Podcasts about Holy Moses

Wer Sabina Classen kennt, kennt sie entweder, weil sie mit Holy Moses weltberühmt wurde, oder weil sie mit dem Messi Team weltberühmt wurde oder weil sie mit ihrer therapeutischen Praxis weltberühmt wurde. Wer Nico Rose kennt, kennt ihn entweder, weil er schon mal von ihm gecoacht wurde, man also eine weltberühmte Führungskraft ist, oder weil man seinen Bestseller kennt oder weil man beim Ministerium für Schwermetall schon mal reingeschaut hat. Also wir haben hier sozusagen 2 Weltstars im Interview. Link zum Buch "Laut. Stark. Leben": https://amzn.to/44eqCVk Link zum Buch "Hard, Heavy Happy" https://amzn.to/45moID3

"Holy Moses...this concealed London treasure"

Was für eine Frau, was für ein Leben. Das waren meine ersten Gedanken, als ich die Biografie von ex Holy Moses Frontfrau Sabina Classen fertig gelesen hatte. Über ein paar Highlights sprechen wir hier im METALKELLER - DEM deutschen Metal Podcast

On the third episode of Pedal To The Metal Theater, we are checking out the 1985 horror film Hard Rock Zombies which is about a band called Holy Moses who travel to a conservative town to perform a show, but little does the band know what is in store for them in this strange town. The film was written and directed by Krishna Shah. For a bonus, we have a track from legendary singer Robin McAuley in Till I Die which is off of his fourth solo album Soulbound. Follow Robin McAuley on Instagram, Facebook, and his website. Follow us on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter.com/pedal_radio⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook.com/eddiespedaltothemetalradioshow⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram.com/pedaltothemetalradioshow⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠pedaltothemetalradioshow.blogspot.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠youtube.com/pedaltothemetalradio⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠@pedalmetalradio.bsky.social

JOIN SHERI HORN HASAN @ https://www.karmicevolution.com/astrologically-speaking for the latest podcast discussing revelations--since the January 29 Aquarius New Moon cycle & Uranus's station direct—that visions of ideological fundamentalism & practical reality don't mix!It's clear now that the February 14 Leo Full Moon has awakened many to the fact that the Aquarius New Moon planted seeds allowing us to gain a new perspective. And that Uranus direct has led to the revelatory aha moments for which it's known by the time the Leo Full Moon revealed how ideological ideas of “perfection” are difficult to manifest in the real world & that the sudden changes ruled by Uranus can cause trauma.And that unconventional government oversight based on idealistic notions by unelected people placed in positions of power now hold our future security in their hands. Further, the Leo Full Moon's squares to Uranus in Taurus which opposed Juno (partner) in Scorpio resulted in the breaking apart of established partnerships in favor or new ones—especially those deemed more financially rewarding. By now, however, since Mercury entered Pisces on February 14 & the Sun followed on February 18--& as we waxed toward the February 20 third-quarter monthly lunar square (which astrologer Dane Rudhyar called the “crisis in consciousness” period)—we've understood how rapidly caused shock & trauma result in confusion. Further, by the time Sagittarius Moon squared the Pisces Sun & Mercury squared Jupiter February 20, we realized people (Moon=the people) had journeyed to their U.S. national & state Capitols (Sagittarius) to protest. Protest what? That the ”pie in the sky” visions of the ideological fundamentalists begun earlier this month now in charge of the U.S. Government have caused both individuals--and groups of people—actual harm through loss (Pisces Sun.) Now, as we approach next week's Mars station retrograde in Cancer on February 23 & Mars begins to gather speed—in combination with this past month's Aquarian awakening--we begin to realize that this retrograde period brought up from our unconscious what's really most important to us on a deeper soul level. AND that THIS is what's rousing us out of our apathy to fight back against. As we begin to identify with our “inner warrior” we'll experience the Pisces New Moon on February 27 with its waxing square to Jupiter & its pending trines to Mars, which the Sun completes on March 2 & 7, respectively. Greater empathy for those suffering in the "there, but for the grace of God, go I" are the seeds we are called to plant then. Meanwhile, Venus will station retrograde in Aries on March 1, while Mercury moves into Mars-ruled Aries March 3, as the U.S. Congress continues to argue over whether billionaires deserve additional tax cuts reliant on financial cuts to services for the average American citizen.Join Sheri at https://www.karmicevolution.com/astrologically-speaking when a new podcast drops Friday, February 21, for more Astro News You Can Use on all of this, including a look at where Elon Musk's chart triggers Donald Trump's Mercury/Neptune/Eris ability to create the image of a successful businessman capable of running a nation when what he's mostly proved successful at is creating chaos…See you soon! Namaste...

Diese Woche mit Julia Nestlen und Aeneas Rooch. Ihre Themen sind: - Der perfekte Körper für Hula Hoop (00:58) - Warum Kacken die Performance steigert (08:18) - Weltraumschrott als Kulturerbe (13:34) - Verstörende Kinder-Graffiti in Pompeji (22:01) Weitere Infos und Studien gibt's hier: Geometrically modulated contact forces enable hula hoop levitation: https://www.pnas.org/doi/10.1073/pnas.241158812 How does a hula hoop master gravity? Mathematicians prove that shape matters: https://www.eurekalert.org/news-releases/1069258 Scientists identify the perfect hula hoop ‘body type': https://www.popsci.com/science/hula-hoop-body-type/ Defecation after magnesium supplementation enhances cognitive performance in triathletes: https://www.sciencedirect.com/science/article/pii/S2666337624000404?ref=pdf_download&fr=RR-2&rr=8ffd238bec55d20e Stroop Test: https://www.neuronation.com/science/de/der-stroop-test/ The emerging archaeological record of Mars https://www.nature.com/articles/s41550-024-02439-w Anthropologists call for tracking and preservation of human artifacts on Mars: https://phys.org/news/2024-12-anthropologists-tracking-human-artifacts-mars.html Forscher sehen Weltraumschrott als kulturelles Erbe: https://www.spiegel.de/wissenschaft/weltall/weltraumschrott-forscher-sehen-darin-kulturelles-erbe-a-4cf47faa-9bdf-40f5-8f12-bd9f1bddceeb Archaeology On Mars: Preserving Artifacts of Our Expansion Into the Solar System: https://www.universetoday.com/170171/archaeology-on-mars-preserving-artifacts-of-our-expansion-into-the-solar-system/ Die Kinder-Graffiti von Pompeji, in: Bild der Wissenschaft, Januar 2025: https://www.wissenschaft.de/magazin/nachrichtenquellen/bild-der-wissenschaft-01-2025/ Unser Podcast-Tipp der Woche: Iron East - Heavy Metal im Osten – 2. Staffel https://www.ardaudiothek.de/sendung/iron-east-heavy-metal-in-der-ddr/12078127/ Heavy Metal war in der DDR eine besonders laute und pulsierende Subkultur. Mit dem Mauerfall änderte sich für diese Metal-Szene alles. Fans reisten in den Westen, um ihre Ikonen auf der Bühne zu sehen. Ost-Metal-Bands bekamen Konkurrenz. Und der DDR-Metal wurde Teil von etwas Größerem. Wie ging es in den 90er Jahren mit dem Ost-Metal weiter? Und was ist heute noch davon geblieben? Darum geht es in der zweiten Staffel Iron East – Heavy Metal im Osten. Host und Autor Jan Kubon begibt sich auf eine Zeitreise durch die 90er und Nullerjahre in Ostdeutschland. Dabei spricht er mit vielen Ost- und auch West-Metal-Größen: Mit Kerstin Radtke von Blitzz und Sabina Claaßen von Holy Moses, mit Eric und Ingo von Subway to Sally und mit Maik Weichert von Heaven Shall Burn. Schreibt uns bei WhatsApp oder schickt eine Sprachnachricht: 0174/4321508 Oder per E-Mail: faktab@swr2.de Oder direkt auf http://swr.li/faktab Instagram: @charlotte.grieser @julianistin @sinologin @aeneasrooch Redaktion: Janine Funke und Chris Eckardt Idee: Christoph König

Join us for our new series Holy Moses! as Pastor Jarrod shows us how God remembers our faith and not our failures. New to Grace? We'd love to connect with you! Head to https://graceoc.com/connect to let us know more about yourself. Our Spiritual Care Ministry extends help to those walking through difficult times. Visit https://graceoc.com/spiritualcare/ to get connected with a spiritual care team member.

Ooh, girl! Have you seen Under the Bridge on Hulu?! Holy Moses. It is so good. If you were a teenager in the late 90's, this is gonna hit hard for you! Don't miss Kahla and LB recapping the first 7 episodes and sharing random facts along the way. If you haven't watched the original series, you will want to add it to your list.Hosted by: Kahla & L.B.Executive Producer: L.B. BallardProducer: Kahla PoczatekEdited: L.B. BallardTheme Song: L.B. BallardEmail: oohgirlpodcast1@gmail.comInstagram: oohgirl_podcast

Podcast dedicado al THRASH METAL OLD SCHOOL y NEW WAVE OF THRASH ESTAMOS DE VUELTA COPÓN y bien contentos de todo el apoyo que nos habéis mostrado. En esta resurreción de METAL FEVER, hemos querido ir de acuerdo con el tema y os traemos una selección de 10 grupos y diez discos que supusieron la resurreción de algunos grupos clásicos del THRASH METAL que habían estado disueltos durante cierto tiempo. Creemos que son diez propuestas muy interesantes y nos ha quedado un programa alucinante. Lista de canciones: - HOLY MOSES; BREAK THE EVIL - VIO-LENCE; UPON THEIR CROSS - XENTRIX; THE RED MIST DESCENDS - POSSESSED; DEMON - RIGOR MORTIS;BLOOD BATH - EVILDEAD; BLASPHEMY DIVINE - MORBID SAINT; KILLER INSTINCT - EXHORDER; MY TIME - SADUS; RIDE THE KNIFE - EXODUS; BLACKLIST DISFRUTA Y DIFUNDE Líneas de contacto: metalfeverpodcast@gmail.com Facebook: METAL FEVER Instagram: METALFEVERPODCAST AUPA EL THRASH METAL

In today's episode the guys talk Smackdown and it gets heated. Nando T has some not so nice words for the Rock, Mike forgets why Cody is the man of the future and the face of WWE. Nando T and Mike get into a heated discussion where Flo feels the tension. They talk Mount Rushmore and you would be surprised with some of the answers!!! All this and so much more!!! CHEERSFollow us on Instagram @the.funkaholiks.podCheck out the latest videos on our YouTube channel for hunts and fun!!!

Priest Issues 'Red Flag' Warning About Mike Johnson RemarksNewsweek, By Rachel Dobkin, on February 08, 2024https://www.newsweek.com/priest-red-flag-warning-mike-johnson-remarks-1868284The Non-Prophets, Episode 23.07.1 featuring Helen Greene, Eli, The Cross Examiner and Kelley Laughlin

Salty Dog's WIPED! Podcast, January 2024 We're wiping down the inside of the cabin. and ready to launch! Holy Moses!.. The WIPED! show is go. Great cuts from Mike Morgan, Julian Taylor, Southern River Band, Neil Young, Jon Cleary, Fiona Boyes, David Nance, Madi Diaz, Dana Gehrman, Mick Thomas, The Pleasures, Dig 3, Robert Connelly, Chris O'Leary, Billy Boy Arnold, Ashley Davies, Judith Hill, Lisa O'Neill, Madison Cunningham, Sara Tindley, Waxahatchee, Grant-Lee Phillips, Jimmie Vaughan, Endless Boogie, Duke Robillard. ARTIST / TRACK / ALBUM ** Australia 1. Mike Morgan N The Crawl / Out In The Jungle / The Lights Went Out In Dallas 2. Julian Taylor Band / Zero To Eleven / Anthology Vol 1 3. ** The Southern River Band / Busted Up / Live From Rada Studios 4. Neil Young / Powerfinger / Chrome Dreams 5. Jon Cleary N Absolute Monster Gentlemen / Zulu Coconuts / Live at 2023 New Orleans Jazz Fest 6. ** Fiona Boyes / Blues Ain't Hard To Find / Ramblified 7. David Nance / Mock The Hours / David Nance N Mowed Sound 8. Madi Diaz / Man In Me / History of a Feeling 9. ** Dana Gehrman / Perfect Imperfection / Down In Hollywood 10. ** Mick Thomas N The Roving Commission / Rising Sun / Where Only Memory Can Find You 11. ** The Pleasures / Mutual Friends / The Beginning of the End 12. The Dig 3 / All The Love That I Got / Damn The Rent 13. Robert Connelly Farr / Just Jive / Dirty South Blues 14. Chris O'Leary / Lost My Mind / The Hard Line 15. Billy Boy Arnold / I Wish You Would / Hits of Harmonica Blues 16. ** Ashley Davies / The Level / The Level 17. Judith Hill / Runaway Train / Runaway Train 18. Lisa O'Neill / Silver Seed / All Of This Is Chance 19. Madison Cunningham / Pin It Down / Who Are You Know 20. ** Sara Tindley / Golden / Time 21. Waxahatchee / Right Back To It / Tiger's Blood 22. Grant-Lee Phillips / Rolling Pin / The Narrows 23. Jimmie Vaughan / Like A King / Out There 24. Endless Boogie / Occult Banker / Long Island 25. Duke Robillard / Gambler's Blues / Guitar Groove-A-Rama

Die besten Metal-Alben des Jahres + persönliche Jahresrückblicke eurer Metal-Helden, u.a. Kataklysm, Primal Fear, Beyond The Black, U.D.O., Insomnium und Asinhell.

Programa 363 del 13 de diciembre, trasmitiendo en España en Sol y Rabia, Revi Radio, TNT Radio Rock, El Lokal del Rock y Asalto Mata Radio Rock, en Argentina en Lado Salvaje Radio y en Puerto Rico en Heavy Metal Mansion. Con bandas clásicas como Holy Moses, Ann Wilson, Heart, Lynyrd Skynyrd y Mountain, junto a otras más nuevas como Orthodox, Paradogmata, Cabrakaän, Pendejo, Hyperia, Black Stone Cherry, KK's Priest, Patrick Hemer y Kill Devil Hill. De España tenemos a El Rey Salitre y Eder Pull Hammer. Canciones que escucharemos hoy. 1.Orthodox - Dissolve, 2.Paradogmata - Seven Curses for the Deathly Pale, 3.Cabrakaän - Mitlan, 4.Pendejo - Wrathchild, 5.El Rey Salitre - Panico, 6.Eder Pull Hammer - Mi Batalla, 7.Hyperia - Automatic Thrash Machine, 8.Holy Moses - Near Dark, 9.Ann Wilson - Rusty Robots, 10.Heart - All I Wanna do is Making Love to You, 11.Black Stone Cherry - Smile World, 12.Black Stone Cherry - ROAR, 13.Lynyrd Skynyrd - That Smell, 14.Mountain - Mississippi Queen, 15.KK's Priest - Wash Away your Sins, 16.Patrick Hemer - Legend in You Own Mind, 17.Kill Devil Hill - Before the Devil Knows, 18.Kill Devil Hill - Wake Up the Dead

Master drummer talks about working with his new endeavors and harkens back to days of Holy Moses and Glory River.

Dr. Desmond and Alyson check in with each other since the Barrett family moved to Florida. Of course Taylor Swift is discussed along with Disney World, Homeschooling and Sin City! --- Send in a voice message: https://podcasters.spotify.com/pod/show/holymoses/message

Manchmal geschehen Dinge im Metalkeller, die kannst du nicht planen. Z.B. wenn du ein Interview mit Metal-Ikone Sabina Classen im Backstage führst und plötzlich Britta Görtz reinstolpert. Da verwandelt sich der Deeptalk plötzlich in ne große Gaudi! Hört selbst!

Falamos dos mais recentes lançamentos de: Ghost "Phantomime" (Loma Vista Recordings), Dishonour "Erasing The Rats" (Theogonia Records) e Holy Moses "Invisible Queen" (Fireflash Records). Depois damos a nossa sugestão sobre que músicas mostraríamos como "cartão de visita" para vários estilos de Metal, como o heavy, speed, thrash, death, etc. Episódio com o apoio da Hellsmith: https://hellsmith.eu/ Disponível nas plataformas de podcasts. Patreon - https://www.patreon.com/laughbanging iTunes - http://itunes.apple.com/podcast/laughbanging/id1082156917 Spotify - https://open.spotify.com/show/1acJRKPw6ppb02ur51bOVk Facebook - https://facebook.com/laughbanging #laughbangingpodcast #podcast #portugal #heavymetal #hellsmithmetalmerch #thrashmetal

Metalheads!! Gabe brings forth the final album by German legends Holy Moses.

| When Boys Become Men (Richard Earnshaw Classic Vocal Mix - Radio Edit)  | Gavin Holligan | Wild And Young (Duss Hagen Remix)  | Mark The Rose | Communication  | Cameo Adele | You're My Exctasy  | Maeva Borzakian | Hey You (feat. Magoo)  | Maeva Borzakian | Guaranteed (Good Times Mix)  | Maya Killtron feat. Format-440 | DJ Spin That Song Again  | Paula Letang | Marechià (feat. Celia Kameni)  | Nu Genea | Pretend (T-Groove Remix)  | TsuruSwing, Katie Ford | All Night Long (Ruck P Remix)  | Patric Pleasure feat. Emilia Anastazja | You're The One (feat. Pierrine Burgarella) (Extended Mix)  | Tommy Glasses | For The Girls  | Victoria Story | Angels  | Cosmic Soul x Tom Novy | Calling All Ladies  | Eddie F presents Miss Jones | Hold Tight  | Nicolaas feat. Kallitechnis | Where We At Now  | JeRonelle | You Betta Know  | Daughters Of Legacy | You Came Thru  | The Nu' Rons  | No Denying  | R.A.E. | You Wanted Out (Bars and Grills Mix)  | Carlos Budd Ford | You Do What U Want (Urban Remix)  | Mather | Holy Moses  | Force | Too Busy  | Initial Talk & Kenny Pahina | How Do We Grow  | Mavis Swan Poole | Nights (Feel Like Gettin' Down) (Don-E Right Time Mix)  | Rich Beggar | Daydreaming  | Dana Harper | Ain't No One  | Kim Tavar | Brand New Day  | Cool Million feat. Shaila Prospere | Crazy About You  | Scott Vlassis | Sugar Daddy  | Lenny Williams  | Round And Round  | Saint Smith | It's Gonna Be Alright  | Carlton Jumel Smith | I Can Hear Your Macaroni  | Sheba Potts-Wright | Love The Feeling  | Angie Stone | Love Is Real  | Angie Stone | Come Over  | Lucky Witherspoon | Revolutionary Love  | Alex Marion | Cloudy In San Francisco  | Alex Marion

Christopher & Jobst im Gespräch mit Sabina. Wir reden über das rock´n´rolligste Ereignis, kolumbianischer Zucker, Lieblings-Zentis-Produkte, das Chio-Turnier mit Oma, der 15 Jahre ältere Onkel Karl, mit Kassetenrekorder vor Ilja Richters Disco, mit 14 bei RTL Radio angefangen, Danyel Gerards "Butterfly", Kalle Del´Haye, schon immer Visionen haben, "wir stehen hinter allem was ihr macht, solange ihr keinem wehtut, ansonsten seid ihr frei", nicht zu viel nachdenken, mit Knobelbechern über die Grömitzer Strandpromenade, das HB Männchen, das erste Mal Kiffen mit Ende 20, Feten in Jugendclubs, Club Roxy in Aachen, die Band Disaster "Andi das Nudelwasser kocht", eine Holy Moses-Anzeige im Stollberger Stadtkurier, Iggy in weißen Clocks, Erfinderin des weiblichen Growls, fehlende weibliche Vorbilder, Amanda Lear, Bernd Hölzenbeins Fußballschule, mit Kontaktlinsen fällt die Brille beam Headbangen nicht von der Nase, mit 18 Typen im Nightliner, mit Doro den letzten Teil des Busses teilen, das Wichtigste auf Tour ist ein Bademantel, das ganze Geld landete bei Lünemanns Leihwagen in Aachen, Ausbildung zur MTA, erst aufgehört zu arbeiten als RTL Mosh anfing, Andy war n guter Koch, nicht alles gewusst haben, DDR-Tour 1990, Bänder heimlich auf DDR-Parkplätzen in Mülleimer werfen, die Entstehung von Subgenres, authentische Attitude von der Strasse, SOD & NYHC, Temple of the Absurd statt Sabinas Soloalbum, ein schwerer Motorrad-Unfall, der schwierige Start der zweiten Holy Moses-Phase, das Ende von Holy Moses, eine Schulband die 43 Jahre existiert, mit Lemmy & Slayer nicht mehr auf der Bühne stehen können, Heilprakter der Psychotherapie, Denken, Fühlen und Wollen wieder auf einen Weg bringen, Menschen wieder in ihre Mitte bringen, autogenes Training bei Prof. Dr. Kruse, eine besondere Beziehung zum Messietum, Schulungen zum Hoarding Syndrom, Schutzräume, wichtig ist die Wahl zu haben, Hypnose-Therapie, plötzlich an Klassenlehrer denken, das innere Kind von damals, lange schamanische Ausbildung, die wichtigsten Metal-Platten, die Entdeckung von Municipal Waste, die 17-Jährigen Iron Fist, die Band Heilung und ihr Nordic Ritual Floyd, Röllchen aus Dinkelmehl mit Spinat & Kartoffel, uvm.

L'émission Metal du 13 mai 2023 avec 21 nouveautés Metal et ses news ! Tracklist et podcasts sur https://www.killerontheloose.com Nous suivre sur Facebook : https://www.facebook.com/killerontheloose Twitter : https://twitter.com/lemissionmetal Instagram : https://www.instagram.com/killeronthelooseofficiel    

Vingt troisième épisode de la saison six de ce sublime podcast, avec au programme:On commence par un petit Erratum au sujet de la Cashless, on parle rapidement du retour de nos canadiens préférés, on continue de découvrir le Hellstage, le guide du Hellfest dispo et la séparation de Sum41 Et bien sûr les premières chroniques de cette saison avec : The Old Dead Tree, Code Orange, Candlemass, Holy Moses, Less Than Jake, Melvins, Powerwolf, Vreid, The Soft Moon Toujours présenté par Jack, Tony… Et Bob.En Joie

Wenn das Pflaster endlich ab ist von - Holy Moses! - langweiligem Metal, können sich Andy und Tim voll und ganz in die Weiten des Pop fallen lassen, wo sie in seltener Einigkeit trotz einiger Sprachlosigkeiten und vieler tiefer Seufzer eine Fabelplatte finden.

EN EL PROGRAMA DE HOY NOS VISITAN: Elegant Weapons – Do Or Die 🍺🍺 Fifth Angel – When Angels Kill Exmortus – Mind Of Metal Godsnake – Story of a Ghost FT. Wayne Dorman Dieth – Don’t Get Mad…Get Even! Wake Up Frankie – Killbeat The Hellfreaks – PBSS Sevendust – Fence Elyne – I Don’t Feel Anything Overkill – Scorched 🥃 Holy Moses – Alternative Reality 🏆 + 🤘 + 🍺 Fit For An Autopsy – Under A Serpent Sun The Southern Oracle – Kingmaker Demonical – Into Victory 🍺🍺🍺 PLAYLIST (Spotify) del programa: https://open.spotify.com/playlist/4DBKur85nJaQ1za53XBj8r?si=b0e75f0ae5db4af2 🏆 Este icono Portada del programa para Sabina Classen de HOLY MOSES 🤘 Este icono son saludos por parte de los grupos a Hörns ÜP! Videos Saludos de los Grupos (YouTube) --> 🤘https://www.youtube.com/channel/UCSlxRtucnQ3_WX9k2AvJfVQ Síguenos en: #hornsuppodcast https://hornsup.es Telegram: https://t.me/podcasthornsup Instagram: @hornsuppodcast Twitter: @HornsUp2020 YouTube: 💥💥 SUSCRÍBETE !!! 💥💥https://www.youtube.com/channel/UCSlxRtucnQ3_WX9k2AvJfVQ 💥💥💥💥💥💥💥💥💥💥💥💥💥💥💥💥💥💥💥 Puedes ayudar a Horns Up como nuestros "Fans": Ander, Ricardo, Eric, Charly, Mau, Raspu, Óscar, Pedro, Juankar, Carolina, Juanra Mellado, Iñaki, Carlos Blasco, David CH. y Valentín Cabriada! (Gracias!!). 🍺🍺🍺🍺🍺🍺🍺 Botón azul "Apoyar" https://www.ivoox.com/podcast-horns-up_sq_f1835002_1.html

EN EL PROGRAMA DE HOY NOS VISITAN: Elegant Weapons – Do Or Die 🍺🍺 Fifth Angel – When Angels Kill Exmortus – Mind Of Metal Godsnake – Story of a Ghost FT. Wayne Dorman Dieth – Don’t Get Mad…Get Even! Wake Up Frankie – Killbeat The Hellfreaks – PBSS Sevendust – Fence Elyne – I Don’t Feel Anything Overkill – Scorched 🥃 Holy Moses – Alternative Reality 🏆 + 🤘 + 🍺 Fit For An Autopsy – Under A Serpent Sun The Southern Oracle – Kingmaker Demonical – Into Victory 🍺🍺🍺 PLAYLIST (Spotify) del programa: https://open.spotify.com/playlist/4DBKur85nJaQ1za53XBj8r?si=b0e75f0ae5db4af2 🏆 Este icono Portada del programa para Sabina Classen de HOLY MOSES 🤘 Este icono son saludos por parte de los grupos a Hörns ÜP! Videos Saludos de los Grupos (YouTube) --> 🤘https://www.youtube.com/channel/UCSlxRtucnQ3_WX9k2AvJfVQ Síguenos en: #hornsuppodcast https://hornsup.es Telegram: https://t.me/podcasthornsup Instagram: @hornsuppodcast Twitter: @HornsUp2020 YouTube: 💥💥 SUSCRÍBETE !!! 💥💥https://www.youtube.com/channel/UCSlxRtucnQ3_WX9k2AvJfVQ 💥💥💥💥💥💥💥💥💥💥💥💥💥💥💥💥💥💥💥 Puedes ayudar a Horns Up como nuestros "Fans": Ander, Ricardo, Eric, Charly, Mau, Raspu, Óscar, Pedro, Juankar, Carolina, Juanra Mellado, Iñaki, Carlos Blasco, David CH. y Valentín Cabriada! (Gracias!!). 🍺🍺🍺🍺🍺🍺🍺 Botón azul "Apoyar" https://www.ivoox.com/podcast-horns-up_sq_f1835002_1.html

Description: In this episode, we'll explore the April edition of MRA's monthly Talent Report!  We'll hear from Jim Morgan, Vice President of Workforce Strategies, on best practices regarding internships and cross-departmental training, uncover C-Suite priorities and top creative HR strategies, learn how to improve employee productivity, and more!  Resources: Talent Report+ Webinar Series  MRA Membership  About MRA  Let's Connect: Guest Bio - Jim Morgan  Guest LinkedIn Profile - Jim Morgan  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:01 - 00:00:03:10 Hello everybody and welcome to 30 minute Thrive, 00:00:03:10 - 00:00:06:20 your go to podcast for anything and everything HR. 00:00:06:21 - 00:00:09:22 Powered by MRA, the Management Association. 00:00:09:23 - 00:00:14:06 Looking to stay on top of the ever changing world of HR?MRA has got you 00:00:14:06 - 00:00:14:18 covered. 00:00:14:18 - 00:00:17:15 We'll be the first to tell you what's hot and what's not. 00:00:17:16 - 00:00:21:03 I'm your host, Sophie Boler and we are so glad you're here. 00:00:21:04 - 00:00:23:03 Now it's time to thrive. 00:00:23:03 - 00:00:27:01 Hello, everybody, and welcome to this episode of 30 Minute Thrive. 00:00:27:07 - 00:00:31:06 We're happy you're here, and I'm excited to introduce to our guests for today. 00:00:31:06 - 00:00:32:20 And that's Jim Morgan. 00:00:32:20 - 00:00:36:02 And we're going to be talking about the latest information on all things 00:00:36:02 - 00:00:41:06 talent related for April's edition of MRA's Talent Report. 00:00:41:19 - 00:00:44:20 So if you aren't familiar with the monthly report, 00:00:45:03 - 00:00:48:07 Jim Morgan, our vice president of Workforce Strategies, 00:00:49:00 - 00:00:52:15 really gives an up to the minute review of what's going on in the world of business 00:00:52:15 - 00:00:57:19 with an emphasis on talent, which is based on input from CEOs, CFOs 00:00:58:04 - 00:01:02:08 and HR leaders from MRA's 3000 plus member companies. 00:01:02:13 - 00:01:06:14 Thousand roundtable participants and subject matter experts. 00:01:07:04 - 00:01:10:00 So thank you for joining us on the podcast today, Jim. 00:01:10:12 - 00:01:11:13 Great to be back again. 00:01:12:19 - 00:01:14:00 Well, let's really start off 00:01:14:00 - 00:01:17:13 by talking about what's happening in the recruiting and retention world. 00:01:18:00 - 00:01:20:23 So I know that you really emphasize retention 00:01:20:23 - 00:01:23:19 and retention strategies in this month's report. 00:01:24:05 - 00:01:26:20 So what are you really seeing here? 00:01:26:20 - 00:01:30:15 I'd say one of the most interesting things that we're starting to see is, 00:01:30:21 - 00:01:35:07 you know, historically companies have been pretty protective of their employees. 00:01:35:07 - 00:01:39:18 And then even within a company, managers are pretty protective of their employees. 00:01:40:03 - 00:01:44:12 So, you know, if I report to you and I say, Hey, Sophie, 00:01:44:13 - 00:01:46:14 I'd like to go work in this other department, 00:01:46:23 - 00:01:49:07 you're probably thinking, I don't want you to go work in the other department. 00:01:49:07 - 00:01:50:21 It took me five years to train you, 00:01:50:21 - 00:01:54:01 and all this time, you know, I don't want to have to go replace you. 00:01:54:16 - 00:01:57:00 And companies are starting to take a little bit 00:01:58:06 - 00:01:59:00 bigger picture 00:01:59:00 - 00:02:02:11 view of that with their hiring managers and their supervisors. 00:02:02:20 - 00:02:08:08 That if the goal is to keep me and I want to go try something else, 00:02:08:15 - 00:02:13:14 let me go try something else, because at least I'm still working in the company 00:02:13:19 - 00:02:17:12 and I'm still available to you as a talent, provided 00:02:17:12 - 00:02:20:14 you think I'm worthwhile employee and you want to keep me. 00:02:20:22 - 00:02:24:18 And so we're seeing more companies emphasize with their employees 00:02:24:18 - 00:02:28:12 and do a little bit more of a sales job to say, here are the openings we have 00:02:28:12 - 00:02:29:13 at the organization. 00:02:29:13 - 00:02:33:01 And so you're starting to see people that maybe were on the facility 00:02:33:01 - 00:02:37:01 floor saying, hey, I'd like to work in customer service or a machinist 00:02:37:01 - 00:02:40:11 that now wants to go out on the road and fix things somewhere else. 00:02:40:23 - 00:02:43:13 And as companies are telling these stories and as I hear them, 00:02:43:13 - 00:02:46:04 you're sort of like, well, you know, does it always work? 00:02:46:06 - 00:02:49:23 And for the most part, they're like, you know, if it works, it's fantastic. 00:02:49:23 - 00:02:50:18 They're happy. 00:02:50:18 - 00:02:54:01 And if it doesn't work, they go back to where they were before. 00:02:54:02 - 00:02:57:10 They have a greater appreciation for wherever it is that they went, 00:02:57:20 - 00:03:00:06 and they're still talking about it with the other people. 00:03:00:07 - 00:03:03:16 So, for example, one company had the person on the facility floor. 00:03:03:23 - 00:03:08:00 They wanted to do customer service and after about two weeks he was like, 00:03:08:00 - 00:03:10:04 This is not for me. I want to be back there. 00:03:10:04 - 00:03:14:15 I want to be fixing stuff, making stuff, doing things and not talking to people. 00:03:15:00 - 00:03:18:05 So he went back and did they invest some time in his training? 00:03:18:05 - 00:03:21:15 Yes, But he got to see a little bit more of the organization. 00:03:21:15 - 00:03:22:05 He's happy. 00:03:22:05 - 00:03:25:09 He likes what he's doing even more, having had to see something else. 00:03:26:00 - 00:03:28:14 So I think one of the new things we're seeing is the goal 00:03:28:14 - 00:03:32:09 is to keep them in the organization and we can keep them in the organization. 00:03:32:09 - 00:03:35:20 We should be willing to let them have a variety 00:03:35:20 - 00:03:39:11 of different types of experiences so that that's sort of a new one 00:03:40:03 - 00:03:42:23 as companies really try to hang on to the best people that they've got. 00:03:43:13 - 00:03:44:12 Yeah, absolutely. 00:03:44:12 - 00:03:48:10 And just kind of going back to talking about internships. 00:03:49:14 - 00:03:50:15 I interned at 00:03:50:15 - 00:03:54:10 Emory a couple of years ago, and I would just emphasize a point 00:03:54:10 - 00:03:58:06 on really just being introduced to each department. 00:03:59:04 - 00:04:03:11 That was kind of a big aspect that made my internship so meaningful 00:04:03:11 - 00:04:07:06 and successful was being introduced to each department and just getting 00:04:07:06 - 00:04:12:19 a better idea of the company as a whole instead of just being kind of submerged 00:04:12:19 - 00:04:15:23 in marketing team for the whole summer, I was able to see 00:04:16:16 - 00:04:19:19 what other leaders were doing and what other kinds of businesses, 00:04:20:02 - 00:04:23:09 how they work, and that just gave me a better picture 00:04:23:09 - 00:04:26:23 of the company as a whole, which helped in my internship a lot. 00:04:26:23 - 00:04:30:07 And then I would just add another aspect 00:04:30:07 - 00:04:33:07 that I loved about the internship was just 00:04:33:07 - 00:04:35:18 being involved with the senior team as well 00:04:35:18 - 00:04:39:08 and being able to show them the work that I did throughout the summer 00:04:40:04 - 00:04:45:07 and just kind of having the opportunity to have open camera session with them 00:04:47:01 - 00:04:50:09 just made my work more meaningful, knowing that, Hey, 00:04:50:09 - 00:04:53:17 the senior team is involved and cares about what I'm doing to. 00:04:54:15 - 00:04:55:20 There's plenty of other things 00:04:55:20 - 00:04:58:22 I can mention, but I would say those were very impactful 00:04:59:15 - 00:05:04:10 for me on my end and making it enjoyable and successful at the same time. 00:05:04:23 - 00:05:07:20 Yeah, and I would say, you know, if someone were to say, well, 00:05:07:20 - 00:05:08:11 how do I build 00:05:08:11 - 00:05:12:04 a successful internship program, I think you just, you know, good for us. 00:05:12:18 - 00:05:14:12 But I think you just hit on some of the ones 00:05:14:12 - 00:05:17:17 that it really it's access to people, you know, whether that's 00:05:18:03 - 00:05:22:06 the vice president or the C-suite or whatever it is, It's variety, 00:05:22:06 - 00:05:25:18 you know, like you just got done describing 00:05:25:18 - 00:05:28:01 about having the opportunity to go to different departments. 00:05:28:18 - 00:05:33:23 I saw the list of ideas for projects that we gave you before you started. 00:05:33:23 - 00:05:38:00 I think not being bored is another big one where it's like, 00:05:38:00 - 00:05:39:18 I can see where I'm digging into something. 00:05:39:18 - 00:05:41:13 I actually get, you know, 00:05:41:13 - 00:05:45:04 to work on projects to lead a team to do those different things. 00:05:45:15 - 00:05:48:09 Those are really what makes those internship 00:05:48:09 - 00:05:51:00 experiences even even better. 00:05:51:00 - 00:05:53:18 And so, you know, we're really seeing now what you just described 00:05:53:18 - 00:05:58:04 both in internships and in onboarding, where, you know, companies 00:05:58:04 - 00:06:02:13 from a best practice point of view will rotate people through that. 00:06:02:13 - 00:06:04:06 That's just like you might have come 00:06:04:06 - 00:06:07:19 to our insurance company because you wanted to be in an actuary 00:06:08:03 - 00:06:12:01 or we're going to spend the first six months or year with you spending a month 00:06:12:01 - 00:06:16:08 in benefits, a month as an actuary, a month in customer service, 00:06:16:13 - 00:06:21:01 a month in sales, and let you see the whole organization because 00:06:22:01 - 00:06:24:10 maybe actuary isn't what you want to do for the rest of your life. 00:06:24:10 - 00:06:26:18 And now we've exposed you to some different things. 00:06:26:18 - 00:06:31:06 So making that experience, one that I think you just described, especially 00:06:31:06 - 00:06:34:15 with a internship, apprenticeship co-op, whatever it might be, 00:06:35:20 - 00:06:38:13 that is an incredible retention tool, 00:06:38:18 - 00:06:42:21 whether it's trying to sell an intern like you to continue to work with us 00:06:43:05 - 00:06:45:02 or even a new employee who's, you know, 00:06:45:02 - 00:06:48:07 maybe trying to spread their wings a little bit and look around 00:06:49:08 - 00:06:51:20 any other types of trends you're seeing here. 00:06:51:20 - 00:06:54:13 And I know on your short report you had 00:06:55:19 - 00:06:58:01 the idea that mentors play 00:06:58:07 - 00:07:02:21 a big role in internships and emerging leaders and stuff like that. 00:07:03:05 - 00:07:06:07 So I think that's also a good point to touch on. 00:07:06:07 - 00:07:10:01 Just having that personal weigh in on When you first start at a company 00:07:10:01 - 00:07:13:19 or maybe having a mentor in various different departments, 00:07:13:19 - 00:07:16:11 like you said, is there anything else you want to touch on? 00:07:16:19 - 00:07:20:03 Yeah, And I think we you know, we're seeing mentors that traditional 00:07:20:09 - 00:07:23:07 this is the person I can get advice from and things like that. 00:07:23:13 - 00:07:25:23 We're seeing companies also maybe add a buddy 00:07:26:06 - 00:07:32:00 who may not have the experience and you know the long in the tooth person 00:07:32:00 - 00:07:34:02 who's been there forever and knows everything, 00:07:34:11 - 00:07:37:20 but they're the friend who can just say, be careful 00:07:37:20 - 00:07:38:23 when you're going to this meeting, 00:07:38:23 - 00:07:41:23 because here's what usually happens or here's the history on that. 00:07:42:05 - 00:07:45:07 Just to give you a heads up, that becomes another 00:07:45:07 - 00:07:48:07 really important person in that person's career. 00:07:48:22 - 00:07:52:08 And you're seeing companies now look at you walked into the marketing 00:07:52:08 - 00:07:53:23 department at Mirror 00:07:53:23 - 00:07:57:15 that were saying, all right, six or seven other people in the marketing department. 00:07:57:15 - 00:08:01:12 Part of your job is to make sure Sophie has a really good experience 00:08:01:12 - 00:08:03:04 here for the next three months. 00:08:03:04 - 00:08:06:22 So your job also is check in on her, ask her how she's doing, 00:08:06:22 - 00:08:09:23 make sure she's got projects, make sure she's happy. 00:08:10:06 - 00:08:14:11 And so all of those things really just, you know, surrounding Sophie, the intern 00:08:14:18 - 00:08:17:02 with a buddy, a mentor and a team, 00:08:17:02 - 00:08:20:12 that makes a huge difference in terms of what your experience is like. 00:08:20:12 - 00:08:22:19 And, you know, in those three or four months that you spent here. 00:08:23:13 - 00:08:24:16 Absolutely. 00:08:24:16 - 00:08:28:17 Another topic I'd like to dive into is your talent thinking section. 00:08:28:17 - 00:08:32:11 So this month you talked about being cared for at work 00:08:32:11 - 00:08:36:12 and how that affects employee productivity, loyalty and retention. 00:08:36:21 - 00:08:39:17 So can you expand on your findings there? 00:08:40:09 - 00:08:43:22 Yeah, this one has been pretty interesting too, as you're talking to people. 00:08:44:06 - 00:08:46:12 Part of it is pandemic. 00:08:46:12 - 00:08:49:09 Part of it is the influx of younger workers. 00:08:49:19 - 00:08:51:22 But companies are starting to really understand 00:08:51:22 - 00:08:55:16 what they're missing out on that wanting the stealth 00:08:55:16 - 00:09:00:02 of belonging in walking into a remote workplace, 00:09:00:06 - 00:09:03:14 a hybrid workplace, and not, you know, not going to make an argument 00:09:03:14 - 00:09:05:21 to say which one's right and which one's wrong. 00:09:05:21 - 00:09:09:09 But if it's a first job for someone and they're walking in 00:09:09:09 - 00:09:13:13 and the mentor isn't there all the time or the team isn't there all the time, 00:09:14:01 - 00:09:17:12 there's a little bit of isolation, I think, that that's going on. 00:09:17:12 - 00:09:21:05 And, you know, people who are onboarded without ever meeting people in person 00:09:21:05 - 00:09:24:07 and have worked there for six months and still haven't met their boss in person. 00:09:24:19 - 00:09:28:03 Those are really conscious efforts now by companies to say 00:09:28:04 - 00:09:30:21 this is how we're going to operate because we have to be remote 00:09:31:03 - 00:09:33:04 in order to attract talent. 00:09:33:04 - 00:09:36:03 But we're also attracting talent for the first time. 00:09:36:09 - 00:09:39:02 And do they feel like they've got a support network? 00:09:39:02 - 00:09:41:23 Do they feel like they've got people to go to 00:09:42:05 - 00:09:44:05 Because a buddy in person who can take you out 00:09:44:05 - 00:09:47:21 for lunch is different than a buddy that you're setting up A Zoom call 00:09:47:21 - 00:09:50:16 with and hoping you can talk to them for 15 or 20 minutes. 00:09:51:02 - 00:09:52:17 You're not you're not 00:09:52:17 - 00:09:55:09 having the opportunity to experience the same things at the same time, 00:09:55:09 - 00:09:59:03 see the same things at the same time, and you know that. 00:09:59:03 - 00:10:00:13 Do I have a friend at work? 00:10:00:13 - 00:10:05:11 Do I have a buddy and a mentor and work to have the person that's my my real go to? 00:10:06:07 - 00:10:08:09 That's really becoming the issue 00:10:08:16 - 00:10:11:12 with remote workplaces, 00:10:12:00 - 00:10:16:04 maybe people that are on some days off, others that how do we make that connection 00:10:16:04 - 00:10:19:03 and we have to do it purposefully because it's not just going to happen 00:10:19:10 - 00:10:22:14 because everybody's in the office and we bump into each other now. 00:10:23:01 - 00:10:25:14 So again, that that becomes another human 00:10:25:14 - 00:10:29:00 resources hiring manager team thing that says, all right, 00:10:30:00 - 00:10:30:07 if is going 00:10:30:07 - 00:10:33:02 to be here and she may not see everybody all the time. 00:10:33:09 - 00:10:34:14 How do we make the connections? 00:10:34:14 - 00:10:36:03 How do we consciously 00:10:36:03 - 00:10:40:04 get everybody together or have an outing or build project teams 00:10:40:04 - 00:10:43:17 that are cutting across so that people do have a chance to feel like? 00:10:43:22 - 00:10:46:06 I know people now, they know me, they like me. 00:10:46:06 - 00:10:48:18 We can do things. We share common interests. 00:10:49:04 - 00:10:50:16 That all adds to the experience 00:10:50:16 - 00:10:54:02 at work as well, for sure, and kind of going off of that. 00:10:54:11 - 00:10:57:09 Talking about getting everybody together and talking. 00:10:57:18 - 00:11:02:18 You also mentioned conversations, starting spaces in the town or so. 00:11:02:18 - 00:11:04:06 Can you give some examples 00:11:04:06 - 00:11:07:16 of what this means and what companies are doing with this? 00:11:08:08 - 00:11:12:18 Yeah, you know, and I think this is a good follow up to the last one that 00:11:13:07 - 00:11:16:21 if everybody's not here and you don't have as many bump into each others 00:11:16:21 - 00:11:18:15 and you don't have as many in person, 00:11:18:15 - 00:11:18:20 you know, 00:11:18:20 - 00:11:21:00 when you think of all the in-person meetings, 00:11:21:00 - 00:11:23:11 if you're one of the first people there and somebody else is there 00:11:23:11 - 00:11:26:17 early, we'll strike up a conversation about something, you know, 00:11:26:17 - 00:11:29:17 and you'll learn something or somebody will hang around afterwards. 00:11:29:17 - 00:11:32:18 So we don't have those. So how do we 00:11:33:17 - 00:11:36:01 create these places where people are going to sit there 00:11:36:01 - 00:11:38:09 for a couple of minutes and have to have a conversation? 00:11:38:09 - 00:11:43:00 And so is that over a ping pong table or a foosball table where. 00:11:43:07 - 00:11:45:17 All right, let's both take 5 minutes. We'll have a little game. 00:11:45:17 - 00:11:48:02 And while we're playing, we'll learn something about each other. 00:11:48:21 - 00:11:52:03 A company's got a garden out back and they've got a gardening group 00:11:52:03 - 00:11:55:13 now that gets together on their lunch hour before work. 00:11:55:13 - 00:11:58:12 And so while they're gardening, they're learning from each other. 00:11:59:05 - 00:12:03:09 A company that just sets up puzzles in some of their break rooms, 00:12:03:16 - 00:12:04:17 they're just that way. 00:12:04:17 - 00:12:05:14 You sit in an area, you're 00:12:05:14 - 00:12:09:02 walking by to put a couple of pieces in and you're there for five or 6 minutes. 00:12:09:12 - 00:12:10:18 You're going to strike up a 00:12:10:18 - 00:12:12:23 you know, you're going to find out who the other puzzle lovers are. 00:12:12:23 - 00:12:15:10 And so you're going to have that to talk about. 00:12:15:15 - 00:12:19:00 So they're just they're trying to create places where 00:12:19:06 - 00:12:22:09 there's a little bit of lingering to maybe replace some of the 00:12:22:21 - 00:12:27:08 bumping into each other water cooler meeting type things that they want 00:12:27:08 - 00:12:31:10 to encourage folks to know each other and get to know each other. 00:12:31:10 - 00:12:32:13 And so that means you might have to 00:12:32:13 - 00:12:36:03 consciously say, how do we get people to stop somewhere for a couple of minutes 00:12:36:09 - 00:12:37:15 and actually talk to each other? 00:12:37:15 - 00:12:41:13 And that it sounds kind of crazy, but you can also see how some of these things 00:12:41:13 - 00:12:45:08 work where it's like, if I see a puzzle, I'm stopping to make a couple of pieces. 00:12:45:08 - 00:12:48:13 And if you're there doing it too, I mean, hey, how was your weekend? 00:12:48:13 - 00:12:49:17 What are you doing? What's up? 00:12:49:17 - 00:12:51:02 Nice day to day. Where are you going to go? 00:12:51:02 - 00:12:55:09 Do? And I hopefully that just creates a little more camaraderie in the office. 00:12:55:18 - 00:12:56:01 Yeah. 00:12:56:01 - 00:13:00:13 No, I was going to say, I love that idea and I love that concept of doing that. 00:13:01:17 - 00:13:02:10 I know I have a 00:13:02:10 - 00:13:07:20 friend at work that where they do kind of a game day Monday, 00:13:07:20 - 00:13:11:19 where one of their rooms is kind of filled with the puzzles and card games, 00:13:11:19 - 00:13:15:22 and each Monday they have like a 15 minute card game kind of competition. 00:13:16:04 - 00:13:18:05 And so everybody in the room 00:13:19:06 - 00:13:21:11 kind of starts off their week in a fun way. 00:13:21:11 - 00:13:24:12 And I'm sure there's conversations going on, too. 00:13:24:12 - 00:13:28:12 So, yeah, we we had another couple that just had a huge whiteboard in their 00:13:28:12 - 00:13:31:14 in their staff cafeteria lounge lunch room 00:13:32:06 - 00:13:35:12 and people just put a question up there each day that. 00:13:35:19 - 00:13:38:00 Who's your favorite Disney character? 00:13:38:00 - 00:13:41:03 And people start drawing pictures of people and they put theirs up there. 00:13:41:03 - 00:13:42:10 What was your first car? 00:13:42:10 - 00:13:45:17 And oh, my first car was a Ford Pinto and it's always a deal. 00:13:45:17 - 00:13:47:17 Those cars used to explode. Yeah. 00:13:48:06 - 00:13:51:02 And they just, you know, even if it's a conversation on a whiteboard 00:13:51:07 - 00:13:54:17 where you start, who is a car person, who's a Disney person, who's a 00:13:54:18 - 00:13:55:14 whatever person? 00:13:55:14 - 00:13:56:10 And again, 00:13:56:10 - 00:13:59:08 you've just created more opportunities for people to share common interests. 00:14:00:00 - 00:14:03:05 I've seen that, too, and I think the whiteboards are fun idea. 00:14:05:00 - 00:14:07:16 The kind of switching gears here and talking more about now 00:14:07:19 - 00:14:10:20 C-suite level, what are leaders up to now? 00:14:12:02 - 00:14:16:10 We've talked about this I know before, but the visibility of the C-suite people 00:14:16:10 - 00:14:20:10 of being out on the floor, making the rounds through the office, 00:14:20:18 - 00:14:23:14 knowing whose birthday it is, whose anniversary it is, 00:14:24:00 - 00:14:27:05 it's really become a priority and part of a day that even if I, 00:14:27:05 - 00:14:31:05 as the CEO, CFO, Arrow, whatever things I got 00:14:32:18 - 00:14:35:15 to and then walk through the facility, 00:14:36:05 - 00:14:39:00 they're really starting to see that I'm going to pick up 00:14:39:00 - 00:14:42:01 at least two or three tidbits of information while I'm out there. 00:14:42:09 - 00:14:44:20 I'm going to be seen as more approachable. 00:14:44:20 - 00:14:46:14 I'm not behind, not down this hallway. 00:14:46:14 - 00:14:50:09 And in my day, in my office with the door closed, I'm part of this. 00:14:50:15 - 00:14:52:08 I can ask questions of people. 00:14:52:08 - 00:14:53:22 I can stop it 00:14:53:22 - 00:14:56:16 at one of the cells on the factory floor and say, 00:14:57:00 - 00:14:59:08 What do you see and what's happening? What's going on? 00:14:59:14 - 00:15:02:18 And I probably feel unvarnished truth from people. 00:15:03:02 - 00:15:05:20 So the visibility of people knowing that they can talk to me 00:15:06:02 - 00:15:08:21 and maybe learning some things along the way, 00:15:10:03 - 00:15:12:07 that one has really gotten people's attention and, 00:15:12:15 - 00:15:15:07 you know, to the point where they'll put it on their calendar at 10:00 00:15:15:07 - 00:15:17:14 am, going for a ten minute walk through the place, 00:15:17:14 - 00:15:19:22 and they're going to know they're going to see me. 00:15:19:22 - 00:15:20:22 And we had this conversation 00:15:20:22 - 00:15:23:17 with the fire department, too, which was interesting because 00:15:24:17 - 00:15:28:04 so many people thought, oh, my gosh, if I was walking around, what's going on? 00:15:28:04 - 00:15:32:00 And, you know, they're standing outside my desk, does that mean I'm being fired? 00:15:32:00 - 00:15:34:03 What are they doing on the facility floor? 00:15:34:13 - 00:15:35:03 And the H.R. 00:15:35:03 - 00:15:38:02 departments are starting to realize that we have to be out there more often. 00:15:38:02 - 00:15:41:12 So when we are out there, people aren't freaking out thinking, 00:15:41:16 - 00:15:45:03 oh, my gosh, 50 people must be like, You let go because I was out here. 00:15:45:11 - 00:15:48:08 No, they're out there because are just trying to see what's happening 00:15:48:08 - 00:15:52:09 and so being conscious about let's make sure they know we're here. 00:15:52:09 - 00:15:52:15 You know, 00:15:52:15 - 00:15:56:13 we're not just back there doing forms or making decisions were part of the group. 00:15:56:13 - 00:16:00:21 So a lot more visibility both from the C-suite and from the H.R. 00:16:00:22 - 00:16:01:10 folks. 00:16:02:19 - 00:16:05:05 Lots of discussions around chat 00:16:05:23 - 00:16:09:03 and artificial intelligence and what do you do with that? 00:16:09:10 - 00:16:12:18 And the range is everywhere from shut it down 00:16:13:04 - 00:16:15:18 to, well, let's embrace it and see what's going to happen. 00:16:16:04 - 00:16:19:18 And it's really interesting as companies are starting to experience it 00:16:21:04 - 00:16:23:08 because it can do so much, 00:16:23:17 - 00:16:26:16 but on its own it probably can also be dangerous. 00:16:26:16 - 00:16:28:08 Like everything else. 00:16:28:08 - 00:16:30:09 And so companies are trying to figure out 00:16:30:09 - 00:16:35:03 how do we use that artificial intelligence to make what we write 00:16:35:03 - 00:16:39:01 make our content better, but not just say, well, 00:16:39:01 - 00:16:46:02 if I just push the button that says create a content piece on FMLA in Illinois, 00:16:46:10 - 00:16:47:13 and I just expected to 00:16:47:13 - 00:16:51:00 give me everything and say, All right, send that out to our 3000 members, 00:16:51:18 - 00:16:53:22 That's, you know, you're getting a little risky there. 00:16:53:22 - 00:16:57:02 And in some cases, there are people who get a little lazy there who just say, 00:16:57:08 - 00:16:59:15 Oh, well, there it is. All I've got to do is turn around and send it out. 00:17:00:15 - 00:17:04:00 But if you use it for, hey, I'm trying to write this marketing piece 00:17:04:00 - 00:17:09:03 for whatever it is, and I can talk about these are that these are what it does. 00:17:09:03 - 00:17:10:14 This is why it's good for us. 00:17:10:14 - 00:17:12:07 And I can put in some questions. 00:17:12:07 - 00:17:15:02 I might be able to get back some things that like, Hey, part of 00:17:15:02 - 00:17:18:07 that is really good or how does that line up with what I wrote 00:17:18:07 - 00:17:22:01 and are we on the same page and are people expecting the same things? 00:17:22:19 - 00:17:24:19 So right now I think it's okay. 00:17:24:19 - 00:17:28:00 And let's fill this out where, you know, where do we weigh in? 00:17:28:00 - 00:17:30:04 What's the good, what's the bad? 00:17:30:04 - 00:17:32:16 But I think like everything else with technology, it's 00:17:32:16 - 00:17:37:09 not perfect on its own, but it's got some real pluses. 00:17:37:14 - 00:17:40:16 And how do we as an organization try to figure some of that out so 00:17:41:04 - 00:17:43:16 that one is on people's minds and they're trying to figure out where 00:17:43:16 - 00:17:46:07 does that fit into everything that we do at our organization. 00:17:46:19 - 00:17:49:19 Now, we just launched a LinkedIn poll on that. 00:17:49:19 - 00:17:51:06 Actually, you 00:17:52:10 - 00:17:53:13 it's so hard 00:17:54:19 - 00:17:57:00 and it's just interesting to see, 00:17:57:00 - 00:18:00:12 you know, like what companies are are using it as a tool. 00:18:00:12 - 00:18:03:04 Some companies haven't even heard of it yet. And 00:18:04:04 - 00:18:06:16 so, yeah, we're kind of digging around with that. 00:18:06:19 - 00:18:08:15 Yeah, that's good. 00:18:08:16 - 00:18:10:14 But how about anything else? 00:18:10:14 - 00:18:11:21 Technology wise? 00:18:11:21 - 00:18:14:21 I know you touched on cyber security plans. 00:18:15:03 - 00:18:18:01 Yeah, we had a couple of roundtables and brought in some people 00:18:18:01 - 00:18:20:10 to talk about cybersecurity. 00:18:21:08 - 00:18:24:07 That's top of mind for everyone, you know, And everyone's going to, 00:18:24:08 - 00:18:24:16 you know, 00:18:24:16 - 00:18:26:01 multiple authorization 00:18:26:01 - 00:18:29:22 to make sure that, you know, we we've got some checks and balances in place. 00:18:29:22 - 00:18:33:09 But so much of it, as you you know, there's a lot that can be done, 00:18:33:15 - 00:18:37:06 but so much of it is just the blocking and tackling and your 00:18:37:19 - 00:18:42:20 your people being vigilant around, you know, update your computer. 00:18:42:21 - 00:18:46:22 So everything is you know, we've got all the patches that are supposed to be there. 00:18:47:11 - 00:18:51:15 We don't just use your last name or your birthday as your password. 00:18:51:15 - 00:18:54:02 That's probably one of the first, you know, your dog's name. 00:18:54:07 - 00:18:57:22 All those things that you commonly get asked those your security questions, 00:18:58:08 - 00:19:01:12 you know, just be a little bit smarter than that, but smarter than that. 00:19:01:22 - 00:19:04:07 Don't use the public life wi fi. 00:19:04:07 - 00:19:05:12 Use your VPN. 00:19:05:12 - 00:19:09:00 So you've got that secure connection at your workplace. 00:19:09:09 - 00:19:13:11 Don't just open stuff, you know, look at it, see what that email address 00:19:13:11 - 00:19:15:13 looks like. Are there Misspellings. 00:19:16:01 - 00:19:18:17 So much of it is just an education of our folks 00:19:18:17 - 00:19:22:12 to just say she's done, don't do dumb things, you know, 00:19:23:13 - 00:19:24:13 And then some of it is, you 00:19:24:13 - 00:19:28:04 know, as company wide where, okay, we've got to do some training. 00:19:28:09 - 00:19:31:08 We've got to make sure our i.t Department is on top of things. 00:19:31:15 - 00:19:36:01 We've got to make sure we've got a good cyber security insurance plan. 00:19:36:21 - 00:19:38:21 We've got to test our incident report. 00:19:38:21 - 00:19:40:18 Let's pretend something happens. 00:19:40:18 - 00:19:43:02 What gets shut down? Where do we go? 00:19:43:02 - 00:19:44:11 You know, how do we get our backup? 00:19:44:11 - 00:19:47:20 Is our backup protected so that whoever the bad actors are, don't 00:19:48:05 - 00:19:50:18 destroy our backup and our current data. 00:19:51:04 - 00:19:54:05 So again, it's one of those where life is, 00:19:54:12 - 00:19:57:15 you know, falling back on the CTO to say, what's the plan? 00:19:57:15 - 00:19:59:03 What are we doing? What's happening? 00:19:59:03 - 00:20:03:12 But so much of it is it's going to get in because somebody got lazy 00:20:03:12 - 00:20:06:18 or somebody did something silly and said, Well, this looks okay. 00:20:06:18 - 00:20:08:09 I think I'll click on it. 00:20:08:09 - 00:20:09:07 And the next thing you know, 00:20:09:07 - 00:20:11:11 there's something in your system and we're off and running. 00:20:11:11 - 00:20:14:17 So training of employees to make sure that they're 00:20:15:12 - 00:20:19:09 following the rules and yep, I hate having to log in every time I go 00:20:19:09 - 00:20:23:12 someplace and I hate having to do this, you know, multi-factor authorization 00:20:23:12 - 00:20:24:08 and all the rest of it. 00:20:24:08 - 00:20:26:17 But there's a reason for it. 00:20:26:17 - 00:20:29:19 And I think people are starting to realize that pretty good reasons. 00:20:30:07 - 00:20:32:18 Well, and you can make some of it kind of fun. 00:20:32:18 - 00:20:36:13 Like I know here at Emory, we do the phishing alerts 00:20:36:13 - 00:20:38:09 where you have to kind of report 00:20:38:09 - 00:20:42:17 if you think an email is a phishing, a spam email, and if you get it right, 00:20:42:17 - 00:20:47:13 you have all this confetti that possible that exactly you can make it fun. 00:20:47:20 - 00:20:50:03 And if you get it wrong, then you've got to go through a class. 00:20:50:07 - 00:20:52:17 Exactly why you should have known better. 00:20:52:23 - 00:20:57:11 Yeah, but how about some of the top creative h.r. 00:20:57:12 - 00:20:59:06 Strategies that you've been seeing? 00:21:00:07 - 00:21:03:10 Get a handful of these this month. 00:21:03:10 - 00:21:07:00 You know, on the candidate experience, you know, people are getting 00:21:07:00 - 00:21:09:23 they're feeling a little bit better about finding candidates. 00:21:09:23 - 00:21:11:03 It's still not. 00:21:11:03 - 00:21:14:07 Oh, we had 100 employees of 100 people are applying. 00:21:14:07 - 00:21:15:09 We'll pick the best five. 00:21:15:09 - 00:21:17:21 We're not anywhere near that, 00:21:17:21 - 00:21:21:12 but we're getting some better candidates and companies and hiring managers, I think 00:21:21:12 - 00:21:26:10 are starting to realize that we may not get the 72 credentials that we asked for. 00:21:26:16 - 00:21:30:05 But if we've got somebody with a good attitude, that's got to work 00:21:30:05 - 00:21:32:09 ethic, that's got a little bit of experience, 00:21:32:09 - 00:21:35:04 that gets what it is that we're trying to do, 00:21:35:21 - 00:21:37:01 we're going to go with them, 00:21:37:01 - 00:21:39:15 you know, and we can train them up on some other things. 00:21:39:15 - 00:21:41:23 And so i think h.r. 00:21:41:23 - 00:21:43:02 Departments are really 00:21:43:02 - 00:21:46:17 helping to educate their supervisors and their hiring managers. 00:21:46:23 - 00:21:49:06 Look, you may not get everything, but if you get a good person 00:21:49:06 - 00:21:51:10 who's going to work hard, we're going to get there. 00:21:51:15 - 00:21:52:19 So i'm not going to worry so much 00:21:52:19 - 00:21:55:07 that they may not have these six other things you asked for. 00:21:55:07 - 00:21:57:05 We can, we can teach those. 00:21:57:05 - 00:22:03:02 So people are really looking for for fit and then sort of teaching the rest of it. 00:22:04:01 - 00:22:06:10 Onboarding we've been talking about forever. 00:22:07:09 - 00:22:10:08 But really talks about getting team support, 00:22:10:12 - 00:22:13:20 getting the body, getting the mentor and approaching 00:22:13:20 - 00:22:19:08 onboarding from a fun point of view versus the let's cram all this stuff in there 00:22:19:08 - 00:22:23:18 as fast as we possibly can and make them do all this stuff in a day or two. 00:22:24:04 - 00:22:26:16 Let's, you know, they don't need it all in three days. 00:22:26:16 - 00:22:29:06 Let's spread it out, make this a little bit more enjoyable 00:22:29:18 - 00:22:33:23 and let's show them what the whole first 90 days maybe looks like. 00:22:34:11 - 00:22:37:17 So you come in the first day and we say, Here's our finances 00:22:37:17 - 00:22:39:18 and this is what we do and this is how we budget and whatever. 00:22:39:18 - 00:22:44:02 And you leave there thinking, Holy Moses, I'm not sure I held on to any of that. 00:22:44:11 - 00:22:47:23 But then you look at your 90 day onboarding, you use the are thank goodness 00:22:47:23 - 00:22:51:00 in two weeks I sort of get a primer on our finances 00:22:51:05 - 00:22:54:02 and I get another thing three weeks later on, whatever. 00:22:54:10 - 00:22:57:12 Now I'm not in a grandma panic about, oh my gosh, 00:22:57:12 - 00:22:59:07 I hope I can remember all these people name 00:22:59:07 - 00:23:02:23 I can look at and be like, Oh good, I get to be with them again later on. 00:23:02:23 - 00:23:04:22 So people are taking a very strategic approach 00:23:04:22 - 00:23:08:02 to their onboarding and saying, What does the whole process look like? 00:23:08:02 - 00:23:09:10 So the candidate 00:23:09:10 - 00:23:12:18 doesn't show up each day wondering, okay, what am I going to have to do today? 00:23:13:03 - 00:23:17:07 They see what's going to happen and that makes them a little bit more at ease. 00:23:17:21 - 00:23:21:12 And then the emerging leaders again, 00:23:22:13 - 00:23:23:11 making sure that 00:23:23:11 - 00:23:26:22 those people are being identified and good criteria 00:23:27:05 - 00:23:30:21 with a game plan in place, that when I tell you, Sophie, congratulations, 00:23:30:21 - 00:23:33:15 you're one of our emerging leaders, one of our high potentials, 00:23:33:22 - 00:23:37:17 I can then follow that up and say, you've shown these characteristics. 00:23:37:21 - 00:23:39:10 This is what we're going to do with you. 00:23:39:10 - 00:23:41:01 Here's the training we're going to provide. 00:23:41:01 - 00:23:44:05 Here's the career path that we're trying to put in place for you. 00:23:44:10 - 00:23:46:23 Here are some opportunities that you're going to get now. 00:23:47:06 - 00:23:49:17 And it's not just, hey, when you go, you're an emerging leader. 00:23:49:22 - 00:23:51:13 Okay, great. What does that mean? 00:23:51:13 - 00:23:54:18 But it's something that you're like, okay, I've been identified. 00:23:55:01 - 00:23:57:04 People have recognized what I've done. 00:23:57:04 - 00:23:59:22 It's been announced people now. 00:23:59:22 - 00:24:01:00 So it's a big deal. 00:24:01:00 - 00:24:03:13 And letting people know that it's a big deal and it means 00:24:03:13 - 00:24:07:00 it's got some things behind it, whether that's advancement 00:24:07:08 - 00:24:10:22 or increase in compensation or benefits 00:24:11:05 - 00:24:15:08 or responsibility, it really it really means something. 00:24:17:18 - 00:24:18:10 We hear all the 00:24:18:10 - 00:24:22:06 time about how people don't quit their job or quit the company. 00:24:22:06 - 00:24:23:19 They quit their manager. 00:24:23:19 - 00:24:26:13 And one company said, you know, we're very aware of that. 00:24:26:13 - 00:24:29:21 We think we've got really good managers, but not all managers are created equal. 00:24:30:08 - 00:24:34:04 And what they've been trying to do is you come into our organization 00:24:34:04 - 00:24:38:03 and rather than you just have one manager that you report to, 00:24:38:08 - 00:24:42:11 we make sure you get a chance to meet three or four or five different managers. 00:24:42:18 - 00:24:47:11 So if by opportunity or by faith or by whatever 00:24:47:21 - 00:24:51:09 you might be a really good match with your boss, you might not be 00:24:51:09 - 00:24:54:01 might be a personality thing, might be all kinds of different things. 00:24:54:20 - 00:24:57:20 We want you to see a variety of different leadership styles. 00:24:58:02 - 00:25:00:01 So if you're thinking about going, 00:25:01:07 - 00:25:02:11 you looked around a little 00:25:02:11 - 00:25:06:00 bit, you like, you know, I do like my job and I do like this place. 00:25:06:08 - 00:25:09:07 I've got a little bit of an issue with my manager. 00:25:09:12 - 00:25:11:02 We can begin to experience that. 00:25:11:02 - 00:25:13:21 We can talk about that and either fix that relationship 00:25:14:06 - 00:25:15:14 or at least you know 00:25:15:14 - 00:25:17:21 well, there's other people around you who approach things different, 00:25:18:05 - 00:25:21:17 and maybe you're a step by step person, and this person is kind of a big thinker 00:25:21:17 - 00:25:23:01 or the opposite. 00:25:23:01 - 00:25:24:05 It might just be, 00:25:24:05 - 00:25:28:05 you know, there's a better place for you in the organization and you've seen it. 00:25:28:05 - 00:25:30:08 So I'm not going to just quit this manager now. 00:25:30:16 - 00:25:33:00 I'm going to see if there's something else I can do. 00:25:33:15 - 00:25:35:11 So those are a few things in the h.r. 00:25:35:11 - 00:25:38:05 Area that seen in the last month or so. 00:25:38:15 - 00:25:39:05 Yeah. 00:25:39:09 - 00:25:43:07 So as we begin to wrap up here, there were there was some research 00:25:43:07 - 00:25:47:21 summarized from executive networks which found that a lot of workers so h.r. 00:25:47:21 - 00:25:51:16 Leaders, business leaders, frontline leaders and workers 00:25:52:07 - 00:25:56:06 are saying that coming to the office is not commute worthy. 00:25:56:06 - 00:26:00:03 So any comments on this are no comment. 00:26:00:17 - 00:26:03:02 Commute worthy. I like that. 00:26:03:02 - 00:26:06:02 You know, i think what they were getting at was 00:26:07:06 - 00:26:09:16 i'm not going to come in, especially if my 00:26:10:10 - 00:26:12:19 if you can imagine your commute is a little bit of a pain, 00:26:13:00 - 00:26:17:21 whether it's traffic or distance or or just screws up your whole day 00:26:17:21 - 00:26:20:15 for getting kids to school or whatever it might be. 00:26:22:06 - 00:26:25:16 You have had an opportunity now to not have to have that hassle. 00:26:26:03 - 00:26:28:17 And there are, you know, legitimate reasons for going remote 00:26:28:17 - 00:26:30:20 and there's legitimate reasons for being in the office. 00:26:31:07 - 00:26:35:08 But from an employer's point of view, to make that commute worthy 00:26:35:13 - 00:26:39:02 of your time, it's got to have a purpose to it. 00:26:39:03 - 00:26:42:21 If I can do exactly what I need to do today at home 00:26:43:06 - 00:26:45:10 or at work and work means 00:26:46:00 - 00:26:49:17 45 minutes, an hour or 2 hours driving back and forth. 00:26:50:03 - 00:26:52:20 Why would I do that if I if there isn't a reason? 00:26:53:03 - 00:26:54:22 Now, is there an important meeting? 00:26:54:22 - 00:26:56:10 Do I have to be a part of something? 00:26:56:10 - 00:26:58:11 Other people coming to the company? 00:26:58:11 - 00:26:59:13 That's a big part of it. 00:26:59:13 - 00:27:02:04 And that might be part of the culture and that's tough. 00:27:02:04 - 00:27:05:08 That's the organization and you have to be there, you know, for that. 00:27:05:21 - 00:27:08:18 But organizations are looking at like, how do we become a magnet? 00:27:08:18 - 00:27:13:05 How do we make this a place that you're willing to drive 30 minutes to come here? 00:27:13:09 - 00:27:15:01 Because it's fun. 00:27:15:01 - 00:27:17:18 It's interesting. I like the people I'm working with. 00:27:18:00 - 00:27:20:06 I've got some team meetings set up. 00:27:20:06 - 00:27:24:05 We do have some conversation spaces and I want to do a puzzle for 5 minutes today. 00:27:24:10 - 00:27:27:13 I don't know what it is, but what makes what makes the office 00:27:27:13 - 00:27:30:22 look is as attractive as going to the Starbucks down at the corner. 00:27:31:08 - 00:27:33:14 And so I think the commute worthy is 00:27:34:01 - 00:27:36:21 as an employer, I can say, look, this is the way we want to function. 00:27:36:21 - 00:27:38:04 And you decided to work here. 00:27:38:04 - 00:27:41:21 And as long as I was upfront with you, that commute is part of what you do, 00:27:42:10 - 00:27:44:01 but it's your change, your attitude. 00:27:44:01 - 00:27:45:12 If you're coming in knowing 00:27:45:12 - 00:27:48:15 it's pizza day or it's jean day or it's something else day 00:27:48:15 - 00:27:51:16 and it's going to be kind of fun and relaxed or the board's coming in 00:27:51:16 - 00:27:55:01 and it's going to be really exciting because we're going to talk about new ideas. 00:27:56:03 - 00:27:57:10 We just have to be the magnet 00:27:57:10 - 00:28:01:07 for attract and we've just become a place that we want people to come to. 00:28:01:07 - 00:28:04:11 And then it's it's a non-issue for sure. 00:28:05:01 - 00:28:07:18 So you've got a chart on the talent report, too, 00:28:07:18 - 00:28:12:07 that shows keys to organizational success in 2023. 00:28:12:07 - 00:28:14:14 So can you share what's on that chart? 00:28:15:05 - 00:28:18:00 Yeah, and this was the executive networks, too, and they were just looking 00:28:18:00 - 00:28:21:20 at, you know, what's everybody focusing on for the next year? 00:28:22:00 - 00:28:24:23 And it's sort of interesting because there's probably four 00:28:24:23 - 00:28:28:11 or five things here that are all pretty close together now. 00:28:28:11 - 00:28:32:11 I don't think anything is going to shock anybody but upskilling the workforce, 00:28:32:16 - 00:28:35:11 what are people doing and how can we make them even better 00:28:35:11 - 00:28:36:20 at what they're doing, 00:28:36:20 - 00:28:41:11 enabling that new ways of working, whether that's remote or hybrid or in-person? 00:28:41:18 - 00:28:45:11 How do we create environments where whatever we're trying to set up 00:28:45:11 - 00:28:47:07 is what people are looking for? 00:28:47:07 - 00:28:52:09 And so that becomes a plus, not a not a minus in terms of how people 00:28:53:00 - 00:28:56:15 go to work addressing employee wellbeing and mental health, 00:28:56:15 - 00:28:59:07 how do we make this a place that's supportive, 00:29:00:01 - 00:29:02:20 making sure that they're utilizing our EAP program, um, 00:29:03:12 - 00:29:05:20 knowing that the department is there for them, 00:29:06:03 - 00:29:09:19 you know, how do we make this a good place for them to go and work? 00:29:10:09 - 00:29:12:18 Diversity, equity, inclusion and belonging? 00:29:13:03 - 00:29:16:10 Are we doing what we need to do to make sure we are welcoming 00:29:16:16 - 00:29:20:22 everyone who wants to come work for us, whether that's our policies, our approach, 00:29:21:02 - 00:29:25:22 whatever it might be, looking at that, and then talent, attraction, retention. 00:29:26:01 - 00:29:28:13 You know, like I said earlier, I think it's gotten better. 00:29:28:13 - 00:29:31:16 I don't think it's quite as big of a headache for people as it has been, 00:29:32:06 - 00:29:34:23 but people have been through it now and they're like, okay, there's 00:29:34:23 - 00:29:38:05 certainly not an abundance of people and I don't want to go through what 00:29:38:05 - 00:29:40:10 we've had to go through the last couple of years. 00:29:40:10 - 00:29:42:15 So let's keep the pipeline moving. 00:29:42:20 - 00:29:44:08 Let's have people available 00:29:44:08 - 00:29:47:13 and let's make sure we're doing everything we can to hang on to the folks that 00:29:48:06 - 00:29:51:13 that we've got that we know are good and we don't want to lose. 00:29:52:06 - 00:29:53:03 Absolutely. 00:29:53:03 - 00:29:55:10 Last question here. 00:29:55:10 - 00:30:00:07 Can you give us a sneak peek what May's Senate report will be on? 00:30:00:22 - 00:30:03:12 I can tell you, but don't tell anybody else because it's topic. 00:30:04:14 - 00:30:07:09 We're going to dive deep into emerging leaders 00:30:07:09 - 00:30:11:10 and those high potentials, those people that you've identified. 00:30:11:10 - 00:30:15:13 And we're going to kind of go through what is a really good emerging leader 00:30:15:13 - 00:30:21:02 program look like, because what we're seeing is a lot of companies are saying, 00:30:21:02 - 00:30:24:10 yep, we've got emerging leaders, we've got high potentials. 00:30:24:18 - 00:30:26:08 What are you doing about it? 00:30:26:08 - 00:30:29:01 Oh, we've identified them. Okay. 00:30:29:06 - 00:30:30:13 Do they know that? 00:30:30:13 - 00:30:32:07 What was the criteria? 00:30:32:07 - 00:30:33:23 What are you doing with them? 00:30:33:23 - 00:30:36:00 And we're just seeing a lot of people are at the. 00:30:36:04 - 00:30:37:13 Yeah, that's a good idea. 00:30:37:13 - 00:30:40:08 We should be doing something about that. 00:30:40:08 - 00:30:43:04 We're going to go through sort of how do you start all that up? 00:30:43:04 - 00:30:44:17 How do you make that happen? 00:30:44:17 - 00:30:46:14 What are the steps to do that? 00:30:46:14 - 00:30:49:04 And quite frankly, where are the ways that an organization like 00:30:49:09 - 00:30:52:07 MRA can help support companies in that type of growth? 00:30:52:07 - 00:30:54:16 Because they're going to be critical in the next 00:30:55:16 - 00:30:58:15 5 to 50 years? 00:30:58:15 - 00:31:00:18 Great. Looking forward to it. 00:31:00:18 - 00:31:05:15 So I know you kind of you gave a great overview today on the April report, 00:31:05:15 - 00:31:10:05 but do you have any last thoughts or pieces of advice you want to end with? 00:31:11:05 - 00:31:15:07 I think people are starting to, like I said, feel a little bit more relaxed. 00:31:15:11 - 00:31:18:14 My advice for this month would be don't get too relax. 00:31:19:09 - 00:31:22:11 We might have a good month or two or and like we've got everybody we need 00:31:22:11 - 00:31:23:10 and whatever. 00:31:23:10 - 00:31:24:10 I would still make sure 00:31:24:10 - 00:31:27:09 there are people in the wings and you're still focusing every day on 00:31:27:15 - 00:31:30:00 how do you keep the ones you've already got? 00:31:30:00 - 00:31:32:07 Because we still have 00:31:32:17 - 00:31:35:07 a numbers problem, especially in the upper Midwest. 00:31:35:07 - 00:31:40:04 So don't get too complacent with your talent attraction and retention. 00:31:40:16 - 00:31:43:07 All right. We want good advice. 00:31:44:08 - 00:31:45:23 Well, thank you for being on 00:31:45:23 - 00:31:49:05 the podcast today, Jim, and sharing this monster report. 00:31:50:05 - 00:31:52:19 I encourage you all to share this episode. 00:31:52:20 - 00:31:56:08 Leave a comment in review and consider joining MRA 00:31:56:08 - 00:31:58:07 if you aren't a member already. 00:31:58:07 - 00:32:02:06 We do have all the resources in the show notes, so make sure check those out. 00:32:03:05 - 00:32:06:19 We also include a Jim's LinkedIn profile and his bio 00:32:06:19 - 00:32:09:18 so you can get in touch with him easily there. 00:32:10:06 - 00:32:12:08 Otherwise, thank you for tuning in today 00:32:12:08 - 00:32:15:00 and thanks Jim, for all the great information. 00:32:15:14 - 00:32:16:07 My pleasure. 00:32:16:07 - 00:32:20:13 And I hope everybody joins us at our HR conference in Wisconsin. 00:32:21:01 - 00:32:23:21 Virtually ah, and in person, which is on May 10th 00:32:23:22 - 00:32:26:06 and then a month later in June were up in Minnesota. 00:32:26:06 - 00:32:28:09 So I'll being join us for that as well. 00:32:28:19 - 00:32:30:20 Absolutely Good part. 00:32:30:20 - 00:32:31:19 Thank you. 00:32:32:06 - 00:32:34:07 And we will see you next week. 00:32:34:07 - 00:32:37:02 And that wraps up our content for this episode. 00:32:37:03 - 00:32:40:07 Be sure to reference the show notes where you can sign up to connect. 00:32:40:07 - 00:32:41:23 For more podcast updates, 00:32:41:23 - 00:32:45:18 check out other MRA episodes on your favorite podcast platform. 00:32:45:18 - 00:32:50:16 And as always, make sure to follow MRA's 30 minutes Thrive so you don't miss out. 00:32:50:17 - 00:32:53:16 Thanks for tuning in and we'll see you next Wednesday to carry 00:32:53:16 - 00:32:55:07 on the HR conversation.  

