Podcasts about Korn Ferry

Melissa Swift shares strategies for navigating the chaos of the modern workplace more effectively. — YOU'LL LEARN — 1) The four trends making work feel more intense and chaotic 2) How to hone in on what makes you effective 3) Two critical questions to ask in the face of chaos Subscribe or visit AwesomeAtYourJob.com/ep1176 for clickable versions of the links below. — ABOUT MELISSA — Melissa Swift is a leading voice on how organizations, teams, and individuals can succeed in an ever-more challenging world of work. As founder and CEO of Anthrome Insight, she is a practicing consultant and keynote speaker. She has held consulting leadership roles at Capgemini, Mercer, Korn Ferry, and Deloitte. She is also the author of Work Here Now: Think Like a Human and Build a Powerhouse Workplace (Wiley, 2023).Her quarterly columns in MIT Sloan Management Review often rank among their most-read articles. Swift speaks regularly at events, including the MIT CIO Symposium, and has been quoted on the subject in The New York Times, The Wall Street Journal, NPR, Newsweek, The Economist, The Washington Post, Axios, and more.Throughout her career, Swift has pioneered techniques to reshape organizations for digital and workforce transformation, leading breakthrough projects across industries ranging from manufacturing to professional services to biotech to consumer goods. She earned her B.A. from Harvard University and her MBA from Columbia Business School.• Book: Effective: How to Do Great Work in a Fast-Changing World• LinkedIn: Melissa Swift• Website: AnthromeInsight.com— RESOURCES MENTIONED IN THE SHOW — • Database: O*ONET• Study: “Work intensification: Towards mapping the study field and defining a research agenda” by Ana Heloísa da Costa Lemos, Waleska Yone Yamakawa Zavatti Campos, and Marcelo Quintão• Book: The Warmth of Other Suns: The Epic Story of America's Great Migration by Isabel Wilkerson• Past episode: 314: How to Feel Less Busy With Laura Vanderkam• Past episode: 366: Mastering Conversations through Compassionate Curiosity with Kwame Christian• Past episode: 417: Managing Infinite Expectations with Laura Vanderkam• Past episode: 798: How to Have Difficult Conversations about Race with Kwame Christian• Past episode: 981: Using AI to Enhance Your Reading, Notes, Memory, and Decisions with Kwame Christian• Past episode: 1150: How to Reclaim Your Schedule and Own Your Time with Laura Vanderkam— THANK YOU SPONSORS! — • Shopify. Sign up for your free trial at Shopify.com/awesomepod• Vinted. Download the Vinted app for free to start selling with no seller fees!• Fitnexa. Get $10 off the SomniPods3 with the link and code AWESOMESee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

From a young age, Esther Colwill, a former partner at Deloitte and now country head for Australia at Korn Ferry, dreamt of climbing the highest peaks on each of the seven continents, including, of course, Mount Everest. Colwill succeeded, emerging with critical lessons that have helped her in both her private and professional life. On this week’s episode, BOSS editor Sally Patten finds out how having a goal outside work spurred on this executive’s professional career. This podcast was sponsored by Aussie Broadband. Further reading: Do what others won’t do: AFL great Chris Judd’s formula for success The former sports star and founder and portfolio manager of Cerutty Macro Fund has one rule that changed the course of his career. This exec left banking to buy a caravan park. Now he runs an empire Grant Wilckens co-founded G’day Group in 2004 and never looked back – apart from the time when he could have lost everything.See omnystudio.com/listener for privacy information.

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(00:00-27:41) Jackson's hat that was gifted from Cam Janssen. That's just the kinda guy Cam is. Hammered with joy. Backup YouTube accounts. Man, that second game hurt last night. Going for it in Game 1 hurt in Game 2. Winn not taking second on the double steal bit em. Audio of Oli Marmol talking about burning through the pen. The Age of Entitlement. Getting fird mid-shift but being asked to stick around. Sassy Batman. Worst hire in STL history. How much leather do you own, Doug? Things are contentious.(27:49-49:23) Turn up your subwoofers. If City can just keep from selling their best players, they can win this baby. Cards were 62-64 thru 126 games last year. MLS & Korn Ferry. Golfers in town at Bellerive getting some work in. Doug wondering if MLS can ever become a top tier league. Jackson's villain era. Gin is a man's drink. Iggy and Plowhawk talking space. Doug's a jingle man. Jackson is NOT censoring content.(49:33-1:12:06) Quinn Mathews with a second decent start. HBM is already giving up on Josh Baez. Extension time for Burleson? Herrera finally through a guy out. Larry Nickel is on hold and he wants to recap some wrestling. Brazil nuts. Chick and spaghetti. Just measure those bitches out. Fine, I'll just eat a donut. Money talks, wealth whispers, poverty posts on IG.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Jackson's hat that was gifted from Cam Janssen. That's just the kinda guy Cam is. Hammered with joy. Backup YouTube accounts. Man, that second game hurt last night. Going for it in Game 1 hurt in Game 2. Winn not taking second on the double steal bit em. Audio of Oli Marmol talking about burning through the pen. The Age of Entitlement. Getting fird mid-shift but being asked to stick around. Sassy Batman. Worst hire in STL history. How much leather do you own, Doug? Things are contentious.Turn up your subwoofers. If City can just keep from selling their best players, they can win this baby. Cards were 62-64 thru 126 games last year. MLS & Korn Ferry. Golfers in town at Bellerive getting some work in. Doug wondering if MLS can ever become a top tier league. Jackson's villain era. Gin is a man's drink. Iggy and Plowhawk talking space. Doug's a jingle man. Jackson is NOT censoring content.Quinn Mathews with a second decent start. HBM is already giving up on Josh Baez. Extension time for Burleson? Herrera finally through a guy out. Larry Nickel is on hold and he wants to recap some wrestling. Brazil nuts. Chick and spaghetti. Just measure those bitches out. Fine, I'll just eat a donut. Money talks, wealth whispers, poverty posts on IG.It's a big Seger Tuesday. Matt Leblanc in the Night Moves video. The AP Poll is out and Mizzou is number 25. Maybe Brandon Walker was kind of spot on. True Sons don't bring up facts. Split national championships. November 7th finna be a nation wide pony. Pound rocks, fella. Touch power lines. What's an art house movie? Martin's cruisin' for a bruisin'.What's coming up on Movie Boi? Best golf movies. Martin just got dismissed. Which golfer stopped off at Lambert's for some throwed rolls? Bill's tailbone. We're getting PGA celebrity sightings from all over town. Pass arounds. Sorghum. What's the sweet spot? Caller says he rented his home to a golfer back in 2018. Paid for a new basement with the funds. Now Kevin Chappell is taking shrapnel.Best watering holes in Washington Park. Jay Delsing got his 21st hole-in-one.Look, Doug. Brody Herman. He's got a problem with Doug's Mt. Rushmore of debuts having Gayle Sayers on it. Nobody like a know-it-all, Doug. Jordan Walker and Josh Baez takes. Mizzou takes. He's down on the Mizzou/Kansas game.Boots Randolph getting cut off too soon. Audio of Mike Francesa being a little dismissive when being asked about the Ultimate Warrior. Let's play it again for Martin since he walked in late. Prod Joe vs. Timberfake. Sour Shoes.Design Aire Heating & Cooling EMOTDWas Tom Cruise in Young Guns? I think Mr. 63011 wants to fight you now. Take it up with Bruckheimer. Apologize or be fired. Buck Swope let Jackson have it at TMA trivia night.Just settle in and let Bob Seger wash over you. What about Like A Rock, Bitch? This is why everyone should move into a cave. Audio of Bill Simmons take on youth sports. Three generations of Chairmen got tossed from the same high school baseball game. The adult Vaughn boys still get Easter baskets.And the winner of the EMOTD is...See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Bad hires cost advisory firms upwards of three times salary in direct and indirect costs. But the real issue isn't always the person, it's the system. When firms grow fast and operate under pressure, they hire quickly without clear role definition, leading new hires to navigate confusion, tribal knowledge, and conflicting expectations. Ray Sclafani explores why onboarding cannot be a first-day checklist in advisory firms where work is technical, judgment-dependent, and outcomes matter. The solution is building a better receiving system before the candidate arrives, starting with role clarity.In this episode, you'll learn the eight-question framework, the 100-Day Role Clarity Map, that separates successful hires from failed ones. You'll also discover why structuring the first 100 days into three distinct phases dramatically improves outcomes, how to assign decision rights without confusion, and why your employee value proposition is as critical as your client value proposition. By the end, you'll have a practical template to use before your next hire and coaching questions to lead your leadership team through the design process.This framework applies to advisory firms of all sizes and maturity levels, and it's grounded in research from Korn Ferry and SHRM that shows structured onboarding directly correlates with retention, performance, and firm growth.WHAT YOU'LL LEARN IN THIS EPISODEThe true cost of a bad hire and why good hires in confused systems fail faster than bad hires in clear onesThe eight critical questions every role must answer to ensure successWhy decision rights are non-negotiable and how to assign themHow to structure the first 30, 60, and 100 days into measurable milestonesThe connection between employee value proposition and retentionTHE 100-DAY ROLE CLARITY MAPWhy does this role exist? (Purpose and problem it solves)What outcomes define success? (Not activities, outcomes)What decisions can this person make? (Independent, approval, escalation)Who are the key relationships? (Manager, mentor, buddy, stakeholders)What should happen in the first 30 days? (Context-building phase)What should happen by day 60? (Ownership and feedback phase)What should happen by day 100? (Readiness and coaching phase)What AI tools and guardrails apply to the role? (Approved tools, data rules, review requirements)REFLECTION QUESTIONS FOR YOUR LEADERSHIP TEAMWhat would each new hire need to understand in their first hundred days to maximize their impact?How are you measuring the quality of hire after the employee starts?Which parts of your onboarding process today still rely too heavily on informal tribal knowledge?What changes or improvements can you make to your employee value proposition, including a presentation deck that you share with prospective and current employees?How will AI expectations be communicated to every new hire before habits form?Building the Billion Dollar Business is hosted by Ray Sclafani, Founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTube

In the fourth and Final hour of New Day with SSJ Steven and Todd Leabo are joined by Chiefs Hall of Famer Bill Maas, The guys discuss the Chiefs Preseason game, who looked good, and an outlook for the team this season. We hear from Nate at the Advent health Korn Ferry event at Blue Hills Country Club. The show finishes in loud fashion as the guys discuss some happenings from around the station.See omnystudio.com/listener for privacy information.

Новости на радио «Русские Эмираты» в Дубае:- Компании в Объединенных Арабских Эмиратах планируют повысить базовые зарплаты сотрудников в среднем на 3,4% в 2026 году, говорится в исследовании международной консалтинговой компании Korn Ferry.- Сеть магазинов беспошлинной торговли Dubai Duty Free внедрила возможность оплаты покупок криптовалютой через сервис Crypto.com Pay. Новая система доступна в торговых точках Dubai Duty Free в Международном аэропорту Дубая и международном аэропорту Аль Мактум, а также при оформлении заказов через сайт компании.

