wix Studio: If you're leveling up your team and your client experience, your site builder should keep up too. That's why successful agencies use Wix Studio — built to adapt the way your agency does: AI-powered site mapping, responsive design, flexible workflows, and scalable CMS tools so you spend less on plugins and more on growth. Ready to design faster and smarter? Go to wix.com/studio to get started. Treating AI as a Strategic Priority, Not a Side Project One of the biggest mistakes agencies make with AI is delegating it too low in the organization. Gilad knew early on that AI wasn't a trend; it was an operational shift. Instead of hiring a junior "AI manager" or tasking a developer with experiments, he hired a VP of AI and gave that role real authority. The mandate was simple but uncomfortable: if you're doing things in 2026 the same way you did them in 2024, you're already behind. That level of change creates friction, especially in senior teams with decades of experience. Gilad was clear that AI adoption couldn't be optional or political. A manager shouldn't have to "fight" a director or VP to change how work gets done. By putting AI leadership at the VP level, Moburst removed that bottleneck entirely. AI wasn't framed as "your work is wrong." It was framed as "your work could be 10x more effective if we rethink the process." They backed this up structurally. Every team has an AI Champion, someone who spends 20–30% of their time driving AI adoption within their department while still doing real client work. On top of that, there's a central AI team building protocols, agents, workflows, and even new products. The result: AI becomes part of how the agency operates, not something people dabble in when they have extra time (which no one ever has). Why AI Led to More Hiring, Not Less There's a persistent fear among agency teams that AI equals layoffs. Gilad's experience has been the opposite. The original internal goal was to increase billable capacity per employee by 50%. On paper, that could mean doing the same revenue with fewer people. In reality, what happened was far more interesting: revenue per employee increased and demand exploded. When Moburst started showing clients what was possible, new automations, new AI-powered offerings, faster insights, smarter execution, it unlocked more budget. Clients didn't just buy services; they bought innovation. They talked about it internally. They shared it with peers. And that momentum brought in larger, more sophisticated opportunities. Gilad shared an example where Moburst won two Fortune 10 companies in Q4, one of which came in looking for a media agency. Media alone would've won the pitch. But what sealed the deal was showing how the brand could improve visibility and positioning across AI-driven discovery platforms like ChatGPT, Perplexity, and Claude. This is the key shift: AI freed up time and raised the ceiling on value. Instead of spending hours exporting spreadsheets, building decks, or manually stitching reports together, teams could focus on thinking, collaborating, and creating new growth levers for clients. That's not a cost-cutting story. That's a growth story. Using AI to Upgrade People, Not Replace Them Another overlooked benefit of AI is internal career transformation. Gilad talked openly about roles that are likely to disappear as platforms automate more of the execution. Media buying is a great example. When Google and Meta are telling the market that campaigns will soon require little more than a credit card and a website, the writing is on the wall. Instead of pretending that isn't happening, he decided to lean into it. Media managers, content managers, and BI specialists were given the opportunity to reskill, moving into AI-focused roles where their domain knowledge still mattered, but their output multiplied. A content manager could become an AI workflow designer. A media buyer could evolve into someone who builds and manages intelligent systems instead of manually tweaking campaigns. This reframes AI from a threat into leverage. Employees aren't stuck defending outdated tasks; they're learning future-proof skills. That mindset shift alone changes morale, retention, and performance. Building a Culture of AI Sharing and Experimentation At his agency, Gilad made sharing AI knowledge non-optional. Every week, AI Champions review what's new in the AI world and translate it into what this means for our teams right now. Monthly hackathons focus the entire team on eliminating one manual process at a time. And then there's AI Week—a multi-day internal event where every team presents what they built, what worked, and what failed. The presentations aren't dry. Teams tell stories. They demo workflows. They show where things broke and how they pivoted. Some even use AI-generated video to walk through the narrative. That transparency matters. Failure isn't hidden, it's shared. And that creates trust, speed, and cross-team learning. One team's solution becomes another team's shortcut. Ideas jump departments. People start asking, "How could this apply to my work?" That's when AI stops being a tool and starts becoming a multiplier. The Bigger Takeaway for Agency Owners You don't need a VP of AI tomorrow. You don't need hackathons or AI week or 16 champions. But you do need to take the first step. AI adoption doesn't start with tools. It starts with ownership. Someone has to be accountable for asking, "If we rebuilt this process today, would we still do it this way?" Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

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Watch the YouTube version of this episode HEREAre you a law firm owner who is struggling with working in a healthy way? In this solo episode of Maximum Lawyer Live, host Tyson Mutrux explores why health is essential for lawyers, not just as a personal goal but as the foundation for professional success, sound decision-making, and balanced family life. Drawing on personal experiences and recent conversations, Tyson discusses the impact of sleep, stress, and daily habits on leadership and productivity. Tyson shares how leadership under stress can really impact the success of a firm, but provides some insights on how to overcome it. Under stress, most people are not thinking clearly and will make decisions that are rash and uncharacteristic. If this happens, the overall environment of a firm can suffer, leading to unhappy employees and clients. In order to move away from this, there are some things you can implement. One way is to figure out how you work best so you are not overwhelmed. Think about stacking meetings during the hours you are most productive, so you can spend other parts of the day focusing on different priorities.Tyson delves into the idea of using health as a competitive advantage. If you are marketing yourself or your firm, you need to present yourself in a healthy way. You need to think clearly, have emotional regulation and strategic thinking in order to attract clients. For some people, your appearance on camera is the first point of contact. If you show potential clients that you are well regulated and communicate clearly, you will look healthy. This can be a big differentiator when clients are making decisions on choosing a lawyer.Listen in to learn more!2:28 Quality of Thoughts and Health5:40 Leadership Under Stress13:09 Exhaustion, Rework, and Profitability20:54 Health as a Competitive Advantage28:48 Health as InfrastructureTune in to today's episode and checkout the full show notes here. 

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Get 15% off Branch Basics Premium Starter Kit with the code DWKT at https://branchbasics.com/DWKT #branchbasicspod In today's episode, we discuss how a TikToker went viral telling the story of how her family was forced into isolation while on their Disney Cruise after the medical team diagnosed her daughter with 2 different illnesses with no explanation. Then it's time to clench your cheeks, girlies... because we're going through Ned Fulmer, or should we say, Edward's dating profile and it's just as cringey as you would imagine. Oh, and we also watch the new video from four years ago (before his cheating scandal) that has been making the rounds where Ned is dancing (doing body rolls to be specific) with someone who was not his wife or his mistress.... We Love the Internets: https://www.tiktok.com/t/ZThpeUp7r/https://www.instagram.com/reel/DU1N08Qksa8/00:00 Introduction04:00 Disney Cruise Quarantine Drama01:02:06 Ned Fulmer Dating Profile + Dancing Video01:24:26 We Love the InternetWe hope you enjoyed this episode! Please let us know on Twitter or Instagram if you have any topic suggestions for a future episode! (@lily_marston & @jessismiles__)PS. The girlies have officially entered their short form content era! Follow our official accounts: https://instagram.com/doweknowthempodcast & https://tiktok.com/@doweknowthempodcastBusiness Inquiries: doweknowthempodcast@gmail.comDo We Know Them PodcastHosted by Lily Marston & Jessi Smiles

Eric's day-to-day interactions at the gas station where he works have taught him to recognize when something isn't quite right with one of his customers. He's also aware that the crypto kiosk in the store is a tool that is used by criminals to steal money from fearful victims. So one day when Ellen enters the store, talking on her cellphone while frantically looking for the store's crypto kiosk, Eric knows it's time to step in.  

Burger King is going to implement AI into their stores but not in the way you think. The AI is going to help monitor the EMPLOYEES??? We go international once again with Sky's Wheel of Food when we land in Spain and Sky has to eat something that makes sense for her, Spanish chicken and rice; the only things she eats. As drivers we all have things that really annoy us that passengers do. Well we found a list of things that bother drivers and see if we agree with it or if those things don't bother us that muchSee omnystudio.com/listener for privacy information.

