Podcasts about FW

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.  

「前田大然は技術的には優れていない、元スコットランド代表選手が指摘」　　スコティッシュ・プレミアシップのセルティックに所属する日本代表FW前田大然は昨2024/25シーズン、ここまでのキャリアで最高のシーズンを送り、多方面から称賛を集めた。1月に日本代表FW古橋亨梧（バーミンガム・シティ）が、セルティックを離れたことでストライカーでの起用機会を得た前田は、得点を量産し、昨シーズンは公式戦で33ゴールを記録した。しかし、同僚のFWジョタの長期離脱後に開幕した今2025/26シーズンでは、再び左サイドのポジションに戻っている。　そんな中、スコットランドメディア『67 Hail Hail 』は、元スコットランド代表ロス・マコーマック氏が前田について技術面に関する見解を示した発言を伝えている。　マコーマック氏は「ばかげて聞こえるかもしれない」と前置きしたうえで、昨シーズンのPFA年間最優秀選手を受賞した前田を「技術的には優れていない」と評している。　具体的に同氏は、「前田はインサイドウイングとしても、下がってプレーをつなぐストライカーとしても、技術的に優れているわけではなく、優れたファーストタッチや周囲の状況をよく理解する能力なども備えていない」と述べた。ただし、これは問題視しているわけではなく、あくまでプレースタイルの特徴として語っている。　マコーマック氏はさらに、前田と新たに左サイドで組むことになったDFキーラン・ティアニーとの関係についても言及した。2022年にアンジェ・ポステコグルー前監督の下でセルティックに加入して以来、前田は主にDFグレッグ・テイラー（PAOKテッサロニキ）と左サイドでコンビを組んできた。　しかし、同氏は復帰したティアニーがテイラーとは異なるプレースタイルが特徴だと指摘し、前田はポケットに入り込んだり、ハーフターンでボールを受けてワンツーを繰り出すようなタイプではないため、左サイドでの連係面での変化は避けられないと分析した。

「「移籍するかもしれない」アーセナルから売却される可能性が高いスター選手とは？」　　プレミアリーグのアーセナルのレジェンドであるアラン・スミス氏（1995年引退）が、クラブの今2025年夏の移籍市場での動きについて、新戦力の加入を評価する一方で、今2025/26シーズンの選手構成において出場機会が限られる可能性のある選手について懸念を示した。　UKメディア『Metro』によると、スミス氏が売却の可能性を示唆したのは、クラブに所属するブラジル代表FWガブリエウ・ジェズスだ。同選手は2022年にアーセナルへ加入後、度重なる負傷に苦しみ、ミケル・アルテタ監督の構想において、以前のような存在感を示すのは難しいことが予想される。　今夏のアーセナルはFWビクトル・ギェケレシュを獲得したほか、FWカイ・ハフェルツやFWガブリエウ・マルティネッリ、さらにはMFミケル・メリーノまでもがセンターフォワードのオプションになり得ると伝えられており、ジェズスは序列を下げると予測されている。　スミス氏は同メディアで、「ジェズスは負傷歴を考えると移籍するかもしれない。“ありがとう”と言って送り出し、移籍金を得るという判断もあるだろう。ギェケレシュやハフェルツがいる中で、今シーズンの出場機会は多くないはずだ」と述べた。　全盛期には優れた才能を発揮してきたジェズスだが、負傷歴によるリスクが評価を下げている。　また、アーセナルは8月10日に行われたラ・リーガのアスレティック・ビルバオとの親善試合で3-0と勝利し、新加入のギェケレシュが得点を記録。さらに途中出場のFWノニ・マドゥエケも存在感を示し、攻撃陣の充実ぶりを印象づけた。

On FRIDAY , Seven prominent legacy foundations proposed that the first National Convention, scheduled to be held next weekend from the 15th to the 17 of August , must BE postponed. The Steve Biko Foundation; Thabo Mbeki Foundation; Chief Albert Luthuli Foundation; Desmond and Leah Tutu Foundation; FW de Klerk Foundation; Oliver and Adelaide Tambo Foundation and the Strategic Dialogue withdrew their participation citing that core principles meant to underpin the whole National Dialogue have been violated in the rush to host the gathering. They added that the National Dialogue must be credible, principled, and anchored in public trust. The decision has cast a dark cloud on the much anticipated dialogue. Meanwhile , President Cyril Ramaphosa says there's nothing to worry about and that there's nothing political or untoward about the decision. To unpack this further Bongiwe Zwane spoke to Prof. Bheki Mngomezulu, Director of the Centre for the Advancement of Non-Racialism and Democracy (CANRAD) at Nelson Mandela University and Dr. Nkosikhulule Nyembezi, Policy Analyst and mediator Researcher at Election Monitoring Network

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:

「古橋亨梧のイングランドでの新たな挑戦は、ややもどかしい形で幕を開けた？」　　EFLチャンピオンシップのバーミンガム・シティは今2025/26シーズンの開幕戦で8月9日にイプスウィッチ・タウンと対戦し、1－1の引き分けでシーズンの戦いを始動させた。この試合、MF岩田智輝と日本代表FW古橋享梧の2人の日本人が先発した。　古橋は、今年1月にスコティッシュ・プレミアシップのセルティックから、リーグ・アンのスタッド・レンヌへ移籍したが、同クラブでは出場機会を失っていた。その後、かつてセルティックでアシスタントコーチを務めたクリス・デイビス監督が率いるバーミンガムに今2025年夏に加入し、再起を懸けた新たな挑戦がスタートした。　この試合、古橋の積極的な動きで幕を開けた。開始7分、相手DFを振り切って飛び出し、飛び出してきたGKの頭上を越える巧みなチップシュートを放ちゴールネットを揺らしたが、主審が古橋のDFへのファウルを取って得点は認められなかった。リプレイでは接触はわずかに見え、チームとしても納得のいかない判定だった。　それでも古橋は攻撃の起点として動きを止めず、後半にはゴールポストを直撃するシュートを放ち、そのこぼれ球を味方が押し込んで得点につなげた。公式記録で得点者にはならなかったが、このゴールは古橋の動きによって生まれたものだった。　また、古橋のこの試合を通して見せた鋭い動きと得点への執念は、デイビス監督にとって心強い戦力であり、セルティックのサポーターにとっては喪失感を新たにするものだったとスコットランドメディア『Celts Are Here』が報じた。　さらに同記事では、古橋がセルティックを離れてから7か月が経過したが、クラブは依然として彼の代役を見つけられていないとも綴っている。

「PSG、リバプール関心のバルコラ退団なら後釜にレアルFWロドリゴを狙う？」　　パリ・サンジェルマン（PSG／フランス1部）は、昨季のリーグ・アンとチャンピオンズリーグ（CL）を制覇。今夏に開催されたクラブ・ワールドカップ（CWWC）では決勝戦でチェルシー（イングランド1部）に敗れていた。　そのPSGでは昨季の公式戦64試合に出場して21ゴール21アシストの好スタッツを残したフランス代表FWブラッドリー・バルコラに退団の可能性が浮上。日本代表MF遠藤航が在籍し、昨季のプレミアリーグ王者に輝いたリバプール（イングランド1部）が関心を持っているとみられている。　移籍市場に精通するイタリア人ジャーナリストのファブリツィオ・ロマーノ氏によれば、PSGはバルコラが退団した場合の後釜としてレアル・マドリード（スペイン1部）でプレーするブラジル代表FWロドリゴ・後エスの獲得に興味を持っているという。　そのロドリゴはカルロ・アンチェロッティ前監督体制で主力だったものの、シャビ・アロンソ新監督体制では序列が低下。今夏に開催されたクラブ・ワールドカップではベンチスタートが大半となっており、条件次第ではマドリードも放出を容認すると報じられている。　トッテナム・ホットスパー（イングランド1部）やリバプール（同1部）などからの関心も浮上しているロドリゴ。自身が希望する左ウイングにはブラジル代表FWビニシウス・ジュニオールが確固たる地位を築いているなかで、ロドリゴはどのような決断を下すのだろうか。

「アーセナルのサリバとロドリゴのスワップ移籍をレアル・マドリードが検討か」　　プレミアリーグのアーセナルで守備の要を担うフランス代表DFウィリアン・サリバの周辺が慌ただしくなっているのかもしれない。　スペインメディア『Defensa Central』によると、ラ・リーガの強豪レアル・マドリードは今2025年夏、サリバの獲得を視野に入れ、クラブに所属するブラジル代表のFWロドリゴを交渉材料とするスワップ移籍を検討しているという。　サリバはアーセナルとの契約を2027年6月末まで残しており、同クラブが放出に応じるには説得力のある条件が必要とされる。　同選手は昨2024/25シーズンの全コンペティションで51試合に出場し、2ゴールを記録した。クラブのミケル・アルテタ監督の下、最終ラインの中央で安定したパフォーマンスを続け、リーグ戦では62回のタックル、25回のブロック、21回のインターセプトを成功させた。さらに、パス成功率94.3％と高精度のビルドアップも見せ、攻守両面でチームに貢献した。　サリバは鋭いタックルと的確なチャレンジで相手の攻撃を阻止できる守備力を備え、相手が攻勢に出ている時にはピンチをしのぎ、パス成功率が示す通り、自陣からの組み立ても得意としている。トップレベルでの豊富な経験を持つ同選手は、マドリードでも早期に順応できる可能性が高いとUKメディア『The 4th Official』は伝えている。　もしサリバがマドリードへ加入となると、シャビ・アロンソ監督の守備陣にさらなる強靭さと安定感を加えることが予想される。24歳とこれから全盛期を迎えるであろうサリバは、長期的な戦力としても価値が高く、複数の主要タイトルを狙うマドリードにとって理想的な補強候補といえるだろう。

「アーセナル、 20ゴールのスター選手獲得か、約87億円で横取りを計画中」　　今2025年夏にプレミアリーグのアーセナルは6選手を獲得し、前線にはFWビクトル・ギェケレシュとFWノニ・マドゥエケを加えるなど補強を進めている。移籍市場の期限までに、さらに攻撃陣の補強を行う可能性があると様々なメディアで伝えられている。　イタリアメディア『Corriere della Sera』によれば、アーセナルはセリエAのアタランタ所属のFWアデモラ・ルックマン獲得を巡り、同リーグのインテルの動きを阻止する可能性があるという。　インテルは既にアタランタにボーナス込みの総額3,900万ポンド（約77億3,761万）のオファー提示したが、アタランタに拒否されている。左ウイングの補強を優先しているアーセナルは8月中に約4,400万ポンド（約87億3,026万円）の条件で交渉に臨む可能性があるとUKメディア『Football Talk』が伝えた。　ルックマンはセリエAで高い評価を受けているFWで、昨2024/25シーズンは全公式戦20ゴール7アシストを記録し、アタランタを再びUEFAチャンピオンズリーグ（CL）出場へ導いた。同選手は現クラブを離れ、より大きな挑戦を望んでいるようだ。　一度オファーを拒否されたインテルは現時点で新たな提案を行っておらず、左ウイングの選手をまだ補強していないアーセナルにとって、この状況は好機となり得る。　ルックマンは左サイドでのプレーを好み、カットインやスピード、ドリブルに加え、パスセンスも優れており、FWガブリエウ・マルティネッリやMFレアンドロ・トロサールとは異なる特徴で、アーセナルの攻撃幅を広げる存在と期待されている。