https://youtu.be/Hbw3xtIiJRQ Jay Larson, Executive Coach, Facilitator, Sales Leader, and Founder of Lights On Coaching & Consulting, is driven by a mission to Turn on the Lights for Others by helping individuals unlock their potential through coaching, leadership development, and transformative experiences. By combining executive coaching, experiential learning, and decades of leadership expertise, Jay empowers leaders to build trust, embrace vulnerability, and create lasting personal and professional growth. In this conversation, Jay introduces The How to Gain Trust Framework—Be Present, Be Curious, Be Vulnerable, and Judge Not. He explains why authentic coaching begins with deep presence and genuine curiosity, how vulnerability creates psychological safety for meaningful conversations, and why withholding judgment helps leaders build trust and accountability. Jay also shares how challenging experiences, executive peer groups, and coaching conversations help leaders overcome isolation, gain confidence, and achieve breakthrough moments that transform both their businesses and their lives. — Turn on the Lights for Others with Jay Larson  Good day, listeners. The Management Blueprint podcast is here, and my guest today is Jay Larson, an experienced executive coach, facilitator, and sales leader with over 20 years of impact across industries. Jay has guided more than 400 individuals through transformative coaching, backed by 40 years of expertise in assessments, success profiles, and competency frameworks. He helped launch and leads a thriving nonprofit that’s touched over 500 lives through experiential learning and outdoor recovery programs. Welcome to the show, Jay.  Oh, thank you, Steve. Thanks for having me.  Well, you have a fascinating background and have helped a lot of people, which is obviously the biggest thing. So what would you say is your personal “Why” that you are manifesting through your practice?  Well, I think my personal “Why” is really turning the lights on for others. That solidified for me probably five or ten years ago. As I realized, through the work I was doing with Korn Ferry, the work with clients, and the work with the people who reported to me, it was never really about the money. I did like winning—winning sales and things like that. That’s always nice. But it was really more about the impact we were making. Were we making an impact? That sort of thing. So I realized pretty quickly, through my coaching training, that my “Why” was about turning the lights on, having those “aha” moments, personal growth, and seeing that happen with others and myself. That’s fascinating. So when you work with experiential learning and outdoor recovery programs, tell me a little bit about those. How do those help?  So I help lead. I’m the president of the board. A friend of mine and I got together probably 10 or 12 years ago. He had built a little nonprofit called Wild Hearts Adventures, and the basic idea was that his son was in recovery. Any time they went to the mountains or did anything outdoors—climbing, canoeing, fishing, anything like that—his son would come alive. They would connect on a different level than they normally would during that obviously trying time for a parent-child relationship, with all kinds of tough love, easy love, and all that kind of stuff.  So he noticed that connection. He wanted to take it bigger. We talked. I’d done a ton of outdoor stuff in my past, and my kids had recently grown up and were leaving home and things like that. So I had time to focus on that. We take people on all kinds of different outdoor excursions, and it really is about connection through adventure. That's what we're trying to drive—that connection. Helping people know they're cared about. Helping them know they can be their authentic selves without judgment. And that they can do really hard things.Share on X  That’s interesting. I have a friend who was also on this podcast some time ago, and he also does a lot of mountaineering, but he does it with CEOs. He goes one-on-one with a CEO, and they climb for two or three days. Obviously, there’s lots of conversation going on. What is the driver of the impact in these environments? What makes people come closer together?  Yeah, it’s interesting. What makes them come together is that sense of adventure, that sense of the unknown, and their willingness to challenge themselves. We’re very open up front with folks who join that this is going to be difficult. Most of them have never camped overnight. We’re taking them to the Rocky Mountains and getting to the top of some very, very high places.  You wouldn’t believe it once you walk to the base of those mountains and look at them. You’re like, “There’s no way we’re going to the top of that.” So that fear and all of that… I find the impact on them—the reason they come—is their willingness to be challenged. The impact is not only the connection of the team, which is important because a lot of folks, certainly in recovery and otherwise, can feel quite lonely. What they’ve done is their fault. They have to recover from it. They have to do some heavy lifting and white-knuckling. This is more about the team helping.  We're all going to carry each other's stuff as we go up. We're going to hear from each other and talk with one another while we're up there.Share on X Then seeing them at the top of the mountain, when they reach 14,000-plus feet and they’ve put in the work to get there, they realize—to a person—that they can do very hard things. Their recovery, the next step in their career—whoever we’ve taken up there—it’s always, “If I can do this, then I’m pretty sure I can face that.” Great metaphor.  Yeah. It is a great metaphor. I wonder what empowers them to actually accomplish it, because climbing a 15,000-foot mountain without being fit is no easy feat. Especially if they’re not used to having to be resilient. What empowers them to actually do it? How do they not give up? Is it the peer pressure? What is it?  Yeah, no, we’ve had people that go up and turn back. We do have it. We leave it up to them. We’re not going to force anybody to go up there. We’re not back there shouting at them or anything like that. Now, we do a lot of encouraging. They’ll say, “I’m too tired. I can’t keep going. There’s no way.” It’s like, “Listen, let’s just take a rest, then one more foot in front of the other. You can do this. I’ve done this.  I was in worse shape when I did my first one than you are now. You can do this. Come on. Just keep going. Just keep going.” So lots of encouragement, lots of coaching along the way. Very, very few people do these fourteeners. A lot of people do them, but relative to the population, very few do. So they look at this as a very, very daunting thing. What I know, having done it numerous times now, is that it’s all about how fast you want to get to the top.  It’s not whether you can get to the top. You can get there, barring an injury. It’s just that you might have to take more breaks. You might have to rest more often. You might have to go slower. You might have to swallow your pride. A lot of things like that. But if you’re willing, we’ll get you there. Yeah. It’s interesting. When my grandfather was probably 79 years old, just one year before he passed away, we somehow convinced him to climb a little mountain. I mean, it’s not a big one, but maybe 1,000 feet. Okay. He was walking with a stick, and it was very steep. He made it up there, and then there was a beautiful inner lake that became visible.  He was so happy that he did it, and he was so grateful that we kind of twisted his arm a little bit to make this trip. It completely recharged him. He was an accomplished person. He was 80. He wasn’t in great shape. He’d had a couple of heart attacks beforehand, and it was a big emotional moment for him.  Yeah. There’s a sense of accomplishment. There’s something you prove to yourself when you do that. I remember reading The Comfort Crisis. I don’t totally remember the author’s name, but it’s called The Comfort Crisis. We’re not doing hard things as often. We have a lot of the hard things done for us. It used to be that you had to build your own house, or grow your own food, or lift heavy things on the farm over certain distances, or they didn’t get moved.  Now everything’s prepared in the store. We lift the heaviness of a 12-ounce can or a grocery bag. Those are the heavy things we lift. When we set our minds to doing something very, very difficult that we don’t think we can do, we grow something in ourselves. I know it’s not just psychological or emotional. There’s a physical nature to it as well.  The mental and physical parts, the way you grow your brain and change your brain when you’re doing those things. It’s not all just, “Yay, I proved it to myself.” You come down from the mountain a different person than you were when you went up. Slightly, and sometimes massively.  Yeah. I remember when I ran my first marathon, I felt a little bit like that. A wall came down, and I felt more invincible in some ways.  Yeah. Like, “There’s nothing I can’t do.” I had a particular gentleman who went on one of the first trips we did. He had been in the gangs. He was actually an enforcer for one of the gangs. So a pretty tough dude. He’d done a lot of things. He’d lost his children, lost his marriage, all kinds of things. He’d been in prison. He’d had a tough run and made a lot of bad choices, to be honest. He went on this thinking, “I’ll do what I can. What I want to do.” That sort of thing.  He had a pretty good attitude. But at the same time, when you get up on summit day and it’s 2:00 or 3:00 in the morning, and we’re waking him up and getting him going, people aren’t always in the greatest moods. People are excited, but at the same time it’s dark, I didn’t sleep well, and I was nervous. So he’s on the trek up. He’s struggling. He’s stumbling. He’s not sure he can do it. That sort of thing. But he’s a pretty quiet guy.  He wasn’t complaining or anything. When we got to the top, he just sat there for a while. We all did. We just sat looking at the view because it’s an amazing view from 14,000 feet. We were all just standing there, and he looked over at me. I looked over at him. He had this grin on his face, and he goes, “Man, if I can do this, I’m going to get my kids back. I’m going to get my kids back. I can do it. This was the hardest thing I’ve ever done, but now I know I can do that.” You’re just sitting there, surreal in that moment, knowing that not only has this person’s life changed, your life has been changed by this person. Perhaps, generationally, things have changed for the family. And they have since then, the family’s back together, and as far as I know, things are going great.  He’s been promoted a couple of times at work and things like that. So that’s what I mean by turning the lights on. When you have those moments where there’s this realization inside a person of what they’re capable of or what they’ve accomplished. That’s a peak kind of situation for them. A peak experience. Yeah. Lovely to be a part of it. So you just reminded me of an experience when I felt that way. It was actually when I launched my Vistage group back at the end of 2013. We had just moved here a year earlier, and Vistage reached out. I said, “Okay, I’m going to do this. I don’t know anyone in town, but that’s a great way to build a network.” It was pretty grueling work, cold-calling for three months solid.  I am aware.  Yeah. I know. That’s what I’m telling you. Yes. That was this kind of experience for me. I thought, “Wow, okay. If I can do this, then maybe I’m not a lost cause here in America.”  Yeah. Yeah. It really transfers, right? Just like you were saying, these, whatever you want to call them, mountaintop experiences for people, these moments in your life when you realize that, “I am capable.” Now, there are valley moments that we have as well. I had a gal that got… We were within 35 minutes of the peak of Mount Yale, and there’s kind of a plateau on the top. She got there, and she had a panic attack—a full-out panic attack—and would not let go of my arm. Couldn’t lead the group up to the summit.  My daughter actually—whole other story there—my daughter stepped up and led the group. Had never done it before. Just stepped up and led the group. Huge, tons of courage. But I immediately just turned this gal around, and we started going down the mountain right away because that’s the only thing you can do when somebody’s panicking up that high.  Where else are you going to go? We took the slow way down the mountain. There’s a quick way down that mountain, but that doesn’t end well. The slow way was just a slog. She was being apologetic the whole way down. She was feeling bad about herself and everything. I think since we’ve talked, Steve, since then, I got an email from her from the summit of that mountain, where she went up with somebody else and went back and did it.  She sent that to me. She said, “I miss our group. I just had to tell you that I made it.” I made the summit of this particular mountain where she failed before. I can’t tell you the joy that gives me as a human, just to see that happen with somebody else. I just love it.  Yeah. She owed it to herself to go back and do it.  Yeah. Yeah.  And not give up.  She promised. She said, “I’m going to do this. One day I’m coming back, and I’m going to do this.” It took a couple of years—a few years, actually—but she did it. So that’s fantastic.  That’s great. That’s great.  Yeah.  Jay, I’d like to switch gears here because this podcast is about frameworks. So, what is a framework that helps you create more impact with your Vistage groups, with your executive coaching clients, and the people that you climb mountains with? Do you have a framework that you can describe?  Yeah, I think let’s talk about that a little bit. I’ll tell you some of the things that I do. Perhaps I don’t know that I would call what I do a framework. I reach out to many people. I coach a lot of people through different contracts, Vistage groups, as well as my own practice. The thing that I think matters the most is gaining trust initially. Just having a natural curiosity for what’s happening with them.  Not being afraid to, as we have even on this call, do some back and forth. Like, “Yeah, I’ve seen that in my life,” or, “I’ve faced that before too. So how do you think you’ll go about it?” And having those questions. Again, it’s not pre-planned. I don’t pre-plan a whole lot for coaching sessions. I review and things like that, but I really want to go in fresh and really listen. I don’t know, Steve. You tell me. You’re the framework guy, right? You tell me. What’s my framework?  Well, what I’m hearing is being present, being curious and vulnerable because when you’re sharing your own experiences, sometimes it is, I guess you probably do that as well, that you share sometimes when you failed at something, and how you learned from it, and how you recovered from it. I do that with clients, and that allows them to be more honest, more vulnerable themselves, and be able to process things better.  Yeah. Knowing they’re not alone. Yeah. They’re not alone. Knowing they’re not alone is huge. I think another really important piece of how I approach things, that may or may not work—I guess we’ll see—is it’s not my job to make them feel good. It’s my job to get to the honest, authentic issue, or blockage, or whatever that is.  Well, I guess part of a framework that I believe in, I guess there’s been a couple from my past that I’ve knit together that have probably shaped a lot of what I do. One is I worked initially for a company called ChartHouse Learning, and they had what was called the Fish Philosophy back in the day. It’s the gentlemen out at Seattle’s Pike Place Market that throw the fish to the clients, throw the fish, come back behind the counter, and catch the fish, and things like that.  They filmed them and how they were driving engagement with the clients and each other. And four tenets of that philosophy were: be there, or be present, like you were saying, so that’s had some impact. Play, which is have some fun with it. Compete, you know, in some ways. Make a game of some things, in some sense of the word. Be there, play, make their day, which is a focus on others versus yourself, so you're there to make their day.Share on X  And then choose your attitude was the fourth. That’s all copyrighted by ChartHouse Learning, whatever. It’s not mine. But you can choose whatever attitude you really want going into the day. So regardless of what is presented to you, your reaction is yours to choose. So that’s, I think, had a big impact on how I address things, as well as spending a lot of time in leadership development.  And so many times seeing development fall flat brings up another framework of just how we actually develop as people. And that is we have to be aware that there’s something we need to change. We need to own it. We need to be responsible. Take responsibility for that gap or that change. And then we need to be willing to act on it. Willing to do something about it. So many times in pre-planned leadership development sessions, and coursework, and things like that, we can miss the mark for that individual. They may be aware of a gap. I mean, Instagram will tell you what you should be these days, right? There’s plenty of, “I can see the gap between me and that person.” Yeah. “I can see the gap between my house and theirs,” whatever that might be.  But do you own it? Are you really aware that that’s an issue that I have? And are you going to take responsibility for it? Then do something about it? Commit and be accountable. That's where coaching really struck a chord for me. I had been in corporate, selling and doing business development for a long time.Share on X  That was always great, but you never got to do the work. You got to deliver the promise, but you never got to deliver the result. Yeah. Now with coaching, I’m able to do that with individuals and teams. Walk them through that. Be honest. Really dig in. Ask the hard questions about their responsibility for the situation, et cetera. So that’s the favorite part of my work.  Yeah. This is a piece that AI is not going to disrupt because AI cannot hold someone accountable, right? It’s just an individual. Yeah. A person who has emotions, who cares about you. They can hold you accountable because you don’t want to disappoint them. But AI cannot do this. AI cannot build trust. I guess it might be able to if it gives good answers all the time.  You start to trust it. But you never know because there’s no person behind it. Who do you trust? The software program? Yeah. That doesn’t work. Yeah. So trust, accountability, and emotions are pure undisruptables, elements of what we do.  And it ends up being the part that connects us, right?  Yeah.  I mean, ironically, we connect to the computer. We connect to the internet. But we never really connect with it. You could say, to some degree, you connect with other people through different apps and things like that. But there’s something about being in person. There’s something about having the back and forth and the consistency over time. It’s not that different on the mountain trips than it is in coaching. A little more comfortable. A little more comfortable.  Sitting in a chair.  Yeah.  But if it’s too comfortable, it’s probably not as effective.  Right. So maybe it won’t. Right. It’s a different kind of uncomfortable.  Yeah.  Right? Yeah. A different kind of uncomfortable. I guess if you’re saying framework, those are kind of some of the mantras, or the credo, whatever it is, that I live by. If it’s not authentic, I don’t really want to do it. From a coaching standpoint, I know you’ve coached some people in your career, and what you’ve done with Vistage and that. There’s some times when people are just kind of mailing it in.  I haven’t gotten the courage up yet to close a call based on that. Like, “Well, you’re just kind of mailing it in, so let’s connect next month.” But it makes you feel like that, right? Like, why am I here? Why am I doing this? If we’re not producing some kind of meaning, or purpose, or moving one of us forward, then what are we doing? Why are we doing it?  Yeah. I always wondered about this because I always wondered whether I should own this. There are people who are more vulnerable, who are more coachable, who are more open, who are more willing to let you see them. And there are people who are not. But they are there, so they need something that they came to get. So whose responsibility is it? If, for them, it’s harder to get there, then should it be on me as well to make it happen? And obviously you can’t guarantee it, but I’m always wondering about it. So when people were mailing it in, I was always wondering, “What could I have done differently so that they wouldn’t do that, or that they didn’t do it, or maybe they’d make some steps?”  Yeah. I feel the exact same thing. I know exactly what you’re talking about. Yeah. I was just talking to somebody earlier about this exact situation where we had a group of 8 to 10 leaders, and one of them just didn’t engage, hadn’t scheduled the meetings, and things like that. After a number of tries to get them engaged, it’s that classic, “You can lead a horse to water,” right? Yeah. They may be full of water already. They may be waterlogged. So I don’t want to judge them for that, right?  That’s the kind of thing where I can get upset. Just my natural reaction. I can get upset that they aren’t engaging, and I can get upset at myself that I can’t get them to engage. You can go there.  Yeah.  But really, at the end of the day, I can only do what I can do.  Yeah.  Then we have to get to the point where you have the fierce conversation where you’re saying, “It doesn’t feel like you’re engaging.” “Can you help me understand why that might be?” Yeah. Then leave it there and let them answer the question. “I don’t want to.” Right? Yeah. It’s like, “Okay, well, why are we scheduling these meetings?” “Let’s just save everybody some time and money.” Or, “I don’t know how to.” Okay. I can help you with that. Those sorts of things. Or, “I don’t know why I would need to.” We can help with that, too. But I can’t change, “I don’t want to.” I can’t change it directly.  Yeah, you can’t. You know what I also experienced sometimes? There were some members, especially who were maybe older, who just wanted to be heard. They just wanted an audience. Maybe they would not get that because spouses are often sick of hearing about business stuff and things that they don’t relate to.  That person just needed someone. Sometimes people are so starved for conversation that they don’t even care whether you’re really listening. They just want to trick themselves into believing that someone is at least listening. It’s the saddest version of it.  Yeah. Yeah. When you work with Vistage, we’ll see a lot of that. Where there’s the isolation of the leader at the top of whatever business it is. What I suggest to them is, “I’m going to try and create a safe space with trust.” “I’m not saying anything to anybody else about what you share.” “So say what needs to be said.” “Be yourself.” “Let down your guard.” “We’ll get there.” Right?  It’s not like they’re just going to walk into a room with me as a stranger, just because they decided, and they’re going to let down their guard. But session by session by session, they let down their guard. You end up talking about things that they can’t mention to anybody else at work because it would shake an employee’s confidence or something. Or how do you, as the CEO of an organization, say, “I don’t know what to do”?  Here’s the place. This is what we give you. That’s why I love it because, again, that’s kind of a lights-on moment, is what I would call it. It’s their ability to take that deep breath, lean back, and just be themselves and say, “I don’t know.” You don’t have to fake it all the time around everybody that’s depending on you. So that’s a real relief for a lot of folks.  Yeah. That’s huge, to be able to unburden yourself. It is true. When you are in a responsible position, sometimes you have to absorb all the uncertainty in the business or the potential risks. You can’t talk about it because then you are amplifying that risk. Then people start worrying, and that kind of paralyzes people.  Then the business is in an even worse position. What really shocked me when I became a Vistage Chair was how few CEOs these CEOs actually knew. It wasn’t just that they were isolated inside their company. Maybe they were isolated at home because their spouse didn’t want to hear it, or they didn’t want to burden their spouse because then it would come back to them eventually with the anxiety of the spouse as a further pressure.  So they might not want to share that. But they didn’t even know other CEOs because they were so busy working in their business, they had no time to go play golf and meet other people. The only time they could do that was in the Vistage group once a month. They could rationalize that this is business. They are working on the business. That gave them permission to take the day off and fraternize with other CEOs.  Yeah. That’s such an important thing. It’s such an important thing to know that you do have a group of people that will have your back, regardless of what you come with. We had a meeting in my group not too long ago where we had some breakthroughs. It was really special to see a group that didn’t know each other, didn’t even know each other existed three or four months prior, sharing about how time is short, possibly because of some health issues. How their business is so important because it’s their legacy.  It’s what they’ll leave behind when they move on. That’s really personal, deep, meaningful conversation. When you allow space for it, it can happen. Build it, and they will come, kind of a thing. I just think that’s so important because I think CEOs who see this may be sitting there bottling that up. They’re taking that stress and trying to hold it. There’s so much energy that it takes to do that, that they wonder why their business isn’t growing, or why they can’t get past a certain amount of revenue, employee count, client service, or breaking into certain levels.  They don’t realize that the more they’re holding that in, it’s almost like they’re holding that growth captive. They just don’t have the energy. They get burned out. That’s when bad decisions start happening. They get emotional, or they just are done. You know? Yeah. They do. I’ve talked to so many people that are just, “I’m just so done with this.”  Yeah. They become unhappy. Then the people around them become unhappy. Then unhappy people don’t do well in the business. They don’t grow the business. Then the CEO feels even worse and lashes out. Yeah. Yeah. That’s huge. When you have the CEOs, and each of them shares things and becomes very vulnerable, then it becomes a safe space.  That’s what creates the trust, right? They all have skin in the game because they all share stuff that they don’t want to get out of the group. Therefore, they can trust the other person to do the same thing.  Yeah. Trust is huge. When you think about it, like this might be odd, but I think when some people think about the holidays and being around family, some people get excited for that, and some people cringe at that, right? Because I think a lot of that is, yes, you’re family, and it’s almost a forced relationship sometimes. They don’t trust. They won’t share their authentic self with that other person in the family. What should be a holiday, and restful, restoring, energizing time, becomes more of a forced situation where it’s draining.  Then you start to distance yourself even more. I think the idea of just having that safe space where other perspectives are in the room is a huge thing as well. Helping people think differently than you. Surrounding yourself with those people. Because you can’t necessarily afford to bring them on just because they think differently. Having them in a group where they will give you a different perspective, and also hold your trust, and let’s face it, just give a damn about you, and how you’re doing, and connect, and want you to succeed, it’s huge. Having people in your corner like that. Yeah. It’s not always naturally there because of timing and other things, like you were mentioning.  And then one more thing. Before I came to Vistage, I had a mastermind group. Oh, yeah. When I was a business owner, which I organized. It worked initially well until it stopped working because I didn’t have the time to invest in it. To make sure everyone showed up. To make sure everyone brought topics, to discuss issues to the table. So it fizzled out.  I think what’s special about Vistage is that there is a person who is committed to making this happen and making it a high-quality experience. Yeah. That is actually priceless because without the person, the time that those CEOs are investing is wasted. Then it’s not even worth showing up for it, right?  Yeah, exactly.  That’s a unique thing. It actually doesn’t really get copied. I don’t see other organizations that can really provide the same quality of experience without that committed Chair, who is thinking about these members all the time, spends some time with them one-on-one, and then makes sure the meeting happens, people show up, and there’s good content in the meeting. It’s very valuable.  Yeah.  So anyhow, if someone would like to learn about Vistage or connect with you, where could they do that?  Yeah. I think LinkedIn is probably the best place for that. I have a LinkedIn page that touches on my Lights On Coaching and Consulting practice, named for exactly what we’ve been talking about. It covers my Vistage group and also the nonprofit, Wild Hearts Adventures. So if anybody is struck by that, go to my LinkedIn. Let’s connect on there, and we’ll just have some conversation. I just love having conversations with new people, with fresh perspectives, regardless of whether we connect and do work together or just even keep in contact.  It’s just lovely speaking with one another, similar to what we’re doing now. Sharing that philosophy. Sharing that why. It’s just encouraging to hear that from others. So I welcome anybody to reach out to my LinkedIn. I don’t know if we can put a link in here to that page or not, but certainly we can.  Yeah. We can directly link that. We’ll put your LinkedIn URL in the show notes. You can just Google Jay Larson Vistage Chair, and he’ll pop up, and you can connect with him. So Jay, thanks for coming and sharing some wonderful stories about people who climbed the mountain, and how it changed their lives. If you enjoyed this conversation, make sure you stay tuned because I have wonderful subject matter experts, CEOs, and business owners who come and share their stories. Wonderful. So thanks for coming, and thanks for listening. Yes. Thank you. Take care. Important Links: Jay's LinkedIn Jay's website

In this episode of UC Today, host Kristian McCann sits down with Ivan Jackson, President of Interim Technology at Korn Ferry, to explore why traditional hiring models are struggling to keep pace with today's rapidly evolving technology landscape and why the concept of "renting tech talent" is gaining traction.  The technology talent market is changing rapidly, and organizations that rely solely on traditional hiring may struggle to keep pace. In this conversation, Jackson explains why more businesses are turning to flexible technology talent models to accelerate transformation and gain access to hard-to-find expertise. Key discussion points include: • Why the accelerating pace of AI, cybersecurity, cloud, and data initiatives is shortening the lifespan of technical skills. • How interim technology professionals help organizations execute projects faster than traditional hiring processes allow. • The difference between hiring contractors for additional capacity and engaging interim leaders to drive business outcomes. • When businesses should leverage flexible talent, and where permanent teams remain essential for long-term success. Whether you're navigating digital transformation, workforce planning, AI adoption, or technology leadership challenges, this discussion provides practical insights into building a workforce model designed for today's business environment. Next Steps ✓ Subscribe to UC Today for more conversations with industry leaders.

