Podcasts about employees

HOUR 3- Eat Your Words, Employee of the Month and MORE full 1720 Fri, 06 Feb 2026 16:40:00 +0000 hmHJnqemEtsTVJwiFoMZ1f7uA1dJKskj society & culture Klein/Ally Show: The Podcast society & culture HOUR 3- Eat Your Words, Employee of the Month and MORE Klein.Ally.Show on KROQ is more than just a "dynamic, irreverent morning radio show that mixes humor, pop culture, and unpredictable conversation with a heavy dose of realness." (but thanks for that quote anyway). Hosted by Klein, Ally, and a cast of weirdos (both on the team and from their audience), the show is known for its raw, offbeat style, offering a mix of sarcastic banter, candid interviews, and an unfiltered take on everything from culture to the chaos of everyday life. With a loyal, engaged fanbase and an addiction for pushing boundaries, the show delivers the perfect blend of humor and insight, all while keeping things fun, fresh, and sometimes a little bit illegal. 2024 © 2021 Audacy, Inc. Society & Culture False https://player.amperwavepodcasting.com

Summary In this episode, Andy talks with Steve Jaffe, author of The Layoff Journey: From Dismissal to Discovery. Steve has been laid off four times over the course of his career, and those experiences shaped a thoughtful, practical framework for navigating the emotional and professional aftermath of job loss. Andy and Steve explore why layoffs feel so personal even when we are told they are not, how identity often gets tangled up with job titles, and why the emotional response to a layoff closely mirrors the stages of grief. Steve explains why those stages are not linear, what denial, pain, and negotiation really look like in practice, and why trying to rush straight to acceptance can backfire. You will also hear practical advice for leaders who must conduct layoffs, as well as guidance for professionals who worry they might be laid off in the future. From preserving dignity in difficult conversations to preparing financially, emotionally, and professionally before uncertainty hits, this discussion offers insight for both sides of the table. If you are navigating uncertainty, supporting others through change, or simply want to be better prepared for whatever comes next, this episode is for you! Sound Bites "I wanted to give people a roadmap to process their layoff and the grief of their layoff in months rather than years." "One of the things that makes losing a job difficult is we tie our identity up in what we do." "And then in that period, before you've landed your next job, you're in this messy middle of Who am I?" "Define yourself not by what you do, but by who you are and what you bring to the table." "I've seen people be named Employee of the Year in January, and by June they're getting laid off." "Layoffs don't measure your worth. They measure a company's priorities." "The stages of grief are not linear. You can feel all of them in one day." "Your job title is not who you are." "Acceptance can become a way to skip discomfort instead of dealing with loss." "If you don't process the grief, it shows up later as baggage." "Dignity matters in the first minutes of a layoff conversation." "You want to build your network before you need it." "The person you were before a layoff will not be the same person after." Chapters 00:00 Introduction 01:45 Start of Interview 02:00 From First Layoff to Fourth: Taking It Personally 02:50 How the Layoff Process Has Changed Over Time 06:52 The Messy Middle Between Job Loss and What's Next 10:40 Why the Stages of Grief Apply to Layoffs 14:07 What Denial Looked Like in Steve's Experience 17:19 Balancing Emotional Honesty and Professional Reputation 22:08 The Quote That Opens the Book 23:00 Can You Jump to Acceptance Too Quickly? 24:58 When Past Layoffs Create Baggage at the Next Job 26:42 Advice for Leaders Who Have to Do Layoffs 28:55 Handling Performance-Based Separations with Integrity 30:40 How to Prepare Now If You Worry About Being Laid Off 32:46 End of Interview 33:33 Andy Comments After the Interview 37:37 Outtakes Learn More You can learn more about Steve and his work at TheSteveJaffe.com. For more learning on this topic, check out: Episode 163. A short three-minute video Andy put together about what to do before losing your job. Episode 310 with Jeff Gothelf, about how to let your next job find you. Episode 230 with Scott Belsky. Not specifically about layoffs, but full of insights on careers, growth, and the hiring process. Level Up Your AI Skills In the outtakes, Andy and Steve talk about how AI is changing the workplace. If you want to be better prepared for an AI-infused future, check out our AI Made Simple course. Just go to ai.PeopleAndProjectsPodcast.com. Thanks! Pass the PMP Exam If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you too. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader. That's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than five minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Business Acumen Topics: Leadership, Layoffs, Career Transitions, Organizational Change, Emotional Intelligence, Resilience, Identity at Work, Grief, Workforce Planning, Change Management, Professional Development The following music was used for this episode: Music: Echo by Alexander Nakarada License (CC BY 4.0): https://filmmusic.io/standard-license Music: Energetic Drive Indie Rock by WinnieTheMoog License (CC BY 4.0): https://filmmusic.io/standard-license

A strong first day does not happen by accident. In this episode, we explore why structured onboarding packets are one of the most overlooked drivers of employee confidence, engagement, and long-term retention. We unpack how relying on informal “tribal knowledge” creates confusion, increases burnout risk, and leaves new hires guessing about expectations. In contrast, a single, centralized onboarding resource sets clarity from day one by showing people how work actually happens, not just what the policies say. You will hear why effective onboarding packets go beyond paperwork. We discuss the value of clear navigation guides, explicit cultural norms, and role-specific milestones that help both remote and in-office employees integrate faster and with less friction. We also examine a phased delivery approach, where information is shared in intentional stages instead of overwhelming new hires with everything at once. The episode closes with a clear takeaway: onboarding is not an administrative task. When designed well and kept current, it becomes a strategic advantage that turns early uncertainty into confidence, focus, and forward momentum. Source:  https://www.breakfastleadership.com/blog/create-onboarding-packets-that-boost-confidence-clarity-and-retention  

Episode 96: Some employees have recently left LTT and their stories have been blowing up, so we thought it might be interesting to give our perspective on running a YouTube tech channel, whether Linus was being unfair and whether the ex-LTT guys made the right choice. Also, we chat about 9800X3D failures and Valve delaying the Steam Machine (and its price reveal)CHAPTERS00:00 - Intro00:42 - Our Thoughts on Employees Leaving LTT45:50 - What is the Deal With 9800X3D Failures?1:03:09 - Valve Delays Steam Machine1:17:20 - Updates From Our Boring LivesSOURCESJake's video on leaving LTT: https://www.youtube.com/watch?v=gqVxgcKQO2EZip Tie Tuning video on LTT: https://www.youtube.com/watch?v=m0GPnA9pW8kValve's Steam Machine update: https://store.steampowered.com/news/group/45479024/view/625565405086220583SUBSCRIBE TO THE PODCASTAudio: https://shows.acast.com/the-hardware-unboxed-podcastVideo: https://www.youtube.com/channel/UCqT8Vb3jweH6_tj2SarErfwSUPPORT US DIRECTLYPatreon: https://www.patreon.com/hardwareunboxedLINKSYouTube: https://www.youtube.com/@Hardwareunboxed/Twitter: https://twitter.com/HardwareUnboxedBluesky: https://bsky.app/profile/hardwareunboxed.bsky.social Hosted on Acast. See acast.com/privacy for more information.

02-05-26 - BR - THU - It's Natl Fart Day And Fun Facts On Smithsonian And Mustard - Former Employee Breaks Into Little Caesars And Starts Selling Pizzas - Olive Garden Employee Dies Sticking Head In FryerSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Sarah Lee went from cold-emailing 700 journalists by hand and sleeping two hours a night to building Glow Recipe into a nine-figure global skincare brand inside Sephora. And she did it without raising venture capital. In this interview, the co-founder of Glow Recipe breaks down how a $50,000 bootstrapped Korean beauty curation site turned into one of the most recognisable modern skincare brands in the world — including how they broke even in just three months, why they walked away from millions to stay in control, and the exact moment they knew it was time to build their own products. From getting on Shark Tank in year one to launching their first SKU with nothing but a white jar and an iPad mockup, this episode is a masterclass in brand building, retail strategy, and founder-led execution. What you'll learn in this interview: • How Glow Recipe broke even in just 3 months with a $50K bootstrap • Why Sarah and Christine personally cold-emailed 700+ press contacts • The real economics of starting as a curated marketplace vs owning the brand • How they validated product demand before manufacturing anything • What it took to pitch Sephora with no finished product • Why Glow Recipe walked away from millions in potential funding • Lessons from Shark Tank — and what didn't make it on TV • How Korean beauty education became their unfair advantage • The biggest mistakes founders make when launching beauty products • How Glow Recipe scaled from curation to a nine-figure product brand By the end of this episode, you'll understand how to validate demand early, build leverage without capital, and turn brand education into long-term defensibility — even in one of the most competitive categories in ecommerce. If you're building a product brand, thinking about retail expansion, or deciding whether to raise capital or stay bootstrapped, this conversation will fundamentally change how you think about control, growth, and timing. SAVE 50% ON OMNISEND FOR 3 MONTHS Get 50% off your first 3 months of email and SMS marketing with Omnisend with the code FOUNDR50. Just head to ⁠⁠⁠⁠⁠⁠https://your.omnisend.com/foundr⁠⁠⁠⁠⁠⁠ to get started. HOW WE CAN HELP YOU SCALE YOUR BUSINESS FASTER Learn directly from 7, 8 & 9-figure founders inside Foundr+ Start your $1 trial → ⁠⁠⁠⁠⁠⁠https://www.foundr.com/startdollartrial⁠⁠⁠⁠⁠⁠ PREFER A CUSTOM ROADMAP AND 1-ON-1 COACHING? → Starting from scratch? Apply here → ⁠⁠⁠⁠⁠⁠https://foundr.com/pages/coaching-start-application⁠⁠⁠⁠⁠⁠ → Already have a store? Apply here → ⁠⁠⁠⁠⁠⁠https://foundr.com/pages/coaching-growth-application⁠⁠⁠⁠⁠⁠ CONNECT WITH NATHAN CHAN Instagram → ⁠⁠⁠⁠⁠⁠https://www.instagram.com/nathanchan⁠⁠⁠⁠⁠⁠ LinkedIn → ⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/nathanhchan/⁠⁠⁠⁠⁠⁠ CONNECT WITH SARAH LEE Instagram → https://www.instagram.com/sarah_glow/ LinkedIn → https://www.linkedin.com/in/sarahleenewyork/ Website→ https://www.glowrecipe.com/ FOLLOW FOUNDR FOR MORE BUSINESS GROWTH STRATEGIES YouTube → ⁠⁠⁠⁠⁠⁠https://bit.ly/2uyvzdt⁠⁠⁠⁠⁠⁠ Website → ⁠⁠⁠⁠⁠⁠https://www.foundr.com⁠⁠⁠⁠⁠⁠ Instagram → ⁠⁠⁠⁠⁠⁠https://www.instagram.com/foundr/⁠⁠⁠⁠⁠⁠ Facebook → ⁠⁠⁠⁠⁠⁠https://www.facebook.com/foundr⁠⁠⁠⁠⁠⁠ Twitter → ⁠⁠⁠⁠⁠⁠https://www.twitter.com/foundr⁠⁠⁠⁠⁠⁠ LinkedIn → ⁠⁠⁠⁠⁠⁠https://www.linkedin.com/company/foundr/⁠⁠⁠⁠⁠⁠ Podcast → ⁠⁠⁠⁠⁠⁠https://www.foundr.com/podcast⁠

