Podcasts about Glassdoor

The construction sector takes the least of a hit on the National Federation of Independent Businesses' Optimism Index, while retail suffers worst decline. Add that to a Glassdoor survey reporting that employee confidence is at record lows and burnout is on the rise, and it's no wonder that owners rate the financial health of their small businesses at good to excellent. Wait, what? Host Gene Marks explains why this might be happening. There also are new AI laws in a handful of states creating additional compliance complexities, especially around AI-driven employment decisions and discrimination risks. Listen to the podcast.   Topics: 00:00 – Introduction 00:19 – Optimism Declines Again 02:00 – Employee Confidence and Burnout 04:57 – State Step Up with AI Laws   06:43 – Episode Wrap-up Additional Resources Meet Paychex: https://bit.ly/3VtM6bs Register for AI webinar: https://bit.ly/ai-webinar-series DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

Austin shares his 3 step process for anticipating every interview question so that you can feel well prepared and super confident!Time Stamped Show Notes:[0:25] - How to anticipate interview questions[0:40] - Prepare for the common questions[1:54] - Research interview questions on GlassDoor.com[4:37] - Check out other people's answersResources Mentioned In Today's Episode:Interview PreparationGlassDoorWant To Level Up Your Job Search?Click here to learn more about 1:1 career coaching to help you land your dream job without applying online.Check out Austin's courses and, as a thank you for listening to the show, use the code PODCAST to get 5% off any digital course:The Interview Preparation System - Austin's proven, all-in-one process for turning your next job interview into a job offer.Value Validation Project Starter Kit - Everything you need to create a job-winning VVP that will blow hiring managers away and set you apart from the competition.No Experience, No Problem - Austin's proven framework for building the skills and experience you need to break into a new industry (even if you have *zero* experience right now).Try Austin's Job Search ToolsResyBuild.io - Build a beautiful, job-winning resume in minutes.ResyMatch.io - Score your resume vs. your target job description and get feedback.ResyBullet.io - Learn how to write attention grabbing resume bullets.Mailscoop.io - Find anyone's professional email in seconds.Connect with Austin for daily job search content:Cultivated CultureLinkedInTwitterThanks for listening!

This week we're bringing you a conversation Michael Tamblyn had in 2021 with Natalie Zina Walschots about her extremely fun novel called Hench. It's about a world where superheroes are out there saving the day in super ways, while villains, who are a lot like you and me, run organizations bent on taking over the world while also trying to keep scores up on Glassdoor. Natalie's just released a sequel to Hench, and it's called Villain.    [From 2021:] We learned about some of the fantastical worlds Natalie enjoyed exploring as a young reader "often for sheer escapism," as well as the writers she drew inspiration from while starting out as a writer herself, and as a lifelong student of supervillainy: Robert O'Brien's Mrs. Frisby and the Rats of NIMH and Z for Zachariah High fantasy including J. R. R. Tolkien, but also Shannara, Dragonlance, and "anything with a wizard holding an orb on the cover" or "a skeleton holding a sword" Christian Bök, Karen Solie, bp Nichol, and other writers "doing super weird things with language and the structural materiality of language..." Soon I Will Be Invincible "was the first book I read from the perspective of a supervillain." "Paradise Lost is really important to me ... the relationship between Satan the adversary to the world informs the way I write villains." Neil Gaiman's Sandman, where "a character who's a villain in one context becomes the protagonist in another." Vicious by V E Schwab Erin Morgenstern's The Night Circus and various writings of Catherynne M. Valente for their "messed up fairy tale feel."

This week we're bringing you a conversation Michael Tamblyn had in 2021 with Natalie Zina Walschots about her extremely fun novel called Hench. It's about a world where superheroes are out there saving the day in super ways, while villains, who are a lot like you and me, run organizations bent on taking over the world while also trying to keep scores up on Glassdoor. Natalie's just released a sequel to Hench, and it's called Villain.    [From 2021:] We learned about some of the fantastical worlds Natalie enjoyed exploring as a young reader "often for sheer escapism," as well as the writers she drew inspiration from while starting out as a writer herself, and as a lifelong student of supervillainy: Robert O'Brien's Mrs. Frisby and the Rats of NIMH and Z for Zachariah High fantasy including J. R. R. Tolkien, but also Shannara, Dragonlance, and "anything with a wizard holding an orb on the cover" or "a skeleton holding a sword" Christian Bök, Karen Solie, bp Nichol, and other writers "doing super weird things with language and the structural materiality of language..." Soon I Will Be Invincible "was the first book I read from the perspective of a supervillain." "Paradise Lost is really important to me ... the relationship between Satan the adversary to the world informs the way I write villains." Neil Gaiman's Sandman, where "a character who's a villain in one context becomes the protagonist in another." Vicious by V E Schwab Erin Morgenstern's The Night Circus and various writings of Catherynne M. Valente for their "messed up fairy tale feel."

Pope Leo XIV released his AI encyclical alongside Anthropic co-founder Chris Olah. Huawei claims it can match 1.4nm chips by 2031, China imposed travel restrictions on AI talent, cybersecurity hiring surged amid the AI "bug-pocalypse," and American Airlines picked Starlink for in-flight Wi-Fi. Pope Leo XIV presents Magnifica humanitas, his encyclical on AI, calling for AI regulation, protection for children against hypersexualized AI images, and more (NYT) Huawei says it aims to make 1.4nm chips by 2031 using its "LogicFolding" tech, which is based on its new Tau Scaling Law intended to bypass Moore's Law limits (Nikkei) Sources: Chinese government agencies begin imposing overseas travel restrictions on individuals involved in advanced AI work, including at Alibaba and DeepSeek (Bloomberg) As AI tools like Mythos create a "bug-pocalypse", Glassdoor says Q1 cybersecurity job postings rose 11% YoY, and executive search firms are turning away clients (NYT) American Airlines picks SpaceX's Starlink for in-flight Wi-Fi on more than 500 planes; SpaceX already has contracts with United Airlines, Southwest, and others (CNBC) Google Fitbit Air review: slim, comfortable, and stylish, robust tracking, seven-day battery life, and cheaper than Whoop, but can only be worn on the wrist (The Shortcut) Learn more about your ad choices. Visit megaphone.fm/adchoices

What happens when HR tech giants crush earnings while the rest of the industry faces massive layoffs? In this special episode of The Chad & Cheese Podcast, Joel Cheesman is joined by guest co-host J.T. O'Donnell to deliver a dose of optimistic realism on the chaotic state of the 2026 job market. Before diving into the heavy-hitting industry news, the duo kicks things off with plenty of humor, swapping banter over deviled egg recipes, Memorial Day cookout plans, upcoming European travel, and why Southwest Airlines is making headlines with a strict new ban on humanoid robots. They also share a quick streaming recommendation for Apple TV's Your Friends and Neighbors and give a nod to the Crime Junkies podcast before getting down to business.The core of the episode spotlights a deeply divided job market where massive tech layoffs collide with explosive corporate growth. Joel and J.T. break down the staggering down-sizing trends hitting Meta and LinkedIn, contrasting those cuts with the massive, expectation-shattering earnings report just released by Recruit Holdings, the parent company of Indeed and Glassdoor. J.T. lends her expertise to LinkedIn's aggressive new strategy to launch thousands of gated, paid creator-led virtual events to combat generic platform "slop." Finally, the hosts look at the changing face of automation, analyzing how artificial intelligence is shifting call center dynamics abroad, and exploring Amazon's eerie new Alexa capability that generates fully synthetic podcasts on demand.

Back in 2006, The Devil Wears Prada introduced audiences to one of cinema's most iconic workplace bosses: Miranda Priestly. At the time, her leadership style -demanding, authoritarian and often toxic - felt strangely familiar to many people working in corporate environments. But nearly twenty years later, workplace culture has changed dramatically, and we see that play out in cinemas at the moment with the movie's sequel The Devil Wears Prada 2. In this episode of The HR Room Podcast, hosts Dave Corkery and Mary Cullen are joined by Insight HR consultants Aoife Dolan and Joe Redmond, to explore how The Devil Wears Prada and its sequel reflect the evolution of leadership, workplace expectations and employee rights over the past two decades. Guests • Aoife Dolan — HR Consultant, Insight HR • Joe Redmond — HR Consultant, Insight HR Topics include: • How The Devil Wears Prada reflects workplace culture in 2006 versus today • Miranda Priestly's leadership style and the evolution of toxic workplace behaviours • Generational shifts in expectations around work-life balance, wellbeing and psychological safety • The impact of social media, Glassdoor and public WRC decisions on employer reputation • Why employees today are more willing to raise grievances and speak up about toxic behaviour • The relationship between pressure, burnout and workplace conflict • The importance of psychological safety in creating healthy, high-performing workplaces Key Takeaways for HR Leaders • Toxic leadership styles may still exist — but employees are increasingly willing to challenge them. • Psychological safety and dignity at work are now essential expectations, not optional extras. • Generational shifts are changing attitudes toward work-life balance, wellbeing and leadership. • Organisations that ignore toxic behaviour risk reputational damage, retention issues and increased complaints. • High performance should never excuse bullying, harassment or inappropriate conduct. • Employer reputation is more exposed than ever through social media, Glassdoor reviews and public WRC cases. • HR teams play a critical role in coaching leaders, addressing poor behaviour and shaping healthy cultures. Referenced Episodes and Resources • Episode 263 — Generational Differences in the Workplace with Dr Mary Collins • Episode 261 — Neurodiversity & Psychological Safety in the Workplace • Workplace Bullying Webinar featuring Adrian Twomey • Insight HR Workplace Investigations Get in Touch  If you're not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you'd like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you're enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we're always here to support you with your HR challenges. Immediate HR support 

You've probably had one. Maybe you even have one right now. And if Glassdoor data is anything to go by, you're far from alone—mentions of "toxic boss" in workplace reviews have surged 6.7x since 2018.

Martina ha trent'anni, è cresciuta in Calabria ed è figlia unica di due impiegati statali che le hanno insegnato che «il lavoro è importante, soprattutto perché tante persone attorno a te non ne hanno uno. Perciò, se ce l'hai stabile, te lo tieni. Anche se non ti piace». Quel mandato Martina lo onora alla lettera. Si laurea in tempi rapidi all'Università della Calabria, si trasferisce a Milano per la magistrale in Bocconi e, una volta finiti gli studi, trova subito un impiego in una grande azienda, in ambito dati, con un contratto a tempo indeterminato. In cinque anni cambia tre lavori, sempre con stipendi crescenti. Oggi guadagna 42mila euro lordi all'anno, ha risparmiato, ha investito, ha imparato a negoziare. È, in tutto e per tutto, una persona che ha raggiunto la stabilità.Eppure, da qualche mese, qualcosa si è messo in movimento. Sono i progetti che fa fuori dal lavoro a riaccenderla in un modo che il contratto a tempo indeterminato non le restituisce. Per la prima volta, Martina si chiede se la strada percorsa la rappresenti ancora. «Da un punto di vista razionale, se mettiamo a tavolino i miei Excel e le mie stime, potrei decidere di sondare altri terreni e avere un paracadute. Ma il mio punto di vista emotivo non me lo permette. Distaccarmi da questa concezione, per quanto razionalmente abbia tutte le carte per farlo, è difficile».È quello che oggi si chiama job hugging - l'abbraccio al proprio lavoro anche quando non lo si ama più - e che secondo Glassdoor riguarda il 93% dei lavoratori. La paralisi di Martina, però, non è quella di chi non vede alternative: è quella di chi le vede tutte, le ha calcolate, e non riesce comunque a sceglierne una, perché le è difficile discostarsi da ciò che le è stato insegnato. «Non è tanto la RAL, la quantità di soldi in sé, quanto la stabilità che il lavoro a tempo indeterminato in un'azienda grande ti dà». Lo stipendio che permette a Martina di sentirsi tranquilla è anche quello che le impone di restare in una città che, per come è strutturata oggi, le chiede tutto quello che guadagna. E forse è anche per questo che, quando le si chiede dove si vede tra cinque anni, l'unica risposta possibile è una che fino a poco tempo fa avrebbe escluso: «Forse mi vedo in Calabria, di nuovo. Non l'avrei mai detto, però in realtà poi si cambia».