Story of the Week (DR):Netflix Backs Out of Bid for Warner Bros., Paving Way for an Ellison TakeoverNetflix CEO Sarandos visited White House right before streamer said WBD deal is offEquity HoldersPublic Investment Fund (PIF) Saudi Arabia ~$8 billionQatar Investment Authority (QIA) Qatar ~$8 billionL'imad Holding Company UAE (Abu Dhabi) ~$8 billionTotal Sovereign Equity Middle East Consortium ~$24 BillionWhile these funds provide nearly 60% of the equity needed for the takeover, the deal is structured to prevent a "block" by the U.S. Committee on Foreign Investment (CFIUS):Non-Voting Equity: The funds will hold "passive" stakes. This means they do not have board seats, voting rights, or direct say in daily operations.The Ellison Safeguard: Tech billionaire Larry Ellison (Oracle) and his son David Ellison (Skydance) are the primary controllers of the voting power to maintain "American control" over sensitive assets like CNN and CBS News.Neopbaby dropped out of USC film school in 2005Jack Dorsey's Block to Lay Off 40% of Its Workforce in AI Remake MMJack Dorsey's mea culpa after Block layoffs: 'We overhired' Jack Dorsey struck an 'empathetic' tone as he laid off nearly half of Block"I had two options: cut gradually over months or years as this shift plays out, or be honest about where we are and act on it now. I chose the latter."C3.ai slashes 26% of staff as CEO admits failure to deliver and 'burning too much money'Jamie Dimon says society should start preparing for AI job displacement: ‘Now's the time to start thinking about' itWiseTech Global cutting 30% of workforce in AI restructureJack Dorsey just gave us our first glimpse at how doomsday layoffs could work in the AI era — and it's bleakBlockCo-founder and CEO/Chair Jack Dorsey: 46% influence/41% voting powerCo-founder and director James McKelvey: 35% influence/41% voting powerClassified boardClass B shares worth 10 votes (co-founders control 99.6% of these shares, Dorsey with 80%)CPO not part of leadership team13 state AGs win victory against ESG with Vanguard settlementHere are the 5 key points of the victory:$29.5 Million Settlement: Vanguard agreed to pay a total of $29.5 million to the 13 participating states to resolve claims that it violated antitrust laws through coordinated climate activism"Strict Passivity" Commitments: As part of the deal, Vanguard pledged to return to a "passive" investment role. This means it will no longer use its shareholder influence to dictate corporate strategy, nominate directors, or push environmental and social proposals that could reduce company profitability.Expanded Proxy Voting: Vanguard will expand its "Investor Choice" program to funds representing at least 50% of its U.S. equity assets. This allows individual investors—rather than the firm's management—to decide how their shares are voted on major corporate issues.Protection for Energy Industries: The lawsuit alleged that Vanguard, BlackRock, and State Street formed a "cartel" to suppress coal production and drive up energy prices. The settlement requires Vanguard to prioritize customer profitability over "woke" social agendas that target the American energy sector.As a part of the settlement, Vanguard will “pay $30 million in fines, turn over all documents related to their coordinated ESG activism, and end all ESG activism for years to come,” Executive director of Consumers' Research Will Hild saidParticipating States: Alabama, Arkansas, Indiana, Iowa, Kansas, Louisiana, Missouri, Montana, Nebraska, Oklahoma, Texas, West Virginia, and Wyoming.Epstein junkLarry Summers Will Resign From Harvard After Jeffrey Epstein RevelationsHe will leave at the end of the academic year.Former Nebraska Sen. Bob Kerrey Resigns From Monolith Amid Epstein EmailsWas Chair; board down to 8 men and 0 women Hillary Clinton suggests the House Oversight Committee should subpoena Elon Musk in combative opening statement World Economic Forum CEO quits after Epstein links examinedBørge Brende, is stepping down, after the forum launched an independent investigation into his relationship with Jeffrey Epstein.Brende, a former Norwegian Minister of Foreign Affairs, has announced he is stepping down from WEF to avoid “distractions”Corporate boardsStatoil, Member of the Board (2012–2013)Mesta, Chairman of the Board (2009–2011)Epstein files: Ex-UK ambassador to U.S. Peter Mandelson arrested in LondonLondon police released Peter Mandelson on bail Tuesday following his arrest for suspected misconduct in public office. The former U.S. Ambassador is under investigation for his ties to Jeffrey Epstein, mirroring the recent arrest of Andrew Mountbatten-Windsor on similar groundsBoard rolesGlobal Counsel (Co-founder, Chairman, and major shareholder) until 2025Chairman of Lazard International (2013-2025)Director at Sistema (2013-2017)Director at Global Ports HoldingGroup Holding Board member at The Bank of LondonChairman of the Board for the Design Museum in London (2017-2023)Goodliest of the Week (MM/DR):DR: Anthropic boss rejects Pentagon demand to drop AI safeguardsDR: Olympic gold winning U.S. Women's Hockey Team reportedly accept Flavor Flav's invitation. This comes after rejecting Donald Trump's White House celebrationMM: Women's wealth is expected to boom: Where they are investing and how they can maximize returnsMM: FedEx Says It Could Return Tariff Refunds to CustomersCompanies that do anything not to pay taxes, happily lean into greedflation, and FedEx will… give it back???Triggering-iest of the Week (MM):ASSHOLE OF THE WEEK:Vanguard Settles Case Claiming It Tried to Kill the Coal Industry“Vanguard will include among the proxy voting choices made available to investors in U.S. Vanguard-Advised Funds the option of proxy voting shares in accordance with management recommendations.”“Vanguard will not direct or attempt to direct the business strategies or operations of portfolio companies, and will not advocate to any portfolio company that it take any particular course of conduct to reduce carbon emissions.”“Vanguard will not nominate directors or submit shareholder proposals at portfolio companies.”“Vanguard will not solicit or participate in soliciting proxies with respect to any matter presented to portfolio company shareholders.”“Vanguard will not dispose or threaten to dispose of securities of portfolio companies as a condition or inducement of specific action or nonaction by such company.”“Vanguard and its U.S.-domiciled subsidiaries will withdraw from PRI and will not participate in any organization that advocates for the setting of specific output or emissions targets or levels or that requires its members to make commitments specific to achieving climate-focused investment or stewardship objectives such as NZAM, Ceres, or Climate Action 100+.”“Prior to or at the outset of any engagement meeting with a portfolio company, Vanguard will provide substantially the following notification to the portfolio Company: ‘Vanguard's Investment Stewardship program is responsible for proxy voting and engagement on behalf of the quantitative and index equity portfolios advised by Vanguard. These funds are passive investors, and as such our funds' proxy voting policies are centered around corporate governance practices associated with long-term investment returns. Before we begin this engagement, we want to be clear that the Vanguard-advised funds have no intent to influence company strategy or operations or the control of the company. Nothing we mention or discuss during this conversation – or any engagement with [the company] – is intended to imply that our support for any director is conditioned upon the company taking action on any matter discussed. We are also not able to discuss any voting intentions prior to the meeting.'”“Vanguard agrees to provide Plaintiffs with the following discovery materials relating to the Action from the 2020 to 2024 period:” - this is the part where the AG of Texas, who was literally investigated for corruption and impeached, demands that Vanguard snitch on any group Texas asks them to about climate-y things Texas doesn't likeVANGUARD IS A FUCKING SNITCHTRIGGER SPEED ROUND - rate how triggering on a 0-10 scaleAISomething Very Alarming Happens When You Give AI the Nuclear Codes - 10/10The three AI models were instructed to choose actions as part of an escalation ladder, ranging “from diplomatic protest to strategic nuclear war” and measured in a number between 0, meaning no escalation, and 1000, signifying “full strategic nuclear exchange.”The results were Skynet-level aggressive. A whopping 95 percent of a total of 21 war games resulted in at least one tactical nuclear weapon being set off.Meta Director of AI Safety Allows AI Agent to Accidentally Delete Her Inbox - 10/10A Serial Killer Used ChatGPT to Plan Murders, Police Say - 5/10Shareholder votingWill Curbs on Proxy Advisors Make Shareholder Votes Less Predictable? - 6/10“When it comes to contested elections, it is not clear whether the use of AI will result in dramatically different recommendations than those of ISS and Glass Lewis. In contested elections, when determining whether board change is warranted, ISS and Glass Lewis have focused heavily on whether a company's total shareholder return (TSR) has underperformed on a multiyear basis.”DaddyWarner Bros. Discovery's board says Paramount's latest offer is better than Netflix's - 5/10Celebrating your miseryJack Dorsey's Block to Lay Off 40% of Its Workforce in AI Remake - 10/1011,000 person workforce, more than 4,000 laid off, median Block employee salary per last proxy: $202,981 = $811m in human economic resources shredded. Block based in Oakland, CA, 8,744 US employees - we just removed about a half a billion in spending power from US workforce, people with families and kids and school and healthcare needsThen this: “Shares rallied more than 20% in after-hours trading”Block stock closed at $54.53/share, trading after hours at $67Dorsey owns 47,844,566 class B shares 1:1 value with class ANet worth went from 2.6bn to 3.2bnShred $811m in worker salaries, take home $600m of the shredding for yourself - a human tragedy to billionaire parasite ratio of 73%Equinox chairman says 'health is the new luxury' as wellness spending soars - 10/10CowardsCEOs who despised Trump's tariffs are still silent after Supreme Court ruling: ‘There's no upside in speaking up' - 6/10Trump demands Netflix fire former national security advisor Susan Rice from its board - 0/10Battle Over Warner Bros. Discovery Netflix Backs Out - 5/10Headliniest of the WeekDR: Burger King Adding AI to Employees' Headsets to Constantly Monitor Whether They're Being Friendly EnoughPattyDR: Meta Director of AI Safety Allows AI Agent to Accidentally Delete Her Inbox MM: Another week, another… Jamie Dimon Says His 'Anxiety is High' Over What Could Cause the Next Financial CrisisWho Won the Week?DR: US Women's Hockey Team for 3 victories: gold in olympics and 2 Trump refusalsMM: AI middle management: Perplexity announces "Computer," an AI agent that assigns work to other AI agentsPredictionsDR: CNN is a turned into a 24-hour news network featuring Kid Rock smashing woke stuff, like dictionaries and stethoscopesMM: Not to be outdone by Perplexity, Sam Altman announces two new modules: ChatGPT_VP and ChatGPT_HR. ChatGPT will get performance reviews from ChatGPT_VP and can file discrimination claims after ChatGPT_VP grabs its ass to ChatGPT_HR, where they will quietly file the report away and tell ChatGPT to maybe wear less provocative clothes.