Watch the YouTube version of this episode HEREAre you a law firm owner looking to create an internship program? In this episode of the Maximum Lawyer Podcast, Adam Rossen - a lawyer who founded his firm in 2008—shares the 15-year journey of developing a robust law firm internship program. The episode highlights lessons learned, the importance of mentorship, community impact, and practical advice for building effective internship programs, especially in the legal field. Having a solid internship program can really make your law firm stand out and be something to use to attract and retain new talent. Adam speaks to some of the key things to have when formalizing a program. One thing to incorporate is speakers. This will create a real world experience for interns who can learn from the best. Adam had some judges speak to his summer interns this past year. Another component is having a summer book club which makes the program more formal and curriculum based. His students read a book on the federal criminal justice system, written by a judge.Adam and Tyson chat about how to recruit for an internship program. One thing a firm can do is create some marketing materials to promote the firm. If you have a good relationship with colleges and universities in your city, you can connect with them to help promote the program to their students. Something to consider, which is something Adam has done in his firm, is connect with criminal justice organizations to help recruit individuals who don't have a background in law to intern at the firm. These can be individuals who are looking for a change in career or who have been in contact with the law and want to work in the field.Listen in to learn more about creating a robust internship program!4:04 Growth and Speaking to Students10:18 Formalizing A Program14:06 Program Structure & Recruitment 17:28 Advice for Starting an Internship Program20:27 Long-Term Impact & Networking Connect with Adam:Website  Tune in to today's episode and checkout the full show notes here. 

I had to get this urgent episode to you sooner rather than later, given the climate of fear in the U.S. in current times.For many employees right now, work doesn't feel like a safe place. It feels uncertain, frightening, and deeply personal. In moments like this, how leaders respond matters more than ever. Michelle Feferman has spent decades helping organizations navigate complex DEI and workplace culture challenges in ways that protect people and strengthen the business. We talk directly about what leaders can do to support employees in the face of ICE raids and immigration-related fear, how to create real psychological safety at work, and why most DEI efforts are still entirely legal if you're focused on risk mitigation, clarity, and care.We also unpack how retention, engagement, and productivity are tightly tied to DEI and empathy work, and the key elements leaders need to think through right now to support their people while capturing the full business benefit.This is a practical, compassionate conversation for leaders who want to do the right thing without panicking, posturing, or staying silent.To access the episode transcript, go to www.TheEmpathyEdge.com, search by episode title.Listen in for…Creating a diverse team that goes beyond old-fashioned quotas.Key benefits of having a wide pool of differing viewpoints within your organization.Actions to put in place to keep your employees safe and informed about handling ICE raids that could be used as a template for other crises. Tips to create an FAQ that matters "If you can take the time now to get these things in place, the majority of people will relax, to some extent, and feel like they can come to work and just focus on work. People will relax more and be much more productive at work." — Michelle Feferman Episode References: Michelle's article: It is Imperative to Create Psychological Safety at Work Amidst ICE Raids: https://mfeferman.substack.com/p/12868206_ice-raids-and-psychological-safetyBook: DO DEI Right: Cut Through the Noise and Drive Lasting ResultsAbout Michelle Feferman, Founder and CEO, Equity at Work, Author of Do DEI RightMichelle is passionate about helping organizations have a profound impact on their employees, businesses, and communities through their diversity, equity, and inclusion work. She is the Founder and CEO of Equity At Work, known for creating innovative, customized solutions for even the most complex DEI and workplace culture challenges. Her clients outperform their peers in revenue and margin growth, productivity, engagement, and retention.Michelle is the author of Do DEI Right, co-host of the podcast Your DEI Minute, and on the Investment Committee of RevTech Venture Capital. Before this, she spent 25 years working at Accenture, Kurt Salmon, Macy's Inc., and The Walt Disney Company.From Our Sponsor:Keynote Speakers and Conference Trainers: Get your free Talkadot trial and enjoy this game-changer for your speaking business! www.share.talkadot.com/mariarossConnect with Michelle:Equity At Work: https://www.equity-at-work.comLinkedIn: https://www.linkedin.com/in/michelleebogan/Facebook: https://www.facebook.com/profile.php?id=100093183559876Instagram: https://www.instagram.com/equity_at_workSubstack: https://mfeferman.substack.com/ Connect with Maria:Get Maria's books: Red-Slice.com/booksHire Maria to speak: Red-Slice.com/Speaker-Maria-RossTake the LinkedIn Learning Courses! Leading with Empathy and Balancing Empathy, Accountability, and Results as a Leader LinkedIn: Maria RossInstagram: @redslicemariaFacebook: Red SliceGet your copy of The Empathy Dilemma here- www.theempathydilemma.comSign up for Optionality now! Go to optKeynote Speakers and Conference Trainers: Get your free Talkadot trial and enjoy this game changer for your speaking business! www.share.talkadot.com/mariaross

Subscribe: https://barstool.link/3vOJjvs Chapters: 00:00 - 05:26 - Pat's outfit/Kelly VS Gaz 05:27 - 18:35 - Super Bowl preview 20:30 - 25:24 - Florida recap 25:25 - 29:33 - Trish's Motorcycle content 29:34 - 39:04 - Punxsutawney Phil 39:05 - 47:58 - Traitors/Grammys recap 47:59 - 57:38 - Stefon Diggs/Big Slay Parlay 57:37 - 1:16:41 - Weekly Stool Pat recaps what it was like getting the text from Dave that he was going to the Super Bowl as well as his weekend in Florida. He and Kelly also discuss groundhog day, Traitors, and the Grammys. They then break down producer Ben Klein's obsession with boobs, being a boob guy vs an ass guy, Steven Cheah's new haircut, and answer listener questions for Keegs. That and more! Be sure to like and comment to help us out hehe SUPPORT OUR SPONSORS: DraftKings: Download the DraftKings Sportsbook app and use code ABOUT. New customers can turn five bucks into three hundred dollars in Bonus Bets if your bet wins with CODE ABOUT. In partnership with DraftKings — The Crown Is Yours. ZBiotics: Head to https://ZBiotics.com/OUT and use the code OUT at checkout for 15% off. Cash App: Download Cash App Today: https://click.cash.app/ui6m/95jk8qptYou 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/outandabout

Al & Eddie: Why is Eddie not on social media? How does Eddie choose his t-shirt each day and the Eddie ‘coaching tree' of WFAN employees To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Al & Eddie: Why is Eddie not on social media? How does Eddie choose his t-shirt each day and the Eddie ‘coaching tree' of WFAN employees--plus warm up To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

