Podcasts about Great Places

Being [at Work] offers a daily dose of leadership focused on helping you, the leader. During challenging times we need all of the encouragement we can get. Sometimes there's simply no playbook and we just need to do the best we can. Sometimes the best we can is being reminded of the gifts and insight you already have within. Be sure to subscribe and get your daily dose. Subscribe in Apple Podcasts https://podcasts.apple.com/us/podcast/being-at-work/id1468460670   Subscribe in Spotify https://open.spotify.com/show/4xU1c5ncX5Vuukohwhps34   About Andrea Butcher Andrea Butcher is a visionary business leader, executive coach, and keynote speaker—she empowers leaders to gain clarity through the chaos by being MORE of who they already are. Her experiences—serving as CEO, leading at an executive level, and working in and leading global teams—make her uniquely qualified to support leadership and business success. She hosts the popular leadership podcast, Being [at Work] with a global audience of over 600,000 listeners and is the author of The Power in the Pivot (Red Thread Publishing 2022) and HR Kit for Dummies (Wiley 2023).   Connect with Andrea https://www.abundantempowerment.com/ LinkedIn - https://www.linkedin.com/in/leaderdevelopmentcoach/   Abundant Empowerment Upcoming Events https://www.abundantempowerment.com/events    

L'IA et les RH : mariage d'amour ou de raison ? Un débat qui fracture la profession !L'intelligence artificielle est-elle votre alliée ou votre rivale en RH ? Mon sondage Linkedin auprès de 2 200 professionnels réalisé avec mon partenaire Great Place to Work révèle une réalité fascinante : 24% y voient une opportunité totale, 12% un danger absolu, 17% restent perplexes, et 47% adoptent une vision nuancée selon les usages.Dans cet épisode, je décortique avec @greatplacetowork cette question brûlante à l'occasion des Great Place To Work in Tech 2025. Découvrez comment l'IA transforme déjà le recrutement, l'onboarding et la gestion des talents, mais aussi pourquoi certains y voient une menace de déshumanisation.L'IA est-elle comme un marteau - un simple outil dont la valeur dépend de qui l'utilise ? Et comment garder l'humain au centre de cette révolution technologique ?Rejoignez-moi pour explorer les principes d'une IA responsable en RH et comprendre comment elle peut devenir un levier d'humanisation plutôt qu'une force de standardisation.

On today's program, Michael Rogers talks with Sonny Anani, president of Dynamic Glazing Systems – presented this year by Michigan Celebrates Small Business with the Michigan 50 Distinguished Alumni Award -- Great Place to Work. Dynamic Glazing Systems is a Detroit-based commercial glazing contractor specializing in glass and metal facades. Anani explains their "team before self" philosophy and the "ignite purpose" core value, which guides them in developing roles tailored to employee passions. When it comes to attracting workers, Anani says "we aren't just competing with glazing contractors; we're competing with everybody's talent pool—construction, real estate, hospitality. People are looking to buy their peace and time back. If you provide good compensation, insurance, and retirement, people are willing to come. Those people then create value, and it's a cycle that keeps giving." The Small Business Association of Michigan is the only statewide and state-based association that focuses solely on serving the needs of Michigan's small business community. We have been successfully serving small businesses like yours in all 83 counties of Michigan since 1969. We're located in Lansing, just one block from the Capitol. Our mission is to help Michigan small businesses succeed by promoting entrepreneurship, leveraging buying power and engaging in political advocacy. When small businesses band together through the Small Business Association of Michigan, they achieve more than they could on their own.  Our 32,000 members are as diverse as Michigan's economy. From accountants to appliance stores, manufacturers to medical, and restaurants to retailers, what unites the SBAM membership is the spirit of entrepreneurship…a spirit that drove you to start and continue to operate your own business because you believe you can do something better than anyone else is doing it! (music licensed from www.jukedeck.com)

In this episode of If You've Come This Far, Chris and Shaun sit down with Ed Frauenheim, an author, journalist, and advocate doing critical work around masculinity and men's health. Ed's career spans from technology journalism to studying organizational culture at Great Place to Work, but his current mission is deeply personal: helping men move past the isolated, stoic "cowboy" mentality to embrace emotional intelligence and community.Ed candidly shares his own wake-up calls, including a stress-induced heart attack in 2021 and a recent, grueling battle with appendix cancer that required a 10-hour surgery. Through these physical trials, and by reflecting on his upbringing with a father who struggled with an explosive temper, Ed illustrates why redefining toughness is literally a matter of life and death. It's a raw, pragmatic conversation about giving men the tools to ask for help, show vulnerability, and build authentic connections.Highlights:[04:15] The Birth of "F the Tough Guy": Ed shares the story of a ski lift operators' conference where a tragic string of suicides prompted a room full of stoic men to finally open up about mental health.[14:30] Making Peace with the Past: Ed discusses growing up in Buffalo with a father who had an explosive temper, and the healing power of acknowledging that pain while choosing forgiveness.[25:10] The Corporate Grind: A look back at Ed's career in tech journalism, the pressure to climb the corporate ladder, and realizing that the traditional metrics of success were leaving him unfulfilled.[41:00] Wake-Up Calls: Ed recounts his 2021 stress-induced heart attack and how ignoring his physical and mental limits caught up with him.[48:45] Surviving Cancer: Ed details his recent battle with appendix cancer, the 10-hour surgery he endured, and how leaning on his community for support ultimately saved him.Resources:Reinventing Masculinity by Ed Adams and Ed FrauenheimFrauenTimes (Ed's Substack)

Carl and Mike are joined by Grant McAuley as they discuss the latest on the Braves including Ronald Acuna Jr. needing to get that grand slam to hopefully help him get on a tear.

Carl and Mike get back into Falcons talk as they react to comments by Tua Tagovailoa as he addressed learning a new system under Kevin Stefanski and balancing support for Michael Penix Jr. and having the understandin he is also competing with the third-year QB for the opportunity to win the starting job.

Dave Moore chats with Lindsay Martin & Tamara Moore with Pueblo Parks & Recreation Department.  The City of Pueblo has a variety of parks and recreation facilities, attractions, and amenities to including:32 Miles of Bicycle and Walking Trails 4 Outdoor Swimming Pools with Two Spray Pads47 PlaygroundsCity Park Dog ParkCity Park Disc Golf CourseAnd more. They also put on sports programs for youth and adults in the community. The Steel City Arkansas River Festival is coming back for year two! Saturday, June 27 is a full day of FUN along the Arkansas River at Waterworks Park in Pueblo,. The event is free. It includes a Build Your Own Boat Race,  Paddle and Bike Parade, Aventura Alley for kids,  a Rubber Duck Race  plus Beer Garden and Food Vendors.  Tap here to visit the Parks & Rec Department's website.

In deze aflevering van 'Learn from the Best', onze podcast reeks ism Great Place To Work, gaat Lesley Arens in gesprek met Jeroen Benats, managing partner van Bewire. Een bedrijf dat in tien jaar tijd groeide van startup naar een ecosysteem van gespecialiseerde IT-bedrijven én ondertussen al 9 jaar op rij erkend wordt als Great Place to Work.Jeroen vertelt hoe Bewire bewust bouwt aan een cultuur van vertrouwen, autonomie en ownership. Van medewerkers die zelf wellbeing-initiatieven en bedrijfsevents organiseren tot leiders die vooral coachen in plaats van controleren. Je ontdekt waarom zij geen klassieke HR-structuur hebben, waarom cultuur niet automatisch meegroeit met een organisatie en hoe duurzame groei belangrijker werd dan “groeien om te groeien”.Een eerlijk gesprek over schaalvergroting zonder cultuurverlies, retentie als strategische doelstelling, coachend leiderschap en het belang van psychologische veiligheid in een snel veranderende arbeidsmarkt.#LearnFromTheBest #GreatPlaceToWork #Bewire #Bedrijfscultuur #Leadership #HR #CoachendLeiderschap #PsychologischeVeiligheid #EmployeeExperience #Retention #Werkgeluk #ZigZagHRHonger naar meer? SCHRIJF JE IN VOOR DE NIEUWSBRIEF BLIJF OP DE HOOGTE VAN ALLE HR-ACTUA ABONNEER JE OP HET #ZIGZAGHR BOOKAZINE It's a great time to be in HR!www.zigzaghr.be 

Episode 427 of The VentureFizz #podcast features Joshua Summers, CEO & Co-Founder of EnFi. Josh is a serial entrepreneur who has been at the center of multiple success stories in the Boston tech scene. He has a unique ability to see exactly how technology will impact an industry right at the beginning of a platform shift - whether that was mobile, digital advertising, or in the case of his current startup, AI. However, as Josh and I discuss, building a "Native AI" company is fundamentally different from his past experiences. We get into the nuances of how companies are being built this time around - from the breakneck pace of development to the new ways you have to structure a team. Josh's latest venture is EnFi, an AI-native platform that delivers autonomous agents to complete end-to-end commercial lending workflows. They are solving a massive "human capital crisis" in the credit industry, and the market is taking notice. The company recently announced a $15M Series A, bringing its total funding to date to $22.5 million. In this episode of our podcast, we cover: 00:00 Introducing Joshua Summers, CEO & Co-Founder of EnFi 02:38 The Difference of Building an AI Native Startup 05:48 Josh's background & Growing Up 07:27 Career Beginnings and Entrepreneurial Journey 11:37 The Birth of Zync and being Early to Market 14:04 Acquisition by WHERE and Early Phone App Strategies 17:29 Building Ad Platform and Monetization 20:29 PayPal Exit 24:05 Starting clypd - Scaling & AT&T Exit 31:59 Why Culture Matters! 34:08 Angel Investing and the Beginnings of TBD Angels 38:41 How EnFi got Started 46:25 The Details of EnFi: AI in Lending 50:28 Cultivating Culture at EnFi 52:40 The Hardest Positions to Hire for Right Now 53:58 Why Boston is a Great Place to Build a Startup 55:26 3 Essential Apps 57:55 Podcast / Book Recommendations for Entrepreneurs

Vous avancez.Mais vous avez l'impression de ne jamais assez faire.Et si le problème… c'était ce que vous ne voyez pas ?Dans cet épisode feelgood du lundi matin en partenariat avec Great Place to Work, on parle des micro-victoires.Ces petites réussites quotidiennes que vous ignorez… et qui changent tout.Un biais qui vous fait oublier vos progrèsUne perception faussée de votre valeurUne perte de confiance… évitable

Wat maakt een organisatie écht een great place to work? In deze eerste aflevering van de podcastreeks Learn from the Best duikt Lesley Arens in het verhaal achter Great Place to Work Belgium samen met CEO Koen Dewettinck.Je ontdekt hoe het Great Place to Work-model ontstond, waarom vertrouwen nog altijd de basis vormt van sterke organisaties en welke trends vandaag het verschil maken op de werkvloer. Van welzijn en leiderschap tot verbondenheid, samenwerking en de impact van AI op werkcultuur: deze aflevering zit boordevol inzichten voor HR-professionals, leidinggevenden en ondernemers die werk willen creëren waar mensen écht kunnen floreren.Waarom presteren organisaties met een sterke cultuur beter?Welke rol spelen leiders en teams daarin?En waarom worden vertrouwen, creativiteit en menselijke connectie alleen maar belangrijker?Beluister de aflevering en laat je inspireren door de inzichten achter de beste werkplekken van België.#HR #Leadership #GreatPlaceToWork #Werkcultuur #EmployeeExperience #Wellbeing #FutureOfWork #PeopleManagement #ZigZagHR #BrainpickingsHonger naar meer? SCHRIJF JE IN VOOR DE NIEUWSBRIEF BLIJF OP DE HOOGTE VAN ALLE HR-ACTUA ABONNEER JE OP HET #ZIGZAGHR BOOKAZINE It's a great time to be in HR!www.zigzaghr.be 

