Podcasts about ERP

In this episode of The Buzz, powered by APL Logistics, Scott Luton is joined by Marty Parker and special guest Thomas Beil, founder and CEO of Perfect Planner, for a timely conversation on supply chain performance, workforce challenges, decision intelligence, and the future of planning. The conversation explores what leading supply chain organizations have in common, including customer focus, leadership alignment, clear strategy, balanced metrics, and a culture of innovation. Scott, Marty, and Thomas also discuss the growing memory chip crunch, how retailers are using tariff refunds to lower prices, and the rising demand for supply chain talent with AI skills. The discussion then dives into the democratization of expertise, the power of AI to capture institutional knowledge, and why decision intelligence may be the missing layer between data visibility and better execution. Thomas also shares how Perfect Planner is helping manufacturers move beyond spreadsheets and into a more proactive, standardized, and scalable planning process. Key Takeaways: The five traits leading supply chain organizations consistently demonstrate Why technology projects often fail because of leadership and process issues, not the technology itself How the memory chip shortage is being driven by AI infrastructure demand Why supply chain talent, AI skills, and workforce design are becoming urgent priorities How AI can help capture and scale institutional knowledge across organizations Why decision intelligence is critical for turning fragmented data into clear action How manufacturers can reduce planning waste and help teams focus on strategic value What the planning organization of 2031 may look like Tune in to hear practical insights on where supply chain planning, AI, and workforce strategy are headed next. This episode offers a smart look at how organizations can move beyond visibility, spreadsheets, and reactive decision-making to create more integrated, proactive, and execution-focused supply chains. Additional Resources and Links:  Connect with Thomas: https://www.linkedin.com/in/thomas-beil-757290ab/ Learn more about Perfect Planner: www.perfectplanner.io APL Logistics: https://www.apllogistics.com/ With That Said: https://bit.ly/WTS-14-June-2026 Join us live for Supply Chains to Admire 2026: https://bit.ly/Supply-Chains-to-Admire-2026-LIVE Marty's Post: https://bit.ly/Marty-StandUp-2026 EasyPost Case Study: https://bit.ly/2M-Saved-and-Fewer-Late-Deliveries Apple to Raise Prices Due to Memory Chip Crunch, Tim Cook Says: https://on.wsj.com/4vrYWaP David's Post: https://bit.ly/Logistics-Behind-WC How Texas Ranchers Are Fighting a Long-Eradicated Cattle Killer: https://on.wsj.com/3SI8xvm Learn more about APL Logistics: https://www.apllogistics.com/responsibility/apll_fixes_the_gap A logistics company designed an AI tool inspired by its supply-chain veteran COO. Meet Uncle Phil. https://bit.ly/Uncle-Phil-AI What Is Supply Chain Decision Intelligence, and Why It Matters Now: https://bit.ly/Decision-Intelligence-LVP Key Takeaways from SAP Sapphire: https://bit.ly/SAP-Sapphire-2026-Takeaways Upcoming Live Programming:  https://supplychainnow.com/upcoming-live-programming/ Learn more about our hosts: https://supplychainnow.com/about Learn more about Supply Chain Now: https://supplychainnow.com Watch and listen to more Supply Chain Now episodes here: https://supplychainnow.com/program/supply-chain-now Subscribe to Supply Chain Now on your favorite platform: https://supplychainnow.com/join Work with us! Download Supply Chain Now's NEW Media Kit: https://supplychainnow.com/media-kit/ WEBINAR- Peak Reality Check: What Shippers, Analysts, and AI Models Are Predicting for 2026: https://bit.ly/4aTlsRv WEBINAR- The Future of Supply Chains: Where Talent Meets Technology: https://bit.ly/4uUuxkc This episode was hosted by Scott Luton and produced by Trisha Cordes, Joshua Miranda, and Amanda Luton. For additional information, please visit our dedicated show page at: https://supplychainnow.com/buzz-why-supply-chain-planning-needs-decision-intelligence-upgrade-1601   The content in this episode, including all audio, videos, visuals, and graphics, is the property of Supply Chain Now and is protected by copyright law. Unauthorized use, reproduction, distribution, modification, or re-uploading of this content in any form is strictly prohibited without explicit written permission from Supply Chain Now.For licensing inquiries or permissions, please contact us at production@supplychainnow.com© 2026 Supply Chain Now. All rights reserved. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In "The Dark Data Trap: Unlocking Logistics Documents with Tungsten Automation's Patrick Van Hull" Joe Lynch and Patrick Van Hull, Supply Chain Industry Consultant at Tungsten Automation, discuss how intelligent document processing eliminates manual data traps to drive logistics efficiency and cost savings. About Patrick Van Hull Patrick Van Hull, widely recognized as the Supply Chain Storyteller, helps organizations transform complexity into clarity. A multi-time "Top 25 Global Thought Leader and Influencer on Supply Chain" and Supply Chain Pro-to-Know, he focuses on supply chain digitalization and capability development, showing how operational details can drive resilience and performance across the value chain. Patrick's career spans more than two decades, with leadership and advisory roles at Apple, Dell, Rio Tinto, and CVS Health, Gartner, Deloitte, and SCM World, he became known for bridging practitioner expertise with executive-level insights to turn data and technology into impactful strategies and programs. Most recently, he has focused on helping enterprises use AI-powered intelligence to strengthen resilience and anticipate disruption. He holds degrees from the University of Michigan and Duke University Fuqua School of Business, and lectures on supply chain strategy at the University of Arkansas Walton School of Business. About Tungsten Automation Tungsten Automation, formerly Kofax, is the global leader in AI-powered document and workflow automation solutions, boasting a 40-year trusted legacy and a team of 2,200 employees across 40 countries, serving over 25,000 global customers. Our commitment to innovation and customer success has earned us industry recognition, including being named a Leader in the 2025 Gartner® Magic Quadrant™ for Intelligent Document Processing. Tungsten has also been recognized by other key analysts in areas such as Intelligent Automation and Process Orchestration. We are trusted to help businesses achieve unprecedented efficiencies and reduce costs through document and workflow automation, allowing them to scale and future-proof their business. Key Takeaways: The Dark Data Trap: Unlocking Logistics Documents In "The Dark Data Trap: Unlocking Logistics Documents with Tungsten Automation's Patrick Van Hull" Joe Lynch and Patrick Van Hull, Supply Chain Industry Consultant at Tungsten Automation, discuss how intelligent document processing eliminates manual data traps to drive logistics efficiency and cost savings. Tungsten Automation Profile: Formerly Kofax, Tungsten is a global leader in AI-powered Intelligent Document Processing (IDP) and advanced workflow automation. Backed by a 40-year legacy, 2,200 employees, and 25,000+ global customers, the company was named a Leader in the 2025 Gartner® Magic Quadrant™ for IDP. Their cloud-based platform sits cleanly over multiple, fragmented ERP and TMS networks to pull and push data seamlessly. Escaping the "Dark Data Trap": Moving a single international ocean container can require upwards of 30 separate documents. Because traditional TMS and ERP platforms can't read unstructured data (like dense PDFs, faxes, or Excel spreadsheets), this critical info becomes trapped "dark data." Tungsten uses IDP to automatically ingest, classify, and extract line-item data from over 40 different logistics document types, turning paper trails into structured, digital assets. Slashing AP Errors & Driving Revenue: Manual touchpoints in freight invoicing lead to constant billing discrepancies and human errors. Through automated multi-way matching, reconciliation, and automated exception handling, Tungsten drives "zero-touch" processing for order management and invoices. In one case study, acting as an automated "quality check" against contracted rates helped a major freight shipper capture an incremental $20 million in annual revenue. Preventing Customs and Shipment Delays: When data errors or missing documents hit customs or a port, shipments grind to a halt, triggering costly penalties, demurrage fees, and port congestion. Tungsten automates data extraction and email ingestion for customs clearance, validating regulatory documentation and compliance checks before shipments ever hit major bottlenecks. Accelerating Carrier and Supplier Onboarding: Traditional onboarding forces procurement teams into a weeks-long "paper chase" of manual risk assessments and compliance reviews. Tungsten uses automated self-service portals paired with automated risk assessments—such as using the platform to instantly verify the legitimacy of bank and credit statements—condensing onboarding timelines from weeks down to a matter of days. Bridging the Gap Between AI Hype and Reality: AI cannot solve supply chain issues without clean, unified data. Patrick notes that trying to run raw, messy documents entirely through an unguided Large Language Model (LLM) can cause the AI to run wild, exhausting months' worth of token allocations in a single week. Tungsten effectively solves this by embedding AI directly into workflows, blending traditional rules-based automation (RPA) for standard patterns with Generative and Agentic AI to manage highly complex exceptions. Elevating the Human Experience: Eliminating rudimentary data entry is ultimately a personal win for the workforce. Moving away from "swivel chair activity" and manual data chasing reduces friction and human error. By shifting repetitive tasks to automated workflows, logistics employees are freed up to use human ingenuity, focus on creative problem-solving, and ultimately enjoy more meaningful, higher-value work. Learn More About The Dark Data Trap: Unlocking Logistics Documents Patrick Van Hull | Linkedin Tungsten Automation | Linkedin Tungsten Automation Tungsten's Summits The Logistics of Logistics Podcast If you enjoy the podcast, please leave a positive review, subscribe, and share it with your friends and colleagues. The Logistics of Logistics Podcast: Google, Apple, Castbox, Spotify, Stitcher, PlayerFM, Tunein, Podbean, Owltail, Libsyn, Overcast Check out The Logistics of Logistics on Youtube

No one celebrates a new ERP. No champagne. Just groans.Jean de Villiers, Chief Customer Officer at Unit4, wants to flip that script.Jean shares they have kept customers for 20+ years in an industry built on dread. Secret? He runs customer success like a business, not a cost center. He cut the safe middle option. He's betting big on AI agents. And he trains his whole team to have the uncomfortable conversations most people avoid.In this episode of Unchurned, Jean sits down with host Josh Schachter to unpack the playbook: why 45% of what customers pay for goes unused, how high-touch service drives a 50-point gap in customer promotion, and what it really takes to make people love the software they're supposed to hate.Josh is writing a book on building customer relationships. Follow his journey and insights at www.joshschachter.com---What You'll Learn- Why Unit4 runs CS as a profit center, not a cost- How to hit 30% contribution margin to EBITDA in post-sales- Why Unit4 cut mid-touch and kept only high and digital- Packaging every service into a self-serve catalog- Building an agentic digital CSM that feels high-touch- The 50-point NPS gap between high-touch and self-serve- Why 45% consumption is ERP's dirty secret- Training non-sellers on the Challenger Sale method- How AI plus human domain expertise wins together---Want the playbook, not just the conversation? Subscribe for deep-dive, actionable breakdowns from every episode at unchurned.substack.com.---Timestamps0:00 - Preview and Introduction1:44 - Meet Jean de Villiers 2:45 - What Unit4 does and its four verticals4:32 - Customers who stay 20+ years6:32 - The org structure of post-sales7:32 - Running CS as a profit center under PE8:50 - Why they cut mid-touch9:45 - Packaging services into a catalog12:20 - The agentic digital CSM vision13:53 - Success For You: the high-touch subscription18:12 - Sunsetting on-prem product, migrating to cloud & Ava21:50 - The 45% consumption problem23:57 - The 50-point NPS difference25:30 - Challenger Sale training for everyone31:40 - Wrap-up---Where to Find the GuestJean de Villiers (Unit4): https://www.linkedin.com/in/jeandevilliers/---Where to Find Josh:LinkedIn: https://www.linkedin.com/in/jschachter/Unchurned Substack: https://unchurned.substack.com/

Send us Fan MailAdvanced Planning and Scheduling (APS) can be a powerful tool for manufacturers, but its success depends on disciplined implementation and a clear understanding of its role within the broader operational landscape. In this session, we explore what APS truly is, moving beyond vendor marketing to define it in practical operational terms. We then examine how APS enhances production scheduling, capacity planning, resource utilization, and shop-floor execution by providing greater visibility into constraints and priorities. For manufacturers struggling with missed delivery commitments, recurring bottlenecks, frequent schedule changes, or constant operational firefighting, this discussion offers valuable insights into how APS can help create a more predictable, efficient, and responsive manufacturing environment.Video: https://www.elevatiq.com/events-and-webinars/advanced-planning-and-scheduling-aps-finite-vs-infinite-capacity-planning-explained/Questions for Panelists?

Most brands still evaluate enterprise Shopify on license cost. The operators in this conversation evaluate it on opportunity cost, and that reframe changes the whole decision.Rick Watson opens a three-part series on the business case for enterprise Shopify with three people who have actually run the migration. Elara Verrett, Chief Digital and Customer Officer at Reitmans made the move to get closer to the customer without standing up an army of engineers. Renee Halverson, CMO at Marine Layer, has run on the platform for more than a decade and scaled the brand without hiring a CTO to babysit the stack. Scott Lux, VP of Digital Commerce at Stanley 1913, came from the Salesforce and Demandware world and now uses Shopify to survive high-heat drops, where the only question that matters is how many orders per minute the platform can clear.The number that came up: one brand cut its tech partner count from 40 to 10. The argument underneath it: a fashion retailer's core competency is retailing, not running a development shop.It isn't all upside. Scott's warning is blunt. The front end is nimble, but the downstream integrations into OMS and ERP are where "easy" goes to die, so pressure test them before anyone signs. Lara's warning is about people, not software. The agility is real, and most large organizations are not built to absorb it.One point they all landed on, and it cuts against instinct: standardization beats customization where it counts. Checkout is the example. Shoppers trust the flow they already know, and rebuilding it rarely pays for itself.The Big Green Bag Of Promise: Enterprise Shopify Webinar Series is sponsored by Avalara, Domaine, and Pattern.

This week, Mike Weisberg of Implement explains how AI is improving sales forecasting through trust, purpose, and accuracy, while reshaping the planner's role, reducing inventory bias, and separating prediction from human judgment.Download the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠episode transcript⁠⁠⁠⁠⁠⁠⁠⁠⁠===== In this episode, Mike Weisberg shares practical guidance on using AI in sales forecasting, including the right data foundation, six implementation dogmas, and explainable models. He also outlines how planners evolve into business partners and why judgment still matters most. ===== Guest: Mike Weisbjerg, Partner, Implement Consulting GroupMike is a Partner at Implement Consulting Group, where he has spent the last decade working at the intersection of supply chain planning and technology. He specialises in demand planning and AI-driven forecasting and decision making. With a focus on implementing demand planning solutions, Mike helps organisations move AI from proof of concept to production - with forecasts that planners actually trust.Host 1: Richard Howells⁠⁠⁠⁠⁠⁠⁠Richard Howells⁠⁠⁠⁠⁠⁠⁠ has been working in the Supply Chain Management and Manufacturing space for over 30 years. He is responsible for driving the thought leadership and awareness of SAP's ERP, Finance, and Supply Chain solutions and is an active writer, podcaster, and thought leader on the topics of supply chain, Industry 4.0, digitization, and sustainability.Host 2: Oyku Ilgar, SAP  Oyku Ilgar is a marketer and thought leader specializing in SAP's digital supply chain and ERP solutions since 2017. As a marketer, blogger, and podcaster, she creates engaging content that highlights innovative SAP technologies and explores key topics including business trends, AI, Industry 4.0, and sustainability.   She holds dual bachelor's degrees in Finance & Accounting and English Translation, along with a master's degree in Business Administration and Foreign Trade, specializing in marketing. With her background in digital transformation, Oyku communicates technology trends and industry insights to help professionals navigate the evolving business landscape.  ===== Show Links:Implement Consulting Group. LinkArticle: Beyond accuracy: Six dogmas for turning AI forecasting into real business valueSupply Chain Management:  ⁠⁠SAP Supply Chain Management⁠⁠ ⁠⁠SAP Insights: Supply Chain⁠⁠       Follow Us on Social Media : Richard Howells: ⁠⁠LinkedIn⁠⁠, Oyku Ilgar: ⁠⁠LinkedIn⁠⁠      SAP Digital Supply Chain: ⁠⁠LinkedIn⁠⁠    Please give us a like, share, and subscribe to stay up-to-date on future episodes!  ===== Chapters:00:00:00: Intro00:01:06: Guest's Introductions00:02:05: Why traditional forecasting struggles in volatile markets00:03:25: The three fundamentals: trust, purpose, accuracy00:07:03: Which data matters most for AI forecasting00:10:12: Why bad data should not delay AI adoption00:13:26: The six dogmas for AI forecasting implementation00:14:38: The evolving role of the demand planner00:16:54: Measuring success beyond forecast accuracy00:18:35: How can Implement help companies in this latest AI-infused planning era?00:19:36: What is the Future of Supply Chain?00:20:17: Outro

Starting treatment for OCD can be one of the most hopeful steps a family takes, but it can also be one of the most confusing. Many parents expect that once their child begins therapy, exposures, or a new approach at home, things should immediately improve. Instead, they are often surprised when anxiety spikes, meltdowns increase, or OCD seems louder than ever.In this episode, I explore why OCD recovery can initially feel worse before it feels better. OCD thrives on avoidance, distraction, reassurance, and other coping strategies that provide short term relief. When children begin treatment, they often stop relying on those unhealthy coping mechanisms and start facing their fears directly. While this is an important part of recovery, it can temporarily make anxiety and distress feel more intense.I explain how OCD is not a passive disorder. It actively fights back when challenged. It may convince children that therapy is making them worse, tell them not to talk about their fears, flood them with more intrusive thoughts, or create intense distress during ERP and other evidence based approaches. Parents using strategies like SPACE may also notice an increase in emotional reactions as OCD loses its grip.Parents will learn why these early bumps in the road are often a normal part of the recovery process and how to prepare for them. I share practical ways to set expectations, build coping skills, develop a plan for tolerating distress, communicate effectively with therapists, and support children without pushing them too far too fast.If you have ever wondered whether treatment is working because things seem harder than before, this episode will help you understand what may really be happening and how to stay the course with confidence.Resources Mentioned in Episode:Free Anchor Series for parentsClick here to get your PDF Handout for this episodeYouTube video on how OCD sabotages therapyYouTube video on how OCD shuts down communicationMy BooksMy Kids and Teen OCD Course***This podcast episode is sponsored by NOCD. NOCD provides online OCD therapy in the US, UK, Australia and Canada. To schedule your free 15 minute consultation to see if NOCD is a right fit for you and your child, go tohttps://go.treatmyocd.com/at_parentingThis podcast is for informational purposes only and should not be used to replace the guidance of a qualified professional.Parents, do you need more support?

