Podcasts about employees

The Sponsors We want to thank Underground Printing for starting this and making it possible—stop by and pick up some gear, check them out at ugpmichiganapparel.com, or check out our selection of shirts on the MGoBlogStore.com. And let's not forget our associate sponsors: Peak Wealth Management, Matt Demorest - Realtor and Lender, Ann Arbor Elder Law, Michigan Law Grad, Human Element, Sharon's Heating & Air Conditioning, Winewood Organics, Community Pest Solutions, Radecki Oral Surgery, Long Road Distillers, SignalWire where we are recording this, and introducing Applied Fitness Solutions, and The History of Michigan Football, an online course by Greg Dooley. Featured Musician: Bump THE VIDEO: [After THE JUMP: The show notes.]  --------------------- 1. Minnesota Preview: Offense starts at the top. Fleck and Harbaugh (no relation, pronounced Har-Bo) have been rolling their system back towards pro-style, have an old fashioned 6'5"/230 arm who doesn't run in Drake Lindsey, was getting draft hype that we do not understand. They still run the #collegecrappe offense: RPO slants, Power/Zone with huge OL, and lots of WR screens, because Javon Tracy—an excellent returner—is good at YAC. Darius Taylor is beat up, and they're without their starting C, but big-ass Greg Johnson has shifted to C and will maul. Get them in 3rd & long and we should be okay; RT Daniel Shipp is a weak spot and backup LG Jaden Ball—who never saw the field at Purdue—is hurt as well as bad. 2. Minnesota Preview: Defense & Special Teams starts at 16:54 One step forward, one step back for a defense that's been solid but can't quite get to elite. One thing you can expect is for them to be very responsible on the edges (and for Fleck to LOSE HIS SHIT) if they don't call holding on anything that breaks outside). Best guys are a giant DE, Anthony Smith, and a giant LB, Maverick Baranowski. Alex not super impressed with their Iowa CB John Nestor but Seth is. But their other LBs are pretty good. Have some issues with their Zone defense under 2nd-year DC Danny Collins, a longtime Fleck assistant who finally got the callup after serving under all the journeymen that Fleck's brought through. Defensive line is big but moveable, and a banged up Riley Sunram at nose may be the spot to attack them. Special teams notes: Javon Tracy has been the best PR in the country this year; has two TDs and nearly had a third when he accidentally stepped OOB. Do not kick to him. Punter is an Aussie averaging 40/punt. They stole New Mexico's kicker and got him eligible for a 5th year. Until then they were going with Beckham Sunderland, whom we could have used on kickoffs. Gotta suck for him.   3 Iowa After Review starts at 40:27 It was a very good day from Bryce, who was reading coverages, moving guys with his eyes. Beck finally dumped the Jet Motion stuff that opponents have downloaded and the run game started to move. But he's got to stick and move. Injury to Frazier meant they were heavily left-handed in the 4th quarter. Iowa's offense was in "get it OUT!" mode. Zero dropback passes that weren't on passing downs or 2MD drives. First-look passing offense that just tried to clear out or space and throw to the first read, covered or not, which resulted in nerfing the pass rush and a lot of defenders getting their hands on the ball. Middle distribution was three, Michigan extremely unlucky not to come down with at least one of those. Lauck was as advertised. What would you have done for the last play, because going man-lock was not a "let's kill this" play at a "let's kill this" moment.   4. Jug Tales wsg Greg Dooley starts at 1:00:27 The Professor returns to get us pumped for The Brown Jug. You know the story, but what was the context? Why was this such a big rivalry in the 1930s and '40s? I want to discuss Crisler, a former Minnesota head coach, Bernie Bierman, and the last time Michigan switched from a messy handpicked successor to a legend to an establishment oldster.  Featured Artist: Bump Here's another band we played with—possibly in an earlier form—for this empty battle of the bands at the I-Rock in Detroit during the 2003 Michigan-Minnesota game, which was moved to Friday night at the last minute because the Twins made the playoff. The I-Rock didn't have TVs so all the bands were crowded into someone's band van with a 9-inch black-and-white TV to watch the ending. When I saw them again it was at The Pig in 2005 and they had demos for what became Incredible Consequence. The thing that really made Bump was lead guitarist Chris Sterr, who's now touring with Billy Strings for his Heartbeat of Eternia project. Sterr's been doing an Allman Brothers cover band, and playing around Traverse City, and I'm really happy this is happening for him because if he had any ego he'd be a big deal already. When I met him he was with Bump, which was an early project Yorg Kerasiotis, a musician/filmmaker/unfortunate Sparty who's been going from one project to another in the Detroit-Ann Arbor music/arts/film scenes since the early 2000s. Bump wasn't his first project, but it's still my favorite, because they took the music seriously and nothing else. They were genre-benders, a sort of electronic funk garage that would have worked better in the 1990s Alternative scene. The album is here on Spotify; the demos I have seem to be close. Songs: Don't Be the Sunrise A Million Reasons Why        Wait a Minute        Also because Across 110th Street will get our Youtubes taken down, the opener and outro: “The Employee is Not Afraid”—Bear vs. Shark “Ruska Vodka”—Motorboat

It's going to be a hot weekend in San Diego and we have a list of neighborhoods that may experience some power outages. It's Free Comedy Friday and we are lucky to be joined by TWO comics today, Annie Lederman and Tommy Pope! We all know the story of when Eddie got fries thrown in his face. Well something similar has happened where a guy got a cheesesteak and RECORDED VIDEO of him throwing it in the workers face and Eddie was not happy about that!See omnystudio.com/listener for privacy information.

Buy, Sell, Hold: Clay Chastain's Monorail Plan, Former Employees Suing the City, and Mark's Chiefs Parlay | 10-2-26See omnystudio.com/listener for privacy information.

Catch Up With All Things Tony Katz! https://wibc.com/schedule/tony-katz-morning-news/ https://wibc.com/898382/tony-katz-1st-hr-10-2-26-fever-lose/ Fever lose.. at what time Indiana fans become disinterested? USS Theodore Roosevelt heading to the Middle East. Iran is linked to FlyDubai terrorism and Trump has thoughts. Employee at the US Department of Energy has been arrested for trying to provide material support to the Houthis and Iran. Someone loves McDonalds too much. Sen. Chris Van Hollen with the most laughable take of the daySee omnystudio.com/listener for privacy information.

Catch Up With All Things Tony Katz! https://wibc.com/schedule/tony-katz-morning-news/ https://wibc.com/898382/tony-katz-1st-hr-10-2-26-fever-lose/ Fever lose.. at what time Indiana fans become disinterested? USS Theodore Roosevelt heading to the Middle East. Iran is linked to FlyDubai terrorism and Trump has thoughts. Employee at the US Department of Energy has been arrested for trying to provide material support to the Houthis and Iran. Someone loves McDonalds too much. Sen. Chris Van Hollen with the most laughable take of the day https://wibc.com/898382/tony-katz-1st-hr-10-2-26-fever-lose/ Fever lose.. at what time Indiana fans become disinterested? USS Theodore Roosevelt heading to the Middle East. Iran is linked to FlyDubai terrorism and Trump has thoughts. Employee at the US Department of Energy has been arrested for trying to provide material support to the Houthis and Iran. Someone loves McDonalds too much. Sen. Chris Van Hollen with the most laughable take of the day https://wibc.com/898384/tony-katz-3rd-hr-10-2-26-ca-slavery-bill/ New CA law requires companies to disclose slavery profits. France Riots. Dinner with Andre. New Yorkers building their own prison. Jobs report lower than expected, as a result markets are up. TV Theme Song: Film Friday - Saturday Night Fever, S Korea chumming up to China, Amazon going nuclearSee omnystudio.com/listener for privacy information.

