Podcasts about employees

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

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

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

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

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

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

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

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

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

Stripe, the programmable financial services company, has signed agreements with investors to provide liquidity to current and former Stripe employees through a tender offer at a $159B (€135B) valuation. While the majority of funds for the tender offer are being provided by investors including Thrive Capital, Coatue, a16z, and others, Stripe will also use a portion of its own capital to repurchase shares. Stripe also published its 2025 annual letter to the Stripe community, detailing a strong year for businesses on Stripe and the internet economy overall. Businesses running on Stripe generated $1.9 trillion in total volume, up 34% from 2024, and equivalent to roughly 1.6% of global GDP. Beyond payments, Stripe's Revenue suite (comprising Stripe Billing, Invoicing, Tax, and more) is on track to hit an annual run rate of $1 billion this year. In the letter, cofounders Patrick and John Collison wrote: "Our programmable financial services now power more than 5 million businesses directly or via platforms, including all of the top AI companies, many of the largest blue-chip companies (90% of the Dow Jones Industrial Average), most of the biggest tech companies (80% of the Nasdaq 100), and a significant fraction of freshly minted startups (25% of all Delaware corporations are now created with Stripe Atlas) […] Stripe remained robustly profitable, allowing us to continue investing heavily in product development (with more than 350 product updates last year) as well as acquisitions. […] All in all, 2025 was a strong year for the internet economy, and we're delighted to see so many of Stripe's customers do so well." Kareem Zaki, partner at Thrive Capital, said: "After a decade of partnership and seeing their work up close, we believe Stripe has built the premiere financial infrastructure stack for the internet economy, relied on by the fastest growing companies for payments, billing, fraud prevention, tax, and more. While their core business has never been stronger, we believe their most transformative chapters are being written right now. We believe Stripe's lead will only expand across the future of money movement due to their leadership in agentic commerce, stablecoins, and more." New businesses on Stripe are scaling at record speed The 2025 cohort of new businesses on Stripe is the highest performing in the company's history. More new companies joined Stripe in 2025 than ever before, with more than half (57%) based outside the US. Businesses in the 2025 cohort grew around 50% faster than the 2024 cohort. The number of companies reaching $10 million ARR within 3 months of launch was double the 2024 count. Companies incorporated via Stripe Atlas are also monetising sooner: in 2025, 20% of Atlas startups charged their first customer within 30 days, up from 8% in 2020. Businesses on Stripe are increasingly global by default Over the last few years, the country-by-country expansion model has melted away. The "domestic market" for a new generation of internet businesses is the internet itself. Nearly every recognisable AI product launched globally by default, including ChatGPT, Claude, Replit, Lovable, Base44, Vercel, Cursor, Midjourney, and many more. Among Stripe businesses with mostly international revenue, 30% of that revenue comes from countries that are neither their home market nor one of the top 10 global economies. "This isn't merely about incremental revenue from a 'long tail' of international users. In many cases, the 'long tail' is much of the dog," the Collisons wrote. Building the economic infrastructure for AI Agentic commerce has moved into a phase of building and real-world experimentation. As with the early internet, the future success of agentic commerce is contingent on universal interoperability. To that end, Stripe has been working with a broad set of partners across AI labs, retailers, and leading ecommerce platforms to lay the groundwork for this generational shift: With OpenAI, Stripe developed the Agentic Comm...

New York's City Council Committee to Combat Hate held a hearing about a package of legislation to protect places of worship and combat hateful rhetoric. But some people say the bill limits free speech. WFUV's Mia Barth tells us more about what the bill promises. Mayor Zohran Mamdani is reminding New Yorkers with young children to enroll them in the city's free 3-k and Pre-K programs before this Friday's deadline. The Ebony Society's 40th anniversary exhibit highlights decades of Black history embedded within the city's Department of Parks and Recreation. WFUV's Xenia Gonikberg reports from the historic Arsenal Building in Central Park. In Music News, WFUV's Livia Regina shares some of Josh Ritter's interview and live session with the station. Plus, multiple artists are playing a benefit concert at Carnegie Hall and Corinne Bailey Rae is going on an anniversary tour. Host/Producer: Xenia Gonikberg Editor: Tess Novotny/Ben Oppenheimer Reporter: Mia Barth Reporter: Livia Regina Theme Music: Joe Bergsieker