Holy Moses! Hebrews 3:1-6

Thrash 'til death: Holy Moses verabschieden sich im Interview zum neuen Album. Overkill setzen sich die Soundcheck-Krone auf. Und wie schlagen sich Metallica mit 72 SEASONS? Wir haben das Album gehört und verraten euch, was euch erwartet.

30:24 – Since Moses broke the original tables of testimony in a fit of rage, Lord Yahweh teaches him a lesson by forcing him to hew new ones and do part of the engraving himself, instead of having them pre-hewn and professionally engraved by skilled Yahwelian artisans. Dave in Kentucky explains how the lack of […]

Holy Moses #tb12 3-5 two games under .500 for 1st time ever & hadn't lost three in a row since 2002. @buccaneers have a lot of work to do & @ravens need to pay #lamarjackson soon. Ravens off for 23 days. Enjoy guys. @bengals going to be without #jamarrchase #mnf vs @clevelandbrowns and a lot longer it seems.  #tylerboyd & #teehiggins your time to shine. @nygiants fans say goodbye to #kadariustoney who hasn't played all year.  You were given golden ticket with #patrickmahones @chiefs don't screw it up. #sophiasmith youngest @nwsl MVP. Good luck in #nwslchampionship game vs @kccurrent Saturday. @stocktonmsoccer regular season over. It's tournament time. There is no tomorrow!  @jakepaul like the idea of union for @ufc #mma fighters.  Good luck vs #andersonsilva you're going to need it.  Next time please fight someone closer to your age. @yankeesrecaps is it true that #aaronjudge unfollowed the @yankees on social media?  That cannot be good.

Metalheads! You know Ben & David love their thrash, so David decided this month's grab bag should be thrash bands outside of the "Big Four." So we spin Death Angel "Humanicide," (2019); Testament, "The Ritual," (1992), Heathen, "Victim of Deception," (1991), and Holy Moses, "Finished with the Dogs," (1987).

Dr. Desmond + Alyson are back at it once again for a new season of Holy Moses! Podcast. --- Send in a voice message: https://podcasters.spotify.com/pod/show/holymoses/message

Welcome to Blackbird9's Breakfast Club's Wednesday podcast, "Holy Moses I Have Been Deceived". Tonight we are joined by Mr. Goldenpipewrench in the first hour then examine the history of Televangelism. https://www.blackbird9tradingposts.org/2022/05/25/holy-moses-i-have-been-deceived-blackbird9/In the First Hour, Mr. Goldenpipewrench joins the the host as we cover the chaotic events brought on by the teachings of the Frankfurt School Marxists. Their mission has always been to establish a Greater Israel ruled by globalism under the direction of Talmudic Noahide Law and at the same time force all other nations to surrender their independent sovereignty. In the second hour of "Holy Moses I Have Been Deceived", the host examined the history of Televangelism and its Zionist Roots.

Holy Moses, more casting news! Join Deb, Erika, and Katrina as we react to the return of David Tennant's Doctor and Donna! And a new "Rose" played by Heartstopper phenom, Yasmin Finney! What was your reaction to hearing Tennant and Tate are back? Did you love Finney in Heartstopper as much as Erika? Drop us a tweet or let us know in the comments! ^E Support Verity! on Patreon

This message was given by Pastor Jared Bryant.

Yet another catch up with what has been going on since our last episode. Topics include mental health, traveling + church events! --- Send in a voice message: https://podcasters.spotify.com/pod/show/holymoses/message

Part eight in a series on Hebrews.

WE BACK. Holy Moses what a trade deadline that was. Listen to the guys reactions to all of the biggest trades and which teams set themselves up to have the best success in the second half! Follow us on the gram! @infielddirt --- Support this podcast: https://anchor.fm/infielddirt/support

Join us for an extended episode of Holy Moses! // SOMEBODY better rate, review + subscribe! --- Send in a voice message: https://podcasters.spotify.com/pod/show/holymoses/message

On this weeks episode of The Sidelines Washington Football Podcast brought to you by The Sidelines Sports Network, Host Parker Hamlett, and Co-Host Adam Aniba are joined by "Locked On Washington's" own, David Harrison to talk Morgan Moses's shocking release & more! Subscribe & turn on notifications to be notified when we post! Also give @SSN_NFL & @Sidelines_SN a follow and reach out to join the fastest growing sports network TODAY! Leave a rating or review on apple, Spotify, or wherever you find your podcasts, for ALL things Sidelines WFT, click the link below! LinkTree: https://linktr.ee/Sidelines_WFT#SidelinesWashington​ #SSN​ #WashingtonFootball

Season Two of Holy Moses! is here & get ready for some changes! --- Send in a voice message: https://podcasters.spotify.com/pod/show/holymoses/message

Another in a seemingly endless series of very busy weeks but we've got you covered. First up: The Oracle himself, Governor Haley Barbour. He's got a perspective of 50 years in politics, so we thought we have him on to see what he thinks of the last few months. Prepared to get schooled. Then, as freedom of speech on digital platforms –like the one you're reading right now– is now one of the most... Source

Holy Moses! Podcast would like to wish you a very Happy New Year! --- Send in a voice message: https://podcasters.spotify.com/pod/show/holymoses/message

In honor of 10 weeks of Holy Moses! The spouses join in on the fun, tell their sides of the story + fight back on what has been said about them. The episode ends with a hilarious round of the Newlywed game! --- Send in a voice message: https://podcasters.spotify.com/pod/show/holymoses/message

--- Send in a voice message: https://podcasters.spotify.com/pod/show/holymoses/message