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Ultra I&C, headquartered in Austin, Texas, has a 50-year history in the cleared community focusing on multi-domain communications, command and control, and cybersecurity. DaVontte Archie, Talent Acquisition and HR Partner, shares why thoughtful interview follow-up can really make you stand out from your competition, plus why failure at Ultra is OK.5:09 Hiring engineers in general, including software engineers, data scientists, systems engineers, artificial intelligence, machine learning, FPGA engineers, program finance, IT, and information security.7:50 In general core hours are 9am – 3pm local time. Monday through Thursday work week with half days on Fridays.8:46 Mission-focused culture. 750 employees. Leadership is very accessible. Agile organization that understands it has to change. Find show notes and additional links at: https://clearedjobs.net/ultra-intelligence-and-communications-fail-fast-podcast/_ This show is brought to you by ClearedJobs.Net. Have feedback or questions for us? Email us at rriggins@clearedjobs.net. Sign up for our cleared job seeker newsletter. Create a cleared job seeker profile on ClearedJobs.Net. Engage with us on LinkedIn, Facebook, Instagram, X, or YouTube. _

CAGE, Movable Chords, Favorite Movies & Our First Picking SongsVideo Podcast & Timestamps: https://forum.ukuleleunderground.com/threads/want-to-learn-fast-learn-like-a-kid-the-ukulele-underground-podcast-156.168289/What is the CAGE Method, and is there an easier way to learn Movable Chords? Besides explaining CAGE, the guys discuss what pick guards are, and if they are worth it? We go off on a little bit of a movie tangent when a watcher asks what Aldrine thinks about the new Bob Dylan Biography? Aaron asks for Aldrine to take a walk down memory lane and explain how he first learned to pick. These stories remind the crew why Kids learn so fast, and what we can all do to be more like them. Before the podcast ends, Aldrine gives tips for incorporating the melody line in a song, and ways to explore open tuning on the Ukulele? Maybe the CAGE Method was the friends we made along the way...

Send us a textYour most powerful skill as a software developer isn't how many languages you know or what technology you've used.You're real power is in how fast you can learn.Tech changes quick. You got to keep up.I break down a method I've used to learn that you might not like. It's effective as hell.Here are the tools I mention in this episode:Loom.comExcalidraw.comShameless Plugs

Ditch the drama and rebuild connection where it counts. Feeling overwhelmed by workplace polarization, the loneliness epidemic, and the constant whirl of change? You're not alone—and neither are your teams. On this episode of Radical Candor, Kim and Amy bring in Heather McGowan, future-of-work strategist, to dig into why we're so divided and distracted at work—and what leaders can actually do about it. Heather gets real about the deeper roots of these challenges, from shifting demographics to technology's relentless pace, and shares her signature brand of practical, no-nonsense advice for fostering respect, empathy, and collaboration. It's not about ignoring differences or plastering on a quick fix—it's about creating the kind of human connections that help teams thrive. Learn how to lead with intention, listen to what's not being said, and ditch the divide in favor of working better together. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Heather E. McGowan - ImpactEleven | LinkedIn Heather McGowan Navigating the once a century shifts: cultural, social, demographic, technical, and economic Loneliness Epidemic is Leaving Us Distracted and Divided Managing Post-Election 2024 Tension At Work 6 | 43 I Never Thought of It That Way: How to Have Fearlessly Curious Conversations in Dangerously Divided Times Bowling Alone: Revised and Updated: The Collapse and Revival of American Community The Adaptation Advantage: Let Go, Learn Fast, and Thrive in the Future of Work The Empathy Advantage: Leading the Empowered Workforce Loonshots: How to Nurture the Crazy Ideas That Win Wars, Cure Diseases, and Transform Industries Braver Angels The No Asshole Rule Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce the episode's focus on workplace polarization with guest Heather McGowan.(00:02:12) Why We're DividedThe societal and workplace factors fueling polarization.(00:06:42) Balancing Rights and Income InequalityThe interplay between workplace equity and broader societal trends.(00:09:02) Short-Term Thinking in LeadershipHow short-term decisions undermine long-term organizational health.(00:12:03) Intentional Conversations Across DividesPractical tips for engaging with diverse perspectives meaningfully.(00:16:21) Finding Common Ground at WorkBuilding relationships through shared experiences and lighthearted topics.(00:22:12) Drawing Ethical BoundariesKnowing when to disengage while maintaining openness elsewhere.(00:26:32) The Future of Work and LearningWhy adaptability and continuous learning matter more than ever.(00:33:46) Loneliness in the WorkplaceCombating workplace isolation with intentional connection and empathy.(00:41:27) Embracing Discomfort and CuriosityWhy great leaders lean into questions, not answers.(00:45:53) Radical Candor TipsStart conversations, focus on humanity, and take small steps to connect.(00:49:10) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

