Podcasts about extraordinary talent

⦁ Will the Rockets Reset Coming out of the All Star Break? ⦁ Did Scott Boras Screw Over Alex Bregman? ⦁ Does Adding Bregman Put the Red Sox over the Top? ⦁ Would you take a Leader or a Extraordinary Talent? ⦁ Why was Hunter Brown Left Off the MLB Top 100?

DescriptionPlácido Domingo, A Man of Enduring Passion & Extraordinary Talent in 60 Seconds. Take a minute to get the scoop!Fun FactOne of Plácido Domingo's most famous roles is Otello in Verdi's opera of the same name. His powerful portrayal of the tragic Moorish general showcases his dramatic intensity and vocal prowess, making it a defining performance in his illustrious career and a benchmark for tenors in this demanding role.__________________________________________________________________About Steven, HostSteven is a Canadian composer & actor living in Toronto. Through his music, he creates a range of works, with an emphasis on the short-form genre—his muse being to offer the listener both the darker and more satiric shades of human existence. If you're interested, please check out his music website for more. Member of the Canadian League Of Composers.__________________________________________________________________You can FOLLOW ME on Instagram.

Theatre maker and performer Jonathan Roxmouth pops in to rent something.JONATHAN ROXMOUTHS KEY CHANGE - MY FAVOURITE PIANISTS (CPT) (webtickets.co.za)Recommended Movies/Shows;Bob's Burgers | Disney+Black Mirror | Netflixtick, tick...BOOM! | NetflixClose Encounters of the Third Kind | iTunesTrailers;Jules - Official Trailer - YouTube

Fulton is a great fighter, but...

MONADY & TUESDAY SHOW SCHEDULE Michael Zimmons Santo (Gene Simmons) & Danny Lopez  (Johnny Depp) Celebrity Lookalike & Tribute Artists Micahel Zimmons Santo Michael Zimmons Santo is a professional Gene Simmons (KISS) Lookalike. He is an accomplished musician and former bodybuilder. Michael is also an AMAZING Caricaturist. An Artist of Extraordinary Talent and He is Our Special Guest Monday Night. Danny Lopez Award-winning actor, Musician and Celebrity Impersonator, Danny Lopez began his show business career at the age of 7yrs, appearing in his first TV Commercial. A veteran of over 500 musical productions, stage plays TV Shows and Films, Danny has firmly established a solid reputation in the world of entertainment.  

Chat Guest Dee Ann is a 33-year veteran of Chick-fil-A, Inc. Prior to retirement in 2018, she was Vice President, Talent and Vice President, Sustainability for Chick-fil-A, Inc. Selected as the company's first female officer in 2001, she was instrumental in building and growing Chick-fil-A's well-known culture and talent systems. During her long career, she worked closely with Chick-fil-A's founder, S. Truett Cathy, and other key leaders as an architect of their organizational culture. Turner was responsible for thousands of selections of Chick-fil-A Franchisees and corporate staff members. Additionally, she led Talent Management, Staff Learning, and Development, Diversity and Inclusion, Culture and Engagement. Most recently, Dee Ann launched and led the Sustainability function focusing on Chick-fil-A's strategy to implement sustainable practices at the $10.5 billion company. Today, she leads her own organization, Dee Ann Turner & Associates, LLC, writing books, speaking to over 50 audiences per year, and consulting and coaching leaders globally. She is the author of the best-seller, It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture. Her latest book is Bet on Talent: How to Create a Remarkable Culture and Win the Hearts of Customers was released in September 2019 and her new book will release in April 2021. She is a graduate of Clayton State University with a degree in Management. She also completed executive education courses at Emory University, the University of North Carolina at Chapel Hill and the University of Virginia's Darden Business School. She is a 2009 alumnus of the prestigious Harvard Business School Advanced Management Program. Dee Ann has been married to her husband, Ashley for 35 years and they are the parents of three grown sons. She has served numerous non-profit boards in the past including The Kenya Project, Eagle Ranch, and Proverbs 31 Ministries. She has also served on the board of advisors for Lubbock Christian University and First Care Clinics. Currently, she serves on the board of advisors for Unconventional Business Network Women and the advisory board for the Pure Hope Foundation. When she is not traveling, she can often be found on her Peloton bike in her home outside of Atlanta or on her stand up paddle board at Lake Hartwell in northeast Georgia.   Chat Highlights What's the story of how your leadership journey began with Chick-Fil-A and how that's evolved into writing your 2 books, “It's My Pleasure” and “Bet On Talent”? Unemployment rates have soared to nearly 15% with BLS predictions as high as 20% in the next 12 months. When you released your book Bet On Talent in 2019, we were celebrating under 2% unemployment. What does drastic change in the world around us mean to employers? Culture can be such a loaded word. How do you define a great culture and what can leaders be doing now to strengthen their own cultures during this uncertain time? You've seen multiple economic downturns followed by recoveries in your career. What advice would you have for leaders to better prepare for these inevitable shifts in the future to survive and thrive? What can leaders do today to clarify their purpose, values, mission, and talent strategies while keeping their business moving forward into the recovery phases of COVID-19?    Get In Touch Learn more about Dee Ann at deeannturner.com Social Mediafacebook.com/DeeAnnTurnerAuthortwitter.com/DeeAnnTurnerlinkedin.com/in/deeannturner.instagram.com/deeannturner  See omnystudio.com/listener for privacy information.

Dee Ann is a 33-year veteran of Chick-fil-A, Inc. Prior to retirement, she was Vice President, Talent and Vice President, Sustainability for Chick-fil-A, Inc. Selected as the company's first female officer in 2001, she was instrumental in building and growing Chick-fil-A's well-known culture and talent systems.    During her long career, she worked closely with Chick-fil-A's founder, S. Truett Cathy, and other key leaders as an architect of their organizational culture. Turner was responsible for thousands of selections of Chick-fil-A Franchisees and corporate staff members. Additionally, she led Talent Management, Staff Learning and Development, Diversity and Inclusion, Culture and Engagement. Prior to her retirement, she launched and led Chick-fil-A's Sustainability and Social Responsibility function.   Today, she leads her own organization, Dee Ann Turner & Associates, LLC, writing books, speaking to over 50 audiences per year and consulting and coaching leaders globally. She is the author of the best sellers, It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture (2015), Bet on Talent: How to Create a Remarkable Culture and Win the Hearts of Customers (2019), and  Crush Your Career: Ace the Interview, Land the Job and Launch Your Future (2021). She also hosts the Crush Your Career Podcast and is the Talent Expert in Residence at High Point University.    She is a graduate of Clayton State University with a degree in Management. She also completed executive education courses at Emory University, the University of North Carolina at Chapel Hill, and the University of Virginia's Darden Business School. She is a 2009 alumna of the prestigious Harvard Business School Advanced Management Program.    Dee Ann has been married to her husband, Ashley, for 38 years and they are the parents of three grown sons. Currently, she serves on the Board of Directors for Booster Enterprises and Oak Dental Group. Additionally, she is an advisor to several non-profits. When she is not traveling, she can often be found on her Peloton bike in her home outside of Atlanta or on her stand-up paddleboard at Lake Hartwell in northeast Georgia.   LINKS: https://www.deeannturner.com  https://www.facebook.com/DeeAnnTurnerAuthor  https://www.linkedin.com/in/deeannturner/ https://www.instagram.com/deeannturner/ https://twitter.com/DeeAnnTurner    In this episode, Dee Ann shares with Courtney and Missie:   – How she began her career at Chic-fil-A 38 years ago as a pastor's wife – How to create in your own organization the culture of care that Chic-fil-A has become known for – How to find, select, and retain good talent in your business or organization  – Character traits that make employers want to hire you for the job – 3 steps for success in the first 90 days on a new job – How women can succeed in a male-dominated work environment – How she views her work through a Christian lens   RESOURCES MENTIONED: It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture https://amzn.to/3unFWwd    Bet on Talent: How to Create a Remarkable Culture That Wins the Hearts of Customers https://amzn.to/3UsM2FW    Crush Your Career: Ace the Interview, Land the Job, and Launch Your Future https://amzn.to/3VNqa9C    Crush Your Career Podcast https://podcasts.apple.com/us/podcast/crush-your-career/id1553498036  Thank you for listening. If this content is helpful to you as you seek to live out your God-given calling to His glory, please donate today to help us continue to produce more inspiring content!  

