Podcasts about FW

「サガン鳥栖スリヴカが今夏退団！？「戻ってきた」家族のSNS投稿話題に」　　サガン鳥栖所属のリトアニア人FWヴィキンタス・スリヴカには、2026/27シーズン開幕を前に退団する可能性が浮上。家族のSNS投稿が話題を呼んでいる。　スリヴカの妻は、11日までにインスタグラムを更新。日本国外の空港の様子をアップした上で、「13個以上の荷物を持って、私たちはリトアニアに戻ってきた」とポストしている。　同選手の去就に関する公式発表は、12日午前時点でなし。大量の荷物を持って帰国したことが明らかになっただけに、すでに退団が正式決定している可能性も考えられるところだ。　現在31歳のスリヴカは、ユベントスの下部組織出身。スコットランド1部ハイバーニアン、ギリシャ1部アポロン・スミルニ、ギリシャ1部PASラミアなどを経て、2024年夏に鳥栖へ移籍。来日1年目にJ1リーグ14試合の出場で2ゴールをマークも、チームを残留に導けなかった。　2025シーズンのJ2リーグ戦34試合の出場で2ゴールを挙げたものの、J2・J3百年構想リーグでは4試合の出場に終わったスリヴカ。ブラジル人FWジョーは通訳スタッフである渡名喜ジェフェルソンようえい氏の惜別メッセージにより、今夏退団が決定的とみられているが、外国籍選手が相次いでいるチームを去ることになるのだろうか。

「ジョー、サガン鳥栖退団へ！「要求が高い」移籍金発生の可能性も…？」　　サガン鳥栖所属のブラジル人FWジョーは、2026年夏に退団する見込み。一部関係者のSNS投稿が話題を呼んでいるほか、本人も過去にJリーグでの苦悩を語っていた。　鳥栖の通訳スタッフである渡名喜ジェフェルソンようえい氏は、11日にインスタグラムを更新。ジョーとのツーショット写真や選手、クラブ関係者等による集合写真などをアップした上で、「ジョーありがと〜！！一緒に仕事が出来て光栄でした！！！」とポストしている。　ジョーの去就に関する公式発表は、12日午前時点でなし。それにもかかわらず、「一緒に仕事が出来て光栄でした！！！」と惜別メッセージを送っているだけに、“フライング発表”という見方が広まっている。　そんなジョーは先日、ブラジル『defatoonline』のインタビューで「日本のサッカーはより速く、試合でもトレーニングでも細部まで求められます。僕もそうですが、一般的にブラジルから来た選手は体重が落ちます。スピードが速く、フィジカル面の要求が高いからです」とコメント。異国の地でスタイルに慣れるのに苦労していることを明かしていた。　なお、本人は「あと2年契約が残っています」と一部の契約内容に言及していた。移籍金の発生の有無にも注目が集まりそうだ。

「上田綺世の移籍で鹿島が受け取る連帯貢献金は？「古巣クラブも利益を得る」」　　オランダ1部エールディビジのフェイエノールトに所属する日本代表のFW上田綺世は、2025/26シーズンの活躍によってプレミアリーグから関心を集めている。クラブは移籍が実現した場合は移籍金の一部を古巣クラブへ支払う必要があるようだ。　オランダメディア『FootballTransfers』は「上田の大型移籍でフェイエノールトに巨額収入も、その一部は他クラブへ流出」と報じた。同メディアは、上田が今2025/26シーズンにエールディビジ得点王となったことで評価を高め、プレミアリーグのエバートンが獲得に関心を示していると伝えている。　同メディアによると、エバートンは2,100万ユーロから2,300万ユーロ（約35億7,000万円から39億1,000万円）のオファーを準備しているという。しかし、フェイエノールトは3,000万ユーロから3,500万ユーロ（約51億円から59億5,000万円）の移籍金を求めているとみられる。　また、同メディアは同記事の中で「上田の移籍では古巣クラブも利益を得る」と指摘し、以下のように続けた。　「フェイエノールトは上田の売却によって大きな利益を得たい考えだが、その一部を他クラブへ支払わなければならない」　同メディアによると、ベルギー1部セルクル・ブルージュは、フェイエノールトが得る利益の20％を受け取る権利を保有。また、連帯貢献金として移籍金の5％が育成クラブへ分配されるという。　上田は12歳から23歳まで鹿島学園高校、法政大学、J1の鹿島アントラーズに所属していた。このため、鹿島学園高校は連帯貢献金の2.5％、鹿島アントラーズは1.5％、法政大学は1.0％を受け取る権利を有するとのことだ。　同メディアによると、フェイエノールトが上田の移籍で3,500万ユーロ（約64億8,000万円）を受け取った場合、鹿島アントラーズは52万5,000ユーロ（約9,700万円）、法政大学は35万ユーロ（約6,500万円）、鹿島学園高校は87万5,000ユーロ（約1億6,200万円）を受け取ることになるという。　さらに、セルクル・ブルージュには約495万ユーロ（約9億2,000万円）から540万ユーロ（約10億円）が支払われる見通しだ。

新時代の旗手、スペイン代表FWラミン・ヤマル（バルセロナ）が10日（日本時間11日）、米国のファッションブランド『アメリカン・イーグル・アウトフィッターズ』のグローバルブランドアンバサダーに起用されることが決まった。11...The post 「世界に向けて準備万端」スペ…

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

「元浦和・名古屋ユンカーに構想外危機…？悲惨な現在が話題に」　　浦和レッズ在籍歴のあるFWキャスパー・ユンカーは、2025シーズン限りで名古屋グランパスを契約満了により退団した後、2026年2月にタイ1部ブリーラム・ユナイテッドへ移籍。新天地での活躍が期待されたが、同選手の悲惨な現状が話題になっているという。　浦和時代から度重なるコンディション不良に悩まされ、名古屋時代には長谷川健太元監督のもとで出場機会に恵まれなかったユンカー。一時デンマーク2部ホースンスやデンマーク1部ブレンビーIF、スコットランド1部セルティックなどが移籍先候補として報じられたものの、ブリーラムへ移籍。新天地で元ヴィッセル神戸、横浜FM所属のタイ代表DFティーラトン・ブンマタンや、元ヴァンフォーレ甲府所属DFエドゥアルド・マンシャ、元横浜FM所属DFサンディ・ウォルシュとチームメイトになった。　しかし、タイ1部リーグの外国人枠から外れ、AFCチャンピオンズリーグエリート（ACLE）では3試合に出場もノーゴール。プレータイムもわずか71分であり、現地では来季の構想から外れるとの意見も挙がっている。　デンマーク『tipsbladet』はブリーラム加入時に「ユンカーとブリーラムは2027年夏までの契約締結で合意」と報じていた。現時点で契約延長交渉の可能性は報じられていないだけに、契約年数は残り1年とみられるが、ブリーラムが外国籍選手の整理対象にデンマーク人ストライカ－を含める可能性は十分ある。　以前から日本への愛着を語っていたユンカー。ブリーラム退団となれば、Jリーグ復帰の可能性を含めて、同選手の去就により一層注目が集まりそうだ。

「川崎ロマニッチ残留へ！「考えていない」一部契約内容も判明！」　　長谷部茂利監督の続投が決まっている川崎フロンターレ。すでに2026/27シーズンに向けての補強を進めているとみられるが、FWラザル・ロマニッチは今夏残留の見込みだ。　ロマニッチは9日までにインスタグラムを更新。川崎のユニフォームを着てピッチに立つ自身の姿などをアップした上で、「We'll be back stronger!」（我々はより強くなって戻ってくる！）と、ファン・サポーターに向けてメッセージを送っている。　その上で、「See you next season.」（来シーズンまた会おう）とポスト。文末に青いイルカの絵文字を付けているだけに、2026/27シーズンも川崎の一員として戦うことが既定路線とみられる。　そんなロマニッチは2025シーズン終了後、欧州メディア『Podcast AktuelA』に出演した際、川崎との契約が残り2年半であることを明かしていた。　また、川崎でのプレーや日本での生活について「日本への移籍で大きな変化がありましたが、初日から私の頭の中にあったのはサッカーだけでした。クラブは通訳やドライバーを用意してくれ、すべてが細かく整えられていました」と述べていた。　なお、ロマニッチはセルビア復帰の可能性を問われると、「先のことは考えていません。セルビア復帰は本当に遠い未来の話です」と、川崎でのプレーに集中する姿勢を見せていた。

