Podcasts about ceos

Nine more pharmaceutical giants join the fold, bringing the total to 26 companies covering 90% of the domestic drug market, and Trump calls it the biggest medical announcement of his presidency, maybe of any presidency. RFK Jr., Dr. Oz, and Commerce Secretary Howard Lutnick each take turns explaining how "Most Favored Nation" pricing flips America from paying the highest drug prices in the world to the lowest, with projected savings north of $600 billion. A parade of pharma CEOs step up to announce Medicaid discounts, billions in U.S. manufacturing investment, and donations to the national drug stockpile, while GLP-1 weight loss drugs and IVF medications get singled out for dramatic price cuts. The Q&A afterward wanders well past pharmaceuticals, into Iran's military status, a massive Venezuela oil deal, interest rate frustrations, and China's upcoming state visit. Dense, numbers heavy, and genuinely wide ranging, this one covers a lot of ground fast.

In this webinar-turned-podcast, Scott Becker is joined by Jason Zins, Ben Lerner & Nancy Temple to discuss building strong businesses, leadership, talent, client service, entrepreneurship and the importance of people, transparency and long-term alignment.

A new 2028 poll just dropped, the Lindsay Clancy backlash has TikTok picking the wrong hero, and the AI job panic keeps getting rescheduled. Brian Nichols breaks down all three... and pulls zero punches.The Newsweek/McLaughlin 2028 numbers put JD Vance on top at 32%. But Don Jr. sits second at 19% without even running, Marco Rubio lands third at 12%, and Kamala Harris leads the Democratic field at 29%. Brian explains why fourth-place AOC is the name the establishment should actually fear, and what the DSA winning real races means for 2028 and 2032.Then the Lindsay Clancy backlash. 164,000 TikToks. Pink shirts outside the courthouse. A GoFundMe closing in on one million dollars from 31,000 donors. Brian draws a hard line between supporting postpartum mental health and justifying the unjustifiable... and explains why he has zero empathy left to give.And the AI job panic? They said the jobs were gone. Unemployment is still 4.2%, college grad joblessness is 2.7%, CEOs expecting big AI headcount cuts dropped from 46% to 20%, and the Stanford numbers show no gap at all between AI-exposed and least-exposed work. So the doomers moved the date. Again.New episodes every Thursday. Support the show and your heart at cardiomiracle.com/TBNS with code TBNS for 15% off. Educated. Enlightened. Informed.CHAPTERS0:00 - Three Stories That Broke My Brain0:58 - The TikTok Army Nobody Asked For6:28 - Where I Draw The Line9:21 - The 2028 Poll Numbers Just Dropped11:58 - JD Vance's Balancing Act14:07 - The Don Jr. Wildcard16:00 - Kamala, Newsom & The Old Guard18:46 - Why AOC Is The One To Watch20:26 - The 2032 Warning23:40 - The AI Job Panic Got RescheduledSUPPORT THE SHOWCardio Miracle - the best heart health supplement in the world: cardiomiracle.com/TBNS (code TBNS for 15% off)CONNECTWebsite: briannicholsshow.comEmail: brian@briannicholsshow.comX: x.com/BNicholsLibertyFacebook: facebook.com/BNicholsLibertyInstagram: instagram.com/BNicholsLiberty Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of The High Performance Mindset, Dr. Cindra Kamphoff sits down with Dr. Marshall Goldsmith, one of the world's most influential leadership thinkers, a renowned executive coach, and #1 New York Times bestselling author, to explore what keeps successful people growing. For more than four decades, Marshall has coached many of the world's most accomplished CEOs and leaders. In this conversation, he shares what those experiences have taught him about leadership, confidence, behavior change, achievement, and creating a life that is meaningful on your own terms. Episode Description Success can create one of the biggest obstacles to continued growth: when a behavior has helped us succeed in the past, we assume it must still be serving us. Marshall explains why high performers can become trapped by "winning too much," adding too much value, and needing to prove they are right. He shares a simple question that can change the way we lead and communicate: "Is it worth it?" Cindra and Marshall also explore the relationship between confidence and courage, why we need to stop putting ourselves into limiting identity boxes, and how becoming more influential can be an act of service when your mission is to positively impact others. Marshall also challenges the belief that achievement will eventually create happiness. Instead, he encourages us to define what "enough" means, find meaning in what we do, invest in the people we love, and focus on the action directly in front of us rather than becoming consumed by the outcome. This conversation is packed with practical wisdom for leaders, coaches, athletes, and high performers who want to continue growing while building a life they are proud to live. You'll Learn: Why the best coaching requires courage, humility, and discipline. How past success can reinforce behaviors that eventually hold you back. Why "winning too much" is one of the most common problems among successful people. How asking "Is it worth it?" can make you a better leader and communicator. Why confidence and courage are so closely connected. How the identity you repeatedly give yourself can prevent lasting behavior change. Why your behavior should be guided by your mission rather than your comfort. How to stop tying your identity and happiness to achievement and outcomes. Why focusing on the "next play" helps high performers stay present. Marshall's advice for living a life your 95-year-old self would be proud of. Episode Resources & Links Marshall's website: https://www.marshallgoldsmith.com/ Mentally Strong Institute: https://mentallystronginstitute.com/ Request a Free Mental Breakthrough Call: https://freementalbreakthroughcall.com/ Download the National Confidence Research Study: https://confidencestudy.com/ Order Cindra's new Book: https://www.confidencetools.com/

Goldman Sachs CEO David Solomon joins exclusively from the G20 to discuss his outlook for the economy, AI, the bond market and much more. Then, Eli Lilly CEO David Ricks also joins from the G20 to discuss the company's new acquisition and the weight loss drug space at large. We also speak to Former CEA Chair Jason Furman about his expectations for the economy and the Fed. Squawk on the Street Disclaimer Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Episode Description Many nonprofit leaders pick a marketing tactic first- a gala, a Facebook fundraiser, a social media takeover, and then hope it works. The organizations that get a real return pick the goal first and let the goal decide the tactic. Sarah goes solo to work through how to build a marketing strategy simple enough to fit on one page, drawing on the years she spent running a marketing agency for nonprofits. In This Episode, You'll Learn Executive directors about to spend money on a tactic a board member suggested Leaders whose fundraising activity is busy but whose donor numbers are flat Small organizations wondering whether a website is the right first investment Anyone who has run a fundraising event that cost more than it brought in Who This Episode Is For • Why picking a tactic before a goal is where the money goes • What the three marketing goals are and how to spot yours • Why a website converts people who already found you, and does not create them • How Sarah defines a real donor, and why the second gift is the line • What to do about lifetime value when you have almost no donors yet About Your Host, Sarah Olivieri Bold, strategic, and refreshingly human… Sarah Olivieri is the go-to expert for conversations on aligned leadership, outcome delegation, and sustainable growth.She brings wit, warmth, and real-world wisdom to mission-driven founders, visionary CEOs, and change-makers who want more clarity, more joy, and more results. Most leaders hit a wall when success depends on them holding it all together. Sarah helps them change that by redefining leadership around outcomes instead of activity, empowering teams to own results that scale and freeing leaders to focus on the vision that drives them. A former director of three nonprofits and founder of five businesses, she has a rare ability to spot opportunity where others see chaos, shift stuck patterns, and build organizations that support both legacy and life. Sarah leads with the same mindset that made her an award-winning sailor: iterate on what works, stay focused in the storm, and never forget the joy of the journey. Links Website: saraholivieri.com LinkedIn: linkedin.com/in/sarah-olivieri Be sure to subscribe to Inspired Nonprofit Leadership so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! Let us know the topics or questions you would like to hear about in a future episode. You can do that and follow us on LinkedIn.

Waziri Garuba, creator of G.R.I.O.T and CEO of HarlemLabs, talks about how he was inspired by the limitations of Siri and where the name for his custom AI persona, G.R.I.O.T, comes from. He  integrates several platforms including n8n.io, 11 Labs, Vercel, and it can be integrated with an LLM of choice, including Claude. The system operates using an agentic workflow where a central brain assesses inputs via webhooks. Incoming queries are classified into four categories: direct, tools, complex, or schedule-based to determine the appropriate routing. He explains how his agent can talk to the platforms. The First Automation Waziri describes how he built his first automation which was an auto email response maker designed to monitor Gmail every minute. The agent reviews unread messages and drafts responses in his specific writing style while logging actions in a spreadsheet. His current evolved system uses a contact map to identify known contacts and manages inbox organization through classification and labeling. Tracking Health and Fitness Waziri talks about how he uses G.R.I.O.T in his personal life. He calls it G.R.I.O.T in the Garage. Waziri utilizes a Notion database to track health reports and personal fitness goals. The G.R.I.O.T agent can access this data to design customized workouts and automatically add them to his calendar. He demonstrates how the agent can interact with his calendar to move appointments or set reminders based on terminal tasks. The Technical Landscape Waziri explains how G.R.I.O.T can integrate with many tools and finds the best tool for the job. The technical landscape consists of specialized sub-agents for platforms like Airtable, Google Drive, Monday, and Notion. These agents act as "appendages" that handle specific tasks such as searching files or managing relational databases. Waziri utilizes Tavily, an AI-driven search tool used by developers. It operates like Perplexity to help the agents find real-time information. Mobile Accessibility Waziri  interacts with G.R.I.O.T through Telegram, allowing him to send voice memos while on the go at the gym or traveling. This mobile interface enables him to delegate research, schedule follow-ups, or draft emails using simple spoken commands. He prefers Telegram over other messaging apps because it offers easier integration with n8n for building custom workflows. He explains how it helps him manage his emails, both incoming and backlog, and newsletters. The Finance Tools A dedicated suite of finance tools helps Waziri manage debt, income tracking, and expense reporting through QuickBooks and Google Sheets. The system implements a behavioral mechanism to automate saving ten percent of incoming funds into a separate account. One specific agent provides regular reports on interest rates for student loans and credit cards to help prioritize debt repayment strategies. Professional Services Waziri serves CEOs and high-level executives by helping them map out their operational needs before implementing AI tech stacks. He offers an eight-week course called the Operators Map at theoperatorsmap.com to teach governance and automation design. His business engagements focus on helping operators transition from manual processes to efficient, automated systems through HarlemLabs.com. This episode on Umbrex: https://umbrex.com/unleashed/episode-657-waziri-garuba-ceo-of-harlem-labs-introducing-g-r-i-o-t/ Video permalink:  Timestamps: 00:02: Introduction to G.R.I.O.T Persona  06:12: Automating Email Management  12:15: Personal Health and Task Integration  17:24: Agent Architecture and Tooling  37:53: Mobile Accessibility via Telegram  38:53: Financial Automation Systems  43:36: Professional Services and Education Links: HarlemLabs website: https://www.harlemlabs.com/ Operators Map website: theoperatorsmap.com   Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com. *AI generated timestamps and show notes.  