From 'Al & Jerry's Postgame Podcast' (subscribe here): Why is Eddie not on social media? How does Eddie choose his t-shirt each day and the Eddie ‘coaching tree' of WFAN employees To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Trying to motivate your employees may be the wrong goal entirely. In this episode, Hall of Fame keynote speaker Joe Mull, CSP, CPAE, challenges one of the most common leadership assumptions and explains why motivation is not something leaders can give to people, but something employees experience when the conditions at work are right. Joe reframes how leaders should think about employee motivation, employee engagement, and employee relations, especially when teams feel checked out or burned out. He explores why perks, incentives, and pep talks rarely lead to sustained effort, and how daily leadership behavior plays a much bigger role in whether people care, try, and stay committed. The conversation focuses on how leaders shape the employee experience through trust, clarity, and attention to the realities of people's work lives, and why creating the right conditions matters more than trying to energize people directly. If you want to improve motivation, strengthen engagement, and build a workplace where effort comes from within, this episode offers a grounded leadership perspective for today's workplace. To subscribe to Joe Mull's BossBetter Email newsletter, visit https://BossBetterNow.com For more info on working with Joe Mull, visit https://joemull.com For more info on Boss Hero School, visit https://bossheroschool.com To email the podcast, use bossbetternow@gmail.com #transformativeleadership #workplaceculture #companyculture #talentretention #employeeengagement #employeeretention #bossheroschool #employalty Joe Mull is on a mission to help leaders and business owners create the conditions where commitment takes root—and the entire workplace thrives. A dynamic and deeply relatable speaker, Joe combines compelling research, magnetic storytelling, and practical strategies to show exactly how to cultivate loyalty, ignite effort, and build people-first workplaces where both performance and morale flourish. His message is clear: when commitment is activated, engagement rises, teams gel, retention improves, and business outcomes soar. Joe is the founder of Boss Hero School™ and the creator of the acclaimed Employalty™ framework, a roadmap for creating thriving workplaces in a new era of work. He's the author of three books, including Employalty, named a top business book of the year by Publisher's Weekly, and his popular podcast, Boss Better Now, ranks in the top 1% of management shows globally. A former head of learning and development at one of the largest healthcare systems in the U.S., Joe has spent nearly two decades equipping leaders—from Fortune 500 companies like State Farm, Siemens, and Choice Hotels to hospitals, agencies, and small firms—with the tools to lead better, inspire commitment, and build more humane workplace cultures. His insights have been featured in The Wall Street Journal, Forbes, Harvard Business Review, and more. In 2025, Joe was inducted into the Professional Speakers Hall of Fame (CPAE). This is the speaking profession's highest honor, a distinction granted to less than 1% of professional speakers worldwide. It's awarded to speakers who demonstrate exceptional talent, integrity, and influence in the speaking profession For more information visit joemull.com.

Perks like free procedures, injectables, and education loans are common in aesthetic practices, but even the most well-intentioned benefits can backfire. In this episode, hosts Brad and Michael share the story of a Texas plastic surgeon whose generous staff perks spiraled into operational, financial, and compliance risks. When rebate paperwork went unsubmitted, tax liabilities appeared, and popular benefits were suspended, staff morale suffered, and the practice faced real consequences. Tune in to learn how to turn generous staff perks into structured, sustainable benefits that strengthen culture, reduce risk, and support long‑term practice growth.  Chapters00:00 Intro  00:47 Banter  05:55 Story  19:21 Access+  19:59 Legal Takeaways  29:45 OutroWatch full episodes of our podcast on our YouTube channel: https://www.youtube.com/@byrdadatto  Stay connected for the latest business and health care legal updates: WebsiteFacebookInstagramLinkedIn    

In manufacturing, the biggest constraint isn't labor, equipment, or margins. It's time! When you're crunched for time or feel like you're constantly fighting fires, you lose out on valuable opportunities for curious conversations and stronger connections. Overtime, this can lead to issues like communication breakdowns, slowed productivity, and a culture where people are burnt-out and not showing up as their best selves. In this episode, I'm joined by guest Brian Herriot to take a look into how manufacturing leaders can rethink work, leadership, and scheduling to build stronger team . . . without burning people out or lowering standards. Brian is an author and speaker who draws on his own successful business experiences to help others design clear, actionable small business and money management strategies and build their path toward sustainable freedom. He's also the author of the upcoming book Time Freedom: Rethink Your Work and Money to Create a Life You Love Now. In this episode, Brian uses his practical, human-centered approach to tackle topics like why traditional shift models are breaking down, how time freedom shows up on the shop floor, and what leaders can do right now to improve engagement, retention, and ownership. 02:10 – Frontline leadership must acknowledge that traditional manufacturing management models no longer align with modern workplace culture or employee engagement in manufacturing. 03:30 – Gen Z expects leadership in manufacturing plants to adapt to their lives, not the other way around 06:55 – Great manufacturing culture comes from seeing teams as humans first, not just labor inputs on the production line 09:10 –Employee ownership models and open-book management strengthen trust in leadership, manufacturing relationships, and accountability in manufacturing 11:25 – Manufacturing retention improves when leaders focus on team engagement in manufacturing rather than just output and efficiency 12:45 –Frontline leaders must recognize that many employees juggle multiple jobs and need coaching in manufacturing that supports life beyond the plant 14:10 – Flexible schedules, job sharing, and project-based roles can close the showing up gap while improving manufacturing innovation and retention 15:35 – Time Freedom as a Leadership Strategy Leadership transformation happens when manufacturing leaders design roles that allow experienced workers to scale back without fully exiting 18:55 –Helping employees understand their financial future reduces anxiety and strengthens employee engagement in manufacturing 22:35 –Deeper conversations about money, time, and work build emotional intelligence, vulnerability in leadership, and a stronger coaching culture Connect with Brian Herriot Learn more about Time Freedom Pre-order Time Freedom and use the code Trevor to get free access to the audiobook

Rob Vallentine, National Mental Health Trainer, joins us following his powerful Grand Summit keynote that left attendees still reaching out months later with gratitude. Rob shares how equipping managers with mental health response skills can transform workplace culture, improve retention, and help leaders connect with their teams before problems escalate. Learn about the upcoming Mental Health First Aid Certification workshop in March - a practical training that teaches leaders how to notice warning signs, listen without judgment, and respond with confidence when team members are struggling.Today's Podcast is brought to you by Safety Reports 

Are AI employees the future of hiring and operations? In today's episode, I sat down with Alok Kumar, co-founder and CEO of Cozmo AI, to explore the cutting-edge AI tools that are changing the game for enterprises. Alok takes us inside Cozmo AI's platform, which enables businesses to build AI agents capable of seeing, speaking, thinking, and acting all while maintaining a human-like touch. From reducing costs to streamlining complex workflows, Cozmo AI is helping enterprises across industries like banking, insurance, and sales scale at lightning speed. We also tackle some of the toughest challenges in AI adoption, like data integration and overcoming the fear of automation taking jobs. Whether you're a business leader or a tech enthusiast, this episode is packed with insights that will help you harness AI to its full potential. Here are the highlights: -Transforming Enterprises with Multimodal AI: Alok explains how Cozmo AI's agents can not only handle text and calls but also analyze images, videos, and documents—enabling businesses to automate tasks that were once too complex for machines. -Eliminating AI Adoption Barriers: We dig into the real obstacles businesses face when adopting AI and how Cozmo AI's platform removes these hurdles by creating seamless integration across systems, so you don't need 19 different tools. -AI That Feels Human: Alok shares how Cozmo AI is pushing the boundaries of what we expect from automation—creating agents so lifelike that customers often don't realize they're speaking to AI, enhancing both speed and customer satisfaction. -From Startup to Scale-Up: Alok opens up about Cozmo AI's rapid growth, from a FinTech startup to a multimodal AI platform used by Fortune 100 companies, and how they cracked the code on founder-led sales and building a network of early adopters. -The Future of AI in Business: Alok offers a bold vision for the future, where AI becomes an integrated, intuitive backbone for enterprises, making operations smarter, faster, and more efficient across the board.   About the guest: Alok Kumar is the co-founder and CEO of Cozmo AI, a cutting-edge platform that's revolutionizing enterprise operations with multimodal AI. With a background in engineering and management consulting, Alok has built Cozmo AI into a solution trusted by Fortune 100 companies in industries like banking, insurance, and sales. His passion for leveraging AI to solve complex business challenges drives his vision of creating human-like, intelligent agents that can see, speak, think, and act. Before founding Cozmo AI, Alok co-founded a successful FinTech company, and his work continues to push the boundaries of AI innovation.   Connect with Alok:   Website: https://hellocozmo.ai/ LinkedIn: https://www.linkedin.com/in/alokhk   Connect with Allison: Feedspot has named Disruptive CEO Nation as one of the Top 25 CEO Podcasts on the web. LinkedIn: https://www.linkedin.com/in/allisonsummerschicago/ Website: https://www.disruptiveceonation.com/    #CEO #leadership #startup #founder #business #businesspodcast  Learn more about your ad choices. Visit megaphone.fm/adchoices

Have you ever heard anyone say, "Noone wants to work these days?" Dallas Mount joins me to discuss how to find, hire, and keep good employees. We discuss when to hire and what to pay those people we do hire. Sponsors:Wineglass RanchArrow L Ranch Composite Bull SaleRelevant Links:RanchingforProfit.com

Watch the YouTube version of this episode HEREAre you looking for a tool to help support your staff and your business? In this episode of The Maximum Lawyer Podcast, host Tyson Mutrux shares his personal journey with the Kolbe assessment. Tyson discusses the differences between his initial and later Kolbe results and how understanding instinctive energy can improve leadership and team dynamics. Tyson shares some insights on using the Kolbe assessment and his lessons learned. Kolbe measures how you instinctively take action when you are faced with an issue. Instincts are deep rooted and can change over time, which can lead to different scores for those that take the assessment. For law firm owners, many issues are people driven.This can range from someone not doing a good enough job or just causing problems for your firm. This is ultimately an alignment issue and the assessment can be used to decide how to restructure your firm to ensure people are working in ways that benefit themselves and the business.Depending on the assessment results, you might need to re-align roles with strengths. This can be challenging because you don't want to change the way your firm runs. But, you can figure out how to align roles and strengths as much as possible to improve productivity. Look at how your firm operates, where people might need more support and find ways to shift your structure. This will improve happiness and uphold retention for your firm.Listen in to learn more!5:56 Understanding What Kolbe Measures 11:25 Energy Placement vs. Preference17:53 Aligning Roles with Strengths 22:35 Reducing Friction and Improving Culture 28:41 Letting People Work Their WayTune in to today's episode and checkout the full show notes here.  Resources:Join the Guild MembershipSubscribe to the Maximum Lawyer Youtube ChannelFollow us on InstagramJoin the Facebook GroupFollow the Facebook PageFollow us on LinkedIn

