Podcasts about from hr

Simina Fodor: Why the 'Why' Matters—Product Owner Communication Lessons Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. The Great Product Owner: Transparency and Customer Focus This exemplary Product Owner shaped Simina's entire view of product management and even inspired her to consider a future transition to that role. Despite not having a traditional product background (coming instead from support), this PO demonstrated exceptional openness to both giving and receiving feedback. They consistently explained the logic behind decisions, sharing the "why" that motivated their priorities. What truly set them apart was bringing customer perspectives and use cases directly to the team, helping developers understand the features through the lens of personas and user scenarios. The PO's transparency extended to their own professional journey, openly sharing how they grew into the role, which created an atmosphere of continuous learning and development. The Bad Product Owner: The Ghost Commander This experienced Product Owner approached the role with a command-and-control mindset carried over from previous Project Management experience, believing that backlog grooming was "beneath them." Essentially a ghost to the team, they avoided retrospectives while issuing constantly shifting priorities with little explanation or logic. The PO would issue commands and demand immediate responses without considering consequences, creating a toxic environment that threatened to destroy team morale. Simina recommends coaching such Product Owners on agile mindset principles and seeking leadership support when necessary to prevent team deterioration. Self-reflection Question: How can you effectively bridge the gap between command-and-control Product Owners and teams seeking more transparency and collaboration? [Scrum Master Toolbox Podcast Recommends]

Simina Fodor: The Courage to Question—Signs of a Healthy Agile Team Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. For Simina, Scrum Master success goes far beyond facilitation skills – it's about what happens when you're not in the room. True success means creating a self-sustaining team that maintains healthy practices even in your absence. Simina looks for indicators like: Do team members feel safe raising concerns regularly? Can they push back with the Product Owner and offer suggestions? Do they proactively ask for the "why" behind requests instead of blindly following directions? She emphasizes that successful teams raise dependencies early in the sprint, have the courage to plan work with other teams, and handle integrations independently. The ultimate test of Scrum Master effectiveness is whether the team continues to thrive even when you step away for a few days. Self-reflection Question: What specific behaviors would indicate that your team has reached a level of self-sustainability that would allow you to step back? Featured Retrospective Format for the Week: Start/Stop/Continue Simina advocates for the simplicity of the Start/Stop/Continue retrospective format. After experimenting with numerous complex approaches, she found that sometimes the most straightforward formats yield the best results. This classic structure cuts through noise and focuses teams on what truly matters: what new practices they should begin, what isn't working and should stop, and what's effective and should continue. Simina appreciates how this format's simplicity makes it accessible and easy to follow, allowing teams to concentrate on meaningful conversation rather than getting lost in complicated retrospective mechanics. [Scrum Master Toolbox Podcast Recommends]

Simina Fodor: Building Bridges—How Cross-Department Champions Drive Agile Adoption Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Simina shares her experience leading an enterprise Agile transformation from her position in Project Management. Rather than pushing for immediate, wholesale change, she started small - seeking out interested colleagues, sharing case studies from other companies, and gradually building internal support. This patient approach took years before the organization officially embraced Agile and Scrum, but created a strong foundation of champions across departments. When business needs finally demanded faster releases and better responsiveness to change, Simina had already established a community of practice ready to support the transition. She began with a single pilot team implementing just daily standups, which then expanded into a full Agile program that ultimately facilitated her transition from Project Manager to Scrum Master. Self-reflection Question: How might building informal networks and starting with small changes create a more sustainable foundation for organizational transformation than top-down mandates? [Scrum Master Toolbox Podcast Recommends]

Simina Fodor: How Leadership Communication Can Destroy Team Morale Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Simina recounts working with a diverse, remote team on a high-visibility project to retire legacy systems under strict deadlines. The team made sacrifices, working overtime and through vacations to meet the challenging timeline. When Simina recommended team bonuses to recognize their extraordinary efforts, leadership not only rejected the request but publicly announced that overtime was simply "expected" as part of the job. This single communication destroyed the team's trust, leading to disengagement, dropped velocity, missed deadlines, and team members skipping Scrum events. Simina highlights how quickly team dynamics can collapse when leadership dismisses extra effort and fails to acknowledge team contributions. Self-reflection Question: How might you advocate for proper recognition of your team's extraordinary efforts when leadership views such work as simply expected? Featured Book of the Week: The Making of a Manager by Julie Zhuo Simina recommends "The Making of a Manager" by Julie Zhuo, a book she initially dismissed because she wasn't in a management role. However, upon reading it, she discovered numerous parallels between effective management and Scrum Mastery. The book's message that managers don't need to know all the answers resonated deeply with her, reinforcing the importance of understanding humans first before implementing processes. Despite not being an Agile-specific book, Simina found its people-focused approach incredibly valuable for her Scrum Master practice. [Scrum Master Toolbox Podcast Recommends]

Simina Fodor: From Corporate to Startup—Navigating the Scrum Implementation Gap Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. In this episode, Simina shares a critical failure story from her transition from corporate settings to a startup environment. Believing she had all the necessary tools and experience, she attempted to scale up Scrum practices too quickly with developers who weren't familiar with the framework. Instead of starting with fundamentals and understanding where team members were in their Agile journey, she made assumptions based on her corporate experience. Simina emphasizes the importance of a proper discovery phase for Scrum Masters when joining new teams, especially in dynamic startup environments where roles are still evolving and significant change is occurring. Self-reflection Question: How might your previous experiences be creating blind spots when you join a new team or organization? [Scrum Master Toolbox Podcast Recommends]

AI projects aren't just another trend—they're already reshaping workplaces in ways big and small. From HR to finance, employees are integrating AI into daily tasks, often without formal initiatives. Yet many organizations are still struggling to align teams and create a clear strategy for AI adoption. So, how can companies move from scattered, anxiety-driven adoption to a cohesive, strategic approach?In this episode, host Galen Low sits down with Ron Schmelzer, Global Head of AI Partnerships at PMI, to explore how organizations can better support AI-driven projects. They discuss what it takes to get teams on the same page, manage AI's impact on workflows, and create a mindset shift that ensures businesses thrive in this new wave of digital transformation.Resources from this episode:Join DPM MembershipSubscribe to the newsletter to get our latest articles and podcastsConnect with Ron on LinkedInCheck out Project Management Institute

Andrea Iorio shares expert insights on how AI is transforming hiring, leadership, and talent development. In this episode, he explores whether businesses should prioritize industry expertise or professionals skilled in AI-driven decision-making. Discover why AI literacy is now essential, how to balance human and technical skills, and why critical thinking remains crucial in an AI-powered workplace. From HR automation to leadership strategies, Andrea shares actionable insights to help organizations future-proof their teams. Take 5 seconds and sign up for my free newsletter:https://www.cpoplaybook.com/newsletter. You'll get a short email from me with exclusive insights, expert tips, and actionable advice from top business leaders on how to transform your people strategy, and more. SHOW INSIGHTS: https://www.cpoplaybook.com/podcast/ai-in-the-workplace CONTACT US: Share feedback: https://forms.gle/jBoWh8RmLph5Lo3H7 Sponsor us: https://forms.gle/d8Cb3hMM6LQ4cQdL8 Executive coaching or consulting services: https://www.cpoplaybook.com/contact-us Request Felicia as a Speaker: https://forms.gle/KaGQBtAzTv9tCYcM7 SUBSCRIBE: https://www.youtube.com/@feliciashakiba?sub_confirmation=1 ABOUT FELICIA SHAKIBA: Felicia Shakiba, CEO and Podcast Host at CPO PLAYBOOK, is an executive coach with over 20 years in people strategy, impacting over 200,000 employees globally. She is a Harvard Business Review Council Member, Studied at Stanford Graduate School of Business, and advises organizations in tech, healthcare, life sciences, finance, and more. Her podcast is a top ranking show worldwide. PODCAST LINKS: Website: https://www.cpoplaybook.com/podcast Apple Podcasts: https://podcasts.apple.com/us/podcast/cpo-playbook-with-felicia-shakiba/id1692423879 Spotify: https://open.spotify.com/show/1wTqXXnFfD6vWaitS8iYBe RSS: https://feeds.megaphone.fm/cpoplaybook Podcast Playlist:  https://www.youtube.com/playlist?list=PL0TewOJ3vwWFnPO_6cPX-EvNgYbn4cQXz CONNECT WITH FELICIA SHAKIBA: LinkedIn: https://www.linkedin.com/in/feliciashakiba YouTube: https://www.youtube.com/@feliciashakiba X: https://x.com/FeliciaShakiba Instagram: https://www.instagram.com/feliciashakiba/ TikTok: https://www.tiktok.com/@feliciashakiba Facebook: https://www.facebook.com/cpoplaybook

In this powerful MiCannaCast episode, Cannadave, Groovee, and Summer Sky welcome Jenna Mullins, Chief People Officer at Muha Meds, for an unfiltered conversation about breaking barriers in cannabis HR, growing a national brand, and what it really means to put people first in a fast-paced and evolving industry.Jenna shares her personal cannabis story — how Cannabis changed her life — and dives into her journey from traditional HR into the green frontier. You'll hear about the explosive growth of Muha Meds, the challenges of HR in a multi-state cannabis company, her thoughts on government policy, and yes — some wild HR stories

Retention is where companies struggle. Ryan Englin, COO of Core Matters, breaks down what it takes to keep employees, strengthen the company's reputation, and make the trades a top career choice. From HR and marketing collaboration to standout job ads and talent pipelines, we're covering the real keys to becoming an employer of choice.

Podcast Summary:In this episode of Player Driven, host Greg speaks with Emily Scahill, Head of Client Success for Games at SkillSearch, about talent acquisition in gaming, the impact of layoffs, and how studios can hire smarter. Emily shares her journey from HR to recruitment, the importance of networking, and why a holistic hiring approach is key to long-term success.Key Timestamps & Takeaways1️⃣ [01:37] From HR to Gaming Recruitment: A Non-Traditional Path Emily transitioned from HR management into recruitment, reversing the usual career trajectory. Her passion for video games led her to SkillSearch, a games and interactive tech talent agency. Takeaway: Follow your interests—they can lead to unexpected and fulfilling career paths.2️⃣ [05:22] The Hidden Challenges of Hiring & Job Fit Many candidates don't fully understand the challenges of a role before accepting it. Overhiring during COVID led to mass layoffs when demand normalized. Takeaway: Studios must think long-term when hiring, considering risks like overexpansion and retention issues.3️⃣ [10:29] Networking & Career Growth: A Game Changer Reaching out to professionals on LinkedIn can provide mentorship and industry insights. Studios and job seekers alike should leverage networking to stay ahead of trends. Takeaway: Proactive networking can open unexpected opportunities.4️⃣ [26:55] What is SkillSearch? SkillSearch helps gaming studios fill roles by providing top industry talent. They offer salary benchmarking, employer branding advice, and recruitment strategy insights. Takeaway: Companies should view recruitment agencies as strategic partners, not just headhunters.5️⃣ [32:03] How Job Seekers Can Stand Out CVs should be clear and concise, highlighting achievements in bullet points. Cover letters should be short but tailored to the role. LinkedIn is now a key job search tool—keep it professional and updated. Takeaway: Small details in presentation and outreach can make a huge difference in landing a job.Final Thoughts & Key Themes✅ Be strategic in hiring – Avoid short-term thinking.✅ Network effectively – It can lead to career-defining opportunities.✅ Optimize your job search tools – LinkedIn, resumes, and cover letters matter.✅ Stay informed – Market trends impact hiring and job security.Find Emily & SkillSearch: SkillSearch.com | LinkedIn

On today's episode, Rob Montgomery and Dr. Paul Goodman welcome back the dynamic Dr. Mark Costas, host of the Dentalpreneur Podcast, to discuss the challenges and opportunities in modern dentistry. From HR hurdles and practice ownership to DSOs and global non-profit initiatives, Mark shares his insights on recruiting and retaining top talent, adapting to post-pandemic realities, and navigating the shifting tides of practice transitions. Mark also delves into his inspiring work with Smile Outreach International, a non-profit bringing sustainable dental care to underserved communities worldwide. Tune in to hear about his innovative approach to dentistry, from managing multi-location practices to fostering mentorship and creating a legacy of giving back. EPISODE RESOURCES https://www.dentalnachos.com https://www.truedentalsuccess.com Dental Success Network Subscribe to The Dentalpreneur Podcast

