Podcasts about employees

Phil, Tate, & Brett are joined by The Native Patriot to discuss an ICE guard getting arrested after shooting protester in Colorado, a UK conservative being murdered in brutal hammer attack, and the increasing backlash against data centers in America. Hosts:  Phil @PhilThatRemains (X) | https://allthatremains.komi.io/ Tate @realTateBrown (X) |  @TimcastTateBrown  (YouTube) Brett  @brettdasovic  (X) |  @PopCultureCrisis  (YouTube) Producer: Carter @carterbanks (X) |  @trashhouserecords  (YT) Guest: Native Patriot  @LaNativePatriot  (everywhere)

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm:

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm:

Revolut valued at $115 billion. Digital bank Revolut has been valued at $115 billion in a secondary share sale, a 53% jump in under a year that makes it Europe's most valuable private company. The crypto-friendly firm has floated seeking a $200 billion valuation in a future IPO. CoinDesk's Uyen Truong hosts "CoinDesk Daily." - This episode is brought to you by RealFi, a smarter stablecoin, backed by real-world assets. Find out more at⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ realfi.co⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. - Ledn provides a secure and transparent way to access liquidity while maintaining your bitcoin holdings. Perfect 8 year track record of keeping clients assets safe. Don't sell your bitcoin. Get a bitcoin-backed loan. Check out your rate by using their loan calculator at⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ledn.io⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - JPEG Trading is a global proprietary trading firm specializing in cryptocurrency and decentralized finance markets. From market structure and liquidity provision to quantitative trading strategies, JPEG Trading operates across the full spectrum of blockchain-based assets. Follow @jpegtrading on X to stay ahead of the latest developments in digital asset markets:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://x.com/jpegtrading⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - This episode was hosted by Uyen Truong. “CoinDesk Daily” is produced by Jennifer Sanasie and edited by Victor Chen.

Please rate and review us at Apple Podcasts. (We hope we've earned your 5 stars!) GET MY FREE RESOURCES FOR YOUR PRESCHOOL JOURNEY: ❤️ Get my FREE “Start Your Preschool” book (+ $7.95 s&h) ❤️ Watch my FREE "How to Start a Local or Online Preschool" Workshop ❤️ Join my Preschool All Stars membership to get mentorship, support, friendship, and training for every step of your preschool journey FOLLOW ME ON MY MISSION:

Please rate and review us at Apple Podcasts. (We hope we've earned your 5 stars!) GET MY FREE RESOURCES FOR YOUR PRESCHOOL JOURNEY: ❤️ Get my FREE “Start Your Preschool” book (+ $7.95 s&h) ❤️ Watch my FREE "How to Start a Local or Online Preschool" Workshop ❤️ Join my Preschool All Stars membership to get mentorship, support, friendship, and training for every step of your preschool journey FOLLOW ME ON MY MISSION:

What happens when AI moves beyond writing emails and summarizing meetings and starts influencing who gets hired, promoted, and paid? In this episode of Tech Talks Daily, I speak with David Lloyd, Chief AI Officer at Dayforce, about why HR is becoming one of the highest-stakes environments for artificial intelligence and how companies can introduce AI while protecting employee data, maintaining human accountability, and preparing for growing regulatory scrutiny. HR systems contain some of the most sensitive information companies hold, from salaries and performance records to benefits and personal data. At the same time, AI is increasingly being introduced across recruitment, workforce management, compensation, performance, and employee experience. David explains why this combination creates enormous opportunities but also places greater responsibility on employers to understand how AI systems operate and how decisions are made. A major theme throughout our conversation is the role of AI governance. David challenges the assumption that governance slows innovation, arguing that the right processes can help companies evaluate AI ideas quickly while reducing the risk of introducing systems that lack appropriate data, transparency, or regulatory safeguards. Dayforce recently achieved ISO/IEC 42001 certification for AI management systems and NIST AI Risk Management Framework attestation. David explains what independent validation means in practice and why companies evaluating AI vendors should ask for evidence of how systems are governed, tested, monitored, and audited. We also discuss the principle of "AI by choice." David argues that CIOs and HR leaders should never discover that a new AI capability has suddenly been activated across hundreds of employees without their knowledge. Companies need visibility into where AI is being used, what data employees can provide to models, and whether customer information is being used to train external AI systems. The conversation examines AI literacy and why HR leaders need to become comfortable with the technology themselves before guiding employees through changes to jobs and working practices. Employees are already experimenting with AI, sometimes through personal tools outside approved company systems. Rather than ignoring this behavior, David explains why companies should provide safe environments where people can learn while establishing clear rules around sensitive data. Human accountability remains central as AI takes on more responsibility. David discusses why people using AI should remain accountable for its outputs and why human oversight matters when technology influences decisions involving recruitment, compensation, performance, and careers. For CEOs, CHROs, CIOs, HR technology leaders, and anyone responsible for enterprise AI, this conversation provides practical guidance on responsible AI adoption, employee data, AI bias, model monitoring, regulatory compliance, vendor selection, and building AI governance that can stand up to scrutiny. The lesson is that governance does not have to be a brake on AI adoption. Done well, it can give companies the structure and confidence to move faster, make better decisions about where AI belongs, and continue using the technology when regulators, employees, customers, and boards start asking harder questions. https://www.dayforce.com/ https://www.linkedin.com/company/dayforce/ https://www.linkedin.com/in/dtlloyd/

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm:

Inspired Choices for Business Growth with Christine McIver  Most business owners don't fail because they lack talent, they struggle because they're still operating like the hardest-working employee in the company instead of the CEO. In this episode, Christine McIver, Business Growth Specialist and CEO of ICN INC., challenges entrepreneurs to recognize where they're trapped in day-to-day operations and reveals what it truly means to lead a business with vision, authority, and intention. Growth doesn't happen by doing more—it happens by leading differently. If you're constantly overwhelmed, making every decision yourself, and wondering why your business isn't scaling, this episode will help you identify the habits keeping you stuck. You'll discover how to shift your focus from tasks to leadership, from reacting to creating, and from surviving to building a business that supports both your success and your life. It's time to stop working in your business and start leading it like the CEO you set out to become.   CEO Without Apology Author Christine McIver   Amazon.com – https://www.amazon.com/dp/1997615045 Amazon.ca – https://www.amazon.ca/dp/1997615045     ~ More About Inspired Choices for Business Growth with Christine McIver ~  Christine McIver is a Business Growth Specialist, Inspirational Speaker, TV & Radio Personality, and the Founder & Owner of Inspired Choices Network, ICN Summits & ICN Publishing. Christine is highly successful at inspiring individuals and businesses to make choices that will bring them increased success, greater joy, self-confidence and remarkable inspiring change.  All of which increased the abundance in their lives and businesses. Christine lives her life out loud and is a natural cheerleader.  She believes in the abilities of others to change their lives quickly and easily. Christine entices clients to show up more in their life, businesses & relationships than they ever have. She invites them to make all that they once knew was possible, possible. Christine believes that you can be living & loving your life with ease!  Her kind, direct and joy filled approach is both comforting and stretching.  Christine has impacted thousands of individuals with her enthusiastic message of possibilities.  Christine invites all into knowing that all things are possible beyond what is present in your life right now. https://christinemciver.com/ ~  christine@christinemciver.com https://www.facebook.com/InspiredChoicesCA ~  https://www.youtube.com/@InspiredchoicesBusinessGrowth   To get more of Inspired Choices for Business Growth ~ Christine McIver, be sure to visit the podcast page for replays of all her shows here: https://www.inspiredchoicesnetwork.com/podcast/inspired-choices-for-business-growth-christine-mciver/