About CharlotteCharlotte Low is the COO at Colosseum Dental UK, overseeing 80 dental practices across England and Wales. She started work at 15, skipped university, qualified as an accountant, and spent years across multiple industries before finding her home in dentistry. She now sits on the executive board and has led a culture transformation that cut staff turnover from 55% down dramatically by putting people first.About Colosseum DentalColosseum Dental is Europe's largest dental group with over 630 practices across the continent and 80 in the UK. They offer career pathways from dental nursing apprenticeships through to clinical and operational leadership, and are passionate about making dentistry accessible for people from all backgrounds.Chapters00:00 Introduction02:30 Charlotte's first job at 15 and working across generations08:00 Why she chose not to go to university14:00 Her first office job and what it taught her about leadership22:00 Finding her way into the dental industry30:00 What the COO role actually involves day to day38:00 How Colosseum Dental cut 55% staff turnover46:00 Partnering with Great Place to Work54:00 Apprenticeships and careers in dentistry01:02:00 Advice for young people starting outEpisode Partners:Compare the Market Discover how you can make a difference at Compare the Market, the company behind one of the UK's most popular comparison sites. From tech and data to marketing and operations, they're on a mission to simplify decisions for millions.https://bit.ly/4i53SvjDisclaimer:The content provided on Duvet Flip is for informational and entertainment purposes only and should not be considered professional advice. The views expressed by hosts, guests, brands or contributors are their own and do not necessarily reflect those of the show's producers, sponsors, or affiliates. The information shared is not a substitute for professional advice, including but not limited to career counseling, financial guidance, legal consultation, or mental health support.Listeners and viewers are responsible for their own decisions and actions based on the content provided, and Duvet Flip assumes no liability for any outcomes resulting from reliance on the information shared. By engaging with the show, you acknowledge and agree to this disclaimer.If you're struggling with debt, trusted advice and free support can be found here: https://www.gov.uk/debt-adviceIf you're struggling with mental health of any kind, you can find free support here: https://www.nhs.uk/mental-health/

Addam Gonzalez, Owner of Kane County Coin and Shooting Sports, joins John Landecker to talk about his shop and what it is like owning a small business and raising a family in Elburn. For more information on Kane County Coin and Shooting Sports, visit kanecountycoins.com.

In this week's all-you-can-laugh episode, we're asking if table service is better than a buffet. Simon Rakoff serves up his best jokes in support of table service but Wassim El-Mounzer is ready to make us believe in buffets. Then, does Toronto offer the best quality of life? Juno award-winner Adam Christie says yes, his city CN Towers above the rest, but Clare Belford thinks the “T-Dot” has lost the plot.Featuring: Simon Rakoff, Wassim El-Mounzer, Adam Christie, and Clare Belford.

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Vous avez déjà eu cette sensation étrange… d'être en retard dans votre vie ?Comme si tout le monde avançait plus vite que vous.Et si cette impression… n'était qu'une illusion ?Dans cet épisode feelgood du lundi en partenariat avec Great Place to Work, on remet à zéro cette croyance qui vous met une pression inutile… pour retrouver un rapport plus apaisé à votre propre rythme.NOUVEAU : retrouvez moi sur WhatsApp sur la chaîne Happy Work... pas de spam, c'est gratuit et il n'y a que du feelgood !!! : https://whatsapp.com/channel/0029VbBSSbM6BIEm0yskHH2gEt pour retrouver tous mes contenus, tests, articles, vidéos : www.gchatelain.comDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI, LE PODCAST POUR PRENDRE SOIN DE VOUS, VRAIMENT: lnk.to/sT70cYbien-être au travailcomparaison socialepression professionnellerythme de viedéveloppement personnelsens du travailcharge mentaleconfiance en soiéquilibre de vieHappy Work00:00 – la sensation d'être en retard00:18 – Introduction du podcast00:35 – Pourquoi nous avons appris à nous comparer01:53 – Le faux retard et les critères des autres02:56 – L'effet trompeur des réseaux sociaux04:03 – Oublier son propre chemin05:01 – Comment sortir de cette sensation05:53 – Ce qu'il faut retenir de cet épisodeSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Cormac tells PJ what the last few weeks are like and why people are still coming to Dubai Hosted on Acast. See acast.com/privacy for more information.

Et si le bien-être au travail reposait finalement sur quelques fondamentaux simples… mais essentiels ?Dans cet épisode, je reçois Caroline Haquet, DRH du groupe Manutan (2 500 salariés dans 17 pays), pour un échange à la fois concret et inspirant sur ce qui fait vraiment le bien-être au travail aujourd'hui.Au fil de la discussion, nous parlons de ce qui ne change pas, quel que soit le secteur, mais aussi des différences culturelles entre pays, de la place de la confiance dans le management, ou encore de l'impact de l'intelligence artificielle sur les équipes.Nous abordons également un sujet devenu incontournable : la santé mentale au travail, et les défis que cela représente pour les entreprises dans les années à venir.Un échange riche, humain, sans langue de bois… qui donne des clés pour mieux comprendre ce qui fait vraiment une entreprise où l'on se sent bien.00:00 – Introduction01:25 – Les 4 piliers du bien-être au travail05:35 – Great Place to Work et l'écoute des collaborateurs07:33 – Différences culturelles entre pays10:09 – Culture d'entreprise et management12:41 – La confiance, clé du management15:45 – Priorités RH et organisation17:46 – Intelligence artificielle et transformation22:03 – Santé mentale, enjeu majeur24:18 – ConclusionSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Willy sat down with Michael C. Bush, CEO of Great Place To Work, the global research and analytics firm behind the Great Place To Work Certification, annual Fortune 100 Best Companies to Work For list, and more. Willy and Michael explored what separates companies that make the list from those that do not, why trust is the foundation of a strong workplace culture, and why great leadership matters more than perks or benefits alone. They also discussed how investing in people, fostering connection, and using employee feedback can drive long-term performance and business success. Learn more about your ad choices. Visit megaphone.fm/adchoices

Next time you're hanging out with friends, you can debate just how slangy the phrasal verb ‘hang out' is.

Saviez-vous que 62 % des salariés expriment une forme de défiance envers leur service RH lorsqu'il s'agit de résoudre un problème ? Pourtant, selon une étude de Breasy et de mon partenaire Great Place To Work, 76 % reconnaissent l'importance capitale de leur rôle dans le bon fonctionnement de l'entreprise. Un paradoxe qui reflète la complexité de leurs missions

Hour 3 with Bob Pompeani and Joe Starkey: The best third round picks in Steelers history, presented by Esgar Snyder and Associates. Stanley Cup Champion Jay Caufield joined the show. The Penguins are in a great place to get to the playoffs. Jay thinks Egor Chinakhov is the Penguins third most important and impactful forward after Sidney Crosby and Evgeni Malkin. He thinks Erik Karlsson has been the third-best defensemen in hockey.

The Penguins are in a great place to get to the playoffs. Jay thinks the soft goal is what gets to goaltenders and teams, and the Penguins need to prevent it. Jay thinks Egor Chinakhov is the Penguins third most important and impactful forward after Sidney Crosby and Evgeni Malkin. He thinks Erik Karlsson has been the third-best defensemen in hockey right now.

In this episode of As the Drum Turns, Jeff & Lora begin discussing SRM's recent Great Place To Work certification and what the results of the survey tell us about our company's culture.

What if you treated every digital event like a live television broadcast instead of just another webinar? Roisin Hunt spent a decade in Irish television and radio before bringing that production-first mindset into B2B marketing, and the results speak for themselves. In this episode, Roisin explains why dead air is a crime, why production quality doesn't require a massive budget, and how to turn your customer stories into compelling content that practically writes itself. She also shares how her conference stage has become a year-round content pipeline. If your virtual events feel flat, this conversation will change how you think about them.Roisin Hunt is the Senior Director of Product Marketing at Great Place to Work, where she leads digital event strategy. Her career began with a decade in Irish television and radio production, including work on national PBS-style programming and an internship at NPR. After moving to the U.S., Roisin worked in immigration nonprofit communications, boutique leadership consulting for early-stage tech founders, and global events at Zendesk. She brings a broadcast producer's eye for pacing, storytelling, and audience engagement to everything she builds in B2B marketing. Connect with Roisin on LinkedIn.Text us what you think about this episode!

Dave is heading home and gets to enjoy one more walking adventure.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

“Je suis débordé.”Cette phrase est devenue presque un badge d'honneur en entreprise. Comme si la surcharge prouvait l'importance. Mais être débordé… est-ce vraiment être important ?Dans cet épisode, je vous propose de faire une distinction essentielle : – l'agitation n'est pas l'impact – la surcharge n'est pas la stratégie – la disponibilité permanente n'est pas le leadershipÊtre débordé, c'est subir l'urgence. Être important, c'est choisir ses priorités.Un sujet que je retrouve souvent dans les organisations qui travaillent la maturité managériale et la qualité du leadership, notamment dans les entreprises engagées dans des démarches comme Great Place to Work.La vraie reconnaissance ne vient pas du volume d'activité. Elle vient de la pertinence de votre contribution.NOUVEAU : retrouvez moi sur WhatsApp sur la chaîne Happy Work... pas de spam, c'est gratuit et il n'y a que du feelgood !!! : https://whatsapp.com/channel/0029VbBSSbM6BIEm0yskHH2gEt pour retrouver tous mes contenus, tests, articles, vidéos : www.gchatelain.comDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI, LE PODCAST POUR PRENDRE SOIN DE VOUS, VRAIMENT: lnk.to/sT70cYmanagement leadership priorités productivité impact charge de travail stratégie organisation énergie efficacité00:01 – Introduction 00:29 – Débordé vs important 01:28 – L'illusion de la disponibilité 02:13 – Urgence ou stratégique 02:57 – Le piège de l'hyper-activité 03:39 – Se poser les vraies questions 04:20 – Ce qu'il faut retenir de l'épisodeSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Il y a un moment dans la vie d'un manager où l'on comprend que plaire et diriger sont deux choses différentes.Pour moi, ce moment a été le jour où j'ai pris une décision impopulaire.Dans cet épisode, je vous raconte ce tournant :– le silence qui s'installe– le froid relationnel– le doute intérieur– et surtout ce que cette décision a changé dans la dynamique de l'équipeUne décision impopulaire n'est pas forcément injuste. Parfois, elle est le prix de la cohérence.Quand le cadre est tenu, quand les règles sont appliquées équitablement, la crédibilité grandit. Même si, sur le moment, l'ambiance se tend.Un thème que je retrouve souvent dans les organisations qui travaillent sérieusement la qualité managériale, comme celles engagées dans une démarche Great Place to Work.L'inconfort est parfois le prix du leadership.NOUVEAU : retrouvez moi sur WhatsApp sur la chaîne Happy Work... pas de spam, c'est gratuit et il n'y a que du feelgood !!! : https://whatsapp.com/channel/0029VbBSSbM6BIEm0yskHH2gEt pour retrouver tous mes contenus, tests, articles, vidéos : www.gchatelain.comDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI, LE PODCAST POUR PRENDRE SOIN DE VOUS, VRAIMENT: lnk.to/sT70cYmanagementleadershipdécisionautoritééquitéjusticecourage managérialéquipecohérenceresponsabilité00:00 – Introduction00:27 – La décision qui change tout01:19 – Le froid et le doute02:14 – Justice et crédibilité02:58 – La leçon personnelle03:45 – Le tournant managérial04:27 – Ce qu'il faut retenir de l'épisodeSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Devenir manager de ses anciens collègues, c'est un grand écart. Hier vous étiez “dans l'équipe”. Aujourd'hui, vous devez poser un cadre, recadrer parfois, évaluer souvent. Et si vous essayez de rester “comme avant”, vous perdez en crédibilité. Si vous imposez votre nouveau rôle trop vite, vous perdez en confiance.Dans cet épisode, je vous donne des repères simples et concrets pour réussir cette transition : assumer le changement de statut, éviter la surcompensation, garder une relation humaine sans favoritisme, gérer la solitude du rôle, et utiliser votre connaissance du terrain pour améliorer le collectif.Un sujet au cœur de ce que j'observe aussi avec Great Place to Work : la qualité du management se joue souvent dans ces moments de bascule.Alors, piège ou opportunité ? Tout dépend de votre posture.NOUVEAU : retrouvez moi sur WhatsApp sur la chaîne Happy Work... pas de spam, c'est gratuit et il n'y a que du feelgood !!! : https://whatsapp.com/channel/0029VbBSSbM6BIEm0yskHH2gEt pour retrouver tous mes contenus, tests, articles, vidéos : www.gchatelain.comDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI, LE PODCAST POUR PRENDRE SOIN DE VOUS, VRAIMENT: lnk.to/sT70cYmanagement promotion interne leadership posture légitimité confiance équipe équité feedback collègues00:00 – Introduction 00:36 – Le changement de statut 01:34 – Le piège de la surcompensation 02:31 – Amitiés et équité 03:39 – Solitude du rôle 04:36 – Opportunité collective 05:26 – Ce qu'il faut retenir de l'épisodeSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Are you struggling to create website content that truly connects with your audience? In this episode, I sit down with Aaron Husack, a business owner who grew his company from one employee to 130 while earning Inc. 5000 recognition four years running. We explore how artificial intelligence can help you shift from writing content that makes sense to you, to creating content that resonates with your readers and drives them to take action. Moving Beyond Your Own Perspective Aaron shares valuable insights on: - Why thinking like your audience is more important than analytics when you're starting out - How to create a master prompt that ensures consistent voice and messaging - The power of asking AI to review your content from your reader's point of view Structuring Content for Maximum Engagement Discover practical strategies for making your content more user-friendly: - Creating TLDR sections that help readers quickly assess value - Using AI to format content with proper headings and internal links - Testing different content structures to see what resonates best with your audience Building Trust Through Comprehensive Coverage Learn how to position your organization as the go-to resource: - Developing pillar content that covers topics from every angle - Using social media questions to generate new content ideas - Creating content that addresses common objections and concerns before they arise Practical AI Applications for Nonprofits We address real-world implementation strategies: - Leveraging multiple AI platforms to find what works best for your organization - Turning frequently asked questions into valuable website content - Using AI to ensure your content speaks to your audience's emotional needs, not just their logical ones Whether you're just getting started with content creation or looking to refine your current approach, this conversation offers actionable strategies to help you create content that truly serves your community and drives meaningful engagement. Want to skip ahead? Here are some key takeaways: - 08:45 Creating Your Master Prompt Learn how to develop a comprehensive guide that helps AI write in your voice and speak to your specific audience. - 15:20 The Reader's Perspective Exercise Discover how to use AI to review your content through the eyes of your ideal supporter or program participant. - 22:10 From Questions to Content Explore how social media questions and common inquiries can become valuable website resources. - 28:30 Building Content Pillars Understand how comprehensive topic coverage helps establish your organization as a trusted authority. Don't miss this opportunity to learn how AI can help you create content that truly connects with your community and drives the actions you need. Tune in for strategies that could change how you approach all your written communications. Resources Google Gemini - https://gemini.google.com/app Claude - https://claude.com/ Manus AI - https://manus.im/ "They Ask, You Answer" - https://marcussheridan.com/they-ask-you-answer/#:~:text=For%20almost%20a%20decade%2C%20Marcus,Books%20Every%20CMO%20Should%20Read%E2%80%9Dhttps://marcussheridan.com/they-ask-you-answer/#:~:text=For%20almost%20a%20decade%2C%20Marcus,Books%20Every%20CMO%20Should%20Read%E2%80%9D Aaron Husak Aaron Husak, has spent 20+ years in HVAC, plumbing, solar, and energy-efficiency – building businesses. He founded Balanced Comfort in Fresno, CA in 2012 and grew it from 1 employee to a peak of 130+, earning Inc. 5000 4 years in a row, peaking #511 and at the same time earned the Great Place to Work® certification 3 times. All while building a 5-star service culture with 4,000+ five-star reviews online. Learn more at https://www.sequioageo.com https://www.facebook.com/SequoiaGeoMarketingAgency https://www.linkedin.com/company/sequoia-geo Connect with us on LinkedIn: https://www.linkedin.com/company/the-first-click Learn more about The First Click: https://thefirstclick.net Schedule a Digital Marketing Therapy Session: https://thefirstclick.net/officehours

Combien d'énergie dépensez-vous chaque jour à “ajuster” qui vous êtes ?À lisser une opinion.À masquer une fragilité.À rentrer un peu plus dans le moule.Dans ce nouvel épisode Feel Good du lundi, en partenariat avec Great Place To Work, nous explorons un pilier essentiel du bien-être et de la performance durable : la possibilité d'être soi-même au travail.Car une entreprise réellement performante n'est pas celle où tout le monde se ressemble.C'est celle où chacun peut respirer.NOUVEAU : retrouvez moi sur WhatsApp sur la chaîne Happy Work... pas de spam, c'est gratuit et il n'y a que du feelgood !!! : https://whatsapp.com/channel/0029VbBSSbM6BIEm0yskHH2gEt pour retrouver tous mes contenus, tests, articles, vidéos : www.gchatelain.comDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI, LE PODCAST POUR PRENDRE SOIN DE VOUS, VRAIMENT: lnk.to/sT70cYinclusion diversité authenticité sécurité psychologique bien-être au travail Great Place to Work management Happy Work00:00 Introduction 00:41 Le coût invisible du camouflage 01:38 Inclusion, un mot, une réalité 02:33 La sécurité psychologique 03:20 Valoriser la différence 04:11 Construire l'entreprise où l'on respire 05:10 Ce qu'il faut retenir de cet épisodeSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Happy International Women's Day! Welcome to this very special bonus episode in partnership with our friends at amika. Today we're coming at you LIVE from the brand's Brooklyn HQ to chat with the two of the women behind one of the most successful growth stories in modern beauty: amika CEO Chelsea Riggs and Director of Diversity, Equity and Impact, Gianne L. Doherty. In an industry that often feels cut-throat and transactional, amika has spent 15 years proving that being a “friend to all” is actually the ultimate business strategy. Tune in as we discuss: Why amika's philosophy of “rising tides raise all ships” is the blueprint for the next generation of female founders via amika's Rooted in Growth initiative. Nice guys don't finish last? How staying true to core values – like B-Corp certification and net-zero goals gives amika a competitive edge.Gianne shares how amika moves beyond buzzwords to embed equity into their R&D and product testing for every hair texture and identity.Scoop alert! We get a sneak peek of their by-popular demand bodycare collection drop that's in partnership with Forested, a women-led organization that supports both people and the planet through climate-positive, community-centered farming practices. Chelsea explains the internal culture of “radical candor” that helps make amika a “Great Place to Work” for three years runningPssst! In honour of Women's Day and for a limited time only, get 20% off all amika products using code BreakingBeauty20 on loveamika.com from March 8th to March 15th 2026. And for any products or links mentioned in this episode, check out our website: https://breakingbeautypodcast.com/episode-recaps/ Related episodes like this: The Backstory Behind The #1 Ranked Hair Care Brand at Sephora with Amika CEO Chelsea RiggsSaie Founder Laney Crowell on the Brand's Cool Girl SecretsLive Podcast! Dupe Culture, Wellness Musts, Skincare That Makes a Difference and *The* Colour of The Year With Jenny Bird & Laney Crowell Get social with us and let us know what you think of the episode! Find us on Instagram, Tiktok,X, Threads. Join our private Facebook group. Or give us a call and leave us a voicemail at 1-844-227-0302. Sign up for our Substack here. Subscribe to our YouTube Channel to watch our episodes! *Disclaimer: Unless otherwise stated, all products reviewed are gratis media samples submitted for editorial consideration.* Hosts: Carlene Higgins and Jill Dunn Theme song, used with permission: Cherry Bomb by Saya
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Dans cet épisode du Happy Work selon…, j'échange avec Gaël Magda, General Manager de GROHE en France et West EuropeNous parlons de ce qui rend le travail réellement “heureux” au quotidien : le sens, la confiance, la responsabilisation et la capacité à libérer les énergies. Nous évoquons également l'impact d'un changement d'actionnariat sur la culture d'entreprise, les différences culturelles France/Allemagne/Japon, le droit à l'erreur et l'évolution du travail à l'ère de l'IA.Au fil de la discussion, on comprend aussi comment une démarche structurée d'écoute des collaborateurs — notamment à travers des enquêtes d'engagement comme celles de Great Place To Work — peut devenir un véritable levier de transformation culturelle.Un échange concret et inspirant sur la manière de construire un engagement durable… sans discours creux, mais avec des actions tangibles.00:00 – Accueil et définition du Happy Work, le sens au travail03:15 – Multiculturel France/Allemagne/Japon, différences de décision06:30 – Avant/après rachat par Lixil, changement de culture et vision long terme09:45 – Great Place to Work, démarche, enquêtes et taux de participation13:00 – Initiatives participatives, valeurs, droit à l'erreur et confiance16:15 – Travail post-Covid, repères, présence et équilibre formel/informel19:30 – IA, libérer les énergies, exemples concrets et conclusion de l'entretienSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Dan Wiliams started his entrepreneurial journey at age 10 earning money as a paperboy and local lawnmower kid.The thrill of the enterprise always meant more to him than the money. He started building and selling computers at the age of 15 and became the go-to for all technology needs for all friends and family. He eventually had his first experience running and owning a business after joining a small IT business at the age of 21. He helped grow it to over $20M in revenue and replaced himself in it and exited. He has done about 5 mergers, sales and acquisitions throughout that time and started his own advisory in 2017 to share his experiences with other business owners. These days he is a director in a software company, a fulfillment company and has his own EOS practice.In this episode, Dan shares with me his journey to exit & how it's important to elevate those around you in order to really let go!The Formal BioDan is a Certified EOS® Implementer and has more than 20 years experience in the IT industry. He is the former CEO of Australian MSP and certified Great Place to Work, Powernet.He has facilitated hundreds of sessions globally on leadership, growth, and culture. Dan is driven by his passion for helping others and lifting the tide across the IT industry. Dan is a facilitator in the IT Nation Evolve program and former peer group member.Dan spends the majority of his time pursuing his purpose of connecting people with possibilities to unlock potential. As a lifelong entrepreneur himself, Dan now works with over 25 technology service providers across the APAC region as their EOS Implementer and Coach on their journey.

What does it really take to lead well when the world—and the workplace—feels deeply divided? You're invited into a thoughtful, grounded conversation with Michael C. Bush, CEO of Great Place to Work, as we explore how trust, character, and everyday leadership behaviors shape cultures where people can thrive, no matter their differences. You'll hear why great leadership isn't about perks or slogans, but about how consistently leaders listen, speak, thank, and show respect. Michael shares data-backed insights from decades of employee experience research, explains how companies earn Great Place to Work certification, and makes a compelling case that organizations that care for people—across demographics, beliefs, and roles—don't just feel better to work in; they also perform better. Michael is CEO of Great Place To Work, the global research and analytics firm that produces annual distinguished workplace rankings around the world, such as Fortune 100 Best Companies to Work For, the World's Best Workplaces, and the 100 Best Workplaces for Women. Michael joined Great Place To Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. Michael is driven by a love of business and an unwavering commitment to fair and equitable treatment. You'll discover: Why trust is the foundation of every great workplaceThe leadership behaviors that matter most to employeesHow Great Place to Work measures fairness for allWhat leaders must do differently in polarized timesWhy people-centered companies outperform long-termConnect with Michael C. BushLinkedInWebsiteGreat Place to WorkBookA Great Place to Work for All Check out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedIn

Esri Ireland, the market leader in Geographic Information Systems (GIS), has received a Laureate Award at the Great Place to Work Ireland Awards 2026. The company was recognised for achieving Best Workplace status for 10 consecutive years. In addition, Esri Ireland ranked in 4th place on the Best Mid-Sized Workplaces in Ireland list for 2026. The company received the accolade at the 24th annual Great Place to Work Ireland Awards, which took place during a gala ceremony at the Clayton Hotel Burlington Road in Dublin. The awards programme is based on direct feedback from employees about the workplace experience. Esri Ireland is committed to making the company a great place to work and prioritises enhanced employee opportunities, support, and a sense of belonging that keep its people engaged and connected. Joanne McLaughlin, Head of Marketing, Esri Ireland, said: "10 years ago, we believed Esri Ireland was already a great place to work, and our annual Trust Surveys have confirmed it. Since joining the Great Place to Work programme, we have more than doubled our employees and our company growth. For us, our Best Workplace culture and our organisational success go hand in hand. Over the last decade, we have endeavoured to deliver an exceptional workplace experience for our people, while championing employee voices within the company. This milestone is a proud moment for our employees, past and present, and one we're thrilled to celebrate together. "It is also an honour to be ranked in the top five among Ireland's best mid-sized organisations. At Esri Ireland, retention is not accidental; it's intentional. By combining authentic storytelling, recognition, and continuous improvement, we've built a workplace where people want to stay and succeed." See more stories here. More about Irish Tech News Irish Tech News are Ireland's No. 1 Online Tech Publication and often Ireland's No.1 Tech Podcast too. You can find hundreds of fantastic previous episodes and subscribe using whatever platform you like via our Anchor.fm page here: https://anchor.fm/irish-tech-news If you'd like to be featured in an upcoming Podcast email us at Simon@IrishTechNews.ie now to discuss. Irish Tech News have a range of services available to help promote your business. Why not drop us a line at Info@IrishTechNews.ie now to find out more about how we can help you reach our audience. You can also find and follow us on Twitter, LinkedIn, Facebook, Instagram, TikTok and Snapchat.