Reclaiming Your Power: Surviving Workplace Chaos and Doing Great Work with Melissa Swift   Anika sat down with Melissa Swift, founder and CEO of Anthrome Insight, to tackle the reality of the modern workday: constant interruptions, hyper-emotional environments, and overwhelming chaos. Following the release of her new book, How to Do Great Work in a Fast Changing World, Melissa shares why systemic organizational changes are great, but individuals need actionable survival strategies now. Drawing on research from high-stakes professionals like firefighters and ER doctors, this conversation provides a practical framework for identifying your true strengths, dealing with chaotic colleagues, and recognizing when a job is fundamentally broken.   In This Episode   The COVID-era breaking point that inspired a shift from organizational strategy to individual empowerment Breaking down the "Effectiveness Architecture": Knowledge, Methods, People, and Technology The self-checkout paradox: why automating tech actually requires a massive increase in human "soft skills" The four trends making us less effective at work, with a deep dive into navigating chaos Natural chaos (the science of surprises) versus the frustration of people operating chaotically The Muppet Theory of Management: knowing when to deploy your "Order Muppets" vs. "Chaos Muppets" What corporate America can learn from firefighters about deep tech mastery and acute role clarity How organizations inadvertently gaslight employees by hiring them for jobs the company culture actively rejects Three concrete steps you can take this week to carve out space and reclaim your sanity   Timestamps   00:00 Introduction: Operating effectively in a fast-changing world 01:17 Why Melissa's audience demanded a book focused on individual survival strategies 02:52 The COVID breaking point and the metaphor of the empty Soviet streetcar 04:13 The Effectiveness Architecture: simplifying 30,000 skills into four core pillars 06:46 Why technology rollouts fail without the proper "people skills" training 09:38 Four trends destroying workplace effectiveness: intensification, emotion, transparency, and chaos 11:23 Natural chaos vs. human chaos (and the Muppet theory of team dynamics) 14:48 What white-collar workers can learn from the training habits of firefighters 19:51 The myth of the "skills gap" and the untapped power of self-directed learners 23:55 Identifying your superpower (Knowledge, Methods, People, or Tech) and overcoming stereotypes 29:45 Why role clarity is the first casualty of chaos and how to get it back 33:50 How to recognize if your job is fundamentally broken or set up to fail 39:08 Three actionable steps to reclaim your effectiveness and boundaries this week 43:35 Favorite quote: Oscar Wilde on the vital art of brevity   Key Insights & Takeaways   Insight 1: The Effectiveness Architecture Simplifies Work Instead of getting bogged down in corporate frameworks boasting 30,000 different micro-skills, individual effectiveness boils down to four clear pillars: Knowledge, Methods, People, and Technology. Identifying which pillar is your natural superpower (and which is your weakest link) allows you to partner with complementary colleagues and combat workplace stereotypes.   Insight 2: Automation Requires More "People Skills," Not Less When companies automate roles (like introducing self-checkout lanes), they often underestimate the human element. The remaining workers suddenly have to act as IT support, security, and customer de-escalation all at once. Rolling out advanced technology—including AI—without training people on the soft skills required to manage the human friction around it is a recipe for burnout.   Insight 3: Not All Chaos is Created Equal There is "natural chaos" (the inevitable surprises of a shifting economy or supply chain) and there is the unnatural chaos of colleagues operating erratically. You manage natural chaos through scenario planning, but you manage human chaos by building strict boundaries and strategically deploying the right personalities (your organized "Kermits" vs. your adaptable "Animals").   Insight 4: High-Stakes Professionals Prioritize Deep Mastery and Crisp Roles Unlike corporate workers who switch between dozens of apps a day without truly mastering any, professionals like firefighters are given the time and space to completely master a single new tool before their lives depend on it. Similarly, in an ER or on a fireground, role clarity is acute. In corporate settings, blurred roles masquerade as "collaboration," but they actually drain creativity and cause systemic failure.   Insight 5: Your Job Might Be Fundamentally Broken Sometimes your lack of effectiveness isn't your fault. If you are hired to be a "change agent" in a company that inherently rejects innovation, or if you are told to "lead through influence" without any actual resources or power, you are fighting gravity. Recognizing when a job is structurally broken is the first step in deciding whether to renegotiate your role or walk away.   Resources & Links Mentioned How to Do Great Work in a Fast Changing World by Melissa Swift Work Here Now by Melissa Swift   About Melissa Swift   Melissa Swift is the founder and CEO of Anthrome Insight, a leading organizational effectiveness consultancy. With an extensive background working with large global organizations like Mercer, Korn Ferry, Deloitte, and Capgemini, she is a recognized authority on the future of work and a regular columnist for the MIT Sloan Management Review. She is the author of Work Here Now and her latest release, How to Do Great Work in a Fast Changing World.   Connect with Melissa Swift   Website: Anthrome Insight LinkedIn: Melissa Swift Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Catch “The Drive with Spence Checketts” from 2 pm to 6 pm weekdays on ESPN 700 & 92.1 FM. Produced by Porter Larsen. The latest on the Utah Jazz, Real Salt Lake, Utes, BYU + more sports storylines.

Our guest today is Vickie Antolini, Senior Client Partner, Global Education Practice at Korn Ferry, a major consultancy specializing in Academic Leadership Search. Vickie specializes in the recruitment of Presidents, Provosts, Deans of professional schools, with an emphasis in business education, as well as senior level functional administrators in finance, operations, human resources, and compliance.Vickie has completed leadership engagements for such prestigious institutions as Johns Hopkins, Penn, Columbia, UCLA, Duke, Cornell and many others. With a professional and personal interest in the promotion and advancement of female leaders, Victoria was a panelist and featured speaker for the 2020 Johns Hopkins University Mary Elizabeth Garrett Executive Leadership for Women Faculty seminar.In this timely discussion, Vickie brings us up to speed on current trends in academic executive search, touching upon many topics including:• Getting into the search process • Interviewing tips • Working with a search consultant • Understanding search committees • Changing expectations  • Why you, why now, and when them?  • Standard interview questions a prospective dean may encounterLearn more about Vickie Antolini.Comments/criticism/suggestions/feedback? We'd love to hear it. Drop us a note.Thanks for listening.-Produced by Joel Davis at Analog Digital Arts--DEANS COUNSEL: A podcast for deans and academic leadership.James Ellis | Moderator | Dean of the Marshall School of Business at the University of Southern California (2007-2019)David Ikenberry | Moderator | Dean of the Leeds School of Business at the University of Colorado-Boulder (2011-2016)Ken Kring | Moderator | Co-Managing Director, Global Education Practice and Senior Client Partner at Korn FerryDeansCounsel.com

Flight risk is rarely loud. Most of the time, it shows up quietly in compensation data long before it shows up in resignation letters. Across organizations, roles, and levels, the same pattern is emerging: the market is moving faster than internal pay structures. New hires are coming in at higher rates than tenured employees in similar roles. Certain jobs are consistently priced higher externally than they are internally. And top performers are paying attention. This creates a different kind of retention challenge. Employees don't need to be disengaged to start looking elsewhere. They just need to recognize that the market value of their role has already lifted off. Amy Stewart from Payscale and Kelly Voss from Korn Ferry explore what compensation data is revealing about where organizations are most exposed, and how those signals show up before talent leaves. You will learn: Where pay gaps between new hires and tenured employees are creating hidden flight risk   Which roles and levels are most exposed to external market pressure   How compensation leaders can spot early warning signals in their own structure Check out the full report here: https://www.payscale.com/featured-content/flight-risk-report

Hide your kids and grab your bourbon, because The Chad & Cheese Podcast is back! Joel is finally home from his pretentious European tour—blaming jet lag for being completely rusty—and Emi is here to keep him from totally derailing. Together, they are tackling a corporate landscape that looks like a beautiful car crash. They're dissecting the massive corporate marriages of Korn Ferry buying AMS and Handshake grabbing Uplimit—are these brilliant strategic moves or absolute train wrecks? Next, they dive into the giant AI oopsies of the week, laughing as Ford frantically rehires 350 human engineers because their robots built junk, and Mark Zuckerberg publicly admits Meta totally misjudged the AI hype train. They also break down why The Wall Street Journal says Gen X is getting absolutely crushed by unemployment, why Scott Galloway thinks working from home is ruining America's youth, and whether a fully robot-operated hotel in China is a budget dream or a horror movie. Tune in for the travel stories, the savage HR gossip, and the brutal return of Joel's awful dad jokes! Website: https://www.chadcheese.com/ Make sure you check FREE Stuff: https://www.chadcheese.com/free Subscribe for an audio version: https://www.chadcheese.com/subscribe

The Shred is a weekly roundup of what's making headlines in the world of employment. The Shred is brought to you today by Jobcase.

In this episode, I sit down with Jason and Jev, co-founders of Alexander Barnes, to unpack how they turned two £25K bank loans into a seven-figure, 100% owned fintech search firm, and the moment early on when they nearly gave away 51% of the business to a PE-backed model before choosing a different path entirely.We dive into the brutal first three months chasing any deal they could get, the shift to a niche, relationship-led process that changed everything, and the two-year candidate relationship that landed them a retained PSL spot ahead of Korn Ferry and Spencer Stuart. Connect with Jason here: https://www.linkedin.com/in/jasonthomas0784/Connect with Jev here: https://www.linkedin.com/in/jevon-barnes-56244a153/-------------------------Watch the episode on YouTube: https://youtu.be/HKZ5Y3rs5f4-------------------------Podcast Sponsors: Claim your exclusive savings from our partners with the links below:Sourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Atlas - Check Out Atlas & Claim Your Exclusive Offer HereRaise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Want more content like this?The Wednesday Debrief is our free weekly newsletter for recruiters who take their craft seriously. Join 7,000+ subscribers here: https://newsletter.recruitmentmentors.com/-------------------------Get in touch with me:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

Timm & Frank are all over the place with this show!  No topic is missed!  Well mybe not all!

Is your career site delivering the conversion you need? Dalia's plug-and-play tech turns any employer career site into a high-performance candidate conversion engine — no replatforming required, live in days.Visit dalia.co to learn more. Alright rec techies…..here's what's happening this week. First up,  Korn Ferry announced that it has entered into a definitive agreement to acquire UK-headquartered talent acquisition and consulting firm AMS from OMERS Private Equity. The blockbuster transaction is valued at approximately (roughly $1.1 billion), positioning the combined entity as an undisputed leader in global talent and workforce solutions.  https://recruitingheadlines.com/korn-ferry-to-acquire-uk-based-ams-in-1-1-billion-deal-to-create-global-talent-powerhouse/ Early career marketplace Handshake has officially acquired Uplimit (for an undisclosed amount). https://hrtechfeed.com/handshake-acquires-ai-native-learning-platform/ PageUp, a global leader in talent acquisition software, today announced the general availability of Paige, its AI-powered talent acquisition agentic assistant. Unlike other agentic solutions on the market, Paige serves as the single assistant for every use case in the hiring process, eliminating the need for recruiters and hiring managers to juggle multiple tools or pay for additional agents. Embedded directly into PageUp's award-winning talent acquisition suite, Paige can review candidate pipelines, analyze applicant information, monitor progress and more through its simple conversational interface.  https://hrtechfeed.com/hr-tech-bytes-pageup-workera/ Workera, launched AI-First Translations, an AI-powered translation layer that lets participants engage with the entire Workera platform, assessments, mentoring experience, and the admin experience, in their preferred language, at the scale of the global enterprise. https://hrtechfeed.com/hr-tech-bytes-pageup-workera/ Learn more about your ad choices. Visit megaphone.fm/adchoices

The PGA Tour has recently released its new Championship Series/Challenger Series two track tournament format, and Rory(!) seems unimpressed. In this episode, Mark, Greg, and Lou take Rory's comments as a jumping off point to discuss how the new format might play out—and how it could have been more creative. Is it just the same thing the Tour had before LIV showed up? Are the Challenger Series events nothing but glorified Korn Ferry tournaments?If you have a question you want covered on the pod, please submit here: https://www.hackitoutgolf.com/contact/Listeners can also leave us a voicemail! https://www.hackitoutgolf.com/voicemail/Where to find us:Mark Crossfield's weekly newsletter: https://www.crossfieldgolf.com/subscribeMark Crossfield on Twitter: https://twitter.com/4golfonlineMark Crossfield on YouTube: https://www.youtube.com/user/4golfonlineLou Stagner's weekly newsletter: https://newsletter.loustagnergolf.com/subscribeLou Stagner on Twitter: https://twitter.com/LouStagnerGreg Chalmers on Twitter: https://twitter.com/GregChalmersPGAThe Hack It Out Golf Podcast on Twitter: https://twitter.com/HackItOutGolfSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Effective: How to Do Great Work in a Fast-Changing World by Melissa Swift https://www.amazon.com/Effective-Great-Work-Fast-Changing-World/dp/1394377495 Anthromeinsight.com Navigate the weird, chaotic world of modern work, no matter your position While there’s no shortage of advice on being amazing or avoiding burnout, what if you simply want to get things done in a workplace that feels increasingly impossible? Effective is here to help you get your job done well without losing your mind. Drawing from up-to-date research and provocative interviews with employees across industries and levels, renowned people consultant Melissa Swift offers a positive, well-illuminated path through the dark forest of destabilizing workplace changes. Effective provides readers with: Strategies to triumph amid four trends making work tough today: work intensification, emotional inflection, hyper-transparency, and sheer chaos Practical, research-backed approaches to improve their daily work life, from entry-level employees to CEOs Tips for maintaining competence in a working world seemingly designed to make you feel incompetent Insights on how to make sure your personal sources of effectiveness don't get disrupted by technological change Lessons to be learned from jobs where you simply cannot screw up, such as firefighters and air traffic controllers, and how to apply them to a corporate environment Effective delivers useful content for every level of seniority, teaching readers a new paradigm-shifting approach to thrive in the modern world of work. About the author Melissa Swift is a leading voice on how organizations, teams, and individuals can succeed in an ever more challenging world of work. As founder and CEO of Anthrome Insight, she is a consultant and keynote speaker helping organizations make their people successful in chaotic times. She has held leadership roles at Capgemini, Mercer, Korn Ferry, and Deloitte, and is the author of Effective: How to Do Great Work in a Fast-Changing World (2026) and Work Here Now: Think Like a Human and Build a Powerhouse Workplace (2023). Melissa's work balances humanism and pragmatism, and is powered by analytics and research. She specializes in complex topics like the human side of digital transformation and the changing face of C-suite leadership. Melissa is a member of the MIT Sloan Management Review's Editorial Board, and one of their most widely-read columnists. She has been quoted numerous times in publications including the New York Times, The Wall Street Journal, and the Financial Times, and has appeared on NPR. Melissa was named to the 2023 Thinkers50 Radar Class; Work Here Now appeared on awards lists from McKinsey and Porchlight Books. She holds a BA from Harvard University and an MBA from Columbia Business School. Melissa lives in New York City with her husband, daughter, and neurotic beagle mix.

This week Korn Ferry announced the $1.1 Billion acquisition of AMS, one of the leading providers of enterprise recruitment outsourcing. As I overview in this podcast, this deal demonstrates several things: First, the talent acquisition space has become enormously important and is rapidly changing with AI, demographic changes, and internal productivity initiatives. AMS has become a global leader in recruitment process outsourcing and TA advisory work, leading to the $1.1 Billion valuation. AMS's product AMS One is one of the only tech platforms that integrates almost every recruiting technology into one operational view, enabling AMS and clients to monitor, tune, and optimize all areas of recruiting in one place. Second, Korn Ferry, as a leader in executive search and talent management services (including training offerings), sees enormous synergies and can add AMS's revenue and $1.5 Billion backlog to their financial strength. While KF was not growing much, this now gives the company a new growth platform – including the opportunity to use AMS's global service centers for other offerings. This podcast is an overview of the deal, we'll publish more after we get a briefing from KF's management team. Additional Information History of Korn Ferry Acquisitions The Talent Acquisition Revolution: How AI Is Transforming Recruitment The Josh Bersin Institute Global HR Excellence Certification (inaugural cohort starts in September) Understanding Agentic HR In Detail: The HR 2030 Vision and Architecture       Chapters (00:00:00) - Korn Ferry vs AMS Merger Explained

This week, its a two man show as Harv and MattyB discuss Viktor Hovland beating Scottie Scheffler at The Travelers, Drew Nezbitt wins on the Korn Ferry, but most importantly…..WTF Phil. The post Episode 419 – PHILLED. appeared first on Drive The Green Golf.

What does it look like when someone making $10 million a year calls you and says, "Get me out of here"? For Alan Guarino, Vice Chairman of CEO and Board Services at Korn Ferry, it happens more than you'd think — and it's exactly what pushed him to write The Greatness Code: The Formula Behind Unstoppable Success. Alan has spent decades at the intersection of executive search, C-suite coaching, and talent strategy. He's seen it all: brilliant people in toxic environments, leaders who suck the oxygen out of every room, and — on the other end of the spectrum — a rare few whose leadership style is genuinely awe-inspiring. That range of experience is precisely what gives him the standing to write about greatness, and it's what makes this conversation so grounded. Peter and Alan start with a question that doesn't get asked enough: why would someone at Alan's level — running a globally dominant practice, advising Fortune 500 boards — invest serious time in writing a book and building a public voice? The answer is practical and principled at once. Thought leadership isn't a side hustle for people like Alan; it's a core part of how you stay relevant, how you earn trust before you're even in the room, and how you differentiate in a world full of smart people doing similar work. One of the sharpest moments in the conversation comes when Alan offers what he calls his "secret sauce" — the one thing all top 1% professionals have in common. It's not pedigree. It's not a particular skill set. It's the ability to be impressive, authentically. And as Peter quickly unpacks, there's a right way and a wrong way to do that. The blowhard keynote speaker reads as exposure. The quiet practitioner whose work speaks for itself reads as visibility. Alan knows the difference firsthand. The conversation also covers the lifecycle of thought leadership — from white papers and CNBC appearances to publishing with Wiley — and what intellectual curiosity has to do with all of it. Alan's advice to younger professionals considering this path is unusually direct: if the idea of documenting, sharing, and defending a point of view doesn't excite you, find a different career. If you're a practitioner in professional services trying to figure out how ideas scale your business — or a leader trying to stay on track in a difficult environment — this one's for you. Three Key Takeaways: • There's a leadership crisis hiding in plain sight at the top of organizations. Alan regularly hears from executives earning $700K–$30M who are miserable — not because of the work, but because of their leaders. The problem isn't exclusive to middle management; it runs all the way to the C-suite. • The top 1% of professionals share one defining trait: they find a way to be impressive authentically. It's not about self-promotion or personal branding for its own sake — it's about doing the work at such a level that the conclusion becomes obvious. The key word is authentically; people see through anything else immediately. • Thought leadership isn't separate from your day job — it is your day job. Alan frames intellectual curiosity, documentation, and sharing a point of view as professional obligations, not extras. The analogy he uses is sharp: a plumber who never walks the supply store aisles ends up with outdated tools. The same applies to any practitioner who stops engaging with the evolving ideas in their field. Enjoyed this episode? Check out Episode 471 with Raoul Davis. Alan talked about how thought leadership builds credibility and puts you at the front of the line with clients. Raoul Davis goes deeper on the strategic side — specifically how executives and CEOs build intentional brand equity that drives real business results. Same audience, same problem, different lens. Worth the hour.

June 24, 2026 - Korn Ferry tournament golfer Jackson Buchanan joined Byers & Co on location at the Memorial Health Championship Golf Tournament to talk about his experience on tour and as a golfer at the University of Illinois. Listen to the podcast now!See omnystudio.com/listener for privacy information.