No company decides to fail. It drifts there one comfortable lie at a time. Kaz Nejatian took over Opendoor when it was just months away from bankruptcy and set out to rebuild it from the ground up. What happened next shocked everyone. Most turnaround stories are told years later, by the winner, after the ending is already known. That's why they always sound clean and polished. This one doesn't have an ending yet, and it's anything but clean and polished. Kaz takes us inside while it's still happening. We discuss why great companies drift away from reality, why truth has to matter more than feelings, and how competent people who don't believe in the mission quietly destroy an organization. He shares the principles behind rebuilding culture, eliminating bureaucracy, making faster decisions, using AI to flatten management, and creating teams that move with speed and ownership. One of the key things I learned in this conversation is that the comfortable lies that sink a company are the same ones that sink a career. ------ Chapters: (0:00) How Opendoor Came Back from the Dead (1:32) How Mismanagement Causes Atrophy (4:28) The Blueprint that Changed Opendoor (5:33) Rewriting the Book on Company Turnarounds (5:57) The People You Hire Is the Company You Build (6:31) Be a Nuclear Bomb of Truth (7:52) How to Change a Losing Company Culture (8:07) Commit to Truth Over Feelings (8:33) The Most Dangerous Kind of Employee (9:13) Key Principles to Turning Around a Company (11:59) Meetings Are a Bug in the System (12:30) Why It's Rude to Not Disagree (13:05) Say the Thing Culture (15:04) How AI Is Supercharging Opendoor (18:16) Most Powerful Mental Models (22:50) Why Remote Workplaces Don't Succeed (24:56) How Opendoor Killed Distractions (26:09) The Key to Being a Market Maker (35:20) How Companies Fall Off Course Over Time (37:24) The Power of Speaking Simply (43:27) Turnaround Lessons for Life (51:10) Excellence Is Capacity to Take Pain ------ Newsletter: The Brain Food newsletter delivers actionable insights and thoughtful ideas every Sunday. It takes 5 minutes to read, and it's completely free. Learn more and sign up at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠fs.blog/newsletter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ------ Follow Shane Parrish: X: ⁠⁠⁠⁠⁠⁠https://x.com/shaneparrish⁠ Insta: ⁠https://www.instagram.com/farnamstreet/⁠ LinkedIn: ⁠https://www.linkedin.com/in/shane-parrish-050a2183/⁠ ------ Follow Kaz Nejatian: X: https://x.com/nejatian ------ Thank you to the sponsors for this episode: +Applovin: Launch your first AppLovin campaign and grow your business: https://applovin.com/shane +Matic: the robot vacuum that does it all—grab yourself a year of free bags here. ⁠http://maticrobots.com/shaneparrish⁠ +HeyGen is a message-first AI video platform that helps people and AI agents turn ideas into professional video in minutes. Try for free at https://www.heygen.com/ +LMNT: My go-to zero sugar electrolytes — get a free LMNT Sample Pack here: https://DrinkLMNT.com/TKP ------ Note: ‍Shane and guests may hold positions in assets discussed in this episode. This podcast is not investment advice, and is intended for informational and entertainment purposes only. Nothing in this conversation should be considered investment advice, financial guidance, or a recommendation to buy or sell any security. Always do your own due diligence or consult with a qualified financial advisor before making investment decisions.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Get 30% off your new RV mattress at https://rvmattress.com/rvmiles with code RVMILES at checkout.  Abby fills in for Jason and covers major RV and camping headlines: two U.S. Forest Service employees were held at gunpoint for nearly 15 hours in California's Shasta-Trinity National Forest; catastrophic flooding again hit the Texas Hill Country; a new Elkhart County manufacturer launches with The RV Hunter and That RV Tech advising; Remote Vans names Storyteller Overland co-founder Andrew Cooley as president; and Starlink rolls out a more efficient V5 dish while also changing Roam rules, including a 30-day limit abroad and treating the U.S. and Canada as one region. 00:00 Abby Takes Over 00:37 Forest Service Hostages 02:15 Texas Hill Country Flooding 03:17 RV Mattress Sponsor 04:02 Boundless Recreation Debut 05:47 Remote Vans New President 07:29 Starlink V5 Dish 08:40 Starlink Roam Changes 10:01 Wrap Up And Support

Why can two people leave the same meeting with completely different understandings?A newcomer's perspective reveals something experienced professionals often forget: work is far messier and less logical than it appears from the outside. In episode 273 of At The Table, Pat and Cody examine how fear, nonverbal communication, personality differences, and unspoken assumptions cause even healthy teams to misunderstand one another. They also explain how stronger meeting discipline, good intentions, and greater grace can help organizations navigate that messiness and move in the same direction.Topics explored in this episode:(00:00) A Newcomer's View of WorkPat shares a surprising observation from his son Michael's first summer working in an office environment.Michael notices that people can understand their jobs and speak the same language while still missing the deeper meaning behind one another's words.(04:31) Why Alignment Is So DifficultPat and Cody discuss why even successful companies are filled with the complications and misunderstandings that come with being human.Organizational health can become a significant competitive advantage, but getting everyone to row in the same direction requires more than frameworks and good intentions.(09:15) Fear and the Things People Do Not SayElectronic communication makes misunderstandings more likely, but even face-to-face conversations leave important meaning unspoken.Employees may withhold concerns because they fear appearing negative, losing relational capital, or being viewed as poor team players.(13:49) Building Clarity Before the Meeting EndsTeams can improve alignment by reviewing what they discussed, what they decided, and what needs to be communicated outside the room.Even disciplined teams should assume that some percentage of the apparent clarity in a meeting may be incomplete or misunderstood.(18:14) Grace, Good Intentions, and Healthy OrganizationsPersonality differences can cause people to interpret the same words literally, generally, or metaphorically, creating frustration even among people who trust one another.Healthy organizations acknowledge the messiness of work while hiring humble, hungry, and smart people who can assume the best and work through misunderstandings.This episode of At The Table with Patrick Lencioni is brought to you by The Table Group: https://www.tablegroup.com. We teach leaders how to make work more effective and less dysfunctional. We also help their employees be more fulfilled and less miserable.Subscribe for more content from Patrick Lencioni @PatrickLencioniOfficialStay Connected with Patrick LencioniLinkedIn: https://www.linkedin.com/in/patrick-lencioni-orghealthInstagram: https://www.instagram.com/patricklencioniofficialTikTok: https://www.tiktok.com/@patricklencioniofficialX: https://x.com/patricklencioniAt The Table with Patrick LencioniApple: https://tablegroup.me/appleSpotify: https://tablegroup.me/sptfyYouTube: https://tablegroup.me/youtubeBe sure to check out our other podcast, The Working Genius Podcast with Patrick Lencioni, on Apple Podcasts (https://workinggenius.me/apple), Spotify (https://workinggenius.me/sptfy), and YouTube (https://workinggenius.me/wgyt).Let us know your feedback via podcast@tablegroup.com.This episode was produced by Story On Media: https://www.storyon.co.

If you are ready to level up personally and professionally, go to joinrbo.comMost business owners want freedom, but very few build companies that can actually run without them.In this episode, Rick Trimmer sits down with his longtime business partners—Nick Rosato, Joshua Woodbury, and Spencer Brooksby—to share the story behind building multiple successful companies together and creating partnerships that go beyond traditional employer-employee relationships.They discuss why ownership creates a different level of commitment, how to identify the right people to grow with, and why trust, alignment, and shared values matter more than individual talent. From navigating difficult conversations to transitioning employees into owners, this conversation reveals the mindset and strategies required to build businesses that can scale beyond the founder.If you're trying to grow a company, build a leadership team, or create a business that gives you back your time, this episode will challenge the way you think about ownership and partnership.In This Episode You'll Learn:Why the right business partner can be more valuable than owning 100% yourself.How to recognize when someone is ready for ownership.The biggest mistakes founders make when giving away equity.Why ownership changes the way people think, operate, and lead.How trust and shared values create stronger partnerships.Why accountability is the foundation of successful teams.The importance of having a shared vision for long-term growth.How to build a business that doesn't depend entirely on the founder.Why trying to do everything yourself can limit your company's potential.What it takes to create freedom through strategic partnerships.Great businesses aren't built by one person doing everything. They're built by finding the right people and building something bigger together.

