Podcasts about FW

21 Augustus 2026: Die Madlanga-kommissie kritiseer die sakeman Stuart Scharnick weens bewerings dat hy 'n joernalis geintimideer het. Fase Drie van president Cyril Ramaphosa se vennootskap tussen die regering en groot besighede word bekendgestel, met die doelwit van een miljoen werksgeleenthede teen 2030. Die bestuurshoof van die FW de Klerk-stigting, Christo van der Rheede, lewer kommentaar op Solidariteit se Akademia-universiteit.

In episode 266, Coffey talks with Brandon Sammut about how Zapier built its AI transformation from the inside out — and what HR leaders can learn from a fully remote, AI-native company that decided people and AI strategy belong in the same hands.  They discuss the evolution of the Chief People Officer role into a Chief People and AI Transformation Officer and why HR is uniquely positioned to lead organizational transformation; AI transformation as one instance of organizational transformation, and why culture health and clarity of mission matter more than tool selection; Zapier's March 2023 "AI code red" as a high-contrast leadership communication strategy that didn't wait for perfect clarity before naming urgency; the importance of keeping accountability for business outcomes where it belongs while using a cross-functional Center of Excellence to provide enablement and remove friction; individual contributor identity and energy management challenges when AI eliminates tasks that provided meaning or cognitive reprieve; Zapier's customer support transformation — 50% faster resolution, higher satisfaction scores, 30-point employee engagement gains, and two entirely new types of work created from recovered human time; why AI-inflated application volume and homogenized resumes are making recruiting harder even as AI automates more of the process; Zapier's reference-heavy hiring model, which targets 50% of candidate signal from references including back-channel outreach, to counter AI-generated application fraud; the AI Fluency Framework — four competencies including strategy, growth mindset, builder skills, and accountability — used for both hiring and internal development; and why cross-person coordination is declining as individuals become more empowered, while human skills like psychological safety, feedback, and clarity become more important, not less.  More information about Zapier's AI fluency framework is available at: https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP266  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:  brandon is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital. Brandon Sammut is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital.  Brandon can be reached at   LinkedIn https://www.linkedin.com/in/brandon-sammut-8147b76/  Website https://zapier.com/blog/author/brandon-sammut/   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 29 years are empty nesters in Fort Worth.   Learning Objectives:Explain why organizational culture health and mission clarity are more predictive of AI transformation success than tool selection or governance framework design. Apply the lesson of Zapier's customer support transformation to identify how recovered human time from AI automation can be reinvested in higher-value work rather than defaulting to headcount reduction. Evaluate the four competencies of Zapier's AI Fluency Framework — strategy, growth mindset, builder skills, and accountability — and assess how each applies to building an AI-ready workforce. 

「浦和レッズ退団テリンが引退！？「オファーは届いている」「現役続行ならば…」」　　元スウェーデン代表FWイサーク・キーセ・テリンは、浦和レッズを2026年6月に退団。現在も無所属だが、同選手の代理人が去就について語っている。　代理人であるミラレム・ヤガンヤッチ氏は、15日までに『Karlskoga Tidning/Kuriren』のインタビューでテリンの去就に言及。「スウェーデンでのキャリアはもう終えている」と、スウェーデン復帰の可能性を完全否定した上で、以下のように語っている。　「彼はマルメで終わりを迎え、スウェーデンに戻ることはありません。デーゲルフォシュも選択肢にはなりませんでした。彼にとって最も大きな意味を持つクラブであるマルメFFで、スウェーデンでのキャリアを終えたのです。したがって、スウェーデンでの旅は完全に終わりました。現役続行ならば、海外になるでしょう」　またヤガンヤッチ氏は、スウェーデン1部クラブからの接触があったことも明かした上で、以下のようにコメントしている。　「彼がどれだけ現役を続けたいのかを見ていくことになります。あと2年ほどプレーするのか、それとも引退するのか。それは完全に彼次第です。すでにオファーは届いています。ただ、重要なのは彼自身が何を望んでいるかということです」　現在34歳のテリンは、かつてアンデルレヒトやバイエル・レバークーゼンに在籍。2022年3月、マルメに復帰し、2024年まで3シーズン続けてスウェーデン1部リーグで2桁ゴールをマーク。スウェーデン代表の一員としても、2018年開催のFIFAワールドカップ・ロシア大会でプレーした実績を持っている。　浦和で公式戦20試合出場5ゴール1アシストという結果を残したテリン。スパイクを脱ぐ可能性もあるだけに、本人の決断に注目が集まる。

「アルビレックス新潟復帰も？ブーダが激白！「また海外でプレーしたい」「いつか…」」　　スウェーデン人FWアブデルラフマン・ブーダ・サイディは現在、アルビレックス新潟から同国1部のヴェステロースSKへ期限付き移籍中。本人が自身の去就について語っているが、新潟復帰の可能性も考えられる。　ブーダは2025年夏までスウェーデン国外クラブでのプレー経験はなく、2022年7月からハンマルビーIFやヴェステロースSKでプレー。ヴェステロースSKからハンマルビーIF復帰1年目の2025シーズンにスウェーデン1部リーグ戦17試合の出場で4ゴール2アシストを挙げ、シーズン途中で新潟へ完全移籍。100万ユーロ（約1億7,300万円）という高額な移籍金で注目を集めていた。　しかし、J1リーグ戦では13試合の出場でゴール無し。チームも2部降格という結果に終わると、わずか半年で母国復帰。今季はここまでリーグ戦10試合の出場でゴールはまだない。　そんなブーダは14日、スウェーデン『Fotbollskanalen』のインタビューに対応。期限付き移籍期間が満了する2026年12月に日本へ戻りたいか、という問いに対して、以下のように語っている。　「ここでは気分よく過ごしている。でも、また海外でプレーしたいと思っている。その後、いつかスウェーデンに戻ってプレーすることはいつでもできる。ただ、今年が終わった後も海外でプレーを続けたい」　同メディアによると、ブーダと新潟の契約期間は2027年6月30日までとなっている。新潟への言及こそ無かったものの、2026/27シーズン途中に復帰することはあるのだろうか。

「元川崎、札幌、東京Vのフッキ「評価も低下していた」中でロマーリオに近づく記録！」　　ブラジル1部のフルミネンセは現地8月15日、ブラジル全国選手権第23節でパルメイラスと対戦し、3-2で逆転勝利した。フルミネンセに所属するFWフッキは前半にチームの1点目を決め、勝利につながるゴールを記録した。　ドイツメディア『OneFootball』は「フッキ、ブラジル全国選手権の最年長得点者トップ5入り」と報じた。　川崎フロンターレ、コンサドーレ札幌、東京ヴェルディでプレーしたフッキは40歳21日でゴールを決め、21世紀のブラジル全国選手権における最年長得点者ランキングで5位に入った。1位はロマーリオが2007年に記録した41歳131日で、フッキはその記録に近づいた。　同メディアによると、フッキはフルミネンセと2027年末まで契約を結んでいる。今回のゴールは加入後3点目で、マラカナンで行われた公式戦では初ゴールとなった。それ以前にはバイーアとのシーズン途中の親善試合、現地7月26日のブラジル全国選手権第20節グレミオ戦でもゴールを挙げているとのことだ。　一方、2026 FIFAワールドカップ（W杯）後にチーム全体の調子が落ちると、フッキに対するフルミネンセサポーターの評価も低下していた。簡単な決定機を逃し、長距離からのフリーキックも決まらず、最近のマラカナンでの試合ではサポーターからブーイングを浴びていた。　同メディアによると、フッキはパルメイラス戦後、ゴールより勝ち点3が重要だったと強調したとのことだ。また、W杯後は勝利がなく、それが大きな重圧になっていたとのことだ。

「古橋亨梧がセルティック復帰の可能性「否定しなかった」「現役を続けている限り…」」　　メジャーリーグサッカー（MLS）のロサンゼルス・ギャラクシー（LAギャラクシー）へ今2026年夏に加入したFW古橋亨梧が、かつて所属したスコティッシュ・プレミアシップのセルティックで過ごした時間を振り返った。古橋は2025年1月にセルティックを離れ、リーグ・アンのスタッド・レンヌへ移籍していた。　スコットランドメディア『Glasgow Times』は「セルティックで85ゴールを挙げた日本代表FWが昨年クラブを去った理由」と題した記事を掲載した。　同メディアは、「古橋亨梧は、セルティックへの復帰の可能性を否定しなかった」と指摘。LAギャラクシーへの移籍を完了した古橋がセルティック時代について語ったとして、以下のコメントを紹介している。　「セルティックで過ごした時間は本当に大好きでした。とても特別な期間でしたが、当時の僕は新しい挑戦を求めていました。監督やクラブの首脳陣、チームとも話をしましたが、僕が進もうとしていた方向や新たな挑戦を全面的に応援してくれました」　「僕の決断によって、何人かの人を悲しませてしまったかもしれないことは、とても残念に思っています。ただ、僕はまだ現役を引退したわけではありません。またみんなと会える時が来ると信じています」　さらに同メディアは、「古橋は、グラスゴーへの復帰の可能性についても言及した」と伝え、以下のコメントを紹介している。　「まだ完全に現役を引退したわけではありません。復帰の可能性が0%だとは絶対に言いません」　「現役を続けている限り、どうなるかは未来にしか分かりません」

「佐野航大、移籍先PSVでも批判浴びる！「プロ意識欠如」「バルセロナからオファー届けば…」」　　ファジアーノ岡山出身の日本代表MF佐野航大は先日、オランダ1部NECナイメヘンからMF堂安律の古巣であるPSVアイントホーフェンへ完全移籍。移籍直前の振る舞いで古巣関係者から批判を浴びているが、新天地でも歓迎されていないようだ。　佐野とナイメヘンは、UEFAチャンピオンズリーグ予選3回戦（対オリンピアコス）2試合でプレーしてから、PSVへ完全移籍することで合意していたとみられる。しかし、ナイメヘンのテクニカルディレクターを務めるカルロス・アルバース氏は、オランダ『デ・ヘルダーランダー』のインタビューで、佐野が1stレグの試合当日にディック・スフルーダー監督に対して「プレーできない」と申し出たことを明かした上で「彼は我々との約束を破った」と批判している。　結局オリンピアコス戦でプレーすることなく、1stレグ翌日に現地入りしてメディカルチェックを受けた佐野。PSVと正式契約を結んでいるが、PSVの専門メディア『PSVインサイド』は「佐野がナイメヘンでそのような態度をとるならば、PSVでも同じことをするのではないか」と指摘。　「バルセロナからオファーが届けば、彼は『すみません、監督。もう無理です』と言うだろう。プロ意識を欠いている」と、新加入選手に対して厳しい視線を向けている。　ナイメヘンとすれば、CL予選の登録22枠のひとつを佐野に使い、FW小川航基をはじめ一部選手をメンバー外としただけに、佐野の行為が許し難いものだ。

