Podcasts about FW

「日本代表・中村敬斗がランス残留へ！リーグアンより2部の方が「証明しやすい」」　　スタッド・ランス所属の日本代表FW中村敬斗は、少なくとも2025/26シーズン終了後まで残留する見込み。本人がリーグアンとリーグドゥ（フランス2部）の違いについても語っている。　フランス『L'Union』で12月27日に掲載されたインタビュー記事によると、中村本人は「フランス2部リーグ得点王を目指しているか」という問いに対して、「はい、非常に良い目標になると思います」と回答。「自分がゴールを決めてチームが勝つこと、それが何よりも重要です。ただ、それ（個人の記録など）ばかりを考えたくはありません。エゴイストにはなりたくないですし、チームのことも大切に考えていたいのです」と、チーム全体のバランスを重視する姿勢を見せたという。　2024/25シーズン終了後の2部降格により、移籍の可能性も取りざたされていた中村だが、2部リーグでのプレーについて、こう前向きなコメントを残している。　「リーグアンの頃は守備に追われることが多く、攻撃面でそれほどボールを持つ時間がありませんでした。しかし、リーグドゥではボールを保持する時間が増えたため、攻撃に割ける時間も増えました。1対1を仕掛けるチャンスも多くなったので、積極的にチャレンジするようにしています。自分の実力を証明しやすいと感じています」　中村の去就を巡っては、現地メディア『ランスVDT』が12月10日に「冬の移籍市場が近づき、獲得を狙うクラブも現れるかもしれない。しかし、彼にランスを退団すべき理由は一つもない」とリポート。これによると、日本代表の森保一監督は中村に対して「もしランスに残留してコンスタントにプレーするなら、2部リーグでも日本代表のリストに入れる。条件はプレーすることだ」と伝えたという。　「自分の持ち味をより一層証明できている」「2部得点王が良い目標になる」というコメントも踏まえると、本人が現在の環境にある程度満足していることが伺える。それだけにシーズン途中で所属クラブを変える可能性は極めて低いとみられる。

「トッテナム、レアル・マドリードに打撃を与える極めて重要な契約とは？」　　プレミアリーグのトッテナム・ホットスパーは現在、ゴールキーパー、セントラルミッドフィールダー、ウイング、ストライカーなど複数のポジションで補強を必要としているようだ。クラブは1月の移籍市場で資金を投入する準備を整えており、ボーンマス所属のFWアントワーヌ・セメンヨをクラブ最高給選手にする用意もあったが、同選手はマンチェスター・シティへの移籍準備を進めていると噂されている。　UKメディア『TeamTalk』は、トッテナムが移籍市場での補強とは別に、より重要な契約を進めていると報じた。同メディアは、「移籍市場とは別に、トッテナムはDFミッキー・ファン・デ・フェンと新たな改善された長期契約を結びたいと考えており、もしそれが実現すれば、どんな新規移籍よりも重要になるだろう」と伝えている。　オランダ代表でもあるファン・デ・フェンは、ディフェンダーながら今2025/26シーズンのトッテナムで6ゴールでチーム2位の得点者となっており、FWリシャルリソンの8ゴールに次ぐ成績を残している。ファン・デ・フェンの契約は2029年6月末までとなっているが、現在は週給約9万ポンド（約1,902万円）と理解されており、同選手の実力と影響力を考えれば、昇給は必須なのは間違いないだろう。　ラ・リーガのレアル・マドリードがリバプールに所属するDF・イブラヒマ・コナテの獲得から方向転換し、ファン・デ・フェンへの関心を高める中、トッテナムは同選手の退団を回避するために行動しなければならないと同メディアは伝えている。

「上田綺世がリバプールの補強リストに登場と報道！夢の移籍の可能性」　　オランダ1部エールディビジのフェイエノールトに所属する日本代表FW上田綺世が今2025/26シーズン好調を維持している。すでにリーグ戦で18ゴールを記録し、エールディビジの得点ランキングで首位に立つストライカーの活躍は海外でも注目を集めているようだ。　オランダメディア『Soccer News』が、「上田はプレミアリーグのリバプールの補強候補リストに名前が挙がった」と報じた。同メディアは「上田に夢の移籍の可能性」と伝えている。　リバプールは当初、プレミアリーグのボーンマスに所属するアントワーヌ・セメンヨとの契約を目指していたが交渉は決裂した。そのため現在、レッズの候補リストには別の選手たちの名前が並んでいる。上田はブンデスリーガのボルシア・ドルトムントに所属するFWカリム・アデイェミ、プレミアリーグのマンチェスター・シティに所属するFWオマル・マーモウシュらといった選手たちと共に候補に挙げられているとのことだ。　リバプールでは2025年夏に同リーグのニューカッスル・ユナイテッドから獲得したスウェーデン代表FWアレクサンデル・イサクが重傷を負った。トッテナム・ホットスパーのDFミッキー・ファン・デ・フェンのタックルにより脛骨を骨折し、長期離脱を余儀なくされている。　リバプールのアルネ・スロット監督は記者会見で同選手に対する不満を示し、「ファン・デ・フェンのタックルは無謀だった。トッテナムのMFシャビ・シモンズのリバプールのDFフィルジル・ファン・ダイクへのプレーは意図的ではなく、そのようなプレーで怪我をすることはないと思う。しかしイサクへのタックルは10回中10回重傷を負うものだ」と語ったことを同メディアは伝えた。　イサクの長期離脱により、リバプールは次の移籍期間に新しいストライカーを市場で探す必要がある。上田にとっての利点は、スロット監督が上田をよく知っていることだ。スロット監督はフェイエノールト時代（2021-2024）に自ら上田をロッテルダムに連れてきた。上田は当初フェイエノールトでセリエAのミランに移籍したFWサンティアゴ・ヒメネスの控えだったが、ロビン・ファン・ペルシ監督の下で不動のレギュラーに成長した。

Something New!  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/EP232 In episode 232, Coffey talks with Margarita Ramos about the importance and future of the employee relations function following the $11.5 million SHRM discrimination verdict. They discuss the SHRM jury verdict and its implications for HR credibility; the role of employee relations at the intersection of compliance and employee experience; proactive versus reactive approaches to workplace conflict; multiple complaint channels and manager escalation obligations; why dismissing concerns as "not illegal" undermines trust; investigation failures highlighted in the SHRM case; investigator neutrality, training, and experience requirements; when and why to use outside investigators or counsel; leadership accountability and the role of the CHRO in employee relations; the three-legged stool of employee relations, HR business partners, and employment counsel; building ER infrastructure with case management systems and data analytics; handling high-performing but high-risk leaders; transparency in employee relations processes; reducing gossip through consistent and fair investigations; and the future of employee relations including responsible use of AI in investigations. 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: Margarita Ramos is a highly respected Global Employee Relations executive and employment attorney with more than two decades of experience across technology, SaaS, and financial services. She is trusted by CHROs, HR Business Partners, and C-suite leaders to build scalable ER infrastructures, stabilize organizations through change, and elevate the employee experience through disciplined governance and operational excellence. With a foundation rooted in JD-trained employment law—including roles as In-House Employment Counsel at Merrill Lynch and Principal Corporate Counsel at Microsoft—Margarita developed deep legal expertise in compliance, risk mitigation, and workplace investigations.  She later translated this expertise into senior ER and HR Compliance leadership roles at VMware, Splunk, RBC, and Bank of America, where she supported complex global workforces navigating rapid growth, cultural transformation, and organizational change. Throughout her career, Margarita has been brought in to create structure where ambiguity exists. She has built and led global ER Centers of Excellence, developed investigations and performance-management frameworks, and implemented modern case-management systems such as Workday, HR Acuity, and AI-enabled governance tools. Her approach blends empathy with operational rigor, ensuring ER functions are both employee-centric and aligned with business strategy. A skilled investigator and ER strategist, Margarita advises senior leaders on workplace investigations, conflict resolution, performance management, DEI&B, and global employment compliance. She is known for her ability to translate data, case trends, and cultural signals into actionable insights—leveraging ER metrics, KPIs, and reporting to influence leadership decisions, drive fairness, and strengthen organizational culture. Her data-driven approach enables leaders to make well-informed, consistent decisions that reinforce trust and accountability across the enterprise.  Margarita has also led M&A HR integration efforts at VMware and Splunk, overseeing cultural alignment, workforce assessments, and change-management strategies during periods of significant transformation. Her leadership in these environments reflects her commitment to creating workplaces where clarity, belonging, and operational excellence coexist. Beyond her corporate work, Margarita is deeply committed to developing future talent. She has mentored first-generation college students and contributed to organizations such as Girls Who Code, Year Up, and Hobart & William Smith Colleges. At Microsoft, she provided pro bono support for Kids in Need of Defense (KIND). Outside of work, she enjoys ballroom dancing and cooking. Margarita is passionate about shaping modern, strategic, tech-forward ER functions that support organizational values, reduce risk, build leadership capability, and create an environment where employees can do their best work with trust, fairness, and accountability. Margarita Ramos can be reached athttps://www.linkedin.com/in/margarita-ramos/ 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 teach...

