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Latest podcast episodes about fire all

Bellwether Hub Podcast
Fire All the Coaches (Ep. 110)

Bellwether Hub Podcast

Play Episode Listen Later Nov 9, 2022 11:10


A month ago, I published an article on HR.com regarding how we measure the value of coaches and hold them accountable.  It's been an ongoing discussion in the tiny world of coaching – this challenge of showing value and ROI on what are typically “soft skills” and items difficult to measure.  But what's rarely discussed is how we hold coaches accountable for the promises of development that they make.  We've seen the news recently of layoffs and changes happening across numerous industries. And what I'm seeing based on this is an increase in individuals looking to pay for coaches out of their own pockets – either they are looking to better position themselves amid layoffs within a company, or are looking for a career coach to help them land their next gig.  If you happen to be in this camp, or, if you work with coaches or a coaching program in your organization, I would encourage you to move beyond just the ROI conversation (it's still needed!) and move the discussion to accountability as well. For any coaching engagement to be truly successful, all three parties need to be accountable: coach, client and organization.  Vulnerable people often look for a guru, and there is no shortage of those in the coaching world. However, when everyone claims to be an expert or offers a promise to the yellow brick road, they should be held accountable for what they can and can't deliver.  As always – happy to chat about how Bellwether approaches this philosophically and realistically – we guarantee success in our coaching engagements.  Thanks and have a great week! Your Title Goes Here Your content goes here. Edit or remove this text inline or in the module Content settings. You can also style every aspect of this content in the module Design settings and even apply custom CSS to this text in the module Advanced settings. Click here for an unedited transcript of the podcast Welcome to Bellwether. Thank you for joining this week. This is take, I think this is my fourth take doing this episode. So we're just gonna run with it. And I don't care if it just cuts off in the middle of it. One time my recorder turned off cause the battery died another time. Something I was, whatever. Here we're talking about coaching, we're talking about firing all the coaches. This is gonna be very relevant for you and it's gonna be very relevant for your businesses. 0:25 And, um, and it's an important topic because a lot of people need it. And it's, it's, you know, I'll tell you why. Let me just tell you why the world is, is buckling and it's a difficult place to be right now. And there are a lot of people, I'm having a lot of conversations from a developmental standpoint. Um, people are either looking to invest in themselves to paying outta pocket for coaches, uh, to make sure that they're positioned well before layoffs happen. 0:53 It's a little too late for that, but people are making that investment right now. How do I do it? Who do I talk to? I'm having a lot of, uh, conversations like that. They're also people looking for career coaches who I don't typically work with, but I, I'll refer them if you're looking for that. Um, who unfortunately were wrapped up in the layoffs, all kinds of layoffs. I get a lot of those phone calls as well. 1:13 Um, and so I, I recently wrote an article, um, I I, I called it Fire All the Coaches and they, they very prudently changed the name of it to questioning the ROI or, or something along those lines. Um, I'll put a link to it under this on, on the Bellwether Hub site. Um, but basically it was the argument of, as we look at what everybody's looking to do and needing a coach, and there are a lot of vulnerable people, and I've, I've harped on this a lot and I apologize, but it's very important, and this aligns very much with the previous episode on advocating for yourself is, um, there are a lot of vulnerable people who are looking for gurus. 1:55 And we need to make sure that we're holding these gurus accountable, right? For the promises of development that they're making. There's the old saying, if you can't do something, you teach. And if you can't teach, you coach. Um, and I remember when I first got started in coaching, people were like, Oh, really? You're a coach? Okay.You know, my half idiot cousin, um, who didn't graduate college became a coach. Uh, I've seen all kinds of coaches. 2:17 There's, there's career coaches, executive coaches, women's empowerment coaches. I just saw a social security coach the other day, wellness coaches, retirement coaches. There is a coach for anything and everything that you could possibly need and that's great . But, but, but, and I see this a lot in organizations and I get a lot of blank faces and I can't believe it hasn't hit them yet. Um, and I will drive this home for you. 2:48 If you are looking to spend money on you to invest in a coach, you're actually, it's not an investment in a coach. It's an investment in you. And that coach needs to deliver you an ROI that's acceptable to you, you that warrants the amount of money that you're paying them. If you want to pay someone a hundred bucks an hour to listen to your problems, to give you advice, that's fine, but you're getting a hundred dollars an hour kind of advice, right? 3:10 Good coaches are a lot more expensive than that. Um, but anyway, so that's what what spawned this conversation is I was talking to the head of field development at a bank and they're spending buku bucks on coaches. And I, I knew this guy from when I worked in corporate, he was very gracious with his time. I just wanted to hear his perspective. I wasn't pitching on anything. It was purely a, a friendly conversation. 3:34 And um, and he told me he was firing all their coaches, all the coaches that, that this, this company had, had hired to get their people all set up. And I said, Good, tell me more. That's great. Awesome. Fire. All the coaches, um, basically everyone that was going through coaching was doing worse than everyone who wasn't doing coaching. And I said, That's a good reason to fire the coaches, right? Um, not only are you losing the productivity because they're going off to sit in these coaching sessions, but they're also now doing worse. 