In the latest episode of Identity Architects, InfoSum's CEO Lauren Wetzel, sits down with Jesh Sukhwani, Global Director - Media Center of Excellence, Lenovo, to discuss data collaboration, data privacy, first-party data, Lenovo's privacy-first strategy, and more. —Listen to our Identity Architects' Soundtrack Playlist: https://hubs.la/Q02yC7Vt0 More information on InfoSum https://www.infosum.com/ InfoSum Case Studies: https://www.infosum.com/resources/library/case-studies —Subscribe to our newsletter: https://www.infosum.com/resources/insights Follow us on LinkedIn: http://www.linkedin.com/company/infosumhq

What's a better mindset than "failing fast and failing often"? Join Dr. Janet Pilcher as she explores how reframing this phrase with positive language shifts the focus from failure to growth—exactly where it belongs in education.Recommended Resources: Hardwiring Excellence in Education: The Nine Principles Framework, Why I dislike the phrase "Fail Fast, Fail Often," Continuous Improvement: Adjusting Through Disruption, How One School District Hardwired Continuous Improvement Practices to Change their Culture and Adjust through DisruptionWRiE Information & Registration: Engage with your colleagues and learn to Hardwire Excellence in Education at our annual K-12 leadership event, What's Right in Education. Visit studereducation.com/wrie to see the full speaker agenda and register. Seats are filling up quickly for this October event!

Explore the dynamic future of work with Brian Milner and Heather McGowan as they discuss the essential shifts in mindset and culture needed to thrive in the augmented era. Overview In this episode of the Agile Mentors Podcast, Brian Milner interviews Heather McGowan, a renowned future of work strategist, about the rapidly changing landscape of work in the augmented era. Heather emphasizes the importance of adaptation, empathy, and human connection in response to technological, societal, and cultural shifts. They discuss the pervasive issue of loneliness in the workplace and the critical role of leaders in fostering a culture of trust, agency, and high expectations to drive performance and productivity. Heather also shares insights on finding personal purpose and intrinsic motivation to excel in the future of work. This conversation provides valuable strategies for individuals and leaders to navigate the evolving work environment successfully. References and resources mentioned in the show: Heather McGowan Heather’s Website The Adaptation Advantage by Heather McGowan & Chris Shipley The Empathy Advantage by Heather McGowan & Chris Shipley The UpSwing by Robert Putnam Agile Training for Teams & Leaders Subscribe to the Agile Mentors Podcast Mountain Goat Software Certified Scrum and Agile Training Schedule Join the Agile Mentors Community Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Heather McGowan is a leading strategist and keynote speaker on the Future of Work, known for transforming mindsets and organizations with her insights on continuous learning, leadership, and culture. Her groundbreaking approach has empowered employees, enhanced leaders' effectiveness through empathy, and driven businesses to achieve their goals in a rapidly evolving market. Auto-generated Transcript: Brian (00:00) Welcome in Agile Mentors. We're back with you for another episode of the Agile Mentors podcast. I'm with you as always, Brian Milner. And today we have someone I'm very, very excited to have on. She was the keynote speaker that kicked off our Scrum Gathering in New Orleans this year. It's Ms. Heather McGowan. So welcome in, Heather. Heather (00:20) Hey there, thanks so much for having Brian (00:23) I'm so excited to have Heather in. If you're not familiar with Heather's work, she has, think, the best job title I think I've ever heard. She is the future of work strategist. And like I said, that's awesome. I love that. But beyond that, there's a lot that I could say about Heather to introduce her to you. But I'll give you a couple of things just so you kind of understand the perspective of her coming home. First, She was named one of the top 50 female futurists by Forbes. So let that sink in. She also has two incredible books out there. One called The Adaptation Advantage. has more than two books, two recent books. The Adaptation Advantage, Let Go, Learn Fast, and Thrive in the Future of Work. That's one. And her latest one that just came out recently, it's called The Empathy Advantage. leading the empowered workforce. And I'm very, excited to have her on because her talk at the Scrum Gathering really captured my imagination. And I think everyone's imagination there. so