This is the blueprint for supercharging your business or career. It is real simple to set up, and you can start using it today. The five copy and paste meta prompts mentioned in this episode are in the companion Substack post below: https://tinyurl.com/ep12-Book-Frameworks

Watch the YouTube version of this episode HEREYou don't know where you'll be next Tuesday and that's exactly the point. In this episode of Maximum Lawyer, Tyson Mutrux sits down with trademark attorney and educator Sonia Lakhany, who has turned her entire life into a delegation and systems experiment by putting everything she owns in storage and becoming a “fancy homeless” digital nomad. Sonia shares how she runs two thriving companies while living out of a single bag and cycling through hotels around the world, using extreme efficiency, SOPs, and intentional lifestyle design to strip away errands, household chores, and decision fatigue so she can focus on deep work, creativity, and enjoying the freedom she built.From departure checklists and dopamine menus to virtual mailboxes and hotel‑based “done‑for‑you” living, Sonia walks Tyson through the operational choices that make her nomad life possible and the business lessons law firm owners can steal even if they never leave their hometown. She talks candidly about solo travel, loneliness, and choosing not to have kids, how ADHD and a craving for “whimsy” drove her away from traditional employment, and why she now sees trademarks as the ultimate lifestyle practice area for lawyers who want flexibility, global reach, and lean, high‑margin firms. They also dig into her 4L Education platform and flagship “Two Weeks to Trademarks” course, including why hundreds of alumni keep coming back for live reteaches, how she leverages AI to systematize her own law firm, and what it really looks like to build a business that funds your bucket‑list life instead of competing with it.What You'll LearnHow Sonia designed a “digital nomad” life that eliminates errands, chores, and home maintenance through radical delegationWhy running two companies from hotel rooms forced her to systematize everything from travel checklists to client workHow solo travel, white space, and pattern interrupts supercharge her creativity and strategic thinkingWhy she believes permanency (houses, kids, routines) isn't for everyone and how that shapes her business choicesWhat makes trademark law a lifestyle‑friendly, globally scalable practice area for lawyersHow her 4L Education and “Two Weeks to Trademarks” course help attorneys escape burnout and build flexible practicesWhy alumni keep re‑attending her live reteaches and how AI is changing the way she teaches and practices trademarksHighlights 00:00 – Why Sonia doesn't know where she'll be next Tuesday and her “fancy homeless” origin story05:00 – Delegating life: hotels, virtual mailboxes, and stripping away errands and chores10:00 – Departure checklists, extreme efficiency, and SOPs for travel and business20:00 – Solo travel, loneliness, and designing a life without partners, pets, or kids30:00 – ADHD, whimsy, and why Sonia was never built to be a traditional employee40:00 – Building lean teams, avoiding management bloat, and redefining success beyond headcount50:00 – Inside 4L Education and “Two Weeks to Trademarks,” lifestyle lawyering, and global trademark opportunities55:00 – Live reteaches, CLE, unreasonable hospitality, and using AI to future‑proof your practiceConnect with Sonia:Instagram YouTube Linkedin 

A profitable med spa can still be hard to scale, and even harder to sell. When the owner is responsible for every major decision, key patient relationships, team oversight, and day-to-day problem solving, the business carries more risk than the financials may initially show.  In this episode, I sit down with Annie Robertson Hockey, president of Skytale Group, to talk about what makes a medical aesthetics or wellness practice more valuable over time. We cover owner dependence, scalable systems, clean financial reporting, revenue concentration, team incentives, and the operational work that gives practice owners more options as they grow.  A Valuable Practice Can't Depend on One Person  Many practice owners become the center of the business without realizing how difficult that makes the next stage of growth. They approve the decisions, solve the team problems, manage important relationships, and step in whenever something breaks. That may work for a period of time, but eventually the owner becomes the bottleneck.  Start paying attention to where the practice still relies heavily on you. Which decisions come back to your desk? Which patients only want to see you? What happens when you take a week off? Those questions matter whether you are thinking about a future exit, adding locations, or simply trying to create more space in your own role.  From a buyer's perspective, owner dependence is risk. From an operator's perspective, it also limits how much the practice can handle without adding more stress at the top.  Build Systems Before Growth Exposes the Gaps  A process that works for one location or a small team may fall apart at twice the volume. Practice owners need to look ahead and ask whether the current operation could support two, five, or even 10 times the activity without creating chaos.  That means taking a closer look at the parts of the business that affect consistency, risk, and repeatability:  Reduce dependence on a single provider, location, treatment, or revenue stream  Document the operational systems that drive consistent patient experiences  Track where new patients come from instead of relying on assumptions about marketing performance  Build HR and sales processes that can function without constant owner involvement  Review key performance indicators over time instead of reacting to isolated monthly results  Automate repetitive processes when technology can improve consistency and reduce administrative burden  Assign clear ownership to major functions across the team  Pick an area that is creating friction, give it focused attention, and improve the process before moving on to the next one. A quarter spent strengthening one important function can be far more productive than trying to fix 10 things at the same time.  (00:07:54) Framework for expansion and exit (00:10:25) Building enterprise value (00:16:48) Thinking in scalable systems (00:20:37) Managing revenue concentration risk (00:24:44) Defining clean financial data and metrics (00:37:20) Tying incentives to controllable actions (00:42:51) Managing HR and sales processes  Your Financial Reports Should Help You Explain the Business  Clean financials are not just about accurate bookkeeping. You should be able to look at your reports, identify the major trends, and explain what is driving the numbers. A buyer will want to understand whether growth came from a stronger marketing cohort, a new provider, one unusually productive location, a change in treatment mix, or something else entirely. You should want that same clarity as the owner. Without it, you are making decisions based on a snapshot instead of understanding how the business is actually changing.  This is where trend analysis and a focused set of key performance indicators become useful. Track the metrics that help you make decisions, review them consistently, and stop collecting data simply because you can. More reporting does not automatically create better management.  The Team Has to Be Able to Carry More of the Business  Scaling exposes team issues that are easier to work around when the practice is smaller. Hiring, training, performance management, HR processes, and incentive plans all need more structure once the owner can no longer oversee every interaction. Pay particular attention to incentives. Employees should be rewarded for outcomes they can actually influence, with clear expectations and measurable responsibilities behind the plan.   As the practice matures, capable leaders, documented processes, reliable financials, and a team that can operate without constant owner involvement make the business easier to expand, easier for a buyer to evaluate, and less dependent on you. Follow Shannon & Keep What You Earn:   Shannon Weinstein is the founder of a fractional CFO firm specializing in helping 7-figure aesthetics and wellness practices scale with clarity, cash flow, and confidence.  Shannon is committed to helping med spa owners understand, fix, and maximize their business's enterprise value, offering actionable advice and resources, including a popular free video series specifically for aesthetics practice owners.  Connect with Shannon: Fractional CFO Services and Executive Financial Review: https://www.keepwhatyouearn.com/  Connect with Shannon: https://www.linkedin.com/in/shannonweinstein  Watch full episodes: https://www.youtube.com/@KeepWhatYouEarn  Listen on your favorite podcast app: https://pod.link/1580071347  Instagram: https://www.instagram.com/shannonkweinstein/  The information shared is for educational purposes only and is not individualized financial advice. Aesthetics practice owners should consult a qualified professional before implementing financial strategies discussed here.  About Annie Robertson Hockey:  Annie Robertson Hockey is the President of Skytale Group, a boutique investment banking, management consulting, and private capital firm. Prior to Skytale, Annie co-founded and served as co-CEO of Column, a nationally chartered infrastructure bank, where she currently serves as an Advisor and Board Member. She previously worked at Bain & Company, Goldman Sachs, and was an early employee at several Silicon Valley startups. Annie graduated with honors from both Stanford University and the Stanford Graduate School of Business, where she was an Arjay Miller Scholar. She also serves on the board of a nonprofit focused on remediating youth economic inequality and advises the Stanford Technology Ventures Program and Stanford Women in Tech Entrepreneurship, supporting the development of female leaders.  Connect with Annie and Skytale Group:  Website: www.skytalegroup.com  Email: info@skytalegroup.com  Phone: (945) 235-7850 

War Room Dem. Gov. Forced to Admit Trump Was Right After “Software Glitch” Registers 6,600 Non-Citizens to Vote & Minn. Dem AG Reveals Party's Scheme to Steal Midterms, PLUS, Trump Directs Agencies to Waive NDAs for Fmr. Employees Involved in UFO Investigations

Think about how many systems your employees use just to get their work done. One for payroll. Another for benefits, communication, training, expenses, or scheduling. And when those systems don't work well together, simple tasks become harder than they need to be. Employees waste time searching for answers. Frustration builds. Trust breaks down. And slowly, they start to disengage and care less about the work... and your customers. My special guest today is David Noe of Payroll Partners and he's simplifying how to make your work tech better. We tackle and simplify all aspects of it, including: What "digital employee experience" actually means. The signs that your workplace technology is making work harder instead of easier. Why human connection and real support still matter in a world of digital tools and AI. How HR, IT, and operations leaders can simplify their tech stack without creating more chaos. Where to start when employees are overwhelmed by too many systems, logins, workflows or unclear processes. And how Payroll Partners uncovers what a client really needs before recommending the right solution. Because better workplace technology is not about adding another tool. It's about removing friction so people can find the answers they need, in order to do their jobs well. Q: Are you wanting to make your work tech better? If yes, this one is for you. It's time to #DoTheThing! ---- Show notes available with all links mentioned here: https://www.thesimplifiers.com/posts/428-how-to-make-your-work-tech-better---with-david-noe