In this episode, we sit down with Robyn Fawcett, Social Media Manager at BT Group. Robyn is a unique breed of practitioner, a former e-learning designer turned influencer who now runs a thriving employee-generated content program for one of the UK's largest telecommunications brands.Want to know how your employee advocacy strategy really stacks up? Grab your ⁠FREE Employee Advocacy Health Check⁠ and see how you compare against your competitors.This conversation explores the how-to of scaling employee-generated content. Robyn explains how she focuses on training employees to be original creators, using her own reporter-style videos to lead by example. You'll learn how to identify your low-hanging fruit advocates, the importance of providing a technical toolkit to boost employee confidence, and the specific strategy BT uses to get senior leadership active on social media to drive organizational change. By shifting from a control-first mindset to one of empowerment, Robyn demonstrates how to transform a corporate brand into a relatable, story-driven entity that attracts top talent in the Gen Z era.If you are struggling to move past corporate noise and want to unlock the organic reach of your workforce, this episode is your roadmap.Resources:Book a call to discover how employee advocacy can benefit your team:Ready to elevate your employee advocacy? Get a free copy of Bradley Keenan's essential book, ‘Employee Advocacy: 101 Cheat Codes' for deeper insights and actionable strategies.Download the World's Biggest Employee Advocacy Study for free and discover data-backed insights to supercharge your program:Subscribe to The Employee Advocacy & Influence Podcast for more expert insights into social strategy and employee influence!

A Tokyo Electric Power Company Holdings Inc. employee shared confidential documents on a nuclear power plant within the company improperly, according to a Nuclear Regulation Authority report.

This is the last episode in our deep dive series on Million Dollar Contracting — and we're finishing where real growth actually happens:People.In this final conversation, Kim Hopkins breaks down how to:Attract quality employees (without begging)Hire the right people — not just available bodiesBuild a team that thinks like ownersRetain great employees for the long haulCreate customer success that drives repeat business and referralsHere's the reality:You don't scale a contracting business with hustle alone.You scale it with systems, profit structure, and a team that actually cares.Kim shares how he built a long-term, profitable electrical company with low turnover, strong culture, and customers who keep coming back.If you're tired of constant hiring cycles, unreliable techs, and carrying the whole company on your back — this episode is your blueprint.

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

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

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

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

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

This episode, we're talking with Becca Schweitzer, Client Strategist at O.C. Tanner, about the top three things you should keep in mind when planning for your next company-wide recognition event like Employee Appreciation Day.  Becca partners with our clients to plan successful, meaningful recognition events throughout the year. She also has on-the-ground experience working in HR for a healthcare organization as an employee engagement coordinator, planning (and cleaning up after) these important appreciation moments.   Stick around for the end of the episode where we talk about ideas you can implement at your own workplace.  Takeaways:  Start your planning with feedback and lessons learned from previous events. What went well? What was difficult for your HR team? What resonated with employees? This will help you craft your event plan: dates, times, communications, gifts, and experiences.   Involve leaders early in the planning process to deliver meaningful, inclusive recognition moments. Your leaders know your people best, and they will be key in delivering this recognition experience—especially for offline or remote teammates.   Maximize impact beyond the event. Use this time to showcase your recognition tools, teach your people when and how to use them, and encourage behaviors by rewarding employees who use recognition tools the most.  The Culture by Design podcast is created by O.C. Tanner, the global leader in software and services that improve workplace culture through meaningful employee recognition.   If you want your organization to become a place where people can't wait to come to work in the morning, go to octanner.com. 

AI is no longer just a background tool. It's drafting contracts, reviewing discovery, sending emails, negotiating deals, and triggering real-world consequences. In this episode of That Tech Pod, Laura and Kevin unpack what happens when AI starts behaving less like software and more like an employee. If an AI clause costs a company millions, misses privileged evidence, or sends sensitive information to the wrong place, who's actually on the hook?The conversation moves from AI as a de facto junior associate to the harder questions around liability, governance, and oversight. They explore why AI can have autonomy but no accountability, how risk gets assigned when things go wrong, and why companies are almost always left holding the bag. Then the discussion takes a turn: what happens when AI isn't just assisting humans, but coordinating them, managing tasks, and using people as a quality-control layer?The episode closes with a bigger debate about power, psychology, and work itself. If software is now supervising humans, assigning tasks, and shaping outcomes, are organizations ready for that shift? And if AI is doing the work while humans carry the legal risk, is that imbalance sustainable? The most dangerous AI may not be the one that replaces people, but the one that quietly manages them.

Summary In this conversation, Amas Tenumah and Bob Furniss discuss the complexities of performance management, particularly focusing on forced distribution and its implications on employee evaluation and coaching. They explore alternative approaches to performance evaluation that prioritize individual performance over comparative scoring, emphasizing the importance of quality conversations in coaching. The discussion highlights the detrimental effects of scoring systems on employee morale and the need for a shift in focus towards meaningful feedback and development.   Forced distribution can hinder team dynamics and employee morale. Performance should be evaluated based on individual contributions, not relative rankings. Coaching conversations should focus on quality and empathy rather than scores. Removing scores from evaluations can lead to more productive discussions. HR policies often prioritize consistency over individual performance nuances. Employees are aware of compensation disparities and may leverage offers from competitors. Quality conversations can improve coaching outcomes significantly. The focus should be on the overall experience rather than just numerical scores. Feedback mechanisms should be separated from compensation discussions. A shift in focus can lead to better employee engagement and performance.  