In a bid to write her wrongs Tundra calls into a radio show for some advice on how to make things right again.--- GET MORE ROTATING HEROES ACTION ON PATREON ROTATOES! If you enjoyed this episode and need of more space shenanigans in your life, then check out The Rotating Heroes Patreon and be sure to use the code AULLY50 to get 50% off your first month!Get access to exclusive shows like our behind-the-scenes Arc Barks, and Off Leash: Character Creations before each new campaign starts. You'll also receive instant, ad-free access to the ENTIRE back catalogue of campaigns, listen to the latest Axis episodes as soon as they drop, bonus shows, live streams, exclusive character art, AMAs and much, much more!If you haven't checked it out in a while why not also head on over to our merch store, it's getting a revamp soon so this might be your last chance to grab some of the current designs we have in stock! WANT EVEN MORE ACTUAL PLAY GOODNESS?Then listen to 12 Sided Studios' newest production Oaths & Empires: a dark fantasy D&D adventure featuring Kingdom Come: Deliverance II's Luke Dale and Tom McKay. Set in the Witcher-esk inspired world of the Isle of Veil, journey with our two rookie players as they navigate their very first game. Rotating Heroes is a 12 Sided Studios Production

Employee healthcare benefits can become one of the largest expenses inside a growing business—but most owners don't fully understand what's driving those costs or what options they have to control them. Caleb Herndon breaks down why healthcare and insurance costs continue to rise, the role of pharmaceutical spending, insurance carriers and an aging population, and how employers can rethink the way they structure their benefit plans.We also dive into self-funded and level-funded health plans, pharmacy benefit managers, strategies for controlling claims, and how Caleb helped a struggling municipality reduce expenses. Later, Caleb explains how AI is transforming the insurance industry, why he built Quote Map to automate time-consuming insurance analysis, and how technology could give brokers and business owners better information while saving hundreds of hours of administrative work. Connect with Rich on Instagram: @rich_somers

I hired an AI employee for my business today, and I have to tell you what happened - hint, it's been AMAZING ALREADY!If you've been watching all the AI talk and wondering what it all means for your business, this one's for you. I break down the difference between an assistant, an employee, and a teammate, and which one actually helps a you build a successful business!Listen here and grab the show notes: https://podcast.shesjustgettingstarted.com/364

In the 3rd hour of Stokely and Evans with Mark Schlereth, they gun for the Employee of the Month award before they look for the identity of the Broncos' offense. They chat about the play calling narrative that has become popular around the NFL among the media and fans. The guys wonder if Jared Bednar is still the right coach for the Avalanche over the long haul. They give Stink some grief before they try to figure out some easy ways to make the offense's job easier on 2nd down. Mike, Stink, and Stoke wrap up the third hour reacting to the over-the-top reaction to the pass interference call on Sunday night.  

On today's MJ Morning Show:Fester on Big BrotherPower Slap competitionMorons in the newsListener letter asking for support for a tripMJ feels fortunate to be chosen by Julie LeachDiddy's headed back to solitaryNew rule for TSA employeesDear Flabby... Am I being tracked?FlyDubai plane hijackedMJ e-mail about something seen in a restaurantMJ's busy day yesterdayDennis Rodman may not be the guy to help Call to Chloe... Gotta pay the rent with a check7-Eleven & Circle K... are they overcharging customers?Grey Bull Rescue's Bryan Stern on the upcoming fundraising Gala and amazing motorcycle being raffledFamily trip ruined by something the daughter foundMJ's family found something in a hotel room, too.St. Elmo's Fire experienced in the gulfWoman buys cologne at Ross... finds something else in the packageMJ and Michelle are headed to see "Digger" tomorrow. C'mon, Tom? Go with MJ!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode, we explore a recent IBM study highlighting that 43% of employees feel blamed for AI errors, while only 41% of CHROs believe their people are comfortable challenging AI. We discuss the implications of these findings on workplace dynamics and the crucial need for employees to retain their critical thinking skills when working alongside AI technology.

In episode 272, Coffey talks with Amie Fox about inclusive recruitment as a skills-first strategy — and why getting disability inclusion right across the hiring lifecycle unlocks better outcomes for all types of diverse talent. – HRSOUTHWEST October 11-13, 2026 – Good Morning, HR listeners can use the promo code 2026-CoffeyGMHR-100 to save $100 on an HRSouthwest full conference registration at https://hrsouthwest.com!------------------------------------------------------------------------------------------------------------------------------------------------ They discuss inclusive recruitment defined as removing intentional and unintentional barriers so the best-skilled candidate can move through the process without obstruction; honest, specific job descriptions that reflect actual role requirements rather than aspirational proxies and that allow unqualified candidates to self-select out; disability as the inclusion starting point — with the disability community twice as likely to be unemployed as non-disabled peers despite being frequently over-educated; the average $300 cost of a reasonable accommodation in the US and available government funding through state and county workforce boards to offset it; skills-based hiring as the most equitable screening approach because it focuses on demonstrable job-relevant competencies rather than credential proxies; AI and assistive technology as equalizers for candidates and employees with disabilities, enabling participation and independence in ways previously unavailable; designing the application process intentionally — including accessibility of job postings, assessments, and office environments — to remove barriers before the interview stage; how to handle disability disclosure in interviews, ask practical accessibility questions, and kick the elephant out of the room without legal risk; the medical model versus social model of disability and why moving past fear of offense is the key to unlocking genuine inclusion conversations; and onboarding as the most critical retention tool — including pre-start communication, 90-day planning, accommodations setup before day one, and maintaining connection so new hires know where the bathroom is. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.ABOUT OUR GUEST Amie Fox is the Founder of A Fox Consulting, a trainer and keynote speaker who helps founders, HR and operations leaders in growing organisations build practical people systems that improve employee engagement, manager confidence, and business performance. She moved into this work after a portfolio career across communications, training, fundraising, corporate responsibility, and operations exposed her to how differently people experience workplaces. A key turning point was struggling to find early employment as a visually impaired woman, which shaped her understanding of hidden barriers, workplace design, and the importance of systems that help people perform at their best. Her credibility is grounded in recent and current roles: she set up A Fox Consulting, serves as a non-executive director at Vision Ireland, and has held senior CSR and operations roles at organisations including SCOPE Eyecare & Healthcare. Through her consulting, communications, fundraising, and inclusion work, she has contributed to projects with organisations such as McDonald's, Telefonica, Deloitte, Novartis, Abbott, Newstalk, and John Sisk & Sons. Amie's work is built around the employee life cycle as the foundation for better people performance. She supports leaders and managers through coaching, training, and mentoring designed to maximise employee engagement and performance across each stage of that life cycle. Her book Mind the Blind Spot: Decision to Done and her FoxBuzz framework are practical manifestations of her central thesis: when people feel good, they perform at their best — but that idea only becomes useful when translated into clear routines, structures, and systems that work in boardrooms and in daily operations. Amie can be reached at:Website: www.afox.ieLinkedIn: https://www.linkedin.com/in/amie-fox-a3420333/Instagram: https://www.instagram.com/consultingafox/YouTube: https://www.youtube.com/@AFoxConsulting ABOUT MIKE COFFEY Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative (https://www.imperativeinfo.com/), a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening (https://pfcinformation.com/) brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast (https://goodmorninghr.com/), where each week he talks to business leaders about bringing people together to create value for all stakeholders. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council (https://texasshrm.org/), where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County (https://workforcesolutions.net/); the Texas Association of Business (https://txbiz.org/); and the Fort Worth Chamber of Commerce (https://www.fortworthchamber.com/), where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth. LEARNING OBJECTIVES • Define inclusive recruitment as a skills-first, barrier-removal process and apply a five-stage framework — advertising reach, accessible information, application design, interview structure, and onboarding — to identify gaps in an existing hiring process. • Explain why disability inclusion serves as a foundation for broader inclusive hiring, and describe how accommodati...

In OVERTIME, we talk to Jordan Barab about how Republicans are attacking worker safety. ✦ 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 ★

Most people assume their financial professional is free to recommend whatever solution is best for them. In many cases, that freedom is more limited than you may think.In this episode, we cover what it actually means for a financial advisor to be independent. We start with a simple analogy: the difference between a retail store that only sells one brand of product and a store that carries the best products regardless of brand. Employees at both stores may genuinely want to help, but only one has the freedom to adjust their recommendation to your specific need.We then walk through four conflicts that can eliminate independence: proprietary investment products, revenue sharing arrangements, sales quotas, and conflicts that arise when an advisor works within a larger financial institution. Each of these can shape the recommendations you receive in ways that are difficult to detect.We also cover the connection between independence and fee-only compensation, why the choice of custodian matters, and the questions we believe every person should ask before engaging a financial advisor.Thanks for listening!For more details, check out our blog post https://pw-wm.com/learn/financial-planning/is-your-financial-advisor-truly-independent/

Avoiding difficult conversations with employees can feel like the kind thing to do, especially when you genuinely care about the people on your team.You tell yourself you'll address it next week. You drop a few hints. Maybe they have a really good day and you start wondering if the problem is fixing itself.But while you're waiting, the cost of that conversation doesn't disappear. It just moves somewhere else.In this episode, I'm sharing the story of a founder who was dealing with employee performance issues involving someone she genuinely valued. She thought she'd been giving feedback, but nothing was changing. Meanwhile, she was carrying the frustration, other team members were picking up the slack, and resentment was starting to build. That's one of the hidden costs of avoiding difficult conversations. What starts as a problem with one person can begin affecting your time, your clients, your strongest employees and the culture you're trying to build.We'll talk about the difference between dropping hints and creating real clarity, why fear of conflict can make holding employees accountable feel so uncomfortable, and a simple way to approach difficult conversations with employees without becoming cold or confrontational.Because leadership skills aren't about never finding these conversations difficult. They're about developing the confidence to have them anyway.If avoiding difficult conversations is keeping you stuck in unresolved people problems, this is exactly the kind of leadership work we do inside the Accelerator for Female Founders. We work on your people strategy and the leadership skills you need to support the next stage of your business.Learn more about the Accelerator and book a call with me here.Support the showThe People Side of Business is the podcast for female founders and business owners who are leading teams and growing businesses.Hosted by Lindsay White, Leadership Coach, Team Leadership Strategist, and Fractional HR Expert, this show delivers practical leadership strategies, real-world people solutions, and honest conversations about the challenges of leading a team.From employee performance issues and difficult conversations to hiring, accountability, workplace culture, and team growth, each episode is designed to help you lead, manage, and scale your team as a founder.If you're ready to become a more confident leader, make better people decisions, and build a stronger, higher-performing team, you're in the right place.Learn more at highvoltageleadership.ca, connect on Instagram @highvoltleadership, or find Lindsay White on LinkedIn.The people side of business isn't separate from growth. The people side of business is the business.