Unlock the secrets of transformative rebranding with Jim Heininger, the "rebrand man" from Rebranding Experts. A brand goes beyond a name and logo—it encompasses the entire customer experience. In this discussion, we explore when businesses should consider rebranding, the differences between B2B and direct-to-consumer strategies, and how to effectively communicate value propositions to stand out in a crowded market.We also address the logistical and financial challenges of rebranding, emphasizing leadership support and organizational alignment. From HR's role in recruiting talent that aligns with the brand identity to involving financial teams early, we offer a roadmap for a cohesive internal narrative. Learn to balance costs with benefits, from updating uniforms and signage to ensuring a sustainable rebrand.Stay ahead of the curve with trends like simplifying company names and digital marketing alignment. Through compelling case studies, we underscore the importance of leadership involvement and securing employee buy-in to successfully navigate internal culture shifts. Join us for a deep dive into positioning your business for success through rebranding.----Guest Contact Information: LinkedIn:  https://www.linkedin.com/in/jimheininger/Website: https://www.rebrandingexperts.com/—-More from EWR and Matt:Leave a Review if it was content you enjoyed: https://g.page/r/CccGEk37CLosEB0/reviewFree SEO Consultation: https://www.ewrdigital.com/discovery-callOne-on-One Consulting: https://www.ewrdigital.com/digital-strategy-consulting/private-consulting-session—The Unknown Secrets of Internet Marketing podcast is a podcast hosted by Internet marketing expert Matthew Bertram. The show provides insights and advice on digital marketing, SEO, and online business. Topics covered include keyword research, content optimization, link building, local SEO, and more. The show also features interviews with industry leaders and experts who share their experiences and tips. Additionally, Matt shares his own experiences and strategies, as well as his own successes and failures, to help listeners learn from his experiences and apply the same principles to their businesses. The show is designed to help entrepreneurs and business owners become successful online and get the most out of their digital marketing efforts.Find more great episodes here: bestseopodcast.com/https://seo-podcast-the-unknown-secrets-of-internet-marketing.buzzsprout.comFollow us on:Facebook: @bestseopodcastInstagram: @thebestseopodcastTiktok: @bestseopodcastLinkedIn: @bestseopodcastPowered by: ewrdigital.comHosts: Matt Bertram Disclaimer: For Educational and Entertainment purposes Only.Support the show

This week on the Titans of Food Service podcast, Nick Portillo speaks with Mike Pilkington, CEO of KEY Sparkling Water, to discuss his diverse career journey from corporate management at Sysco Foods to entrepreneurship with Death Wish Coffee and now, KEY Sparkling Water. Mike shares insights on leadership, and resisting unionization, and underlines the importance of “beginning with the end in mind”. Listen this week as Nick and Mike discuss how strategic transitions within a company can lead to significant career advancements for entrepreneurs and the importance of surrounding oneself with like-minded and skilled individuals.Quotes"In entrepreneurship, bet on yourself, as the days of corporate loyalty are dwindling." -Mike Pilkington"To me, experiencing success is the first stage to be able to bring other people along with you." -Mike PilkingtonTIMESTAMPS(00:00) Mike Pilkington's Journey from Cisco to KEY Sparkling Water(04:41) The Journey to Sobriety and Its Unexpected Challenges(10:00) From HR to Sales Leadership at Sysco(12:12) Leadership, Change, and Personal Growth in Business(20:12) Entrepreneurial Journey from Coffee to Sparkling Water(28:18) Entrepreneurial Success Through Community and Self-BeliefRESOURCESPortillo SalesCONTACT Nick: nick.portillo@portillosales.com

Get ready to tackle the fine line between boss and friend as I address the delicate balance between the two! I share insights on navigating the line between leadership and friendship, especially in scenarios like networking events. I'll delve into the motivations behind leaders wanting to befriend employees and emphasize how to maintain professionalism while fostering positive relationships.Throughout the episode, I stress the significance of establishing clear boundaries and managing expectations with your team. From HR compliance to personal relationships, you'll learn practical tips and best practices for maintaining a friendly yet professional atmosphere. I even provide a free compliance and best practices checklist for HR audits to ensure businesses stay on track!Join me on this journey of leadership and friendship as we navigate the challenges and rewards of being the boss while navigating the line. What you'll hear in this episode:[0:00] Workplace boundaries between bosses and employees. [1:00] Being a leader and friend to employees. [2:50] Blurring lines between leadership and friendship.[8:20] HR compliance and best practices for businesses. [9:25] Balancing work and personal relationships as a leader.Listen to Similar Episodes:104. Leading with Clarity to Chart the Course of Expectations123. Is Employee Health and Well-Being Your Responsibility?138. Building a Sense of Community in Business and Beating Burnout with Candice Elliot* Connect with me on LinkedIn https://www.linkedin.com/in/jackiemkoch/* Find more information on my website peopleprinciples.co

Oh my goodness, we are back after a break and we are bringing books that made us say "I loved this book...what's wrong with me?!".From HR nightmares, crash landings and being eaten by birds, to surprise murders, Daddy kink and non consensual tattoos. These are the books that are unsuspectingly lighting up our lives and our e-readers.Happy Valentine's Day from us to you. Follow us on Instagram and show us some love with a five star review on Apple Podcasts! Buy Steph's books HERE and check out Helen's website HERE.We love you very much!

After overcoming self-doubt, Nancy founded Glass Arts Collective. A local studio that's all about crafting unique, handmade gifts. We dive into her experiences. From embracing the imperfect beauty of her creations. To building a community of fellow glass art enthusiasts. If you're into creative expression, and discovering the transformative power. Of pursuing what sets your soul on fire.That's not all – Nancy's background is as diverse as it gets. From HR to teaching; she's also, explored all 50 states. With a love for travel, and learning about different cultures. Tune in to catch her, "just do it" approach to life. Join us on this no-nonsense, creative journey with Nancy Marks. It's an episode packed with stories, insights, and a whole lot of inspiration. Be sure to check out Nancy's fused glass pass, and the option to buy. On her website, you can find her, pieces, and social's. Link provided below:https://www.glassartscollective.com/We have a magical link below with all our socials and handle so you can find us on your favorite pod spot

Ever felt like a square peg in a round hole in the stiff world of corporate life?

Mark Brooks OBE spills the beans on what's really stopping men from taking care of themselves. As the long-time leader of UK charity Mankind Initiative, he's seen firsthand how biases and stigma negatively impact men.   Mark debunks myths that men don't care about health or talking, and reveals how the system fails to meet their needs - from clinic hours to workplace support. He gives employers an action plan for supporting all staff, not just paying lip service on "Men's Health Day," stressing judgement-free cultures.   It's a wake-up call to rethink assumptions and make resources accessible to all genders on their own terms. The future of population wellness depends on understanding issues uniquely impacting half the population.   For more information on supporting health at work, head to: https://peppy.health/ or get in touch at hello@peppy.health   'Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

This week we uncover the impact of fertility issues at work. Expert Laura Carter-Penman shares insights on supporting employees through their fertility journeys. Learn how 1 in 6 couples face challenges and the importance of workplace policies. Debunk common myths around who it affects and when. Gain practical advice for starting difficult conversations with compassion. HR professionals will learn rights and resources to assist staff. Those experiencing infertility will find useful strategies shared.   For more information on supporting health at work, head to: https://peppy.health/ or get in touch at hello@peppy.health   ‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

Dr Claire Kaye, an executive career coach and former GP specialising in perimenopause and menopause in the workplace, joined us on Pep Talks to discuss pressing issues facing women in the workplace. Dr. Kaye helps debunk myths that downplay how early symptoms can start and dismisses the idea that menopause is limited to hot flushes.   She stresses the importance of support for employees going through perimenopause. Dr. Kaye's insights highlight how organisations that educate managers and adopt flexible policies can create an environment where women feel comfortable enough to discuss challenges. Her message makes clear that addressing menopause is a win-win for employee wellbeing and business performance.   For the resources mentioned by Dr Kaye in this episode, head to her website, https://www.drclairekaye.com/, or follow her on instagram, https://www.instagram.com/drclairekayecoaching/   For more information on supporting health at work, head to: https://peppy.health/ or get in touch at hello@peppy.health   ‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

Emma shares her personal journey with fertility treatment, outlining the emotional and physical toll of her IVF process.   She chose not to tell her employer at the time due to fears of failure, discrimination, and not wanting special treatment. Common misconceptions about the demands of fertility treatment are addressed, such as the myth that it only requires a few doctor visits and is easy to schedule around work. In reality, treatment can involve numerous appointments including monitoring visits, injections that must be timed correctly, and uncertainty in scheduling egg retrieval and embryo transfer dates. Tips for workplaces to support employees undergoing this process are provided, such as raising awareness of these issues, educating managers, implementing flexible policies, and normalising conversation around fertility to create an environment where employees feel comfortable disclosing their experience if they wish.   For more information on supporting health at work, head to: https://peppy.health/ or get in touch at hello@peppy.health   ‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

Menopause: The Heat is On. Peppy's largest event to date, drawing in over 5,000 registrants. Peppy is bringing much needed discussions on menopause to the global stage.   Today's panel builds on that momentum, sharing cross-cultural insights into how employers can better support women through this transition. The panel of experts explores strategies for easing the impact of menopause in workplaces internationally.   Learn how a top employer is breaking down barriers to offer high-impact menopause support with global parity. We also hear from a leading healthcare provider and national journalist on the cultural nuances around menopause, and how the menopause conversation has evolved globally.   Max Landry (Co-Founder and Co-CEO, Peppy), Laura Jackson (EMEA Health and Wellbeing Program Manager, Adobe), Alice Smellie (Co-Author, Cracking The Menopause), Dr Katie Tryon, (Director of Health Strategy, Vitality)   For more information on supporting health at work, head to: https://peppy.health/ or get in touch at hello@peppy.health   ‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

Natalie speaks about her experience with perimenopause and its impact on her work.   She describes how she began struggling with brain fog, anxiety and a loss of confidence in her early 40s and how it affected her ability to work. She didn't realise these symptoms were related to menopause at first however after speaking to Peppy helped Natalie understand her issues were caused by perimenopause. Kathy and Natalie give advice to workplaces on supporting employees during menopause by providing flexibility, education for all employees, and designating menopause champions for guidance and support.   For more information on supporting health at work, head to: https://peppy.health/ or get in touch at hello@peppy.health   ‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

Suzanne Adams and Genevieve West discuss the sensitive topic of baby loss during Baby Loss Awareness Week.   Suzanne is a practitioner at Peppy supporting those with fertility and pregnancy loss, drawing on her experience as a midwife. Genevieve is the Lead Midwife at Peppy with over 12 years' experience in midwifery units. The episode aims to dispel myths around baby loss, who it impacts, and explores the emotional effects and how workplaces can support not just mothers but partners and colleagues too. It shares real stories, demonstrating challenges faced at work after loss.   For more information on supporting health at work, head to: https://peppy.health/ or get in touch at hello@peppy.health   ‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

Lauren Lunniss, Health and wellbeing manager at BNP Paribas CIB, monitors employee health and implements supportive benefits initiatives.   She leads a number of impactful programs for BNP Paribas CIB employees navigating menopause, and encourages you to do so in your company by including menopause policies and guidelines, hosting awareness events, and providing an extensive menopause support and education pages on the company intranet.   Lauren has helped create an inclusive culture where all staff feel comfortable discussing their health needs and highlights real stories where employees' work performance and well-being improved thanks to the menopause support. Lauren gives examples for how employers can foster understanding, accommodate health changes, and retain valuable staff at all life stages.   For more information on supporting health at work, head to: https://peppy.health/ or get in touch at hello@peppy.health   ‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

