Podcasts about FW

In this episode, guest speaker, FW board member, and member of the Keep Calm community Lou Huesmann explains that self-differentiation requires clarity about what really matters to us. If we are not really clear on our values, we will be influenced and pressured by the values of everyone around us. According to Edwin Friedman, self-differentiation is the ability to claim your goals and values in the midst of surrounding togetherness pressure. To help make this concept more tangible, Lou wraps up by sharing some wonderful guiding principles - or values - from author Jenny Brown in her book Growing Yourself Up.This episode was recorded on September 12, 2025.

In episode 217, Coffey talks with HRSouthwest Conference keynote speaker Steve Cadigan about the evolving nature of work.They discuss ongoing remote work debates; the evolution from hiring for skills to hiring for learning ability; the need for experimentation in remote team management; AI's role in skills analysis and internal talent mapping; building learning ecosystems between companies and educational institutions; the importance of knowing employee capabilities outside of their role-specific tasks; and HR's evolving role as facilitators of organizational awareness and AI governance.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Steve Cadigan is a highly sought-after talent advisor to leaders and organizations across the globe. As Founder of his own Silicon Valley-based firm, Cadigan Talent Ventures, Steve advises a wide range of innovative organizations that include Google, Cisco, Intel, and The Royal Bank of Scotland, Manchester United Football Club, The Country Music Association and the BBC. He is also regularly retained by some leading VC (Venture Capital) and Consulting firms such as Andreesen Horowitz, McKinsey & Company, Deloitte, and Greylock Partners for his counsel on a wide range of talent topics.Since 2021 Steve has been recognized every year as a top 100 thought leader in the world of Talent and People.Steve speaks at conferences and teaches in major universities around the world. His work in helping shape the culture at LinkedIn led Stanford University to build a graduate-level class around this ground-breaking work. Steve is frequently asked to appear on global TV and is a frequent guest on Bloomberg West, CBS, and CNBC.Throughout his career, the teams, cultures, and organizations he has led and helped build have been recognized as exceptional, “world-class” performers by the Wall Street Journal and Fortune Magazine.Before launching his firm, Steve worked as an HR executive for over 25 years at a wide range of companies and industries including ESPRIT, Fireman's Fund Insurance, Cisco Systems, PMC-Sierra, Electronic Arts and capped by serving as the first CHRO for LinkedIn from 2009 through 2012, taking the company from a private firm of 400 employees, through an IPO and helping set it up to be the powerhouse that it has become today. In 2021 Steve received the high honor of being invited by both The University of San Francisco and Stanford University to deliver their commencement speeches.Today Steve serves on the Board of Directors to three companies and also sits on the Advisory Board of several other progressive organizations. His passion is helping leaders and companies build compelling talent strategies.In August of 2021 Steve published a ground-breaking book on the Future of Work titled Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working.Even before its official release it realized #1 on the Amazon list of Hot New Releases. In the summer of 2025 Steve launched a new podcast series called Workquake Weekly.Over his career, Steve has lived in Singapore, Canada, and the United States. He has interviewed, hired, coached and mentored thousands of employees and leaders within a wide range of industries and geographies. This is what sets Steve apart from others who speak about the future of work. Steve has lived deep inside the world of work as an employee AND as an employer. His experiences and achievements give him a unique and authoritative point of view, essential to all discussions about the future of work.Today Steve lives in California with his family. He is the father of four boys and the stepdad to two girls. When he is not speaking, teaching, or writing, you can find Steve coaching basketball, playing tennis, body surfing, driving his kids everywhere, or cheering them on at their activities.Steve graduated from Wesleyan University with a BA in History and received a Master's Degree in HR & Organization Development from the University of San Francisco.Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working : https://a.co/d/3uORSF4Workquake Weekly Podcast: https://podcasts.apple.com/us/podcast/workquake-weekly/id1815731966Steve Cadigan can be reached at https://stevecadigan.com.About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Shift hiring strategies from evaluating what candidates already know to assessing their capacity to learn new skills quickly, as the shelf life of current competencies continues to shrink.2. Develop comprehensive internal talent mapping systems that identify employees' transferable skills and potential for different roles within the organization, similar to how companies track customer data.3. Create experimental approaches to remote work management rather than rigid policies, to determine what productivity and culture practices work best for specific team dynamics.

Panique à bord? nous recevons Max et Nicolas qui ont tous les deux activé leur première Wildcard pendant ce break international. L'occasion d'un changement de formation avec les derniers mouvements du mercato en particulier sur les FW?Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

「小川航基、アメリカ戦不発で証明ならず！日本代表招集前に強気発言も…」　　サッカー日本代表「森保ジャパン」はFIFAワールドカップ北中米大会での優勝を目指すなか、日本時間9月10日開催の国際親善試合で、FIFAランキング上位のアメリカ代表に0-2で敗北。スタメン出場FW小川航基（NECナイメヘン）はノーゴールという結果に終わっただけに、試合前に発していた自身の発言内容を証明できなかった格好だ。　小川は2025/26シーズンのオランダ1部リーグ開幕戦で2ゴールを奪うなど、所属クラブで好調を維持。日本代表招集前の8月下旬、オランダ『forza nec』で掲載されたインタビュー記事によると、同選手は日本代表でのポジション争いについて「日本代表では自分が最高のストライカーだと常に信じている。決定権は僕ではなく、森保監督にあるけどね」と、自身が1番手であるとの認識を示していた。　その日本代表のストライカ－陣では、オランダ1部リーグ開幕から2試合つづけてゴールを奪っている上田綺世（フェイエノールト）やFW前田大然（セルティック）、2024/25シーズンにブンデスリーガなど公式戦で2桁ゴールを挙げたFW町野修斗（現ボルシアMG）とライバルは多い。　今回の北米遠征では、小川、上田、前田、町野いずれも招集されたが、このうちメキシコ戦では上田がフル出場。ポストプレー等でフィジカルの強さを発揮し、何度もチャンスを演出していた。一方、アメリカ戦では小川はスタメン出場したが、攻撃面で存在感を発揮できず、73分で途中交代。途中出場の町野もゴールネットを揺らすことはできなかった。　この2試合のFW陣のパフォーマンスを踏まえると、上田が依然として1番手であることは確か。小川の「日本代表では自分が最高のストライカー」というコメントは、試合結果や内容に反映されなかった。北中米W杯優勝を目指す森保ジャパンにおいて、小川が真に“最高のストライカー”と認められるためには、言葉ではなくピッチ上での決定力を示し続けることが不可欠だ。

「今夏退団報道も…アトレティコFWセルロートが噂を否定「びっくりした」」　　アトレティコ・マドリード（スペイン1部）は今夏にスペイン代表MFアレックス・バエナや、アルゼンチン代表MFチアゴ・アルマダなどを獲得しており、投じた額は2億ユーロ（約346億6000万円）以上。しかし、ラ・リーガ開幕から3試合で未勝利とスタートダッシュには失敗した。　そのアトレティコでは今夏にノルウェー代表FWアレクサンデル・セルロートに今夏退団の可能性が浮上。開幕戦のエスパニョール戦でのディエゴ・シメオネ監督の起用法に不満を持ったことから、退団を希望していると報じられていた。　しかし、昨季はスーパーサブという立ち位置ながら公式戦53試合で24ゴールを記録したセルロートはこの噂を真っ向から否定。スペイン『ムンド・デポルティーボ』で、複数クラブからの関心があったことを明かしつつも、アトレティコ残留が最優先であったことを明かした。　「多くのクラブが興味を示してくれてきたが、アトレティコに残りたいと常に言ってきた。噂には本当に驚いたよ。不満はない。真実ではないことを書かれていたけど、選手としては受け入れなければいけない。真実ではないことが書かれていたし、僕が言っていないこともニュースになっていた。僕は落ち着いて受け止めているよ」　また、今後の巻き返しに向けて「世界最大かつ最高のクラブでプレーできることを嬉しく思う。シーズン序盤は厳しい状況だが、必ず挽回できると確信している」とコメント。アトレティコは代表ウィーク明けの第4節でビジャレアルと対戦予定だが、初勝利を手にできるだろうか。

「「頭がおかしい」に反論、イングランドのレジェンドが激突」　　ブンデスリーガのバイエルン・ミュンヘンに所属するイングランド代表のFWハリー・ケインは2023年夏、長年在籍したプレミアリーグのトッテナム・ホットスパー（2009-2023）を離れ、バイエルンへ移籍した。プレミアリーグで213ゴールを記録していたケインは、アラン・シアラー氏（2006年引退）の歴代最多記録まで残り48ゴールに迫っていたことから、その決断は大きな議論を呼んだ。　UKメディア『Daily Mail』によると、元イングランド代表FWマイケル・オーウェン氏（2013年引退）は当時、ケインの移籍について「頭がおかしい」と批判し、家庭を持ちながら国外に移る必要性にも疑問を呈していたと伝えた。　さらに「プレミアリーグ歴代最多得点者になることこそが偉大な達成であり、その過程でタイトルを獲得することも可能だった」と強調していた。　これに対しケインは、5月にバイエルンでブンデスリーガ優勝を経験した後、ポッドキャスト番組『Rio Ferdinand Presents』で反論した。　「意見を言う権利は誰にでもある。オーウェン氏はプレミアリーグの偉大な選手であり尊敬するが、キャリアは人それぞれだ」と語り、移籍の動機について「単にタイトルを求めたのではなく、できる限り長く最高レベルでプレーするためだった」と説明した。　さらにケインは「ビッグマッチや優勝争い、UEFAチャンピオンズリーグの大一番やFIFAクラブワールドカップ準々決勝を経験できていることに満足している。選手として成長を感じ、限界に挑戦できている」と述べ、現在の選択に満足していると明言した。　オーウェン氏の発言に直接的な言及を避けつつも、自らのキャリアに対する確固たる信念を示した形となった。

「中村敬斗、退団阻止の裏で…ランスの移籍金収入110億円超！伊東純也は5億円」　　9月の日本代表メンバーから落選したFW中村敬斗は、フランス2部スタッド・ランスへ残留する模様。ラ・リーガ所属ビジャレアルへの移籍破談が報じられ、ランスのスポンサーである『ヤスダグループ』の圧力が一部で噂されるなか、ランスの移籍金収入が120億円規模であることが現地で話題に。日本代表FW伊東純也（現ヘンク）の移籍金は安価だが、ランスは中村の放出に迫られていなかったとみられる。　フランス『Reims VDT』が8日に伝えたところによると、ランスは2025年夏の移籍ウィンドウで伊東ら8選手を放出。移籍金収入は総額6,760万ユーロ（約117億円）にのぼるとみられ、最高額はMFヴァレンティン・アタンガナ（アル・アハリ・サウジFC）の2,500万ユーロ（約43億円）。MFアマドゥ・コネ（ネオムSC）が1,330万ユーロ（約23億円）、DFノア・サンギ（パリFC）が950万ユーロ（約16億円）で売却された一方、伊東の移籍金は280万ユーロ（約4億8,000万円）にとどまったという。　一方、中村の去就を巡っては、日本代表MF守田英正所属のスポルティングCP、DF冨安健洋の古巣ボローニャからの関心が報じられていたが、8月下旬以降は音沙汰なし。移籍ウィンドウ最終日の9月1日にはフランス紙『レキップ』がビジャレアル移籍破談を報道。UEFAチャンピオンズリーグ（CL）出場クラブのビジャレアルは1800万ユーロ（約30億円）のオファーを提示したが、ランスはこれを却下したとみられる。　移籍ウィンドウ最終日での30億円規模のオファーであれば、応じるのが一般的とみられるが、まさかの放出拒否には、ランスに対して日本のサッカーファン等から怒りの声があがっている。ただ、ランスが中村の放出に応じなかった理由には、他選手の売却で巨額の収益を確保していることもあると考えられる。　なお、中村とランスの契約期間は2028年6月末まで。トルコ1部ベシクタシュ移籍の可能性が報じられているとはいえ、欧州主要国の移籍ウィンドウが終了しただけに、中村はフランス2部リーグの舞台でプレーすることになりそうだ。

「広島ジェルマン、現役引退か！湘南戦で決勝弾「最後のタイトル獲得を…」」　　サンフレッチェ広島所属の元フランス代表FWヴァレール・ジェルマンは、今季限りで現役引退する模様。9月7日開催のYBCルヴァンカップ・プライムラウンド準々決勝の第2戦で、湘南ベルマーレから決勝ゴールを挙げているが、ルヴァンカップやJ1リーグが自身のキャリアにおいて最後のタイトルになるかもしれない。　Jリーグの事情に詳しいジャーナリストのリオネル・ピケ氏は、9月2日にジェルマンとの面会を明かしているが、「ジェルマンは最後のタイトル獲得を目指している！？今季限りで引退するフランス人選手は、J1優勝に向けて戦っている」とリポート。同選手との対談内容は近日中に公開されるという。　現在35歳のジェルマンは、かつてASモナコやニース、オリンピック・マルセイユ、モンペリエと、フランス国内クラブでプレー。日本代表DF酒井宏樹（現オークランドFC）やフランス代表FWキリアン・エムバペ（現レアル・マドリード）とともにプレーしており、リーグアンで通算313試合出場61ゴールと実績を積み重ねてきた。　また、2023年夏にモンペリエを退団してマッカーサーへ移籍すると、加入1年目からオーストラリア1部リーグ27試合の出場で12ゴールをマーク。2024/25シーズンも絶対的ストライカ－として活躍していたが、2025年2月9日開催のウェスタン・ユナイテッド戦で、判定を不服として卑猥なジェスチャーで審判を侮辱。2月27日に広島への移籍が決まっている。　AFCチャンピオンズリーグ2（ACL2）準々決勝第1戦で出場資格がないにも関わらず、ピッチに立ったことでも注目を集めたジェルマン。2025シーズンのJ1リーグ戦16試合の出場で1ゴール1アシストと、スーパーサブという立ち位置にあるが、J1・ルヴァンカップのタイトルを獲得してスパイクを脱ぐことになるのだろうか。

