Podcasts about employeesthe

Get my New York Times Bestselling book, Make Money Easy!I am so excited to welcome back Simon Sinek who, renowned for his groundbreaking "Start With WHY" concept, reveals how modern capitalism has sacrificed ethics for profit in our increasingly binary world. He shares a raw moment about continuing a business relationship with someone his gut warned him against, costing him years of regret. Simon explains why we crave connection yet sacrifice friendships for success, and breaks down how our biology drives us to serve others—not just chase achievements. His practical conflict resolution strategies offer a refreshing alternative to our culture of comparison, showing how leaders can rebuild trust by protecting their people rather than their bonuses.Simon Sinek's Optimism CompanySimon's podcast A Bit of OptimismSimon's book Start with Why 15th Anniversary Edition: How Great Leaders Inspire Everyone to Take ActionSimon's book Leaders Eat Last: Why Some Teams Pull Together and Others Don'tSimon's book The Infinite GameIn this episode you will learn:Why competition drives innovation but succeeding at others' expense destroys societyHow modern capitalism broke when companies prioritized shareholders over customers and employeesThe biological reason service to others delivers more lasting happiness than personal achievementA proven conflict resolution method: respond to emotions with emotions, facts with factsWhy lasting success comes from articulating a vision that extends beyond your lifetimeFor more information go to https://www.lewishowes.com/1762For more Greatness text PODCAST to +1 (614) 350-3960More SOG episodes we think you'll love:Muniba Mazari – greatness.lnk.to/1684SCMark Manson  – greatness.lnk.to/1750SCMel Robbins – greatness.lnk.to/1761SC Get more from Lewis! Get my New York Times Bestselling book, Make Money Easy!Get The Greatness Mindset audiobook on SpotifyText Lewis AIYouTubeInstagramWebsiteTiktokFacebookX

On this episode of The AI Report, Liam Lawson sits down with Avi Hacker, founder of the AI Consulting Network and one of the most prolific solo operators in the AI world.Avi doesn't know how to code, but that hasn't stopped him from building a business powered entirely by custom GPTs, Airtable workflows, Make.com automations, and a relentless commitment to experimentation. He's automated everything from daily newsletters to podcast production and does it all without a technical team.This conversation dives into:How Avi scaled from law school grad to AI consultantWhy he operates like a 20-person team with zero employeesThe real cost of automation and what clients often misunderstandHow he built tools for LinkedIn growth, blog creation, and deep researchThe tech stack behind his daily content engineIf you're interested in the intersection of AI, automation, and solopreneurship, this is one to queue up.Subscribe to The AI Report:theaireport.aiJoin our community:skool.com/the-ai-report-community/aboutConnect with Avi:linkedin.com/in/avihackerChapters:(00:00) Building Anything Without Knowing How to Code(01:00) From Law School to AI Consultant(03:05) Starting the AI Consulting Network(05:12) What Clients Get Wrong About AI(07:00) Understanding Time ROI in AI Projects(08:14) Live Walkthrough: Automating The AI Report Newsletter(11:00) Building a Custom Workflow with Make and Airtable(13:20) Why He Doesn't Do One-Time Builds(15:00) The Internal Tools That Power His Growth(17:45) Working Like a 20-Person Team Using AI(19:14) Future Plans and Scaling the Business(21:00) Experimenting With AI Agents(23:00) Training AI-First Operators(25:00) Big Ideas, Small Teams, and the Power of Leverage(30:00) Explaining His Job to Non-Tech Folks(32:00) Where to Find Avi Online

Send us a textMeet Mallory Strange Paulson—former NFL cheerleader turned social media powerhouse and the unstoppable force behind Bach Babes. What started as a side hobby during the pandemic skyrocketed into a seven-figure bachelorette party planning empire, spanning Nashville, Austin, and Charleston. With no formal business training, Mallory leaned on her self-taught marketing savvy, a viral TikTok moment, and her background in social media and influencer marketing at Home Depot Corporate to scale Bach Babes into a household name.In this episode, Mallory shares:The pivotal moment she knew Bach Babes could be more than a passion projectHow her experience as an NFL cheerleader shaped her approach to leadership and brand-buildingThe hardest lessons she had to learn as a first-time founder—without a business roadmapWhat it took to expand into multiple cities and grow a powerhouse team of more than 20 employeesThe strategy behind attracting top celebrities and influencers to her brand, and the safest way to work with influencers as a business ownerHer no-nonsense advice for entrepreneurs ready to turn their “hobby” into something biggerNavigating friendships and your inner circle while you are building successIf you've ever wondered what it takes to build a brand from the ground up, go viral, and dominate an industry, this episode is a must-listen.Support the showAbout The Host:Sydney Dozier the visionary behind Renaissance Marketing Group, a leading Nashville-based social media agency founded in 2014. Over 9 years, Sydney has curated a top-tier team, establishing Renaissance as a go-to agency delivering proven social media marketing results. Renaissance offers a wide array of services, from social media management to content creation, professional photography and videography, branding, and more, serving clients across the nation. Their focus is clear: drive revenue, foster online growth, and exceed client expectations. Sydney is not only a business dynamo but also the co-host of The Renaissance Podcast, aimed at empowering entrepreneurs. Her dedication to supporting women entrepreneurs led to The Mona Lisa Foundation, offering mentorship, grants, education, and a vibrant community. She's also the brains behind The Renaissance Women's Summit, an annual event in Nashville with a mission in inspiring women entrepreneurs. Sydney is a wife and mother to Sawyer James and has an unwavering passion for entrepreneurship, the color pink, and her two furry companions, Stevie Nicks and EmmyLou Harris. Learn more: www.renaissancemarketinggroup.com

In this exciting episode, Joseph Graham sits down with John Burdett, a true entrepreneur who has built and scaled numerous businesses. John shares his insights on achieving success and offers valuable lessons for anyone looking to achieve their goals.Guest Bio:John Burdett is the CEO and Founder of Fast Slow Motion, a consulting firm that specializes in helping businesses grow and scale using the Salesforce and HubSpot CRM platforms. Since its founding in 2014, the company has grown to a fully remote team of over 130 people, completing more than 2,200 projects for 1,000 clients across the U.S. Fast Slow Motion has been featured on the Inc. 5000 list of the fastest-growing private companies in America for six consecutive years.Key Topics:John's entrepreneurial journey and how he met Kevin ThompsonThe founding of Fast Slow Motion and its growthJohn's philosophy on business success and the importance of scalable systems and processesThe significance of creating a vibrant company culture and fostering meaningful lives for employeesThe impact of Fast Slow Motion on clients and the communityRed Mountain Grace and its mission to provide housing for families of patients receiving medical careTakeaways:John's hard-won lessons on starting and growing multiple companiesPractical guidance on avoiding common business mistakes and building sustainable operationsInsights on nurturing positive workplace cultures and living "fully integrated" livesHow business leaders can create positive impacts in their communitiesQuotes:“The most pivotal moment in my career was when I realized my calling - to help other people build their businesses using scalable systems and processes.”“People matter most.”Call to Action:Tune in to this must-listen episode to gain real-world wisdom and practical advice from John Burdett on how to build a thriving business with immense purpose while still enjoying life.Listen to the Episode: [Link to Episode]Connect with John Burdett:Website: Fast Slow MotionLinkedIn: John BurdettHost: Joseph GrahamShow: The Joseph Graham Show

Healthcare costs continue to be the most unpredictable expense for businesses, creating a challenging dilemma for CFOs. While healthcare benefits serve as a powerful tool for recruiting and retaining employees, the escalating costs are forcing many finance leaders to seek innovative ways to reduce expenses without compromising the quality of care or the attractiveness of their benefits packages.Anisha Sood is the Chief Financial and Strategy Officer at First Choice Health, with more than 20 years of experience across the healthcare industry. Since joining First Choice Health in 2019, she has overseen finance and strategy, focusing on offering more cost-effective solutions to employers. In this episode, Anisha talks to host Melissa Howatson about why healthcare costs are rising and how providers like First Choice Health are bringing them down without sacrificing quality care.Discover how CFOs can adopt innovative approaches to manage both healthcare costs and employee benefits expenditures effectively during challenging economic times.Discussed in This Episode:Recent trends and changes in healthcare benefits, and factors contributing to rising costsHow First Choice Health is disrupting the traditional healthcare benefits model through expanded partnerships and reduced administrative costsStrategies to mitigate healthcare costs, including how insurers can tailor benefits to an employer's unique needs, considering factors such as geography and remote workforceBalancing the CFO's need to control costs with the CHRO's goal of recruiting and retaining employeesThe growing importance of mental and behavioral health benefits in comprehensive healthcare packages

Healthcare costs continue to be the most unpredictable expense for businesses, creating a challenging dilemma for CFOs. While healthcare benefits serve as a powerful tool for recruiting and retaining employees, the escalating costs are forcing many finance leaders to seek innovative ways to reduce expenses without compromising the quality of care or the attractiveness of their benefits packages.Anisha Sood is the Chief Financial and Strategy Officer at First Choice Health, and has more than 20 years of experience across the healthcare industry. Anisha joined First Choice Health in 2019, where she oversees finance and strategy, including on the company's goal to offer more cost-effective solutions to employers. In this episode, Anisha talks to host Melissa Howatson about why healthcare costs are rising, and how providers like First Choice are bringing them down without sacrificing quality care.Discover how CFOs can seek innovative approaches to effectively manage both healthcare costs and employee benefits expenditures during challenging economic times.Discussed in This EpisodeRecent trends and changes in healthcare benefits, and factors contributing to rising costsHow First Choice Health is disrupting the traditional healthcare benefits model through expanded partnerships and reduced administrative costsStrategies to mitigate healthcare costs, including how insurers can tailor benefits to an employer's unique needs, considering factors such as geography and remote workforceBalancing the CFO's need to control costs with the CHRO's goal of recruiting and retaining employeesThe growing importance of mental and behavioral health benefits in comprehensive healthcare packages