June 24, 2026 - Korn Ferry tournament golfer Cole Hammer joined Byers & Co on location at the Memorial Health Championship Golf Tournament to talk about his experience on tour and making the US Open. Listen to the podcast now!See omnystudio.com/listener for privacy information.

Can you scale your corporate impact without completely running yourself into the ground? In today’s episode, Nathan Stuck sits down with Elaine Dinos, Founder of Kindred Lane, to unpack how to help leaders move past the exhausting cycle of over-extension and step into a more sustainable, aligned way of leading. Elaine is a newly certified B Corp founder and former partner at Korn Ferry with over a decade of experience guiding executive searches for legendary brands. After navigating her own "breakdown to breakthrough" career moment, she launched Kindred Lane to serve as a nature-backed sanctuary where leaders go to grow. In this deeply candid conversation, Elaine breaks down the core elements of a truly regenerative corporate culture and shares how she helps leaders make business purpose human-centric. Listeners will walk away with a fresh blueprint for balancing intense growth with personal sustainability. Upcoming Event: Kindred Lane is hosting a Regenerative Leadership Retreat in Serenbe, October 20-23! Check out their website for dates and registration details to focus on your personal and organizational impact. RESOURCES RELATED TO THIS EPISODE Learn more about Kindred Lane at https://www.kindredlane.com Connect with Elaine Dinos on LinkedIn: https://www.linkedin.com/in/elaine-dinos-4179a73/ Learn about B Local Georgia at https://blocalgeorgia.com/ Learn about Profitable Purpose Consulting at https://www.profitablepurposeconsulting.com/ CREDITS Theme Music

In this episode of UC Today, host Kristian McCann sits down with Ivan Jackson, President of Interim Technology at Korn Ferry, to explore why traditional hiring models are struggling to keep pace with today's rapidly evolving technology landscape and why the concept of "renting tech talent" is gaining traction.  The technology talent market is changing rapidly, and organizations that rely solely on traditional hiring may struggle to keep pace. In this conversation, Jackson explains why more businesses are turning to flexible technology talent models to accelerate transformation and gain access to hard-to-find expertise. Key discussion points include: • Why the accelerating pace of AI, cybersecurity, cloud, and data initiatives is shortening the lifespan of technical skills. • How interim technology professionals help organizations execute projects faster than traditional hiring processes allow. • The difference between hiring contractors for additional capacity and engaging interim leaders to drive business outcomes. • When businesses should leverage flexible talent, and where permanent teams remain essential for long-term success. Whether you're navigating digital transformation, workforce planning, AI adoption, or technology leadership challenges, this discussion provides practical insights into building a workforce model designed for today's business environment. Next Steps ✓ Subscribe to UC Today for more conversations with industry leaders.

This week on Birdie Little Secrets, hosted by Kass and Syd, the hosts are spilling the TEE on one of the most entertaining weeks in golf. From playoff drama and comeback stories to viral fan moments, they break down everything listeners need to know before the U.S. Open. Kass and Syd chat about JT Poston's rollercoaster win at the Memorial, Bud Cauley's incredible journey to his first PGA TOUR victory after nearly losing his career, and Wyndham Clark's now-legendary hockey jersey story that had Canadian fans buzzing. Plus, Syd shares all the details from her latest tournament adventures, the good, the bad, and the moments every golfer can relate to. They're also joined by special guest Carlynn Redman, wife of Korn Ferry Tour points leader Doc Redman. Carlynn opens up about life behind the scenes of professional golf, supporting a TOUR player through the highs and lows, and what the journey really looks like away from the cameras. And with the U.S. Open heading to historic Shinnecock Hills, Kass and Syd discuss storylines, predictions, and the big question everyone is asking: Can Scottie Scheffler complete the career Grand Slam? Grab your favorite drink and join them for golf talk, girl talk, and all the Birdie Little Secrets in between. Follow us on Instagram and TikTok @birdielittlesecretspod.  

Do you ever wonder what the caddies get up to when the cameras stop rolling and the PGA Tour players head to the clubhouse? In this live episode from the RBC Canadian Open, host Colin Weston steps inside the Caddie Lounge (powered by [Levelwear](www.levelwear.com)) to uncover the gritty reality of life on the bag with 28-year tour veteran Don “Double D” Donatello. From carrying 42-pound golf bags up the equivalent of 60 flights of stairs a round to a dramatic "I quit" moment on the 4th hole, Don shares the wild, unfiltered stories of 650+ tournaments and why this lounge is a game-changer for professional caddies. Key takeaways in this episode with Don that you will discover: The Harsh Math of Caddie Economics: Don breaks down the financial gamble of being a looper - the low base salary, paying your own travel expenses, and how missing the cut means earning $0 for a week's work. The Physical Toll of Looping: It's not just walking. Don reveals the insane fitness stats: 18,000+ steps and 30-60 flights of stairs per day, all while balancing a 42-pound bag on uneven terrain. How the Caddie Lounge Was Born: Learn how a simple conversation over a Levelwear hat turned into a tour-wide movement, giving caddies their own space with massage therapists, video games, and the dignity they've deserved for years. The Caddie Lounge at The RBC Canadian Open is Levelwear's way of supporting their "Who's With You?" campaign to provide PGA Tour caddies with a space to unwind, rejuvenate and hang out with their fellow loopers. The Caddie Lounge is now at over 10 PGA Tour stops annually. Three Inspiring Quotes from Don Donatello On the old days vs. now: "28 years ago, I only got paid $400 a week. You drove in a car and slept three to a room. One guy would sleep on the floor and you had to stand outside in the rain. Now, thanks to Levelwear, we feel like we're being treated like the players." On the secret to a long career: "Certainty out here is very important as a caddie. A lot of mistakes these PGA Tour players make aren't because they not good - it's because they're uncertain. Knowing when to speak and when not to is a very fragile thing." On saving Webb Simpson's career: "He had four holes to play to keep his card. I changed his read on two putts. He made both. He shot 63 to keep his card. He said, 'Those were some of the greatest reads ever!'" Episode Chapters 00:00 – Live from the RBC Canadian Open: Welcome to the Caddie Lounge 01:15 – Meet Don “Double D” Donatello: 28 years, 31 bags, 650+ events 02:30 – The Birth of the Caddie Lounge (and the “Who's With You” campaign) 05:20 – Then vs. Now: **Sleeping on floors to massage tables **07:05 – The brutal physical stats: 42lbs, 18k steps, and 60 flights of stairs 09:15 – Don's origin story: From best player at the club to caddie 10:20 – The economics of looping: Base salary, expenses, and betting on your player 13:05 – Don's Proudest moment: The Webb Simpson story (changing reads to save a card) 15:05 – The “I Quit” story: Walking off the course mid-round 18:05 – How new caddies get jobs (agents, veterans, and the Korn Ferry grind) 21:05 – Inside the prep work: How Don and Tom Hoge tackle a new course 24:35 – The therapist role: Knowing when to talk and when to shut up 26:12 – Wrapping up and wishing Don luck at The RBC Canadian Open

The most important putting lesson of the year didn't come from the winner. Russell Henley birdied his final three holes in regulation to catch 54-hole leader Eric Cole, then converted again in the playoff to win the Charles Schwab Challenge at 12-under. Cole, 37, had been here before — this was his third runner-up finish on the PGA Tour and his first win is still waiting. But here's what's fascinating: through 54 holes, Cole led the field in Strokes Gained: Putting and Proximity to the Hole — the two most "boring" disciplines in the game. No highlight-reel drives. No flashy recoveries. Just relentless precision on the greens and dialed-in distance control, week after week. "That's why I practice really hard and that's why I try and do everything the way I do," Cole said — "so that I could be as prepared for whatever tomorrow brings."  That's this week's Improvement Pivot Point: learn to love working on the mundane. The stuff nobody films. The 10-foot putts you roll for an hour. The alignment drills. The putting gate. The things that feel like nothing — until Sunday at Colonial, when they become everything. Scott also breaks down Joaquin Niemann's playoff win at LIV Korea, Céline Boutier's stunning Sunday charge on the LPGA, Kota Kaneko's breakthrough on the DP World Tour, and Doc Redman's Korn Ferry victory in Knoxville. Five tours. Five lessons. All of it pointing back to the same truth — the work you do on the mundane is what makes the magic possible. That's how you Own Your SSWING.Shop the new G'day Golfers hat

The hours are the same, or maybe fewer, but the work has gotten heavier. More context-switching, more overlapping priorities, more pings fracturing your attention. And a nagging sense that all the effort is producing diminishing returns.Melissa Swift has a name for what's happening and a framework for fixing it.In this episode of The Good Leadership Podcast, Charles Good sits down with Melissa Swift, author of Effective: How to Do Great Work in a Fast-Changing World. As a founder, CEO, and former leader at Mercer, Korn Ferry, and Deloitte, Melissa offers a clearer way to think about what effectiveness truly requires. So if you're tired of running harder for less, listen in to discover what you should stop doing to get it back.What You Will LearnThe Effectiveness Architecture — the four-element "two-story house" (Knowledge and Methods on the ground floor, People and Technology above) and how to quickly diagnose your own dominant strength and blind spotsWhy burnout is really about intensification, not hours — the specific ways organizations unintentionally turn up the intensity dial, and the "stop-doing" moves that bring it back downHow to handle emotion at work — practical behaviors for the moments managers dread: the blow-up, the tears, the team at warWhy complaints are data — how to tell the difference between an early-warning signal worth acting on and noise you can safely let goThe power of strong Methods — how repeatable design creates "optionality" when chaos hits, instead of leaving you dependent on heroic improvisationLeading in a hyper-transparent world — what one leader's awards-ceremony misstep reveals about how intentions get distorted, and how to build trust through visible decision-makingMelissaSwifthttps://www.anthromeinsight.com/https://www.linkedin.com/in/swiftmelissa/Order Melissa's latest book on Amazon, 'Effective: How to do Great Work in a Fast Changing WorldChapters00:00 The essence of effectiveness in leadership02:47 Understanding the Effectiveness Architecture10:48 Navigating work intensity and burnout15:53 Managing emotions in the workplace22:04 The power of strong Methods26:47 Thriving in a hyper-transparent world29:31 Navigating data-driven conversations31:38 Closing thoughtsSubscribe to The Good Leadership Podcast: [⁠⁠⁠⁠⁠⁠Apple Podcasts⁠⁠⁠⁠⁠⁠] | [⁠⁠⁠⁠⁠⁠Spotify⁠⁠⁠⁠⁠⁠] | [⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠]LinkedIn: ⁠⁠⁠⁠⁠⁠linkedin.com/in/charlesagood⁠⁠⁠⁠⁠⁠Substack Channel (Outlearn to Outperform): ⁠⁠⁠⁠⁠⁠charlesgood.substack.com⁠⁠⁠⁠⁠⁠LinkedIn Newsletter (The Outlearn Advantage): [⁠⁠⁠⁠Subscribe⁠⁠⁠⁠]

¡Semana histórica para el golf mexicano!Arrancamos hablando de la espectacular victoria de Álvaro Ortiz en el Korn Ferry Tour, un triunfo que vuelve a poner al golf mexicano en el centro de la conversación y que podría cambiar el rumbo de su carrera.También analizamos lo ocurrido en Colonial, donde Russell Henley volvió a demostrar por qué es uno de los jugadores más consistentes del PGA TOUR, además de repasar las historias más relevantes de la semana.Por supuesto, hacemos la previa del Mexico Championship, que arranca esta semana en el Club de Golf La Hacienda, y les contamos todo lo que necesitan saber antes del inicio del torneo.Y para cerrar, una interesante charla con Ángel Gómez, quien nos explica los detalles de la clasificación que se jugará en Puerto Peñasco y que otorgará lugares a jugadores mexicanos para el VidantaWorld Mexico Open.

In this episode of Hack It Out Golf, Mark, Greg, and Lou welcome Champions Tour star Steven Alker. They explore his journey from New Zealand amateur golf through the Canada, European, Korn Ferry, and PGA Tours, to his remarkable Champions Tour career: 11 wins, a perfect 104/104 cuts made, and 76 top-10s in just 104 events. Steven shares the key shifts in his game: smarter (not harder) preparation, mental freshness, energy conservation, a simple technical blueprint with strong face stability, and giving himself freedom to enjoy golf with less self-pressure in his 50s. A great listen on career longevity and unlocking peak performance later in life.If you have a question you want covered on the pod, please submit here: https://www.hackitoutgolf.com/contact/Listeners can also leave us a voicemail! https://www.hackitoutgolf.com/voicemail/Where to find us:Mark Crossfield's weekly newsletter: https://www.crossfieldgolf.com/subscribeMark Crossfield on Twitter: https://twitter.com/4golfonlineMark Crossfield on YouTube: https://www.youtube.com/user/4golfonlineLou Stagner's weekly newsletter: https://newsletter.loustagnergolf.com/subscribeLou Stagner on Twitter: https://twitter.com/LouStagnerGreg Chalmers on Twitter: https://twitter.com/GregChalmersPGAThe Hack It Out Golf Podcast on Twitter: https://twitter.com/HackItOutGolfSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Gabi Picciotto não tem dúvida em afirmar que existe um poder imenso em acreditar — acreditar de verdade, sem garantias, sem controle, sem precisar que o mundo confirme primeiro aquilo que o coração já sente. Talvez por isso ela tenha dedicado sua trajetória a compreender o encontro entre consciência, emoções, espiritualidade e realidade concreta. Porque, para ela, não existe expansão verdadeira quando usamos a espiritualidade apenas para fugir de nós mesmos. Fé, na sua visão, não é negação da realidade — é uma força interna capaz de reorganizar a maneira como pensamos, sentimos e caminhamos pela vida. Doutora em Psicologia, com foco no fenômeno do spiritual bypassing — o uso inconsciente da espiritualidade para evitar dores e processos internos — ela construiu uma caminhada que une profundidade emocional, sensibilidade e uma rara experiência no universo corporativo. Passou por empresas e consultorias como Unilever, Korn Ferry e Walking the Talk, até perceber que sua missão era justamente integrar mundos que durante muito tempo pareciam separados: alma e estratégia, intuição e ação, espírito e matéria. Hoje, ela conduz pessoas e organizações em processos profundos de alinhamento, expansão e desenvolvimento humano, ajudando pessoas a viverem com mais verdade, consciência, leveza e propósito. E talvez uma das mensagens mais bonitas do seu trabalho seja justamente essa: quando alguém acredita verdadeiramente em si, na vida e no próprio caminho, algo dentro começa silenciosamente a mover montanhas. Neste papo com o podcast "45 do Primeiro Tempo", a terapeuta, consultora organizacional e autora do livro A Voz da Alma contou sua história de vida, trouxe seu olhar para este momento que estamos atravessando como humanidade e foi categórica: “Aquilo que pensamos silenciosamente molda a nossa realidade". Learn more about your ad choices. Visit megaphone.fm/adchoices

Gabi Picciotto não tem dúvida em afirmar que existe um poder imenso em acreditar — acreditar de verdade, sem garantias, sem controle, sem precisar que o mundo confirme primeiro aquilo que o coração já sente. Talvez por isso ela tenha dedicado sua trajetória a compreender o encontro entre consciência, emoções, espiritualidade e realidade concreta. Porque, para ela, não existe expansão verdadeira quando usamos a espiritualidade apenas para fugir de nós mesmos. Fé, na sua visão, não é negação da realidade — é uma força interna capaz de reorganizar a maneira como pensamos, sentimos e caminhamos pela vida. Doutora em Psicologia, com foco no fenômeno do spiritual bypassing — o uso inconsciente da espiritualidade para evitar dores e processos internos — ela construiu uma caminhada que une profundidade emocional, sensibilidade e uma rara experiência no universo corporativo. Passou por empresas e consultorias como Unilever, Korn Ferry e Walking the Talk, até perceber que sua missão era justamente integrar mundos que durante muito tempo pareciam separados: alma e estratégia, intuição e ação, espírito e matéria. Hoje, ela conduz pessoas e organizações em processos profundos de alinhamento, expansão e desenvolvimento humano, ajudando pessoas a viverem com mais verdade, consciência, leveza e propósito. E talvez uma das mensagens mais bonitas do seu trabalho seja justamente essa: quando alguém acredita verdadeiramente em si, na vida e no próprio caminho, algo dentro começa silenciosamente a mover montanhas. Neste papo com o podcast "45 do Primeiro Tempo", a terapeuta, consultora organizacional e autora do livro A Voz da Alma contou sua história de vida, trouxe seu olhar para este momento que estamos atravessando como humanidade e foi categórica: “Aquilo que pensamos silenciosamente molda a nossa realidade". Learn more about your ad choices. Visit megaphone.fm/adchoices