Dee Ann is a 33-year veteran of Chick-fil-A, Inc. Prior to retirement, she was Vice President, Talent and Vice President, Sustainability for Chick-fil-A, Inc. Selected as the company's first female officer in 2001, she was instrumental in building and growing Chick-fil-A's well-known culture and talent systems. During her long career, she worked closely with Chick-fil-A's founder, S. Truett Cathy, and other key leaders as an architect of their organizational culture. Turner was responsible for thousands of selections of Chick-fil-A Franchisees and corporate staff members. Additionally, she led Talent Management, Staff Learning and Development, Diversity and Inclusion, Culture and Engagement. Prior to her retirement, she launched and led Chick-fil-A's Sustainability and Social Responsibility function. Today, she leads her own organization, Dee Ann Turner & Associates, LLC, writing books, speaking to over 50 audiences per year and consulting and coaching leaders globally. She is the author of the best sellers, It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture (2015) and Bet on Talent: How to Create a Remarkable Culture and Win the Hearts of Customers (2019) and Crush Your Career: Ace the Interview, Land the Job and Launch Your Future (2021).  She also hosts the Crush Your Career Podcast and is the Talent Expert in Residence at High Point University.

Be sure to watch Culture Conference On Demand until September 15!No leaders sets out to be mediocre. We all desire to be great leaders, don't we? In this episode, Dee Ann Turner, a leading voice in talent acquisition and organizational culture, shares the foundational key to becoming an exceptional leader: relationships. Dee Ann unpacks not only why relational intelligence is of the utmost importance for a leader's success, but shares how to develop healthy workplace relationships. A must-listen if you want to grow in self-awareness!About Dee Ann Turner:Dee Ann Turner is a 33-year veteran of Chick-fil-A, Inc. Prior to retirement in 2018, she was Vice President, Talent and Vice President, Sustainability. Selected as the company's first female officer in 2001, she was instrumental in building and growing Chick-fil-A's well-known culture and talent systems. During her long career, she worked closely with Chick-fil-A's founder, S. Truett Cathy, and other key leaders as an architect of their organizational culture. Turner was responsible for thousands of selections of Chick-fil-A Franchisees and corporate staff members. Additionally, she led Talent Management, Staff Learning and Development, Diversity and Inclusion, Culture and Engagement. Most recently, Dee Ann launched and led the Sustainability function focusing on Chick-fil-A's strategy to implement sustainable practices at the $11 billion company.Today, she leads her own organization, Dee Ann Turner & Associates, LLC, writing books, speaking to over 50 audiences per year and consulting and coaching leaders globally. She is the author of the best sellers, It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture and Bet on Talent: How to Create a Remarkable Culture and Win the Hearts of Customers. Her newest book, Crush Your Career: Ace the Interview, Land the Job and Launch Your Career will be released in March 2021.Connect with Dee Ann:deeannturner.com

You will never go wrong prioritizing people, and this interview with Dee Ann Turner proves it. Dee Ann is a best-selling author, a 33-year veteran of Chick-fil-A, Inc. She was selected as the company's first female officer in 2001 and served as the Vice President, Talent and Vice President, Sustainability. In this interview, she and Alex discuss the difference between calling and career and how to find the sweet spot where they overlap. They also talk about her new book Crush Your Career and advise how to make the most out of a mentoring relationship. The three things you have to have in your organization.  You have to have a strong, healthy, remarkable culture. You have to be part of something bigger than yourself. You have to have a bigger and worthy vision that's focused on serving and impacting lives. You have to create development and learning opportunities. You have to invest in the growth and development of your team. Connect with Dee Ann on her: eight series podcasts for crush your career Website LinkedIn Facebook Twitter Instagram Books: It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture Bet on Talent: How to Create a Remarkable Culture That Wins the Hearts of Customers Crush Your Career: Ace the Interview, Land the Job, and Launch Your Future Our whole team is rooting for you. We want to see you win!  Remember, my strength is not for me; your strength is not for you; our strength is for service. Please Rate, Review, Subscribe, and Share! Sign up for the Worth it Wednesday Email Join us on Instagram and Facebook

Business leaders say finding great people is one of their most common challenges. And even when they’re able to hire great people, leaders often don’t know how to keep and continue developing them. Joining us today to talk about this topic is Mrs. Dee Ann Turner. She spent 33 years at Chick-fil-A, Inc. as the Vice President of Talent. The company’s first female officer, she was instrumental in building and growing Chick-fil-A’s well-known culture and talent systems. She’s going to talk to us about how to keep and develop extraordinary talent and build an organizational culture that attracts world-class talent and consistently delights customers. Welcome to episode 43 of One Next Step.

Dee Ann Turner served at Chick-fil-A for 33 years. Prior to her retirement in 2018, she was the Vice President of Talent & Sustainability at Chick-fil-A. In 2001, Dee Ann became the first female officer in the company's history. Throughout her career, Dee Ann was instrumental in building and growing the culture and talent that you see at Chick-fil-A today. Dee Ann also had the opportunity to work closely with S. Truett Cathy as well as other talented leaders at Chick-fil-A. Dee Ann was responsible for making thousands of selections of Chick-fil-A franchisees as well as corporate staff. Dee Ann now runs her own business, Dee Ann Turner & Associates, LLC, writing books, speaking, coaching and consulting with leaders around the globe. She is the author of best seller, It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture. She also released her second book, Bet on Talent: How to Create a Remarkable Culture and Win the Hearts of Customers in September of 2019. In March of 2021 she has her new book coming out called Crush Your Career: Ace the Interview, Land the Job and Launch Your Career. Enjoy! --- Support this podcast: https://anchor.fm/mentormepod/support

Dee Ann Turner is a 33 year veteran of Chick-fil-A, Inc. Selected as the first female officer of the organization in 2001, she led Talent for over 20 years and most recently was Vice President of Sustainability. She is an Acclaimed Keynote Speaker, and CEO of Dee Ann Turner & Associates. Dee Ann is also a Two-time Best Selling Author of It's My Pleasure: The Impact for Extraordinary Talent and a Compelling Culture and Bet on Talent: How to Create a Remarkable Culture that Wins the Hearts of Customers. Her next book, Crush Your Career: Ace the Interview, Land the Job and Launch Your Future will release next April.

Chat Guest Dee Ann is a 33-year veteran of Chick-fil-A, Inc. Prior to retirement in 2018, she was Vice President, Talent and Vice President, Sustainability for Chick-fil-A, Inc. Selected as the company's first female officer in 2001, she was instrumental in building and growing Chick-fil-A's well-known culture and talent systems. During her long career, she worked closely with Chick-fil-A's founder, S. Truett Cathy, and other key leaders as an architect of their organizational culture. Turner was responsible for thousands of selections of Chick-fil-A Franchisees and corporate staff members. Additionally, she led Talent Management, Staff Learning, and Development, Diversity and Inclusion, Culture and Engagement. Most recently, Dee Ann launched and led the Sustainability function focusing on Chick-fil-A's strategy to implement sustainable practices at the $10.5 billion company. Today, she leads her own organization, Dee Ann Turner & Associates, LLC, writing books, speaking to over 50 audiences per year, and consulting and coaching leaders globally. She is the author of the best-seller, It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture. Her latest book is Bet on Talent: How to Create a Remarkable Culture and Win the Hearts of Customers was released in September 2019 and her new book will release in April 2021. She is a graduate of Clayton State University with a degree in Management. She also completed executive education courses at Emory University, the University of North Carolina at Chapel Hill and the University of Virginia's Darden Business School. She is a 2009 alumnus of the prestigious Harvard Business School Advanced Management Program. Dee Ann has been married to her husband, Ashley for 35 years and they are the parents of three grown sons. She has served numerous non-profit boards in the past including The Kenya Project, Eagle Ranch, and Proverbs 31 Ministries. She has also served on the board of advisors for Lubbock Christian University and First Care Clinics. Currently, she serves on the board of advisors for Unconventional Business Network Women and the advisory board for the Pure Hope Foundation. When she is not traveling, she can often be found on her Peloton bike in her home outside of Atlanta or on her stand up paddleboard at Lake Hartwell in northeast Georgia.   Chat Highlights What's the story of how your leadership journey began with Chick-Fil-A and how that's evolved into writing your 2 books, “It's My Pleasure” and “Bet On Talent”? Unemployment rates have soared to nearly 15% with BLS predictions as high as 20% in the next 12 months. When you released your book Bet On Talent in 2019, we were celebrating under 2% unemployment. What does drastic change in the world around us mean to employers? Culture can be such a loaded word. How do you define a great culture and what can leaders be doing now to strengthen their own cultures during this uncertain time? You've seen multiple economic downturns followed by recoveries in your career. What advice would you have for leaders to better prepare for these inevitable shifts in the future to survive and thrive? What can leaders do today to clarify their purpose, values, mission, and talent strategies while keeping their business moving forward into the recovery phases of COVID-19?    Get In Touch Learn more about Dee Ann at deeannturner.com Social Media facebook.com/DeeAnnTurnerAuthor twitter.com/DeeAnnTurner linkedin.com/in/deeannturner .instagram.com/deeannturner See omnystudio.com/listener for privacy information.