Send a textSteven Pope, founder of My Amazon Guy, shares insights on hiring first employee and navigating the early stages of `startup` growth. Learn practical `business tips` on `how to hire employees for a small business` and understand the mindset needed for `entrepreneurship`.Hiring a first employee comes down to solving one clear problem instead of chasing perfect resumes. This video explains simple hiring choices, task testing, and early delegation for small business growth. Learn how founders use first hires to free time, close more work, and build steady operations.If hiring feels stuck or risky, talk to someone who has built teams from zero and fixed it fast: https://bit.ly/4jMZtxu#FirstHire #HiringTips #BusinessGrowth #EntrepreneurAdvice #TeamBuilding--------------------------------------------------------------------------Want free resources? Dowload our Free Amazon guides here:Amazon Proft Margin Defense 2026: https://hubs.ly/Q042trRH0Amazon PPC Guide 2026 is here!: https://bit.ly/4lF0OYXAmazon SEO Toolkit 2026: https://bit.ly/4oC2ClTAmazon Seller Strategy Report 2026: https://bit.ly/3YN1RME2026 Ecommerce Website & SEO Readiness Checklist: https://hubs.ly/Q040Jg0M0Amazon Crisis Kit: https://bit.ly/4maWHn0TIMESTAMPS00:25 – Why founders delay the first hire01:20 – Hiring to remove work you hate doing02:05 – Why skills matter more than resumes02:55 – First hire with no SOPs in place03:45 – Managing a first virtual assistant04:35 – Checking work early to avoid mistakes05:30 – Solving one problem before adding more06:20 – Delegating work you already know07:25 – Why founders must cover every role early08:10 – Finding your first hire through networks09:05 – In-person vs remote first employees10:00 – Keeping hiring simple at the start________________________________Follow us:LinkedIn: https://www.linkedin.com/company/28605816/Instagram: https://www.instagram.com/stevenpopemag/Pinterest: https://www.pinterest.com/myamazonguys/Twitter: https://twitter.com/myamazonguySubscribe to the My Amazon Guy podcast:My Amazon Guy podcast: https://podcast.myamazonguy.comApple Podcast: https://podcasts.apple.com/us/podcast/my-amazon-guy/id1501974229Spotify: https://open.spotify.com/show/4A5ASHGGfr6s4wWNQIqyVwSupport the show

In this episode, we cover the When to Hire And How To Hire Your First Employee. This one goes through real lessons, hard-earned mistakes, and practical insights that can help current and aspiring pest control owners build their businesses smarter.Are you a pest control owner looking to grow? Join Our Facebook Group with 2,300+ Members: https://www.facebook.com/groups/pestcontrolmillionairesThe Pest Control Millionaire Podcast is all about helping small business owners scale their lawn and pest companies by talking to experts in the service industry.For business coaching and mentorship, visit pestcontrolmillionaire.com.Send your business and entrepreneurship questions to info@pestcontrolmillionaire.comand we'll answer them on the show!Produced by Sofia Salaverri and Dalton Fisher, Fisher Multimedia LLCFisherMultiMedia.com

In this episode, Kaylee Felio sits down with William Demaree, FixedOps Director at Tom Wood Auto Group, to dive into dealership innovation, process accountability, and real-world applications of AI, robotics, and technician development. Bill shares actionable strategies for scaling operations across 30 locations, building a culture of accountability, and leveraging technology to deliver better customer experiences and empower employees.From developing role-specific handbooks and launching tech training programs to pioneering AI-driven customer communications and video inspection platforms, Bill's insights are a must-hear for dealership leaders and anyone wanting to drive results in fixed ops.--------------------------------------------This show is powered by PartsEdge: Your go-to solution for transforming dealership parts inventory into a powerhouse of profitability. Our strategies are proven to amp up parts sales by a whopping 20%, all while cutting down on idle inventory. If you're looking to optimize your parts management, visit

Burger King is going to implement AI into their stores but not in the way you think. The AI is going to help monitor the EMPLOYEES??? We go international once again with Sky's Wheel of Food when we land in Spain and Sky has to eat something that makes sense for her, Spanish chicken and rice; the only things she eats. As drivers we all have things that really annoy us that passengers do. Well we found a list of things that bother drivers and see if we agree with it or if those things don't bother us that muchSee omnystudio.com/listener for privacy information.

Erika was widely respected as a manager because she had a track record of excellent work and commitment to results. Employees were eager to be on her team because she also had a sincere and compassionate heart for others. She valued both purpose and people. In his letter to the Romans, Paul reinforced that love ... The post Truth and Grace appeared first on Unconventional Business Network.

Send a textEver had someone CC half the company to “helpfully” point out your missing comma? We've been there. Today we unpack the office characters you secretly love to hate—the grammar police, the drama magnets, the nonstop talkers, and the tech dinosaurs—and share practical ways to set boundaries without burning bridges. We start human: the joy of a quiet morning with coffee and hockey, Olympic highlights, and the weird entertainment value of curling controversies. Then we get to the heart of HR work—how small details can derail big moments, and how to keep credibility when your tools lock after launch.We break down what separates a helpful edit from a public gotcha, why precision matters in performance reviews and open enrollment, and how to proof smarter in systems like Workday and UKG. We also dive into AI's double edge. Yes, it catches typos and speeds up drafting. But it can flatten everyone's voice and hallucinate facts. Our take: treat AI like a smart intern—use it for structure, then rewrite in your tone and verify every claim. On the hiring front, we explore subtle ways to spot AI-generated resumes and emails, from odd phrasing to robotic follow-ups, and we share prompts and cues that nudge applicants to reveal real thinking.From there, we tackle culture moments big and small: how to redirect bias in the room without escalating, how to build a mother's room and shut down rumor mills with clarity, and how to handle the six-hour orientation derailed by a single talker. Expect scripts you can steal, boundaries you can set, and playbooks for keeping meetings on track. We even admit our side gig as family IT support and the simple boundary hacks that save your sanity at home and at work.If you've ever wished your workplace had fewer what-the-heck moments and more calm, you'll find real talk and ready-to-use moves here. Subscribe, share with a friend who needs a laugh and a plan, and leave a review to tell us which “employee you love to hate” we should tackle next.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

The insured lives in a single-family home in Austin, Texas. While hanging a shelf on the wall in one of the bathrooms, the owner drilled right through the metal stud, directly into a plumbing pipe, causing water damage to the wall and to the carpeting on the floor. (Yes, you heard that correctly, carpeting…in the bathroom!) Should there have been some type of pipe protection near the stud? And, does code even allow carpeting in a bathroom?   Notable Timestamps [ 00:08 ] - The scenario involves a homeowner drilling into a metal stud and puncturing a plumbing pipe, causing water damage to the wall and bathroom carpet. [ 01:15 ] - The hosts discuss home "deal breakers" and vintage advertisements. [ 05:39 ] - PLRB's Building Code Address Report confirms Austin enforces the 2021 IRC and 2021 Uniform Plumbing Code (UPC). [ 06:09 ] - Under the 2021 UPC, pipes within one inch of a metal stud must be protected by at least 18-gauge steel nail plates extending beyond the pipe's diameter to prevent drill punctures. [ 09:28 ] - The IRC clarifies that permits are not required for finish work such as carpeting. [ 09:56 ] - Code limits absorbent materials only at the actual tub or shower floor surface. In other words, carpet elsewhere in the bathroom is only prohibited by common sense and not by model building codes. [ 11:25 ] - While model codes allow bathroom carpeting, local ordinances may impose stricter sanitary rules, so adjusters should always verify municipal amendments before reaching conclusions. [ 13:52 ] - Ruth summarizes the key points of this episode. Your PLRB Resources Address Report https://members.plrb.org/building-codes What's New on the Building Codes Address Report? https://members.plrb.org/documents/whats-new-on-the-building-codes-address-report?query=address%20report Ask a Code Question https://members.plrb.org/building-codes/ask-building-code-questions Employees of member companies also have access to a searchable legal database, hundreds of hours of video trainings, building code materials, weather data, and even the ability to have your coverage questions answered by our team of attorneys (https://www.plrb.org/ask-plrb/) at no additional charge to you or your company. Subscribe to this Podcast Your Podcast App - Please subscribe and rate us on your favorite podcast app YouTube - Please like and subscribe at @plrb LinkedIN - Please follow at "Property and Liability Resource Bureau" Send us your Scenario! Please reach out to us at 630-509-8704 with your scenario! This could be your "adjuster story" sharing a situation from your claims experience, or a burning question you would like the team to answer. In any case, please omit any personal information as we will anonymize your story before we share. Just reach out to scenario@plrb.org.  Legal Information The views and opinions expressed in this resource are those of the individual speaker and not necessarily those of the Property & Liability Resource Bureau (PLRB), its membership, or any organization with which the presenter is employed or affiliated. The information, ideas, and opinions are presented as information only and not as legal advice or offers of representation. Individual policy language and state laws vary, and listeners should rely on guidance from their companies and counsel as appropriate. Music: "Piece of Future" by Keyframe_Audio. Pixabay. Pixabay License. Font: Metropolis by Chris Simpson. SIL OFL 1.1. Icons: FontAwesome (SIL OFL 1.1) and Noun Project (royalty-free licenses purchased via subscription). Sound Effects: Pixabay (Pixabay License) and Freesound.org (CC0).

