Podcasts about employees

How do you stay motivated in your career after years of success - and conquering so many mountains? How do you decide if taking on people management is the right move for you? How should you respond to an ambitious employee that you think needs to be more patient? In this episode, Muriel and her producer, Mary, answer listeners' questions to help leaders of all levels navigate the challenges they are facing. For further reading: A Guide to Motivating Yourself at Work: https://hbr.org/2023/07/a-guide-to-motivating-yourself-at-workThe 7 Hidden Beliefs That Hold Leaders Back: https://www.radicalcandor.com/podcast/hidden-beliefsHow Do I Stay Motivated After Surviving Layoffs? https://www.youtube.com/watch?v=wjy_GCrZTnQShould I Become a People Manager? https://medium.com/@fun_cuddles/should-i-become-a-people-manager-the-difficulty-of-identifying-management-potential-8fbfb534f0b1Want to stay connected? You can find Muriel here:Website: murielwilkins.comLinkedIn: @Muriel Maignan WilkinsInstagram: @CoachMurielWilkinsWant to be coached by Muriel?If you're facing a professional challenge, apply to be coached by Muriel on the Coaching Real Leaders podcast: Apply here Keep the conversation going:Join the Coaching Real Leaders Community where Muriel hosts live debriefs and Q&A sessions: coachingrealleaderscommunity.comGo deeper:Read Muriel's newest book, Leadership Unblocked: LeadershipUnblocked.comFor executive coaches:Learn more about Evolve, Muriel's immersive program for executive coaches: murielwilkins.com/evolveSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

For years, organizations could define a role and expect its responsibilities to remain relatively stable. Today, that assumption no longer holds.  AI is reshaping work. New skills emerge constantly. Responsibilities evolve faster than organizations can update job descriptions, job architectures, or compensation frameworks.  The result? Employees are doing work that doesn't match their job descriptions. Recruiters are hiring for skills that don't fit existing roles. Compensation teams are trying to benchmark jobs that seem to change every quarter.  So what happens when the work changes faster than the systems designed to define it?  In this episode, we explore why organizations need to rethink job architecture for a world of continuous change, how AI is accelerating skills evolution, and what HR leaders can do to build job frameworks that are flexible enough for the future.  Host:   Ruth Thomas – Chief Compensation Strategist, Payscale    Guest:   Katrina Kibben – Founder, Three Ears Media | Recruiting Trainer, Author, and Keynote Speaker  Episode resources: Watch recording: How to prevent offer and pay alignment issues that create hiring delays​ Watch recording: The right and wrong way to use AI in job descriptions

You Don't Need to Push Harder: Creating Capacity in Your Business with Lissy DonovanWhat if the thing holding your business back isn't your strategy?What if you simply don't have the capacity to implement it?Think about how many business owners start their day: wake up, grab the phone, check the email, answer the DMs, scroll for a minute, solve a problem, and we're working before our feet even hit the floor.Then the actual day begins.Clients need us. Employees need us. There are decisions to make, fires to put out, services to deliver—and somewhere in there, we're also supposed to find the time and energy to actually grow the business.In this episode of The Visibility Podcast, I'm joined by Lissy Donovan, business strategist, ICF PCC coach, and Certified Pumpkin Plan Strategist who specializes in working with therapists, physical therapists, medical practice owners, and other service-based business owners.Lissy has spent 16 years working with small business owners and eight years coaching around burnout recovery and capacity building. She's helped business owners grow 3–10x while creating businesses that don't require them to remain the single point of failure.And today, we're talking about capacity.Not another productivity hack.Not “drink more water.”Not “just hire someone.”We're talking about what it actually takes to create enough space—in your life AND your business—to think, make better decisions, implement the strategy, and build something that doesn't require every ounce of you.In this episode, we talk about:How your capacity as a human directly affects your capacity as a business ownerWhy constantly operating in reactive mode makes it difficult to growThe hidden cost of starting your day immediately responding to everyone elseWhat rest actually looks like for an entrepreneurWhy creating more capacity requires intentional actionThe uncomfortable truth that creating capacity may take MORE time and effort upfrontWhy waiting for business to “calm down” usually doesn't workHow to start creating space to work on your business instead of constantly working in itWhat happens when the owner becomes the single point of failureHow better capacity can lead to better strategy, better decisions, and ultimately a stronger businessHere's the truth:You probably aren't going to wake up one morning and magically have more time.Your inbox isn't going to empty itself. Your clients aren't going to stop needing you. And your calendar isn't suddenly going to hand you three uninterrupted hours to figure out the future of your business.At some point, we have to intentionally create that space.And Lissy gives us some fantastic places to start.https://www.lissydonovan.com/Join the newsletterYouTubeInstagramWant to strengthen your local visibility with LESS of your capacity?Grab my FREE Google Business Profile workshop. I'll show you what to do, where to do it, and how to optimize your profile so that when people in your community are searching for what you offer, your studio has a better chance of showing up.

Everyone was told to adopt AI, tried it, got burned — so why do enterprise AI rollouts keep failing? Jonathan Green talks with organizational strategist Rob Lion about the real reasons big AI initiatives miss: unrealistic expectations set by the hype, skipping change management, and the employee mindset of "make my job easier, but not so easy that I'm replaceable." Key Takeaways: • Most enterprise AI failures are change-management failures, not tech failures • The "promise of the commercials" sets expectations the rollout can't meet • If you skip how you roll it out, you bypass the most common path to success • Employees quietly resist: "make my job easier — but not so easy I'm replaceable" • Teach people the why and the workflow, not just "what's an LLM" Notable Quotes: "Make my job easier — but not so easy that I'm replaceable." — Rob Lion "When someone doesn't know what direction they're heading, the rollout's already in trouble." — Rob Lion Connect with Rob Lion: LinkedIn: https://www.linkedin.com/in/robertlion Website: https://blackriverpm.com Enjoyed this? Follow The Artificial Intelligence Podcast and share it with a leader rolling out AI.Connect with Jonathan GreenThe Bestseller: ChatGPT ProfitsFree Gift: The Master Prompt for ChatGPTFree Book on Amazon: Fire Your BossPodcast Website: https://artificialintelligencepod.com/  Subscribe, Rate, and Review: https://artificialintelligencepod.com/itunesVideo Episodes: https://www.youtube.com/@ArtificialIntelligencePodcast 

Started the week off with that horrifying flood in Tibet/Nepal, and then talked about the crazy Russia drones with no human operators. Also Pakistan nursery fire disaster, CIA head visits Moscow, King of Denmark dies, Dolly Parton RIP, Florida Shake Shack employee serves woman her burger with his genitals hanging out on the tray.

What happens when an AI agent follows your documented process perfectly, but that process bears little resemblance to how decisions are actually made? In this episode, I speak with Bill Wilson, Executive Head of Data and AI Solutions at NTT DATA UK&I. Bill oversees AI globally for NTT DATA's public sector work, giving him a close view of how governments are using AI while trying to manage risk, accountability, public confidence, and constrained resources. Bill offers a refreshingly practical test for any proposed AI system: is it competent, and what is the worst thing that could go wrong? He describes this potential consequence as the system's "blast radius." An AI assistant helping somebody understand a grant application presents a very different level of risk from an agent making decisions that affect employment, justice, taxation, or access to public services. We also discuss why companies can make a mistake before deploying their first agent. Automating an inefficient process simply allows the organization to perform the wrong work faster. Bill argues that teams should examine complete workflows, identify where several AI capabilities could produce a measurable result, and remain prepared to redesign the process as they learn. Another major problem is tacit knowledge. Employees frequently make decisions using experience that was never written down. An agent trained solely on formal documentation may therefore understand the official process while missing how the work gets done in practice. Bill explains how targeted questions, behavioral traces, feedback, and supervised learning could capture some of that reasoning. Public sector AI provides several useful examples. Bill discusses systems that process volumes of information beyond human capacity, emergency response work in Tennessee, and case management applications that gather information before a human reviews it. In these situations, AI can reduce administrative work and waiting times while leaving consequential decisions with people. But human approval alone provides no guarantee. If employees lose direct experience of the work, they may eventually approve whatever the system recommends. Bill compares this with airline pilots maintaining manual flying skills and describes how known test cases can reveal when reviewers are becoming overly trusting. For CIOs deciding which AI pilots should reach production, the advice is equally direct: choose work with measurable returns, group related use cases where their combined effect can be seen, learn from a varied set of deployments, and avoid building something a software provider is about to include in an existing product. As AI agents gain access to external information, internal data, and operational tools, how should your organization decide what they may do alone and when a person must intervene? Listen to the conversation and share your thoughts with me.

