Podcasts about Imperative

On this week's episode of WeeklyTrek, TrekCore's news podcast, host Alex Perry is joined by  Peter Hong to discuss all the latest Star Trek news. This week, Alex and his guest discuss the following stories from around the web: TrekMovie: Paramount Exec Touts "Next Iteration" Of Star Trek TV: "It's Imperative" (14:25) Variety: How 'Star Trek: Strange New Worlds' Pulled Off That Madcap Puppet Episode (22:33) TV Insider: 'Star Trek': Holly Hunter Teases 'Starfleet Academy' Season 2 After Cancellation (32:59) TrekMovie: Interview: 'Star Trek' Comic Writer On Carrying Legacy Of Captain Seven And Paying Off Big 'Picard' Thread (39:13) In addition, stick around to hear Peter wonder whether the modern Star Trek shows will be looked on more favorably in 25 years like Enterprise is now, and Alex reflect on some of the criticism of this week's episode of Strange New Worlds, "Level Five Transporter Accident." *** Do you have a wish or theory you'd like to share on the show? Tweet to Alex at @WeeklyTrek, or email us with your thoughts about wishes, theories, or anything else about the latest in Star Trek news!

In episode 266, Coffey talks with Brandon Sammut about how Zapier built its AI transformation from the inside out — and what HR leaders can learn from a fully remote, AI-native company that decided people and AI strategy belong in the same hands.  They discuss the evolution of the Chief People Officer role into a Chief People and AI Transformation Officer and why HR is uniquely positioned to lead organizational transformation; AI transformation as one instance of organizational transformation, and why culture health and clarity of mission matter more than tool selection; Zapier's March 2023 "AI code red" as a high-contrast leadership communication strategy that didn't wait for perfect clarity before naming urgency; the importance of keeping accountability for business outcomes where it belongs while using a cross-functional Center of Excellence to provide enablement and remove friction; individual contributor identity and energy management challenges when AI eliminates tasks that provided meaning or cognitive reprieve; Zapier's customer support transformation — 50% faster resolution, higher satisfaction scores, 30-point employee engagement gains, and two entirely new types of work created from recovered human time; why AI-inflated application volume and homogenized resumes are making recruiting harder even as AI automates more of the process; Zapier's reference-heavy hiring model, which targets 50% of candidate signal from references including back-channel outreach, to counter AI-generated application fraud; the AI Fluency Framework — four competencies including strategy, growth mindset, builder skills, and accountability — used for both hiring and internal development; and why cross-person coordination is declining as individuals become more empowered, while human skills like psychological safety, feedback, and clarity become more important, not less.  More information about Zapier's AI fluency framework is available at: https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP266  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  brandon is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital. Brandon Sammut is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital.  Brandon can be reached at   LinkedIn https://www.linkedin.com/in/brandon-sammut-8147b76/  Website https://zapier.com/blog/author/brandon-sammut/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives:Explain why organizational culture health and mission clarity are more predictive of AI transformation success than tool selection or governance framework design. Apply the lesson of Zapier's customer support transformation to identify how recovered human time from AI automation can be reinvested in higher-value work rather than defaulting to headcount reduction. Evaluate the four competencies of Zapier's AI Fluency Framework — strategy, growth mindset, builder skills, and accountability — and assess how each applies to building an AI-ready workforce. 

Pastor Jeff Lewis preaches on Psalm 146.

The following article of the Professional Services industry is: “The Value Creation Imperative With AI” by Philipp Haugwitz, Partner, McKinsey & Company. (AA1584)

In episode 265, Coffey talks with John Singleton about HR's long-standing identity crisis, the strategic skills the profession must develop to stay relevant, and how AI is reshaping both the work of HR and the way work itself gets done.  They discuss HR's decades-long reputation as a bureaucratic gatekeeper — from the 1996 Fortune critique through the 2025 revisit of "Why We Hate HR" — and what it means to function instead as a strategic confidant and ethical agent; the DEI whiplash as a case study in HR failing to provide compliant, data-grounded counsel when it mattered most; using PESTEL and SWOT analysis to advise on business expansion decisions including workforce availability and market fit; financial literacy as a critical and underdeveloped skill for HR professionals, including reading P&L statements and linking people decisions to EBITDA; the dangers of AI-powered auto-application tools flooding recruiting pipelines with unvetted, uninterested candidates; why AI should not replace human judgment in interviewing, candidate evaluation, and culture-fit assessment; the growing requirement for HR practitioners to understand AI governance, prompt literacy, output verification, and state-level AI employment legislation; the individual responsibility of HR professionals to own their own continuous learning when employers won't fund it; HR's emerging role as architect of human-AI workflow integration in partnership with IT and operations; and HR's internal identity crisis as the profession's biggest obstacle to earning the strategic credibility it seeks.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP265  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  John Singleton, SHRM-CP, is a fractional HR partner based in the Dallas-Fort Worth area, working 1-on-1 with Texas founders, business owners, and leadership teams on the people side of building and scaling. With 16+ years of HR leadership experience — including senior roles at Tata Consultancy Services, Coforge, and Mastek — John brings pattern recognition, strategic judgment, and a trusted vendor network to every engagement. His approach goes beyond handbooks and compliance. He serves as a confidante and strategic sounding board for the harder conversations founders face — the ones that don't fit neatly into an HR playbook. Whether it's navigating the compliance cliff at 50 employees, coaching a leadership team through a difficult hire, or being the calm voice on the phone when something unexpected lands, John's role is to be the person in the room when it matters most. Based in Waxahachie, TX, John founded Quick HR Solutions to give small and mid-sized Texas businesses access to senior-level HR partnership without the cost of a full-time hire.  John Singleton can be reached at   Your Website: www.quickhrtx.com  LinkedIn: https://www.linkedin.com/in/johnsingleton720   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Distinguish between HR as compliance gatekeeper and HR as strategic business partner, and identify the advisory behaviors — including data-driven counsel, financial fluency, and risk-option framing — that define the latter. Evaluate the compliance and reputational risks of AI-assisted recruiting tools, including auto-application platforms and resume-scanning systems, and articulate the human judgment elements those tools cannot replicate. Identify the technical, financial, and interpersonal skill sets HR practitioners must proactively develop to remain relevant as AI eliminates transactional HR work and expands the profession's strategic scope. 

Your team can't help how they feel walking into an uncertain situation. But you have enormous influence over what you bring into the room. In this episode, Jo shares a real story from ward cover — a complex new patient, a team already bracing for the next few weeks, and the deliberate choice to show up supported rather than depleted. She unpacks why leader regulation is contagious (literally, neurologically), and gives you a practical way to lead through uncertainty without performing false confidence. You'll learn: Why emotional contagion means your mood shapes your team before you say a wordThe neuroscience of co-regulation and why a steady leader calms an uncertain roomA four pillars approach to protecting your own wellbeing before a known hard stretch, not afterA simple way to name uncertainty out loud that builds trust instead of eroding it Leaders need to be well to lead well. This episode shows you what that actually looks like. Resources mentioned: No Is a Full Sentence — 12 boundary scripts for clinicians, $47 (video masterclass upgrade $97): drjobraid.com/store The Sunday Long Game newsletter: drjobraid.com/subscribe Connect with Jo: Instagram/Facebook: @burnoutrecoverydr LinkedIn: Dr Jo Braid This episode is supported by MIGA.See omnystudio.com/listener for privacy information.

A 2026 Wolters Kluwer report reveals that a striking 83% of APAC CFOs see AI adoption as a key force reshaping finance, while 72% believe its impact will be significant within three years. As understanding of what AI do for finance teams, we are starting to see the adoption narrative move from a discretionary "innovation project" to a necessary part of the governance and controls framework—a language CFOs and compliance officers understand intimately. To be clear, anxieties about moving fast (in the adoption journey) remain persistent as is maintaining trust, a theme echoed in the Deloitte survey which found CFOs reinforcing fundamentals and cost discipline even as they invest in AI.In this PodChats for FutureCFO, Nikhil Parambath, Regional Vice President for Asia at BlackLine, offers some insight into how CFOs and the finance leadership can finetune their adoption strategies as AI moves from a nice to have to a compliance imperative.Nikhil, welcome back to PodChats for FutureCFO.1.       Across Asia, CFOs are being asked to close faster and support real-time decisions, yet many close processes remain stitched together with spreadsheets and manual workarounds. Where are finance teams in the region still most vulnerable to this "spreadsheet dependence," and what specific risks does this create for a CFO's ability to 'trust the numbers' in a volatile environment? 2.       BlackLine uses the term "self-driving close." In business terms, what does this operating model look like in practice, and what are the biggest misconceptions finance leaders in Southeast and Northeast Asia have about it? 3.       As agentic AI evolves from copilots to autonomous actors, which specific close activities—such as reconciliations, journal entries, intercompany matching, and variance analysis—are the safest and most impactful to automate first, giving finance teams the fastest return on confidence and efficiency? 4.       Agentic AI is only as good as the data it operates on. Before a CFO can confidently let parts of the close run on "autopilot," what critical data, process, and control foundations need to be in place to ensure governance, security, and an auditable chain of trust? Foundational readiness5.       Controllable autonomy As the system starts handling the "heavy lifting" of routine tasks, the finance professional's role is shifting from processor to validator and strategist. How do you see the role and skillset of finance teams evolving over the next 2-3 years, and how should CFOs prepare their people for this transition to an advisory role? 6.       In a region marked by rapid digitalization yet persistent skills gaps, what are the key implementation challenges for CFOs in places like Singapore, Hong Kong, and Japan who are trying to scale AI-led finance? 7.       As AI agents become more autonomous, questions of accountability arise. How can CFOs adapt their internal controls and compliance frameworks to effectively "govern" AI, ensuring the autonomous close meets regulatory standards? 8.       Finally, how does achieving a "self-driving close" free the CFO's office to focus on what matters most—such as strategic analysis, partnering with the business, and steering the organization through volatility? 

Hour 2: Beginning of Schedule is Imperative, Josh Vernier Sits Down with John Sherman and One Word full 2678 Mon, 10 Aug 2026 14:19:23 +0000 RAth6sWaKzQjlWHhFCXQCr2QJmDfy0c1 nfl,mlb,kansas city chiefs,kansas city royals,john sherman,sports Fescoe & Dusty nfl,mlb,kansas city chiefs,kansas city royals,john sherman,sports Hour 2: Beginning of Schedule is Imperative, Josh Vernier Sits Down with John Sherman and One Word Fescoe & Dusty are huge fans of Kansas City sports and the people of Kansas City who make it the great city it is. Start your morning with us from 6-10 as we talk all things Chiefs, Royals, Jayhawks, and more, with plenty of tangents along the way! 2024 © 2021 Audacy, Inc. Sports

In episode 264, Coffey talks with Timothy State about the science of workforce wellbeing, why middle managers are the most at-risk population right now, and how AI-powered life quality companions are transforming the way organizations understand and support thriving at scale.  They discuss the five core dimensions of human wellbeing — physical and mental health, relationships, security, and meaning and purpose — and why employer influence on all of them is both a business and social responsibility; EAP underutilization and the limits of traditional point-solution approaches to employee wellness investment; the predictive power of the question "does my leader care about my wellbeing?" on retention and workforce outcomes; team-level wellbeing contagion and how one individual's improvement reliably lifts the whole team over time; middle managers as the most burned-out and at-risk population in today's workforce; the perverse hiring incentives created when leaders are held accountable for individual wellbeing outcomes rather than demonstrated care behaviors; the difference between using AI to extract efficiency from existing work versus using AI to elevate the human system itself and generate human-centered value; cognitive overload as an unintended consequence of AI-driven task elimination, including the loss of low-complexity recovery work; Altius's AI life quality companion "Alti" — its nine wellbeing dimensions, 750-plus KPIs, perpetual memory, and 96% user satisfaction rate across 26 countries; and the radical privacy architecture required for employer-sponsored AI wellbeing tools to earn employee trust and avoid discriminatory misuse of health data.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP264  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Timothy State is a people strategist, business leader, and human wellbeing innovator with 25 years' experience leading large-scale workforce transformation. He led Humana to global recognition for improving workforce well-being.  Tim is an active advisor to Harvard Human Flourishing / SHINE, a founding member of Center for Positive Organization, chaired the Wellbeing and Workforce Strategy Institute and several other leading bodies.  In 2025, Tim founded Altius, an AI-native human optimization company helping businesses and healthcare systems thrive via regenerative AI technologies and advanced human advising. He institutionalizes human well-being through data, social infrastructure, and leadership transformation.  Tim can be reached at:  Your website: https://www.altiusco.com/  LinkedIn: https://www.linkedin.com/company/altiuswellbeing/  Instagram: https://www.instagram.com/altiuswellbeing/  Twitter/X: https://x.com/AltiusWellbeing    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the five dimensions of employee wellbeing and explain how each one is influenced by organizational culture, leadership behavior, and employer-provided resources. Distinguish between holding leaders accountable for demonstrating care versus for employees' actual wellbeing outcomes, and describe why that distinction protects against perverse hiring incentives. Evaluate the design principles — human-centered AI, radical data privacy, proactive personalization, and clinical grounding — that determine whether an AI wellbeing tool will drive adoption or be ignored like traditional EAPs.  

Innovation is no longer a future goal—it's a necessity for survival and growth. Justin Dunmyer of ICBA joins us to discuss the strategies community banks need to embrace continuous innovation, prioritize initiatives with the greatest impact, foster a culture of change, and deliver measurable results. Discover how forward-thinking institutions are transforming challenges into opportunities and positioning themselves for long-term success.Send us Fan MailPresented by Remedy ConsultingFor more information on BankTalk:BankTalk  WebsiteSubscribe to BankTalk NewsRemedy Consulting WebsiteRemedy LinkedInTo speak on the BankTalk Podcast, please  email us. 

Nosipho Radebe is in conversations with Faiez Hartley, Head of Information Technology at Business Partners LimitedSee omnystudio.com/listener for privacy information.

1. The Imperative of Total Devotion 2. The Logic of Total Devotion 3. The Performance of Total Devotion Deuteronomy 6:1-25 Heidelberg Catechism Lord's Day 44

Brother Bob Jones1 John 3:10-15John 13:34

Gene Marks compares public protests against data centers to the 19th-century opposition to railroads. While critics worry about land and water usage, Marks argues these facilities are imperative infrastructure for the information age and the AI revolution. Just as railroads enabled 20th-century American power, data centers are the means for moving information. Ceding this development would allow rivals like China or Russia to dominate the future economy. (12)1829 FIVE POINTS NEW YORK

Gene Marks compares public protests against data centers to the 19th-century opposition to railroads. While critics worry about land and water usage, Marks argues these facilities are imperative infrastructure for the information age and the AI revolution. Just as railroads enabled 20th-century American power, data centers are the means for moving information. Ceding this development would allow rivals like China or Russia to dominate the future economy. (12)1859 FIVR POINTS

The following article of the Agribusiness & Food industry is: 'Avocado 2030: The Professionalization Imperative' by Lia Bijnsdorp, Managing Director, United Producers of Mexico-UPM. 

 In episode 263, Coffey talks with Jimmy Taylor about the state of return-to-office, AI's real impact on workforce participation and HR practice, and why proactive networking and skills-based hiring matter more than ever.  They discuss CBRE data showing peak office utilization reaching 80% and the factors driving successful return-to-office adoption; the hidden financial costs employees bear when returning to the office and how employers should account for that in compensation and goodwill; why early-career professionals stand to benefit most from in-person work through mentorship, visibility, and relationship-building; June jobs report softness, a 50-year-low labor participation rate, and competing explanations from immigration enforcement changes and AI displacement; AI as a net job creator over time, drawing parallels to fears about the internet eliminating insurance agents, real estate agents, and recruiters in the 1990s; the organizational opportunity and challenge of assessing AI skill gaps and reskilling loyal existing employees rather than replacing them with outside talent; Gen Z's surprising gaps in desktop computing and interpersonal skills despite their reputation for tech fluency; the case for replacing traditional resumes with tailored application processes and front-end skills assessments to filter out AI-generated candidate slop; professional association involvement as a proactive career resilience and network-building strategy before a job loss forces it; and Dallas HR's hands-on AI skills day designed to move HR professionals from AI curiosity to practical daily application.  For listeners of Good Morning HR podcast, use 2026-CoffeyGMHR-100 promo code and take $100 off a HRSouthwest full conference registration at https://hrsouthwest.com.   For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP263  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jimmy Taylor brings more than 20 years of business and HR leadership to DallasHR and the HR Southwest Conference. As Executive Director, Jimmy is responsible for leading strategic initiatives and overseeing the operations of the organization in the mission to advance and connect the regional HR community.  Jimmy Taylor can be reached at   Website: https://www.dallashr.org/  Social: https://www.linkedin.com/in/jimmy-taylor-sphr-25b230/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for all stakeholders. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Evaluate the real costs — financial, cultural, and competitive — that employees and employers each absorb when transitioning back to in-person or hybrid work arrangements. Assess an organization's current AI skill gaps and identify practical reskilling strategies that retain institutional knowledge while closing the gap with external market demands. Redesign the candidate screening process to replace resume-based review with structured application workflows and skills assessments that resist AI-generated submissions and reduce bias. 

United States Air Force forward operating installations face a grave threat given air and missile threats, especially when it comes to small Unmanned Aerial Vehicles (sUAV). Recent combat events in places like Ukraine and the Middle East highlight the significance of this threat. It's time to pursue new operational concepts, tactics, and procure necessary technologies to mitigate this threat. Join us for the release of the Mitchell Institute's newest report exploring how the U.S. Air Force can address the sUAV threat, Defeating the Drones: The Airman's Imperative to Defend Against Small UAV, by Brig. Gen. Houston Cantwell, USAF (Ret.), Senior Fellow for the Mitchell Institute Center for Unmanned and Autonomy Studies. Gen. Glen VanHerck, USAF (Ret.), former commander of United States Northern Command (USNORTHCOM) and North American Aerospace Defense Command (NORAD), will join the Mitchell Institute to provide his unique perspectives and insights on the report's findings and recommendations.

Some said I was too irregular, even for the irregulars...

ਬਿਲਾਵਲੁ ॥ਬਿਦਿਆ ਨ ਪਰਉ ਬਾਦੁ ਨਹੀ ਜਾਨਉ ॥ ਹਰਿ ਗੁਨ ਕਥਤ ਸੁਨਤ ਬਉਰਾਨੋ ॥੧॥ ਮੇਰੇ ਬਾਬਾ ਮੈ ਬਉਰਾ ਸਭ ਖਲਕ ਸੈਆਨੀ ਮੈ ਬਉਰਾ ॥ ਮੈ ਬਿਗਰਿਓ ਬਿਗਰੈ ਮਤਿ ਅਉਰਾ ॥੧॥ ਰਹਾਉ ॥ ਆਪਿ ਨ ਬਉਰਾ ਰਾਮ ਕੀਓ ਬਉਰਾ ॥ ਸਤਿਗੁਰੁ ਜਾਰਿ ਗਇਓ ਭ੍ਰਮੁ ਮੋਰਾ ॥੨॥ ਮੈ ਬਿਗਰੇ ਅਪਨੀ ਮਤਿ ਖੋਈ ॥ ਮੇਰੇ ਭਰਮਿ ਭੂਲਉ ਮਤਿ ਕੋਈ ॥੩॥ ਸੋ ਬਉਰਾ ਜੋ ਆਪੁ ਨ ਪਛਾਨੈ ॥ ਆਪੁ ਪਛਾਨੈ ਤ ਏਕੈ ਜਾਨੈ ॥੪॥ ਅਬਹਿ ਨ ਮਾਤਾ ਸੁ ਕਬਹੁ ਨ ਮਾਤਾ ॥ ਕਹਿ ਕਬੀਰ ਰਾਮੈ ਰੰਗਿ ਰਾਤਾ ॥੫॥੨॥Here is a summary of the passage from Bhagat Kabir Ji in Rag Bilaval:Summary of the HymnBhagat Kabir Ji expresses complete devotion to God, dismissing dry intellectualism, formal debate, and societal notions of wisdom.Rejection of Intellectual Debate: Kabir Ji states that he does not engage in scholarly disputes or religious debates; instead, he finds complete fulfillment in listening to and singing the praises of God.Embracing Sacred "Madness": To the world, he appears "mad" or misguided because he chooses the path of intense love for God over conventional societal norms. He accepts this label with joy, noting that this state was not self-induced, but brought about by God's grace and the Guru, who destroyed all his worldly doubts.True Madness vs. Divine Wisdom: Kabir Ji redefines what it truly means to be foolish: a person is only truly "mad" if they fail to understand their own inner spiritual self. Once a person recognizes their true self, they see the One Divine Presence everywhere.The Imperative of Divine Love: He concludes that if one does not become absorbed and enraptured in God's love during this life, they miss the entire purpose of existence.

Bobby, Deuce, and Jeff listened to Saints GM Mickey Loomis' comments about an extension for WR Chris Olave. Bobby emphasized the importance of the team getting a deal done with Olave.

Bobby, Deuce, and Jeff listened to Saints GM Mickey Loomis' comments about an extension for WR Chris Olave. Bobby emphasized the importance of the team getting a deal done with Olave.

In episode 262, Coffey talks with Randy Anderson about the critical differentiators for human performers in an AI-driven workplace.  They discuss AI's inevitability and its impact on task elimination versus full job replacement; the enduring human advantage in relational and interpersonal transactions that AI cannot replicate; emotional intelligence as a two-sided competency — reading others and maintaining self-awareness; nonverbal communication, microexpressions, and the limits of virtual interaction for building culture; the case for renaming "soft skills" as core skills or power skills given their foundational value; generational deficits in interpersonal development worsened by COVID, remote learning, and screen-based communication; how employers can purposefully structure learning tracks, mentoring, and stretch assignments to develop core skills alongside technical ones; top employer-identified skill gaps from a Fort Worth Chamber of Commerce talent survey — emotional intelligence, leadership, global mindset, and adaptability; AI-generated cover letters undermining candidate credibility, including a case where AI reproduced a hiring manager's own quotes; and time-windowed team skill development as a practical organizational strategy for building interpersonal competency at scale.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP262  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Randy Anderson is a self-declared mercenary in the war on employee disengagement and lost productivity. He spent 20 years in sales and management before founding E3 Professional Trainers in 2005.  Throughout his career, he has had the opportunity to work with virtually every type and size of business in almost every industry.Now, through keynote presentations, customized training, and personal coaching, he delivers strategies to help individuals, teams, and entire organizations become more engaged in their work, better equipped to do it, and to feel empowered to experience greater fulfillment in life, both personallyand professionally.  Randy Anderson can be reached at   Your Website: e3professionaltrainers.com  LinkedIn: Randy Anderson (https://www.linkedin.com/in/randyandersontrainer)  Facebook: E3 Professional Trainers (https://www.facebook.com/E3ProfessionalTrainers/)  Twitter/X: E3ProfTrainers (https://twitter.com/e3proftrainers)  YouTube: E3 Professional Trainers (https://www.youtube.com/user/e3protrainers)  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives:Distinguish between the tasks AI will replace and the human relational capabilities that will remain differentiators for high performers. Define emotional intelligence as a dual competency — accurately reading others and maintaining self-awareness — and explain why both sides matter in workplace interactions. Design intentional learning tracks, mentoring programs, and structured assignments to develop core interpersonal skills in employees who lack natural exposure or prior coaching.  

Gerry Hamilton joins OUInsider's Brandon Drumm to discuss OU and Texas 2026 seasons at SEC Media Days. Are the two programs talented enough to win or compete for a natty? Are they recruiting at a national title-like level? What is Texas trenches looking like in 2026, with OU having a strong OL/DL and is he confident that they can overcome the inexperience at OL behind the talents of Trevor Goosby and others? How important are OU/Michigan and Texas/Ohio State games for the Sooners and Horns in week two and why did Brent Venables impress him and other media members with how he went about SEC Media Days? All that and more during this EXCLUSIVE OUInsider and OnTexasFootball collaboration interview! Want the best Sooners' intel and info in the industry? Want to be a part of a community of THOUSANDS of Sooner fans that you can talk with on a daily basis? Become a member of OU Insider and stay updated daily with insights from the OUI staff!!

Mobile app attackers already operate at machine speed, but most enterprise cyber functions still rely on manual, human-paced patch cycles to keep up. In this episode, Tom Tovar, Co-Creator at Appdome, examines how agentic AI is replacing manual vulnerability assessment and forcing cyber teams to become producers of protection rather than evaluators of risk. The conversation covers the shift from application-level security policies to release- and user-level personalization, the data and context needed to run agentic protection pipelines, and the accountability questions that come with agentic decision-making.   This episode is sponsored by Appdome.   Learn how financial institutions are digitizing paper-based records to unlock usable data for AI, and using alternative data to enhance risk assessment. Download our free PDF report, "AI in Financial Services Executive Cheat Sheet" at emerj.com/fcs1

What happens when the supply chain playbook you've spent decades building becomes obsolete overnight? Fresh from Zero100's Off the Grid event in the Irish countryside, Chief Content Officer Matt Davis sits down with VP, Research & Advisory Kelly Coutinho, and Account Manager Lewis Barnes to discuss the supply chain shift to “operational sovereignty,” and why 2028 is shaping up to be a defining year for operations. They also explore why 60% of workflows belong to no single function, how AI is exposing decades of process debt, and why the biggest barrier to AI adoption isn't technological, but human.

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP261  In episode 261, Coffey talks with Bernadette Jones about how leaders can identify, triage, and resolve workplace issues before they escalate into legal and cultural crises.  They discuss leader avoidance of difficult conversations and its organizational consequences; distinguishing between people problems, process problems, and leadership problems; using a triage framework to assess urgency and risk in workplace issues; the TRIAGE acronym as a structured people problem resolution framework; the role of documentation in at-will terminations and discrimination defense; when to bring in third-party HR consultants or employment counsel; the cost and cultural damage of nuisance lawsuits and settlement checks; transparent post-incident communication strategies that protect employee privacy; the connection between ongoing feedback practices and employee trust; and workplace trauma, post-COVID mental health, and psychological safety as cultural imperatives.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Bernadette Jones is Co-Founder of Visionova HR Consulting, where she helps organizations lead at the intersection of compliance and culture. With more than two decades of experience in HR leadership, coaching, and consulting, she supports nonprofits, small businesses, and mission-driven teams in navigating difficult conversations, employee-relations challenges, leadership communication breakdowns, and workplace culture transformation.   A national speaker, Bernadette has presented for SHRM, Nonprofit HR, Northern California SHRM, and other conferences across the country. She serves on the Northern California SHRM Professional Development and Conference Committee and chairs the NorCal SHRM DEIB Committee, where she helps shape content and conversations for HR leaders regionally and beyond. Bernadette has presented at SHRM conferences and nonprofit leadership events on topics including workplace respect, harassment prevention, inclusive leadership, and culture-first HR strategy.   She is especially valued for helping leaders move beyond policy-only thinking and toward practical, respectful leadership that works in the real world. With her 20 years of experience, Bernadette has worked with executives, HR leaders, and managers who are navigating toxic employees, scary complaints, high-stakes terminations, and burned-out teams often without a full HR department behind them. She is known for her calm, candid style and her ability to translate complex HR and employment-law concepts into plain language leaders can act on right away.  Bernadette Jones can be reached at:  Email: bjones@visionovahr.com  Website: https://visionovahr.activehosted.com/f/55 LinkedIn: https://www.linkedin.com/in/bernadettejones-visionovahr/ Facebook: https://www.facebook.com/VisionovaHR Instagram: https://www.instagram.com/bernadettejoneshr/?hl=en#   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Apply the People Problem Triage framework to distinguish between people, process, and leadership problems before escalating to formal action.  Assess the compliance and legal risk level of a workplace issue in order to determine appropriate urgency and next steps.  Recognize how undocumented role changes, unclear responsibilities, and deferred feedback create conditions for employee conflict and litigation exposure 

HerbRally listeners save 25% on tickets to the 2026 Good Medicine Confluence (October 12–15 at Ghost Ranch, New Mexico) with discount code HERBRALLY26. LEARN MORE & REGISTER Welcome to episode 26 of The Plant Healer's Path: The Adventure Imperative | Exploration & Excitement for the Plant Healer In this episode, Jesse Wolf Hardin reflects on the spirit of adventure and why it's essential to a deeply lived life.  Exploring themes of courage, curiosity, purpose, and personal transformation, he examines how fear, responsibility, and self-doubt can keep us from pursuing our deepest callings.  Wolf invites listeners to embrace uncertainty, venture beyond the familiar, and recognize that the path of the plant healer is, by its very nature, a bold and lifelong adventure. This audio was extracted from the video version available on the HerbRally YouTube channel. Jesse Wolf Hardin is an impactful author, ecosopher, ecological restorationist, personal counsel, graphic artist, musician, and historian on a mission –– a champion of diversity and what he coined "ReWilding," as well as an impassioned proponent of nature's medicines. Wolf co-founded with Kiva Rose both the international Good Medicine Confluence gathering and Plant Healer Quarterly magazine, and is the author of over 25 books on herbalism, nature connection, and personal realization.   For more information go to PlantHealer.org. The Plant Healer Online Bookstore is the largest single source or herbal related books and ebooks, both titles by Jesse Wolf Hardin and Kiva Rose, as well as numerous focused compilations by many dozens of other well known herbalists: PlantHealerBookstore.com Plant Healer Magazine is the most in-depth and artistic magazine available for herbal practitioners, artisans and healers of culture, see: PlantHealerMagazine.com Herbaria Monthly is a totally FREE full color zine, full of herbal information, inspiration and empowerment.  Subscribe at PlantHealer.org More Free Resources including complimentary guides to herb schools and suppliers can be downloaded at: LEARN MORE Plant Healer on Instagram: @PlantHealer Plant Healer on Facebook: @PlantHealer Herbalism in your neck of the woods.  HerbRally www.herbrally.com DISCLAIMER The information in this episode is for educational and entertainment purposes only. It is not intended as a substitute for advice provided by your physician or other medical professionals. Always consult a health care practitioner before using any herbal remedy or food, especially if you are nursing, pregnant, or have any medical condition.

In episode 260 Coffey talks with Gerald Maatman Jr. about reducing employment litigation risk in an increasingly complex legal environment.  They discuss the realities and limitations of at-will employment in modern workplaces; litigation avoidance strategies for business owners and HR leaders; how employers should evaluate settlement versus defense decisions; reverse discrimination and evolving protected class litigation trends; federal, state, and municipal employment law compliance challenges; managing multi-state employment law requirements and policy administration; workplace culture, employee trust, and internal complaint systems; the role of HR as advisor, coach, and organizational risk manager; wage and hour class action litigation and emerging workplace legal threats; artificial intelligence governance and employment-related legal exposure; workplace privacy, biometric data, and employee information security risks; equal pay litigation and compensation equity concerns; religious accommodation and changing EEOC enforcement priorities; frontline manager training and its impact on legal risk; remote work management challenges and post-pandemic workplace dynamics; practical documentation, communication, and employee relations best practices.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP260  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Gerald L. Maatman, Jr., is the Chair of Duane Morris LLP's Class Action Defense Team. With nearly four decades of experience practicing law, he has defended some of the most significant bet-the-company cases ever filed against corporate America. Mr. Maatman has represented companies, executive teams, and boards across the country in class action litigation, ranging in size from thousands to hundreds of thousands of claims by employees. In addition to his litigation work, Mr. Maatman helps clients anticipate large-scale risks before they escalate into litigation.  Gerald L. Maatman, Jr can be reached at   https://www.duanemorris.com/attorneys/geraldmaatman.html  https://www.linkedin.com/in/geraldmaatman/  https://x.com/g_maatman About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Understand how employment litigation develops and how organizations can reduce legal exposure. Evaluate HR policies and management practices that strengthen workplace compliance and employee trust. Implement practical approaches to documentation, manager training, and personnel decision-making that withstand legal scrutiny. 

There has been a lot of turnover on the Pittsburgh Steelers coaching staff and roster, and for many this provides a fresh start. A new beginning. But there are those who feel as if this isn't the answer and the team is set up for failure. Either way, it is imperative fans give the 2026 Steelers a chance. Jeff Hartman and Greg Benevent have you covered coast-to-coast as they attempt to bring a reasonable perspective on the Steelers from different time zones. But no matter where they reside, they both have their clocks adjusted to Pittsburgh Standard Time. This podcast is a part of the Steel Curtain Network, a proud member of the Fans First Sports Network. Check out Meinelschmidt Distillery at meineldistillery.com and use the code SCNJUN to save 10% at checkout! Learn more about your ad choices. Visit megaphone.fm/adchoices

In episode 259, Coffey talks with Meg Delp about workplace mental health, burnout prevention, and how employers can create psychologically safe cultures that support employee wellbeing and performance.  They discuss the growing awareness of workplace mental health and its impact on business outcomes; generational differences in expectations around employee wellbeing and psychological safety; caregiver stress and burnout among younger employees and the sandwich generation; mental health stigma and why employees hesitate to seek support at work; practical manager training strategies for handling mental health conversations appropriately; how frontline supervisors can support employees without becoming therapists; the role of psychological safety in employee engagement and retention; burnout warning signs including exhaustion, irritability, and declining performance; how leadership and HR can model healthy mental health conversations year-round; NAMI's Stigma Free Workplace Initiative and free “You Can Ask” mental health training resources; the importance of employee friendships and trust relationships at work; balancing compassion, performance management, and ADA accommodations in workplace conversations; and how proactive mental health support improves retention, engagement, and organizational culture.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP259  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Meg Delp, PsyD LMFT is the Director of Workplace Mental Health at the National Alliance on Mental Illness (NAMI) where she leads the StigmaFree Workplace initiative. As an Organizational Psychologist and (retired) Marriage and Family Therapist, Meg brings both clinical and organizational expertise to her work, helping employees and leaders alike understand how to build company cultures that prioritize mental health, connection, and psychological safety. She's passionate about creating workplaces where people feel safe to show up as themselves and supported in caring about one another.  Meg Delp can be reached at: https://stigmafree.nami.org  https://www.linkedin.com/company/nami  https://www.facebook.com/NAMI  https://www.instagram.com/namicommunicate  https://x.com/NAMICommunicate  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives: Identify early warning signs of employee burnout and workplace mental health challenges. Apply practical techniques for having supportive, work-focused mental health conversations. Develop workplace strategies that improve psychological safety and employee wellbeing. 

In this episode, Nathan Fabian, Chief Sustainable Systems Officer at the PRI, is joined by Elisabeth Andvig, Senior Investment Stewardship Manager at Norges Bank Investment Management, and Robert Lewenson, Head of Responsible Investment at Old Mutual Investment Group, to mark 15 years since the UN Guiding Principles on Business and Human Rights (UNGPs) were endorsed.Together, they reflect on how investor practice has evolved, the progress companies have made in embedding human rights due diligence, and the challenges that remain as investors navigate geopolitical uncertainty, supply chain disruption and the transition to a more sustainable global economy.Overview:15 years after the adoption of the UN Guiding Principles, human rights have become a core consideration for responsible investors. Yet implementation remains uneven, particularly when it comes to due diligence, access to remedy and adapting to an increasingly complex global environment.This episode explores how investors can strengthen human rights stewardship, support a just transition and help ensure long-term value creation while respecting the rights of people across global supply chains.Detailed coverage:How investor practice has evolvedThe guests reflect on how awareness of the UNGPs has grown over the past 15 years, with human rights moving from a niche sustainability issue to an increasingly integrated part of investment stewardship and corporate governance.Human rights due diligence in practiceThe conversation explores the progress companies have made in embedding due diligence processes, alongside the challenges investors face in assessing risks across large, global portfolios and complex supply chains.A changing policy landscapeNathan, Elisabeth and Robert discuss the impact of geopolitical fragmentation, evolving regulation and shifting global supply chains on responsible investment and human rights implementation.Access to remedy and investor responsibilityThe episode examines why access to remedy remains the least developed pillar of the UNGPs and considers how investors can use stewardship and engagement to encourage more effective corporate responses.Human rights, inequality and the just transitionThe discussion explores the relationship between human rights, economic inequality and the transition to a low-carbon economy, highlighting the importance of ensuring communities benefit alongside investors.Looking aheadThe guests share their priorities for the next five years, from strengthening implementation and celebrating good practice to ensuring the UNGPs remain relevant in a rapidly changing investment landscape.To learn more about the PRI's work on human rights and responsible investment, visit: https://public.unpri.org/investment-tools/stewardship/advancehttps://www.unpri.org/deep-dive?id=an-introduction-to-responsible-investment-human-rightsChapters:00:00 – Introduction: 15 years of the UN Guiding Principles04:48 – How human rights due diligence has evolved11:55 – The challenges of implementation and global policy change21:37 – Access to remedy: the forgotten pillar31:40 – Human rights, inequality and economic inclusion39:12 – The just transition and responsible mining47:18 – Why long-term thinking matters for investors53:46 – Celebrating leadership and sharing best practice57:45 – Looking ahead: priorities for the next five years01:01:32 – Final reflectionsDisclaimer:This podcast and material referenced herein is provided for information only. It is not intended to be investment, legal, tax or other advice, nor is it intended to be relied upon in making an investment or other decision. PRI Association is not responsible for any decision made or action taken based on information on this podcast. Listeners retain sole discretion over whether and how to use the information contained herein. PRI Association is not responsible for and does not endorse third parties featured on in this podcast or any third-party comments, content or other resources that may be included or referenced herein. Unless otherwise stated, podcast content does not necessarily represent the views of signatories to the Principles for Responsible Investment. All information is provided "as is" with no guarantee of completeness, accuracy or timeliness, or of the results obtained from the use of this information, and without warranty of any kind, expressed or implied. PRI Association is committed to compliance with all applicable laws. Copyright © PRI Association 2026. All rights reserved. This content may not be reproduced, or used for any other purpose, without the prior written consent of PRI Association.

In episode 258, Coffey talks with Blair Doran about the “Great Flattening” of middle management, AI adoption in HR, and the thawing job market's impact on employee retention.  They discuss the Great Flattening and the causes of middle management cuts; the risk of losing institutional culture and coaching capacity when middle managers are eliminated; poor selection criteria for promoting individual contributors into management roles without leadership training; AI adoption shifting employee self-service away from managers and freeing them for strategic work; HR's evolving role in understanding business operations rather than acting purely as a compliance gatekeeper; state-level AI employment law developments in Colorado, Illinois, and New York amid federal disparate impact uncertainty; confidentiality and trade secret risks when employees use AI for brainstorming and content creation; a recent study comparing passive AI cut-and-paste use versus active AI collaboration on employee engagement and output quality; job security concerns and the thawing job market's effect on long-tenured employee retention; and proactive employee engagement strategies to prevent turnover before it becomes a retention crisis.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP258  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest: Blair Doran is the founder of Good HR, a consulting firm that helps small and mid-sized businesses build practical, people-focused HR programs that support growth while staying compliant. With more than 15 years of HR experience, Blair partners with leadership teams across a variety of industries on everything from employee relations, compliance, benefits, compensation, and leave management to recruiting, manager development, and organizational strategy.What sets Blair apart is her ability to make HR approachable. She believes HR shouldn't just be about policies and paperwork—it should help businesses make better decisions, build stronger teams, and create workplaces where employees can do their best work.As a trusted advisor to business owners and executives, Blair is known for bringing a practical, real-world perspective to today's workplace challenges, helping organizations navigate everything from complex compliance issues to evolving workforce trends.When she's not supporting clients, Blair enjoys spending time with her husband, three children, and toy poodle, Teddy, on Maryland's Eastern Shore.Blair Doran can be reached at:https://goodhumanresource.com/https://www.linkedin.com/in/blairdoranhttps://www.instagram.com/goodhrllc/About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Evaluate the risks and tradeoffs of cutting middle management layers in response to AI adoption and cost pressures.  Identify the leadership and confidentiality safeguards organizations need when integrating AI into HR and business workflows.  Apply proactive retention strategies to re-engage employees before job market conditions accelerate voluntary turnover. 

Resilience is the recognition that in today's highly interconnected and unpredictable world, disruption cannot always be anticipated or prevented and therefore requires a shift from traditional risk avoidance toward designing systems that can absorb shocks, adapt in real time, and recover quickly, ultimately emerging stronger and turning uncertainty into a source of advantage.This week, Dave, Esmee, and Rob are joined by Benjamin Trump, President Society for Risk Analysis and Cedrick Moriggi, Chief Resilience Officer and co-found the CCRO network under the United Nations Office for Disaster Risk Reduction, to explore what resilience means in a world shaped by systemic risk, fragile supply chains, climate shocks, cyber threats and human decision-making. TLDR00:30 – Introduction01:29 – Hang out: Heatwave weather and the perfect pub temperature03:18 – Dig in: What is resilience, and how do you deal with it?10:35 – Conversation with Benjamin Trump and Cedrick Moriggi48:32 – Ben is a writer and Cedrick teaches children GuestBenjamin Trump: https://www.linkedin.com/in/benjamin-trump-ba062523/Cedrick Moriggi: https://www.linkedin.com/in/cedrickmoriggi/HostsDave Chapman:  https://www.linkedin.com/in/chapmandr/Esmee van de Giessen:  https://www.linkedin.com/in/esmeevandegiessen/Rob Kernahan:  https://www.linkedin.com/in/rob-kernahan/ ProductionMarcel van der Burg:  https://www.linkedin.com/in/marcel-vd-burg/Dave Chapman:  https://www.linkedin.com/in/chapmandr/ SoundBen Corbett:  https://www.linkedin.com/in/ben-corbett-3b6a11135/Louis Corbett:   https://www.linkedin.com/in/louis-corbett-087250264/ 'Realities Remixed' is an original podcast from Capgemini

In episode 257, Coffey talks with Elizabeth Ledoux about talent considerations in business succession planning.  They discuss why most succession plans fail because leaders ignore employee emotions and organizational culture; how owners and successors can align around a shared vision for the future of the company; the importance of involving employees early in transition conversations to reduce fear and turnover risk; the concept of “Transition 3.0” and collaborative succession planning between owners and future leaders; how multi-year transition roadmaps improve leadership development and business continuity; balancing founder identity, emotional attachment, and letting go of operational control; strategies for transferring institutional knowledge and mentoring future owners over time; creating succession-focused company cultures that continuously develop future leaders; why delegation and role transition should become an ongoing organizational habit; and how HR and operations leaders can proactively support leadership continuity and organizational resilience.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP257  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Elizabeth Ledoux is the founder of The Transition Strategists and creator of the Transition 3.0 methodology. Over the past 30 years, she's helped hundreds of family and private business owners navigate succession, focusing on the relationship challenges that cause most transitions to fail.  Elizabeth started her career as a petroleum engineer before founding several businesses and moving into strategy consulting. She's a sought-after speaker on business succession and family business dynamics, host of the Business Transition Roadmap podcast, and co-author of three books, including the award-winning It's A Journey, The MUST-HAVE Roadmap to Successful Succession Planning. She's also part of Tiger 21, bringing her expertise to a network of high-net-worth entrepreneurs and investors.  Currently, Elizabeth is living what she teaches—navigating her own family's ranch transition with her brother while also planning the long-term transition of her own consulting firm. She leads a team of trained Guides who help business owners build the strategic foundation for transition, making sure the people side is solid before bringing in lawyers and accountants.  Her work helps families stay together and successors—whether family or non-family—step into their roles with clarity and support.  Elizabeth Ledoux can be reached at: https://transitionstrategists.com  https://www.linkedin.com/company/transitionstrategists  https://www.facebook.com/thetransitionstrategists  https://www.instagram.com/transtionstrategists  https://www.youtube.com/channel/UCfcH2Be31Mr1laOZ6KZXDNA    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the human and cultural factors that commonly derail business succession plans. Develop long-term transition roadmaps that align owners, successors, and employees. Implement succession-focused leadership development practices that strengthen organizational continuity. 

The traditional workplace model, designed in the twentieth century, no longer serves the realities of contemporary life. W. Brad Johnson and David Smith, two former Navy officers turned leading researchers on workplace gender equity, have spent decades studying what actually makes organizations thrive. Their journey from military service to academia reveals that the most pressing business challenge of our time is not technological innovation or market disruption, but rather the fundamental misalignment between how we structure work and how people actually live their lives. Brad and David's research has evolved significantly over their careers. They began by studying mentoring relationships and how men could become better mentors for women, then shifted to examining public allyship and holding men accountable for gender fairness. However, their most transformative insight came when they realized that without changing the fundamental structures of work itself, individual efforts could only go so far. They discovered that most people today live in dual-earner, dual-career families, yet workplaces continue operating as though employees have no caregiving responsibilities. They emphasize that this is not merely a women's issue or a diversity initiative, but rather a fundamental question of organizational design and leadership courage. Organizations must create psychological safety where employees can be honest about their caregiving responsibilities and their needs. They must embrace role modeling from senior leaders who openly discuss their own caregiving challenges and demonstrate that it is possible to be both a committed caregiver and a high-performing professional. To learn more about gender-fair workplace practices and discover how leading organizations are transforming their cultures, visit WorkplaceAllies.com. Get a copy of their latest book, Fair Share, at your favorite bookstore or online retailer to explore their comprehensive roadmap for building workplaces where everyone can bring their whole selves to work. For the accessible version of the podcast, go to our Ziotag gallery.We're happy you're here! Like the pod?Support the podcast and receive discounts from our sponsors: https://yourbrandamplified.codeadx.me/Leave a rating and review on your favorite platformFollow @yourbrandamplified on the socialsTalk to my digital avatar Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, host Dee Martin sits down with Amanda Van Dyke, Founder of the Critical Mineral Hub and author of The Mineral Imperative, to explore why critical minerals have become a defining issue for the global economy, national security, and industrial strategy. Amanda breaks down what qualifies as a critical mineral, why supply chains are increasingly vulnerable, and why understanding mineral systems is essential for policymakers. Want to learn more about the hidden minerals powering modern life? Tune in now!

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  In episode 256, Coffey talks with Leslie Speas about developing high-retention managers who improve employee engagement, accountability, trust, and workplace culture through intentional leadership habits.  They discuss promoting high-performing employees into leadership roles without proper management training; emotional intelligence and self-awareness as foundational leadership competencies; connecting employees to organizational purpose and mission-driven work; building workplace trust through consistency, humility, and integrity; coaching employees through questions instead of problem-solving; accountability systems that improve performance and retention; effective communication strategies for managers and team leaders; employee recognition and appreciation practices that reinforce company values; empathy and flexibility in supporting employee wellbeing and mental health; leadership development frameworks that strengthen organizational culture and productivity; practical feedback models including the BEAN and BET communication methods; performance management processes that move beyond annual reviews; balancing individual contributor career growth with leadership readiness assessments.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Leslie Speas is a seasoned Human Resources and Organizational Development leader with over 30 years of experience. She serves as Founder and President of InfluenceHR Consulting, a firm dedicated to helping leaders and HR teams build workplaces where people will thrive and stay.  Leslie holds a master's degree in industrial/organizational psychology and possesses senior-level HR designations and certifications in coaching, the Working Genius, Enneagram assessment, and Talent Management/Succession Planning. Her leadership experience spans diverse sectors such as healthcare, manufacturing, technology, financial services, and nonprofit organizations. In addition, she is the author of the book, 7 Habits of High-Retention Managers.  Leslie is heavily involved in furthering the HR profession and serves as a District Director with the North Carolina Society for Human Resources Management. She and her husband, Tracy, reside in Winston-Salem, N.C.  Leslie Speas can be reached at: https://www.influencehrconsulting.com  https://www.linkedin.com/in/leslie-speas  https://www.facebook.com/influencehrconsulting  https://www.instagram.com/influencehrconsulting  https://www.youtube.com/channel/UCdH17Da_dvt_UFpRNmUvqrQ    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the leadership habits that improve employee retention and engagement. Apply coaching and feedback techniques that strengthen accountability and trust. Evaluate leadership readiness before promoting employees into management roles. 

In episode 255, Coffey talks with Teri Chilcoat about navigating and recovering from toxic workplace environments while building healthier organizational cultures.  They discuss defining toxic workplace dynamics beyond legal thresholds and into lived employee experience; recognizing psychological and physical symptoms of chronic workplace stress and burnout; understanding the toxic triangle of leaders, followers, and culture enabling dysfunction; applying personal agency and stoic principles to regain control in adverse environments; building leadership accountability systems that reinforce values and ethical behavior; identifying disengagement signals and preventing employee turnover through proactive management; evaluating why high-performing individual contributors often fail as managers; fostering self-awareness and emotional intelligence as core leadership competencies; addressing the hidden costs of toxic high performers on team morale and retention; preparing organizations for potential waves of turnover driven by disengagement and economic shifts.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP255  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Teri Chilcoat is the author of Surviving the Toxic Workplace from an HR Insider: A Roadmap to Power, Peace, and Happiness, a practical guide that exposes the hidden dynamics behind toxic work cultures and offers a clear path for professionals who want to reclaim their voice, well-being, and sense of purpose at work. Drawing from more than 15 years of experience in human resources, Teri combines real-world insight with research-backed strategies to help employees and leaders recognize the patterns that lead to burnout, disengagement, and silence in the workplace—and what to do about them.  As the founder of Inner Authority Co., Teri has spent her career advising executives, managers, and employees through complex workplace challenges including employee relations issues, culture breakdowns, leadership conflict, and burnout recovery. Her work centers on a simple but often overlooked idea: sustainable performance and healthy workplaces begin when individuals reclaim their inner authority.  Building on the lessons from her book, Teri delivers her keynote, “Retention Signals: What Employees Need to Stay (and What HR Can Fix Fast),” where she challenges conventional thinking about workplace well-being and shows leaders how to recognize the early signals of disengagement before employees walk out the door. Through real-world examples and practical tools, she helps organizations shift from reactive retention strategies to proactive leadership.  She also leads the BOLD Roadmap Workshop, which equips professionals and organizations with a structured framework for self-awareness, authentic leadership, and long-term, sustainable success. Teri holds a Master of Science in Strategic Human Resources from the University of Denver and a Bachelor of Science in Business Administration from the University of La Verne. She maintains professional certifications from both HRCI and SHRM and has been an active member of DallasHR since 2015.  Teri Chilcoat can be reached at  https://www.innerauthoritycompany.com https://www.linkedin.com/in/teri-chilcoat-phr  https://www.facebook.com/tchilcoat  https://www.instagram.com/tchilcoat   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the behavioral and organizational indicators of a toxic workplace. Apply self-awareness and agency to navigate high-stress work environments. Develop leadership practices that promote accountability, engagement, and retention. 

Kansas' Ogallala Aquifer has been losing water for decades. And while dedicating funding to a strategic water plan was a priority of Kelly's during the 2026 legislative session, no measure passed. But she's optimistic the state will continue to make progress after she leaves office in January.

Xanthe Appleyard and I are BACK for May's State of the Internet debrief, where we try to make sense of WTF is going on in the internet each month.Today's report includes:Spotify's AI-generated podcast announcement  — what does this mean for podcast hosts? Why do tech CEOs feel SO out of touch with these decisions? Plus why reading T&C's is IMPERATIVE these days and what to do with this info.Hot Chef Threads drama — IYKYK, and if you don't, we'll explain. Do we "owe" our audiences anything after we make our personal lives very public? Is it okay to paywall your vulnerability? How can we be more mindful of the dynamic we play in our online communities?The Met Gala x tech billionaires funding the arts — is this a good or bad thing in the long-run? Why are tech bros so obsessed with inserting themselves in fashion right now? What amount of money makes people bend on their morals/values and why?Everlane gets bought up by SHEIN  — WTF. Period.We discuss everything through the lens of online leadership, digital behavior, and modern philosophy. You'll leave with clear takeaways to move forward with, as well as a deeper understanding of how these topics are already impacting the conversations you're leading, online and off. The internet is chaos — we'll help you make sense of it from our corner of it all.Connect with Xanthe:InstagramLove You To The Core PodcastLife of the Party  — enrolling right now! Use code NOTES for $100 off!Links to all offers, including Leisure Ethic Planner, Content Planner, Social Life membership and moreSocial media is fickle AF, but your community doesn't have to be. Life of the Party is a content strategy program that helps creative leaders own their growth, engagement, and joy online.  Walk away with a sustainable strategy to skyrocket the visibility of your biz, become known for your unique POV, and grow an online community stacked with the caliber of clients you've always dreamed of collabing with. Use code NOTES for $100Connect with Chelsea:

In episode 254, Coffey talks with David Miklas about rapidly changing employment law trends surrounding DEI programs, EEOC enforcement priorities, workplace discrimination claims, AI risks in HR investigations, and the evolving legal landscape employers face in 2026.  They discuss the EEOC's proposal to eliminate EEO-1 reporting requirements and how demographic data impacts systemic discrimination claims; the legal distinction between lawful diversity efforts and illegal DEI employment practices; reverse discrimination lawsuits and Title VII protections for all employees regardless of majority or minority status; the risks of workforce balancing, quotas, and race-conscious hiring decisions; employee resource groups and affinity programs that may unintentionally create unlawful workplace segregation; recent federal court rulings on DEI training, race-based programming, and compelled speech claims; practical recruiting strategies for expanding applicant pools without violating discrimination laws; how employers can maintain merit-based hiring while improving diversity outreach efforts; the increasing role of AI-generated deepfakes and manipulated media in workplace investigations and litigation; discovery risks involving ChatGPT prompts, AI-generated HR documentation, and employment decisions; AI-related hiring fraud, fake applicants, and remote interview concerns; legal concerns around confidentiality, metadata, and AI-generated evidence; and management failures highlighted by viral Reddit workplace stories involving poor supervision, accommodations, and employee performance management.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP254  Media mentioned in this podcast:  The JPMorgan Sexual Assault Lawsuit Was Already Messy. AI Is Making It Worse Reddit: Anyone Hire a Recruiter to Recruit Away a Problem  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  David Miklas owns a Labor & Employment law firm and for 27 years he has practiced all types of labor and employment law exclusively representing Florida employers. He has written hundreds of employment law articles, is the co-author for the premier legal textbook used by lawyers for Florida employment law, is a frequent employment law presenter and is a nationally recognized speaker and an invited guest lecturer addressing employment law and human resource issues with over thirty universities, including Harvard. Mr. Miklas graduated from the University of Florida College of Law.   David Miklas can be reached at  https://www.miklasemploymentlaw.com/  https://www.linkedin.com/in/david-miklas-301861121/  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Distinguish between lawful diversity initiatives and illegal employment discrimination practices. Identify emerging AI-related legal risks affecting workplace investigations and HR decision-making. Apply practical management and recruiting strategies that reduce discrimination and compliance risks. 

In the latest episode of Off the Clock from the Legal Value Network, hosts Keith Maziarek and Justin Ergler sit down with Mark Wasserman, CEO Emeritus of Eversheds Sutherland, for a candid, unscripted look at the realities of modern legal leadership. Mark pulls back the curtain on the industry's biggest shifts, from managing massive global mergers to navigating the next frontier of business. Here are 3 key takeaways from the conversation: The Imperative of Over-Communication: Mark shares his journey of taking on a managing partner role at 43, realizing within six months the challenges of balancing a massive M&A practice with firm leadership. His number one piece of advice for new leaders? Over-communicate early and often with clients, partners, and business professionals alike. The Reality of Global Change Management: Hear the behind-the-scenes story of the 2017 combination that created Eversheds Sutherland. Mark discusses the nuances of merging disparate regional cultures, aligning egos, and why "presencing"—physically showing up at offices from Leeds to the Middle East—is vital to building authentic internal trust. AI as a Connector, Not a Displacer: Striking a balance on the industry's hottest topic, Mark argues that while AI will undoubtedly shift billable structures and reduce routine review hours, it will actually increase the premium on human relationships. The future belongs to firms that seamlessly combine data capabilities with elite judgment and empathy.

In episode 253, Coffey talks with Anthony Sork about how emotional attachment during onboarding shapes employee engagement, retention, and organizational performance.  They discuss the difference between employee attachment and employee engagement; how onboarding experiences create long-term emotional bonds with organizations; the role frontline managers play in employee retention and discretionary effort; why poor manager engagement creates downstream hiring and retention risks; how employer branding influences attachment before candidates even apply; the impact of lengthy recruiting processes on candidate perception and trust; why organizations should treat onboarding as a strategic investment; the four core attachment perceptions of security, trust, acceptance, and belonging; how emotional bonds form during the first 120 days of employment; practical ways leaders can strengthen employee connection and purpose alignment; the risks of unmanaged onboarding and declining new-hire sentiment; why traditional engagement surveys are lagging indicators of workplace culture; and how individualized onboarding experiences improve retention and team performance.  Mentioned in this episode: Qualtrics' 2026 Global Employee Experience Trends https://www.qualtrics.com/ebooks-guides/employee-experience-trends/   ** Special Offer From Our Guest **  We are pleased to offer a complimentary trial of the Employee Attachment Inventory for an employee who has commenced and who reaches their 90th day of employment in the months of May, June, or July 2026.  Visit www.shcBOND.com and use this code: GoodMorningHREAI2026   Or email Anthony Sork (anthony@sorkhc.com.au)or Selina Sork (selina@sorkhc.com.au) with questions.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  As a world recognized thought leader in employee perception measurement, Anthony Sork has changed the way organizations understand “Engagement” across the employee lifecycle. Anthony has worked with leaders across all industries to help them understand, measure and manage the emotional bond of their talent to enhance performance and retention and build “Culture's of Excellence'.  Anthony's award winning patented instrument, the Employee Attachment Inventory (EAI) together with the Employee Connection Inventory (ECI) and Employee Detachment Inventory (EDI) have supported thousands of Managers globally to create highly engaged, high performance teams.  Anthony has spoken at leading industry conferences around the world. His audiences describe him as “expert”, “upbeat”, “articulate”, “engaging”, “entertaining” and “passionate”.  Anthony has been featured in the Australian Financial Review, Sydney Morning Herald, Management Today, Human Capital Magazine, Recruitment Extra & ABC Radio.  You can learn more about Employee Attachment, Connection and Detachment across Anthony's social media channels which attract a worldwide audience.  Anthony Sork can be reached at: www.SorkHC.com.au   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand the difference between employee attachment and employee engagement. Identify the leadership behaviors that strengthen emotional bonds with new hires. Evaluate onboarding practices that improve retention, trust, and belonging. Recognize the long-term organizational risks of poor manager engagement. 

In episode 252, Coffey talks with Beverly Parker about how recruiting and talent acquisition are evolving and why relationship-based recruiting still matters.  They discuss the shift from newspaper job ads, to Monster, to today's AI-powered recruiting platforms; why “post and pray” or “post and spray” recruiting fails to attract high-quality passive candidates; how recruiters use professional networks to identify specialized talent faster; the growing impact of AI-generated resumes and fraudulent job applicants; why recruiters should avoid over-relying on AI resume filtering tools; strategies for sourcing passive candidates in competitive hiring markets; the value of agency recruiters for hard-to-fill and specialized positions; how employers can improve hiring processes during a frozen labor market; candidate expectations around compensation, flexibility, and work-life balance; why transparency about career growth opportunities improves retention and hiring outcomes; the increasing importance of training and development in workforce planning; how younger workers want meaningful work and stronger onboarding support; the importance of hiring for adaptability and learning agility instead of static skills; lessons from building recruiting functions inside growing organizations; and how long-term recruiter relationships create stronger organizational outcomes than transactional placements.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Beverly Parker is an accomplished HR leader and recruiter with over 15 years of experience connecting top talent with tier-one employers. She has built a reputation for aligning high-performing candidates with organizations that value growth, culture, and long-term success.  Her work is grounded in a results-driven approach to talent acquisition and workforce development, with a strong focus on building strategic partnerships across the Dallas–Fort Worth metroplex. Beverly actively collaborates with leading professional organizations, including Fort Worth HR, MidCities HR, Dallas HR, APA, and FEI, to stay at the forefront of industry trends and talent needs.  A dedicated advocate of servant leadership, Beverly is committed to fostering environments where individuals and teams can perform at their highest level. She holds both PHR and SHRM-CP certifications.  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand how modern talent acquisition differs from traditional recruiting models. Evaluate when organizations should use internal recruiters versus external recruiting agencies. Identify strategies for attracting passive candidates in competitive labor markets. Recognize the risks and limitations of AI-driven recruiting and screening systems. Improve hiring processes by aligning candidate motivations with organizational realities. Develop recruiting approaches that prioritize long-term fit over transactional hiring. Explore how training, onboarding, and development affect employee engagement and retention. Assess how labor market uncertainty influences candidate and employer behavior. Learn how recruiters can identify transferable skills and high-potential candidates. Understand why adaptability and learning agility are becoming critical hiring criteria.  

Foolishness to the Greeks by Lesslie Newbigin (Affiliate Link) https://amzn.to/3PE85gC  When Gen-X Fled the Boomer-Seeker Movement and found Lesslie Newbigin  https://youtu.be/2KzHjM3E4y0  "Answering Lesslie Newbigin," Tim Keller's 2017 Kuyper Lecture https://youtu.be/V0LG26k6ngs?si=Xb9ZtwWpjcMrjVdi  https://x.com/geharrell (Twitter)  @thegeorgebuchananforum6899     @Midwestuary2025  John Vervaeke - Midwestuary Keynote https://youtu.be/dVJuaAxC3RI?si=ZShFCqH25EpyBJQw  @NYTPodcasts  Why More Americans Are Seeking Religion https://youtu.be/ltxxmesCD74?si=FXe-p-unPr068Qp4 https://www.nytimes.com/by/lauren-jackson  @CosmicSkeptic   Why Materialism is Complete Nonsense - Bernardo Kastrup https://youtu.be/DrMEL20o5KE?si=LVMqaGJSXUvIkKdc  What is the TLC? ("This little corner of the Internet" also know as "the corner" https://youtu.be/Y3vqSjywot8?si=IVS3bnriwje5syPO TLC Search tool. https://thislittlecorner.net The Flotilla List: https://thislittlecorner.net/channels https://www.livingstonescrc.com/give Austin TX in May https://www.rigelthurston.com/p/austin-estuary-weekend-paul-vanderklay  Ireland in June https://www.eventbrite.ie/e/finding-god-in-nature-and-culture-tickets-1988447493982 Event in Ireland London Breakwater Event link https://www.tickettailor.com/events/flowinthedarkproductions/2159501 Paul Vander Klay clips channel https://www.youtube.com/channel/UCX0jIcadtoxELSwehCh5QTg https://www.meetup.com/sacramento-estuary/ My Substack https://paulvanderklay.substack.com/ Bridges of meaning https://discord.gg/yXtv7fcH Estuary Hub Link https://www.estuaryhub.com/ There is a video version of this podcast on YouTube at http://www.youtube.com/paulvanderklay To listen to this on ITunes https://itunes.apple.com/us/podcast/paul-vanderklays-podcast/id1394314333  If you need the RSS feed for your podcast player https://paulvanderklay.podbean.com/feed/  All Amazon links here are part of the Amazon Affiliate Program. Amazon pays me a small commission at no additional cost to you if you buy through one of the product links here. This is is one (free to you) way to support my videos.  https://paypal.me/paulvanderklay Blockchain backup on Lbry https://odysee.com/@paulvanderklay https://www.patreon.com/paulvanderklay Paul's Church Content at Living Stones Channel https://www.youtube.com/channel/UCh7bdktIALZ9Nq41oVCvW-A To support Paul's work by supporting his church give here. https://tithe.ly/give?c=2160640 ht  

Sunday may 10, 2026 Intro: God condemned the bad shepherds in Israel. They were supposed to lead the people, but instead they fed... for full notes: https://www.cgtruth.org/index.php?proc=msg&sf=vw&tid=3292

Dr. Poornima Luthra, Author, Educator and Keynote Speaker, joins Sima Vasa to make the evidence-based case that DEI backlash is rooted in fear, not fact, and that most organizations have never done the systemic work required to make inclusion stick. Poornima draws on two years of primary research — interviews, discourse analysis and emotion coding — to identify five core fears driving resistance and explains why reframing DEI as uniqueness, fairness and belonging changes the entire conversation. She also covers what active allyship actually requires and why homogeneous organizations can’t generate the innovation that today’s business environment demands. Key Takeaways: 00:00 Introduction. 10:15 DEI resistance exists on a spectrum, from hesitation to overt backlash, and is always rooted in fear. 12:24 Five fears drive the backlash: change, getting it wrong, discomfort, taking action and lack of positive impact. 16:00 Short-term metrics obsession is the structural reason organizations fail to sustain inclusion work. 19:09 Diverse hiring in a regulated pharma AI team succeeded when leadership committed to a longer onboarding runway. 21:00 Most data still shows that majority dominant groups hold the vast majority of top roles and wealth. 23:47 Reframing DEI as uniqueness, fairness and belonging neutralizes the opposition because everyone wants those things. 29:22 Active allyship requires self-work first: curiosity, honest introspection on privilege and bias buddies for ongoing accountability. Resources Mentioned: “The Art of Active Allyship” by Dr. Poornima Luthra — https://www.amazon.com/Art-Active-Allyship-Behaviours-Inclusion/dp/8797290327 Dr. Poornima Luthra TED Talk (2019) — “Why GQ is the kind of intelligence we all need” — https://www.ted.com/talks/poornima_luthra_why_gq_is_the_kind_of_intelligence_we_all_need Thanks for listening to the Data Gurus podcast, brought to you by Infinity Squared. If you enjoyed this episode, please leave a 5-star review to help get the word out about the show, and be sure to subscribe so you never miss another insightful conversation. #Analytics #Data #Strategy

Let's practice using Spanish imperatives out loud! Here's a spoken quiz to give you a variety of ways to practice imperative terms such as vete, váyase, ten, and tenga. Practice all of today's Spanish for free at LCSPodcast.com/55