Podcasts about hr managers

Durante años aprender a programar parecía una apuesta segura: había demanda, buenos salarios y oportunidades globales. Pero la irrupción de la inteligencia artificial está cambiando las reglas del juego. Las empresas ya no buscan únicamente especialistas en un lenguaje de programación, sino profesionales capaces de resolver problemas, integrar tecnologías y entender el negocio. ¿Estamos ante el fin del developer tradicional o frente a una evolución de su rol? Para analizar qué perfiles ganan terreno, cuáles pierden relevancia y qué habilidades serán clave en los próximos años, conversamos con Cristina Rubio, HR Manager de Aditi Consulting.Algunos temas de la charla:• El fin del developer especialista en un único lenguaje.• Qué tareas ya está absorbiendo la IA.• El surgimiento del perfil "problem solver".• Los puestos más demandados en 2026.• La situación de los perfiles junior.• La evolución de los salarios tech.• Por qué América Latina pierde competitividad como hub tecnológico.• Qué estudiar hoy para seguir siendo relevante mañana.Host: Débora Slotnisky

Il 9 e 10 giugno torna a Reggio Emilia Nobìlita Lab, il Festival della Formazione e delle CONpetenze, giunto alla sua nona edizione. Organizzato dall’associazione FiordiRisorse e dal giornale SenzaFiltro, il festival propone due giornate interamente dedicate alla cultura del lavoro e alla formazione. Ci colleghiamo con Osvaldo Danzi, presidente Associazione Fiordirisorse, HR Manager, editore e giornalista.Dal 7 giugno entra in vigore nell’Unione europea la direttiva per la trasparenza salariale, sforzo comunitario per soddisfare l’agognato principio di pari salario per pari lavoro. La norma, tra le altre cose, punta infatti a livellare il pay gap di genere, uno dei principali fattori di disparità tra lavoratori e lavoratrici. Facciamo il punto con l’Avv. Francesco Rotondi - giuslavorista, partner dello studio legale Lablaw.

Sam and Calen sit down with Robynne Randall, the HR Manager at Big Wheel Burger. Robynne shares her professional journey navigating human resources in the local food industry. She also opens up about her personal experience using her voice to navigate the school system and advocate for her child with Down syndrome and autism.

La diversidad se ha convertido en uno de los grandes retos —y también oportunidades— para las organizaciones que quieren construir culturas más innovadoras, humanas y sostenibles. En este capítulo con motivo del Mes de la Diversidad analizamos cómo las compañías están abordando la inclusión desde una perspectiva global, poniendo también el foco en la diversidad de género, el liderazgo inclusivo y la integración real del talento dentro de las organizaciones. Además, en la parte dedicada al sector asegurador abordamos algunas de las best practices y políticas concretas para atraer, desarrollar e integrar todo el talento, generando entornos más diversos, equitativos y comprometidos con las personas. Participan en este episodio: • Teresa Viejo, periodista y presidenta de Fundación Diversidad • Heloïse Roca, HR Manager en Swiss Re Spain • Glória Ferreira, Director of Communication, CSR & HR en BNP Paribas Cardif

Rich Lauretta has been building Spectrum Painting in Northern New Jersey since 1989 and recently made the boldest move of his career: hiring a Director of Operations, HR Manager, and Field Supervisor all at once to push the business toward a $10 million goal. In this episode, Rich gets candid about what it really takes to hire senior leaders, lead them effectively, and finally get out of the day-to-day. Honest, practical, and packed with insight for any owner ready to scale.

Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society.   In this episode, Justin takes the opportunity of RISKWORLD 2026 to interview on-site two session co-presenters, Sandy Avina and Angel Guerra, and a fellow podcast host, Joel Appelbaum. Sandy and Angel co-wrote a book, Riskfetti: Risk Management for the Rest of Us, which comes out on May 18th. They discuss their careers, how they came to team up to write, and why this book, now. Justin and Joel discuss Joel's career in risk, from underwriter to Chief Content Officer at the International Risk Management Institute (IRMI) and podcast host of The Edge of Risk. Listen for thought leadership on communicating risk to business professionals and translating complex risk research into media content.   Key Takeaways: [:01] About RIMS and RIMScast. [:14] About this episode of RIMScast. It was recorded live, on-site at RISKWORLD 2026, in Philadelphia. It's one of my favorite episodes of the year. We will be joined by a range of guests. But first… [:43] RIMS Virtual Workshops. The next RIMS-CRMP-FED Exam Prep Course will be on May 13th and 14th. The popular CBCP and RIMS-CRMP Exam Prep Bootcamp will be held from May 18th through the 21st. The next RIMS-CRMP Exam Prep Course will be held on June 9th and 10th. [1:02] Links to registration are in this episode's notes. [1:05] Webinars. On May 14th, Origami Risk will return with a new session, "Future-Proofing Your Risk Program: Keeping Pace with Scale, Complexity, and Visibility." [1:17] On May 21st, GRC returns to present "Is Your Fire Protection Strategy Outdated? Emerging Risks Are Changing the Rules." [1:27] On May 28th, Zurich returns with "From Underwriting To Risk Management: What To Expect From The Growing Demand For Data Center Construction." Register for webinars at RIMS.org/Webinars or through the links in this episode's show notes. [1:41] Folks, RIMS is back on YouTube. Our handle is @RIMSOfficialChannel. We've got plenty of videos there, including RIMScast, RIMScast Canada video podcasts, and other informative and entertaining content from RIMS. Subscribe to the channel today! [2:00] On with the Show! We are live on the exhibit floor at RISKWORLD 2026 at the Philadelphia Convention Center. There's a lot of great energy. That energy transferred from the stage to our booth! My first guests are from our LA RIMS Chapter, Sandy Avina and Angel Guerra. [2:23] Sandy and Angel co-presented the session on Tuesday, May 5th, "Between Truth and Trauma: Investigating the Invisible." RIMScast caught up with them right after they came off the stage to discuss the state of mental health claims and get a preview of their new book. [2:37] Sandy and Angel co-authored the book coming out on May 18th. It's called Riskfetti: Risk Management for the Rest of Us. We're going to have a lot of fun! Let's get to it! [2:44] Interview! Sandy Avina and Angel Guerra, Welcome to RIMScast! [2:58] Angel says this is her third RISKWORLD and she loves it! She last attended two years ago in San Diego. Sandy says this is her first time at RISKWORLD. She's trying to experience everything, and it's like trying to put ten pounds of sugar in a five-pound bag. She's getting there. [3:17] Sandy is The Riskfluencer on TikTok. [3:25] Angel has a business, Beauty and Beast in Business. [3:28] Together, Sandy and Angel make Riskfetti. [3:41] Angel started in the mailroom of SRS 20 years ago, moved through Claims, Operations Management, and Global Risk Management, and is now a VP at Arrowhead Evaluation, which does independent medical and risk consulting. [4:11] Angel's variety of experiences lets her see everything and gives her knowledge of risk management and the ability to manage a program well. [4:31] Right out of college, Sandy joined California's workers' compensation state fund as an adjuster. She loved it and started to learn other lines. She now works for California Schools JPA, a public risk pool supporting K-12 and community colleges. [4:54] Sandy leads the California Schools JPA claims program for property liability and workers' compensation. She loves it. [5:03] Sandy and Angel connected through LinkedIn. [5:25] Sandy and Angel presented a RISKWORLD session on developing the defense for psychological claims. Sandy says we're seeing the change in legislation for allowing mental-mental claims and not just physical-mental claims. [5:35] Dr. Ron Heredia was also on the panel. He spoke on how to crack defenses and properly investigate. There are red flags and also very truthful claims. As professionals, check your unconscious bias. Think about fact-finding without a specific agenda. [6:12] Justin points out that May is Mental Health Awareness Month in the U.S. Sandy partners wth Kind Souls Foundation, a non-profit that provides a warm, emotional support line for anybody with a work-displacing event. Sandy notes the struggles of the Sandwich Generation. [6:56] Angel says we see people are being a lot more open about mental health and self-care, but there's still a stigma to it. It's important to recognize that, not just in May, but throughout the year. [7:15] Justin mentions a guest from a couple of weeks ago who served in the Canadian military. He was very open about his Post-Traumatic Stress Disorder. They had a wonderful conversation about it. Justin doesn't want to bring it up if somebody doesn't want to talk about it. [7:40] Sandy says, when you have the conversations more often, and they're more open, people feel more comfortable bringing it up. [7:50] Sandy and Angel's session was "Between Truth and Trauma: Investigating the Invisible." Angel says a lot of people told them they were very happy with the session. They see increases in legislation that allow for more mental-mental claims, and it's a challenge to keep up. [8:11] Angel says having Dr. Ron Heredia with them gave a view of what it looks like from the employer's side. Are you investigating those claims, recognizing the importance of very clear documentation? If it's not in writing, it didn't happen. Have a doctor help with questions to ask. [8:43] Riskfetti: Risk Management for the Rest of Us is coming out on May 18th. Sandy says she and Angel both started in claims, and they found that a lot of employers they spoke to didn't know risk management. They didn't understand their coverage or insurance, or how it works. [9:12] Sandy says a lot of the education in the industry today is very academic and is meant for the risk managers. Employers are not going to go get their CPCU or take webinars on coverage or understanding endorsements. They assign someone else to do it. It's split in the organization. [9:35] Sandy says nobody is speaking to that audience from a layperson's perspective in a way they'll be receptive to. Sandy said we wanted to make that information accessible, so we created a book that is fun, engaging, and more accessible for business owners. [9:49] Angel says they used case studies, fun stories of claims they had managed or others had managed. It's very engaging. People say they've read the book and laughed. It's for HR Managers, Safety Managers, and CFOs, who don't understand insurance but have responsibility. [10:41] Angel's advice for beginning risk professionals: Find a community of individuals who are willing to support you and talk about the hard things and cheer you on when you're not sure if insurance or claims is where you want to be. It's not an easy industry, but a wonderful industry. [11:00] Sandy's advice for the young generation is to make content about this industry. If you are working in this industry, make your TikToks and post on socials. We need to hear from that generation. It democratizes the flow of information. They already do it for their personal life. [11:18] Sandy says, talk about your experience. I want to know what it's like for somebody coming into the industry right now. I know what it was like 23 years ago; I want to know what it's like now. That's the best way to get that information out there. We want to know those opinions. [11:40] Justin says, I love what you're doing. You've got a lot of great energy! Angel, Sandy, thank you so much for joining me on RIMScast. You were wonderful guests! I hope to see you again next year. [12:04] A Quick Break! There are so many other wonderful RIMS events coming up in 2026. The 2026 Florida RIMS Educational Conference will be held from July 28th through August 1st at the lovely Ritz-Carlton in Naples, Florida. A link to the event is in this episode's show notes. [12:25] Register now for the Second Annual RIMS Texas Regional Conference, to be held from August 10th through 12th at the Grand Hyatt on the San Antonio River Walk. Advance rates are available through June 5th. [12:39] The 11th Annual Chicagoland Risk Forum will return to the Old Post Office on Thursday, September 24th, 2026, in Chicago. Visit ChicagolandRiskForum.org for more information. [12:53] The RIMS Western Regional Conference will be held from October 4th through the 7th in Seattle, Washington. Registration is open, and you can also submit a session. Visit RIMSWesternRegional.com and the link in this episode's show notes for more information. [13:10] Save the dates October 18th through the 21st. We will be in Quebec City to celebrate the 50th Live RIMS Canada Conference. Booth sales are already open. The call for educational sessions has been extended to May 18th. Early-bird registration will open in June. [13:29] Visit RIMSCanadaConference.ca for more information. Also, remember to check out RIMS.org/Canada for our spinoff show, RIMScast Canada, hosted by National Conference Committee Chair, Aaron Lukoni. [13:44] The RIMS ERM Conference 2026 will be held on November 18th and 19th in Columbus, Ohio. Details will follow. [13:52] Our final guest is Joel Appelbaum, Executive Vice President and Chief Content Officer at IRMI, the International Risk Management Institute! Joel is the host of IRMI's podcast, The Edge of Risk. He was formerly a Chief Risk Officer. [14:10] We are going to talk all about our shared interests and the importance of risk management education, and some of the trends that are emerging, some that are overhyped, and what he's seeing on the risk landscape. Let's get to it! [14:23] Interview! Joel Appelbaum, Welcome to RIMScast! [14:28] Joel Appelbaum is the Executive Vice President and Chief Content Officer for IRMI. Joel says he is used to asking the questions; he says it will be really cool to be asked the questions. [14:47] Joel is the host of The Edge of Risk. When they launched, six years ago, the idea was to come up with more relevant content, quickly, by talking to leaders. In the last year, it has grown by 60%. There's a need for insurance podcasts. It's still growing. [15:24] Justin notes that Elise Farnham was a recent guest. Elise teaches for RIMS. Justin says insurance podcasts share the same space, and there's some natural crossover. Justin and Joel sat together the day before at the main stage keynote. [15:53] Justin asks Joel about his having been an Enterprise Chief Risk Officer, when Enterprise Chief Risk Officers first came into vogue. He felt there were not a lot of resources for being a good ECRM, after coming from an underwriting background with CPCU and IRMI. [16:22] It was a challenging time. Joel cites Adam Grant's theme of low ego but honestly trying to help. Joel remembers bringing up to his boss that IT could be a risk, and being yelled at by his boss for about an hour for yellow-flagging IT. [16:53] Joel loves where Enterprise Risk Management has gone. It's necessary to identify risks in a positive way and deal with them proactively. [17:06] Joel says when it started, it was a rough job. Asking people what keeps them up at night, and sharing that with the board regularly, people weren't ready for it. It's a necessary and important job, but Joel found it to be one of the most challenging, alone on an island. [17:30] Joel thinks everyone who's been an Enterprise Chief Risk Officer or Risk Officer will tell you they do it with very few resources. Joel is glad to have an organization like RIMS to help. [17:50] Joel says he was in a lot of positions that IRMI serves. He was a Product Officer, an Enterprise Chief Risk Officer, a Chief Underwriting Officer, and a Chief Actuary. He did a lot of great things with a lot of great people. None of that prepared him to be a Chief Content Officer. [18:17] Being a Chief Content Officer is about writing and deep research. Joel works with people who research all day. [18:29] Joel learned that there's a disconnect between deep research and understanding coverage and analysis well, and practical insights and thought leadership for how it works in the real world. Parsing it and putting it together, and communicating it is the challenge. [18:53] Joel says it was a bit bumpy coming in and changing the way that IRMI approached things. Joel speaks of his joy of working for Jack Gibson at IRMI. [19:15] Joel says trying to put all the research into writing, keeping it up to date, making it useful, and changing it from just research to practical insights was challenging. It's been a great challenge, and he loves it. [19:29] Joel says he loves being at IRMI and working with people in the industry every day, trying to understand what they need. [20:16] Joel says he struggled with translating research into print, CE courses, and conferences. That takes time, and they need to be updated with the times, as well. A podcast can be simple. Yesterday, Justin and Joel came up with six or seven relevant questions and were ready to go. [20:48] Joel says podcasts fill the gap for the on-demand, necessary knowledge somebody might be seeking on the go. Joel's 30-something children listen to podcasts in the car or while they're exercising. You don't have to sit. Joel likes to do 20- or 30-minute Edge of Risk podcasts. [21:35] Joel says you can cover a very specific, timely topic. It doesn't take the effort of doing a research project or writing a book. Getting it to print takes time. If something changes in war, terrorism, or cyber, you can have a new podcast out in a day. [21:54] Justin says he finds it very gratifying when a guest's words on RIMScast are cited in a white paper. Seeing a reference to something he has done is very gratifying. Joel agrees. [22:10] Joel feels like it's such an honor to meet with thought leaders in the industry, sit down with them, and ask them questions. Joel says he gets great knowledge, meeting them, and learning a little bit about them personally. [22:43] Joel says it's gratifying when young professionals come up to him saying they know him from the podcast. Justin mentions people hearing him talking in the halls at RISKWORLD or RIMS events and recognizing him as the RIMScast guy or the webinar host guy. [23:26] Joel says AI has been a little overhyped. We all need to understand how to use it, but it isn't going to provide all the answers. A guest on his podcast told him at RISKWORLD they're going all in on AI for learning. [23:55] Joel says he gets that AI can be a quick fit for the answer you need. It's the right tool for the right time, but all risk managers know you have to have a lot of tools in your tool kit. AI doesn't replace foundational knowledge. [24:16] Joel's MBA helped him understand the other disciplines in the organization, to know when he was getting good information or bad information, and how to talk the language. [24:35] Joel believes that RIMS certifications and IRMI certifications help risk managers and insurance professionals understand the foundational knowledge. Then they know if they're getting a good answer from the AI. [24:50] Joel says that AI is trained on the internet. The internet has some flaws. Joel predicts AI will hit a learning curve. You're not getting the latest and greatest insights from RIMS or IRMI just writing a white paper on a new topic. Are you getting your AI from a reliable data source? [25:25] Joel advocates for using AI on IRMI material. They have an AI agent in beta now. IRMI has ReferenceConnect for its customers. AI is a good tool, but it's overhyped as a solution for everything. It's not going to solve all the problems. [26:00] It's a great tool if you're using it to gather data. Joel went to a great session at RISKWORLD with LineSlip about bringing all your different brokers' information together so you can get real insights. AI is a great tool to be used at the right place, at the right time. [26:23] You can't have it write all your letters because it doesn't sound like you. [26:37] Justin says an issue that's top of mind for him is PFAS, forever chemicals, because we need water to live. The second our water supply is bad, we've got much bigger problems. [26:52] Joel says Marsh did a presentation at an IRMI conference talking about how widespread the PFAS problem is. It should be on everybody's risk radar. Joel has put more filters in all of his houses. [27:21] Justin says Third-Party Litigation Funding is an emerging risk for RIMS. Joel has also done several podcasts on that. Liberty Mutual likes to call it Legal System Abuse. They had a great podcast on it with The Edge of Risk. [28:04] Joel says the concerning aspects are inflated awards and nuclear verdicts. ISO has introduced a new endorsement on disclosing third-party litigation funding. We've always needed tort reform. Joel thought that as an Enterprise Risk Manager, 20 years ago. [28:39] Joel says if you look at how all the other countries do it, the United States has a problem. It's really important to solve it. Insurance is a fundamental backstop and assistance to business. If the problem continues, insurers may start declining. How do you find solutions? [29:10] Joel thinks one of the solutions is to determine the appropriate amount of an award. Does $200 million make up for something where $2 million would suffice? [29:33] Justin says that he and Joel met up at the keynote with Adam Grant. They both enjoyed the keynote. Adam Grant spoke of unpleasant truths we may not want to hear. There's a difference between being loyal and being honest. [30:26] Joel doesn't have a problem delivering the unpleasant truths, but it has not always been great for his career. Joel says that in a lot of big corporate organizations, people want their allies with them. A new Chief Officer comes in and brings loyal friends with him. [30:54] Four or five years of being coddled later, the officer is gone. Joel worked for CNA for four different CEOs. Joel learned that integrity matters. He says if you communicate out of frustration or anger, it comes across wrong. [31:35] Joel says what he loved about Adam Grant's message is that people need to deliver the truth in a way that is kind and fair, and not fake. The people who tell you what you want to hear and that you're the greatest ever are the people you need to "get rid of." [32:08] Joel tells people that the knife gets sharper against the steel. Joel wants somebody who's sharpening the skill. He has to work harder for it. That's who he likes to surround himself with. Joel has his "board of governors" he goes to for help as a sounding board. [32:58] Leaders who surround themselves with yes-people are not going to last long. Justin asks about the compliment sandwich. Joel likes it if it doesn't come off as fake. Ask AI what's a fair way to deliver this, a compassionate way to give feedback. AI can give unbiased feedback. [33:45] Justin shares an experience where he successfully used AI to shorten and change the tone of an angry email message before he sent it. He was very pleased with the result, and the response was "OK." Joel admits he has delivered a lot of career-shortening emails. [34:44] AI should be thought of as a sounding board. Justin thinks the students coming into the profession probably already do so. Joel says certain types he has worked with don't handle negative feedback well from their peers. AI might be the best way for them to respond. [35:25] Joel has been to about 10 RISKWORLDs. He says the vibe this year is awesome. He feels there's a lot more opportunity for small connections. He loves the smaller talks. The conversation pods are great. There's always lots to learn, interesting people, and friends. [36:07] I love what you do at IRMI. Thank you for joining our show, RIMScast! I think very highly of your show. We've had a lot of the same guests. You're wonderful, and I appreciate all of your support! [36:35] Thanks again to all of our guests here on this special episode of RIMScast, produced live on-site at RISKWORLD 2026. We look forward to seeing you all in New Orleans next year for RISKWORLD 2027! [36:47] Be sure to check out last week's episode of RIMScast, featuring Risk Manager of the Year, Jeff Bray of Prologis. [36:53] Plug Time! You can sponsor a RIMScast episode for this, our weekly show, or a dedicated episode. Links to sponsored episodes are in the show notes. [37:22] RIMScast has a global audience of risk and insurance professionals, legal professionals, students, business leaders, C-Suite executives, and more. Let's collaborate and help you reach them! Contact pd@rims.org for more information. [37:40] Become a RIMS member and get access to the tools, thought leadership, and network you need to succeed. Visit RIMS.org/membership or email membershipdept@RIMS.org for more information. [37:58] Risk Knowledge is the RIMS searchable content library that provides relevant information for today's risk professionals. Materials include RIMS executive reports, survey findings, contributed articles, industry research, benchmarking data, and more. [38:14] For the best reporting on the profession of risk management, read Risk Management Magazine at RMMagazine.com. It is written and published by the best minds in risk management. [38:28] Justin Smulison is the Business Content Manager at RIMS. Please remember to subscribe to RIMScast on your favorite podcasting app. You can email us at Content@RIMS.org. [38:40] Practice good risk management, stay safe, and thank you again for your continued support!   Links: RISKWORLD Playlists:

Alvin and German conduct a great conversation with Human Resources Director at Guardian News & Media US, Keisa Caesar '01. A seasoned HR leader with more than 20 years of experience, Keisa has built a career centered on strengthening organizations through people, culture, and inclusive leadership. In her current role, Keisa leads strategic human resources initiatives that support a high-performing and equitable workplace. Her expertise spans employee relations, organizational development, compensation and benefits, compliance, and people analytics, and her work has been instrumental in advancing diversity, equity, and inclusion. Before being promoted to HR Director in 2024, Keisa served as an HR Manager at the Guardian and spent over two decades at The Associated Press. Based in Brooklyn, New York, she is also a proud mother of five, balancing leadership, service, and family with intention and purpose. After Colgate. she earned a Master's degree in Organizational Behavior from NYU Poly. A dedicated alumna, Keisa continues to give back through her service on the Colgate Alumni Council and her involvement in the Alumni Admission Program, mentoring prospective students and sharing her Colgate experience. While at Colgate, she was deeply engaged in campus life as a member of the Colgate Prep Band, Sojourners Gospel Choir, dance groups, and African American and Caribbean student organizations, and also studied abroad in Trinidad. She earned her Bachelor's degree in Psychology, Anthropology, and Sociology, with a minor in Caribbean Studies.

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About: Suzan Vulaj is a seasoned talent acquisition leader with a proven track record in global recruitment strategies. Currently serving as the Senior Vice President of Global Talent Acquisition at NBCUniversal, Suzan has been instrumental in creating exceptional candidate experiences through innovative problem-solving for over 20 years. Her expertise spans various industries, including media, technology, and commerce. Before joining NBCUniversal, Suzan held key roles such as Director of Global Talent Acquisition at Pitney Bowes and Senior Talent Manager for Internal Mobility at McGraw-Hill Financial. She also contributed her skills as an HR Manager at Standard & Poor's and a Staffing Consultant at Google. Suzan's academic foundation includes a degree from Pace University's Lubin School of Business. Her leadership style embodies a dynamic blend of collaboration, resilience, and a relentless pursuit of excellence. Beyond this, Suzan is a champion of innovation, always seeking creative solutions to enhance organizational culture and attract top talent. Her ability to inspire teams and foster growth makes her a transformative force in any professional setting. ⏱️ Chapters 00:00 Opening + UNLEASH floor energy01:10 Intro to Suzan Vulaj (NBCUniversal TA Leader)02:30 From marketing to recruiting: Suzan's journey04:30 Leading a 100+ person global TA team06:00 What makes a great recruiter today08:30 Recruiters as brand ambassadors + influencers10:30 Why hiring managers must be fully engaged12:30 Fixing broken intake & expectation setting14:30 TA tech stack: building around the ATS16:30 AI fear vs reality inside recruiting teams18:30 How to train recruiters through change (safe spaces)20:30 The return to “old school” recruiting22:30 The problem with 8,000 applicants per role24:30 Candidate fraud + AI-generated applications26:30 Shortlisting & cutting through the noise28:30 The emotional toll of recruiting (constant rejection)30:30 Managing recruiter mindset & engagement32:00 Re-engaging silver medalists (“for your consideration”)34:00 Pipelining talent before roles open36:00 What messages actually get a recruiter's attention38:00 The 10-second resume scan reality40:00 Conference insights: failure, change & adaptability42:00 Reframing failure as experimentation44:00 Advice for job seekers today45:30 Closing + where to connect

Oltre ad essere una "Hr innovation Rockstar", Stefania Fanari è un Hr manager con tanti anni di esperienza alle spalle ed è anche Co-founder e Ceo di HR-Executive. All'interno di questa intervista scopriremo le sue preziose riflessioni sulla leadership e i suoi approcci manageriali che agisce quotidianamente. Buon ascolto e buona leadership!----------------------CHI SONOSono Roberto De Angelis e mi occupo di formazione e coaching per manager, aziende e tutte quelle persone o contesti che hanno bisogno di migliorare le competenze legate allo sviluppo della leadership e alla⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠gestione del team.  Guarda la mia storia cliccando qui:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠https://roberto-deangelis.com/chi-sono/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠----------------------ACQUISTA IL MIO LIBRO SU AMAZON⁠⁠⁠⁠⁠⁠⁠⁠Un'impresa sportiva⁠⁠⁠⁠⁠⁠⁠⁠ - 19 lezioni di leadership e management riprese dallo sport per gestire con successo il team in azienda.----------------------SEGUI IL CANALE INSTAGRAM ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/obiettivo_leader/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠----------------------CONTATTI E NEWSLETTERSe vuoi metterti in contatto con me aggiungimi su ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Linkedin⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.Se invece vuoi ricevere riflessioni e approfondimenti legati ai temi della leadership e avere l'estratto del mio libro, iscriviti alla mia ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠NEWSLETTER GRATUITA ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠----------------------

Welcome to the Superfast Recruitment podcast. In this episode, Sharon sits down with Sarah Bishop, founder of Recruit Recruit, based in Wolverhampton, and author of the newly published book Scale Up! The Founder’s Guide to Accelerating Growth by Building Dream Teams. Sarah has spent 30 years in recruitment, and her book is built around one of the most extraordinary case studies you will hear in this industry: helping a business called Your Doctor Film and Media grow from zero to £30 million in turnover in just 21 months, in the middle of a pandemic. This is a conversation about what strategic hiring actually looks like in practice, why culture and DNA matter far more than job specs, and how Sarah’s subscription model is changing the way small and growing businesses access great recruitment support. Sarah also shares something refreshingly honest: that despite all her success in helping others to scale, she has found it harder to apply the same thinking to her own business. What Made You Write the Book? Sharon: Before we get into the big case study, tell me, what made you decide to write the book in the first place? Sarah: It was a mixture of things, really. Throughout my career, I have worked with fast-growing businesses. Phones4U, Holiday Hypermarket, HomeServe. But those experiences were always as part of a larger team doing volume hiring. The case study at the heart of the book, Your Doctor Film and Media, was completely different because we were building every single team from scratch across every function. There were genuine moments where I thought I knew something, and then realised I knew it in theory but not in practice. And honestly, the second reason was to prove to myself that I could actually finish something as big as a book. The £30 Million Journey Sharon: So, your book is centred on helping Your Doctor Film and Media go from zero to £30 million in just 21 months, during a pandemic of all things. Walk me through it. What were the big recruitment challenges, and how did you help them see hiring as a competitive advantage rather than just a cost? Sarah: In the early days, it was a malay. Nobody knew what was going on or how long Covid was going to last. Your Doctor Film and Media started by providing Covid testing for the film and media industry at Pinewood Studios, beginning with Jurassic World Dominion, and it just snowballed from there. The turning point came when producers got frustrated that government laboratories could not turn tests around quickly enough. Hollywood producers are fairly exacting about their timetables and budgets, so Your Doctor made the very smart decision to build their own labs. Suddenly we were finding biomedical scientists and a Head of Science who, miraculously, got the labs ISO-accredited in a matter of weeks. I was brought in through Vanessa Deco, a brilliant Chief People Officer and a very good friend. She introduced me to Pete and Dr. Rick, and they trusted me from day one. They gave me access all areas, including board meetings and strategic planning sessions, which meant I could really do my job properly. I cannot take too much credit for the strategic approach. A lot of that was down to Pete and the founding team being willing to stop reacting and start building a proper business. Hiring for Roles That Do Not Exist Yet Sharon: That is such a challenge, is it not? Recruiting for roles that do not even exist yet. How did you figure out what talent was needed before the business even knew what it required? Sarah: The early stages were actually more straightforward than you might think. The first brief was very clear: find people who could interface between film crews and clinical teams, work antisocial hours without complaint, think on their feet, and handle what I called tricky people, meaning Hollywood producers who wanted the impossible done yesterday. I immediately knew that events and hospitality professionals, many of whom had been furloughed or made redundant during Covid, were the perfect fit. Some of my earliest placements were technically overqualified, but I could see they were going to become the future leaders of the business. Laura had spent years with Disney on their cruises and ended up heading up special productions including The Crown. Serge had been Events Manager at the Royal Opera House for 13 years and followed a similar path. The harder roles came later, on the technical and scientific side, where candidates tended to be more risk-averse. Some people I simply could not put in front of the client, not because they lacked the ability, but because they needed structure that did not exist yet and would not have lasted five minutes in that environment. Getting Culture and DNA Right Sharon: Most agencies just default to matching skills and experience when they are under pressure to move fast. How did you get under the skin of Your Doctor’s culture and DNA, and how did that actually change who you put forward? Sarah: Getting the DNA match right is not just about culture and values, though those matter. It is about genuinely understanding what a business is trying to achieve and where it is going, and then working out whether a candidate will actually thrive in that specific environment. I still cringe at the term ‘recruitment consultant’, because too many people in this industry are essentially order-takers. They get a job spec, they try to fill it, and they have no idea where the business is heading. I was very fortunate that Pete, Dr. Rick, and the whole team treated me as an equal, not as ‘the recruiter’. We were never left waiting for feedback. We were in the room. That is what allowed me to do my best work. Pete once said it was so nice to work with a recruiter where you did not feel you needed to arm yourself with a wooden stake and cloves of garlic. He had used all the big London names on previous projects, and I think that says everything. The Subscription Model Sharon: Tell me about your subscription model, because it is quite different from the traditional contingency approach. What drove you to develop it, and why do you think it works better for businesses that are growing fast? Sarah: I cannot believe I did not think of it sooner. Traditional contingency recruitment creates this start-stop-start dynamic that serves nobody. Even if the placements are brilliant, the reactive nature of it means businesses are always catching up. My model is designed to work like an embedded internal talent acquisition team, without all the overhead. Clients get predictable monthly costs rather than surprise fees, which is better for their cash flow. And from our side, we get the time to build proper talent pools, map the market, and do a genuinely good job rather than scrambling to fill an urgent vacancy. We have a startup mode from around four hundred pounds a month for sole traders taking on their first hire, right the way up to established corporates whose finance directors are looking at recruitment spend and do not want a full internal team sitting idle in quiet periods. I should also say, with some embarrassment, that I have not scaled my own business anywhere near as well as I have helped others to scale theirs. Classic physician-heal-thyself. The Hire That Changed Everything Sharon: So looking back over that whole 21-month journey, what was the single hire that you think really shifted things for Your Doctor? The one that unlocked the next stage of growth? Sarah: It is not the hire you might expect. The earliest placements, the events and hospitality professionals we brought in when nobody knew what was going on, had an enormous impact. Not just because they handled the chaos brilliantly, but because they stepped up and became managers and leaders as the business grew. In terms of a single hire that shifted the trajectory, I would point to Katie, the Director of HR. We had brought in Mandy as HR Manager initially, and she was brilliant at the transactional work: getting policies and procedures in place. But the business scaled so fast that it very quickly needed strategic HR leadership, and that was a completely different thing. One of the lessons I share in the book is that in rapid scaling, you need to think carefully about whether you are better off bringing in a senior hire or an interim from the start, rather than assuming you can grow up from a junior level. Getting a critical hire wrong at that stage is serious. At best it stalls you. At worst it could be the end of the business. From Car Sales to Recruitment Sharon: Right, let’s talk about you for a minute. Your background is not a conventional route into recruitment at all. Car sales, Wolverhampton, environmental science degree. How did all of that shape the way you approach this industry? Sarah: I graduated with an environmental science degree in the nineties, which was not especially useful, combined with a fairly significant student debt. My dad had run car yards and dealerships, I had done sales training working in shoe shops on Oxford Street, so I knew I could earn commission. I went in absolutely for the money. But the real lessons I took from that background into recruitment had nothing to do with cars. They were about human behaviour, psychology, and a genuine curiosity about what makes people tick. Understanding people, what they really mean when they say something, is the best skill you can bring to recruitment. It helps with interviewing, with building client rapport, with the DNA-matching work that has become central to everything I do. My autism and ADHD are part of that too. I have always been hypercurious about people, sometimes to an uncomfortable degree. When I joined Extra Personnel in 1996 as a temp controller, that curiosity was already there. As a temp controller you do not interview to a job spec, you interview the person. I have never really stopped doing it that way. Building a Team That Makes You Redundant Sharon: Now this one fascinates me, because there is a real tension in your book between being the external recruitment partner and your goal of building internal teams that eventually make the recruiter redundant. Why on earth would you want to do that? Sarah: I know it sounds like a poor business model, and I will admit it is. But I stand by it completely. A lot of this ties into my autism, which gives me a very finely tuned sense of what is fair and ethical. If I do such a good job that the client does not need me anymore, that is exactly what they brought me in to do. I am not going to sit there worrying about future revenue. And in practice, those clients always come back when they next need someone, because the relationship and the trust are already there. The subscription model does now offer a natural alternative, because not every business wants or can sustain an internal HR and recruitment function. Many HR professionals actively dislike doing recruitment because it pulls them away from everything else they need to manage. So now there is an option that gives clients consistency and strategic input without the overhead. I still stand by making yourself redundant as a principle, but I am glad we now also have a model that makes business sense alongside it. Marketing and Employer Brand Sharon: Your whole approach is very relational and very marketing-led. You think about employer brand, candidate experience, matching people not just for right now but for where the business is going. How does that differ from what most recruiters do? Sarah: I will be honest, our own marketing is very much a work in progress. We do not yet have a clearly defined candidate niche, which makes it harder to market with real specificity on that side, and that is a 2026 project for us. Where we have genuinely improved is in consistency. Having the monthly content from Superfast Recruitment means Marianne and I now have something to work with every single month instead of scrambling or just not getting things out at all. When the resources come through, we genuinely go ‘yes!’, because we can adapt them and get them out there. Our broader marketing philosophy is very relational. There is no corporate speak on our website or in our communications. It is very much us. The role marketing plays for us is simply making sure that when the right client or candidate finds us, they already have a sense of who we are and what we are like to work with. Scaling Your Own Business Sharon: So tell me, Bish. Writing about scaling is one thing, but doing it in your own business is a completely different story. What did writing this book teach you about your own operation? And what would the Sarah of today tell the Sarah who was just starting Recruit Recruit? Sarah: Take my own advice. That is the biggest lesson. I am genuinely good at solving other people’s problems, and I have been pretty poor at applying the same thinking to my own business. Two things really stand out from writing the book. The first came from going back to The E-Myth by Michael Gerber. Just sit down and sketch out the organisation chart for the size of business you want, not the one you have got right now. That single exercise forces you into strategic conversations about what will actually move the needle and who to bring in first. The second is accountability. I am slightly embarrassed to admit that nearly every chapter of Scale Up! was written on a Thursday evening, the night before my weekly call with my writing mentor. When I looked back at my calendar, it was painfully obvious. But the lesson is real: whether you are writing a book or building a business, an accountability partner who simply asks ‘did you do what you said you were going to do?’ makes an enormous difference. For founders picking up the book, the signs it is right for you are pretty clear. If you are juggling too many plates and not moving fast enough, if you find yourself thinking ‘why can they not understand what I want?’, or if you have a sizable team but you are still being pulled into everything because there is nobody senior enough to take things off your plate, that is the book for you. Finally Sharon: Bish, this has been brilliant. Honestly, one of my favourite conversations we have had on this podcast. The story of Your Doctor Film and Media is extraordinary, and I think there is so much in here that recruitment business owners can take and run with. If you want to get hold of Sarah’s book, Scale Up! The Founder’s Guide to Accelerating Growth by Building Dream Teams is available now. If today’s conversation has got you thinking about your own marketing and how to get more visible and consistent as a recruitment business, come and take our free Client and Candidate Attraction Scorecard. It takes about three minutes and gives you a personalised picture of where your marketing is right now and what to work on first. The post How Strategic Hiring Built a £30 Million Business in Under Two Years with Sarah Bishop appeared first on Superfast Recruitment.

Renaldo and Ricardo McKenzie discuss US immigration and the hypocrisy of the strategy. The Pulse is a series on The Neoliberal Round Podcast by Renaldo McKenzie.Renaldo is a Professor in Caribbean Thought and Author of Neoliberalism.Ricardo is a member of the Society of HR Managers and a top producer at a major logistics firm.Ricardo and Renaldo and the owners of The Neoliberal Corporation.Visit us at https://theneoliberal.com and https://renaldocmckenzie.comGet your copy of neoliberalism at https://store.theneoliberal.com

Send us a text and chime in!Yavapai County is pleased to announce the appointment of Jerod Friedlan as the new Director of Human Resources and Risk Management, effective March 23, 2026. Friedlan, who has most recently served as an HR Manager and Assistant Director within the department, succeeds long-time Director Wendy Ross following her retirement. With a proven track record of leadership within the County, Friedlan is recognized for his commitment to driving policies that enhance workplace experience. His approach focuses on improving HR processes to support employee career growth while maintaining the operational excellence required of a premier public employer. “Jerod has consistently demonstrated a... For the written story, read here >> https://www.signalsaz.com/articles/yavapai-county-names-new-hr-director/Check out the CAST11.com Website at: https://CAST11.com Follow the CAST11 Podcast Network on Facebook at: https://Facebook.com/CAST11AZFollow Cast11 Instagram at: https://www.instagram.com/cast11_podcast_network

Des « faits troublants » révélés dans un rapport interne à la CNT: le HR Manager suspendu…une enquête en cours, affirme le directeur Harvin Soonarane by TOPFM MAURITIUS

Best Of 2GG: Tanya Cut Off HR Manager by Two Girls and a Guy

We compare hands-on craft with hands-on leadership and ask whether the best managers must be able to do the job. Stories of bad HR-only management, better coaching habits, and how trust plus context beat micromanagement every time.• tradeoffs between art, craft, and making a living• repair culture vs modern tech and subscriptions• practitioner managers vs HR-only managers• why context matters in software and product work• how micromanagement kills learning and autonomy• using a 30-60-90 reset when inheriting teams• when HR models work in unions and first response• sales as a domain that demands expert lineage• interview questions to spot supportive managers• outcomes, trust, and stepping in only when neededJoin our Discord: scroll to the show notes, hit the Discord button, and hop inYou can be completely anonymous, lurk, or play our AI image challengeSupport the show: Buy us a coffee or grab some swagShare this with coworkers, friends, family, and neighborsClick/Tap HERE for everything Corporate StrategyElevator Music by Julian Avila Promoted by MrSnoozeDon't forget ⭐⭐⭐⭐⭐ it helps!

This is Derek Miller, Speaking on Business. Bridor USA is a world-leading French industrial baking manufacturer known for producing high-quality, authentic European breads and pastries. With each product carefully crafted to meet the highest industrial standard for everyone to enjoy. HR Manager, Dan Kapetanov, joins us with more. Dan Kapetanov: Bridor USA brings French bakery expertise to North America, creating high-quality breads and pastries that meet the needs of modern chefs and foodservice professionals. Since 1984, Bridor USA has combined traditional craftsmanship with state-of-the-art technology to deliver innovative, easy-to-use products that meet the highest industry standards and delight our customers. Bridor is part of Groupe Le Duff and proudly supplies more than 100 countries worldwide. To support our rapid growth, we are investing over $220 million in a new manufacturing facility in Greater Salt Lake City — our fifth plant in North America. Construction began in fall 2024 and will conclude in spring 2026, with production set to begin in April 2026. The site will initially create over 150 jobs and grow to 300 long-term positions, producing a wide range of artisan breads and pastries carefully crafted and specifically designed for the American market. Derek Miller: With Bridor's investment in Utah, the company is helping support the state's long-term economic growth while strengthening its manufacturing and food production industries. To learn more about their products and expansion, visit America.Bridor.com. I'm Derek Miller, with the Salt Lake Chamber, Speaking on Business. Originally aired: 1/27/26

Send us a textIn the latest episode of the Manufacturing Leaders podcast, Mark is joined by Krystina Snowden, HR Manager at Blachford, for an honest and insightful conversation about what modern leadership really looks like - and why people-first cultures matter more than ever.Together they explore how leadership has evolved from command-and-control management to creating safe, supportive environments where people are encouraged to grow, learn from mistakes, and ultimately thrive. Krystina shares her journey into HR, the realities of managing people in manufacturing environments, and why the best leaders aren't afraid of developing people who may one day take their place.The conversation dives into key workplace challenges including:The importance of strong onboarding and early supportWhy training managers in people skills is just as vital as technical abilityHow businesses can create more open cultures around mental healthThe role HR plays in empowering managers rather than just enforcing policyWhy trust, communication, and giving people a genuine voice drives retention and engagement From mental health awareness to employee forums, from difficult conversations to building trust at every level of a business, this episode is packed with practical insights for leaders, HR professionals, and anyone responsible for building stronger teams.A thoughtful, real-world discussion on how leadership done well doesn't just improve performance - it changes lives.Tune in to learn how robust HR practices and leadership approaches can transform workplace culture. Click here to connect with Krystina on LinkedIn.Please like and subscribe - it genuinely helps grow the show and, in turn, helps push the industry forward. Theo James is a Manufacturing & Engineering Recruiter based in the North East, helping Manufacturing and Engineering firms grow across the UK. If you'd like more information about Theo James, feel free to get in touch with the team or Mark anytime. You can call us on 0191 511 1298.

LIVE COURTROOM COVERAGE — NO COMMENTARY This is the raw, uninterrupted courtroom feed from The Trial of Brian Walshe, presented exactly as it unfolds inside the courtroom. Brian Walshe is standing trial in connection with the disappearance and death of his wife, Ana Walshe, a case that has captured national attention and raised urgent questions about digital evidence, marital dynamics, and investigative timelines. This series provides unfiltered access to the testimony, exhibits, expert witnesses, and courtroom decisions as they happen. There is no editorializing, no added narration, and no commentary — just the court, the attorneys, the witnesses, and the judge. Viewers can follow every moment as the prosecution lays out its timeline, the defense challenges the state's case, and the court works through a complex and highly scrutinized trial that has been years in the making. If you're watching our live companion analysis on Hidden Killers or catching up with the highlight segments later, this raw feed serves as the complete, original source for everything happening inside the courtroom. #BrianWalshe #AnaWalshe #Courtroom #TrialCoverage #TrueCrime #LiveTrial #HiddenKillers #CourtFeed #LegalProceedings #TrialUpdates Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/tonybpod Listen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872

LIVE COURTROOM COVERAGE — NO COMMENTARY This is the raw, uninterrupted courtroom feed from The Trial of Brian Walshe, presented exactly as it unfolds inside the courtroom. Brian Walshe is standing trial in connection with the disappearance and death of his wife, Ana Walshe, a case that has captured national attention and raised urgent questions about digital evidence, marital dynamics, and investigative timelines. This series provides unfiltered access to the testimony, exhibits, expert witnesses, and courtroom decisions as they happen. There is no editorializing, no added narration, and no commentary — just the court, the attorneys, the witnesses, and the judge. Viewers can follow every moment as the prosecution lays out its timeline, the defense challenges the state's case, and the court works through a complex and highly scrutinized trial that has been years in the making. If you're watching our live companion analysis on Hidden Killers or catching up with the highlight segments later, this raw feed serves as the complete, original source for everything happening inside the courtroom. #BrianWalshe #AnaWalshe #Courtroom #TrialCoverage #TrueCrime #LiveTrial #HiddenKillers #CourtFeed #LegalProceedings #TrialUpdates Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/tonybpod Listen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872

Vom Tösstal in die Welt: Marvin Guggisberg lebt in der Millionenmetropole Singapur und bringt als HR-Manager der Lufthansa Group Menschen zusammen und ein Stück Schweiz nach Südostasien. Seit Anfang des Jahres arbeitet Marvin Guggisberg für die Lufthansa Group in Singapur und rekrutiert als HR-Manager Personal, treibt Transformationsprojekte voran und ist für die Personalentwicklung verantwortlich: «Internationale Teams bringen Vielfalt und genau das macht die Zusammenarbeit so spannend.» Singapur fasziniert mit seiner Skyline, seiner Mischung aus Moderne und Natur und der Vielfalt an Kulturen: «Ich war neugierig und wollte meinen Horizont erweitern», sagt Marvin. In der multikulturellen Metropole trifft er täglich auf Menschen aus aller Welt: «In Singapur kommt keine Langeweile auf. Die Stadt hält täglich neue Überraschungen bereit.»

191: What if the key to growth isn't working harder — but working together? In this inspiring long-form conversation, Working Out Loud founder John Stepper reveals how peer-to-peer development, shared learning, and authentic human connection can transform not only careers but entire organizational cultures. John shares the origin story of Working Out Loud (WOL), now used in more than 100 global organizations, and explains why meaningful relationships, psychological safety, and generosity are at the heart of effective personal development. We explore how WOL circles spark confidence, belonging, and purpose — and why people stay connected for years after the program ends. The episode dives deep into purposeful discovery, John's approach to finding direction through intention, openness, and small steps. You'll hear remarkable real-life stories, including how individuals leveraged WOL to change careers, publish books, start companies, and reimagine what's possible in their professional lives. John also shares exclusive insights into his upcoming projects — from a new CliftonStrengths-based peer program to the Good Men Collective, a decentralized, non-commercial initiative designed to support men's well-being, resilience, and healthy connection. With wisdom, warmth, and refreshing honesty, John opens up about work, family, meaning, and how connection can help us shape a better future for ourselves and our communities. Whether you're in HR, leadership, coaching, organizational development, or simply searching for more purpose, this episode is packed with practical insights that will inspire you to grow — and maybe even start your own circle. Top 5 Takeaways From This Episode: - Why small, consistent steps can open doors you didn't even know existed. - How authentic human connection can transform not just work — but your sense of possibility. - Why generosity and visibility often matter more than ambition for long-term growth. - What can happen when people begin to trust themselves — and each other — inside a safe, structured space. - How purpose emerges not from certainty, but from curiosity, courage, and community. About John Stepper: John Stepper designs peer-to-peer development methods that build skills and relationships, that strengthen self-efficacy while fostering feelings of belonging. The Working Out Loud programs produce deeper engagement and a sense of self-determination in individuals—and more connected, collaborative cultures across organizations. The original method, described in Working Out Loud (Now in German and Chinese as well as English) is used by HR Managers in 100+ organizations for tens of thousands of employees worldwide. There is now a family of WOL methods: for leadership and team development, for wellness and female empowerment, and for operational workers in manufacturing, retail, and healthcare. John lives with his family in New York City. LINKS

In this episode, Ashlie Weller, HR Manager at InsurTech, shares how to address difficult behaviors immediately, document incidents effectively, and avoid taking toxic behavior personally on the manufacturing floor. Connect with other HR leaders facing similar challenges and opportunities. Click here to learn more and join the HR Peer Group to share strategies, solve real-world issues, and strengthen your organization's people practices.  

Wie führst du dein Unternehmen durch Veränderung, ohne dein Team oder die Motivation zu verlieren?In dieser Folge geht's um Change Management – das Herzstück jeder erfolgreichen Unternehmensentwicklung.Denn egal ob digitale Transformation, künstliche Intelligenz, neue Marktbedingungen oder interne Umstrukturierungen: Wer Veränderung versteht, kann sie aktiv gestalten – statt ihr hinterherzulaufen.

In this powerful episode of

Motivation oder Disziplin – was zählt wirklich im Business-Alltag?

Send us a textIn this deeply human episode, Optidge's own HR Manager, Sarah Cuesta, joins Danny Gavin to explore what AI can't do: lead with empathy, resolve team conflict, or build psychological safety. Drawing from her unique path from clinical hypnotherapy to people operations, Sarah unpacks how trust, structure, and culture fuel successful teams, especially in remote environments. Whether you're managing a team or just part of one, this is your blueprint for building stronger human connections in the age of tech.An Optidge "Office Hours" Episode:Our Office Hours episodes are your go-to for details, how-to's, and advice on specific marketing topics. Join our fellow Optidge team members, and sometimes even 1:1 teachings from Danny himself, in these shorter, marketing-focused episodes every few weeks. Get ready to get marketing!Episode Highlights: Sarah, HR strategist and former clinical hypnotherapist, emphasizes the importance of trust, clear communication, and intentional leadership to foster team success, especially in remote work settings. She shares why even the smartest AI and most sophisticated tools can't replace empathy, feedback, conflict resolutions, or human trust in teams. In her opinion, effective remote leadership requires proactive management, empathy, and regular check-ins to ensure understanding, engagement, and a strong team culture. She advocates for structured team onboarding, safe communication practices, and maintaining rhythm through consistent touchpoints to build trust and clarity. Sarah sheds light on Optidge core values in action, sharing how Optidge executes on mentorship, communication, and excellence. Episode Links: Sarah Cuesta-Dawson on LinkedInThrivetastic Business ServicesFollow The Digital Marketing Mentor: Website and Blog: thedmmentor.com Instagram: @thedmmentor Linkedin: @thedmmentor YouTube: @thedmmentor Interested in Digital Marketing Services, Careers, or Courses? Check out more from the TDMM Family: Optidge.com - Full Service Digital Marketing Agency specializing in SEO, PPC, Paid Social, and Lead Generation efforts for established B2C and B2B businesses and organizations. ODEOacademy.com - Digital Marketing online education and course platform. ODEO gives you solid digital marketing knowledge to launch/boost your career or understand your business's digital marketing strategy.

35 Jahre Erfahrung im People-&-Culture-Bereich – das ist das beeindruckende Fundament, auf dem Heinz Herczeg steht.

This week on Toilet Radio: We start the show with a bummer by discussing the Brent Hinds' unexpected passing but we quickly reverse course by talking about a guy beating off at a KoRn concert. James Hatfield wants to sell you high-end Metallica-branded professional construction equipment. Ronnie “The Rat” Radke lost his lawsuit against Anthony Fantano, sued the wrong Anthony Fantano in the process. Finally, Cradle of Filth have done the impossible: they've exhausted my appetite for drama. Folks, it's a good one. Music featured on this show: Armed Jouissance – A Promise of Freedom Want more Toilet Radio? Get hundreds of hours of exclusive content and access to the TovH Discord over at the Toilet ov Hell Patreon. This program is available on Spotify. It is also available on iTunes or whatever they call it now, where you can rate, review, and subscribe. Give us money on Patreon to get exclusive bonus episodes and other cool shit.

 Με την Αρετή Βασιλαρά συζητάμε για την αξία της καθημερινής, ανεπίσημης ανατροφοδότησης και πώς αυτή μπορεί να ενισχύσει την εξέλιξη, την εμπιστοσύνη και τη σύνδεση μέσα στις ομάδες. Πότε είναι η σωστή στιγμή να δώσεις feedback; Πόσο ρόλο παίζει το μέρος ή ο τόνος; Είναι πιο δύσκολο να δώσεις θετική ή αρνητική ανατροφοδότηση;Μέσα από παραδείγματα και προσωπικές εμπειρίες, η Αρετή μας βοηθά να δούμε το feedback όχι ως μια δύσκολη υποχρέωση, αλλά ως μια πολύτιμη καθημερινή συνήθεια που μπορεί να αλλάξει τις δυναμικές μιας ομάδας. 

The controversy continues over the CEO and HR Manager caught on "Kiss Cam"...DHS Secretary Kristi Noem press conference...Apryl Marie talking about her 1819 News article on Samford U.See omnystudio.com/listener for privacy information.

We talk to a real life HR Manager and give her a laundry list of things we do at work... are they violations?

We talk to a real life HR Manager and give her a laundry list of things we do at work... are they violations?

We talk to a real life HR Manager and give her a laundry list of things we do at work... are they violations?

Faces of Manufacturing is a newer show to Michigan Business Network. Cindy Kangas, Executive Director, CAMC, Capital Area Manufacturing Council, Lansing, Michigan, co-hosts with Joy Wagner, HR Manager of Granger Waste Services, also Lansing. Cindy and Joy strive to share the corporate culture, personal stories, and unique personalities of those making a living in manufacturing today, in Michigan. With that in mind, this month they connected with several team members of Granger Waste Services. Segment 2 – Company Overview Guest: Paul Anderson, Chief Operating Officer Granger's History and Mission · Can you start by giving us a brief overview of Granger's history - how did the company get its start? · What makes Granger's story unique in the waste services industry? · Granger is a family business at its core. How has that shaped the way the company operates and serves the community? What are Granger's core values? Core Values: Safety First · Let's talk about Granger's core values; why is safety listed first? · Can you give an example of how Granger has prioritized safety in recent operations or projects? · What's the biggest misconception people have about safety in the waste industry, and how does Granger approach that differently? · How do you keep safety top of mind every day, from leadership down to the front lines? Segment 3 – Safety and Training Guest: Josh Kindy, Safety and Training Manager Safety and Training · Tell us about your role · What are some of the tools or technologies Granger uses to support safety training today? · How do you measure success when it comes to safety training—what are the key indicators you track? · Safety is often associated with drivers and operations teams. How do you ensure safety is embedded across all departments—from HR to accounting to customer · How do you keep safety messaging fresh and relevant for all employees, not just those out in the field? · What advice would you give to other organizations trying to move from “safety as a rule” to “safety as a mindset”? Segment 4 – Frontline Safety in Operations Guest: Brian Looney, Operations Manager – Lansing Safety Training and Protocols for Professional Drivers · Tell us about your role · How do you keep safety front and center for drivers who have been on the job for years? · What are some of the most common risks drivers face, and how does Granger help them manage those risks? · How do you reinforce accountability and safe behavior out on the road—especially when no one is watching? · How do supervisors or lead drivers play a role in reinforcing safety protocols day-to-day? · Let's talk about the equipment- how does Granger ensure its vehicles are safe and well-maintained? · What types of safety technology are installed in the trucks, and how do they help reduce incidents or near misses? · How does routing software or onboard cameras contribute to both safety and efficiency? · How do you balance using tech as a tool for safety versus it feeling like surveillance or micromanagement? Segment 5 – Waste Acceptance & Hidden Hazards Guest: Serenity Skillman, Construction Manager Risks of Dangerous Items in Trash · Can you start by explaining what “waste acceptance” means and how it relates to the work you do every day? · You've said that one of the biggest risks to our people comes from dangerous items hidden in the trash. What are some of the most common offenders? · Why are items like lithium-ion batteries, propane tanks, or chemicals such a serious threat in our waste stream? · Can you walk us through what can happen when these items end up in the wrong place whether it's on a truck, at a landfill, or at a transfer station? · What is Granger doing to educate customers and the community about what shouldn't go in the trash? · How do our drivers and facility teams detect or respond to hazardous items before they cause harm? · What steps can everyday households take to help protect our people by properly disposing of hazardous items?

We've known Mars, one of the founding members of the Droidsmiths Union, for the past couple of years as an avid Star Wars cosplayer and Galactic Starcruiser superfan. In this episode, Mars introduces us to Randi, one of the group's East Coast admins and their "unofficially official" HR Manager. The Droidsmiths Union recently achieved something incredible—official recognition from Lucasfilm as an acknowledged costuming group. Mars and Randi share the story of how this milestone came to be, what it means for the community, and the exciting opportunities ahead for current and future droidsmiths. The Droidsmiths Union InstagramClark & Dagger EtsyClark & Dagger InstagramHeroes of the Halcyon on InstagramTheme Music ("Digital Discourse") by Yellow BarrelSend your email to heroesofthehalcyon@gmail.com - we'd love to hear from you about your journeys, episode suggestions, or just to say hi!

In this episode, HR Daily Advisor Content Director Erika Randall chatted it up with Tyrese Manigault, Manager of Employee Engagement at NASCAR, at SPARK HR 2025, about creative ways to engage employees—whether they're new and onboarding or seasoned and looking for career pathways. Manigault shares how NASCAR engagement initiatives are meeting employees where they are and engaging them in a modern and creative way. Learn also about NASCAR's peer recognition program that's embedded in this top-ranked motorsports organization of the world! Did you miss SPARK HR this spring? Not to worry! Join us live in San Antonio at SPARK TALENT 2025 and get practical strategies focusing on workforce planning, talent acquisition, and AI-driven processes! Discover proven solutions from top HR thought leaders from PepsiCo, Walmart, Staples, The Coca-Cola Company, Marriott, and GE HealthCare, and get ready to adapt your talent strategy for the future.

Feeling overwhelmed at work? This conversation will open your eyes to a whole new approach to company culture and leadership. Discover how to lead with clarity, fight for better workplace environments, and keep your humanity intact. Join us as we dive deep into the wisdom of Tamesa Rogers, a powerhouse in tech who spent 25 years building global teams and shifting company cultures. You'll be amazed by her insights and empowered to make a difference in your own workplace. Stay tuned for the exclusive deep dive with Tamesa on our Patreon community. This is the conversation you didn't know you needed. In this episode, you will be able to: Cultivate a Positive Company Culture: Discover the secrets to fostering an uplifting and motivating work environment that drives success. Navigate Successful Career Pivots: Uncover the strategies to pivot your career path and achieve fulfillment in your professional life. Lead Global Teams Effectively: Master the art of leading international teams to maximize productivity and collaboration across borders. Foster Inclusive and Innovative Workplaces: Learn how to build a culture of inclusivity and innovation that fuels innovation and growth. Overcome Toxic Workplace Environments: Explore effective ways to address and resolve toxic work environments for a happier and more productive team. My special guest is Tamesa Rogers Tamesa Rogers is an experienced, results-oriented Chief People Officer with 25 years in the tech industry who is known for her deep expertise in organizational problem-solving, leading growth, and culture shift while building global teams. Most recently, Tamesa served as Chief People Officer at NETGEAR where she spent over 20 years with the company. As the company's first in-house Human Resources leader, she built the full HR organization from scratch, scaled the company from $300M to over $1B in revenue, and led numerous cultural and organizational transformations. Before joining NETGEAR, Tamesa served as an HR Manager at TriNet and HR Options. Tamesa is active with How Women Lead, HR Executive Exchange and is a proud member of Delta Sigma Theta Sorority, Inc. She holds an MS in Counseling from California State University, East Bay, and a BA in Communication Studies from the University of California, Santa Barbara. Tamesa is an avid yet mediocre golfer, traveler, and reader of non-fiction and human capital research. The key moments in this episode are: 00:00:02 - Introduction to the podcast 00:03:37 - Tamesa's Journey in HR 00:10:25 - HR's Role in Supporting Employees 00:13:43 - Aligning HR Strategies with Business Goals 00:14:45 - Evolving Tech and Pushback 00:15:53 - Business Strategy and Work Environment 00:18:53 - Psychological Safety and Workplace Productivity 00:21:14 - Building Inclusive Teams 00:26:07 - Leading Across Cultures 00:28:59 - The Importance of Company Culture 00:30:01 - Aligning Culture with Business Goals 00:32:14 - Clarity and Change in the Workplace 00:33:33 - Leading with Courage and Values 00:37:17 - Bringing Humanity into Leadership Share this episode with five friends who need to hear it, and then send it to your manager to have a conversation about it. Send this episode to your friend who's quietly quitting and to that person you know could really change a room if they just believe they're enough and their voice mattered. Subscribe to the podcast, leave a review, and share this episode with someone you think might need to hear it. Start with a free trial to join us at patreon.com/AWorldofDifference to check out exclusive episodes with our guests. Head to www.betterhelp.com/difference to get 10% off your first month of online therapy with BetterHelp. Know who you are and what your values are. If you are not comfortable doing that, it may be challenging for you to effectively do your job as a chief people officer. - Tamesa Rogers Learn more about your ad choices. Visit megaphone.fm/adchoices

In a recent episode of the Valley Today, host Janet Michael brought insightful conversations to the forefront, showcasing a new initiative aimed at bolstering the manufacturing sector in the region. The show featured Sabra Veach, Director of Programs for the Top of Virginia Regional Chamber, and Adrianna Venzor, HR Manager at Berry Global, shedding light on the newly launched Manufacturing Networking Group. Sabra expressed excitement over the new networking group, emphasizing its importance for the local manufacturing community. “With the increase in manufacturing activities in Winchester, the group aims to foster connections and share best practices among industry players,” she stated. Adrianna, co-chair of the group, detailed the objectives and structure of their meetings. The group meets monthly, typically on the first Friday, excluding major local event days like Apple Blossom Friday. “Our goal is to provide a platform where manufacturers can share insights, address challenges, and collaborate on opportunities,” Adrianna elaborated. The meetings feature presentations from host manufacturers, networking opportunities, and open discussions on relevant industry topics. Attendees even get a chance to tour the host facilities, providing first-hand knowledge of diverse manufacturing processes. A significant highlight of the discussion was the broad spectrum of manufacturing activities in the region. Adrianna pointed out that Winchester hosts over a hundred manufacturing facilities, producing everything from plastic bottles to marine bumpers. She emphasized the value of understanding and sharing each other's operations to foster a robust manufacturing community. Addressing common misconceptions about manufacturing careers, Adrianna stressed the sector's potential for fulfilling careers. “There is so much opportunity for growth and learning in manufacturing. It's a lot cleaner and safer than people often imagine,” she added. Janet echoed this sentiment, noting that modern manufacturing environments are often surprisingly clean and technologically advanced. The conversation concluded with practical information on joining the networking group, encouraging local manufacturers to participate and benefit from this collaborative community. The Chamber's initiative underscores the dynamic and essential role of manufacturing in Winchester's economy, aiming to elevate the sector through shared knowledge and community spirit. Sabra also shared an exciting development for the Chamber – an upcoming international trip to Croatia in October. Members and non-members alike are invited to join the nine-day tour, which promises a rich cultural experience coupled with professional guidance throughout the trip.

What happens when leadership starts with empathy and action instead of ego and control?In this powerful episode of I Give a Sht About My Employees*, we sit down with Ryan Matjasic, BFA, BA, SHRM-SCP—an HR Manager with global experience in talent development, operations, and organizational leadership—to unpack what real workplace culture looks like in 2025.With nearly two decades of experience across international and domestic roles, Ryan shares: ✅ What it really takes to create a culture employees trust ✅ How he led teams in Japan and the U.S. to breakthrough engagement and retention ✅ His favorite leadership books—and how to implement them ✅ The bold moves he's made to prioritize employee well-being ✅ Why KPIs matter less than communication, connection, and careWe talk about: 

In this episode of Management Development Unlocked, Eric sits down with Lotus Buckner, the bestselling author of “The Joy of HR.” Lotus is the founder and CEO of LB Talent Solutions, where she executes fractional work in addition to consulting and executive coaching. Lotus is an HR expert, and you'll hear her thoughts on why it's so important to partner with HR rather than viewing them as an adversary you have to deal with.In this episode, you'll hear:Why companies need great HR and great leadership in collaboration to create success.The most common misconceptions about HR and why they're incorrect.Processes that are in place to protect leadership–not just the company.Reaching out to HR early to support team development and employee success.What you may not be aware HR can assist you with, including payroll, benefits, learning and development, and more.How a proactive partnership with HR can help you nip problems in the bud before you have to put out a fire.Lotus Buckner's new book, “The Joy of HR,” and what you can learn from it.Eric's perception of HR during his career and some of his experiences.Connect with Lotus Buckner:LinkedIn“The Joy of HR” bookTalent Remix---Head over to girardtrainingsolutions.com to take a look at the 20+ courses I offer for new and experienced managers! Get your copy of the Amazon #1 Bestseller and #1 New Release Lead Like a Pro - The Essential Guide for New Managers while you're there!Connect with me on LinkedIn.Please subscribe and comment!

In this episode of The Valley Today, host Janet Michael welcomed the key figures from Opportunity Scholars, a promising non-profit organization dedicated to connecting individuals to jobs and education in the Shenandoah Valley. Joining her were Rachel Schaefer, CEO of Opportunity Scholars, Caroline Brown, Director of Development and Growth, and Shonda Avis, HR Manager for Holtzman Oil and Propane. Rachel opened the discussion by providing an overview of what Opportunity Scholars is all about. “Opportunity Scholars is an organization that connects individuals to jobs and to education. We take people who are unemployed or underemployed and come from low to middle-income families and help connect them to employment and help connect them to an education.” She emphasized the organization's growth since its inception in 2019 and the positive impact it's had on the community. Rachel conveyed her gratitude to partners like Holtzman Corp for their invaluable support. Janet highlighted the success and the critical role partnerships play in the expansion of Opportunity Scholars. She noted that while some organizations struggle with expansion, Opportunity Scholars is prospering, thanks to their strategic alliances with various businesses and educational institutions. Caroline delved deeper into the organization's growth strategy, particularly highlighting their expansion into Shenandoah County, thanks to a generous gift from Bill Holtzman. “We are very focused on career and technical education because let's face it – we are seeing critical shortages in everything from HVAC to electrical, to nursing,” Brown stated. She emphasized the importance of their partnerships with local schools, businesses, and the need for a dedicated coach to support their scholars. Shonda shed light on the diversity of opportunities within Holtzman Corp and the mutual benefits of their partnership with Opportunity Scholars. Avis elaborated on how the corporation's support aligns with Holtzman's community-focused ethos, providing a healthy pipeline of qualified candidates for various roles within their extensive business operations. The conversation also touched upon the significance of community engagement and the importance of local support. Shonda highlighted Holtzman's commitment to giving back to the community, noting Bill Holtzman's philosophy of attributing his business success to community support and his personal passion for education. Rachel and Caroline both emphasized the need for local support to sustain and grow Opportunity Scholars. Caroline issued a plea for a new coach and highlighted the importance of community involvement in spreading the word about their mission. She encouraged everyone to engage with their social media platforms to stay updated and help spread the word. Learn more about Opportunity Scholars on their website: https://opportunityscholars.org/ and by following them on Facebook.

Courtney Cartier - Mom to her 20 month old daughter and HR Manager from Sacramento shares pregnancy, birth and postpartum experience including colicky evenings, hormonal shifts and the emotional toll of new parenthood. Courtney also talks about relationship changes after baby, the impact of generational differences in parenting, and the importance of self-care. We highlights the ups and downs of motherhood, the importance of flexibility, and the need for open conversations about the realities of parenting. Instagram: Brittany Olson @becomingamotherpodcast Courtney Cartier: @ccartier

Today's episode is a very special podcast with a good friend of mine. Cara is coming with me to Machu Picchu in October (2025) and she was with me for our recent summit of Kilimanjaro in October 2024. This was her experience.  Details for Machu Picchu in October 2025: To get first refusal on Everest Base Camp 2026, email ‘BASE CAMP' to brian@brianekeanefitness.com 00:00 Introduction to Kara's Journey 03:07 Kara's Backstory and Fitness Journey 05:47 Preparing for Kilimanjaro 08:59 Unexpected Experiences on Kilimanjaro 11:57 The Hardest and Best Parts of the Trip 14:58 Reflections on the Kilimanjaro Experience 17:53 Looking Ahead: Machu Picchu and Beyond

Welcome to today's episode of WTR! This is where we explore the depths of conscious living and what it truly means to live an expanded life. Join us to be inspired, encouraged, transformed and to experience a deep sense of joy and possibility. There are many ways “in.” Into a deeper connection with who you are. Into a deep realization of your purpose in being alive. Into how to live your life so that you feel a sense of inner peace. With my guest today, we will take a unique journey into how art can serve as a medium for exploring profound questions about existence, purpose, and meaning.    Synesthesia Artist & Color Alchemist, Heather Eck, has a unique approach to perceiving, creating, and healing through her artwork. Her background as an HR Manager and Certified Authentic Leadership Coach, combined with her unique gift of synesthesia, gives her a special skill to communicate the hidden dynamics and solutions to everyday challenges through clairsentience, intuition, and color reading. She is an expert on color, chakras, spirituality, and energy healing. Heather is a renowned and award-winning artist, intuitive, thought leader, spiritual intuitive healer, passionate coach, and facilitator. Her work has been exhibited in more than 25 shows. Find Heather Eck at: https://heathereck.com/ and  www.HeatherEckStudios.com Listener Gift: www.heathereck.com/thankyou YouTube https://www.facebook.com/heathereckartist https://www.instagram.com/heathereckartist/  https://www.linkedin.com/in/heathereck/Find Laurie Seymour at https://thebacainstitute.com/ .Follow Wisdom Talk Radio on Facebook: https://www.facebook.com/wisdomtalkradio Subscribe on Apple.Want to reach out to me? You can email me directly at laurie@thebacainstitute.com If you are enjoying our show and you'd like to spread the love, please subscribe, download, comment, and tell your friends and family about us. We want to thank you for your continued support. We really appreciate it! Find more episodes of Wisdom Talk Radio HERE Discover your Quantum Connection Style! (QUIZ)The first step to mastering your Quantum Connection is to know your natural style of being in the world.We are each designed to connect with Source differently. Knowing your style, with both your superpowers and your learning edge, is the first step of aligning with your inner guidance at a deeper level than you ever thought you could. It's the doorway to creating what you truly want in your life.Click here to take the quiz now: Quantum Connection QuizSupport this podcast at — https://redcircle.com/wisdom-talk-radio/donationsAdvertising Inquiries: https://redcircle.com/brands

Happy Holidays! Let me start by saying that I hope you have a wonderful holiday with your family and friends. As we end the year, I also wish you much love, health and happiness in the New Year.This week, I am replaying one of my favorite episodes from Brave Women at Work. This week, I would love for you to learn (or re-learn) about the power of color with Heather Eck.I met Heather via a podcast placement agency. The magic of podcasting is that you can make amazing connections simply by chatting with other podcasters and guests. When I met Heather, there was an immediate connection. I felt our conversation was magic, and I'm sure you will too!After this podcast originally aired, Heather sent me my personal Spirit Portrait. You will learn more about that shortly. This piece of artwork sits proudly in my office and is a fond memory of our podcast and connection. In addition, I met another podcaster, coach and colleague because of the show.See? You never know where connections and conversations can take you.During my chat with Heather, we discussed:Heather's journey from being an HR Manager to synesthesia artistWhat synesthesia even meansHow Heather helps women go from stuck to intention through her workWhat a Spirit Portrait is and how the process worksHeather talks about her gift and what certain colors mean

The White House calls on Congress to continue funding Ukraine, the Supreme Court hears opening arguments in Purdue Pharma's massive opioid settlement case, and a DC judge rules against former President Trump in his bid to delay the election interference case in Washington. Get the facts first with Morning Wire. Bambee: Get access to your own dedicated HR Manager at http://www.bambee.com. Make sure to type in Morning Wire under podcast when you sign up!Genucel: Limited Time Holiday Sale! https://genucel.com/WIREBlack Rifle Coffee: Get 10% off your Coffee Club subscription!BlackRifleCoffee.com promo code ‘WIRE'

Developing stories you need to know just in time for your drive home. Get the facts first on Morning Wire. Genucel: Limited Time Holiday Sale! https://genucel.com/WIREBambee: Get access to your own dedicated HR Manager at http://www.bambee.com. Make sure to type in Morning Wire under podcast when you sign up!

Pro-Palestinian protests cause disturbances in cities across the nation and a new Tik Tok trend causes concern, Ozempic continues to to show great benefits along with great risk, and New York Mayor Eric Adams is being investigated by the FBI. Get the facts first with Morning Wire. Bambee: Get access to your own dedicated HR Manager at http://www.bambee.com. Make sure to type in Morning Wire under podcast when you sign up!Shopify: "Get a $1 per month trial at https://www.shopify.com/morningwire"

Developing stories you need to know just in time for your drive home. Get the facts first on Morning Wire. Bambee: Get access to your own dedicated HR Manager at http://www.bambee.com. Make sure to type in Morning Wire under podcast when you sign up!Shopify: Get a $1 per month trial at https://www.shopify.com/morningwire