Podcasts about Human resources

CAT2RC2247-03112023-01072024hallucination (cinema) -/- memory (grief)Incident Elements:· suicide· grief· hostile work environment· altered realityTranscripts available at https://rustyquill.com/transcripts/the-magnus-protocol/You can find a complete list of our Kickstarter backers https://rustyquill.com/the-magnus-protocol-supporter-wall/Created by Jonathan Sims and Alexander J Newall Directed by Alexander J NewallWritten by Alexander J Newall Script Edited with additional material by Jonathan SimsExecutive Producers April Sumner, Alexander J Newall, Jonathan Sims, Dani McDonough, Linn Ci, and Samantha F.G. Hamilton Associate Producers Jordan L. Hawk, Taylor Michaels, Nicole Perlman, Cetius d'Raven, and Megan Nice Produced by April SumnerFeaturing (in order of appearance) Jon Chew as Harvey LiewAnusia Battersby as Gwen BouchardBillie Hindle as Alice DyerLowri Ann Davies as Celia RipleySasha Sienna as Georgie BarkerAlexander J Newall as NorrisDialogue Editor – Lowri Ann Davies Sound Designer – Tessa VroomMastering Editor - Catherine RinellaMusic by Sam Jones (orchestral mix by Jake Jackson) Art by April Sumner SFX from Soundly and Freesound: Islabonita, skymary, kiefspoon, killianm97, Vrymaa, Sheyvan, Crovic, Nightflame, runaste, krb21, Yuval, Vrymaa, Carlvus, brunoboselli, Feibel1, petersrin, sturmankin, j1987, hausthechild, MordinSolus, nickmaysoundmusic, madcowzack, squidge316, SpliceSound, vckhaze, HenKonen, ventousawins, macdaddyno1, reconsider59 as well as previously credited artistsSupport Rusty Quill directly by joining our new membership platform at members.rustyquill.com or on Patreon at patreon.com/rustyquillPre-order links for From the Library of Jurgen Leitner: https://rustyquill.com/novelCheck out our merchandise available at https://www.redbubble.com/people/RustyQuill/shop and https://www.teepublic.com/stores/rusty-quillSupport Rusty Quill by purchasing from our Affiliates;DriveThruRPG – DriveThruRPG.comJoin our community:WEBSITE: rustyquill.comFACEBOOK: facebook.com/therustyquillX: @therustyquillEMAIL: mail@rustyquill.com The Magnus Protocol is a derivative product of the Magnus Archives, created by Rusty Quill Ltd. and licensed under a Creative Commons Attribution Non-Commercial Share alike 4.0 International Licence. For ad-free episodes, bonus content and more, join members.rustyquill.com or our Patreon.Pre-order FROM THE LIBRARY OF JURGEN LEITNER, a Magnus novel releasing October 27th: rustyquill.com/novel Hosted on Acast. See acast.com/privacy for more information.

What if AI isn't replacing jobs, but quietly redesigning the tasks inside them?In the most recent HR Leaders Podcast episode, I had an important conversation with Sultan Murad Saidov, Former CEO / Founder and Investor at Beamery. He explains why task intelligence could become critical to workforce planning, how AI is changing the work inside existing roles, and why deciding what gets automated should become an HR question, not just a technology question.Drawing on more than a decade of building Beamery and working at the intersection of AI, skills and workforce data, Sultan explains why skills alone are no longer enough to understand where work is heading.5 things you'll learn from this episode:Why looking at tasks instead of job titles changes how leaders understand AI's impact on workThe research Sultan references suggesting 75% of jobs may need redesign because of AI augmentationHow digital twin teams could help leaders model workforce decisions before making themWhy reducing junior roles may create a long-term talent and career pipeline problemWhy Sultan believes HR and technology teams should jointly lead the redesign of work

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Travis T. Wade. A seasoned HR professional with over 25 years of corporate experience. His company THE GUARDIAN is a private security corporation with three separate divisions: Armed & Unarmed Uniformed Security Officers, Personal Protection, and Private Investigations. Serving the Georgia, Alabama and North Carolina states. Their mission is to maintain a strict and unwavering code of ethics with our employees, clients and community; To provide the most qualified, dedicated and professional officers that represent both the client and THE GUARDIAN. And to establish and maintain the most effective security services available. THE GUARDIAN is dedicated to providing the highest level of integrity available in the field of Security Management and Protective Services. We hire and train our people to be the most professional and qualified officers in the industry. Talking Points.1. The transition from the corporate world to entrepreneurship 2. Transitioning from NY to ATL 3. Current Company Guardian Security Management Inc. 4. Taking a company from a mom and pop operation to a corporation 5. Working with the competition 6. Operating multiple businesses7. The importance of Human Resources for a small business8. The transition from corporate to entrepreneurship9. You company’s mission is to maintain a strict and unwavering code of ethics with your employees, clients and community; 10. To provide the most qualified, dedicated and professional officers that represent both the client and THE GUARDIAN. 11. And to establish and maintain the most effective security services available.12. We hire and train our people to be the most professional and qualified officers in the industry.13. Each work independently, supporting the other to provide our clients with a cohesive security programa. Armed & Unarmed Uniformed Security Officersb. Personal Protectionc. Private Investigations. Most recently serving as the FVP Head of Human Resources at Carver Federal Savings Bank. Known for strategic leadership, Travis has excelled in developing and executing HR strategies aligned with organizational goals. His expertise spans succession planning, talent management, change management, organizational development, performance management, and compensation. In his previous role, Travis led a team supporting 125 employees, demonstrating strategic partnership with division executives for effective workforce planning. He implemented a talent calibration process, fostering the identification and development of high potentials. Travis managed all aspects of HR, from recruiting to diversity initiatives, and redesigned the department to align with evolving business needs. Travis’s impact extends to compensation, where he introduced incentive targets and designed innovative programs, including Management Equity Stock Award and Annual Incentive Programs. His commitment to culture management is evident through defining Core Values, enhancing company culture with workshops, and initiating recognition programs like the Carver Core Value awards and “Women’s in Business” Recognition program. His dedication to employee development is reflected in the creation of the Leadership Pathways program, incorporating Graduate Leadership, Middle Management Leadership, and Diversity and Inclusion training. As Travis takes command of The Guardian Security Management, his wealth of experience and commitment to strategic HR leadership promise a positive impact on our organization.Armed with a bachelor's in business administration from Queens College, Travis brings a solid educational foundation to his role. His professional journey is marked by significant certifications, including Professional in Human Resource (PHR) and SHRM Certified Professional (SHRM-CP). These credentials underscore Travis’s commitment to excellence in the HR field, ensuring a high standard of expertise and best practices in his leadership. #STRAW #BEST #SHMS Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcastSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Travis T. Wade. A seasoned HR professional with over 25 years of corporate experience. His company THE GUARDIAN is a private security corporation with three separate divisions: Armed & Unarmed Uniformed Security Officers, Personal Protection, and Private Investigations. Serving the Georgia, Alabama and North Carolina states. Their mission is to maintain a strict and unwavering code of ethics with our employees, clients and community; To provide the most qualified, dedicated and professional officers that represent both the client and THE GUARDIAN. And to establish and maintain the most effective security services available. THE GUARDIAN is dedicated to providing the highest level of integrity available in the field of Security Management and Protective Services. We hire and train our people to be the most professional and qualified officers in the industry. Talking Points.1. The transition from the corporate world to entrepreneurship 2. Transitioning from NY to ATL 3. Current Company Guardian Security Management Inc. 4. Taking a company from a mom and pop operation to a corporation 5. Working with the competition 6. Operating multiple businesses7. The importance of Human Resources for a small business8. The transition from corporate to entrepreneurship9. You company’s mission is to maintain a strict and unwavering code of ethics with your employees, clients and community; 10. To provide the most qualified, dedicated and professional officers that represent both the client and THE GUARDIAN. 11. And to establish and maintain the most effective security services available.12. We hire and train our people to be the most professional and qualified officers in the industry.13. Each work independently, supporting the other to provide our clients with a cohesive security programa. Armed & Unarmed Uniformed Security Officersb. Personal Protectionc. Private Investigations. Most recently serving as the FVP Head of Human Resources at Carver Federal Savings Bank. Known for strategic leadership, Travis has excelled in developing and executing HR strategies aligned with organizational goals. His expertise spans succession planning, talent management, change management, organizational development, performance management, and compensation. In his previous role, Travis led a team supporting 125 employees, demonstrating strategic partnership with division executives for effective workforce planning. He implemented a talent calibration process, fostering the identification and development of high potentials. Travis managed all aspects of HR, from recruiting to diversity initiatives, and redesigned the department to align with evolving business needs. Travis’s impact extends to compensation, where he introduced incentive targets and designed innovative programs, including Management Equity Stock Award and Annual Incentive Programs. His commitment to culture management is evident through defining Core Values, enhancing company culture with workshops, and initiating recognition programs like the Carver Core Value awards and “Women’s in Business” Recognition program. His dedication to employee development is reflected in the creation of the Leadership Pathways program, incorporating Graduate Leadership, Middle Management Leadership, and Diversity and Inclusion training. As Travis takes command of The Guardian Security Management, his wealth of experience and commitment to strategic HR leadership promise a positive impact on our organization.Armed with a bachelor's in business administration from Queens College, Travis brings a solid educational foundation to his role. His professional journey is marked by significant certifications, including Professional in Human Resource (PHR) and SHRM Certified Professional (SHRM-CP). These credentials underscore Travis’s commitment to excellence in the HR field, ensuring a high standard of expertise and best practices in his leadership. #STRAW #BEST #SHMS Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcastSee omnystudio.com/listener for privacy information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Travis T. Wade. A seasoned HR professional with over 25 years of corporate experience. His company THE GUARDIAN is a private security corporation with three separate divisions: Armed & Unarmed Uniformed Security Officers, Personal Protection, and Private Investigations. Serving the Georgia, Alabama and North Carolina states. Their mission is to maintain a strict and unwavering code of ethics with our employees, clients and community; To provide the most qualified, dedicated and professional officers that represent both the client and THE GUARDIAN. And to establish and maintain the most effective security services available. THE GUARDIAN is dedicated to providing the highest level of integrity available in the field of Security Management and Protective Services. We hire and train our people to be the most professional and qualified officers in the industry. Talking Points.1. The transition from the corporate world to entrepreneurship 2. Transitioning from NY to ATL 3. Current Company Guardian Security Management Inc. 4. Taking a company from a mom and pop operation to a corporation 5. Working with the competition 6. Operating multiple businesses7. The importance of Human Resources for a small business8. The transition from corporate to entrepreneurship9. You company’s mission is to maintain a strict and unwavering code of ethics with your employees, clients and community; 10. To provide the most qualified, dedicated and professional officers that represent both the client and THE GUARDIAN. 11. And to establish and maintain the most effective security services available.12. We hire and train our people to be the most professional and qualified officers in the industry.13. Each work independently, supporting the other to provide our clients with a cohesive security programa. Armed & Unarmed Uniformed Security Officersb. Personal Protectionc. Private Investigations. Most recently serving as the FVP Head of Human Resources at Carver Federal Savings Bank. Known for strategic leadership, Travis has excelled in developing and executing HR strategies aligned with organizational goals. His expertise spans succession planning, talent management, change management, organizational development, performance management, and compensation. In his previous role, Travis led a team supporting 125 employees, demonstrating strategic partnership with division executives for effective workforce planning. He implemented a talent calibration process, fostering the identification and development of high potentials. Travis managed all aspects of HR, from recruiting to diversity initiatives, and redesigned the department to align with evolving business needs. Travis’s impact extends to compensation, where he introduced incentive targets and designed innovative programs, including Management Equity Stock Award and Annual Incentive Programs. His commitment to culture management is evident through defining Core Values, enhancing company culture with workshops, and initiating recognition programs like the Carver Core Value awards and “Women’s in Business” Recognition program. His dedication to employee development is reflected in the creation of the Leadership Pathways program, incorporating Graduate Leadership, Middle Management Leadership, and Diversity and Inclusion training. As Travis takes command of The Guardian Security Management, his wealth of experience and commitment to strategic HR leadership promise a positive impact on our organization.Armed with a bachelor's in business administration from Queens College, Travis brings a solid educational foundation to his role. His professional journey is marked by significant certifications, including Professional in Human Resource (PHR) and SHRM Certified Professional (SHRM-CP). These credentials underscore Travis’s commitment to excellence in the HR field, ensuring a high standard of expertise and best practices in his leadership. #STRAW #BEST #SHMS Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcastSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Constant tech shifts and viral noise are quietly exhausting your workforce and killing critical thinking.In the latest HR Leaders Podcast episode, I spoke with Laura Maffucci, Head of HR at Globalization Partners. She explains why HR cannot rely on corporate spin, unvetted AI add-ons, or forced office returns during times of rapid change.Most organizations do not lack technology tools. They lack transparent communication, psychological safety, and a clear process for building learning agility. And even when tools are enabled, a harder question remains:Are you actually solving an operational problem, or just adding tool overload?5 things you'll learn from this episode:The unconventional quarterly award designed to celebrate smart operational failuresThe quiet credibility trap behind performative return-to-office mandatesThe hidden data flaw causing 70–80% of enterprise AI bots to give bad adviceThe three core human traits rendering static technical skills obsoleteA simple peer-led initiative driving AI adoption far better than formal trainingSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Matrix looks more and more like the perfect allegory for the modern age. States, corporations, social systems, and even ideas have a mind of their own, and they are hungry. By participating blindly and uncritically in these systems, we feed them, and they take over more and more of our lives. Sources:• Dawkins, The Selfish Gene (1976)• Earth.org / Environment+Energy Leader fast-fashion waste roundups (2025–26)• Reed Hastings, Netflix earnings call / Summit LA17 remarks (2017)• Tristan Harris, Senate testimony (2017)• Dale & Krueger, NBER working paper (1999) / QJE (2002); follow-up NBER (2011) / Journal of Human Resources (2014) • ProPublica & *The Chronicle of Higher Education*, “The Newest College Admissions Ploy: Paying to Make Your Teen a 'Peer-Reviewed' Author,” May 2023. Hosted on Acast. See acast.com/privacy for more information.

In this episode, we revisit a tried-and-true formula for assessing the likelihood that a change effort will succeed—or fail. We're talking about the Beckhard-Harris Change Equation: D × V × F > R We road-test the formula against today's frenetic pace of change. Too often, senior leaders have been thinking about a change for months before employees hear a word about it. By then, leaders are ready to move—but everyone else is just beginning to make sense of what's happening. No wonder resistance follows. We like this tool because it is simple, straightforward, and practical. It reminds us that successful change requires three things: dissatisfaction with the current situation, a compelling vision for the future, and confidence in the first steps forward. Together, they must be strong enough to overcome resistance. Like any tool, it has limitations. The equation is best used as a readiness test—not as an implementation plan. It can tell you whether the conditions for change are present and where the weak spots may be. It cannot lead the change for you. Here's the formula: D = Dissatisfaction with the current situation V = Vision for the future F = First steps—or belief in the path forward R = Resistance to change In a world where change keeps coming faster, this simple formula may be more useful than ever.

In this special bonus episode, Kaila and Kyle tape their very first live episode at Verizon HQ in Basking Ridge, New Jersey. Listen to hear Kaila and Kyle share what they learned from their own early career experiences with Verizon's intern class (aka VTerns), as well as hear professional insights and advice from Christina Schelling, Verizon's own SVP of Human Resources (whose early career experiences include working for the CIA). 00:00 Intro 03:08 Kaila's internship experience at Goldman Sachs 04:19 Kyle's first career experiences 08:57 On figuring out what you want to do with your career 11:41 The 30-60-90 Framework 16:41 On learning from your bosses 17:47 Using naivete to your advantage 19:59 SVP of Human Resources, Christina Schelling 22:02 Christina's experience at the CIA 26:41 The unexpected skills that are becoming more valuable today 30:25 The areas that young professionals should focus on developing in the first 5 years 35:33 The cost of perfectionism in your career 39:37 The questions young professionals should ask in interviews This episode was sponsored by Verizon. Visit mycareer.verizon.com to apply to open roles and learn more about working at Verizon today. Want to get all of Kaila & Kyle's career resources? Subscribe to Per My Last Email: https://www.permylastemailshow.com/  Watch Per My Last Email on YouTube:   @PerMYLastEmailShow Follow Per My Last Email Instagram: @permylastemailshow TikTok: @permylastemailshow Twitter: @permylast_email Have a question for us? Send us an email or voice note to permylastemail@morningbrew.com Learn more about your ad choices. Visit megaphone.fm/adchoices Each week on Per My Last Email, Morning Brew's resident career experts Kaila and Kyle – whose careers have collectively spanned the corporate, government, nonprofit and startup sectors – debate the trickiest challenges in work life, and share tactics on how to overcome them. Share the show with a friend, and leave us a review on your favorite podcast app!

What if the self-doubt holding you back isn't proof of failure, but evidence of growth?In the most recent HR Leaders Podcast episode, I had an important conversation with Maharukh Dalal, founder of The Career Accelerator for Women by Maharukh Dalal. She explains how senior leaders can overcome imposter syndrome by closing the internal identity gap, reframing self-doubt into a signal of growth, and shifting self-perception to drive executive execution.Drawing on two decades of corporate leadership across finance and hospitality, Dalal explains how mindset precedes execution. This conversation offers senior HR and business leaders a clear playbook for mastering the mental side of executive performance.5 things you'll learn from this episode:The psychological gap that stops capable leaders from taking actionA simple two-word shift that instantly turns daily dread into agency What a 1980 university experiment reveals about how people actually perceive you The advice Rafael Nadal's coach gave him during his worst slump that applies to executives Why relying purely on willpower and discipline eventually fails even top performers

This is the first episode of our Work Series - a three-part look at how painting companies are rethinking their organizational models. When the numbers stopped working, Austin Ilsley and his wife Lacie faced a decision that would change everything about how they run their field team at Ai Painting Plus. Austin walks us through the financial turning point that pushed them away from a full W2 model and what the shift to subcontractors actually looked like on the ground. From rebuilding their team to redefining where control lives in the business, he shares the real lessons behind a transition that's now producing financial health.

How Consistent Values Drive Unforgettable Service   Shep interviews Cheryl Christensen, Sr. Vice President of Operations at Gathering Place. She talks about her journey from frontline roles to leadership at Disney and the impact of culture, service, and growth opportunities.    This episode of Amazing Business Radio with Shep Hyken answers the following questions and more:     What is the best way to handle customer outreach after a bad experience?   What three job responsibilities should every employee in a service company share?   How does servant leadership boost employee engagement and retention?   How can companies turn customer complaints into operational improvement?   What is the best way to handle customer outreach after a bad experience?    Top Takeaways:      Every job, even the simplest ones like bussing tables or cleaning up, can help build leadership skills. Every workplace is a place to grow. When employees are given opportunities to contribute, develop new skills, and take on challenges, a temporary job can become the beginning of a bigger career.    Every employee should be empowered to do the job they were hired to do, take care of the guests or the customers, and pay attention to what needs to be done around them.    Great experiences are not the responsibility of one department. When employees consistently take ownership beyond their immediate tasks, service becomes part of the culture rather than something confined to the customer support department.    A complaint is an opportunity to improve the experience. Responding directly, acknowledging the customer's frustration, explaining what happened, and finding a way to repair the relationship, like inviting them back, can turn a negative experience into a positive one.    The most valuable feedback does not have to come from a formal survey. Sometimes, it comes from employees who work with customers every day and see what delights or frustrates them. Collecting this feedback can help create insights that turn into actions that can improve customer experience.    Leaders who notice employees' talents and give them new challenges help create a place where people want to stay. Because growth is one of the most important things that keeps employees motivated, leaders need to provide an environment where employees feel they can learn new skills and will be rewarded for their effort.    Plus, Shep and Cheryl share customer service stories from her 37-year career journey at Disney and her current role at Gathering Place. Tune in!    Quote:     "Get hooked on your organization's magic. When your skills are recognized, and you're placed in roles where you can truly contribute, it creates meaning for you and the company. Always look for new ways to contribute and go beyond your basic role."     About:     Cheryl Christensen is the Sr. Vice President of Operations at Gathering Place. She had a 37-year career with the Disneyland Resort, where she held leadership positions in Operations and Human Resources.    Shep Hyken is a customer service and experience expert, New York Times bestselling author, award-winning keynote speaker, and host of Amazing Business Radio.    Learn more about your ad choices. Visit megaphone.fm/adchoices

AI could influence 90% of jobs. David Lloyd says AI literacy is still only around 38%.That gap is where many enterprise AI strategies begin to break.In the latest HR Leaders Podcast episode, I spoke with David Lloyd, SVP Platform Engineering & Chief AI Officer at Dayforce. He explains why HR cannot wait until the end of an AI transformation to address skills, trust and organisational change.Most organisations do not lack AI ideas. They lack trusted data, safe environments and a clear process for deciding which ideas deserve to scale.And even when an experiment works, a harder question remains:Can it scale from one employee to 5,000?5 things you'll learn from this episode:Why three to six months is too long to judge an AI pilotThe three questions that decide whether an AI idea moves forwardWhat is really driving the rise of shadow AIWhy adding AI across a fragmented HR stack creates more chaosHow a three-person governance team can approve ideas in under five days

Fifteen babies born into one church family this year. A Wednesday night with tables overflowing. And a stack of deadlines that all land before the month is out. Mark, Tamar, and Christian start with a correction, the preschool and children's choirs meet at 5:30 and not 5:00, then recap the Journey Together kickoff and a first-time guest who nearly stayed home. From there: DivorceCare and DivorceCare for Kids begin Tuesday, August 18 at 6:00 PM in the Fellowship Hall, Beloved for young moms kicks off September 10 with a childcare deadline of August 27, and Parent and Child Dedication is Friday, September 11 with registration closing August 26. They also preview the Know The Word Conference on September 18 and 19 with Dr. Greg Lanier, and introduce Tayler Newberg, Administrative Assistant to Human Resources. If you want one place to keep up with what God is doing in this church family, start here. Presented by McGregor Podcast 2026 Visit Our Website at McGregorPodcast.com Interested in visiting? Learn what to expect at mcgregor.net/plan-a-visit

What's up everyone and welcome to The Corporate Bartender!A lot of us fall into jobs that become careers, and before we know it, 15 or 20 years have gone by. Are we doing what we want to do? What we're passionate about? Or, are we still an accountant (or HR person, or whatever) because of momentum?If you're wondering how to align these things in your world, you're in the right spot. We've got Anne Mounts on the show today. She's the founder of Acera Partners, and has 20+ years experience on the people side of business. Anne understands how businesses work, and helps organizations and people understand their "why." She also does a lot of work in the HR Community with organizations like Rocky Mountain HR People & Strategy. AND she's been part of the TCB community for years!This conversation was a BLAST, and I just know you're gonna dig it!If you want to skip straight to the interview, 4:19 is your spot.TCB Layout:0:00 - Show Open & Intro1:05 - Titles1:22 - Kickoff 4:19- Anne Mounts Interview59:03 - Last CallWebsite: https://www.acerapartners.com/LinkedIn: https://www.linkedin.com/in/anne-mounts/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

Screens gonna screen.See omnystudio.com/listener for privacy information.

In this episode of Taking the Lead, Leslie, Alyssa, and Timothy sit down with Erica Bearden, Director of Human Resources at Leader Dog, to explore what makes the organization's culture, hiring process, and mission so unique. Erica shares her journey to Leader Dog, discusses the qualities that help team members thrive, and highlights exciting initiatives such as dual certification opportunities that expand services for clients. The conversation offers an inside look at the passion, collaboration, and commitment that drive Leader Dog's work and the people behind it.

In this episode, we sit down with DeeAnn Palin, founder and CEO of On Point Business Solutions, to explore how talent strategy can either drain a business or become a powerful driver of growth. Known as the CEO Whisperer, DeeAnn has spent more than 20 years in executive leadership and over a decade helping founder-led companies avoid costly talent mistakes, improve EBITDA, and prepare for strategic growth and transition. Drawing on her experience leading operations, turnarounds, and transformational growth initiatives, DeeAnn shares why HR is often misunderstood as an expense instead of being leveraged as a strategic business asset. During our time together, we discuss:Why traditional HR is often viewed as a cost center—and how that mindset limits growthThe concept of the “Million Dollar Mistake” and how hidden talent problems quietly erode profitabilityThe role HR should play in helping CEOs achieve long-term growth objectivesHow modern assessment tools and AI can improve leadership effectiveness, team performance, and hiring decisionsWhy organizations should rethink their total rewards strategy rather than focusing solely on compensationHow to solve talent gaps without overspending on the wrong benefits, incentives, or hiresA real-world case study showing how one organization transformed culture, performance, and financial outcomes through strategic talent managementThe importance of Jim Collins' Hedgehog Concept in aligning talent with organizational successThis episode provides practical insights for leaders who want to unlock hidden value in their workforce and build people systems that accelerate business growth.To learn more from DeeAnn visit www.onptbiz.com Request a business X-ray assessmentLearn more about Aptiv Index and strategic talent solutionsConnect with the On Point Business Solutions team

The job market is changing in unpredictable ways. Human Resources, a profession often considered optional and filled with bureaucracy, has been a target for AI disruption. Yet when you look at the numbers, HR job postings are growing faster than overall US employment. (details here.) What's happening and why this strange trend? As I discuss in this podcast, we're now seeing the Superworker effect at scale: HR teams are shifting from administrative to strategic work, now driving direct financial value. And as HR teams learn to use AI, they're now playing a huge role in organizational change, job redesign, and AI enablement. I share all the data and give you the perspective. For more plan to read our new book Superpowered, coming out this Fall. Additional Information Despite Massive AI Investment, Jobs In HR Are Booming Why AI Harm To Jobs and Humanity are Vastly Over-Hyped Get Galileo, The AI Agent Designed Exclusively for HR and Leadership The Josh Bersin Institute: Global HR Excellence Certification – Available Now! Chapters (00:00:00) - The Job Market for Human Resources(00:08:37) - Will AI Change Your HR Jobs?(00:12:54) - The Impact of HR 2030 on the Job

Why do enterprise skills programs always look great on paper, but break down the moment real work happens?In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Josh Newman, VP of Skills and Talent Readiness at ServiceNow.He explains why organisations must shift away from perfectionist data collection and embrace good-enough skills capture paired with real-world talent readiness.By moving training out of LMS silos and leveraging ambient data signals alongside AI simulation playgrounds, ServiceNow tracks true human capabilities in real time while keeping human judgment at the centre of workforce strategy.5 things you'll learn from this episode:Why traditional skills-based models fail and how to move past perfectionist data gatheringHow Talent Signature captures ambient data signals from daily work to track capability growthHow SimStudio simulation playgrounds replace course completion certificates with real-time practiceThe key difference between basic AI adoption and true behaviour absorption that drives business ROIHow building psychological safety around AI tools directly boosts employee performance and sales quota attainmentSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode, we take on something pretty basic to being human—our need to connect with other people. Friends, family, people at work. We need each other. Yet loneliness, isolation, and anxiety seem to be everywhere. Maybe part of the antidote is right in front of us: getting better at building and keeping strong relationships. The problem is, good relationships don't just happen. They take work. Life gets busy. We get comfortable. We stop having the conversations that matter. And before we know it, people we care about—or work beside every day—aren't as connected to us as we think they are. Why does this matter? Because relationships are the glue that holds families, communities, teams, and organizations together. And at work, all the strategies, processes, and clever ideas in the world don't mean much if people don't trust one another. We offer an exercise to take a look at your own connections and a practical way to strengthen them. For us, it comes down to three things: Humility — I need you to become a better me. Intentionality — We have to make the time and space for conversations that matter. Trust — I value you. I can count on you. And you can count on me. So here's the question we leave you with: Who in your life could you be better connected to? Maybe it's time to stop thinking about it and start a conversation.

Czabe interviews a guy who made it out of drab Human Resources and is now a fixture covering the Green Bay Packers, Andy Herman. How he did it, and what he learned along the way. The new Highmark Field is getting low marks for seat obstructions and tinytrons, not jumbotrons. Their "Nickel City" alt's aren't doin' great either. The Fall Guy calls it a career. New Fantasy Punishment. Kapernick show. Plus listener feedback and #elitetweets. MORE....Our Sponsors:* Check out Ethos and use my code ethos.com/czabe for a great deal: https://www.ethoslife.comAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

How can you create an HR Business Partner Center of Excellence?Why does HR need to shift from owning programs to owning business outcomes?My guest on this episode is Christina Schelling, SVP, Human Resources, VerizonDuring our conversation Christina and I discuss:Why naming the HRBP group a Center of Excellence gives partners community, shared goals, and focused development.How the HR business partner role is evolving to be more strategic.How Verizon defined HRBP success with four shared metrics aligned to their strategy.Why HRBPs don't need to be experts in everything, and how COE partners make them stronger.How Verizon partnered with their HR tech vendors co-create innovative AI talent solutions.Connecting with Christina SchellingConnect with Christina Schelling on LinkedInEpisode Sponsor:Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

This week, we are republishing one of our most popular episodes from The HR Room Podcast. This episode was first published on Jun 27, 2023.  Across the month of July, we'll be talking all things performance management, looking at best practices, employer stories, new approaches and common challenges. So to round off June, and set us up for next month, we're going to discuss one of the most obvious performance challenges for HR teams and employers everywhere, managing underperformance. How do we manage an employee who is performing poorly, how can we help, what are our obligations, and what are our options? And to talk to us about this on episode 124 of The HR Room Podcast, we're delighted to be joined by Liam Barton, Senior HR Consultant here at Insight HR.   About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice on how to create the HR systems and workplace culture that's right for your business. For show notes, go to www.InsightHR.ie/Podcast.  If you need any HR support in Ireland, get in touch with us at Insight HR. Whether it's conducting a complex workplace investigation, filling a gap by providing you with a virtual or an onsite HR resource, or providing advice via our HR support line, as an expert HR consultancy in Ireland, we'll help you resolve whatever Human Resources challenge your business is facing. Visit us at www.InsightHR.ie.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including Deel and Rippling in new drama, the EU AI Act in force, job ads on the up, Lauren gets political, Craig has marbles in his mouth, the candidate putting cricket ahead of Saturdays, AI users maybe working longer hours, and candidates getting smarter… or are they? And much more.Thanks to Indeed for partnering with us to bring you the Scoop.

Send us Fan MailNaureen Hussain, Founder, Luminate Advisers Limited (United Kingdom)In this episode of The Data Diva Talks Privacy, Debbie Reynolds, “The Data Diva,” speaks with Naureen Hussain, Founder of Luminate Advisers Limited in the United Kingdom, about the evolving role of privacy leaders, digital transformation, AI governance, and the importance of moving from gatekeeper to coach. Naureen shares her career journey from employment law into privacy, data protection, and digital transformation, explaining how curiosity and a willingness to raise her hand created new opportunities throughout her career.The conversation explores how privacy professionals can become more effective by helping business teams understand how to achieve responsible outcomes rather than simply explaining legal requirements. Naureen discusses the importance of building trust, developing relationships, and helping stakeholders evaluate practical options and trade-offs.Debbie and Naureen examine the growing pressure on privacy teams as organizations accelerate digital initiatives and AI adoption. They discuss why privacy, data governance, security, architecture, legal, ethics, and business strategy can no longer operate in isolation and why privacy leaders must build strong networks across the organization.Naureen introduces the idea of moving from parent-child workplace dynamics toward adult-to-adult conversations. She explains that privacy leaders should clearly present risks, benefits, and consequences while allowing accountable business leaders to own the final decision. The discussion also highlights the need for risk-based approaches, clear guardrails, and practical escalation processes.The conversation concludes with a discussion of human agency, human rights, workforce transformation, and the role privacy professionals can play in responsible AI adoption. Naureen encourages privacy leaders to move beyond box-ticking, reconnect privacy to its human impact, and engage earlier with business, technology, and Human Resources leaders.Support the showJoin Data Diva Confidential for exclusive email content featuring practical guidance, expert analysis, and strategic insights on data privacy, AI governance, cybersecurity, and emerging technology, delivered directly to your inbox. Subscribe at https://www.debbiereynoldsadvisory.com/datadivaconfidentialDebbie Reynolds Consulting, LLC

Every company wants to become AI-native. But who is preparing the workforce for what comes next?In the most recent HR Leaders Podcast episode, I had an important conversation with Bijal Shah, CEO & Board Director at Guild.She explains why becoming AI-native is not simply a technology upgrade. It requires employers, governments and learning institutions to rethink how people gain skills, build careers and participate in the future economy.5 things you'll learn from this episode:How organisations can make the AI-native transition without leaving their workforce behindWhy Bijal believes 95% of companies still need to make this leapWhat makes workforce transformation a collective action problemHow critical thinking, judgement and curiosity separate useful AI from “slop”Where automation creates an advantage, and where human connection must remainSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This week on Tapod, we catch up with Professor Toby Walsh – Australia's preeminent expert on AI and Chief Scientist at UNSW. Described by The Australian as the ‘rock star of the digital revolution', Toby has appeared this year on 60 Minutes, The Today Show and delivered an address to the Australian Press Club. His soon-to-be-released 5th book – ‘God AI – Boom or Doom?' What to expect when machines outsmart us' – focuses in on how to navigate the anxiety of the AI age and talks about existential risks posed by our accelerating efforts to realise an AI-powered future. AI moves quickly, from the newly announced Office of AI to rogue agents to using the technology to support your career; we cover it all. And who better than Professor Toby Walsh to help us navigate this brave new world?Thanks to Paradox for partnering with us for this episode. 

Long before a facilitator asks the first question, the room is already sending a message. In this episode, Bob and Joyce explore one of organizational development's most overlooked leadership tools: the physical setup of a meeting. Do tables create comfort—or barriers? What happens when sixty people—from store managers who are rarely invited into these conversations to district managers, directors, and specialists—leave the rows behind and sit knee-to-knee in one large circle? The answer is more than a different seating arrangement. It changes the conversation. No hiding in the back. No "head table." No privileged voices. Just one team, sharing one space. Joyce shares practical ways to use geography as a learning tool—moving people instead of just talking to them, presenting from the floor instead of behind a podium, and even asking people to move their chairs closer together or farther apart to physically demonstrate agreement, disagreement, or alignment. The lesson is simple but powerful: sometimes people learn more from what they experience than from what they hear. The room itself becomes the teacher. Changing the room changes the conversation—and often changes the people in it.

Join us for a special Tapod episode, where we catch up with James Ellis – global branding expert and best-selling author. We discuss James new book – Becoming Choosable – written specifically for TA and employer brand leaders. James has so much energy and knowledge and for the first time ever in Australia, you can join him for a Talent Strategy Masterclass in Melbourne on September 2nd. It's a hands-on half day workshop where James works with you, not at you, to build the foundations of a talent strategy that actually holds up. Brought to you by the amazing team at Video my (link to tix in comments) – this is really must-attend… no really. 

In this episode, host Marcus Aurelius Anderson sits down with Claude Silver, the world’s first Chief Heart Officer at VaynerX and author of "Be Yourself At Work." Together, they explore the power of authentic leadership, building resilient workplace cultures, and the importance of empathy and self-awareness in professional growth. Episode Highlights: [0:49] Introduction to Claude Silver and her role as Chief Heart Officer at VaynerX [13:14] Claude discusses fear, insecurity, and authenticity in the workplace [13:72] Shifting leadership paradigms: trust, vulnerability, and communication [14:26] Building resilience through adversity and the value of transparent feedback About Claude Silver:Claude Silver is the Chief Heart Officer at VaynerX, where she partners with CEO Gary Vaynerchuk to cultivate a people-first culture. With over a decade in her unique role, Claude is recognized for pioneering empathetic leadership and fostering environments where individuals can thrive by being their authentic selves. She is the author of "Be Yourself At Work," a book dedicated to empowering individuals and teams to lead with heart, courage, and vulnerability. Learn more about the gift of Adversity and my mission to help my fellow humans create a better world by heading to www.marcusaureliusanderson.com. There you can take action by joining my ANV inner circle to get exclusive content and information.See omnystudio.com/listener for privacy information.

We spend all our time fixing business workflows, so why is HRs own workflow still broken?In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Jeffrey Schmitz, Former Chief People Officer at Zebra Technologies.He explains how his team successfully restructured their entire HR operating model by separating daily tactical operations from long-term talent strategy. By replacing fragmented, manual support with a centralised service hub and self-service workflows, Zebra built a scalable foundation for digital transformation while keeping culture at the centre.5 things you'll learn from this episode:The structural model shift that allowed Zebra to transition from 60 HR Business Partners down to 8 The simple "start at the centre" rule that turned daily support tickets into an operational data goldmine The non-negotiable tech stack foundation HR teams must build before attempting to deploy AI tools The single candidate trait Zebra looks for that matters far more than rare technical AI expertise The culture stewardship strategy Zebra used to navigate a massive M&A carve-out and hybrid work shift

Halfway through 2026, what's actually moving the needle in marketing and what's just noise? David Kryszczak, Founder & President of Spartan Digital, joins the show for a mid-year reality check on AI, search behavior, and where trades businesses should be spending (and not spending) their marketing dollars. From AEO and "robots tricking robots" to the return of direct mail and the truth about AI voice agents, David breaks down what's working, what's hype, and how to keep your business visible no matter how fast the algorithms change.

Siyabonga Motha speaks to Andisa Ramavhunga, founding principal at Value Creation Firm, who reflects on the importance of organisational culture at work places. They also touch on knowing what to tolerate in workplaces, as it dictates how the relationship will go forward. You’re listening to The Aubrey Masango Show with Aubrey Masango, where real conversations meet expert insights – from politics to life, personal finance, and more. Thanks for listening. Listen live on 702 weekdays from 8 pm to midnight, or on CapeTalk from 8 pm to 9 pm (South African time) https://buff.ly/gk3y0Kj For more from the show and catch-up podcasts, visit Primedia+ here https://buff.ly/gk3y0Kj Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Keep the conversation going online: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/capetalkza/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles including, possibility of Victorian WFH law changes, Australian workers staying put in record numbers, NZ upgrade Holiday Act, SA botch their recruitment drive, Oracle lay off those with earned equity, ATO have an AI whoopsy, tech bro has potential candidates ink up and much more. Don't forget to check out the upcoming events.Thanks to Indeed for partnering with us to bring you the Scoop.

We explore the state of education just before the rise of AI, compare it to today, and extrapolate into the future. SourcesTyler Jagt, "My Students Can't Read," Chronicle of Higher Education, 2026. NAEP Long-Term Trend AssessmentPew Research, "Reading for fun has become less common," 2021.James S. Coleman et al., Equality of Educational Opportunity ("The Coleman Report"), US Dept. of Health, Education, and Welfare, 1966Kathryn Borman & Monique Dowling, Teachers College Record, 2010.Dan Goldhaber, "The Mystery of Good Teaching," Education Next, 2002 Steven Rivkin, Eric Hanushek & John Kain, teacher-effects study, Econometrica, 2005. Xitao Fan & Michael Chen, parental-involvement meta-analysis, Educational Psychology Review, 2001 World Bank, "Vietnam's Human Capital: Education Success and Future Challenges," 2020 (PISA science outperformance on low per-pupil spend). OECD, "Does Money Buy Strong Performance in PISA?", PISA in Focus No. 13, 2012 (no score/spending relationship above ~$35k cumulative per-student spend). NCES, Digest of Education Statistics 2023, Table 236.55 (US per-pupil spending, $6,873 → $17,495 real dollars, 1970-71 to 2020-21)Boston Globe, 2001 coverage of Harvard grading ("laughing stock of the Ivy League"; 91% of seniors graduating with honors). Harvard Crimson, Oct. 5, 2023 (~79-80% of 2020-21 grades in the A range)Anemona Hartocollis, "Harvard Students Skip Class and Still Get High Grades, Faculty Say," New York Times, Oct. 6, 2025. Gallup, confidence-in-higher-education tracking, July 2023 and July 2024 releases (57% in 2015 → 36% in 2023/24; Republican confidence ~56%→~19-20%, Democratic decline much smaller)Pew Research, Aug. 2019 (share saying colleges have a negative effect on the country, 26%→38%, 2012-2019, driven almost entirely by Republicans/leaners)Challenge Success (Stanford, Denise Pope), Fall 2018 surveyMark Galloway, cheating in advantaged-community schools, Ethics & Behavior, 2012Stacy Dale & Alan Krueger, "Estimating the Payoff to Attending a More Selective College," NBER WP 7322, Aug. 1999; Quarterly Journal of Economics, 2002. Follow-up: NBER WP 17159, Jun. 2011; Journal of Human Resources, 2014.ProPublica & The Chronicle of Higher Education, "The Newest College Admissions Ploy: Paying to Make Your Teen a 'Peer-Reviewed' Author," May 2023.Nataliya Kosmyna et al., "Your Brain on ChatGPT," MIT Media Lab, arXiv:2506.08872, 2025. Hao-Ping (Hank) Lee et al., "The Impact of Generative AI on Critical Thinking," CHI 2025, peer-reviewed, n=319. Turnitin AI-detection data, 2023-2026 (>80% AI-written flags: ~3% early 2023 → ~15% early 2026).Inside Higher Ed / Generation Lab Student Voice survey, Aug. 2025Rose Horowitch, "The Elite College Students Who Can't Read Books," The Atlantic, Oct. 2024. "Hilarius Bookbinder," "The Average College Student Is Illiterate," Persuasion, Mar. 2025. Tyler Jagt, "My Students Can't Read," Chronicle of Higher Education, 2026. NAEP 2024 12th-grade reading assessment, released Sept. 2025 (lowest since assessment began). Erik Brynjolfsson, Bharat Chandar & Ruyu Chen (Stanford Digital Economy Lab), "Canaries in the Coal Mine?," Nov. 2025, ADP payroll dataIndeed Hiring Lab, entry-level software postings2U, coding-bootcamp partnership shutdown, Dec. 2024.Southern New Hampshire University, bootcamp closure, 2023, citing AI adoption.World Economic Forum, Future of Jobs Report, 2023 & 2025 McKinsey Global Institute, "Skill Shift," 2018 Stefan Bauschard, "Education is a Wicked Problem in AI" Brian Miller, "Farewell, Peak Literacy, We Hardly Knew You," Front Porch Republic, Nov. 2023. James Marriott, The New Dark Ages: The Death of Reading and the Dawn of the Post-Literate Society Hosted on Acast. See acast.com/privacy for more information.

Edgar Galindo and his partner bought 2 businesses with SBA loans. Now he's facing the consequences of shuttering both.Topics in Edgar's interview:Construction background in his family business“Google-funded search”Wanted flexibility to start a familyAustin-only geographic search Found partner through SearchfunderFirst deal: Austin landscaping companyBuying a second business within 6 monthsMaking quick changes to the businessUndisclosed liabilities and customer-stealing employeesClosing both businesses and facing bankruptcyReferences and how to contact Edgar:LinkedInWork with an SBA loan team focused exclusively on helping entrepreneurs buy businesses:Pioneer Capital AdvisoryGet complimentary due diligence on your acquisition's insurance & benefits program:Oberle Risk Strategies - Search Fund TeamDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton Rohozov and produced by Pam Cameron

The Madlanga Commission has highlighted the tension between two important principles: an individual's right to medical privacy and the need for institutions to ensure that medical certificates are not being misused to delay accountability. Labour law expert Lisa Szöke unpacks this with John Maytham today. Presenter John Maytham is an actor and author-turned-talk radio veteran and seasoned journalist. His show serves a round-up of local and international news coupled with the latest in business, sport, traffic and weather. The host’s eclectic interests mean the program often surprises the audience with intriguing book reviews and inspiring interviews profiling artists. A daily highlight is Rapid Fire, just after 5:30pm. CapeTalk fans call in, to stump the presenter with their general knowledge questions. Another firm favourite is the humorous Thursday crossing with award-winning journalist Rebecca Davis, called “Plan B”. Thank you for listening to a podcast from Afternoon Drive with John Maytham Listen live on Primedia+ weekdays from 15:00 and 18:00 (SA Time) to Afternoon Drive with John Maytham broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/BSFy4Cn or find all the catch-up podcasts here https://buff.ly/n8nWt4x Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

HR fixes everyone else's workflows, but who fixes HR's?In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Barbara Matthews, Chief People Officer at Remote.She explains how her team successfully operates across 85 countries without traditional office mandates or endless meetings. By replacing friction with clear asynchronous documentation, Remote maintains connection and speed at scale.5 things you'll learn from this episode:Integrating AI into performance management and HR operationsBuilding trust and culture in fully remote asynchronous teamsTransitioning HR from lagging reporting to predictive indicatorsDeveloping leadership pillars and manager capabilitiesPrioritizing human power skills and process mapping in tech adoption

In this episode, Emily Johnson, the Founder and CEO of Elevate Hospitality Collective, brings together Joli Barfield, Corporate Director of Human Resources, and Kristi Ellingsworth, Director of Hospitality, both at Dartcor Enterprises, to explore why great guest experiences begin long before a guest arrives.Drawing on experience across hotels, restaurants, HR and operations, they explain why employee wellbeing is more than a benefits program. It's a leadership and operational practice that shapes everything that matters in hospitality. You'll hear why so many guest-facing wellness initiatives fall short, how Dartcor is building employee wellbeing into daily operations, and practical ideas leaders can apply through manager development, pre-shift meetings, and simple tools for handling pressure on the ground.If you're looking to build stronger teams, reduce burnout, and create better guest -- and employee -- experiences, this conversation offers a practical framework for where to start.Learn more:Why the guest experience breaks before reaching the guest, and how to fix it (Emily Johnson in HOTELS Magazine)Nervous System Regulation in Hospitality: A Commercial Playbook for HoteliersThe Yield of Calm: The ROI of Mental Health in HospitalityElevate Hospitality Collective on SubstackBLS JOLTS quits rates by industry A few more resources:If you're new to Hospitality Daily, start here. You can send me a message here with questions, comments, or guest suggestionsIf you want to get my summary and actionable insights from each episode delivered to your inbox each day, subscribe here for free.Follow Hospitality Daily and join the conversation on YouTube, LinkedIn, and Instagram.If you want to advertise on Hospitality Daily, here are the ways we can work together.If you found this episode interesting or helpful, send it to someone on your team so you can turn the ideas into action and benefit your business and the people you serve!Music for this show is produced by Clay Bassford of Bespoke Sound: Music Identity Design for Hospitality Brands

Today, we take on a difficult conversation sparked by the tragic killing in Biddeford, Maine, and other deeply disturbing events that have unfolded in recent months. Beyond the individual tragedies is something even more troubling: a growing tendency to normalize horrific, immoral, and dehumanizing behavior. We see it in our politics. We see it in our communities. We see it in the way people talk about—and sometimes treat—one another. And when that behavior becomes normalized, we risk losing our ability to recognize just how wrong it is. As OD and HR practitioners, we are at choice. Do we simply get caught in the current of toxic behavior and cultures, quietly adapting to what has become "normal"? Or do we have the courage to call it what it is? What is our responsibility when the world around us becomes increasingly toxic? How do we create organizations where humanity, dignity, respect, and psychological safety aren't just words on a wall—but values we actively defend? And maybe this isn't just an HR or OD issue. Maybe it starts with all of us—in the small choices we make every day. A little more curiosity. A little less judgment. An act of kindness toward a stranger. A decision to see the person in front of us as a human being, even when we disagree. We can't fix everything that's wrong in the world. But perhaps we can influence the spaces we occupy, the cultures we create, and the way we treat the people we encounter. Maybe that's where change begins.

Naomi Simpson, founder of Naomi Simpson Astrology, a relationship coaching and astrology business that helps women create more meaningful and fulfilling intimate relationships.Through relationship coaching, accredited astrology, speaking, facilitation, and retreats, Naomi guides women through personal growth and deeper connection, drawing from her background in corporate Human Resources and her work as a coach and astrologer.Now, Naomi's journey from building a previous six-figure business with no prior entrepreneurial experience demonstrates both courage and adaptability in business.And while refining her business from breadth to depth and working to build a more consistent pipeline of ideal clients, she continues to help women navigate love, growth, and transformation with insight and care.Here's where to find more:https://linktr.ee/naomisimpsonastrologywww.naomisimpsonastrology.comhttps://www.linkedin.com/in/naomi-simpson-a8088260https://www.instagram.com/naomisimpsonastrologyhttps://www.facebook.com/naomisimpsonastrology________________________________________________Welcome to The Unforget Yourself Show where we use the power of woo and the proof of science to help you identify your blind spots, and get over your own bullshit so that you can do the fucking thing you ACTUALLY want to do!We're Mark and Katie, the founders of Unforget Yourself and the creators of the Unforget Yourself System and on this podcast, we're here to share REAL conversations about what goes on inside the heart and minds of those brave and crazy enough to start their own business.From the accidental entrepreneur to the laser-focused CEO, we find out how they got to where they are today, not by hearing the go-to story of their success, but talking about how we all have our own BS to deal with and it's through facing ourselves that we find a way to do the fucking thing.Along the way, we hope to show you that YOU are the most important asset in your business (and your life - duh!).Being a business owner is tough! With vulnerability and humor, we get to the real story behind their success and show you that you're not alone._____________________Find all our links to all the things like the socials, how to work with us and how to apply to be on the podcast here:https://linktr.ee/unforgetyourself

Many HR teams struggle to move beyond transactional order-taking. Ty Beasley, Chief Talent Officer at RSM US LLP, shares how grounding HR in financial realities transformed his team into trusted strategic advisors. Through the Drive Peak Performance framework, RSM redesigned performance advisor training and held partners directly accountable for the talent experience. This strategy replaces rigid office mandates with physical agility to support individual employee growth. This episode provides a concise roadmap for connecting talent strategy directly to business growth. It shows leaders how to build a stronger HR function that drives measurable business outcomes.

Series: Offshoot of Leviticus; "Leprosy"; Coming out of the bondage of Egypt; Idolatry = Covetousness; Terah's idolatry?; Deut 17; Two witnesses; Updating ideas; Scillitan Martyrs; Tax evasion?; Teaching The Way; What it means to be Christian; Paul's persecution; "Corban"; Esau and Jacob; Jacob's tents; Human Resources; "Abimelech" vs "Melchizedek"; Hating leaders?; Pharisees unlike Moses; Christians unlike Christ; Economic collapse?; Cloward and Piven strategy; Value of money; Inflation; Commodity money; Reserve funds; Fleshpots, cauldrons; Exercising authority over others; Mt 20:25; Mark 10:42; Lk 22:25; "Benefactors"; Oppression; Public money; John Adams quote on Constitution morality; Covetousness = Idolatry; Col 3:5; Children of disobedience; Christ's morality; Eph 5:5; 1 Cor 5:10; Ear ticklers; Welfare snares and traps; Becoming merchandise; Public Religion; Greatest destroyers of liberty; Moving the standards of Christ; "Logos" right reason of Christ; Do YOU love the light, truth?; Taking care of the needy; False Christians; Corban of the Pharisees; Just weights and measures; Christ's "commands"; Justin the Martyr; Tax evasion vs avoidance; Outlawing private religion; Christ as king in Judea; Charity alone; Joining the Living Network; Repentance; "Kosmos"; Jn 18:36; Translators are traitors; "world"; Kosmos, from komizo; Having a place to flee to; Holy Spirit's guidance; Jurisdiction; Legal mind of Christ; Who are you following?; Pilate's decree on the cross; Jn 9:39; Jn 3:3; True followers of Christ?; Understanding with the light of Christ; Humility; "Born Again"; Jn 3:17 - MIGHT; Character of Jesus; Loving darkness; "Poneros"; Jesus' plan; Burning furnace?; "semites"?; Walk in the faith of Abraham, Moses and Christ.

Paul Osterman is Professor Emeritus of Human Resources and Management at the MIT Sloan School of Management and one of the most important scholars examining how the structure of work is profoundly changing in organizations today. His research focuses on a growing and often overlooked shift in employment: the rise of “disposable workers.” Osterman estimates that roughly 35% of today's workforce now falls into this category in some form. While public attention often centers on gig work — Uber drivers, DoorDash couriers, and freelance labor — his work shows that this is only a small part of the story. In fact, gig workers make up just around 2% of the workforce, and many use that work as supplemental income rather than their primary employment. The deeper transformation, Osterman argues, is happening inside traditional organizations. Increasingly, companies are redesigning jobs and employment relationships in order to greatly reduce the compensation and benefits they offer. This doesn't just apply to custodial or cafeteria workers, it includes adjunct professors who earn substantially less money than their peers and have zero chance of every earning tenure. It applies to attorneys in elite firms who are precluded from ever becoming a partner — and contract or contingent workers embedded within major companies such as Google, Meta, Amazon, Microsoft, and Apple. These workers often perform similar functions to full-time employees but remain structurally separated from the organizations they serve. Osterman's work highlights a fundamental shift in how companies think about labor. Rather than hiring employee as long-term investments, organizations are increasingly guided by a hierarchy of choices: automate work where possible, outsource when automation is not feasible, rely on contractors when outsourcing is more efficient, and hire full-time employees only as a last resort. On the surface, this approach is often justified in terms of efficiency, flexibility, and competitiveness. It allows firms to scale labor up and down in response to market demands and reduce the fixed costs associated with permanent employment. But Osterman's research raises deeper questions about the broader consequences of this model — not only for workers, but for organizations themselves. What happens to trust, commitment, and organizational culture when a growing share of the workforce is structurally temporary or peripheral? What are the psychological and social effects on individuals who are fully inside organizations in terms of output, but not fully included in terms of opportunity, training, stability, or belonging? These are not abstract concerns. They go to the heart of how modern work is experienced — and whether the current trajectory of employment is sustainable in the long run. In this conversation, Osterman explores the economic logic driving these changes, the historical evolution of employer-employee relationships, and the implications of accelerating automation and AI. He also examines whether these trends are an inevitable outcome of capitalism, or whether alternative models of work are still possible — ones that balance flexibility with dignity, and efficiency with long-term human investment. The post Paul Osterman: The Rise Of The Disposable Worker appeared first on Mark C. Crowley.

Patrick Beal left tech to buy an HVAC business with 90% seller financing, no SBA. He's on track to hit $3.5m this year. Register for the webinar: Working Capital: One of ETA's Most Expensive Mistakes - TODAY!! - https://bit.ly/4f8pSGYTopics in Patrick interview:Entrepreneurship in his familyZoom fatigue from remote workSearching in Northeast OhioFinding a business through his networkMeeting with the seller for almost a yearStructuring 10% down, 90% seller noteUnderestimating working capital needsKeeping his W-2 until the business grewQuadrupling revenue in 2 yearsWorking on getting his HVAC licenseReferences and how to contact Patrick:LinkedInTemperature Control MaintenanceLinh Tran on Acquiring Minds: The Dream Outcome: From $300k to $5m EBITDASteve Carroll on Acquiring Minds: ETA Unicorn:  $1 Billion in Revenue in 5 YearsDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comWork with an SBA loan team focused exclusively on helping entrepreneurs buy businesses:Pioneer Capital AdvisoryGet a complimentary IT audit for acquisition diligence or post-close transition.Visit inzotechnologies.com/eta.Connect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton Rohozov and produced by Pam Cameron

Employee benefits can be the second-biggest people cost, yet many global organisations cannot clearly see what they offer, what they spend, or what value each provider delivers.In this episode of the HR Leaders Podcast, I had an inspiring conversation with Chris Bruce, CEO and Co-Founder at Origin. He explains why fragmented policies, spreadsheets, and local systems have kept benefits out of strategic business conversations.

