Podcasts about employers

What happens when you leave your routine behind to embrace uncertainty? DJ DiDonna, Harvard Business School senior lecturer and founder of the Sabbatical Project, joins Craig Dowden to unpack the real benefits of sabbatical leave, drawn from years of research into hundreds of sabbatical-takers. DiDonna explains why extended leave delivers measurable physical healing, from resolving stress conditions like eczema and ulcers to reducing what he calls functional workaholism. The conversation also covers the confidence and creativity gains people report, the three sabbatical archetypes, and why the benefits of sabbatical leave extend to employers as well as employees.DiDonna draws on interviews with hundreds of sabbatical-takers to show that the benefits of sabbatical leave aren't reserved for the wealthy or the lucky. He argues most people can plan toward a sabbatical five years out by setting aside a percentage of income and identifying a trusted example who has already taken one. The episode also explores why founders and CEOs, despite having more flexibility, often feel trapped by the businesses they built, and how stepping away can reduce key-person risk while creating growth opportunities for junior staff.Throughout, DiDonna distinguishes the benefits of sabbatical leave from those of a simple vacation: vacations swap work tasks for leisure tasks, while sabbaticals create open space for identity change, healing, and experimentation. He closes with micro-moment strategies, like disconnecting for a long weekend, that let listeners borrow some benefits of sabbatical leave without leaving their jobs.Key TakeawaysThe benefits of sabbatical leave include physical healing, with sabbatical-takers reporting resolved eczema, ulcers, and trigger fingers.Sabbatical-takers frequently describe the experience as a peak life event, comparable to a wedding or the birth of a child.Three archetypes shape how people access the benefits of sabbatical leave: the achiever, the explorer, and the seeker.Confidence and creativity gains often outlast the sabbatical itself and carry into everyday work life.Employers benefit too: sabbaticals reveal key-person risk and reduce dependence on any single employee.Emotional recovery from work identity typically takes six to eight weeks before people feel like themselves again.Micro-moments, such as fully disconnected long weekends, offer some benefits of sabbatical leave without quitting a job.Planning a sabbatical five years in advance makes accessing these benefits feel achievable rather than disruptive.Chapters00:57 Introduction and DJ DiDonna's background05:31 Defining what a sabbatical actually is07:55 Why extended time off matters14:32 Reframing sabbaticals as realistic for everyone22:20 Time vs. space: the real difference from a vacation25:19 The emotional journey of a sabbatical28:55 The three archetypes: achiever, explorer, seeker34:02 Financial and logistical planning38:45 Sabbaticals for founders and leaders42:26 Micro-moments: everyday sabbatical practices47:06 Closing thoughts and final adviceGuest ContactWebsite: https://thesabbaticalproject.orgBook page: https://djdidonna.com/big-time-off/LinkedIn: https://www.linkedin.com/in/djdidonnaFAQQ. What are the main benefits of sabbatical leave?A. DiDonna's research points to physical healing, increased confidence, renewed creativity, and stronger organizational resilience.Q. How long until the mental health benefits of sabbatical leave kick in?A. Most people need six to eight weeks before feeling like themselves again, separate from their work identity.Q. Do the benefits of sabbatical leave extend to employers?A. Yes. DiDonna argues sabbaticals reduce key-person risk and reveal overly dependent business processes.

The unemployment rate fell in June, but beneath that encouraging headline are signs that the U.S. job market may be losing momentum. Employers added just 57,000 jobs, previous estimates were revised downward and the share of people working or actively looking for work declined. Older workers are leaving at especially high rates, while hiring burnout, return-to-office mandates, caregiving responsibilities, retirement and lower immigration may all be contributing to a shrinking labor force. USA TODAY Money Reporter Rachel Barber joins The Excerpt to explain what the latest numbers really reveal, why fewer available workers could constrain economic growth and how much confidence we should place in a jobs report that may still be revised.Let us know what you think of this episode by sending an email to podcasts@usatoday.com. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Whether you're 25 or 75, protecting and enhancing your brain health matters right now. In this episode of The Coaching Lab, Dr. Brad Cooper and co-host Sabryna Liddle sit down with Trish Turo—brain health educator, researcher, yoga teacher, and National Board Certified Health & Wellness Coach—for a conversation that spans every age and stage of life.As Director of Brain Health with the Virtual Brain Health Center and Director of Wellness with Kenosis Counseling Center, Trish brings deep expertise from her work with leading digital health organizations including Noom, Hinge Health, Together Senior Health, and Linus Health. With a Master of Science in Health Psychology, she's designed behavior change programs for people across the lifespan—from authoring "A Kids Book About Healthy Habits" to building dementia-prevention programs for older adults.Tune in to discover practical, evidence-based strategies for keeping your mind sharp, the habits that support long-term cognitive wellness, and why brain health is a lifelong pursuit worth starting today. Whether you're a coach looking to expand your impact or simply someone who wants to think clearer and live better, this is an episode you won't want to miss. As a bonus, here is link to a brand new research study Trish was involved in designing/researching.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. 

What is it really like to work for an interior designer? And just as importantly, what does it take to build a healthy, balanced employee-employer relationship that lasts?As I celebrate 200 episodes of Design Curious, I wanted to pull back the curtain and share a candid conversation with someone who knows my business better than almost anyone—my employee, Lillian Janik. Lilly has worked alongside me for eight years, and together we've navigated everything from residential interior design projects and company growth to mentorship programs, commercial work, and the everyday realities of running a creative business.If you're an aspiring interior designer wondering whether you should work for a design firm or start your own business, this episode offers valuable insight into the employee-employer relationship. We talk about communication, company culture, leadership, career growth, and the mindset shifts that come with being part of a design team.We also have some fun along the way. Lily turns the tables and interviews me, asking questions about work-life balance, design trends, my personal style journey, and how I manage everything from mentoring designers to running the Sacramento Design Business Community. You'll even get a peek at my love of Art Deco architecture, my obsession with historical plaques, our mission to identify the names of Sacramento alleyways, and how a simple wardrobe redesign became its own creative project.Whether you're building a creative career, growing a design business, or simply curious about the behind-the-scenes realities of working in interior design, this conversation is full of practical wisdom and honest reflections.Featured GuestLillian "Lilly" Janik brings a thoughtful eye, calm presence, and strong design sensibility to the Rebecca Ward Design team. She is a graduate of CSU Sacramento with a Bachelor of Arts in Interior Design. Lillian first joined the studio as an intern during her final semester and quickly became an essential part of the team. Today, as an Associate Designer, she supports projects through design development, sourcing, documentation, and the many details that help each home feel cohesive and complete.What You'll Learn in This Episode✳️ Employee versus entrepreneur mindset differences✳️ Building strong workplace communication and trust✳️ Creating a positive company culture in design firms✳️ Work-life balance strategies for busy creatives✳️ Finding community through mentorship and networkingRead the Blog >>> Secrets to Creating a Strong Employer–Employee Relationship in Interior Design FirmsNEXT STEPS:

When your client has diabetes, what does (and doesn't) Medicare cover? We talk about how diabetes treatments, supplies, and services are covered by the different parts of Medicare so you can help your clients know what to expect.   Read the text version   Get Connected:

Jeff Hogan Managing Director and Co-Founder of Judi Group Talks about AI and Healthcare costs to Employers. Garner – How much is AI Upcoding costing Employers?