Why do employees stop speaking up at work? Episode 771 of the 7 Minute Leadership Podcast explores the leadership behaviors that either encourage honest communication or quietly shut it down. Learn practical strategies to build trust, improve workplace culture, and uncover problems before they damage performance.Host: Paul FalavolitoConnect with me on your favorite platform: Facebook, Twitter, Instagram, TikTok, LinkedIn, Substack, BlueSky, Threads, LinkTree, YouTubeView my website for free leadership resources and exclusive merchandise: www.paulfalavolito.comBooks by Paul FalavolitoThe 7 Minute Leadership® Handbook: bit.ly/48J8zFGThe Leadership Academy: https://bit.ly/4lnT1PfThe 7 Minute Leadership® Survival Guide: https://bit.ly/4ij0g8yThe Leader's Book of Secrets: http://bit.ly/4oeGzCI

In the first half of the program we air an interview from CWA International President Claude Cummings.✦ 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 ★

Advertising SponsorThis episode is brought to you by Arcadia Green Coffee, Colombian coffee exporters taking fresh green coffee from Colombia to the world, farm to roastery, direct. New office now open in the UK.Instagram: https://www.instagram.com/arcadiagreencoffee/WhatsApp: https://wa.me/353877871523Episode DescriptionThis is episode 2 of a five-part solo series of The Daily Coffee Pro Podcast by Map It Forward titled Saying the Quiet Parts Out Loud.In this episode, podcast host Lee Safar addresses one of the coffee industry's most persistent open secrets: businesses routinely fail to pay their suppliers on time.Payment terms are not suggestions. When a supplier gives a café, roaster, importer or buyer seven, fourteen or thirty days to pay an invoice, that deadline forms part of the commercial agreement. But throughout the coffee supply chain, businesses frequently delay payment because they do not have enough cash available when the bill becomes due.Lee explains how this behaviour moves through the industry. Cafés delay paying roasters, milk suppliers, bakers and produce distributors. Roasters delay paying importers or producers. Importers carrying unpaid invoices may then struggle to pay exporters and farmers. One business's cash-flow problem quickly becomes somebody else's financial risk.The episode examines why this keeps happening. Many coffee businesses use most of their available capital on fit-outs, equipment, design, branding and opening expenses, then begin trading with little money left to cover ongoing operations. They expect revenue to arrive quickly, but when opening hype disappears and sales settle into reality, there may not be enough cash to pay every supplier.Some businesses then begin moving between suppliers. Once one supplier restricts their account or demands cash on delivery, the business opens an account elsewhere while leaving the original debt unpaid. This is not always driven by deliberate dishonesty, but the impact on suppliers can be severe regardless of the intention.Lee argues that the problem is rooted in fragile business models, razor-thin margins and a culture of competing through price. Businesses undercut competitors, give away equipment, chase volume and rely on future growth to compensate for work that is already unprofitable.The result is an industry built like a city of houses of cards. Rising coffee prices, labour costs, rent, logistics, foreign exchange pressure and declining consumer purchasing power are now shaking those businesses at the same time.When a café eventually closes, the consequences do not end with the owner. Employees may lose their jobs and wages without warning. Suppliers may never recover what they are owed. Roasters lose customers, importers lose volume and producers lose future demand.This episode is not about shaming business owners who are struggling. It is a warning about what happens when businesses open without enough operating capital, price irresponsibly and treat suppliers as an involuntary source of finance.Lee encourages struggling owners to confront the situation early, seek a responsible recovery plan and, where recovery is no longer possible, close with dignity rather than transferring the cost of failure to employees and suppliers.Connect with Lee Safar here:https://www.linkedin.com/in/leesafar/ https://www.instagram.com/leesafar If you found this episode valuable, make sure you're subscribed to the podcast and follow along for the rest of this 5-part series. ***************************************About Map It Forward The Daily Coffee Pro is produced by Map It Forward, supporting coffee professionals globally across the supply chain.Website: https://mapitforward.coffeeMailing list: https://mapitforward.coffee/mailinglistPatreon: https://www.patreon.com/mapitforwardInstagram: https://www.instagram.com/mapitforward.coffee/Contact: support@mapitforward.org

Employees of three key State agencies use a computer programme called Passwork to generate and protect their passwords. It's a cybersecurity measure.But what they didn't know, before it was revealed by The Irish Times, is that Passwork, which purports to be EU-based, has extensive links to a Russian company licensed by Russia's security service.The agencies using Passwork are the Office of Public Works, the State Laboratory, which provides chemical testing and scientific advice to Government departments, and the Competition and Consumer Protection Commission (CCPC), the agency tasked with, among other things, helping consumers stay cyber safe. It is unclear how many other Irish State agencies use Passwork.So what does it mean for State security? Who has access to these passwords? And what does the Russian owner of the Spanish-based company that sold the Passwork programme to the State agencies say? Hosted on Acast. See acast.com/privacy for more information.

You've probably seen Sara post about how she's obsessed with eating a specific brand of cookie dough. Today the founder and CEO of Doughy, Kelly Ramey, joins Oversubscribed to talk about her creation. The clean, six-ingredient cookie dough sold out at Erewhon within days of launch and you can now find Doughy in Whole Foods, Target, and Costco nationwide.Millions of pounds of cookie dough are sold each year but here's the incredible part: Kelly is still the only full-time employee.We get into how scrappy events and a manufacturing background prepared her for the chaos of building a food brand, why hundreds of failed recipes led her to cashews as the base ingredient, and the surprising origin story of the chocolate chip cookie itself. Kelly walks us through sourcing cashews from a farmer in Mozambique and maple syrup from Vermont, why she still hands out samples herself, and what it actually took to land the product in 2,300 stores nationwide. If you've ever wondered what it means to "bleed" for your company, this is it.// MORE FROM DOUGHY //You can purchase Doughy at eatdoughy.com or at Whole Food, Target, Erewhon, and Costco.Follow @eatdoughy on Instagram and @doughy on TikTok.// SPONSORS // Ritual: Save 25% on your first month at Ritual dot com slash FOSTER. That's Ritual dot com slash FOSTER for 25% off your first month. Gusto: Try Gusto today at gusto.com/FOSTER, and get three months free when you run your first payroll. Quo: Try QUO for free PLUS get 20% off your first 6 months when you go to quo.com/FOSTER. Cotton: Learn more at about Cotton at fabricofourlives.com.Please note that this episode may contain paid endorsements and advertisements for products and services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.Produced by Dear Media.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

From serving in the military to building a $200M real estate portfolio, Vince Gethings proves that success isn't about having perfect circumstances—it's about having the right framework and taking action. While serving in the U.S. Air Force, Vince bought his first multifamily property while stationed overseas, using a repeatable system that allowed him to invest remotely. Today, he owns more than 800 apartment units, oversees more than $200 million in assets, and leads one of the largest multifamily investing communities in the country. In this episode, Gino Barbaro and Vince Gethings discuss why education, mentorship, discipline, and proven systems can dramatically accelerate your investing journey. They also break down the powerful "Conveyor Belt" strategy for creating long-term wealth and explain why today's market presents opportunities for prepared investors. Whether you're working a W-2 job, serving in the military, running a business, or simply looking to build financial freedom, this conversation is packed with practical lessons you can apply immediately.

The use of AI in the workplace can be a polarizing topic. How inevitable will AI be in our jobs, and what sorts of conversations should corporate leaders be ready to broach? "Marketplace Morning Report" host Kimberly Adams recently dug into that and more with Linda Hill, a Harvard Business School professor, at the Aspen Institute's Business and Society Summit. But first, leading economic indicators aren't as leading as they used to be.Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace Morning Report is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.Stories in this episode:How to approach the AI revolution

The use of AI in the workplace can be a polarizing topic. How inevitable will AI be in our jobs, and what sorts of conversations should corporate leaders be ready to broach? "Marketplace Morning Report" host Kimberly Adams recently dug into that and more with Linda Hill, a Harvard Business School professor, at the Aspen Institute's Business and Society Summit. But first, leading economic indicators aren't as leading as they used to be.Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace Morning Report is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.Stories in this episode:How to approach the AI revolution

I talk with Mark Paulek, Chief Human Resources Officer at Kyndryl, about how leaders should approach AI transformation without losing employee trust. We get into Kyndryl's People Readiness Report, the company's AIR framework for anticipating demand, inventorying skills, and redeploying talent, plus how they think about AI governance, human-in-the-loop decisions, ROI, reskilling, and why AI adoption is ultimately a people challenge before it is a technology challenge.