Welcome back to Our Agile Tales as we continue our conversation with Bjarte Bogsnes, exploring case studies from his latest book, This Is Beyond Budgeting. The book distills nearly three decades of experience challenging traditional budgeting, targets, and control-based management.In this episode, we examine Beyond Budgeting through two case studies: Miles and David Lloyd Clubs.Miles is a Norwegian IT consulting company founded in reaction to command-and-control micromanagement. It operates without budgets and with minimal KPIs, guided by an evergreen financial ambition of maintaining a profit margin above 10%  without cascaded targets or bonus links. Employees enjoy wide autonomy, with transparency as the primary control mechanism: purchases and training costs are posted on the intranet for shared learning.Miles places strong emphasis on recruitment and cultural fit, taking at least ten references and interviewing for beliefs, values, and attitudes. Employees assess technical skills and can veto candidates. The company invests heavily in social cohesion, including spouse-only events, and practices servant leadership, with the CEO retitling himself “Chief Servant Leader.” Bjarte notes that Miles was essentially “born beyond budgeting” and has sustained its principles through growth by consciously resisting bureaucracy, including internal leadership succession.The second case study, David Lloyd Clubs, a high-end UK gym chain with around 300 clubs, represents one of the fastest Beyond Budgeting implementations Bjarte has seen: launched in October 2019 and fully budget-free by January 2021. The model helped the company not only survive COVID-19 but emerge stronger.Key practices included increased club autonomy, strong internal benchmarking, transparency, and local involvement in KPI selection. Central target setting was reduced, with emphasis on relative performance rather than detailed annual targets tied to bonuses.Ownership by private equity firm TDR Capital supported the shift, focusing on leadership and management improvement rather than cost-cutting.Bjarte attributes the speed to strong owner backing, a capable controller leading the effort, and a supportive CEO, while noting that mindset change takes longer than process change. HR played a key role in shifting performance evaluation toward relative measures and maintaining shared club-level bonuses instead of individual incentives.Key topics and timestamps00:00 Welcome01:07 Miles Overview02:47 Transparency Over Budgets04:15 Recruiting and Culture06:05 Servant Leadership06:46 Born Beyond Budgeting10:37 Sustaining Beliefs at Scale12:23 David Lloyd Clubs13:09 Rapid Rollout13:56 Benchmarking and Rhythm17:41 Why It Worked20:53 Relative Performance24:45 Transparency and Learning26:47 HR and Rewards28:15 Results and ConclusionAbout Bjarte BogsnesBjarte Bogsnes is Chairman of the Beyond Budgeting Round Table, a former global finance executive, and a leading thinker in management innovation. He is the author of Implementing Beyond Budgeting and This Is Beyond Budgeting, showing how organizations can replace rigid, calendar-driven systems with models built on trust, transparency, and adaptability — creating companies that are both more responsive and more human.Follow Bjarte at:https://www.linkedin.com/in/bjarte-bogsnes-41557910/Music: https://www.purple-planet.comVisit us at https://www.ouragiletales.com/about

On today's program, Michael Rogers talks with SBAM leader Mark Hamilton, founder of Versa Culture in Grand Rapids (He can be contacted via LinkedIn at https://www.linkedin.com/in/versa-culture, and by email at markh@versaculture.com.) His company helps small and mid-sized organizations improve execution by defining and reinforcing company culture. Hamilton emphasizes the importance of clear decision-making, especially under pressure, and the need for leaders to set boundaries and accountability. "What good looks like, what is the standard people are being held to," he says. "What do they need to achieve in their day-to day-behaviors, not just values on a wall, and how leaders reinforce those behaviors and especially accountability, so that teams can move forward without second guessing and, frankly, with as little supervision as possible." The Small Business Association of Michigan is the only statewide and state-based association that focuses solely on serving the needs of Michigan's small business community. We have been successfully serving small businesses like yours in all 83 counties of Michigan since 1969. We're located in Lansing, just one block from the Capitol. Our mission is to help Michigan small businesses succeed by promoting entrepreneurship, leveraging buying power and engaging in political advocacy. When small businesses band together through the Small Business Association of Michigan, they achieve more than they could on their own.  Our 32,000 members are as diverse as Michigan's economy. From accountants to appliance stores, manufacturers to medical, and restaurants to retailers, what unites the SBAM membership is the spirit of entrepreneurship…a spirit that drove you to start and continue to operate your own business because you believe you can do something better than anyone else is doing it! (music licensed from www.jukedeck.com)

