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In this episode of The Digital Lighthouse, host Zoe Cunningham is joined by Sasha Burgoyne, Head of Academy Operations, and Esme Chant, DE&I Lead at Softwire. Together, they discuss the importance of creating inclusive workplaces for employees with disabilities, sharing personal experiences and practical strategies for both employers and employees.

In this episode of The Digital Lighthouse, host Zoe Cunningham explores the challenges and opportunities for women career switchers in tech with Sasha Burgoyne and Esme Chant from Softwire. Join them as they discuss: Why women career switchers need additional support in tech Creating supportive workplace environments for career switchers The value career switchers bring to tech organisations The structure and benefits of the TechSwitch program About Guests Sasha Burgoyne is the co-founder of TechSwitch, an award-winning software development training programme for career switches looking to move into tech, as well as people looking to return to the workplace. She is also Head of Academy at Softwire which delivers training in DevOps and software development and has been part of Softwire's DEI Working Group since its inception. Esme Chant is the D&I Lead and a People Advisor at Softwire. She has played a key role in enhancing inclusivity within the company by implementing practical solutions, such as neurodiversity awareness training, facilitating reasonable adjustments, and creating a D&I calendar to ensure that various identities are recognised and celebrated. Episode Highlights: [00:00:01] Introduction and welcome [00:00:32] Esme's background and DE&I role [00:00:48] Sasha's role in TechSwitch program [00:01:11] Discussion on supporting women career switchers [00:02:30] Overview of TechSwitch program [00:06:49] Career switchers' value in the workplace [00:08:38] Softwire's workplace support initiatives [00:10:42] LevelUp program details [00:16:11] How to prepare for TechSwitch [00:17:30] TechSwitch application process Resources: TechSwitch- www.techswitch.co.uk Softwire - https://www.softwire.com/ Codecademy - https://www.codecademy.com/ Code Wars - https://www.codewars.com/

How I lost my weight? Perseverance. It sounds cliche but it's true. Here's how I did it. I stopped focusing on how uncomfortable I was. I stopped focusing on what I could see, and I started focusing on what I would see if I wouldn't give up.And so I didn't give up. I persevered. I hated every minute of my weight loss journey. I Wish I could say it was lovely and enjoyable. But it never really became that until I became stronger, and the hard things became easier. I quit quitting on myself. I Persevered. Perseverance only came once I realized who I truly was in Christ, and what I was free to do in his strength. I realize that in Christ, I was free to become who I meant to be! 2Timothy 1:7 is the scripture I MEANT to quote in this episode. You have a Spirit of Power, Love and self-discipline. ________ Start working with me now in The Seeker's Method. This is the personal journey version of my program. This means it's just me and you. I share everything I know via a platform called Teachable. I email everything to you daily and link you back to my program. You have a daily opportunity to engage with me through comments and I JUMP IN AND HELP YOU! I don't leave you. I don't abandon you. I LEAD you. I support you. I show you the way to walk through this life BY FAITH and not by your flesh. Here's the link to join me there. Follow me on Youtube for all new content. https://www.youtube.com/@SherrieKapala Learn more about working with me AS YOUR CHRISTIAN LIFE COACH by visiting my website: https://www.sherriekapala.com/workwithsherrie Access to ALL of my links: https://www.sherriekapala.com/links Summertime weight loss PDF https://www.sherriekapala.com/summertime

We know that the Bible has more integrity than the Ilead or any other ancient text because of the lives changed by it. Compiled by the Catholic Catholic over the centuries, the Bible is intended to be read through the eyes of faith, discovering how God is speaking to us through His Word. Bible Scholar and Catholic priest Fr Javier Ruiz explains how to read the Bible, how we can know the Bible truly is God's Word, and the new Catholic Lectionary in this episode of the Into the Truth podcast. The new Catholic Lectionary and new Catholic missals are available to order now.

Join the Series Today! https://www.energyspeaksbykatriel.com/webinar-registration Energy Speaks is about opening the door to the awareness of energy flowing through us & around us using the zodiac energies and principles of the Kabbalah as our guide. We are all comprised of energy & everything around us, as well. Using the model developed by Chris Witecki, we can begin to identify & innerstand these energies through the eyes of the zodiac.   (Step 0) Scorpio ♏️ I create Sacred Space for the Transformation (Step 1) Leo ♌️  I LOVE & I Lead with my Heart (Step 2) Cancer ♋️ I Feel & I set the Vibration (Step 3) Sagittarius ♐️  I Believe & I Expand (Step 4) Aquarius ♒️ I Belong, I stimulate change, I Shift my Frequency (Step 5) Gemini ♊️  I Think & I Communicate  (Step 6) Libra ♎️  I Balance, I Harmonize, I Allow myself to Receive   (Step 7) Pisces ♓️  I Sense, I Innerstand, I Feel Compassion  (Step 8) Capricorn ♑️ I Decide, I Commit, I Build the Foundation   (Step 9) Aries ♈️  I Act, I AM, I Activate, I take Inspired Action (Step 10) Taurus ♉️  I Birth my Manifestation  (Step 11) Virgo ♍️  I Become & I Embody    We are all navigating through life & innerstanding what our personal road map is. Part of our journey is discovering our personal tools, gifts, strengths & weaknesses. I'm here to speak the energy of the week for guidance of the energy flow at a collective level. As you begin to tune in & identify the zodiac energies & what they feel like you will be able to make connections within your birth chart. This is where you can learn to navigate & flow through the energies that are current & find balance within your own personal energy by becoming more in tune with your own energy & energy patterns. This series is to give you the sacred space to explore each zodiac energy individually through an activity and on your own time integrate your experience to go deeper on your journey. We are experiencing this series over 12 weeks (the 12 core classes) with also several intro classes and the last celebration class/ festival. Through these 12 classes its important to set an intention and watch your intention grow into your manifestation as you nurture your intention through each class.   There is a Zodiac Energy Empowerment Series™ Journal available to track your journey. https://www.amazon.com/dp/B0CRKHGD8S?ref_=cm_sw_r_cp_ud_dp_HXB6GHNAFFS6G9X9YY10 A sacred space to share your exploration in life. A tool assist us in community during the Zodiac Energy Empowerment Series™ May we lead with heart, share with our soul, expand together as we shift frequencies, communicate our thoughts & ideas, receive harmony in this space, navigate our spiritual selves, build each other up, take inspired action together, manifest & our birth our dreams & embody love together.

Welcome to Compromising Positions! The tech podcast that asks non-cybersecurity professionals what we in the industry can do to make their lives easier and help make our organisations more prepared to face ever-changing human-centric cyber threats! This Episode we are joined by Amy Kouppas, a Scrum Master, D&I lead, and founder of a Women's Health & Wellbeing group at Sky. We are talking about all things agile and scrum! Most organisations have some form of agile methodologies, and the likelihood is, yours does too but what is it? What is Kanban? What is Scrum? What does a Scrum master do and why are they always sprinting? Amy helps us answer these questions and more in this episode: Fun with Purpose - A Scrum Guide! In this Episode we cover:Scrum Master: Coach, Not Boss: Ditch the project manager stereotype. A scrum master is a facilitator, coach, and mentor, guiding the team towards self-organisation and autonomy. Their ultimate goal? To make themselves obsolete by fostering a team that thrives independently.Empowerment & Creativity: Scrum unleashes the full potential of your team. They become accountable, empowered, and free to be creative within the sprint framework. This fosters a culture of continuous improvement where everyone contributes to success.Documentation - Enough is Enough: The agile manifesto doesn't advocate for zero documentation. It emphasises "just enough" documentation. Focus on clear, concise information that supports transparency and efficient collaboration.Retrospectives with a Twist: Retrospectives are the beating heart of scrum. Make them engaging and fun with themes, games, and even time capsules. This playful approach fosters honest reflection and continuous improvement.Links to everything we discussed in this episode can be found in the show notes and if you liked the show, please do leave us a review. Follow us on all good podcasting platforms and via our YouTube channel, and don't forget to share on LinkedIn and in your teams.It really helps us spread the word and get high-quality guests, on future episodes. We hope you enjoyed this episode - See you next time, keep secure, and don't forget to ask yourself, ‘Am I the compromising position here?' Show NotesThe Agile ManifestoJeff's quote source for ‘If You're Not Keeping Score, You're Just Practicing' is attributed to Chris McChesneyA Video of Lianne and Jeff's talk on Ab(user) Stories and Ab(use) casesThe stat 1 cybersecurity professional per 100 developers can be found in Toby Irvine's article The RatioAbout AMY KOUPPASAmy Kouppas is a Scrum Master and D&I Lead for Digital technology at Sky, with a passion for squad wellbeing. She is also a Cribologist and Founder of the Leeds Site Women's Health and Wellbeing Group. Amy's personal brand is "fun with purpose," and she aspires to be a mentor and coach to others and champion her women's wellbeing group and festival one day. In addition, she dreams of owning an animal shelter.LINKS FOR AMY KOUpPASAmy's LinkedInKeywords: cybersecurity, scrum, agile, team management, empowerment, continuous improvement, retrospectives, collaboration, documentation

Christina Bösenberg ist eine international anerkannte Expertin für die Zukunft der Arbeit und unterstützt Organisationen dabei, erfolgreiche Veränderungsprozesse umzusetzen. Zukunftsfähigkeit und Modernisierung im Mittelpunkt. Ihre Herangehensweise basiert auf einem tiefen Verständnis für die selbstverstärkende Energie sozialer Bewegungen, die sie nutzt, um persönliche und organisatorische Resilienz in den Mittelpunkt zu stellen. Ihr Ziel ist es, Organisationen widerstandsfähiger, bewusster und vielfältiger zu machen. Mit mehr als 20 Jahren Erfahrung im internationalen Geschäft und als ehemalige Managerin bei Siemens bringt Christina umfangreiche Kompetenzen in die Beratung von Organisationen ein. Als Managing Director und D, E & I Lead bei BCGs Purpose & Transformation Agency unterstützt sie Unternehmen bei der Kultur-Transformation und Innovation ihrer Geschäftsmodelle. Christina setzt sich seit Jahrzehnten für Female Empowerment und mehr Vielfalt in der Wirtschaft, Startup- und Investoren-Landschaft ein. Sie ist Business Angel, u.a. bei ecourageventures.de und Mitglied sowie Mentorin bei #MissionFemale und Start-Up Teens. Darüber hinaus ist Christina eine leidenschaftliche Aktivistin für Nachhaltigkeit und Klimaschutz. Als Mutter und ehemalige Unternehmerin engagiert sie sich für die Modernisierung von Gesellschaft und Staat. In ihrem Podcast #TransformationUniverse teilt sie ihr Wissen und Erfahrungen aus erster Hand gemeinsam mit Vordenker*innen. Dank ihrer umfassenden Erfahrung und Kompetenz ist Christina Bösenberg eine gefragte Speaker, Autorin und Gast zu Themen rund um Transformation und Modernisierung. Branche: Unternehmensberatung Stadt: Berlin

Guest on the podcast is a passionate compliance specialist who has experience in the first and second line of defense: Ekta Singh. She brings a wealth of knowledge and awareness of ethics, compliance, business management, current industry trends, and technological advancement in the Fintech, regulatory compliance, and RegTech areas. Ekta has a forward-looking approach to managing compliance and operational challenges. She has been in the Financial Industry for more than a decade and in her professional career she adored the role of Financial advisor, supervisor, Sales management, business head, and Risk & Compliance head. Her positive can-do attitude and problem-solving nature bring more to the table and she advocates that there is a thin line between business and good business.She holds 3 Master's Degrees, ACAMS and ICA certificates. She is also a Subcommittee member of Regtech at the Singapore Fintech Association, Active working group member of ACCESS, AML working group member at Global Digital Finance (GDF), Trainer at RHT academy and Fintelekt focussing on ethics & compliance, fraud management, risk assessment, and AML/CFT.  She also volunteers as a mentor at the iLead program and Stories of Asia (SOA).LinkedIn: https://www.linkedin.com/in/ekta-singh-cams-mba-ica-01bba13/Support the show

Description: In this episode, we'll explore the August edition of MRA's monthly Talent Report: Diversity, Equity, and Inclusion. We'll hear from Jim Morgan, Vice President of Workforce Strategies, on best practices, including: Attracting the next generation of customers and staff Employee engagement and experience Recruiting and the candidate experience AI platforms Implementing company-wide DEI initiatives  Uncover C-Suite priorities, top creative HR strategies, and more! Resources: August Talent Report  Talent Report+ Webinar Series  MRA Membership  About MRA  Let's Connect: Guest Bio - Jim Morgan  Guest LinkedIn Profile - Jim Morgan  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:05 - 00:00:41:24 Unknown Now it's time to thrive. All right. Well, welcome, everybody, to this episode of 30 Minute Thrive. I'm excited to go over this month's talent report with Jim Morgan, MRA. Vice president of Workforce Strategies, as we go into what he's been seeing in the world of business in the month of August. So thanks for joining us again this month, Jim. 00:00:42:01 - 00:01:08:16 Unknown Always a pleasure to come back. Well, for August, it looks like the special topic was on diversity, equity and inclusion, specifically working on efforts in organizations. So why did you choose this DEI topic for this month? Well, I think, you know, it's a topic that we could probably do just about any month, and we hadn't done it yet this year on the talent report, and that now would be a good time. 00:01:08:16 - 00:01:32:19 Unknown And with the talent shortage and what we've talked about the last six or seven episodes, all of the issues around diversity, equity, inclusion also play into the talent pool as well. And we know what are companies doing in order to to figure that out. And so, Diana, what we brought in from our Ohio office talked about and we talked a little bit more a little bit later about the results. 00:01:32:19 - 00:02:15:13 Unknown But, you know, she started by talking about, you know, why are we doing this in the first place? And we had just done a survey of our Chief Diversity Officers roundtable. And that's sort of what drove this month's topic. And she had brought to it. Well, you know, here's what they were saying were the reasons that they had a DEA program in their company to build stronger teams, to foster collaboration, to make employees feel valued, to enhance productivity, to create a welcoming environment, to build trust among employers, to attract top talent, to increase retention, to increase business development, and to ensure the production of new ideas. 00:02:15:15 - 00:02:38:24 Unknown So that list of ten, I thought, well, okay, well, people aren't interested in those ten things and we're really in trouble. So that's kind of what we focused on, was sort of yea, the positives that come out of that, and especially in terms of engaging and retaining. And I can talk a little bit about our elite program here at Amara, but really it's it's just a strategy that I think almost every company is utilizing now. 00:02:39:00 - 00:03:06:15 Unknown We're just trying to help them see some of the best practices that are out there. Yeah, that was a great list of benefits that you just talked about. And this episode will kind of be a good leeway in to our next week's episode. After this, we're talking about how belonging fits into the diversity, equity and inclusion mix. So understanding that one, yeah, let's kind of go into what's happening in recruiting and retention world. 00:03:06:15 - 00:03:36:18 Unknown So Jim, what's what are you seeing here that's new? We were wrapping up our internal leadership program, of which you are a proud graduate and we were asking, you know, what are you doing in some of your wrap up things? And we got some really neat ideas from the coordinators around kind of their year end projects. And they shared with us that one of them had their interns look in their own department as to how do they attract the next generation of customers and employees. 00:03:36:20 - 00:03:59:14 Unknown And so depending on what department they were in, they were providing their perspectives on how do we go out and engage 20, 21, 22 or 23 year olds. So that was one of their their projects. Another company had them look at the entire employee cycle of life and basically say, What is our candidate experience look like? What's our onboarding experience look like? 00:03:59:16 - 00:04:21:22 Unknown Where does our experienced employee experience look like? And so they reported back on conversations that they had with employees at a variety of different places in that in that cycle, one of the groups developed a campus recruiting strategy for the company so that when they go out next year, they've kind of got the playbook and what it's going to take to go. 00:04:21:23 - 00:04:44:23 Unknown We we recruit people. One put together a social media plan for, you know, how do we go out and recruit. And then most of them were presenting their material to the executive staff, which really I think was a real bonus for the kids that were the interns in the program. It gave them a chance, you know, to have some exposure in front of those people. 00:04:45:00 - 00:05:02:12 Unknown And I think exempt were from everything that we got back. We're pretty excited about the fact that while these are, you know, some of the ideas might be out there a little bit but it's a fresh set of eyes looking at what does this mean for a 20, 21, 22 year old. So really kind of a cool wrap up to the season. 00:05:02:12 - 00:05:23:10 Unknown And I think with a lot of the the interns that we had. Yeah, absolutely. And I just have to mention because I just saw this on LinkedIn, but was Emory's interim leadership program with our intern grads, we gave them a little interim leadership badge to put on their own personal LinkedIn accounts and they can post it as an accomplishment. 00:05:23:10 - 00:05:48:13 Unknown And that also just kind of gets the word out and creates creates our own little intern program advocates and kind of in a fun way to. Yeah. So that was that was pretty exciting. On the intern side, we've also seen, you know, we're talking about salaries and things and the companies aren't in quite the same hiring mode that they were, but they're still looking for those critical positions. 00:05:48:19 - 00:06:14:11 Unknown But the pressure on salaries remains there. People coming in asking for more money than some of the experienced people in that same position. So that continues to be an issue, I think, for employers trying to help people understand what the market actually is. And just because, you know, your cousin made this much out in California, doing something doesn't mean you're going to make that much in Green Bay doing the same thing. 00:06:14:13 - 00:06:41:07 Unknown So they're continuing to try to educate, I think, their employees on on market value and things like that. The people wanting the remote worker mode remains a big deal. And we just keep hearing stories. This one came from an I.T. company that was just having a hard time finding computer technology folks because they were requiring them to come in and finally just said, we'll let them work fully remote. 00:06:41:07 - 00:07:16:08 Unknown And we're surprised at the increase in number and quality of the people that they were starting to get in. And that doesn't apply to every job. But again, people that are in the I.T. business might have already had some experience working remote, and that seems to be something that they're they're very interested in. And then lastly, seeing more of a push right now and candidates asking for more leads, whether that's family leave or paid sick time or vacation, that, yes, everybody still wants more money, but the lead time is coming into play. 00:07:16:08 - 00:07:34:21 Unknown And I think it's one it's a work life balance thing for a lot of people as they come in. But two, you've got folks now that are taking care of elderly parents. They're trying to figure out child care issues. You know, they're kind of stuck in the middle of taking care of both the the people that raise them and the people that they're raising. 00:07:34:23 - 00:07:58:15 Unknown And so I think that's putting a little more pressure on employers as well. You know, anything else in the thinking section just kind of goes along with the recruiting and candidate process. But I know you talked about recruiters being more involved with their hiring managers and actually shadowing the position that they're recruiting for. Can you expand on that a little bit? 00:07:58:17 - 00:08:17:22 Unknown Yeah, You know, I think the people in h.r. Have been pushing for this for quite some time because, one, i can't do it alone. And two, you're the hiring manager, you know, a little bit more about, you know, what's happening in the position. So I think you're seeing a lot more teamwork between the two. I think the hiring managers have begun to understand what the h.r. 00:08:17:22 - 00:08:38:20 Unknown Folks are facing in terms of trying to find good candidates. I think they're buying into the process a little bit more and i think it takes a little bit of the pressure off the human resources people to, you know, basically do everything, but it also engages the hiring manager and the process to it rather than after you've gone through the entire process and said, here's your person. 00:08:38:20 - 00:08:59:17 Unknown They're like, this isn't what I'm looking for. You can find that out a lot earlier, that this is not the skill set or the person will know it right away versus after having them interview and come in and and do the rest of it. So I think that partnership is really sort of helping, helping us find even better people and probably find them a little bit faster as well. 00:08:59:19 - 00:09:21:10 Unknown We also, in connection with that paid time off, there was a Georgetown University survey that came out that said the flexible work schedule is right up there, along with paid time off as the two things that young adults are asking for more than anything else. I don't know that that's really different. You know, I'm guessing when I went in for my first job, I sure I said, how much does this pay? 00:09:21:10 - 00:09:41:00 Unknown How many days off do I get and what's the work schedule? But I think it's just there's more of an openness now to bring it up and have that have that discussion. And like I said, the salary issue, you know, there's a lot of data out there and I think people can look up, Oh, I'm an electrical engineer, how much should I get paid? 00:09:41:02 - 00:10:07:17 Unknown And depending on what sorts you get, all kinds of things come out. Second of all, you talk to your cousin and they say, Oh, I made this much. So you take that and your generation, more than mine, shares information on social media a lot more openly than people did 30 or 40 years ago. And I think we had just as human nature, we have a tendency to find the highest number that anyone shared and said that must be the starting salary. 00:10:07:19 - 00:10:31:17 Unknown So employees and candidates, I think, are coming in with what they think is here's my data and it all says 80,000 and then meeting up with the employer that says, Well, here's our benchmark survey and it says 60,000. And so we're having some tough conversations, I think. But, you know, it is what it is. People have some information and at least gives you a place to start from and have the conversation for sure. 00:10:31:19 - 00:11:06:21 Unknown But we always talk about employee engagement in our talent report conversations. And this month you stated that 31% of us employees are thriving at work or are very engaged where 52% are quite quitting or not engaged in. 17% are actually wild quitting or actively disengaged. So my question is, what do you do with these three different groups? Well, all of this data came from Gallup, and they are well known for their employee engagement surveys and do literally hundreds of thousands of individuals. 00:11:06:21 - 00:11:26:07 Unknown So it's a pretty good database that they can pull from. But yeah, those were those were the results. And, you know, you look at that and you're like, holy smokes, you know, what do I do with this? And, you know, Gallup's advice out of all this was, okay, first of all, you've got more than half of them. They're quiet, quitting, not engaged category to them. 00:11:26:07 - 00:11:46:09 Unknown That's the low hanging fruit. You know, these are people are still showing up. They're not disruptive. They're they're working. And they're probably the group that would be the easiest to sort of push into that engaged group if we figure out what it is. Well, you know, what's missing is it camaraderie? Is it you know, you're feeling like you're independent. 00:11:46:11 - 00:12:15:02 Unknown Is it more social activities? Like, you know what? Why don't you feel engaged? And if we can find that, we can probably push that group, maybe some of that 52 into the 31, the people that are actually, you know, engaged and thriving at work. The second suggestion comes even from those people that are engaged, you know, are they really, you know, like you've got that group of people that you can send them out on the street to sell the organization no matter who it was to? 00:12:15:04 - 00:12:37:21 Unknown And how do you maybe get some of that group that's already engaged, but to that really engaged group? And is there a little bit something special that these are our high performers. These are people that are getting the work done. Can we give them another nudge? And yeah, they'll still be in the same category, but they'll be even bigger zealots, I guess, you know, and advocates for your for your organization. 00:12:37:23 - 00:13:09:17 Unknown And then a little bit of, you know, okay, if you've got people that are loud quitting, which was their term, which basically is now, you know, and not engaged, I'm telling people I'm not engaged and I'm posting things that say I'm not engaged. That's a group that can do some damage. And so with that group, it may be, okay, let's bring you in and find out, can we move you into someone that you know is satisfied with their job, at least not actively out there, you know, saying bad things about stuff? 00:13:09:19 - 00:13:31:19 Unknown Or is it someone who just is a bad fit for the organization and we have to deal with it that way. So I think, you know, if you go from top to bottom, take those really good engaged people and make them even more engaged. Take the group that's not engaged but is just kind of on the fence and try to move them to those that are thriving and for those that are, you know, actively sabotaging. 00:13:31:19 - 00:14:06:04 Unknown And almost we either got to get them under the tent or help them find a different tent in which to play under. And so there's work for all groups, basically across groups. Everybody can move up a notch. I think actually we're kind of moving into more of our tech talk. Last month we talked about how AI is just continuing to grow every second of the day, which means that companies are figuring out how to use it and how to incorporate that in AI into their work, in their day to day responsibilities. 00:14:06:06 - 00:14:35:07 Unknown So any new updates this month on how AI platforms are being used in in work today? Yeah, I just got done doing a seminar with folks that were utilizing it and recruiting and it's fascinating. And all of this that I'm about to tell you came from the part of Chat GPT that you actually have to pay for, which you know, I knew there was the free part that I've used and then there's the paper and I thought, Well, I'm getting what I need from the free part. 00:14:35:13 - 00:14:56:05 Unknown But now having seen the part that you can pay for, it does even a heck of a lot more. But they just gave examples of things that were real, I guess just time savers writing a job description. You know, you can feed in. This is what it is. This is what we're talking about and get an awful lot of information back. 00:14:56:07 - 00:15:15:03 Unknown Give me 12 really good interview questions and they can come back with a whole bite, you know, save you the time of trying to figure out, you know, what are we going to ask this type of job? There was one sample where they took a very complicated job. It was some sort of engineer, and I wouldn't have understood what they did. 00:15:15:05 - 00:15:38:23 Unknown And the question that they actually asked of Chad GPT was explain a whatever a nuclear engineer to me. Like I'm 12 years old and you know, the h.r. Person said he just gave me a better idea of. Okay, i understand now seeing all these big words over here, but now i know what they actually do. So in terms of writing it, I've got a much better idea of what it is I should be talking about. 00:15:39:00 - 00:15:59:04 Unknown And then even, you know, saying, what are 12 good lunch and learn topics that we can share with all of our employees, you know, and you get a list back not only of the 12, but with some bullet points underneath that say you might want to touch on this and this and this and this. So it was really it was really interesting to see the things that could generate that were really time savers. 00:15:59:06 - 00:16:19:24 Unknown All of this comes with a caveat that says don't just take it and put it out there, take it and read it because funky things can happen because this is, you know, this is machine learning. This is a language that is looking for, you know, and pulling out our chat. GB t it basically stop taking in new data in September of 2021. 00:16:20:01 - 00:16:44:20 Unknown So if you're looking for something that's up to date, you're not going to get the latest and the greatest, at least from that platform. But when you're asking for questions like what are good topics, what are good questions, you know, missing out on the last two years probably doesn't make a whole lot of difference. And then I think the most interesting quote I heard during the whole webinar was, you know, people are afraid that AI is going to come and take their job. 00:16:44:22 - 00:17:08:12 Unknown And the person's response was, A.I. is not going to take your job, but someone who knows I might and they're simply saying this is another tool. This is now you know how the Excel and PowerPoint and Word are basic skills. Now, PDFs are basic skills now, and knowing something about A.I. is going to become a basic skill is basically the point that she was making. 00:17:08:14 - 00:17:40:21 Unknown And I've also heard that it's like we all know it's it's never going to go away. So the businesses that figure out how to incorporate it and use it successfully are going to be the businesses that come out successful all through A.I.. Yeah. So Diana Small, our executive director of Emory Emory's Ohio division, Like we said, she also made an appearance on this month's report talking about implementing DEI strategies and efforts into organizations. 00:17:40:23 - 00:18:03:09 Unknown So you talked a little bit about the why, but do you have any other key points or takeaways that Diana mentioned that you want to highlight today? Yeah, When we got done, I just said, you know, and she walked through the beginner and intermediate advanced and everything that was was going on there and people can see the recording of that if they want to go look at the talent report. 00:18:03:11 - 00:18:23:04 Unknown But I just said to her, you know, I said, you've done enough of this just at a gut level, what what has to be in place in order for someone to be successful in putting a DEI program in place? And she said really two things. You know, one, you've got to have a culture that's ready to accepted employees that are willing to engage and want to be a part of it. 00:18:23:06 - 00:18:47:10 Unknown And two, you've got to have leadership buy in. And, you know, that sounds so simple, but, you know, you can just see how things will move faster if you're not trying to overcome your leadership team, but you're being driven by your leadership team that makes such a difference. And then if you find people that are really engaged in this and are passionate about it, that really changes the game too. 00:18:47:12 - 00:19:10:08 Unknown And that, you know, I shared with her, you know, our employee resource group here is called I Lead at MRA and I'm a part of that and about 40 other people are. And it's really our place to go have these deep discussions. And I said to her, I said, That makes complete sense to me, because the people that come into those meetings are passionate about, you know, how do we make sure that we're diverse and equitable? 00:19:10:08 - 00:19:36:07 Unknown I include people and there's a sense of belonging, and people really are very open and honest, sharing their own stories. Here's what they're seeing, here's what they're hearing. And then what do we as a group of employees do to reach out and engage even more of our employees? And so I thought, as simple as you, when you say culture and leadership, it, when you think about it, if those two things aren't in play, boy, then you really got your work cut out for. 00:19:36:07 - 00:19:51:13 Unknown So I just thought you did a really nice job of breaking it down to that point and saying, you know, look, you got to you've got to set the place up to be ready for it and you've got to have the leaders that are willing to lead on it. So it was succinct and simple and but a big deal if you don't have it. 00:19:51:15 - 00:20:18:22 Unknown Yeah, absolutely. I would just reiterate to make sure to tune in to next week's episode. If you do want to learn more about implementing DEI strategy in your organization and how belonging should send to mix. But just as we kind of wrap up here, we've got another chart question, and I know you included the chart at the end of the Taylor Report, and it shows the working age population annual growth rate. 00:20:18:24 - 00:20:43:18 Unknown So what does this chart shows or anything that we should necessarily be scared of when we're looking at it? I think you're doing this to me on purpose, that you're trying to have me. Okay, let's see. And how many words can you describe this chart? So I'm just going to put it on the website. You can go look at it now if you want to see what the chart is, Is it the working age population annual growth rate? 00:20:43:20 - 00:21:21:04 Unknown So how much is it growing each year? And it goes from 1960 predicted through 2050, and it's got ten different countries, continents, areas of the united of the world on there, North America, Africa, Russia, West Europe, Japan, China. So you're getting a look at basically the whole world and what exactly is going on there. And the simplest thing I can say is the chart from 1960 to 19 8085 looks like you're climbing up the ladder to a to go down the ski slope, I guess. 00:21:21:06 - 00:21:48:06 Unknown And when you hit about 1980, 1985, you basically go down the slope and it's for every single country that's in the group, some more severe than others. But you have countries that are dropping below, you know, the 0%. I mean, they're actually getting smaller, which includes North America, it includes Russia, it includes Western Europe. You know, so this isn't just a United States problem. 00:21:48:06 - 00:22:11:19 Unknown It's sort of an all over the place problem. But even the countries that are staying above and are the ones that you think of the fast growing like, you know, Africa, they're starting you know, by the time you get to 2030, you're starting to see a drop off there. So it's a universal thing. And the point we're trying to make with that is this is happening everywhere, maybe for different reasons in different places. 00:22:11:21 - 00:22:31:10 Unknown But as people are thinking, oh, well, I'll just go to where the people are, they might be having the exact same problem that we're having in the United States. And so as people are trying to figure out, if I can't do it here, how do I outsource? Where do I go? It was just sort of take a look around the world because you can see that other people are going to be facing the same problem, too. 00:22:31:12 - 00:22:52:03 Unknown So that chart is I know it's in the tail report that's on the tail report website and maybe we can put it up on the podcast site as well. Yeah, absolutely. Well, you did a good job of describing it. Thank you. Just think of the up and down. Yeah, well, as we wrap up here, can you give us a sneak peek on what September's talent report will be? 00:22:52:05 - 00:23:13:01 Unknown Yeah, it's going to be about compensation and compensation trends. We've got our big comp trends event in September. And just as another plug, we've got our Big D conference coming up in October. So I would encourage everybody to go to the MRA website and take a look at both of those. But we're not going to share all the comp trends data because that's coming out a couple of weeks. 00:23:13:01 - 00:23:33:07 Unknown We won't have the final information, but we are going to have some trends of what people we may not have the specific data for 2023, but we will be talking about some of the things that people are starting to look at and as the teaser, I guess for for for next month that we're sort of at this generational tipping point. 00:23:33:13 - 00:23:57:15 Unknown We're at the point now where the workplace is about 50% millennials and Gen Zs and 50% Gen Xers and Baby boomers. And if you think about the Xers in the Boomers, and then you think about the Millennials and the Zs, they want different things. And so when you start talking about benefits, not just because they're in different age groups, which does drive a lot of it, but they are very different lifestyles too. 00:23:57:15 - 00:24:19:01 Unknown And so now how are companies going to figure out their total compensation practice when these this group of people might be looking for things that isn't what we're offering right now, but we still have to offer them for this group until they retire. And I think it's going to it's going to be an interesting sort of tipping point as we go from one to the other. 00:24:19:03 - 00:24:47:23 Unknown And we'll have some thoughts on that in September. Yeah, sounds like a great topic and a great leeway into the terms about. Yeah, but Jim, thank you for all your great information today and kind of recapping what you've been saying in business with an emphasis on talent for August. So to our listeners, if you liked our chat and topic today, I'd urge you to comment something new that you learned today or any current trends or topics that you've really been seeing in the h.r. 00:24:47:23 - 00:25:09:03 Unknown World. Don't forget to share this episode and consider joining mra. If you aren't a member already. Like always, we have all the resources you need in the show notes below, including jim's resources on the talent report plus. Thank you so much for tuning in today. And we will see you next week. And that wraps up our content for this episode. 00:25:09:04 - 00:25:27:11 Unknown Be sure to reference the show notes where you can sign them to connect for more podcast updates. Check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minutes Thrive so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.  

“You are in control of how you react to the things that happen to you in this life.” - Christine Foreman   In today's episode of The Krista Escamilla Show we visit with my friend and Region 18 education service center public relations liaison Christine Foreman.   Christine shares her story from education to the medical field to volunteering to leadership and one of my favorite topics parenting   We learn about Christine's new role with Region 18, what iLead is and how it is being implemented into our education system.   She also shares a fun fact about herself and a life hack       A special thanks to Christine for sharing her story and putting children first   Thank you to our sponsors Tapestry Hotel Midland, Rig-ID, www.joincapclub.com and Midland Cap Co.   LINKS TO THE KRISTA ESCAMILLA SHOW:   Thanks for hitting the subscribe button and sharing our show with someone you love       Apple:   https://podcasts.apple.com/us/podcast/the-krista-escamilla-show/id1617347165?i=1000618447283   YouTube:     https://youtu.be/pItxrw8hO0c     Spotify:   https://open.spotify.com/episode/4Ulaq62c3nwp9DMDXopqbT?si=KDMnhaGBReuINE3G5xgavg   Please follow @kristaescamilla on LinkedIn, Instagram and Facebook for daily motivation!   Dream Big~Believe~Never Give up YOU make it a great day     #believe #thekristaescamillashow #podcasts #community #permianbasin #payitforward #spotify #amazon #google #youtube #apple #encourageothers #inspire #smile #beagoodhuman #passion #makingwesttexasbetter #bekind #smile #oyb #volunteer #leadership #parenting #alwaysbelearning #education      What makes a good leader? What makes a good volunteer? What makes a good parents? Best parenting tips What is your Favorite Life hack? What if your favorite book? What is your favorite Podcast? What is your favorite restaurant?        

 Creating a Thriving Culture Shift for iQor Employees Through Organizational Development   This week we welcome Mark Monaghan to the Digitally Irresistible podcast. Mark is vice president of organizational development at iQor, driving the transformation of leadership development programs for iQor's 40,000 amazing employees spanning 10 countries.  Mark's rich background in human resources and training and development has fueled his passion for leading iQor's organizational development initiatives. His work focuses on building programs that positively impact the lives of iQorians through leadership coaching and career advancement.  On this episode, we discuss how Mark's organizational development approach to employee career pathing enables iQorians to “Be More with iQor” and creates value for the clients who trust iQor to help achieve their goals.   Transforming Employee Growth Through Organizational Development Mark's journey to a career in organizational development was shaped by the valuable skills and experiences he gained along the way. He earned his undergraduate degree in telecommunications and film production. By his late twenties, Mark became managing partner with a national restaurant chain. Though he enjoyed the work, he wanted something he could really put his heart into. After reassessing his passions and priorities, he decided to earn master's degrees and certifications in human resources.  He worked in HR for over a decade before accepting a corporate training position with iQor. The chance to develop people in positive ways made him fall in love with the world of training and development. His contributions helped expand iQor's focus on training and onboarding to address broader organizational development.  Mark has been at the forefront of iQor's shift to organizational development, providing leadership and proven strategies to support employees at every level of the company. His organizational development programs have won awards and created smiles for iQorians and clients alike. The efforts of Mark and his team embody iQor's commitment to building rewarding employee experiences that support career growth and drive excellent CX.  Career Pathing Is the Way Forward for Maximizing Employee Potential   iQor has historically emphasized onboarding and training for new agents and supervisors. While this remains an important focus for iQor, providing developmental opportunities at all leadership levels is also imperative. In 2022, iQor brought in new senior leadership to focus on training, allowing Mark to focus on organizational development.   Mark is instrumental in building leadership programs and coaching workshops that focus on all employees, from agents to all levels of managers. He built career pathing into these levels, providing a leadership pipeline to maximize iQor's investment in its employees, resulting in new avenues for growth.   iQor's sQholar Program Enables Agent Leadership   Frontline customer service agents and supervisors comprise the majority of iQor's global workforce. In 2017, Mark helped launch iQor's sQholar Program to enable the advancement of agents into leadership roles.   An assessment of the existing training identified opportunities to improve its effectiveness. The sQholar Program was designed to drive specific KPIs along with other behaviors through a comprehensive coaching workshop.   Mark and his team reduced a six-month-long training program to four months while also improving outcomes across multiple metrics. Frontline agents with the initiative to progress to the next stage of leadership are equipped to provide quality service and excellent CX, aligning employee career pathing with the growth expectations of iQor's clients.   The Award-Winning iLead Next Level Career Coaching Program Drives Leadership Potential   The next level of iQor's organizational development strategy is the iLead Program to provide career pathing into higher levels of leadership. The program applies iQor's Leadership Competency Model, which describes the four levels of employee career pathing:  1.    Leading Oneself – Agents beginning their leadership journey. 2.    Leading a Team – Frontline supervisors. 3.    Leading a Department – Manager of managers. 4.    Leading a Vision – Executives who drive strategy and results. Each step aligns with Lominger Competencies that ensure an employee's position is about more than just a title. The program uses a mentor/mentee style dialogue to assess these competencies and encourage the relationships at the heart of iQor's leadership structure.  In March 2023, iQor was awarded a Bronze Stevie® Award in the Customer Service Training or Coaching Program of the Year for iLead. Mark expressed pride in his team and the program for achieving this in the first year and a half of a global rollout. For Mark, this indicates that people recognize the difference iLead makes in the lives of iQor employees and the unlimited potential it has for improving output at every level. 3 Values of Effective Leadership  iQor's training programs and coaching workshops provide many metrics for assessing and enabling leadership success guided by these three key values:   1.    Accountability It's important for leaders to hold themselves accountable, asking themselves “did I set up this person to fail or to succeed?” This models the ability to provide honest self-assessments and remain solution oriented. Accountability is critical for maintaining the relationships at the core of advancing employees into new leadership roles.   2.    Resiliency Mark says that in order to guide employees, leaders must have the capacity to withstand and recover quickly from obstacles. This true grit factor is especially critical in the BPO industry, which requires leaders who can thrive in a world of advancing technology, shifting client needs, and dynamic client priorities.   3.    Servant-Leadership Mindset Effective leaders lead by example. An empathetic approach provides a respectful, safe atmosphere that allows employees to grow through recognition and appreciation. This culture of support and trust empowers employees who are intrinsically motivated to be the best they can be by developing their leadership potential.   Culture of Learning is Key for Organizational Development Teams   Underlying these three values of effective leadership is a culture that facilitates active learning. iQor's active learning strategy involves fundamentally reimagining the classroom for career learning through the application of research-driven adult learning principles and incorporates our expertise in work-at-home (WAH) and virtual learning processes.   iQor has embraced methods and technology proven to increase employee engagement and provide effective learning and coaching. These methods emphasize collaboration, engagement, and active dialogue between coaches and employees. When learning strategies embody these priorities, employees are happier, more productive, and better suited to invest in their own development with iQor.   Organizational Development Creates Teams That Consistently Exceed Client Expectations   The sQholar and iLead Programs have been enormously beneficial for iQor's employees and, consequently, for iQor's brand partners. These programs empower Mark to share measurable results with clients pertaining to the effectiveness of iQor's teams and training platforms.   Career pathing aligns iQor's internal messaging with client priorities by ensuring that employees at every level are driven to create smiles for themselves, their teams, their customers, and the brands they serve. What Mark Does for Fun When not building leadership programs from the ground up, Mark enjoys taking his vintage Corvette for a spin around his family's home base in Charleston, South Carolina—a hobby that he and his son enjoy together. He is also a science fiction fan with a large collection of sci-fi memorabilia!   To learn more about Mark, connect with him on LinkedIn.   Watch the video here. Read the blog post here.     

Laurie Huston from News for the Heart is talking with Tracy McBurney about Anxiety and leads me to an Infinite Heart. This was quite the show, and I loved it!Anxiety is a HUGE issue these days for many people if not everyone. Tracy begins this discussion with a course she is taking with Dr Karen Kan who shares her theories of Anxiety and sometimes they have nothing to do with emotions. Sometimes we are so bombarded with EMF's that we don't even feel how much Anxiety we have. Sometimes we are taking on the Anxiety of others, especially if you are an Empath. The first question you should ask yourself when experiencing Anxiety is: Is this mine? However, with all the cell towers, 5G and now 6G, WIFI and just extra electricity blasting our energy centers, we are often overwhelmed and don't realize it.Tracy shared a Powerful Affirmation “I Am Ready”, but be careful what you ask for because the Universe will answer. We also discussed the Power of Imagination. Tools that can help and heal us. As we neared the end of the show, Tracy offered a Healing exercise using me as an example. We looked at my Anxiety level, although I said 40% was of another, 60% was mine, and I used the scale of 10 to 6, but in reality I don't idle at an anxiety level of 10, my intuition just offered the scale for understanding purposes.However, while connecting with how I drank water, I felt my Heart was anxious. This lead to discovering that as I let go of my anxiety, my Heart was able to feel it's connection to the Infinite Source of Love and Gratitude. My Heart expressing that I Lead with my Heart instead of my head or gut. How powerful is that?!This was another Dynamic Show with Tracy McBurney! Join us for this fascinating discussion! We're Getting to the Heart of what Matters!

“DE&I is not a policy or HR guideline, and when we say diversity, equity and inclusion, it should be the culture of the company, it should be embedded in the culture of the company.”Today's episode of The Shape of Work podcast features Ritushree Panigrahi, DE&I Lead at Outcast Collective. Ritushree has an overall work experience of 13 years. She did her Master of Laws from The ICFAI University Tripura and her HR Certification in Diversity and Inclusion from Cornell University. She is India's first transgender women stand-up comedian. She worked as an Independent Consultant for most of her working year and later joined UNGENDER as DE&I lead.In this episode, Ritushree puts light on why DE&I is becoming more important within workspaces and organisations.Episode HighlightsWhat all diversity and inclusion policies should the organisation adoptWhy is DE&I also important in the legal sector?The relation between DE&I and HR How inclusive workspaces are changingFollow Rithushree on LinkedinProduced by: Priya BhattPodcast Host: Archit Sethi About Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Donna Fraser is a 4-time Olympian who now specialises in Equality, Diversity and Inclusion in sport. Donna won medals at 400m at World and European Championships and the Commonwealth Games and reluctantly retired from Athletics in 2009 after a breast cancer diagnosis.She went on to become UK Athletics' first Equality, Diversity and Engagement Lead, working to champion ethnically diverse communities and inclusivity at all levels of the sport.  Following a role as D&I Lead for Birmingham 2022, Donna was appointed as the first director of equality, diversity and inclusion for the Professional Cricketers' Association.An incredible sportswoman who's gone on to deliver such powerful work around inclusion it's little wonder that Donna was awarded an OBE in the 2020 New Year's Honours List.We talk about Donna's incredible career & she reflects on being part of one of the greatest events in Olympic history, when Cathy Freeman won the 400m in Sydney 2000, why talking openly about her breast cancer diagnosis was so important and what more needs to change to ensure sport is inclusive for all. Find out more about The Game Changers podcast here.Hosted by Sue AnstissProduced by Sam Walker, What Goes On MediaA Fearless Women production

Nadine Swart is iLead et al.'s Head of Business Development. She might have fallen into her career quite by accident, but she's since grown to love all things digital marketing. In this episode, Charles chats to Nadine about her pivot from client management to sales. And they touch on what it's been like developing a department from scratch. The two also talk about the importance of family, friends, and leadership support when undertaking new endeavors. Nadine further discusses the necessity of overcoming fear. And she details how laying deliberate groundwork has resulted in iLead et al. successfully broadening its client base. This episode is full of useful insights – from the value of taking your time to how digital marketing companies need to continuously adapt to technological changes. KEY POINTS The hard-sell approach is not always effective. While it can take some time for other marketing approaches to bear fruit, it's well worth the effort. The best way to ensure lead conversion and client loyalty is to gain clients through referrals. Hard work is important but should not come at the expense of everything else in your life. RESOURCES iLead et al. Book of Proverbs ABOUT YOUR HOST, CHARLES HSUAN I know the pressure you are under. I understand your problems, what's causing them, and exactly what you need to do to solve them... Born with ADHD and not fitting the mold, I understand if you are an entrepreneur not looking to fit in with the rest of the market. Since 2004, I've exceeded sales targets and generated millions of rands in sales for companies. 90% of my clients have experienced sales growth from my training and coaching. If you are Smart, Hungry and Humble. Let's work together!

About Julie Jakopic and iLead Strategies: Julie Jakopic, President/CEO of iLead Strategies has been helping leaders succeed since she tutored her friends in math in third grade. She started her career in retail and was one of the youngest managers for Bloomingdales and Estee Lauder, while still in college. She moved to the non-profit sector, taking her private sector customer service skills to serving families at-risk and her entrepreneurial skills to building organizations. In 2003, she moved back to the private sector, as a Vice President of the Development Services Group and then as a technical director for ICF International, where she leads work with the U. S. Department of Health and Human Services. In 2007, she founded iLead Strategies, an organizational development firm that strengthens leadership effectiveness. By helping business, non-profit and government leaders and organizations clarify their vision and then create effective strategies and cultivate the relationships to bring that vision to life, iLead Strategies makes the seemingly impossible possible. Julie is a nationally recognized and respected coach, speaker and strategist. She has shared the stage with President Obama and has been featured as a business coach by WUSA television and appears on or in the Washington Post, Vanity Fair, Al Jazeera WUSA9 and NBC4. Julie is fiercely committed to helping clients get the outcomes they want for their customers, their organization and themselves. Welcome to iLead Strategies' LinkedIn page. Follow us for insights on leadership development, strategic planning, organizational development and change management. What is iLead Strategies? iLead Strategies is an organizational development firm helping leaders of organizations that serve others achieve extraordinary results for themselves, their organizations and those they serve. Leadership requires both vision and realism. It's not just talking about hopes, but securing dreams. It's not just identifying challenges, but achieving extraordinary results.That means being clear about vision, communicating goals, creating effective strategies, committing to action and sustaining the effort. What can iLead Strategies offer me or my business? - Leadership coaching - Results-oriented strategic and sustainability planning - Consulting - Meeting design and facilitation - Training and technical assistance - Change management and program development

In honor of Hispanic Heritage Month on this episode,  EVP and DE&I Lead at Energy BBDO and Sponsor of AcentO, Carla Eboli, joins us to share actionable tips for business leaders on how to drive LatinX inclusivity in your corporate culture and how to authenticity communicate and personalize your marketing to the LatinX community. 

In this episode, I will speak with Dr. Efrat Liani. Dr. Efrat Liani is a Keynote Speaker, Executive leader with an extensive experience in major global and national corporations in the hi-tech, finance, and manufacturing industries. Formerly acted as the CPO of Microsoft Israel and D&I Lead in MEA Microsoft. She is a new world of work expert – working with CEOs and business leaders to build an org structure to enhance people's strategies for their success. Efrat is the author of the "Presence. Impact. Leadership" – 111 women are sharing career stories—the First Collaborative Women's Book In Israel. In this episode, we speak about the new leadership, the struggles of being a woman in a leadership position, and how to overcome them. We will talk about the new skills we are required to adopt and nourish to lead in these uncertain times.

In this episode, Dr Tones (@_blacktoned) chats with Emmanuel Chukwuemeka Ordu (IG:@dukeemii) about mentorship, hardwork and commitment. This conversation carries meaning in Chukwuemeka's journey from Nigeria to study his Masters degree (in Social Change and Development) in Australia where due to his hard work, he ends up becoming a Citizen of Australia. Emeka is an advocate for social justice on a local and relational level and he is also a mentor under Australia's iLead program - a program that coaches university students about leadership and leading a Global Citizen lifestyle.  Hope you enjoy, and thanks for choosing the Visions & Tones Podcast. Remember to like, share and comment on our Insta page IG:@_visions_tones

We're talking education this morning because I believe a quality education opens a world of opportunity, possibility and life sustaining careers. First update - I'm on week two of training for the AACR Philadelphia Marathon Weekend. I'm running the 8k and why? because the American Association for Cancer research is responsible for supporting some of the biggest breakthroughs in cancer treatment. I have people I love in my life that are either in treatment, recovery or remission from cancer - so I feel some passion about supporting the AACR. You can do it too. go to www.aacr.org/runners for research and thank you.I'll be talking about a program that gives nontraditional students a life changing opportunity to get a college education by meeting them where they live. The program is also offering programs designed to support the higher education goals of young people who've aged out of the foster care system. I chat with David Castro, President and CEO, I-LEAD, Inc. (Institute for Leadership Education) https://achieve-college-education.orgFirst, Children's Scholarship Fund Philadelphia (CSFP) is once again offering new K-8th grade scholarships to Philly students but this year there are more scholarships available than ever before, and big changes are ahead for the organization. I speak to Keisha Jordan, Executive Director of Children's Scholarship Fund Philadelphia and Lawanda Fowler Parent Ambassador.Website: www.csfphiladelphia.orgFacebook: www.facebook.com/csfphiladelphia Instagram: www.instagram.com/csfphiladelphia Twitter: www.twitter.com/CSFPhiladelphia LinkedIn: www.linkedin.com/company/children's-scholarship-fund-philadelphiaLittle Smiles is a volunteer driven, non-profit 501(c)3 children's charity. Our mission is to help heal hearts and create little smiles by providing gifts and fun activities to children impacted by serious illness, tragedy and trauma. I speak to Steve Grandizio, co-founder of Little Smiles and Communications Director Felix Agosto about the organization and their upcoming Monte Carlo Night Saturday November 12th at Lincoln Financial.https://e.givesmart.com/events/se4/

How do you add intelligence to your emotions? How do you increase your emotional intelligence? How do you become so self-aware as well as socially aware that you regulate your emotions to a point of increasing your success rate in your leadership? How do you read others' emotions and respond to them in such a manner you are able to lead them? Dr Chaison, an expert in emotional intelligence, does a deep dive into emotional intelligence (EQ); how to assess it, develop it and successively use it to lead others.  iLead in Any Room Podcast: Emotional Intelligence in Leadership: Leading Smarter, Not HarderInherent in most definitions of leadership is the concept of emotion. For example, leadership has been described as getting people to do things they wouldn't ordinarily do and feel good about it. Feelings, or emotions, are a vital part of the human experience that move us to action, and those actions have consequences – both good and bad. While emotions can serve to motivate us to reach our goals, emotions can also serve to derail us and get us off track from our goals. In this podcast, Dr. Angelic Chaison will discuss the importance of emotional intelligence in facilitating effective and empowering leadership. Leaders who practice emotional intelligence know how to harness the power of emotions within themselves and the people they lead in order to steer their teams to successful accomplishment of meaningful and life-changing goals. Dr. Chaison will share helpful tips on ways to practice emotional intelligence both in your leadership and your daily life. Emotional intelligence is an absolute must-have in every leader's toolbox. iLead listeners, tune in now because this is a conversation you don't want to miss. Biography Dr. Angelic D. Chaison is a counseling psychologist committed to using her skills to help people overcome challenges, obstacles, and difficulties that prevent them from maximizing and actualizing their fullest potential in multiple areas of life, including mental and physical health, relationships, academics, career, and business. Dr. Chaison graduated from The University of Texas at Austin with a Bachelor of Arts in Psychology with honors and a minor in Spanish in 1999, a Master of Arts in Program Evaluation in 2003, and a Doctorate of Philosophy in Counseling Psychology in 2006. Dr. Chaison completed both her pre-doctoral internship and postdoctoral fellowship programs at the Michael E. DeBakey VA Medical Center in Houston, TX where she was immediately hired as a staff psychologist upon completion of her training and where she continues to work today. Dr. Chaison serves and has received multiple awards for her local and national leadership roles in advocating for Justice, Equity, Diversity, and Inclusion within the Veterans Health Administration, America's largest integrated health care system. Dr. Chaison is an assistant professor in the Menninger Department of Psychiatry and Behavioral Sciences at Baylor College of Medicine in Houston, TX and is actively involved in training the next generation of mental health providers and leaders. Dr. Chaison is not only a leader in her career, she has also served in multiple leadership roles at her church, The Reflections of Christ's Kingdom World Outreach International, and she provides leadership coaching and consultation to non-profit organizations and businesses as the chief psychologist of Chaison Psychological and Consulting Services, PLLC.Support the show

Organizations must foster diverse and inclusive cultures to attract a diverse workforce of top talent, we have invited Devi Virdi, Group Head of Diversity and Inclusion at Centrica, and Nina Pagon, Consultant and DE&I Lead at Right Management UK, to share their perspectives on this timely topic. 92% of organizations believe that a diverse workforce is beneficial, and only 19% believe that diversity is well integrated into their current structure, according to Everest's Future of Work Series Paper #2: Reimagining Workforce and Workplace Mechanics report. In this episode, we discuss what it means to have diversity well-integrated in the organization. We also focus on DEIB in the new reality, especially in the remote and hybrid working model context. We touch upon the challenges those models may have on DEIB and learn from Centrica and Right Management how organizations can tackle those challenges to drive commercial success.Hosts: Dominika Gałusa & April ClarkVisit https://talentsolutions.manpowergroup.com/ to learn more about Talent Solutions Consulting, Talent Solutions RPO, TAPFIN and Right Management. See acast.com/privacy for privacy and opt-out information.

Adam Bierbaum, who farms in southwest Iowa and chairs the Iowa Corn Grassroots and Checkoff Committee, says his experiences on the Collegiate Advisory Team and the I-LEAD program helped him develop leadership skills. Now he's encouraging emerging young leaders in agriculture to chart a similar path.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

With Suat Demokan Bühler is a Swiss multinational plant and equipment manufacturer, known for plant, equipment, and related services for processing foods and manufacturing advanced materials. It´s a quite pragmatic and operational-driven field with a predominantly male workforce and only 17% share of female employees. What is remarkable, however, is that Bühler`s management includes 14% women – with an increasing tendency. Even if a diverse community was not a big priority or even an issue in the beginning, this aspect has now been given a strong weight in Bühler's company mission and corporate values. Today I´m talking to Suat Demokan, Global HR Business Partner – Manufacturing, Logistics & Supply Chain about Bühler's way to more Diversity, Equity and Inclusion and but also and mainly about his very personal experience with the topic. Corinne Schneider, D&I Ambassador and former Global D&I Lead also attended the interview and will tell us a bit about Bühler's specific programs in this field. What you will learn DE&I is also an investment of trust[AU3] . Until you can measure the effects on KPIs it can take years Creating a diverse and inclusive company culture means continuous work where you constantly must refresh, adapt to new learnings and development! Honest DE&I work means offering strategies on how to deal with insecurity, and tools for a healthy conflict communication. It´s about supporting and accompanying the process of transition from where we are as a company / society to where we want to be. Tips Awareness and consciousness is not enough. Try to actively challenge the things you think need to change. Think about a personal situation where you directly or indirectly have been affected by bias. Then use that emotion to feel what DE&I really means and convert it into productive energy to advocate for the topic! Find Suat online Suat on LinkedIn Biography Suat Demokan has started his professional career in consultancy for Software Solution with EY before having become self-employed for 6 years serving customers cross industries on solution for financial consolidation. After having joined Sulzer for a global project in 2004 Suat has decided to change functional direction and started an HR career in 2007 with serving in almost all roles from the basic factory HR manager up to a Global HR Executive. After more than a decade in Sulzer he was seeking for a new challenge and has joined Bühler as Global HR Business Partner for Manufacturing and Supply Chain. In addition to this role Suat has taken on responsibility as HR Business Partner Europe as of 2019. Suat is a dual citizen (Swiss/Turkish), is married since 26 years and has two grown up children. In his rare spare time he enjoys playing football, golf and hiking with the family and dog. This Episode is supported by Advance, Gender Equality in Business of which Bühler is a member.

Ed Sitter & Dr. Donna Harrison: In Part One: Ed is the Executive Director, Greater Toledo Right to Life.  He discusses the ILead program he developed that is now being used by the Right to Life Action Coalition of Ohio for training up Life Leaders to lead the prolife movement in Ohio.  For more information click here to email Ed Sitter. In Part Two: Dr. Harrison who is CEO of The American Association of Pro-Life Obstetricians and Gynecologists (AAPLOG) discusses the failure of the FDA

In this week's episode recorded live at the Charter SELPA “Embrace What's Possible” Symposium in Sacramento, we interview our keynote speakers including musician and inspirational speaker Sparsh Shah, youth advocate and educator Donovan Hall, and leadership coach Mickey Porter on the topics they shared at the conference. In addition, we hear from administrators from the Charter SELPA schools at the Language Academy of Sacramento and iLead schools, on current best practices in their programs, and how they are leveraging lessons learned during the COVID-19 pandemic to improve student outcomes in the field. Enjoy the episode! Resources: To access Donovan Taylor Hall's content, visit https://donovantaylorhall.com or follow on social media, @donofriend on Twitter, Instagram, and Tiktok. For more information on leadership and coaching with Mickey Porter, visit plusoneleadership.com. To access Sparsh Shah's music and learn more about his story, visit https://sparshshah.com. To learn more about the Language Academy of Sacramento, visit www.LASAC.info. For more information about iLead student services and supports, visit https://ileadstudentsupport.org/

Whether deliberate or unconscious, bias can affect our decisions in all areas of life, but especially in the workplace. So what can individuals do to combat it? In this episode, we had the privilege of hosting Nickoria Johnson, Chief Diversity Officer from Credera US, Keisha Garcia, the VP Digital Foundations Programs at bp, and Emma Johnson, DE&I Lead at Credera UK. Drawing on this year's International Women's Day #BreaktheBias theme, these three leaders discuss their own DE&I journeys and how they are working to build diversity and inclusion into the fabric of their organizations. They also outline some of the positive actions that individuals and organizations should take to become a more inclusive leader and better ally. --- Send in a voice message: https://anchor.fm/credera/message

Episode 118: Online Coaching with Michael Clifford Today we invited Michael Clifford, architect of iLEAD to chat about the coaching industry, best business practices, and where we are all headed. The coaching industry is growing rapidly in its life cycle stages and red ocean strategies are all around us. How do you survive? How do you thrive? Today we dive into the good and bad about a growing industry like ours and how to block out the noise and maintain focus on the client. www.theexcellencecartel.com

The Elephant in the podcast is now 40 episodes old/young, I am not fussed

ShownotesFor this episode of The Elephant in the Room podcast I had the pleasure of speaking with two stalwarts of the Indian PR and communications Industry Kavita Lakhani and Radha Radhakrishnan. Aside from being great leaders they are also great human beings. In this freewheeling conversation they share their own story; their perspectives on state of the industry; women in leadership, WICCI PR & Digital Marketing Council initiatives including the soon to be launched mentoring scheme; I Lead survey with IIM Kozhikode and what drives them to do better every day Listen to the full episode here

Empathy is defined as the ability to understand and share the feelings of another. This looks like standing in someone else's shoes, feeling with his or her heart and seeing with his or her eyes. “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Maya Angelou “Nobody cares how much you know, until they know how much you care.” Theodore Roosevelt Audrey Leeds Miller, is currently Co-founder and GM of Cottage Connection of Maine, Inc., Designer and Owner of Maine Tile Connection, Inc., and Founding President of The Vacation Rental Professionals of Maine, Inc. In 2013 when she found out that there was new legislation in the works that could put excessive regulations on vacation rentals here in Maine, she stepped up and helped create the Vacation Rental Professionals of Maine, Inc. (VRPOMe) to help fight this legislation.  This group of Maine Vacation Rental Professionals pays a lobbyist and has become the voice of vacation rentals in Maine with a goal of making sure that any regulation in Maine is reasonable.  Audrey was the first recipient of the “Dirigo Award” (Dirigo is the Maine State Motto and is the latin word for “I Lead” ) from the Board of Directors of VRPOMe.  A great honor from her peers. Audrey's motivation for the work she does is based on her determination to help people solve problems with kindness and empathy toward others. She grew up in Maine, starting on her grandparent's dairy farm and guest house in Waterford, Maine when she was 5 years old.  Her grandparents, Senator Harold S. and June Jillson Pike, instilled in her a set of values that included hard work, civic duty, community service and hospitality.  Audrey's mother, Esther Pike Leeds Mitchell of Wiscasset, raised her and her brother, Loring Leeds, as a single mother and a well-loved high school home economics teacher of 25 years to be hard-working, independent, kind and resourceful. Audrey is the face of Cottage Connection and works hard to keep on top of the huge changes taking place in the industry.  Prior to starting on her journey of entrepreneurship, Audrey spent 12 years in upstate New York and northern California building a successful career in sales and marketing with companies that included Goodyear Tire & Rubber Co., Jasmine Technologies, Systems Control Technology in Palo Alto, CA and IDG. She is a graduate of Wells College.  Audrey and Jeffrey H. Miller created Boothbay Cottage Connection in 1993 and married in 1994. They have 1 daughter, Alexis.  They both share a common goal of enjoying life while earning a living in a place they love. Favorite snack is a fruit and cheese plate with a baguette. https://www.cottageconnection.com/?utm_source=google&utm_campaign=local&utm_medium=organic Featured in “Getting Away Together - Boothbay Harbor Region, Maine” https://vimeo.com/328682044?ref=em-share https://mainetileconnection.com/ https://www.linkedin.com/company/cottage-connection-of-maine-inc/ https://www.facebook.com/CottageConnectionofMaine/

White evangelicals unwavering support of President Trump; abortion, BLM, LGBTQ and single issue Blacks is discussed in depth scholarly, theologically, and biblically with pointed precision by Dr Dudley.Dr. Dudley is the founder of iLead Enterprises where iLead in any Room Podcast was birthed.  Follow us at www.ileadacademy.netIG - BishopGVDTwitter - BishopGVDFaceBook - Bishop Dudley PhDQuestions or to be considered as a future guest - email gdudleyilead@gmail.com Support the show (https://ileadacademy.net)

The question of reparations for enslaved Black people won't go away and it should not until it is fully answered; yes or no.  Why or why not reparations for African Americans is fully addressed by Dr. Dudley with some surprising reasons why reparations should still be on the table.  Dr. Dudley is the founder of iLeadAcademy.net and iLead in Any Room Podcast.Follow him on Twitter - BishopGVDFacebook - Bishop Dudley PhDInstagram - BishopGVDYouTube - NewLifeTube1Support the show (https://ileadacademy.net)

In this episode, Pastor Rod Loy joins Sam and Jonathan in a conversation with some incredible insight on how high-level leaders operate. Pastor Rod pastors First North Little Rock, a multisite church that is actively engaging tens of thousands of people every week. He is also the author of several books. If you want to hear more in-depth teaching from Rod, we encourage to you check out his leadership podcast, iLead. 

In today's episode we are joined by Dr. Terry Orr, associate professor of Educational Leadership, Administration and Policy at Fordham University and Kris DeFilippis, Director of the Bronx Academic Response Team. We talk about what improvement science is and how schools across the country have begun using improvement science to make systems changes. Listen to hear about how improvement science is being used to address inequities and questions to ask to get started. Dr. Orr will share with us the creation of partnerships with iLEAD, the Carnegie Foundation, and New York City. Visit our Bronx ART Website to learn more about improvement science! Connect with us on Twitter @BX_ARTeam! Today's hosts are Adelia Gibson, and Kaitlyn Reilley Guest Information: Before becoming the Director of the Bronx Academic Response Team, Kris DeFilippis was the Associate Principal for Warwick Valley Central School District. Kris's leadership values and beliefs are evident in his leadership style pushing us each and everyday to become not just better professionally but better personally by encouraging us to take on new ventures in our work through the use of improvement science, deliberately developmental organization values and practices. Connect with Kris on twitter @DeFilippis. Dr. Terry Orr is an associate professor of Educational Leadership, Administration, and Policy at Fordham University. Her current research interests include rigorous performance assessment research and development in educational leadership, both nationally and internationally. She is also involved in investigating and developing inquiry-oriented educational leadership to more effectively address intractable problems in schools and other educational institutions. Connect with Dr. Orr at morr4@fordham.edu. Resources: Improvement Science Research Network; Links to Publications by Dr. Orr; If We Don't See Race We Don't See Students' Magic; Learning from Healthcare's Use of Improvement Science

0:00 – Get to know Jason Meyer, CVA Grain Specialist in Hinton, Iowa 7:34 – Review of May 2020 Supply and Demand Report from USDA 12:20 – Where do you want to be a seller on corn? 15:51 – Let's not forget about soybeans 21:25 – New Crop Basis 23:00 – Technical analysis vs. fundamental 26:45 – I-LEAD Program LINKS: USDA Supply and Demand Report: https://www.usda.gov/oce/commodity/wasde/ I-LEAD: https://www.iowacorn.org/about/ilead

In today's episode, Tom interviews iLEAD Academy's Director, Larisa McKinney, iLEAD Academy teacher Jessica Crenshaw, and Ohio Valley Educational Cooperative Director of Innovation, Alicia Sells.   Tom was in Kentucky last month and took a visit to iLEAD Academy — a new school developed out an idea from five western Kentucky Superintendents who wanted to create a cooperative high school that offers a STEM focus with Project Lead The Way (PLTW) courses. Alicia Sells, OVAC Director of Innovation, was asked to work on it and she went above and beyond expectations.   iLead Academy is an Early College High School where the goal is to help students earn an associate's degree, or, at the very least, a significant amount of credit towards college. In a career-focused accelerated pathway, they are preparing students to succeed in an increasingly project-based and global economy, and are creating opportunities to help students develop a competitive advantage.   Listen in to this episode to learn more about iLEAD, why it's successful, the obstacles Jessica, Larisa, and Alicia have overcome, and their advice for other communities looking to start a new, innovative, career-focused school much like iLEAD.   Key Takeaways: [1:14] Clips from Tom's tour of the iLEAD's woodshop. [2:58] About the shop at iLEAD. [3:46] The concept behind iLEAD, the process students go through, and how many students go there. [4:50] About iLEAD's accelerated learning experience and the different pathways students can take. [6:15] iLEAD's small-focused learning environment that also allows students to maintain affiliation with their traditional, home school district. [7:49] Alicia introduces herself and she explains where the idea of iLEAD came from. [10:33] Jessica, a teacher of World Civ and English, introduces herself and explains how she teaches her classes. [11:27] What it has been like for Jessica to teach English using the Summit Learning Platform. [12:58] The benefits to Jessica's blended-learning classroom with an emphasis on teacher-involvement and the growth she sees in her students. [14:56] The project-based elements in the courses. [15:42] How Larisa manages to balance it all: Summit learning, Project Lead The Way, and interfacing with five districts. [18:06] ‘Owning their own learning'; the many choices the students have at iLEAD and how Larisa cultivates this level of agency. [19:58] Jessica's mentorship to a group of students. [21:39] Alicia's favorite part about iLEAD and her advice to other communities wanting to start an innovative school like iLEAD. [23:24] Students' strength in overcoming the absence of parents to pursue education. [23:46] Larisa's advice to communities that want to start an innovative, career-focused school like iLEAD. [25:30] Jessica's advice to classroom teachers.   Mentioned in This Episode: iLead AcademyGovernor's Scholar Program Summit Learning Platform Project Lead The Way   Get Involved: Check out the blog at GettingSmart.com. Find the GettingSmart podcast on iTunes, leave a review and subscribe.   Do You Have Somebody in Mind That You'd Like to Learn From? Submit your ideas to editor@gettingsmart.com. The Getting Smart team will be sure to add them to their list.