4:04 So they're actually doing damage, right? Whoever these coaches were, then he told me how much he was paying for the coaches, and I almost choked. I laughed at him a little bit, um, cuz I didn't think he was serious. And then I realized he was serious. And then I tried to back it back a little bit and I think I kind of pissed him off. Um, I couldn't believe the amount of money they were spending on coaches. 4:24 Um, and ultimately I told them in a very nice way, it's your own fault, right? They were holding, there was no accountability on the coaches that they were spending hundreds of thousands of dollars on for these coaches, for all these advisors and all these other people. Um, not one success metric was defined. Not one way that they knew that this was a good investment. And the only way they figured it out was that they decided to take a look and said, Oh, these people are actually doing worse. 4:50 Okay? There was no set goal for, for the engagement. And, and then it formed a lot for me as I was setting up my program, um, because I've had similar conversations over time. Is there are these promises of what we can do. And you say, Well, how do you measure and say, Oh, well you can't really measure leadership. Well know when we see it. You know, they say all these things, but there is, you know, if we're making an investment, especially individuals who are paying out of their own pocket right now, you are the one who's responsible for dictating success and what you expect of the coach. 5:25 If you hire someone to fix your computer, you have an expectation that they're going to fix your computer and you're gonna know that it's fixed and it's very clearly defined. My computer now works. It's a little more difficult when we're dealing with these intangible types of things. And so you have to tie it to behavior and you have to tie it to all these different things. And there are ways to establish an ROI for these intangible things that you're not able to really measure. 5:50 Um, so I put this out there for those in hr, those executives who are looking for coaches for their teams, those individuals looking for coaching for themselves. Um, I don't take clients unless I know that you could be helped, that I can help you. Um, I have fired three clients because it didn't work and I gave them the money back. Um, and, and again, this is, you know, we're dealing with vulnerable people right now who need help. 6:20 And so I think it's very important for you to go into any kind of coaching engagement. And this is an advocating conversation for you. And this is for beyond coaching, right? This is a metaphor. Everything I talk about could be a metaphor you can go into so many different things is you are spending money. How are you going to know that this was money well spent? And how are how are you going to measure this? 6:43 Coaching works? Coaching works, it works. Uh, and it's very good and it's necessary. Coaching is necessary right now because the world is changing so incredibly fast. Um, we need someone to push our boundaries. We need someone to challenge our thinking. We need someone to question our judgements. We need someone to teach us how to move up in an organization, how to communicate and behave at much senior level, uh, senior levels of the organization, how to think in more of an enterprise fashion versus the smaller teams that, that we've been working in. 7:15 Um, how to communicate at different levels. Uh, and so we need coaches, we need good coaches. And if you are thinking of getting a coach, if you are thinking of doing any other kind of investment in you, which I think more people are going to be doing, and I think people are gonna be smarter and a little more tighter with their purse strings. Um, we have to figure out a measurable way to know that your coach is good. 7:43 Uh, anybody could promise anything. And there are a lot of, of snake oil salesman out there. And so I would encourage you to ask for the guarantee, ask for them to guarantee success. Uh, we guarantee success. And if you don't hit it, you get the money back. So what I told the guy at the bank who was so angry, I said, Here's how you should have structured your, your coaching engagement. The organization's paying the bill, so they're being held accountable, The person being coached, you should hold accountable in some way because you're investing in them to change some kind of behavior. 8:13 And the coach has to be held accountable. So what you do is you have the individual pay the coach half, and if the coaching individual can figure out and get to whatever they gotta do, then the organization comes in and pays them both back. That's how you do it. Coach doesn't get paid, uh, the full thing. If they don't hit their goals, the individual gets their money back. So it actually is cost, it costs neutral to them, and then the bank gets the ROI because they're changing the behaviors and getting the revenue and doing all that other stuff. 8:40 So, um, for those, I don't wanna spend, I don't wanna harp too much on that little philosophy, but if you are thinking about coaching and setting up a coaching program, I'm happy to go into a lot of details on that and the way that we structure our contracts and everything else. Um, but it's the wild west out there and, and everyone's capable of doing great things. We just need a little bit of push and hold people accountable for the promises of development that they're making. 9:05 It's the only thing I'm gonna say. And we, we need to hold everybody accountable for the things that they're saying people aren't really thinking. And, um,you know, if you're gonna make a promise, you gotta deliver. And that's what I'll leave you with . It's a quick episode today. I hope this thing doesn't die again. Um, it's a little zoom recorder, but uh, have a great week. Um, think about your coaching, think about your development, and think about ways that you can invest in you and get a really big roi, whether it's for you or for your company, for anybody else. 9:39 And I'm, as always, I'm happy to talk about it. So have a great week. Enjoy. Thank you for listening to my little rant. And next week I've got an interview, uh, with a very incredible individual who's overcome some incredible stuff. Uh, Dan McQueen will be on the episode, uh, The Bellwether Hub Podcast, so more on that and more blog posts and everything else on bellwetherhub.com. As always, I'll talk to you soon.