OCD isn’t just about managing symptoms—it’s about understanding the parts beneath them In the third and final part of our OCD series, expert Melissa Mose explores the complexities of Obsessive-Compulsive Disorder (OCD), discussing evidence-based treatments like Exposure and Response Prevention (ERP) and how Internal Family Systems (IFS) therapy can complement traditional approaches. Drawing from both professional expertise and personal experience, Melissa shares practical strategies for navigating OCD, while highlighting the roles of self-leadership, compassion, and understanding the different “parts” that influence thoughts, fears, and behaviors. “ERP has been shown to be the most effective treatment. Exposures help the brain rewire and learn resilience.” – Melissa Mose  Time Stamps for The Hidden Parts of OCD: ERP, IFS, and Self-Leadership with Melissa Mose (303) 00:12 Introduction to OCD and treatment 02:58 Understanding exposure and response prevention (ERP) 08:13 The role of the therapist in ERP 10:45 Integrating internal family systems (IFS) with ERP 13:30 The impact of shame in OCD 16:09 Differentiating reassurance from compulsions 36:25 Understanding exiled parts in therapy 40:58 Obsessive and compulsive parts: A closer look 43:38 Navigating the helicopter parent dynamic 47:40 Differentiating between anxiety and OCD 55:45 The connection between attachment and OCD About our Guest – Melissa Mose, LMFT Melissa Mose is a Licensed Marriage and Family Therapist with a private practice in Los Angeles since 1995. She has specialized in the treatment of OCD and anxiety since 2011 and currently trains and supervises associates in her group practice. Melissa is also an Internal Family Systems therapist. She is Level 3 trained and Certified and an IFSI-approved clinical consultant. She has served on staff as a PA for multiple Level 1 and Level 2 experiential IFS trainings through the IFS Institute. Melissa's experience as the parent of a child with OCD led her to specialize in the treatment of individuals with anxiety and OCD as well as their families. She is a graduate of the IOCDF's general, pediatric and advanced Behavior Therapy Training Institutes (BTTI) as well as the Supportive Parenting for Anxious Childhood Emotions (SPACE) program and Cognitive-behavioral Intervention for Tics training (CBIT). Her fifteen years of experience prior to that specialization provided a broad foundation of skills and approaches that infuse her integrative approach. With a background in family systems and mindfulness practices, she became driven to find more compassionate and accessible treatment for OCD. Melissa has developed an integrative approach that utilizes an IFS framework to provide evidence-based exposure therapy for OCD. She is an international speaker and educator on obsessive compulsive disorder and its treatment, and she is currently the president of the board of directors of OCD Southern California, an affiliate of the International OCD Foundation. In her role on the board of OCD SoCal advocates for individuals with OCD, hosts speakers' series, trainings, and one of largest virtual OCD conferences worldwide. It is her mission to raise awareness, improve early identification and greater treatment accessibility for individuals with OCD and their families. Resources for The Hidden Parts of OCD: ERP, IFS, and Self-Leadership with Melissa Mose (303) Melissa’s website – Resources & information IFS for OCD Clinician’s Guide – Melissa’s book – Internal Family Systems for OCD: A Clinician’s Guide  www.OCDSoCal.org – Melissa is president of OCD Southern California Beyond Attachment Styles course is available NOW!   Learn how your nervous system, your mind, and your relationships work together in a fascinating dance, shaping who you are and how you connect with others. Online, Self-Paced, Asynchronous Learning with Quarterly Live Q&A’s! Earn 6 Continuing Education Credits – Available at Checkout As a listener of this podcast, use code BAS15 for a limited-time discount.       You are invited!  Join our exclusive community to get early access and discounts to things we produce, plus an ad-free, private feed. In addition, receive exclusive episodes recorded just for you. Sign up for our premium Neuronerd plan!! Click here!!    Get your copy of Secure Relating here!! Please support our sponsors – they keep our podcast free and accessible to all!  A coffee alternative with 4 adaptogenic mushrooms and ayurvedic herbs. With only a fraction of caffeine as a cup of coffee, you get energy without the anxiety, jitters, or crash of coffee Go to mudwtr.com/tu to support the show and use code TU for 15% off

If you've ever poured months into building a semantic layer only to watch it become shelfware the moment the business pivoted, Jacob Matson has some thoughts. And a metaphor. Your data is a jungle—and a semantic layer is a highway. Great if you need to get somewhere fast and reliably (monthly active users: highway, please). But the interesting business questions? The slicing, the dicing, the nuanced dimensions that actually differentiate your company from its competitors? There's no highway for that. There never will be. Jacob, a developer advocate at MotherDuck with deep roots in accounting and ERP systems, joined Michael, Moe, and Julie to talk through what comes after the semantic layer—or at least alongside it. The conversation covered why the most important parts of any business are precisely the parts that resist being modeled in someone else's framework, why AI is actually pretty good at writing SQL but not so great at remembering what it figured out yesterday, and whether the real job to be done here is less about modeling and more about search. Oh, and the uncomfortable truth that at episode 300, we still don't have a great answer for metric drift. But we've got some really good questions. For complete show notes, including links to items mentioned in this episode and a transcript of the show, visit the show page.

Send us Fan MailThis week's enterprise software developments highlight how vendors are accelerating investments in AI, automation, connectivity, and operational intelligence across the enterprise technology stack. Zapier and Rillet connected general ledger processes to thousands of business applications, while ActivTrak introduced new capabilities to help organizations measure and govern AI adoption. At the same time, Celonis expanded its collaboration with Oracle to strengthen process intelligence initiatives, and C3 AI showcased enhancements to its enterprise AI development platforms. ECI Software Solutions and In Time Tec announced a strategic collaboration, M-Files introduced new solutions for tax advisory, quality management, and contract processes, and Nexthink expanded digital employee experience management with support for Android and iOS devices. Meanwhile, TrueCommerce embedded agentic AI throughout its platform to streamline supply chain operations, Yobi deepened its partnership with Microsoft to enhance AI-powered customer engagement, and Zone & Co strengthened its financial operations portfolio through the acquisition of Sudozi. Collectively, these announcements underscore the growing focus on embedding AI directly into core business workflows while improving interoperability, governance, and enterprise-wide productivity.In today's episode, we invited a panel of industry analysts for a live discussion on LinkedIn to analyze current enterprise software stories. We covered many grounds, including the direction and roadmaps of each enterprise software vendor. Finally, we analyzed future trends and how they might shape the enterprise software industry.Video: https://www.youtube.com/watch?v=Z9cCGErWYJIQuestions for Panelists?

In this Tyler Tech Podcast episode, Mike Cook, IT director for the city of Redondo Beach, California, shares how his organization is approaching modernization as a foundational shift from aging infrastructure and manual processes to a more stable, automated, and scalable environment. Recorded live at Tyler Connect 2026 in Las Vegas, the conversation highlights Redondo Beach's journey from legacy, on-premises ERP systems to a modern cloud solution, earning the city a Tyler Excellence Award along the way. Like many local governments, Redondo Beach was operating with a highly constrained IT team, aging servers, and outdated software across its technology stack. Frequent downtime, mounting cybersecurity risks, and resource limitations made it increasingly difficult to maintain core systems, let alone improve them. Moving to the cloud helped stabilize the environment, reduce operational risk, and eliminate much of the ongoing maintenance burden that had previously consumed the team's time. With that foundation in place, the city has shifted its focus to modernizing long-standing workflows that remained largely unchanged for nearly two decades. From manual invoice processing and paper-based approvals to broader document digitization efforts, Redondo Beach is now working to streamline operations, introduce automation, and prepare for emerging AI capabilities in a more intentional and strategic way. Throughout the conversation, Mike offers a pragmatic perspective on modernization — emphasizing the importance of aligning technology decisions with business needs, taking a phased approach, and building toward long-term transformation without losing sight of day-to-day service delivery. This episode also highlights the 2026 State CIO Priorities Playbook, designed to help government leaders turn strategy into action. The playbook provides practical insights, real-world examples, and actionable guidance across top priorities like AI, cybersecurity, modernization, accessibility, and digital services. 2026 State CIO Priorities Playbook: From Planning to Execution: Turning Priorities Into Progress And learn more about the topics discussed in this episode with these resources: Download: NASCIO 2026 State CIO Top 10 Priorities Download: AI for Impact: Proven Results for Government Download: Modern Governments Live in the Cloud Download:Building a Resilient Government Watch:What Our Clients Are Saying About PACE Read:ERP Partnership That Deliver Results Read:How Digital Services Shape Public Trust in Local Government Listen to other episodes of the podcast. Let us know what you think about the Tyler Tech Podcast in this survey!

Ešte pred niekoľkými rokmi boli pokročilé finančné nástroje a ERP systémy výsadou veľkých hráčov. Dnes sa vďaka cloudu, automatizácii a umelej inteligencii dostávajú aj k menším a stredným e-shopom V e-commerce už dávno neplatí, že vyhráva firma s najväčším množstvom dát. Skutočnou konkurenčnou výhodou je schopnosť tieto dáta efektívne spracovať a využiť pri každodennom riadení firmy. Práve v tom zohrávajú kľúčovú úlohu moderné ERP systémy, cloudové riešenia a automatizácia. „Vďaka technologickému vývoju si dnes firmy dokážu za zlomok pôvodných nákladov vybudovať kompletný ekosystém, ktorý prepája všetky procesy vo firme. Už nestrácajú konkurenčnú výhodu voči veľkým hráčom, ktorí si takéto riešenia mohli dovoliť pred desiatimi rokmi,“ vysvetľuje Juraj Tobák, partner TPA Slovakia a zakladateľ spoločnosti GetFinDone. Kým v minulosti stáli implementácie veľkých ERP systémov desaťtisíce až státisíce eur, v súčasnosti dokážu firmy prepájať e-shopové platformy, účtovníctvo, sklady, platobné brány či logistických partnerov pomocou cloudových technológií a API rozhraní. Výsledkom sú konzistentné dáta dostupné prakticky v reálnom čase. Práve prehľad o aktuálnom stave zásob, objednávok, platieb či marží sa stáva základom kvalitného finančného riadenia. Mnohé e-shopy totiž stále robia rozhodnutia na základe neúplných alebo oneskorených informácií. Viac si vypočujete v podcaste.

Send us Fan MailThe aerospace and defense ERP market remains one of the most complex and highly regulated segments of enterprise software in 2026. However, evaluating ERP solutions in this space requires a clear understanding of the diverse business models that make up the industry. Aerospace and defense organizations range from OEMs and Tier 1, Tier 2, and Tier 3 suppliers to MRO providers, airlines, defense contractors, and specialized component manufacturers. As a result, operational processes, compliance requirements, quality standards, and supply chain dynamics can vary significantly from one organization to another. Therefore, selecting the right ERP system is less about finding a universally superior platform and more about identifying a solution that aligns with an organization's specific business model, regulatory environment, and long-term growth strategy.In this episode, our host Sam Gupta discusses the top aerospace and defense ERP systems in 2026. He also discusses several variables that influence the rankings of these ERP systems. Finally, he shares the pros and cons of each ERP system.Video: https://www.youtube.com/watch?v=ITidrgPRG9cRead: https://www.elevatiq.com/post/aerospace-and-defense-erp-systems/Questions for Panelists?

On this episode of Run the Numbers, CJ sits down with Confluent CFO Rohan Sivaram to talk goal setting, prioritization, consumption-based pricing, hybrid zero-based budgeting, and the frameworks finance leaders use to scale companies. Rohan shares why he carries his 12-month goals with him, how he evaluates opportunities through TAM, technology, and team, and why usage-based pricing changes the entire operating model.—SPONSORS:EY has been part of Silicon Valley since it was just a valley, helping the most successful names in tech go from startup to exit to megacap. With teams across strategy, tax, audit, and transactions, EY helps you get your financials right early, long before your investors start asking for it. You build the next big thing, and EY will help you build it right. Learn more at https://www.ey.com/techstartupsSpendHound cuts your SaaS and AI spend by up to 30% using real pricing benchmarks across 10,000 vendors, so you always know what fair pricing looks like before your next renewal. Rated #1 on G2 in SaaS spend management, it's free forever for teams up to 1,000 employees. Sign up by June 12th and get $500 just for getting started. Go to https://www.spendhound.com/cjBrex is an intelligent finance platform with AI-powered agents that capture expenses automatically, enforce policy before the spend happens, and close your books in minutes instead of weeks. 35,000+ companies like OpenAI, Coinbase, Anthropic, and DoorDash already run on Brex. It's time to get Brex AF. Learn more at https://www.brex.com/metricsAleph is a modern FP&A platform built for teams that want more than another planning tool. By connecting your ERP, CRM, and other systems into one trusted data layer with AI workflows, Aleph helps you move faster with real-time insights. Get a personalized demo at https://www.getaleph.com/runRightRev is an automated revenue recognition platform that lets your product team ship new pricing without asking finance for permission, and your sales team close deals without creating downstream chaos. Check out their free tool at calculator.rightrev.com It scores your rev rec process, shows what's exposing you to risk, and tells you exactly where to focus before it bites you in the rear end. Check it out at https://calculator.rightrev.comRillet is an AI-native ERP built for modern finance teams that want to replace NetSuite and close faster. With revenue recognition, close management, multi-entity support, and native Stripe and Salesforce integrations, Rillet helps scaling companies run their finance stack in one place. Hundreds of teams, including Windsurf and Mercor, use Rillet to make the zero-day close real. Book a demo at https://www.rillet.com/cj—LINKS: Mostly Talent: https://mostlymetrics.typeform.com/to/cLTxtAsNGuest: https://www.linkedin.com/in/rohan-sivaram-69007b7/Company: https://www.confluent.io/CJ: https://www.linkedin.com/in/cj-gustafson-13140948/Mostly metrics: https://www.mostlymetrics.com—RELATED EPISODES:A CFO Explains Marketplaceshttps://youtu.be/LpbH9GpBrSY—TIMESTAMPS:0:00 Preview and Intro2:26 Writing down 12-month goals and carrying them6:33 Rule of 168: 168 hours a week7:36 Delegation and calendar management9:25 Learning to say no: cultural shift11:32 Sponsors — EY | SpendHound | Brex14:29 Joining Confluent: the state of the company16:57 Building blocks of a budgeting process19:46 Execute, learn, adapt21:59 Healthy tension in the planning cycle22:26 Sponsors — Aleph | RightRev | Rillet25:46 What is hybrid zero-based budgeting?30:37 Moving from subscription to consumption pricing32:22 Why this was a one-way door33:56 New metrics required in a consumption business35:28 Evaluating job opportunities: the three T's37:39 Networking and reciprocity39:54 Lightning round40:04 Screwed up: free cash flow sign error42:03 Advice to younger self: take more risks42:38 Finance software stack43:00 AI tools the team has built43:44 Credits

In this episode, we speak with Leroy Roberts about preventing supply chain failures through accountability, leadership under pressure, and the role of AI, clarity, and collaboration in resilient decision-making.Download the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠episode transcript⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠===== This week, we talked with Leroy Roberts about leadership under pressure, supply chain disruption, and preventing failure through clear accountability. We discussed psychological safety, the balance between firm control and burnout, the value of AI in risk management, and why future supply chains depend on collaboration, partnership, and better decision-making.  ===== Guest 1: : Leroy Roberts, British Army veteran, Non-Executive Director, and Executive Adviser,  Team-Worth SolutionsLeroy Roberts is a British Army veteran, Non-Executive Director, and Executive Adviser specialising in culture and conduct risk in high-pressure, regulated environments. He works with executive risk owners, including CEOs, CROs, COOs, CPOs, and CHROs, to strengthen decision-making, accountability, and truth-telling under pressure. Leroy helps organisations reduce culture and conduct risk signals within 90 days through practical, diagnostic-led interventions that restore operational grip and produce measurable, auditable improvement. Drawing on leadership experience from the British Army and the Jamaica Constabulary Force, alongside board-level governance experience, he brings a grounded perspective on how leadership behaviour under pressure either amplifies or contains organisational risk. He is the author of The Risk Owner's Reset and a contributing author to the international best-selling series Stand on the Shoulders of Giants.Host 1: Richard Howells, SAP   ⁠⁠⁠⁠⁠⁠⁠Richard Howells⁠⁠⁠⁠⁠⁠⁠ has been working in the Supply Chain Management and Manufacturing space for over 30 years. He is responsible for driving the thought leadership and awareness of SAP's ERP, Finance, and Supply Chain solutions and is an active writer, podcaster, and thought leader on the topics of supply chain, Industry 4.0, digitization, and sustainability.===== Show Links:Link to the book: amazon.com/dp/B0GMS2G361 The Culture and conduct scorecard: https://pro.speakerhub.com/speaker-feedback/?qr=e9a16245-4ab1-4c63-81e7-ce225d9e5372Supply Chain Management:  ⁠⁠⁠⁠⁠SAP Supply Chain Management⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠SAP Insights: Supply Chain⁠⁠⁠⁠⁠       Follow Us on Social Media : Richard Howells: ⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠, SAP Digital Supply Chain: ⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠    Please give us a like, share, and subscribe to stay up-to-date on future episodes!  ===== Chapters:00:00:00: Intro00:01:00: Guest's Introductions00:01:59: Staying in control during disruption without micromanaging00:04:07: Accountability gaps and early warning signs00:07:40: Building a safe environment for constructive challenge00:11:08: Using AI for risk management with human judgment00:13:26: Accountability without burnout in volatile conditions00:19:20: Leadership under pressure during COVID logistics00:22:56: ''The Risk Owners Reset'' book00:25:55: What is the Future of Supply Chain?00:27:12: Outro

In episode 543 I chat with Jonny Say. Jonny is a UK based therapist and co-director at The Integrative Centre for OCD Therapy.  We discuss self-compassion, integrating self-compassion into exposure and repose prevention therapy (ERP), some benefits of self-compassion, the inner critical voice, shame, real event themed OCD, Jonny guides us through an exercise in self-compassion to the past, and much more. Hope it helps. Show notes: https://theocdstories.com/episode/jonny-543 The podcast is made possible by NOCD. NOCD offers effective, convenient therapy available in the US and outside the US. To find out more about NOCD, their therapy plans and if they currently take your insurance head over to https://go.treatmyocd.com/theocdstories Alex and Jonny's CFT for OCD (Integrating Compassion Focused Therapy for OCD) training for therapists: https://www.icocdtraining.co.uk/   Join many other listeners getting our weekly emails. Never miss a podcast episode or update: https://theocdstories.com/newsletter 

Many people with OCD believe that the fact that they're disturbed by an intrusive thought proves they don't want it. But what happens when that fear, panic, or disgust starts to fade? In this video, Dr. Patrick McGrath explains why OCD often latches onto your emotional reaction to intrusive thoughts, convincing you that you're not upset enough or that your response must mean something about who you are. He breaks down why intrusive thoughts don't reflect your desires and how learning to live with uncertainty can help break the cycle.At NOCD, we specialize in exposure and response prevention (ERP) therapy, the most effective treatment for OCD—a treatment that can help you live a fulfilling life. If you're ready to take your first step, book a free 15-minute call with us at https://learn.nocd.com/YTFollow us on social media:https://www.instagram.com/treatmyocd/https://twitter.com/treatmyocdhttps://www.tiktok.com/@treatmyocd Hosted on Acast. See acast.com/privacy for more information.