Enterprise Knowledge's Lulit Tesfaye, VP of Knowledge & Data Services, speaks with Rosanna Stephens, Senior Knowledge Manager of Employee & Workplace Experience Transformation at Adobe and speaker at this year's Semantic Layer Symposium, about semantic layer applications, trends in the industry, and the upcoming conference. To learn more about the Semantic Layer Symposium, check it out here: ⁠⁠⁠⁠https://semanticlayersymposium.com/⁠⁠⁠⁠ *25% off discount code: knowledgecastTo learn more about Enterprise Knowledge, visit us at: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠enterprise-knowledge.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.EK's Knowledge Base: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://enterprise-knowledge.com/knowledge-base/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Contact Us: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://enterprise-knowledge.com/contact-us/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/company/enterprise-knowledge-llc/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter/X: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/ekconsulting⁠⁠⁠⁠⁠⁠⁠⁠⁠Ad Music License: Upbeat Corporate by JP Bianchini https://jpbianchini.comCreative Commons — Attribution 3.0 Unported — CC BY 3.0Free Download / Stream: https://www.audiolibrary.com.co/jp-bianchini/upbeat-corporateMusic promoted by Audio Library https://youtu.be/Hiq53IyRnGI

It's your Ill-Advised News, the stupid criminals of the day. Support the show and follow us here Twitter, Insta, Apple, Amazon, Spotify and the Edge! See omnystudio.com/listener for privacy information.

NOTE: We will be welcoming Dr. Gleb to our community for an interactive webinar November 25th. To go deeper on this episode and take the opportunity to connect with Dr. Gleb live, register here: https://us02web.zoom.us/meeting/register/HfJOZAaIRI6DBXc84CSCSA. Hope to see you there!Most AI adoption strategies start with tools, training and governance.But what happens when the real barrier isn't knowing how to use AI?Employees may be wondering whether the technology will eventually replace them. Experienced professionals may feel that work they spent years learning to do can suddenly be generated in seconds. Others are already using AI successfully but are reluctant to admit it because they worry it will make them look lazy, less capable or as though they have somehow cheated.Those aren't technology problems. They're human ones.In this episode of foHRsight, Naomi Titleman is joined by behavioural scientist Dr. Gleb Tsipursky to explore what leaders often miss when trying to drive AI adoption at work.They unpack three very different forms of resistance: fear and anxiety about job security, threats to professional identity, and the social stigma that can keep productive AI use hidden. Gleb shares practical ways leaders can respond, including starting with the work employees actively want off their plates, modelling AI use openly, creating opportunities to share what is working, and giving people genuine space to experiment.The conversation also looks at the growing problem of AI-generated “work slop,” why critical thinking becomes more important rather than less important in an AI-enabled workplace, and how psychological safety needs to be paired with accountability and human review.For HR leaders navigating AI adoption, the challenge is no longer simply choosing the right technology.It is creating an environment where people can learn how to use it without feeling that doing so puts their job, identity or credibility at risk.About Our GuestDr. Gleb Tsipursky is a behavioural scientist, seven-time bestselling author and author of The Psychology of AI Adoption at Work: From Resistance to Results. His work focuses on how leaders and organizations make better decisions and adapt to changes in the future of work, drawing on extensive research and consulting with organizations navigating AI adoption.Resources ReferencedThe Psychology of AI Adoption at Work: From Resistance to Results — Dr. Gleb Tsipursky's latest book. Georgetown University Press Free book sample + AI adoption resources — disasteravoidanceexperts.com/aibook MIT research on GenAI ROI — referenced in the discussion about the majority of AI pilots failing to show ROI. MIT Project NANDA Harvard Business Review on AI “workslop” — referenced in the discussion about poor-quality AI output creating more work for colleagues. Read the article Amy Edmondson on psychological safety — referenced in the conversation about balancing experimentation with accountability. Amy EdmondsonStay Connected with foHRsightTo sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn:Mark EdgarNaomi Titleman Collafuture foHRward Follow us on InstagramOn November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you're invited! More information and registration can be found at this link. Hope to see you there!Support the show

Avoiding difficult conversations with employees can feel like the kind thing to do, especially when you genuinely care about the people on your team.You tell yourself you'll address it next week. You drop a few hints. Maybe they have a really good day and you start wondering if the problem is fixing itself.But while you're waiting, the cost of that conversation doesn't disappear. It just moves somewhere else.In this episode, I'm sharing the story of a founder who was dealing with employee performance issues involving someone she genuinely valued. She thought she'd been giving feedback, but nothing was changing. Meanwhile, she was carrying the frustration, other team members were picking up the slack, and resentment was starting to build. That's one of the hidden costs of avoiding difficult conversations. What starts as a problem with one person can begin affecting your time, your clients, your strongest employees and the culture you're trying to build.We'll talk about the difference between dropping hints and creating real clarity, why fear of conflict can make holding employees accountable feel so uncomfortable, and a simple way to approach difficult conversations with employees without becoming cold or confrontational.Because leadership skills aren't about never finding these conversations difficult. They're about developing the confidence to have them anyway.If avoiding difficult conversations is keeping you stuck in unresolved people problems, this is exactly the kind of leadership work we do inside the Accelerator for Female Founders. We work on your people strategy and the leadership skills you need to support the next stage of your business.Learn more about the Accelerator and book a call with me here.Support the showThe People Side of Business is the podcast for female founders and business owners who are leading teams and growing businesses.Hosted by Lindsay White, Leadership Coach, Team Leadership Strategist, and Fractional HR Expert, this show delivers practical leadership strategies, real-world people solutions, and honest conversations about the challenges of leading a team.From employee performance issues and difficult conversations to hiring, accountability, workplace culture, and team growth, each episode is designed to help you lead, manage, and scale your team as a founder.If you're ready to become a more confident leader, make better people decisions, and build a stronger, higher-performing team, you're in the right place.Learn more at highvoltageleadership.ca, connect on Instagram @highvoltleadership, or find Lindsay White on LinkedIn.The people side of business isn't separate from growth. The people side of business is the business.