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

In this week's episode, we're bringing you a powerful panel replay straight from our ALT 2025 stage: Retain to Grow: Designing Development Runways for High-Growth Employees. On this panel, Kaeli is joined by Shelby Miller, DNP, Heidi Hermel, NP, and Rachel King, FNP-C. Each of these founders leads a thriving practice with strong team culture. And notably, each operates under a different compensation structure. Three different models. Three successful, growing organizations. This panel conversation dives deep into what it really takes to attract, develop, and retain top talent in today's competitive landscape. We unpack compensation models that actually drive performance, when profit-sharing makes sense, how to structure growth pathways, and the balance between rewarding excellence while protecting the business. You'll hear transparent conversations around commission structures, onboarding, mentorship tiers, leadership development, and how to prevent your best people from being lured away by flashy offers that don't hold up under scrutiny. More importantly, we explore how to create emotional loyalty, cast long-term vision, and build a culture where high performers see their future with you. If you've ever wondered how to grow without losing your best people, this episode is for you. And if this conversation resonates, ALT 2026 is where you need to be. Register for ALT by February 28 and receive a complimentary 1:1 Mini Intensive — a private 2-hour strategy session designed to tackle your biggest business challenge. Exclusive to the first 10 registrations $1,297 value Personalized action plan you can implement immediately We'll see you in the room! Resources → Snag your ticket for the ALT Experience → Join the Fierce Factor Society → Follow Kaeli on Instagram: @kaeli.lindholm Additional Ways to Connect: Book a Discovery Call: Ready to scale with intention? Let's map out your next strategic move. KLC Consulting Website Kaeli on LinkedIn

The Top 5 at 5, snowed in edition, counts down the five employees at WIP (radio station) you'd least want to be trapped in a snowstorm with. From personality clashes to survival strategy questions, the guys have some fun with this chilly hypothetical.

  In the United States, employers typically spend roughly 30% of total compensation on employee benefits, averaging between $12 and $15 per hour worked, or roughly $20,000–$30,000 per employee annually. As of June 2025, private industry benefits averaged $13.58 per hour, while public sector employers often spend significantly more, averaging over $24 per hour, driven by higher insurance and retirement costs, according to the Bureau of Labor Statistics. Brian Calvert is the owner of Business Health Market. We specialize in providing individuals and businesses with customized health insurance and employee benefits packages, working with all major carriers. Whether you're a solopreneur, a 1099 independent contractor, a small business with just two employees, or a large corporation with up to 2,000 employees, we have the expertise to create the perfect plan for your unique needs. We understand that a well-structured benefits package is crucial for staff retention and recruitment. That's why we design solutions tailored to your company's budget, size, and goals. By leveraging the latest technology, we help businesses offer competitive benefits that not only attract top talent but also enhance employee loyalty.   For more information: https://businesshealthmarket.com/ LinkedIn: @BrianCalvert   Email: brian@businesshealthmarket.com   Learn more about your ad choices. Visit megaphone.fm/adchoices

In your experience as a nonprofit L&D leader, has telling people what to do and forcing them to comply ever led to the behavior change you were looking for? Unfortunately, this doesn't work for two-year-olds, 52-year-olds, or those who work at your nonprofit.In this episode, I talk about how  it's culture, not compliance, that drives consistent performance, and that if we want to create change in our organization, we have to influence the culture around us. Tune in for practical ways to nurture and build on your nonprofit's existing culture for the best results over time.▶️ Why It's Your Nonprofit's Culture (Not Compliance) That Drives Consistent Performance▶️ Key Points:0:00:00 Understanding culture and how to nurture it0:06:30 Establishing shared strategic goals0:09:15 Creating and strengthening shared practices0:10:06 A practical starting point to shape cultureResources from this episode:Catch up with my interview with Julie Winkle Giulioni.Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveWas this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

Circle K employee tried to cash in a 12mil lottery ticket! An activist group put up a gold framed photo of former prince Andrew after his arrest; Reuters photographer details how he got the infamous shot of Andrew; One Star Reviews and the five second rule game! See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Because let's be honest…Every salon owner has one.Had one.Or is currently avoiding one.

John Maytham speaks to Thabang Rapuleng, director in the employment law department at Cliffe Dekker Hofmeyer, about a court ruling that the City of Cape Town must reinstate an employee who tested positive for cannabis. Presenter John Maytham is an actor and author-turned-talk radio veteran and seasoned journalist. His show serves a round-up of local and international news coupled with the latest in business, sport, traffic and weather. The host’s eclectic interests mean the program often surprises the audience with intriguing book reviews and inspiring interviews profiling artists. A daily highlight is Rapid Fire, just after 5:30pm. CapeTalk fans call in, to stump the presenter with their general knowledge questions. Another firm favourite is the humorous Thursday crossing with award-winning journalist Rebecca Davis, called “Plan B”. Thank you for listening to a podcast from Afternoon Drive with John Maytham Listen live on Primedia+ weekdays from 15:00 and 18:00 (SA Time) to Afternoon Drive with John Maytham broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/BSFy4Cn or find all the catch-up podcasts here https://buff.ly/n8nWt4x 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.