「サンフレッチェ広島移籍へ！鈴木章斗の湘南ベルマーレ退団がフライング発表される…」　　湘南ベルマーレ所属FW鈴木章斗は、2025シーズン終了後にサンフレッチェ広島へ完全移籍することが決定的に。すでに複数メディアが報じているが、その中で第三者によるSNS投稿が話題を呼んでいる。　神奈川県平塚市にある飲食店『真鶴』は12月25日に公式インスタグラムを更新。店主や鈴木本人らによるショット画像をアップした上で、「あきと、頑張れ」「寂しいけど応援してますよ」と投稿しているが、25日夜の時点で同選手の去就に関してクラブからの公式発表が無いだけに、“フライング発表”に当たるとみられる。　現在22歳の鈴木は、ガンバ大阪の下部組織出身。2022年に阪南大学高校から湘南へ加入すると、プロ2年目からレギュラーに定着。2024シーズンにJ1リーグで10ゴールを挙げると、2025シーズンもJ1リーグ37試合の出場で9ゴール3アシストと結果を残した。　今回の一件は、選手の移籍そのもの以上に、情報がどのように世に出るべきかという現代スポーツ界の課題を浮き彫りにした出来事である。SNSが身近になった今、善意や応援の気持ちであっても、その発信が公式発表と同等、あるいはそれ以上の影響力を持ち得る現実を無視することはできない。　鈴木が湘南で積み重ねてきた努力と成果、そして次なるステージへ進む決断が正当に評価されるためにも、クラブ、選手、そして周囲の人々が情報の重みを共有し、節度ある発信を心掛ける必要がありそうだ。

「ザヘディ、アビスパ福岡と契約満了で退団へ！移籍先は？「本人は希望」」　　イラン代表FWシャハブ・ザヘディは、2025シーズン限りでアビスパ福岡を退団することが決定的に。母国で同選手の去就が話題になっているが、移籍金は発生しない見込みだという。　イラン『Bartarinha』は12月16日、「悪夢のようなシーズンの幕切れ」という見出しのもと、ザヘディの現状を特集。2025シーズンのJ1リーグ戦21試合の出場でノーゴール1アシストだった同選手について、「期待とは裏腹に、非常に厳しい悪夢のような形で幕を閉じた」とした上で、こう伝えている。　「ザヘディは2024年に福岡へ加入し、当初は凄まじいパフォーマンスを見せていた。左足から放たれる強烈なシュートや驚異的なロングシュートで次々とゴールを決め、Jリーグで最も注目される外国人選手の一人となった」　「しかし、2025シーズンは彼にとって試練の連続だった。開幕当初こそ期待を集めたものの、徐々にゴールから遠ざかり、シーズン中盤以降は長い間ゴール欠乏症に苦しんだ」　「2025シーズン終了をもって、ザヘディと福岡との契約は満了する。クラブ側が契約延長を選択する可能性は極めて低く、彼は再び移籍先を探すことになる。イラン国内では、古巣である強豪ペルセポリスが獲得に動くのではないかという噂が絶えない。しかし、本人は依然として海外でのプレーを希望しているほか、中東他クラブ移籍や欧州再挑戦の可能性もある」　2015年にドーピング違反で2年間の公式戦出場停止処分を科されたザヘディ。イラン1部ペルセポリスなどを経て、2024年3月に福岡へ移籍していたが、来日1年目はデビューから5月18日のJ1第15節セレッソ大阪戦までリーグ戦12試合で6ゴールといきなり結果を残していただけに、今季の不振が悔やまれる。

「前田大然を売却するならいくら？セルティックのファンが望む金額は…」　　スコティッシュ・プレミアシップのセルティックに所属する日本代表のFW前田大然を巡り、1月の移籍市場を見据えた動きが注目を集めている。セルティックのウィルフリード・ナンシー監督は主力選手の維持を重要視しているとされており、一方で、前田が1月の移籍市場で放出される可能性があるとの見方も出ていた。前田自身は2026FIFAワールドカップ後までクラブに残る意向を持っていると報じられているが、それでも獲得に動くクラブが現れる可能性は残されている。　こうした状況を受け、スコットランドメディア『67 Hail Hail』は「前田を売却するなら、どの程度の移籍金であれば受け入れられるのか」と問いかけた。同メディアによれば、約1か月にわたって実施された投票には約2,000人のファンが参加し、1,500万ポンド（約32億円）から2,000万ポンド（約42億円）の範囲であれば売却を認めるという意見が最も多く集まったという。　前田の現行契約は2027年6月末までとなっており、残りは約18か月と伝えられている。この契約状況はクラブ側が移籍に対して要求できる金額に影響を与えると同メディアは伝えた。　さらに同メディアは、仮に前田が1,500万ポンドから2,000万ポンドで移籍した場合、その金額はセルティック史上でも最大級の売却額の1つになると指摘している。現時点での最高額は、2024年にプレミアリーグのブライトン・アンド・ホーブ・アルビオンへ移籍したMFマット・オライリーの2,600万ポンド（約55億円）とも報じられている。

「韓国にとって懸念材料？PSGのイ・ガンイン、負傷により離脱へ」　　日本代表同様に多くの選手が欧州のリーグでプレーする韓国代表。その中心として近年頭角を現しているのがリーグ・アンのパリ・サンジェルマン（PSG）に所属するMFイ・ガンインだが、負傷が発生したようだ。　韓国メディア『Korea Herald』は、イ・ガンインが負傷により「数週間」離脱すると報じた。同メディアによると、クラブはイ・ガンインが、カタールで17日に行われたFIFAインターコンチネンタルカップ決勝のブラジル1部のフラメンゴ戦（1-1、PK2-1）で左太ももを負傷したと発表した。　イ・ガンインはフラメンゴ戦で先発出場したが、前半35分に交代した。同メディアは、イ・ガンインが試合中にフラメンゴのFWゴンサロ・プラタと交錯し、不自然な形で倒れた数分後に負傷したと伝えている。イ・ガンインはチームトレーナーの補助を受けながら、足を引きずってピッチを後にした。　同メディアは、イ・ガンインが韓国代表の攻撃で重要な役割を担っている点に触れ、2026年6月に開幕するFIFAワールドカップを前にした今回の離脱が韓国にとって懸念材料になると報じた。　さらに同メディアは、韓国代表のホン・ミョンボ監督が、欧州の各クラブと連絡を取り合い、韓国人選手の状況を今後管理していく考えを示したとも伝えている。また同監督は、2026FIFAワールドカップ開幕が迫るこの時期に負傷を避けることが重要だと語ったという。　韓国代表は3月23日から31日までのFIFA国際ウィンドウ期間中に欧州で試合を行う予定で、オーストリア代表との対戦が決まっており、同月中にもう1試合を組むことを検討していると同メディアは報じている。