The pace of organizational change has never been greater. According to the World Economic Forum, C-suite executives are continuously upskilling, restructuring their organizations, and investing in talent development to remain competitive in an era increasingly shaped by artificial intelligence and rapid market disruption. At the same time, LinkedIn reports that up to 85% of executives believe innovation is the most important outcome of their workplace technology and AI investments. Yet technology alone doesn't create innovation. Innovation is ultimately driven by people. Organizations that thrive understand that trust, psychological safety, inclusive leadership, and continuous learning are the true competitive advantages behind sustainable business success. This week on Let's Have This Conversation, I sat down with Billy Bonaparte, MBA, Transformational Culture Executive and Director of Culture and Engagement at Humana, to explore what it truly takes to build organizations where people—and performance—flourish. Billy has built a career helping organizations accelerate growth through talent, innovation, organizational culture, and human performance. Throughout his leadership journey, he has demonstrated that culture isn't simply an HR initiative—it's a strategic business capability. During his time at Humana, Billy led award-nominated culture and engagement initiatives that reached more than 10,000 associates, sustained engagement levels above 90%, and positioned organizational culture as a key driver of business strategy. His leadership included launching the enterprise-wide "Interrupting Bias" campaign, a 16-part video series that generated more than 100,000 views while encouraging authentic conversations around equitable opportunity and belonging. He also facilitated town halls reaching more than 10,000 employees and advised senior executives on communication strategies that strengthened trust across every level of the organization. What makes Billy's leadership especially compelling is that his work extends beyond strategy documents and organizational charts. He believes transformational leadership begins by connecting hearts and minds. Whether coaching executives to lead with authenticity, creating space for courageous conversations, or aligning organizational purpose with employee engagement, Billy consistently demonstrates that lasting cultural transformation happens when leaders intentionally invest in people. Throughout our conversation, we explored several timely leadership topics, including: One of the strongest themes throughout our discussion was that organizations don't create exceptional cultures by accident. They create them intentionally. Culture is built through the everyday behaviors leaders model, the psychological safety they establish, the trust they cultivate, and the opportunities they create for every employee to contribute their best ideas. As artificial intelligence continues transforming how organizations operate, the companies that distinguish themselves won't simply be those with the most advanced technology. They'll be the organizations whose leaders know how to combine innovation with empathy, purpose, inclusion, and human connection. Because while technology may accelerate business, people remain the driving force behind every breakthrough. This conversation offers practical insights for executives, HR professionals, organizational leaders, and anyone committed to building workplaces where trust fuels innovation, leadership inspires growth, and culture becomes a lasting competitive advantage.     LinkedIn: @BillyBonaparte, MBA     Learn more about your ad choices. Visit megaphone.fm/adchoices

A round-up of the main headlines in Sweden on July 20th 2026. You can hear more reports on our homepage www.radiosweden.se, or in the app Sveriges Radio. Presenter and producer: Kris Boswell

Link Up w/The Morning Sickness Digitally All Over:Instagram: @hms_98_official, @bosskupd, @bretvesely, @dickToledoX/Twitter: @HMSon98, @DickToledo, @bretveselyFacebook: @HMSKUPDYouTube: @hmspodcast9320, @98kupdRequest/Call in/Wakeup Song line:(IN AZ) 602.585.9800More HMS: holmbergpodcast.com, 98kupd.comEmail: dtoledo@98kupd.com, bvesely@98kupd.com, bbogen@98kupd.comSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What is it really like to work for an interior designer? And just as importantly, what does it take to build a healthy, balanced employee-employer relationship that lasts?As I celebrate 200 episodes of Design Curious, I wanted to pull back the curtain and share a candid conversation with someone who knows my business better than almost anyone—my employee, Lillian Janik. Lilly has worked alongside me for eight years, and together we've navigated everything from residential interior design projects and company growth to mentorship programs, commercial work, and the everyday realities of running a creative business.If you're an aspiring interior designer wondering whether you should work for a design firm or start your own business, this episode offers valuable insight into the employee-employer relationship. We talk about communication, company culture, leadership, career growth, and the mindset shifts that come with being part of a design team.We also have some fun along the way. Lily turns the tables and interviews me, asking questions about work-life balance, design trends, my personal style journey, and how I manage everything from mentoring designers to running the Sacramento Design Business Community. You'll even get a peek at my love of Art Deco architecture, my obsession with historical plaques, our mission to identify the names of Sacramento alleyways, and how a simple wardrobe redesign became its own creative project.Whether you're building a creative career, growing a design business, or simply curious about the behind-the-scenes realities of working in interior design, this conversation is full of practical wisdom and honest reflections.Featured GuestLillian "Lilly" Janik brings a thoughtful eye, calm presence, and strong design sensibility to the Rebecca Ward Design team. She is a graduate of CSU Sacramento with a Bachelor of Arts in Interior Design. Lillian first joined the studio as an intern during her final semester and quickly became an essential part of the team. Today, as an Associate Designer, she supports projects through design development, sourcing, documentation, and the many details that help each home feel cohesive and complete.What You'll Learn in This Episode✳️ Employee versus entrepreneur mindset differences✳️ Building strong workplace communication and trust✳️ Creating a positive company culture in design firms✳️ Work-life balance strategies for busy creatives✳️ Finding community through mentorship and networkingRead the Blog >>> Secrets to Creating a Strong Employer–Employee Relationship in Interior Design FirmsNEXT STEPS:

For more of my latest content, subscribe to my YouTube channel, Dark Asia with Megan and join our awesome community. Your support means everything, and I can't wait to share more Asian cases with you! On Other Platforms: • TikTok: https://www.tiktok.com/@darkasiawithmegan • Instagram: https://www.instagram.com/darkasiawithmegan • Facebook: https://www.facebook.com/darkasiameganlee Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Today is Monday, July 20. Here are the latest headlines from the Fargo, North Dakota area. InForum Minute is produced by Forum Communications and brought to you by reporters from The Forum of Fargo-Moorhead and WDAY TV. For more news from throughout the day, visit InForum.com.

→ How Coaches Hit $100K/Month Working 2 Hours a Day (Full System) https://youtu.be/OttMksF4fu0 → We Install Our Million-Dollar Funnel System That Signs You 5 to 15 Dream Clients a Month. (Or You Don't Pay) https://wearetherainmakers.com/demowatch → Try Rainmakers OS for $1 (14 days). The AI that runs the client-getting system for you. https://wearetherainmakers.com/testdrive In this one I break down how to run a million dollar coaching business with almost no team, using AI to do the work a whole department used to. If hiring has only ever added more chaos, this is the model that finally gets you leverage without the payroll. --- Ok, quick intro if we haven't met. I'm Chris Dufey. I run The Rainmakers. We help coaches and consultants do $1M/yr working 2-4 hours a day.

