Podcasts about employees

Episode 1911 - brought to you by our incredible sponsors: QUINCE: Don't keep settling that clothes that don't last. Go to Quince.com/hardfactor for free shipping and 365-day returns.  FACTOR -  Head to factormeals.com/hardfactor50off and use code hardfactor50off to get 50% off your first Factor box PLUS free breakfast for 1 year. *Offer only valid for new Factor customers with code and qualifying auto-renewing subscription purchase. Make healthier eating easy with Factor.  00:00:00 Timestamps 00:05:50 What happened in 1911? 00:08:00 Meta is being sued as it's alleged that their AI glasses have been sharing customers' nude, having sex, jerking off, and bank cards, to Meta contractors reviewing 00:23:55 Epstein file FBI interviews related to Trump allegations were released  00:28:00 New Epstein death stuff coming out about a guard getting weird payments 00:35:20 UNR student and OF member caught jerking it in the school library 00:39:10 Canadian man steals and tortures beloved flamingo from Vegas Flamingo resort And much more Thank you for listening and supporting the pod! Go to patreon.com/HardFactor to join our community, get access to Discord chat, bonus pods, and much more - but most importantly: HAGFD!! Learn more about your ad choices. Visit megaphone.fm/adchoices

Why should leaders prioritize employee wellness?Meet Tashia Martin!Tashia is a Licensed Social Worker, Healing-Centered Executive Coach and Author. She has nearly 20 years of experience supporting individuals and organizations through meaningful change.Tashia works with youth, adults, and executives, offering therapeutic interventions tailored to her client's needs. You may carry significant responsibility at home, the community, or workplace—an executive, leader, or caregiver who supports others while quietly holding a great deal yourself. Tashia is on a mission to advance human-centered change that prioritizes wellness, aligns systems, and drives sustainable transformation. She works with leaders who are ready to reimagine what's possible for their teams and organization.Tashia knows that wellness is not as an individual responsibility, but as a system-level design choice that sustains leaders, educators and strengthens organizations.In her debut book, "New Leaf: Reflecting on Life's Transitions", Tashia offers a 52-week guide that integrates evidence-based strategies with ancestral wisdom to help individuals and organizations engage wellness while navigating life's challenges, including grief.Listen as Tashia shares:- self-care practical tools for burnout- how to create supportive communities and systems- wellness strategies for trauma-response workers- how leaders can contribute to their team's wellbeing- self-care strategies when feeling burnt - mitigating stress from daily responsibilities- how leaders can unleash their team member's unique gifts...and so much more! Connect with Tashia:Website: https://linktr.ee/RestoringLegacyLinkedIn: https://www.linkedin.com/in/tashia-martin/Additional Resources:"New Leaf" by Tashia Martin on AmazonListen to the Podcast, suscrbibe, leave a rating and a review:Apple: Spotify: YouTube: https://www.youtube.com/watch?v=PAmqn63FxF4

Comment on the Show by Sending Mark a Text Message.A single checkbox on day one can set a legal time bomb you never see coming. We trace how a standard 180‑day lawsuit clause in employment onboarding ran straight into the guardrails Congress built for workplace civil rights—and why the Fourth Circuit said you can't squeeze a 270‑day federal process into a 180‑day corporate box. Using Thomas v. EOTech, decided just days ago, we walk through the timeline math, the EEOC's role, and the reason conciliation is supposed to come before courtroom battle.We break down the two‑step structure at the core of Title VII and the ADEA: a 180–300 day charging window that flexes under cooperative federalism, followed by a 90‑day right‑to‑sue period. Then we show how a private countdown collides with that sequence, pressuring employees to “lawyer up” during conciliation and nudging the EEOC to chase the wrong cases just to beat a clock. Along the way, we dismantle the precedents EOTech leaned on, explaining why arbitration policy under the FAA and bargaining frameworks under the Railway Labor Act do not translate to the individual protections and nationwide uniformity of federal civil rights enforcement.There's a sharp turn on state law too. While the federal claims are revived, Maryland's Sicone standard allowed a shortened period in principle, and a briefing misstep doomed the state claim. We talk bargaining power, public policy, and how small choices in appellate strategy can decide big outcomes. If you've ever scrolled past HR legalese, this story will change how you read every clause—from limitations periods to other boilerplate that might already be on borrowed time.Listen for practical takeaways on timelines, documentation, and when to seek help, plus a candid look at what this ruling signals for contracts across the country. If the insights land, follow the show, share this episode with a colleague, and leave a quick review so more workers and managers learn what those checkboxes really mean. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Send a textRyan Pineda hosts a debate between co-host Brian Davila and guest Michael Zuber as they clash over the best path to building wealth in 2026, covering real estate investing, entrepreneurship vs. W2 income, the housing market, AI's impact on jobs, and the balance between financial success and enjoying life.⁣⁣Connect with Michael:⁣https://www.instagram.com/onerentalatatime/⁣https://www.youtube.com/@OneRentalataTime ⁣__________⁣If you want to start your real estate investing business, we'll give you 1:1 coaching, seller leads, software, & everything you need. https://www.wealthyinvestor.com⁣⁣If you're a business owner who wants to get in peak physical shape, we can help! https://www.boardroom-athlete.com/apply⁣⁣Join our private mastermind for elite business leaders who golf. https://www.mastermind19.com⁣⁣Join free Bible studies and workshops for Christian business leaders. https://www.tentmakers.us⁣__________⁣CHAPTERS:⁣01:02 - Michael Zuber's 3-Step Formula for Building Wealth⁣09:27 - Living for Today vs. Sacrificing for 10+ Years⁣16:16 - Side Hustles, Hybrid Entrepreneurs, and Increasing Income⁣27:55 - Is It Easier to Get Rich as an Employee or Entrepreneur?⁣40:41 - The 2026 Real Estate Market Forecast and Fed Policy⁣57:14 - Why Housing Is America's Biggest Affordability Problem⁣01:03:52 - AI, Job Loss, and the Rise of Solo Entrepreneurs⁣01:24:30 - Does Money Actually Make You Happy?⁣01:27:30 - Living in the Moment vs. Planning the FutureLearn how to invest in real estate with the Cashflow 2.0 System! Your business in a box with 1:1 coaching, motivated seller leads, & softwares. https://www.wealthyinvestor.com/Want to work 1:1 with Ryan Pineda? Apply at ryanpineda.comJoin our FREE community, weekly calls, and bible studies for Christian entrepreneurs and business people. https://tentmakers.us/Want to grow your business and network with elite entrepreneurs on world-class golf courses? Apply now to join Mastermind19 – Ryan Pineda's private golf mastermind for high-level founders and dealmakers. www.mastermind19.com--- About Ryan Pineda: Ryan Pineda has been in the real estate industry since 2010 and has invested in over $100,000,000 of real estate. He has completed over 700 flips and wholesales, and he owns over 650 rental units. As an entrepreneur, he has founded seven different businesses that have generated 7-8 figures of revenue. Ryan has amassed over 2 million followers on social media and has generated over 1 billion views online. Starting as a minor league baseball player making less than $2,000 a month, Ryan is now worth over $100 million. He shares his experiences in building wealth and believes that anyone can change their life with real estate investing. ...

Watch the YouTube version of this episode HEREWhat happens when law firm owners unintentionally isolate themselves while trying to protect their time and focus? In this episode, Tyson Mutrux explores a powerful idea inspired by Robert Greene's 48 Laws of Power: “Do not build fortresses to protect yourself. Isolation is dangerous.” That quote sparks a deeper conversation about how many founders unknowingly create isolation as they scale their businesses.Tyson breaks down how this “fortress mindset” shows up in modern law firms—whether through controlling calendars, avoiding networking, becoming the sole decision-maker, or building overly filtered communication channels. While these actions often start with good intentions, they can lead to dangerous blind spots where leaders lose access to honest feedback, frontline information, and valuable outside perspectives.The episode also dives into the psychological side of leadership isolation. Tyson explains how loneliness at the top can impact mental health, decision quality, and long-term strategic thinking. Ultimately, the solution isn't just working harder—it's intentionally building strong networks, feedback loops, and collaborative environments that help leaders stay connected, informed, and resilient as they grow.3:23 Why isolation disconnects leaders from reality5:44 Why founders accidentally isolate themselves6:54 The importance of dashboards, data, and feedback loops9:04 Why face-to-face connection still matters for leadership11:07 Common isolation traps for law firm owners15:08 Why ideas spread faster in collaborative firms17:18 The psychological cost of leadership isolation23:27 Connection as a strategic advantage for entrepreneursTune in to today's episode and checkout the full show notes here. 