Watch the YouTube version of this episode HEREIn this episode of the Maximum Lawyer Podcast, Tyson Mutrux catches up with Christopher Nicolaysen of Springs Law Group to talk about scaling, marketing, hiring, and what changes as a law firm grows.Chris shares how his firm cut roughly $40,000 per month in advertising while continuing to increase new clients, why they are bringing SEO in-house, and how better intake training has improved conversion. Tyson and Chris also discuss the challenge of hiring higher-level people as a firm grows, lessons from the Hormozi event, deposition strategy, active listening, and the value of knowing when you already have the information you need.They also get into Springs Law Group's upcoming rebrand, website rebuild, office expansion, and the importance of creating systems that allow the firm to keep moving without everything depending on the owner.Listen in for a practical conversation about building a stronger team, spending smarter on marketing, and scaling a law firm with more intention.What You'll LearnWhy Chris decided to bring SEO in-house.How Springs Law Group reduced ad spend while increasing new clients.Why the $3M to $10M growth stage often becomes a people problem.How better intake training can improve conversion.Why active listening matters in depositions, trials, and leadership.How Chris is approaching the firm's rebrand, website, and expansion.Timestamps00:00 — Scaling Springs Law Group and bringing SEO in-house04:48 — The people problem that comes with firm growth07:10 — Lessons from the Hormozi event and MaxLawCon13:47 — Trial training, depositions, and active listening21:29 — Marketing, intake, rebranding, and expansion27:15 — Creating downtime and building consistency

Today’s show started with the big announcement that Lauren London has been cast to play Snoop Dogg’s late mother, Beverly Tate, in the upcoming Snoop Dogg biopic. The role is especially meaningful because Tate is credited with giving Snoop his famous nickname, and recent reports reveal the film will also feature actors portraying Tupac Shakur and Dr. Dre as it chronicles the rap icon’s rise to fame. The show also discussed Busta Rhymes’ settlement with a former assistant, ending a legal battle that began with allegations of unpaid wages and workplace misconduct. According to recent court filings, the dispute was settled for $25,000, a dramatic reduction from the nearly $6 million originally sought by the former employee. The conversation continued with Beyoncé’s remarks about natural beauty, authenticity, and self-confidence, as the superstar encouraged people to embrace individuality rather than chase perfection, a message that has resonated widely amid ongoing debates about beauty standards and social media pressure. The crew also unpacked the buzz surrounding Janet Jackson’s absence from the blockbuster Michael Jackson biopic, with new comments from nephew Jaafar Jackson suggesting Janet may have declined to be portrayed because she has considered telling her own story through a separate film project. Elsewhere, the show weighed in on a headline-making surrogacy dispute involving a critically ill newborn and debated who should have the final say when a surrogate and biological parents disagree about a child’s medical future. Website: https://www.urban1podcasts.com/rickey-smiley-morning-show See omnystudio.com/listener for privacy information.

On this week's Neutralizing Workplace Racism, we dissect a high-friction landscape where legal weaponization, systemic discrimination, and severe physical threats converge within the employment sector. This week's news reports validate our continuous thesis: as institutional systems fracture, workers face dual perils—coercive legal gag orders from above and unaddressed carceral violence from within their own operational spaces. We deconstruct the critical data blocks exposing how corporate entities use administrative maneuvers to silence complaints, cover up systemic bias, and manage workplace trauma THE CORES OF THIS WEEK'S BROADCAST TRANSMISSION: 1. The Gulf States Gumbo NDA Audit: We analyze the pervasive use of Non-Disclosure Agreements (NDAs) in Louisiana and abroad. We expose how corporations weaponize these severance clauses during terminations to permanently purchase a worker's silence, strip them of their public voice, and conceal ongoing systemic abuse across the job market. 2. The Washington Post Rehire Mandate: We deconstruct the landmark arbitration ruling ordering the corporate news giant to rehire a wrongfully terminated opinion writer. We evaluate this rare labor victory against arbitrary executive gatekeeping, analyzing the precise paper trails required to successfully counter a major corporate termination block. 3. The St. Louis Sheriff's Federal Settlement: We evaluate the structural resolution of 13 distinct racial discrimination and harassment charges filed with federal authorities against the St. Louis Sheriff's Office. We examine how municipal law enforcement agencies are forced to settle when confronted with unvandalized records of systemic workplace bias. 4. The Lodi McDonald's Employee Fatality: We review the raw data from the August 24, 2026, workplace shooting where a disgruntled fast-food worker opened fire on a coworker before being neutralized by arriving police units. We outline the severe failure of corporate security protocols and the expanding reality of physical workplace peril. Between weaponized legal contracts, corporate media firings, and active firearms exchanges on shift, maintaining a clinical, data-driven boundary remains your only valid metric of survival. Your absolute priority on the clock is not seeking institutional validation or relying on corporate "wellness" programs—it is enforcing a strict "Workplace Matters Only" perimeter, archiving your administrative receipts with absolute precision, and minimizing your daily footprint to exit your shift completely intact. #TheCOWS17Years #JusticeForSade #WorkplaceViolence #CounterRacism #SafetyFirst #GlobalWhiteSupremacy #Labor Call-In Number: 720.716.7300 Code: 564943#

FLORIDA FRIDAY - Floridaman exposes himself to customers while working at a Steak and Shake restaurant. Florida woman arrested for breast feeding her baby while very drunk. Floridaman punches a Chuck E. Cheese employee, who is a minor, for stealing his girlfriend and getting her pregnant. Florida woman scammed senior citizens and hiding the cash up inside herself. Weird AF News is the only daily weird news podcast in the world. Weird news 5 days/week and on Friday it's only Floridaman. SUPPORT by joining the Weird AF News Patreon http://patreon.com/weirdafnews - OR buy Jonesy a coffee at http://buymeacoffee.com/funnyjones Buy MERCH: https://weirdafnews.merchmake.com/ - Check out the official website https://WeirdAFnews.com and FOLLOW host Jonesy at http://instagram.com/funnyjones - wants Jonesy to come perform standup comedy in your city? Fill out the form: https://docs.google.com/forms/d/e/1FAIpQLSfvYbm8Wgz3Oc2KSDg0-C6EtSlx369bvi7xdUpx_7UNGA_fIw/viewform Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

What happens when the systems that helped your business grow become the things holding it back?For Rob Calvert, that question has become a central part of helping businesses navigate the realities of distributed teams.As companies moved from local offices to teams spread across states, countries, and time zones, the technology supporting them became increasingly complex. Devices need to be protected. Data needs to be secured. Employees need access to the tools they depend on. And workflows need to keep functioning even when the people using them may never meet in person.In this episode of Second Life Leader, Rob joins Doug Utberg for a wide-ranging conversation about distributed teams, cybersecurity, Apple-centric IT, software platforms, scalability, and the hidden complexity created when businesses build their operations around rigid systems.At the center of the conversation is a simple question:Are your systems flexible enough to survive the growth and change of your business?TL;DRThe goal isn't to eliminate problems. It's to understand which problems you're going to have and prepare for them before they become emergencies.Rob's perspective includes:* Distributed teams create new challenges around cybersecurity, devices, data, and intellectual property.* Avoid becoming completely dependent on one technology platform or vendor.* Balance user experience with security and scalability.* Moving data between platforms can be easier than recreating the workflows built around that data.* Every additional third-party tool can create another potential failure point.* Technology should support the way your business operates—not force your business into unnecessary rigidity.* Proof-of-concepts can expose problems and assumptions before implementation.* Complicated systems can make it harder for employees to consistently follow business processes.* Onboarding and offboarding become increasingly important as companies scale.* Major technology changes should be planned instead of compressed into an unrealistic timeline.* Sometimes the best immediate solution isn't making a bad situation perfect—it's creating enough room to eventually fix it properly.The goal isn't to build a system that never changes.It's to build a system that can change without breaking the business.Memorable Lines“You have to expect that some of these things are going to happen to you.”“You can't always win the battle. We very much believe you've got to pick the right tool for the job.”“There is no way to expand a business without something being painful.”“The technical decision is almost always the easiest one. Hardest one is the cultural impact and the work impact.”“Every time you have to insert a third-party app into a workflow, that is a place where you are dependent on them staying up to date.”“The worst way to deal with the problem is to ignore it.”“I can make your situation suck less, but I can't make it good in the timeline you're giving me.”Guest: Rob CalvertRob Calvert is the founder of Second Son Consulting, an Apple-centric IT consulting firm. He has been working in outsourced IT for more than two decades, helping businesses manage Apple environments, distributed teams, cybersecurity, devices, and technology systems.His experience includes helping organizations adapt as their teams become increasingly distributed and as businesses scale across states and countries.Rob also participates in the Mac Admins community, a global community of IT professionals focused on sharing knowledge, tools, and experience.Why This MattersFor founders, executives, and growing companies, technology decisions can look deceptively simple.Which platform should we use?Can we eliminate this subscription?Can we move everything into one system?Can we customize this workflow?But underneath those questions are people, processes, security requirements, company culture, and dependencies that can become increasingly difficult to change.A system that works for a small company may not work the same way when that company reaches hundreds of employees.A workflow that seems efficient today can become a bottleneck tomorrow.And a platform that appears cheaper can sometimes introduce additional tools, dependencies, and security gaps that make the overall system more complicated.One of the biggest ideas in this conversation is that the technical decision isn't always the hardest decision.The harder question is what happens to the people and processes around that technology.When businesses change systems, they're not just moving data.They're changing how people work.And the more complicated the system becomes, the more difficult it can be for employees to consistently execute the processes required to keep it working.For growing businesses, the lesson is simple:Don't wait until the system breaks to discover how difficult it is to change.Plan for the problems.Build flexibility into the system.And give your business enough time to make changes properly.You can't eliminate the pain that comes with growth.But you can decide whether that pain becomes a crisis—or simply part of the process of building something that lasts.Listen to the full conversation with Rob Calvert on Second Life Leader. Get full access to Second Life Leader at www.dougutberg.com/subscribe