Denton and Sasquatch Show
Episode 295: Clown World vs. Real World

Denton and Sasquatch Show

Play Episode Listen Later Jul 22, 2022 68:39


This week we ask the question: How are people not seeing Clown World is taking over? Heroes are now the bad guys, up is down and cat and dogs are living together in sin! We'll break it all down for you. Also we start two new initiatives this week. 1. Fire ALL politicians. No matter what party, it's time to flush the bowel of all the turds and start over. 2. We want to give all babies in the womb guns. Tune in and we'll explain. 

Inspired Teams
John Thompson - Organizing for intrinsic motivation

Inspired Teams

Play Episode Listen Later Mar 7, 2022 45:54


John Thompson of The PCO Group returns with his passion for unleashing intrinsic motivation, which has a critical role in the human state, and therefore plays out into a team and more broadly into an organization. When tapping into intrinsic motivation, there is “no difference between being a leader and being human” since every human has leadership within them. This principle is the foundation of John's proposal of breaking apart the 3 roles of a traditional manager - subject matter expert, developing humans, and team organization. We cover designing for intrinsic motivation by splitting the manager (boss) role into three roles, how being bossless creates opportunities not threats, and having facilitators show up as bosses disappear. About John Thompson www.linkedin.com/in/ijohnt The PCO Group https://www.peoplecentricorg.com Resources mentioned: First, Let's Fire All the Managers by Gary Hamel https://hbr.org/2011/12/first-lets-fire-all-the-managers Doug Kirkpatrick https://dougkirkpatrick.com/ Beyond empowerment - are we ready for the self-managed organization? - Doug Kirkpatrick at TEDxChico https://www.youtube.com/watch?v=Ej4n3w4kMa4. The No-Limits Enterprise – Organizational Self-Management in the New World of Work by Doug Kirkpatrick https://www.amazon.com/No-Limits-Enterprise-Organizational-Self-Management-World/dp/1946633275 Sonja Robinson - International Leadership Coach https://www.linkedin.com/in/sonja-robinson-msc-93390b2/ www.prime-coaching.com

Crucial Listening
#77: Marshall Trammell

Crucial Listening

Play Episode Listen Later May 22, 2021 58:08


Going beyond the bandstand, simultaneous multidimensionality, searching for fire. The music research strategist and insurgent learning workshop co-ordinator discusses three important albums.Marshall's picks:Prokofiev – Peter and the Wolf (Disney animated version and accompanying reading)Earth Wind & Fire – All 'n AllOrnette Coleman – The Shape Of Jazz To ComeMarshall's record as MUSIC RESEARCH STRATEGIES, titled Eleven Postures, is out now on SIGE, who will also be releasing his collaborative album with John Dieterich and Raven Chacon titled White People Killed Them. Follow him on Instagram here.