「レレの名古屋退団がフライング発表…FIFA規定で出場不可も母国復帰「デビューの可能性」」　　ブラジル人FWレレは2025年夏、同国1部フルミネンセから名古屋グランパスへ期限付き移籍も、FIFA（国際サッカー連盟）の規定により、公式戦でのプレーが不可。名古屋は8月9日時点でレレの今後について声明を発表していないが、ブラジル2部アトレチコ・ゴイアニエンセが同選手の獲得を公式発表している。　レレが名古屋を退団する可能性は、ブラジル『365スコア』は7月25日に報じていたほか、『ge』は8月5日に「レレは6日にアトレチコ・ゴイアニエンセと正式契約を結ぶ予定」とリポート。「レレは1シーズンでプレーできるクラブ数に制限があるため、アトレチコ・ゴイアニエンセでプレーするための許可を待っていた」「アトレチコ・ゴイアニエンセの会長によると、レレがプレーすることについて、すでにスポーツ高等司法裁判所（STJD）からの許可が下りている」と、母国復帰後に公式戦のピッチに立つ可能性もあわせて伝えていた。　すると、アトレチコ・ゴイアニエンセは8日、レレをフルミネンセから期限付き移籍により獲得したと公式発表。現地メディア『mais Goias』は「登録問題によりFIFAの妨害を受け、日本では失敗に終わった」とした上で、「選手登録手続きが完了したレレは、すでにコーチングスタッフの指揮のもと、チームに合流。次の試合でデビューする可能性がある」と伝えている。　レレの公式戦出場可否を巡っては、名古屋はリオデジャネイロ州選手権がFIFAの認める公式戦に該当しないという認識を示していたが、FIFAは州選手権が公式戦に該当すると判断。選手のシーズン中の移籍に関して、登録自体は最大3クラブであるものの、その期間は2クラブでしか公式戦に出場できないという規定により、名古屋でのプレーは不可となった。　このFIFAのジャッジにもかかわらず、レレを公式戦でプレーさせようとするアトレチコ・ゴイアニエンセの姿勢には、名古屋サポーターをはじめ多くの日本のサッカーファンが疑問を抱くはず。母国で再び公式戦のピッチに立ち、FIFAからの処分が無いとなれば、不満の声が挙がるだろう。

「大分OB、富山FWゴールでオフサイドの可能性指摘！J2以下のVAR導入論白熱」　　明治安田J2リーグ第25節の大分トリニータ対カターレ富山が、8月9日に開催。富山所属FW古川真人による同点ゴールのシーンを巡り、直前にオフサイドがあった可能性が指摘されているだけに、J2にもVAR（ビデオアシスタントレフェリー）の導入が求められそうだ。　1-2と富山ビハインドで迎えた後半8分、自陣センターサークルからのロングボールに反応。最終ラインの背後のスペースに抜け出すと、相手GKとの1対1でシュートをゴールマウス左隅に突き刺した。ただ、自陣から浮き球の縦パスが供給される際、同選手がすでにオフサイドポジションにいたように見えるだけに、インターネット動画配信サービス『DAZN』で解説を担当していた大分OBの増田忠俊氏は「ちょっと出ているようには見えましたけど…」と、オフサイドの可能性を指摘している。　また、XではDAZNの中継映像から古川のゴールシーンのみを切り取った動画が拡散。増田氏の私見と同じく、直前にオフサイドがあったという意見が相次いでいるほか、J1のみならずJ2以下のカテゴリーでもVARの導入が必要との声も挙がっている。　J2でVARを導入する必要性を巡っては、モンテディオ山形、ジェフユナイテッド千葉、柏レイソル、松本山雅、愛媛FCのOBである高木利弥氏も、同様の持論を展開。8月2日の時点で「事情はわからないけど J2.J3もVARつけて」とXでポストしていた。　各スタジアムへの機材導入に多額の費用がかかること、新たに審判員を確保する必要性といった観点から、J2でのVAR導入が現時点で難しいという意見があることは、多くのファン・サポーターが承知している。ただ、VARが導入されていたら防げた誤審が相次いでいるだけに、VAR導入待望論はより一層高まるだろう。

「バイエルン、チェルシー退団間近のジャクソンを調査？評価額は約111億円」　　バイエルン（ドイツ1部）は昨シーズン、バンサン・コンパニ監督のもとでブンデスリーガのマイスターシャーレを2年ぶりに奪還。新シーズンに向けて左ウイングの補強が難航していたものの、最終的にリバプール（イングランド1部）からコロンビア代表FWルイス・ディアスの獲得に成功している。　そのなかで、ドイツ『スカイ・スポーツ』で記者を務めるフロリアン・プレッテンベルク氏によれば、バイエルンはチェルシー（イングランド1部）でプレーするセネガル代表FWニコラス・ジャックソンについての紹介を行ったという。　バイエルンは、ジャクソンについての現状、価格、条件などについてを調査。ニューカッスル・ユナイテッド（イングランド1部）も本格的に関心を示しているセルガル代表FWは、今夏にブラジル代表FWジョアン・ペドロとイングランド人FWリアム・デラップを獲得したチェルシーからの退団が間近であり、6500万ユーロ（約111億5,000万円）と評価されているようだ。　ジャクソンはビジャレアル（スペイン1部）から2023年夏にチェルシーへ加入。爆発的なスピードやポジショニング能力の巧みさを武器に昨季もプレミアリーグ30試合で10ゴール5アシストを記録するなど、2年連続でリーグ戦2桁ゴールを達成していた。　なお、バイエルンは現時点でシュトゥットガルト（ドイツ1部）でプレーするドイツ代表FWニック・ウォルトメイドの獲得に焦点を当てているとのこと。様々な憶測が飛び交うなかで、バイエルンはジャクソンについての情報を集めただけにすぎないようだが、どのよううな結末が待っているのだろうか。

「アーセナル、新加入選手の課題に早くも直面か」　　プレミアリーグのアーセナルは、ホームのエミレーツ・スタジアムで8月7日に行われたラ・リーガのビジャレアル戦で2-3の敗戦を喫した。　この試合でアーセナルは、今2025年夏に加入したFWビクトル・ギェケレシュの課題に直面した。高額で加入したストライカーはこの日がチームでの初先発となった。　UKメディア『Mirror』は、同選手について、試合開始直後に、力強い突破とカットバックで観客を沸かせたものの、試合を通して十分なチャンスもスペースも得られなかったと分析。　さらに数少ない好機も相手の守備に阻まれ、オーバーヘッドキックを試みる場面はあったが得点には至らず、FWガブリエウ・マルティネッリやFWブカヨ・サカとの連携構築には時間がかかるとの見方を示した。　アーセナルは今夏に加入したMFクリスティアン・ノアゴールがコーナーキックから移籍後初得点を挙げた。そして後半には注目の15歳MFマックス・ダウマンが投入され、正確な足技と鋭いドリブルで存在感を発揮。MFマルティン・ウーデゴールが決めたPKを獲得するなど、繊細なタッチや爆発的な加速で観客を魅了した。　ダウマンはサカとのポジション争いが予測されるが、将来性は十分だと同メディアは伝えた。　一方で、この試合17分には元アーセナル（2019-2023）の選手で現在はビジャレアルに所属するFWニコラ・ペペが先制点を奪った。アーセナル在籍時には失敗補強と見なされたペペが、皮肉にもマルティネッリよりも鋭さを見せた。

「浦和レッズ移籍消滅…レンタル料で1億円超！クラマーが中東移籍合意」　　Jリーグ移籍の可能性がほぼ消滅した。トルコ1部コンヤスポル所属のスロベニア代表FWブラジュ・クラマーは以前、浦和レッズからの関心が報じられていたが、中東移籍が決定的だという。　クラマーの去就を巡っては、トルコメディア『ハキミエット』が6月7日に浦和からの関心を報道。残留の可能性も取りざたされたが、『pusulahaber』は6月18日に「クラマーはコンヤスポルでプレーを続けるつもりはない。クラブは財政悪化により、彼を放出候補に含めた。退団という決定が下されている」と報じるとともに、スロベニア代表での出場機会を増やすことを目的に、母国復帰を望んでいる本人の意向もあわせて伝えていた。　またコンヤスポル幹部は8月3日、『TV Nalcacililar』のインタビューで、サウジアラビア国内クラブからの期限付き移籍によるオファーの存在を明かした上で、「提示額が非常に低い」とコメント。同クラブが移籍金を400万ユーロ（約6億8,900万円）に設定した可能性も取りざたされたが、レンタル移籍での放出により決着する見込みだという。　トルコ『Yeni Haber Spor』は7日に「クラマーはサウジアラビア1部アル・アフドゥードゥへの期限付き移籍で合意」と報道。レンタル料は75万ユーロ（約1億3,000万円）にのぼるが、買い取りオプションの有無には触れられていない。　現在29歳のクラマーは身長191cmで右利きのストライカ－。2017年夏から2シーズンにわたりブンデスリーガ所属ボルフスブルクのセカンドチームに在籍していたほか、2022年7月から2024年8月にかけてはポーランド1部レギア・ワルシャワでプレー。日本代表MF森下龍矢とともに攻撃陣をけん引も、2024年3月以降は骨折により長期離脱を強いられていた。　そのワルシャワで結果を残せず、2024年9月にコンヤスポルへ移籍したが、新天地では絶対的ストライカ－として活躍。2024/25シーズンのトルコ1部リーグ戦22試合のスタメン出場で9ゴール3アシストと結果を残していた。

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.

「ソン・フンミン、MLS史上最高額の移籍金でトッテナムからロサンゼルスへ」　　韓国代表のFWソン・フンミンがアメリカ・メジャーリーグサッカー（MLS）のロサンゼルス・フットボールクラブに加入し、現地8月6日にBMOスタジアムでの記者会見に出席した。　会場にはアメリカと韓国のメディアやファンに加え、ロサンゼルスのカレン・バス市長も姿を見せた。ソンは「勝つために来た」と会見で語り、新天地での活躍に意欲を見せた。　アメリカのメディア『ESPN』と『The Athletic』によると、ロサンゼルスは、ソンの獲得に際して2,600万ドル（約38億3,522万円）の移籍金を支払ったとされており、MLS史上最高額になると様々なメディアで報じられている。　この移籍金は、2024年にMLSのアトランタ・ユナイテッドが、FWエマヌエル・ラッテ獲得の際にイングランド2部（EFLチャンピオンシップ）のミドルズブラへ支払った2,200万ドル（約32億4,413万円）を上回る数字と報じられている。　ソンはトッテナムで10シーズンにわたり活躍し、公式戦454試合に出場して173ゴール101アシストを記録。クラブ史上5位の得点記録を残しての退団となった。昨2024/25シーズンはUEFAヨーロッパリーグ（EL）を制し、クラブの17年ぶりのタイトル獲得にキャプテンとして貢献した。　記者会見では、ソンがロサンゼルスを選んだ背景についても明かされた。クラブの共同代表兼ゼネラルマネージャーであるジョン・ソーリントン氏との最初の電話が、移籍の決め手になったという。「最初は移籍の選択肢に入っていなかったが、彼が心を動かしてくれた」とソンは会見で語った。　また、ロサンゼルスにはトッテナムの元同僚GKウーゴ・ロリスもおり、再会を喜ぶコメントも残している。ソンは、ロリスとの会話が移籍決断の後押しになったことも認めている。　この移籍には、ロサンゼルスに多く在住する韓国系住民からも大きな期待が寄せられており、空港には大勢のファンが詰めかけ、応援メッセージや韓国国旗を掲げて歓迎したとインドメディア『NDTV Sports』が伝えた。　ロサンゼルスは現在、MLS西地区で6位につけており、ソンの加入で今後の巻き返しが期待されている。

「巻き返し図るマンU、次は三笘薫同僚のブライトンMFバレバをロックオンか」　　マンチェスター・ユナイテッド（イングランド1部）は昨季のプレミアリーグでクラブ市場史上最低の15位でフィニッシュ。エリック・テン・ハグ前監督からのバトンを受け取ったルベン・アモリム監督も最後まで立て直すことはできなかった。　2年連続で低迷しているユナイテッドは巻き返しを目指す今季に向けて、大金を投じてブラジル代表FWマテウス・クーニャとカメルーン代表FWブライアン・ムベウモを獲得。さらに、ライプツィヒ（ドイツ1部）でプレーするスロベニア代表FWベンヤミン・シェシュコの獲得も決定的な状況となっている。　そのなかで、ユナイテッドは次なる補強として中盤強化を目指しており、移籍市場に精通するイタリア人ジャーナリストのファブリツィオ・ロマーノ氏によれば、ブライトン・アンド・ホーブ・アルビオン（イングランド1部）でプレーするカメルーン代表MFカルロス・バレバの獲得に興味を持っているという。　ユナイテッドはすでに選手陣営とコンタクトを取っており、バレバは移籍の可能性を閉ざしていないことから個人条件での合意は問題ないと考えている模様。しかし、日本代表MF三笘薫が在籍するブライトンはカメルーン代表MFをアンタッチャブルな存在だと考えていることから交渉は一筋縄ではいかないとみられている。　2022年1月にリール（フランス1部）の下部組織に加わったバレバは、その半年後にトップチームデビューを果たすと、2023年夏にブライトンへ完全移籍。高いボール奪取能力お豊富な運動量を武器に昨季はプレミアリーグ34試合で3ゴールを記録していた。

「レアル・マドリードが衝撃の決断、ロドリゴのアーセナル移籍に影響か？」　　ラ・リーガの強豪レアル・マドリードに所属するブラジル代表FWロドリゴがチーム内で苦しい状況に置かれているのかもしれない。今2025/26シーズンに向けた構想の中で、同選手が第一選択肢から外れつつある状況が伝えられた。　UKメディア『Football London』は、ロドリゴの将来に関する最新動向を伝える中で、マドリードが「衝撃の決断」を下したと報道した。それは、クラブに所属する21歳のFWゴンサロ・ガルシア・トーレスを今後レンタル移籍の対象とはせず、トップチームの一員として正式に起用していく方針を固めたというものだ。　FIFAクラブワールドカップ2025での活躍を経てシャビ・アロンソ監督の信頼を勝ち取ったガルシアには、背番号9の授与や新契約締結の可能性も浮上していると同メディアは伝えた。　こうした中で、ロドリゴはますます厳しい立場に置かれている。アロンソ監督の下で出場機会が限られ、クラブW杯でも控えに甘んじた。チームの攻撃陣にはFWビニシウス・ジュニオールやFWキリアン・エムバペに加え、MFブラヒム・ディアス、さらにFWエンドリックらもおり、ポジション争いは熾烈を極めている。　ロドリゴには、プレミアリーグのアーセナルのほか、リバプールやトッテナム・ホットスパーが関心を寄せていると噂されている。　同メディアによると、マドリードは安易な放出を望んでいないが、移籍金7,800万ポンド（約155億5,216万円）の引き下げには応じる可能性があるという。一方でロドリゴは自身のSNS上でプレシーズンの合流を報告し、「休暇終了。頭の中はスッキリ。これから多くの任務が待っている」と投稿するなど、残留に前向きな姿勢も見せている。

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.

「日本代表入りも？リトバルスキー息子にJリーグ移籍浮上「日本でチャンスを」」　　日本とドイツのハーフであるFWルシアン・リトバルスキーに、Jリーグ移籍の可能性が浮上。元横浜FC、アビスパ福岡監督であるピエール・リトバルスキー氏の息子は現在フリーだが、今後の動向やパフォーマンス次第では将来的な日本代表入りも期待される。　横浜市出身で現在22歳のルシアンは、右利きのアタッカー。ブンデスリーガの名門ボルフスブルクでキャリアをスタートも、同クラブでトップチーム昇格を果たせず、2022年夏にグロイター・フュルトへ移籍。ただフュルトでもトップチームでの出場機会はなく、2024年夏にFCヴィクトリア1889ベルリンへ加入。4部リーグ戦27試合に出場したが、1シーズンで退団している。　そんなルシアンは現在、ドイツ選手組合による無所属選手のトレーニングに参加しているが、ドイツ『weser-kurier』は8月6日に「ドイツのSVアトラス・デルメンホルストはルシアン・リトバルスキーを獲得することができなかった」とリポート。これによると、同クラブのスポーツディレクターは取材で「残念ながら、ルシアンの獲得は実現しなかった。彼は日本でチャンスを掴みたいと考えている。これが彼のキャリアプランであり、最終交渉で彼から我々に伝えられた」とコメント。ルシアンは父親と同じく日本でプレーすることを望んでいるという。　父親で元西ドイツ代表のピエール・リトバルスキーは、かつてジェフユナイテッド市原（現ジェフユナイテッド千葉）やベガルタ仙台の前身であるブランメル仙台でプレー。2度にわたり横浜FCを率いたほか、2007年から2008年7月まで福岡を指揮。日本の馴染む深いサッカー関係者として知られている。　なお、ルシアン・リトバルスキーはこれまで一度もドイツA代表に招集されていない。22歳と若いだけに、この夏にJリーグクラブへ加入し、日本でブレイクを果たすとなれば、日本サッカー協会（JFA）から声を掛けられる可能性も考えられる。

「横浜FMに痛手か？ヤン・マテウスがエジプトの強豪クラブへの移籍が初期合意と報道」　　J1の最下位（20位）に沈んでいる横浜F・マリノスは、7月17日にシンガポールプレミアリーグ（SPL）ライオン・シティ・セーラーズにエースFWアンデルソン・ロペスが移籍したが、助っ人の流出がまだ続くのかもしれない。　エジプト・プレミアリーグの強豪アル・ザマレクが、横浜FMに所属するブラジル人ウインガー、FWヤン・マテウスの獲得で合意に達したと、エジプト発の英語スポーツメディア『KingFut』が報じている。　同メディアが、複数の報道を引用したところによると、ザマレクとマテウスの間で今2025年夏の移籍市場中の移籍実現に向けた初期合意が成立したという。　この移籍の噂は、クラブが8月5日にベルギー1部のシャルルロワから獲得したFWオデイ・ダバーに続くもので、ザマレクは今2025/26シーズン開幕に向けてチームを全面的に再構築する方針のもと、今夏の移籍市場で勢いを緩める様子はない。　ただし、マテウスの加入は、チュニジア人ウインガー、FWアハメド・ジャフェリの退団が前提条件となっているようだ。　同メディアによると、もしザマレクにマテウスの加入が決まれば、クラブが今シーズンすべての大会で戦う上で大きな戦力となることは間違いないと期待を込めている。　マテウスは、2022年に横浜FMに加入。J1の舞台では、2022シーズン途中での加入ということもあり5試合1ゴールだったが、2023シーズンに頭角を現し、32試合に出場し6ゴール11アシストをあげると、昨2024シーズンも35試合に出場し5ゴール8アシストを記録。　今2025シーズンもここまで22試合に出場し5ゴール3アシストを記録しており、移籍が決まれば横浜FMにとっては痛手となりそうだ。

「ウェステルローがFC東京DF木村誠二を獲得したワケ「松尾佑介は失敗したが…」」　　元ガンバ大阪所属FW坂本一彩を擁するベルギー1部KVCウェステルローは、FC東京からパリ五輪U23日本代表DF木村誠二を獲得することで合意。FW松尾佑介（現浦和レッズ）を含めて日本人選手の獲得が相次いでいるが、木村の海外移籍の裏側を現地メディアが報じている。　ベルギー『GVA』は8月6日、木村のウェステルロー加入を報じると、「彼はスピードが豊富で賢い」と同選手のクオリティーを絶賛。その一方で「守備面の安定性をさらに高めなければならない」と、ベルギー1部リーグで成功するための改善点を指摘している。　さらに記事では「ウェステルローは松尾が失敗に終わったものの、日本市場に目を向け続けた。その結果、G大阪から獲得した坂本は成功を収めている」などとリポート。日本の移籍市場に対する関心を継続したことが、木村の発掘や獲得に繋がったとの見解を示している。　松尾は2023年1月、浦和からウェステルローへ期限付き移籍。海外挑戦1年目はベルギー1部リーグ戦14試合の出場でノーゴール。2023/24シーズンもリーグ戦15試合の出場で無得点。レギュラーに定着することはできず、わずか1年で浦和へ復帰した。　一方、坂本は2025年1月にG大阪からウェステルローへ期限付き移籍。1月19日のアントワープ戦でデビューを果たすと、デビュー2戦目で早くも移籍後初ゴール。その後はほぼ全試合でスタメン出場して5ゴールと結果を残すと、完全移籍へ移行。ウェステルローと新たに3年契約を結んでいる。　FC東京で出場機会に恵まれなかったものの、2024年にFC東京からサガン鳥栖へ期限付き移籍がキャリアのターニングポイントになった木村。2024年4,5月開催のAFC U23アジアカップ兼パリ五輪予選4試合でフル出場し、2ゴールを挙げ、パリ五輪本大会でも存在感を発揮しただけに、新天地での活躍が期待される。

「川崎フロンターレ、“意味深投稿”マルシーニョら2選手残留へ！」　　川崎フロンターレ所属のブラジル人FWマルシーニョには、移籍の可能性が報じられたほか、本人のインスタグラム投稿にも注目が集まっていたが、少なくとも2025シーズン終了後まで残留する見込み。DFジェジエウも引き続き川崎でプレーする見込みだ。　マルシーニョの去就を巡っては、ブラジルの移籍市場に精通しているジャーナリストのカイオ・セザール氏が7月30日に同国1部セアラーSCからの関心をリポート。選手サイドの意向について「彼は2025シーズン中の母国復帰の可能性を否定しておらず、選択肢のひとつに含めている」と伝えていた。　母国復帰の可能性が報じられた直後、マルシーニョは川崎のユニフォームを身にまとう自身の姿をインスタグラムにアップすると、「私は毎日、自分の人生とこれまでに手に入れたすべてのものに感謝している。そして未来にはさらに大きな達成が待っていると信じている」とポスト。ネット上では、この投稿内容が退団を示唆するものという憶測が駆け巡っていた。　そんななか、本人は4日に再びインスタグラムを更新。トレーニングウェアでジェジエウ、通訳担当である中山和也氏とのスリーショットをアップすると、「ここから反撃開始」と日本語でポストしている。この投稿が2025シーズン後半戦も川崎でプレーすることを意味するとみられるだけに、ブラジル人2選手の川崎残留は濃厚だ。　なお川崎は先日、セルビア1部FKヴォイヴォディナ・ノヴィ・サドからFWラザル・ロマニッチ、クロアチア1部ハイドゥク・スプリトからDFフィリップ・ウレモヴィッチを獲得。外国人の出場枠を巡る競争は激化するが、それでもマルシーニョとジェジエウが川崎にとって必要不可欠な戦力であることに変わりはない。

「アトレティコ、ミロー獲得失敗濃厚でナポリFWラスパドーリを狙う？」　　アトレティコ・マドリード（スペイン1部）は昨季のラ・リーガで一時は首位に立つなど絶好調だったものの、最終的に3位フィニッシュ。今夏にアメリカで開催されたクラブワールドカップではグループステージ敗退に終わっていた。　巻き返しを目指す新シーズンに向けて、アトレティコはすでにスペイン代表MFアレックス・バエナやアメリカ代表MFジョニー・カルドーソ、アルゼンチン代表FWティアゴ・アルマダを補強。さらに、サウジアラビア移籍が頓挫していたスロバキア代表DFダビド・ハンコも急転直下での獲得に成功している。　今夏に積極補強補強を敢行しているアトレティコは、シュツットガルト（ドイツ1部）でプレーするU-23フランス代表MFエンゾ・ミロー（23）の獲得を目指しているとみられていた。しかし、同選手はアル・アハリ（サウジアラビア1部）への移籍が決定的な状況となっている。　そのなかで、イタリア『カルチョ・メルカート』によれば、アトレティコはミローの代替案としてナポリ（イタリア1部）でプレーするイタリア代表FWジャコモ・ラスパドーリ（23）の獲得を目指す模様。ナポリは同選手に関して売却する意思はないものの、3500万ユーロ前後のオファーであれば応じる可能性もあるようだ。　イタリア代表として40試合で9ゴールを記録するラスパドーリは2022年夏に下部組織からプレーしたサッスオーロ（イタリア1部）を離れてナポリへ完全移籍。昨季はセリエA26試合で6ゴールを記録してクラブのセリエA制覇に貢献していた。

「ユベントス、守田英正相方のヒュルマンド獲得に本腰？障壁は移籍金」　　ユベントス（イタリア1部）は昨季チアゴ・モッタ前監督体制でスタートしたものの、勝ちきれない試合が続いたこともあり、シーズン途中に解任。イゴール・トゥドール監督がバトンを受け継ぎ、最終的にセリエAで4位フィニッシュを果たして今季のチャンピオンズリーグ（CL）出場権を獲得した。　巻き返しを目指す今季に向けて、イタリア『ガゼッタ・デッロ・スポルト』によれば、ユベントスは日本代表MF守田英正の相方であるスポルティングCPでプレーするデンマーク代表MFモルテン・ヒュルマンドの獲得に興味を持っているという。　そのヒュルマンド獲得に向けてユベントスは移籍金4000万ユーロ（約68億3,000万円）＋ボーナスという条件での交渉をスタートさせたいと考えている模様。しかし、スポルティングは今夏にスウェーデン代表FWビクトル・ギョケレシュをアーセナルに売却したことから資金面で困っておらず、契約解除金の6000万ユーロ（約102億5,000万円）を求めているようだ。　ユベントスは昨夏に獲得したものの、チームにフィットしきらなかったブラジル代表MFドウグラス・ルイスを売却して資金を手にしたいと考えていると考えている模様。しかし、現時点でプレミアリーグ復帰に向けた具体的な交渉は行われていないようだ。　高いパス技術で試合を組み立てることを得意としているボックス・トゥ・ボックス型のヒュルマンドは、レッチェ（イタリア1部）でのプレー経験もあることからセリエAへの復帰に意欲的だという。同選手はユベントスからのオファーを歓迎しており、年俸アップと2030年夏までの長期契約に好印象を持っているようだ。

「マンUのフェルナンデスとエバートンのエンディアイエが乱闘寸前の小競り合い」　　8月4日にアメリカのアトランタで行われたプレミアリーグ・サマーシリーズの一戦、マンチェスター・ユナイテッド対エバートンは、2-2の引き分けに終わった。ユナイテッドはこの結果により、ウェストハム・ユナイテッド戦（2-1）およびボーンマス戦（4-1）での勝利を含め、当シリーズ優勝を果たしている。　この引き分けに終わった試合中には、ポルトガル代表でユナイテッドの主将MFブルーノ・フェルナンデスと、セネガル代表でエバートンのFWイリマン・エンディアイエが、ピッチ中央付近で激しい衝突を起こした。　問題の場面は、後半エバートンが2点目を決める直前に発生。フェルナンデスがボールを失った後に、ハーフウェーライン付近でエンディアイエに背後からスライディングタックルを仕掛けた。これに激怒したエンディアイエが詰め寄り、両者は体を激しく突き飛ばし合い、殴り合い寸前の状態に。審判は試合を止めずプレーを継続させたが、その直後にユナイテッドはFWアマド・ディアロのオウンゴールで失点した。　先制点は前半19分、ユナイテッドが獲得したペナルティキックによるものだった。エバートンのDFジェームス・ターコウスキーがディアロをペナルティエリア内で倒し、フェルナンデスがこれを冷静にゴール右隅へ決めた。エバートンは前半終了5分前に反撃し、MFイドリッサ・ゲイェの正確なクロスを受けたエンディアイエが落ち着いてフィニッシュを決め、試合を振り出しに戻した。　ユナイテッドは後半69分に再び勝ち越しに成功する。ペナルティエリア内でMFメイソン・マウントが素早く反転し、GKジョーダン・ピックフォードの守るゴールを破った。だが、その数分後のオウンゴールにより、試合は最終的に2-2で終了した。　ユナイテッドは次戦9日に、セリエA所属のフィオレンティーナをホームのオールド・トラッフォードに迎える予定。さらにその翌週18日にホームでアーセナルとのプレミアリーグ開幕戦に臨む。

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

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

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

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

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

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

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

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

Is executive presence innate? Or, is it something we can work on and develop as we grow as leaders? Kathryn McMullan is one of the country’s most senior national security leaders. She's also someone who knows how to command a room. As Director of Australian Geospatial-Intelligence Organisation, she has learned how to hold her own in the most intimidating of environments. In this episode, she speaks with FW's Helen McCabe about executive presence, what it's like to be interrogated by Senator Penny Wong and the one thing she would change as Prime Minister. Join the movement to fast-track your professional development. Become an FW Diamond member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.

Trigger warning: domestic and family violence and homicide. 1 in 4 women and 1 in 14 men have experienced violence from an intimate partner. This is a whole of society issue - including workplaces. That's why we wanted to share our latest series, There's No Place Like Home: After she leaves. In the first episode, we meet Dr Ann O’Neill. Dr O'Neill thought her estranged husband was moving on when he finally signed divorce papers. Days later, he killed their two young children. In the first episode of There’s No Place Like Home: After she leaves, Tara Rae Moss shares Dr O’Neill’s story and investigates perpetrators who commit “the ultimate act of revenge” post-separation. Subscribe on Spotify or Apple Visit the official website Keep up with FW on Instagram, Facebook or LinkedIn and join FW to unlock professional development, training and community Learn more about CommBank Next Chapter If you or someone you know is affected by domestic, family and sexual violence, contact 1800RESPECT, the national service for free and confidential counselling, information and support. Call 1800 737 732 or chat online 24/7 at www.1800respect.org.au If you or someone you know is an Aboriginal or Torres Strait Islander person in need of a culturally safe support line, you can call 13YARN (13 92 76) In an emergency, or if you are not feeling safe, always call the police on 000 Sources: Publisher’s note: For the first few months of 2024, a woman was being murdered every 4 days at the hands of a violent man. Official statistics referenced in this podcast do not yet reflect this increase. The number of women being killed by a current or former partner every week: Calculated from Bricknell, S. (2023). Homicide in Australia 2020–21. Statistical Report No. 42. Canberra: Australian Institute of Criminology. A significant number of people only begin abusing their partner after they become pregnant: Australian Institute of Health and Welfare. (2024). Pregnant people and family, domestic and sexual violence. Retrieved from https://www.aihw.gov.au/family-domestic-and-sexual-violence/population-groups/pregnant-people An estimated 4.2 million people aged 18 years and over have experienced violence, emotional abuse, or economic abuse by a cohabiting partner since the age of 15: Australian Bureau of Statistics. (2023). Personal safety, Australia, 2021–22. Retrieved from https://www.abs.gov.au/statistics/people/crime-and-justice/personal-safety-australia/2021-22 Publisher’s note: The number of perpetrators is known, however research has been commissioned to increase understanding: Australia’s National Research Organisation for Women’s Safety. (2024). ANROWS unveils $2 million investment for research into domestic and family violence perpetrators. Retrieved from https://www.anrows.org.au/media-releases/anrows-unveils-2-million-investment-for-research-into-domestic-and-family-violence-perpetrators/ See omnystudio.com/listener for privacy information.

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

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

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

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

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

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

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

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

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

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