We tend to do business with people we both like and trust. So my goal with this podcast is to help us get to know the amazing people of Kelowna on a deeper, personal level and not talk about business only. Podcasts are a fantastic way to connect with people when we can't see them in person. The I Love Kelowna Podcast is an interview-style talk show about the fabulous and fascinating people that make up our great city and the Okanagan. In-depth, intimate conversations with entrepreneurs, executives, thought leaders, creatives, and anyone who has an interesting story to tell about how they're contributing to our wonderful home. We've recorded over 160 episodes and there are currently ** 103 ** episodes you can listen to. SHOW NOTES for Episode #103Channeling Extraordinary Talent in a Positive Direction with Ryan ScarpinoRyan Scarpino with Dynamic Tattoo Studio Kelowna is an incredible individual that I was honoured to sit down with in February 2020. Ryan's large shop on Bernard Avenue, downtown Kelowna, is home to 6 award-winning Tattoo Artists as well as Permanent Cosmetics and Laser Tattoo Removal Specialists. Ryan Scarpino AKA "Newz" has been tattooing for over 10 years and he has lots of stories about his journey in the tattoo world. Ryan has attended nearly 100 tattoo conventions in all four corners of the earth. He has managed to bring home awards for small black and grey, large black and grey and cover-up work at some of the world's most renowned conventions. Ryan was born in 1980 on the rock known as Vancouver Island! He has been drawing long before he could even write his name. He was subconsciously aspiring to be a tattoo artist since the first time he drew on his sister’s face (true story!) Art was the only thing that kept him in the educational programs provided by The Man! His freedom of expression was based on a graffiti background: painting walls, trains, buses, overpasses, back alleys and wherever he could be seen. Now many years and after a few bumps and bruises, he has found a place for his creativity. Ryan did his apprenticeship with Jeremy Papove and has been tattooing now for 10 dedicated years and specialized in black and grey realism/surrealism. He’s a custom, open-minded artist, without limitations and always works with his clients to make sure every tattoo is exactly what the client is looking for and he always puts his name and reputation behind every piece! If you enjoyed this episode, an iTunes review would be SO appreciated! It's super easy to do right within the Podcast app.Ryan nominated Pamela Lynch to come on the I Love Kelowna Podcast. Thank you so much to Willow @ Dynamic Studios for nominating Ryan!The I Love Kelowna Podcast has been downloaded thousands of times. It has a growing audience of people who are keenly interested in Kelowna and the Okanagan. To find out about ways to make a lasting impression on this growing audience, please send me a message.Follow me on Social Media:I Love Kelowna Podcast on FacebookInstagramLinkedinLuke Menkes Kelowna RealtorMy Personal Facebook PageIn this episode, we discuss: #tattoo, #tatSupport the show (https://paypal.me/lukemenkes)

Dee Ann Turner is a retired veteran of Chick-fil-A who spent 33 years rising to be one of the first female officers of this iconic company. Dee Ann started in HR before eventually leading the talent and franchisee selection and the sustainability division, in the last part of her career at Chick-fil-A. She also helped to design the talent systems and processes of the culture of Chick-fil-A, and in July 2018, Dee Ann ventured out on her own to start her own company. Today, she is an author, speaker, consultant and coach at helping organizations globally strengthen their organizational culture and talent systems.   In the second part of this two-part episode of The Culture Gap, Dee Ann sheds light on how she helped Chick-fil-A to design an intentional culture in which every single customer experience went above and beyond expectations, and how principles rather than rules helped make this possible. She also shares her wisdom about accountability, scaling for growth, and the intersection of customer and employee experience. Find out more about some of the many lessons she has reflected on in writing her three books. Welcome to Culture Gap.   Key Takeaways: [:45] Daniel introduces his guest for this episode — Dee Ann Turner. [1:26] People don't get behind rules, they get behind principles. What are Dee Ann's beliefs about rules and principles and how to balance them? [6:38] Dee Ann shares an anecdote about Chick-fil-A where putting rules over principles almost ended really badly. [10:54] What advice does Dee Ann have about knowing when to invest more effort into growing an employee vs. just calling it quits? [15:40] What distinguishes a customer experience from employee experience? What should CEOs know about the intersection of experience for customers and employees? [18:21] Dee Ann shares some anecdotes of how customer experience and employee experience were intertwined at Chick-fil-A. [23:25] What is Dee Ann's next book going to be about? [25:40] What are some common questions Dee Ann gets asked about corporate culture? [29:18] What wisdom would Dee Ann impart to her younger self?   Brought to You By: The Culture Gap Podcast THRUUE Podfly Productions   Learn more about: Dee Ann Turner Chick-fil-A Bet on Talent: How to Create a Remarkable Culture and Win the Hearts of Customers, by Dee Ann Turner It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture, by Dee Ann Turner S. Truett Cathy, Founder of Chick-fil-A The Culture Gap Podcast Episode: “Dee Ann Turner, Veteran of Chick-fil-A, Inc. (Part 1 of 2)”

Dee Ann Turner is a retired veteran of Chick-fil-A who spent 33 years rising to be one of the first female officers of this iconic company. Dee Ann started in HR before eventually leading the talent and franchisee selection and the sustainability division, in the last part of her career at Chick-fil-A. She also helped to design the talent systems and processes of the culture of Chick-fil-A, and in July 2018, Dee Ann ventured out on her own to start her own company. Today, she is an author, speaker, consultant and coach at helping organizations globally strengthen their organizational culture and talent systems.   In the first of this two-part episode of The Culture Gap, Dee Ann reveals some of her background and values that shaped her growing up, that she brought with her on her Chick-fil-A journey. She shares more about her 33-year journey through different departments in Chick-fil-A, and how culture played a part in the organization, from early on. Dee Ann also provides insights about finding the right big ideas, what it takes to keep alignment between strategy and culture, and what she learned from the founder of Chick-fil-A himself. Welcome to Culture Gap.   Key Takeaways: [:43] Daniel introduces his guest for this episode — Dee Ann Turner. [1:43] Who is Dee Ann? [3:02] What are some of the values that were imprinted on Dee Ann that she still carries with her today? [7:09] How did Dee Ann end up as a part of the Chick-fil-A brand? [11:39] Culture now is everywhere, but back then, what was Chick-fil-A's approach to culture? [12:57] What was Dee Ann's experience as a part of Chick-fil-A as the big ideas and culture were starting to take shape? What does it take to get the right big ideas and culture? [17:26] What was it like to be one-to-one in a room with Truett Cathy and what advice did he give Dee Ann? [20:44] Alignment is hard. What has Dee Ann learned about keeping alignment between the strategy and the culture at Chick-fil-A through growth? [26:03] What is the difference between culture and strategy?   Brought to You By: The Culture Gap Podcast THRUUE Podfly Productions   Learn more about: Dee Ann Turner Chick-fil-A Bet on Talent: How to Create a Remarkable Culture and Win the Hearts of Customers, by Dee Ann Turner It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture, by Dee Ann Turner S. Truett Cathy, Founder of Chick-Fil-A The Culture Gap Podcast Episode: “Ginger Hardage, Former Senior Vice President of Culture and Communications at Southwest Airlines (Part 1 of 2)” The Culture Gap Podcast Episode: “Ginger Hardage, Former Senior Vice President of Culture and Communications at Southwest Airlines (Part 2 of 2)”

We sat down with Spanish performer Juan Caballer to have a conversation about his experience as an immigrant performer. He also talked us through the Artist Visa of Extraordinary Talent and the types of contracts you may have with the Actors Equity. It was a very important conversation to any thespian that wants to move to the United States and start working as a performer. You may follow Juan on his Instagram: https://www.instagram.com/juancaballer/ And you may follow my personal Instagram too: https://www.instagram.com/themartinacuna/

We sat down with Spanish performer Juan Caballer to have a conversation about his experience as an immigrant performer. He also talked us through the Artist Visa of Extraordinary Talent and the types of contracts you may have with the Actors Equity. It was a very important conversation to any thespian that wants to move to the United States and start working as a performer. You may follow Juan on his Instagram: https://www.instagram.com/juancaballer/ And you may follow my personal Instagram too: https://www.instagram.com/themartinacuna/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Dee Ann Turner is leading the modern conversation about talent in business. The in-demand speaker, author, executive coach, and consultant was the first female officer at Chick-fil-A, for whom she served as Vice President of Talent and later, Vice President of Sustainability. There, Dee Ann helped shape Chick-fil-A’s historically remarkable culture for more than 30 years. In her bestselling first book, It’s My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture, Dee Ann took readers behind the scenes of Chick-fil-A for explanations and action steps any business could adopt. Out September 3, 2019, her anticipated follow-up BET ON TALENT: HOW TO CREATE A REMARKABLE CULTURE THAT WINS THE HEARTS OF CUSTOMERS dissects the strategies of numerous industry-leading organizations alongside explanations of Dee Ann’s original approaches to the most crucial decisions in business. Today, she leads her own organization, Dee Ann Turner, LLC, writing books, speaking to over 50 audiences per year and consulting and coaching leaders globally. Dee Ann lives with her husband just outside of Atlanta, Georgia.