Why does OCD feel more convincing than your own eyes?   In this episode of The OCD Whisperer Podcast, Kristina Orlova speaks with Catherine Goldhouse, ICBT therapist and OCD specialist.   Together, they explore one of the most powerful concepts in Inference-Based Cognitive Behavioral Therapy (ICBT): how OCD overrides your mind by convincing you that possibility is evidence.   Catherine breaks down: • Why intrusive thoughts are not the real problem in OCD • How OCD shifts your default from trust to doubt • Why possibility alone feels convincing when OCD takes over • The hidden role of self-doubt, identity, and imagination in OCD   This conversation also dives into: • How OCD disconnects people from their senses and common sense • The difference between normal reasoning and OCD reasoning • Why people with OCD often search for evidence after already reaching a conclusion • How past experiences become stories that shape OCD fears • The concept of "reverse reasoning" and how it keeps OCD alive • Why imagination can become more trusted than reality   If you've ever found yourself asking, "But what if?" over and over again, this episode will help you understand why OCD feels so convincing—and how ICBT helps people break free from its grip.   Whether you're struggling with OCD yourself or supporting someone who is, this episode offers practical insights, hope, and a completely different way of understanding OCD recovery.  

She Asked Her CIO for a New Challenge at Lunch. Got a "Poison Chalice" Role. Flew to Japan in December 2019. Beat COVID by Three Weeks. PVH VP Shatabdi on Small Acts of Courage With Big Consequences. At a lunch with her CIO, she asked a simple question: "Is there a specific role where you need help? I'm ready to take a new challenge, even change my domain completely." The answer was an invitation to lead PVH's global SAP/ERP transformation across Japan, Hong Kong, Taiwan, China, and North America. She had no team in Asia Pacific. She had less than two months to build one remotely from the United States. People in the room called it a poison chalice. She flew to Japan in December 2019, got the team in place, flew home in January 2020. COVID hit weeks later. She had made it by the skin of her teeth. That is one story. But Shatabdi, VP of Global Application Engineering Services at PVH Corp — home of Tommy Hilfiger and Calvin Klein — believes the more important stories are the small ones. The under-60-second moments. The ones that most senior leaders stay quiet through. In this episode, she shares both kinds. You'll learn: A woman in a meeting quietly mentioned her son kept missing his classes because someone kept scheduling meetings after 5 PM. Shatabdi backed her up in under a minute. That intervention spread into a best practice across PVH's global time zones including Hong Kong and Bangalore. Why she credits a single direct ask at a CIO lunch for the entire trajectory of her VP career, and what she said that made the difference between getting an opportunity and being overlooked. How she heard people call her new role a "poison chalice" and responded by using their doubt as fuel: "If my leaders believe in me, I should believe in myself." What happened when a co-op intern named Christopher walked into her office and told her the access request process could be simplified to save significant man hours — and added that an AI solution could auto-fill the whole thing. She was amazed. She calls it reverse mentorship. The moment her longtime colleague Brian McGrath introduced her in a room by saying "if she's in the meeting, I know it's going to go positive" — and why that kind of public acknowledgment primes an entire room to actually listen to you. The "we vs. I" leadership model she uses: collaborative "we" language for collective goals, firm "I" language for deadlines and deliverables. And why learning when to use which one took her longer than developing either. How she structures team communication across three levels — broad town halls, staff meetings that start with "how's your family?", and one-on-ones where she opens up first about her own week — to build the kind of trust that makes honest feedback land well in both directions. About Shatabdi: Vice President of Global Application Engineering Services at PVH Corp, the fashion company behind Tommy Hilfiger and Calvin Klein. Shatabdi leads a global team across North America, Europe, Hong Kong, and Bangalore. She previously led e-commerce at Hitachi Consulting and at PVH before pivoting into global ERP transformation leadership.

حلقة جديدة من البودكاسترز مع إسلام سامي، مؤسس سينكولوجي، في حوار مهم عن مستقبل التعليم في مصر، ومشاكل المدارس، وإزاي التكنولوجيا والذكاء الاصطناعي بقوا جزء أساسي من تطوير العملية التعليمية والإدارية داخل المدارس. اتكلمنا عن الفرق بين نظام التعليم زمان ودلوقتي، وليه مدارس كتير في مصر لسه بتعتمد على الورق والطرق التقليدية، وإزاي أنظمة زي إل إم إس وإي آر بي ممكن تغيّر تجربة الطالب، ولي الأمر، المدرس، وإدارة المدرسة بالكامل. إسلام سامي شرح لنا إزاي سينكولوجي وإيديوسينك بيقدموا سيستم متكامل للمدارس، من إدارة الطلاب والحسابات والدفع الأونلاين، لحد التصحيح، تدريب المدرسين، والذكاء الاصطناعي اللي بيساعد في التعليم والإدارة. وكمان اتكلمنا عن بداية سينكولوجي من مدرسة في طنطا، وتأثير كورونا على التعليم، وصعوبة انتشار التكنولوجيا في المدارس المصرية. حلقة مهمة لكل ولي أمر، مدرس، صاحب مدرسة، أو أي حد مهتم بمستقبل التعليم، التحول الرقمي، وإيدتك في مصر. New episode of Elpodcasters with Eslam Sami , founder of Syncology, for an important conversation about the future of education in Egypt, the challenges facing schools, and how technology and artificial intelligence are becoming essential in improving both the educational and administrative systems inside schools. We discuss the difference between traditional education and today's digital learning systems, why many schools in Egypt still rely on paper-based processes, and how systems like LMS and ERP can transform the experience for students, parents, teachers, and school management. Islam Sami explains how Syncology and EduSync provide an integrated school management system, covering everything from student affairs, accounting, and online payments to correction, teacher training, artificial intelligence tools, and full digital transformation. We also talk about the story behind Syncology, how it started from a school in Tanta, how COVID-19 changed education, and why technology adoption in Egyptian schools is still a major challenge. This episode is for every parent, teacher, school owner, entrepreneur, and anyone interested in education, EdTech, artificial intelligence, and the future of schools in Egypt. روابط Synclogy: Youtube Channel: https://www.youtube.com/@syncology Linkedin: https://www.linkedin.com/company/syncology-eservices/ Facebook: https://www.facebook.com/SYNC0L0GY Instagram: https://www.instagram.com/syncology_eservices?fbclid=IwY2xjawRioGNleHRuA2FlbQIxMABicmlkETF4TWhaUDRydVZteExpa3pac3J0YwZhcHBfaWQQMjIyMDM5MTc4ODIwMDg5MgABHoB4zOYk6NzDNv_XSJcH_G5WUWyNPiqB8HwzHgaSbgFiPIBWF-Of_NQrOj1L_aem_1_oEwMG-NKfjPyi8lXGIrA Website: https://www.syncology.tech رابط موقعنا, انضم إلى مجتمعنا: https://www.elpodcasters.com/ our website link, join our community: https://www.elpodcasters.com/ ‎اسمعوا البودكاسترز على | Listen to El-Podcasters on Spotify - https://anchor.fm/elpodcasters Apple - https://podcasts.apple.com/eg/podcast/el-podcasters/id1633419184 Anghami - https://play.anghami.com/podcast/1029463712 El-Podcasters Social Media | منصات التواصل الإجتماعي للبودكاسترز: Instagram - https://www.instagram.com/elpodcasters Tiktok - https://www.tiktok.com/@elpodcasters Facebook- https://www.facebook.com/elpodcasters Linkedin - https://www.linkedin.com/company/elpodcasters/ X - https://www.twitter.com/elpodcasters Snapchat - https://snapchat.com/t/3Zbo2vzS Bassel Alzaro - https://www.instagram.com/basselalzaro https://www.facebook.com/BasselAlzaroX https://snapchat.com/t/CoWlatfk Karim Rihan - https://www.instagram.com/karimrihann Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ara Ohanian is the CEO of Netstock, a global provider of AI-powered inventory optimization and supply chain planning software for mid-market businesses. An experienced B2B SaaS and enterprise software leader, he brings deep insight into the challenges companies face when managing inventory, forecasting demand, and scaling operations. Ara leads Netstock's mission to help businesses reduce stockouts, lower excess inventory, and unlock working capital. He has held executive roles at Systech, Unite Us, Infor, and Dubilier & Co., bringing broad expertise across supply chain, ERP, compliance, and growth strategy. In this episode… Inventory can either fuel growth or quietly drain cash from a business. When companies rely on spreadsheets or outdated planning systems, they risk tying up working capital in the wrong products while missing demand for the right ones. So how can growing businesses forecast smarter, reduce stockouts, and keep cash moving? Ara Ohanian, a seasoned B2B SaaS and enterprise software leader, says businesses need better visibility into what inventory they should have in the future, not just what they have today. He highlights the importance of using predictive planning tools to help companies make faster decisions when demand shifts, supplier costs change, or disruptions hit the supply chain. The main impact is more efficient inventory management, fewer missed sales, and less working capital tied up in excess stock. Instead of relying on manual spreadsheets, businesses can use AI-powered insights to anticipate demand across warehouses, markets, and product categories. This gives mid-market companies a stronger chance to compete with larger enterprises that have historically had access to more sophisticated planning resources. In this episode of the Inspired Insider Podcast, Dr. Jeremy Weisz speaks with Ara Ohanian, CEO of Netstock, to discuss smarter forecasting for inventory and cash flow. Ara explains predictive ERP overlays, demand planning across warehouses, and retail forecasting challenges like pricing, promotions, and shelf life. He also shares leadership lessons on culture and curiosity.

One Big Idea 6 - Creating Autonomous Enterprise Teams Through AI Squads with Superbo AI's Demetri PapazissisIn this episode of One Big Idea, host Josh Elledge sits down with Demetri Papazissis, the Co-founder and CEO of Superbo AI. Demetri joins the conversation to dissect the structural changes occurring in corporate technology adoption, shedding light on why many large-scale software implementations fail to deliver on their promises. He shares his insights on shifting from basic, siloed automation tools to advanced enterprise ecosystems, providing business leaders with a robust framework for deploying autonomous digital squads that safely drive measurable bottom-line performance.Creating Autonomous Enterprise Teams Through AI Squads with Demetri Papazissis from Superbo AIWhen evaluating artificial intelligence solutions, modern enterprises frequently fall into the trap of prioritizing raw output over actual business outcomes. Demetri Papazissis highlights that his "one big idea" directly challenges this approach: standard intelligence is no longer the true operational bottleneck—seamless backend execution is. While generic chatbots can generate text at lightning speed, true enterprise efficiency requires coordinated systems of specialized digital agents working proactively toward a shared organizational goal. By transforming isolated tools into collaborative digital squads that deeply integrate with existing ERP and CRM platforms, companies can successfully automate complex corporate workflows, such as resolving high-volume billing disputes or handling conversational streaming searches, without sacrificing accuracy.Deploying autonomous technology within highly regulated industries demands an unshakeable foundation of governance, auditability, and trust. Demetri emphasizes that successful enterprise adoption relies on clear escalation protocols and human-in-the-loop systems, ensuring that digital agents know exactly when to hand off complex scenarios to human teams. Rather than attempting to completely replace human staff or getting stuck in endless, static pilot phases, forward-thinking organizations must utilize simulation-first environments to visualize integrations before moving into live production. This methodology allows executive leaders to protect data sovereignty, satisfy compliance requirements, and reduce support costs—ultimately bridging the gap between impressive software capabilities and dependable, long-term commercial execution.Links Mentioned in the EpisodeDemetri Papazissis on LinkedIn: https://www.linkedin.com/in/demetripapazissis/Superbo AI Website: https://superbo.aiMore from The Thoughtful Entrepreneur

In this episode of Run the Numbers, CJ sits down with Jake Kornreich, CFO of CoLab and former CFO of Own, live from the New York Stock Exchange. Jake breaks down the six-part framework behind Own's $2.1B sale to Salesforce, why “control your destiny” matters, how CFOs should think about IPO readiness, board communication, share price theater, and why great finance leaders operate beyond the spreadsheet.—SPONSORS:Rillet is an AI-native ERP built for modern finance teams that want to replace NetSuite and close faster. With revenue recognition, close management, multi-entity support, and native Stripe and Salesforce integrations, Rillet helps scaling companies run their finance stack in one place. Hundreds of teams, including Windsurf and Mercor, use Rillet to make the zero-day close real. Book a demo at https://www.rillet.com/cjEY has been part of Silicon Valley since it was just a valley, helping the most successful names in tech go from startup to exit to megacap. With teams across strategy, tax, audit, and transactions, EY helps you get your financials right early, long before your investors start asking for it. You build the next big thing, and EY will help you build it right. Learn more at https://www.ey.com/techstartupsSpendHound cuts your SaaS and AI spend by up to 30% using real pricing benchmarks across 10,000 vendors, so you always know what fair pricing looks like before your next renewal. Rated #1 on G2 in SaaS spend management, it's free forever for teams up to 1,000 employees. Sign up by June 12th and get $500 just for getting started. Go to https://www.spendhound.com/cjBrex is an intelligent finance platform with AI-powered agents that capture expenses automatically, enforce policy before the spend happens, and close your books in minutes instead of weeks. 35,000+ companies like OpenAI, Coinbase, Anthropic, and DoorDash already run on Brex. It's time to get Brex AF. Learn more at https://www.brex.com/metricsAleph is a modern FP&A platform built for teams that want more than another planning tool. By connecting your ERP, CRM, and other systems into one trusted data layer with AI workflows, Aleph helps you move faster with real-time insights. Get a personalized demo at https://www.getaleph.com/runRightRev is an automated revenue recognition platform that lets your product team ship new pricing without asking finance for permission, and your sales team close deals without creating downstream chaos. Check out their free tool at calculator.rightrev.com It scores your rev rec process, shows what's exposing you to risk, and tells you exactly where to focus before it bites you in the rear end. Check it out at https://calculator.rightrev.com—LINKS: Mostly Talent: https://mostlymetrics.typeform.com/to/cLTxtAsNGuest: https://www.linkedin.com/in/jake-kornreich/Company: https://www.colabsoftware.com/CJ: https://www.linkedin.com/in/cj-gustafson-13140948/Mostly metrics: https://www.mostlymetrics.comTIMESTAMPS:0:00 Preview and Intro2:20 First stock3:28 Benefits of going public today5:42 Come-up: chief of staff to CFO6:31 Running HR like a sales org8:32 Control your destiny9:24 Synergies with Salesforce10:09 Sponsors — Rillet | EY | SpendHound13:10 Do your own ROI due diligence14:40 Share price equals entertainment16:26 Disciplined execution17:45 Performance, not stories19:24 Activist investors and the acquirer's board20:13 Write the memo for the other side20:45 Sponsors — Brex | Aleph | RightRev24:02 Triangulate your way to success25:18 Your board takes snapshots, you run the movie26:21 Knowing when to sell27:16 Valuation limits your exit options27:38 Stakeholder comms during the acquisition29:58 CFO as operator, not just function31:31 What is CoLab?32:09 Why Jake joined post-Series C33:50 Personal product market fit for CFOs35:27 Lightning round35:42 Screwed up: $5M budget error36:17 Advice to younger self36:41 Finance software stack37:34 Culture of expense discipline38:22 Credits

Reassurance feels helpful in the moment. You ask someone if everything is okay, replay a memory to make sure you didn't do anything wrong, Google the same question for the tenth time, or tell yourself that your fear isn't true. The problem? OCD is never satisfied. The relief lasts for a moment, then the doubt comes back — and the cycle starts all over again. In this video, Dr. Patrick McGrath explains the many forms reassurance-seeking can take and doing so often feeds OCD.At NOCD, we specialize in exposure and response prevention (ERP) therapy, the most effective treatment for OCD—a treatment that can help you live a fulfilling life. If you're ready to take your first step, book a free 15-minute call with us at https://learn.nocd.com/YTFollow us on social media:https://www.instagram.com/treatmyocd/https://twitter.com/treatmyocdhttps://www.tiktok.com/@treatmyocd Hosted on Acast. See acast.com/privacy for more information.

In this episode, we are breaking down five core principles of OCD recovery. To help explore this topic, I am joined by Kimberley Quinlan, an anxiety and OCD specialist practicing in Los Angeles and host of the Your Anxiety Toolkit podcast.OCD recovery is often viewed as a rigid list of steps, but it is better understood through specific attributes and ingredients that you can learn to practice and strengthen over time.Here is what you need to know about the core components of OCD recovery:1. Clarity of VisionHaving a clear picture of what you want your life to look like is a powerful predictor of success. This does not mean you must have every detail mapped out perfectly, but you need a general template of the life you want to live. Recovery is not merely the absence of intrusive thoughts or anxiety; it is about deciding what your life will look like when you choose to let those thoughts exist without letting them run the show.2. Willingness to Endure DiscomfortYou must be willing to let OCD come along for the ride. This means moving forward with your valued life plans whileexperiencing discomfort, intrusive thoughts, feelings, sensations, urges, and images. Whether you are practicing driving in your neighborhood or returning to school, you must learn to slow down and be in relation to actual physical discomfort.3. Self-Compassion and KindnessPracticing while uncomfortable is difficult, and it requires kindness toward yourself. This means eliminating the critical, negative inner dialogue that tells you that you are a failure or that you should be further along in your journey. Kindness also means physically validating your own distress, acknowledging your racing heart or somatic symptoms, and making space for them rather than fighting them.4. Attentional AwarenessAttention training is your ability to intentionally choose where to direct your focus in the midst of chaos. Intrusive thoughts feel chaotic, but you have the agency to anchor your attention to a focal point in the present moment, whether that is a sound, a physical task, or a loved one's voice. This is a muscle that you strengthen through small, repetitive daily actions.5. Focus on Response PreventionWhile exposure and response prevention (ERP) is the gold standard for treatment, the emphasis belongs heavily on response prevention. Identifying your compulsions and safety behaviors, and then slowing down or stopping them, is far more critical than seeking out the most intense exposures. Take an honest inventory of your compulsions and work consistently to reduce them.A Note on Consistency These attributes are not static personality traits, nor will they remain at a constant level every day. Some days your willingness will be low, or your self-compassion will wane. Recovery is messy, and consistency matters far more than intensity. Be gentle with yourself, allow space for humor when you catch your OCD trying to trick you, and keep making small, practical choices to move forwardFind Kim online:InstagramWebsitePodcastFor full show notes on this episode:https://theanxioustruth.com/346Send in a question or comment via text.Support The Anxious Truth: If you find the podcast helpful and want to support my work, you can buy me a coffee.   Other ways to support my work like buying a book or signing up for a low cost workshop can be found on my website.  None of this is never required, but always appreciated! Interested in doing therapy with me? For more information on working with me directly to overcome your anxiety, follow this link.Disclaimer: The Anxious Truth  is not therapy or a replacement for therapy. Listening to The Anxious Truth does not create a therapeutic relationship between you and the host or guests of the podcast. Information here is provided for psychoeducational purposes. As always, when you have questions about your own well-being, please consult your mental health and/or medical care providers. If you are having a mental health crisis, always reach out immediately for in-person help.

Selling your company can look like "the big win." The check clears. The headlines sound nice. Maybe someone even posts a tasteful LinkedIn announcement with way too many gratitude emojis. Then comes the hard part: contracts, systems, data, cyber risk, SOPs, people, processes, and the tiny little question that can wreck a deal: Can this business actually run without you? In this episode of The Liquid Lunch Project Podcast, Matt sits down with Mark Sims, Managing Principal of Technology Solutions at ConsultMSG, to talk about what business owners need to fix before private equity shows up with a checkbook. Yes, they talk about what happens after a private equity deal closes. New boss. New board. New systems. New rules. Weird vibes in the Monday meeting. But the bigger warning is this: if your business is held together by handshake deals, tribal knowledge, messy data, and "Judy knows where that file is," you may not get the valuation, speed, or smooth transition you were hoping for. Mark breaks down how technology, clean data, documented processes, AI, cybersecurity, and basic operational discipline can protect company value before a sale…or quietly drain it when buyers start looking under the hood.  

Send us Fan MailSelecting the right ERP system begins long before software demonstrations or vendor evaluations—it starts with selecting the right advisor. While many consulting firms position themselves as independent, their implementation partnerships, reseller agreements, or vendor incentives often shape recommendations behind the scenes, leading organizations toward shoehorned solutions, vendor lock-in, and architectural decisions driven more by commercial alignment than operational fit. This webinar explains why true independence is critical during ERP readiness and selection initiatives, particularly as enterprise environments become more composable and category-specific. It explores what genuine vendor-agnostic consulting should look like in practice, including defining the target operating model before technology selection, aligning enterprise software categories without forcing everything into a monolithic ERP framework, and evaluating process maturity, data governance, and organizational readiness before narrowing vendor options. In contrast, many advisory firms rely heavily on familiarity bias, implementation convenience, or preconfigured solution stacks that quietly restrict strategic flexibility and increase long-term transformation risk.Video: https://www.elevatiq.com/events-and-webinars/how-to-select-an-independent-erp-consulting-firm-the-process-explained/Questions for Panelists?

Almost every shop owner I talk to wants to grow. Far fewer build something that can survive a real downturn. That's the thread running through my whole conversation with Chris Welch of Swissomation, and it's why I wanted him on after we met at Machining on the Summit. Chris runs a high-mix Swiss machining operation, two locations and around 120 spindles, and just about everything he does comes back to one idea: build a business durable enough to ride out whatever the market does next. We get into the moves that kept him standing when other shops folded. The 2001 telecom crash nearly took him out, and he came out of it refusing to let any single customer pass 20% of sales. He advertises hardest when he's slammed, which is why he was up 35% in 2009 while friends were calling him looking for work. He buys used machines with cash, adds his own live tooling and indexing, and stays out of debt so he never has to lay anyone off. In 29 years, he hasn't. Chris is a systems guy too. We talk through his sales-based bonus program and why he steers clear of profit-sharing, the twice-daily blueprint checks that make quality everyone's job, the quarantine-and-lot-ticket process running on an ERP he wrote himself, and how a fleet that size lets him slip short-run tech jobs in between the longer ones. He doesn't dodge the hard parts either: the Google AdWords money pit, the rough jump from owner to CEO, the training program he admits he's behind on. If one line sums up the episode, it's how Chris describes the shops that don't make it: everybody wants to milk the cow, nobody wants to feed it. Watch your debt, save your money, invest in your people, find your niche. Coming from someone who's lived all four, it's worth the hour. What's Covered in this Episode (0:00) Meet Chris Welch and Swissomation, two shops with around 120 spindles (3:08) From a 1997 start to launching Swissomation Virginia with his parents (7:49) The product side: firearms, dive gear, Peak Fishing, and AIQ Manufacturing (10:07) SMW Autoblock and the seven habits of workholding (RASRAM) (10:54) Diversifying away from telecom and surviving the 2001 crash with no layoffs (12:09) The 20% rule after losing a customer worth half his sales (13:36) Why he advertises hardest when busy, and was up 35% in 2009 (19:53) Staying debt-free: used machines bought with cash and live tooling added in-house (23:31) Riches in the niches and why handling tiny parts is the real challenge (26:04) The most effective types of trade shows for Swissomation (27:20) The Google AdWords trap and why carpet-bomb RFQ buyers stay disloyal (30:24) The $16,000 UPS theft and choosing the long game (32:38) Increase your spindle uptime with the Hennig WorkFlow Automation System (33:31) On the floor: short-run systems, twice-daily blueprint checks, in-house ERP (39:54) Cutting setup time with tooling strategy and job grouping (43:37) Get a free report of sales opportunities in your area from FacturMFG.com/chips (44:44) The bonus program: sales-based, not profit-sharing, with rejections counted twice (50:02) Boosting throughput through hiring, training, and tools he built himself (52:19) The best decision: staying debt-free and feeding the cow (54:48) The owner-to-CEO transition and knowing when to add leadership (59:04) Best advice for newer shops: watch debt, save, invest in people, find a niche (1:02:30) Where to connect with Chris and Swissomation Resources Mentioned SMW Autoblock and the seven habits of workholding (RASRAM) Increase your spindle uptime with the Hennig WorkFlow Automation System Get a free report of sales opportunities in your area from FacturMFG.com/chips Connect with Chris Welch Connect with Chris on LinkedIn Swissomation Instagram

What if your ERP is secure… but still costing you millions? As AI and automation reshape enterprise systems, hidden gaps in security models can quietly undermine control, integrity, and trust.=====As ERP systems become the backbone of highly connected, AI-driven ecosystems, traditional security models are no longer enough. In this episode, PwC's Stuart Light explores why organizations must rethink security as a proactive, holistic discipline, focused on data integrity, ecosystem-wide access, and closing hidden gaps that can silently erode business value.⁠⁠⁠⁠⁠⁠⁠⁠Download Episode Transcript⁠⁠⁠⁠⁠⁠⁠⁠Useful Links: ⁠⁠⁠⁠⁠SAP Cloud ERP⁠⁠⁠⁠⁠Follow Us on Social Media!SAP S/4HANA Cloud ERP: ⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠=====Guest: Stewart Light, PwCHost 1: Richard Howells, SAPRichard Howells has been working in the Supply Chain Management and Manufacturing space for over 30 years. He is responsible for driving the thought leadership and awareness of SAP's ERP, Finance, and Supply Chain solutions and is an active writer, podcaster, and thought leader on the topics of supply chain, Industry 4.0, digitization, and sustainability.Follow Richard Howell on ⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠X⁠⁠⁠⁠⁠⁠⁠⁠Host 2: Oyku Ilgar, SAPOyku Ilgar is a marketer and thought leader specializing in SAP's digital supply chain and ERP solutions since 2017. As a marketer, blogger, and podcaster, she creates engaging content that highlights innovative SAP technologies and explores key topics including business trends, AI, Industry 4.0, and sustainability.Follow Oyku Ilgar on ⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠SAP Community⁠⁠⁠⁠⁠=====Key Topics: ERP security, cloud ERP, SAP, S4HANA, cybersecurity, identity access management, least privilege, AI, digital workers, ERP transformation, enterprise risk, access control, data integrity, ecosystem security, compliance

Many OCD themes are frequently misunderstood, misdiagnosed, or completely overlooked because they don't match the stereotypes most people associate with OCD. In this episode, I dive into the OCD themes that often fly under the radar, including Moral OCD, Harm OCD, POCD, SOCD, ROCD, disgust based OCD, symmetry OCD, and Just Right OCD.I talk about how these themes can present in children and teens, why they are often mistaken for anxiety, behavioral issues, personality traits, or even hidden desires, and how shame and mental compulsions can keep kids struggling silently for years.You'll also learn why OCD is not always driven by fear. Some themes are fueled by disgust, discomfort, uncertainty, or an overwhelming feeling that something is “off” or incomplete. I break down how OCD can lead to reassurance seeking, confession, avoidance, mental reviewing, and hidden rituals that many parents and even therapists may miss.I also discuss what parents can do if they suspect OCD is being overlooked, including how to educate themselves on OCD themes, help their child understand what OCD is doing, trust their gut, and seek out proper OCD specific support and ERP therapy.If your child has ever struggled with intrusive thoughts, shame around certain thoughts or feelings, hidden compulsions, or behaviors that never fully made sense through a traditional anxiety lens, this episode will help you better understand what may really be happening beneath the surface.Resources Discussed in Episode:Join our FREE series: How to Be an Effective Anchor for Your Kids with OCDGet your PDF handout of today's episode here.OCD Therapy through NOCDOCD Therapist DirectoryKids and Teen Course on OCDFREE Therapist Workshop on OCDCrushing OCD Workbook for KidsChloe and The Bossy Cloud OCD Picture BookBTTI OCD TrainingTexas OCD Institute***This podcast episode is sponsored by NOCD. NOCD provides online OCD therapy in the US, UK, Australia and Canada. To schedule your free 15 minute consultation to see if NOCD is a right fit for you and your child, go tohttps://go.treatmyocd.com/at_parentingThis podcast is for informational purposes only and should not be used to replace the guidance of a qualified professional.Parents, do you need more support?

If you've been struggling with OCD or anxiety for a long time and feel like nothing is working, this episode may reveal why. Matt Codde, LCSW explains why self-rejection is one of the most overlooked barriers to healing, and how learning to be more loving toward yourself is not a self-help cliche, but a clinical cornerstone of lasting OCD recovery.This episode applies to anyone dealing with OCD, anxiety, chronic pain, or any pattern of internal resistance. Whether you are in active ERP therapy or just beginning to understand your OCD cycle, the message here is one that most people have never heard in quite this way.If you have spent years trying to eliminate thoughts, manage anxiety, or "get better" before giving yourself permission to rest, recover, or even feel okay, this one is for you. Matt walks through the specific ways people with OCD are unloving to themselves without realizing it, and what the path toward integration and true healing actually looks like

Do you feel miles apart from your partner—even though you still love each other deeply? Many long-term couples gradually drift into a "roommate" dynamic: life feels stable, the relationship is intact, but something vital is missing. Over time, habits and strategies designed to avoid conflict and maintain harmony can quietly diminish the spark, intimacy, and passion that once brought you together. In this episode, you'll discover why emotional distance often develops in otherwise loving relationships and what it takes to reconnect. Through fresh insights, relatable examples, and practical guidance, this conversation explores how the pursuit of stability can sometimes come at the expense of closeness. You'll learn why deeper intimacy requires a willingness to tolerate vulnerability, uncertainty, and emotional risk—and how embracing those challenges can strengthen your bond. Whether your relationship feels mildly disconnected or stuck in a long-standing rut, you'll come away with actionable tools and new perspectives to help reignite passion and create a more meaningful connection. Dr. Bruce Chalmer is a psychologist and couples therapist with over 30 years of experience helping partners navigate the complexities of long-term relationships. Drawing on clinical insight, real-world compassion, and a deep understanding of how intimacy and anxiety intertwine, Dr. Chalmer has guided countless couples through the challenges explored in his books, video courses, and posts. With his wife, Judy Alexander, he is also the co-host of the podcast Couples Therapy in Seven Words and a trusted voice in relationship education.   Episode Highlights 04:30 How couples grapple with the competing needs for both stability and intimacy—and why this paradox lies at the heart of lasting relationships. 06:42 What often surprises couples in therapy and how rethinking "conflict" can actually bring unexpected relief and clarity. 11:22 How the pursuit of stability can slowly erode intimacy and why some couples find themselves drifting into "roommate mode" without realizing it. 15:15 Real-life examples of couples who deeply love each other but have quietly slipped into a routine that lacks real connection. 16:11 How fears—both known and hidden—can keep us from bringing up tough topics and leave couples feeling stuck. 22:15 Hidden anxieties that might be holding them back, especially for men. 23:51 What makes couples therapy so intimidating for so many. 27:26 How finding meaning—even in moments of anxiety—can shift your entire experience of relationship struggles. 31:08 How facing relationship challenges together can lead to a new sense of gratitude and growth that endures—even if the outcome isn't what you expected. 37:55 Practical guidance on taking safe, manageable steps toward greater connection. 39:18 How embracing curiosity, support, and small risks can foster hope, healing, and renewed passion in your relationship.   Your Checklist of Actions to Take Pause and Breathe: Take a moment to ground yourself with deep breaths before entering important conversations to increase presence and reduce anxiety. Get Curious, Not Panicked: Approach difficult topics with curiosity instead of fear, reminding yourself that discomfort does not signal dysfunction. Acknowledge and Validate Fears: Recognize your own and your partner's fears as legitimate rather than dismissing them, creating a safer environment for vulnerability. Define Desired Change: Together with your partner, clarify what "better" would look like in your relationship, orienting focus toward shared goals. Risk Small Vulnerabilities: Start by sharing a small, meaningful feeling or need with your partner, even if it feels scary, to practice intimacy in manageable doses. Reflect on Meaning and Purpose: Remind yourself of the value and meaning of your relationship, which can help bolster courage to tolerate uncertainty and discomfort. Use Support Systems: Consider seeking guidance from resources like books, video courses, or a trusted couples therapist to experience new ways of connecting. Celebrate Progress: After taking interpersonal risks, acknowledge positive outcomes and growth, reinforcing your willingness to keep stretching toward greater intimacy.   Mentioned The Passion Paradox (course) The Passion Paradox (*Amazon Affiliate link) (book) Betrayal and Forgiveness (*Amazon Affiliate link) (book) Couples Therapy in Seven Words (podcast) Principia Amoris (book) Man's Search for Meaning (book) Mindset: The New Psychology of Success (book) Managing Conflict in Relationships: An Interview with Dr. Jessica Higgins (YouTube episode) ERP 110: How To Manage Two Majorly Conflicting Needs In Relationship ERP 015: Do You Have A "Unity" Or "Journey" Mindset In Relationship? ERP 446: Dealing With Betrayal In Relationship & Learning To Forgive 12 Relationship Principles to Strengthen Your Love (free guide)   Connect with Dr. Bruce Chalmer Websites: brucechalmer.com | couplestherapyinsevenwords.com  Facebook: facebook.com/drbrucechalmer  LinkedIn: linkedin.com/in/bruce-chalmer-95ab70305/  Instagram: instagram.com/dr_bruce_chalmer  YouTube: youtube.com/brucechalmer TikTok: tiktok.com/@drbrucechalmer  Podcast: podcasts.apple.com/us/podcast/couples-therapy-in-seven-words/id1517231158   

Send us Fan MailThis week's enterprise software developments further demonstrate how rapidly vendors are embedding agentic AI, governed automation, and composable data architectures into core enterprise workflows. Rootstock Software strengthened its manufacturing and warehouse execution strategy through the acquisition of Ascent Solutions, while Anaplan expanded its AI planning portfolio with CoModeler, Custom Analyst, and Agent Studio to accelerate enterprise planning automation. In the go-to-market space, Apollo.io acquired Pocus to build a more agentic revenue operations stack, and Zapier partnered with Rillet to connect general ledger workflows with thousands of operational applications. Meanwhile, Databricks introduced Lakewatch as an open, agentic SIEM platform built on the lakehouse architecture, and Oracle launched Fusion Agentic Applications designed to place coordinated AI agents directly inside ERP workflows. Governance and enterprise trust also emerged as central themes, with Relyance AI unveiling Lyo to monitor how AI agents interact with enterprise data, while Salesforce introduced AI Foundry to operationalize research into enterprise-ready AI models. Finally, Spade raised significant funding to transform messy transaction strings into finance-grade AI data, reinforcing how semantic normalization and governed enterprise context are becoming foundational to the next generation of AI-native enterprise systems.In today's episode, we invited a panel of industry analysts for a live discussion on LinkedIn to analyze current enterprise software stories. We covered many grounds including the direction and roadmaps of each enterprise software vendors. Finally, we analyzed future trends and how they might shape the enterprise software industry.Video: https://www.youtube.com/watch?v=hekHpEgI0zMQuestions for Panelists?

Host Dallas Burnett thanks listeners as The Last 10% nears 100 episodes and then announces major behind-the-scenes projects. He shares the rollout of Perforam and plans to combine it with the 1on1's Coaching System into a performance management suite focused on team growth. Dallas also reveals that his team acquired a failing publishing company on July 1, 2025, and has spent 11.5 months rebuilding it, tackling antiquated systems, excessive costs, fragmented accounting, overstaffing, poor collections (including $6.4M in bad debt), and a defeated remote culture. He introduces authorservices.com as the new home for revamped imprints, outlines a story shift toward quality, ethical AI use, and stronger marketing, and describes building a custom ERP, new products, a hybrid publishing partnership launching in the fall, and upcoming tools, including an author publishing app, event app, and marketing education for authors.If you have been interested in publishing a book or marketing a book you've published, check out www.AuthorServices.com!

Mike Armistead has been in the room for almost every major technology wave of the past 30 years — from client-server computing, to the early internet at Lycos, to application security at Fortify Software (acquired by HP), to AI-driven security at Respond Software (acquired by FireEye for $186M, eventually folded into Google). Now on his sixth startup, he's CEO of Pulse Security AI, building what he calls a "system of record" for security leaders — giving CISOs the same kind of business-level visibility that CFOs get from their ERP and sales leaders get from their CRM.In this episode, Jeff and Mike dig into the weight of inertia that slows every major technology transition, why conviction is the one thing that gets founders through the rough patches, and how to stress-test your assumptions before spending a year building something people will admire but never buy. They also go deep on the evolving cybersecurity landscape — why security tools have historically grown in siloed, technical layers, why AI-driven threats (deepfakes, impersonation, prompt injection) are accelerating faster than most organizations can respond, and why scenario planning is no longer a quarterly exercise — it's a survival skill.Key Takeaways0:00 — Intro: The real obstacle to technology transitions isn't innovation — it's the weight of existing systems, habits, and inertia3:00 — Why conviction is the essential quality that gets founders through rough patches in every startup cycle7:00 — Lessons from Reed Hastings' Pure Software: culture, ethics, and values were being built even before Netflix9:00 — Risk evaluation after multiple exits: what Mike learned from walking into a high-debt company right before 9/11 — and why structural due diligence matters as much as product quality11:30 — The value of tabletop exercises: role-playing "what if" scenarios with co-founders and executives surfaces risks you'd never otherwise think about12:45 — What is Pulse Security AI? The gap between technical security data and business-level decision-making — and why CISOs are the only C-suite executives without a true system of record16:30 — How an agentic layer can connect siloed security tools and translate technical risk data into the business language boards actually need18:40 — Leading through platform shifts: understanding early vs. late adopters and why you can't force mainstream buyers before they're ready21:00 — Security's evolution from compliance checkbox to strategic business function — and why the threat landscape is always moving in multiple dimensions simultaneously24:20 — AI-driven threats, deepfakes, and the "trust and verify" world: practical security posture advice for companies of all sizes33:00 — Fundraising on your sixth startup: how the investment landscape has shifted (seed rounds now include institutional investors; A rounds now require real revenue)39:30 — Avoiding the customer feedback trap: why "that's cool" is not the same as "I'd pay for that" — and how to ask the uncomfortable pricing question early41:30 — The AI hype cycle: the one question that never changes — are you adding enough value that someone will pay for it?45:00 — The future of cybersecurity over the next five years: breaking down silos, AI-driven threat acceleration, and why humans still need to stay in the loopTweetable Quotes"Conviction is essential. It's what gets you through the rough patches — and there are always rough patches." — Mike Armistead"History doesn't repeat itself, but it certainly rhymes. You're gonna encounter certain things everywhere, and you have to learn how to break out of the bucket people want to put you in." — Mike Armistead"'That's cool' is not the same as 'I'd pay for that.' You have to listen for when they start thinking about how they can buy it." — Mike Armistead"Risk mitigation isn't a 'done' setting. Just because you're certified today doesn't mean you're protected tomorrow." — Mike Armistead"We live in a trust-and-verify world. If something is asking you to do something you wouldn't normally do, the flags have to go up." — Mike Armistead"AI doesn't scale people. It scales attacks. The infrastructure we built was designed for a different threat landscape." — Mike ArmisteadSaaS Leadership LessonsConviction is your most valuable asset in a hard growth cycle. Every startup goes through wild swings. The founders who make it through aren't the ones with the best product at every moment — they're the ones who maintained conviction that what they were building would be genuinely valuable to their customers. Momentum fades. Conviction doesn't.Do your structural due diligence before you walk in. Mike's hardest lesson came from his first CEO role: a high-debt company that collapsed not because the business was failing, but because lenders called loans after 9/11. The business itself was fine. The structure killed it. Always understand the financial architecture of what you're walking into — especially in uncertain macro environments.Run tabletop exercises with your leadership team. Don't wait for a crisis to figure out your response. Role-play "what if" scenarios regularly with your co-founders and executives. Someone always surfaces a risk you hadn't considered — and the solutions are often simpler than you'd expect. This is no longer optional; it's a survival skill.Know where you are in the adoption curve — and don't fight it. Early adopters will take a chance on you because they see competitive advantage. Mainstream buyers need proof points. Late adopters need to see their peers doing it. Pestering a mainstream buyer with an early-stage pitch isn't a winning fight. Build for the stage you're actually in.Ask the uncomfortable pricing question early and often. Founders are wired to build. We're not always wired to sell. But the market will tell you the truth faster than any advisor. Ask potential customers directly: "Would you pay X for this?" Fight through the politeness. Watch for buying signals — when someone starts thinking about procurement rather than just nodding along, you're onto something.Stop building for "cool" — build for "when can I buy it?" Customer enthusiasm and purchase intent are not the same thing. If your beta testers are telling you it's great but nobody's asking how to get it, you haven't found product-market fit. Continually test your story, move toward a bigger narrative when needed, and keep engaging the market until the signals change.Guest Resourcesmike@pulsesecurity.aipulsesecurity.aihttps://www.linkedin.com/in/mike-armistead-1164715/Episode SponsorThe Futureproof Series - https://www.youtube.com/playlist?list=PLfkXKUPZ5xuOqMPR7_gzGybncTtavyR1NThe Captain's KeysSmall Fish, Big Pond – https://smallfishbigpond.com/ Use the promo code ‘SaaSFuel'Champion Leadership Group – https://championleadership.com/SaaS Fuel ResourcesWebsite - https://championleadership.com/Jeff Mains on LinkedIn - https://www.linkedin.com/in/jeffkmains/Twitter - https://twitter.com/jeffkmainsFacebook - https://www.facebook.com/thesaasguy/Instagram - https://instagram.com/jeffkmains

Send us Fan MailThe automotive ERP market remains one of the most operationally complex and ecosystem-driven segments within enterprise software in 2026, making ERP selection highly dependent on business model alignment, manufacturing architecture, and supplier ecosystem participation. Automotive ERP spans organizations of all sizes, from emerging EV startups to global OEMs and multi-tier suppliers, yet the operational requirements across OEMs, Tier 1, Tier 2, and Tier 3 manufacturers differ dramatically in terms of compliance, traceability, production strategies, quality management, and supply chain coordination. As a result, no single ERP platform universally fits every automotive environment. One of the most important evaluation criteria is understanding whether an organization operates in a manufacturing execution-centric model—where MES integration, plant-floor coordination, machine connectivity, and real-time production visibility dominate—or a more ERP-centric model focused on procurement orchestration, forecasting, compliance management, and financial coordination. In addition, major automotive ecosystems such as Toyota, Honda, Ford, BMW, and Tesla often impose highly specialized supplier collaboration standards, EDI frameworks, and operational protocols that shape ERP vendor alignment strategies. While these ecosystem-specific optimizations can create strong operational fit within certain automotive networks, they may also introduce challenges when organizations expand across different supplier ecosystems, making historical industry alignment and ecosystem depth critical factors during ERP evaluation.In this episode, our host Sam Gupta discusses the top automotive ERP systems in 2026. He also discusses several variables that influence the rankings of these ERP systems. Finally, he shares the pros and cons of each ERP system.Video: https://www.youtube.com/watch?v=9k5ObVkvPMoRead: https://www.elevatiq.com/post/automotive-erp-systems/Questions for Panelists?

In this episode, Laura Cantor shares key takeaways from her experience at Vendors in Partnership, including emerging trends in retail, the growing importance of meaningful partnerships, and how brands can cut through the noise in a tech-saturated landscape.  She dives into why people—and the partnerships they build—are still the foundation of innovation and growth, even as AI continues to transform the industry.  Laura also highlights tactical approaches that are driving real results today, including insights on high-impact ecommerce solutions like AfterSell, a platform helping brands maximize revenue through post-purchase optimization.  In This Conversation We Discuss: [00:00] Intro [02:38] Learning the value of brand building [06:20] Sponsor: Migrate [08:19] Prioritizing learning over job titles [12:46] Sponsor: Intelligems [14:46] Overcoming organizational status quo [17:08] Streamlining operations for future tech [21:06] Sponsor: Electric eye [22:14] Optimizing brands for agentic AI search [23:43] Monetizing traffic through retail networks [25:34] Callouts [25:44] Leveraging partnerships for mutual wins [28:00] Emphasizing human strategy alongside AI  Resources: Subscribe to Honest Ecommerce on Youtube Women's apparel specialty retailer nyandcompany.com/ Follow Laura Cantor linkedin.com/in/lauracantor/ Migrate and grow more klaviyo.com/honest Book a demo today at intelligems.io/ Schedule an intro call with one of our experts electriceye.io/connect If you're enjoying the show, we'd love it if you left Honest Ecommerce a review on Apple Podcasts. It makes a huge impact on the success of the podcast, and we love reading every one of your reviews!

Agentic AI has taken off in software engineering, but most CIOs still cannot make agents work in everyday knowledge work in the enterprise. Aaron Levie, co-founder and CEO of Box, explains why that gap exists and what enterprises must change to close it. Drawing on what Box sees across its enterprise customer base, including 68% of the Fortune 500, Levie covers data access, verification, budgets, architecture, and the new roles required to realize real value from enterprise AI agents.======This episode is brought to you by Gartner IT Symposium/Xpo™. Ready to scale agentic AI from pilot to production? Join top CIOs and IT executives at Gartner IT Symposium/Xpo, taking place this October 19th through the 22nd in Orlando, Florida. Over 300 Gartner analyst-led sessions will cover top priorities shaping IT—from AI value, governance, and cybersecurity to cost optimization, IT operating models, and beyond. Get practical, actionable insights—and connect with peers tackling the same challenges you are.Secure your spot today at gartner.com/us/symposium.======YOU'LL DISCOVER✅ Why agentic coding raced ahead while knowledge work agents lag, across three properties: text based work, verifiability, and data access✅ The "AI psychosis" pattern Levie says makes CEOs overestimate agents, and why distance from the last mile of work distorts executive judgment✅ Why you should retry a failed AI project roughly every six months as frontier models keep improving✅ The forward-deployed engineer role, internal and external, and why it becomes essential to enterprise AI adoption✅ Why your IT and data architecture, not the model you pick, often determines what you actually get from agents✅ The end of venture-subsidized tokens, and why the line of business, not just IT, now has to own the AI budget✅ Why Levie says you should not vibe-code core systems of record like ERP or CRM, and where agent value actually accrues✅ Value maxing versus token maxing: how to judge AI ROI and avoid a surprise overnight token bill⏱️ TIMESTAMPS0:00 The promise of agentic coding5:11 Why knowledge work resists agents8:52 The AI psychosis trap for CEOs14:57 Be ambitious, then retry in six months17:25 The rise of the forward-deployed engineer21:09 Frontier models need your data architecture27:14 The end of subsidized tokens31:18 How knowledge workers should prepare36:37 Where software value shifts39:03 Reimagining workflows around abundance43:03 Value maxing versus token maxing49:46 Advice for CIOs

In this episode of Run the Numbers, CJ sits down with Dan Bettes, CFO of SoundCloud, at the New York Stock Exchange. Dan breaks down how SoundCloud operates as a two-sided music marketplace, how he thinks about liquidity between fans and creators, and why great finance leaders need to make forecasting feel owned by the business—SPONSORS:Aleph is a modern FP&A platform built for teams that want more than another planning tool. By connecting your ERP, CRM, and other systems into one trusted data layer with AI workflows, Aleph helps you move faster with real-time insights. Get a personalized demo at https://www.getaleph.com/runRightRev is an automated revenue recognition platform that lets your product team ship new pricing without asking finance for permission, and your sales team close deals without creating downstream chaos. Check out their free tool at calculator.rightrev.com It scores your rev rec process, shows what's exposing you to risk, and tells you exactly where to focus before it bites you in the rear end. Check it out at https://calculator.rightrev.comRillet is an AI-native ERP built for modern finance teams that want to replace NetSuite and close faster. With revenue recognition, close management, multi-entity support, and native Stripe and Salesforce integrations, Rillet helps scaling companies run their finance stack in one place. Hundreds of teams, including Windsurf and Mercor, use Rillet to make the zero-day close real. Book a demo at https://www.rillet.com/cjEY has been part of Silicon Valley since it was just a valley, helping the most successful names in tech go from startup to exit to megacap. With teams across strategy, tax, audit, and transactions, EY helps you get your financials right early, long before your investors start asking for it. You build the next big thing, and EY will help you build it right. Learn more at https://www.ey.com/techstartupsSpendHound cuts your SaaS and AI spend by up to 30% using real pricing benchmarks across 10,000 vendors, so you always know what fair pricing looks like before your next renewal. Rated #1 on G2 in SaaS spend management, it's free forever for teams up to 1,000 employees. Sign up by June 12th and get $500 just for getting started. Go to https://www.spendhound.com/cjBrex is an intelligent finance platform with AI-powered agents that capture expenses automatically, enforce policy before the spend happens, and close your books in minutes instead of weeks. 35,000+ companies like OpenAI, Coinbase, Anthropic, and DoorDash already run on Brex. It's time to get Brex AF. Learn more at https://www.brex.com/metrics—LINKS: Mostly Talent: https://mostlymetrics.typeform.com/to/cLTxtAsNGuest: https://www.linkedin.com/in/danielbettes/Company: https://soundcloud.com/CJ: https://www.linkedin.com/in/cj-gustafson-13140948/Mostly metrics: https://www.mostlymetrics.com—TIMESTAMPS:0:00 Preview and Intro2:17 First stock: a Vanguard index fund3:13 Most memorable IPO: Groupon4:54 Benefits of going public have changed5:47 SoundCloud and the music industry7:21 Three eras: physical, streaming, creator platform8:49 Streaming unbundled the album10:03 Artists don't need labels anymore11:40 Sponsors — Aleph | RightRev | Rillet15:00 SoundCloud's two-sided business model16:23 Touring replaced the album17:17 First metric every morning: net adds18:31 DAU vs. MAU: it's a funnel19:14 Viral moments and exogenous pops20:10 LTV and the subscription funnel21:38 Sponsors — EY | SpendHound | Brex24:35 Tops-down vs. bottoms-up: reconcile both26:21 Revenue is an output27:45 Handling forecast deviation29:24 How often to reforecast30:23 The final boss: indirect cash flow statement33:09 Cash vs. EBITDA fluency35:04 Plain English and the power of reps36:52 Tailor the message to the audience37:45 Lightning round37:45 Screwed up: miscounted corn at a banquet38:41 Lean into discomfort39:55 Craziest expense: a post-flight massage40:17 Credits

A $400,000 B2B card payment sounds simple until a processor flags it, the finance team cannot reconcile it, and the invoice sits open while DSO creeps up. That gap between delivering product and collecting cash is where B2B payments either become a growth engine or a constant operational headache.I sits down with Thomas Cecil, Co-Founder of PAYRA, to unpack how modern accounts receivable automation actually works when you have real scale like thousands of invoices per month and customers paying by card, ACH, wire, or check. We talk through PAYRA's approach to the invoice-to-cash cycle, why deep ERP integrations matter more than glossy dashboards, and how automated payment reconciliation into the general ledger eliminates the manual posting that blocks adoption. Thomas also explains the practical details finance teams care about, like handling surcharging and posting to multiple GL entries without breaking the books.We also zoom out to where B2B payments is headed: partnering with ISOs instead of trying to replace them, using AI agents to pull invoice metadata from legacy ERPs with limited APIs, and the growing opportunity in cross-border receivables. Thomas shares why stablecoins may reduce correspondent banking friction and why workflows and value-added services are becoming the real business model behind payments.

What does great leadership actually look like? Can you make a difference even if you're in the middle of the hierarchy? "If you think you're too small, you've not spent the night under a bedsheet with a mosquito." In this episode, educator and Deming practitioner Balaji Reddie explains why W. Edwards Deming was far more practical about leadership than many people realize. Drawing on both The New Economics and Out of the Crisis, Balaji shares stories and examples that bring Deming's 17 principles of leadership to life. From creating trust and joy in work to understanding variation, coaching people, and improving systems, this conversation challenges conventional management thinking and offers a clear path toward transformation. TRANSCRIPT 0:00:02.2 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we continue our journey into the teachings of Dr. W. Edwards Deming. Today I'm continuing my discussion with Balaji Reddie, who is an educator and trainer in the teachings of Dr. Deming and quality management generally. And the topic for today is Principles of Leadership. Balaji, take it away.   0:00:27.9 Balaji Reddie: Good morning. Thank you so much, Andrew. We had left our last session with that, we'd be dealing with this. And of course, Dr. Deming gave us the outline of Profound Knowledge and he gave us 14 points. He also gave us the deadly diseases and the 16 Obstacles. So people often talk about the diseases, but very often they forget the obstacles. And there are 16 of them which he highlighted for us. And if you think that they're outdated, they're as relevant as they ever were. So you need to keep revisiting those. I think if you start working on removing the obstacles, it's like you're taking your foot off the brake rather than pressing on the accelerator.   0:01:11.3 Balaji Reddie: So you're removing the things that actually stop you before you actually take things forward. But nevertheless, we start with point number 14 where he says, take action to complete, to make the transformation. And he says that there should be a critical mass of people that you need to educate and train and get them on the same page as you are. I'm gonna quote Hazel Cannon here, who is current president of the British Deming Forum. And she talks about the time when she was very young and she attended the Deming four-day seminar, I think in Birmingham. And at the end of those four days, she was overwhelmed as you normally are when you hear how the man speak. And he spoke... He wanted you to make drastic changes. It's not just tinkering here and there.   0:02:08.2 Balaji Reddie: And so she went up to him and she said, "I'm really taken up by what you just said." And then she made a statement, "I'm too small to make these changes in my organization." I believe she worked as a lab assistant in a chemical manufacturing company. They used to make chemicals for cosmetics. So she said, "I'm too small." And Deming just interrupted her and said, "Never think you're too small. If you think you're too small, you've not spent the night under a bedsheet with a mosquito." So make a change where you are and take it from there. So I would like to now quote Dr. Deming from Out of the Crisis. This is Plan for Action: Take action to accomplish the transformation. So he writes there, there are three points and then I'll come to what he writes below that.   0:03:01.8 Balaji Reddie: So he says, "Management in authority will struggle over every one of the above 13 points, the deadly diseases, and the obstacles. They will agree on their meaning and on the direction to take. They will agree to carry out the new philosophy. Management in authority will take pride in their adoption of the new philosophy and in their new responsibilities. They will have courage to break with tradition, even to the point of exile among their peers." So he talks about courage. He talks about courage of conviction. And then he says, "Management in authority will explain by seminars and other means." So I think he leaves it to people of the ways and means. And now today there are a lot of means of doing that. DemingNEXT is one of them. And he says, "To the critical mass of people in the company why change is necessary and that the change will involve everybody."   0:04:00.9 Balaji Reddie: Now he writes something very interesting. He says, "This whole movement may be instituted and carried out by middle management speaking with one voice." So he gave instructions. Why are people saying that he did not tell us what to do? It is just that he expected maybe a lot. And now let's get to that middle management and what he expected. He says here... Let's see here. I'm coming to chapter four now in The New Economics where he says, "A System of Profound Knowledge. The aim of this chapter: the prevailing style of management must undergo transformation." So we just heard that, that what we need to do. And he says, "A system cannot understand itself. The transformation requires a view from the outside. The aim of this chapter is to provide an outside view, a lens that I call a System of Profound Knowledge.   0:04:59.7 Balaji Reddie: It provides a map of theory by which to understand the organizations that we work in." Then he says, "The first step is transformation of the individual. This transformation is discontinuous. It comes from understanding the System of Profound Knowledge." Then he says that "the individual, once transformed, will set an example." So setting an example, I believe, is doing the right thing under adverse circumstances, when you stick to your principles despite the fact that there is an easier way out. As they say, choosing a path between good and bad is easy, you choose good. But good and better, you need to make the right choice. And that needs profound knowledge. "So be a good listener," he says, "but will not compromise. Continually teach other people and help people pull away from their current practice and beliefs and move to the new philosophy without a feeling of guilt about the past."   0:06:02.7 Balaji Reddie: So he explains to us what was needed here, right? And he says this is what we actually need to do. Now I'd like to, I mean, I'll be referring to a document. I don't know how we're gonna get this to people, but for the Principles of Leadership. All right, I think I'll have to send this over to you later, but we will do that. So in the Principles of Leadership, just come to them. I am quoting again from both Out of the Crisis and The New Economics. So you will find this there when he speaks about what needs to be done. Modern Principles of Leadership. And he says, "The modern principles of leadership will replace the annual performance review. The first step in a company will be to provide education in leadership." So that would be introducing people to profound knowledge from what we just heard. Then he said, "The annual performance review may then be abolished." Of course, that will take time. "Leadership will take its place, and this is what Western management should have been doing all along."   0:07:12.6 Balaji Reddie: So he says, "The annual performance review sneaked in and became popular because it does not require anyone to face the problems of people. It is easier to rate them, focus on the outcome. What Western industry needs is methods that will improve the outcome." And he says, "Suggestions follow." So first, institute... The first principle. "Institute education in leadership: the obligations, the principles, and methods." And so I think introduction to the System of Profound Knowledge will help. And then after profound knowledge has been sort of brought to the notice of... Of bringing to the notice of the people then you get into perhaps teaching them about 14 Points, et cetera.   0:07:57.8 Balaji Reddie: Comes the second principle. He says, "Ensure more careful selection of people in the first place." So choosing the people, he says again, now here's where it requires you to understand the purpose of what you're doing, purpose of your organization, purpose of the people you're looking out for and making this change. Because when you know your purpose, you know the aim, then you can choose people in the right way. And I believe he said this somewhere, it's a combination of education, training, skills, and experience. So we need to combine these four factors in choosing the right people. Then he says, after selection of the people, ensure better training and education. So we fine-tune all of their... He says a complete background. He said their aspirations, their goals.   0:08:54.2 Balaji Reddie: I kind of borrowed this idea from a company here in India where they had this thing called roles, responsibilities, and objectives. And they used to meet once in a month, but once in a year they used to decide. So the top management, the HR, would sit down with each and every employee and say that, "In this calendar year, this is what we intend to do and this is what we expect from you." And in turn, they used to ask the employee, "What do you expect from us? Because this is what we want from you." And then the employee had a chance of putting forth what he or she wanted, the management, what help they needed. And I think this is where we have to be... It's a give and take. And they didn't just meet once a year; every month they would meet and the question was, "How are we doing?" not "What have you done?"   0:09:51.1 Balaji Reddie: So I think it wasn't a traditional appraisal. If there was any appraisal, it was appraising what top management were doing or intended to do and not so much the employee. I thought that was a good move. So that's what we need to do here: better training and education. Principle number four states: "A manager understands and conveys to his people the meaning of a system. He explains the aims of the system. He teaches his people to understand how the work of the group supports these aims." Now, here's where, you know, when you talk about, say, hiring people in the first place, when you bring in new employees, I believe that there should be a special session by people inside the company who have stayed the longest, who served the company the longest, especially during their bad days. Because the employees need to know what really happened and how the company survived and how we were resilient, we came back despite all the problems that we had.   0:11:00.7 Balaji Reddie: And the historical perspective, especially if there's someone who's in touch with the founding members, that would be a great boon. I know nowadays we talk about the older companies, obviously none of the founders are there, but if there is such a person, exchanging those ideas with the young employees would definitely make a difference. So they would then understand the purpose, the aims, and how your work supports these aims. I think it's the best way to do that. But what I see right now in companies and I'm being very specific about this, because today when new employees join the company, they have an orientation, they have onboarding, as they call it, but that's done by a rookie, someone who's just joined the company and is just making...   0:11:46.8 Andrew Stotz: [0:11:46.8] Following a checklist?   0:11:48.1 Balaji Reddie: Exactly. Like a PowerPoint presentation. They don't talk about the history of the company. And I think there has to be an emotional connect before there is a logical or an intellectual connect. That emotional connect, I think, then makes you feel that pride and you feel good about coming to work and you say, "Oh, I did not know." So I believe this fourth principle is important in that sense, in the way to do that. Now, he says that... Principle five says he helps...   0:12:19.7 Andrew Stotz: By the way, do you know what chapter are you in?   0:12:23.9 Balaji Reddie: Oh, I have combined.   0:12:27.9 Andrew Stotz: Okay.   0:12:29.4 Balaji Reddie: I took some of the text... Okay. If you want to see here, this is management of people, all right? In that chapter. So I've taken... There are 14 principles there, management of people. In the new edition of The New Economics. It appears...   0:12:48.2 Andrew Stotz: So chapter six.   0:12:50.2 Balaji Reddie: Chapter six, yeah. That's chapter six...   0:12:51.8 Andrew Stotz: Yep.   0:12:52.6 Balaji Reddie: All right. And he talks about pictorial effect of transformation, and then he talks about management of people, role of a manager of people. So there were 14 there, but in Out of the Crisis, the first three which were there, he did not include here.   0:13:10.0 Andrew Stotz: Okay. I just just asked...   0:13:11.0 Balaji Reddie: So I just included those. Yeah. No, so that when people read the book, they could read it clearly, right? So, yeah. So he says now principle number five, which in Economics is principle number two or three, right? He says "he helps his people to see themselves as components in a system, to work in cooperation with preceding stages and following stages toward optimization of the efforts of all stages towards achievement of the aim." So we want optimization, not compromise. So you need to sit together. Just if I were to ask a simple question to you, Andrew, and without thinking, if I were to try to answer this question... Okay. I presume you know how to make a cup of tea.   0:13:58.7 Andrew Stotz: Yes.   0:14:00.1 Balaji Reddie: So what is the first step?   0:14:02.7 Andrew Stotz: For me, boil water.   0:14:04.6 Balaji Reddie: Boil water. And what if I say that's not the first step?   0:14:12.0 Andrew Stotz: Well, first of all, I think you probably have more experience with tea than I do, but I have more experience with espresso, probably. But anyways, go ahead and tell me.   0:14:20.9 Balaji Reddie: Okay. The first question is, whom am I making a cup of tea for? So what I just tried to convey is it's not natural to think about the customer. And so the first step is, for whom is the cup of tea? If it's the person...   0:14:30.8 Andrew Stotz: Grandma.   0:14:40.7 Balaji Reddie: That's right. If she's diabetic, then you would not need sugar. So you gather the ingredients accordingly. If he wants black tea, you don't take milk, right? And that's the point he's trying to say here. When you look at different stages, every every person has a customer. So the first question is, who is my customer?   0:15:07.1 Andrew Stotz: Right.   0:15:07.4 Balaji Reddie: And that part of profound knowledge, understanding psychology, I mentioned this last time, is empathy. The word empathy captures this. So you go to the next process as, "Whom am I doing this work for?" and sit down with that person and say, "What do you expect from me? How may I help you?" And that's what decides what you're gonna do. So this this fifth principle here, that he helps his people see themselves as components, I think this is important. The next process is your immediate customer, and the rest of them are customers in a very oblique sense. But what you do is critical to the next person in line, right? So you always spend extra time with that person and of course the other people down the line who your work is gonna be impacting over a period of time, right? But these are the... This is the first step you find out. So who's my customer? So that's principle five.   0:16:09.0 Balaji Reddie: Principle number six: now this comes under psychology again, that a manager of people understands that people are different from each other. He tries to create for everybody interest and challenge and joy in work. Now, if you look at the theory of knowledge, what exactly did he give us when he brought that component of profound knowledge into play? He says that theory is a statement that conveys knowledge by relating cause to effect. So I repeat, theory is a statement which conveys knowledge by relating some cause to some effect. It fits without fail all the observations of the past and helps us predict the future with the risk of being wrong.   0:17:04.7 Balaji Reddie: So I'm gonna repeat this whole statement again. Theory is a statement which conveys knowledge. How? By relating some cause to some effect. It fits without fail all the observations of the past and helps us predict the future with the risk of being wrong. So no amount of examples can establish a theory, and even one example can lead to either abandonment of the theory or modification of the theory. That's what he kept saying. Now, how does this work? So he says it's a system of learning, and all of us have this built in, right? Now, he came from the school of Clarence Irving Lewis, Mind and the World-Order. And if you read that book, Lewis says all knowledge is a priori, it's based on what you already know.   0:18:00.9 Balaji Reddie: For example, let me take this example here. Now, suppose I were to start describing the road to my house. Now, you've not been here, but if I start saying that the road bends towards the left and then there is a command you get to see, now you start constructing a picture in your head based on what you have already seen. It's not the same. That's your theory, right? And then when you actually visit, you say, "Oh, it's the difference between theory and what I actually saw," and then you change your theory. So theory is... It's natural. All of us think naturally like this. And that's why he says here that people are different from one another and we need to celebrate those differences. All of us are born with the system of learning, but not all of us learn the same way.   0:18:49.8 Balaji Reddie: There are some who learn by watching, there are some who learn by doing, there's some who learn by reading, there's some who learn by writing. For some people, one word is enough. You utter a word and they say, "I got it." And for some people, you have to repeat the statement maybe 10 times, 11 times, and then the 12th time you repeat it, they say, "Okay, I got it." Now, is that wrong? We're just different, right? And that's why he says here that we need to understand the learning process of people. And when you understand the learning process of a person and then put that person in the right job, you'll have to stop that person from working. That was his definition of joy in work. People enjoy their work when they realize it resonates with them.   0:19:40.4 Balaji Reddie: And how does that resonance come in? When you under... And because this is so difficult to do, we just throw the responsibility on them by saying, "Here's the target." So the target actually distracts them when actually you should be working on understanding their learning process. So it's a lot of hard work. And sometimes people are motivated enough to discover it themselves, which is great, but we need to create that atmosphere for them to enjoy their work. So interest, challenge, et cetera, he tries to optimize. Now, here's the key. This is beautiful. He tries to optimize family background, education, skills, hopes, and abilities of everyone.   0:20:21.7 Balaji Reddie: So this is not ranking people, very clear. It is instead recognition of differences between people and an attempt to put everybody in a position for development. I think this is one of the most important principles in getting things done. When I teach this to the HR students in my college, I keep saying that I don't think you should call this science as human resource management, because the definition of a resource is obtain it, shape it, use it, and throw it away. We don't wanna do that. I think we should change the title of that department to Department of Learning, because that's what exactly this is all about, and it's learning in both ways where you are trying to understand their process of learning and in effect, you're trying to understand how the company is going to be learning.   0:21:17.0 Balaji Reddie: So you put this in... So this principle, he says, combine all of these things: family background, education, hopes, I love that word. Because if you see one of the things that people talk about, customer satisfaction, I think Deming was the only person who said customers should be happy. Not just satisfied, happier, right? Now comes the next principle. "He is an unceasing learner." So you can never say, "I know it all." Unceasing learner, he encourages his people to study. And I think this fits Dr. Deming himself. He made no excuses to learn. "May I not learn," he would keep repeating that. And I remember Bill Cooper getting irritated and said, "The last time I met you, you said this, and now you're saying this. I got that on tape." He said, "Well, you got this on tape now." He said that, "I do, I learn. And as I learn," he said, "that could have been under different circumstances that I said that, but I'm saying this."   0:22:22.4 Balaji Reddie: And so you keep learning. And he encourages his people to study. The word is study. And he provides, when possible and feasible, seminars and courses for advancement of learning, encourages continued education in college or university for people that are so inclined. So I think this bit is in many places getting to be a part of the systems in most companies. I've seen that happen now, which is a good sign. But it doesn't end there, there are a lot of other things to do. This was the Principle 7 in the list of 17. Now comes Principle 8, and this is so difficult to look at. He says "he's a coach and a counsel, not a judge." You judge people, they shut up.   0:23:15.4 Balaji Reddie: So he says coach and counsel. When they need help, guide them, show them the path. Sometimes maybe you need some help in doing that, well, go ahead. So that was principle number eight. Principle number nine says "he understands a stable system. He understands the interaction between people and the circumstances that they work in. He understands that the performance of anyone that can learn a skill will come to a stable state." Now, this is amazing. He said this way back in the 1950s when he was in Japan teaching them the control chart, where he took one example where he says that further training to the worker and the process was still in control. And he says, "I think he's reached the limit of his learning. He perhaps needs to be taken to another process or maybe given something more challenging so that we can develop the learning process."   0:24:17.6 Balaji Reddie: So he was speaking about this way back in the 1950s, which today you can say comes under understanding psychology through variation. And he says, upon which furthest the lessons will not bring improvement of performance, and a manager of people knows that in this stable state, it is distracting to tell the worker about a mistake, because he says you'll actually then demotivate someone. So these three principles...   0:24:44.1 Andrew Stotz: Because a mistake may be just normal variation, or are you saying... Okay. Yep. Okay.   0:24:51.0 Balaji Reddie: Yeah. I mean, it could be anything, right? But if you are highlighting that when he's already reached a stable state, it could just work in a detrimental way, the opposite direction.   0:25:05.4 Andrew Stotz: Ultimately you've reached your goal. A steady state is fantastic.   0:25:07.4 Balaji Reddie: A steady state. And then now you say if you want him to... Anything better here, I think you need to move him out from there, since maybe he needs to be given something either more challenging or whatever it is. But use of psychology and variation together. If people are saying that he spoke about this in the 1990s, he actually spoke about this in the 1950s in Japan. And I have proof. If you go and check Elementary Principles of the Statistical Control of Quality, the series of lectures that he gave in Japan, you will see this in one of the chapters, very clearly stating what needs to be done.   0:25:47.9 Balaji Reddie: Now we come to the next principle, which is... I don't know how to explain this, but it's amazing. He says that "the leader has three sources of power: authority of office, knowledge, and personality and persuasive power, tact." So authority, that's your title, knowledge, and personality. Now, personality, persuasive power, and tact is more of a personal thing. It is something that is an attribute. Authority is the title you're given. I think the only thing that you can really work on is your knowledge. And he says that a successful manager of people develops knowledge and personality and persuasive power, does not rely on authority of office. He nevertheless has obligation to use his authority, a source of power, for him to bring changes. He says that maybe some drastic changes to equipment, to materials, to methods, and to reduce variation.   0:26:55.0 Balaji Reddie: So he attributes this to a gentleman, Dr. Robert Klekamp, or Klekamp, I don't know how to pronounce that. So he says, "He in authority, but lacking knowledge or personality, must depend on his formal power. He unconsciously fills a void in his qualifications by making it clear to everybody that he's in position of authority, his will be done." So I think he said if things needed to be done and if he's being guided the right way, then he has to bring his authority into power. I think this brings me to one of the interactions he had with... Was it James McDonald at Ford? When he made him stand up and asked him, "What is your job?" And he said, "I'm vice president, manufacturing," and he sat down. Deming said, "Stand up. That's your title, not your job." And then for the next half an hour, he grilled him on what his job was. And after half an hour, he still didn't get an answer. He said, "You don't know what your job is. Do you think other people in the company know what their jobs are? I think you're running a mess here."   0:28:02.2 Balaji Reddie: So Jim McDonald, instead of feeling insulted, took it in a very different way. Though he said, "I did feel that I wanted to resign and just walk out of there," but he said, "I knew this man was onto something." And that kind of thing of authority of office, I think he did not like if people used it for the wrong reason, but he wanted them to develop knowledge, personality. Personality, well, I think again, on the soft side, persuasive power tact. Not all of us have that, but I think we are living in a knowledge economy, so knowledge would be the key here. And he also says that if you're in a position of authority, use this to get the right work done.   0:28:47.3 Balaji Reddie: Then next he says "he will study the results with the aim to improve his performance as a manager of people." So when the system is not getting what it's supposed to do, then he does not put the blame on the people. He says, "I have... I may be going wrong somewhere." I'd like to share an example of my father in Japan. My father was in Japan in 1964, I said this last time. And he was on this Asian Overseas Technical Scholarship, AOTS. And they run these courses even today. They have three-month, six-month, nine-month, and one-year courses. And from what I remember my father telling me, it's integrated in the sense, I think he was there for six months. So during the morning sessions, they used to have classroom training, sitting in a classroom. And in the afternoon, post-lunch, they would go and work in a company, and that was like their intern. And so it was a combination of theory and practice taking place almost every day.   0:30:02.4 Balaji Reddie: Now, what happened there was on the first day... And that's where he started working with Showa Electric, and said they were called the interns. So on the first day, he was taken to the company and was introduced to his supervisor. The supervisor took him on the shop floor and introduced him to the team that he would be working with. And then, while he was leaving, that supervisor said, "I just need to tell you this, that we also form what is called as a quality circle." And this was... The quality circle movement started in 1962, so '64, the quality circle. And so my father said, "I don't know what you're talking about." And he said, "Well, this is something new. So would you like to be a part of it?" Because quality circle is voluntary, not mandatory. They make you a part of the quality, so if you want to be a part of the quality circle. It's not imposed on you.   0:31:05.0 Balaji Reddie: So my father said, "I need to talk to my teacher, my sensei, at the class." He said, "Yeah. You can talk to him." So he went back to the class the next day in the morning, he asked the teacher, the sensei, that this is what they said. He said, "Oh, it's a very good system. You can become a member of the quality circle." So on the second day, he said, "Yes, I'll be a member of the quality circle." "Great," he said. Now, on the third day, his actual work started. Now, they used to make television screens, CRO, et cetera. And one of the steps there was soldering. They had to solder. And the soldering was the dip soldering. You had to take the printed circuit board and dip it into the solder bath and take it out. Of course you were to... There was a technique.   0:31:52.8 Balaji Reddie: And so his job was that. His first job that he was assigned is to do soldering on these PCBs. And so the supervisor himself sat with my father and demonstrated 10 to 15 times how to do it. Then he told my father, "Now you do it." And then he was guiding him, and he made him make around 10 pieces until he said, "Okay. Now you're getting it right." Okay. Now he said the ground rules. If by any chance you press it down too hard or you keep it too long because of the extreme heat, there will be a superficial crack on the PCB. And that would not be something that affects the customer right away, but over a period of time, it can result in the board cracking and the radio not working. So when you see a superficial crack, you're supposed to pull the cord. There was a cord there. And when you pull the cord, the supervisor will come and help you. Fine.   0:32:56.1 Balaji Reddie: Now my father started doing his work, and his fifth or sixth piece developed a crack. Now, he said, I don't want to sound derogatory, but the Indian in me caught up. Should I report this? What would he think? I hardly left this man alone, and his fifth piece is a rejected piece. And he said, I did not want to pull that cord. But then... He said that, he told me, "Please pull the cord," I decided, let me go ahead and pull it. So when he pulled the cord, a red lamp went on there, and there's a big siren that went on. And the supervisor came running and turned off the siren and turned off that lamp and said, "What happened?" My father showed him the crack. So he said, "Okay, no problem." He put it aside. He demonstrated to my father 10 times again how to do it. And then he made him do it 10 times till he said, "Ah, see, you did this." And he got it right. Now he said, "Let's continue production."   0:33:58.8 Balaji Reddie: Now they went away and now my father got it right. After an hour or so, or maybe two hours, they had their tea break. And they were sitting around a table. Now, this was the quality circle. So the supervisor got up and started speaking in Japanese. Now, this was my father's third day there, so obviously he did not understand what was going on. The only thing he knew that they were referring to him because they could not pronounce his name properly. So instead of Reddie, he was being called Leddie. So Leddie-san, Leddie-san, Leddie-san. So my father said, "I knew he was talking about me." And he said, "I felt so ashamed, I was looking down at my cup of tea rather than looking up." And then when I looked up, he said, all of them were looking at him in admiration and the thumbs up sign. And he was wondering what the hell just happened.   0:34:51.0 Balaji Reddie: And at the end of it, when that supervisor stopped speaking, they all clapped. They clapped. And as they dispersed, each one came and held his hand and they went away. And now my father told the supervisor, "What did you tell them? Did you tell them I made a mistake?" He says, "Yes, yes, I did tell them that." He said, "Then why are they complimenting me? Why are they... Why did they clap? Why did they clap for me? Why are they shaking my hands?" He says, "They're shaking your hand, they're clapping, and they're complimenting because you pulled the cord." So he said, "What do you mean?" He says, "Well, we have a saying here, here in Japan, if after explaining to a person 10 times how to do something, if the person still makes a mistake, then there's something wrong in the way I explained it." So this bit over here is he will study results with the aim to improve his performance as a manager. Don't blame the other guy. What am I doing wrong?   0:35:54.0 Andrew Stotz: You hired him, you train him.   0:35:56.4 Balaji Reddie: Yep. So when Jack Welch used to say, "Sack the bottom 10% of the people every year," and he called them dead wood, well, I would say when you hired them, they weren't dead. You killed them. So that was principle number 11. Now principle number 12 is where he combined both variation and psychology together. He said "he will try to discover who, if anybody, is outside the system, in need of special help." So he draws a normal curve. I'll pass on this document to you so you could share it along with the podcast. And he says here that people belong to the system. These are people who need not be ranked. But a person outside the system on the lower side needs special help. People outside the system on the higher side, well, we need to take the system to that level to improve the system.   0:37:08.4 Balaji Reddie: So he talks about that. He says this can be accomplished with some simple calculations. If there be an individual with figures on production or on failures, special help may be only simple rearrangement of work. It might be more complicated. He in need of special help is not in the bottom 5%. He's clean outside that distribution. So he's trying to use the understanding of variation in a very different sense to understanding people. And he says that we try to reduce that variation in performance between people. That's the job of the system. So this is principle 11 and 12.   0:37:51.0 Balaji Reddie: Now you come to principle 13: "he creates trust." And that creates trust, I would believe, it's a two-way process. And he creates an environment that encourages freedom and innovation. That is the environment where people are unafraid to make mistakes. Because we learned that theory is not the opposite of practice; it's a guide to better practice. And we need all of us working together. And that trust, I think, has got a very funny meaning in my country. I keep joking about this. In India, trust is we will lie a little less to each other. But that's not what this is. We need to be straight honest with each other. And honest is you can only do that by example. Like what happened in my case. I remember when we had installed the ERP system in our company, and there are interlocks. And I remember there was a backlogged order. And I knew that because when we did not deliver the order on time, I negotiated with the customer and I got the delivery date postponed.   0:39:08.0 Balaji Reddie: Now I was trying to test the ERP that month. So I said, let me see if the ERP can capture this because it should show it as a backlogged order. But it showed it as an order that was to be delivered on the new adjusted date. And I said, "How did that happen?" Because that should not have changed. And so I called my assistant. I said, "This should be in backlog. Why is it showing me as a spillover order?" And he said, "No, I changed the date." I said, "Why did you do that?" And he said, "No, because the finance guy will get angry with me." And I said, "That is my problem." I said, "When I told you you're not supposed to change that date..." And I removed his administrative powers in changing the date so that he could not change the date in the system.   0:40:01.7 Balaji Reddie: I removed his powers. And he apologized profusely and said, "Please let me." I said, "No." So till the day I resigned, I kept it. I said, "You're not gonna be doing this because it's not a question..." I said... If I had succumbed to that Andrew, they would have lost my trust. They would have thought that, "Oh, Balaji just talks. He doesn't walk the talk." I said, "No, you're not supposed to do this. We are trying to go by a system. Let's go by the system." So I think you can only create trust through example, through demonstration, if I may say so, and especially under adverse circumstances that you need to demonstrate this.   0:40:46.1 Balaji Reddie: Principle number 14: he says "he does not expect perfection." I think that even he said it in principle of variation. Principle 15: he says "he listens and learns without passing judgment on him that he listens to." This is an extension of the previous points. Principle number 16: he will hold an informal, unhurried conversation with every one of his people at least once a year, not for judgment, merely to listen. The purpose would be development of understanding of his people, their aims, their hopes, and their fears. This meeting will be spontaneous and not planned ahead. So there should be no bias, like an audit.   0:41:41.5 Andrew Stotz: Right.   0:41:42.2 Balaji Reddie: And lastly, principle number 17: "he understands the benefits of cooperation and the losses from competition between people and between groups." So these were the 17 principles of leadership, the beginning of transformation. I think there can be nothing more to do than this. He was so clear in what he wanted us to do. I wonder why people say that there was no method.   0:42:16.5 Andrew Stotz: Yeah. He definitely outlined a lot of stuff there. One of the questions I had for you on that list is, what do you say to people that say that he's kind of a dreamer? The idea that you can sit down with your employees and have this time and everybody's so busy and just talk about your fears and your goals and all that stuff where we live in this age of, we've gotta get the result, we've gotta be focused. How do you respond to that?   0:42:51.1 Balaji Reddie: Well, I say give this a try. All right? You've done it your way, right? You've done it... Let's just forget about it, and you're seeing what's happening. You want a change, you gotta do something different. So why don't you go by what this man is saying? And if you say that, you know, a dreamer or whatever, well, I'd like to quote John Lennon here: "You may say I'm a dreamer, but I'm not the only one."   0:43:16.8 Andrew Stotz: Yep. Yep. Yep. And what do you say for people that feel that you gotta have these targets and goals and KPIs to get the most out of people? And when we think about what Deming's talking about, we're talking about this intrinsic motivation. But it's scary for people to think. It's a lot more comfortable to have these goals and structures than what you could argue is a little bit more unstructured. And how do we balance that? And obviously Deming wasn't saying don't have goals.   0:44:02.1 Balaji Reddie: Yeah, yeah. I think Henry addresses this very well in his 12-day course where he has a specific section on goals, et cetera. And he talks about how Deming said that there are some things called facts of life. Facts of life is, okay, we need to turn out, we need to generate so much of revenue this year because we need to pay for all our salaries and blah, blah, blah, blah, blah, and then we need to have some money for the future. So we need to make so much of money this year. Now that's not a goal, that's a fact of life. But when you are bringing that number out and showing that to everyone, please also indicate to them how we intend to achieve that. Don't just leave it to them and say we need to do this.   0:44:54.4 Balaji Reddie: Okay. I'll give an example here. I don't want to sound... It may sound a little self-serving, but okay, take it in the right spirit. I remember when we had our first strategic meeting at my company, and my boss... Okay, was... He said... I think 20 of us sitting in the room and he said, "Last year, our target was 30 million and we're getting there and we're doing a great job. So this year we're gonna aim for 45 million." Now when he said that, I just put my hand up and he said, "Yes." So I said, "Why 45 million?" And he just stared me down and he looked up at everyone and said, "That's it. Meeting dismissed." He just walked out. These are those days when you had... You know the OHP? You know the overhead transparencies, the projector?   0:45:56.9 Andrew Stotz: Oh, yeah. Overhead transparencies, yep.   0:45:58.8 Balaji Reddie: Yeah. So he had the transparencies, and he just took them and walked out. And all the guys came to me, "Are you mad? You're questioning the owner of the company? Are you nuts?" And I was thinking, "God, what did I say wrong?" And then we started going back to our cabins, and when I sat down at my desk, the phone rang, and it was boss. And he just uttered one word, "Come." So when I was walking towards his cabin, I was thinking to myself, "Nice company, nice friends." And then I knocked on the door, and he said, "Yeah, yeah. Come in." He said, "Sit down." And then he said, "Shut the door." He said, "What the hell were you trying to do today? Are you trying to mock me?" I said, "Please, why would I want to mock you, boss? I wouldn't want to mock you. I just wanted to know why 45 million."   0:46:52.9 Balaji Reddie: He says, "All right." And so he took out what is called the blue book, where we have the yearbook, what happened in our country in the last one year. We have these books that get written, right? So he said, "Look, this is growth in our country in industry. This is our... Sector that we are in, and we are in the organized sector in this industry. And the year-on-year growth for the last five years has been this, and this year the expected growth is so much. And can I expect at least 3 or 4% of that growth?" I said, "Of course, why not?" He said, "That, son, is 45 million." So I said, "Why didn't you tell me this? That's all I wanted to know." He said, "You think these asses..." He was referring to my other colleagues... "Would understand?" I said, "Boss, if I can understand, they can understand. It's one and the same." "Okay. Let's meet tomorrow."   0:47:52.1 Balaji Reddie: So the next day we met again. And he said, "Yesterday, when I uttered 45 million, this genius asked me why, and so I'm gonna tell you why." And he went on to explain. After he finished explaining, my sales guy... Sorry, my marketing guy got up and he said, "I have something to share." "Okay, please come forward." He put the transparency. And he had listed there the top 10 selling items in my company based on revenue, based on profits, and based on quantities. Top 10 for each. There were three products that were common to all the three. So obviously he was sending a message to us, that we had to attain our targets, at least by focusing.   0:48:44.8 Balaji Reddie: The moment he showed that, he underlined these three, the sales guy put his hand up and said, "Yes." "That second product you underlined, our competitor is selling it as a package with another product, but we don't seem to have that on our list." So the R&D guy got up and said, "Could you tell me what the part number..." And he says, "It's part number so-and-so." He said, "Hang on, I've already developed that." You know what was happening, Andrew? We were talking to each other. And that meeting went on for three and a half hours. And at the end of the three and a half hours, all of us knew how to attain 45 million.   0:49:23.8 Andrew Stotz: I thought you were gonna ask a question on the second day, "Hey, boss, so 45 million, why is there no market share gain of our business that we're growing faster than the industry?"   [laughter]   0:49:41.4 Balaji Reddie: So anyway, but this was... This is what I think goals should be transparent in this sense, that why are we giving you this number? And more importantly is the discussion that happens is how are we gonna do this? It just doesn't happen by itself, right? And if you leave it to people, they start distorting numbers, right?   0:50:03.8 Andrew Stotz: Yeah.   0:50:04.2 Balaji Reddie: As Brian Joiner said, "Distort the data, distort the system, or distort both."   0:50:12.2 Andrew Stotz: Yeah. And we're working on a growth plan for my coffee business.   0:50:19.0 Balaji Reddie: A growth.   0:50:19.6 Andrew Stotz: And really what it comes down to is three things. Number one, are we as the owners gonna hire more salespeople? Because salespeople bring in revenue.   0:50:36.3 Balaji Reddie: Right.   0:50:37.0 Andrew Stotz: Number two, are we as the owners going to develop together with the rest of the team a higher value-added offering...   0:50:50.6 Balaji Reddie: Wow.   0:50:50.8 Andrew Stotz: That we can bring more value than what we're bringing right now, which would bring potential customers to us and allow us to sell more easily. Or are we as the owners going to buy another company?   0:51:07.8 Balaji Reddie: Oh, okay.   0:51:09.2 Andrew Stotz: So those are the three things. And Dale and I have been discussing each one of those in a lot of detail, testing out and debating and discussing. But those are the type that... When it comes to growth, that's just... We know the growth we can produce with no change. And that's in line with the inflation rate or whatever the economic growth, for sure. But as long as we don't lose people on our team or something like that. But to go to our team and say, "How are we gonna grow faster?" Well, that whole point is we can see. Also the other thing is that we can see bigger about the industry sometimes. Sometimes they see something at a small level that they bring back to us and think, "Whoa, wait a minute, that's something valuable." And yeah, so we're getting ready for our final decisions on where we're gonna go with that. But yeah, without that type of change, we're not gonna reach the type of growth that we want to get. And really our idea is 5x growth in five years.   0:52:19.9 Balaji Reddie: Okay.   0:52:20.5 Andrew Stotz: And in order to do that, we have to have a completely different level of quality, service, product, thinking. And so, yeah, it's fun... It's challenging. Anyways...   0:52:32.9 Balaji Reddie: Right.   0:52:33.2 Andrew Stotz: So how do we wrap this up? What is it you want people to take away? You've shared a lot of different stuff. What would you like them to take away from it?   0:52:42.0 Balaji Reddie: Yeah. One, I'm trying to shatter that myth that Deming did not tell us what was to be done. I think he was very clear and we need to reread and reread. And we have to take these as guidelines. You may come up with your own method, but see these as a guideline by and large to put you on the right path. And once you do that, you may develop something which works for you, and that's what he wanted. But let us not just say that he only philosophized about things. I think he was very clear in his head. He just wanted us to do things our own way because nobody understood our problems better than we ourselves. And he was just showing us how to understand things around.   0:53:32.6 Balaji Reddie: He wanted us to know, to understand what we do not know. Through these principles, we can address some of the gaps. Perhaps we were getting a few things wrong. So point number 14, take action to accomplish the transformation. I think it begins with leadership. So point number seven comes into the picture. It begins with training and education. Point number six comes into the picture and it also brings in point number 13, which is learning and development. And education and training is different from learning and development. Training can be very company specific and you can measure the outcomes of training, but you cannot measure the outcomes of development because that takes time.   0:54:19.8 Balaji Reddie: So you need to have some things going in your favor. And for that you need to choose, and he told us how to do that. And yes, he wanted top management to be a part of this because he said those in authority need to do this. But that one sentence that middle management can commence, it can commence there, is a telling statement. So he knew it was possible.   0:54:45.0 Andrew Stotz: That's great. And I like that. Commence. That there's... It's not necessarily gonna be completed by middle management, but middle management can start right now, right where you are. So that's a great way, that's a great way to end with the start. So, Balaji, I want to thank you on behalf of everyone at the Deming Institute. And it's an interesting discussion and I'm enjoying it very much. And for listeners out there, remember to go to deming.org and also there, jump on DemingNEXT to continue your journey. This is your host, Andrew Stotz, and I'll leave you with one of my favorite quotes from Dr. Deming, and that is: "People are entitled to joy in work."   0:55:32.1 Balaji Reddie: Oh, yeah. Andrew, I think saying thank you on behalf of the institute, I am also a part of the institute.   0:55:38.5 Andrew Stotz: Of course. Of course. You are. I appreciate it. Okay.

OCD doesn't just create fear — it can also quietly steal your ability to enjoy life. Whether it's replaying conversations, monitoring your feelings, avoiding things you love, or convincing yourself that you don't deserve happiness, OCD has a knack for pulling you out of the present moment. In this video, Dr. Patrick McGrath explains how OCD interferes with joy.At NOCD, we specialize in exposure and response prevention (ERP) therapy, the most effective treatment for OCD—a treatment that can help you live a fulfilling life. If you're ready to take your first step, book a free 15-minute call with us at https://learn.nocd.com/YTFollow us on social media:https://www.instagram.com/treatmyocd/https://twitter.com/treatmyocdhttps://www.tiktok.com/@treatmyocd Hosted on Acast. See acast.com/privacy for more information.

In this solo episode of the CPQ Podcast, Frank Sohn discusses why many organizations are reassessing their Salesforce CPQ roadmap, what the shift toward Salesforce's newer Revenue Cloud and Agentforce Revenue Management direction may mean, and why customers should evaluate their next step through a practical lens: CPQ fit, technical debt, ERP integration, lifecycle requirements, administrative capacity, and total cost. Frank also discusses four possible paths Salesforce CPQ customers may consider: maintaining the current Salesforce CPQ environment, rebuilding in the newer Salesforce revenue architecture, evaluating adjacent CPQ solutions, or pursuing a hybrid CRM/ERP-connected approach. Frank is also running a LinkedIn poll to better understand how Salesforce CPQ customers, partners, and the broader CPQ community are responding to the End-of-Sale announcement. The goal is to reach at least 150 responses, with input from existing Salesforce CPQ customers especially valuable. Please participate in the poll here: https://www.linkedin.com/posts/franksohn_cpq-salesforcecpq-revops-ugcPost-7467355151666851842-TPBl/?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAAU2i0BWKhaM_S5HnJZQ0umyO26waCmOM8 

The CPG Guys are joined in this episode by Chris Peterson, President, CEO & Board Member of Newell Brands, a major American global consumer and commercial products conglomerate. Headquartered in Atlanta, Georgia, the company manufactures, markets, and distributes over 50 well-known brands across three core segments: Home & Commercial Solutions, Learning & Development, and Outdoor & Recreation.This episode was recorded at Newell Brands headquarters in Atlanta.Follow Chris on LinkedIn at: https://www.linkedin.com/in/chris-peterson-488930114Follow Newell Brands online at: https://www.newellbrands.com/Chris answered these questions: Chris, at CAGNY, you spoke extensively about an enterprise AI program you internally call "Quantum Leap". You mentioned that in mid-2025, you shifted this from isolated use cases into a broader "how work gets done" workflow model. Can you talk to us about the genesis of Quantum Leap and what it looks like today?That scale is incredible, Chris. One thing that stood out to me during your recent Leadership Summit 2026 was your mention of 33 functional "navigators". It sounds like a massive cultural shift to build AI fluency across the enterprise. How do these navigators act as change agents inside their functions?Let's talk about the tangible outputs because the numbers you shared at CAGNY were staggering. You noted a 500% increase in AI-enabled digital content creation in 2025 versus 2024, entirely without any additional investment. How has AI accelerated your innovation pipeline from concept to launch?You can't run advanced AI without clean data, and Newell has done a massive amount of simplification. You've cut your active SKUs by over 80% and rationalized the brand portfolio from 80 down to just over 50 brands. By the fall of 2026, 95% of your global sales will be supported by a single instance of SAP. How critical is that ERP integration to feeding the Quantum Leap program?Chris, driving a transformation of this magnitude isn't just about technology; it's about the people executing it. Newell Brands has a very clear set of core values: Integrity, Teamwork, Passion for Winning, Ownership, and Leadership. As CEO, how do you lean on these principles to guide your 24,000 teammates around the world through such a massive operational and cultural shift?You've been driving a unified "One Newell" go-to-market model and consolidating what used to be five separate operating segments into just three. How does the value of "Teamwork"—which you define as "Succeeding Together"—play into breaking down those legacy silos?Thinking about the industry, how do you expect AI to impact shopping and agents to guide consumers? What's your advice to retail?Chris, this has been an absolute masterclass in enterprise AI adoption and operational leadership. What advice would you give others embarking on the AI journey?CPG Guys Website: http://CPGguys.comFMCG Guys Website: http://FMCGguys.comSheCOMMERCE Website: https://shecommercepodcast.com/Rhea Raj's Website: http://rhearaj.comLara Raj in Katseye: https://www.katseye.world/DISCLAIMER: The content in this podcast episode is provided for general informational purposes only. By listening to our episode, you understand that no information contained in this episode should be construed as advice from CPGGUYS, LLC or the individual author, hosts, or guests, nor is it intended to be a substitute for research on any subject matter. Reference to any specific product or entity does not constitute an endorsement or recommendation by CPGGUYS, LLC. The views expressed by guests are their own and their appearance on the program does not imply an endorsement of them or any entity they represent. CPGGUYS LLC expressly disclaims any and all liability or responsibility for any direct, indirect, incidental, special, consequential or other damages arising out of any individual's use of, reference to, or inability to use this podcast or the information we presented in this podcast.

Could OCD be tricking you into trusting your imagination more than reality?   In this episode of The OCD Whisperer Podcast, Kristina Orlova speaks with Catherine Goldhouse, ICBT therapist and OCD specialist.   Together, they explore one of the most powerful concepts in Inference-Based Cognitive Behavioral Therapy (ICBT): how OCD overrides your mind by convincing you that possibility is evidence.   Catherine breaks down: • Why intrusive thoughts are not the real problem in OCD • How OCD shifts your default from trust to doubt • Why possibility alone feels convincing when OCD takes over • The hidden role of self-doubt, identity, and imagination in OCD   This conversation also dives into: • How OCD disconnects people from their senses and common sense • The difference between normal reasoning and OCD reasoning • Why people with OCD often search for evidence after already reaching a conclusion • How past experiences become stories that shape OCD fears • The concept of "reverse reasoning" and how it keeps OCD alive • Why imagination can become more trusted than reality   If you've ever found yourself asking, "But what if?" over and over again, this episode will help you understand why OCD feels so convincing—and how ICBT helps people break free from its grip.   Whether you're struggling with OCD yourself or supporting someone who is, this episode offers practical insights, hope, and a completely different way of understanding OCD recovery.  

What if the biggest efficiency problem in your factory isn't your machines, it's the dead time you waste before you even get to one.Workers queuing at ADP and ERP terminals every morning. A wing rib scrapped at the cost of $18,000 because the wrong work instruction was on screen. A program gone forever when the machinist who maintained it quietly for a decade retired to Poland. David witnessed all of these problems within his manufacturing acquisitions despite them having advanced tech for the time period.Chris sits down with David Caputo, Co-Founder of Harmoni, to get into how his intelligent factory orchestration system connects machines, people, and data for true control across the shop floor.Harmoni fills the gap in the renowned ISA-95 stack that most manufacturers never knew they were missing, supplementing human-intensive operations that make up 99% of the market.Harmoni operates within three buckets with the aim of wasting less time and making less mistakes. The system is designed to cover all bases without interfering with the essential human input needed to fulfil complex tasks. David talks to Chris about the labor automation, process control, and observability that Harmoni brings to the factory floor.In this episode, find out:What factory orchestration is and why David sees it as a distinct category from existing toolsHow David's experience acquiring and running four aerospace and defense manufacturers drove the creation of HarmoniWhy Harmoni's three pillars (labor automation, process control, and observability) address the ISA-95 gap that leaves most human-intensive factories underservedHow the no-titles, pods-based structure at Harmoni works and why David recommends it for companies under around 200 employeesWhat the Harmoni AI Lieutenant (HAL) does on the shop floor versus in the office, and why shop floor AI requires both context and a delivery mechanism to be usefulWhere David sees the 297,000 US manufacturers under 500 employees needing to compete in a world of autonomous factories and vertically integrated supply chainsWhy David advises manufacturers to ask one question before any software investment: how will this tool change what happens on my shop floorEnjoying the show? Please leave us a review here. Even one sentence helps. It's feedback from Manufacturing All-Stars like you that keeps us going!Tweetable Quotes:"What Harmoni's built is a new category of technology. We call this factory orchestration, and there's a very simple goal: waste less time and make fewer mistakes." - David Caputo“Simply having indicator lights to say whether a machine's running is not telling you the full picture. A machine could be running but running very inefficiently. We're giving you the information you need and allowing you to manage your factory in real time.” - David Caputo“Somehow you have to produce more with less, all in the face of autonomous competition and vertically integrated supply chains. Pretty tough position for the 300,000 manufacturers in this country.” - David CaputoLinks & mentions:Harmoni.io, bringing together data from operators, machines, and your shop floor software, all in real-time, to help managers make decisions and spot trends quicklyGreenwich Street Tavern, a different tavern experience that takes a traditional American pub fare menu to the next level located in Tribeca in NYCMake sure to visit http://manufacturinghappyhour.com for detailed show notes and a full list of resources mentioned in this episode. Stay Innovative, Stay Thirsty.

In this episode, I share the three hidden ways anxiety can quietly take over your relationships, and how CBT, ERP, and ACT can help you build deeper connection without letting anxiety call the shots.  

Industrial Talk is onsite at PowerGen and talking to Jo Anna Ordonez, VP of Utility Water Application with Water Tech, Inc. about "Water and Power Generation". Overview Scott Mackenzie promotes Elevotec's ERP, EAM, and business intelligence solutions on his Industrial Talk podcast. At PowerGen in San Antonio, he interviews Jo Anna Ordonez, VP of Utility Water at Water Tech, about the critical role of water in power generation and data centers. Water Tech, with 33 years of experience, treats water for power plants, including zero liquid discharge facilities. Ordonez discusses the challenges of water scarcity, the importance of efficient water use, and the impact of regulatory changes. She highlights Water Tech's Oxy Plus product, which reduces chlorides and saves water, and emphasizes the need for strategic water management to meet increasing power demands. Outline Introduction to Elevotec and Industrial Talk Podcast Scott Mackenzie introduces Elevotec, highlighting their ERP, EAM, and business intelligence solutions.Scott Mackenzie welcomes listeners to the Industrial Talk podcast, emphasizing the importance of industry professionals.Scott Mackenzie celebrates industry professionals for their boldness, bravery, innovation, and problem-solving skills.Scott Mackenzie mentions the PowerGen event in San Antonio, Texas, and encourages listeners to attend future events. Meeting Jo Anna Ordonez and Water Tech Scott Mackenzie introduces Jo Anna Ordonez, Vice President for Utility Water at Water Tech Incorporated.Jo Anna Ordonez shares her background, including her role at Water Tech and her experience in the industrial water treatment industry.Scott Mackenzie and Jo Anna Ordonez discuss the importance of water in power generation and data centers.Jo Anna Ordonez explains Water Tech's role in treating water for power plants and their 33-year history in the industry. Challenges in Power Generation and Water Management Jo Anna Ordonez discusses the challenges of saving water in power generation due to its scarcity.Jo Anna Ordonez explains the concept of zero liquid discharge facilities and the need for careful water management.Scott Mackenzie and Jo Anna Ordonez discuss the challenges of meeting increased water demand from data centers and power plants.Jo Anna Ordonez highlights the importance of reusing water and the role of Water Tech in optimizing water usage. Impact of Regulatory Environment on Water Management Jo Anna Ordonez discusses the impact of regulatory changes on water management in power plants.Jo Anna Ordonez explains the challenges of meeting different state regulations and the need for case-by-case solutions.Scott Mackenzie and Joanna Ordonez discuss the dynamic nature of the regulatory environment and its impact on water management.Jo Anna Ordonez shares an example of how Water Tech's Oxy Plus product helped a zero liquid discharge plant save money and water. Conclusion and Contact Information Scott Mackenzie thanks Jo Anna Ordonez for the insightful conversation and highlights the importance of water in power generation.Jo Anna Ordonez provides her contact information, encouraging listeners to reach out on LinkedIn.Scott Mackenzie encourages listeners to attend future Power Gen events and to contact Water Tech for water management solutions.Scott Mackenzie wraps up the podcast, emphasizing the importance of storytelling and content creation for industry professionals. If interested in being on the Industrial Talk show, simply contact us and let's have a quick conversation. Finally, get your exclusive free access to the Industrial Academy and a series on “Why You Need To Podcast” for Greater Success in 2026. All links designed for keeping you current in this rapidly changing Industrial Market. Learn! Grow! Enjoy! JO ANNA ORDONEZ'S CONTACT INFORMATION: Personal LinkedIn: https://www.linkedin.com/in/jamordonez/ Company LinkedIn: https://www.linkedin.com/company/watertechinc/ Company Website: https://watertechinc.net/ PODCAST VIDEO: https://youtu.be/f-2xihGuIE0 THE STRATEGIC REASON "WHY YOU NEED TO PODCAST": OTHER GREAT INDUSTRIAL RESOURCES: NEOM: https://www.neom.com/en-us Hexagon: https://hexagon.com/ Arduino: https://www.arduino.cc/ Fictiv: https://www.fictiv.com/ Hitachi Vantara: https://www.hitachivantara.com/en-us/home.html Industrial Marketing Solutions:  https://industrialtalk.com/industrial-marketing/ Industrial Academy: https://industrialtalk.com/industrial-academy/ Industrial Dojo: https://industrialtalk.com/industrial_dojo/ We the 15: https://www.wethe15.org/ YOUR INDUSTRIAL DIGITAL TOOLBOX: LifterLMS: Get One Month Free for $1 – https://lifterlms.com/ Active Campaign: Active Campaign Link Social Jukebox: https://www.socialjukebox.com/ Industrial Academy (One Month Free Access And One Free License For Future Industrial Leader): Business Beatitude the Book Do you desire a more joy-filled, deeply-enduring sense of accomplishment and success? 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If you've tried ERP, meditation, supplements, and every tool you can find but still feel stuck, the problem likely isn't the tools. It's the belief you're bringing to them. In this episode, Matt Codde, LCSW breaks down why approaching OCD and anxiety recovery from a "fix the problem" mindset actually reinforces the cycle and what to do instead.Most people with intrusive thoughts, panic attacks, and anxiety come at recovery from a place of internal resistance, a belief that their thoughts and feelings are wrong, broken, or bad. But that belief is the root of the loop. Matt explains how the Triple-A Response™ and tools like ERP are designed not to eliminate thoughts and feelings, but to create non-resistance, so that emotion can move through the nervous system naturally and completely.This episode reframes what recovery actually looks like and how to measure real progress. If you've been asking "why am I not getting better?" this episode will shift how you understand the work entirely.