Workplace Grief: Bereavement, Loss, and How Organizations Get It Wrong Grief shows up at work in ways leaders often misunderstand. In this episode, Dr. Grajdek covers multiple forms of loss and explains why “just stay busy” or “take the time you need” without support can backfire. Additionally, she explores the need for grief-aware manager scripts, guidance on flexible expectation resets, and team practices for coverage and reintegration that respect privacy while still offering real support. Tune in to learn more.   Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l

During Ep. 32 of the Ask the Law Firm Seller Show, Jeremy E. Poock, Esq. addresses the following question: Why Do Key Employee Lawyers Want a Boss & Do Not Aspire to become Law Firm Owners?   As Poock explains, “What is it that key employee lawyers want? What they really want is a reliable, predictable, and safe job.”   Rather than aspiring to owning a small business law firm, most key employee lawyers want a boss because a boss will provide them with a reliable, predictable, and safe job.   Until Senior Attorney owners of law firms recognize the likelihood that their key employee lawyers prefer a boss, rather than becoming the boss, Poock explains the possibility of a collision of expectations, namely:   The goal for a Senior Attorney owner for key employee lawyers to succeed to ownership often collides with a key employee lawyer's goal to maintain a reliable, predictable, and safe job.   When those goals collide, unfortunately, the following “Random Tuesday” event can (does) occur:   Key employee lawyers give their longtime Senior Attorney bosses 2 or 4 weeks notice about joining another law firm that can restore their need for a reliable, predictable, and safe job.   Rather than colliding, Poock shares that their respective goals align when a Senior Attorney owner, together with key employee lawyers, join a Growing Law Firm.   In that collaborative scenario, the following 4 winners result:   1. Senior Attorneys win by establishing a viable succession plan that includes sale terms.   2. Key employee lawyers win by maintaining their need for a reliable, predictable, and safe job.   3. The clients win via assurance that they will continue benefiting from ongoing, competent representation.   4. The Growing Law Firm wins by benefiting from new clients, an experienced workforce, and succeeding to decades' worth of Subject Matter Knowledge to convert into much-needed Digital Content in today's 3.0 Digital Era for the legal industry.

In this episode:  Dr. Emi Barresi, Lee Crowson, Natasha Desjardines, Nicolas Krueger, Rich CruzI/O Career Accelerator Course: https://www.seboc.com/jobVisit us https://www.seboc.com/Follow us on LinkedIn: https://bit.ly/sebocLIJoin an open-mic event:ReferencesAshforth, B. E., & Gibbs, B. W. (1990). The Double-Edge of Organizational Legitimation. Organization Science, 1(2), 177–194. https://doi.org/10.1287/orsc.1.2.177Bandura, A. (1999). Moral Disengagement in the Perpetration of Inhumanities. Personality and Social Psychology Review, 3(3), 193–209. https://doi.org/10.1207/s15327957pspr0303_3Boakye, D., Sarpong, D., Meissner, D., & Ofosu, G. (2024). How TalkTalk did the walk-walk: strategic reputational repair in a cyber-attack. Information Technology & People (West Linn, Or.), 37(4), 1642–1673. https://doi.org/10.1108/ITP-08-2022-0589Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595–616. https://doi.org/10.1016/j.leaqua.2006.10.004De Roeck, K., & Farooq, O. (2018). Corporate Social Responsibility and Ethical Leadership: Investigating Their Interactive Effect on Employees' Socially Responsible Behaviors. Journal of Business Ethics, 151(4), 923–939. https://doi.org/10.1007/s10551-017-3656-6Dickson, M. W., Smith, D. B., Grojean, M. W., & Ehrhart, M. (2001). An organizational climate regarding ethics: the outcome of leader values and the practices that reflect them. The Leadership Quarterly, 12(2), 197–217. https://doi.org/10.1016/S1048-9843(01)00069-8“Open Letter from More than 60 CEOs of Minnesota-Based Companies | Minnesota Chamber of Commerce.” Mnchamber.com, 25 Jan. 2026, www.mnchamber.com/blog/open-letter-more-60-ceos-minnesota-based-companies.Liu, M.-L., Lin, C.-P., Chen, M.-L., Chen, P.-C., & Chen, K.-J. (2020). Strengthening knowledge sharing and job dedication: The roles of corporate social responsibility and ethical leadership. Leadership & Organization Development Journal, 41(1), 73–87. https://doi.org/10.1108/LODJ-06-2019-0278Ullah, I., Hameed, R. M., Kayani, N. Z., & Fazal, Y. (2022). CEO ethical leadership and corporate social responsibility: Examining the mediating role of organizational ethical culture and intellectual capital. Journal of Management & Organization, 28(1), 99–119. https://doi.org/10.1017/jmo.2019.48Victor, B., & Cullen, J. B. (1988). The Organizational Bases of Ethical Work Climates. Administrative Science Quarterly, 33(1), 101--125. https://doi.org/10.2307/2392857Weber, J., & Opoku-Dakwa, A. (2022). Ethical Work Climate 2.0: A Normative Reformulation of Victor and Cullen's 1988 Framework. Journal of Business Ethics, 178(3), 629–646. https://doi.org/10.1007/s10551-021-04778-4Williams, J. (2024). Greenwashing: Appearance, illusion and the future of ‘green' capitalism. Geography Compass, 18(1). https://doi.org/10.1111/gec3.12736