「川崎FW伊藤達哉「佐々木旭をブンデスで…」欧州4クラブ関心の大関友翔に言及も」　　川崎フロンターレ所属FW伊藤達哉は、12月20日開催のブンデスリーガ第15節・ハンブルガーSV対アイントラハト・フランクフルトの解説を担当。チームメイトのMF脇坂泰斗とともに、インターネット動画配信サービス『DAZN』の中継に出演したが、日本代表MF堂安律のプレーに注目する一方で、DF佐々木旭やU20日本代表MF大関友翔に言及している。　かつてハンブルガーSVの一員として、ブンデスリーガのピッチに立っていた伊藤は、番組中に「佐々木旭をブンデスリーガで見てみたい」と発言。川崎のチームメイトにまさかの海外移籍を勧めるコメントが話題になっている。　その佐々木は、ヴィッセル神戸、モンテディオ山形、ガンバ大阪、浦和レッズなど複数クラブで争奪戦となるなか、2022年に流通経済大学から川崎へ正式加入。プロ1年目からJ1リーグ戦で21試合に出場するなど頭角を現すと、2025シーズンはリーグ戦34試合にスタメン出場。主にサイドバックでプレーしていたが、日本代表DF高井幸大がトッテナム・ホットスパーへ完全移籍した後はセンターバックでもプレーしている。　また、伊藤は「大関とか特にそうですけど、パサーって得点の80%になるような良いスルーパスを出そうとする」と発言。間接的に大関の改善点を指摘したものとみられるが、その大関にはすでに海外移籍の可能性が取りざたされている。　同選手の去就を巡っては、オランダメディア『huiskamerscout』のジャーナリストであり、日本サッカーに精通しているヘラルド氏が、2025年8月末の時点で「NECナイメヘンで佐野航大の後継者になり得る日本人MF」と伝えた上で、「彼は理想的な後釜であり、私のリストでは最上位候補。ダイナミックであり、ここ数年でかなり成長した」と報じている。　さらにスペイン『ムンド・デポルティーボ』は10月7日に「バルセロナが大関の動向を注視」「バルセロナは日本戦を含むU20W杯数試合でスカウトを派遣。大関を含む12選手をリストアップ」とリポート。海外メディア『ターゲットスカウティング』は10月末の時点で、移籍先候補にジローナ、デンマーク1部ノアシェランを挙げている。

「バルセロナ、リーベル・プレートのアルゼンチン人スターを継続的にチェック」　　ラ・リーガのバルセロナは世界中で若手才能の発掘を続けている。南米のユース大会でのパフォーマンスで評価を高める選手たちに目を向けており、将来的な戦力補強の候補として複数の有望株をリストアップしている状況のようだ。　アメリカメディア『Barca Blaugranes』によると、バルセロナはアルゼンチン1部のリーベル・プレートに所属するFWイアン・スビアブレを注視しているという。18歳のスビアブレは、両サイドでプレーできる技術と得点力を備えた選手だ。　スペインメディア『SPORT』は、バルセロナが「2025年夏にFWルーニー・バルドグジを獲得する前、スビアブレに対して約1,000万ユーロ（約18億円）の正式オファーを提示していた」と報じた。　バルドグジは移籍金が比較的低額だったことから即戦力として獲得された。しかし、クラブ関係者によれば「バルセロナの理事会は以前から技術力を備えた左利きの若いウインガーを探しており、スビアブレはその条件に完全に合致していた」と同メディアは伝えている。バルセロナのスポーツディレクターデコ氏の個人的な関心もありバルドグジが優先事項となったとのことだ。　アルゼンチンメディア『Clarín』によると、スビアブレは、プレミアリーグのチェルシー、アーセナル、リバプールなど欧州のトップクラブから関心を寄せられている中、最近リーベルと2028年12月までの契約延長に合意した。この契約には1億ユーロ（約185億円）の契約解除条項が含まれているとのことだ。　スビアブレは、現地9月27日-10月19日にチリで開催されたFIFA U-20ワールドカップで2ゴールを記録し、アルゼンチンを準優勝に導いた。　現在のバルセロナは左利きのセンターバックやFWロベルト・レバンドフスキを補完する攻撃的選手に注目している。スビアブレのようなウインガーの獲得は将来の移籍市場で再検討される可能性もあるが、関係者によれば実現するかどうかは財政状況とタイミングに左右される見通しとのことだ。

「植中朝日、G大阪移籍の裏で…横浜FMが19歳FW獲得失敗！買取OP4億円オファーも…」　　横浜F・マリノスは12月20日、FW植中朝日がガンバ大阪へ完全移籍すると公式発表。J1残留に貢献したアタッカーを失った裏で、ブラジル人FWの獲得に動いていたという。　ブラジル『Central da Toca』が20日に伝えたところによると、横浜FMはブラジル1部クルゼイロにFWテヴィス・ガブリエルの獲得オファーを提示。オファーの内容は「1年半のレンタル移籍であり、250万ドル（約4億円）買い取りオプション付き。買い取りオプション行使の場合は、保有権の70%を取得」だというが、クルゼイロはこれを却下。再交渉に応じない姿勢を見せているという。　現在19歳のテヴィスは、身長180センチで両利きのアタッカー。クルゼイロの下部組織出身であり、2025シーズンはアトレチコ・パラナエンセへ期限付き移籍。ブラジル2部リーグ戦14試合の出場で1ゴール1アシストを挙げている。　なお、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、テヴィスとクルゼイロの契約期間は2026年12月までとのこと。同選手のエージェントは『LEFTスポーツ』であり、先日セレッソ大阪を退団したFWラファエル・ハットンやMFジャン・クルード（横浜F・マリノス）、MFエドゥアルド（ジェフユナイテッド千葉）などを顧客に持っている。　植中の退団により、横浜FMは攻撃陣の再編という重要な課題に直面している。将来性を備えたテヴィスへのオファーは、クラブが中長期的視点でチーム強化を図ろうとしている姿勢の表れである。しかし、交渉が成立しなかったことにより、即戦力と将来性の両立という補強戦略の難しさが浮き彫りとなっている。

Owerhede is bekommerd oor motoriste se swak padgedrag. Gee Suid-Afrika se 77 lede van die nasionale uitvoerende gesag werklik uitvoering aan die Grondwet se bepalings om die lewensgehalte van alle burgers te verbeter? Ons praat met die FW de Klerk-stigting hieroor. Hoe moontlik is 'n vredesooreenkoms tussen Rusland en Oekraïne werklik?

Something New!  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 http://goodmorninghr.com/wp-content/uploads/2025/12/Good-Morning-HR-Episode-231-Discussion-Starter.pdf  In episode 231, Coffey talks with Diondra Filicetti about the real economics of employee engagement and how leaders can drive performance by shaping environment, alignment, and activation on their teams.  They discuss why engagement is an economic lever rather than a feel-good metric; how misaligned leadership expectations undermine performance; the impact of poorly prepared managers on engagement; practical ways to evaluate team capacity before adding headcount; the critical role of culture, trust, and behavior norms in workplace performance; strategies for designing the right environment, role alignment, and activation for teams; the Pygmalion Effect and how leaders' beliefs shape outcomes; diagnosing attitude issues versus structural problems; and using engagement needs as a framework for one-to-ones and organizational improvement.  You can find Diondra's book “Engagement Economics: Increasing Performance & Profitability by Engaging Your People” here https://a.co/d/9mTuXIs  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:  Diondra Filicetti is a Learning and Development professional, best-selling author, and two-time TEDx speaker. As the founder of Driven By Co., she helps organizations enhance performance through engaging workshops, leadership programs, and communication training. Her book Engagement Economics explores how employee engagement drives profitability and success. With expertise in adult learning and instructional design, Diondra has empowered professionals to lead with purpose, connect effectively, and inspire growth.  Diondra Filicetti can be reached at https://www.drivenbyco.com  https://www.linkedin.com/in/diondrafilicetti  https://www.facebook.com/DrivenByCo  http://instagram.com/drivenbyco  https://www.youtube.com/@drivenbyco Her book “Engagement Economics: Increasing Performance & Profitability by Engaging Your People”  https://a.co/d/9mTuXIs  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 and explains the economic impact of employee engagement. Identify gaps in environment, alignment, and activation that reduce team performance. Apply practical leadership behaviors that build trust, clarify purpose, and elevate team capacity. 