Live from an ESG-flavored 2025, it's an all-new Wacky Wednesday edition of Business Pants. Joined by Analyst-Hole Matt Moscardi! On today's Costco lovefest called January 8th 2025: Headlines We Missed since the end of December and the new comic book superhero named Costco!Our show today is being sponsored by Free Float Analytics, the only platform measuring board power, connections, and performance for FREE.DAMION1Shit We Missed (in no particular order):Tech BrosZuckDana White, UFC CEO and Trump ally, to join Meta's board of directorsZuckerberg Announces New Measures to Increase Hate Speech on FacebookMark Zuckerberg's Meta is moving moderators out of California to combat concerns about bias and censorship“Huge problems” with axing fact-checkers, Meta oversight board saysCo-chair Helle Thorning-Schmidt said she is "very concerned" about how parent company Meta's decision to ditch fact-checkers will affect minority groups: "We are seeing many instances where hate speech can lead to real-life harm, so we will be watching that space very carefully," she added.Meta Drops Rules Protecting LGBTQ Community as Part of Content Moderation OverhaulThe changes included allowing users to share “allegations of mental illness or abnormality when based on gender or sexual orientation, given political and religious discourse about transgenderism and homosexuality.”Meta replaces policy chief Nick Clegg with former Republican staffer Joel Kaplan ahead of Trump inaugurationSamSam Altman Explodes at Board Members Who Fired Him"And all those people that I feel like really fucked me and fucked the company were gone, and now I had to clean up their mess," adding that he was "fucking depressed and tired.""And it felt so unfair," the billionaire told Bloomberg. "It was just a crazy thing to have to go through and then have no time to recover, because the house was on fire."The board's primary fiduciary duty was not to maintain shareholder value or profits, but rather to stay true to OpenAI's mission of creating safe artificial general intelligence (AGI) that benefits humanity.Helen Toner: the director of strategy at Georgetown's Center for Security and Emerging Technology.Tasha McCauley: an adjunct senior management scientist at think tank RAND Corporation. McCauley was also on the advisory board of the Centre for Effective Altruism. In 2017 she signed the Asilomar AI Principles on ethical AI development alongside Altman, OpenAI co-founder Ilya Sutskever, and former board member Elon MuskOpenAI CEO Sam Altman denies sexual abuse allegations made by his sister in lawsuitMuskMaga v Musk: Trump camp divided in bitter fight over immigration policyElon Musk Endorses Nazi-Linked German Party, Even Though It Opposed Tesla's GigafactoryTech Bro Wealth12 US billionaires gained almost $1 trillion in wealth in 2024 as the stock market delivered another year of massive returnsNYT Report Says Jensen Huang, The CEO Of Nvidia And The 10th-Richest Person In The U.S., Trying To Allegedly Avoid $8 Billion In TaxesMark Zuckerberg says he doesn't have a Hawaiian doomsday bunker, just a 'little shelter.' It's bigger than most houses.You could live next door to Jeff Bezos on 'Billionaire Bunker' island for $200 millionMusk urges Bezos to throw an ‘epic wedding' after Amazon founder blasts report of $600 million nuptials as ‘completely false'Elon Musk takes aim at MacKenzie Scott again for giving billions to liberal causes, calling the gifts 'concerning'How Jensen Huang and 3 Nvidia Board Members Became BillionairesMark Zuckerberg sported a $900,000 piece of wrist candy as he announced the end of fact-checking on MetaDEI/ESG Flip-FloppingWhen an anti-DEI activist took a swing at Costco, the board hit backA Costco shareholder proposal brought by conservative activist The National Center for Public Policy Research asked the company to probe its diversity, equity and inclusion policies, with an eye toward eliminating them.The thrust of the proposal is that certain DEI initiatives could open Costco up to financial risks over discrimination lawsuits from employees who are “white, Asian, male or straight.”The company's board of directors unanimously urged shareholders to reject the proposal and made the case that Costco's success depends on establishing a racially diverse, inclusive workplace: “We believe that our diversity, equity and inclusion efforts are legally appropriate, and nothing in the (Center for Public Policy Research) proposal demonstrates otherwise,” the board's statement said.The statement went on to rebuke the Center for Public Policy Research, saying that they and others were the ones responsible for inflicting financial and legal burdens on companies. “The proponent's broader agenda is not reducing the risk for the Company but abolition of diversity programs,” the board said.Costco board member defends DEI practices, rebukes companies scrapping policiesJeff Raikes, co-founder of the Raikes Foundation and former CEO of the Bill & Melinda Gates Foundation, who has served on Costco's board of directors since 2008: "Attacks on DEI aren't just bad for business—they hurt our economy. A diverse workforce drives innovation, expands markets, and fuels growth. Let's focus on building a future where all talent thrives." He concluded his post on X with the hashtag, "InclusiveEconomy." While businesses began to announce their departures from DEI policies last year, Raikes urged companies to expand such practices at work, insisting that scaling down DEI in businesses would harm the economy.Robbie Starbuck: “I fully endorse cancelling memberships at this point.”McDonald's rolls back DEI programs, ending push for greater diversityFour years after launching a push for more diversity in its ranks,McDonald's said it will retire specific goals for achieving diversity at senior leadership levels. It also intends to end a program that encourages its suppliers to develop diversity training and to increase the number of minority group members represented within their own leadership ranks.Managers 'touch up' staff: McDonald's faces fresh abuse claimsFast-food chain McDonald's has been hit by fresh allegations of sexual and homophobic abuse as staff members allege they have been 'touched up' by managers and offered extra shifts for sex.The chain first faced bombshell claims of widespread sexual abuse and harassment at its stores in July 2023 and has since been reported more than 300 times for harassment to the UK's equality watchdog.Allegations have included racist abuse, sexual assault and harassment and bullying. BlackRock Cuts Back on Board Diversity Push in Proxy-Vote GuidelinesThe policy updates remove both (a) numerical diversity targets (i.e., boards should aspire to 30% diversity of membership and have at least 2 women directors and 1 director from an underrepresented group) and (b) the related disclosure-based voting policy (i.e., BlackRock previously would consider taking voting action if a company did not adequately explain its approach to board diversity) – but provides that BlackRock may consider taking voting action if an S&P 500 board is not sufficiently diverse (BlackRock includes a footnote in the policy update suggesting that 30% diversity may still be the expectation).BlackRock's investment stewardship team tweaked the language used to describe how it approaches votes for other companies' boards. It didn't explicitly recommend that boards should aspire to at least 30% diversity of their members, after having done so in previous years.The report noted, however, that all but 2% of the boards of companies in the S&P 500 have diverse representation of at least 30%—and that if companies were out of step with those norms, BlackRock may cast opposing votes on a case-by-case basis. JPMorgan Leaves Net Zero Banking Group, Completing Departure of Major U.S. Banks Stakeholder Anger (or Anger at Stakeholders)Poll finds many Americans pin partial blame on insurance companies in UHC CEO killingA recent survey from the University of Chicago, found that, while 8 out of 10 U.S. adults believe the person who killed Brian Thompson bears the responsibility for the murder, 7 in 10 shared the belief that healthcare companies are also to blame. Luigi Mangione mention on SNL met with applause, critics slam 'woke' audience: 'Wooing for justice?'New York to charge fossil fuel companies for damage from climate changeThe new law requires companies responsible for substantial greenhouse gas emissions to pay into a state fund for infrastructure projects meant to repair or avoid future damage from climate change.Albania bans TikTok for a year after fatal stabbing of teenager last monthTeens in Vietnam will now be limited to one hour of gaming per sessionStarbucks baristas set to strike as new CEO makes $100 millionWashington Post Cartoonist Quits After Jeff Bezos Cartoon Is KilledNorway on track to be the first to ‘erase petrol and diesel engine cars'Fully electric vehicles accounted for 88.9% of new cars sold in 2024Exxon Sues California Official, Claiming He Defamed the CompanyExxon Mobil sued California's attorney general, the Sierra Club and other environmental groups on Monday, alleging that they conspired to defame the oil giant and kneecap its business prospects amid a debate over whether plastics can be recycled effectively.DystopiaMan Trying to Catch Flight Alarmed as His Driverless Waymo Gets Stuck Driving in Loop Around Parking LotAsked to Write a Screenplay, ChatGPT Started Procrastinating and Making ExcusesKlarna's CEO says AI is capable of doing his job and it makes him feel 'gloomy'Governance newsShari Redstone is saying goodbye to Paramount GlobalCharles Dolan, TV pioneer who founded HBO and Cablevision, dies at 98Richard Parsons, former Time Warner CEO, dies at age 76 Dye & Durham board resigns, activist nominees take control, interim CEO named The Fortune 500 has two new female CEOs—finally pushing that milestone above 11%And we end with a few classics:Boeing ends a troubled year with a jet-crash disaster in South KoreaMan who exploded Tesla Cybertruck outside Trump hotel used ChatGPT to plan the attackNorovirus rates have skyrocketed by 340% this season. Here's where the ‘winter vomiting disease' is spreading and whyMATT1CostcoNational Center for Public Policy Research filed the proxy with CostcoTheir arguments include…US Supreme court decision at HarvardA $25m judgment in PA for white regional manager at Starbucks who was fired after two black patrons were arrested for being blackThis gem: “With 310,000 employees, Costco likely has at least 200,000 employees who are potentially victims of this type of illegal discrimination because they are white, Asian, male or straight.”This, perhaps, is the greatest ironic argument for “meritocracy” ever made in historyThey point out that the MAJORITY OF THE STAFF is white, Asian, male, or straight… but they don't even use Costco's data, they source census data and just guessThe real numbers:Non management is 44.2% white, management is 58% white - a 14% increase in meritocracyExecutives are 80.6% white - a whopping 36.4% more meritHispanics are 33.1% of non management, 23.3% of management - 9.8% less merit!Executives are 5.8% Hispanic, 26.3% less meritAsians are 8.5% and 7.1%, so 1.4% less merit7.9% executive - so even merit?US Exec management is 72.3% maleSo 80.6% of executives are white, and 72.3% are male - and the argument NCPPR is making is that BECAUSE there are a lot of white males, there is a lot of RISK that THE WHITE MALES WILL SUE YOU if they think they're discriminated againstThink of what they're saying - because you have so many non diverse people, you can't have diversity programs for risk of lawsuitThe response dropped the pretense that the proxy was anything except racismThe proponent professes concern about legal and financial risks to the Company and its shareholders associated with the diversity initiatives. The proponent's broader agenda is not reducing risk for the Company but abolition of diversity initiatives. A 2023 federal district court decision, in a case brought by the proponent, noted that the proponent had "published a document called 'Balancing the Boardroom 2022,' which describes its shareholder activism as 'fighting back' against 'the evils of woke politicized capital and companies.' [The proponent went] on to describe 'CEOs and other corporate executives who are most woke and most hard-left political in their management of their corporations' as 'inimical to the Republic and its blessings of liberty' and 'committed to critical race theory and the socialist foundations of woke' or 'shameless monsters who are willing to sacrifice our future for their comforts.'" National Center for Public Policy Research v. Schultz, E.D. WA. (Sept. 11, 2023). And the proponent's efforts to demonstrate retrenchment on the part of companies are misleading, at best. For example, the assertion that "Microsoft laid off an entirea[sic] DEI team" is simply wrong. It was later reported that Microsoft stated that the two positions eliminated were redundant roles on its events team and that Microsoft's diversity and inclusion commitments remain unchanged, according to Jeff Jones, a Microsoft spokesperson: “Our focus on diversity and inclusion is unwavering and we are holding firm on our expectations, prioritizing accountability, and continuing to focus on this work.” Colvin, Caroline. Amid DEI cuts, Microsoft works to distinguish itself from those responding to ‘woke' backlash. HR Dive, July 24, 2024.Reason Costco might be pushing back?Racism is basically unveiledOf all the companies targeted by a proposal or Robbie Starbuck, Costco has the lowest deviation in board member influence - as in, nearly the entire board has equal power, it's highly democratic - women, men, diverse cohorts are more or less equally powerful to anyone else in the roomNo connections to any board member on another DEI flipper companyMeanwhile, the anti DEI, anti immigrant movement has begun to eat itself before Trump even takes officeIn defense of more HB1 visas and foreign workers, Vivek Ramaswamy says we venerate jocks over valedictorians on Twitter, and Americans aren't as good employeesThe rebuttal was MAGA Trumpers saying Vivek is fake MAGAAlso this: “His entire argument is a terrible proposition,” he adds. “Children raised to be good little robots might grow up to build robots of their own someday, and become rich. Asians are the highest-earning racial group in America, but are they happier for it? Suicide is the leading cause of death for Asians aged 15-24 … and the second-leading cause of death for those aged 25-34.” Page points to a Psychology Today post that blames tiger parenting for causing anxiety and depression and then asks, “Do we really want this country to be even more stressed-out?”Costco proxy says Asians are discriminated againstTwitch gamers are streaming about “meritocracy”

In this episode, we dive into the hidden link between women's imposter syndrome and its impact on the gender pay gap and equity in leadership roles. We'll explore why, as a result, women are more likely than men to feel they don't belong in leadership roles, and how this explains why women quit a job they love, meaning you're missing out on their potential. It's not their fault, but it's harming their performance, productivity and wellbeing, as well as costing businesses and the broader economy billions.Find out why this silent barrier holds women back, how it affects retention of even your best women, and the essential steps leaders need take to support their teams, reduce sabbatical requests, and close the gender pay gap.Tune in for actionable insights on how addressing this issue proactively an lead to a more equitable, productive, and ultimately profitable workplace.What you'll cover:The hidden link between women's Imposter Syndrome and the gender pay gapWhy Imposter Syndrome makes women more likely than men to quit a job they love, even though both sexes experience Imposter Syndrome at similar ratesWhy Imposter Syndrome becomes a silent barrier to women getting promoted, but it's not their faultHow Imposter Syndrome affects the retention of your best female employeesThe little-known impact on women's personal development, and how performance review systems are failing themThe essential steps leaders need take to support their teams, reduce sabbatical requests, and close the gender pay gapThis episode's shownotes & resources:Shownotes: www.DitchingImposterSyndrome.com/podcast/068/ Stepping Up To Lead - Students describe this programme as life-changing, in helping them to clear Imposter Syndrome and increase their influence in the organisation. Get the white paper here - www.impostersyndromeresearch.comHow is Imposter Syndrome impacting your organisation? Free diagnostic assessment here.Join in the conversation:Here's where we're talking about this in the private forum for the Imposter Syndrome Hacks™ appWant more on this topic? Here are some related episodes:Episode 67 - New Research: 3 Hidden Causes Of The Gender Pay GapEpisode 69 - Gender Pay Gap: 8 Ways That Women Are Paying The Price for Men's Imposter SyndromeEpisode 70 - The Hidden Link Between Mental Load, Imposter Syndrome and the Gender Pay GapEpisode 48 - The 3 Pillars Of Imposter Syndrome & BurnoutEpisode 53 - Are You At Risk Of Burnout? What The 4 Ps Of Imposter Syndrome Predict

Have you ever considered working with a life coach? Then you won't want to miss this episode with Emma Roche, an Of-Counsel Lawyer in Commercial Real Estate at BDB Pitmans and a qualified Life Coach. She shared her insights on the state of lawyers' mental health and what we can do to improve it. So why should you be listening in? You can hear Rob and Emma discussing:Of-Counsel rolesSome of Emma's most memorable casesThe value of living intentionally How law firms can improve well-being for their employeesThe impact of adjusting your mindsetJoin us on your favourite podcast streaming app!Don't forget to join our Discord community where we connect with like-minded people, share resources, and continue the conversation from this episode.Sponsored by Clio - the #1 legal software for clients, cases, billing and more!

With Zippia reporting that happy workers are 13% more productive than unhappy workers, clearly it's crucial to maintain a supportive and welcoming company culture as you grow your business. Not only will this keep your employees motivated, but you'll also reap the benefits of higher productivity. So, I wanted to find out how to grow a productive and happy team. That's why I spoke with Katharine Pooley, Founder & Executive President of her eponymous luxury interior design studio. As one of the UK's foremost interior designers, Katharine has grown her team to fifty people and adeptly balanced maintaining a creative environment with ensuring her team gets stuff done. Keep listening to hear Katharine's advice on how to keep your team happy as well as productive as you scale and why thinking about the octopus effect can really help imbue each and every employee on a daily basis. Katherine's advice: Know your limit in terms of number of employeesThe happiness of your team is critical and will spring from:Enjoyment of the workGood collaborationBonuses, salary raises and perksKnowing each other wellBeing allowed autonomy and being trustedHaving a safe work environmentA pleasant office with a reasonable commuteBeing trained and having the opportunity for meetings and discussionsExamining a project after it has been delivered and discussing its good and bad pointsIf a team is a happy one, productivity will be the resultA happy team will be a loyal one and the longstanding employees will be so valuableLongstanding members can perhaps each manage their own teamIt's a symbiotic relationship between employer and employedYou need each other and ideally will stimulate each otherFrom the employer's point of view, when interviewing:Try to assess the candidate quicklyTrust the ones who speak with genuine warmth rather than the well-rehearsed speechesIt's important to like your employeesAvoid ones who chatter rather than answering the questionThose who can communicate and engage with you face to face will be strongestAs the boss make sure you tackle your emails every single nightIf you have children be up front with them about what you need to do (and then make the most of your time with them)Give yourself goals at the start of the year and check up on them in AugustRemember, your enthusiasm will be infectious to your employeesBe consistent Always be approachable; make yourself available at all times and respond to requestsTry to deal with problems yourself rather than handing them downBe prepared to forgive mistakesFF&M enables you to own your own PR. Recorded, edited & published by Juliet Fallowfield, 2023 MD & Founder of PR & Communications consultancy for startups Fallow, Field & Mason.  Email us at hello@fallowfieldmason.com or DM us on instagram @fallowfieldmason. MUSIC CREDIT Funk Game Loop by Kevin MacLeod.  Link &  LicenceText us your questions for future founders. Plus we'd love to get your feedback, text in via Fan MailSupport the show

Data protection is increasingly crucial for HR as regulations evolve and data breaches become more common. In the second episode of the ‘Data Protection Unlocked for HR' podcast series, Harry Berryman and Shauna Jones, members of the Clarkslegal data protection team, share invaluable insights on how HR can ensure compliance, safeguard employee data, and maintain privacy standards. Key areas covered in the episode include:Workplace policies and proceduresThe crucial role of the Data Protection OfficerThe significance of providing data protection training for both HR and employeesThe episode is designed to equip listeners with the knowledge of best practices and effective strategies to secure sensitive information. If you have any questions or want to discuss data protection law and how it applies to you in more depth, please contact our data protection team, who would be happy to help.

On a first date, it's a good idea to avoid talking about money, religion, and politics. While avoiding money talk with a client is an impossibility, it's still a good idea to keep religion and politics out of the conversation.This week on Framework, Ana Trujillo Limón, Director, Coaching and Advisor Content, welcomes Megan Belt, Director of Public Relations at Carson Group, to discuss some of the best practices for communicating with clients during heated discussions, particularly surrounding election years.Megan starts by describing how to create a comprehensive communication plan for yourself and your employees in order to cover the grounds of what is appropriate to talk about, and what should be kept as inside thoughts. Ana and Megan then discuss the different ways you can discuss the current political and economic climate with your clients, while avoiding creating any uncomfortable situations. Tune into this episode for insights and professional advice if you have ever wondered where to draw the line between personal and professional conversations.Megan discusses: How to establish a clear communications policy with employeesThe importance of staying informed with current events in order to discuss how they affect your clients' financial plansStaying calm and taking time to reflect personally on any thoughts or opinions before you put them online for everyone to seeHaving a firm, but still empathetic tone when speaking with a client who is getting heated about certain topicsRemaining politically neutral when working with clients and making sure to always be doing what is best for them, regardless of their political viewsAnd moreResources: Carson Group Insights BlogPublic Relations Society of AmericaConnect with Ana Trujillo Limón: Carson Group LLCLinkedIn: Ana Trujillo LimónConnect with Megan Belt:LinkedIn: Megan BeltTwitter (X): @meganbeltAbout Our Guest: Megan Belt is the Director of Public Relations at Carson Group. As a results-driven leader, Megan has experience developing strategic communications plans for organizations ranging from small startups to Fortune 500 brands.Megan has held roles on both corporate communications and agency teams and has a proven track record of establishing executive thought leadership programs and developing integrated communications strategies. Megan's passion for public relations extends far outside of her agency role. She enjoys volunteering her time to help local nonprofits and small businesses tell their stories. She also had an active role in the Omaha PR community, having served on the board of directors for the Public Relations Society of America (PRSA) Nebraska Chapter and mentoring young professionals in her role as professional advisor for the University of Nebraska Omaha's PRSSA student chapter and its student-run PR Firm, MavPR.Send us your questions, we'd love to hear from you! Email us at framework@carsongroup.com.

