Podcasts about hrd

In this episode of the HR Leaders Podcast, we speak with Elle Lebourg, Global Head of Talent Acquisition at Hilti Group, about transforming TA to hire 55,000 people in six years while protecting culture and experience. Elle explains why classic change models fall short, how authentic communication sustains engagement, and why TA must adopt a product mindset. She shares how Hilti maps candidate journeys, balances global standards with local nuance, and keeps people, not tools, at the center of transformation.

In this episode of the HR Leaders Podcast, we speak with KeyAnna Schmiedl, Chief Human Experience (People) Officer at Workhuman, about reimagining recognition in the age of AI.KeyAnna shares how Workhuman is using AI to enhance - not replace - human connection, from just-in-time recognition to personalized career support. She explains why recognition must go beyond rewards, how to build cultures where people feel truly seen, and why strategic investment in recognition is a business imperative, not a nice-to-have.

What's up everyone and welcome to The Corporate Bartender!Is your team underperforming? I know it's easy to assume that there are talent problems, leadership problems, or skill gaps. Have you ever considered that your system might be setting them up to fail? Well, it just might be. Today, we're gonna dive into that idea.We've got Matt Granados on the program today. Don't know Matt? Stick around!Matt is a best-selling author and a sought-after keynote speaker. He equips teams with a proven framework to build sustainable, burnout-free performance. If it's worked for companies like Google, Twitter, and the US Air Force, it just might work for you! Matt's written two international bestsellers and if you haven't read "Motivate the Unmotivated," put it on your list!This was a killer conversation, we laughed a lot, I took a TON of notes, and I just know you're gonna dig it!If you want to skip straight to the interview, 7:16 is your spot!TCB Layout:0:00 - Show Open & Intro1:02 - Titles1:32 - Kickoff 7:17 - Matt Granados Interview59:10 - Wrap & CloseWebsite: https://www.lifepulseinc.com/tcb^^ There's a free gift! ^^Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

Osteosarcoma Webinar Series: Yanding Zhao, PhD to discuss how Distinct patterns of chromosomal instability fuel osteosarcoma progression and influence patient outcomes.Osteosarcoma (OS) is notable for extreme chromosomal instability (CIN) and molecular heterogeneity, which have hindered therapeutic progress. To address this, the lab performed longitudinal and multi-modal profiling of 91 tumors from 71 pediatric patients, integrating whole-genome and transcriptome sequencing with ATAC-seq and Hi-C in matched cell lines. Their analyses revealed that key driver mutations, including TP53, are fixed early and persist through progression. Over 80% of tumors exhibited complex structural alterations—such as chromothripsis, kataegis, loss of heterozygosity, and ecDNA amplification—with MYC enhancer hijacking linked to chemoresistance. They identified a high-risk evolutionary trajectory marked by homologous recombination deficiency (HRD)-like signatures in the absence of BRCA mutations. These tumors showed focal duplications at fragile sites, early whole-genome doubling, high TP53 mutation burden, and sensitivity to PARP inhibition—highlighting a potential therapeutic vulnerability. Together, these findings define a replication stress–driven model of OS evolution, shaped by early chromosomal remodeling and ecDNA-mediated oncogene activation, with implications for biomarker development and precision treatment strategies.Dr. Yanding Zhao is a postdoctoral researcher at Stanford University in the lab of Dr. Christina Curtis. He earned his PhD in Genetics from Dartmouth College, where he began developing computational tools to understand how genome instability disrupts gene regulation in cancer. At Stanford, his research focuses on pediatric osteosarcoma. By combining genome sequencing, 3D chromatin mapping, and spatial transcriptomics, he studies how tumors evolve, resist treatment, and evade the immune system. Dr. Zhao works closely with clinicians and scientists to help turn these discoveries into potential new therapies. He is honored to be part of the MIB Agents community and looks forward to sharing his work in a way that resonates with patients, families, and advocates.

In this episode of the HR Leaders Podcast, we speak with Jon Caldwell, SVP & Chief People Officer at Valvoline Inc., about leading people strategy during rapid growth and transformation. Jon shares how Valvoline, a 160-year-old brand, has doubled its retail footprint and plans to nearly double again by 2030, all while maintaining a strong “family” culture. He explains the company's grow-from-within model where 95% of managers start as technicians, the importance of scalable HR processes, and how traditions like the “Oil Olympics” reinforce teamwork and pride. The conversation highlights how culture, leadership, and data-driven HR fuel both business growth and employee success.

In this episode of the HR Leaders Podcast, we speak with Cathy Peterman, Chief People Officer for Tech, Product & Design at Wayfair, about navigating transformation, leading through change, and preparing the workforce for the AI era. Cathy shares her unusual path from studying international conflict resolution to leading HR at global brands, and how curiosity, resilience, and embracing discomfort have fueled her career. She discusses imposter syndrome, why transferable skills matter more than titles, and how generative AI is reshaping recruitment, performance, and learning at Wayfair.

In this episode of the HR Leaders Podcast, we speak with Adam Holton, Chief People Officer at GE HealthCare, about the mindset shifts HR leaders need to harness AI, personalize learning, and lead with authenticity. Adam explains why example matters more than instruction, why democratized learning is changing leadership, and how AI can act like a “superpower” for HR teams. The conversation covers embedding AI into coaching, rethinking processes instead of just automating them, and creating sticky adoption through daily use cases.

In this episode of the HR Leaders Podcast, we speak with Wouter Durville, Co-Founder & CEO of TestGorilla, about the rise of skills-based hiring and how AI is transforming recruitment. Wouter shares his entrepreneurial journey, the inspiration behind TestGorilla, and why traditional CVs are becoming obsolete. He explains how AI-driven assessments, resume scoring, and video interviews are making hiring more fair, efficient, and predictive. The conversation also explores the future of work, shifting skill demands, and why critical thinking and human skills matter more than ever in an AI-driven economy.

In this episode of the HR Leaders Podcast, we speak with Vince Molinaro Ph.D., NY Times Best-Selling Author of The Leadership Contract, about redefining leadership expectations and building a community of accountable leaders. Vince shares the four terms of leadership, decision, obligation, hard work, and community, and explains how organizations can embed these principles into everyday practices. He discusses how HR leaders can align executives during strategic shifts, strengthen leadership culture, and create the conditions for extraordinary performance.

