Podcasts about ERP

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?

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?

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 today's Cloud Wars Minute, explore how SAP's Autonomous Suite could become the operating system for AI-powered enterprises Highlights 00:02 — The company that more than 50 years ago really started the whole enterprise applications business, SAP, last month at its big Sapphire event rolled out the latest, greatest, newest AI-powered version of their long-running ERP suite, but this time it's called the Autonomous Suite, so that's a huge change. 00:33 — I had a chance to sit down with Jan Gilg, who's Global President for Customer Success for the Americas at SAP headquarters and asked about a number of things that customers have the opportunity to move into with this newer, more fully integrated, more AI-powered Autonomous Suite. And I know there's been some risk that SAP took in selecting this name. 01:49 — Jan's been in SAP for about 15 years. He was on the development side for a long time, and he was leading, several years ago, the development of S/4HANA and that whole version of the suite. 02:36 — We talked about this issue of trust. Autonomous is right there in the name. It's one thing for different autonomous technologies to manage things. But, when you talk about the autonomous enterprise ... we got into the discussion of what SAP has to do to build up trust among its customers. 03:28 — What's the interplay between agentic AI and applications going in both directions? Oracle can now refer to its Fusion Applications as Agentic Applications. Is SAP doing everything it can to clarify in the minds of customers where applications end and agents begin, and the same thing in the other direction? Jan has some great thoughts on that. 04:12 — Everybody in the company, I guess, was running tokens 24 hours a day. So, Jan has some good thoughts on this. And then we talked about customer examples. Let's see, there was one from the retailer H&M, there was one from a manufacturing company, and we had some different ones in here that he brought up. But he really brought some good perspectives on that. Visit Cloud Wars for more.

In this Cloud Wars Special report, Bob Evans speaks with Jan Gilg about how AI is reshaping enterprise software and why the next phase of innovation will depend on trust, governance, business outcomes, and clean data. Gilg explains how SAP is positioning its Autonomous Suite as a foundation for the autonomous enterprise, combining ERP, business processes, and AI agents. Trust Powers Enterprise AI The Big Themes: Autonomous Enterprise Vision: Jan Gilg said Sapphire generated strong enthusiasm because customers finally heard a clear vision for enterprise AI. Rather than focusing solely on AI models or isolated features, SAP presented an integrated strategy built around the Autonomous Suite and Business AI. While consumer AI has dramatically improved personal productivity, enterprise leaders need AI that can help make critical business decisions and automate end-to-end processes. SAP's message resonated because it connected AI directly to business execution, positioning enterprise systems as the foundation for autonomous operations rather than treating AI as a standalone technology layer. AI Economics Matter: Another major topic was the cost of AI. Gilg noted that enterprises are becoming increasingly focused on transparency, consumption, and measurable outcomes. As AI usage expands, costs can grow rapidly, creating new concerns for business leaders. Customers want detailed visibility into which agents are being used, how resources are consumed, and whether the resulting business value justifies the expense. Gilg compared this need for transparency to a detailed telephone bill. Data Quality Determines Success: The interview concluded with examples demonstrating that AI success depends heavily on modernized systems and clean data. Gilg spoke of initiatives involving retailers such as H&M, where AI can improve customer experiences, fulfillment, and revenue generation. He also referenced work with Bayer and discussed ExxonMobil's modernization journey. These examples reinforced a key point: AI delivers the greatest value when built on standardized processes, strong master data, and simplified architectures. The Big Quote: “You have to lead with value. Yes, technology is exciting, but it does nothing if the customer doesn't see the outcome." More from Jan Gilg and SAP: Follow Jan Gilg on LinkedIn or learn more about Autonomous Suite. Visit Cloud Wars for more.

In this episode of Run the Numbers, CJ breaks down Bending Spoons' F-1 filing and the acquisition machine behind AOL, Evernote, Vimeo, Eventbrite, and more. He unpacks the company's playbook: buy under-optimized digital businesses, transform operations, raise prices, reinvest earnings, and repeat — while asking the core question: how much was built, and how much was bought?—SPONSORS:RightRev 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/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/run—LINKS: Mostly Talent: https://mostlymetrics.typeform.com/to/cLTxtAsNCJ: https://www.linkedin.com/in/cj-gustafson-13140948/Mostly metrics: https://www.mostlymetrics.com—TIMESTAMPS:0:00 What is Bending Spoons?1:03 The Internet's attic: the portfolio3:11 The metrics rundown5:44 Revenue: $1.3B, 95% growth6:04 82% of growth was bought, not built6:29 Gross margin: 66%6:50 Subscription mix and NRR7:33 Net income: basically zero8:00 Cash: $741M, debt: $4.4B8:35 Revenue per employee: $2.57M9:39 Sponsors — RightRev | Rillet | EY12:42 Organic growth is mostly price hikes13:50 A house of adjustments14:54 Add-backs bigger than the profit15:22 The reorganization line: cost of firing19:21 Sponsors — SpendHound | Brex | Aleph22:51 Does the playbook actually work?23:07 Evernote: the proof point23:45 Romini: the growth proof point24:10 AI in three directions at once25:45 The debt engine27:50 Red flag 1: material accounting weaknesses28:38 Red flag 2: pro forma numbers come with a confession29:00 Red flag 3: App Store dependency29:11 Red flag 4: no long-term contracts29:30 Red flag 5: foreign private issuer29:52 Red flag 6: they've never sold anything30:19 Cap table and board31:07 Valuation: 14–18x33:00 Bull vs. bear case33:55 Miscellaneous: the S1 is already stale35:25 Credits

What if the scariest thoughts in your head mean nothing at all? William Schultz spent ten years trapped inside obsessive compulsive disorder. It got so bad he became afraid of his own shadow, checking it every time he flipped a light switch. Then he made one brave decision that put him in remission within two months. No drugs. No endless analysis. Today he's a psychotherapist in St. Paul, president of OCD Twin Cities, and the expert who pushed the International OCD Foundation to revise its own treatment guidelines in 2025.In this conversation, Dr. Roger McFillin and William expose why standard mental health care makes OCD worse. They reveal what actually frees people in an in depth conversation.  If you've ever been attacked by a thought you couldn't turn off, this episode is your way out.