Adam helped a client with a fear of people wearing tight clothing or exposed skin. Adam uses humour and absurdity to help them break a pattern and to embrace personal choice and expression linked to the idea of empowerment rather than shame or guilt. FREE STUFF AND DISCOUNTS:

At the start of the pandemic, three St. Louis-area healthcare CEOs promised that they would reduce or freeze their seven-figure salaries. It came at a time when thousands of their employees were losing their jobs and benefits. As it turns out, those promises were never fulfilled. St. Louis Post-Dispatch reporter Jacob Barker evaluated tax filings from the three major hospital systems in the area — Mercy Health, BJC Health and SSM Health — and found their leaders were paid more in 2020 than they were in 2019. Barker takes us inside his reporting, the crises facing hospitals when they announced the pledge in May 2020, and what he's learned about how these leaders fared while their employees suffered.

Mike Krupit is the founder and CEO of Trajectify, where he helps growth-stage technology, manufacturing, and professional services companies bridge the gap between early success and scalable leadership. With more than 30 years of experience as a CTO, COO, and CEO, Mike has led organizations through rapid growth, IPOs, M&As, and even bankruptcies—giving him rare, real-world insight into what actually works when the stakes are high. Known for his practical, candid approach, he helps founders and CEOs build courage, align their organizations, and unlock momentum from the inside out.      

Does the approach of your next birthday make you feel like you're behind on your financial or life goals? From retirement savings to home ownership, the traditional "milestone timeline" often leaves us feeling like we're falling short.Join us as we dive into Oprah's "Life Starts at 44" philosophy, and showcase how iconic careers—from Morgan Freeman to top Fortune 500 CEOs—were built well past 30. Plus, Tech Executive Aliah Summers joins the show to share how she navigated single motherhood, a non-traditional career path, and the pivotal "Lexus moment" that changed her financial trajectory forever.

Adam helped a client resolve feelings of doubt, anxiety, and inner conflict when presenting financial-related reports and presentations. Adam identified that it was linked to a domineering maths teacher in childhood, so he uses timeline and future pacing to help give a new meaning to an old pattern and feel empowered for the future. FREE STUFF AND DISCOUNTS:

In this episode, Co-Founders & CEOs of Areo Dental Group, Dr. Anushka Gaglani and Dr. Abhishek Nagaraj, share how they grew their dental practice from a single location to nearly 10 locations. They discuss recruiting and developing dentists, building scalable processes, maintaining clinical quality and their strategy for continued growth.

Adam helped a client make the unfamiliar feeling of vulnerability and connection feel safe. Adam uses sports metaphors to help them feel that they already know how to learn something new and unfamiliar and that vulnerability is needed for connection. FREE STUFF AND DISCOUNTS:

Dr. Killeen sits down with executive and leadership coach Darren Macfee, who has been a trusted advisor for more than a decade. Drawing on years of experience coaching CEOs across a wide range of industries, Darren shares why the biggest leadership challenges are often rooted in unclear expectations rather than difficult conversations. Together, they explore practical ways to develop leaders, navigate complex decisions, and build stronger teams. The conversation dives into creating a culture of accountability through clear expectations, timely feedback, and strong core values. Darren explains why regular coaching conversations reduce anxiety for both leaders and employees, how to reset expectations when performance slips, and why the right people often rise to the challenge when given honest feedback. It's packed with leadership lessons that apply to every dental practice.Darren will be speaking at the Dental CEO Bootcamp in November hosted by Dr. Killeen in Lincoln, NE. Tickets are limited, grab yours today at https://www.addisonkilleen.com/events/

If illegal employment is the magnet, stop terrorizing workers and start prosecuting the powerful people offering the jobs…See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

FAA found LaGuardia air-traffic controllers left work early before deadly collision, people from more than 30 countries are missing after the flash floods in Nepal and China, and why do boards keep giving misbehaving CEOs second chances.