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLC

Kokorogamae is one of those Japanese ideas that sounds ancient, but lands right in the middle of modern business. It means clarifying your true intention before you act. In leadership, sales, supplier relationships, and corporate culture, that intention leaks out in everything we do. People notice. Clients notice. Staff notice. And in the age of LinkedIn, Google reviews, Glassdoor, and instant reputation damage, the market notices very quickly. What does kokorogamae mean in Japanese business? Kokorogamae means your inner stance, your true intention, and the attitude sitting behind your actions. It combines kokoro, often translated as heart, spirit, or mind, with kamae, the stance taken in martial arts before action begins. In traditional Japanese disciplines such as shodo calligraphy, ikebana flower arrangement, tea ceremony, and martial arts like kendo or aikido, the master prepares the mind before moving the hand. The ink is ground carefully. The flower stems are stripped with attention. The body settles before training begins. Business should be no different. Before leaders, salespeople, executives, and entrepreneurs act, they need to ask: what is my real intention here? Do now: Before your next major decision, ask: "Is my kokorogamae self-serving, client-serving, team-serving, or enterprise-serving?" Why does true intention matter in leadership? Leadership trust begins before the leader speaks, because people read intention faster than they read strategy documents. A boss may talk about coaching, empowerment, and people development, but the team quickly senses whether the real goal is their growth or the boss's promotion. In Japan, where long-term relationships, hierarchy, reputation, and group harmony still influence business behaviour, kokorogamae matters deeply. The same is true in the US, Europe, and Australia, but the cultural signals differ. A multinational may call it leadership authenticity. A startup may call it founder values. An SME may simply call it "doing the right thing". Whatever the label, employees know when leaders are using them as stepping stones rather than investing in their capability. Do now: Leaders should ask their team, directly or anonymously: "What do you believe my true intention is when I manage you?" How does kokorogamae affect company culture? A company's culture is the accumulated evidence of its real intentions, not the slogans written on the wall. Values like integrity, teamwork, ESG, compliance, and inclusion mean little if daily behaviour says, "We win by squeezing whoever has less power." This becomes obvious in supplier relationships. Some global corporations talk loudly about ethics and governance while imposing 60-day, 90-day, or even 120-day payment terms on small suppliers. For a large company, that may be cash-flow management. For a small business, cash is oxygen. SMEs often pay each other on 30-day terms because they understand survival pressure. That is kokorogamae in action: partnership versus domination. Do now: Review your payment terms, procurement rules, and supplier conversations. They reveal your company's real ethical stance. What is the right kokorogamae in sales? The right kokorogamae in sales is not to get the sale; it is to earn the reorder. A single transaction is easy to chase, but lifetime buyer value is built through trust, suitability, and long-term partnership. Salespeople under pressure can drift into bad intention. A low base salary, high commission structure, or aggressive manager can push them to recommend whatever has the best margin rather than what best serves the client. That may work once. It rarely works twice. In B2B sales, especially in relationship-driven markets like Japan, the reorder, referral, and reputation are far more valuable than the quick win. The buyer remembers whether you solved their problem or just solved your quota problem. Do now: Sales leaders should measure repeat business, referrals, retention, and customer trust, not just monthly revenue. What happens when a business has bad kokorogamae? Bad kokorogamae eventually becomes visible, and today it becomes visible at internet speed. In the past, a poor operator could move from client to client, town to town, or deal to deal, leaving unhappy buyers behind. That game is much harder now. LinkedIn posts, online reviews, business forums, search engines, and AI-driven summaries can surface reputational patterns very quickly. A person who fails to pay suppliers, mistreats partners, or sells poor-quality products may think each incident is isolated. It is not. Digital reputation compounds. One public complaint can trigger others, and suddenly the market sees the pattern. In 2025 and beyond, your kokorogamae is no longer private. It becomes searchable. Do now: Audit what clients, suppliers, staff, and partners would say about your intention when you are not in the room. How can executives build better kokorogamae? Executives build better kokorogamae by aligning intention, action, incentives, and accountability. It is not enough to privately believe you are ethical; your systems must reward ethical behaviour. Start with leadership questions. Are managers promoted for developing people or merely hitting numbers? Are salespeople rewarded for client success or only revenue? Are suppliers treated as partners or pressured because they lack bargaining power? Are internal teams encouraged to beat competitors or fight each other for political advantage? Toyota-style continuous improvement, Dale Carnegie-style human relations, and modern leadership development all point to the same lesson: intention becomes behaviour when it is reinforced every day. Do now: Align KPIs with the behaviour you claim to value: trust, repeat business, talent growth, collaboration, and client outcomes. Final summary Kokorogamae is the quiet force behind business success. It is your real intention before the meeting, before the sale, before the negotiation, before the leadership decision. When it is right, people feel it. When it is wrong, people expose it. In modern business, especially in reputation-sensitive markets like Japan, trust is not a branding exercise. It is the outward proof of your inner stance. The secret ingredient is not mysterious. Clarify your true intention, align it with ethical action, and build relationships that can survive scrutiny. Quick actions for leaders and salespeople Ask what your team, clients, and suppliers believe your real intention is. Reward repeat business, referrals, and long-term trust. Stop using power imbalances as a business model. Treat suppliers as partners, not pressure points. Make your kokorogamae visible through consistent behaviour. FAQs What is kokorogamae? Kokorogamae is a Japanese concept meaning your true intention or inner stance before action. In business, it describes the attitude behind leadership, sales, negotiation, and trust. Why is kokorogamae important in sales? Kokorogamae matters in sales because buyers sense whether you want to help them or merely close them. The best sales intention is to earn the reorder, not just win the first transaction. How does kokorogamae relate to leadership? Leadership kokorogamae is the real intention behind how a leader treats their team. Staff quickly know whether the boss wants to develop them or use them. Can bad kokorogamae damage reputation? Yes, bad kokorogamae can damage reputation quickly because poor behaviour is now searchable and shareable.LinkedIn, reviews, forums, and AI search make business behaviour more visible than ever. Author bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" in 2018 and 2021 and recipient of the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programmes, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）, and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.

Learn more about Brian here: I used to think success meant pushing through.I had the title, the team, the 4.8 Glassdoor rating. On paper, it looked like I'd made it. But one morning, staring at a packed calendar of meetings, check-ins, and dashboards, it hit me—I didn't see myself anywhere in the day ahead.That moment cracked something open. It wasn't a breakdown. It was a wake-up call.I wasn't burned out. I was misaligned.For years, I followed the script: lead well, stay loyal, don't rock the boat. But inside, I was drifting—further from purpose, further from peace. And I realized: if I kept pushing through week after week—deadlines, deliverables, and decisions—I'd lose the man my wife married… the father I wanted to be… the leader I could've become.So I got clear. I built what I couldn't find in the systems around me: a strategy grounded in values, not just performance. A framework to help high-achieving men stop reacting and start designing what comes next—with intention, profit, and alignment.Today, that framework powers Janus Life Coaching.I work with successful professional men who are ready for a new chapter—but don't know how to turn restlessness into a plan. I help them recalibrate, reconnect with what matters, and make a confident next move.If you've ever thought,“I can't stay here… but I don't know where to go,”This is your moment.Let's build a map that actually fits your life, your truth, and your leadership.https://januslifecoaching.com/Don't forget to sign up for our LinkedIn workshop here: https://www.thetimetogrow.com/scale-your-business-blueprint-workshop

Your employees are your company's most underutilized marketing channel. Relying solely on corporate pages means missing out on the authentic, human-centric voice that modern buyers and candidates trust.In this episode, we are joined by Zach Blew, a Talent Brand and People Programs Leader formerly of Meta and Glassdoor. Zach shares his experience from his time at Meta, including the nuts and bolts of building an employee advocacy program from the ground up, starting with a pilot that achieved a staggering 40% adoption rate.Zach shares his “Goldilocks method” for engaging everyone from the on-the-go sharer to the high-touch executive, and explains how to move past vanity metrics to track hard ROI, such as cost-per-click and direct job applications. He also debunks the myth that advocacy requires a massive content production budget, highlighting how authentic employee voices now take priority over flashy, polished content.Whether you're struggling to get executive buy-in or looking to scale an existing program, this episode provides a masterclass in driving reach, trust, and bottom-line results through the power of your people.Resources:Want to know how your employee advocacy strategy really stacks up?Grab your FREE Employee Advocacy Health Check and see how you compare against your competitors.Book a call to discover how employee advocacy can benefit your team.​Ready to elevate your employee advocacy? Get a free copy of Bradley Keenan's essential book, ‘Employee Advocacy: 101 Cheat Codes' for deeper insights and actionable strategies.​Download the 2026 Employee Advocacy Benchmark Report.Subscribe to the Employee Advocacy & Influence Podcast on Spotify or your favorite platform to never miss an episode.

Early on, William Vanderbloemen's search firm was exactly the kind of business HubSpot, the marketing platform, was built to help. William had a highly specialized audience, his team produced content that his audience needed, and HubSpot helped make sure the right people found it. Back then, he tells Kate Morgan and Jaci Russo, HubSpot's promise was that it could help a David compete with a Goliath, and that's what it did for Vanderbloemen Search.But that was almost 20 years ago, long before AI began reshaping how people discover information. Now, William contends, the rules are changing. If you create strong content for a specific audience, large language models can do more and more of the work of connecting that content to the people looking for it. Which raises a question: If that's where marketing is headed, do small businesses still need a sophisticated platform like HubSpot? In this week's episode, William shares his doubts.Along the way, the three owners also discuss why Kate changed her mind about selling her business, whether companies really need to pay attention to their Glassdoor reviews, and what a plumber should tell an SEO agency that wants a monthly retainer of $12,500.