「J3降格・愛媛FC退団アルトゥール、レンタル元で構想外…Jリーグ再挑戦の可能性は？」　　J3降格が決まった愛媛FCは12月11日、ブラジル人FWアルトゥール・ヴィアナが期限付き移籍期間満了により今季限りで退団すると公式発表。レンタル元のブラジル1部クルゼイロで構想外となり、現時点で来季の所属先は不明だという。　ブラジル『Radio itatiaia』は18日、アルトゥールの去就について「彼は2026年にクルゼイロでプレーすることはない」とリポート。現行契約は2026年末まで残っているものの、同クラブは2025シーズン終了後の放出に前向きだという。　また、同選手にはすでに他クラブからの接触はあるものの、交渉は進んでいない模様。年内に新天地が決定する可能性は低いとみられ、現時点でJリーグ再挑戦の可能性も報じられていない。　現在21歳のアルトゥールは、2024年にグレミオの下部組織からクルゼイロへ移籍。加入1年目はＵ20チームの公式戦29試合の出場で11ゴールを挙げ、トップチームでも3試合に出場したが、筋肉系の負傷により離脱を余儀なくされていた。そして2025年に愛媛FCへ期限付き移籍したが、J2リーグ戦でわずか5試合の出場。クラブのJ3降格もあり、1年でチームを離れている。　アルトゥールの去就が不透明なままである事実は、若手外国人選手が異国でキャリアを築くことの難しさを改めて浮き彫りにしている。才能や実績だけでは乗り越えられない負傷、クラブの降格といった要因が複雑に絡み合い、選手の将来を左右するのが現実である。　21歳という年齢を考えれば、キャリアを立て直す時間はまだ残されているが、そのためには適切な環境と継続的な出場機会が不可欠である。今回の愛媛FCでの経験を糧に、アルトゥールが再び評価される舞台を見出せるかどうかは、本人の努力と同時にクラブ側の見極めにも委ねられている。彼の次なる選択は、今後のサッカー人生を大きく左右する重要な分岐点である。

「ケルンの要求額は？バルセロナがターゲットにする19歳の注目株FW、安売りする…」　　欧州各クラブは将来を見据えた補強に動いており、若手有望株を巡る競争は激しさを増している。そんな中、ラ・リーガのバルセロナの将来を見据えた補強計画は、再び同クラブを欧州移籍市場における激しい争いの中心に押し出しているのかもしれない。　スペインメディア『Barca Universal』は「ブンデスリーガのクラブが、バルセロナが注目する19歳FWの要求額を設定した」と報じた。対象となっているのは、ブンデスリーガの1.FCケルンに所属するFWサイード・エル・マラで、同メディアは「バルセロナは同選手を将来の補強候補として強く注視している」と伝えている。　同メディアによれば、同選手にはプレミアリーグのマンチェスター・シティが関心を示しているほか、ラ・リーガのレアル・マドリードもエル・マラの成長とパフォーマンスに目を向けているという。複数のクラブが動く状況は、ケルンの交渉上の立場を強めているとも同メディアは指摘した。　また、「ケルンはエル・マラを将来のスターと考えており、安売りする考えはない」とも同メディアは報道。実際にケルンは、プレミアリーグのブライトン・アンド・ホーブ・アルビオンから提示された同選手に対する2,000万ユーロ（約37億円）の正式オファーを拒否したとされる。クラブ内部では、この金額では同選手の評価に見合わないとの判断が下されたようだ。　その理由として、「ケルンはエル・マラに約6,000万ユーロ（約110億円）の価値を設定している」と同記事は伝えている。この金額は、同選手の価値を守ると同時に、欧州の有力クラブの本気度を測る意図があるとも指摘された。　一方、バルセロナ側は、攻撃陣の方向性とエル・マラの特長が一致している点を評価しているという。攻撃陣の構成に不透明な要素が残る中、同選手は単なる候補ではなく、優先度の高いターゲットとして位置付けられていると同メディアは強調しており、今後の動向にバルセロナのサポーターから注目が集まりそうだ。

「ラファエル・エリアスが京都サンガ残留宣言！「優勝するまで…」帰化・日本代表入りも視野」　　京都サンガ所属のブラジル人FWラファエル・エリアスは、将来的な帰化や日本代表入りへの思いを語ったことで以前から注目を浴びている。京都と複数年契約を結んでいるだけに、今オフの残留は既定路線である模様。現所属クラブに対するコメントも話題を呼んでいる。　12月14日に放送されたスポーツ番組『Jリーグタイム』（NHKBS）では、エリアスがインタビューを受けているが、本人は「10年、15年、20年かかっても、京都が優勝するまで私はここに残ります」とコメント。実質的な“残留宣言”である上、長期にわたり京都でプレーする意向を示している。　また、同選手は2025シーズン終了後のSNS投稿でも話題に。12月7日にインスタグラムで「2026シーズンは、これまで以上に全てを懸けて戦い、京都をさらに高みへ導き、新たな歴史と栄光を共に掴みにいきます」と、ファン・サポーターに対して引き続き京都の一員として戦うことを誓っている。　現在26歳のエリアスは2024年6月、クルゼイロから京都へ期限付き移籍。来日1年目からJ1リーグ戦で2桁ゴールを挙げると、同シーズン終了後に完全移籍へ移行。今季もリーグ戦27試合の出場で18ゴールをマークし、Jリーグベストイレブンに選出された。　日本で目覚ましい活躍を見せているエリアスだが、2025年秋にはブラジル『ge』のインタビューで「（帰化や日本代表入りの可能性について）いくつかの話はあるが、それはあくまで水面下のもので、具体的なものではない。帰化には言語やリーグでの在籍期間など、さまざまな条件が必要とされる。しかし、もしその機会が訪れるならば、僕は前向きに検討するよ」とコメントしている。

「アーセナル、「ギェケレシュは金の無駄だった」ウルブス戦勝利にもかかわらず」　　プレミアリーグのアーセナルは、ホームで12月14日に行われたウルバーハンプトン・ワンダラーズ（ウルブス）戦（2-1）で、終盤のオウンゴールにより辛くも勝利を収めた。　この試合内容を受け、UKメディア『GiveMeSport』はアーセナルの補強について厳しい見解を示し、今2525年夏の移籍市場で獲得したスウェーデン代表FWビクトル・ギェケレシュについて「彼の獲得は金の無駄だった」と報じた。同メディアは、同試合に勝利したにもかかわらずチームの攻撃面に明確な課題が残ったと伝えている。　アーセナルはウルブス戦で試合を通じて攻勢を強めていた。70分にアーセナルのFWブカヨ・サカのコーナーキックがポストに当たり、ウルブスのGKサム・ジョンストンの背中に当たってゴールに入った。　ウルブスはアディショナルタイムにFWトル・アロコダレのヘディングで同点に追いついたが、直後にサカのクロスから、ウルブスのDFジェルソン・モスケラのオウンゴールが生まれ、アーセナルが相手の2つのオウンゴールで勝ち点3を手にした。　同メディアは、今2025/26シーズンのアーセナルについて、守備は欧州屈指の水準にある一方、攻撃は鋭さを欠いていると指摘。特に、ポルトガル1部スポルティングCPから6,400万ポンド（約133億円）で加入したギェケレシュについて、ゴール数だけでなく、チームプレーや内容面で期待を下回っていると伝えている。　また、同試合で途中出場したアーセナルのFWガブリエウ・ジェズスが前線に入り攻撃が活性化したことや、今シーズンMFミケル・メリーノもボックス内で存在感を示していると報じている。

「週給2200万円のゴメス、リバプールでのキャリアが確実に終焉か？」　　プレミアリーグのリバプールは、12月14日に行われたブライトン・アンド・ホーブ・アルビオン戦で2-0の勝利を収めた。この試合ではリバプールのFWウーゴ・エキティケが2ゴールを記録した。クラブ批判で世間を騒がせたFWモハメド・サラーはこの試合もベンチスタートとなり、試合序盤にピッチへ入ることになった。　同試合について、UKメディア『GiveMeSport』は、リバプールのDFジョー・ゴメスの状況に注目し、「週給10万6000ポンド（約2200万円）を受け取るゴメスのリバプールでのキャリアは終わりに近づいている」と報じた。　サラーは、ゴメスが前半26分に負傷交代したため、予定より早い時間で出場した。ゴメスは負傷によりプレーを続けることができなかった。ゴメスはこれまでも負傷に悩まされてきた選手であり、同メディアは、その点が選手としての成長を妨げてきた要因だと指摘している。　同メディアによれば、ゴメスは2015年にリバプールへ加入して以降、負傷によって236試合を欠場してきたという。現在、クラブとの契約は残り18か月となっており、同メディアは「これ以上、計算できる選手ではない」との見解を示した。　リバプールはセンターバック陣に不安を抱えており、DFイブラヒマ・コナテは2026年6月末に契約満了を迎え、DFフィルジル・ファン・ダイクは全盛期を過ぎ、DFジョバンニ・レオーニは前十字靭帯断裂の負傷を負っている。　同メディアは、ゴメスは安定して起用できる存在ではないと指摘し、今回の負傷の重さは不明としながらも、リバプールはゴメスとの関係に区切りを付ける時期に来ていると主張している。