Story of the Week (DR):Meta settles social media addiction case with California, other states for $16.7 billion MM5 Reasons to Be HappyAn $18 billion payout sets a historic legal precedent against Big Tech, directing billions in state funding toward youth mental health, counseling, and digital literacy programs.Instagram and Facebook must enforce default two-hour daily usage limits and completely block account activity between midnight and 6 a.m. for users under 18. Teens and parents gain the explicit right to disable addictive engagement algorithms in favor of a non-personalized, chronological feed.The settlement prohibits harmful beauty filters (such as cosmetic surgery simulators), hides "like" counts by default, and silences app notifications during school hours.Meta tied $5.3 billion of the payout to whether TikTok and YouTube adopt similar safety rules, forcing an industry-wide overhaul rather than penalizing just one app.5 Reasons to Be AngryPaid out over 10 years, the settlement amounts to roughly 10 days of Meta's annual profit, meaning Mark Zuckerberg's financial empire remains virtually unscathed.Meta's $17 billion child-safety settlement is the biggest tech payout ever—or 3x what it paid to acquihire a 28-year-old AI superstarTo put it in perspective, the $17.1 billion number is a little more than three times the roughly $5 billion personal stake that Alexandr Wang held in Scale AI, a data-labeling company that supplies the human-annotated training data AI models are built on. Last year, Meta paid $14.3 billion for a 49% stake in the company and brought in Wang to lead its AI efforts of its new Superintelligence Labs, reporting directly to Mark Zuckerberg.Meta legally denies all wrongdoing, dodging true legal accountability for intentionally engineering addictive, mentally harmful features.The agreement alters user interface features and screen time, but leaves Meta's underlying data-harvesting business model completely untouched.Critical safeguards—like switching off algorithmic feeds—are opt-in settings rather than permanent defaults, shifting enforcement onto parents.Meta only pays 70% ($12.7 billion) upfront; the remaining $5.3 billion is contingent on competitors settling on identical terms, giving Meta a potential financial discount if rivals refuse. Worst headline of the week: Meta's $17.1 billion settlement will be over 12-times larger than the second largest big tech privacy settlement in the past four yearsMeta's $18 billion settlement leaves out the child protections New Mexico already won at trial, its Attorney General says: including a direct ban on romantic and sexualized AI chatbot interactions with minors and stronger safeguards against adults targeting kids in private messagesMM: Settlement gapsAge assurance:Meta may elect to use one or more Proprietary Age Assurance Methods. In such event, Meta shall not benefit from the presumption of compliance set forth in Section II.A.3.a. Additionally, Meta will maintain continuous oversight of any Proprietary Age Assurance Method sufficient to ensure that the method is functioning as intended.Tax deductibleThe Settling States shall cause to be completed and timely filed a Form 1098-F with the Internal Revenue Service (“IRS”) that identifies not less than 50% of the amounts paid to the Settling States as compensatory restitution and remediation within the meaning of 26 U.S.C. § 162(f)(2)(A)THEY BUNDLED CAMBRIDGE ANALYTICA INTO THE SETTLEMENT$459m of the $17bn is the “Cambridge payout” - they can now put that behind them tooIs there a reason not to literally take Meta all the way? Why settle at all! Midterm elections? TAKE EVERYTHING! Meanwhile, while you settle this: Meta's creepy smart glasses are part of a much bigger plan“At the same time, Meta is using the content generated across its ecosystem to support Mark Zuckerberg's vision of a pervasive, AI-driven future. Zuckerberg's 2026 manifesto describes a world where personal AI agents will do your bidding. But building those systems requires more than conventional AI models. It also requires enormous amounts of data about human behavior, much of it generated and shared through Instagram, Facebook, and other Meta apps, or captured through hardware such as phones, smart glasses, and EMG Neural Band devices.”“We become “algorithm chow,” feeding the models intended to realize Zuckerberg's vision.”'We Know We Got This Wrong': Target Apologises and Pulls 'Offensive' Halloween Costume After Racist BacklashAn apology from us: We pulled an offensive Halloween costume that should never have been part of our assortment. It is no longer for sale. As a company, we got this wrong, and we are deeply sorry. We know this is especially hurtful for our Black guests, team members and partners. Removing the costume is an important first step, and the company is looking closely at how this happened and what needs to change to ensure this won't happen again.Target Statement on Offensive Halloween Costume: As a company, we know we got this wrong, and we are deeply sorry. The costume is offensive and should never have been part of our assortment. It is no longer available for sale. We know this is especially hurtful for our Black guests, team members and partners. Removing the costume is an important first step, and the company is looking closely at how this happened and what needs to change to ensure this won't happen again.The statement comes directly from Target's Corporate Communications department speaking on behalf of the entire enterprise, rather than a single individual like the CEO or Board Chair. Corporate apologies are deliberately released without a human signature for several strategic and legal reasons:Legal Personhood: Legally under U.S. law, Target Corporation is treated as a single legal entity (often called "corporate personhood"). It can sign contracts, hold liability, and issue official statements as an institution rather than as individual people.Leaving executive names off the statement prevents media coverage from focusing on a specific person (e.g., "CEO Brian Cornell Apologizes"). It keeps the focus on the company's operational changes and prevents individual leaders from becoming personal lightning rods for public backlash.These statements are rarely drafted by an executive. They are heavily scrubbed by legal counsel, crisis PR managers, and corporate strategy teams. Attaching a CEO's signature to a text engineered by a dozen lawyers and communications staff can actually feel less authentic internally.Phrasing the apology around "we" and "the company" establishes institutional accountability. It signals that the failure occurred in corporate vetting systems, not just from one bad decision-maker.In January 2025, Target Corporation announced the termination of its REACH initiative and restructuring of its Supplier Diversity program, marking one of the largest corporate DEI rollbacks in recent history. This decision has triggered public backlash, legal scrutiny, and investor uncertainty.Callaway Golf CEO apologizes after Good Good ad showing male golfer shoving woman sparks backlashCallaway Golf CEO Chip Brewer on Tuesday apologized for an advertisement that sparked an online backlash for its depiction of a male golfer shoving a female golfer to the ground when she attempts to use his driver."That approval should never have happened. Mistakes were made, and we are taking the matter very seriously," Brewer wrote on Tuesday. "I want to make it clear that we sincerely apologize for the video." Callaway released a statement Thursday explaining its reasoning behind ending the brand partnership: "Over the last several days, we have reflected deeply on the hurt and disappointment caused by the video we reposted. We heard from individuals who shared personal experiences related to violence against women, and their stories were powerful reminders that this issue touches the lives of far too many people. Unequivocally, violence against women is unacceptable and should never be trivialized, normalized, or used as entertainment.""In this instance, our content review process was not comprehensive enough …We have taken appropriate internal corrective actions and significantly strengthened our approval procedures to help ensure this does not happen again."The brand added that it would donate $1 million to organizations that aim to "prevent violence against women, provide resources to survivors, and advance education and awareness efforts."The online video ad, which was released online and has since been pulled, sparked criticism for depicting violence against women, while some consumers said they planned to stop buying products made by Callaway.Brewer said the ad, created by Good Good Golf, was released last week to promote a co-branded driver and had been approved by Callaway before the spot was posted online. The ad featured Good Good co-founder Garrett Clark telling Alexis Miestowski, a former Division I female golfer, in a menacing voice, "Do not touch my new driver," after he shoves her to the ground.Good Good is an American sports YouTube channel and company based in Frisco, Texas. Founded in 2020 by Garrett Clark, Stephen Castaneda, CEO Matt Kendrick, and Matt Scharff.Owner: Scoreboard ventures: co-founders Nahid Giga and Brian DickLead Investor: Creator Sports Capital — a firm co-founded by former YouTube executive Benjamin Grubbs and investment executive Brian Kabot.Good Good's CEO went nuclear on Callaway after the brand cut ties over an ad scandal"Interesting that @CallawayGolf asks us to make an ad then approves it then asks us to take the fall then drops us in a coordinated media blitz and covers it up by giving a million dollars away thinking everyone will be ok with it," Matt Kendrick wrote in a post on X.The ad fallout has had major repercussions for Good Good's business beyond the loss of its Callaway partnership. Dick's Sporting Goods yanked Good Good products from shelves, and the golf group pulled out as a title sponsor for a PGA Tour event in the fall. The reverberation has spread to the Golf Channel, which scrapped the upcoming season of its reality golf series "Big Break," whose grand prize was entry into the PGA Tour event that Good Good was supposed to have sponsored.FFA:14% have merit2 women! (combined 6% influence)Director Thomas Dundon 56% influence and 10% sharesDirector Nominee Skills Matrix includes “Golf Enthusiast” (9/9)Consumer Products Experience: 5/9Bill Gates Warns Humanity About AI: ‘We Do Not Have the Luxury of Moving Slowly'Bill Gates fears world leaders are unprepared for 3 major AI risks: ‘Stunted' child development; emboldened criminals; and vanishing jobs for Gen Z Bill Gates Issues Stark AI Warning: 'There Is No Plan' for What Comes NextWhat did he say?Gates warns AI will either be the greatest equalizer ever created or the worst source of global injustice, claiming world leaders are underprepared for the social upheaval ahead.He proposes that governments legally set aside "human-reserved" job categories—similar to protected nature reserves—for roles requiring human empathy and connection, such as healthcare and teaching.To offset tax policies that encourage replacing humans, Gates suggests taxing AI processing "tokens" and physical robots to fund worker retraining and stronger safety nets.He categorizes AI's biggest risks into three buckets: permanent job loss, empowering bad actors to launch cyber and biological attacks, and eroding child development.Gates calls for an international AI regulatory agency—modeled after global aviation and nuclear inspection agreements—requiring tight cooperation between the U.S. and China.He claims tech industry executives are downplaying catastrophic AI threats to public safety because there is too much money on the line.Gates warns that agreeable AI companions risk becoming addictive to young people while weakening independent critical thinking.‘We have a limited window': 116 companies, entities sign on to major AI cyber defense pushOpenAI, Anthropic, Microsoft, Advanced Micro Devices and more than 100 other companies and entities signed a letter on Thursday calling on businesses and policymakers to prioritize cybersecurity and “act decisively” to bolster defenses in the age of artificial intelligence.“We have a limited window to strengthen cyber defenses,” the letter said9% female CEOs:Accenture: Julie Sweet (Chair/CEO)AMD: Dr. Lisa Su (Chair/CEO)Citi: Jane FraserClearly AI: Emily Choi-Greene (Co-founder)Equinix: Adaire Fox-MartinFIS: Stephanie Ferris General Motors: Mary Barra (Chair/CEO)Lumen Technologies: Kate JohnsonNationwide Building Society: Dame Debbie CrosbieOracle: Safra CatzRunSybil: Ariel Herbert-Voss (Co-founder)TrendAI (Trend Micro): Eva Chen (Co-founder)Goodliest of the Week (MM/DR):DR: X Users Post Flock CEO's Address and Photos of His Home After He Says Americans Must 'Compromise' on PrivacyDR: Young People Hate AI CEOs So Passionately That It's Almost Hard to BelieveCNBC survey asked over 1,000 US adults aged between 18 and 34 “who do you trust to act responsibly on AI?”Palantir CEO Alex Karp 81 percent “don't trust”Peter Thiel 79% “don't trust”Mark Zuckerberg 71% “don't trust”Elon Musk 70% “don't trust”Sam Altman 69% “don't trust”Microsoft CEO Satya Nadella 65% “don't trust”fared the best — albeit with a pitiful 35 percent “trust” score.DR: Jeff Bezos ordered to reinstate fired Black opinion writer at Washington Post over Charlie Kirk reactionThe ruling Thursday said the newspaper did not have sufficient cause to terminate Karen Attiah, who at the time was the last Black full-time member of the Post's opinion desk. The arbitrator, Sarah Miller Espinosa, also ordered the Post to award Attiah full back pay and lost benefits.After Kirk's killing, Attiah, the founding global opinion editor for the Post and the newspaper's only Black female opinion writer, made several posts to her Bluesky account.Attiah was emailed a termination letter on Sept. 11, accusing her of “gross misconduct.”“Your public comments on social media regarding the death of Charlie Kirk violate the Post's social media policies, harm the integrity of our organization, and potentially endanger the physical safety of our staff,” the letter read.MM: Flock CEO Says Americans Must 'Compromise' on Privacy; Then His Own Home Address Leaked Online DRMM: Starbucks Drops Drink Powder That Enveloped Baristas in Clouds of DustAssholiest of the Week (MM):Meta Settlement and AI earth destruction that has normalized what would have been horrific news, but now we shrug and re-elect the boards - SPEED ROUND! The anti woke: Black Wealth Will Be 4 Times Lower Than Whites By 2050 - SHOULD CAREMen: Real men don't bike: How cars became the symbol of American manhood - DON'T CARECowards: Deloitte to Pay $21.5 Million to End DOJ Fraud Investigation Over DEI Policies - SHOULD CAREEpstein: Ex-Barclays boss denies having sex with woman dressed as Snow White after Epstein emails - SHOULD CAREEpstein adjacent: Elon Musk's xAI used child porn to train Grok models, lawsuit says - SHOULD CAREPay committees: CEOs earn 614 times more than workers at US's 100 lowest-paying corporations - SHOULD CAREClimate change: Study blames fossil fuel emissions for significant loss of American West's water - SHOULD CAREActual death: Turn Around and Don't Look': Amazon Accused of Letting Worker Die in Warehouse Amid 'Corporate Greed' Claims - SHOULD CAREThe anti labor: Disney celebrates blockbuster 2026 by kicking employees' spouses off healthcare plans - SHOULD CAREThe anti homeless: This Palantir Billionaire's Passion Project is Criminalizing Homelessness - SHOULD CAREOther social media companies: TikTok agrees to pay $400 million to settle Justice Department children's privacy case - DON'T CARE“The lawsuit, related to compliance with the Children's Online Privacy Protection Act, was filed by the Biden administration's DOJ in 2024”Headliniest of the WeekDR: Elon Musk's former right-hand man at X will give you 30 minutes of business advice for $15,000MM: BoringTrump Claims Junk Food Is 'Good' and Gym 'Boring' After Doctors Warn He Is 'Playing With Fire'Elon Musk Says He's Not Warren Buffett's ‘Biggest Fan' And Finds His Way of Getting Rich ‘Super Boring' — ‘Does Anybody Want That Job?'MM: What is a 'meat proxy'? The new term for coworkers who blindly share AI outputWho Won the Week?DR: Futurism writer Frank Landymore for this headline: Bill Gates Announces That He Is the First Person Ever to Be Concerned About the Effects of AI after Bill said, “I am in a state of shock that I'm sort of the first one saying, ‘This is crazy. This is insane.'”MM: Watches:Sam Altman's love of watches is getting memed 'Lord of the Rings' styleDespite having a net worth of $400 million, Kevin O'Leary still shops at Walmart for $29 jeans: ‘I'm always looking for a great deal'The picture in the article is him wearing not one, but TWO $15k Rolex watches, one on each wrist - the message: guy who buys jeans JUST LIKE YOU has multiple Rolexes - you should get one too!PredictionsDR: I spend $15,000 for business advice from Elon Musk's former right-hand man at X and he tells me a really clever way to save $15,000MM: French Canadiens, after getting the CEO of Air Canada fired and killing Trump trade talks, decide to make the United States a new Canadian province called New Quebec where French is the only legal language and renames Lake Superior “Lake French Superior”

Adam helped a client trust themselves again when it came to food choices, to feel a sense of control without using excessive control and to allow permission to eat naturally without overthinking. FREE STUFF AND DISCOUNTS:

A new 2028 poll just dropped, the Lindsay Clancy backlash has TikTok picking the wrong hero, and the AI job panic keeps getting rescheduled. Brian Nichols breaks down all three... and pulls zero punches. The Newsweek/McLaughlin 2028 numbers put JD Vance on top at 32%. But Don Jr. sits second at 19% without even running, Marco Rubio lands third at 12%, and Kamala Harris leads the Democratic field at 29%. Brian explains why fourth-place AOC is the name the establishment should actually fear, and what the DSA winning real races means for 2028 and 2032. Then the Lindsay Clancy backlash. 164,000 TikToks. Pink shirts outside the courthouse. A GoFundMe closing in on one million dollars from 31,000 donors. Brian draws a hard line between supporting postpartum mental health and justifying the unjustifiable... and explains why he has zero empathy left to give. And the AI job panic? They said the jobs were gone. Unemployment is still 4.2%, college grad joblessness is 2.7%, CEOs expecting big AI headcount cuts dropped from 46% to 20%, and the Stanford numbers show no gap at all between AI-exposed and least-exposed work. So the doomers moved the date. Again. New episodes every Thursday. Support the show and your heart at cardiomiracle.com/TBNS with code TBNS for 15% off. Educated. Enlightened. Informed. CHAPTERS 0:00 - Three Stories That Broke My Brain 0:58 - The TikTok Army Nobody Asked For 6:28 - Where I Draw The Line 9:21 - The 2028 Poll Numbers Just Dropped 11:58 - JD Vance's Balancing Act 14:07 - The Don Jr. Wildcard 16:00 - Kamala, Newsom & The Old Guard 18:46 - Why AOC Is The One To Watch 20:26 - The 2032 Warning 23:40 - The AI Job Panic Got Rescheduled SUPPORT THE SHOW Cardio Miracle - the best heart health supplement in the world: cardiomiracle.com/TBNS (code TBNS for 15% off) CONNECT Website: briannicholsshow.com Email: brian@briannicholsshow.com X: x.com/BNicholsLiberty Facebook: facebook.com/BNicholsLiberty Instagram: instagram.com/BNicholsLiberty Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to the Charismatic Leader Podcast. In this episode, Brett McDermott sits down with Fred Garcia, communication coach to more than 400 Fortune 500 CEOs. With decades of face‑to‑face experience guiding the world's most magnetic leaders, Fred reveals what truly separates them as communicators.Together, Brett and Fred explore the habits that make CEOs so compelling in the boardroom and beyond. They break down how leaders inspire confidence in stakeholders, how they use language to move people to action, and why charisma is less about personality and more about disciplined communication. Fred shares practical insights from his coaching playbook—what CEOs do differently when presenting strategy, handling crises, and building trust with their teams.This episode is packed with actionable lessons for anyone who wants to elevate their communication and lead with greater influence.Key Takeaways:Why charisma is rooted in communication disciplineHow CEOs inspire confidence in boardrooms and stakeholder meetingsThe difference between moving people emotionally vs. logicallyPractical habits CEOs use to build trust and credibilityWhy charisma is less about personality and more about consistent messaging

In this solo episode of the Tech Leaders Playbook, Avetis Antaplyan explains why the right person in the wrong environment can still become the wrong hire. Avetis breaks down how leaders can evaluate candidates based on the problems they have actually solved, the environments where they perform best, and the stage of growth they have helped companies navigate. He explores common hiring mistakes, better executive interview questions, how to assess recruiting and executive search partners, and where AI belongs in modern talent acquisition. This episode is especially relevant for founders, CEOs, technology leaders, hiring managers, and executives building teams through periods of growth and change.What You'll Learn• Why impressive resumes and prestigious companies can create dangerous hiring bias.• How to match a candidate's experience with your company's current stage and next phase of growth.• What executives should ask to separate personal impact from simply being part of a successful company.• When an executive search partner can improve the quality and speed of a critical hire.• The role AI should play in sourcing and screening without replacing human judgment.Chapters00:00 Hiring for the Right Stage02:21 Start With Business Needs04:39 The Resume and Brand Trap06:53 Measuring a Candidate's Real Impact09:17 Hire for the Next Stage11:38 Be Honest About the Role16:08 Better Executive Interview Questions20:58 Choosing a Search Partner30:13 Protecting Your Employer Brand32:18 AI, Judgment, and Final TakeawaysFollow Avetis AntaplyanInstagram:https://www.instagram.com/avetisantaplyanSpotify:https://open.spotify.com/show/0rOkUXDSQb6SVFE6LttWDeApple Podcasts:https://podcasts.apple.com/us/podcast/the-tech-leaders-playbook/id1690263628HIRECLOUT:https://www.hireclout.comThe Tech Leader's Playbook:https://www.podcast.hireclout.comLinkedIn:https://www.linkedin.com/in/hirefasthirerighthiring strategy, executive recruiting, talent acquisition, executive search, hiring executives, recruiting strategy, leadership hiring, candidate assessment, hiring process, executive interview questions, startup hiring, technology leadership, business growth, company culture, talent strategy, hiring managers, founders, CEOs, CTO hiring, executive leadership, AI recruiting, AI hiring, candidate screening, employer branding, recruiting firms, search partners, Avetis Antaplyan, Tech Leaders Playbook#Hiring #ExecutiveRecruiting #TalentAcquisition #Leadership #ExecutiveSearch #HiringStrategy #TechLeadership #StartupHiring #AIRecruiting #BusinessLeadership #TechLeadersPlaybook

Chase Hughes is the founder and CEO of Applied Behavior Research, a leading expert in the field of human behavioral science, and a neuroscientist. After serving in the U.S. Navy for 20 years, Chase developed world-class behavior science tools, such as rapid behavior profiling and enhanced persuasion techniques, which he teaches to the United States military, law enforcement, Fortune-500 CEOs, doctors, attorneys, executives, and intelligence organizations. Today on the show we discuss: the early red flags of dangerous manipulators and why dopamine draws people into toxic dynamics, the biggest body language myths alongside the core framework for detecting real behavioral changes, why analyzing language patterns and word choices reveals far more about someone than physical movements, how to tell the difference between genuine insecurity and harmful manipulation, tactical interrogation techniques to uncover the truth and defend against gaslighting, and how to shift your perspective to build authentic connections without the fear of social judgment and much more. This episode is brought to you by: - Momentous - Waking Up Try Momentous Signature Spec Creatine: ⁠https://www.livemomentous.com⁠ Use code ADVERSITY for up to 35% off your entire first order Join me on my meditation journey with Waking up: Get your free 14-day trial here: ⁠https://wakingup.go2cloud.org/SH1L Download the SLATE method PDF: https://drive.google.com/file/d/1CkCSxl3YKNd2zs-AU45u7mHuKG_ihw1W/view Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome back for another ComCompendoum, this time with Stevie Martin where we discuss:the huge amount of time and prep that goes into her workthe internal battle to feel like a “proper comedian” in an industry that prioritises certain styles, backgrounds and looks.her brilliant former sketch outfit Massive Dad and whether their aesthetic made them “unapproachable” as performersthe relative loneliness of stand-upand trying to love Edinburgh in the way that it deserves to be lovedJoin the Insiders Club at patreon.com/comcompod where you can instantly get access to the full back catalogue of extras including with Stevie!

Adam helped a client manage the worries and anxiety of possible food poisoning, since the anxiety was often the cause of the nausea rather than any actual illness or bacteria. FREE STUFF AND DISCOUNTS:

In this solo episode, Josh Hadley explores how the CEO's role evolves as an ecommerce business scales. He traces the journey from hands-on operator managing every detail to strategic leader focused on high-level priorities. Drawing from his own experience, including a four-week time study, Josh outlines where CEOs should invest their time at each growth stage. Key focus areas include attracting top talent, defining brand vision, building strategic partnerships, and optimizing financial models. His core message: delegation and strategic focus, not micromanagement, are what drive businesses toward eight and nine figures.Bullet Points:The evolving role of a CEO in an ecommerce business as it grows.Transition from hands-on management to strategic leadership.Importance of delegation and hiring specialized talent.Conducting time studies to identify CEO-level tasks versus delegable tasks.Challenges of micromanagement and the need to trust team members.Strategies for investing regained time effectively.Attracting and retaining top talent within the organization.Defining and communicating a clear brand vision.Developing strategic partnerships to enhance business opportunities.Financial stewardship and optimizing revenue models for growth.Timestamps:00:00:00 Introduction to the Evolving CEO RoleThe host introduces himself and the topic: how a CEO's responsibilities must change as an e-commerce business grows.00:02:00 The CEO's Time StudyThe host shares his personal experience conducting a four-week time study to identify and delegate non-CEO level work.00:03:04 The "Subject Matter Expert" PhaseIn the beginning, the CEO is the hands-on expert, handling everything from product research to PPC campaigns.00:04:03 The First Million-Dollar MilestoneAfter hitting $1 million, the CEO's role shifts to reinvesting for growth, often by expanding product offerings.00:05:07 The Cycle of Growth and DelegationThe CEO identifies bottlenecks, hires specialists to solve them, and then doubles down on other sales-generating activities.00:06:57 Leading Through PeopleCrossing the $20 million mark requires a transition from hands-on execution to leading managers and department heads.00:08:00 Common Pitfalls for CEOs with Free TimeCEOs who delegate successfully must avoid wasting their newfound time or, most damagingly, starting another distracting business venture.00:09:53 Investing in Your TeamThe first priority for a CEO should be retaining talent by improving team experience, building culture, and supporting people.00:11:21 Focusing on Brand VisionThe CEO must clarify and communicate the brand's long-term vision to guide the company and retain key employees.00:13:13 Developing Strategic PartnershipsCEOs should spend time building relationships with key industry players, potential hires, and co-branding partners for future growth.00:14:11 Overseeing Financial HealthA key CEO role is allocating resources effectively, managing cash flow, and ensuring the business can support its growth.00:15:11 Architecting the "Money Model"CEOs must focus on engineering the business model to maximize customer lifetime value, not just front-end acquisition profits.00:17:21 The CEO's High-Level FocusThe CEO should work on the big picture—people, vision, brand, and money model—not tactical day-to-day tasks.00:19:19 The Most Important CEO Skill: SellingA CEO's number one skill is selling the vision to recruit and retain top talent, which provides the most leverage.00:20:20 Helping Others Become MillionairesThe ultimate mindset shift: a CEO's goal should be to build a business that helps their key leaders succeed financially.Links and Mentions:Tools and Concepts"AI": "00:02:00""Time Study": "00:02:00""PPC (Pay-Per-Click)": "00:05:07"Books"$100 Million Money Models by Alex Hormozi": "00:16:49"Key Concepts"Product Market Fit": "00:04:03""Brand Vision": "00:11:58""Customer Lifetime Value": "00:15:41"Recommendations"Develop Partnerships": "00:12:51""Financial Health of the Business": "00:13:45"Quotes"If you want to become a billionaire, you've got to get really, really, really good at helping other people become millionaires.": "00:20:42"Transcript:Josh Hadley 00:00:00  Today, I'm going to dive into how the role of a CEO entrepreneur has to evolve over the growth of that business and the tasks and the roles that that CEO is responsible for. Welcome to the Ecomm Breakthrough Podcast. I'm Josh Hadley. I've scaled my own ecommerce brand from 0 to 8 figures, and I'm actively building towards nine figures in sales. This podcast is where I document that journey and share the systems, the strategies, and the lessons learned in real time so that you can learn what actually matters and scale your own business. First of all, my name is Josh Hadley. I am a man of faith. I am a husband to a beautiful wife and a father of four children. I have been selling in the e-commerce space for over a decade, doing multi-million in revenue on channels such as Amazon, TikTok, Shop and Shopify. And I am also the host of the number one business strategy podcast for ecommerce entrepreneurs. And that is E-com breakthrough. Today, we're going to talk about what it means to actually be a CEO, especially when you're the entrepreneur who built the organization from scratch.Josh Hadley 00:00:58  And here's the challenge. There's not a direct playbook that applies to every single business that you have to follow. And so the role of the CEO is, frankly speaking, quite nebulous. And it requires a massive amount of adaptability and extensive leadership skills in order to pull this off in a significant way. At the end of the day, if you look at any $100 million brand, it all goes back to how good the original leader or founder was or was not. Sometimes there is kind of like lightning strikes and it's a really crappy leader and a really crappy founder, and they just hit a significant product market fit. That does happen. And honestly speaking, those are more often than not, a lot of the news stories that you hear about doesn't mean they were actually that good of an operator or that great of a leader. And so with that being said, what do you do and how do. How does your role as a CEO have to evolve as your ecommerce brand is growing over time? And so let's talk about it because this is something that has happened for me in my own business, and I'm speaking from experience.Josh Hadley 00:02:00  And to be honest with you, right now, I'm going through another weird inflection point in my business, and that's where this is coming from. I recently conducted a four week time study where I studied my time literally from sunup to sundown. I jotted down everything I did in 15 minute increments, and using AI and using my own human intelligence, I thought through and said, hey, what am I doing right? That is actually CEO level work, and what am I doing that like, is not CEO level work that needs to be delegated, deleted, or sometimes doubled down on. And so it's from that mindset that I understood, wow, there's a lot of things that I need to add, delete and delegate to other people. And that honestly leaves me in this like weird spot where, hey, if I'm delegating that to somebody else, what am I supposed to be doing? And so it's in that question of me asking ...