「リバプール退団のサラー「クリスティアーノ・ロナウドを上回る収入になる可能性」」　　プレミアリーグのリバプールに所属するエジプト代表のFWモハメド・サラーは、契約を1年残した状態でクラブとの契約解除に合意したという。同選手は6月30日に契約満了を迎え、その後はフリーエージェントとして新天地を選択できる見通しだ。　UKメディア『Anfield Watch』が「サラーへの驚異的な契約オファー、リバプール時代の6倍の収入へ」と題した記事を掲載した。同メディアによると、サラーの移籍先として最も有力視されているのはサウジ・プロフェッショナルリーグという。　サラーにはセリエAのローマやユベントス、トルコ1部フェネルバフチェ、MLSのサンディエゴも関心を示していると伝えられている。また、サウジアラビアのクラブは2023年から同選手の獲得を目指しており、アル・イテハドが提示した1億5,000万ポンド（約295億円）のオファーをリバプールが拒否した経緯もある。　同メディアによると、サウジアラビア政府系ファンド（PIF）が運営するアル・イテハドは、サラーに対して3年契約を提示する見込みだという。その内容は年間6,500万ポンド（約128億円）の手取り報酬で、3年間の保証基本給総額は1億9,500万ポンド（約384億円）に達する。　サラーはリバプールで年間約2,000万ポンド（約39億円）の報酬を受け取っていたとされており、アル・イテハド移籍が実現した場合、手取り収入はアンフィールド時代の5〜6倍になる見込みだ。　さらに同メディアは、スポンサー収入や肖像権収入、商業ボーナスなどを加えた場合、サラーの総収入がサウジ・プロリーグのアル・ナスルに所属するポルトガル代表のFWクリスティアーノ・ロナウドの報酬総額を上回る可能性があると伝えている。　ロナウドは年間約2億6,600万ポンド（約524億円）を受け取っていると報じられており、サラーの追加報酬次第では、その総額を超える可能性があるようだ。

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

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

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

In episode 253, Coffey talks with Anthony Sork about how emotional attachment during onboarding shapes employee engagement, retention, and organizational performance.  They discuss the difference between employee attachment and employee engagement; how onboarding experiences create long-term emotional bonds with organizations; the role frontline managers play in employee retention and discretionary effort; why poor manager engagement creates downstream hiring and retention risks; how employer branding influences attachment before candidates even apply; the impact of lengthy recruiting processes on candidate perception and trust; why organizations should treat onboarding as a strategic investment; the four core attachment perceptions of security, trust, acceptance, and belonging; how emotional bonds form during the first 120 days of employment; practical ways leaders can strengthen employee connection and purpose alignment; the risks of unmanaged onboarding and declining new-hire sentiment; why traditional engagement surveys are lagging indicators of workplace culture; and how individualized onboarding experiences improve retention and team performance.  Mentioned in this episode: Qualtrics' 2026 Global Employee Experience Trends https://www.qualtrics.com/ebooks-guides/employee-experience-trends/   ** Special Offer From Our Guest **  We are pleased to offer a complimentary trial of the Employee Attachment Inventory for an employee who has commenced and who reaches their 90th day of employment in the months of May, June, or July 2026.  Visit www.shcBOND.com and use this code: GoodMorningHREAI2026   Or email Anthony Sork (anthony@sorkhc.com.au)or Selina Sork (selina@sorkhc.com.au) with questions.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  As a world recognized thought leader in employee perception measurement, Anthony Sork has changed the way organizations understand “Engagement” across the employee lifecycle. Anthony has worked with leaders across all industries to help them understand, measure and manage the emotional bond of their talent to enhance performance and retention and build “Culture's of Excellence'.  Anthony's award winning patented instrument, the Employee Attachment Inventory (EAI) together with the Employee Connection Inventory (ECI) and Employee Detachment Inventory (EDI) have supported thousands of Managers globally to create highly engaged, high performance teams.  Anthony has spoken at leading industry conferences around the world. His audiences describe him as “expert”, “upbeat”, “articulate”, “engaging”, “entertaining” and “passionate”.  Anthony has been featured in the Australian Financial Review, Sydney Morning Herald, Management Today, Human Capital Magazine, Recruitment Extra & ABC Radio.  You can learn more about Employee Attachment, Connection and Detachment across Anthony's social media channels which attract a worldwide audience.  Anthony Sork can be reached at: www.SorkHC.com.au   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand the difference between employee attachment and employee engagement. Identify the leadership behaviors that strengthen emotional bonds with new hires. Evaluate onboarding practices that improve retention, trust, and belonging. Recognize the long-term organizational risks of poor manager engagement. 

「マンチェスター・ユナイテッド退団のカゼミーロが移籍先を決断、スター軍団の一員へ！」　　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ブラジル代表のMFカゼミーロは、今2026年夏、契約満了に伴いクラブを退団することから、複数クラブの関心を集めている。　UKメディア『TEAMtalk』は「ユナイテッド退団のカゼミーロ、次のクラブを決断。巨額契約で合意」と題した記事を掲載した。同メディアはカゼミーロが、メジャーリーグ・サッカー（MLS）のインテル・マイアミ加入を希望しており、高額契約で合意に達したと報じている。　同メディアによると、カゼミーロは欧州や中東、カタール、ブラジル国内クラブからも関心を集めていた。しかし、同選手はデビッド・ベッカム氏が共同オーナーを務めるマイアミへの移籍を優先しているという。　また、同メディアは、カゼミーロが同クラブに所属するアルゼンチン代表FWリオネル・メッシ、MFセルヒオ・ブスケツ、FWルイス・スアレスらと共闘できる点にも強い魅力を感じ、「アメリカサッカー史上でも屈指のスター軍団の一員となることを望んでいる」と伝えている。　同クラブ内部では、カゼミーロを「リーダーシップ」「勝者のメンタリティ」「トップレベルのクオリティ」を中盤にもたらす存在として高く評価しているようだ。　さらに、同メディアは、MLSのLAギャラクシーがカゼミーロの「MLSで優先的に交渉できる権利」を保有しているとも伝えているが、カゼミーロ本人は「マイアミ以外への移籍は望んでいない」との姿勢を示しているとのこと。　カゼミーロは今2025/26シーズン、ユナイテッドで9ゴールを記録。クラブのプレミアリーグ3位フィニッシュにも貢献した。同選手は現地5月24日に開催されるブライトン・アンド・ホーブ・アルビオン戦が最後の試合になる可能性があり、ラ・リーガのレアル・マドリードとユナイテッドで多くのタイトルを獲得した欧州でのキャリアに一区切りをつけることになりそうだ。

「アーセナルが4人の大型補強へ！クラブから“莫大な軍資金”を与えられる見通し」　　プレミアリーグのアーセナルは、今2025/26シーズンのリーグ優勝を決めた。また、現地5月30日にはリーグアンのパリ・サンジェルマン（PSG）とのUEFAチャンピオンズリーグ決勝も控えている。　そんな中、UKメディア『TEAMtalk』は「アルテタ監督に“莫大な軍資金” アーセナルが4人の大型補強へ」と題した記事を展開した。　同メディアによると、アーセナル首脳陣はクラブのミケル・アルテタ監督へ新たな大型補強資金を用意する見込みで、センターフォワード、左ウイング、セントラルミッドフィルダー、センターバックの補強を進める可能性があるという。　センターフォワードでは、ラ・リーガのアトレティコ・マドリードに所属するアルゼンチン代表FWフリアン・アルバレスが候補に挙がっている。アーセナルのアンドレア・ベルタSDも、アルバレスを獲得候補として見ているようだ。　左ウイングでは、セリエAのミランのFWラファエル・レオン、ニューカッスル・ユナイテッドのFWアンソニー・ゴードン、PSGのFWブラッドリー・バルコラへの関心が報じられている。また、PSGのFWフビチャ・クバラツヘリアも候補に含まれるが、PSGは放出を認めない見通しだという。　セントラルミッドフィルダーでは、ウェストハム・ユナイテッドのMFマテウス・フェルナンデスと、ニューカッスルのMFサンドロ・トナーリが候補に挙がった。　また、センターバックではブンデスリーガのRBライプツィヒのDFカステロ・ルケバ、セリエAのコモに所属するDFハコボ・ラモン、ラ・リーガのレアル・マドリードに所属するDFビクトル・バルデペーニャスがリスト入りしているという。

