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34 episodes with hiring people
6 episodes with hiring people
2 episodes with hiring people
2 episodes with hiring people
2 episodes with hiring people
2 episodes with hiring people
2 episodes with hiring people
2 episodes with hiring people
2 episodes with hiring people
Is your company struggling to attract top-tier employees? Joining us today on PowerTips Unscripted is Erin Longmoon, the founder of Zephyr Connect. Erin will share some valuable insights into how to hire people who align with your company's culture. She will discuss the strategies and tactics that have played a pivotal role in Zephyr's 98%... The post Tips For Hiring People Who Fit Your Culture with Erin Longmoon – [Best of PowerTips Unscripted] appeared first on PowerTips Unscripted.
Joshua Hoskins is a 25 year old man with Down syndrome who lives in Tamworth, England with his parents. He loves his family and friends, and his hobbies are horse riding, boxing, musicals, supporting Newcastle United Football team, going out on trips and going on holiday. Josh has two jobs: he loves them both and has great buddies at each place. Josh's Mum Debbie helps him create posts on LinkedIn every week, because Josh wants to help other people with Down syndrome to get a job if they want to. During this episode, you will hear Josh and Debbie talk about: How he had found his job at Marshall Fleet Services with WorkFit, and how the Down's Syndrome Association in the UK prepared him for the role What he does in his role with Marshall Fleet Solutions, and what he likes the most about it How LinkedIn helped him find his second job at Movianto What inspired him to write about his life and work on LinkedIn How work has helped him grow as a person, build positive relationships with his coworkers, and support his local community Why employers should consider hiring people with Down syndrome, and how employers can include them in their companies Follow Joshua Hoskins on LinkedIn to read his weekly posts. Watch the video of this interview on YouTube. Read the episode transcript. Follow the Beyond 6 Seconds podcast in your favorite podcast player. Subscribe to the FREE Beyond 6 Seconds newsletter for early access to new episodes. Support or sponsor this podcast at BuyMeACoffee.com/Beyond6Seconds! *Disclaimer: The views, guidance, opinions, and thoughts expressed in Beyond 6 Seconds episodes are solely mine and/or those of my guests, and do not necessarily represent those of my employer or other organizations.*
Episode title and number: Kamille Richardson - From Assistive Technology to Entrepreneurial Success 4-#5Summary of the show:Dr. Kamille Richardson shares her journey from massage therapist to founder of iSee Technologies, Inc., focusing on access, independence, and employment for people with visual impairments. She discusses challenges, authenticity, resilience, and hiring individuals with disabilities, offering advice for aspiring entrepreneurs. Also included are tips for spring and summer hairstyles.Supporting Our Advocacy Work:⦁Shop our online store⦁Please assist us in furthering our advocacy effortsBullet points of key topics & timestamps:00:00 | Welcome to Bold Blind Beauty On A.I.R.00:38 | Introducing Dr. Kamille Richardson: From Assistive Technology to Entrepreneurship02:12 | Kamille's Journey: Overcoming Challenges & Embracing Entrepreneurship06:30 | Empowering Others: Kamille's Mission & Business Highlights08:47 | Beauty Byte: Spring & Summer Hair Trends Inspired by Coachella11:09 | Advice for Aspiring Entrepreneurs & Kamille's Future Vision13:52 | The Importance of Hiring People with Disabilities16:29 | Final Thoughts & Where to Find KamilleConnect With Kamille:Website - iseetechinc.comLinkedIn - iSeeTechnologiesLinkedIn - @Dr.KamilleRichardsonInstagram - @kamillealiaWomen On The Move - Kamille Richardson Shapes Inclusive FutureConnect with Bold Blind Beauty to learn more about our advocacy: Join our Instagram community @BoldBlindBeauty Subscribe to our YouTube channel @BoldBlindBeauty Check out our website www.boldblindbeauty.com Music Credit: "Ambient Uplifting Harmonic Happy" By Panda-x-music https://audiojungle.net/item/ambient-uplifting-harmonic-happy/46309958Thanks for listening!❤️
This week at Show vs Business, @the_real_theo_harvey and @mrbenja will be talking about the importance of Gurus and you probably need one, AI is now hiring (Irony on this one), MCU with X-Men and more!Grab some coffee, sit back, relax and tune-in, this gonn' be a good one!----------Show vs. Business is your weekly take on Pop Culture from two very different perspectives. Your hosts Theo and Mr. Benja provide all the relevant info to get your week started right.----------Follow us on Instagram - https://instagram.com/show_vs_businessFollow us on Twitter - https://twitter.com/showvsbusinessLike us on Facebook - https://www.facebook.com/ShowVsBusinessSubscribe on YouTube: https://www.youtube.com/channel/UCuwni8la5WRGj25uqjbRwdQ/featuredFollow Theo on YouTube: https://www.youtube.com/@therealtheoharvey Follow Mr.Benja on YouTube: https://www.youtube.com/@BenjaminJohnsonakaMrBenja --------
In this THINK Business Mini Business Course, Jon Dowskin and John and Mark Cronin discuss the benefits of hiring people with differing abilities . Get valuable, expert insight you can put into practice today! Watch the full episode Connect with Jon Dwoskin: Twitter: @jdwoskin Facebook: https://www.facebook.com/jonathan.dwoskin Instagram: https://www.instagram.com/thejondwoskinexperience/ Website: https://jondwoskin.com/LinkedIn: https://www.linkedin.com/in/jondwoskin/ Email: jon@jondwoskin.com Get Jon's Book: The Think Big Movement: Grow your business big. Very Big! Connect with John and Mark Cronin: Website: https://johnscrazysocks.com/ Twitter: https://twitter.com/JohnsCrazySocks Instagram: https://www.instagram.com/johnscrazysocks/ LinkedIn: https://www.linkedin.com/in/mxcronin/ Facebook: https://www.facebook.com/johnscrazysocks YouTube: https://www.youtube.com/c/Johnscrazysocks/ TikTok: https://www.tiktok.com/@johnscrazysocks *E – explicit language may be used in this podcast.
Unlock the key to successful online selling as Alison delves into the intricacies of product selection with guest James Bake. This episode kicks off by highlighting the critical aspect of choosing the right products for online sales. With James's vast experience in massive e-commerce enterprises, he shares his expertise on developing over 50 types of products. Dive into the discussion on strategic product creation, including pre-selling tactics, effective customer communication, and the importance of avoiding overbuying pitfalls. James also candidly shares experiences of products that flourished and those that faced challenges, offering entrepreneurs valuable insights. Alison wraps up the episode with the top 10 takeaways, providing a roadmap for entrepreneurs eager to navigate the world of online product development successfully. Tune in for a power-packed episode full of actionable strategies to elevate your e-commerce game.Hear James' previous podcast episode here: 3 Tips for Hiring People for Your Online BusinessConnect with Alison:On Facebook: @alisonjprinceOn Instagram: @alisonjprinceLearn about the 0-100K System and how you can launch and grow your own online business here.Join the Print Sprint here.
In the real estate investing world, many business owners dismiss the idea of creating mission and value statements. In the corporate world full of woke businesses, these statements mean nothing. But when you don't define your values, it's impossible to attract the best fits for your business. In fact, defining my company's values was the single most valuable thing I've done in the past 5 years. And you know what? When you define your values the right way, it'll be the most valuable thing you do in the next 5 years too. In this episode, you'll discover the right way to define your company's values and attract all-stars to your team with ease. Listen now and make your next hire your best one yet. Show highlights include: Why hiring out of desperation cripples your growth instead of supporting it (2:42) The single most impactful “tweak” to your hiring process which guarantees you hire the best teammates (3:31) Why mission and value statements for your company are a waste of time (and why asking this question instead attracts top performers) (4:21) The counterintuitive way hiring based on skill set alone can bankrupt your business (9:40) Need help with your online marketing? Jump on a FREE strategy session with our team. We'll dive deep into your market and help you build a custom strategy for finding motivated seller leads online. Schedule for free here: http://adwordsnerds.com/strategy To get the latest updates directly from Dan and discuss business with other real estate investors, join the REI marketing nerds Facebook group here: http://adwordsnerds.com/group. Want to find motivated seller leads online but don't know where to start? Download the free Motivated Seller Keyword Report today at https://adwordsnerds.com/keywords. For more actionable advice like this episode, check out the REI Nerds YouTube channel at https://www.youtube.com/adwordsnerds.
What the evidence says about hiring people with criminal histories; what to expect after Taiwan's election; preventing presidential coups; how stackable credentials can help low-income students; and why diplomacy is needed to fully address the Houthi threat. For more information on this week's episode, visit rand.org/podcast.
ORDER QUALITY MEAT TO YOUR DOOR HERE: https://wildpastures.com/promos/save-20-for-life/bonus15?oid=6&affid=321 Save 20% and get $15 off your FIRST order! Support your local farms and stay healthy! GET HEIRLOOM SEEDS & NON GMO SURVIVAL FOOD HERE: https://heavensharvest.com/ USE Code WAM to get FREE shipping in the United States! HELP THE WAM LEGAL DEFENSE FUND HERE: https://gogetfunding.com/wam-legal-defense/ GET YOUR APRICOT SEEDS at the life-saving Richardson Nutritional Center HERE: https://rncstore.com/r?id=bg8qc1 BUY GOLD AND SILVER HERE: https://kirkelliottphd.com/wam/ Josh Sigurdson reports on the absolutely INSANE news that the FAA is now hiring people with so-called "severe intellectual and psychiatric disability" as DEI (Diversity, Equity and Inclusion) credits go beyond Orwellian. John P Benison is in charge of this latest effort to ensure everyone stops flying, stays in their 15 Minute City, doesn't drive, uses their CBDCs with carbon credits attached and sits and watches tell-lie-vision like good slaves. Obviously everyone on Earth knows this is a terrible idea, but it's just part of the global move towards forcing everyone into small places with no perspective on the world around them. While the climate cult pushes for destruction of the energy grid and food supply, at the same time inflation and shortages alongside crazy moves like this force the rest of the populace to obey as the walls close in. Prepare today. Stay tuned for more from WAM! HELP SUPPORT US AS WE DOCUMENT HISTORY HERE: https://gogetfunding.com/help-wam-cover-history/ Buy HEALTHY organic coffee with your day's worth of antioxidants HERE: https://www.r1kln3trk.com/3PC4ZXC/FFJPPD/ GET AN EXTENDED FREE TRIAL FOR ICKONIC WHEN YOU SIGN UP HERE: https://www.ickonic.com/affiliate/josh10 BUY YOUR PRIVATE CLEARPHONE HERE: https://www.r1kln3trk.com/3PC4ZXC/F9D3HK/ LION ENERGY: Never Run Out Of Power! PREPARE NOW! https://www.r1kln3trk.com/3PC4ZXC/D2N14D/ GET VITAMINS AND SUPPLEMENTS FROM DR. ZELENKO HERE: https://zstacklife.com/?ref=WAM GET TIM'S FREE Portfolio Review HERE: https://bit.ly/redpilladvisor And become a client of Tim's at https://www.TheLibertyAdvisor.com STOCK UP ON STOREABLE FOODS HERE: http://wamsurvival.com/ OUR GOGETFUNDING CAMPAIGN: https://gogetfunding.com/help-keep-wam-alive/ OUR PODBEAN CHANNEL: https://worldaltmedia.podbean.com/ Find us on Vigilante TV HERE: https://vigilante.tv/c/world_alternative_media/videos?s=1 FIND US on Rokfin HERE: https://rokfin.com/worldalternativemedia FIND US on Gettr HERE: https://www.gettr.com/user/worldaltmedia See our EPICFUNDME HERE: https://epicfundme.com/251-world-alternative-media JOIN OUR NEWSLETTER HERE: https://www.iambanned.com/ JOIN our Telegram Group HERE: https://t.me/worldalternativemedia JOIN US on Rumble Here: https://rumble.com/c/c-312314 FIND WAM MERCHANDISE HERE: https://teespring.com/stores/world-alternative-media FIND OUR CoinTree page here: https://cointr.ee/joshsigurdson JOIN US on SubscribeStar here: https://www.subscribestar.com/world-alternative-media We will soon be doing subscriber only content! Follow us on Twitter here: https://twitter.com/WorldAltMedia Help keep independent media alive! Pledge here! Just a dollar a month can help us alive! https://www.patreon.com/user?u=2652072&ty=h&u=2652072 BITCOIN ADDRESS: 18d1WEnYYhBRgZVbeyLr6UfiJhrQygcgNU World Alternative Media 2023
In this episode of the Ladies Kickin Ass Podcast, we're joined by Julia Napini, a clinical and forensic social worker, who shares her insights and experiences about integrity in business. Julia discusses the importance of aligning your business with your values and mission, hiring people of integrity, and fostering a culture of transparency and communication within your team. Join us as we explore how integrity plays a crucial role in leadership, growth, and diversification within the business world. *Top 5 Topics Discussed:* 1. **Living with Integrity in Business (00:00:15):** Julia emphasizes the significance of maintaining integrity in business practices and aligning them with your core values and mission. 2. **Hiring People of Integrity (00:05:37):** Together we discuss the importance of hiring individuals who share your business's commitment to integrity and ethics. 3. **Starting Your Own Practice (00:07:14):** Julia shares insights into starting and growing a private practice, highlighting the role of integrity in the process. 4. **Integrity and Leadership (00:11:35):** This episode explores how leadership sets an example of integrity within the business and the impact it has on the team. 5. **Diversification Opportunities in Businesses (00:33:12):** We dive into the numerous opportunities for diversification in today's business world and how to leverage your skills in different ways for success. As we wrap up this episode of the Ladies Kickin Ass Podcast, we've learned from Julia Napini how integrity in business is not just a buzzword but a fundamental aspect of success. Whether you're starting your own practice, hiring a team, or seeking diversification opportunities, integrity remains at the core of it all. Remember, integrity isn't just a value; it's a path to building a thriving and ethical business. Love our Guest, Julia Nepini!! Follow her at…. Insta Facebook LinkedIn Website Compassionate Climb Podcast Connect more with Tanya & Ladies Kickin Ass… Insta Facebook LinkedIn YouTube TikTok Website Check out some of our favorite things! Free 7-day trial GrowthDay Personal Development App Riverside.fm (online recording platform) --- Send in a voice message: https://podcasters.spotify.com/pod/show/ladieskickinass/message
Joyce is excited to start 2024 with the returning champion of competitive employment for Americans with disabilities, David Holmberg, President, and CEO of Highmark Health and Chairman of the Board, Highmark, Inc. Mr. Holmberg launched an initiative in 2020 to hire 30 people with disabilities from Bender Consulting Services to honor the 30th anniversary of the signing of the ADA, called the Highmark 30/30. He and all of Highmark have continued this practice every year since 2020. During the show, Mr. Holmberg will talk about the initiative and how it happened. Additionally, he will discuss how the company plans to continue its unprecedented record of hiring people with disabilities in 2024. Highmark is a $26 billion blended health organization with headquarters in Pittsburgh, PA. Its 42,000 employees serve millions of customers nationwide through the nonprofit organization's affiliated businesses, including Highmark Inc., Allegheny Health Network, HM Insurance Group, United Concordia Dental, and enGen.
If you're looking for inspiration to upgrade your leadership for 2024, you'll want to listen to my conversation with Josh Reeves, CEO and Co-Founder of Gusto on the newest episode of From Start-Up to Grown-Up.These are just three topics from our talk that are fantastic guides to follow into the new year:➡️ The key to hire the right people for your company ➡️ The one rule that will help you manage everyone. ➡️ The most important meeting to add to your calendar (hint: it's with yourself.) Josh Reeves is the CEO and co-founder of Gusto, a startup on a mission to create a world where work empowers a better life. By making the most complicated business tasks simple and personal, Gusto is reimagining payroll, benefits and HR for modern companies. Gusto has offices in San Francisco and Denver, and its investors include Google Capital, General Catalyst, Kleiner Perkins Caufield & Byers and the founders of Instagram, Stripe, Nest, PayPal, Yelp, Box and Eventbrite, among others.Learn more about Gusto | Websitehttps://www.gusto.comConnect with Alisa! Follow Alisa Cohn on Instagram: @alisacohn Twitter: @alisacohn Facebook: facebook.com/alisa.cohn LinkedIn: https://www.linkedin.com/in/alisacohn/ Website: http://www.alisacohn.com Download her 5 scripts for delicate conversations (and 1 to make your life better) Grab a copy of From Start-Up to Grown-Up by Alisa Cohn from AmazonLove the show? Subscribe, Rate, Review, Like, and Share!
Joyce is excited to start 2024 with the returning champion of competitive employment for Americans with disabilities, David Holmberg, President, and CEO of Highmark Health and Chairman of the Board, Highmark, Inc. Mr. Holmberg launched an initiative in 2020 to hire 30 people with disabilities from Bender Consulting Services to honor the 30th anniversary of the signing of the ADA, called the Highmark 30/30. He and all of Highmark have continued this practice every year since 2020. During the show, Mr. Holmberg will talk about the initiative and how it happened. Additionally, he will discuss how the company plans to continue its unprecedented record of hiring people with disabilities in 2024. Highmark is a $26 billion blended health organization with headquarters in Pittsburgh, PA. Its 42,000 employees serve millions of customers nationwide through the nonprofit organization's affiliated businesses, including Highmark Inc., Allegheny Health Network, HM Insurance Group, United Concordia Dental, and enGen.
Episode 73:Guest Name: Nikki BravoGuest Business: Momentum CoffeeSummary StyleEPISODE SUMMARYIn this episode of Black Businesses Matter, I had the opportunity to sit down with Nikki Bravo, Founder of Momentum Coffee. Momentum Coffee is an independent coffee shop located in various locations across the Chicago community. Although Nikki is one of the powerhouses behind this coffee shop - her background comes from the Public Sector and Non-Profit management industry. In this episode, we learn about Nikki's younger childhood in Columbia, Maryland, and how she's always been a hard-working individual from a young age. We dive deep into Nikki's starting in the coffee industry and how her husband's passion for coffee helped cultivate the start of their business. We discussed her background at FAMU and how it shaped her skills to be able to run their businesses. Our conversations steer toward the importance of community in the coffee shop industry and why it is so essential to Momentum Coffee. Nikki has over 20+ years of experience in the Public Sector and Non-profit management industry If you want to learn more about navigating the food and beverage industry this is the episode for you. IN THIS EPISODE, I TALK ABOUT…What started the coffee shop business? How has Nikki's skills from the Public Sector and Non-Profit industry helped with her business?How are the coffee beans cultivated for coffee and other drinks?Why is community so important for Momentum Coffee Shop? Stream & Download Black Businesses Matter Podcast NOW for FREE on Apple Podcast, Google, Stitcher, Pandora, and Spotify!To connect with Momentum CoffeeVisit their website: https://momentumcoffee.org/Follow them on Instagram:https://www.instagram.com/momentumcoffeechicago/ Be sure to follow our podcast on Instagram. I can't wait to see you join us and take the pledge of #blackbusinessesmatter To connect further with me: Visit my website: Thel3agency.com Connect with me on Facebook: www.facebook.com/thel3agency Follow me on Instagram: https://www.instagram.com/larvettaspeaks/ Connect with me on Linkedin: www.linkedin.com/company/thel3agency Be sure to follow our podcast on Instagram. I can't wait to see you join us and take the pledge of #blackbusinessesmatter
Why You Should Consider Hiring PeopleReal Estate Coach Dan Rochon from No Broke Months for Real Estate Agents discusses hiring people for your business.In this episode, Dan talks about how you, as a real estate agent, should consider hiring people in your business.Learn why you should hire in the latest No Broke Months for Real Estate Agents episode.--To find out more about Dan Rochon and the CPI Community, you can check this link:www.NoBrokeMonths.com --Do you want to win a FREE 45-minute complimentary coaching session with Dan Rochon and a FREE copy of the book "Real Estate Evolution," a comprehensive 10-step guide to achieving Consistent and Predictable Income?❗❗JOIN THE NO BROKE MONTHS FOR REAL ESTATE AGENTS MONTHLY RAFFLE HERE ❗❗--Stop
Is your company struggling to attract top-tier employees? Joining us today on PowerTips Unscripted is Erin Longmoon, the founder of Zephyr Connect. Erin will share some valuable insights into how to hire people who align with your company's culture. She will discuss the strategies and tactics that have played a pivotal role in Zephyr's 98%... The post Tips For Hiring People Who Fit Your Culture with Erin Longmoon – [PowerTips Unscripted] S5 E4 appeared first on PowerTips Unscripted.
It's Possible - Conversations with Successful Online Trainers
It can feel like everyone is doing more, better, faster than you. It can make you wonder, "What if my lead well goes dry?" It's not "a" person who is moving faster than you The biggest thing you should figure out how to do next How to court potential new hires -- Hosts: @itscoachgoodman @fitnessjonestraining @amberreynolds.me -- Join 72,000+ trailblazers, leaders, and coaches who fuel up with our low stress, high-impact 5 REPS FRIDAY newsletter at www.5repsfriday.com. The Obvious Choice podcast is presented by QuickCoach - free, professional software for fitness and nutrition coaches that elevates the value of what you do. Join 35,000+ coaches and get your account today at www.quickcoach.fit.
Is the tech industry ignoring an untapped resource by excluding people with criminal records? People with criminal records are often shut out of the labour market. But some companies have recognised that so-called 'second chance' and 'fair chance' hiring can help them find more workers. In this episode of the Next Stage podcast, Checkr co-founder and CEO Daniel Yanisse joins Sojourner Elleby, editorial producer at Bloomberg Quicktake, to find out just how much people with criminal records have to offer businesses and society. Checkr practises what it preaches. According to Daniel, “[Checkr] started hiring people directly from prison about five or six years ago. And when we gave them some opportunities, they really succeeded, flourished and became our best employees.” Daniel Yanisse, co-founder and CEO at Checkr, was in conversation with Sojourner Elleby, editorial producer at Bloomberg Quicktake, on Remote at Collision 2023. --- Send in a voice message: https://podcasters.spotify.com/pod/show/websummit/message
Joyce welcomes Dr. Bruce Meyer, Executive Vice President and Western PA Market President for Highmark Health to the show. Dr. Meyer is an experienced senior healthcare and education executive who is passionate about building high-reliability healthcare organizations through integrating coverage and care to deliver a more personalized, simpler, and proactive engaged health experience for individuals and clinicians. A proven initiator and strategic thinker with strong emotional intelligence with a focus on performance excellence while dealing with uncertainty and ambiguity. He will discuss this business philosophy and why hiring people with disabilities helps the organization meet these objectives.
Joyce welcomes Dr. Bruce Meyer, Executive Vice President and Western PA Market President for Highmark Health to the show. Dr. Meyer is an experienced senior healthcare and education executive who is passionate about building high-reliability healthcare organizations through integrating coverage and care to deliver a more personalized, simpler, and proactive engaged health experience for individuals and clinicians. A proven initiator and strategic thinker with strong emotional intelligence with a focus on performance excellence while dealing with uncertainty and ambiguity. He will discuss this business philosophy and why hiring people with disabilities helps the organization meet these objectives.
Ooo, I've had the idea for this episode burning in me for a while now, so let's go! I KNOW I'm going to upset some people, and I'm ok with that because I firmly stand on what I say. I'm also open to hearing your perspective, so head on over to the FB Group, so we can get a friendly discussion started :)In this episode, I discuss:· What things cost in (and out) of the industry· What things should include based on their cost· Considerations you should be making both when selecting something to invest in, as well as what you can do to get a return on that investment· and so much more!Enjoy (and take action)!REGISTER for the Ascending in your Travel Business Audio Series: https://takethehelm.thrivecart.com/ascending-audio-series/LISTEN to Ep 91 What Coaching Is and Isn't: https://www.buzzsprout.com/1711405/12395838-------------------------------------------------------------------------------⚓⚓Please LIKE and SUBSCRIBE for more episodes:SCHEDULE a 1-on-1 Consultation Call with me: https://calendly.com/ritaventures/marketing-consultingGET MONTHLY MARKETING SUPPORT by joining Marketing Business School:https://takethehelm.vipmembervault.com/products/courses/view/1117728Support the show---------------------------------------------------------------APPLY for a complimentary Marketing Strategy Audit Session:https://forms.gle/5V9WpsxBNxsyrCaA6Say HI on Social:Facebook: http://www.facebook.com/takethehelmvbsInstagram: http://www.instagram.com/takethehelmvbsGroup: https://www.facebook.com/groups/529490048073622Enjoy this episode? Support the Podcast and Get a Shout Out in an Upcoming Episode!https://www.buzzsprout.com/1711405/supporters/new Direct EMAIL:rita@steeryourmarketing.com
Lifestyle fitness coach Sierra Lee and bodybuilding coach Miranda Defler join The Weight Room podcast for this episode of The Coaches Corner Roundtable. We talk about how they met, how Miranda began coaching Sierra, how Sierra began learning how to coach from Miranda and then eventually how Miranda hired Sierra on her coaching staff as a lifestyle fitness coach. We talk about empowering women to make healthy choices on a daily basis to reach their fitness goals and how they each have their own unique coaching style. This was a great conversation with two great fitness and bodybuilding coaches, so tune in so you don't miss it! 00:00 - Introduction 01:11 - How Miranda and Sierra Met 09:12 - From Coach-Client Relationship to Building a Business Together 23:56 - Hiring a Lifestyle Fitness Coach 30:07 - How to Handle a Second Person Joining Your Fitness Coaching Business 38:03 - The Importance of Communication within a Coaching Business 41:04 - Maintaining Your Identity While Coaching Others 50:04 - Adding a New Bodybuilding Coach to the Staff 55:15 - Sustaining Growth within the Coaching Business 58:07 - Setting the Standards for Your Clients 1:03:15 - The Growth of Bodybuilding within Kentucky 1:11:11 - Different Fitness Coaching Styles 1:20:22 - Tips for Hiring People within Your Coaching Business 1:24:58 - 2023 Fitness, Bodybuilding, and Coaching Goals 1:31:26 - Closing Find us on IG @theweightroompodcast @miranda.defler @sierrablee @mpact.empire The Weight Room's Coaches Corner (Find your next coach!): https://www.theweightroompodcast.com/fitnesscoaches SPONSORS: SMOKIN GUN COFFEE: https://smokinguncoffee.com/ USE CODE TWR10 FOR 10% OFF YOUR ORDER All Sport Pharmaceuticals for your supplement needs: https://allsportpharmaceuticals.com/ The Fitness Competitor's Guide: IG: @TheFitnessCompetitorsGuide YouTube: @TheFitnessCompetitorsGuide Pure Spectrum CBD Use CBD? Support The Weight Room with code TWR15 and get 15% off: https://www.purespectrumcbd.com/ SUBSCRIBE to The Weight Room on YouTube, Apple Podcasts, Spotify, and anywhere else you listen to podcasts!
What are the benefits of hiring people in treatment? Guest: Sheila Malcomson, Minister of Social Development and Poverty Reduction Learn more about your ad choices. Visit megaphone.fm/adchoices
Seg 1: Today is Victoria Day! It's a celebration of Queen Victoria, but when was the last time you stopped and asked yourself what exactly it is you're celebrating, and why? Guest: Scott Shantz, Contributor for Mornings with Simi Seg 2: Is gardening more effective than opioids when treating chronic pain? Guest: Dr. Andrea Furlan, Associate Professor in the Department of Medicine at the University of Toronto Seg 3: Is it time to start taxing the rich? Guest: Dr. Tom Malleson, Associate Professor of Social Justice & Peace Studies at Western University Seg 4: Why is Kraft Dinner a Canadian staple? Guest: Dr. Shelley Boyd, Dean of Kwantlen Polytechnic University and Author of Canadian Literary Fare Seg 5: Why BC should address the root cause of its radiation therapy backlog Guest: Sarah Erdelyi, Provincial Manager of the Canadian Association of Medical Radiation Technicians in BC Seg 6: What are the benefits of hiring people in treatment? Guest: Sheila Malcomson, Minister of Social Development and Poverty Reduction Learn more about your ad choices. Visit megaphone.fm/adchoices
You shouldn't hire people you know exclusively... You're truly not hiring the best candidate for the job! We want to coach you at Wealthy Investor! For a free consultation, go to http://www.wealthyinvestor.com/case-study/yt______________________________________________________Looking to grow in your faith and business? Join the premiere community for Christian entrepreneurs and business people. Develop your leadership, discipleship, and your faith at https://wealthykingdom.com/Are you an entrepreneur who wants to build their personal brand on social media? Go to https://wealthycreator.ioWant to utilize a full service social media agency? At Pineda Media, we film, edit, post, and personally coach you to create top level content and build your personal brand. Apply now! https://www.pinedamedia.com/Want to partner with Ryan to supercharge your business? Apply at https://www.pinedapartners.com/You can invest in Ryan's real estate deals! Go to https://pinedacapital.comNeed tax and accounting help? Contact Ryan's CPA Firm! https://TrueBooksCPA.com/For a free consultation with the team go to https://RyanPineda.comFollow Wealthy Investor on Social Media: https://www.instagram.com/_wealthyinvestorhttps://www.tiktok.com/@_wealthyinvestor__________________________________________Austin Karpin & Anthony Rafaile have only hired people they know, and they've missed on getting the best people for the role!
Smart Agency Masterclass with Jason Swenk: Podcast for Digital Marketing Agencies
Do you feel stuck on how to unlock your agency's growth potential? Are you struggling to communicate your agency's competitive advantage in order to stand out? Most entrepreneurs hit a point where the old strategies don't work anymore. There's when growth requires a different skill set to take your agency to the next level. Today's guest has centered his career and agency around figuring out the secrets to rapid growth. He shares some of the common mistakes he sees clients making, and how you can prepare your team for quick growth. Mark Patchett is the founder of Growth Shop, a digital agency specializing in growth marketing. His agency provides brands with a proven methodology that removes the guesswork with the firepower of a team that will help them grow. They've helped build brands like Victoria Beckham Beauty and hundreds more. Today he'll break down his thought process around growth and how to understand your position in the market. In this episode, we'll discuss: How positioning creates a competitive advantage. 3 mistakes that prevent you from understanding growth. Preparing your team for rapid growth. Using reviews to understand your position in the market. Subscribe Apple | Spotify | iHeart Radio | Stitcher | Radio FM Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design, and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. Podcast Takeover!! Get to know your Smart Agency Guest Host: Dr. Jeremy Weisz is the co-founder of Rise25, an agency that helps companies launch and run podcasts profitably. He followed Jason's podcast and eventually joined the mastermind and has been a guest on the podcast before. Today, he's helping Jason bring something new to the Smart Agency podcast audience by interviewing a special guest and getting a new perspective to the show. How Positioning Creates a Competitive Advantage Positioning is a tricky beast. Mark's competitive advantage is that his agency team has actually built companies in the past. Most performance agencies do some Facebook ads and maybe ad creative. However, when you have experience building a company you know this is just a fraction of it. Having in-depth knowledge of entrepreneurship means Mark's team can take the conversation beyond just Facebook. Furthermore, his agency offers a platform where clients can see all relevant data in one unified view. Clients get an executive view with all the key data in order to pinpoint why their business is performing well or not. 3 Mistakes That Prevent You from Understanding Growth As someone who's looked under the hood of many big companies, Mark has seen some of the biggest mistakes they make when it comes to understanding growth: Not understanding attribution across different platforms. They may say Facebook isn't working because they're not making as much as they'd like to from it. However, once they learn about the blended metrics they understand it might be doing more than they think. Neglecting conversion rate optimization and positive reviews. Their clients learn if they increase the conversion rate, lifetime value, and average order value by 26% they'll be making more money without spending more money. Assuming customers understand the brand. In these cases, they use a reverse elevator pitch. Basically, as soon as someone lands on your homepage, without even scrolling, they should be able to tell exactly what you do uniquely. Most companies don't pass that test. Using Reviews to Understand Your Agency's Position in the Market As part of their onboarding research, Mark's team uses what he calls one of the easiest hacks in marketing. Instead of expensive brainstorming sessions to answer the question “Who are we?” companies should be looking at their customer reviews. For starters, export all your reviews and run a Wordlab analysis. You're looking for positive and negative reviews so you can extract common themes. How are your customers talking about your brand? What's resonating with them? They will be things that stand out or patterns you'll find. Next, do the same thing with your competitor's reviews to find out what they're doing well and not. Learn what your clients really care about and use that information to build your next ads instead of doing expensive consulting activities. Preparing Your Agency's Team for Rapid Growth Not everyone is ready for fast growth and it can break a business. Rapid growth can be exciting for many, but client service and operations people usually just see it as a tsunami coming at them. To prepare client services for the onslaught of new business, his team does a lot on the automation front. There are options like AI chatbots that get great results. However, the biggest hurdle is in delivery. Most client service problems are under control if your product is good and on time. If you really want to grow quickly, you'll find money comes out as quickly as it's coming in. The key is to plan for growth and be proactive, rather than reactive. Hiring People with the Ambition to Start Their Own Business At his agency, Mark handles a team of people working from all over the world. Their core values are “smarter, faster, happier”; which stands for being able to build big things while getting better at it and enjoying the process. This goes back to his days working at venture-backed companies where the mission was hitting the goal, or "crash and burn." As a result, people dealing with that type of pressure were completely burned out. It was that negative experience that helped Mark discover the kind of culture he'd create at his agency. Mark still handles all first-round interviews where he gets a good sense of someone's ability to fit in with the agency's culture. He learns this fairly quickly by finding out how they deal with problems in their lives. Next, he has the candidate work on a paid test project where they get access to anonymous data. They mostly look for entrepreneurial people that have the drive to start their own businesses. This may seem counterintuitive, but Marks sees it as helping build phenomenal talent that can later become a client or the agency could even invest in their startup. Do You Want to Transform Your Agency from a Liability to an Asset? If you want to be around amazing agency owners that can see what you may not be able to see and help you grow your agency, go to Agency Mastery 360. Our agency growth program helps you take a 360-degree view of your agency and gain mastery of the 3 pillar systems (attract, convert, scale) so you can create predictability, wealth, and freedom.
Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/
Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/
Using AI to Build Genius Profiles and Hiring People to Fit Them5/4/23Equal Opportunity EmploymentOne of the last things Antonio will take his hands off is hiringHe will hire at least the first 250He knows where he's going and what it looks likeRhinoLeg is a tech company as well as a startup tech companyAntonio has replaced everything with AI, so he really doesn't need to hire peopleHe made sure to build a company that does not have a lot of the mistakes he had before1. You should at some point start recognizing when you're having million-dollar and billion-dollar conversations.2. Start looking at what you're doing and ask if the task you're doing is more important than the conversation. If the answer is no, you should stop multitasking.3. Ask yourself fervently “Am I doing things that align with my dreams?” If the answer is yes, it's still a trash answer.4. You should only be doing what's in your dreams….that's it- Antonio has set before him a number of positions- Antonio plans on hiring at least 250 people who don't need to be hired- Antonio has also stated that he's built genius profiles and he's fitting people in them- Talented people who can do the job probably shouldn't be hiredPrompts to Get Job Descriptions, Character Traits, & Personality TraitsPrompt #1I'm the hiring manager for one of Antonio T. Smith Jr's companies, called RhinoLeg, and I need to get a group of sets of interview questions that are both difficult to answer and reveal to us a lot about our perspective hires. I will post the description below of the company, and I want you to remember it's a startup tech company like one inside of Silicone Valley. Please make our interview questions as powerful as the top trending tech companies in the world. Before we start with the interview questions, I want to begin with a list of 50 job titles that would fit this company description so we can be prepared and build out our company properly. Please examine the description and list 50 job titles from executive level down to lower work levels. Feel free to be creative with job titles in the manner of Silicone Valley, and leave a 2-sentence description for each job title. Give me the first 25 job titles now, and the second 25 job titles in your next prompt.Prompt #2Please give me the next 25 job titlesPrompt #3Based on job description listed, please give me the characteristic traits of the person that should be in this position.Prompt #4Based on the 4-Personality types - lion, koala, owl, monkey - what personality type should I put in these positions and feel free to blend one to two personality types because we want to make sure that we are giving all races, religions and genders the opportunity for job employment. Equal opportunity is a bid deal to Antonio. Our goal is to extract 25 different interview questions of a respectable level of difficulty because we want to grade our candidates interview questions from the one to twenty-five as we are looking to higher everyone that scores a 20 or above. That way, we are only hiring the excellent people based on this job description.The 4 Types of PersonalitiesTHE LION• Ego-Centric• Resourceful, To The Point• Doesn't Like A Lot Of Details• Big Picture Thinker• Talker• Easiest To CloseTHE KOALA• Emotional Thinker• Wants Security• Reliable• Slow At Decisions• Asks Many Questions• Good Listener• Requires AssuranceTHE MONKEY• Loves To Have Fun• Recognition Conscious• Creative• Desires Approval• Outgoing And A Connector• Acts On EmotionTHE OWL• Likes Details• Logical And Left Brained• Wants To Be Right• Likes Facts And Information• Requires Time To Think• Likes Organization• Doesn't Like ConflictDetailed Personality TypesThe Monkey, Koala, Owl, and Lion personality types are derived from popular typologies that help categorize people based on their preferences, behaviors, and communication styles. Understanding these personality types can help improve communication, collaboration, and overall team dynamics. Here's a detailed explanation of each personality type:Monkey Personality TypeMonkeys are outgoing, energetic, and social individuals who thrive in dynamic environments. They are often spontaneous and love to have fun. Monkeys are known for their exceptional communication skills, creativity, and enthusiasm.StrengthsExcellent at building relationships and networkingAdaptive and flexible in different situationsQuick thinkers and problem solversMotivational and inspiring leadersWeaknessesMay struggle with attention to detail and organizationCan be impulsive and make decisions without thorough considerationMay be easily distracted and have difficulty focusing on one taskKoala Personality TypeKoalas are nurturing, empathetic, and supportive individuals who prioritize harmony and cooperation within the team. They are excellent listeners and are often the peacemakers in group settings. Koalas value emotional connections and have a strong sense of responsibility towards others.StrengthsHigh emotional intelligence and understanding of others' needsExcellent mediators and conflict resolversDependable and loyal team membersCompassionate and approachableWeaknessesMay struggle with assertiveness and setting boundariesCan be overly sensitive and take criticism personallyMay avoid confrontation and conflict even when necessaryOwl Personality TypeOwls are analytical, detail-oriented, and methodical individuals who enjoy problem-solving and deep thinking. They prioritize accuracy and logic in decision-making and are highly organized. Owls are observant and prefer to have all the information before taking action.StrengthsStrong critical thinking and analytical skillsOrganized and systematic in their approachValue accuracy and precision in their workExcellent at identifying patterns and making data-driven decisionsWeaknessesCan struggle with adapting to change or dealing with ambiguityMay come across as overly critical or rigidMay be less expressive or emotionally available in team settingsLion Personality TypeLions are assertive, ambitious, and goal-oriented individuals who are driven by achievement and success. They are natural leaders who take charge and are confident in their decision-making abilities. Lions are highly competitive and excel in high-pressure situations.StrengthsStrong leadership and decision-making skillsGoal-oriented and focused on resultsExcellent at strategizing and setting a clear vision for the teamResilient and able to handle high-pressure situationsWeaknessesCan be overly dominant and controllingMay struggle with empathy and understanding others' emotionsCan be impatient and intolerant of perceived inefficiencies or weaknesses in othersBy understanding the Monkey, Koala, Owl, and Lion personality types, you can help your team members better understand their strengths and weaknesses, adapt their communication styles, and work more effectively with others. This knowledge can ultimately lead to a more harmonious and productive team dynamic.Prompt 007I have 25 interview questions for each of these positions but I have a new problem now. I need to be able to sort and identify people who apply without knowing what position they want, and I want to be able to sort them into these 50 positions. Can you send interview questions that help me identify which possible job may be good for the people interviewing if I don't have any data on them. I have listed the preferred personality types for each job position based on our research. Our goal is fair and balanced and equal opportunity hiring, but we do want the best people.Antonio wants legendary hiresAntonio built an invisible person that answers the 25 questionsIf you score at least 20 out of the 25 questions, you fitSample of a Job PositionChief Sales Officer (CSO)Job Description: The CSO is responsible for driving revenue growth, defining sales strategies, and overseeing the sales team to achieve their targets.Characteristic Traits: A successful CSO should have a strong sales background, excellent negotiation and persuasion skills, and the ability to inspire and lead a sales team. They should be target-driven, results-oriented, and possess a deep understanding of their industry and customers.Personality Traits: A combination of Lion and Koala personalities would be ideal for this role. The Lion personality type brings assertiveness, decision-making capabilities, and strong leadership skills, which are crucial for driving revenue growth and managing the sales team. The Koala personality type contributes empathy, excellent listening skills, and relationship-building abilities, which are essential for understanding customers' needs and fostering long-term connections.Interview Questions:Can you describe your experience with driving revenue growth and leading a sales team?How do you stay up-to-date with industry trends and developments that impact your sales strategy?Can you provide an example of a time you successfully closed a high-value deal or achieved a significant sales target?How do you approach developing and executing sales strategies that align with your organization's overall goals?How do you balance short-term sales targets with long-term strategic objectives?How do you foster a culture of high performance and continuous improvement within your sales team?Can you give an example of a time you had to adapt your sales strategy due to unforeseen challenges or changes in the market?How do you approach managing a diverse sales team with varying skillsets and expertise?How do you communicate your sales vision and objectives to your team and other stakeholders?How do you prioritize sales projects and allocate resources within your team?How do you ensure that your sales team understands and effectively communicates your organization's value proposition?Can you provide an example of a time when you had to make a difficult sales decision with limited information or data?How do you approach developing and mentoring emerging sales leaders within your organization?How do you handle a situation where a key stakeholder disagrees with your sales approach or decision?How do you manage your own stress and maintain work-life balance in a demanding sales leadership role?Can you provide an example of a time when you collaborated with other departments to drive growth and achieve organizational goals?How do you foster a culture of diversity, inclusion, and equal opportunity within your sales team?How do you approach assessing the performance of your direct reports and providing feedback?How do you manage change within your team and organization, and can you provide an example of a time you led your team through a major change?Can you share an example of a time when you had to take a calculated risk in a sales situation and what was the outcome?How do you measure the success and impact of your sales initiatives?How do you approach customer segmentation and targeting in your sales strategy?How do you ensure ethical practices and corporate responsibility within your sales efforts?Can you describe your negotiation style and how you adapt it to different situations and customers?What is your vision for the future of sales within this organization, and how will you lead your team towards achieving that vision?Support this podcast at — https://redcircle.com/the-secret-to-success/exclusive-contentAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy
As companies struggle to replace staff of all skill levels, is there a group of potential workers being overlooked by employers because they don't fit the traditional mold? Bernard Hickey talks with Autism NZ CEO Dane Dougan about the benefits that come with hiring people with autism and what employers can do to make their workplace safer for autistic staff members. Learn more about your ad choices. Visit megaphone.fm/adchoices
Sean's Bio:I graduated from the U.S. Naval Academy in 1992 and served in the Navy for twenty years as a surface warfare officer. My education in financial planning began in the spring of 1994 when a Naval Academy classmate who cared enough about my wife and me to not take no for an answer told us, “We're going to dinner Wednesday night.” Tom routinely chose great restaurants, so we showed up at the appointed place and time without discussion or complaint.Dinner was unremarkable. Fixed menu rubber chicken fare. Perfectly adequate, just not the over-the-top good stuff we were used to Tom picking out. But the seminar given during dessert changed our lives. In less than sixty minutes, we were shown the simple outline of a financial plan to get us moving in a sustainable fashion toward a comfortable retirement. And afterward, Tom introduced us to the man who would be our agent for twenty years. Dave helped put us on our path to financial independence in 1994 and helped us make the adjustments along the way to keep us on it. And when I retired after twenty years of Navy service, he mentored me into the financial services business.Among dozens of things Dave taught me over twenty years, two of them were critically important. One of them was the sort of product knowledge that got me credentialed and sufficiently competent to help others identify their own goals for financial independence. Far more important was the spirit of service he exemplified every day. Lots of people talk the “client always comes first” talk. Dave walked it, being just as candid with us when we were on track as when he thought we were getting ready to make a mistake. And we always felt his recommendations were in our best interests. It wasn't just that his interests were secondary. They didn't enter into the conversation at all. It was in that spirit that I got licensed in 2013 to help families plan for their own sustainable financial futures.My wife Jennifer and I have been married since 1992. When I retired, we decided to put down roots in Chesapeake Virginia, in the community where we have owned a home since 2001 and, when not stationed overseas, raised our three daughters.Social:https://www.linkedin.com/in/sean-gillespie-1801316/
Diversity, Equity, and Inclusion (DEI) are key issues that most nonprofit leaders are discussing. When looking at the Inclusion aspect, there is one group ...