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos About: I'm joined by two leaders who have built careers around one simple idea: great businesses are built by great people. First is Josh Robinson, a transformational executive with more than 20 years of experience leading finance, technology, and business strategy across organizations ranging from $50 million to $7 billion in revenue. Josh is known for building high-performing teams, creating cultures that attract top talent, and helping companies think big, start small, and scale fast. Joining him is Mike Nathan, a Navy veteran, entrepreneur, investor, and startup builder who's helped launch, advise, and invest in more than a dozen companies across industries. From Search & Rescue Swimmer to founder, board member, and operator, Mike believes that business is one of the most powerful vehicles for creating meaningful impact for people and communities. Together, Josh and Mike bring an incredible combination of operational excellence, entrepreneurial grit, and people-first leadership. I'm excited to dive into their journeys, what they've learned building companies and cultures, and where they see the future of work and leadership heading next. Key Takeaways: Not every high performer should become a manager. Companies need meaningful advancement paths for strong individual contributors instead of forcing them into leadership roles they may not want or be equipped for. Leadership is less about having every answer and more about building the right team. Great leaders trust subject-matter experts, ask better questions, and create the conditions for others to execute. Authenticity builds more trust than pretending to know everything. Employees respond better to leaders who admit what they do not know and work alongside the team to find the answer. Conviction can matter as much as competency. Skills may get someone through the interview process, but genuine belief in the company's mission determines whether they will remain committed when things get difficult. A founder's ability to delegate is a critical indicator of scalability. Founders who constantly say “I,” control every decision, and cannot step away will eventually become the bottleneck in their own business. Raising capital should serve a specific goal, not someone's ego. Companies should pursue funding when it accelerates product development, sales, expansion, or a planned exit, not because announcing a major round has become a status symbol. AI is creating the rise of the “Army of One.” Individuals and small teams can now use AI, outsourcing, and personal branding to produce the output and profitability once associated with much larger organizations. Take the “Army of One” seriously, but not literally. AI can dramatically increase individual productivity, but growing companies will still need talented people when complexity, scale, and human connection demand them. Replacing employees with AI is often the wrong strategy. The greater opportunity is to give employees AI tools, remove repetitive work, and redeploy people into more valuable roles that improve service and generate revenue. The professionals who thrive will combine expertise with AI fluency. Human judgment, technical knowledge, and relationship skills will remain valuable, but people who fail to learn how to apply AI within their field risk being left behind.     Chapters 00:00 Introduction to Leadership and Impact 01:43 Personal Leadership Journeys 05:19 The Role of Individual Contributors vs. Leaders 08:12 Evolving Beliefs About Leadership 09:48 Hiring Talent vs. Building Executable Teams 12:44 Evaluating Founders and Their Potential 14:43 Post-Mortem Analysis of Failed Startups 15:52 The Right Time to Raise Capital 17:52 The Army of One Myth and AI's Role 26:51 AI's Impact on Jobs and Company Culture 32:28 The Importance of Human Expertise in a Tech-Driven World 33:16 Hiring for Heart: The Key to Successful Interviews 35:21 Assessing Compatibility: The Role of Personality in Hiring 37:49 Radical Transparency in Leadership and Its Challenges 41:33 Risky Decisions: Career Moments That Changed Everything 45:06 Debunking Business Clichés: What Needs to Die 47:40 AI: Signal or Hype? Perspectives on Job Disruption 51:57 Investing in Healthcare: The Future of Tech-Enabled Solutions 54:13 Legacy: What Do We Want to Be Remembered For? 55:36 Defining Success: Balancing Personal and Professional Life    

A garage full of Ethereum rigs once set a house on fire, and that was only the warmup. Rakesh Agrawal and Lloyd Kirchner run Piping Technology & Products, a 50 year old Houston manufacturer where 100 employees now build their own AI agents and a welding cobot just got unveiled to 450 people on the shop floor. Cut cables in West Texas, new collar jobs, Pope Leo, and why the guy with the pickup truck had every reason to be nervous.Click here to watch a video of this episode.Join the conversation shaping the future of energy.Collide is the community where oil & gas professionals connect, share insights, and solve real-world problems together. No noise. No fluff. Just the discussions that move our industry forward.Apply today at collide.ioClick here to view the episode transcript. 00:00 The house fire05:07 A cryptic DM about dad's company06:15 What Piping Technology makes09:56 Family business and the second chair12:43 Every tech wave since dial up17:02 Getting AI to actually spread20:14 The guy who cut the cables24:04 Unveiling a welding cobot26:16 Pope Leo and new collar work35:32 Agents on the quoting desk42:22 The CIO problem44:22 Letting Claude psychoanalyze you49:04 Guardrails and permissions53:11 Five years out57:56 Intention and actionhttps://twitter.com/collide_aihttps://www.tiktok.com/@collide.iohttps://www.facebook.com/collide.iohttps://www.instagram.com/collide.iohttps://www.youtube.com/@collide_iohttps://bsky.app/profile/collide-ai.bsky.socialhttps://www.linkedin.com/company/collideai

Heather Dunn, Chief People Officer at Brex, joined us on The Modern People Leader. We talked about Brex's rapid acquisition by Capital One and how Heather led through diligence, communication, and integration.----  Sponsor Links:

In Massachusetts, Lindsay Clancy's defense attorney grills final prosecution witnesses after they testify that she knew right from wrong when she killed her children. In Florida, a verdict has been reached in the trial of Mario Fernandez Saldana, a man accused of arranging the fatal shooting of his wife's ex-husband, Microsoft employee Jared Bridegan. In Dateline Round Up, the trial is underway for Duane "Keefe D" Davis, accused of orchestrating the 1996 shooting that killed rap legend Tupac Shakur. Donna Adelson, the Florida grandmother convicted of murdering her former son-in-law FSU law professor, Dan Markel, is asking for a new trial. Plus, a psychiatrist breaks down postpartum psychosis. This episode discusses suicide. If you or someone you know is in crisis, call the Suicide & Crisis Lifeline at 988 or visit 988lifeline.org for more resources. Listen to season 5 of the Dateline: Missing in America podcast: https://swap.fm/l/miafdlw. Find out more about the cases covered each week here: www.datelinetruecrimeweekly.com. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The show also discussed Busta Rhymes’ settlement with a former assistant, ending a legal battle that began with allegations of unpaid wages and workplace misconduct. According to recent court filings, the dispute was settled for $25,000, a dramatic reduction from the nearly $6 million originally sought by the former employee. See omnystudio.com/listener for privacy information.

Busta Rhymes settled with a former assistant, ending a legal battle that began with allegations of unpaid wages and workplace misconduct. According to recent court filings, the dispute was settled for $25,000, a dramatic reduction from the nearly $6 million originally sought by the former employee. The conversation continued with Beyoncé’s remarks about natural beauty, authenticity, and self-confidence, as the superstar encouraged people to embrace individuality rather than chase perfection, a message that has resonated widely amid ongoing debates about beauty standards and social media pressure. See omnystudio.com/listener for privacy information.