「上田綺世の獲得にリーズが動く？「自然な移籍先となり得る」「田中碧の存在という…」」　　プレミアリーグのリーズ・ユナイテッドは、今2026年夏の移籍市場で前線の補強を検討している。オランダ1部エールディビジのフェイエノールトに所属する日本代表FW上田綺世の名前も候補として挙がる中、リーズのFWジョー・ゲルハートの退団が補強資金に影響を与える可能性があるようだ。　UKメディア『Leeds United News』は「49ers Enterprisesはジョー・ゲルハートの650万ポンドでの退団を活用し、上田綺世の獲得によってリーズのストライカー問題を解決できる」と題した記事を掲載した。　同メディアは、ゲルハートの移籍金650万ポンド（約14億円）を上田の獲得に充てるべきだと主張している。　同メディアによると、リーズは今夏を通じて上田に関心を寄せているという。フェイエノールトは日本代表FWに対する1,500万ポンド（約32億3,000万円）前後のオファーを検討しており、以前に伝えられた2,500万ポンド（約53億8,000万円）から金額が下がっているという。　ゲルハートの売却資金を再投資すれば、上田獲得に必要な実質的な費用は約850万ポンド（約18億3,000万円）となり、リーズのオーナー企業である『49ers Enterprises』の取締役会は他のポジションの補強資金を大きく取り崩さず、フェイエノールトの要求額を満たせると伝えている。　また、同メディアはリーズに所属する日本代表MF田中碧の存在が上田に与える影響について、以下のように伝えている。　「また、リーズには個人条件の面でも、田中の存在という明確な強みがある。日本代表でともにプレーする両選手の親密な関係は、文化面と戦術面の双方で上田がすぐに適応するための橋渡しとなる」　「そのため、エランド・ロードはフェイエノールトのストライカーにとって自然な移籍先となり得る」　同メディアは、27歳の上田について、ペナルティーエリア内での動き、運動量、空中戦の強さ、両足での決定力を備えていると評価している。

「佐野海舟の獲得へライプツィヒ「再投資する可能性がある」「リバプール、ミラン…」」　　ブンデスリーガのマインツに所属する日本代表MF佐野海舟を巡り、欧州の複数クラブが関心を寄せている。2026 FIFAワールドカップで印象的な活躍を見せた25歳の佐野には、ドイツ国外からも視線が注がれている。　デンマークメディア『Bulinews』は「RBライプツィヒが、リバプールとニューカッスルも関心を寄せるマインツのスター獲得レースをリード」と報じた。　同メディアによると、佐野にはプレミアリーグのリバプール、ニューカッスル・ユナイテッド、セリエAのミランなどが関心を示している。　一方、現在はブンデスリーガのRBライプツィヒが25歳の佐野を獲得する最有力候補に浮上しているという。　佐野はマインツとの契約を2028年まで残している。同メディアは、佐野の移籍金について5,000万～6,000万ユーロ（約92億～110億円）という金額が挙がっていると伝えた。　同メディアは、「ライプツィヒは最近、FWヤン・ディオマンデを1億2,500万ユーロ（約230億円）＋ボーナスで、ラ・リーガのレアル・マドリードへ売却しており、その資金の一部を守備的MFである佐野の獲得に再投資する可能性がある」と伝えている。　一方、マインツは2年前、J1の鹿島アントラーズから佐野を移籍金250万ユーロ（約4億6,000万円）と報じられる金額で獲得した。加入から2年を経て、佐野には複数のクラブから関心が寄せられており、ライプツィヒがその獲得レースで最有力候補となっているようだ。

In episode 265, Coffey talks with John Singleton about HR's long-standing identity crisis, the strategic skills the profession must develop to stay relevant, and how AI is reshaping both the work of HR and the way work itself gets done.  They discuss HR's decades-long reputation as a bureaucratic gatekeeper — from the 1996 Fortune critique through the 2025 revisit of "Why We Hate HR" — and what it means to function instead as a strategic confidant and ethical agent; the DEI whiplash as a case study in HR failing to provide compliant, data-grounded counsel when it mattered most; using PESTEL and SWOT analysis to advise on business expansion decisions including workforce availability and market fit; financial literacy as a critical and underdeveloped skill for HR professionals, including reading P&L statements and linking people decisions to EBITDA; the dangers of AI-powered auto-application tools flooding recruiting pipelines with unvetted, uninterested candidates; why AI should not replace human judgment in interviewing, candidate evaluation, and culture-fit assessment; the growing requirement for HR practitioners to understand AI governance, prompt literacy, output verification, and state-level AI employment legislation; the individual responsibility of HR professionals to own their own continuous learning when employers won't fund it; HR's emerging role as architect of human-AI workflow integration in partnership with IT and operations; and HR's internal identity crisis as the profession's biggest obstacle to earning the strategic credibility it seeks.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP265  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:  John Singleton, SHRM-CP, is a fractional HR partner based in the Dallas-Fort Worth area, working 1-on-1 with Texas founders, business owners, and leadership teams on the people side of building and scaling. With 16+ years of HR leadership experience — including senior roles at Tata Consultancy Services, Coforge, and Mastek — John brings pattern recognition, strategic judgment, and a trusted vendor network to every engagement. His approach goes beyond handbooks and compliance. He serves as a confidante and strategic sounding board for the harder conversations founders face — the ones that don't fit neatly into an HR playbook. Whether it's navigating the compliance cliff at 50 employees, coaching a leadership team through a difficult hire, or being the calm voice on the phone when something unexpected lands, John's role is to be the person in the room when it matters most. Based in Waxahachie, TX, John founded Quick HR Solutions to give small and mid-sized Texas businesses access to senior-level HR partnership without the cost of a full-time hire.  John Singleton can be reached at   Your Website: www.quickhrtx.com  LinkedIn: https://www.linkedin.com/in/johnsingleton720   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 29 years are empty nesters in Fort Worth.  Learning Objectives: Distinguish between HR as compliance gatekeeper and HR as strategic business partner, and identify the advisory behaviors — including data-driven counsel, financial fluency, and risk-option framing — that define the latter. Evaluate the compliance and reputational risks of AI-assisted recruiting tools, including auto-application platforms and resume-scanning systems, and articulate the human judgment elements those tools cannot replicate. Identify the technical, financial, and interpersonal skill sets HR practitioners must proactively develop to remain relevant as AI eliminates transactional HR work and expands the profession's strategic scope. 

In episode 264, Coffey talks with Timothy State about the science of workforce wellbeing, why middle managers are the most at-risk population right now, and how AI-powered life quality companions are transforming the way organizations understand and support thriving at scale.  They discuss the five core dimensions of human wellbeing — physical and mental health, relationships, security, and meaning and purpose — and why employer influence on all of them is both a business and social responsibility; EAP underutilization and the limits of traditional point-solution approaches to employee wellness investment; the predictive power of the question "does my leader care about my wellbeing?" on retention and workforce outcomes; team-level wellbeing contagion and how one individual's improvement reliably lifts the whole team over time; middle managers as the most burned-out and at-risk population in today's workforce; the perverse hiring incentives created when leaders are held accountable for individual wellbeing outcomes rather than demonstrated care behaviors; the difference between using AI to extract efficiency from existing work versus using AI to elevate the human system itself and generate human-centered value; cognitive overload as an unintended consequence of AI-driven task elimination, including the loss of low-complexity recovery work; Altius's AI life quality companion "Alti" — its nine wellbeing dimensions, 750-plus KPIs, perpetual memory, and 96% user satisfaction rate across 26 countries; and the radical privacy architecture required for employer-sponsored AI wellbeing tools to earn employee trust and avoid discriminatory misuse of health data.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP264  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:  Timothy State is a people strategist, business leader, and human wellbeing innovator with 25 years' experience leading large-scale workforce transformation. He led Humana to global recognition for improving workforce well-being.  Tim is an active advisor to Harvard Human Flourishing / SHINE, a founding member of Center for Positive Organization, chaired the Wellbeing and Workforce Strategy Institute and several other leading bodies.  In 2025, Tim founded Altius, an AI-native human optimization company helping businesses and healthcare systems thrive via regenerative AI technologies and advanced human advising. He institutionalizes human well-being through data, social infrastructure, and leadership transformation.  Tim can be reached at:  Your website: https://www.altiusco.com/  LinkedIn: https://www.linkedin.com/company/altiuswellbeing/  Instagram: https://www.instagram.com/altiuswellbeing/  Twitter/X: https://x.com/AltiusWellbeing    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 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the five dimensions of employee wellbeing and explain how each one is influenced by organizational culture, leadership behavior, and employer-provided resources. Distinguish between holding leaders accountable for demonstrating care versus for employees' actual wellbeing outcomes, and describe why that distinction protects against perverse hiring incentives. Evaluate the design principles — human-centered AI, radical data privacy, proactive personalization, and clinical grounding — that determine whether an AI wellbeing tool will drive adoption or be ignored like traditional EAPs.  

5 Augustus 2026: Die president van die MK-party, Jacob Zuma, kondig ingrypende veranderinge in sy leierstruktuur aan. Hoekom presteer sommige munisipaliteite soveel beter as ander? Ons praat met die FW de Klerk-stigting oor hulle rapport vir plaaslike regerings. Alles wat jy moet weet oor die nuwe 10 jaar-rybewys.

In this episode of the Fitness + Technology Podcast, Bryan O'Rourke welcomes Chris Smith, President & CEO of Fitness World Canada. Over the past several years, Fitness World has experienced significant growth across British Columbia and is now entering its next phase with a $50 million national expansion strategy. The plan includes new corporate-owned locations and the launch of the company's first franchise program—an important milestone that reflects both the brand's momentum and the continued evolution of the fitness industry. Chris has spent more than 25 years in the fitness industry, witnessing its transformation from a niche offering into an essential part of how people live, work, and prioritize their health. Throughout his career, he has focused on building accessible, high-quality fitness experiences, developing strong teams, and creating scalable business models designed for long-term success. In addition to leading Fitness World, Chris has founded and scaled several complementary businesses, including the Personal Training Institute of BC and TRAIN by FW, the company's boutique fitness concept. He also serves as CEO of All Things Fitness & Wellness (ATFW), where he is known as the "Mayor of Smittyville"—a video-first podcast and content platform exploring the real conversations fitness professionals have about leadership, careers, and life inside the gym. In this conversation, Bryan and Chris discuss Fitness World's growth strategy, technology adoption, the importance of human capital, and the leadership principles shaping the future of the fitness industry. Check out FIT-C's 2026 Digital Pulse Report: https://www.amazon.com/dp/B0GTV2QT18 Learn more about Fitness Brazil 2026: https://www.fitnessbrasil.com.br/fitness-brasil-expo-2026/ One Powerful Quote: 8:49: "Don't under appreciate human capital." 4-10 Bullet Points (w/ timestamps) - Highlighting key topics discussed: 4:09: Chris shares his career journey and the growth story behind Fitness World Canada. 8:10: Bryan asks Chris which industry trends are currently being underestimated. 12:17: Chris discusses how technology has influenced both his leadership approach and business strategy. 15:03: Chris explains the most common mistakes organizations make when adopting new technology. 17:53: Chris concludes with his advice and key takeaways for fitness industry leaders. Bullet List of Resources: https://fitnessworld.ca/ https://www.atfw.ca/ Guest Contact Information: https://www.linkedin.com/in/chris-smith-1874138/ https://www.bryankorourke.com/ https://www.linkedin.com/in/bryankorourke/ http://www.fittechcouncil.org/ https://www.youtube.com/user/bko61163 

「オランダ代表のガクポについてリバプールが明確な決断！」　　プレミアリーグのリバプールに所属するオランダ代表のFWコーディ・ガクポを巡り、同リーグのトッテナム・ホットスパーが獲得に関心を示している。ガクポ本人と代理人側はロンドンへの移籍に向けた話し合いに前向きなようだが、その状況は？　オランダメディア『FCUpdate』は「リバプール、ガクポ売却について明確な決断」と題した記事を掲載した。　同メディアは「リバプールは現時点で、ガクポのトッテナム移籍に応じるつもりはない」と伝えている。クラブ首脳陣は明確な立場を示しており、ガクポは今2026/27シーズンの構想に含まれているとのことだ。　トッテナムは最近、ガクポの獲得に向けて再び動き始めた。同クラブは当初、プレミアリーグのボーンマスに所属するFWエリ・ジュニオール・クルピの獲得を目指していたが、同選手が7月末に中足骨を骨折し、数カ月間の離脱が決まったため、移籍は破談となった。　これを受け、ロベルト・デ・ゼルビ監督率いるトッテナムは、ガクポを再び有力な補強候補として検討している。ガクポの代理人側は同クラブと前向きな話し合いを行っており、右利きのガクポも新たな挑戦に前向きだという。　一方、リバプールには多数の選手が在籍しているため、ガクポ側は長期的に先発の座を確保できるか疑問を抱いているとのことだ。　ただ、リバプールのアンドニ・イラオラ監督は、プレシーズンで全選手を確認してから主力の退団を判断するとのことだ。　今後の動向は、リバプールがガクポの代役を獲得できるかどうかにも左右されそうだ。トッテナムへの移籍実現に　は、ガクポ本人が退団を強く求める必要があり、クラブは簡単に手放さない方針とのことだ。

「前田大然について新チームメイトの反応が話題に！「言われたとおり、彼は見ていて…」」　　プレミアリーグのイプスウィッチ・タウンは、今2026/27シーズンに向けて選手を補強している。今2026年夏に加入した日本代表FW前田大然も新戦力の1人だ。その前田は、8月2日に行われたイングランド3部のウィコム・ワンダラーズとのプレシーズンマッチ（2-1）において新天地初出場を果たした。　UKメディア『East Anglian Daily Times』は「イプスウィッチ・タウンのDFダーネル・ファーロングが前田を称賛」と題した記事を掲載した。　同メディアは、同試合で前田が左ウイングで活発に動き、ピッチを走り回りながら相手DFに仕掛け、タックルにも入り、ダイビングヘッドでポストを叩いたと伝えている。　同試合後、ファーロングは前田について「そうだね、本当にワクワクする。言われたとおり、彼は見ていてワクワクする選手だ。運動量が多く、本当によく働くし、チームにも順調に溶け込んでいる」と語り、称賛したことを同メディアは伝えている。　前田は今夏、スコティッシュ・プレミアシップのセルティックから800万ポンド（約17億4,000万円）に200万ポンド（約4億4,000万円）の追加金が付く条件でイプスウィッチへ加入した。　ファーロングは新加入選手について「新しい選手たちが入ってくるのは素晴らしい。彼らはチームをより強くしている」と説明。「素晴らしい選手たちで、高い能力と豊富な経験がある。僕たちはそれらすべてを自分たちのために生かしている」とコメントしたことを同メディアは伝えている。　さらに、世界各地から選手が加入したチームについて、ファーロングは選手たちが新加入選手を温かく迎え、日々働くスタッフも素晴らしい人々だと説明。「新しく加わる選手にとって、とても入りやすい環境だ」と語ったと同メディアは伝えている。

「「アーセナルはビニシウス獲得に向けて大きく前進しており…」レアルとの重要会談へ！」　　ラ・リーガのレアル・マドリードに所属するブラジル代表FWビニシウス・ジュニオールの去就をめぐり、状況が再び大きく動いているようだ。当初、ビニシウスはマドリードに残留するとの見方が伝えられたが、今2026年夏にサンティアゴ・ベルナベウを離れる可能性が再び浮上した。前線の選択肢を増やしたいプレミアリーグのアーセナルが、同選手に最も具体的な関心を示しているという。　スペインメディア『Madrid Universal』は「アーセナルが関心を寄せるレアル・マドリードのFW、退団の可能性が高まるなかクラブと近日中に会談へ」と題した記事を掲載した。同メディアは「アーセナルはビニシウス獲得に向けて大きく前進しており、来週が重要な局面となる可能性がある」と伝えている。　長期にわたる2026 FIFAワールドカップ（W杯）後の休暇を終えたビニシウスは、すでにマドリードへ戻った。今後は自身の将来についてクラブと重要な会談を行う予定であり、最初に新指揮官のジョゼ・モウリーニョ監督と話し合うことを優先する。ビニシウスにとって、残留と退団の可能性が続けて伝えられる目まぐるしい展開となっている。　マドリードはモウリーニョ監督との話し合い後、ビニシウスに新契約への署名を求める見込みだ。ただし、クラブは同選手が要求する高額な給与を受け入れる考えはなく、両者はまだ合意に達していない。この状態が続き、新契約が結ばれなければ、退団も選択肢に入る。　プレミアリーグ王者のアーセナルは、この動きを注意深く見守っている。ビニシウスが契約延長に応じなかった場合、同選手をプレミアリーグへ引き入れるため、正式に接触するとみられる。アーセナルは獲得の機会が生まれた場合、すぐに動く準備を整えているようだ。

「小川航基、ナイメヘン退団か！CL予選登録外の前に「見込みない」と指摘が！推定移籍金わずか3億円か」　　FIFAワールドカップ北中米大会の日本代表FW小川航基に、今夏移籍の可能性が浮上。オランダ1部NECナイメヘンに所属しているが、UEFAチャンピオンズリーグ（CL）予選3回戦オリンピアコス戦で登録メンバーから外れただけに、去就に注目が集まっている。　UEFA（欧州サッカー連盟）に提出する登録リストには、22名の名前が。移籍の可能性が取りざたされているMF佐野航大がメンバーに名を連ねた一方、小川の選外に現地メディア『Forza NEC』は「驚きだ」「移籍の可能性がある」などと伝えている。　その小川には、W杯開催期間中からナイメヘン退団の可能性が取りざたされていた。オランダ『フットボールトランスファーズ』は6月下旬の時点で「小川は放出候補のひとり」とした上で、推定移籍金を190万ユーロ（約3億5,100万円）と算出。その上で、以下のように伝えている。　「彼がナイメヘンにもたらす金額はより小さいものになりそうだ。2025/26シーズンは公式戦29試合で9ゴール3アシストをマークも、突出したシーズンとは言えない。契約も2027年6月までであり、将来的な市場価値上昇の見込みもない。ナイメヘンに莫大な移籍金をもたらす移籍にはならない見通しだが、それでも一定の収入源にはなる」　なお同メディアは、ナイメヘンは小川にかわるストライカ－として、FWカイ・シーアハウス（フォルトゥナ・シッタート）の名前を挙げていた。契約満了まで残り1年であるが、現時点で契約延長の可能性は一切報じられていない。CL予選の登録メンバー外が移籍の予兆である可能性は十分ある。

「田中碧に移籍先候補浮上！「すでにリストアップ」「日本代表の同僚をサポートできる」リーズで構想外報道も」　　FIFAワールドカップ北中米大会の日本代表MF田中碧は、25日に行われた練習試合でミスを犯して失点に関与したことで話題に。すでに構想外、今夏移籍の可能性が報じられているが、ここに来てプレミアリーグ昇格組であるイプスウィッチ・タウン移籍の可能性が浮上。FW前田大然とチームメイトになるかもしれない。　英メディア『バイタル・フットボール』は31日、イプスウィッチ・タウンの補強戦略を特集。中盤で負傷者が続出している現状に触れた上で、「イプスウィッチは運動能力に優れたボール奪取能力の高い選手から、プレミアリーグで経験を積んだ選手まで、幅広いタイプの選手をすでにリストアップしている」とリポート。田中を獲得候補のひとりとして紹介すると、こう伝えている。　「アンカー（6番）としても、ボックス・トゥ・ボックス型のミッドフィールダー（8番）としてもプレーできるため、ギャリー・オニール監督に戦術的な柔軟性をもたらす存在だ。また、プレッシャー下でも冷静さを失わないことから、ボール保持を重視する局面や、攻守の切り替えが求められる場面でも理想的な選手といえる。国際舞台での経験も豊富で、2022年のワールドカップ、そして今年のワールドカップでも日本代表の主力として重要な役割を果たした。　「田中にとっても、イプスウィッチにとっても重要なのは、同じ日本人選手である前田大然が直面する可能性のある言語面の障壁を容易にサポートできる点だ。前田にとって、文化面やコミュニケーション面で即座に親しみを感じられる存在となるだろう。田中はこれまでリーズ・ユナイテッドで公式戦71試合に出場しており、そのうちプレミアリーグでは25試合でプレーしている」　田中がリーズを退団する可能性は、7月上旬の時点で『YEP』が「利益を確保するために売却へ踏み切る可能性は十分ある」と報道。同メディアは25日の練習試合後に「田中はダニエル・ファルケ監督の構想から外れた」「適切なオファーが届き次第、放出される」と報じている。

 In episode 263, Coffey talks with Jimmy Taylor about the state of return-to-office, AI's real impact on workforce participation and HR practice, and why proactive networking and skills-based hiring matter more than ever.  They discuss CBRE data showing peak office utilization reaching 80% and the factors driving successful return-to-office adoption; the hidden financial costs employees bear when returning to the office and how employers should account for that in compensation and goodwill; why early-career professionals stand to benefit most from in-person work through mentorship, visibility, and relationship-building; June jobs report softness, a 50-year-low labor participation rate, and competing explanations from immigration enforcement changes and AI displacement; AI as a net job creator over time, drawing parallels to fears about the internet eliminating insurance agents, real estate agents, and recruiters in the 1990s; the organizational opportunity and challenge of assessing AI skill gaps and reskilling loyal existing employees rather than replacing them with outside talent; Gen Z's surprising gaps in desktop computing and interpersonal skills despite their reputation for tech fluency; the case for replacing traditional resumes with tailored application processes and front-end skills assessments to filter out AI-generated candidate slop; professional association involvement as a proactive career resilience and network-building strategy before a job loss forces it; and Dallas HR's hands-on AI skills day designed to move HR professionals from AI curiosity to practical daily application.  For listeners of Good Morning HR podcast, use 2026-CoffeyGMHR-100 promo code and take $100 off a HRSouthwest full conference registration at https://hrsouthwest.com.   For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP263  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:  Jimmy Taylor brings more than 20 years of business and HR leadership to DallasHR and the HR Southwest Conference. As Executive Director, Jimmy is responsible for leading strategic initiatives and overseeing the operations of the organization in the mission to advance and connect the regional HR community.  Jimmy Taylor can be reached at   Website: https://www.dallashr.org/  Social: https://www.linkedin.com/in/jimmy-taylor-sphr-25b230/   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 all stakeholders. 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' 30 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 29 years are empty nesters in Fort Worth.  Learning Objectives: Evaluate the real costs — financial, cultural, and competitive — that employees and employers each absorb when transitioning back to in-person or hybrid work arrangements. Assess an organization's current AI skill gaps and identify practical reskilling strategies that retain institutional knowledge while closing the gap with external market demands. Redesign the candidate screening process to replace resume-based review with structured application workflows and skills assessments that resist AI-generated submissions and reduce bias. 

U.S. Air Force Chief Master Sgt. Joseph A. Lewis, 122nd Fighter Wing command chief, discusses his vision, goals and philosophy in Fort Wayne, Indiana, June 5, 2026. Lewis assumed responsibility at the 122nd FW on March 14, 2026. (U.S. Air National Guard audio by Tech. Sgt. Kathleen LaCorte)

This episode shifts the focus of the naval war from German surface raiders to the U-boats, tracing why they became the central German weapon in the Battle of the Atlantic and why there were still too few of them in late 1940 and early 1941. It covers the effect of French Atlantic bases, the construction of U-boat pens, cooperation with Fw-200 Condors, early combined attacks on convoys, and the contrasting struggles of British Coastal Command. The episode ends with the return of celebrated U-boat commanders like Günther Prien and Otto Kretschmer as the campaign enters a dangerous new phase. Credit Episode Image: ⁠⁠⁠https://www.flickr.com/photos/state_library_south_australia/3331881750/in/album-72157623232407924 Learn more about your ad choices. Visit megaphone.fm/adchoices

In episode 262, Coffey talks with Randy Anderson about the critical differentiators for human performers in an AI-driven workplace.  They discuss AI's inevitability and its impact on task elimination versus full job replacement; the enduring human advantage in relational and interpersonal transactions that AI cannot replicate; emotional intelligence as a two-sided competency — reading others and maintaining self-awareness; nonverbal communication, microexpressions, and the limits of virtual interaction for building culture; the case for renaming "soft skills" as core skills or power skills given their foundational value; generational deficits in interpersonal development worsened by COVID, remote learning, and screen-based communication; how employers can purposefully structure learning tracks, mentoring, and stretch assignments to develop core skills alongside technical ones; top employer-identified skill gaps from a Fort Worth Chamber of Commerce talent survey — emotional intelligence, leadership, global mindset, and adaptability; AI-generated cover letters undermining candidate credibility, including a case where AI reproduced a hiring manager's own quotes; and time-windowed team skill development as a practical organizational strategy for building interpersonal competency at scale.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP262  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:  Randy Anderson is a self-declared mercenary in the war on employee disengagement and lost productivity. He spent 20 years in sales and management before founding E3 Professional Trainers in 2005.  Throughout his career, he has had the opportunity to work with virtually every type and size of business in almost every industry.Now, through keynote presentations, customized training, and personal coaching, he delivers strategies to help individuals, teams, and entire organizations become more engaged in their work, better equipped to do it, and to feel empowered to experience greater fulfillment in life, both personallyand professionally.  Randy Anderson can be reached at   Your Website: e3professionaltrainers.com  LinkedIn: Randy Anderson (https://www.linkedin.com/in/randyandersontrainer)  Facebook: E3 Professional Trainers (https://www.facebook.com/E3ProfessionalTrainers/)  Twitter/X: E3ProfTrainers (https://twitter.com/e3proftrainers)  YouTube: E3 Professional Trainers (https://www.youtube.com/user/e3protrainers)  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 29 years are empty nesters in Fort Worth.   Learning Objectives:Distinguish between the tasks AI will replace and the human relational capabilities that will remain differentiators for high performers. Define emotional intelligence as a dual competency — accurately reading others and maintaining self-awareness — and explain why both sides matter in workplace interactions. Design intentional learning tracks, mentoring programs, and structured assignments to develop core interpersonal skills in employees who lack natural exposure or prior coaching.  

「元浦和・名古屋ユンカーが移籍！日本資本買収予定の欧州クラブで日本人選手と共闘か」　　浦和レッズ、名古屋グランパス在籍歴のあるデンマーク人FWキャスパー・ユンカーが、タイ1部ブリーラム・ユナイテッドからデンマーク1部ラナースFCへ移籍する模様。V・ファーレン長崎所属FWノーマン・キャンベル古巣であるラナースFCは、日本人投資家による買収が間近であるが、日本サッカーに詳しいユンカーの獲得が、“シント=トロイデンVV（STVV）化”への第一歩とみられる。　デンマーク『Tipsbladet』は20日に「ユンカーがデンマーク復帰へ　ラナース加入が決定的」とリポート。これによると、選手本人は20日にも現地入りしてメディカルチェックを受ける見込み。2028年夏までの複数年契約でサインを交わすという。　同メディアは「今回の移籍は非常に驚きと言える」とした上で、「ユンカーはわずか半年前にブリーラムへ移籍したばかりであり、契約もまだ1年残っている。しかし、本人は母国へ戻ることを希望しており、ブリーラムも本人の意思を尊重した」　ユンカーは浦和時代から度重なるコンディション不良に悩まされ、名古屋時代には長谷川健太元監督のもとで出場機会に恵まれなかった。名古屋退団前には一時デンマーク2部ホースンスやデンマーク1部ブレンビーIF、スコットランド1部セルティックなどが移籍先候補として報じられたものの、ブリーラムへ移籍する。　ブリーラムでは元ヴィッセル神戸、横浜FM所属のタイ代表DFティーラトン・ブンマタンや、元ヴァンフォーレ甲府所属DFエドゥアルド・マンシャ、元横浜FM所属DFサンディ・ウォルシュとチームメイトに。タイ1部リーグの外国人枠から外れ、AFCチャンピオンズリーグエリート（ACLE）では3試合に出場もノーゴール。プレータイムもわずか71分だった。　一方、日本資本のラナースFC参入は、デンマーク『amtsavisen』が2日に報道。これによると、ラナースFCを買収する日本資本は、「プロサッカークラブの経営経験がある」とのこと。現地では長崎のメインスポンサー『株式会社ジャパネットたかた』であるとの見方が広まっているが、記事には「この日本資本は、日本人選手獲得を狙っている」と綴られている。

「古橋亨梧がセルティック復帰熱望！「不安だ」「議論が生じる可能性」と英報道も」　　ヴィッセル神戸在籍歴のある元日本代表FW古橋亨梧には、以前からイングランド2部バーミンガム・シティFC退団の可能性が取りざたされているが、スコットランド1部セルティック復帰の可能性が高まっているようだ。　セルティック復帰の可能性は、英紙『デイリーレコード』が7月9日に報道。「古橋退団後に生じた得点力不足は、いまだに解消されていない。前線の得点力強化が急務であり、前田大然の後釜が必要だ。その候補に古橋が浮上している」と伝えたほか、2026年1月に本人が復帰を拒否していた可能性もあわせて報じている。　すると、英メディア『セルティックスター』は19日、古橋の去就を特集。「彼はセルティック復帰を熱望している」とした上で、以下のように伝えている。　「バーミンガムは古橋を放出する方針であり、古橋自身もセルティック復帰を望んでいる。一方で、セルティックが古橋を再び獲得することに対する慎重論もある。セルティック退団後のキャリアは順調とは言えず、その点が不安だ」　「ただ、彼の実力やスコットランドで得点を量産してきた能力に疑問の余地はない。もし移籍が実現可能であれば、多くのファンから歓迎される一方で、クラブの補強方針については改めて議論が生じる可能性もある」　「古橋は2021年、アンジェ・ポステコグルー監督がセルティックの指揮官に就任して最初期に獲得した選手の一人だった。この補強は大成功を収め、古橋はセルティックで公式戦165試合に出場し、85ゴール19アシストを記録している」　日本人選手の特徴を熟知するポステコグルー監督のもとで活躍した古橋。セルティックに多くのタイトルをもたらした英雄であるが、スタッド・レンヌやバーミンガムでの不振による影響がどの程度のものであるのか気になるところだ。

「上田綺世が残留！？フェイエ幹部「オファー殺到しているが…」田中碧・三笘薫・中村敬斗と共闘説も…」　　FIFAワールドカップ北中米大会の日本代表FW上田綺世には、すでにプレミアリーグを中心に複数の移籍先候補が浮上。新天地でMF田中碧（リーズ・ユナイテッド）、MF三笘薫（ブライトン）、など日本代表のチームメイトとともにプレーする可能性がある一方で、ここに来てフェイエノールト残留の可能性も浮上。同クラブの幹部が現状を明かしている。　フェイエノールトのデビー・リゴー新テクニカルディレクターは18日、米メディア『ESPN』オランダ版のインタビューで、同クラブの補強戦略を展望。すでに複数クラブからの関心が報じられている上田について、以下のように語った。　「上田にはオファーが殺到している。ただ、短期間で状況は大きく変わる。我々が一度『ノー』と言えば、その相手が二度と戻ってこないこともある。上田には多くの関心が寄せられているが、現時点で彼がフェイエノールトを退団するような状況にはなっていない」　上田の去就を巡っては、オランダ『サッカーニュース』が11日にエバートン、リーズ・ユナイテッド、ブライトンが関心を報道。フェイエノールトは同選手の獲得を望むクラブに対して、3500万ユーロ（65億円）以上の移籍金を求めているが、エバートンは2300万ユーロ（約42.6億円）でオファーを用意しているという。　また、エバートンはFW中村敬斗（スタッド・ランス）の獲得も狙っている模様。すでに代理人との交渉が報じられているだけに、同クラブで上田とチームメイトになる可能性がある。

Marta bringt Leipzig-Tipps mit: ein Metamuseum, das wie ein Zeitreise ist; eine Bibliotheks-Ausstellung, in der man freie Daten zapfen kann; und eine dritte Empfehlung, die im Audiorätsel versteckt ist. Kuba hat im Urlaub ein Endoskelett analysiert und Adrian Tchaikovskys Spinnen-Epos "Die Kinder der Zeit" gelesen. Außerdem hadern wir mit der Idee, einen eigenen Kulturkanon aufzustellen, und experimentieren mit unseren Tonkanälen. Kapitelchen & Tracklist 0:00:00 Patricia Taxxon – Perhaps, However CC BY 0:00:45 Intro + Alltag 0:24:36 Jamie Paige – Dyad CC BY-NC-SA 0:29:17 Tchaikovsky - Die Kinder der Zeit 0:58:24 Katsy Pline – Tired of Living CC BY 1:01:53 Leipzig 1:24:25 Lauren Bousfield – Two Swans Duct Taped To The Side OfThe Coke Machine CC BY-NC-SA 1:27:31 Audiorätsel 1:45:23 Audioexperiment 1:51:30 Miya lowe – Doukyuusei CC BY-SA Flyer 1 Flyer 2 Shownotes Leipzig: Space Hotel, Kubas Bericht dazu in FW #32 Naturkundemuseum Ausstellung „Zeichen – Bücher – Netze: von der Keilschrift zum Binärcode“ in der Deutschen Nationalbibliothek Endoskelett aka... Martas Beitrag zu Die Kinder der Zeit Audiorätsel Auflösung, Kubas Bericht dazu in FW #3 Credits & Lizenz Cover: basierend auf Robert Fludd Metaphysik und Natur- und Kunstgeschichte beider Welten, nämlich des Makro- und des Mikrokosmos, 1617; Public Domain via Wikimedia Commons Diese Folge erscheint unter CC BY-NC-SA 3.0, d.h. unsere Inhalte gerne teilen, remixen, aber uns bitte erwähnen und ja kein Geld verdienen! Musik siehe jeweilige Lizenzen.

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP261  In episode 261, Coffey talks with Bernadette Jones about how leaders can identify, triage, and resolve workplace issues before they escalate into legal and cultural crises.  They discuss leader avoidance of difficult conversations and its organizational consequences; distinguishing between people problems, process problems, and leadership problems; using a triage framework to assess urgency and risk in workplace issues; the TRIAGE acronym as a structured people problem resolution framework; the role of documentation in at-will terminations and discrimination defense; when to bring in third-party HR consultants or employment counsel; the cost and cultural damage of nuisance lawsuits and settlement checks; transparent post-incident communication strategies that protect employee privacy; the connection between ongoing feedback practices and employee trust; and workplace trauma, post-COVID mental health, and psychological safety as cultural imperatives.  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:  Bernadette Jones is Co-Founder of Visionova HR Consulting, where she helps organizations lead at the intersection of compliance and culture. With more than two decades of experience in HR leadership, coaching, and consulting, she supports nonprofits, small businesses, and mission-driven teams in navigating difficult conversations, employee-relations challenges, leadership communication breakdowns, and workplace culture transformation.   A national speaker, Bernadette has presented for SHRM, Nonprofit HR, Northern California SHRM, and other conferences across the country. She serves on the Northern California SHRM Professional Development and Conference Committee and chairs the NorCal SHRM DEIB Committee, where she helps shape content and conversations for HR leaders regionally and beyond. Bernadette has presented at SHRM conferences and nonprofit leadership events on topics including workplace respect, harassment prevention, inclusive leadership, and culture-first HR strategy.   She is especially valued for helping leaders move beyond policy-only thinking and toward practical, respectful leadership that works in the real world. With her 20 years of experience, Bernadette has worked with executives, HR leaders, and managers who are navigating toxic employees, scary complaints, high-stakes terminations, and burned-out teams often without a full HR department behind them. She is known for her calm, candid style and her ability to translate complex HR and employment-law concepts into plain language leaders can act on right away.  Bernadette Jones can be reached at:  Email: bjones@visionovahr.com  Website: https://visionovahr.activehosted.com/f/55 LinkedIn: https://www.linkedin.com/in/bernadettejones-visionovahr/ Facebook: https://www.facebook.com/VisionovaHR Instagram: https://www.instagram.com/bernadettejoneshr/?hl=en#   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 29 years are empty nesters in Fort Worth.  Learning Objectives: Apply the People Problem Triage framework to distinguish between people, process, and leadership problems before escalating to formal action.  Assess the compliance and legal risk level of a workplace issue in order to determine appropriate urgency and next steps.  Recognize how undocumented role changes, unclear responsibilities, and deferred feedback create conditions for employee conflict and litigation exposure 

In episode 260 Coffey talks with Gerald Maatman Jr. about reducing employment litigation risk in an increasingly complex legal environment.  They discuss the realities and limitations of at-will employment in modern workplaces; litigation avoidance strategies for business owners and HR leaders; how employers should evaluate settlement versus defense decisions; reverse discrimination and evolving protected class litigation trends; federal, state, and municipal employment law compliance challenges; managing multi-state employment law requirements and policy administration; workplace culture, employee trust, and internal complaint systems; the role of HR as advisor, coach, and organizational risk manager; wage and hour class action litigation and emerging workplace legal threats; artificial intelligence governance and employment-related legal exposure; workplace privacy, biometric data, and employee information security risks; equal pay litigation and compensation equity concerns; religious accommodation and changing EEOC enforcement priorities; frontline manager training and its impact on legal risk; remote work management challenges and post-pandemic workplace dynamics; practical documentation, communication, and employee relations best practices.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP260  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:  Gerald L. Maatman, Jr., is the Chair of Duane Morris LLP's Class Action Defense Team. With nearly four decades of experience practicing law, he has defended some of the most significant bet-the-company cases ever filed against corporate America. Mr. Maatman has represented companies, executive teams, and boards across the country in class action litigation, ranging in size from thousands to hundreds of thousands of claims by employees. In addition to his litigation work, Mr. Maatman helps clients anticipate large-scale risks before they escalate into litigation.  Gerald L. Maatman, Jr can be reached at   https://www.duanemorris.com/attorneys/geraldmaatman.html  https://www.linkedin.com/in/geraldmaatman/  https://x.com/g_maatman 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 29 years are empty nesters in Fort Worth.  Learning Objectives: Understand how employment litigation develops and how organizations can reduce legal exposure. Evaluate HR policies and management practices that strengthen workplace compliance and employee trust. Implement practical approaches to documentation, manager training, and personnel decision-making that withstand legal scrutiny. 

In episode 259, Coffey talks with Meg Delp about workplace mental health, burnout prevention, and how employers can create psychologically safe cultures that support employee wellbeing and performance.  They discuss the growing awareness of workplace mental health and its impact on business outcomes; generational differences in expectations around employee wellbeing and psychological safety; caregiver stress and burnout among younger employees and the sandwich generation; mental health stigma and why employees hesitate to seek support at work; practical manager training strategies for handling mental health conversations appropriately; how frontline supervisors can support employees without becoming therapists; the role of psychological safety in employee engagement and retention; burnout warning signs including exhaustion, irritability, and declining performance; how leadership and HR can model healthy mental health conversations year-round; NAMI's Stigma Free Workplace Initiative and free “You Can Ask” mental health training resources; the importance of employee friendships and trust relationships at work; balancing compassion, performance management, and ADA accommodations in workplace conversations; and how proactive mental health support improves retention, engagement, and organizational culture.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP259  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:  Meg Delp, PsyD LMFT is the Director of Workplace Mental Health at the National Alliance on Mental Illness (NAMI) where she leads the StigmaFree Workplace initiative. As an Organizational Psychologist and (retired) Marriage and Family Therapist, Meg brings both clinical and organizational expertise to her work, helping employees and leaders alike understand how to build company cultures that prioritize mental health, connection, and psychological safety. She's passionate about creating workplaces where people feel safe to show up as themselves and supported in caring about one another.  Meg Delp can be reached at: https://stigmafree.nami.org  https://www.linkedin.com/company/nami  https://www.facebook.com/NAMI  https://www.instagram.com/namicommunicate  https://x.com/NAMICommunicate  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' 30 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 29 years are empty nesters in Fort Worth.   Learning Objectives: Identify early warning signs of employee burnout and workplace mental health challenges. Apply practical techniques for having supportive, work-focused mental health conversations. Develop workplace strategies that improve psychological safety and employee wellbeing. 

SHORT STORY 1: Prairieland Defendants get unconstitutionally harsh sentenceThe Extreme Sentences Handed to Anti-ICE kProtesters Should Terrify Us AllShooter sentenced to 100 years in Prairieland ICE terrorism case; others get maxPrairieland defendants' families promise appeal, warn of precedent after sentencingPrairieland shooter gets 100 years, others 30-70 for ICE detention center ‘antifa' protest30-Year Sentence for Transporting Zines Is a Five-Alarm Fire for Free SpeechSHORT STORY 2: FW City Council gives money to Aaron Dean's legal teamFort Worth increases spending to defend officer convicted in fatal shootingChris Nettles statementMia Hall's statementJeanette Martinez getting in the commentsMindia Whittier's takeSHORT STORY 3: Barriers for great candidatesAnette Landeros' post about obstacles in running for officeWINS: Trinity PrideTexas Democratic Convention in Corpus ChristiNew Latino Leadership portest featured on LULAC's InstagramLOSSES: A year after fire, former Cooper tenants still want answers, solutionsACTIONS:June 30 - FW's Data Centers Open HouseJune 30 - FWISD listening session at DunbarJune 30 - Alisa Simmons' virtual telethonJuly 1 - 817 Gather at the Table - District 7July 8 - Zoning meeting for data center reg recommend July 19 - 817 Gather & New Candidate ForumAugust 11 - Fort Worth's data center policy voteAugust 25 - Black Mountain data center voteJoin the 817 Gather Discord, donate to the 817 Gather, and follow us on Instagram & TikTok.

In episode 258, Coffey talks with Blair Doran about the “Great Flattening” of middle management, AI adoption in HR, and the thawing job market's impact on employee retention.  They discuss the Great Flattening and the causes of middle management cuts; the risk of losing institutional culture and coaching capacity when middle managers are eliminated; poor selection criteria for promoting individual contributors into management roles without leadership training; AI adoption shifting employee self-service away from managers and freeing them for strategic work; HR's evolving role in understanding business operations rather than acting purely as a compliance gatekeeper; state-level AI employment law developments in Colorado, Illinois, and New York amid federal disparate impact uncertainty; confidentiality and trade secret risks when employees use AI for brainstorming and content creation; a recent study comparing passive AI cut-and-paste use versus active AI collaboration on employee engagement and output quality; job security concerns and the thawing job market's effect on long-tenured employee retention; and proactive employee engagement strategies to prevent turnover before it becomes a retention crisis.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP258  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: Blair Doran is the founder of Good HR, a consulting firm that helps small and mid-sized businesses build practical, people-focused HR programs that support growth while staying compliant. With more than 15 years of HR experience, Blair partners with leadership teams across a variety of industries on everything from employee relations, compliance, benefits, compensation, and leave management to recruiting, manager development, and organizational strategy.What sets Blair apart is her ability to make HR approachable. She believes HR shouldn't just be about policies and paperwork—it should help businesses make better decisions, build stronger teams, and create workplaces where employees can do their best work.As a trusted advisor to business owners and executives, Blair is known for bringing a practical, real-world perspective to today's workplace challenges, helping organizations navigate everything from complex compliance issues to evolving workforce trends.When she's not supporting clients, Blair enjoys spending time with her husband, three children, and toy poodle, Teddy, on Maryland's Eastern Shore.Blair Doran can be reached at:https://goodhumanresource.com/https://www.linkedin.com/in/blairdoranhttps://www.instagram.com/goodhrllc/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 29 years are empty nesters in Fort Worth.  Learning Objectives:  Evaluate the risks and tradeoffs of cutting middle management layers in response to AI adoption and cost pressures.  Identify the leadership and confidentiality safeguards organizations need when integrating AI into HR and business workflows.  Apply proactive retention strategies to re-engage employees before job market conditions accelerate voluntary turnover. 

BIG STORY: We spoke with Ambika Sharma of the 817 Gather about her research on Mayor Mattie Parker's ties to the data center industry, including her lobbyist husband, tax abatements given to data centers, and potential violations of the Texas Open Meetings Act.Husband of Fort Worth mayor listed as lobbyist for data center industry groupFort Worth mayor, husband deny conflict of interest over data center lobbyingFort Worth Mayor Mattie Parker's Husband Under Fire for Financial Ties to Data CentersFort Worth pushes vote for $10B data center site plan to Aug. 25. What to knowBass family, firefighters union among top donors to Fort Worth City CouncilSHORT STORY 1: 3 jail deaths in 4 days Man dies after medical emergency in custody at Tarrant County JailSecond man dies in custody at Tarrant County Jail this week, officials sayTarrant County Jail sees 3 deaths in 4 days. Families demand answers, investigationSHORT STORY 2: Shayma Alzubi sues for her job backReassigned Muslim FWISD educator sues, wants principal job back / Principal reassigned over social media posts sues Fort Worth ISDTarrant Democrats blast decision to close Newcomer Academy as blow to immigrantsSHORT STORY 3: LULAC Convention in Fort WorthFort Worth welcomes national LULAC conventionNew Latino LeadershipWINS: With Opal Lee absent, Grandmother of Juneteenth's family leads rainy freedom walkFort Worth opens next chapter in search for new downtown library / Fort Worth finds new site for downtown library; council to vote on land purchaseArlington, TX launches film commission to help productionsWhat's up with those new bollards blocking traffic in the Fort Worth Stockyards?Engage FW Community AcademySunrise Tarrant Rise & Resist Donate to the mutual aid fund supporting families impacted by ICEFort Worth and Arlington mayors elected to NCTCOG executive boardFort Worth's Evans and Rosedale development gains momentumNorth Texas on track to reach 9 million people next yearWhat makes this Fort Worth neighborhood unique? The answers will guide growthRevamped Panther Island development guidelines revealedTrinity Metro gets funding for TEXRail extension to hospital districtFort Worth, Arlington could earn billions in revenue from a high-speed rail route, study showsLOSSES: The rise of autonomous vehicles in North TexasICE seen kidnapping people near Sundance SquareR.I.P. Doyle FineACTIONS:Become a volunteer deputy registrarJune 22 - Nydia Cárdenas campaign event June 23 - Fort Worth Cirty Council public comment June 23 - FWISD Board of Managers public comment June 27 - Trinity PrideJune 22 - 30 - FWISD Listening SessionsJune 28 - 817 GatherJune 30 - FW's Data Centers Open HouseJuly 1 - 817 Gather at the TableAugust 11 - Fort Worth's data center policy voteAugust 25 - Black Mountain data center voteJoin the 817 Gather Discord, donate to the 817 Gather, and follow us on Instagram & TikTok.

In episode 257, Coffey talks with Elizabeth Ledoux about talent considerations in business succession planning.  They discuss why most succession plans fail because leaders ignore employee emotions and organizational culture; how owners and successors can align around a shared vision for the future of the company; the importance of involving employees early in transition conversations to reduce fear and turnover risk; the concept of “Transition 3.0” and collaborative succession planning between owners and future leaders; how multi-year transition roadmaps improve leadership development and business continuity; balancing founder identity, emotional attachment, and letting go of operational control; strategies for transferring institutional knowledge and mentoring future owners over time; creating succession-focused company cultures that continuously develop future leaders; why delegation and role transition should become an ongoing organizational habit; and how HR and operations leaders can proactively support leadership continuity and organizational resilience.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP257  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:  Elizabeth Ledoux is the founder of The Transition Strategists and creator of the Transition 3.0 methodology. Over the past 30 years, she's helped hundreds of family and private business owners navigate succession, focusing on the relationship challenges that cause most transitions to fail.  Elizabeth started her career as a petroleum engineer before founding several businesses and moving into strategy consulting. She's a sought-after speaker on business succession and family business dynamics, host of the Business Transition Roadmap podcast, and co-author of three books, including the award-winning It's A Journey, The MUST-HAVE Roadmap to Successful Succession Planning. She's also part of Tiger 21, bringing her expertise to a network of high-net-worth entrepreneurs and investors.  Currently, Elizabeth is living what she teaches—navigating her own family's ranch transition with her brother while also planning the long-term transition of her own consulting firm. She leads a team of trained Guides who help business owners build the strategic foundation for transition, making sure the people side is solid before bringing in lawyers and accountants.  Her work helps families stay together and successors—whether family or non-family—step into their roles with clarity and support.  Elizabeth Ledoux can be reached at: https://transitionstrategists.com  https://www.linkedin.com/company/transitionstrategists  https://www.facebook.com/thetransitionstrategists  https://www.instagram.com/transtionstrategists  https://www.youtube.com/channel/UCfcH2Be31Mr1laOZ6KZXDNA    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 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the human and cultural factors that commonly derail business succession plans. Develop long-term transition roadmaps that align owners, successors, and employees. Implement succession-focused leadership development practices that strengthen organizational continuity. 

Shannan Dodson is the CEO of the Healing Foundation, a national organisation that supports Stolen Generations survivors, descendants and communities. In this episode, she speaks with FW Founder Helen McCabe about imposter syndrome, family legacy and leadership’s emotional toll. Plus, this season Helen McCabe is answering your leadership questions. Wait to the end of the episode to hear her take on leadership advice. If you have any leadership dilemmas, send them her way by emailing hello@futurewomen.com. Join the movement to fast-track your professional development. Become an FW member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  In episode 256, Coffey talks with Leslie Speas about developing high-retention managers who improve employee engagement, accountability, trust, and workplace culture through intentional leadership habits.  They discuss promoting high-performing employees into leadership roles without proper management training; emotional intelligence and self-awareness as foundational leadership competencies; connecting employees to organizational purpose and mission-driven work; building workplace trust through consistency, humility, and integrity; coaching employees through questions instead of problem-solving; accountability systems that improve performance and retention; effective communication strategies for managers and team leaders; employee recognition and appreciation practices that reinforce company values; empathy and flexibility in supporting employee wellbeing and mental health; leadership development frameworks that strengthen organizational culture and productivity; practical feedback models including the BEAN and BET communication methods; performance management processes that move beyond annual reviews; balancing individual contributor career growth with leadership readiness assessments.  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:  Leslie Speas is a seasoned Human Resources and Organizational Development leader with over 30 years of experience. She serves as Founder and President of InfluenceHR Consulting, a firm dedicated to helping leaders and HR teams build workplaces where people will thrive and stay.  Leslie holds a master's degree in industrial/organizational psychology and possesses senior-level HR designations and certifications in coaching, the Working Genius, Enneagram assessment, and Talent Management/Succession Planning. Her leadership experience spans diverse sectors such as healthcare, manufacturing, technology, financial services, and nonprofit organizations. In addition, she is the author of the book, 7 Habits of High-Retention Managers.  Leslie is heavily involved in furthering the HR profession and serves as a District Director with the North Carolina Society for Human Resources Management. She and her husband, Tracy, reside in Winston-Salem, N.C.  Leslie Speas can be reached at: https://www.influencehrconsulting.com  https://www.linkedin.com/in/leslie-speas  https://www.facebook.com/influencehrconsulting  https://www.instagram.com/influencehrconsulting  https://www.youtube.com/channel/UCdH17Da_dvt_UFpRNmUvqrQ    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:  Identify the leadership habits that improve employee retention and engagement. Apply coaching and feedback techniques that strengthen accountability and trust. Evaluate leadership readiness before promoting employees into management roles. 

What are common mistakes people make when they want to seek out a mentor? Sophie McCarthy is the CEO of McCarthy Mentoring, a company that helps to match leaders with a network of coaches. In this episode, she speaks with FW Founder Helen McCabe about mentors, how to find one and her ‘glass half full’ approach to leading. Plus, this season Helen McCabe is answering your leadership questions. Wait to the end of the episode to hear her take on sick day oversharing. If you have any leadership dilemmas, send them her way by emailing hello@futurewomen.com. Join the movement to fast-track your professional development. Become an FW member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

In episode 255, Coffey talks with Teri Chilcoat about navigating and recovering from toxic workplace environments while building healthier organizational cultures.  They discuss defining toxic workplace dynamics beyond legal thresholds and into lived employee experience; recognizing psychological and physical symptoms of chronic workplace stress and burnout; understanding the toxic triangle of leaders, followers, and culture enabling dysfunction; applying personal agency and stoic principles to regain control in adverse environments; building leadership accountability systems that reinforce values and ethical behavior; identifying disengagement signals and preventing employee turnover through proactive management; evaluating why high-performing individual contributors often fail as managers; fostering self-awareness and emotional intelligence as core leadership competencies; addressing the hidden costs of toxic high performers on team morale and retention; preparing organizations for potential waves of turnover driven by disengagement and economic shifts.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP255  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:  Teri Chilcoat is the author of Surviving the Toxic Workplace from an HR Insider: A Roadmap to Power, Peace, and Happiness, a practical guide that exposes the hidden dynamics behind toxic work cultures and offers a clear path for professionals who want to reclaim their voice, well-being, and sense of purpose at work. Drawing from more than 15 years of experience in human resources, Teri combines real-world insight with research-backed strategies to help employees and leaders recognize the patterns that lead to burnout, disengagement, and silence in the workplace—and what to do about them.  As the founder of Inner Authority Co., Teri has spent her career advising executives, managers, and employees through complex workplace challenges including employee relations issues, culture breakdowns, leadership conflict, and burnout recovery. Her work centers on a simple but often overlooked idea: sustainable performance and healthy workplaces begin when individuals reclaim their inner authority.  Building on the lessons from her book, Teri delivers her keynote, “Retention Signals: What Employees Need to Stay (and What HR Can Fix Fast),” where she challenges conventional thinking about workplace well-being and shows leaders how to recognize the early signals of disengagement before employees walk out the door. Through real-world examples and practical tools, she helps organizations shift from reactive retention strategies to proactive leadership.  She also leads the BOLD Roadmap Workshop, which equips professionals and organizations with a structured framework for self-awareness, authentic leadership, and long-term, sustainable success. Teri holds a Master of Science in Strategic Human Resources from the University of Denver and a Bachelor of Science in Business Administration from the University of La Verne. She maintains professional certifications from both HRCI and SHRM and has been an active member of DallasHR since 2015.  Teri Chilcoat can be reached at  https://www.innerauthoritycompany.com https://www.linkedin.com/in/teri-chilcoat-phr  https://www.facebook.com/tchilcoat  https://www.instagram.com/tchilcoat   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 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the behavioral and organizational indicators of a toxic workplace. Apply self-awareness and agency to navigate high-stress work environments. Develop leadership practices that promote accountability, engagement, and retention. 

Nathalie McNeil is one of the most accomplished leaders in Australia’s healthcare sector. A pharmacist by training, today she is the VP and General Manager ANZ at Abbvie. In this episode, she speaks with FW Founder Helen McCabe about the shift from technical expert to people leader, and what it takes to lead with clarity, trust and self-regulation. Plus, this season Helen McCabe is answering your leadership questions. Wait until the end of the episode to hear her advice. If you have any leadership dilemmas, send them her way by emailing hello@futurewomen.com. Join the movement to fast-track your professional development. Become an FW member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

In episode 254, Coffey talks with David Miklas about rapidly changing employment law trends surrounding DEI programs, EEOC enforcement priorities, workplace discrimination claims, AI risks in HR investigations, and the evolving legal landscape employers face in 2026.  They discuss the EEOC's proposal to eliminate EEO-1 reporting requirements and how demographic data impacts systemic discrimination claims; the legal distinction between lawful diversity efforts and illegal DEI employment practices; reverse discrimination lawsuits and Title VII protections for all employees regardless of majority or minority status; the risks of workforce balancing, quotas, and race-conscious hiring decisions; employee resource groups and affinity programs that may unintentionally create unlawful workplace segregation; recent federal court rulings on DEI training, race-based programming, and compelled speech claims; practical recruiting strategies for expanding applicant pools without violating discrimination laws; how employers can maintain merit-based hiring while improving diversity outreach efforts; the increasing role of AI-generated deepfakes and manipulated media in workplace investigations and litigation; discovery risks involving ChatGPT prompts, AI-generated HR documentation, and employment decisions; AI-related hiring fraud, fake applicants, and remote interview concerns; legal concerns around confidentiality, metadata, and AI-generated evidence; and management failures highlighted by viral Reddit workplace stories involving poor supervision, accommodations, and employee performance management.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP254  Media mentioned in this podcast:  The JPMorgan Sexual Assault Lawsuit Was Already Messy. AI Is Making It Worse Reddit: Anyone Hire a Recruiter to Recruit Away a Problem  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 27 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 at  https://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 29 years are empty nesters in Fort Worth.  Learning Objectives:  Distinguish between lawful diversity initiatives and illegal employment discrimination practices. Identify emerging AI-related legal risks affecting workplace investigations and HR decision-making. Apply practical management and recruiting strategies that reduce discrimination and compliance risks. 

What if leadership is about all the little things you choose to overlook? Sarah Moran is the founder of Girl Geek Academy, an organisation that’s encouraging more women to stay in tech careers. In this episode, she speaks with FW Founder Helen McCabe about AI, hustlers and the importance of ignoring stuff as a leader. Plus, this season Helen McCabe is answering your leadership questions. Wait to the end of the episode to hear her take on managing older employees. If you have any leadership dilemmas, send them her way by emailing hello@futurewomen.com. Join the movement to fast-track your professional development. Become an FW member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

中年男性3人が勇んで「プラダを着た悪魔2」を見に行きました。紙メディアの苦境もテーマになってると聞いちゃあ、じっとしていられません。20年越しの続編という話題作に彼らが見たものとは。みんな（特に神田が）勝手なことを言っていますが、どうぞご容赦をいただければ幸いです。 ★メディアトークのdiscord https://discord.gg/BGGCfRec3Q ★おたより大募集★こちらからどうぞ！ https://bit.ly/asapoki_otayori 朝日新聞ポッドキャストは、みなさまからの購読料で配信しています。番組継続のため、会員登録をお願いします！https://t.asahi.com/wqin ※2026年5月19日に収録しました。3人のトークは毎週月曜日に配信します 【関連リンク】「プラダを着た悪魔２」ジェーン・スーさん、塚本香さんはどう見た？https://www.asahi.com/articles/ASV5H2RSZV5HUCVL020M.html?iref=omny 「プラダを着た悪魔２」炎上の理不尽　報じる前に作品は見ましたかhttps://www.asahi.com/articles/ASV4Z0SGVV4ZUCVL057M.html?iref=omny ドルガバを着た悪魔？ミラノFWにメリル・ストリープ　続編撮影でhttps://www.asahi.com/articles/ASTBH02V2TBHUCVL00LM.html?iref=omny 【出演・スタッフ】神田大介（音源編集） https://bit.ly/4k4ZKwA 中島晋也（デジタル編成本部次長）MC　奥山晶二郎（デジタル編成本部長補佐） https://buff.ly/fAaSko3 【おねがい】朝日新聞ポッドキャストは、みなさまからの購読料で配信しています。番組継続のため、会員登録をお願いします！ http://t.asahi.com/womz 【朝ポキ情報】アプリで記者と対話 http://t.asahi.com/won1 交流はdiscord https://bit.ly/asapoki_discord おたよりフォーム https://bit.ly/asapoki_otayori 朝ポキTV https://www.youtube.com/@asapoki_official メルマガ https://bit.ly/asapoki_newsletter 広告ご検討の企業様は http://t.asahi.com/asapokiguide 番組検索ツール https://bit.ly/asapoki_cast 最新情報はX https://bit.ly/asapoki_twitter 番組カレンダー https://bit.ly/asapki_calendar 全話あります公式サイト https://bit.ly/asapoki_lp See omnystudio.com/listener for privacy information.

In episode 253, Coffey talks with Anthony Sork about how emotional attachment during onboarding shapes employee engagement, retention, and organizational performance.  They discuss the difference between employee attachment and employee engagement; how onboarding experiences create long-term emotional bonds with organizations; the role frontline managers play in employee retention and discretionary effort; why poor manager engagement creates downstream hiring and retention risks; how employer branding influences attachment before candidates even apply; the impact of lengthy recruiting processes on candidate perception and trust; why organizations should treat onboarding as a strategic investment; the four core attachment perceptions of security, trust, acceptance, and belonging; how emotional bonds form during the first 120 days of employment; practical ways leaders can strengthen employee connection and purpose alignment; the risks of unmanaged onboarding and declining new-hire sentiment; why traditional engagement surveys are lagging indicators of workplace culture; and how individualized onboarding experiences improve retention and team performance.  Mentioned in this episode: Qualtrics' 2026 Global Employee Experience Trends https://www.qualtrics.com/ebooks-guides/employee-experience-trends/   ** Special Offer From Our Guest **  We are pleased to offer a complimentary trial of the Employee Attachment Inventory for an employee who has commenced and who reaches their 90th day of employment in the months of May, June, or July 2026.  Visit www.shcBOND.com and use this code: GoodMorningHREAI2026   Or email Anthony Sork (anthony@sorkhc.com.au)or Selina Sork (selina@sorkhc.com.au) with questions.  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:  As a world recognized thought leader in employee perception measurement, Anthony Sork has changed the way organizations understand “Engagement” across the employee lifecycle. Anthony has worked with leaders across all industries to help them understand, measure and manage the emotional bond of their talent to enhance performance and retention and build “Culture's of Excellence'.  Anthony's award winning patented instrument, the Employee Attachment Inventory (EAI) together with the Employee Connection Inventory (ECI) and Employee Detachment Inventory (EDI) have supported thousands of Managers globally to create highly engaged, high performance teams.  Anthony has spoken at leading industry conferences around the world. His audiences describe him as “expert”, “upbeat”, “articulate”, “engaging”, “entertaining” and “passionate”.  Anthony has been featured in the Australian Financial Review, Sydney Morning Herald, Management Today, Human Capital Magazine, Recruitment Extra & ABC Radio.  You can learn more about Employee Attachment, Connection and Detachment across Anthony's social media channels which attract a worldwide audience.  Anthony Sork can be reached at: www.SorkHC.com.au   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 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand the difference between employee attachment and employee engagement. Identify the leadership behaviors that strengthen emotional bonds with new hires. Evaluate onboarding practices that improve retention, trust, and belonging. Recognize the long-term organizational risks of poor manager engagement. 

In episode 252, Coffey talks with Beverly Parker about how recruiting and talent acquisition are evolving and why relationship-based recruiting still matters.  They discuss the shift from newspaper job ads, to Monster, to today's AI-powered recruiting platforms; why “post and pray” or “post and spray” recruiting fails to attract high-quality passive candidates; how recruiters use professional networks to identify specialized talent faster; the growing impact of AI-generated resumes and fraudulent job applicants; why recruiters should avoid over-relying on AI resume filtering tools; strategies for sourcing passive candidates in competitive hiring markets; the value of agency recruiters for hard-to-fill and specialized positions; how employers can improve hiring processes during a frozen labor market; candidate expectations around compensation, flexibility, and work-life balance; why transparency about career growth opportunities improves retention and hiring outcomes; the increasing importance of training and development in workforce planning; how younger workers want meaningful work and stronger onboarding support; the importance of hiring for adaptability and learning agility instead of static skills; lessons from building recruiting functions inside growing organizations; and how long-term recruiter relationships create stronger organizational outcomes than transactional placements.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  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:  Beverly Parker is an accomplished HR leader and recruiter with over 15 years of experience connecting top talent with tier-one employers. She has built a reputation for aligning high-performing candidates with organizations that value growth, culture, and long-term success.  Her work is grounded in a results-driven approach to talent acquisition and workforce development, with a strong focus on building strategic partnerships across the Dallas–Fort Worth metroplex. Beverly actively collaborates with leading professional organizations, including Fort Worth HR, MidCities HR, Dallas HR, APA, and FEI, to stay at the forefront of industry trends and talent needs.  A dedicated advocate of servant leadership, Beverly is committed to fostering environments where individuals and teams can perform at their highest level. She holds both PHR and SHRM-CP certifications.  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 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand how modern talent acquisition differs from traditional recruiting models. Evaluate when organizations should use internal recruiters versus external recruiting agencies. Identify strategies for attracting passive candidates in competitive labor markets. Recognize the risks and limitations of AI-driven recruiting and screening systems. Improve hiring processes by aligning candidate motivations with organizational realities. Develop recruiting approaches that prioritize long-term fit over transactional hiring. Explore how training, onboarding, and development affect employee engagement and retention. Assess how labor market uncertainty influences candidate and employer behavior. Learn how recruiters can identify transferable skills and high-potential candidates. Understand why adaptability and learning agility are becoming critical hiring criteria.  

In episode 251, Coffey talks with Jennifer Yugo about why traditional interviews fail to identify top candidates and how competency-based, structured hiring improves outcomes.  They discuss the ineffectiveness of unstructured interviews and reliance on intuition in hiring decisions; confirmation bias and overconfidence in manager-led candidate selection processes; building competency-based hiring frameworks grounded in real job performance data; differences between skills and competencies in evaluating candidate success; designing structured interviews with behavioral and situational questions; aligning hiring processes with organizational culture and values; leveraging applications and assessments to enhance candidate evaluation consistency; improving hiring manager adoption through usability and stakeholder involvement; measuring hiring success through turnover, efficiency, and process compliance metrics; balancing candidate experience with standardized hiring systems for fairness.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP251  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:  Jennifer Yugo is a seasoned professional in building exceptional workplaces and business environments. With a 20-year career and her experience as Managing Director and Owner at Corvirtus, she applies science-driven frameworks to develop tools that enhance employee performance and engagement. Her leadership is instrumental in advancing the company's offerings in solutions including employee retention, hiring, and culture-building.  Jennifer's expertise is grounded in her comprehensive knowledge of Industrial-Organizational Psychology, Organizational Behavior, Human Resources, and Psychometrics.   She actively contributes to these fields through speaking engagements, writing, and presenting at conferences like DisruptHR.  Jennifer earned her PhD at Bowling Green State University's nationally-ranked Industrial-Organizational Psychology program and her Bachelor's degree in Psychology with Highest Honors from Purdue University.  Jennifer Yugo can be reached at   https://corvirtus.com  https://www.linkedin.com/in/jenniferyugo  https://www.youtube.com/@corvirtus1779    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:  Understand the limitations of traditional, intuition-driven interview methods Apply competency-based frameworks to design structured hiring processes Evaluate candidates more effectively using behavioral and situational interview techniques 

In episode 250, Coffey talks with Justin Dorsey about recent HR-related new items including navigating politics, mental health, employees' sometimes inflated compensation expectations, and the most in-demand HR skills.  They discuss managing political conversations and ideological conflict in the workplace; balancing employee expression with productivity and respectful communication; how HR leaders can create psychologically safe but performance-focused cultures; generational differences in resilience, stress, and mental health expectations; the growing importance of employee assistance programs and mental health leave awareness; how poor sleep hygiene and digital overload impact employee productivity and wellbeing; handling difficult compensation conversations and unrealistic salary increase demands; avoiding emotional decision-making during employee relations conflicts; why culture fit should evolve into culture add during hiring decisions; the increasing demand for HR technology, people analytics, and change management expertise; how artificial intelligence is reshaping HR roles and workforce management; and the future convergence of HR leadership with operational leadership responsibilities.  Media mentioned in this podcast:  The End of “No Politics at Work” and What Comes Next Mental health leaves are rising. How can organizations reduce and better manage leaves? | Idaho Statesman The 2026 Workplace Mental Health Annual Report | Spring Health Employee demands a near 50% raise : r/managers HR Career Outlook 2026: Is Your HR Career Future-Proof? - AIHR  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP250  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:  Justin brings a background of psychology and sociology into the world of HR. He is currently a fractional HR consultant for the Texas HR Team where he provides strategic HR support for small businesses and nonprofit organizations.  With extensive experience in a variety of industries, including retail, healthcare, distribution, and engineering, His expertise includes employee relations, talent acquisition, training, compensation, benefits, and employee engagement. He holds both a Senior Professional and Global Professional certification in Human Resources.  Outside of work, Justin is a dedicated volunteer at his church and other community organizations including Junior Achievement and F3. He's a past president of Fort Worth HR and was recognized by the Fort Worth Business Press in their Top 40 Under 40 program. More importantly, he's a husband of 1 and father of 2. Don't get him started talking about chickens or Texas Tech sports.  Justin Dorsey can be reached at justin@texasHRteam.com https://www.linkedin.com/in/justin-dorsey-sphr  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 29 years are empty nesters in Fort Worth.   Learning Objectives: Evaluate strategies for managing political and social discourse in the workplace while maintaining productivity and respect. Identify practical ways HR leaders can support employee mental health without overstepping into clinical or therapeutic roles. Apply effective approaches for handling compensation disputes, employee dissatisfaction, and retention conversations. Understand how AI, HR analytics, and technology fluency are reshaping future HR career paths.  

In episode 249, Coffey talks with Jenay Huey about how growing businesses should approach HR strategy, outsourcing, and internal capability building.  They discuss why small businesses delay investing in HR until problems arise; misconceptions about HR as a cost center versus strategic function; differences between transactional HR tasks and long-term workforce strategy; when to hire in-house HR based on employee count and complexity; how to evaluate HR consultants and service level agreements; the role of benefits brokers, attorneys, and HRIS platforms; pros and cons of outsourcing HR functions and PEO arrangements; selecting and scaling HR technology systems effectively; building internal HR talent pipelines and succession planning; importance of business acumen and aligning HR initiatives with financial outcomes.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP249  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:  Jenay Huey, SHRM-SCP, PHR, is the President of Dunedin HR Solutions LLC and a seasoned Human Resources strategist dedicated to "putting the human back in HR." With a career built on helping organizations and employees, Jenay serves as a fractional CHRO, aligning HR policies with business vision to drive net income and team engagement. She is dedicated to serving small and medium size organizations.   She believes that all organizations deserve access to an HR professional that understands their organization, scales solutions to their size and culture and undertsands the employment compliance landscape.   Jenay has over 20 years of experience in HR and people operations. She has worked with organizations from small family run businesses to organizations with over 7000 employees. She received her B.A.Sc from the University of South Florida, holds several certifications including her SHRM-SCP and PHR from HRCI.  Jenay Huey can be reached at  https://www.dunedinhrsolutionsllc.com https://www.linkedin.com/in/jenay-huey https://www.facebook.com/profile.php?id=100094367457078  https://www.instagram.com/dunedin_hr_solutions_llc  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: Identify when a growing company should invest in HR support or leadership Evaluate external HR resources, consultants, and PEOs effectively Design a scalable HR strategy that aligns with business growth and profitability 

New pod is out! We talk solid ties at a spring wedding, Derby looks for betting on a horse race, and the fantasy forward stylings of the Renaissance Pleasure Faire and making your vintage menswear work for LARPing with swords and Nerf blasters. The biggest discussion is our review of Esquire's Big Black Book Style Manual from F/W 2009 and S/S 2011. With its classic styling and expressive writing, it's quite surprising that this is from that infamous aughts period. Overall, it's quite different from what you can read from the magazine today— and most contemporary menswear media in general! 0:00 - Dressing for the Derby at Santa Anita Racetrack 20:40 - Wedding Stuff 28:16 - Esquire's Big Black Book 1:02:20 - Nerf and Ren Faire Ethan's Blog: https://alittlebitofrest.com/2026/04/19/larp-ing-around-at-nerf-the-horse-races-the-renaissance-faire/ https://alittlebitofrest.com/2026/04/19/esquires-big-black-book-f-w-2009-s-s-2011-is-suprisingly-okay/ Support us on Patreon and join the Discord: https://www.patreon.com/styleanddirection/ Follow us on Instagram! www.instagram.com/styleanddirection/ Podcast is produced by MJ

In episode 248, Coffey talks with Damon Thompson about how student loan debt impacts employees and how employers can help reduce that burden through benefits programs and federal subsidies.  They discuss the history and evolution of federal student loan programs before and after the Affordable Care Act; rising college costs and lack of borrowing caps driving massive student debt growth; financial stress and productivity loss caused by high monthly loan payments; how income-driven repayment and federal subsidy programs reduce employee loan obligations; employer-sponsored student loan repayment benefits under Section 127 tax advantages; complexities and low success rates navigating Department of Education programs independently; public service loan forgiveness eligibility and long-term debt elimination strategies; how personal circumstances influence repayment calculations beyond income alone; the role of third-party services in optimizing loan subsidies and compliance; and the connection between student debt, employee retention, and delayed life milestones.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP248  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:  After graduating from Austin College (Sherman Texas) in 1979 Damon immediately began his career working directly with the owners of closely held businesses and their H.R. teams.   Understanding the needs of both the employer and the employee he knows that not all employee benefits are “insurance” benefits needing employer funding.   Being familiar with Comprehensive Major Medical, Workers Compensation as well as Administration systems & software has allowed him to develop unique solutions for owners of those closely held companies and their HR teams.   This has also led to many speaking engagements in organizations such as Texas A&M Graduate School of Business, Work with Texas Legislators & Attorney General, Private Equity Association Convention (PEG-aplooza), and Numerous Chambers of Commerce across Texas.  Damon Thompson can be reached at https://www.finnita.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: Understand how federal student loan programs evolved and why debt has increased significantly Identify the impact of student loan debt on employee productivity, retention, and financial wellbeing Evaluate employer strategies, including tax-advantaged benefits, to help employees manage student loans  

In episode 247, Coffey talks with Michelle Sims about building skills-first hiring pipelines and expanding apprenticeship models to address the early-career experience gap in the age of AI.  They discuss redefining entry-level work as automation reshapes junior roles; bridging the experience gap through apprenticeships and workforce development programs; expanding access for non-degree and nontraditional talent into corporate careers; differences between internships and apprenticeships in structure, pay, and outcomes; integrating mentorship, wraparound support, and structured training into early career pathways; challenges of adopting skills-first hiring and replacing degree-based proxies; designing fair and effective hiring assessments including project-based evaluations; measuring apprenticeship success through retention, productivity, and skill progression; the role of AI in shifting demand toward mid-career talent with technical experience; building inclusive hiring pipelines that expand access to underrepresented groups; and public policy efforts to scale apprenticeships and workforce development nationwide.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP247  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:  Michelle Sims is the CEO of YUPRO Placement, a skills-first placement firm advancing economic mobility for talent traditionally overlooked by the hiring system. She partners with corporate leaders to replace outdated practices with performance-driven, retention-ready workforce solutions.  A multi-year Staffing Industry Analyst Global Power 150 Women in Staffing honoree, Michelle serves on the American Staffing Association Women in Leadership Council and is a board member of the Harvard Kennedy School Women and Public Policy Program. Under her leadership, YUPRO Placement has earned industry-wide recognition for innovation, equity, and upskilling programs.  Michelle is a regular Forbes contributor and a respected voice in workforce strategy, advocating for inclusive, skills-first hiring that meets today's talent demands and builds tomorrow's teams.  Before joining YUPRO Placement, Michelle held senior executive roles across multiple industries and taught human resources and leadership development as an adjunct professor for 17 years. She holds a BBA from Texas A&M University and an MBA from Houston Christian University.  Michelle Sims can be reached at: www.yupro.com https://www.linkedin.com/in/michellesims-  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: Understand how AI is reshaping entry-level roles and talent pipelines Evaluate the structure and benefits of apprenticeships versus internships Design skills-first hiring processes that prioritize competencies over credentials 

Paul Felder and Mike Harrington discuss all the action from UFC 325 including Alexander Volkanovski defending his title and tying Jose Aldo for most FW title wins, what's next for Diego Lopes, who Volk wants to fight next, a brutal destruction of Dan Hooker at the hands of Benoit Saint-Denis, Mauricio Ruffy getting back in the win column with a 100K knockout of Rafael Fiziev, Tai Tuivasa not being able to pull the trigger in the third round against Talison Texeria and more plus all the biggest news from the weekend, a preview of next weeks fight night card that Paul will be working and so much more! Support Our Sponsors: FUM: Head to ⁠⁠https://www.tryfum.com/BELIEVE⁠⁠ and use promo code BELIEVE to get your free gift with purchase, and start The Good Habit today! Betterwild: Right now, Betterwild is offering our listeners up to 40% off your order at ⁠⁠https://betterwild.com/Believe⁠⁠ Prize Picks: Download the PrizePicks app today and use code BELIEVE to get $50 in lineups after you play your first $5 lineup! Follow the show on social media: Twitter: https://twitter.com/BYMPod Subscribe on YouTube: https://bit.ly/3drq6ps Follow the hosts on social: Michael Bisping Twitter https://twitter.com/bisping Michael Bisping Instagram https://www.instagram.com/mikebisping/ Michael Bisping YouTube https://www.youtube.com/channel/UCDrG2_1TcVkXKXXsD6Kjwig Paul Felder Twitter: https://twitter.com/felderpaul Paul Felder Instagram: https://www.instagram.com/felderpaul/ Follow the team on social: Brian MacKay Instagram: https://www.instagram.com/bmackayisright Brian MacKay Twitter: https://twitter.com/bmackayisright Mike Harrington Twitter: https://twitter.com/TheMHarrington Mike Harrington Instagram https://www.instagram.com/themharrington Mike Harrington YouTube: https://www.youtube.com/@themharrington Learn more about your ad choices. Visit megaphone.fm/adchoices