Le lundi matin met souvent votre confiance à l'épreuve avant même que la semaine ait commencé.Pourquoi doutons-nous de nous avant la première réunion, avant le premier mail ?Et si le problème n'était pas le lundi… mais la façon dont nous nous parlons au réveil ?Un épisode Feel Good pour commencer la semaine avec plus de confiance, sans pression héroïque, simplement en avançant avec ce que vous êtes, ici et maintenant.Épisode réalisé en partenariat avec Great Place to Work.NOUVEAU : retrouvez moi sur WhatsApp sur la chaîne Happy Work... pas de spam, c'est gratuit et il n'y a que du feelgood !!! : https://whatsapp.com/channel/0029VbBSSbM6BIEm0yskHH2gEt pour retrouver tous mes contenus, tests, articles, vidéos : www.gchatelain.comDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI, LE PODCAST POUR PRENDRE SOIN DE VOUS, VRAIMENT: lnk.to/sT70cYconfiance en soilundi matinmotivation au travailbien-être au travailcharge mentalestress professionneldéveloppement personneléquilibre vie professionnelleHappy Work00:00 – Le vrai problème du lundi00:38 – La pression invisible du réveil01:45 – Pourquoi le cerveau anticipe le pire03:00 – Nos preuves oubliées04:15 – La confiance avant la performance05:30 – Avancer avec ce que vous avez06:30 – Ce qu'il faut retenir de cet épisodeSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

In Hour 1, Willard and Dibs react to Steph Curry saying that tanking isn't that big of a problem for the NBA, that the league is actually in a "great place overall," and more.

Willard and Dibs react to Steph Curry saying that the NBA is in a "great place overall." Do you agree?

Strengths in Numbers™ guides and materials are developed by Ingrid Stabb, the leading expert in the enneagram, strengths and collaboration. She has been featured in The New York Times, Psychology Today, ABC View from the Bay and Wisdom 2.0.Co-author of The Career Within You (with the author of The Enneagram Made Easy), she also marketed and developed collaboration solutions around the world for companies including Oracle, Great Place to Work®, The Marcus Buckingham Company and more. A proponent of collaboration as a means to personal and professional fulfillment, Ingrid shares her message about collaboration as an essential “glue” of life—and the enneagram as the key to unlocking the “how.”  She is building a movement around #StrengthsinNumbers.Her latest book is The 9 Points of Potential, "which introduces a new Enneagram test that will help you identify your greatest talents and equip you with strategies to use them to your greatest output and benefit, all while harnessing the power of collaboration to achieve across-the-board success."Ingrid holds an MBA from Yale and a BA from Columbia. Her mission is to inspire the creation of life-affirming organizations and to live with love, commitment, fun, and creativity. ______________________________________________________________________ The Edupreneur: Your Blueprint To Jumpstart And Scale Your Education BusinessYou've spent years in the classroom, leading PD, designing curriculum, and transforming how students learn. Now, it's time to leverage that experience and build something for yourself. The Edupreneur isn't just another book; it's the playbook for educators who want to take their knowledge beyond the school walls and into a thriving business.I wrote this book because I've been where you are. I know what it's like to have the skills, the passion, and the drive but not know where to start. I break it all down: the mindset shifts, the business models, the pricing strategies, and the branding moves that will help you position yourself as a leader in this space.Inside, you'll learn how to:✅ Turn your expertise into income streams, without feeling like a sellout✅ Build a personal brand that commands respect (and top dollar)✅ Market your work in a way that feels natural and impactful✅ Navigate the business side of edupreneurship, from pricing to partnershipsWhether you want to consult, create courses, write books, or launch a podcast, this book will help you get there. Stop waiting for permission. Start building your own table.Grab your copy today and take control of your future.Buy it from EduMatch Publishing https://edumatch-publishing.myshopify.com/collections/new-releases/products/the-edupreneur-by-dr-will

Dans cet épisode de “Le Happy Work selon…”, je reçois Jean-Emmanuel Rodocanachi, fondateur du groupe Grandir, connu notamment pour la marque Les Petits Chaperons Rouges. Ensemble, nous parlons d'un sujet aussi simple qu'immense : qu'est-ce qui rend heureux d'aller travailler quand notre métier touche à ce que nous avons de plus précieux, les enfants ? Jean-Emmanuel partage ce qui l'anime au quotidien, sa vision de l'engagement, et la différence fondamentale entre “garder” des enfants et… les éveiller. Nous abordons aussi la responsabilité immense qui pèse sur ce secteur, la manière de la gérer sans se laisser dévorer par le stress, et l'importance d'une vision claire pour tenir sur la durée. Nous évoquons l'évolution des attentes des salarié·es depuis 25 ans, l'impact du Covid et de la génération Z, ainsi que l'intérêt d'outils comme Great Place to Work pour piloter la confiance et la qualité de l'expérience collaborateur. Enfin, Jean-Emmanuel donne des exemples très concrets d'innovations sociales qui fonctionnent… et de celles qui, au contraire, compliquent inutilement la vie des équipes. Un échange passionnant, très humain, sur le sens, la confiance, et l'idée de “care” appliquée à toute une organisation.00:00 Présentation et contexte 03:27 Responsabilité et sens 06:20 Attentes des salariés 08:34 New Deal RH 11:14 Cultures et pays 13:27 Innovations sociales 17:27 Sens et conclusionSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Life is full of adversity, but what if hardship is not meant to crush us, but to clarify us? In Job 42, we see how God uses suffering to give us a clearer picture of who He is and who we are. Through Job's response to God, this message reminds us that adversity reveals our dependence, deepens our understanding of God's character, and calls us to trust Him fully. God still rewards those who faithfully seek Him, even in the hardest seasons of life.

About Rasmus Holst:Rasmus Holst is the CEO of Zensai (formerly LMS365), where he built a learning management business from $0–30M ARR, bootstrapped, completed three acquisitions, and pioneered the “Human Success” category as a replacement for Human Resources. He has been part of management teams delivering exits just shy of $1bn, raised +$50m for companies like Wire and Huddle, and worked across PE-backed (Carlyle, Warburg Pincus) and VC-funded (General Atlantic, Index, Vertex, Morpheus, Iconical) environments.His experience spans scaling start-ups from zero revenue, operating +$300M Lines of Business at Syniverse, and leading branding and B2B storytelling efforts, including Zensai's Red Dot Award and Great Place to Work recognition. Rasmus has managed global teams across 14 countries, traveled to +100 nations, and lived in Denmark, Luxembourg, and San Francisco, making him a leader with a uniquely international view on culture, growth, and balance. In this episode, Dean Newlund and Rasmus Holst discuss:Turning HR into Human Success and redefining what organizations measureLinking performance, learning, and engagement into one real-time scoreFeedback rituals and kudos culture as engines of team identityMeasuring soft skills through sentiment and peer behaviorAI as a teammate that amplifies human contribution instead of replacing it Key Takeaways:Replace annual HR lag metrics with weekly human success check-ins tied to learning, performance, and engagement.Institutionalize positive feedback (e.g., weekly kudos) to normalize critique, build confidence, and surface soft-skill leaders.Track soft skills through peer sentiment and recognition patterns rather than relying solely on manager evaluations.Use generationally agnostic baselines (showing up as a good human and delivering success) to align multicultural/global teams. "There's a high correlation between people who get a lot of kudos and those who are really good at a lot of soft skills.” — Rasmus Holst Connect with Rasmus Holst:  Website: https://zensai.com/LinkedIn: https://www.linkedin.com/in/rasmusholst/    See Dean's TedTalk “Why Business Needs Intuition” here: https://www.youtube.com/watch?v=EEq9IYvgV7I Connect with Dean:YouTube: https://www.youtube.com/channel/UCgqRK8GC8jBIFYPmECUCMkwWebsite: https://www.mfileadership.com/The Mission Statement E-Newsletter: https://www.mfileadership.com/blog/LinkedIn: https://www.linkedin.com/in/deannewlund/X (Twitter): https://twitter.com/deannewlundFacebook: https://www.facebook.com/MissionFacilitators/Email: dean.newlund@mfileadership.comPhone: 1-800-926-7370 Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.

You want to travel, but you're not a fan of crowds. For those of you, I'd like to introduce some recommended travel destinations in Japan for 2026. Let's enjoy traveling while learning Japanese along the way.旅行には行きたいけれど、人混みはちょっと苦手。そんなみなさんのために、2026年におすすめの旅先をご紹介します。旅を楽しみながら、日本語も一緒に学んでいきましょう。

Mary Dudziak, Asa Griggs Candler Professor of Law at Emory University, and Christopher Nichols, Wayne Woodrow Hayes Chair in National Security Studies and Professor of History at the Ohio State University, sit down with James M. Lindsay to unpack a new CFR survey of historians on the best and worst foreign policy decisions in U.S. history.   Mentioned on the Episode:   Christopher McKnight Nichols, Promise and Peril: America at the Dawn of a Global Age   Joshua Kurlantzick, A Great Place to Have a War   CFR.org, The Ten Best and Ten Worst U.S. Foreign Policy Decisions   Opinions expressed on The President's Inbox are solely those of the host or our guests, not of CFR, which takes no institutional positions on matters of policy.

In the final hour, Laurence Holmes and Anthony Herron were joined by Score reporter Chris Emma to share a Bears report live from Halas Hall. He shared audio from head coach Ben Johnson, cornerback Jaylon Johnson and others. Later, Herron detailed why the Bears have had so much success running the football.

Laurence Holmes and Anthony Herron were joined by Score reporter Chris Emma to share a Bears report live from Halas Hall.

The invasion of Zululand did not arrive suddenly. It had been constructed brick by brick over the preceding months, through decisions made in distant offices and on dusty border farms. By early January 1879 the machinery of British imperial confidence was fully wound, and the commanders in Natal believed they were about to conduct a short, sharp campaign to correct what they regarded as a troublesome frontier problem. For the people living along that frontier, the mood was more complex. Rumour travelled faste, and the Zulu intelligence network was already humming with accurate reports of British movements. Settlers and colonial units in Natal, meanwhile, watched the gathering storm with a mix of unease and bravado. The Boers, who had faced Zulu power before, offered advice the British would soon wish they had followed. And so, as the new year opened, both sides prepared for a conflict neither truly understood. The British approached with modern rifles, rockets and the calm assurance of empire. The Zulu prepared with discipline, speed and an intelligence system that outperformed anything Chelmsford could muster. All that remained was for the first column to step across the river January 11 1879 — the rainy season in Zululand lasts from January to March so the going would be muddy and the rivers flooding, but most importantly, there would be lots of sweet green grass for the thousands of oxen and horses. The fuel tank of mother nature was full. The British were keen to exploit their power, and were going to cross the border using ox-drawn wagons. On the eve of the invasion, Lord Chelmsford had declared martial law along the borders with Zululand. The Boers and the settlers who fought alongside this army met with Chelmsford and advised him to adopt the standard laager once inside enemy territory, a proven technique of holding out against vast numbers of warriors. Chelmsford ignored this advice from people who regarded as lower on the imperial ladder, but also because it took a great deal of time and effort to wheel the wagons into a circle, then outspan the oxen and even longer to reverse this procedure and inspan. He was going to learn a dreadful lesson in a few days and would begin laagering his troops as advised but too late for 1500 of his men. He had initially planned to break his 17 000 strong army in to five columns and to invade Zululand from different points, all joining up to converge at Cetshwayo kaMpande's Great Place, oNdini — modern day Ulundi. By breaking up the columns, Chelmsford was hoping they would move faster across wet Zululand. He was forced to trim the number of columns down to 3 - the same number of columns in a Zulu attack with their two horns and a central chest tactic. These two combative nations were deploying similar ideas, the centre crashing into the foe as the two wings fold around them from the sides like the thumbs pressed together and hands throttling an enemy. It was in the area of intelligence however that Cetshwayo was ahead of Chelmsford. Whereas the British had no idea about where the Zulu army was, once the British entered Zululand, Cetshwayo was provided daily updates about the movement of his enemy. Even the smaller reconnaissance patrols were under scrutiny. He had a network of spies throughout the region, from beyond southern Natal all the way to Delagoa Bay, and into the Transvaal. If you've listened to this series you'll remember how the Zulu and other military societies like the Basotho and amaNdebele valued accurate information at a time of war. Zulu spies were extremely detailed gatherers of data, an oral society after all prides itself on being able to memorize long lists of facts and figures. The number of troops, horses, guns, the direction of movement, the names of the commanders, even their character type all flowed into the Zulu heartland and Cetshwayo and his counsellors hungrily consumed the data.

Ahead of the release of their upcoming Christmas movie "A Merry Little Ex-Mas," Oliver connects with his hilariously unfiltered co-star Jameela Jamil.The former schoolteacher offers lessons in making it in Hollywood. Hear about the night her career took a different course, the amazing way she landed her breakout role in "The Good Place," and how she feels about industry egos!Plus, Jameela reveals how her older sibling shaped her expectations of men, and whether marriage is in the cards in her current relationship with singer James Blake.See omnystudio.com/listener for privacy information.