Making the Olympics had been Ginny Fuchs' dream for years. But as she climbed the ranks of amateur boxing and moved to the Olympic Training Center, another battle was quietly getting worse. OCD was consuming more of her time, disrupting her sleep, and pulling her deeper into compulsions she could no longer control. Eventually, the disorder became so overwhelming that she feared it would derail the very goal she had dedicated her life to achieving.As Olympic qualification approached, she reached a breaking point and made the difficult decision to seek inpatient treatment. In this episode, Ginny shares her story in full. She also reflects on why OCD was not a "superpower" for her and what she's learned from facing one of the toughest opponents of her life — her own 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.

On this episode of our "Leaders in ERP Series", Shawn Windle, Founder and Managing Principal at ERP Advisors Group, speaks with Jeff Weiss, Chief Revenue Officer at CMiC. Windle and Weiss discuss the trajectory of the construction industry, the growing impact of AI, and the evolution of modern construction ERP solutions.Connect with us!https://www.erpadvisorsgroup.com866-499-8550LinkedIn:https://www.linkedin.com/company/erp-advisors-groupTwitter:https://twitter.com/erpadvisorsgrpFacebook:https://www.facebook.com/erpadvisorsInstagram:https://www.instagram.com/erpadvisorsgroupPinterest:https://www.pinterest.com/erpadvisorsgroupMedium:https://medium.com/@erpadvisorsgroup

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.  

Send us Fan MailModernizing SAP environments requires far more than executing a software upgrade or signing a new licensing agreement. Organizations migrating to SAP S/4HANA or consolidating multiple regional ERP systems into SAP often face significant risks tied to fragmented legacy data models, inconsistent master data, and undocumented transformation logic that can undermine production cutover readiness. In this session, SNP CTO Steele Arbeeny explains how Kyano Crossway supports legacy-to-SAP conversion programs beyond traditional ETL approaches by governing the entire data conversion lifecycle. Rather than treating migration as isolated data loads, Crossway structures and manages mapping logic, transformation rules, validation workflows, and traceability controls to ensure transparency and audit confidence throughout the process. As a result, organizations gain visibility into what changed, why it changed, and whether the transformed data is fully prepared for production deployment within a governed SAP-ready architecture.Video: https://www.elevatiq.com/events-and-webinars/legacy-sap-workloads-readiness-turning-legacy-data-into-sap-ready-data/Questions for Panelists?

Seth Gordon traded a career in finance for the family HVAC distribution business. Today, as CEO of Glacier Supply Group, he brings a fresh perspective to the industry while navigating the challenges of next-generation leadership. In this revisited conversation, Jason chats with Seth about his journey from finance to duct fittings, the importance of connecting with mentors, and the Glacier team's wildly successful implementation of EOS, the Entrepreneurs Operating System. CONNECT WITH JASON LinkedIn CONNECT WITH SETH LinkedIn *** For full show notes and services visit: https://www.distributionteam.com Distribution Talk is produced by The Distribution Team, a consulting services firm dedicated to helping wholesale distribution clients remove barriers to profitability, generate wealth, and achieve personal goals.    This episode was edited by The Creative Impostor Studios.  Special thanks to our sponsors for this episode: Moblico, helping businesses do more business on mobile devices. Profit2, helping distributors charge the right price. INxSQL Distribution Software, integrated distribution ERP software designed for the wholesale and distribution industry.