Watch the YouTube version of this episode HEREAre you looking for some advice on how to achieve fulfillment in your life? In this episode of Maximum Lawyer Live, Tyson reflects on personal and professional fulfillment, using a recent home renovation as a metaphor for job satisfaction. Drawing from psychological theories like Self-Determination Theory, the IKEA Effect, and Flow, the episode explores how competence, autonomy, and relatedness drive motivation. Tyson shares some insights about personal and professional fulfillment and the 3 things you need to master to become successful in both realms. Autonomy is important to fulfillment because it's about controlling how or what you do. Then there is competence and the belief that you have the ability to do something. Last is relatedness and if what you are doing resonates or relates to people and their life. If you are able to master these 3 things, you will be successful in whatever you do. The control over your work, the competence you have and the reliability is what people are drawn to.Lifelong fulfillment is all about continuous growth and learning. If you have the desire to learn and grow every day of your life, you will never be stagnant or in one place. You will be able to move forward and evolve not only in your professional life, but in your personal life. Putting golden handcuffs on can really hold you back from achieving whatever you want. So, it is important to allow yourself to move forward each and every day!Listen in to learn more!3:22 Personal Fulfillment and Career Reflection10:04 Communicating Value to Clients14:04 Flow Theory: Achieving Fulfillment at Work 19:20 Respect and Equality in the Workplace24:01 Continuous Growth and Lifelong Learning Tune in to today's episode and checkout the full show notes here. 

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

"They are changing venture capital from a 30% tax to 0% tax. If Robinhood succeeds, it makes Sequoia and Andreessen's business model untenable." — Keith TeareThe Silicon Gods must have their blood. And they've finally come for the funders of disruption, the venture capitalists, who are now being disrupted by something called Public Venture Capital (PVC). That, at least, is the view of That Was The Week publisher Keith Teare, who leads his newsletter this week with Robinhood's new venture fund. This new stock-trading app for millennials is going after Sequoia and Andreessen Horowitz—not by competing on deal flow, but by charging 0% carry instead of 20-30%. Robinhood promises it blows the doors off traditional venture capital.But Keith urges caution over PVCs. Robinhood is packaging late-stage private assets—companies like Databricks that would have IPO'd years ago but are staying private longer. By the time retail investors get access, employees are already cashing out through tender offers because they think the peak is near. The poster child: Figma, which did secondaries at $12 billion after Adobe's $20 billion acquisition failed. A lot of (dumb) people bought at the top and are now slightly less stupid.Fortunately, this week's tech roundup isn't just about get-rich-quick investment schemes. We also discuss Yasha Mounk's sobering experiment: he asked AI to write a political philosophy paper and found it "depressingly good"—publishable in an academic journal. Keith reframes this supposed "death of the humanities" as automation, not democratization. The humans aren't being leveled up; they're masquerading as producers while AI does the work. But craft still matters. When technology relieves humans of the mundane, he hopes, it elevates the special.Lastly but not least, we get to the abundance debate. Peter Diamandis and Singularity University have promised something called "exponential abundance" by 2035. Keith is sympathetic. I am not. The only thing I'm willing to guarantee is that we'll still be talking abundantly about abundance in 2035. And that the Silicon Valley Gods will have their blood. Five Takeaways●      Robinhood Is Charging 0% Carry: Sequoia and Andreessen take 20-30% of profits. Robinhood takes nothing. If they scale, the traditional VC model becomes untenable.●      But You're Buying at the Top: These are late-stage assets. Employees are selling through tender offers because they think peak valuation is near. Ask the people who bought Figma at $12 billion.●      AI Is Automating the Humanities: Yasha Mounk found AI could write "depressingly good" political philosophy. This isn't democratization—it's humans masquerading as producers.●      Craft Still Retains Its Power: Technology relieves humans of the mundane—and elevates the special. Creativity that breaks through will always command attention.●      The Abundance Debate Continues: Diamandis says abundance by 2035. Keith agrees land is already abundant. Andrew calls this "such a stupid thing to say." About the GuestKeith Teare is the publisher of That Was The Week and Executive Chairman of SignalRank. He is a serial entrepreneur and longtime observer of Silicon Valley. Keith joins Keen On America every Saturday for The Week That Was.ReferencesCompanies mentioned:●      Robinhood is launching a publicly listed venture fund, raising up to $1 billion at $25/share with 0% carry. They already have $340 million in assets including Databricks.●      Figma is cited as a cautionary tale: after Adobe's failed $20 billion acquisition, it did secondaries at $12 billion—many bought at the top.●      Polymarket is a prediction market platform that Robinhood has responded to by adding prediction markets to its offerings.People mentioned:●      Yasha Mounk wrote about AI writing "depressingly good" political philosophy papers that could be published in academic journals.●      Peter Diamandis and Dr. Alexander Wisner-Gross of Singularity University argue that exponential abundance is coming by 2035.●      Packy McCormick wrote about power in the age of intelligence.About Keen On AmericaNobody asks more awkward questions than the Anglo-American writer and filmmaker Andrew Keen. In Keen On America, Andrew brings his pointed Transatlantic wit to making sense of the United States—hosting daily interviews about the history and future of this now venerable Republic. With nearly 2,800 episodes since the show launched on TechCrunch in 2010, Keen On America is the most prolific intellectual interview show in the history of podcasting.WebsiteSubstackYouTubeApple PodcastsSpotify Chapters:(00:00) - Introduction: If it's Saturday, it must be revolution (02:11) - Robinhood's venture fund announcement (03:17) - What is Robinhood's day job? (07:43) - Secondary markets and tender offers (10:33) - Democratization or late-stage risk? (14:09) - Is Robinhood just gambling? (16:08) - Private vs. public market returns (19:02) - Is finance merging with betting? (24:23) - Blowing the doors off Sequoia and Andreessen (26:27) - Yasha Mounk: AI automating the humanities (28:47) - Where does power go in the age of AI? (30:42) - Craft retains its power (31:33) - The abundance debate (34:00) - Is land abundant? Andrew loses patience (00:00) - Chapter 15 (00:00) - Chapter 16 (00:00) - Introduction: If it's Saturday, it must be revolution (02:11) - Robinhood's venture fund announcement (03:17) - What is Robinhood's day job? (07:43) - Secondary markets and tender offers (10:33) - Democratization or late-stage risk? (14:09) - Is Robinhood just gambling? (16:08) - Private vs. public market returns (19:02) - Is finance merging with betting? (24:23) - Blowing the doors off Sequoia and Andreessen (26:27) - Yasha Mounk: AI automating the humanities