In her first 90 days running corporate development for a venture-backed acquirer, Hannah Sandmeyer closed sixty million dollars in EBITDA. The company had raised a billion dollars in a single Series D and its whole model was growth by acquisition. Then it collapsed when the promised IPO never came. That experience showed her how powerful M&A can be, and it set up the question behind everything she does now, which is what that power looks like when it serves something other than speed and price. Hannah is the founder and CEO of Up and Over Advisors, the first certified B Corporation in the world dedicated exclusively to values-aligned M&A sourcing, and the founder of Steward Market, a live three-sided marketplace for ethical business transitions. She also co-hosts the Ethical Exits podcast. WHAT YOU'LL LEARN: Why mission-driven founders belong on the buy side and not only the sell side, how shared values and trust can change a deal's structure and open the door to seller financing, how employee ownership and acquisition can work together, and how Steward Market uses values as searchable infrastructure so sellers can find a buyer by mission and hold period rather than valuation alone. HANNAH'S JOURNEY: Hannah grew up in Boise, Idaho, wanting to be a civil rights lawyer for the ACLU, studied political science, and came to see M&A as social and economic justice work because an ownership transition is a redistribution of power. She spent about 18 years in go-to-market and revenue roles before being asked in 2021 to run a corporate development team, where she learned that buying a company is just a different kind of sale. After that acquirer collapsed, she started her own firm expecting to do fractional sales work for B Corps. Instead, founders kept asking her to help them buy companies, and fractional corporate development was born. When she suggested that mission-driven founders could be acquirers too, they recoiled, which led her and her partner to launch Ethical Exits to explore what mission-driven M&A actually looks like. KEY INSIGHTS: Once you see the power of inorganic growth, you cannot unsee it as a lever. The real question is not whether acquisition is good or bad, but what you point it at. Values are a real deal variable. When a buyer and seller genuinely share goals and build trust, sellers become more open to seller financing and less fixated on all cash or the highest multiple. Employee ownership and acquisition can reinforce each other. Hannah points to a social work company that converted to an ESOP, acquired other firms, and began cutting checks north of a million dollars to retiring social workers. An ethical exit is not a partisan idea. Yvon Chouinard put Patagonia's purpose into a trust, and Eddie Smith turned down offers north of four hundred million dollars for Grady White because, as he put it, the company has a soul. The two men likely sit at opposite ends of the political spectrum. Real freedom is reciprocal. Wealth and ownership expand a person's power to make consequential decisions, and for Hannah that increases obligation rather than removing it. Perfect for founders weighing a sale, would-be buyers who assume the buy side is not for them, and advisors who want the deals they work on to protect more than price. FOR MORE ON THIS EPISODE: https://www.coreykupfer.com/blog/hannahsandmeyer FOR MORE ON HANNAH SANDMEYER: Website: https://stewardmarket.com LinkedIn: https://www.linkedin.com/in/hannahsandmeyer Podcast: Ethical Exits, https://ethicalexits.com FOR MORE ON COREY KUPFER: https://www.linkedin.com/in/coreykupfer/ https://www.coreykupfer.com/ Corey Kupfer is an expert strategist, negotiator, and dealmaker. He has more than 35 years of professional deal-making and negotiating experience. Corey is a successful entrepreneur, attorney, consultant, author, and professional speaker. He is deeply passionate about deal-driven growth. He is also the creator and host of the DealQuest Podcast. Get deal-ready with the DealQuest Podcast with Corey Kupfer, where like-minded entrepreneurs and business leaders converge, share insights and challenges, and success stories. Equip yourself with the tools, resources, and support necessary to navigate the complex yet rewarding world of dealmaking. Dive into the world of deal-driven growth today! Episode Highlights with Timestamps [00:02] - Introduction to Hannah Sandmeyer and the intersection of M&A and mission [05:44] - Hannah's first capital raise in fifth grade with a chess team coupon drive [12:06] - Landing in corporate development in 2021 and a billion-dollar growth-by-acquisition model[16:30] - Starting her own firm and the birth of fractional corporate development [27:32] - Patagonia and Grady White as models of the ethical exit [38:03] - The Three Legged Stool employee ownership and acquisition story [46:07] - How Steward Market works as a three-sided marketplace [01:01:11] - What freedom means to Hannah Guest Bio Hannah Sandmeyer is the founder and CEO of Up and Over Advisors, the first certified B Corporation in the world dedicated exclusively to values-aligned M&A sourcing, and the founder of Steward Market, a live marketplace for ethical business transitions. She also co-hosts Ethical Exits, a podcast exploring how ownership transitions can protect mission, workers, culture, and community. A former Peace Corps volunteer turned M&A operator, Hannah works at the intersection of ownership, capital, and moral courage. Based in Portland, Oregon, she is an avid cyclist raising a preteen and a chicken named Greta who believes she is a dog. Related Episodes Episode 325 - Kelly Finnell: How Employee Stock Ownership Plans Actually Work. A deep look at ESOPs as an exit and succession tool, and how employees become owners. Episode 293 - Sunny Vanderbeck: Building and Selling a Company Without Treating Profit and Purpose as Enemies. Conscious capitalism and value creation over short-term profit. Episode 366 - Jodi Hume: Founder Exits and the Emotional Journey Behind Major Business Decisions. The psychological weight of selling and what founders need to prepare for beyond the transaction. Keywords/Tags ethical exits, values-aligned M&A, B Corp, employee ownership, ESOP, stewardship ownership, mission-driven acquisitions, seller financing, deal structure, Steward Market, Up and Over Advisors, three-sided marketplace, buy side, legacy preservation, mission continuity, conscious capitalism

Howie Mandel Negotiations with Iran….Deal or No Deal? Robot Soldiers – new and exciting. 30-Year Bond Mayhem and gullible markets. So much economic news coming up – let’s dig in. PLUS we are now on Spotify and Amazon Music/Podcasts! Click HERE for Show Notes and Links DHUnplugged is now streaming live - with listener chat. Click on link on the right sidebar. Love the Show? Then how about a Donation? PayPal.Donation.Button({ env:'production', hosted_button_id:'JJJHP2GDEJC7J', image: { src:'https://www.paypalobjects.com/en_US/i/btn/btn_donateCC_LG.gif', alt:'Donate with PayPal button', title:'PayPal - The safer, easier way to pay online!', } }).render('#donate-button'); Follow John S. Dvorak on X Follow Andrew Horowitz on X Warm-Up -  Closest to The Pin??????????? - Howie Mandel Negotiations with Iran....Deal or No Deal? - Robot Soldiers - new and exciting Markets - 30-Year Bond Mayhem!  Alliteration or Tautogram? - This week in Economics - plenty to come - What is wrong with Nike? - How gullible can markets be?   DHU MAILING LIST! - Go to DHUnplugged.com GAME: IS IT AN ALLITERATION OR TAUTOGRAM ----- Alliteration: The repetition of the same initial sound in neighboring words (for example, "big bad bears"). -------Tautogram: A strict form of alliteration where all words in a phrase or sentence begin with the identical letter - Which is it? :::  Bessent's Big Bond Blunder Backfired! How about this?  Brash Billionaire Bessent's Botched Big Bond Blunder Backfired Bitterly! THIS WEEK IN ECONOMIC NEWS............... TUESDAY - THE CONSUMER AND JOB OPENINGS - Consumer confidence and August job openings arrive at 10 AM ET. - Watch whether households are getting more worried about prices and whether employers are still hiring. WEDNESDAY - INFLATION AND SPENDING - August PCE inflation, personal income and spending arrive at 8:30 AM ET, alongside updated second-quarter GDP figures. - The key question: is spending holding up while inflation stays elevated? THURSDAY - FACTORY CHECK - September ISM manufacturing arrives at 10 AM ET. Watch new orders, employment and prices paid for signs that growth and inflation are pulling in different directions. FRIDAY - THE BIG ONE - September payrolls, unemployment and wages arrive at 8:30 AM ET. - The current forecast is about 100,000 jobs and 4.1% unemployment, down from August's 162,000 job gain. FAST FOOD'S SQUEEZE - McDonald's CEO expects elevated inflation and flat restaurant traffic to persist. US same-store sales rose just 0.8% last quarter as visits fell. - McDonald's plans $8.5 billion in support for restaurant upgrades through 2036, betting better operations and value offers can win back customers. -- Wendy's faces its own traffic problem and plans to close up to roughly 350 underperforming US restaurants in 2026. -- Meritage Hospitality Group, a franchisee operating 314 Wendy's locations, filed for bankruptcy protection on September 17. Wendy's itself did not file. - The common problem: customers are visiting less often while food, labor and restaurant costs remain high. - La Vie on Saturday ($36 Mezza Plate!) MCD CHART AMERICA.GOV - AI for all Americans! - Did you see the images? CHINA'S AI LABS BORROW CLAUDE - Anthropic accused several Chinese AI labs of extracting Claude's capabilities to train competing models. - Alibaba allegedly generated more than 151 million Claude exchanges. - Moonshot generated more than 23 million; DeepSeek more than 12 million. - Some customer prompts were allegedly routed through Claude without users knowing. - Anthropic tightened verification and account controls in response. $5,000 MIDTERM PROMISE - Trump promised $5,000 to every adult U.S. citizen if Republicans retain Congress. - A universal payment would cost well above $1 trillion. - He told voters to "pretend that I'm on the ballot." - No detailed funding mechanism or legislative structure was presented. ROBOT SOLDIERS - Chinese military researchers are studying humanoid robots for battlefield use. - Possible roles include reconnaissance, logistics, infiltration and urban combat. - One study modeled six robots clearing a building alongside human troops. - China produced about 95% of global humanoid shipments in 2025. - No evidence shows armed humanoids are operational with PLA units yet. NIKE LOST INDEX STATUS - Nike is being removed from the S&P 100 after 18 years. - Its market value has fallen roughly 80% from five years ago. - Nike shares are around $36, making it the smallest-weighted stock in the price-weighted Dow at about 0.4%. - Reuters noted that its Dow membership could now be at risk as well. - Nike shares have gained only about 5% since joining the Dow in 2013. NKE CHART ON (ONON) SIGNS MBAPPE - Kylian Mbappe ended a roughly 20-year relationship with Nike and signed with On. - The deal reportedly includes both cash and equity. - On is using Mbappe to make a serious move into soccer after building credibility in tennis with Roger Federer. - Former French star Thierry Henry is heading On's soccer business. - ONON shares are still down roughly 40% this year amid slowing growth in the Americas. IRAN'S SEVEN-DAY OFFER - Iran proposed reopening the Strait of Hormuz within seven days of a deal, with a pause in regional fighting. - In return, it wants the US blockade on Iranian ports lifted, frozen funds released and oil sanctions waived. - The Wall Street Journal reported that Trump rejected the plan; Reuters could not confirm that report. Iran was still awaiting an official US response. - An Iranian official said Tehran would not give ground on uranium enrichment, even if the peace proposal were accepted. - Seems like all bets are off- Trump goes All Howie Mandel: DEAL OR NO DEAL (NO DEAL!) THE LONG BOND BREAKS HIGHER - The 30-year Treasury yield reached its highest level since 2004 during Thursday's bond selloff. - Elevated energy prices, inflation concerns and heavier government borrowing added pressure to long-dated bonds. - Higher Treasury yields raise the financing hurdle for mortgages, commercial property and the AI buildout. GOLDMAN WAITS OUT THE AI DEBT FLOOD - Goldman Sachs Asset Management is underweight bonds from major AI hyperscalers. - Its concern is supply: more borrowing for data centers could push bond prices down and yields up. - Goldman still believes in the AI business case. The underweight call is about the price of its debt. - Moody's puts hyperscalers' off-balance-sheet obligations at nearly $3 trillion. PIMCO'S PHILADELPHIA OFFICE HIT - Pimco faces an estimated $35 million loss on a commercial mortgage-backed security tied to two downtown Philadelphia office towers. - The expected loss is roughly 70% on that security. - A sharp loss on one office-backed bond puts the value of similar collateral back in focus as borrowing costs rise. - - Starting to see some strain in the commercial market now that rates are META'S MUSE TAKES OFF - Meta's personal AI agent Muse exceeded 2.5 million downloads and topped US app charts within two weeks of launch. - Meta shares jumped 11% on September 21, adding nearly $200 billion in market value. - Muse can send emails, shop and book travel on a user's behalf. - Meta is also testing a feature in which human contractors handle some calls made through Muse. Employees raised privacy concerns; Meta says it will disclose the feature before a public rollout.   Love the Show? Then how about a Donation? PayPal.Donation.Button({ env: 'production', hosted_button_id: 'JJJHP2GDEJC7J', image: { src: 'https://www.paypalobjects.com/en_US/i/btn/btn_donateCC_LG.gif', alt: 'Donate with PayPal button', title: 'PayPal - The safer, easier way to pay online!' } }).render('#donate-button-2'); THE CLOSEST TO THE PIN for SpaceX (SPCX) Winners will be getting great stuff like the new "OFFICIAL" DHUnplugged Shirt!   FED AND CRYPTO LIMERICKS   See this week's stock picks HERE Follow John S. Dvorak on Twitter Follow Andrew Horowitz on Twitter