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Get the 200+ Page Optimal Living Daily Workbook (PDF) - Free. Want to turn today's episode into an actionable plan? Join the Optimal Living Weekly newsletter and I'll send you our 200-page digital workbook immediately. It's packed with the best takeaways from the show, formatted for easy reading and implementation at home. Get your free PDF workbook here: https://oldpodcast.eo.page/join Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com Episode 2157: Michael Levitt shares a practical framework for onboarding new employees, starting with defining exactly what the process needs to cover. He recommends handling paperwork before day one, using a learning management system for training, building in a tour and introductions, and scheduling a follow-up after the first week. Better onboarding, he argues, creates a better experience for the new hire, their manager, and the wider team. Read along with the original article(s) here: https://www.breakfastleadership.com/blog/onboard-new-employees-more-effectively-with-these-tips Quotes to ponder: "Employee onboarding doesn't end on the first day." "You don't need to wait until your employee's first day to get started with onboarding." "Better onboarding helps to create a better employee experience." Optimal Work Daily is a daily career advice podcast where we narrate the best articles on productivity, entrepreneurship, and work-life balance, read to you by a professional narrator so you can grow your career a little more every day. Learn more about your ad choices. Visit megaphone.fm/adchoices

In Massachusetts, Lindsay Clancy's defense attorney grills final prosecution witnesses after they testify that she knew right from wrong when she killed her children. In Florida, a verdict has been reached in the trial of Mario Fernandez Saldana, a man accused of arranging the fatal shooting of his wife's ex-husband, Microsoft employee Jared Bridegan. In Dateline Round Up, the trial is underway for Duane "Keefe D" Davis, accused of orchestrating the 1996 shooting that killed rap legend Tupac Shakur. Donna Adelson, the Florida grandmother convicted of murdering her former son-in-law FSU law professor, Dan Markel, is asking for a new trial. Plus, a psychiatrist breaks down postpartum psychosis. This episode discusses suicide. If you or someone you know is in crisis, call the Suicide & Crisis Lifeline at 988 or visit 988lifeline.org for more resources. Listen to season 5 of the Dateline: Missing in America podcast: https://swap.fm/l/miafdlw. Find out more about the cases covered each week here: www.datelinetruecrimeweekly.com. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

You hired them. You pay them every two weeks. Most of them are looking for ways to do as little as possible without losing the paycheck. It is not a few bad apples. And it did not start with COVID. Kevin Burr owns Barracuda Staffing and Consulting. His companies have made more than 14,000 hires. Clarence brought him on to answer one question: when most workers show up checked out, what does a small business owner actually do about it? In this episode: 80% of workers now show up actively disengaged. That means looking for ways to avoid the work while keeping the job and the paycheck. If you have more than three employees, you need a handbook. The employment laws apply whether you think you are big enough or not. Culture is not something you chase. You run your business through your people, and culture is what comes out the other side. Listen now to discover why 80% of workers show up checked out, and the one question you can ask this week that will tell you everything about your team's culture. Access the show notes here: LocalMarketMonopoly.com If you'd like to reach out and say hi, you can find Clarence @ClarenceFisher on Instagram, Twitter, Facebook, or LinkedIn.

This episode was sponsored by Cardiff & Primary.net   LightSpeed VT: https://www.lightspeedvt.com/ Dropping Bombs Podcast: https://www.droppingbombs.com/ Today's Dropping Bombs episode delivers raw tech-and-money energy with Ken Cox, a self-taught computer prodigy since age seven who mined bitcoin for fractions of a penny and built Primary.net, a privacy-first AI platform where your data is encrypted, never shared, and never used to train anyone else's model.   Ken breaks down how AI agents are already automating sales outreach, accounting, and customer service — replacing order-takers while turning everyone else into leverage — and the simple rule that shrank his own company from 175 employees to three: if it can be automated, it will be.   His book Loading Identity, written entirely with AI, drops soon — and this episode is the wake-up call for anyone still waiting to get started.  

Every practice owner will eventually face one of the most difficult leadership decisions: letting an employee go. Partner Grace Lee joins us as we share the story of a medical aesthetics practice owner who waited too long to address a struggling employee, leading to patient complaints and a more difficult situation. Tune in to learn why successful employee terminations begin long before the termination meeting. Discover strategies to address performance issues, build a strong documentation process, and navigate employee separations in a way that protects your practice and reduces legal risk.  Chapters:00:00 Intro00:36 Banter04:56 Story09:17 Access+09:52 Legal Takeaways29:22 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

What if the reason nobody applies has nothing to do with what you pay? In new research across the United States and Canada, concerns about physical safety ranked as the number one barrier to even considering a job in manufacturing. Pay came in fourth. Trevor assumed that was a perception problem, an old black-and-white picture nobody had bothered to correct. So he went looking for proof, and could not find any. The people closest to the industry name safety right alongside everybody else. What he found instead was a gap inside the plant. Employees named physical safety at forty percent. Managers, forty. Executives, thirty-three. The people who approve the capital are the least likely to name the barrier keeping people off the floor, and it is not because they do not care. An executive learns about the floor through a report and a recordable rate. An operator learns about it through their body. Same plant, two completely different pictures. Trevor tells the story of a hundred-person meeting where somebody raised a hand to say he could not get gloves, and what it took to find out why. Then three questions to take back to your plant. A practical look at manufacturing recruiting, the manufacturing labor shortage, and manufacturing team leadership for plant managers, operations leaders, and frontline supervisors.

How do you walk into a company of nearly 800 people as its first-ever president and win over the ones who wanted your job?We are bringing this one back because it keeps landing with second-in-command leaders. Cameron sits down with Sameer Kazi, the first president in ActiveCampaign's history, who joined a fast-growing company of nearly 800 people and had to earn trust from day one.Sameer traces his path from employee 200 at ExactTarget through the Salesforce acquisition, KKR, Bessemer, and running Cheetah Digital, then unpacks how he split responsibilities with the CEO, why he brings non-finance leaders close to the numbers, and how he decides with incomplete information.If you are stepping into a senior seat or scaling a business without losing its edge, this one is worth the revisit. Listen now.Sponsored by:This episode is brought to you by our Silver Sponsor, Next Level Growth.They help COOs and leadership teams build Elite Organizations through a proven, customizable framework built around the Five Obsessions of Elite Organizations.If you and your leadership team are ready to operate at the next level, take the Elite Organizations Assessment and receive a free 20-page customized report based on your answers, plus a complimentary one-hour coaching session with a Next Level Growth Partner and Business Guide to begin implementing tools that will help you build an even more elite business.Complete the assessment here to get started - nextlevelgrowth.com/cooassessmentTimestamped Highlights02:35 Employee 200 at a "tiny little company" called ExactTarget03:15 Filing an S-1 in 2008, right as the markets fell apart03:50 Why the growth never actually slowed down05:37 The years between Salesforce and ActiveCampaign08:50 Walking into KKR and asking, "Barbarians at the Gate?"10:38 The boardroom lesson from a business with declining growth12:38 What an MBA is actually good for13:38 Reading Salesforce's income statement before SaaS was cool14:48 The 54% lever that only works while growth holds15:52 Quitting his job to raise money with twins on the way16:32 Why ActiveCampaign came looking for him19:23 Why the role was never about empire building21:46 Winning over the people who wanted his seat25:11 How you know when you know enough to decide26:24 What ActiveCampaign really does34:47 Why every non-finance leader should learn the numbers37:25 The advice he would give his 21-year-old selfAbout the GuestSameer Kazi was serving as President of ActiveCampaign at the time of this recording, the first person to hold that title in the company's history, reporting to founder and CEO Jason VandeBoom. A veteran SaaS operator, he was an early executive at ExactTarget (employee 200) through its acquisition by Salesforce and ran EMEA operations from London. He later served as interim CEO of Simply Measured and CEO of Cheetah Digital, and worked alongside investors including KKR and Bessemer. He holds an MBA and describes himself as a sleeves-rolled-up, sweat-the-details operator. Sameer is now the Chief Executive Officer at Pantheon Platform.