Most business owners hire VAs completely backwards—and it's costing them time, money, and sanity. David Jenyns, the Systemology Guy, explains why your VA hires keep failing, the one thing you must do before bringing anyone on board, and how to finally break free from doing everything yourself.

Building a successful business isn't just about strategy, sales, or marketing. It's about people. In this episode, Susan Mahaffee, CEO and Founder of People Rise, shares why culture, leadership, and strong HR foundations are the real drivers of long-term growth. Whether you're a solopreneur preparing to hire or a growing business managing a team, you'll learn how to build a people-first organization that attracts, develops, and retains the right talent. If you want to lead with confidence, avoid costly mistakes, and create a workplace where people actually want to stay, this conversation is for you.Episode Topics:Why culture is the deciding factor for employee retention and growthWhen small business owners should start thinking about HRContractors vs. employees and setting clear expectationsThe hidden risks of DIY HR and “ChatGPT handbooks”Building leadership skills as your business growsCreating systems, processes, and compliance from the startThe shift toward people-first workplaces and purpose-driven cultureInside the People Power Masterclass and cohort leadership modelInsights:When your people rise, your business rises.Culture is the primary reason employees choose to stay or leave.Investing early in the right people systems prevents costly “rework tax” later.Many business owners invest in marketing and sales but neglect leadership development.Employees leave when they don't see a future, growth path, or strong leadership.Today's workforce prioritizes purpose, values, and meaningful work over compensation alone.Great leaders create calm confidence, even when navigating difficult situations.Highlights:00:00 Welcome and Intro00:13 Introductions & Setup02:06 FAM Realty Background03:39 Reason for Social Shift08:15 Content Strategy & Execution13:20 Recording Levels & Workflow16:47 Boosting & Profile Strategy18:26 Advice for Individuals22:42 Engagement Tactics26:29 Mindset on Engagement30:11 Closing & Resources31:18 Podcast episode endedResources:Website: https://www.peoplerisellc.com/ Instagram & LinkedIn: @PeopleRiseLLCPeople Power Masterclass (6-month leadership cohort)Upcoming book: When People Rise: HR Secrets for Small...