What if patient attrition and employee turnover are two symptoms of the same leadership blind spot?In this episode, Dr. Dave reveals:Three practical skills that help good patients and great employees feel heard, rebuild trust, and stay with your practiceThe true business cost of constantly replacing the people your practice worked so hard to attractWhy losing someone you care about follows you home and affects how you lead everyone left behindListen now to reduce the financial and emotional toll of losing good people before the resignation letter or records request arrives.━━━━━━━━━Busy isn't the same as Irreplaceable. One fills your schedule. The other protects your time, your income, and the team that has your back.Ten questions. Four minutes. See where your practice is strong, where it is exposed, and what to build next so you can work less, earn more, and be ready for what is coming.Take the Commoditization Threat Assessment: assessment.irreplaceablepractice.com

On today's podcast episode, we present our “Unofficial Monthly Retailer Awards” (UMRAs) for September. The awards include “Most Impactful Campaign,” “Best IRL Initiative,” and “Greatest Under-the-Radar Move.”   Listen to the discussion with Vice President of Content and host Suzy Davidkhanian; Senior Analysts Arielle Feger and Rachel Wolff; and Senior Director of Content Becky Schilling.   Subscribe to EMARKETER's newsletters. Go to https://www.emarketer.com/newsletters   Follow us on Instagram at: https://www.instagram.com/emarketer/   For sponsorship opportunities, contact us: advertising@emarketer.com   For more information, visit: https://www.emarketer.com/advertise/   Have questions or just want to say hi? Drop us a line at podcast@emarketer.com    For a transcript of this episode, click here: https://www.emarketer.com/content/podcast-target-employee-apparel-line-mcdonald-media-network-reimagining-retail   © 2026 EMARKETER   Atmosphere TV is the largest streaming TV platform purpose-built for shared, social spaces like bars, restaurants, gyms, and airports. Atmosphere TV is the creator of ChiveTV and 30+ mesmerizing, audio-optional channels that entertain over 150 million monthly viewers. Built for business, made for fun. Atmosphere TV.   Click through URL: https://atms.tv/emarketer  

In this episode of Great Women in Compliance, co-host Dr. Hemma R. Lomax sits down with Rebecca Taylor, HR leader, entrepreneur, community builder, and host of the HR Voices podcast, to talk about employee voice, trust, culture, leadership, and the future of employee relations. Rebecca shares what more than a decade in HR has taught her about difficult workplace decisions, the signals hidden beneath complaints, and why what happens after someone speaks matters just as much as creating the space for them to speak in the first place. Highlights include: Why employees are the culture and voice is one of its most important signals. Why difficult workplace situations often contain multiple truths at once. How leaders can build trust by explaining the reasoning behind decisions. Why complaints and hotline reports should be treated as useful data, not noise. How HR and compliance professionals can influence leaders by meeting them where they are. How AI can bring richer context to employee relations by connecting fragmented workplace data. Hemma promised to share a link to Rebecca's integrity anthem: Starálfur” by Sigur Rós, from the album Ágætis byrjun. Check it out here. Starálfur, or Ágætis byrjun—Sigur Rós official site here: https://sigurros.com/music/agaetis-byrjun/ About Rebecca Taylor Rebecca Taylor is a people and workplace leader with more than a decade of experience across HR, employee relations, leadership, coaching, and workplace technology. She is the former co-founder and COO of SkillCycle, a coaching platform built for the AI era, and today leads community and content at AllVoices, an AI-native employee relations platform. She also hosts the HR Voices podcast, where she speaks with practitioners working through the realities of modern HR and employee relations. Rebecca is passionate about employee voice, workplace culture, community, and helping organizations understand the human context behind the signals their people provide. A lifelong writer and former college DJ, she has built a career around listening closely, asking what sits beneath the surface, and connecting people and ideas across the workplace.

Some people wait their entire careers for permission to pursue the thing they actually want. Kosta Kritikos, CEO & President of Aieres Group waited fifteen years until he finally decided to take the leap and it's changed everything. On this episode of Out of the Hourglass, Kosta shares how First Nick Companies became Aieres Group, a transformation a year and a half in the planning and fifteen years in the making. This is a story of the name, the people, the brand, the culture…  it's all connected.

A teen working at McDonald's is getting the spotlight for covering a customer's meal who had forgotten his wallet! STORY: https://www.wdjx.com/teen-mcdonalds-employee-honored-for-covering-a-customers-meal/

AI has spent the last few years helping people do their jobs faster. The next phase is different. What happens when AI doesn't just recommend what to do, but actually does the work? David Pourquery joins Galen Hair to talk about the shift from AI assistant to autonomous AI operator. David built GROAS after teaching himself Google Ads while running e-commerce businesses, eventually turning a basic Google Ads tool into an autonomous platform designed to manage campaigns without constant human intervention. In this episode: How David went from private equity to building an AI company Why he started with e-commerce and Google Ads How GROAS evolved from a simple SaaS tool into autonomous AI The difference between AI recommendations and AI actually doing the work Why David believes businesses are moving toward buying outcomes, not software Where the human element still matters Why customer success managers remain important even in an autonomous AI business What happens when AI starts replacing traditional agency work Why software engineering may be one of the first major areas disrupted Why anything done on a computer may be increasingly exposed to automation What business owners can do today to prepare for AI agents How AI could change CRM and sales management Why David chose to bootstrap instead of raise venture capital The lessons he brought from venture capital and private equity What it means to keep leveling up in an AI-driven world Reach out to us! Connect with David Pourquery https://groas.com/ Connect with Galen M. Hair https://insuranceclaimhq.com hair@hairshunnarah.com https://levelupclaim.com/

An empty spot on next Friday's schedule is scary. The wrong person filling it is worse. In episode 160 of "The Restaurant Prosperity Formula" podcast, I explain why I'd rather be short-staffed than keep the wrong employee on my team, even though I know how painful a hole in the schedule can be for an independent restaurant owner. You'll hear about the hidden costs of a bad restaurant employee that never show up on your P&L, why a talented employee with bad behavior can be the most dangerous person in your building, and how tolerating poor performance affects your best people and your managers. I also share a simple three-word framework, know, can, choose, that helps you figure out whether you're facing a training problem, a role problem or a choice, so you can make the call with confidence.

