Podcasts about future of work

In this episode of the HR Leaders Podcast, we speak with Wouter Durville, Co-Founder & CEO of TestGorilla, about the rise of skills-based hiring and how AI is transforming recruitment. Wouter shares his entrepreneurial journey, the inspiration behind TestGorilla, and why traditional CVs are becoming obsolete. He explains how AI-driven assessments, resume scoring, and video interviews are making hiring more fair, efficient, and predictive. The conversation also explores the future of work, shifting skill demands, and why critical thinking and human skills matter more than ever in an AI-driven economy.

AI is evolving so fast that it's hard to keep up—sparking both excitement and anxiety about the future of work. Will AI replace jobs, or will it redefine them?In this episode of [Un]churned, host Josh Schachter, SVP of Atlas at Gainsight, sits down with Jeffrey Bussgang, General Partner & Co-Founder at Flybridge Capital Partners and Senior Lecturer at Harvard Business School, and Teresa Anania, Chief Customer Officer at Sophos, who's been leading from the frontlines of AI-driven customer engagement. Together, they unpack the gap between the theory of AI transformation and the reality of implementation in large organizations. Jeff discusses how leaders can foster an “AI native” culture—one that encourages experimentation while valuing human judgment. Teresa shares a candid look into Sophos' AI journey, addressing the fears, resistance, and cultural shifts that come with change. She also highlights practical strategies to empower teams and enhance customer experiences through thoughtful automation.Whether you're a tech leader, customer success pro, or just AI-curious, this conversation is packed with actionable insights on embracing the future without losing the human touch.Timestamps: 0:00 - Preview0:48 - Meet Jeff & Teresa2:40 - The Impact of AI on Business Innovation5:00 - Fostering an AI-Driven Culture to Elevate Workforce Value16:10 - How AI Enables Rapid Prototyping19:40 - Balancing Human and AI Workflows21:50 - Quality Assurance and Customer Experience at Scale27:50 - Internal “Agent Assist” Solutions35:07 - Dynamics in Adopting AI Solutions______________________

What happens when startups like Figma outpace industry giants like Adobe? In this episode of The Innovation Show, Aidan McCullen sits down with bestselling author Sangeet Paul Choudary (Platform Revolution, Reshuffle) to explore how AI, cloud technology, and mindset shifts are reshaping the future of work, design, and competition. Discover why incumbents often fail—not from lack of innovation, but from failing to unlearn old architectures. Using the case of Figma vs. Adobe, we unpack how element-based design, governance-led workflows, and AI-first thinkingare redefining industries from design to law to construction. Key takeaways: Why adapting mindsets matters more than adopting tools How AI is unbundling knowledge work and rewriting career paths The importance of governance in enterprise-wide collaboration Why the forgetting curve is as critical as the learning curve   Perfect for innovators, leaders, and professionals navigating the knowledge economy, this episode is a roadmap for thriving in a world of structural uncertainty where AI and cloud-native startups are rewriting the rules. 00:00 Introduction and Sponsor Message 00:17 The Hammer and the Nail: Misreading New Technology 00:28 Adobe vs. Figma: A Case Study in Innovation 01:03 The Importance of Mindset in Technological Shifts 01:20 Guest Introduction: Sanjeet Paul Choudary 01:49 Figma vs. Adobe: A Deep Dive 04:07 Technological Shifts and Organizational Change 05:57 The Impact of AI on Work and Careers 17:00 Governance vs. Execution in Modern Enterprises 18:22 The Future of Competition and Industry Structure 21:40 The Need for Unlearning in the Age of AI 24:34 Preparing for the Future: Skills and Careers 36:54 Conclusion and Final Thoughts 38:05 Closing Remarks and Sponsor Message  

In this episode of The Women on Top podcast, Valerie Lynn interviews Raakhee, the president of Seabird, who shares her insights on the evolution of technology from Web2 to Web3, her journey in finance and tech, and the challenges women face in leadership roles. Raakhee emphasizes the importance of mentorship, the balance between career and family, and the impact of AI on the future of work. She encourages women to embrace their strengths and challenge limiting beliefs, advocating for a mindset of 'doing it scared' and asking 'why not me?'00:00 Introduction to Web2 and Web305:26 The Evolution of Technology and Personal Journey11:34 Challenges of Women in Leadership17:38 Balancing Career and Family Life23:35 Passion for Problem Solving in Technology24:49 Starting Your Journey in Finance and Technology26:38 Navigating Career Transitions29:05 The Importance of Learning and Mentorship32:03 Overcoming Challenges and Maintaining Motivation35:02 The Impact of AI on Finance and Technology40:07 Empowering Women in the WorkplaceConnect with Us: Follow The Women On Top Podcast on Apple, Spotify or anywhere you get your podcasts and Subscribe for more empowering conversations and stories! The Women On Top on YouTube The Women On Top on Instagram The Women On Top on LinkedIn

In a world obsessed with hustle, Dr. Natalie Nixon invites us to rethink what it truly means to be productive. Drawing from her latest book, Move. Think. Rest., she offers a fresh, human-centered framework for work—one that integrates motion, reflection, and recovery as the fuel for creativity, innovation, and sustainable success.As burnout, remote fatigue, and digital overload rise, Dr. Nixon shares how leaders and teams can cultivate space for strategic thinking, resilience, and imaginative growth. This isn't about doing more—it's about doing what matters, better.

If it seems like the changes in AI have been accelerating, it's not your imagination. Even since January 2025, AI's capabilities and functionality are rapidly evolving in areas that impact customer experience, strategy, and the future of work in every industry, and in businesses of all sizes.  And the pace of AI evolution is likelyRead More The post Lead to Balance Opportunities and Challenges as AI Evolves appeared first on Business Advancement.

The future of work almost certainly will involve using some form of AI. Felicity Hannah looks at how that can happen. Meanwhile ahead of energy regulator Ofgem announcing its new price cap for energy bills, we hear from those already struggling with the costs of gas and electricity. And after taking Netflix by storm we explore the the phenomenon that is K-Pop Demon Hunters.