Startup employees are encouraged to believe in the mission. But IPO timelines now stretch well past a decade — and many never happen at all. In this episode, Ben Black, co-founder and managing director of Akkadian Ventures, explains how tech workers can think more strategically about the equity they've helped create. Drawing on more than 750 secondary transactions, Ben walks through how employees can evaluate a company's liquidity posture before accepting an offer, exercise options intelligently, understand the real value of their shares, and access secondary buyers — whether through structured programs or more proactive approaches. We also dig into the psychological side of selling: when to take money off the table, how to avoid overestimating future upside, and why “loyalty” shouldn't mean ignoring your own financial reality. Ben shares real-world examples of employees using secondaries to fund major life events — and even to bootstrap their own companies so they can retain more ownership and control from day one. Founders and VCs get a lot of attention for the risks they take. This episode is about the people who often take just as much risk with far less margin for error. * Information offered is for educational purposes and should not be considered financial advice. RUNTIME 52:37    BREAKDOWN (2:12) How Ben got into the secondary market and founded Akkadian (5:33) “The vast majority of really good companies now have secondary programs.” (8:39) Secondaries generate “a very significant part of the return of the large funds.” (9:57) Why are most companies still on a four-year vesting cliff? (12:55) Things to consider when you're 25% vested (15:22) Why so many tech workers never exercise their vested options (16:49) A framework for identifying the *right* time to sell (21:26) How to access the secondary market if your company doesn't offer a structured program (30:09) “I do see a lot of bad behavior among employees… using information that they're not supposed to use.” (32:06) Startup employees: cultivate a strong relationship with your CFO (34:08) The #1 reason why employees sell secondaries (and a few edge cases) (38:44) “You have to be really skeptical, and you need to take a lot of shots on goal.” (45:11) How many founders are bootstrapping startups using the secondary market? (48:44) How long does it take to get liquid? LINKS Ben Black Akkadian Venture Capital IPO markets look primed to accelerate in 2026, pwc, 12/12/2025 SUBSCRIBE

Authorities have apprehended five individuals—four educators and one police officer—on charges connected to child sexual abuse material.See omnystudio.com/listener for privacy information.

The city of Cleveland and the U.S. Department of Justice agree the city has done enough to be released from a consent decree imposed due to unconstitutional policing involving excessive force in 2015. They've asked a federal judge to sign off. The mayor says work still needs to be done, but the city should be in charge of it, not the feds. The story begins our discussion of the week's news on the “Sound of Ideas” Reporters Roundtable. Cuyahoga County Sheriff Harold Pretel filed a lawsuit this week claiming County Executive Chris Ronayne's office has no right to take over financial control of his department. It's the latest salvo in a long-standing conflict over spending in the sheriff's department, where overtime has ballooned. Employees of Lorain County's Department of Job and Family Services went on strike Wednesday morning after contract talks failed to reach a new deal. The previous contract for employees, represented by United Auto Workers Local 2192, expired in September. Ohio has expanded its quarantine for the spotted lanternfly to all counties in the state. The invasive species was first spotted in Ohio in 2020. State officials say there's no need to report the bugs any longer. If you see one, squash it. Two Ohio lawmakers want to punish people who don't heed crossing guards. House Bill 690 would also levy penalties for harassing, threatening or intimidating crossing guards. A year-long celebration of Lorain native Toni Morrison began this week. Morrison, who once worked for the Lorain Public Library, was celebrated for her novels, children's books, and plays. She won the Pulitzer Prize in 1988 for her novel 'Beloved' - and this year's celebration shares that name. Guests: -Matt Richmond, Criminal Justice Reporter, Ideastream Public Media -Kabir Bhatia, Sr. Arts Reporter, Ideastream Public Media -Karen Kasler, Statehouse News Bureau Chief, Ohio Public Radio/TV

We want your feedback and questions. Text us here.Struggling with unmotivated employees? In this episode of The Champion Forum Podcast, we explore why lack of motivation isn't a character flaw; it's a leadership signal. Learn how purpose, clarity, and connection unlock your team's engagement, resilience, and ownership. Discover four powerful questions every leader must answer to create transformational work instead of transactional tasks.

Watch the YouTube version of this episode HEREAre you a law firm owner looking to strengthen your marketing strategy? In this episode of the Maximum Lawyer Podcast, Danny Decker from Spotlight Branding shares expert marketing strategies for law firms, focusing on attracting higher-quality clients instead of just more leads. Drawing from 15 years of experience, he explains how to define your ideal client based on real data, craft client-focused messaging, and advertise in the right channels. As a law firm owner, marketing strategies are the key to getting more clients and attracting the right clients. Danny shares how to build client-focused messaging for your firm. The first thing to ensure is that your messaging needs to be all about them. In order to do that, your messaging needs to tell a story and follow the stereotypical story format. You have the hero (the client), where the hero wants to go or wants to do, the problem they have in getting there (their issue or case) and a guide to help the hero solve the problem (the lawyer). If you accomplish this in your messaging, you will get every client that comes your way.Once you get your messaging in order, you need to advertise where your clients are located. You need to think about where your best clients hang out. Are they on a certain social media site, listen to a certain type of podcast or read a specific newspaper? If you know these things, you know where to market your firm. If your typical client uses Instagram or LinkedIn, create a profile and begin marketing your firm there.Listen in to learn more!3:07 The Cost of Bad Clients8:18 Build Client-Focused Messaging 13:01 Understanding Client Motivation 15:03 Advertise Where Ideal Clients Are17:47 The Power of Referral Marketing Tune in to today's episode and checkout the full show notes here.Connect with Danny:Website  Linkedin X Youtube 

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:

Horst Schulze explains how Ritz-Carlton slashed employee turnover by building purpose-driven culture, strict hiring standards, and powerful orientation training. In this leadership clip with Patrick Bet-David, he reveals why behavior, environment, and respect matter more than pay when building elite teams.

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: