Podcasts about key takeaways work

Talking about work-life balance myth, midlife burnout, high-performing women, asking for help, midlife coaching.✨ In This Episode:Host Laurie Reynoldson gets candid about the myth of work-life balance and why it's time for midlife women to stop striving for something that doesn't exist. In this replay of an early fan-favorite episode, Laurie breaks down:Why traditional “balance” is an impossible standard (and why it's not your fault)The cultural conditioning that leads women to believe they should be able to do it allThe hidden shame of asking for help—and how to overcome itA liberating metaphor (the seesaw!) that reframes how we think about balanceWhy chasing productivity won't fix your burnout—and what to do insteadWhether you're juggling a career, caregiving, parenting, or all of the above, this episode is your permission slip to drop the guilt and reclaim your energy.

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In this episode of Healthy Mind, Healthy Life, host Avik Chakraborty sits down with Matthew Diamante, founder of Hey Tony, a marketing agency that helps small businesses master SEO and social media. With over 243,000 Instagram followers, Matthew has built a personal brand that simplifies digital marketing into actionable strategies. But today's conversation goes beyond marketing. We dive deep into work-life balance—does it even exist for entrepreneurs?—and the reality of failure in business. Is hustle culture the only way to success, or is there a smarter, more sustainable approach? Matthew shares candid insights about burnout, learning from failures, and how to build a business without losing yourself in the process. If you're an entrepreneur, creative, or someone struggling to juggle work and life, this episode is for you! About the Guest:   Matthew Diamante is the founder of Hey Tony, a digital marketing agency helping businesses dominate SEO and social media without breaking the bank. Having helped countless brands rank #1 on Google and grow their online presence, Matthew knows what it takes to build a thriving business. But beyond marketing, he understands the challenges of finding balance, failing forward, and staying sane while growing a company. Key Takeaways:   ✅ Work-life balance is not about a perfect 50/50 split—it's about intentional prioritization✅ Hustle culture isn't sustainable—working smart trumps mindless grinding✅ Failure isn't the end; it's a learning opportunity—embrace it and pivot when necessary✅ Burnout is real—get enough sleep, take breaks, and set boundaries to avoid it✅ Take small steps forward—you don't need to conquer the mountain in a day   Connect with Matthew Diamante:  

Episode Summary In this episode of the Canadian Immigration Podcast, host Mark Holthe and co-host Alicia Backman-Beharry tackle one of the most critical yet frequently misunderstood aspects of Express Entry applications: proving work experience. With refusals on the rise, Mark and Alicia walk you through the common mistakes applicants make when submitting reference letters and employment documents—and how to avoid them. They dive deep into the essential elements of a strong reference letter, including what must be included, what officers look for, and how to handle situations where you can't get the perfect letter. Whether you're applying under the Canadian Experience Class (CEC), Federal Skilled Worker Program (FSW), or navigating category-based draws, this episode is a must-listen for anyone serious about avoiding rejection and maximizing CRS points.

Scripture: Genesis 2:4-17 Key Takeaways: + Work is a good gift from God. “Let the Church remember this: that every maker and worker is called to serve God in his profession or trade—not outside it. The Apostles complained rightly when they said it was not meet they should leave the word of God and serve tables; their vocation was to preach the word. But the person whose vocation it is to prepare the meals beautifully might with equal justice protest: It is not meet for us to leave the service of our tables to preach the word.” – Dorothy Sayers, “Why Work?” + Work is to be done for God and for his glory. Ephesians 6:5–8 + Good work that glorifies God is ethical work. + Good work that glorifies God is excellent work. "The Church's approach to an intelligent carpenter is usually confined to exhorting him not to be drunk and disorderly in his leisure hours, and to come to church on Sundays. What the Church should be telling him is this: that the very first demand that his religion makes upon him is that he should make good tables. Church by all means, and decent forms of amusement, certainly – but what use is all that if in the very center of his life and occupation he is insulting God with bad carpentry?” – Dorothy Sayers, “Why Work?”  “The Christian shoemaker does his duty not by putting little crosses on the shoes, but by making good shoes, because God is interested in good craftsmanship.” – Martin Luther Exodus 31:1–5 Proverbs 22:29 + Work is how we partner with God in his care of the world.  “God Himself will milk the cows through him whose vocation that is.” – Martin Luther + Our identity is to be found in Jesus and his work, not ours. “If our identity is in our work, rather than Christ, success will go to our heads, and failure will go to our hearts.” – Tim Keller

The Underdog Leadership Podcast is BACK for Season 6. In this episode, Jenny Mitchell explores the concept of workaholism and how it has evolved over time. Once worn as a badge of honor, being a "workaholic" is now a term many professionals are actively trying to shed. Jenny shares her journey from an overachiever to a high performer, highlighting the importance of work-life integration rather than balance. Through personal stories, coaching insights, and practical strategies, she provides guidance on shifting your relationship with work, managing energy levels, and creating a sustainable approach to success. Tune in and discover how you can move from workaholic tendencies to a more sustainable and fulfilling work-life integration!    Key Takeaways: Work-life integration is about flow, not balance.  Your relationship with work can evolve. Energy management is crucial.  Personal leadership is about prioritization.  Accountability in personal life matters.  Recognizing anxiety triggers is key.  Joy in work is possible.    Chapters: 00:00 Unpacking the Workaholic Identity 06:01 High Performance vs. Overachievement 12:11 The Importance of Personal Leadership 17:51 Looking Ahead: Future Conversations   Keywords: Workaholic, Work-life integration, Personal leadership, Energy management, Overachiever vs. high performer, Prioritization, Mindfulness at work, Anxiety and productivity, High-value tasks, Sustainable success   If you loved this episode, you'll also enjoy: Ep 5.4: Beware of Mothering your Teams to Incompetence https://open.spotify.com/episode/76ARiIZhy0Eceb2EELfV4w?si=df9ddb8ff85744be Ep 5.3: Seven Ways to Stop Sabotaging Yourself https://open.spotify.com/episode/5HrAB8iQhQ2NS6p9toTgME?si=852b58c30b444cc3 Ep 4.4: How to Get (More) Comfortable Doing New Things https://open.spotify.com/episode/0Z0fLQ0ciclFjUzQbnuuZY?si=bbb4eca51431449d — ✨Buy the Embracing Ambition Book: https://chavender.com/embracing-ambition-the-book/ Book a discovery call: https://calendly.com/jennychavender/30min?back=1&month=2022-09 Lean into Meaningful Conversations with this complimentary 20 minute video all about the tools and techniques for moving conversations forward: https://youtu.be/zv1N_ZsDEAs Don't miss an episode by joining my Podcast VIP Email List: https://chavender.activehosted.com/f/27 Catch me on email: jenny@chavender.com Check out my website: chavender.com Hop on over to Instagram: @jennychavender Let's connect on LinkedIn: Jenny Mitchell, CFRE, CEC, DMA   "See" me on Youtube: https://www.youtube.com/channel/UC0Q97-c98aPUmfhzlpswfsw

Feeling stuck in the daily grind? Quitting isn't the only way out. In this episode, Dr. Jessica Grossmeier shares how to find meaning, connection, and even transcendence in the job you have now.We explore:  - How small shifts in perspective can reignite purpose and satisfaction  - The power of workplace connections and why they matter more than you think  - Simple, science-backed practices to reset, refocus, and thrive at work  - Why transcendence is a job skill—and how to cultivate itWhether you love your job, feel stuck, or are considering a change, this episode will challenge you to think differently about work—and yourself.Key Takeaways-  Work can be so much more than just tasks and productivity when we bring our best selves and connect to a larger purpose.-  Instead of leaving a job that feels misaligned, shifting how you approach your work can bring new fulfillment.-  Meaningful relationships at work enhance well-being, performance, and job satisfaction -  Create intentional time for space for mindful movement, deep breathing, or intentional connection with colleagues. MentionedReimagining Workplace Well-Being: Fostering a Culture of Purpose, Connection, and Transcendence, by Jessica GrossmeierConnect with Jessica on LinkedInFree resources Interested in having Monica present at your next live or virtual event?  Learn more. ★ Support this podcast ★

In the latest episode of the Raising Private Money podcast, Jay Conner sat down with mastermind member Tim Benskin to discuss his latest deal in Swannanoa, North Carolina. Tim shared his unique approach to acquiring, financing, and profiting from real estate investments, offering invaluable lessons for aspiring and seasoned investors alike. Today, we will dive deep into the key topics discussed, providing a comprehensive guide to understanding Tim Benskin's successful strategies and tactics.A Fortuitous Encounter: The Genesis of the DealTim Benskin's latest deal began with an unexpected opportunity. While working on a property purchased from a wholesaler, Tim was approached by a neighbor who inquired if he would be interested in buying his house. This initial conversation set the stage for a profitable transaction.Key Takeaways:Networking and Relationship Building:Tim's success in this deal highlighted the importance of maintaining good relationships with contractors, neighbors, and other stakeholders in the real estate industry. An open line of communication can often lead to new opportunities.Opportunistic Mindset:Being present and attentive during property renovations can present unforeseen chances to acquire new properties at favorable prices.Negotiating the Purchase PriceThe neighbor initially asked for $150,000, but after assessing the property and understanding the seller's needs, Tim successfully negotiated the price down to $130,000. This $20,000 reduction set the foundation for a profitable investment.Key Takeaways:Negotiation Skills:Tim's ability to negotiate effectively saved him a substantial amount on the purchase price. Understanding the seller's motivations and maintaining a flexible negotiation stance is crucial.Assessing Property Value:Conducting a thorough property valuation, including an understanding of After Repair Value (ARV), is essential in negotiations.Leveraging Financing: Private Money and Profit CentersTim financed the property using private money, borrowing a total of $130,000 from two private lenders. The strategic use of private money enabled Tim to acquire the property without using his capital while structuring repayment terms that supported a positive cash flow.Key Takeaways:Private Money:Utilizing private lenders can provide flexible financing options, often with more favorable terms compared to traditional lending institutions.Multiple Profit Centers:Tim created several profit centers through this deal, including monthly cash flow, a nonrefundable lease option deposit, and potential appreciation upon sale.Innovative Selling Strategy: Work for EquityTim's decision to sell the property through a lease option with a "work for equity" component was a masterstroke. This approach not only minimized his upfront renovation costs but also incentivized the buyer to invest in the property's improvement.Key Takeaways:Work for Equity Concept:Allowing buyers to reduce their purchase price by undertaking necessary repairs encourages them to buy into the property's value and care for it. Tim's buyers stand to receive a $10,000 credit for completing specific agreed-upon repairs.Reducing Risk and Increasing Profit:This strategy reduced Tim's risk and repair costs while increasing the property's sale price to $187,000, considerably higher than its ARV.Monthly Cash Flow and Final Profit AnalysisPost-financing, Tim's monthly outgoing payments to his private lenders totaled $940. His lease option agreement brought in $1,450 a month, leading to a net positive cash flow of $284.34.Key Takeaways:

Stepping into a new L&D leadership role is challenging, and establishing both yourself and your team can be even harder. It’s not just about filling gaps—it’s about aligning your vision with the business’s needs and building a strategy that delivers tangible results. In this episode, Sam Allen, Global Head of Learning and Development at Ideagen, shares how he has navigated this journey, from understanding the company’s culture and expectations to creating an L&D strategy that drives real performance. Sam talks about the key steps to establishing yourself in a new L&D role: how to build trust with stakeholders, identify the right learning needs, and bring your team on the journey. If you're a new L&D leader or looking to reposition your team, this episode offers real-world insights into how to take L&D from a function to a business partner. KEY TAKEAWAYS Work really hard to understand where the business you have joined is going. Identify the decision makers and sit down with each one to find out what their priorities are and where they are heading. To do this you need an effective way to take notes and analyse what you learn. Assess how your team currently performs. Make it clear to everyone what your approach to L&D is. Acquire the right tools for your L&D team and for your stakeholders. Set up self-serving learning resources that enable departments to fill skill gaps themselves. Break skills content down to enable truly targeted learning. Establishing yourself is about creating a strategy that truly drives business impact. BEST MOMENTS “How capable are the team members within that organisational structure?” “Build credible relationships with stakeholders.” “Create content where there are gaps.” Sam Allen Bio Sam Allen is the Global Head of Learning and Development at Ideagen, where he leads the company’s L&D strategy to drive performance, capability, and career growth. Before joining Ideagen, Sam was the Interim Head of L&D (Central Functions) at Cazoo, where he established the central L&D function, delivering leadership programs and automating onboarding and compliance. Before that, Sam founded Insightful People, partnering with businesses to deliver strategic L&D projects. He also held senior L&D roles at Whitbread, developing management teams, and at Argos, where he led the L&D strategy for IT, Digital, and Marketing, supporting around 500 colleagues and delivering high-potential and leadership development programs. Throughout his career, Sam has been committed to transforming L&D into a strategic driver of business performance. VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. CONTACT METHOD Twitter:  https://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

In this episode, A.B. Ridgeway dives into the popular FIRE movement (Financial Independence, Retire Early), challenging the idea of early retirement from a Christian perspective. He reflects on biblical teachings that highlight the importance of work as a form of service and fulfillment, not just a means to an end. He also shares cautionary tales about the emotional toll of retirement when it lacks purpose. Ridgeway provides practical tips for planning retirement with intention and continuing to live with purpose through it.Key Takeaways:Work is a Gift from God: According to Ecclesiastes 3:12-13, joy in work is a gift from God. Christians are called to view work as meaningful, not something to escape from, but as a way to contribute to the world.Retirement Despair is Real: Many retirees face depression when they retire without a sense of purpose. It's essential to retire to something, not just from something, and stay engaged in meaningful activities post-retirement.Start Living Your Retirement Goals Now: Don't wait until retirement to pursue your passions. Begin incorporating activities into your life now to ensure they bring fulfillment when the time comes.Quotes:"Work is not supposed to be hard. It's something we do with pleasure and love." — A.B. Ridgeway on finding joy in work and serving God through our daily efforts."Retirement despair is real. After the noise of work calms down, it's just you. What will you do?" — A.B. Ridgeway on the emotional challenges faced by many retirees."You'll always be working as God's stewards. It's not about escaping work but living with purpose." — A reminder that, as Christians, we are called to serve, even beyond our traditional working years.Tune in for more insights on how Christians should approach retirement with faith and purpose!

In this episode, A.B. Ridgeway dives into the popular FIRE movement (Financial Independence, Retire Early), challenging the idea of early retirement from a Christian perspective. He reflects on biblical teachings that highlight the importance of work as a form of service and fulfillment, not just a means to an end. He also shares cautionary tales about the emotional toll of retirement when it lacks purpose. Ridgeway provides practical tips for planning retirement with intention and continuing to live with purpose through it.Key Takeaways:Work is a Gift from God: According to Ecclesiastes 3:12-13, joy in work is a gift from God. Christians are called to view work as meaningful, not something to escape from, but as a way to contribute to the world.Retirement Despair is Real: Many retirees face depression when they retire without a sense of purpose. It's essential to retire to something, not just from something, and stay engaged in meaningful activities post-retirement.Start Living Your Retirement Goals Now: Don't wait until retirement to pursue your passions. Begin incorporating activities into your life now to ensure they bring fulfillment when the time comes.Quotes:"Work is not supposed to be hard. It's something we do with pleasure and love." — A.B. Ridgeway on finding joy in work and serving God through our daily efforts."Retirement despair is real. After the noise of work calms down, it's just you. What will you do?" — A.B. Ridgeway on the emotional challenges faced by many retirees."You'll always be working as God's stewards. It's not about escaping work but living with purpose." — A reminder that, as Christians, we are called to serve, even beyond our traditional working years.Tune in for more insights on how Christians should approach retirement with faith and purpose!

How are you growing in intimacy with Christ as an individual, family, and community?In this episode, Jeff, Jeff, Mart, and Tyler discuss: The generosity of women in the family.The privilege of traveling and experiencing other cultures and peoples. Collaboration to go faster and further together. Power in unity, person-to-person, life-to-life connections.   Key Takeaways: Work is more than just what you do, it's who you are and applying that.Invite your children along the journey to be on mission as a family. Encourage them to also find their passions, make connections, and open relationships to them so they can see different pathways for their gifts to bless others.As you get closer to your city, your calling gets larger and larger. Satan always attacks at the point of unity. It is a hard battle, but it is worth fighting for.  "I can't just be a gospel patron. I also have to be a gospel proclaimer, and I expect the gospel proclaimers to be gospel patrons and be generous themselves." —  Mart Green Episode References: Rooting for Rivals by Peter Greer: https://www.peterkgreer.com/rooting-for-rivals/He Gets Us: https://hegetsus.com/ About Mart Green: Mart Green is the Ministry Investment Officer for Hobby Lobby and the founder of Mardel Christian and Education Supply stores. His retail career began with his parents, who founded Hobby Lobby in their home. They now have over 1000 stores in 48 states. Mart is the Board Chair of Come and See, a foundation whose goal is to increase the impact of The Chosen by expanding its reach to the largest 600 languages in the world.  Mart and his wife, Diana, are also leading champions of illumiNations, an alliance of Bible Translation partners, working to eradicate Bible poverty by 2033. Mart and Diana live in Oklahoma. They have four children and thirteen grandchildren. Connect with Mart Green:Website: https://www.comeandseefoundation.org/Website: https://illuminations.bible/Website: https://www.mardel.com/Website: https://www.hobbylobby.com/ About Tyler Green: Tyler is an intentional creator of opportunities leading to communion and community. He is a builder of relational networks, focused on people-centered and community-formed co-creation. He works to help people move from isolation into togetherness and from competition into cooperation.He is a co-founder of Flourish OKC, a collaborative/creative platform, guided by a desire to see Oklahoma City realized as a city where all flourish.As a true community connector, Tyler has had the privilege of serving and living with an urban missional community in downtown OKC, working abroad for a year with International Justice Mission in Cambodia, and continues to engage as a community catalyst alongside his extended family, representing Hobby Lobby in the areas of culture and community engagement.Tyler finds life being outdoors, exploring, and finding new cultural spaces, both as an individual adventurer and amidst his family and friends. He is joyfully married to his wife, Kristin, and celebrates his five amazing children, Asher, Isla, Juniper, Jed, and Greyson. Connect with Tyler Green:Website: https://www.flourishokc.com/  Connect with Jeff Thomas: Website: https://www.arkosglobal.com/Podcast: https://www.generousbusinessowner.com/Book: https://www.arkosglobal.com/trading-upEmail: jeff.thomas@arkosglobal.comTwitter: https://twitter.com/ArkosGlobalAdv Facebook: https://www.facebook.com/arkosglobal/LinkedIn: https://www.linkedin.com/company/arkosglobaladvisorsInstagram: https://www.instagram.com/arkosglobaladvisors/YouTube: https://www.youtube.com/channel/UCLUYpPwkHH7JrP6PrbHeBxw

In this episode of the Your Forest podcast, host Matthew Kristoff speaks with Dr. Jason Brown, an environmental ethicist, and lecturer in religious studies, about "contemplative forestry". They explore how blending mindfulness with ecological understanding can foster a deeper connection to forests. Jason shares his journey into this unique field, emphasizing the spiritual and cultural dimensions of forestry.Dr. Jason Brown is a lecturer at Simon Fraser University, specializing in the intersection of religion, ethics, and ecology. With a background in anthropology, forestry, and ecological theology, Jason's work focuses on integrating spiritual practices into environmental management, promoting a holistic approach to forestry.Matthew and Jason discuss the concept of "contemplative forestry," which combines mindfulness with ecological practices. They explore the balance between work and contemplation, the importance of recognizing forests' intrinsic value, and how indigenous practices can inform a more reciprocal relationship with nature. The episode also touches on broader themes like climate change and the role of spirituality in environmental stewardship.Key Takeaways:Work and Contemplation Balance: Contemplative forestry integrates practical work with mindful experiences, fostering a deeper connection to nature.Contemplative Forestry: This practice views forests as living ecosystems and encourages a reciprocal relationship between humans and nature.Relational Forest Management: Inspired by indigenous practices, this approach values both the ecological and cultural roles of forests.Mindfulness in Nature: Engaging all senses in the forest promotes mindfulness and a deeper understanding of the environment.Sacredness of Nature: Recognizing the spiritual value of forests can lead to more ethical and sustainable management practices.ResourcesDr. Jason Brown's Website: https://holyscapes.org/Dr. Jason Brown's Facebook: https://www.facebook.com/jason.m.brown.566/Dr. Jason Brown's Instagram: https://www.instagram.com/holyscapes/SponsorsWest Fraser: https://www.westfraser.com/GreenLink Forestry Inc.: http://greenlinkforestry.com/Quotes:01:24:13-01:23:40- “Contemplative forestry has this sort of potential that no matter what you're doing in the forest, just do that thing right. Be present.”00:19:45- 00:19:57- "Spiritual ecology or a contemplative ecology feels motivated to protect the environment because of its deep intrinsic value and our connection to that."Timestamps:Balance Between Work and Presence (00:00:05 - 00:00:37)Connecting Spirituality and Environmental Ethics (00:20:33 - 00:21:05)The Role of Indigenous Approaches in Forestry (00:23:20 - 00:23:56)Contemplative Forestry as a Practice (00:30:43 - 00:31:12)Embracing Mystical Traditions in Understanding Forests (00:40:29 - 00:40:46)Reciprocity in Human-Forest Relationships (00:50:14 - 00:50:52)Capitalism and Contemplative Practices (00:53:13 - 00:53:39)The Need for a Revolution of Heart and Mind (00:56:29 - 00:56:55)Reinterpreting the Concept of Value in Forestry (00:59:33 - 01:02:25)Moving Away from Broad Acre Plantation Forestry (01:12:53- 01:13:13)The Role of People in Ecosystems (01:15:52 - 01:16:49)Follow YourForest Podcast on:Website: https://yourforestpodcast.com/YouTube: https://www.youtube.com/@yourforestpodcast7324Facebook: https://www.facebook.com/yourforestpodcastInstagram: https://www.instagram.com/yourforestpodcast/?hl=enLinkedIn: https://www.linkedin.com/company/yourforestpodcast/Twitter: https://x.com/yourforestpdcst/Email: yourforestpodcast@gmail.comIf you liked this podcast, please rate and review it on your favorite platform!

In this insightful episode of the Money Mastery Unleashed podcast, Adam sits down with financial expert Andy Rodriguez, who brings over 40 years of experience with Mutual of Omaha. From a career that began in 1981, Andy has witnessed the evolution of the financial industry and now shares his wisdom on the importance of generational wealth planning and retirement income strategies. His unique journey—starting with a move to Louisiana on a whim and rising to prominence in the financial sector—provides valuable lessons on career longevity, adapting to change, and finding purpose in one's work. Adam and Andy dive into the heart of generational wealth planning, focusing on key strategies for ensuring a smooth and efficient transition of assets from one generation to the next. Andy emphasizes the importance of communication between parents and their children, along with the necessity of building a solid financial team involving estate planning attorneys, CPAs, and advisors. By sharing real-life stories of wealth transfer gone right—and wrong—Andy offers actionable advice for anyone looking to safeguard their family's financial future. The conversation also touches on the complexities of retirement income planning. With decades of experience helping clients navigate the transition from working years to retirement, Andy highlights tools like the “Income for Life” model and discusses the growing importance of planning for long-term care. Listeners will appreciate his candid insights on the importance of starting early with savings and the lasting benefits of life insurance and Roth IRAs for creating tax-advantaged generational wealth. Whether you're in your 30s planning for the future or nearing retirement, this episode is packed with practical advice, wisdom, and real-world examples to help you secure your financial legacy. “It's not just about building wealth – it's about ensuring that it is passed on efficiently and to the right hands.” Key Takeaways: Work with a team of professionals The importance of titling accounts correctly Involving children in wealth transition conversations Beneficiaries ignoring wealth transfer responsibilities Learn more about Adam Olson by visiting the following links: Facebook Personal Website Business Website -- Investing involves risk, including loss of principal.    Be sure to understand the benefits and limitations of your available options and consider all factors prior to making any financial decisions.  Any strategies discussed may not be suitable for everyone.  Securities and advisory services offered through Mutual of Omaha Investor Services, Inc. Member FINRA/SIPC.  Adam Olson, Representative.  Mutual of Omaha Investor Services is not affiliated with any entity listed herein.  This podcast is for educational purposes only and may include references to concepts that have legal and/or tax implications. Mutual of Omaha Investor Services and its representatives do not offer legal or tax advice. The information presented is subject to change without notice and is not intended as an offer or solicitation with respect to the purchase or sale of any security or insurance product.Mutual of Omaha Investor Services and its various affiliates do not endorse or adopt comments posted by third parties.  Comments posted by third parties are their own and may not be representative or indicative of other's opinions, views, and experiences.

EPISODE TWENTY THREELessons Learned from Burnout SUMMARY SECTION Collapsing with Pneumonia was a physical manifestation of burnout. The recovery process provided James with time to reflect on what brought him to that point and what needed to change as a consequence. In this episode James explores the lessons learned from this experience, that he continues to draw upon in his work as a coach, trainer and mentor. KEY TAKEAWAYS Work ethic is essential but work ethic without a focus on mental and physical recovery is dangerous.We need to establish a proactive as opposed to reactive morning routine. One that energises us and empowers our mindset.There is a need for a renewed focus on sleep quality and creating an evening routine to optimise sleep.Delegation - Failing to delegate is an accelerator to burnout.Structure your calendar and To Do List. All tasks and meetings are not created equal.Practice visualisation. It is widely embraced in sport and the military but under utilised in industry.Learning - Prioritise continuous learning.Take a holistic view to high performance. Focussing solely on your professional role will not truly optimise performance. ABOUT THE HOST James is an experienced mentor, coach and thought leader who works with a range of clients from FTSE 100 companies, SME´s the NHS and wider public and not for profit sectors.His twenty year career in elite sport initially as a professional rugby player but predominantly as a chief executive has given him an invaluable insight in managing the success, failures and pressures associated with leadership at the highest level.As a high performance coach James specialises in enhancing resilience and leadership development. He is a passionate advocate of the notion that to find lasting fulfilment we need to take a holistic view of high performance and create it in both our professional roles and personal lives. CONNECT & CONTACT www.thelonelyleader.co.ukThe Lonely Leader's LinkedIn James' LinkedInInstagramhello@thelonelyleader.co.uk THIS SHOW WAS BROUGHT TO YOU BY LONELY LEADER MEDIA Hosted on Acast. See acast.com/privacy for more information.

According to the 2022 U.S. Census Bureau, a little more than 10% of businesses are run by husband and wife teams. And that number is continuing to grow as more and more couples are realizing they can make more money working together than in separate jobs or businesses. However, working with your spouse is not as romantic as some may think it is. Neither is it the beginning of a disaster for the relationship like others may feel. Should all couples work together and why do so many fail? Tune into this week's episode to find out. But what I can tell you is once couples learn how to work together, they make the best team possible. Working with the person you trust the most, who wants you to win as much as you do, and have complementary skills, will take your business to the next level.  Want to live a better balanced life and win in marriage AND business at the same time? Purchase our book Tandem: The married entrepreneurs' guide for greater work-life balance. https://www.thetandembook.com/ Need to create more time to dedicate to your marriage? Download this free guide. https://marriedentrepreneur.co/boundaries Need some insight into how to balance it all? Schedule a free discovery call. https://marriedentrepreneur.co/lets-talk Key Takeaways Work together because It's romantic Cheaper than hiring an employee One persuades the other to do it Some learn to make it work. Others are “been there, done that, never again.” Why do they fail? Conflict. Don't take things personal Lack of agreement stunts business growth Most arguments are a zero sum game Me Vs Her The word, “US,” was a game changer Boundaries between work and home

In this episode, Adam reflects on the nature of work and the importance of enjoying the human experience. He discusses the idea of work becoming more efficient with advancements like AI and 3D printing, and how periods of expansion and contraction are a natural part of business. Adam also explores the impact of layoffs and the transient nature of relationships in the workplace. He emphasizes the importance of raising others up and contributing to their growth, regardless of how long they may be in your life.Key Takeaways:Work is an opportunity for exploration, learning, and personal growthThe transient nature of relationships in the workplace should not diminish the impact and contribution you can make to others' growthLetting go of the personal mind's desire for “better” experiences and focusing on inner growth can lead to a more peaceful and fulfilling lifeView full show notes here.

In this thought-provoking episode of Business Growth Talks, host Mark Hayward delves into the perennially relevant topic of work-life balance, or what some prefer to call work-life flow. As entrepreneurs and professionals tirelessly strive for success, the balancing act between a demanding career and meaningful personal life becomes increasingly complex. This quick episode touches on the reality of this pursuit and offers personal insights into achieving harmony within the chaos.Mark candidly shares his current struggle with managing an all-consuming live podcast event scheduled for May 17 in Hammersmith, London. He reflects on the advice he received during his corporate career, emphasizing that a perfect equilibrium is often unattainable, and priorities tend to oscillate between work and family. Mark presents the concept of 'work-life flow' as an alternative, invoking the notion of finding periods of deep, uninterrupted productivity, amid the everyday disruptions encountered by business owners. SEO-optimized keywords such as "work-life balance," "entrepreneurship," "scaling processes," and "career growth" enrich the episode, inviting a broad audience to engage with the discussion.Key Takeaways:Work-life balance is a dynamic state where priorities may shift towards work or personal life based on current goals or needs.During intense work phases, like preparing for a significant event, work may sometimes overshadow personal life.The concept of 'work-life flow' suggests seeking periods of deep, concentrated work, as opposed to striving for a perfect balance.Success and balance are subjective; not everyone seeks to build empires, and for some, balance means reaching a level of contentment without continuous pursuit of growth.Communication with loved ones is key to navigating periods of heavy work focus without damaging personal relationships.Support the Show.Do you want to be a guest on multiple podcasts as a service go to:www.podcastintroduction.comFind more details about the podcast and my coaching business on:www.businessgrowthtalks.comDo you want to be a podcaster? Sign up onwww.abmpodcastcourse.co.ukFind me onLinkedIn - https://www.linkedin.com/in/mark-hayw...Facebook - https://www.facebook.com/markjhayward​

1- Old School leadership thinking claims that work is work and personal is personal and never the two shall meet. However, how many of your friends resulted from work relationships? How much more joyful is the work when you know friends have your back? How much more engaged are you? After all, you often see coworkers more often in a given week than your partner or children!My guest today is author and keynote speaker Shasta Nelson. We discuss the myths around work friendships, and how encouraging friendships at work and making intentional connections leads to not only higher performance, engagement, retention, and loyalty - but less absenteeism and better health for you and your employees. We discuss the epidemic of loneliness, how to balance personal relationships with tough business situations, and why it's in an organization's best interest to foster work friendships. Shasta shares what we learn as school age kids and how it applies to work and what healthy friendships at work look like. To access the episode transcript, please click on the episode title at www.TheEmpathyEdge.com Key Takeaways:Work is to adults what school was to children. We never tell children to not make friends, yet many adults believe they should not make friends in the same type of environment. Being friendly with someone is different from being close friends with someone. There should be enough safety that everyone is, at minimum, friendly with each other.Proactively have conversations with your friends at work about challenges that may come up, whether because of conflict, discipline, or something else. It will strengthen your relationship as you open with one another. Consistency, positivity, and vulnerability are important for any healthy relationship. "The goal isn't to pull back and only stay comfortable. The goal is to say social health is on the other side of a little bit of relational sweat." — Shasta NelsonAbout Shasta Nelson, Friendship Expert, Keynote Speaker, Author, The Business of FriendshipShasta Nelson is a leading expert on Friendship who speaks across the country and facilitates events for connection. She's been quoted in magazines and newspapers, online and print, including New York Times, The Washington Post, and Readers Digest, and has been interviewed live on over dozens of TV shows, including the TODAY Show and Steve Harvey Show. Plus, if you haven't yet seen her popular TEDx talk then you'll want to watch that later!Her previous books include Friendships Don't Just Happen! which is a guide for making new friends as an adult, and Frientimacy: How to Deepen Friendships for Lifelong Health and Happiness which teaches us how to make our relationships more meaningful. But it's her newest book that we talk about today as she takes her expertise about friendship into the workplace in The Business of Friendship: Making the Most of Our Relationships Where We Spend Most of Our Time.Connect with Shasta Nelson: Website and Books: shastanelson.comInstagram: instagram.com/shastamnelsonLinkedIn: linkedin.com/in/shastanelsonFacebook: facebook.com/shasta.m.nelsonX: twitter.com/shastamnelsonJoin the tribe, download your free guide! Discover what empathy can do for you: http://red-slice.com/business-benefits-empathy Connect with Maria: Get the podcast and book: TheEmpathyEdge.comLearn more about Maria and her work: Red-Slice.comHire Maria to speak at your next event: Red-Slice.com/Speaker-Maria-RossTake my LinkedIn Learning Course! Leading with EmpathyLinkedIn: Maria RossInstagram: @redslicemariaX: @redsliceFacebook: Red SliceThreads: @redslicemaria

About Our Guest: Sally Thornton is the founder and CEO of Forshay, a talent strategy and executive search firm. She is also the founder of ForShe, an organization that focuses on helping women and parents find work-life blend. Sally is passionate about creating workplaces that support individuals in achieving their personal and professional goals. Summary: Sally Thornton discusses the concept of work-life blend and how it differs from work-life balance. She shares her personal experience of realizing the importance of finding a balance between work, family, and personal life after the death of her brother. Sally emphasizes the need for data and storytelling to change cultural narratives around work and to encourage individuals to prioritize their well-being. She provides tips and tricks for achieving work-life blend, including prioritizing sleep, investing in friendships, and making time for exercise. Sally also discusses the importance of communication and setting boundaries with employers and offers strategies for creating a work culture that supports work-life blend. Key Takeaways: Work-life blend is about finding a balance between work, family, and personal life that allows individuals to pursue their passions and goals. Data and storytelling are powerful tools for changing cultural narratives around work and encouraging individuals to prioritize their well-being. Prioritizing sleep, investing in friendships, and making time for exercise are essential for achieving work-life blend. Communication and setting boundaries with employers are crucial for creating a work culture that supports work-liblend. Quotes: "Work-life blend is a dance that can be either fun or exhausting, and you're the dancer." "Finding the right work-life blend requires individual reflection and open communication with employers." "Creating a work culture that supports work-life blend is a competitive advantage for companies." Further Learnings and Readings:  Why We Sleep  Stanford Clayman Institute Sally's TedX Talk Forshay.com Leslie Perlow Transcriptions --- Send in a voice message: https://podcasters.spotify.com/pod/show/lexib/message

Jenny Gou traded a successful corporate career for real estate, where she discovered limitless possibilities & achieved unprecedented growth. Now managing partner at Vertical Street Ventures (VSV), Jenny shares a story of balancing priorities, finding opportunities, and creating a thriving business that should inspire those seeking to make a career shift & achieve financial independence. For the video interview, visit: https://youtu.be/iz4V-IWIRPI From Corporate Success to Real Estate She began her journey at Procter & Gamble, where she spent 13 fulfilling years. A turning point came when her son asked if she could join a school field trip, and she had to decline. As family priorities grew stronger, Jenny & her husband decided to seek a better work-life balance. Recognizing the potential for a better lifestyle through real estate, they started with single-family rentals, but quickly realized that multifamily offered greater opportunities. In 2020, Jenny made the decision to leave her corporate career & dive into the world of multifamily real estate. Finding Mentors & Partners As she transitioned from corporate life, Jenny found a mentor who would become her partner at VSV. She approached him with a mindset of providing value & accelerating her learning. By assisting with property management & underwriting deals, Jenny gained invaluable hands-on experience. For those looking to make a similar transition, she emphasizes attending conferences & events to provide opportunities to connect with like-minded individuals, find partners with complementary skills & learn from experienced professionals. Creating a Multi-Faceted Real Estate Business VSV has evolved into three distinct businesses. The first is apartment syndication, focused on finding deals, raising capital, and managing properties. The second is a CPA firm that provides accounting services for real estate investors. This expansion was driven by the recognition that investors seek professional guidance to maximize tax savings & ensure financial compliance. Finally, VSV has a coaching business, the Multifamily Academy, where Jenny shares her expertise and guides aspiring syndicators on their path to financial independence. Capital Raising Today Jenny emphasizes the importance of knowing the sponsorship team and thoroughly evaluating the team leading the project; understanding their track record, communication practices, and investor experience. By conducting due diligence, capital raisers can confidently answer questions and provide the necessary reassurance to attract funding. Capital raisers should showcase the alignment between sponsors & investors, emphasizing sponsors' personal investments. This instills confidence & demonstrates a shared commitment to success. Those who prioritize these strategies can position themselves as trustworthy & knowledgeable partners, ultimately driving successful capital raising efforts. Key Takeaways: Work-life balance: Many people look to real estate as a career that allows prioritizing family & achieve better work-life balance. Seek mentors & partners: Find mentors and partners who can provide guidance, support, and opportunities for learning and growth. Diversify & expand: VSV evolved into a multi-faceted business by diversifying offerings to meet the needs of their investors. Contact Jenny: Website: https://verticalstreetventures.com/ LinkedIn: @vertical-street-ventures Instagram: @vertical_street_ventures Facebook: @verticalstreetventures Are you REady2Scale Your Multifamily Investments? Learn more about growing your wealth, strengthening your portfolio, and scaling to the next level visit www.bluelake-capital.com. To reach Jeannette & her team, email them at info@bluelake-capital.com or complete our investor form at https://www.bluelake-capital.com/new-investor-form and they'll connect with you. If you'd like to be on our podcast, visit https://www.bluelake-capital.com/podcast and click the link to submit a guest. Learn more about your ad choices. Visit megaphone.fm/adchoices

As a chronically late student, Danny Bauer once told his Chemistry teacher a fib about saving an entire girl scout troop from a burning building to get out of a tardy. Danny is not sure if it was the very made up story, the very real cookie he offered his teacher, or a combination of both that got him out of a detention that day … That experience taught him it pays to develop your storytelling skills. Danny has been telling stories since then, most recently on the Better Leaders Better Schools podcast, ranked in the TOP 0.5% of 3 million global podcasts, and via his latest book, Mastermind: Unlocking Talent Within Every School Leader, co-published by Corwin and the National School Superintendents Association (AASA). His mission is “to connect, grow, and mentor every school leader who wants to level up.” Key Takeaways: Work with other people help you define your superpower because they typically offer perspectives about you that you don't have. Danny's live event is like none other. Recovery and recuperation is an essential part of being an effective leader. Danny's Ruckus Maker Mindset Tool Start small to make larger gains on what you are doing. What works for some doesn't for all because nobody can tell you exactly what you need to do to improve your personal situation Danny's eliminate your email tool To be successful, you need to be focused and clear on what impact you want to have on the world Danny's 3 rules for staying focused on what you want to do in life and being more productive. If it isn't a hell yes it's a hell no. It's the most important thing to honor health and relationships over everything else Only those who have a bias for action are able to make real change. We need to ask propelling questions if we are going to figure out the larger issues. Stay in Contact and MORE!: Facebook Live Denver Event! LinkedIn SEEing to Lead Extras! Like the content, want to be a guest, or know someone who would? Reach out to me on Twitter at @DrCSJones Have you taken the time to order and read my latest book! Seeing to Lead is filled with practical resources and personal stories to help you support, engage, and empower those you lead no matter your position! Jimmy Casas said, "If you are a leader who is looking to support, engage and empower your staff, then SEEing to Lead, by Dr. Chris Jones, is a book you will want to pick up and read. Dr. Jones reminds us that building capacity and helping others achieve personal success is the key to elevating your organization and leaving a lasting impact." Get your copy here! Don't forget to leave a rating and review for others. I would appreciate it! Subscribe to My Newsletter! We are all busy, often unsupported, and struggle to stay engaged! Here is a weekly resource that has something to support, engage, and empower you. Not to mention it saves you time by getting to the point! Increase your focus and become a better leader; no matter your position. Check it out here! Get in touch to schedule me for a workshop or presentation! Don't forget to hit the subscribe button on this podcast and leave a rating so others can benefit!

Description: MRA's Talent Report is an up-to-the-minute review of what is going on in the world of business with an emphasis on talent. This month, MRA's Jim Morgan, VP of Workforce Strategies, and Alicia Kiser, VP of HR of member company M3 Insurance, cover recruiting & retention innovation, talent thinking, HR creativity, and more. Key Takeaways: Work/life balance: Are your people “blenders” – those preferring a work-life blend, or “splitters” – those who prefer work and life to be separated entirely? “Talent Mobility”: Enabling employees to move within the organization is becoming an area of emphasis for many employers With the varying generations in the workplace, HR professionals are spending more time helping with communications including coaching people to avoid statements like “all young people…” or “all old people…” Resources: Become an MRA Member! Talent Report + Webinar Series  Let's Connect: Guest Bio - Alicia Kiser Guest LinkedIn Profile - Alicia Kiser  Guest Bio - Jim Morgan  Guest LinkedIn Profile - Jim Morgan  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler    Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:02 - 00:00:23:03 Intro Hello hello, everybody, and welcome to 30 minute THRIVE, your go-to podcast for anything and everything HR, powered by MRA - The Management Association. Looking to stay on top of the ever-changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. Now it's time to THRIVE.   00:00:23:14 - 00:00:50:16 Sophie Boler Hello everybody. Thanks for taking the time to spend part of your day with us. I'm excited to introduce our topic and our two guests for today. We're going to be covering how to leverage HR for critical business decisions. So we'll be talking about the current best practices for HR and building strategy. So good thing I have two experts here with me today to really debrief this topic.   00:00:50:23 - 00:01:19:06 Sophie Boler And that is Alicia Kiser, vice president of human resources at member company M3 Insurance, and MRA's Jim Morgan, vice president of workforce strategies. So Jim and Alicia really make a strong duo for today's episode, really based on their expertise and HR background. Alicia  started at M3 insurance as an HR business partner back in 2011 and has climbed the ladder to VP of HR, where she is now.   00:01:19:06 - 00:01:48:05 Sophie Boler And Jim Morgan has an extensive background in business development, HR strategic planning, and he's a keynote speaker on those topics, most recently being on his monthly Talent Report+ webinar. So he'll be sharing some ideas from that as well. So I'm excited to talk to you two today. Thanks for being on the show. I want to really kick off our conversation today with what's happening in the recruiting and retention world.   00:01:48:18 - 00:01:53:05 Sophie Boler So, Jim, do you want to start us off with what innovations you're seeing here?   00:01:53:18 - 00:02:20:14 Jim Morgan Sure. And I'll back it up just a little bit with the Talent Report, because this was something that we started putting together for our 3,000 member companies. One of the values of that and one of the things we can bring back to our members is having the chance to steal some best practices from different organizations. And M3 being one of those leaders who shares what they're doing and some of the ways they're getting around some things to be more effective than the ways they used to do it.   00:02:21:02 - 00:02:44:07 Jim Morgan So we really are, we put the Talent Report webinar together to talk about what's timely, what's happening now, what are the best practices. And so the thoughts and ideas that I'm going to share with you are, you know, this is what we're hearing right now, this is what some of the companies are doing. And Alicia will be able to dig into that a little bit deeper and talk specifically from a company's point of view, some of the things that that they're doing.   00:02:44:07 - 00:03:02:13 Jim Morgan So in the last month, here's a couple of things that we heard in the whole recruiting and retention area. One of the most fascinating things that I found was there was a survey done by Gallup and they were looking at how people manage work-life balance. And they found they really fell into two groups of people that they called splitters and blenders.   00:03:02:22 - 00:03:19:17 Jim Morgan And the splitters were the people that were able to just divide their world, like, “Look, I'm working from 8 until 5 and then I get home and that's it. Now I'm on life balance time,” and others that were more blenders that were like, look, I'm working and I'm, you know, and I'm doing my life at the same time.   00:03:20:03 - 00:03:47:09 Jim Morgan And what was interesting is some of it fell by industry and some of it fell by job type. But the one that was the most interesting to me is when you got into people that were managers of people, it was almost a 50/50 split between blenders and splitters, which I found interesting. But the point in the whole thing was you need to know whether your people are blenders or splitters when you're talking about benefits. You might be giving more hours and that's not what somebody wants.   00:03:47:09 – 00:04:13:06 Jim Morgan Or you might say, “You can leave a little bit early” and they're like, “I don't leave early. I never leave. I'm always working,” and truly understanding how your people are managing. That whole work-life balance really made a difference. The second one that we learned a little bit about was just everybody's focused on learning. And I know Alicia can talk about this and the learning development they do at M3, but companies are really now starting to say, Look, we have to have somebody in charge of this.   00:04:13:06 - 00:04:55:17 Jim Morgan We can't accidentally do our learning and development here. It's got to be more conscientious. It's got to be more specific, and especially with a lot of the younger workers, that career path and development is really a big deal for them. And the last one that we spent some time on was when I called “catch 'em young.” And I think manufacturers have done this for a long time, going back to when the skill sets of skilled technology people, skilled tradespeople, carpentry, masonry, IT, things like that, they weren't finding the people they needed, that they realized that they had to really go back, almost into the middle schools, and start saying, these are jobs that are available.   00:04:55:17 - 00:05:30:07 Jim Morgan So don't rule them out because people have said certain things. And then in high school, getting on the advisory councils for the tech department and making sure people know and at the tech colleges and universities and there we've seen just a huge growth in co-ops, youth apprenticeships and internships that companies are starting to realize that we gotta be the first ones to get in there and find these kids and university students and young adults, and not wait until they're 18, 22, 23, because by then everybody's looking for them.   00:05:30:15 - 00:05:42:10 Jim Morgan So just the strategies that companies are starting to put into place now that say this talent supply chain starts much earlier than the age of 20, and we've got to figure out how to get in there a little bit quicker.   00:05:42:10 - 00:05:58:23 Sophie Boler Absolutely. It's kind of crazy to think that companies are targeting as young as middle school. It just sounds crazy, but that's what's happening. Alicia, Jim mentioned about work-life balance, so I'm curious to know what M3 is doing around work-life balance for your employees.   00:06:00:08 - 00:06:22:07 Alicia Kiser Yeah, absolutely. But first of all, Jim, I need you to send me that report on blenders and splitters. That's fascinating. I'm definitely not a blender. I'm a splitter. If you're a  splitter and you have a team of blenders, I could certainly see how that would bring about some conflict. I think that's really fascinating and a great topic for us to plug into.   00:06:22:07 - 00:06:46:12 Alicia Kiser So kind of in that vein, you know, work-life balance—so we, M3 has chosen to have a hybrid approach to where people work. So what that means for us is that we, and we actually kind of branded this, right, so we could help people understand it with a nice flashy one-pager and did some all-company meetings about it.   00:06:46:12 - 00:07:17:03 Alicia Kiser But what that means to us, what hybrid means to us, is that the office is primary and from there we just ask M3ers to work with their team to figure out when and how often they're in the office versus not in the office. And to us not in the office could mean working from home, but for us, because we are, really revolve around our clients that could also be in the marketplace meeting with prospects and clients in the marketplace.   00:07:17:03 - 00:07:39:17 Alicia Kiser And so and for us, it's really not about butts in seats. I like to talk about that because I think there's a difference in an organization's posture, if you're talking about butts in seats versus being in the office for the right reasons. And we went so far as to define here are some specific instances where we feel like being in the office is a must.   00:07:39:22 - 00:08:15:18 Alicia Kiser So when you're onboarding a new person to your team, when you're having performance issues or communications within your team, you know, during, we are we're in the insurance industry. And so there are certain times of the year where being on the same page and collaborating and connecting is extremely important, maybe more than others. And there are many, many others, but we want to define what are those kind of moments that matter, where being together, physically together is super advantageous and really help   00:08:16:17 - 00:08:18:10 Alicia Kiser M3 stand apart from the rest.   00:08:18:18 - 00:08:36:02 Sophie Boler So I mean, you just mentioned being a hybrid workforce, which is great. So can you dive in a little bit deeper on how you're really handling that to ensure that all your employees, your customers, and M3's needs are being met?   00:08:36:02 - 00:09:10:06 Alicia Kiser Yeah. So: trust. We are not tracking fob swipes or we don't have someone walking around taking attendance every day. We work really hard in whatever we roll out not to manage to the exception. I think it's easy to think about, well, what about, you know, all these people that are going to take advantage of us and, you know, do 2-hour lunches in the middle of the day or do their laundry while they're working from home, and we try to really kind of center around let's not manage to the exception.   00:09:10:23 - 00:09:44:10 Alicia Kiser Let's focus on the majority and deal with the exception as it comes up. And so that's our philosophy around the hybrid work, the hybrid workforce, but just generally most things  at M3. And I think that that bodes well for us from a recruitment and retention perspective. The hybrid, as we've been recruiting, we've had a lot of success in bringing people onto our team whose companies have said, Hey, we aren't going to come into the office until we don't know when.   00:09:44:10 - 00:10:08:23 Alicia Kiser We've also had a lot of success in hiring and bringing people onto the team whose companies have said, like, Hey, we want you to be in the office, butts in seats, every day because of our approach. And I would say as the weeks and the months go on, I am seeing more and more people in the office because I think the kind of excitement or novelty around working from home is wearing off a little bit.   00:10:09:12 - 00:10:16:22 Alicia Kiser But just to have the option and feel like you have the freedom to make a choice, of course, in working with your team, I think goes a long way.   00:10:17:12 - 00:10:39:18 Sophie Boler Oh, absolutely. And I like how you brought up the whole trust aspect because that is so important. I mean, some employees, like we've seen, Jim, they like to work at 9:00, 10:00 at night, and you almost just have to put that trust into them, like they're getting their work done when they feel most productive. And that might mean working at different times depending on the employee.   00:10:40:04 - 00:10:41:12 Alicia Kiser So the blenders, right, Jim?   00:10:41:12 - 00:10:47:01 Jim Morgan Yeah, the I get at 3:00 in the morning are the ones I don't respond to.   00:10:47:12 - 00:10:50:08 Alicia Kiser Yeah. So you're, you're not a blender then.   00:10:50:08 - 00:10:53:06 Jim Morgan I think I am just not between 1 in the morning and 5.   00:10:55:01 – 00:10:55:22 Alicia Kiser There are boundaries.   00:10:56:08 – 00:11:09:18 Sophie Boler I would say I'm a blender, but. Well, moving on, another topic that I'd really like to discuss is what's going on in the talent world. So, Jim, do you want to talk a little bit about what you've been seeing here?   00:11:09:18 – 00:11:39:23 Jim Morgan Yeah, we had three things that we discussed in the Talent Report. The first one was the imposter syndrome, and that was the title that's been given to the 2 years of COVID for employees and college students. And really what it relates to is if you think about those students that lost their junior and senior year in college and what happened in those 2 years, or you think about the people who came out right before the pandemic and their first 2 years of work   00:11:40:09 – 00:11:58:03 Jim Morgan were right in the middle of COVID, that they missed out on a whole bunch of experiences. You know, for the kids in college, that's where you sometimes get your internships. You get to go work for people. You didn't have those opportunities. For those that had started work, you know, how do you figure out the culture? How do you figure out who your mentors are?   00:11:58:04 – 00:12:19:16 Jim Morgan Who do you get to go talk to when you've got questions? Those things got disrupted and companies are now starting to realize things got missed during those couple of years and we may have to back up a little bit and say, you know what, We didn't really get a chance to onboard them the way we like to onboard them or set things up the way we like to because we just couldn't because of the circumstances.   00:12:20:00 – 00:12:42:15 Jim Morgan And so that's been an emphasis for some companies now to say what got missed out on and what blanks do we have to fill in now. Somewhat related to that was one that I called “Got Onboarding?” kind of after the “Got Milk?” campaign. But the whole onboarding process as companies now are moving from the, just the endless search for new employees and recruiting—   00:12:42:16 - 00:13:05:10 Jim Morgan We got to find 10 more and then 10 more and then 10 more—stopping now and saying, well, that's part of it. But once we get 'em, we got to figure out how to keep 'em. And that first week, month, 6 months of the job is just so critical. And so just like in the learning and development area, companies are now looking at onboarding and saying, we really need somebody to look at this strategically.   00:13:05:10 - 00:13:26:12 Jim Morgan Not we got to check these seven boxes, but at the end of it, are people feeling welcome? Do they have a feel for the company and the culture? Is this a place they want to come back to? And I was in M3e just a week ago, and Sean LaBorde, the president, was saying, “You know, we're trying to be a magnet for people,” which I found really interesting, that we want to have spaces   00:13:26:12 - 00:13:56:03 Jim Morgan they want to come to and they want to have conversations they want to be a part of, and then they'll want to be here. And I think that's another part of this whole onboarding and building that culture is creating a spot that's inviting and that that's a place that I do want to be. And then lastly, a discussion on talent  mobility and again, trying to hang on to people and looking at it from, you know, some companies are very passive and they say, Wow, Sophie's a great employee.   00:13:56:09 - 00:14:12:11 Jim Morgan We should figure out how to make her happy and keep her. And they just look at Sophie and say, Wow, we can give her an opportunity here or have her do this and have her do that. And it's a great plan for you to hopefully help you understand your mobility within the organization and your chance to rise in it.   00:14:12:21 - 00:14:31:22 Jim Morgan But it's not really active for the organization. It's not the organization saying, well, not just Sophie, let's find all of our high performers. Let's find everybody and see how do we move them, how do we give them different opportunities, whether it's lateral or up and down. And so then we get into, okay, let's be more active about it.   00:14:31:22 - 00:14:53:14 Jim Morgan Let's put a plan in place that gives people opportunities to figure out what they want to do. And then leading up to ultimately, how do we make this strategic? How is this mobility part of our succession planning of making sure we've always got the next person up so they can get their job done? And talking with companies about where are you with that.   00:14:53:14 - 00:15:13:07 Jim Morgan Because traditionally or historically, I think it's been more of a, well we find a person, let's make sure we hang on to them versus an organization-wide opportunity to say strategically, we've got to look at people and figure out how can we keep moving them up in over 3 months, 6 months, 9 months, and no longer have it be:   00:15:13:13 – 00:15:36:13 Jim Morgan “Well, Alicia, if you stay here for 27 years, here's the opportunity for you to maybe move up a little bit”. So a lot of work on talent, mobility and helping both the employee find their niche and what's going on and the employer making sure that they're not only have the butt in the seat, but that they've got the right people in the right seats so they can be as effective as they possibly can be.   00:15:37:11 – 00:15:48:11 Sophie Boler I love that example, Jim. And just talking about talent mobility, Alicia, is that really a thing at M3? And if it is, what have you really implemented around this?   00:15:49:19 - 00:16:16:01 Alicia Kiser Yeah, so I'm a huge fan of this topic. I actually started my career at a very, very large organization in a role, like a leadership development type program where every 18 months we rotated from one kind of department or discipline to the next, like think operations, HR,, logistics, customer service and while working for a very, very large organization wasn't my cup of tea— 00:16:16:07 - 00:16:51:00 Alicia Kiser I'm certainly happier at a midsized organization—I learned a lot. I would never take that experience back and, you know, the reason why is because I think that it really helps you understand, it helps you build your business acumen. It helps you learn about each of the functions of an organization in that particular industry and in that particular organization and the different levers that can be pulled to produce certain outcomes within that organization or that industry.   00:16:51:09 - 00:17:26:16 Alicia Kiser And without getting the perspective from lots of different disciplines, it's not as easy to do that. And I also think it helps you appreciate what your team, what your peers and coworkers are doing every day. And I think it allows you to have more empathy but just work better together on the softer side of things. And so specific to M3, I would say we are kind of in the early stages of this or working to find more opportunities to infuse talent, mobility, into our development efforts and into our roles.   00:17:27:00 - 00:18:07:17 Alicia Kiser Right now we are absolutely doing it with our internship program, kind of our sales accelerator and sales development program. And, you know, per the reasons that I cited and why I think it's so valuable, we're certainly seeing, you know, those, that work pay off in those particular roles. The other thing that we've done to your comment, Jim, about college students who have lost their junior and senior years potentially entering the workforce: So in our internship program, I mean, we rotate and give them exposure to the different parts of M3.   00:18:07:17 - 00:18:32:03 Alicia Kiser But we also started to partner with our insurance companies that we partner with. M3 is a broker. So we work with hundreds of different insurance companies and you know, those who have offices where we have offices, we've done intern swaps, and that is a fan favorite amongst our interns and interns from our carrier partners, because again, it gives you different perspective.   00:18:32:03 - 00:18:51:21 Alicia Kiser And I think our perspective and our career partners perspective has been, you know, because one could say, well, what if they like that internship program better than this one? It's like, well, we're you know, the rising tide floats all boats, right? We're gaining exposure and excitement and engagement throughout the industry. And, you know, we'll all win in that way.   00:18:51:21 - 00:18:55:14 Sophie Boler Mm. I love that example of intern swapping.   00:18:56:13 - 00:19:02:17 Alicia Kiser It was it's fun. And we're just because it is such a fan favorite looking for more opportunities to do things like that.   00:19:03:04 - 00:19:20:23 Sophie Boler Oh yeah. And even when I was younger or in college, job shadowing companies in their different departments was something I loved to do, to just get exposure of what each department is doing. And then I could find what I like doing and carry on from there.   00:19:20:23 - 00:19:38:08 Alicia Kiser Yeah, as a young person, you kind of know what you want to do, but until you gain those experiences, I don't think you really know and you're secretly building up this business acumen that will for sure to your advantage in the future that you're not even aware of at that time for sure.   00:19:38:11 - 00:19:55:05 Sophie Boler Absolutely. Well, you know, more than ever, we've seen businesses needing to pull together some creative plans when it comes to some of the topics that we've discussed today. So, Jim, I'm curious to know some of the top creative HR strategies that you've been seeing.   00:19:56:08 - 00:20:04:06 Jim Morgan Well, first I have to react to when the host of the show who I think is, you know, in her mid- to early 20 says, “When I was young ...”   00:20:06:05 - 00:20:07:05 Sophie Boler I knew you would say something!   00:20:10:17 - 00:20:36:07 Jim Morgan In the creativity area, a couple of things are happening. We have a lot of companies, especially manufacturers, that English is not the first language for a lot of their workers. And so companies have been spending a lot of time on helping those employees learn English as a second language. But now we're seeing it work the other way, too, and expectations of supervisors and managers to learn the language of the people who are working for them.   00:20:36:07 - 00:20:57:09 Jim Morgan And they're sort of looking at this as if we come at it from both sides, we're going to improve the communications one way or another. And so we've got a lot of people becoming bilingual, both as the worker and as the supervisor, as they try to figure out ways to make sure everybody is communicating as accurately and easily as possible.   00:20:57:09 - 00:21:18:10 Jim Morgan I had an interesting experience in a manufacturing facility where they're always trying to motivate the people that are running their machines, helping them know that, you know, the value they bring to the organization, which is fantastic. And also trying to subtly remind them occasionally that this is a $27 million machine you're running here. So let's make sure, you know, we're taking good care of it.   00:21:19:00 - 00:21:39:02 Jim Morgan And they had actually put the price tag of each machine right on the machine, saying that this lathe is worth this much money or this manufacturing piece is worth this many million dollars. And they said they do it as a way of saying to the people who are operating them, we've put this much trust in you, that we think that this is fantastic.   00:21:39:02 - 00:22:12:02 Jim Morgan You're a skilled operator and that's wonderful. At the same time, you know, saying let's not get sloppy here because there's a lot at stake. And sometimes people sort of take that for granted. Now that I just made fun of you as a young person, generational diversity is one that we're seeing, you know, popping up more in everyone's diversity, equity and inclusion, especially as we have a whole bunch of younger people coming in and a pretty big generation of people still there but on their way out and the HR   00:22:12:02 - 00:22:31:22 Jim Morgan people really having to spend more time with people helping them understand that sentences start with, “Well, you've been here so long, you probably don't know that” or “You just got here. You'll eventually figure it out.” That you know, the harm that's done in a lot of these assumptions of saying, “Well, you've only been here for 2 years, what could you possibly know?”   00:22:32:08 - 00:22:59:21 Jim Morgan And one example here where someone said, Yeah, somebody just said to me, “Well once you've been here longer you'll figure it out.” And your reaction to that is, “Why would you have me figure it out over the next 5 years and keep making the same mistakes? Why don't you just tell me what you know and we can both learn, you know, together,” that there's a lot of things that are kind of taken for granted in the age compartment that, “Oh, that's just a joke” or this “Everybody understands that, you know,”—not so much.   00:23:00:05 - 00:23:25:03 Jim Morgan And so as the generations have very different communication styles, very different ways of communicating, very different life experiences, more time being spent on helping, you know, millennials and Zers understand boomers and Xers and everything in between that we've all done different things. We all bring great assets to the organization. And some of the stereotypes are in the way of that.   00:23:25:03 - 00:23:54:04 Jim Morgan So spending a little bit more time on generational diversity. And then one last one that we had is people have been churning folks like crazy. And an HR department was having a hard time explaining to people that when we get these people in and they stay for 3 weeks and they walk out the door, that's a lot of time and effort wasted, and trying to develop a corporate strategy that says this is HR and the recruiters and the hiring managers and the other people that they work with.   00:23:54:04 - 00:24:14:07 Jim Morgan All of them have to do this together in order for us to hang on to these people. And so they decided to use an all-staff meeting as an example. And they had churned about 30 percent of their people in the past year. So they had talked to 30 people in advance and they got up and said, We're trying to visualize here how much work we're doing, trying to hang on to people.   00:24:14:15 - 00:24:43:17 Jim Morgan And so we're going to give you an example right now of this is how many people walked out the door in the last year and 30 percent of the audience, which was about 100 people, got up and walked out of the all-staff meeting to try to help visualize for people: Do you see how much work this is? And so that was their creative way of saying it is kind of everybody's job and we would really like your help because otherwise we have to go fill those hundred jobs who just walked out the door in the last 35 seconds.   00:24:44:00 - 00:24:48:11 Jim Morgan So I thought that one was a pretty creative way for people to try to get everybody on board.   00:24:48:20 - 00:25:06:07 Sophie Boler Yeah, that is a creative way to show the impact. So Jim talked about generational diversity here. Alicia, how is M3 really handling diversity, equity and inclusions in general and how are you dealing with the whole generational diversity specifically?   00:25:08:01 - 00:25:44:03 Alicia Kiser Yeah, it's certainly ongoing. And I will say we are definitely not an expert in the space, but man, are we grinding. And so I actually co-lead, we have a Diversity, Equity and Inclusion Committee, which is a cross-functional group of some leaders, some individual contributors from across the organization, from all of our offices. I work with our CEO to put a strategic plan, if you will, together around diversity, equity, inclusion.   00:25:45:05 - 00:26:38:21 Alicia Kiser And our committee is charged with education and awareness. But we really look for our leadership team to be accountable for and live out within their respective areas, helping M3 move the needle on all things diversity, equity and inclusion. And it's been fun to see how, as we kind of, I recently saw a continuum of an organization's DEI efforts from compliance to committee to leadership owned and then being a truly inclusive organization. I would say we're moving into that leader owned phase of DEI and it's been fun to see our leadership team find their own ways to lean into DEI work.   00:26:38:21 - 00:27:08:15 Alicia Kiser And it's been very different, but it allows them to own it and feel comfortable in leading on it with their respective teams. And so that's been, that's probably been the most notable and most fun thing for me to see. One of the things we moved away from when we were in that committee phase putting the organization's DEI efforts on a committee, a cross-functional committee is a lot and that's a heavy load to carry.   00:27:08:22 - 00:27:36:18 Alicia Kiser And it's tough too because this is this is like not a project, not an initiative. It's a long game, it's a marathon. And it can become discouraging when you're not seeing maybe the immediate results that you want to see. And so when we made that, when we kind of articulated flipping the switch from, Hey, hey, committee, you're actually not, this is, the responsibility for this work isn't on your shoulders, but we'd like you to lead on education and awareness.   00:27:37:01 - 00:28:04:22 Alicia Kiser This, the responsibility and accountability is on the leadership team. That was a big game changer, I think a big moment for us in moving our efforts forward. So maybe that's that's what I would say from a DEI perspective. There's certainly other things. I mean, one thing we're really proud of and I've had an opportunity to talk about with MRA in lots of different forums is our Women's Business Resource Group.   00:28:04:22 - 00:28:30:14 Alicia Kiser So it's essentially an affinity group. We have over half, over 60 percent of our overall population is female. And so that was kind of a natural place for us to start is with women at M3, and especially with all the stats that you've seen kind of within COVID and post-COVID about women exiting the workplace, our focus is keeping M3 women in the workplace.   00:28:31:00 - 00:29:02:03 Alicia Kiser And we started that group in 2018 and just have had a lot of great evolution in terms of providing development opportunities for women at M3 up to giving them opportunities to lead in ways or have more global involvement in work at M3 outside of like the key area that they're focused in from a day-to-day basis, which allows them to get exposure amongst leadership and other people throughout the organization.   00:29:02:18 - 00:29:43:08 Alicia Kiser But it is also a professional development opportunity as well. So those are just a couple of things maybe I would mention. And then as it relates to generational diversity, we're hearing more and more about this in terms of M3's interest in learning about how to navigate through generational diversity—certainly a hot topic. One of the things I'll talk about that we've had a lot of success with and are trying to do more of is finding more natural ways to get different generations to collaborate and build relationships and respect for each other.   00:29:43:17 - 00:30:43:09 Alicia Kiser And so, for example, we've got an overall mentorship program throughout the organization, but we also have mentorship in different pockets. Like, for example, we have a shareholder development program and are really intentional about how we match people up. I think that's one way that we've supported generational diversity, but also going back to your comments, Jim, about onboarding and our development efforts, career planning, career mapping, we as much as possible with so much institutional knowledge with some of the folks that are nearing retirement, we try to lean on those individuals to facilitate our development sessions, training sessions, you know, use their expertise to educate other M3ers and obviously they're not   00:30:44:01 - 00:31:07:09 Alicia Kiser professional speakers or facilitators, or and they don't have that expertise. But our talent development team works to provide the framework for them to share their knowledge, whether that be in-person or on demand, using our learning management system. So really like organize that and deliver it in a way that can be impactful for M3ers of all generations.   00:31:07:09 - 00:31:16:03 Alicia Kiser And so that's maybe a little bit more indirect way of navigating that generational diversity topic.   00:31:17:00 - 00:31:28:06 Sophie Boler I like that, and I like how you brought up mentors. I think mentors are, can, I don't know, lead to huge impacts on the organization and the employee too. But as we really wrap, oops sorry go ahead.   00:31:28:13 - 00:31:52:14 Alicia Kiser Oh no, sorry. I was just going to say I was just on a call this morning with our CEO and he said, “You can't rush wisdom.” And so I think that's very true. And the more that we can get these folks working with each other, I think, you can't rush wisdom. But the more we can help infuse and ensure that that moves from one generation to the next.   00:31:53:04 - 00:32:15:05 Sophie Boler And like you said in a natural way. I like that. But as we do wrap up here, Alicia, Jim has mentioned to me your role at M3 and not only in HR leadership, but just as a leader at the company overall. So what advice would you give to HR professionals trying to move from a tactical position to more of a strategic one?   00:32:15:05 - 00:32:21:06 Sophie Boler And Jim, feel free to offer your thoughts and advice as well.   00:32:21:06 - 00:33:17:18 Alicia Kiser Yeah. So thanks for asking this. I would actually go back to my comments earlier about business acumen. I think, ,and I recently was reflecting on this with my coworker, my colleague, our HR director, and we both agreed that the, our early exposure to an ability to build business acumen was one of the key things that I think helps make that jump from I call it like taking off my department hat on and putting my M3 hat on and I think what that has allowed me to do is, of course, truly understand the business and the different levers that make the business work, but also helps me to be viewed as a more valuable partner   00:33:17:18 - 00:33:45:16 Alicia Kiser to the other leaders throughout the organization, and helps have my opinions and perspectives validated because I'm not necessarily just approaching it through my department's lens, but trying to frame it in a way that considers all lenses. And I certainly so. so I just I would go back to that business acumen. I think that's a really big one.   00:33:47:04 - 00:33:54:10 Sophie Boler Jim, anything to add?    00:33:54:10 - 00:34:13:12 Jim Morgan I would say that's the biggest one. And I think the advantage right now is with the talent issue being what it is, you all of a sudden are one of the most important people in the decision-making process because they can find land, they can find a building, they can get a loan. But at the end of the day, somebody has to say, well, where are we going to find people to do it?   00:34:13:12 - 00:34:36:06 Jim Morgan And that is the HR person. And the second one is with all of the HRISs out there and all the data that's being collected in the HR department now, you also become a data analyst, and you can provide information on an awful lot of things that's very business related. So I think both of those go right back to what Alicia said is that you're not making HR decisions.   00:34:36:06 - 00:34:42:20 Jim Morgan You're making business, strategic business decisions, and that immediately elevate you to a different level.   00:34:42:20 - 00:35:14:06 Alicia Kiser And if I could if I could summarize, I would say I always view myself—and I think this can apply to any department, whether you're marketing, finance, HR, customer service—I consider myself a business person first, and HR just as the discipline or the way that I choose to channel my business skills, and I think if we think more like that, making that jump from tactical to strategic becomes, it becomes easier and fun.   00:35:14:16 - 00:35:37:09 Sophie Boler And that's some good advice. Yeah. Well, I want to thank both of you for being on the 30 minute THRIVE podcast today and sharing your knowledge on the latest of using HR as a strategic partner. So if you liked our chat and topic today, I want to encourage listeners to share this episode, leave a comment or review, and consider joining MRA if you aren't a member already.   00:35:37:14 - 00:36:00:15 Sophie Boler We've got all the resources you need in the show notes below, so take a look at those and we have linked Jim and Alicia's email and LinkedIn profile in the show notes below. So if you'd like to get in touch with them or just chat about whatever, they're available for you. Otherwise, thank you so much for tuning in today and thank you both for the great info and we will see you next week.   00:36:01:01 - 00:36:02:00 Alicia Kiser Thanks for having me.   00:36:02:13 - 00:36:03:07 Jim Morgan Thank you, Sophie.   00:36:04:01 - 00:36:26:08 Outro And that wraps up our content for this episode. Be sure to reference the show notes, where you can sign up to connect for more podcast updates. Check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute THRIVE so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.'''  

Key Takeaways: Work on business-critical projects from day-one. Network with senior business leaders from inside and outside the organisation. Opportunities to travel across the UK. Curiosity is key. Severn Trent actively supports you to achieve Chartership.

This episode is all about you. We want to thank you, listeners, for tuning in. Today marks the podcast's second anniversary, which would be impossible without your support! Denis discusses how you can hone your skills and capabilities to have your voice heard and create an impact. If you are in an organization seeking executive coaching, do not hesitate to reach out! In this episode: I share the impact of COVID-19 on life and business and relying on virtual tools. I discuss the launching of the podcasts and the incredible guests encountered along the way in the early days. I thank the listeners for the support by listening and giving their ratings and comments.  Key Takeaways: Work from the voice of silence to the voice of impact One thing constant in the world is change Develop your leadership skills to be heard Hone your influence to show up stronger at the table   Tweetable Quotes: "You see, one of the biggest aspects for me was the launch around having the leadership side of things and voices being heard, and so forth. But a big one was actually helping you, as listeners, to develop your leadership skills and capabilities and have your voice heard as a leader going forward.”  - Denis Gianoutsos Reach out to Denis: Email: denis@leadingchangepartners.com Website: http://www.leadingchangepartners.com/ (http://www.leadingchangepartners.com/)  Leadership Is Changing Facebook Group: https://www.facebook.com/groups/LeadershipIsChanging/ (https://www.facebook.com/groups/LeadershipIsChanging/) Leadership is Changing LinkedIn Page: https://www.linkedin.com/company/leadership-is-changing-podcast/ (https://www.linkedin.com/company/leadership-is-changing-podcast/)

Dominic is a proud principal, educator, innovator, husband and father.  He is an expert in educational leadership, school culture and climate. Dominic is passionate about social- emotional learning and feels that every child deserves to have fun, feel excited to learn and is happy to go to school. Key Takeaways: Work life balance is essential, but more of a negotiation. One of the powers of being a Principal is the ability to have more of an impact on teachers and make your own schedule to do just that. Learn and lead with S.W.A.G. S + W + A = J! Being authentic and sticking to who you are as a school is key when sharing your story on social media. Being a principal is just being a teacher on a bigger scale. Everyone falls into the 40, 40, and 40 rule. Make sure to take an "it's OK" perspective to be effective from day-to-day. Contact: Twitter: @DominicArmano --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Welcome to the Business Boot-Up Edition of The Dreamers and Doers Podcast! We believe you are never too young to start a business. We're bringing you live interviews from Loveworks Leadership in Norman, OK. Each episode will feature one of our student-run businesses where they will be sharing what they've learned by starting a business to encourage you to start yours too! Key Takeaways: -Work hard as a team -Hard work pays off -Take the harder right over the easy wrong -If you want to get started, you just gotta start -Find a book and read it -Don't be afraid to take advice To learn more about the featured businesses, visit https://loveworksleadership.blog/2022/04/26/biz-boot-up-podcast-episode-46-you-can-learn-from-anyone-with-nick-mauldin-and-recycled

Bennett Maxwell walked us through his journey from selling in high school fundraisers to pay for his various activities to building and selling his solar company for a 7 figure payout. We also get a chance to hear how an inconvenient franchise model helped develop the blueprint for, Dirty Dough.Key Takeaways:Work to learn, not just earnLeading from the front doesn't always mean being the best salesman Investments can lead to freedomFind the solution to the problem your facing 

Welcome to the Business Boot-Up Edition of The Dreamers and Doers Podcast! We believe you are never too young to start a business. We're bringing you live interviews from Loveworks Leadership in Norman, OK. Each episode will feature one of our student-run businesses where they will be sharing what they've learned by starting a business to encourage you to start yours too! Key Takeaways: - Work in your industry before jumping in blindly  - Find people that do what you want to do, and learn from them - Don't give up. Whatever your do, open the business - Don't get in a rush to find your passion - Never ever too young   To learn more about the featured businesses, visit https://loveworksleadership.blog/2022/02/24/biz-boot-up-podcast-38-learn-from-the-best-with-brady-sexton-and-caden-harris/

On this episode Stephanie Donnell joins KT and Sean to talk about being thrown into the mix of being a Loan Officer after being an LOA. Stephanie also discusses how she took what she knew from other LOs to invest in her business Day 1, joining Next Level and building a relationship focused business. 3:00 Intro to Stephanie8:30 zero to 32 million12:45 Investment mindset15:40 Joining Next Level20:00 2022 Goals Quotes:“I just realized the business I wanted to have was relationship based.” “I am very nerdy when it comes to real estate and mortgage news.” “Day 1, I invested in a CRM, Mortgage Coach, and MBS Highway.” “A lot of coaching programs want to create 100million dollar producers, where as Next Level allows you to become who you want to become.” “It is amazing to see how little small tweaks can make such a huge difference in your business.” Key Takeaways:Work with people who you like and focus on the relationships.  Marketing is one thing, but you need to have the systems and processes dialed in.  Educating agents and consumers with modern tech is how you compete against big tech lenders.  Educate yourself to be an expert in your business. CMA is a good way to go.  If you do coaching make sure you invest your time into getting value of what you are paying for.  Links:Next Level Loan Officers - www.BecomeNL.comLoan Officer Events - loanofficerevents.comNext Level Coaching Call - https://nl.nextlevello.com/schedule-consultationebk1Ea8hSocial Media:Facebook - https://www.facebook.com/NextLevelLoanOfficers/YouTube - https://www.youtube.com/channel/UCwSyHzkvBri1YWJSH7df1CQLinkedIn - https://www.linkedin.com/company/next-level-loan-officers/about/ Text the word: nextlevel to 36260 to download our app

Today, Mark Divine speaks with endurance athlete and co-founder of Rewire Fitness, Sun Sachs, about overcoming childhood trauma through physical training in extreme sports, and the lessons he learned along the way that led him to co-founding Rewire Fitness. Rewire Fitness is a unique app that provides assessments and prescriptions for holistic resilience focusing on emotional and cognitive areas, as well as physical. Key Takeaways: Work smarter, and harder. Tough workouts can make you more resilient, but toughness is not the only thing that matters. Cultivating self-awareness allows you to be more in touch with what your body needs. Having a calm mind gives you an edge on the competition. Whether you are trying to win a race, or lead a seminar, having a calm mind allows you to enter a flow state and operate at a new level of peak performance. It's important to assess your frustration levels. If you are edgy and easily frustrated, you are experiencing cognitive fatigue. When you identify this, use your favorite mindfulness technique to help you relax and recover. Learning to see failure as part of the learning process is key. Being afraid to fail paralyzes us, and prevents us from even trying. When we embrace failure, we learn how to build our successes from our failed attempts. A good mental health approach is multidimensional. It is not one size fits all, but we all require some form of mindfulness, connection, and reflection.

In this episode of the Progressive Property Podcast we revisit episode 134 where Dan gives you the 5 essential things to consider when looking for a JV partner. Choosing your JV partner is NOT a child's game, like pin the tail on the donkey or ring-around-the-rosy. There's too much at stake when you don't think carefully and you don't have your guards up. Discover how you can thoroughly pick the best JV partner in your property business through Dan's simple steps. There will always be one who's very compatible with your knowledge, skills, and vision, so never settle!   KEY TAKEAWAYS  Work out the real reason you need a JV partner. Are you really in dire need? Or are you just lacking of self-belief? What business are you looking to bring your JV partner on? Make sure that your bringing in the right person. If you don't want to do it alone, it's worth considering also to have a mentor who can guide you. Having a JV partner might complicate the situation if you aren't clear yet of your purpose.  What will each person's role be? It's best that you complement each other. Find someone who have the knowledge and skills that you lack. And, who will deal with the day to day issues? If you just want someone who will provide the funds, then being active with the operations is the least to worry about when looking for a JV partner.   Before any agreements, remember to make a list of things you need to agree upfront. A JV Partnership agreement must entail everything each of you must bring to the table. What does your JV partner want? Know what outcome are they looking forward to. Also prepare an exit plan just incase of unforeseen circumstances (e.g. breach of contract, critical illness, etc.)  If you're looking for a joint venture in property, familiarize yourselves first with PS13/3 regulations. There are only a bunch of people you're allowed to joint venture with, and PS13/3 has it detailed.  Don't pick someone just like you. You are not looking for another you, you are looking for someone who can do what you can't do. Consider taking the Wealth Dynamics Test to gauge if your personalities are compatible. You and your partner can be: a Creator, a Star, a Supporter, a Deal Maker, a Trader, an Accumulator, a Lord, or a Mechanic.  Don't rush in to picking a JV partner. If you're picking someone for the long term, test everything out first. It would be a waste of time to know that what you have hope for in the partnership won't be fruitful. Be clear about their values, not just about the money, the skill, and the knowledge they can offer.  BEST MOMENTS  “Sometimes, people think they need a JV partner and they go into business with somebody when in hindsight, all they needed was to build some knowledge and gain some belief for themselves.”  “We have the end in mind before we even started, and that's what's really important.”  “You are not looking for the best mate to go out with, you are looking for a business partner who brings a different dynamic, a different skillset.”  “Pick the right person to grow the business.”  “It's not a race; it's a journey.”  “I made a lot of mistakes in property, but I made them before I got educated.”  VALUABLE RESOURCES  Progressive Property  PS13/3 Restrictions on the retail distribution of unregulated collective investment schemes (PDF)   Wealth Dynamics Test  ABOUT THE HOST  Peter Jones is a Chartered Surveyor, an author and a serial buy-to-let property investor. He has been involved in property for over 35 years and now owns 78 letting units. He is still actively involved in buying and renovating property, and regularly flips properties for profit. Peter has written a number of successful property books. The first, An Insider's Guide to Successful Property Investing, was first published in 2000 and was one, if not the very first, book of its kind which was written for what we'd now call buy-to-let investors.   On the back of its success he was invited to be a guest writer for Property Secrets, and wrote Spanish Property Secrets, French Property Secrets, and Portugal Property Secrets. He has since written a number of other successful titles dealing with UK investing including 63 Common Defects in Investment Property and How to Spot Them, the highly acclaimed The Successful Property Investor's Strategy Workshop and The Property Renovator's Workshop, in which Peter describes step-by-step how he built his own property portfolio, starting with virtually none of his own money.  CONTACT METHOD  The Property Teacher  Progressive Property  See omnystudio.com/listener for privacy information.

Keaton Patey is a US health insurance advisor specializing in health insurance plans. His career took a turn when he decided to pursue a job in the sales department. He strives to help self-employed individuals, small businesses, and families increase their bottom line by adhering to their needs and giving them the right health insurance package.  In this episode, Keaton shares his take on the sales industry as he walks us through his early adult endeavors. He also shares how he guides his clients (both employed and self-employed) in picking the health insurance plan that best fits them. Key Takeaways Work smarter not harder Focus on the things that you're passionate about Keaton's approach with health insurance Importance of having a health insurance advisor How investing in the right health insurance gives you the confidence to live the life that you want to live Resources Book A Call to Speak with Keith Driving For Dollars Mastery

Tracy leads the people experience programs at Zenefits including employee engagement, compensation, benefits, learning and development, employee relations, talent acquisition, and employment branding. Prior to Zenefits, she held HR leadership roles at Genesys, MobiTV, Inc., and Organic Inc. Passionate about the impact of inclusive business cultures, she taught at San Francisco State University for over 10 years, where she demystified human resources management for newcomers to the field. Tracy holds a bachelor's degree in English from Sonoma State University. Holding a bachelor's degree in English from Sonoma State University, Tracy was also a member of the faculty at San Francisco State University where she demystified human resources management for newcomers to the field for over 10 years. On This Episode: Learn how HR has changed due to the pandemic Discover the best ways to keep communication open when working remotely. Tracy explains what companies should look for in leaders. Key Takeaways Work is no longer about where you go, it's what you do and who with. How you incentivize people is important, be mindful of how you reward your team. Hire people who have a predisposition to your values. Tweetable: “Your either a builder, an optimizer, or a maintainer.” “Don't just hire for the job, hire for the team.”

116: Do You Have A Lifestyle Business Or A 24/7 Job?It's so easy to become all-consumed with your business because it's your baby and you went through real labor pains to birth it into the world. Sometimes I've been awake at 2 in the morning because an idea for a podcast show just hit me and I know that it must be written out, if not, I will forget about it. So, yes, the flexibility and freedom of working from home allow this, but does it help you in a healthy way to be running your business?Of course not.  In this episode let's talk about how you can regain your sanity!What does that have to do with working hours?03:47- 04:27 I sometimes very guilty of working on my business from the moment I get up in the morning to the time I go to bed. In fact, I was going to go off to my studio and knock off a couple of things one evening when my partner gave me the look “are you friggin kidding me?” look. Naturally, I put aside work for the evening and spent quality time with my partner. Just as I think it's important that you have a dedicated workspace in your home even if it is a small desk in the corner of the bedroom it's equally important that you put some boundaries in place around when you're going to work.Regaining your sanity05:56- 06:00  Work out how many hours a day and a week you can realistically work on your business. 06:11- 06:18 The time you have available for your business might be 10 hours, or 20 or 40 but not 24/7.06:20- 06:48 Learn to say “No”. I used to do a lot of pro bonus, collaborations free things, everything possible because I'm a pleaser, I really like to please someone. So when someone else asks something of me I find it terribly difficult to say no to. Wasn't long before I was drowning in trying to get everything done and meet all my commitments. 06:54- 07:08 Now, I've learned to say no. If an opportunity comes along that doesn't truly align itself with my vision for my business, then I say no. If favor is asked that is going to take a lot of time and effort on my behalf, I also say no.07:10- 07:40 Get organized. Grab a calendar and sort out your schedule. What's happening when. Every day I write out my top three tasks for that day, and I make sure I get them done. I automate what I can and I've got systems in place so that I can outsource stuff to my assistants like uploading my social media posts, scheduling out my newsletters, even doing my podcasts, editing, and stuff.08:05- 09:18 Batching. This one is such a timesaver and it's my favorite. So rather than writing your own blog post or recording your own podcast one by one or newsletter when it's due, dedicate a few hours and write as many as you can in advance or record as many episodes as you can in advance. I actually schedule out a Tuesday afternoon once a fortnight dedicated to writing my podcast shows. Same with shooting video, don't go to all that effort for one video, shoot a week's worth of content and you'll have tons of content ready to go. Batch smaller tasks like social media and email, I put aside half an hour in the morning, lunchtime, and afternoon to read and reply to my emails. I don't leave my email program open all time and keep checking it again because it distracts me. I turn it off after I've checked them and I've turned off the notifications so I'm not distracted. Batch tasks actually to save time. It allows you to be more productive and it works.09:22- 09:50 Just do it and stick with it. So you've only got two hours a day to spare? No problem, turn off all distractions like your Facebook, Instagram, whatever that is happening on your phone, desktop,  and make effort to do that and focus entirely on doing what needs to be done from your task list. No phone calls, no tv, no kids, and no husband, please. Shut yourself away and really commit to getting things done.09:51- 09:59 Make your time count. The more you take action in a consistent way, the faster you'll build up momentum and really grow your business.Key Takeaways: Work out how many hours a day you can. Learn to say “No”. Get organized.  Sort out your schedule. Batching. Key Resources:Subscribe to Genecia's Youtube channel: https://www.youtube.com/c/SoulRichWomanVisit SRW's website: https://www.soulrichwoman.comFollow Genecia on Instagram : (@Geneciaalluora)Follow Genecia on Facebook: https://www.facebook.com/geneciaalluora/Check Genecia's LinkedIn: https://www.linkedin.com/in/genecia/Free Resource: "Soul Why: Soul Rich Woman Blueprint" and "How to Delegate 80% of your to-do list" ---> https://be.soulrichwoman.comSecrets of Manifesting Money Quickly Online Course ---> https://shor.by/moneymindset 

Intro For the past five years, the term 'digital nomad' has made its way to people's bucket list as more and more technologies have afforded us the option to work from home – wherever that may be. Like our guest for this episode, she has had the opportunity to travel all over South America for a year all while having a full-time job. With this opportunity also comes the challenge of joining a social circle or a community that can help you settle in the new city that you're in. But how can you do that? How can you build connections and create a community in a new place where there's a language barrier? Also, how permanent are these relationships and are you obligated to keep them long-term? In this episode, Hannah talks about how to make friends and find a community during your travels, and also shares her perspectives on friendship and why it's okay to be okay with saying goodbye to newly found connections. Guest Bio Hannah Kim is a Tech Support Specialist at Mixmax, Inc. Over the past year, she has travelled all across South America, to places such as Mexico, Costa Rica, Panama, Colombia, Brazil, Chile, and even Argentina – all while working a full-time job. Key Takeaways Work hard, play hard: What it's like to be a digital nomad [03:28] Socializing tips for introverts [06:17] Events where you can meet locals and expats alike [08:26] Differences between creating/finding a community at your home city versus abroad [10:35] How to make friends during your travels (and not become too emotionally attached) [13:34] Diaspora of communities abroad [17:57] How to overcome language barriers and form great relationships with locals and expats alike [21:39] Quotes “There's only one of you. So your perspective [and] your ideas are going to be unique and original. So don't try to copy someone else's life.” (Hannah) “When we move to new places, we kind of expect strong or authentic friendships to fall in our laps. And then we get sad when it doesn't happen. Some things won't work out but you will find people who you connect with.” (Anya) Live Your Best Life! Want to learn how to self-validate, let go of self-doubt, and figure out what a successful life looks like for you (not your parents)? Then download our complimentary audio guide here. Take the first step to living your own life beyond anyone else's expectations! Find episode transcript here --> https://www.navigatingculture.co/the-homesickness-cure-podcast-how-to-make-friends-and-meet-people-while-youre-traveling

It's either the JV partnership flourishes or not—and, what an absolute waste of resources when it didn't become productive and just fizzles out.  In this episode of the Progressive Property Podcast, Dan gives you the 5 essential things to consider when looking for a JV partner. Choosing your JV partner is NOT a child's game, like pin the tail on the donkey or ring-around-the-rosy. There's too much at stake when you don't think carefully and you don't have your guards up. Discover how you can thoroughly pick the best JV partner in your property business through Dan's simple steps. There will always be one who's very compatible with your knowledge, skills, and vision, so never settle!   KEY TAKEAWAYS  Work out the real reason you need a JV partner. Are you really in dire need? Or are you just lacking of self-belief? What business are you looking to bring your JV partner on? Make sure that your bringing in the right person. If you don't want to do it alone, it's worth considering also to have a mentor who can guide you. Having a JV partner might complicate the situation if you aren't clear yet of your purpose.  What will each person's role be? It's best that you complement each other. Find someone who have the knowledge and skills that you lack. And, who will deal with the day to day issues? If you just want someone who will provide the funds, then being active with the operations is the least to worry about when looking for a JV partner.   Before any agreements, remember to make a list of things you need to agree upfront. A JV Partnership agreement must entail everything each of you must bring to the table. What does your JV partner want? Know what outcome are they looking forward to. Also prepare an exit plan just incase of unforeseen circumstances (e.g. breach of contract, critical illness, etc.)  If you're looking for a joint venture in property, familiarize yourselves first with PS13/3 regulations. There are only a bunch of people you're allowed to joint venture with, and PS13/3 has it detailed.  Don't pick someone just like you. You are not looking for another you, you are looking for someone who can do what you can't do. Consider taking the Wealth Dynamics Test to gauge if your personalities are compatible. You and your partner can be: a Creator, a Star, a Supporter, a Deal Maker, a Trader, an Accumulator, a Lord, or a Mechanic.  Don't rush in to picking a JV partner. If you're picking someone for the long term, test everything out first. It would be a waste of time to know that what you have hope for in the partnership won't be fruitful. Be clear about their values, not just about the money, the skill, and the knowledge they can offer.  BEST MOMENTS  “Sometimes, people think they need a JV partner and they go into business with somebody when in hindsight, all they needed was to build some knowledge and gain some belief for themselves.”  “We have the end in mind before we even started, and that's what's really important.”  “You are not looking for the best mate to go out with, you are looking for a business partner who brings a different dynamic, a different skillset.”  “Pick the right person to grow the business.”  “It's not a race; it's a journey.”  “I made a lot of mistakes in property, but I made them before I got educated.”  VALUABLE RESOURCES  Progressive Property  PS13/3 Restrictions on the retail distribution of unregulated collective investment schemes (PDF)   Wealth Dynamics Test  ABOUT THE HOST  Peter Jones is a Chartered Surveyor, an author and a serial buy-to-let property investor. He has been involved in property for over 35 years and now owns 78 letting units. He is still actively involved in buying and renovating property, and regularly flips properties for profit. Peter has written a number of successful property books. The first, An Insider's Guide to Successful Property Investing, was first published in 2000 and was one, if not the very first, book of its kind which was written for what we'd now call buy-to-let investors.   On the back of its success he was invited to be a guest writer for Property Secrets, and wrote Spanish Property Secrets, French Property Secrets, and Portugal Property Secrets. He has since written a number of other successful titles dealing with UK investing including 63 Common Defects in Investment Property and How to Spot Them, the highly acclaimed The Successful Property Investor's Strategy Workshop and The Property Renovator's Workshop, in which Peter describes step-by-step how he built his own property portfolio, starting with virtually none of his own money.  CONTACT METHOD  The Property Teacher  Progressive Property    See omnystudio.com/listener for privacy information.

For sure, there might be a lot of people queueing to get that dream job of yours. So, how do you make sure that you emerge as the champion after the battle royal?  In this episode of The Speed Mentor Podcast, Gavan shares 10 great tips on how to ace a job interview. You can't just enter the room unprepared. If you want to get that job, then you better make sure you got everything you need or else, you'll get eaten alive. Don't waste the once in a lifetime opportunity to improve your life.  But don't step into a new thing right away. Gavan advises that if you have a job right now that you loathe, try to tweak things a bit, so your perspective about your workplace changes.  Start listening in to know more!  KEY TAKEAWAYS   Work on yourself. You shouldn't rely on your personal development and growth to others. Invest in yourself. Aim to learn and grow every day.   Do your research on the business. Check their official website and their accounts on social media platforms. What are they talking about, and what are they not talking about?   Prep yourself for the job interview. Read the job description for the role. Most employers will ask pretty similar questions, so there's no excuse for being ready. Check sample interview questions online.  Dress to impress. First impression matters. Carefully plan what you are going to wear on your interview.  Practice that handshake. Shake their hands firmly with eye contact.  Tell your face that you're happy to be there. Smile.  Meditate. Practice breathing deeply.  You are your own USP – unique selling point. Be your authentic self. Let your personality shine out.  Enthusiasm for the job itself.  Never say negative stuff about your previous or current employer.  BEST MOMENTS  “Dedicate yourself to much success in your current role as you possibly can. Give it your best shot.”  “Time is well-invested if you're genuinely interested in your future.”  “People like to employ and hire people.”  “The more often you get outside your comfort zone, the more often you push yourself to be stressed, the better you can handle your emotions.”  “I don't wait for the door to be knocked or a job interview to be advertised. I go and kick the door down to see if somebody's home.”  ABOUT THE HOST  Welcome to the Speed Mentor Podcast.  Do you want success and abundance in your life?!  Do you want to hear how to achieve it?  Then you've come to the right place where the world's only Speed Mentor, Gavan Wall will mainline you with micro bite-sized chunks of inspiration fused with knowledge, built into a daily routine to help you deliver success.  After walking away, a decade ago from his gilded life as a leading Barrister and property investor, Gavan Wall started his entrepreneurial career in inauspicious circumstances as he lost everything in the property crash.  But he refused to give up, re-building a financial fortress from scratch, until now he leads multiple successful multi-million £ companies across FMCG, Franchise, Tech, Property and Mentoring.  He's the Speed Mentor and serial entrepreneur, who shares with you all the breadcrumbs of success and just as importantly the failures. If you listen, you can avoid the potholes and learn to conquer your fear and live a life of success and abundance just like him.  But be warned, his message can be stark and will not be for those seeking shortcuts. If you're wanting to be told that the law of attraction will deliver success wrapped in a bow to your front door, then this Podcast isn't for you, as that's never going to happen! It's time to own your own sh#t, never blame others and take the massive action to create the attraction.  The opportunities and whitespace are everywhere. Gavan will help you get outside your comfort zone, connect with others, shed the scarcity mindset, set gorilla goals and achieve so much more.   If you want to make your ideas soar…then talk to the Wall!  CONTACT METHOD  Gavan's LinkedIn: https://www.linkedin.com/in/gavan-wall-b828a56b/   Gavan's Instagram: https://www.instagram.com/gavanwall   Gavan's Twitter: https://twitter.com/gavanwall   Speed Mentor Podcast Facebook: https://www.facebook.com/SpeedMentor   Subscribe to Gavan Wall's YouTube Channel: https://www.youtube.com/channel/UCZyfsl7Au5_tM7gKA_vuitw   Gavan Wall Official Website: www.gavanwall.com   Email him at success@gavanwall.com    See omnystudio.com/listener for privacy information.