Even the most capable professionals can struggle in interviews. In this episode, Brian and job interview coach Tali Shlafer break down why, and what to do instead. Overview In this episode of the Agile Mentors Podcast, Brian welcomes interview coach Tali Shlafer for a practical, clear-eyed conversation about how to approach job interviews as a skill, not a personality trait. Tali shares why being great at your job doesn’t automatically translate to interview success, especially in collaborative fields like product development, Agile coaching, and project management. She outlines a straightforward way to prepare for interviews by identifying the real challenges behind a role and building stories that speak directly to them, without sounding rehearsed or robotic. From reframing “bragging” as problem-solving to handling tough questions with clarity and self-awareness, this episode is full of grounded advice for professionals navigating their next move. References and resources mentioned in the show: Tali Shlafer Free Job Interview Tip Vault Tali's LinkedIn Tali's Instagram #93: The Rise of Human Skills and Agile Acumen with Evan Leybourn #111: Adapting to the Future of Work with Heather McGowan Blog: Entry-Level Scrum Masters: Seven Tips on How to Get Your First Scrum Master Job by Mike Cohn AI Prompt Pack for Product Owners & Scrum Masters Subscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is a Certified Scrum Trainer®, Certified Scrum Professional®, Certified ScrumMaster®, and Certified Scrum Product Owner®, and host of the Agile Mentors Podcast training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Tali Shlafer is a certified interview coach who helps high performers turn nerves into clarity and confidence so they can land roles they’re truly excited about. Her practical frameworks—rooted in psychology, communication, and performance—ditch the gimmicks and empower candidates to show up as their best, most authentic selves. Auto-generated Transcript: Brian Milner (00:00) Welcome in everyone. We're back for another episode of the Agile Mentors Podcast. I'm with you as always, Brian Milner. And today I have Miss Tali Schläufer with us. Welcome in Tali. Tali Shlafer (00:11) Thanks, Brian. I'm excited to be here. Brian Milner (00:13) Very excited to have Tali with us. She is a job interview coach so you can kind of See the direction we're going in here one of her tagline is that she she helps you know professionals get offers they're really excited about and She's got some really interesting insights here because I know in today's world in today's environment There is a lot of shifting going on. There's a lot of transitioning between different places of work. And that interview is always kind of the forgotten portion of it, right? You get past all the other stuff, you get to the point where you're in the interview. So Tali, from your perspective, I know you see and help a lot of people with that portion of it. What are some of the biggest mistakes that people make that you see routinely as you help people prepare for their interviews? Tali Shlafer (01:01) Yeah, absolutely. I think one of the things that you just mentioned where, you know, people really struggling with the interview piece, you do all this work in your job search to update your resume, update your LinkedIn network, all this stuff, and then you get to the interview and it's like, okay, we're close. It's actually the interview is actually a completely different stage than anything else. And one mistake that I often see people making is just the mindset around interviews. A lot of people think, if I'm great at my job, I'll just interview really well. Like I'm a top performer. I'm good to go. But interviewing is actually a skill that's completely separate from anything else we do in the workplace. It requires you to be able to articulate what you've done in the workplace and the results and the impact that you brought in a way that most of us don't have to do in our day-to-day jobs. And you have to do it better than everybody else. So just because you are a top performer doesn't necessarily mean that that translates into your ability. to talk about yourself and talk about your career, especially in a way that resonates with the specific job culture and the specific job that you're applying for. So I think that's kind of the top mistake that I would just from a mindset level, is seeing interviews as something that you're naturally good at rather than as a skill that you can really develop and build in order to set yourself up for success. Brian Milner (02:12) Yeah. Yeah, that's a great point because, know, just because, as you said, just because I'm a top performer in something that I do, have a huge skill set or knowledge area that I'm really good at, doesn't mean that I'm necessarily good at an interview process because it is kind of a whole set of other communication skills that you have to have in that kind of environment. I know when I've talked to people about it sometimes, they feel sort of this, I don't know, dichotomy a little bit back and forth about... I know I'm supposed to plug myself here. I know I'm supposed to kind of brag a little bit, but I also don't want to sound cocky. I don't want to sound, you know, I don't know, just brash or anything. How do you help people or what do you advise people about in that area? Tali Shlafer (03:06) Yeah, and I think this is really common for people who are top performers and people who are very team oriented and collaboration oriented. It's really difficult for those folks to go, hey, I did all this stuff by myself and to kind of put themselves in that spotlight. So it's a very common challenge. It's also very common for folks who are really good at their job and have been doing this for a long time to actually be able to articulate. what that secret sauce is, like why they're actually good at their job, which is part of the challenge. Remind me the question that you just asked. Brian Milner (03:38) No, I'm just, in talking about kind of like how people prepare for these kind of things, the way they communicate this stuff, sometimes it's kind of more this worry about am I being a little too overbearing or brash in how I'm bragging about myself? Will I come off seeming cocky? or overconfident, how do they walk that fine line? Tali Shlafer (04:03) Yeah, I think this is a really big mindset piece where a lot of people who are those top performers and are very collaborative in nature are afraid to talk about themselves and be in the spotlight and kind of take credit where, especially in something like in the agile world or project management, product management, it's a very collaborative space. people are afraid to like, people are afraid to say, here's what I did. And Part of the mindset shift that I really encourage clients and job seekers to have is rather than to see it as, hey, the interview is all about you and the spotlight's on you and you're a used car salesman trying to promo yourself and it feels really icky so we don't want to do it. We end up not doing it at all. Think of it rather as you're trying to help this employer solve a problem. You're on the same side of the table with them. You're essentially a consultant for them. Their problem is... Hey, I've got this role. I have this challenge in my company. I have this opportunity. I have this thing that I need help with and I need to find who's going to be able to help me do that. And so you're essentially being an advisor for them and sharing here's how my previous experiences and what I've done in the past might be able to help you with your challenges. So it's really, it's really a partnership type of conversation where you're exploring, well, what are you struggling with? and how, let me share ways that I think I might be able to help. I think having that mindset is a lot more helpful for people who are more collaborative in nature. I think there's also a part of it that is getting really clear on how your work has actually delivered results. Being really confident, a lot of folks who are more collaborative in nature, which is a lot of people that I work with. tend to really get stuck in the we. So they say, we deliver this, we manage this, we strategize in this way. And then the interviewer ends up losing the thread of, well, what did this person sitting across from me do? What did they lead? What did they manage versus what did they do collaboratively? so getting really clear and even getting some language around how to talk about your contributions with respect to the team. So saying, I led this strategy session or I facilitated the collaboration of this, or I made the suggestion to people who then made a decision. Those kind of nuanced pieces of communication can help us feel more comfortable with actually owning our story in a way that doesn't feel gross. Brian Milner (06:39) Yeah, I think you make a great point there about the partnership aspect of it because having been on both sides of the table there, I know when I was hiring people as a software manager of some kind, the thought is always when the person comes in, you want to hire them. When they've reached that stage, when you finally bring them in, you're excited about the people that you decided to bring in and you're pulling for them. You want them to actually be successful. So I think it's important to keep that in mind too, that they want you to be successful. They want that role filled or they wouldn't have put out the job wreck and all the other things. If you, so let's just kind of talk through on a practical level. If you, you've done the work, you've put out the resume, you've got the call, maybe you've even gone through, well, I guess we should talk about that as well. Kind of the difference between a virtual or phone interview and an in-person interview. Is there a difference in level of prep or in how you, you know. tricks to being more successful if it's virtual versus in person. Tali Shlafer (07:50) I think the preparation itself should be the same. At the end of the day, your preparation should be about what are the challenges that this company, that this organization is facing and how does this role help solve those challenges? What are the skills? What are the top five skills that I need to demonstrate? Hard and soft skills. And in order to show them that I can be the top performer for this role and what are stories that I can share for each one of those skills. to prove that, I have what it takes, I can actually walk the walk as well. I've gotten results in this area before. So the prep work itself in the days leading up to the interview should be more or less the same. I would say the difference between a virtual interview versus an in-person interview is just people's comfort level. I think a lot of people are really comfortable in in-person interviews because it feels like you're actually talking to a human, right? You have a full-size person sitting across from the table from you. So it's a lot more comfortable. And I think even though through COVID, we had a lot more virtual conversations, there's still a very performative feeling element to it when it comes to virtual interviews. So one of my top tips for virtual interviews is please turn off your self view. So if you're in the Zoom call and if you're in a meeting, because it makes people so nervous and self-conscious. So when you get on that Zoom call, that Teams call, whatever platform you're using, make sure you're in the frame, right? Make sure that your lighting is good, all that stuff, and then turn off that camera so that you're not just watching yourself and being super self-conscious the entire time. Because think about it, in what other context in your life, when you're having a conversation with someone, do you have a mirror that you're looking at? Brian Milner (09:36) Right, right, I mean, if you're in their interview room, unless there's a mirror all the way around, you're not really getting that view. And even if you did, you probably wouldn't watch yourself in the mirror the entire time. So yeah, that's a great tip. And I think you're absolutely right. It can lead to being very, very self-conscious then. I think it's, I want to go back a little bit to the prep because I think your tip there is a really important thing is to try to understand the challenges, understand what it is they're looking for. And it just struck me as you were saying that it seems very similar to, in my kind of line of work, I do a lot of consulting work with people. And when I have a client that's a prospective client, it's almost the same thing. where you have to research a little bit about the company ahead of time. If you're doing kind of a sales call prior to the engagement, it's very similar. And I just thought about that. There is an overlap there between that and job interviews because you are selling yourself. You are selling your services to that company. Tali Shlafer (10:36) And a lot of people, here's another mistake that a lot of people, a lot of well-meaning people make is as part of their prep work, going online and finding a bunch of questions that they can then prepare for. So it's a very, I kind of call it whack-a-mole where, hey, let me try to figure out all the possible questions I might get asked and write out answers for those. Brian Milner (10:51) Ha ha. Tali Shlafer (10:59) That might get some people results. And if it's getting you results, that's great. But what I really encourage people to do is really reverse engineer your talking points from the job description, from what you know, even, you know, once you've had the conversation with the recruiter, you know, a little bit more about the position than maybe is even listed on the job description. So compile everything that you know about this opportunity and figure out, okay, what are the most important things for me to be able to articulate rather than just guessing at. random questions that the internet says you might get asked. Brian Milner (11:32) Yeah, that's a great point. I know we all want to get past that and get to the job, but I think there's also an element there of, let's say you do memorize these questions and they just happen to ask you the exact questions you had prepared for. If you don't really have that knowledge, then you're not going to really do well in that job even if you get it. So it's almost a blessing to not get that job, you know, if you didn't know that information, because they're going to be counting on you to do that. And you're not going to be a you're not going to do your job well then. Yeah. Tali Shlafer (12:06) Yeah, and the memorizing piece that you just mentioned is really, really easy for people to fall into the trap of trying to memorize their answers, especially with chat GPT and AI. Everybody's thinking, well, let's use these AI tools to help us come up with interview answers. so we plug in, job seekers will plug in, here's a bunch of questions that I might get. Look at my resume, tell me how can I answer these questions? And it feels safe. It feels like, this very smart robot or technology is gonna say this in a better way than I can. Brian Milner (12:36) you Tali Shlafer (12:40) But it really sets people up for failure most of the time because number one, most people aren't good at memorizing things, right? Most of us don't have to do that as our job. So most of us are really bad at memorizing. Number two, it makes you sound like a robot. It doesn't sound human. You lose the attention of the person who you're talking with. And number three, doesn't when you just memorize answers rather than thinking about it as what are talking points that I can riff off, riff on and kind of reuse and recycle and tell stories with. When you memorize, it puts you in the position of, well, yeah, it's great if they ask you that exact question. And some questions you will get asked, like tell me about yourself, you're going to get 99 % of the time. But for the most part, if you memorize a set of 10 questions and one of those questions gets a slight variation, or they ask a question that's not on there, you end up panicking. You don't know how to think on your feet because you're reliant on your tool. You've used