Having the right talent acquisition process can give tech companies the upper hand to attract the most highly skilled and best culture-fit talent on the market. Creating an employer brand that aligns with your talent strategy can help attract top talent, and in exchange, lead to better performance and outcomes. But have you ever had a hard time trying to find the right person for a key position in your company? You’re not alone. A recent study done by Korn Ferry found that almost 60% of employers are struggling to fill open positions within 12 weeks. Giving companies a limited amount of time to find the right candidates who have the right skills and experience to build a thriving and successful team. So how can you attract and retain the best talent for your company? In this episode of the Igniting Startups podcast we asked 6 different CEOs, executives, and leaders around the Powderkeg community how they attract the most extraordinary talent. The result is a narrative that shows how leaders build thriving and successful teams: the legwork that’s needed, the right timing, and what to look for when you’re interviewing people for a new role. Tune in for more! In this Powderkeg episode, you’ll learn: --- How to find the right fit for your team and your company --- Ways to discover your personal core values --- How to cultivate talent to build a successful team --- What great talent is and how to find it, no matter where you are Please enjoy this conversation! If you like this episode, please subscribe and leave us a review on iTunes. You can also follow us on Soundcloud or Stitcher. We have an incredible lineup of interviews we’ll be releasing every Tuesday here on the Powderkeg Podcast.

Bradley Charbonneau joins Talking Business Now to discuss the power of habit. He believes most of us suffer from one thing that is something of a quiet poison that keeps us from thriving to new heights. It's being comfortable. Yes, most of us suffer from the habitual, yet not-that-terrible lives we wake up to every day. Charbonneau was living a nice, comfortable life in San Francisco. He was running a successful agency, but it was killing him. His father's death in 2015 jolted him out of complacency. He said: "It was as if, for the first time, I realized we were mortal and had only this life to live." So, he shut down his agency, moved his family to Europe and started writing. A strong believer in the power of habit, Charbonneau made a decision to write for 30 days. He saw it as a formidable challenge. But he realized that if he approached it one day at a time, he could form a habit and achieve his goal. Charbonneau has been writing now for more than 2,000 and has authored 11 books and numerous blogs and articles. Tune in to discover: The power of daily habit and how it can lead to exponential growth.Why "deciding" doesn't need to be difficult.Why the best time to plant a tree was 20 years ago.The pattern of creating, failing and learning.A twist on what it means to "scale."How to shake the cobwebs out of your daily routine. Charbonneau's two latest books "One Day at a Time" and "Decide" are available on Amazon.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Dee Ann Turner is a Communicator, Consultant and Coach. She began Dee Ann Turner, LLC after serving 33 years at Chick-fil-A, Inc. Most recently, she was Vice President, Sustainability, launching and leading Chick-fil-A's first sustainability strategy. As Chick-fil-A's first female officer, she previously served as the Vice President, Talent (Human Resources) for nearly 20 years. Her first book, It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture, reveals the secret sauce behind building and growing Chick-fil-A's revolutionary business model. Turner believes talent offers competitive advantage in any organization, and companies that recognize the value of individuals can succeed not just ethically, but financially as well. Having been mentored by Chick-fil-A Founder, S. Truett Cathy, and other Chick-fil-A leaders, Dee Ann continues to write and she is currently working on two new books to be released in 2019 and 2020. She speaks to more than 50 audiences annually sharing the principles she learned and led during her tenured Chick-fil-A career.In addition to serving on the boards of several non-profits, the married mother of three is also active with a variety of family focused missions that support women and children. For more information, please visit DeeAnnTurner.com

How to Apply Successful Business Principles to Your Life With Author and Former Vice Preseident at Chick-fil-A, Dee Ann Turner   Mark 9:35 (NIV) “Sitting down, Jesus called the Twelve and said, “If anyone wants to be first, he must be the very last, and the servant of all.”"   Dee Ann Turner recently retired from her role as Vice President of Corporate Talent at Chick-fil-A. She is a wife, mother to 3, and an author. Her passion for people has also led her to travel on mission trips where she seeks individual connection and opportunities to serve. Her book is titled, “It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture.”   Dee Ann's Website  Connect With Dee Ann on All the Socials @deeannturner Dee Ann's Book  Chick-fil-A Website  Chick-fil-A App    At The Savvy Sauce, we will only recommend resources we believe in! We want you to be aware: We are a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for us to earn fees by linking to Amazon.com and affiliated sites.      Truett Cathy's Books: How Did You Do It, Truett? Eat Mor Chikin: Inspire More People It's Better to Build Boys Than Mend Men Wealth: Is It Worth It? It's Easier to Succeed Than to Fail     Thank You to Our Sponsor: Leman Property Management Company   Connect with The Savvy Sauce on Facebook or Instagram or Our Website   Please help us out by sharing this episode with a friend, leaving a 5-star rating and review, and subscribing to this podcast!   Gospel Scripture: (all NIV)   Romans 3:23 “for all have sinned and fall short of the glory of God,”   Romans 3:24 “and are justified freely by his grace through the redemption that came by Christ Jesus.”   Romans 3:25 (a) “God presented him as a sacrifice of atonement, through faith in his blood.”    Hebrews 9:22 (b) “without the shedding of blood there is no forgiveness.”    Romans 5:8 “But God demonstrates his own love for us in this: While we were still sinners, Christ died for us.”    Romans 5:11 “Not only is this so, but we also rejoice in God through our Lord Jesus Christ, through whom we have now received reconciliation.”    John 3:16 “For God so loved the world that he gave his one and only Son, that whoever believes in him shall not perish but have eternal life.”   Romans 10:9 “That if you confess with your mouth, “Jesus is Lord,” and believe in your heart that God raised him from the dead, you will be saved.”    Luke 15:10 says “In the same way, I tell you, there is rejoicing in the presence of the angels of God over one sinner who repents.”   Romans 8:1 “Therefore, there is now no condemnation for those who are in Christ Jesus”   Ephesians 1:13–14 “And you also were included in Christ when you heard the word of truth, the gospel of your salvation. Having believed, you were marked in him with a seal, the promised Holy Spirit, who is a deposit guaranteeing our inheritance until the redemption of those who are God's possession- to the praise of his glory.”   Ephesians 1:15–23 “For this reason, ever since I heard about your faith in the Lord Jesus and your love for all the saints, I have not stopped giving thanks for you, remembering you in my prayers. I keep asking that the God of our Lord Jesus Christ, the glorious Father, may give you the spirit of wisdom and revelation, so that you may know him better. I pray also that the eyes of your heart may be enlightened in order that you may know the hope to which he has called you, the riches of his glorious inheritance in the saints, and his incomparably great power for us who believe. That power is like the working of his mighty strength, which he exerted in Christ when he raised him from the dead and seated him at his right hand in the heavenly realms, far above all rule and authority, power and dominion, and every title that can be given, not only in the present age but also in the one to come. And God placed all things under his feet and appointed him to be head over everything for the church, which is his body, the fullness of him who fills everything in every way.”   Ephesians 2:8–10 “For it is by grace you have been saved, through faith – and this not from yourselves, it is the gift of God – not by works, so that no one can boast. For we are God‘s workmanship, created in Christ Jesus to do good works, which God prepared in advance for us to do.“   Ephesians 2:13 “But now in Christ Jesus you who once were far away have been brought near through the blood of Christ.“   Philippians 1:6 “being confident of this, that he who began a good work in you will carry it on to completion until the day of Christ Jesus.”