Helen Lake, a urology specialist, explains how common conditions like UTIs and bladder issues affect people of all ages and genders. Helen gives tips including raising awareness, improving toilet facilities, and making bathroom breaks acceptable to discuss.   Helen addresses the impact of incontinence and offers guidance on how employers can contribute to a more supportive work environment. She highlights the crucial role of employers in fostering workplace diversity and shares practical advice on raising awareness about bladder issues.   She encourages HR professionals and employers to prioritise these often-overlooked issues, urging employers to maintain an open-minded approach to the diverse difficulties their employees may encounter. In embracing such an approach, workplaces can truly become more inclusive and supportive environments for all.   For more information on supporting health at work, head to: https://peppy.health/   ‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface.   Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need.   Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

Mridula Pore, Co-Founder and Co-CEO of Peppy shares why she started Peppy to fill gaps in care. She debunks myths, demonstrating that healthcare does impact productivity and talent by revealing the true cost (which is in the millions of pounds) incurred by health issues.   Mridula shares personal stories to highlight the importance of talking about menopause. She predicts there will be a healthcare system tipping point within two years, and how this exemplifies that healthcare is an investment not an expense.   For more information on supporting health at work, head to: https://peppy.health/ or get in touch at hello@peppy.health   ‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

Anne Howard, Lead Fertility and Women's Health nursing practitioner at Peppy provides valuable insights into PCOS and how it can impact people in the workplace.   With over 14 years of experience in fertility and women's health, Anne helps debunk common myths about PCOS. She stresses that PCOS is more common than diabetes and can affect people differently, with a wide range of physical and emotional symptoms. Anne also shares how simple steps like flexible working, healthcare benefits, and creating an understanding environment can help support those with PCOS.   Her expertise highlights the importance of recognising PCOS and providing compassionate accommodations for affected employees.   For more information on supporting health at work, head to: https://peppy.health/ or get in touch at hello@peppy.health   ‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface. Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need. Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

‘Pep talks: Health matters at work' is the podcast where we explore the essential yet often-overlooked health challenges in the workplace. From HR and benefits professionals to individuals navigating personal health struggles such as menopause, PCOS, or erectile dysfunction, our expert-led conversations go beneath the surface.   Together with industry-leading experts, we're transforming once-taboo subjects into topics you'll want to talk about. Each episode is filled with real-life stories, myth-busters and practical, actionable tips and takeaways for everyone. Whether you're an employer trying to transform your workplace culture or looking for guidance about your own health, this show will empower you with fresh perspectives and the answers you need.   Tune in for conversations that break down barriers and redefine the conversation around workplace health. Join us in reshaping the way we talk about, engage with, and support health at work, and be part of the movement that takes these essential conversations to the next level!

"The person who adopts technology first is usually the person who ends up being more successful than somebody who doesn't." -KateHave you ever found unexpected opportunities amidst the chaos and uncertainty of life?Immerse yourself in an inspiring journey with Kate Teves, a dynamic entrepreneur from Ontario, Canada, who's been through the fire and emerged stronger. In this episode, Kate shares her remarkable story of launching her business during the challenging times of COVID-19 while navigating pregnancy and uncertainties. From HR expertise to business coaching, Kate wears multiple hats with grace, uncovering the unexpected challenges and rewards of entrepreneurship. Join us as we explore her insightful perspectives on change, resilience, and the thrilling roller-coaster ride of building a business from the ground up.Episode Highlights:-Starting a business during COVID-Crisis becoming a blessing-Quality of conversations in entrepreneurship-Embracing massive change-How to look at challenges as positives-Being an open minded person-Ridiculously rewarding career coaching-Calming the mind and moving forward-The impact of AI on jobs-The importance of having a tunnel vision-AI and the future of work-Resilience of small businessesAbout Kate Teves:Kate Teves is a multifaceted professional with a diverse background as an entrepreneur, HR consultant, recruiter, coach, and business professor. As the founder of TheHRPro.ca, Kate draws on years of hands-on experience in Operations and Human Resources roles within small and medium-sized enterprises, specializing in recruitment, policy development, procedures, and compliance. Motivated by her passion for facilitating the growth of small businesses, Kate seamlessly blends her extensive expertise to provide invaluable support to enterprises during their pivotal growth stages.Find out more about KateWebsite: https://thehrpro.ca/https://theresumepro.ca/LinkedIn:https://www.linkedin.com/in/kate-teves-ba-chrp-807bb421/Subscribe and leave us a rating and reviewApple: https://podcasts.apple.com/us/podcast/the-deborah-peters-show/id1612307739Spotify: https://open.spotify.com/show/4Z3JQWX9S4LRWSE6mPOIkMYouTube: https://www.youtube.com/@TheDeborahPetersShowConnect with Deborah PetersWebsite: https://neimind.com/Facebook: https://www.facebook.com/deborah.peters.754Instagram: https://www.instagram.com/therealdeborahpeters/LinkedIn: https://www.linkedin.com/in/deborahpetersnei4change/

Dare we imagine a world where companies are driven by their compliance obligations as much as they are by their financial performance? In a progressively interconnected and fast-paced digital world, compliance matters more than ever. Non-compliance can swiftly result in reputational damage, punitive fines, and compromised stakeholder trust. As such, more organizations are beginning to embrace the importance of having mature, robust compliance programs. This episode of Corruption, Crime, and Compliance with Michael Volkov dives into NAVEX's 2023 State of Risk and Compliance report. The report delivers a comprehensive overview of the global compliance landscape and sheds light on critical trends that are reshaping the field. You'll hear him discuss:We've seen a substantial increase in organizations with mature compliance programs - 53% in 2023, compared to 38% in 2022. This is a testament to organizations worldwide waking up to the importance of compliance in their everyday operations.The power of leadership: robust leadership support is crucial when it comes to fostering a thriving compliance program. Strong board and executive-level engagement have proven instrumental in driving these changes.As the world becomes more digitized, cybersecurity threats have increased exponentially. Consequently, cybersecurity has skyrocketed to the top of compliance concerns, indicating how cyber threats and breaches have a far-reaching impact on organizations.Compliance and information security professionals are coming together like never before. This internal partnership proves crucial in managing cybersecurity risks and ensuring the safety of organizational data.The NAVEX report identified five high-stake risks that organizations should keep on their radar: cybersecurity, regulatory compliance, harassment and discrimination, anti-bribery and corruption, and diversity, equity, and inclusion. Addressing these will require diligence and strategic planning.There has been a decline in middle management's commitment to compliance compared to 2022. This dip stresses the need for targeted interventions to maintain the integrity of the compliance culture.From HR to IT, effective compliance necessitates collaboration across all levels and departments.With growing compliance demands, organizations are realizing the importance of purpose-built solutions. These platforms help manage third-party risks, policy management, and provide ethics and compliance training, making them indispensable in the modern compliance toolkit.KEY QUOTES:“So 53% stated that their organization had a mature compliance program and risk management program and that was compared to only 38% in 2022. Now that to me is a really welcome sign.” - Michael Volkov“I think perhaps the most significant finding in this area to me was that in recognition of the rising threat level from cybersecurity attacks, ransomware, data privacy ethics and compliance professionals are forging new and lasting internal partnerships with information security professionals.” - Michael Vokov“Three quarters of respondents reported that senior leaders encourage compliance in the organization, and nearly as many report that senior leaders demonstrate their commitment to compliance to employees. So it's not just words, but it's words and actions. However, there was one troubling concern, and that was with respect to middle management. …So NAVEX reported a lower commitment compared to the 2022 report with regard to middle management commitment to compliance.” - Michael VolkovResourcesMichael Volkov on LinkedIn | TwitterThe Volkov Law GroupNAVEX State of Risk and Compliance Report

In this bonus non-stop episode, Eric is joined by fellow ADHD reWired Coaches: Kat Hoyer and Kristin Marts!   You may have heard Kat Hoyer on the podcast before and her journey, first as a coaching group member in season 9 of ADHD reWired's Coaching & Accountability Groups, to becoming a peer mentor, now an ADHD reWired coach!  Want to know more about Kat?  We have ADHD reWired podcast episodes with Kat listed below!  Then, we have Kristin Marts, who you may have met or heard from in our Live Q&A episodes!  But, if you haven't heard much about Kristin, then this is the episode you need to hear!  Kristin is involved in musical theater, is a dancer by trade, is a licensed clinical social worker, and a loving mom to special-needs kids.   You'll also hear about her growth journey as a member of the coaching groups, how she started listening to ADHD reWired, and how being a dancer masked her ADHD.  Finally, you'll hear about her experiences as a peer mentor of the coaching groups, the power of flexibility, then diving into the role of a coach.   Learn More about ADHD reWired's Coaching & Accountability Groups at coachingrewired.com! Our 2023 spring season of coaching & accountability groups starts on Thursday, March 30th! ⭐️⭐️⭐️ That's coachingrewired.com to get your name added to our interest list so you can join us for our final registration event on Monday, March 27th at 10am Pacific / 1pm Eastern!  Can't make it?  Then keep an eye out for another announcement for an open-house event on Tuesday, March 27th!  Resources & Honorable Mentions: Episodes with Kat Hoyer:  Episode 175: We're Like-Brained, Not Just Like-Minded Episode 191: What You Might Not KNow about ADHD reWired Coaching Groups Episode 399: Workplace Accommodations: Do I Need to Disclose? Episode 413: From HR to ArC Episode 469: Masterminding Finishing and Creating Processes with Janelle in the Hot Seat (Part 1) - also featuring Kristin! Episode 470: Masterminding Finishing and Creating Processes with Janelle in the Hot Seat (Part 2) - also featuring Kristin! Check out the Other Podcasts on the ADHD reWired Podcast Network: ADHD Essentials with Brendan Mahan Hacking Your ADHD with Will Curb ADHD Diversified with MJ Siemens Have you heard about our Adult Study Hall Community? Go to adultstudyhall.com to join our ADHD-friendly body-doubling community! 

Part 2 of Pastor Josh McPherson's sermon on Acts Chapter 10.From HR departments across the land to school administrations and legislation, the unholy trinity of Diversity, Equity, and Inclusion has become the doctrinal backbone of the new state religion of wokeism—the secular orthodoxy that cannot be questioned or challenged. But the new woke religion is no more than new packaging on the oldest false religion, which started in Genesis 3 when the serpent said, ‘Eat and you can become like God.'In this pull-no-punches sermon, Pastor Josh brings a prophetic word exposing the attractive lie of DEI and unpacking the power of the truly diverse, equitable, and inclusive Gospel of Jesus Christ. Thanks for listening! visit www.gracecitychurch.com for more content.

 Part 1 of Pastor Josh McPherson's sermon on Acts Chapter 10. From HR departments across the land to school administrations and legislation, the unholy trinity of Diversity, Equity, and Inclusion has become the doctrinal backbone of the new state religion of wokeism—the secular orthodoxy that cannot be questioned or challenged. But the new woke religion is no more than new packaging on the oldest false religion, which started in Genesis 3 when the serpent said, ‘Eat and you can become like God.'In this pull-no-punches sermon, Pastor Josh brings a prophetic word exposing the attractive lie of DEI and unpacking the power of the truly diverse, equitable, and inclusive Gospel of Jesus Christ.Thanks for listening! visit www.gracecitychurch.com for more content.

On today's episode, Dr. Mark Costes takes us through the second half of his presentation at the 2023 Voices of Dentistry. From HR and onboarding the correct way to get to your freedom number. To get there, it's all about developing the right infrastructure for your practice. Where are you at in your framework for your business? EPISODE RESOURCES https://www.truedentalsuccess.com Dental Success Network Subscribe to The Dentalpreneur Podcast Visit the Dentalpreneur Podcast website Write a Review on iTunes

When you're running a business, it's tempting to view your employees as expendable resources. After all, you're the one taking all the risks, so you should be the one calling all the shots. But if you want to create a sustainable business, it's important to remember that your people are your most valuable asset.Susana Guerra of Legacy Vacation Resorts understood that valuing the talent and purpose in your company gives you a competitive edge. When she became Corporate Director of Talent and Purpose at Legacy Vacation Resorts, she persisted in creating a people first culture where employees are treated fairly, kindly, and equitably so that they—and the company itself—can truly thrive.Employees are valuable to a company. But what many business owners don't know is how to properly nurture and value their people's skills and abilities. If you want to find out how to unlock your employees' potential and bring success to your business, this episode is for you!3 reasons why you should listen to the full episode:Discover the importance of creating a people first culture.Learn how to put your people first through empathy, communication, and equitability.Find out why you need an employee loan program and how to implement it.Episode Highlights[03:42] From HR to Corporate Director[07:43] Steering Toward a Values Aligned Company[09:58] Challenges in Dealing with the Labor Aspect[13:21] The Power of Empathy and Effective Communication[20:35] Treating People Equitably[21:37] Why Employee Loan Programs are Important[29:24] Difficulties in Implementing a Loan Program[34:14] How to Implement Loan ProgramsEnjoyed This Podcast?Write a review and share this with your friends.Connect With The Profit Reimagined TeamReady to transform your purpose into an impactful business financial story, profit, and joy? Schedule a chat with our team.

Guest: Ben Brooks, founder and CEO of PILOT As a part of Paycom's HR Tech series, HR Break Room®'s Morgan Beard sat down with Ben Brooks, an executive coach and thought leader, for a wide-ranging conversation in Las Vegas. From HR practitioner to the founder of his own company, PILOT, Brooks taps into his expertise of career coaching to discuss the state of HR, the workplace and the future of both. “Work can be a transformative, exciting place where we meet best friends and have these transformative, amazing experiences. But it takes each one of us being a real active owner in our careers,” Brooks said. In this episode of HR Break Room, Brooks discusses the: importance of career development in regards to retention difference between the “great resignation” and “quiet quitting” blurring of work-life balance

From HR to tech startups to the Chamber of Commerce, Melanie DellaPietra does a lot for the business scene in Rochester, NY. Here are a few quick tidbits you'll learn from todays discussion:When you're networking there is an ideal size group to approach if you want to get integrated into the conversation quickly#OpenHiring is going to be the future for many industries when it comes to hiringWatch the room - whether in person or digital - find those people that you seem to be resonating with and connectIf you can't find your tribe, BUILD YOUR TRIBECheck out DisruptHRRate the podcast on iTunesConnect with me on LinkedInConnect with me on Facebook

Many of us have integrated chatbots into our website to help convert online users, but have we considered it to help support our employees? Witivio creates innovative solutions to improve employees' experience and solves the most common hassles of the Hybrid Workplace. The Marketing Manager, Selene Suau joined us to understand the value they offer their users and the different buyer personas they serve. From HR to IT, each persona needs different information and resources and Selene is working towards personalizing the website and catering to each buying journey.

This week on The Session Justin and the crew welcome Arizona Wilderness Brewing Company to the studio. Founder Jonathan Buford, Co Owner Patrick Ware, and Head of People and Culture, Johanna Lortsher are reinventing what it means to be a small brewery. By creating a blueprint for sustainability, ethical brewing and employment, and environmentally conscious sourcing, Arizona Wilderness is forging a new path for themselves and others to follow. From HR practices that seek to empower their team members to communicate their needs safely, to working with local farms and environmental groups to conserve Arizona's precious resources, these folks are pushing themselves to become better people, employers and brewers. Learn more about your ad choices. Visit megaphone.fm/adchoices

Would you have turned down $1 million severance in exchange for my voice. Go to https://crosspolitic.com/libertytour/ to follow our tour dates and go to FLFNetwork.com to join our club. Jennifer Sey Was Levi’s Brand President. She Quit So She Could Be Free. https://bariweiss.substack.com/p/yesterday-i-was-levis-brand-president?r=wjy6f “In 2008, when I was a vice president of marketing, I published a memoir about my time as an elite gymnast that focused on the dark side of the sport, specifically the degradation of children. The gymnastics community threatened me with legal action and violence. Former competitors, teammates, and coaches dismissed my story as that of a bitter loser just trying to make a buck. They called me a grifter and a liar. But Levi’s stood by me. More than that: they embraced me as a hero. Things changed when Covid hit. Early on in the pandemic, I publicly questioned whether schools had to be shut down. This didn’t seem at all controversial to me. I felt—and still do—that the draconian policies would cause the most harm to those least at risk, and the burden would fall heaviest on disadvantaged kids in public schools, who need the safety and routine of school the most.” She spoke out against COVID lockdowns and that is when the calls from corporate started coming: “In the summer of 2020, I finally got the call. “You know when you speak, you speak on behalf of the company,” our head of corporate communications told me, urging me to pipe down. I responded: “My title is not in my Twitter bio. I’m speaking as a public school mom of four kids.” But the calls kept coming. From legal. From HR. From a board member. And finally, from my boss, the CEO of the company. I explained why I felt so strongly about the issue, citing data on the safety of schools and the harms caused by virtual learning. While they didn’t try to muzzle me outright, I was told repeatedly to “think about what I was saying.” Then… In the fall of 2021, during a dinner with the CEO, I was told that I was on track to become the next CEO of Levi’s—the stock price had doubled under my leadership, and revenue had returned to pre-pandemic levels. The only thing standing in my way, he said, was me. All I had to do was stop talking about the school thing. Every day, a dossier of my tweets and all of my online interactions were sent to the CEO by the head of corporate communications. At one meeting of the executive leadership team, the CEO made an off-hand remark that I was “acting like Donald Trump.” I felt embarrassed, and turned my camera off to collect myself. In the last month, the CEO told me that it was “untenable” for me to stay. I was offered a $1 million severance package, but I knew I’d have to sign a nondisclosure agreement about why I’d been pushed out. The money would be very nice. But I just can’t do it. Sorry, Levi’s.” It is a long article, but I recommend it. Glad to see people living on conviction and not allowing their freedom to speak bought off. Sandy Hook families settle with gun maker in historic first https://abcnews.go.com/US/sandy-hook-families-settle-remington-marking-1st-time/story?id=82881639 According to ABC News: “Remington Arms agreed Tuesday to settle liability claims from the families of five adults and four children killed in the massacre at Sandy Hook Elementary School, according to a new court filing, marking the first time a gun manufacturer has been held accountable for a mass shooting in the U.S. Remington agreed to pay the families $73 million. The settlement comes over seven years after the families sued the maker of the Bushmaster XM15-E2S semiautomatic rifle that was used in the 2012 mass shooting in Newtown, Connecticut. The rifle (Adam) Lanza used was Remington’s version of the AR-15 assault rifle, which is substantially similar to the standard issue M16 military service rifle used by the U.S. Army and other nations’ armed forces, but fires only in semiautomatic mode. The families argued Remington negligently entrusted to civilian consumers an assault-style rifle that is suitable for use only by military and law enforcement personnel and violated the Connecticut Unfair Trade Practices Act through the sale or wrongful marketing of the rifle. Remington, which filed for bankruptcy protection in July 2020, had argued all of the plaintiffs’ legal theories were barred under Connecticut law and by a federal statute -- the Protection of Lawful Commerce in Arms Act -- which, with limited exceptions, immunizes firearms manufacturers, distributors and dealers from civil liability for crimes committed by third parties using their weapons.” This is a horrible settlement and sets a bad precedent. Should car manufacturing, knife companies, lawn mowing companies get sued because of the negligence of the owner? Here is the logic, if you are big pharma and pushing and emergency vaccination that was forced upon you by the government, you can’t sue the government or big pharma. But if you own a gun, someone steals that gun and uses it to shoot up a school, well Remington can get sued. Follow the logic? Prince Andrew agrees to settle sexual assault lawsuit https://abcnews.go.com/International/prince-andrew-agrees-settle-sexual-assault-lawsuit/story?id=82903190 According to ABC News. Epstein didn’t kill himself, I mean… Prince Andrew has agreed to settle a sexual assault lawsuit from Virginia Giuffre, according to a letter filed Tuesday from her lawyer David Boies. The sum of the settlement is not being disclosed, and the letter to the court says Prince Andrew "intends to make a substantial donation to Ms. Giuffre's charity in support of victims' rights." "Prince Andrew has never intended to malign Ms. Giuffre's character, and he accepts that she has suffered both as an established victim of abuse and as a result of unfair public attacks," the letter reads. "It is known that Jeffrey Epstein trafficked countless young girls over many years. Prince Andrew regrets his association with Epstein, and commends the bravery of Ms. Giuffre and other survivors in standing up for themselves and others." MORE: Prince Andrew to be deposed in civil lawsuit Giuffre had alleged that Jeffrey Epstein trafficked her to Prince Andrew, who she claimed took advantage and sexually abused her when she was under 18. Prince Andrew had repeatedly denied the allegation and attacked Giuffre's credibility and motives. Earlier this month, Prince Andrew agreed to a March deposition in this case. This came after a federal judge in New York rejected his arguments to dismiss the case in January. Giuffre and Epstein settled a civil lawsuit for $500,000 in 2009, which was the basis for Prince Andrew's argument to have the case dismissed. Democrats Framed And Spied On Trump While He Was President? I don’t believe, accept I do. But first: CWWI DNB: Cornerstone Work & Worldview Institute’s vision is to see a community of businesses, churches, mentors, and instructors working together to provide our young people options beside the credentials game of our current culture. They desire to see confident students with integrity and a godly backbone that understand all things are subject to Christ and are trained to be competent on the job. Their mission is to build Kingdom culture in the workplace by equipping their Christian students with a Trinitarian worldview and vocational competencies. Visit their website: cornerstonework.org to learn how to enroll in their program or partner with them in their mission. Democrats Framed And Spied On Trump While He Was President https://thefederalist.com/2022/02/14/special-counsel-democrats-framed-and-spied-on-trump-while-he-was-president/ Margot Cleveland over at the Federalist writes: “Enemies of Donald Trump surveilled the internet traffic at Trump Tower, at his New York City apartment building, and later at the executive office of the president of the United States, then fed disinformation about that traffic to intelligence agencies hoping to frame Trump as a Russia-connected stooge. A tangential filing on Friday in the criminal case against former Hillary Clinton campaign lawyer Michael Sussmann revealed these new details uncovered by Special Counsel John Durham’s investigation. The revelation came in the middle of a 13-page motion Durham’s prosecutors filed in the criminal case against Sussmann. The special counsel’s office charged Sussmann in September 2021, in a one-count indictment of lying to James Baker during a meeting Sussmann had with the then-FBI general counsel in the weeks leading up to the 2016 election. Special Council “Durham began with the charge, noting as “factual background” that Sussmann, while serving as counsel to the Clinton campaign, met with FBI General Counsel Baker at FBI headquarters and provided Baker “purported data and ‘white papers’ that allegedly demonstrated a covert communications channel between the Trump Organization and a Russian-based bank.” According to the motion, Joffe did more than have his associates mine internet traffic at Trump Tower, Trump’s residential apartment building, and the executive office of the president of the United States—he gave that data to Sussmann, who provided it to the CIA during a February 9, 2017 meeting. During that meeting, Sussmann gave the CIA “data which he claimed reflected purportedly suspicious DNS lookups by Trump Tower, Trump’s residential apartment building, the EOP, and a healthcare provider, of internet protocol or IP addresses affiliated with a Russian mobile phone provided.” According to Friday’s motion, Sussmann told the CIA during this meeting “that these lookups demonstrated that Trump and/or his associates were using supposedly rare, Russian-made wireless phones in the vicinity of the White House and other locations.”” Trump issued a statement: “declaring “the latest pleading from Special Counsel Robert Durham provides indisputable evidence that my campaign and presidency were spied on by operatives paid by the Hillary Clinton Campaign in an effort to develop a completely fabricated connection to Russia.” “This is a scandal far greater in scope and magnitude than Watergate,” Trump continued, adding that “those who were involved in and knew about this spying operation should be subject to criminal prosecution.”” Commie Blackface Trudeau actually admires China…not surprising. Roll Clip: https://twitter.com/RapidFire_Pod/status/1493413794554564615?s=20&t=pQbzaO9O5805fgU3xiEdjQ Protesters Double Down After Trudeau Invokes Unprecedented Emergency Powers, Threatens Bank Accounts https://www.dailywire.com/news/exclusive-these-very-powers-are-why-we-are-here-canadian-protesters-dig-their-heels-in-against-trudeaus-crackdown According to the Daily Wire: Trudeau announced in a press conference Monday afternoon that he was authorizing the federal government’s use of the Emergencies Act, a law passed in the late 1980s to take the place of the War Measures Act. The act strengthens Canadian law enforcements’ ability to fine and imprison violators and ensures the operation of “essential services” such as towing rigs, Trudeau said during his press conference. It also empowers banks and financial institutions to freeze the accounts of any person or business suspected of being involved with an “illegal blockade.” David Paisley said “No one really cares about any new announcement. I mean the police have been breaking the law long before any emergency power. They were taking our fuel away. They were arresting people for purely having jerry cans or having empty tanks of fuel,” he said. “They’ve already been doing these ‘emergency powers’ and all it does is make people dig their heels in more,” Paisley added. “The irony … is that these very powers and threats are why we are here.” Paisley goes onto say: “[The Trudeau government] underestimated the determination and the intelligence of those here, and so everyone still here on the ground, they’re basically willing to give their lives for this – peacefully of course,” Paisley said. “They’re prepared to drain every last dollar, even from frozen bank accounts,” he added later. “You come and sit in the driver’s seat for a few hours and you’ll be able to fill up your wallet again. It’s incredible. People are just handing you fifties, hundreds, packs of hundreds. A friend of mine received a Bible and when he opened it up it had 500 cash inside the bible,” Paisley said. “The more the government tries to stomp this out, the more and more it causes people to rise up and say ‘this is wrong, and I side with these truckers,’” he said. “These steps from the government have simply hardened the determination of the great men and women down here, so I’m not really concerned at all. We’ll have lots of new friends when we all get tossed in prison together.” Closing This is Gabriel Rench with Crosspolitic News. Support Rowdy Christian media by joining our club at fightlaughfeast.com, downloading our App, and head to our annual Fight Laugh Feast Events. With your partnership, together we will fight outdated and compromised media, engage news and politics with the gospel, and replace lies and darkness with truth and light. Go to fightlaughfeast.com to take all these actions. Have a great day. Lord bless