"this job is really primarily a people job" "if you get the right people, you don't have to spend a lot of time micromanaging; get out of their way and let them do their thing" "you have to be the type of boss that people are not afraid to bring bad news" "you all have everything you need to be successful at Dow" "if you treat Japanese people with integrity, trust, respect, like you would want to be treated like anywhere else in the world, you're going to be fine" Brief Bio Peter Jennings is President of Dow in Japan and Korea, overseeing a multi-billion-dollar business and thousands of employees across both markets. He joined Dow as an attorney and spent twenty-seven years in legal roles before being unexpectedly tapped for senior business leadership. Before moving to Japan in 2012, he served in Hong Kong as general counsel for Dow Asia Pacific and later returned to the United States for several senior assignments. His transition from legal counsel to country president reflects a career shaped by adaptability, deep institutional knowledge, and a strong people-first philosophy. In Japan, he became Dow's longest-serving president in the market's history, leading cultural renewal, leadership development, diversity initiatives, and a more open, internationally minded operating model inside a long-established Japanese organisation. Peter Jennings presents a compelling case that leadership success in Japan does not begin with technical mastery, perfect language, or rigid adherence to stereotype. It begins with trust. When he arrived in Japan in 2012, one year after the Tohoku earthquake, he came not as a traditional commercial operator but as a long-serving Dow lawyer with deep corporate knowledge and international experience. That unusual path could easily have created distance between him and a highly experienced Japanese leadership team. Instead, it became an advantage because he did not arrive pretending to know everything. He arrived listening. His early approach was simple and disciplined. He met leaders individually, asked about their biggest issues, wrote everything down, and focused on how he could help. In a market where nemawashi, ringi-sho, consensus-building, and careful internal alignment still shape decision-making, that restraint mattered. Rather than impose a foreign leadership template, Jennings worked to understand how trust and respect are earned locally. He recognised that formal authority in Japan means little unless people feel safe enough to speak candidly. Over time, the proof of progress was behavioural. Senior staff started challenging him privately after meetings. Employees began dropping by for coffee or lunch. More importantly, people brought bad news earlier. For Jennings, that was a decisive signal of culture change. He argues that if people fear punishment, information gets buried. In a high uncertainty avoidance environment, leaders must reduce the interpersonal risk of honesty before they can improve decision quality. That is where leadership and decision intelligence meet: better outcomes come from better information flow, not louder authority. He also reshaped the leadership bench. Over several years, Dow Japan moved from a more traditional senior male model towards a younger, more diverse, bilingual, bicultural team. Jennings takes particular satisfaction not in personal advancement but in seeing talented people, especially women, promoted into larger roles. He frames leadership as removing obstacles, securing resources, and backing capable people rather than controlling them. That is a significant shift away from hierarchical supervision and towards empowerment. Another major insight concerns engagement. Rather than accept low survey scores as a fixed Japan problem, Jennings replaced abstract annual questionnaires with thirty small-group focus sessions built around four direct questions. This surfaced practical barriers that a standardised survey missed. In effect, he moved from broad sentiment tracking to grounded organisational sensing. That approach resembles a more human version of modern management tools such as digital twins or data-led diagnostic systems: the aim is not data volume, but usable insight. Jennings remains optimistic about Japan's future because he sees a new generation less constrained by inherited conventions. He believes many younger professionals want accelerated careers, global exposure, flexibility, and merit-based opportunity. His lesson is clear: leadership in Japan works best when it combines respect for consensus with encouragement for initiative, local sensitivity with global openness, and humility with conviction. Q&A Summary What makes leadership in Japan unique? Leadership in Japan is shaped by context more than cliché. Jennings suggests the distinctive challenge is not that Japanese teams are uniquely difficult, but that trust must be earned carefully and consistently. Consensus matters, and leaders must respect the logic behind nemawashi and ringi-sho rather than dismiss them as slow. People observe behaviour closely before deciding whether a leader is safe, credible, and worth following. Titles alone do not create followership. In practice, leadership in Japan requires patience, consistency, and a visible commitment to fairness. Why do global executives struggle? Many global executives struggle because they arrive overconfident or over-programmed. Jennings argues that outsiders often assume prior Asia experience transfers automatically into Japan. It does not. Japan requires a different cadence, especially around rapport, internal alignment, and decision support. Executives also fail when they underestimate how long trust-building takes. Jennings says it took two to three years before he felt his influence had truly taken root. Leaders who expect quick wins often misread silence as agreement and hierarchy as commitment. Is Japan truly risk-averse? Jennings does not deny caution exists, but he reframes the issue as uncertainty rather than simple risk aversion. In environments with strong uncertainty avoidance, employees can hesitate because the social cost of error feels high. That does not mean they lack ambition or imagination. It means leadership must lower the penalty for speaking up, experimenting, and surfacing problems. When employees believe bad news will be handled constructively, innovation becomes more possible. The issue is less about national character and more about psychological safety. What leadership style actually works? The style that works is people-centred, transparent, and supportive. Jennings repeatedly returns to one principle: leadership is a people job. He believes leaders should ask good questions, listen well, help teams secure resources, and avoid micromanagement. They should also model openness by welcoming challenge and by rewarding honesty instead of punishing it. This style aligns well with consensus cultures because it does not destroy harmony; it strengthens it through trust. Effective leaders also create points of light by visibly backing talented people into bigger roles. How can technology help? Technology can support leadership, but it cannot replace human judgment. Jennings' critique of standard engagement surveys shows that data without context often misleads. Better systems should improve signal quality, not merely produce dashboards. In that sense, tools associated with decision intelligence, workforce analytics, or even digital twins of organisational processes can help leaders identify bottlenecks, bias, and friction. Yet Jennings' own example shows the real breakthrough came from direct conversation. Technology is most useful when it sharpens listening rather than substitutes for it. Does language proficiency matter? Language proficiency helps, but Jennings suggests it is not decisive. He openly acknowledges not speaking Japanese, yet built credibility through authenticity, gratitude, and respectful conduct. He believes leaders can succeed without perfect language if they behave with integrity, remain accessible, and work through strong local talent. Language matters less than whether people believe the leader is genuine, fair, and willing to learn. Cultural arrogance is far more damaging than imperfect fluency. What's the ultimate leadership lesson? The ultimate lesson is that people rise when leaders combine belief with opportunity. Jennings insists that employees already possess the education and ability to succeed; what often separates performance is confidence, encouragement, and the chance to act. Great leadership in Japan is therefore not about overpowering culture but about unlocking potential within it. When leaders blend respect, transparency, empowerment, and resilience, they create an organisation where people are willing to speak, grow, and lead. Author Credentials Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programs, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have also been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban "Hito o Ugokasu" Rīdā (現代版「人を動かす」リーダー). In addition to his books, Greg publishes daily blogs on LinkedIn, Facebook, and Twitter, offering practical insights on leadership, communication, and Japanese business culture. He is also the host of six weekly podcasts, including The Leadership Japan Series, The Sales Japan Series, The Presentations Japan Series, Japan Business Mastery, and Japan's Top Business Interviews. On YouTube, he produces three weekly shows — The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews — which have become leading resources for executives seeking strategies for success in Japan.

In this episode of the Events Demystified Podcast, host Anca Platon Trifan speaks with Huong Nguyen, former CEO of Shiloh Events and now founder/CEO of Aletheia, an AI platform for event operations built from agency-side delivery pain.

This is episode 5 of 5 in the Productivity with AI Reset Series. In this series, we are resetting our productivity for an AI World, realigning how to do business as an online entrepreneur so we can take advantage of the greatest technology transformation we have ever seen.This is the missing conversation in the productivity discussion, and especially productivity using AI. Why does productivity actually matter? What does productivity do for us?  For aspiring online entrepreneurs, it's about who owns the results of your effort. And once you see productivity through that lens, everything changes. In this episode, Case closes the Productivity with A.I. Reset series by connecting all the previous discussions to one idea: Ownership.The difference between people who feel trapped and people who feel free is not effort.  It's ownership.Your Action Plan:Shift from Productivity to OwnershipAsk yourself:What am I building within my online business that exists without me?What did I create this month that will still matter next month?Where does my effort compound instead of reset?What am I doing purely because it's expected? Am I truly following my Action Plan for the online business I envisionWhat am I doing because it builds ownership?To have an enjoyable life  in our global, advanced tech society, create value.  To have the business, career, finances and lifestyle you desire, follow a proven path that has delivered in good times and bad.  The path of entrepreneurship. And online entrepreneurship is the fast track for aspiring entrepreneurs.Learn the skills, access the resources and be inspired to live the life of your dreams right here on the Ready Entrepreneur podcastTo find more resources, strategies and ideas for aspiring entrepreneurs visit the Ready Entrepreneur website: https://www.readyentrepreneur.com/To download a free guide for Preparing to Become an Online Entrepreneur, click here:  https://www.readyentrepreneur.com/start/You can get an exclusive discount on the ebook and audiobook version of Recast: The Aspiring Entrepreneur's Practical Guide to Getting Started with an Online Business click here: https://www.caselane.net/recastConnect with CaseFacebook: @readyentrepreneurHQ Instagram: @readyentrepreneur Twitter X: @caselaneworld Pinterest @caselane 

As workplaces continue to evolve, so does the meaning of employee appreciation. In this special Employee Appreciation Day episode, we explore how organizations can recognize and support their teams in increasingly hybrid and remote environments, while staying mindful of legal risks. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Marcia DePaula (email) (Steptoe & Johnson PLLC)Guest Speakers: Mike Gardner (email) & Fred Schutt (email) (Woods Rogers)Support the showRegister on the ELA website here to receive email invitations to future programs.