「後藤啓介、所属元のアンデルレヒト監督から批判と報道！「品格があるか、ないかだ」」　　ベルギー1部シント＝トロイデン（STVV）に同リーグのアンデルレヒトから期限付き移籍中の日本代表FW後藤啓介は、現地4月23日に行われた契約元となるアンデルレヒトとのプレーオフ1第4節（2-0）で決勝点を挙げ、ゴールパフォーマンスと発言でも注目を集めた。同試合後の行動が波紋を広げている中で、その後藤に対して、所属元クラブの指揮官が苦言を呈したようだ。　ベルギーメディア『Voetbal Belgie』は「ジェレミー・タラベル監督が後藤を批判“品格があるか、ないかだ”」と題した記事を掲載した。同メディアによると、同監督は後藤について「アンデルレヒトのロッカールームでは、もう後藤の話題は出ていない。彼について多くを語るつもりもない。ただ、品格があるか、ないかだ」とコメントしたという。　問題となったのは、シント＝トロイデンが2-0でアンデルレヒトに勝利した試合後の行動だ。後藤は先制ゴールを決めた後に感情をあらわにして喜び、試合終了後にはシント＝トロイデンのエンブレムにキスをした。この振る舞いがアンデルレヒトの選手たちの反感を買ったとさまざまなメディアで伝えられてきた。　また、この試合後にはアンデルレヒトのGKコリン・コーセマンスやDFルドビク・アウグスティンソンも後藤を批判したという。　一方で同メディアは、後藤を批判したコーセマンスについて「ヘントとのアウェイゲームで、露骨な時間稼ぎや負傷を装う行為、ファウルを誘うプレーを見せており、品格を欠く振る舞いも見受けられた」と皮肉っている。　なお、後藤はアンデルレヒトと2028年夏まで契約を結んでいる。同記事では、後藤が今2026年夏にアンデルレヒトからの移籍を希望しているとも伝えている。後藤は今2025/26シーズン、ここまで公式戦38試合で13ゴール8アシストを記録している。

「元東京V・G大阪MF山本理仁、フライブルク移籍合意！移籍金は“鈴木彩艶超え”！鈴木唯人の同僚に」　　東京ヴェルディ、ガンバ大阪在籍歴のあるベルギー1部シント＝トロイデンVV（STVV）所属MF山本理仁は、20日までにFIFAワールドカップ北中米大会日本代表MF鈴木唯人擁するSCフライブルクへの完全移籍が決定的に。移籍金は、STVVが2024年夏に日本代表GK鈴木彩艶をパルマへ売却した際の金額を上回る見込みだ。　ベルギーの移籍市場に精通する著名ジャーナリストであるサシャ・タヴォリエリ氏は20日に「フライブルクは山本を完全移籍で獲得することにより、STVVと合意」「選手側のいくつかの詳細部分について交渉する必要があるが、移籍決定は目前」とリポート。クラブ間合意に達しており、残るは選手サイドとの条件詰めのみ。実質、交渉の山場は越えた。　鈴木彩艶のパルマ移籍時の移籍金は1000万ユーロ（約17億円）。英メディア『The Athletic』によると、STVVのCEO立石敬之氏は今年3月の時点で、「山本は鈴木と同じく記録的な金額で去ることになる」と予告していた。今回の移籍がその言葉通りの結末を迎えつつある以上、クラブが受け取る売却益は17億円超えが濃厚だ。　移籍先候補には、オリンピック・リヨン、日本代表FW塩貝健人擁するボルフスブルクも浮上していたが、最終的にフライブルクが争奪戦を制した格好となる。　山本本人は3月の番組出演時に「次は欧州5大リーグ」とステップアップ移籍の方針を明言し。「ドイツ、イタリア、スペインもそうだし、プレミアリーグはその後というイメージ」と語っていた。フライブルクでのステップを踏んだ上で、プレミアリーグへ挑戦することになりそうだ。

「セルティック前田大然「プレミア移籍希望」日本人選手と共闘浮上！移籍金24億円以下」　　セルティック所属のFIFAワールドカップ北中米大会日本代表FW前田大然は、今夏移籍が既定路線。一部ではトッテナム、エバートンなどプレミアリーグ複数クラブからの関心が報じられているが、ここに来て新たな移籍先候補が浮上。日本人選手との共闘が取りざたされている。　海外メディア『コベントリー・シティ・アルゼンチン』は20日に「コベントリーが前田大然の獲得に関心を示しているとの情報を入手した」とリポート。「彼はプレミアリーグ移籍を望んでおり、契約期間も残り1年となっているため、市場価値を下回る移籍金で退団する可能性がある」と報じている。　ドイツの移籍専門サイト『トランスファーマルクト』によると、前田の市場価値は5月20日時点で1300万ユーロ（約24億円）。すでに選手サイドはセルティックに対して契約延長を行わない意向を伝えたとみられるが、その上での今夏移籍となれば、移籍金は1300万ユーロを下回る見込みだ。　なお、マンチェスター・ユナイテッド元関係者のミック・ブラウン氏は、「いくつかのプレミアリーグ複数クラブが前田を高く評価している」と、移籍市場の内部事情をリーク。「スコットランド1部リーグのレベルは下がっている」とも指摘しているが、現時点ではエバートン、ブレントフォード、トッテナムが移籍先候補として報じられている。　一方、コベントリーは2025/26シーズンの2部リーグを制覇。モンテディオ山形・セレッソ大阪在籍歴のあるMF坂元達裕が主力選手として活躍している。

What is the best and fairest way to find top talent? Dr Siri Chilazi is a senior researcher at the women and public policy program at Harvard Kennedy School. She looks at research-backed ways to boost fairness and gender equality in the workplace. In this episode, she speaks with series producer Odessa Blain about the most common hiring mistakes and leaders should set about fixing them. Plus, this season Helen McCabe is answering your leadership questions. Wait to the end of the episode to hear her take on managing older employees. If you have any leadership dilemmas, send them her way by emailing hello@futurewomen.com. Join the movement to fast-track your professional development. Become an FW member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

ブラジルサッカー連盟は18日（日本時間19日）、ワールドカップ北中米大会に臨む代表メンバー26人を発表し、34歳のFWネイマール（サントス）が2年7カ月ぶりに復帰した。サプライズ選出の理由について、カルロ・アンチェロッテ...The post なぜアンチェロッティ監督は、ネイ…

「サンフレッチェ広島に外国人FW獲得報道！移籍金0.4億円未満！ポーランド2部で2桁ゴール」　　サンフレッチェ広島がポーランド2部スタル・ジェシュフ所属のブラジル人FWジョナタン・ジュニオールに関心を寄せているようだ。　現在27歳のジョナタンは身長178センチで右利きのアタッカー。アトレチコ・パラナエンセBチームからのレンタル移籍を繰り返した後、2023年9月に欧州移籍。コトウィカ、ラドミアク、スタロヴァ・ウォラとポーランド国内の複数クラブを渡り歩き、2025年1月にスタロヴァ・ウォラからスタル・ジェシュフへ移籍。2025/26シーズンは2部リーグ戦32試合で12ゴール3アシストと、絶対的ストライカ－として結果を残している。　海外メディア『Dariusz』は19日に「ジョナタンが広島の標的になった」とリポート。移籍金はわずか20万ユーロ（約3700万円）だというが、現時点で交渉や正式オファーの有無は明らかになっていない。　ドイツ『トランスファーマルクト』によると、ジョナタンとスタル・ジェシュフの契約は2027年6月まで残っている模様。契約満了まで残りおよそ1年であるだけに、比較的安価で獲得できる可能性は十分ある。　ブラジル1部リーグ戦で通算16試合出場3ゴール、2部リーグ戦で通算61試合出場8ゴールをマークしているジョナタン。ポーランドで充実した時間を過ごしているだけに、今後争奪戦に発展する可能性は考えられる。