JCO PO author Dr. Alison M. Schram at Memorial Sloan Kettering Cancer Center shares insights into her JCO PO article, “Retrospective Analysis of BRCA-Altered Uterine Sarcoma Treated With Poly(ADP-ribose) Polymerase Inhibitors.” Host Dr. Rafeh Naqash and Dr. Schram discuss relevant genomic and clinical features of patients with BRCA-altered uterine sarcoma and the efficacy of PARPis in this population. TRANSCRIPT Dr. Rafeh Naqash: Hello and welcome to JCO Precision Oncology Conversations, where we bring you engaging conversations with authors of clinically relevant and highly significant JCO PO articles. I'm your host, Dr. Rafeh Naqash, podcast editor for JCO Precision Oncology and associate professor at the OU Health Stephenson Cancer Center. Today, we are excited to be joined by Dr. Alison Schram, Associate Attending Physician and Section Head of Oral Therapeutics with Early Drug Development and Gynecologic Medical Oncology Services at the Memorial Sloan Kettering Cancer Center, and the senior author of the JCO Precision Oncology article titled, "Retrospective Analysis of BRCA-Altered Uterine Sarcoma Treated With Poly(ADP-ribose) Polymerase Inhibitors." At the time of this recording, our guest's disclosures will be linked in the transcript. Dr. Schram, thank you for joining us today. I am excited to be discussing this very interesting, unique topic based on what you published in JCO PO. Dr. Alison Schram: Thank you for having me. Dr. Rafeh Naqash: What we like to do for these podcasts is try to make them scientifically interesting but at the same time, keep them at a level where our trainees and other community oncology professionals understand the implications of what you've published. So I'd like to start by asking you, what is leiomyosarcoma for those of us who don't necessarily know a lot about leiomyosarcoma, and what are some of the treatment options for these uterine sarcomas? Dr. Alison Schram: Uterine leiomyosarcoma is a rare subtype of uterine cancer, and it represents about 1% of all female cancers in the reproductive tract. This is a rare malignancy that arises from the myometrial lining of the uterus, and it is generally pretty aggressive. In terms of the standard therapy, the standard therapy for uterine leiomyosarcoma includes chemotherapy, generally combination chemotherapy, but despite a few regimens that tend to be effective, the duration of effectiveness is relatively short-lived, and patients with advanced uterine leiomyosarcoma eventually progress and require additional therapy. I will say that localized uterine leiomyosarcoma can be treated with surgery as well. Dr. Rafeh Naqash: Thank you for that description. Now, there are two aspects to what you published. One is the sarcoma aspect, the leiomyosarcoma, and the second is the BRCA mutation. Since we are a precision medicine journal, although we've discussed BRCA a couple of times before, but again, for the sake of our listeners, could you highlight some of the aspects of BRCA and PARP sensitivity for us? Dr. Alison Schram: Yes. So BRCA is a gene that's important for DNA repair, and BRCA mutations can be either inherited as a germline mutation, so one of your parents likely had a BRCA mutation and you inherited one copy. In patients who have an inherited BRCA mutation, the normal cells tend to have one abnormal copy of BRCA, but if a second copy in the cell becomes altered, then that develops into cancer. And so these patients are at increased risk of developing cancers. Specifically, they are at an increased risk of developing ovarian cancer, breast cancer, prostate cancer, pancreatic cancer, and a few others. These cancers are considered BRCA-associated tumors. Alternatively, some patients, more rarely, can develop BRCA-altered cancers completely sporadically. So it's a mutation that happens in the tumor itself, and that can lead to impaired DNA repair and promote cancer progression. And those patients are not, they don't have any inherited risk, but just a random event caused a BRCA mutation in the tumor. The reason this is important is because, in addition to it being potentially important for family members, there are certain treatments that are more effective in BRCA-altered cancers. And the main example is PARP inhibitors, which are small molecule inhibitors that inhibit the PARP enzyme, and there is what we call synthetic lethality. So PARP is important for DNA repair, for single-stranded DNA repair, BRCA is important for double-stranded DNA repair, and in a patient that has a cancer that has a BRCA mutation, that cancer becomes more reliant on single-stranded DNA repair. And if you inhibit it with a PARP inhibitor, the cancer cells are unable to repair DNA, and the cells die. So we call that synthetic lethality. PARP inhibitors are FDA approved in several diseases, predominantly the BRCA-associated diseases I mentioned: breast cancer, ovarian cancer, pancreatic cancer, and prostate cancer. Dr. Rafeh Naqash: That was very beautifully explained. Honestly, I've heard many people explain BRCA before, but you kind of put it in a very simple, easy to understand format. You mentioned this earlier describing germline or hereditary BRCA and somatic BRCA. And from what I gather, you had a predominant population of somatic BRCA, but a couple of germline BRCA as well in your patient population, which we'll go into details as we understand the study. You mentioned the second hit on the germline BRCA that is required for the other copy of the gene to be altered. In your clinical experience, have you seen outside of the study that you published, a difference in the sensitivity of PARP for germline BRCA versus a somatic BRCA that has loss of both alleles? Dr. Alison Schram: So we will get into what's unique about uterine sarcomas in just a minute. In uterine sarcomas, what we have found is that the BRCA mutations tend to be somatic and not germline, as you mentioned. That is in contrast to the other diseases we mentioned, where the vast majority of these tumors are in patients that have germline BRCA alterations. So one thing that's really unique about the uterine sarcoma population and our paper, I believe, is that it is demonstrating an indication for PARP inhibitors in a population that is not characterized by germline BRCA alterations, but truly these by somatic BRCA alterations. If you look at the diseases that PARP inhibitors are validated to be effective in, including the, you know, the ones I mentioned, the BRCA-associated tumors, there's some data in specific context that suggests that perhaps germline alterations are more sensitive to PARP inhibitors, but that's not universal, and it's really tricky to do because the genetic testing that we have doesn't always tell you if you have two hits or just one hit. So you need more complex genetic analysis to truly understand if there is what we call a biallelic loss. And sometimes it's not a second mutation in BRCA. Sometimes it's silencing of the gene by hypermethylation or epigenetics. Some of our clinical trials are now incorporating this data collection to really understand if biallelic loss that we can identify on more complex genetic testing predicts for better outcomes. And we think it's probably true that the patients that have biallelic loss, whether it be germline or somatic biallelic loss, are more likely to benefit from these treatments. That still needs to be tested in a larger cohort of patients prospectively. Dr. Rafeh Naqash: In your clinical experience, I know you predominantly use MSK-IMPACT, but maybe you've perhaps used some other NGS platforms, next-generation sequencing platforms. Have you noticed that these reports for BRCA alterations the report mentioning biallelic loss in certain cases? I personally don't- I do lung cancer, I do early-phase lung cancer as well, but I personally don't actually remember if I've seen a report that actually says biallelic loss. So after this podcast, I'm going to check some of those NGS reports and make sure I look at it. But have you seen it, or what would be a learning point for the listeners there? Dr. Alison Schram: Exactly. And they usually do not. They usually do not explicitly say, “This looks like biallelic loss,” on the reports. The exception would be if there's a deep deletion, then that implies both copies of the gene have been deleted, and so then you can assume that it's a biallelic loss. But oftentimes, when you see a frameshift alteration or a mutation, you don't know whether or not it's a biallelic loss. And you may be able to get some clues based on the variant allele frequencies, but due to things like whole genome duplication or more complex tumor genomics, it's not clear from these reports, and you really do need a more in-depth bioinformatic analysis to understand whether these are biallelic or not. So that is why I suggest that this really needs to be done in the context of a clinical trial, but there is definitely a theoretical rationale for reporting and treating patients with biallelic losses perhaps more so than someone who has a variant of unknown significance that seems to be monoallelic. The other tricky part, as I mentioned, is the fact that there could be epigenetic changes that silence the second copy, so that wouldn't be necessarily evident on a DNA report, and you would need more complex molecular testing to understand that as well. Dr. Rafeh Naqash: Sure. Now, going to your study, could you tell us what prompted the study, what was the patient population that you collected, and how did you go about this research study design? Dr. Alison Schram: It's actually a great story. I was the principal investigator for a clinical trial enrolling patients regardless of their tumor type to a combination of a PARP inhibitor and immunotherapy. And this was a large clinical trial that was being done as a basket study, as I mentioned, for patients that have either germline or somatic alterations with advanced solid tumors that had progressed on standard therapy. And the hypothesis was that the combination of a PARP inhibitor and immunotherapy would be synergistic and that there would be increased efficacy compared to either agent alone and that patients who had BRCA alterations were a sensitive population to test because of their inherent sensitivity to PARP inhibitors and perhaps their increased neoantigen burden from having loss of DNA repair. So this large study, it's been published, really did show that there was efficacy across several tumor types, but it didn't seem to clearly demonstrate synergy between the immunotherapy and the PARP inhibitor as compared to what you might expect from a PARP inhibitor alone, and in addition to a couple of cases, perhaps attributable to the immunotherapy. So maybe additive rather than synergistic efficacy. However, what really struck me looking at the data was that there were three patients with uterine leiomyosarcoma with BRCA deletions who had the best responses of anyone on the study. So incredible, durable responses. One of my patients with a complete response that continues to not have any evidence of cancer eight years after the initiation of this regimen. And for those of us that treat uterine leiomyosarcoma, this is unheard of. These patients generally, as I mentioned, respond, if they do respond to chemotherapy, it's generally short-lived and the cancer progresses. And so a complete response nearly a decade later turns heads in this field. The other interesting thing was that these uterine leiomyosarcoma patients had somatic alterations rather than a germline alteration with a second hit, and the diseases that are best validated for being responsive to PARP inhibitors include the BRCA-associated diseases, the ones that you're at increased risk for if you have a germline BRCA mutation, including breast, pancreas, prostate, and ovarian. And so it was very interesting that this disease type that seemed to be uniquely sensitive to PARP inhibitors with immunotherapy was also different in that patients with uterine leiomyosarcoma don't tend to have a high frequency of BRCA alterations, and in patients that are born with a BRCA alteration, there doesn't seem to be a clearly increased risk of uterine sarcomas. So this population really jumped out as a uniquely sensitive population that differed from the prior indications for PARP inhibitors. Given this patient and these couple of patients that we observed on the combination, in addition to some other case reports and case series that had started to come out in small numbers, we wanted to look back at our large cohort of patients at Memorial Sloan Kettering to see if we could really get a better sense of the numbers. How many patients at Sloan Kettering with uterine sarcomas have BRCA alterations? Are they generally somatic or germline? Are there unique features about these patients in terms of their clinical characteristics? How many of them have received PARP inhibitors, and if so, is this just luck that these three patients did so well, or is this really a good treatment option for patients with BRCA-altered uterine sarcomas? And so we did this retrospective analysis identifying the patients at Sloan Kettering who met these criteria. So in total, we found 35 patients with uterine sarcomas harboring BRCA alterations, and the majority were leiomyosarcoma, about 86% of them had leiomyosarcoma, which is interesting because there are other uterine sarcomas, but it does seem like BRCA alterations tend to be more often in the leiomyosarcomas. And 13 of these patients with uterine leiomyosarcoma were treated with PARP inhibitors in the recurrent or metastatic setting with about half of those patients having an overall response, so that's a significant tumor shrinkage that sustained, and a clinical benefit rate of 62%. And if we look at the patients that had these BRCA2 deep deletions, which was the patient I had that had this amazing response, the overall response rate jumped to 60% and the clinical benefit rate to 80%. And we defined clinical benefit rate as having maintained on the PARP inhibitor without evidence of progression at six months. So this is really impressive for patients with a difficult to treat disease. And we couldn't do a randomized controlled trial comparing it to chemotherapy, but looking retrospectively at outcomes on chemotherapy studies, this was very favorable, particularly because many of these patients were heavily pretreated. So to get a sense of, you know, how this might compare to chemotherapy, we tried to use patients as their own internal controls, and we looked at how long patients were maintained on the PARP inhibitor as compared to how long they were on the treatment just prior. And we used a ratio of 1.3 to say if they were on the PARP inhibitor for 1.3 times what their previous treatment was or longer, that is pretty clearly better, more of a benefit from that regimen. And the majority of patients did meet that bar. So 58% had a PFS ratio greater than 1.3, and the average PFS ratio was 1.9, suggesting, you know, you would expect the the later lines of therapy to actually not work as well, but this suggests that it's actually working better than the immediately prior line of therapy, to me, suggesting that this is truly a good treatment option for these patients. Dr. Rafeh Naqash: Very interesting. And you mentioned that individuals with tumors having deep deletions were probably more responsive. How did you figure out that there was biallelic loss or deep deletions? Was that part of an extended analysis that was done subsequently? Dr. Alison Schram: So the deletions reported on our report, if it's a biallelic deletion, that is the one biallelic molecular alteration that would be reported. So those are, by definition, biallelic, and I think that that may be one of the reasons that's a good biomarker. But also, what's interesting is that if you have both copies deleted of BRCA, you can't develop reversion mutations. So one of the the known mechanisms of resistance to PARP inhibitors in patients who have BRCA alterations are something called a reversion mutation where, if you have a frameshift alteration, for example, in BRCA that makes BRCA protein nonfunctional, you can develop a second mutation that actually puts the DNA back in frame, and a functional protein is now made. And so a mechanism of resistance to PARP inhibitors is actually reverting BRCA to a wild-type protein, and then BRCA's synthetic lethality no longer makes sense and is no longer effective. But if you've deleted both copies of BRCA, you don't have the ability to restore the function, and you can't develop reversion mutations. And that's perhaps why, you know, my patient and others have had these prolonged responses to PARP inhibitors because you don't have the same ability to develop that mechanism of resistance. Dr. Rafeh Naqash: I remember thinking a year and a half back, I had an individual with prostate cancer and with BRCA2, and using liquid biopsy, I had a reversion mutation that we caught. In your practice, have you seen the utility of doing the serial liquid biopsies in these individuals to catch these reversion mutations? Dr. Alison Schram: Yes, absolutely. And in patients that have the ability to develop a reversion mutation, serial cell-free DNA can catch it, but the caveat is that it doesn't always. So if you see an acquired reversion mutation in cell-free DNA, that can be helpful, particularly if you're planning on putting the patient on another line of therapy that might require a dysfunctional BRCA. So if you're putting them on a clinical trial with a PARP combination and the rationale is that they're sensitive because they don't have a functional BRCA, you would want to know if they developed a reversion mutation, and serial cell-free DNA can definitely identify these reversion mutations. Some of the major clinical trials in ovarian cancer have done serial cell-free DNA and have demonstrated the utility of that approach. The caveat is that some of these reversion mutations are not readily caught on cell-free DNA because they're more complex reversion mutations, or they're not, the part of the gene that develops the reversion mutation is not tiled on the panel. And so it doesn't always catch the reversion mutations. Also, depends on the cell-free DNA shedding, depends on the tumor volume and other factors. And we published a related paper of a patient, it was a really interesting case of a patient with prostate cancer who was on a PARP inhibitor and developed what appeared to be a single reversion mutation on one sample, had negative cell-free DNA, single reversion mutation in a tissue biopsy, and then developed disease progression. And we did an autopsy, and the patient kindly consented to an autopsy, and at the time of autopsy, there were 10 unique reversion mutations identified across 11 metastases. So almost each metastasis had a unique reversion mutation, and only one of them had been seen premortem on a tissue biopsy and not on a cell-free DNA. But that autopsy really drove home to me how much we're missing by doing clinical testing in real time and we really don't know the entire genomic complexity of our patients by doing single samples. And theoretically, cell-free DNA can catch DNA from all the metastases, so you might think that that would be a solution, and it definitely can catch reversion mutations that are not seen in a single biopsy, but you really need to do it all. I mean, you need to do the tissue biopsy sampling, you need to do cell-free DNA, and probably one cell-free DNA test is not enough. Dr. Rafeh Naqash: Thank you, again, for that very nice explanation. Now, one quick provocative question. I remember when I was training, the lab that I used to work in, they used to do a lot of phosphorylation markers for DNA damage response, like phospho NBS, RAD51. Have you seen anything of that sort on these biallelic BRCA mutations where tumors are responding, but they also have a very high signature on the phosphorylation side, and it may or may not necessarily correspond to HRD signatures, but have you noticed or done any of that analysis? Dr. Alison Schram: I think that it would be great to do that analysis. And some of the work we're doing now is actually trying to dig a little bit deeper in our cohort of patients to understand are these HRD-positive tumors? Does HRD positivity correlate with response to BRCA alterations? In terms of the functional assays, I would love to be able to do a functional assay in these samples. One of the challenges is that this was a retrospective study and many of the patients were previously treated as standard of care or off-label with these agents, and so we didn't have prospective tissue collection, and so we're really limited by the tissue that was collected as part of standard of care and the consent forms that the patient signed that allow us to do genomic and molecular testing on their samples. So, I think that is hopefully future work that we will do and others will do. Dr. Rafeh Naqash: Sure. Shifting gears to your career trajectory, I'd like to spend a couple of minutes there before we end the podcast. So Dr. Schram, you've obviously been a trailblazer in this space of drug development, early-phase trials. Can you give us a brief synopsis of your journey and how you've successfully done what you're doing and what are some of the things that drive you? Dr. Alison Schram: Well, thank you for saying that. I don't know if that's true, but I'll take the bait. I've been interested in oncology since college and was always very interested in not only the science of oncology but of course, treating patients. And in medical school, I did basic science research in a laboratory and it was very inspiring and made me want to do research in oncology in addition to clinical care. When I became an oncology fellow, I was presented with a very difficult question, which is, “Do you want to be a lab PI and be in the lab, or do you want to do clinical care and clinical research?” And I couldn't choose. I found a mentor who thankfully really had this amazing vision of combining the two and doing very early drug development, taking the data that was being generated by labs and translating it into patients at the earliest stage. So, you know, phase one drug development in molecularly targeted therapies. And so I became very interested as a fellow in early drug development and this ability to translate brand new molecular insights into novel drugs. And I joined the- at Sloan Kettering, there was the Early Drug Development, it was actually a clinic, it was called something different, and it was very fortuitous. My last year of fellowship, the clinic became its own service with the ability to hire staff at Sloan Kettering, and I was the first ever hire to our Early Drug Development Service. And that really inspired me to try and bring these drugs to patients and to really translate the amazing molecular insights that my colleagues here at Sloan Kettering are discovering, and you know, of course, at other institutions and in pharma. And you know, there 's been an amazing revolution in in drug development over the last several years, and I feel very grateful that I've been here for it. You know, I've been able to take the brilliant insights from my colleagues and put these drugs in patients, and I have the amazing privilege of watching patients in many cases that benefit from these treatments. And so I do mostly phase one drug development and molecularly targeted therapies, and truthfully, I am just very fortunate to be around such brilliant people and to have both patients and labs trust me to be able to deliver these new drugs to patients and hopefully develop better drugs that move forward through FDA approval and reach patients across the country. Dr. Rafeh Naqash: Thank you so much. That was very nicely put. And hopefully our trainees and junior faculty find that useful based on their own career trajectories. Thank you, Dr. Schram, for joining us today. Hopefully, we'll see more of your subsequent work in JCO PO. Thank you for giving us all these insights today. Dr. Alison Schram: Thank you for having me. Dr. Rafeh Naqash: Thank you for listening to JCO Precision Oncology Conversations. Don't forget to give us a rating or review and be sure to subscribe so you never miss an episode. You can find all ASCO shows at asco.org/podcasts. The purpose of this podcast is to educate and to inform. This is not a substitute for professional medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience, and conclusions. Guest statements on the podcast do not express the opinions of ASCO. The mention of any product, service, organization, activity, or therapy should not be construed as an ASCO endorsement. Dr. Alison Schram Disclosures Consulting or Advisory Role Company: Mersana, Merus NV, Relay Therapeutics, Schrodinger, PMV Pharma ,Blueprint Medicines, Flagship Pioneering, Redona Therapeutics, Repare Therapeutics, Endeavor BioMedicines Research Funding Company: Recipient: Your Institution  Merus, Kura, Surface Oncology, AstraZeneca, Lilly, Pfizer , Black Diamond Therapeutics, BeiGene, Relay Therapeutics, Revolution Medicines,  Repare Therapeutics, PMV Pharma, Elevation Oncology, Boehringer Ingelheim Travel, Accommodations, Expenses Company: PMV Pharma 

What's up everyone and welcome to The Corporate Bartender!Doing this show, I get sent a LOT of books. When books stand out, it's important to bring that energy to the surface. Today is one of those days! This episode is all about listening. Listening is one of those things that a lot of us assume we're good at, but we're really just winging it. We've got Oscar Trimboli on the program today. Don't know Oscar? We've got your back! Stick around!Oscar is a best-selling author, host of the Apple award-winning podcast Deep Listening, and asought-after keynote speaker. Along with the Deep Listening Ambassador Community, he is on a quest to create 100 million deep listeners in the workplace.If you want to skip straight to the interview, 3:18 is your spot!TCB Layout:0:00 - Show Open & Intro0:59 - Titles1:27 - Kickoff 3:18 - Oscar Trimboli Interview57:0 - Wrap & CloseWebsite: https://listeningquiz.com/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

Send us a textRobin has been involved in detection work since 2001, beginning in wilderness and human remains detection (HRD), which expanded into disaster work. She trains and deploys with Nebraska Task Force 1 and Iowa Task Force 1. She is a certified explosives and narcotics detection dog handler. ​Robin also works at the nexus of academia and business, managing people and relationships from both sides of the table. Whether working with small business, tier 1 research institutions or fortune 500 companies, she found common ground, allowing both sides to achieve their goals.  ​Her focused education in behavior technology started in 2016 by attending two Chicken Workshops (Behavior Technology Workshops). In 2018 she completed a four month resident apprenticeship with Parvene Farhoody, Phd. In 2022, Robin completed the Scandinavian Working Dog Institute year long Master K9 Trainer Program. She uses many of the same techniques she honed training dogs to advance initiatives in organizations she managed, whether she was paid by them or not.  By coaching the human, she provides students with a deeper understanding of the behaviors they are trying to achieve, not only in their K9 partner but in other people as well.  Her progressive, research-based training translates theory into practice, empowering people to truly collaborate with others, no matter the language they speak.​Robin serves as a Center Evaluator for the U.S. National Science Foundation (NSF) Industry/University Cooperative Research Center (I/UCRC) where she coaches university researchers, industry and non-profit center members on how to best collaborate and operate efficiently and effectively in a startup-like environment. ​Robin is an associate certified coach through the International Coaching Federation.  She uses the world of working dogs for engaging keynotes, workshops and training sessions. Podcast Link https://www.k9detectioncollaborative.com/K9 Detection Collaborative | Podcast | Dog Training DiscussionsThe K9 DC Podcast talks practical K9 training advice with humor and a big dose of theory. We include interviews with top dog trainers, practitioners, and scientists. We keep it fun, honest, and raWe are pleased to have Vested Interest in K9's as a sponsor. Vested Interest in K9s, Inc. is a 501c(3) non-profit whose mission is to provide bullet and stab-protective vests and other assistance to dogs. Check it out www.vik9s.org. Please welcome Ray Allen Manufacturing as a sponsor to the podcast. Go to the most trusted name in industry for all of your k9 related equipment. For a 10% discount use the RAMWDDP10 discount code.Welcome our sponsor Gold Coast K9. Gold Coast K9 trains and deploys hand-selected service dogs for personal and family protection, police agencies, and school districts. Their training programs rank among the best and most trusted in the world. Follow Gold Coast k9 on all social media platforms. For 10% off merchandise use the GCK910 discount code on their website www.goldcoastk9.comHLTK9 Conference continues to be a supporter of the WDDP. They are gearing up for the next conference in Myrtle Beach SC. Plan ahead, the 2026 conference will be April 14 - 16 2026. Register today at www.htlk9.com. Welcome our newest sponsor NCK9LLC. Located in Four Oaks NC, just east of Raleigh NC. Jim O'Brien and staff offer a variety of K9 services. Contact them at Phone : 919-353-7149 Email: jobrien@nck9.us

In this episode of the HR Leaders Podcast, we speak with Lucia Bucci, Divisional CHRO for Employer Services International (ESI) at ADP, about leading HR across 37 countries, embedding AI into people processes, and building future-ready teams. Lucia draws on her 25-year career across Europe and beyond to share how HR can stay relevant in an AI-driven future. She discusses automating repetitive tasks, using AI to support manager training, and upskilling HR teams to embrace technology. The conversation also dives into trust, authenticity, resilience, and why team engagement is the real driver of retention and performance.

In this episode of the HR Leaders Podcast, we're joined by Vishal Thanki, Director of Talent & Culture at B&Q. Vishal shares how B&Q is intentionally building a multigenerational workforce that reflects its diverse customer base, while driving high performance across all levels.From gamified e-learning to pay parity, inclusive training programs, and real talk on what motivates Gen Z to Baby Boomers, this episode is a practical playbook for designing a workplace where five generations thrive together. If you care about performance, inclusion, and real HR impact, this one's for you.

What if there's no Chief People Officer role in your organisation - but you know it needs one, and you think you're the right person for it?In this episode of HR Coffee Time, host Fay Wallis is joined by Victoria Pounder, Chief People Officer at Moore Kingston Smith - a multi-disciplinary firm providing audit, accountancy, advisory and tax services to a diverse range of clients. Victoria shares her inspiring journey of growing with the firm over 14 years - from being the first Head of HR to HR Director, and eventually making the case for a brand-new Chief People Officer role that she then stepped into.She talks openly about what the step up has been like so far, how she's built influence and trust over time, and how she's stayed focused on culture during rapid growth and change. There's plenty to take away - especially if you're aiming for a CPO role yourself, or want to lead with more impact and confidence in your current one.Chapters From This Episode[00:00] Welcome and introduction to Victoria Pounder[01:00] Creating a CPO role from scratch[03:20] Building the business case and going through the panel interview process[04:03] The differences between being an HRD and a CPO[06:40] The importance of influence in the CPO role[08:51] How trust helped her lead behind the scenes[12:32] Key skills and habits that have helped her succeed[14:45] How a non-HR project changed her perspective[18:17] Culture, growth and protecting values under pressure[23:06] Balancing career, family and mental wellbeing[25:19] The role of HR communities[27:08] Advice for aspiring CPOs[28:22] Final advice for new CPOs[37:16] Book recommendation and conclusion Useful LinksConnect with Fay Wallis on LinkedInVisit Fay's websiteLearn about Fay's Inspiring HR leadership development programmeConnect with Victoria Pounder on LinkedInEvolving HR – ‘Getting the Board on Board' webinarThe HR Ninjas on LinkedInThe HR Ninjas Facebook Group Book Recommendation From This EpisodeHR Disrupted by Lucy Adams (Amazon affiliate link – Fay will earn a small commission from Amazon if you choose to purchase the book via this link)Other Relevant HR Coffee Time EpisodesEpisode 18: Future-Proofing Your Career, with Karen MoranEpisode 136: How to Shape a Winning Workplace Culture When You Work in HR, with Annabelle Lawson & Paula BrockwellBuild Your Confidence Playlist: A collection of HR Coffee Time podcast episodes to help you overcome self-doubt and...

This week on The OncoAlert Weekly Round Up, we spotlight precision oncology in action with top-tier studies making headlines:

In this episode of the HR Leaders Podcast, we speak with Will Leahy, VP of People at Greenhouse Software, about how AI is reshaping employee development and the democratization of coaching. Will shares how Greenhouse is leveraging AI tools like Kona and dynamic learning pathways to create personalized, in-the-flow training at scale while maintaining a strong remote culture. The conversation explores why the future of HR isn't just about technology, it's about using AI to amplify human connection, learning speed, and cultural cohesion in distributed teams.

In this episode of the HR Leaders Podcast, we're joined by Kyle Forrest, U.S. Future of HR Leader at Deloitte. Kyle unpacks key insights from Deloitte's 2025 Global Human Capital Trends Report, based on responses from 13,000+ professionals across 90 countries. He explains how leaders can navigate tension between human and business outcomes, why 40% of work is wasted on non-value tasks, and how organizations are rethinking the role of managers, AI, and workforce experience. If you're leading transformation or planning for the future of work, this episode is your roadmap.

In this episode of the HR Leaders Podcast, we're joined by Lauren Nunes, Chief People Officer at Twitch. Lauren breaks down how Twitch is intentionally building a mission-driven culture while supporting employees and streamers alike. From Amazon-powered AI tools to flash mentoring programs and creator-employee connections, Lauren shares how Twitch is shaping the future of work with empathy, innovation, and purpose. This episode is a masterclass on blending community, business impact, and scalable support at one of the world's most iconic platforms.

In this episode of the HR Leaders Podcast, we're joined by Seán Delea, Senior Manager of Talent Acquisition at Greenhouse Software. Sean breaks down how Greenhouse is rethinking the recruiting experience with the help of AI, without losing the human touch. From AI-generated scorecards to candidate personalization via “My Greenhouse,” Sean explains how recruiters can manage a 121% spike in applications without being overwhelmed. He also shares his own journey from Cork to leading Greenhouse's global recruiting, and what makes their ATS stand out in a crowded space.

We focus on the people side of business here at the Bartender, and today we're squarely there. We're talking about bucket lists, we're talking about the unwritten rules of leading people, we're talking about bitching and pitching, and maybe a little "drunk HR." Yeah, that's gonna be a thing!We've got Traci Austin on the program. Don't know Traci? We've got your back! Stick around!She's a business owner, consultant, speaker, and coach. She's the host of the People Strategy Podcast, and she's pretty dang awesome.This was a killer conversation, and I think you're gonna dig it!If you want to skip straight to the interview, 3:26 is your spot!TCB Layout:0:00 - Show Open & Intro0:49 - Titles1:17 - Kickoff 3:26 - Traci Austin Interview01:02:14 - Wrap & CloseWebsite: https://elevatedtalentconsulting.com/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

(00:00-17:51) Doug, indeed indeed. Recapping Tim on his time away. Tim enjoyed the Chris Kerber interview yesterday. The Grown Ups 2 and Angel Hair Pasta discussion. Jackson's beard is coming in well. A mid summer gift. Mt. Rushmore of Mt. Rushmores.(18:00-31:58) Wagering on the Homerun Derby. Junior Caminero and The Big Dumper. Audio of Pat MacAfee introducing the "best ass in all of professional sports." Put Pozo's ass up against anybody's. MacAfee and Morgan Wallen running the same offense. Tony LaRussa joining us later to talk about his upcoming event.(32:08-50:11) Loverman, where can you be? The Lambert Airport situation from Sunday. Noted film critic, Mike Francesa, had some thoughts on the new Superman film. Doesn't sound like he enjoyed the flick. Papers being vague again. Kid robbed a homerun in the Derby. Cal Raleigh not getting the attention he probably should. Not as much luster on the HRD these days.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Jamie Durling, Vice President Human Resources, Americas & South Africa at DOLCE&GABBANA, to unpack how HR leaders can drive real business impact by aligning people strategy with profit strategy.Jamie walks us through his journey from retail to luxury fashion, the power of understanding productivity metrics, and how HR can step beyond the traditional people function to influence the P&L. This conversation is a must for HR professionals ready to collaborate with finance, lead through complexity, and make culture a measurable growth engine.

Paul Skenes is a special talent, Poni mentions the unfortunate scenario that Pirates fans have to “stop and smell the roses with Skenes”. Poni also thinks that Oneil Cruz is not a player that a team should build around. Chris thinks the Pirates have underwhelmed in general when finding talent. Poni decided to start trying in Cam Heyward's softball game after he got rocked in the first inning. He thinks that people thought he took the game to seriously. James Harrison was not a fan of Callas' pitching. Bucco Auction House – Round 11. Donny shows faith in Oneil Cruz post HRD. The guys don't know how to predict Paul Skenes win total post All-Star Break. How many games will the Pirates out of their last 65?

Bucco Auction House – Round 11. Donny shows faith in Oneil Cruz post HRD. The guys don't know how to predict Paul Skenes win total post All-Star Break. How many games will the Pirates out of their last 65?

In this episode of the HR Leaders Podcast, we speak with Emily Chiverton, HR Director for the UK & Ireland at L'Oréal, about building purpose-led careers and nurturing future leaders through structured development. Emily shares her own journey through L'Oréal's early careers program, the power of career mobility, and how initiatives like Brandstorm help young people discover their path. The conversation explores why HR's biggest role isn't managing talent, it's helping people build meaningful, fulfilling careers from day one.

In this episode of the HR Leaders Podcast, we speak with Ryan Laverty, CEO of Arist, about how AI is completely transforming workplace learning. Ryan shares how his team delivers 95%+ engagement by pushing personalized, AI-powered learning through tools like SMS and Microsoft Teams. The conversation explores how AI is making learning faster, more scalable, and more accessible for every employee, not just the top performers.

In this episode of the HR Leaders Podcast, we sit down with Daniel Chait, CEO at Greenhouse Software, and Lewis Brown, Jr. - MA, VP of Talent Management at Comcast. Together, we explore how great recruiting transforms teams, empowers managers, and reshapes the future of work. From the rise of AI-driven job applications to the lessons talent leaders can learn from college sports, this conversation uncovers what it really takes to attract, retain, and grow high-performing talent in a rapidly changing world.

In this episode of the HR Leaders Podcast, we speak with Michael D'Ambrose, Board Director at SHRM and former EVP & CHRO at Boeing, about why traditional performance management is failing today's workforce. Michael exposes the flaws of annual reviews, rigid rating systems, and outdated HR processes that demotivate employees and prevent real growth. He shares how empowering managers with real-time feedback, flexibility, and practical leadership can transform company culture, drive business results, and create workplaces where people truly thrive.

In this episode of the HR Leaders Podcast, we speak with Dina Yorke, VP Learning Excellence at Schneider Electric, about how AI is transforming workforce learning through personalization at scale. Dina shares how Schneider Electric is building a skills-based organization where employees drive their own development, supported by AI-powered learning pathways that adapt to individual needs. She explains how breaking down silos, enabling collaboration, and leveraging AI allows Schneider to upskill faster, keep content relevant, and prepare for future workforce challenges.

What's up everyone and welcome to The Corporate Bartender!Oh. My. God. Today's TCB is EPIC! We're talking about Deming, we're talking about bourbon, we're talking about disruption. Everything from big ideas, to systems thinking. I mean, this episode is amazing ! (I know I say that a lot). We've got Doug Hall on the program. Don't know Doug? You need to. Stick around!He's the author of Proactive Problem Solving, the founder of Eureka! Ranch and Brain Brew Distillery. Doug is an innovation expert, and the author of seven other books. He started life as a chemical engineer, and is on the board of the Deming institute.This was a BANGER conversation, my favorite of 2025 so far, and I know you're gonna dig it!If you want to skip straight to the interview, 3:47 is your spot!TCB Layout:0:00 - Show Open & Intro0:58 - Titles1:26 - Kickoff 3:47 - Doug Hall Interview53:45 - Wrap & CloseWebsite: https://doughall.com/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

In this episode of the HR Leaders Podcast, we speak with Alexander Nicolaus, Chief People Officer at Paysend and author of Startup Culture, about how to intentionally design company culture as you scale. Alex shares how his global career shaped his approach to building high-performing teams, why behavior-based hiring beats resumes, and how Paysend is scaling to a billion-dollar business with a lean team. He unpacks how founders can embed values from day one, use clear behaviors to drive performance, and avoid retrofitting culture after growth creates dysfunction.

In this episode of the HR Leaders Podcast, we speak with Jelena Djordjevic, Chief People Officer at Thumbtack, about building true business partnerships as a People leader in today's unpredictable world.Jelena shares how HR leaders can balance empathy with business rigor, navigate rapid change, and create real accountability at the leadership table. She also reveals how Thumbtack is approaching AI adoption with both excitement and caution, building a culture that's ready for the future.

What to listen for:Robin Greubel and Crystal Wing return with the brilliant Katylynn Sloan for part two of their conversation on the intersection between chemistry and K9 detection!“Train with as much variety as often as you can, in the weirdest of circumstances you can possibly get to, with as many groups and as many people as you can.”Katylynn dives into one of the most misunderstood topics in the detection world: training aids. She breaks down why the term “pseudo” is falling out of favor, replaced by “alternative training aids,” and classifies them into four types: dilution, absorption, mimic, and vigilance. Each has its pros and pitfalls. Mimics, for instance, rely on human interpretation of what's important for a dog to smell—sometimes right, sometimes not. And vigilance aids? They're about maintaining search behavior, not the odor itself.Katylynn also emphasizes the importance of language. As a member of standards boards like ASB and OSAC, she helps shape definitions so handlers, trainers, and scientists are all speaking the same language in courtrooms and classrooms alike. It's not just about what you know, but how clearly you can explain it. Her advice to aspiring canine scientists? Master problem-solving, communication, and the humility to say, “I don't know.”She also touches on the challenges of HRD training, the evolving definitions of “real” odor, and how even “duh” science needs to be written down. Her message to handlers? Train broadly. Generalization is key. Get variety in odors, people, places, and aids—because you never know what the real world will throw at your dog.Dogs are really good. But they're even better when guided by thoughtful, curious humans willing to adapt, collaborate, and learn. Katylynn's passion isn't just informative—it's contagious.Key Topics:Revising Standards and Defining "Real" Odor (0:59)Introduction to Alternative Training Aids (03:27)Mimics and Human Interpretation in Training Aids (07:30)Applying Dilution/Absorption Concepts to HRD (15:14)Public Comment Process and Impact on Standards (17:18)Skills and Traits for Aspiring K9 Scientists (22:53)Final Takeaways: Variety, Generalization, and Collaboration (39:52)Resources:The manipulation of odor availability of training aids used in detection canine trainingAAFS Academy Standards BoardLindsay Waldrop's LabWe want to hear from you:Check out the K9 Detection Collaborative FB page and comment on the episode post!K9Sensus Detection Dog Trainer AcademyK9Sensus Foundation can be found on Facebook and Instagram. We have a Trainer's Group on Facebook!Scentsabilities Nosework is also on Facebook. Here is a Facebook group you should join!Crystal Wing (CB K9) can be found here!You can follow us for notifications of upcoming episodes, find us at k9detectioncollaborative.com

In this episode of the HR Leaders Podcast, we speak with Brandon Roberts, Group VP, People Analytics and AI at ServiceNow, about how AI is transforming talent management as we know it.Brandon shares ServiceNow's Four Point Plan for building AI-first organizations, highlighting how real-time skills data, agile workforce allocation, and reskilling are changing how companies attract, develop, and deploy talent. He explains how HR must build strong partnerships with IT, invest in AI fluency, and completely rethink talent management for the age of AI.

In this episode of the HR Leaders Podcast, we speak with Hannah Awonuga, Founder & CEO of Illume Executive Consulting, about how to unlock executive potential through inclusive leadership and authentic executive coaching.Hannah shares the biggest challenges HR leaders face when developing senior leaders, and why inclusion must be more than a program, it must be a mindset shift. This episode will reshape how you think about power, privilege, and the future of leadership development.

In this episode of the HR Leaders Podcast, we're joined by Quilco Hasemann, Chief People & Culture Officer at OUTFITTERY, to explore how HR can build better leaders by focusing on strengths, not weaknesses. Quilco shares what most companies still get wrong about people development, why culture is the true performance lever, and how experimenting with AI is reshaping HR operations. The conversation also dives into how leadership teams can work better together, and why now is the time to rethink development from the inside out.

In this episode of the HR Leaders Podcast, we're joined by Keith Ferrazzi, Author of Never Lead Alone: 10 Shifts from Leadership to Teamship and Founder of Ferrazzi Greenlight, to unpack the 10 powerful shifts every leader must make to thrive in the age of teamship.Keith shares the core idea behind his book, why traditional leadership is broken, and makes a bold case for moving from command-and-control to a more co-elevating, collaborative way of working.

In this episode of the HR Leaders Podcast, we're joined by Adam Lancaster AIECL, Founder & Chief Learning Officer at Alkemy, to unpack what it really takes to build effective leaders in high-growth, high-change environments.Adam shares powerful lessons from his time at Meta and Coupang, reveals the hidden struggles of first-time managers, and explains why L&D must shift from programs to conversations if it wants to drive business impact.

Lynette Correa-Velez, M.Ed., is the Founder and CEO of Pagame Project, an AI/H.I.-powered CareerDevTech platform based in Chicago focused on closing the women's wage gap. With over 20 years of experience as a Critical Career Coach, she brings a DEIAJ-centered lens to supporting professionals across industries. Lynette has received 18 awards for her advocacy work, including being named a 2024 “Latina to Watch” by ALPFA National, and is actively involved with organizations such as ALPFA, Techqueria, and Latinas in Tech. She holds a B.S. in Business and HR Management from Lesley University and an M.Ed. in e-Learning and HRD from the University of Illinois Urbana-Champaign, where she also completed doctoral coursework in DEI in Education. LinkedIn: www.linkedin.com/in/lcorreavelez Website: www.PagameProject.com

In this episode of the HR Leaders Podcast, we speak with Liam Reese, Head of People at ClickOut Media, about how HR leaders can navigate the complexities of remote, hybrid, and in-office work. Liam shares practical insights on balancing performance with flexibility, building strong cultures in remote-first companies, and aligning executive vision with employee expectations. He also busts common myths about hybrid work and explains why your work model might be your most powerful talent attraction tool.