What if the biggest threat to your wealth isn't how much you make—but what you were never taught about keeping, protecting, and multiplying it?Marvin Mitchell returns to Inside the Vault with Ash Cash to break down the wealth strategies most people never learn in school, at work, or from the traditional financial system.After more than 20 years as a financial advisor, Marvin says the biggest shift is not always learning something new—it's unlearning the financial habits that keep people retirement rich but cash poor.In this episode, Marvin breaks down the difference between a debtor, saver, and wealth creator; why your money can't grow beyond your mindset; how wealthy people use leverage instead of constantly liquidating assets; and why high earners can still struggle with lifestyle creep.He also opens up about receiving a $1.3 million tax bill and says that after investing in high-level tax expertise, he was able to reduce the bill to under $200,000. Then the conversation turns to AI.Marvin says his coaching business generated $12 million without a single U.S. employee—using AI and overseas team members to keep payroll low while scaling operations. He explains why entrepreneurs should learn tools like ChatGPT, Grok and Perplexity, and why AI should be treated as an amplifier for your knowledge instead of just a shortcut. Marvin and Ash also discuss mentorship, real estate tax strategies, trusts, estate planning, infinite banking, protecting wealth across generations, and why the answer to your next level may not be “how”—it may be “who.”Learn more from Marvin: Instagram: @marvinmitchellofficial TransformYourWealthChallenge.comInside the Vault: @insidethevault InsideTheVaultShow.comHost: @iamashcash IAmAshCash.comABUNDANCE IS YOUR BIRTHRIGHT.Join Ash Cash and a community focused on building wealth, increasing income, strengthening your mindset, and creating a more abundant life:TheAbundanceCommunity.comTIMESTAMPS00:00 – AI, leverage & the wealth rules nobody teaches 02:17 – Welcome to Inside the Vault 03:23 – Marvin returns after the viral infinite banking episode 04:50 – Who is Marvin Mitchell? 05:48 – What people need to unlearn about money 07:13 – Retirement rich but cash poor 09:01 – Debtor, saver or wealth creator? 10:06 – The 3 money identities 11:05 – Opportunity cost & making money work multiple times 12:06 – Lifestyle creep 12:30 – Budget vs. spending plan 13:14 – Foundation, core & speculative wealth 13:48 – Emergency funds, insurance & protection 14:17 – Building the “boring” core 15:02 – Why YOU are the best investment 16:21 – Can you inherit wealth and keep it? 17:01 – Your money cannot grow beyond your mindset 18:35 – “If you want more, be more” 19:27 – How the IRS can destroy wealth 20:18 – Marvin's $1.3M tax bill 21:41 – Cutting $1.3M to under $200K 22:17 – What schools and jobs don't teach you 23:30 – Why Marvin believes in investing in mentorship 24:00 – The $80 paycheck that changed his thinking 25:10 – $100K mentorships and million-dollar returns 26:03 – The parable of the talents 27:23 – Why the master was the real wealth creator 28:27 – The answer isn't “how”—it's “who” 29:18 – How to avoid fake gurus 30:29 – Look at the fruit AND the infrastructure 31:59 – Should you pay for mentorship? 33:00 – Marvin's mission to become the “Black Dave Ramsey” 33:58 – The Transform Your Wealth Challenge 34:13 – Wealthy people leverage instead of liquidate 34:34 – Real estate tax strategies & cost segregation 35:16 – How the 5-day challenge works 42:54 – Giraffes, turtles & protecting big dreams 44:24 – How to take advantage of the wealth transfer 44:32 – Learn AI 45:02 – Using AI as employees 45:20 – $12M business with no U.S. employees 45:43 – “AI is not here to take your job” 46:42 – AI is an amplifier 47:07 – Marvin's AI business-planning prompt 48:08 – Is becoming your own bank still relevant? 48:49 – Revocable vs. irrevocable trusts 50:11 – Spendthrift, special needs & charitable trusts 54:05 – Why Compass Retirement is becoming Compass Wealth 55:05 – “Abundance is your birthright” 55:55 – Connect with Marvin 56:23 – Join the Transform Your Wealth Challenge 57:04 – Closing the VaultAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

What if the best way to build a successful law firm is to stop doing things the way law firms have always done them?In this episode of the Maximum Lawyer Podcast, Tyson Mutrux is joined by Jonathan Merel, founder of Merel Family Law, for a wide-ranging conversation about technology, culture, leadership, and what it actually takes to grow a law firm.Jonathan shares how he has built a 20+ lawyer family law firm by questioning some of the legal industry's oldest assumptions. Tyson and Jonathan discuss the opportunities and ethical concerns surrounding AI, why law school still leaves lawyers unprepared for the business of law, and why grades and credentials do not necessarily predict who will become a great lawyer.They also dig into Jonathan's approach to building a firm people actually want to work for. From creating a modern office environment and investing in personal brands to hiring an in-house divorce coach, developing future leaders, and giving employees room to grow, Jonathan has intentionally built around the people inside the firm.The goal isn't simply to grow a bigger law firm. It's to build a firm where great people can build great careers, clients receive a better experience, and the business can continue growing without losing the human element that made it successful in the first place.What You'll LearnHow Jonathan is using AI without losing the human side of practicing law.Why law school may not prepare lawyers for the business of running a firm.Why personality, emotional intelligence, and business development can matter more than grades.How Jonathan built a stronger culture by doing things differently from the firm he left.Why investing in your people can become one of the biggest drivers of law firm growth.Timestamps00:00 — Using AI without losing the human side of law08:46 — Why law school needs to teach the business of law13:20 — What actually makes a great lawyer29:24 — The bulldog vs. the fox in family law33:02 — Leaving a firm to build something better39:22 — Building a people-first law firm culture42:44 — Why Jonathan hired an in-house divorce coach63:22 — What still drives Jonathan after 17 years in businessConnect with JonathanLinkedIn Website

We've been taught to picture career growth as a straight line upward. That's not how careers actually unfold. In this episode of HR Superstars, Karina Young speaks with Brittany Storie, Product Advisor and Sales Leader at AllVoices. They discuss how HR leaders can build a more flexible approach to career growth in a workforce where linear paths are no longer the norm. Brittany shares why companies should be honest about the fact that employees may eventually leave—and how that honesty can build trust, strengthen performance, and create lasting alumni relationships. She also explains how employees can take ownership of their growth and what HR leaders can do to create more human workplaces. You'll learn: How to talk openly with employees about their growth at the company How HR leaders can think beyond the org chart for employee development Why hiring needs to recognize nonlinear resumes and nontraditional career paths Join us as we discuss: (00:00) Meet HR Superstar: Brittany Storie (02:58) The traditional career ladder is outdated (06:19) How to build trust with new hires about career growth (11:24) The value of a strong alumni network (13:28) Going beyond traditional paths for employee development (17:22) Psychological safety and trust with employees (22:06) Hiring for nonlinear, nontraditional career paths (27:42) The need for internal champions to drive culture change Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, or tune in on our website. Original podcast track produced by Entheo. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player. Hear Karina's thoughts on elevating your HR career by following her on LinkedIn: https://www.linkedin.com/in/karinayoung11/ Download 15Five's Employee Engagement Playbook: https://www.15five.com/ebook/engage-to-excel-15fives-employee-engagement-playbook/?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2_2023_Podcast_CTAs&utm_content=Employee For more on maximizing employee performance, engagement, and retention, click here: https://www.15five.com/demo?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2-Podcast-Ads&utm_content=Schedule-a-demo Brittany Storie's LinkedIn: https://www.linkedin.com/in/brittanystorie/

Jassifer finds herself accidentally double-booked... while responsible for the seven youngest Cottonbottoms! Thank you to everyone who helps make the show! Including our network, Lore Party, and our patrons on Patreon.com/trynottodiepod! Special thanks to our most important and esteemed patron, our Employee of the Month, Pat, who always makes sure we follow OSHA standards. We REALLY don't want to. Sound Effects:“Book Sounds” - Allsounds/Audionauti“Battle with Monsters and Magic” - Michaël Ghelfi“Arrow-strike” - plantmonkey“Record Scratch” - Luffy“Door opening 1” - Bowen707“Cellphone-buzz-vibrate-double-fast-table” - framing-noise“Crashing” - smmassuda“Phone-dial” -breviceps “Small Marketplace” - Sword Coast Soundscapes “39 minutes of NYC Subway Sounds” - Relaxing Recordings“Time-slow-down” - patricklieberkind “Time-stop” - damnsatinist “Portal-idle” - couchhero“bamf” - themfish“Crowd-boo” - deleted-user-2104797“Subway-door-close” - tweeterdj All sound effects from ⁠Freesound.org⁠, unless listed under AllSounds/Audionauti, background sound effects, Free Audio Zone, Fun With Sound, Gaming Sound FX, Live Wallpaper Master, Lord Sandwich, Michaël Ghelfi, OmarSounds, Relaxing Recordings, Royalty Free FX, Sound Effect Database, Studiomod, Sword Coast Soundscapes, or Viral Vids NL. Additional sound effects by Noah Perito. Learn more about your ad choices. Visit megaphone.fm/adchoices