The moment you pay someone to work for you, you're legally an employer — whether the paperwork's done or not. This episode walks through the real order of operations for hiring your first employee: EIN, state registration, workers' comp, I-9 and W-4 timing, new hire reporting, and payroll setup.Real-world food truck training in about 10 minutes. Profit, pricing, food cost, speed of service, marketing, events, and smart systems—no hype, just what works.Enjoyed this episode? Please do two things for me. First hit "Follow" on Spotify so you never miss a new one.Second go to https://www.nsfva.org/join and become a member today!

Have you ever caught yourself bragging about how long something took you, as if the hours themselves were the accomplishment?In this episode, I'm breaking down how my seven figure team uses AI employees and custom agents to handle the first 70 to 80% of the work, so the humans on my team spend their time on strategy, relationships, and refinement instead of the blank page.You'll learn:What a task that eats your hours is saying about your systemsHow old programming ties your worth to effort and makes easy wins look suspiciousWhat the gender bias stats reveal about how women get judged for using AIHow my AI employees build sales pages and content in my brand voice before a human ever touches themWhat our two-week team efficiency audit changed about how we workHow to start delegating to AI for free or $20 a month, even as a brand new business ownerHow mom entrepreneurs can use this same leverage at home with calendars and schedulesWhy the outcome of the work counts more than the hours behind itIf you've been searching for business leverage in the AI era, and a way to work smarter in your online business, this episode is exactly what you need. To being heard and seen, Carly

See Your Own Menu Pricing Set Up — Free, No Obligation → https://thenewflatrate.com/demo?hsCtaAttrib=192034463396Built for home service pros (HVAC, plumbing, electrical, and more) who are tired of quoting one price and hoping. Book a 15-minute walkthrough and see exactly how it'd look for your business.In this episode of The New Flat Rate, Danielle and Natalie sit down with Danielle Wernert, Owner of Upskilled Consulting LLC  and a training and development expert for the home service industry. They discuss why contractors struggle to find and retain great people, how companies can widen their hiring pool by investing in entry-level talent, and why structured onboarding, training, mentorship, and clear career paths are essential for building stronger teams.Danielle Wernert began her career in the trades at Peterman Brothers, where she helped build a successful technician training academy that attracted interest from companies across the industry. Today, through Upskilled Consulting, she helps home service businesses create customized onboarding programs, training academies, dashboards, playbooks, and development systems that help turn inexperienced hires into capable long-term team members.Expect to Learn:Why contractors should consider hiring for character and training for technical skillsHow structured training programs can attract thousands of potential applicantsWhy employee turnover may point to culture problems rather than training costsWhat an effective first 90 days should include for a new team memberHow onboarding, mentorship, and clear career paths improve retention and employee developmentEpisode Breakdown with Timestamps:[00:00] - Introduction to Danielle Wernert and the Challenge of Finding Great Talent[03:54] - How Training Programs Attract 2,000 Applicants[05:23] - Why “If You Teach Them, They Will Come” Works[07:44] - Measuring the ROI of Investing in Employee Training[09:55] - Building an Effective First 90-Day Onboarding Plan[14:00] - Creating Vision, Growth Paths, and Employee Buy-In[16:38] - What Today's Technicians Really Want From Employers[19:27] - Where Contractors Should Start Building Better Training Systems[25:13] - Danielle's Journey From Peterman Brothers to Upskill ConsultingConnect with Guest, Danielle Wernert:LinkedIn: ⁠https://www.linkedin.com/in/danielle-wernert/⁠Website: ⁠https://upskilledconsulting.com/⁠LinkedIn (Company): ⁠https://www.linkedin.com/company/upskilled-consulting-llc/⁠Facebook (Company): ⁠https://www.facebook.com/profile.php?id=61567154601240⁠More from The New Flat Rate:Website: ⁠https://thenewflatrate.com/⁠LinkedIn: ⁠https://www.linkedin.com/company/the-new-flat-rate-inc-/⁠Instagram: ⁠https://www.instagram.com/thenewflatrate/⁠Facebook: ⁠https://www.facebook.com/TheNewFlatRate/⁠Twitter: ⁠https://x.com/thenewflatrate⁠Listening Links: Apple Podcasts: ⁠https://podcasts.apple.com/us/podcast/the-new-flat-rate/id1545544656⁠Spotify: ⁠https://open.spotify.com/show/7ezDK05WKIjy2MjKJ1CfyC?si=54e24cd0ba774cd9⁠YouTube: ⁠https://youtube.com/@newflatrate?si=_jGs3KRnRB_ayRf0⁠

A former employee sends an email demanding “my entire personnel file and every document you have about me.” Does the employer really have to turn over everything? Usually not. IN this episode, Jen explains what California employees are entitled to receive, why different categories of records have different rules and deadlines, and what employers should think about before simply hitting “send.”

Blue Valley Schools will no longer offer benefits to employees who work less than 30 hours per week HR 1 full 2574 Wed, 30 Sep 2026 15:00:47 +0000 nf14ORwGCzVAB8Mjtd4tRtUXwA32xz9G news MIDDAY with JAYME & WIER news Blue Valley Schools will no longer offer benefits to employees who work less than 30 hours per week HR 1 From local news & politics, to what's trending, sports & personal stories...MIDDAY with JAYME & WIER will get you through the middle of your day! © 2025 Audacy, Inc. News

On this episode of Tech 3 from Moneycontrol, we tell about Apple Pay finally launching in India with Axis Bank, the disquiet among former and current employees of Walmart-owned Flipkart over an elusive IPO, Doordash setting up its Hyderabad GCC and why the 1 lakh crore rupees RDI fund has hit a pause.

What if employee disengagement, turnover and resistance to change aren't primarily people problems, but predictable responses to the systems employees work within?In this episode of the HRchat Podcast, Bill Banham is joined by Dustin Snyder, creator of the Strategic Workforce Insight Mapping methodology (SWIM), Executive Director at The SWIM Institute, Principal at Wayforward, and author of the 2026 book Sink or SWIM: The Human Systems Theory Approach to Business Performance.Dustin challenges a familiar response to workforce problems: run another engagement survey, introduce more training, launch a culture programme or rewrite a policy. While these interventions can have value, Dustin argues that organisations frequently focus on visible symptoms without identifying the conditions producing them.The conversation explores a simple but potentially uncomfortable idea for business and HR leaders: when the same behaviours appear across teams or an organisation, the problem may not be individual attitudes or character. Employees may be responding rationally to the environment, incentives, structures and experiences surrounding them.Bill and Dustin discuss how human systems theory can help leaders think differently about employee engagement, retention, organisational culture and business performance. Dustin explains where employee engagement surveys can help, where they can fall short, and why workforce data doesn't always reveal the root causes behind the behaviours leaders are trying to change.They also explore the challenge of accessing genuine frontline insight. As organisations grow, hierarchy, job titles and fear can filter information before it reaches senior decision-makers. Understanding what employees actually experience can therefore be very different from relying solely on the information that eventually reaches the executive team.A central theme of the conversation is Dustin's call to "stop managing behavior and start designing systems that drive it." Rather than continually asking employees and managers to behave differently, leaders can examine the organisational conditions that encourage, discourage or reinforce particular behaviours.Dustin also shares why he wrote Sink or SWIM, his work through The SWIM Institute to equip the HR community with system-level approaches to workforce challenges, and his involvement as Headline Partner for DisruptHR Buffalo on October 7.Topics covered include:• Why employee behaviour can be a predictable response to organisational conditions• Human systems theory and its application to workplace performance• Employee engagement surveys and the difference between symptoms and root causes• Strategic Workforce Insight Mapping (SWIM) and identifying upstream workforce conditions• Employee engagement, retention and organisational culture• Why hierarchy can prevent senior leaders from hearing frontline realities• Leadership blind spots and filtered employee feedback• Moving from managing individual behaviour to designing better organisational systems• The responsibilities senior leaders have for the conditions influencing workforce behaviour• Dustin's book, Sink or SWIM: The Human Systems Theory Approach to Business Performance• The SWIM Institute and its work with the HR community• Dustin Snyder and The SWIM Institute's involvement with DisruptHR BuffaloIf you're an HR leader, People professional or business leader looking for different ways to approach employee engagement, retention, culture, change management and workforce performance, this conversation offers a system-level perspective on some of HR's most persistent challenges.Connect with Dustin: linkedin.com/in/snyderdustinSupport the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