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLC

Ever wonder why some COOs quietly double revenue while others burn out cleaning up someone else's mess?Cameron Herold unpacks the “second in command” reality with Rick Marini, serial entrepreneur, private equity veteran, and former COO powerhouse at iconic brands like Grindr. They dive into the realities most leaders dodge: gutting toxic teams, the cost of misaligned culture, and the real career advantage of NOT being CEO. You'll get the battle-tested playbook for earning team trust, breaking through stagnant growth, and building companies where A-players fight to stay.Miss this episode, and you risk leading a team that resents you, losing your top talent, or—worse—sleepwalking into irrelevance while your competition surges ahead. Listen now before your window to upgrade your influence and execution closes. This is unfiltered COO intelligence you won't find anywhere else.Timestamped Highlights15:05 – How do you fix a company doing $100M with a 1.8-star Glassdoor? The turnaround playbook starts here.17:15 – Three straight owners, one legendary LGBTQ brand: The wild truth about trust-building at Grindr20:08 – Held hostage for a million? Why Rick Marini and team had to moderate user content—and what it taught the company21:04 – The one line that made an exec break down in the NYSE lobby, and how you really know your team would run through walls for you25:16 – A-players vs. B-players: The uncomfortable signs you're settling, and how to actually spot (and hire) difference-makers31:08 – Do you really have the right COO? How private equity calls BS on CEO/COO dynamics42:00 – With AI moving this fast, how do you NOT get blindsided? The war room approach to offense vs. defense46:06 – Mentorship, “work from home,” and why Gen Z will lap you if you hide behind ZoomAbout the GuestRick Marini is the Co-Founder and Managing Partner of Catapult Capital and the Co-Founder, President and COO of Rails, and a renowned operator, investor, and board leader with over 25 years scaling and transforming businesses. Previously CEO/COO at Grindr and Rails, Rick specializes in high-stakes turnarounds, talent strategy, and innovative culture design for tech and consumer brands.

Send us Fan MailYou are not underpaid because your worth is low. You are underpaid because of what you agreed to.That distinction matters more than you think.In this episode, I sit down with leadership strategist, TEDx speaker, and career coach Candyce Hunt to unpack a hard truth that too many mid-career professionals avoid. Your worth is infinite. It is not something an employer can define, measure, or pay. But your compensation is a negotiated agreement based on the value you demonstrate and articulate.If you have ever felt stuck, overlooked, or underpaid despite doing great work, this conversation will challenge how you think about salary, visibility, and your role in shaping your career trajectory.Candyce shares a pivotal moment in her own career when she accepted an $85,000 salary, only to later discover her predecessor earned $175,000 for the same role. What followed was not just frustration. It was a wake-up call about confidence, positioning, and the cost of staying silent.We break down what keeps high-performing professionals stuck in underpaid roles, including the internal bargaining, the fear of speaking up, and the belief that working harder will eventually fix the problem. It will not.What You Will Learn in This Episode:Why you cannot negotiate your worth but you must negotiate your valueHow underpaid offers happen and why accepting them creates long-term consequencesThe internal dialogue that keeps high performers quiet and stuckWhen leaving a role is the most strategic way to reset your compensation baselineHow to build a facts-driven case for higher pay using documented results and outcomesPractical tools like PayScale, Salary.com, and Glassdoor to research compensation benchmarksHow to audit your professional circle and stop taking advice from people who diminish your voiceThe shift from doer to strategist and how visibility drives career growthHow to position yourself as a solution to real business problems, not just a task executorConnect with Candyce HuntWebsite | LinkedIn | Podcast Watch her TEDx Talk: Get Off the Clearance RankEmail: admin@5minutecareerhack.comSupport the showVisit https://johnneral.com/resources to: Grab my free 15-minute audio briefing about why doing good work at mid-career is no longer "good enough."Subscribe to my free leadership and career newsletterGet The Mid-Career Clarity Code to help you figure out whatever is next for you and your career Please leave a rating and review on Apple Podcasts here.Connect with John on LinkedIn here.Get John's New Mid-Career Journal on Amazon here.  Follow John on Instagram @johnneralcoaching. Subscribe to John's YouTube Channel here.  

Jessica Fain is a product leader at Webflow and former Chief of Staff to the CPO at Slack, where she worked alongside April Underwood and many past podcast guests including Stewart Butterfield, Annie Pearl, Tamar Yehoshua, and Noah Weiss. She's spent her career learning how executives actually make decisions—and why most people completely misunderstand the process.We discuss:1. Why great ideas often don't get buy-in2. Why executive calendars are “like strobe lights” and why the first 30 seconds of a meeting matter so much3. Why executives are usually optimizing for a global maximum while you are often optimizing locally4. The best question Jessica uses when a leader says something that seems wrong: “That's so interesting. What led you to believe that?”5. Why you should go in to learn, not to convince6. Why showing only one option is a mistake7. Why AI will make influence more important, not less—Brought to you by:Omni—AI analytics your customers can trustLovable—Build apps by simply chatting with AIVanta—Automate compliance, manage risk, and accelerate trust with AI—Episode transcript: https://www.lennysnewsletter.com/p/the-art-of-influence-jessica-fain—Archive of all Lenny's Podcast transcripts: https://www.dropbox.com/scl/fo/yxi4s2w998p1gvtpu4193/AMdNPR8AOw0lMklwtnC0TrQ?rlkey=j06x0nipoti519e0xgm23zsn9&st=ahz0fj11&dl=0—Where to find Jessica Fain:• LinkedIn: https://www.linkedin.com/in/jessica-fain-79b8989—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Jessica Fain(03:53) Why influence is the highest-leverage skill in product(04:47) Why great ideas fail without executive buy-in(06:00) How executives actually think(09:05) The fundamentals: context-setting, communication, and empathy(10:22) Stop pitching for approval—start co-creating with execs(12:59) Influence vs. politics (and why people get it wrong)(15:44) How to disagree with execs without losing trust(17:20) Going in to learn, not to convince(19:08) How to present ideas(26:05) The Minto-style approach and tailoring your communication to each exec(28:22) Why Jessica doesn't like the question “What's top of mind for you?”(30:24) Understanding incentives to unlock buy-in(32:10) Aligning product work with company strategy(35:10) Quick summary(37:31) Disarming the executive(40:49) Speed matters: why fast follow-up builds momentum(43:32) How to run high-impact meetings (the 60-second rule)(47:00) Why influencing execs is part of your job(49:15) Asking for more resources and thinking in 10x bets(52:23) What to do when your idea gets rejected(54:18) Clarifying information(56:50) How to build trust and make ideas stick(58:30) Shrinking big ideas into experiments(01:02:27) Common mistakes people make when influencing leaders(01:06:00) How to grow into your next role(01:09:32) How AI is changing influence and product work(01:17:55) Using AI to simulate exec feedback and improve pitches(01:21:15) Protecting our brains from overwhelm(01:22:44) Lightning round and final thoughts—Referenced:• Box: https://www.box.com• Slack: https://slack.com• Brightwheel: https://mybrightwheel.com• Webflow: https://webflow.com• April Underwood on LinkedIn: https://www.linkedin.com/in/aprilunderwood• Lessons in product leadership and AI strategy from Glean, Google, Amazon, and Slack | Tamar Yehoshua (Product at Glean, ex-Google and Slack): https://www.lennysnewsletter.com/p/you-dont-need-to-be-a-well-run-company-to-win-tamar-yehoshua• Atlassian: https://www.atlassian.com• Behind the scenes of Calendly's rapid growth | Annie Pearl (CPO): https://www.lennysnewsletter.com/p/behind-the-scenes-of-calendlys-rapid• Calendly: https://calendly.com• Glassdoor: https://www.glassdoor.co.in/index.htm• The 10 traits of great PMs, how AI will impact your product, and Slack's product development process | Noah Weiss (Slack, Foursquare, Google): https://www.lennysnewsletter.com/p/the-10-traits-of-great-pms-how-ai• Ethan Eismann on X: https://x.com/eeismann• Slack founder: Mental models for building products people love ft. Stewart Butterfield: https://www.lennysnewsletter.com/p/slack-founder-stewart-butterfield• Ilan Frank on LinkedIn: https://www.linkedin.com/in/ilanfrank• Checkr: https://checkr.com• Ali Rayl on LinkedIn: https://www.linkedin.com/in/alirayl• Rachel Wolan on LinkedIn: https://www.linkedin.com/in/rachelwolan• How Webflow's CPO built an AI chief of staff to manage her calendar, prep for meetings, and drive AI adoption | Rachel Wolan: https://www.lennysnewsletter.com/p/how-webflows-cpo-built-an-ai-chief• Barbara Minto's website: https://www.barbaraminto.com• How Slack invests in big little details through Customer Love Sprints: https://slack.design/articles/sweating-the-small-stuff• Building product at Stripe: craft, metrics, and customer obsession | Jeff Weinstein (Product lead): https://www.lennysnewsletter.com/p/building-product-at-stripe-jeff-weinstein• The Enneagram Institute: https://www.enneagraminstitute.com/type-descriptions• The Pitt on Prime Video: https://www.amazon.com/The-Pitt-Season-1/dp/B0DNRR8QWD• Towel warmer: https://www.amazon.com/FLYHIT-Large-Towel-Warmer-Bathroom/dp/B0CB5K34L2• Casa: https://getcasa.com• Jimi Hendrix: https://en.wikipedia.org/wiki/Jimi_Hendrix• Greek Theatre: https://en.wikipedia.org/wiki/Greek_Theatre_(Los_Angeles)—Recommended books:• Pachinko: https://www.amazon.com/Pachinko-National-Book-Award-Finalist/dp/1455563927• Homegoing: https://www.amazon.com/Homegoing-Yaa-Gyasi/dp/1101971061• A History of Burning: https://www.amazon.com/History-Burning-Janika-Oza/dp/1538724243• The Overstory: https://www.amazon.com/Overstory-Novel-Richard-Powers/dp/039335668X—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

The team digs through the archives of The Lonely Office and notices a pattern: even as work keeps changing, human nature doesn't. From AI-driven layoffs to the strange new reality of job searching, Aaron, Matt, Leah, and Ken revisit some of the show's most revealing conversations about meaning, work, and what might come next. Important Note from the TLO team: Hey TLO listeners, for those who enjoyed our bonus series Ask a Recruiter, that conversation is still going. This spring, find AAR live on Glassdoor's LinkedIn and YouTube, where hiring managers, career coaches, and talent leaders give you real talk on the job market - and ask your questions in real time. To be notified, follow us on LinkedIn: ⁠www.linkedin.com/company/glassdoor Also, 50 years working at a 7/11, bro gets an email