Thankfully… walk into almost any contemporary office and you are likely to find a few strategically positioned plants, a moss wall in reception or perhaps another biophilic feature intended to soften an otherwise corporate environment. Over the past decade, introducing greenery into workplaces has become almost synonymous with employee wellbeing. Yet according to workplace and environmental psychologist Dr Craig Knight, if organisations believe that adding a few plants alone will transform productivity, they have misunderstood the research. Craig's work at the University of Exeter, challenged one of the most enduring assumptions in workplace design, namely that the most productive offices are those that are minimalist and stripped back to their essentials. These highly controlled environments were long thought to minimise distraction and maximise concentration. His research demonstrated precisely the opposite. Employees working in enriched environments containing plants, artwork and opportunities for personalisation consistently performed better than those working in lean, standardised offices. “Wellbeing improved, stress reduced and productivity increased by as much as 15%.” Although plants became the headline of many reports about the research, Craig is keen to put them into context. They are not magical objects capable of transforming a workplace by themselves. Rather, they are one of the simplest and most affordable ways of enriching an environment. This is important for designers, facilities managers and employers to remember. Environmental enrichment can take many forms, including artwork, light, texture and even scent. Plants have proved particularly effective because they are relatively inexpensive, flexible and easy to introduce into existing buildings. Unlike a major refurbishment, they can transform a space almost immediately. The psychology behind their success is equally compelling. Rather than distracting employees from their work, enriched environments provide opportunities for brief moments of cognitive recovery. Looking away from a screen towards a plant or another visually engaging feature gives the brain the chance to reset before returning to the task at hand. These small interruptions help sustain attention rather than diminish it. As Craig puts it, people are happier and more productive when their surroundings offer something meaningful to engage with. Yet as our conversation developed, it became clear that the plants themselves were not the most significant finding from decades of workplace research.The real story is choice. People perform better when they have some control over the environment in which they work. The ability to personalise a desk, influence the layout of a workspace or decide where plants should be positioned may appear insignificant, but psychologically these decisions communicate something much larger. They demonstrate trust. One of the most interesting examples he describes comes from a company in Paris that invited staff to shape their own working environment. Employees created artwork, rearranged spaces, introduced planting and developed breakout areas that reflected their own personalities. There was no substantial design budget. Instead, the organisation trusted its employees to create an environment that suited the way they worked. Productivity increased, but equally important was the sense of ownership people developed towards the workplace. It became somewhere they wanted to be rather than somewhere they were required to attend. This idea of ownership runs through much of his research. Organisations often invest heavily in beautifully designed offices only to prevent employees from moving furniture, repositioning plants or displaying personal objects. In doing so, they unintentionally undermine many of the psychological benefits the design was intended to create. Craig argues that even the best designers cannot predict what will make every individual feel comfortable. A workplace should not simply reflect a corporate identity; it should also allow the identities of the people working there to emerge. "The more you can realise your own identity in your space," he says, "the better that space is."This presents an interesting challenge for architects and interior designers. Design excellence has often been measured by visual consistency and aesthetic control. Yet workplace psychology suggests that highly curated environments are not always the most successful places to work. The role of design may be less about creating a finished solution and more about creating a framework within which people can adapt spaces to suit their own needs. That philosophy extends well beyond office furniture or planting schemes. Craig is equally critical of workplace cultures that attempt to monitor every aspect of employee behaviour. Surveillance software, keystroke monitoring and rigid management structures all communicate a lack of trust, and his research consistently shows that these approaches reduce engagement rather than improve it. Organisations frequently speak about wellbeing while simultaneously removing autonomy from their workforce. The contradiction is difficult to ignore. For those working in Biophilic Design, there is another interesting lesson. The discussion around nature in buildings often focuses on the physiological benefits of plants, daylight or natural materials. Craig does not dismiss those benefits, but he repeatedly brings the conversation back to the social environment. Plants become valuable not simply because they are living organisms, but because they represent care, enrichment and, when employees are involved in choosing and looking after them, shared ownership. It is no coincidence that people often name the plants they care for in the workplace. They become part of the social fabric of an office, small but tangible reminders that the environment is alive and that someone has invested in it. Even preserved planting, increasingly common where living plants are impractical, reflects a desire to introduce texture, colour and references to nature into spaces that might otherwise feel sterile.As organisations continue to rethink hybrid working and the purpose of the office, Knight believes there is an opportunity to move beyond designing attractive workplaces only. The challenge is to create environments where people feel respected, trusted and able to contribute to the spaces they inhabit. His advice to designers:"People first. Design second." It is a principle that sits comfortably alongside Biophilic Design. Creating healthier workplaces has never been solely about filling buildings with plants. It is about designing environments that support human flourishing. Plants remain one of the most effective tools available, but they are most powerful when they become part of a wider culture that values participation, autonomy and wellbeing. In the end, the greenest workplace is not necessarily the one with the most planting. It is the one where people genuinely feel that they belong. To follow or contact Dr Craig Kight visit his Linkedin profile: linkedin.com/in/craigknightidrhttps://www.identityrealization.com His now-famous paper, The Relative Benefits of Green Versus Lean Office Space: Three Field Experiments, co-authored alongside Nieuwenhuis, M., Postmes, T., and Haslam, S., found that introducing plants into office environments could improve workplace productivity by up to 15%. Nieuwenhuis, Marlon & Knight, Craig & Postmes, Tom & Haslam, S.. (2014). The Relative Benefits of Green Versus Lean Office Space: Three Field Experiments. Journal of Experimental Psychology: Applied. 20. 199-214. 10.1037/xap0000024. https://www.researchgate.net/publication/264395358_The_Relative_Benefits_of_Green_Versus_Lean_Office_Space_Three_Field_Experiments Have you got a copy of the Journal? You can now subscribe as a member of the Journal of Biophilic Design or purchase a gorgeous coffee table reference copy or PDF download of the Journal journalofbiophilicdesign.com or Amazon and Kindle. Credits: with thanks to George Harvey Audio Production for the calming biophilic soundscape that backs all of our podcasts. Listen to our podcast on Audible, Amazon Music, Spotify, iTunes, YouTube and all the RSS feeds.https://www.facebook.com/journalofbiophilicdesign/https://www.linkedin.com/company/journalofbiophilicdesign/https://www.instagram.com/journalofbiophilicdesignIf you like this,please subscribe!

On this episode of the Trade Legends Podcast, carpenter Ben Bailey returns four years after his first appearance, and a lot has changed. When we first had Ben on the show, he'd just started out and was working with clients from Made in Chelsea. Since then, he's gone from cutting MDF under a gazebo on his driveway to running his own dedicated workshop, building bespoke carpentry and fitted furniture for celebrities and professional footballers, all sparked by one Instagram DM he thought was his mates winding him up. We dig into the real cost of hiring your first employee, the van insurance, tool insurance, training and overheads that most tradesmen never factor in until it's too late, and why getting your first hire wrong can seriously damage a small trade business. Ben explains why he turns down enough work to hire four people tomorrow, yet still chooses to stay small, and we debate whether "hire slow, fire fast" is the right approach when your lead times stretch past a year. We also break down the hidden costs of taking on your first unit or workshop, the business rates, electric bills and running costs that land after you've signed the lease, and why those unexpected bills kill so many new trade businesses in their first year. Ben shares exactly how he made the step up without taking a huge risk: renting a single spare workbench from a local firm and working on it until 11 pm after his day job, before finally committing to his own space. Along the way we cover starting a carpentry business during Covid, using social media and Instagram to win work and attract celebrity clients, working with tool brands, staging show homes for developers, quarterly tax and the admin nobody teaches you, and the family side of self-employment, why Ben structures his whole business around the school run, and why he'll never miss a sports day for a job.

Gemara Chabura - Rabbi Karlinsky - Ani HaMehapech B'Charara-Poaching Employees 11 by Shapell's Rabbeim

Kickstart Waitlist: https://www.wenzes.com/kickstartOpens July 27 for 5 days only. Doors close July 31 at 11:59 PM PST. Moving from an employee mindset to a business owner identity is the single most important shift you can make for your freedom. This video explores how to stop waiting for permission and start creating your own path by deconditioning from societal expectationsYou don't create an extraordinary life by waiting for permission.You create it by becoming the person who trusts themselves enough to make decisions, take ownership, and keep moving even without guarantees.Most of us were taught to follow instructions, seek approval, and play it safe. Those patterns don't just affect our careers. They shape every part of our lives.In this video, we're exploring the mindset shifts that move you from reacting to life...to creating it.Because the moment you stop waiting for someone else to define your path is the moment you begin becoming the creator of your own life.Subscribe for weekly videos on entrepreneurship, psychology, personal growth, and building a business that works with your mind instead of against it.Website: http://www.wenzes.com/Instagram: https://www.instagram.com/wenzes_Facebook: https://www.facebook.com/CoachWenzesWant first access and launch reminders for Solopreneur Mindset Kickstart? Join the waitlist: https://www.wenzes.com/kickstart

Everyone talks about company culture. Very few leaders are willing to do what it actually takes to build one.In this conversation, Gary Vaynerchuk shares one of his strongest leadership beliefs: employees don't work for the CEO—the CEO works for the employees.He explains why great culture isn't created through mission statements, office perks, or values painted on walls. It's built through thousands of individual moments where leaders genuinely understand what motivates each person on their team.Gary breaks down:Why servant leadership is the only leadership model that scales.How to understand what truly motivates every employee.Why one-size-fits-all management always fails.The story behind creating VaynerMedia's Chief Heart Officer role.How leaders can build systems that make employees feel seen, valued, and understood.Why actions, not slogans, measure culture.If you're a founder, CEO, HR executive, people leader, or anyone responsible for building high-performing teams, this conversation offers a practical philosophy for creating organizations where people genuinely want to stay and grow.Because culture isn't what you say, it's what your people experience every day.