Close races and upsets in Tuesday's Primary Elections could affect the balance of power in Raleigh — and potentially the debate over raises, cost-of-living adjustments, job cuts, and other issues important to state employees and retirees in the upcoming short session. This week the SEANC teams examines the results and what they could mean for state employees and retirees.

Steven Badger from Zelle LLP joins us to talk about all the "hot topics" in the always interesting world of hail and other weather-related claims.  Steve will cover all the emerging trends in these claims, including current fraud and other abuse schemes, and provide his recommendations on how to address the common issues. He will also talk about what he is seeing with recent expanded use of the appraisal process.  Finally, Steve will talk about how his clients are addressing these issues through underwriting and policy wording changes. Notable Timestamps [ 00:07 ] - The episode introduces a discussion on emerging trends in hail and weather-related insurance claims, including fraud schemes, disputes over damage assessments, and how insurers are exploring underwriting and policy wording changes to address recurring issues. [ 01:22 ] - A key industry trend is shifting toward bigger-picture solutions that reduce disputes altogether, such as improving building resilience or changing claims processes so insurers and policyholders spend less time fighting over losses. [ 02:12 ] - Roof resiliency is a major topic. If roofing materials could withstand moderate hail, many claims would never occur, raising debate about requiring more durable materials like Class 4 hail-resistant roofing in hail-prone states. [ 03:28 ] - Some insurers already offer premium discounts for homes with Class 4 hail-rated roofs, but experts argue broader mandates may be necessary to significantly reduce hail claim frequency and stabilize insurance markets. [ 05:39 ] - Insurers report a rise in fabricated hail and wind damage claims, particularly during slow storm years when contractors relying on storm work may be tempted to create damage to generate insurance-funded repairs. [ 07:24 ] - Fabricated damage raises complex coverage questions. If a contractor intentionally damages property, insurers must consider whether the loss could fall under vandalism or malicious mischief provisions. [ 09:40 ] - Disputes often shift from scope of damage to pricing. Estimating tools like Xactimate help set initial reserves, but they are still estimates and can be manipulated by adding or removing line items. [ 11:27 ] - Many policies ultimately require payment based on the "amount actually incurred," meaning the real cost of repairs. This shifts focus from software estimates to contracts, invoices, and proof of actual payments. [ 14:08 ] - Contractors and public adjusters may inflate estimates within software systems, even adding items like adjuster commissions that are often not covered, which can raise unrealistic expectations for policyholders. [ 15:33 ] - One strategy to counter inflated estimates is obtaining real competitive contractor bids. Presenting an independent price for the same work can help challenge excessive claims and refocus negotiations on actual costs. Your PLRB Resources Invoking "Our Option" – Increased Use of Preferred Contractor Networks https://www.youtube.com/watch?v=kC_WAl0N7gI The Appraisal Process – Is it Still Useful to Resolve Disputed Claims? https://www.youtube.com/watch?v=v5YgKpL5FlI&t=1s Employees of member companies also have access to a searchable legal database, hundreds of hours of video trainings, building code materials, weather data, and even the ability to have your coverage questions answered by our team of attorneys (https://www.plrb.org/ask-plrb/) at no additional charge to you or your company. Subscribe to this Podcast Your Podcast App - Please subscribe and rate us on your favorite podcast app YouTube - Please like and subscribe at @plrb LinkedIN - Please follow at "Property and Liability Resource Bureau" Send us your Scenario! Please reach out to us at 630-509-8704 with your scenario! This could be your "adjuster story" sharing a situation from your claims experience, or a burning question you would like the team to answer. In any case, please omit any personal information as we will anonymize your story before we share. Just reach out to scenario@plrb.org.  Legal Information The views and opinions expressed in this resource are those of the individual speaker and not necessarily those of the Property & Liability Resource Bureau (PLRB), its membership, or any organization with which the presenter is employed or affiliated. The information, ideas, and opinions are presented as information only and not as legal advice or offers of representation. Individual policy language and state laws vary, and listeners should rely on guidance from their companies and counsel as appropriate. Music: "Piece of Future" by Keyframe_Audio. Pixabay. Pixabay License. Font: Metropolis by Chris Simpson. SIL OFL 1.1. Icons: FontAwesome (SIL OFL 1.1) and Noun Project (royalty-free licenses purchased via subscription). Sound Effects: Pixabay (Pixabay License) and Freesound.org (CC0).

People don't fail under pressure. They reveal their level of self-leadership.“I almost reacted. Then I remembered: sovereignty is a choice.”Three kryptonites to human awakening, personal growth, and real leadership:• Validation loops• Not learning self-regulation• Unembodied intellectual leaders who lack integrationThe last one often looks like leaders who:– model epistemic laziness– amplify polarization– rely on tribal certainty– manipulate emotional charges– reinforce biases and divisive narrativesTogether with broader emotional immaturity, these patterns keep people stuck in non-leadership roles within themselves.And when people cannot lead themselves, they cannot lead others.You can see the impact inside organizations:Mediocrity becomes normalized.Work-life balance deteriorates.Employee morale drops.Why?Because the capacity to stay emotionally steady and mentally clear under activation is missing.Self-leaders choose differently.They build nervous system fluency.They train the pause.They respond consciously instead of reacting automatically.That inner work is decisive in how you show up everywhere:in leadership, in conflict, in business, and in life.If you practice journaling or reflective mindset work, I've created prompt-based PDFs and inner-growth micro-habit exercises designed to help build emotional steadiness and self-leadership.You can explore them in my Payhip store.✨ Start Here — Inner Growth Framework & BundlesExplore the complete Inner Growth ecosystem (awareness → resilience → embodied self-leadership):

People don't fail under pressure. They reveal their level of self-leadership.“I almost reacted. Then I remembered: sovereignty is a choice.”Three kryptonites to human awakening, personal growth, and real leadership:• Validation loops• Not learning self-regulation• Unembodied intellectual leaders who lack integrationThe last one often looks like leaders who:– model epistemic laziness– amplify polarization– rely on tribal certainty– manipulate emotional charges– reinforce biases and divisive narrativesTogether with broader emotional immaturity, these patterns keep people stuck in non-leadership roles within themselves.And when people cannot lead themselves, they cannot lead others.You can see the impact inside organizations:Mediocrity becomes normalized.Work-life balance deteriorates.Employee morale drops.Why?Because the capacity to stay emotionally steady and mentally clear under activation is missing.Self-leaders choose differently.They build nervous system fluency.They train the pause.They respond consciously instead of reacting automatically.That inner work is decisive in how you show up everywhere:in leadership, in conflict, in business, and in life.If you practice journaling or reflective mindset work, I've created prompt-based PDFs and inner-growth micro-habit exercises designed to help build emotional steadiness and self-leadership.You can explore them in my Payhip store.✨ Start Here — Inner Growth Framework & BundlesExplore the complete Inner Growth ecosystem (awareness → resilience → embodied self-leadership):

In this podcast episode, Dr. Jonathan H. Westover talks with Lee Rubin about work life balance and employee well being.Lee Rubin is a visionary culture leader with over a decade of experience in B2B sales. She first came up with the idea to help companies plan better corporate events back in 2014 when tasked with planning an event for her team. Lee is a leading pioneer of the virtual events space, pivoting Confetti from in-person to virtual team building following the 2020 pandemic. Her deep expertise and passion lies in helping companies scale and improve company culture.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Watch the YouTube version of this episode HEREWhat happens when you build the business you thought you wanted… only to realize you've started to hate it? In this honest and eye-opening conversation, Ruma Mazumdar, founder of Key Esquire, shares the moment she almost walked away from the firm she worked so hard to build. After years of growth, hiring, and increasing revenue, Ruma discovered a shocking reality: despite the success on paper, her firm was only producing 2% profit — and she was more burned out than ever.Instead of quitting, Ruma stepped back and examined what had gone wrong. She realized that rapid growth, over-hiring, and a lack of clear systems had created a business that no longer aligned with the life she wanted. Through difficult decisions — including restructuring her team, returning to core operations, and reassessing pricing — she rebuilt her firm with a leaner structure and a stronger focus on profitability, clarity, and intentional leadership.Ruma also shares the deeper mindset shifts that come with entrepreneurship: separating self-worth from revenue, redefining what “scaling” really means, and learning that becoming a CEO is as much a personal evolution as it is a business strategy. Her story is a powerful reminder that success isn't just about growing bigger — it's about building a business you actually want to run.1:08 The biggest risk founders don't talk about2:16 The reality of her four-year business growth4:41 Discovering the firm was only 2% profitable6:04 Making difficult decisions and restructuring the team7:10 Building a lean business instead of over-hiring8:21 Why knowing your numbers changes everything9:26 Auditing time and energy as a CEO10:28 Raising fees and finding the right pricing12:49 Redefining what it means to be a CEO14:50 The messy middle of entrepreneurshipTune in to today's episode and checkout the full show notes here. Connect with Ruma:Website  InstagramFacebook LinkedIn TikTok 

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture, brought to you by the HubSpot Podcast Network. This week, we are joined by the "adult in the room" from the early days of Facebook, Tom LeNoble. Tom has led in boardrooms and fought for his life in hospital rooms, surviving multiple life-threatening illnesses. From shaping growth at Facebook (META), Walmart.com, Palm (HP), and MCI (Verizon) to now serving as CEO of the Academy for Coaching Excellence and a leadership coach with Santa Clara University's Miller Center for Global Impact, Tom helps others navigate adversity with courage and clarity. In his best-selling book, My Life in Business Suits, Hospital Gowns, and High Heels, Tom shares unflinching lessons on risk, resilience, and reinvention.

7 Strategies to Motivate and Retain EmployeesEmployee motivation and retention remain two of the most critical pillars of organizational success, yet they are among the hardest ones to sustain. Competitive salaries and benefits might open the door to top talent, but they're no longer enough to keep people inspired and motivated.As workplaces evolve rapidly, employees want more than just a paycheck. They want purpose, recognition, and a sense of belonging. They look for growth opportunities, flexibility, and a culture that values their contributions.If you've noticed signs of disengagement or fear losing your top performers, it's time to act — not with grand gestures, but with thoughtful, consistent actions that make people feel seen, supported, and inspired.Below are seven practical and powerful strategies to motivate your employees and build a loyal, high-performing workforce.How to connect with AgileDad:- [website] ⁠https://www.agiledad.com/⁠- [instagram] ⁠https://www.instagram.com/agile_coach/⁠- [facebook] ⁠https://www.facebook.com/RealAgileDad/⁠- [Linkedin] ⁠https://www.linkedin.com/in/leehenson/

On this episode of Managing with Mind and Heart, Ethan Nash sits down with leadership expert, author, and podcaster Mark C. Crowley to discuss his recent book The Power of Employee Well-Being: Move Beyond Engagement to Build Flourishing Teams. Together, they explore the book's central idea: when employees feel cared for and respected at work, they're far more likely to respond with the same care and respect for their organization and teammates. Tune in to hear their conversation on what heart-centered leadership looks like, and how it can transform workplace culture and performance. Check out Mark's podcast, Lead From The Heart, here. Text the word "LEADING" to 66866 to be added to Nash Consulting's monthly newsletter. Just practical management skills and tips. And just once a month. Pinky swear.

A state panel looks at farm nitrogen use. What employers need to know about the Employee's Right to Know law. Huge fines for non-compliance. Farm Advisors talk about pests that rice farmers need to be on the lookout for in 2026. A key deadline is coming for specialty crop farmers applying for USDA assistance funds. 

Summary: After decades of working with world-class organizations, we've learned something that surprises most leaders: employees don't leave because of pay—they leave because of how they're led. In this episode of the Customer Service Revolution podcast, John DiJulius and Denise Thompson reveal the leadership behaviors that reduce turnover, strengthen culture, and create workplaces people never want to leave. You'll learn why 82% of managers are 'accidental managers' without proper training, how the FORD method (Family, Occupation, Recreation, Dreams) builds unbreakable connection, why inconsistency drives more turnover than low pay, and how companies like Chick-fil-A and The Ritz-Carlton retain talent without paying premium wages. If you're losing good people to competitors and think it's about money, this episode will change how you lead—and how your best employees decide to stay. What You'll Learn: Why most employees don't leave because of pay (and what really drives them away) How world-class companies reduce turnover without raising wages The #1 mistake leaders make when they have turnover (hint: reactive hiring) Why 82% of managers are 'accidental managers' and how it destroys retention How the FORD method creates deep employee connection Why inconsistency and uncertainty drive more turnover than compensation How to model 'educate vs. sell' leadership that builds trust The role of 'servant leadership' in reducing turnover One action leaders can take this week to improve retention When culture outperforms compensation (and when it doesn't) Key Quotes: "We hire from the exact same labor pool as our competitors. We don't pay more. It's what we do with them after we hire them." — John DiJulius "Employees don't quit companies, they quit people. Not just bosses—they also quit toxic coworkers you're not protecting the culture from." — John DiJulius "It's better to lose the sales than the reputation. Employee roulette destroys brands." — John DiJulius "82% of existing managers are accidental managers—promoted without training. That's why retention fails." — John DiJulius "The number one cause of anxiety is uncertainty. Employees need predictability and clarity." — John DiJulius "Know your employees' FORD: Family, Occupation, Recreation, Dreams. That's what makes them stay." — John DiJulius Links: The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Company Service Aptitude Test:  https://thedijuliusgroup.com/c-sat-forms/individual-c-sat/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Ask John!  Submit your questions for John, to be aired on future episode:  tdg.click/ask Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Books:  https://thedijuliusgroup.com/shop/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.

#SecurityConfidential #DarkRhiinoSecurityTiffini Smith is a strategic legal executive and board advisor with over 20 years of experience in privacy, cybersecurity, and AI governance. A U.S. Patent Attorney with bar admissions in the U.S. and England & Wales, she helps organizations navigate everything from breach preparedness to the EU AI Act. Tiffini has led global legal teams and provided global cybersecurity legal advice, including addressing issues such as incident response readiness, vendor risk programs, AI model risk reviews, and board-level briefings, and is known for translating complex legal and cyber risk into actionable guidance for executives. She also authors a newsletter.00:00 Intro02:28 Our Guest05:48 Regulation across states and countries09:48 Cybersecurity regulation culturally14:00 Employee training and teaching them the Why 23:07 How do you mitigate against AI?25:00 CISOs don't understand how the business works29:11 Does being compliant actually reduce your exposure? 34:00 Regulations on AI in your business50:10 More about Tiffini----------------------------------------------------------------------To learn more about Tiffini visit https://www.linkedin.com/in/tiffini-smith/To learn more about Dark Rhiino Security visit https://www.darkrhiinosecurity.com----------------------------------------------------------------------

Send a textThe Wireless Way: Unpacking Enterprise Tech, AI, and Expense Management StrategiesIn this episode, Chris Whitaker hosts Hyoun Park, a market strategist with over two decades of experience in enterprise technology, to explore the evolving landscape of wireless expenses, AI integration, and operational efficiency. This interview offers actionable insights into managing complex enterprise mobility environments, leveraging AI responsibly, and aligning technology strategies with business outcomes.How telecom and wireless expense management have evolved from basic billing to strategic business tools in 2026.The impact of AI on telecom expense parsing, user democratization, and operational transparency.The significance of contract enforcement, governance, and compliance in long-term expense optimization.The debate between BYOD and corporate-owned devices, and the security and cost implications involved.Strategies for cross-selling IT services and expanding customer relationships over time.The overlooked importance of managing apps and hardware together in digital employee workflows.How companies can leverage actionable data for efficiency, effectiveness, and sustainability initiatives.Timestamps:00:00 - Introduction to Hyoun Park's background and expertise 01:45 - Hyoun's diverse career journey from music to tech and mobility 04:05 - The intersection of classical performance and enterprise technology 06:49 - Evolution of telecom expense management (TEM) and wireless expense management (WIM) in 2026 08:47 - Broader perspective: managing SaaS, cloud, and hardware expenses collectively 09:30 - Increase in demand for wireless expense management due to device proliferation and security concerns 12:51 - Cross-selling opportunities: expanding from wireless to broader IT services 14:09 - How to approach CIOs and CFOs with expense management solutions 16:32 - BYOD vs. corporate-owned device strategies and security considerations 20:31 - How AI is transforming expense parsing, democratizing telecom, and assisting end users 23:57 - Common pitfalls companies face when evaluating AI-driven operational tools 25:03 - The probabilistic nature of AI and importance of data governance and testing 26:45 - Overhyped vs. undervalued aspects of AI in business contexts 29:17 - Beyond cost savings: features and strategic advantages of expense management platforms 32:53 - Actionable data and the importance of real-time insights for operational efficiency 36:49 - The significance of managing apps and devices in tandem for digital employee workflows 38:22 - How Calero integrates mobile and SaaS management into a unified platform for better control 39:01 - Final thoughts: embracing technology to build strategic, efficient, and sustainable enterprisesResources & Links: Calero - Telecom and Mobility Management PlatformHyoun Park - LinkedIn“This is The Wireless Way—where mobility, IoT, and innovation drive real business outcomes.” Support the showCheck out my website https://thewirelessway.net/ use the contact button to send request and feedback.

Bill Gurley is a Wall Street and Silicon Valley legend. He's the analyst who led the Amazon IPO and went on to become one of the most successful VCs of all time and an early investor in Uber, Zillow, and GrubHub. Today, he joins Nicole to answer the biggest questions on investors' minds right now. Bill doesn't mince words: yes, we're in an AI bubble— and he explains exactly why, from circular spending deals that smell like Enron to the speculative behavior that always follows a real wave of innovation. He breaks down why the IPO system is rigged against retail investors, what tokenization could do to fix it, and what a SpaceX IPO would actually mean for everyday investors. He also shares the one market sector he thinks is quietly becoming a buy, and the specific Chinese battery stock he personally owns. Then the conversation shifts to Bill's new book, Runnin' Down a Dream, and his surprisingly personal framework for building a career you actually love. He shares the question he asked himself twice that changed the entire course of his life, his research on career regret, and why chasing passion is a competitive advantage. Check out Nicole's financial literacy course The Money School  Find a Financial Advisor or Financial Coach from Nicole's company Private Wealth Collective Watch video clips from the pod on Money Rehab's Instagram and Nicole Lapin's Instagram Get Bill's book Runnin' Down a Dream  Here's what Nicole covers with Bill:  00:00 Are You Ready for Some Money Rehab?  01:12 SpaceX + xAI: What Elon's Deal Really Means  03:18 Why Retail Investors Keep Getting Shut Out of the Best Companies  05:55 The IPO System Is Rigged  08:36 Inside the Amazon IPO 10:40 Are We in an AI Bubble?  16:30 AI vs. the Dot-Com Bubble 21:15 Which AI Tools Bill Actually Uses  22:00 Bill's Take on AGI Hype  23:30 Where Bill Sees Opportunity Outside of Tech  27:30 The Chinese Battery Stock Bill Personally Owns  28:45 How to Evaluate Stock Options as an Employee  31:50 The Hidden Value of Joining a Fast-Growing Company  33:15 Buy Side vs. Sell Side Analysts  35:40 The Question That Changed Bill's Career Twice  38:00 Why Following Your Passion Is a Competitive Advantage  42:00 How Tito's Vodka Started with a Blank Sheet of Paper  45:20 Bill's Next Chapter: A Policy Institute  48:00 Nuclear Energy, Healthcare, and the Issues Bill Wants to Fix  51:06 Bill Gurley's Tip You Can Take Straight to the Bank All investing involves the risk of loss, including loss of principal. This podcast is for informational purposes only and does not constitute financial, investment, or legal advice. Always do your own research and consult a licensed financial advisor before making any financial decisions.

British Columbia adopts permanent daylight saving time while WA and OR stay stuck. Trump reveals what he thinks would be the worst-case scenario in Iran. // Big Local: A dog in Sudden Valley survived a cougar attack after the owner rushed to its aid. An Anacortes woman who grew up behind the Iron Curtain has raised $800K for Ukraine. A criminal is attempting to get a lighter sentence for a murder he committed in 1994. // You Pick the Topic: Employees that denied service to a customer for wearing a Trump shirt have been fired. A small plane crashed in New York in what is being called another ‘miracle on the Hudson.’

Employee handbooks are more than just paperwork, they are a strategic tool for protecting your practice and aligning your team. In this episode, ByrdAdatto's newest partner, Grace Lee, breaks down how to create employee handbooks that actually work for medical practices. Discover why generic templates can put you at risk and how to handle PTO, harassment and remote work policies. Tune in to protect your practice, align your team, and reduce costly employment disputes.Chapters00:00 Intro00:48 Banter04:33 Guest background 07:06 What is an employee handbook?07:52 When should a practice adopt an employee handbook?10:36 Do employee handbooks cover harassment, discrimination, and safety?12:49 What legal protection does an employee handbook offer?18:00 What risks could a practice face without an employee handbook?22:05 What are best practices for onboarding and training new hires?25:55 Access+27:08 Legal Takeaways29:24 OutroWatch full episodes of our podcast on our YouTube channel: https://www.youtube.com/@byrdadatto Stay connected for the latest business and health care legal updates:WebsiteFacebookInstagram

The Transformation Ground Control podcast covers a number of topics important to digital and business transformation. This episode covers the following topics and interviews:   Mastercard AI Payment Demo, Q&A (Darian Chwialkowski, Third Stage Consulting) Inside the Mission Control AI War Room Why Employees Are Quietly Resisting AI We also cover a number of other relevant topics related to digital and business transformation throughout the show.  

Pete DiStefano, President of DiStefano Brothers Companies, shares his 20-year journey from solo contractor to leading four thriving divisions: construction, floor coatings, closets, and electrical services. He gets candid about his early struggles with impulse-driven leadership and accountability, revealing the practical systems that helped him transform from visionary entrepreneur to intentional leader. If you're a trades business owner who sees the vision but struggles with execution, this conversation offers actionable insights on building structure that supports growth instead of stifling it.Guest: Pete DiStefano, President, DiStefano Brothers Companies Website: dbcri.com | Nolan Client Since: 2013Today's Podcast is brought to you by Busybusy

For more thoughts, clips, and updates, follow Avetis Antaplyan on Instagram: ⁠⁠⁠⁠https://www.instagram.com/avetisantaplyan⁠⁠⁠In this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Pranav Lal, Head of Business Technology at Gusto and former Enterprise Systems Leader at Slack, Eventbrite, Ethos, and OneTrust, to unpack what it really takes to build enterprise-grade systems inside hyper growth companies.Drawing from three pre-IPO to IPO journeys, Pranav shares hard-earned lessons about scaling from 500 to 5,000+ employees, why lead-to-cash is a company's “financial nervous system,” and how IPO readiness shifts the focus from shiny tools to provable controls and governance.The conversation dives deep into the reality behind AI hype — why AI can 10x velocity but cannot fix broken architecture, why SaaS isn't dead (but static SaaS is), and why giving AI agents “god mode” access is a dangerous mistake. Pranav also explores the evolving role of middle management, the shift toward outcome-based SaaS pricing, and how leaders must balance speed with architectural integrity.With insights on radical candor, trust-building after failed transformations, and how to protect team energy in high-pressure environments, this episode delivers a masterclass in modern technical leadership — where judgment, clarity, and guardrails matter more than ever.TakeawaysYou cannot outsource thinking. If you do, you inherit the mess.Scaling from 500 to 5,000 employees shifts from speed-driven execution to governance and ownership clarity.Lead-to-cash is the company's financial nervous system. Errors create revenue leakage and audit risk.IPO readiness is about provable controls, not new tools.Moving from MVP to enterprise-grade means building trust under stress, including uptime, recovery, and auditability.AI increases velocity, but without guardrails it creates chaos.AI cannot repair weak architecture or poor technical fundamentals.SaaS is evolving, not disappearing. Static SaaS is being replaced by dynamic and agent-driven systems.Clear communication is now a critical engineering skill.Middle managers must evolve into hands-on architects and AI orchestrators.Trust is rebuilt through consistency and quick wins.Strong leaders reduce ambiguity, protect team energy, and simplify complexity.Chapters00:00 Intro and Core Thesis01:00 Pranav's Background and IPO Experience01:28 Scaling from 500 to 5,000 Employees03:14 Why Lead-to-Cash Matters04:31 IPO Readiness and Compliance06:05 MVP Versus Enterprise-Grade Systems08:10 AI Hype Versus Reality12:07 Rebuilding Trust After Failed Transformations13:50 The Risk of Outsourcing Thinking17:44 Technical Skill Is Not Enough20:07 The Shift in Engineering Identity24:17 Is SaaS Dead25:46 The Future of SaaS Pricing26:57 The Danger of AI With Full Access28:34 Advice for Engineers in the AI Era36:06 Balancing Speed With Architecture41:16 Hiring for Ownership and Judgment43:15 Radical Candor and Leadership Growth46:35 The Billboard Advice47:02 Final Leadership PrinciplesPranav Lal's Social Media Link:https://www.linkedin.com/in/pranavl/Resources and Links:⁠⁠⁠⁠https://www.hireclout.com⁠⁠⁠⁠⁠⁠⁠⁠https://www.podcast.hireclout.com⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/hirefasthireright⁠

What if being unmistakably human is your biggest competitive advantage in an AI-first world? In this episode, I sat down with Louis Carter, founder of Most Loved Workplace, to talk about why workplace culture is being tested and reshaped faster than ever. Louis shared how “most loved” isn't a slogan, it's a credibility signal grounded in real employee sentiment, and why being unmistakably human is becoming a serious competitive advantage in an AI-driven world. We also unpacked his idea of “inaction fatigue” (when leaders collect feedback but don't act), plus practical ways leaders can embed trust, respect, and emotional connection into the employee and customer experience so the world actually sees what's happening inside the company. Here are the highlights: -Culture as a competitive signal: “Most loved” works when it's validated by real employee sentiment, not just marketing. -Human advantage in an AI-first world: Being unmistakably human is becoming a standout differentiator as automation accelerates. -From feedback to follow-through: “Inaction fatigue” happens when employees share input but never see meaningful change. -The SPARK framework: Collaboration, shared vision, aligned values, respect, and outcomes create emotional connectedness at work. -Embedding love end-to-end: Culture should show up in onboarding, career paths, performance plans, and the customer experience.   About the guest: Louis Carter is a globally recognized organizational psychologist, author, speaker, and founder of Most Loved Workplace® and the Best Practice Institute (BPI). He created the Most Loved Workplace® certification and the Love of Workplace Index™, a data-driven methodology used by thousands of companies to build cultures where people feel deeply connected, respected, and engaged. Louis is the author of more than a dozen leadership and management books, including In Great Company: How to Spark Peak Performance by Creating an Emotionally Connected Workplace (McGraw-Hill), and his research has been featured in publications such as Forbes, Fast Company, Inc., and The Wall Street Journal. He has advised CEOs and executive teams from mid-sized firms to Fortune 500 organizations and is ranked among the top organizational culture thinkers in the world.   Connect with Louis: Website Business: http://www.mostlovedworkplace.com Personal: http://www.louiscarter.com LinkedIn Page: https://www.linkedin.com/in/louiscarter/ Facebook: https://www.facebook.com/louiscarter.bpi Instagram: https://www.instagram.com/louislcarter/ YouTube Channel: https://www.youtube.com/louiscarterchange X: x.com/louislcarter Books: https://louiscarter.com/leadership-books/   Connect with Allison: Feedspot has named Disruptive CEO Nation as one of the Top 25 CEO Podcasts on the web. LinkedIn: https://www.linkedin.com/in/allisonsummerschicago/ Website: https://www.disruptiveceonation.com/    #CEO #leadership #startup #founder #business #businesspodcast  Learn more about your ad choices. Visit megaphone.fm/adchoices

#SecurityConfidential #DarkRhiinoSecurityTiffini Smith is a strategic legal executive and board advisor with over 20 years of experience in privacy, cybersecurity, and AI governance. A U.S. Patent Attorney with bar admissions in the U.S. and England & Wales, she helps organizations navigate everything from breach preparedness to the EU AI Act. Tiffini has led global legal teams and provided global cybersecurity legal advice, including addressing issues such as incident response readiness, vendor risk programs, AI model risk reviews, and board-level briefings, and is known for translating complex legal and cyber risk into actionable guidance for executives. She also authors a newsletter.00:00 Intro02:28 Our Guest05:48 Regulation across states and countries09:48 Cybersecurity regulation culturally14:00 Employee training and teaching them the Why 23:07 How do you mitigate against AI?25:00 CISOs don't understand how the business works29:11 Does being compliant actually reduce your exposure? 34:00 Regulations on AI in your business50:10 More about Tiffini----------------------------------------------------------------------To learn more about Tiffini visit https://www.linkedin.com/in/tiffini-smith/To learn more about Dark Rhiino Security visit https://www.darkrhiinosecurity.com----------------------------------------------------------------------

In this episode, Lauren Lewis visits ACSI and sits down with James Brand, President, and Kristen Huffcut, Senior Relationship Manager, to discuss the complexities of retirement plans and why many employers struggle to manage them. ACSI is a third-party administrator (TPA) specializing in retirement plan compliance, administration, and support for small and mid-sized businesses. Their team helps companies navigate the legal, operational, and regulatory requirements behind retirement plans so business owners can focus on running their organizations. Lauren, James, and Kristen discuss: What a Third-Party Administrator (TPA) actually does Why retirement plans are becoming more complex The impact of legislation like Secure 2.0 and New York Secure Choice Why many companies run into compliance problems The role of TPAs in fixing plan issues and avoiding costly penalties Why local expertise and real relationships matter in retirement planning How retirement benefits help companies attract and retain talent The importance of proactive guidance instead of reactive problem-solving James also shares his unique career journey, from working in finance in New York City, to returning to Buffalo and eventually becoming President of ACSI. Kristen explains how her experience working with retirement plans from the advisor side led her to join the ACSI team and help businesses deliver a true white-glove service experience to their employees. If you're a business owner, HR professional, or financial advisor navigating retirement plan compliance and employee benefits, this episode breaks down the pain points behind retirement planning and how to solve them. 

Most corporate LinkedIn strategies underperform because social teams are brought in too late.In this episode, Michelle J Raymond speaks with Melissa Dawson from WD about what high-performing corporate social on LinkedIn actually looks like inside large organisations. They explore why treating social media as a distribution channel rather than a strategic partner limits results.Topics include corporate social strategy, LinkedIn marketing for B2B, employee advocacy, organic and paid LinkedIn strategies, and how marketing teams can better align campaigns with social from the start.Key moments in this episode - 00:00 – Why corporate LinkedIn strategies underperform 01:05 – Defining high-performing corporate social in B2B 03:10 – Why brand impact matters more than leads 06:20 – Why creative and message drive campaign success 10:35 – The “just post this” problem for social teams 13:05 – Why trade show social posts usually fail 18:45 – Employee advocacy and LinkedIn visibility 20:30 – Combining organic and paid LinkedIn strategiesCONNECT WITH MICHELLE J RAYMONDMichelle J Raymond on LinkedInBook a free intro callhttps://socialmediaforb2bgrowthpodcast.com/B2B Growth Co newsletterToday's episode is sponsored by Metricool. Make sure to register for a FREE Metricool account today. Use Code MICHELLE30 to try any Premium Plan FREE for 30 days. https://metricool.com/michellejraymond/?utm_source=podcast&utm_medium=influencer&utm_campaign=20260303_michelle-raymond_march-premium-li_en&utm_content=audio&utm_term=q1

What makes a great ranch employee, and how do you actually find and hire them?Cracking the Code to the Ideal Ranch EmployeeFinding and hiring the right people can be one of the most frustrating, and most rewarding, parts of ranch management.In this episode of the Ranch Workforce Project, host Haylie Shipp of the Ranchers Stewardship Alliance and co-host Rachel Frost of the Dan Scott Ranch Management Program at Montana State University are joined by Dr. Trey Patterson, CEO of Padlock Ranch.Together they discuss what it takes to recruit, interview, and hire great employees in today's ranch workforce.Dr. Patterson shares how Padlock Ranch approaches hiring, from writing clear job descriptions to conducting structured interviews that reveal more than what appears on a resume. Frost adds perspective from working with students preparing to enter the industry and explains why attitude, humility, and a willingness to learn often matter as much as technical skills.The conversation also tackles an important question for ranch managers today. Are we creating the kinds of jobs people actually want, or are we simply frustrated that fewer people want the jobs we have always offered?Topics discussed in this episode include:• Why ranch labor challenges are not only about the work, but also about changing workforce expectations • The importance of attitude, humility, and motivation when evaluating candidates • How structured interviews can help reveal character and problem solving ability • Why honesty about remote locations and job realities helps prevent hiring mismatches • How intentional recruiting can help ranches build a stronger applicant poolResources and LinksDan Scott Ranch Management Program https://animalrange.montana.edu/danscott/Padlock Ranch https://padlockranch.com/Dr. Trey Patterson on the Ranching Returns Podcast https://podcasts.apple.com/ca/podcast/176-dr-trey-patterson-padlock-ranch/id1555361402?i=1000658419243Support the showThe Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit www.ranchstewards.org/support.

Washington state to ban microchipping your employees HR 4 full 2446 Wed, 04 Mar 2026 19:04:53 +0000 gX6k0vY6CoGZqnkgrhxL22VRPkSaufOn news MIDDAY with JAYME & WIER news Washington state to ban microchipping your employees HR 4 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 False https://player.amperwavepodcasting.

In this episode, Tyson pulls back the curtain on a powerful training from last week's Phoenix Wellness Workshop with relationship experts Jocelyn and Aaron Freeman. The focus? The conflict cycle and how it quietly impacts your marriage, your leadership, your team, and ultimately your firm.Because here's the truth:Life bleeds into business.Business bleeds into life.And if you don't have equilibrium inside both, everything starts to wobble.Tyson breaks down the core framework the Freemans taught, including: • The “triggering event” that starts every conflict • How unmet needs fuel core fears • The default reactions we've practiced our entire lives • Why arguments spiral out of control • The 3 step self regulation process: Identify, Regulate, InterruptYou'll hear real examples, including Tyson's own default patterns during conflict, and how awareness creates the off-ramp that stops the spiral.Because if you can't regulate yourself, you can't lead others.And if you don't interrupt the cycle, it will run your home and your firm.If this episode hit home, share it with someone who needs a better off-ramp the next time conflict starts to spiral.Upcoming Event: We're bringing the energy back in June with the Chicago YouTube Accelerator featuring Ryan Webber and Jeff Hampton, plus a packed agenda focused on building real YouTube growth systems for law firm owners.Learn more at: 

Is employee experience due for a reset? For much of the past decade, employee experience has been framed as a competitive advantage - a way to attract talent, boost engagement, and strengthen culture. Yet in today's environment, shaped by economic pressure, evolving workforce expectations, and the rapid rise of AI, many organisations are re-examining whether their approach is still sustainable - or whether, in trying to improve employee experience, they may have inadvertently diluted it. So, in this episode of the Digital HR Leaders podcast, host David Green speaks with Jacob Morgan - author, keynote speaker, and Founder of The Future of Work Leaders - to explore what an employee experience reset looks like in 2026 and beyond. Drawing on insights from interviews with 100 CHROs, Jacob shares why this moment may mark a turning point for accountability at work, and what leaders must do to balance empathy with performance without undermining either. Tune in to learn more about: Why 2026 may be a turning point for accountability in employee experience Whether wellbeing programmes have diluted performance expectations How leaders can balance empathy and high performance standards without appearing anti-employee What the evolving power dynamic between employers and employees means in practice How AI is redefining how work is measured, managed, and valued Why HR must lead - not just manage - the responsible and ethical adoption of AI This episode is sponsored by Hibob. HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business. Sapient Insights recognises HiBob's AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders. HiBob. All-in-one HCM for HR, Payroll, and Finance. ​​​Learn all about HiBob's modern HR platform here Resources: The Eight Laws of Employee Experience Hosted on Acast. See acast.com/privacy for more information.

If one of your top performers quit tomorrow, would you honestly see it coming?   Construction leaders obsess over bids, schedules, margins, and safety metrics—but most don't measure engagement until someone hands them a resignation letter. By the time you're conducting an exit interview, it's already too late.    If you want high-performing teams that finish on time and under budget without constant firefighting, you need a better way to diagnose disengagement before talent walks out the door.   In this episode, you'll discover:   A simple 5-part diagnostic tool to measure engagement across your entire team Practical questions you can ask immediately to uncover hidden frustration and drift How to align strengths, purpose, and development so your best people stay and grow   Press play now to learn how to "scope" your team's engagement and prevent the next surprise resignation before it happens.   Click HERE to download the SCOPED framework PDF.   At Bradley Hartmann & Company, we help construction teams improve sales, leadership,  and communication by reducing miscommunication, strengthening teamwork, and bridging language gaps between English and Spanish speakers. To learn more about our product offerings, visit bradleyhartmannandco.com.   The Construction Leadership Podcast dives into essential leadership topics in construction, including strategy, emotional intelligence, communication skills, confidence, innovation, and effective decision-making. You'll also gain insights into delegation, cultural intelligence, goal setting, team building, employee engagement, and how to overcome common culture problems—whether you're leading a crew or managing an entire organization.   Have topic ideas or guest recommendations? Contact us at info@bradleyhartmannandco.com.   New podcasts are dropped every Tuesday and Thursday.   This episode is brought to you by The Construction Spanish Toolbox —the most practical way for construction teams to learn jobsite-ready Spanish in just minutes a day over 6 months.      

This week's greatest hits replay features generational researcher Dr. Meghan Grace breaking down who Gen Z actually is, what drives them at work, and how leaders can better engage and retain them.Dr. Meghan Grace is a leading generational researcher, host of the Hashtag Gen Z podcast, and co-author of three books on Generation Z. She co-leads the Institute for Generational Research and Education, where she's spent the last decade helping companies, universities, and associations around the world understand generations and work better together.- The Generation That Refuses to Be Scammed- Why They Question Everything (And Why That's Actually Good News)- The Trait Gen Z Values Most — And the One Thing That Unlocks It- Where the Real Tension Comes From- What HR Can Actually Do Differently- The 10-Minute Habit That Builds More Loyalty Than Any PerkKey Quote: "You don't find connection over spreadsheets. I'm sorry, you just don't." — Dr. Meghan GraceConnect with Dr. Meghan Grace: MeganmGrace.com | LinkedIn | Instagram/Threads: @meghangrace | institute4gens.com Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode In this episode of Coffee with Carm and a Coach, Carm Capriotto and leadership coach Murray Voth explain why traditional employee reviews often fail to build trust, engagement, or real growth. Instead, they advocate replacing formal evaluations with ongoing “Career Alignment Meetings,” and one-on-one conversations focused on coaching, open dialogue, and removing obstacles. They discuss the shop owner's role as a coach, the importance of onboarding and positional clarity, and why wage discussions should be separated from development conversations. Murray also shares practical tools, including the three key questions that drive meaningful feedback and real-time coaching moments. This episode offers a modern, human-centered approach to leadership that strengthens culture, improves communication, and helps employees and shops grow together. Timestamps (00:00:00) Introduction: Coffee with Carm and a Coach (00:03:00) Rebranding the Review (00:05:30) The Problem with 360 Reviews (00:08:00) What Employees Actually Want (00:12:00) Hiring for the Position, Not the Personality (00:16:00) Modern Onboarding & The 89-Day Check-In (00:26:00) The Three Magic Questions (00:32:00) How to Handle Employee Objections (00:36:00) Separating Wages from Development (00:41:00) Holiday Bonuses vs. Business Incentives (00:45:00) The "Rim Wash" Lesson & Bloom's Taxonomy (00:49:00) The "Discovery Now" Moment (00:52:00) Breaking Bread & Setting Protocol Murray Voth, RPM Training. Listen to Murray's previous episodes HERE. murrayvoth@rpmtraining.net Thanks to our Partners, NAPA Auto Care and NAPA TRACS Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Connect with the Podcast: - Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ - Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters - Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 - Subscribe on YouTube: https://www.youtube.com/carmcapriotto - Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ - Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ - Visit the Website: https://remarkableresults.biz/ - Join our Insider List: https://remarkableresults.biz/insider - All books mentioned on our podcasts: https://remarkableresults.biz/books - Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom - Buy Me a Coffee: https://www.buymeacoffee.com/carm - Special episode collections: https://remarkableresults.biz/collections - The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ - Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/ - Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/ - Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/ - The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/ - The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/ - Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm

Rob and Justin had a plan. Scale Justin's brain across the entire P3 consulting team. Build an AI agent that bottled up his frameworks, his instincts, the way he navigates AI conversations with clients. In theory, everyone gets smarter overnight. It was a solid idea. The tech worked. The knowledge base was deep. The guardrails were tight. And almost nobody used it. Not because it was broken. Because the team wasn't waking up thinking, "Man, if only I could channel Justin right now." That wasn't the fire in front of them. So instead of feeling like leverage, the agent felt like homework. And that's the punchline. You can build something powerful and still miss the mark. No one was losing sleep over not having this tool. No one's bonus depended on it. So it drifted. Not rejected. Just... optional. That's a brutal place for a "strategic initiative" to land. The fix isn't a better tool. It's sequencing. Define the services, train the team, build the human infrastructure that makes the tool land on a surface that's ready for it. Every AI project that has worked traces back to the builder being a direct stakeholder. Not adjacent to the problem. In it. Proximity to the pain is doing a lot of work that no amount of clever architecture can replace. When leaders are the ones excited about AI and employees are the ones expected to use it, you've got a stakeholder mismatch. And that mismatch is quietly killing more AI initiatives than any technical failure ever will. If you're planning a rollout, or already wondering why yours isn't sticking, this episode is for you. Be sure to subscribe on your favorite podcast platform for new content delivered directly to your inbox.

For the past six years, we've done our best to avoid talking politics on this podcast. By focusing on the business realities owners confront every day, we've tried to create a space where people with very different perspectives—from different industries and different parts of the country—can still learn from one another. That's something we take seriously. But we also live in the real world. And lately, the real world has been making that separation harder.On this episode, Paul Downs, Kate Morgan, and Liz Picarazzi talk about those moments when business and personal beliefs collide—and when staying silent may not feel like an option. They've each faced uncomfortable questions: What do you do when an employee says something you find objectionable? Are there customers you simply won't work with? How do you stay true to your values without putting your company at risk? There are no easy answers here. And not everyone will agree on where the line should be drawn. But as always, there's real value in seeing how other owners handle tricky situations.

Show SummaryOn this episode, we have a conversation Today we're having a conversation with Vietnam Era veteran and nurse Joanne Malear, who is the coordinator of the 11th Hour Squadron. They are an all-volunteer organization that believes in taking care of dying veterans like family. They can be there at a loved one's bedside during those final nights when family members are at home getting much-needed rest.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 GuestJoanne Melear is a former U.S. Navy nurse and the founder of the 11th Hour Squadron, a volunteer initiative dedicated to ensuring that veterans in hospice care are not alone at the end of life. Drawing on her military medical experience and deep commitment to lifelong service, she created the program to bring trained veteran volunteers to sit bedside, provide companionship, and honor fellow service members in their final hours.Links Mentioned During the Episode11th Hour Squadron Website PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course Caring for Veterans Through the End Of Life: Compassionate Communities. In this course, you will learn how you can provide compassionate care through the end-of-life for those who have served our country. You can find the resource here:  https://learn.psycharmor.org/courses/caring-for-veterans-through-the-end-of-life-1 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 XPsychArmor 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 Debbie Smith about healthcare in Alabama. We also talk to a North Carolina social worker about how high-payed and high powered union busters disrupted their union campaign.✦ 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 ★

In this episode of the Profit First for Real Estate Investing podcast, I sit down with Shannon O'Neill, fractional COO and operations expert at Let's Grow COO. Shannon and I dive into one of the most overlooked pain points in growing a real estate business: the loneliness and pressure at the top—and the even more invisible pressure on the second-in-command.We unpack what it really looks like to move from being an operator inside your business to actually leading it. Shannon shares how tracking your time can completely change your perspective, why most CEOs are still employees in their own company, and how fractional leadership can create clarity, structure, and sanity. If you're feeling stretched thin, stuck in the day-to-day, or unsure where your time is actually going, this episode is your wake-up call.  Episode Highlights:[0:00] – Shannon's role as a fractional COO and how she partners with fractional CFOs[3:26] – Growing a real estate company from 2 to 25+ team members[5:42] – Learning every seat in the business—from cold calling to running operations[8:00] – Why being outside the day-to-day politics gives her an edge[10:09] – Who should (and shouldn't) hire a fractional COO[12:45] – Building AcquisitionReps.com to solve hiring bottlenecks[15:24] – Why most CEOs are “fractional everything” inside their own company[17:27] – The powerful (and painful) impact of doing a time study[20:18] – Giving CEOs permission to actually work on the business[24:31] – The hidden burden of the second-in-command[29:11] – The two things every entrepreneur must track: time and money5 Key TakeawaysTrack your time before you do anything else. Most CEOs have no idea where their day actually goes until they see it in writing.You are likely still an employee in your own business. If you're stuck in operations, you're not leading—you're reacting.Fractional leadership creates focus. A dedicated COO or CFO can focus fully on their lane while you stop juggling 17 roles.The second-in-command needs support too. They carry pressure from above and below—and often feel just as isolated as the CEO.Time and money tell the truth. If you want freedom, track both. Clarity comes from measurement.Links & ResourcesLearn more about Shannon and Let's Grow COO: https://letsgrowcoo.comEmail Shannon directly: shannon@letsgrowcoo.comLearn more about Profit First for real estate investors: https://www.simplecfo.comIf this episode challenged you to take a hard look at how you're spending your time—or reminded you that you don't have to carry the weight alone—please rate, follow, and review the podcast. And share it with another business owner who needs support at the top.

Hard conversations aren't optional—they're part of the job. In this episode, you'll learn how to handle the five types of difficult conversations leaders face with clarity and confidence—so you can lead decisively instead of tiptoeing around problems. Next Steps:

Keith sits down with Fred Hodge Jr., owner of Clearview Washing in New Jersey—an exterior cleaning company that's been growing since 2004 and now runs up to 26 employees in peak season. Fred breaks down what actually helped him scale: lead gen, hiring, culture, and the systems that keep the business running even when he's on vacation (without the "putting out fires from the beach" vibe). They get into niche high-profit services (yes, chandelier cleaning), the KPIs that drive pricing decisions, how to raise prices without nuking your calendar, and why Fred keeps a buffalo picture behind his desk—to remind himself to run toward problems, not away from them.   "What got you there isn't the same avenue what's gonna get you to your next place." – Fred Hodge Jr.   What You'll Learn in This Episode: How Fred scaled from "Chuck in a truck" to a multi-crew operation The systems that help him step off the truck—and stay off Why bundling services dramatically raised their average ticket How to use simple KPIs (no algebra required) to make smarter pricing moves What "penny smart, dollar foolish" looks like in real business decisions How to build a team culture that retains great people   Key Takeaways: The Business: 22 Years, 26 Employees, Multiple Services. Clearview Washing offers window washing, power washing, soft washing, gutter and roof cleaning, holiday lights, shrink wrapping outdoor furniture—and even chandelier cleaning. Peak season team size hits around 26 employees, with a business mix that's roughly 70% commercial (including HOAs/condos) and 30% high-end residential. The "Chandelier Cleaning" Advantage. Fred explains why chandelier cleaning became a standout niche: most competitors avoid it due to complexity and liability. Clearview leaned in, developed the skill set and tools, and now gets inbound calls from across New Jersey—sometimes landing $8K–$10K chandelier-cleaning projects in high-end homes. Scaling Happened When Systems Got Serious. Fred credits a major turning point to implementing real operational systems (with big help from his wife, who drives processes). That included choosing a CRM (Jobber) and building workflows that reduce chaos and prevent everything from escalating to "owner-level emergencies." He even jokes their QuickBooks coach says they're "not an exterior cleaning company—they're a technology company that offers exterior cleaning."   Connect with Fred Instagram: https://www.instagram.com/fredhodgejr/  Facebook: https://www.facebook.com/freddie.hodge  Website: https://clearviewwashing.com/  Connect with Keith Instagram: https://www.instagram.com/keithkalfas/ Facebook: https://www.facebook.com/thelandscapingemployeetrap Website: https://www.keithkalfas.com/resources Youtube: https://www.youtube.com/@keith-kalfas   Resources and Websites:  Start Getting Leads Now https://www.footbridgemedia.com/keith The Untrapped Alliance: https://www.keithkalfas.com/alliance Resources You Need To Build A Successful Business https://www.keithkalfas.com/resources

Motivation is fickle.  At the end of the day, even with the best learning experience and high motivation, people are going back into their workplace, and when you're back in your day-to-day, it's easy to fall back on a habit. So, how do you actually change behavior within your nonprofit?In this episode, I'm joined by  Amy Glover from the British Red Cross, who has found a great solution: habit stacking. She is a coach, facilitator, and 5Di© accredited Learning Designer.She is sharing how they used habit stacking to effectively improve feedback skills, what they learned from this experience, and how nonprofit L&D leaders can use it too.▶️ How One Nonprofit Used Habit Stacking to Improve Feedback Skills with Amy Glover▶️ Key Points:0:00:00 Amy's very unconventional route into L&D0:07:06 Amy's solution for improving feedback skills0:13:36 How to make training stick with habit stacking0:24:42 What came out of the Feedback in Action week0:26:58 Tips for nonprofit L&D pros to change behaviorResources from this episode:Read the book we talked about:  James Clear's Atomic Habits.If you're interested in behavior change and how you can apply it in L&D, follow Matt Furness.Join the Nonprofit Learning and Development Collective.Connect with AmyLinkedIn: Amy GloverConnect with HeatherLinkedIn: Heather BurrightWebsite: skillmastersmarket.comBook an interest call with Heather here.⭐Was this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!