「古橋亨梧が退団か！「移籍金回収を目指して放出…」前田大然に警告「失敗例に続くな」」　　今2025/26シーズンのスコティッシュ・プレミアシップ王者セルティックは、さまざまな主力の選手たちが高額移籍を果たしてきた中、今2026年夏には同クラブに所属する日本代表のFW前田大然にも移籍の可能性が浮上している。　UKメディア『FootballFanCast』が「セルティックのスター選手（前田）に警告“ゴールが入らない”バーミンガム・シティ失敗例に続くな」と題した記事を掲載した。　同メディアは、前田への“警告例”として過去にセルティックに在籍し、現在はEFLチャンピオンシップ（イングランド2部）のバーミンガムに所属するFW古橋亨梧の名前を挙げた。古橋は2025年1月にセルティックからリーグ・アンのスタッド・レンヌへ移籍。しかし、その半年後の2025年7月にバーミンガムへ移籍した。　同メディアは「この日本代表FW（前田）にとって、誤ったタイミングで移籍した場合に何が起こり得るかを示す警告例は身近に存在する。日本代表のチームメイトである古橋は、現在バーミンガムで苦戦しており、再び放出候補に挙がっている」との見解を示した。　さらに同メディアは、元バーミンガムFWクリントン・モリソン氏が、古橋について今夏に売却される可能性があると語った発言を紹介した。　「高額な給与を受け取っている選手だから、クラブとしては移籍金回収を目指して放出を検討する可能性がある」　「バーミンガムではチャンスを得ていたが、それを決め切れなかった。そういうこともある。自信を失っている選手というだけで、実際うまくいかなかった。運動量は素晴らしいが、9番の選手なら運動量だけでは足りない。ゴールを決めなければならないし、古橋にはチャンスがあったのに焦っていた」

「上田綺世、「退団する可能性を真剣に…」フェイエノールトでのラストマッチは既に終了」　　プレミアリーグクラブからの関心が高まる中、オランダ1部エールディビジのフェイエノールトに所属する日本代表FW上田綺世の去就が高い注目を集めている。上田は現地5月17日に開催されたリーグ最終節PECズボレ戦（2-0）のメンバーから外れ、身体的および精神的疲労を理由に休養を取った。　そんな中、オランダメディア『FootballTransfers』が「上田、フェイエノールトでのラストマッチは既に終了か」と報じた。同メディアは、「クラブ内部では、今2026年夏に上田が退団する可能性を真剣に想定している」と伝えている。　上田はフェイエノールトのロビン・ファン・ペルシ監督の下で好調を維持し、リーグ戦31試合で25ゴールを記録。今2025/26シーズンのエールディビジ得点王に輝いた。　その活躍を受け、プレミアリーグのトッテナム・ホットスパー、ブライトン・アンド・ホーブ・アルビオン、エバートン、リーズ・ユナイテッドが日本代表FWの動向を追っているという。フェイエノールトは移籍金として1,500万ユーロから2,500万ユーロ（27億7,000万円から約46億2,000万円）を求める考えだと複数メディアが伝えているとのことだ。　また、元オランダ代表で引退後は解説者やアナリストとして活動しているビム・キーフト氏は、クラブに対して今2026年夏の売却を勧めたという。さらに、ファン・ペルシ監督も「上田が簡単に残ると考えるのは現実的ではない」とコメントしたと同メディアは伝えている。フェイエノールト側も長期残留は難しいと見ているようだ。

レアル・マドリードのフランス代表FWキリアン・エムバペは14日、ラ・リーガの第36節・オビエド戦に後半24分から途中出場。試合後、「アルバロ・アルベロア監督からFW勢では4番手と告げられた」と明かし、波紋を呼んでいる。米...The post 仏代表エムバペ、衝撃発言「監督か…

「ヴィッセル神戸、赤字7億円超…宮代大聖は完全移籍か！移籍金5億円以上と現地報道」　　日本代表FW宮代大聖は現在、ヴィッセル神戸からラス・パルマスへの期限付き移籍中。スペイン2部リーグ戦で4ゴールと、すでに主力選手として活躍しているが、同選手の完全移籍意向を後押しする裏事情があるという。　官報には5月15日付で楽天ヴィッセル神戸株式会社の第22期決算公告が掲載されているが、これによると同社の当期純利益はマイナス7億3446万円であり、利益剰余金はわずか2067万円。期純利益で大幅な赤字を計上しているだけに、移籍金収入等により賄う必要があるとみられる。　一方、宮代は2025シーズン終了後に神戸からラス・パルマスへ期限付き移籍しているが、スペイン『スポルト』によると、宮代の買い取りオプションは290万ユーロ（約5億3,500万円）に設定されているとのこと。現地メディア『Universidad Villanueva』は期限付き移籍決定直前に「買い取りオプション150万ユーロ（約2億7,000万円）で、次の移籍における売却益の30%を神戸に支払うという条件で合意」と報じていたが、神戸は完全放出で5億円以上の収入を得るとみられる。　その宮代は加入当初、現地で差別被害に遭ったが、2月中旬以降はスタメンに定着。3月8日のリーグ戦で2ゴールを挙げるなど、絶対的ストライカーとして存在感を発揮。チームも5位と、ラ・リーガ昇格争いに加わっている。　リーグ戦残り3試合で自動昇格の可能性を残しているラス・パルマスの好調ぶりと、神戸の財政事情を踏まえると、宮代が完全移籍する可能性は十分ある。

「中国で使い捨て？ジャン・クルードに横浜FM復帰報道！「怪我で早期返却」代理人はFC東京等に接触」　　トーゴ代表MFジャン・クルードは現在、横浜F・マリノスから中国1部の上海上港へ期限付き移籍中。足首の靭帯損傷により戦線離脱を余儀なくされているが、早ければ2026シーズン途中にも横浜FMへ復帰する可能性があるという。　中国メディア『新浪』が14日に伝えたところによると、ジャン・クルードは上海上港加入以来すでに2度負傷。4月に行われたダービーマッチでコンディション不良にもかかわらずプレーし、靭帯を痛めており、手術を行う見込みだという。　長期離脱の可能性があるだけに、記事では「期限付き移籍で獲得した上海上港の判断は賢明だった。期限付き移籍期間は2026年12月までだが、怪我の影響で出場機会が確保できない場合は、早期に返却する」と、レンタル打ち切りの可能性に言及されている。　一方、クルードのエージェントである『LEFTスポーツ』の関係者は、FC東京やRB大宮アルディージャのクラブハウスを訪問した後、13日に空路で上海入り。選手本人や上海上港の関係者と何らかの話し合いを行ったものとみられる。　現在22歳のクルードは、2024年7月に横浜FMへ移籍。来日1年目はJ1リーグ戦で3試合の出場にとどまったが、AFCチャンピオンズリーグエリート2024/25シーズンでは6試合に出場。2025シーズンのJ1リーグ戦では、21試合に出場して1アシストを挙げている。　なお、LEFTスポーツは現在、FWラファエル・ハットン（元セレッソ大阪）、MFエドゥアルド（ジェフユナイテッド千葉）、FWテヴィス（横浜F・マリノス）、MFグスタボ・シルバ（ジュビロ磐田）など、複数の外国人Jリーガーを顧客に抱えている。有望株の外国人選手が中国で粗末な扱いを受けて、使い捨てられる現状に、選手側も複雑な思いを抱いているかもしれない。

In episode 252, Coffey talks with Beverly Parker about how recruiting and talent acquisition are evolving and why relationship-based recruiting still matters.  They discuss the shift from newspaper job ads, to Monster, to today's AI-powered recruiting platforms; why “post and pray” or “post and spray” recruiting fails to attract high-quality passive candidates; how recruiters use professional networks to identify specialized talent faster; the growing impact of AI-generated resumes and fraudulent job applicants; why recruiters should avoid over-relying on AI resume filtering tools; strategies for sourcing passive candidates in competitive hiring markets; the value of agency recruiters for hard-to-fill and specialized positions; how employers can improve hiring processes during a frozen labor market; candidate expectations around compensation, flexibility, and work-life balance; why transparency about career growth opportunities improves retention and hiring outcomes; the increasing importance of training and development in workforce planning; how younger workers want meaningful work and stronger onboarding support; the importance of hiring for adaptability and learning agility instead of static skills; lessons from building recruiting functions inside growing organizations; and how long-term recruiter relationships create stronger organizational outcomes than transactional placements.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Beverly Parker is an accomplished HR leader and recruiter with over 15 years of experience connecting top talent with tier-one employers. She has built a reputation for aligning high-performing candidates with organizations that value growth, culture, and long-term success.  Her work is grounded in a results-driven approach to talent acquisition and workforce development, with a strong focus on building strategic partnerships across the Dallas–Fort Worth metroplex. Beverly actively collaborates with leading professional organizations, including Fort Worth HR, MidCities HR, Dallas HR, APA, and FEI, to stay at the forefront of industry trends and talent needs.  A dedicated advocate of servant leadership, Beverly is committed to fostering environments where individuals and teams can perform at their highest level. She holds both PHR and SHRM-CP certifications.  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand how modern talent acquisition differs from traditional recruiting models. Evaluate when organizations should use internal recruiters versus external recruiting agencies. Identify strategies for attracting passive candidates in competitive labor markets. Recognize the risks and limitations of AI-driven recruiting and screening systems. Improve hiring processes by aligning candidate motivations with organizational realities. Develop recruiting approaches that prioritize long-term fit over transactional hiring. Explore how training, onboarding, and development affect employee engagement and retention. Assess how labor market uncertainty influences candidate and employer behavior. Learn how recruiters can identify transferable skills and high-potential candidates. Understand why adaptability and learning agility are becoming critical hiring criteria.  