Truth You Can Act On: Behaviors Equal Culture: Your business’ mission statement and core values don’t create culture - you must put these ideas into practice. Promote an engaged workplace by hiring individuals that believe in the mission of your business and provide tangible steps for how they can live it from day one. Enforce with Principles: Enforcing strict rules based solely on compliance limits the creativity and overall impact of your employees. Strive to empower your workplace by teaching guidelines, expectations, and principles of commitment that allow individualistic solutions to breed. Know Why You Exist: A connected culture must be one that contains commonality and shared interests. Constantly revisit the “why” of your business, and share it often to rally your employees around the challenging mission you are trying to accomplish. Own Your Culture: Top organizational leaders own company culture. When they set an example, the rest of the workforce will follow suit. Foster deep pride and ownership from your staff for the guiding principles of your company by living the mission of your business while outwardly communicating these ideals frequently. Full Shownotes:  https://gutplusscience.com/dee-ann-turner/ Book Recommendation: It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture by Dee Ann Turner Sponsors: Titus - in their conversations with CEOs and hiring managers, they hear frustration with traditional recruiting. From outrageous fees to focusing on candidates before clients, the process was broken and needed to be fixed. Enter Titus Talent. Titus Talent Strategies serves its clients using passionate people, a proven process, and unparalleled performance. Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

Dylan Elise, native to New Zealand, is probably (and to a point, unfortunately) best known for his viral busking videos on YouTube from when he was a teenager, as well as his hi-hat trick performances. Here's the thing though...if that is all you know Dylan as you are missing out. Dylan is an extraordinary talent who plays for Blood, Sweat, and Tears and has done so for nearly four years. Bobby Colomby (the original drummer and co-founder of BS&T) actually noticed and auditioned Dylan because of those busking videos, which is kind of hard to believe considering the busking videos were an old representation of Dylan's playing and they were not musical. It was quite an opportunity, and it may not have happened if it weren't for technology.   In this interview, Dylan talks a lot about New Zealand culture, the process of landing the BS&T gig, his work visa struggles and just how difficult it is for a foreigner to stay in the United States, his experiences while busking, the fire in Chicago, and how he feels about his own playing.   As Stan Bicknell said to me, Dylan was considered as the child prodigy of NZ drummers. Dylan is a true player and was even homeschooled so it is safe to say that Dylan spent most of his life playing drums and that is simply the reason why he is so good. I also feel that Dylan flies under the radar amongst the company of other high-level players for some reason. I am not sure if it is because of his busking videos took precedence over his "real" stuff or what, but Dylan is so much more than what those busking videos illustrated to fans. He has developed into an incredibly musical, fast, powerful, and groovy player. His work with BS&T is a testament to what he is truly capable of and hence why he has been with them for almost four years, even despite the fact that Dylan would be an expensive option due to the fact that the band covers all of his immigration expenses. I really hope that the industry begins to take more notice of Dylan as an extraordinary talent.   Music and samples featured in this episode.   Dylan Elise drum solo LIVE with BS&T 2016 Dylan Elise with the Hipstamatics (fun fact...the bass player is Dylan's Sister) Recorded LIVE in Auckland, NZ BS&T - Surreptitious   Dylan's Socials Instagram | Facebook  

Following Stephen Hawking's death a couple of weeks ago - Susan released a remixed, remastered version of her song, Stephen Hawking Wants You To, with a brand new lead vocal and a lyric video. Lyrics have been a past Top 10 Finalist in the Australian Songwriting Association (ASA) Songwriting Contest. https://www.youtube.com/watch?v=48fn_jeyE5M Susan's first experience of making a lyric video and she absolutely loved it. Stephen Hawking Wants You To is a prelude to an album to be released later in the year. This is the first single from the album. Susan has won the Lyrics Category UK Songwriting Contest twice - in 2012 and 2013 - and was a finalist in 2014, 2015, 2016. Has gained finalist and semi-finalist positions in many other songwriting contests in recent years including The Great American Song Contest, The Australian Songwriting Association (ASA) Songwriting Contest, the International Songwriting Contest (ISC) and The Songs Alive Songwriting Contest here in Sydney. Susan's song, I Can't Unlove You, was a semi-finalist in this year's ISC Songwriting Contest Lyrics Category and a finalist in the Ballad Category of the latest UK Songwriting Contest. Dharmic Evolution audience is also getting a special sneak peek of I Can't Unlove You - Susan's duet with Ritchie Neville from the UK boy band group Five - which will also be on the forthcoming album. Susan is an award-winning sculptor and painter who has been commissioned to create bronze portraits of famous Australians such as painter Nora Heysen who was the first woman to win Sydney's infamous Archibald Prize. You can find her artwork on her website and she will offer a 10% discount to anyone who quotes the dHarmic Evolution name, says “James O` Connor is amazing” lol or claims they have watched this podcast. She will also offer the same discount to anyone who signs up to her new one-on-one lyric-coaching courses, conducted over Skype. In recent years, Susan has been a lyric teacher in the Creative Arts faculty of C3 Christian College in Oxford Falls Sydney and Artist-in-residence at the John Berne High School in Lewisham Sydney. She lives in the beautiful harbor city where she raised her son, Jack, who is now 18 and taking a gap year before embarking on a full-time university degree in 2019. She has about a billion nieces and nephews and loves each one of them dearly. On this episode: “Stephen Hawking's whole life encompassed massive idea's, and my massive idea in this song that involved him was talking about how science, love, and Art can all be combined into one thing.” “Stewart Epps Mixed the song and took it to that Beautiful Level” “I like my love songs to have another dimension to them” Susan songs featured: - Stephen Hawking Wants You To - I Can't Unlove You (Duet) - My Heart Beats Like A Bird's Wing - Amen Amen Website: www.susanmuranty.com   Facebook: susan.muranty   Facebook Page susanmurantyartist   Instagram: @susanmuranty   Twitter: @susanmuranty   SoundCloud: susanmuranty Don't forget! Subscribe to dHarmic Evolution on iTunes  Please sign up on http://www.dharmicevolution.com/guest-invite/ for artist opportunities. Follow dHarmic Evolution on social media, Also, check out www.thejamesoconnoragency.com and find out how we can broadcast your global career!  

Dee Ann Turner is Vice President, Sustainability for Chick-fil-A, where she began her career more than 30 years ago. She previously served as the Vice President, Enterprise Social Responsibility for two years, the Vice President, Corporate Talent for three years, the Vice President, Talent for five years and the Vice President, Human Resources for eight years. She has played an intricate role in growing Chick-fil-A’s unique and highly regarded culture while overseeing recruitment, selection, and retention of corporate staff and the recruitment and selection of Chick-fil-A Franchisees. Dee Ann’s insightful knowledge and applicable tools to building an incredible and influential company culture are revealed in her book, It’s My Pleasure: The Impact of Extraordinary Talent and A Compelling Culture. Dee Ann attended Cincinnati Christian University in Cincinnati, Ohio, majoring in Journalism and Christian Education. She later completed her education at Clayton State University in Atlanta with a degree in Management. She received further certifications at Goizueta School of Business at Emory University, Darden School of Business at the University of Virginia, Kenan-Flagler Business School at UNC Chapel Hill, and she completed the prestigious Advanced Management Program at Harvard Business School.

Dee Ann is a business leader, best-selling author and speaker. She started her career at Chick-fil-A in 1985 as an administrator in the Human Resources department. Selected as Chick-fil-A’s first female officer in 2001, Dee Ann has led various areas of the business including Human Resources, Franchisee Selection, Culture, Learning and Development, Talent Management and read more

Dee Ann is a business leader, best-selling author and speaker. She started her career at Chick-fil-A in 1985 as an administrator in the Human Resources department. Selected as Chick-fil-A’s first female officer in 2001, Dee Ann has led various areas of the business including Human Resources, Franchisee Selection, Culture, Learning and Development, Talent Management and read more The post 113 | The Impact of Extraordinary Talent and a Compelling Culture with Dee Ann Turner first appeared on Long Live Lodging.