00:00:00:14 - 00:00:14:01 Unknown Gentlemen. I'm not supposed to be here. 00:00:14:04 - 00:00:31:21 Unknown This is a close call. Welcome to Close Course, presented by Pins and Aces, where the mic is open and the drinks are cold. This is the spot where golf meets good company athletes, artists, reality stars, and the pros who live on the greens. From tee boxes to tour busses, from green rooms to greens. We're asking the questions you won't hear anywhere else. 00:00:31:23 - 00:00:44:14 Unknown We talk sports. We talk life. We talk everything in between. No scorecards, no pressure, just good vibes and stories that will make you laugh, think and maybe even grab your clubs. So let's tee it up and let it fly. 00:00:44:16 - 00:01:05:07 Unknown Hello everyone and welcome back to your favorite golf podcast, Close Course, presented by Pins and Aces. I'm your host. Play Corson here with my co-host, as usual, Eric, Nick and Liam. And before we get into it guys, we got some exciting news regarding Closed Course the podcast. We are now partnering with Guerilla Sports. You guys, you're going to see us everywhere. 00:01:05:08 - 00:01:19:29 Unknown They're an incredible con, some new content, some new clips. We're just leveling up. We're leveling up and we want to hear a lot of what you guys want to hear to. We want more of what you guys want to see more of what you want to hear, more guests you want to hear from. But we're excited. We're excited to partner with Girls sports. 00:01:19:29 - 00:01:35:21 Unknown Going to be something big for close cause yeah, it's really good. And you know, we've talked about it for a while. It's like, hey, how do we level up close course, how do we pump out more content? And now we've got the professionals behind it, you know. So yeah it's great. I'm really looking forward to it. It's exciting. 00:01:35:21 - 00:01:50:20 Unknown It's funny thinking about it like two years ago when the podcast was like me, you, John, would like talk about conspiracies every week. Yeah. Like we would film it with like one camera. Then it got better with you guys and Evan. Then we got three cameras set up. But yeah, now with them, I think it's going to be even more legit. 00:01:50:21 - 00:02:05:09 Unknown Yeah. Next level. Exactly. I'm excited. Yeah. I mean, I feel like it's exactly what we've we've been the rebrand, if you will. Seven months. Five months. Yeah. Yeah five months. So no I'm excited because like like I said, I think the more content the better. I know people want to see a lot more from us and hear a lot more from us. 00:02:05:09 - 00:02:21:22 Unknown So. So yeah. And grow the sports. They're just a national media and production company based out here in Colorado. So it's local, which we love that we love that they're known for their high level content, athlete access and building shows that actually move online. So you're going to be seeing that you're going to see a lot of collaborations with girls sports moving forward. 00:02:21:23 - 00:02:43:10 Unknown The show is going to stay the same. Show is going to stay the same, you know, but it's still going to be us talking golf and interviewing celebrities. And I think it's cool because we're still in the same studio at our HQ, and these guys brought the professionals to us and got the new camera set up, you know, all these different things to elevate it, but keep it still in our studio here at HC. 00:02:43:10 - 00:03:00:04 Unknown So that's pretty nice. Yeah, I'm really excited guys. And leave the show and go back to work. Exactly. Yeah. People forget we got the day jobs. We were still run a company pens. And I honestly forget that sometimes. Yeah that's right. Yeah. Blake's like, can you guys make it there? It's like, yeah, we'll be here, man. It's Monday at 1:00. 00:03:00:05 - 00:03:13:25 Unknown It's so true. We'll definitely be here. Well, I don't think we've had a catch up since the Masters. I think the last time we talked, just us was. Yeah. Pretty master. Yeah, it's been a minute. We've had a lot going on. Yeah. Really busy voice right now. Yeah. If you can't tell, I've had a hell of an April man. 00:03:13:25 - 00:03:29:26 Unknown I've had a hell of an April. I did Coachella for seven days because I went to four days, Coachella, three days in LA, and then back for one day when Savannah, Georgia, for three days back for one day. Went to Stagecoach for five days. Now I'm back for one day. I go to Nashville for six days. So it's been a hell of a month. 00:03:29:26 - 00:03:51:24 Unknown It's been a hell of a month, but it's just thinking about to be back, man. Yeah, it's been a lot. I mean, that's that's a lot. So when you're at Coachella, I mean, I don't really know what it's like a music festival and there's different people. I saw this, like Instagram graphic that was like Coachella lost money in his first year, you know, and the guy put all this money into it and sold his house and you know, or whatever to, to fund it. 00:03:51:24 - 00:04:06:19 Unknown But what is Coachella like? Yeah. Where is what is it? It's funny you say that because I saw that too. And I was like, you know, I've never done research on Coachella. Like, how did it start? Would it begin in 1994? The the founder of what is now Goldenvoice that runs Coachella, Stagecoach and a bunch of other events. 00:04:06:24 - 00:04:25:08 Unknown He's all over the world. He had this back then. There was no music festivals like it wasn't a thing. So he was one of the first ones to do it. And so he created this music festival and everybody thought it was going to fail. They were like, this is ridiculous. But he was like, he had the idea of instead of getting one massive headliner, you get a bunch of smaller ones where people don't come for one person, they come for the entire lineup. 00:04:25:08 - 00:04:45:19 Unknown And that's like a revolutionary thing. But the first year got his ass kicked, lost $800,000, sold, is sold his house, lost everything, sold his car, started to build it up again. And then Woodstock 99 happened and scared everybody away from music festival because I was such a shit show. That was Limp Bizkit. Yeah, Limp Bizkit and corn. And it was like crazy, you know? 00:04:45:20 - 00:05:04:22 Unknown It was like, yeah, all the crazy, like it was horrible. So brands backed away and they were like, we're not touching music vessel. So then he lost everything again. Lost his house, lost his car, lost his wife. But he didn't give up. And he stayed on it and he slowly built it. And then I think he said in like 0304 he got Rage Against the Machines as a headliner and sold like, you know, 50,000 tickets. 00:05:04:22 - 00:05:23:13 Unknown And then from there, this last weekend was the biggest two weeks. So it's over two weekends, same lineup every day for two weeks. Well, the weekends. And he made $200 million in 14 days. What is it like? My buddy goes to this thing where they camp out in a desert, Burning man. Is it like that? Like, where is Coachella? 00:05:23:13 - 00:05:50:20 Unknown Where is it at? It is a desert. It is in the desert, but it is stage. And like people are just on the lawn. They camp out there still. And what do you do? There's like what, three know. There's big stages and then a bunch of little like activations I think Coachella. So there's 200 artists. It's massive. What Coachella I want to say there's yeah there's actually I think there's now like three main stages at Coachella and like 5 or 6 small stages and then like a whole bunch of even smaller like stages that you play like activation brands and things like that. 00:05:50:20 - 00:06:09:00 Unknown And it's I will say it's turned into it's more you go for the party now. Still there are still people go for the music. Don't get me wrong. And it's one of the most beautiful, well put together, cleanest festival you'll ever be. It's never art. It is. Yes, they have art installations. It's very California, you know. Where is it? 00:06:09:02 - 00:06:27:01 Unknown So it's in desert. Yeah. So palm flying to Palm Springs, and then you drive into Indio, India. Indio. And it's just a big open field, basically open. It's an old polo club that they turn into. Where do you stay there like hotel. So that's the hardest part. That is the hardest part. So you can camp but it's obscene like we're talking just for there was. 00:06:27:02 - 00:06:44:21 Unknown I remember we were looking because this year was crazy with Bieber like ticket. We broke all the records, tickets, price, everything. He broke everything. Merch. He sold like $7 million worth of merch the Friday before his show. The first weekend. Just alone. Just insane stuff. A we were looking online because we wanted to get our own place because we were bringing the kiddo. 00:06:44:23 - 00:07:00:13 Unknown I was working so like, it's hard because I was playing. So we were looking and for a truck bed in the campground where they have like a topper, $6,000 for three nights a week. That's when they supply the truck. They supply the truck bed, but you sleep in the truck bed for $6,000 for three nights. That's how insane it is. 00:07:00:14 - 00:07:28:24 Unknown So the house and the house is now the crazy part is it's become a business. Obscene. It's become a business where I remember brands and like rich people very well off successful people will buy houses out there and completely just redo them and make them massive. We're talking resort style pools, arcades, basketball courts, all this, and they will make their mortgage the month of April because they'll do three weeks of $20,000 a night, like just boom, because, you know, 12 bedrooms kind of thing. 00:07:28:24 - 00:07:50:20 Unknown So where did you guys stay? So for Stagecoach, we stayed that money. No, no, no. But why would you spend it if you did know. Exactly. Yeah. But remember. So I played Stagecoach, I played the honky tonk, which is like the big stage at Stagecoach in 2022. And we got remember that house we stayed in? Yeah, that was this massive house, like massive house for like I posted for it. 00:07:50:20 - 00:08:05:29 Unknown All of us posted for it and I think I paid like five K and it's normally like $60,000 for the weekend and I paid like five K. Wedding venue. It's a wedding venue. It had everything a recording studio. It had basketball court, pickleball court, tennis court, Olympic sized pool. It had like 12. It was insane. It was just insane. 00:08:05:29 - 00:08:27:05 Unknown So that is like it's one of those festivals where like, it is like when I was walking out on Sunday, I was walking out because we brought my kiddo and it's literally your FYP page, like it's just all celebrities. And I was going out through like the artists VIP area, just all celebrities, all the Instagram models you see on your FYP, all the fucking streamers. 00:08:27:06 - 00:08:45:21 Unknown You know, there's massive streamers right now, like speed, all those guys, neon, they're all walking by. It's a wild thing, man. And you see Ashton Kutcher, you'd be standing next Ashton Kutcher are those guys. Are they getting free like tickets just because they want to be there? It's it's not only from the festival that because that's three. Yeah yeah brands. 00:08:45:21 - 00:08:59:25 Unknown So I went I actually went to church with Stagecoach. So they gave me a bunch of artist passes. But usually it's brands like a brand like T-Mobile will be like, hey, we'll give you five passes you have to post for us, and they'll pay you sometimes and stuff and they'll put you up. And so it's just it's turned into a whole. 00:08:59:27 - 00:09:30:15 Unknown It's just a monster, man. It's just the most insane, exhausting, but also like, really cool, like I saw. I mean, the last couple of weeks I've seen obviously Justin Bieber, Sabrina Carpenter, hoodie and the Blowfish, Post Malone, third eye blinds. It just goes on and on. It's the most random musicians, but music and John was but it's it's incredible because I mean that was one of my favorite memories was I can't remember what year it was, but we were standing there in the VIP bar, artists backstage and Mila Kunis like fangirl too, over him and G. 00:09:30:16 - 00:09:48:18 Unknown Yeah, it was wild. And Mila Kunis is like talking to them. And I'm here having drinks and we're doing shots at the bar. It's me. Scooter Braun, Ashton Kutcher, and Matt Stafford. Yeah, yeah, we're just chopping it up for 30 minutes. Y Miller's fan girl. Yeah, yeah, it was wild. She was like, are you two? Because we weren't public yet, so we were so private. 00:09:48:19 - 00:09:59:06 Unknown And she was like, G and blade. She was like, are you two dating? And we were like, yeah. She's like, am I one of the first people to know this? And so is kind of we got all on film to every dog for got. It was a cool moment. We'll get you guys those photos. Yeah. Yeah, it's really cool. 00:09:59:06 - 00:10:15:12 Unknown But that's just the way it is. It's you'll you'll be in like, the artists VIP and you'll just be standing next to like, yeah, you'll be having shots with whoever. Imagine you'll just be, like, standing next to Sweeney or Kendall Jenner and. Yeah, thanks for inviting me. I remember that next year, Sidney, this year, like, who's the guy who? 00:10:15:12 - 00:10:35:04 Unknown Just one. Or he was like Frankenstein, you know? And he's part of euphoria. The tall guy that everybody fucking upset Jacob Elordi or something. Yeah. He got caught by like a fan in VIP making out with Kendall Jenner. I guess they're dating. You know what I mean? It's just it's a wild, wild experience. But if you haven't been, people get scared of it because, like, oh, it's just influencers and celebrities, like, don't get me wrong, it is. 00:10:35:06 - 00:10:52:08 Unknown But there's 250,000 tickets sold over two weekends for Coachella. 15% of that is influencers. So it's really an incredible festival. If you ever get a chance, there's a reason people go back, like there were people who were talking to have been like 15, 16 years. And it goes, it's not just like 7 to 10, is it like all day? 00:10:52:11 - 00:11:14:24 Unknown It's Torcello. Very much so. Yeah. Coachella. Ope door was at three, closes around 2 a.m. maybe. But then during the day the brands do like we went to Revolve Fest and you have huge, massive musicians playing, you know what I mean? You go to all these activities. Marvel have bigger artists better than Stagecoach. I was saying up to the point where, like, I kind of just want to go for the parties because they, they have a hell of a lineup, you know what I mean? 00:11:14:24 - 00:11:33:22 Unknown So it's just a beast, man. It's a lot. And you get 20,000 steps in a day. It's just it's crazy. But I always like, regret it. But then, you know, I finished and I'm like, I can't wait for next year. So how long is your set? Each day I play, so I play 19 for somebody or you just it's just you and just dancing and you're doing the shit in front of all this. 00:11:33:23 - 00:11:46:10 Unknown Yeah. I play in, like, this enclosed tent, which is. And I'm air conditioned, which is, there's not many air conditioned. So it's a pretty popular tent. And yeah, I play for 90 minutes. There's like, you know, they have like a lineup play for 90 minutes in this like little enclosed tent. And it's super fun, man. It's a vibe. 00:11:46:10 - 00:11:59:21 Unknown And it's it's like it'll get packed because like Sabrina Carpenter let out and it'll be packed in their shoulder to shoulder, like sold out. And then, you know, all of a sudden the strokes are starting on the next stage and then kind of empty in the next week. So it's a revolving door. But it's fun. It's a really fun spot. 00:11:59:22 - 00:12:16:04 Unknown They're really there for the AC not you. Yeah. No AC in the fucking misery. Yeah. It's so hot out there. Yeah I don't know if it was Coachella or Stagecoach, but Jake Worthington, who was on our pod, was singing with Post Malone. He they called it. Yeah. Last night he called him up and I was like, I literally turned. 00:12:16:05 - 00:12:30:24 Unknown I was like, he's been on my part. He was on a podcast. Yeah, I saw that clip today and I was like, what the hell? Yeah, he pulled up. He's like blowing up. Well, post is such a post. Loves post is such a historian of music. Honestly, like he he might be the most versatile artist of all time. 00:12:30:27 - 00:12:43:23 Unknown Like he could do everything he was. His set last night was really good to, which is insane to think I was just there. I was up till 2 a.m. and you were at when Jake Weddington was there? Yeah, I was, did you see him or say hi to him or anything? No. So I didn't know I didn't. Okay. 00:12:43:25 - 00:12:59:14 Unknown Because he was he was like back backstage okay. Yeah. But what I was gonna say. Yeah. So I posted, you know, obviously he's got this whole thing where he's like gone country now and he's like kind of rebranded. But he played a bunch of his old stuff, which was dope. He did a ton of covers, but he played White Iverson Celebration. 00:12:59:15 - 00:13:22:13 Unknown Yes. What ever since. Circles not celebration. Congratulations. Yeah, he played all those, but it had a country spin to it. But it reminded me of Old Post. And he's such a performer, man. He's such. Yeah. He's good. Incredible. So he was probably my second favorite. Bieber was the best of all three weekends. We were talking about that with thought because everyone was like complaining about the YouTube. 00:13:22:13 - 00:13:36:22 Unknown But then the it's the copyright of music because he sold his whole he sold his whole library, play anything live. Well, he could, but he would have to pay. Yeah, he'd have to pay royalties. So what did he do? So he used YouTube. That's why he used it. And how were how was that amazing. If he's just he was watching my YouTube video, so. 00:13:36:23 - 00:13:52:06 Unknown Okay. So I liked it because he was he was discovered on YouTube. So it was like a very full circle moment for him. He was showing the old YouTube videos that he got discovered on and was singing over top of his old baby voice, kid voice, so he was singing on top of it. To me, it was just very artistic, the way he like, did everything. 00:13:52:07 - 00:14:08:08 Unknown It was like, this is my new self, this is who I am now. Swag the new album. But he was still paying respect and like, you know, to who he was and who he became and how he became famous. And I thought it was like very therapeutic. I'm not the biggest Bieber in the world or believer or whatever they call him. 00:14:08:08 - 00:14:24:14 Unknown But like, even I walked away with that and I was like, so yeah, but I walked away with that and I was like, Holy shit. Like, I got goosebumps. I was like, this kid has been through. So, you know, we don't know. Yeah. But like, he's been through a lot. We know, you know what I mean. But and like we know. 00:14:24:17 - 00:14:41:03 Unknown So it's like it was like he was literally up there like healing. It was cool I enjoyed it. But I get why. Because Sabrina Carpenter's stage was like, well it's like sexual Sabrina. Super sexual. Well, yeah. But it wasn't even that. Like, I went to Lady Gaga last year and it was the most insane stage setup I've ever seen. 00:14:41:09 - 00:14:55:27 Unknown And then Bieber walks out there. It's just him, a fog machine and a laptop, and he crushes it, you know what I mean? So I think a lot of people, that's cool, probably a lot of people. So for a show like that where it's like someone huge, how many people are in the crowd for his stage? I've never so Bieber they oversold. 00:14:55:27 - 00:15:15:15 Unknown I've never seen artists was packed, VIP was packed, gay was I've never seen so many people for Bieber for a that's my fifth Coachella. I've never seen it. So they oversold like like dangerous. Oh no no no. Because I I'll show you some say close to over 100 probably. Maybe more 200. Yeah. Maybe for flat right. Elevated like. 00:15:15:19 - 00:15:32:26 Unknown Yeah. If you're if you're back there you're not seeing shit. Yeah. But they do a really good job of like putting another screen with speakers and another screen. It's crazy like like sounds like I get it, I get it. So you'll have the stage and then probably like 200, 300 yards out for the second half they put up big screens so those people can see the stage. 00:15:32:27 - 00:15:53:00 Unknown And this is going to sound douchey. But like I would never go if I didn't have the artist. Oh God bro I'm never I'm already in like the camp. I don't do many concerts, but the last couple last year Eric took us to Jason Aldean, were backstage. We meet Brittany, you get spoiled, and then we go to Jake Worthington's top at Red rocks. 00:15:53:00 - 00:16:08:23 Unknown We're on stage. We're in his fitting room. I'm like, look at those peasants out there. There. And I'm not, you know, I'm like, yeah, it spoils it for you. Yeah it does. It does for sure. Especially at festivals. It's just festivals are so brutal. But but yeah, that's what I've been up to. In April. So it's been a lot. 00:16:08:24 - 00:16:25:29 Unknown But so do you like baby baby baby pre nut drop or after. It's nuts dropped pre pre baby I like I like the OG the song. 00I like the ogg do the OG. And I was so worried that he wasn't going to play his old stuff. And then he played it all, which was so cool. It was, it was incredible. 00:16:25:29 - 00:16:40:22 Unknown And then I think there's word on the street that he's going to be first, he's going to do a world tour, and then there's word on the street that he's going to do the Super Bowl halftime show, really the world tour. So if he does world tour, he'll actually perform. But the label, the company who owns all the songs would get half. 00:16:40:23 - 00:16:54:09 Unknown And then he they pay him. So it's like, hey, you can sing our songs now, it's his. But then they'd pay him a fee. There would have to be some kind of mutual agreement. Yeah, I don't know what that contract looked like when he sold it. How much he sell it for? Hundred million. Because it's like when Taylor. 00:16:54:11 - 00:17:12:14 Unknown I mean, scooter has all the Taylor's music, so. Yeah. And she, like, recorded everything. Yeah. To big fuck you screwed. Up. I saw scooter fucking making out with Sydney Sweeney. This. Where was TMZ? Oh, no. They've been together for a while. Oh, I thought that. Yeah, that for a while. We could have clipped that here. I was like, man. 00:17:12:18 - 00:17:29:21 Unknown But yeah. So we went to. We went to Sydney soon. He's like little pop up. She had a siren pop up for her lingerie and they did a really good job. It was all karaoke. So she was in there seeing karaoke with fans. I saw her with Riley Green. She did with Riley Green. She did it with Who's the other podcast or the hilarious podcast or like a comedian, the biggest. 00:17:29:21 - 00:17:50:20 Unknown I can't think of the black guy. No goofy comedian. White hair has like a long good thing. Anyway, he was did the honky tonk with Caleb driving crazy. Anyway, he was in there singing with her and it was fun. It was. It was just a fun. What's his name? The guy in tires. 000, no, I love this is awesome. 00:17:50:25 - 00:18:13:02 Unknown I think it sounds like a busy couple weeks, but yeah, it's been it's been a lot. It's been a lot of us have day jobs. Yeah. Well, now for the boring stories. Yeah. Master's party. That was the best party. It was good. I would say that. I didn't know how serious people took golden tea. Oh, my God. Like, I knew people played and like, you know, had fun at the bars. 00:18:13:02 - 00:18:27:19 Unknown But it was like the Wednesday before I made a rule sheet and I just put it in ChatGPT. I was like, just make like a basic rules for golden tea. Print it out. Cool. I had like 25 people come up to me like, what about this? What about this? What if I tie? Can I log in? Can I change my ball? 00:18:27:20 - 00:18:44:25 Unknown Can I use my clubs? And I'm like, you can log in, you could bring your own. Yeah. Like you could log into your character using your email. And then they have all their clubs or custom balls. They have handicaps. And that's how I was like, no, no, we're we're just keeping it stuck. Like. And they're like, oh. 00:18:44:26 - 00:18:56:18 Unknown And I was like, I don't know. Well, one guy was flexing like he was a top 50 player in the world. Yeah, there was a lot of talk about it and it was like, come for that? Yeah. You know what I mean? I was probably the biggest draw was the golden tee. All for a free golf bag. Yeah. 00:18:56:19 - 00:19:11:13 Unknown For a goal. Get it though. Let's go back. And it was like a three hour tournament. Oh my god. And like, towards the end, like, people didn't really care like or at least I didn't. And there was like a table there and people were like asking people to move, get out the way because they would step back like five feet. 00:19:11:14 - 00:19:28:24 Unknown Yeah. And then like walk into it and then I'm like, this is great. I got eliminated first round by Nick. So I bald out and you guys playing around I we didn't I got lucky like I hit a good shot and I had like an eagle putt and Eric hit in the water was like I lost. Yeah I just conceded you know people were taking it. 00:19:28:27 - 00:19:43:29 Unknown Get my sandwich now that's so funny. I mean I've seen videos obviously on social, but I didn't realize it was so like widespread I guess, like people in Denver, you know what I mean? It was crazy, like people like a lot of people showed up because they knew pins or whatever, but some people showed up just to play Golden T. 00:19:44:05 - 00:19:58:16 Unknown That was a great test with it. Yeah. Videos and pics. Yeah, it looks great. I was like, that's awesome. I would, I would always I would love to know people do that, you know like what is their handicap in real life. Like are they big golfers. Like if you look at them you're like, oh yeah, you're a golden tee golf. 00:19:58:16 - 00:20:15:24 Unknown Yeah, you're a golden key guy. Yeah. All right. Yeah. They're virtual okay. Some people were like, yeah I'm like a plus 15. Can I log into my character? I'm like, how are you a plus 15 on Golden Teeth? Yeah, on Golden Team. But yeah, they were taking it real. I think golden years now I kind of want to play like I don't think I've ever played until like that. 00:20:16:00 - 00:20:32:03 Unknown I've never played golden. It's fun for like 20 minutes. Yeah. It's fun. Yeah. But I would never play. It was like, yeah, yeah like forever. Because what were we doing? Three holes. Yeah. It's like three whole matches and one guy lost. And it was single elimination because there was like 60 people in it. So I didn't want to go for eight hours. 00:20:32:03 - 00:20:47:28 Unknown And he came up to me and he's like, is it really single elimination? And I was like, yeah, we don't have all. He's like, damn it. I was like, sorry, man. Like, it's just a Saturday. Like we're just trying to drink and have a good time. Yeah, exactly. And like, don't take it out on me. I pointed at Rory. 00:20:47:28 - 00:21:03:29 Unknown I'm like, hey, he made the rules. You can talk to that guy if you have any shit to talk, talk to him. So what did we think about the Masters? What did y'all. I know that we we we we placed some bets there. My guy made Iran. Yeah, I took Rose. Oh, you took Rose. Oh, okay. I bet on him Sunday morning. 00:21:04:00 - 00:21:24:02 Unknown Did you? But yeah, it was fine. I took we talked about it like Bryson shut the bed on that. Looking back on it now, hindsight's 2020, but I should have gone with Rory. Well, we had nothing to prove. I think next reasonably well. Well, even like we were talking, Nick on that Saturday while we're at the stones, when he was slipping and dropping. 00:21:24:02 - 00:21:41:12 Unknown And his line at the time was, what, -150? And I was like, put everything on him. Yeah. And I didn't do it, I did it, I bet him. Did you? Yeah, I bet Rory. And then. And then he dropped even further after he said that and he was like plus 150. So I put another $50 on DraftKings. He had given up, like, what, 4 or 5 strokes? 00:21:41:13 - 00:21:56:13 Unknown Like in what, the first seven holes? Yeah. Wow. Kind of fell in apart. Yeah, I guess he kind of did. Yeah, yeah. Well, that was crazy, but. Yeah. And then Fitzpatrick's brother got his card. That was. That was cool. I didn't know how that worked. I didn't know, you know, because it's a team event. It's like you get points. 00:21:56:13 - 00:22:11:11 Unknown It looks like they got some points. He doesn't get into all the majors. He gets into the PGA Championship. He still got his two year card. He gets his two year card which is cool. But like you know when Rafa won a Bermuda it was a not a main of it. You know it was like an off week event. 00:22:11:11 - 00:22:28:09 Unknown But he still got an invitation to the Masters, the players, the British, you know, all the majors pretty much. He only got into the PGA Alex. But that's still cool. I mean he just went on the DP tour a couple of weeks ago. So he's a solid player. He's really good. And yeah, now he he gets to play with his brother. 00:22:28:12 - 00:22:48:23 Unknown And Matt Fitzpatrick is playing great. Obviously won back to back weeks one of the BC last week. And you know now wins with his brother this week. So he's a really good player. He's third third in the world. So what was the format. It was the last day of all that was alternate shots, what I thought. And so they shot like 100 alternate shot, which is pretty hard to play alternate shot. 00:22:48:23 - 00:23:06:20 Unknown But then I think in four ball they shot 57, which is 1400 in best ball. That's just best ball and that's balling. That's like yeah that's that's that's balling. And then I don't know if there's a scramble I don't know if it's one day's a scramble. I don't think they play a scramble. I think it's you're playing your own ball every time. 00:23:06:20 - 00:23:26:22 Unknown I think it's maybe three rounds of four ball and then final day is alternate shot. Yeah. Well, before this started, we're also talking about the nuggets. By the time this comes out, you know, we'll kind of see what happens. But they're down what 3131 right now playing at home tonight. Elimination game. What do you think's going to happen if you had to predict. 00:23:26:23 - 00:23:49:18 Unknown Do they advance from the series yes or no. Oh I they can do it because they've won three games in a row before in the playoffs. Yes or no and yes or no EV I'm going to you got to say yes or no. I have to say yes like I want to say yes to because it's like there's no excuse not to win the series with and even Kenzo out right now. 00:23:49:19 - 00:24:05:20 Unknown Yeah. It's just our guys just have to, like, make buckets and like, play with some, like, adversity. Like, it's like they're playing like their backs aren't against the wall right now and they need to come out swinging. I think they can I'm going to say yes. I think they definitely win tonight. And then if we go I think we win a game seven. 00:24:05:20 - 00:24:22:08 Unknown So if we win tonight and we go into Minnesota and win, they should have never lost game two and three, though. That's the crazy thing. Well it's like they were up big in game two. They had a 19.1 quarter lead. Or maybe that was game three. No no it was game two. How did they lose it up. Yeah. 00:24:22:11 - 00:24:39:03 Unknown And yeah yeah. Now you're up two. You go into minutes you might lose one. But now you go. Now it's probably reversed. It's probably three one if they win game two. What do you say yes or no. I say yes, I say I think if Ant's out and de la Kenzo is that even though he's a good little role player. 00:24:39:04 - 00:24:56:24 Unknown Yeah. If those guys are out, I think, I think they get it done. But they have to come in and play with like a ten city locked in. They get a little sloppy. Yeah, they're not disciplined. They need to get some discipline and and go forward. But we'll see. And everyone said to like if they would have lost that last regular season game. 00:24:56:24 - 00:25:14:25 Unknown They get the rockets in the playoffs and the rockets are down three one to LA. And everyone's like oh Minnesota. Now they got Minnesota. They could have lost had the rockets. And everyone's like oh Minnesota's a different team. But like Minnesota is the Nuggets Achilles heel I feel like starts with the avalanche. Yeah exactly. You know it's like I would have rather had the rockets. 00:25:14:25 - 00:25:33:19 Unknown But if they can get past the Timberwolves then you know I think they they could do well. The one tough thing about that is like we're kind of dug our own grave here because now it's like we have no choice but to go seven games. So if we win in seven, San Antonio is going to be rested. There are long women and then we're going to. 00:25:33:21 - 00:25:48:18 Unknown Oh he's played last night. Oh yeah. But then it's like the turnaround from the first series to the second round is going to be a day or two on us now. It's just like we already kind of look a little like Tired and Glass and it's like so it's a good transition because number one I'd agree with that. 00:25:48:19 - 00:26:04:16 Unknown But there are pros and cons. You're saying no you don't. I think they win tonight and lose Minnesota. Yeah. If if you're not well I get like the rest thing. But sometimes it can also hurt you like you can be. You're not as fresh and maybe they can just keep that momentum going. Hey we won three in a row. 00:26:04:17 - 00:26:26:11 Unknown Now we go into San Antonio and win. Flip side talking about more Denver sports is the avalanche. I was really hoping they would lose selfishly. Game five, game four, because in game five would have been Wednesday here and I would have begged you for tickets. But now, I mean, now they're going to have 8 or 9 days. All the other series are pretty close. 00:26:26:11 - 00:26:46:08 Unknown Let's see. Like hockey I think is great where you get the Rask especially like our second round series is against Dallas or Minnesota, where that should honestly be the Western Conference finals, the NHL playoffs. Eating is ridiculous. So let those two teams beat the shit out of each other for the seven games where rest is big in hockey. 00:26:46:09 - 00:27:04:12 Unknown Yeah, you got your legs back and everything like so. I think that works in our advantage completely. I think the eyes are going to sweep their way through the Stanley Cup. I don't see anybody given this. What? It's so good. I mean, I agree it's a possibility, but hot playoff hockey is crazy though. Like anybody any I mean any given Sunday. 00:27:04:12 - 00:27:24:05 Unknown But like you can these if you get a hot goalie that's what it is. It's a hot goalie and we have the hottest one right. We do wedges on. I don't know much about hockey, but that was like do you like their hockey? Their keeper didn't lose a game keeper. So whatever. That's a good soccer term. But what's crazy is I saw that. 00:27:24:07 - 00:27:43:01 Unknown Do you goalie. He shot the free throw before the game. Oh really I think game two. Oh nice. That is the littlest dude. Yeah. He's tiny, isn't he. He is maybe like five seven. He looks five seven. Like 140 pounds. Oh wow. Where like NHL, NHL goalies now are massive. Yeah. And this guy I'm like, how did this guy just win a national title? 00:27:43:02 - 00:27:59:18 Unknown Well it's crazy I can't remember. I'll I'll butcher it for sure. Maybe we get him on the pot and ask him about it. But there was a a story of how he was like going D3 like, wasn't even good. And I guess the coach he had sent tape to do and coach was just kind of browsing and looking look back. 00:27:59:18 - 00:28:13:10 Unknown And he's like, wait, who's this guy? He already committed and they had an injury for their current goalie due. And they're like, we need to find another goalie. And they're like, oh, look at this tape from this guy. They went and watched him and they're like, hey, you can come to do. So. He goes and then he wins the starting role and he's just balling. 00:28:13:10 - 00:28:31:08 Unknown It's crazy. But the hockey guys are for the most part Avs have actually have a big team. They're pretty small but their legs are just like oh they're tree trunks. Yeah it's crazy. But yeah Wedgewood is like hot. And that's where like Patrick wa in the you know Stanley Cup. He was never a good regular season goalie ever. 00:28:31:14 - 00:28:53:00 Unknown And then when he was in the Stanley Cup when he was I mean we were kids growing up watching him. It's just like Liam wasn't born. Liam wasn't born. He was still swimming around. You know, it's it's crazy. So yeah, hopefully, hopefully the nuggets make a comeback and the Avs keep it going. Yeah keep it rolling I mean we could have two I mean we could have two parades I mean we could have two parades. 00:28:53:02 - 00:29:08:19 Unknown We're definitely going to get one here I think so too I think so too. We got I mean Denver sports right now is on fire. They're good. They're good man. The Broncos are looking good. Rockies just swept the Mets. Yeah Rockies have a young team I don't want to get too excited I got a young fun. Yeah I want to sing team. 00:29:08:20 - 00:29:24:13 Unknown I went to opening day where they were just awful. Yeah yeah yeah. It was 19 first. Yeah, yeah. It was like seven zero. Top of the first in the crowd was just dead. That's terrible. Here we go again. But no, I mean they're young. I mean, yeah, you never know what the Rockies because we could trade away all of our. 00:29:24:14 - 00:29:39:29 Unknown I don't even tell you one player on the Rock. No. Me neither. Honestly, neither. And I used to like love when it was, like, too low. And Charlie Blackmon. Helton. He's retired. Yeah. He's gone. I couldn't tell you. Can't tell you either, to be honest. But I'll start paying attention, man. If they keep doing what they're doing, man, I start paying attention. 00:29:40:02 - 00:30:00:28 Unknown You want to talk about the tournaments that we're thinking about doing? Yeah. Maybe get some customer feedback. Yeah. You know, and what we're doing. So we've got a couple things. We've got the Children's Hospital NICU event June 1st that's already sold out. That sells out in like a day. All the proceeds, 100% of all proceeds go back to Children's Hospital, which is really cool. 00:30:00:28 - 00:30:23:20 Unknown Raised over $20,000 last year from the tournament. And then so that's June 1st. That's going to be a good time. A couple different things that we've got going on. We've got our Vail Classic, which what are the dates of that? Is that July the 9th to the 12th of July. Yeah, yeah that's up. And Vail, the one concern we have and we were talking about it is the weather. 00:30:23:22 - 00:30:40:14 Unknown Like number one you get weather always every afternoon up in the mountains. But number two we're like in major drought. I was just going to say, man they're talking about like for these mountain courses that the runoff you know, they get obviously the runoff but normally they get divert it. You know it's like okay, well the water the snowmelt is all up there. 00:30:40:14 - 00:30:58:27 Unknown Even though there's not a lot of it. There's some the courses would get the water there saying like you're not touching any of that. Like, we're not going to pull any of this water. It needs to go straight down to Denver. And so you're left with like Mother Nature. And so people who come up and play and Vail, is the course going to be in good enough shape to host a tournament. 00:30:58:27 - 00:31:18:04 Unknown So we're kind of debating on do we add another tournament kind of mid-summer. And we've always had a block party, had a big party open house here at HQ. People have loved that. So curious to see like what you know, the fans say, should we open up another tournament? People asking about doing that? Yeah. I feel kind of working on this right now. 00:31:18:06 - 00:31:34:27 Unknown Yeah. I think either way you got to add like a party scramble. I just feel like those are the best. Those are fun. Where was that last year? Raccoon. Raccoon Creek. But we've changed it every year. Like two years ago, we did two men scrambles and they were more just like, come party, drink, have fun. If you want to take it serious, take it serious. 00:31:34:27 - 00:31:53:00 Unknown Last year, since there was ten grand on the line in Vegas, it was two man best ball. Just got more serious, which some people like, like you. But I feel like most of the guys in Denver and even just our people fly in for, yeah, our customers and fans, they just kind of want to come out and golf and party and have fun. 00:31:53:00 - 00:32:06:22 Unknown So I want to do a four man scramble. We talked about I love a four man scramble, but the only bad thing is the cheating. We need to bring you up out. So we should get yep for sure. And then we were like, we should just we have enough employees. We should just put an employee on every hole. 00:32:06:23 - 00:32:25:12 Unknown Yeah, or every two goals and just do the scorekeeper, especially after last year because the biggest sandbag grabber, Chase Campbell from Mile High Spirits I think one right one. And people like yelling at me for it. And I'm like, guys, I don't really know. Oh, and I love the scrambles. It's just the cheating aspect. And I love Chase. 00:32:25:14 - 00:32:42:08 Unknown Yeah, I know that's friends in the world, but I know so he's not that good. Yeah, yeah, I forgot about the drama. So I think we do need to score keep I think we need to score keep. And then we can do the party here the night before. That's always a good time. I think we got to do it that way. 00:32:42:09 - 00:32:57:11 Unknown Yeah, but we'll see. Let us know what you guys want to see. Yeah. Yeah, that'd be cool. I think we should though. And then can of rumors of another NICU. But we'll see. Yeah. We're kind of looking on that if we could raise more money for the kids and we might as well. Right? Yeah, yeah. Amen. Cause that one's on a Monday, so it's not as hard to set up. 00:32:57:11 - 00:33:15:15 Unknown And. Yeah, that one's a little more serious, especially if that's close to your heart. Yeah. What's what you're involved in 100%. Yeah. And it's always good to give back to the kids. So, Yeah, there's some good. Curious to see what everybody says is like, should we do another tournament? If we do, what should the format be? What should we do here? 00:33:15:21 - 00:33:29:05 Unknown Before we wrap it up, you should talk about grass league. Oh, because I was trying to talk about it last week. Do you know anything about this? The Blake Pride doesn't even know. And I was kind of butchering it. I've learned more in the last week, but we had one of our guys go playing it last week. And there's actually some silver lining. 00:33:29:05 - 00:33:46:26 Unknown Good news about missing that. So grass League is like this par three event at grass clippings rolling hills in Arizona. And it's just like under the lights. And it's a par three. It's kind of like a mini league. And there's a bunch of different team owners. I don't want to compare it to live, but it's like, you know, you got the Minnesota muskies. 00:33:46:27 - 00:34:08:26 Unknown You know what a good owns a team golfer going comparable to it's probably ice cubes. Three and three. Yeah yeah yeah yeah. It's kind of like that. And so there was a qualifier and there's like a hundred teams, two men scramble on a par three. The top 22 or 23 teams of the hundred teams go into the draft. 00:34:09:03 - 00:34:25:22 Unknown And you got to shoot like six this. This year it was 600. So you got to just shoot 600 and a par three course, two man scramble for 18 for 18 holes. And Zachary and our other buddy went down there and they played in it and they shot 300, which is crazy. I'm not even going to get into it of like how awful that is. 00:34:25:24 - 00:34:48:10 Unknown Liam and I could have shot 660 and he was not happy. Six so they go down there, but you shoot and then from there, if you're a top 23 teams, you would get drafted onto the other teams that are already existing and you'd get to play in the grass leagues and there's like real money, 1500, 150,000 $950,000 first prize, like the process for first for first. 00:34:48:11 - 00:35:08:21 Unknown Now there's there's an interesting thing. There's caveat because the guy read all this, if you were to own the team, the owner gets the 150 grand. Oh, and then he pays his players and he has to pay him up to 12%, no less than 12%. So he ain't living that up a month. So 15 grand. Yes. Per per whatever. 00:35:08:21 - 00:35:22:26 Unknown If you're a pro, I don't know the exact logistics on it, but it's good marketing and branding. Next year, I want to go down with you. I think we could shoot six. That's good content. Why doesn't pass by a team? Well, how does that how much like a franchise? Oh, okay. I was like, it must be pretty hard to buy. 00:35:23:01 - 00:35:46:13 Unknown It's a lot of money. I don't know how to get some. Probably. And but. So Ben the other guy played the played was the key. He was talking to Grassley's about it. They want you to have access to a par three course in your state. So if we were going to do Colorado, you got to have access to a par three course to potentially expand and have events held at your par three course, which might be tough to get. 00:35:46:14 - 00:36:09:10 Unknown I'm sure we could find a par three course in Colorado. There's several of them hole or nine, because I can only it was nine because I can only think of like three. Par three is like not would. It's not many. I think that's it. I can think of well Harvard guilt and so like silverleaf has a par three course on like like so does Cherry Hills or Bear Creek has three course you know and but could they be a part of it. 00:36:09:12 - 00:36:31:26 Unknown But the good news is, is the PGA tour bans you from playing on any PGA tour related event if you're in the grass leagues. Really? Yes. So if Sakai would have made it. Oh, boom. Done with Korn Ferry, done with PGA tour. It's kind of like what happened with Wesley Brian and not getting led into the PGA tour event because he did some YouTube with the live got guys, you know in the live. 00:36:31:27 - 00:36:49:23 Unknown So it's a lifetime ban I don't know if it's lifetime. It's just you can't do it while you're on the grass leagues. So I'm like well what about Wyndham. Like he's he's the team owner. Cold knows he doesn't play on the PGA tour anymore. A lot of these guys don't slow. That being said is the key. Has a few Mondays and a few things we want to do with the corn fairy this year. 00:36:49:23 - 00:37:10:12 Unknown He went have been able to do it if he got in. So kind of a silver lining of him. Not should I not do the grass because you're not. Want to give up my corn? Yeah. You're very good. No more Mondays for you. Yeah. So that's qualifying. Yeah. That's that's tough. It's a tough scene. But yeah. So if you make the team whatever you get drafted onto a team, you're in the league. 00:37:10:14 - 00:37:28:26 Unknown So there's like a Minnesota team or whatever whatever. So how would that you would travel around and play. It's like a full time thing. Yeah. Yeah yeah I think it's just at right now I think it's just in Arizona they do it a couple times a year maybe. I think they're trying to expand it or like, hey, every month, you know, you go some different state that has access to the part three. 00:37:29:00 - 00:37:46:05 Unknown And then I take it the team owner with like pay travel and that's that's where the sponsorship comes up. Wow. Yeah. So when you get drafted to a team, are you on that team or do they redraft every event? I think on the season you're on that team. You're on that team. At the end of the season, the owners have to like get rid of team people. 00:37:46:07 - 00:38:03:02 Unknown People like drop out, you know, of like, okay, I'm not doing this next year. Whatever you probably got to pay to, to get down there to where people probably just. Yeah. But like I think Johnny Manziel played in it. Right? He beats the guy's ass. He beats a guy who you came in as part of something. Yeah. They didn't make it, but they I don't know who beat him was. 00:38:03:03 - 00:38:21:13 Unknown That's so disappointing. I know it was so funny because all of us here, like, we felt bad. I mean, you know, golf, it's like you just maybe didn't make a putt. You said it was windy. Whatever the case was, the guy walks back in Friday morning. Nick's like, well, that was fucking pathetic. First thing he says, everyone else is like, oh, sorry you didn't go. 00:38:21:14 - 00:38:42:27 Unknown Well, that was fucking pathetic. The guys like, yeah, it wasn't my best. And he's like, no, seriously, you suck. I'm like, nice man. So no mercy water. So you brought up Wesley Brian? He just started kind of his own thing too, didn't he? Yeah. On that. I'm not sure exactly what it is, but yeah, something like that with like, greater influencer type thing. 00:38:42:27 - 00:39:08:18 Unknown And he's gonna have millions really think that that's going to take over this influencer crater. It'll be interesting to see what happens with the industry and with the with the sport, because it's going to start getting to the point where the persons are like kind of similar to the PGA. Like I genuinely because some of these brands, man who aren't allowed on the PGA for whatever reason, are going to start throwing money at these invitational internet invitationals, and it's going to be really it's going to not as much as live, I don't think, or anything, but like it'll be interesting to see. 00:39:08:19 - 00:39:29:15 Unknown You might not competition these creators with like an AP Automator or like Netjets sponsorships, but you're going to be seeing them pushing Colgate or not NASCAR, you know what I mean? My back like and it's also and I wanted to ask you guys opinion on this because it's getting to it reminds me a lot of like when in the NBA it's really only NBA. 00:39:29:15 - 00:39:41:29 Unknown But when players will like sit out, you know what I mean. They're not hurt. They just want to rest. We're starting to see that in the I mean I shouldn't say starting, but it's getting more popular to see PGA like Rory. You know he's like I'm only going to play the what I want to play, you know, why wouldn't you? 00:39:41:29 - 00:39:57:00 Unknown So it'll be interesting to see if that starts to like the fans. Like well you know what? Fine. But I get to watch Bob does sports and all these guys so I can see every day. And they're not going to sit out. They know, you know, that's a hell of an opportunity. And it'll be interesting to see if the fans are like, do you think it's bad for the sport for people like Rory to sit out there? 00:39:57:03 - 00:40:16:11 Unknown Because Rory's also to piggyback off that, because we're always such a traditionalist. So like, how is that going to affect both worlds? Like, and you're well, remember when Rory won the Masters last year? He missed the he already missed a signature, which was the century at Kapalua before the Masters in January. He's like, I don't want to go out to Y and do that. 00:40:16:11 - 00:40:34:15 Unknown So PGA tour players are required to play in all of the signature events. If you're exempt to them, like Rory, the top players, because they want the top players in the top events with the biggest sponsors that like Rory's going to be here, right? Obviously it's a draw. So Rory missed the century, which was a signature event. You're allowed to miss one okay. 00:40:34:16 - 00:40:51:12 Unknown After he won the Masters, then he's like, I'm not playing RBC. And that was two. So they find him. I think it was 15% or 20% of his Pip, which ended up being $3 million. Yeah, that's a lot because he got second in the Pip. Tiger always wins and he's you know so he got it was like five 3 million. 00:40:51:12 - 00:41:09:07 Unknown So they're trying to prevent people from bailing. But if you're a Rory it's like okay take some of my Pip. I've got hundreds of millions. I'm going to play in my event. And I don't think it's a problem except for Rory. It's a bad look, but I don't think it's a big deal that he's doing that. So. But I mean, yeah, they want to get people to play him. 00:41:09:07 - 00:41:26:10 Unknown The thing with the creator network that they're building out in these tournaments is I hope it's inclusive. I think people are starting to get frustrated with like, it's the same guys. It's these creators. The creators are bugging me, which I liked about grass leagues. It's like you could be any Joe Schmo. And if you're if you got game, you can come play. 00:41:26:13 - 00:41:43:18 Unknown So I'm hoping this creators it's not just Barstool 2.0 and it's just you got to be not just good good in basketball. They should have like, hey, here's a qualifying event. And you could be, you know Liam, you could be whoever. It's like, you know. Or does DB like you have no falling but you're good. You can get in. 00:41:43:19 - 00:41:59:13 Unknown I think they were talking about doing that of having like an open to get in and get some really good players because otherwise it's just great trails. You know there's YouTube golfers that are really, really good and they're going to win. The rest of them are like, yeah, they're fun to watch, but they're not good. Yeah that's good. 00:41:59:14 - 00:42:16:29 Unknown Like, you know, they get a good following or whatever. Yeah, they have a good following but they're not good. That's a good point you know. So it'd be interesting to see I like the idea maybe of like blending the two together, like having, you know, let's say like a four people, you know, team, four people on team or scramble two are influencers or whatever you want to call it. 00:42:16:29 - 00:42:35:21 Unknown And then you have people who have been drafted or whatever, like jokes that'd be fun, that are good. Something like that. Yeah. That made the cut or yeah, I agree, that'd be fun. Yeah, I agree. It'll be interesting because it is cool to see, like when Bob does sports through their Joe versus schmo and Riggs does his hater things like it's cool to see the normal guy, like, go on camera and like how he handles that. 00:42:35:22 - 00:42:51:27 Unknown But like, you know, you can watch the Barstool guys play against each other all day. It's like, fuck me. It's the same thing all the time. But it's cool to see, like if the ZB would have qualified if he's playing against Grant Horvat, you know what happens. So we'll see. I think you would wipe the floor with Grant Horvath. 00:42:51:29 - 00:43:10:27 Unknown I would love to see that match, honestly. So yeah, it would be clip that. Yeah. With that. Yeah. Cool. Anything else we got coming up? We want to chat about any new drops coming out. Yeah. There's well maybe to talk about. We do have a summer drop coming. We got two new bag colorways dropping. Is this podcast come on me out? 00:43:11:03 - 00:43:33:00 Unknown Yeah. Bags will be dropped. Bags will be dropped. Crispy. That glacier, the glacier blue, which is super nice. And then I don't even. It's in the bottom right. That bottom right at an electric car not electric. It's crazy. It's the craziest color bag you've ever seen. It's like phosphorescent. Yeah, like bright construction. It's a very. Yeah, but it's more of like a it's just hard to explain. 00:43:33:00 - 00:43:52:23 Unknown It's like super, super bright really excited about that. So we've got those bags launching and now we're kind of like into summer. It's weird. It's cold this week and you know the next like next week a little bit. And then it starts to get a little nicer. So coming into summer golf looking forward to it. I mean we've been in summer golf though, so we could take a couple a couple of weeks. 00:43:52:24 - 00:44:08:26 Unknown Yeah, the rain will be good. Yeah. We need the rain Colorado needs it bad, bad, bad. Are you playing in the memory? Guess. Friday? Yeah. Are you. Who are you playing at? The dew thing. Oh that's right, that's right. You're at the weather. I play with Matt Meyer every year. It's a one day member. Guessed that 36 of them. 00:44:08:28 - 00:44:30:06 Unknown Yeah, yeah yeah, yeah. What's his handicap? 36. Yeah. You shouldn't be able to play an event. How is that fair? He's getting two pops. Yeah, well, it's 80%. He makes a point, makes three pars. You know that's three eagles. It's 80%. His first putt is his t shirt. Yeah, literally. You've seen his swing I might need to grow the swing out. 00:44:30:09 - 00:44:49:12 Unknown It's crazy. It is crazy. But craziest thing you've ever seen. But we'll see how that goes. Yeah. Kind of kicking it off. So cool. Sounds good. Yeah, yeah, I guess tonight and abs next series, but cool. Thanks for tuning in, guys, and let us know. Like I said at the beginning of the pod, we we want to know more of what you want to hear more of what you want to see. 00:44:49:15 - 00:44:57:16 Unknown And like I said, we're excited for guerrilla sports and what's to come. A lot more of closed course coming your way. Be sure to comment, like and subscribe and we'll see you next week. See you guys.  