「上田綺世がフェイエノールト退団へ「今こそ放出すべきだ」「クラブが求める移籍金は」」　　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のFW上田綺世は連日さまざまなメディアで移籍の噂が取り沙汰されているが、現地では批判的な意見も上がっているようだ。　オランダメディア『Feyenoord Pings』は、「上田がフェイエノールト退団へ。クラブが求める移籍金とは」と題した記事を掲載。　同メディアによると、上田は、現地5月17日に行われるリーグ最終節（対PECズヴォレ）がフェイエノールトで最後の試合となる可能性があるという。また、プレミアリーグのエバートンやブライトン＆ホーブ・アルビオンが同選手の獲得に関心を示しているとも伝えている。　フェイエノールトは、上田の移籍金として約1,500万ユーロ（約28億円）を求めている模様だ。　また、同メディアは、「上田はフェイエノールトで“行き詰まり”？誰も彼に熱狂していない」との見出しで、以下のように上田についての現地サッカー関係者の意見を紹介している。　元オランダ代表FWビム・キーフト氏は、サッカー系のトーク番組であるポッドキャスト『KieftJansenEgmondGijp』で、「上田は今こそ放出すべきだ。25ゴールを挙げてオランダ得点王になったことを、今こそ換金しなければならない」と発言。また、フェイエノールトは新たなストライカーを補強する必要があるとの見方も示した。　加えて、同国のスポーツジャーナリスト兼作家で、サッカー関連の著書で知られているミシェル・ファン・エグモント氏は「上田はエールディビジ得点王だが、それでも誰も本気で彼に熱狂していない」とコメント。　これに対してキーフト氏は、「やはりビッグマッチで結果を残さなければならない」と語り、上田は大一番での活躍が少ないとの見解を示している。

「ジャン・クルードの横浜FM復帰は？代理人、FC東京・RB大宮訪問後に新たな動きも」　　トーゴ代表MFジャン・クルードは現在、横浜F・マリノスから中国1部の上海上港へ期限付き移籍中。期限付き移籍期間は2026年12月までだが、現在は足首の靭帯損傷により長期離脱中。横浜FM復帰の可能性も取りざたされるなか、同選手の代理人に動きがあるようだ。　現在22歳のクルードは、2024年7月に横浜FMへ移籍。来日1年目はJ1リーグ戦で3試合の出場にとどまったが、AFCチャンピオンズリーグエリート2024/25シーズンでは6試合に出場。2025シーズンのJ1リーグ戦では、21試合に出場して1アシストをマーク。日本で実績を残し、J1百年構想リーグ開幕前に上海上港へ期限付き移籍したが、4月に行われたダービーマッチでコンディション不良にもかかわらずプレーし、靭帯を痛めた。　そのクルードのエージェントはブラジルに拠点を構える『LEFTスポーツ』だが、同社の関係者であるレオナルド氏は、13日にインスタグラムを更新。空路で東京から上海へ移動したことを明かしているだけに、今後クルード本人や上海上港と何らかの交渉を行うものとみられる。　LEFTスポーツは現在、FWラファエル・ハットン（元セレッソ大阪）、MFエドゥアルド（ジェフユナイテッド千葉）、FWテヴィス（横浜F・マリノス）、MFグスタボ・シルバ（ジュビロ磐田）など、複数の外国人Jリーガーを顧客に抱えている。　なお、レオナルド氏13日までにFC東京やRB大宮アルディージャのクラブハウスを訪問。両クラブ関係者と交渉したとみられるが、クルードの去就と一部Jリーグクラブの補強に何らかの関連性がある可能性も排除できない。

「バイエルンとニューカッスルのイングランド代表ゴードンが合意？ケインが交渉に関与か」　　ブンデスリーガのバイエルン・ミュンヘンは、来2026/27シーズンに向けた攻撃陣の補強を進めているようだ。同クラブは新戦力の獲得を目指しており、イングランド代表選手との交渉が進展している可能性が伝えられている。　ドイツメディア『TZ』は、「バイエルン、FWアンソニー・ゴードンと合意か」と報じた。同メディアによれば、プレミアリーグのニューカッスル・ユナイテッドに所属するイングランド代表FWアンソニー・ゴードンが、バイエルンの攻撃陣強化に加わる可能性があるようだと伝えている。ただし、ミュンヘン側が望むこの移籍は、移籍金が障壁となる可能性もあるとの見解も同時に示している。　ゴードンは、バイエルンにとって今2026年夏の最優先ターゲットとみられている。移籍市場に詳しいジャーナリストのベン・ジェイコブス氏は、バイエルンのFWハリー・ケインが今回の移籍交渉に自ら関与したと伝えた。ケインはイングランド代表のチームメイトであるゴードンと直接話し合い、同クラブへの移籍について意見を交わしたという。　一方で、移籍成立には高額な移籍金が障害になる可能性があるようだ。ゴードンはニューカッスルと2030年7月1日まで契約を結んでおり、同クラブは少なくとも7,500万ポンド（約160億円）を要求しているようだ。　ゴードンは2023年1月、プレミアリーグのエバートンからニューカッスルへ移籍した。同選手は公式戦152試合で39ゴール28アシストを記録。今2025/26シーズンはUEFAチャンピオンズリーグ12試合で10ゴールを決め、FWキリアン・エムバペとケインに次ぐ成績を残している。　バイエルンのバンサン・コンパニ監督の求める攻撃的選手の条件に合うと伝えられているが、バイエルンがFWルイス・ディアスのバックアップ役とみられるゴードンに獲得に巨額の資金を投じるかは疑問が残るとの見解も同メディアは示している。

「中村敬斗がランス退団示唆！「悔しかった」こととは？昨夏の移籍破談にも言及」　　スタッド・ランス所属の日本代表MF中村敬斗は、MF三笘薫にかわるアタッカーとしてFIFAワールドカップ北中米大会での活躍が期待される一方、今夏移籍がほぼ確実。フランス2部リーグ戦最終節で4ゴールをあげた後、自身の思いを語っている。　フランス『ランスVDT』が14日に伝えたところによると、中村は「みんな知っていた。自分は移籍したいと思っていた」と、昨年夏の移籍破談劇を回顧。「それでもシーズンは始まったし、2か月間トレーニングに参加していなかったにもかかわらず、再びプレーすることになった。でも復帰した時、チームは自分を受け入れてくれた。だから、それは自分にとっても嬉しいことだった。正直に言えば、本当にクラブをリーグアン昇格へ導きたかったし、悔しかった」とコメントしたという。　チームのことを思ってプレーを続けた中村。4月のイングランド戦で森保ジャパンの勝利に貢献した後、インタビューで「左サイドを三笘薫とやれるのは大きな喜び」「自チームじゃありえないくらいのレベル」などと、日本代表とランスのプレーレベルを比較したことにより、フランス国内で一時批判を浴びており、フランス2部リーグ戦最終節でもサポーターからブーイングを浴びている。　海外メディア『all asian football』のジャーナリストであるダニーロ氏は、中村を取り巻く状況について「敬斗は何としてでも移籍したがっていたが、クラブが事実上それを阻止した。彼が常に全力を出せなかったのは明らかだし、そもそも彼のような選手が2部リーグでプレーすべきではない」「個人的には、あのブーイングは非常に悲しく、不当なものだったと思う」と報じている。　中村には古巣のオーストリア1部LASKリンツやFW古橋亨梧（バーミンガム）の古巣であるスタッド・レンヌからの関心が取りざたされている。「本当にクラブをリーグアン昇格へ導きたかった、悔しかった」というコメントを踏まえると、ランス退団が既定路線であることを本人が明かしたと解釈することができる。

What are some of the best ways to remain relevant in the age of AI? This panel discussion, recorded live at the FW Leadership Summit, will help you to identify the skills required to futureproof your career and avoid being left behind. With Jobs and Skills Australia's Cliff Bingham, CSIRO's Stefan Hajkowicz and Hudson's Kimberley Hubble. Moderated by journalist Leila McKinnon. Join the movement to fast-track your professional development. Become an FW member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

In episode 251, Coffey talks with Jennifer Yugo about why traditional interviews fail to identify top candidates and how competency-based, structured hiring improves outcomes.  They discuss the ineffectiveness of unstructured interviews and reliance on intuition in hiring decisions; confirmation bias and overconfidence in manager-led candidate selection processes; building competency-based hiring frameworks grounded in real job performance data; differences between skills and competencies in evaluating candidate success; designing structured interviews with behavioral and situational questions; aligning hiring processes with organizational culture and values; leveraging applications and assessments to enhance candidate evaluation consistency; improving hiring manager adoption through usability and stakeholder involvement; measuring hiring success through turnover, efficiency, and process compliance metrics; balancing candidate experience with standardized hiring systems for fairness.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP251  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jennifer Yugo is a seasoned professional in building exceptional workplaces and business environments. With a 20-year career and her experience as Managing Director and Owner at Corvirtus, she applies science-driven frameworks to develop tools that enhance employee performance and engagement. Her leadership is instrumental in advancing the company's offerings in solutions including employee retention, hiring, and culture-building.  Jennifer's expertise is grounded in her comprehensive knowledge of Industrial-Organizational Psychology, Organizational Behavior, Human Resources, and Psychometrics.   She actively contributes to these fields through speaking engagements, writing, and presenting at conferences like DisruptHR.  Jennifer earned her PhD at Bowling Green State University's nationally-ranked Industrial-Organizational Psychology program and her Bachelor's degree in Psychology with Highest Honors from Purdue University.  Jennifer Yugo can be reached at   https://corvirtus.com  https://www.linkedin.com/in/jenniferyugo  https://www.youtube.com/@corvirtus1779    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives:  Understand the limitations of traditional, intuition-driven interview methods Apply competency-based frameworks to design structured hiring processes Evaluate candidates more effectively using behavioral and situational interview techniques 

Why are organisations so often afraid of taking on a challenging, passionate employee? Jasmin Bedir is a powerhouse creative and CEO of advertising agency Innocean. In this episode, she speaks with Helen McCabe about innate influence, hiring and being a self-described "annoying" employee. Plus, this season Helen McCabe is answering your leadership questions. Wait to the end of the episode to hear her take on managing friends and lateness. If you have any leadership dilemmas, send them her way by emailing hello@futurewomen.com. Join the movement to fast-track your professional development. Become an FW member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

In episode 250, Coffey talks with Justin Dorsey about recent HR-related new items including navigating politics, mental health, employees' sometimes inflated compensation expectations, and the most in-demand HR skills.  They discuss managing political conversations and ideological conflict in the workplace; balancing employee expression with productivity and respectful communication; how HR leaders can create psychologically safe but performance-focused cultures; generational differences in resilience, stress, and mental health expectations; the growing importance of employee assistance programs and mental health leave awareness; how poor sleep hygiene and digital overload impact employee productivity and wellbeing; handling difficult compensation conversations and unrealistic salary increase demands; avoiding emotional decision-making during employee relations conflicts; why culture fit should evolve into culture add during hiring decisions; the increasing demand for HR technology, people analytics, and change management expertise; how artificial intelligence is reshaping HR roles and workforce management; and the future convergence of HR leadership with operational leadership responsibilities.  Media mentioned in this podcast:  The End of “No Politics at Work” and What Comes Next Mental health leaves are rising. How can organizations reduce and better manage leaves? | Idaho Statesman The 2026 Workplace Mental Health Annual Report | Spring Health Employee demands a near 50% raise : r/managers HR Career Outlook 2026: Is Your HR Career Future-Proof? - AIHR  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP250  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Justin brings a background of psychology and sociology into the world of HR. He is currently a fractional HR consultant for the Texas HR Team where he provides strategic HR support for small businesses and nonprofit organizations.  With extensive experience in a variety of industries, including retail, healthcare, distribution, and engineering, His expertise includes employee relations, talent acquisition, training, compensation, benefits, and employee engagement. He holds both a Senior Professional and Global Professional certification in Human Resources.  Outside of work, Justin is a dedicated volunteer at his church and other community organizations including Junior Achievement and F3. He's a past president of Fort Worth HR and was recognized by the Fort Worth Business Press in their Top 40 Under 40 program. More importantly, he's a husband of 1 and father of 2. Don't get him started talking about chickens or Texas Tech sports.  Justin Dorsey can be reached at justin@texasHRteam.com https://www.linkedin.com/in/justin-dorsey-sphr  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives: Evaluate strategies for managing political and social discourse in the workplace while maintaining productivity and respect. Identify practical ways HR leaders can support employee mental health without overstepping into clinical or therapeutic roles. Apply effective approaches for handling compensation disputes, employee dissatisfaction, and retention conversations. Understand how AI, HR analytics, and technology fluency are reshaping future HR career paths.  

This panel discussion, recorded live at the FW Leadership Summit, examines how to recover from redundancy and complex workplace situations. With actor/author/podcaster Mary Coustas, The Lantern Group's managing director Victoria Buchan and FW’s learning design and content specialist Briana Blackett. Moderated by FW Founder Helen McCabe. Join the movement to fast-track your professional development. Become an FW member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

In episode 249, Coffey talks with Jenay Huey about how growing businesses should approach HR strategy, outsourcing, and internal capability building.  They discuss why small businesses delay investing in HR until problems arise; misconceptions about HR as a cost center versus strategic function; differences between transactional HR tasks and long-term workforce strategy; when to hire in-house HR based on employee count and complexity; how to evaluate HR consultants and service level agreements; the role of benefits brokers, attorneys, and HRIS platforms; pros and cons of outsourcing HR functions and PEO arrangements; selecting and scaling HR technology systems effectively; building internal HR talent pipelines and succession planning; importance of business acumen and aligning HR initiatives with financial outcomes.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP249  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jenay Huey, SHRM-SCP, PHR, is the President of Dunedin HR Solutions LLC and a seasoned Human Resources strategist dedicated to "putting the human back in HR." With a career built on helping organizations and employees, Jenay serves as a fractional CHRO, aligning HR policies with business vision to drive net income and team engagement. She is dedicated to serving small and medium size organizations.   She believes that all organizations deserve access to an HR professional that understands their organization, scales solutions to their size and culture and undertsands the employment compliance landscape.   Jenay has over 20 years of experience in HR and people operations. She has worked with organizations from small family run businesses to organizations with over 7000 employees. She received her B.A.Sc from the University of South Florida, holds several certifications including her SHRM-SCP and PHR from HRCI.  Jenay Huey can be reached at  https://www.dunedinhrsolutionsllc.com https://www.linkedin.com/in/jenay-huey https://www.facebook.com/profile.php?id=100094367457078  https://www.instagram.com/dunedin_hr_solutions_llc  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Identify when a growing company should invest in HR support or leadership Evaluate external HR resources, consultants, and PEOs effectively Design a scalable HR strategy that aligns with business growth and profitability 

Kerri Hartland leads Australia’s most secret organisation. She oversees our network of spies and intelligence officers as the first-ever female Director-General of the Australian Secret Intelligence Service (ASIS). But this highly-respected and accomplished leader has also had anything but a linear career path. In this episode, she speaks with FW's Helen McCabe about career pivots, keeping secrets and the three Cs that guide her leadership philosophy. Plus, this season Helen McCabe is answering your leadership questions. Wait to the end of the episode to hear her take on public speaking. If you have any leadership dilemmas, send them her way by emailing hello@futurewomen.com. Join the movement to fast-track your professional development. Become an FW member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

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

In episode 248, Coffey talks with Damon Thompson about how student loan debt impacts employees and how employers can help reduce that burden through benefits programs and federal subsidies.  They discuss the history and evolution of federal student loan programs before and after the Affordable Care Act; rising college costs and lack of borrowing caps driving massive student debt growth; financial stress and productivity loss caused by high monthly loan payments; how income-driven repayment and federal subsidy programs reduce employee loan obligations; employer-sponsored student loan repayment benefits under Section 127 tax advantages; complexities and low success rates navigating Department of Education programs independently; public service loan forgiveness eligibility and long-term debt elimination strategies; how personal circumstances influence repayment calculations beyond income alone; the role of third-party services in optimizing loan subsidies and compliance; and the connection between student debt, employee retention, and delayed life milestones.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP248  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  After graduating from Austin College (Sherman Texas) in 1979 Damon immediately began his career working directly with the owners of closely held businesses and their H.R. teams.   Understanding the needs of both the employer and the employee he knows that not all employee benefits are “insurance” benefits needing employer funding.   Being familiar with Comprehensive Major Medical, Workers Compensation as well as Administration systems & software has allowed him to develop unique solutions for owners of those closely held companies and their HR teams.   This has also led to many speaking engagements in organizations such as Texas A&M Graduate School of Business, Work with Texas Legislators & Attorney General, Private Equity Association Convention (PEG-aplooza), and Numerous Chambers of Commerce across Texas.  Damon Thompson can be reached at https://www.finnita.com/  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how federal student loan programs evolved and why debt has increased significantly Identify the impact of student loan debt on employee productivity, retention, and financial wellbeing Evaluate employer strategies, including tax-advantaged benefits, to help employees manage student loans  

From passive aggressive emails to a 'not my job' mentality, there are corporate habits that might seem small but can creep up and create a toxic company culture. This panel discussion, recorded live at the FW Leadership Summit, will help you identify workplace culture killers and give you the tools to set about eliminating them. With The Mathpath's Aubrey Blanche, disability advocate Anja Christoffersen, FW’s Head of Business Expansion, Ruby Leahy Gatfield and Gippsland Critical Minerals CEO Michelle Wood. Moderated by journalist and presenter Leila McKinnon. Join the movement to fast-track your professional development. Become an FW member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

April 12, 2026Pastor Matt KendrickVision SundayIn today's message, Pastor Matt walks us through where our church has been, who we are, and where we're going.Our Mission Statement:To make disciples who make disciples in FW and around the world, for the glory of God.Thank you for listening!For more info on Redemption City Church check out our website.If you'd like to connect with us further, please fill out a Connection Card and one of our staff will get in touch with you.Follow us on on social media: Instagram, Facebook and YouTube

In episode 247, Coffey talks with Michelle Sims about building skills-first hiring pipelines and expanding apprenticeship models to address the early-career experience gap in the age of AI.  They discuss redefining entry-level work as automation reshapes junior roles; bridging the experience gap through apprenticeships and workforce development programs; expanding access for non-degree and nontraditional talent into corporate careers; differences between internships and apprenticeships in structure, pay, and outcomes; integrating mentorship, wraparound support, and structured training into early career pathways; challenges of adopting skills-first hiring and replacing degree-based proxies; designing fair and effective hiring assessments including project-based evaluations; measuring apprenticeship success through retention, productivity, and skill progression; the role of AI in shifting demand toward mid-career talent with technical experience; building inclusive hiring pipelines that expand access to underrepresented groups; and public policy efforts to scale apprenticeships and workforce development nationwide.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP247  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Michelle Sims is the CEO of YUPRO Placement, a skills-first placement firm advancing economic mobility for talent traditionally overlooked by the hiring system. She partners with corporate leaders to replace outdated practices with performance-driven, retention-ready workforce solutions.  A multi-year Staffing Industry Analyst Global Power 150 Women in Staffing honoree, Michelle serves on the American Staffing Association Women in Leadership Council and is a board member of the Harvard Kennedy School Women and Public Policy Program. Under her leadership, YUPRO Placement has earned industry-wide recognition for innovation, equity, and upskilling programs.  Michelle is a regular Forbes contributor and a respected voice in workforce strategy, advocating for inclusive, skills-first hiring that meets today's talent demands and builds tomorrow's teams.  Before joining YUPRO Placement, Michelle held senior executive roles across multiple industries and taught human resources and leadership development as an adjunct professor for 17 years. She holds a BBA from Texas A&M University and an MBA from Houston Christian University.  Michelle Sims can be reached at: www.yupro.com https://www.linkedin.com/in/michellesims-  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how AI is reshaping entry-level roles and talent pipelines Evaluate the structure and benefits of apprenticeships versus internships Design skills-first hiring processes that prioritize competencies over credentials 

In episode 246, Coffey talks with Kelly Price about building effective people strategy in small and medium-sized businesses.  They discuss why small businesses often treat HR as administrative rather than strategic; hidden financial costs of poor hiring and turnover; aligning people strategy with business goals and growth plans; improving recruiting processes beyond staffing agencies; designing structured onboarding and performance management systems; adapting to rapid change including AI and post-COVID workplace shifts; generational differences in workplace expectations and engagement; balancing flexibility with accountability in modern work environments; leveraging institutional knowledge from long-tenured employees; identifying when to bring in HR consultants and how audits drive strategic alignment; developing leadership capabilities as organizations scale beyond founder control.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP###  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:  Kelly Price is a dynamic leader and the passionate founder of ThriveHR. Kelly's career is a testament to her dedication and love for helping others, beginning with a Bachelor's degree in Hospitality Management from Kansas State University.  Her professional journey started at Marriott International. It was here where she mastered the art of creating memorable experiences, igniting her passion for positively impacting people's lives, a core value she carries into her HR career.  Kelly's enriching path in Human Resources started as a recruiter. She found joy in helping individuals secure jobs and the ability to impact their lives and families. Climbing the corporate ladder, Kelly served in various critical roles, including Benefit Manager, Director of HR, and VP of HR. In these positions, she played a crucial role in reducing turnover, enhancing employee satisfaction, and reshaping people and HR strategies.  As a small business owner, Kelly now leverages her extensive experience to help other businesses excel through smart people decisions. With her energy and positivity, she ensures that every client interaction is impactful and meaningful.  Kelly Price can be reached at www.thrivehrkc.com www.linkedin.com/in/kellypricethrivehr   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand the business impact of treating HR as a strategic function rather than administrative. Identify practical ways to improve hiring, onboarding, and retention in growing organizations. Apply people strategy principles to adapt to workforce, generational, and technological changes. 

In episode 245, Coffey talks with Patrick Richter about news and media items from the past month, including emerging HR risks involving AI, workplace compliance, and employer liability.  They discuss legal risks of AI-driven hiring tools and potential age discrimination claims; nuances of disparate impact versus disparate treatment under employment law; employer responsibilities when using third-party HR technology platforms; cybersecurity threats targeting HR teams through fake job applications; evolving tactics like deepfakes and identity fraud in hiring processes; ADA compliance and handling employee health disclosures appropriately; importance of the interactive process in workplace accommodations; legal pitfalls of paternalistic employment decisions; wage deduction laws and why punitive pay docking is unlawful; and broader employee relations risks from poorly designed workplace policies.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP245  Media mentioned in this podcast:  Workday takes partial loss as judge refuses to dismiss claims in AI bias lawsuit | HR Dive Fake Job Applications Used to Deliver Malware Targeting HR Teams - The420.in EEOC: Restaurant fired worker who had seizure to allow her to ‘focus on' her health | HR Dive Is it legal for company to deduct wages for breaking internal rules? : r/AskLegal   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:  Patrick Richter helps employers and executives navigate high-stakes employment and workplace issues with practical, business-minded legal guidance.  He helps employers and executives navigate high-stakes employment and workplace issues with practical, business-minded legal guidance.   Patrick is an experienced employment attorney, litigator, and certified mediator, with a practice that spans first-chair trial work, strategic counseling, and transactional support. He advises on the full range of day-to-day HR and workforce issues, and he regularly partners with business leaders during critical moments—from growth and restructuring to disputes that threaten people, culture, or enterprise value.  Patrick Richter can be reached at https://rigbyslack.com/attorney/pat-richter/ www.linkedin.com/in/pat-richter-986b19   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand how AI-driven hiring tools can create unintended legal exposure. Identify proper employer responses to employee health disclosures under ADA. Implement heightened cybersecurity training to guard against new attack methods. 

In episode 244, Coffey talks with Dr. Jason Jones about how leaders must adapt their thinking and behavior to navigate the rapid disruption caused by artificial intelligence.  They discuss why AI represents a step-change disruption compared to past technology waves; growing workforce resistance and fear surrounding AI adoption in organizations; how enterprise AI systems will soon integrate SOPs, training, and operational knowledge; the neuroscience behind fear, uncertainty, and cognitive rigidity during change; why leaders must develop cognitive adaptability and emotional regulation; the concept of neuro-adaptive leadership and upgrading the brain's operating system; attuning to disruption through proactive awareness and disruption scanning; decoding thought patterns and identifying hidden biases that block innovation; aligning leadership identity with values to guide behavior under pressure; using reflection, reframing, and replacement to rewire thinking through neuroplasticity; and how leaders can model adaptive thinking to help teams thrive during uncertainty.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP244  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:  Dr. Jones equips leaders and teams with science-based strategies to activate peak performance, drive engagement, and thrive in the age of disruption. He is a leading authority on NeuroAdaptive Leadership™ and the neuroscience of performance, helping organizations rewire the way their leaders think, act, and inspire others. Dr. Jones is an Organizational Psychologist, executive coach, and international keynote speaker.   Drawing from cutting-edge neuroscience and more than 150 years of motivation and performance research, Dr. Jones has developed a practical and engaging approach to leadership that helps people understand and optimize how the brain drives behavior, influence, and decision-making. His approach has been used by Fortune 500 companies and forward-thinking organizations around the world, helping empower leaders to bring out the best in themselves and those they lead.  As the founder and CEO of LeaderPath, Dr. Jones has worked with some of the world's most recognized brands, including Microsoft, IBM, Porsche, AT&T, American Airlines, McKesson, Seagate Technology, and the Dallas Cowboys. His work has been featured by Inc. Magazine, FOX, CBS, ABC, and PBS, and his thought leadership continues to shape how modern leaders adapt, connect, and perform in an ever-changing world.  He is the two-time best-selling author of "Activator: Using Brain Science to Boost Motivation, Deepen Engagement, and Supercharge Performance" and "28 Days to a Motivated Team."   Prior to founding LeaderPath, Dr. Jones led executive education at AT&T, where he was responsible for developing more than 6,000 leaders globally, contributing to AT&T being named the #1 Learning Organization in America by Chief Learning Officer Magazine.  Outside of his work, Jason enjoys traveling, outdoor adventures, spending time with his grown children, and fueling his passion for helping others live and lead with purpose, resilience, and flow.  Dr. Jason Jones can be reached at https://drjasonjones.com  https://www.linkedin.com/in/DrJasonJones1  https://www.instagram.com/drjjones  https://www.youtube.com/c/DrJasonJones1   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand why AI disruption is fundamentally different from previous technology shifts in the workplace. Recognize cognitive rigidity and emotional responses that block effective adaptation to change. Apply neuro-adaptive leadership techniques to help teams respond productively to rapid disruption. 

Why you should listenAngie scaled from an 18-year marketing agency to leading AI adoption for 600-person corporations, giving her a rare ground-level view of exactly where companies get stuck and what actually moves people from fear to fluency.Learn the "people-first" sequencing Angie now uses before any AI tool deployment, including how she frames corporate AI training as "recess" to sidestep resistance and drive real adoption.Get Angie's workflow automation logic: how she mapped every bottleneck in her business using Miro, then eliminated them with Make, enabling her to run 15 trainings in a single week instead of her previous max of three.If your clients keep investing in AI tools and their teams still aren't using them three months later, the problem isn't the technology. In this episode, I talk with Angie Carel, an AI enablement consultant who spent 18 years running a marketing agency before pivoting full-time into corporate AI adoption in 2022. Angie works with large corporations across finance, healthcare, and higher education, and her view is consistent: jumping straight to use cases before building AI literacy almost always backfires. We dig into the people-first sequencing she now uses to close the gap between deployment and actual adoption, and why framing AI training as "corporate recess" gets results that formal rollouts never do. If you're a consultant whose clients are sitting on AI investment with nothing to show for it, this conversation will reframe how you solve that problem.About Angie CarelAngie Carel is a Generative AI Consultant named one of the Top 50 Women to Watch in AI and featured in the IEDC 2025 Yearbook as a leading entrepreneur. After running a 10-person marketing agency for 20 years, she went all-in on AI consulting — and in her first year solo, she's on track to outpace her old agency's revenue. Angie founded AI in FW, Indiana's largest AI community with 700+ members, and Co-Crafted, an AI consultancy collective. She helps organizations adopt AI with a human-first approach and coaches emerging AI consultants on building sustainable practices.Resources and LinksAngiecarel.comAngie's LinkedIn profileLovableMidjourneyRunwayMakeN8NRelay Google Gemini Deep ResearchClaudeClaude CodeThe AI Show with Paul Roetzer and Mike KaputGoogle DeepMind podcast Previous episode: 670 - Stop Chasing Small ClientsCheck out more episodes of the Paul Higgins PodcastSubscribe to our YouTube channel: @PaulHigginsMentoringJoin our newsletterSuggested resources

In episode 243, Coffey talks with Dan Dalton about using personality profiles to improve hiring, onboarding, team dynamics, and organizational effectiveness.  They discuss the evolution of personality assessments from paper-based tools to data-driven platforms; appropriate and inappropriate uses of DISC and Predictive Index in hiring decisions; leveraging behavioral data to ask better interview questions; customizing onboarding to match communication preferences and learning styles; aligning managers and employees through mutual self-awareness; using profiles to strengthen team composition and collaboration; applying personality insights to performance coaching conversations; reducing turnover by adapting leadership styles to employee needs; helping young people gain early self-awareness for career decisions; and identifying the “personality” of an organization through mission statements and customer feedback.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP243  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:  Since 1995 Dan Dalton has worked in various HR roles as Trainer, Recruiter, HR Generalist, Manager, Director and Employee Relations Consultant.  Dan has worked in the Banking industry with JP Morgan Chase and Southwest Bank, the retail industry with Neiman Marcus and the health care industry with, Texas Health Resources, Voyager Hospice Care, McKesson Specialty Health, Texas Oncology, EVP Eye Care and in manufacturing with Oil States Industries. Most recently, Dan has founded P3:14 Consulting focusing on helping organizations and individuals strive to reach their potential. Dan has held a Human Resources professional certification since 2005 and presently holds a HRCI Senior HR Professional (SPHR) certification as well as a SHRM-SCP certification.  Dan earned a BBA in Marketing with a minor in Economics from Southwestern University and an MS in HR Management from University of Texas at Arlington (UTA). Dan has served with Fort Worth HR (local SHRM chapter) as board member and Past President and has served as a member of the Board of Directors of the Christian Women's Job Corp of Greater Arlington where he facilitates workshops on resume writing and interview preparation. Dan has been married to Brandi since 1987 and has a son, Calvin James (CJ), daughter-in-law Caiti and two grandchildren Cannon and Charlie. Dan also enjoys binge watching Netflix and Prime shows, ski vacations and any time spent in the mountains. He is an avid baseball fan and has played softball and golf most of his life. Dan and his family are active members at First Baptist Church of Arlington, where he is a member of the choir and contemporary praise team and a Sunday School teacher.  Dan Dalton can be reached at https://p314consulting.com  https://www.linkedin.com/in/dandaltonsphr    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives: Identify appropriate uses of personality assessments in hiring and performance management. Apply behavioral profile insights to improve onboarding and manager-employee communication. Evaluate team composition and organizational alignment using personality data.  

In this episode of JacquesTalk presented by Gameday Men's Health Las Colinas and FW locations we discuss the Cowboys finally making moves in free agency and what it means. They don't land a big fish but added some quality pieces. Then we discussed The Wire, which ended 18 years ago this week

Shavkat removed from rankings, Bautista vs Oliveira, Horiguchi win set up FW title shot

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