CapeTalk’s Sara-Jayne Makwala King is joined on Weekend Breakfast by Lettesha Pillay, Head of Business Development at NMG Benefits. Weekend Breakfast with Sara-Jayne Makwala King is the weekend breakfast show on CapeTalk. This 3-hour morning programme is the perfect (and perky!) way to kickstart your weekend. Author and journalist Sara-Jayne Makwala-King spends 3 hours interviewing a variety of guests about all things cultural and entertaining. The team keeps an eye on weekend news stories, but the focus remains on relaxation and restoration. Favourites include the weekly wellness check-in on Saturdays at 7:35am and heartfelt chats during the Sunday 9am profile interview. Listen live on Primedia+ Saturdays and Sundays between 07:00 and 10:00am (SA Time) to Weekend Breakfast with Sara-Jayne Makwala-King broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/AgPbZi9 or find all the catch-up podcasts here https://buff.ly/j1EhEkZ Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Fred Turner is the Founder and CEO @ Curative, one of the wildest stories in tech. Fred scaled a COVID testing business from $0 to $5BN in revenue and took the team from 7 to 7,000 employees in just 9 months. They did over 206,000 COVID tests in a single day and signed contracts in the 100s of $Ms with several of the largest states. Today, Curative is a unicorn health insurance business taking on the incumbents for one of the largest markets in healthcare.  AGENDA: 00:00 How Did a Spare-Time COVID Test Become a $5BN Business? 07:00 How Do You Go From Testing Cows to STDs, Sepsis and COVID? 21:00 When Did Fred Realise COVID Was Massive—and How Did Curative Scale to $5BN? 36:00 Why Pivot Into Health Insurance—and What Is Broken About US Healthcare? 40:00 How Is AI Rebuilding Curative—and Which Departments Go to Zero? 45:00 Is SaaS Dead? Why Is Curative Cutting 80% of Its Software Spend? 48:00 Are Legacy Insurers Screwed? What Will Anthropic Be Worth in Three Years? 59:00 Will AI Make Companies Smaller? Which Jobs Will Survive? 1:10:00 Why Nuclear—and Could Subcritical Become Bigger Than Curative? 1:17:00 What Have Marriage and Fatherhood Taught Fred? What Has He Changed His Mind On?    

Watch the YouTube version of this episode HERETired of feeling like every decision in your firm has to run through you, and that “delegating tasks” never actually gets real weight off your plate? In this episode of Maximum Lawyer Live, Tyson Mutrux breaks down why your firm will stay fragile and founder‑dependent until you stop hoarding authority and start intentionally pushing it down through your team. Drawing on research from a 1974 Sioux City grocery store experiment and U.S. Army “mission command” doctrine in the 1970s, he shows that the most effective leaders are not the ones doing the most work, but the ones who decide who gets to decide, and who build systems that let others act decisively without waiting for permission.Tyson then introduces his “three bands” model for law firm owners, explaining how to design layers of protection around yourself so that front‑line team members own fully delegated decisions, mid‑level leaders handle issues with clear guardrails, and only truly strategic, irreversible calls ever make it to your desk. Using real examples from his own firm's negotiation process, he walks through what gets decided at the pod level, when issues escalate to attorneys, and the rare scenarios that reach him personally, while hammering home why you must get comfortable letting your people make small and medium mistakes if you want to scale, protect your time, and ultimately build a founder‑optional firm.What You'll LearnWhy research in grocery stores and the U.S. Army shows that pushing authority down beats “hero” leadershipThe key difference between delegating tasks and truly transferring decision‑making powerHow Tyson's “three bands” model creates layers of protection around the ownerWhat fully delegated decisions look like at the outer band, with zero escalationWhen and how issues should escalate to a mid‑band leader under clear guardrailsWhich rare, high‑stakes decisions should actually reach the law firm ownerHow Tyson's team handles settlement negotiations and bad‑faith issues without everything landing on his deskWhy allowing small and medium mistakes is essential to growth and owner freedomHighlights00:00 – Why every decision keeps landing on the owner01:40 – World Cup, leadership, and a new way to think about authority03:10 – Sioux City grocery store experiment and effective managers04:30 – U.S. Army “mission command” and distributed decision‑making06:00 – Waiting for permission vs. acting with intent07:30 – Rumsfeld's “snowflakes” and the limits of delegation09:00 – Handing marketing to “Tommy” and real authority10:30 – Tyson's three bands model for law firm decisions11:45 – Outer band: fully delegated, no escalation13:00 – Middle band: guardrails and clear escalation triggers14:15 – Inner band: rare, strategic owner‑level decisions15:30 – How negotiation authority and bad‑faith calls work in Tyson's firm17:10 – Letting your team make mistakes to gain owner freedom

What if great leadership isn't about being the best one-on-one manager?In this episode of The Business of Alignment, AJ Vaughan gets candid about the leadership skill he still believes needs the most work and why that realization completely changed how he builds teams.Rather than relying on personality assessments or generic onboarding checklists, AJ shares the systems he's developed to create radical clarity from day one. From using personal operating systems (MyOS) to designing brutally honest onboarding experiences, he explains how transparency, contextual leadership, and expectation-setting create trust faster than traditional management ever could.The conversation also explores an unconventional compensation philosophy that rewards collective success instead of individual silos, challenging the way organizations think about ownership, collaboration, and incentives.If you've ever wondered why new hires take months to find their footing—or why companies talk about teamwork without rewarding it this episode offers a different blueprint.In this episode:Why leadership starts with self-awareness, not perfection.The power of personal operating systems in onboarding.Creating radical clarity during an employee's first 90 days.Designing organizations around people instead of job descriptions.A compensation model built on collective ownership, not individual contribution.Why transparency is one of the most overlooked drivers of performance.Key Takeaway: "Employees don't perform at their best when they're guessing where they stand. They perform when expectations, communication, and ownership are intentionally designed from day one."

In this episode, I sat down with Bryan Hasling who works exclusively with tech employees navigating 7-8 figures of startup equity. We broke down how the current IPO landscape is completely different from what it used to be, why the lockup period is more stressful than the IPO itself, and the one question every employee needs to answer before the stock starts moving.---------✅ Financial planning for 30-50 year old entrepreneurs: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.allstreetwealth.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠✅ My personal blog & newsletter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.thomaskopelman.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Disclaimer: None of this should be seen as financial advice. It is just for informational purposes.

In this episode of the AI Agent & Copilot Podcast, John Siefert, Founder and CEO of Cloud Wars, is joined by Cedric Wells, IT leader and former Senior Manager of Infrastructure and Operations at Gorilla Glue. Together, they explore how AI is reshaping IT leadership, software development, governance, and enterprise transformation. Wells shares why continuous learning, balancing strategic vision with execution, and maintaining strong security and data governance will define successful organizations in the AI Era. Their conversation also reflects many of the leadership themes that attendees explored at the 2026 AI Agent & Copilot Summit NA. Key Takeaways Growth mindset is becoming the most valuable IT skill. Wells believes technical expertise alone is no longer enough. The speed of AI innovation requires professionals at every level to continuously refresh their knowledge and remain adaptable. He explains that technologies evolve so rapidly that learning has become a permanent responsibility rather than a periodic exercise. As Wells notes, "Having a mindset that's really around learning as much as I can as things are changing" is essential. He also reminds listeners, "It's changing so fast," making curiosity and adaptability foundational qualities for future IT leaders. AI enhances leadership — but doesn't replace technical understanding. Wells argues that AI is helping close the gap between technical specialists and business leaders, allowing executives to understand complex technologies more quickly. However, leaders still need enough technical context to ask intelligent questions and make informed decisions. As he explains, "Being able to really as a leader leverage AI as much as possible" creates significant advantages. He also emphasizes that "bridging that gap with your leadership skills and leveraging AI on the technical side" will define successful IT leadership moving forward. Governance and security are becoming even more important. Throughout the conversation, Wells repeatedly emphasizes that AI initiatives require close collaboration between infrastructure, information security, governance, and data teams. Without proper oversight, organizations risk exposing sensitive information, creating compliance issues, or building unreliable AI systems. Wells reminds listeners that "It's very important to make sure that those two departments are aligned" and warns that "Employees are doing it whether or not you like it," making proactive governance and secure enablement far more effective than restrictive policies alone. Visit Cloud Wars for more.