Can a company really put people first and still build a thriving workplace culture? On A New Direction with Coach Jay Izso, my guest Josh Block says yes — and he’s got fifteen years of proof. Who Is Josh Block? Josh Block spent fifteen years leading Block Imaging, growing the team from fifty people to more than four hundred, and revenue from thirty million dollars to two hundred fifteen million. He didn’t get there by squeezing more out of people — he got there by building a workplace culture rooted in trust. He went on to found Cube Mobile Imaging, expanding access to medical imaging for patients across the country, and today serves as Executive Advisor at Block Imaging. He’s also the author of the new book People Matter @Work. Josh works with executives navigating growth, brand-new managers who got the title without the training, and teams stuck in fear and disengagement — helping them reshape their workplace culture around trust, ownership, and generosity instead of pressure. Why Workplace Culture Starts With “We,” Not “Me” At the center of People Matter @Work is a simple but demanding idea: the biggest thing standing between a team and real performance often isn’t strategy, budget, or talent — it’s a leader running everything through “me.” Josh’s framework is built to shift workplace culture from isolation to ownership, and from pressure to possibility. If leadership has ever felt heavier the more responsibility you took on, this is the conversation for you. 3 Shifts That Build a Stronger Workplace Culture Josh breaks it down into three practices any leader can start using right away to strengthen their workplace culture: Lead together, not alone. Shared ownership — not hoarded decisions — is the backbone of a healthy workplace culture. Make decisions with intention. Thoughtful choices beat leading on autopilot, and they signal the kind of workplace culture you’re building. Practice transparency. Managing perception wears leaders out; honesty is what makes a workplace culture people actually trust. Whether you’re an executive navigating change, a manager who wasn’t quite ready for the promotion, or leading a team stuck in disengagement, these three shifts are the blueprint for a workplace culture where people — and performance — actually thrive. Listen to the Full Conversation Josh’s book is a playbook for building the kind of workplace culture where trust, accountability, and generosity aren’t posters on a wall — they’re how the place actually runs. Catch the full conversation with Josh Block on A New Direction with Coach Jay Izso, live and on the podcast, and get a new direction on what it actually means to lead. Josh Block’s book, “People Matter at Work: Fostering a Culture Where Team Members Thrive and Everyone Wins” is an outstanding book.  If you are a fan of “The 5 Dysfunctions of a Team” by Lencioni then you are going to love this book!  It takes a deeper look at how we will can truly build a team that builds trust and makes you organization and business more profitable. We have all heard the saying, “culture eats strategy for breakfast” well Josh Block has the proof as he takes his company to a higher stratosphere financially through a powerful workplace culture shift.  And how does he do that?  By sharing the principles of People Matter @Work. Josh literally takes us through his step of becoming a 20 something President of an already successful company and makes it even better.  He recognizes during his own humbling experience there are 3 T’s, Working Together, making Thoughtful Decisions that affect his people, and being Transparent, helps his entire workforce become safe, seen, and successful.  And the result is people take ownership of the company to want to see it succeed and in turn makes it tremendously profitable. It may sound like a risk to the average CEO, but as Josh points out the real risk was by not doing the work to make his entire team a integral part of the business.  This book is for both the current leader and the aspiring leader.  And he not only has proved, he gives you the tools and the mindset to create it for your business as well.  Really enjoyed every page of the book.  I highly recommend it. Get your copy of People Matter @Work by clicking here!  Please Thank The Sponsors of A New Direction by LIKING and Following their pages: Linda Craft Team, REALTORS no matter where you live in the world, Linda Craft and her team can help you find the best professional in your area to help you sell or buy your next home. While most real estate professionals belong to a nationally affiliated company where they are obligated to use the people in their company's network. Linda Craft Team are privately owned and operated.  That means they can find the absolute best professional from ANY company to ensure you get the best service. Located in the Raleigh Research Triangle Park of North Carolina…they are indeed legendary when it comes to service.  Learn more  by going to Linda Craft & Team, REALTORS  www.LindaCraft.com Hey…do me a favor and please tell your friends to subscribe to A New Direction on their favorite podcast platform and give us a 5 star rating we are so grateful when you do! ABOUT YOUR HOST Meet Jay Izso Executive Performance Coach  |  Host of A New Direction Every week on A New Direction, I sit down with CEOs, founders, and the researchers behind the science of leadership performance. The conversations go deep. We talk about the decisions that built companies, the mistakes that nearly destroyed them, and the personal breakthroughs that changed everything. But here's what most people don't know about me: the show is an extension of the work I do every day with executives behind closed doors. Who I Am I'm an Executive Performance Coach. I work with CEOs and founders of $5M-$50M companies who have hit a wall they can't explain. The marketing looks fine. The team is capable. The market is there. But the business won't move. The problem, almost every time, is the person running it. I find the personal behavioral patterns that are driving the business dysfunction. Then I help the CEO disrupt those patterns so the company can grow. That's it. No motivational platitudes. No vision boards. Diagnostics, intervention, results. Where This Comes From My approach comes from two places most coaches never set foot in. The farm. I grew up as a farmhand in Ithaca, Nebraska—population 100. I started working at nine years old. By the time I left for college, I'd spent a decade learning that you can't cheat the harvest, pain is part of the job, and the work has to get done whether you feel like it or not. I was fourteen the first time I had to castrate boars. Nobody was going to do it for me. That lesson never left: sometimes you have to do things afraid. The forensic psychology unit. In graduate school at Washington State University, I trained under Dr. Thomas Brigham—co-author of the Handbook of Applied Behavior Analysis—in a human behavior lab focused on real-world problems. I then served in a Clinical Psych II role at Eastern State Hospital in Medical Lake, Washington, a forensic setting where I conducted psychological evaluations of individuals charged with the most serious criminal offenses. Sixteen months assessing human behavior at its most extreme taught me how to cut through defenses, identify what's really driving someone's decisions, and see what they can't see in themselves.

Financial media headlines keep warning about an impending "AI bubble." Is a crash coming, or is there more to the story? In a previous episode we argued that there is no AI Bubble. Nate Tonsager, CFA, CIPM doubles down on his position, taking a dive into the data to illustrate why current market conditions look very different from the 2000 tech crash. This episode breaks down the sectors like healthcare, financials, and consumer staples that are quietly outperforming tech. Nate also looks at how many companies beat their Q2 earnings estimates, why the market's price-to-growth ratio suggests stocks are fairly valued rather than overpriced, and what investors and CEOs are feeling about the economy right now.  The takeaway: We don't think the data points to an AI Bubble. And while market volatility is a certainty, you can stay in the driver's seat by keeping a data-driven outlook and financial plan that is positioned for the long term, with 12-24 months of cash on hand to buffer any downturns.   Please see important podcast disclosure information at https://monumentwealthmanagement.com/disclosures   Episode Timeline/Key Highlights: 00:00 - Why The AI Bubble Debate Persists 2:27 - Market Breadth Beyond Tech Leaders 6:20 - Earnings Strength Supports Stock Prices 12:32 - Valuation Through PE And PEG 18:29 - Sentiment Checks Investors And CEOs 25:16 - Mosaic Framework Plus Cash Planning 28:58 - AMA Invite Subscribe And Disclosures   Connect with Monument Wealth Management:    Visit our website: https://monumentwealthmanagement.com/   Follow us on Instagram: https://www.instagram.com/monumentwealth/#   Connect on LinkedIn: https://www.linkedin.com/company/monument-wealth-management/   Connect on Facebook: https://www.facebook.com/MonumentWealthManagement   Connect on YouTube: https://www.youtube.com/user/MonumentWealth#Fit   Subscribe to our Private Wealth Newsletter: https://monumentwealthmanagement.com/subscribe/   Check out our Between Sips Podcast: Where Money Meets Meaning Because money without meaning never feels like wealth. https://monumentwealthmanagement.com/between-sips-podcast/   About "Off the Wall":    Markets move fast, and headlines rarely tell the full story. Off The Wall cuts through the noise with unfiltered market and economic insight from Monument's CEO David B. Armstrong, CFA and Portfolio Manager Nate Tonsager, CFA, CIPM. Tune in for the conversations that actually explain what's moving your portfolio, without the Wall Street spin. Learn more about our hosts on our website at https://monumentwealthmanagement.com  

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Raoul Davis. CEO branding expert and partner at Ascendant Group Branding:

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Raoul Davis. CEO branding expert and partner at Ascendant Group Branding:

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Raoul Davis. CEO branding expert and partner at Ascendant Group Branding:

After twenty years of coaching CEOs, Bill sees the same four patterns in nearly every leader who's stuck. They're not moral failures. They're the moves that feel like virtue while quietly destroying your company. Poor Delegation — meet Thomas. Micromanagement — meet Lee. Perfectionism — meet Eddie. Strategic Myopia — meet Rocky. These compound in a doom loop. This week's work: rate yourself on each sin. There's a scored version at busyisbroken.com, plus a parallel version your team can fill out about you.Links: busyisbroken.com | scalingcoach.com/Q20Mentioned in this episode:PhD Research on CEOsQuick favor: I'm in the middle of my doctoral research, and I need CEOs Here's the question: is there a point where working more hours actually indicates a worse leader? Nobody has measured it. I'm measuring it. If you're a CEO or president with at least ten people in the business and three direct reports, it takes just a few minutes. And Your team answers a few anonymous questions. What you get back is a report comparing how you rate yourself to how your team rates you. That gap is usually the interesting part. ScalingCoach.com/study

The gap between claiming to be strategic and actually operating strategically has real consequences, and nowhere are they clearer than at the top of HR. CHRO turnover is unusually high at the moment, and it also spikes sharply in the first year under a new CEO. A change at the top usually brings a new thesis about what the business needs, and what the CEO needs from HR shifts with it. Many CHROs find themselves running a system built for the previous mandate, and by the time the gap becomes visible, trust has already eroded. The problem is structural rather than personal, which means it can be fixed. So what separates the HR leaders who thrive in the role from those who don't? My guest this week is Jackson O. Lynch, founder of Talent Sherpa and a former CHRO who works with CEOs, CHROs, and boards on connecting talent systems to business strategy. In our conversation, Jackson shares why mandate misalignment drives so much churn at the top of HR, what operating at the top level means in practice, and why AI is making the redesign of work urgent. In the interview, we discuss: Why is CHRO turnover so high? Mandate misalignment and the conversation that rarely happens What does strategic HR look like in practice? Systems for transformation versus systems for stability Looking at business strategy through the talent lens Business logic versus compliance logic in the C-suite The trust issue Why AI is forcing a rethink of how work is designed Can HR take this opportunity for reinvention, and what does the future look like? https://www.linkedin.com/in/jxnlynch/ Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Recognizing failure patterns is the closest thing an innovator has to seeing the future.   If you can recognize the patterns, you can change the future, because most failures are not original. They repeat, and that repetition is the pattern: the same handful of patterns reappearing in one organization after another, decade after decade.   This one stings a little.   In 2011, Bill Geiser told me, almost word for word, how the project we had spent the past two years building was going to fail. He saw the pattern before I did; I heard him say it, and I never forgot it.   The failure still happened.   This is not a pre-mortem. A pre-mortem imagines new ways your plan could fail. Recognizing failure patterns means learning from failures that have already happened elsewhere and spotting the early signals before you repeat them, while there is still time to act.   By the end of this episode, you will have four patterns in your own library, a five-minute way to check any project against them, and the four steps to take when you find one.   Let's get into it. The Smartwatch We Killed In 2004, Fossil hired a watch-technology executive named Bill Geiser to help build innovative technology for their watches. A few years later, he and I started spending real time together, me as HP's CTO, him running watch technology at Fossil. Between us, we had an idea we both believed in: a connected wearable, years before anyone used that phrase, co-innovated by HP and Fossil, with each bringing its expertise.   Fossil named the resulting platform the MetaWatch. It ran an ultra-low-power processor with a 96 by 96 display, an accelerometer, and Bluetooth. It was designed to last a week on a charge, and it shipped with a full developer kit so anyone could build apps for it. We revealed the partnership in March 2011, at an HP event in China. And between us, we had the one thing Apple did not have in 2011: distribution. HP held roughly ten percent of consumer-electronics shelf space. Fossil sold through twenty thousand retail stores that carried its watches.   Bill saw the ending before anyone. He told me in 2011: "Phil, I wouldn't be shocked if Apple evolved the Nano to take advantage of this space. They'll legitimize it in consumers' minds worldwide."   So the man building the watch spotted the failure in advance, out loud. And naming it changed nothing.   The signs kept arriving in plain sight. HP went through three CEOs in thirteen months. In August 2011, Leo Apotheker killed HP's consumer mobile strategy and WebOS, which removed the platform that made a smartwatch matter to HP at all. The battery lasted three to four hours against the original target of a week. We ran month-long approval cycles for changes that startups could implement in days.   Then I went out on medical leave. When I came back six weeks later, HP had killed Palm, WebOS, and the connected wearable project.   Here is what the ignored warning turned into. The Apple Watch shipped in April 2015. It sold 4.2 million units in its first quarter, and by that fall Apple was selling three out of every four smartwatches on the planet. The market we walked away from grew from three hundred thousand units in 2012 to forty-five million by 2018, and Apple held fifty-one percent of the market share.   The idea was never the hard part. It never is. The hard part is committing. What Recognizing Failure Patterns Means Nothing that killed the MetaWatch was new, and none of the signals were faint. They were loud; they were ignored, and each one was a pattern that has killed projects for decades.   Recognizing failure patterns has two halves. The first is building a library of how failures repeat. The second is matching the situation in front of you against that library, and forcing what you find into an actual decision while the fix is still cheap. Bill did the first half. Neither of our companies did the second, and the gap between those halves is where the Apple Watch came from.   Here are four entries for your library, straight from this one failure. Each one ends with a test question. By the end, you will have a four-question checklist, and then I will show you what to do when a pattern shows up. Pattern 1: Success Protects Itself Fossil's traditional watch business grew from $950 million in 2004 to $3.25 billion by 2013. It was tripling while we were building the thing that might replace it, and that growth made cannibalizing it politically impossible. Fossil never had to kill the MetaWatch outright. Fossil positioned the watch as a two-hundred-dollar development platform, something no ordinary customer would ever be handed at a retail counter.   When we constrain what we're innovating so it doesn't risk the present, we've lost the future.   Test it: Is the new thing priced, staffed, or positioned so that it cannot hurt the current thing? If the answer is yes, this pattern is already running. Pattern 2: The Warning That Changes Nothing Bill's warning was specific, early, and exactly right, and it still changed nothing. I heard it directly, and hearing is not the same as deciding: nobody re-ran the plan with "Apple arrives and legitimizes the category" as an input, no roadmap changed, and no budget moved.   Test it: What decision changed after the warning? If the honest answer is none, the warning was never acted on, no matter how many people remember hearing it. Pattern 3: The Problem Nobody Owns A week of battery life was the MetaWatch's central promise, and it shipped at three to four hours. Both companies saw the gap. No one owned fixing it. The hardest problem on the project sat on the seam between two companies, and problems that sit on seams get reported, tracked, and carried forward without ever belonging to anyone who can be asked why the problem is still there. We ran that partnership for two years and never settled whose job it was to lose sleep over the one number that mattered most.   Test it: Who owns the hardest problem, by name? If the answer is a partnership, a committee, or a pause, then nobody owns it. Pattern 4: The Pace Mismatch Earlier, I shared that we ran month-long approval cycles for changes a startup could implement in days. That is a pacing problem: the organization's internal pace versus the market's. A smartwatch in 2011 was a fast-moving product running through slow-moving machinery, and no amount of talent inside the project could close that gap. The delay was structural, not personal.   Test it: How long does one small change take to approve, against how fast the market moves? Time a real one. Do not estimate it. Five Minutes on a Project That Died The four patterns are the start of your library. Before you use it on a live decision, test it on a dead one.   You have a dead project in your past. Everybody does. Pick the one that still stings and give it five minutes against the four test questions.   Was an existing success being protected while the project starved, in pricing, staffing, or positioning? Did people raise a warning, and what decision changed after it was said? Who owned the hardest problem, and can you name the person? And how long did a small change take to approve, against how fast the market was moving?   When I run the MetaWatch through those four questions, I find all four patterns. Your project will probably show fewer. Every pattern you find is one you will now recognize as it happens on the project you are working on right now. The Four Steps When You Spot a Failure Pattern Which brings up the harder half of the skill, because recognition alone did not save us. Suppose you had been standing next to me in 2011, holding all four of these patterns. It would not have been enough. Being right about the future means nothing without the organizational machinery to act on that insight.   So when a failure pattern appears on a live project, follow this sequence.   Step one: Say the failure pattern out loud, in the room where the decision lives. Not in the hallway afterward. Use the pattern's name.   Step two: Get it onto the decision memo. A warning that lives only in conversation changes nothing. Write the pattern and what it costs into a document that will drive a decision.   Step three: Attach an owner. If you identify a critical problem, assign it to one person. Not a team or an organization. Someone you can ask next sprint why the problem is still there.   Step four: Attach a date. Being early provides an advantage, and a failure pattern without a date on it fades unnoticed.   Bill was right for four years, and Apple was the one who acted on it. That could have been us if we'd had the organizational courage to back our vision with meaningful resources. Conclusion You now have what nobody handed me in 2011: four patterns of failure, a five-minute check, and the four steps to run when you spot one. What you do in the room where the decision lives is the part Bill's warning never got. Additional Resources How HP and Fossil Handed Apple the Smartwatch Market: The inside story of vision without execution: why being right about the future means nothing without the courage to act on breakthrough insights. https://www.philmckinney.com/how-hp-and-fossil-handed-apple-the-smartwatch-market/ The story of MetaWatch with its founder, Bill Geiser: https://www.philmckinney.com/the-difference-between-a-good-idea-and-a-great-idea-is-the-timing-s11-ep25/

Jim Kwik is a brain coach and the founder of Kwik Learning, known worldwide as an expert in speed-reading, memory improvement, and accelerated learning. After a childhood brain injury left him labeled "the boy with the broken brain," he spent over three decades reverse-engineering how the brain works, going on to coach CEOs, celebrities, and billionaires. He's the New York Times bestselling author of Limitless and Limitless Daily.In this episode, we discuss:(0:00) Introduction(5:46) How He Got Labeled "The Boy With the Broken Brain"(8:39) Why All Behavior Is Belief-Driven(10:24) Your Mind Can't Tell the Difference Between Imagination and Reality(14:56) How Identity Really Changes (It's Not One Big Breakthrough)(16:52) "Don't Take Criticism From Someone You Wouldn't Take Advice From"(22:14) The Habit That Connected Him to Warren Buffett and Bill Gates(23:43) Why He's Launching a New Chapter With Kwik Learning and AI(27:50) The Danger of "Digital Dementia" and Cognitive Offloading(1:10:31) Float Tanks, Dark Retreats, and Disconnecting to Reconnect(1:16:28) Focus Is a Muscle: How to Train It Like a Magnifying Glass(1:19:21) Mind Management Over Time Management(1:23:56) Why Constraints Make You More Limitless(1:31:10) The Power of Your "Dominant Question"(1:33:45) His Message to His 5-Year-Old SelfLearn more about Jim Kwik here:Website: https://www.jimkwik.comInstagram: https://www.instagram.com/jimkwikKwik Learning: https://www.kwiklearning.comBook (Limitless Daily): https://www.limitless.comWatch this episode on Youtube: https://youtu.be/rMjVAnHmUeE

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Welcome to the Summer Leadership Reset on Partnering Leadership.We have more access to ideas than ever before.More books. More podcasts. More articles. More insights.The challenge isn't finding more information. It's spending enough time with the ideas that can change how we think, decide, and lead.I have seen this in my own life. The books and conversations that have influenced me most aren't the ones I rushed through and moved on from. They are the ones I returned to, wrestled with, and understood differently as my own experiences changed.After more than 450 Partnering Leadership conversations with CEOs, researchers, authors, and leadership thinkers, there are a few I continue coming back to because the ideas become more valuable the more we sit with them.Throughout July and August, I'll be sharing 10 of those conversations.They explore some of the questions I see leaders wrestling with most: adapting to change, building trust, making better decisions, rethinking work, using AI wisely, and creating organizations ready for what comes next.Whether you are listening for the first time or revisiting these conversations, I hope they help you find an insight you can apply and a question worth thinking about long after the episode ends.—MahanConnect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

(This episode originally aired on February 10, 2026. Dr. Omar Lateef has since announced his intention to retire from Rush Health in June 2027.) As financial pressure mounts and the healthcare safety net continues to strain, academic medical centers are drawing on their culture of innovation to pursue better outcomes — and narrow life expectancy gaps in the communities they serve. In this episode of Radio Advisory, host Rae Woods sits down with leaders from Rush University Medical Center to explore how health systems can stay focused on results amid tightening margins, political scrutiny, and ongoing uncertainty in grant funding. Dr. Omar Lateef, President and CEO of Rush, and Dr. David Ansell, Senior Vice President for Community Health Equity, describe how Rush treats gap-reduction as a long-term operating strategy rather than a moral or messaging exercise. They share practical examples of how local partnerships, targeted investments, and day-to-day operational choices can improve outcomes while still making financial sense — and why avoiding battles over language helps keep the focus squarely on results. We're here to help: How Rush University Medical Center is addressing the root causes of social determinants of health 264: Research funding is being slashed. What's the real industry impact? How research funding cuts are impacting healthcare (and how to respond) 12 things CEOs need to know in 2026 Tool: How policy changes will impact your bottom line Who gets the chance to be healthy? | Rush The Rush Center for Community Well-Being at Sankofa Wellness Village | Rush Health disparities in Chicago and the work to solve them with Rush University Medical Center (AMA) The Anchor Strategy — A Place-Based Business Approach for Health Equity | New England Journal of Medicine Rush Signs on as First Partner for Local Laundry Service | Rush David Ansell Books – New: The Death Gap Sponsor link: Preserving iodine, protecting imaging

GUnitedHealth shareholders sue company over ‘corporate governance failures on a historic scale' UBS fined record $125 million for money laundering violations$125 million civil penalty to the U.S. Treasury's Financial Crimes Enforcement Network (FinCEN) for willful violations of the Bank Secrecy Act (BSA), the primary U.S. anti-money laundering law.FinCEN said the fine is the largest ever assessed against a broker-dealer for BSA violations.The settlement marks FinCEN's second enforcement action against UBS Financial Services, a subsidiary of the Swiss bank UBS. The firm had previously paid a $14.5 million penalty in December 2018 for similar failures, including inadequate monitoring of foreign currency wire transfers.Despite assurances to regulators that it would fix the underlying problems, the firm subsequently failed to monitor more than 50,000 foreign currency wires with a combined value exceeding $10 billion.SEC launches new enforcement unit aimed at accounting fraudHow??The unit will be housed within the SEC's Division of Enforcement and staffed by both attorneys and accountants with specialized skills related to financial reporting, accounting, and auditing in securities regulation, according to the announcement.The announcement is “a little surprising” given the SEC's current deregulatory focus under Chair Paul Atkins, Rebecca Fike, a partner in Reed Smith's regulatory and enforcement group, told CFO Dive.Andreessen Horowitz Focus of DOJ Probe Over Board DirectorsBIG DATA and AI BS‍ ‍Gwyneth Paltrow is rumored to be throwing a party for AI mogul Sam Altman. People don't love the opticsPaltrow played WeWork Rebekah NeumannAnthropic is embedding invisible watermarks in Claude text and images Young People Hate AI CEOs So Passionately That It's Almost Hard to BelieveCNBC survey asked over 1,000 US adults aged between 18 and 34Asked “who do you trust to act responsibly on AI?” the vast majority of participants said they “don't trust” any of the nine figures.Palantir's extremely controversial CEO Alex Karp scored the lowest, with 81 percent choosing “don't trust,” while Microsoft CEO Satya Nadella fared the best — albeit with a pitiful 35 percent “trust” score.Everyone else fell in between: 79 percent of respondents said they don't trust Peter Thiel, while a whopping 71, 70, and 69 percent said they “don't trust” Mark Zuckerberg, Elon Musk, and Sam Altman, respectivelyMeta, others lose appeal to drop thousands of social media addiction lawsuitsA U.S. Appeals Court [Judge Jacqueline Nguyen] said that thousands of lawsuits targeting Meta Platforms, ByteDance's TikTok and other social media outlets over claims that social media is harmful and addictive can proceed.The court also denied Meta's request to postpone a trial over allegations that they used data from children to keep them on its platforms.AI data center outrage is showing up everywhere from ads to electionsSpirit Flight Attendants Fight Google's Data Bid for AIThe flight attendants want assurance that their confidential information will be removed from the sale of the defunct airline's digital recordsCULTURE WARSThe 'MAGA Alternative to Amazon' Is Fighting for Survival After Nearly $160M in Losses and 99% Stock CrashPublicSquare's marketplace has struggled to grow despite political backing, prompting a costly shift to financial servicesDisney is suing the FCC in a departure from former CEO Bob Iger's strategy US firms that kept DEI policies despite ‘go woke, go broke' threats thrived Ellison Is Now Willing to Sell CNN to Save His $111 Billion DealE Solar Panels on Storage Units: Illinois Is Going All In on This No-Brainer First test flight of largest all-electric aircraft used just $5 of electricity Trump ordered to release billions in climate grants meant for Black communitiesa $2.8 billion program meant to help mitigate the harm from climate change and environmental issues in Black, low-income, and disadvantaged communities.Trump tried to curb clean energy. It's booming anywayClean energy additions will rise by a record 45 gigawatts this year, according to S&P Global Energy—equivalent to the average electricity demand of Turkey. The increase is roughly 25 percent higher than the record set in 2024.It Just Got Way Easier to Sue Fossil Fuel Companies Over Climate ChangeClimate attribution scienceA new peer-reviewed study published earlier this month in Earth's Future suggests that it is possible to demonstrate that “emissions from company X cause injury Y.”It also could potentially provide evidence so industry could be forced to answer for climate impacts.The new methodological framework has, for the first time, drawn a straight line from single corporate emitters like Exxon or Chevron, or even whole countries like the United States, to specific heatwaves and areas of extreme rainfall.By running over 150 simulations across 8 different climate models, the study's author, Christopher Callahan—an Earth systems scientist and assistant professor at Indiana University's O'Neill School of Public and Environmental Affairs—built a statistical model to figure out the relationship between the amount of carbon dioxide in the atmosphere and the odds of extreme heat or rain. He then used real emissions data to calculate the extent to which specific fossil fuel emitters increased the risk of extreme weather.SPEED ROUND‍ ‍DuckDuckGo Is Selling Anti Pervert Glasses That Contain Zero AI, Cameras, or Even Electronics Whatsoever Jason Kelce Wants Fans to 'Pee on Computers' to Protest AI Water Use: 'We Want Your Pee' Cards Against Humanity Unveils 'Sad Little Bitch' Elon Musk Monument Near Texas StarbaseFrance bans unsolicited telemarketing calls--$87,000 fine per call I'm the CEO of Siemens. I reply to most emails with 2-letter responses and don't have recurring meetingsScientists Genetically Engineer High-Protein LettuceGen Z is bringing pen and paper back to the workplaceArianna Huffington says even high-flying CEOs are unhappy and feel stuck in their multimillion-dollar jobs: ‘It's a trap'Bank of America is splashing out $250 million a year on weight loss drugs for its staff: ‘We see a great impact on employees,' CEO says‘We see a great impact on employees,' CEO saysExcuse me? Body shamer.

You didn't start your business to stay stuck. If you're serious about hitting 6 or 7 figures without sacrificing your life, book your FREE Gap Assessment with our team: https://weddingproceo.com/applicationRight now someone is on your website loving your work, hunting for a price, and hitting the back button when they cannot find one. This episode is about the clients you are losing without ever knowing they were there, and why hiding your pricing is quietly costing you more than you think. I walk through a warm lead that slipped away in real time, the consultation ghosting that looks like a sales problem but is not, and the three-step fix that changes your conversion rate.Here's what you'll walk away with:- Why hidden pricing loses leads you never even see, and how to stop the invisible leak- The real reason great consultations still ghost, and how pricing up front makes the close easy- The three-step fix: a price range on your website, pricing in your first email, and closing on the callThe FREE Assume Sales Training: 2x your wedding bookings in 30 days, step by step. Thousands of wedding pros have already used it to land more clients immediately! http://weddingproceo.com/freetrainingorgA favorite book of mine: Profit First by Mike Michalowicz https://amzn.to/4lbqZFwAnother favorite book of mine: Buy Back Your Time by Dan Martell https://amzn.to/3lTKLb4========================EPISODE SHOW NOTES BLOG & MORE:https://www.weddingproceo.com/pricing-on-your-website========================Thank you for tuning in to this episode of the Wedding Pro CEO Podcast. If you find these strategies helpful, make sure to share this episode with your fellow wedding pros. And remember, in the world of weddings, it's all about building genuine relationships and showcasing your best work. Until next time, keep shining, CEOs!PLEASE SUPPORT THE PODCAST! LEAVE A REVIEW HERE: https://ratethispodcast.com/swdHave a question you'd like Brandee to answer? Ask here: http://bit.ly/3ZqqPmzHeads up, CEO! Some of the links I share may be affiliate links, which means I may earn a small commission if you decide to purchase, at no extra cost to you. I only recommend tools and resources I actually use and love, and that I believe will help you grow a profitable, sustainable business you're obsessed with.========================Support the show

Should workforce transformation belong to HR? Bettina Dietsche, Group Chief People and Culture Officer at Allianz, doesn't think so. Bettina leads the people agenda for around 156,000 employees at Allianz. She came to HR after 25 years in IT and digital transformation, picking up the people function while serving as COO of Allianz Commercial during a company turnaround. That background shapes her view that HR's job is to challenge and push transformation onto the business agenda - not to own it.In this episode, David and Bettina discuss: Why she believes HR should challenge and nudge workforce transformation, while ownership sits with the businessHow 25 years leading IT and digital transformation, including a COO turnaround, shaped her approach to the CPO roleWhy she runs regular sessions with more than 60 CEOs across Allianz, and what that partnership actually looks like in practiceHer test for a healthy culture - what people do when no one's watching - and why she calls culture "the hardest currency"How Allianz builds daily AI habits into leadership, from "AI gem sessions" to asking each morning what AI can help with firstWhy she sees AI creating as many new early-career roles as it displaces, and how Allianz is reshaping graduate hiring around that This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before.As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.Learn more at valence.co/insight222 Hosted on Acast. See acast.com/privacy for more information.

This week, Thomas sits down with award-winning researcher, author, and science communicator Britt Wray to discuss the need for collective care, systemic action, and spiritual introspection in addressing the climate crisis and its psychological effects.Britt offers an approach to climate anxiety, called “Transformational Resilience,” that focuses on channeling emotional distress into meaningful action and care, rather than resorting to denial or returning to an unhelpful baseline.She and Thomas also explore how climate action is like a relay race, where action is sustained over time by passing the baton, and how acting in alignment with environmental values reduces cognitive dissonance and fosters emotional well-being.✨ Watch the video version of this episode on YouTube:

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Adam helped a client who felt a constant state of dread and uneasiness to work with the protective part, elicit the positive intention, and give a more useful way of protecting that would feel less like self-sabotage and more like genuine protection. Useful if your anxiety is getting in the way of your goals and life. FREE STUFF AND DISCOUNTS:

AI is reshaping jobs, workflows, and the way organizations operate. In this episode, Dean Newlund talks with Nadav Wilf, founder of ZeremAI, about how CEOs can build an AI strategy that drives business results.   In this episode, Dean Newlund and Nadav Wilf discuss: Where AI is changing jobs and responsibilities The three stages of AI use inside a business Turning AI productivity into deeper operational automation How different approaches to AI regulation affect innovation What AI companions could mean for human connection   Key Takeaways: Start with business needs and workflows when deciding where AI can create the most value. Move beyond basic prompting by progressing toward automated and AI native systems as your organization develops its capabilities. Look for entire responsibilities AI can take over rather than using it only to make existing tasks faster. Understand the tradeoffs behind AI regulation and how approaches in the United States, European Union, and China shape innovation, risk, and control. Be intentional about human relationships as AI companions become more common and consider how technology can support rather than replace human connection.   "AI is incredibly exciting. There's so much opportunity and things you can do, and there's a lot [you] can't do still, and it's about creating that relationship and finding that balance.” — Nadav Wilf   About Nadav Wilf: Nadav Wilf is an entrepreneur, investor, and the CEO of ZeremAI, a company at the forefront of AI implementation and systems automation. With a career spanning over two decades, Nadav is a three-time founder with multiple successful exits who has dedicated his life to understanding how technology can unlock human potential. Rather than viewing AI as a replacement for human talent, Nadav approaches it as a catalyst for a high-performance culture, helping organizations restructure their workflows to reclaim massive amounts of productive time. A dynamic speaker and strategic advisor, he speaks passionately about the transition into an AI-first economy, the rise of AI agents, and how leaders can navigate the massive cultural and operational shifts of the modern workplace.   Connect with Nadav Wilf:   Website: https://zerem.ai/ LinkedIn: https://www.linkedin.com/in/nadavwilf Instagram: https://www.instagram.com/nadavwilf/       See Dean's TedTalk “Why Business Needs Intuition” here: https://www.youtube.com/watch?v=EEq9IYvgV7I Connect with Dean:YouTube: https://www.youtube.com/channel/UCgqRK8GC8jBIFYPmECUCMkwWebsite: https://www.mfileadership.com/The Mission Statement E-Newsletter: https://www.mfileadership.com/blog/LinkedIn: https://www.linkedin.com/in/deannewlund/X (Twitter): https://twitter.com/deannewlundFacebook: https://www.facebook.com/MissionFacilitators/Email: dean.newlund@mfileadership.comPhone: 1-800-926-7370 Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.

Most CEOs think their sales problems are tactical but they're leadership challenges hiding in plain sight.   What you'll learn: a) Why most "closed won" deals aren't truly wins and how this tanks customer retention b) The surprising reason 61% of buyers now prefer a rep-free experience c) How outdated funnel thinking sabotages account growth in today's looping buyer journeys   Today, Janice B Gordon, the Customer Growth Expert, explains why sales underperformance is a leadership issue and how visionary CEOs can fix it to deliver predictable, scalable growth. She reveals the real reasons deal stall, buyers disconnect, and revenue growth flatlines in modern B2B sales.   Timestamps: 00:00 Uncomfortable truths about sales 2026 04:12 Message for CEOs and Founders 08:55 Rethinking the sales process 11:29 Improving sales approach strategy 13:16 Quarterly focus over long-term growth 17:26 Addressing structural issues in sales 20:58 Evaluating Leadership Capabilities 23:34 Addressing Leadership and Capability Gaps 27:34 Sales issues and leadership discussion   Connect with Janice Book Janice to speak at your next sales or leadership event: https://janicebgordon.com LinkedIn: https://www.linkedin.com/janice-b-gordon/ Instagram: https://www.instagram.com/janicebgordon Scale Your Sales Podcast: https://scaleyoursales.co.uk/podcast Enjoy the episode? Share your takeaway in the comments and leave a review on Apple Podcasts to help more leaders discover the show.

Join the Growth Letter for weekly strategic perspectives on sustainable business growth - https://www.darrellevans.net/subscribeIn hundreds of campaign audits, we see the same three mistakes with their social ads — and it's costing them more than they realize. Today, I'll show you why Meta (Facebook/Instagram in particular) actually rewards you for having people ignore your ad (yes, you read that right), and what a $9 commercial from 1941 can teach you about a strategy you can start today for $1 a day. SUBSCRIBE & REVIEWIf you loved this episode, please take a moment to subscribe and leave a review on Apple Podcasts! Your support helps us reach more entrepreneurs who need these insights.

"To be highly effective and be a true Chief, you actually have to work at three levels: your level, the level below you and the level above you." Chief, in today's Minisode I walk you through the concept of leading at the right level, and why it's so crucial to building a track record that will supercharge your career progression. One of the conversations I have regularly with Heads of Talent, Heads of HR and CEOs is whether someone is really operating at the level their role requires. Understanding these levels will also help you build high-performance teams because you can become much clearer about what level of leader a particular role - and therefore the business - actually needs.

Group Chat News is back with the hottest news of the week On this episode we discuss: Why Manhattan Beach is what everyone thinks they're moving to when they come to LA Entering your Meta era and yelling into your sunglasses Everyone suddenly plays golf and won't stop posting about it 70% of America hates AI and the CEOs aren't helping Is scaring everyone actually the strategy? Why your power bill went up but your TV got cheaper What are you actually doing differently than your parents? Whatnot raised at $23 billion and the collectibles boom is real Inside the National, the biggest card show in America Somebody pulled a $5 million card rippin packs Your parlay is playing against a hedge fund that only needs to be right 54% of the time The boomers had discipline and nobody wants to talk about it Rented cars, split mansions, and why Instagram tells you everyone is rich but you And much more! If you enjoy the show, please leave us a 5-star review on Apple or Spotify — it helps more than you know.

When does finance become a leadership problem? For Margo Masri, it happens when CEOs don't know their numbers, hide financial information from their teams, or become the bottleneck for every decision. In this episode of the WholeCEO Podcast, Margo shares why she shifted from reactive accounting to proactive business structure—and the costly patterns she kept seeing in struggling companies. You'll learn the weekly numbers every CEO should know, how partnership structures can quietly cost you, and why financial clarity affects leadership, stress, and even health.