AI or you've used your script as a strategy rather than a tool. Brian Milner (13:42) Yeah, that's a great point. I'm kind of wanting to get your take on this because this is a big thing that I know often comes up in these kinds of interviews is those questions that we all hate to get that you just know, no one ever knows how to answer these things. So I'm just curious how you advise people, you know, the awful question like, you know, give me some of your weaknesses or give me some of the things that you're not good at. How do you advise people to handle those kind of questions when they get asked in interviews? Tali Shlafer (14:14) Yeah, so there are definitely some questions that we tend to hear more often than others, especially when it comes to those recruiter interviews. The tell me about yourself, what are your strengths? What are your weaknesses? Tell me about a time you had to deal with a conflict. Tell me about a time you had to deal with a mistake. Those are pretty common, I would say, in that initial recruiter conversation. It's always an interview in my book. The weakness question I know is one of the that and the tell me about yourself is what really stresses people out. Brian Milner (14:40) Ha Tali Shlafer (14:43) My general advice for the weakness is actually something that I heard Adam Grant, who's an organizational psychology at Wharton share, which is pick something that is real but not disqualifying. So if you're an Agilist, your weakness should probably not be scrum or not be, you know, understanding business requirements. But it could be something like public speaking. Brian Milner (15:00) Ha Tali Shlafer (15:08) Or it could be something like delegating, where, you know, it's something real and it's not... It's something authentic. Authenticity is really, really important, especially nowadays in interviews. But it doesn't stop you from being able to perform well. So what I typically advise is pick a weakness, like Adam Grant says, that's real but not disqualifying. And this is important, and where a lot of people miss out, share what are you doing to actually address it? Because what we want to do, the point of that question isn't tell us what's wrong with you so we can judge you and disqualify you from the job. It's the subcontext of it is do you have self-awareness? Are you somebody who is aware enough and humble enough to know your shortcomings? And are you someone who's proactive about fixing them? and about becoming a better person. So the second part of that answer should be, well, what have you done to try to improve? What are specific steps that you've taken in order to improve? Brian Milner (16:09) Yeah, that's a great response. I know I've heard the traditional, you try to say one of your strengths as, I guess my weakness is I work too hard, like that kind of thing. Which I agree, it's not sincere. If I'm hearing that and I'm interviewing someone, that could disqualify him in my book, because I could think, this person is not going be honest with me. ⁓ Tali Shlafer (16:20) Yeah. or the I'm a perfectionist piece? The most common answer to that question. Brian Milner (16:33) Alright, I'm a perfectionist, right? Yeah, exactly. Well, you hit on the other big one too, the tell me about yourself. How do you advise people to handle that? Do you have a script in mind? you kind of detail out a couple of things? What's important to hit when someone asks you to just tell me about yourself? Tali Shlafer (16:54) Yeah, I'm a big fan of formulas over scripts. So I'll share my formula, but let me share a couple things that derail people. Let's kind of establish what's not helpful. And then we can kind of talk about this formula, which by the way, lots of different career coaches have different formulas. There's not necessarily one that works. It's just pick something and learn to do it really well. A lot of people will go in and start well. I graduated from the University of Washington in 1995, and they give kind of their entire history. And we lose the interviewer right away when we do that. So rather than giving them a chronological history of everything that's happened in your career and asking them, when we do that, we are essentially asking them, hey, here's all this information and data. You make sense of it. You figure out how it's relevant to you. I think it's actually really kind to use a formula to help them understand. Here's everything you need to know about me as it pertains to this role. So taking everything, taking your history and your career through the filter of what is important to demonstrate for this role. So the formula that I teach is sharing a super quick background. Hey, I'm Tali, I've been a project manager for the last 10 years. That's not true, that's not, let me reset that. So I think starting with a very brief. Brian Milner (18:12) You Tali Shlafer (18:16) sentence about yourself, your relevant role, how long you've had experience. Hey, I'm John. I've been project manager for the last 10 years, sharing the three key skills that you need to have in order to succeed at this job. And for each of those three skills, can you list an accomplishment or a metric or a success story? And we're not telling a whole story. We're just giving them here's the highlight reel, here's the headline, and then you'll click into all of those stories later. So quick little background about yourself, three main skills that you've developed that are relevant for this role, and super high level accomplishment to demonstrate those skills. So that's a little bit, that kind of is the first half, and that talks more about your previous experiences. And then in the second half of this answer, we want to pivot it to the future. So the first half is really about the past, it's about yourself. And then in the second half, we want to pivot to the future. what are you looking for in your next role? And hopefully that thing is also in that, that whatever you're looking for in your next role should dovetail really nicely into what they're offering as a company and as, as a, as an organization. What are you looking for specifically in your next role? And why are you so excited about interviewing with this company? And we want to share something really specific that We want to share something specific that feels personal. Where a lot of people go wrong is they'll share something like, I really want growth in my next role. And I'm excited about this team because I know you guys really value innovation. That doesn't really tell us anything. So we want one level of detail lower. So I'm really excited. What I really want in my next role is more leadership opportunities, so opportunities to mentor. And I'm really excited about this particular opportunities because I looked on your website, I looked at your blog posts, I looked at your, you know, CEO's posts that they share on LinkedIn. And I can tell that this is a really important part of your culture is being able to mentor people up into higher positions, right? Getting that specific, and there's not a right answer. I remember when I was interviewing for... out of college, I was interviewing for T-Mobile for an internship. And my answer was, I've talked to a lot of people, I've networked with a lot of people at T-Mobile. And one thing that really strikes me is the fact that a lot of people will leave for local companies like Microsoft, Amazon, and then they come back. There's a lot of people who spend a lot of time here. really does. There's a lot of loyalty and the culture, like I shared things that are specific to the culture and there's not a right answer here. It just needs to be. specific and it needs to be something that when you talk about it you kind of start getting butterflies because that's contagious. Brian Milner (21:07) That's awesome. Well, I want to ask about kind of the other half of the interview or the other portion of the interview as well. They, you know, I often hear people say, you know, you should walk into the interview understanding that it's a two way interview. They're interviewing you, but you're interviewing them as well because you want to know, is this the right place for me? So I can make the right decision about where I'm going to end up. What kind of things do you advise people to ask about or to focus on? What are some things that might expose some hidden things about the organization, warning signs or anything like that that might pop up in an interview to ask about? Tali Shlafer (21:45) That's a really good question. think one thing, it really depends on the opportunity and what you're looking for. So I don't think that there's one magic question that if you ask it, oh, the person's gonna be super impressed. Let me back up. What I really like about what you just said, is the framing of the questions that you ask at the end as a two-way conversation and as a way for you to understand more about the company so you can see if it's a good fit. I think a lot of people, especially in tough job markets, tend to kind of close their eyes and hope they get something and they almost blind themselves to the fact that they need to also do the work to make sure that it's a good fit. Or I see a lot of people who go, well, what can I ask that's impressive? What questions can I ask that's going to really wow them at the end, rather than seeing it as an opportunity to really understand what they offer more? So I would sit down and prioritize what is really important for you in a culture. if getting feedback, if growth is important for you, making sure to ask about, can you tell me about recently on your team, somebody who was promoted or how you helped somebody grow in the company? The best way that we can learn about something is through examples. The best proof that somebody values something is through the examples that they share. So we want to ask, kind of like you hear behavioral questions, you get asked, like, tell me about a time when. You can also use that, figure out what's important for you, and then create. Ask questions specifically about those things. One question that I think can be really helpful to get you to get a sense of what kind of person succeeds on this team and what the team really values is kind of the inverse of that. can you tell me about, can you tell me about what type of person doesn't do well here? Because then if they say, you know, The type of person who doesn't do well here isn't committed to working 60 hours a week. They expect to take their vacations and not be able to unplug. That kind of being able to hear who isn't successful gives you some context around some of their values as well. Brian Milner (24:01) Yeah, that's an excellent question because I agree. Presumably, this is someone you're going to be working with if you get the job. That immediate relationship, think, is going to really be impactful on the expectations, that sort of thing. Yeah, if I'm interviewing and I ask that kind of question, and they do come back and say, yeah, the person who doesn't work 60 hours or anything. Yeah, that's a good sign that maybe this is, I don't know, unless I enjoy working 60 hours a week, that maybe this is not the right cultural fit for me. So that's an excellent question, because I think that would expose some of that behind the scenes stuff, cultural things. ⁓ Tali Shlafer (24:42) And you really want to ask about questions about your dynamic with the manager. So what kind of people succeed under them? Because that's the number one people. I believe I'd have to fact check this, but you always hear that the number one people reason people don't like their jobs or people leave their jobs is because of their boss. So you want to understand you're essentially going on a date with them and you want to understand what is it like to hang out with you for 40 hours a week? Brian Milner (25:05) you Tali Shlafer (25:09) So asking specific questions to really understand what's their working style, what are their expectations, what are their positive experiences, what does feedback look like? Is it a once a year thing? Is it a every time we touch base during our one-on-ones you get feedback? That is really important. The other thing that's important to think about is do you understand the role itself? Like what questions do you have? What gaps in your understanding do you have about the role? Really clarifying to make sure that you know what you're signing up for. Brian Milner (25:40) Yeah, that's a great response as well. I know I remember from back in the day getting told that it's a good kind of question to ask what would success look like? If you really got someone to nail this and you were really happy with the hire and it was perfect, what would be the biggest thing that would contribute to that? And I've always liked that approach as well because it kind of gives you the expectation from the start to know here's what's most important in that manager's mind of what they're looking for. Yeah, just in my memory of interviewing people, would say I've never, I don't think I've ever not hired someone because of a question that they asked at the end, but... I have felt sometimes like when they don't ask questions that they're a little unprepared. Tali Shlafer (26:30) Yeah, and I think it, I think part of the not asking questions, one is being not prepared, not thinking thoroughly about the job. But it's also a little bit of a sense of desperation, like, I've been applying for four months, I don't care, I'm willing to take anything. So I don't have questions, because let me just take any first job that comes available. There's kind of that mindset. And I think it manifests as, I don't have any questions. And I think Brian Milner (26:48) You Tali Shlafer (26:58) People can kind of feel that when you're not critical, when you're not trying to figure out, am I really going to be able to succeed here? People kind of pick up on that and it either looks like desperation or it looks like disengagement and disinterest. We want people not, we don't want to hire the first person off the street who can do the job. We want to hire somebody who's excited to be there and who we know isn't going to leave six months later when they find something better. Brian Milner (27:23) Yeah, that's really good. Well, this has been really enlightening. I think there's a lot of gems in here that I think people can apply. we all find ourselves in that position from time to time of having to interview for things. As I said, even as a consultant, it's an interview when you talk to a potential new client. So I think these are all really great tips for that. We're going to make sure that there's contact information for Tali at the show notes of this so you can get a hold of her. Anything you want to shout out about, any places you want to point people to to get in contact with you? Tali Shlafer (27:56) So for the last few years, I've been posting usually about two short form videos a day to LinkedIn, all the social medias. Over the last couple of years, I've posted over 700 short form videos on social media. I've actually had over a hundred million views on LinkedIn, which is really crazy. Somebody recognized me at the dog park the other day, which was wild. But I created an interview tip-ball that took the best... The most helpful videos the ones that have gone viral received the best feedback gotten people the biggest results in their interviews And I compiled them all in one Interview tip bolt so that's my little thing that I like to share with people You'll see everything in there from how to tell me about yourself To answering why do people ramble and what other mistakes are people making? and also special tips for senior leaders and executives. So that's my little freebie that I like to share out for folks who are interested in the stuff that I'm talking about. Brian Milner (28:56) Awesome, awesome. we will definitely make that available to people in the show notes and links to your socials as well so people can follow you and stay on top of your tips as they come out. So thank you so much for coming on, Tali, and I appreciate you spending some time with us and sharing your knowledge with us. Tali Shlafer (29:13) Thanks so much, Brian. It was a pleasure.