Every classroom uses texts.Novels.Articles.Word problems.Scientific explanations.Historical documents.Even the periodic table.But the real question isn't simply what text we choose.The deeper question is:What experiences are students having through those texts?In this episode, Jocelynn explores the powerful literacy framework developed by scholar Rudine Sims Bishop—mirrors, windows, and sliding glass doors—and explains how this framework applies across all subject areas, not just English Language Arts.Through real classroom observations from both science and literature lessons, she demonstrates how teachers can transform everyday instructional materials into opportunities for identity development, perspective-taking, and deeper engagement.This episode also introduces three practical instructional moves educators can use to guide students beyond surface-level reading and into meaningful learning experiences.Because powerful teaching isn't just about selecting the right text.It's about how we help students encounter it.In This Episode, We Explore• What the mirrors, windows, and sliding glass doors framework is and why it matters in today's classrooms• How instructional decisions influence the way students experience texts• Why window texts require intentional guidance from teachers• How classroom moments that seem small can become powerful learning opportunities• Coaching insights for helping teachers reflect on student responses and plan forwardThe 3 Instructional Moves Discussed in This Episode1. Help Students See Themselves in Learning (Mirrors)Mirrors allow students to recognize their identities, experiences, and humanity in what they are learning.When students encounter mirrors in curriculum, they receive an important message:People like me exist in academic spaces.Mirrors strengthen identity development, belonging, and confidence in the classroom.2. Guide Students Through New Perspectives (Windows)Windows allow students to look into experiences different from their own.But simply exposing students to different perspectives is not enough.Teachers play a critical role in helping students:• slow down• ask deeper questions• consider context• move beyond judgment toward understandingWithout guidance, windows can remain surface-level exposure rather than meaningful learning.3. Invite Students to Step Into the Experience (Sliding Glass Doors)Sliding glass doors invite students to actively engage with the perspectives they encounter.Students move beyond observation and begin:• analyzing• questioning• connecting ideas• imagining the experience from another perspectiveThis is where some of the most powerful learning can happen.Coaching Corner ReflectionEducators and leaders can reflect on these questions:• What signals do students receive about whose experiences belong in learning spaces?• Where do mirrors already exist in my curriculum?• What window texts might require more intentional guidance for students?• How can I design opportunities for students to step through sliding glass doors and engage more deeply with ideas?Implementation IntentionReflection becomes powerful when it leads to action.Consider completing this sentence:This week, I will __________ at __________ for __________ in __________.

Glassdoor career pivot strategist Janel Abrahami joins Bruce Sellery to unpack “career minimalism,” the trend of doing the bare minimum at work to make room for life outside the office. They discuss why it resonates with Gen Z and beyond, how it can be a seasonal strategy rather than a forever mindset, and what employees should understand about trade-offs like performance reviews, advancement, and income. Find out more at janelabrahami.com and connect on Instagram, TikTok and LinkedIn.

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLC

What does career minimalism really mean, and why is it showing up in Gen Z work culture? Bruce Sellery speaks with Glassdoor career pivot strategist Janel Abrahami about the idea of doing the minimum at work to create space for health, family, and life outside the office, plus what this trend can look like for employees and employers. Then, Wealthsimple's David Mak breaks down securities lending (stock lending), including how investors can potentially earn extra income by lending shares, what borrowers use those shares for, and how risk and collateral work. Next, Jon Shell from Social Capital Partners explains employee ownership trusts in Canada, how EOTs can help business owners transition succession to employees, and why employee ownership could strengthen communities and the Canadian economy. Plus, wealth manager and author Geoff Saab (Low Risk Rules: A Wealth Preservation Manifesto) shares why simple, low-fee, liquid investing can beat “prestige” products over the long run. Listen for practical takeaways you can use right now, whether you are building a career, growing a portfolio, or planning a business exit. To find out more about the guests check out: Janel Abrahami: janelabrahami.com | Instagram | TikTok | LinkedIn David Mak: wealthsimple.com | X | Instagram | Facebook Jon Shell: LinkedIn Geoff Saab: Substack | X Bruce Sellery is a personal finance expert and best-selling author. As the founder of Moolala and the CEO of Credit Canada, Bruce is on a mission to help you get a better handle on your money so you can live the life you want. High energy & low B.S., this is Moolala: Money Made Simple. Find Bruce Sellery at Moolala.ca | X | Facebook | LinkedIn

This special archive episode takes us back to summer 2020, when Steve Mellor interviewed Alison Hadden for his Women Changing the World series. What he only learned afterward was that Alison had found out just one day earlier that her cancer had returned and was terminal. She never mentioned it during the conversation. Instead, she spoke with clarity, strength, and intention about leadership, resilience, and living like there is no time to waste.Alison passed away in January 2022, but her message continues to inspire anyone seeking to live with more purpose, courage, and gratitude.About the Guest: Alison Hadden was a sales and marketing leader, athlete, and founder of the No Time to Waste Project. She built her career at high-growth companies including Active, Glassdoor, and Mindbody, and became known for her energy, leadership, and purpose-driven approach to life. After facing cancer, she turned her experience into a mission to help others live with greater gratitude, joy, and urgency.About the EpisodeSteve revisits a conversation first released when the podcast was still called Career Competitor. Part of the Women Changing the World series, this interview stands out for Alison's remarkable presence and perspective in the face of devastating news.Rather than focusing on her diagnosis, Alison shared a message that still resonates: live with intention, lead with courage, and don't waste time on what doesn't matter.Key Takeaways:Leadership through adversityThe athlete mindset in business and lifeGrit, resilience, and perspectiveCancer, identity, and transformationGratitude, joy, and human connectionLiving with urgency and intentionLinks and ResourcesNo Time to Waste Projectnotimetowasteproject.comSend a textSupport the showConnect with Steve Mellor Stay connected and keep growing with Steve: LinkedIn - https://www.linkedin.com/in/steve-mellor-cc/ Instagram - https://www.instagram.com/coachstevemellor Book Steve to speak at your next event → www.stevemellorspeaks.com Support the GrowthReady Podcast by leaving a 5-star rating → Apple Podcasts - https://podcasts.apple.com/us/podcast/growthready-podcast/id1406082163 Connect with GrowthReady Join the community and keep your growth journey going: LinkedIn - https://www.linkedin.com/company/wearegrowthready/ Instagram - https://www.instagram.com/growthreadypodcast/ Facebook - https://www.facebook.com/growthreadywithcoachstevemellor Official Website - https://growthready.com/ ---- This podcast was produced on Riverside and released via ...

This week on FundraisingAI, Scott sits down with Paul Goldstein, Head of AI Growth at Blackbaud, to explore how artificial intelligence is reshaping the non-profit sector. Paul reflects on his journey from leading tech roles at Amazon and Glassdoor to joining Blackbaud, a mission-driven organization focused on impact and responsibility. He shares what inspired the move and highlights the passion, thoughtfulness, and deep commitment to privacy he has encountered in the non-profit world.  The discussion dives into Blackbaud's "Intelligence for Good" strategy, an approach centered on building AI tools that are responsible, convenient, and genuinely helpful for non-profits. Paul explains the concept of agentic AI and how it goes beyond advice to actively help organizations accomplish tasks, from data cleanup to personalized outreach. Together, Scott and Paul examine the importance of trust, strong data foundations, and user-friendly design in driving AI adoption.  Paul also shares personal insights on using AI to enhance productivity and encourages listeners to remain curious and open to experimentation. The episode closes with an optimistic look at how ethical, collaborative AI innovation can empower non-profits to strengthen relationships, increase efficiency, and amplify their mission-driven impact.    HIGHLIGHTS [01:37] Paul's Transition to Blackbaud  [05:39] Blackbaud's Intelligence for Good Strategy   [10:52] Agentic AI and Its Impact on Non-profits   [24:22] Adoption and Future of AI in Non-profits   [28:13] Paul's Personal Experience with AI   [30:38] Blackbaud's Support for Fundraising AI   [31:34] Final Thoughts  Connect with Paul:  LinkedIn: linkedin.com/in/paul-goldstein/  Website: blackbaud.com/  Connect with Nathan and Scott:  LinkedIn (Nathan): ⁠⁠⁠⁠⁠⁠linkedin.com/in/nathanchappell/⁠⁠⁠⁠⁠⁠  LinkedIn (Scott): ⁠⁠⁠⁠⁠⁠linkedin.com/in/scott-rosenkrans⁠⁠⁠⁠⁠⁠  Website: ⁠⁠⁠⁠⁠⁠fundraising.ai/⁠⁠⁠⁠⁠⁠ 

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLC

Want the prompt I used for this test? And my AI Prompt Library with 30+ outbound prompts?⁠Upgrade now in my newsletter here.-I tested seven AI models on the same account research prompt, 12 specific instructions, one target company (Replit), one buyer lens (TrackRec). This is my March 2026 benchmark.The models: Perplexity Sonar, GPT 5.2 Thinking, Grok 4.2 Beta, Grok 4, Claude Opus 4.6, Claygent (Argon), and Gemini 3 Pro. I scored every model on six weighted criteria, tracked which instructions each model actually completed, classified why they missed what they missed, and manually verified every disputed claim.Agenda:- Why I expanded from 3 scoring criteria to 6 — and how adding Business Relevance changed the rankings- What instruction completion reveals that scores alone don't (Perplexity: 10/12, Gemini: 1/12)- The difference between hallucinations and false claims — and why it matters for automation at scale- Why four models found September funding and stopped looking (the persistence failure pattern)- The $400M funding round that may or may not be real — REPORTED vs VERIFIED as a new verification category- Which model to use for high-value accounts vs volume enrichment in Clay- Web app vs API vs Clay: why your results will be different and what I'm testing in the next benchmarkReferenced:- TrackRec: https://www.trackrec.co- Replit: https://replit.com- Perplexity: https://www.perplexity.ai- Clay: https://www.clay.com- RepVue: https://www.repvue.com- The account research prompt: Available for Outbound Kitchen paid members-Who I am? Elric Legloire, founder of Outbound Kitchen. When you're ready⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLCmnironrangehockey,irchockey,section7ahockey,section7aahockey,mnboyshshockey,MNHShockey

EXECUTIVE SUMMARYIn 2026's 'forever layoff' era, women leaders who master continuous improvement leadership outperform peers, reduce their layoff risk, and accelerate promotions. Olaf Boettger's 27-year Kaizen framework — courage, humility, discipline — turns daily small improvements into extraordinary career results.Key stat: Toyota workers are 2x more productive than competitors using this same system.? QUICK TAKEAWAYS•       Continuous improvement leadership doubles your career productivity vs. peers who stop learning•       The 3 capabilities every woman leader needs: courage to name problems, humility to keep learning, discipline to stay consistent•       Kaizen's daily 15-minute team meeting is directly applicable to your own career self-management•       GE's turnaround under Larry Culp proves CI works in any industry — finance, tech, healthcare, or your own career•       In 2026's 'forever layoff' climate, CI skills signal indispensable strategic value to any organizationIf you're a woman leader in 2026, the job market has changed dramatically — and not in your favor. Glassdoor's Worklife Trends report calls it the 'forever layoff': small, rolling cuts that never make headlines but keep talented executives in a constant state of anxiety. Meanwhile, AI is reshaping roles at every level, and the competition for standout positions has never been fiercer.As an executive coach with over 30 years of experience (MA, MFT, PCC) and host of the Women's Leadership Success Podcast — ranked in the top 1.5% globally with over 750,000 downloads — I've interviewed more than 144 of the world's top leadership experts. When I heard Olaf Boettger's approach to continuous improvement leadership, I immediately knew this was the missing framework most women leaders had never considered.Olaf spent 27 years at Procter & Gamble and Danaher — two of the most operationally excellent companies on earth — mastering the Japanese Kaizen philosophy. What he discovered translates directly to career acceleration: the same system that doubled Toyota's worker productivity and powered GE's biggest turnaround in American history can supercharge your leadership brand and make you the candidate no one can afford to pass over. The 2026 Career Reality: Why 'Working Hard' Is No Longer Enough The data is sobering for women leaders right now. According to Glassdoor's 2025 Workplace Trends report, small layoffs — under 50 people — now represent 51% of all job cuts, up from just 38% in 2015. These 'forever layoffs' create cultures of anxiety where talented women question their value daily.At the same time, female manager engagement dropped seven percentage points in 2025 alone — the steepest decline of any group, according to Gallup research. Women leaders are being asked to do more with less, carrying teams through AI disruption and RTO mandates, while their own career advancement stalls.The traditional answer — work harder, be more visible, volunteer for every high-profile project — simply isn't scaling. In a market where 45% of employers rate the job outlook as 'fair' at best, you need a completely different strategy. You need continuous improvement leadership. ? Ready to transform your career trajectory?  Download our FREE Leadership Branding Blueprint Accelerator and discover:•       A proven system to document your impact and accelerate promotions•       How to build a leadership brand that makes you the obvious choice•       A measurable framework for expanding your organizational influence•       Strategic positioning for high-visibility, career-defining initiatives•       The same approach Sabrina uses with Fortune 500 executives to 3x their promotion speed? GET YOUR FREE LEADERSHIP BRANDING BLUEPRINT ACCELERATOR What Is Continuous Improvement Leadership? The Kaizen Framework Explained Continuous improvement — known in Japanese as Kaizen, meaning 'change for the better' — originated at Toyota nearly 90 years ago. After World War II, with limited resources and a need to compete globally, Toyota developed a system to extract maximum quality and efficiency from every process. That system, now called the Toyota Production System, became the foundation of what we know as Lean, Six Sigma, and the Danaher Business System.For women leaders, continuous improvement leadership means applying these same principles to your career, your team, and your organization. It is not a one-time initiative or a January resolution. It is a daily practice — a permanent operating system.The Three Foundation PrinciplesOlaf distills continuous improvement leadership into three core principles:Kaizen — The belief that there is always a better way. This is not about being self-critical; it is about being growth-oriented. Every interaction, presentation, and leadership decision is an opportunity to iterate and improve.Go to Gemba — Go to the real place. Stop relying on slide decks and secondhand reports. As a leader, this means visiting your stakeholders, understanding what your team actually experiences day-to-day, and staying close to the work that creates value.Customer focus — Always anchor to what your 'customer' values. In a career context, your customers are your executive stakeholders, your team, and the business outcomes you're hired to deliver. Everything you do should be filtered through: does this add value for them?The Three Capabilities That Determine SuccessAccording to Olaf, your mindset determines everything. Leaders who succeed with continuous improvement possess three non-negotiable capabilities:CapabilityWhat It Looks Like in PracticeWhy Women Leaders Need It NowCOURAGEHonestly naming when your performance or your team's is 'red' — even when the culture rewards positivity over truth.In 2026's performance-pressured environment, leaders who surface problems first are seen as strategic — not weak.HUMILITYStaying open to learning regardless of your experience level. As Olaf says: the best leaders he's known, including P&G's CEO A.G. Lafley, were the most humble.Imposter syndrome tempts women to prove they already know everything. Humility is the counterintuitive superpower.DISCIPLINEShowing up for improvement consistently — not just in January. Committing to the decade, not the quarter.Career advancement compounds. The women who stand out in 2026 are those who have been quietly improving for years. The Business Case: What Continuous Improvement Leadership Actually Delivers For skeptics — and Olaf acknowledges that many leaders initially resist this approach — the numbers make a compelling argument. Toyota, the originator of this system, generates roughly twice the revenue per employee compared to its nearest competitors. Danaher, where Olaf spent the bulk of his career, has sustained approximately 15–16% compound annual growth for 40 consecutive years.The most visible example is GE's transformation under Larry Culp — the former Danaher CEO who took over when GE was in deep financial trouble. Using continuous improvement as the operating backbone, Culp and his teams executed what many consider one of the greatest corporate turnarounds in American business history, eventually splitting GE into three highly successful independent companies.On a practical level, Olaf shared a specific case study from a Danaher acquisition: a company delivering orders on time just 50% of the time. Using CI methodologies, that number rose to 95%. For context, if Amazon delivered your packages on time half the time, you'd stop using Amazon. A 45-percentage-point improvement is not incremental — it's transformational. TRY THIS NOW (10 Minutes)Apply Olaf's Red/Green method to your career right now: Identify one goal you have for your career this quarter (promotion, salary increase, high-visibility project).Set a specific target. Write your current actual. Color code it: are you green (on track) or red (below target)? If red — write one sentence explaining why.Then write one action you will take this week to close the gap. That's continuous improvement leadership in action. Do this every Monday.  How to Apply Continuous Improvement Leadership to Your Career in 2026 The beauty of Kaizen is that it scales from a Toyota factory floor to your personal career strategy. Here's how to translate Olaf's framework into your daily leadership practice:The 15-Minute Daily Leadership HuddleAt every Danaher facility, teams hold a 15-minute standing meeting every morning. They review five metrics — safety, quality, delivery, inventory, productivity — and ask: are we red or green? If red, why? Who does what by when?For your career, your five metrics might be: stakeholder relationships, project delivery, skill development, visibility, and team performance. A daily or weekly 10-minute self-check asking those same questions creates the discipline of continuous improvement at the individual level.Visual Management for Your CareerOlaf emphasizes making performance visible. In organizations, this means color-coded boards. For your career, this translates to maintaining a simple achievement tracker — a running document of your wins, metrics, and impact — that you review weekly. This directly feeds your Leadership Branding Blueprint and becomes the evidence base for promotion conversations.The Growth Mindset + Kaizen ConnectionOlaf's PhD research connected him deeply to Carol Dweck's work on fixed vs. growth mindsets. Dweck's research demonstrates that individuals who believe abilities can be developed through dedication consistently outperform those who believe talent is fixed. Continuous improvement is the operational expression of growth mindset — it gives you the system that turns that belief into measurable career results. Your 7-Step Continuous Improvement Career Action Plan Step 1 (10 min): Define your career target.

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Lenny's Podcast: Product | Growth | Career ✓ Claim : Read the notes at at podcastnotes.org. Don't forget to subscribe for free to our newsletter, the top 10 ideas of the week, every Monday --------- Brian Halligan co-founded HubSpot, ran it as CEO for about 15 years, and now coaches Sequoia's fastest-growing founders as their in-house CEO coach.We discuss:1. His LOCKS framework for evaluating founders2. Why you should build your team like the 2004 Red Sox3. Why hiring “spicy” candidates beats consensus picks4. Why enterprise sales will be the last white-collar job AI replaces5. Some of my favorite “Halliganisms”—Brought to you by:Sentry—Code breaks, fix it faster: http://sentry.io/lennyDatadog—Now home to Eppo, the leading experimentation and feature flagging platform: https://www.datadoghq.com/lennyWorkOS—Modern identity platform for B2B SaaS, free up to 1 million MAUs: https://workos.com/lenny—Episode transcript: https://www.lennysnewsletter.com/p/sequoia-ceo-coach-why-its-never-been—Archive of all Lenny's Podcast transcripts: https://www.dropbox.com/scl/fo/yxi4s2w998p1gvtpu4193/AMdNPR8AOw0lMklwtnC0TrQ?rlkey=j06x0nipoti519e0xgm23zsn9&st=ahz0fj11&dl=0—Where to find Brian Halligan• X: https://x.com/bhalligan• LinkedIn: linkedin.com/in/brianhalligan• Delphi: https://www.delphi.ai/bhalligan• Podcast: https://sequoiacap.com/series/long-strange-trip—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Brian Halligan(03:56) The perpetual state of constructive dissatisfaction(05:25) Coaching CEOs(07:49) The art of interviewing and hiring(11:21) Getting the most out of reference calls(13:10) Homegrown talent vs. big company hires(16:31) Traits of successful CEOs(19:40) Brian's LOCKS framework for evaluating founders(21:34) Are great CEO's born or made?(23:41) Giving effective feedback(25:54) The future of go-to-market strategies(31:56) Understanding forward deployed engineers(34:17) How the CEO role has evolved over the last 20 years(38:10) Halliganisms(01:01:18) The CEO's role in scaling a company(01:02:41) Lightning round and final thoughts—Referenced:• Dev Ittycheria on LinkedIn: https://www.linkedin.com/in/dittycheria• HubSpot: https://www.hubspot.com• Parker Conrad on LinkedIn: https://www.linkedin.com/in/parkerconrad• McKinsey & Company: https://www.mckinsey.com• Brian Chesky's new playbook: https://www.lennysnewsletter.com/p/brian-cheskys-contrarian-approach• Jensen Huang on LinkedIn: https://www.linkedin.com/in/jenhsunhuang• Winston Weinberg on LinkedIn: https://www.linkedin.com/in/winston-weinberg• James Cadwallader on LinkedIn: https://www.linkedin.com/in/jsca• Gabriel Stengel on LinkedIn: https://www.linkedin.com/in/gabestengel• He saved OpenAI, invented the “Like” button, and built Google Maps: Bret Taylor on the future of careers, coding, agents, and more: https://www.lennysnewsletter.com/p/he-saved-openai-bret-taylor• Scaling Entrepreneurial Ventures: https://orbit.mit.edu/classes/scaling-entrepreneurial-ventures-15.392• OpenClaw: https://openclaw.ai• Ruth Porat on LinkedIn: https://www.linkedin.com/in/ruth-porat• Mike Krzyzewski: https://goduke.com/sports/mens-basketball/roster/coaches/mike-krzyzewski/4159• Dalai Lama's 18 Rules for Living: https://www.prm.nau.edu/prm205/Dalai-Lama-18-rules-for-living.htm• Zigging vs. zagging: How HubSpot built a $30B company | Dharmesh Shah (co-founder/CTO): https://www.lennysnewsletter.com/p/lessons-from-30-years-of-building• Kareem Amin on LinkedIn: https://www.linkedin.com/in/kareemamin• Glassdoor: https://www.glassdoor.com• Tobi Lütke's leadership playbook: Playing infinite games, operating from first principles, and maximizing human potential (founder and CEO of Shopify): https://www.lennysnewsletter.com/p/tobi-lutkes-leadership-playbook• Katie Burke on LinkedIn: https://www.linkedin.com/in/katie-burke-965767a• Jerry Garcia: https://en.wikipedia.org/wiki/Jerry_Garcia• Bob Weir: https://en.wikipedia.org/wiki/Bob_Weir• Phil Lesh: https://en.wikipedia.org/wiki/Phil_Lesh• Ron “Pigpen” McKernan: https://en.wikipedia.org/wiki/Ron_%22Pigpen%22_McKernan• Marc Andreessen: The real AI boom hasn't even started yet: https://www.lennysnewsletter.com/p/marc-andreessen-the-real-ai-boom• The American Revolution: https://www.pbs.org/kenburns/the-american-revolution• Delphi: https://www.delphi.ai• Sonos: https://www.sonos.com• Yamini Rangan on LinkedIn: https://www.linkedin.com/in/yaminirangan• The Boston Red Sox: https://www.mlb.com/redsox—Recommended book:• Marketing Lessons from the Grateful Dead: What Every Business Can Learn from the Most Iconic Band in History: https://www.amazon.com/Marketing-Lessons-Grateful-Dead-Business/dp/0470900520—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLC

Brian Halligan co-founded HubSpot, ran it as CEO for about 15 years, and now coaches Sequoia's fastest-growing founders as their in-house CEO coach.We discuss:1. His LOCKS framework for evaluating founders2. Why you should build your team like the 2004 Red Sox3. Why hiring “spicy” candidates beats consensus picks4. Why enterprise sales will be the last white-collar job AI replaces5. Some of my favorite “Halliganisms”—Brought to you by:Sentry—Code breaks, fix it faster: http://sentry.io/lennyDatadog—Now home to Eppo, the leading experimentation and feature flagging platform: https://www.datadoghq.com/lennyWorkOS—Modern identity platform for B2B SaaS, free up to 1 million MAUs: https://workos.com/lenny—Episode transcript: https://www.lennysnewsletter.com/p/sequoia-ceo-coach-why-its-never-been—Archive of all Lenny's Podcast transcripts: https://www.dropbox.com/scl/fo/yxi4s2w998p1gvtpu4193/AMdNPR8AOw0lMklwtnC0TrQ?rlkey=j06x0nipoti519e0xgm23zsn9&st=ahz0fj11&dl=0—Where to find Brian Halligan• X: https://x.com/bhalligan• LinkedIn: linkedin.com/in/brianhalligan• Delphi: https://www.delphi.ai/bhalligan• Podcast: https://sequoiacap.com/series/long-strange-trip—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Brian Halligan(03:56) The perpetual state of constructive dissatisfaction(05:25) Coaching CEOs(07:49) The art of interviewing and hiring(11:21) Getting the most out of reference calls(13:10) Homegrown talent vs. big company hires(16:31) Traits of successful CEOs(19:40) Brian's LOCKS framework for evaluating founders(21:34) Are great CEO's born or made?(23:41) Giving effective feedback(25:54) The future of go-to-market strategies(31:56) Understanding forward deployed engineers(34:17) How the CEO role has evolved over the last 20 years(38:10) Halliganisms(01:01:18) The CEO's role in scaling a company(01:02:41) Lightning round and final thoughts—Referenced:• Dev Ittycheria on LinkedIn: https://www.linkedin.com/in/dittycheria• HubSpot: https://www.hubspot.com• Parker Conrad on LinkedIn: https://www.linkedin.com/in/parkerconrad• McKinsey & Company: https://www.mckinsey.com• Brian Chesky's new playbook: https://www.lennysnewsletter.com/p/brian-cheskys-contrarian-approach• Jensen Huang on LinkedIn: https://www.linkedin.com/in/jenhsunhuang• Winston Weinberg on LinkedIn: https://www.linkedin.com/in/winston-weinberg• James Cadwallader on LinkedIn: https://www.linkedin.com/in/jsca• Gabriel Stengel on LinkedIn: https://www.linkedin.com/in/gabestengel• He saved OpenAI, invented the “Like” button, and built Google Maps: Bret Taylor on the future of careers, coding, agents, and more: https://www.lennysnewsletter.com/p/he-saved-openai-bret-taylor• Scaling Entrepreneurial Ventures: https://orbit.mit.edu/classes/scaling-entrepreneurial-ventures-15.392• OpenClaw: https://openclaw.ai• Ruth Porat on LinkedIn: https://www.linkedin.com/in/ruth-porat• Mike Krzyzewski: https://goduke.com/sports/mens-basketball/roster/coaches/mike-krzyzewski/4159• Dalai Lama's 18 Rules for Living: https://www.prm.nau.edu/prm205/Dalai-Lama-18-rules-for-living.htm• Zigging vs. zagging: How HubSpot built a $30B company | Dharmesh Shah (co-founder/CTO): https://www.lennysnewsletter.com/p/lessons-from-30-years-of-building• Kareem Amin on LinkedIn: https://www.linkedin.com/in/kareemamin• Glassdoor: https://www.glassdoor.com• Tobi Lütke's leadership playbook: Playing infinite games, operating from first principles, and maximizing human potential (founder and CEO of Shopify): https://www.lennysnewsletter.com/p/tobi-lutkes-leadership-playbook• Katie Burke on LinkedIn: https://www.linkedin.com/in/katie-burke-965767a• Jerry Garcia: https://en.wikipedia.org/wiki/Jerry_Garcia• Bob Weir: https://en.wikipedia.org/wiki/Bob_Weir• Phil Lesh: https://en.wikipedia.org/wiki/Phil_Lesh• Ron “Pigpen” McKernan: https://en.wikipedia.org/wiki/Ron_%22Pigpen%22_McKernan• Marc Andreessen: The real AI boom hasn't even started yet: https://www.lennysnewsletter.com/p/marc-andreessen-the-real-ai-boom• The American Revolution: https://www.pbs.org/kenburns/the-american-revolution• Delphi: https://www.delphi.ai• Sonos: https://www.sonos.com• Yamini Rangan on LinkedIn: https://www.linkedin.com/in/yaminirangan• The Boston Red Sox: https://www.mlb.com/redsox—Recommended book:• Marketing Lessons from the Grateful Dead: What Every Business Can Learn from the Most Iconic Band in History: https://www.amazon.com/Marketing-Lessons-Grateful-Dead-Business/dp/0470900520—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

Interviews are not just about what you know. They are about how you think on your feet, respond under pressure, and show up with confidence when you do not have a perfect script. In this episode of Ask a Recruiter, Leah Ova sits down with improv coach and communication expert Holly Mandel to explore how improv techniques like “yes, and,” presence, and active listening can transform your job interview performance. Holly Mandel is the founder of iMergence and a former Main Company member and instructor at The Groundlings. She works with professionals and Fortune 500 teams to build confidence, clarity, and real time communication skills that translate directly into high stakes conversations. Together, Leah and Holly tackle tough interview questions from the Glassdoor community, from “Tell me about yourself” to curveballs like “How would you sell ice cream in the Arctic?” They break down practical tools you can use immediately, including how to pivot mid answer, manage interview anxiety, project warmth and energy on Zoom, and build the kind of charisma that gets you to the next round. If you are job hunting, preparing for a promotion, or simply want to communicate with more authority and authenticity, this episode gives you actionable strategies you can try this week.

Hiring managers don't remember resumes - they remember storiesIn this episode of Top of the Pile, Karen sits down with storytelling expert and narrative strategist Aaron Calafato to talk about why storytelling isn't just a “nice to have” skill - it's essential to standing out in today's job market.Aaron has helped brands like Indeed, Glassdoor, and Palo Alto Networks build trust through story-driven content, and he brings those same principles into the job search and interview process. Aaron is the creator and host of the award-winning 7 Minute Stories podcast, which has reached over 30 million listeners, and the co-creator and co-host of Glassdoor's The Lonely Office. He also serves as an audio growth strategist for State of Mind, one of Apple's leading mental health podcasts.Together, we break down the difference between simply having conversations versus telling intentional stories, and why most job seekers struggle to clearly communicate their value.We dive into the idea of storycatching — paying attention to your own experiences as they happen — and how self-reflection and self-awareness can help you build short, compelling stories that resonate in interviews and networking conversations. Aaron also explains what a throughline is, why it matters, and how understanding both your own story and a company's mission can dramatically improve how you show up in interviews.If you're a college student, recent grad, or early-career professional trying to articulate your strengths, pivot careers, or feel more confident talking about your experience, this episode will give you practical tools to tell better stories — and get remembered for them.LAUNCH Career Strategies was founded by Karen Elders and Elyse Spalding. We help young professionals launch a successful career path with expert coaching services. Reach out today for an initial FREE coaching session.LinkedIn | Instagram | Facebook

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLCmnironrangehockey,irchockey,section7ahockey,section7aahockey,mnboyshshockey,MNHShockey

Send us a textSenior executive hiring has fundamentally shifted. It is no longer a linear path of applying, interviewing, and receiving an offer. In this episode, we pull back the curtain on "closed-door" conversations with global executive recruiters and leadership assessors to reveal how C-suite and VP-level talent are actually sourced and evaluated. From the "trust recession" to the "with or without you" energy, we explore the unspoken signals that separate top candidates from the rest.Key TakeawaysHiring is Not a History Test: Senior candidates are not evaluated on their ability to recall facts and data dumps; they are judged on their influence, judgment, and executive thinking,The Trust Recession: In an era of misinformation, being "easy to trust" is your greatest asset. High-level roles are often filled through warm networks and trusted referrals long before a job is ever posted online.Adjacency Over Domain: When pivoting industries, specialized domain knowledge is less important than "leadership altitude"—the ability to align teams, simplify complexity, and orchestrate results regardless of the sector.Diagnose, Don't Impress: Shift your interview energy from a "pick me" mentality to a consultant's mindset. Show up to diagnose the business's "messy middle" and tension points rather than just listing your past achievements.Strategic Compensation: Never anchor your salary expectations on your historic pay. Instead, benchmark against the market median and the specific risk and mandate of the new role.Episode Highlights07:27 – The Compliance Step: Why posting a senior role online is often just a formality. Recruiters typically start with warm networks and trusted referrals before a role is ever published.14:09 – The "Context-Conflict-Cure" Framework: Move beyond standard storytelling to capture the "messy middle". Assessors want to know the "calculus" behind your decisions and what you learned from the friction.20:30 – Leadership Altitude vs. Domain: Why a 95% match on "leadership altitude"—the ability to create alignment and manage ambiguity—will always be prioritized over pure domain familiarity.35:10 – Mastering the Negotiation: A real-world case study on why you should never negotiate over email. Learn how to pivot from a low offer to a strategic conversation about market medians and total value creation.38:15 – The Role of Leadership Assessors: Why these trained psychologists look for "future capacity" and "executive altitude" rather than your technical history or resume chronology.Mentioned in the EpisodeCompensation Resources: Tools for market benchmarking including Salary.com, PayScale, DataViz, and Glassdoor.Enjoyed this episode? Here are three ways to go deeper:Share and review the podcastIf this episode resonated, share it with a colleague who needs to hear it. And if you have 30 seconds, please leave a rating or review on Apple Podcasts or Spotify. It helps more high-achieving professionals discover the show.Get my weekly “Charge-Up” newsletterIf you like smart, no-fluff career insights, you will love Charge-Up. Each week I break down lessons from movies, TV, business and real executive career stories that I do not share anywhere else.Sign up here:https://www.superchargeyourself.com/newsletterConnect and share your takeawaysTell me your biggest insight from this episode and tag me on LinkedIn

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLC

In this episode of the Millionaire Car Salesman Podcast, your hosts, Sean V. Bradley and LA Williams tackle one of the biggest threats to dealership growth heading into 2026… staff retention and leadership breakdowns! "Losers allow their emotions to dictate their actions, but winners choose which emotion to use to get the desired result." - LA Williams Dealerships are spending more money than ever recruiting, hiring, and onboarding… only to lose good people faster than they can replace them. Sean and LA break down why the old dealership playbook is no longer working, what today's salespeople and BDC professionals actually value, and how leadership habits inside the store are either building loyalty, or pushing talent out the door. "If your best people don't see a future with you, they'll build one somewhere else." - Sean V. Bradley They also explore how modern tools like AI and automation are changing the market, but why technology alone won't fix a culture problem. This episode shines a light on the leadership mistakes that quietly create turnover, the importance of real training beyond basic sales tactics, and what it takes to create a dealership environment where top performers actually want to stay. If you're a dealer, GM, manager, or team leader trying to build a stable, high-performing team in 2026 and beyond… this episode is a must-listen. At NADA? So are WE! Meet the Millionaire Car Salesman Podcast Hosts at Booth #3315W and grab a FREE DRINK on us while entering to win some FREE PRIZES!    Key Takeaways: ✅ Evolving Workforce Needs: Understanding modern employees' desire for flexibility, transparency, and a non-toxic workplace is fundamental for dealerships aiming to retain talent. ✅ Leadership and Culture: Effective leadership requires not only management skills but also nurturing a positive culture where people feel recognized and valued. ✅ Career Path Development: Clear career growth opportunities and continuous professional development are crucial in retaining skilled employees. ✅ Pay Plans and Promises: Align compensation strategies with genuine roles and responsibilities to build trust and mitigate employee frustration. ✅ Daily Leadership Practices: Implementing daily coaching, clear communication, and a system of recognition can significantly impact employee satisfaction and dealership success.   About Sean V. Bradley Sean V. Bradley is an accomplished expert in automotive sales training with nearly 30 years of experience in the industry. He is the President of Dealer Synergy, a renowned company that provides comprehensive training, consulting, and marketing solutions to automotive dealers. Sean is also the creator of the Millionaire Car Salesman podcast, where he shares insights on improving sales team performance, leadership issues, and industry trends. About LA Williams Known as "The Blind Master," LA Williams is the Vice President of Dealer Synergy. Despite his visual impairment, LA has excelled in the automotive industry, demonstrating remarkable leadership and communication skills. He is a prolific speaker, trainer, and co-host of the Millionaire Car Salesman podcast, where he brings a unique perspective to the world of automotive sales. Don't miss out on LA's NADA Session on Feb. 5th at 12:30 PM PST in Las Vegas!     Boosting Dealership Performance in 2026: Mastering Employee Retention and Leadership Key Takeaways Employee retention is more about leadership and culture than recruitment. Effective training that encompasses skill, professional, and personal development is crucial. Social proof through online reviews significantly impacts recruitment and retention success. In the rapidly evolving automotive industry of 2026, dealerships are challenged not only to attract but also keep quality workers amidst technological and cultural shifts. As laid bare in a candid discussion from the Millionaire Car Salesman podcast, industry veterans Sean V. Bradley and LA Williams delve into the core problem areas and present innovative strategies for car dealerships. They assert that solving retention issues boils down to fortifying leadership, improving workplace culture, and ensuring clear communication. The Changing Landscape of Recruitment and Retention A New Era of Employee Expectations Today's employees desire more than just financial compensation; they seek transparency, flexibility, and a positive workplace environment. Bradley emphasizes, "Employees value time flexibility and transparency, especially the younger generation. They won't tolerate a toxic culture." As such, dealerships need to adapt their recruitment strategies and workplace conditions to align with these expectations. This means offering not just monetary incentives, but valuing employees' time, ensuring work-life balance, and recognizing individual achievements. This shift reflects broader workplace trends where employees are increasingly unafraid to leave unsatisfactory jobs for better opportunities. Building an All-Inclusive Training Strategy Comprehensive training is the backbone of employee satisfaction and retention. Bradley illustrates the importance of multi-faceted development by saying, "If you're not training them on product knowledge, on the road to the sale, on Internet sales… you're not doing enough." Today's sales landscape demands more than traditional selling skills; it requires proficiency in CRM systems, social media, and AI technologies. By setting a high standard and providing adequate resources and training, dealerships can create an empowered workforce capable of exceeding sales goals. Culture and Leadership: The Heart of Employee Retention Nurturing a Positive Workplace Culture Workplace culture is the invisible force that significantly influences employee retention. Williams and Bradley highlight how recognition and respectful treatment can transform workplace morale. Bradley candidly shares, "Happy employees equal happy customers." When employees feel valued and recognized, their dedication and loyalty grow, which in turn positively influences customer experiences. To foster such a culture, dealerships should focus on team-building and personal development alongside professional growth. Celebrating personal milestones and achievements through social media or team meetings fosters a sense of community and belonging. Providing emotional and practical support not just ensures employee well-being but results in enhanced performance and customer satisfaction. Fixing Leadership Gaps to Drive Success A crucial step in improving employee retention is addressing leadership deficiencies. As Williams asserts, "Top salespeople don't automatically make great leaders… Leadership development is paramount." Promoting based purely on sales success can lead to leadership gaps; instead, focus should be on developing comprehensive management skills amongst promising employees. Managers should embrace roles that include mentorship and coaching, striving for emotional intelligence, and delivering fair criticism in a constructive manner. Regular one-on-ones and feedback sessions should be structured not just for performance reviews, but for mutual growth and progression. Creating clear career paths for every role reflects a transparent approach, ensuring employees see their future potential within the company. Reputation, Social Proof, and Retention The Power of Social Proof Through Online Reputation In today's digital landscape, online reviews extend beyond customer opinions and into employment evaluations. Many dealerships remain unaware of how platforms like Glassdoor and Indeed are crucial in shaping perceptions of potential hires. Bradley stresses the importance of these review sites, stating, "People research your store before they apply." Negative employment reviews can deter top talent from joining a dealership. Proactively managing these reviews can enhance a dealership's appeal, suggesting a focus on reputation management alongside customer service. Positive employment reviews reinforce trust and attract quality candidates, ultimately aiding in achieving retention goals and enhancing overall dealership reputation. Aligning Brand and Employment Messaging The alignment of external brand communication with internal employee experience creates a strong market position and fosters employee loyalty. Bradley champions this by advocating for consistent positive messaging on dealership social media, celebrating employee milestones and achievements. This tactic not only strengthens workforce morale but also attracts potential employees by spotlighting a vibrant, supportive workplace culture. Intertwining these aspects — adopting modern recruitment practices, refining leadership qualities, and enhancing online reputation — sets a solid foundation for enduring success amidst the complexities of 2026. Following the Buick slogan "When better automobiles are built, Buick will build them," progressive dealerships will attract and retain top-tier talent by building better workplaces first. The future belongs to dealerships that not only adapt to change but forge change, beginning within their own ranks.     Resources + Our Proud Sponsors: ➼ The Millionaire Car Salesman Facebook Group: Join the #1 Automotive Sales Mastermind Facebook Group with over 29,000 automotive professionals worldwide. The Millionaire Car Salesman Facebook Group is the go-to community for car salespeople, BDC agents, sales managers, general managers, and dealer principals looking to increase performance, income, and leadership skills. Inside the group, members collaborate daily on automotive sales strategies, lead handling, phone scripts, closing techniques, CRM best practices, dealership leadership, and accountability systems. Learn directly from top automotive trainers, industry mentors, and high-performing sales leaders who are actively winning in today's market. If you're serious about growing your automotive career, increasing car sales, and building long-term success, join The Millionaire Car Salesman Facebook Group today! ➼ Dealer Synergy: Dealer Synergy is the automotive industry's #1 Sales Training, Consulting, and Accountability Firm, with over 20 years of proven dealership success nationwide. We specialize in helping car dealerships increase sales, improve processes, and build high-performing Sales, Internet, and BDC departments from the ground up. Our expertise includes automotive phone scripts, rebuttals, CRM action plans, lead handling strategies, BDC workflows, Internet sales processes, management training, and accountability systems. Dealer Synergy partners directly with dealership leadership to align people, process, and technology, ensuring consistent results and scalable growth. From independent dealers to large dealer groups and OEM partnerships, Dealer Synergy delivers measurable performance improvements, stronger teams, and sustainable profitability. ➼ Bradley On Demand: Bradley On Demand is the automotive industry's most advanced interactive training, tracking, testing, and certification platform for car dealerships — built to develop top-performing teams across Sales, Internet Sales, BDC, CRM, Phone Skills, Leadership, and Management. In addition to LIVE virtual automotive training classes and a library of 9,000+ on-demand dealership training modules, Bradley On Demand now includes AI Phone Roleplaying and Coaching to help salespeople and BDC agents practice real dealership conversations before they ever get on the phone with customers. This AI-powered roleplay technology strengthens phone scripts, objection handling, appointment setting, lead follow-up, and closing skills, while providing measurable coaching feedback for continuous improvement. Bradley On Demand empowers dealerships to train faster, coach smarter, improve call performance, increase closing ratios, and sell more cars more profitably — all through structured, trackable, modern automotive training.

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLC

Ep. 250: As captain of his HS baseball and basketball teams, Mark McClain began building a leadership playbook that would one day guide him as founder and CEO of SailPoint Technologies—recently named to Glassdoor's Best Places to Work list. In this episode, you'll learn: How to balance executing in your role with building your career with his 90/10 rule. How to recalibrate goals before you drift too far off course. The three traits Mark looks for in every hire. Our BONUS RESOURCE for this episode includes Don's favorite quotes from today's episode and a reflection question so you can apply today's insights.  Do you want to write a book? In my new role as Publisher at Forbes Books and with the incredible resources and expertise of their team, we're making it easier than ever to help YOU to tell your story. Send us a message here to get started: https://books.forbes.com/don/  Looking for a speaker for your next event? From more than 30 years of interviewing and studying the greatest winners of all time Don offers these live and virtual presentations built to inspire your team towards personal and professional greatness.  Special thanks to Karson Hills and Chase Nagel for making this episode possible.  

Trust is thinning across today's workplaces, and the cracks aren't coming from the usual suspects alone. We dive into Glassdoor's 2026 worklife trends and unpack what managers and teams are actually feeling: a power swing back to employers, a rise in “forever layoffs,” remote work turning into a career trade-off, and AI anxiety that's more about leadership choices than the tools themselves. Along the way, we share what to fix first and how to do it without adding noise or burnout.Click HERE for the Glassdoor articleHERE ARE MORE RESOURCES FROM REAL GOOD VENTURES:Never miss a good opportunity to learn from a bad boss...Click HERE to get your very own Reference Profile.  We use The Predictive Index as our analytics platform so you know it's validated and reliable.  Your Reference Profile informs you of your needs, behaviors, and the nuances of what we call your Behavioral DNA.  It also explains your work style, your strengths, and even the common traps in which you may find yourself.  It's a great tool to share with friends, family, and co-workers.Follow us on Instagram HERE and make sure to share with your network!Follow us on X HERE and make sure to share with your network!Provide your feedback HERE, please!  We love to hear from our listeners and welcome your thoughts and ideas about how to improve the podcast and even suggest topics and ideas for future episodes.Visit us at www.realgoodventures.com.  We are a Talent Optimization consultancy specializing in people and business execution analytics.  Real Good Ventures was founded by Sara Best and John Broer who are both Certified Talent Optimization Consultants with over 50 years of combined consulting and organizational performance experience.  Sara is also certified in EQi 2.0.  RGV is also a Certified Partner of Line-of-Sight, a powerful organizational health and execution platform.  RGV is known for its work in leadership development, executive coaching, and what we call organizational rebuild where we bring all our tools together to diagnose an organization's present state and how to grow toward a stronger future state. Send us a text

Hubert Joly is a Harvard Business School lecturer and globally recognized leadership thinker focused on re-founding business around purpose and people. A former Chairman and CEO of Best Buy, he led one of the most celebrated corporate turnarounds of the past decade by rejecting cost-cutting playbooks in favor of purpose-driven strategy. At Harvard Business School, he co-leads flagship CEO programs and advises organizations on developing next-generation leaders. Joly serves on the boards of Johnson & Johnson and S&P Global, is a trustee of the New York Public Library, has been named among the world's top CEOs and management thinkers by HBR, Barron's, Glassdoor, and Thinkers50, and is the bestselling author of The Heart of Business. In this episode we discuss the following: When Hubert became CEO of Best Buy, he resisted the instinct to cut, cut, cut. Instead, as a first-time CEO, he chose to be a learn-it-all rather than a know-it-all—constantly asking, What's working? What's not? And what do you need? He then held himself to a strong “say-do” ratio, making sure his actions matched his words. I was also struck by the hierarchy he emphasized at Best Buy: people, business, finance. Of course a company has to make money. But when meetings start with finance or strategy, the implicit message is that people come second. Best Buy ultimately clarified this by defining its purpose as enriching lives through technology by addressing human needs. Another powerful idea was Hubert's reminder that culture changes faster than we think—if behavior changes first. If you want to be customer-centric, don't just talk about customers. Spend time with them. Behavior shapes culture surprisingly fast. Give a name or brand to our behavior change goals.

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLC

Welcome back to The Ripple Effect Podcast. Today's conversation is one of those interviews that sticks with you long after it ends. Meet Jen Newbill. Jen brings over 25 years of HR experience across talent acquisition, leadership development, learning and development, and HR operations. She has coached leaders and executives in both startup and large enterprise environments and completed the Awaken Coach Institute, an ICF-accredited coaching program. Throughout her career, Jen has led large, complex programs and teams of more than 50 employees, with a deep passion for feedback, coaching, and leadership growth. Most recently, Jen served as Global Director of Emerging Talent Recruiting at Dell Technologies, where she led employer branding efforts for students and early-career talent. Over her 21-year tenure at Dell, she held multiple leadership roles across recruiting, leadership development, HR operations, and employment branding, including launching and growing Dell's global talent-attraction and employment brand team. Her work emphasized engagement, collaboration, trust, and data-driven decision-making. A strong advocate for workplace transparency, Jen was named a Glassdoor Top Talent Warrior and has served on advisory boards for CareerXRoads, Glassdoor, and Universum. She has been featured in major publications and is a frequent podcast guest and conference speaker. Jen is also a certified CliftonStrengths coach, a 200-hour certified yoga teacher, and a certified meditation teacher, bringing a whole-person, strengths-based approach to her leadership and team coaching. If you are a leader, executive, or people manager who feels like performance reviews miss the mark, employee engagement is slipping, or burnout is quietly taking over your team, listen until the end. Jen brings a strengths-based leadership lens to everything she does as a CliftonStrengths certified coach, and she breaks down how you can use tools like Gallup StrengthsFinder to build high-performing teams, improve leadership communication, and create a strengths-based culture that lasts. We talk about why so many employees feel uninvested at work, how leaders can become better listeners, and why relationship-building at work is more important than ever in today's corporate environment. This conversation is honest, practical, and grounded in real corporate experience. If you are looking for a better way to lead, inspire, and perform without burning yourself or your people out, you are in the right place. Connect with Jen Newbill LinkedIn: https://www.linkedin.com/in/jenniferjonesnewbill/ Website: https://newday-coaching.com/ Ripple with Steve Harper Instagram: http://instagram.com/rippleon Facebook: https://www.facebook.com/rippleon X: https://twitter.com/rippleon Website: http://www.ripplecentral.com

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockey#MNboyshockeyA production of G.O.A.T. Sports Media LLC

January job searches are colliding with historic burnout. In this Ask a Recruiter episode of The Lonely Office, Leah Ova is joined by Bryan Creely, founder of Life After Layoff, to break down what's really happening in the 2026 job market and how candidates can regain momentum. Drawing on Glassdoor data showing 77% of job seekers feel pessimistic heading into the new year, Bryan shares practical strategies for standing out, avoiding “spray and pray” burnout, and building a job search that actually works when competition is at its highest. *Follow Bryan's A Life After Layoff Channel on YouTube

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Takeaways- Recruiting success is measured by a percentage of wins.- Personal experiences can profoundly influence professional motivations.- Life's challenges can provide clarity on what truly matters.- Caring about your work leads to emotional investment in outcomes.- Resilience is key in navigating the ups and downs of business.- Perspective shifts can arise from significant life events.- The importance of providing the right solutions in business.- Emotional roller coasters are part of the people business.- Understanding losses is crucial for growth in recruiting.- Finding meaning in work can stem from personal experiences.Chapters  [00:01] Welcome + Why We're Here — Adam tees up the POZcast mission and today's focus.[00:01] Guest Intro: Jordan Gasparri — From growing up in recruiting to founding Exclusent and winning an Inc. Power Partner Award.[01:16] Warming Up — Jordan joins; mutual respect and setting the table.[02:16] Growing Up with a Recruiter Dad — Early exposure, high-school internship, and falling in love with the craft.[03:21] Thrill of the Hunt — Why negotiation hooked Jordan and how recruiters drive real comp outcomes.[04:19] Old-School Lessons — Pre-LinkedIn fundamentals: presentability, first impressions, and context by role.[05:41] Art vs. Science — Motivation mapping, relationship foundations, and what tech can't replace.[06:37] Founding Exclusent After Loss — Channeling grief into purpose, betting on yourself, and early survival.[08:08] Agency vs. Solo — The leap from desk to founder, support systems, and the “eat what you kill” mindset.[10:17] ‘Unhireable' Bias — The corporate return dilemma for entrepreneurs and what hiring teams miss.[12:13] Taking Bigger Swings — Compounding courage, offices, gear, and managing the losses (baseball analogy).[14:11] Handling Failures Fast — Day-of fury, next-day reset; contingency realities and resilience.[16:47] AI + Authenticity — What Exclusent automates (sourcing, verification, notes) vs. what stays human (relationships).[18:19] Tools in the Stack — Sourcing evolution, AI interviews for access + fairness, caution on agentic outreach.[20:08] New Roles in TA — Vendor bets, process owners, and the rise of AI/TA SMEs.[22:36] Volume, Speed, and CX — Instant assessments, fewer ghosted candidates, smarter human time.[25:28] Negotiation Masterclass — Real-market intel over Glassdoor, lever trading (base, equity, PTO), and tough love.[27:17] Salary Bands & Candor — Setting expectations, transparency on caps, and why companies pay for value.[29:16] The Negotiation Room — Jordan's new series: real back-and-forths, 3-minute breakdowns, teachable plays.[31:41] Offer Horror Stories — Sunday-night reversals, bonus games, and ethics fails caught on Gong.[36:23] The Next 5 Years — A tight team of 10 great recruiters, sensible AI, and protecting service quality.[37:58] Advice to Younger Self — Calm down, ride the waves, keep shipping good work.[38:52] Never Lift Off the Gas — Consistency lessons from dry spells; content + practitioner balance.[40:10] What Keeps Him Up — Housing hunt, macro uncertainty, and waiting for clearer signals.[41:33] Defining Success — Peace of mind over vanity metrics; doing work you're proud of.[42:48] Wrap + Calls to Action — Where to find Jordan/Exclusent and how to support the show.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1909: Christine Comaford reveals the top reasons sales professionals, especially millennials, are quitting faster than ever: lack of mentorship, outdated tools, missing data insights, and no clear sales playbook. Backed by research and expert insight, she offers actionable strategies to help sales leaders reduce burnout, boost retention, and build a more resilient, tech-savvy team. Read along with the original article(s) here: https://smarttribesinstitute.com/salespeople-burning-faster-ever-heres/ Quotes to ponder: "88% of sales professionals are unable to find or bring up critical sales material up on their smartphones." "Salespeople need to ramp up rapidly, and have a clear playbook to navigate prospects and the selling process." "Companies that want to set their sales team up for success should move away from general purpose tools and invest in more modern sales-specific tools and platforms." Episode references: ClearSlide: https://www.clearslide.com The Bridge Group: https://www.bridgegroupinc.com Deloitte Millennial Survey: https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html Glassdoor: https://www.glassdoor.com

"Maryland Man" Kilmar Abrego Garcia released from ICE custody but due back in court today. The White House explains the state of the economy. DHS Secretary Kristi Noem accosted by hecklers and Democrats at the Capitol yesterday. Jeffy is very concerned about President Trump's hand. Glassdoor's word of the year is "fatigue." Would you want to have a warm Christmas or a frigid Christmas? Charlie Kirk's suspected killer smirks in court. Nicolas Maduro: "Don't worry ... be happy ... and just spits ... not war." Important cases in front of the Supreme Court right now. Kansas City has some serious restrictions on "holiday" displays at city hall. Kris tries to explain Three Kings Day. Is the Michigan coach scandal a taint on "all black men"? 00:00 Pat Gray UNLEASHED! 00:27 Maryland Man Released 04:23 State of the US Economy 08:40 Obamacare Subsidies are About to Expire 11:41 White House on President Trump's Hand Bandages 17:15 Kristi Noem Accosted by Protesters on Capitol Hill 19:23 Fake Cardinal Protests Kristi Noem 21:21 Bennie Thompson SUCKS! 22:29 Seth Magaziner is a LIAR! 26:59 Shri Thanedar Calls for Kristi Noem to Resign 28:01 President Trump Impeached?...THINK AGAIN! 33:22 Caller Kent 35:32 Fat Five 48:37 Caller Dawn 49:35 Caller Paula 51:02 Stephen Miller Calls Out CNN 54:39 Tyler James Robinson's Court Appearance 1:02:30 Maduro Sings to Trump - "Just Spits, Not War"? 1:06:12 Caller Tim 1:13:03 Two Important Cases in front of SCOTUS 1:30:38 Ryan Clark's Weird Rant about Sherrone Moore Learn more about your ad choices. Visit megaphone.fm/adchoices