Reggie Townsend: Making Responsible AI Irresistible Responsible AI has a design problem. Too often, it is treated as a compliance exercise, a policy document, or a late-stage control, when it should be the operating system that enables organizations to innovate with confidence. In this episode of Scouting for Growth, Sabine VanderLinden welcomes back Reggie Townsend, Vice President of AI Ethics, Governance and Social Impact at SAS, to explore one compelling idea: making responsible AI irresistible. Drawing on decades of experience helping enterprises embed trustworthy AI into their operations, Reggie explains why governance must evolve from abstract principles to practical systems people actually use. As organizations race to deploy generative and agentic AI, the conversation has shifted. Responsible AI is no longer just about avoiding harm—it is about creating the conditions for innovation, resilience, and long-term competitive advantage. Boards are asking tougher questions. Regulators are raising expectations. Employees increasingly need guidance they can apply in real-world decisions, not just policies they acknowledge once a year. This conversation is essential listening for CEOs, board directors, Chief Risk Officers, compliance leaders, AI product teams, and founders navigating the transition from responsible AI intentions to responsible AI execution.   KEY TAKEAWAYS One of the biggest insights I took from this conversation is that responsible AI is fundamentally a design challenge. We have spent years writing principles and policies, yet many organizations still struggle to translate those aspirations into everyday decisions. Reggie reminded me that if governance feels complicated, disconnected, or burdensome, people will naturally work around it. Our challenge as leaders is to make responsible behavior the easiest path rather than the hardest one. I was also struck by how governance is becoming inseparable from business strategy. As generative and agentic AI systems begin making increasingly autonomous decisions, governance can no longer be treated as a legal or compliance function operating at the edge of the organization. It has to become part of product design, procurement, operations, and executive decision-making. Trust is no longer something we communicate after deployment; it is something we engineer from the beginning. Another important theme was the preservation of human agency. While AI can dramatically enhance productivity and decision-making, Reggie reminds us that organizations must remain intentional about where humans stay accountable. The future is unlikely to be defined by replacing people with AI, but by designing systems where humans and intelligent machines complement one another in transparent and meaningful ways. However, perhaps my greatest takeaway is that responsible AI should become a competitive advantage rather than a regulatory obligation. Organizations that embed governance in their innovation will move with greater confidence because customers, regulators, employees, and investors will increasingly reward trust. Making responsible AI irresistible is ultimately about making good governance so practical, intuitive and valuable that people actively choose to adopt it—and that may prove to be one of the most important leadership capabilities of the next decade.   BEST MOMENTS "Responsible AI isn't about slowing innovation. It's about creating the confidence to innovate at scale." – Reggie Townsend "If responsible AI feels like extra work, we've designed it wrong. We have to make it irresistible." – Reggie Townsend "Governance shouldn't be something you visit once a year. It should be embedded into every decision, every workflow, and every system we build." – Reggie Townsend "The question isn't whether AI will make decisions. It's whether we've designed those decisions to preserve human agency." – Reggie Townsend "Trust isn't something you add after deployment. It's something you architect from the very beginning." – Reggie Townsend "We're moving from governing models to governing systems of intelligence—and that's an entirely different challenge." – Reggie Townsend "The organizations that thrive won't be the ones that adopt AI the fastest. They'll be the ones that build trust the fastest." – Reggie Townsend "Responsible AI is no longer just an ethics conversation. It's becoming a leadership conversation, an operational conversation, and ultimately a competitive advantage." – Sabine VanderLinden "As AI becomes more autonomous, our responsibility as leaders becomes even more intentional." – Sabine VanderLinden "The future belongs to organizations that can turn responsible AI from a policy into a practice." – Sabine VanderLinden   ABOUT THE GUEST Reggie Townsend is Vice President of AI Ethics, Governance and Social Impact at SAS, where he leads SAS' global AI Ethics, Governance and Social Impact organization. His remit includes the company's Data & AI Ethics Practice, AI & Society initiatives, AI Governance Advisory, Standards, Regulations & Risk Intelligence programs, and Accessible & Adaptive AI efforts. He drives SAS' work on trustworthy, human-centric innovation across products, policies, and partnerships.  Reggie is recognized as one of the clearest voices in responsible and trustworthy AI. He has served as a member of the White House National AI Advisory Committee, sits on the board of EqualAI, and works at the intersection of responsible innovation, enterprise governance, social impact, and emerging AI regulation. In this conversation, he explores how organizations can turn AI governance from a source of friction into a driver of adoption, accountability, and growth.    ABOUT THE HOST Sabine VanderLinden is a corporate strategist turned entrepreneur and the CEO of Alchemy Crew Ventures. She leads venture-client labs that help Fortune 500 companies adopt and scale cutting-edge technologies from global tech ventures. A builder of accelerators, investor, and co-editor of the bestseller The INSURTECH Book, Sabine is known for asking the uncomfortable questions—about AI governance, risk, and trust. On Scouting for Growth, she decodes how real growth happens—where capital, collaboration, and courage meet. If this episode sparked your thinking, follow Sabine VanderLinden on LinkedIn, Twitter, and Instagram for more insights. And if you're interested in sponsoring the podcast, reach out to the team at hello@alchemycrew.ventures

Rob Belk networked his way to "the most caffeinated guy in town" searching for a local business — then found it online. Register for the webinars:From Working IN the Business to ON the Business: How Owners Make the Transition - TODAY!! - https://bit.ly/4aKP3fYDon't Rush: How to Prepare for a Quality of Earnings Report - Tue, Jul 21 - https://bit.ly/4feY1DPTopics in Rob's interview:Geographic search in the Triad of North CarolinaNetworking with local business ownersFinding a business through AxialBuying a marketing and consumer research agencyHis choice to stay out of the weedsBringing in a consultant (maybe too) earlyHow his agency intersects with the tradesStructuring a 50% earnoutConsensus-based leadership styleFinding clients through SubstackReferences and how to contact Rob:LinkedInSales FactoryAdam Duggins on Acquiring Minds: How to Build a Holdco of 4 Blue Collar Businesses in 10 YearsJoe Soelberg on Acquiring Minds: Buying Small to Then Buy Larger $1m SDEBryan Houck on Acquiring Minds: 4th Time's the Charm: 3 Broken Deals to Buy a Great BusinessScott Alexander on Acquiring Minds: Rebuilding from 80% Collapse to Mid 7 Figures Revenue Rob's 10-page Search LearningsGet a free review of your books & financial ops from System Six (a $500 value):Book a call with Tim or hello@systemsix.com and mention Acquiring MindsDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comGet complimentary due diligence on your acquisition's insurance & benefits program:Oberle Risk Strategies - Search Fund TeamConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton Rohozov and produced by Pam Cameron

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Chapters: 00:00 - 07:30 - Weekend recaps and Chicago preview 07:31 - 18:59 - Atlantis Cruise turned away from port 19:00 - 29:23 - A message to the h8erZ 29:24 - 1:09:53 - Gaz Interview Description: Kelly and Pat sit down to discuss the controversy surrounding last week's show, their big weekend plans, and the Atlantis Gay Cruise being turned away from port. They are then joined by Barstool's head of social media for a behind the scenes look at the current state of Barstool Sports. Support Our Sponsors ZBiotics Go to https://zbiotics.com/OUT and use OUT at checkout for 15% off any first time orders of ZBiotics probiotics. Wayfair Head to https://Wayfair.com right now to shop all things home and get your space ready for less. Sony Picture Classics GAIL DAUGHTRY AND THE CELEBRITY SEX PASS, Now playing only in theaters from Sony Pictures Classics. Stella Blue Drink coffee. Save pets. That's Stella Blue Coffee.You can find every episode of this show on Apple Podcasts, Spotify or YouTube. Prime Members can listen ad-free on Amazon Music. For more, visit barstool.link/outandabout