Discover a powerful path to human flourishing in a rapidly changing world. Speaker and author Heather E. McGowan, known for her expertise in the future of work, dives into why optimism is essential. She explains how to combat the loneliness epidemic by transforming transactions into interactions. Heather also discusses vital shifts in leadership. These shifts prioritize collective intelligence and human values. She shares insights from her books, The Adaptation Advantage and The Empathy Advantage. Heather offers guidance on navigating today's dynamic business landscape.

In this final episode of season four, YS Chi sits down with the chief technology officers at LexisNexis Risk Solutions, Elsevier and LexisNexis Legal & Professional to explore the topic of technology at RELX.RELX is not a tech company, but  a big user of technology. Around 12,000 technologists, over half of whom are software engineers, work at RELX. Annually, the company spends $1.9bn on technology. Vijay Raghavan, Jill Luber and Jeff Reihl share insights on how they are driving AI innovation, from extractive to generative and agentic technologies, to solve real-world challenges in law, healthcare and research.  They also share candid advice on staying adaptive, experimenting boldly and preparing for the future of work.For insights on technology at RX, listen to Brian Brittain, chief technology officer at RX, in episode three.  Watch the video version at https://youtu.be/IlfsybgDQlI

Why are companies firing Gen Z employees — and what can be done to help them succeed?In August, I attended the 2025 Association for Education in Journalism and Mass Communication conference in San Francisco.  My colleague, Dr. Nandini Bhalla of Texas State University, led a stellar panel titled “Why are companies firing Gen Z employees? Workforce Strategies and Solutions for PR's Next Generation.”The panel featured an all-star lineup of experts:Caitlin Haskins – Vice President of AI, Big Data & Cloud at 10Fold CommunicationsMichelle Galey – Washington State UniversityJeffrey Ranta – Coastal Carolina UniversityCaitlin Cieslik-Miskimen – University of IdahoModerator - Nandini Bhalla, Texas State UniversityAfter the panel, I pulled out my iPhone and asked Caitlin Haskins a couple of questions about what she sees in the workplace.  In this short interview, Caitlin shared practical strategies that every Gen Z professional can use to thrive in today's workplace. Caitlin's tips are clear and actionable.  Listeners will walk away with 3 strategies they can use immediately. Reliability — show up, meet deadlines, and build trustProactive communication — keep projects and teams alignedGrowth mindset — turn feedback into a tool for long-term successYou can learn more about Caitlin Haskins from her LinkedIn profile and in this Ragan PR Daily article. Hi Friend - If you're enjoying Stories of Change and Creativity, make sure to follow, rate, and leave a 5-star review—it helps more people discover the show. Check out my TEDx talk. Why you should take action - then figure it out.

In this episode, Ann Wyatt interviews John Piller, a seasoned expert in automation and controls, who shares his journey from working in a corporate environment to starting his own consulting business. The conversation delves into the importance of workforce development, the role of Manufacturing Extension Partnerships (MEPs) in supporting small manufacturers, and John's passion for teaching the next generation. Additionally, John discusses his involvement in a fundraising event for at-risk youth, highlighting the significance of community support and mentorship. In This Episode:-00:00: Introduction to John Piller and His Journey-02:38: The Importance of Teaching and Mentorship-05:21: Passion for Youth and Workforce Development-07:49: Real-World Applications in Education-10:30: Teaching Challenges and Successes-12:59: The Role of Engineering in Understanding Systems-15:44: Connecting Theory to Practice in Engineering-18:14: The Impact of Teaching on Future Generations-20:53: Understanding Complex Concepts Through Simple Analogies-22:55: The Importance of Manufacturing and MEPs-26:31: Data as the New Currency in Manufacturing-34:46: Community Engagement and Supporting At-Risk YouthMore About John Piller:John Piller is the founder of JPiller Design and Consulting, where he helps small and mid-sized manufacturers chart their path into the era of smart manufacturing and Industry 4.0. With a career spanning industrial controls, advanced automation, and OT/IT integration, John combines deep technical expertise with executive-level strategy to guide organizations through digital transformation.Today, John is recognized as a fractional CTO and thought leader, helping executive teams turn complex technologies into practical, scalable solutions. His work emphasizes not just adopting new systems, but building the culture and strategy to make them sustainable. Check out the Over The Edge Fundraiser here. Learn more about John and connect with him here.The Future of Work (and this Episode) Is Brought To You By Secchi:Secchi is a revolutionary workforce engagement tool created for organizations to make data-driven frontline decisions in real-time. By measuring and combining multiple people-related lead indicators, Secchi provides in-the-moment visibility into individual frontline employee performance, team performance, engagement/turnover risks, and positive employee behaviors all while removing the traditional barriers of administrative burden on leaders. To learn more about Secchi, check them out here.

This episode is a rebroadcast of host Auren Hoffman's appearance on the CMO Confidential Podcast.Auren shares why he believes vendor management is the #1 skill for future executives—and why most companies should rent world-class capabilities rather than hire executives they can't fully utilize. From “scaffolding” young talent to his provocative views on procurement's negative value, Booz Allen, MBAs, and the transformation of private equity, this episode is packed with contrarian insights for CMOs, CEOs, and founders alike.

Download Deel's free AI-powered HR guide and discover how to streamline processes, stay compliant, and scale globally with ease: https://shorturl.at/Y1ySBWhat does it really mean to belong at work? In this episode of the HR L&D Podcast, Nick Day sits down with Greg Morley — global HR leader, former Head of DEI at Moët Hennessy, and author of BOND: Belonging and the Keys to Inclusion and Connection.Greg shares powerful insights from his 20+ year career at Disney, Hasbro, and LVMH, where he led multicultural teams across the US, Europe, and Asia. Together, Nick and Greg explore:Why belonging is the foundation of inclusion and employee engagementHow leaders can build psychological safety and connection in diverse workplacesThe challenges of driving global DEI initiatives across regions and culturesPractical steps HR professionals can take to embed inclusion into daily practicesWhy belonging is the future of work — and how it impacts retention, innovation, and growthWhether you're an HR leader, people manager, or business owner, this conversation will help you understand why belonging matters and how you can create a workplace where everyone feels valued and connected.

Burnout is brewing, layoffs are looming, and AI is changing the game! SHRM's Chief Human Resources Officer Jim Link, SHRM-SCP, sits down with host Nicole Belyna, SHRM-SCP, from his HR team for a candid conversation about the challenges and opportunities shaping today's workplaces. From reductions in force to managing worker well-being to reimagining HR's role in business risk, learn how HR can lead with agility, safeguard employees, and prepare for the future of work. This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires Sept. 1, 2026. Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz---Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r  

Analysts are raising alarms about the potential for an AI economy bubble, reminiscent of the dot-com crash, as AI-related spending now constitutes about 2% of the U.S. GDP. This surge in investment, particularly following the launch of ChatGPT, has led to significant capital expenditures by major tech firms, consuming a large portion of America's investment pool. As skepticism grows regarding the sustainability of these expenditures, organizations are increasingly shifting their AI workloads from public cloud environments to on-premises systems to ensure better governance, cost predictability, and data privacy.The recent launch of GPT-5 has sparked mixed reactions, yet it is gaining traction in the enterprise market. Early adopters have reported that GPT-5 outperforms competitors in specific tasks, offering faster setups and better results at a lower cost. OpenAI is actively pursuing enterprise clients, expanding its sales team, and exploring financial strategies to bolster its position in the market. Meanwhile, Apple is introducing new tools for businesses to manage employee access to AI services, emphasizing the importance of data protection and governance as AI becomes more integrated into the workplace.Workplace research highlights the benefits of a four-day workweek, revealing that employees experience improved well-being and productivity without a reduction in pay. Additionally, new studies challenge the traditional view on pay transparency, suggesting that greater openness can enhance employee satisfaction. However, immigration policies are creating significant challenges in IT talent management, with a notable decline in H-1B visa registrations, which could hinder the tech industry's growth and innovation.The return-to-office mandates are also impacting the workforce, particularly among working mothers, leading to a decrease in their participation in the labor market. As companies grapple with these changes, there is a growing demand for formal periods of digital silence to enhance productivity and reduce workplace distractions. The podcast emphasizes the need for businesses to focus on outcomes rather than hype, advocating for effective governance, automation, and preparation to adapt to the evolving work environment. Three things to know today 00:00 AI Spending Surge Fuels Bubble Fears Amid Slowing Job Growth and Rising Skepticism04:20 Enterprise AI Shake-Up: GPT-5 Adoption Rises, Apple Tightens Governance, Kaseya Bets on Chat Interfaces08:31 Future of Work in Flux: Shorter Weeks, Pay Transparency, Immigration Crunch, and RTO Fallout This is the Business of Tech.     Supported by:  https://scalepad.com/dave/ https://cometbackup.com/?utm_source=mspradio&utm_medium=podcast&utm_campaign=sponsorship   All our Sponsors: https://businessof.tech/sponsors/ Do you want the show on your podcast app or the written versions of the stories? Subscribe to the Business of Tech: https://www.businessof.tech/subscribe/Looking for a link from the stories? The entire script of the show, with links to articles, are posted in each story on https://www.businessof.tech/ Support the show on Patreon: https://patreon.com/mspradio/ Want to be a guest on Business of Tech: Daily 10-Minute IT Services Insights? Send Dave Sobel a message on PodMatch, here: https://www.podmatch.com/hostdetailpreview/businessoftech Want our stuff? Cool Merch? Wear “Why Do We Care?” - Visit https://mspradio.myspreadshop.com Follow us on:LinkedIn: https://www.linkedin.com/company/28908079/YouTube: https://youtube.com/mspradio/Facebook: https://www.facebook.com/mspradionews/Instagram: https://www.instagram.com/mspradio/TikTok: https://www.tiktok.com/@businessoftechBluesky: https://bsky.app/profile/businessof.tech

Meg Bear is the Co-Host of The Meg and Amy Show. In this episode of The Edge of Work, Meg joins Al Dea to unpack the biggest workplace and technology headlines shaping the future of work. Together, they explore the implications of AI Pilots failing to deliver results, what automation and AI could mean for consulting firms, the potential for a “white collar gig economy” and the evolving nature of the employer-employee contract. From AI pilots failing to deliver results, to what automation means for consulting firms, and the growing conversation around the white-collar gig economy, Meg offers candid insights grounded in her experience as a tech executive, and now Co-Host of The Meg and Amy Show. Article Links:https://www.google.com/url?q=https://fortune.com/2025/08/18/mit-report-95-percent-generative-ai-pilots-at-companies-failing-cfohttps://www.forbes.com/sites/stevenwolfepereira/2025/07/03/ceos-said-youre-replaceable-prepare-for-the-white-collar-gig-economy/https://www.msn.com/en-ca/money/career/at-t-just-made-it-official-workplace-loyalty-is-dead/ar-AA1K4ro4? Other LinksLinkedIn: https://www.linkedin.com/in/megbear/YouTube: https://www.youtube.com/@TheMegandAmyShow

Drawing upon insights from the ebook, “Critical Success Factors of Enterprise AI ”, we'll explore key strategies for prioritizing AI use cases, demonstrating business value, optimizing resources, ensuring data quality, and driving AI adoption. The discussion will provide actionable takeaways for business leaders looking to navigate the complexities of AI implementation and maximize its transformative potential. The ebook is available at: https://forms.workday.com/en-us/ebooks/critical-success-factors-to-enterprise-ai-adoption/form.html?refCamp=7014X000002XN5WQAW&step=step1_default

Emily Yang's work sits at the intersection of AI ethics, governance, and human experience. She is an early advocate for bringing human-centered design and responsible innovation into the heart of enterprise AI, especially in HR and talent functions. For her, ethics is an activity — something we do, not just something we believe. In this episode, Dart and Emily talk about why AI feels both helpful and destabilizing, how bias and invisible harms emerge, and what it takes to preserve human agency as AI tools shape our work and lives.Emily Yang is the Head of Human-Centered AI and Innovation at Standard Chartered, where she leads efforts to embed ethics, governance, and design into enterprise AI. She is a global speaker and advisor on responsible AI and human-centered innovation.In this episode, Dart and Emily discuss:- How AI is changing the meaning of data consent- How training data bakes in human bias- Why checklists aren't the same as ethics- Trust between people vs. trust in companies- How design preserves or erodes human agency- Why councils alone can't govern AI responsibly- Emily's personal struggle with AI's big questions- How generative AI reshapes identity, craft, and trust- The rise of “AI stewards” in organizations- And other topics…Emily Yang is the Head of Human-Centered AI and Innovation at Standard Chartered. She works to bring ethics, governance, and human-centered design into AI, especially in HR and talent. Emily serves on the bank's Responsible AI Council, Data Ethics Working Group, and GenAI Task Force. She has more than a decade of experience in UX, innovation consulting, corporate venture building, and big tech. Emily began her AI journey researching empathy and emotional intelligence in virtual agents. She is also an advisor to the Centre for Synchronous Leadership's “Agents of Change” and a frequent global speaker on responsible AI.Resources Mentioned:Diaspora, by Greg Egan: https://www.amazon.com/Diaspora-Novel-Greg-Egan/dp/1597805424WFH Episode 11 with Don Norman: https://podcasts.apple.com/us/podcast/the-design-of-everyday-things-design-for-a/id1612743401?i=1000582265202Connect with Emily:LinkedIn: https://www.linkedin.com/in/emilyyangy/ Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

The highly political nature of the new South Park series has been making all the headlines, but it also has something else squarely in it's sights - Generative AI. This week, Paul and Matt discuss a theme from a recent episode, the sycophantic nature of ChatGPT, and what that might be doing to our productivity…and our brains.Resources mentioned in this episode: Sickofancy South Park Episode Description: https://en.wikipedia.org/wiki/Sickofancy#Humanity Working is brought to you by BillionMinds - the company that makes employees ready for the Future of Work.BillionMinds helps companies be ready for the future of work by developing adaptable, resilient employees. You can learn more about them on LinkedIn or by visiting billionminds.com.

What exactly is an AI agent, and how will agents change the way we work?In this episode, a16z general partners Erik Torenberg and Martin Casado sit down with Aaron Levie (CEO, Box) and Steven Sinofsky (a16z board partner; former Microsoft exec) to unpack one of the hottest debates in AI right now.They cover:Competing definitions of an “agent,” from background tasks to autonomous internsWhy today's agents look less like a single AGI and more like networks of specialized sub-agentsThe technical challenges of long-running, self-improving systemsHow agent-driven workflows could reshape coding, productivity, and enterprise softwareWhat history — from the early PC era to the rise of the internet — tells us about platform shifts like this oneThe conversation moves from deep technical questions to big-picture implications for founders, enterprises, and the future of work. Timecodes: 0:00 Introduction: The Evolution of AI Agents0:36 Defining Agency and Autonomy1:54 Long-Running Agents and Feedback Loops4:49 Specialization and Task Division in AI6:20 Human-AI Collaboration and Productivity6:59 Anthropomorphizing AI and Economic Impact9:10 Predictions, Progress, and Platform Shifts11:31 Recursive Self-Improvement and Technical Challenges13:20 Hallucinations, Verification, and Expert Productivity16:20 The Role of Experts and Tool Adoption22:14 Changing Workflows: Agents Reshaping Work Patterns45:55 Division of Labor, Specialization, and New Roles48:47 Verticalization, Applied AI, and the Future of Agents54:44 Platform Competition and the Application Layer55:29 Closing Thoughts and Takeaways  Resources: Find Aaron on X: https://x.com/levieFind Martin on X: https://x.com/martin_casadoFind Steven on X: https://x.com/stevesi Stay Updated: Let us know what you think: https://ratethispodcast.com/a16zFind a16z on Twitter: https://twitter.com/a16zFind a16z on LinkedIn: https://www.linkedin.com/company/a16zSubscribe on your favorite podcast app: https://a16z.simplecast.com/Follow our host: https://x.com/eriktorenbergPlease note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see a16z.com/disclosures.

Steve Cadigan is a renowned talent strategist and thought leader in the Future of Work. Best known for scaling LinkedIn's workforce from 400 to 4,000 and shaping its iconic company culture, Steve draws on 30+ years of experience leading talent initiatives at Fortune 500 companies. Today, he advises organizations on navigating talent disruption and fostering human-centered workplaces. Steve is also the author of Workquake, which explores building stronger employer-employee relationships in the digital age. Tune in for insights on leadership, culture, and the evolving world of work CONNECT WITH HIM https://stevecadigan.com Subscribe to this channel now!  https://www.youtube.com/user/lunidelouis/?sub_confirmation=1    ---------------------------------------------------- Join our exclusive Facebook group @ https://www.facebook.com/groups/339709559955223  --------------------------------------------------- Looking for accountability to do your morning routine -- join us tomorrow morning, it's FREE:   https://bestmorningroutineever.com/  ----------------------------------------­­­­­­­-------------

What the options market is saying about Nvidia's post-earnings move. President Trump saying the government could take stakes in more companies. Plus, just how much AI could create in market value over the long-term, according to Morgan Stanley. 

About the Show:“This event is a bridge between what students think a job might be and an actual informed awareness about what these jobs look like.” – Joe Rollins, NWA CouncilIn this episode of I Am Northwest Arkansas®, host Randy Wilburn explores how the Build My Future NWA program is giving students a real taste of working in the skilled trades. Joining him are Joe Rollins, Workforce Development Director at the Northwest Arkansas Council, and Steve Turner, Business Development Manager at Multicraft Contractors. Together, they share how this powerful, hands-on event brings thousands of high school students right to the heart of construction, welding, heavy equipment operation, and much more—long before graduation.Randy, Joe, and Steve peel back the curtain on the incredible need for skilled tradespeople in Northwest Arkansas. They highlight how Build My Future goes beyond your average career fair by letting students operate equipment, try welding, talk directly with apprentices, and see for themselves the wide variety of careers available. They also tackle big questions—like how parents, educators, and the business community can get involved, and why it's never too late for adults to enter the trades.If you care about education, workforce development, or the future of work in Northwest Arkansas, this episode is a can't-miss.Key Takeaways:Hands-On Is Key: Build My Future NWA stands out because students actually get to try out trade skills, not just hear about them.Addressing a Regional Need: Northwest Arkansas is growing fast and needs skilled workers for everything from construction and plumbing to digital design in building trades.Community Collaboration: Over 30 sponsors and 70+ contractors across trades come together to support this event, making it a true team effort.More Than Just Kids: It's never too late to consider a trade career. Adult learners and those seeking a second career are finding opportunities, too.Trades Are Tech-Forward: Today's skilled trades blend hands-on work with high-tech skills, making these careers smart and future-ready.Parents, Teachers, Businesses: Everyone has a role to play in encouraging students and supporting events like Build My Future. All this and more on this episode of the I Am Northwest Arkansas® podcast.All this and more on this episode of the I Am Northwest Arkansas® podcast.Important Links and Mentions on the Show*Build My Future NWA: www.buildmyfuture-nwa.comCareersNWA job board and resources: www.careersnwa.comApprentice Arkansas (nontraditional apprenticeship info): https://arkansasosd.com/apprenticeship/Multicraft Contractors (apprenticeship info): https://multi-craft.net/apprenticeship-reimbursement-program/ABC Arkansas (Associated Builders and Contractors): https://www.abcark.org/Fayetteville Public Library Center for Innovation: FindItNWA.com NWA's Hyperlocal Business...

Join David in a special interview with Taylor Stockton, Chief Innovation Officer of the U.S. Department of Labor, as they discuss the Trump Administration's newly released AI Action Plan and DOL's lead responsibilities in expanding AI opportunities for workers and upskilling our current and future workforce.Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

In this episode, we sit down with Sharthok Chakraborty, a former HR practitioner turned tech executive to explore the evolving world of performance management and the growing role of AI in shaping the future of work. We discuss the inspiration behind founding Klaar, the challenges of building tools that solve real workplace problems, and how empathy and human judgment can be preserved in AI-enabled solutions. From eliminating friction in performance reviews to ensuring insights turn into real action, we dive deep into the opportunities and risks AI presents for people leaders. Sharthok shares his vision for the next five years of performance management, the broader impact of AI in talent management, and what he hopes the future of work will finally get right, without losing what matters most. Whether you're an HR leader, a tech innovator, or simply curious about the intersection of people and technology, this conversation offers practical insights and forward-looking ideas to help navigate what's next.

Send us a textIn this episode, we delve into the transformative journey of artificial intelligence and its profound impact on job markets worldwide. From automation to innovation, AI is reshaping industries, creating new opportunities, and challenging traditional employment paradigms. Join us as we explore how AI is redefining work, the skills needed for the future, and the balance between technological advancement and human potential. Tune in to understand the dynamics of this AI-driven era and what it means for the workforce of tomorrow.00:00 The Journey of Persistence02:46 The Importance of Personal Branding05:04 Navigating the AI Landscape10:26 The Future of Work and AI Displacement15:42 Ethics and Governance in AI20:54 The Power and Risks of AI Technology25:32 The Complexity of AI Threats29:14 The AI Arms Race32:52 Human Value in an AI-Driven World37:35 The Reliability of AI as a Fact Checker39:56 Understanding AI Bias and Transparency47:49 Navigating AI Governance and SecurityFollow the Podcast on Social Media!Tesla Referral Code: https://ts.la/joseph675128YouTube:    / @securityunfilteredpodcast  Instagram:   / @secunfpodcast  Twitter:   / @secunfpodcastSupport the showFollow the Podcast on Social Media! Tesla Referral Code: https://ts.la/joseph675128 YouTube: https://www.youtube.com/@securityunfilteredpodcast Instagram: https://www.instagram.com/secunfpodcast/Twitter: https://twitter.com/SecUnfPodcast

The world of work is changing.The days of a single, upward linear path within a company or industry is fading away.What's left is a non-linear career with lateral moves, industry changes, downward moves for greater fulfillment, learning new skills and frequent transitions.This new style of career path comes with its own set of challenges and opportunities.In this episode of the Aligned Achiever Podcast, I'm sharing the role of AI and technological change in the world of non-linear careers, my own non-linear career journey from real-estate all the way into business coaching, and the role of self-mastery, strategy and action when following a non-linear career path.It's time to embrace our skills of adaptability and resilience in the changing career landscape and tap into leaning into roles that fulfill us.

A Note from JamesThere's always been debate about whether college is worth it. But what if there's a better alternative—one that actually prepares you to become the person you want to be? My good friend Matt Smith just wrote a book with Doug Casey called The Preparation. It's not theory—he's been putting his own son through it as a real-world experiment. Instead of college, Maxim has spent the past two years learning skills like EMT training, firefighting, building houses, working cattle, and even launching a business. This is a practical roadmap for turning those years of 18–22 into a hero's journey. I loved this conversation, and I'm sending the book to all of my kids.Episode DescriptionJames talks with entrepreneur and writer Matt Smith about his new book The Preparation, co-authored with Doug Casey. The book lays out a four-year alternative to college built around “cycles”—three-month intensive experiences designed to build practical skills, personal codes, and real-world wisdom. From earning an EMT license to fighting wildfires, training in Muay Thai, or running a small business, these cycles are designed to help young people become independent, capable, and resilient. James and Matt discuss why the traditional college path often fails, how to build a personal code of values, and why the future belongs to “expert generalists” who know how to learn across disciplines.What You'll LearnWhy “be, do, have” is a more powerful framework for life than chasing possessions or credentials.How creating a personal code builds self-respect and identity.Why intergenerational relationships matter more than peer validation.How cycles of hands-on learning—from EMT work to entrepreneurship—prepare young people better than a classroom ever could.Why becoming an expert generalist is the best hedge against a future dominated by AI and automation.Timestamped Chapters[00:00] A Note from James: College vs. alternatives[01:00] Introducing Matt Smith and The Preparation[03:00] Origins of the book and Doug Casey's vision[05:00] Writing the book for his son Maxim[06:00] Why homeschooling replaced high school[07:00] “Be, Do, Have” explained[09:00] Stacking cycles vs. stacking skills[10:00] Why the book focuses on young men (and how women can adapt it)[11:00] How to build your own cycle[13:00] Why traditional education fails to prepare people for real skills[14:00] Establishing a personal code[16:00] Examples of personal rules for self-respect[18:00] Practicing courage and choosing virtues[20:00] Skills Maxim has gained so far—EMT, chess, horses, firefighting[22:00] Adventures with Doug Casey and small-country nation building[24:00] Maxim's cycles: EMT work, ranch apprenticeship, wildfire EMT[27:00] Structure, resistance, and learning by doing[28:00] Shelter Institute and learning to build a house[29:00] Entrepreneurship cycle: precision agriculture with drones[31:00] Lessons from entrepreneurship[32:00] Muay Thai training in Thailand[33:00] Cooking school in Florence[34:00] Travel with purpose vs. aimless wandering[36:00] James on biographies and meaningful decisions[37:00] Preparing for AI and the future of work[39:00] Why being an “expert generalist” matters[41:00] Learning how to learn across environments[42:00] The problem with peer-only education[44:00] Intergenerational relationships as mentorship[45:00] What comes after the preparation[47:00] Why the program can work for adults too[49:00] Rethinking retirement as another cycle of preparation[56:00] Matt's personal growth through writing and learning new skills[58:00] Designing The Preparation as a beautiful, interactive book[59:00] Closing thoughts and sending the book to the next generationAdditional ResourcesMatt Smith & Doug Casey — The PreparationDoug Casey's Take (Podcast): YouTube ChannelDoug Casey's Official Site: internationalman.comThe Shelter Institute (Learn to Build a House): shelterinstitute.comMuay Thai Training in Thailand (Example School): Santai Muay Thai GymFlorence Cooking School Example: Apicius International School of HospitalityStripe Press (Books mentioned by Matt): stripe.pressDoug Casey's Classic Book — Crisis Investing: AmazonSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  SummaryIn this episode, Adam Posner interviews Charlotte Dales, co-founder and CEO of Inclusively, a platform dedicated to creating equitable workplaces. Charlotte shares her journey from finance to founding Inclusively, inspired by her cousin Cameron's achievements despite challenges. The conversation delves into the importance of workplace accommodations, the role of anonymity in fostering inclusion, and the need for data-driven insights to bridge gaps in employee support. Charlotte discusses the pivot from a hiring platform to a focus on retention and the future of work, emphasizing skills-based hiring and authentic DEI practices. She also offers advice for aspiring founders on balancing personal and professional life while defining success beyond financial metrics.Takeaways: - Inclusively aims to create equitable workplaces through technology.- Charlotte's inspiration came from her cousin Cameron's journey.- Accommodations in the workplace can significantly impact employee success.- Anonymity in requesting support is crucial for employee comfort.- Data-driven insights help align employee needs with company offerings.- The business model pivoted from hiring to retaining talent.- Skills-based hiring complements the need for accommodations.- Authenticity in DEI practices is essential for real impact.- Balancing work and personal life can enhance productivity.- Success is defined by the positive impact on future generations.Chapters00:00 Introduction to Inclusively and Its Mission02:59 Charlotte's Journey: From Finance to Founding Inclusively06:03 Inspiration from Family: Cameron's Story08:55 The Importance of Accommodations in the Workplace11:51 The Role of Anonymity in Workplace Inclusion14:47 Bridging the Gap: Data-Driven Insights for Employers17:57 Pivoting the Business Model: From Hiring to Retaining Talent20:54 The Future of Work: Skills-Based Hiring and Inclusion24:00 Navigating the DEI Landscape: Authenticity vs. Performative Actions26:58 Advice for Aspiring Founders: Balancing Life and Work29:42 Defining Success: Beyond Numbers and Exits 

In this episode of Crazy Wisdom, Stewart Alsop speaks with Juan Verhook, founder of Tender Market, about how AI reshapes creativity, work, and society. They explore the risks of AI-generated slop versus authentic expression, the tension between probability and uniqueness, and why the complexity dilemma makes human-in-the-loop design essential. Juan connects bureaucracy to proto-AI, questions the incentives driving black-box models, and considers how scaling laws shape emergent intelligence. The conversation balances skepticism with curiosity, reflecting on authenticity, creativity, and the economic realities of building in an AI-driven world. You can learn more about Juan Verhook's work or connect with him directly through his LinkedIn or via his website at tendermarket.eu.Check out this GPT we trained on the conversationTimestamps00:00 – Stewart and Juan open by contrasting AI slop with authentic creative work. 05:00 – Discussion of probability versus uniqueness and what makes output meaningful. 10:00 – The complexity dilemma emerges, as systems grow opaque and fragile. 15:00 – Why human-in-the-loop remains central to trustworthy AI. 20:00 – Juan draws parallels between bureaucracy and proto-AI structures. 25:00 – Exploration of black-box models and the limits of explainability. 30:00 – The role of economic incentives in shaping AI development. 35:00 – Reflections on nature versus nurture in intelligence, human and machine. 40:00 – How scaling laws drive emergent behavior, but not always understanding. 45:00 – Weighing authenticity and creativity against automation's pull. 50:00 – Closing thoughts on optimism versus pessimism in the future of work.Key InsightsAI slop versus authenticity – Juan emphasizes that much of today's AI output tends toward “slop,” a kind of lowest-common-denominator content driven by probability. The challenge, he argues, is not just generating more information but protecting uniqueness and cultivating authenticity in an age where machines are optimized for averages.The complexity dilemma – As AI systems grow in scale, they become harder to understand, explain, and control. Juan frames this as a “complexity dilemma”: every increase in capability carries a parallel increase in opacity, leaving us to navigate trade-offs between power and transparency.Human-in-the-loop as necessity – Instead of replacing people, AI works best when embedded in systems where humans provide judgment, context, and ethical grounding. Juan sees human-in-the-loop design not as a stopgap, but as the foundation for trustworthy AI use.Bureaucracy as proto-AI – Juan provocatively links bureaucracy to early forms of artificial intelligence. Both are systems that process information, enforce rules, and reduce individuality into standardized outputs. This analogy helps highlight the social risks of AI if left unexamined: efficiency at the cost of humanity.Economic incentives drive design – The trajectory of AI is not determined by technical possibility alone but by the economic structures funding it. Black-box models dominate because they are profitable, not because they are inherently better for society. Incentives, not ideals, shape which technologies win.Nature, nurture, and machine intelligence – Juan extends the age-old debate about human intelligence into the AI domain, asking whether machine learning is more shaped by architecture (nature) or training data (nurture). This reflection surfaces the uncertainty of what “intelligence” even means when applied to artificial systems.Optimism and pessimism in balance – While AI carries risks of homogenization and loss of meaning, Juan maintains a cautiously optimistic view. By prioritizing creativity, human agency, and economic models aligned with authenticity, he sees pathways where AI amplifies rather than diminishes human potential.

Employer health plans hide behind loopholes. Michelle Whittaker explains redistricting, while workers fight back against Wall Street's job-killing schemes.Subscribe to our Newsletter:https://politicsdoneright.com/newsletterPurchase our Books: As I See It: https://amzn.to/3XpvW5o How To Make AmericaUtopia: https://amzn.to/3VKVFnG It's Worth It: https://amzn.to/3VFByXP Lose Weight And BeFit Now: https://amzn.to/3xiQK3K Tribulations of anAfro-Latino Caribbean man: https://amzn.to/4c09rbE

Thank you Sandra Dingler, Mary B, Charles White, Catherine Tata, and many others for tuning into my live video! Join me for my next live video in the app.* Think You're Covered? The Truth About Employer Health ‘Insurance': Millions of Americans think their job's health plan is real insurance, but self-funded corporate plans are exempt from state protections and ACA rules, leaving workers vulnerable wh… To hear more, visit egberto.substack.com

As AI tools become increasingly embedded in the workplace, the future of work hangs in a delicate balance between automation and opportunity. In this episode, J.D. Seraphine, founder and CEO of Raiinmaker, joins Neil to challenge the dominant narrative of AI-driven job loss. Instead, he offers a bold vision—one where technology enhances human creativity, not replaces it. J.D. shares how Raiinmaker is merging Web3 and AI to build platforms that reward human contribution, decentralize value, and give people a voice in shaping the future of artificial intelligence. We explore what it means to create ethical, human-led AI systems, how businesses can support young workers through upskilling and mentorship, and why the biggest challenge may not be employee readiness—but leadership inertia. From entry-level displacement to data ethics, from complementary currencies to AI-generated video training, this conversation goes far beyond the hype. J.D. also speaks candidly about the real risks ahead—alongside the unprecedented potential for a new kind of economic empowerment.

What if your next career move wasn't about climbing the ladder—but making real progress toward a life of purpose? In this episode of Leveraging Thought Leadership, host Peter Winick sits down with Michael Horn—author, speaker, and co-founder of the Clayton Christensen Institute for Disruptive Innovation —to explore how thought leadership can transform education, careers, and the way we make big life decisions. Michael has spent decades applying the "Jobs to Be Done" framework—originally developed by Clayton Christensen—to help individuals and organizations rethink their goals. He's worked alongside entrepreneurs, university presidents, and innovators who are reshaping the future of learning and work. His latest book, "Job Moves: 9 Steps for Making Progress in Your Career", takes this powerful research and makes it personal—helping people make smarter, more fulfilling choices. We dig into how ideas evolve beyond their original intent. Christensen's theory of disruptive innovation started with disk drives, yet found its way into steel mills, education, and now career design. Michael shares how “Jobs to Be Done” is following a similar path, expanding from product design into deeply human territory—helping people identify the real motivations driving their decisions. We also tackle the big shifts in higher education. From universities facing demographic cliffs to the innovators thriving in the post-COVID landscape, Michael offers an unflinching look at what it takes for institutions to adapt—or be left behind. His insights bridge the gap between theory and practice, showing how thought leadership can both diagnose challenges and drive measurable change. This conversation is a masterclass in taking a proven idea, reimagining its applications, and building influence by serving a market that's ready for transformation. Whether you're leading an organization, shaping public policy, or charting your own next move, Michael's approach offers a blueprint for progress. Three Key Takeaways: • Decades of consulting experience can be distilled into a compelling book that captures proven strategies, lessons learned, and actionable insights for a targeted audience. • Translating expertise into thought leadership requires transforming complex, insider knowledge into clear, engaging narratives that resonate beyond your immediate industry. • A well-crafted book serves as a strategic asset, building credibility, expanding reach, and opening doors to new opportunities and revenue streams. If you enjoyed hearing Michael Horn unpack how big ideas like Jobs to Be Done can move from theory into real-world impact, you'll want to keep the momentum going with Liz Wiseman's episode, Taking Thought Leadership from Page to Practice. Both conversations dive into the art of translating deep expertise into actionable strategies that resonate beyond your immediate circle. Michael explored how to adapt proven frameworks to education, careers, and personal decisions. Liz builds on that by showing how to make your thought leadership stick—turning insights into tangible change within organizations. By listening to both episodes, you'll gain a powerful one-two punch: Michael's perspective on expanding the reach of great ideas, and Liz's blueprint for ensuring those ideas drive real, measurable results. Together, they'll give you fresh tools to move your own thought leadership from inspiration to implementation.

In this episode of the HR Leaders Podcast, we speak with Vince Molinaro Ph.D., NY Times Best-Selling Author of The Leadership Contract, about redefining leadership expectations and building a community of accountable leaders. Vince shares the four terms of leadership, decision, obligation, hard work, and community, and explains how organizations can embed these principles into everyday practices. He discusses how HR leaders can align executives during strategic shifts, strengthen leadership culture, and create the conditions for extraordinary performance.

Throughout the conversation, Claude and Anthony delve into the nuances of creating a workplace culture that prioritizes psychological safety and innovation. Claude reveals how her unique role, crafted in collaboration with Gary Vaynerchuk, focuses on putting people at the center of business strategies, driving both efficiency and employee satisfaction. She candidly discusses the challenges she faced in writing her new book, a project that took years of dedication and introspection, aimed at empowering individuals to become the CEOs of their own lives.Listeners will gain valuable insights into the importance of emotional intelligence in leadership, learning how to balance empathy with accountability to foster a thriving organizational culture. Claude's stories and experiences offer a roadmap for leaders at all levels to inspire and motivate their teams, encouraging them to embrace authenticity and vulnerability as strengths.This episode is a must-listen for anyone seeking to refine their leadership skills and make a positive impact within their organization. Whether you're a seasoned executive or an aspiring leader, Claude's wisdom and passion will leave you inspired to lead with heart and purpose. Tune in to discover how you can transform your leadership approach and make a meaningful difference in the lives of those you lead.Want to level up and stand out? Don't just listen—read. Grab your copy of Be Yourself here: https://beyourselfbook.com/Read. Learn. Then step up and be yourself.

To celebrate International Youth Day (August 12), this special compilation episode of AI and the Future of Work brings together inspiring voices with wisdom for both young people starting out and the leaders, parents, and mentors guiding them.In this episode, we revisit key moments from four remarkable guests who share timeless lessons on navigating change, finding meaning in work, embracing vulnerability, and developing the human-centered skills that will matter most in the future.Featuring Guests:

Artificial intelligence (AI) is bringing both challenges and opportunities to the corporate learning space. In this episode of The Business of Learning — recorded live, in person at the 2025 Training Industry Conference & Expo (TICE) — we sat down with Nichol Bradford, executive-in-residence, AI+HI at SHRM, futurist, and founder and chairman of Transformative Tech Lab, to explore how learning leaders can use AI to drive human potential while navigating its challenges. Tune in now for insights on: What it means to responsibly implement AI in the workplace How generative AI can augment, not replace, human talent Preparing L&D teams to lead an AI-enabled future of work Opportunities and challenges in using AI to enhance employee well-being

- FDA Advisory on Contaminated Shrimp (0:11) - Cesium Eliminator and Its Benefits (4:17) - Alternative Solutions and Warnings (12:59) - FDA's Role and Prussian Blue (23:50) - Additional Blue Dyes and Their Benefits (27:41) - Photo-Activated Nutrition and Fluorescence (33:49) - Health Ranger Store's Macaroni and Cheese (41:30) - Data Center Wars and Power Grid Vulnerabilities (49:05) - Modular Nuclear Reactors and Cold Fusion (1:14:45) - Government's Role in Energy Suppression (1:19:42) - Small Modular Reactors and Nuclear Power Advocacy (1:23:59) - Government Depopulation Agenda and Technological Advancements (1:28:17) - Human Extermination and Technological Singularity (1:36:32) - Economic Implications of Depopulation and Technological Advancements (1:48:13) - Interview with Tom Woods on Historical Narratives and Government Influence (1:49:06) - The Role of AI in the Future of Work and Human Society (2:37:16) - Impact of AI on Personal Services and Human Connection (2:38:43) - Historical Context and Human Identity (2:43:39) - AI in Agriculture and Decentralization (2:46:25) - Ethical and Privacy Concerns (2:51:02) - Future of AI and Human Reaction (2:53:56) For more updates, visit: http://www.brighteon.com/channel/hrreport NaturalNews videos would not be possible without you, as always we remain passionately dedicated to our mission of educating people all over the world on the subject of natural healing remedies and personal liberty (food freedom, medical freedom, the freedom of speech, etc.). Together, we're helping create a better world, with more honest food labeling, reduced chemical contamination, the avoidance of toxic heavy metals and vastly increased scientific transparency. ▶️ Every dollar you spend at the Health Ranger Store goes toward helping us achieve important science and content goals for humanity: https://www.healthrangerstore.com/ ▶️ Sign Up For Our Newsletter: https://www.naturalnews.com/Readerregistration.html ▶️ Brighteon: https://www.brighteon.com/channels/hrreport ▶️ Join Our Social Network: https://brighteon.social/@HealthRanger ▶️ Check In Stock Products at: https://PrepWithMike.com

Georgie Holt set herself a radical challenge: Could she completely remove herself from the operational side of her job using AI? In this conversation, Georgie shares how she used ChatGPT tools to build systems that dramatically reduced the time she spent on hiring, communications, and day-to-day decision-making. Georgie is the co-founder and CEO of Flight Story, which she co-founded with Stephen Bartlett. It’s the media company that is home to The Diary of a CEO - the second biggest podcast in the world, with over 1 billion streams and over 11 million YouTube subscribers. Georgie walks us through her process for identifying what to automate, how she built a custom GPT to handle interviews, and why she believes this technology can be a game-changer - especially for women in leadership. You’ll learn: How Georgie saved 20–25 hours a week with AI The custom GPT she built to run candidate interviews Why she created a "writer’s room" AI model inspired by Hollywood How AI can help leaders double down on emotional intelligence The two areas Georgie now spends her reclaimed time on This is part one of a two-part conversation that explores the future of work, leadership, and how to use AI to elevate (not erase) your humanity. Follow Georgie on LinkedIn: https://www.linkedin.com/in/georgie-holt/ Listen/watch Diary of a CEO: https://www.youtube.com/@TheDiaryOfACEO My new book The Health Habit is out now. You can order a copy here:https://www.amantha.com/the-health-habit/ Connect with me on the socials:LinkedInInstagram Want more tips to improve the way you work and live?Subscribe to my weekly newsletter for practical, science-backed strategies:https://amantha-imber.ck.page/subscribe For full show notes from all episodes, visit:https://www.amantha.com/podcast Get in touch: amantha@inventium.com.au CreditsHost: Amantha ImberEpisode Producer: Sam Blacker, The Podcast ButlerSee omnystudio.com/listener for privacy information.

In this special episode of Boxes and Lines, Ronan and JR sit down with members of IEX's 2025 summer intern class, mostly incoming seniors in engineering, marketing, finance, and cybersecurity, for a conversation that spans Gen Z in the workplace, what they've learned at IEX, and their hopes (and hot takes) on the future of work, tech, and life. Two intern panels, one insightful summer, and at least one spreadsheet created in 5th grade. The kids are alright. 

Equip your teen for the future! Julia Jinks shares how career exploration builds clarity, confidence, and real-world skills in high school. Sponsored by CTCMath.com How do you help your teen discover a career path that actually fits who they are—and saves them years of wasted time and money? In this episode, I sit down with Julia Jinks to talk about the power of intentional career exploration during the high school years. Julia shares why one short meeting with a career counselor can't compare to a semester-long class that gives teens the tools, resources, and space to dig into their strengths, interests, and values. We discuss: ✅ Why most students can only name a handful of jobs—and how that limits their options ✅ Using tools like Myers-Briggs and the Holland Code to uncover hidden strengths and career matches ✅ Helping teens think about lifestyle goals alongside career choices ✅ Preparing students for jobs that don't even exist yet (hello, 4th Industrial Revolution!) ✅ The value of job shadowing, informational interviews, and digital portfolios ✅ How entrepreneurship, emerging economies, and soft skills all play into future readiness Julia also walks us through how her class equips teens with real-world skills—like resume writing, professional interviews, and self-leadership—that prepare them for whatever comes next. If you've ever worried about your teen “figuring it out” too late in the game, this episode will give you both hope and a practical roadmap for meaningful career exploration.

In this episode, Carlos Gonzalez de Villaumbrosia interviews Noam Lovinsky, Chief Product Officer at Grammarly, the AI-native productivity platform with over 40 million daily active users and $700 million in annual revenue.Grammarly began as a trusted writing assistant, but it's now redefining productivity at scale. With the recent acquisitions of Superhuman, the lightning-fast AI-powered email client ($825M), and Coda, the flexible doc-based workspace tool, Grammarly is evolving into a full-stack AI productivity platform. This expansion signals a bold product vision—one that positions Grammarly at the center of modern knowledge work.Noam leads Grammarly's product organization with a focus on combining human expertise with AI agents to unlock next-level collaboration. In this episode, he unpacks the strategy behind Grammarly's product evolution, how they're designing extensible systems for third-party developers, and why the future of work is not just AI-assisted—but AI-augmented. He also shares how his teams balance speed and scale, and what it takes to build high-performing product orgs around a radically expanding vision.What you'll learn:- Why Grammarly is moving beyond writing to become a full AI-native productivity suite.- The product rationale behind acquiring Superhuman and Coda—and what's next.- How Grammarly's extensibility strategy is creating a powerful product moat.- Noam's approach to building teams that combine human judgment with AI agents.Key Takeaways

See more: https://thinkfuture.substack.comConnect with Jillian: https://tenpermissions.com---Learning how to embrace change, reclaim agency, and build a future on your own terms.In this episode of thinkfuture, host Chris Kalaboukis talks with Jillian Reilly, founder of Antacara, about how to navigate profound change in uncertain times and why reclaiming your personal agency is the most important skill of the 21st century.Jillian believes that fear of change keeps most of us trapped in outdated roles and expectations. But by building our “change muscle” through small, intentional choices, we can prepare ourselves for life's bigger transitions.We discuss:- Why most people doubledown on the familiar—even when it no longer works- How to develop “change readiness” and adapt with confidence- The importance of reclaiming personal agency instead of outsourcing your choices- Navigating social pressure when making unconventional life decisions- Why linear, 20th-century models of success are holding us back- Jillian's hopeful vision of 2035: portfolio careers, free agency, and lives built on balance, not sacrificeThis episode is both practical and inspiring—a roadmap for anyone feeling stuck, afraid of change, or unsure how to shape their next chapter. Jillian's work helps people unlock their ability to evolve, create their own path, and thrive in a rapidly changing world.If you're interested in personal growth, adaptability, future of work, career reinvention, or learning how to navigate change intentionally, this conversation is for you.

In this episode of the Getting Smart Podcast, Tom Vander Ark sits down with Casey Evans, Associate Dean for Undergraduate Programs at American University's Kogod School of Business, to explore how AI is revolutionizing specifically business education. From integrating AI literacy across a fully redesigned curriculum to emphasizing professionalism and communication skills tailored for Gen Z, Casey shares how her team is preparing students for the future of work. Discover innovative approaches like interdisciplinary first-year courses, AI-infused learning paths, and the launch of new programs like the AI and Business Analytics major. Tune in to learn how the Kogod School is leading the charge in equipping students with both the technical and human skills needed to thrive in a rapidly evolving workforce. Outline (00:00) Introduction to AI in Business Education (04:52) Integrating AI and Professional Skills (09:14) Fostering Professionalism and Communication (12:27) AI Literacy Across All Majors (16:13) Entrepreneurship and Business Education (22:37) Conclusion and Acknowledgements Links Watch the full video here Read the full blog here Casey Evans LinkedIn Profile American University Website Kogod School of Business Website Business Analytics and AI Program

In this episode, Dr. Michelle Magallanez, Head of Interaction Design at AVID Center, returns to Unpacking Education to share how AVID Future Lab is equipping students with the durable skills they need to thrive beyond the classroom. The conversation explores how project-based learning (PBL), student voice and choice, and real-world issues—like the impact of social media on mental health—prepare learners for the future of work and life. Learn how the free resources within AVID Future Lab, supported by Adobe Express, give students authentic opportunities to research, create, and present solutions to real problems—all while building confidence, collaboration, and creativity. Regardless of your familiarity and experience with PBL, this episode offers accessible strategies and free classroom-ready resources to help every student see themselves as a designer and change-maker. Visit AVID Open Access to learn more.

Jarrod McCarroll is the CEO of Weber Inc., the global leader in high-tech slicing innovation that revolutionized in-store sandwich construction. Since taking the reins in 2014, he has remained committed to delivering perfect portions of strategic vision and hands-on leadership. Raising the bar on a new tradition of excellence that optimizes the way modern food is prepared, while honoring the quality that built the business. Check out the conversation on YouTube: https://youtu.be/Sbb9R9BdqKYWebsite: https://us.weberweb.com/ Facebook: https://www.facebook.com/jarrod.mccarroll/

In this solo episode I talk about ten things about the future of work and the job market. What will having a career look like? Will you work for someone else? Yourself? How do you build up a resumee for this unknown future? Learn more about your ad choices. Visit megaphone.fm/adchoices