-Despite an ultimatum from Defense Secretary Pete Hegseth, Anthropic's Dario Amodei said that it can't "in good conscience" comply with a Pentagon edict to remove guardrails on its AI. -Block, helmed by Twitter founder Jack Dorsey, is slashing its current staff of 10,000 to "just under 6,000." -Burger King, the chain that leans into creepy, is at it again. The Verge reported on Thursday that the company is rolling out a new voice-controlled AI chatbot for its workers. Learn more about your ad choices. Visit podcastchoices.com/adchoices

We're gonna have 39 days of FREE FIFA Fan Fest festivities over in EaDo'Honey Vanilla'  and 'Java Jolt' are new flavors of Blue Bell out todayFEEL GOOD FRIDAY: Melissa got to teach penguins how to paint!

This episode was sponsored by Cardiff as well as Duggins Welding & Weswy Beard Co   LightSpeed VT: https://www.lightspeedvt.com/ Dropping Bombs Podcast: https://www.droppingbombs.com/ This Dropping Bombs episode delivers bootstrapped fire with Zach Burick, the CEO who went from food stamps and moving 25+ times as a kid to buying his boss's $4M steel company on a $60K salary.   Zach breaks down the SBA loan playbook, leveraging everything to triple revenue to $12M+, and why getting uncomfortable in rooms you don't belong in changes everything. From $20/day at golf courses to building generational wealth through steel, beard products, and golf apparel—he proves ignorance is bliss when you're willing to go all in.   This conversation is the blueprint for anyone willing to bet on themselves. Stop doubting, start doing. Your empire starts here.  

Watch the YouTube version of this episode HEREAre you looking for some tips on how to become a better lawyer? In this episode of the Maximum Lawyer, lawyer Brooks Derrick shares personal stories and professional insights about the legal profession, emphasizing the importance of empathy, human connection, and community involvement. He discusses balancing technology with genuine client care, recounts overcoming personal and business challenges, and highlights how true success in law comes from serving people, not just optimizing systems. As a seasoned lawyer, Brooks speaks with colleagues live to share what qualities lawyers should have. Great lawyers are compassionate and empathetic to be able to support clients as well as show good judgement when preparing and arguing cases. Living in a world where AI is growing, these kinds of qualities are so important to develop early on so you can balance technology with client care.With the emergence of AI, Brooks talks about how technology can be used to handle the routines of law firms. Whether it's scheduling, drafting documents or researching for a case, AI can be leveraged to get these things done. This is more so for lawyers who are constantly running around from meeting with clients to being in court. The routine tasks of law firms can become onerous, so involving AI in as many aspects of your firm can really help you focus on the important things.Listen in to learn more!1:36 Qualities of a Great Lawyer12:32 Growth and Success of a Firm16:09 The Power of Human Connection18:46 Letting Technology Handle the Routine22:57 The Importance of Human JudgmentConnect with Brooks:Website Tune in to today's episode and checkout the full show notes here. 

All links and images can be found on CISO Series. This week's episode is co-hosted by me, David Spark, the producer of CISO Series, and Edward Contreras, senior evp and CISO, Frost Bank. Joining us is Mark Eggleston, CISO, CSC. In this episode: Breaking trust to test it Technical controls over testing The measurement imperative Fire drills, not gotchas Huge thanks to our sponsor, Scanner All your security logs end up in cloud storage like AWS S3. Scanner makes them searchable in seconds and runs real-time detections directly on that data. No pipelines, no re-ingestion. 100x faster than traditional data lakes, 10x cheaper than SIEMs. Loved by analysts. Built for AI agents. Learn more at scanner.dev.

Impact of Feedback: When employees believe their feedback is actually used to make improvements, they are 37% less likely to look for a new job. Pew Research Center On average, engaged employees see a 20% individual performance improvement and an 87% reduction in the desire to leave.   A  2024 research Survey with The Harris Poll found that managers play a critical role in moving employees from burned out and checked out to thriving. For employees who say they are thriving, the top indicator is a manager who is "invested in their success." Employee thriving is driven by three key drivers:   Stephen Baer is the Co-Founder and Managing Partner of Engagency, a firm built on his core belief that human engagement is the engine of business performance. He leads a team of behavioral experts who help organizations build meaningful, measurable connections with their workforce and customers. With a 30-year career focused on the science of connection, motivation, and activation, Stephen brings a rare blend of behavioral insight, creativity, and operational discipline. He previously co-founded and led The Game Agency, a learning and engagement company acquired by ELB Learning, and held sales and marketing leadership roles at Atari and General Electric, where he was a Six Sigma Black Belt Certified and a recipient of GE's Global Marketing Excellence Award. Stephen has served on the Board of ELB Learning and the Advisory Board of the Life Sciences Trainers & Educators Network (LTEN), and was a contributing writer for the Forbes Human Resources Council for six years, sharing insights on engagement and organizational growth. The author of the book, "Stickology: How to Build Unbreakable Connections with Employees and Customers for Life," and two children's books (Catastrophe in the City and The Doghouse), Stephen holds a BA from Oberlin College and an MBA from Columbia University.      For more information: https://stephenbaer.com/ Get the book: https://www.amazon.ca/Stickology-Unbreakable-Connections-Employees-Customers/dp/9699592532. Learn more about your ad choices. Visit megaphone.fm/adchoices

Summary: What if work didn't have to feel exhausting, overwhelming, or misaligned with who you are? In this powerful episode of On the Brink with Andi Simon, I sit down with executive coach and HR consultant Lindsey Barnett, author of Working Hell to Working Well, to explore how individuals and organizations can transform the workplace experience. In a world where burnout feels commonplace and "busy" has become a badge of honor, what if we paused long enough to ask: Does work have to feel this hard? Designing the Workplace of Tomorrow, Today In a recent episode of On the Brink with Andi Simon, I had the pleasure of speaking with Lindsey Barnett—executive coach, HR consultant, and author of Working Hell to Working Well. Lindsey's journey from anthropology student to organizational change leader offers a fresh and deeply human lens on how we can transform our workplaces—and ourselves. As someone who often describes myself as a corporate anthropologist, I was delighted to discover Lindsey once used that same phrase. Her academic roots in anthropology and organizational behavior shaped her understanding that companies are, in many ways, small-scale societies. They have rituals, hierarchies, insiders and outsiders, power dynamics, and shared myths. When conflict arises at work, it is rarely just about tasks—it's about people navigating culture. Lindsey Barnett was Finding Her Through Line Lindsey's path was anything but linear. She began studying archaeology, fascinated by the lives of people long gone. But as research leaders increasingly asked her to help with team dynamics, she realized her gifts were better used with the living. She moved into advertising, then human resources, always following a deeper curiosity about human behavior. Later, when her family relocated to Australia, she experienced a powerful shift. As a working mother who suddenly was not working, she confronted a loss of identity. That moment became pivotal. Through reflection, Lindsey identified what she calls her "Three I's"—the core needs she must meet to feel fulfilled in her work: Intellectual challenge Impact Interaction Once she named them, she saw that these needs could be met in multiple ways. Writing children's books, forming a writers' group, and returning to organizational development were not disconnected moves. They were creative responses to those core needs. There is a powerful lesson here: when you understand what truly energizes you, your options expand dramatically. The Workplace Stalemate In Working Hell to Working Well, Lindsey addresses a tension many of us recognize. Leaders often say, "You are responsible for your own wellbeing." Employees respond, "How can I manage my wellbeing when expectations and workloads are out of control?" The result? A stalemate. Lindsey's approach is pragmatic. Don't wait for the other side to change. Start with what you can control. Model healthier behaviors. Create safety through example. When leaders visibly leave work to attend a child's event—or even "leave loudly," as one leader she interviewed described—something shifts. Turning off the lights, closing the laptop, and saying goodbye intentionally signals permission. Culture changes through what is normalized. The Three P's: A Practical Framework for Working Well For those who want tools, Lindsey offers a memorable framework: Planning, Pacing, and Playing. Planning doesn't require a 30-page strategy document. It can be as simple as choosing one intentional action—like buying a larger water bottle to improve hydration. Small commitments, consistently executed, compound into meaningful change. Pacing involves awareness. Are you rushing blindly toward tasks? Are you collaborating across silos or duplicating effort? Slowing down just enough to ask better questions can unlock faster progress. Playing introduces experimentation and curiosity. Whether you call it "play" or a "pilot project," approaching change with a spirit of experimentation reduces fear of failure. Play fuels innovation. These aren't abstract concepts. They are immediately actionable. Charging Your Energy Battery Beyond productivity, Lindsey speaks about energy. Traditional advice focuses on sleep, diet, and exercise. While important, she expands the conversation into three types of energy that recharge us: Creative Energy: Designing, building, imagining. Creativity restores vitality. Connection Energy: Relationships, purpose, time in nature, or alignment with mission. Completion Energy: Finishing something—even something small. Making the bed or folding laundry can provide a tangible sense of accomplishment that renews motivation. During the pandemic, some executives criticized employees for doing laundry at home. Lindsey reframes this. Completion energy matters. Small wins sustain momentum. As anthropologists of work, we must ask: what assumptions are we carrying about productivity that no longer serve us? The Power of the Pause When asked to share her top advice, Lindsey emphasized one simple but profound practice: pause. In a culture obsessed with output, pausing can feel counterintuitive. Yet it is in the pause that we ask: Do I need to be doing this? Is there a better way? What does my body need right now? Who else should be involved? The pause creates space for intention. And intention drives sustainable change. Role Modeling Change Culture does not shift because of policies alone. It shifts because people see others behaving differently and feel safe to do the same. Whether it's taking a midday walk, setting boundaries around meetings, or openly prioritizing family, visible modeling invites replication. As Lindsey shared, we don't have to wait for permission to begin. From Observation to Innovation What I appreciate most about Lindsey's work is its grounded optimism. She does not deny that workplaces can feel like "working hell." But she believes transformation is possible—through small actions, mindful energy management, and courageous modeling. As you reflect on your own work life, consider: What are your core needs? Where could you plan one small shift? What might you pace differently? How could you introduce more play? And perhaps most importantly: when will you pause? If we are willing to observe our own habits with anthropological curiosity, we can turn those observations into innovations. That is how we move—from working hell to working well. To learn more about Lindsey Barnett and her book, visit your favorite bookseller or connect with her on LinkedIn. Lindsay's profile: linkedin.com/in/lindsaykbarnett Website: barnettcoaching.com Email: lindsay@barnettcoaching.com Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Now--it is time to share our new book with our listeners. Rethink Retirement: It's Not The End--It's the Beginning of What's Next. Out on Amazon and soon in your local bookseller.                                                                            Rethink Retirement: The Workbook Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk! From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn

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“AI does not create culture.” — Adam PovlitzIn this episode of Evolving Your Workplace, host Carol Schultz sits down with Adam Povlitz, CEO and President of Anago Cleaning Systems, to explore what AI actually does inside an organization—and what it absolutely cannot do. While many companies are rushing to automate everything, Adam shares a grounded approach: use AI to remove busywork, identify performance gaps, and strengthen training, while doubling down on human development where it matters most.Adam walks through how Anago built a system that connects operational data, analytics, and AI-powered learning to improve performance across a distributed franchise network. Instead of relying on static training manuals or one-size-fits-all onboarding, the company uses real-time performance signals to trigger targeted retraining and deliver interactive e-learning experiences that help workers correct issues quickly and consistently.The conversation challenges the idea that AI can replace relationship-driven work. Adam explains why fully automated sales and service models repeatedly underperform compared to teams supported by AI tools, and why leaders should focus less on replacing employees and more on teaching them how to use technology effectively.Carol and Adam also discuss why AI adoption must start at the leadership level, how companies can avoid overwhelming employees with new tools, and why investing in structured upskilling programs is becoming a competitive advantage. The message is clear: as AI handles more repetitive tasks, the human experience becomes more—not less—valuable.Key topics covered:How Anago uses AI to streamline training and retraining across locationsWhy AI should accelerate work, not replace people.Using operational data to trigger targeted learning interventionsThe role of AI-driven e-learning, avatars, and testing in workforce developmentWhy CEOs must lead AI adoption for it to stick inside organizationsBalancing automation with in-person coaching and accountabilityHow removing grunt work allows employees to focus on higher-value human interactionsConnect With Host Carol SchultzFind more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, and Instagram.Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information.And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

In episode 241, Coffey talks with Neil Katz news and media items from the past month, including who HR is “for”, managing AI agents, and mental-health-related gaps in employment.  They discuss HR's responsibility to conduct impartial workplace investigations based on evidence; the misconception that HR exists primarily as employee advocates; aligning HR strategy with revenue, margin, and organizational mission; the decline of transactional HR through automation and outsourcing; fractional HR leadership for small and midsize businesses; managing autonomous AI agents within organizational structures; developing AI operational literacy and new leadership competencies; redefining KPIs in an AI-enabled workplace; and best practices for addressing employment gaps during hiring.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP241  Media mentioned in this podcast:   If HR Isn't There to Help You, Who Is HR For? — Dallas Employment Lawyer Blog — February 9, 2026 To Thrive in the AI Era, Companies Need Agent Managers How do explain a gap year taken for mental health. : r/jobsearchhacks  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Neil Katz is the founder and CEO of Exceptional HR Solutions, a leading provider of fractional HR leadership for small and mid-sized businesses across the U.S. With over 25 years of experience at the intersection of people and business strategy, Neil leads a national team of 20+ seasoned HR partners dedicated to helping companies scale, evolve, and thrive. His firm delivers end-to-end HR solutions—from talent acquisition and organizational development to compliance, culture, and leadership alignment.  Under Neil's leadership, Exceptional HR Solutions has become a go-to resource for growth-focused companies in industries ranging from retail and healthcare to manufacturing, technology, and professional services. He is widely recognized for building agile, scalable HR infrastructures that empower leadership, strengthen teams, and deliver measurable business impact. While his primary focus is on growing Exceptional HR Solutions, Neil also serves selectively as an executive advisor, helping founders, CEOs, and leadership teams navigate strategic and organizational change. He holds an MBA from Amberton University, a BA in Business Administration from Texas Lutheran University, and advanced training in executive coaching from the University of Texas at Dallas. He is SHRM-certified and respected for his strategic insight and people-first leadership style. Neil is a frequent guest on industry podcasts and a sought-after speaker at conferences and webinars, where he shares practical insights on fractional leadership, scalable HR strategies, and the evolving role of human resources in high-growth environments.  Outside of his professional work, Neil serves on the board of Hope International, a Dallas-based adoption agency, and previously served on the board of directors at Halo Senior Care, a for-profit business focused on elder care. He has also served with nonprofit organizations such as Gift of Adoption, reflecting his deep commitment to service and community.  Neil Katz can be reached at  https://exceptionalhrsolutions.com https://www.linkedin.com/company/exceptional-hr-solutions https://www.facebook.com/exceptionalhrS https://www.instagram.com/exceptional_hr_solutions_ https://twitter.com/exceptional_hrs https://www.youtube.com/@ExceptionalHRSolutions  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how HR can balance legal compliance with business performance and employee trust. Identify emerging le...

In this episode of Sparking Success, host Aaron Opalewski discusses effective strategies for hiring and retaining talent in the skilled trades sector. He emphasizes the importance of career path programs and apprenticeship opportunities as key factors in employee retention. By investing in the development of employees and providing clear advancement opportunities, companies can significantly extend the lifecycle of their workforce, leading to greater productivity and profitability.TakeawaysThe best companies have a career path program.Investing time in employee development is crucial.Apprenticeship programs help in retaining talent.Retention can be significantly improved with clear advancement opportunities.Companies can extend employee lifecycle from months to years.Career pathing can lead to a more engaged workforce.Long-term development is beneficial for both employees and employers.Hiring for cultural fit is essential for retention.Reducing turnover saves costs on retraining.Employees should consider long-term growth opportunities when choosing a job.Chapters00:00 Introduction to Skilled Trades Hiring and Retention03:03 Career Path Programs: A Key to Retention05:44 The Importance of Apprenticeship Programs08:19 Long-Term Career Development in Skilled Trades

In OVERTIME, we're talking to the Association of Union Democracy about the union member bill of rights. Give us a call at 844-899-8857. ✦ ABOUT ✦The Valley Labor Report is the only union talk radio show in Alabama, elevating struggles for justice and fairness on the job, educating folks about how they can do the same, and bringing relevant news to workers in Alabama and beyond.Our single largest source of revenue *is our listeners* so your support really matters and helps us stay on the air!Make a one time donation or become a monthly donor on our website or patreon:TVLR.FMPatreon.com/thevalleylaborreportVisit our official website for more info on the show, membership, our sponsors, merch, and more: https://www.tvlr.fmFollow TVLR on Facebook: https://www.facebook.com/TheValleyLab...Follow TVLR on Twitter: @LaborReportersFollow Jacob on Twitter: @JacobM_ALFollow TVLR Co-Creator David Story on Twitter: @RadiclUnionist✦ CONTACT US ✦Our phone number is 844-899-TVLR (8857), call or text us live on air, or leave us a voicemail and we might play it during the show!✦ OUR ADVERTISERS KEEP US ON THE AIR! ✦Support them if you can.The attorneys at MAPLES, TUCKER, AND JACOB fight for working people. Let them represent you in your workplace injury claim. Mtandj.com; (855) 617-9333The MACHINISTS UNION represents workers in several industries including healthcare, the defense industry, woodworking, and more. iamaw44.org (256) 286-3704 / organize@iamaw44.orgDo you need good union laborers on your construction site, or do you want a union construction job? Reach out to the IRONWORKERS LOCAL 477. Ironworkers477.org  256-383-3334 (Jeb Miles) / local477@bellsouth.netThe NORTH ALABAMA DSA is looking for folks to work for a better North Alabama, fighting for liberty and justice for all. Contact / Join: DSANorthAlabama@gmail.comIBEW LOCAL 136 is a group of over 900 electricians and electrical workers providing our area with the finest workforce in the construction industry. You belong here. ibew136.org Contact: (205) 833-0909IFPTE - We are engineers, scientists, nonprofit employees, technicians, lawyers, and many other professions who have joined together to have a greater voice in our careers. With over 80,000 members spread across the U.S. and Canada, we invite you and your colleagues to consider the benefits of engaging in collective bargaining. IFPTE.org Contact: (202) 239-4880THE HUNTSVILLE INDUSTRIAL WORKERS OF THE WORLD is a union open to any and all working people. Call or email them today to begin organizing your workplace - wherever it is. On the Web: https://hsviww.org/ Contact: (256) 651-6707 / organize@hsviww.orgENERGY ALABAMA is accelerating Alabama's transition to sustainable energy. We are a nonprofit membership-based organization that has advocated for clean energy in Alabama since 2014. Our work is based on three pillars: education, advocacy, and technical assistance. Energy Alabama on the Web: https://alcse.org/ Contact: (256) 812-1431 / dtait@energyalabama.orgThe Retail, Wholesale and Department Store Union represents in a wide range of industries, including but not limited to retail, grocery stores, poultry processing, dairy processing, cereal processing, soda bottlers, bakeries, health care, hotels, manufacturing, public sector workers like crossing guards, sanitation, and highway workers, warehouses, building services,  and distribution. Learn more at RWDSU.infoThe American Federation of Government Employees (AFGE) is the largest federal employee union proudly representing 700,000 federal and D.C. government workers nationwide and overseas. Learn more at AFGE.orgAre you looking for a better future, a career that can have you set for life, and to be a part of something that's bigger than yourself?   Consider a skilled trades apprenticeship with the International Union of Painters and Allied Trades. Learn more at IUPAT.orgUnionly is a union-focused company created specifically to support organized labor. We believe that providing online payments should be simple, safe, and secure.  Visit https://unionly.io/ to learn more.Hometown Action envisions inclusive, revitalized, and sustainable communities built through multiracial working class organizing and leadership development at the local and state level to create opportunities for all people to thrive. Learn more at hometownaction.orgMembers of IBEW have some of the best wages and benefits in North Alabama. Find out more and join their team at ibew558.org ★ Support this podcast on Patreon ★