let's just dive in, Heather. Let's talk about this whole concept of the future of work. And I think one of the ways you started in the presentation, I think, was really important to try to understand where we are on the timeline of the work. the way we have progressed through ways of working. So where are we? Where would you put us on the timeline? Heather (01:57) Yeah, so first of all, the title, Future Work Strategist, was not something I applied for. It's a title. Brian (02:03) Really? Because I want to fill out that job application. Heather (02:07) It's a title I created because I felt like there was a need for many of us to be working in looking at the future work, which is something that will never be done. It often gets conflated with being about where we work or DEI issues, but really it is about those things. But for me, it's about leadership, it's about workforce, it's about learning, it's about adaptation, it's about purpose. It's about adapting right now pretty rapid changes that are not only technological, but societal and cultural and demographic and generational. And we're wrestling with just a lot of change at once. one of the things I say to folks is sometimes I think that the majority of what we're going to be doing in the near term is helping each other adapt. Because we're to have to adapt at a clip we've never had to adapt to before. Prior generations had maybe one paradigm shifting change in a generation. Now we might have three or four. Brian (03:02) Yeah. Heather (03:03) So in terms of where we are, we had the agricultural era and the industrial era and the information era. Well, we're now in the augmented era. So we're dealing with technology consuming tasks that we do at a faster and faster clip. And a lot of people kind of catastrophize it about technology taking away jobs. We're the only species that would invent things to make ourselves irrelevant. that's how what people, but it doesn't make any sense. What we're really doing is inventing technologies that augment our potential. And it requires us to not only learn and adapt and think about differently about who we are, which is what the adaptation advantage was really about, but how do we relate to each other? How do we get the best out of each other? And that's really what the empathy advantage was about. So we're in the augmented era. Technology is going to continue to come at a faster and faster clip. But it's more important for us to think about how we learn and adapt and how we lean into our uniquely human skills. Because... The technology can provide the answers, but it's up to us to find the questions. Brian (04:04) That's awesome. Yeah. I think that's such an excellent point that, you know, just trying to think about the fact that, yes, in previous generations, there may have been one paradigm shifting kind of change that comes through a lifetime in the way that we work. But in our lifetimes, we've dealt with the Internet coming on board and we've dealt with multiple revolutions since then, mobile and AI. And these things happen. it's such a greater clip that it really does shift even even things like COVID changing, a lot of places working from home previously was always in the office. It seems like change is the constant now and that change is kind of the thing that we need to get good at is being adaptive and able to change. Why do you feel like, I'm just kind of curious of your opinion on this, why do feel like we're so resistant as humans to just change in general? Heather (05:00) I think we have a fear of obsolescence. then in times like right now, I delve into this sometimes in some of my talks, is we're going through some pretty significant division and polarization. It's really acute in the US, but it's happening all over the world. You look at the elections in France and the UK recently. I think it's important to understand how that happened because a lot of people think that's just social media. And technology did come into play, but if you look back in the US anyway in the 70s and 80s, that's when we started to see a real erosion in our social fabric. We started having fewer people over for dinner and being part of fewer fewer clubs, talking to our neighbors less. So we got more and more isolated. And then we had a loneliness epidemic that's been around for at least a decade or so, which, and when you're lonely, your amygdala, the kind of reptilian part of your brain goes into overdrive. So you go into fight or flight mode. So you have a lot of change, isolation, fight or flight mode, and then you throw in social media that kind of catastrophizes things. And we're all in this us versus them mode. And we've stopped seeing, hearing each other. And one of my messages in almost all my talks is we have so much more in common than we have in difference. They show lots of studies from it. So if we just could start talking to each other again, we may not vote for the same candidate. We don't vote for the same teams, but we both love the sport. And that's what we need to get back to is understanding how much we have in common because so much of the work we're going to be doing, especially when technology comes in, is communication, collaboration, exploration. And all of those things require us to relate to each other because you're going to see something that I don't see. And if I only hired people who think like me, it would be tragic because I wouldn't see the entirety of the opportunity. So if you want to really drive profitable growth in your company, you want those diversities of inputs and you want to set a culture that has people see and hear each other so you can see optimally the opportunity space. And because that's what we're going to be doing. It's most of the work we're going be doing. Brian (06:55) Yeah, yeah, this is a fascinating fact to me because I, one of the things I start in your presentation is just this idea about loneliness. And I absolutely agree. You know, there's, I think we all can kind of recognize that even though we've tried to create these social media companies that to try to, you know, get a, gain a stronger sense of connection in some ways it's driven the opposite of this sort of loneliness factor. But I'm curious from from some sort of a sociological perspective, that has, it seems, transferred into our workplace. And I know one of your stats there was about how we feel more lonely at work. And I'm just curious, what do you think is driving that, the kind of sense of loneliness that we have while at Heather (07:48) Yeah, know, some folks will point that to being about where we work. That's not my area of expertise. There plenty of people who look at where we work. That may be a factor for some folks if you're working remotely and you don't see other people, certainly a factor. But what I think what's really happening is we've outsized what work is in our lives. So community used to consist of social interactions, religious affiliations. clubs and groups we belong to, all of those kind of, if you think of them as circles, because everything's visual to me, all those circles shrank and work became bigger. So now part of it's generational change, but more and more people are looking for work to provide their purpose, work to provide most of their relationships, work to fill these. So it's a little bit in terms of how we're interacting with each other that's causing the loneliness, but it's also an outsize expectation we have around work. So now it becomes table stakes for a lot of organizations for work to be my self -expression, work to be my sense of purpose, work to be where I think about my values. And it wasn't like that a few decades ago. Brian (08:49) Yeah. Yeah, that's, I just, I love that point. think you're absolutely hitting the nail on the head with that. And, and, know, just so everyone listening doesn't, doesn't misinterpret this in any way, you know, we're not, we're not saying in any way that those other kinds of organizations like churches or community groups or anything are bad or that you shouldn't see community and those kinds of things. It's just that our society has sort of moved away from those as being the foundational, places where we get community and you're I absolutely agree. is, work has sort of filled that. Sort of analogous, I think, to the way that police have become the front line of our mental health, Heather (09:27) Mental health, yeah, exactly. Exactly, and that's not fair to the police and they're not prepared to do that and, you know, we suffer. I think the point with work is that that is where we are. So if you're leading an organization today, that is a reality. I hope that changes. I'm a big fan of Robert Putnam. He wrote Bullying Alone in the late 90s and he pointed out the sort of phrase we're having in ourselves, of fabric. He had another book that came out in, I think it was 2020 or 2021, in the middle of pandemic where he... which was called the upswing, where he says we go through these kind of, you you think about it like a pendulum, we go through periods of high collectivism, you know, the kind of the eye to the we. And we're at the highest, you know, the lowest level of the we and the highest level of the eye in terms of being isolated and all that we do. And we're primed to go back into a we phase. So I'll be interested to see what forms of community start to emerge because we're primed to have that happen. Soon, like I notice is a, live most of the time in Florida, part of the time in Massachusetts. It's a restaurant I go to in Florida. And I was like, why do we love that restaurant so much? I do like the food. It's very good. But it has a situation that an empty seat is is a, is anywhere you could sit. So if I come in by myself or with one other person, they would sit me at the table with one other person or two or 300 people. It's community seating. So you end up sitting with people that you don't know having conversations. It's kind of like a forced community. It's fantastic. Brian (10:53) Yeah, that's awesome. I love that. I mean, I will say, you know, the introvert part of me is like, I