In this episode of the JuvoHub Podcast, host Jonathan continues the conversation on bridging the gap between L&D and Management when it comes to employee coaching and explores how they can work together to connect initial training and actual job performance through strategic coaching. Discover how real-time observation, structured feedback loops, and actionable coaching frameworks turn passive learning into practical workplace success. Keyword-Optimized Timestamps 00:00 – Introduction: Aligning Property Management & L&D 02:32 – The Workplace Gap: Challenges in Property Management Operations 04:54 – Why On-the-Job Coaching Drives Employee Retention 06:51 – Creating a Sustainable L&D Feedback Loop 09:17 – Real-World Coaching Scenarios: De-escalation & Software Onboarding 16:25 – Deep Dive: Breakdown of the C.O.A.C.H. Framework 23:42 – Summary & Key Takeaways for Property Managers

In this episode of Employee Benefits and Executive Compensation: Preparing for 2027, Troutman Pepper Locke attorneys Lynne Wakefield and Heather Heath Ryan explore the rapidly evolving health and welfare plan landscape and what plan sponsors and fiduciaries need to consider heading into 2027. The discussion opens with a foundational overview of health and welfare plan governance and fiduciary best practices, including the critical distinction between settlor and fiduciary functions, and explains why robust governance structures are increasingly essential in today's legal and regulatory environment.From there, Heather and Lynne turn to the key developments driving risk and change for plan sponsors, including the surge in breach of fiduciary duty litigation involving prescription benefit managers (PBMs), voluntary benefits, and tobacco surcharges; new CAA 2026 disclosure and reporting requirements for group health plan service providers; proposed DOL regulations expanding PBM fee transparency; recent guidance on fertility benefits; anticipated guidance on mental health parity (MHPAEA) and overfunded VEBAs; and considerations related to GLP-1 coverage. Whether you are evaluating your PBM contracts, reviewing your voluntary benefits offerings, or building out your health and welfare plan committee structure, this episode offers practical insights to help your organization manage risk and prepare for the year ahead.Listeners can find updates on Trump accounts, executive compensation, and retirement plans in other episodes in the series. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

September 29, 2026 - 5amFBI data breach fuels fears of harm to its employees: NYTFBI co-deputy director Andrew Baileey resignsWar with Iran is entering its eighth monthMS NOW, CNN, POLITICO look to extend block on press banCornell sexual assault investigation to be reopenedPaxton defends plea deal in child sex abuse caseAXIOS: Mike Johnson to travel to 22 states in final midterm sprintSenate Majority Leader Thune admits ‘SAVE Act' would not help GOP in the midtermsToday: Jack Smith to appear before the Senate Judiciary CommitteeLawmakers on both sides of aisle criticize Trump's move to cancel $810M in Congress-approved spendingToday: Trump set to meet with tech CEOs to talk AIPope Leo urges leaders to take AI concerns seriously To listen to this show and other MS podcasts without ads, sign up for MS NOW Premium on Apple Podcasts. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Watch the YouTube version of this episode HEREWhat happens when you realize you did not build a law firm, you built a job for yourself? Tyson Mutrux sits down with Justin Tash, CEO of BTL Family Law and founder of Growth Pilot OS, to talk about what it actually takes to move from doing everything yourself to building a firm that can operate without you at the center of every decision. Justin shares how BTL grew from four people working in a co-working space into a seven-figure firm, the systems that made that growth possible, and the mistakes that created founder dependence along the way.Tyson and Justin also dig into what AI means for the future of legal services. If knowledge and drafting become cheaper and easier to access, what are clients really paying attorneys for? They discuss attorney judgment, client experience, changing billing models, mastermind accountability, and why law firm owners need to rethink where their real value lives. This episode is a practical look at building a firm around systems, people, and outcomes instead of building everything around the founder.What You'll LearnHow to recognize when you have created a job for yourself instead of a scalable law firmThe warning signs that you have become the bottleneck inside your businessWhy Justin stopped trying to systemize attorney judgment and focused on removing friction insteadHow building a firm around individual attorneys can create long-term growth problemsWhy mastermind groups and peer accountability can accelerate growthHow AI may change the value attorneys provide, client expectations, and law firm billing modelsTimestamps00:00 Justin Tash and the journey from a co-working space to a seven-figure firm04:26 The difference between creating jobs and building a real business08:51 Building systems when everything lives inside the founder's head10:11 Why attorney judgment should not always be replaced by processes16:12 The mistake of designing a law firm around individual people17:55 How to know when the founder has become the bottleneck20:05 Growth Pilot OS, mastermind groups, and founder accountability29:04 AI, legal experience, client value, and the future of law firmsConnect with Justin Tash LinkedInFacebookInstagram

Working harder does not automatically make you a better founder.At some point, you have to stop doing everything and start designing how everything gets done.In this episode of The Level Up Podcast, Paul Alex breaks down why entrepreneurs need to shift from an employee mindset centered on personal effort to an architect mindset built around leverage, systems, and delegation.Doing everything yourself can feel responsible.But if every task depends on you, the business cannot scale beyond your personal capacity.The founder's job eventually has to change.In this episode, you'll learn:• Why working harder eventually creates a ceiling on growth• How doing everything yourself can turn entrepreneurship into another job• Why delegation and systems create leverage beyond your personal time• How shifting from operator to architect changes the way you build a companyThe truth is simple:You cannot carry every brick and design the building at the same time.Stop measuring your value only by how much work you personally complete.Build the process.Train the people.Create the systems.Then focus your attention on the decisions and opportunities that only you can handle.Your job is not to become the hardest-working employee in your own company.Your job is to build the machine.Drop the shovel.Pick up the blueprint.Become the architect.Your Network is your NETWORTH!Make sure to add me on all SOCIAL MEDIA PLATFORMS:Instagram: https://jo.my/paulalex2024Facebook: https://jo.my/fbpaulalex2024YouTube: https://www.youtube.com/channel/UCGhDAD1JyGGzSQUPD9lc9HQLinkedIn: https://jo.my/inpaulalex2024Looking for a secondary source of income or want to become an entrepreneur? Check out one of my companies below to see if we can help you:www.CashSwipe.comFREE Copy of my book “Blue to Digital Gold - The New American Dream”www.officialPaulAlex.com

The Department of Veterans Affairs has spent the past several years building the governance, infrastructure and workforce needed to scale artificial intelligence across the nation's largest integrated health care system. Now, VA is increasingly focused on turning that foundation into practical applications that improve care and services for veterans. Acting Chief AI Officer Kimberly McManus discussed how VA's AI strategy has evolved and how the agency is measuring its impact. This includes a 22% decrease in opioid overdose mortality and general-purpose tools that employees say save them six hours per week. McManus also outlined how VA is measuring AI's impact on quality of care, access to care, turnaround times and employee productivity.

Nate Sokolić started and sold companies in college, spent three years in executive search at Russell Reynolds, then led the firm's AI strategy, where he brought Findem in and rolled it out globally. He now works at Findem, helping HR leaders and talent teams adopt AI. Shane Driggers has spent close to 30 years in human resources, starting in Bay Area startups during the dot-com boom and most recently serving as Chief Talent Officer at T-Mobile. He now advises growth-stage companies.Most companies are already using AI. Employees report that they feel more productive, and budgets for tools and tokens keep climbing. Yet very few leaders can point to the result in product innovation or revenue. Nate and Shane argue that the problem is rarely the technology. Companies are adding AI on top of workflows and org structures that were designed for a different era, and they are letting the tools set the strategy instead of starting with the problem they want to solve.In this episode, Jessica sits down with both of them to talk about what it takes to make AI deliver measurable outcomes, why the people function has one of the biggest opportunities in the business right now, and how recruiting is changing from searching keyword profiles to getting verified, finished work back from AI agents.In this conversation, Jessica, Nate and Shane discuss topics such as:◼️ Why "tech wags the tail of strategy" and how that derails AI programs◼️ Why employees feel more productive while the business sees no gain◼️ How to redesign work from a blank page instead of rebuilding the past◼️ Why AI is creating a new wave of tech debt inside large companies◼️ How to decide which work should be human-led and which should be AI-led◼️ Why HR leaders must be human thinkers, business thinkers and systems thinkers at once◼️ How the CHRO role quietly became the company's chief AI strategist◼️ Why the best AI adoption starts small, proves ROI, then expands year by year◼️ How recruiters can search for real experience, like a CFO who has taken a company public◼️ Why shifting from SaaS tools to AI agents changes how companies buy and use software◼️ How Findem Studio produces market maps, succession plans and talent inflow/outflow reports◼️ Why every AI output needs to show its work before a leader can trust it◼️ Why transparency is the most valuable currency a leader has in an anxious workplaceThis episode is sponsored by Findem. Findem is the AI infrastructure for people decisions. Its People Intelligence platform turns fragmented people data into context teams and AI can reason over, and act on. The 3D People Graph connects billions of data points across individuals, companies, and time. Expert labeling translates that data into consistent, evidence-backed signals about experience, capabilities, and relationships, with explainability behind every insight so teams can act with confidence. Findem's agents and enterprise applications run on this foundation, and partners can build on this infrastructure and bring the same intelligence into their own products. Findem is trusted by FedEx, Intuit, Nutanix, and Emirates.Learn more about Findem: https://www.findem.ai/platformTruth Works is hosted by Jessica Neal, bringing honest conversations with the leaders shaping the future of work.

