Podcasts about FW

「浦和レッズ移籍の裏側明かす！テリン「マルメ退団時に…」「代理人とは…」」　　元スウェーデン代表FWイサーク・キーセ・テリンは2025年夏、スウェーデン1部マルメFFを契約解除により退団して浦和レッズへ移籍。Jリーグ挑戦から2か月以上が経過した中、マルメ退団から海外移籍に至るまでの過程を明かしている。　スウェーデン『エクスプレッセン』で10月31日に掲載されたインタビュー記事によると、テリンはマルメ退団の背景をこう語ったという。　「年齢だけ重ねて文句ばかり言う人になりたくなかったんだ。トレーニングでは全力を尽くして、チーム全体にポジティブなエネルギーを与えたい。でも、あまり試合に出られないと、それを維持するのがどんどん難しくなる。自分が望まない人間になる前に（マルメでの冒険を）終わらせたかったんだ」　「もちろん感情的になったし、マルメがすごく恋しい。でもすべてには終わりがあるので、素敵な思い出をすべて覚えておいて、それを喜ぶようにしている。（マルメ退団の時点で）多くの人は、何か決まっていたと思うかもしれないけど、そんなことはない」　マルメ退団が正式決定した時点で「（浦和への移籍は）全く決まっていなかった」と、白紙だったことを強調したテリン。「代理人とは話をしていて、『これまでの実績を考えれば、きっと何か見つかる』と言われた。長い間、彼と一緒に仕事をしているし、彼のことを完全に信頼しています。彼は正しかった」と、浦和移籍を実現させた代理人に対する感謝の思いも述べている。　なお、『エクスプレッセン』が8月下旬に伝えたところによると、浦和は1年契約でオファーを提示したのに対して、選手サイドは2年契約を要望。結局、2年契約の締結で両者は合意に達したという。

「マスカット監督に続き…元横浜FMコーチも中国クラブ退団か！Jリーグ再挑戦は…？」　　横浜F・マリノス元監督のケヴィン・マスカット氏は現在、中国1部の上海海港を指揮。今季限りで退任の可能性が報じられているが、横浜FM時代と同じくマスカット監督のもとでコーチを務めているロス・アロイージ氏にも退団の可能性があるという。　現在52歳のアロイージ氏は2008年に現役引退した後、母国オーストラリアの複数クラブでコーチを担当。2020年9月から2022年3月までアデレード・ユナイテッドのアシスタントコーチとして、FW指宿洋史やMFステファン・ムークらを指導していた。　横浜FMのコーチは2022年4月から2023シーズン終了後まで務めていたが、就任1年目にJ1リーグ優勝。2023年12月にマスカット監督とともに横浜FMから上海海港へ移ると、2024シーズンに中国1部リーグ戦とカップ戦のタイトルを獲得している。　中国で成功を収めているアロイージ氏だが、海外メディア『AusFootHQ』が伝えたところによると、同氏は2025シーズン限りで契約満了により上海を去る可能性がある模様。オーストラリア1部パース・グローリの監督に就任する可能性がある一方、Jリーグ再挑戦の可能性については現時点で報じられていない。　なお、中国『新浪』が10月12日の時点で「マスカット監督に対して、クラブはすでに1年の契約延長オファーを提示しているが、契約延長で合意に達したという報道は今のところない」とリポート。両者は2024年、年俸200万ドル（約3億円）未満の単年契約を結んでおり、2024シーズン終了後に1年間の契約延長オプションが行使されているが、アロイージ氏と同じく今季限りで契約満了の可能性があるという。

In episode 224, Coffey talks with Dr. Leslie Thomas about how artificial intelligence and the speed of change are reshaping hiring and workforce development.They discuss the evolving role of AI in HR and how it is redefining job design and required skill sets; the transition from traditional degree-based hiring to skills-based approaches that emphasize measurable competencies; how psychometrics supports objective and equitable testing and certification; the rise of microcredentials and modular certification programs that align with changing organizational needs; the implications of reduced reliance on four-year degrees and the expansion of alternative pathways to employment; the balance between automation and human adaptability as job roles evolve; methods for assessing durable “power skills” such as communication, collaboration, and leadership; and the importance of ensuring transparency, privacy, and bias mitigation in AI-assisted assessment and hiring systems.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:For more than 20 years, Dr. Leslie Thomas has been helping clients create assessment programs to effectively measure and evaluate professional competence.In her role at Kryterion, Dr. Thomas and her team work closely with clients to help translate their business goals into credentialing programs that provide real value to their stakeholders such as enhanced productivity, risk mitigation, or lower hiring costs.As a member of the Association of Test Publisher's Technology-based Assessment's AI subcommittee, she has contributed to multiple publications on the use of AI in the assessment including the responsible use of AI and human oversight.Before Kryterion, Leslie served as the Chief Psychometric Officer at Brainbench, ran a boutique consulting firm, and worked as a research scientist at ACT.Leslie Thomas can be reached at www.kryterion.com/ www.linkedin.com/in/leslieathomasAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand how AI is transforming employee selection, assessment, and job design.2. Identify strategies for implementing skills-based and credential-based hiring.3. Evaluate ways to maintain fairness, transparency, and adaptability in AI-driven HR processes.

「日本代表の前田大然が復帰、セルティックOBが「素晴らしい」と語った知られざる瞬間」　　スコティッシュ・プレミアシップのセルティックが、10月30日のリーグ戦でフォルカークを相手に4-0の勝利を収め、多くのサポーターが前向きな要素を見出した。この試合には複数の収穫があったが、試合後に起きたある出来事が、元セルティックMFスティリアン・ペトロフ氏（2016年引退）の印象に強く残ったようだ。　セルティック所属の日本代表FW前田大然がこの試合、負傷から復帰した。前田は試合終盤に途中出場し、11月2日に行われるレンジャーズとのスコティッシュ・リーグカップ準決勝の重要な試合に向けて、実戦勘を取り戻す貴重な時間を得た。　その中で、スコットランドメディア『Celts Are Here』は、ペトロフ氏が注目したのは、そのプレー自体ではなく、試合後に見られたある光景だったと報じた。　同氏は試合後、自身のSNSで、前田とセルティックのマルティン・オニール監督の間に交わされた心温まる場面を紹介した。20年ぶりにセルティックのベンチに戻ったオニール監督と笑顔で言葉を交わす前田の姿について、ペトロフ氏は「“監督”と笑顔を見せる前田の姿を見ることができて本当に素晴らしかった」とコメント。　前田は今2025/26シーズン、クラブに退団の意思を早い段階で伝えていた。移籍市場の終盤には他クラブと個人合意に達していたものの、セルティックがその移籍を阻止したとさまざまなメディアで報じられている。　一方で、同メディアによると前田が冬の移籍市場で退団する可能性が高いとされ、実現しない場合でも来2026年夏にはクラブを離れる見込みが強いと伝えられた。　また、いずれにせよ、オニール監督、あるいはその後任の指揮官が、指導期間中に前田の能力を最大限に引き出そうとしているとも伝えている。

「「報道が出ている」遠藤航が所属、リバプールのスロット監督の将来に関する重要な…」　　プレミアリーグのリバプールは、10月30日に行われたEFLカップ（カラバオカップ）4回戦でクリスタル・パレスに0-3で敗れた。リバプールのアルネ・スロット監督は先発メンバーを大幅に入れ替え、多くの若手選手を起用したが、チームは結果を残せなかった。この采配に対して一部から批判が集まり、同監督に対する圧力が高まっている。　UKメディア『Live4Liverpool』によれば、スロット監督の将来および契約延長をめぐる状況について新たな動きがあったという。　過去にプレミアリーグのエバートンやアストン・ビラでCEO（最高経営責任者）を務めたキース・ワイネス氏は同国メディア『Football Insider』に対し、スロット監督の職が現時点で脅かされているわけではないとしながらも、契約再交渉が一時的に保留となっていると語った。　同氏は、スロット監督自身が現状では新契約を有利に進められないことを理解していると指摘。一方で、現時点では本格的な解任の危機はないとの見解を示した。　ワイネス氏はさらに、プレミアリーグでの不振があと4試合続けばクラブが本格的に懸念を抱く可能性があると述べた。リバプールには依然として質の高い選手が揃っており、現状は一時的な不調にすぎないと分析した。同クラブのFWモハメド・サラーが本来の調子を取り戻せば、立て直しの鍵になるとの見方も示した。　10月の不振が続く中、スロット監督はアストン・ビラ、UEFAチャンピオンズリーグでラ・リーガのレアル・マドリード、そしてリーグの難敵マンチェスター・シティとの重要な3連戦を控えている。　そのうち2試合はホームのアンフィールドで行われる予定であり、3試合すべてに敗れれば公式戦10試合中9敗となる。そうなれば、クラブがスロット監督の将来について協議せざるを得ない状況に直面するが、1試合でも好結果を残せば立場を保てる可能性があるとも同氏は指摘した。

「移籍後初ゴール！木村誠二、FC東京への移籍金3億円支払いは妥当「冨安や遠藤航は…」」　　KVCウェステルロー所属DF木村誠二は、10月30日に行われたベルギー国内カップ戦で移籍後初マーク。元浦和レッズ所属MF原口元気擁するベールスホットとの日本人対決で注目を集めたが、FC東京から完全移籍加入の同選手はすでに180万ユーロ（約3億900万円）という高額な移籍金に見合うだけのパフォーマンスや振る舞いで高く評価されているようだ。　ベルギー『Het Laatste Nieuws』で9月に掲載されたインタビュー記事によると、KVCウェステルローのイサメ・シャライ監督は木村が加入したことによる効果について、以下のように語ったという。　「木村はボールの扱いが上手く、スピードもある。このおかげで、より高いポジションでプレーでき、なおかつ一人を引いて守らせることも可能になった。間違いなく重要な存在である。彼はスピードをもたらし、うまく前に押し上がっていくのだ」　そのシャライ監督はシント=トロイデンVV（STVV）のコーチ時代に、DF冨安健洋（無所属）やMF遠藤航（リバプール）ら日本人選手の指導・育成に当たっていたことでも知られている。指揮官は。「私はSTVV時代にいくつか日本語を覚えていた」と語った上で、「（語学力で）木村が着実に成長しているのを見るのは嬉しい。彼がここまで早く適応したのは決して当たり前のことではない」「冨安と遠藤は言語学習に多くの時間を投資していた。今では遠藤がプレミアリーグでプレーしているからね」と、コミュニケーション面での成長ぶりも評価している。　木村は2025年夏にFC東京からKVCウェステルローへ完全移籍。8月17日にリーグ戦デビューを飾ると、8月30日以降はリーグ戦全試合でスタメン出場。チームメイトの元ガンバ大阪所属FW坂本一彩とともに主力選手として活躍しているだけに、現地ではすでに3億円規模の移籍金に見合う選手との意見が挙がっている。

「アーセナルに朗報、負傷者続出の中でウインガーが「予想以上に早い回復」」　　プレミアリーグのアーセナルでは、チーム内で複数の主力選手が負傷により離脱している。攻撃陣にも影響が及ぶ中で、クラブは戦力の維持と復帰時期の見極めに努めている。試合ごとに起用可能な選手が限られる状況が続き、ミケル・アルテタ監督は慎重な采配を強いられている。　そんな中、UKメディア『GiveMeSport』によると、アーセナルのFWノニ・マドゥエケが負傷から「予想以上に早い回復」を見せており、トップチーム練習への合流が予定より前倒しになる見込みだという。　マドゥエケは今2025年夏に5,200万ポンド（約105億円）でアーセナルへ加入したが、9月22日に行われたマンチェスター・シティ戦（1-1）の前半で膝を負傷し、離脱を余儀なくされた。当初の診断では年内復帰は不可能とされていたが、回復過程が順調に進んでいると報じられている。　同報道によれば、マドゥエケはリハビリ中も高いプロ意識を維持し、トレーニング施設での姿勢や努力がメディカルスタッフおよびコーチ陣を感心させたという。　また、復帰期間を自身の技術向上に充て、チームメートとの連携も積極的に保っているようだ。クラブのメディカルチームは、今後も慎重に経過を観察し、復帰後のコンディション維持を重視する方針を模索している。　一方で、アーセナルはFWガブリエウ・マルティネッリが、10月26日に行われたクリスタル・パレス戦（1-0）で再び負傷し、30日に開催されたEFLカップ（カラバオカップ）のブライトン・アンド・ホーブ・アルビオン戦（2-0）を欠場。さらにDFウィリアン・サリバも離脱中だ。　アルテタ監督にとって、マドゥエケの回復は攻撃面での選択肢を拡大させる要因となり、FWブカヨ・サカの負担軽減にもつながる。

「日本代表のFW前田大然の負傷状況は？激動のセルティック」　　スコットランド・プレミアシップのセルティックは、ブレンダン・ロジャーズ監督が現地10月27日に突然辞任、チーム体制が大きく揺らいでいる。そんな混乱の中で、クラブはマーティン・オニール監督とショーン・マロニー監督の新体制を発表し、30日のフォルカークとの一戦に臨む準備を進めている。セルティックの筆頭株主であるアイルランド人実業家、ダーモット・デスモンド氏による声明や首脳陣の再編が相次ぎ、クラブ内部では再建に向けた動きが急速に進行している。　一方で、セルティックに所属する日本代表FW前田大然の負傷状況にも関心が高まっている。マロニー監督は30日の試合の前日記者会見で、前田がスカッドに復帰する可能性を明かした。マロニー監督は「前田はスカッド入りしている。最終判断はオニール監督が試合当日に下す」と述べ、「前田はチームに帯同できるコンディションにあるが、実際に出場できるかどうかは分からない。ベンチ入りするかどうかも現時点では未定だ」とコメントした。　前田はハムストリングの問題により直近の試合を欠場しており、その回復状況が注目されている。攻撃陣の選択肢が限られるセルティックにとって、前田の復帰が実現すれば、チームに勢いを取り戻す重要な要素となり得る。　セルティックはリーグ戦で連敗中と苦しい立場にあり、ホームのセルティック・パークでのフォルカーク戦で流れを取り戻すことが急務となっている。一方のフォルカークは、好調な戦績を背景に自信を持ってグラスゴーに乗り込み、混乱する王者から勝ち点を奪うことを狙っている。

「日本代表の上田綺世が語ったフェイエノールトの補強計画」　　オランダ1部・エールディビジのフェイエノールトは、今2025/26シーズン、リーグ戦で高い攻撃力を発揮している。チームの総ゴール数は27に達し、そのうち半数近くを同クラブに所属する日本代表のFW上田綺世が決めている。　2023年夏にベルギー1部セルクル・ブルッヘから移籍金800万ユーロ（約14億円）で加入した上田は、当初は結果を残せず失敗補強と見なされていたが、現在はチームの中心として存在感を示している。　上田はオランダメディア『Voetbal International』の取材で、自身の立場とクラブの補強計画について言及した。　上田は「新しいストライカーが来ても、自分の目標は変わらない」と述べ、競争を恐れず、自らの成長に集中する姿勢を強調した。さらに「誰が来ても自分のやることは同じ。もっと上手くなりたいし、プレーを高めたい」と続け、チーム内の立場に左右されずに努力を続ける信念を明確にした。上田は周囲の注目にも動じず、「プレッシャーは感じなかった」と語り、精神的な強さを見せた。　フェイエノールトは前線強化を目的に新たなストライカーの獲得を今2025年夏に模索していた。トルコ1部ギョズテペのFWロムロは理想的候補とされたが、高額な移籍金が障害となり、最終的にブンデスリーガのRBライプツィヒへ移籍した。　さらに複数の選手も有力候補に挙がっていた。特にセリエAのアタランタ所属で、現在はトルコ1部ベシクタシュにローン移籍中のFWエル・ビラル・トゥーレは、フェイエノールト行きに近づいたものの、ベシクタシュの好条件を選び、イスタンブールへ向かった。　フェイエノールトは昨2024/25シーズンにFWサンティアゴ・ヒメネスをセリエAのミランへ高額で放出した後、前線の再編を迫られていた。しかし最終的にクラブは上田に信頼を託し、その判断が今シーズンここまでのチームと上田自身の得点力向上へと直結した。

「フェイエノールト上田綺世が激白！「批判なんて…」蘭で2桁ゴール、移籍報道も」　　日本代表FW上田綺世は今やオランダ1部フェイエノールトの絶対的ストライカ－として活躍。DF渡辺剛とともにチームを引っ張る中、2024/25シーズン途中まで控えに甘んじ、現地で批判を浴びてきたことについて語っている。　オランダ『VI』で10月29日に掲載されたインタビュー記事によると、上田は「批判してきた人たちに仕返しをしてやろう、なんて気持ちはありません」と切り出すと、自身のメンタリティーについてこう語ったという。　「もしかしたら、それは日本の文化的な特徴なのかもしれませんし、単に僕自身の性格なのかもしれません。でも、誰が僕について何を言ったか、何を書いたかということを気にしたことは一度もないんです」　「（周囲から批判された時は、）いつも“自分に原因がある”と考えてきました。試合に出られずベンチに座っていたときは、（かつてフェイエノールトでポジション争いを繰り広げていた）サンティアゴ・ヒメネスのプレーを見ていました。『彼はなぜうまくいっているんだろう？』『彼の何がそんなに良いんだろう？』『自分のプレースタイルにどう活かせるだろう？』と。批判なんて気にするよりも、そうやって学ぶ方が僕にはずっと心地よかったんです」　上田は2024/25シーズン途中までベンチ要員だったものの、ロビン・ファン・ペルシ氏が監督に就任した2025年2月以降はスタメン出場の機会が増加。渡辺が2025年夏にKAAヘントから加入したこともあり、今季はここまでリーグ戦10試合の出場で11ゴールをマーク。オランダ1部リーグの得点王争いに絡んでいるが、その裏には批判を気にしない独自のメンタリティーがあるようだ。　なお、現地メディア『フットボール・トランスファーズ』が報じたところによると、上田にはエバートンなどオランダ国外の複数クラブが関心を寄せている模様。フェイエノールトとの契約は2028年6月まで残っており、移籍金は1040万ユーロ（約18億1,000万円）にのぼる可能性があるという。

「セルティック前田大然が世界1位に！元横浜FMポステコグルー再招聘で更に覚醒も」　　日本代表MF旗手怜央ら擁するセルティックは10月28日、ブレンダン・ロジャーズ監督を解任しているが、その裏で日本代表FW前田大然がスプリント回数で世界1位の記録をマーク。クラブが元横浜F・マリノス指揮官であるアンジェ・ポステコグルー氏を再び招聘する場合、同選手の持ち味である守備時のハードワークがさらに活きるかもしれない。　国際サッカー連盟（FIFA）の関連調査機関である『CIESフットボール・オブザーバトリー（スポーツ国際研究センター）』は10月28日、欧州5大リーグを含めた全世界のリーグを対象に、2024年度の「ボール非保持時の30分ごとのスプリント回数」を公表。前田はスコットランド1部リーグ戦で平均「13.89」回のスプリントを記録し、1位に輝いている。　その前田に続き、FWドミニク・ソランケ（トッテナム・ホットスパー）が12.51回で2位に。MFアンソニー・ゴードン（ニューカッスル）が12.08回で3位に食い込んでいるほか、MF三笘薫のチームメイトであるFWヤンクバ・ミンテ（ブライトン）も11.51回で5位にランクインしている。　前田はかつて2020年8月から2021年12月まで横浜FMに在籍。当時横浜FMを率いていたポステコグルー監督から高く評価されると、2021シーズン終了後にセルティックへ移籍。再びオーストラリア人指揮官のもと主力選手として活躍し、スコットランド1部リーグをはじめ複数のタイトルを獲得している。　前田の圧倒的なスプリント回数は、現代サッカーにおいて必要不可欠な「攻守の切り替えの速さ」を体現するものだ。ポステコグルー氏が再びセルティックの指揮を執ることになれば、その献身的なプレッシングと高い運動量は、より一層必要とされるだろう。データが示す通り、前田のハードワークは世界最高水準に達しており、今後の戦術次第ではさらに輝きを増す可能性もある。

「J1優勝争いの中…京都サンガFWマルコ・トゥーリオが去就語る「戻りたい」」　　京都サンガ所属のブラジル人FWマルコ・トゥーリオは、チームがJ1優勝争いを繰り広げるなか、自身の去就に言及。Jリーグでのプレーに対する特別な思いにくわえて、ブラジル代表入りを目指していることも明かしている。　ブラジルメディア『torcedores』で10月27日に掲載されたインタビュー記事によると、来日2年目のトゥーリオは「日本にすっかり馴染んでいると感じています」と切り出すと、こう日本での生活やプレーについて語ったという。　「ピッチ上では（京都の）プレースタイルにとてもうまく適応できていますし、ピッチ外でも順調です。家族も元気で幸せです。それが何より大切です。日本で多くのことを学びましたし、これからも学び続けます」　「京都でのトレーニングは非常にハードです。ブラジルでもヨーロッパでも、これまでプレーした中で最もハードなチームだと思います。それに我々外国人選手へのプレッシャーは常に大きく、責任を問われます。しかし、日本のサポーターは温かく迎えてくれ、ブラジルサッカーに情熱を注いでいます。彼らはとても敬意を払ってくれます」　日本、そしてサンガに対する特別な思いを語ったトゥーリオだが、自身の去就を問われると、「（京都移籍前まで）ブラジルであまりプレーしていませんでしたが、ブラジルへ戻りたいです。タイミング次第ですけどね」と、母国復帰の可能性を示唆。「ブラジル代表でプレーしたいと思っていますし、それが僕の夢です」と自身のプロキャリアにおける目標も語ったという。　母国ブラジルのみならず、ポルトガル1部スポルティングCPの下部組織やオーストラリア1部セントラルコースト・マリナーズでのプレー経験もあるトゥーリオ。今季はここまでJ1リーグ戦15試合の出場で6ゴール2アシストをマーク。FWラファエル・エリアスの活躍が目立つ裏で結果を残しているだけに、2025シーズン終了後の去就が気になるところだ。

「元川崎フロンターレ山田新にセルティック監督「納得していない」移籍報道も」　　2025年夏に川崎フロンターレからスコットランド1部セルティックへ完全移籍した日本代表FW山田新は、アルビレックス新潟から加入のDF稲村隼翔と同様、新天地で出場機会が少ない状況。日本代表FW前田大然の負傷離脱もあり、26日開催のスコットランド1部リーグ戦（対ハーツ）で出場する可能性も取りざたされているが、依然としてブレンダン・ロジャーズ監督からの評価は厳しい模様。移籍の可能性も報じられている。　英紙『デイリーレコード』は25日、ハーツ戦で前田、FWアダム・イダなど複数のアタッカーがコンディション不良による欠場見込みだとした上で、「山田に出番があるかもしれない」とリポート。山田は直近数試合でベンチ外が続いており、ハーツ戦でのパフォーマンス次第では評価を上げる可能性も考えられるが、記事では「ロジャーズ監督は毎日トレーニングで山田を見ているが、まだ納得していない」と辛辣な言葉が並んでいる。　そんな山田の去就を巡っては、現地メディア『celts are here』が10月12日に「山田や稲村は出場機会が少なく、期限付き移籍の可能性がある」と報道。『Hit The Byline』は20日に「彼はセルティックにいる他のストライカーとは全く異なるものをもたらす。絶えず走り回り、驚異的なスピードを持ち、素晴らしいスペースを見つけ出す。セルティック在籍時の古橋に似ているのに、ほとんど起用されないのは不思議だ」と指摘している。　セルティックでは山田と同様、稲村も出場機会を得られていない。それだけに、現地メディア『67 Hail Hail』は「セルティックによる才能の無駄遣いだ。この状況が続くと、日本人選手はもうセルティックへの移籍を拒否するだろう」と警告している。　山田にとってハーツ戦は、自身の存在価値を示すラストチャンスとなるかもしれない。限られた出場機会の中で結果を残すことは容易ではないが、ここで輝きを見せられれば、監督の評価や立場を一変させる可能性もある。　一方で、チームとしても日本人選手の能力を正当に評価し、適切に活かす姿勢が問われている。もしこのまま起用機会が与えられない状況が続けば、セルティックにおける日本人選手の信頼構築そのものが揺らぎかねない。

「日本代表の上田綺世がケイン、ハーランド、エムバペと並び欧州得点数で上位に」　　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上田綺世が、欧州主要リーグで高い得点記録を残している。今2025/26シーズンのエールディビジで9試合に出場し、11ゴールを挙げている上田は、欧州ゴールランキングで上位に名を連ねている。　オランダメディア『Voetbal International』は、欧州の主要10リーグにおけるゴールランキングで、上田が第3位に位置していると伝えた。上田の得点数はプレミアリーグのマンチェスター・シティ所属のFWアーリング・ハーランドと同じ11ゴールで、その数字を上回っているのはブンデスリーガのバイエルン・ミュンヘン所属FWハリー・ケインのみである。ケインはブンデスリーガで7試合に出場し、12ゴールを決めている。一方、ハーランドは8試合で11ゴールを記録した。　上田は9試合で11ゴールを挙げ、両者と比べても遜色ない数字を残している。さらに、ラ・リーガのレアル・マドリード所属のFWキリアン・エムバペが10ゴールで続いており、この4選手が欧州主要リーグの得点上位を形成している。　なお、この記事で言及されている「欧州10大リーグ」とは、UEFAランキング上位の主要リーグを指す便宜的な表現であり、公式な区分ではない。　また、PKによる得点を除外した場合、上田とハーランドが欧州主要リーグにおけるトップスコアラーとなる。2人はいずれもPKからのゴールが0であり、すべて流れの中から得点を挙げている。対照的に、ケインの12ゴールのうち4ゴールはPKによるものであり、エムバペも2ゴールをPKで決めている。　上田は今シーズンの得点効率でも高い数値を示しており、713分の出場で11ゴールを記録している。1ゴールあたりの平均出場時間は65分で、ハーランドの62分、ケインの49分に次ぐ結果となっている。

Orion Sa-Solo's EVE StoryA relative asked me to play EVE Online in 2013 and then immediately pushed me into starting an industry corp in High Sec Yulai Heavy Industries. We mined together, built ships and eventually even capitals as we grew into a solid group, then ventured into Null Sec as renters. Over time we drifted apart, and I discovered PvP was what I wanted to do so I shuttered my corp. I eventually found more friends, became a director of Lethal Injection and moved around to multiple groups as we grew; CO2, The Culture, Triumvirate, and Pandemic Legion even dipped my toes into wormholes for a short time (WHs are scary; you really need Rat Jesus). Today I'm having a blast in Faction Warfare with the Minmatar Fleet Alliance. I've experienced all corners of space and I want to carry that breadth of knowledge to help everyone be heard.Areas of ExpertisePvPNull Sec/High SecSmall/Medium/Large gang PvPQualities That Set Me ApartI've flown across just about every region of New Eden, been shot at, and shot just about everyone. I'm a D-tier FC, C-tier nano pilot, and B-tier local trash talker. I understand the perspectives of pilots in High Sec, Low Sec, Null Sec, Faction Warfare, and Wormholes—and I'll make sure all voices are heard and concerns addressed. I'm not tied to anything other than helping CCP and the CSM help to keep making improvements on the game.Why I'm Applying for the CSMEVE and its pilots helped me through some of the toughest parts of my life. I want to give back by improving the game I love. I see room for more content and fresh objectives, and I'm committed to pushing for features that keep players engaged across every space.What Players Can Expect From MeA CSM who listens to every pilot, regardless of playstyle or localeActive relaying of your concerns, ideas, and feedbackAdvocate for new and balanced content in HS, LS, Null, FW, and WHsKey ProposalsNo citadel can be neutral in FW space put it on the line join one or the other.More Carrier/Dread iterationMore mechanics to prevent afk plexingAn in-game Abyssal marketplace the pilots yearn for a market!More dynamic community events that draw pilots out of their usual systems and spotlight every career path

「リバプールのイサクが鼠径部負傷で、ブレントフォード戦出場に疑問符」　　プレミアリーグのリバプールは、UEFAチャンピオンズリーグで10月23日に行われたブンデスリーガのアイントラハト・フランクフルト戦で5-1の勝利を収めたが、その快勝の裏で主力選手に負傷者を抱える結果となったようだ。　リバプールに所属するスウェーデン代表FWアレクサンデル・イサクは、フランクフルト戦で鼠径部を痛め、前半終了時に交代した。クラブは勝利を飾ったものの、リバプールのアルネ・スロット監督は同試合後に「イサクはそれほど悪くないが、次戦はまだ分からない。経過を見よう」と述べ、26日に行われるブレントフォード戦への出場に関して慎重な姿勢を示した。　UKメディア『Daily Mail』によれば、この負傷によりイサクの次戦出場は「疑問視されている」と報じられている。　イサクは今2025年夏に同リーグのニューカッスル・ユナイテッドから移籍金約251億3,145万円でリバプールに加入したが、今2025/26シーズンはここまで公式戦11試合で1ゴールにとどまっている。スウェーデン代表としても結果を残せておらず、新天地でのスタートは苦戦気味だ。　一方、同メディアによると、リバプールではMFライアン・フラーフェンベルフも不調を理由にフランクフルト戦を欠場し、次戦の出場が不透明な状況にある。さらに、DFジェレミー・フリンポンはハムストリングを痛めており、スロット監督は「フリンポンは良い状態ではない。今日も明日も来週もプレーできない。回復には時間がかかる」と説明している。　また、FWモハメド・サラーも直近6試合で無得点と得点力に陰りが見えるが、スロット監督は「サラーがまたゴールを決めることを心配していない。彼は常にそうしてきたし、これから数週間、数か月のうちにまた決めてくれると信じている」と語り、エースへの信頼を示した。

「アーセナル選手が移籍報道を一蹴　「どこにも行かない、クラブでタイトルを狙う」」　　プレミアリーグのアーセナルに所属するブラジル人FWガブリエウ・ジェズスが、自身の将来をめぐる報道に沈黙を破ったようだ。ブラジルへの復帰説が過熱する中で、本人は明確な姿勢を示し、クラブへの集中を強調している。ジェズスは1月のマンチェスター・ユナイテッドとの試合で膝を負傷して以降、長期離脱を余儀なくされており、現在は復帰に向けた最終段階に入っている。　ブラジルメディア『Placar』のインタビューによれば、ジェズスはブラジル1部のパルメイラスやフラメンゴ、グレミオなど複数のクラブと結びつけられてきた移籍報道をすべて否定した。　ジェズスは「今の自分の最大の目標は復帰して良い形でチームに戻ること」と述べ、移籍交渉ではなくアーセナルでの再起に専念していると語った。また、「ミケル・アルテタ監督もクラブの首脳陣も復帰を楽しみにしている。自分がチームの計画から外れているとは思わない。契約は2027年まであり、ここにいる」と語り、移籍の可能性を完全に排除した。　ジェズスは古巣パルメイラスへの愛情も隠さなかった。同選手は「パルメイラスの関心は常にある。彼らからも、僕からもだ」と語りながらも、「正式な話は何もない。それはアカデミー出身者として、いつか戻りたいという夢にすぎない」と説明した。さらに、ブラジルの他クラブでプレーする意向はなく、「心はパルメイラスにしかない」と断言した。　ジェズスはマンチェスター・シティ時代（2017-2022）を含め、プレミアリーグでのプレーが9年目に入り、ケガに悩まされながらも、今2025年夏に加入したMFエベレチ・エゼやFWビクトル・ギェケレシュらとの競争を恐れていないという。　同選手は「ラ・リーガやセリエAの試合はよく観る。どちらのリーグも美しいサッカーをしているが、今の願いはアーセナルでタイトルを獲ること」とも同インタビューで述べ、アーセナルへの強い忠誠心を示した。　これらの発言によって、当面のブラジル復帰の可能性は完全に否定された。噂が続く中でも、ジェズスはアーセナルでの成功を目指し、クラブとともに栄光をつかむことに全力を注いでいるようだ。

「フェイエノールト上田綺世に移籍報道！移籍金18億円超。プレミア勢も関心」　　フェイエノールト所属の日本代表FW上田綺世は、10月19日に行われたオランダ1部リーグ戦でハットトリックを達成。本人がDF渡辺剛に対する感謝のコメントを残した一方で、プレミアリーグ移籍の可能性が取りざたされている。　現地メディア『フットボール・トランスファーズ』は21日、上田のパフォーマンスを特集。オランダ1部リーグでゴールを量産している日本人ストライカ－について、「64分に1ゴールを挙げるほどの好調ぶりだ」と評した上で、「フェイエノールトとの契約は2028年6月まで残っていることにより、彼の移籍金は1040万ユーロ（約18億1,000万円）にまで上昇している」とリポート。「エバートンなどオランダ国外の複数クラブが関心を寄せている」などと、移籍の可能性を報じている。　上田は2024/25シーズン途中までベンチ要員だったものの、ロビン・ファン・ペルシ氏が監督に就任した2025年2月以降はスタメン出場の機会が増加。渡辺が2025年夏にKAAヘントから加入したこともあり、今季はここまでリーグ戦9試合の出場で11ゴールをマーク。オランダ1部リーグの得点王争いに絡んでいる。　森保ジャパンでも絶対的ストライカ－として活躍している上田だが、米メディア『ESPN』のインタビューでは「彼（渡辺）は僕のことを非常によく気にかけてくれています。ここ（オランダ）で一緒に暮らしているからそれが可能なんです。彼は優しい“お兄さん”のようです。外食するときは、彼が奢ってくれます。食事代だけでなく、駐車代もです」などと、先輩に感謝している。　上田はオランダ1部リーグでのゴール量産と渡辺との良好な関係を背景に、フェイエノールトで確かな存在感を示している。その活躍は単なる個人の能力にとどまらず、チーム内での信頼関係や生活面でのサポートが支えとなっていることがうかがえる。一方で、契約の長期性と高額な移籍金により、海外クラブからの関心も高まっており、将来的なプレミアリーグ移籍の可能性は十分に現実味を帯びている。

In episode 223, Coffey talks with Mike Lyons about why hiring for character and behavior often predicts success better than relying on experience or technical skills.They discuss how HR leaders can define and hire for the right character traits by first understanding business strategy (for example, Walmart vs. Nordstrom models); aligning hiring with authentic, observable core values; identifying the specific attitudes and behaviors that make top performers successful in each role; using structured behavioral interviews to identify values; conducting reference checks as investigative conversations rather than formalities; designing realistic job previews to reduce turnover; and maintaining objectivity by keeping character assessments job-related and bias-free.You can access Mike's free library of free downloads to elevate your healthcare clinic from merely OK to excellent here: https://www.seasoned-advice.com/signup-for-free-downloadsGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mike Lyons is the Chief Consultant for Seasoned Advice HR Services, which helps highly motivated healthcare clinics with HR support. He is a frequent presenter at healthcare conferences on the topics of leadership, culture, and employee engagement. He is a graduate of LSU and the University of Illinois and resides in Austin, TX with his wife and kids.Mike Lyons can be reached at https://www.seasoned-advice.com https://www.linkedin.com/in/mikelyonshr https://www.instagram.com/seasonedadviceAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize how strategic alignment clarifies which behavioral traits drive business results.2. Define authentic organizational and role-specific values based on top-performer analysis.3. Apply structured interviews, probing, and reference checks to assess character without bias.

「U15日本代表撃破も！C・ロナウド息子、ポルトガルなど“5か国”の代表選択可能」　　ポルトガル代表FWクリスティアーノ・ロナウド（アル・ナスル）の息子であるロナウド・ジュニアは、2025年5月の国際大会でU15日本代表と対戦したことで話題に。世界屈指の有望株として期待される一方、ポルトガルをはじめA代表チームの選択肢が多いことでも話題を呼んでいるという。　ロナウド・ジュニアは5月、U15ポルトガル代表の一員としてクロアチア開催の国際大会『ヴラトコ・マルコビッチ2025』に参戦。4試合の出場で2ゴールを挙げているほか、日本戦では自身の活躍もあり4-1とチームの勝利に貢献している。　そんなロナウド・ジュニアの今後について、海外メディア『Voetbal』は10月23日に「ロナウドの息子は5か国でプレーすることが許可されている点でユニークだ」とリポート。「父親の出身国であるポルトガルに加えて、さらに4カ国でプレーできる」とした上で、こう伝えている。　「彼はカリフォルニア州生まれなので、アメリカ代表としてプレーする可能性がある。父親のキャリアの影響で育ったスペインや、父親とともにマンチェスターで長年過ごしたイングランドも選択肢の一つだ。母親の故郷であるカーボベルデも選択肢に含まれる」　クリスティアーノ・ロナウドはスポルティングCP、マンチェスター・ユナイテッド、レアル・マドリード、ユベントスと欧州の複数クラブでプレーしてきた。その父親のキャリアと同様、息子も様々な場所で育っただけに、A代表の選択肢が広いとみられる。

In episode 222, Coffey talks with consultant and author LeAnne Lagasse about effective leadership development initiatives and what she calls “congruent leadership.”  They discuss why most leadership training programs fail to deliver ROI; the importance of reverse engineering programs from specific organizational outcomes; the significant impact of frontline managers on employee engagement; the gap between knowledge transfer and skill execution; building programs with practice, peer learning, and self-reflection components; “soft skills” deficits across the workforce; “congruent leadership” as alignment of self-perception and team experience; and the 70-20-10 learning model's impact on development.  You can find LeAnne's new book “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” here https://a.co/d/ehUoYLx  Hardcover: https://www.barnesandnoble.com/w/the-congruent-leader-leanne-lagasse/1148446437?ean=9798999501912   Book website: https://www.thecongruentleaderbook.com   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:  LeAnne Lagasse is the author of “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You.”   LeAnne is also an HR consultant and keynote speaker who helps leaders and organizations improve employee engagement and retention, as well as develop their people managers.   LeAnne is a SHRM-SCP, a Gallup-Certified CliftonStrengths© Coach, and also serves as adjunct faculty at Missouri State University, where she teaches professional communication courses to MBA students.   Before launching her consulting business, LeAnne was a faculty member and the Director of Public Speaking in the College of Media and Communication at Texas Tech University, where she served for 14 years. Alongside her husband, Ben, she is a proud mom to three children and two pet prairie dogs.  LeAnne's book, “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” is available at https://a.co/d/e2vm4d1.   LeAnne Lagasse can be reached at: https://www.leannelagasse.com/  https://www.linkedin.com/in/leannelagasse/  https://www.facebook.com/leannelagasseconsulting   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:   Design leadership development programs that span extended timeframes with multiple learning modalities including peer collaboration, low-stakes practice opportunities, and structured reinforcement rather than relying on one-day events or single webinars. Incorporate self-awareness and reflection exercises into leadership training to help managers identify their natural strengths, biases, and communication tendencies that create barriers to their own success. Implement the 70-20-10 learning model by prioritizing challenging practice exercises (70%), supportive coaching and mentoring relationships (20%), and formal content delivery (10%) to maximize leadership development ROI. 

In episode 221, Coffey talks with Jason Finkelman about the September 2025 presidential proclamation requiring a $100,000 fee for H-1B visa petitions and its potential impact on employers and foreign workers.They discuss the vague proclamation language creating confusion about fee applicability; the H-1B lottery process; how prevailing wage requirements are designed to prevent exploitation; consulting companies farming out H-!B workers; the possible impact on small and medium employers; alternatives to H-1Bs; and what to expect in the spring H-1B lottery.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:Jason Finkelman is an Immigration Attorney working with domestic and foreign businesses, as well as international individuals in a variety of employment-based and family-based immigration matters. He represents U.S. and international companies, entrepreneurs, investors, business-owners, executives, professionals, skilled workers, students, and families in obtaining employment visas, lawful permanent residence ("green cards") and U.S. citizenship. Jason has worked with clients across a number of industries including high-tech, semiconductor, healthcare, higher education, energy, oil and gas, import/export, research, video game, as well as professional athletics, music, and entertainment to help them meet their immigration goals. Jason continues to be at the forefront of immigration law. Please visit www.finkelmanlaw.com for more information on his services.Jason Finkelman can be reached athttps://www.finkelmanlaw.comhttps://www.linkedin.com/in/jasonfinkelman/https://www.facebook.com/finkelmanlawhttps://x.com/FinkelmanLawAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand the H-1B visa framework including the annual lottery system, prevailing wage requirements enforced by the Department of Labor, and the current government fee structure.2. Understand the impact of the $1000,0003. Evaluate alternatives to H-1B visas for utilizing foreign talent.

In episode 220, Coffey talks with Ranya Nehmeh about the challenges and limitations of hybrid and remote work arrangements based on research from their new book "In Praise of the Office."They discuss how initial COVID remote work success masked long-term problems; loss of informal interactions and mentoring for newcomers; reduced collaboration and innovation; proximity bias affecting promotions and performance reviews; employee engagement challenges in hybrid settings; designing hybrid schedules with anchor days and structured meeting protocols; redesigning office spaces for collaboration; why hot-desking raises concerns; and adapting performance management to include helping behaviors and mentoring as measurable KPIs.Resources referenced in this episode include:Ranya Nehmeh and former Good Morning, HR guest Peter Cappelli's new book, In Praise of the Office: The Limits to Hybrid and Remote WorkAnd you can get a preview of their research in the (July–August 2025) Harvard Business Review article, Hybrid still isn't workingWorking From Home, Worker Sorting and Development; David Atkin, Antoinette Schoar, & Sumit Shinde; National Bureau of Economic ResearchEmployee Innovation During Office Work, Work from Home and Hybrid Work; Michael Gibbs, Friederike Mengel, and Christoph Siemroth; University of Chicago—Becker Friedman Institute for EconomicsThe Power of Proximity to Coworkers: Training For Tomorrow or Productivity Today?; Natalia Emanuel, Emma Harrington, & Amanda Pallais; National Bureau of Economic ResearchGood 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:Ranya Nehmeh is a senior HR strategist with expertise in people strategy, HR policy, leadership development, and talent management. She has held key HR roles at the OPEC Fund for InternationalDevelopment in Vienna and the European Central Bank in Frankfurt. She is a lecturer at the University of Applied Sciences for Management & Communication in Vienna and also the author of The Chameleon Leader: Connecting with Millennials (2019).Ranya holds a master's in industrial relations and human resource management from the London School of Economics & Political Science (LSE) and a Doctor of Business Administration from the Swiss Management Center in Zug. Her recent articles, co-authored with Wharton professor Peter Cappelli, include “Hybrid Still Isn't Working” (Harvard Business Review July/August 2025), “Sustainable Agility: How HR Can Survive the Rapid Pace of Change” (People + Strategy Journal, SHRM, July 2024), “It's Time to Do Away with ‘Dry Promotions,'” (Harvard Business Review, July 2024) and “HR's New Role” (Harvard Business Review, May/June 2024 magazine).Ranya Nehmeh can be reached at:https://www.ranyanehmeh.comhttps://www.linkedin.com/in/ranyanehmehhttps://www.facebook.com/ranya.nehmeh/https://www.instagram.com/ranyanehmeh/https://x.com/ranyanAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the impact of fully remote environments on collaboration, innovation, and newcomer integration.2. Implement structured hybrid policies designed to promote collaboration and productivity.3. Redesign performance management systems to include measurable KPIs for mentoring, timely response to help requests, and cross-functional collaboration to counteract the individual contributor mindset that remote work can foster.

Ep 482, pt 1: 00:00 - Swayman comments on preseason performance 10:00 - Will Poitras & Minten be in the Bruins' opening night middle-six FW group? To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Ep 480, pt 2: 00:00 - Thoughts on the battle over Bruins' fourth-line roles 10:30 - Can we write off Lysell being on the Bruins' opening night roster? 18:18 - Mittelstadt, Zacha, Arvidsson 20:00 - Where does Khusnutdinov fit in the Bruins' FW group? To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

「上田綺世のおかげ？渡辺剛を補強したフェイエノールトの手法はアヤックスから学んだ」　　オランダ1部エールディビジのフェイエノールトは、ベルギー1部のセルクル・ブルッヘから、移籍金約1,000万ユーロ（約17億円）で日本代表FW上田綺世を2023年8月に獲得した。だが最初の2シーズンではゴール数が伸びず、批判を受ける場面も多かった。　その一方で、フェイエノールトが日本代表DF渡辺剛を獲得する際には、この上田の存在が大きな役割を果たしたとオランダメディア『voetbalzone』が伝えた。　同メディアによるとオランダのサッカージャーナリスト、ウィレム・フィッサース氏がオランダのESPNの番組『Voetbalpraat』でこの内容を明かしたことを伝えている。　上田は昨2024/25シーズン終了後の今2025年夏の移籍リスト入りしていたが、最終的にロビン・ファン・ペルシ監督がクラブに引き留めた。その結果、上田の残留が渡辺獲得に有利に働いたと同氏は示唆している。　同番組に同席した元アヤックスMFケネス・ペレス氏も、この考え方に同意した。ペレス氏は過去の事例として、FWルイス・スアレス（現インテル・マイアミ）がアヤックスに在籍（2007-2011）していた際に、数年後に同じウルグアイ人であるMFニコラス・ロデイロ（現オーランド・シティ）が加入したケースを挙げた。　この手法を例にとり、ペレス氏は今回のフェイエノールトの渡辺補強の判断も賢い策だと認めつつ、「渡辺は単なる戦略ではなく、本当に優れた選手だ」とも同番組で強調している。　また、フィッサース氏によれば、ファン・ペルシは自身がストライカーとしての経験を持つため、上田に多く関わってきたという。そして現在では、日本語で会話できる仲間（渡辺）ができたことで上田がより明るくなったと語られている。環境が改善されたことが精神面に好影響を与えた形だ。

「アーセナル退団・冨安健洋の過去が話題！アビスパ福岡加入前に「バルセロナ育成組織へ…」」　　アビスパ福岡出身の日本代表DF冨安健洋は2025年7月、プレミアリーグ所属アーセナルを契約解除により退団。FW前田大然ら擁するスコットランド1部セルティック、MF三笘薫擁するブライトンなど複数クラブからの関心が報じられているが、ラ・マシア（バルセロナの育成組織の総称）への加入が幻に終わった同選手の過去がクローズアップされている。　英メディア『ロンドンワールド』は28日、冨安の過去と現在を特集。記事では「かつてバルセロナの下部組織に所属していたトミヤスは、バルサアカデミー福岡校で2年間プレーしていた。ラ・マシアへ加わる話もあったが、最終的にはアビスパへ加入することになった。その後、ベルギーのシント＝トロイデンVVやボローニャでの活躍を経て、22歳のトミヤスはプレミアリーグへのステップを踏むことになった」と、アーセナル加入に至るまでの経緯が記されている。　アビスパ福岡ではなく、バルセロナでキャリアアップする可能性もあったという冨安だが、アーセナルでは度重なる負傷離脱により、本来のパフォーマンスを発揮できなかった。アーセナル退団から数か月が経過しているが、同選手の去就については「ミランが注視しており、セリエA復帰の可能性があると報じられた。ラ・リーガ昇格組のレアル・オビエドも彼の獲得を検討しているという。完全復帰すれば、オファーが殺到することが予想される」と綴られている。　冨安はかつて2018年1月に福岡からSTVVへ移籍。MF遠藤航（現リバプール）やMF鎌田大地（現クリスタル・パレス）ら現在の日本代表の主力選手とともにベルギー1部リーグの舞台で結果を残し、順調にステップアップしていた。　なお、英メディア『ヨークシャーイブニングポスト』は28日、MF田中碧所属のリーズ・ユナイテッドが獲得可能な無所属選手として冨安をリストアップ。『マンチェスターワールド』も、マンチェスター・ユナイテッドに同選手の獲得を勧めるなど、アビスパ福岡出身の逸材に対する注目度は今もなお高い。

「日本代表の上田綺世、フェイエノールトでベンチ待機から得点王へ」　　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上田綺世は、リーグ第7節終了時点で得点ランキング首位に立っている。7試合で6ゴールを挙げ、フローニンゲンのFWブリュニョールブル・ウィルムソンを1点上回った。9月28日のフローニンゲン戦（1-0）でも決勝ゴールを決め、チームに勝ち点3をもたらしている。　2023年夏に上田はベルギー1部セルクル・ブルージュからフェイエノールトへ移籍した。移籍金は800万ユーロ（約14億円）で、当時の移籍金クラブ歴代最高額を更新した。加入当初は期待値が大きかったものの、メキシコ代表FWサンティアゴ・ヒメネス（現ミラン）が不動の1トップを務めていたため、上田は長期間ベンチで出番を待つ状況が続いた。　転機は昨2024/25シーズンの2月、ヒメネスがセリエAのミランへ移籍した時に訪れた。上田はここで真の1トップを任されることになったが、昨シーズン後半戦はまだぎこちない場面も見られた。しかし今2025/26シーズンに入り状況は大きく変化している。NACブレダ、エクセルシオール、スパルタ・ロッテルダム、フォルトゥナ・シッタート、フローニンゲンを相手に立て続けにゴールを記録し、安定感を示している。　上田の決めたゴールはいずれも派手さはなく、世界中で拡散されるようなスーパーゴールではない。しかしストライカーに求められるのはゴールを奪うことであり、上田はその役割を確実に果たしている。右足で3ゴール、左足で2ゴール、さらにヘディングでも2ゴールを記録し、まさに万能型のフィニッシャーだ。　オランダメディア『1908.NL』では上田について、「プレーの幅が広がっている。ポストプレーで身体の使い方が向上し、相手を背負いながら展開を作る動きがスムーズになった。ハードワークを惜しまず、試合を広げる働きもこなし、何よりゴールでチームを勝利に導いている」と評価した。　上田がクラブへの適応に時間を要した時期は過ぎ去り、今の上田はリーグ戦やKNVBカップだけでなく、欧州の舞台や日本代表でも重要な役割を担える存在となりつつあると期待されている。

「ヴァンフォーレ甲府、補強禁止処分が解除！ジェトゥリオの移籍金支払い完了か」　　明治安田J2リーグ所属のヴァンフォーレ甲府には、FIFA（国際サッカー連盟）から補強禁止処分を科されていたが、9月29日までに解除された模様。ブラジル人FWジェトゥリオの移籍金の支払いが完了したとみられる。　甲府は9月24日付けでFIFAの選手登録禁止リスト入り。同日に「国際サッカー連盟(FIFA)からの通達に関する件について」と題した声明を発表し、2022年8月から2023年12月31日までブラジルのトンベンセFCから期限付き移籍で加入していたジェトゥリオの移籍金に関する問題であることを明らかにしていた。　この先3度のウィンドウで新戦力の獲得ができないとみられていただけに、ジェトゥリオの移籍金に関する問題の行方に注目が集まっていたが、30日5時までにFIFAの選手登録禁止リストから除外された模様。FIFAが甲府からトンベンセFCへの移籍金支払いを確認したと考えられる。　なお、ジェトゥリオは右利きの大型ストライカー。トンベンセFCからアヴァイFCやプリメイラリーガ（ポルトガル1部）のFCパソス・デ・フェレイラへレンタル移籍すると、2021シーズンにはブラジル2部リーグで7ゴール5アシストをマークしてアヴァイFCの1部昇格に大きく貢献していた。　2022年1月には日本やUAE国内クラブからのオファーが伝えられる中、ブラジル2部ヴァスコ・ダ・ガマへレンタル移籍。しかし、2022シーズンのブラジル2部リーグ戦で1ゴールにとどまり、シーズン途中でヴァスコ・ダ・ガマとのレンタル契約を解除し、甲府へ加入していた。

「名古屋グランパス、長谷川健太監督の一部発言に批判が！鹿島戦で「ユンカーを…」」　　名古屋グランパスは9月27日に行われた明治安田J1リーグ第32節で、J1首位の鹿島アントラーズに0-4と完敗。FWキャスパー・ユンカーが試合終盤に途中出場した一方、長谷川健太監督の一部コメントに批判の声が挙がっている。　クラブ公式サイトによると、指揮官は試合後の会見で「鹿島との差」について問われると、「攻守における最後のところの厳しさは、『さすが首位を走るチームだな』」と」と切り出し、こう語ったという。　「ここ数試合、失点が減ってきたなかで迎えた試合だったんですが、ミスを逃さないようなチームとの対戦になると、こういう結果になってしまうのかなと。ただ、最後の10分は『追加失点は仕方ない』という覚悟で何とか1点を取りにいこうと思い、キャスパー（ユンカー）を入れました」　このコメントには、Jリーグの事情に精通しているジャーナリストのダニーロ氏が反論。同氏は「もしかすると、名古屋は84分になる前にユンカーを起用すべきだったのではないか？」と首を傾げると、「この長谷川監督のコメントは、試合内容と同じくらいひどいものだ。それに、彼がさらに失点を覚悟していたとは一体どういう意味なのか。これは本当に恥ずかしいことだ」と批判している。　そのユンカーの起用法を巡っては、6月15日に行われたヴィッセル神戸戦でベンチスタートとなった際、スイスやフランスにルーツを持つジャーナリストのリオネル氏が「なぜユンカーにもっと出場機会が与えられないのか」「名古屋はユンカーをスタメンに入れた方が、（チーム全体の）パフォーマンスが上がると思う」などと指摘していた。　ユンカーは2025シーズン開幕前のトレーニングでふくらはぎ肉離れという怪我を負うと、今季ここまでJ1リーグ戦で13試合の出場、スタメン出場はわずか5試合で1ゴール。直近では、8月10日の京都サンガ戦から23日の川崎フロンターレ戦まで3試合つづけてスタメン出場も、出場停止処分等により8月31日のFC東京戦から3試合つづけて出番なし。9月23日のアルビレックス新潟戦、そして鹿島戦と2試合つづけて後半途中からピッチに立っている。

「名古屋グランパスの長谷川監督「たらればになってしまうので…監督の責任だと…」」　　名古屋グランパスはJ1リーグ第32節で、9月27日にホームの豊田スタジアムで行われた鹿島アントラーズ戦に0-4で敗れた。今2025年シーズンのワーストタイの4失点を喫し、ホームで大きな痛手となった。　この試合では、負傷から復帰したMFマテウス・カストロが約3か月ぶりに先発出場。FW山岸祐也を含め6人のメンバーを入れ替えて臨んだ。前半序盤には山岸がGK早川友基との1対1を迎える決定機を作ったものの得点には至らず、その後は鹿島に立て続けにゴールを許して前半を0-2で折り返した。後半も反撃の糸口をつかめず、終盤にさらに2失点を重ねて試合を終えた。　試合後の会見で名古屋の長谷川健太監督は「首位のチームなので思い切っていこうという話をして、前半からアグレッシブに入ってくれた」と振り返り、「チャンスの数はそこまで変わらなかったと思いますが、決めるべきところで決められてしまったこと、逆にこちらが決め切れなかった」と語った。　さらに「たらればになってしまうので何とも言えないんですが、ああいうところで決め切るチームが上位を争っているのかなと思います。決め切れないと、こういう順位になってしまいます。そこの差が出たんじゃないかと思います」とも述べ、敗因を決定力の差に求める姿勢を示した。　一方で指揮官は「たくさんのグランパスファミリーの皆さんが応援に来てくれたなかで勝てなかったのは監督の責任だと思っています」とも明言した。ただし会見で繰り返された「さすが首位を走るチーム」という相手を称える言葉や、「こういう順位になってしまう」という説明は、自らの責任との間にどこか距離を置いた印象を残した。責任を強調しながらも、具体的に責任をどう示すのかが見えにくく、発言全体に曖昧さが漂ったのは否めない。　残り6試合を「残留にフォーカスする」と語った長谷川監督。攻撃面では決定力不足、守備面では連携の乱れといった課題が浮き彫りとなるなか、指揮官が掲げた「責任」という言葉をいかに具体的な結果で裏付けるのか。シーズン最終盤に向け、名古屋の戦いはその真価を問われる局面に差し掛かっている。

In episode 219, Coffey talks with Rose Ann Garza about strategies to personalize employee engagement.They discuss defining engagement as safety and appreciation rather than superficial perks; using the Great Game of Business approach to financial transparency and employee involvement; reducing turnover through cultural changes; prioritizing practical benefits over traditional perks; creating special interest groups beyond typical affinity programs; sourcing engagement ideas through HR office hours and direct employee feedback; addressing soft skills gaps in the emerging workforce; and the importance of trust-building through hands-on leadership presence.Check out Episode 112 of Good Morning, HR featuring Monica Guzmán, author of I Never Thought of It That Way. Her insights on the value of curiosity and conversation when engaging with opposing viewpoints are especially relevant today.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:Rose Ann Garza, SPHR, SHRM-SCP, is the Chief Human Resources Officer for Kerbey Lane. During her time at Kerbey Lane the organization has more than doubled in size and has won several prestigious awards related to their impact within the community and on their team members.Prior to joining Kerbey Lane, Rose Ann built her career in the restaurant and hospitality industry working with Destination Hotel and Resorts and Brinker International.A member of Kerbey Lane's Executive Team, she leads the execution of Kerbey Lane's people strategy as well as builds organizational capability and team member culture to further enable Kerbey Lane's growth and impact.She also serves as the strategic business advisor to senior leadership and the Managing Partners of each location regarding key organizational and management issues.In addition to her role at Kerbey Lane, Rose Ann serves on the SHRM Membership Advisory Council (2025-2026) representing the Southwest Central Region and over 50,000 SHRM Members across ten states. She also serves on the Texas SHRM Board of Directors Executive Council as the Immediate Past State Director.Rose Ann previously served Texas SHRM in the roles of State Director, State Director Elect, Assistant State Director- District Directors and Core Leadership Area Directors, District Director and as the Workforce Readiness Director. Rose Ann has also served her local SHRM chapter, Austin SHRM, as President, President Elect, and Vice President of Programs.In 2024 Rose Ann was named the HR Executive of the Year by Austin SHRM and recently, in June 2025, Rose Ann was honored as the inaugural recipient of the Austin Business Journal's HR Impact Award.Rose Ann received a Bachelor of Arts from Texas State University and a Master of Fine Arts from The University of Texas at Austin.Rose Ann Garza can be reached athttps://kerbeylanecafe.comhttps://www.linkedin.com/in/roseanngarzaAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Implement transparent financial sharing and employee involvement in business decisions to create ownership mentality, teaching financial literacy that benefits both company performance and personal employee development.2. Design engagement benefits that address actual employee needs rather than assumed preferences, focusing on practical support like meal allowances for families instead of traditional corporate perks.3. Establish regular face-to-face contact with frontline employees through scheduled office hours and hands-on work experience to build trust and gather authentic feedback for engagement initiatives.

In episode 218, Coffey talks with Ryan Englin about recruiting and retaining skilled workers in the blue-collar trades, addressing labor shortages, and changing perceptions of trade careers.They discuss the retirement wave with 40% of tradespeople leaving in 7-10 years; barriers to entry including complex licensing requirements and limited apprenticeship slots; shifting cultural attitudes away from trades toward college; recruiting as a marketing activity requiring better messaging; retention problems masquerading as labor shortages; the need for career progression paths and leadership development; creating friction in hiring processes to assess cultural fit; and specialized leadership training approaches for hands-on learners.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:Ryan Englin is passionate about supporting growing businesses, particularly in blue-collar industries, to build amazingly productive companies by hiring the right people.Growing up, he saw his own father working 12-hour shifts and weekends as an owner/operator, witnessing firsthand the struggles that these companies have in hiring quality frontline employees. Ryan was determined to help them find a better way.His company, Core Matters, provides coaching and training on attracting, hiring, and retaining rock star employees. Using his proven process, the Core Fit Hiring System, small and midsize businesses learn how to start hiring better people, faster. With almost a decade in the business, Ryan has worked with over a hundred clients, helping business owners achieve their goals by hiring the right people.Ryan Englin can be reached athttps://corematters.comhttps://linkedin.com/in/ryanenglinAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Reframe recruiting efforts as marketing activities that sell the lifestyle, earning potential, and career advancement opportunities in trades rather than focusing solely on job descriptions and technical requirements.2. Develop comprehensive career progression pathways with clear visual representations showing advancement from entry-level to leadership roles, addressing the retention crisis caused by unclear growth opportunities.3. Design hiring processes that assess cultural fit and behavioral alignment first, using practical tests like punctuality expectations and environment-specific interviews rather than relying solely on technical skills assessment.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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