For decades, the standard HR playbook has been attract, retain, develop. Jason Desentz thinks the order is wrong.As Chief Human Resources Officer of Toshiba America, Desentz starts with the people already inside the business. In technical fields where experienced employees can take a year or more to train, retention is not simply an HR metric. It affects how quickly a company can grow, respond to new demand and capitalize on emerging markets. That equation is becoming even more important as AI infrastructure drives investment in energy and advanced technology while manufacturers compete for a limited pool of skilled technical talent. Desentz brings an unusually business-first perspective to HR. He evaluates people decisions against ROI, challenges his team to experiment with AI, and argues that HR leaders need to understand the technology, operations and economics of the companies they serve. At the same time, his approach is deeply human: listen to employees, get creative about the employee experience, invest in development and give people opportunities to try something new. From rebuilding pathways into manufacturing to preparing 6,000 Toshiba employees across the Americas for AI, this conversation explores what changes when people strategy becomes business strategy. In this episode:Why the return of U.S. manufacturing is colliding with a technical talent pipeline weakened by decades of offshoringHow AI-driven data centers are creating new workforce demand across energy, infrastructure and field serviceWhy Desentz puts retention before attraction when thinking about talent strategyHow Toshiba evaluates the ROI of retaining highly specialized employees who can take more than a year to trainWhy CHROs need to understand the CEO, operations, technology and business economics, not just HRHow high-school co-ops, technical education and experiential learning can rebuild pathways into manufacturing careers3 Big Takeaways1. Your workforce strategy is part of your growth strategy. Toshiba sees significant opportunity as AI and data-center investment drives demand for energy generation, storage and infrastructure. But capturing that opportunity requires having specialized technical talent available when demand arrives. For a CHRO, workforce capacity becomes a strategic constraint that has to be planned alongside growth.2. Calculate the business value of retaining technical expertise. Some Toshiba field-service employees require more than a year of training to service complex equipment. Desentz estimates losing one could cost roughly $100,000, before accounting for the time required to rebuild that expertise. That changes the economics of retention: spending creatively to improve an employee's experience can be far less expensive than replacing specialized capability.3. Build AI capability by giving employees real problems to solve. Toshiba launched a six-course AI-readiness curriculum through Toshiba University, but Desentz didn't stop at instruction. His HR organization formed teams to build AI agents around actual business needs, including payroll, attendance and recruiting. Employees learned the technology by applying it, while Toshiba surfaced tools it could potentially deploy in the business.We want to hear from you! Send us a text.Instagram - Facebook - YouTube - TikTok - Twitter - LinkedIn

Constant tech shifts and viral noise are quietly exhausting your workforce and killing critical thinking.In the latest HR Leaders Podcast episode, I spoke with Laura Maffucci, Head of HR at Globalization Partners. She explains why HR cannot rely on corporate spin, unvetted AI add-ons, or forced office returns during times of rapid change.Most organizations do not lack technology tools. They lack transparent communication, psychological safety, and a clear process for building learning agility. And even when tools are enabled, a harder question remains:Are you actually solving an operational problem, or just adding tool overload?5 things you'll learn from this episode:The unconventional quarterly award designed to celebrate smart operational failuresThe quiet credibility trap behind performative return-to-office mandatesThe hidden data flaw causing 70–80% of enterprise AI bots to give bad adviceThe three core human traits rendering static technical skills obsoleteA simple peer-led initiative driving AI adoption far better than formal trainingSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

We talk to the ICWUC about an exciting union win in the South. We also talk to Seth Harris about Republicans harassing unions.✦ 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 ★

Read this article on TennesseeConservativeNews.com! https://tennesseeconservativenews.com/memphis-school-employee-stabs-man-in-shocking-attack/

Thabo Shole Mashao speaks to Klaus Muller, Industrial Psychologist discussing the cost of understaffing and what it does to employee productivity and satisfaction, They also reflect on what employers should be doing to manage employee wellbeing when understaffed. The Clement Manyathela Show is broadcast on 702, a Johannesburg based talk radio station, weekdays from 09:00 to 12:00 (SA Time). Clement Manyathela starts his show each weekday on 702 at 9 am taking your calls and voice notes on his Open Line. In the second hour of his show, he unpacks, explains, and makes sense of the news of the day. Clement has several features in his third hour from 11 am that provide you with information to help and guide you through your daily life. As your morning friend, he tackles the serious as well as the light-hearted, on your behalf. Thank you for listening to a podcast from The Clement Manyathela Show. Listen live on Primedia+ weekdays from 09:00 and 12:00 (SA Time) to The Clement Manyathela Show broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/XijPLtJ or find all the catch-up podcasts here https://buff.ly/p0gWuPE Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook https://www.facebook.com/TalkRadio702 702 on TikTok https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

The Man Who Was Fired Five Times How Letting Go of Blame Can Transform Your Life Hosts: Kevin Cornelius, LMFT Dr. David Burns What if the biggest obstacle to your happiness isn't your depression, your anxiety, or even the difficult people around you? What if it's the belief that everyone else needs to change first? In this powerful episode of the Feeling Good Podcast, Dr. David Burns and host Kevin Cornelius, LMFT, discuss one of David's favorite therapy stories from his recent Psychology Today article, "The Man Who Was Fired Five Times." What begins as the story of a brilliant computer programmer who can't keep a job becomes an unforgettable lesson in overcoming resistance, building meaningful relationships, and discovering the extraordinary power of humility. This episode is packed with practical TEAM-CBT techniques, fascinating therapy demonstrations, and one of the most inspiring recovery stories you'll ever hear. In This Episode A Brilliant Man Who Couldn't Keep a Job David introduces us to "Bhagwant" (a pseudonym), an exceptionally gifted computer programmer who sought treatment after being fired five times in just two years. Although he initially came to therapy complaining of low self-esteem, David quickly noticed something much deeper. Bhagwant believed: His coworkers were conspiring against him. His bosses failed to appreciate his intelligence. Other people were the source of nearly all his suffering. Despite his obvious brilliance, his habit of blaming others had become the greatest obstacle to both his career and his happiness. Why David Didn't Try to Help Him...At First Instead of immediately offering therapy techniques, David did something surprising. He told Bhagwant that perhaps they shouldn't work together. Why? Because therapy would require Bhagwant—not his coworkers—to do all of the changing. Rather than arguing with Bhagwant or trying to convince him he was wrong, David used one of the most powerful TEAM-CBT methods: Dangling the Carrot By joining Bhagwant's resistance instead of fighting it, David completely changed the emotional dynamic. Instead of saying: "You're the problem." He essentially said: "You're right—it seems terribly unfair that you'd have to do all the work when everyone else is causing the problem." That paradoxical response immediately dissolved Bhagwant's resistance. Moments later, he admitted something he had hidden from David: He hadn't merely been placed on probation. He had already been fired—for the fifth time. Why Specificity Matters One of the central themes of the episode is David's insistence on working with specific moments instead of vague labels. Rather than treating "low self-esteem" as the problem, David asks: What happened? Where were you? What time was it? What exactly were you thinking? This "fractal" approach allows therapy to target the real thoughts creating emotional suffering instead of treating abstract diagnostic labels. As David explains, problems can only be solved when they're connected to a real moment in time. Recovery Begins with Practice Once Bhagwant committed fully to treatment, he became an extraordinarily dedicated student of TEAM-CBT. He learned to: Identify cognitive distortions Challenge negative thoughts using Externalization of Voices Master the Five Secrets of Effective Communication Replace defensiveness with curiosity and empathy At one point, David actually had to limit Bhagwant's therapy homework because he was spending six to eight hours a day practicing. The Job Interview That Changed Everything Eventually Bhagwant received a job offer from a company in Florida. David gave him one final piece of surprising advice: Ask your new employer to agree to criticize you every single week. Specifically, David suggested requesting regular meetings where supervisors would openly point out mistakes so Bhagwant could practice using the Five Secrets and the Disarming Technique. The company agreed. The results were astonishing. Within weeks: He had developed excellent relationships with coworkers. He won Employee of the Month. He received multiple promotions. His salary doubled. Years later, David received a Christmas card that brought tears to his eyes. Bhagwant had become CEO of the very company that hired him. The Disarming Technique Much of the second half of the episode explores one of the most challenging—and most transformative—TEAM-CBT skills. What Is Disarming? Disarming means sincerely finding the truth in criticism, even when the criticism seems exaggerated or unfair. David explains what he calls the Law of Opposites: Defending yourself often convinces others the criticism is true. Agreeing sincerely with whatever truth exists often causes the criticism to lose its power. This simple paradox can dramatically transform difficult conversations. Live Role-Playing Kevin and David demonstrate the Disarming Technique through several live role plays. David criticizes Kevin as being: Fake Inexperienced Pretending to know more than he really does Kevin practices agreeing with the truth in the criticism instead of defending himself. David then coaches Kevin to go even deeper—not by problem-solving or trying to improve himself immediately, but by becoming genuinely curious about the other person's experience. Later, the roles reverse, and Kevin criticizes David for being: Cranky Impatient Insensitive David demonstrates how quickly criticism melts away when someone responds with humility, openness, and genuine curiosity. These demonstrations beautifully illustrate why the Disarming Technique is often one of the hardest TEAM-CBT skills to master—and one of the most powerful. Why Resistance Matters Throughout the episode, David explains that resistance is not an obstacle to therapy. It's the doorway into effective therapy. Rather than pushing people toward change, TEAM-CBT first helps people understand why changing feels difficult. Once resistance melts away, motivation naturally appears. Enlightenment and the "Death of the Self" The conversation concludes with a reflection on one of David's favorite philosophical themes. Drawing from Buddhist psychology, David discusses how learning to accept criticism requires what he calls "the death of the self"—letting go of pride, defensiveness, and the constant need to protect one's ego. Rather than seeing criticism as an attack, we can learn to experience it as an opportunity for connection, growth, and deeper understanding. Resource Mentioned Dr. David Burns' Psychology Today article: "The Man Who Was Fired Five Times" Memorable Takeaways The biggest obstacle to change is often our resistance—not our symptoms. Therapy becomes far more effective when it focuses on one specific moment instead of broad labels. Defending yourself usually strengthens criticism; finding the truth in it often dissolves conflict. Humility builds stronger relationships than winning arguments. Learning to respond differently to criticism can transform not only your mood, but your career, your relationships, and your entire life. Whether you're a therapist, a parent, a leader, or simply someone who wants healthier relationships, this episode offers practical tools and inspiring hope that lasting change is possible—even after years of frustration and failure. Listener Survey We'd love to hear from you! Your feedback helps shape future episodes and allows us to create content that is as helpful and meaningful as possible. Please use this link to take the feedback survey and share your thoughts with us about this episode. Your voice matters—and as David points out in this episode, sometimes the most important conversations begin when we're willing to express what we're really thinking and feeling. Thank you for listening to The Feeling Good Podcast! Contact Information Kevin Cornelius, LMFT is a Level 5 Certified Master TEAM-CBT Therapist and Trainer and the Clinical Director of Feeling Good Institute--Silicon Valley. He specializes in the treatment of trauma, anxiety, depression, relationship problems and insomnia. You can reach Kevin at kevin@feelinggoodinstitute.com and visit his website at www.tools4change.me. You can reach Dr. Burns at david@feelinggood.com. Feeling down in these turbulent times? Take a ride on our Feeling Great app. Feeling Great feels wonderful! You owe it to yourself to feel GREAT! Give the Greatest Gifts of ALL--Love and Happiness!