I’ve seen many orgs struggle with hiring practices when it comes to recruiting and retaining people of color. First, let’s […]
TOPICS: Interviewing and hiring people Lasers! Bambu 3D printer Shipping processes and job turnover Willemin and oil
As an entrepreneur, you have many tasks to juggle, and outsourcing some of them can help you focus on growing your business. In this podcast, we'll discuss the top 10 jobs you can outsource from the get-go and as you grow in your business, and i'll also give you examples of how outsourcing can benefit your business, as well as an estimate of how much each service may cost. Favourite Takeaways from the episode: The top 10 jobs that you can outsource from the get-go in your business Why outsourcing is so important for business growth How to determine when it's the best time to outsource The difference between hiring a consultant or hiring an employee Why you would want an outsourcing strategy and the value it brings The top 3 things I have learned from outsourcing Check out the SHOW NOTES for more information!Resources: Join the SPRINT CLUB HERE Join the FRIENDS CLUB to get exclusive access to bonus episodes, freebies, tools, tips, and resources to empower you to scale in your business and home life. Check out FIVERR Get started with HELLO AUDIO today! If you enjoyed today's episode, please: Share with friends Leave a review on Apple Podcasts Subscribe to catch the next episode About the Host: Meet Toree McQueen, a realtor, entrepreneur, serial just do-er, podcaster, mother to 4, and a bold dreamer always on a mission. Tune in weekly to hear about how to run a business and a home life, how to scale and grow, and parents who are leading the way in entrepreneurship! Connect with Toree: Instagram @workbetterpodcast https://www.toreemcqueen.com
In this episode of Talking Talent with PeopleScout, we're focusing on the importance of hiring people with disabilities and how you can create and execute an effective program that serves candidates of all abilities. The week of March 13 is Neurodiversity Celebration Week, challenging stereotypes and misconceptions about neurological differences in transforming how neurodivergent individuals are perceived and supported. It's a week to recognize the many talents and advantages of being neurodivergent while creating more inclusive and equitable cultures, and employers have a role. While not all people with disabilities are neurodivergent and not all neurodivergent people have disabilities, it is important for employers to understand how to best support these candidates and employees. Joining to discuss this topic is Tim Powell, PeopleScout managing director of APAC.
Join Hannah Olson and host, Harper Spero, for a special IG Live event on February 8th at 12:00pm EST! Follow @madevisiblestories on Instagram to tune in. When employers come to Hannah Olson and ask her why they should hire people who have chronic illness, she has a lot to say. Hannah is the founder is Chronically Capable, a platform that connects people who are chronically ill or disabled with meaningful remote work. On today's episode, Hannah and I talk about what it was like to balance her first post-grad job with managing Lyme disease, why the year 2020 looms so large, and what makes people with chronic illness so well equipped for the workforce. This episode previously aired on November 5th, 2019. For more information about Hannah and hiring people with chronic illness and disability, visit our website at madevisiblestories.com/podcast This podcast aims to change the conversation around invisible illnesses and we need your help! Help support our mission by leaving a review and sharing this episode! Please note: This podcast is intended to provide information and education and is not intended to provide diagnosis, treatment, prevention, cure, or guarantee. You should consult with a licensed or registered healthcare professional about your individual condition and circumstance. Join the conversation and connect with us online! Website: madvisiblestories.com Facebook: madevisiblepodcast Instagram: @madevisiblestories LinkedIn: madevisible Lily CBD's hemp-based CBD oil offers an alternative way to nurture yourself, and can be especially beneficial for relieving anxiety and inflammation. Because Lily CBD focuses on small, single-farm harvests, more nutrients are able to make their way into each bottle. Think of it like a glass of beautiful natural wine from a small family vineyard. Visit lilycbd.com and use code madevisible at checkout for 15% off. – Podcast Editor & Strategist: @episodeready
Oftentimes, when FinTech startups receive funding, they spend a lot of it on hiring new employees. During this episode, I explain the numerous negative consequences of growing your team before your company is ready for it. If you found value in this episode, I would really appreciate if you could leave a review! My mission is to help and support as many FinTech startups as possible, and when you leave a positive review, more people can find this podcast and help their companies! If you are on Apple, just click here to review, select “Ratings and Reviews” and “Write a Review” and tell me what your favorite part of the podcast is. Today's episode: [00:50] What many FinTech startups do when they receive funding. [01:13] The numerous problems that are associated with hiring people in a hurry. [04:21] A common occurrence that takes place when experienced people join a less mature team. [05:43] What often happens when people aren't 100% occupied at work. [06:10] Complaints that are likely to arise when startups hire people before they need them. [07:02] A commonly-held false belief about growth. [08:11] Why needing an expert is not a good reason to hire someone. [09:19] The three factors that lead to the growth of FinTech startups. [10:52] The correlation between knowledge and risk-taking. [11:15] What is required of FinTech founders when they are trying to grow with a big team. Show links: Interested in FinTech compliance? - consider investing in the FinTech Compliance Self-Starter Package! I would love to invite you to sign up for my newsletter. If you are interested, please click here.
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It's been a long year for most of us, especially for Kendra Perry and her business, but it's certainly been a year of growth. Today, Kendra shares three painful lessons she learned this year in the business, both in revenue and in terms of professional and personal perspective and practice. Because really, you can reach a point where you think you know enough, and that's exactly when you're going to be proven wrong in your face. Tune in and discover how Kendra learned the hard way - what she learned while she felt stuck, frustrated, and overwhelmed to a point where she almost wanted to burn her business to the ground, so you hopefully won't have to anymore. Blog post:https://kendraperry.net/episode151Love the show? Subscribe, rate, review, and share! https://kendraperry.net/
On this episode of Better, Irma Olguin Jr., co-founder and CEO of Bitwise Industries, talks about how to remove barriers from diverse hiring, and why you should hire someone you want to hang out with vs. hiring for their experience. She discusses why you shouldn't take a “No” from someone who can't give you a “Yes” in the first place, what makes her relationship with her co-CEO work, how mediation has been transformative, and her favorite thing she does for her employees.
Miami Dolphins Tales From The Deep A two-time First Team All-American at the University of Florida, Mike Pouncey appeared to be a can't-miss prospect in the 2011 NFL Draft, and proved to be exactly that after the Miami Dolphins selected him with the 15th overall pick. Pouncey would go on to start all 16 games during his rookie campaign, and earned three Pro Bowl nods over the course of his seven seasons with the Dolphins, twice at center and once at guard. Pouncey played out the final three seasons of his professional career with the San Diego Chargers, where he made another trip to the Pro Bowl in 2018. Making his second appearance in The Fish Tank, but his first without twin brother, Maurkice, Mike reveals how the Pouncey brothers went on a journey to transform their bodies in retirement and were able to lose nearly 60 pounds each (2:16) while also discussing the factors that led the twins to retire together (9:10). Mike gets sentimental when remembering former Fins Head Coach Tony Sparano (19:44), explains why group success as an offensive lineman far outweighs individual accolades (22:36), but does share how meaningful it was to make the Pro Bowl as a guard in 2014 (25:17), and to fulfil a lifelong dream of playing next to his brother at the highest level (29:25). Finally, the older Pouncey brother discusses their pursuit of success with several business ventures (30:08), his obsession with tattoos (33:06), and closes out the interview with the Two-Minute Drill (36:10). Contributors to this episode include Sean “DJ Prec” Todd and Dolphins Productions. Theme song created and performed by The Honorable SoLo D.See omnystudio.com/listener for privacy information.
In this episode, I'll talk about what are the things you should do to 10x your Digital Marketing Agency. Find out what to consider when building your own marketing team, and why developing the right company culture is a must! TIME-STAMPED SHOW NOTES: [00:00] - How to 10x Your Digital Marketing Agency in 2022 [00:20] - Hire experienced people that can commit to the vision of your Marketing Agency [01:37] - Building and developing the right company CULTURE [03:12] - How to run your business in an operating system? [04:08] - Is Linked In good for HIRING PEOPLE? [04:55] - Build your own Media Company [06:30] - “Under promise and Over deliver” is the best customer retention strategy! [07:53] - Before expanding, focus on one service that you're really good at! [08:46] - Focus on your marketing niche to stand out Leave Some Feedback: What should I talk about next? Who should I interview? Please let me know on Twitter or in the comments below. Did you enjoy this episode? If so, please leave a short review here Subscribe to Leveling Up on iTunes Get the non-iTunes RSS Feed Connect with Eric Siu: Growth Everywhere Single Grain Leveling Up Eric Siu on Twitter Eric Siu on Instagram
We recorded part of today's conversation on Thursday, September 22, 2022, with Ellie Williams Tahmaseb, Marketing and Public Relations Manager at NW Works, and Mark Wafer, a disability advocate and former owner of 14 Tim Horton restaurants. Mark was slated to be the keynote speaker for a disability employment conference on Monday, October 17, 2022, hosted by NW Works. The conference was canceled on Tuesday, September 27, 2022. The conversation we originally had is full of great information, so we decided to keep as much of it as we could. Today's show is a combination of that conversation as well as an additional chat that took place with Ellie on Wednesday, October 5, 2022. In addition, I've included the entire transcript of our conversation below as well. Reach out to NW Works via their website: https://nwworks.com/ and follow them on Facebook. janet: Hello and welcome to the Valley today. I am your host, Janet Michael, before we jump into the weeds with our conversation today, I wanna give everyone who's listening a little bit of background, so we recorded part of today's conversation a couple of weeks ago. I'm on the screen for a second time because she's so gracious to give me more of her time. Ellie Williams Tahmaseb is here with me. She's the marketing and public relations manager at NW Works. We talked a couple of weeks ago, Ellie, you joined me on the screen along with Mark Wafer. And Mark is a disability advocate and one of my favorite things, former owner of 14 Tim Horton restaurants, which makes him very near and dear to my heart. We were talking because he was going to be coming to town for a conference, a disability employment conference that NW Works was putting together that was supposed to happen in a couple of weeks. That has changed, but I felt like this information was still valid, good information that we needed to get out to employers and to the community. So thank you for coming and talking about it. Outside of conference terms, I appreciate your time. ellie: Very happy to be here, Janet. Thanks for being flexible as we kind of figure out this, new path forward. janet: and you were telling me before we just started recording that October is National Disability Employment Awareness Month. So of course we had to make sure we were able to use this conversation in some way shape or form. ellie: very timely. That's what we strive for. janet: you're not having the conference now, but that doesn't really change anything from the perspective of the services that you offer and the need for employees that are available through NW works through a whole host of other types of organizations that offer employment opportunities for people with disabilities? ellie: Definitely. Even with the conference being canceled, we still see a huge need in our community, both on the employer side, so many people are hiring right now, and on the adults with disabilities side, we have, One in four Americans practically has a disability of some sort. In Virginia that's a little bit lower in West Virginia, that's a little bit higher. but really, so many of us know adults with disabilities, children with disabilities, adolescents with disabilities, and the services that we offer at NW works really focus around employment, community engagement, and ensuring that adults with disabilities have an opportunity to build a meaningful community-based life, whether that's through employment and working for local businesses, or that's through community engagement, volunteering with local nonprofits and things like that. But really just making sure that folks are integrated and have as many opportunities as they want because. Just like anyone else, adults with disabilities deserve to have as many opportunities as possible. janet: It was a really good conversation that we had with Mark, and that's gonna be interspersed throughout the conversation that we're having now. But there were a lot of things that he said that I knew, but coming from him. It made so much more sense. It really was an eye-opening conversation that we had with him. ellie: Absolutely. I think there are a lot of myths around disability employment, right? People think that adults with disabilities might not be as productive, attendance will be an issue, transportation, and also just people are sometimes uncomfortable around disability. They don't know how to talk to folks with disabilities. They might feel afraid, they might feel shameful about the fact that they feel uncomfortable. And so these were all things that we were going to be addressing in our conference. And we still want to make that available to folks. So we're sort of figuring out a path forward in terms of getting that information out to folks. But, our agency does this year-round, We don't just do it in October. Although we would love for more folks to get involved in National Disability Employment Awareness Month, there is such a need in our community. And like I said, these services are available year round. We offer information for employers. We offer information for families. We offer information for individuals with disabilities. We offer job coaching, which is a no-cost solution for employers who perhaps don't know how to interact with folks with disabilities or for individuals who need a little bit of extra support on the job. And so that's something that we offer, and again, it's no cost to the employers. So really there's nothing but benefits when they choose to hire folks through our agency or agencies like ours. janet: Mark, we won't keep you, I promise you can get back to your conference. mark: Oh no. I'd rather stay here. Trust me. I love your background there with all the coffee. janet: Thank you. I thought with your background at Tim Horton's, you of all people would appreciate my coffee background. mark: Actually, coffee has been a topic of discussion all day today because in the morning break, the hotel forgot to put coffee out. So we got 450 delegates, who really did need caffeinating and, no coffee, so that didn't go over too well. So it has been a topic all day. janet: I catch a fair amount of grief from people for the amount of coffee I drink, and when I go to things that are all day, they get a little annoyed with me that I have to leave to go get more coffee if they don't provide it throughout the day. So Ellie, let's start with NW Works. For someone who isn't familiar with the organization here in Winchester, tell me a little bit about NW Works and the services that you provide. ellie: NW Works as a nonprofit organization here in Winchester. We've been around since 1970 and our goal all along has been to help adults with disabilities to gain and maintain meaningful employment. That has shifted over the years from in-house work here at our location to now most of the folks that we serve actually work in the community at what we call competitive integrated employment, which is a fancy term for just employment that anybody else would hold. Working in the community alongside disabled and non-disabled individuals with no barriers, no stigma, and being paid fairly just like everybody. So that's really our focus and we've been doing that, like I said, since 1970 all over Winchester, but also more broadly through Virginia, West Virginia, and Maryland. janet: And you serve a wide range of people with disabilities, Male, female, young, old, it runs the gamut. ellie: We serve folks predominantly with intellectual and developmental disabilities, but we also work with individuals who have physical disabilities. Folks who may be blind or vision impaired, folks who may have spinal injuries. If you have a disability, we wanna find a way to help you. janet: Tell me why this conference, the disability employment making the business case, was something you felt like NW Works needed to bring to the public. ellie: We've been doing this since 1970, we really have seen the whole range of responses from society about disability, employment, and really disability inclusion in our society. We know that about one in four Americans has a disability and really we're sort of all on the path to, at some point in time, having a disability of some form, as we age, accidents happen, things like that. So this is a huge portion of the population that's being left out of the workforce, whether that's intentionally or unintentionally. And a lot of these folks want to work just like anybody else. So we really recognize that there is a huge barrier and part of that barrier is that employers may feel uncomfortable or may not know how to interact with individuals with disabilities. They may be nervous about interviewing a candidate. They don't know how to act, they don't know how to talk about disability. and we really want them to understand that those fears, concerns, can be alleviated. We also want them to know that there are so many different incentives to hire individuals with disabilities, from tax incentives, from the government to, job coaching and free vocational rehabilitation services. Again, through the government, through agencies like NW Works. So there are plenty of ways that folks can actually make those hires and include folks with disabilities and they don't have to be huge, costly endeavor. janet: Mark, when you participate in conferences and meetings like this, what are some of the big misconceptions that people ask you about over and over again that you wish you could just address and they wouldn't keep coming back up again? mark: That's a great question because we do see the same concerns come up, the same questions, based on fear. It's all based on fear. So Ellie, very eloquently, spoke about the fears that business owners have. It's real. 25% of the population, globally is disabled. And you look at the unemployment rates it's as high as 70%. Most countries have statistics around 50% but that doesn't include anybody who has not had marketplace attachment. So if you've never worked, if you've never paid taxes, you can't be counted in unemployment numbers. So that number anecdotally is probably closer to 70%. You put that into perspective, the highest that the unemployment rate went through North America was 1933 during a Great Depression, and it was 24. So here we are, people with disabilities. One in every four people in North America living a perpetual depression because they can't find work. And that comes down to stereotypes, the myths and misperceptions that business owners largely believe in wholesale. People with disabilities, they are gonna be slower, take more time off, they're gonna be sick more often. Expensive accommodations. Businesses believe that it costs 15 to $20,000 to accommodate somebody with disability. No, it doesn't. Most people with disabilities don't even require an accommodation, and the average cost is somewhere between four and 500 if they actually need it. What we need to teach employers is that you're already accommodating everybody. Everybody, every person who worked for you, accommodating them in some way. So its not this big mystery, but what we have to do is we have to change the approach. Up until recently, the approach, especially for people with intellectual disabilities has been one of charity. You approach an employer, you target their heart strings and they find a job for person. That's not a sustainable plan. In some jurisdictions, like where I live here in Ontario, we have an accessibility act. And so sometimes we look at policy and say to employees, Oh, by law you have to hire people with disabilities, that doesn't work. But if we can appeal to employers into something that they understand, which is profitability, which is bottom line, if we can appeal to them on that, then you've got a chance of opening the door. And what I mean by that is appealing to the cost cutting. Ellie mentioned incentives. There are some incentives, but those are American centric. You won't see that elsewhere in the world. But use the statistics from my business, statistics from companies in the United States like Pepsi, DuPont the paint maker, who have built capacity of people with disabilities. And so they have these statistics now. For example, absenteeism rates are much lower if you have workers with disabilities, they're sick less often. They take less time off. They're late less often. The reason for that is because it takes so long for them to get a job. The job is now precious and they'll do everything they can to make sure that the boss doesn't think I'm coming in late every day. mark: The safety rating increases. If you take a person like me, deaf, I've been deaf since birth. I'm more aware of my surroundings. Of course in the workplace, that means I'm a safer worker. So when you build capacity, safety ratings, get better. And of course there's a cost associated with that. Innovation factor. You got an innovation factor. People with disabilities like myself, I do things differently every day. You probably wouldn't even notice it, but there's certain nuances of what I do that's different and it's different problem solving skills that creates innovation, not just hiring smart people. People who have different problem solving skills. mark: So if you built capacity in your business with that, then you have a more innovative workforce. And then for some employers, especially retail, who want to get a big savings is employee turnover. If you built capacity with people with disabilities, you typically have a much lower turnover than somebody in the same business who hasn't. For us, it was a difference. So 100% in a typical, coffee shop to 40% in our coffee shops, and you can imagine, $4,000 to replace one entry level person and how much money I saved by having an inclusive workforce. And it's infectious too because, I've employed 250 workers with disabilities in 25 years, but at any given time, about 50 of my 250 workers had a disability. The 200 who didn't have a disability, they're turnover rate was 55%. So still half the norm because people, even people who are not disabled, wanna be included. They wanna be working in an inclusive environment, so it has a huge overall, improvement all around. So when we speak to employers like that, we say to them, Hey, you wanna make some more money today. Have you made enough money this week? Of course they're gonna say, tell me more. That's how you get them interested in, inclusivity. janet: I've had several conversations in the last few months with many of the economic development directors in and around our area talking about workforce development, talking about labor shortages, and a lot of things that they're hearing from employees and employers is not always about the paycheck, but it's some of the things that you're talking about here. Inclusivity. They wanna work for an employer that they feel like includes everyone. This checks so many boxes that could eliminate other problems down the road. mark: We also have to eliminate the myths and misperceptions in the stereotypes. one of the things we did about 10 years ago is that – this is before everybody got a smartphone - we sent out a survey to 40 CEOs, and we asked them a series of questions. One of the questions was how large is the disability community in Canada? The real answer is 23.4%, the average number that came back from those 40 CEOs, the average number that came back was 1%. Here are people who set the tone and set the intent within a corporation who believe that only one in a hundred people in the community has a disability. So we've gotta knock down those misperceptions. It's the same with the one I told you about with accommodation. $15,000 when the reality is about 400 bucks if they actually need that. Touching on the labor shortage, most developed nations in the world have a very serious labor shortage. Some countries more than others. mark: In Canada, we were heading for this for the last 15 years, so the pandemic has just made it worse, but it was inevitable. We've got an aging population. We have a small population. Population of Canada is about the same as the population of California, for example. We have a vast country. We don't have very many people in it. The infrastructure to bring people from other countries – immigration - we can't go beyond 275,000 people year yet we have almost a million and half jobs that can't be filled. So we've got an untapped labor force. We've got 5.6 million Canadians who are disabled. At least 70 to 75% of them can work, but they're not working only because they have a disability. So we've gotta change those attitudes. janet: Ellie, I think here in our area, it would really kind of have a snowball effect. When you have three or four businesses like Trex for example, that brings in a group of disabled workers and talk about it. I think that's where we sometimes fall down. They're doing it, but they're not telling anybody about it and how easy it was and busting some of those misconceptions. You need more people to do it, and then more people to talk about how seamless it was. ellie: Absolutely Janet, Trex is already doing this work and are able to talk about this. Because we know that our business leaders, our hiring managers, our HR professionals, they wanna hear from their peers. Mark is one of their peers. He is a former business owner. He gets it. He understands the turnover rates and the needs and the cost of hiring and things like that. His case is gonna always carry a little bit more than ours as a nonprofit will. And I totally understand that. And Janet, one thing I do wanna add is that when Mark and I talk about disability in this context, we're talking about it in the Americans with Disabilities Act framework as opposed to the Social Security framework. So these are not necessarily folks that are receiving disability benefits from the government, but who have a documented disability by a medical professional. So that's just a little clarification. janet: I think that's one of the confusing parts as well when you're talking to employers is they're not even sure what the actual definition of a disability is and who they can and cannot hire if they were willing to do so. mark: Employers learn. Employers learn. You learn by making mistakes and that's okay. In Canada, you're not allowed to ask if they have a disability. It's against the law. If you're doing an interview and a person has not self-identified as having a disability, by law, you can't ask them. But what we used do, we used to say in the first interview, we used to say, “You are going to be working with a large group of disabled workers. How do you feel about that?” So the response, typically, the response typically is, “Oh, that's great. my brother's in a wheelchair, my aunt's blind, my sister, my, my cousins …” And so you really get a sense of whether that person is gonna fit, be part of the family in the restaurant. We do the same again when we're promoting because we normally promote from within. And most of my managers started off as entry level positions, “You are going to be managing people with a disability. How do you feel about that?” And it's so rare that we would have a negative response. We did, but it was very rare that somebody would give you a negative response. That's the tone and that's the intent. I'm setting it. I'm the owner of the business. I'm setting that tone of intent so everybody in that management team knows this is how we operate. To your point about a snowball effect, we had a tremendous amount of success even by the late nineties. We had a tremendous amount of success and we were getting quite a bit of media attention for what we were doing. And I received a phone call from a gentleman who owned an independent grocery store in a small town, about an hour away from me, and he says, “Mark, I saw what you're doing. I can't get staff. The town he lives in is sort of a resort town, and so people only came in the summer or Christmas, and so he couldn't find workers for this store. He says, “How do I go about hiring somebody with disabilities?” So I put him in touch with a local agency similar to what Ellie and her people do. mark: He hired one person. After a couple months, that person was his best employee. He started hiring more people with disabilities. It became so important to him that he started talking about it. He's a golfer and every time he played golf with local business people, he would say, “You need to do this.” So the hardware store, the liquor store … so that's what happens. The other point that's important, and Ellie touched on this, my voice carries more than Ellie's does on this subject at the business level because businesses speak to each other. They speak the same language, peer to peer. I'm just a small business owner, but I could sit in a room with the CEO of General Motors, for example, and we could have a conversation that would make sense where with the social service sector, that's really not gonna happen. Businesses like mine are scared of people like Ellie. Not really Ellie. But yes, we're scared of people like you. Cause we don't know. We don't understand. We don't know what makes you tick. And when you come to meet with us and you've got these ideas - which are brilliant – we're just thinking what's this gonna cost me? I don't trust this person. But when it comes from me, oh, this makes sense. Mark's talking about making more money. Wow. I really have to listen to this. So that's why it's so important that when Ellie put this conference together, that she's bringing in someone like myself or others who have done this and talk about it from a business point of view. janet: And this isn't something that is only meant for large companies and large industries. I know Trex was going to be someone who spoke on one of the panels that you were intending to have, but it's not just companies the size of Trex. There are a wide range of businesses in our community right now that are employing people with disabilities. ellie: Absolutely. We have everything from Acorn Behavioral Health has our folks there. We have folks with Martins. They have been a great partner for us. Monoflo Melnor, Oak Stone Pizzeria has a young gentleman working there. Pho Bistro in Creekside, which actually used to be Firefly, so it's a perfect pairing; they've had a gentleman who worked at Firefly working at their location since they opened practically, so really it's not just the big names, but everything from small mom and pop shops to large organizations can benefit from employees with disabilities. janet: Do you find, Mark, that you have to talk to your smaller businesses in a different way than you would some of your larger businesses and industries like Trex? If you are talking to a mom and pop place that maybe only has 10 employees or even five or six, do you have to come at that from a different angle or with different information? mark: Not really. The conversation is the same. The conversation about the value that a person with a disability brings to the workplace is the same. But the changes they can make much quicker in a mom and pop. For example, I can have a meeting with my manager and say “You know what? Monday morning we're gonna start this. This is what we're gonna do Monday morning.” And on Monday morning it happens. When the General Motors CEO says “We're gonna start this Monday morning.” That's not gonna happen, right? So the conversation doesn't necessarily change, but the speed in which you can see change. What we're looking for here is a culture shift, looking for a culture shift within the workplace. And we're seeing it already. mark: When you go back 20 years, 30 years to when I first started my business, and I hired the first person with a disability - someone with Down Syndrome - I was a franchise business. The franchise, my area manager, they said “What are you doing? What are you doing? The customers are gonna, the customers are not gonna like this. This is crazy. And you hire somebody with Down Syndrome, how could he possibly sweep the floor and do it right?” and I said “Watch. Watch. Think about who you're talking to. Cause I'm disabled.” But they hadn't thought about that. And that young man that I hired, Clint Spurling, the first one was the first day I was in business. He was by far my best employee by far. He came to work early, he wouldn't take a break and we couldn't get him to go home. He always had his uniform on on the bus so that everybody knew he worked at Tim Horton. Those are very valuable stories. But then when I tell people that, when I tell employers, “Hey, I made more money too.” Wow. Okay, now we've got an audience. janet: And Mark brings up a good point. Ellie, when you talk about the public facing part of this. For several years, NW Works, operated the Firefly Cafe, in Creekside. I can't ever remember in all of the times that I was there for breakfast or lunch or to grab a coffee, anybody ever being uncomfortable with the staff that you had there. I think that's a misconception that is way blown out of proportion on the public side to an employer side. ellie: Absolutely. I think that the Firefly Cafe is a perfect example, Janet. We had folks there with all manner of disabilities, visible and invisible. And the folks that were coming, our customers, they knew that about us. So they were sort of, in a sense, self-selecting, right? They were comfortable. They supported the work we were doing. But my favorite time was when people who had absolutely no idea who we were would stop in. Probably because they were looking for something to eat, they'd just gotten off of Interstate 81, and they just happened to walk into the restaurant. Those were the folks that really would contact us, leave reviews saying, I'm so grateful you're doing this. I had no idea. but I think that gives us a really good indicator that the public is comfortable with this or is more comfortable than employers perhaps think that they are. They want to support businesses that are diverse and inclusive. I think there's a huge cultural shift going on right now with a focus on diversity, equity, inclusion and belonging - these buzzwords that are going around so many major companies - and disability is diversity and it's not something we always think of. But it really is, I think a societal attitude. There are certain facets of disability that we have societally deemed acceptable, right? You're wearing glasses, Mark is wearing glasses. I'm wearing contacts. I can't really see without my contacts - that impacts my daily living. That could be in the grand scheme of things, a disability, but we socially don't consider it. We've made it acceptable to wear glasses, even people who don't need glasses wear glasses. So really it just takes that cultural shift and I think that what companies will see is more consumers are happy to hear about these things. They're happy to know that the companies they support are inclusive and are giving back to the community and are giving people an opportunity who absolutely deserve it. janet: Mark, you were talking about bottom line and decreased cost. Marketing is a huge piece of some businesses' bottom line. And when you are making a shift like this and people want to see it, and they're behind you a hundred percent, you're gonna get more customers, you're gonna get more sales, you're gonna have more people frequent your business if it's retail or food service because you are doing something they believe in. So it's a whole ‘nother dollar sign when you're looking at that pros and cons list. mark: Absolutely. Marketing and merchandising is huge. When I'm speaking, in my presentation to business owners in that room, they would say, Well, you know what, my, my restaurant, I don't see disabled people. I don't think I need to spend the time with this.” Even though it's one in five, heading to one in four, you still have those business owners and I see them reaching for their phone before I'm finished and all that. And I hit them with this statistic. If you take the 23% of Americans, that have a disability, and you add in a direct family member, so mom, dad, brother, sister, a son, daughter, you're at 68% of the American population. 68% of Americans either have a disability or they have a loved one at home with a disability, and that's a number that no business can ignore. You see them in the room pick up their phone. I'm just finishing up and they go, “Hey, wait, what? Wait, hold on. Ok. This changes everything,” because they realize when it comes to sales and transactions that seven out of 10 people coming into my store are either disabled or to have a loved one at home that's disabled, this is impactful, maybe I really should have a ramp into my restaurant. I make more money. yeah, it's important. janet: And that statistic doesn't even include people who have friends who went to high school with somebody. All of the ancillary connections that we have that are not in our immediate family, you're probably pushing that statistic closer to maybe 80 or 90%. mark: probably a hundred. Yeah, probably a hundred. I mean, who, who amongst us doesn't know somebody unless you've been living in a cave for the last 25 years, we all know somebody. Even famous people, you know somebody on TV who has a disability. Everybody knows somebody. janet: Ellie, in a perfect world, give me a list. You don't have to call out specific business names, but tell me who you would love to fill a room. ellie: Anybody who's making a hiring decision, whether that is a hiring manager or somebody in HR. Because if you are in HR and you are screening individuals, if you're not reaching candidates who have disabilities. If you're not intentionally saying that in your job applications - that you are a company that values diversity and includes and invites individuals with disabilities to apply - you're missing a huge portion of the population. So really anyone who's involved in hiring we want to give you the training. We wanna give you the tools to be successful ultimately. We're just one agency. There are competitors of ours that serve other folks in our area. I don't care. I want you to come to us or go to Blue Ridge Opportunities or to go to Echo or First Choice or any of these other agencies in the Commonwealth because the ultimate goal here is to get more meaningful employment for folks with disabilities. janet: Mark thank you for taking some time out of your day to have this conversation with me. I do appreciate it. mark: My pleasure. Thank you. Thank you, Janet. Take care Ellie. janet: So for someone who's listening and is thinking that a lot of what they've heard today makes a lot of sense. What is the next step? How do they start the process? ellie: If they are in the Winchester area, they can contact us and we would be happy to talk to them about what their needs are as a business and who we might have available to partner with them. If they're not in our area - you've got listeners further down in the valley - there are other organizations similar to us. So really what you want to look for is an employment service organization. You can also search for things like disability, employment organizations. Those terms will really help you find an agency. ellie: If you still can't find anything, you can always reach out to the Department of Aging and Rehabilitative Services, DARS, because they are one of the agencies that we work very closely with. They're all over Virginia, so no matter where you are, they can help you out. janet: it's an easy process. I don't think we can say enough how simple it is. It's probably more simple than it is to actually hire someone that doesn't have a disability. ellie: Absolutely. You think about how much money you spend in the hiring process, between interviews, the amount of time it takes to get that position filled, how much you spend when the position isn't filled. And then how much it costs when you make a bad hire and you have to do it all over again. The benefit of working with an organization like NW Works is that we know the skill level of the individual. We do assessments ahead of time to make sure that they are able to do the work that you need them to do. And then again, we provide that job coach. So if you as a hiring manager are saying, I need this person to have skill A, B, and C. One, we can make sure that they have those skills. And two, we can make sure that they are doing the job the way you want it to be done. And we can make those adjustments in real time instead of saying, okay, I've got this employee now that I'm stuck with that doesn't know how to do this, doesn't have training. And we can even give training to companies to make sure that their hiring managers, their employees understand how to work with these individuals. Because really this is a relationship that we wanna build with our partners. It's not just that we're gonna drop in somebody and you're gonna be stuck with an employee that doesn't know what they're doing. They're gonna get training and we're gonna give you training as well. janet: I think the other part of that training is invaluable because like you mentioned earlier, so many times we all have our own preconceived notions or we are uncomfortable. I've talked to several guests when they've come from Blue Ridge Hospice. For me, it's talking about death. I don't know how to do it. I don't know if I'm being disrespectful. It just ties me up in knots when I used to have to talk to somebody from Blue Ridge Hospice and I have managed to get over that now, but they had to help me figure out how to talk and what to talk about and put those fears aside. It is exactly the same thing and the fact that you're willing to do that on the other end I think is just incredible. ellie: Absolutely. And we know that this is a barrier in place for people. And I think, when we talk about disability inclusion, it's not that different than any other form of diversity, equity, and inclusion work, in the same vein that you might need education and training about how to talk about and with members of the L G B T Q I A population, it's the same thing. Do I say this person is disabled? Do I say they have a disability? Do I say they're living with a disability? There's all these different kinds of interesting terms. And like any community, the disability community is incredibly diverse. Different parts of the community are gonna have different preferences around person first language, identity, first language, things like that. So really the training from our end is making sure that you as the employer know and feel comfortable in those situations - what information might be needed, what kind of accommodations might be needed. And so really that's what we want is that education for folks, because whether you hire through us or you hire a different person with a disability that doesn't go through an agency like NW Works, it's a win. That's success either way. There's a need for inclusive, competitive employment. ellie: That's the goal. So whether you go through us, you go through a competitor, I'm happy because now somebody is getting an opportunity for real work, real wages. janet: How do they get in touch with you? How do they reach out to NW Works? ellie: So Janet, if somebody wants to reach out to us, they can reach out via our website, which is NWWorks.com. They can send us an email through that or reach out to us on social media to get involved. That's gonna be the best way to contact us. janet: Thank you for meeting up with me a second time to fill in the blanks for what, hopefully now is a completed radio show! ellie: Absolutely. Thanks so much for your patience, Janet. I know it's been a, an interesting trip with us. janet: And it's a good opportunity for me to also remind everyone who's listening now that what you hear on the radio isn't always all of the conversation. So a lot of times, I have to edit because the radio has a limited amount of time that I am allowed to have on the air. The podcast doesn't have that limitation, so sometimes I don't always remember to mention because when I'm recording, I don't always know at the end of it whether I'm gonna run short on time. So this is a great opportunity to be able to remind people the entire conversation is on the podcast at thevalleytodaypodcast.com. You could go there and hear all kinds of things. There's probably stuff this past last week that didn't make it on air that you'll be giggling about because I thought, ah, maybe I shouldn't say that on the radio. That happens a lot, a lot more than people might think. I will be back, tomorrow. It is Tourism Tuesday, Old Town Winchester edition. So Alex Flanigan is gonna join me and give me a rundown on all of the really cool things that are happening in downtown Winchester. So meet me back here for that, just a few minutes after noon.
Katie has been Chief People Officer at HubSpot since 2017. She has helped the company grow to thousands of employees globally. Katie outlines her top priorities in today's uncertain macro environment — both for existing employees and for recruiting new talent. Must listen for any leader today!Conversation highlights: [01:40 - 03:04] What is happening in the talent markets given the macroeconomic environment[03:04 - 03:58] Is top talent pronounced more in one area or industry than another?[04:01 - 05:47] Three factors leaders should be thinking about in regard to existing talent inside their organization[05:56 - 08:32] Great storytelling is important right now especially, and the idea of cartoon clarity[08:33 - 14:05] Prioritization in the age of downsizing, focusing on what matters most[15:02 - 19:12] What people need to keep top of mind for their current team: transparency and communication around decisions[19:17 - 22:24] Switching gears to recruiting and new talent[22:26 - 24:52] Screening for adaptability in the hiring process[24:54 - 29:56] Creating culture after the covid new normal
In this week's episode, we are joined by Tonia Martinez. She is the founder of Career Transformations, a recruiting firm and outplacement provider that partners with organizations to hire the best possible talent. In this episode, we talked about the power of delegating tasks through great potential candidates that will help us save about 80% of our time.It was an amazing conversation with Tonia as we covered the following points:Starting a business right before the pandemic struckThe key to writing brief and concise job descriptionsWhy HR Departments are importantHow should companies take care of their employees?Reach out to ToniaSo if you're an entrepreneur who wants to learn more about delegation and how to find the right people and make them stay for your business, tune in to this week's episode because Tonia Martinez shared a lot of valuable insights you shouldn't miss!Like the show? Keep Katie running and show her your support!https://www.buymeacoffee.com/katiebrinkleyVisit Tonia's website: https://careertransformationsdenver.com/Email: info@careertransformationsdenver.comLearn more about Katie and Next Step Social Communications:Clubhouse: clubhouse.com/@katiebrinkleyhttps://www.nextstepsocialcommunications.comlinkedin.com/in/katiebrinkley Hosted on Acast. See acast.com/privacy for more information.
Business coach Clay Clark and NBA Great, David Robinson explains the importance of finding the right people for you and your organization.
A large percentage of the population is under-employed but wants to be a part of the workforce. I'm talking about people who have disabilities of all kinds. Although in some parts of the world there are discrimination laws aimed at protecting them, many are overlooked even though they would be perfectly qualified to be a part of the workforce they are trying to enter. What can be done? I know just the guy to ask and you'll get to hear from him shortly! Dr. Gil Winch (https://gilwinch.com/) is an organizational consultant and the founder of CY, an outsourcing services call center and for-profit business staffed and managed primarily by previously unemployed, severely disabled people and other marginalized populations. He's also the author of a great new book called Winning with Underdogs, due in September. So, listen in as Gil and I talk about winning with underdogs by hiring people who might be overlooked, but shouldn't be. Book Link: https://tinyurl.com/5cvnu5r6
Unemployment is low, and hiring is tough! There just aren't enough good people out there to hire! Yes, there is! They just happen to work for someone else right now! Why are you waiting around for them to come to you? You need to always be hiring, creating an amazing workplace, and looking in places others aren't. _______________________________ The Badass Business Owner Podcast - TIPS for RUNNING A PROFITABLE SMALL BUSINESS _______________________________ Want to Help Support the Channel? Check Out the Badass Business Owner Tip Jar _______________________________ Want to Learn Your Business Numbers Better? Check Out this Affordable Course: Understanding Your Business Numbers _______________________________ Here are some popular videos I have on YouTube: HOW TO PRICE YOUR PRODUCTS CORRECTLY HOW TO PRICE YOUR SERVICES CORRECTLY HOW TO READ A PROFIT & LOSS STATEMENT _______________________________ YOUTUBE CHANNEL: BABO Learning for Badass Business Owners Want Badass Merch? – Click Here: Get Your Badass Business Owner Merch WEBSITE: BABOLearning.com _______________________________ FREE GUIDES / TOOLS FREE eGUIDE: 8 Steps to Earning $100,000 in Income in Your Small Business FREE eGUIDE: How to Read a Profit & Loss Statement FREE Start Up Guide for Starting a Business Free eBook: 10 Questions to Ask in Your Business Get Your FREE Business Health Check _______________________________ COURSES *** Understanding Your Business Numbers *** Start a Local Small Business _______________________________ ** Want to Help Support the Channel? The Badass Business Owner Tip Jar - ** DISCLAIMER on Affiliate Links: I occasionally will have some affiliate links & I do earn a small commission but at no cost to you. I only recommend companies or items that I believe will save you time, money or help make your business better ** DISCLAIMER: I am not an attorney, CPA, bookkeeper, insurance agent or financial advisor. My videos/podcast are for entertainment & educational purposes only and should not be construed as tax, legal, insurance or financial advice. Please seek out a qualified CPA, attorney, or specialist as needed. I'm sharing my experiences with my businesses and those I have worked for and/or helped coach. _______________________________ Local Small Business Owners are the Backbone of All of Our Communities! The Badass Business Owner Podcast is for Small Business Owners who are tired of living job to job but want to grow their business income & their personal income. In each episode, we discuss how to increase your profits, boost your sales, improve your processes and develop stronger teams. Learn more about pricing correctly, your business numbers & your profit and loss income statement WHO THIS CHANNEL IS FOR: small business owners who serve their local community, local small business owners, service based business owners, mobile businesses, brick and mortar businesses, handymen, landscapers, pool cleaners, cleaning services, carpet cleaners, window cleaners, ice cream shops, QSRs, restaurant owners, mechanics, plumbers, electricians, real estate agents, dog groomers, franchisees, tradesmen, medical, dentist, insurance, pet business owners, cake makers & those looking to increase profits, boost sales, improve processes and develop stronger teams. Entrepreneurs who want to make more money. Those who want to know their business numbers better! #BABOLearning #KnowYourBusinessNumbers #BadassBusinessOwnerPodcast
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