Podcasts about FW

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

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

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

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

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

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

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

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

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

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

「元サガン鳥栖イスマエル・ドゥンガがフリーに！讃岐から移籍も1ヶ月で退団の理由とは」　　サガン鳥栖在籍歴のある元ケニア代表FWイスマエル・ドゥンガは、2025年9月1日にカマタマーレ讃岐からマレーシア2部クランタン・レッド・ウォリアーへ完全移籍。新天地での再起が期待されたが、加入から1ヶ月足らずで退団した。　クランタンは9月27日に「ドゥンガと双方の合意のもと、契約を解除した」と公式発表。同選手はリーグ戦3試合に出場していたが、退団の理由として「我々の求めるパフォーマンスを発揮しなかった。そのため、代理人や選手の間で話し合った結果、契約を即時に終了することで合意に達した」としている。　現在32歳のドゥンガは、母国ケニアやギリシャ、アルバニア国内の複数クラブをへて、2021年1月に鳥栖へ加入。ただ来日1年目にJ1リーグで9試合の出場ノーゴールという結果に終わると、2022年に讃岐へレンタル移籍。ただ讃岐でもリーグ戦4試合の出場と本来のパフォーマンスを発揮できず、シーズン終了後にレンタル移籍期間満了で退団。鳥栖からも契約満了を告げられていた。　鳥栖退団後は香港1部の深水埗FCやインドネシア1部RANSヌサンタラFCを経て、2025年に讃岐へ復帰。今季はJ3リーグ戦5試合に出場も、6月28日のテゲバジャーロ宮崎戦を最後に出番なし。5試合いずれも数分間のプレーにとどまるなど、厳しい立場に置かれていた。　なお、ドゥンガは2度目となる讃岐退団の際、クラブ公式サイトを通じて「シーズン途中での移籍となってしまい、申し訳なさでいっぱいです。チーム関係者とサポーターの皆さんには心から感謝しています。私が最も愛する讃岐ファミリーの皆様と2回もお別れする事はとても辛い出来事です。ですが、これはお別れではありません。また会える日を楽しみにしていますし、讃岐の皆ならまだまだやれると信じています」などとコメントを残していた。

「「怠けている」日本代表の前田大然が批判される」　　9月25日にセルビア・ベオグラードで行われたスコティッシュ・プレミアシップのセルティックとセルビア・スーペルリーガ（セルビア1部）のレッドスター・ベオグラードとの試合は、セルティックにとって攻撃面の課題を浮き彫りにする内容となった。1-1の引き分けに終わったものの、前半と後半でのパフォーマンスの差が際立つ結果となった。　セルティックの日本代表FW前田大然が先発で起用されたが、前半45分間で存在感を示すことができなかった。ボールを収められず、オフサイドに何度も引っかかり、攻撃の軸として機能せずにハーフタイムで交代となった。交代で投入されたFWケレチ・イヘアナチョが流れを変え、前線で起点を作り、さらに先制ゴールを決めたことが、両者の差を鮮明にした。　この試合後、セルティックの元ウインガーであるエイダン・マクギーディ氏（2024年引退）は前田を厳しく批判したとスコットランドメディア『Celts Are Here』が伝えた。同氏は『BBCラジオ・スコットランド』で、前田のプレーは純粋なストライカーのものではなく、攻撃の軸を欠いていたと述べた。さらに「オフサイドに何度もかかり、ボールが前に進まない。“怠けている”とすら言える」とし、ストライカーとしての適性の問題を強調した。　マクギーディ氏は、前田の問題は努力ではなく適性にあると述べ、純粋なストライカーではないため、これまでの欧州での試合と同様に前線を支配できなかったと指摘した。前田の走力や献身性は評価されているものの、ボール保持や欧州の試合での影響力についてはしばしば批判を受けている。　ブレンダン・ロジャーズ監督はこの試合で前田を中央に配置したが、結果は裏目に出た。イヘアナチョの方が適任と映ったことで、今後の起用方針に影響を与える可能性がある。前田に求められるのは、エネルギーだけでなくボールを扱う力を証明し、ゴール前で決定的な働きを示すことだ。　セルティックは敵地で勝ち点1を持ち帰ったが、攻撃に関する疑問は残されたままだ。

「セルティックから移籍希望の日本代表FW前田大然について2つの事実とは？」　　スコティッシュ・プレミアシップのセルティックは、今2025/26シーズン序盤から起用法を巡る課題を抱えている。ブレンダン・ロジャーズ監督はUEFAヨーロッパリーグのグループステージ、9月25日に行われたレッドスター・ベオグラード戦（1-1）で日本代表FW前田大然を先発起用したが、ハーフタイムで交代を命じた。昨2024/25シーズンのクラブ年間最優秀選手にとって、理想的とは言えない状況となっている。　前田は今2025年夏の移籍市場でセルティック退団の意思を示していた。しかし、戦力的に余裕のなかったロジャーズ監督は放出を拒否した。その結果、契約残り2年を切る中で残留となったが、この経緯から一部で献身性に疑問を抱く声が出ている。　こうした議論に対し、元セルティックDFチャールズ・マルグルー氏（2023年引退）が、スコットランドラジオ番組『Go Radio Football Show』で見解を示した。マルグルー氏は「前田は怠け者ではないし、気持ちも持っている。この2つは確かな事実だ」と述べ、前田の真剣さを強調した。そのうえで、移籍を視野に入れたことで心理的に難しい局面にあるが、無関心ではなく再び立て直そうとしていると指摘した。　スコットランドメディア『67 Hail Hail』によると、セルティックサポーターは、前田の最大の強みが努力と献身にあることを理解している。調子の波は避けられないが、マルグルー氏は前田の全力を尽くす姿勢を疑うべきではないと断言している。　今後、ロジャーズ監督は28日のハイバーニアン戦で前田をどう起用するかという選択を迫られる。中央での苦戦に加え、FWセバスティアン・トゥネクティが左サイドで好調を維持し、FWケレチ・イヘアナチョも3試合連続でゴールに絡んでいる。前田が右サイドに回るのか、ベンチに座るのか。次戦で明らかになるだろう。

「川崎フロンターレ小林悠の現役引退は近い？脇坂泰斗のコメントが話題」　　川崎フロンターレは9月23日に行われた明治安田J1リーグの湘南ベルマーレ戦で勝利。MF脇坂泰斗が先制ゴールを奪っているが、28日の柏レイソル戦を前に同選手のFW小林悠に関するコメントが話題になっている。　9月26日にクラブ公式YouTubeチャンネルで配信開始の「Fan!Fun!FRONTALE（ファンフロ）」第34回では、湘南戦後の様子がクローズアップ。23日に38歳の誕生日を迎えた小林がアウェイゴール裏のファン・サポーターから祝福される様子も動画に収められている。そんな小林について、脇坂は試合後のインタビューでこう語った。　「（悠さんは）試合に入ると（自分の）姿勢というか、熱量でチームを引っ張ってくれて。今日もアシストしましたし、本人は多分ゴールが欲しかったと思うんですけど、勝利をプレゼントできて良かったです。1試合でも多く、勝利を一緒に共有したいなと思います」　このコメントのうち、ネットでは「1試合でも多く、勝利を一緒に共有したい」という文言が拡散。小林は38歳とキャリア晩年であり、現役引退が近いとみられるだけに、脇坂としてはサッカー界の先輩と一緒にプレーできる時間が短くなっていることを実感しているかもしれない。　小林はこれまでJ1優勝やYBCルヴァンカップ、天皇杯制覇に大きく貢献。2021シーズンまでJ1リーグ戦でコンスタントに2桁ゴールを挙げていたが、FW山田新（現セルティック）ら若手選手の台頭もあり、ここ数シーズンは出場機会が減少。2025シーズンはここまでJ1リーグ11試合の出場で1ゴールにとどまっている。

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

「マンチェスター・ユナイテッドのスター選手に自己主張を通すために“練習放棄”を…」　　プレミアリーグのマンチェスター・ユナイテッドに所属するFWベンヤミン・シェシュコの苦戦は続いている。22歳のスロベニア代表シェシュコは、9月21日に行われたチェルシー戦（2-1）で存在感を示せず前半終了で交代。チーム加入後に公式戦でゴールもアシストも挙げておらず、移籍金7,400万ポンド（約147億円）の重圧がのしかかっている。ユナイテッドのOBであるリオ・ファーディナンド氏はこの状況に驚きを示した。　ファーディナンド氏は自身のポッドキャスト『Rio Presents』で、シェシュコがチームメイトに要求を理解させたいなら、かつてユナイテッドで活躍したルート・ファン・ニステルローイ氏の行動を参考にする必要があると述べたとUKメディア『Mirror』が伝えた。　実際、ファン・ニステルローイ氏は現役時代、FWクリスティアーノ・ロナウド（アル・ナスル）がクロスを出さなかったことに激怒し、練習を途中で切り上げたことがある。ファーディナンド氏は、シェシュコも同様の“練習放棄”によって意思を示すべきだと強調した。　ファーディナンド氏は、10人相手の前半にシェシュコのボールタッチが6回にとどまった点を問題視し、責任はストライカー自身にもあると主張した。　また、同氏は、現代では映像やデータを用いて試合後に自分のポジションや動きをチームメイトに明確に示すことができると述べた。例えば「その場面で自分はここにいた」とiPadで確認させることが可能だと指摘した。　さらに、チームメイトのMFアマド・ディアロがサイドでプレーしていた場面を取り上げ、彼がシェシュコにボールを供給できたにもかかわらず選択しなかったことを指摘した。そして、このような最終局面での判断がゴールを生むかどうかを左右すると語った。　さらにファーディナンド氏は、シェシュコが走りで明確に要求を示すか、試合後に直接伝える必要があると述べた。ファン・ニステルローイ氏も同様にチームメイトに強く要求していたと証言し、「仲間に理解させる手段を見つけることが彼を成長させる」と結論づけた。

「バイエルン、リバプール注目のオリーズ獲得に対抗」　　ブンデスリーガのバイエルン・ミュンヘンに昨2024年夏に加入したFWミカエル・オリーズは、ブンデスリーガで鮮烈なインパクトを与えている。プレミアリーグのクリスタル・パレスから移籍金約5,200万ポンド（約104億円）で加入すると、初年度から20ゴール23アシストを記録。ドイツ国内で新人王に輝き、クラブの攻撃の軸に欠かせない存在となった。　一方、プレミアリーグのリバプールは以前からオリーズをFWモハメド・サラーの後継候補として注視してきた。UKメディア『Liverpool Echo』によれば、リバプールは早ければ来2026年夏の獲得を検討しているようだ。しかしバイエルンは、2029年まで残る同選手との現行契約に加えて新たな長期契約を準備しており、リバプールへの移籍を阻む可能性が高まっている。　UKメディア『EPL Index』によると、バイエルンのスポーツディレクター、クリストフ・フロイント氏は「オリーズはチームの中で非常に快適に過ごしている」と述べている。　さらに元ドイツ代表ローター・マテウス氏も「オリーズには傑出した選手に必要なすべてがある。限界は見えない。FWウスマン・デンベレ（パリ・サンジェルマン）の例のように、世界的なウインガーになれる」と賞賛を惜しまなかったと同メディアは伝えている。　こうした動きにより、リバプールはオリーズの獲得可能性を慎重に見極める必要に迫られている。バイエルンが契約延長で強固な姿勢を示すことで、クラブはポスト・サラーを見据えた別のターゲットを検討する展開が必要なのかもしれない。

「バルセロナは警戒すべき？パリ・サンジェルマンがラッシュフォード獲得を準備か」　　イングランド代表FWマーカス・ラッシュフォードは、今2025/26シーズンをラ・リーガのバルセロナで過ごしている。プレミアリーグのマンチェスター・ユナイテッドからのレンタル移籍だが、ここまで順調な滑り出しとは言えない。　ラッシュフォードは、チーム行事への遅刻によりクラブから罰金を科される一方で、9月19日に行われたUEFAチャンピオンズリーグのニューカッスル・ユナイテッド戦（2-1）では2ゴールを挙げるなど、ピッチ上では輝きを放つ場面もある。リーガでは5試合に出場し、記録は1アシストにとどまっている。　こうした状況のなか、リーグ・アンのパリ・サンジェルマン（PSG）がラッシュフォード獲得に向けて動いているとUKメディア『Sports Mole』が報じた。同メディアがスペインメディア『Fichajes』の情報を引用したところによると、PSGは来2026/27シーズンに向けてラッシュフォードを狙っており、PSGのルイス・エンリケ監督が同選手を高く評価しているという。PSGは今2025/26シーズン終了後に4,000万ポンド（約80億円）のオファーを準備しているとのことだ。　一方で、バルセロナはユナイテッドとのレンタル契約に2,700万ポンド（約54億円）の買い取りオプションを含んでいるが、PSGの動向によって計画が頓挫する可能性がある。ラッシュフォードの将来は依然として不透明であり、移籍市場での動向が注目されている。　近年は中位に低迷するユナイテッドで苦しむ場面もあったが、ラッシュフォードは依然として欧州トップレベルで戦える才能を保持している。　また、同メディアは、ラッシュフォードが一部のウインガーには欠けているゴールに直結する鋭さがあり、決定的な場面を生み出せる点を評価している。

「ネイマールに続き…ソシエダ久保建英にも日本代表vsブラジル代表欠場の可能性」　　レアル・ソシエダ所属の日本代表MF久保建英は、9月28日のバルセロナ戦を前にコンディション不良に悩まされている模様。負傷の深刻度次第では、10月開催のキリンチャレンジカップ・ブラジル戦で欠場する可能性も。ブラジル代表FWネイマールが怪我により招集外となる見込みであるだけに、日本対ブラジルというビッグマッチで互いにスター選手を欠くかもしれない。　久保は24日に行われたラ・リーガ第6節のマジョルカ戦でスタメン出場すると、スルーパスから決勝ゴールを演出。試合後には出番の無かったFW浅野拓磨（マジョルカ）と会話するシーンもあったが、スペイン『アス』が伝えたところによると、左足首をアイシングしていたという。　同メディアは「久保は代表戦で負った捻挫の影響がまだ残っている」と報じているが、ソシエダ再合流後もプレーを続けていることにより、左足首の症状が悪化している可能性も考えられるところ。コンディション次第では、10月の国際Aマッチデーで日本代表への招集が見送られるケースもあるとみられる。　一方、現在サントスに所属するネイマールは、9月中旬のトレーニング中に痛みを訴えると、19日の検査で負傷が判明。大腿四頭筋に問題があるというが、ブラジル『ge』は同選手の離脱期間が1か月程度になると報道。10月14日の日本戦に間に合わない見込みだという。　なお、東京スタジアム（味の素スタジアム）で開催される日本対ブラジルのチケットはほぼ完売。日本のサッカーファンの間で注目度が高まっているだけに、ネイマールと久保のコンディションが心配される。

「伊東純也のスタメン白紙も？ヘンク、元ヴィッセル神戸指揮官フィンク監督解任か」　　元ヴィッセル神戸指揮官のトルステン・フィンク氏には、ベルギー1部KRCヘンクの監督を解任される可能性が浮上。古巣復帰1年目である日本代表MF伊東純也のスタメンが白紙になるケースもあるという。　ベルギー『HLN』は24日、ヘンクの現状を特集。同クラブはベルギー1部リーグ戦で連敗を喫し、第8節終了時点で勝ち点8と、16クラブ中14位に沈んでいるが、記事では「フィンク監督解任の可能性が取りざたされている」「フィンク監督はチームを掌握できていない」などと綴られている。　監督交代の可能性があるだけに、『HLN』は「フィンク監督はこの後の2試合で結果を残す必要がある」と続投の条件に触れるとともに、「一部メンバーを入れ替えるかもしれない」とリポート。直近4試合つづけてスタメン出場している伊東が控えに回る可能性もあるという。　フィンク氏は神戸時代にアンドレス・イニエスタ、ダビド・ビジャ、FW古橋亨梧らを擁して天皇杯を制覇。2023/24シーズンにシント=トロイデンVVを率いた後、2024年夏にヘンクへ。監督就任1年目にチームをリーグ3位に導き、2025/26シーズンの欧州カップ戦出場権を手に入れていた。　一方、伊東は2024/25シーズンまでスタッド・ランスの主力選手として活躍。リーグアンのチャンスメイク回数でトップ3入りするなど実績を残したが、同クラブの2部降格もあり、2025年夏にヘンクへ復帰。2025/26シーズンのベルギー1部リーグ戦では5試合の出場で1ゴールを挙げている。

「ラッシュフォードの希望は叶うかは微妙？バルセロナに打撃」　　マンチェスター・ユナイテッド（イングランド1部）からバルセロナ（スペイン1部）にレンタル移籍中のイングランド代表FWマーカス・ラッシュフォードだが、選手の希望が叶うかは微妙な状況となっているようだ。イギリス『デイリー・メール』が伝えている。　昨年11月に就任したルベン・アモリム監督の構想から外れたラッシュフォードは、昨季後半戦は下部組織時代から過ごしたいとユナイテッドを離れてビラにレンタル移籍。今夏にユナイテッドへレンタルバックしたものの、バルセロナへのレンタル移籍が決まった。　その新天地ではチャンピオンズリーグ（CL）初戦のニューカッスル・ユナイテッド戦ではチームを勝利に導く2ゴール。選手本人もスペインでの時間を楽しんでおり、選手として成長できていると公言している。　しかし、ラ・リーガはバルセロナの給与上限を4億6300万ユーロから3億5100万ユーロへと削減を発表。その背景としてバルセロナがカンプ・ノウのVIPホスピタリティボックスに関する会計処理や、スタジアム改修による収入があげられている。　今夏にスペイン人GKジョアン・ガルシアを獲得したバルセロナがラッシュフォードを完全移籍に切り替えるためには、新たな収入源を見つけるか、選手を売却する必要があるとのこと。ただ、バルセロナ内部ではカンプ・ノウの回収が終われば、収入が回復すると見込んでいることから新たな給与上限を問題視していないようだ。

「名古屋グランパス、長谷川健太監督が今オフ退任へ。後任候補巡り「山口素弘GMと関係悪い」」　　名古屋グランパスは23日に明治安田J1リーグのアルビレックス新潟戦を控える中、長谷川健太監督が今季限りで退任する見込み。後任候補を巡っては、マッシモ・フィッカデンティ氏の再び招聘する可能性はゼロに近いという。　名古屋は今季序盤から下位に低迷。J1残留争いを強いられていたが、直近のリーグ戦3試合で2勝1分。20日の湘南ベルマーレ戦ではFW永井謙佑らのゴールにより、3-1とJ1残留争いのライバルを下していた。　しかし、Jリーグの移籍市場に精通しているジャーナリストのダニーロ氏は湘南戦翌日に「長谷川監督は今季限りで契約満了により、クラブを去る予定。来週にはさらに詳しい情報が得られそうだ」とリポート。同じく日本サッカー界の情報を扱う海外メディア『Japao FC』も退任見込みと報じた上で、「長谷川監督は4シーズン指揮を執り、YBCルヴァンカップのタイトルを獲得したものの、J2クラブ相手に敗れたり、J1で惨めな成績を積み重ね、2年連続で順位表の下半分に沈んでいる」としている。　また、長谷川監督の後任候補について、『Japao FC』は「マッシモ・フィッカデンティが復帰する可能性がある。彼は日本に滞在しており、今月複数のスタジアムで目撃されている」と、イタリア人指導者を再招聘する可能性を伝えた。　一方でダニーロ氏は「フィッカデンティが名古屋に復帰するのは不可能」と主張。「このイタリア人監督は理事会やロッカールームで多くの問題を抱えていたため、現時点で復帰することは非常に難しいです。彼は山口素弘GM（ゼネラルマネジャー）とも関係が悪い」と報じている。

「日本代表DF冨安健洋に古巣復帰報道！幹部反応「アーセナルで高額年俸を…」」　　アビスパ福岡出身の日本代表DF冨安健洋は2025年7月、プレミアリーグ所属アーセナルを契約解除により退団。現在は日本国内でリハビリに励んでおり、FW前田大然ら擁するスコットランド1部セルティック、ミラン、インテル、ラツィオからの関心が報じられるなか、ベルギー1部シント=トロイデンVV（STVV）の関係者が再獲得の可能性に言及している。　ベルギー『Voetbal』は20日に「STVVが冨安を再び獲得する可能性が取りざたされている」とリポート。「ベルギー1部の複数クラブにとって大きな武器になる」と争奪戦の可能性もあわせて伝えているが、STVVの幹部であるアンドレ・ピント氏はこう語ったという。　「STVVには十分良い選手がいる。もちろん、冨安のようなトップレベルの選手が戻ってくるとなれば嬉しいが、彼は本当に復帰したいと思うのだろうか？アーセナルで高額年俸を稼いでいるだけに、復帰の可能性はないと感じている。もし興味を示したら、彼は年俸を大幅に下げるつもりだろうか？いずれにせよ、我々が彼を再び獲得するのは現実的ではない」　冨安はかつて2018年1月に福岡からSTVVへ移籍。MF遠藤航（現リバプール）やMF鎌田大地（現クリスタル・パレス）ら現在の日本代表の主力選手とともにベルギー1部リーグの舞台で結果を残し、2019年7月にボローニャへ完全移籍している。　なお、本人は7月に『内田篤人のフットボールタイム』（DAZN制作）へ出演した時点では、自身の去就について「（オファーは）ゼロです」「僕がエージェントに聞いていないというのもあります。あとは、リハビリに集中したいので考えていないというのもあります」などと語っていた。

「バルセロナ、バイエルンのスター選手、ケインとウパメカノ、2人の獲得を画策か」　　ラ・リーガの強豪バルセロナに関しては日々ニュースが絶えない。クラブは将来を見据え、今後もトップレベルで競争力を維持できる戦力を整えるための計画を進めている。　そんな中、スペインメディア『Fichajes』はその一端を伝えている。同メディアの報道によると、バルセロナは来2026年夏にブンデスリーガのバイエルン・ミュンヘンから2人の主力選手獲得を目指しているという。　具体的に名前が挙がっているのは、世界的に名を馳せるストライカーでイングランド代表FWハリー・ケインだ。バルセロナは年齢を考慮し、およそ5000万ユーロ（約87億円）での契約成立を見込んでいる模様とのことだ。クラブはケインを現在のバルセロナのエースストライカーであるFWロベルト・レバンドフスキの後継者として即戦力と見ているようだ。　もう1人の候補はフランス代表DFダヨ・ウパメカノだ。同選手とバイエルンとの契約は2026年に満了を迎える予定で、契約が延長に至らなかった場合、バルセロナはその状況を利用し、フリー移籍の可能性もあると同メディアは報じている。　ウパメカノは、まだ26歳という若さもあり、将来的な戦力補強として適切な存在なのは間違いなく、獲得が決まればバルセロナのディフェンスラインに安定感を与えることが期待されている。　両選手ともに財政状況に苦しむバルセロナでも手が届く条件が予測され、クラブが補強を進める上で魅力的な選択肢と映っているようだ。しかし、バイエルンはこれまでも主力選手の放出に消極的な姿勢を示してきた経緯があり、交渉の実現には大きな困難が伴うことも予想される。

「信じられないと称されたスター選手を構想外にしたマンチェスター・ユナイテッドを批判」　　プレミアリーグのマンチェスター・ユナイテッドは、昨2024/25シーズン終盤から続いた低迷を払拭するため、今2025年夏に積極的な補強を実施した。クラブは総額2億3000万ポンド（約459億円）を投じ、FWブライアン・ムベウモ、FWマテウス・クーニャ、FWベンヤミン・シェシュコ、GKセネ・ラメンズらを獲得し、大幅な選手の入れ替えを行った。　その一方で、FWマーカス・ラッシュフォードは、ユナイテッドのルーベン・アモリム監督の構想外とされ、今2025/26シーズンはラ・リーガの強豪バルセロナへレンタル移籍している。　ユナイテッドでクラブ通算138ゴールを記録していたラッシュフォードは、移籍先のバルセロナでハンジ・フリック監督から「信じられない」と称賛され、存在感を示しているとUKメディア『Daily Star』が報じた。　ラッシュフォードは2024年12月のマンチェスター・シティ戦を前にFWアレハンドロ・ガルナチョ（現チェルシー）と共にメンバーから外され、翌1月にアストン・ビラへレンタル移籍。そこで復調を果たし、今夏にオールド・トラフォードへ復帰したが、アモリム監督から放出対象とされた5人の1人に含まれた。　さらに、FWアントニー（レアル・ベティス）、FWラスムス・ホイルンド（ナポリ）、ガルナチョを含む複数の選手が今夏にユナイテッドを退団した。　そんな中、チームに残留したDFハリー・マグワイアとDFルーク・ショーには、ユナイテッドのOBポール・スコールズ氏（2013年引退）から厳しい言葉が向けられていると同メディアは伝えた。　マグワイアは今シーズンリーグ戦で41分しか出場できておらず、ショーは全試合に出場しているものの、2014年加入以降29回の負傷歴がある。　スコールズ氏は「ショーは40歳の身体のようだ。本来なら世界最高の左サイドバックになれたが、今は左センターバックを務めている。もはやクラブに残るべきではない」と指摘。　さらに同氏は「マグワイアも売却の好機を逃した」と述べ、2000万〜3000万ポンド（約40億～60億円）を得られた可能性があったと古巣の判断を批判した。

「「彼はあまり口数が多くない」前田大然についてセルティック主将の見解は？」　　スコティッシュ・プレミアシップのセルティック主将MFカラム・マグレガーは、今2025年夏にチームを去りたい意向を示していた日本代表FW前田大然が、現在クラブでどのように感じているかを明かした。　前田はセルティックを離れることを望んでいたが、最終的に残留する形となった。マグレガーはその状況にもかかわらず、前田の姿勢や貢献には一切の揺らぎがないと強調しているとスコットランドメディア『67 Hail Hail』が報じている。　マグレガーが前田について「彼はあまり口数が多くない」タイプの人物だが、その分だけ行動で証明しているという。日本代表戦のために地球の裏側まで飛び、その翌日や2日後にはセルティックの試合に出場する。その繰り返しがクラブへの献身を物語っているとマグレガーは指摘する。　また、前田はベテラン選手としての責任感を持ち、常に全力を尽くしている存在であり、控えめな性格の裏に強い忠誠心があると評価した。　さらにマグレガーは、前田を「常に100%を捧げる人物」と表現し、移籍を望みながら残留した選手がモチベーションを失うケースは多いが、前田にはそれが当てはまらないと断言した。　前田は2022年の加入以来、セルティック史の中でも特に成功した時期に大きく貢献しており、これからもその姿勢を維持し続けるだろうと語っている。　結論として、前田は行動でクラブへの忠誠と姿勢を示しており、セルティックの今2025/26シーズンにおける欧州での挑戦や国内3冠への戦いにおいて欠かせない戦力であり続けると見られている。

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

Extra lange recap aflevering! Noche UFC, DWCS week 5 en DWCS week 6. Allemaal in een aflevering, samen met Big Marcel. Is Diego Lopes de volgende voor de FW titel? En geeft de UFC te makkelijk contracten bij een KO?Wil je meer MMA content uit Nederland? Volg Buiten de Kooi, de MMA podcast van Nederland. 00:00 Intro 01:30 DWCS (Week 5 recap)17:00 DWCS (Week 6 recap)39:10 Noche UFCVolg de socials: YT: ⁠⁠https://www.youtube.com/@buitendekooi ⁠⁠IG: www.instagram.com/buitendekooiTikTok: ⁠⁠https://www.tiktok.com/@UCTLy5wrugZswxF0_AU0o6sQ#mma #ufc #fight

Christo van der Rheede is gebore op Goedverwacht, anderkant Piketberg in die Wes-Kaap. Desjare was hy eers ‘n musiekonderwyser en later skoolhoof. Toe beland hy by die Stigting vir Bemagtiging Deur Afrikaans (SBA) as uitvoerende hoof. Later het Christo homself geanker as sleutelfiguur in Suid-Afrika se landbougemeenskap as bestuurshoof van AgriSA, waar hy agt jaar lank betrokke was. Deesdae is hy 'n besoekende professor aan die Universiteit van die Vrystaat, en aan die stuur van sake by die FW de Klerk-stigting. Hy is vanjaar aangestel as voorsitter van die ABSA KKNK. Haidee Muller-Isaacs het saam met hom deur sy geboorteplek, Goedverwacht, se strate gestap, waar die heimwee hom weer beetgekry het.

「セルティック前田大然が「プレミアで通用しない」と低評価されるワケ。旗手怜央と比較」　　スコットランド1部セルティック所属の日本代表FW前田大然は先日、2025年夏の移籍を希望したものの、所属クラブから拒否されたことを明かしたことで話題に。トッテナム・ホットスパーなどプレミアリーグ所属複数クラブからの関心も報じられていたが、イギリス国内ではMF旗手怜央の方がプレミアリーグで成功を収めるとの論調が広まっているようだ。　現地メディア『67 Hail Hail』は9月18日、以前からステップアップ移籍の可能性が報じられている旗手と前田について、プレミアリーグへの適性という観点から両選手を比較。「プレミアリーグで成功できるのは旗手の方だ」と結論を述べた上で、前田についてこう語っている。　「前田はとても速い選手だが、正直なところプレミアリーグで戦えるとは思えない。1対1では素晴らしいプレーを見せるが、ストライカーではない。素晴らしいウインガーであることは分かっているが、相手は体格が大きいので、押し込まれてしまう。プレミアリーグへ移籍したら通用しない」　また『67 Hail Hail』の報道によると、旗手は2024年7月の時点でステップアップ移籍の意思があることを明言。「（ヨーロッパには）まだまだ上のリーグがたくさんあるので、挑戦できるなら挑戦したい。そこを目指さなければプロサッカー選手を続ける意味がないので、常に高い目標を持ち続けたいと思っている」「プレミアリーグでプレーしたいし、個人的にはスペインやイタリアにも興味がある」などと、セリエAやラ・リーガ移籍も選択肢に含めていることを明かしたという。　なお、前田のセルティック残留を巡っては、英メディア『フットボール・インサイダー』がブンデスリーガ所属クラブによる高額オファーの存在を伝えたほか、本人が9月の日本代表活動中に「オファーがあり、キャリアを次の段階へ進めたいと一貫してクラブに伝えていた。しかしセルティックは補強を確保できず、移籍を認められなかった」などと語っていた。

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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