Podcasts about Katzenbach

Read the show notes at https://malphursgroup.com/283  Join hosts Scott Ball and A.J. Mathieu as they delve into the dynamics of teamwork within the church context. In this enlightening episode, Scott and A.J. explore the five types of teams drawn from the insights of the book "The Wisdom of Teams" by Katzenbach and Smith. They discuss how these categories—working group, pseudo team, potential team, real team, and high-performance team—apply to church staff, elder boards, and volunteer groups. Discover practical steps to assess and elevate your team's effectiveness, fostering an environment of mutual accountability and genuine affection. Plus, explore the intrinsic value of moving from simply collaborating to genuinely caring for one another, as inspired by biblical principles. Tune in to elevate your church team's performance and unity today! Remember to check out the Healthy Churches Toolkit for resources that can transform your team's dynamics. Subscribe and transform how your church team works!

You really think this guy gets a job 40 days before the assassination, moving to Dallas from New Orleans and just happens to work in a high rise building right at the end of the motorcade rout that had an empty (meaning no people) room on the top floor?You'd have to say one of 3 things. Either he was part of a plan, was extremely well handled, or was a super rare coincidence.Think about it, a covert asset of ONI and CIA who could speak Russian and was certainly not lacking intelligence, moves to a new city to get a minimum wage job moving books. And then as testified by Roselli, he was shot so as to silence him.Remember what Hoover wrote Nov 24th 1963Why say the Real Assassin?”It is nteresting because Nick Katzenbach who Hoover is referring to, himself wrote the next day in a memo to Bill Moyer “THE PUBLIC MUST BE SATISFIED THAT OSWALD WAS THE ASSASSIN; THAT HE HAD NO CONFEDERATES WHO ARE STILL AT LARGE; AND THAT EVIDENCE WAS SUCH THAT HE WOULD HAVE BEEN CONVICTED AT TRIAL.””Jack Ruby, also a Jew, even told the warren commission he had to do it “because of his Jewish faith”and what was he talking about when he told Earl Warren“Unfortunately, Chief Earl Warren, had you been around 5 or 6 months ago, and I know your hands were tied, you couldn't do it, and immediately the President would have gotten a hold of my true story, or whatever would have been said about me, a certain organization wouldn't have so completely formed now, so powerfully, to use me because I am of the Jewish extraction, Jewish faith, to commit the most dastardly crime that has ever been committed. Can you understand now in visualizing what happened, what powers, what momentum has been carried on to create this feeling of mass feeling against my people, against certain people that were against them prior to their power?” That goes over your head doesn't it.…I want to say this to you. The Jewish people are being exterminated at this moment. Consequently, a whole new form of government is going to take over our country, and I know I won't live to see you another time. Do I sound sort of screwy–in telling you these things?… All I know is maybe something can be saved. Because right now, I want to tell you this, I am used as a scapegoat, and there is no greater weapon that you can use to create some falsehood about some of the Jewish faith, especially at the terrible heinous crime such as the killing of President Kennedy….Now maybe something can be saved. It may not be too late, whatever happens, if our President, Lyndon Johnson, knew the truth from me. But if I am eliminated, there won't be any way of knowing. Right now, when I leave your presence now, I am the only one that can bring out the truth to our President, who believes in righteousness and justice.”Note that later while talking to the press that Jack Ruby says the Truth may never come above board and that it goes all the way to the top. If LBJ isn't in the loop and at the top as it were, then who is he talking about?“But he has been told, I am certain, that I was part of a plot to assassinate the President…. I am sorry, Chief Justice Warren, I thought I would be very effective in telling you what I have said here. But in all fairness to everyone, maybe all I want to do is beg that if they found out I was telling the truth, maybe they can succeed in what their motives are, but maybe my people won't be tortured and mutilated. ….No; the only way you can do it is if he knows the truth, that I am telling the truth, and why I was down in that basement Sunday morning, and maybe some sense of decency will come out and they can still fulfill their plan, as I stated before, without my people going through torture and mutilation. …But I won't be around, Chief Justice. I won't be around to verify these things you are going to tell the President. … I have been used for a purpose, and there will be a certain tragic occurrence happening if you don't take my testimony and somehow vindicate me so my people don't suffer because of what I have done. …All I want is a lie detector test, and you refuse to give it to me. Because as it stands now—and the truth serum, and any other–Pentothal–how do you pronounce it, whatever it is. And they will not give it to me, because I want to tell the truth. And then I want to leave this world. But I don't want my people to be blamed for something that is untrue, that they claim has happened. “It seems that Jack Ruby is paranoid that the president has been told already that he was party of a plot to kill the president that that “his people” meaning Jewish people or the Israeli state was behind it. Israel had several motives to want both JFK and RFK dead. It was in their eye a matter of survival.1 The Kennedys want Israel inspected for nuclear weapons. RFK also had information and testing done around Dimona showing the Uranium there had come from the US's Nautilus project, since it was the only uranium in the world enriched to that high a % at that point in time. It was all over the area.2 The Kennedys supported Palestinians right of Return.3 They wanted Israel's foreign lobbies to register as foreign agents4 JFK along with France's Charles de Gaulle who also survived an assassination attempt, supported Algeria independence.The John Birch Society, who Ruby tries to paint a picture of as all powerful, didn't kill the President. As much as big oil was tied to LBJ, and Texas oil man David Harold Byrd owning the building where Lee Harvey Oswald worked, they didn't control Jack Ruby nor did they gain anything worth the risk when RFK was assassinated in California. Guys like David Ferrie and Jacob Rubenstein were working for the Mafia. And the Mafia lost a billion dollars in revenue when Castro shut down the casinos. They had every reason to work with the CIA when they came knocking and they did, and the CIA had every reason to seek plausible deniability that the mafia provided for a variety of illegal activities, from narcotic and gun running to assassination. The CIA's Victor Marchetti testified that Ferrie worked for the CIA.Jack Ruby was a central mafia figure and knew almost every cop in Dallas. He also went the Cuba and even rode with FBN agents to the airport. So was Oswald's childhood friend and fellow closet f****t Efraim Sullivan, who became a chief of police in Louisiana and got 4 cops killed as well as 5 civilians all in one shooting. According to his son he work for the Mossad. These southern mafia heads guys were bragging about JFK AND Robert getting killed before both happened. The Kennedys demanded the ZAC/ZOA/AIPAC register as a foreign agent. RFK issued them a moratorium with 72 hrs to comply in November of 63. The PM resigned over it to stall for time and Kennedy was killed the same month.The mafia was the CIA's plausible deniability and ground distribution network for narcotics which is how they were covertly financing anti communist resistance in Cuba, China, and USSR. Vietnam's opium was a natural market move as Europe was recovered from WWII. RFK was prosecuting the same mob leaders who the CIA was secretly working with to sell drugs and even attempt to assassinate Castro. Think back to the CIA's earliest operations in the Middle East, operation Ajax and the Suez Crisis, which was itself the product of a botched 1956 Israel false flag operation, Operation Suzanna, now commonly called the Lavon Affair. As a Senator, Johnson blocked the Eisenhower administration's attempts to apply sanctions against Israel following the 1956 Sinai Campaign. Who did these CIA operation in Iran and Egypt really benefit? Not the United States. But of course both Dulles brothers were hardcore Zionists. Bobby was killed on the first anniversary of the six day war and set up a Palestinian. Now who would want to do that?The plan was to replace him with Katzenbach, which LBJ did. And none of it could move until JFK was out of the way. The mob lost a billion dollars a year in gambling revenue when Castro shut down casinos. Hoffa using teamster pension funds to create Las Vegas as the new Cuba was in reaction to this. These are the guys who end up in a series of murders for or before finishing testimony to the House Committee on assassination. Giancana had been Ruby's boss. Trafficante had him killed.The Jewish finger prints are all over both assassinations. Johnson's domestic and foreign policies on Cuba on Russia on Vietnam didn't really change. Kennedy was not getting out of Vietnam. This is wishful thinking on par with the fools who thought Obama was going to be an antiwar president. JFK had already procured 6 billion dollars, most of it left over from Eisenhower who had had enough of the MIC, to spent on the F111 fighter jet. Oh it is interesting that the Crown family benefited when Johnson lobbied to have the contract go to General Dynamics. They also married into the family who owned the hotel where Bobby was shot and allowed Jewish mobsters to use it for gambling operations. It was Henry Crown's personal lawyer Albert E Jenner, who was appointed by Johnson and to be part of the Warren Commission whitewash, was hired to look into the backgrounds of the two most important individuals, Lee Harvey Oswald and Jack Ruby. Of course he found no intelligence ties or mob ties. Jenner was also a director for general Dynamics. Reading the biographies given for these men by the WC and comparing them to the mountains of information we have now is enough to make even the most crooked lawyer blush. Jack Ruby's first jail visitor was the mob boss of Dallas.The only dramatic changes under LBJ were on his Middle East policy. He had Americans killed! About the USS Liberty which the Israelis attacked in the Six Day War, LBJ told Admiral Lawrence Geis “I dont care if that ship sinks to the bottom of the ocean.” LBJ stacked his admin with Zionists and the US has never recovered. Israel kept it nukes, Palestinians never got right of return, (it was never even brought up again) the lobbies never registered as foreign agents, and America as subsidized the racist apartheid state with billions every year from then to now. Of Course Johnson didn't want the ZOA (Zionist Organization of America) to be registered as a foreign lobby. His aunt, Jessie Johnson was on it! Few people know that according to Jewish law, LBJ was himself Jewish. His mother was Rebekah Baines, thus Johnson's middle name. She was Jewish. Her mother was Ruth Ament Huffman, and her mother was Mary Elizabeth Perrin all of whom were Jewish. Perrin's husband was John S. Huffman whose mother was Suzanne Ament, thus Ruth's Middle name. Ament was a German Jew. The Huffman's settled in Fredrick Maryland and from there went to Kentucky and finally Texas. The Jewish times brags ” The line of Jewish mothers can be traced back three generations in Lyndon Johnson's family tree. There is little doubt that he was Jewish.” Regardless there is no doubt that LBJ was a Zionist and put Israel's needs first. Writing that list would take a long time.On November 21, 1963, a government informant named Thomas Mosley was negotiating the sale of machine guns to a Cuban exile named Echevarria. In the course of the transaction, Echevarria said that “we now have plenty of money – our new backers are Jews” and would close the arms deal “as soon as we [or they] take care of Kennedy.” The next day, Kennedy was assassinated in Dallas.You wont see that in Oliver Stone's film on JFK of course the Executive producer of that film was Arnon Milchan, Israel's largest arms dealer. It is unfortunate but many laymen JFK researcher use that film as their initiation.Echevarria's words are often associated with the Mocone -Rowley memo. CD 498 [Rowley memorandum| which does reference it. It goes on to explain how the conversation was interrupted by other bus drivers. The follow up interview with the informant is of course classified.Furthermore this adds. “I further told Mr Johnson that the informant had worked with us in a recent counterfeiting Case and had proved to be reliable.”However the primary source is a Secret Service ReportSpecial Agent Joseph E Noonan.What is the Jewish (mafia/state) doing mixed up with anti-Castro Cuban exiles who were illegally buying arms? And why isn't this pre Kennedy assassination foreknowledge more well known? Oh but you see it is, only the Jews part is usually removed. I don't think researchers should omit this just to be Politically Correct. The international angle and Johnson's deep ties with Israel and Israel's motives to kill not only JFK but RFK as well, is seldom explored. Stone's movie doesn't even mention middle eastern policy or Israel and instead focuses on the Bay of Pigs and Vietnam. I think enough eyeballs have been over every inch of those theories for over 5 decades. I have a working theory that cleanly ties both assassinations together. But I am censored on everything.How Israel stole the bomb and killed JFKI need you to subscribe, it is just $6 a month less if you sign up for a year. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.ryandawson.org/subscribe