Art Of Flow
Sacred Fire with Sage Jacote- Art of Flow Episode 23

Art Of Flow

Play Episode Listen Later Aug 29, 2020 88:14


Dancing with fire and light for over 20 years, Sage Jacote has changed the flow arts world as we know it, by teaching, performing, and inspiring around the world. She is the Founder and Artists Director of Sangre Del Sol, the longest operating fire and LED troupe in Austin, Texas. She has also applied her skills in directing, producing, dancing, and choreographing for not only Sangre Del Sol but another Texas-based fire troop Solar Rain. With a background in Hip Hop, West African, Middle Eastern, Belly Dance, Tai Chi, and Salsa she likes to fuse these into her innovative fire and light tools and pyrotechnic effects to push the boundaries of modern dance performance. Years ago Sage entered international flow art spinning contests through Home of Poi and upon winning this contest the director was so touched by her entry that he invited her to film an interview and feature more of her fire dancing and knowledge on an instructional video that is still widely used with fire dancers all over the globe today. She has also been featured in such videos as “Circles of Light 2”, “The Fire All-stars Vol 1'' and “Encyclo Poi Dia” and has been flown to many fire festivals to be a judge or a teacher. Website and links below: Websites - https://www.sangredelsol.us/ https://www.solarraintx.com/ Instagram - https://www.instagram.com/sangre_del_sol/ https://www.instagram.com/solarraintx/ Facebook - https://www.facebook.com/sangredelsol https://www.facebook.com/SolarRainTX Twitter - https://twitter.com/SolarRainTx https://twitter.com/sangredelsol YouTube - https://www.youtube.com/user/SangreDelSol/featured https://www.youtube.com/channel/UCDv0GZ_218O573Xs_Q4T59w - Solar Rain   Support the podcast to earn early access full-length interviews, submit questions for interviewees, win freebies, and more by becoming a patron here: https://www.patreon.com/bePatron?u=15511651 The Art of Flow (artofflowpodcast.com) is a free public resource for creators, teachers, and supporters of the arts who are interested in flow arts and fire-dancing. It is creativity, flow arts, and fire dancing podcast that is available for mainstream distribution and provides inspiration for artists and conversations on the creative process. The podcast is available for download and listening via the following Platforms: iTunes, Spotify, SoundCloud, Google Play, and www.artofflowpodast.com Explore how to connect to your body, mind, and soul using movement arts and creative exploration by talking with movement artists, flow artists, and fire dancers.

Corsi Nation
Jerome Corsi DAILY NEWS SYNOPSIS 04-13-20 Fauci's War vs Trump, Dr Zelenko Proves HCQ + Zinc Works

Corsi Nation

Play Episode Listen Later Apr 13, 2020 33:28


Despite a long and growing list of Fauci’s mistakes and lies...saying one thing and a few weeks later saying something completely different, his Jihad against President Trump continues. Fortunately for Fauci, the fake news continues to cover for his mistakes and lies, and re-writes history every time he contradicts himself. Fauci and the creators of the initial fake virus model now warn that if America dares to go back to work on May 1, the results will be catastrophic. Catastrophic for Fauci's profit potential from patent royalties from big pharma? Or catastrophic in the sense President Trump is re-elected? Or both. Will AG Barr really bring back equal justice, or is this supposed acivity to take action against the coup plotters just another charade that will end in slaps on the wrist and the expansion of FBI Director Wray's Lunch & Learn path forward into the DOJ. Fire ALL of the plotters now, and prosecute them ALL. Go to the Corsi Nation affiliate theprayerfulwarrior.com and join the movement to pray for light to shine on this darkness. Your voice and your prayers matter.

Mackey & Judd w/ Ramie
X-Mas Eve Special: Jason Wilde, Ventline calls, Randy in Cottage Grove literally breaks down

Mackey & Judd w/ Ramie

Play Episode Listen Later Dec 24, 2019


Mackey & Judd are on earlier in the day on Christmas Eve with reaction to the Vikings Monday Night Football loss to the Packers. *Jason Wilde of The Athletic and ESPN Wisconsin joins to start the show with thoughts on Kirk Cousins, Aaron Rodgers and the Packers win. *An extended Ventline session: Callers weigh in on the Vikings' loss *Mackey introduces a new game: "FIRE ALL or KEEP ALL?" with Zimmer, Spielman & Cousins. *Judd is out on a Kirk Cousins extension. *(49:00): Phil on "Two of the dumbest, worst punts I've ever seen!" *(1:10:00): Randy in Cottage Grove with an emotional "Dud Stable" *(1:14:00): More calls with reaction to the Vikings' loss. Is it time to move on from Zimmer?

Lambda3 Podcast
Lambda3 Podcast 8 – Democracia organizacional

Lambda3 Podcast

Play Episode Listen Later Aug 12, 2016 76:55


Voltamos a um assunto que adoramos, e que já foi tão debatido no blog da Lambda3, que é Democracia Organizacional. Discutimos sobre as bases anacrônicas da gestão moderna, sobre administração científica, e como podemos fazer melhor com base em casos de sucesso e em resultados encontrados na ciência contemporânea. Discutimos desafios e como superá-los. Feed do podcast: blog.lambda3.com.br/feed/podcast Pauta: Origens da Gestão tradicionalista, Taylorismo, Administração científica Teoria X e Teoria Y, Hierarquia das necessidades de Maslow, mudança das características do trabalho moderno, complexidade Como tornar uma empresa mais democrática Liderança em uma empresa democrática Autonomia Desafios de uma empresa democrática Exemplos de empresas democráticas de todos os tamanhos Recursos para saber mais Links Citados: Democracia organizacional no blog da Lambda3 Wordblu Reportagem sobre a Semco How to run a company with (almost) no rules - Ricardo Semler no TED First, Let’s Fire All the Managers, artigo na Harvard Business Review Outros 2 episódios sobre democracia organizacional no Tecnoretórica: um com Victor Hugo Germano e outro Victor Hugo e André Carlucci Virando a própria mesa, livro do Ricardo Semler Livro The End of Management and the Rise of Organizational Democracy Livro Measuring and Managing Performance in Organizations Livro The Tipping Point - Malcolm Gladwell The Human Side of the Enterprise - Douglas Mcgregor Participantes: Giovanni Bassi - @giovannibassi José Barbosa (a.k.a. Kide) - @kidchenco Victor Cavalcante - @vcavalcante Victor Hugo Germano - @victorhg Créditos das músicas usadas neste programa: Music by Kevin MacLeod (incompetech.com) licensed under Creative Commons: By Attribution 3.0 – creativecommons.org/licenses/by/3.0

The SoundCast
Bonus: Talking Top 10 James Newton Howard Scores

The SoundCast

Play Episode Listen Later Jan 26, 2013 48:06


Bonus Episode: Talking Top 10 James Newton Howard Scores Christopher Coleman and Helen meet, face-to-face, for the first time and discuss Christopher's Top 10 scores from the prolific composer, James Newton Howard. Episode Highlights: 00:31 Intro and sitting down with Helen San 04:12 Top 10, 9, 8, 7 and Helen Hatin' on M. Night. 11:17 Top 6, 5, 4 - Newton Howard and Kevin Costner 15:55 Top 3, 2, 1 - 32:02 Helen's Picks 34:18 After Earth, "the dip," Green Lantern 37:59 Wrapping it up Music Selections: 00:00 "Horn of Plenty" (The Hunger Games) by James Newton Howard 00:57 "Gnomeo & Juliet" (Gnome & Juliet) by James Newton Howard 03:34 "Beautiful" (King Kong) by James Newton Howard 04:47 "Noah Visits" (The Village) by James Newton Howard 06:46 "The Great Eatlon" (Lady in the Water) by James Newton Howard 08:20 "The Egg Travels"(Dinosaur) by James Newton Howard 09:47 "Visions" (Unbreakable) by James Newton Howard 11:23 "Main Titles" (Signs) by James Newton Howard 13:27 "Main Title" (Wyatt Earp) by James Newton Howard 14:22 "Main Titles" (The Postman) by James Newton Howard 16:02 "Flow Like Water" (The Last Airbender) by James Newton Howard 28:08 "End Titles" (Snow Falling on Cedars) by James Newton Howard 36:05 "Drone Dogfight" (Green Lantern) by James Newton Howard 38:29 "Visions" (Unbreakable) by James Newton Howard Helen's additional picks: 1. RESTORATION. One of my fav JNHs. I used to listen to this cue (Fire) ALL the time. This rivals Flow Like Water. http://youtu.be/Xr3Wo1-u5DM 2. PRINCE OF TIDES. Sweeping romantic. I forget how versatile he is. http://youtu.be/mJVEPxGN8jY 3. DAVE. Again, versatile. http://youtu.be/bKhFa-4Je9w Helen's Honorable mentions: OUTBREAK. http://youtu.be/a5OdcdYZtMs SNOW WHITE AND THE HUNTSMAN http://youtu.be/Ol55atpyCes DEFIANCE http://youtu.be/hhfy7VkR3ws MICHAEL CLAYTON http://youtu.be/MGZTrE070tk Download the Episode Subscribe and More Info