SEVEN HUNDRED THOUSAND PEOPLE CLICKED DISLIKE AND THE TICKETS SOLD OUT ANYWAY Christopher Nolan's The Odyssey opens tonight, and we're asking what it actually proves when the audience objects for eighteen months and Hollywood gets paid regardless. Then we walk through the Supreme Court quote everybody shared this week that Amy Coney Barrett never said, and what it costs us when we're the ones who stopped checking. We get into a Gen X psychiatrist's list of six things people miss about the eighties that reads like an inventory of liberties somebody took, the Wall Street Journal's push to rebrand middle age as "prime time" while the median first-time home buyer hits forty, employers quietly dropping marijuana screening because they can't find enough applicants, and the two-hundred-dollar-an-hour trainers selling American men longevity one hip thrust at a time.

AI is transforming the way employers vet job candidates. WSJ careers columnist Callum Borchers explains how your digital footprint can have professional consequences. Plus, WSJ personal tech columnist Nicole Nguyen tells us what happened when she gave an AI agent access to her passwords. Imani Moise hosts. Have you seen an AI-generated post you thought was real? We want to hear from you! Record a voice memo and send it to tnb@wsj.com or leave us a voicemail at (212) 416-2236. Sign up for the WSJ's free Technology newsletter. Learn more about your ad choices. Visit megaphone.fm/adchoices

"Employers have the right to expect much more from their benefit consultants than ever before. This isn't just about managing the fully insured renewal anymore."In this week's special bonus episode, I'm joined by Dr. Dena Bravata, physician, healthcare entrepreneur, and Clinical Advisor for ParetoHealth, to break down the findings from Pareto's inaugural 2026 State of Healthcare Spend Report.Based on responses from nearly 1,600 CEOs, finance, and HR leaders, Dena and I unpacked why employers have finally reached their "damn it" moment. We discussed the massive unpredictability of fully insured renewals, why 80% of employers are actively considering alternative funding mechanisms, and the real reason half of the market is ready to fire their current broker.We also dove into the clinical side of the data. We looked at top cost drivers like cancer, MSK, and GLP-1s, and explored why treating mental health and substance use as a core component of your medical plan is non-negotiable for cost containment.If you advise SMB employers or manage a health plan yourself, the era of the broker "apology tour" and basic renewal management is over. This episode is a reality check on exactly what clients are expecting right now. Tune in!Visit 2026 State of Healthcare Spencer Self Funding Podcast to review the report. Thank you to ParetoHealth for sponsoring this episode!ParetoHealth: ParetoHealth empowers midsize employers with a long-term solution to reduce volatility and lower overall health benefits costs. Visit https://www.paretohealth.com/events/ to learn more.Episode Chapters(00:00:00) Intro: Dr. Dena Bravata & The 2026 Healthcare Spend Report (00:01:05) Why Small & Midsize Employers Are Ignored in Healthcare Data (00:02:37) The "Damn It" Moment: Approaching $20,000 Per Employee (00:04:09) Survey Demographics: 1,600 Leaders Across 14 Industries (00:05:44) 80% of Employers Saw Double-Digit Healthcare Increases (00:07:28) Why Half of the Market is Ready to Fire Their Broker (00:10:59) Top Medical Cost Drivers: Cancer, MSK, and GLP-1s (00:15:01) The Amplifier Effect of Mental Health & Substance Use (00:18:38) Pharmacy Spend & Why Primary Care Can't Manage Obesity (00:21:14) Price Variance and the Need for Care Navigation (00:22:18) The Era of the "Apology Tour" and Renewal Management is Over (00:24:37) Closing Thoughts: Demand More From Your ConsultantKey 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 have the right to expect much more from their benefit consultants than ever before. This isn't just about managing the fully insured renewal anymore."In this week's special bonus episode, I'm joined by Dr. Dena Bravata, physician, healthcare entrepreneur, and Clinical Advisor for ParetoHealth, to break down the findings from Pareto's inaugural 2026 State of Healthcare Spend Report.Based on responses from nearly 1,600 CEOs, finance, and HR leaders, Dena and I unpacked why employers have finally reached their "damn it" moment. We discussed the massive unpredictability of fully insured renewals, why 80% of employers are actively considering alternative funding mechanisms, and the real reason half of the market is ready to fire their current broker.We also dove into the clinical side of the data. We looked at top cost drivers like cancer, MSK, and GLP-1s, and explored why treating mental health and substance use as a core component of your medical plan is non-negotiable for cost containment.If you advise SMB employers or manage a health plan yourself, the era of the broker "apology tour" and basic renewal management is over. This episode is a reality check on exactly what clients are expecting right now. Tune in!Visit 2026 State of Healthcare Spencer Self Funding Podcast to review the report. Thank you to ParetoHealth for sponsoring this episode!ParetoHealth: ParetoHealth empowers midsize employers with a long-term solution to reduce volatility and lower overall health benefits costs. Visit https://www.paretohealth.com/events/ to learn more.Episode Chapters(00:00:00) Intro: Dr. Dena Bravata & The 2026 Healthcare Spend Report (00:01:05) Why Small & Midsize Employers Are Ignored in Healthcare Data (00:02:37) The "Damn It" Moment: Approaching $20,000 Per Employee (00:04:09) Survey Demographics: 1,600 Leaders Across 14 Industries (00:05:44) 80% of Employers Saw Double-Digit Healthcare Increases (00:07:28) Why Half of the Market is Ready to Fire Their Broker (00:10:59) Top Medical Cost Drivers: Cancer, MSK, and GLP-1s (00:15:01) The Amplifier Effect of Mental Health & Substance Use (00:18:38) Pharmacy Spend & Why Primary Care Can't Manage Obesity (00:21:14) Price Variance and the Need for Care Navigation (00:22:18) The Era of the "Apology Tour" and Renewal Management is Over (00:24:37) Closing Thoughts: Demand More From Your ConsultantKey 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/

(July 16, 2026) California employer health premiums will cost as much as a new car in 2027. AI knows what you did online and so does your employer. Sleeping robotaxi riders are triggering 911 calls and straining first responders. Several streets in West Hollywood were flooded with rushing water following a water main break overnight.See omnystudio.com/listener for privacy information.