「元横浜FM塩貝健人の獲得断念！アンデルレヒト、7億円で「移籍金高い」」　　横浜F・マリノスの元特別指定選手であり、オランダ1部NECナイメヘンで日本代表FW小川航基、MF佐野航大とチームメイトのU22日本代表FW塩貝健人には、ベルギー1部アンデルレヒト移籍の可能性が取りざたされていた。しかし、アンデルレヒトは同選手の獲得を断念。アンデルレヒトからシント=トロイデンVV（STVV）へ期限付き移籍中のFW後藤啓介が、ベルギー強豪クラブの練習環境について否定的なコメントを残していただけに、塩貝にとって今回の移籍破談は良かったかもしれない。　アンデルレヒト移籍の可能性は、現地メディア『ヘット・ニューズブラッド』が9月4日に報道。アンデルレヒトのストライカ－陣では、FWカスパー・ドルベリがアヤックスへ完全移籍したほか、新戦力のFWアドリアーノ・ベルタッチーニが負傷離脱中。FWルイス・バスケスが現時点で唯一コンディションが万全であり、バックアッパーが手薄となっていた。　しかし、同メディアは5日に「アンデルレヒトは塩貝の獲得を打診したが、移籍金が高いため、獲得を断念した」とリポート。移籍金額には触れていない。ただ、2025年6月のオーストリア1部レッドブル・ザルツブルク移籍が破談に終わった際、ナイメヘンが450万ユーロ（約7億3,700万円）とクラブ史上2番目に高額な移籍金を受け取る見込みだったことを踏まえると、ナイメヘンはアンデルレヒトに対して450万ユーロ程度の移籍金を求めたと考えられる。　現在20歳の塩貝は、2024年に横浜FMへの加入内定が決まっていたが、同年8月に横浜FMの特別指定契約を解除してナイメヘンへ移籍。海外挑戦1年目からオランダ1部リーグ戦25試合の出場で4ゴールを挙げているが、今季もここまで日本代表FW小川航基の控えに甘んじている。　なお、アンデルレヒトにはジュビロ磐田出身の後藤が2023年11月が加入しているが、トップチームでの出場機会は限定。本人はSTVV移籍後に「アンデルレヒトでは、控え組でもないメンバーは練習させてもらえない」とコメント。アンデルレヒトでの厳しい環境を明かしていた。

「川崎エリソン激白！「論争がない」ブラジルにはない日本の素晴らしさとは」　　川崎フロンターレ所属のブラジル人FWエリソンは、9月7日に行われたYBCルヴァンカップ準々決勝第2戦・浦和レッズ戦で1ゴールをマーク。日本で2シーズン目を過ごす中、母国ブラジルにはない素晴らしさを感じたという。　ブラジル『ge』で7日に掲載されたインタビュー記事によると、エリソンは日本の生活環境や日本人の性格などについて、こう語ったという。　「今、川崎のユニフォームを着て、日本でとても特別な時間を過ごしています。神様のおかげで、AFCチャンピオンズリーグエリートでの戦いのように、素晴らしい試合を積み重ねることができています。（ACLEで）決勝まで勝ち進み、世界的に認められている選手たちと対戦して良い結果を残せたことは、自分にとって大きな価値がありました。ゴールも決められて嬉しいですが、常にその功績をチームメイトと分かち合いたいと思っています。彼らはピッチ内外で本当に自分を助けてくれています」　「日本人の価値観や日本文化をとてもリスペクトしていて、その素晴らしい部分を自分の私生活や仕事にも取り入れています。ブラジルにはない素晴らしさですね。これは自分のキャリアの中で最高の出来事のひとつであり、この努力による成果がこれからも得られると思っています」　そんなエリソンは、2025シーズンのJ1リーグ戦20試合の出場で10ゴールと、川崎にとって必要不可欠な存在に。独特なゴールパフォーマンスでサポーターを魅了しているが、そのパフォーマンスに対する反応でも、ブラジルにはない日本の素晴らしさを感じているという。　「川崎でも、闘牛のゴールパフォーマンスを続けています。雄牛を真似して、ジャンプキックをするあの動きです。日本では神様のおかげで、ブラジルで何度かあったような論争はありません。このパフォーマンスは自分自身の喜びを表現するものです。これからも続けたいと思っています」　日本という新たな環境で、サッカーだけでなく文化的な学びや人とのつながりを得ているエリソン。ブラジルにはない価値を見出した彼の挑戦は、これからもピッチ内外で輝きを増していきそうだ。

In episode 216, Coffey talks with Carolyn Troyan about overcoming challenges in delivering effective feedback.They discuss why managers struggle with feedback and difficult conversations; building trust before challenging feedback becomes necessary; cultural differences in feedback acceptance across organizations and countries; avoiding the ineffective "feedback sandwich" approach; when to be specific and when to ask open-ended questions; managing employee emotional responses through the SARA model; addressing resistance and performance improvement barriers; and knowing where to draw the line between performance counseling and trying to solve employees' personal issues.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Carolyn Troyan currently is the President & CEO of Leadership 360. Leadership 360 is aHuman Resources consulting and leadership coaching firm. Carolyn provides coaching to leaders at all levels to accelerate their learning and take a holistic view on their development.Trained in the Hudson Institute's leadership coaching model, Carolyn works with leaders to design a 3 to 6 month coaching program that results in a comprehensive plan to accelerate their development. Carolyn has over 20 years of HR leadership and coaching experience spanning industries as diverse as technology, healthcare, renewable energy, manufacturing, and interactive entertainment.Carolyn held global HR executive roles at Electronic Arts, TIBCO Software, Siebel Systems, and was a strategic rewards consultant at Mercer Consulting. Carolyn can quickly understand your leaders' strengths and challenges, help them move to insights and partner with them to develop successful strategies in order to thrive and deliver results. Carolyn holds a B.A. in Psychology and Political Science from Miami University and an MBA in Corporate Strategy from the University of Michigan.In addition to running Leadership 360, Carolyn is an advocate for diversity in leadership, regularly contributing to thought leadership in the field and volunteering her time to mentor and support emerging leaders from underrepresented backgrounds.Carolyn can be reached at https://www.leadership-360.org https://www.linkedin.com/in/carolyn-troyan-5861331About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Establish trust-based relationships with employees through consistent positive feedback over time before delivering developmental feedback.2. Deliver feedback effectively and in congruence with organizational and cultural norms.3. Respond to employee resistance or external challenges that make performance change difficult.

「中村敬斗、ビジャレアル移籍破談でランス批判噴出「人質にしている」Jリーグ復帰論も」　　9月の日本代表メンバーから落選したFW中村敬斗は、ラ・リーガ所属ビジャレアルへの移籍が破談。トルコ1部ベシクタシュへの移籍交渉も難航しており、フランス2部スタッド・ランスに残留する可能性もあるが、ビジャレアルからのオファーを拒否したランスの対応に、一部から批判が沸き起こっている。　『レキップ』をはじめフランスの複数メディアが1日に伝えたところによると、UEFAチャンピオンズリーグ（CL）出場クラブのビジャレアルは中村の獲得に向けて、ランスへ1800万ユーロ（約30億円）のオファーを提示。しかし、ランスはこれを拒否したことにより、移籍ウィンドウ最終日での交渉は破談に終わったという。　このビジャレアル移籍破談報道を受けて、日本サッカーの情報を専門に扱う海外メディア『Jリーグインサイダー』はランスの対応を批判。Xでこう綴っている。　「ランスは中村の素晴らしいパフォーマンスにもかかわらず、2部へ降格した。そして今、中村がFIFAワールドカップ北中米大会へ出場するために1部でのプレーを続けたいと思っているのに、彼の契約を人質にしている。恥ずべき行為だ」　「（移籍ウィンドウで）何も起こらないのは明らかだが、もし私が日本サッカー協会（JFA）やJリーグの責任者だったら、今すぐフランスに行ってこの問題を解決しようとするだろう。JFAは契約解除金を支払い、彼をJリーグのどのクラブでもいいから6か月間所属させるべきだ。そして1月に、再び欧州クラブへ売却するというようなやり方もある」　中村は自身の去就を巡る意見でランス幹部と対立。フランス2部リーグ開幕から全試合でベンチ外であり、クラブ施設への出入り禁止も報じられているだけに、ランスで飼い殺しに遭う可能性も考えられる。　一方で、MLS（アメリカ・メジャーリーグサッカー）所属クラブの関係者は8月12日、中村の去就について分析した際、「2部降格で移籍容認されるケース」として「降格時の解除条項が付いている」「クラブ側の給与負担が大きく放出」の2点を挙げると、「解除条項を満たし、移籍阻害されてる場合はクラブの契約違反なので欠席せずとも移籍可能。どちらも該当せず移籍希望で選手が欠席してる場合は選手のわがまま」と、選手サイドに非がある可能性を指摘している。

「ユベントス、コロ・ムアニ獲得難航でライプツィヒFWオペンダに注目？」　　ユベントス（イタリア1部）が、ライプツィヒ（ドイツ1部）に所属するベルギー代表FWロイス・オペンダ（24）の獲得に興味を持っているようだ。　昨季後半から半年間プレーしたフランス代表FWランダル・コロ・ムアニを完全移籍に切り替えることを目指しているユベントス。同選手はユベントスへの移籍に前向きとも報じられているなかで、保有権を所持するパリ・サンジェルマン（PSG／フランス1部）の要求を満たすことはできていない。　移籍市場に精通するイタリア人ジャーナリストのジャンルカ・ディマルツィオ氏によれば、コロ・ムアニの移籍交渉がより複雑化しているユベントスは攻撃強化のオプションとして、オペンダに注目しており、買取オプション付きのレンタル移籍でライプツィヒに最初のオファーを提示したという。　ベルギー代表として27キャップで3ゴールを記録するオペンダは、2023年夏にライプツィヒへステップアップ。スピードや高い決定力を武器に昨季もブンデスリーガ33試合で9ゴール9アシストの数字を残していた。　一方で、ライプツィヒはオペンダの退団に備えて、スポルティングCP（ポルトガル1部）でプレーするデンマーク代表FWコンラッド・ハーダーの獲得に迫っているとのこと。これまでのエースであったセルビア代表FWドゥシャン・ブラホビッチがイゴール・トゥドール監督体制で出場機会が減少しているなかで、移籍市場閉幕までに契約をまとめることはできるのだろうか。

「ベティス、マンUからアントニーを完全移籍で獲得へ！レンタルで輝き取り戻す」　　レアル・ベティス（スペイン1部）は現地時間31日に行われたラ・リーガ第3節でアスレティック・ビルバオと対戦。2点先行される展開となり、試合終了間際にコンゴ代表FWセドリック・バカンブが1点を返したものの、1-2で敗れた。　そのベティスは昨季後半戦マンチェスター・ユナイテッド（イングランド1部）からレンタルで加入していたブラジル代表FWアントニーの慰留を希望。イギリス『アスレティック』によれば、当初はレンタル移籍を希望していたという。　しかし、スペイン代表MFイスコが離脱中のベティスは移籍市場閉幕が近づいていることもあり、完全移籍を希望したとのこと。そして、移籍金2500万ユーロ（約43億9000万円）に将来リセール時の50パーセントを含んだ条件でベティスとユナイテッドはクラブ間合意に至ったようだ。　アントニーは2022年に高額な移籍金でアヤックス（オランダ1部）からユナイテッドに加わったものの、ピッチ外での問題もあり、金額に見合った活躍を披露できず。今年1月にベティスにレンタル移籍で加わると、キレのあるドリブル突破など輝きを取り戻していた。　今年6月にはブラジル代表にも復帰していたアントニーにはアトレティコ・マドリード（スペイン1部）などからの関心が取り沙汰されていた。来夏にはワールドカップが控えているなかで、輝きを取り戻したスペインの地でアントニーはどのようなプレーを見せてくれるのだろうか。

「リバプール、プレミア史上最高額でニューカッスルFWイサク獲得迫る！」　　リバプール（イングランド1部）は現地時間8月31日に行われたプレミアリーグ第3節でアーセナルと対戦。スコアレスで推移していたなかで、終盤の83分にハンガリー代表MFドミニク・ソボスライの直接FKが突き刺さって開幕3連勝を達成した。　そのリバプールは今夏にクラブ史上最高額でドイツ代表MFフロリアン・ビルツを獲得したほか、大金を投じてフランス人FWウーゴ・エキティケ、ハンガリー代表DFミロシュ・ケルケズ、オランダ代表DFジェレミー・フリンポンなど大型補強を敢行している。　移籍市場に精通するイタリア人ジャーナリストのファブリツィオ・ロマーノ氏によれば、リバプールはニューカッスル・ユナイテッド（イングランド1部）に所属するスウェーデン代表FWアレクサンドル・イサクの獲得に迫っているという。　昨季もプレミアリーグ34試合で23ゴール6アシストを記録していたイサクは、今夏にリバプールへの移籍を望んだことからニューカッスルでの練習を拒否しており、ここまでプレミアリーグ3試合でベンチ外。エースを失ったクラブも開幕から2分1敗と未勝利の状況が続いている。　なお、リバプールはプレミアリーグ史上最高額となる1億3000万ポンド（約258億2000万円）をニューカッスルに支払うとのこと。スウェーデン代表FWはすでに数ヶ月前からリバプールと長期契約で個人合意に至っており、現地時間1日にメディカルチェックを受診するようだ。

「レアル・マドリードのメガスター、審判論争後の感情を明らかに」　　ラ・リーガのレアル・マドリードは8月31日にホームで行われたリーグのマジョルカ戦を2-1で制した。勝利を収めたものの、マドリードのエースでフランス代表FWキリアン・エムバペにとっては納得のいかない夜となったようだ。本人の動きや連係は鋭さを増し、フィニッシュでも存在感を示したが、肝心のゴールはあげられなかった。　エムバペは2度ネットを揺らしたものの、わずかなタイミングの差でオフサイドにかかり、いずれのゴールも取り消された。試合後、同選手はSNSを通じて間接的に失望を示し、さらにその投稿によって審判団への直接的な批判もにじませたとスペインメディア『Madrid Universal』が伝えている。　エムバペが投稿したのは、取り消されたゴールの場面を映す公式VAR画像だった。最後のディフェンダーと自身の位置関係を示すラインが引かれ、わずかに腕の一部や頭の一部が前に出ている様子が写っていた。　VARによるオフサイド判定では、腕が基準とされたのか、それとも頭が基準とされたのかが明らかにされず、どの部位でラインを判定したのかについて曖昧さが残っていた。そのため、なぜ得点が取り消されたのかについて納得できる説明は審判から示されなかった。　いずれにしても、この決定は選手や観客の間で大きな議論を呼び、フットボールの精神やフェアプレーの理念に反するものとして強い印象を残した。　試合を通じて全力を尽くし、本来であれば2ゴールを記録していてもおかしくなかったエムバペは、最終的に無得点に終わった。ピッチ上でのパフォーマンスが冴えを見せた一方で、判定に翻弄されたことで大きな失望を抱える結果となった。