Stop bleeding cash during your busiest seasons and discover how to project exactly where every dollar goes before a financial crunch hits your business. In this episode of Business is Messy, Brian Nolan and Colin Nolan discuss how to  dismantle "camel leadership" to get your management team rowing in perfect sync, plus a practical blueprint to audit your operations for AI adoption without triggering employee panic. Tune in to master the exact tools needed to eliminate the back-end chaos, reclaim your peace of mind, and turn everyday operational messes into structured, predictable victories.

What happens when you have the education, talent, knowledge, and skills to succeed—but your results still do not reflect your potential? In this episode of The CJ Moneyway Show, CJ Moneyway sits down with leadership researcher, professor, consultant, and author Ryan Gottfredson, Ph.D. for a revealing conversation about why lasting transformation requires more than credentials, checklists, and hard work. Ryan shares the defining professional setback that changed the direction of his career. After leaving academia temporarily for a consulting position, he became frustrated because he believed the organization had placed him in a role that was smaller than his capabilities. When he called his manager to demand a greater opportunity, he was fired. The experience left Ryan carrying shame and questioning how someone with his education and leadership expertise could still fail so dramatically. His answer became the foundation of his work: The problem was not his talent, knowledge, or skills. The problem was the quality of his mindsets. Ryan explains that people possess two dimensions of development. The Doing Side includes talent, knowledge, skills, abilities, achievements, and credentials. The Being Side includes mindsets, character, emotional intelligence, emotional regulation, and the quality of a person's internal operating system. Most education and leadership development focuses almost entirely on helping people do more. Ryan argues that transformational growth begins when people learn how to be better. CJ and Ryan also explore the story of a talented professional named Cheryl, who repeatedly pursued new certifications after being passed over for promotions. Her challenge was not a lack of qualifications. Fear prevented her from taking initiative and demonstrating the leadership capacity required for advancement. The conversation moves into constructive criticism, emotional defensiveness, nervous-system regulation, journaling, purpose, fulfillment, organizational culture, and legacy. Ryan explains why the most elevated leaders are purpose-focused, root-focused, culture-focused, and committed to long-term impact rather than short-term results alone. In this episode, you will learn: The difference between the Doing Side and the Being Side Why knowledge and credentials do not automatically produce leadership effectiveness How self-protective mindsets can keep talented people stuck Why emotional defensiveness limits personal growth How nervous-system regulation supports better leadership Why journaling became part of Ryan's transformation How purpose creates deeper fulfillment than achievement The difference between fruit-focused and root-focused leadership Why lasting legacy requires making the people around you better How healing the mind, body, and heart supports personal transformation Ryan's latest book, Becoming Better, presents his science-informed framework for developing the Being Side through stronger mindsets, emotional depth, and internal regulation. This episode is for leaders, entrepreneurs, professionals, and high performers who have spent years learning how to achieve—but are ready to transform who they are. Doing better may improve your performance. Becoming better changes your life, leadership, and legacy. ⸻ 4. Standard Show Notes About Ryan Gottfredson Ryan Gottfredson, Ph.D., is a leadership consultant, trainer, coach, researcher, and professor specializing in leadership mindsets and vertical development. He helps leaders and organizations identify and improve the internal mindsets that influence decision-making, performance, relationships, and leadership effectiveness. Ryan is an associate professor and assistant director of the Center for Leadership at California State University, Fullerton. He holds a Ph.D. in Organizational Behavior and Human Resources from Indiana University. His books include: Becoming Better The Elevated Leader Success Mindsets His newest book, Becoming Better, focuses on developing the Being Side—the mindsets, emotional depth, and internal regulation required for sustainable personal and leadership transformation. Connect With Ryan Gottfredson Official website: https://ryangottfredson.com Books and resources: https://ryangottfredson.com/books/ Free assessments: https://ryangottfredson.com Visit Ryan's website to access his available assessments and resources. LinkedIn: @Ryan Gottfredson LinkedIn Instagram: @Ryan Gottfredson Instagram YouTube: @Ryan Gottfredson YouTube Facebook: @Ryan Gottfredson Facebook X: @Ryan Gottfredson X ⸻ Connect With CJ Moneyway CJ Moneyway Media https://cjmoneyway.com Listen to The CJ Moneyway Show https://pod.link/1707761906 Bleav Network Show Page https://bleav.com/shows/the-cj-moneyway-show/ YouTube https://www.youtube.com/@themoneywayshow8493 LinkedIn https://www.linkedin.com/in/corwin-johnson-3b7b51aa Instagram https://instagram.com/c.j_moneyway TikTok https://www.tiktok.com/@cjmoneyway X https://x.com/cj_moneyway Moneyway Journal on Substack https://substack.com/@cjmoneyway?r=3vvrmy&utm_medium=ios&utm_source=profile Book CJ Moneyway to Speak https://cjmoneyway-mmcwhn8g.manus.space Schedule With CJ Moneyway https://calendly.com/cj-cjmoneywayshow/60min ⸻ CJ Moneyway Listener Benefits ReadyRx Exclusive listener savings: https://readyrx.com/treatments/se?coupon=cjmoney The Seidel Agency Explore available services and offers through CJ Moneyway's referral link: http://theseidelagency.com/Referral ⸻ Episode Call to Action Subscribe to The CJ Moneyway Show, leave a review, and share this episode with a leader, entrepreneur, or high performer who has mastered doing more but is ready to begin becoming better. Build the person. Build the leader. Build the culture. Build the legacy. Brick by Brick. That's The CJ Moneyway. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Leadership development is not about checking boxes. It is about building the awareness, communication, trust, and consistency required to help people grow, perform, and feel safe enough to do meaningful work. LaTonya Wilkins brings a powerful conversation on what it really means to lead below the surface. From psychological safety and culture to coaching, delegation, community, and connection across differences, this master class challenges leaders to stop treating leadership like a static skillset and start looking at how leadership is actually experienced by the people they serve. Learn how to honestly rate your leadership by asking better questions: • How clear is your communication? • How do people experience you in meetings, emails, and difficult conversations? • Are you giving people the guardrails they need without making them too tight? • Are you creating hope, trust, compassion, and stability? • Are you developing people, or just expecting them to perform? • Are burnout, churn, poor delegation, and low trust signs of a deeper leadership problem? This conversation also explores why many leadership development programs fail because they rely on outdated models, performative culture work, and initiatives that were never truly embedded into the organization. Real culture cannot be reduced to perks, titles, slogans, or temporary programs. It has to show up in how leaders communicate, make decisions, build teams, manage change, and create belonging. LaTonya also brings a needed perspective on coaching and community in a noisy market where too many people sell quick fixes without doing the real work. Strong leadership, real coaching, and healthy culture are all relationship businesses. They require trust, self-awareness, accountability, and the right people around you at every stage. For executives, founders, HR leaders, coaches, consultants, people managers, and anyone responsible for leading others, this conversation is a reminder that real leadership still wins when it is rooted in trust, development, culture, coaching, and community. Beyond The Episode Gems: Learn More About Leading Below The Surface Book Buy LaTonya's Book, Leading Below The Surface Learn more about LaTonya's offerings for executive coaching ChangeCoaches.io Connect with LaTonya on LinkedIn Explore Change Coaches Relational Coach Training Buy Troy's Book, Strategize Up: The Blueprint To Scale Your Business StrategizeUpBook.com Discover All Podcasts On The HubSpot Podcast Network Get Free HubSpot Marketing Tools To Help You Grow Your Business Grow Your Business Faster Using HubSpot's CRM Platform Support The Podcast & Connect With Troy:  Rate & Review iDigress: iDigress.fm/Reviews Follow Troy's Socials @FindTroy: LinkedIn, Instagram, Threads, TikTok Subscribe to Troy's YouTube Channel For Strategy Videos & See Masterclass Episodes Need Growth Strategy, A Keynote Speaker, Or Want To Sponsor The Podcast? Go To FindTroy.com