Dee Ann Turner is the Vice President of Enterprise Social Responsibility for Chick-fil-A. She was previously the Vice President of Corporate Talent at Chick-fil-A for 16 years. She is the author of a book called, It’s My Pleasure: The Impact of Extraordinary Talent and A Compelling Culture. Chick-fil-A is a fast-food restaurant based out of Atlanta with over 2,000 locations all over the U.S. They have 100,000 team members including 1,600 in their corporate offices.   Corporate culture is one of the most important aspects of an organization and it is a major topic of discussion nowadays. One company that is getting corporate culture right is Chick-fil-A. The original founder of Chick-fil-A, S. Truett Cathy, believed that Chick-fil-A was “not in the chicken business, but in the people business” and the way he developed and lead the company was a true testament to that belief. Cathey advised Turner to remember that, “people decisions are the most important decisions we can make”.   Chick-fil-A has steadily increased in sales every year and their retention rates are phenomenal, which is rare for the fast food industry. They have franchisees from ages 19 to 80 with very diverse backgrounds, beliefs and experiences. They state that their purpose is, “to glorify God by being a faithful steward of all that is entrusted to us. To have a positive influence on all who come into contact with Chick-fil-A.” Chick-fil-A has a very unique corporate culture and it really focuses on building up and investing in their employees. They truly are a company whose focus is on people, both the employees and the customers.   Turner explains that Chick-fil-A incorporates one thing as an umbrella over everything that they do and that is the idea that they care about people personally. “Employees and guests are not just a name, they are a story and people know their story”. She says that Chick-fil-A employees celebrate milestones in each other’s lives. They throw baby showers and wedding showers, they attend their kids’ sporting events, they listen to each other and give advice. They understand that “to be innovative, you have to be diverse” and one of their core beliefs is that you should treat everyone with honor, dignity and respect.   Leaders in the company are trained in and encouraged to use the Serve Model. Each letter in the word serve stands for a value. S is for see and shape the future because leaders should have vision and they should be able to articulate that vision to others. E is for engage and develop others. R is for reinvent continuously and the ability to be willing to change things up. V stands for valuing results as well as relationships and the last E is to embody the values of the company which include generosity, loyalty and excellence. Chick-fil-A believes that the higher up you are in the company, the more responsibility you have to embody the serve model. The focus is putting others before yourself.   Chick-fil-A also has some very unique perks for their employees. Their headquarters have outdoor workspaces with full wifi, they have a cafe with free lunches, the company offers great health care and they allow employees to use condos owned by management for vacations. They also have an annual conference and one year they rented out the largest cruise ship in the world for it.   Corporate culture is vitally important for successful organizations. It shapes who you are as a company, it helps you attract and retain great talent and it helps you focus on where you need to go in the future. Chick-fil-A is a great example of how putting people first can go a long way in creating an amazing corporate culture.   What You Will Learn In This Episode:  Why Dee Ann wrote her book and what the process was for writing the book  How Dee Ann started working at Chick-fil-A  The Chick-fil-A Corporate Culture  What the Serve Model is  Unique things Chick-fil-A does that other organizations do not  How Chick-fil-A is using servant based leadership  Employee experience for Knowledge workers vs. service workers  The 6 step hiring process of Chick-fil-A  Link From The Episode: It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture on Amazon DeeAnnTurner.com   (Music by Ronald Jenkees)  

There's nothing like taking downtime around the holidays to read books to set your direction for the New Year. These are the books that Toni & I recommend to get your ish together in '17! If you want to... Get motivated and inspired Get disciplined and stop procrastinating Get past your personal blocks Start your own business Get spiritually centered Lose weight and get in shape Build your circle and strengthen your friendships What are your 2017 goals? (What are those questions you ask everyone every year?) How are you going to use your journal this year? Journals on sale at: mytaughtyou.com TONI'S BOOKS: Everything I'm Not Made Me Everything I Am by Jeff Johnson The War of Art by Stephen Pressfield Calling In The One by Katherine Woodward Thomas Keeping The Love You Find by Harville Hendrix #Girlboss by Sophia Amoruso Make It Happen by Lara Casey The Beck Diet Solution by Judith S. Beck, PhD Friendships Don't Just Happen by Shasta Nelson MYLEIK'S BOOKS “Year of YES” by Shonda Rhimes “Very Good Lives” by JK Rowling “How To Be Here” by Rob Bell “The Power of Now” by Eckhart Tolle “13 Things Mentally Strong People Don’t Do” by Amy Morin "Daring Greatly" by Brene Brown "The Four Agreements" by Don Miguel Ruiz WHOLE 30 COOKBOOK "It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture" 

Encore Presentation featuring Dee Ann Turner from Chik-fil-a and Author of the book It s My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture. Dee Ann Turner/Chick-fil-A VP Corporate Talent Dee Ann Turner has worked for Chick-fil-A for more than 30 years and currently serves as Vice President, Corporate Talent. Over the years, she […] The post Dee Ann Turner Author of It s My Pleasure appeared first on Business RadioX ®.

It’s My Pleasure The Impact of Extraordinary Talent and a Compelling Culture by Dee Ann Turner I have a charming conversation with the wonderfully accented Dee Ann who’s commitment to the people and the business she helps run comes through in this heartfelt interview. Businesses are built by growing relationships with customers. Culture is created…