「新体制で好調のトッテナム、マンUで構想外のサンチョに興味か」　　トッテナム・ホットスパー（イングランド1部）は、昨季のヨーロッパリーグ（EL）では優勝した一方で、プレミアリーグでは17位と低迷。今夏にアンジェ・ポステコグルー前監督を解任してトーマス・フランク新監督を招へいした。　新体制ではプレミアリーグ開幕から2連勝と好調をキープしているトッテナムは、今夏に主将であった韓国代表FWソン・フンミンが退団。トッテナムは新たな左ウイングのトップレベルの選手を加えたいと考えているという。　イギリス『トライバルフットボール』によれば、マンチェスター・シティ（イングランド1部）に所属するブラジル代表FWサビーニョの獲得交渉が難航しているなかで、トッテナムはマンチェスター・ユナイテッド（イングランド1部）に在籍するイングランド代表MFジェイドン・サンチョを新たにリストアップしているという。　今夏にチェルシー（イングランド1部）からユナイテッドにレンタルバックしたサンチョはローマ（イングランド1部）移籍の可能性が取り沙汰されたものの、頓挫。その理由としてサンチョの高額な年俸が理由だったとみられている。　トッテナムは、サンチョがレアル・マドリード（スペイン1部）でプレーするイングランド代表MFジュード・ベリンガムのレベルに達するポテンシャルがあると考えているとのこと。ライプツィヒ（ドイツ1部）に所属するオランダ代表MFシャビ・シモンズの獲得に迫っているトッテナムだが、左ウイングの補強に漕ぎ着けることはできるのだろうか。

「バイエルン、チェルシーのジャクソン獲得迫る！買い取りOP付きのレンタル」　　バイエルン・ミュンヘン（ドイツ1部）は、昨季のブンデスリーガでバンサン・コンパニ監督のもとで2年ぶりにマイスターシャーレを奪還。今季も開幕戦でライプツィヒを6-0で粉砕して最高のスタートダッシュに成功している。　移籍市場に精通するイタリア人ジャーナリストのファブリツィオ・ロマーノ氏によれば、バイエルンはチェルシー（イングランド1部）に所属するセネガル代表FWニコラス・ジャクソンの獲得に迫っている模様。レンタルでの獲得になる見込みだという。バイエルンはチェルシーにレンタル料として1500万ユーロ（約25億7000万円）を支払うという。また、買い取りオプションが付随したレンタル移籍であり、獲得を決断した場合は8000万ユーロ（約137億5000万円）を支払うようで、転売条項も盛り込まれているようだ。　そのジャクソンはビジャレアル（スペイン1部）から2023年夏にチェルシーへ加入。爆発的なスピードやポジショニング能力の巧みさを武器に昨季もプレミアリーグ30試合で10ゴール5アシストを記録するなど、2年連続でリーグ戦2桁ゴールを達成していた。　しかし、チェルシーは今夏にブラジル代表FWジョアン・ペドロと、イングランド人FWリアム・デラップを補強。そのため、セネガル代表FWは今夏にミラン（イタリア1部）への移籍が決まったフランス代表FWクリストファー・エンクンクとともに売却候補筆頭になっている状況だった。

「前田大然は「生粋のフィニッシャーではない」、セルティックOBが発言」　　昨2024/25シーズンのスコットランドPFA年間最優秀選手を受賞した日本代表のセルティックに所属するFW前田大然は、今2025/26シーズン序盤で本来の力を発揮できていない。　数試合を終えた段階にすぎないが、セルティックはUEFAチャンピオンズリーグ（CL）の出場権を逃し、チームにとって大きな痛手となった。前線を強化しなかったクラブ上層部の責任も指摘されるが、CL予選のカイラト・アルマトイの2試合で表れたように、前田のパフォーマンス低下も無視できない。　こうした状況について発言しているのが、セルティックで13年間以上プレーし、2002年に現役を退いた元スコットランド代表MFのピーター・グラント氏だ。　スコットランドメディア『67 Hail Hail』によると同氏は、セルティック加入当初から一貫して「前田は生粋のフィニッシャーではない」と主張してきた。　2022年、アンジェ・ポステコグルー前監督の下で加入した前田は、当初センターフォワードでの起用が想定されたものの、FW古橋亨梧（バーミンガム・シティ）の存在により左ウイングを務めた。その後、古橋の移籍後はセンターにポジションを移し、一気に得点を量産するようになった。　前田は昨シーズン公式戦33ゴールという数字を残したが、グラント氏はスコットランドのラジオ局『Go Radio』で「前田はフィニッシャーではない」と繰り返し強調した。　「加入初日からそう言ってきた。昨シーズンの得点数を理由に笑う人もいたが、それは事実だ」と同氏は語り、「本物のフィニッシャーがいればCLの予選を突破できた」とも述べていることを『67 Hail Hail』が伝えている。

「ニューカッスルのスター選手はクラブでのプレーを拒否、監督が衝撃発言」　　プレミアリーグのニューカッスル・ユナイテッドは前線の選手層が薄く、戦力面で不安を抱える状況にあるのかもしれない。　その原因の中心にいるのがクラブに所属するFWアレクサンデル・イサクだ。イサクは今2025年夏の移籍市場で注目を集めており、昨2024/25シーズンのプレミアリーグ王者リバプールから1億1000万ポンド（約218億6,622万円）のオファーを受けたが、クラブはこれを拒否し、最低でも1億5000万ポンド（約298億円）を要求している。その後、イサクはクラブでのプレーを拒否し、移籍を望む姿勢を明確にしている。　そんな中、リーズ・ユナイテッド戦（8月31日）を前にした記者会見でニューカッスルのエディ・ハウ監督は、衝撃的な発言を行った。イサクがチームでのプレーを拒否している事実を認めた上で、同選手をチームから外し、単独練習を命じていることを明かしたのだ。同選手の処遇を隠さず公にしたことが大きな衝撃となった。　「この1か月は本当に過酷だった。まだチームを強化できる余地はあるが、それがどのような形になるかは分からない。イサクの将来について明確に言えることはない。自分が直接扱っている問題ではないからだ。私は選手をクラブに連れてくることに集中している」　イサク不在の影響は大きい。FWカラム・ウィルソンが今夏にウエストハム・ユナイテッドに移籍したことで、センターフォワードの本職はFWウィリアム・オスラしかいない。FWアンソニー・ゴードンが前線を務めてきたが、26日のリバプール戦（2-3）で退場処分を受けたことで、チームは更なる苦境に立たされている。　なおイサクは5月以降、公式戦で1分もプレーしておらず、仮に移籍もしくは残留したとしても即戦力として期待できるのかは疑問の残ろところだ。

「アーセナルのミッドフィールダー、ニューカッスルのおかげで移籍の希望が高まる」　　ブンデスリーガの今2025年夏の移籍市場は最終局面を迎え、各クラブが補強と放出を急ピッチで進めている状況だ。特に有力クラブは資金面や選手構成をにらみながら、交渉を続けている。　その中で、プレミアリーグのニューカッスル・ユナイテッドが、ブンデスリーガのシュトゥットガルトに所属するドイツ人FWニック・ウォルトメイドを約7000万ポンド（約139億円）で獲得する見込みとなったとUKメディア『The Standard』が伝えた。　この取引によってシュトゥットガルトの資金力が増し、アーセナルに所属するポルトガル人MFファビオ・ビエイラの移籍実現に向けた可能性が高まっているようだ。アーセナルとシュトゥットガルトのクラブ間交渉は以前から続いており、移籍金を巡る調整が移籍市場閉幕日直前まで続くとみられている。　ビエイラは2022年夏にポルトガル1部のポルトから3000万ポンド（約59億5,408万円）超でアーセナルに加入した。加入初年度は公式戦33試合に出場して2ゴールを記録したが、その後は出場機会を減らした。昨2024/25シーズンは古巣ポルトへローン移籍し、45試合で5ゴールを挙げている。今2025/26シーズンはここ1か月アーセナルで練習に参加しているが、公式戦でメンバー入りはしていない状況だ。　アーセナルは複数の選手を放出候補としており、ビエイラも含まれている。MFサンビ・ロコンガやFWリース・ネルソンも新天地を模索しており、さらにDFオレクサンドル・ジンチェンコが退団する可能性もさまざまなメディアで報じられている。

「日本代表落選の中村敬斗、ランス退団が決定的！ベシクタシュ移籍破談の可能性も…」　　スタッド・ランス所属FW中村敬斗は、トルコ1部ベシクタシュへの移籍は不透明だが、ランス退団は決定的である模様。日本代表のメンバーから落選したアタッカーが、ランスで飼い殺しに遭うことはないとみられる。　中村の去就を巡っては、MF守田英正所属スポルティングCPからの関心が報じられていたほか、イタリア『ユーロ・カルチョ』は19日にボローニャからの関心を伝えていた。また、フランス紙『レキップ』が20日に「ベシクタシュは中村を獲得するために、ランスへ移籍金1500万ユーロ（約25億8,900万円）のオファーを提示」と報じている。　一方、トルコ『ポリティカム』は28日に「ベシクタシュは中村に正式オファーを提示も、交渉は進んでいない」と交渉が難航している可能性を報道。これによると、ランスはベシクタシュの提示額に不満を抱いている模様。クラブ間交渉が中断するなど、破談の可能性もあるという。　ベシクタシュ移籍での合意に至る可能性は現時点で低いとみられるが、フランス『ouest-france』は30日にランス所属選手の去就を特集した際、中村について「彼はチームを離れる」と報道。ランスは以前、同選手の残留方針を固めていたが、クラブ施設への出入り禁止も報じられている日本人アタッカーの退団は決定的だという。　なお、中村は9月の国際親善試合（対アメリカ代表、メキシコ代表）へ臨む日本代表のメンバーから落選。森保監督は先日、中村を招集する可能性を問われると「彼はプレーしていない。プレーしている選手を優先に招集すべきと思う」とコメントしていたが、新天地で出場機会を得るとなれば、再び代表のメンバーに名を連ねる可能性も考えられる。

In episode 215, Coffey talks with Gabriela Norton about employee engagement challenges, performance management approaches, and hiring process improvements based on current workplace trends and research.They discuss Gallup's mid-year survey showing low engagement and high turnover intent; psychological safety and mental health support strategies; individualized management approaches vs one-size-fits-all policies; problems with forced ranking performance systems; ongoing feedback versus annual reviews; the costs of poor management training; rebuilding disengaged teams through bias awareness and peer input; and streamlining hiring processes that currently involve excessive interview rounds.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP215 and include the following topics:Gallup: Anemic Employee Engagement Points to Leadership Challenges.Web Pro News: Big Tech Mandates Low Performer Quotas, Eroding Morale and InnovationHarvard Business Review: 6 Steps to Reset a Demotivated TeamReddit: What is up with 3+ Rounds of Interviews for jobs paying less than $100K? : r/interviewsHR Reporter: Are employees building emotional connections with ChatGPT?Reddit: ChatGPT is my best friend : r/ChatGPTReddit: My Boyfriend Is AIReddit: AI Soulmates HR Reporter: With IBM laying off 100s of HR people, is automation replacing HR? | Canadian HR ReporterThe Wall Street Journal: IBM CEO Says AI Has Replaced Hundreds of Workers but Created New Programming, Sales JobsHarvard Business Review: Research: Executives Who Used Gen AI Made Worse PredictionsTopgrading, 3rd Edition: The Proven Hiring and Promoting Method That Turbocharges Company Performance by Bradford D. Smart, PhD https://a.co/d/9N2pJXlGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Gabriela established People Performance Resources (PPR), a full-service Human Capital consulting firm, in 2010. Since then, Gabriela and her team have continued to expand their reach in providing strategic and best practice expertise with a proven track record of enhancing operational excellence.Gabriela is a highly regarded and sought-after trusted advisor to many local, national, and international organizations and their decisionmakers. Here are a few of Gabriela's areas of focus: bilingual/bicultural expertise, organizational analysis and development, C-level business continuity planning, executive coaching, executive compensation, change management, strategic planning, employment compliance, board governance guidance, and more.Gabriela serves as board of directors for Out Teach, Catch Up & Read, and The Dallas Summit. In addition, she supports several local and national causes that empower education, social justice, women's causes, children at risk, and conservation efforts. When not enjoying her professional adventures, Gabriela is a foodie who loves traveling, running, hiking, snorkeling, and spending time with her friends, family, and rescue dog, Harley.Gabriela Norton can be reached at: https://www.pprhr.com https://www.linkedin.com/in/gabrielanorton https://www.facebook.com/pprhr https://www.instagram.com/ppr_hrAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Create psychological safety environments where employees can openly discuss workload concerns and receive supportive responses rather than punitive reactions to mental health needs.2. Implement ongoing performance feedback systems with specific behavioral expectations and regular check-ins instead of relying on annual reviews with subjective rating scales.3. Design efficient hiring processes with clear competency rubrics and bias acknowledgment techniques while limiting interviews to three meaningful rounds focused on skills and cultural fit.

In this episode, Ken Shuman speaks with Tammi Van Drunen, a longtime Faithwalker, Faithwalking coach, facilitator, and Circle leader, and children's minister.Tammi shares about the impact of Faithwalking on her relationship with her kids and on her ministry with kids and their parents. She expresses how much she loves walking parents through this process, because of how much change she sees in how they're thinking about their parenting and how it changes their relationship with their kids. She also talks about the power of what she learned in FW about cleaning up messes - a process she uses all the time with her kids that makes them feel "seen, and heard, and loved" - and about the freeing nature of healthy boundaries, and she shares a great boundaries story!Tammi encourages listeners that "if you can stick it out...and you really invest in the [Faithwalking] process, you WILL be a different person by the end...in partnership with God. Two years of investment into this kind of hard work pays dividends for the rest of your life...no matter how old you are."This episode was recorded in June 2025.