Show SummaryOn today's episode, we're having a conversation with Elizabeth Musselman, an Elizabeth Dole Caregiver Fellow, about the unrecognized evolution of veteran caregiving and the hidden burdens placed on military children.Provide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestElizabeth Musselman is a military caregiver and a 2026 Elizabeth Dole Foundation Caregiver Fellow. In this role, she works with policymakers, Special Operations families, and veteran-serving organizations on the mental health needs of children living in veteran caregiver homes, a population largely absent from current policy and program design. Her advocacy focuses on the intergenerational effects of combat injury, including how a veteran parent's symptoms shape a child's development, attachment, and role in the family. She is a member of the Hidden Helpers Coalition and delivered the keynote address at the 2025 Elizabeth Dole Foundation National Convening in Washington, D.C. Elizabeth previously built a career in finance and technology and earned her J.D. before becoming the full-time caregiver for her husband, a retired U.S. Army Special Forces veteran, and raising their three children in the home his service shaped. Links Mentioned in this Episode Elizabeth Dole Foundation WebsiteMCON Health SummitElizabeth on LinkedInPsychArmor Resource of the WeekThis week's resource of the week is the PsychArmor course, Supporting Youth Who Support Veterans. Caregiving youth often make sacrifices to provide care for family members who are ill, injured, elderly, or disabled. This course acknowledges the contributions of these youth caregivers, goes into the scope of the problem, and offers some solutions.You can find the resource here:  https://learn.psycharmor.org/courses/supporting-youth-who-support-veterans Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on TwitterPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

We talk to Tara Bailey about how we eliminated the sales taxes on hearing aids in Huntsville. We also play selections from our interviews with two candidates for NALC president.✦ 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 ★

Send us Fan MailSaeed Amidi is a seasoned investor and executive with more than 30 years of experience building businesses across real estate, bottled water, packaging, and technology investing. In this exclusive interview, Richard C. Wilson sits down with Saeed to explore his journey from entrepreneur and family business executive to one of the leading figures in global startup investing.Saeed shares the story behind Plug and Play and the Palo Alto building that became known as the "Lucky Building," where early-stage startups included companies and founders such as Google, PayPal, Logitech, and Danger. The experience gave Saeed a unique perspective on the potential of emerging technology companies and the opportunity to invest in the next generation of founders.Founded in 2006, Plug and Play has since worked with more than 90,000 startups, made more than 2,000 investments, and backed more than 30 unicorns, including Dropbox, PayPal, LendingClub, N26, and Honey.Saeed also discusses his famous $100,000 investment in Dropbox, which ultimately returned $36 million; how he evaluates founders and startups; the importance of domain knowledge and execution; and why he believes artificial intelligence could create one of the biggest productivity shifts in modern history.The conversation also explores corporate venture capital, university startup programs, AI, family offices, building relationships with leading entrepreneurs and CEOs, and Saeed's vision for the next decade of technology and innovation.In this interview:• Saeed Amidi's 30+ year entrepreneurial and investment journey• The story behind Plug and Play and the "Lucky Building"• The $100,000 Dropbox investment that returned $36 million• How Saeed evaluates founders and startup investments• AI and the future of productivity• Corporate venture capital and global innovation• Building relationships with founders, CEOs, and investors• University startup programs and emerging technologies• Family offices, venture capital, and diversification• Saeed's vision for the next 10 yearsInterviewed by Richard C. Wilson, founder of Family Office Club.Subscribe for more conversations with leading entrepreneurs, investors, family offices, founders, and business leaders.Website https://billionaires.com/https://familyoffices.com/

By Doug Green “The most important thing in a services business is the people.” In this Technology Reseller News podcast recorded at MSP Summit, Jonathan Bohrer, Global President of Abacus, discusses the changing MSP mergers and acquisitions market, what makes an acquisition work and why culture remains as important as financial performance. Abacus is an MSP focused on highly regulated industries, particularly financial services and healthcare. Its services span core IT and infrastructure, cybersecurity, penetration testing, incident response, vulnerability assessment and AI enablement and governance. Bohrer brings an unusual perspective to M&A. He was an early employee at Abacus when the company was much smaller, has experienced selling a business himself and is now on the other side of the table acquiring MSPs. Abacus has completed 15 acquisitions over roughly 15 years and has grown to nearly 1,000 employees. For Bohrer, successful acquisitions start with culture. “When I'm sitting down with a seller and the first thing they ask is, ‘What happens to my people?' that tells me something,” he says. “If the second question is about the customers, I know we probably have something good.” Abacus follows a full post-merger integration model. Rather than maintaining a collection of separate MSP brands, acquired companies become part of one Abacus organization. Bohrer says that gives employees greater access to opportunities across the business while allowing the company to share best practices more effectively. He argues that good financial performance and strong culture are also closely connected. Employee engagement affects customer experience. Customer experience affects retention. And retention ultimately shows up in the same financial metrics buyers examine during an acquisition. Bohrer is also optimistic about AI. Rather than viewing it as a threat to MSPs, he sees it as another technology shift that can help providers deliver better customer outcomes with greater speed and efficiency. “AI is an opportunity,” Bohrer says. “It allows us to do what we already do better, faster and more accurately.” His message to MSP owners considering an eventual sale is that valuation may start with numbers, but the quality of the business still comes down to its people, customers and culture. Visit AbacusTechnology.com to learn more.  

Recorded live at the AI4 conference in Las Vegas, this conversation puts David Rice and Dr. Lilian Ajayi Ore—AI lead faculty and lecturer in strategic communication at Columbia University and co-author of The Power of the Learning Mindset—in the middle of one of the biggest questions surrounding workplace AI: Are companies gaining efficiency while quietly weakening their people's ability to think? With the energy of a live conference comes some background noise, but the discussion cuts through it.David and Dr. Ore explore cognitive debt, skill decay, and why the usual AI metrics—seats, logins, prompts, adoption rates—say very little about whether workforce capability is actually improving. They discuss the risks of outsourcing judgment and critical thinking, the loss of institutional knowledge when organizations replace people rather than reskill them, and why AI transformation needs to be treated as a talent priority alongside a technology priority. Because faster work isn't much of a win if the people doing it are slowly losing the skills that made them valuable in the first place.Related Links:Join the People Managing People CommunitySubscribe to the newsletter to get our latest articles and podcastsConnect with Lilian on LinkedInCheck out Lilian's book — The Power of the Learning Mindset: How the Best Leaders Foster Curiosity, Develop Innovative Teams, and Achieve Exponential GrowthSupport the show

Luke Carignan runs this one solo and flips the format. No crisis, no warnings. Three healthcare workforce stories that went right, and three things healthcare HR can act on because of them.

A record number of employees are leaving ICE, even as the agency hires thousands of workers to expand enforcement operations. Ignacio Calderon, a USA TODAY data reporter, breaks down what federal workforce records reveal about the surge in departures,Let us know what you think of this episode by sending an email to podcasts@usatoday.com. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Employee benefits are one of the most overlooked aspects of financial planning. We often check a few boxes during open enrollment and move on—but are we truly maximizing what's available to us?  This week, we sit down with Joe Saul-Sehy, host of Stacking Benjamins, to uncover the hidden value in workplace benefits. From disability insurance pitfalls to term vs. whole life insurance, Joe walks us through key strategies to ensure we're not leaving money (or protection) on the table. Joe also introduces a powerful HR benefits guide, a resource designed to help us navigate workplace perks with confidence. Whether it's understanding own-occupation disability insurance, avoiding junk policies, or knowing when to self-insure, this conversation is packed with actionable advice. If you've ever wondered whether you're making the most of your benefits—or if you're just blindly accepting what's offered—this episode is for you.  Resources & People Mentioned Benefits Guide: https://www.stackingbenjamins.com/benefits Website: Stacking Benjamins   Connect with Benjamin Brandt: Subscribe to the This Week in Retirement: http://thisweekinretirement.com Get the Retire-Ready Toolkit: http://retirementstartstodayradio.com Work with Benjamin: https://retirementstartstoday.com/start Get the book!Retirement Starts Today: Your Non-financial Guide to an Even Better Retirement Follow Retirement Starts Today in:Apple Podcasts, Spotify, Overcast, Pocket Casts, Amazon Music, or iHeart