In fast-growing companies and competitive tech hubs, culture can quietly become the deciding factor between loyal, engaged teams and constant turnover. Today's guest, Heather Page, Culture and Experience Manager at AdvancedMD, shares how her journey from hand-coding websites in the early days of the internet to building brand and people-first initiatives prepared her to design an environment where nearly 700 team members feel connected, valued, and excited to show up on Monday. In this episode of Marketer of the Day, Heather reveals how her background in UX and digital experience naturally evolved into human experience and internal culture. She explains why the same questions you ask when designing a great product “Does this feel intuitive? Does it create connections? Does it reflect who we are?” should guide how you design your company culture. Instead of treating culture as perks and free sodas, Heather focuses on what people are really thinking and feeling on Sunday night: are they dreading Monday, or excited to plug back in? Heather walks us through her journey from web designer to culture leader, including how she volunteered for culture committees, paid attention to cross-functional teams, and ultimately had a role created specifically for her at AdvancedMD. She shares practical examples of how she and her team listen to employees through twice-yearly anonymous surveys and, crucially, act on the data instead of letting it collect dust. For Heather, people-first isn't a slogan, it's a pillar that drives decisions, programs, and daily behavior. We also dive into AdvancedMD's medical office software and how it's helping doctors reclaim their time, reduce burnout, and reconnect with the human side of healthcare. Heather explains how AI-enabled digital charting, automation, and integrated EHR/practice management tools free physicians from after-hours note-taking and clunky legacy systems. With strong onboarding and hands-on professional services, AdvancedMD doesn't just sell software; they guide practices through the change so the whole team feels supported, not overwhelmed. https://youtu.be/jzUqj0sMaTs?si=wfnr5SshZmJGn-11 Throughout the conversation, Heather emphasizes that rapport, curiosity, and genuine human connection are timeless superpowers. She encourages employees at every level to stop waiting for permission: sit with support, learn how sales thinks, understand your colleagues' worlds, and build real relationships. Promotions, opportunities, and innovation often follow the people who are genuinely interested in others, not just in climbing the ladder. If you want to: Build a culture where people feel seen, valued, and eager to stay. Reduce job-hopping by creating a true culture fit instead of surface-level perks. Use AI and better systems to give professionals (especially doctors) their time and focus back. Lead with empathy, listening, and follow-through in a way that never goes out of style; then this episode with Heather Page will give you a fresh, people-first lens on both culture and customer experience. Quotes: “Culture, to me, is a lot like a well-designed product: it's intentional, it evolves, and it's built for the people using it every day.” “If you take care of your people inside your company, they will take care of people outside your company, and that's a win-win.” “Each of us brings our own culture to the table every day, and sometimes those cultures mesh, and sometimes it's oil and vinegar.” Contact Details: Stop Letting Admin Work Slow Your Practice Down: See AdvancedMD In Action Today Connect With Heather Page On LinkedIn Follow Heather Page On Facebook Listen To The AdvancedMD Podcast On Apple Podcasts

In today's episode of Reddit Stories Podcast, a wild Karen completely loses it. You won't believe how this one ends! Sit back, relax, and enjoy this binge-worthy Reddit Stories Podcast, featuring Karen freakouts, entitled people stories, and pro revenge tales.

Your team won't make decisions because you're always available to make them. Employee decision-making is the critical element that separates founder-dependent companies from team-driven ones. In this episode, Gene shares a breakthrough from one of his founder clients who discovered that strategic unavailability forces his team to think independently. By blocking off time and removing himself from the equation, his leadership team started making decisions without him and built the ownership and grit required to scale. You'll learn why your availability is the enemy of employee decision-making, how to design strategic unavailability as a delegation framework, and why stepping back is the fastest way to move from bottleneck to freedom. Employee decision-making isn't given. It's claimed when your team has no choice but to think for themselves. If you want a business that runs without you, start here. Episode Highlights & Time Stamps 0:09 Too Available Hurts Decisions 3:53 Absence Forces Growth 6:09 Strategic Unavailability Works What You'll Learn ✅Why being too available can unintentionally create employee dependency ✅How leaders can empower employees to think and make decisions for themselves ✅Why confidence and ownership grow through real decision-making experience ✅How to create decision-making frameworks that employees can actually use ✅The importance of distinguishing between decisions employees can make and decisions that require leadership involvement ✅How strategically stepping away can accelerate team development ✅Why founders should schedule intentional time away from the business ✅How the concept of one-way doors and two-way doors can help teams make decisions faster ✅Why mistakes and setbacks are essential to developing leadership capacity ✅How to move from working in the business to working on the business Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at https://training.coreelevation.com/ and https://freebook.coreelevation.com/ to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance.

What happens when a busy, productive practice still can't pay its bills? In this Fail Forward episode, Dr. Rasheeda Johnson shares the hard lesson that changed how she runs Dentcare Now: never let one person hold the entire revenue cycle. After discovering delayed claims, missed billing, and broken cash flow, she and her partner rebuilt the practice around documented workflows, specialized support, and clear checks and balances. Her takeaway is simple but powerful for any business owner: people help you grow, but systems help you last.Listen now for a quick but important reminder to protect your business by building systems that can stand even when people change!‍Listen to Rasheeda's Other Episodes Here:From Concept to Collaboration: Starting Your Emergency Care Practice | Dr. Rasheeda Johnson | 529 – The Dental Marketer Podcast‍Host: Michael AriasJoin my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍Love the Podcast? Follow on Your Favorite App! https://lnkfi.re/TDMPod‍

Interview with Rob Allen from Threatlocker Safely enabling agentic AI for Businesses OpenClaw was the wakeup call and businesses wanted to know how to block it. “Easy,” Rob Allen said, “it's already blocked if you're using Threatlocker.” Now that things have settled down a bit, those same businesses want to allow their employees to experiment with agents. We discuss how they can do it safely. This segment is sponsored by ThreatLocker. Visit https://securityweekly.com/threatlocker to learn more about them! Topic Segment For this week's topic segment, we're discussing AI pentesting agents and how likely they are to get you into big legal trouble. You came home from Black Hat with a new, shiny AI pentesting agent. How can you be sure it isn't hacking the wrong company? News Segment Finally, in the enterprise security news, we check the vibes New MCP standard and AI text watermarking what does combatting “cyber-enabled crime” mean? A closer look at Cl0p One 3rd party was responsible for all the AI sandbox escapes and hacking reports vulnerabilities Comcast can track your movements with WiFi A novel solution to the AI datacenter water use concerns All that and more, on this episode of Enterprise Security Weekly. Visit https://www.securityweekly.com/esw for all the latest episodes! Show Notes: https://securityweekly.com/esw-473