「日本代表の田中碧はリーズでスタメンを確保した？上田綺世の元同僚がクラブに加入か」　　プレミアリーグのリーズ・ユナイテッドに所属する日本代表MF田中碧は、昨2024/25シーズン、EFLチャンピオンシップ（イングランド2部）で重要な役割を果たし、リーズのプレミアリーグ復帰に貢献した。しかし、今2025/26シーズンは先発の座を確保できていない状況だ。　UKメディア『MOT Forum』は、「最近数週間は田中にとって輝かしい時期となっている。この日本代表は強豪チェルシーとリバプール相手に貴重な勝ち点4を獲得する上で不可欠な存在だった。しかし不思議なことに、リーズのダニエル・ファルケ監督の先発イレブンにおける田中の状況は確固たるものとは程遠い」と伝えている。　同メディアは田中の最近の活躍について、12月4日のチェルシー戦（3-1）での強烈なロングシュートと、7日リバプール戦（3-3）での96分の劇的な同点ゴールを挙げ、「これらの場面は、今シーズン序盤には自信を失いかけていたと報じられていた田中が、影響力と自信を高めていることを象徴している」と評価した。　一方で、同メディアは統計面において、「田中はボールを前進させる能力が際立っている。リーズのスクワッドで、鋭いパスを通す眼力や危険なエリアへボールを運ぶ能力において彼に匹敵できる選手は少ない。しかし、守備面の指標では、特にタックル成功率において短所が明らかになっており、この点でライバルたちはより高い信頼性を提供している」と分析。　また、同メディアはリーズが、セリエAのミランに所属するメキシコ代表FWサンティアゴ・ヒメネスを1月のレンタル獲得の可能性があると報じている。ヒメネスは2025年2月に日本代表FW上田綺世が所属するオランダ1部エールディビジのフェイエノールトからミランへ移籍した。しかし、ヒメネスは、今シーズンのセリエAで627分のプレー時間を与えられているが0ゴールという結果になっている。　スペインメディア『Fichajes』によると、リーズはヒメネスの獲得において最も熱心な候補クラブとされており、レンタルまたは完全移籍の可能性を模索しているとのことだ。

「アーセナル、レアルのロドリゴとミランのレオン獲得へダブル攻勢をかける」　　プレミアリーグのアーセナルは今2025年夏の補強で前線の選択肢を増やしたが、今後を見据えサイドの強化を検討しているのかもしれない。　UKメディア『ArsenalStation』は「アーセナルが、ラ・リーガのレアル・マドリードのFWロドリゴ・ゴエスとセリエAのミランに所属するFWラファエル・レオンの二人を獲得するため、ダブル攻勢をかけることを計画している」と報じた。　アーセナルは今夏にFWノニ・マドゥエケ、MFエベレチ・エゼ、FWビクトル・ギェケレシュを獲得したが、ギェケレシュは全公式戦18試合で6ゴールとまずまずの活躍をしているが批判も多い。　一方で、マドゥエケとエゼはここまで好調を維持しており、さまざまなメディアで高評価を得ている。　同メディアは、アーセナルがギェケレシュの状態を深刻視してはおらず、1月の移籍市場で新たなストライカーを加える意向もないと伝えた。　その代わり、ベルギー代表FWレアンドロ・トロサールが来年32歳を迎えることや、FWガブリエル・マルティネッリの不安定さを踏まえ、2人の新しいウインガー獲得を計画しているという。具体的な動きは1月、または来2026年夏に行う可能性があるとの見解を同メディアは示した。　ロドリゴはマドリードで出場機会の確保に苦しんでいるが、FWキリアン・エムバペの負傷欠場を受け、12月11日に行われたUEFAチャンピオンズリーグのマンチェスター・シティ戦で先発し、1-2の敗戦の中で印象的な先制ゴールを決めた。　レオンはミランで今2025/26シーズン全公式戦12試合7ゴール関与を記録し、セリエA首位に位置するチームのタイトル争いを支えている。　移籍金評価はレオンが約6100万ポンド（約127億円）、ロドリゴが約7000万ポンド（約146億円）で、両者とも現所属クラブとの契約は2028年6月末までとなっている。

「アーセナル、ライバルにダメージを与えているサプライズ契約が称賛される」　　プレミアリーグのアーセナルに今2025年夏の移籍市場で加入したイングランド代表FWノニ・マドゥエケは印象的な活躍を見せている。同選手はライバルクラブのチェルシーから移籍しており、この獲得がアーセナルにとって賢明なビジネスであったと評価されているようだ。　UKメディア『Caught Offside』は、プレミアリーグで活躍したクリス・サットン氏（2007年引退）のコメントを紹介している。　「マドゥエケはゴールだけでなく、試合を通して本当に良いプレーをし、招集されたときに仕事をする準備ができていることを示した」「マドゥエケ獲得は本当に賢い選択のように見える。私は移籍当時からチェルシーにとって損失だと思っていた」　マドゥエケは12月11日に行われたUEFAチャンピオンズリーグ（CL）のクラブ・ブルッヘ戦で2ゴールを決め、3-0の勝利に貢献。また11月27日に行われたCLのバイエルン・ミュンヘン戦（3-1）でもゴールを記録している。　同選手はアーセナルの全試合にほぼフル出場を強いられることが多かったイングランド代表FWブカヨ・サカの負担を軽減する貴重な選手となっている。　サットン氏は「アーセナルのワイドエリアには豊富な選択肢がある。6日のアストン・ビラ戦でマドゥエケとブラジル代表FWガブリエウ・マルティネッリをベンチから投入し、そして11日に彼らを先発させ、両者が素晴らしいゴールを決めるのを見られたという事実は、本当にポジティブなことだ」と指摘。　今2025/26シーズン全コンペティションでサカは20試合に出場して7ゴール2アシスト、マドゥエケは12試合で3ゴールを挙げている。

Something New!  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/EP230  In episode 230, Coffey talks with Linda Swindling about how HR professionals can build negotiation skills, increase approachability, and advocate more effectively inside their organizations.  They discuss why people fear negotiation and how media influences our mindset; the role of everyday micro-negotiations in building confidence; how to uncover true needs through strategic questioning; using the A-S-K framework to navigate difficult conversations; ways HR can speak up when discussions go off-track; understanding personality and negotiation styles; overcoming internal narratives that limit assertiveness; developing boundaries and protecting emotional energy; and helping leaders adopt negotiation as a core communication skill.  You can find Linda's assessments and tools including the “What's My DEAL Style?”, “How Well Do You Ask?” assessments and “Negotiate Like a CEO” E-Book here https://www.lindaswindling.com/assessments  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Linda Swindling, CSP, CPAE, is a globally recognized expert in negotiation, high-stakes communication, and leadership influence. Ranked among the Top 15 Negotiators in the World by Global Gurus for six consecutive years, she equips leaders and professionals to negotiate what matters—from closing major deals to dealing with workplace drama with confidence and clarity.  A Certified Speaking Professional and inductee into the National Speakers Association's Speaker Hall of Fame (CPAE), Linda is also a Professor of Practice in Negotiation and Dispute Resolution at the University of Texas at Dallas.  Her negotiation expertise was refined in the courtroom and the boardroom as a practicing corporate attorney and later, a strategic advisor to CEOs. During her 10 years practicing law, Linda became a partner and a mediator, successfully negotiated several million-dollar deals, and resolved cases that “couldn't be settled.”  For more than 25 years, she has delivered innovative, research-based programs which result in better conversations, proactive dispute resolution, and high-performance leaders and teams. You won't hear anecdotal or intangible theories based on books she read. Instead, you get strategies that produce breakthrough outcomes and lasting results.  Linda's clients include Fortune 100 companies, government agencies, and associations seeking to boost performance, build resilient cultures, and champion change. The creator of the popular Passport to Success book series, she is the author/co-author of more than 20 books including Ask Outrageously, Stop Complainers and Energy Drainers, and The Manager's High-Performance Handbook.  Whether she's speaking from the stage or coaching executives behind the scenes, Linda empowers professionals to use their voices effectively, resolve conflict respectfully, and negotiate durable outcomes that benefit all parties.  Linda Swindling can be reached at: https://www.facebook.com/JourneyOnLindaSwindling https://x.com/LindaSwindling https://www.linkedin.com/in/lindaswindling/ https://www.youtube.com/@LindaSwindling  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Identify the psychological barriers that make negotiation feel uncomfortable for most professionals. Apply the A-S-K framework to improve preparation, questioning, and next-step planning. Strengthen leadership communication by encouraging employees and executives to clearly express what they really want.  