Kate Shattuck is a powerhouse leader and Managing Partner at Korn Ferry, the world's top talent and organizational consulting firm. She specializes in shaping dynamic leadership teams at the C-Suite and board levels. Known for her expert communication and energetic ability to inspire, Kate is a master at blending profit with purpose. A graduate of West Point, Harvard Business School, and Harvard Kennedy School, she is deeply committed to service and to championing emerging leaders, underdogs, and caregivers.   LinkedIn: https://www.linkedin.com/in/kateshattuck/ Website: https://www.morethanalivingblueprint.com/ ​If you're ready to take your emotional growth to the next level, join the EQ Mafia at https://www.eqgangster.com/.

As AI reshapes enterprise operating models, the profile of the modern technology leader is changing just as quickly. In this special Technovation Summit May 2026 panel, Metis Strategy's Steven Norton sits down with executive search leaders Tarun Inuganti of Korn Ferry, Ryan Bulkoski of Heidrick & Struggles, and Mike Doonan of SPMB Executive Search to discuss how AI is redefining executive hiring, leadership expectations, and boardroom dynamics. The conversation explores why nonlinear career paths are becoming more valuable, how organizations are approaching Chief AI Officer roles, and why storytelling, influence, and change leadership are now essential executive capabilities. Key topics include: Why cross-industry experience is becoming a competitive advantage The rise of AI-fluent boards and executive teams How Chief AI Officer roles are evolving Why leadership influence now matters more than technical expertise alone What recruiters look for in next-generation CIOs and technology leaders

Welcome back!  In my last post, we examined how LIV Golf is unlikely to survive after the Saudi Public Investment Fund ends its financial support soon.  Will the PGA Tour choose to punish the LIV Golf stars who left in 2022 and 2023?  Or, should the PGA Tour take the high road and find a reasonable way to bring back the LIV golfers for the benefit of professional golf fans?  It’s time for ol’ SwampSwami to present a few possible outcomes should LIV Golf fold its operations following its final 2026 event in late August.   Let’s start with my least favorite idea and conclude with my preferred solution. First idea – The PGA Tour tells all LIV golfers that they are not welcome back.  Ever. My Mom would have called this one, “Cutting off your nose to spite your face”.  It’s simply not going to happen. I understand the angst.  Many pro golfers and fans are still hot about LIV’s top names accepting $100 million or more from a country (Saudi Arabia) which has a poor history on human rights issues. The seed money and current operating capital provided to LIV Golf, indeed, originated from the Saudi Public Investment Fund. However, a total ban on LIV Golfers would be a terrible business idea for the PGA Tour.  Golf fans want to see the best players competing on the course every week. If you still can’t get over it, perhaps celebrate the fact that Saudi investors have lost more than $5 billion on LIV Golf over the past five years. Second idea – The PGA Tour tells LIV golfers to sit out for at least one full year.  They would then be permitted to start over.  That involves earning a PGA Tour spot at the annual Qualifying school or playing in the Korn Ferry (developmental) Tour in 2027 in an attempt to earn a PGA Tour card for 2028. This would likely send the majority of LIV Golf players to play in the DP World (European) tour next season.  The prize money for that tour is much lower, and the players’ travel costs are significant. From the DP World Tour’s viewpoint, adding a number of LIV golfers would boost interest in their tour.  Perhaps the DP World Tour might add events at a few popular LIV Golf destinations such as Adelaide, Australia and in South Africa. Another factor to consider is that an across-the-board ban by the PGA Tour for at least one year may cause some LIV golfers to sue the PGA Tour. It is important to understand that PGA Tour golfers are not employees of the PGA Tour.  They are considered contract labor.  PGA Tour golfers are not guaranteed any prize money when they tee-up at traditional full-field golf tournaments.  They earn money only after making the 36-hole cut by placing in the upper half of the field. LIV Golfers could argue the contract labor position in court should the PGA Tour deny their right to compete for one or more years. Third idea – Utilize the same method which recently allowed Brooks Koepka to return to the PGA Tour this year Five-time major championship winner Brooks Koepka had one year left on his LIV Golf contract in 2026.  He quietly negotiated his way out of the final year of his LIV Golf contract following the 2025 season. Brooks Koepka then visited with the PGA Tour and was able to cut a deal to return this year in 2026.  Koepka had to agree to certain conditions: He must pay a $5 million donation to charity. Koepka is not eligible to participate in the new PGA Player Equity Program. He is not eligible to receive any money from the season-ending FedEx Cup Bonus Pool. Upon rejoining the PGA Tour, Brooks Koepka has received several tournament sponsor’s invitations to participate in full-field PGA events this spring.  Those tournament title sponsors should be permitted to add players (including other former LIV golfers) whose presence boosts local and national interest in their PGA Tour event. The “Koepka Plan” could be applied to the other returning LIV Golf stars beginning in 2027.  A sliding scale could be used to determine the amount of each player’s charitable donation based on the size of that player’s LIV Golf signing bonus. This idea seems plausible to me.  However… The PGA Tour is unhappy that other top LIV golfers failed to accept this type of “olive branch” offer made earlier in 2026.  Revenge may sound like fun to some, but most pro golf fans just want to see the best players on the course every week. The PGA Tour is a business.  Listening to golf fans who want to see the top players back in competition should be the Tour’s foremost priority. It is also Customer Service 101.  The customer isn’t always right, but the customer is ALWAYS the customer! Fourth and my preferred idea – Listen to the golf fans and let’s roll again in 2027! Anyone who has watched the four golf major championships over the past few years can see how much golf fans enjoyed watching top LIV golfers like Bryson DeChambeau and Jon Rahm competing in those events.  The final twosome of DeChambeau and Rory McIlroy in the 2025 Masters made for some great final round drama.  It’s time for all parties to come together soon and make men’s golf stronger than before.   A personal analogy may be in order.   Perhaps you (like me) have been fortunate enough to have been hired by an employer, stayed for a number of years, left for another company, and then rehired by your original employer to fill an open position.     We had our reasons for leaving.  Earning a good reputation during your first time working for that original employer laid the groundwork for your possible return. Of course, most of us did not receive a hefty signing bonus from any employer.  Pro golfers who left the PGA Tour to join LIV Golf received some rather large signing bonuses.  Whether the amount was $1 million or $300 million, it was a personal business decision which involved risks to be weighed by each player. Importantly, the amount of the LIV Golf signing bonus received by a golfer should be none of the PGA Tour’s business. The PGA Tour’s primary concern – today – should be in determining how much value their enterprise would gain by adding the top LIV golfers to some of their golf tournaments beginning next season. Let’s get to work and create a win/win/win deal for the fans, the PGA Tour, and LIV Golf! *The SwampSwamiSports.com favored proposal covers only the upcoming 2026-2027 PGA golf season Step 1 – Allow each regular field (100 or more players) PGA Tour event to have the option of inviting up to ten former LIV golfers to participate in their local event. This would be in addition to the normal number of PGA Tour players scheduled to appear that week.  No PGA player would lose a spot in the field.  Former LIV golfers would not be eligible to participate in any of the PGA Tour’s “no cut” reduced-field events or The Player’s Championship.  All former LIV golfers (regardless of the number of FedEx points they earned during the regular season) would be ineligible to participate in the 2027 FedEx Cup series of year-ending events. Step 2 – Any PGA tournament earnings by a former LIV golfer in the 2026-2027 season will be split as follows – 1/3 to the golfer, 1/3 dedicated to the PGA Tour Players’ Retirement Fund, and 1/3 going to the local tournament’s primary charity or charities. The golfer would be financially “punished” by being allowed to keep just 1/3 of his weekly earnings.  Having another 1/3 going directly into long-time PGA Tour players’ retirement accounts is intended to honor PGA golfers who didn’t bolt for LIV Golf.  The final 1/3 going to the local tour stop’s charity will help make a positive impact in that community.  It’s also a smart public relations move. Step 3 – If any former LIV Golf player should earn enough FedEx points during the 2026-2027 season to qualify for a Tour Card in 2028, the player should be welcomed back onto the PGA Tour. Let’s say that the Zurich Classic team event in New Orleans invites LIV Golf’s Bryson DeChambeau and Jon Rahm to play as a team next spring.  If they should win the golf tournament, those two players may earn enough FedEx points to receive their PGA Tour cards for 2028. LIV Golfers must earn their way back onto the regular PGA Tour – by their performance! Step 4 – If any former LIV golfer earns enough FedEx points to qualify for a spot on the Korn Ferry Tour in 2028, the player is welcomed to join that tour. A former LIV golfer may be able to place high enough during limited 2027 PGA Tour events may qualify to play on the Korn Ferry (developmental) Tour in 2028.  The player would spend their next season trying to win events on that tour in an effort to regain their PGA Tour card. Step 5 – All LIV Golfers will be permanently ineligible to participate in the PGA Player Equity Program. This relatively new long-term incentive bonus plan was designed to incentivize PGA Tour members who stayed with the Tour instead of pursuing an offer from LIV Golf.  It is only fair that the LIV Golfers should be permanently excluded from that bonus pool. In summary: My program would give PGA Tour tournament title sponsors the right to invite up to ten LIV golfers to play in their events to boost public interest without eliminating any PGA Tour players’ spots in the field.  Those tournaments may also decide not to invite any LIV Golfers if they so choose. The LIV golfers must perform at a very high level in 2027 in order to have any chance of securing a PGA Tour card beginning in 2028. PGA Tour players have little to be concerned about except for some added competition.  LIV Golf players would be at a serious disadvantage, because they are only eligible to play in a limited number of events.  However, any LIV golfer collecting enough FedEx points during next season to qualify for the PGA Tour or the Korn Ferry Tour would have earned a playing card based on performance. The PGA Tour and its television partners also win. There will be increased interest in traditional full-field tour stops which have traditionally struggled to attract to top PGA Tour names.  It’s good for business. Most importantly, golf fans win big!  Local PGA tournament fields will include more top names in their fields beginning in 2027. It’s time to get over the feuding and sniping. Fans simply want to see the best players in the world competing every week.  LIV Golf’s expected demise could result in a much improved PGA Tour very soon. The post Fans WANT the top LIV Golfers Back – Part 2 appeared first on SwampSwamiSports.com.