In this week's episode of the SIMPLE brand podcast, I talk with Erica Keswin.Erica is an international keynote speaker, a bestselling author, and a workplace strategist who partners with some of the most well-known companies in the world. She's one of Marshall Goldsmith's Top 100 Coaches. And Erica's the Wall Street Journal best-selling author of the “Human Workplace Trilogy” that includes Bring Your Human to Work, Rituals Roadmap, and her very latest, The Retention Revolution: 7 Surprising (and Very Human!) Ways to Keep Employees Connected to Your Company.Here's what we discuss:Pretty much everything we know about work has changedThe need to rethink how we approach employee retentionThe value of staying connected with employeesThe right approach to flexibilityHow being intentional avoids employee resentmentThe role of meetings and how they can provide valueWhy middle managers are the MVPsRESOURCES FROM THIS EPISODE:Erica's websiteErica's book - The Retention Revolution: 7 Surprising (and Very Human!) Ways to Keep Employees Connected to Your CompanyFive Ways to Embrace Your Humanity in the Age of AIErica on LinkedIn

About Daniel Todd:Daniel Todd is a highly accomplished entrepreneur with a wealth of experience in mobile advertising, digital marketing, and business strategy. As the CEO of Influence Mobile, Daniel has a track record of creating positive work environments that have earned his companies numerous "Best Places to Work" awards. With two companies that have been placed on the Inc. 5000 list and recognition from publications such as Puget Sound Business Journal, Daniel has proven his ability to lead companies to success. As a monthly contributor to Inc.com and Entrepreneur.com, Daniel is a recognized thought leader in the fields of entrepreneurship, marketing, and business growth.With his expertise in culture, leadership, team building, entrepreneurship, and remote work, Daniel would be an excellent fit as a guest on podcasts with an audience of CEOs and founders. Furthermore, his experience as a mentor and adviser to dozens of startups through the Disney Accelerator and TechStars programs, along with his previous role as co-founder of online media company Zango, has equipped him with a unique perspective and set of skills that would make him an invaluable guest on any podcast.  In this episode, Dean Newlund and Daniel Todd discuss:Effective strategies for scaling company culture in tandem with business growthThe critical role managers play in maintaining a robust company culture and the generational perspectives on work-life balance and the shift towards valuing leisureThe transformative influence of AI on the workforce and potential benefits for employeesThe effects of AI and digitalization on reading, writing, and critical thinking skills essential for leadershipIntroducing Daniel Todd's new podcast, 'Remote Revolution', focused on how CEOs build and improve company culture Key Takeaways:Company culture must scale strategically with business growth, and this requires collective leadership and innovative engagement methods to maintain a productivity-driven yet enjoyable workplace.Managers play a critical part in fostering culture, especially in smaller businesses, and the judicious use of in-person events can bridge the gaps that remote work might create, even with financial constraints.Seminars and authenticity in communication are key in a virtual setup, where frequent, genuine conversations lead to deeper connections and a robust, agile work culture.CEOs need to find equilibrium in their roles, seeking feedback and hobbies outside their corporate responsibilities to sustain personal health and ultimately contribute to better company results.As AI reshapes the workforce, the need for employees to upskill quickly becomes apparent, while the persisting value of reading and writing stands out in cultivating leadership capabilities. "We're not just building a company; we're cultivating a community, and every conversation, every connection, matters.” — Daniel Todd Connect with Daniel Todd:  Website URL: https://www.influencemobile.com/Podcast: https://legendarypodcasts.com/daniel-todd/LinkedIn: https://www.linkedin.com/in/danieltodd/   See Dean's TedTalk “Why Business Needs Intuition” here: https://www.youtube.com/watch?v=EEq9IYvgV7I Connect with Dean:YouTube: https://www.youtube.com/channel/UCgqRK8GC8jBIFYPmECUCMkwWebsite: https://www.mfileadership.com/The Mission Statement E-Newsletter: https://www.mfileadership.com/blog/LinkedIn: https://www.linkedin.com/in/deannewlund/X (Twitter): https://twitter.com/deannewlundFacebook: https://www.facebook.com/MissionFacilitators/Email: dean.newlund@mfileadership.comPhone: 1-800-926-7370 Show notes by Podcastologist: Hanz Jimuel AlvarezAudio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.

In today's episode of the HR Leaders Podcast, we are joined by Paul E. Wolfe, CPO at GLAAD.Paul shares his journey from customer service to leading HR at major tech companies. He discusses the role of empathy and vulnerability in leadership, the impact of the pandemic on HR, and the importance of human-first leadership. Paul also highlights the power of storytelling and sharing personal experiences to build trust and deeper connections within organizations.

KeywordsResilience - Burnout – Retreats - Mindfulness - Wellness - Self-discovery - ROIIn this episode of Resilience Unravelled Max Schneider from Sand and Salt Escapes shares his experience of burnout and how it led him to create a solution to help others going through similar issues. He discusses how he initially struggled to recognise and address his burnout, explaining that his high-achieving and competitive nature led him to push through physical and emotional signs of exhaustion. A significant turning point came when he developed shingles at 27, a symptom he now recognises as a warning sign of burnout. During a trip to Costa Rica, Max realised he needed to make a change and when Max and his wife returned from their trip, they left their jobs and started a process of self-discovery. He realised that his own behaviours and mindsets, rather than external factors, led to his burnout and took responsibility for his actions and sought therapy to understand his brain's wiring and learn how to manage it. He also found mindfulness and meditation helpful tools to prevent future burnout. This experience led him to create something to assist others who are experiencing disconnection, loss of identity, or burnout. Main topicsThe rising issue of burnout in many cultures and the potential solutionsThe importance of self-reflection, therapy, and mindfulnessThe cultural pressure in organisations that often fuel burnout The value and challenges of implementing workplace wellness programmesShifting organisational responsibility towards caring for top talent The difficulty in calculating the return on investment (ROI) for such programmesThe challenge of getting CEOs to fund such initiatives for all employeesThe benefits of retreats with a focus on mindfulness, self-discovery, and connectionAction itemsYou can find out more about Max at sandandsaltescapes.com or through LinkedIn or Instagram

In this episode, hosts J.R. and Lucas Flatter dive deep into the dynamics of the 21st-century labor market. They explore how organizations can become employers of choice by developing a culture that wins over talent during the critical stages of the hiring process. JR and Lucas discuss generational perspectives, the evolution of worker loyalty, the impact of a globalized labor market, and the rise of the gig economy.If you're looking to attract and retain the world's best talent, this episode is packed with essential insights and practical advice. Join us as we explore how to build a culture that not only meets the demands of today's workers but also drives organizational success well into the future.Key topics covered include:The Cultural Shifts in the Labor MarketHow advancements in technology have influenced job loyalty and the dynamic between employers and employeesThe pros and cons of a global labor marketWhat strategies organizations can employ to become an 'employer of choice' in a competitive global labor marketThe Human Connection in the Workplace************* LINKS & RESOURCES ************Building a Coaching Culture is presented by Two Roads LeadershipProduced, edited, and published by Make More MediaFor full show notes and more info head to: https://buildingacoachingculturepodcast.com/episode/119