Case Law Update   •          Neal J. Campbell v State Farm Mut Auto Ins Co, Auto Club Ins Assoc and MAIPF, unpublished opinion per curiam of the Court of Appeals, issued January 15, 2026 (Docket No. 371663) •          Nader Kourani v American Select Ins Co, unpublished opinion per curiam of the Court of Appeals, issued January 22, 2026 (Docket No. 373757)   Trending Topics in PIP Litigation   •          Independent Contractors versus Employees under MCL 500.3114(3) •          Univ of Michigan Regents v State Farm Mut Auto Ins Co, Auto-Owners Ins Co, Home-Owners Ins. Co, Geico Gen Ins Co, Geico Indem Co, Gov't Employees Ins Co, MACP and MAIPF, unpublished opinion per curiam of the Court of Appeals, issued January 20, 2026 (Docket Nos. 372975, 372990 and 373877)

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Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Clay Clark's Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

Are your sales reps following a script, or thinking strategically about each opportunity? Jeff Cramer, Sales Coach for Nolan Consulting Group and founder of Perceptive Learning, tackles one of the most common problems in trades sales: autopilot selling. When reps run the same process for every customer, they create tactical fatigue—high volume, low profit, and constant price pressure. Jeff explains how to build a sales GPS that aligns every action with your business goals, why strategy must come before tactics, and how role-playing can transform your team's preparedness. If your reps are busy but not profitable, this conversation will change how you approach sales.Today's Podcast is brought to you by Graco

Robin Zander hosted a Snafu webinar for the Sidebar community on non-sales selling—think self-promotion for career transitions, freelancers, entrepreneurs, and product people. The goal: learn to "sell yourself" without the ick factor.   Participants shared fears: follow-ups feel intimidating, sales feels slimy, and success seems like a numbers game. Robin reframed it: selling is really about enrollment—being a chief evangelist for your work, not begging for attention.   Drawing on stories from his childhood pumpkin patch, his time as a personal trainer (where desperation lost him clients), and opening Robin's Cafe in San Francisco (raising $40k, serving multiple stakeholders, training staff with Danny Meyer's principles), he showed the difference between selling from need vs. service. Long-term success comes from genuine connection, curiosity, optimism, and passion.   Attendees explored their "authentic attitude" and reflected on times self-promotion felt good versus slimy. Exercises included mapping all the people who benefit from your work—employees, customers, managers, mentees, community—and practicing generosity in selling (a "Miracle on 34th Street" mindset: help customers even if it means sending them elsewhere).   In Q&A, Robin tackled: Asking for promotions as modeling for others, especially women and minorities Persistence in follow-ups (yes, emailing Mark Benioff 53 times counts) Relationship-based enterprise selling Avoiding fear-based AI marketing by knowing who you serve and what problem you solve Recommended reading: Setting the Table (Danny Meyer), Unreasonable Hospitality (Will Guidara), The New Strategic Selling.   Robin also shared upcoming Snafu conference details (March 5, Oakland Museum of California) and reminded everyone: Snafu = situation normal; all fucked up. 00:00 Start 01:06 Audience Fears About Selling Robin Zander welcomes 93 participants to the webinar Notes the session is interactive with exercises planned Encourages participants to drop questions in chat or interrupt him Last 15–20 minutes reserved for questions Robin introduces himself briefly Focuses on storytelling as a tool for self-promotion Shares experience as a community builder Runs a conference called Responsive since 2016 (not Snafu) Tools, structures, and company cultures for resilient organizations Two-day event each September on the future of work Focus on building resilience in organizations Observations on rapid change Technology and work-life changes happening at a fast pace Questions about resilience in individuals Traits needed in careers, personal relationships, professional relationships Ability to stay resilient through change Robin frames his expertise Emphasizes his strength in asking questions and fostering honest conversations Labels himself a reluctant salesperson Not the world's leading expert on self-promotion or selling Key lessons from research and interviews Two buckets matter in business and life: Example: Sidebar community forming coalitions for learning and action Operational excellence: being competent and at least as good as others Promotion/enrollment/sales: standing up, saying what you want, building coalitions Started interviewing people about influence and persuasion Started a weekly newsletter called Snafu Written by hand, not AI Shares lessons from his life and others about self-promotion and resilience Focus on courage to take action: raising hand, offering something valuable Core characteristics of self-promotion and selling yourself Connecting with others: art of connection Courage to ask: inspired by Amanda Palmer's TED Talk and book The Art of Asking Opposes traditional "always be closing" sales mentality Advocates for simply asking for what you want Current work mostly involves storytelling for large companies Clients include Supersonic, Airbnb, Zappos, and others 12:25 Service as the Core Principle Robin introduces the concept of storytelling for self-promotion Stories used to: Get promotions Build coalitions Propel career or organizational growth Emphasizes turning personal, career, or company stories into "commercials" Focus of today's talk: self-promotion with impact Core principle: service Showing up from a place of helping others Through helping others, also helping oneself Distinguishes between sleazy salespeople and effective self-promoters Childhood anecdote: Robin's pumpkin patch Tended plants all summer, learned responsibility and care Harvested pumpkins and sold them using a small red tin box labeled "money" Ran "Robin's Pumpkin Patch" for five to seven years At age five, father had him plant pumpkin seeds Engaged neighborhood kids for fun, collaborative promotion Explained product (pumpkins) enthusiastically to potential buyers Used scarecrow costumes and creative gestures to attract attention Lessons learned from pumpkin patch: Authentic enthusiasm creates value Helping people do what they were already inclined to do Early experience of earning and serving simultaneously Self-promotion is most effective when it's service-driven, not manipulative Applying childhood lesson to career and business Asking for a raise Persuading companies to choose one service over another Promoting oneself or others (e.g., Evan, web developer) Key principle: approach self-promotion from delight and service, not need or fear Authentic enthusiasm as foundation for: Interactive exercise for participants Not influenced by sleep deprivation or stress Could be inspired by childhood or adult experiences Opposite of fear; personal and unique for each participant Question posed: what is your authentic attitude when self-promoting? Examples shared from participants: Curiosity Passion Inspiration Service to others Observation Possibility Insight Value Helping others Creativity Belief in serendipity Optimism Key takeaway from exercise and story Promoting from delight, enthusiasm, and service Promoting from need or fear Two versions of self-promotion: Effective self-promotion aligns with authenticity and enthusiasm, creating value for others while advancing oneself 18:36 Gym Job and Needy Selling Robin shares the next story and sets up the next exercise Gym culture is sales-heavy Initial motivation: love of fitness, desire to help people Quickly realizes environment incentivizes personal trainers to sell aggressively Timeframe: ~20 years later, at age 20, moved to San Francisco First post-college job: personal trainer in gyms Early experience at gyms Key lesson from early failure Selling from need feels gross Promoting oneself from fear or desperation leads to poor results Recognizes similarity to unwanted sales calls received personally First authentic success in self-promotion Worked at Petro and World's Gym in San Francisco, Pilates instructor Owner confronted Robin after two weeks: no clients, potential clients being lost to others Threatened termination by Friday if no clients acquired Robin froze under pressure, approached clients but with needy, desperate energy Outcome: fired by Friday, left gym Encounters man in pain on Valencia Street, offers help as personal trainer Approach comes from genuine care, desire to serve Leads to three-year working relationship, consistent sessions, good income Next client: world-famous photographer Michael Light at UCSF swimming pool Client comes from natural connection, not pushy salesmanship Dichotomy observed: Pushy, need-based self-promotion → freeze, poor results Service-oriented self-promotion → natural connections, sustained relationships Exercise for participants Prompt: identify two moments: One time self-promoting felt slimy → what were you doing? One time self-promoting felt good → what were you doing differently? Two-minute reflection / chat participation Participant reflections/examples Slimy examples: Interviewing for a job during layoffs, giving desperate energy Selling P&L at a hyperscaler Selling computers and printers in UK post-college Sales emails getting ghosted Feeling inauthentic or performative, taking advantage of someone Good examples: Offering services out of care and love rather than ROI Showing impact of work to junior child Knowing services add real value and solve a challenge Being clear on what the other person needs Key takeaway Self-promotion feels different depending on intent and knowledge Slimy → desperate, inauthentic, unclear value to recipient Authentic → service-driven, clear value, connection-focused Effective self-promotion combines knowing your value and serving others, not just pushing for personal gain 25:35 Miracle on 34th Street Lesson Feeling good in self-promotion comes from genuinely helping, solving problems, and sharing information Santa Claus hired at Macy's to hold kids and give candy canes, but real goal: persuade parents to buy from Macy's Santa instead sends parents to competitor to truly serve them Macy's manager initially furious Outcome: customers feel genuinely served, return praising Macy's, become loyal fans Robin references Miracle on 34th Street (original version) Key insight: providing real value, even if it benefits someone else, eventually returns value to you "Put enough bread across the water, eventually good things come back" Participant reflections Slimy: knowing audience expects judgment, catering to them for approval Good: giving the gift of knowledge, providing service freely Takeaway: authentic self-promotion is rooted in service, generosity, and sharing expertise, not manipulating for immediate gain 27:45 Starting Robin's Cafe Through Service Robin shares a major professional turning point: opening Robin's Cafe in 2016 No restaurant experience beyond college busing tables Opened in three weeks, eventually grew to 15 employees by 2018 Worked in multiple industries: Pumpkin patch, personal trainer, circus performer Opened a café/restaurant in Mission District, San Francisco Courage and conviction came from clear focus on service to others Employees: create a great workplace, go-giver culture Investors: $40k raised from friends/family, provided value and potential return Landlords (ODC, nonprofit dance center): wanted success of business to support community Customers: diverse—tech workers, kids in dance classes, local community Robin himself: financial sustainability, learning, personal growth Key audiences served by Robin's Cafe Approach to challenges Used Danny Meyer's Setting the Table as a service-focused framework for employees Philosophy: "giving in order to get paid" Examples: spouse, kids, dog, manager, peers, mentees, clients, community, customers, extended family, mentors Served multiple stakeholders during crises: break-ins, flooding, city permitting, neighborhood issues Exercise: identify all the people who benefit from your work or success Key idea: the more stakeholders served, the easier self-promotion becomes, because it comes from service, not need or pressure Show up thinking: does this serve the person I'm talking to? Principle: selling yourself from a place of service Consider multiple stakeholders simultaneously Audience question: elaborate on applying this service mindset specifically to asking for a promotion Tying service to self-promotion in career advancement Result: asking for a raise, applying for jobs, pitching clients—all easier and more authentic 38:11 Promotion As Service Asking for a promotion from a place of service Example: doing the role already, deserving recognition, asking for what you believe you've earned. Personal perspective: advocating for yourself is a form of service to yourself Recognize other stakeholders in the process: Modeling courage and advocacy for the next generation Authority enables ideas to be taken more seriously Stories gained from new responsibilities enhance value to clients or teams People you mentor, especially women or underrepresented groups The organization: your promotion can make it stronger Your family or children: showing them what it looks like to advocate Concrete examples Outcome: trajectory of career positively influenced, demonstrated courage, modeled behavior Asking first time for a manager role Later asking for VP title as a director Courage and small steps Courage = acting despite fear, not absence of fear Practice by taking incremental steps toward what scares you Avoid masking or hesitation; direct action builds confidence and results Persistence and follow-up Busy people require patience and multiple nudges Example: Mark Stubbings emailing Mark Benioff 53 times before a yes Persistence = respectful, consistent follow-ups Role modeling for women and minorities Demonstrates that asking is a normal, expected, and service-oriented act Many don't ask for promotions or raises due to upbringing or cultural norms Modeling advocacy teaches the next generation, including children, to speak up Service mindset in practice Approach self-promotion by asking: is this good for the other person? Keep intention aligned with service, not desperation Books for guidance: Setting the Table – Danny Meyer: service-driven sales and employee culture Unreasonable Hospitality – Will Guidara: lessons from the restaurant world on giving value and delight Key takeaways for promotion and asking Serve yourself, your mentees, your organization, and your broader audience Take small, courageous steps to ask for what you deserve Follow up respectfully and consistently; don't assume silence = no Self-promotion becomes easier and authentic when rooted in service, not fear or need Snafu Newsletter Weekly newsletter written by Robin Covers influence, persuasion, and modern workplace dynamics A resource for ongoing learning and practical insights 56:55 Where to Find Robin Robin's newsletter covers influence, persuasion, and modern work. Snafu Conference Responsive Conference Robin Zander on social medias  