Analysis of EB-1 Extraordinary Talent Visa, 2nd Prong of Kazarian Decision   Show Notes​02:08 - The example of my initial mistake in filing an EB-1 case for former coach and current athlete 03:00 - My recent EB-1 consultation with a client that was a former player and current coach 04:07 Basic Regulations for the EB-1a, E11 or EB-1c Extraordinary Talent Immigrant Visa Category 05:45 - Most recent AAO decisions about this issue 10:28 - Analysis and Tips for Filing Such EB-1 Cases 11:25 - 1) Creating an Exact Job Title for the Field of Acclaim and Talent 13:52 - 2) Showing Sustained Acclaim in the Field of Extraordinary Talent 14:48 - 3) Continuing in the field of expertise upon entering the U.S. 16:48 - Conclusion   Introduction One of the most frustrating problems in any immigration practice is turning down good clients. For the business-immigration side of my practice, this occurs regularly in EB-1 Extraordinary Talent cases when the client presents some good evidence of national and international awards and acclaim in their field but falls short of the stringent requirements for this visa. For me this mostly happens for athletes, but also for those in the entertainment field and other areas. This typically is the case for older clients, where they present great documents showing success and awards…but those document being from 10 years earlier. Some of them have transitioned from playing the sport as an athlete to becoming a coach/trainer or sports broadcaster, or sometimes a musician has changed from a performing artist to producer or teacher. The transition could mean that although they were once able to obtain Lawful Permanent Residency in the U.S. through the EB-1 program, their current facts may give them difficulties. The first time I ran into this problem was when I first started practicing immigration law and I wasn't aware of the issues presented when a client had not sustained their ability in a particular field after having moved on or evolving into other areas of that field. In this instance, I submitted the case for a former award winning martial art athlete that was now a full-time trainer. On the Form I-140, I simply stated that the job title was “Martial Artist” but provided evidence of both athletic success and coaching success. The USCIS sent me back a very polite Request for Evidence (or RFE) saying that I needed to choose: either the Beneficiary was an athlete or a coach. He could not be both for these purposes. Luckily in that case my client had established himself as a stronger coach than he ever was as a player and I dodged a bullet in this nuanced area of Employment-Based Immigrant Visas. I most recently dealt with this issue during a case consultation I had was with a former athlete that won his last international award in 2007, but had not had noteworthy success as an athlete from that time until his retirement in 2012. After retiring from playing, he made the transition to coaching. He was in the process of working his way up to the top of that field, recently becoming the national coach for his team. But he wasn't happy when I told him that I didn't think he could use his history as a player, and that his current coaching was probably not enough yet to show sustained success to the level needed to be a strong EB-1 candidate. Today I am going to analyze some case history to help practitioners through this murky area. This issue must be coming up a lot since I see it so many times in AAO decisions and when other immigration attorneys come to me for consultations and guidance about their cases. This information will also help your judgment of which cases to take on based on case history. I will begin by doing a general overview of the pertinent regulation, going over two recent AAO decisions touching upon this issue and then providing guidance and tips on the three important areas of the 2nd part of the two part analysis of an EB-1 case. The Regulation The basic regulations for what I call EB-1a (also known as the E11 category or EB1-3) can be found under INA Section 203(b)(1)(A) and 8 CFR 204.5(h). Further guidance was given in the famous (or infamous) EB-1a case of Kazarian v. USCIS,[1] creating a two-part analysis for an adjudicator of an EB-1a petition[2]: The First part of the analysis is to show that the alien has extraordinary ability in the sciences, arts, education, business, or athletics through extensive documentation. Showing evidence of one great award like an Olympic medal does this, or satisfying 3 of the 10 criteria listed in the regulation. In Part Two of the analysis, you must consider all of the evidence to make a final merit determination of whether or not the petitioner, by a preponderance of the evidence, has demonstrated that the alien has: (i) A level of expertise indicating that the individual is "one of that small percentage who have risen to the very top of the field of endeavor”, and (ii) They have sustained national or international acclaim and that his or her achievements have been recognized in the field of expertise. Also it must be shown that the Beneficiary (or Petitioner, if self-petitioning) is seeking to enter the U.S. to continue work in the area of extraordinary ability, and that the alien's entry in the U.S. will substantially benefit prospectively the U.S. My analysis today will be focused of this second prong of the Kazarian analysis. Case law  I want to first get into the recent AAO decision in Matter of K-S-Y-.[3] This case discussed how an individual could demonstrate EB-1eligibility during a career transition from competing as an athlete to coaching the next generation of athletes. In this case the Beneficiary had once had great success as a Judo athlete and competitor but was now a coach. The case was still approved despite the transition.[4] In the final merits determination, the totality of the evidence was considered. The AAO said that the Beneficiary has demonstrated a long, successful, and recent career as a professional judo athlete at the highest level of national and international competition. But defining the cognizable area of extraordinary ability or expertise was complicated when the Beneficiary is transitioning to another phase of his or her career. Though the Beneficiary demonstrated extraordinary ability as a judo athlete in this case, the Petitioner listed on the Form I-140, that his proposed employment in the United States was as judo coach. In a personal statement, it was indicated that he planed to open a judo academy, train promising young players, and eventually coach an American judo team in the Olympics.[5] The question presented in this case was whether - and if so, how - a petitioner's area of extraordinary ability or expertise may properly encompass both athletic competition as well as coaching other athletes. In its decision, the AAO cited the USCIS Adjudicator's Field Manual (AFM), saying it provided an analytical footpath by which a petitioner may transition from athlete to coach and yet remain within his or her area of expertise as such: In general, if a beneficiary has clearly achieved recent national or international acclaim as an athlete and has sustained that acclaim in the field of coaching/managing at a national level, adjudicators can consider the totality of the evidence as establishing an overall pattern of sustained acclaim and extraordinary ability such that it can conclude that coaching is within the beneficiary's area of expertise.[6] Also, note that where the beneficiary has had an extended period of time to establish his or her reputation as a coach beyond the years in which he or she had sustained national or international acclaim as an athlete, depending on the specific facts of the case, adjudicators may place heavier, or exclusive, weight on the evidence of the beneficiary's acclaim as a coach or a manager. The success of this case was because the athlete (here a Judo expert) obviously had a great career as an athlete, but the AAO though that the Beneficiary's athletic acclaim was recent enough. Less than a year before submitting this Petition, the Beneficiary had placed second in national competitions and was a member of his country's national team. He filed the petition in this case within seven months of his last major competitive achievement. So the closeness of filing and last competition was a key factor in its approval. To support his top-coaching claim, the petitioner provided evidence that he trained judo athletes preparing for the 2014 Asian Games and Commonwealth Games, the 2016 Olympic games, and other international competitions soon after retiring as a player. These considerations supported a finding that the beneficiary's extraordinary ability and sustained acclaim as a judo athlete extended to his work as a judo coach. The beneficiary also had educational degrees in coaching, licensing for coaching, wrote about his field, and coached a university team. These preparatory steps taken by the Beneficiary throughout his career as an athlete further supported a finding that coaching was within his area of expertise. Importantly, the case does not make clear how long the time between fields can be. In this case the official coaching position was short-term, but the Beneficiary was able to provide documentations supporting his build up to a top coaching position. Importantly, note that the AAO said: “We do not purport to establish a particular timeframe within which the transition from competing to coaching is deemed sufficiently recent.”  Alternatively, in the recent EB-1 case of Matter of H-W-, a Table Tennis Coach's appeal was dismissed.[7] Here, the petitioner had left the proposed “area of employment box” on Form I-140 as blank, but within the brief had listed his area of expertise simply as “table tennis.” The RFE by the Director said that coaching and competing were not the same thing.[8] The Director's denial said that the Beneficiary's coaching history was weak, but the Beneficiary did show a one-time major achievement award as an athlete, satisfying the first prong of an EB-1 adjudication. But the Petitioner's most recent accomplishment as an athlete predated the filing of the petition by approximately 10 years. Thus the evidence did not confirm that the Petitioner sustained his acclaim as an athlete through the date of filing. Analysis & Tips: Case law and regulations have established that competitive athletics and coaches rely on different sets of skills and in general are not in the same area of expertise. The AAO has recognized the existence of a nexus between competing and coaching or training. But that it would be too speculative to assume that every extraordinary athlete's area of expertise includes coaching. To resolve this issue, the following vague balance is sometimes appropriate. In a case where an alien has clearly achieved recent national or international acclaim as a competitor and has sustained that acclaim as a trainer at a national level, they can consider the totality of the evidence as establishing an overall pattern of sustained acclaim and extraordinary ability such that it can conclude that training is within the petitioner's area of expertise. Here are some tips to keep in mind when planning an EB-1 case with a client that has transitioned to a new specialty within their field: 1) Creating an Exact Job Title for Their Current Field of Expertise: The first thing to do in these cases is to control the narrative of the job title within their field of sustained achievement (and what that job will be after entering the U.S.) by choosing the right position title on Form I-140 and in the cover letter. According to the case of Lee v. INS.,[9] viewing competitive athletics and coaching or training as separate areas of expertise has been upheld in Federal Court.  For example, in the principal case of Lee v. Ziglar[10], the court held that a very successful Korean baseball player could not get an approved EB-1 since his success was not through coaching. The Beneficiary in that case was a lower level baseball coach for a major professional U.S. team at the time of filing the Petition, but was still denied despite massive success as an athlete in his home country. So it is key that practitioners pick a job title within the field of expertise that the person is best known for and is still doing. But note that the USCIS Director had been called out for using semantics about the language used when defining a job position, as in the approved 2005 AAO decision, where the Petitioner listed his position as a Squash “professional”.[11] The Director said the facts showed success as a player and as a coach, but not as a “Professional.” The AAO found that making a distinction based on this terminology was inappropriate and the case was approved. However (in my opinion), the Beneficiary's coaching experience was weak: The Beneficiary had coached students that won national and international tournaments. But these were junior teams and he was not the head coach. Other students he coached competed in under 17 championships, or national women's over 30 competitions, not professionals at their prime. But there was some other work history and experience that helped push this case towards an approval. Another dispute about the job title and how specific it should be was in GRIMSON v. I.N.S.[12] The Director had rejected a hockey player that received acclaim for playing the specific hockey position of an “enforcer.” The case made its way to the District Court, which found that the Director simply rejected the notion that a hockey enforcer can have extraordinary ability.  The court found that the Petitioner had presented evidence sufficient to demonstrate that he is currently among the top players in the world at what he does and had reached the very top of his field of endeavor. The court concluded that the decision to reject plaintiff's role and unquestioned ability as an enforcer was without rational explanation. 2) Showing Sustained Ability in the Field of Acclaim If the proper and narrow job title is chosen for someone that has transitioned his or her job, it is important to show sustained acclaim in that new area: As discussed earlier, in Matter of H-W-, the coach had won a worthy one-time award as an athlete, but that award was won 10 years before the filing that petition. The decision said that even if it was found that the Petitioner established eligibility as an athlete, because the Petitioner intends to work in the US as a coach or trainer, he must demonstrate that his area of expertise includes coaching. In 2012, the AAO released a denial of a Karate Practitioner and Coach[13] where it found that the Petitioner's most significant accomplishments predated the filing of his petition by 15 or more years.[14]  As discussed in the most recent AAO decision of the Judo player, a particular timeframe within which the transition from competing to coaching being deemed sufficiently recent to allow evidence of previous athletic acclaim has not been established. But in that case they approved a mixed athlete/coach petition that was filed only 7 months after the Beneficiary's last competition as an athlete. 3) Continuing Work in the US in the Field of Extraordinary Talent In Russell v. INS[15] a petitioner met the "extraordinary ability" standard as a hockey athlete but was now retired. He had not indicated any plans to continue working in the area of professional hockey in the United States. The case was denied since the Petitioner was no longer playing in his field.                                                                                          In another important EB-1a case, the Director on its own narrowed the possible field of future work related to the alien's approved area of extraordinary talent. The Federal District Court decision of Buletini v. INS[16], overruled the “AAU,” in its decision to deny a distinguished doctor, concluded that [e]ven if the petitioner (here a doctor) could be said to have risen to the very top of his field based on these accomplishments, the petitioner has not explained how these accomplishments are related to the future practice of medicine at a clinic in Detroit. It was found that it couldn't be concluded that the petitioner has provided clear evidence that he has the prospect of continuing work in the United States related to the particular area in which he claims to have extraordinary ability. However, the District Court found that the AAU's concern that plaintiff will not continue work in the sciences is irrational in light of the clear evidence that plaintiff intends to continue working in the medical profession. The AAU acknowledged that the petitioner intended and expected to "practice medicine at a clinic in Detroit." But the court held that the regulation does not require the alien to continue work on the specific topic or topics of research for which the alien has previously gained notoriety. The court found that the AAU abused its discretion by limiting the characterization of plaintiff's field to the narrow topics on which plaintiff has previously done research. Conclusion These were some key tips a practitioner should note when thinking about a filing a petition that has these types of issues. Unfortunately parts of the EB-1 regulation in this area are still vague. However, each case is different, as is the USCIS officer reviewing that case. As such, cases that have discrepancy or weaknesses in some areas, can overcome that through the totality of the case. If you are dealing with EB-1 cases that have these types of issues or are decided differently, please email me and let me know. My email is info@jqklaw.com _______________________________________________________________________________________________________________________ [1] 596 F.3d 1115, C.A.9 (Cal.), March 04, 2010 (NO. 07-56774) [2] SIDE NOTE: Svetlana VISINSCAIA, Plaintiff, v. Rand BEERS, et al., Defendants. Civil Action No. 13–223 (JEB) United States District Court, District of Columbia. December 16, 2013 – Note that the USCIS argued that it is only bound by Kazarian in the 9th circuit in a 2013 case. That court did not decide on that issue. [3] Matter of K-S-Y-, ID# 14269 (AAO Mar. 9, 2016) https://www.uscis.gov/sites/default/files/err/B2%20-%20Aliens%20with%20Extraordinary%20Ability/Decisions_Issued_in_2016/MAR092016_01B2203.pdf [4] SIDE NOTE: On appeal, the Petitioner states that a position on the national judo team is effectively the most difficult association membership for a judo athlete to obtain, particularly in Korea, which has the third-most Olympic medals in judo of any nation. The Petitioner was a member of the Korean national judo team in 2000, 2004, 2005, 2006, 2007, 2008, 2011, and 2012. Letters from Olympic medalists and refer to training with the Petitioner at the national training center. In addition, the record shows that the Petitioner placed first, second, or third in selection matches that determine who would be on the national team. Only those with the highest level of performance made the team, and that selection was performed by judo judges at the national level. [5] SIDE NOTE While 8 C.F.R. § 204.5(h)(3)(ii) expressly references a plurality of "associations in the field which require outstanding achievements of their members," we construe this criterion broadly as inclusive of a singular "association." A narrower interpretation could preclude individuals, who in fact clearly have extraordinary ability in their field, from establishing eligibility if their field is one in which only a single such association, no matter how distinguished, exists. See, e.g., Buletini v. INS, 860 F. Supp. 1222, 1230-31 (E.D. Mich. 1994) (single award satisfies "prizes or awards" criterion at 8 C.F.R. § 204.5(h)(3)(i)). [6] AFM Ch. 22.2(i)(1)(C). [7]https://www.uscis.gov/sites/default/files/err/B2%20%20Aliens%20with%20Extraordinary%20Ability/Decisions_Issued_in_2016/JAN282016_02B2203.pdf [8] SIDE NOTE: about substituting student award: Chapter 22.2(i)(l )(A) of the APM provides that a foreign national "who is an Olympic coach whose athlete wins an Olympic medal while under [his] principal tutelage would likely constitute evidence comparable to that in 8 CPR 204.5(h)(3)(v)," the criterion requiring original contribution of major significance. [9] 237 F. Supp. 2d 914 (N.D. Ill. 2002) [10] Lee v. Ziglar, 237 F. Supp. 2d 914 - Dist. Court, ND Illinois 2002 [11]https://www.uscis.gov/sites/default/files/err/B2%20%20Aliens%20with%20Extraordinary%20Ability/Decisions_Issued_in_2005/JUN102005_09B2203.pdf [12] N.D.Ill. 1996) 934 F.Supp. 965 (N.D. Ill. 1996) [13]https://www.uscis.gov/sites/default/files/err/B2%20%20Aliens%20with%20Extraordinary%20Ability/Decisions_Issued_in_2012/Apr232012_03B2203.pdf [14] Moreover, in the documentation in support of coaching was unclear from the evidence if the petitioner single-handedly trained his athletes or instead trained them in a collaborative manner with other coaches and the significance or prestige of the awards or prizes presented to the athletes the Petitioner had trained. [15] 1999 WL 675255 (Dist. Ct. N.D. Illinois, Eastern Division, Aug. 24, 1999) [16] 860 F. Supp. 1222 - Dist. Court, ED Michigan 1994

It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture Dee Ann Turner, Senior Executive at Chick-Fil-A Author, "It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture" While at #SHRMTalent 2016, I had an opportunity to meet and interview some of the Talent industry's most innovative and respected thought leaders. On this episode, I’m joined by Dee Ann Turner who has spent 30 years developing talent at one of the most profitable Restaurant Franchises in the Nation. For more: Visit www.jumpstart-hr.com/blogConnect with Dee Ann on Twitter: www.twitter.com/DeeAnnTurner Check Out Her Book Here Visit Her Website

This week on Mom Talk Radio, The Home Economist, Brett Graff, shares how overspending is hurting our kids. Spotlight on Moms features Kathy Penney of PenneyLane.com. Brian Bason, CEO of Bark, shares information about this internet safety solution. Kimberly Stephens, co-author of The Prodigy’s Cousin: The Family Between Autism and Extraordinary Talent, shares tips on understanding child prodigies and autism. Dr. Todd Cartmell, author of 8 Simple Tools for Raising Great Kids, shares how parents can do better when talking to our children.

In this episode of Beyond the Business Suit, I had the pleasure of interviewing Dee Ann Turner, author of It’s My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture and VP of Corporate Talent for Chick-fil-A, where she began her career more than 30 years ago.  Mentioned in this...

We talk to Joanne Ruthsatz and Kimberly Stephens, authors of The Prodigy's Cousin: The Family Link Between Autism and Extraordinary Talent.

We're talking about prodigies and savants with autism on this show. KIMBERLY STEPHENS is a freelance journalist. She has coauthored academic papers on child prodigies and is a member of the D.C. Science Writers Association. She is a graduate of Princeton University and Harvard Law School. With Dr. Joanne Ruthsatz, professor of psychology at The Ohio State University, she is author of THE PRODIGY'S COUSIN: The Family Link Between Autism and Extraordinary Talent, which goes on sale March 1. Listen to the Episode below (00:14:33)   Learn about Prodigies, Savants, Autism and more:   The message that Kimberly wanted to get across in writing The Prodigy's Cousin. How genes connect autism with prodigy. Stories and profiles in the book. What surprised Kimberly the most, while she was writing this book. What The Prodigy's Cousin book means for the autism community.   Interview Links: Prodigy's Cousin.com The Prodigy's Cousin       The post 72: Prodigies, Savants, and Autism with Kimberly Stephens appeared first on The Autism Show.

Company culture is key to business growth. At Chick-fil-A they have mastered the art of talent acquisition and development to build a thriving business. Dee Ann Turner, VP of Corporate Talent at Chick-fil-A joins us to share their practices and her insights. Ms. Turner began her career more than 30 years ago, and author of the new book IT'S MY PLEASURE: The Impact of Extraordinary Talent and a Compelling Culture. Dee Ann believes people are the most powerful commodity in any organization, and companies that recognize the value of individuals can succeed not just ethically, but financially as well. In addition to serving on the boards of the Kenya Project and Proverbs 31 ministry, the married mother of three is also active with a variety of family-focused missions that support women and children.  Today's show is sponsored by Audible.com and Expert Insights. Audible.com is a leading provider of spoken audio entertainment and information. Listen to audiobooks whenever and wherever you want. Get a free book when you sign up for a 30-day free trial at audibletrial.com/businessgrowth. Expert Insights is my latest book. It's made up of 10 episodes from this radio show. Each chapter provides information you can use in your business today. It is available on Amazon.com.

Company culture is key to business growth. At Chick-fil-A they have mastered the art of talent acquisition and development to build a thriving business. Dee Ann Turner, VP of Corporate Talent at Chick-fil-A joins us to share their practices and her insights. Ms. Turner began her career more than 30 years ago, and author of the new book IT’S MY PLEASURE: The Impact of Extraordinary Talent and a Compelling Culture.Dee Ann believes people are the most powerful commodity in any organization, and companies that recognize the value of individuals can succeed not just ethically, but financially as well. In addition to serving on the boards of the Kenya Project and Proverbs 31 ministry, the married mother of three is also active with a variety of family-focused missions that support women and children.  Today's show is sponsored by Audible.com and Expert Insights. Audible.com is a leading provider of spoken audio entertainment and information. Listen to audiobooks whenever and wherever you want. Get a free book when you sign up for a 30-day free trial at audibletrial.com/businessgrowth. Expert Insights is my latest book. It’s made up of 10 episodes from this radio show. Each chapter provides information you can use in your business today. It is available on Amazon.com.

Segment 1: Larry Weidel is the author of SERIAL WINNER: 5 Actions to Create Your Cycle of Success.  He has spent the past forty years building a national financial services organization and helping the people on his team achieve the success they want. Segment 2: Dee Ann Turner is Vice President, Corporate Talent, for Chick-fil-A, where she began her career more than 30 years ago, and author of the new book IT'S MY PLEASURE: The Impact of Extraordinary Talent and a Compelling Culture. Dee Ann believes people are the most powerful commodity in any organization, and companies that recognize the value of individuals can succeed not just ethically, but financially as well. Segment 3: David Horsager, MA, CSP, is a business strategist, entrepreneur, and author of the national bestseller The Trust Edge, and the new book THE DAILY EDGE:  Simple Strategies to Increase Efficiency and Make an Impact Every Day.Segment 4: Alex Fein is General Manager at the Court of Two Sisters restaurant in New Orleans. Segment 5: Seema and Eric Brodie are the creators of BikeBus, a mobile indoor cycling studio. Sponsored by Sage, Nextiva, and Pure Chat. 

1 Peter 2:9-11