Podcasts about employers

Returning to work after parental leave is already a huge transition. But what if you're going back and you are pregnant? This week's episode comes straight from a listener DM, and it's one of the most relatable, raw, and important questions we've ever received on the show. In this episode, host Carina O'Brien tackles the fear, the guilt, and the very real practical questions that come with going back to work while pregnant. In this episode, I share:  Why the guilt you're feeling is normal, and why you need to let it go The truth about how often this actually happens (hint: more than you think) Your legal rights under the Fair Work Act in Australia Whether you need to re-serve 12 months to access parental leave again When to tell your employer and why sooner may be better than later Exactly what to say in that conversation (a word-for-word framework) How to frame the news in a way that keeps the energy solution-focused What to do if your manager reacts badly   Connect with Carina and Working Mumma  Follow on Instagram  Follow Working Mumma podcast on Instagram Connect with Carina on LinkedIn Subscribe to the newsletter 

Most employers treat workers compensation as a line item. The ones who treat it as a strategy – investing in safety, building working relationships with their agent and carrier – end up with lower e-mods, better claim outcomes, and a team that's already prepared if an injury occurs. In this episode, MEM's John Mitchell and Richard Ollis of Ollis/Akers/Arney Insurance & Business Advisors share what that partnership looks like in practice.

This week's show covers what to do with your old employer-sponsored retirement plan, floating rate treasuries, estate planning considerations, and lots of listener questions!

We've just wrapped up presenting at some of the leading national employer conferences, and we heard from the leaders at federal agencies and hundreds of employers.  Join David, Liz and Nita as they discuss the latest developments, including the implementation of the EU Pay Transparency Directive, the impact of EEOC's proposal to eliminate the EEO-1 Report, the unique challenges issues federal contractors face in supporting various events as a result of EO 14398, how the DOJ settlements with IBM and PayPal inform employers about “illegal DEI,” and DOL's latest initiatives under Acting Secretary Keith Sonderling's leadership.Contact Fortney & Scott:Tweet us at @fortneyscottFollow us on LinkedInEmail us at info@fortneyscott.comThank you for listening!  https://www.fortneyscott.com/

When employees miss work or arrive late consistently with little notice, it can lead to burnout, declining morale and productivity, and even safety concerns. At the same time, employers have to balance those business needs with legal requirements and the fact that employees may need time off when unforeseen circumstances arise. Join us as we discuss ideas for reducing absenteeism and tardiness this summer. [01:03] Introduction [01:55] Developing a clear attendance policy [02:26] Taking a balanced approach [03:31] Reviewing existing time off policies [04:10] Offering flexible work arrangements [04:26] Addressing concerns [05:27] Requesting documentation [06:22] Maintaining accurate timekeeping systems This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.  ADP, the ADP logo, HR{preneur}, RUN Powered by ADP and Always Designing for People are registered trademarks of ADP, Inc and its affiliates. All other marks are the property of their respective owners. Copyright © 2026 ADP, Inc. All rights reserved. Privacy at ADP  

Week 305 Season 04 - Week 54 - To Employers, recorded on May 30 , 2026. For more information, please see the website: https://www.scottsdalebigbook.com/.

In this episode of Entrepreneur to Employer, we unpack the “breaking point” where founder-led operations stop working and growth starts to feel like chaos. This is the stage where the business is scaling, revenue is up, but everything still runs through you—the founder. Instead of celebrating growth, you are stuck firefighting, answering the same questions, and holding the business together with sheer willpower.You will learn the most common signs that your operations have outgrown your current way of working, why more hustle is not the answer, and the three core shifts every founder must make to scale: designing systems instead of doing all the work, creating real ownership on your team, and moving from reactive chaos to a simple, proactive operating rhythm. This episode is built for entrepreneurs, agency owners, and service-based founders who want to build a business that runs without their constant involvement. If you are ready to step into a true operator role—or bring in a fractional COO to help you get there—this is your starting point.In this episode, you'll learn:The key signs your founder-led operations have hit a breaking point.Why more hustle, more hours, and more hiring do not fix operational chaos.How to shift from doing the work to designing scalable systems and processes.A simple way to create real ownership and accountability on your team.How to move from reactive firefighting to a proactive weekly operating rhythmIf you are at the breaking point where growth is creating more stress than freedom, it is time to upgrade your operations. I help founders as a fractional COO by installing the systems, structure, and accountability you need to scale without burning out. Ready to see what that could look like for your business? Click here to book a no-pressure call and identify your top operational bottlenecks.https://calendar.app.google/JmKaUcCofEmpqESt8

There Are No Girls on the Internet is a weekly podcast hosted by Bridget Todd. Every week, we break down the tech and internet stories that deserve more attention — especially when they're about AI, power, gender, race, and who actually gets hurt when systems fail. This week: Elon Musk using a Hollywood casting decision to push white nationalist conspiracy theories. The government is surveilling people who oppose data centers as potential terrorists. The DOJ is going after a billionaire who helped fund E. Jean Carroll's lawsuit against Trump. And researchers who study online hate speech being threatened with deportation. If that sounds like your thing — Apple Podcasts | Spotify | and come back every week. HERE’S WHAT WE’RE WATCHING THIS WEEK:

For most employers, the annual health insurance renewal cycle is a source of pure frustration. It's often marked by rising costs, confusing packages, and a total lack of control. In this episode of Healthcare Americana, host Christopher Habig sits down with Niko Caparisos, Program Architect at Community-Owned Health Plans (COHP). Together, they explore how shifting the focus back to local, independent vendors can dramatically reduce costs while improving the patient experience. Niko discusses his mission to educate benefits brokers and empower employers to ditch rigid, one-size-fits-all national plans in favor of grassroots, community-centered solutions.The conversation digs deep into how Direct Primary Care (DPC) and cash-pay consumerism can fix the broken way we pay for healthcare in America. Niko shares actionable strategies for companies looking to reclaim their healthcare data, including how to support a remote workforce and how to implement a phased, multi-year approach to self-funding. If you are tired of repeating the same broken benefit renewal cycle every year, this episode provides a clear, solution-oriented roadmap to building a transparent, high-quality health benefit from the ground up.More on Freedom Healthworks & FreedomDoc HealthSubscribe at https://healthcareamericana.com/More on Niko J. Caparisos & Community-Owned Health PlansFollow Healthcare Americana: Instagram & LinkedIN

Rancho Mesa's Alyssa Burley interviews Greg Garcia, Account Executive in the Landscape Group, as he talks about the recently proposed increases in workers' compensation insurance pure premium and what it means to landscape companies.Show Notes: ⁠Subscribe to Rancho Mesa's Newsletter⁠Director/Host: ⁠Alyssa Burley⁠Guest: ⁠Greg Garcia⁠Producer/Editor: ⁠Jadyn BrandtMusic: "Home" by JHS Pedals, “News Room News” by Spence© Copyright 2026. Rancho Mesa Insurance Services, Inc. All rights reserved.

Are you worried about what happens if your employer finds out about your side business? Are you ready to stop letting fear hold you back and start turning your 15 or 20 years of experience into an impactful asset? Have you been wondering whether a portfolio career could be your next move, but you're feeling stuck on how to navigate the corporate boundaries? In this episode, I share a personal story about what happened when a previous employer found out about the coaching business I was building on the side. Instead of the negative response I had braced myself for, they ended up inquiring about my return-to-work course and paying me to pilot it internally! Handled well, this conversation doesn't have to be a risk - it can actually become your very first opportunity. Building a portfolio career isn't about being disloyal to your role. It's about moving with intention and strategically leveraging the incredible value already sitting in your toolkit.What you'll learn in this episode:Your expertise is an under utilised asset. The experience you have spent decades building is highly valuable. You don't need a perfect business plan, a website, or a fully formed idea to get started; you just need to realize that you are sitting on far more value than you think.The 4 steps to getting your employer's support. I break down the exact framework to position your side build professionally: starting on your idea first, auditing your employment contract (checking for outside interests, conflicts, and IP clauses), identifying the mutual value add, and framing the disclosure conversation around the what, the how, and the why it isn't a conflict.Turning corporate boundaries into career value. Discover how building a side practice actually sharpens your communication, commercial thinking, and leadership skills - ringing an upgraded strategic skill set and brand visibility right back to your day job.Ready to build your portfolio career? Join the waitlist for the Portfolio Career Academy launching at the end of June! I will be sharing exclusive details about the program, how it works, and opening up our founding member cohort to those on the waitlist first. Send us Fan MailInvest in Yourself and Your Career:Community — Join our Network for mid-career women redesigning what's next in their careersCoaching — Join the Waitlist for The Portfolio Career Academy. Turn Your Expertise Into Multiple Streams of Income & Impact Through Building A Portfolio Career. Join The Waitlist Connect with me!Website: careerchangemakers.comEmail: podcast@careerchangemakers.comLinkedIn:  Janine EsbrandInstagram: @careerchangemakerspodcastCareer Change Makers on Apple Podcasts

Strategic consultant Marta Riggins — formerly of Instacart, LinkedIn, and Pandora Music — joins Sarah to explore why employer branding is a critical lever for service organizations facing a frontline talent crisis. From building an authentic employee value proposition to why "culture add" beats "culture fit" every time, this is a practical and energizing conversation for any leader serious about winning the talent war.

DPC Is Growing in Pediatrics: Dr. Andrew Hertz on Zest's Expansion, Survey Findings, and the Future of CareThe Pediatric Lounge welcomes returning guest Dr. Andrew Hertz, co-founder and president of the Zest Pediatric Network, to discuss the growth of direct pediatric care (DPC) and results from Zest's national survey. Hertz reports Zest's expansion from three Cleveland-area practices to 10 sites opening by summer, with 13 physicians across Ohio, Pennsylvania, and Florida, and describes using annual surveys because pediatric DPC data was previously lacking and the movement is growing about 25% yearly. Survey findings include that pediatric DPC is largely women-led (about 90%), mid-career, mostly solo practices; most charge $100–$175 per child per month with panels under 250 patients; about 48% are AAP members; and many report improved satisfaction and less moral injury. They discuss DPC benefits such as reduced office, urgent care, and ED visits, challenges with insurance and Medicaid capitation without CPT codes, AI's operational promise and societal risks, and employer value focused more on employee satisfaction than pediatric ROI.00:00 Welcome Back Dr Hertz01:30 Zest Network Growth02:50 Why Survey DPC03:49 Who Joins DPC05:06 Boards and MOC Debate09:31 AAP Membership Questions13:54 Why DPC Is Rising18:22 AI vs EHR Efficiency22:03 Insurance and Capitation25:14 Hybrid Models and Access29:08 Costs and Who Can Afford32:45 Medicaid Capitation Hurdles35:06 Data Without CPT Codes36:24 Data Without Red Tape37:07 ICD-10 and Simple EMRs38:23 Holistic Prevention Coaching41:32 Defining DPC Success42:43 Net Promoter Score Explained46:10 NPS for Behavior Change49:19 Storytelling to Drive Adoption55:53 AI in Pediatrics Promise and Peril01:03:21 Beyond DPC Payment Models01:06:15 Employers and Care Navigators01:09:24 Closing Thoughts and Growth01:11:31 Podcast OutroSupport the show

The  Moose on The Loose helps Canadians to invest with more conviction so they can enjoy their retirement. Watch the 5 Retirement Plan Vulnerabilities webinar: https://retirementloop.ca/webinar Today, we talk about the strategy to use when you have an old employer account, such as a LIRA. It's all about dividend growth investing! Subscribe to the best free dividend investing newsletter: https://thedividendguyblog.com/newsletter Get the 20 income products guide for retirees: https://retirementloop.ca/income/

Work travel can quietly drain your energy, wreck your sleep, and leave even your highest-performing clients coming home depleted. In this episode of The Coaching Lab, host [Host Name] sits down with Beth Jennings, PT, NBC-HWC — a physical therapist and National Board-Certified Health & Wellness Coach — to unpack what real wellbeing looks like for professionals who live out of a suitcase.Beth breaks down the hidden toll of frequent business travel on the body, mind, and routines your clients rely on, then shares practical, no-willpower-required strategies coaches can bring straight into their next session. You'll learn how to help clients protect sleep through early flights, late nights and time-zone changes; stay active without adding stress to a packed schedule; and design sustainable travel rituals that support recovery instead of burnout.Whether your clients are road warriors, consultants, executives, or traveling leaders, this conversation gives you a coach-ready toolkit for helping them thrive — not just survive — on the road.In this episode, you'll learn:How Beth's dual lens as a PT and health coach reframes "wellbeing on the road"The most common ways travel disrupts the body, sleep, and performanceTop sleep strategies for early flights, late nights, and jet lagRealistic pre-trip and on-trip habits that actually stickHow to stay active when schedules are packed and unpredictableWhat most professionals get wrong about recovery after a work tripBeth's #1 mindset shift for every coaching client heading into travelAbout the guest: Beth Jennings is a licensed physical therapist (PT) and National Board-Certified Health & Wellness Coach (NBC-HWC) who helps high-performing professionals build sustainable health habits in a demanding, travel-heavy life.Learn more about or reach out to Beth at BethJennings.comInfo re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/Tap into the home of the (freely available) Not Done Yet! articles on unlocking life's 2nd half here.YouTube Coaching Channel https://www.youtube.com/c/CoachingChannelContact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.comIf you are a current or future health & wellness coach, please check out our Health & Wellness Coaching Community on Facebook: https://www.facebook.com/groups/278207545599218.  This is a wonderful group if you are looking for encouragement, ideas, resources and more. 

It's YOUR time to #EdUp with Charlie Nguyen, Founder & CEO, Employer-Funded Financial Aid (EFFA) Inc.In this episode, recorded Live from the 2026 InsightsEDU Conference in Fort Lauderdale, Florida, February 17-19,YOUR host is ⁠⁠Dr. Joe Sallustio⁠⁠⁠⁠⁠⁠How does flipping the tuition reimbursement model from pay first to direct bill finally solve the problem when employees take out loans, get reimbursed & then spend the money instead of paying off the debt?Why is tuition benefit no longer a nice to have expense line item when smart companies know if you don't AI up your employees today, you can't maintain margins or compete?What makes eligibility verification that used to take weeks now happen in 2 seconds when linking employers & institutions through a platform de-risks everything for both sides?Listen in to #EdUpThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠& ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Dr. Joe Sallustio⁠⁠⁠⁠⁠● Join YOUR EdUp community at ⁠The EdUp Experience⁠We make education YOUR business!P.S. Want access to the only intelligence platform built exclusively from presidential conversations in higher ed? Well, we have an app for that!Join EdUp Leadership!

More than 20,000 employees at Meta are NOT happy!

In episode 253, Coffey talks with Anthony Sork about how emotional attachment during onboarding shapes employee engagement, retention, and organizational performance.  They discuss the difference between employee attachment and employee engagement; how onboarding experiences create long-term emotional bonds with organizations; the role frontline managers play in employee retention and discretionary effort; why poor manager engagement creates downstream hiring and retention risks; how employer branding influences attachment before candidates even apply; the impact of lengthy recruiting processes on candidate perception and trust; why organizations should treat onboarding as a strategic investment; the four core attachment perceptions of security, trust, acceptance, and belonging; how emotional bonds form during the first 120 days of employment; practical ways leaders can strengthen employee connection and purpose alignment; the risks of unmanaged onboarding and declining new-hire sentiment; why traditional engagement surveys are lagging indicators of workplace culture; and how individualized onboarding experiences improve retention and team performance.  Mentioned in this episode: Qualtrics' 2026 Global Employee Experience Trends https://www.qualtrics.com/ebooks-guides/employee-experience-trends/   ** Special Offer From Our Guest **  We are pleased to offer a complimentary trial of the Employee Attachment Inventory for an employee who has commenced and who reaches their 90th day of employment in the months of May, June, or July 2026.  Visit www.shcBOND.com and use this code: GoodMorningHREAI2026   Or email Anthony Sork (anthony@sorkhc.com.au)or Selina Sork (selina@sorkhc.com.au) with questions.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  As a world recognized thought leader in employee perception measurement, Anthony Sork has changed the way organizations understand “Engagement” across the employee lifecycle. Anthony has worked with leaders across all industries to help them understand, measure and manage the emotional bond of their talent to enhance performance and retention and build “Culture's of Excellence'.  Anthony's award winning patented instrument, the Employee Attachment Inventory (EAI) together with the Employee Connection Inventory (ECI) and Employee Detachment Inventory (EDI) have supported thousands of Managers globally to create highly engaged, high performance teams.  Anthony has spoken at leading industry conferences around the world. His audiences describe him as “expert”, “upbeat”, “articulate”, “engaging”, “entertaining” and “passionate”.  Anthony has been featured in the Australian Financial Review, Sydney Morning Herald, Management Today, Human Capital Magazine, Recruitment Extra & ABC Radio.  You can learn more about Employee Attachment, Connection and Detachment across Anthony's social media channels which attract a worldwide audience.  Anthony Sork can be reached at: www.SorkHC.com.au   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand the difference between employee attachment and employee engagement. Identify the leadership behaviors that strengthen emotional bonds with new hires. Evaluate onboarding practices that improve retention, trust, and belonging. Recognize the long-term organizational risks of poor manager engagement. 

Leading hiring platform IrishJobs has today published new data from its Hiring Trends Update, revealing that nearly half (46%) of employers plan on increase hiring in the second half of 2026, as confidence remains steady despite a backdrop of economic uncertainty. While the hiring landscape is broadly positive, there are signs that employers are moving to a more targeted model of talent acquisition. 83% of recruiters say that hiring is now more strategic and focused on specific roles. The IrishJobs Hiring Trends Update is a biannual research report on the state of the recruitment market in Ireland. The research gathered insights from over 500 employers and nearly 1,000 professionals in Ireland on the evolving hiring landscape and shifting attitudes and actions across the market. Hiring landscape The research findings show that the Irish jobs market remains largely resilient, despite elevated economic and geopolitical volatility. 46% of employers plan on increasing hiring over the coming months. This positive hiring sentiment is highest among large organisations, with 54% expecting to increase hiring in Q2 and Q3 this year. In contrast, only 35% of small businesses plan on increasing hiring levels, reflecting a more cautious outlook on future growth. Confidence is highest in the manufacturing sector. More than 2 in 3 (69%) of manufacturing firms plan on increasing hiring in the coming months. Nearly 4 in 10 (39%) of employers increased recruitment levels in the first half of the year, a 6% rise on Q2 and Q3 of 2025. The findings reveal signs of correlation between company size and confidence, with 44% of large firms increasing hiring levels compared to 33% of small organisations. Despite some recent high-profile headcount reductions by large tech multinationals, 56% of employers in the IT and telecoms sector increased hiring over the last six months. Employers in the professional services (51%), construction (48%) and manufacturing (42%) sectors also indicated they intend to increase hiring in H2. Strategic hiring While the overall hiring landscape is encouraging, indicators signal that employers are recalibrating recruitment strategies. More than 4 in 5 (83%) recruiters say that hiring has become more strategic and focused on specific roles. Against a backdrop of rising labour costs and increased AI adoption, 47% of employers have reduced the number of entry and graduate level roles available in their organisation. 2 in 3 (66%) employers say that the skills needs in their industry are rapidly evolving. Specialist roles are increasingly where hiring budgets are focused. More than 1 in 4 (28%) firms in Ireland are hiring for highly specialised roles in AI and machine learning. Technical skills are highly in demand across a range of industries, with 22% of employers looking for skilled cybersecurity talent and 23% seeking technology and engineering talent. 24% of employers are hiring talent with skills in sales and business development. Pace of hiring The competitive labour market dynamic continues to have an impact on employers looking to secure high-calibre talent. The median time for successful hiring is 8 weeks, as employers continue to face challenges in managing a growing volume of job applications. 78% of recruiters say they are learning to use AI tools and automation to reduce administrative burdens and streamline the hiring process. Previous research carried out by IrishJobs in 2024 revealed that 28% of recruiters were using AI tools, providing a further indication that engagement with AI and automation in recruitment is continuing to rise. Commenting on the findings, Julius Probst, Labour Economist for the Stepstone Group Ireland, said: "Despite a major energy shock and elevated geopolitical uncertainty, economic indicators show that the Irish economy is navigating these challenges well and continues to experience domestic growth. The Spring Economic Forecast recently published by the Government sets out a number of ...

Welcome to Banking on Primacy, a four-part podcast miniseries from Fintech Takes, sponsored by Chime. The series orbits one question that has become the most contested in consumer finance: what does it take to earn (and hold) the most important relationship in someone's financial life? In Episode 3, I sit down with Jason Lee, Chief of Chime Enterprise. We unpack fintech as an employee benefit, which is compelling in theory but harder in practice than most founders expect. Employers don't wake up wanting fintech products. They want workers who stay. Jason founded DailyPay in his basement in 2015, built it into a multi-billion dollar company, and now looks after Chime's employer-facing business after Chime acquired his second company, Salt Labs. His read on what it actually takes to make this model work is fascinating.  Why do most earned wage access products only reach 30% of a workforce and what serves the other 70%? Why does brand recognition drive employee adoption more than the product itself? Now that earned wage access is morphing into the financial health industry, where does that leave point solutions? This episode is brought to you by Chime. For most Americans, their primary bank account is their most important financial relationship. Traditional banks held that position and took it for granted. Chime was built differently: fee-free, built to succeed when members do, and now America's #1 banking choice with roughly 10M active members. Chime Prime takes that further: 5% cash back, savings rates up to 9x the national average, premium travel perks, no fees. See how at https://www.chimeprime.com/ Sign up for Alex's Fintech Takes newsletter for the latest insightful analysis on fintech trends, along with a heaping pile of pop culture references and copious footnotes. Every Monday and Thursday: https://workweek.com/brand/fintech-takes/ And for more exclusive insider content, don't forget to check out my YouTube page. Follow Alex:  YouTube: https://www.youtube.com/channel/UCJgfH47QEwbQmkQlz1V9rQA/videos LinkedIn: https://www.linkedin.com/in/alexhjohnson Twitter: https://www.twitter.com/AlexH_Johnson Follow Jason: https://www.linkedin.com/in/jasonleem2/

In this episode, Madelyn O'Farrell speaks with Santosh Sankar about the broken skilled trades pipeline and its impact on America's push to reindustrialize. Santosh traces the problem back to the 1983 “A Nation at Risk” report and subsequent policy shifts that de-emphasized vocational education, fueled stigma around trades, and dismantled employer-school partnerships. He highlights looming shortages in critical industrial roles such as welders, pipefitters, millwrights, industrial electricians, and CNC machinists, noting that most current hiring is just replacing retirees and that training timelines make quick fixes impossible. The conversation explores why these industrial trades are hard to automate, the cultural and structural barriers to attracting new talent, and the urgent need for employer-led, modernized vocational training models—potentially even “vocational training as a service”—to close the skills gap and unlock the promise of America's industrial renaissance. Highlights from their conversation include: Historical Roots of the Skills Trade Pipeline Crisis (0:26) How 1980s Education Policy Undermined Vocational Trades (1:09) Optics, Stigma, and Cultural Bias Against Skilled Trades (5:30) The Big 5 Industrial Trades Driving Reindustrialization (6:28) Aging Workforce, Replacement Demand, and Automation Limits (7:53) Rethinking Vocational Ed Capacity, Equipment, and Instruction (11:30) Role of Employers in Rebuilding Training and Apprenticeships (15:28) Vertically Integrated Training Models and Credentialing (15:50) Investment Case and “Vocational Training as a Service” (19:04) Regional Labor Constraints and Final Thoughts on Opportunity (21:27) Dynamo Ventures is a venture firm backing founders upgrading the physical economy. As intelligence moves into critical infrastructure and technology collides with physics, industry is entering a new era of transformation - the industrial renaissance. Born from the dirt and grit of supply chains and shaped by operations, not spreadsheets, Dynamo focuses on the complex realities of building in the real world. We invest in companies transforming infrastructure, manufacturing, logistics, transportation, and the systems that power global commerce. Dynamo works closely with founders who combine ambition with a bias to action, bringing a builder mindset to venture capital through deep operational insight, systematic pressure-testing and hands-on partnership. Our purpose is simple: to back the relentless shaping the industrial renaissance. Learn more at www.dynamo.vc Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

When harassment allegations involve customers, vendors, contractors, patients, or other nonemployees, employers often face difficult questions: Do we have to investigate? What corrective action is enough? And how does California law differ from federal standards? In this episode, Jen and Joe Beachboard discuss third-party harassment claims, investigation challenges, employer obligations, and practical steps California employers should take to reduce risk when the alleged harasser does not work for the organization.

In this episode of Humans of Agriculture, Oli Le Lievre sits down with Julie Schofield, Executive Business Unit Leader of Private Business Services at Boyce, to unpack one of the biggest changes coming for employers in more than 30 years: Payday Super.From 1 July 2026, businesses will be required to pay superannuation at the same time employees are paid, rather than monthly or quarterly. While it may sound like a simple administrative change, Julie explains why this shift will have major implications for cash flow, payroll systems, onboarding, and business operations across regional Australia.Julie shares her own journey from growing up in Boorowa to building a career with Boyce, one of Australia's largest rural accounting firms, and reflects on the importance of mentorship, leadership, and supporting regional businesses through change.This conversation is practical, timely, and designed to help business owners, managers, and employers understand what Payday Super means and how to prepare before the legislation comes into effect.Key insights from the conversation:Payday super legislation coming in July 2026Impact on business cash flow and compliancePractical tips for businesses to prepare for new super payment rulesChapters:00:00 Introduction to the Episode and Main Topic01:07 Guest Introduction: Julie Schofield from Boyce02:16 Julie's Background and Career Path04:00 Overview of Boyce and Its Regional Presence06:12 Leadership Approach and Mentorship08:17 Client Portfolio and Travel Routine10:11 What is Payday Super and Why Now11:48 Impacts of Payday Super on Employees and Employers12:52 Practical Tips for Businesses to Prepare13:55 Changes in Behaviour and Cash Flow Management15:39 Data Verification and Compliance Measures16:30 Penalties for Non-Compliance and Enforcement17:02 Handling Super Payments for Different Pay Periods18:03 Questions from the Audience and Surprising Insights19:18 Tools and Software for Compliance20:16 Closing Remarks and Future Outlook

Rene Thomas Folse, JD, Ph.D. is the host for this edition which reports on the following news stories: Railcar Repairman Not Under FAA Transportation Worker Exemption. Staffing Company Arbitration Agmt. Not Applicable to Employer. O.C. PET Scan Provider to Pay 8.3M to Resolve Kickback Case. Clinic Pays $750K to Resolve Illegal Use of Misbranded Implants. California DOI Takes Enforcement Action Against State Farm. WCRI Compares 36 States Hospital Outpatient Surgery Payments. WCRI Reports Comp Claim Costs Grew 6 Percent Annually 2022-2025. Last Holdout Regeneron Signs On to Most Favored Nation Pricing.

The vast majority of employer health plans do not cover GLP-1s for weight loss. But roughly 20% do, many believing it will help their bottom line. Perhaps when employees take Wegovy or Zepbound, they'll need less medical care tied to health issues from obesity. Today on the show, can GLP-1s save employers money in the long run?Fact checking by Sierra Juarez.Your Next Listen — No healthcare premiums? In this economy?! Here's how.— Julie Wernau's original episode with TradeoffsConnect with The Indicator — Sign up for The Indicator's brand new newsletter— Find our socials, YouTube and more!— For sponsor-free episodes, subscribe to NPR+ See pcm.adswizz.com for information about our collection and use of personal data for sponsorship and to manage your podcast sponsorship preferences.NPR Privacy Policy

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS: 1. The Industry Shifted From Doing More to Doing Better Kyle's State of the Union in a single sentence: a year ago, AI was being applied to do more things faster. In 2026, the question has become whether those things are being done better. Volume was the first wave. Quality is the second. The vendors who survive the next cycle will be the ones who can demonstrate genuine outcome improvement, not just efficiency gains. 2. The Consolidation Bloodbath Is Over — and the Race Is Back On The expected wave of vendor exits didn't fully materialize, but AI gave surviving vendors the ability to ship value to customers faster than ever before. The competitive dynamics haven't eased — they've intensified. The companies still standing are moving faster, not slower. 3. Build vs. Buy Is Now a Real Strategic Question for TA Teams Enterprise talent acquisition teams are building their own AI workflows in-house, and that's changing the calculus for every vendor on the floor. Kyle's framework for go-to-market leaders: track how much building culture exists in your target accounts before burning sales calories. If a prospect is already building, that's not necessarily a lost sale — but it's a fundamentally different conversation. 4. Recruiting Fraud Has Become a National Security Issue The convergence of application agents, high job-seeker volume, and organized bad actors has turned recruiting fraud from an edge case into a genuine organizational risk. Kyle knows first- degree connections who have had the FBI in their office after hiring agents of foreign states. This is not hypothetical. Every company with any sensitive data or infrastructure is a target. 5. Fraud Detection Isn't One Problem — It's a Stack Problem Interview fraud doesn't have a single point of intervention. It needs to be addressed at the ATS, at the top of the funnel, and through identity verification across multiple interview stages. Kyle's benchmark of 12 AI interviewers found screen analysis capabilities — matching visual identity from interview to interview — becoming a standard feature. Manual workflows are a bridge, not a solution. 6. AI Is Finally Making Benefits Personal at Scale Benefits has always been complicated, jargon-heavy, and delivered as a one-size-fits-all package that employees don't understand. AI chat interfaces that know an employee's profile — single, two dogs, no kids — and can explain in plain language which plan makes sense for their specific life are making personalized benefits navigation possible without requiring an HRBP to sit with every employee. That's a meaningful change in how benefits gets delivered. 7. Candidates Are Getting Smarter About Total Comp — And Recruiters Need to Keep Up Kyle's observation from the market matches what Adam hears in the trenches: candidates are increasingly asking about the full picture of compensation, including employer contributions to healthcare, equity, and benefits value. Recruiters who can't articulate total comp in real numbers are at a disadvantage — and companies that can are converting more offers. 8. The Trust Gap Between Candidates and AI Is a Communication Failure, Not a Technology Failure The friction candidates are experiencing with AI in the hiring process isn't primarily a product problem — it's a communication problem. Employers are deploying AI interviewing, screening, and assessment tools without telling candidates how to use AI, what to expect, or why these tools actually benefit them. That vacuum is being filled by Reddit misinformation and candidate frustration. Simple, proactive communication could close most of that gap. 9. AI Interviewers Eliminate Ghosting — and That Matters More Than People Admit Kyle's case for AI interviewers directed at frustrated candidates: no ghosting (every candidate gets an interview option), 24/7 scheduling flexibility, the ability to self-select out of a bad fit, and a genuine touchpoint with a company that otherwise might never respond. The value proposition is real. The problem is nobody is communicating it clearly to the people who most need to hear it. 10. Practitioners Build Better Best Practices Than Vendors Do Kyle's Human-Centric AI Council — an independent group of HR and talent leaders producing free, practitioner-led resources for navigating AI — is a direct response to the gap between what vendors say about AI and what people actually in the trenches need to know. The best guidance on using AI in HR isn't coming from conference keynotes. It's coming from the people doing the work. 11. Data Labeling Is the Final Mile of AI — and Almost Nobody Is Talking About It Kyle's standout product observation from the conference: Findem's data labeling capability gives AI the contextual grounding it needs to move from generic outputs to genuinely useful ones. The last mile of AI isn't the model — it's how well the data feeding the model is understood and labeled. That's an unsexy insight with enormous downstream impact. CHAPTERS: 00:00 – Introduction: The Analyst With the Best Swag Game Adam welcomes Kyle Lagunas — industry analyst, founder, and proud owner of a Peppa Pig cardigan — and sets up a State of the Union on AI in HR tech. 02:30 – State of the Union: From More to Better Kyle's one-line summary: a year ago the industry was doing more stuff. Now it's trying to do better work. What that shift actually means. 05:00 – The Consolidation Question: Is the Bloodbath Over? The expected vendor consolidation didn't fully materialize — but AI unlocked a new level of innovation speed for those who survived, putting the race back on. 07:30 – The Build-vs-Buy Threat: When Clients Become Competitors Enterprise TA teams are building their own AI tools — and what that means for vendors without genuine defensibility beyond workflow automation. 10:00 – Fraud: From Edge Case to FBI in the Office First-degree connections who've had the FBI show up after hiring agents of foreign states. How application agents, volume, and bad actors have converged into a national security problem. 13:00 – Where Fraud Detection Lives in the Stack Fraud isn't one problem with one solution — it needs to be addressed at multiple points from ATS intake through interview identity verification. 16:00 – AI as the Great Equalizer in Benefits How AI chat interfaces are finally making personalized benefits navigation possible at scale — without requiring an HRBP to sit with every employee one-on-one. 19:30 – The Smart Candidate Who Asks About Total Comp Candidates are getting more sophisticated about total compensation — and recruiters need to be ready to explain the full picture in real numbers. 22:00 – The Trust Gap: Candidates, AI, and No One Telling the Rules Employers are deploying AI throughout hiring but issuing no guidance to candidates. The result: friction, mistrust, and a PR problem that doesn't have to exist. 25:00 – The Case for AI Interviewers — Told to the Frustrated Candidate Kyle's win-win reframe: no ghosting, 24/7 scheduling, self-selection out of bad fits, and a real company touchpoint. The value is real; the communication isn't. 28:00 – The Human-Centric AI Council: Practitioners Building the Playbook An independent council of HR and talent leaders producing practitioner-led best practices for navigating AI — free, no vendor influence. 31:00 – Love It: Findem's Data Labeling Capabilities The quiet feature Kyle called the final mile of AI: contextual data labeling that gives models the grounding they need to actually deliver value. 33:30 – Love It: CodeSignal's Persona-Based AI Interviewer The demo that impressed him most — an AI interviewer that adopts the persona of the actual hiring manager, not a generic interviewer. 35:30 – Leave It: Generic Vendors Running the Same Playbook Booths full of AEs, cheap water bottles, same motions. Kyle's prescription: bring your solutions people, bring your product people, bring something worth the conversation. 37:30 – Where to Find Kyle & Transformation Realness kyleandco.com for research, Transformation Realness for the podcast, and LinkedIn where he checks in every morning and afternoon.

Work-based learning is only as strong as the ecosystem around it, and this panel shows what happens when educators, employers, and students each do their part.Recorded at ACTE's National Work-Based Learning Conference in Providence, Rhode Island, this keynote panel features the perspective of an educator, industrial employer, and a student and shares their best insights and practical advice for making WBL impactful.From the education side, Kathryn Dacier explains what it looks like when work-based learning is embedded in the design of a school, not relegated to the margins. From the employer's perspective, Kathy Sutton argues that the quality of work-based learning depends on whether employers are willing to create placements grounded in communication, mentorship, and meaningful work. And from the student side, Kadence Agin shows how experiences like SkillsUSA, DECA, and work-based learning help young people build confidence, expand their networks, and discover career paths they want to pursue before graduation.Taken together, the panel makes a practical case for stronger collaboration between schools and employers and a more intentional approach to preparing students for the workforce. It also shows that when those three stakeholders are aligned, work-based learning starts functioning as a true pipeline for talent, readiness, and opportunity.Meet our Panelists:Kathryn Dacier, Career Coordinator, William M. Davies Jr. Career and Technical High SchoolKathy Sutton, Senior Workforce Development Specialist, General Dynamics Electric BoatKadence Agin, Senior, Coventry High School; SkillsUSA Rhode Island State PresidentResources in this Episode:Learn more about the Association for Career and Technical EducationSave the date! ACTE Work-Based Learning Conference 2027 is coming to Oklahoma City April 28-30, 2027.Other resources mentioned:Davies Career and Technical High SchoolGeneral Dynamics Electric Boat - student programsSkillsUSADECAMore resources on the episode page! https://techedpodcast.com/acte/We want to hear from you! Send us a text.Instagram - Facebook - YouTube - TikTok - Twitter - LinkedIn

Employers love the idea of a hiring tool that does the hard work for them — a test that surfaces the right candidate before the interview even starts. But the gap between a useful assessment and a discrimination claim is narrower than most HR leaders realize, and in Massachusetts, the ground keeps shifting underneath them.This month, Terry Cook and Sarah Piscatelli walk Pete through the real stakes of pre-hiring assessments: what counts as job-related, what the EEOC has already shut down, and why the rise of AI-powered video interviews is creating a brand-new category of legal exposure. If your hiring process leans on any kind of test — physical, technical, behavioral, or otherwise — this is the conversation to hear before you run another candidate through it.Links & NotesAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. AIM Blog - Ask the Helpline: Are Your Hiring Assessments Creating Legal Risk?Uniform Guidelines on Employee Selection Procedures of 1978 Code of Federal Regulations AIM HR Solutions Training CatalogAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

In this episode of the Building PA Podcast, co-hosts Jon O'Brien and Chris Martin welcome back Michael Metz-Topodas, a familiar voice from the early days of the podcast. As they celebrate six years and nearly 300 episodes, the trio dives into significant updates regarding OSHA (Occupational Safety and Health Administration) and its evolving role in the construction industry.Michael begins by discussing the recent appointment of David Keeling as the head of OSHA, highlighting the positive changes he anticipates under Keeling's leadership. With a focus on worker safety, Keeling's administration is set to address pressing issues, particularly the enforcement of heat hazard regulations as the warmer months approach. Michael explains that while a formal heat hazard regulation is still pending, OSHA has introduced a National Emphasis Program to prioritize heat hazards during inspections. This program emphasizes the need for employers to have a heat hazard plan in place, monitor temperatures, and ensure that workers receive adequate breaks and training.Jon and Chris engage with Michael on the practical implications of these changes for construction companies. They discuss the importance of having a comprehensive heat hazard plan and the necessity of documenting compliance efforts. Michael emphasizes that while OSHA may not have a formal regulation in place yet, employers can still face scrutiny under the General Duty Clause, which mandates a safe working environment.The conversation shifts to the broader landscape of OSHA inspections and violations. Michael shares insights into the current enforcement climate, noting that Keeling's collaborative approach aims to balance safety and compliance without overly punitive measures. He introduces the Safety Champions Program, which recognizes employers with robust safety programs, and discusses the potential for OSHA to assist employers in remedying violations on-site.As the episode progresses, the trio explores the role of technology and AI in enhancing safety practices within the industry. Michael envisions a future where OSHA inspectors utilize tablets for real-time data collection, benefiting both inspectors and employers by streamlining the documentation process.Throughout the discussion, Jon, Chris, and Michael emphasize the importance of proactive safety measures and the need for construction companies to prioritize worker safety. They encourage listeners to view compliance not as a burden but as an opportunity to foster a safer work environment. This episode serves as a timely reminder of the evolving landscape of workplace safety and the critical role that effective communication and planning play in protecting workers.

Electrical safety isn't just a concern for electricians. ESFI Executive Director Jennifer LeFevre and Program Director Daniel Majano break down the top 7 causes of workplace electrical fatalities, who is at risk, and the practical steps every employer can take (regardless of industry) to prevent serious injuries.

"If we can do it for Whole Foods, which is a very large organization, why can't we do this for other employers?"Is the era of relying on national, opaque "BUCA" networks finally coming to an end?My guests this week are Blake Allison, CEO of Employers Health Network (EHN), and Philip Eaves, from Ascension. Together, they break down the exact blueprint they used to build a direct-to-employer, high-performance network for Whole Foods - and how they are scaling that exact same model for self-funded employers across the country.In this episode, we explore the hospital system's perspective on direct contracting. Phil explains why massive health systems like Ascension are eager to bypass traditional carriers to work directly with employers, citing faster payments, zero collection risk, and the ability to proactively manage patient care. We also discuss how to successfully integrate Direct Primary Care (DPC) into a localized network, the lessons commercial plans must learn from Medicare Accountable Care Organizations (ACOs), and why the future of healthcare relies on "re-localizing" how we buy medical services.If you are an employer, benefits consultant, or healthcare provider who is fed up with the transactional, nickel-and-dime nature of traditional insurance carriers, this conversation proves that a better, more collaborative model already exists.Thank you to our 2026 sponsors!ParetoHealth: ParetoHealth empowers midsize employers with a long-term solution to reduce volatility and lower overall health benefits costs. Visit https://www.paretohealth.com/fully-insured-vs-self-funding-with-paretohealth-spencer-podcast/?utm_source=youtube&utm_medium=referral&utm_campaign=SelfFundedwSpencer to learn more.Samaritan Fund: A program that connects those who need help to the support they need. We are proud to offer the Samaritan Fund Program. Visit SamaritanFundProgram.com to learn more.Vālenz Health: We're Vālenz Health, your partner in improving health literacy, reducing plan spend, and delivering high-value healthcare. Visit ValenzHealth.com to learn more.Imagine360: Imagine360 helps self-funded employers save on healthcare with smarter health plans. Cut expenses by 20-30% with custom solutions. Contact us today at Imagine360.com.Chapters:(00:00:00) Intro: Whole Foods and the Move Away from BUCAs  (00:07:29) The Whole Foods Case Study: Building a Direct Network (00:12:15) Why Health Systems Want Direct Employer Contracts (00:17:15) The Evolution from RBP to High-Performance Networks (00:19:21) Integrating Direct Primary Care and Care Management (00:23:41) The Challenges of Scaling Direct Contracts Nationally (00:28:15) Re-Localizing Healthcare: Buying Care in Your Community (00:33:36) Overcoming the Negative Stigma of "Networks" (00:36:55) Applying Medicare ACO Lessons to Commercial Populations (00:42:31) Defining True Value-Based Care and Downside Risk (00:45:51) The Ideal Employer Profile for Direct Contracting (00:50:52) Lowering Costs with Local, Community-Based Care (01:05:17) Future Predictions: Site Neutrality and Price Transparency (01:11:25) Closing Thoughts: Providers Are Open for BusinessKey Links for Social:@SelfFunded on YouTube for video versions of the podcast and much more - https://www.youtube.com/@SelfFundedListen/watch on Spotify - https://open.spotify.com/show/1TjmrMrkIj0qSmlwAIevKA?si=068a389925474f02Listen on Apple Podcasts - https://podcasts.apple.com/us/podcast/self-funded-with-spencer/id1566182286Follow Spencer on LinkedIn - https://www.linkedin.com/in/spencer-smith-self-funded/Follow Spencer on Instagram - https://www.instagram.com/selffundedwithspencer/

Employers are fighting rising healthcare costs, and this week's guest breaks down three powerful tools that actually move the needle. We sit down with Heath Potter, Chief Growth Officer at Six Degrees Health, to unpack reference‑based pricing, payment integrity, and member advocacy in plain, practical language.Heath shares how RBP replaces inflated PPO discounts with fair benchmarks—often around 140% of Medicare—helping plans cut medical spend by 25–40%. He also digs into the 18% claim error rate hiding in the system and why pre‑payment review on large claims is essential.You'll hear how self‑funded employers can structure their plans with TPAs and stop‑loss, how provider education and single case agreements smooth the process, and how balance bills are typically resolved through negotiation rather than escalation. Plus, why facility claims are where the biggest savings live.A clear, actionable conversation for anyone looking to take control of healthcare spend.To listen in and subscribe to more episodes, visit our website: fbmc.com/podcast.

Kate D'Addabbo shows agents how to protect clients, price with courage, improve presentation, defend their fees, and become trusted local experts who make stressful property decisions feel clearer, smarter, and more profitable for everyone involved.See article: https://www.unitedstatesrealestateinvestor.com/know-your-worth-own-your-expertise-and-sell-with-purpose-with-kate-daddabbo/(00:00) - Introduction to The REI Agent Podcast(00:31) - Meet Kate D'Addabbo: Luxury Specialist and Trusted Advisor(01:00) - Commercial Real Estate Skills That Shape Residential Strategy(02:00) - Design, Renovation, and Investment Thinking Come Together(03:06) - Why Buyers Must Stay Properly Positioned in the Market(04:06) - Record-Setting Profits, Design Instincts, and Buyer Psychology(04:56) - The Trusted Advisor Mindset in a Multiple-Offer Market(06:02) - Mattias Connects the Analytical Brain with the Creative Heart(07:07) - Kate's Unlikely Start from Want Ad to Commercial Real Estate(08:32) - Asking for More Responsibility and Finding Her Sales Path(09:31) - Cold Calls, Retailers, and the Power of Persistence(10:18) - Asking for What She Wanted and Landing a New England Account(11:24) - Learning from Lawyers, Engineers, Retailers, and Developers(12:16) - Stepping Back from Commercial Sales to Raise Her Children(12:56) - The 10,000-Square-Foot Money Pit That Became a Masterclass(13:43) - Mattias Reflects on Renovation Knowledge as a Client Advantage(15:06) - The 1,000 Percent ROI Secret of Paint(16:02) - Why Light, Bright Presentation Changes Buyer Perception(17:26) - Why Online Presentation Can Make or Break a Sale(18:12) - Managing Seller Expectations in a Shifting Market(19:50) - Why Agents Need to Remember How Stressful Moving Feels(20:34) - The Challenge of Honest Feedback When a House Is Not Selling(21:08) - Sales Agents Must Sell, Not Just Show(22:09) - Why Asking for the Fee Is So Hard for Agents(23:03) - Knowing Your Worth and Explaining Your Value Up Front(24:19) - If Agents Cannot Negotiate for Themselves, Who Can They Negotiate For(24:56) - The Hidden Value of a Smooth Transaction(25:55) - Why VIP-Level Experience Is What Clients Really Pay For(27:37) - The Power of Staying Rooted in Connecticut and Rhode Island(27:51) - Deep Local Expertise as the Agent's Greatest Advantage(29:00) - Taxes, Infrastructure, Employers, Schools, and Future Market Risk(30:11) - Coastal Risks, Insurance Challenges, Flooding, and Septic Costs(31:34) - Kate's Four Golden Nuggets for Agents(32:00) - Pricing and Presentation Make the Difference Between Yes and No(33:06) - Be the Expert from Day One to Closing Day(34:03) - Sharing Trusted Vendor Relationships to Build Credibility(35:41) - Kate's Book Recommendation: The Red Tent(37:06) - Where to Follow Kate D'Addabbo(37:32) - Closing Credits and Final DisclaimerContact Kate D'Addabbohttps://katedaddabborealestate.com/https://www.facebook.com/kate.daddabbo/https://www.instagram.com/kjdrealestate/https://www.linkedin.com/in/kate-d-addabbo-a49231283/Kate D'Addabbo reminds every agent that success is not built by chasing commissions. It is built by becoming the expert, protecting clients, asking for what you are worth, and showing up with the courage to tell the truth when it matters most. For more conversations that help agents build wealth, wisdom, and a better life, visit https://reiagent.comIs success destroying your peace? Most pros grind until they break. Download The Investor's Life Balance Sheet: A Holistic Wealth Audit to see if you are building a legacy or heading for burnout. Presented by The REI Agent Podcast & United States Real Estate Investor® https://sendfox.com/lp/m4jrl

AI adoption in higher education is moving faster than institutional change models were built to handle. Students are already using AI at high rates, while many institutions are still trying to decide where AI belongs, who should lead it, and how much change is required. In this episode of the Changing Higher Ed® podcast, Dr. Drumm McNaughton speaks with Nikki Barua, serial entrepreneur and founder of FlipWork, about why higher education's traditional change management playbook will not work in the AI age. Drawing on her work with Fortune 500 companies and AI implementation, Barua explains why AI should be treated as institutional infrastructure, not an IT project. She discusses the growing gap between technology adoption and human readiness, why many AI pilots fail, and how institutions can move from slow, episodic transformation to shorter, people-centered reinvention cycles. This conversation is especially relevant for presidents, boards, provosts, CIOs, and senior leadership teams trying to prepare students, faculty, staff, and institutional systems for an AI-driven future. Topics Covered Why incremental change management cannot keep pace with AI How AI differs from previous technology disruptions like the internet and mobile Why AI should be treated as infrastructure across the institution What the AI readiness gap means for higher education leaders Why many AI pilots fail when organizations focus on tools instead of people How AI may reshape entry-level jobs and the graduate talent pipeline Why skills-based hiring is changing what students need from higher education How faculty roles may shift from content delivery to mentorship, ethics, and judgment Why liberal arts and human skills may become more valuable in the AI age How human-in-the-loop design can improve AI use in enrollment, advising, and student support Why AI literacy must become a core institutional capability Real-World Examples Discussed AI adoption among students far outpacing institutional readiness Corporate AI pilots failing because organizations did not prepare people to use the tools effectively Entry-level jobs shrinking or changing as AI takes over early-career tasks Employers moving toward skills-based hiring and project-specific teams AI tutors, teaching assistants, adaptive learning tools, and student support applications Enrollment chatbots that create frustration when they replace rather than support human interaction Human-in-the-loop workflows that know when to hand a student or prospect to a person Ethics in AI as a foundation for preparing graduates to use powerful tools responsibly Three Key Takeaways for Higher Education Leadership AI is an opportunity for reinvention, not an IT project. Institutions should treat AI as a strategic leadership issue that affects competitive position, culture, academic delivery, student support, and institutional agility. Students are already ahead of many institutions. Without governance, ethical guidelines, and structured leadership, AI use can become unmanaged shadow AI across the institution. The cost of waiting grows exponentially. AI is advancing week by week, and institutions that delay action will face a widening readiness gap that becomes harder and more expensive to close. This episode offers a direct look at why higher education cannot rely on its traditional pace of change in the AI age, and why institutional leaders must rethink what they offer that AI cannot replicate. Read the transcript: https://changinghighered.com/closing-higher-educations-ai-readiness-gap/ #AIinHigherEducation #HigherEducation #HigherEducationPodcast #WorkforceReadinessGap

Episode 225 with Ernestine Van Rappard, CCO  at Workpay, a Kenyan founded, Y Combinator backed payroll, HR, and Employer of Record platform helping companies hire, pay, and manage employees across Africa without setting up local entities. Ernestine joins us to unpack one of the biggest hidden barriers to doing business in Africa: compliant hiring, payroll, and workforce management across multiple African countries.In this episode, we explore how global companies are expanding into Africa faster by using Employer of Record (EOR) solutions to hire employees legally and compliantly without establishing subsidiaries. Ernestine explains why setting up entities across Africa can take months, the complexity of navigating labour laws and payroll regulations across different jurisdictions, and why payroll infrastructure is becoming a critical part of Africa's digital economy.We also discuss the rise of remote work and distributed teams across Africa, the growing global demand for African talent, and why international businesses are increasingly looking towards African markets for both expansion and recruitment. Ernestine shares how Workpay evolved from a HR software platform into one of Africa's leading payroll and EOR providers, now supporting companies hiring across multiple African markets.What We Discuss With ErnestineWhy hiring and payroll compliance remain major barriers to business expansion across Africa.How Employer of Record (EOR) services allow companies to hire in Africa without setting up local entities.The realities of managing payroll, tax, and labour law compliance across multiple African countries.Why global companies are increasingly hiring African talent and building distributed teams across the continent.How Workpay is helping businesses scale faster across Africa through payroll technology, HR management, and compliant workforce solutions.Did you miss my previous episode where I discus The Future of Ecommerce in Africa and Why Speed and Reliability Is Everything? Make sure to check it out!Connect with Terser:LinkedIn - Terser AdamuInstagram - unlockingafricaTwitter (X) - @TerserAdamuConnect with ErnestineLinkedIn - Ernestine Catz - van Rappard and WorkpayMany of the businesses unlocking opportunities in Africa don't do it alone. If you'd like strategic support on entering or expanding across African markets, reach out to our partners ETK Group:www.etkgroup.co.ukinfo@etkgroup.co.uk

A well-run meeting can help you make key decisions, find answers to work challenges, and share important information with employees. However, poorly executed meetings can quickly become unproductive. Here are some strategies to help small businesses maximize business meeting productivity: [00:57] What is a strategic meeting?  [02:16] How to determine stakeholders and attendees [04:40] How to craft an agenda [05:59] Best practices for timing and scheduling [08:48] How to drive engagement [13:32] Strategies for effective recordkeeping and follow-up  This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.  Copyright © 2026 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.  Privacy at ADP

Washington state's progressive policy experiment is producing exactly the results economists warned about — and Democrats refuse to acknowledge. A new survey finds 91% of employers in Washington have pumped the brakes on growth plans, citing the regulatory and tax burden Olympia keeps piling on. This isn't a recession story. This is a policy story.Sean breaks down what's actually driving business paralysis in the Evergreen State: the compounding weight of income taxes, labor mandates, and regulatory uncertainty that has made Washington one of the most hostile states in the nation for job creators. The employers aren't leaving yet — but they've stopped growing. That's the warning shot Democrats are ignoring.When government makes it more expensive to hire, businesses stop hiring. When they make it more expensive to expand, businesses stop expanding. This is the predictable, documented consequence of progressive economic policy — and Washington is living it in real time. The only question left is how long before halting growth becomes actual contraction.CHAPTERS0:00 Washington's Progressive Policies…1:28 91% of Washington Employers Won't Expand2:13 Millionaire Tax Sponsor Dismisses…3:27 Sanctuary Policies Drain Washington…3:58 24% of Washington Businesses Plan to…5:34 Washington Housing Inventory Still…6:17 Survey: Businesses Reject Expansion in…8:16 Most Washington Businesses Already…8:48 Business Owners Looking to Leave…9:55 Half of Washington Businesses Expect…10:52 72% of Businesses Cite Tax Burden11:40 Businesses Raising Prices to Cover New…13:12 Millionaire Tax Impacts 42% of…13:52 Olympia Advances More Taxes as…15:40 High Costs Make Washington Bad for…17:04 Socialist Policies Leave Washington…Subscribe to @reasonablenews for daily coverage of the stories the mainstream media won't tell you straight.#WashingtonState #BusinessExodus #ConservativeNews

In this episode, Suzanne Spradley and Chase Cannon revisit the history and importance of the tax exclusion for employer-sponsored insurance (ESI) coverage. Suzanne takes us back to the 1940s to understand how the tax exclusion began. The two discuss the reasons for the longevity and stability of the ESI model and how it has impacted the accessibility and affordability of health insurance in the U.S. Suzanne closes by addressing a new U.S. Congressional proposal that could impact employers and the ESI model.

The Bureau of Investigative Journalism report https://www.thebureauinvestigates.com/stories/2026-05-12/national-disgrace-workers-taking-bosses-to-court-forced-to-wait-until-2030Personnel Today, “Employers respond to King's Speech 2026” https://www.personneltoday.com/hr/kings-speech-employers-respond-cipd-cbi-commentary/REC response to the King's Speech 2026 https://www.rec.uk.com/our-view/policy-and-campaigns/government-and-campaigns/rec-responds-kings-speech-2026-government-must-step-gas-realise-growth-agendaPersonnel Today, “Prison officers warn of ‘grotesque' lawsuit for right to strike” (Rob Moss, 12 May 2026): https://www.personneltoday.com/hr/prison-officers-warn-of-grotesque-lawsuit-for-right-to-strike/Travers Smith, “Employment Update May 2026” (15 May 2026): https://www.traverssmith.com/knowledge/knowledge-container/employment-update-may-2026/Womble Bond Dickinson, “What's new in employment law: May 2026": https://www.womblebonddickinson.com/uk/insights/articles-and-briefings/whats-new-employment-law-may-2026Clifton Diocese v Parker [2026] EAT 68, judgment PDF: https://assets.publishing.service.gov.uk/media/6a01a7f82a6137e93226b945/Clifton_Diocese_v_Miss_Janet_Parker__2026__EAT_68.pdfAsk a question about the Employment Rights Act 2025 - www.danielbarnett.com/eraquestion

Frontline workforce hiring is important: these are the workers who deliver services, care for patients, and deliver the food or products that we rely on every day. Yet as we look at benchmarks for hiring and retention we see massive variations across companies. In fact the highest-performing companies hire 5-times quicker than others, and also find higher quality candidates! (Speed actually improves your quality of hire…) Nehal Nangia, our lead analyst studying frontline work, explains the complexities. And as you'll hear from Josh Secrest from Paradox, there are massive business implications in time to hire. Interestingly enough, well designed AI platforms for frontline hiring have a massive return on investment.  As Nehal explains, frontline hiring is very complicated, and fewer than 25% of companies have figured this out. Lots of room for innovation and AI tools to help! This podcast will open your eyes. Additional Information Powering the Frontline Workforce: How Frontline-First Companies Thrive The Talent Acquisition Revolution: How AI is Transforming Recruiting Why AI Is A Massive Job Creation Technology. Automated Integration. Findem. And Thank You. Insights-First AI: Better and Explainable People Decisions   Chapters (00:00:03) - Time to Hire and Quality of Hire(00:02:52) - The Longer Time to Hire(00:07:29) - Time to Hire: The Business Case(00:13:53) - How to Manage AI in Restaurants(00:16:42) - The $64,000 Question(00:18:54) - Is AI Affecting the Job Interview?(00:21:40) - The Future of Managers(00:24:46) - Management Technology: The Problem(00:26:10) - Frontline Workers: Flexibility Is Key(00:30:24) - Good Hires vs. Bad Hires(00:32:05) - Employee retention and break-even points(00:34:54) - Fooling around with React: Explained

What do you do when the cost of staying healthy begins to strain the family budget? For many households, health care has become one of the biggest financial pressures they face. Groceries, utilities, and everyday expenses are already stretching families thin. But medical costs often feel like they are in a category of their own. Even when traditional coverage feels out of reach, families are not without options. That's why Lauren Gajdek, Senior Director of External Affairs at Christian Healthcare Ministries (CHM), joined the show today to discuss medical cost sharing, how it works, and why more families are taking a closer look. The Pressure Families Are Feeling Many families are still dealing with the effects of higher prices across the board. While inflation may have cooled in some areas, that does not mean prices have returned to their previous levels. Groceries, utilities, housing, and other essentials still cost more than they did before, leaving many households with less room in their monthly budgets. Health care adds another layer of pressure. Employer-sponsored family health insurance can now cost thousands of dollars each year when accounting for both employer and employee contributions. Marketplace plans can also be expensive, especially for those who do not qualify for subsidies. Behind those rising premiums are the increasing costs of hospitals, medications, and other medical services. For families trying to manage their resources wisely, those numbers can feel overwhelming. What Options Are Available? When traditional health insurance becomes too expensive, families may begin looking for alternatives. One option is COBRA, which allows someone who has lost employer-sponsored coverage to keep the same plan for a time. But COBRA is often very expensive because the individual is typically responsible for the full cost of the plan without employer assistance. Another option is the health insurance marketplace at Healthcare.gov. For those who qualify for subsidies, this may provide some relief. But without subsidies, marketplace plans may still be difficult to afford. A third option is medical cost-sharing through an organization such as Christian Healthcare Ministries. CHM is not insurance. Instead, it is a community of believers who voluntarily come together to help share one another's eligible medical expenses. How Medical Cost-Sharing Works Most people are familiar with the traditional insurance model: premiums, deductibles, provider networks, and claims. Medical cost sharing operates differently. With Christian Healthcare Ministries (CHM), members receive medical care from their provider and then work with that provider to receive the bill directly. The member submits the bill to CHM, and eligible medical costs are shared or reimbursed in accordance with the program guidelines. CHM describes this as “assurance” rather than insurance. Members are supported not only financially but also spiritually by a community of believers committed to helping one another. Christian Healthcare Ministries has been serving members for more than 40 years and has shared more than $13 billion in medical costs. What Does It Cost? CHM offers several programs designed to fit different household needs and budgets. Their Gold program is $299 per unit per month. Silver is $169 per unit per month, Bronze is $115 per unit per month, and CHM also offers a senior program for $119 per unit per month. Costs are based on household size and the number of participating members. Dependent children can participate as one unit, and no family pays for more than three units. For some families, that structure may provide a more affordable way to manage health care costs while staying aligned with their values. A Values-Aligned Approach Health care decisions are both practical and personal. Families need to consider costs, coverage needs, medical history, risk tolerance, and how each option fits their overall financial plan. For those seeking an alternative to traditional insurance, medical cost sharing may be worth exploring. It offers believers a way to come together in community, helping one another carry the burden of medical expenses. Christian Healthcare Ministries is a longtime underwriter of Faith & Finance, and many listeners—as well as some members of the FaithFi team—have used CHM for years. To learn more, visit CHMinistries.org/FaithFi. On Today's Program, Rob Answers Listener Questions: I'm 71 and receiving a survivor Social Security benefit from my late husband. I've worked for years, but was told my own benefit will always be lower. Is that correct, and is there anything I can do? I applied for Social Security Disability after a stroke and am still waiting. As a self-employed mechanic, it's getting harder to work. If I'm approved, can I still work at all without losing my benefits? I'm a stay-at-home mom with a small business and a few hundred dollars to invest, with plans to add more over time. Where should I start? I'm retired on Social Security with a very low income and small annual losses from cattle. Do I still need to file a tax return, or am I exempt? Resources Mentioned: Faithful Steward: FaithFi's Quarterly Magazine (Become a FaithFi Partner) Christian Healthcare Ministries (CHM) Healthcare.gov Schwab Intelligent Portfolios® SSA.gov (Social Security Administration) Our Ultimate Treasure: A 21-Day Journey to Faithful Stewardship by Rob West Wisdom Over Wealth: 12 Lessons from Ecclesiastes on Money Look At The Sparrows: A 21-Day Devotional on Financial Fear and Anxiety Rich Toward God: A Study on the Parable of the Rich Fool Find a Certified Kingdom Advisor® (CKA) FaithFi App Remember, you can call in to ask your questions every workday at (800) 525-7000. Faith & Finance is also available on Moody Radio Network and American Family Radio. You can also visit FaithFi.com to connect with our online community and partner with us as we help more people live as faithful stewards of God's resources. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In episode 252, Coffey talks with Beverly Parker about how recruiting and talent acquisition are evolving and why relationship-based recruiting still matters.  They discuss the shift from newspaper job ads, to Monster, to today's AI-powered recruiting platforms; why “post and pray” or “post and spray” recruiting fails to attract high-quality passive candidates; how recruiters use professional networks to identify specialized talent faster; the growing impact of AI-generated resumes and fraudulent job applicants; why recruiters should avoid over-relying on AI resume filtering tools; strategies for sourcing passive candidates in competitive hiring markets; the value of agency recruiters for hard-to-fill and specialized positions; how employers can improve hiring processes during a frozen labor market; candidate expectations around compensation, flexibility, and work-life balance; why transparency about career growth opportunities improves retention and hiring outcomes; the increasing importance of training and development in workforce planning; how younger workers want meaningful work and stronger onboarding support; the importance of hiring for adaptability and learning agility instead of static skills; lessons from building recruiting functions inside growing organizations; and how long-term recruiter relationships create stronger organizational outcomes than transactional placements.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Beverly Parker is an accomplished HR leader and recruiter with over 15 years of experience connecting top talent with tier-one employers. She has built a reputation for aligning high-performing candidates with organizations that value growth, culture, and long-term success.  Her work is grounded in a results-driven approach to talent acquisition and workforce development, with a strong focus on building strategic partnerships across the Dallas–Fort Worth metroplex. Beverly actively collaborates with leading professional organizations, including Fort Worth HR, MidCities HR, Dallas HR, APA, and FEI, to stay at the forefront of industry trends and talent needs.  A dedicated advocate of servant leadership, Beverly is committed to fostering environments where individuals and teams can perform at their highest level. She holds both PHR and SHRM-CP certifications.  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand how modern talent acquisition differs from traditional recruiting models. Evaluate when organizations should use internal recruiters versus external recruiting agencies. Identify strategies for attracting passive candidates in competitive labor markets. Recognize the risks and limitations of AI-driven recruiting and screening systems. Improve hiring processes by aligning candidate motivations with organizational realities. Develop recruiting approaches that prioritize long-term fit over transactional hiring. Explore how training, onboarding, and development affect employee engagement and retention. Assess how labor market uncertainty influences candidate and employer behavior. Learn how recruiters can identify transferable skills and high-potential candidates. Understand why adaptability and learning agility are becoming critical hiring criteria.  

In this episode of C-Suite Perspectives, Marion Devine, principal researcher at The Conference Board's European Human Capital Center, speaks with James Williams, head of global total rewards at Ericsson, about the realities of preparing for the EU Pay Transparency Directive and what it means for organizations across Europe. They discuss the opportunities and challenges of greater pay transparency, how organizations are balancing compliance with culture change, and why manager readiness will be critical to success. The conversation also explores fairness, employee trust, pay equity, and the practical complexities of implementing transparency across multiple countries and evolving local regulations. More from The Conference Board: ·         The Reimagined Workplace 2026 ·         Reimagine 2025: Human Capital Leadership in an Era of Disruption ·         Where to Hire: Europe 2026 ·         Europe's Pay Transparency Law: Companies Scramble to the Finish Line

This time on Code WACK! As of spring 2026, enhanced Affordable Care Act (ACA) subsidies have not been extended. Without congressional action, millions of Americans could face significantly higher premiums—or lose coverage altogether. Around 22 million people receive ACA premium subsidies, many of whom benefited from pandemic-era enhancements. If those aren't restored, affordability for individuals buying their own coverage will take a major hit. Meanwhile, health care costs are rising across the board. Employer-sponsored insurance premiums have seen some of the largest increases in over a decade, shifting more costs to workers through higher premiums, deductibles, and out-of-pocket expenses. Medicare premiums are also climbing, adding pressure on older adults. As coverage becomes less affordable, many people delay care, skip medications, or make tough financial tradeoffs just to get by. So what options do people have? Today, we revisit a timely 2025 conversation with Rachel Madley, executive director at the Center for Health and Democracy and former advisor to Congresswoman Pramila Jayapal. Check out the Transcript and Show Notes for more! And please keep Code WACK! on the air with a tax-deductible donation at heal-ca.org/donate.

Clement Manyathela speaks with the listeners sharing on a listener's case where she was fired from work without notice; they share some advice on whether she should take them to the CCMA. See omnystudio.com/listener for privacy information.

After years of working in revenue cycle management, Parson Hicks shares insights on how everyone's taking their piece of the pie, and no one's really cutting costs. Hospitals, insurers, brokers—everyone benefits from the chaos. The system is designed to stay complicated, because more complexity means more profit for many. It's like a bald eagle being attacked by tiny birds—all those little margins add up, but the big bird keeps soaring. We've created an entitlement culture where folks expect coverage for everything, but the accountability is totally blurred. The real fix? Employers and policymakers need to make bold moves—like the railroad split-up in the 1920s—to break up monopolies and simplify. What's your take? Can we rebuild a more transparent, fair healthcare system?

Show SummaryOn today's episode, we're replaying a conversation with conversation with playwright and producer Elizabeth Coplan, founder of the Greif Dialogues, a nonprofit theatrical movement that facilitates conversations about dying, death, and grief. We talk about her own connection to service and discuss how Grief Dialogues has developed a specific immersive experience of remembrance and reflection ahead of Memorial DayProvide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestElizabeth Coplan is a veteran of marketing and public relations with over four decades of experience. She began her professional journey as an aspiring actor in New York City in 1972 before pivoting to publishing, eventually becoming the managing editor of Chief Executive Magazine. After relocating to California, she climbed the ranks at Collins Foods International, ultimately serving as Director of Corporate Communications.In Seattle, Elizabeth became a trailblazer in professional services marketing, notably serving as the first Northwest marketing director for Touché Ross (now Deloitte). She later became Director of Client Service and Development at Davis Wright Tremaine, where she helped grow the firm from three to ten offices and pioneered strategic sponsorships in the legal sector. After six years, she launched her own consulting firm, advising major clients including Merrill Lynch and the University of Washington School of Law.Her service on nonprofit boards includes the Bainbridge Island Museum of Art and the Intiman Theatre, where she chaired strategic planning. In 2013, after a series of personal losses, Elizabeth began writing to process her grief. This led to the creation of Grief Dialogues, a groundbreaking play and nonprofit initiative that fosters dialogue about death and grief through theatre.Her award-winning works include Hospice: A Love Story, Untold, The Choice, and Honoring Choices, the latter adapted into a film that premiered in Los Angeles and earned multiple festival awards. She also directed and produced Juntos Nos Ayudamos, a film addressing suicide in a Hispanic family, and co-hosts the podcast Out of Grief Comes Art.Elizabeth's writing appears in professional grief therapy publications, and her full-length play 'Til Death premiered Off-Broadway in 2023 with an acclaimed cast. She is currently working on The Book Club, a new play exploring the lives of senior women.Links Mentioned in this Episode Grief Dialogues WebsiteMy Guardian Angel MoviePsychArmor Resource of the WeekThis week's resource of the week is the PsychArmor course, Good Grief. Grief is not only experienced with death, it can also occur with job loss or severe changes to physical well-being. The purpose of this course is to recognize loss and identify what is learned as a result of that loss. You can find the resource here:  https://learn.psycharmor.org/courses/good-grief Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on TwitterPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

You passed the NBHWC exam — congratulations! Now what? In this episode of The Coaching Lab, Dr. Cooper and Leigh deliver the post-certification roadmap every new National Board Certified Health & Wellness Coach (NBC-HWC) needs. Whether you're aiming for a salaried role at a hospital, corporate wellness program, or insurance company, or you're ready to launch your own coaching practice, this episode walks you through every step.What you'll learn:How to leverage your NBHWC credential on LinkedIn, your resume, and professional bios to signal credibility to employersWhich professional associations are worth joining (National Wellness Alliance, American College of Lifestyle Medicine, and more)The real pros and cons of employment vs. contractor work vs. entrepreneurship — plus hybrid models that let you do bothWhere health and wellness coaches are actually getting hired right now (hospitals, corporate wellness, health insurance, gyms, EAPs) and what salary to expectHow to start your own coaching practice: business structure (LLC vs. sole proprietor), setting your rates, landing your first clients, and the tech stack you need (scheduling, payments, video, notes)Marketing that works for health coaches: niching down, building an online presence without burnout, content creation, in-person networking, referral partnerships, and Google Business ProfileScope of practice, liability insurance, client agreements, intake forms, and HIPAA basics for clinical settingsRecertification planning (36 CEs every 3 years), advanced credentials, mentorship, and peer supportMindset essentials: navigating imposter syndrome, setting boundaries early, and building a sustainable practice instead of burning out in year oneWhether you're a brand-new health coach, a wellness professional adding NBHWC to your credentials, or an aspiring coach planning your next move, this episode is the practical, no-fluff guide to turning your certification into a thriving career. Info re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/Tap into the home of the (freely available) Not Done Yet! articles on unlocking life's 2nd half here.YouTube Coaching Channel https://www.youtube.com/c/CoachingChannelContact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.comIf you are a current or future health & wellness coach, please check out our Health & Wellness Coaching Community on Facebook: https://www.facebook.com/groups/278207545599218.  This is a wonderful group if you are looking for encouragement, ideas, resources and more. 

Tom takes a Wall Street Journal retirement-account quiz while Don gleefully plays game show host, leading to a surprisingly useful (and occasionally chaotic) discussion of HSAs, Roth IRAs, Trump accounts, 529 plans, contribution limits, and retirement withdrawal rules. The episode then pivots into listener questions about ACAT transfer anxiety during market volatility and a blistering takedown of indexed annuities, including misleading “bonuses,” surrender charges, and the illusion of “market returns without risk.” The show wraps with a spirited rebuttal to a listener defending annuities and a reminder that insurance companies aren't charities—they're math machines built to profit from your longevity assumptions.0:05 Wall Street Journal retirement-account quiz begins1:06 Admitting financial advisors don't know everything1:50 AI voices, digital immortality, and cloned Don4:01 HSAs and the “triple tax advantage”5:20 Roth vs. traditional IRA tax treatment6:34 Employer matches and “Trump accounts”7:46 529 contribution-limit confusion8:47 IRA contribution eligibility and earned income11:17 Rule of 55 for penalty-free 401(k) withdrawals12:37 Trump accounts requiring U.S. stock index funds14:25 Expanded 529 eligible expenses under new law16:06 Listener question about ACAT transfer anxiety during volatility18:24 Why missing a few market days usually doesn't matter20:57 Indexed annuity “bonus” pitch dismantled23:17 Why Don despises most insurance investment products24:27 Listener challenges the show's annuity criticism26:12 Why annuities and bonds are not equivalent28:09 Long-term market assumptions vs. fear-based selling29:22 Appella's free portfolio-review philosophy29:51 Immediate annuity math and the “you're getting your own money back” argument31:23 Why insurance companies usually win the longevity bet32:15 Mattress-money analogy for annuity payouts32:59 Closing thoughts and growing podcast downloadsQuestions? Comments? Click!

Check out the podcast on Macslist here: (https://www.macslist.org/?post_type=podcasts&p=16761&preview=true) Your credentials get you in the door. But to land the job, you have to stand out. On this episode of Find Your Dream Job, guest expert Sue Barber explains why so many job seekers undersell themselves and what to do instead. She works with high achievers who stay in the background, and she's made a career of helping them step forward and speak up about the value they bring.Sue walks through how to take inventory of your strengths, use language that matches the level you're going for, and apply the "show, don't tell" principle to your interview answers. She also talks about what imposter syndrome looks like in the interview room and how to push through it. If you've ever deflected credit or downplayed your role in a project, this episode is for you.About Our Guest:Sue Barber is a coach who helps under-the-radar high achievers transform into visible leaders. Sue is also the host of The Visibility Factor podcast.Resources in This Episode:Connect with Sue on LinkedIn.Check out Sue's books, The Visibility Factor: Break Through Your Fears, Stand in Your Own Power and Become the Authentic Leader You Were Meant to Be, and Your Journey to Visibility Workbook.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.