In this episode of Machine Shop Mastery, I got to sit down with Kenny Williams of Native Aerospace and Defense. Kenny has a really interesting background because he did not come into manufacturing through the traditional path. He started in technology, worked with major ERP companies, served as a CIO for several manufacturing companies, and saw firsthand how deeply connected systems, process, people, and business really are. What I really appreciated about this conversation is that Kenny has lived the lessons he shares. He started a shop, grew it from zero revenue into a seven-figure aerospace and defense business in less than two and a half years, and eventually sold it. Now, through Native Aerospace and Defense, he is looking at his next chapter: acquiring and growing shops with the right foundation, systems, and opportunity. We talked about the realities that many new shop owners do not fully understand when they first get started. Kenny shares how he and his partner expected some large purchase orders to materialize early on, only to realize that relationships, trust, cash flow, capacity, and execution matter far more than simply having machines on the floor. His perspective on starting with the right size work, asking for money up front, managing cash, and growing at a sustainable pace is full of hard-earned wisdom. We also dug into what it takes to build a real business instead of just creating a job for yourself. Kenny shares why he fired roughly a third of his early customers, how he thought about moving into more complex and higher-value work, and why systems are the backbone of a scalable shop. Toward the end, we also got into CMMC, IT infrastructure, cloud platforms, and why Kenny believes machine shops should stay focused on their core competency: making great parts, serving customers, and building strong teams. You will want to hear this episode if you are interested in... (0:00) Kenny Williams and his journey from IT, ERP, and manufacturing systems into machine shop ownership (2:51) Kenny shares how his background in technology and ERP shaped his understanding of people, process, systems, and change management (7:43) How Kenny and his partner launched Phoenix Products through Kickstarter before growing into aerospace and defense work (10:14) High end parts, high end capability, and high end thinking with DN Solutions  (11:25) The importance of proper change management in an organization (16:03) The early startup lessons Kenny learned (relationships, cashflow, execution, etc.) (18:46) The hidden costs of outgrowing a facility and why moving a machine shop is far more disruptive than most owners expect (21:42) Your buyers have technical questions. Navu delivers reliable, accurate answers. (22:54) Why small purchase orders can create just as much work as larger ones, and how young shops should think about sustainable growth (25:18) How large purchase orders can become a cash flow problem if the shop is not prepared to fund materials, labor, and delivery (27:56) Why Kenny recommends asking for money up front, charging for NREs, and building deposits into quotes (30:50) How Kenny learned to identify the right customers, fire the wrong ones, and move toward better-fit work (34:32) Why strong systems are the backbone of a scalable shop and help turn a job into a real business (35:13) What Kenny is looking for as he searches for shops to acquire through Native Aerospace and Defense (39:10) Why you need to join us at IMTS 2026! (40:02) The challenge of buying shops that are still completely dependent on the owner (44:55) Why Kenny believes manufacturing needs to be positioned as a technology-driven career path for younger workers (46:50) How shop owners can support workforce development by engaging schools, offering internships, and speaking up about opportunity (48:49) Kenny explains why CMMC and IT decisions should start with a question about a shop's true core competency (51:00) Why Kenny believes shops should lean on experienced MSPs and major government cloud providers instead of trying to build everything themselves (54:43) Why MSPs need configurable CMMC solutions that actually fit small and midsize manufacturers (58:12) How to connect with Kenny and what types of shops he is interested in acquiring Resources & People Mentioned High end parts, high end capability, and high end capability with DN Solutions  Your buyers have technical questions. Navu delivers reliable, accurate answers. Learn more at Navu.co/MakingChips Why you need to join us at IMTS 2026! Connect with Kenny Williams Native Aerospace and defense Kenny@NativeAeroDef.com Connect with Kenny on LinkedIn Connect With Machine Shop Mastery The website LinkedIn YouTube Instagram Subscribe to Machine Shop Mastery on Apple, Spotify

ERP implementations are often the most difficult part of a business leader's careers. Successfully navigating an ERP go-live is challenging and managing all the moving pieces associated with an ERP implementation can lead to disruption and frustration across the entire organization. So how can businesses approach an ERP implementation successfully? On this episode of The ERP Advisor, Quentin DeWitt, Principal of Consulting, will breakdown the best practices for ERP implementation and how you can achieve your ERP goals.Connect with us!https://www.erpadvisorsgroup.com866-499-8550LinkedIn:https://www.linkedin.com/company/erp-advisors-groupTwitter:https://twitter.com/erpadvisorsgrpFacebook:https://www.facebook.com/erpadvisorsInstagram:https://www.instagram.com/erpadvisorsgroupPinterest:https://www.pinterest.com/erpadvisorsgroupMedium:https://medium.com/@erpadvisorsgroup

In the age of information and technology, business rely heavily on the best insights into their data.  Harnessing this information is the first step to driving down costs and increasing profitability. But how do you know which tools can really help you? While some ERP vendors have compatible Business Intelligence (BI) and analytics tools included in their technology stack, there are MANY third-party BI applications that could better fulfill your needs. Connect with us!https://www.erpadvisorsgroup.com866-499-8550LinkedIn:https://www.linkedin.com/company/erp-advisors-groupTwitter:https://twitter.com/erpadvisorsgrpFacebook:https://www.facebook.com/erpadvisorsInstagram:https://www.instagram.com/erpadvisorsgroupPinterest:https://www.pinterest.com/erpadvisorsgroupMedium:https://medium.com/@erpadvisorsgroup

In Episode 106 of the Cybersecurity Readiness Podcast Series, Dr. Dave Chatterjee is joined by Holger Hügel, Chief Technology Officer of SecurityBridge and a global authority on SAP cybersecurity with over 26 years of experience — to address a governance blind spot that exists inside the security perimeters of even the most mature enterprise organizations: the SAP environment.Opening with the August 2024 ransomware attack on Stoli Group USA — where attackers went straight for the company's SAP enterprise resource planning (ERP) system, disrupting financial operations and contributing directly to a bankruptcy filing within three months — Dr. Chatterjee frames the episode's central challenge: organizations can have zero trust architecture, network segmentation, and identity governance fully deployed across their IT landscape, and still be critically exposed, because most CISOs have never formally claimed accountability for SAP security, and most SAP teams do not think of themselves as part of the security function.Hügel explains the structural gap at the heart of this problem. SAP systems are simultaneously the most business-critical and the least security-governed assets in most large organizations. The C-suite depends on them for financial operations, payroll, procurement, and supply chain continuity, yet SAP teams and security teams speak different languages, operate under different budgets, and rarely collaborate. SAP departments typically define "security" as managing user authorizations and privileges — a narrow interpretation that leaves configuration drift, patch backlogs, and monitoring gaps entirely unaddressed.Analyzed through Dr. Chatterjee's Commitment–Preparedness–Discipline (CPD) framework, the conversation translates SAP cybersecurity from a technical niche into a governance imperative. The Medtronic case study demonstrates what good looks like: a CISO who crossed the organizational divide, sponsored SAP hardening from the cybersecurity budget, built a continuous patch management process, and created the governance structure that allowed the team to respond to an out-of-band vulnerability within hours rather than weeks.The episode's central message is neither technical nor abstract: the organizations that will survive the next ERP-targeted ransomware attack are not those with the most sophisticated tools — they are the ones that have claimed ownership of the problem, built the processes to address it continuously, and created the cross-functional governance structures that SAP and cybersecurity teams cannot build on their own.To access and download the entire podcast summary with discussion highlights - https://www.dchatte.com/episode-106-the-invisible-attack-surface-zero-trust-for-sap-and-erp-environments/Connect with Host Dr. Dave ChatterjeeLinkedIn: https://www.linkedin.com/in/dchatte/ Website: https://dchatte.com/Books PublishedThe DeepFake ConspiracyCybersecurity Readiness: A Holistic and High-Performance ApproachArticles & Cases PublishedChatterjee, D. (2026). Root: Automating the Remediation Gap, Ivey Publishing, Jan 7, 2026.Ramasastry, C. and Chatterjee, D. (2025). Trusona: Recruiting For The Hacker Mindset, Ivey Publishing, Oct 3, 2025.Chatterjee, D. and Leslie, A. (2024). “Ignorance is not bliss: A human-centered whole-of-enterprise approach to cybersecurity preparedness,” Business Horizons, Accepted on Oct 29, 2024.Isik, O., Chatterjee, D., and Lourenco, D.A. (2024). “Getting Cybersecurity Right,” California Management Review — Insights, Accepted for Publication, July 8, 2024. Chatterjee, D. (2023). “Mission critical – How American Cancer Society successfully and securely migrated to the cloud amid the pandemic,” I by IMD, March 13, 2023.Chatterjee, D. (2022). “Preventing security breaches must start at the top,” I by IMD, September 28, 2022, Institute for Management Development, Lausanne, SwitzerlandChatterjee, D. (2022). “Making Cybersecurity Readiness Mainstream,” Executive Blog Post, NETSPI, March 1, 2022Benz, M. and Chatterjee, D. (2020). “Calculated Risk? A Cybersecurity Evaluation Tool for SMEs,” Business Horizons, available online from May 4, 2020Chatterjee, D. (2019). “Should Executives Go To Jail Over Cyber Attacks,” Journal of Organizational Computing and Electronic Commerce, Vol 29, Issue 1, pp. 1-3.Abraham, C., Chatterjee, D., and Sims, R. (2019). “Muddling through cybersecurity: Insights from the U.S. healthcare industry,” Business Horizons, July 2019.

Recorded live at our SAP Customer Council in Berlin, this episode features Fernanda Rodrigues in conversation with Frank Harder, Product Manager for SAP Cloud ERP at Testo. Testo is a family-owned leader in high‑tech measurement devices from Germany's Black Forest, serving industries such as pharma, food, biotech, analytics, and more, with connected products and strong cloud‑based data analysis. Frank explains how the company is transitioning from legacy ERP to SAP Cloud ERP, starting with sales organizations worldwide and now operating in nine countries. This is the fifth episode in our Customer Council Berlin Series. Follow and subscribe on Spotify or Apple Podcasts so you never miss an update. On Spotify, join the conversation using the episode's Q&A and Poll; on Apple Podcasts, a quick rating or review helps others discover the show. Have a question, topic suggestion, or want to connect with the team? Write to us at insides4@sap.com — we read every message.

In this episode we sit down with Bernhard Kowatsch, Director of Global Accelerator and Ventures at the UN World Food Programme (WFP), to talk about humanitarian logistics and how digital tools and AI are transforming decision-making. Download the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠episode transcript⁠⁠⁠⁠⁠===== In this episode we sit down with Bernhard Kowatsch, Director of Global Accelerator and Ventures at the UN World Food Programme (WFP), to talk about humanitarian logistics and how digital tools and AI are transforming decision-making. Bernhard explains that acute hunger has risen from 85 million pre-COVID to over 318 million due to conflicts, extreme weather, and economic shocks, increasing supply chain complexity across 120 countries using thousands of trucks, ships, and aircraft. The WFP uses AI for real-time and forecasted food security, and its Scout optimization tool to balance cost and speed across procurement, warehousing, and routing, saving $6M in 18 months and targeting $25M annually. He describes responsible AI, human oversight, prioritization by vulnerability, last-mile constraints, and WFP's Munich Innovation Accelerator model and partnership needs. ===== Guest: Bernhard Kowatsch Bernhard Kowatsch is the Director Global Accelerator and Ventures at the United Nations (UN) World Food Programme (WFP). Since he created the Global Accelerator in 2015, it has become one of the Worlds biggest impact startup accelerators, offering 18 annual programmes.Prior to starting the Accelerator, Bernhard co-founded the award-winning ShareTheMeal app that crowdsources funding for WFP and has delivered over 300 million meals for hungry children worldwide. His previous experience includes creating WFP's Business Innovation Unit and working as a Project Leader at the Boston Consulting Group (BCG).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: Sin ToSin brings over 15 years of experience in the digital media and technology industry – primarily in marketing, business development, thought leadership, and editorial. At SAP, they ensure that SAP's supply chain solutions are properly visible with a focus on future trends and sustainable innovations as part of the Thought Leadership & Awareness Supply Chain Team.===== Show Links:SAP Digital Supply Chain: ⁠www.sap.com/scm⁠ World Food Programme Innovation Accelerator:  https://innovation.wfp.org/World Food Programme Innovation Accelerator 2025 Year in Review: https://innovation.wfp.org/year-review-2025World Food Programme Hunger Map: https://hungermap.wfp.org/food?w=ipc-phase-3Follow Us on Social Media : Bernhard KowatschLinkedIn: https://www.linkedin.com/in/bernhardkowatsch/ Richard Howells:LinkedIn: ⁠www.linkedin.com/in/richardjhowells⁠ Sin To: LinkedIn: ⁠www.linkedin.com/in/sin-to-5334208⁠ SAP Digital Supply Chain:LinkedIn: ⁠www.linkedin.com/showcase/sapdsc/⁠ Please give us a like, share, and subscribe to stay up-to-date on future episodes!  ===== Chapters: 00:00:00 Introduction to Future Supply Chains and AI Vision for WFP00:38 Humanitarian Logistics Intro01:42 Meet Bernhard Kowatsch02:35 Crisis Drivers and Hunger Surge04:46 Scale and Speed in Emergencies06:16 Planning Under Uncertainty09:18 Digital Supply Chain and Responsible AI12:01 Making AI Work Scout Savings14:34 Prioritization Access and Last Mile Tech18:43 Innovation Accelerator in Munich22:30 Partnering with WFP24:17 Future Supply Chain Wrap Up

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.

Send us Fan MailThis week's enterprise software announcements further confirm that the market is rapidly converging around agentic AI, semantic intelligence, and autonomous workflow orchestration. Blue Yonder introduced new AI agents and mobile applications aimed at strengthening supply chain execution and frontline operations, while Zendesk expanded its AI customer service strategy through the acquisition of Forethought. Actian launched an AI analyst designed to convert business glossaries into a live semantic layer, highlighting the growing importance of governed enterprise context for AI-native operations. Meanwhile, ActiveCampaign and Contentsquare announced new capabilities focused on customer engagement and digital experience intelligence. On the enterprise planning side, Anaplan expanded its AI planning portfolio with CoModeler, Custom Analyst, and Agent Studio, while Oracle continued embedding coordinated AI agents directly inside Fusion ERP workflows through its new Fusion Agentic Applications initiative. In parallel, Apollo.io acquired Pocus to strengthen its agentic go-to-market stack, Databricks introduced Lakewatch as an open agentic SIEM platform built on the lakehouse architecture, and Rootstock Software acquired Ascent Solutions to deepen its manufacturing and warehouse execution capabilities.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=ksS15kccXPcQuestions for Panelists?

Enterprise leaders face a growing gap between rapid AI advancement and the fragmented data and processes that limit their ability to operationalize it. In this episode, Guillermo Vazquez, Chief Architect in the Business Transformation Services for SAP America, examines with host Nick Gersch how harmonized data, standardized processes, and clear identification of differentiating workflows form the groundwork for effective AI‑enabled ERP. He highlights the practical sequence for building this foundation so future AI‑driven adaptation becomes seamless rather than disruptive. For AI brands trying to reach senior decision-makers, podcasts are one of the few channels that earn 20+ minutes of focused attention from VP+ leaders. Emerj reaches 1,000,000 listeners annually — see how other AI brands are driving pipeline: emerj.com/AD1

"I currently haven't found a use case in which I haven't been able to build."That was Brett Adams on what Palantir Foundry can do in construction.This week on Bricks & Bytes we sat down with Dan Julien (Chief Revenue Officer) and Brett Adams (Forward Deployed Engineer and Head of Construction) of ForgeSight, the i4C born team implementing Palantir Foundry across the AEC industry, to cut through the rumours about what Palantir is actually doing in construction.Tune in to find out about:✅ Whether Palantir Foundry can really replace your ERP✅ What "forward deployed engineering" actually means on a job site✅ Whether Procore, Autodesk and Trimble survive a Palantir world✅ How a contractor rebuilt its entire operation on Foundry in roughly a year

Send us Fan MailThe construction ERP market remains one of the most fragmented and industry-specific segments within enterprise software, making ERP selection particularly challenging in 2026. Before evaluating the top construction ERP systems, organizations must recognize that construction ERP extends far beyond large commercial contractors alone. The category includes a wide range of operational models, including general contractors, specialty trades, engineering and infrastructure firms, developers, public sector construction organizations, property maintenance providers, and real estate-focused businesses. These organizations vary significantly in project complexity, compliance requirements, subcontractor coordination, procurement workflows, field operations, and financial structures. As a result, construction ERP systems differ substantially in their project accounting models, job costing depth, resource scheduling capabilities, document management workflows, and field-service integration, making industry alignment and operational fit far more important than generic ERP functionality comparisons.In this episode, our host Sam Gupta discusses the top construction 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=Yu8rU9s8xaYRead: https://www.elevatiq.com/post/top-construction-erp-systems/Questions for Panelists?

How do you apply AI to one of the world’s most perishable supply chains? In this episode of Technovation, host Peter High speaks with Sankar Chinnathambi, CIO of Driscoll’s, the world’s largest berry company. With operations spanning more than 30 growing regions and products sold in approximately 60 countries, Driscoll’s faces a unique challenge: moving billions of berries from harvest to consumers while preserving freshness and quality. Sankar discusses how Driscoll’s is using AI, predictive analytics, and digital platforms to improve grower collaboration, supply forecasting, pricing optimization, and supply chain visibility. He also shares the company’s broader modernization strategy, including ERP transformation, BerryGPT, and technology initiatives designed to accelerate innovation while supporting growth, sustainability, and resilience. Key discussion topics include: Building an AI-powered digital agronomist Modernizing forecasting in a supply-constrained business Creating a global digital backbone with Oracle Fusion Using real-time monitoring to preserve product quality Accelerating agricultural innovation through technology This episode is presented by Celonis — Give AI the context it needs. Learn more at celonis.com

CJ Gustafson sits down with Marten Abrahamsen, CFO of Vercel, at the NYSE to talk about running finance inside a hypergrowth AI company. They cover AI use cases in finance, rev rec, forecasting, KPI dashboards, PLG, consumption pricing, and Marten's “speeding tickets vs. parking tickets” framework for moving fast without losing control.—SPONSORS:Brex 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/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/cj—LINKS: Mostly Talent: https://mostlymetrics.typeform.com/to/cLTxtAsNGuest: https://www.linkedin.com/in/martenabrahamsen/Company: http://vercel.com/CJ: https://www.linkedin.com/in/cj-gustafson-13140948/Mostly metrics: https://www.mostlymetrics.com—TIMESTAMPS:0:00 Speeding tickets vs. parking tickets3:21 Visa IPO in the financial crisis5:09 Going public has changed6:45 Private market: 22–24 trillion9:03 More or fewer public companies?9:48 Sponsors — Brex | Aleph | RightRev13:04 KPI dashboard on your phone14:12 Revenue flux via Slack and Notion15:37 RevRec tool: green, yellow, red17:56 V0 is a job requirement19:43 Speeding tickets vs. parking tickets20:33 Sponsors — Rillet | EY | SpendHound23:49 Very few one-way doors25:02 Finance in hypergrowth25:39 Three-scenario planning27:00 Honest with the board31:00 PLG + consumption at Vercel33:32 What Marten checks every morning34:03 Why RPO doesn't work here35:36 Holiday usage is up37:10 ICP shifted to solo developer39:22 Capital allocation in a fast market41:32 Growth compounds; margin can't43:22 SaaS gross margins: spicy take44:24 Cash-burning AI: 2026 vs. 202147:29 Are some hypergrowth cos destroying value?50:00 Lightning round50:11 Bank of Ireland mix-up51:10 Don't punt problems forward52:04 Finance software stack52:38 Expensed an oven53:12 Credits

Data is everywhere in manufacturing. Competitive advantage comes from turning it into action, where the work happens.In this episode of the Auto Supply Chain Champions Podcast, Jan Griffiths and Tom Roberts sit down with Tom Luttrell, CIO of CSP, to discuss what it takes to modernize technology inside an automotive manufacturing company and why the future belongs to companies that move beyond systems of record and embrace systems of action.With more than three decades of experience leading technology transformations across automotive manufacturing, Tom shares how he approached his first year at CSP by listening first, understanding business problems before technology solutions, and building a roadmap centered on simplification, automation, and employee empowerment.The conversation explores the realities of disconnected systems, fragmented workflows, and siloed data that slow execution across manufacturing organizations. Tom explains why modern ERP platforms, AI-powered workflows, and agentic technologies can place critical information directly in the hands of maintenance technicians, operators, and frontline teams when they need it most.Rather than focusing on technology for technology's sake, Tom emphasizes a people-first approach. Success comes from making employees' jobs easier, reducing friction, improving decision-making, and creating tools that respect human expertise while accelerating action.In the latter part of the episode, QAD's Tom Roberts reflects on the shift from systems of record to systems of action, the role AI plays in uncovering the "why" behind operational issues, and why technology leaders must communicate in business terms rather than technical language.Themes Discussed in This EpisodeWhy manufacturing leaders must move from systems of record to systems of actionBuilding a data-first culture that drives execution, not just visibilityModernizing legacy technology without disrupting the businessUsing Agentic AI to put knowledge in the hands of frontline teamsEmpowering maintenance technicians and operators with real-time decision supportMaking manufacturing execution systems work for the people doing the workDesigning technology around human behavior and user adoptionEliminating friction between data, decisions, and actionBalancing cybersecurity, productivity, and business outcomesLeading enterprise transformation through trust, relationships, and business alignmentThis podcast is powered by QAD RedZone.Featured GuestName: Tom LuttrellTitle: Chief Information Officer at CSPAbout: Tom is Chief Information Officer at CSP, bringing more than 30 years of experience leading digital transformation, ERP modernization, cybersecurity, and business growth initiatives across the automotive and manufacturing industries. Prior to joining CSP, he held CIO leadership roles at RealTruck, Shiloh Industries, and Masco Cabinetry, where he led large-scale global technology transformations, ERP integrations, and operational improvement initiatives. He holds degrees in Computer Information Systems and Business Administration and continues to advance his expertise in cybersecurity and risk management.Connect: LinkedInAbout Your HostsJan GriffithsJan is the host and producer of the Auto Supply Chain Champions Podcast and The Automotive Leaders Podcast. A former automotive manufacturing and supply chain executive, Jan is recognized as a Champion for Culture Change in the automotive industry. She brings direct, grounded conversations to leaders navigating execution, disruption, and transformation across the global automotive ecosystem.Tom Roberts (Co-host)Tom is Co-host of the Auto Supply Chain Champions Podcast and Vice President of Strategic Industry Development at QAD. He works closely with automotive and industrial manufacturers to close the gap between insight and execution, helping leaders move from visibility to systems of action that drive real operational outcomes.Episode Highlights[02:17] Building a Data-First Culture: Tom explains his mission at CSP: modernize the technology foundation, create a data-first culture, and make it measurably easier for employees to do their jobs.[03:23] Listen Before You Lead: Technology transformation begins with understanding the business. Tom spent his first ninety days assessing systems, processes, talent, and trust before making changes.[06:40] From Systems of Record to Systems of Action: Traditional ERP systems capture transactions. Modern systems sense issues, trigger action, and help teams respond in real time before problems escalate.[08:30] AI for the Frontline: Instead of searching through hundreds of documents, maintenance technicians could use AI-powered tools to instantly access answers and solve problems faster.[10:46] The Point of Impact: The greatest value comes when critical information reaches the person closest to the problem, enabling faster decisions and better quality outcomes.[12:18] Reimagining the Shop Floor Experience: Tom outlines his vision for manufacturing execution systems that provide real-time visibility, automate routine transactions, and simplify work for operators.[13:46] Technology That Works for People: Whether through automation, scanning, image recognition, or AI-driven workflows, technology should remove friction rather than create it.[15:39] Speaking the Language of Business: One of Tom's biggest leadership lessons was learning to frame technology initiatives around business outcomes, not technical specifications.[17:42] Cybersecurity Without Creating Friction: Security matters, but successful technology leaders balance risk mitigation with maintaining productivity and enabling business operations.[21:08] The Power of Systems of Action: Tom Roberts explains how AI can move organizations beyond reporting what happened toward understanding why it happened and what action should happen next.Top Quotes[02:52] Tom Luttrell: “ The reason why I came in was to modernize our technology foundation for the company and to build a data-first culture, and to make it measurably easier for our employees to get their jobs done.”[10:55] Tom Luttrell: "You're putting the information in the hands of what I would call the point of impact, which would be the maintenance tech at that specific press looking at that specific problem."[16:20] Tom Luttrell: “ You have to primarily come at things from what problem are you trying to solve from a business perspective.”Follow the Auto Supply Chain Champions Podcast for real conversations with leaders who are making hard choices, focusing their bets, and leading with intent.

In episode 541 I chat with Brad Stulberg who has kindly agreed to share his OCD story with us. Brad is a New York Times and USA Today bestselling author who writes about mastery, meaning, and excellence. We discuss his OCD story, beginnings of his OCD, health obsessions, self-harm themed OCD, finding a therapist for his OCD, exposure and response prevention therapy (ERP), acceptance and commitment therapy (ACT), writing about his OCD, OCD support groups, values, mindfulness, his new book The Way of Excellence, and much more. Hope it helps.  Show notes: https://theocdstories.com/episode/brad-541 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 Join many other listeners getting our weekly emails. Never miss a podcast episode or update: https://theocdstories.com/newsletter 

What does it take to become a great OCD therapist? Our very own NOCD therapists, Barbara Windeknecht and Alexi Pyles, say it's not what you probably think (prior OCD experience). In fact, both came from very different clinical backgrounds with little OCD experience. What mattered more was a willingness to learn, ask questions, stay curious, and keep showing up for members even when the work felt challenging.In this episode, Barbara and Alexi discuss the traits they believe help therapists thrive in OCD treatment. They also share why exposure and response prevention therapy feels different from traditional therapy, and why some of the best therapists aren't the ones who know everything, but rather, they're the ones who never stop learning.If you're ready to deepen your ERP skills and work somewhere specialized OCD treatment is the focus — not an afterthought — explore joining the team at NOCD: https://learn.nocd.com/therapist_careersFollow 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.

For many years, technology projects were relatively predictable. A new system was implemented, a process was automated, or an application was modernized. The challenges were technical, but the path was usually clear. Then Generative AI arrived. I still remember some of the early conversations with technology leaders. Almost every discussion had the same underlying question: "How quickly can we adopt AI?" Yet very few people were asking a more important question: "Why are we adopting AI?" Throughout my career in enterprise technology, ERP, cloud, and AI transformation, I've seen organizations succeed when they focus on solving real business problems. I've also seen companies chase trends because everyone else was doing it. Today's conversation reminded me that technology leadership is no longer about buying the latest tool. It's about balancing innovation, security, business value, and human judgment. As AI becomes part of every organization, the challenge is not whether to adopt it. The challenge is adopting it thoughtfully. Episode # 188 Today's Guest: Kevin Carlson, TechCXO Partner Kevin Carlson is a seasoned tech exec and a go-to expert on AI's real-world impact within businesses. He's been a CTO or CISO four times over, working across different industries in both North America and Europe, so he brings a genuinely practical viewpoint to how AI is changing business and the world. Website: TechCXO  What Listeners Will Learn: Why do many AI initiatives fail despite large investments How technology leaders should balance innovation and business value The difference between AI hype and AI outcomes Practical approaches for introducing AI into organizations Why starting small often leads to bigger success Common mistakes enterprises make during AI adoption How security leaders should think about AI risks Data privacy considerations when using public AI models Why governance matters more than ever How AI is changing the role of developers Why communication and product thinking are becoming critical skills The rise of AI-assisted software development Resources: TechCXO

Why do OCD thoughts feel so real? What if the problem is not the intrusive thought itself… but the conclusion your brain makes about it?   In this episode of The OCD Whisperer Podcast, Kristina Orlova speaks with Catherine Goldhouse, therapist and ICBT specialist, to explore a powerful shift in understanding OCD through Inference Based CBT (ICBT). Together, they unpack why OCD may not be about random intrusive thoughts at all, but about the meaning, doubt, and stories we attach to them.   Catherine explains: • Why ICBT sees OCD differently than traditional ERP and CBT • The difference between intrusive thoughts and obsessional doubt • Why OCD sufferers often feel trapped asking “What if this means something?” • How OCD creates false conclusions about identity, danger, relationships, morality, and certainty • Why thoughts like “What if I'm dangerous?” or “What if I secretly want this?” feel so convincing   This conversation also dives into: • Why some thoughts feel triggering and emotionally loaded • The hidden “story” OCD creates beneath fears and compulsions • Harm OCD, Relationship OCD, sexuality OCD, contamination fears, and intrusive thoughts • The difference between trust versus doubt in OCD recovery • Why ICBT focuses on how OCD begins rather than what happens after the fear appears • How OCD changes the way people trust themselves, their senses, and reality   If you have ever wondered: “Why does my OCD feel so real?” “Why do I doubt myself so much?” “Why can't I stop asking what if?”   This episode may completely change the way you understand OCD.   Whether you are navigating OCD yourself or supporting someone you love, this episode offers insight, validation, and a hopeful new perspective on recovery.  

In this episode of Run the Numbers, CJ breaks down how stock exchanges became the operating system of modern capitalism. From ship captains raising voyage money, to the Dutch East India Company's first tradable shares, to coffee house traders, the Buttonwood Agreement, market crashes, Robinhood, and GameStop, this is the story of how markets turned ownership into something liquid, global, and very, very human.—SPONSORS:SpendHound 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/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/techstartups—LINKS: Mostly Talent: https://mostlymetrics.typeform.com/to/cLTxtAsNCJ: https://www.linkedin.com/in/cj-gustafson-13140948/Mostly metrics: https://www.mostlymetrics.comSlacker Stuff: https://www.slackerstuff.com/Ben on LinkedIn: https://www.linkedin.com/in/slackerstuff/—RELATED EPISODES:A CFO Explains Secondarieshttps://youtu.be/pENvBuXhGukA CFO Explains the Diamond Industryhttps://youtu.be/fPrho7hvykAA CFO Explains Marketplaceshttps://youtu.be/LpbH9GpBrSY—TIMESTAMPS:0:00 The First IPO, and Why It Changed Everything2:50 Coffee, Buttonwood Trees, and the First Insider Trading Scandal6:31 The Railroads Built Your Month-End Close10:17 Sponsors — SpendHound | Brex | Aleph13:47 Buying Stocks on Credit, and How That Ended18:13 Merrill Lynch Goes to the Suburbs, and the Paper Almost Wins21:44 Sponsors — RightRev | Rillet | EY24:47 NASDAQ, Pets.com, and the Most Expensive Sock Puppet in History28:49 The Phone in Your Pocket Democratized Everything, For Better or Worse33:03 The Stock Market Was Never Really About Stocks36:47 Credits#RunTheNumbersPodcast #FinanceHistory #StockMarket #Investing #FinanceLeadership

Tell Williams thought he was just a worrier. As a child, he believed things had to feel perfectly "even" or something bad would happen to the people he loved. Later came contamination fears, intrusive thoughts, health anxiety, and rituals that slowly began shaping more of his life than he realized. It wasn't until adulthood — after being diagnosed with ADHD, autism, and eventually OCD — that everything started to click.In this episode of the Get to Know OCD podcast, Tell shares the OCD signs he missed for years, and how finally getting a proper diagnosis changed how he understood himself. He also opens up about talking about his OCD openly to his millions of followers, and why he thinks it's important for others to better understand the disorder.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.

Send us Fan MailSelecting a modern FP&A platform is no longer simply a budgeting or reporting decision—it is a strategic architecture choice that shapes how finance organizations operate, collaborate, and scale. Today's FP&A and broader CPM/EPM platforms directly influence forecasting speed, executive visibility, scenario modeling, data governance, and cross-functional decision-making across the enterprise. As a result, finance leaders must evaluate far more than dashboards and planning features alone. They must assess the underlying data architecture, integration depth with ERP and operational systems, scalability across business units, workflow flexibility, and the platform's alignment with the organization's long-term operating model. In many cases, the wrong architectural decision creates fragmented planning processes, inconsistent metrics, and governance challenges that limit finance's ability to function as a strategic business partner.In this episode, Sam Gupta and Shrestha Dash from ElevatIQ, Andy Pratico from Essential Software Solutions, and Phil Coerper from Ringling Business Solutions conduct an in-depth independent review of a leading FP&A platform Aleph.Video: https://www.elevatiq.com/events-and-webinars/aleph-an-independent-in-depth-review/Questions for Panelists?

Defiance can be one of the most misunderstood signs of OCD in children and teens.When kids refuse to touch certain things, avoid everyday tasks, struggle with homework, take excessive time completing routines, or seem resistant to basic expectations, it can easily look like oppositional behavior. But underneath that behavior may be intrusive fears, avoidance compulsions, contamination concerns, or “just right” OCD driving their actions.In this episode, I explore how hidden OCD symptoms are often mistaken for defiance, difficult behavior, or laziness, leading parents, teachers, and even therapists to respond in ways that may unintentionally worsen the cycle. I break down common household, school, and daily life behaviors that may actually be rooted in OCD, and explain how parents can better identify the true source of the struggle.You'll learn how to dig deeper beneath the behavior, ask more effective questions, and determine whether your child needs discipline, boundaries, or therapeutic support through exposure and response prevention (ERP).If you are a parent who has ever wondered whether your child's “bad behavior” may actually be part of their OCD, this episode will help you better understand what may really be happening beneath the surface.To get this episode's PDF handout go to www.natashadaniels.com/handoutsGet the course: How to Handle Difficult Behavior Caused by Anxiety or OCD***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?