「15戦18発！上田綺世にプレミア複数クラブ関心！リバプール監督も熱視線だが「リスクを…」」　　フェイエノールト所属の日本代表FW上田綺世は、オランダ1部リーグ戦でゴールを量産。12月6日に開催されたリーグ戦で4ゴールを挙げたことにより注目を浴びているが、ここに来てプレミアリーグ移籍の可能性が浮上。MF遠藤航所属リバプールのアルネ・スロット監督が熱視線を送っているという。　オランダ『VI』は12月11日、上田の去就について「彼に複数のプレミアリーグ所属クラブが関心を寄せている」とリポート。これによると、フェイエノールト監督であり、現在リバプールを率いているスロットは、日本人ストライカ－のクオリティーを高く評価しているが、リバプールは現時点で同選手の獲得に動かないという。　上田はスロット監督のもとでスタメンでの出場機会に恵まれなかったが、ロビン・ファン・ペルシ監督のもとでは絶対的ストライカ－として活躍。オランダ1部リーグ15試合を終えて18ゴールと、リーグ得点ランキングで首位を走っている。　『VI』は選手サイドの意向について「本人は現時点で移籍に積極的ではない」とリポート。「2026年夏にFIFAワールドカップを控えているが、彼は本大会に向けて所属クラブでの確実な出場時間を重視している。フェイエノールトで確立した地位を手放すリスクを冒したくないと考えている」と、シーズン途中での移籍に消極的である理由もあわせて伝えているが、今後の活躍次第ではスタメンを確約した上でオファーを提示するクラブが現れるかもしれない。　なお、上田の市場価値は12月の時点で1500万ユーロ（約24億円）にまで上昇したとのこと。フェイエノールトとの契約は2028年6月まで残っているだけに、仮に2025/26シーズン終了後に移籍するとなれば、同クラブには高額の移籍金収入が見込まれる。

Fox Chatter Episode 25 features the 169th Fighter Wing's monthly commander update as U.S. Air Force Col. Shaun Bowes, commander of the 169th Fighter Wing, reflects on the challenges of the recent government shutdown, the resilience of the Swamp Fox team, and the support provided by the Family Readiness Program. The episode includes a discussion with Col. Ryan Hurt, commander of the 143rd Airlift Wing from the Rhode Island Air National Guard, as both wings continue building their Deployable Combat Wing partnership ahead of the 2027 deployment cycle. Chief Master Sgt. Eric Bowen, command chief for the 169th FW also speaks with Chief Master Sgt. Nicholas Kollette, command chief assigned to the 143rd AW, about leadership, taking care of Airmen, and preparing both wings for integrated operations. The episode closes with an update on the Winterfest lineup, organized by the 3rd Go, and several announcements for the December drill weekend.

Michael Bisping and Paul Felder discuss all the big fights dropped on Thanksgiving Day by Dana White including Justin Gaethje vs Paddy Pimblett for the interim LW title, Amanda Nunes and Kayla Harrison fighting for the bantamweight title at UFC 324, Alexander Volkanovski and Diego Lopes for the FW title at UFC 325 and more plus a full preview of UFC 323 this weekend with Merab rematching Petr Yan for the BW title, Alexandre Pantoja taking on Joshua Van for the flyweight title and so much more! #Bisping #Felder #UFC323 Support Our Sponsors Vandy Crisps/MASA Chips - Ready to give MASA or Vandy a try? Get 25% off your first order by going to ⁠⁠⁠http://masachips.com/BELIEVE⁠⁠⁠ and using code BELIEVE. My Bookie - ⁠⁠⁠⁠⁠⁠https://www.mybookie.ag/⁠⁠⁠⁠⁠⁠ Use promo code BELIEVE on your first deposit of $50 or more, and receive up to $200 in cash instantly! 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/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Paul Felder YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/@Ironlungfelder⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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

「デレキがジェフ千葉退団…買取OPは3億円超。浦和レッズ小森飛絢の穴埋められず」　　ジェフユナイテッド千葉所属のブラジル人FWデレキは、期限付き移籍期間満了により、12月で退団する模様。ブラジル2部アトレチコ・ゴイアニエンセへの復帰が決定的だという。　デレキの去就を巡っては、ブラジル『Dragao Goiano』が11月中旬の時点で「デレキとアトレチコの契約は2027年末まで残っている」とした上で、「日本では5試合の出場でゴールなしと、あまり良いものではなかった。2026シーズンに復帰する見込みだ」と報じていた。　すると、ブラジル『esportegoiano』は12月1日に「デレキは千葉から復帰。12月上旬に契約満了となった。2026年にアトレチコでプレーする」と報道。すでに千葉を退団したとみられるが、2025シーズンはJ2リーグ戦5試合の出場でゴールなしという結果に終わっていた。　デレキに関する千葉とアトレチコのレンタル契約については、ブラジルの移籍市場に精通しているジャーナリストのヴェネ・カサグランデ氏が「200万ドル（約3億1400万円）の買い取りオプション付き、レンタル料は20万ドル（約3100万円）」とリポート。2024年のJ2得点王であるFW小森飛絢（現浦和レッズ）には程遠いパフォーマンスだっただけに、千葉は3億円規模の買い取りオプション行使を見送った格好だ。　デレキの退団と復帰は、期待に対して十分な成果を残せなかった事実を反映した帰結であると言える。ジェフ千葉としては、限られた出場機会の中で得点という明確な結果を示せず、高額な買い取りオプションを行使する合理性が乏しかったことは明白である。　一方、アトレチコ側にとっては、契約期間が残る選手を自クラブに戻し、再評価を行うことは自然な判断である。今回の決断は両クラブにとって現実的な選択であり、デレキ自身にとってもキャリアを見つめ直す新たな出発点となるだろう。

「現役引退・札幌MF深井一希のインタビュー中…荒野拓馬が愛媛サポにエキサイト！」　　北海道コンサドーレ札幌は11月29日に行われた明治安田J2リーグ最終節で、愛媛FCに勝利。試合後、今季限りで現役引退のMF深井一希の引退セレモニーが開催されたが、インタビュー中のアウェイゴール裏の様子に対するMF荒野拓馬の反応が話題を呼んでいる。　札幌は深井の現役ラストマッチで、前半25分にDF近藤友喜のゴールで先制すると、後半3分にDF家泉怜依が追加点を奪取。後半33分には途中出場のブラジル人FWマリオ・セルジオがゴールネットを揺らし、愛媛の反撃を抑えた。　3-0と快勝しただけに、試合後のインタビューやセレモニーも和やかな雰囲気で行われると思ったが、深井へのインタビュー中、アウェイゴール裏の愛媛FCサポーターは自クラブの選手たちを鼓舞しようとコールを行った。これに対して、荒野は両手を広げるなどエキサイト。深井のインタビュー中であるだけに、コールを中断するよう求めたとみられる。　深井の引退セレモニーは、クラブとサポーターが長年の功績に感謝を捧げる場であり、その尊厳は守られるべきものである。一方で、アウェイゴール裏の応援もまたクラブへの忠誠心の表れであり、単純に否定すべきものではない。　今回の一件は、両者がそれぞれの“正しさ”を持ちながら同じ空間に存在することの難しさを象徴していると言える。だからこそ、互いの立場を理解し合い、選手の節目を称える時間と応援文化の共存をどのように図るかが問われている。今回の出来事は、サッカーという共同体が成熟するための一つの試金石である。

「アーセナル、約154億円のFWと約35億円のMFが補強リストに！」　　アーセナルは今2025/26シーズンのプレミアリーグで首位争いを続ける中、今2025年夏に大量補強を行いながらも攻撃と中盤にさらに上積みを求めているようだ。　12月1日に行われたチェルシーとの対戦では、相手MFモイセス・カイセドが退場し、数的優位を保ちながらも相手を崩せず、CKから失点し、MFミケル・メリーノのゴールで追い付いたものの突破口を作れなかった。この内容が、クラブの補強意欲を強める一因となっているのかもしれない。　UKメディア『Daily Star』は、アーセナルが7,500万ポンド（約154億円）の評価を受けるブンデスリーガのボルシア・ドルトムントに所属するドイツ代表FWカリム・アデイェミと、1,700万ポンド（約35億円）の契約解除条項を持つ、ラ・リーガのエルチェに所属するスペインU21代表MFロドリゴ・メンドーサを補強候補に入れていると伝えた。　同メディアは、アデイェミがブンデスリーガで56試合28ゴールという数字を示し、両ウイングと中央のどこでも起用できる点をアーセナルのミケル・アルテタ監督が高く評価していると伝えている。　一方でドルトムント側は、同選手との契約が2027年まで残っているため高額の移籍金設定だが、条件次第で交渉の余地があるとのことだ。　また、アーセナルはメンドーサにも注目しており、クラブのスカウトが10月から11月にかけて2試合を視察した事実が伝えられた。　アーセナルは今夏にFWビクトル・ギェケレシュやMFエベレチ・エゼらを含む総額2億5,000万ポンド（約513億円）超の補強を行ったが、今後も前線と中盤の強化を続ける姿勢を崩していないようだ。

「セルティックの旗手怜央が活躍、フェイエノールト戦で日本人対決を制する、評価は？」　　スコティッシュ・プレミアシップのセルティックは11月28日に開催されたオランダ1部・エールディビジのフェイエノールトとのUEFAヨーロッパリーグでのアウェイでの試合に3-1で勝利した。　セルティックは序盤から相手に圧力をかけたが、フェイエノールトに所属する日本代表FW上田綺世のゴールで先制されたが、チームはそこで崩れず、攻撃の形をつくりながら流れを引き戻した。　この試合に先発出場したセルティックに所属するMF旗手怜央と日本代表FW前田大然ついて、スコットランドメディア『67HailHail』が両選手の活躍を伝えた。　旗手は今2025/26シーズンのパフォーマンスに批判が向けられていたが、この試合では前半の2つのゴールに関与し、中盤で全体を動かしたと同メディアに評価された。旗手はフェイエノールト守備陣の頭上を越えるトリッキーなボールを味方に送り、同点ゴールにつなげた。　さらに旗手は前田が相手GKへかけたプレッシャーから生じたこぼれ球を無人のゴールへ流し込み、勝利の立役者となった。　前田について同メディアは、2点目を生んだ動きを前田の良さとして伝え、前田が相手GKにミスを起こさせたことが旗手の逆転ゴールを直接生んだと指摘した。　また、同メディアは前田が本来の状態に戻りつつある可能性を示し、前田の働きがセルティックの勢いをさらに強めたとの見解を示した。　セルティックは後半にフェイエノールトの攻撃を受け続けたが、守備陣が集中を保ったことで試合を締め、82分に前田のアシストからFWベンジャミン・ニグレンの強いシュートが勝利を決定づけた。

Something New! 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/EP228In episode 228, Coffey talks with Kelly Bubolz about the evolving drivers of workplace burnout and practical ways employers can build healthy, high-capacity teams.They discuss how rapid technological change is straining employee capacity; the shift from pandemic-era mental-health burnout to operational overload; the role of role clarity and workflow optimization in preventing exhaustion; the behavioral warning signs of advancing burnout; the hidden cost of dysfunctional meetings; the impact of remote work structure on cognitive load and productivity; proactive workforce metrics HR should track; cultural myths that drain energy and reinforce burnout; improving cross-functional collaboration and workflow design; and how organizations can align operations around true value creation.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:Burnout survivor turned business strategist, Kelly Bubolz knows what it takes to go from running on fumes to being intentional with energy that people want to follow. With 20+ years in HR leadership, she's transformed her own high stress physical collapse into a powerhouse mission. Guiding the recharge through redesigning the ways of work, cutting through chaos and into sustainable energy.Kelly Bubolz can be reached at: https://www.kbtrainingconnections.com https://www.linkedin.com/in/kelly-bubolz-73b65011 https://www.facebook.com/profile.php?id=61579197120672 https://www.instagram.com/kellybubolzAbout 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. Identify the behavioral and operational indicators of burnout before they reach crisis levels.2. Evaluate how role clarity, workflow design, and meeting structure affect employee capacity.3. Apply proactive metrics and cultural practices that reduce energy drain and strengthen productivity.

Something New! 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 hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.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:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout 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 value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

Something New! 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 hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.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:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout 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 value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

Regional anesthesia, typically with a spinal or epidural, haslong been favored for cesarean births due in part to concerns about the effects that general anesthesia (GA) may have on newborns at delivery. However, data has shown that up to 1 in 6 women may experience pain with a “topped-off”labor epidural, during the cesarean. A new publication in the journal Anesthesia is now being interpreted as implying that general anesthesia may be a valid alternative electively. Is that what this new study found? Has GA been linked to postpartum depression? What about later child neurodevelopmental delays? This is a fascinating topic…Listen in for details. 1.     Langer, Sarah M.D.1; Lim, Grace M.D., M.Sc.2;Qiu, Yue M.D.3; Biaesch, Jingyuan D.O.4; Neuman, Mark D. M.D., M.Sc.5. NeonatalOutcomes with Regional versus General Anesthesia for Cesarean Delivery: AMeta-analysis of Randomized Controlled Trials. Anesthesiology():10.1097/ALN.0000000000005785, November 12, 2025. | DOI:10.1097/ALN.00000000000057852.     Guglielminotti J, Monk C, Russell MT, Li G.Association of General Anesthesia for Cesarean Delivery with PostpartumDepression and Suicidality. Anesth Analg. 2025 Sep 1;141(3):618-628. doi:10.1213/ANE.0000000000007314. Epub 2024 Dec 4. PMID: 39630595; PMCID:PMC12134152.3.     Chen, YC., Liang, FW., Tan, PH. et al.Association between general anesthesia for cesarean delivery and subsequentdevelopmental disorders in children: a nationwide retrospective cohort study.BMC Med 23, 119 (2025). https://doi.org/10.1186/s12916-025-03886-64.     https://www.pennmedicine.org/news/new-study-challenges-fears-about-general-anesthesia-during-c-section

Museum theft in Syria…New Slang number…Antarctica visiting rules…Man with thirty-nine wives…Sterile man bamboozled another sterile man and wife… Real Life Suits lawyer in Kenya…A look at lotto...   Email: Chewingthefat@theblaze.com   www.blazetv.com/jeffy   $20 off annual plan right now ( limited time )   WH Christmas tree from Michigan like FW tree… They're rowing up to purchase Warner Bros Discovery…  Shows and movies watched and to watch…Who Died Today: Dan McGrath 61 / Ted Hartley 100 / Hark Bohm 86 / Todd Snider 59 / Kenny Easley 66…  OJ estate to pay Goldman, maybe…  Joke of The Day Learn more about your ad choices. Visit megaphone.fm/adchoices