What to listen for:“The dogs are so good at what they do, it's brain-boggling.”Today, 2/3 of our hosts, Robin Greubel and Crystal Wing, welcome Katylynn Sloan, a chemist with the U.S. Secret Service, to explore the eye-opening intersection of science and canine detection work.With a PhD in chemistry and years in explosives research, Katylynn brings a fresh lens to how odor behaves, how dogs detect it, and why context matters. She explains how high vapor pressure substances like nitroglycerin contaminate everything they touch, and why containment protocols must evolve.From calibrating training aids to understanding the unexpected behavior of odor in vehicles, Katylynn stresses the importance of operational realism. Dogs, she explains, learn expectations. If training doesn't reflect real-world scenarios—like suicide vests or buried explosives—dogs might miss critical cues. She calls for more collaborative studies in generalization, where the difference in one chemical compound might be enough for a dog to disregard an otherwise familiar substance.Katylynn's insights aren't just academic—they're actionable. She champions “train how you operate,” emphasizes the need for diverse training aids, and highlights the gaps in disciplines like HRD, narcotics, and electronics detection. Most importantly, she reminds us: dogs are really good. But it's the handlers—those who know their dog's tail twitch or sniff shift means something—that bring science to life.Science and scent don't compete. They collaborate. And as Katylynn shows, better understanding leads to smarter training and safer communities. Tune in next time for part two of this fascinating conversation with Katylynn!Key Topics:Katylynn Sloan's Career Journey (0:01:25)Changes to the Explosive Standard (0:08:17)What Handlers Need to Know About Training Aids with High Vapor Pressure (0:14:15)Areas in K9 Detection That Warrant Further Research (0:34:15)“Train How You Operate” (0:50:01)Most Common Handler Misconceptions About How Dogs Detect Odors (0:57:50)Resources:The manipulation of odor availability of training aids used in detection canine trainingAAFS Academy Standards BoardLindsay Waldrop's LabWe want to hear from you:Check out the K9 Detection Collaborative FB page and comment on the episode post!K9Sensus Detection Dog Trainer AcademyK9Sensus Foundation can be found on Facebook and Instagram. We have a Trainer's Group on Facebook!Scentsabilities Nosework is also on Facebook. Here is a Facebook group you should join!Crystal Wing (CB K9) can be found here!You can follow us for notifications of upcoming episodes, find us at k9detectioncollaborative.com

What's up everyone and welcome to The Corporate Bartender!Today we're talking the nuts and bolts of being a new leader. If you lead people (or have lead people) you went through this, and if you're like most - you didn't have a lot of great tools to help. We're gonna fix that today.We've got Kelsey Neff on the program. Don't know Kelsey? Stick around!She's is a writer, activist, entrepreneur and lover of all the wonderful complexities of humanity. She founded By Design Consulting in 2020 in response to the need for leadership support and workforce development. She improves company culture by focusing on two components: systems and people. Two things we love here at the Bartender!This was a killer conversation, and I think you're gonna dig it!If you want to skip straight to the interview, 4:53 is your spot!TCB Layout:0:00 - Show Open & Intro0:56 - Titles1:24 - Kickoff 4:53 - Kelsey Neff Interview49:08 - Wrap & CloseWebsite: https://www.bydesignconsulting.space/Freebies! https://docs.google.com/forms/d/e/1FAIpQLSfTOdoTudrrAqQyd6R0mJcQev4qpSnf1YofbypOB6y9_-pSYA/viewformLinkedIn: https://www.linkedin.com/in/kelsey-neff/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

Politický odkaz Pavla Blažka. Afrika jde doprava. Hrdá a odvážná Milada Horáková. Uvízne znovu Babiš ve svěrací kazajce střetu zájmů? Cannes – výpadek optimismu ze současného světa. Svoboda v hrsti diktátora Madura

In this episode of the HR Leaders Podcast, we speak with Ben Frost, Senior Client Partner at Korn Ferry, and Zoë Cannings FCIPD, Strategic HR Transformation Director at Oracle. Together, they explore how organizations must evolve their reward strategies to meet the needs of a changing workforce, balancing personalization, equity, and performance.From skills-based pay models to the strategic use of AI, Ben and Zoe reveal how HR can lead the charge in building fair, flexible, and future-ready reward systems.

In this episode of the HR Leaders Podcast, we sit down with Juan Pablo Velasquez, CHRO at Fyffes and author of the book Respectful Rebels, to explore the power of respectful rebellion in leadership, navigating polarities in organizational culture, and his insights from leading HR across global markets. Juan Pablo shares personal stories illustrating the value of curiosity, taking risks, and effectively challenging the status quo. The conversation explores how combining respect with rebelliousness can drive positive organizational change and impactful leadership.

In this episode of the HR Leaders Podcast, we sit down with Alim A. Dhanji, CHRO at TD SYNNEX to explore how companies can protect their most valuable asset: culture. As AI reshapes work, Alim explains why empathy, values, and leadership vulnerability are the ultimate differentiators.Drawing from his experience as CHRO and President at Adidas Canada, Alim shares a candid perspective on leading with courage, speaking the language of business, and creating workplaces where humanity still matter.

In this episode of the HR Leaders Podcast, we sit down with Sarnjit Kaur, Chief People Officer International at Cox Automotive Inc., to explore how HR leaders can transform data into board-level ROI.Sarnjit shares how HR teams can elevate people analytics from operational metrics to strategic insights, and how combining empathy with business acumen can unlock real impact.

Fantasy Baseball Live – May 18, 2025Microsoft Teams:Segments 1 and 2 – Review games of the weekendAdditional Notes1.Surprise, surprise, the Orioles fired their manager and then promptly lost their next game. They have a team ERA of 5.42, which ranks last in the American League and is the third worst in MLB. I understand that this happens (blame the manager), but ownership claimed they would spend money and simply have not. Thoughts?a.Oddly, the Marlins are among the teams with a worse ERA than the Orioles. Let's examine their rotation.2.Matthew Lugo with another home run on Saturday.3.Clayton Kershaw got a start, and it didn't go very well. His fastball maxed out at 90.9 MPH. Is Kershaw the new Tommy Malone?a.Will he have success?4.Seth Halvorsen got the save opportunity in Colorado. It was the first save opportunity in over two weeks. Do we care about this?5.Remember when Rafael Devers was struggling. He's now hitting .284 and hit his eighth home run on Saturday – a walk-off6.The five hottest players by OPS last week:a.Cal Raleigh (C, Sea) – 6 for 18, 3 HR, 1 SBb.Kyle Stowers (OF, Mia) – 8 for 22, 3 HRc.Wilmer Flores (1B, SF) – 8 for 21, 3 HRd.Ivan Herrera (C, STL) – 10 for 21, 1 HRe.Josh Jung (3B, Tex) – 10 for 25, 4 HR Segment 3: Waiver WireSegment 4: Closer ReportClose