Would you have turned down $1 million severance in exchange for my voice. Go to https://crosspolitic.com/libertytour/ to follow our tour dates and go to FLFNetwork.com to join our club. Jennifer Sey Was Levi’s Brand President. She Quit So She Could Be Free. https://bariweiss.substack.com/p/yesterday-i-was-levis-brand-president?r=wjy6f “In 2008, when I was a vice president of marketing, I published a memoir about my time as an elite gymnast that focused on the dark side of the sport, specifically the degradation of children. The gymnastics community threatened me with legal action and violence. Former competitors, teammates, and coaches dismissed my story as that of a bitter loser just trying to make a buck. They called me a grifter and a liar. But Levi’s stood by me. More than that: they embraced me as a hero. Things changed when Covid hit. Early on in the pandemic, I publicly questioned whether schools had to be shut down. This didn’t seem at all controversial to me. I felt—and still do—that the draconian policies would cause the most harm to those least at risk, and the burden would fall heaviest on disadvantaged kids in public schools, who need the safety and routine of school the most.” She spoke out against COVID lockdowns and that is when the calls from corporate started coming: “In the summer of 2020, I finally got the call. “You know when you speak, you speak on behalf of the company,” our head of corporate communications told me, urging me to pipe down. I responded: “My title is not in my Twitter bio. I’m speaking as a public school mom of four kids.” But the calls kept coming. From legal. From HR. From a board member. And finally, from my boss, the CEO of the company. I explained why I felt so strongly about the issue, citing data on the safety of schools and the harms caused by virtual learning. While they didn’t try to muzzle me outright, I was told repeatedly to “think about what I was saying.” Then… In the fall of 2021, during a dinner with the CEO, I was told that I was on track to become the next CEO of Levi’s—the stock price had doubled under my leadership, and revenue had returned to pre-pandemic levels. The only thing standing in my way, he said, was me. All I had to do was stop talking about the school thing. Every day, a dossier of my tweets and all of my online interactions were sent to the CEO by the head of corporate communications. At one meeting of the executive leadership team, the CEO made an off-hand remark that I was “acting like Donald Trump.” I felt embarrassed, and turned my camera off to collect myself. In the last month, the CEO told me that it was “untenable” for me to stay. I was offered a $1 million severance package, but I knew I’d have to sign a nondisclosure agreement about why I’d been pushed out. The money would be very nice. But I just can’t do it. Sorry, Levi’s.” It is a long article, but I recommend it. Glad to see people living on conviction and not allowing their freedom to speak bought off. Sandy Hook families settle with gun maker in historic first https://abcnews.go.com/US/sandy-hook-families-settle-remington-marking-1st-time/story?id=82881639 According to ABC News: “Remington Arms agreed Tuesday to settle liability claims from the families of five adults and four children killed in the massacre at Sandy Hook Elementary School, according to a new court filing, marking the first time a gun manufacturer has been held accountable for a mass shooting in the U.S. Remington agreed to pay the families $73 million. The settlement comes over seven years after the families sued the maker of the Bushmaster XM15-E2S semiautomatic rifle that was used in the 2012 mass shooting in Newtown, Connecticut. The rifle (Adam) Lanza used was Remington’s version of the AR-15 assault rifle, which is substantially similar to the standard issue M16 military service rifle used by the U.S. Army and other nations’ armed forces, but fires only in semiautomatic mode. The families argued Remington negligently entrusted to civilian consumers an assault-style rifle that is suitable for use only by military and law enforcement personnel and violated the Connecticut Unfair Trade Practices Act through the sale or wrongful marketing of the rifle. Remington, which filed for bankruptcy protection in July 2020, had argued all of the plaintiffs’ legal theories were barred under Connecticut law and by a federal statute -- the Protection of Lawful Commerce in Arms Act -- which, with limited exceptions, immunizes firearms manufacturers, distributors and dealers from civil liability for crimes committed by third parties using their weapons.” This is a horrible settlement and sets a bad precedent. Should car manufacturing, knife companies, lawn mowing companies get sued because of the negligence of the owner? Here is the logic, if you are big pharma and pushing and emergency vaccination that was forced upon you by the government, you can’t sue the government or big pharma. But if you own a gun, someone steals that gun and uses it to shoot up a school, well Remington can get sued. Follow the logic? Prince Andrew agrees to settle sexual assault lawsuit https://abcnews.go.com/International/prince-andrew-agrees-settle-sexual-assault-lawsuit/story?id=82903190 According to ABC News. Epstein didn’t kill himself, I mean… Prince Andrew has agreed to settle a sexual assault lawsuit from Virginia Giuffre, according to a letter filed Tuesday from her lawyer David Boies. The sum of the settlement is not being disclosed, and the letter to the court says Prince Andrew "intends to make a substantial donation to Ms. Giuffre's charity in support of victims' rights." "Prince Andrew has never intended to malign Ms. Giuffre's character, and he accepts that she has suffered both as an established victim of abuse and as a result of unfair public attacks," the letter reads. "It is known that Jeffrey Epstein trafficked countless young girls over many years. Prince Andrew regrets his association with Epstein, and commends the bravery of Ms. Giuffre and other survivors in standing up for themselves and others." MORE: Prince Andrew to be deposed in civil lawsuit Giuffre had alleged that Jeffrey Epstein trafficked her to Prince Andrew, who she claimed took advantage and sexually abused her when she was under 18. Prince Andrew had repeatedly denied the allegation and attacked Giuffre's credibility and motives. Earlier this month, Prince Andrew agreed to a March deposition in this case. This came after a federal judge in New York rejected his arguments to dismiss the case in January. Giuffre and Epstein settled a civil lawsuit for $500,000 in 2009, which was the basis for Prince Andrew's argument to have the case dismissed. Democrats Framed And Spied On Trump While He Was President? I don’t believe, accept I do. But first: CWWI DNB: Cornerstone Work & Worldview Institute’s vision is to see a community of businesses, churches, mentors, and instructors working together to provide our young people options beside the credentials game of our current culture. They desire to see confident students with integrity and a godly backbone that understand all things are subject to Christ and are trained to be competent on the job. Their mission is to build Kingdom culture in the workplace by equipping their Christian students with a Trinitarian worldview and vocational competencies. Visit their website: cornerstonework.org to learn how to enroll in their program or partner with them in their mission. Democrats Framed And Spied On Trump While He Was President https://thefederalist.com/2022/02/14/special-counsel-democrats-framed-and-spied-on-trump-while-he-was-president/ Margot Cleveland over at the Federalist writes: “Enemies of Donald Trump surveilled the internet traffic at Trump Tower, at his New York City apartment building, and later at the executive office of the president of the United States, then fed disinformation about that traffic to intelligence agencies hoping to frame Trump as a Russia-connected stooge. A tangential filing on Friday in the criminal case against former Hillary Clinton campaign lawyer Michael Sussmann revealed these new details uncovered by Special Counsel John Durham’s investigation. The revelation came in the middle of a 13-page motion Durham’s prosecutors filed in the criminal case against Sussmann. The special counsel’s office charged Sussmann in September 2021, in a one-count indictment of lying to James Baker during a meeting Sussmann had with the then-FBI general counsel in the weeks leading up to the 2016 election. Special Council “Durham began with the charge, noting as “factual background” that Sussmann, while serving as counsel to the Clinton campaign, met with FBI General Counsel Baker at FBI headquarters and provided Baker “purported data and ‘white papers’ that allegedly demonstrated a covert communications channel between the Trump Organization and a Russian-based bank.” According to the motion, Joffe did more than have his associates mine internet traffic at Trump Tower, Trump’s residential apartment building, and the executive office of the president of the United States—he gave that data to Sussmann, who provided it to the CIA during a February 9, 2017 meeting. During that meeting, Sussmann gave the CIA “data which he claimed reflected purportedly suspicious DNS lookups by Trump Tower, Trump’s residential apartment building, the EOP, and a healthcare provider, of internet protocol or IP addresses affiliated with a Russian mobile phone provided.” According to Friday’s motion, Sussmann told the CIA during this meeting “that these lookups demonstrated that Trump and/or his associates were using supposedly rare, Russian-made wireless phones in the vicinity of the White House and other locations.”” Trump issued a statement: “declaring “the latest pleading from Special Counsel Robert Durham provides indisputable evidence that my campaign and presidency were spied on by operatives paid by the Hillary Clinton Campaign in an effort to develop a completely fabricated connection to Russia.” “This is a scandal far greater in scope and magnitude than Watergate,” Trump continued, adding that “those who were involved in and knew about this spying operation should be subject to criminal prosecution.”” Commie Blackface Trudeau actually admires China…not surprising. Roll Clip: https://twitter.com/RapidFire_Pod/status/1493413794554564615?s=20&t=pQbzaO9O5805fgU3xiEdjQ Protesters Double Down After Trudeau Invokes Unprecedented Emergency Powers, Threatens Bank Accounts https://www.dailywire.com/news/exclusive-these-very-powers-are-why-we-are-here-canadian-protesters-dig-their-heels-in-against-trudeaus-crackdown According to the Daily Wire: Trudeau announced in a press conference Monday afternoon that he was authorizing the federal government’s use of the Emergencies Act, a law passed in the late 1980s to take the place of the War Measures Act. The act strengthens Canadian law enforcements’ ability to fine and imprison violators and ensures the operation of “essential services” such as towing rigs, Trudeau said during his press conference. It also empowers banks and financial institutions to freeze the accounts of any person or business suspected of being involved with an “illegal blockade.” David Paisley said “No one really cares about any new announcement. I mean the police have been breaking the law long before any emergency power. They were taking our fuel away. They were arresting people for purely having jerry cans or having empty tanks of fuel,” he said. “They’ve already been doing these ‘emergency powers’ and all it does is make people dig their heels in more,” Paisley added. “The irony … is that these very powers and threats are why we are here.” Paisley goes onto say: “[The Trudeau government] underestimated the determination and the intelligence of those here, and so everyone still here on the ground, they’re basically willing to give their lives for this – peacefully of course,” Paisley said. “They’re prepared to drain every last dollar, even from frozen bank accounts,” he added later. “You come and sit in the driver’s seat for a few hours and you’ll be able to fill up your wallet again. It’s incredible. People are just handing you fifties, hundreds, packs of hundreds. A friend of mine received a Bible and when he opened it up it had 500 cash inside the bible,” Paisley said. “The more the government tries to stomp this out, the more and more it causes people to rise up and say ‘this is wrong, and I side with these truckers,’” he said. “These steps from the government have simply hardened the determination of the great men and women down here, so I’m not really concerned at all. We’ll have lots of new friends when we all get tossed in prison together.” Closing This is Gabriel Rench with Crosspolitic News. Support Rowdy Christian media by joining our club at fightlaughfeast.com, downloading our App, and head to our annual Fight Laugh Feast Events. With your partnership, together we will fight outdated and compromised media, engage news and politics with the gospel, and replace lies and darkness with truth and light. Go to fightlaughfeast.com to take all these actions. Have a great day. Lord bless

Would you have turned down $1 million severance in exchange for my voice. Go to https://crosspolitic.com/libertytour/ to follow our tour dates and go to FLFNetwork.com to join our club. Jennifer Sey Was Levi’s Brand President. She Quit So She Could Be Free.https://bariweiss.substack.com/p/yesterday-i-was-levis-brand-president?r=wjy6f “In 2008, when I was a vice president of marketing, I published a memoir about my time as an elite gymnast that focused on the dark side of the sport, specifically the degradation of children. The gymnastics community threatened me with legal action and violence. Former competitors, teammates, and coaches dismissed my story as that of a bitter loser just trying to make a buck. They called me a grifter and a liar. But Levi’s stood by me. More than that: they embraced me as a hero. Things changed when Covid hit. Early on in the pandemic, I publicly questioned whether schools had to be shut down. This didn’t seem at all controversial to me. I felt—and still do—that the draconian policies would cause the most harm to those least at risk, and the burden would fall heaviest on disadvantaged kids in public schools, who need the safety and routine of school the most.” She spoke out against COVID lockdowns and that is when the calls from corporate started coming: “In the summer of 2020, I finally got the call. “You know when you speak, you speak on behalf of the company,” our head of corporate communications told me, urging me to pipe down. I responded: “My title is not in my Twitter bio. I’m speaking as a public school mom of four kids.” But the calls kept coming. From legal. From HR. From a board member. And finally, from my boss, the CEO of the company. I explained why I felt so strongly about the issue, citing data on the safety of schools and the harms caused by virtual learning. While they didn’t try to muzzle me outright, I was told repeatedly to “think about what I was saying.” Then…In the fall of 2021, during a dinner with the CEO, I was told that I was on track to become the next CEO of Levi’s—the stock price had doubled under my leadership, and revenue had returned to pre-pandemic levels. The only thing standing in my way, he said, was me. All I had to do was stop talking about the school thing. Every day, a dossier of my tweets and all of my online interactions were sent to the CEO by the head of corporate communications. At one meeting of the executive leadership team, the CEO made an off-hand remark that I was “acting like Donald Trump.” I felt embarrassed, and turned my camera off to collect myself. In the last month, the CEO told me that it was “untenable” for me to stay. I was offered a $1 million severance package, but I knew I’d have to sign a nondisclosure agreement about why I’d been pushed out. The money would be very nice. But I just can’t do it. Sorry, Levi’s.” It is a long article, but I recommend it. Glad to see people living on conviction and not allowing their freedom to speak bought off. Sandy Hook families settle with gun maker in historic firsthttps://abcnews.go.com/US/sandy-hook-families-settle-remington-marking-1st-time/story?id=82881639 According to ABC News:“Remington Arms agreed Tuesday to settle liability claims from the families of five adults and four children killed in the massacre at Sandy Hook Elementary School, according to a new court filing, marking the first time a gun manufacturer has been held accountable for a mass shooting in the U.S. Remington agreed to pay the families $73 million. The settlement comes over seven years after the families sued the maker of the Bushmaster XM15-E2S semiautomatic rifle that was used in the 2012 mass shooting in Newtown, Connecticut. The rifle (Adam) Lanza used was Remington’s version of the AR-15 assault rifle, which is substantially similar to the standard issue M16 military service rifle used by the U.S. Army and other nations’ armed forces, but fires only in semiautomatic mode. The families argued Remington negligently entrusted to civilian consumers an assault-style rifle that is suitable for use only by military and law enforcement personnel and violated the Connecticut Unfair Trade Practices Act through the sale or wrongful marketing of the rifle. Remington, which filed for bankruptcy protection in July 2020, had argued all of the plaintiffs’ legal theories were barred under Connecticut law and by a federal statute -- the Protection of Lawful Commerce in Arms Act -- which, with limited exceptions, immunizes firearms manufacturers, distributors and dealers from civil liability for crimes committed by third parties using their weapons.” This is a horrible settlement and sets a bad precedent. Should car manufacturing, knife companies, lawn mowing companies get sued because of the negligence of the owner? Here is the logic, if you are big pharma and pushing and emergency vaccination that was forced upon you by the government, you can’t sue the government or big pharma. But if you own a gun, someone steals that gun and uses it to shoot up a school, well Remington can get sued. Follow the logic? Prince Andrew agrees to settle sexual assault lawsuithttps://abcnews.go.com/International/prince-andrew-agrees-settle-sexual-assault-lawsuit/story?id=82903190 According to ABC News. Epstein didn’t kill himself, I mean…Prince Andrew has agreed to settle a sexual assault lawsuit from Virginia Giuffre, according to a letter filed Tuesday from her lawyer David Boies. The sum of the settlement is not being disclosed, and the letter to the court says Prince Andrew "intends to make a substantial donation to Ms. Giuffre's charity in support of victims' rights." "Prince Andrew has never intended to malign Ms. Giuffre's character, and he accepts that she has suffered both as an established victim of abuse and as a result of unfair public attacks," the letter reads. "It is known that Jeffrey Epstein trafficked countless young girls over many years. Prince Andrew regrets his association with Epstein, and commends the bravery of Ms. Giuffre and other survivors in standing up for themselves and others." MORE: Prince Andrew to be deposed in civil lawsuitGiuffre had alleged that Jeffrey Epstein trafficked her to Prince Andrew, who she claimed took advantage and sexually abused her when she was under 18. Prince Andrew had repeatedly denied the allegation and attacked Giuffre's credibility and motives. Earlier this month, Prince Andrew agreed to a March deposition in this case. This came after a federal judge in New York rejected his arguments to dismiss the case in January. Giuffre and Epstein settled a civil lawsuit for $500,000 in 2009, which was the basis for Prince Andrew's argument to have the case dismissed. Democrats Framed And Spied On Trump While He Was President? I don’t believe, accept I do. But first: CWWI DNB:Cornerstone Work & Worldview Institute’s vision is to see a community of businesses, churches, mentors, and instructors working together to provide our young people options beside the credentials game of our current culture. They desire to see confident students with integrity and a godly backbone that understand all things are subject to Christ and are trained to be competent on the job. Their mission is to build Kingdom culture in the workplace by equipping their Christian students with a Trinitarian worldview and vocational competencies. Visit their website: cornerstonework.org to learn how to enroll in their program or partner with them in their mission.Democrats Framed And Spied On Trump While He Was Presidenthttps://thefederalist.com/2022/02/14/special-counsel-democrats-framed-and-spied-on-trump-while-he-was-president/ Margot Cleveland over at the Federalist writes: “Enemies of Donald Trump surveilled the internet traffic at Trump Tower, at his New York City apartment building, and later at the executive office of the president of the United States, then fed disinformation about that traffic to intelligence agencies hoping to frame Trump as a Russia-connected stooge. A tangential filing on Friday in the criminal case against former Hillary Clinton campaign lawyer Michael Sussmann revealed these new details uncovered by Special Counsel John Durham’s investigation. The revelation came in the middle of a 13-page motion Durham’s prosecutors filed in the criminal case against Sussmann. The special counsel’s office charged Sussmann in September 2021, in a one-count indictment of lying to James Baker during a meeting Sussmann had with the then-FBI general counsel in the weeks leading up to the 2016 election. Special Council “Durham began with the charge, noting as “factual background” that Sussmann, while serving as counsel to the Clinton campaign, met with FBI General Counsel Baker at FBI headquarters and provided Baker “purported data and ‘white papers’ that allegedly demonstrated a covert communications channel between the Trump Organization and a Russian-based bank.” According to the motion, Joffe did more than have his associates mine internet traffic at Trump Tower, Trump’s residential apartment building, and the executive office of the president of the United States—he gave that data to Sussmann, who provided it to the CIA during a February 9, 2017 meeting. During that meeting, Sussmann gave the CIA “data which he claimed reflected purportedly suspicious DNS lookups by Trump Tower, Trump’s residential apartment building, the EOP, and a healthcare provider, of internet protocol or IP addresses affiliated with a Russian mobile phone provided.” According to Friday’s motion, Sussmann told the CIA during this meeting “that these lookups demonstrated that Trump and/or his associates were using supposedly rare, Russian-made wireless phones in the vicinity of the White House and other locations.”” Trump issued a statement: “declaring “the latest pleading from Special Counsel Robert Durham provides indisputable evidence that my campaign and presidency were spied on by operatives paid by the Hillary Clinton Campaign in an effort to develop a completely fabricated connection to Russia.” “This is a scandal far greater in scope and magnitude than Watergate,” Trump continued, adding that “those who were involved in and knew about this spying operation should be subject to criminal prosecution.””Commie Blackface Trudeau actually admires China…not surprising. Roll Clip:https://twitter.com/RapidFire_Pod/status/1493413794554564615?s=20&t=pQbzaO9O5805fgU3xiEdjQ Protesters Double Down After Trudeau Invokes Unprecedented Emergency Powers, Threatens Bank Accountshttps://www.dailywire.com/news/exclusive-these-very-powers-are-why-we-are-here-canadian-protesters-dig-their-heels-in-against-trudeaus-crackdownAccording to the Daily Wire:Trudeau announced in a press conference Monday afternoon that he was authorizing the federal government’s use of the Emergencies Act, a law passed in the late 1980s to take the place of the War Measures Act. The act strengthens Canadian law enforcements’ ability to fine and imprison violators and ensures the operation of “essential services” such as towing rigs, Trudeau said during his press conference. It also empowers banks and financial institutions to freeze the accounts of any person or business suspected of being involved with an “illegal blockade.” David Paisley said “No one really cares about any new announcement. I mean the police have been breaking the law long before any emergency power. They were taking our fuel away. They were arresting people for purely having jerry cans or having empty tanks of fuel,” he said. “They’ve already been doing these ‘emergency powers’ and all it does is make people dig their heels in more,” Paisley added. “The irony … is that these very powers and threats are why we are here.” Paisley goes onto say: “[The Trudeau government] underestimated the determination and the intelligence of those here, and so everyone still here on the ground, they’re basically willing to give their lives for this – peacefully of course,” Paisley said. “They’re prepared to drain every last dollar, even from frozen bank accounts,” he added later. “You come and sit in the driver’s seat for a few hours and you’ll be able to fill up your wallet again. It’s incredible. People are just handing you fifties, hundreds, packs of hundreds. A friend of mine received a Bible and when he opened it up it had 500 cash inside the bible,” Paisley said. “The more the government tries to stomp this out, the more and more it causes people to rise up and say ‘this is wrong, and I side with these truckers,’” he said. “These steps from the government have simply hardened the determination of the great men and women down here, so I’m not really concerned at all. We’ll have lots of new friends when we all get tossed in prison together.” ClosingThis is Gabriel Rench with Crosspolitic News. Support Rowdy Christian media by joining our club at fightlaughfeast.com, downloading our App, and head to our annual Fight Laugh Feast Events. With your partnership, together we will fight outdated and compromised media, engage news and politics with the gospel, and replace lies and darkness with truth and light. Go to fightlaughfeast.com to take all these actions. Have a great day. Lord bless

In this episode: [00:50] Jim Cuene Introduction[2:40] Jim talks about what inspired him to start his own consultancy[4:00] Jim talks about the vision of his consulting company, Fahren[5:45] How does Jim define digital transformation?[7:40] Technology is the key enabler[8:20] What's the biggest upside to undergoing digital transformation for (big and small) companies?[9:35] “Large organizations need an outside stimulus to drive digital transformation.” Jim comments on where the real change can take place and the importance of leveraging outside partners in large organizations[11:50] Jim talks about how Fahren evolved over time to serve its clients[13:10] The last 18 months have been challenging to business leaders. Jim talks about shifts he's seen within his clients due to the pandemic. How are companies creating breakthroughs or transforming their digital processes?[14:40] Fahren is a kind of “B2B2C” company. Jim discusses creating a more streamlined consumer experience with digital.[15:51] Jim speaks to how Fahren helps organizations set up digital marketing team structures, leveraging human resources, and goes deep on driving organizational change.[19:25] What is Jim doing as Fahren's leader to drive change? How does Jim coach clients to drive change?[22:00] Jim looks at mass career changes in today's hiring market, why top talent are choosing meaningful work and embracing innovation. [23:00] What advice does Jim have for marketers wanting to become digital leaders?[25:30] Rapid Fire! Quick questions and fast answers with Jim Cuene[27:35] How does Jim stay current on all things digital? He spends an hour per day reading or listening to tech, marketing, and business content.[29:00] Jim talks about the future of digital and what he sees as the next big thing.[31:30] Kathy and Gino's Key TakeawaysLinks & Resources:Stratechery – Tech Blog & PodcastNot Boring by Packy McCormick – Business strategy & investingWaxy by Andy Baio – Internet BlogTechMeme – Technology NewsFollow Jim on Twitter: @jcueneLinkedInVisit FahrenKathy & Gino's Key Takeaways:-Digital transformation (DT) is about streamlining the customer's experience with your product or services. It's about making products easier to find, understand and buy. It takes a team effort (From HR to IT to Marketing) to pull off DT successfully. -DT happens at an organization's cultural center and not at the technology level (though tech is the key enabler). It's about changing how you do what you do. The middle management of a large company can often jumpstart the digital transformation process because they have a pulse on what's really going on across departments and teams.-Large organizations need outside partners/a third party who can bring new ideas, perspectives, and practices. Outside partners (like Jim's company Fahren) can deliver hard truths about what an organization can do better, help identify blind spots and empower middle management to make those changes. Hard truths are easier to hear from experts outside the “family.” -Jim's Leadership Stack: Look around at trends and write it down to process your thoughts, help your employees find out what they want to do and empower them to do it, put your team together to maximize talent, coach employees using honest but encouraging feedback.-DT requires balancing slow leadership with fast action. Steady leadership is necessary to create organizational buy-in; consider the angles before working with middle management and doers to get digital transformation over the finish line quickly. Today's business leaders must sustain the energy for change in their organizations and lead with empathy. -There's never been a better time to be a marketer than right now! Though we are emotionally tired (due to the pandemic), we're intellectually stimulated. People are ready to do new things and have a strong appetite for doing meaningful work. Stay curious.  

ZoomInfo the go-to-market intelligence solution, today announced the general availability of the ZoomInfo Recruiter platform. ZoomInfo Recruiter is built specifically for recruiting teams to identify, target, and connect with top talent so they can fill open requisitions with the right individuals quickly and efficiently. Through the platform, staffing agencies, executive recruiters, corporate recruiters, and sourcers can uncover data such as work history, educational background, and department organizational charts to better understand candidates' managerial, functional, and technical experience. Recruiters can apply preset filters in order to focus on specific initiatives, including diversity, equity, and inclusion. “ZoomInfo Recruiter gives recruiters an edge in identifying hard-to-find candidates,” said Henry Schuck, ZoomInfo Founder and CEO. “Recruiters can easily automate their identification of and outreach to candidates. In an increasingly competitive hiring environment, ZoomInfo Recruiter provides talent acquisition and recruiting teams with the data, insights, and technology they need to source, engage with, and hire ideal talent faster.” https://hrtechfeed.com/zoominfo-releases-zoominfo-recruiter/ ResumeSieve the resume scoring platform is on a mission to disrupt traditional recruiting practices by putting innovative tools in the hands of those who are doing the hard work of recruiting. They recently  launched a crowdfunding which provides anyone to invest with as little as a $100 commitment. They are asking for your support and invite you to check out our campaign page! On wefunder.com Post on social media – Share wefunder.com/resumesieve.inc  Invest – Opportunities start at just $100 and you get perks for investing more https://hrtechfeed.com/the-resume-sieve-launches-crowdfunding-campaign/ Visier, the globally recognized leader in people analytics and planning, has raised $125M in Series E funding led by Goldman Sachs Asset Management (Goldman Sachs) at a valuation exceeding $1B USD.  This investment signals a historic moment in the growth of the people analytics market, with Visier becoming the first independent vendor in the space to reach a $1 billion valuation.   “There is unprecedented demand for companies to better understand the people within their organizations,” said Ryan Wong, CEO of Visier. “From HR leaders to people managers and executives, having insight into a workforce is critical for delivering the right outcomes for the business, the employee, the customer, and a fair and just society.”  To spearhead this new era of people analytics, Visier will use the funding to extend and accelerate product development and international go to market expansion.  https://hrtechfeed.com/visier-announces-125m-series-e-for-people-analytics-platform/ RepVue, the world's leading sales organization ratings platform, has raised $1 million in a series seed funding round led by Knoll Ventures with participation from Alerion Ventures. The funding round validates and strengthens RepVue's mission of driving transparency in sales organizations and enabling sales professionals to discover and engage with career opportunities that best fit their skills and experience. After coming out of a beta period at the beginning of 2020, RepVue has now received more than 16,500 ratings of the world's most well known sales organizations. More than 50% of these ratings have come in 2021, further establishing RepVue as the largest and fastest growing B2B sales organization ratings platform in the world. “RepVue was born out of a specific mission to deliver transparency into what it's really like to work inside the world's most well known sales organizations, enabling sales professionals to navigate their careers much more efficiently and confidently.” According to Ryan Walsh, founder and CEO of RepVue. “The status quo in sales recruiting is simply not working. We're able to harness the collective intelligence and insights of tens of thousands of b2b sales professionals to not only pull the curtains back on the true selling environment of these sales orgs, but also enable sales professionals to directly engage with career opportunities through our platform.” https://hrtechfeed.com/sales-talent-platform-raises-1-million-in-funding/ TopFunnel, an AI-powered recruiting startup that high-growth companies use to scale, has announced the acquisition of Teamable to supercharge referral-based recruiting.  Teamable is the employee referral platform that transforms social networks into high-performance talent pools. Since TopFunnel was founded in 2017 to empower both recruiters and employees through the talent acquisition process, it has rapidly become the secret weapon that high-growth companies like Plaid, Rubrik, Noom, and InVision have relied on to scale their teams. TopFunnel's AI-driven approach automates much of the recruiting process, helping to source the right candidates for the right roles — and send them the right message.  Similarly, Teamable's referral software aggregates employees' contacts from their social and professional networks to provide recruiters with a more focused group of potential candidates. The combined platform will help deliver even better recruiting recommendations, and each product will also continue to be available on a standalone basis.  https://hrtechfeed.com/recruiting-startup-topfunnel-acquires-referral-platform/

From HR 1 to Statism, this week we expose the fraud at the heart of radical leftist policies. More From BigRed: https://linktr.ee/Bigredforamerica Sources: HR 1: https://www.congress.gov/bill/117th-congress/house-bill/1 Monmouth Study Showing 84% of minorities are in favor of Voter ID: https://www.monmouth.edu/polling-institute/documents/monmouthpoll_us_062121.pdf/ ACLU Voter Suppression Fact Sheet: https://www.aclu.org/issues/voting-rights/fighting-voter-suppression Who runs elections in the United States?:https://ballotpedia.org/Who_runs_elections_in_the_United_States%3F_(2020) How Georgia removes non-voters: https://www.apmreports.org/story/2018/10/19/georgia-voter-purge Independent Article: https://news.yahoo.com/rightwing-blogger-launches-gofundme-aocs-011657214.html Head of Puerto Rico's emergency services fired after unused hurricane supplies discovered: https://www.theblaze.com/news/dems_blamed_trump_puerto_rico_fires Weather Channel Report: https://weather.com/news/news/2020-10-01-fema-ig-report-hurricane-maria-irma-puerto-rico https://weather.com/news/news/2019-07-30-puerto-rico-expired-water-bottles-field Fox News Report :https://www.foxnews.com/us/fbi-in-puerto-rico-investigating-if-corrupt-local-officials-are-withholding-or-mishandling-crucial-supplies James Lindsay's Tweet Thread: https://twitter.com/ConceptualJames/status/1401899379234160645?s=20 --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

From HR compliance to accommodation assistance, joining us today to discuss breastfeeding in the workplace and how companies can become more family-focused is Viktoriya Yurkovetskiy, MBA, IBCLC, CLEC. Viktoriya is the founder and CEO of Corporate Breastfeeding Support where they work with organizations helping them with all their corporate lactation support needs: from pumping equipment rental, to HR compliance and policy consulting, accommodation assistance, education and lactation consulting for employees.Willis HRHR Consulting & TrainingIf there is a people problem, yeah we'll solve it. Check out this podcast while our HR resolves it. Music: All That from BenSound.com

After years as a Labor & Employment Lawyer, Jathan Janove, J.D., knows a thing or two about toxic work environments and what it takes to avoid painful, drawn out litigations. He also knows that there's one leadership mistake that most of us make: not listening to our people. When you follow Jathan's tried and true approach, you learn that sometimes one of the best listening techniques involves being brutally honest. It's that kind of honesty that allows you to come up with a plan or even course correction, rather than an emotional roller coaster where everyone feels wronged. Tune in to hear how you can create a win-win environment on your team... You connect with Jathan on the socials @jathanjanove or check out his website to connect: https://jathanjanove.com/ Get inspired to live your own life's purpose, visit our growing Facebook Community: https://www.facebook.com/groups/empowertobloomtribe ***Jathan Janove is an internationally published author, most recently Hard-Won Wisdom: True Stories From The Management Trenches (HarperCollins). Jathan writes the “Putting Humanity into HR Compliance” column for SHRM, and the “Coach's Corner” blog for Marshall Goldsmith Stakeholder Centered Coaching. He is a frequent contributor to HR Magazine, the American Management Association and other publications. He has been quoted as an authority in publications including the New York Times and Forbes. Jathan teaches a course at the University of California, San Diego, “From HR to CEO.” He's a past president of the Organization Development Network of Oregon and is currently a practice leader for Marshall Goldsmith Stakeholder Centered Coaching. He's been listed in Inc. magazine as one of the “Top 100 Leadership Speakers.” In his prior career, Jathan was named by his state bar association as Labor & Employment Lawyer of the Year.***

I can’t imagine finding an agency owner, who since March, hasn’t tuned in to at least one of the myriad of webinars or zoom chats that have been made available through either our industry bodies (see our earlier conversation with DBA CEO Deborah Dawton), individual agency experts or peer networks. From HR and culture, finance and […]

From HR businesswoman to substitute teacher, Leslie opens up about her journey through insecurity, big decisions and resiliency that will inspire you to do what you love. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

From HR to politics, Main Street to Wall Street, an impassioned plea for more empathy can be heard. It’s being hailed as the cure for conflict and the catalyst for inclusion. But like everything else these days, are we becoming numb? Will we become apathetic about empathy? Will empathy just become another business rallying cry destined for the buzzword graveyard? Join on this episode of Geeks Geezers and Googlization when we welcome Lee Andrese, Principal & Managing Partner at akathame LLC to discuss empathy, apathy, and the future of business-as-unusual.

In this episode of Behind the Deep State, host Alex Newman exposes the Deep State organizations and individuals working to shred privacy and invade your home with so-called "contact tracing." From HR 6666 and phone apps for tracking you to microchips under the skin for children and home visits splitting up families, the agenda is totalitarian to the core. And yet, with very little resistance, this scheme is moving forward at the state and even global level under the World Health Organization. Clinton, Soros, Gates, and other globalist Deep Staters are involved. Humanity must resist to stay free.    ▶️ More Videos: Bill Gates: Globalist Technocrat to "Save" You With Mandatory Vaccines? https://youtu.be/2YB1eAJtDEw Fighting Coronavirus With Tyranny & Globalism https://youtu.be/yU_vKl5LnU8 Deep State Weaponizing Coronavirus Against Freedom https://youtu.be/NCOMBWlYyr8   

Guest - Paul Michelman - Editor in Chief, MIT Sloan Management Review This week on the podcast Paul Michelman - Editor in Chief, MIT Sloan Management Review joins us for a great discussion that covers a number of topics, including the impact of technology on business and vice versa, and why the middle may not be the best place to be. Paul is the former Editor in Chief of Safari Books Online, he has worked with strategy+business, the Harvard Business Review, and other prestigious organizations.  Paul was also the original executive producer and host of HBR Ideacast, launched in 2006. Questions addressed What do you think about the future of podcasting? How is technology influencing business, how is business influencing technology? How do you stay ahead of the technology changes, while keeping the business going? Who is doing this well? What can we do at an Individual Contributor level to impact organizational success? Can you apply math to the risk of change? What is real & what is BS when it comes to Artifical Intelligence (AI)? Should we focus now on specialization or should we diversify? Key Takeaways Audio/Podcasting Quality will continue to improve, content will continue to improve.   The popularity of audio will continue to grow - it is the most flexible of media - you can take it with you wherever you go. The rise of audio as an interface - central way that we interact with devices - continues to occur. Technology For most of the digital age - technology has been a support platform/tool. Tech has moved from a supporting tool to being central to the way organizations compete. From HR to anywhere in the supply chain, to Sales, you cannot name a group that is not being influenced or impacted by technology. Technology as a Skill: Senior leaders need to understand how the technology impacts the business. Change & The Impact of Technology on the Speed of Change Change is going to happen, and it is going to happen more frequently. There is a level of acceptance - change is here to stay. Things you may have revisited annually, you now have to revisit quarterly. The higher level the risk, the harder the change may be, including the ability to test.  It is really hard to generalize. Pierre Nanterme - CEO, Accenture You need to have a confidence that you are heading in the right direction. Keep tacking. Accept that you will not have all of the information. Companies that Will Handle these Changes Well Digitally native organizations (Amazon, Google, Apple) - they are inventing as they go. Organizations that are modest - those that do not fall in love with their own successes “Information has been democratized” - as an example, Zappos have given their people the latitude to make decisions that directly impact the business. It is not just enabling the workforce, it also means you have a workforce that wants to embrace this enablement. Artifical Intelligence / AI as a disruptor Maybe the question about AI starts first with algorithms.   The estimations of AIs impact are not overstated. We may be overestimating the impact in the short term, but underestimated in the long term. There is a healthy shift in discussions, the perspective is shifting to the belief that AI is going to enable us to do better things - not replace us. The Middle Don’t Get Caught in the Middle - Organizations continue to get flatter.   Executives in the middle of organizations are increasingly threatened. Employees ability to make decisions continues to improve.The intermediary role continues to be reduced. There are not many matchmakers anymore. The business intermediary is being replaced by technology. What to do about it. Develop your skills in tandem, don’t lose sight of your personal ability to create value. It will help you manage your career within and outside of an organization. Don’t be just a left brain person, don’t be just a right brain person - keep developing your skills. Show Links MIT Sloan Management Review Paul's LinkedIn Paul's Twitter Articles Mentioned Don't Get Caught in the Middle - Paul Michelman Managing the Bots that are Managing the Business - Tim O’Reilly ---------------------- Thank you Thank you for rating and reviewing the podcast via iTunes, Google Play, or your favorite podcast platform.  Ratings & reviews help others discover the podcast - thank you for helping us get the message out to the community. Please send listener questions and feedback to hello@catalystsale.com or contact us directly on twitter, facebook or LinkedIn. Catalyst Sale Service Offerings Growth Acceleration - Plateau Breakthrough Product Market Fit ---------------------- Subscribe to the Catalyst Sale Podcast Subscribe via iTunes Subscribe via Google Play Catalyst Sale In every business, in every opportunity, there is someone who can help you navigate the internal challenges and close the deal.  There is a Catalyst.  We integrate process (Catalyst Sale Process), technology and people, with the purpose of accelerating revenue. Our thoughtful approach minimizes false starts that are common in emerging markets and high-growth environments. We continue to evolve our practice based on customer needs and emerging technology. We care about a thinking process that enables results versus a process that tells people what to do.   Sales is a Thinking Process.

Jacob Morgan is an author, speaker and futurist living in the Bay Area. He recently started a new Facebook group called, The future if. This group is a global community of business leaders, authors, and futurists who explore what our future can look like IF certain technologies, ideas, approaches and trends actually happen.   Jacob is also working on a new course called The Future of Work Crash Course. This will go live in a few weeks. It is a companion course for his newest book, The Employee Experience Advantage.   He is looking at writing another book, sometime in the next few years. In addition, Jacob is looking at creating more interesting podcasts and interviewing new, fascinating guests.  What themes have stood out for Jacob from hosting this podcast?  First of all, Jacob says he’s learned a lot in the past 3 years and it turned out that a lot of people also enjoyed learning along with him. The podcast gets about 4000 – 5000 listens per episode, about 30,000 downloads per month.   One thing Jacob loves about the podcast is that the guests are honest. In conferences, events, etc. the information that comes across is often sanitized. The guests don’t get an advanced list of the questions, so it feels like it is a coffee shop conversation.   Jacob shares that he is amazed the future of work and the employee experience is getting so much traction. From HR to IT, a lot are paying attention to this. Jacob likes to think he  had a hand in driving some of that. He is pleased that companies are thinking about this. Jacob is always amazed to hear how far companies have come along. From workspace design to corporate culture and where employees want to show up.   What is Jacob’s vision for the future of work? He believes that in 5 years – 10 years out, not much will be different. There will be some evolution but it won’t be unrecognizable. In 50 years, he feels there will be a heavy and strong emphasis on AI. Perhaps androids. Maybe.  What should Jacob encourage leadership to think about? First of all, remember it’s People 1st, Technology 2nd. There is no substitute for people. No company can exist without people  It is also important to build a company that people want to work for.   How do you create systems to prepare people for the future of work? Jacob says you have to start by understanding the purpose of schools; schools don’t do a good job of preparing people for the future of their work. The purpose of schools is changing.   What threats will companies face in the future around the subject of compliance and integrity? One thing is transparency – companies need to be aware that both positive and negative information is out there. Another threat is the pace of business (for example, Uber). And also putting the right people in positions of power  What does Jacob feel is hype and what is reality? He says the most hype is around augmented and virtual reality and AI. He doesn’t believe we will see massive job displacement. Wearables are cool but they are on the fringes.   There are some things that Jacob feels are likely to happen and the ideas and technology are there but we are the barriers to these changes. In 10 years or so out - Jacob expects scalable virtual assistants, autonomous vehicles (10 years or so out). Also, we will rely more on voice commands. But Jacob sees that there is a lack of discussion around timelines for these things.  What You Will Learn In This Episode:   What Jacob is working on now  What things are hype and what is reality  How to create systems to prepare people for the future of work  What Jacob has learned during his time as a podcast host  What threats will companies face in the future around the subject of compliance and integrity?   Jacob’s vision for the future of work 

Diva Tech Talk interviewed start-up founder Nicol Pasuit, CEO of TechStak (www.techstak.com), a company bringing needed technology assistance to small and medium-sized U.S. businesses.   The only girl in a family of 8 children raised on a farm, Nicol embraced a strong work ethic early in life.   She graduated from Michigan State University, in audiology and speech sciences, and took an entry-level position working in “outcomes assurance” and referral management at Concentra Medical Centers (https://www.concentra.com/) while simultaneously pursuing her MPA (Masters in Public Administration) at Oakland University. Promoted in 4 months, Nicol managed a 24 x 7 Concentra healthcare clinic. Then Concentra offered her an expanded challenge, managing the company’s specialist services program throughout the Midwest, and eventually nationwide. Nicol grew as a strong leader, “building a high functioning, productive team” --- a majority of whom were women.  She also led the buildout, development and project management of many operational tools and software. Nicol left Concentra in 2015, as it was acquired by Select Medical, founded and “self-funded” TechStak.  “It’s one of those things where you look at the moment in time, and you have to be able to take a risk --- living in uncertainty.”    Why TechStak?  “There are so many small businesses (28 million in the U.S.)  that need technology.”   Nicol’s initial target market is 5.9 million small U.S. businesses with 10-499 employees.  “They don’t know where to start.   They don’t know what questions to ask.   They need a way to connect to the right technology provider.  One size doesn’t fit all.”  Nicole made it her mission to ensure that “those technology services that were only affordable for large companies” can found and used by small businesses.  “There’s no Angie’s List for technology,” she exclaimed. “But TechStak can connect these businesses to the right tech providers.”  TechStak relies on internally-created proprietary “matchmaking” technology, which Nicol continues to iterate to “change it up, using machine learning techniques” as the company grows.  Nicol’s initial key hires were in marketing, business development process-mapping, and database administration, supplemented by technology services firms, working under contract, to build out TechStak’s solutions. From HR to business development to service and product development, Nicol manages it all.   Nicol characterizes herself as “a control freak.”  She credits her propensity for “being scheduled, and planning things out” as contributing to high productivity. Being a woman never slowed Nicol down as she has pursued her career to date. “I have never been told ‘you cannot do something.’ If I want something, I am going to go after it.”  Her lessons/advice to other startup founders include: ask questions; be a great listener; watch others and emulate them; connect with people who can help you; obtain a mentor; surround yourself with people who are smarter than you and bring different talents to the table; and step outside of your comfort zone. For the full blog write up, make sure to check us out on online at www.divatechtalk.com, on Twitter @divatechtalks, and on Facebook at https://www.facebook.com/divatechtalk. Follow our show and tell us what you like with an online review.

Welcome to Golden Nugget Friday episode 58! I’ve talked about Employment Hero a few times over the last few weeks and this week I was lucky enough to interview the founder Ben Thompson, so if you missed that interview check out Ben’s entrepreneurial journey on episode 57. Ben share a ton to tech tools and his favourite podcasts too. If you’re unaware of the Employment Hero platform let me tell you a bit about it. Employment Hero is an amazing all in one HR platform that’s transforming the way businesses manage HR and the entire employment life cycle. From HR compliance to employee benefit programs, employment hero has got your business covered when it comes to HR. We have 2 great offers for the inspiring greatness community – the code for these offers is MAXHERO Offer 1 - Sign up with one of Employment Hero’s preferred super funds and you’ll receive the entire employment hero platform for free. Offer 2 – Do you have more than 30 employees? Use the code MAXHERO to receive premium subscription at standard pricing. The premium subscription is usually $8 per employee, per month and you’ll receive this for only $5 per employee per month. GIVE US A RATING & REVIEW    SUBSCRIBE   To learn more about these deals simply follow the links in the episode description or visit our show notes page of episode 58 at maxumcorp.com.au/podcast. Use the code MAXHERO when filling out the contact us form. You’ll be able to try the platform for free and talk with our dedicated Employment Hero customer service rep. in a no-pressure environment.