Podcasts about Hybrid

In Part 2 of yesterday's conversation, Travis Chappell and his producer, Eric, continue their candid discussion about building a career without following the traditional “prestigious school → perfect job” blueprint. From mission-field poverty to producing millions of podcast views, this episode explores the messy middle of modern work—where stability and ambition can coexist. If you've ever felt stuck between the safety of a 9–5 and the pull of entrepreneurship, this conversation is your roadmap for navigating both. On this episode we talk about: The hybrid model: why you don't have to “burn the boats” to build something meaningful Treating your 9–5 like a client instead of a prison Continuously reevaluating your skills, goals, and what fulfillment actually looks like Leveraging content, outsourcing, and systems to build momentum on the side Why complaining repels opportunity—and action creates clarity Getting comfortable with uncertainty in a rapidly changing economy Top 3 Takeaways You can hold both worlds. You don't have to fully quit your job or fully surrender to it—build stability while creating leverage on the side. Clarity comes from action, not overthinking. The only way to discover what you actually want is by trying things, adjusting, and trying again. Opportunity favors ownership. Complaining about the system changes nothing—creating inside of it (or alongside it) changes everything. Notable Quotes “Find the thing that actually takes care of you—and build the vision on the side.” “There's never been an opportunity gained from sulking and complaining.” “The bad news is you have to figure it out. The good news is—you get to.” “If there was opportunity repellent in a spray, it would be complaining.” Connect with Travis Chappell: LinkedIn: https://www.linkedin.com/in/travischappell Twitter/X: https://twitter.com/traviscchappell Instagram: https://www.instagram.com/travischappell Other: https://travischappell.com  Travis Makes Money is made possible by High Level – the All-In-One Sales & Marketing Platform built for agencies, by an agency.  Capture leads, nurture them, and close more deals—all from one powerful platform.  Get an extended free trial at gohighlevel.com/travis Learn more about your ad choices. Visit megaphone.fm/adchoices

Want to finally buy a rental property in 2026? You've listened to the podcast. You've read the books. But what's the best way to actually start? Today, we're pulling back the curtain and sharing a beginner-friendly strategy that gives you a bit of everything—cash flow, appreciation, loan paydown, AND tax benefits! Welcome to another Rookie Reply! We're back with more questions from the BiggerPockets Forums. First, we'll hear from someone who knows plenty about real estate investing but needs a clearer roadmap for getting started and scaling their real estate portfolio. Ashley and Tony share a rookie-friendly investing strategy that will help them not only buy their first deal but also get a head start on building serious wealth! Another rookie has saved a large amount of money and is considering buying their first property in cash. But should they? We weigh the pros and cons of paying cash versus getting a mortgage. Then, we discuss the opportunities and risks of investing in D-class neighborhoods, as well as a few things all rookies should know before evicting tenants. Looking to invest? Need answers? Ask your question here! In This Episode We Cover The beginner-friendly strategy that gives you cash flow, appreciation, and more Paying in cash for an investment property versus getting a mortgage Finding affordable areas to invest when you're priced out of your own market The biggest opportunities and risks of investing in “rough” neighborhoods What every rookie should know before evicting troublesome tenants And So Much More! Check out more resources from this show on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BiggerPockets.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.biggerpockets.com/blog/rookie-685 Interested in learning more about today's sponsors or becoming a BiggerPockets partner yourself? Email ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠advertise@biggerpockets.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.  Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode the hosts evaluate a $2.1M virtual reality forklift training business generating $600K+ in annual profit and debate whether it's a durable industrial SaaS opportunity—or a niche hardware rental play facing automation headwinds.Business Listing – https://flippa.com/12243476-8-y-o-virtual-reality-training-and-workplace-development-platformWelcome to Acquisitions Anonymous – the #1 podcast for small business M&A. Every week, we break down businesses for sale and talk about buying, operating, and growing them.Looking to build a professional website in minutes? Try Wix: https://wix.pxf.io/c/6898629/3115214/25616?trafcat=templateHubSpot is the backbone for how businesses scale without chaos. Try them out here: https://go.try-hubspot.com/OeG9Vr

Book a call: https://remnantfinance.com/calendar ! Out Print the Fed with 1% per week: https://remnantfinance.com/optionsEmail us at info@remnantfinance.com or visit https://remnantfinance.com for more informationFOLLOW REMNANT FINANCEYoutube: @RemnantFinance (https://www.youtube.com/@RemnantFinance )Facebook: @remnantfinance (https://www.facebook.com/profile.php?id=61560694316588 )Twitter: @remnantfinance (https://x.com/remnantfinance )TikTok: @RemnantFinanceDon't forget to hit LIKE and SUBSCRIBE_____________________________Most people don't think about long-term care until they're forced to and by then, it's often too late to get coverage. The statistics are stark: there's a 68% chance any American will need long-term care at some point, and for couples, that number jumps to nearly 90%. Yet most families never have the conversation until a health event forces their hand.In this episode, Hans sits down with Travis McBride — fellow Navy helicopter pilot turned insurance strategist — to break down everything you need to know about long-term care planning.Chapters: 00:00 – Opening segment 02:35 – Travis's background04:50 – What the brokerage does and who they serve 13:40 – Long-term care 101: statistics and why it matters 16:45 – The three ways to fund long-term care 17:20 – Traditional LTCI: how it works and the use-it-or-lose-it problem 18:50 – How carriers mispriced policies in the 90s and 2000s 24:10 – The premium increase trap: stuck and uninsurable 25:20 – Are the premiums guaranteed? 35:05 – Life insurance with an LTC rider38:50 – The six activities of daily living explained 43:05 – Hybrid/asset-based policies: repositioning vs. spending 45:15 – How leverage works inside a hybrid policy 52:30 – Reimbursement vs. cash indemnity55:45 – Who should be thinking about this and when 1:01:25 – What Medicare actually covers and what it doesn't 1:07:15 – The Washington State payroll tax 1:16:25 – How to connect with Travis Key Takeaways:Ask one question before signing anything: are the premiums guaranteed? Traditional long-term care policies were mispriced in the 90s and early 2000s, and carriers have been sending premium increase notices ever since. Know how your benefits are paid before you need them. Reimbursement policies require receipts and ongoing claims filings every month. Cash indemnity policies cut you a check once you qualify and let you use it however you want.Self-insuring isn't insurance — it's just liquidation. Having enough assets to cover a long-term care event sounds like a plan until you run the math. A nursing facility in Southern California runs $6,000 to $15,000 a month, and that's today's cost. Hybrid policies reposition assets — they don't just spend them. Unlike traditional LTCI where premiums vanish if you never file a claim, hybrid linked-benefit policies give you liquidity, control, and a residual death benefit. The best time to have this conversation is before someone needs to. The sweet spot for getting coverage is 45 to 60, when you're still healthy enough to qualify and premiums haven't become prohibitive. By 65, you're entering the game late. 

In 2010, Giovanna Podda, shared her terrifying story of repeated alien abductions since she was 4 years old with Mistero, and Italian conspiracy show. She lost her job, was ran out of town and largely disappeared after being discredited by some experts. However, she reappeared in 2025 on MBC's Mysterious TV Surprise in Japan, sharing the same story and incistant it was true.Merchandise: https://freetherabbits.myshopify.comBuy Me A Coffee: DonateFollow: Website | Instagram | X | FacebookWatch: YouTube | RumbleMusic: YouTube | Spotify | Apple MusicFilms: https://merkelfilms.com Email: freetherabbitspodcast@gmail.comDistributed by: merkel.mediaOutro Music:Joel Thomas – Psy-OpYouTube | Spotify | Apple Music

Jeremiah shares a guest interview he did on Lisa Franz's Nutrition & Life PodcastKEY TOPICS:How to structure a 12-18 month plan for clients aiming for both muscle gain and fat lossCommon mistakes during building phases, including exercise selection and intensity issuesHow to periodize nutrition with fat loss, building, maintenance, and reverse diet phasesPractical example: transitioning a client from fat loss to muscle building over a yearJeremiah's personal experience with physique changes, experimenting with fasting, and competing plansThe benefits of experimentation and self-tracking to optimize results and stay motivatedCHAPTERS:00:00 - Intro 02:17 - Jeremiah's recent travel experiences and personal life updates 04:20 - Key takeaways: building muscle, client physique gaps, and training improvements 06:20 - Visualizing physique goals and the importance of muscle development for definition 09:51 - The importance of training intensity and progressive overload for growth 10:43 - What is phasic nutrition periodization? How to cycle through phases effectively 12:02 - Structuring a year-long plan: fat loss, building, and maintenance phases 13:53 - Practical example: helping clients reach their physique goals with phased nutrition 14:19 - Assessing a client's current position and the importance of baseline establishment 16:16 - Hybrid approach: recomposition, ramping movement, and nutrition during initial phases 17:45 - Transitioning into dedicated fat loss and muscle-building phases 20:59 - Progression, tracking, and the scale's role in building phases for women 24:58 - Exercise selection, targeting specific muscles, and execution tips 30:55 - Importance of intensity, fatigue, and failure proximity 34:29 - Other fundamentals: hydration, sleep, and schedule management 38:56 - Jeremiah's personal physique journey, experimentation, and competition plans 44:14 - Recap of a year of strategic physique changes and experimentationLINKS:Apply for Coaching: https://ecs-coaching.super.site/Living Lean Podcast: https://www.buzzsprout.com/712032Follow Jeremiah on Instagram: https://www.instagram.com/jeremiahbair/Follow Andrea on Instagram: https://www.instagram.com/andirogersfit/Follow Natalie on Instagram: https://www.instagram.com/natalieatswell/Lisa's podcast: https://podcasts.apple.com/us/podcast/nutrition-life/id1649806306Lisa's IG: https://www.instagram.com/nutritioncoachingandlife/KEYWORDS:phasic nutrition, muscle building, training intensity, nutrition phases, coaching, fitness, health, bodybuilding, nutrition strategies, client coachingTo Apply For Coaching With Our Team: CLICK HERE

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Cormac Smith has worked in Public Relations and Corporate Communications for over three decades. In 2016 he traveled to Ukraine to take up a special appointment as the ‘Strategic Communication Advisor' to Pavlo Klimkin, then the Foreign Minister of Ukraine. He was attached to the British Embassy in Kyiv but was embedded in Ukraine's Ministry of Foreign Affairs, the first foreigner to hold such a position. While in Kyiv, he also advised and provided training for five other government ministries and worked directly with three other cabinet ministers: Health, Education and the Deputy Prime Minister. ----------LINKS:https://defencebrink.uk/https://x.com/CormacS63https://x.com/philipingmbe----------SUPPORT THE CHANNEL:https://www.buymeacoffee.com/siliconcurtainhttps://www.patreon.com/siliconcurtainhttps://www.gofundme.com/f/scaling-up-campaign-to-fight-authoritarian-disinformation----------A REQUEST FOR HELP!I'm heading back to Kyiv this week, to film, do research and conduct interviews. The logistics and need for equipment and clothing are a little higher than for my previous trips. It will be cold, and may be dark also. If you can, please assist to ensure I can make this trip a success. My commitment to the audience of the channel, will be to bring back compelling interviews conducted in Ukraine, and to use the experience to improve the quality of the channel, it's insights and impact. Let Ukraine and democracy prevail! https://buymeacoffee.com/siliconcurtain/extrashttps://www.patreon.com/siliconcurtainhttps://www.gofundme.com/f/scaling-up-campaign-to-fight-authoritarian-disinformationNONE OF THIS CAN HAPPEN WITHOUT YOU!So what's next? We're going to Kyiv in January 2026 to film on the ground, and will record interviews with some huge guests. We'll be creating opportunities for new interviews, and to connect you with the reality of a European city under escalating winter attack, from an imperialist, genocidal power. PLEASE HELP ME ME TO GROW SILICON CURTAINWe are planning our events for 2026, and to do more and have a greater impact. After achieving more than 12 events in 2025, we will aim to double that! 24 events and interviews on the ground in Ukraine, to push back against weaponized information, toxic propaganda and corrosive disinformation. Please help us make it happen!----------TRUSTED CHARITIES ON THE GROUND:Save Ukrainehttps://www.saveukraineua.org/Superhumans - Hospital for war traumashttps://superhumans.com/en/UNBROKEN - Treatment. Prosthesis. Rehabilitation for Ukrainians in Ukrainehttps://unbroken.org.ua/Come Back Alivehttps://savelife.in.ua/en/Chefs For Ukraine - World Central Kitchenhttps://wck.org/relief/activation-chefs-for-ukraineUNITED24 - An initiative of President Zelenskyyhttps://u24.gov.ua/Serhiy Prytula Charity Foundationhttps://prytulafoundation.orgNGO “Herojam Slava”https://heroiamslava.org/kharpp - Reconstruction project supporting communities in Kharkiv and Przemyślhttps://kharpp.com/NOR DOG Animal Rescuehttps://www.nor-dog.org/home/----------DESCRIPTION:Cormac Smith on Ukraine: Why “As Long As It Takes” Is Not a StrategyJonathan interviews communications veteran Cormac Smith, formerly embedded in Ukraine's Foreign Ministry as a strategic communications adviser, on the fourth anniversary of Russia's full-scale invasion. Smith argues the West should have said “with Ukraine until they win,” criticizing “as long as it takes” as planless and enabling slow-walked, constrained military aid and excessive fear of Putin's nuclear threats. ----------

Did remote and hybrid working really break your culture, or did they simply expose what was already fragile? In this episode, Andy Goram sits down with Ellie Holbert, founder of Impact Advisory Services, to challenge one of the most common narratives in modern leadership. When teams went remote or hybrid and performance dipped, trust wobbled and misunderstandings grew, many leaders blamed distance. But Ellie argues something far more uncomfortable: remote didn't create dysfunction, it revealed it . Together they explore the neuroscience of ambiguity, why unclear systems trigger threat responses in the brain, and how leaders often misinterpret perfectly human reactions as performance problems. You'll hear why a lack of clarity around roles and “definition of done” drives behaviours that frustrate leaders and what to do instead . Most powerfully, Ellie shares a case study where addressing simple team fundamentals transformed performance from a 2.4 to a 4.8 team health score in eight weeks, delivering zero regrettable turnover, a critical project six months early, and a 45x return on investment. This isn't an episode about remote versus office. It's about clarity versus assumption. Systems versus personalities. And leadership that unlocks value already sitting inside your team. ----more---- Key Takeaways Remote and hybrid exposed fragile systems. Distance removed the informal cues that were masking ambiguity. Ambiguity triggers threat, not laziness. Feedback-seeking behaviour is often a signal the system lacks clarity. Clarity reduces friction and unlocks performance. Shared roles and a defined “definition of done” dramatically improve team effectiveness. Fixing fundamentals delivers serious ROI. From 2.4 to 4.8 in eight weeks. $4.5 million of added value and a 45x return. ----more---- Key Moments The key moments in this episode are: 0:01:11 – Did Remote and Hybrid Break Culture? 0:06:04 – Remote Revealed Gaps That Were Already There 0:07:26 – Culture Is “How We Get Work Done Around Here” 0:08:06 – Why Hybrid and Remote Reduce Communication Signals 0:10:23 – The Neuroscience of Ambiguity and Threat 0:23:14 – When Ambiguity Drives Feedback-Seeking Behaviour 0:23:38 – The Power of a Shared Definition of Done 0:30:14 – A Team in Crisis: Starting at 2.4 Out of 5 0:32:15 – From 2.4 to 4.8: Unlocking Hybrid and Remote Team Performance 0:33:53 – The 45x Return on Clarity and Leadership 0:42:30 – Three Fundamentals for Stronger Hybrid Leadership ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Ellie Holbert on LinkedIn here Find the team effectiveness assessment tool here ----more---- Full Episode Transcript Get the full transcript of the episode here

Learn the truth about raw diets, fruit and candida myths, and how hybrid fruits and crop nutrition stand up to scrutiny. #RawDietFacts #FruitMyths #HybridHealth

According to an anonymous source connected to the Jalisco New Generation Cartel (CJNG), Juan Carlos Valencia González — also known as “O3” — has reportedly stepped into a leadership role following El Mencho. O3 is said to run Grupo Elite, CJNG's armed enforcement wing, and currently carries a $5 million U.S. bounty.Here's where it gets serious: reports indicate he was born in Santa Ana, California — potentially making him a U.S. citizen by birth.If true, this development changes the conversation around cartel leadership, U.S. jurisdiction, national security, and the evolving nature of transnational organized crime.In this breakdown, Kelsi Sheren analyzes:– Who O3 is and his connection to El Mencho– The structure and power of the Jalisco New Generation Cartel– What Grupo Elite represents inside CJNG– The legal implications if a U.S. citizen leads a Mexican cartel– How birthright citizenship intersects with federal prosecution– Why CJNG remains one of the most dangerous cartels in the world– The broader national security implications for the United StatesThis is not sensationalism. This is a strategic look at what modern cartel power actually looks like in 2026.CJNG continues to be a major force in fentanyl trafficking, meth production, and cartel violence across Mexico and the United States. A confirmed leadership shift would have serious implications for U.S.–Mexico relations, federal law enforcement, and cartel designation debates.Chapters00:00 Introduction and Context of Mexico's Cartel Violence00:25 The Alleged Leadership Change in CJNG01:16 Carlos Valencia Gonzalez: The New Leader and His Background02:05 The Significance of a US-born Cartel Leader03:01 Legal Implications of US Citizenship for Cartel Leaders04:00 Citizenship and Jurisdiction in Organized Crime05:56 Cartel Violence as a National Security Threat06:52 Impact on US and Canadian Fentanyl Crisis07:19 Potential Outcomes of Leadership Transition08:07 Modern Cartel Structures and Globalization09:02 Implications for US-Mexico Cooperation and Policy09:58 The Future of Hybrid and Transnational Organized CrimeResources: CJNG Official Website - https://www.cjng.mx/RICO Laws - US Department of Justice - https://www.justice.gov/usao/justice-101/rico-actFentanyl Crisis - CDC - https://www.cdc.gov/drugoverdose/data/fentanyl.htmlBorder Policy - US Customs and Border Protection - https://www.cbp.gov/Global Organized Crime - UNODC - https://www.unodc.org/unodc/en/organized-crime/index.html - - - - - - - - - - - -One Time Donation! - Paypal - https://paypal.me/brassandunityBuy me a coffee! - https://buymeacoffee.com/kelsisherenLet's connect!Youtube - https://www.youtube.com/@thekelsisherenperspectiveInstagram -  https://www.instagram.com/thekelsisherenperspective?utm_source=ig_web_button_share_sheet&igsh=ZDNlZDc0MzIxNw%3D%3DX: https://x.com/KelsiBurnsInstagram: https://www.instagram.com/kelsie_sheren/Substack:  https://substack.com/@kelsisherenSUPPORT OUR PEOPLE - - - - - - - - - - - -MasterPeace - 10% off with code KELSI - https://www.MasterPeace.Health/KelsiKetone IQ- 30% off with code KELSI - https://ketone.com/KELSIGood Livin - 20% off with code KELSI - https://www.itsgoodlivin.com/?ref=KELSIBrass & Unity - 20% off with code UNITY  - http://brassandunity.com- - - - - - - - - - - - -CHARITYHeroic Hearts Project - https://www.heroicheartsproject.orgDefenders of Freedom - https://www.defendersoffreedom.usBoot Campaign - https://bootcampaign.org

“In this sense, human and AI means a synergy where teams of humans and AI together lead to superior outcomes than either the human or the AI operating in isolation.” – Davide Dell'Anna About Davide Dell'Anna Davide Dell'Anna is Assistant Professor of Responsible AI at Utrecht University, and a member of the Hybrid Intelligence Centre. His research focuses on how AI can cooperate synergistically and proactively with humans. Davide has published a wide range of leading research in the space. Webiste: davidedellanna.com LinkedIn Profile: Davide Dell'Anna University Profile: Davide Dell'Anna What you will learn The core concept of hybrid intelligence as collaborative human-AI teaming, not replacement Why effective hybrid teams require acknowledging and leveraging both human and AI strengths and weaknesses How lessons from human-human and human-animal teams inform better design of human-AI collaboration Key differences between humans and AI in teams, such as accountability, replaceability, and identity The importance of process-oriented evaluation, including satisfaction, trust, and adaptability, for measuring hybrid team effectiveness Why appropriately calibrated trust and shared ethics are central to performance and cohesion in hybrid teams The shift from explainability to justifiability in AI, emphasizing actions aligned with shared team norms and values New organizational roles and skills—like team facilitation and dynamic team design—needed to support successful human-AI collaboration Episode Resources Transcript Ross Dawson: Hi Davide. It’s wonderful to have you on the show. Davide Dell’Anna: Hi Ross, nice to meet you. Thank you so much for having me. Ross: So you do a lot of work around what you call hybrid intelligence, and I think that’s pretty well aligned with a lot of the topics we have on the podcast. But I’d love to hear your definition and framing—what is hybrid intelligence? Davide: Well, thank you so much for the question. Hybrid intelligence is a new paradigm, or a paradigm that tries to move the public narrative away from the common focus on replacement—AI or robots taking over our jobs. While that’s an understandable fear, more scientifically and societally, I think it’s more interesting and relevant to think of humans and AI as collaborators. In this sense, human and AI means a synergy where teams of humans and AI together lead to superior outcomes than either the human or the AI operating in isolation. In a human-AI team, members can compensate for each other’s weaknesses and amplify each other’s strengths. The goal is not to substitute human capabilities, but to augment them. This immediately moves the discussion from “what can the AI do to replace me?” to “how can we design the best possible team to work together?” I think that’s the foundation of the concept of hybrid intelligence. So hybrid intelligence, per se, is the ultimate goal. We aim at designing or engineering these human-AI teams so that we can effectively and responsibly collaborate together to achieve this superior type of intelligence, which we then call hybrid intelligence. Ross: That’s fantastic. And so extremely aligned with the humans plus AI thesis. That’s very similar to what I might have said myself, not using the word hybrid intelligence, but humans plus AI to say the same thing. We want to dive into the humans-AI teaming specifically in a moment. But in some of your writing, you’ve commented that, while others are thinking about augmentation in various ways, you point out that these are not necessarily as holistic as they could be. So what do you think is missing in some of the other ways people are approaching AI as a tool of augmentation? Davide: Yeah, so I think when you look at the literature—as a computer scientist myself, I notice how easily I fall into the trap of only discussing AI capabilities. When I talk about AI or even human-AI teams, I end up talking about how I can build the AI to do this, or how I can improve the process in this way. Most of the literature does that as well. There’s a technology-centric perspective to the discussion of even human-AI teams. We try to understand what we can build from the AI point of view to improve a team. But if you think of human-AI teams in this way, you realize that this significantly limits our vocabulary and our ability to look at the team from a broader, system-level perspective, where each member—including and especially human team members—is treated individually, and their skills and identity are considered and leveraged. So, if you look at the literature, you often end up talking about how to add one feature to the AI or how to extend its feature set in other ways. But what people often miss is looking at the weaknesses and strengths of the different individuals, so that we can engineer for their compensation and amplification. Machines and people are fundamentally different: humans are good at some things, AI is good at others, and we shouldn’t try to negate or hide or be ashamed of the things we’re worse at than AI, and vice versa. Instead, we should leverage those differences. For instance, just as an example, consider memory and context awareness. At the moment, at least, AI is much more powerful in having access to memory and retrieving it in a matter of seconds—AI can access basically the whole internet. But often, when you talk nowadays with these language model agents, they are completely decontextualized. They talk in the same way to millions across the world and often have very little clue about who the specific person is in front of them, what that person’s specific situation is—maybe they’re in an airport with noise, or just one minute from giving a lecture and in a rush. The type of things you might say also change based on the specific situation. While this is a limitation of AI, we shouldn’t forget that there is the human there. The human has that contextual knowledge. The human brings that crucial context. Sometimes we tend to say, “Okay, but then we can build an AI that can understand the context around it,” but we already have the human for that. Ross: Yes, yes. I don’t think that’s what I call the framing. Framing should come from the human, because that’s what we understand—including the ethical and other human aspects of the context, as well as that broader frame. It’s interesting because, in talking about hybrid intelligence, I think many who come to augmentation or hybrid intelligence think of it on an individual basis: how can an individual be augmented by AI, or, for example, in playing various games or simulations, humans plus AI teaming together, collaborating. But the team means you have multiple humans and quite probably multiple AI agents. So, in your research, what have you observed if you’re comparing a human-only team and a team which has both human and AI participants? What are some of the things that are the same, and what are some of the things that are different? Davide: Yes, this is a very interesting question. We’ve recently done work in collaboration with a number of researchers from the Hybrid Intelligence Center, which I am part of. If you’re not familiar with it, the Hybrid Intelligence Center is a collaboration that involves practically all the Dutch universities focused on hybrid intelligence, and it’s a long project—lasting around 10 years. One of the works we’ve done recently is to try to study to what extent established properties of effective human teams could be used to characterize human-AI teams. We looked at instruments that people use in practice to characterize human teams. One of them is called the Team Diagnostic Survey, which is an instrument people use to diagnose the strengths and weaknesses of human teams. It includes a number of dimensions that are generally considered important for effective human teams. These include aspects like members demonstrating their commitment to the team by putting in extra time and effort to help it succeed, the presence of coaches available in the team to help the team improve over time, and things related to the satisfaction of the members with the team, with the relationships with other members, and with the work they’re doing. What we’ve done was to study the extent to which we could use these dimensions to characterize human-AI teams. We looked at different types of configurations of teams—some had one AI agent and one human, others had multiple agents and multiple humans, for example in a warehouse context where you have multiple robots helping out in the warehouse that have to cooperate and collaborate with multiple humans. We tried to understand whether the properties of—by the way, we also looked at an interesting case, which is human-animal-animal teams, which is another example that’s interesting in the context of hybrid intelligence. You see very often in human-animal interaction—basically two species, two alien species—interacting and collaborating with each other. They often manage to collaborate pretty effectively, and there is an awareness of what both the humans and the animals are doing that is fascinating, at least for me. So, we tried to analyze whether properties of human teams could be understood when looking at human-AI teams or hybrid teams, and to what extent. One of the things we found is that some concepts are very well understood and easily applicable to different types of hybrid teams. For example, the idea of interdependence—the fact that members in the team, in order to be a team, need to be mutually dependent, at least to some extent. Otherwise, if they’re all doing separate jobs, there’s a lack of common goal. There are also things related to having a clear mission or a clear objective as a team, and aspects related to the possibility of exhibiting autonomy in the operation of the team and taking initiative. Also, the presence and awareness of team norms, like a shared ethical code or shared knowledge about what is appropriate or not. These were things that we found people could easily understand and apply to different configurations of teams. Ross: Just actually, one thing—I don’t know if you’re familiar with the work of Mohammad Hussain Johari, who did this wonderful paper called “What Human-Horse Interactions May Teach Us About Effective Human-AI Interactions.” Again, these are the cases where we can have these parallels—learning how to do human-AI interactions from human-human and human-animal interactions. But again, it comes back to that original question: what is the same? I think you described many of those facets of the nature of teams and collaboration, which means they are the same. But there are, of course, some differences. One of the many differences is accountability, essentially, where the AI agents are not accountable, whereas the humans are. That’s one thing. So, this allocation of decision rights across different participants—human and AI—needs to take into account that they’re not equal participants. Humans have accountability, and AI does not. That’s one possible example. Davide: Yeah, definitely. I totally agree, and I remember the paper you mentioned. I agree that human-animal collaboration is a very interesting source of inspiration. When looking at this paper, we looked at the case of shepherds and shepherd dogs. I didn’t know much about it before, but then I started digging a little bit. Shepherd dogs are trained at the beginning, but over time, they learn a type of communication with the shepherd. Through whistles, the shepherd can give very short commands, and then the shepherd dogs—even in pairs—can quickly understand what they need to do. They go through the mountains, collect all the sheep, and bring them exactly as intended by the shepherd, with very little need for words or other types of communication. They manage to achieve their goals very effectively. So, I think we have a lot to learn from these cases, even though it’s difficult to study. But just to mention differences, of course—one of the things that emerged from this paper is the inherent human-AI asymmetry. Like you mentioned, accountability is definitely one aspect. I think overall, we should always give the human a different type of role in the team, similar to the shepherd and the shepherd dogs. There is some hierarchy among the members, and this makes it possible for humans to preserve meaningful control in the interactions. This also implies that different rules or expectations apply to different team members. Beyond these, there is asymmetry in skills and capabilities, as we mentioned earlier, and also in aspects related to the identity of the members. For instance, some AI could be more easily replaceable than humans. Think, for example, of robots in a warehouse. In a human team, you wouldn’t say you “replace” a team member—it’s not the nicest way to say you let someone go and bring someone else in. But with robots, you could say, “I replace this machine because it’s not working anymore,” and that’s fine. We can replace machines with little consequence, though this doesn’t always hold, because there are studies showing that people get attached to machines and AI in general. There was a recent case of ChatGPT releasing a new version and stopping the previous one, and people complained because they got attached to the previous version. So, in some cases, replacing the AI member would work well, but in others, it needs to be done more carefully. Ross: So one of the other things looked at is the evaluation of human-AI teams. If we’re looking at human teams and possibly relative performance compared to human-AI teams, what are ways in which we can measure effectiveness? I suppose this includes not just output or speed or outcomes, but potentially risk, uncertainty, explainability, or other factors. Davide: Yes, this is an interesting question, and I think it’s still an open question to some extent. From the study I mentioned earlier, we looked at how people measure human team effectiveness. There are aspects concerning, of course, the success of the team in doing the task, but these are not the only measures of effectiveness that people consider in human teams. People often consider things related to the satisfaction of the members—with their teammates, with the process of working together, and with the overall goals of the team. This often leads to reflection from the team itself during operation, at least in human teams, where people reassess and evaluate their output throughout the process to make sure satisfaction with the process and relationships goes well over time. In general, there are aspects to measure concerning the effectiveness of teams related to the process itself, which are often forgotten. It’s a matter, at least from a research point of view, of resources, because to evaluate a full process over time, you need to run experiments for longer periods. Often people stop at one instant or a few interactions, but if you think of human teams, like the usual forming, storming, norming, and performing, that often goes over a long time. Teams often operate for a long time and improve over time. So, the process itself needs to be monitored and reassessed over time. This is a way to also measure the effectiveness of the team, but over time. Ross: Interesting point, because as you say, the dynamics of team performance with a human team improve as people get to know each other and find ways of working. They can become cohesive as a team. That’s classically what happens in defense forces and in creating high-performance teams, where you understand and build trust in each other. Trust is a key component of that. With AI agents, if they are well designed, they can learn themselves or respond to changing situations in order to evolve. But it becomes a different dynamic when you have humans building trust and mutual understanding, where that becomes a system in which the AI is potentially responding or evolving. At its best, there’s the potential for that to create a better performing team, but it does require both the attitudes of the humans and well the agents. Davide: Related to this—if I can interrupt you—I think this is very important that you mentioned trust. Indeed, this is one of the aspects that needs to be considered very carefully. You shouldn’t over-trust another team member, but also shouldn’t under-trust. Appropriate trust is key. One of the things that drives, at least in human teams, trust and overall performance is also team ethics. Related to the metrics you mentioned earlier, the ability of a team to gather around a shared ethical code and stick to that, and to continuously and regularly update each other’s norms and ensure that actions are aligned with the shared norms, is crucial. This ethical code significantly affects trust in operation. You can see it very easily in human teams: considering ethical aspects is essential, and we take them into account all the time. We respect each other’s goals and values. We expect our collaborators to keep their promises and commitments, and if they cannot, they can explain or justify what they are doing. These justifications are also a key element. The ability to provide justifications for behavior is very important for hybrid teams as well. Not only the AI, but also the human should be able to justify their actions when necessary. This is where the concept of hybrid teams and, in general, hybrid intelligence requires a bit of a philosophical shift from the traditional technology-centric perspective. For example, in AI, we often talk about explainability or explainable AI, which is about looking at model computations and understanding why a decision was made. But here, we’re talking about a different concept: justifiability, which looks at the same problem from a different angle. It considers team actions in the context of shared values, shared goals, and the norms we’ve agreed upon. This requires a shift in the way we implement AI agents—they need to be aware of these norms, able to learn and adapt to team norms, and reason about them in the same way we do in society. Ross: Let’s say you’ve got an organization and they have teams, as most organizations do, and now we’re moving from classic human teams to humans plus AI teams—collaborative human-AI teams. What are the skills and capabilities that the individual participants and the leaders in the teams need to transition from human-only teams to teams that include both humans and AI members? Davide: This is a complicated question, and I don’t have a full answer, but I can definitely reflect on different skills that a hybrid team should have. I’m thinking now of recent work—not published yet—where we started moving from the quality model work I mentioned earlier towards more detailed guidelines for human-AI teams. There, we developed a number of guidelines for organizations for putting in place and operating effective teams. We categorized these guidelines in terms of different phases of team processes. For instance, we developed guidelines related to structuring the teamwork—the envisioning of the operations of the team, which roles the team members would have, which responsibilities the different team members should have. Here, I’m talking about team members, but I’m still referring to hybrid teams, so this applies to both humans and AI. This also implies different types of skills that we often don’t have yet in AI systems. For example, flexible team composition is a type of skill required to make it possible at the early stage of the team to structure the team in the right way. There are also skills related to developing shared awareness and aspects related to breaking down the task collaboratively or ensuring a continuous evolution of the team over time, with regular reassessment of the output. If you think of these notions, it’s easy to think about them in terms of traditional organizations, but when you imagine a human-AI team or a small hybrid organization, then this continuous evolution, regular output assessment, and flexible team composition are not so natural anymore. What does it mean for an LLM agent to interact with someone else? Usually, LLM architectures rely on static roles and predefined workflows—you need to define beforehand the prompts they will exchange—whereas humans use much more flexible protocols. We can adjust our protocols over time, monitor what we’re doing, and reassess whether it works or not, and change the protocols. These are skills required for the assistants, but also for the organization itself to make hybrid teaming possible. One of the things that emerges in this recent work is a new figure that would probably come up in organizations: a team designer or a team facilitator. This is not a team member per se, but an expert in teams and AI teammates, who can perhaps configure the AI teammates based on the needs of the team, and provide human team members with information needed about the skills or capabilities of the specific AI team member. It’s an intermediary between humans and AI, with expertise that other human team members may not have, and could help these teams work together. Ross: That’s fantastic. It’s wonderful to learn about all this work. Is there anywhere people can go to find out more about your research? Davide: Yeah, sure. You can look me up at my website, davidedellanna.com. That’s my main website—I try to keep it up to date. Through there, you can see the different projects I’m involved in, the papers we’re working on, both with collaborators and with PhD and master students, who often bring great contributions to our research, even in their short studies. That’s the main hub, and you can also find many openly available resources linked to the projects that people may find useful. Ross: Fantastic. Well, it’s wonderful work—very highly aligned with the idea of hybrid intelligence, and it’s fantastic that you are focusing on that, because there’s not enough people yet focusing in the area. So you and your colleagues are ahead, and I’m sure many more will join you. Thank you so much for your time and your insights. Davide: Thank you so much, Ross. Pleasure to meet you. The post Davide Dell'Anna on hybrid intelligence, guidelines for human-AI teams, calibrating trust, and team ethics (AC Ep33) appeared first on Humans + AI.

Think the Federal Reserve only deals with interest rates? Think again.  In this episode, we sit down with experts from the Federal Reserve Bank of Philadelphia to reveal little‑known but powerful tools designed to support workforce and economic mobility. Deborah Diamond and Theresa Dunn break down two resources that can help HR professionals rethink talent pipelines, skills‑based hiring, and local economic impact.Discover how "Eds & Meds" shape Philadelphia's workforce and why understanding your region's economic ecosystem is critical for strategic HR planning. A must‑listen for HR and business leaders seeking data‑driven insight.More about our guests:Deborah DiamondAs the senior director of engagement and initiatives, Deborah and her team develop and maintain strong relationships with stakeholders in the Third District to better understand how economic conditions affect residents, workers, and small businesses. She also focuses on the “anchor economy” locally and nationally to understand how universities and hospitals shape local economic opportunity.Theresa DunneTheresa Dunne is a community development research analyst in the Community Development and Regional Outreach Department at the Federal Reserve Bank of Philadelphia. Her research interests lie at the intersection of community development and public health. Currently, she works on topics related to digital equity and device access, equitable wealth in the city of Philadelphia, and the broad economic impacts of anchor institutions on regional economies.To learn more about the tools discussed, visit:PhiladelphiaFed.org/OMEPhiladelphiaFed.org/AnchorEconomyBusiness, Engagement, Human Resources, Management, Thought Leadership, Return to work, Inclusion, Hybrid work, AI, phillyshrm.org

If your microschool or homeschool hybrid feels heavier than it should—if enrollment feels harder than expected, teachers seem unsure, or parents look confused even when they like you—this episode is for you. Many schools don't struggle because they lack passion or care. They struggle because the school model has become buried under too many programs, too many acronyms, and too many well-intended solutions added without clarity. In this episode, we explore how designing a clear school offer—not adding another program—can transform enrollment, alignment, confidence, and sustainability. Designed for parents and teachers building microschools or homeschool hybrids, this conversation walks through why program stacking quietly undermines trust, how clarity strengthens teacher confidence, and why parents enroll when they understand how learning actually works. You'll learn the difference between a program and a model, how intentional school design creates stability for students, and why simplifying your systems can feel both liberating and exciting as a leader. We also reframe branding as leadership—not marketing—and explain how shared language, clear pathways, and a well-named model help families self-select, reduce confusion, and build trust. When a school can clearly explain who it serves, how students learn, and what stays consistent, enrollment becomes easier and leadership feels lighter. If you're building a microschool, launching a homeschool hybrid, or refining an alternative education model, this episode will help you clarify your offer, regain confidence, and design a school that feels intentional instead of overwhelming.----more---- Microschool Masterminds: skool.com/microschool-masterminds Every Thursday from 12-1 pm (EST), join Makenzie Oliver, microschool founder, VELA connector, and instructional coach, along with other founders, parents, and dreamers, as we connect, inspire, and progress through the challenges and celebrations of starting, running, and growing a microschool! When you join Microschool Masterminds for just $107/month, you get: Live Weekly Collaborative Sessions to Maintain Your Momentum and Create Community Instant Access to Over 150+ Resources on Marketing, Finances, Organization, Hiring, and More! The Key to the Mastermind Vault, with ALL of Our Recorded Presentations since April 2024 EXCLUSIVE Access To Mastermind-Only Discounted Items Microschool Masterminds is about collaboration and transformation – about helping you become a confident, empowered entrepreneur, ready to take on the world with friends to guide you along the way. Join us on this remarkable journey from overwhelm to success.   Facebook Group: facebook.com/groups/redreameducation If you're searching for a community because something in your life, your classroom, your family, your child, or your heart is asking for a new dream. A wiser dream. A ReDream. You belong in ReDream Education's Microschool Community (Facebook Group). We challenge the old models, rethink what learning can be, and build innovative pathways for children, families, and communities!   Blog: redreameducation.com/blog It's time to take the light that's been dimmed, due to the overwhelming pressures, and spark a flame! Whether it's starting a homeschooling business, designing a microschool, or even becoming a traveling tutor...teacher friend...the options are here for you to stay in the teaching profession and do what you love.

If you've ever found yourself wondering, “Would group coaching actually help me?” or “Is it really worth the time and energy in this season?” you're not alone. For busy moms especially, saying yes to support can feel just as overwhelming as trying to do it all on your own.   In today's episode, EP448 // Is Group Coaching Worth It for Busy Moms? A Behind-the-Scenes Look from a Real Client, we're pulling back the curtain. I'm sitting down with someone who went through the Spring Group Coaching Program and is sharing her honest, real-life experience—what life felt like before, what actually changed during the program, and what she walked away with after it ended.   We talk about the doubts, the logistics, the time commitment, and the transformation—not in a hype-y way, but in a grounded, honest conversation from someone who's lived it. Whether you're a mom feeling stretched thin, someone navigating a season of transition, or just curious about what group coaching is really like, this episode will give you a clear picture from the inside.  So grab your lukewarm coffee, get comfy wherever you're listening, and let's take a behind-the-scenes look together. Reminder: Quick Announcement  The doors are OPEN to the Spring Group Coaching Program.  Here are the details you need to know: Program Dates: March 2 – May 22 Group celebration on May 20 Limited to 8–10 women (intimate and intentional) Hybrid format: 60-minute group coaching calls Personal 1:1 coaching support Doors close on FRIDAY, February 27th  Waitlist: Join the waitlist and get a special discount code for $100 off https://michellebyrd.myflodesk.com/waitlist Check out the Spring Group Coaching Program:  https://byrdmichelle.thrivecart.com/spring-group-coaching/   If you have any questions or want to grab a 30min call you can reach me at contact@byrdmichelle.      I pray this episode blesses you! Michelle   Email: contact@byrdmichelle.com website: www.byrdmichelle.com Free Productivity Planner - my gift to you! www.byrdmichelle.com  Come join our Facebook Group: The Busy Vibrant Mom https://www.facebook.com/groups/2315591962144641/

#aknightofthesevenkingdoms #gameofthrones #dunkandegg In the aftermath of the Trial of Seven, the occupants of Ashford Meadow deal with guilt, grief, and loss. Dunk and Prince Maekar come to terms with each other. Prince Maekar makes a decision regarding his sons' futures, while Dunk makes peace with his past.

Episode Overview:In this episode, Alex Rawlings speaks with Richard Fitzgerald of CapitalSpring, a private equity firm specializing in foodservice and multi-location consumer businesses. Richard shares insights into CapitalSpring's differentiated, sector-focused approach, how they've scaled over 20 years, and the recent $1B+ exit to Bain Capital. He also unpacks their latest fundraising success in a tough market and the importance of specialization in today's crowded PE landscape.Timestamps & Key Topics:00:00 – Introduction Overview of CapitalSpring's focus and two key topics: fundraising success and a $1B+ exit.00:54 – Richard's Background From investment banking to founding CapitalSpring in 2005 with a sector-specialist mindset.03:19 – Why Multi-Location Businesses? Opportunities found on Main Street—resilient, everyday consumer services often overlooked in PE.04:43 – Starting Small, Scaling Big CapitalSpring began with $3M; now 300 investments and $4B deployed across 100+ brands.06:30 – Specialization as a Differentiator Why generalist firms struggle, and how deep focus wins deals without being the highest bidder.08:55 – $1B+ Exit: Sizzling Platter to Bain Capital Growth from 400 to 800+ locations across multiple brands and markets, despite COVID headwinds.14:03 – Key Learning: Labor-Light Models Pandemic emphasized the value of operational efficiency and low labor reliance in QSR investments.15:27 – Fund VII: First Close Success How CapitalSpring raised in a tough market by showcasing portfolio resilience and a hybrid debt/equity model.17:44 – Hybrid Capital Strategy Flexibility to invest via debt, equity, or both—offering solutions to founders and mitigating risk for LPs.20:04 – Book Recommendation: Give and Take by Adam Grant The power of relationships in PE—not just financial modeling.21:57 – Connect with Richard Email: rfitzgerald@capitalspring.com | LinkedIn & website via CapitalSpring.Top Takeaways:Specialization is key in today's competitive PE environment.Hybrid investing (debt + equity) offers flexibility and downside protection.Operationally light, multi-unit businesses prove resilient—even in crises.Long-term success in PE depends on relationships, not just technical skills.Raw Selection partners with Private Equity firms and their portfolio companies to secure exceptional executive talent. We focus on de-risking executive recruitment through meticulous search and selection processes, ensuring top-tier performance and long-term success.

AI is shifting from assistant to teammate — and that changes everything. In this episode of Today in Tech, Keith Shaw sits down with Karen Ng, EVP of Product at HubSpot, to break down what “hybrid AI teams” actually are, how companies are deploying AI agents alongside humans, and what that means for your day-to-day work. You'll hear why hybrid teams are more than just “using AI tools,” how organizations should onboard agents like new hires, and why governance, guardrails, and trust are the difference between real adoption and risky chaos. Karen shares practical examples (including AI resolving a majority of support tickets), plus a simple three-phase blueprint for getting started: clean your data, focus humans on what they do best, and automate the right tasks. If you're wondering whether AI agents will count as headcount, how much autonomy is too much, and what skills matter beyond prompt engineering — this conversation is your roadmap. In this episode: What a hybrid human + AI team really looks like “Supercharged humans” vs. basic AI usage Where agents work best (and where risk spikes) Onboarding, observability, and human-in-the-loop guardrails Trust, outcomes, and why AI doesn't need to be perfect to be valuable What employees should do now to stay ahead

In this episode of the Garage Gym Athlete podcast, Jerred and Dave delve into the concept of concurrent training, which combines strength and aerobic training. They discuss a recent study on concurrent training, exploring its effects on muscle protein synthesis and hypertrophy. The conversation covers personal experiences with concurrent training, the interference effect, and the importance of proper programming and nutrition. They emphasize the need for athletes to set clear performance goals and the significance of recovery in achieving those goals. The episode concludes with insights on how to effectively approach hybrid athlete training. Takeaways Concurrent training is essential for overall fitness. The interference effect can impact strength and endurance. Proper programming is crucial for concurrent training success. Nutrition plays a vital role in hybrid athlete training. Setting clear performance goals helps in training. Recovery is as important as training itself. Hypertrophy can be achieved while focusing on performance. Avoid arbitrary goals; focus on measurable metrics. The minimum effective dose is key in training. Don't neglect the importance of sleep and hydration. Chapters 00:00 Introduction to Concurrent Training 02:58 Experiences with Concurrent Training 06:14 Understanding the Interference Effect 08:58 Study Analysis: Concurrent vs. Resistance Training 12:11 Programming and Nutrition in Hybrid Training 15:04 Setting Goals for Concurrent Training 17:59 The Importance of Recovery and Nutrition 20:46 Final Thoughts on Hybrid Athlete Training Topics concurrent training, hybrid athlete, strength training, aerobic training, interference effect, nutrition, programming, performance goals, recovery, fitness

Can you help me make more podcasts? Consider supporting me on Patreon as the service is 100% funded by you: https://EVne.ws/patreon You can read all the latest news on the blog here: https://EVne.ws/blog Subscribe for free and listen to the podcast on audio platforms:➤ Apple: https://EVne.ws/apple➤ YouTube Music: https://EVne.ws/youtubemusic➤ Spotify: https://EVne.ws/spotify➤ TuneIn: https://EVne.ws/tunein➤ iHeart: https://EVne.ws/iheart MG HITS 1 MILLION EUROPE AND UK SALES https://evne.ws/4aRGrU7 CHERY PLANS DIESEL PHEV UTE FOR AUSTRALIA https://evne.ws/4c4fEpQ BYD SHOWS LINGHUI M9 PHEV TAXI MPV https://evne.ws/4aGYIU0 NIO HITS 175,976 BATTERY SWAPS IN A DAY https://evne.ws/4tPreLJ BUDGET EVS TOP CHINA'S 2025 SALES CHARTS https://evne.ws/3Ov8bqc CANADA OPENS QUOTA LANE FOR BYD EVS https://evne.ws/4tPTFcH CHINESE BRANDS GROW SHARE AS EUROPE MARKET SHRINKS https://evne.ws/4s3rVPX CHINESE EV INSURERS LOST $825M IN 2024 https://evne.ws/3MpDDp9 SUPREME COURT CUTS IEEPA TARIFFS, OTHERS STAND https://evne.ws/4rEQx1W

Salon and spa leaders, this episode explores what the 2026 Hybrid Salon really looks like and why so many owners are rethinking traditional commission-only models. Michelle shares her real journey of evolving from a large employee-based salon to a thriving hybrid space that blends commission stylists with renters — while protecting culture, standards, and education. You'll hear practical strategies for hiring, onboarding, pricing rent, and managing shared logistics so hybrid models feel collaborative instead of chaotic. The conversation breaks down how transparency, mentorship, and structured systems create opportunity for stylists without sacrificing leadership or brand identity. If you're wondering how to future-proof your salon, attract high performers, and design a model that gives both owners and providers more freedom, this episode gives you a clear blueprint. WATCH ON YOUTUBE: https://youtu.be/2lnJwJXLNJs   GET MY BOOK! From First Date to Forever; How to Market Like A Matchmaker: https://joinmya.com/from-first-date-to-forever-book    POWERED BY:  JOIN mya! joinmya.com   FOLLOW MICHELLE SENOUR Instagram: https://www.instagram.com/beautyby_michellesenour/    LET'S CONNECT! BTT Instagram: https://www.instagram.com/beyondthetechnique MYA Instagram: https://www.instagram.com/join_mya/    FOLLOW KATI WHITLEDGE Instagram: https://www.instagram.com/katiwhitledge/ Get my favorite bio-hacking products: CLICK HERE   SPONSORS Join the PBA: https://www.probeauty.org/

In this episode of the Flex Diet Podcast, I sit down with Denmark-based coach and hybrid athlete Andreas Stobberup to talk about bridging serious strength training with high-level endurance performance. Andreas shares his journey from peaking around 250 lbs with a 405 bench and 600+ squat to dropping to 205 and completing a full Ironman in 9:52—while continuing to coach athletes across disciplines. We discuss the reality gap between amateur and elite performance, how influencer culture often strips context from training advice, and why fundamentals still win: training, nutrition, sleep, and measurable outputs. We break down common misunderstandings around Zone 2 training, why pros don't train the way social media says they do, and how strength athletes can intelligently add conditioning without compromising lifting. We also cover VO₂ max development, microdosing cardio, output-based tracking (times, power, lactate), and how to think about HRV and wearable data in context. If you're interested in hybrid training, improving conditioning without sacrificing muscle, or understanding how to measure what actually matters, this one is packed with practical insight. Sponsors: Daily Fitness Insider Newsletter: https://flex-diet.kit.com/bfa1510fa8 Available now: Grab a copy of the Triphasic Training II book I co-wrote with Cal Deitz here. Episode Chapters: 03:14 Andreas' Early Training Roots: Bodybuilding DVDs, Intensity, and Science 05:55 Powerlifting Peak + Coaching on the Gym Floor (and Genetic Outliers) 08:22 From 250 lbs to Ironman: Switching Gears During COVID 10:45 Influencer Culture vs Real Performance: Respecting the Elite Gap 21:10 Basics First: Exercise Beats Gadgets (Ice Baths, Red Light, Peptides) 22:22 Beginners to Pros: Why the Pendulum Swings Back to Volume, Food, Sleep 27:54 Zone 2 Confusion: What Pros Actually Do and Why Amateurs Misapply It 31:34 Measure Outputs, Not Hype: Testing, VO2 Claims, and What Really Changes 36:56 Individual Response & Coaching Art: Genetics, “Me-search,” and Iteration 43:18 Consistency, Habits, and Coaching Boundaries: Saying No and Referring Out 51:34 Elite Athletes, Blind Spots & the ‘Just Follow the Plan' Problem 53:53 Endurance vs Strength: Train Your Limiting Factor (and What the Research Really Shows) 56:54 Smarter Strength Work for Runners & Cyclists: ROM, Structure, and Staying Healthy 01:01:19 Cardio for Lifters: VO₂max Intervals, Microdosing, and Building Buy-In 01:09:53 Why Aerobic Fitness Pays Off Fast: HR Recovery, HRV, and 3–6 Month Blocks 01:20:05 Fueling Extremes: High-Carb Intake, Gut Training, and What's Actually Happening 01:29:51 Metabolic Flexibility & The Next Wave of Endurance ‘Mad Science' 01:33:52 Where to Find Andreas + Podcast Wrap-Up & Disclaimers Connect with Andreas: Instagram: https://www.instagram.com/andreasstobberup Facebook: https://www.facebook.com/andreas.stobberup Get In Touch with Dr Mike: Instagram: Drmiketnelson YouTube: @flexdietcert Email: Miketnelson.com/contact-us

Is it just me or have you also noticed a growing amount of energy being placed on the creation of "lower caffeine, higher electrolyte" beverages? Are we experiencing an accelerated convergence of the energy and sports drink categories? Driven by consumer demand for beverages that offer both functional hydration benefits and an energy boost, the blurring lines are set to drive further market growth and innovative product iterations. But in hopes of bringing more attention to the optionality within this beverage trend, here are three unique examples for consideration. Firstly, Cadence RACE Energy Hydration Drink includes the brand's core electrolyte blend, but also an evidence-based 1:2 ratio of caffeine & l-theanine to sharpen focus (and fight fatigue). Next, podcaster Alex Cooper packed Unwell Hydration with 700mg of electrolytes, along with a gentle dose of 75mg of natural caffeine. Finally, Huxley puts an all-natural spin on the blurring beverage category…including 90mg of plant-based caffeine from upcycled Cascara Superfruit.

Scorchin' Radio - Latest In Progressive & Hybrid Trance

Abby Connect's CEO, Nathan Strum, reveals what separates successful AI implementations from failures: hybrid models that leverage both technology and human expertise. Their three-tier approach—human-only, AI-only, and hybrid service—addresses different customer needs. AI excels at routine inquiries and complex scheduling that would require extensive human training. Humans handle nuanced situations requiring empathy and creative problem-solving.

In this episode host Iain Ballantyne talks to guest Steve Kershaw, a former Royal Navy submarine officer, about his amazing career under the sea and his work today helping to bring about the UK'S ‘Hybrid Navy' transformation.Iain kicks off by asking Steve to explain what led him to choose a naval career in the mid-1980s and why it was the engineering side of the Senior Service that appealed most.After talking about his time undergoing Initial Sea Training and being ‘streamed' to the Submarine Service as an engineer, Steve relates how for a short period he returned to the Surface Fleet. He spent time in HMS London, including a foray to Berlin as the infamous Wall dividing East and West came down in late 1989.Steve served in several Royal Navy nuclear-powered hunter killer submarines (SSNs) of the Trafalgar Class, including during the 1991 Gulf War. That boat spent 13 weeks dived in the Mediterranean watching Libya to ensure it did not come into the conflict on the side of Saddam Hussein.Steve also went to sea in the Upholder Class diesel-electric submarine HMS Unicorn for a marathon voyage from the UK to the Indian Ocean and Gulf and back. He reveals to Iain how he found the ‘dirty boat' world aboard Unicorn to be somewhat different to the nukes.While away the UK Government decided to take the four (fairly new) Upholders out of commission, which was a blow. Steve reveals the impact that had on Unicorn's crew. A deployment involving Steve, which hit the headlines for the wrong reasons was that of HMS Tireless as part of Naval Task Group 2000, and which saw a circumnavigation of the world cancelled. The SSN was ‘trapped' in Gibraltar for a year due to serious technical problems and Steve returned home rather than going around the world.Among other things Iain and Steve discuss is his time with Naval Sea Trials Party 30 (NSTP 30) and its work to ensure RN submarine sensors remained on the cutting edge during a continuing contest under the sea.Steve and Iain also discuss how the ‘Hybrid Navy' aims to provide a solution to giving the British fleet of today and tomorrow more mass and presence at sea as part of the new Atlantic Bastion concept.*For more on navies and their activities worldwide, get the magazine! Web site http://bit.ly/wifrmag Also, follow it on X @WarshipsIFR Facebook @WarshipsIFR and Warships IFR TV on YouTube @warshipsifrtv3668 • Steve Kershaw served 21 years in the UK submarine service and has spent the rest of his career consulting in Defence and Security. He has been at PwC for over 15 years and a partner for 11 of them. His primary role is to lead consulting teams working in the UK Ministry of Defence (MoD). He is also PwC's Global Security and Defence Sector leader, helping individual territories and multi-national accounts such as NATO to develop and utilise the best that PwC has to offer. He specialises in improving military programmes and procurements and also enterprise-wide transformation.•Iain Ballantyne is the founding and current Editor of ‘Warships IFR' magazine (first published in 1998) along with its ‘Guide to the Royal Navy' (since 2003) and ‘Guide to the US Navy' (since 2018). Iain is also author of the books ‘Hunter Killers' (Orion) and ‘The Deadly Trade' (Weidenfeld & Nicolson), both about submarine warfare, plus ‘Arnhem: Ten Days in The Cauldron' and ‘Bismarck: 24 Hours to Doom' (both published by Canelo). In 2017 Iain was awarded a Fellowship by the British Maritime Foundation, which promotes awareness of the United Kingdom's dependence on the sea and seafarers. Visit his web site Bismarckbattle.com and follow him on X @IBallantyn

In this episode of The Effortless Podcast, Dheeraj Pandey speaks with Dr. Abhishek Bhowmick about how quantum mechanics reshaped our understanding of determinism and why that shift matters for AI today.  From the Einstein–Bohr debates to the idea that nature is fundamentally probabilistic, they explore how the collapse of “if-then” thinking began nearly a century ago. The discussion draws parallels between quantum superposition and modern LLM behavior. At its core, the episode reframes AI as a rediscovery of how reality computes. The conversation then moves from physics to computing architecture, tracing the evolution from scalar CPUs to GPUs, TPUs, tensors, and eventually quantum computing. They examine why probabilistic systems and vector math feel more natural than purely deterministic software. Hybrid computing models show that classical systems still matter. The episode also unpacks what quantum computers are truly good at, especially in cryptography and simulation. Ultimately, it reflects on whether the future of computing lies in embracing probability rather than resisting it. Key Topics & Timestamps 00:00 – Welcome, context, and how Dheeraj & Abhishek met 04:00 – Abhishek's journey: IIT, Princeton, Apple, Snowflake 08:00 – The 1927 Solvay Conference and physics at a crossroads 12:00 – Einstein vs. Bohr: determinism vs. probability 16:00 – Superposition and the collapse of the wave function 20:00 – Fields vs. particles: what is an electron really? 25:00 – Matter particles, force particles, and the Standard Model 30:00 – Transistors, voltage, and the rise of deterministic computing 35:00 – From scalar CPUs to vectors and matrices 40:00 – Tensors, linear algebra, and modern AI systems 45:00 – Principle of Least Action and gradient descent parallels 50:00 – Hallucinations, probability mass, and LLM behavior 55:00 – Vector databases, embeddings, and KNN search 59:00 – GPUs vs. TPUs: matrix vs. tensor architectures 1:05:00 – What quantum computers are actually good at 1:10:00 – Post-quantum cryptography and the future of computing Host -  Dheeraj Pandey Co-founder & CEO at DevRev. Former Co-founder & CEO of Nutanix. A systems thinker and product visionary focused on AI, software architecture, and the future of work. Guest -  Dr Abhishek Bhowmick                                                                                                                                                                                                                Co-Founder and CTO of Samooha, a secure data collaboration platform acquired by Snowflake. He previously worked at Apple as Head of ML Privacy and Cryptography, System Intelligence, and Machine Learning, and earlier at Goldman Sachs. He attended Princeton University and was awarded IIT Kanpur's Young Alumnus Award in 2024. Follow the Host and Guest - Dheeraj Pandey: LinkedIn - https://www.linkedin.com/in/dpandey Twitter - https://x.com/dheeraj Abhishek Bhowmik  LinkedIn –  https://www.linkedin.com/in/ab-abhishek-bhowmick Twitter/X – https://x.com/bhowmick_ab Share Your Thoughts Have questions, comments, or ideas for future episodes?

This week the WOB crew discuss the viability of Hybrid boat engines. Plus the World of Boating Trivia Olympics! The post World of Boating 2-21-26 appeared first on World of Boating Radio Show.

Can you help me make more podcasts? Consider supporting me on Patreon as the service is 100% funded by you: https://EVne.ws/patreon You can read all the latest news on the blog here: https://EVne.ws/blog Subscribe for free and listen to the podcast on audio platforms:➤ Apple: https://EVne.ws/apple➤ YouTube Music: https://EVne.ws/youtubemusic➤ Spotify: https://EVne.ws/spotify➤ TuneIn: https://EVne.ws/tunein➤ iHeart: https://EVne.ws/iheart FRAUNHOFER FINDS PHEVS BURN TRIPLE CLAIMED FUEL https://evne.ws/40kSeFr EU SMALL-EV CLASS REVIVES VW GROUP PLANS https://evne.ws/46eAv6e IONIQ 5 PROTOTYPE DITCHES BUTTONS FOR BIG VERTICAL SCREEN https://evne.ws/4tLfE4v TESLA CUTS CYBERTRUCK PRICES AS SALES SLUMP https://evne.ws/4c5QDKR EVS SCORE FEWER SERIOUS FAULTS IN INSPECTIONS https://evne.ws/4s6r7do STAGECOACH PLOTS 110 ELECTRIC BUSES FOR DEVON https://evne.ws/4qOQfnN AUCKLAND ELECTRIC-HYBRID FAST FERRY CLEARS SEA TRIALS https://evne.ws/46fBDq5 USED EV BATTERIES HOLD UP, DATA SHOWS https://evne.ws/4kJdmyx

Send a textWhat actually needs to be in place before digital pathology can replace the microscope?In this episode of DigiPath Digest, I walk through the 2026 Polish Society of Pathologists guidelines and translate them into practical steps for real pathology labs. This isn't theory. It's about hardware fidelity, data integrity, validation, and AI integration — and what each of these actually requires in daily workflow.We talk about scanner resolution standards (≤0.26 μm per pixel), 4K monitor calibration, visually lossless compression (20:1), scalable storage, pathologist-driven validation, and what “non-inferiority” truly means.Digital pathology is not just a change of medium. It's an operational shift.Episode Highlights[00:02] Community & growth 1,600+ new newsletter subscribers, 10,000+ Facebook members, and free Digital Pathology 101 book access.[07:20] The 4 pillars of adoption Hardware fidelity · Data integrity · Clinical validation · Future integration.[08:30] Hardware requirements 40x equivalent scanning (≤0.26 μm/px), 4K monitors, >300 cd/m² luminance, 10-bit color depth.[12:00] Workflow & throughput 200–300 slides/day per scanner, automated focus control, urgent case prioritization.[17:25] Storage & archiving ~1 GB per slide. Active archive (6–24 months). Long-term retention (10–20 years). GDPR compliance & TLS encryption.[23:09] Validation philosophy Pathologist-centered validation. Two phases: • Familiarization (~20 retrospective cases) • Dual review with discrepancy tracking Goal: digital must be non-inferior to glass.[29:03] AI in digital pathology AI supports quantification (Ki-67, HER2, ER/PR, PD-L1), tumor detection, and future multimodal predictions — but pathologists remain central.[33:26] Intraoperative telepathology

The Late Night Vision Show is back again this week with a full field review of the InfiRay Outdoor Hybrid Compact HC50R, the first ever thermal rifle scope with a 640 resolution 10 micron thermal sensor! We explore what 10 microns really does for image clarity and detail and how the HC50R performs in real world hunting scenarios.  If you're curious about the performance of this scope, be sure to watch this review.

That promotion you did not get? It was probably not decided in a performance review. It was decided on a golf course, at happy hour, or in a conversation you were never invited to.Informal networks at work are where the real career decisions get made and most women are not in those rooms. Research shows that 70 to 80 percent of promotions and high-visibility opportunities are driven by professional relationships, not performance alone. Yet women's networks are 30 percent smaller than men's, and the gap widens at every level of leadership.In this episode, SisterSmart Leadership Coaches Jill and Sara Spencer break down everything you need to know about building influential professional relationships and developing career sponsorship strategies that actually work. You will learn how to network professionally without feeling self-promotional, how to build strategic relationships when you are working remotely or in a hybrid environment, and how to identify the sponsors and senior leaders who will champion your next promotion.Whether you are trying to rise from director to VP, get noticed by senior leadership, or simply figure out how to build the kind of network that opens doors, this episode gives you a clear, practical framework to make it happen on your own terms.WHAT YOU WILL LEARN IN THIS EPISODE:01:50 -- Why informal networks at work drive promotions more than performance and what you can do about it04:30 -- The biggest misconception women have about professional relationships building (and the mindset shift that changes everything)08:45 -- Formal vs. informal networks and which one is actually driving career advancement11:00 -- How to build the professional networking muscle with just one hour a week15:30 -- Creative, low-pressure ways to connect that do not require evening events or forced small talk19:45 -- Hybrid work networking strategies, how to stay visible and build relationships when you are not always in the office24:00 -- How to map your network and close the gaps that could be holding back your promotion28:30 -- Career sponsorship strategies, how to identify and build relationships with the senior leaders who will advocate for you33:00 -- Three action steps you can take this week to start building a network that moves your career forwardTHIS EPISODE IS FOR YOU IF:You are a woman in leadership who wants to move from director to VP or into senior executive rolesYou have been waiting for your hard work to speak for itself and it is not workingYou want professional networking tips that feel authentic, not sleazy or self-promotionalYou are looking for a career coach for women who understands the real barriers to promotionYou want to build executive presence and get noticed by the right senior leadersFREE RESOURCE MENTIONED IN THIS EPISODE:Stakeholder Mapping Guide: https://sistersmart.ck.page/fb7440c515 ALSO MENTIONED IN THIS EPISODE:Free Passport to Promotion Private Podcast -- 7 Steps to Get Promoted from Director to VP: https://joinsistersinleadership.com/7-steps

Thanks to our partners Promotive and Wicked FileWhat if the pay plan you've been debating isn't actually the problem?In this solo episode, Hunt Demarest tackles one of the most argued topics in the auto repair industry: how to pay your technicians. After seeing it debated online once too often, Hunt pulls from hundreds of real shop benchmarks to cut through the noise — and his answer might surprise you.Hunt breaks down the three main structures — flat rate, hourly/salary, and hybrid — explaining what each one actually incentivizes, where each one breaks down, and why half of his top-performing shops use flat rate while the other half don't. The takeaway: no pay plan alone will fix a production problem.From the classic flat rate with no minimums to California flat rate, tiered hourly structures, and spiff-based systems, Hunt walks through the real-world mechanics of each — including the overtime trap that catches shop owners off guard when non-discretionary bonuses are in play.This episode also covers team-based vs. individual pay plans, with a detailed real-world example of a six-tech shop that saw production climb for six months after switching to a team bonus structure — then slide consistently for the next 18. Hunt explains exactly why it happened and what the senior tech said that made it all make sense.The bottom line: if you change the pay plan without changing how you manage, communicate, and operate, you're just changing the numbers on a piece of paper.Hunt also previews next week's episode on manager and advisor pay plans, and announces that Reed Melis of Paar Melis & Associates will be teaching a class on shop pay plans at Vision in Kansas City.What you'll learn…(00:08) Why Hunt dedicated a full episode to tech pay plans(01:30) Why half of top benchmark shops are flat rate — and half aren't(02:59) Understanding flat rate: the core appeal for money-motivated players(06:46) Can flat rate mask a bad manager — and can hourly survive one?(09:00) The downsides of flat rate: comebacks, culture, and sick time(12:00) California flat rate explained(14:38) Hourly and salary: the easiest pay plan — and its one massive drawback(17:00) The awkward conversation every hourly shop owner eventually has to have(19:30) The compliance issue most shops don't know they have(21:00) The most important rule of any pay plan: if they can't understand it, it won't work(22:05) Hybrid and tiered rate structures: how they work and who they work for(24:00) Spiff systems: how a simple $100 bonus can drive a 10% production increase(25:30) Team-based vs. individual pay plans: the theory, the appeal, and the culture risk(27:30) Why a team bonus structure boosted production then quietly tanked it(30:00) Pay plans as a forever-moving target: why honest conversations matter more than the structure itselfThanks to our partner PromotiveIt's time to hire a superstar for your business; what a grind you have in front of you. Introducing Promotive, a full-service staffing solution for your shop. Promotive has over 40 years of recruiting and automotive experience. If you need qualified technicians and service advisors and want to offload the heavy lifting, visit https://gopromotive.com/Thanks to our Partner WickedFileTurn chaos into clarity with WickedFile, the AI for auto repair shops. Transform invoices into insights, protect cash flow, and stop losing parts, cores, or credits to maximize your bottom line. visit https://info.wickedfile.com/Paar Melis and Associates – Accountants Specializing in Automotive...

Welcome back to a brand-new series of the Building Better Cultures Podcast! In the first episode of the season, host Scott McInnes is joined by Phil Codd, Managing Director of Expleo in Ireland. They discuss the multifaceted nature of organisational culture, emphasising the importance of aligning leadership and employee cultures. Phil shares insights on employee happiness, effective communication, and the significance of feedback loops in fostering a positive work environment. The conversation also touches on the challenges of hybrid work, the future of organisational culture, and the need for organisations to adapt to a more flexible and inclusive work environments.   Here are some of the key insights from the episode: ·      Culture isn't just one thing; organisations have multiple cultures. ·      Happy employees lead to happy customers and growth. ·      Effective communication is a critical leadership skill. ·      Feedback loops are essential for employee engagement. ·      Celebrating employee longevity can enhance morale. ·      Technology can facilitate continuous feedback in organisations. ·      Hybrid work requires new ways of connecting teams. ·      Organisational culture is not confined to physical spaces. ·      Aligning leadership culture with employee culture is vital. ·      Policies should focus on the human aspects of work. Chapters: 00:00 Introduction to Building Better Cultures Podcast 03:12 Understanding Organisational Culture 09:54 The Importance of Communication in Culture 12:30 Feedback Loops and Employee Engagement 17:29 Flexibility and Hybrid Working Models 23:51 Challenges of Geographic and Hybrid Work 28:58 Future of Work and Cultural Alignment Keywords: Organisational culture, leadership, employee engagement, communication, feedback loops, hybrid work, employee happiness, culture alignment, workplace dynamics, future of work Connect with us: LinkedIn YouTube Instagram

If you know Alex, you know that she struggles with change. Especially big ones. And you also probably know how seriously she takes her training for running, strength, and triathlon. Which makes changing coaches and training programs probably the biggest and most impactful change that she's made since deciding to step away from a legal career. And a change that big deserves a podcast episode! So for this episode, we are diving deep on the drivers behind making a training change like this and how she is handling it mentally. Whether your interests lie in training and program design for hybrid training or in the more personal side of things, this episode is for you.

"Culture is defined by how we treat each other when nobody's watching." This philosophy, forged in the fires of firefighting and high-stakes football, has driven the growth of one of the Pacific Northwest's most successful independent luxury real estate firms.In this episode of Gratitude Through Hard Times, Chris Schembra sits down with Nick Schleckaway, the CEO and founder of Amherst Madison. While Nick is a titan of the real estate industry, this isn't a conversation about market trends or interest rates. This is a visceral exploration of "Earned Connection"—the intentional effort required to build a sense of belonging in a world that has traded physical presence for digital convenience.Nick shares a vulnerable look at his own "hard week," discussing the weight of leadership when key team members move on and how he leans on the "lifeboat" of his family to stay afloat. Together, Chris and Nick dismantle the myth of hybrid culture, arguing that true innovation isn't found in a Zoom call, but in the friction of being together.10 Memorable Quotes:"Culture is how we treat each other when nobody's watching.""My family is my lifeboat; when the professional waters get choppy, they keep me from sinking.""Hybrid is not where you work. It's how you work.""Convenience is the enemy of connection.""Culture doesn't happen in a recorded town hall; it happens in the unscripted moments.""You can't lead a 1099 workforce with a W2 mindset.""The office isn't just a place to work; it's where trust is traded.""Leadership is defined by what you are willing to put up with.""We are trading meaningful friction for frictionless isolation.""If you want to scale belonging, you have to shrink the room."10 Key Takeaways:The 1099 Culture Challenge: Building culture for independent contractors is fundamentally different from employees; it requires creating an environment people choose to enter rather than one they are paid to stay in.The Performance Gap: There is a direct correlation between physical office presence and professional success; agents who show up in person consistently outperform those who stay remote.Convenience vs. Connection: Companies often mistake "easy" interactions (like virtual happy hours) for real culture. True belonging requires "earned connection," which often involves the effort of physical proximity.The "Lifeboat" Strategy: During professional trials, leaders must identify their personal anchors—for Nick, it is his wife Megan and children Charlotte and Beau—to maintain perspective.The Myth of Hybrid: Hybrid work should not be viewed as a location, but as a methodology. Without intentionality, hybrid often defaults to total disengagement.Friction as a Tool: Meaningful relationships require "friction"—the effort of travel, the risk of face-to-face conversation, and the lack of a "mute" button—to develop depth.Scaling via Intimacy: To impact a large organization, leaders should focus on frequent, intimate, small-group gatherings rather than infrequent, massive corporate events.Trust as Currency: In high-stakes industries like real estate, trust is the primary currency. That trust is built faster through non-verbal cues and "hallway talk" than through digital screens.Leading by Example: A leader's primary job in culture-building is modeling the behavior they want to see, especially when it comes to showing up and being present.Human-Centric Real Estate: Despite the rise of AI and digital platforms, real estate remains a deeply human, referral-based business that relies on local community ties.About our Guest: Nick Schleckaway Founder & CEO, Amherst MadisonNick Schleckaway is an entrepreneur, executive coach, and the visionary leader behind Amherst Madison, Idaho's top luxury real estate brokerage. A former firefighter and captain of the Boise State University football team, Nick brings a unique blend of "grit and grace" to the corporate world. Under his leadership, Amherst Madison has become one of the fastest-growing independent firms in the United States, known for its high standards and unique culture.Nick's perspective on resilience is shaped by his background in emergency services and his upcoming book on company culture. He is a devoted father and husband, residing in Boise, Idaho, where he continues to advocate for the power of physical presence and authentic human connection in the modern workplace.

#aknightofthesevenkingdoms #gameofthrones #dunkandegg Honor is challenged, loyalty is tested, and pride is on the line when the Trial of Seven begins for Dunk. A look into Dunk's past gives a glimpse of how he became the man he is today. Justice is served, but comes with a high cost.

Our usual Following Signposts faces its biggest challenge yet: Lorwyn Eclipse's crazy draft structure! Part traditional set, part hybrid nonsense, with 8 archetypes instead of 5 or 10. Tons of hybrid talk, which is looking to be a key part of the UB small set era. Khord's stuff: https://linktr.ee/Khord22 Join Beacon of Creation's Discord: https://discord.gg/t88Vpwh Show Notes and Images: https://beaconofcreation.com Intro music by Dee Culp

On episode 734 of 40+ Fitness Podcast, we dive into the world of hybrid athleticism with Alex Vieira, renowned coach, educator, and author of The Ultimate Hybrid Athlete: A Definitive Guide to Achieving Peak Athleticism Across All Disciplines. Hosted by Allan, this episode explores what it really means to be a "hybrid athlete"—balancing strength, endurance, and overall resilience no matter your age. Alex shares his journey from clinical research to coaching more than 1,000 athletes, and explains how anyone—regardless of body type or background—can train to be both strong and enduring. You'll learn about eliminating "junk volume" in your workouts, the true meaning of progressive overload, and how to periodize your training when you're balancing multiple athletic goals. Plus, Alex introduces the RAMP warm-up system, and offers practical strategies for staying healthy, fit, and mentally sharp well into your 40s and beyond. Time Stamps: 05:38 Embracing Growth Beyond Identity 07:21 Training with Intent 10:17 Progressive Overload Simplified 15:06 Hybrid Training and Progression 18:43 Steps to Optimize Workout Prep 22:56 70/30 Diet Planning Approach 23:52 Balance Life and Sharpen Mind https://completehumanperformance.com  

We have a new name and we have new guest! On todays show host Ari welcomes  Jeremy Brown, the founder of Life by Design, discussing his transition from traditional personal training to a holistic wellness and movement brand. Brown advocates for a "movement weirdo" philosophy, which encourages playful, intuitive physical activity over the rigid structure of typical gym routines. He explains that incorporating functional modalities like animal flows, floor rolling, and hand-eye coordination drills can improve athleticism and coordination for people of all ages. They discuss how neurodivergent individuals often thrive in these flexible environments where they can explore various options rather than following a strict script. Ultimately, Brown aims to foster a movement culture in Milwaukee and beyond that balances intense strength training with mindful, dynamic play.Follow Jeremey on Instagram @lyfebydzyneSupport the showSubscribe to Running Scared Media wherever you get your podcasts for more episodes! RunningScaredMedia.comVisit our shop to purchase our jogcasts and other merchEmail us at: therunningscaredpodcast@gmail.comFollow us:Instagram @runningscaredmediaJoin our FB Running Group

In this episode of Arm Viewpoints, Brian Fuller speaks with Bob O'Donnell, Founder and President of Technalysis Research, about the rise of hybrid AI and what it means for enterprise strategy. From the “great AI repatriation” back to private data centers to the growing role of AI PCs and agentic workflows, Bob explains why AI is becoming more distributed across cloud, enterprise, and edge environments. They explore workload placement, infrastructure investment, AI browsers, connectivity, and what CIOs should be doing now to prepare for a decentralized AI future. A must-listen for IT leaders navigating AI at scale.

Sorghum costs less to plant and requires less water to generate productive tonnages. For years, sorghum has been ignored as a dairy forage, because the starch filled berry was nearly impossible to process, limiting the energy available to the cow. To combat this issue a male sterile bmr dwarf variety was developed with no grain head as an opportunity to harvest a nutrient dense, resilient leafy forage. Researcher Juan Pineiro, Associate Professor & Extension Dairy Specialist at Texas A&M AgriLife Research and Extension Center in Amarillo and his team substituted a portion of corn silage in the TMR with sorghum silage to determine the feasibility of this forage for dairy farms. The team found an improvement in dry matter intake which resulted in a nearly 8lb increase in milk produced when substituting 25% of the corn silage with headless sorghum silage. To compensate for the decrease in dietary starch, Dr. Pineiro added ground corn into the ration to balance energy. Additionally, Dr. Pineiro drew our attention to the recent advancements in berry processing for the non-sterile varieties. “We were able to see 0-1% intact berries remaining with the recently patented processor,” he explained. This unlocks the starch available to the cow and should causes dairymen to consider planting once again. He cautions hybrid selection, harvest timing and processing are all keys to making this affordable resilient forage to earn a spot in your ration. Sorghum should be given a second look, especially in water limiting – dairy dense regions. Listen-in to this episode for an update in sorghum advancements for your dairy. Topics of discussion 2:05      Introduction of Dr. Juan Pineiro 2:48      What is male sterile sorghum 4:54      Sugar impact on fermentation profile of sorghum silage 5:50      Harvesting management for dwarf bmr sorghum 7:47      Substituting corn silage with sorghum silage 9:42       Increase of 6.6 lbs in dry matter intake 13:07     Increase of 8lbs of milk by substituting 25% corn silage with sorghum silage. 14:09    Cropping strategies 15:18     Financial and risk considerations on the forage system 16:05    Crop rotation or double crop options 17:36    Hybrid selection matters 19:13    Berry processing technology advancements 21:05    Principals of starch degradability   21:41    Results – shift in population, but same microbial efficiency 23:58     Best berry processing – headlage or whole plant 25:36     Increasing ensiling duration to increase starch digestibility   29:38     Timing of harvest -  late soft dough to optimize the total tonnage, starch concentration and reduced   leachate 30:41    Next research : 0, 3, 6, 9 month fermentation with 2 varieties of sorghum – yielded 80% starch digestibility 32:21     What's the custom harvesters charging with this new berry processor 33:17     What do you want ‘boots on the ground' dairymen to know about your project  Featured Articles: Effects of partially replacing corn silage with brown midrib male-sterile sorghum silage on intake, digestibility, and milk production in dairy cows Effects of a novel onboard sorghum kernel processor and height of cut on berry processing score and ruminal in situ starch disappearance of forage sorghum ensiled for 0 and 90 days #2xAg2030; #journalofdairyscience; #openaccess; #MODAIRY; #starchdegradation; #sorghum; #dwarf; #bmr; #fermentation; #ruminantnutrition; #dairysciencedigest; #ReaganBluel

What if your private practice could be a platform for change—for your clients and yourself?Today's guest didn't just start a private practice; she built a mission-driven business that blends speech therapy with fierce advocacy. She traded burnout for autonomy and now uses her voice to empower families navigating the complex world of IEPs.I'm so excited to introduce you to Colleen Ashford, a speech-language pathologist and one of the dedicated clinicians inside our Grow Your Private Practice Program. Colleen is the owner and founder of Ashford Speech and Advocacy PC, a mobile and virtual private practice based in Vista, California where she provides evaluations, treatment, consultations, and advocacy at IEP meetings.For Colleen, starting her own practice was about more than flexibility and income—it was about authentic, values-driven work. She has created a unique model that allows her to serve early intervention clients and act as a special education advocate, ensuring families are supported at every step.In this episode, Colleen reveals how leaving the constraints of clinic and school jobs allowed her to design a practice that fits her life, serves her community deeply, and lets her show up as her full, authentic self.Colleen Ashford is a licensed speech-language pathologist and certified special education advocate. After graduating from the University of Illinois with her bachelor's and Illinois State University with her master's, she began her career in a public elementary school with a bilingual program, which fueled her focus on improving her Spanish to better serve her students and families. Love brought her to Southern California, where she worked in multidisciplinary clinics alongside OTs and PTs, learning invaluable lessons about sensory and motor development that inform her holistic approach today.Now in her full-time practice, Colleen's areas of focus include AAC, Autism, Childhood Apraxia of Speech, and parent coaching in early intervention. She is passionate about providing culturally responsive early intervention services to the Spanish-speaking population in her own neighborhood. Always an advocate at her core—and now in title—Colleen equips every parent she serves with knowledge of their educational rights and how to navigate the world of special education. Beyond her community, she brings honest conversations about the IEP process to listeners everywhere through her podcast, Unfiltered IEPs.In Today's Episode, We Discuss:Leaving a "good job" to answer the craving for flexibility and authentic impactThe moment she realized her school-based experience was a superpower for families in needBuilding a hybrid practice with multiple revenue streams, from early intervention to AAC coachingHow embracing systems gave her back her time and freedomColleen is a powerful example of how you can design a practice that aligns with your deepest values. We are so grateful to have her wisdom and passion in our Grow Program. Her journey proves that with the right tools and community, you can build a career that doesn't just sustain you, but fulfills you.Want to build or scale a private practice that fuels your passion and gives you the autonomy you crave—just like Colleen? Discover how our Grow Your Private Practice...

Podcast guest 1725 is Maria Cuccia, who had an alien abduction experience in 1992 and was shown a boy and was told he was her son who happened to be a human-alien hybrid. In an interview that will challenge everything you thought you knew, author Maria Cuccia sits down to discuss her groundbreaking book, "His Name is Elijah." Maria shares details about her son, Elijah, a child she believes is an alien-human hybrid.His Name is Elijahhttps://amzn.to/49jPnAFMaria's YouTube channelhttps://www.youtube.com/@MariaCucciaMaria's Websitehttps://mariacuccia.com/CONTACT:Email: jeff@jeffmarapodcast.comAmazon Wish Listhttps://www.amazon.com/hz/wishlist/ls/1ATD4VIQTWYAN?ref_=wl_shareTo donate crypto:Bitcoin - bc1qk30j4n8xuusfcchyut5nef4wj3c263j4nw5wydDigibyte - DMsrBPRJqMaVG8CdKWZtSnqRzCU7t92khEShiba - 0x0ffE1bdA5B6E3e6e5DA6490eaafB7a6E97DF7dEeDoge - D8ZgwmXgCBs9MX9DAxshzNDXPzkUmxEfAVEth. - 0x0ffE1bdA5B6E3e6e5DA6490eaafB7a6E97DF7dEeXRP - rM6dp31r9HuCBDtjR4xB79U5KgnavCuwenWEBSITEwww.jeffmarapodcast.comNewsletterhttps://jeffmara2002.substack.com/?r=19wpqa&utm_campaign=pub-share-checklistSOCIALS:Instagram: https://www.instagram.com/jeffmarapodcast/Facebook: https://www.facebook.com/jeffmarapodcast/Twitter: https://www.twitter.com/jeffmaraP/The opinions of the guests may or may not reflect the opinions of the host.

Essayist and fiction writer Erica Stern on writing hybrid nonfiction, weaving memoir with research and a ghost-story thread, and finding a publishing home for genre-defying work.   You'll learn:What “hybrid nonfiction” can look like when memoir, research, and a fictional thread are all working toward one emotional truth.Ways to make a genre-bending draft feel cohesive, even when it's built from multiple modes and timelines.How reverse outlining can help you figure out what each section is really doing, and tighten the book's throughline in revision.Why “moving the pieces around” for a long time can be part of the process when the structure has to be discovered, not imposed.A mindset shift for writers making unconventional work: follow what the project needs first, before you worry about outcome or category.How to treat “weirdness” as an asset (not a liability) when the form is doing meaning, not just style.Practical publishing encouragement for genre-defying books: small presses can be a strong fit, and there's a growing audience for hybrid forms.What it can look like to publish without chasing “bestseller” logic, and instead focus on reaching the right readers with the best version of the book.Why writing “for the market” isn't the only path to publication—and how commitment to the story can be what ultimately helps it find a home.  Resources & Links:

Podcast 405 "Pen and paper will solve almost anything. Or at least start the process." - Nicholas Bate This week, I have a special episode for you about what I have discovered over the last two years from bringing pens and paper back into my productivity system. It's certainly been an eye-opener for me.    Links: Email Me | Twitter | Fac ebook | Website | Linkedin   The Hybrid Productivity Course    Get Your Copy Of Your Time, Your Way: Time Well Managed, Life Well Lived The Working With… Weekly Newsletter Carl Pullein Learning Centre Carl's YouTube Channel Carl Pullein Coaching Programmes Subscribe to my Substack  The Working With… Podcast Previous episodes page   Script | 405 Hello, and welcome to episode 405 of the Your Time, Your Way Podcast. A podcast to answer all your questions about productivity, time management, self-development, and goal planning. My name is Carl Pullein, and I am your host of this show.  A week ago, I launched a brand new course called the Hybrid Productivity Course. The purpose of this course was to help those who have found that a digital-only approach has led to a loss of focus on what's important and a sense of extreme overwhelm and distraction.  As in most areas of life, a one-size-fits-all methodology rarely works. All humans are unique. We think differently, have different life experiences, grow up differently and experience life through many different cultures.  It stands to reason that none of us will have exactly the same needs as everyone else.  We saw this during the pandemic. Around 50% of people loved working from home. They thrived and became much more productive. The other 50% struggled, found it hard to do their work, and lost their enthusiasm and energy for it.  This highlighted the difference between extroverts and introverts. Extroverts bounce off the energy of other people. They need the bustling office environment to operate. Take that away, and they slump.  Introverts, on the other hand, thrive in the opposite conditions. Quiet spaces and solo environments are where they thrive.  I always struggled in an office environment. I found it difficult to concentrate and focus. When I began working from home in 2015, my productivity went through the roof. I suddenly had the freedom to work when I liked, where I liked and in the quiet solitude of my front living room.  One advantage of an all-digital system is that you can easily add many features to your digital tools without much thought.  I noticed this while testing Todoist's new feature, Ramble. Ramble lets you have a conversation with Todoist, and it pulls out all the things you indicate need to be done. Sounds great in theory, until you test it out.  Just a two-minute “conversation” with Ramble led to 15 tasks!  When I went back into my inbox to sort them out, I realised that the majority of those tasks were low-value, would-be-nice-to-do tasks, but realistically, there was no way I would have the time to do them.  I edited down that list of 15 to 6 tasks.  The problem is that most people will not edit these lists. It's time-consuming, and you have to think it through. Two things that are out of fashion these days, it seems. This is where I found bringing a pen and notebook back into my system really helped. It forced me to edit down my list of tasks for the day. It also made me smarter when writing my lists.  If I had five people to call today, in the digital system, I would write out all five calls independently. It didn't take long, and most of those would already be in the digital system. All I had to do was add a date.  In a paper system, it would mean writing out all those calls individually. You soon find that rather than doing that, you would write “do my calls”. Writing those three words strangely reinforced the action. All you then needed to do was to ensure that any communication tasks were correctly labelled in your digital system.  This is where the seeds of a hybrid system began to take shape.  If it were easier to collect using digital tools, then why stop doing it that way? If you were more focused when writing out a daily to-do list than using a digital to-do list, why stop doing that?  My idea was to marry the two.  This led to the development of what I call my Day Book. However, before I got there, I went back to my roots and used the Franklin Planner for eighteen months.  The strength of the Franklin Planner is in the way the daily pages are laid out. You have your daily prioritised task list on the left, your calendar for the day next to it, and, on the right page, a place to keep notes and ideas.  This means that once you have written your appointments, you can see how much time you have available to do tasks. It forces you to be realistic.  If you had seven hours of meetings and began writing out a long list of tasks, you would instantly see that you were creating an impossible day.  If you were to consider meeting overruns, the “urgent” messages and “quick questions” that will inevitably come your way that day, it's likely you won't be doing any tasks.  Yet the digital system won't show you that. All it shows you are the tasks you have dated for today.  And let's be honest, most people are adding dates to tasks, not because they need to be done that day, but because they are afraid they will forget about them or they will get lost in the system.  That's not how a to-do list is meant to work. It's meant to give you a clear indication of what needs to be done. On a day-to-day basis, that means what needs to be done today.  The act of writing down on a piece of paper the tasks that need to be done today forces you to be realistic.  When it comes to storage, though, paper is not so great. It's here where digital tools shine. You can easily store files and documents. You can keep meeting notes together in one place and create a master project note for all your projects, so everything is kept together in one convenient place.  And of course, digital's piece de resistance, search.  If you were to keep all your notes in notebooks, you would soon have notebooks all over the place, and notes would be difficult to find unless you carefully indexed every notebook you used. Perhaps not the best use of your time.  Instead, you can keep all your notes in a notes app, and allow it to use keywords, date ranges or titles to find what you need when you need it.  However, I have discovered that paper is a great planning medium. This is where I always used to struggle.  When I first began teaching, there were no such things as Evernote or Apple Notes. They didn't come along until five years after I began teaching. I therefore used my old counsel notebooks. These were what would be described as foolscap in size, slightly taller than A4, and had a royal blue cover.  Given that throughout my school and university days, I would always plan out my essays on paper, it was perfectly natural for me to make notes on paper when planning my lessons. Then we had the digital explosion. Smartphones became a thing, followed shortly afterwards by apps. I began using Evernote in 2009, and I started planning digitally.  It was certainly convenient, but I did notice I rarely went into any depth. I tried using mind-mapping software, but it didn't help.  I thought there must be something wrong with me.  Then, a couple of years ago, I began seeing studies about how our brains work differently between digital and physical tools.  The most striking studies found that when you write on paper (or a whiteboard), you activate the same areas that artists activate when creating art. This is the creative centre of your brain.  When you tap on a keyboard, you don't. Tapping is formulaic and monotonous. If you think about this, it makes perfect sense. When you handwrite, you are forming shapes. Letters are shapes. When you write via keyboard, all you are doing is tapping. There's nothing artistic about that.  This was when the penny finally dropped for me. There was nothing wrong with me! It was science.  Now, I would never consider opening up my phone or laptop to sketch out an idea. I would open a notebook.  One of my favourite ways of doing this is to grab a notebook, a few pens and a pencil and head off to a local cafe for an hour or two. I can sit in a corner and brainstorm ideas for new courses, YouTube videos and blog posts.  Since I began doing this, my productivity has improved significantly. It helped because I have fewer re-edits to do. When I sit down at the computer to write, I now have a fully planned-out structure and well-thought-through points, and I am writing the first draft much faster. It seems that planning works best on paper, yet storage and output are best digital. Again, leading to the conclusion that there is a place for both digital and analogue tools in a solid productivity system.  I saw this all in action recently. I was watching a UK Supreme Court session, where a barrister (a lawyer who speaks before a judge, not someone who makes coffee) had an iPad in front of him containing all the case files and documents. Yet his speaking notes were on paper. As he made his arguments before the judge, he marked off the points with a pencil and added notes.  The opposing barrister was also using the same tools. Her case files were on an iPad, yet as she listened to her opposite number, she was taking notes in a notebook and appeared to be adding revisions to her own speaking notes.  What's more, if we're being honest, stationery is much more fun than digital tools. Digital fonts, screens and keyboards are not really all that exciting.  But the many different types of pens, pencils, notebooks, and pencil cases at all different price ranges give you the ultimate way to make your tools truly personal.  I'm sure you already know I love fountain pens. I've been writing with them since middle school and just love the way the nib feels on a quality sheet of paper.  I remember being excited when Apple brought out the Apple Pencil. When I got one, and tried it out I was horrified. It was the worst writing experience I'd ever had. I've tried Paperlike and tested a Remarkable. Yuk! None of them comes close to the experience you get from a real pen and paper.  And so, after two years of testing, playing and refining, I came up with what I would describe as the “perfect” system. A method that marries the power of digital with analogue tools.  Digital for storage and output, paper for planning and thinking.  It works. I tested it with some of my coaching clients, and even my wife has started using it for her university studies.  What's more, it works superbly with the Time Sector System. You keep all your tasks in your digital task manager, and only when you decide to do them, you put them on paper.  What you will discover immediately is that you are no longer staring at an almost infinite list of things you could do, and instead, you see a list of genuine tasks that need to be done today. No more overwhelm, just a focused list and a realistic day.  If you are interested in learning more about this course, I will put a link in the show notes. Currently, you can get the course with the early-bird discount for just $49.95.  But if you're not interested, try using a notebook for your planning and daily task list this week. Watch what happens to your productivity.  Thank you for listening, and it just remains for me to wish you all a very, very productive week.   

Could Doug Pederson's hybrid West Coast approach be the model for Sean Mannion's Eagles offense? Krause and McMullen dive into how Pederson mixed RPOs, 12 and 13 personnel, and timing routes and why Mannion may need the same rather than forcing a pure Shanahan system on Jalen Hurts.Support this podcast at — https://redcircle.com/birds-365/donationsPrivacy & Opt-Out: https://redcircle.com/privacy

Radio show hosted by Super8 & Tab.

How do you know whether your company's culture is happening by accident or being intentionally designed? That's the challenge we explore in this episode of Do Good to Lead Well, as I sit down with culture architects James D. White and Krista White, co-authors of the USA Today bestseller “Culture Design.”James and Krista share why now, more than ever, leaders can't afford to leave culture to chance. Their advice springs from decades of practical experience: culture isn't a poster on the wall—it's what people do when no one is looking.In a thought-provoking and engaging conversation, they answer timely questions from the audience including: How do you diagnose the real health of your culture? Can values become more than just “word salad?” What about the unique pressures of remote work, generational differences, or legacy cultures stuck in old patterns?Through stories and concrete examples, James and Krista reveal what organizations can actually do. They talk about running “archaeological digs” through interviews and surveys, turning employee feedback into actionable strategy, and the power of empathy. They explain how and why leaders should “listen with heart,” make time for micro-moments of connection, and value small steps over perfection.Perhaps the most powerful takeaway is that designing culture is ongoing work. It's about ensuring that how you operate matches what you say you value and having the courage to change, with empathy, when your organization needs it most.What You'll Learn- Culture is always there – whether you design it or not.- The importance of closing the “say-do” gap.- Empathy is a leadership superpower.- How to design your culture for both stability and change.- Why you want your values to be actionable and personal.- The key role of middle managers in fostering culture.- Honor the past, but don't cling to it.Podcast Timestamps(00:00) - The Inspiration and Meaning Behind "Culture Design"(05:47) - Intentional Culture: Design vs. Default(07:17) - Diagnosing Organizational Culture(16:00) - The Future Back Approach in Leadership(18:37) - Values: From Performative to Impactful(22:21) - Organizational vs. Individual Resilience(25:47) - Empathy as a Leadership Foundation(33:00) - Generational and Hybrid Workforce Dynamics(43:37) - Measuring, Supporting, and Sustaining Culture ChangeKEYWORDSPositive Leadership, Culture Design, Organizational Culture, Empathy, Resilience, Values, Change Management, Transformational Leadership, Inclusion, Organizational Stability, Leading with Integrity, Rituals, Future-back Methodology, Cross-generational Workforce, Remote Work, Hybrid work, Employee Engagement, AI adoption, Feedback Loops, Legacy Culture, CEO Success