Watch the YouTube version of this episode HEREWhat if the biggest advantage your law firm has in the AI era isn't better technology, but being more human?In this episode of the Maximum Lawyer Podcast, Tyson Mutrux is joined by Ryan Webber for a conversation about what an AI-powered law firm can realistically look like today. They explore where AI can eliminate tedious behind-the-scenes work, why fully AI-native firms may not be as close as some people claim, and how automation can actually create more room for meaningful client experiences.Tyson and Ryan also dig into the growing opportunity for law firms to stand out through personal branding, memorable in-person experiences, thoughtful gestures, and the kind of genuine connection AI can't replicate.The goal isn't to choose between AI and people. It's to use AI where it makes sense so you have more time for the work only humans can do.What You'll LearnWhy Tyson believes fully AI-native law firms still aren't realistic for most practice areas.How Ryan sees AI potentially handling up to 80% of the behind-the-scenes work in a law firm.Why AI-generated marketing still needs a human editor to make it sound and feel like you.How going more “analog” could become a competitive advantage as firms become increasingly digital.Why personal branding can help lawyers become the person clients actively seek out instead of relying entirely on SEO.How small, memorable touches can create stronger relationships with clients, employees, and prospects.Why the real opportunity may be using AI to eliminate mundane work so your team can spend more time creating human experiences.How law firms can use automation on the back end while making the front-end client experience even more personal.Timestamps00:00 — Can a law firm really become completely AI-native?02:42 — Could AI handle 80% of the work behind the scenes?03:43 — Why AI-generated marketing still needs a human touch05:02 — How much of the general public is actually using AI?09:21 — The “analog” opportunity law firms may be overlooking10:19 — Why personalized gifts can outperform traditional marketing12:05 — Creating memorable experiences for employees14:23 — Can AI actually capture someone's personal brand?17:23 — Building a brand people search for instead of relying on SEO21:11 — Why people still crave real-world, human interaction21:55 — Using AI to eliminate mundane work and create more time for people24:15 — AI on the back end, human connection on the front end25:30 — Turning an ordinary law firm visit into an experience

WE HAVE RETURNED! Here is about an hour of your life you'll never get back. Welcome to Season 5!Using stories curated by Patreon Jeff, "Main Guy" Montgomery Gland, "This Guy" Dick Trickle, "That Guy" Bennin Hermuff, and the Research Department come in for a pretty hard landing on this one. In addition to the customary gallons of beer, a chilled bottle of Bearded Viking's Laechner Huckleberry Mead contributes to the ensuing chaos. For all your mead needs, check out https://beardedviking.com and tell ‘em That Guy sent ya!For Season 5, Episode 1 and other exclusive episodes head over to Employee #1 - The Industrial Accident Podcast on Patreon. $5 per month helps us keep this monkey business going! After all, Main Guy's wife pays for it. Why don't you?

Am I the Jerk? is the show where you can confess your deepest darkest secrets and be part of the conversation.

A brilliant, well-educated CEO watched a plan that could have lifted sales by fifty percent die in a single meeting, killed not by the market but by his own team. In this episode of DarrenDaily On-Demand, Darren Hardy uses that uncomfortable scene to expose how often leaders let employee comfort, resistance to change, and operational excuses override real growth. He makes a pointed case that marketing and sales are what actually bring money through the door, and that every other function exists to serve that engine, not block it. Without excusing the leader who caved, Darren lays out the one question that turns we can't into here's how, and the standard that separates running a business from running a comfortable social club. This episode dives into how to lead for profit and impact instead of peace. Get more personal mentoring from Darren each day. Go to DarrenDaily at http://darrendaily.com/join to learn more.

Building a successful lawn care and landscaping company takes more than selling work. You need systems for developing great people AND getting paid for the work your team produces. In this episode, we're talking about how we're improving employee onboarding and training with Greenius, what's coming with Greenius 2.0, and why your best employees shouldn't have to carry the entire training load. Then we're switching gears to cash flow and LMN Pay. We'll talk about the difference between revenue and actual cash in the bank, why getting paid quickly matters, and how creating a simple, professional payment process can strengthen your business. Two different topics with one common theme: better systems build better businesses.

Send us Fan Mail Learn how Adam Callinan and Matt Campbell grew BottleKeeper past $10M in sales with no employees or investors. In this MAG Growth Podcast episode, Adam explains how low fixed costs, strong margins, automation, and reinvesting profit helped the brand scale while staying lean. He also breaks down contribution margin, ad spend, pricing tests, and the financial numbers e-commerce brands need to watch if they want to grow without losing profit.Want help growing your Amazon brand profitably? Work with My Amazon Guy: https://bit.ly/4jMZtxu#Ecommerce #EcommerceBusiness #Entrepreneurship #Marketing #SalesWant free resources? Dowload our Free Amazon guides here:Download the 2026 Amazon AI Operating Manual: https://bit.ly/3SLmusPAmazon Receiving Delay Guide: https://hubs.ly/Q04cdD4c0Amazon Catalog Spring Cleaning: https://hubs.ly/Q046BVfp0Amazon Proft Margin Defense 2026: https://hubs.ly/Q042trRH0Amazon SEO Toolkit 2026: https://bit.ly/4oC2ClTAmazon Seller Strategy Report 2026: https://bit.ly/3YN1RME2026 Ecommerce Website & SEO Readiness Checklist: https://hubs.ly/Q04btghf0Amazon 2026 PPC guide: https://bit.ly/4lF0OYXTimestamps0:00 - Why Profit Matters in Business1:40 - BottleKeeper: $10M With No Employees4:50 - Where Ecommerce Brands Burn Money5:47 - Fixed vs. Variable Expenses Explained8:45 - Why Ad Spend Is Fuel for Revenue12:10 - Why Finance and Marketing Clash14:29 - Contribution Margin and Net Profit16:07 - How to Set a Monthly Ad Budget23:24 - How BottleKeeper Scaled With Low Costs25:57 - Testing Higher Prices for More Profit28:46 - One Piece of Advice for Entrepreneurs-----------------------------------------------------------------------------------------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/4A5ASHGGfr6s4wWNQIqyVw Support the show

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Free: build a Claude-powered content engine https://clickhubspot.com/mslb Ep 446 What does it actually take to 5x your solo marketing business in a year using AI? Kipp, Kieran, and guest Barbara Jovanovic (Founder of Startup Cookie) dive into how top solo marketers are scaling agencies with agentic AI systems, and why most automated LinkedIn content totally misses the mark. Learn more on how agentic systems drive efficiency and scale for one-person teams, the difference between building a real content workflow versus relying on prompts, and why authentic insights—not just automation—are the secret to standout founder-led growth on LinkedIn and X. Mentions Loop: Outlearn. Outmarket. Outgrow https://www.hubspot.com/loop-marketing-book Barbara Jovanovic https://www.linkedin.com/in/barbara-startup-cookie StartupCookie https://startupcookie.com/ Claude https://claude.ai/ ChatGPT https://claude.ai/ ChatGPT Codex https://chatgpt.com/codex/ Granola https://www.granola.ai/ Buffer https://buffer.com/ Wispr Flow https://wisprflow.ai/ Get our guide to build your own Custom GPT: https://clickhubspot.com/customgpt Resource [Free] Steal our favorite AI Prompts featured on the show! Grab them here: https://clickhubspot.com/aip We're on Social Media! Follow us for everyday marketing wisdom straight to your feed YouTube: ​​https://www.youtube.com/@matgpod Twitter: https://twitter.com/matgpod  TikTok: https://www.tiktok.com/@marketingatg  Thank you for tuning into Marketing Against The Grain! Don't forget to hit subscribe and follow us on Apple Podcasts (so you never miss an episode)! https://podcasts.apple.com/us/podcast/marketing-against-the-grain/id1616700934   We really appreciate your support. Host Links: Kipp Bodnar, https://twitter.com/kippbodnar   Kieran Flanagan, https://twitter.com/searchbrat  ‘Marketing Against The Grain' is a HubSpot Original Podcast // Brought to you by Hubspot Media // Produced by Darren Clarke.

On this week's episode of Beautiful and Bothered, we're discussing the recent major loss for Sephora that may change the company as we know it! Plus, sharing our, and other, ex-employee experiences that contributed to the decline of Sephora over the past decade!