Something New!  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/EP226  In episode 226, Coffey talks with Pam Boyd and Bernie Beck about creating drama-free workplaces and eliminating wasted emotional energy from organizations.  They discuss how workplace drama differs from ordinary conflict; the cost of toxic employees and fear-based leadership; strategies for accountability and courageous conversations; the “C-R-E-A-T-E-D” framework to create cultures that thrive; using emotional intelligence and personal development plans to improve team culture; how to replace confrontation anxiety with consistent coaching; and how leaders can operationalize emotional intelligence to build healthier, more productive organizations.  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:  Pam has presented in seven countries and all fifty states and has written six books and three screenplays. She studied theater and pre-med at the University of Oklahoma and has a BBA from Northwood University.  Bernie Beck has thirty years of experience in business leadership and more than four thousand consulting, executive coaching and training hours. He earned his BBA at Gonzaga University, Coaching credentials from UTD School of Management, and is a PCC from the ICF.   Pam and Bernie can be reached at  https://www.linkedin.com/in/pamela-boyd-8b193b1/ https://www.linkedin.com/in/berniebeck/ Pam and Bernie's book, The Drama-Free Business: From Inception to Succession: https://a.co/d/hrF6nDZ  Pam's firm, Dramatic Conclusions: www.dramaticconclusions.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: Identify sources of workplace drama and distinguish them from normal conflict. Apply the C-R-E-A-T-E-D framework to strengthen organizational culture. Practice the BEERS or PEERS coaching model to address performance and behavior issues effectively. Build systems for feedback, recognition, and development that reinforce accountability. Operationalize emotional intelligence through regular coaching, trust-building, and leader self-awareness. 

Febrero de 1944. Un P-51B Mustang solitario, pilotado por el novato Teniente Reed, es interceptado por dos Fw 190 sobre Holanda. Comparamos dos de las máquinas más letales en los cielos de Europa en plena campaña de bombardeo. El Focke Wulf es un asesino nato en busca de cuatrimotores aliados. El Mustang es el paladín defensor de las formaciones de B-17 que machacan la industria alemana. ¿Cuál fue el mejor avión? En la serie Versus no nos limitamos a enfrentar tecnológicamente un sistema de armas contra otro, sino que confrontemos aspectos como su rol, diseño, fabricación, recursos, pilotos, integración ... Con Antonio Gómez y Dani CarAn. Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

Subscribe to 10 Percent True for ad-free, early access to new episodes: https://www.10percenttrue.com/pricing-plans10PCT EP77 Part 20:00 intro teaser (ejection story)0:49 welcome back Shamu1:55 bookending the instructor period, a shoutout, and the benefits of weapon school grads in the instructor cadre 8:17 to Alaska9:45 the mission(s)12:02 aircraft fit - cfts, 3 bags? 14:51 the bomber intercept mission17:52 JTIDS/FDL/AESA20:29 from APG-63 to AESA24:05 the user viewpoint/ergonomics25:40 minor frustration 26:58 basic skill atrophy?31:10 tactics development (still the same timeline requirements etc?)35:26 mixed formations?36:13 considering the technological overmatch on a peer conflict (China)?37:58 deployments?38:58 red/alaskan flags and AESA domination and 5th gen integration?41:18 IRST42:56 Alaskan survival aspects 45:15 Steve geeks out on NVGs for 5+ mins51:40 leaving Alaska - ACCIG for 9/11 and reinforcing the NORAD capability in its wake1:01:34 psychological considerations of potentially shooting an airliner 1:03:51 dealing with “doctors without a clue”1:05:20 Noble Eagle communication considerations 1:09:00 a Chinese balloons aide 1:11:58 a Canadian aside1:12:38 the atrophy of the NORAD capabilities 1:15:12 returning to Noble Eagle, major shift or just a step adjustment?1:18:08 Southern Watch/Noble Eagle a detriment to the Eagle community?1:23:52 weapon shelf life1:25:55 returning to career discussion 1:28:30 how does it feel to fly without being attached to a squadron?1:30:47 importance of rank?1:34:15 debriefing points?1:35:48 ORI expectations1:39:29 accident investigation1:49:20 Career Highlights incl Long Arrow and William Tell 1:56:45 WSEP?2:00:50 Constant Peg?2:02:35 Eagle fini flight2:06:11 is the “fighter pilot” still part of the identity/DNA and the right stuff2:08:50 a Viper flight with the 20th FW at Shaw….2:25:08 canopy/tank issues2:26:56 cross examination (psychological, physical, muscle memory aspects)2:33:44 last last question - life after Eagles2:37:47 Thanks Shamu and wrapping up

Something New!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/EP225 In episode 225, Coffey talks with Monica Lloyd about navigating organizational change with transparency, stability, and human-centered strategies.  They discuss how AI, workforce demographics, and economic uncertainty are reshaping leadership expectations; how transparency and vulnerability build trust during change; how leaders can create stability and clear communication systems in uncertain times; how organizational values and culture can anchor teams through disruption; the impact of AI on jobs and workforce planning; rethinking career paths and talent retention in the age of automation; training middle managers to communicate consistent messages; building engagement through recognition and behavioral insight; and how HR must evolve into the science of human behavior and change 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 one hour of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Monica Lloyd is the founder of People Forward®, a consulting firm on a mission to create workplaces people love. A recognized thought leader and top-rated speaker, she's known for blending sharp business strategy with contagious energy that inspires leaders and teams to raise their game.   As an expert contributor to the Forbes HR Council, Monica brings both credibility and a fresh perspective to the national stage, challenging audiences to rethink how work should feel and how organizations can truly thrive. Her style is equal parts strategist, motivator, and innovator who never shies away from tough conversations, but always keeps people at the center.  Whether she's guiding executives through organizational transformation, sparking inspiration from the stage, or hosting her People Mavens podcast, Monica's work is rooted in one simple belief: the best business strategy is people strategy.  Monica Lloyd can be reached at https://www.peopleforward.us https://www.linkedin.com/in/themonicalloyd/   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: Explain how transparency and vulnerability strengthen leadership credibility during times of change. Identify methods to create organizational stability and clear communication in uncertain conditions. Describe strategies for adapting workforce planning and career development in response to AI-driven transformation.  

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

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

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

In episode 222, Coffey talks with consultant and author LeAnne Lagasse about effective leadership development initiatives and what she calls “congruent leadership.”  They discuss why most leadership training programs fail to deliver ROI; the importance of reverse engineering programs from specific organizational outcomes; the significant impact of frontline managers on employee engagement; the gap between knowledge transfer and skill execution; building programs with practice, peer learning, and self-reflection components; “soft skills” deficits across the workforce; “congruent leadership” as alignment of self-perception and team experience; and the 70-20-10 learning model's impact on development.  You can find LeAnne's new book “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” here https://a.co/d/ehUoYLx  Hardcover: https://www.barnesandnoble.com/w/the-congruent-leader-leanne-lagasse/1148446437?ean=9798999501912   Book website: https://www.thecongruentleaderbook.com   Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  LeAnne Lagasse is the author of “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You.”   LeAnne is also an HR consultant and keynote speaker who helps leaders and organizations improve employee engagement and retention, as well as develop their people managers.   LeAnne is a SHRM-SCP, a Gallup-Certified CliftonStrengths© Coach, and also serves as adjunct faculty at Missouri State University, where she teaches professional communication courses to MBA students.   Before launching her consulting business, LeAnne was a faculty member and the Director of Public Speaking in the College of Media and Communication at Texas Tech University, where she served for 14 years. Alongside her husband, Ben, she is a proud mom to three children and two pet prairie dogs.  LeAnne's book, “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” is available at https://a.co/d/e2vm4d1.   LeAnne Lagasse can be reached at: https://www.leannelagasse.com/  https://www.linkedin.com/in/leannelagasse/  https://www.facebook.com/leannelagasseconsulting   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:   Design leadership development programs that span extended timeframes with multiple learning modalities including peer collaboration, low-stakes practice opportunities, and structured reinforcement rather than relying on one-day events or single webinars. Incorporate self-awareness and reflection exercises into leadership training to help managers identify their natural strengths, biases, and communication tendencies that create barriers to their own success. Implement the 70-20-10 learning model by prioritizing challenging practice exercises (70%), supportive coaching and mentoring relationships (20%), and formal content delivery (10%) to maximize leadership development ROI. 

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

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

Ep 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

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

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

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

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