A LinkedIn Live conversation on money confidence, risk and the future of careers Over the last few years, work has quietly shifted from ambition to survival. Rising living costs, economic uncertainty, layoffs and AI have changed how people make career decisions. Instead of taking risks or pursuing meaningful work, many are staying put not because they want to, but because it feels safer to stay. The media has called this the Big Stay or job-hugging. Why these two perspectives together Louise and Ruth operate at different, but deeply connected, points in the system. Louise works at the earliest stage, where money beliefs, habits and confidence are formed in childhood and adolescence. Ruth works at the adult decision-making stage, where financial confidence shapes career risk-taking, leadership progression, entrepreneurship and long-term wellbeing. Together, they offer an end-to-end view of how money confidence shapes working lives. Why money confidence often matters more than income when it comes to career choices How financial insecurity quietly shapes promotions, leadership ambition and risk-taking Why people from less affluent backgrounds are less likely to take career risks, even when highly capable How early money beliefs follow people into adulthood and the workplace Why financial wellbeing is the most neglected pillar of workplace wellbeing What leaders and organisations can do to reduce fear-driven decision-making without being intrusive What you'll learn in this episode This conversation reframes financial literacy not as budgeting or products, but as freedom, confidence and optionality. Money confidence influences: Who feels able to negotiate, speak up or take risks Who progresses into leadership roles Who starts businesses or new ventures Who opts out, plays safe or stays stuck Why this matters for leaders and organisations For leaders concerned about engagement, retention, wellbeing, DEI and social mobility, this episode highlights a hidden but powerful driver of workplace behaviour. About our guests Louise Hill Co-founder of GoHenry, a financial education platform helping children and young people build money confidence from an early age.

In our 'We officially don't care anymore' headline of the week.Mark Zuckerberg's ‘Wild' Dinner With Epstein Revealed in FilesJeffrey Epstein emails reveal extensive ties with top Goldman Sachs lawyerFormer Windows 8 boss recruited Epstein to help negotiate his messy Microsoft exitCBS News weighs firing Peter Attia in wake of Jeffrey Epstein emails - Bari Weiss reluctant to ax himJeffrey Epstein asked for Snow White costume weeks before Jes Staley emailBrad Karp Says He Regrets Interactions with EpsteinARMI board says it plans to review Kamen's ties to EpsteinElon Musk Emailed Extensively With Jeffrey Epstein, Asking to Visit His Notorious IslandDOJ Epstein release outlines ties with Boulder restaurateur Kimbal MuskGoogle co-founder [Sergey Brin] had long relationship with Maxwell and visited Epstein's islandEpstein Files Reveal Peter Thiel's Elaborate Dietary RestrictionsEpstein contacted women for Steve Tisch, co-owner of the GiantsEmails flesh out warm relationship between Epstein and Richard BransonCommerce Secretary Howard Lutnick planned a trip to Epstein's island in 2012The Tech Elites in the Epstein FilesReid Hoffman (2,658 Files)Bill Gates (2,592 Files)Peter Thiel (2,281 Files)Elon Musk (1,116 Files)Larry Page (314 Files)Sergey Brin (294 Files)Mark Zuckerberg (282 Files)Jeff Bezos (196 Files)Eric Schmidt (193 Files)DAMION1In our 'If Musk can manipulate the market with fake promises why can't I?' headline of the week. Nvidia's CEO says $100B pledge for OpenAI was 'never a commitment' ***************In our 'Anybody but Bob Chapek or a woman or a woman named Bob Chapek' headline of the week. Disney names parks boss Josh D'Amaro as its next CEO to succeed Bob IgerIn our 'Congratulations, shareholders—your vote has been forwarded to the Illusion of Control department' headline of the week. Reclaiming the vote. What the rise of pass-through voting means for banks*************** In our 'I'm not sure what all the fuss is about, he did say he would "listen closely" AND "guests want great design, real value and experiences that delight"' headline of the week. In his day one message, Target's new CEO ignored the elephant in the room. People noticed.*************** In our 'Forget those assholes, we're curing baldness' headline of the week. The Chan Zuckerberg Initiative cut 70 jobs as the Meta CEO's philanthropy goes all in on mission to ‘cure or prevent all disease'*************** In our 'But forget that shit, Go Seahawks!' headline of the week. Microsoft AI CEO says Moltbook shows how convincing AI can be mistaken for consciousness*************** In our 'Finally, a business model built entirely on who CEOs can control better' headline of the week. CEO of $1.25 billion AI company says he hires Gen Z because they're ‘less biased' than older generations—too much knowledge is actually bad, he warns*************** In our 'Asshole Oligarch finds an even less regulated jurisdiction than Texas' headline of the week. Elon Musk's SpaceX acquiring AI startup xAI ahead of potential IPO*************** In our 'Truth Has Side Effects' headline of the week. Pfizer CEO Albert Bourla's best leadership advice: Being optimistic is better than being right*************** In our 'Target CEO gives Seminar on Moral Silence' headline of the week. German FA slaps down proposal to boycott World Cup as Trump rebuke: ‘debates on sports policy should be conducted internally and not in public'*************** MATT1In our 'Report: Elon Musk will earn a 10% merger fee for negotiating with himself during merger talks' headline of the week. Elon Musk's SpaceX acquiring AI startup xAI ahead of potential IPO“My estimate is that within 2 to 3 years, the lowest cost way to generate AI compute will be in space,” Musk wrote. Using my Musk calculator (which calibrates for the fact that Musk said in 2016 he would land on Mars in 2022, but now is shooting for 2030 but more like 2050, and also that we needed to colonize Mars immediately before the sun swallows the earth... in 2 billion years), that means AI space compute could be anywhere from 10 to 400 years awayIn our 'They somehow misspelled both "restauranter" AND "brother"' headline of the week. DOJ Epstein release outlines ties with Boulder restaurateur Kimbal MuskExperts predict the latest news will bring the vote down from 79% in favor to 76% in favor.In our 'CEO of company says he hires based entirely on sock color - "socks say more about a person than background, personality, education, or conversation every could"' headline of the week. CEO of $1.25 billion AI company says he hires Gen Z because they're ‘less biased' than older generations—too much knowledge is actually bad, he warnsIn our 'After trying waterboarding, tickling, and ACTUAL blackmail, Albert Bourla says he preferred psychological torture to incentivize his workers' headline of the week. Pfizer CEO says he used ‘emotional blackmail' to get employees to achieve impossible goals during COVID-19All around the office, Bourla put up signs that read, “Time is life.” On several occasions, employees came to him to say there would need to be a delay of several weeks in meeting deadlines. In response, Bourla asked them to calculate how many people would die during the additional weeks they requested.In our 'BIG ANNOUNCEMENT: New Target CEO says Target loves gays and brown folk, hates ICE, and is officially rebranding as "Tar-jay" in new statement' headline of the week. Target just made a big change this weekend. Here's what to knowFiddelke's big move list: Leading with merchandising authority, Elevating the guest experience, Accelerating technology, Strengthening our team and communities. "In the weeks ahead, my focus is simple: listen closely, move with clarity and urgency, and lead with purpose"In our 'This is not the company I signed up for' headline of the week. Employees say Target is MIA in Minneapolis: 'This is not the company I signed up for'"This is what leadership I want to follow looks like," the Target worker said of Patagonia's statement. - CEO Ryan Gellert wrote: This has been a moment of incredible pain for so many. The shootings of Renée Good and Alex Pretti happened about 20 minutes from our St. Paul store, a location that's been part of the community for 21 years. It's part of a tragic pattern that has seen U.S. citizens snatched by federal agents and shipped to facilities far from friends and family, and children as young as five detained, all with ever-shifting explanations and overheated rhetoric that changes with each passing news cycle. Tragically, it is not just Minneapolis that is affected. We are witnessing the militarization of our cities, the expansion of unchecked enforcement power, and a pattern of violence that disproportionately targets the most vulnerable communities and populations.In our 'We can finally go from 99.8% of directors winning elections to 99.9% of directors winning elections' headline of the week. Reclaiming the vote. What the rise of pass-through voting means for banksIn our 'Gus, good news. You've been promoted. We will now refer to you as the "in house proxy voting system". No no, it comes with no new responsibilities - we know you're busy ordering the office supplies. No, this is actually LESS responsibility. Just find the "FOR" button for every director, and "AGAINST" button for everything from an investor. Got it? Congratulations! It also comes with no extra pay!' headline of the week. Wells Fargo switches to in-house proxy voting systemWIM will determine proxy votes for these assets using a policy and set of instructions it has developedIn our 'Not to be outdone, the Trump administration is looking into inventing a new type of energy they call "hot star energy"' headline of the week. The Amount of New Solar Power Production Capacity China Is Manufacturing Is Legitimately Mind-BlowingIn our 'Men say Call of Duty: Black Ops 7 and ChatGPT conversations that convinced them they had a "revolutionary idea" about beer koozies were the number 1 reason they let their wives do the caregiving and childcare last year according to new data' headline of the week. Women say caregiving and child care costs are the No. 1 reason they quit the workforce last year, according to new data

In this episode of the Millionaire Car Salesman Podcast, your hosts, Sean V. Bradley and LA Williams tackle one of the biggest threats to dealership growth heading into 2026… staff retention and leadership breakdowns! "Losers allow their emotions to dictate their actions, but winners choose which emotion to use to get the desired result." - LA Williams Dealerships are spending more money than ever recruiting, hiring, and onboarding… only to lose good people faster than they can replace them. Sean and LA break down why the old dealership playbook is no longer working, what today's salespeople and BDC professionals actually value, and how leadership habits inside the store are either building loyalty, or pushing talent out the door. "If your best people don't see a future with you, they'll build one somewhere else." - Sean V. Bradley They also explore how modern tools like AI and automation are changing the market, but why technology alone won't fix a culture problem. This episode shines a light on the leadership mistakes that quietly create turnover, the importance of real training beyond basic sales tactics, and what it takes to create a dealership environment where top performers actually want to stay. If you're a dealer, GM, manager, or team leader trying to build a stable, high-performing team in 2026 and beyond… this episode is a must-listen. At NADA? So are WE! Meet the Millionaire Car Salesman Podcast Hosts at Booth #3315W and grab a FREE DRINK on us while entering to win some FREE PRIZES!    Key Takeaways: ✅ Evolving Workforce Needs: Understanding modern employees' desire for flexibility, transparency, and a non-toxic workplace is fundamental for dealerships aiming to retain talent. ✅ Leadership and Culture: Effective leadership requires not only management skills but also nurturing a positive culture where people feel recognized and valued. ✅ Career Path Development: Clear career growth opportunities and continuous professional development are crucial in retaining skilled employees. ✅ Pay Plans and Promises: Align compensation strategies with genuine roles and responsibilities to build trust and mitigate employee frustration. ✅ Daily Leadership Practices: Implementing daily coaching, clear communication, and a system of recognition can significantly impact employee satisfaction and dealership success.   About Sean V. Bradley Sean V. Bradley is an accomplished expert in automotive sales training with nearly 30 years of experience in the industry. He is the President of Dealer Synergy, a renowned company that provides comprehensive training, consulting, and marketing solutions to automotive dealers. Sean is also the creator of the Millionaire Car Salesman podcast, where he shares insights on improving sales team performance, leadership issues, and industry trends. About LA Williams Known as "The Blind Master," LA Williams is the Vice President of Dealer Synergy. Despite his visual impairment, LA has excelled in the automotive industry, demonstrating remarkable leadership and communication skills. He is a prolific speaker, trainer, and co-host of the Millionaire Car Salesman podcast, where he brings a unique perspective to the world of automotive sales. Don't miss out on LA's NADA Session on Feb. 5th at 12:30 PM PST in Las Vegas!     Boosting Dealership Performance in 2026: Mastering Employee Retention and Leadership Key Takeaways Employee retention is more about leadership and culture than recruitment. Effective training that encompasses skill, professional, and personal development is crucial. Social proof through online reviews significantly impacts recruitment and retention success. In the rapidly evolving automotive industry of 2026, dealerships are challenged not only to attract but also keep quality workers amidst technological and cultural shifts. As laid bare in a candid discussion from the Millionaire Car Salesman podcast, industry veterans Sean V. Bradley and LA Williams delve into the core problem areas and present innovative strategies for car dealerships. They assert that solving retention issues boils down to fortifying leadership, improving workplace culture, and ensuring clear communication. The Changing Landscape of Recruitment and Retention A New Era of Employee Expectations Today's employees desire more than just financial compensation; they seek transparency, flexibility, and a positive workplace environment. Bradley emphasizes, "Employees value time flexibility and transparency, especially the younger generation. They won't tolerate a toxic culture." As such, dealerships need to adapt their recruitment strategies and workplace conditions to align with these expectations. This means offering not just monetary incentives, but valuing employees' time, ensuring work-life balance, and recognizing individual achievements. This shift reflects broader workplace trends where employees are increasingly unafraid to leave unsatisfactory jobs for better opportunities. Building an All-Inclusive Training Strategy Comprehensive training is the backbone of employee satisfaction and retention. Bradley illustrates the importance of multi-faceted development by saying, "If you're not training them on product knowledge, on the road to the sale, on Internet sales… you're not doing enough." Today's sales landscape demands more than traditional selling skills; it requires proficiency in CRM systems, social media, and AI technologies. By setting a high standard and providing adequate resources and training, dealerships can create an empowered workforce capable of exceeding sales goals. Culture and Leadership: The Heart of Employee Retention Nurturing a Positive Workplace Culture Workplace culture is the invisible force that significantly influences employee retention. Williams and Bradley highlight how recognition and respectful treatment can transform workplace morale. Bradley candidly shares, "Happy employees equal happy customers." When employees feel valued and recognized, their dedication and loyalty grow, which in turn positively influences customer experiences. To foster such a culture, dealerships should focus on team-building and personal development alongside professional growth. Celebrating personal milestones and achievements through social media or team meetings fosters a sense of community and belonging. Providing emotional and practical support not just ensures employee well-being but results in enhanced performance and customer satisfaction. Fixing Leadership Gaps to Drive Success A crucial step in improving employee retention is addressing leadership deficiencies. As Williams asserts, "Top salespeople don't automatically make great leaders… Leadership development is paramount." Promoting based purely on sales success can lead to leadership gaps; instead, focus should be on developing comprehensive management skills amongst promising employees. Managers should embrace roles that include mentorship and coaching, striving for emotional intelligence, and delivering fair criticism in a constructive manner. Regular one-on-ones and feedback sessions should be structured not just for performance reviews, but for mutual growth and progression. Creating clear career paths for every role reflects a transparent approach, ensuring employees see their future potential within the company. Reputation, Social Proof, and Retention The Power of Social Proof Through Online Reputation In today's digital landscape, online reviews extend beyond customer opinions and into employment evaluations. Many dealerships remain unaware of how platforms like Glassdoor and Indeed are crucial in shaping perceptions of potential hires. Bradley stresses the importance of these review sites, stating, "People research your store before they apply." Negative employment reviews can deter top talent from joining a dealership. Proactively managing these reviews can enhance a dealership's appeal, suggesting a focus on reputation management alongside customer service. Positive employment reviews reinforce trust and attract quality candidates, ultimately aiding in achieving retention goals and enhancing overall dealership reputation. Aligning Brand and Employment Messaging The alignment of external brand communication with internal employee experience creates a strong market position and fosters employee loyalty. Bradley champions this by advocating for consistent positive messaging on dealership social media, celebrating employee milestones and achievements. This tactic not only strengthens workforce morale but also attracts potential employees by spotlighting a vibrant, supportive workplace culture. Intertwining these aspects — adopting modern recruitment practices, refining leadership qualities, and enhancing online reputation — sets a solid foundation for enduring success amidst the complexities of 2026. Following the Buick slogan "When better automobiles are built, Buick will build them," progressive dealerships will attract and retain top-tier talent by building better workplaces first. The future belongs to dealerships that not only adapt to change but forge change, beginning within their own ranks.     Resources + Our Proud Sponsors: ➼ The Millionaire Car Salesman Facebook Group: Join the #1 Automotive Sales Mastermind Facebook Group with over 29,000 automotive professionals worldwide. The Millionaire Car Salesman Facebook Group is the go-to community for car salespeople, BDC agents, sales managers, general managers, and dealer principals looking to increase performance, income, and leadership skills. Inside the group, members collaborate daily on automotive sales strategies, lead handling, phone scripts, closing techniques, CRM best practices, dealership leadership, and accountability systems. Learn directly from top automotive trainers, industry mentors, and high-performing sales leaders who are actively winning in today's market. If you're serious about growing your automotive career, increasing car sales, and building long-term success, join The Millionaire Car Salesman Facebook Group today! ➼ Dealer Synergy: Dealer Synergy is the automotive industry's #1 Sales Training, Consulting, and Accountability Firm, with over 20 years of proven dealership success nationwide. We specialize in helping car dealerships increase sales, improve processes, and build high-performing Sales, Internet, and BDC departments from the ground up. Our expertise includes automotive phone scripts, rebuttals, CRM action plans, lead handling strategies, BDC workflows, Internet sales processes, management training, and accountability systems. Dealer Synergy partners directly with dealership leadership to align people, process, and technology, ensuring consistent results and scalable growth. From independent dealers to large dealer groups and OEM partnerships, Dealer Synergy delivers measurable performance improvements, stronger teams, and sustainable profitability. ➼ Bradley On Demand: Bradley On Demand is the automotive industry's most advanced interactive training, tracking, testing, and certification platform for car dealerships — built to develop top-performing teams across Sales, Internet Sales, BDC, CRM, Phone Skills, Leadership, and Management. In addition to LIVE virtual automotive training classes and a library of 9,000+ on-demand dealership training modules, Bradley On Demand now includes AI Phone Roleplaying and Coaching to help salespeople and BDC agents practice real dealership conversations before they ever get on the phone with customers. This AI-powered roleplay technology strengthens phone scripts, objection handling, appointment setting, lead follow-up, and closing skills, while providing measurable coaching feedback for continuous improvement. Bradley On Demand empowers dealerships to train faster, coach smarter, improve call performance, increase closing ratios, and sell more cars more profitably — all through structured, trackable, modern automotive training.

Nadia and Rob welcome investor, advisor, and founder Sofia Haq to talk about the responsibilities of speaking out as a leader, building great companies, and how she sustains herself while running several ventures. But first, they check in on Amazon's poor communication in their latest round of layoffs and how Minnesota CEOs responded to the killing of Alex Preeti. Later, Rob rants about a terrible Anthropology department and Nadia applauds Walmart's unsolicited pay raises for pharmacy techs. Connect with us: Visit www.nazconsultants.com to learn more about Dr. Nadia Butt's work in leadership, culture, and organizational effectiveness, and check out http://www.tekanoconsulting.com/ to explore Rob Hadley's approach to data-driven inclusive strategy. Send us your thoughts or topic ideas at inclusivecollectivepodcast@gmail.comConnect with Sofia:https://www.instagram.com/sofia__haq/https://www.tiktok.com/@sofiahaqhttps://www.linkedin.com/in/sofiahaq/ https://sofiahaq.com/https://www.muslimwomenprofessionals.org/https://slauson.co/Follow Inclusive Collective LinkedIn: https://www.linkedin.com/showcase/inclusivecollective/ YouTube: https://www.youtube.com/@inclusivecollectivepodcast Instagram: https://www.instagram.com/inclusivecollectivepodcast/ Facebook: https://www.facebook.com/InclusiveCollective/ Connect with Nadia: https://www.linkedin.com/in/nadianazbutt/ Connect with Rob: https://www.linkedin.com/in/rob-hadley-utah/

Alan Pentz is convinced a wave of disruption is about to crash into small businesses—and he's doing everything he can to warn owners before it hits. He's writing, teaching, consulting, waving the red flag. He's just not sure anyone is ready to listen. “I don't know if you've seen Don't Look Up,” he says, “but it's kind of like that. The asteroid's coming—and everyone's still walking around like it's normal.” In our latest 21 Hats Brainstorm, Alan put his own future on the table. He asked a panel of owners to help him answer a hard question: Do business owners actually want help adopting AI? And if they do, what kind of help will they pay for? Is there a real, scalable business here—or just a lot of interest and polite nodding? And there's one more twist: Alan already owns a successful consulting firm. So he also has to decide whether this opportunity is worth jumping back into the startup grind to build another service-heavy business from scratch. This 21 Hats Brainstorm is brought to you by New Bridge Studios, which helps companies, creators, and causes connect their stories to the bottom line.

Most people think becoming a business owner means going "all in," risking your family, your savings, and your sanity. Scott did the opposite.   In this episode we break down how he moved from a high-paying W-2 career into ownership—step by step—by buying existing businesses, using smart tax strategy, and leveraging real estate instead of blind risk.   We cover: • Why buying existing beats starting from zero • How a long-term lease became a real estate power play • The tax planning most entrepreneurs never hear about • Building wealth without blowing up cash flow • What it actually takes to leave a W-2 safely   This isn't theory—it's a real roadmap for employees who want to become owners without gambling it all.  

It's estimated that organizations spend somewhere between 50% to 200% of an employee's annual salary to replace them, depending on the level and complexity of their role.Not only that, when someone leaves, it impacts morale, our organization, and ultimately our mission. So, it benefits nonprofits to keep our employees.In this episode, we talk to Rachel Platt, an HR leader and people strategist with  over 20 years of experience who helps nonprofits think through their entire talent lifecycle from hiring to exiting.We are exploring the reasons behind the seemingly normal high turnover in the nonprofit sector, the role of learning and development in reversing this talent loss, how to use this to get buy-in, and low-cost ways to develop and engage your staff.▶️ The Real ROI of Reducing Turnover (and How Training Helps) with Rachel Platt ▶️ Key Points:0:00:00 From in-house HR to Plattinum Consulting0:08:45 What's really behind high nonprofit turnover0:12:59 Low-cost ways to develop your staff0:17:55 The far-reaching benefits of training your staff0:24:06 How to get training buy-in from a retention POV0:29:04 What the best learning leaders are doingResources from this episode:Catch up with Episode 103: 5 Low-Cost Leadership Development Activities for Organizations with Tight Budgets.Also listen to Episode 168: Create Environments Where People Stay, Grow, and Thrive with Julie Winkle Giulioni.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!

Sources:https://www.returntotradition.orgorhttps://substack.com/@returntotradition1Contact Me:Email: return2catholictradition@gmail.comSupport My Work:Patreonhttps://www.patreon.com/AnthonyStineSubscribeStarhttps://www.subscribestar.net/return-to-traditionBuy Me A Coffeehttps://www.buymeacoffee.com/AnthonyStinePhysical Mail:Anthony StinePO Box 3048Shawnee, OK74802Follow me on the following social media:https://www.facebook.com/ReturnToCatholicTradition/https://twitter.com/pontificatormax+JMJ+#popeleoXIV #catholicism #catholicchurch #catholicprophecy#infiltration

Watch the YouTube version of this episode HEREAre you a law firm owner looking to hire new talent? In this episode of Maximum Lawyer Live, host Tyson Mutrux explores the challenges law firms face when hiring and onboarding associate attorneys. Tyson discusses the need for documented standards, regular feedback, and patience, highlighting that onboarding is a long-term investment in future capacity—not instant output.Hiring for law firms can be challenging, but it is important to understand onboarding and to have realistic expectations. This includes the concept of output versus capacity. When you hire new attorneys, you are not seeing instant capacity or input. You are buying future capacity. A new associate needs time to understand your core values and both learn and unlearn certain skills and tools. As a law firm owner, it is important to give someone the space to grow into a successful attorney.Defining success is very important when hiring new attorneys, especially if you want to retain your talent. It is your responsibility to define what success looks like. Think about what it looks like at the 30, 60 and 180 day mark. If this is expressed to your new attorneys, you can work with them to ensure they meet that mark. It is also important to not move the goalpost at all. This can really lead to new hires losing confidence in their ability to do well, causing them to leave to find other opportunities. Take a listen!1:19 Expectations of Onboarding7:08 The First 30 Days in a New Role.14:14 The “Why” Behind Firm Processes18:55 Hiring Experienced Attorneys22:04 The Importance of Defining Success Tune in to today's episode and checkout the full show notes here. 

Shoot us a Text.On this Saturday before NADA, Chris and Nathan join Kyle to talk about a recent car crash where a dealership jumped into action.When three-vehicle crash with a rollover happened directly outside the dealership, putting lives at immediate risk, team members from the Bob Ross Group Mercedes-Benz of Centerville jumped into action, checking on every driver and helping lift a trapped driver from an overturned van.Employees stayed on scene, ensuring all involved were safe and accounted for until first responders arrived.The moment reinforced that dealerships are often front-line community members, not just businesses behind glass doors.“What a great group of Good Samaritans you have there,” wrote one of the drivers involved, thanking the team for their quick, selfless response.Join Paul J Daly and Kyle Mountsier every morning for the Automotive State of the Union podcast as they connect the dots across car dealerships, retail trends, emerging tech like AI, and cultural shifts—bringing clarity, speed, and people-first insight to automotive leaders navigating a rapidly changing industry.Get the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/

The Constitution Study with Host Paul Engel – Later this year, the American people will hire, or re-hire, every member of the House of Representatives and one-third of the Senate, not to mention numerous state and local offices. I think this would be a good time to review just how Congress is doing and ask ourselves, should our current employees in D.C. keep their jobs?...

Book a free Discovery Call to see how we can help you hit your goals and beyond: https://bit.ly/3TvGiNW or call us at: (214)-453-1591 

Welcome back to The New Warehouse Podcast. In this episode, Kevin speaks with Dave Glick, Senior Vice President of Enterprise Business Services at Walmart. Glick oversees finance, technology, and operations, with a clear mandate centered on AI adoption in the enterprise.The discussion explores how large organizations move from experimentation to real usage by putting AI directly into employees' hands. Glick shares how access, leadership support, and cultural permission can turn AI into a daily tool rather than a side project, and highlights what it takes to manage change across a massive, complex organization.Find more information about our sponsors here: Peak Technologies, Masterplan Communications, TGW Logistics, YMX Logistics Learn more about The Brecham Group here. Follow us on LinkedIn and YouTube.Support the show

In this episode of The Workplace podcast, Matthew Roberts, Associate General Counsel for Labor and Employment at the California Chamber of Commerce, is joined by CalChamber Employment Law Counsel Vanessa Greene to discuss why now is the best time to audit, update, and rethink your handbook strategy.

Summary In this episode of The Accidental Entrepreneur podcast, host Mitch Beinecke welcomes Bill Holsten, a business mistake prevention specialist. Bill shares his journey from a successful career in marketing and innovation at Bayer Consumer Health to becoming an entrepreneur. He recounts how a simple backyard carnival game idea evolved into a business venture, leading to the creation of the Pitch Burst game. Despite initial success, Bill faced significant challenges, including product durability issues and customer complaints, which taught him valuable lessons about entrepreneurship and resilience.    Bill emphasizes the importance of learning from mistakes and shares insights from his research on the behaviors that lead to entrepreneurial errors. He discusses six key factors that contribute to mistakes, including stress, fatigue, and distraction, and introduces tools to help entrepreneurs avoid these pitfalls. As a SCORE mentor, Bill is dedicated to helping others navigate their entrepreneurial journeys, offering advice on business planning and the significance of self-awareness in decision-making. His experiences serve as a reminder that while mistakes are inevitable, they can be valuable learning opportunities if approached with the right mindset. Keywords entrepreneurship, business mistakes, mistake prevention, SCORE, business planning, resilience, product development, marketing strategies, small business advice, innovation Takeaways "Fixing mistakes is expensive. Preventing them is priceless." "You can think of the urban store owner who forgets to lock his door and things get stolen." "When you're under stress, you rush decisions without fully checking details." "Learning from others' mistakes is better than learning from your own." "A business plan is a working document that needs regular review." Titles Avoiding Business Blunders: Lessons from a Mistake Prevention Specialist From Carnival Game to Business: Bill Holsten's Entrepreneurial Journey Sound bites "Kick the snot out of it." "You could have licensed it." "Fixing mistakes is expensive. Preventing them is priceless." Chapters 00:00 Introduction to the Podcast and Guest 01:28 Bill's Background and Entrepreneurial Journey 05:28 The Birth of Pitch Burst: A Creative Solution 09:46 Challenges Faced with Product Durability 11:03 Redesigning for Success: Lessons Learned 15:08 The Importance of Customer Feedback 20:05 Understanding Mistakes: Bill's Research and Insights 25:05 Tools for Preventing Business Mistakes 26:59 Understanding Mistake Risk 28:33 The Journey of an Accidental Entrepreneur 30:33 The Importance of Mentorship 32:01 Navigating Business Decisions 34:12 Lessons from Product Development 37:45 Health and Entrepreneurship 39:43 Leveraging Technology for Business 41:00 Transitioning from Employee to Entrepreneur 42:14 Giving Back through Mentorship 44:47 Avoiding the Sunk Cost Fallacy 46:38 Final Thoughts on Mistake Management

In this episode, host Cami Eakins sits down with Dr. Tara Deliberto, clinical psychologist and co-founder of the AI mental health company Yuna.io, to explore how ethical, evidence-based AI can expand access to mental health support in the workplace. Dr. Deliberto shares her journey from academic research and clinical practice into product innovation, explaining how Yuna blends evidence-based practices with strong safety guardrails, HIPAA compliance, and cultural sensitivity to support employees between therapy sessions or as a first step toward care. Together, they discuss secondary trauma among helping professionals, the importance of accessibility for neurodiverse users, and how organizations can responsibly use AI to strengthen employee wellness while preserving the essential role of human connection in mental health.  

Meta earnings good. The street like the AI spending. Microsoft earnings bad. Why is growth in their cloud business not as robust all of the sudden? Elon is following through on taking Tesla all in on robots and AI. The AI inspired layoffs are NOT just for the tech industry. And are you actually technical enough to run that Clawdbot? Zuckerberg teases agentic commerce tools and major AI rollout in 2026 (TechCrunch) Microsoft stock drops 7% on slowing cloud growth, light margin guidance (CNBC) Tesla scraps models in pivot to AI as annual revenue falls for first time (FT) Dow to Cut 4,500 Employees in AI Overhaul (WSJ) Waymo robotaxi hits a child near an elementary school in Santa Monica (TechCrunch) Tiny startup Arcee AI built a 400B-parameter open source LLM from scratch to best Meta's Llama (TechCrunch) Clawdbot sheds skin to become Moltbot, can't slough off security issues (The Register) Learn more about your ad choices. Visit megaphone.fm/adchoices

Watch the YouTube version of this episode HEREAre you a law firm owner who needs advice on leading a team in a crisis? In this episode of the Maximum Lawyer Podcast, attorney and law firm owner Tiffany Webber shares the profound personal and professional impact of her law partner's sudden passing. She recounts the immediate aftermath, the challenges of leading her firm through crisis, and the lessons learned about resilience, leadership, and preparation. Tiffany shares her insights on leading a firm amidst losing a loved one. One thing is having the skill to be calm under pressure. You can't control when someone close to you passes, but you can control yourself and your reaction to something. As a lawyer, people come to you with answers, so it is important to know when to remain calm and collected. Another thing to have is a bias for action. Many people will sit back and analyze. They will wait to make a decision when they have received all the answers. But, in this field, you will never always have every piece of information. Sometimes, you need to make decisions in the moment with what you have.Having a good leadership team is crucial, especially when you as the owner have a lot of things on their plate. Other leaders in the firm can not only support you by taking on the additional load, but you can lean on them for support. Also, if you don't know something about a topic, having others as subject matter experts can be such an advantage. This also helps with succession planning, so someone can take over while you focus on other things.Listen in to learn more!2:06 Survival Guide for a Crisis4:12 Bias for Action12:03 Facing Discomfort18:00 Creating a Good Leadership Team20:46 Letting the Right People InConnect with Tiffany:Website Tune in to today's episode and checkout the full show notes here. 

January 29, 2026: Today a series of stories made it impossible to ignore how fast work is changing. Meta says AI now allows one employee to do the work of entire teams. Engineers at Anthropic and OpenAI say AI writes nearly 100% of their code. Amazon and Dow announced thousands of job cuts as they restructure for efficiency. And at the same time, companies are hiring storytellers to help cut through the growing flood of AI-generated content. In this episode of Future Ready Today, I connect the dots across these developments and explain what they reveal about shrinking teams, disappearing roles, changing career paths, and the rising importance of human skills in an AI-driven world. These aren't isolated headlines — they're signals of a deeper shift in how companies are redesigning work right now. I break down what's actually happening inside organizations, share the data behind these changes, and offer a futurist lens on what this all means for leaders, employees, and anyone trying to stay future ready.

One case decides everything.     To advertise on our podcast, please reach out to sales@advertisecast.com or visit https://www.advertisecast.com/TheJeffWardShow

4pm: Video Guest – Andrea Suarez – We Heart Seattle // The Homeless Head Count Has A Big Problem… // Amazon lays off 16,000 employees in major reduction of force // Amazon layoffs good news for home buyers? // Seattle's job market shrunk in 2025, marking first dip since Covid // Which theater will you be seeing “Melania” in this weekend?

Send us a textIn this video, My Amazon Guy discusses the importance of establishing strong "company core values" for "business success." We explore how these "core values in business" serve as a "moral compass" for your operations, guiding your "business strategy" and fostering a positive "company culture."

Send us a textIn this video, My Amazon Guy discusses the importance of establishing strong "company core values" for "business success." We explore how these "core values in business" serve as a "moral compass" for your operations, guiding your "business strategy" and fostering a positive "company culture."

Building a premium home services brand goes far beyond offering great marketing or competitive prices; it's about vision, culture, and empowering your team. In this inspiring episode of The Better Than Rich Show, host Mike Abramowitz welcomes legendary business leader and author Cameron Harold (“Vivid Vision”, “Double Double”, “The Second in Command”) for an actionable deep dive into scaling service companies, building lasting culture, and creating real leverage as an owner.  Cameron shares the mindsets and mechanics behind transforming 1-800-GOT-JUNK? from $2 million to over $100 million in six years—explaining five foundational levers every growth-minded business owner should master. The conversation covers vivid visioning, strategic price increases, “cult-like” cultures that attract top talent, free PR, operational delegation, and how leaders truly scale by investing in their people.   Timestamps: [00:00] Intro: Mike welcomes Cameron and sets the stage [00:31] Dream 100 goals, mastermind connections, and Cameron's business journey [09:30] How to make vision part of weekly and quarterly business rhythms [10:39] Why customers care about your growth mission [18:28] Selling to the true decision maker (female buyers) [19:41] Adopting tech early: online booking and increasing direct web sales [22:05] Reducing cost, increasing profits, and meeting modern buyer expectations [23:21] Leveraging PR: Press pitch angles and media momentum [28:30] Sharing wins for lasting impact—Cameron's “Digital Trifecta” method [30:15] The five timeless growth levers for any leader [33:42] Investing in your leaders: training, check-ins, and ongoing development [36:38] Operational skill-testing and real-world coaching for managers [39:08] The case for delegation and avoiding bottlenecks [41:21] Moving from tactician to business builder: mindset and peer learning [43:31] When to hire executive assistants, operations leadership, and COOs [45:14] Structuring your team for growth: revenue, then back-end support [46:12] Sales/marketing launch tactics: branding, visibility, and referral programs [48:31] Optimizing the sales funnel and identifying biggest leverage points [50:35] The importance of visibility on business metrics [51:15] “Better Than Rich”—Cameron shares his life philosophy [52:30] Contact info for Cameron and learning more about COO Alliance  [54:00] Mike's final gratitude and Cameron's closing thoughts  Key Quotes Vision without execution is hallucination. If you don't have an executive assistant, you are one. The path of least resistance is to delegate and grow your people. Employees will listen to an outside expert more than they'll listen to you. You'll always run a small business if you keep saying, I'm the only one who can do this.  Key Takeaways  ● Clarity of vision powers growth — Crafting a detailed “Vivid Vision” rallies teams and unlocks strategic direction. ● Charge like a premium brand — Raising your prices and positioning as the top tier creates margin for excellence and talent. ● Build a culture people want to join — Treat culture as a magnet for employees and customers, not just an internal perk. ● Free PR is your untapped megaphone — Pitching unique, repeatable story angles gets you noticed without a massive budget. ● Invest in your leaders to multiply results — Scaling happens when you consistently develop your managers and delegate with intention.  Links Mentioned  ● Cameron Herold Website: https://cameronherold.com/  ● COOALLIANCE Podcast: https://cooalliance.com/podcasts/  ● Cameron Herold's Books: https://www.amazon.com/stores/author/B00845CG2S/allbooks?ingress=0&visitId=ae58d421-3a31-4aa9-8c31-47281e3ee829&store_ref=ap_rdr&ref_=ap_rdr&ccs_id=9c67f461-05f2-4cbf-8974-49aa3571fad1  ● Better Than Rich BTR 

Subscribe to C-Speak so you never miss an episode. Listen on Apple Podcasts, Spotify, YouTube or wherever you get your podcasts.In this episode of PNC C-Speak, Stephen Kramer, CEO of Bright Horizons Family Solutions, discusses the mission and growth of Bright Horizons as the largest provider of employer-sponsored childcare. He shares insights into the challenges employers face with childcare, the impact of COVID-19 on early childhood education and his journey with entrepreneurship. Powered by PNC Bank.Download a transcript of this podcast.

Something New!  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/EP237  In episode 237, Coffey and DeDe Church discuss recent news items about how shifting economic conditions, technology, and leadership gaps are reshaping the employment landscape.  They discuss the realities of a “low-hire, low-fire” labor market; dehumanizing hiring processes and AI-driven recruiting tools; challenges facing early-career workers and liberal arts graduates; emerging roles created by artificial intelligence; the growing importance of soft skills like problem solving and communication; workforce restructuring, layoffs, and job hugging; employee disengagement and the great detachment; why strong frontline workers often struggle as supervisors; the risks of promoting without leadership training; transparency, feedback, and promotion decisions; and how kindness, accountability, and continuous feedback drive engagement.  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 three quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   Media mentioned in this podcast:  From AI bubble fears to the job market's ‘Great Freeze': Economists answer your biggest questions about 2026  Private-Sector Hiring Turned Positive in December After November Losses   Private Hiring Sank in November, ADP Says  US Bureau of Labor Statistics Occupational Outlook Handbook: Fastest Growing Occupations  The 2026 Job Market Outlook: Where the Jobs Are  Economists Are Studying the Slowing Job Market—and Feeling It Themselves  When Good Frontline Workers Make Bad Supervisors  Is Your Leadership Style Too Nice? The Friendship Recession: The Lost Art of Connecting Use Situation-Behavior-Impact (SBI)™ to Understand Intent  About our Guest:  DeDe Church is an attorney, employee relations counselor, workplace and University investigator, and nationally recognized trainer with more than 30 years of experience. She has trained thousands of employees and managers on how to create a productive, respectful culture for clients ranging from Fortune 50 companies to her favorite local pizza shop. Known for her humor and practicality, DeDe is often invited and then re-invited to deliver her high-energy workshops at distinguished conferences and to create videos for employee onboarding and annual training.  As an expert investigator, DeDe relies upon a depth of knowledge to find the facts without causing unnecessary disturbances. Witnesses often say they feel at ease when talking with her because of her approachable nature. In addition, DeDe is often retained to review investigation procedures and to train in-house HR and University professionals on investigation best practices. In recognition of her skills, DeDe has been retained to testify as an expert witness in employment cases more than 20 times by organizations including Uber, BP, and MD Anderson Cancer Center.  DeDe is a former Senior Assistant Attorney General for the State of Texas in the Civil Rights/General Litigation Division. During almost seven years there, she advised dozens of state agencies on the proper response to employee complaints, represented the State in over 30 trials involving discrimination in the workplace, and successfully argued before the Fifth Circuit Court of Appeals and the Texas Supreme Court. DeDe received the prestigious Presidential Citation from the President of the Texas State Bar in recognition of outstanding service to the citizens of Texas. Her Bachelor of Arts degree is from Louisiana State University, magna cum laude, and she received a Doctorate of Jurisprudence with Honors from the University of North Carolina School of Law in Chapel Hill, North Carolina.  DeDe Church can be reached at www.dedechurch.com https://www.linkedin.com/in/dede-wilburn-church-a71b748/  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 rec...

Plus: ASML Holding logs record quarterly orders as AI spending remains strong. And SoftBank could invest up to $30 billion more in OpenAI. Julie Chang hosts. Learn more about your ad choices. Visit megaphone.fm/adchoices

3699ai.ai to join our 100k Insider Ai club for FREE. Interview with former Ooen AI employee Zack Krass. Check his new best selling book on Amazon. https://a.co/d/eBpIlTEWhat a guy and book

Open Forum Deborah shared her struggles with a challenging supervisor and a potential career shift involving a pay cut but greater alignment with her calling, seeking guidance on discerning God's direction. Pastor Amos emphasized the difference between temporary roles and true calling, advising discernment and adaptability without over-investing one's full self in non-core roles. Stephanie, Sonja, Chinua, and Derrick shared workplace challenges, exploring the tension between professional roles and personal identity or vision. The group discussed the importance of submitting to leadership, recognizing when a role limits growth, and the balance between fulfilling job duties and spiritual calling. Yedidah and Regina highlighted the need for spiritual discernment when deciding to leave unhealthy workplaces, while Pastor Amos underscored the biblical principle of humility and not sharing deeper truths with those unreceptive, encouraging trust in God's timing and purpose. __________ Partner with Us: https://churchforentrepreneurs.com/partner Connect with Us: https://churchforentrepreneurs.com Leave a Comment: https://churchforentrepreneurs.com/comments __________    

In this episode of the Power Producers Podcast, host David Carothers sits down with Dan Sachkowsky, a business growth expert and founder of Big D Coaching. Recorded on location in Florida, this raw and unfiltered conversation traces Dan's roller-coaster journey from growing up in "the hood" of New Jersey to building and selling three companies for over $30 million—and losing everything in between. They dive deep into the trap of the "hustle culture," why most businesses are unsellable because the owner is the bottleneck, and how to transition from an operator to a true CEO. Whether you run an insurance agency or a service-based business, this episode is a blueprint for scaling without burnout. Key Highlights: The Bon Jovi Moment & The Bankruptcy Dan shares his powerful origin story. At 15, seeing Jon Bon Jovi's house challenged his father's limiting beliefs about wealth. Motivated by books like Rich Dad Poor Dad, Dan started his first business at 17 and made $3.8 million by age 24. However, the 2008 crash wiped him out, leading to bankruptcy. He explains how hiring a coach at 25 was the pivot point that allowed him to rebuild even bigger. Operator vs. Owner: Escaping the Bottleneck Most business owners think working harder equals more success, but Dan argues this leads to burnout and a business that cannot exist without them. They discuss the necessity of building systems and processes that allow the business to run while the owner steps back to focus on strategy and lifestyle. Employees vs. Teams Dan emphasizes a critical mindset shift: You don't have employees; you have a team. He and David discuss why hiring the cheapest labor off Indeed is a recipe for failure. True scaling comes from building a culture where people feel valued and part of a mission, not just a line item on a P&L. The "Show, Don't Tell" Era David and Dan discuss the shifting landscape of marketing. A static website with stock photos no longer works. To win in 2026, you must build a personal brand through video and social proof. David reiterates his commitment to "showing" his work by documenting his path to $1M in new revenue, rather than just talking about theory. Generational Wealth & Mindset The duo reflects on the differences between their generation's "grind" mentality and the younger generation's approach to leverage and passive income. They discuss how modern entrepreneurs are often involved in multiple ventures, taking smaller cuts of bigger pies to mitigate risk and maximize freedom. Connect with: David Carothers LinkedIn Dan Sachkowsky LinkedIn Kyle Houck LinkedIn Visit Websites: Power Producer Base Camp DanSachkowsky.com Killing Commercial Crushing Content Power Producers Podcast Policytee The Dirty 130 The Extra 2 Minutes

"Mr and Mrs Smith" have nearly $850,000 saved at age 43, but they're very concerned about retirement. "Lucy and Desi" are 58 and 64 with nearly $7 million saved, but they still lie awake wondering if it's enough for their high-expense life. "Tony and Carmela" are in a similar boat with millions saved at 61 and 59, but they're worried their asset allocation won't get them through their retirement. No matter the numbers, the fears sound exactly the same: will you run out of money in retirement? Turns out overcoming that fear is not about hitting a magic number. We'll find out what it's all about today on Your Money, Your Wealth podcast number 566 with Joe Anderson, CFP®, and Big Al Clopine, CPA. The fellas also spitball Roth conversions, long/short direct indexing capital gains tax strategies for "Juicy Squeeze", working after retirement for Wendi, and how one confusing word can completely change a retirement timing decision for "Jacques and Johana." Free Financial Resources in This Episode: https://bit.ly/ymyw-566 (full show notes & episode transcript) Withdrawal Strategy Guide - free download Financial Blueprint (self-guided) Financial Assessment (Meet with an experienced professional) WATCH 6 Signs You Truly Have "Enough" For Retirement on YMYW TV REQUEST your Retirement Spitball Analysis DOWNLOAD more free guides READ financial blogs WATCH educational videos SUBSCRIBE to the YMYW Newsletter   Connect With Us: YouTube: Subscribe and join the conversation in the comments Podcast apps: subscribe or follow YMYW in your favorite Apple Podcasts: leave your honest reviews and ratings   Chapters: 00:00 - Intro: This Week on the YMYW Podcast 01:01 - 43 With $850K. Am I Too Late to Build Enough Roth Money? (Mr & Mrs Smith, Dallas, TX) 11:29 - Nearly $7M Saved at 58 and 64. Do We Have Enough for a High-Spend Retirement? (Lucy & Desi, Jersey Shore, NJ) 23:38 - 61 and 59 With $4.5M Saved. Can I Retire Now With a 50/50 Portfolio? (Tony & Carmela, San Ramon, CA) 32:09 - Mid-50s with $685K Saved. Can One Spouse Retire While the Other Works? (Jacques & Johana, Florida) 38:53 - Are Long-Short Direct Indexing Tax Strategies Worth the Fees? (Juicy Squeeze) 47:04 - Should I Work as an Employee or Contractor After 70 on Social Security? (Wendi) 52:04 - Outro: Next Week on the YMYW Podcast