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/EP261  In episode 261, Coffey talks with Bernadette Jones about how leaders can identify, triage, and resolve workplace issues before they escalate into legal and cultural crises.  They discuss leader avoidance of difficult conversations and its organizational consequences; distinguishing between people problems, process problems, and leadership problems; using a triage framework to assess urgency and risk in workplace issues; the TRIAGE acronym as a structured people problem resolution framework; the role of documentation in at-will terminations and discrimination defense; when to bring in third-party HR consultants or employment counsel; the cost and cultural damage of nuisance lawsuits and settlement checks; transparent post-incident communication strategies that protect employee privacy; the connection between ongoing feedback practices and employee trust; and workplace trauma, post-COVID mental health, and psychological safety as cultural imperatives.  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:  Bernadette Jones is Co-Founder of Visionova HR Consulting, where she helps organizations lead at the intersection of compliance and culture. With more than two decades of experience in HR leadership, coaching, and consulting, she supports nonprofits, small businesses, and mission-driven teams in navigating difficult conversations, employee-relations challenges, leadership communication breakdowns, and workplace culture transformation.   A national speaker, Bernadette has presented for SHRM, Nonprofit HR, Northern California SHRM, and other conferences across the country. She serves on the Northern California SHRM Professional Development and Conference Committee and chairs the NorCal SHRM DEIB Committee, where she helps shape content and conversations for HR leaders regionally and beyond. Bernadette has presented at SHRM conferences and nonprofit leadership events on topics including workplace respect, harassment prevention, inclusive leadership, and culture-first HR strategy.   She is especially valued for helping leaders move beyond policy-only thinking and toward practical, respectful leadership that works in the real world. With her 20 years of experience, Bernadette has worked with executives, HR leaders, and managers who are navigating toxic employees, scary complaints, high-stakes terminations, and burned-out teams often without a full HR department behind them. She is known for her calm, candid style and her ability to translate complex HR and employment-law concepts into plain language leaders can act on right away.  Bernadette Jones can be reached at:  Email: bjones@visionovahr.com  Website: https://visionovahr.activehosted.com/f/55 LinkedIn: https://www.linkedin.com/in/bernadettejones-visionovahr/ Facebook: https://www.facebook.com/VisionovaHR Instagram: https://www.instagram.com/bernadettejoneshr/?hl=en#   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: Apply the People Problem Triage framework to distinguish between people, process, and leadership problems before escalating to formal action.  Assess the compliance and legal risk level of a workplace issue in order to determine appropriate urgency and next steps.  Recognize how undocumented role changes, unclear responsibilities, and deferred feedback create conditions for employee conflict and litigation exposure 

Interested in a career in cybersecurity, AI, data science, or national security? In this episode of ClearedCast, we sit down with Meagan Zinnert, Program Coordinator for the Department of Information Systems at the University of Maryland, Baltimore County (UMBC), to discuss how today's students are preparing for tomorrow's mission-critical careers.We cover:The difference between information systems, computer science, and cybersecurityWhy information systems professionals are critical to national security missionsThe technical and soft skills employers are looking for todayAI's impact on higher education and the future workforceInternships, career pathways, and opportunities in the cleared industryHow UMBC is adapting its curriculum to keep pace with emerging technologiesWhether you're a student exploring career options, a professional considering graduate school, or an employer interested in the future cleared workforce, this conversation offers valuable insights into where technology—and national security hiring—is headed.

Are we staring into the abyss of a hiring chaos or on the brink of a revolution? Join us as we dive deep into the messy truth behind current job boards, AI's role in hiring, and how the market is reshaping the talent game. This is raw, real, and everything you need to understand where work is headed today.  In this episode:  The turbulence in the job board market and declining power of giants like ZipRecruiter and Indeed  How AI could finally end ghosting and improve hiring transparency  The impact of economic slowdown and slow hiring strategies on blue vs. white collar jobs  Why employer distrust is rising and how pricing models fuel the chaos  The future of smaller companies, AI assistants, and the redefinition of HR in a tech-driven world    Timestamps: 00:00 - Introduction: Unpacking the chaos in recruiting tech 02:22 - Fun facts about Chris: Kayaking and hiking adventures 04:40 - The real trouble with job boards: Struggling giants and market share battles 07:12 - Is the market slowdown due to fewer jobs or just hiring shifts? 08:41 - Employer behavior shift: Quantity over quality and ghosting culture 09:56 - AI's potential to eliminate ghosting and streamline the recruitment process 11:11 - How companies like Greenhouse are rethinking candidate experience 12:54 - The fundamental business problems facing job boards today 14:29 - Why secondary job boards are failing to overtake giants 17:50 - Trends in blue collar vs. white collar hiring challenges 19:04 - The nightmare of application processes and resume parsing 22:57 - The future of AI agents for job seekers and hiring automation 26:24 - Will smaller, more AI-driven companies dominate the future? 28:52 - How job seekers are feeling: Fear, hope, and AI optimism 30:33 - The human side of AI: From greeting cards to personalized connections 31:49 - The coming era of smaller teams powered by AI efficiency 33:35 - Creative visions: HR Data Doodles and comedy in Human Resources    Resources & Links:  RecTech Media - Follow Chris Russell for cutting-edge insights  ZIPRecruiter - The struggling giant of job boards  Indeed - Dominant market player and trends insight  Greenhouse - HR tech innovator focusing on candidate experience  Europe's AI & Data Privacy Standards - For regulatory context  YouTube: Human Resources TV Show - Satirical look into HR humor  Connect with Chris Russell:  LinkedIn  Twitter  Stay tuned for more episodes where we challenge the status quo, ignite the future of work, and boldly explore what's next in HR and recruitment. 