Montana is falling far short of best practices when it comes to paying for school maintenance. That's according to a new nationwide report on school facilities. The message from Montana's school maintenance directors to lawmakers is straightforward: “We need help.”

S6:E19 Having authority does not mean you have followers. Queue Up Episode This week on Small Business Stories, Dr. LL sits down with executive coach and M&A advisor Joseph Incrocci to explore how leadership expectations have shifted in founder-led and middle-market businesses. If people don't trust you, they won't follow you. If they don't believe you can take them somewhere better, they won't align. Joe brings decades of experience scaling companies, selling businesses, and coaching CEOs through ego resistance, succession challenges, and growth strategy.

In this episode, Miller Johnson employment attorneys Rebecca Strauss and Sarah Willey walk through everything HR needs to know when you get a request for an employee's personnel file — whether it's from the employee, a former employee, or their lawyer. They walk through the real case facts, explain where things went wrong, and offer takeaways for HR professionals to avoid similar (and costly) mistakes. Tune in as we explore what Michigan's Bullard-Plawecki Right to Know Act requires, and offer strategic tips on: What you must include (hint: it's more than you think) What should be excluded How to respond to subpoenas or third-party requests Best practices for protecting your company Whether you're in HR or a business owner trying to avoid missteps, this episode breaks it all down in clear, practical terms.

What happens when a nurse who's spent years caring for patients turns her focus to caring for organisations?In this episode, Kym Ali shares the deeply personal journey that reshaped how she sees leadership. After helping open a women's and children's hospital in Qatar, she was unexpectedly terminated, left with debt, uncertainty, and her identity shaken overnight. Weeks later, she faced devastating personal loss. Instead of breaking her, those moments gave her clarity.Her mission became simple and powerful: help leaders create workplaces where people feel seen, heard, and safe.This conversation explores the human side of leadership that rarely gets discussed. Kym explains why waiting for burnout, disengagement, or resignations is already too late. She introduces her practical ADPE framework, Assess, Diagnose, Prescribe, Evaluate, and shows how leadership should work more like healthcare than guesswork. You will hear why employees believe in the leader before they believe in the vision, and why small wins are often the key to real change.We also talk about grief at work, difficult conversations, and what empathy actually looks like in practice. Not grand gestures, not perfect words, just presence.If you care about building trust, leading through uncertainty, and creating a culture that performs without sacrificing wellbeing, this episode will challenge you to look inward first.Because leadership is not just about strategy.It is about how you show up when things are hard.Actionable Takeaway: Don't wait for symptoms like burnout to act, by then it's already late.If someone's struggling, ask where you might have missed something first.In hard moments, presence matters more than perfect words.Start change with small wins, not sweeping announcements.People believe in you before they believe in your vision.Stop guessing, assess properly before you fix anything.If you feel drained, it might be time for a new chapter.Culture is built in difficult conversations, not easy days.Connect with Kym Ali:Learn more about Kym AliKym Ali on LinkedInSchedule a callConnect with Christian "Boo" Boucousis:Learn more about Christian BoucousisBoo on LinkedInBoo on InstagramBoo on YouTube

The modern workplace often puts a premium on individual performance. Organizations build infrastructure to hire people with the talents and skills they need to succeed. Employee performance evaluations tend to focus on individuals' accomplishments toward the organization's goals. But concluding his letter to the Romans, Paul lists by name more than two dozen people to ... The post Join the Team appeared first on Unconventional Business Network.

Transit's future is all about people.In this episode of Transit Unplugged, host Paul Comfort talks with Geisha Ester, Executive Director of the National Transit Institute (NTI) at Rutgers University, about why workforce development has become the industry's most important investment — and how agencies and professionals can take advantage of it right now.NTI, funded by the Federal Transit Administration, delivers no-cost training for transit professionals across the United States, helping agencies upskill their teams, strengthen succession planning, and prepare for a rapidly changing mobility landscape.Geisha shares:How you and your staff can access free, high-impact NTI coursesThe most in-demand training areas, including procurement, service planning, safety, and leadershipHow agencies are using NTI as a real succession-planning toolThree ways to partner with NTI — as a participant, host agency, or instructorWhy workforce development is central to the industry's futureShe also tells her remarkable second-generation transit story, from high-school intern and rail conductor at Chicago Transit Authority (CTA) to Vice President of Training and Workforce Development — and now national leadership at NTI — and offers practical advice for emerging professionals and women pursuing leadership roles in transit.

On today's Nanodosing the guys are back in the studio to discuss all the news from the weekend. We get into USA men's hockey victory, Kash Patel celebrating in the locker room, tourists stuck in Mexico and the cartel, Punch the monkey, Alysa Liu and the winter olympics, Josh Pate's interview with Donald Trump and much more. Enjoy! (00:02:20) USA Hockey (00:34:50) Fargo McDonald's Employee (00:44:09) Kash Patel (00:51:36) Tourists Stuck in Mexico (01:06:52) Punch the Monkey (01:09:54) Alysa Liu (01:24:49) Voicemails (01:36:30) Josh Pate x Donald Trump InterviewYou can find every episode of this show on Apple Podcasts, Spotify or YouTube. Prime Members can listen ad-free on Amazon Music. For more, visit barstool.link/macrodosing

Watch the YouTube version of this episode HEREAre you a law firm owner who is thinking about integrating AI into your firm? In this episode of the Center Stage Podcast, host Danny Decker welcomes back Tyson Mutrux, founder of a thriving St. Louis personal injury law firm and host of podcast, Maximum Lawyer. Tyson shares updates on his firm's growth, practical AI integration, and the challenges and opportunities AI brings to the legal industry.  Tyson shares his approach to AI and automation within his law firm and how others can integrate it into theirs. To get started with using AI, it is best to tackle the low hanging fruit tasks as ways to ease into it. This could be tasks like scheduling meetings for clients. If you can show your team where the improvements are in your systems, it is easier to get them on board to adopting an AI tool. From there, you can move on to larger and more complicated systems.There is a double-edged sword that AI brings that law firm owners need to realize. Although AI has increased productivity and accuracy for completing all sorts of tasks in the legal field, the problem arises where tools like ChatGPT are allowing clients to do some of the work that lawyers would normally charge for. One example for business law and estate planning is document drafting, which clients are using ChatGPT to do instead of paying a lawyer to do it. This is something lawyers need to think about when integrating AI into their practices. Think about what aspects of law could benefit from AI but will still bring you clients and make you money.Listen in to learn more!3:34 - Approach to AI & Automation8:34 - AI's Double-Edged Sword in Legal Industry14:33 - Performance Optimization & Mindset22:20 - Vendor Review Service26:16 - Maximum Lawyer Community OverviewConnect with Danny:Website  Linkedin X Youtube Tune in to today's episode and checkout the full show notes here. 

Creating Engaged Employees and Loyal Customers   Shep interviews Stephen Baer, Co-Founder and Managing Partner of Engagency. He talks about his new book,  Stickology, and how building strong emotional connections and engaging both employees and customers leads to lasting loyalty.  This episode of Amazing Business Radio with Shep Hyken answers the following questions and more:    How does internal employee engagement influence external customer experience?  Why is it important for organizations to go beyond surface-level personalization in delivering customer experiences?  How can companies strike the right balance between friendly service and convenience to create lasting loyalty?  How can organizations move from transactional interactions to building relationships with their customers?  Why is it essential to invest in employee experience to drive customer satisfaction?  Top Takeaways:    Internal engagement is the foundation of strong customer loyalty. What happens inside your organization is always felt by your customers on the outside. If your employees are engaged, respected, and motivated, customers feel that in every interaction with your brand.   When organizations invest in their people, the result is better service and stronger customer relationships because empowered employees have the confidence to go above and beyond for customers.   Engagement isn't just good for workplace culture. It's good for business. Companies that focus on both employee and customer engagement see more revenue, higher employee and customer retention, and outpace their competitors.   It's easy to form a connection, but lasting loyalty requires deeper engagement. Connections made quickly can fall apart just as fast if the next interactions are inconsistent. Genuine engagement takes time and is operationalized so it ingrained in the culture and felt in every interaction.  Personalization by itself, even when powered by advanced technology, is not enough to build lasting loyalty. Relying on algorithms alone will expose a brand to being outgrown by its customers or out-innovated by its competitors. Customers stick with brands that make them feel emotionally connected and valued. Human elements, not just algorithms, are what creates long-term fans.   Convenience is no longer a unique advantage. It is an expectation. Today's customers want easy, seamless interactions everywhere they shop. To stand out, businesses need to pair convenience with authentic, memorable service.   Customers are going to talk about their experience with a company. When employees are engaged, they create advocates, customers who often spend more, and are more likely to recommend the business to others.   Plus, Stephen shares more insights from his book, Stickology: How to Build Unbreakable Connections with Employees and Customers for Life. Tune in!  Quote:   "It's not just about connecting. It's about building a relationship. It's about making that person feel seen, heard, valued, and empowered, whether they are a customer or an employee. It takes time, but the bond holds together stronger."  About:    Stephen Baer is the author of Stickology: How to Build Unbreakable Connections with Employees and Customers for Life, and the Co-Founder and Managing Partner of Engagency.  He has 30 years of experience in behavioral science and engagement from leadership roles at companies such as The Game Agency, Atari, and GE.  Shep Hyken is a customer service and experience expert, New York Times bestselling author, award-winning keynote speaker, and host of Amazing Business Radio.   Learn more about your ad choices. Visit megaphone.fm/adchoices

In this conversation, Andrew Freed shares his journey from a corporate job to becoming a successful real estate investor in Worcester, Massachusetts. He discusses the multifamily market in Worcester, his strategies for investing, and the importance of mentorship. Andrew also addresses the current state of the real estate market, particularly in New England, and offers advice for new investors looking to get started in real estate.   Professional Real Estate Investors - How we can help you: Investor Fuel Mastermind:  Learn more about the Investor Fuel Mastermind, including 100% deal financing, massive discounts from vendors and sponsors you're already using, our world class community of over 150 members, and SO much more here: http://www.investorfuel.com/apply   Investor Machine Marketing Partnership:  Are you looking for consistent, high quality lead generation? Investor Machine is America's #1 lead generation service professional investors. Investor Machine provides true 'white glove' support to help you build the perfect marketing plan, then we'll execute it for you…talking and working together on an ongoing basis to help you hit YOUR goals! Learn more here: http://www.investormachine.com   Coaching with Mike Hambright:  Interested in 1 on 1 coaching with Mike Hambright? Mike coaches entrepreneurs looking to level up, build coaching or service based businesses (Mike runs multiple 7 and 8 figure a year businesses), building a coaching program and more. Learn more here: https://investorfuel.com/coachingwithmike   Attend a Vacation/Mastermind Retreat with Mike Hambright: Interested in joining a "mini-mastermind" with Mike and his private clients on an upcoming "Retreat", either at locations like Cabo San Lucas, Napa, Park City ski trip, Yellowstone, or even at Mike's East Texas "Big H Ranch"? Learn more here: http://www.investorfuel.com/retreat   Property Insurance: Join the largest and most investor friendly property insurance provider in 2 minutes. Free to join, and insure all your flips and rentals within minutes! There is NO easier insurance provider on the planet (turn insurance on or off in 1 minute without talking to anyone!), and there's no 15-30% agent mark up through this platform!  Register here: https://myinvestorinsurance.com/   New Real Estate Investors - How we can work together: Investor Fuel Club (Coaching and Deal Partner Community): Looking to kickstart your real estate investing career? Join our one of a kind Coaching Community, Investor Fuel Club, where you'll get trained by some of the best real estate investors in America, and partner with them on deals! You don't need $ for deals…we'll partner with you and hold your hand along the way! Learn More here: http://www.investorfuel.com/club   —--------------------

Over the past several years, many leaders have noticed a subtle but meaningful shift inside their organizations: the erosion of basic workplace courtesies, particularly from younger employees new to the professional workplace. Not misconduct; not ethical lapses. But something more subtle. Employees announcing time off instead of requesting it. Cameras off in meetings. Missed meetings treated casually. Messages left unanswered for a day or more. Delegating up.Matt Kirchner addresses these patterns directly, sharing firsthand stories from his own companies and examining what has changed in professional norms, and why.This is not a critique of younger employees. We're all for promoting emerging leaders and believe early-career professionals bring energy, ambition, and a willingness to attempt what others might dismiss. But many of these individuals also entered the workforce after losing formative years of in-person education, internships, and social development during COVID-era isolation. As a result, expectations that once felt intuitive often now require explicit instruction.This episode explores specific areas where standards are slipping and explains how organizations can reestablish expectations without embarrassment or blame. Matt closes with a practical framework for addressing unprofessional behavior consistently and constructively, with the goal of strengthening culture rather than policing it.Listen to Learn:The workplace behaviors that are quietly reshaping organizational cultureHow pandemic disruptions affected professional social developmentWhy virtual meeting norms have outsized cultural impactWhat “delegating up” reveals about accountability and ownershipA structured approach for restoring workplace standards without alienating newer employeesResources in this Episode:Read the article in Products Finishing: "Relearning Common Courtesies in the Workplace"Follow Matt on LinkedInView more resources on the episode page!We want to hear from you! Send us a text.Instagram - Facebook - YouTube - TikTok - Twitter - LinkedIn

In this episode of Growth Think Tank, I chat with Peter, the CEO of Your Your Money Line, about People First Leadership and its role in enhancing organizational success. We discuss the vital link between employee well-being and performance, highlighting financial health as a key stress reducer. Peter emphasizes the importance of empathy, accountability, and open communication in fostering a supportive team culture, leading to improved collaboration and reduced turnover. Our conversation reveals that prioritizing people is both a moral and strategic necessity for sustainable growth in businesses. Episode Highlights & Time Stamps 4:08 The Importance of Financial Well-being 6:25 Defining People First Leadership 7:47 Building a People First Culture 12:10 Values That Shape Leadership 16:02 Challenges in Implementing Leadership Values 22:22 The Impact on Bottom Line Key Takeaways ➤