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A reminder for new readers. That Was The Week collects the best writing on critical issues in tech, startups, and venture capital. I selected the articles because they are of interest. The selections often include things I entirely disagree with. But they express common opinions, or they provoke me to think. The articles are only snippets. Click on the headline to go to the original. I express my point of view in the editorial and the weekly video below.This Week's Audio:Thanks To This Week's Contributors: @jeffbeckervc, @eshap, @stevesi, @gruber, @daringfireball, @SamuelStolton, @leah_nylen, @mattmday, @chrisheuer, @JoannaStern, @Om, @sarahpereztc, @GeorgeNHammond, @Tabby_Kinder, @NicholasMegaw, @PeterJ_Walker, @SteveAbbott415, @adamlashinskyContents* Editorial: * Essays of the Week* Changing the Customer of Venture Capital (Jeff Becker)* What A Drag It Is (Evan Shapiro)* Building Under Regulation (Steven Sinovsky)* Apple's Plans for the DMA in the European Union (John Gruber)* Amazon Drops iRobot Deal; Roomba Maker Cuts 31% of Staff (By Samuel Stolton, Leah Nylen, and Matt Day)* Envisioning the Future of Human Work in the Age of AI: The 2024 Forecast (Chris Heuer)* Video of the Week* Joanna Stern Wears a Vision Pro for 24 Hours* Product of the Week* The Vision Pro (Daring Fireball)* Apple's Vision Pro -The Meta-Review. (Om Malik)* My 4 magic moments with Vision Pro (Om Malik)* Apple Vision Pro Review: The Best Headset Yet Is Just a Glimpse of the Future (Joanna Stern)* News Of the Week* Spotify calls Apple's DMA compliance plan ‘extortion' and a ‘complete and total farce' (Sarah Perez)* Investors raise billions to buy discounted stakes in start-ups (George Hammond, Tabby Kinder, Nicholas Megaw)* Founders: getting to the next venture stage may take longer than you expect (Peter Walker)* The State of the SaaS Capital Markets: A Look Back at 2023 and Look Forward to 2024 (STEVE ABBOTT Partner, Capital Markets, KEVIN BURKE Partner, Strategy)* PayPal is laying off 2,500 employees (Pranav Dixit)* Startup of the Week* Zum Raises $140M At $1.3B Valuation To Help Kids Get to School Faster With AI (Chris Metinko)* X of the Week* For a moment, I almost felt sorry for Mark Zuckerberg. (Adam Lashinsky)EditorialYou didn't hear it here first but Apple's Vision Pro is a hit.Some wonderful essays in this week's newsletter. I lead with Jeff Becker's look at venture capital, focusing on who the customer is. The question “Who is the customer?” is crucial for any product. The answer is easy when the product is an asset class - the customer is the person investing money. Yet most of the venture world pretends that the customer is the entrepreneur. In reality, the entrepreneur is a supplier. She or He supplies opportunity, commitment, and execution; the goal is to grow value by investing customer cash into that supply.Now it is easy to understand why venture investors sometimes describe the recipient of funding as the customer. It is important that the company feels served by the VC. But serving an investee company is clearly a mission carried out for the VC fund investors, the real customer.Jeff is addressing a real problem - how to best invest in the supply. I will leave you to read his essay and ponder it, but he proposes a radical re-think of how to do early-stage investing, and for the most part, it argues for a more liberal spread of cash, in larger numbers, to far more founders. It's interesting, to say the least.Evan Shapiro focuses on the rapid aging of the US population. He makes a strong case:Since 2019, America's population has grown by 7.8 million. Yet, the US now has 2.7 million fewer kids under 15 than it did in 2019. Meanwhile, there are now 7.1 million more Americans 65-80 than five years ago. America now has half a million fewer people under 40 than it did in 2019 and almost 8.4 million more people over 40.At a time when politicians from both sides are falling over themselves to point a finger at immigration as a major problem, it is refreshing to see analysis demonstrating that the US needs more immigrants. And in a context where there is virtual full employment this needs to be across all skill levels and needs to trend young. The essay is great.Part of the anti-immigrant narrative has focused on DACA - Consideration of Deferred Action for Childhood Arrivals (DACA). Ron Conway is part of a group of over 50 businesses signing an amicus brief to support DACA. Bravo to him.Hostility to immigrants is never OK. It is even less OK when the economy is desperate for skilled and unskilled willing hands.Politically inspired propaganda dominated elsewhere this week. Amazon was prevented from closing the acquisition of iRobot due to EU objections based on competitive concerns. Well done, EU. Amazon dropped the deal, and iRobot may well be in trouble as a result. Thirty percent of staff were laid off. And more EU interference when Apple was ordered to allow alternative app stores on the iPhone. Steven Sinofsky's wonderful essay, “Building Under Regulation,” leverages his vast experience at Microsoft. It seems every day it becomes more obvious that the EU is against innovation, especially when it produces successful big companies.The Congress got in on the act too (see X of the Week), calling social media leaders to DC to be accused, show-trial-like, of being responsible for teen suicides. Sadly, the Meta CEO apologized as if admitting culpability.Teen suicide and causality is a non-trivial issue, but it is fair to say that Social Media does not cause it. Teens (I have one and another two recently in their post-teen phase). All have had growing up challenges. As I recall, I did also. The world can be harsh in the face of those challenges. But to see social media as the only factor, or even a major one, seems superficial and plain wrong. I wish one of the executives had the nerve to push back against the accusations. Adam Lashinsky's piece is interesting.Finally, Chris Heuer has a research piece on AI and the Future of Work. Well done, Chris, this is such an important issue. My PoV is that work, defined as paid labor, will inevitably decline and the average working day will decline. I believe this is a fundamental good for humanity. I also believe it poses enormous global questions about how the abundance made possible will be distributed to improve life for everybody. I do. not think this is the end of human effort. Just the beginning of the end of the need to do paid labor in order to live.Essays of the WeekChanging the Customer of Venture CapitalThe gift of technologyJEFF BECKERJAN 29, 2024TLDR: We need to change the customer of early-stage venture capital so that we can fund the future of technology and build global prosperity for decades to come.Recently, I hosted a group of students from Wharton at Antler's offices and we talked about the future of early-stage VC.I alluded to this a couple weeks ago when I said:…for $5B per year, you could seed the vast majority of meaningful tech companies for 8 years with the amount of money Elon Musk spent on Twitter. (Link here)The reality is, $5B per year just isn't that much money in the grand scheme of private equities—roughly .5-1% depending how you slice it.As a former salesperson, that fact often leaves me wondering, “what if you changed the customer of venture capital?”Could you attract more money, create more impact, and actually produce more returns?Classically, putting your name on building was a way to not only have a fairly durable legacy, but let's be honest, that gift is outdated.And it hardly does any good in the world.Instead, legacies and the world's most important problems alike would be better served by a consolidation of brilliant minds and capital, combined with the speed and leverage of startups.I think there are two interesting solutions, and both should be built.The first is something I'd call the 501-VC, and the second would be to fund all of venture capital for a decade or more through a new kind of Giving Pledge.I'm going to talk about the second one today.Famously,The Giving Pledge is a promise by the world's wealthiest individuals and families to dedicate the majority of their wealth to charitable causes.The problem is, charitable foundations and organizations aren't historically the most efficient way to solve the world's problems. They exist for good reason, but most operate like old corporates rather than savvy startups.However, what if we thought of economic opportunity and global prosperity as a more ubiquitous problem to solve, and instead of funding mission-driven work, we fund the entirety of the tech sector?What if instead of the average high net worth individual trying to get a 3-5X return over 10 years, you focused on the ultra high net worth population, the economic development groups, and the sovereign funds who are both trying to achieve these returns and trying to improve the world?What if you focused on their shared goals and values as customers, like creating economic opportunity and building a durable legacy?What if you could do it in every corner of the planet through access to entrepreneurship?What if instead of one PayPal Mafia, you had thousands?What if you had an investor who could actually deploy $5B per year at the formation stage?That has simply never existed before, and yet it is a defining opportunity for the human race and our evolution as a society.Currently, high potential employees are stuck in their corporate jobs.Our brightest minds handcuffed to benefits and addicted to a salary, never realizing their true potential or having a real impact on the world.Many go get their MBA where they spend money to learn new skills and acquire a network, rather than receive money for becoming a more productive citizen of the world.Many job hop looking for a low-risk way to get on a rocket ship.Some try to build their own, but quickly run out of runway and mental fortitude.It's a broken system, and we need to rebuild it.First it requires a product.The product needs to be for two groups—the founders and the investors.It starts with the infrastructure required to reduce the risk of being a founder which in turn attracts more of the brightest minds to the job itself. At the same time, the product also has to be an investment vehicle that attracts a new type of customer to early-stage VC.… Lots MoreWhat A Drag It IsAmerica Feels OldEVAN SHAPIROJAN 29, 2024Since 2019, America's population has grown by 7.8 million. Yet, the US now has 2.7 million fewer kids under 15 than it did in 2019. Meanwhile, there are now 7.1 million more Americans 65-80 than five years ago. America now has half a million fewer people under 40 than it did in 2019 and almost 8.4 million more people over 40.Because of the sheer size of the Baby Boomer Generation and the fact that younger Americans have pulled out on having kids, in the last five years, America has gotten old - not just compared to itself, but also compared to the rest of the world.In 2019, 63% of the world's population was under 40. Now, 64% of the people of the planet are 39 or younger. In short:Over the last half-decade the world has gotten one percent younger and America has gotten one percent older.One percent may seem small. However, the consequences of this demographic shift are consequential. For countries like the US, the UK, France, Italy, Germany, and Japan, with aging populations where the number of people over 60 is growing faster than the number of people under 15, the coming years will be filled with challenges brought on by their age: Workforce shortages, inverted dependency ratios where a diminishing tax-base struggles to fund a widening social safety net, health care infrastructures ill-equipped to deal with increased demand. As the world's wealthiest and most powerful nations continue to age faster than they reproduce, expect these issues to get increased and more urgent attention.After decades of aging down, the US population is now aging up quickly. In 2000, 58% of the US population was under 40 years old. Now just a slim majority of 51% is under 40. The impacts of this rapid maturation can be felt throughout our culture, but perhaps nowhere as dramatically as in America's Media and Tech industries.Over the last half century (but for some intermittent challenges from Japan and China), the US has led the world in entertainment and technology, setting the standard for the world's consumption of Media. While many TVs and phones are manufactured in other countries, most of the systems, software, and vision for these products has come from America - and the entertainment consumed on these devices has been, for many decades, the United States' most notable export.Now, America's Media Industrial Complex finds itself amidst a widely-reported bloodbath of its own making. Recently, this meltdown has been joined by America's leading Tech firms. Some of this is cyclical, driven by innovation cycles, advertising recessions, and even the aftermath of the worldwide pandemic. But muchof the current Media Apocalypse was as predictable as the upside-down aging ratio of our population.The first decade of the 21st Century was marked by an almost inconceivable level of innovation in American Media and Tech. The internet invaded all aspects of our lives. Broadband grew across the country like a high-speed weed, bringing the universe to our desktops, making all our worlds, at once, much bigger and infinitely smaller. By 2012, tiny supercomputers known as smartphones had reached a critical mass in the US and TV was streaming into our homes.Then, right around that time, America's Media C-Suite inhabitants seemingly started a shared mid-life crisis, through which we are all still living.Bob Iger took over Disney in 2005, when he was 53 years old. Through some of the most masterful deal-making in Media history, and (seemingly) a true vision of the future, Iger took a troubled company and turned it into the greatest proprietor of intellectual property the world has ever known. He bought Pixar in 2006, revitalizing Disney Animation. He bought Marvel in 2009, jump stating the most successful film and TV franchise in history. He bought Lucasfilm in 2012, completing what many see as bar-setting hat-trick of entertainment, bringing the most valuable collection of titles in entertainment all under one roof.… Lots MoreBuilding Under RegulationAn essay on the EU Digital Markets Act and Apple's "Update on apps distributed in the European Union" (and some personal history)STEVEN SINOFSKYJAN 27, 2024Readers note: This is a long post. There are enough hot takes on this super important issue. I welcome corrections as always.This week Apple detailed the software changes that will appear in an upcoming release of iOS to comply with the European Union Digital Markets Act (DMA).  As I read the over 60 pages of the DMA when it was passed (and in drafts before that, little of which changed in the process) my heart sank over the complexity of a regulation so poorly constructed yet so clearly aimed at specific (American) companies and products. As I read through many of the hundreds of pages of Apple documents detailing their compliance implementation my heart sank again. This time was because I so thoroughly could feel the pain and struggle product teams felt in clinging to at best or unwinding at worst the most substantial improvement in computing ever introduced—the promise behind the iPhone since its introduction. The reason the iPhone became so successful was not a fluke. Consumers and customers voted that the value proposition of the product was something they preferred, and they acted by purchasing iPhone and developers responded by building applications for iOS. The regulators have a different view of that promise, so here we are.To be clear, DMA covers a wide range of products and services all deemed to be critical infrastructure in the digital world. It is both an incredibly broad and sometimes oddly specific regulation. As written the regulation covers at least online intermediation services [commercial internet sites/markets], online search engines, web browsers, advertising services, social network services, video sharing platforms, number-independent interpersonal communications services [messaging], operating systems, virtual assistants, and cloud computing.If you're well-versed in online you can map each one of those to precisely who the target might be, or sometimes targets. It is all big tech, almost exclusively US-based companies. There are no EU companies that meet the criteria to be covered—hardcoded revenue of EUR 7.5 billion for three years, EUR 7.5 billion market cap, or 45 million MAU—with Alphabet, Amazon, Apple, ByteDance, Meta, Microsoft, and Samsung acknowledging the criteria apply to various units in addition to the following other “very large online platforms”: Alibaba AliExpress, Booking.com, Pinterest, Snapchat, Twitter, Wikipedia, Zalando [German fashion retailer]. Those thresholds seem strangely not round.I am going to focus on the Apple and primarily their App Store response because I think it is the most important and time critical and because iPhone is the most unique, innovative, and singular product in market. I can easily replace search, a browser, an ad network, a social network, a video site. Even cloud computing is not so sticky, and we all use multiple messaging services. What iPhone delivers is irreplaceable. At least for many of the subset of smartphone users that chose Apple.The thing is, as impressive as Apple has been it is not *that* successful by the measures that count for dominance. Worldwide Apple is clearly the number two smartphone to Google Android which has over 70% share. In the Europe (excluding Russia) Apple iPhone has about a 33% share (I won't debate exact numbers, units sold v in use, revenue v. profit v. units, etc. as all those do is attempt to tell a story that isn't obvious, which is Android is more popular). That's hardly a monopoly share by any standard. In some European countries Apple has a higher share, some data providers would say as high as 50% or nearly 60%, which by most legal standards is still not quite at a monopoly level especially in a dynamic market. Apple has not been fined, sued, or otherwise convicted of having a dominant share let alone abusing the market position it has. No consumer harm has been demonstrated. In Epic v. Applespecifically on the store, Apple prevailed in 9 of 10 claims of damages to Epic due to the store's costs. Of note, the same claims in Epic v. Google resulted in liability from Google and is being appealed. Many of most vocal competitors didn't even exist before the iPhone. They have become huge companies and don't appear to be struggling, and in fact benefit from being part of the iPhone ecosystem. Counter to the text of the DMA, innovation seems to be thriving as measured by the number of new companies and distinct new services.Yet, the EU DMA has declared that Apple is a “gatekeeper”—an ominous term applied to Apple among the others.… Lots MoreApple's Plans for the DMA in the European UnionFriday, 26 January 2024Apple yesterday announced a broad, wide-ranging, and complex set of new policies establishing their intended compliance with the European Union's Digital Markets Act, which comes into effect March 7. There is a lot to remark upon and numerous remaining questions, but my favorite take was from Sebastiaan de With on Twitter/X, the day before any of this was announced.After quipping “Oh god please no” to a screenshot of the phrase “Spotify also wants to roll out alternate app stores”, de With had this conversation:de With:The EU is once again solving absolutely no problems and making everything worse in tech. I gotta say, they are if anything highly consistent.“Anton”:Overly powerful, rent-seeking gatekeepers seem like a problem.de With:I love that I can't tell if you are talking about the EU or Apple in this case.My second-favorite take, from that same thread, was this from Max Rovensky:DMA is not pro-consumer.It's anti-big-business.Those tend to coincide sometimes, which makes it an easy sell for the general public, but do actually read the DMA, it's quite interesting.I'd go slightly further and describe the DMA as anti-U.S.-big-business, because as far as I can tell, nothing in the DMA adversely affects or even annoys any European tech companies. There are aspects of it that seem written specifically for Spotify, in fact.But Rovensky's framing captures the dichotomy. Anti-big-business regulation and pro-consumer results often do go hand-in-hand, but the DMA exposes the fissures. I do not think the DMA is going to change much, if anything at all, for the better for iOS users in the E.U. (Or for non-iOS users in the EU, for that matter.) And much like the GDPR's website cookie regulations, I think if it has any practical effect, it'll be to make things worse for users. Whether these options are better for developers seems less clear.I've often said that Apple's priorities are consistent: Apple's own needs first, users second, developers third. The European Commission's priorities put developers first, users second, and “gatekeepers” a distant third. The DMA prescribes not a win-win-win framework, but a win-win-lose one.Apple is proud, stubborn, arrogant, controlling, and convinced it has the best interests of its customers in mind.The European Commission is proud, stubborn, arrogant, controlling, and convinced it has the best interests of its citizens in mind.Ever since this collision over the DMA seemed inevitable, starting about two years ago, I've been trying to imagine how it would turn out. And each time, I start by asking: Which side is smarter? My money has been on Apple. Yesterday's announcements, I think, show why.APPLE'S PROPOSED CHANGESIt's really hard to summarize everything Apple announced yesterday, but I'll try. Start with the main Apple Newsroom press release, “Apple Announces Changes to iOS, Safari, and the App Store in the European Union”:“The changes we're announcing today comply with the Digital Markets Act's requirements in the European Union, while helping to protect EU users from the unavoidable increased privacy and security threats this regulation brings. Our priority remains creating the best, most secure possible experience for our users in the EU and around the world,” said Phil Schiller, Apple Fellow. “Developers can now learn about the new tools and terms available for alternative app distribution and alternative payment processing, new capabilities for alternative browser engines and contactless payments, and more. Importantly, developers can choose to remain on the same business terms in place today if they prefer.”Schiller is the only Apple executive quoted in the press release, and to my ear, his writing hand is all over the entire announcement. Apple was quite clear before the DMA was put into law that they considered mandatory sideloading on iOS a bad idea for users, and their announcement yesterday doesn't back down an inch from still declaring it a bad idea.Apple has also argued, consistently, that they seek to monetize third-party development for the iOS platform, and that being forced to change from their current system — (a) all apps must come from the App Store; (b) developers never pay anything for the distribution of free apps; (c) paid apps and in-app-purchases for digital content consumed in-app must go through Apple's In-App Payments system that automates Apple's 30/15 percent commissions — would greatly complicate how they monetize the platform. And now Apple has revealed a greatly complicated set of rules and policies for iPhone apps in the EU.MG Siegler has a great — and fun — post dissecting Apple's press release line-by-line. Siegler concludes:I'm honestly not sure I can recall a press release dripping with such disdain. Apple may even have a point in many of the points above, but the framing of it would just seem to ensure that Apple is going to continue to be at war with the EU over all of this and now undoubtedly more. Typically, if you're going to make some changes and consider the matter closed, you don't do so while emphatically shoving your middle fingers in the air.Some of these changes do seem good and useful, but most simply seem like convoluted changes to ensure the status quo actually doesn't change much, if at all. Just remember that, “importantly, developers can choose to remain on the same business terms in place today if they prefer.” What do you think Apple prefers?The puzzle Apple attempted to solve was creating a framework of new policies — and over 600 new developer APIs to enable those policies — to comply with the DMA, while keeping the path of least resistance and risk for developers the status quo: Apple's own App Store as it is.….Lots MoreAmazon Drops iRobot Deal; Roomba Maker Cuts 31% of Staff* IRobot CEO steps down and company cuts workforce by 31%* Tech giant to pay $94 million to iRobot over deal terminationBy Samuel Stolton, Leah Nylen, and Matt DayJanuary 29, 2024 at 5:33 AM PSTAmazon.com Inc. has abandoned its planned $1.4 billion acquisition of Roomba maker iRobot Corp. after clashing with European Union regulators who had threatened to block the deal.The fallout came quickly. IRobot, which has been struggling recently, said Chief Executive Officer Colin Angle has stepped downas the company embarks on a restructuring plan that will result in about 350 job cuts, or 31% of the workforce. The vacuum maker's shares tumbled 19% in New York to $13.80, their lowest level since 2009. Amazon's shares were up less than 1% at $160.07.The decision is a sign of the intense pressure Amazon is facing to prove its actions don't harm competition as its influence grows in retail, cloud-computing and entertainment. Antitrust regulators on both sides of the Atlantic have been keen to ensure that the biggest US tech companies don't snap up innovative startups before they have a chance to become formidable competitors on their own.Amazon met with the FTC's senior antitrust staff last week, who informed the company they were recommending a suit over the deal, according to a person familiar with the meeting. Executives and lawyers from the tech giant were scheduled to meet with the FTC's three commissioners this week to make a final push for the acquisition, said the person, who asked not to be named discussing the confidential probe.… Lots MoreEnvisioning the Future of Human Work in the Age of AI: The 2024 ForecastResearch Fellowship ProgramIntroductionAs technological change and the adoption of new technologies like artificial intelligence (AI) accelerate, the future of human work will be characterized by disruption, uncertainty, and opportunity. As 2024 approached, the Team Flow Institute Research Fellows gathered for a roundtable to discuss their visions for the future of human-focused work in the age of AI. As described by the institute's co-founder and Managing Director, Chris Heuer, “The Team Flow Institute is an organization dedicated to shaping a human-centric future of work as we face the choice of augmentation or automation in every industry and every function. This transformational decision will reshape what we call work and society itself, requiring us to abandon business as usual and finally design business as possible.” The Team Flow Institute Research Fellows' roundtable discussion delved into the potential opportunities and challenges of this technology revolution driven by the institute's “mission to gather like-minded individuals and organizations to steer our collective destiny toward a more sustainable future, where the essence of humanity and human work is valued and preserved as we increasingly adopt AI tools and technologies, explained Jennifer McClure, Senior Research Fellow, and Advisory Board member. This article analyzes key insights from the discussion, offering a glimpse into the work landscape of 2024 and beyond. As the Team Flow Institute embarks on its inaugural fellowship program, this analysis holds particular significance as it seeks to equip individuals with the knowledge and skills necessary to thrive in the evolving landscape of AI-enabled work. Through this program, the Team Flow Institute aims to foster a community of leaders who can guide organizations and individuals toward a future where humans and technology collaborate to create a more sustainable and fulfilling work environment.Part I: AI Progress and PromiseNo longer relegated to science fiction, AI has infiltrated our lives, transforming industries with its vast potential. From automating tedious tasks to streamlining complex decision-making processes, its applications are far-reaching. In the realm of design, AI-powered software is revolutionizing industries like architecture and fashion, enabling rapid prototyping and personalized creations. Team Flow Institute co-founder Jaime Schwarz says, “Imagine being able to prototype a new building or clothing line in minutes instead of weeks. This remarkable advancement accelerates design cycles and fosters increased customization, ultimately leading to more innovative and personalized consumer products.”The creative landscape is also poised for disruption with the emergence of generative AI. Team Flow Institute Research Fellow Shel Holtz describes its transformative potential: “Generative AI is blurring the lines between human and machine creativity. We're seeing machines create realistic text, images, and even music that is nearly indistinguishable from human-generated work.” This democratization of creativity opens doors for individuals with diverse backgrounds and abilities to express themselves in new and exciting ways. But it also opens up philosophical questions and debates about the nature of art and creativity, adds Jen McClure. Amidst these exciting advancements, Chris Heuer reminds us that “AI is not just a science fiction concept anymore; it's here, and it's changing the way we do everything.” This necessitates a thoughtful approach to the future of work, a need to ensure the value of human skills and their role in work, proactive workforce development initiatives to ensure that individuals are equipped with the necessary skills to thrive in the evolving job market, and an elevation of the need for constant communications within organizations, reminds Team Flow Institute Research Fellow Sharon McIntosh.As AI continues to permeate our lives, it is crucial to acknowledge its remarkable potential and challenges. By navigating this dynamic landscape with careful consideration and proactive planning, we can ensure that AI serves as a force for progress, innovation, and a brighter future for all. As Team Flow Institute Research Fellow Gina Debogovich reminds us, it will undoubtedly unlock economic growth. “The 20th century began with a global GDP of $3 trillion and, largely due to technological advancement, ended with a GDP of $33.8 trillion. AI is poised to boost the economy to unseen heights.”AI will be a catalyst for creating new jobs, just as the web did in the mid-1990s. Businesses must integrate these jobs and activities into existing workflows and business models and develop new ones. Indeed, innovative organizations are already experimenting with, if not embracing, the role of prompt engineers. The Team Flow Institute advocates for a Team Flow Facilitator to serve as a coach, a collaboration facilitator, and an AI pilot to support high-performing teams.Part II: The Risks and DownsidesWhile AI offers many benefits, possibilities, and opportunities, its advancements are not without potential pitfalls. AI and automation technologies bring both promise and peril to the workforce. While they offer the potential to augment human capabilities and business efficiencies significantly, understandable concerns persist surrounding job losses and the general impact on workers. Organizations must chart a thoughtful course that fully harnesses technical capabilities without losing sight of the humans at the heart of work.… Lots MoreVideo of the WeekProduct of the WeekThe Vision ProTuesday, 30 January 2024For the last six days, I've been simultaneously testing three entirely new products from Apple. The first is a VR/AR headset with eye-tracking controls. The second is a revolutionary spatial computing productivity platform. The third is a breakthrough personal entertainment device.A headset, a spatial productivity platform, and a personal entertainment device.I'm sure you're already getting it. These are not three separate devices. They're one: Apple Vision Pro. But if you'll pardon the shameless homage to Steve Jobs's famous iPhone introduction, I think these three perspectives are the best way to consider it.THE HARDWAREVision Pro comes in a surprisingly big box. I was expecting a package roughly the dimensions of a HomePod box; instead, a Vision Pro retail box is quite a bit larger than two HomePod boxes stacked atop each other. (I own more HomePods than most people.)There's a lot inside. The top half of the package contains the Vision Pro headset itself, with the light seal, a light seal cushion, and the default Solo Knit Band already attached. The lower half contains the battery, the charger (30W), the cables, the Dual Loop Band, the Getting Started book (which is beautifully printed in full color, on excellent paper — it feels like a keepsake), the polishing cloth1, and an extra light seal cushion.To turn Vision Pro on, you connect the external battery pack's power cable to the Vision Pro's power connector, and rotate it a quarter turn to lock it into place. There are small dots on the headset's dime-sized power socket showing how to align the cable connector's small LED. The LED pulses when Vision Pro turns on. (I miss Apple's glowing power indicator LEDs — this is a really delightful touch.) When Vision Pro has finished booting and is ready to use, it makes a pleasant welcoming sound.Then you put Vision Pro on. If you're using the Solo Knit Band, you tighten and loosen it using a dial on the band behind your right ear. VisionOS directs you to raise or lower the headset appropriately to position it at just the right height on your face relative to your eyes. If Vision Pro thinks your eyes are too close to the displays, it will suggest you switch to the “+” size light seal cushion. You get two light seal cushions, but they're not the same: mine are labeled “W” and “W+”. The “+” is the same width, to match your light seal, but adds a wee bit more space between your eyes and the displays inside Vision Pro. For me the default (non-“+”) one fits fine.The software then guides you through a series of screens to calibrate the eye tracking. It's all very obvious, and kind of fun. It's almost like a simple game: you stare at a series of dots in a circle, and pinch your index finger and thumb as you stare at each one. You go through this three times, in three different artificial lighting conditions: dark, medium, and bright. Near the end of the first-run experience, you're prompted to bring your iPhone or iPad nearby, just like when setting up a new iPhone or iPad. This allows your Vision Pro to get your Apple ID credentials and Wi-Fi password without entering any of that manually. It's a very smooth onboarding process. And then that's it, you're in and using Vision Pro.There's no getting around some fundamental problems with the Vision Pro hardware.First is the fact that it uses an external battery pack connected via a power cable. The battery itself is about the width and height of an iPhone 15/15 Pro, but thicker. And the battery is heavy: about 325g, compared to 187g for an iPhone 15 Pro, and 221g for a 15 Pro Max. It's closer in thickness and weight to two iPhone 15's than it is to one. And the tethered power cable can be an annoyance. Vision Pro has no built-in reserve battery — disconnect the power cable from the headset and it immediately shuts off. It clicks firmly into place, so there's no risk of accidentally disconnecting it. But if you buy an extra Vision Pro Battery for $200, you can't hot-swap them — you need to shut down first.… Lots MoreApple's Vision Pro -The Meta-Review.Apple Vision Pro reviews have started to roll in — and depending on who you read, the consensus vacillates between amazing and work in progress. In most cases, they reflect some version of reality. If one is looking for faults with Apple's face computer, then one will find them. And if you are looking at what it represents, you are going to be excited. I am in the ‘camp' of the amazed, though I am not blinded by the challenges that await Vision Pro in the real world.The Verge's Nilay Patel sums up the challenge of Vision Pro, writing:The technology to build a true optical AR display that works well enough to replace an everyday computer just isn't there yet. The Magic Leap 2 is an optical AR headset that's cheaper and smaller than the Vision Pro, but it's plagued by compromises in field of view and image quality that most people would never accept. So Apple's settled for building a headset with real-time video passthrough — it is the defining tradeoff of the Vision Pro. It is a VR headset masquerading as an AR headset. And let me tell you: the video passthrough on the Vision Pro is really good. It works! It's convincing. You put the headset on, the display comes on, and you're right back where you were, only with a bunch of visionOS windows floating around.Let's get on with the cons: The Verge points out problems like ‘motion blur,' ‘blurriness,' ‘color fringing,' ‘limited field of view,' and ‘vignetting.' I have not personally experienced any of these because, well, I don't have the device.The device is sometimes laggy. It's heavy, and the wired battery is limited to just over 2 hours. You can plug it into a ‘wall charger' with a USB-C cable, or daisy-chain it to another USB-C battery pack. And it does get a tad warm. You need to use the ‘dorky' headband to use the device without feeling the weight (or in some cases, a headache).None of this surprises me! Vision Pro is, after all, a full-blown computer. It's made from magnesium, carbon fiber, and aluminum. It has two high-resolution front-facing cameras (video pass-through), two cameras that face down to track your hands and gestures, a LiDAR, TrueDepth cameras, and some kind of infrared lights. The device has two tiny MicroOLED displays packed with a total of 23 million pixels. (As I noted in an earlier piece, these displays are the magic and the primary reason why Vision Pro is so expensive.)All these sensors, cameras, and displays are powered by an M2 chip and an R1 spatial coprocessor, and fans. Apple has packed this in an enclosure that is about three times the weight of the iPhone 15 Pro Max and is still lighter than the iPad 12.9. Paint me impressed purely from a technological standpoint.…. Lots MoreMy 4 magic moments with Vision ProNo, not again! Not another Vision Pro Review! I feel you — after all the reviews yesterday, I am pretty sure you don't want to read another review. Here's the good news — it's not a review. Instead, I will share my quick impressions from a deep dive at Apple Park, and my four magic moments with the Vision Pro.Unlike the reviewers who published their reviews, my access to the device has come in dribs and drabs. It has been a carefully managed experience — an early demo, exposure to the photos app, and the spatial video capabilities. A few days ago, I got to use the device for less than two hours.This was a highly curated experience — so this doesn't and won't qualify as a review. I am skipping all the stuff that has been covered by the deep dive that professional reviewers have already published. WSJ's Joanna Stern's review is amazing — especially the video version. It is best to consider these as my considered impressions.First, can I wax eloquent about the technological achievement of Vision Pro? As a chip and hardware nerd, I think Vision Pro is a witches' brew of the latest of all types of technologies. Let me quote my post from yesterday:Vision Pro is, after all, a full-blown computer. It's made from magnesium, carbon fiber, and aluminum. It has two high-resolution front-facing cameras (video pass-through), two cameras that face down to track your hands and gestures, a LiDAR, TrueDepth cameras, and some kind of infrared lights. The device has two tiny MicroOLED displays packed with a total of 23 million pixels. (As I noted in an earlier piece, these displays are the magic and the primary reason why Vision Pro is so expensive.)All these sensors, cameras, and displays are powered by an M2 chip and an R1 spatial coprocessor, and fans. Apple has packed this in an enclosure that is about three times the weight of the iPhone 15 Pro Max and is still lighter than the iPad 12.9. Paint me impressed purely from a technological standpoint.What's even more impressive is the sound — Apple is using beamforming to direct the sound into your ears. And unless you are really blasting it out loud — you could get away with wearing it in a public place — though people in Business Class will notice the slight din from the seat next to them. Apple is hoping you will splurge on AirPods Pro.No matter how you see the device — love it or hate it, you can't deny that it is yet another amazing computer built by a company that knows how to build great consumer computers.… Lots MoreApple Vision Pro Review: The Best Headset Yet Is Just a Glimpse of the FutureWorking, cooking, skiing, kicking back—our columnist wore Apple's new mixed-reality headset for a week to see what it's forBy Joanna Stern at the WSJJan. 30, 2024 at 9:00 am ETA few things surprised me after wearing the Vision Pro mixed-reality headset for nearly 24 hours straight:* I didn't puke. * I got a lot of work done.  * I cooked a delicious meal.Also, my Persona—the headset's animated video-call avatar—will haunt your dreams.For the last week, I have been testing Apple's boldest bet yet on the post-smartphone future. Strap on the 1.4-pound goggles and you see apps floating right in your living room. Living room a stress-inducing mess? Go full virtual reality and watch a 3-D movie on a giant screen perched on the mouth of a Hawaiian volcano.Let's get this out of the way: You're probably not going to buy the $3,500 Apple Vision Pro. Unless you're an app developer or an Apple die-hard, you're more likely to spend that kind of money on an actual trip to a Hawaiian volcano.And that's OK. Reviewing the Vision Pro, I wanted to understand the potential of the device, and the technical constraints that keep it from being a must-have, at least for now. Most importantly, I wanted to answer one question: In a world full of screens, what's the benefit of strapping one to your eyes?… Lots MoreNews Of the WeekSpotify calls Apple's DMA compliance plan ‘extortion' and a ‘complete and total farce'Sarah Perez @sarahpereztc / 2:41 PM PST•January 26, 2024Image Credits: Jakub Porzycki/NurPhoto (opens in a new window)/ Getty ImagesCount Spotify among those not thrilled with how Apple has chosen to comply with the EU's Digital Markets Act (DMA), which sets the stage for sideloading apps, alternative app stores, browser choice, and more. On Friday, the streaming music company issued its response to Apple's new DMA rules, calling the new fees imposed on developers “extortion” and Apple's compliance plan “a complete and total farce,” that demonstrated the tech giant believes that the rules don't apply to them.Apple earlier this week announced a host of changes that comply with the letter of the EU law, if not the spirit. The company said that app developers in the EU will receive reduced commissions, but it also introduced a new “core technology fee” that requires developers to pay €0.50 for each first annual install per year over a 1 million threshold, regardless of their distribution channel. It will also charge a 3% payment processing fee when developers use Apple's in-app payments instead of their own.Epic Games' CEO Tim Sweeney, whose company sued Apple over antitrust concerns, already condemned Apple's plan, saying it was a case of “malicious compliance” and full of “junk fees,” and now Spotify is essentially saying the same.…. Lots MoreInvestors raise billions to buy discounted stakes in start-upsBuyers return after secondary market for private shares was hit by higher interest ratesGeorge Hammond and Tabby Kinder in San Francisco and Nicholas Megaw in New YorkJANUARY 16 2024Investment firms are raising billions of dollars to buy stakes in venture capital-backed technology start-ups, as a long drought in acquisitions and initial public offerings forces early investors to offload their stock at discounts. The start-up secondary market, where investors and employees buy and sell tens of billions of dollars' worth of shares in privately held companies, is becoming an increasingly important trading venue, in the absence of traditional ways of cashing out and given a slowdown in start-up funding. Venture secondaries buyers are primed for a busy year as start-up employees look for a way to sell their stock and investors look to return capital to their own backers or reallocate it elsewhere. Secondary market specialist Lexington Partners last week announced a new $23bn fund to buy up stakes from “large-scale investors”. Lexington had originally aimed to raise $15bn, but upped its target on the back of high demand, and said it was “in the early stages of a generational secondary buying opportunity” that could last years.The fund will predominantly buy shares from private equity funds but also expects to invest as much as $5bn into venture capital secondaries, said a spokesperson.“We are seeing crazy amounts of [limited partner investors] that are distressed and need to lighten their venture load,” said the head of a $2bn venture capital firm. The latest Lexington fund “speaks to the sheer demand” from LPs that feel “over-allocated” to private capital including to start-ups, they said. Other specialist firms such as Pinegrove Capital Partners, a joint vehicle created by Brookfield Asset Management and Sequoia Heritage, and StepStone have also been raising multibillion-dollar funds to target venture secondaries.…. Lots MoreFounders: getting to the next venture stage may take longer than you expectPeter WalkerHead of Insights @ Carta | Data StorytellerThe median number of days between a priced seed and Series A round hit 679 in 2023, a new peak.Median for Series A to B was 744 days (over 2 years). Very similar for Series B to C (739 days, also over 2 years).Fascinating to watch the 25th percentile (green) and the 75th percentile (blue) trends as well. It looks as though the 25th pct has pulled closer to the median for the middle venture rounds - suggesting there are very few companies speed-running through venture fundraising right now. Some of that could be company choice, as founders have cut spend and become more capital-efficient over the prior 12 months. However, I'm certain a lot of the increase in time is due to VCs being far more choosy about where to invest.So what are founders doing if primary rounds are not on the menu? Getting creative.Founders are raising bridge rounds at record rates, usually from insiders already on the cap table. They are turning to SAFEs and Convertible Notes, even between named venture stages. Some are turning to non-dilutive financing and loans.And many are trying to make customer revenue their primary fundraising channel. But switching from growth at all costs to profitability in a short period of time is no easy track change. My bet is that the time between rounds plateaus in 2024 (or maybe even declines just a touch). Maybe that's wishful thinking

Register here for the webinar, The Anatomy of an LOI:https://bit.ly/492E8ehBuying a property management business (which he's doubled) helped Brandon Laughridge balloon his real estate portfolio. Topics in Brandon's interview:Why he changed his mind about service businessesModernizing and professionalizing a property management businessGrowing from 12 to 25 employeesThe pain of owning a business with no pricing powerSetting boundaries with clients around service offeringsPros and cons of property managementHow SMB owners can incentivize Google reviewsThe myth of “passive income” in real estateManaging tenant relationshipsWho should buy a property management business (and who shouldn't)References and how to contact Brandon:My First Million podcastBrian Shields' recent episode on Acquiring Minds: 2.5 Years from Buying to ExitingTwitterNorth Terrace Property Managementbrandon@northterrace.comBrandon's popular Twitter thread from 2020Book your free tax strategy session for business buyers today:Steed - book your free sessionLearn more about Walker Deibel's done-with-you buy-side advisory:The Acquisition LabConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on Twitter

Leadership is changing and "right now" leaders know how to value, motivate, and empower their employees.  In this episode of Linda's Corner, leadership expert Kyle Gillette explains his 4 part framework to help the leaders of today be successful.  Kyle is a leadership and business coach, behavioral analyst, the creator of the B.L.U.E. shirt leadership framework, and the author of “Right Now Leadership: a 4-part framework for Today's Leader”  You can reach Kyle at his website blueshirtcoaching.com.Some of the highlights Kyle shares:Now is the opportunity to leadToday's leaders need to know how to value, motivate, and empower their employeesThe framework to great leadership is analogous to building a strong buildingBe a self aware leaderLead with accountabilityUse a growth mindsetEmpower others5 levels to empowering those you leadFascination - assume those you lead are fascinating, lean in and learn their storiesGet to know them.  Study, and pay attentionAsk good questions - empower thinkingHold people accountableCelebrate your people and their successes - notice what they're doing wellAs a leader, your mindset is going to impact everything about your businessEmpowerment starts with mindsetAssume good intentDistinguish facts from assumptions and rumorsFollow upTrack time and effortAnd morePlease share, subscribe, leave a rating and review, visit the Linda's Corner website at lindascornerpodcast.com and/or follow on youtube, facebook, instagram, and pinterest @lindascornerpodcast. Thanks!Also please visit the Hope for Healing website at hopeforhealingfoundation.org for free resources to increase happiness, build confidence and self esteem, improve relationships, manage stress, and calm feelings of depression and anxiety. 

As we celebrate National Career Development Month in November 2023, it is critical for us as talent development professionals and leaders to think about how we can support our people in achieving more success in their careers, not just during this month, but throughout the entire year. In today's episode, we will explore practical ways to facilitate career development, provide resources, and create a culture of continuous learning and growth within our organizations. We will discuss topics such as goal setting, skill building, networking, mentorship, career assessments, and much more. So whether you are a talent development professional looking to enable others or a leader seeking to empower your team, this episode is packed with valuable insights and actionable tips to support career development.The importance of supporting and empowering employees in their career developmentStrategies for facilitating goal-setting sessions and providing access to skill-building resourcesWays to promote networking, mentorship, and coaching opportunities for employeesThe benefits of career assessments and hosting career development workshopsHow to create personalized development plans and foster open communication and feedback in the workplaceConnect with Andy Storch here:WebsiteLinkedInJoin us in the Talent Development Think Tank Community!

In a world where growth and innovation are the lifeblood of businesses, two seasoned experts unveil a secret weapon for entrepreneurs and business leaders. Matthew May and Pablo Dominguez shatter the perception that lean principles are solely for startups and scale-ups. Brace yourself for a mind-bending twist as they reveal how lean thinking can revolutionise go-to-market strategies for companies of any size. Matthew May and Pablo Dominguez are the authors of the book What a Unicorn Knows: How Leading Entrepreneurs Use Lean Principles to Drive Sustainable Growth. Matthew works for Insight Partners, a private equity VC firm in New York, where he runs the Lean Scale Up program, helping scale-ups remove obstacles to growth. With a background in strategy and a decade of experience with Toyota, Matthew brings a unique perspective to the application of lean principles. Pablo, also with Insight Partners, supports their advisory teams and has a strong focus on sales effectiveness. With over five years of experience working with portfolio companies, Pablo brings valuable insights to the table. Together, they offer practical examples and templates in their book to help businesses of all sizes drive consistent growth and innovation through lean thinking.Download and listen to learn more. On today's podcast: Diving into the Unicorn ModelThe five foundational principles of the Unicorn ModelImproving the quote-to-cash process by removing wasteThe value of frontline employeesThe importance of leadership to foster innovation Follow Matthew May and Pablo Dominguez:Insight PartnersPablo's LinkedInMatthew's LinkedInWhat A Unicorn KnowsBook recommendations: GreenlightsJust Because (Chidlren's book)In Pursuit of EleganceThe Elegant SolutionEnjoyed the show? Leave a Review

“The essence of technology in onboarding lies not in replacing the human touch but in enhancing it. Pre-onboarding tools like chatbots serve to address the curiosity of new hires guiding them through the initial queries about office locations, documentation, and team dynamics. However, the true essence lies in the human connection, be it through updates about the company or the anticipation built through periodic communications before joining."In this episode of The Shape Of Work, we have a stimulating discussion with Adwitiya Tiwari, Human Resource Business Partner at YASH Technologies, who sheds light on his journey from IT engineering to leading HR. Adwitiya boasts a rich professional tenure spanning over a decade, adorned with pivotal roles across distinguished organizations such as Star India, BeJobbed Incorporation, and I-PAC. His academic prowess shines through his BTech degree from Maulana Azad National Institute of Technology, complemented by an MBA earned from the esteemed XLRI Jamshedpur.In today's episode, our conversation took an enlightening turn toward the importance of diversity and inclusion in the workplace, with an emphasis on the critical commitment required by leadership. We tapped into the essential practice of onboarding new employees, revealing the importance of personal connections and the increasing role of technology in creating successful assimilation.Episode HighlightsEvolving role of HR professionals, emphasizing flexibility and culture managementWhat are the crucial aspects of a positive workplace culture?Effective onboarding strategies for new employeesThe importance of meeting leaders and team members early on in the onboarding processFollow Adwitiya on LinkedinProduced by: Priya BhattPodcast Host: Riddhi AgarwalAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Dr. Taylor Day joins us on the podcast this week to shed some light on neurodiversity in the workplace (and beyond!)Dr. Taylor Day is a licensed psychologist with expertise in the early diagnosis and intervention of autism. She has a PhD in clinical psychology and her own private practice is centered on The Whole Family Approach, a process Dr. Tay has founded and perfected over the years. Dr. Tay specializes in working with autistic children and their families and uses a combination of evidence-informed principles, along with her personal expertise with an autistic brother, to provide neurodivergent affirming care. Kira and Dr. Tay discuss the reality that HR policies are based on neurotypicality and how we - as employers and business owners - can step into proactive measures instead of reactive ones to accommodate our team members and create a company culture that prevents burnout. Dr. Tay shares how she's built a team around her values and the culture she Check out this week's episode to hear Kira and Dr. Tay talk about:How to not lose the special parts of your business as you bring on more team membersHow proactive vs. reactive measures prevent burnout, and what the looks like for Dr. Tay's businessModeling behavior you want to see in your employeesThe difference between person-first language vs. identity-first language Dr. Tay's approach to hiring Appropriate terminology to use around neurodivergenceHow to approach individuals about what kind of accommodations they need without causing offenseOpening a dialogue with people without making assumptions or hurting someone's feelingsWhat to do if someone isn't disclosing what you suspect to be neurodivergent Tune in now!LINKS MENTIONED:Dr. Taylor Day's Instagram: @the.dr.tay Dr. Taylor Day's Website: Drtaylorday.comEmail: taylor@drtaylorday.com

Does your community association have an Automated External Defibrillator (AED) or a Bleeding Control Kit (BCK) on hand in the worst-case scenario and do you have trained people on hand to use these devices? Do you have a gym, pickleball/tennis courts, and other recreational amenities where a cardiac event may be more likely? Are you familiar with the responsibilities and value of a volunteer Certified Emergency Response Team (CERT)? Join Donna DiMaggio Berger and guest Dr. Jason Mansour, Chair of Emergency Medicine at Broward Health, as they dive into the details of these vital life-saving tools. Learn about local ordinances that require these devices in multi-story residential buildings, how they operate, and the essential training needed for their use.In times of emergency, the choice between CPR and AED can be pivotal. Accompany Donna and Dr. Mansour on a journey into the depths of cardiopulmonary resuscitation (CPR). Explore the impact of chest compressions on the heart and brain and the American Heart Association's endorsement of hands-only CPR. Dr. Mansour guides you through the differences between CPR and the use of AEDs, highlighting how a split-second decision can drastically enhance survival rates.Donna and Dr. Mansour reflect on the importance of being a good neighbor and the role of life-saving equipment in our communities, emphasizing the significance of AEDs, BCKs, and CERTs in multi-family buildings and HOAs particularly those with gyms and recreational amenities where a cardiac event becomes more likely. We guarantee you will leave with a newfound appreciation for these vital resources and their roles in our daily lives.Conversation highlights include: Necessary training for safe Defibrillator. (AED) usageRisks associated with improper AED usageWhere associations can find AED training for their employeesThe differences between using a defibrillator and performing CPRWhat a Bleeding Control Kit (BCK) is composed of, and how it functionsAdvice for CERT members to triage injuries in mass casualty situationsOther life-saving devices community association boards should consider for common areas

Being voted a “Best Place to Work” doesn't happen by accident. Aaron Wilmot shares what's he learned about creating the kind of culture where people are excited to come to work and put forth their best efforts. He points out several leadership behaviors that are key to this environment, including the investment of time in getting to know people and what's important to them.  Aaron is the Vice President of People and Talent at AgentSync, one of the Best Places to Work in Denver. Aaron has been working in the People space for nearly 20 years, and he has experience in a range of industries from Ground Handling to SaaS and a variety of stages from mature to start up. You'll discover: What a Best Place to Work looks likeWhy time, not money, is a key element in leadership The role of the C-suite in creating a positive cultureKey traits Aaron looks for when hiring new employeesThe 5 expectations AgentSync has laid out for leadersCheck out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedInFollow Meredith on TwitterDownload the free ebook Listen Like a Pro

"We discovered that incentivizing learning by offering credits and tailoring course content to different skill levels sparked genuine interest among employees. The success of our LMS wasn't just about credits; it was about creating engaging content that employees genuinely enjoyed and benefited from.”In this episode of The Shape Of Work podcast, strap in for a deep dive into the nitty-gritty of Human Resources as we converse with Sougat Nayak, seasoned Human Resource Business Partner at Omega Healthcare Management Services. Sougat has over a decade of work experience and started his career as an intern at EPCOS. He went on to work for various organisations such as ITC, Aegis Limited, Dilip Buildcon, VBeyond Corporation, etc.In this episode, Sougat shares his insights into how he maneuvered the challenges of implementing policies and frameworks in multifaceted organizations. He discusses his triumphant venture into creating an effective Learning Management System (LMS) that revolutionized the learning experience for employees, allowing them to earn credits without stepping away from their work.Episode HighlightsDifferences between working with blue-collar and corporate employeesThe importance of employee engagementHow to tackle the challenges of retention?Advice for HR professionalsFollow Sougat on LinkedinProduced by: Priya BhattPodcast Host: Riddhi AgarwalAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Renowned academic and author, professor, and director of the Center for Human Resources at the Wharton School of the University of Pennsylvania, Peter Cappelli, is here to share his expertise in human resources practices, employment policy, and talent management. Peter will discuss the post-COVID Return to work, return to the office, hybrid, remote narrative dynamic occurring and how it has changed over the past three or four years. We will also hear about globalization's effect on unskilled workers and why providing educational opportunities is essential for children to take advantage of technological advances. Tune in to gain an understanding of these important topics![00:00 - 09:02] Employers and Employees in the Post-COVID WorkplaceEmployees were grateful to work from home, while employers were grateful that their companies could stay afloatEmployers need to demonstrate why it's vital for employees to come back to the officeEmployers still have more power than employees, but an employment relationship should not be based on power[09:03 - 18:43] Exploring the Impact of Managerial Training on Employee Retention58% of employees said they would quit to take a job next door for the same rate of payFear is a short-term motivator but not a long-term relationship builderThe single biggest factor that holds people to organizations is social ties[18:44 - 30:56] The Impact of A.I. on the U.S. Labor ForceHiring is a hugely expensive thing, with estimates of administrative costs being 4,000 and external hires costing 20-30% more than internal employeesThe issue is not demographics but productivity growth - the U.S. economy is 4x bigger than in WWII despite the population only doublingData science has the potential to increase productivity but requires a lot of data and time to build models[30:57 - 38:18] The Impact of Automation on the EconomyChatGPT can take over categories of white-collar tasks, like writing simple responses and gathering informationThe gap between high-income earners and everyone else will likely increase due to a lack of opportunity for those without access to technology[38:19 - 39:27] Closing SegmentConnect with Peter!LinkedIn: https://www.linkedin.com/in/peter-cappelli-14936a3 Connect with me on LinkedIn!LIKE, SUBSCRIBE, AND LEAVE US A REVIEW on Apple Podcasts, Spotify, Google Podcasts, or whatever platform you listen on. Thank you for tuning in, and Stay Tuned for the Next Episode COMING SOON! Hosted on Acast. See acast.com/privacy for more information.

How can you maximize your business potential? In this episode of the Small Business Tax Savings Podcast, Mike welcomes Matt Ruttenberg. Matt provides an overview of the different plans available and how they can benefit both employers and employees. Matt covers topics such as the different types of deferred compensation plans, the bonus 162 plan, and life insurance retirement plans.Tune in now and hear Matt discusses how a better understanding of the different non-qualified retirement options available and when it makes sense for you to use them![00:22] Discover Non-Qualified Retirement OptionsToday's topic is, “Unlock Your Business Potential: Exploring Non-Qualified Retirement Plans!”Non-qualified retirement options remove the tax benefits and rules associated with qualified plansDeferred compensation is the most restrictive type of non-qualified plan[04:48] Unlocking The Benefits Of A Bonus 162 PlanA deferred compensation plan is a way to bonus employees at retirementThe Bonus 162 Plan is an executive bonus plan that uses only a life insurance platformRestrictions for targeting key employeesThe plan mimics a vesting schedule and the taxes are wiped out when the employee takes over the policy[10:22] Exploring Retirement Plan OptionsThe employer pays taxes on any bonuses given to the employee in that yearThe cash value of the policy grows tax deferred and mimics a ROTH when taking money outLife insurance policies have their place, but they are oftentimes oversoldEvery person is different and there are different solutions available[15:25] Closing SegmentMatt provides his insights to listeners to have a better understanding of the different non-qualified retirement options available to business owners!Final WordsKey Quotes“When you remove the qualified stamp from a plan, it removes a lot of the rules that go with it, not only from you as an individual, but you from an employer. So, you don't have to offer it to employees. There are no limits on contributions.” – Mike Jesowshek, CPA______Podcast Host: Mike Jesowshek, CPA - Founder and Host of Small Business Tax Savings PodcastJoin Our Tax Minimization Program: https://www.taxsavingspodcast.com/taxIncSight Packages: https://incsight.net/pricing/Book an Initial Consultation: https://app.simplymeet.me/o/incsight/sale-------Podcast Website: https://www.TaxSavingsPodcast.comFacebook Group: https://www.facebook.com/groups/taxsavings/--------To find out more on this topic and many others visit our website at www.TaxSavingsPodcast.com. You can also give us a call at 844-327-9272 or send your questions to us at: Ask@TaxSavingsPodcast.com

In this episode of Beyond the Check, Reyshan Parker sits down with Natalie Keng, a pioneer in the area of innovative leadership development and the Founder and CEO (“Chief Eating Officer”) of Global Hearth. Global Hearth is a multi-faceted business that leverages the power of food and culture through its Cooking Up a Better World™ platform of inspiring, interactive, and impactful presentations, tours, and events. Natalie has also created an award-winning line of family recipe cooking sauces, earning her the title The Sauce Maven™.In this episode, Natalie shares her story of how she started Global Hearth and her passion for using food and culture to bring people together. She also talks about the importance of leadership in the service industry and how to create a positive work environment for employees.If you're interested in learning more about Natalie Keng, Global Hearth, or the power of food and culture, then be sure to listen to this episode of Beyond the Check.Here are some of the topics that will be discussed in this episode:Natalie's journey to becoming the Founder and CEO of Global HearthThe importance of leadership in the service industryHow to create a positive work environment for employeesThe power of food and cultureFind Natalie: https://www.instagram.com/thesaucemaven/https://www.facebook.com/thesaucemavenEnjoying the show? Please consider donating to help keep this show cooking! https://www.patreon.com/beyondthecheckSupport the showFOLLOW BEYOND THE CHECK ON: https://poplme.co/beyondthecheckWEBSITE https://independentlasagna.com/beyond-the-checkINSTAGRAM https://www.instagram.com/beyondthecheck_YOUTUBE https://www.youtube.com/c/IndependentLasagnaFACEBOOK https://www.facebook.com/BeyondTheCheckWOELINKEDIN https://www.linkedin.com/showcase/beyondthecheckFIND REYSHAN AT:WEBSITE http://reyshanparker.comFACEBOOK https://www.facebook.com/reyshanjparker/LINKEDIN https://www.linkedin.com/in/reyshanparker/INSTAGRAHM https://www.instagram.com/reyshanparkerTIKTOK https://www.tiktok.com/@reyshanparker Instacart - Groceries delivered in as little as 1 hour.Free delivery on your first order over $35.#masterchef #cookingshow #foodshow #travelshow #Foodie #EatingForTheInsta#...

Known for their focus on providing quality educational experiences to adult learners, the University of Phoenix wanted to learn more and provide resources to another core group of enrolled students: Individuals with disabilities. In this episode of Honest HR, host Wendy Fong speaks with Kelly Hermann, Vice President of Accessibility, Equity & Inclusion at the University of Phoenix, to discuss:  Findings from the university's report on Workplace Accessibility - HR Professionals Accommodations for Employees' Disability's Research Report (2023)Action steps for HR professionals and people managers focused on creating more accessible and inclusive workplaces for employeesThe future of disability and accessibility inclusionComplete the SHRM Employing Abilities At Work CertificateEarn 0.5 SHRM PDC for listening to this podcast; all details provided in-episode.

In this deeply honest episode, I'm talking with the owners of Level Up Leaders, Julianne Guinasso and Poonam Natha.Together, we discuss the joys and challenges of maintaining a psychologically safe practice that doesn't compromise the needs of the business.Julianne and Poonam are psychotherapists with over 14 years of combined experience leading large teams in mental health. They believe in the power of relationships in supporting employee retention and cultivating psychological safety through a work culture of trust.Tune in as we explore:The vulnerability and responsibility of being a leaderThe importance of a good mindset match when hiring employeesThe delicate dance of accountability and authorityCreating intentional spaces for teams to share and growMore from Level Up Leaders:Visit the Level Up Leaders WebsiteTake the Free Leadership AssessmentFollow Level Up Leaders on InstagramMore from Brave & Well:Follow Brave and Well on InstagramSign up for the Brave and Well newsletterWork with me!Get my workbook — Laying the Foundation for your Private PracticeJoin my Private Practice Circle in Fall 2023 — https://www.braveandwell.com/private-practice-circleJoin my Group Practice Circle in Fall 2023 — https://www.braveandwell.com/group-practice-circle.

Welcome to Episode 526 of the Yeukai Business Show. In this episode, Chris Maslin discusses the importance, benefits, and challenges of employee ownership trusts and the trend of businesses moving to cloud-based bookkeeping.  So, if you want to know more about Employee Ownership Trusts, tune in now! In this episode, you'll discover:  The rising trend of cloud bookkeepingThe potential risks and benefits of employee ownership trusts (EOTs) for business owners and their employeesThe importance of adapting to market trends About Chris Maslin Chris Built an accountancy practice from scratch. Sold it to an Employee Ownership Trust (EOT) in 2021. The guilt-free way to step away! More Information Learn more about Employee Ownership Trusts at https://goeo.uk/ LinkedIn: https://www.linkedin.com/in/chris--maslin/ Twitter: https://twitter.com/GoEmployeeOwned Thanks so much for being with us this week. Have some feedback you'd like to share? Please leave a note in the comments section below! If you enjoyed this episode on How to Expand Your Business, please share it with your friends by using the social media buttons you see at the bottom of the post. Don't forget to subscribe to the show on iTunes to get automatic episode updates for our "Yeukai Business Show !" And, finally, please take a minute to leave us an honest review and rating on iTunes. They really help us out when it comes to the ranking of the show and I make it a point to read every single one of the reviews we get. Please leave a review right now Thanks for listening!

How can employment relations create a supportive work environment that prioritizes work-life balance?In this episode, Denis brings back Dr. Scott Behson and Paul Diver to explore practical strategies for creating a better balance between work and personal life. You'll gain valuable perspectives on understanding employees' needs and taking proactive measures to support them during challenging times. Tune in and discover the unique opportunities strategic employment relations can provide for engaging in various leadership fields.In this episode:How people can rise to their work-life challengesThe commonality between large global multinational organizations and small convenience storesTwo significant experiences that provided a pathway to leadershipMain takeaways:The real way to have business success is to value employees as whole peopleWhat creates powerful workplace cultures is the level of care that leaders expand to their employeesThe main challenge for those working remotely is the blurring of work time and the rest of timeCoaching allows assisting and facilitating leaders to be the best that they can beTrust is a huge thing that leaders have and build over timeQuotes:“The real way to have business success is to value employees as whole people, not just as part of the machine or a part of the person that you get from nine to five.” - Dr. Scott Behson“It's not about all the other stuff that's very distant from the workplace. It's about the relationships on the job." ” - Paul DiverConnect with Denis: Email: denis@leadingchangepartners.comWebsite: http://www.leadingchangepartners.com/Leadership Is Changing Facebook Group: https://www.facebook.com/groups/LeadershipIsChanging/

Summary:This is our series finale as we wrap up our interviews from HR Tech '22 with a back-to-back, two-part episode! First, we'll be hearing from Neena Kovuru, VP of HR Strategy and Technologies at UKG. Then, we'll be hearing from Joe Kvidera who at the time was the VP of Sales at Lucy AI, an AI-powered knowledge platform. In this episode, Neena first walks us through what it means to be an employer of choice and what companies can do to become one, and then Joe talks about conversational AI and how it can improve the employee experience. Chapters:[0:00 - 1:29] Introduction[1:30 - 3:03] Welcome, Neena!Topic: Employers of Choice and How to Become One[3:04 - 18:21] What is an Employer of Choice and what does it mean to be one?Companies' plans for becoming employers of choice for desired candidatesHow upholding promises made to employees boosts public imageCan DEI efforts help companies become employers of choice?[18:22 - 30:12] Welcome, Joe!Topic: Developments in Conversation AI and Employe Expectations Around Work Flexibility[30:13 - 34:53] Building conversational AI for an improved employee experienceWhy companies' focus is shifting from the companies themselves to their employeesThe challenges around data consistency for use with conversational AIWhy employees will continue to expect and push for flexible and remote work from their employers[34:54 - 35:22] ClosingThanks for listening!Quotes:“Very few organizations actually say, ‘Here's a pathway for you. We see potential in you. Let's see how we can help you grow.' . . . [and] when you talk about equity, everybody needs a different ladder to climb.”“The biggest challenge with brining together data to answer HR questions is that there's no consistency [from one organization to the next; from one department to the next; and from one leader to the next].”Contact:Neena's LinkedInJoe's LinkedIn at the time of this recording he was working for Lucy AIDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris

Do you have an HR management plan in place?In this episode of Design Your Wedding Business, we are talking about another one of the 8 CEOs: teams!  Yep, you are your own Chief of Staff/HR Department! If you have a team already, this means you serve as a leader to all of your employees whether they are on payroll or contractors. You are responsible for ensuring they have everything they need to perform their job and meet expectations, as well as providing feedback to help them improve in their role.If you're on your own, you might not worry about wearing this hat right now, but when you reach a point where you need help, and you will, you will be responsible for navigating every step of the hiring process, from writing the job description and conducting interviews to selecting the right candidate and onboarding them. If you haven't prepared for that, now's the time to get started!Topics covered in this episode include:What your strategic HR management plan isEverything you need to consider when you're bringing on employeesThe importance of knowing the federal and state lawsTune in to get started on your strategic HR management plan!I would love to connect on Facebook: www.facebook.com/DesignYourWeddingBusiness & Instagram: www.instagram.com/designyourweddingbusiness/!Resources Mentioned:U.S. Department of Labor General Resources: https://www.dol.gov/general/topicsHours Worked Under the Fair Labor Standards Act (FLSA) Fact Sheet: https://www.dol.gov/whd/regs/compliance/whdfs22.htmThe Family and Medical Leave Act (FMLA): https://www.dol.gov/general/topic/workhours/fmlaThe Americans with Disabilities Act: https://www.dol.gov/general/topic/disability/adaStrategic Human Resource Management Plan PDF: https://drive.google.com/file/d/1RvKHK4gjZ9HLnkveESAibAa7ipbHeYvy/view?usp=share_link Show notes available at jentaylorconsulting.com/episode52

The Fertility Podcast is honoured to be joined by Martha, founder of Martha Brook Stationary. Tune in to listen to Martha as she talks about the origins of Martha Brook Stationary and her own fertility journey involving 7 rounds of IVF and a battle with endometriosis.What we discuss:The origins of Martha Brook London Martha on her diagnosis of Endometriosis Martha's reaction to being told she would not be able to have children How Martha juggled the challenges faced with running a business and navigating IVF treatment Martha's honesty with her work team and how her own experiences have enhanced her ability to support the emotional wellbeing of her employeesThe creation of the Martha Brook IVF journal and how it can support your fertility journeySocials:Follow @TheFertilityPodcast on InstagramFollow @YourFertilityNurse on InstagramFollow Martha Brook (@marthabrookldn) | Instagram on InstagramThe Martha Brook IVF JournalGo to The Martha Brook Story | Martha Brook for more!

The power of creating a genuine connection can turn a brief moment into a sacred moment. This may sound easy and straightforward, but is it something that we truly practice daily?In today's show, Ashish and Anil are going to have a fascinating conversation with professor Amy Young on how she hardwires organizations for human flourishing and connection.Amy Young is on the Business Communications faculty at the Ross School of Business and received her PhD in Psychology from the University of Michigan. She teaches positive business communications at Ross and she also uses science to identify practical solutions for companies and organizations. She has worked with numerous Fortune 500 companies in the financial, manufacturing, consumer products, automotive, and healthcare industries.In this episode, Amy is going to talk about her work on translating the science of flourishing into practice and the importance of compassionate leadership. You will find out that leaders and individuals of all levels can integrate compassion and kindness into their daily lives to not only encourage themselves but also others to flourish. And as a result, improve well-being at an organizational and individual level. You will also learn about our Sunflower Model and Amy's favorite practice to hardwire for happiness.Amy will talk about her experience in helping leaders shape positive working environments where people can thrive, the flourishing triangle and the PERMA model, why compassionate leaders truly stand out and stand apart from the rest and so much more.Listen now and enjoy!What You'll Learn in this Show:How to shape positive working environments where people can thrive.How can you start to make a difference and create an environment of flourishing around you?The most important things beyond work-life balance for employeesThe importance of feeling valued and connecting meaning to what you're doingAnd so much more...Resources:Happinesssquad.com @MyHappinessSquad InstagramAshish Kothari LinkedInAnil Ramjiani LinkedInHappiness Squad Youtube ChannelBooks:You Are Worth the Work: Moving Forward from Trauma to FaithHardwired for Happiness: 9 Proven Practices to Overcome Stress and Live Your Best LifeThe Joy Choice: How to Finally Achieve Lasting Changes in Eating and ExerciseThe Heart of Business: Leadership Principles for the Next Era of...

Trigger Warning Today's episode contains discussions about workplace violence, violent acts, bullying, and the use of weapons. If you are uncomfortable with any of these topics, we recommend skipping this episode and joining us again on the next episode.We hear about new acts of violence daily on the news and, unfortunately, these sometimes occur in people's workplaces. These can range in severity and complexity while involving customers, clients, or other employees. How do we, as HR professionals, establish procedures and policies to protect our businesses and employees the best we can?In today's episode, Chuck and John will talk about a convenience store robbery and a workplace bullying situation among others to discuss how training and policies could have mitigated the risk in those situations. They also discuss proactive measures and observations to be aware of to apply to your workplace. In the worst-case scenario, the team discusses being prepared to respond to a situation.In the HR News segment, the team touches on the following topics and more:Building trust through systems and habitsHandling sensitive, potentially embarrassing topics with employeesThe importance of sexual harassment trainingPotential changes to criminal background checks that California is trying to put into lawNOW AVAILABLE and approved for 3 SHRM Recertification Credits - The Ultimate Book of HR Checklists – Getting HR Right: Your Step-by-Step Reference for Avoiding Costly Mistakes. Go to HRChecklists.com (On sale - 30% off through 4/30/2023) Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee you event? You can reach the Team at info@hrstoriespodcast.com for suggestions and inquiries.Join the HR Team of One Community on Facebook or visit TheHRStoriesTeam.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!All views expressed in the presented Stories are not necessarily that of Chuck and John. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

This podcast is a must-listen for anyone who is looking to create freedom in their lives. In it, Mike Peters, a partner at Alair Homes, talks about the importance of freedom and how it is something everyone wants and can have. He also discusses how important it is to have trust within a company. This episode is packed with valuable insights to help you create the business and life you are dreaming about.The importance of freedomThe importance of trustThe secrets to keeping good employeesThe importance of accountabilityThe benefits of having more freedomHow a franchise model adds valueHow EOS has helped the company growThe importance of having measurable goalsThe importance of having a theme for the yearThe importance of making small changesThe importance of reading KEY POINTSApproximately mentioned @ 00:06:25The biggest motivator for choosing to work with Alair was the team aspect and the ability to focus on what they were confident in, while having support from teams in other areas. This allowed them to find the success they have today.Approximately mentioned @ 00:06:41The company's leadership team has a good handle on investigating and mapping out changes to the company's software, processes, and technology, which allows for easy transition and collaboration among employees.Approximately mentioned @ 00:35:25The ability to create freedom for my team was revolutionary for me. It allowed us to focus on our goals and be more accountable to each other and our clients.Approximately mentioned @ 00:39:00Some of the competitive advantages that come with franchising are things like standardized operating procedures (SOPs). This allows franchisees to learn from each other on a quicker, more efficient scale. Additionally, some of the work is already done for you, which saves time and energy.Approximately mentioned @ 00:46:49I would have told my 20-year-old self to take more chances and be less fearful of life. I would have also told my 20-year-old self to start reading more books. Connect with Mike Peters - Email: mike.peters@alairhomes.com Website: https://www.alairhomes.ca/brandon/LinkedIn: https://www.linkedin.com/in/mike-peters-76191580/Learn About Alair - Website: https://www.alairhomes.comLinkedIn: https://www.linkedin.com/company/alair-homesConnect with the Justin & Will -Will's LinkedIn: https://www.linkedin.com/in/willforet/Justin's LinkedIn: https://www.linkedin.com/in/justneagle/Learn More & Connect With Spot Migration - Website: https://www.spotmigration.com LinkedIn: https://www.linkedin.com/company/spot-migrationFacebook: https://www.facebook.com/spotmigrationYoutube: https://www.youtube.com/c/Spotmigration

Things You Should Stop Worrying About This WeekMcDonalds having a Cardi BeeefWhy a pizzeria in OH is seeking “non-stupid” employeesThe worst art job listing ever createdThe Kool Aid Man challengeThis episode is sponsored by…Microdose GummiesMicrodose Gummies deliver perfect, entry-level doses of THC that help you feel just the right amount of good. To get free shipping & 30% off your first order, go to Microdose.com, and use code TINY Mentioned on the ShowStash: My Life in HidingDo YOU have a tiny victory to share? Call the Tiny Victories Hotline: (323) 285-1675We want folks to share their tiny victories on our hotline because, frankly, we'll assume we're just talking into the void every week and nothing matters. Prove us wrong. Did you finally do that thing you were putting off? Tiny victory! Reconnect with someone you haven't been in touch with for ages? Victory! We only ask that you try to keep messages to under a minute so we're able to play it on the show.If you prefer, you can record a tiny victory on your phone and then email us the audio. Email: TinyVictories@maximumfun.orgHOW TO @ USTwitter@GetTinyPod@LAGurwitch@ImLauraHouse@Swish (producer Laura Swisher)Instagram@GetTinyPod

How do you manage hustling for design opportunities while also maintaining work-life balance? How do you overcome discriminatory work experiences at design firms who don't value you? When do you know when it's the right time to stop working as an employee and create your own business? We chat about this and more, with Abigail Marcelo Horace of Casa Marcelo.In this episode, we talk about:Seeking a more inclusive and less redundant, interior design environmentGrowing up in an artistic family and deciding to pursue interior designMeeting others who resonate with the discriminatory work experiences she hadChanges that need to be made in the industryThe rude, weird, and interesting experiences at past jobs we had before starting our businessesOffering a supportive work environment to our employeesThe benefits to owning your own business compared to working for a firmMentioned:Casa Marcelo WebsiteAbigail's InstagramOur links:Subscribe and leave a review - Apple PodcastsLike, Comment, & Follow - Hot Young Designers Club InstagramRebecca's Instagram Shaun's InstagramFor more information - Check out the websiteBecome a “Hottie” member - Support us on Patreon

In this week's episode of the SIMPLE brand podcast, I talk with Jim Knight, author of Service That Rocks: Create Unforgettable Experiences and Turn Customers into Fans.Jim's the former head of global training for Hard Rock International - so you KNOW he's great at teaching people how to deliver rock star experiences.Jim's the author of three best-selling books including his latest - Service That Rocks!Some of the topics we discuss include:How rock bands and brands are similar in how the biggest ones create fansWhy the customer experience is the most important piece of your brandEmployees' behaviors are valuable in delivering the customer experienceYou need to constantly communicate how your brand values translate into your employees' rolesYour customers see your employees as the brandHow to create unique experiences that differentiate from the competitionThe value of empowering your employeesThe four-letter words you don't want customers to use to describe your customer experienceA secret to turn customers into fans is treating them like rockstarsRESOURCES FROM THIS EPISODE:Jim's websiteJim's book - Service That Rocks: Create Unforgettable Experiences and Turn Customers into FansJim's podcast - Thoughts That Rock

Please join us in welcoming Braden Adam Drake for our official launch episode! In this witty and amusing episode, Braden and Kira spill some of their experiences in the workforce and stepping into the world of entrepreneurship. If you thought that attorneys and tax professionals were bland, think again! Braden will quickly change your mind while providing educational tidbits. Plus, for all of our Californian listeners out there, Braden touches on California's contractor laws: AB5.Disclaimer: these episodes are NOT meant to take the place of an HR or Legal Department.--------------------------In today's episode, we cover:Braden's origin storyThe worst boss Braden had in the workforceThe highlights and lowlights of Kira and Braden's internship experiencesWhat would they both have done differently if they could go back in timeLitigation vs. transactional lawsHow HR and attorneys can work together to support your businessIntroduction to the AB5 law in California Fears entrepreneurs typically have around hiringAnecdotes from Braden's journey of having a team of contractors to employeesThe value of the 3-year pictureAdvice for writing work emailsPeople Braden tries to emulate-----------------------RESOURCES:Read Braden's blog post on AB5 Dealing with California's New Contractor LawsTraction: Get a Grip on Your Business by Gino WickmanOn the blog: Boss Project Case Study-----------------------Guest info:Braden is a California licensed attorney and tax professional. His tagline is your gay best friend here to help you get your legal, tax, and financial shit legit. Braden works primarily with service-based, creative small business owners through his signature program Profit Rx.Follow Braden on Instagram @bradenadamdrake, and if you want to binge Braden's Podcast, look for Unf*ck Your Biz With Braden!-----------------------Like what you hear? Let's get your business Set to Scale - Get started!Get Down With The Up And Up! Join our community for monthly tips, tricks, and all the juicy goss about entrepreneurship, people operations, and team development straight to your inbox. Connect with me at:Instagram: @theparadigmmLinkedIn: Kira La ForgiaFacebook: Paradigm Consulting

Lisa Hurwitz is the director of a wonderful, sentimental, new documentary called “The Automat”, which features an all-star cast including Mel Brooks, Carl Reiner, Ruth Bader Ginsburg, Colin Powell and Elliott Gould. The movie is all about Horn And Hardardt, which for a time was the biggest restaurant chain in the United States. They operated automats - elegant, atmospheric restaurants where customers deposited nickels into little slots and a window would open containing delicious food and drink. “The Automat” captures this chain and this era perfectly.The featured song in this episode is “At The Automat”, written and performed by Mel Brooks. YouTube link here.“Dream With Robert Miller”. Click here.---------------------------------------------If you enjoyed the show, please Subscribe, Rate, and Review. Just Click Here.Lisa and I discuss the following:Why she chose Horn And Hardardt for her filmHow she got Mel Brooks to participateRuth Bader GinsburgColin PowellThe special characteristics of the automatsLoyalty of the customers and employeesThe nickel throwerHer Kickstarter campaign “Live At SteelStacks” is the new 5-song EP by Robert and his band, Project Grand Slam. The release captures the band at the top of their game and shows off the breadth, scope and sound of the band. The EP has been highly praised by musicians and reviewers alike. Elliott Randall, of Steely Dan fame, the guitarist who recorded the unforgettable solos in ‘Reelin' In The Years', calls Live At SteelStacks “Captivating!”. Tony Carey, the incredible multi-talented artist who has produced Joe Cocker, Eric Burden and John Mayall, says “PGS burns down the house!”. Alan Hewitt of the Moody Blues says “Full of life!” Melody Maker says simply “Virtuoso musicians!”, and Hollywood Digest says “Such a great band!”. “Live At SteelStacks” can be streamed on Spotify, Amazon, Apple and all the other streaming platforms, and can be downloaded at The PGS Store.“All Of The Time” is Robert's most recent single by his band Project Grand Slam. It's a playful, whimsical love song. It's light and airy and exudes the happiness and joy of being in love. The reviewers agree. Melody Maker gives it 5 Stars and calls it “Pure bliss…An intimate sound with abundant melodic riches!”. Pop Icon also gives it 5 Stars and calls it “Ecstasy…One of the best all-around bands working today!”. And Mob York City says simply “Excellence…A band in full command of their powers!” Watch the video here. You can stream “All Of The Time” on Spotify, Apple or any of the other streaming platforms. And you can download it here.“The Shakespeare Concert” is the latest album by Robert's band, Project Grand Slam. It's been praised by famous musicians including Mark Farner of Grand Funk Railroad, Jim Peterik of the Ides Of March, Joey Dee of Peppermint Twist fame, legendary guitarist Elliott Randall, and celebrated British composer Sarah Class. The music reviewers have called it “Perfection!”, “5 Stars!”, “Thrilling!”, and “A Masterpiece!”. The album can be streamed on Spotify, Apple and all the other streaming services. You can watch the Highlight Reel HERE. And you can purchase a digital download or autographed CD of the album HERE. “The Fall Of Winter” is Robert's single in collaboration with legendary rocker Jim Peterik of the Ides Of March and formerly with Survivor. Also featuring renowned guitarist Elliott Randall (Steely Dan/Doobie Brothers) and keyboard ace Tony Carey (Joe Cocker/Eric Burden). “A triumph!” (The Indie Source). “Flexes Real Rock Muscle!” (Celebrity Zone). Stream it on Spotify or Apple. Watch the lyric video here. Download it here.Robert's “Follow Your Dream Handbook” is an Amazon #1 Bestseller. It's a combination memoir of his unique musical journey and a step by step how-to follow and succeed at your dream. Available on Amazon and wherever books are sold.  Audio production:Jimmy RavenscroftKymera Films Connect with Lisa at:https://www.automatmovie.comFacebook @THEAUTOMATthemovieInstagram @automatgrlTwitter @AUTOMATmovie Connect with the Follow Your Dream Podcast:WebsiteFacebookLinkedInEmail RobertYouTube Listen to the Follow Your Dream Podcast on these podcast platforms:CastBoxSpotifyApple Follow Robert's band, Project Grand Slam, and his music:WebsiteInstagramPGS StoreYouTubeFacebookSpotify MusicApple MusicEmail

A major determinant of company culture comes down to how you value your people leaders — those who develop the talent within your company.Cheryl Desantis is the Chief People & Diversity Officer at the Smile Direct Club, a company disrupting the 120-year-old, $20 billion dollar orthodontics industry. She holds more than 20 years of experience in strategic people and organizational development. She enables the growth of a business through its team members, striving to maintain a strong company culture through values-based leadership.Her purpose is to inspire and empower courageous transformation in leaders to bring more empathy, love, and kindness to the world. Her new book “Steel Backbone, Soft Heart: How Heart-Centered Leadership Changes the Way You Live, Love & Lead” is out now. We discuss what it means to have a soft heart and a steel backbone, why human-centered leadership is a must for the future, and how to find the balance between productivity, profit, and purpose.If you want to be a strong leader, bringing a full sense of who you are to the table is essential. If you want to dive deeper into your own self-knowledge, visit the1thing.com/corevalues and pick up our Core Values Deck.To learn more, and for the complete show notes, visit: the1thing.com/pods.We talk about:What attracted Cherly to people development and coachingLeading with courageThe inspiration behind “Steel Backbone, Soft Heart” and what those things truly meanReclaiming humanity in the workplaceTurning empathy for your customer into empathy for your employeesThe ten principles of “Steel Backbone, Soft Heart”The courage of asking for feedbackFinding and achieving balance in the workplaceLinks & Tools from This EpisodeLearn more at cheryldesantis.comRead: Steel Backbone, Soft HeartConnect with Cheryl on LinkedIn: linkedin.com/in/cheryl-desantis-813259a/Free ResourcesWant to be a guest or share feedback? Email podcast@the1thing.com***Ensuring your team uses the same consistent brand language is an important part of marketing your business.It can be a challenge to get everyone on the same page, though. That's where TextExpander comes in. It can ensure your team's communication is consistent, current, and accurate. It also allows them to communicate faster so that they can focus on what's most important.Visit TextExpander.com/podcast to learn more and get 20% off your first year.

In this episode Wendy Liebmann talks with Phil Wahba, senior writer at Fortune magazine, about what it takes to lead successful retail companies in complex times,  as operational issues clash with increasingly demanding shopper and workforce expectations.  They discuss:The qualities the next generation of retail leaders must have to succeedHow empathy is a critical CEO requirement in post-Covid times when companies are demanding a lot more of employeesThe need to adapt the structure of the C-suite to the new reality of a company.How a culture of stagnation and lack of experimentation cannot be overcome overnight by even the most innovative leadersHow the best leaders – in retail and in general -- get the fundamentals right first and always, and are not distracted by “bright shiny” thingsHow not everything Gen Z entrepreneurs do will revolutionize the (retail) worldThe characteristics that will define retail winners and losers in the future. Who's getting it right now. (We name names.)

This week on Untapped, Tariq Meyers is joined by Sheri Crosby Wheeler, Vice President of Diversity and Inclusion for Fossil Group, Inc. Tariq and Sheri discuss her unexpected journey to DEI leadership, the unique challenges of retaining underrepresented talent in the retail industry, and the slow and steady process of making the workplace more equitable.In this episode, you'll learn:How genuine buy-in from leadership is essential to driving forward diversityThat what's seen as "political" is often personal for marginalized employeesThe importance of retail brands' effort to make employees feel valued as individualsThe difference between DEI initiatives that are just for show and ones that actually drive forward meaningful changeAbout Sheri Crosby Wheeler:Sheri Crosby Wheeler currently works as the Vice President of Diversity and Inclusion for Fossil Group, Inc.  Fossil Group is a global design, marketing, distribution and innovation company where distinctive watches, accessories and wearables are created for some of the greatest brands in the world.  Sheri is a diversity leader, an employment lawyer and an avid community volunteer.  For the past 6 years, she has worked exclusively on diversity and inclusion strategies and integration in the corporate setting. Sheri is a member of the State Bar of Texas and has been honored as an Outstanding Young Lawyer. She earned a J.D. from the University at Buffalo School of Law and a B.A. in Sociology at Emory University.

Welcome to Chain Reaction, where we unpack and explain the latest in crypto news, drama and trends, breaking things down block by block for the crypto curious.For our Tuesday episode where we interview a guest in the web3 space, we sat down with Jesse Powell, founder and CEO of Kraken, one of the largest crypto exchanges in the world. Powell announced last month that he is stepping down from the top spot at the company he built 11 years ago and transitioning to the chairman role. We heard from Powell about the reasons behind why he is ceding the CEO title.We also discussed:The notorious manifesto Powell released outlining Kraken's “crypto-first,” libertarian valuesRecent headlines in the New York Times revealing Powell's controversial Slack messages to employeesThe path ahead for the crypto exchange under its new CEO, Dave RipleyICYMI, you can use the promo code REACT for 15% off tickets to TechCrunch Disrupt next week (excluding online and expo) where we'll be chatting with industry experts such as a16z's Chris Dixon and Solana Labs' Anatoly Yakovenko.We'll also be hosting our first dedicated crypto event in Miami for just one day on November 17th — you can use the same promo code, REACT, for 15% off a General Admission ticket.And even if you can't join us in person, you can use the promo code REACT to get 25% off an annual subscription to TechCrunch+.Chain Reaction comes out every Tuesday and Thursday at 12:00 p.m. PT, so be sure to subscribe to us on Apple Podcasts, Spotify or your favorite pod platform to keep up with the action.