Something has been circulating in our industry, and it's causing real problems for employers and for ergonomics professionals who are trying to build credible practices around genuine client needs.There are articles claiming that employers face a December 2026 OSHA deadline to complete home office ergonomic audits under a new remote work framework. In this episode, Darcie Jaremey digs into where that claim is actually coming from, why it's flat-out false, and what the real regulatory picture looks like for remote worker ergonomics.The short answer: there is no deadline. OSHA's position on home offices has not changed since 2000. But the real obligations employers do have around recordkeeping, workers' compensation, and accommodation law are significant, and the injury data alone makes the case for action without any manufactured urgency attached to it.What you'll take away:Why the December 2026 OSHA deadline is fabricated and who benefits from spreading itOSHA's actual formal guidance on home office inspections, quoted directly from the sourceThe General Duty Clause: what it is, what it requires, and why it applies regardless of where work happensThe three real employer obligations that do apply to remote workers right now: recordkeeping under 29 CFR Part 1904, workers' comp exposure, and ADA accommodation lawWhy a chair purchase is not an ergonomic assessment, and why that matters for both employers and consultantsWhat a real remote ergonomics program actually looks like61.2% of home-based workers report musculoskeletal discomfort from their home setup. That number is documented, real, and more than enough to justify action. No fake deadline required.Want to build an ergonomics practice that gives clients the accurate picture and earns their trust?That's exactly what Accelerate: The Business of Ergonomics is built for. Accelerate gives you the training, tools, and coaching to attract corporate clients, charge what you're worth, and build a practice you're proud of. You'll get monthly live coaching with Darcie, a curated equipment database, done-for-you content and swipe copy, business growth modules, and a community of ergonomics professionals doing the same work you are.Join at ergonomicshelp.com/accelerateResources mentioned:Accelerate: The Business of Ergonomics: ergonomicshelp.com/accelerateOSHA Formal Guidance on Home Offices (1999): osha.govOSHA Injury Cost Estimator: osha.govIf you're a healthcare professional and this episode got your wheels turning about office ergonomics - good. I've got free resources to help you take the next step at ergonomicshelp.com/resources. 

Should young job seekers start their careers with contract roles? With stiff competition for full-time roles, a tight job market and employers being more selective about new permanent hires, perhaps contract roles shouldn’t be off the table. In Singapore, such roles have become more common over the past few years. What can young people do to build their careers? Also, is contract work truly the ‘lesser cousin’ of permanent work? In this episode, I speak with: • Francois Lancon, the regional president of Asia Pacific and Middle East for ManpowerGroup, a global expert on labour market and employment trends, • Tyrina Toh, a contract content creator for businesses, who left a full time position to work only contract and freelance jobs •Seth Ng, a fresh university graduate who is currently looking for a job. Host: Natasha Ann Zachariah (natashaz@sph.com.sg) Read Natasha’s articles: https://str.sg/iSXm Follow The Usual Place podcast on IG: https://str.sg/8KNT Follow Natasha on LinkedIn: https://str.sg/v6DN Filmed by: Studio+65 Edited by: Eden Soh & Natasha Liew Executive producer: Danson Cheong Producers: Natasha Ann Zachariah, Elizabeth Law & Zachary Lim Follow The Usual Place Podcast and get notified for new episode drops every Thursday: Channel: https://str.sg/5nfm Apple Podcasts: https://str.sg/9ijX Spotify: https://str.sg/cd2P YouTube: https://str.sg/theusualplacepodcast Feedback to: podcast@sph.com.sg --- Follow more ST podcast channels: All-in-one ST Podcasts channel: https://str.sg/wvz7 Get more updates: http://str.sg/stpodcasts --- Get The Straits Times app, which has a dedicated podcast player section: The App Store: https://str.sg/icyB Google Play: https://str.sg/icyX -- #tup #tuptrfSee omnystudio.com/listener for privacy information.

Every firm competing for talent is saying the same things. Great culture. Exciting projects. Competitive benefits. And candidates can't tell any of you apart. That's the problem James Ellis has built a career solving. In this episode, James breaks down what employer brand actually is (hint: not a campaign, not a vibe, not a careers page redesign) and how midsized companies can build a brand that wins talent without outspending bigger competitors. We get into why most employer brand work is theater, what candidates actually believe about your firm, and how to change what recruiters say and hiring managers reinforce. This one is for AEC firm leaders, TA and HR professionals, and anyone tired of posting jobs into the void and wondering why the right people never apply. About James Ellis: James Ellis is the founder of Employer Brand Labs, where he builds choosable employer brands for mid-market companies in 3 to 5 weeks. He's built employer brands at Webflow, Roku, ASICS, and Telecare over more than 13 years, and he's the bestselling author of Becoming Choosable and Talent Chooses You. Based in Chicago, James describes his stage presence as equal parts strategist and friendly arsonist. Find him at employerbrandlabs.com and on LinkedIn at linkedin.com/in/thewarfortalent. What We Cover: Introduction and James's background building employer brands at Webflow, Roku, and ASICS Why most companies don't have a hiring problem, they have a differentiation problem What "employer brand theater" looks like and why it fails How midsized firms can compete for talent without outspending the giants What it means to be a "choosable" employer How employer brand shows up in job posts, outreach, career sites, and interviews Why you can rent attention but you can't rent trust Where to find James + closing thoughts Key Takeaways: Employer brand is a system, not a campaign. It changes what candidates believe, what recruiters say, and what hiring managers reinforce. If your job posts could belong to any of your competitors, candidates have no reason to choose you. Midsized firms win talent through clarity and differentiation, not budget. You can't scale a business faster than you can hire the right people. Employer brand work should be usable Monday morning, not next quarter. Resources + Links: Employer Brand Labs: https://www.employerbrandlabs.com James on LinkedIn: http://linkedin.com/in/thewarfortalent Newsletter: https://employerbrandheadlines.com Books, videos, podcasts, and articles: http://www.EB-AF.com Becoming Choosable and Talent Chooses You by James Ellis  

John Maytham speaks to Audrey Johnson, Executive in the Employment practice at ENS, about a landmark Labour Court judgment confirming that workplace sexual harassment protections apply equally to male employees and the obligations employers have when handling such complaints. Presenter John Maytham is an actor and author-turned-talk radio veteran and seasoned journalist. His show serves a round-up of local and international news coupled with the latest in business, sport, traffic and weather. The host’s eclectic interests mean the program often surprises the audience with intriguing book reviews and inspiring interviews profiling artists. A daily highlight is Rapid Fire, just after 5:30pm. CapeTalk fans call in, to stump the presenter with their general knowledge questions. Another firm favourite is the humorous Thursday crossing with award-winning journalist Rebecca Davis, called “Plan B”. Thank you for listening to a podcast from Afternoon Drive with John Maytham Listen live on Primedia+ weekdays from 15:00 and 18:00 (SA Time) to Afternoon Drive with John Maytham broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/BSFy4Cn or find all the catch-up podcasts here https://buff.ly/n8nWt4x Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Here, the reigning Personal Injury Partner of the Year reflects on why psychological injury claims "are a real hot-button topic" right now, why workers may delay lodging such claims, and the misconceptions around such lodgement. Host Jerome Doraisamy speaks with Gain Lawyers founder Jeremy Roche about why he's so motivated to be a personal injury lawyer, his reflections on the recently held Partner of the Year Awards, the state of affairs for psychological injury claims, the disparity between how Australian jurisdictions manage such claims, the complexities with such injuries compared to other ailments, what constitutes best practice for lawyers working in this space, and where such claims are headed in the future. If you like this episode, show your support by rating us or leaving a review on Apple Podcasts (The Lawyers Weekly Show) and by following Lawyers Weekly on social media: Facebook, X and LinkedIn. If you have any questions about what you heard today, any topics of interest you have in mind, or if you'd like to lend your voice to the show, email editor@lawyersweekly.com.au

Takalani Lukhaimane – Manager: Retirement funds conduct supervision, FSCA SAfm Market Update - Podcasts and live stream

Takalani Lukhaimane – Manager: Retirement funds conduct supervision, FSCA SAfm Market Update - Podcasts and live stream

Is Europe losing its competitive edge? Can the EuropeanUnion remain economically strong while protecting its social model, environmental ambitions and democratic values?In this special episode of Talk Eastern Europe, recorded at the Connecting EU Seminar in Sofia, Bulgaria and organised by the European Economic and Social Committee (EESC), Adam Reichardt moderates a wide-ranging discussion on Europe's biggest economic and political challenges.Joining the discussion are:• Cillian Lohan – President, Civil Society Organisations Group (EESC)• Sandra Parthie – President, Employers' Group (EESC)• Philipp Lausberg – Senior Analyst, European Policy Centre• Florian Marin – Workers' Group (EESC)Topics include:As Europe faces growing geopolitical competition, economicfragmentation and rising security challenges, this conversation explores what the EU must do to remain prosperous—and united.This episode was produced in partnership with the European Economic and Social Committee (EESC).Learn more about the event, including recordings from the discussions here: https://www.eesc.europa.eu/en/agenda/our-events/events/defence-european-values-power-civil-societyTalk Eastern Europe is the podcast from New Eastern Europemagazine - your trusted source for in-depth analysis and expert perspectives on Central and Eastern Europe, Russia, and the post-Soviet space.Available on Spotify, Apple Podcasts, YouTube and all majorplatforms.Read the New Eastern Europe Magazine Bimonthly publication with exclusive long-form analysis. https://neweasterneurope.eu/become-a-member-of-new-eastern-europe/ Support us on PatreonJoin our community for bonus content, early access, behind-the-scenes insights, and access to our exclusive WhatsApp group where we discuss the news in real-time. https://www.patreon.com/talkeasterneuropeSubscribe to the Brief Eastern Europe NewsletterWeekly briefing sent out every Monday with news updates,expert commentary, and our editorial picks - free to your inbox: https://briefeasterneurope.eu/subscribeFOLLOW USInstagram: https://www.instagram.com/neweasterneuropemag/Facebook: https://www.facebook.com/NewEasternEurope/LinkedIn: https://www.linkedin.com/company/new-eastern-europe/

In this episode of The Nonprofit Exchange, Hugh Ballou speaks with Van Ton-Quinlivan about why workforce development must be understood as a collaborative community effort, not the responsibility of any single organization. Van explains that healthcare workforce development offers a powerful model for nonprofit leaders because the same principles apply across many fields: people need trusted guides, clear pathways, practical training, and community encouragement to move toward meaningful work. Van shares her own story of coming to the United States from Vietnam as a child and how access to education helped her family rebuild. That experience shaped her lifelong commitment to opening doors for others. Her work today focuses on helping people gain the credentials and confidence needed to enter healthcare careers, especially in allied health roles that are essential to community well-being. A central theme of the conversation is the “three-legged stool” of workforce development: employers, educators, and community organizations. Employers define the skills needed and offer the jobs. Educators help close the gap between current ability and workforce readiness. Nonprofits and community organizations serve as trusted connectors who invite people into new possibilities, help them understand available pathways, and support them as they take the next step. The conversation also highlights the dignity of opportunity. Nonprofits are not called simply to rescue people, but to help them recognize their gifts, build confidence, and see a future they may not yet imagine for themselves. Van notes that many people in every community have untapped potential but need encouragement, information, and access to the right pathway. Hugh and Van also explore inclusion, accessibility, and the importance of recognizing talent among people who are often overlooked, including individuals with disabilities, those with lived experience, adults returning to work, and young people seeking meaningful career exposure. Van points out that some career pathways, such as peer support roles, actually depend on lived experience as a qualification. The episode closes with a practical challenge for nonprofit leaders: identify one action this week that can help someone see a future in healthcare, in your organization, or in another meaningful career path. Workforce development is not only about filling jobs; it is about changing the trajectory of lives by building pathways of trust, dignity, opportunity, and collaboration. More information at https://futurohealth.org/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Aubrey Masango speaks to Kenanawo Christopher Mashupye, HR practitioner and Director of Mashupye HR Consulting Services, to unpack why employees must disclose their side businesses. He further breaks down the rules, the risks, and real examples from the CCMA and Labour Courts. Tags: 702, Aubrey Masango show, Aubrey Masango, Bra Aubrey, Legal Matters, Kenanawo Christopher Mashupye, Side hustle, CCMA, Labour law The Aubrey Masango Show is presented by late night radio broadcaster Aubrey Masango. Aubrey hosts in-depth interviews on controversial political issues and chats to experts offering life advice and guidance in areas of psychology, personal finance and more. All Aubrey’s interviews are podcasted for you to catch-up and listen. Thank you for listening to this podcast from The Aubrey Masango Show. Listen live on weekdays between 20:00 and 24:00 (SA Time) to The Aubrey Masango Show broadcast on 702 https://buff.ly/gk3y0Kj and on CapeTalk between 20:00 and 21:00 (SA Time) https://buff.ly/NnFM3Nk Find out more about the show here https://buff.ly/lzyKCv0 and get all the catch-up podcasts https://buff.ly/rT6znsn Subscribe to the 702 and CapeTalk Daily and Weekly Newsletters https://buff.ly/v5mfet Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Season 10 Episode 03: Predicting Risk: Why Psychosocial Safety Needs a New PlaybookWARNING: This episode refers to sexual harassment and occupational psychosocial risks – we advise listener discretion.Meep-meep. The roadrunner—an analogy for the rapidly changing occupational sociocultural landscape.What happens when psychosocial risk management, industrial relations, human rights, and WHS law intersect?In this episode, Alan Girle, Trajce Cvetkovski, and Sara Pazell explore the evolution of psychosocial risk management—from the decommissioning of PAWS to the development of PRAiSE (Psychosocial Risk Assessment and Integrated Solutions for Employers) and the PRA (Psychosocial Risk Analyser) feature in ErgoAnalyst, an integrated task-based risk assessment and work re-design decision support software system.The discussion examines survey bias, the challenges of measuring psychosocial risk, acute versus cumulative exposures, predictive analytics, and the shift from lag indicators to leading indicators. This is a practical discussion about moving beyond compliance to build organisational capability to design better, healthier, productive work.Along the way, the team reflect on favourite childhood cartoon characters and their ‘on the edge' antics, recent industry forums, WhyWork workshops, and Trajce's "rockstar" days. Alan compares Trajce's 80's music genre pursuits with the current phenomenon of the precariat, casualised worker whose livelihood depends on wages and tips (“That's ‘tips' with a ‘P' for our listeners who may have lost that pronunciation,” reminds Alan, in his cheeky but dry wit style). The team take a few more nostalgic detours featuring past Coyote Ugly podcast chatter, the Road Runner's "Meep Meep!", and the cartoon character, Marvin the Martian.This episode builds on last week's release: S10 E02: Coyote Ugly: Scandal Upon ScandalFor more on the changes impacting industry approaches to psychosocial risk management, download ViVA health at work's flyer on, "Rethinking Psychosocial Risk."

The June jobs report just landed, and it's ugly. Employers added only 57,000 jobs, well below expectations, and more than 700,000 people dropped out of the workforce entirely in a single month. We break down what's really going on beneath the headline number.We also dig into a striking Federal Reserve stat: 49% of adults under 30 now live with a parent, up 12 percentage points since 2019. That's a massive shift in household formation, and it has direct implications for rental demand and the housing market.Plus, a major lawsuit that could reshape how real estate data works nationwide, Kelley Blue Book's surprising expansion into real estate valuations, and a bill sitting on the president's desk that could become law any day now.#JobsReport #RealEstateNews #HousingMarket #Economy #podcast #peoplenottitlesFull episodes available at www.peoplenottitles.comPeople, Not Titles podcast is hosted by Steve Kaempf and is dedicated to lifting up professionals in the real estate and business community. Our inspiration is to highlight success principles of our colleagues.Our Success Series covers principles of success to help your thrive!www.peoplenottitles.comIG - https://www.instagram.com/peoplenotti...FB - https://www.facebook.com/peoplenottitlesTwitter - https://twitter.com/sjkaempfSpotify - https://open.spotify.com/show/1uu5kTv...

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain.

The Employers and Manufacturers Association is pushing for a bipartisan approach to business policy ahead of the election. The EMA wants greater certainty for businesses. Including plans for manufacturing, a clear energy future and stable settings. Head of Advocacy Alan McDonald told Mike Hosking that as long as everyone can agree on the major settings, it shouldn't matter which government gets in. He says the changing back and forth over the past decade has been highly problematic. LISTEN ABOVESee omnystudio.com/listener for privacy information.

Brooke Laing is a steam fitter and welder apprentice in her third year with UA Local 46 in Toronto. She's also the Chief of Strategy for the Sisterhood of Trades and just started her own podcast. So she's got something to say about what it's really like for women coming into the trades right now.The barriers are real. Women have to prove themselves in ways men don't. There's harassment that supervisors aren't taking seriously. And trying to find PPE that actually fits? Good luck. But the industry is starting to shift some employers are finally getting it.The flip side is that women are crushing it in the trades. Better attention to detail, willing to do the work right instead of just fast. And young women are discovering this through social media where tradeswomen are showing the real side of the job.Getting women into the trades isn't that complicated. Union apprenticeships are structured and solid. Networking opens doors. And having a community like the Sisterhood means you're not figuring it out alone.Highlights:Women entering trades face barriers like have to prove themselves constantly and dealing with harassment that goes nowhere.PPE that actually fits women is harder to find than it should be.Social media is how young people are actually learning about what trades look like.Union apprenticeships provide structure and community that matters.Employers who take complaints seriously and create safer environments are seeing the shift happening.Make sure to subscribe to Blue Collar BS where we talk about the things most don't want to talk about so we can help move the trades forward. Share this episode with someone who needs to hear real conversations from people actually working in the trades today.Get in touch with Brooke:FacebookInstagramLinkedInGet in touch with us:Check out the Blue Collar BS website.Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

During the pandemic, employers took care to build support network for stressed workers, but years later, 67% of employers say they have more people taking long mental health breaks from the office. Is travel a necessary mental health break? Plus,

During the pandemic, employers took care to build support network for stressed workers, but years later, 67% of employers say they have more people taking long mental health breaks from the office. Is travel a necessary mental health break? Plus,

In episode 260 Coffey talks with Gerald Maatman Jr. about reducing employment litigation risk in an increasingly complex legal environment.  They discuss the realities and limitations of at-will employment in modern workplaces; litigation avoidance strategies for business owners and HR leaders; how employers should evaluate settlement versus defense decisions; reverse discrimination and evolving protected class litigation trends; federal, state, and municipal employment law compliance challenges; managing multi-state employment law requirements and policy administration; workplace culture, employee trust, and internal complaint systems; the role of HR as advisor, coach, and organizational risk manager; wage and hour class action litigation and emerging workplace legal threats; artificial intelligence governance and employment-related legal exposure; workplace privacy, biometric data, and employee information security risks; equal pay litigation and compensation equity concerns; religious accommodation and changing EEOC enforcement priorities; frontline manager training and its impact on legal risk; remote work management challenges and post-pandemic workplace dynamics; practical documentation, communication, and employee relations best practices.  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/EP260  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:  Gerald L. Maatman, Jr., is the Chair of Duane Morris LLP's Class Action Defense Team. With nearly four decades of experience practicing law, he has defended some of the most significant bet-the-company cases ever filed against corporate America. Mr. Maatman has represented companies, executive teams, and boards across the country in class action litigation, ranging in size from thousands to hundreds of thousands of claims by employees. In addition to his litigation work, Mr. Maatman helps clients anticipate large-scale risks before they escalate into litigation.  Gerald L. Maatman, Jr can be reached at   https://www.duanemorris.com/attorneys/geraldmaatman.html  https://www.linkedin.com/in/geraldmaatman/  https://x.com/g_maatman 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 employment litigation develops and how organizations can reduce legal exposure. Evaluate HR policies and management practices that strengthen workplace compliance and employee trust. Implement practical approaches to documentation, manager training, and personnel decision-making that withstand legal scrutiny. 

During the pandemic, employers took care to build support network for stressed workers, but years later, 67% of employers say they have more people taking long mental health breaks from the office. Is travel a necessary mental health break? Plus,

During the pandemic, employers took care to build support network for stressed workers, but years later, 67% of employers say they have more people taking long mental health breaks from the office. Is travel a necessary mental health break? Plus,

During the pandemic, employers took care to build support network for stressed workers, but years later, 67% of employers say they have more people taking long mental health breaks from the office. Is travel a necessary mental health break? Plus,

During the pandemic, employers took care to build support network for stressed workers, but years later, 67% of employers say they have more people taking long mental health breaks from the office. Is travel a necessary mental health break? Plus,

During the pandemic, employers took care to build support network for stressed workers, but years later, 67% of employers say they have more people taking long mental health breaks from the office. Is travel a necessary mental health break? Plus,

Darryl Moon joins the conversation to challenge one of the biggest assumptions about healthcare:That rising healthcare costs are simply unavoidable.They aren't.Drawing from decades of experience leading hospitals as a CFO, COO, and CEO, Darryl explains why many healthcare systems are built around incentives that often conflict with the goals of employers and patients alike.Rather than focusing solely on treating illness, he argues that healthcare should be designed around long-term relationships, prevention, and helping people achieve healthier lives before serious medical problems arise.The discussion explores why employers have far more influence over healthcare than they realize, how alternative primary care models are reducing costs while improving outcomes, and why simply spending more money doesn't necessarily produce better health.Most importantly, it's a reminder that fixing healthcare isn't just about new technology or new policies.It's about redesigning incentives so every part of the system is working toward the same goal.TL;DRHealthcare costs continue to rise because many incentives inside the system are misaligned.Employers have more power than they realize to reshape how healthcare is delivered.Strong primary care relationships can improve outcomes while reducing long-term costs.Building trust between patients and providers is often more valuable than simply expanding treatment options.Preventive care and ongoing coaching can reduce expensive hospital visits.Relationships—not just medicine—play a major role in improving health.Real healthcare transformation begins by aligning incentives around patient wellbeing instead of system revenue.Memorable Lines“Healthcare doesn't have an innovation problem—it has an alignment problem.”“Relationships come first. Science comes second.”“The people who buy healthcare are the only ones who can truly change the system.”“Most healthcare spending can be traced back to behavior.”“Better primary care creates better outcomes at lower cost.”“You don't change health by treating illness—you change it by helping people achieve their life goals.”“Healthcare should become a partner in life, not just a place you visit when something breaks.”GuestDarryl MoonHealthcare transformation strategist and former hospital executive who has served as a CFO, COO, and CEO across multiple hospitals.Today, Darryl works with employers to redesign healthcare purchasing strategies, helping organizations reduce costs while improving employee health through relationship-based primary care and better incentive alignment.Why This MattersHealthcare conversations usually focus on insurance, hospitals, or government policy.This episode shifts the conversation toward incentives.If organizations reward the wrong outcomes, costs will continue rising regardless of how much money is spent.But when healthcare is designed around trust, prevention, and long-term relationships, both employers and patients can benefit from better care at a lower cost.Sometimes the biggest breakthrough isn't discovering a new treatment.It's redesigning the system so everyone is finally working toward the same outcome. Get full access to Second Life Leader at www.dougutberg.com/subscribe

It's YOUR time to #EdUp with Dr. Ryan Gates, Executive Dean & Senior Vice President of the Leavitt School of Health, Western Governors UniversityIn this episode, sponsored by EdUp Leadership, the ​HigherEd PodCon​ II happening July 16 & 17, & the 2026 AcOps Conference July 29-31 by CoursedogYOUR cohost is Thomas Fetsch, CEO, Integrity4EducationYOUR host is ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Elvin FreytesWhy can a nursing student finish a full clinical rotation & never once see the kind of patient they will have to treat the day they get licensed?How did 1 hospital burn through $80 million in cash reserves, land on the edge of closure, & then rebuild its own nursing pipeline from within?What does "employer obsessed" really mean, & how is it putting CVS pharmacy technicians on a path to pharmacist for under $10,000?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!

Policy impacts business. Employers and business leaders need to be aware of legal and legislative policies that influence their workplace and community. Equipping business leaders to address such issues is a commitment shared by Linda and her guests, Dr. Nicole Davis and Tony Davis, Esq. With years of experience in business and government, Nicole and Tony serve in founding leadership with the Maryland Christian Chamber of Commerce. The conversation revolves around the need for marketplace leaders to be aware of and involved in promoting policies that promote flourishing and freedom and provides actionable steps to confidently make a positive impact in the workplace and beyond.  ©Copyright 2026, Prosperity 101, LLC __________________________________________________________ For information about our online course and other resources visit: https://prosperity101.com To order a copy of Prosperity 101 – Job Security Through Business Prosperity® by Linda J. Hansen, click here: https://prosperity101.com/products/ Become a Prosperity Partner: https://prosperity101.com/partner-contribution/ If you would like to be an episode sponsor, please contact us directly at https://prosperity101.com. You can also support this podcast by engaging with our Strategic Partners using the promo codes listed below. Be free to work and free to hire by joining RedBalloon, America's #1 non-woke job board and talent connector. Use Promo Code P101 or go to RedBalloon.work/p101 to join Red Balloon and support Prosperity 101®. Connect with other Kingdom minded business owners by joining the US Christian Chamber of Commerce. Support both organizations by mentioning Prosperity 101, LLC or using code P101 to join. https://uschristianchamber.com Mother Nature's Trading Company®, providing natural products for your health, all Powered by Cranology®. Use this link to explore Buy One Get One Free product options and special discounts: https://mntc.shop/prosperity101/ Unite for impact by joining Christian Employers Alliance at www.ChristianEmployersAlliance.org and use Promo Code P101. Support Pro-Life Payments and help save babies with every swipe. Visit www.prolifepayments.com/life/p101 for more information. Maximize your podcast by contacting Podcast Town. Contact them today: https://podcasttown.zohothrive.com/affiliateportal/podcasttown/login Check out VAUSA, America's choice for virtual assistants- https://hirevausa.com/connect" Thank you to all our guests, listeners, Prosperity Partners, and Strategic Partners. You are appreciated!   The opinions expressed by guests on this podcast do not necessarily represent those held or promoted by Linda J. Hansen or Prosperity 101, LLC.

Nicole Riehl, President and CEO of Executive Partnerships to Invest in Children (EPIC), joins The Manufacturing Employer to reframe childcare as a critical workforce infrastructure issue, not just an employee perk. She discusses the hidden costs of childcare challenges, and how manufacturers can address absenteeism and turnover linked to them. She shares actionable strategies including flexible scheduling, stipends and community resources, and explains how even incremental changes can yield strong ROI in recruitment, retention and productivity.

"Fee-for-service has led to transactional primary care where providers have 10 or 15 minutes to code as much as they can just to keep the doors open. We've moved away from the idea of primary care as the quarterback of the entire health ecosystem."My guest this week is Matt Taylor, VP of Sales at Castlight. Having spent his career navigating the complex landscape of health plans, telehealth, and enterprise analytics, Matt has a unique vantage point on why our current approach to "sick care" is failing both employers and employees.We have spent decades trying to patch a system that treats health insurance and healthcare as the same thing. In reality, our current model is fundamentally incomplete - it's built to diagnose, treat, and triage symptoms, not to keep us well.In this episode, explore the shift back toward primary care as the foundation of the health plan. We discuss why point solution fatigue is killing engagement, how "benefits-aware" primary care can finally steer members toward high-quality, lower-cost providers, and how one app - acting as a centralized "front door" - can remove the administrative bloat that is currently crushing our physicians and confusing our members. We also dive into the future of healthcare navigation, moving beyond basic search tools and into personalized, next-best-action guidance that manages patient risk before it becomes a catastrophic claim.If you are an HR leader or consultant looking to move beyond the commodity trap of traditional benefit offerings and rebuild your health plan from the ground up, tune in.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: The "Nintendo Cartridge" Healthcare Reset (00:01:21) Meet Matt Taylor: From Optum to Telehealth IPOs (00:06:50) The Telehealth Boom and the "Ashes" of COVID (00:09:44) Why the Current Primary Care Model is Transactional (00:13:30) Specialization vs. The "Quarterback" Model of Care (00:17:05) Point Solution Fatigue: Why Engagement Strategies Are Failing (00:23:08) How to Create a Centralized "Front Door" for Benefits (00:29:44) The Value of Personalization and AI-Driven Navigation (00:36:20) Understanding Acuity and Frequency in Healthcare Choices (00:40:48) The Seismic Shift: Investing in Primary Care Foundations (00:44:34) Redefining the Employer's Role in Whole-Person Health (00:49:12) The Promise (and Limitations) of AI in Healthcare Administration(00:53:18) Aligning Incentives for Independent Physicians (00:56:26) Scaling On-Site Success to Mid-Market Employers (01:00:10) Future Predictions: Transparency and the End of the "Sick Care" EraKey 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/

Account Executive Raysan Benito sits down with employment law attorney Bob King and breaks down how PAGA works, why it has become one of the most feared compliance challenges for home care agencies, and the practical steps business owners can take to reduce their exposure and protect their organizations.Show Notes: Legally Nanny, Subscribe to Rancho Mesa's Newsletter⁠⁠⁠Host: ⁠⁠⁠Raysan BenitoGuest: Bob KingEditor: Jadyn BrandtMusic: "Home" by JHS Pedals, “Breaking News Intro” by nem0production© Copyright 2026. Rancho Mesa Insurance Services, Inc. All rights reserved.

What do you wish someone had told you on day one of your coaching career? In this episode of The Coaching Lab, host Leigh Baker sits down with Sabryna Liddle, VP of Coaching Excellence at Catalyst Coaching 360, for a candid conversation about everything they wish they'd known as new health and wellness coaches—drawing on decades in the field since Catalyst launched in 2007.Whether you're fresh out of your training program, prepping for your board exam, or a seasoned coach looking to grow, Leigh and Sabryna unpack the real lessons that only experience can teach:Why taking fewer notes can make you a more present, more effective coachThe trap of over-structuring sessions—and how to find the right balance between framework and flexibilityTalking less, listening more, and getting comfortable with silenceWhy you're the expert in behavior change—and how that frees you from intimidation, even with physicians and executivesHandling "guns-blazing" clients and sensitive topics with curiosity instead of judgmentHow coaching skills transform your relationships beyond work—as a parent, spouse, and friendSabryna's mantra to always be curious and experiment, and Dr. Cooper's advice to "look for the 7s"—those glimpse moments that point you toward your sweet spotIf you're a coach or aspiring coach craving an honest, encouraging conversation between two pros who've watched the industry evolve over two decades, this one's for you.

The talent market is sending mixed signals. Employers insist they can't find the people they need, while experienced, capable candidates say they are applying into a void and hearing nothing back. Both are describing the same market, so something in the middle is failing. A lot of recruiting technology was built to handle volume, to move large numbers of applicants through a process quickly. What it struggles to do is read signal, to interpret whether someone actually has the judgment and context to solve the problem a business has. So how do we fix this problem, and will AI give us the solution? My guest this week is James Gardner, a talent acquisition and transformation leader who has spent over twenty years building and scaling talent functions. In our conversation, he shares what his own data-driven job search revealed about the market, why volume systems and signal systems pull in opposite directions, and how AI could either fix the problem or make it considerably worse. In the interview, we discuss: What's really happening on both sides of the talent market Why the market isn't short of talent; it's short of signal. Running a job search as a data funnel Why silence, not rejection, is the real problem Why volume systems and signal systems contradict each other Where AI screening still can't read potential Applying AI to a broken process just makes it fail faster. Moving TA from a service function to a commercial lever Owning the outcome, not just the shortlist. What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify

July 3, 2026- New York lawmakers approved a number of employee protections this past legislative session, so we get the employer perspective on some of the proposals with Frank Kerbein, director of the Center for Human Resources at the Business Council of New York State. We discuss AI reporting requirements, guaranteeing access to personnel files and an expansion of workers compensation benefits.

Disclaimer: Today's episode is sponsored by Nurp. Content is for educational purposes only. Not advice. Results discussed have not been vetted. Claims made by the guest have not been verified. The views expressed by the guest do not reflect those of the host or this show.—

Katy Talento, CEO of AllBetter Health and former White House Health Policy Advisor, joins Ben Markland to discuss employer healthcare, rising healthcare costs, reference-based pricing, transparency, and why employers must take a more active role in shaping their healthcare strategies.

As AI reshapes how work gets done, the most valuable thing a person can bring to their job isn't recent task experience; it is the depth of judgment, sector knowledge, and decision-making that takes years to build. That is precisely what AI augments rather than replaces. However, in a cautious hiring market, recency is being given overinflated importance, and a large pool of deeply experienced professionals is being filtered out because they have a gap on their resume. These are people with the experience and maturity, and strong appetite for engaging with new technology that the AI era needs. So why are employers overlooking this talent, and how should TA leaders rethink their hiring strategies to fix this My guest this week is Hazel Little, CEO of Career Returners. In our conversation, Hazel explains what the data reveals about the returner experience in 2026, why deep experience and judgment matter more than recency in an AI-augmented workplace, and shares some practical advice on making hiring more effective. In the interview, we discuss: How the landscape for career returners has worsened in the last year The unique benefits returners can bring to organizations. Why there is still so much stigma around career breaks and resume gaps How the hiring process amplifies the confidence gap The importance of potential over experience in a fast-changing world of work Why the human judgment needed to work with AI comes from experience The skills shortage hiding in plain sight Building potential rather than buying experience Screening and the hiring manager mindset What TA needs to do differently to harness this valuable talent pool. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.