Nachdem es in unserer letzten Folge um das Tuckman und Hackman-Modell ging, vertiefen wir nun den Weg von einer Arbeitsgruppe hin zu einem hochperformanten Team. Katzenbach und Smith haben dazu ein sehr hilfreiches Modell entwickelt, welches wir in dieser Podcast-Folge im Detail beleuchten und mit unseren Erfahrungen angereichert an Dich weitergeben. Hierbei gehen wir insbesondere auf das Spannungsfeld zwischen gemeinsamer und individueller Verantwortungsübernahme ein. Viel Freude beim Hören!

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Jack's Boys by John Katzenbach https://amzn.to/3X9WTtH From #1 internationally bestselling author John Katzenbach Five serial killers ... Known only to each other as: Alpha. Bravo. Charlie. Delta. Easy. Connected through a secure internet location, encrypted and concealed, a unique chat room they have named Jack's Special Place in homage to their ultimate model--the one killer they hold in the highest esteem: Whitechapel, London. 1888. The infamous murderer remembered in dark history as Jack the Ripper. And so, they are Jack's Boys. They delight in each other's crimes. They relish in taunting police around the world with odd clues and deep confusion--the modern version of the Victorian-era killer they emulate. While the original Jack sent letters to Fleet Street papers, they send pictures and online boasts and insults. In this fashion, they feed on each other's killings, a private community of death. Arrogant. Conceited. Untouchable. Or so they thought. Until one day they are hacked. Two teenagers, lying on their bed at home. Boyfriend and girlfriend. Slightly disaffected, each with their own issues--but deeply in young love and equally fascinated by the world of the dark web, where they accidentally stumble upon Jack's Boys in their private space . . . Whom they immediately mock. This triggers a landslide of anger and revenge as the killers decide to teach the two teenagers a lesson in humility and respect for their betters. And caught up in this web of death are the teenage boy's grandmother and grandfather--an ICU nurse and a former college admissions counselor with his own hidden, murderous history, an ex-Marine, Viet vet, still haunted by his time in that conflict. When the five killers emerge from their shadows, this odd band of young and old will have to find a way to expose them. Or defeat them. Or save their own lives. Katzenbach is New York Times bestselling and Edgar Award nominated author, with a background as a criminal court reporter for the Miami Herald and Miami News. He currently lives in Western Massachusetts. Notably, Scarlett Johansson is set to lead the Amazon limited series ‘Just Cause' based on Katzenbach's novel.

On today's 182nd episode of The Thriller Zone, host David Temple interviews #1 International bestselling author John Katzenbach about his book Jack's Boys. They discuss the nature of storytelling in thrillers and the importance of creating complete and psychologically attuned characters. Katzenbach also shares how his experience as a criminal court reporter influenced his fiction writing. John also talks about growing up in the shadow of his father, former US Attorney General Nicholas Katzenbach, and how it shaped his perspective on government and history. The conversation touches on various topics, including the making of three of John's books that were made into the movies: THE MEAN SEASON, starring Kurt Russell and Mariel Hemingway, JUST CAUSE, starring Sean Connery, Laurence Fishburne and Ed Harris; and HART'S WAR, starring Bruce Willis and Colin Farrell.David and John discuss other topics such as the impact of climate change in Miami, some of their favorite movies and movie stars, plus the inspiration behind the story, Jack's Boys, the importance of accuracy in thrillers, and the differences in reader reactions across different cultures.Finally, the two men touch on the use of references to music and films in Katzenbach's writing, and their conversation ends with Katzenbach sharing his advice for writers.Learn more at JohnKatzenbach.com, TheThrillerZone.com and be sure to subscribe to YouTube.com/thethrillerzone, as well as follow this podcast on X, Instagram and Facebook @thethrillerzone. The Story Factory is an entertainment company representing some of the best authors in the business.

Hallo und herzlich Willkommen zu einer neuen Folge von „Agility auf´s Ohr“, eurem ersten deutschsprachigen Agilitypodcast. Herzlich Willkommen zu einer Folge mit einer Gästin, die ihren Traum lebt. Tiere waren schon immer ihre Passion. Und der Beruf der Tierärztin seit Kindertagen ein Traum. Schon vor und im Studium haben sie ganzheitliche Therapieverfahren fasziniert und interessiert. Während des Studiums sind diese etwas in den Hintergrund getreten, jedoch hat sie sich nach dem Studium wieder auf die Suche danach begeben, was sie wirklich fesseln und erfüllen konnte. Denn die Schulmedizin war das nicht. Sie hat immer die wirkliche Ursache einer Erkrankung interessiert und nicht die Bekämpfung von Symptomen. So hat meine heutige Gästin mit dem Beginn der Osteopathieausbildung in 2011 gefunden, wonach sie gesucht hat. Und gleichzeitig hat sie wunderbare Menschen kennen gelernt, die ihren weiteren Weg prägen und begleiten sollten. Hierfür, so sagt sie selbst, ist sie unendlich dankbar. Es sollten die nächsten Visionen folgen: Mit dem Kauf des Vierseithofes in Katzenbach mit ihrem Mann ist es nun möglich diese Vision zu verwirklichen: Ein Zentrum der ganzheitlichen Therapien für Tier UND Mensch zu schaffen. Dieser Ort soll jedoch auch eine Begegnungs- und Fortbildungsstätte für Freunde, Interessierte und Passionierte sein. Heute wird sie uns von all dem berichten. Ich freue mich unendlich doll auf unser Gespräch und dich hier im Podcast begrüßen zu dürfen: Diana Domokos. Diana findet ihr auf Facebook unter: https://www.facebook.com/diana.domokos.18 Auf Instagram unter: https://www.instagram.com/smart_working_farmlife/ Und im Internet unter: http://www.osteopathie-kleintier.de/index.php/home.html Agility auf´s Ohr findet ihr auf Facebook unter: https://www.facebook.com/profile.php?id=100000037824468 und auf Instagram unter: https://instagram.com/diessnerjan?igshid=tt06gdmbfcvh und im Internet unter: www.agility-akademie.de

Hallo und herzlich Willkommen zu einer neuen Folge von „Agility auf´s Ohr“, eurem ersten deutschsprachigen Agilitypodcast. Herzlich Willkommen zu einer Folge mit einer Gästin, die ihren Traum lebt. Tiere waren schon immer ihre Passion. Und der Beruf der Tierärztin seit Kindertagen ein Traum. Schon vor und im Studium haben sie ganzheitliche Therapieverfahren fasziniert und interessiert. Während des Studiums sind diese etwas in den Hintergrund getreten, jedoch hat sie sich nach dem Studium wieder auf die Suche danach begeben, was sie wirklich fesseln und erfüllen konnte. Denn die Schulmedizin war das nicht. Sie hat immer die wirkliche Ursache einer Erkrankung interessiert und nicht die Bekämpfung von Symptomen. So hat meine heutige Gästin mit dem Beginn der Osteopathieausbildung in 2011 gefunden, wonach sie gesucht hat. Und gleichzeitig hat sie wunderbare Menschen kennen gelernt, die ihren weiteren Weg prägen und begleiten sollten. Hierfür, so sagt sie selbst, ist sie unendlich dankbar. Es sollten die nächsten Visionen folgen: Mit dem Kauf des Vierseithofes in Katzenbach mit ihrem Mann ist es nun möglich diese Vision zu verwirklichen: Ein Zentrum der ganzheitlichen Therapien für Tier UND Mensch zu schaffen. Dieser Ort soll jedoch auch eine Begegnungs- und Fortbildungsstätte für Freunde, Interessierte und Passionierte sein. Heute wird sie uns von all dem berichten. Ich freue mich unendlich doll auf unser Gespräch und dich hier im Podcast begrüßen zu dürfen: Diana Domokos. Diana findet ihr auf Facebook unter: https://www.facebook.com/diana.domokos.18 Auf Instagram unter: https://www.instagram.com/smart_working_farmlife/ Und im Internet unter: http://www.osteopathie-kleintier.de/index.php/home.html Agility auf´s Ohr findet ihr auf Facebook unter: https://www.facebook.com/profile.php?id=100000037824468 und auf Instagram unter: https://instagram.com/diessnerjan?igshid=tt06gdmbfcvh und im Internet unter: www.agility-akademie.de

"I was actually going to school for marine biology at College of the Atlantic, in Bar Harbor and I was kind of not feeling the classes I was taking. I wasn't really interested anymore. I just got burned out with the sciences. I started just kind of looking at things and so I went to a gem show down in Massachusetts and I walked in and I was like, oh my goodness, I was just blown away by all of the different beautiful gemstones you could buy. I just started walking around and buying things. I was amazed that you could actually buy those things. And you could buy gemstones. So I did and then I ended up spending about, a week's pay in about an hour and then I went to the ATM and I did it again. I walked away with this, you know bag of gemstones. When I had them I had no idea what I was going to do with them. But I was just so happy," said Derek Katzechbach, award-winning faceter, gem artist, and custom jeweler.Derek decided to take his passion for gemstones to the next level by taking jewelry manufacturing classes and learning more from apprentices in jewelry stores. "I was working for a small shop in Bar Harbor and the owner ended up showing me how to set stones, just like little prong settings that were pre-made, which was helpful. It kind of set me off in that direction. But then I wanted to learn how to fabricate settings and make things more from scratch and more custom. So I took lessons for a little bit at that point from a local jeweler, Addison Saunders. He made the Maine State Tourmaline necklace, which is displayed in the Maine museum. Yeah, that piece was made out of all gold I mean, that took me a long time to make as well. So I took lessons for a little bit but I ended up moving. I moved to Farmington and then I met one of Addison's previous students and he ended up showing me some repair work. He showed me repair work over the weekends and I learned to size rings and fix broken chains and things like that. Then as it got closer to Christmas, he said, You want to do this more full time? Oh, absolutely. And at that point, I was doing some construction work. So this paid more on the weekends than that that all week. So it was kind of a no-brainer. That's kind of the start of where I got my passion for gemstones," said Derek.Derek has worked on some challenging pieces including the Big Reveal piece he crafted which took about a year to put together. from beginning to end."This stone was a little different than the style of stone that I would actually facet myself, it's more of a carving than it's a mixture of a carving and a faceted stone. So it makes it a lot more challenging to set and to kind of work, a design around that flows with that style of gemstone. That was one of the biggest challenges I had. I probably sketched a few things with the stone, maybe, I don't know, maybe a month or two after getting it. I just didn't like them. I looked at it went and nope. Then I sketched something else out, you know, I could do that. But it's not, it didn't really sing to me. So I kept doing that for maybe six months. Because I really wanted this to be special. You know, it was one of those things that I love the relationship I have with the museum, I really love the idea of the event. I wanted to make sure that when I did match that, you know, quality of detail that they have. So you know, I just kept thinking and thinking about it and I ended up coming up with a great idea. It utilized a variety of different skill sets. I just drew something, and then I kind of let my creation and my imagination go at that point and kind of started scrounging for materials that I had around the house and started putting together my concept of what I had and ended up buying tools that I didn't have, and all kinds of things just to like, bring this thing into fruition," said Derek.Tune in to hear about Derek's maker journey and more details behind the craft of his final Big Reveal piece.Please visit Derek's website to see more his lovely pieces.To see Derek's final piece follow the Makers of the USA on Instagram and Facebook and Maine Mineral & Gem Museum on Instagram and Facebook as well as the images will be posted on both of those social media platforms. 

Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Bent was working in a team of Agile Coaches that was trying to help a company move from component teams to feature teams. The process started with some training, but one of the teams was not able to move from the component-focused way of working, to a more end-to-end or feature-focused way of working. It turned out that this team did not have what was needed to be a complete, and fully functional team. Listen in to learn about what is needed to be a fully functional team that works on end-to-end features.  Featured Book of the Week: The Wisdom of Teams: Creating the High-Performance Organization by Katzenbach et al.  In the The Wisdom of Teams: Creating the High-Performance Organization by Katzenbach and Smith, Bent found a lot of research on team, and team performance. This helped him understand that influences team-level performance. In this segment, we also about about the Tuckman's stages of group development.  How can Angela (the Agile Coach) quickly build healthy relationships with the teams she's supposed to help? What were the steps she followed to help the Breeze App team fight off the competition? Find out how Angela helped Naomi and the team go from “behind” to being ahead of Intuition Bank, by focusing on the people! Download the first 4 chapters of the BOOK for FREE while it is in Beta! About Bent Myllerup Bent Myllerup is a management consultant, organisational change agent and agile transformation coach with 20 years of personal experience in management and leadership. He holds a Master in Management Development (MMD) from Copenhagen Business School and a Bachelor in Science of Electronic Engineering. He was the first European Certified Scrum Coach and he is also a Certified Scrum Trainer. You can link with Bent Myllerup on LinkedIn and connect with Bent Myllerup on Twitter. 

Talking with Hollywood film writer, director and producer Ryan Katzenbach on his film career, interview with an infamous murderer, and future projects. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/patrick-tremont9/message

Ben has been one of the highest producing reps at Enlite. He is the master of training and self development, and has used these skills to find success in management, basketball, solar, fitness, and many other areas. This is a podcast you don't want to miss.

In Kahilla's Career Advice series, we're bringing you access to top executives and women leaders. Find out how they've risen to where they are today, and how you can apply their success routines to your own career and story. ******* About Paula Paula A. Pryor is Executive Vice President and Chief Human Resources Officer at Walker & Dunlop, as well as a member of the executive committee. Ms. Pryor is responsible for all things ‘people' at Walker & Dunlop. Over the past decade, while helping to take the Company public, integrating over ten acquisitions, and supporting the company's overall growth strategy, she has built the Human Resources function to align with Walker & Dunlop's deep commitment to their culture. Ms. Pryor and her team are focused on enabling best-in-class benefits, compensation, inclusion, talent management, workforce planning, and employee relations. During her tenure, Walker & Dunlop has been recognized by the Great Places to Work Institute as a Great Place to Work six times, in addition to countless other awards and recognitions. Ms. Pryor started her career in human resources with Katzenbach Partners (now the Katzenbach Center at Strategy&, part of the PWC global network). Following her tenure with Katzenbach, Ms. Pryor entered the financial services industry as a human resources manager with CapitalSource Inc.

Will is joined by UChicago Law Professor David Strauss to discuss Congress's power to enforce the Constitution, recognized by Katzenbach v. Morgan, and whether there's still any room today for the principles of the Warren Court.Audio clips are from Oyez.org

Mario Pergolini lee un extracto de UN FINAL PERFECTO, de Jonh Katzenbach. PODCAST OFICIAL DE VORTERIX.COM con una selección de cuentos para que escuches donde quieras. Todas las mañanas en #MaldicionVaASerUnDiaHermoso Mario Pergolini narra un breve cuento. También podés disfrutar nuestros contenidos en

Fragmento y comentario de este libro de suspenso psicológico que he leído. Cumple su misión en el género que está escrito, pero a mi en particular me resultó agotador quieres saber por qué?... --- Send in a voice message: https://anchor.fm/christian-salazar0/message

Buen Día queridos emprendedores, feliz miércoles. Gracias por escuchar y compartir su Podcast emprendedor, les saluda su amigo Abel Muciño el Coach Urbano, sean ustedes bienvenidos. . . Sigamos dándole forma a este esfuerzo en conjunto y este es el cuarto capítulo de nuestra cuarta temporada en el cual hablaremos de coaching y liderazgo organizacional. Empecemos. Lencioni, dice No son las finanzas, ni la estrategia, ni la tecnología, sino el trabajo en equipo el que supone una ventaja competitiva y esencial, y por dos razones: es sumamente poderoso y raro. Y también Katzenbach, J. y Smith, D lo refuerzan mencionando, Los equipos superan a las personas que actúan por separado o en grandes agrupaciones organizacionales, especialmente cuando el rendimiento exige de múltiples destrezas, juicios y experiencias. En esta ocasión les platicare la naturaleza del liderazgo colectivo transformacional y qué es un equipo directivo transformacional de alto rendimiento. --- Send in a voice message: https://anchor.fm/abel-muci361o/message

Odcinek 46 podcastu Z Warsztatu Lidera „Czy lider zwinny, to odpowiedź na dzisiejsze czasy” to rozmowa z Mariuszem Chrapko Enterprise Agile Coachem, Trenerem i MentoremLiderzy już dawno musieli opuścić swój bezpieczny przyczółek…nie mogą dłużej działać w bezpiecznych warunkach pełnej kontroli i przewidywalności. Obecna sytuacja na całym świecie ten czynnik braku pewności nieustannie podnosi… jak więc lider ma odpowiedzieć na to co się dzieje? Jak ma działać w sytuacji dużej niepewności? Jak zarządzać zespołami, których nie można w pełni kontrolować? W końcu, czy oddanie władzy zespołom i rozwijanie ich samoorganizacji to wskazówka, czy już konieczność?W wyczerpującej rozmowie z Mariuszem Chrapko, staramy się przedstawić sedno pojęć agile oraz scrum, opisując jak wygląda rozwój liderów w oparciu o te pojęcia…Posłuchaj, czy bycie liderem zwinnym, to odpowiedź na dzisiejsze czasy?Pytania do odcinka:Różnica między pojęciami agile oraz scrum.Czym charakteryzują się zwinne zespoły?Jak wspierać samoorganizację w zespołach agile?Próżnia przywódcza – kiedy się pojawia; czy jest szansą czy pułapką?Wyzwania, które stoją przed liderem w środowisku agile.Strony, osoby, tematy wymienione w odcinku:https://mariuszchrapko.com/Agile Leadership Tribe – platforma rozwojowa dla liderów: https://altribe.pl/Podcast „Menedżer Plus”: https://mariuszchrapko.com/cykl/podcast/Studia podyplomowe „Agile Leadership” na Uniwersytecie SWPS: https://www.swps.pl/oferta/warszawa/podyplomowe/biznes-zarzadzanie/agile-leadershipScrum Guide: https://www.scrumguides.org/docs/scrumguide/v2017/2017-Scrum-Guide-Polish.pdfManifest Agile, https://agilemanifesto.org/Książki polecane przez Mariusza:Mariusz Chrapko, Scrum. O zwinnym zarządzaniu projektami, Wydawnictwo Helion, 2015: https://helion.pl/ksiazki/scrum-o-zwinnym-zarzadzaniu-projektami-wydanie-ii-rozszerzone-mariusz-chrapko,scrum2.htm#format/dJ. R. Hackman, Leading Teams: Setting the Stage for Great Performances: https://www.amazon.com/Leading-Teams-Setting-Stage-Performances/dp/1578513332J. R. Katzenbach, D. K. Smith, The Wisdom of Teams: Creating the High-Performance Organization: https://www.amazon.com/Wisdom-Teams-Creating-High-Performance-Organization-ebook/dp/B00WDDOS7I/ref=sr_1_1?dchild=1&keywords=The+wisdom+of+teams&qid=1602162393&s=books&sr=1-1P. Lencioni, Przezwyciężanie pięciu dysfunkcji pracy zespołowej, MT Biznes: http://www.mtbiznes.pl/b1999-przezwyciezanie-pieciu-dysfunkcji-pracy-zespolowej.htmKen Blanchard, Przywództwo Wyższego Stopnia, Wydawnictwo Naukowe PWNOdcinek na YOUTUBE: https://youtu.be/w4I9oW3diOg

Clint wraps up his conversation with author, consultant, and the Founder of the Katzenbach Center at PricewaterhouseCoopers, Jon Katzenbach. Over the course of his career, he has become a recognized leader in counseling high-profile CEOs and corporate leaders. In part two, Clint and Jon discuss how to maintain emotional connections in virtual workplaces.

This week Clint has a conversation with author, consultant, and the Founder of the Katzenbach Center at PricewaterhouseCoopers, Jon Katzenbach. Over the course of his career, he has become a recognized leader in counseling high-profile CEOs and corporate leaders. In part one, Clint and Jon talk about the importance of accountability and emotional commitment in teamwork.

Imagina que un día cualquier te llega una carta y dice que debes suicidarte. Sin más explicaciones debes hacerlo o asumirás las consecuencias. Entonces piensas que es una broma de mal gusto. Tratas de seguir tu vida, pero pronto te das cuenta que va enserio. Una existencia sin tantos imprevistos ahora se ve perturbada por la sentencia de muerte de un desconocido. Te quedan dos opciones, juegas o mueres. Tienes dos semanas y ya estás adentro. Esta es la historia del escritor estadounidense, Jhon katzenbach (katzenbaf), que nos presenta en su libro “El psicoanalista”, publicado en 2005 por el sello B de Bolsillo (Penguin Random House Grupo Editorial). Disponible también en Spotify, iTunes Podcast, Google Podcast, YouTube, SoundCloud y Ivoox. Redes sociales: Instagram: @cristianjimenez_books, Twitter: @Cristian_Jz, correo: puntodepartida.podcast1@gmail.com

Imagina que un día cualquier te llega una carta y dice que debes suicidarte. Sin más explicaciones debes hacerlo o asumirás las consecuencias. Entonces piensas que es una broma de mal gusto. Tratas de seguir tu vida, pero pronto te das cuenta que va enserio. Una existencia sin tantos imprevistos ahora se ve perturbada por la sentencia de muerte de un desconocido. Te quedan dos opciones, juegas o mueres. Tienes dos semanas y ya estás adentro. Esta es la historia del escritor estadounidense, Jhon katzenbach (katzenbaf), que nos presenta en su libro “El psicoanalista”, publicado en 2005 por el sello B de Bolsillo (Penguin Random House Grupo Editorial). Disponible también en Spotify, iTunes Podcast, Google Podcast, YouTube, SoundCloud y Ivoox. Redes sociales: Instagram: @cristianjimenez_books, Twitter: @Cristian_Jz, correo: puntodepartida.podcast1@gmail.com

In this week's episode, we explore the topic of team effectiveness. What helps teams thrive in the remote and virtual space? As Jennifer shares we need to go back to the some of the basics of what the research of Team Effectiveness has found. You're going to enjoy our conversation as we consider the six core areas of team effectiveness and what's possible for high performing teams?In this episode, we discuss:What helps teams excel6 core areas of high performing teamsPersonal story of an exceptional teamTeam Effectiveness - The heart of  remote work and the engine of the organizationThis week's download Team EffectivenessResources mentioned in episodeEffective Virtual Conversations by Jennifer J. Britton (Chapter 11)Wisdom of Teams by Katzenbach and SmithWritings of Hackman and WagemanThis week's questionWhat does team effectiveness mean to you?Join the conversation on our next community callThursday, June 18th @ 7:30am ET on Zoom (check Remote Pathways Facebook page for details) where you can connect directly with Jennifer and Michelle!Follow usFacebook.com/RemotePathwaysInstagram.com/RemotePathwaysWebsiteCheck out the NEW Resource Hub!RemotePathways.comLet's Talk Teams!Thanks for joining us. Please share this with others who can benefit from learning more about team effectiveness. Let us know if we can support your teams thrive!

Welche Teamformen gibt es und welche Arbeitsprinzipien brauche ich, um eine Hochleistungsorganisation zu bauen und effizient zu arbeiten? Darüber diskutieren Führungsexperte Stefan Lammers und Joel Kaczmarek in ihrem Leadership-Podcast und greifen dazu die Modell von Katzenbach und Smith auf. Du erfährst... 1)…mit welchen Arbeitsprinzipien gewöhnliche Teams zu Hochleistungsteams werden 2)…was die Arbeit in einem Hochleistungsteam ausmacht 3)…Wichtiges zu Hochleistungsprinzipien wie Autonomie, „Co-opetition“, aktive Feedbackkultur und Umgang mit Konflikten.

Governments across the globe, from China, India, to Norway, are developing intelligent surveillance technologies, often in close collaboration with private tech companies to fight the COVID-19 pandemic. But is it safe to use these contact tracing apps? What could be the consequences for society in the long run?In this podcast episode, Hallvard talks with Tereza Kuldova, a social anthropologist and Senior Researcher at the Work Research Institute. Tereza is currently working on the topics of algorithmic governance, surveillance, and artificial intelligence in policing and the welfare state. She is the founder and editor-in-chief of the Journal of Extreme Anthropology. For more information, please visit: www.tereza-kuldova.com. See Tereza talk about this topic at the conference Imagining The Post-Coronavirus World https://youtu.be/j7oRFvegW9A?t=1007 Video from the conference Imagining The Post-Coronavirus World Read more: Tereza is the Editor-in-chief of the Journal of Extreme Anthropology - http://www.extreme-anthropology.com https://www.algorithmic-governance.com/ Günther Anders - The Obsolescence of Privacy, 1958 https://www.euppublishing.com/doi/abs/10.3366/count.2017.0073?journalCode=count Kuldova, T. (2020) Imposter Paranoia in the Age of Intelligent Surveillance: Policing Outlaws, Borders and Undercover Agents. Journal of Extreme Anthropology 4(1): 45-73 DOI: https://doi.org/10.5617/jea.7813 Ananny, M., and K. Crawford. 2018. ‘Seeing without Knowing: Limitations of the transparency ideal and its application to algorithmic accountability.’ New Media & Society 20 (3): 973-989. Benjamin, R. 2019. Race After Technology: Abolitionist Tools for the New Jim Code. Medford, MA: Polity Press. Finn, E. 2017. What Algorithms Want: Imagination in the Age of Computing. Cambridge, Massachusetts: The MIT Press. Jensen, B. M., C. Whyte, and S. Cuomon. 2019. ‘Algorithms at War: The Promise, Peril, and Limits of Artificial Intelligence.’ International Studies Review 0: 1-25. https://doi.org/10.1093/isr/viz025. Katzenbach, C., and L. Ulbricht. 2019. ‘Algorithmic Governance.’ Internet Policy Review 8 (4): 1-18. Morozov, E. 2013. To Save Everything, Click Here. NY: Public Affairs. Noble, S. U. 2018. Algorithms of Oppression: How Search Engines Reinforce Racism. New York: New York University Press. O’Neil, C. 2016. Weapons of Math Destruction: How Big Data Increases Inequality and Threatens Democracy. New York: Crown. Susskind, J. 2018. Future Politics: Living Together in a World Transformed by Tech. Oxford: Oxford University Press. Valentine, S. 2019. ‘Impoverished Algorithms: Misguided Governmnents, Flawed Technologies, and Social Control.’ Fordham Urban Law Review46 (2): 364-427. Zuboff, S. 2019. The Age of Surveillance Capitalism: The Fight for a Human Future at the New Frontier of Power. London: Profile Books.

Governments across the globe, from China, India, to Norway, are developing intelligent surveillance technologies, often in close collaboration with private tech companies to fight the COVID-19 pandemic. But is it safe to use these contact tracing apps? What could be the consequences for society in the long run?In this podcast episode, Hallvard talks with Tereza Kuldova, a social anthropologist and Senior Researcher at the Work Research Institute. Tereza is currently working on the topics of algorithmic governance, surveillance, and artificial intelligence in policing and the welfare state. She is the founder and editor-in-chief of the Journal of Extreme Anthropology. For more information, please visit: www.tereza-kuldova.com. See Tereza talk about this topic at the conference Imagining The Post-Coronavirus World https://youtu.be/j7oRFvegW9A?t=1007 Video from the conference Imagining The Post-Coronavirus World Read more: Tereza is the Editor-in-chief of the Journal of Extreme Anthropology - http://www.extreme-anthropology.com https://www.algorithmic-governance.com/ Günther Anders - The Obsolescence of Privacy, 1958 https://www.euppublishing.com/doi/abs/10.3366/count.2017.0073?journalCode=count Kuldova, T. (2020) Imposter Paranoia in the Age of Intelligent Surveillance: Policing Outlaws, Borders and Undercover Agents. Journal of Extreme Anthropology 4(1): 45-73 DOI: https://doi.org/10.5617/jea.7813 Ananny, M., and K. Crawford. 2018. ‘Seeing without Knowing: Limitations of the transparency ideal and its application to algorithmic accountability.' New Media & Society 20 (3): 973-989. Benjamin, R. 2019. Race After Technology: Abolitionist Tools for the New Jim Code. Medford, MA: Polity Press. Finn, E. 2017. What Algorithms Want: Imagination in the Age of Computing. Cambridge, Massachusetts: The MIT Press. Jensen, B. M., C. Whyte, and S. Cuomon. 2019. ‘Algorithms at War: The Promise, Peril, and Limits of Artificial Intelligence.' International Studies Review 0: 1-25. https://doi.org/10.1093/isr/viz025. Katzenbach, C., and L. Ulbricht. 2019. ‘Algorithmic Governance.' Internet Policy Review 8 (4): 1-18. Morozov, E. 2013. To Save Everything, Click Here. NY: Public Affairs. Noble, S. U. 2018. Algorithms of Oppression: How Search Engines Reinforce Racism. New York: New York University Press. O'Neil, C. 2016. Weapons of Math Destruction: How Big Data Increases Inequality and Threatens Democracy. New York: Crown. Susskind, J. 2018. Future Politics: Living Together in a World Transformed by Tech. Oxford: Oxford University Press. Valentine, S. 2019. ‘Impoverished Algorithms: Misguided Governmnents, Flawed Technologies, and Social Control.' Fordham Urban Law Review46 (2): 364-427. Zuboff, S. 2019. The Age of Surveillance Capitalism: The Fight for a Human Future at the New Frontier of Power. London: Profile Books.

In this APM Project Management Qualification (BoK7) podcast, Paul and Jan discuss the conflict and negotiation. This podcasts aims to address the following APM PMQ assessment criteria; Describe the characteristics and benefits of effective teams and teamwork Explain factors which impact on the leadership of virtual teams Explain factors which influence the creation, development and leadership of teams (using models such as Belbin, Margerison-McCann, Mysers-Briggs, Hackman, Tuckman, Katzenbach and Smith) This podcast is just part of the parallel learning system for the APM Project Management Qualification. This approach includes a wide range of learning resources including a printed study guide, on-line e-learning, a tutor lead study group and a wide range of project management courses

Our differences can make a positive difference – Maxwell A few years ago in Harvard Business Review they gave a definition of TEAM. “A team is a small number of people with complementary skills who are committed to a common purpose, set of performance goals, and approach for which they hold themselves mutually accountable.” (Katzenbach […]

Teams moving to a remote formation is a relatively new part of management. Kristine helps me understand how leaders have to really create and uphold the office's cultural norms. Yes, it's hard but it's an essential responsibility for a manager. What kind of dynamic comes out when you don't see your coworkers every day? You're all finding out now, aren't you? We go back to Manager Basics with these concepts: - TQM - Forming, Storming, Norming, and Performing theory - Fight or flight responses when dealing with bullies What about patients? How do we keep connected with them? Have you thought about a group Zoom? Not a bad idea! Kristine dropped a line that has stayed with me: the health of your practice is really a reflection of how healthy your patients are. Does that apply in your office? This conversation will make you think! Contact Kristine here: kristine@kristineberry.com www.kristineberry.com https://www.facebook.com/remoteleadershipandteamcoaching https://www.linkedin.com/in/kristine-a-berry Articles we discussed:  http://www.dentalgrouppractice.com/dealing-with-toxic-coworkers.html   https://www.businessballs.com/team-management/tuckman-forming-storming-norming-performing-model/    https://www.bostonglobe.com/2020/03/23/lifestyle/12-most-annoying-co-workers-you-face-zoom/     Articles from Kristine can be found here: https://www.linkedin.com/in/kristine-a-berry/   Bonuses from Kristine (also downloadable in show notes): Framework for High Performing Teams The ingredients come from the research of professionals including: Katzenbach and Smith (The Wisdom of Teams), Hackman and Wageman (A Theory of Team Coaching), Bruce Tuckman’s –Storming, Norming, Performing and Adjoining and Amy Edmondson (Teaming) As you step into the new month, as a team you’ll take the pulse of where you are on a scale of 1- 10 in each of these six areas: 1. Shared purpose or mission (Your WHY) What is your purpose? Your mission? Why do you exist? Does everyone hold the same understanding? What does this mean practically for your work? What priorities does your purpose or mission naturally create? 2. Shared behavioral norms How do you do things? What is acceptable and unacceptable on the team? What behaviors and habits exist? Which ones are supportive of exceptional performance? Which ones aren't? 3. Shared commitment What are team members committed to? What will you get done, no matter what? Is there anything that needs to be dropped off the list? 4. Shared performance goals What are key goals for the team this year? What are key individual goals? How do your goals align? Overlap? What does success look like for each member? For the entire team? Does everyone have an understanding of the key goals of others on the team and how they feed into them? 5. Shared team practices Teams that work together effectively share common practices such as a Monday morning huddle, a Thursday night out or some other regular event. What practices support your relationships? 6. Clear Roles How do our roles overlap, align and connect? What changes, if any, are needed this year around your roles giving your priorities?” A quick activity to undertake together is to have some discussion around how you are doing in each of these areas this week, especially if you are now operating in the remote space." Bonus: Making it safe-Psychological safety- trust and respect ·  It’s not about being nice or about lowering performance standards- instead it allows teams to set high goals and work toward them through respect and collaboration ·  Leaders need to be accessible and approachable;  acknowledge their current limits, be willing to display fallibility, direct language, set boundaries and hold people accountable ------------------------------------------------------ **If you like the show then I’d appreciate a good rating. Tell your friends. Even podcasters ask for referrals!** Teresa’s Website- https://www.odysseymgmt.com/ (sign up for my newsletter!) Teresa’s Book Moving Your Patients to Yes! Easy Insurance Conversations http://odysseymgmt.corecommerce.com/Book/ (use ‘newsletter’ for $3 off) --- FYI: Teresa’s educational classes are often sponsored by CareCredit

Introduction: John Hill is an accredited Executive Coach and Training specialist. He is a faculty member with the Academy of Executive Coaching and teaches on their Master Systemic Team Coaching Diploma. He has two particular interests in his work, 1. Build awareness systemically and 2. Develop personal and collective psychological capital in groups, teams and organisations.    Podcast episode summary: John illuminated the important systemic nature of teams. He littered this show with many references and stories showcasing what it means to think systemically. He shared why he thinks thinking systemically is important and how it shapes the work and behaviours on teams.  He also demonstrated the interlink between emotions, psychology and transformational change. Sometimes, according to John we simply have to look awry and with curiosity to get at different results.    Noteworthy points of discussion We are all each of us affected by the many and varying systems in which we live Maybe we have to do a better job of reintegrating the many disparate ways we look at the world John cited the increasing need for teams today, teams are the units of currency or building blocks for great organisational performance  John shared a metaphor that describes his approach to team coaching. He sees teams as rivers in flow with a direction and many influences in the form of tributaries. As a team coach he is the rock that the team needs to navigate, be with and be disrupted by.  John described his process of engagement with teams, a model used by Professor Peter Hawkins called the CID-CLEAR model.  John uses himself as an instrument of change. He is pragmatic, down to earth and real and he helps the team clarify their expectations together, the outcomes they wish to achieve in a very vivid manner.  All teams are complex. “There is nothing more complicated than when it is looked at with fresh eyes doesn't become more complicated” Donella Meadows  A survey conducted by Conference Board of New York showed how job satisfaction and engagement at work was affected by feelings, how we feel about our manager and how we feel about the people with whom we worked largely impacts engagement.  John helps teams become intelligent about their emotions; he also helps people become adept at looking at their thinking.  He often employs a CBT approach to thinking about thinking. He described the Ellis model or ABCDE model, where if we can dispute the beliefs (the B in the model) we can change our thinking.  Similarly, John shared the work of Lex Sisney, an organisational coach who says, “it is not a problem to be solved but a polarity to be managed.” John described his approach to team engagement which often encompasses some form of somatic work and embodied work for insight and thinking  Team Coaching is a blend of facilitation, coaching, teaching and systems sight According to Professor Alice Roberts the evolution of Homo Sapiens versus Neanderthals amounted to an ability by Homo Sapiens to collaborate. The degree of change happening today requires greater levels of collaboration.  Teams need to come together to explore the skills, experiences and judgements that they can better use together than apart.  Katzenbach and Smith is a good book and great primer for people to consider the work of teams.  John shared his view that teams need to treat their purpose as if it were a baby to be nurtured. He also said we could think about changing the word purpose from a noun into a verb and start thinking about how we are purposing in our meetings, time together etc… Teams need to think more systemically and ask questions such as “what would our stakeholders ask of us” what does the future generation require of this team today?”    Resources: the following include the resources we alluded to over the course of our conversation Donella H. Meadows (2008) Thinking in Systems:  A Primer  William R. Torbert, Action Inquiry: The Secret of Timely and Transforming Leadership  Peter Hawkins, CID -Clear Model as described in Leadership Team Coaching  Albert Ellis ABC theory developed into an ABCDE framework found at albertellis.org  Johari Window created by Joseph Luft and Harrington Inghram in 1955 Lex Sisney, The science of growing businesses  Professor Alice Roberts. Tamed, Ten Species that changed our world  Katzenback, JR. Smith, K. The Wisdom of Teams  www.aoec.com 

Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society.   Today’s episode is all about the intersection of ERM and corporate culture — with special guest, Gretchen Anderson! Gretchen is the Director of the Katzenbach Center at PwC’s Strategy&, as well as the co-author of the wonderful book called The Critical Few: Energize Your Company’s Culture by Choosing What Really Matters. And guess what else? Gretchen will be keynoting the ERM Conference Nov. 4th in New Orleans, LA, and you can use her code, ANDERSON2019, to save 10% off your registration!   Tune in to hear Gretchen’s invaluable insights on culture change and learn all about what makes a realistic goal vs. an unrealistic goal, when it comes to cultural change, why it is key for change to happen in employees’ behavior first, how a business leader can measure a culture change, and whether it is more challenging for a small or a large company to implement culture change! Register here for the RIMS ERM Conference 2019 and enter code ANDERSON2019 to receive 10% off! (Nov. 4th–5th in New Orleans, LA) Key Takeaways: [:14] About today’s episode with Gretchen Anderson! [1:07] What is a realistic and an unrealistic goal when talking about cultural change in the workplace? [3:41] Does Gretchen often encounter the scenario of one company saying they want the culture of another (even when it just doesn’t fit)? [4:35] Why the change needs to happen in employees’ behavior first; not their mindset. [6:16] Is it more challenging for a small or large company to implement a culture change? [7:50] How can a business leader (of a small or large enterprise) measure a culture change? [9:56] When thinking about enterprise risk management, what has Gretchen’s experience been like with the risk leaders? [12:12] How culture discussions should be had and implemented. [14:00] Last year at the ERM Conference, earning a seat at the table was one of the key takeaways. So, what comes first in Gretchen’s opinion? A cultural impact or risk managers getting that seat at the table and “earning the mandate?” [15:32] Justin closes out the podcast by thanking Gretchen for joining RIMScast, highlighting some links to check out, and inviting listeners to send their thoughts, questions, and suggestions to Content@rims.org.   Mentioned in this Episode: The Critical Few: Energize Your Company's Culture by Choosing What Really Matters, by Jon R. Katzenbach, James Thomas, and Gretchen Anderson The Power of Positive Deviance: How Unlikely Innovators Solve the World's Toughest Problems, by Richard Pascale, Jerry Sternin, and Monique Sternin Register here for the RIMS ERM Conference 2019 and enter code ANDERSON2019 to receive 10% off! (Nov. 4th–5th in New Orleans, LA) RIMS Risk Forum India 2019 (Nov. 22nd in Mumbai, India)RIMS RiskTech Forum 2019 (Dec. 9th in New York City) Upcoming RIMS Events RM Magazine Risk Management Monitor RIMS-Certified Risk Management Professional (RIMS-CRMP) RIMS Membership — Discover why 10,000 of your peers from more than 60 countries are a part of the RIMS community!   Want to Learn More? Keep up with the podcast on RIMS.org and listen on iTunes. Have a question or suggestion? Email: Content@rims.org.   Join the Conversation! Follow @RIMSorg on Facebook and Twitter, and join the RIMS Group on LinkedIn.   Follow up with Our Guest: Gretchen Anderson’s LinkedIn  

Mick, Mike and Alika talk about memes --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

T. Katzenbach, D. Brinkmann und Paco

Energize Your Company's Culture Jon Katzenbach and Gretchen Anderson are co-authors of The Critical Few: Energize Your Company's Culture by Choosing What Really Matters. They spoke with Brian Ardinger, Inside Outside Innovation founder, about why culture is important for innovation and how to tap into the behaviors and emotions that can make a significant cultural impact.  The Critical Few Their book, The Critical Few, looks at working within an organization and drawing on a company’s strengths, rather than looking at what’s not working. Lessons are written within the story of a fictional CEO, focused on a company’s culture. While there are many universal issues of culture, Jon and Gretchen recognize that all cultures are singular and unique and that people within the company impact that culture.  Traits, Behaviors, and Emotional Connectors Jon and Gretchen explain that we must identify what the cultural traits are within a company, behavior that is happening around those traits, and who the people are within the company that have their fingers on the pulse of the culture. These elements are the critical few areas that can impact culture. For example, within one large health care organization, the critical behavior was around collaboration. The company narrowed in on this behavior and found those employees doing it well. Once you understand what’s happening in culture, you can develop programs to address these areas. Ideas need to come from people doing the work.  Innovation Needs to be as Unique as your Thumbprint Critical Few also refers to the traits that have emotional sources which clients can tap into to create critical behaviors. Behavior also depends on where it’s happening within the company. Focus in on a few behaviors. Follow these traits to a few specific emotions that the company can encourage. The company is reliant on specific people who have tapped into these particular emotions. When identifying cultural traits for companies that want to be more innovative, ask yourself “What would innovation look like given who you are.” It must be how an organization already likes to behave. Innovative Companies Focus on Strategy, Operations and Culture Jon and Gretchen see relationships between companies that focus on a broader range of metrics and their ability to innovate, and companies that are less hierarchal and their ability to innovate. Companies are saying that they must approach culture with the same effort as strategy and operations. Leaders understand things are changing. Innovation is going to be easier if you also tackle culture issues. For More Information To connect with Jon and Gretchen check out https://www.strategyand.pwc.com/the-critical-few. They are also on Twitter and LinkedIn where they post new research and articles they love. If you liked this episode, you might also enjoy: - Ep. 130– Canopy Insight’s Victoria Gerstman on Culture’s Influence on Brands & Semiotics - Ep. 124 – Amy Radin, Author of The Change Maker’s Playbook & FinTech Guru - Ep. 104 – Shane Snow – Author of Dream Teams: Working Together without Falling Apart Find this episode of Inside Outside Innovation at insideoutside.io. You can also listen on Acast, iTunes, Sticher, Spotify, and Google Play.   FREE INNOVATION NEWSLETTER Get the latest episodes of the Inside Outside Innovation podcast, in addition to thought leadership in the form of blogs, innovation resources, videos, and invitations to exclusive events. SUBSCRIBE HERE For information regarding your data privacy, visit acast.com/privacy

Energize Your Company's Culture Jon Katzenbach and Gretchen Anderson are co-authors of The Critical Few: Energize Your Company's Culture by Choosing What Really Matters. They spoke with Brian Ardinger, Inside Outside Innovation founder, about why culture is important for innovation and how to tap into the behaviors and emotions that can make a significant cultural impact.  The Critical Few Their book, The Critical Few, looks at working within an organization and drawing on a company’s strengths, rather than looking at what’s not working. Lessons are written within the story of a fictional CEO, focused on a company’s culture. While there are many universal issues of culture, Jon and Gretchen recognize that all cultures are singular and unique and that people within the company impact that culture.  Traits, Behaviors, and Emotional Connectors Jon and Gretchen explain that we must identify what the cultural traits are within a company, behavior that is happening around those traits, and who the people are within the company that have their fingers on the pulse of the culture. These elements are the critical few areas that can impact culture. For example, within one large health care organization, the critical behavior was around collaboration. The company narrowed in on this behavior and found those employees doing it well. Once you understand what’s happening in culture, you can develop programs to address these areas. Ideas need to come from people doing the work.  Innovation Needs to be as Unique as your Thumbprint Critical Few also refers to the traits that have emotional sources which clients can tap into to create critical behaviors. Behavior also depends on where it’s happening within the company. Focus in on a few behaviors. Follow these traits to a few specific emotions that the company can encourage. The company is reliant on specific people who have tapped into these particular emotions. When identifying cultural traits for companies that want to be more innovative, ask yourself “What would innovation look like given who you are.” It must be how an organization already likes to behave. Innovative Companies Focus on Strategy, Operations and Culture Jon and Gretchen see relationships between companies that focus on a broader range of metrics and their ability to innovate, and companies that are less hierarchal and their ability to innovate. Companies are saying that they must approach culture with the same effort as strategy and operations. Leaders understand things are changing. Innovation is going to be easier if you also tackle culture issues. For More Information To connect with Jon and Gretchen check out https://www.strategyand.pwc.com/the-critical-few. They are also on Twitter and LinkedIn where they post new research and articles they love. If you liked this episode, you might also enjoy: - Ep. 130– Canopy Insight’s Victoria Gerstman on Culture’s Influence on Brands & Semiotics - Ep. 124 – Amy Radin, Author of The Change Maker’s Playbook & FinTech Guru - Ep. 104 – Shane Snow – Author of Dream Teams: Working Together without Falling Apart Find this episode of Inside Outside Innovation at insideoutside.io. You can also listen on Acast, iTunes, Sticher, Spotify, and Google Play.   FREE INNOVATION NEWSLETTER Get the latest episodes of the Inside Outside Innovation podcast, in addition to thought leadership in the form of blogs, innovation resources, videos, and invitations to exclusive events. SUBSCRIBE HERE For information regarding your data privacy, visit acast.com/privacy

Reel Talk w/ The Hollywood Kid a.k.a. Mike Di Stasio, featuring Ryan Katzenbach. www.facebook.com/REEL-TALK-w-The-…66086/?ref=br_rs Tune in Saturday's 2:00pm - 3:00pm on the radio or stream worldwide at www.wntn1550am.com or check our SoundCloud account!

Fire

An unassuming string of 16 words tucked into the Constitution grants Congress extensive power to make laws that impact the entire nation. The Commerce Clause has allowed Congress to intervene in all kinds of situations — from penalizing one man for growing too much wheat on his farm, to enforcing the end of racial segregation nationwide. That is, if the federal government can make an economic case for it. This seemingly all-powerful tool has the potential to unite the 50 states into one nation and protect the civil liberties of all. But it also challenges us to consider: when we make everything about money, what does it cost us? The key voices:  Roscoe Filbrun Jr., Son of Roscoe Filbrun Sr., respondent in Wickard v. Filburn Ollie McClung Jr., Son of Ollie McClung Sr., respondent in Katzenbach v. McClung James M. Chen, professor at Michigan State University College of Law Jami Floyd, legal analyst and host of WNYC’s All Things Considered who, as a domestic policy advisor in the Clinton White House, worked on the Violence Against Women Act Ari J. Savitzky, lawyer at WilmerHale  The key cases: 1824: Gibbons v. Ogden 1942: Wickard v. Filburn 1964: Katzenbach v. McClung 2000: United States v. Morrison 2012: National Federation of Independent Businesses v. Sebelius  Additional production for this episode by Derek John and Louis Mitchell. Special thanks to Jess Mador, Andrew Yeager, and Rachel Iacovone.                                                  Leadership support for More Perfect is provided by The Joyce Foundation. Additional funding is provided by The Charles Evans Hughes Memorial Foundation. Supreme Court archival audio comes from Oyez®, a free law project in collaboration with the Legal Information Institute at Cornell. Support Radiolab today at Radiolab.org/donate.

An unassuming string of 16 words tucked into the Constitution grants Congress extensive power to make laws that impact the entire nation. The Commerce Clause has allowed Congress to intervene in all kinds of situations — from penalizing one man for growing too much wheat on his farm, to enforcing the end of racial segregation nationwide. That is, if the federal government can make an economic case for it. This seemingly all-powerful tool has the potential to unite the 50 states into one nation and protect the civil liberties of all. But it also challenges us to consider: when we make everything about money, what does it cost us?   The key voices: - Roscoe Filbrun Jr., Son of Roscoe Filbrun Sr., respondent in Wickard v. Filburn- Ollie McClung Jr., Son of Ollie McClung Sr., respondent in Katzenbach v. McClung- James M. Chen, professor at Michigan State University College of Law- Jami Floyd, legal analyst and host of WNYC’s All Things Considered who, as a domestic policy advisor in the Clinton White House, worked on the Violence Against Women Act- Ari J. Savitzky, lawyer at WilmerHale    The key cases: - 1824: Gibbons v. Ogden- 1942: Wickard v. Filburn- 1964: Katzenbach v. McClung- 2000: United States v. Morrison- 2012: National Federation of Independent Businesses v. Sebelius   Additional production for this episode by Derek John and Louis Mitchell. Special thanks to Jess Mador, Andrew Yeager, and Rachel Iacovone.                                                                                                                    Leadership support for More Perfect is provided by The Joyce Foundation. Additional funding is provided by The Charles Evans Hughes Memorial Foundation. Supreme Court archival audio comes from Oyez®, a free law project in collaboration with the Legal Information Institute at Cornell.

Welche Teamformen gibt es und welche Arbeitsprinzipien brauche ich, um eine Hochleistungsorganisation zu bauen und effizient zu arbeiten? Darüber diskutieren Führungsexperte Stefan Lammers und Joel Kaczmarek in ihrem Leadership-Podcast und greifen dazu die Modell von Katzenbach und Smith auf. Du erfährst... 1)…mit welchen Arbeitsprinzipien gewöhnliche Teams zu Hochleistungsteams werden 2)…was die Arbeit in einem Hochleistungsteam ausmacht 3)…Wichtiges zu Hochleistungsprinzipien wie Autonomie, „Co-opetition“, aktive Feedbackkultur und Umgang mit Konflikten.

Creative synergy is the interactions amongst team members where the collective creative results are greater than the sum of their individual efforts. When teams achieve creative synergy they have the potential to be more creative and innovative. This podcast shares my brand new research about creative synergy in teams, including the three components of creativity synergy and details about the new Creative Synergy Scale.  What You'll Learn Which variables that have the greatest impact on team creativity. The three components of creative synergy. How to use the Creative Synergy Scale to increase creativity in your team Resources Episode 33: The Difference Between Teams and Working Groups Episode 3: The Creative Problem Solving Process Book: The Wisdom of Teams by Katzenbach and Smith The Weekly Challenge Which of the three elements of creative synergy do you think your teams need to develop? Talk with your teammates and get their opinion. 

Ohio native Ryan Katzenbach began working for his local newspaper as a freelance writer at 15 years old.  His editors assigned him to a number of tasks, ranging from politics to the local theater and entertainment scene.  After moving to California two years later, Ryan began leaning into the production and pre-press side of newspapers, eventually learning every facet of web and offset printing.  In 1993, he founded his own advertising and graphic design firm, Kat Advertising. Amityville author Ric Osuna, he entered into a development deal with Sony Pictures Television for an adaptation of Osuna's "The Night The DeFeo's Died:  Reinvestigating The Amityville Murders."  In January 2006, Katzenbach began shooting "Shattered Hopes: The True Story of the Amityville Murders" as a completely independent venture.  The documentary, using Osuna's book as the baseline, began shooting interviews and reenactments.  What was intended to be a project taking only a few years from beginning to end morphed into an 8-year quest for the answers behind the infamous Amityville case.  The last installment was largely delayed due to talks with Ronald "Butch" DeFeo who ultimately agreed to an interview for the film. The documentary project attracted the attention of the Reelz Channel in the summer of 2014.   On October 25th, 2014, the Reelz Channel will debut this adaptation, "High Hopes: The Amityville Horror Murders" as part of their Halloween movie line-up. The Shattered trilogy and the Reelz narrated by Emmy & Golden Globe winning actor Edward Asner.   Katzenbach, at present, is working on a documentary about the murder of slain Hollywood PR maven Ronni Chasen.  Katzenbach also has a feature film in development. 

Ryan Katzenbach director of Shattered Hopes comes back to the show this year for the annual Halloween broadcast to podcast. Ryan shares updates on the Shattered Hopes project on Amityville and shares with us his new project... It wouldn't be Halloween without Ryan on our show. Thanks for coming on buddy!!! Please find download link at bottom of this page.

"Spooky Southcoast" for February 18, 2012. Filmmaker Ryan Katzenbach joins us to talk about the release of Part I of his documentary trilogy "Shattered Hopes: The True Story of the Amityville Murders." Ryan delves into the real story behind the DeFeo family and what might have led Ronnie "Butch" DeFeo Jr. to slaughter his entire family in the house on 112 Ocean Avenue in November of 1974.