In episode 214, Coffey talks with Joe Frodsham about CMP's fourth annual national pulse check on C-Suite mental health, wellbeing, and leadership challenges.   They discuss executive mental health normalization since COVID; executive well being; clinical support and performance psychology for executives; individual vs one-size-fits-all wellness approaches; ROI metrics including career health indicators and management reviews; improved communication and engagement trends; remote work impacts on introverts vs extroverts; executive job security varying by ownership structure with private equity creating highest stress; and the importance of clear cultural decisions during mergers and acquisitions. CMP's C-Suite State of Mind Pulse Check 2025 is available at https://www.careermp.com/csuite-pulse-check-2025.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. Business Credit for SPHRs. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Joe Frodsham is President of CMP, the largest minority- and woman-owned talent solutions firm in the nation. CMP supports thousands of professionals in career transition annually while deploying contemporary assessment, coaching, and training solutions for targeted succession and development. Joe has extensive experience across Fortune 500 companies in leading human resource functions and building cutting-edge talent management systems. Joe is a regular contributor to Forbes, co-hosts the American Narratives podcast, and has co-authored two seminal books on careers—Make it Work and Don't Dread Monday. Joe will be presenting at the Fort Worth HR Strategic Mindset Conference on September 12th. And you can learn more about that conference at fwhr.org. Joe Frodsham can be reached at https://www.careermp.com https://www.linkedin.com/in/jfrodsham About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Recognize that executive mental health directly impacts business outcomes and implement clinical support resources and individualized wellness strategies rather than generic programs. Develop better metrics for measuring engagement including career health indicators, management reviews with upward feedback, and individual assessment tools that drive real-time conversations. Understand that job security and stress levels vary significantly by ownership structure (private equity vs public vs privately held) and tailor retention strategies accordingly. 

1985 was the year Sylvester Stallone went from Hollywood heavyweight to undisputed box office king. With Rocky IV on one side and Rambo: First Blood Part II on the other, he wasn't just riding the wave of 80s action; he was the wave. And while First Blood had been a surprisingly thoughtful thriller about trauma, alienation, and a veteran's struggle to reintegrate into society, its sequel shed all subtlety like a spent shell casing. What we got instead was a high-octane, Reagan-era fever dream of exploding arrows, shirtless jungle warfare, and a hero who could take down entire armies with little more than a knife, a bow, and a steely stare. Strap into your parachutr and prepare for our Rambo: First Blood Part II ReviewOn this week's Born to Watch, the boys dive into Stallone's red-bandanaed return to Vietnam. Whitey sets the scene: this isn't just a movie, it's the beginning of the "one-man war" subgenre that would dominate until Die Hard flipped the script in 1988. Damo admits he's barely watched it compared to the rest of the team, just four times, making him the weakest link in the Rambo chain, while Dan fondly recalls a childhood of VHS replays and backyard re-enactments, complete with shirtless flexing and imaginary M-60s.The episode kicks off with laughs about the film's working title, "Second Blood," which the team insists is far better than what we ended up with. From there, the conversation barrels through the film's unforgettable trailer, essentially a three-minute version of the movie that gives away every major set piece. But then again, in 1985, you weren't dissecting trailers on YouTube; you were catching glimpses of them before Back to the Future or in the lobby of Hoyts.As always, Colonel Trautman gets his share of love. Richard Crenna's grizzled commander was the heart of First Blood, but here the boys agree he's been badly sidelined, emasculated by slimy bureaucrats and robbed of his best lines. Whitey argues that Stallone intentionally clipped Trautman's wings to keep the spotlight on himself, before realising by Rambo III that the series needed more Crenna.Villains are in no short supply: Charles Napier's Murdoch oozes bureaucratic slime, Steven Berkoff delivers Cold War menace as a sneering Russian general (forehead mole and all), and Martin Kove, fresh off The Karate Kid, simmers in the background as a mercenary who doesn't get nearly enough to do. And then there's Julia Nickson as Co, whose accent is so gloriously bad it's become immortal. Her "What mean expendable?" line sends the boys into hysterics, though they're quick to admit she's stunning on screen and essential to Rambo's fleeting attempt at love.The set pieces get the full treatment too: Rambo parachuting into the jungle, the bamboo cage of leeches, the patrol boat ambush, and the climactic showdown with a hulking Russian gunship that feels like the final boss in a video game. Logic rarely applies, Rambo seems oddly immune to electrocution and, at one point, appears in what the boys can only describe as a "ceremonial Vietnamese G-string", but that's half the fun. Unlike Cobra, which the podcast tore apart in a recent episode, First Blood Part II manages to be outrageous without ever becoming dull.The team also dives into the film's legacy. Box office juggernaut? Absolutely, $300 million worldwide on a $44 million budget. Awards darling? Not quite. While it picked up an Oscar nomination for sound editing, it swept the Razzies, winning for Worst Picture, Worst Actor, and even Worst Original Song. That song, Peace in Our Life, penned by Frank Stallone, gets roasted at length—described as "mesmerisingly bad" and “patriotic cheese that makes Bon Jovi sound poetic.”But for all its flaws, there's an undeniable joy in watching Rambo: First Blood Part II. Whitey compares it to the Avengers: Endgame of 1985, pure crowd-pleasing cinema where audiences would've cheered out loud when Rambo vaporised a guard with an explosive arrow. The film may be ridiculous, but it's never boring.As always, there are detours into Mad Max Beyond Thunderdome (unanimously despised), A View to a Kill (fondly remembered for Roger Moore inventing snowboarding to the Beach Boys), and Corey Haim's werewolf flick Silver Bullet. There's also a spirited listener voicemail from loyal fan Chupperz, who demands a proper definition of "cameo" for Film School for FW, and a reminder that even when the team is tearing something apart, it's always done with affection.By the time they hit The Good, The Bad, and The Ugly, the verdict is clear: Stallone's hair deserves its own credit, Trautman deserves better, and Rambo: First Blood Part II is the kind of dumb, overblown, endlessly rewatchable 80s action that Born to Watch was made for.So if you love muscle-bound mayhem, Cold War villains, or just want to hear a bunch of Aussie legends laugh, argue, and celebrate a truly explosive piece of cinema history, this is the episode for you.JOIN THE CONVERSATIONIs Rambo: First Blood Part II a misunderstood classic or just overblown propaganda? Would you rather ride shotgun in the gunship or sneak through the jungle with the bow and arrow? Does this sequel outshine First Blood, or did Stallone lose something when subtlety gave way to spectacle? Drop us a voicemail at https://www.borntowatch.com.au and be part of the show!Listen to the full episode now on Spotify, Apple Podcasts, or wherever you get your pods.#Rambo #FirstBloodPartII #SylvesterStallone #80sAction #CultClassic #MoviePodcast #BornToWatch #FilmReview #ActionMovies #RetroCinema

In episode 213, Coffey talks with Vianei Braun about how HR leaders can effectively work with boards of directors.  They discuss the strategic vs operational divide between board oversight and executive execution; skills needed for senior HR roles including broad industry perspective and data-driven insights; the importance of moving beyond compliance mindset to strategic partnership; executive compensation benchmarking and peer analysis; culture preservation during mergers and acquisitions; AI implementation ethics and workforce planning; the critical role of data in board communications; and characteristics of successful senior HR leaders including truth-telling, collaboration, and ambiguity management. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit—business credit for SPHRs! To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Vianei Braun leads the employment law practice at Decker Jones, P.C., a full-service law firm in Fort Worth. She has been recognized as a Texas Monthly “Super Lawyer” and is listed in Best Lawyers in America for Labor & Employment Law.  Vianei is also a member of the Board of Directors of First Financial Bankshares, Inc. (NASDAQ: FFIN), a banking institution with assets of $14 billion and 79 banking locations throughout Texas. Vianei serves on the board's Compensation, Nom/Gov and Risk Committees and chairs the Advisory Board of First Financial Bank's Chisholm Trail Region. In addition, Vianei serves on the Board of Trustees and the Audit & Compliance Committee of Texas Health Resources.  Vianei is an honors graduate of Princeton University and the University of Texas School of Law. Vianei has been honored as a “Great Woman of Texas” by the Fort Worth Business Press, and as a member of the “Fort Worth 500” by Fort Worth Inc. Vianei Braun can be reached at www.deckerjones.com www.linkedin.com/in/vianeibraunattorney About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Develop strategic thinking capabilities that focus on industry trends and long-term organizational health rather than just operational HR tasks when communicating with senior leadership. Present data-driven recommendations to boards using benchmarking, competitive analysis, and concrete evidence to support HR initiatives and policy changes. Shift from a compliance-focused "department of no" mindset to a collaborative problem-solving approach that offers solutions while managing organizational risks.  

FW de Klerk Foundation Withdraws from National Dialogue Over Concerns of Government Hijacking by Radio Islam

Bongani Bingwa speaks to Vincent Magwenya, Presidential Spokesperson, about growing tensions surrounding the National Dialogue initiative, which President Cyril Ramaphosa has championed as a pivotal moment for national unity. Several prominent civil society organisations – including those associated with Steve Biko, Desmond and Leah Tutu, Oliver Tambo, and FW de Klerk – have withdrawn from the process, citing a rushed timeline, lack of preparation, and perceived government control. The Thabo Mbeki Foundation, once thought to be instrumental in engaging stakeholders, is now being blamed for driving the withdrawal of these key players. Magwenya addresses the fallout and its implications for the President’s leadership. 702 Breakfast with Bongani Bingwa is broadcast on 702, a Johannesburg based talk radio station. Bongani makes sense of the news, interviews the key newsmakers of the day, and holds those in power to account on your behalf. The team bring you all you need to know to start your day Thank you for listening to a podcast from 702 Breakfast with Bongani Bingwa Listen live on Primedia+ weekdays from 06:00 and 09:00 (SA Time) to Breakfast with Bongani Bingwa broadcast on 702: https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/36edSLV or find all the catch-up podcasts here https://buff.ly/zEcM35T Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

President Cyril Ramaphosa sê die Nasionale Dialoog sal op 15 Augustus voortgaan ten spyte van die onttrekking van ses groot stigtings, insluitend dié van Thabo Mbeki, Steve Biko en FW de Klerk. Die groepe beskuldig die regering dat hulle beheer oorneem oor wat 'n burgergeleide proses behoort te wees en wil hê dat die geleentheid uitgestel word. Ramaphosa sê egter die meeste van die 750 genooide organisasies het bywoning bevestig, en beklemtoon Suid-Afrikaners wil hê die dialoog moet voortgaan:

In episode 212, Coffey talks with Elisa Ellis about dress codes, personal authenticity at work, and how employee appearance impacts business performance and career advancement.They discuss research showing dressed professionals outperform casual counterparts in negotiations; Starbucks dress code changes and employee pushback; balancing authenticity with professional standards; remote work appearance challenges; “enclothed cognition” research on clothing's psychological effects; specific vs general dress code guidelines; ways employees can express personality while maintaining consistency; managing difficult dress code conversations with employees; and the business impact of first impressions.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:It takes less than seven seconds to make a first impression. Elisa is a wardrobe stylist, speaker, best-selling author, and online course creator.Elisa says what HR can't and works with businesses to help them guide and educate their teams on professional presence, revealing how upgrading your attire ignites productivity, amplifies sales, and fosters collaboration and overall success.Personal styling is more than a wardrobe haul; it's a transformation that introduces you to your inner awesomeness.For nearly a decade, Elisa has transformed the closets and lives of clients across the US and abroad. Whether you're a business owner, executive, or entrepreneur, how you show up matters.Elisa Ellis can be reached at https://www.turnkeystyle.com https://www.linkedin.com/in/elisaellis https://www.instagram.com/stylishcurvygirlAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand that employee appearance directly impacts business outcomes, with research showing significant differences in sales performance and decision-making abilities based on professional dress.2. Develop clear, specific dress code guidelines that provide examples and accommodate different roles while maintaining brand consistency across the organization.3. Frame dress code conversations around employee growth and career advancement rather than personal criticism, emphasizing the connection between professional appearance and business opportunities.

In this episode, Ken Shuman speaks with Deanna Napier, a teacher and coach and a long-time Faithwalker and FW coach. Before Faithwalking, Deanna struggled with deeply ingrained feelings of worthlessness that she brought with her out of her first formation. Faithwalking helped her identify where that lack of worth was coming from and to address its root causes. Deanna shares that at the time she decided to try Faithwalking, she was mad all the time. Now she says, "Not only have I learned to help manage my anger, but I've really become a completely different person." She shows up differently in all her relationships, particularly with her older brothers, with whom she never felt she could measure up before. She used to think she needed to people please for people to like her, and she would borrow her identity from the people around her, but she has grown in confidence and a sense of who she is so much that she now says she believes she has the potential to be things and do things she never thought possible before. Faithwalking "transformed me in ways I never could have imagined." This episode was recorded in May 2025.

In episode 211, Coffey talks with Michelle Haugh about recent HR-related news stories related to workplace romances, family members intervening in the workplace, and declining employee engagement.They discuss the Astronomer.io CEO and CPO resignation after being caught on a kiss cam at a Coldplay concert; workplace relationship policies and conflict of interest considerations; family members inappropriately intervening in workplace matters including interviews and disciplinary actions; declining employee engagement levels comparable to 2020 COVID-era lows; the impact of economic uncertainty and social pressures on workplace morale; the importance of transparent communication during difficult times; and strategies for addressing engagement issues through accountability and leadership development at all organizational levels.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Michele Haugh is a seasoned HR expert with decades of experience across various roles, from specialist to senior leadership positions. Transitioning from corporate HR to consulting a decade ago, she co-founded EarlyHR solutions, offering strategic support to over 200 early and growth stage organizations.Recognizing the crucial link between employee engagement and organizational success, Michele introduced EarlyEngage, a subscription-based service focusing on professional development and fostering engagement.With a BS in Business and SPHR certification, she completed her Masters in HR and Organization Development in December, 2024 and was named "HR Consultant of the Year" by DallasHR in February 2025. Her passion lies in promoting inclusive practices, positive leadership, and people-first cultures.She is also the founder of CollabHRate, a thriving HR Consulting Community fostering collaboration and education for external consultants.Outside of work, Michele finds joy in her role as a wife and mother to three children. Her adventurous spirit has led her to live in Bangkok, backpack across Europe, and raft through the Grand Canyon. Yet, she equally treasures quiet moments with her pups, indulging in a good book, and hosting gatherings with loved ones.Michele Haugh can be reached athttps://www.earlyengage.comhttps://www.earlyhrsolutions.comhttps://www.linkedin.com/in/michele-haugh-shrm-scp-401722bhttps://www.instagram.com/earlyengageAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Establish clear policies regarding workplace relationships and family member involvement in employment matters to maintain professional boundaries and prevent conflicts of interest.2. Address declining employee engagement proactively by gathering honest feedback, communicating transparently about organizational challenges, and avoiding defensive responses to criticism.3. Develop leadership behaviors and accountability standards at all organizational levels rather than viewing engagement as solely a management responsibility.

Quaranteam-Northwest: Part 8 Summer Plans Based on a post by Break The Bar. Listen to the ► Podcast at Explicit Novels.  At dinner I checked in with Ivy first, then Vanessa when she had finished for the day and joined us. I also made a point of stopping to check in with Dani to see what she was thinking about her new co-team members, who she thought would work out fine, and Kyla. "I think she's a lot quieter than the rest of us," Dani told me as we sat side by side near Leo's RV. "Which isn't a bad thing, obviously. She isn't as used to being around girls like us though. Erica worked with strippers because of her job, along with all sorts of other crazy people, so it's whatever for her. Kyla obviously isn't used to how open we all are about sex things." I pressed my lips together and nodded, watching her as she sat in a group with Erica, Vanessa and Aria chatting. She was obviously engaged, but didn't offer much to the conversation and seemed happy to listen. "Anything else?" I asked. "Anything weird come up?" "No. Should I be watching for something?" Danielle asked. "No, no," I assured her. "I just; Erica, Ivy, Vanessa; it's working. It's crazy, but it's working. I'm worried about Kyla messing that up." "It should be fine," Dani said, patting me on the shoulder. "Erica will Mom them into shape if things get out of whack, and if she's the problem you can just spank her until she apologizes." That made me snort and shake my head with a grin. "You and her talk too much." "Or maybe we don't talk enough," Dani grinned. We folded ourselves back into the larger conversations, me joining the group with Kyla while Dani went to sit with Leo, India and Ivy. As the sun was setting we busted out the fire pit and Vanessa pointed me towards the nearest brush piles I could harvest some wood from; it seemed she'd handily directed some of her workers to pile it within easy walking distance. Then, once the fire was crackling and we all had our drinks of choice, we told the new women our story. We started with Leo and I, then how Erica had joined us for quarantine. We both teased her about hearing her masturbating, which until that moment she hadn't realized had been the case and made her blush. Then we talked about the land lease, the construction, and the introduction of Dani, Vanessa, and Ivy. Vanessa told us how fucking crazy she thought we were at first, but after that first night around the fire she'd realized something weird but special was going on so she stopped judging and started getting a little jealous. Then Ivy told her perspective, stepping into a life with Erica and me. Then we had to tell the story of Vanessa joining us, which got rushed over really quickly and then had to be retold because even Dani hadn't gotten all the details. I'd purposefully sat beside Kyla around the fire, Erica taking the spot on the other side of me. As India and Aria started ragging on Vanessa for not giving them the full story in the initial car ride when they met her, Kyla leaned over to me. "Can we talk? In private?" "Sure," I said, nodding towards our RV. I leaned back in the other direction to Erica and kissed her cheek, and she met my eye and nodded. Inside the RV Kyla had taken the Murphey seat this time so I sat on the bench opposite her. "You still feeling alright?" I asked her. "No," she laughed. Inside, in the more steady light of the RV, I could see she was flushed even with her slightly darker Filipina skin. "I feel like I've got a fever, but it's concentrated in all my erogenous zones. I don't even like women but that story about Vanessa has me..." She blew out a long breath. "I don't know how much more sex talk I can take before I snap." "I can ask them to stop if you want. Or we can have that conversation if you think you're ready." "I'm; Yeah, I'm ready to talk," she said. She took another deep breath and sat up straighter, putting her hands on her knees like she was trying to focus herself. "You can ask anything you want, and I'll try to answer," I promised her. "I don't have questions," she said. "Well, I actually have lots of questions, but they aren't important right this second. Seeing you with Erica and Ivy, and meeting Vanessa. Hearing the way Leo and Danielle talk about you. I think I know what I'd be getting into if I do this with you. And to be honest, it sounds pretty greater considering the other options that the world seems to be moving toward right now. But I never want to be someone who just takes the easy thing because it's in front of them. I know a lot about you now, but you don't know much about me. And I'll tell you, pretty much anything you want to know, but there's something I need to know if you're Okay with. More than my past, more than whatever your government is worried about." "The only way to know is to ask," I said, trying not to let my own nerves out. Kyla, who had been steady throughout the day, was showing signs of anxiety amidst her hard pressure to keep herself under control. "If I don't like it, we can try and find someone else as soon as possible." "I don't want,” She bit her tongue, cutting herself off, and took a breath. "Harrison. If I do this, if I imprint on you, this is my out. I've been doing everything my father wanted since I was a kid. The only escape I ever had was through dance, and even that he took control of to make sure I was getting the best lessons and tutors and going to the best camps and schools. And even then, he and NICA used it as well. My entire life I've been pushed and trained and taught and used because I didn't matter and my country and my service did. I want a new life, Harri. But I want that life the way I want it. I want a big family. I was an only child, and my parents tolerated each other at best in a political marriage. I want six kids at least, more if we can. Fuck, I'll pop out an even dozen and be happy. Or maybe not, maybe I'll be happy earlier than that, but I know I want a lot of kids to love on and raise in a big, supportive family. "If you can handle that, and if Erica can handle that because I know she's going to need to agree to it too, then I swear to God I'll be loyal to you and only to you. My father, NICA, my country; I can leave them all behind and in the dust if you can promise me we'll try to make my dream life happen. And I promise I'll be the best, hottest housewife I can be for as long as you can keep me barefoot and pregnant. I'll make sure I'm fit and tight and everything I can be for you in between pregnancies, but God I want this, Harri. I've never told anyone this before, but I want it so fucking bad." I didn't know what to say. She was practically sobbing in her earnest desire for what she was asking. I just slid down to my knees on the floor of the RV and wrapped my arms around her and Kyla clutched at me as she panted hard. Not crying, but desperately trying to control herself. "Kyla, I would be an extremely lucky man if I can give that all to you," I said. "And I want to tell you yes right away, but you're right. I do need to check with Erica first. Do you want me to call her in to ask her now?" She hesitated a moment, then nodded and sat back on the chair, sucking in a deep and unsteady breath. I stood up and opened the RV door, sticking my head out. All three of my women looked over to me and I made what I hoped was a reassuring smile, then locked eyes with Erica and motioned her over with a head jerk. She joined us, shutting the RV door behind her. "What's up?" she asked. "Everything Okay?" I looked at Kyla. "Do you want me to ask, or you?" "I; You," she said after hesitating. I turned to Erica and reached out, holding her hand. "So, I know we had our conversation earlier, but I didn't realize this was coming or maybe we would have talked about it more seriously. Kyla is ready to join us, but she has an ask. Because of her own family past, one thing she wants more than anything is to have kids. A whole bunch of them. So she wants to know if you and I are Okay with that and willing for that to happen, or if we should try to find her someone else who can help her get the life she wants." Erica's eyes had widened as I was speaking and her jaw worked a few times before she could find the right words. Then she turned to Kyla and looked at her for a long, long moment before putting a hand on her shoulder. "That's the most important thing for you?" she asked quietly. Kyla nodded, then looked up to meet Erica's gaze. "More than anything else. And I want to do that with Harrison; God, I haven't even known him a day but it's like I can see it right there in front of me. He'd make a great husband and an even better father. I just know he's yours more than either of the others, and I couldn't risk saying yes to him without you saying yes to this." "God, fuck," Erica sighed, and I realized she was tearing up as well. She looked to me. "Yes, obviously, if it's what she needs then yes. But I guess now I need to stop taking the pill because I'm not just gonna sit by and not be in the running for the first mother of your child." Now it was my turn to be surprised. "But we just,” She kissed me to shut me up. "It doesn't matter," she said. "I love you, you love me. If the world implodes and we're all shot off into space, I still won't regret making a kid with you." She turned to Kyla. "Are you going to love him?" "I'm going to try," she said. "And I'll work harder at it than my parents ever did." "Then yes," Erica said. "But, and I'll only ever say this once and you need to listen to me closely, if this isn't the truth and you hurt Harrison or me or anyone else here then I swear to everything in heaven and hell that I will end you. Do we understand each other?" Kyla nodded, taking her seriously. "I do, and I won't." "Okay," Erica said, and leaned down and kissed her on the forehead. "You clearly need a fuck, so unless you've suddenly turned Bi then I should leave you to it." She turned to me and kissed me hard, and I hugged her to keep her close. "You're sure?" I asked her in a whisper. She nodded. "Rock her world, babe. Show her why she's one of the four luckiest women on the planet." She kissed my cheek, squeezed my fingers in hers, and then stepped away and out of the RV. Kyla looked like she was going to jump out of her seat. "So,” I started. Kyla stood up abruptly and grabbed me by the face, smashing her plush lips to mine. I naturally grabbed her by the waist as we started making out right there in the middle of the RV. She'd been wearing that bulky coverall the entire day and now she started to scramble to try and get it unzipped and off at the same time as trying to get me to get my shirt off, which just turned into an awkward mess of her hands moving back and forth between us. "Stop, stop," I murmured, pulling my lips from hers. She actually whined a little in her throat and then blinked in surprise at her own reaction. I picked her up and she wrapped her legs around my waist as I carried her back towards the bed. Like this, she was taller than me and she bent down to kiss me some more, making it hard for me to navigate. Thankfully it was a straight shot, and there wasn't a lip at the door to the bedroom area that I needed to duck under or step over. I found the bed with my shin and stopped and lowered her down onto it so we lay somewhere in the middle, me on top of her as we kept making out. Once we were done I pulled away and tugged off my shirt. "Fuck," she groaned, looking at me hungrily. "Not what you're used to?" I asked. She shook her head. "No, so much better." She raised her hands to my stomach and up to my chest, letting her fingers play through my chest hair. I couldn't help myself and I reached down and unzipped the coverall down to her belly button. Underneath, all she had on was a set of black bra and panties. On the one hand, I was starting to get mesmerized by her body very quickly, but on the other, I remembered in the back of my mind that she hadn't arrived with any luggage. I lifted her from under her arms and she let me help her pull the coveralls off, then raised her ass so I could pull them from her legs as well. I crashed back down onto her, now feeling her smooth skin on mine. Her body was everything I would have expected from a dancer; smooth and sleek all over, with toned muscling and a sort of feline grace as she moved around. "Where; are; your clothes; and things?" I asked between kisses. "They said; they would bring; them up; from Cali,” she replied. Then she stopped the kissing and looked up at me. "Seriously, I've got this fucking craving for your cock right now like I can't believe, Harri. I need you to fuck me so fucking bad." "Okay," I said, and then kissed her again as I reached under her to unsnap her bra. When she realized what I wanted she didn't even bother with the snap, she just yanked the black cups off her tits and the whole thing over her head. Her tits were a perfect size for my big hands to palm, a bit bigger than Ivy's but much smaller than Erica's, and her dark brown areolas were smooth and a little puffy, with two perfect nubs for nipples. I sucked on one, feeling how hard they were, but she was stretching to try and get my shorts off of me. She needed the imprinting. We could always explore each other more in the future. I leaned away from her, one hand still on her tit and holding her down, as I shoved down my shorts and boxers. For her part, she pushed her panties down to her knees and I pulled them the rest of the way off. Her cunt was a gorgeous brown, flushed darker than the skin above and slick with her chemically-induced horniness. Even her clit hood was a little pulled back, the softer pink of her clit just visible from being swollen. She was entirely bare, and I wondered if that was a personal choice or a seduction tactic she'd been told to follow. Not that I cared at the moment. I wanted to eat her out and taste her. I wanted to make this last, to wow her like Erica had said. Fuck, let's be real, I wanted to impress the seductive honey trap spy with my sex skills. "Fuck my brains out," Kyla demanded. "Fuck me until I can only ever think of you. Take me and make me yours, you fucking massive wall of American god." I could impress her later. Her cunt accepted my cock like a perfectly tailored suit. I slid in, and even though she was tight and her muscles were firm as hell as they clenched at me she was also extremely willing. That changed when I was almost all the way in though, but not from want of trying. Kyla came, her entire body rolling and arching as her cunt clenched down enough to almost start forcing my cock out. She grabbed me around the shoulder and hugged herself up, clinging to me, and her hips roiled as she thrust hard up and down. Her eyes were squeezed shut, her lips curled in an ugly snarl for a long moment, until the orgasm passed and she let go of me, falling a couple of inches back to the bed with a 'whumph.' "H-Holy fuck," she panted, looking up at me in confusion. "What was that? That,” She blinked rapidly. "Did no one tell you about the first orgasm?" I asked her. She shook her head, still blinking like she was trying to gain her focus. "Fuck me and tell me," she said. I started to slow-thrust, enjoying the delicious warmth of her as I leaned down a bit more, pressing my full body against hers as she spread her legs wider for me. "They told Erica in the information session that she should expect a massive orgasm the first time she ingested a man's precum, and the biggest one of her life when they ingest their actual cum." "She got an information session?" Kyla panted, looking slightly alarmed. "You didn't?" I asked, equally alarmed. We'd both stopped thrusting at each other, not sure what to do. "Fuck it, fucking fuck me," she said and rolled her body to get my cock deeper inside her again. I wasn't going to argue with that. We fucked like that, mutually, for a bit and then I took some more control and went up high on my hands for better leverage and started to fuck her harder. Kyla moaned and panted beneath me, then raised her lips up and sucked on one of my nipples, which was an oddly pleasurable surprise, and then she took some of my hairy pec muscle between her teeth and bit me lightly as she came again. "Ow," I said when she dropped back to the bed again. "Sorry," she panted. "I just; you're really fucking good." Huh, maybe I can impress the spy, I thought. "I'm getting closer," I told her. I'd had... well, not the most amount of sex I'd had in a day, but a bunch, so I wasn't entirely surprised I was lasting as long as I was. "Do you want to try something else?" "I want to try everything with you," she gasped and kissed me. "But... let me..." I disengaged with her, which made her moan like a whore, and she scrambled around on the bed until she was at the bottom corner on her back. Then she spread her legs wide into a full split, and then even wider until she had one leg practically parallel with her torso and the other was way out to the other side. If she was a clock, she would have been showing 10 o'clock. "Fuck me hard. Use my hole," she said, licking her lips. "Get your cock back inside; yes! Oh, fuck, Harrison. Make my cunt fucking squirm. Make your cunt squirm. It's yours now. I'm yours. My whole body. Fuck! I've never felt it like this before. I've never felt anything like this." I was crushing down into her in big, hard strokes and I could feel her cunt squishing with her juices and my balls slapping against her ass cheeks. I was hovering over her and a bead of sweat had trailed down to the end of my nose. Kyla opened her mouth and stuck her tongue out, licking it off of me. I lowered the rest of the way to her and kissed her hard, then hugged her tightly as I started pumping short and quick, barely leaving her cunt. "I can't wait to fall in love with you," I whispered to her. "I can't wait to make babies with you, and start a family." "Do it," she gasped. "Put a baby in me. Make my womb yours forever. Breed me, make me your breeding wife-whore. Love me, may-ari. Oh, fucking; that's what you are, you beautiful big bastard. You're my may-ari. My owner. I choose you. I choose; I,” I couldn't have stopped from coming in her if my life depended on it. She was pushing towards her own orgasm already, and her years of dance and other physical activity had turned her core into a vice that sucked at my cock like a hoover. I came as she lost her grip on her words, chanting about choosing me. She came as well, a scream quenched in her throat as her entire body flexed and tensed. I filled her up, releasing over and over in her, but I finished before she did and just went right back to fucking her since my cock hadn't gone soft yet and she was still coming. I only stopped when she went slack, her legs falling back to a more natural position, and her face went from that clenched teeth-gritting tension to a soft, satisfied smile. "Imprinting. Imprinting. Imprinting." I pulled away from her slowly, making sure she wasn't going to fall from the bed, and found that the entire bottom corner and the edge of the mattress were wet and sticky with juices. Along with my legs, crotch and hips. "Great, another squirter," I sighed. Not that I actually minded, but it just meant we'd be doing even more laundry in the tiny machine the RV held. I stood and, once I felt like I could be coordinated enough, I picked Kyla up in a cradle and lifted her higher on the bed and tucked her in. She was in the fetal position, still mumbling the imprinting sequence with that smile. I had to grab a new pair of shorts since mine had ended up in the splash zone, and I didn't bother putting on a shirt but did wipe myself down with some wet paper towel. Stumbling out of the RV, I was greeted by catcalls and applause. Looking around, the fire was still going and someone had stocked it higher with wood. Erica, Dani and Vanessa were all sitting in the Adirondack chairs, and Ivy was sitting curled up in Erica's lap. "Where are Leo and the girls?" I asked, trying my best not to let them show the embarrassment I knew they were going for with their teasing. "Aria and India were going to fuck, and invited Leo to watch," Dani smirked. "So I assume he's in there either jerking off, or fucking." "I don't need to picture that," Erica rolled her eyes. I stepped over and kissed Vanessa as she leaned her head back and reached up to hug me around the neck. Then I slipped around the circle to Ivy and Erica and kissed both of them. Dani opened her arms to me as well, so I hugged her and she kissed my cheek. "Congrats," she said as I pulled away. "Pops." "Oh, God," I groaned and looked at Erica. "You told them?" "Was I supposed to keep it a secret?" she countered. "I needed to talk it out with someone." Vanessa had stood from her chair and gestured for me to take her seat and went inside the RV, coming back out with some more beers. She passed them around and then sat on my lap similar to the way Ivy was with Erica. We sat that way for a while talking as the night sky played out above us. I'd always loved looking up at the sky out on the property, away from any major sources of light pollution. Now spotlights were lighting up the construction area a hundred yards away, where men and women were working through the night. The view was dimmed, and I wondered if it would ever be as clear again as it had been a month ago. Dani slipped off to bed first, and Vanessa grumbled that she had to be up in the morning for work so the rest of us went quickly. We never had discussed the sleeping arrangements, so I ended up sleeping next to Kyla, with Erica pressing her back to my side and holding my arm under her and around her stomach, with Vanessa spooning up to her and Ivy on the end on her back, snuggled partially under Vanessa. I knocked on the door and set the two big brown paper bags down on the stoop and backed away. The house wasn't 'old' per se, located in a neighborhood that had been developed almost twenty-five years ago, and hadn't been updated since it was first built. To be fair, there hadn't ever exactly been a housing boom in the area, so other than the one-off builds it was probably one of the newest places around. The inner front door opened and Mary looked out cautiously, then in surprise as she saw me. She hadn't texted me like I'd asked her to, and it had almost been a week since I'd seen her in the parking lot at the grocery store. She looked a little better, though not by much, and I wondered how far she'd been able to stretch that $70 I'd been able to give her then. "Harri?" she asked in surprise. "Hey, Mary," I said with a little wave. "How did you; Is this;?" "It wasn't that hard, Mary," I said. "I just made a couple of calls. You never texted me." "I know, I,” she hesitated, and then hung her head. "I was so embarrassed." "You don't need to be," I told her. "You're in a tough spot, and I'm not. I want to help out." "Mom? Who's at the door?" came a little voice from inside. A boy poked his head around Mary's hip, looking cute and curious. "It's an old friend of Mommies," Mary said. "He's just here to say hello." "Hey there buddy," I said, smiling as I pulled my mask down and waved, then let the mask snap back up and played like it had rocked me. The kid giggled. "My name is Harrison, but everyone calls me Harri on account of my big beard and hair." "That's a funny name," the kid said. "If you got rid of your beard, what would they call you?" "Hmm, that's a good question!" I said. "I don't know. Maybe you should ask your Mom, she knew me when I didn't have a beard." "We still called him Harri, baby," Mary said, smiling down at the boy and running her fingers through his hair. The kid had keen eyes and noticed the bags on the stoop and the food inside. "Is that for us?" "It is, kiddo," I said. "Could you help your Mom get it inside?" "Sure!" he said. Mary sighed and opened the screen door for him, and the kid came out in his socks and hefted up one of the bags and started carrying it in. "Harri, you don't need to,” "I made sure there are some snacks for the kids in there," I said, pretending like she hadn't been talking. "I know they aren't nutritious, but I figured you can bribe some good behavior for some Oreos and stuff every once in a while. There's also a bottle of merlot in that other one there, so you may not want the kiddo to lift it. He's a cute kid, by the way. I've got an order in down at the butcher's that I'm supposed to pick up tomorrow, so I'll be by sometime tomorrow afternoon with some meat for you guys too. Maybe I can meet your little girl then? Charlie, right?" Mary looked like she was about to cry, and I didn't want to push her over the edge so I tried to make it all like it wasn't a big deal. "Alright, Mary. See you tomorrow. Let me know if you need anything specific and I'll see what I can do, alright? Tell the kiddo not to eat all the gummy worms at once." I was halfway down the driveway to my truck when the screen door opened again. "Harri," Mary called. I looked back and she was standing on the porch, looking at me with tears brimming in her eyes and a happy frown on her face. From this distance, without a mask, I could still see her as the little button-nosed cheerleader I'd known. "Thank you." I just winked and waved, heading back to my truck. "That was really kind of you," Kyla said as I got in. "It's nothing," I said. "I knew her in high school and her husband's been missing for a while." Kyla took one of my hands from the steering wheel and wrapped her fingers in mine, looking at it. The casual intimacy was still new; the first couple days after her imprinting had been us feeling each other out, and her getting comfortable with the general openness to sex that was our new life. I'd made it a point to spend time with her, both sexually and non-sexually, each day and we were slowly starting to find a soft groove. "That's still kindness, Harri," she said. "You're sure she needs it? I don't want to see you getting taken advantage of." "I'm sure," I said. "Okay," Kyla nodded. "Then we'll help her. Now, let's continue this tour. I want to know everything I can about this little podunk, backwoods town I've been shipped off to." "Well, the first thing you should know is that I'm pretty sure it isn't big enough to be considered a town. Maybe a village?" "Oh, God," she laughed. "Not if you consider all the construction workers moving in." "True. I bet we're close to half-againing the local population at this point. Vanessa said we'll hit a thousand by the end of the week." "With that many," Kyla said. "We should have our house in, what, a few months?" "No idea," I said. "No fucking idea." "Fuck, it's already June," I groaned. It was hot as balls and I was regretting putting on my 'go out into the world' getup. "How did you miss the 1st?" Erica asked, also done up in her gear. "How did we miss Memorial Day?" I countered. "Oh, shit," Leo said, standing up from where he'd been sitting over near his RV. "You're right, we did miss Memorial Day. Should we do something?" "Like what?" I asked. "We could throw a party," Ivy suggested. "We could all dress up fancy and have a dance?" The surveyors had been needing Leo and me less and less lately and I was starting to get a little twitchy with how little I had to do. Quarantine before all of this really kicked off had been one thing, but now we didn't even have our big wide backyard to ourselves. When Erica had mentioned that she wanted to take a drive into Portland to pick up some things from the tattoo parlor and check her apartment I'd jumped on the chance and we'd made the plan. The girls were already starting to excitedly talk about planning our late Memorial Day celebration as I stretched and sighed, checking my watch. We'd been planning to leave right after lunch and it was already 3pm. Vanessa had taken an extended break since she'd worked late the night before and we'd had some one-on-one fun in the RV, which had been sorely needed for her. Where the rest of us were struggling to find things to keep busy and motivated, the last week had seen more and more responsibility and work landing in Vanessa's lap as the construction crews started to show up and move into the barracks. It meant there was an entirely new crew of cleaners, maintenance workers and delivery people under her supervision along with her 'gorillas.' Not to mention her wrangling of the other foremen and administrators on-site as her father handled the top-end details of the job. Every day it seemed like new equipment and supplies were being delivered and a third barracks was quickly being erected as even more hands were around. But an hour with Vanessa had delayed us, and when I was finally ready to go Dani was busy with Leo over at their place, and since she was coming with us Erica and I had to wait. Then Erica and Kyla were ensconced in a private conversation in our RV when Dani emerged ready to go, so we lost another half hour before the three of us were all finally dressed and prepped to leave. "Okay," I said loudly, trying to cut through the multiple party-related conversations. "We're all agreed we'll do a Memorial Day thing, but we're burning daylight. Erica and Dani, let's go." We took my truck, only needing one vehicle since we weren't hauling a ton of stuff like the last time. As we pulled around the site offices I spotted Vanessa walking with one of the other foremen in conversation and gave her a little double honk. She smiled and waved. Driving down the old driveway path there were now a half dozen wide offshoots winding off into the trees and closer to the highway there were big swathes of ground that had been cleared and were starting to get flattened by scrapers and excavators. Vanessa had mentioned that we'd end up with a couple of strip malls worth of stores to help provide for the eventual community; a convenience store, a clinic, a dentist, that sort of thing. Right at the end of the driveway a guard hut had been erected, little more than a fancy roadside fruit stall that could barely fit two people inside. I pulled up next to it and Erica rolled down the window. "Hey Patrick," I said, waving to the construction worker manning the booth and tracking the ins and outs. "Hey folks," the older guy said with a grin. He was supposed to be on the road crews but had arrived earlier than needed. I'd asked him once if standing in the guard booth all day working a clipboard was boring and he assured me that after three decades manning a 'Slow/Stop' sign in the middle of roads through sun, rain and sleet, the booth and the clipboard were welcome. "We'll be out for a few hours," I said. "Sounds good," he replied and made a note on his clipboard. Then he wiped at his eyes and cleared his throat, blinking. "Y'all didn't say anything about how bad the pollen got up here. I think my allergies are kicking up and I didn't bring any of my meds, I thought the North West was supposed to be wet." "It usually is. We'll pick you something up," Erica offered. "We need to stop at a pharmacy anyways." "We do?" I asked. "We do," Erica said, patting me on the knee. "Hah," Patrick laughed. "And here I thought you was some sort of Big Dog, Harri. But you're as whipped by your women as the rest of us." "See you in a bit, Patrick," I said. He waved us off, then covered his mouth to cough a little. "Poor guy," Dani said. "I'd hate if I had allergies like that." "We'll get him fixed up," I said as I pulled onto the highway and started heading in the direction of Portland. "It's been weirdly dry and hot so I'm betting the dust from the brush cutting is doing it to him." And I didn't think anything more of it. Erica unlocked the metal grate that pulled down over the front of the tattoo parlor and lifted it up on the rollers enough to uncover the door. The good news was that the whole thing with the 'Autonomous Zone' seemed to have burned itself out and Portland was no longer hosting big protests at the moment. The bad news was that only happened after a week of riots and several news-worthy moments of violence and vandalism. Thankfully the parlor wasn't on one of the major routes the riots had travelled down and there didn't seem to be any damage other than sprayed graffiti on the grate and some of the glass windows behind it. I'd pulled my truck right up over the curb and parked us as close as possible. The streets were as empty of people moving around as the last time we'd come into the city, except there was more trash. I'd seen old newsreels of when there had been major strikes in New York City back in the early 80s and it wasn't exactly that bad, but another couple of weeks and it might get there. Someone must have been doing collections, they were just overburdened or understaffed or something. I had to nudge a pile out of the way with the front of my truck to wedge into the open space, but it almost immediately proved worth it as a trio of ambulances came burning down the street with their lights running. If I'd parked on the street one of them would have needed to swerve out of the way and who knew if those extra seconds would be the difference between life or death for someone; not to mention the potential of the ambulance not swerving fast enough and clipping my truck. Inside the tattoo parlor Erica went straight to her bay and started unhooking and gathering her equipment. Dani was looking around at the place, grinning as she examined the wild decor. She would call out questions to Erica, who would tell her who had done what mural, or the brief story behind the broken surfboard hanging from the ceiling and the skateboard deck covered in almost a hundred different signatures. I spotted a photo on the wall and realized it was of Erica and all of her staff at the most recent DragonCon where they had put up a booth and done live tattooing. Erica had said beforehand she thought it might be a waste of time, but the owner of the parlor was a huge nerd and wanted to do it so it was her job to organize. I never had found out how it went, but she looked happy in the photo. I grabbed the frame from the wall and brought it over to her. "Do you want to bring this, too?" I asked. She glanced at it and paused her work, then smiled and hugged me. "That's sweet, Harri. Yes, absolutely." She took the frame and put it in one of the boxes we'd brought for her to carry stuff, then turned to me. "Hey, could you just empty all those drawers there into the boxes? Don't just dump them, but there isn't anything particularly fragile. It's mostly inks and cleaner solutions and stuff." "Sure," I said. "Thanks, babe," she said and kissed my cheek. "Dani and I are just going to slip through to next door." "Oh, God," I groaned. I hadn't realized that was her plan. "Don't worry," she grinned. "It'll all be fun for you, I promise." The owner of the tattoo parlor also owned the sex shop next door and had installed a door between the two since the clientele crossed over fairly consistently. Erica led Dani through the door, opening it with her key, and I could hear them laughing and giggling. By the time I was done with the drawers Erica had pointed out, placing what seemed like hundreds of little vials and bottles of inks and other liquids into the boxes along with some other art supplies, they hadn't come back. I went to the door and opened it, looking in. Erica glanced over, grinning as she held another box and Dani was placing something inside. "You want any porn, babe?" "What do I need porn for?" I asked. "I dunno," she said. "Variety?" "Ooh, this one is called 'Big Black Booties 15,'" Dani said, grabbing a DVD from a nearby shelf and waving it at me. "You don't have that kind of variety yet, Harri." I snorted and shook my head. "I'm perfectly happy with the booties at my disposal, thank you." Dani shrugged and put the DVD in the box. "I'll see if Leo wants it." "Gag!" Erica laughed, making them both start giggling. I had a feeling that was a running joke between them. "How are we paying for this stuff?" I asked. "Everything is turned off and we don't have any cash." "Artie told me I could Venmo him at a 75% discount," Erica said. "Plus anything with an expiry date I could have for free. So we've got a lot of lube now, along with a bunch of penis-shaped candy and some candy underwear." I sighed and shook my head. "Oh my God, we should take her with us," Dani said, pointing up on a high shelf where a creepily lifelike sex doll was sitting. "I think you mean rescue her," Erica said. "Harri, help me get her down." "Really?" I asked. "Yes," they both demanded. When we packed up the truck we had two boxes of Erica's tattoo gear and other possessions from the shop, another full box of Sex Shop stuff, and Dani was sitting in the back next to 'Sexy Susan' who had also happened to get dressed in a sexy nurse costume. They thought it was fucking hilarious, I just thought 'Sexy Susan' was a little creepy. Dani stayed down in the truck, taking the front seat as I pointed out that the 1911 was in its case under the passenger seat if she needed it, while Erica and I headed up to her apartment. The elevator had an 'out of order' sign on it, and Erica had to use her key to the building to get into the stairwell which she said she'd never had to do before. That was an immediate red flag to me, but I kept my cool to try and not worry her. "You know," Erica said as we climbed the stairs. All our sex cardio seemed to be paying off because we weren't puffing from the exertion yet. "You haven't officially asked me to move in yet." "What?' I asked. "Leo and I,” "That wasn't asking me to move in permanently," Erica cut me off. "That was just for quarantine." I rolled my eyes, knowing where she was going with this. At the next floor I grabbed her by the waist and pulled her to me, pulling down my mask and hers and kissing her hard and deep. "Erica Lacosta, will you move in with me forever and ever?" I asked her. "Yes," she grinned. "Yes, I will." She kissed me lightly to seal it, then sighed and we raised our masks and started climbing more stairs. "With that out of the way, I should really try and find a way out of my lease. Just because you have money doesn't mean I should be wasting mine on a place I'm not ever planning on moving back into." "I'll help with some research," I said. "I know there's all the clamor about halting eviction notices, but maybe there's something that will help. I could text Miriam, see if Captain Bloomberg knows anything offhand." "Hmm, maybe,” Erica started, but stopped as we reached her floor and found that door locked as well. "What the fuck?" she sighed and unlocked it. "Let me go first," I said. "Why? It's just..." As we entered the corridor Erica trailed off, seeing the tracks of dirty footprints in the hall and the spray paint on the walls. She immediately started to move forward, but I grabbed her arm and stopped her. "Wait," I said. "Look." I pointed at the big circles on the walls next to each door, but she clearly didn't understand what I was pointing out. "Those are FEMA search and rescue marks." Erica blinked once and was obviously unsure of what to say. "Let's just take it slow," I said. We walked down the hallway. Some of the doors were shut, but others looked like they'd been kicked in. "What do they mean?" Erica asked me, looking at the circles and the scribbles of letters and numbers on the walls. Each circle had an X dividing it into four parts, and each quadrant was marked. "The top part is the date the location was searched," I said. "5-24 means it happened May 24th, so a little over a week and a half ago. The left side is who did the search, the numbers are probably a military code for a National Guard unit. If it said PPD that would be the Portland police, or CDC or DEA or whoever. The right side is if there are any hazards." I pointed to one of the doors that were kicked in. "NE means 'No Entry.'" Then I pointed to another. "F/W means there's contaminated food and water." I pointed at another door, this one wasn't kicked in. "A 0 means no hazards. "What are the bottom parts?" Erica asked. I frowned and swallowed. "The crossed 0 means no one found. DB or DOA means dead bodies. LB means live people are, or were, inside." Erica looked at the carnage of the corridor, her eyes scanning the doors of her neighbors as she weighed the number of DBs. There weren't many 0s, but about half of the apartments were labelled LB and hadn't been kicked open. Half. We got to Erica's place around the hall corner, passing the old lady Diane's door. It was kicked in and labelled NE, DB. Erica poked the door with her boot and it swung in. Inside, other than the dirty boot prints, it looked generally neat and tidy... other than the pool of dark something that had dried on the kitchen linoleum. I grabbed Erica and held her as she gasped and her knees went weak. I pulled her away from the door and she saw that her own apartment had also been kicked in, but was labelled 0 hazards and 0 bodies. We went in and she sat down on the couch, burying her head in her hands. Kneeling in front of her, I cradled her head on my shoulder and hugged her tightly as the reality of the world settled on her. She cried, though not as long as she probably needed, as I talked her through what had probably happened. Enough people had gotten sick and called emergency services that they came to do a sweep of the building. They knocked on every door, and anywhere someone didn't answer they kicked it in. Then I assumed they had extracted the bodies. "I need to get out of here," Erica breathed. "Okay," I said. "Do you need me to grab anything? Did we forget anything last time?" "No, nothing," she shook her head. "Just get me out of here." I picked her up and carried her out. Erica wasn't Ivy or Vanessa, or even Kyla. She was a full-figured woman. But I carried her every fucking step, down every stair. She stopped me right at the doors to the building and had me let her down. "I don't want Dani to see me like this," she said. "Why?" I asked. "She would understand." "I know," she said, blinking under her ski goggles. "But if she sees me like this, she'll start thinking about what might be happening back home for her, and she doesn't need that." I held Erica's hand at the door for another minute as she breathed deeply and got control of herself, and finally she smiled at me and it actually travelled up to her eyes. "Thanks, babe," she said. "Love you," I said. "You too," she said and touched her forehead to mine since we were both masked and goggled. "Hey, Charlie," I grinned, waving to the little four-year-old as she sprawled in Mary's arms and waved back with her little grin. "Hi," she chirped. "Okay," Mary said, setting her daughter down. "Scoot, you. Let Mommy talk with Harri for a second. Go see what your brother is doing." "Okay," Charlie said and pounded off in the way only a four-year-old could. "You're looking more like yourself, Mary," I said. I was standing off the porch and we kept the screen door closed, but I had my mask lowered so she could see my face. She smiled softly and shrugged. "I don't feel like it, but thanks." "How are the kids doing?" I asked. "Well, I regret letting them eat sugar again," she smirked a little. "But they're good. Better than me, anyways, though Thomas misses his friends from school and keeps asking when he can go back to class." She laughed and wiped under one eye. "He used to hate going to school every morning, now it's all he wants to do." "We'll get there eventually," I assured her. "What about you? How are you doing?"

In episode 210, Coffey talks with economist Richard Froeschle about the US economy and how generational demographics are affecting the labor force.They discuss the impact of tariff-related economic uncertainty on the labor market; challenges in the quality of federal statistical data; AI's impact on entry-level positions and experienced workers; generational workforce composition; rising reservation wages and skills mismatches among recent graduates; the importance of work-based learning and trades education; remote work patterns in different workforce segments; challenges with mentorship and feedback for younger workers in a remote workforce; and immigration's critical role in addressing labor force needs.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Rich Froeschle is a labor market economist and a highly regarded speaker on a wide array of topics relating to the Texas economy, regional labor markets, and workforce and education programs. He is the Senior Labor Market Economist for Texas State Technical College and the former Director of the Labor Market and Career Information department of the Texas Workforce Commission. Mr. Froeschle has a Bachelor's degree in Economics from the University of Texas at Austin and a Master's degree in Manpower and Industrial Relations from the University of North Texas, where he also taught microeconomics and regional labor market analysis. He has made presentations at over 600 conference events over the past twenty-five years on a variety of labor market topics. His many writings include the books How Many is Enough? A Practitioners Guide to Occupational Targeting and Supply/Demand Analysis and Where the Jobs Are, plus a dozen monographs including Life After COVID: Economic & Job Market Phenomena to Ponder Post-pandemic. His most recent research has centered on the use of skills to understand regional labor market dynamics, educational alignment, and career progressions.Richard Froeschle can be reached at https://www.linkedin.com/in/richard-froeschle-01a87b13/About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Implement strategic workforce planning for talent development pathways considering demographics and the impact of AI.2. Address the skills mismatch between educational credentials and market demand.3. Develop structured mentorship and feedback systems that accommodate generational communication preferences while ensuring knowledge transfer from experienced to emerging workers.

Trigger warning: domestic and family violence. 1 in 4 women and 1 in 14 men have experienced violence from an intimate partner. This is a whole of society issue - including workplaces. That's why we wanted to share our latest series, There's No Place Like Home: After she leaves. This is episode tthree. Conor Pall never wanted to live with a man he calls ‘The Shadow’. But he was forced to. In this episode of There’s No Place Like Home: After she leaves, Tara Rae Moss shares Conor’s story and investigates how perpetrators are able to weaponise systems after victim-survivors escape from them - legal, financial or otherwise. Subscribe on Spotify or Apple Visit the official website Buy Conor Pall’s children's book, The Shadow that Follows Keep up with FW on Instagram, Facebook or LinkedIn and join FW to unlock professional development, training and community Learn more about Commbank Next Chapter If you or someone you know is affected by domestic, family and sexual violence, contact 1800RESPECT, the national service for free and confidential counselling, information and support. Call 1800 737 732 or chat online 24/7 at www.1800respect.org.au If you or someone you know is an Aboriginal or Torres Strait Islander person in need of a culturally safe support line, you can call 13YARN (13 92 76) In an emergency, or if you are not feeling safe, always call the police on 000 See omnystudio.com/listener for privacy information.

In episode 209, Coffey talks with Mallory Herrin about how experiences throughout the employment lifecycle affect employers' brands.They discuss how recruiting has changed with shifting employee expectations across generations and labor market scarcity; the definition of employer brand; common recruiting mistakes that impact brand perception; the importance of organized onboarding; strategies for transparent career pathing and professional development; handling employee exits and layoffs to protect employer brand; measuring employer brand; the critical role of manager training; and the need for transparency about business circumstances and organizational changes to maintain trust.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mallory Herrin is an experienced human resources consultant and industry recognized thought leader, serving as HerrinHR's CEO and Principal HR Consultant. She is a frequent speaker at HR conferences and the author of Intentional HR: A Revolution in Strategic Thinking. With 20 years of HR experience, she holds certifications from both HRCI and SHRM, and has been named one of the Top 5 Most Influential Women Leaders in HR and DallasHR's HR Executive of the Year - Small Company.Mallory Herrin can be reached athttps://www.herrinhr.comhttps://www.linkedin.com/in/malloryherrinAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Design streamlined recruiting processes that prioritize candidate communication, realistic timelines, and efficient interview structures to protect employer brand.2. Implement comprehensive onboarding programs with detailed schedules, competency roadmaps, and clear performance expectations to ensure new employees feel valued and prepared for success.3. Develop transparent communication strategies about career paths, business circumstances, and organizational changes while training managers to effectively lead and engage their teams rather than simply manage tasks.

Dr Luci Ellis is one of the most high-profile and respected economists in the country. She rose through the ranks to become Assistant Governor at the Reserve Bank of Australia (RBA). Today, she works as Group Chief Economist at Westpac. In this episode, she talks with FW's Helen McCabe about leading as a technical specialist and why she still jokingly calls herself a ‘silver medallist’ despite her impressive career. Join the movement to fast-track your professional development. Become an FW Diamond member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.

Trigger warning: domestic and family violence and homicide. 1 in 4 women and 1 in 14 men have experienced violence from an intimate partner. This is a whole of society issue - including workplaces. That's why we wanted to share our latest series, There's No Place Like Home: After she leaves. This is episode two. After two women in Miranda’s* mothers group began to suspect she was being abused, they helped her finesse an escape plan for her and her baby. That’s when Justin’s* stalking began. In this episode of There’s No Place Like Home: After she leaves, Tara Rae Moss shares Miranda’s story and investigates perpetrators who stalk and harass their former partners after they separate. Subscribe on Spotify or Apple Visit the official website Keep up with FW on Instagram, Facebook or LinkedIn and join FW to unlock professional development, training and community Learn more about Commbank Next Chapter If you or someone you know is affected by domestic, family and sexual violence, contact 1800RESPECT, the national service for free and confidential counselling, information and support. Call 1800 737 732 or chat online 24/7 at www.1800respect.org.au If you or someone you know is an Aboriginal or Torres Strait Islander person in need of a culturally safe support line, you can call 13YARN (13 92 76) In an emergency, or if you are not feeling safe, always call the police on 000 See omnystudio.com/listener for privacy information.

In episode 208, Coffey talks with David Miklas about the Department of Labor's evolving definitions and interpretations of independent contractor classification under the Fair Labor Standards Act.  They discuss why DOL interpretations matter for FLSA compliance and overtime requirements; the shift from Biden administration's six-factor economic reality test back to Trump administration's emphasis on control and profit/loss opportunity; the six key factors including nature and degree of control, opportunity for profit and loss, permanence of relationship, worker investments, skill and initiative requirements, and how integral the work is to the principal business; common classification mistakes across industries including misunderstanding IRS versus DOL tests; the risks of supervision and control over workers classified as contractors; how technology can demonstrate control in gig economy situations; the financial consequences of misclassification including unpaid overtime, liquidated damages, and attorney fees; and the importance of proper written agreements and immediate legal consultation when classification issues arise. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: David Miklas owns a Labor & Employment law firm and for 26 years he has practiced all types of labor and employment law exclusively representing Florida employers. He has written hundreds of employment law articles, is the co-author for the premier legal textbook used by lawyers for Florida employment law, is a frequent employment law presenter and is a nationally recognized speaker and an invited guest lecturer addressing employment law and human resource issues with over thirty universities, including Harvard. Mr. Miklas graduated from the University of Florida College of Law. David Miklas can be reached athttps://www.miklasemploymentlaw.com/https://www.linkedin.com/in/david-miklas-301861121/  About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives: 1.       Evaluate worker relationships using the Trump Administration's six-factor economic reality test.2.       Differentiate between US Department of Labor independent contractor definitions and those of the and IRS and state regulators.3.       Respond appropriately to classification concerns to avoid liability.

In episode 207, Coffey talks with Nicole Morgan about what HR professionals need to know about Medicare to help employees navigate the transition from employer-provided health insurance to Medicare coverage. They discuss the four main parts of Medicare (A, B, C, and D) and how they work together; the differences between Medicare Advantage plans (Part C) and traditional Medicare with supplemental coverage; how creditable coverage determinations affect employees who continue working past age 65; the coordination of benefits between employer group health plans and Medicare based on company size; timing considerations for Medicare enrollment and the importance of planning three months before turning 65; why brokers may have financial incentives to sell Medicare Advantage plans over traditional Medicare; the risks and benefits of different Medicare options including network limitations and out-of-pocket maximums; and the role HR should play in connecting employees with qualified Medicare experts rather than providing specific coverage advice. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Nicole A. Morgan is a seasoned healthcare professional with over two decades of experience, seamlessly blending her clinical expertise as a Registered Occupational Therapist with her proficiency as a Licensed Independent Insurance Agent. As the founder of Morgan Medicare Solutions, LLC, based in Sherman, Texas, Nicole is dedicated to guiding individuals through the complexities of Medicare, ensuring they make informed decisions tailored to their unique needs.  Her extensive background encompasses various healthcare settings, including inpatient and outpatient rehabilitation, acute care, skilled nursing, home health, and community-based services. This diverse experience has equipped her with a deep understanding of the challenges seniors face, particularly in navigating the transition to Medicare. Nicole holds multiple certifications, such as Certified Senior Advisor (CSA), Certified Long-Term Care (CLTC®), and Certified Living in Place Professional (CLIPP), underscoring her commitment to senior care and wellness.  Beyond her professional endeavors, Nicole is deeply rooted in her community. A native of Sherman, she has been married to her husband, Brad, for nearly 30 years and is a proud mother of three young adults. Her passion for service extends to active involvement in her church and local initiatives, reflecting her dedication to making a positive impact both personally and professionally.  At Morgan Medicare Solutions, Nicole offers personalized consultations, educational workshops, and ongoing support, ensuring clients feel confident and secure in their Medicare choices. Her holistic approach, grounded in compassion and expertise, has made her a trusted advisor for many navigating the intricacies of healthcare in their retirement years. Nicole Morgan can be reached athttps://www.morganmedicaresolutions.comhttps://www.linkedin.com/in/nicole-a-morganotr/https://www.facebook.com/morganmedicare/  About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives: 1.       Understand the basic structure of Medicare parts A, B, C, and D to provide foundational guidance when employees ask about Medicare options and transitions.2.       Recognize when employer group health plans have creditable coverage for prescription drugs and ensure proper notification letters are sent to Medicare-eligible employees by October 15th annually.3.       Establish relationships with trusted Medicare brokers and implement processes to proactively reach out to employees approaching age 65 to ensure proper planning and coordination of benefits.

Amanda and Anissa welcome new FW staffer, Owen Madden to the show to discuss working in a cabinet shop, bandsaw blades, and more. Also, Ben is joined by Logan Whittmer to talk about the upcoming Woodworking In America event. For more information about our eLearning courses - http://www.finewoodworking.com/elearning Find out more about Woodorking in America, October 9 & 10 in Des Moines, Iowa - http://www.woodworkinginamerica.com For more information about our Woodworking Fundamentals journey - http://www.finewoodworking.com/fundamentals Join us on our new Discord server! - https://discord.gg/8hyuwqu4JH Links from this episode can be found here - http://www.shoptalklive.com Sign up for the Fine Woodworking weekly eLetter - https://www.finewoodworking.com/newsletter Sign up for a Fine Woodworking Unlimited membership - https://www.finewoodworking.com/unlimited Every two weeks, a team of Fine Woodworking staffers answers questions from readers on Shop Talk Live, Fine Woodworking‘s biweekly podcast. Send your woodworking questions to shoptalk@finewoodworking.com for consideration in the regular broadcast! Our continued existence relies upon listener support. So if you enjoy the show, be sure to leave us a five-star rating and maybe even a nice comment on our iTunes page. Join us on our Discord server here.

In episode 206, Coffey talks with Jill Koob about the Supreme Court decision on “reverse discrimination,” PTO policy trends, and AI adoption in the workplace. They discuss the Supreme Court's unanimous decision in Ames v. Ohio Department of Youth Services eliminating different standards for "reverse discrimination" cases; how Title VII protects all individuals equally regardless of majority or minority status within protected classes; the challenges and failures of unlimited PTO policies leading employees to take less time off; new flexible PTO approaches allowing conversion to cash, student loan payments, or 401k contributions; mitigating bias in the employee selection process; why diversity, equity, and inclusion initiatives should focus on business outcomes and widening candidate pools; the evolution of AI from individual productivity tools to organizational workforce transformation; the need for employees to actively learn and adopt AI tools to remain competitive; and how AI can handle transactional HR tasks while freeing professionals to focus on more strategic human-centered work. Links to stuff they talked about are on our website at https://goodmorninghr.com/EP206 and include the following topics: Breaking—Supreme Court Unanimously Lowers Bar for “Reverse Discrimination” Claims: Ames v. Ohio Department of Youth Services Redefines Title VII Litigation More companies are letting workers cash in their vacation days. Should yours? 2025 Benefits and Compensation Trends Report How enterprise AI is reshaping EX, according to expert Josh Bersin AI superworkers ‘coming on like a freight train.' Are you ready? Amazon CEO Jassy says AI will reduce its corporate workforce in the next few years Message from CEO Andy Jassy: Some thoughts on Generative AI  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Jill Koob, SPHR, SHRM – SCP is the founder and owner of Energize HR, an HR Consulting Firm that focuses on training solutions, strategic HR and organizational development and human resource support. Prior to starting her company, Jill served as a VP for a Houston Based Professional Employer Organization, where they received numerous awards including Best Places to Work and Inc. 5000 Fastest Growing companies. Jill has over twenty-five years of strategic HR experience working directly with hundreds of businesses with their people strategy needs. Jill Koob can be reached at:https://energizehr.com/https://www.linkedin.com/in/jillkoob/   About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives: 1.       Understand that Title VII protects all individuals equally within protected classes, requiring the same burden of proof regardless of whether someone belongs to a majority or minority group within that class.2.       Design flexible PTO policies with clear guidelines and minimum requirements while offering options for employees to convert unused time to other benefits like cash, student loans, or retirement contributions.3.       Embrace AI as a collaborative tool for analyzing data, reducing bias in hiring processes, and handling transactiona...

In this episode, Ken Shuman speaks with Stacey DeLaney, a Faithwalker, FW coach, and children's book author who is retired from public education and lives in upstate NY. Stacey shares that Faithwalking pulled her out of a "deep hole" and dramatically changed how she perceives the world and her relationships and how she interacts in her relationships - and that it has had a particularly profound impact on her relationships with her husband and her adult children. She celebrates that she is no longer fragmented into "very different" public, private, and secret selves and no longer feels the need to wear a mask!To the question, "Why sign up for Faithwalking?" Stacey replies, "Sometimes we don't even know what we're holding on to from our pasts...what is keeping us from living this wholehearted life that we want to live. If you want to live that life - that wholehearted life - Faithwalking is the way to do it."This episode was recorded in May 2025.

In episode 205, Coffey talks with Susan Snipes about challenges and strategies for hiring international talent, particularly through employer of record arrangements.  They discuss the primary drivers for seeking international talent including cost savings and talent shortages; compliance hurdles around employee classification and local employment laws; the role of employers of record versus PEOs in managing international hires; compensation and benefits strategies that account for local customs and legal requirements; integration challenges including time zone coordination and cultural sensitivity; recruitment approaches when working across international borders; data security concerns with remote international workers; managing terminations and severance requirements in different countries; and the importance of understanding local labor laws and cultural differences when building global teams. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Susan Snipes is a certified HR professional with 15 years of HR experience. She serves as the Head of People at Remote People, a company that recruits top talent in over 150 countries around the world. Susan Snipes can be reached at https://remotepeople.com/https://www.linkedin.com/in/susan-poore-hrm/  About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives:  1.       Evaluate the compliance requirements and classification issues when hiring international talent, including understanding the differences between employees, independent contractors, and employer of record arrangements.2.       Develop integration strategies for international team members that account for time zone differences, cultural holidays, communication styles, and local customs to maintain team cohesion.3.       Assess the cost-benefit analysis of different international hiring models, from direct employment and local entity creation to employer of record services, based on hiring volume and risk tolerance.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 3181: Liz from FrugalWoods explores how small frugal habits, like DIY haircuts, trigger a compounding effect that goes beyond money, boosting self-reliance, deepening relationships, and even saving time. Her take on frugality reveals how insourcing everyday tasks can lead to long-term freedom, personal growth, and a stronger sense of capability. Read along with the original article(s) here: https://www.frugalwoods.com/2016/06/27/frugality-is-a-compounding-game/ Quotes to ponder: "We've saved a combined $2,688 thus far, and will continue to save $1,032 every single year." "Realizing that we're capable of doing things ourselves opened a door for Mr. FW and me to start performing tons of tasks on our own." "Rather than trying to stretch out the time between haircuts or use coupons or hunt down discounts, we simply removed this expense wholesale." Episode references: EconoMe Conference: https://economeconference.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode Tracy gives her take on the news that Dave Grohl and his wife Jordyn Blum have decided to reconcile. While Grohl simultaneously has committed himself to being a "hands on" father with his daughter by his affair partner. Could we please change the discourse that single parents aren't family enough? And stop the assumption that everyone needs the FW in their lives? Just cash the check and live your own life.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 3181: Liz from FrugalWoods explores how small frugal habits, like DIY haircuts, trigger a compounding effect that goes beyond money, boosting self-reliance, deepening relationships, and even saving time. Her take on frugality reveals how insourcing everyday tasks can lead to long-term freedom, personal growth, and a stronger sense of capability. Read along with the original article(s) here: https://www.frugalwoods.com/2016/06/27/frugality-is-a-compounding-game/ Quotes to ponder: "We've saved a combined $2,688 thus far, and will continue to save $1,032 every single year." "Realizing that we're capable of doing things ourselves opened a door for Mr. FW and me to start performing tons of tasks on our own." "Rather than trying to stretch out the time between haircuts or use coupons or hunt down discounts, we simply removed this expense wholesale." Episode references: EconoMe Conference: https://economeconference.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In episode 204, Coffey talks with Rosalind Chow about the distinct roles of mentorship and sponsorship in advancing careers and building more inclusive workplaces. They discuss the distinction between mentorship (which helps grow the mentee) and sponsorship (which seeks to change how others see the protege); how sponsorship functions like marketing or PR campaigns for high-potential employees; the four types of sponsorship - creating, confirming, preventing, and protecting; why sponsors risk their own credibility and reputation when advocating for others; how sponsorship doesn't require formal hierarchical relationships but depends on trust and status; how to become more "sponsorable" by being a top performer with clear values and compelling personal story; the risks of having the wrong sponsor or appearing as the "teacher's pet"; and how sponsorship creates inclusion by ensuring high performers are seen, valued, and given opportunities regardless of their background or circumstances. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Rosalind Chow is an Associate Professor of Organizational Behavior and Theory at Carnegie Mellon University, where she studies the power of social hierarchy and its impact on diversity and inclusion efforts within organizations.  Her forthcoming book, The Doors You Can Open (PublicAffairs, April 8, 2025) distinguishes the concept of sponsorship from mentorship. While mentorship can change mentees for the better through valuable coaching and encouragement, sponsorship takes it one step further — sponsors can change the social environment around their proteges by actively advocating for, raising the social visibility of, and protecting them. Put simply, while mentors act on mentees, sponsors act on external observers – audiences - to change how they see proteges.  We don't just have the ability to change other people; we also have the ability to change other people's relationships with one another. This ability - the power we have as sponsors - is something we can leverage to better ourselves, other people, and our communities. Rosalind Chow can be reached athttp://www.rosalindchow.com/https://www.linkedin.com/in/rosalind-chow-6b25541b0/  About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives: 1.       Distinguish between mentorship (developing the individual) and sponsorship (changing others' perceptions of the individual) to provide appropriate support for high-potential employees.2.       Practice the four types of sponsorship - creating visibility, confirming positive impressions, preventing negative associations, and protecting during criticism - to advance deserving talent.3.       Recognize that effective sponsorship requires risking your own credibility and reputation, making it essential to sponsor only high performers whose values align with your own and the organization's goals.

U.S. Air Force Tech. Sgt. Kathleen LaCorte interviews Lt. Col. Alana Minx, 122nd Fighter Wing Mission Support Group deputy commander, about the upcoming 2025 Fort Wayne Air Show to be held July 12-13, 2025 at the 122nd FW in Fort Wayne, Indiana. Minx discusses highlights, plans and excitement surrounding the air show. (U.S. Air National Guard audio by Tech. Sgt. Kathleen LaCorte)