Something has shifted in AI over the last few months. The pace of AI model updates keeps increasing, and strategies that made sense a few months ago are already out of date. New tools can take on long, complex pieces of work largely on their own, changing what's possible across hiring. For TA leaders, long-term planning has become almost impossible, while the recruiter's role itself is being rethought as candidates use AI just as actively as employers do. So what does effective TA leadership actually look like right now? My guest this week is Bryan Ackermann, Head of AI Strategy and Transformation at Korn Ferry. In our conversation, Bryan shares the changes he is seeing across the recruiting funnel and how organizations can build the resilience they need to keep pace. In the interview, we discuss: The accelerating pace of AI change Why AI literacy now matters everywhere Is candidate AI use cheating or demonstrating capability? The superpowered employee The evolving role of the recruiter Agents talking to agents Where human moments still matter Resilience and shorter planning horizons Advice to TA Leaders What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

The story you've been told about your aging brain is wrong. Strategic attention peaks in your late 50s. Innovative cognition in your early 60s. Integrative reasoning around 62. Meanwhile, AI keeps commoditizing the very capabilities younger workers were supposed to dominate — speed, information processing, rapid adaptation. The math has shifted. Human judgment, the thing the midlife brain actually does best, may be the last unfair advantage left. In this episode of The Trending Communicator, host Dan Nestle welcomes back Dr. Michael Netzley, founder and CEO of Extend My Runway, faculty at IMD and Korn Ferry, and author of the Substack Thrive After 45. Five years after their first conversation about neuroplasticity and the executive brain, Michael returns with new evidence, sharper tools, and a clearer argument — the cognitive abilities AI cannot replicate are exactly the ones that strengthen with age, if you make the investments. Dan and Michael unpack why AI takes the execution but leaves the questions and the judgment, why transformational thinking may be the platinum cognitive skill of the AI era, and the stark choice between offloading your brain and sharpening it. They get into Janus, Mark Schaefer, brain health fundamentals, neurodiversity, and why the survivors of this moment will be the ones who stop competing with AI on its strongest ground. Listen in and hear about... Why different cognitive abilities peak in midlife and what that means for AI-era careers The three-part work model — question, execution, evaluation — and where human value now lives Transformational thinking, neuroplasticity, and the zoom in / zoom out / zoom wide framework Why brain health fundamentals — sleep, exercise, monotasking — are non-negotiable The identity shift from leader to senior advisor, and what midlife professionals get wrong about reinvention Notable Quotes from Michael Netzley "Your adult brain is your last unfair advantage in the age of AI. And if you optimize these midlife strengths by making investments, you can do the things that AI cannot." "Transformational thinking is your platinum cognitive function. Because if you cannot do that sequence of zoom in, zoom out, zoom wide, you literally become irrelevant." "AI is probably not going to make you dumber, but the choices you make definitely can." Resources and Links Dan Nestle Lilypath | Website The Trending Communicator | Website Communications Trends from Trending Communicators | Dan Nestle's Substack Dan Nestle | LinkedIn Dr. Michael Netzley Extend My Runway | Website Thrive After 45 | Substack Dr. Michael Netzley | LinkedIn Timestamps 0:00:00 Introduction: Revisiting aging brain myths and the rise of AI 0:06:36 AI and midlife cognitive strengths: Thriving after 45 0:12:24 AI's impact on communicators: Shifting value to judgment and creativity 0:18:51 AI prompts, creativity backlash, and evolving skillsets 0:25:36 Cognitive offload, adaptability, and career phase challenges in the AI era 0:32:17 Developing curiosity and transformational thinking at any age 0:39:33 Cognitive overload, judgment, and building personal content systems 0:46:40 Transformational thinking, portfolio careers, and identity shifts 0:53:06 Brain health foundations and practical brain training for higher-order skills 0:58:46 Neurodiversity, novelty, and finding fulfillment through varied roles 1:05:21 Senior roles, independence, and the evolving definition of success 1:09:01 The “year of the oops”: AI layoffs, organizational knowledge, and future-proofing careers 1:11:04 Closing remarks and resources (Notes co-created by Human Dan, Claude, and Castmagic) Learn more about your ad choices. Visit megaphone.fm/adchoices

Why does the architecture profession's investment in human capital development still lag so far behind its investment in technology and tools?In this episode of Practice Disrupted, host Evelyn Lee is joined by Laura Weiss, an architect who stepped away from traditional practice thirty years ago to focus on the human systems that make design possible. With a decade-long tenure at IDEO as a practice director and associate partner, where she co-led the original service design practice, and experience as a principal at Korn Ferry, Laura brings a precise, unsentimental perspective to the profession. Now an ICF-certified coach and mediator returning to teach at Yale, she explores why the quality of the conversations we have is the ultimate determinant of a firm's success.The conversation centers on Laura's framework of the "five conversations" essential for the growth of people, firms, and projects. She breaks down the mechanics of why feedback often collapses in creative organizations and why conflict avoidance is a "leadership strategy" that inevitably leads to higher long-term costs. Laura challenges the industry to rethink its approach to leadership, moving away from the "worker bee" mentality toward a more holistic understanding of agency and influence within the "spider web" of organizational systems."Organizations or systems are like spider webs. You touch one part of it and the whole thing can move. So anyone that thinks, 'I'm just a worker bee,' think a little bit more creatively. If you lean into your own personal sense of power and agency, it will come." - Laura WeissThis episode is a masterclass in the "soft" systems that drive "hard" results. Laura provides a roadmap for architects to reclaim their power, navigate the discomfort of difficult feedback, and build a more resilient professional culture. Whether you are a firm leader looking to evolve your leadership style or a young professional seeking to understand your own influence, this discussion offers a framework for navigating the complex human dynamics of practice.Guest:Laura Weiss is an architect, leadership coach, and facilitator. She spent a decade at IDEO as a Practice Director and Associate Partner, where she helped pioneer the service design practice. She has served as a Principal at Korn Ferry and is currently an ICF-certified coach and mediator. Laura is also a member of the faculty at the Yale School of Architecture, where she teaches on leadership and organizational development.This episode is especially for you if:✅ You want to understand why conflict avoidance in leadership is a strategy that always costs more than it saves.✅ You are curious about why feedback systems often fail in creative environments and how to fix them.✅ You are interested in the "five conversations" framework for fostering growth in people, firms, and projects.✅ You want to learn how to view your firm as a "spider web" of influence where every individual has agency.✅ You are looking for ways to elevate the profession's investment in human capital to match its investment in technology.What have you done to take action lately? Share your reflections with us on social and join the conversation.

On this episode of The Fried Egg Golf Podcast, Andy Johnson chats with Korn Ferry Tour pro James Nicholas. James shares details about the mental work that helped him win his first KFT event in Colombia earlier this year before diving into about his background as a college football player and his passion for content creation. We've teamed up with Shady Rays to bring you an exclusive offer. Head to shadyrays.com and use code: FRIED for 40% OFF 2+ pairs of polarized sunglasses. Try for yourself the shades rated 5 stars by over 300,000 people. Think of your foursome and visit Rounds4Research.com to explore rounds and place your bids today to support the GCSAA.

At every level of professional golf, the separation isn't just distance or power anymore—it's the ability to move the ball intentionally. Left-to-right, right-to-left, flighted, controlled. The best players in the world aren't married to one shot shape—they own both.That was especially clear in the playoff where even Scottie Scheffler showed a rare crack in the armor. In a moment where shot-shaping versatility was critical, being forced into one pattern under pressure made even the smallest margin matter. At that level, it's not about perfect swings—it's about having options when tension rises.SSWING's physical training supports exactly that adaptability. One of the key movements we use is the glute bridge. It's simple, but it builds what elite players need—pelvic stability, glute activation, and control of rotation without losing balance. That directly translates to controlling face and path under pressure.That connects to something we see every day at SSWING.Stability is the foundation of all of it.One of our new members this week came in doing what so many golfers do—adding more effort to fix inconsistency. More speed, more manipulation, more “trying.” But what unlocked things wasn't complexity—it was stability through movement and sequencing. Once the base became stable, shaping the ball both ways stopped being something they chased and became something they could access.That's the shift.Because at every level—from Korn Ferry grinders to LPGA winners to PGA Tour champions—the game rewards the same thing:Stability first.Control second.Then the ability to shape it any way the situation demands.That's where real mastery lives.Shop the new G'day Golfers hat

Every advisory firm has next generation leaders who execute brilliantly. They show up, manage complexity, free up founders, and keep the business running. But execution alone does not build a lasting firm. In this episode of Building the Billion Dollar Business, financial advisor coach Ray Sclafani draws a sharp and important line between execution and followership and makes the case that the question every next generation advisor needs to be asking is no longer "can I lead?" but "will people choose to follow me?"What you will learn in this episodeWhy there is a critical difference between execution and followership and why advisory firms that confuse the two stall their own successionWhat the Harvard Business Review's definition of followership means for next generation leaders in wealth managementWhy more than 80% of leaders fail to transition effectively into followership roles and what Korn Ferry research says about closing that gapThe three-step framework ClientWise uses to develop next generation leaders: declare, assess, and designWhy influence, not authority and not competence, is what actually defines followershipThe seven fundamental questions every advisory firm should use to assess whether their next generation leaders are truly building followershipHow improving followership qualities increases team engagement by more than 40% according to Korn FerryThe seven followership questions every advisory firm should be askingDo people trust the leader's intentions?Do people feel heard before decisions are made?Do people experience growth and development when around this leader?Do people see accountability when things go wrong?Do people feel the leader is advocating for them even when they are not around?Do people understand what the leader expects of them?Would people want to work for this leader again?The ClientWise Next Generation SeriesAt ClientWise, we are committed to helping firms keep the promise to always be there for their clients. We are equally committed to ensuring that founding and current owners can confidently transition firms to new owners and leaders who will continue their legacy. Achieving both of these aims requires specific and ongoing development of a partner / owner's mind and skill set. The ClientWise Next Generation Series™ is an ongoing series dedicated to that development and to every next generation successor becoming a remarkable owner and leader, ensuring that clients are taken care of and the legacy of accomplishment continues for each firm. Learn More!Building the Billion Dollar Business is hosted by Ray Sclafani, founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTube

This week on CMO Confidential, we're revisiting our conversation with Peri Hansen from July of 2025 - this is one of our favorites with topics just as relevant to marketers today. Peri discusses why the CMO position is becoming the vanguard of innovation, the importance of an "agile learner" mindset, and why there's no substitute for great leadership. Key topics include: how nothing "returned to normal" after COVID; the importance of org design; and why CMO's should own the entire customer life cycle and help drive company strategy. Tune in to hear why references matter more than ever and the importance of building a personal brand. Topics Covered: • Why CMOs are being tapped to drive innovation and transformation • The post-COVID shift in org design and what it means for marketing • The importance of leadership, agility, and continuous learning • Why great references still matter in the hiring process • How CMOs can (and should) influence company-wide strategy This episode is sponsored by Typeface - the agentic AI marketing platform that turns one idea into thousands of on-brand assets. Learn more: typeface.ai/cmo Subscribe for weekly episodes featuring world-class marketing leaders, board members, and C-Suite executives.⏱️ Chapters01:20 – Intro: The Evolving Role of the CMO01:46 – Meet Peri Hansen: Korn Ferry CMO Practice Leader02:39 – Why the CMO is Now the Vanguard of Innovation05:53 – Three New Mandates for CMOs: Tech, Strategy & Lifecycle07:05 – The CMO as a Change Agent and Team Builder09:51 – Tech CMOs Are Leading—Who's Catching Up?12:25 – Building Tech Credibility as a Marketing Leader14:18 – “Nothing Returned to Normal” After COVID14:51 – Post-COVID Turnover: What CEOs and Boards Want Now16:07 – What's Replacing the Traditional CMO Role?19:15 – Why Org Design Is a Top Priority in CMO Searches20:58 – How Companies Realize They Need Org Restructuring22:44 – The AI Era: Is There a Leadership Gap Forming?24:14 – What Agile Leadership Actually Looks Like25:51 – What Resumes Reveal: Pivot Points and Risk-Taking27:21 – Why References Matter More Than Ever29:09 – Final Advice: CMOs, Build Your Own Personal Brand30:53 – Wrap Up & Where to Find More CMO Confidential Content#CMOConfidential #PeriHansen @kornferryintl #ChiefMarketingOfficer #Leadership #OrgDesign #CustomerExperience #MarketingStrategy #PersonalBrand #ExecutiveSearch #CMOInsightsSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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In this episode, Candice sits down with Randall Thames, author, CEO, executive leadership advisor, and founder of In Spirit Institute. Randall shares how a childhood moment of rejection on the baseball field became the catalyst for discovering his lifelong framework of Discover, Develop, Display. After 38 years in corporate America, including serving as a senior partner at Korn Ferry and coaching Fortune 10 executives, Randall stepped into his calling to help leaders rise to their roles by activating the superpower already within them.   In this episode, they discuss: What it truly means to Discover, Develop, and Display your superpower How to identify the “dragons” holding you back and use them as confirmation of your value The three-step method to Name, Claim, and Tame opposition Why inevitable outcomes are created through mindset and disciplined action The Wake Up, Why Up, Wise Up, Want Up, Work Up, Win Up framework How to rise in your current role before seeking the next one Why fun, faith, family, fitness, finances, and field all matter in leadership development   If you are ready to stop playing small and start activating the superpower already inside you, this episode will inspire you to rise to the role you were always meant to fill.   About Randall Thames: Randall Thames is an author, CEO and Executive Leadership Advisor of Inspirit Institute, a Concierge Executive Leader Agency providing bespoke representation for current and aspiring CEOs. Also an ordained pastor and a former Senior Partner at Korn Ferry and Adjunct Faculty at Johns Hopkins University, he masterfully blends coaching, spiritual insight, and cognitive reframing to guide leaders and organizations to "Inevitable Outcomes™".   Through his journey, Randall developed the "Discover, Develop, Display™" framework, a methodology he details in his acclaimed book, Rise to The Role.   Rise To The Role: How to Discover, Develop, and Display Your Executive Superpower (Inevitable Outcomes Leadership Impact Series)https://a.co/d/0FoXcyS   CONNECT: Website: https://inspiritinstitute.com/ LinkedIn: https://www.linkedin.com/in/randallthames/ Instagram: https://www.instagram.com/inspiritinstitute Email: rthames@inspiritinstitute.com ----- Connect with Candice Snyder! Website: https://www.podpage.com/passion-purpose-and-possibilities-1/ Facebook: https://www.facebook.com/candicebsnyder?_rdr Passion, Purpose, and Possibilities Community Group: https://www.facebook.com/groups/passionpurposeandpossibilitiescommunity/ Instagram: https://www.instagram.com/passionpurposepossibilities/ LinkedIn: https://www.linkedin.com/in/candicesnyder/ Shop For A Cause With Gifts That Give Back to Nonprofits: https://thekindnesscause.com/ Fall In Love With Artists And Experience Joy And Calm: https://www.youtube.com/@movenartrelaxation

In this episode of Pro Mindset® Podcast, host Craig Domann welcomes Randall Ian Thames, Senior Partner at Korn Ferry and author of Rise to the Role, They explore the journey of discovering one's true identity. Randall shares his path from corporate America to inspiring others, highlighting the significance of aligning mind, body, and spirit for personal transformation. Discover how Randall's framework of deciding, discovering, developing, and displaying can lead to inevitable outcomes. Whether you're seeking clarity in your career or personal life, Randall's insights offer a roadmap to fulfillment. Episode Takeaways: