Podcasts about employees

It's book club time! Kiera talks about The Let Them Theory by Mel Robbins and how the method can propel leaders into the best versions of themselves. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera and today is book club time. It's been a hot minute since we've done a book club and there's a book club that I feel like is just a really good one. It's a popular book right now. If you've read it, great. If you haven't, well, welcome. I'm excited to share with you and it's from Mel Robbins and it's the Let Them Theory. I was very fascinated by this. I'm still fascinated by it and I think it's something of like when Mel Robbins said that you do not need to control everything.   and that peace might come from letting go, not holding tighter. I thought, hmm, I might know a couple of dentists, CEOs, business owners, AKA myself, which means that there's probably several of you that might be struggling with some of these pieces. So whether you wanna read the book or not, just giving some highlights of how you can truly reduce your stress, lead with more confidence and stop micromanaging team and patient behavior, like that might be something worthwhile today. So I wanted to just.   Bring that on today, share with you some quick tips and tricks on how you can even apply this principle in your practice that I've been seeing. As always, Dental A Team is here to grow leaders that are not just successful, but truly like having sanity and happiness in life. ⁓ Today, our podcast is going to be giving you tactical practical tips. Our mission is to positively impact the world of dentistry in the greatest way possible. And we do that through expert consulting for dentists and teams. I am not.   Shy to admit that I think Dental A Team is probably one of the top-notch consulting companies out there where we don't just understand you But we are you that we don't just sit here and tell you doctors what to do But we actually actively work with your team to help them We have grown practices 10 20 30 percent within their first 90 days of working with us. We've added multiple millions We've added hundreds of thousands to offices and we've done it with ease simplicity fun teams actually love to work with us they enjoy working with us and that's something I'm really really proud of as a company of   We don't just come in and like dictate to your team and force them to become robots. We literally help them, ⁓ give them some tools and then elevate them to be their best selves. And doctors, we teach you how to be successful owners for your path, for what makes you happy. And we do it in such an easy way. People are always shocked at the gains and the growth that we're able to do in such an easy, non-confrontational, non-stressful way. So that's what we're about. And I'm super, super excited about the let them theory.   ⁓ Because the let them theory I think works so well for leaders. So anybody listening today this is really is leaders and I remember in the book she talks about how like She just has to let them like let people be who they are and it's actually helped me with my family So today I don't think it's necessary just solely for your practice But also pieces for you within your personal life and that's something Dental A Team were really big on is growing you as a person not just as a practice I just got a   a voice memo from a doctor I worked with a couple of years ago. And this doctor said to me, they said, Kiera, ⁓ the year working with you was actually one of the most impactful years in all of my dentistry career. ⁓ This doctor is doing incredible things. And the doctor told me like just the mindset shifts that we were able to help them have ⁓ of helping them become more efficient of, they said, you pushed me to do certain things like hire an assistant and to   Be accountable to you. And this doctor was really, really, really, really brilliant doctor. And to hear that compliment that ⁓ their time working with us was something that was the most impactful in their growth of their business. I just took as such a huge compliment to what we do because we're not just shaping you as a business owner, we're shaping you as a human. My background is marriage and family therapy. My passion is dentistry and my love of all things is life. Dentistry just happens to be the platform that I get to talk about it on.   And so for this within the let them theory, it's let people be who they are. Truly we can't control other people's actions, but we can control how we are responding. And I know that sounds so simple, but ⁓ in there, like if we let team members show up late, it tells you who they're going to be. We let a patient cancel last minute. It's information for better boundaries in the future. Letting an OCA ignore feedback, it reveals growth readiness. And so like for that, I'm not here for you just to like...   allow people to walk all over you. do believe that there is a standard within a practice that you should maintain and that is perfectly acceptable. However, you can allow people to be who they want to be and that doesn't mean that they need to be on your ship. It's allow them to have the opportunities outside of your location that are perfect for them, but you don't need to try to control every person's actions. ⁓ With my mom, my mom and I view the world so differently and when I read this book, I realized   what my mom wants. Now she's not an employee. Employees for me, there is a code of conduct and there is a way that we show up. That's the standard of Dental A Team. And if you choose an elect not to be there, rock on, we're going to coach you through it. And then we're going to coach you out of it. Like it's one or the other where they're going to coach up or coach out. Both are amazing because I want you ultimately in your dream space. ⁓ and there is a, there is a code of conduct that Dental A Team will operate by. And so with that, with my mom, I realized in my personal life, my mom just wants to be loved for who she is.   She doesn't want to be coached. She doesn't want to be corrected. She just wants to be loved for who she is. And so for me to let my mom do things that make me absolutely crazy, there actually is this whole relief. And when you realize like, can allow team members to be who they want to be in, that just means that there's isn't a place for them. Like that's okay. I can allow patients who don't want to follow our processes, like allow them to find another practice and to have that. Now there's ways that we can coach them through this. There's ways that we can do this.   But I've had practices when they finally decide to stop having patients just show up, cancel last minute, and they're like, no more, this is how it's going to be. Here's the rules of the game. And patients who do like not to, they get to leave the practice. Their production actually exponentially increases. Their patients exponentially become better patients. Like all of it rises up. The ones who decide that they're going to allow team members to be who they are, this is how we're going to operate. And if you choose not to, that's okay. Their practices actually start to thrive. And so   The question is, who are you trying to force right now to change? And what if you let them and focus on our... The word boundaries is so obnoxious to me, because I feel like people put boundaries up of like, this is what I will or won't do, which is great. And for me, it's more like, what are the standards? What are the standard processes? What's the culture of our company or our patient base? That's I'm going to enforce. That's what we're going to focus on instead. And then I'm going to allow people to be who they are. And I'm going to attract the people that I want in here.   Like what would be, who am I trying to force to change right now? And what if I let them and just change my focus to the standards and the processes in our company? Question number one. Okay, number two, stop micromanaging and start leading. So micromanagement's rooted in fear, not in leadership. And so what they did is they said like, let them miss the mark once, they'll learn faster. Let your office manager handle the upset patient, it builds ownership. Let your hygienist structure their day ⁓ that's within, again, the parameters of our company culture.   That way they'll be happier. so like ⁓ micromanaging, do feel there needs to be a foundation first in place. And then once we have that, we don't have to micromanage everything. And for me, something I found, there's the founder's theory too, and something I've been learning is as a founder, as someone who started a business, you tend to hold onto so many things because you've had to. Like you've been in the day to day. And so being able to let people and stop   being obsessed with every single detail because we've got the foundations in place. Now, if you don't have the foundations in place, it becomes a lot harder and a lot scarier. But if you have those things in place, what we can do is we actually see a team rise up and what we're telling our team is they're empowered. Like here's the rules of the game within our practice. Now go create our consultants. Here's how we consult. I want you to go be the most autonomous humans and I want you to figure out how to help these practices. And it's crazy because the consultants rise up, they take ownership, they love to be able to do that.   anything within your team being able to see that as well is really something beautiful for them. looking at the call to action on this would be look at your life, look at your practice and where are you holding on so tight? And let's figure out what protocols or processes need to be put into place so our company standards and expectations can be met. And then can we put into practice the let them this week and observe what shifts. Two questions for you to consider. And don't worry for those type A's who are just like gritting.   They're like knuckles right now. Don't worry, that's me too. So I'm not here to say that I'm perfect at this. I just think it's a good perspective shift to help us have more space, more happiness, more peace, and also to figure out where we can like set up the parameters within our company. Number three is let go to grow. ⁓ And so when we hold on tight, just like I talking about, like the white knuckling.   Like even my body, there's stress, there's resistance, there's burnout. Like this is what causes it, because we're trying to hold all the balls in the air. We're trying to do all the pieces and literary practice will outgrow you. ⁓ I watched it happen time and time and time again, and doctors will either learn to let them and like build the processes, build the structure, allow the team members to grow, or they're going to hold on and they're going to shrink. It's one of the two and it happens every single time. There's no right path. It's your path. ⁓ But like let your leadership team run the meetings.   Let your team opt in and out of culture. Don't force it. If they choose not to rock on, they can go find another dream job. That's okay. Let other opinions be theirs. It doesn't define our worth. Like what can we allow like letting go of that? So when we, ⁓ when we stop obsessing about this, like, for example, we stopped trying to hold onto a toxic team member. watched this constantly in offices where it's like, no, I have to keep them and I need to have them like, let them not be great and let them leave because they're not fitting the culture.   And what's crazy is like even that, like my whole body releases, like let them. And I know we're so afraid of like, yeah, but then I won't have team members. Or could it be like, yes, and I've created space for the ideal team member. I will tell you when I have done this every single time. There's not been a single time when I've been like, and we release it, we let them. Someone just as good, if not better has shown up every single time. And so looking at this of...   Where are you maybe holding on too tight that you could allow team members to rise up that you could allow them to take ownership that you could allow them to start to put into place the things you've done. And what's wild is like, tell doctors all the time, like you have to go on vacation. Like that's it. That's a necessity to see where are things broken in your practice? Where do things need to shift and change? ⁓ where can you let your team rise? And if they choose not to rise, that's okay. You know, you don't have the right leaders in place. Like all of it's just data back for you. There's nothing wrong. There's nothing broken. There's nothing that you need to be mad about.   It's just truly data and information to help you then set better foundations, put better protocols into place and to hire team members that more align. ⁓ You will outgrow your team and your team will outgrow you or you will grow together. It'll be one of those three things. And so looking at that and all of that's okay. So I think for this, as we look at it of let people be who they are and stop micromanaging and release what's weighing us down.   This isn't a passive theory. It's very powerful. Letting go is leadership. Letting go is ⁓ truly putting the parameters in place and allowing team members to grow and to thrive within. And again, me coming on here, I feel a little like imposter syndrome because I don't feel like I am always here. I feel like I'm holding on so many times and I'm having the control. But when I like, I make lists, you guys, I feel like a crazy person. Like it's a beautiful mind. That's my office. I have...   papers everywhere and I'm looking at different things. And when I look at what causes me the most amount of stress, it's because I'm trying to do it all. And I'm trying to hold on to everything rather than saying, okay, what's the protocol I need in place? What are the things that truly I need to care for? And as a founder, again, I think that this is, this is a stripping of identity. It's a stripping of things you've always done, but it's also freeing and it's also creating and it's also allowing you to flourish versus just survive. And so for this, ⁓ think like,   Let it looking to see where can I let go and where should I let go? What parameters do I need to put in place? And how can I allow my team to flourish and thrive? I promise you autonomous people and great team members want you to let go. They want to know the rules of the game. They want to know how can I excel? And then once I know the rules of the game, let me like get out of my way and let me show you, let me do more than you ever imagined I could do. ⁓ let me, let me blow your mind with the ideas that I have.   Those are great team members. That's what we want all of our team to be. And so I think for this of possibly, if you haven't read the book, go read the book. If you've read it, maybe read it again and look at yourself to see where am I holding on that's holding us back? Where could I let team members or patients be different and maybe create space for people that I want that have a different code of conduct, not right or wrong, just different. ⁓   And where can I be a stronger leader where I can truly lead and not manage? Leading versus managing, they're two, they feel so interchangeable and they're so separated. And so where can I show up differently? And again, this isn't letting go of standards. This isn't letting go of your standard of excellence. This isn't saying that we're just going to allow chaos because we're just gonna let people be themselves. It's saying, here's the code of conduct. This is what we do. And then we allow people to show up as that.   rise up or rise out, both are great options. ⁓ And so looking at that. really something powerful on the podcast is not just giving you tactical pieces within your practice, but helping you show up as a better leader because leadership is ultimately going to impact the success of your business. I can always tell if a practices as a consulting client will be successful and it's due to the leader. Truly a hundred percent. Who's on my leadership team? How are their behaviors? What are they willing to do? That is the number one indicator of success in consulting and in your practice.   And so for this, I feel it's very relevant that we have to give leadership tips for you, that we have to help you evolve into the next version of leadership that you can be. This is for me, this is for you, this is for all of us. And remembering leadership's not a destination, it's a journey, it's an evolution of soul. Someone once told me having kids will strip you down to the bare ⁓ bones of who you thought you were and ultimately helps evolve you into who you want to be. And I would say, I think business is very much...   a similar and different process. ⁓ It strips you down to nothing. It rips away all the things that you thought you were. We build these businesses to create these different cultures and we end up creating very similar cultures and we have to work so hard to become these different versions of ourselves, to show up differently for our teams, to show up differently for ourselves, ⁓ to evolve. The person that you were is not the person that you need to be to take you to where you want to go. I hope you heard that. The person that you need to be is not who you were.   to take you to where you want to be. And so you have to evolve, you have to grow. And so I would also say, let you become that person. Let you evolve into a different version. Let you become the person that you were meant to be. Leadership is a growth. This is something that I love helping offices do. This is what our consultants obsess about. So if we can help you in any way, reach out, ⁓ figure out how you can lead with clarity, calm and confidence. See how you can be like that practice I told you about where.   your best year of your life or the best year practices lives or the years that you're with Dental A Team because you became a better person. You became a higher version of yourself and we did that for you and your team. That's what we're about. That's what we're obsessed about. And that's what I'd love to help you with. So reach out if that's, if that's what you want, let's chat. Hello@TheDentalATeam.com or click on our website, TheDentalATeam.com and book a call. I'd love to help you. I'd love to evolve who you are meant to be for the practice that you deserve to have. And as always, thanks for listening and I'll catch you next time on The Dental A Team podcast.

   As we close in on five years of KKHI I can honestly say I've never seen a reaction from listeners like the past week. Everyone is upset and motivated after the assassination of Charlie Kirk and we all want to do something. It's inspiring for sure.  It's been mostly good news of people on the left losing their jobs after saying horrible things about this tragedy.   But KU is standing by the employee that referred to Kirk as "worm food."  This can't stand.  Let's get busy and call 785.864.2700 or email publicaffairs@ku.edu and let them know how you feel.      Mizzou and Starbucks get it right by having the exact same policy.  We should consider it a win and not complain about it.    Media reports indicate Xavier Worthy is likely to play Sunday night in NY against the Giants.  If he does, it appears he will be playing with a torn labrum.    It was a record night at Kauffman Stadium for Seattle's "Big Dumper."   He broke a record set by Mickey Mantle.  KC's Carter Jensen also had a huge night and this sure bodes well for the future.    A single cocktail at the US Open made them enough money to pay the first place prizes for the men's and women's singles champs.  Wait until you hear how much one drink made.  And our Final Final is a celebrity that truly needs help with his TDS.

It's YOUR time to #EdUpIn this episode, President Series #402, powered by ⁠⁠⁠Ellucian⁠⁠⁠, & sponsored by the 2026 InsightsEDU Conference in Fort Lauderdale, Florida, February 17-19,YOUR guest is Mikhail Shneyder, Chief Executive Officer, Nightingale Education GroupYOUR host is ⁠⁠Dr. Joe Sallustio  How does a nursing school grow from 1,000 students to nearly 10,000 in just 5 years?What does it take to serve students in all 50 states with a fully distributed education model?How do you maintain the human element while leveraging AI & VR technology in healthcare education?Listen in to #EdUpThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠ ⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠ Dr. Joe Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at The EdUp ExperienceWe make education YOUR business!P.S. Want to get early, ad-free access & exclusive leadership content to help support the show? Then ⁠​subscribe today​⁠ to lock in YOUR $5.99/m lifetime supporters rate! This offer ends December 31, 2025!

Send us a textRunning an agency in 2025 comes with unexpected pressure, stalled growth, and personal setbacks.This video shares a behind-the-scenes look at team building, burnout, and making tough leadership calls.Topics include internal structure, DTC services, team misfires, and mindset challenges at the executive level.Your company can't grow if you're the bottleneck, get help building a team that runs without you: https://bit.ly/4jMZtxuWatch these videos on YouTube: From 0 to 100k a Month - Jeffrey I Valen Testimonial of My Amazon Guy: https://www.youtube.com/watch?v=2gNhMGzr6ZI&list=PLDkvNlz8yl_ZKCwqsFEaR0fm37L6yabg4&index=2$87 Spend $1000 Monthly Revenue with PPC Hack, Coaching Testimonial of My Amazon Guy: https://www.youtube.com/watch?v=atTQQqV9TeE&list=PLDkvNlz8yl_ZKCwqsFEaR0fm37L6yabg4&index=1-----------------------------------------------Stop relying only on Amazon, download the DTC Growth Stack and build a brand that's truly yours: Stop wasting ad spend. Grab the PPC guide that actually drives results: https://bit.ly/4lF0OYXRank higher and sell faster, get the SEO tools built for real growth: https://bit.ly/3JyMDGoBe ready before problems hit, download the kit every brand should have: https://bit.ly/4maWHn0Timestamps00:00 - Why Content Creation Is Hard Today  00:21 - Physical Transformation Journey  01:26 - Mental Burnout and Divorce Struggles  02:14 - Success and Struggles in Delegation  03:18 - Making a Non-Salesperson Lead Sales  04:20 - Founder Sales Advantage and SOP Sales  04:48 - Jenga Strategy and Company Static Phase  05:59 - Feeling Like the Company Runs Without the CEO  06:27 - Motto: Leveling Up to Accelerate Prosperity  07:01 - Meeting 63 Employees in Cebu  07:38 - Smile Campaign for Employee Wellness  08:22 - Push-Up Challenge and Culture Building  09:17 - Strong Executive Team with Setbacks  10:02 - Challenges Managing the IT Department  11:11 - $2.6M Software Mistake and Lessons Learned  11:38 - Gamifying Company Culture (Failure)  12:46 - Ranking #1 for “Amazon Agency”  13:20 - GEO vs SEO and AI Search Optimization  13:35 - DTC Service Expansion Beyond Amazon  14:45 - Reputation and Review Strategy  15:59 - Motivation: Controlling Thoughts, Not Just Tasks  16:45 - Asking Viewers for Content Ideas----------------------------------------------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: 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, John Pajak shares a personal story about an overbearing client who demanded exact service times even during breakdowns, weather delays, and family struggles. It's a reminder that contractors aren't personal employees, and boundaries are essential. John explains how to temper client expectations, educate them on service windows, and hold the line without burning out. Comments and Questions are welcome. Send to ProfitswithPajak@gmail.com Episode Links: Apple Podcast Listeners- Copy and paste the links below into your browser. Want to be a guest on Profits with Pajak while we are at Equip Expo on Pod-Row™? Click here.  We have limited slots available. https://api.leadconnectorhq.com/widget/bookings/pwppodrow Upcoming Events: Get 50% OFF Equip Expo 2025 tickets NOW with promo code PAJAK https://plus.mcievents.com/equipexpo2025?RefId=PAJAK LCR Summit: October 20th and 21st in Louisville, Kentucky The Playbook for Success in Your Business and Life! https://www.lcrmedianetwork.com/   Show Partners: Yardbook Simplify your business and be more profitable. Please visit www.Yardbook.com  Get 30 days of Premium Business level of Yardbook for FREE with promo code PAJAK Relay Relay is small business banking that puts you in complete control of what you are earning, spending, and saving. Click here to sign up for Relay and get $50.00 cash bonus!http://join.relayfi.com/promo/get-50-ulumkswykjzwi4dqsm?referralcode=profitswithpajak&utm_source=influencer&utm_medium=podcast  Mr. Producer Click the link to connect with Thee Best Podcast Producer in the biz! https://www.instagram.com/mrproducerusa/   Green Frog Web Design Get your first month for only $1 when you use code, PAJAK, and have your website LIVE in 3 weeks from projected start date or it is FREE for a year. https://www.greenfrogwebdesign.com/johnpajak My Service Area “Qualify Leads Based on Your Profitable Service Area.” Click on this link for an exclusive offer for being a “Profits with Pajak” listener. https://myservicearea.com/pajak   Training and Courses Budgets, Breakevens, and Bottom Lines™ Workshop John Pajak's exclusive system is designed to help you avoid common failures and achieve your business' financial goals to be profitable and scale your business. https://www.johnpajak.com/offers/qvgvV8m3/checkout   Yardbook Training Workshops Learn one-on-one with John Pajak to use Yardbook like a pro to streamline your business and make more money! https://www.johnpajak.com/offers/aJ9YX7aB/checkout

864. Companies these days, amidst uncertain times, are shrinking their investments in wellness and engagement programs. But when well understood, wellbeing at work isn't about perks or extras. It's actually about building ways of working that strengthen results while enhancing the human experience. Today I share four strategies currently working well. Modern Mentor is hosted by Rachel Cooke. A transcript is available at Simplecast.Have a question for Modern Mentor? Email us at modernmentor@quickanddirtytips.com.Find Modern Mentor on Facebook, Twitter, and LinkedIn, or subscribe to the newsletter to get more tips to fuel your professional success.Modern Mentor is a part of Quick and Dirty Tips.Links: https://www.quickanddirtytips.com/https://www.linkedin.com/company/modern-mentor-podcast/https://www.quickanddirtytips.com/modern-mentor-newsletterhttps://www.facebook.com/QDTModernMentorhttps://twitter.com/QDTModernMentor Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Watch the YouTube version of this episode HEREAre you a law firm owner looking for advice on filing taxes? In this episode of the Maximum Lawyer Podcast, Jacqueline and Adam Williams, co-founders of Pennywise Tax Strategies, share their journey from traditional tax roles to building a firm focused on proactive, year-round tax planning for small businesses and law firms. Proactive tax planning for small businesses is so important and needs to be prioritized. Many small business owners react to their numbers and don't think ahead when it comes to taxes. Because of this, businesses are in a bad situation due to not knowing how to make the most of their money, where the money is going or how to proactively plan ahead. Jacqueline and Adam work to ensure small businesses are not left behind and succeed during this stressful time.Jacqueline and Adam speak to the errors small businesses make during tax season. One of the biggest issues is a lack of communication between the tax preparer and the business owner. Most times, business owners hand accountants everything and call it a day. Sometimes, the business owner doesn't want to fill out the questionnaire, which means the dots are not connected. Big things can be missed, which can lead to issues after filing. Transparency between both parties is extremely important.Listen in to learn more!03:21 Gap in Small Business Tax Planning 05:19 Trusted Advisor Model vs. Traditional Accounting 06:08 Proactive Tax Planning in Practice07:34 Monthly Client Check-ins and Accountability08:16 Common Mistakes by Law Firm Owners 09:36 Avoiding Numbers and Year-Round Tax Season 11:27 Regular Tax Planning Activities12:23 Understanding and Tracking Tax Liability Tune in to today's episode and checkout the full show notes here. Connect with Adam and Jackie:Website FacebookLinkedin  Instagram Resources:Join the Guild MembershipSubscribe to the Maximum Lawyer Youtube ChannelFollow us on InstagramJoin the Facebook GroupFollow the Facebook PageFollow us on LinkedIn

Send us a text On this episode, I'm joined by the former General Counsel of the National Labor Relations Board, Jennifer Abruzzo. Jennifer discusses:1) Why she thinks college athletes should be unionized employees who engage in collective bargaining2) Why collective bargaining help, not hurt, college athletics as a whole3) How and why conferences should collectively bargain with college athletes4) Why she wasn't surprised to be fired by President Trump, and 5) Her perspective on the now-paused SCORE Act and President Trump's executive order on college sports.Thank you for listening! For the latest in sports law news and analysis, you can follow Gabe Feldman on twitter @sportslawguy .

Employee retaliation claims can disrupt teams and carry legal risks. Louis Lessig, partner at Brown and Connery, LLP, shares practical steps for HR, people managers, and employees to address claims — spotting red flags, balancing confidentiality with open communication, and navigating resolution strategies. Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/fg444d    ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

In this deeply moving and eye-opening episode, Traci sits down with Matthew Megson, an HR professional and mental health advocate, to discuss how HR leaders can better support employees navigating mental health challenges. With over 21 years in the field and personal experience living with bipolar disorder, Matthew brings a unique dual perspective, both as someone who has created accommodations and as someone who has needed them.Together, Traci and Matthew explore the critical need for empathy, the dangers of stigma, and practical strategies for handling mental health disclosures in the workplace. This conversation touches on suicide prevention, legal considerations, and how to balance organizational needs with human needs, making it a must-listen for anyone in people leadership.Trigger Warning: This episode includes discussions about mental health, suicide prevention, and personal struggles. Please take care while listening.If you or someone you know is struggling, call or text 988 for free, confidential support anytime.Connect with Matthew Megson here: Website: Accommodation AnalyzedLinkedIn: Matthew Megson on LinkedInConnect with Traci:⁠https://linktr.ee/HRTraciChapters:⁠00:00 - Intro & Episode Overview01:45 - Meet Matthew Megson03:00 - Personal Story: Bipolar Diagnosis & Disclosures08:30 - Where HR Often Gets It Wrong14:00 - The Role of Empathy in HR20:00 - Supporting Employees in Remote Environments26:00 - What Employees Should Know Before Disclosing31:00 - Building Better Accommodation Processes33:00 - Where to Learn More from MatthewIf you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of—we're all ears!Don't forget to rate, review, and subscribe!Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Traci Austin, founder of Elevated Talent Consulting, joins us this week to dive into the topic of mindset and employee engagement. She and Dave explore how workplace culture is shaped from the top down, beginning with leadership. Traci also offers valuable tips on boosting engagement and building a stronger, more connected culture. You'll walk away with fresh ideas to energize your team and lead with intention.

With Disney having over 100 years as a company, there have been good times and a few tough times. But relatively speaking, the company has fared well over the long haul. It certainly has grown--enormously from its original roots as a small animation studio to one of the biggest media organizations across the globe. It is envied for its growth, but that growth isn't sustainable unless you're growing your employees in a sustainable way. Short term, corporations can do many things to make a quick turn around. Infused capital if nothing else. Show momentary good will and create great marketing campaigns will make people notice. But real admiration comes from sustained long term growth, not from quick overnight deals. And that growth comes from growing your employees. I'm joined today by Kim and Mac Cantrell of 2Impact, former guests on my podcast, who will share what's happening with organizations that are facing their own growth challenges. We'll talk about those, and we'll talk about something called "Soft Wiring" which is a practical approach to working with your employees to engage, motivate and empower them to grow the organization successfully. I'll share plenty of examples of what this looks like at Disney, and you'll see that these are things you can do in your organization as well. So join us on Disney Insights as we talk about how to grow your company by growing your employees. ________________________________________________________ Disney Insights YouTube Page--Check it out and subscribe. DisneyInsights.com--So many resources at our home site. Be sure to subscribe to receive notice of upcoming podcasts. Disney Insights Facebook Page--Come join and interact in conversation with others. My newest book, A Century of Powerful Disney Insights, Volume I 1923-1973, The Walt & Roy Disney Years is available!  Also, check out my two of my other books, The Wonderful World of Customer Service at Disney and Disney, Leadership and You.  Also, for those examining other business benchmarks beyond Disney, check out Lead with Your Customer: Transform Culture and Brand Into World-Class Excellence. ________________________________________________________ Check out Zanolla Travel to book your next vacation! David & Leah Zanolla ZanollaTravel.com Owner/Agents (309) 863-5469 ____________________________________________________________________ Performance Journeys This podcast and post is provided by J. Jeff Kober and Performance Journeys, which celebrates more than 20 years as a training and development group bringing best in business ideas through books, keynotes, workshops, seminars and online tools to help you take your organization to the next level. Want a Keynote Speaker? More than just nice stories, I offer proven insight and solutions having worked in the trench. Need Consulting? I've worked for decades across the public, private and non-profit arena.  Need Support? We offer so many classroom, online, and other resources to help you improve your customer service delivery, leadership excellence, and employee engagement. Contact us today, and let us help you on your Performance Journey!

Hiring your first employee can feel like the biggest leap in your lawn care business journey. In this episode, we break down how to know when it's the right time to bring someone on, what to expect when hiring experienced vs. inexperienced team members, and the real pros and cons of both. Whether you're ready to scale or just starting to think about it, this conversation will help you make a smarter first hire and set your business up for long-term success.

Are your employees just working, or are they growing, too?Many people feel stuck at work because no one's ever asked them about their dreams. But what if you made space for that conversation?Kate Volman, CEO of Floyd Consulting and author of Do What You Love, joins host Vanessa Brulotte to talk about what it means to support employees as whole people with their own dreams. Kate shares why personal dreams belong in the workplace and how they can be a secret weapon for retention, culture, and performance. She also discusses how leaders can ask questions that boost engagement, build trust, and create a culture where people feel seen.Key takeaways:Why conversations about dreams help reduce turnoverWhat it means to be a great coach in the workplaceWhat HR teams can do today to support both personal and professional developmentKey topics:(00:00) Introducing Kate Volman(02:38) The link between disengagement and purpose(05:17) How leaders can support personal growth(07:09) Real stories from The Dream Manager program(10:46) Coaching vs. managing: what's the difference?(14:28) Helping employees hit personal milestones(22:29) How to introduce dream conversations at work(31:24) A powerful story about trust and belongingKey links:Read BambooHR's blog, “Leadership vs. Management: 5 Tips to Become a Better Leader”: https://www.bamboohr.com/blog/leadership-vs-authority Read BambooHR's blog, “Transparency in Leadership: How Open Communication Builds Trust in the Workplace”: https://www.bamboohr.com/blog/importance-of-transparency-in-leadership Read BambooHR's blog, “10 Management Styles, Ranked from Best to Worst”: https://www.bamboohr.com/blog/learn-management-style Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Kate on LinkedIn: https://www.linkedin.com/in/katevolman/

We talk to Matt Whalan and Eddie Burkhalter about Alabama's prisons. We also have AFM Local 80 president on to talk about the musicians union.✦ 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 ★

In this episode of Talk Commerce, Rebekah Kondrat, founder of Rekon Retail, shares her journey from working at major brands like Starbucks and Apple to starting her own retail consulting firm. She emphasizes the importance of both operational excellence and customer experience in retail, debunking the myth that retail is dead. Rebekah discusses the significance of integrating online and in-store experiences, the role of employee training in enhancing customer loyalty, and how AI can be utilized to improve retail operations. She concludes with a call to action for brands to embrace retail and avoid pitfalls like paying dark rent.TakeawaysRebekah Kondrat is the founder of Rekon Retail, helping brands open stores.Retail is not dead; it is evolving and thriving.Operational excellence is as important as product presentation.Employee training is crucial for building customer loyalty.Integrating online and in-store experiences enhances customer engagement.AI can support retail operations but cannot replace human intuition.Brands should focus on customer relationships to increase lifetime value.Retail experiences should be both utilitarian and enjoyable.Avoid paying dark rent by planning retail strategies carefully.Rekon Retail is dedicated to helping brands succeed in retail.Chapters00:00Introduction to Retail and Customer Experience03:40Rebecca's Founder Story and the Birth of Recon Retail07:17The Belief that Retail is Alive09:00The Importance of Client Telling in Retail12:25Retail as Utility vs. Retail as Experience15:15The Shift in Client Telling Across Brands17:27The Role of Employees in Customer Experience20:10AI in Retail: Enhancing Customer Experience25:03Closing Thoughts and Future of Retail

Today I sit down with my friend and entrepreneur Phoebe Kuhn- a marketing genius and seasoned digital nomad who's been living and working around the globe for over six years. So, you maybe listening to this episode from your car on the way to work and listening to us record this from Bali as two digital nomads wondering- okay I want that lifestyle, but how? Well today, Phoebe explains the Four Quadrants of Success from Employee to a freedom focused business owner. We also dive into how you can stop trading your time for money and gain true freedom in your life through entrepreneurship. We dive into:Phoebe's journey from running a personal brand to stepping into a remote CMO role for a multi-seven-figure company in Dubai.The raw truth about being a digital nomad (and why your environment can make or break your success).The Four Quadrants of Success (Employee, Self-Employed, Entrepreneur, Investor) — and how each step moves you closer to true freedom.How to go from Employee to Freedom-Focused Digital Nomad — the mindset shifts, belief work, and practical actions that help you escape the 9-5 system.Why building a personal brand can open doors you never even knew existed.How Berlin vs. Bali shaped Phoebe's perspective on money, community, and creativity.If you've been dreaming about remote work, craving the digital nomad lifestyle, or wondering how people actually get paid to travel, I'm excited that you landed on this episode.Where to find Phoebe: Follow her on Instagram: @phoebekuhnSupport the showMessage me on Instagram:(tell me you came from the podcast!)https://www.instagram.com/christabellatravels/FREE: How to Get Started as a Digital Nomad Masterclass (2 hr training)https://www.digitalnomadlifeacademy.com/masterclassDigital Nomad Starter Codes:Discover the best remote career for YOUR personalityhttps://www.digitalnomadlifeacademy.com/offers/i5HuJjbk/checkoutEnroll in the Digital Nomad Life Academyhttps://www.digitalnomadlifeacademy.com/dnlaWatch the Campus Tour:https://dnla.thrivecart.com/join/Follow me on Tiktok:https://www.tiktok.com/@christabellatravels

Mia is a mid-level claims specialist with about five years' experience in the job. One afternoon, she gets a call from a customer named James. He's frustrated—bordering on furious. He's been waiting for an update about his property claim, and from his perspective, no one communicated anything. He feels ignored. He's escalating. Mia can tell this is going to be a difficult conversation. But instead of reacting defensively—or shutting down—she mentally runs through the CLEAR model.   Notable Timestamps [ 00:30 ] - The "CLEAR Method" module, developed with Equis Consulting, helps insurance professionals handle difficult circumstances and challenging customers effectively. [ 01:25 ] - The CLEAR Model is applied when an adjuster, Mia, handles a reassigned property claim from James, who is furious due to a lack of updates. [ 04:40 ] - "C" is for Connect; acknowledge the customer's emotions and frustration early to build trust and prevent escalation into a confrontational "fight or flight" situation. [ 07:05 ] - "L" is for Listen; allow frustrated customers to vent without interruption, actively hearing their concerns to gather clues and make them feel heard, without becoming defensive. [ 09:55 ] - "E" stands for Engage; avoid industry jargon and maintain a calm tone. Ask angry customers to list their top three priorities to shift them from emotional to logical thinking. [ 11:25 ] - "A" is for Acknowledge; recognize the customer's frustration without accepting blame or fault. This helps build trust and moves the conversation forward positively. [ 13:20 ] - "R" means Resolve; define next steps and set priorities to move the claim towards resolution. Under-promise and over-deliver on commitments to build trust and ensure follow-through. [ 16:35 ] - Mike provides a recap of the points above. Your PLRB Resources New Course: Handling Challenging People and Difficult Circumstances - https://members.plrb.org/education/courses/handling-challenging-people-difficult-circumstances-course Guest Site: Equis Consulting & their podcast “Leadership is the Conversation” - https://equisconsulting.com/ 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).

How do you move a whole group of people at once – emotionally, behaviorally, and meaningfully? In this episode of The Future of Teamwork, Dane Groeneveld sits down with Lindsey Caplan, Founder and Lead Consultant at The Gathering Effect, to discuss how to move your teams to action through more effective team gatherings. Lindsey shares actionable strategies for creating onboarding programs that go beyond compliance, designing town halls that feel personal and purposeful, and using small but powerful techniques to make every meeting memorable.Whether you're planning a one-day session or a multi-team conference, this episode is full of practical insights for connecting, inspiring, and influencing your people.

09-15-25 - BR - MON - New Trend Of Credit Card Machines At Weddings - Routine Drug Incineration Sends Employees To Hospital - Doctor Fined For Leaving Surgery To Have Sex w/Nurse In Another Operating RoomSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Finding a job in today's economy can feel overwhelming, but you don't have to face it alone. With interest rates remaining high and the job market slowing, this is a strategic moment to refresh your job search. By combining diligence, adaptability, and prayerful preparation, you can approach this season with confidence rooted in God's wisdom.Proverbs 27:12 reminds us: “The prudent sees danger and hides himself, but the simple go on and suffer for it.” Preparation matters—not just in life but in your job search. With the right approach, you can steward your time, skills, and relationships wisely while trusting God to guide your steps.A great place to start is your resume. Applicant Tracking Systems (ATS) filter applications before a human ever reviews them, so tailoring your resume to each job description is essential. Use specific keywords, highlight measurable results, and connect your experience directly to the role. Think of it as stewardship—presenting your God-given abilities thoughtfully and effectively.Building Relationships That Open DoorsEven in a digital age, networking is still king. Studies show up to 85% of jobs are filled through referrals, and many roles are never posted publicly. Reconnect with colleagues, reach out to mentors, and don't overlook your church community. Genuine, relational conversations—built on curiosity rather than transaction—often lead to opportunities you couldn't find otherwise.Employers are also seeking adaptable learners. Developing skills in areas like AI, digital communication, or project management shows you're willing to grow. Affordable platforms like Coursera, edX, and Google Career Certificates make it easy to build new skills that employers value.Standing Out in a Digital WorldYour online presence is often the first impression an employer has. More than 70% of hiring managers review social media profiles, and nearly half say what they find influences their decision. Clean up questionable content, complete your LinkedIn profile, and stay active with thoughtful updates. Treat it as your digital business card—when you remain visible, opportunities are more likely to find you.Interviews have also shifted online. Prepare your space, dress professionally, and look into the camera to build connection. Small details—like lighting, posture, and a thank-you note afterward—leave a lasting impact.Trusting God in the ProcessA slowing job market can stir up fear, but Philippians 4:6–7 offers comfort: “Do not be anxious about anything, but in everything by prayer and supplication with thanksgiving let your requests be made known to God. And the peace of God, which surpasses all understanding, will guard your hearts and your minds in Christ Jesus.”Preparation and diligence matter, but so do prayer and trust. God orders your steps. Every interview, every connection, and every opportunity is part of His greater story for your life. Search faithfully, not fearfully, knowing He is your ultimate provider.On Today's Program, Rob Answers Listener Questions:What is the statute of limitations for a collection agency to pursue a debt I still owe?I'm thinking about applying for Social Security Disability because of a physical condition from my recent job. What are the advantages and disadvantages of doing that?I still owe $31,000 on my mortgage, but I've been paying an extra $2,000 each month. A friend told me I shouldn't rush to pay it off. What's your advice?I'm 70 years old and live in a busy part of Chicago. Due to my age and zip code, I'm being charged very high rates by insurance companies. Is that legal, and what can I do to get the best coverage for my money?Resources Mentioned:Faithful Steward: FaithFi's New Quarterly Magazine (Become a FaithFi Partner)Policygenius | NerdWallet | Insurify | The ZebraCoursera | edX | Google Career Certificates | LinkedIn LearningConsumer Financial Protection BureauWisdom Over Wealth: 12 Lessons from Ecclesiastes on MoneyLook At The Sparrows: A 21-Day Devotional on Financial Fear and AnxietyRich Toward God: A Study on the Parable of the Rich FoolFind a Certified Kingdom Advisor (CKA) or Certified Christian Financial Counselor (CertCFC)FaithFi App Remember, you can call in to ask your questions most days at (800) 525-7000. Faith & Finance is also available on the Moody Radio Network and American Family Radio. Visit our website at FaithFi.com where you can join the FaithFi Community and give as we expand our outreach.

When we think of a high-performance team, we usually think of things like productivity, how much effort people are putting in, accountability, and higher outputs and profits. All that is important, but there is one other thing without which a team will never be high-performing.In this episode, I sit down with Ashley Cox, a leadership mentor who equips women to build high-performance teams they trust. She shares what the missing piece is for your team, as well as practical strategies to implement this key ingredient and ensure your team's success.▶️ Team Struggling to Meet Expectations? THIS is the Missing Piece with Ashley Cox ▶️ Key Points:02:02 How Ashley's career started down an unexpected but welcome path05:31 THE missing piece to building a high-performing team09:12 The Triangle of Trust framework for high performance11:16 Strategies for leaders to build trust in their team16:07 Strategies for leaders to earn and maintain their team's trust20:43 The value of having support as you work on building trust22:46 Strategies to foster trust among team members26:46 Signs that you succeeded in  creating high trust in your team30:55 The impact ripples of not building trust among your teams33:48 Vulnerability isn't a weaknessResources from this episode:Learn more about Ashley's book, Transform Your Stories.Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveWas this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

On this episode of TLO Headlines cohosts Matt Sunbulli and Aaron Calafato dig into last week's historic jobs revision number (1 million fewer jobs), why executives and workers see the economy so differently, and what “span of control” means when your manager has 20+ direct reports. Finally, they wrap with culture (Severance, The Studio) and the rise of chaotic workplace TV as a mirror of the anxiety that today's professionals feel. Hosts: Matt Sunbulli https://www.linkedin.com/in/sunbulli/ https://www.firstdraft.vc/ Aaron Calafato https://www.7minutestoriespod.com/

Dr. Kuba and Bethany dig in to an all-important topic – patient communication. In this episode, Dr. Kuba shares a recent restaurant experience and how the communication was off throughout the entire meal. Ultimately, she felt like she was treated like she was an idiot. She began to wonder how often patients feel like idiots in our office. She and Bethany discuss the value of good listening to ensure that smooth and respectful communication can occur. 

Richard Gearhart and Elizabeth Gearhart, co-hosts of Passage to Profit Show interview global leadership strategist and author of, AfterShock to 2030, Caroline Stokes, Anya Cheng from Taelor and Jeffrey Sedler from EQB, Inc. Agents and Consultants.   In this episode, global leadership strategist for the 5th Industrial Revolution Caroline Stokes joins us to explore why the old rules of leadership no longer work in a world shaped by AI, climate change, and constant disruption. She shares insights from her book AfterShock to 2030: A CEO's Guide to Reinvention in the Age of AI, Climate, and Societal Collapse, and explains how leaders can “rewire” their thinking, embrace accountability, and transform from stuck or avoidant to innovative and future-ready. Read more at: https://www.theforward.co/   Anya Cheng is the Founder & CEO of Taelor, an AI-powered men's clothing subscription service making sustainable style effortless. A Silicon Valley entrepreneur, she has been recognized among Girls in Tech 40 Under 40 for her expertise in tech product management and marketing. Read more at: https://taelor.style/     Jeffrey Seder is the founder of EQB, Inc. (Equine Biomechanics & Exercise Physiology) Agents and Consultants and the “Moneyball” mastermind of horse racing. He's helped clients turn young, unraced horses into champions — including a Triple Crown winner. Hear about how data science + horsemanship can transform your racing game! Read more at: https://www.eqb.fyi/     Whether you're a seasoned entrepreneur, a startup, an inventor, an innovator, a small business or just starting your entrepreneurial journey, tune into Passage to Profit Show for compelling discussions, real-life examples, and expert advice on entrepreneurship, intellectual property, trademarks and more. Visit https://passagetoprofitshow.com/ for the latest updates and episodes. Chapters (00:00:00) - Fooled by Fashion: Richard Gerhardt and Elizabeth Gearhart(00:00:30) - Passive to Profit(00:01:36) - Passage to Profit: The Road to Entrepreneurship(00:03:04) - What did it take to turn your idea into a business?(00:03:51) - Caroline Stokes on Turning an Idea Into a Business(00:04:40) - Caroline Knows Why You're Rethinking Your Leadership(00:06:25) - The Challenges of Talking About Climate Change(00:08:59) - Richard's Mindset Shift(00:10:34) - Mea Culpa to Our Own Sins(00:14:05) - How to Cope With AI(00:17:52) - Commercial(00:18:53) - The Cruise Line Hotline(00:19:52) - The Case for Using AI to Lead(00:26:33) - Intellectual Property(00:33:15) - MedGuard Alert: CareWatch for Heart Disease(00:35:55) - Podcast and YouTube Creators: I Got A Patent(00:38:05) - Can AI Hold ChatGPT Responsible for Almost Killing Someone?(00:39:27) - This AI Picks Fashion for Busy Men(00:45:02) - A New Way to Pick Fashion Clothes With AI(00:46:50) - What kind of client would you serve?(00:48:00) - How to start your business in a new country(00:53:07) - Employee on the Search for Diversity(00:53:52) - Podcast Startup's Journey to Success(00:56:06) - Passage to Profit: Horse Racing(00:58:49) - Can You Predict the Next Horse?(01:04:24) - How to Pick a Horse's Fate(01:05:56) - Alex Jones on Oprah(01:06:10) - Inventing a New Product With Data(01:11:27) - Be Ready for Anything(01:12:47) - Secret for Getting Your Head Around ChatGPT 5(01:13:34) - The Secret to Being a Successful Startup Investor(01:18:40) - Stay Current(01:19:53) - Marketing and Videos(01:20:52) - Passive to Profit

09-15-25 - BR - MON - New Trend Of Credit Card Machines At Weddings - Routine Drug Incineration Sends Employees To Hospital - Doctor Fined For Leaving Surgery To Have Sex w/Nurse In Another Operating RoomSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Jody Glidden is the CEO and founder of Postilize, a company focused on reinventing CRM through AI. Before launching Postilize, he co-founded Introhive and served as CEO until 2022, helping raise over $100 million to build the enterprise relationship management category. A serial entrepreneur, Jody previously founded icGlobal, which was acquired by Smartforce, and played a key role in scaling Chalk Media, later acquired by BlackBerry maker Research in Motion. He holds a BBA from the University of New Brunswick and a Master's in Information Systems from Harvard.In this conversation, we discuss:Why traditional CRMs fail to reflect how relationships actually evolve—and how Postilize is addressing that gapHow Postilize handles privacy, hallucinations, and human oversight to stay useful without crossing ethical linesJody's approach to using AI not to replace human connection, but to augment and scale authentic relationship buildingHow relationship intelligence helps sales and go-to-market teams understand who to engage, when, and whyWhy keeping CRMs accurate is nearly impossible without automation and real-time enrichmentWhat Jody learned from building Introhive and why Postilize is taking a radically different approachThe future of CRM as a system of engagement rather than just a system of recordResources:Subscribe to the AI & The Future of Work NewsletterConnect with Jody on LinkedInAI fun fact articleOn How To Manage Enterprise Apps That Support Thousands of Employees for a Rapidly Growing Global Company. 

Greg and Holly talk to KSL NewsRadio's Adam Small, live from UVU, about the solemn atmosphere just days after the shooting of political influencer Charlie Kirk. They also discuss resources made available to those affected by the shootings.

Topics we will cover in this episode of Inside Sources: Tyler Robinson, alleged suspect in death of Charlie Kirk, held in special unit at Utah County jail Experts warn "The Blame Game" may lead to further violence Is the killing of Charlie Kirk a turning point for the US? Two Magna men arrested after explosives found below media vehicle Tornado destroys San Juan county homes

Tara May, CEO of Aspiritech, leads a pioneering tech company where over 90% of the workforce consists of autistic adults. This unique model not only serves a social mission of providing meaningful employment but also leverages the strengths of neurodiverse individuals as a strategic advantage in the tech services sector. Aspiritech specializes in quality assurance, accessibility testing, and cybersecurity, benefiting from the exceptional attention to detail and pattern recognition skills of its team members. The company has successfully scaled to over 100 employees and generates approximately $7 million in annual revenue, with a diverse client base that includes notable companies like Bose.Throughout the conversation, Tara emphasizes the importance of cultural buy-in and operational practices that foster inclusion while maintaining high performance. She shares insights from her extensive experience in digital transformation, highlighting that successful change in organizations is rooted in investing in team members and creating an environment where they feel safe to innovate. This approach has led to impressive retention rates, with AspiraTech boasting a 99% year-over-year retention, largely attributed to its culture of kindness and collaboration.Tara addresses common concerns about hiring neurodiverse employees, dispelling myths that accommodations are costly or reduce productivity. She explains that many adjustments made for neurodivergent team members often benefit the entire workforce, promoting a universal design that enhances overall workplace experience. By fostering an inclusive environment, Aspiritech not only supports its employees but also drives customer satisfaction and business success.Looking ahead, Tara is keenly aware of the evolving landscape of technology, particularly the impact of AI and cybersecurity. She advocates for a pragmatic approach to new technologies, emphasizing the need for organizations to adapt and evolve rather than fear change. Tara's commitment to neurodiversity, mental health, and kindness in the workplace positions Aspiritech as a leader in the movement for inclusive employment, demonstrating that a caring culture can coexist with high performance and innovation. All our Sponsors: https://businessof.tech/sponsors/ Do you want the show on your podcast app or the written versions of the stories? Subscribe to the Business of Tech: https://www.businessof.tech/subscribe/Looking for a link from the stories? The entire script of the show, with links to articles, are posted in each story on https://www.businessof.tech/ Support the show on Patreon: https://patreon.com/mspradio/ Want to be a guest on Business of Tech: Daily 10-Minute IT Services Insights? Send Dave Sobel a message on PodMatch, here: https://www.podmatch.com/hostdetailpreview/businessoftech Want our stuff? Cool Merch? Wear “Why Do We Care?” - Visit https://mspradio.myspreadshop.com Follow us on:LinkedIn: https://www.linkedin.com/company/28908079/YouTube: https://youtube.com/mspradio/Facebook: https://www.facebook.com/mspradionews/Instagram: https://www.instagram.com/mspradio/TikTok: https://www.tiktok.com/@businessoftechBluesky: https://bsky.app/profile/businessof.tech

Mike Kelly, a veteran of senior leadership roles at Michelin and Macy's, now coaches business owners and managers through his advisory, Right Path Enterprises. His mission: to help leaders guide their organizations more effectively by first learning to lead themselves. Unlike many experts, Mike believes that genuine influence begins with leading yourself. Investing in personal growth pays dividends at work, at home, and in the community, he says. Mike is the author of Leaderfluence: Secrets of Leadership Essential to Effectively Leading Yourself and Positively Influencing Others. Among the topics Mike discusses on this week's episode are when to trust the data over your own instinct, how to keep top talent without paying more than you can afford, and why you should encourage your employees to take risks at work. Mike also outlines seven priorities that will enable leaders to look back with confidence, knowing they stayed aligned with what matters most to them. His approach delivers a double benefit: leaders grow as individuals while becoming more effective and inspiring managers. Monday Morning Radio is hosted by the father-son duo of Dean and Maxwell Rotbart. Photo: Mike Kelly,  Right Path EnterprisesPosted: September 15, 2025 Monday Morning Run Time: 48:378 Episode: 14.15 POPULAR EPISODES: Authors Ken Blanchard and Randy Conley Offer 52 Ways to Bolster Employee Satisfaction and Productivity The Enduring Ability of “The Power of Habit” and “Smarter Faster Better” to Improve Your Life Bestselling Author Joanne Lipman Shares Her Formula for Professional and Personal Reinvention

Simon's live update for Vanessa Feltz's Sunday afternoon programme on the UK's LBC.

1 in 3 employees have dated a coworkerPete met his wife at workMost do  To subscribe to The Pete McMurray Show Podcast just click here

Send us a textIn this episode of Clued Up, we delve into the complexities of copyright in photography, emphasizing its importance for protecting your creative work. We talk about the automatic legal protection photographers receive upon capturing an image, the significance of licensing and contracts, and the steps to take if someone infringes on your copyright. Our conversation also covers international copyright considerations, common myths surrounding copyright, and the differences in ownership between employees and freelancers. Finally, we discuss how to determine pricing for usage rights, ensuring photographers are compensated fairly for their work.TakeawaysUnderstanding copyright is essential for photographers.Copyright protection begins the moment you take a photo.Clients often misunderstand ownership of images.Licensing agreements are crucial for protecting your work.You can enforce your copyright through legal means.International copyright laws vary by country.Myths about copyright can lead to financial loss.Employees do not own the copyright to their work.Pricing for usage rights should reflect the value of the work.Contracts should clearly outline usage rights and limitations.Resources U.S. Copyright Office U.S. Copyright  Office: PhotographyDMCA on GoogleDMCA (equivalent) on Instagram Questions or Comments? Reach out at mariabphotostudio@gmail.com and I'll be in touch* directly or address your comment on the podcast.*By submitting a question or statement, you agree that your submission can be discussed publicly on the podcast, website, or other platforms owned by or affiliated with CluedUpBTS and its parent company, HeadshotNJ, and affiliate company Maria B Photography Studio. while retaining your anonymity.

Some directives in the Christian life are role-specific. Husbands are to love their wives as Christ loves the church, and wives are to submit to their husbands' loving spiritual leadership and show them respect (Eph 5:22, 25, 33; 1 Pet 3:1-2). Children are to obey and honor their parents (Eph 6:1-4). Employees are to serve their supervisors with sincerity (Eph 6:5-8; Col 3:23-24), and supervisors are to treat their workers with fairness and integrity (Eph 6:9; Col 4:1; Jam 5:4). Older women are to teach younger women to love their husbands and children, and to be pure and sensible (Tit 2:3-5), while older men are to be dignified, temperate, and sound in faith (Tit 2:2). Younger men are to be self-controlled, an example of good deeds, and sound in doctrine (Tit 2:6-8). Church members are instructed to support their pastors materially and respectfully (Gal 6:6; 1 Tim 5:17-18), and to use their spiritual gifts for the edification of the body (Rom 12:4-8; 1 Pet 4:10). Steven R. Cook, D.Min., M.Div.

Watch the YouTube version of this episode HEREAre you a leader looking for some tips on improving your business? In this episode of The Guild Live Show, Tyson explores the new AI image generation tool Nano Banana, demonstrating its creative features and precise editing capabilities. Tyson also shares insights from Psychology Today on the three habits that set super performers apart.Tyson shares and tests the Nano Banana AI image tool, which can be used to improve your brand. The tool can be used to generate AI images that you can use to create brand logos or designs for your business. You can input words into the generator as well as colours for your image, which will pump out something you can use. You can even edit it further by giving it a command to make it more specific. It's an interesting tool to show your creativity in developing your brand.Tyson also chats about the three habits that set high achievers apart from other people. High achievers usually set transformative goals over transactional ones. Doing this allows individuals to prioritize actions and leave space for exploration. This is something that can set someone apart from others by setting clear expectations for themselves. The second is working backwards to reach a goal. This involves knowing every step of the way from the finish to the start and then figure out where you are. This allows individuals to understand everything they need to do to accomplish their goals. The third and final habit is spending time on things that will deliver returns. In order to reach a goal, it is important to prioritize tasks that will actually get you to the end.Listen in to learn more!00:14 Introduction and testing of the Nano Banana AI image tool7:03 Discussion on habits that set high achievers apart17:06 Lessons for business owners on public behavior22:32 Exploring the push and win lawsuitTune in to today's episode and checkout the full show notes here. 

Office Depot employee FINDS OUT for REFUSING to print Charlie Kirk flyers! FAFO!

The Sponsors We want to thank Underground Printing for starting this and making it possible—stop by and pick up some gear, check them out at ugpmichiganapparel.com, or check out our selection of shirts on the MGoBlogStore.com. And let's not forget our associate sponsors: Peak Wealth Management, Matt Demorest - Realtor and Lender, Ann Arbor Elder Law, Michigan Law Grad, Human Element, Sharon's Heating & Air Conditioning, The Sklar Brothers, Winewood Organics, Community Pest Solutions, Radecki Oral Surgery, Long Road Distillers, and SignalWire where we are recording this. Featured Musician: Jim Cherewick THE VIDEO: [After THE JUMP: Things discussable.]  --------------------- 1. CMU Preview: Offense starts at noon They rotate a LOT. Get ready for two offensive lines, three quarterbacks, and a lot of Iowa from the former Army OL coach whose YouTube clinics have been a staple of my learning diet. Fullbacks! 2. CMU Preview: Defense starts around 15:02 MAC version of Hutch, or a poor man's Braden McGregor is Holdman, the SDE who has to play B-gaps because they don't have the size. They're in a 404 Tite and they're aggressive, so expect something like the Army 2019 game. 3. Oklahoma After Review: Offense starts around 26:10 What it looked like on first watch. Frustrating that we don't have answers for Dantonio stuff. Felt like Hoke era offense. OL was okay save for Zack Marshall; he wasn't ready and we missed Marlin Klein. RBs were not pressing gaps, Haynes missed blocks in pass pro. 4. Oklahoma After Review: Defense starts at 44:43 Couldn't fit the QB run game. A lot of that was unbalanced, and Michigan didn't use the same response to that as usual, probably because Jayden Sanders was at corner and they didn't want him to be the free safety. Some Dammit Wink but I expect Guy to chip. Weirdly bad games from Benny, Guy, Moore. A little worried that Tre Williams still thinks he's a Clemson d-tackle.  Featured Artist: Jim Cherewick A local artist, writer, and musician, Jim Cherewick has been involved in a lot of projects around town—Gymsee, False Figures, Best Exes, Piner, Wicker Chairs, and Congress. I discovered him because I liked his watercolors, and then saw he's playing at the Pig with Cattywampus in October so I started checking out his stuff and have been writing to it all week. It's all indie but all sounds different—the best way I can describe it is you start with a guy and a Fender and add a My Bloody Valentine slider that goes all the way up (Congress) or down (Wicker Chairs). I chose a spread to show what I mean. I'm still in discovery mode here but hope you'll join me. Songs: "Death Wagon"—Jim Cherewick "Urgency"—Wicker Chairs "Pile of Me"—Congress Also because Across 110th Street will get our Youtubes taken down, the opener and outro: “The Employee is Not Afraid”—Bear vs. Shark “Ruska Vodka”—Motorboat

23:01 - Can you be a Christian and come against Israel? / 47:16 - Employees at my work are making lists of Charlie Kirk supporters, and it's becoming a hostile environment. What can I do?

In this special bonus episode of the "Navigating Diversity, Equity, and Inclusion's New Reality" mini-series, we reflect on the material consequences of inflammatory rhetoric and dangerous policies that impact protected employee groups. Host Rhodes Perry identifies the groups disproportionately impacted and outlines the strategy behind Project 2025, which aims to unravel decades of civil rights gains. This episode offers a critical examination of how threats to civil rights enforcement, mass deportations, and healthcare restrictions can impact your workforce and business outcomes. You'll learn essential best practices for conducting impact assessments and delivering targeted support to help your organization gain a competitive edge by protecting and retaining the next generation of talent. Don't miss this crucial conversation about how to support employees, acknowledge their unique needs, and build a culture of belonging for all. Key Takeaways & Timestamps [2:00] Identifying employee groups disproportionately impacted by anti-DEI attacks. [4:30] A look at Project 2025 and its material consequences. [7:00] Best practices for conducting impact assessments and delivering employee support. [10:15] Why investing in trauma-informed leadership is crucial. [13:00] Practices to avoid, including adopting a universal approach and overlooking intersectionality     Grow the Belonging Movement!

That's the groundbreaking case made by Dr. Angela Jackson, Harvard University professor and New York Times bestselling author of The Win-Win Workplace: How Thriving Employees Drive Bottom-Line Success. Angela's journey is remarkable. After losing her mother at age four, she was raised by grandparents who grew up in the Jim Crow South and never advanced […] The post Angela Jackson: What If Thriving Employees Were The Key To Thriving Companies? appeared first on Mark C. Crowley.

Adam Carter joins Henry Lake in studio to discuss the drama happening in the west metro with a GOP activist accusing employees of COV restaurants celebrating the murder of Charlie Kirk and how COV has responded on social media.

Henry Lake is in for Chad today spending most of the hour on an arrest in the Charlie Kirk murder manhunt and other issues connect to the killing.

Fri, Sep 12 6:03 AM → 6:34 AM cta employee assaulted Radio Systems: - Chicago Transit Authority

Charlie Kirk was assassinated yesterday (2:30). Nicky Smokes tried to expense cigarettes on the Beach House (17:30). Dave gives a Fox update and how he feels Wake Up Barstool is doing (18:30). T-Bob and Kayce got hammered in front of Dave during a live stream (21:45). Dave wants to be the spokesman for Imodium (24:00) Mut joins the show to pitch a job at Barstool (27:30). Mut brings up the negatives (36:00). Chris Klemmer's reaction to Mut's pitch (41:00).You 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/unnamedshow

More than 300 South Koreans who were arrested in the raid in the Hyundai plant in Georgia have now been released from detention and flown to their country. And how can this affect the economic relations between both countries? London's underground rail system – the Tube – has been closed for five days by a strike over pay and conditions for train drivers, and this has been very stressful for commuters, but more than that, it has been very damaging for businesses. And Roger Hearing hears about the use of artificial intelligence to write speeches for politics and business, and how you can detect if it's written by AI or a human.

Send us a textIn this episode of the Private Practice Survival Guide Podcast, we explore strategies for turning down a raise request while preserving morale. Brandon discusses communication techniques that maintain trust even in difficult conversations. We cover ways to provide constructive feedback and set clear expectations for future advancement. Brandon shares practical insights to help you apply these strategies in your private practice. Listeners will walk away with actionable tools to implement immediately. Welcome to Private Practice Survival Guide Podcast hosted by Brandon Seigel! Brandon Seigel, President of Wellness Works Management Partners, is an internationally known private practice consultant with over fifteen years of executive leadership experience. Seigel's book "The Private Practice Survival Guide" takes private practice entrepreneurs on a journey to unlocking key strategies for surviving―and thriving―in today's business environment. Now Brandon Seigel goes beyond the book and brings the same great tips, tricks, and anecdotes to improve your private practice in this companion podcast. Get In Touch With MePodcast Website: https://www.privatepracticesurvivalguide.com/LinkedIn: https://www.linkedin.com/in/brandonseigel/Instagram: https://www.instagram.com/brandonseigel/https://wellnessworksmedicalbilling.com/Private Practice Survival Guide Book

Sam Altman on God, Elon Musk and the Mysterious Death of His Former Employee (00:00) Is AI Alive? Is It Lying to Us? (03:37) Does Sam Altman Believe in God? (19:08) ChatGPT Users Committing Suicide (29:01) Altman's Biggest Fear About AI (41:37) Altman's Thoughts on Elon Musk (49:00) What Jobs Will Be Lost to AI? Paid partnerships with: Cowboy Colostrum: Get 25% off your entire order with code TUCKER at https://cowboycolostrum.com Masa Chips: Get 25% off with code TUCKER at https://masachips.com/tucker Dutch: Get $50 a year for vet care with Tucker50 at https://dutch.com/tucker MeriwetherFarms: Visit https://MeriwetherFarms.com/Tucker and use code TUCKER76 for 15% off your first order. Learn more about your ad choices. Visit megaphone.fm/adchoices

If you're not building AI employees right now, you're already falling behind. In this episode, I break down how I built six AI employees in less than an hour—and why this is going to change the way we work. I'll show you how these agents can handle content repurposing, SEO, and even parts of your workflow so you can stay focused on the highest-leverage tasks. Using tools like Cursor and Claude Code, I'll walk you through how to actually set this up and where the real opportunities lie. Timecodes⏰ (00:00) Introduction to AI Employees (02:15) The Future of Work with AI (05:30) Setting Up Your AI Command Center (08:45) Creating Sub-Agents with Claude Code (12:00) Leveraging AI for Content Repurposing (15:20) AI in Marketing and Recruitment (18:45) Real-World Success Stories (22:00) Conclusion and Next Steps How to Connect: IG: / ericosiu X: / ericosiu