don't want to sit down. Right. Yeah. I identify with that. Yeah. Awesome. Well, so if we have this problem, right, we're dealing with, with a fear of change. We're dealing with a work in place that is lonelier than it's ever been. And we were dealing with a population that's seeking belongings, sinking. Heather (10:59) I'm an introvert too, but when I'm forced, it's good for me. Brian (11:23) connection and community while at work. I think you're right that that has a profound impact on the way we work even. And I know you talked a little bit about just kind of the main drivers of productivity, the main drivers of being successful. And I think that this is maybe counterintuitive to what some people think. Help us, talk us through that a little bit about what you found as far as what really drives productivity. Heather (11:58) Sure, so just to give you a little background on me that relates to this point. So I spent the last, prior to when I started speaking full time, which is about 10 years ago, I spent 10 to 15 years working on the corporate side, industrial design, product design, design strategy, so new innovation stuff. And every organization I went into, I felt people really weren't equipped. to propositionally think. They could reiterate on the existing solutions. If they had a product, they could make another version of that product, but they couldn't jump entirely to a white space and think of something where we didn't have a contextual reference. And then I found myself working in higher ed because I had a mentor who became president of university and he said, I want to create a new college focused on innovation. And I think you understand it better than anybody else. So I built a new college focused on innovation. From those two sides, I saw the supply and the demand side of talent. And what I saw happening, and this is what kind of led to my speaking career, is we're not preparing people to do the kind of work we need people to do. We're hiring people based on past skills and experience degrees. We've now like edged all the way up to skills -based hiring. But what that really is, is hiring somebody who can demonstrate that they can do something you need them to do. What happens when they get there three or four months later and you need them to do something that's never been done before? So we need to prepare more people to do work that's never been done before. And how do you do that? I think you look more at behaviors. And then how do you activate those behaviors? So what you look for in people is some level of skill, but also behaviors that will tell you what they'll do when they don't know what to do. And that is basically what culture is. Culture is collective behaviors. So that's how you screen for people. And then how do you set the conditions to activate those behaviors? What we've done in the past is hire the skills and exert some hustle culture. And that's going to rev the engine of productivity. We did that until we hit burnout and we're still hitting burnout and we're still hitting burnout and unhappiness and disengagement. So we went from hustle culture to going, we need more engagement. we need shared purpose. we need psychological safety. Well, what's behind all of that is we need humans who feel seen and heard. Somebody cares about me. I trust my leader. You set those conditions to people who have agency and they'll activate those behaviors for which you hired them. And so they have some of the skills you need. They're going to have to acquire so many more because you don't know the work they're going to be doing. So we got to focus on what I say is culture and then people who want to build their capacity. Brian (14:29) Yeah, yeah, I love that point. And I think you're absolutely right. I'm kind of so we've been building towards skill based kind of hiring instead of behavior based hiring. And we should be looking more at building people who have the right behaviors to learn and grow and change and adapt. So I'm kind of curious your take on this, because I know that in the past few years, especially, I don't know if you've seen this, think I've noticed this in multiple sections, but there seems to have been sort of this segment of management that has returned a little bit, kind of tried to turn the clock back and gone back to a little bit of Taylorism and kind of the idea of, you you need to push and drive your employees to work harder. And I even see that in some job postings and things about how, you know, there's sort of a rise more traditional project management, is really more based on pushing and driving than enabling. I'm just curious, what's your take? Why do you think that's resurfaced? Heather (15:41) I think we got a lot of fatigue coming out of COVID. I remember us doing the sort of the press tour and everything for the Empty Advantage last spring. one, I was talking to a group of CEOs and they said to me, you know what, we're just tired of caring. And because they were being honest with me. And I said, well, explain to what you mean. And they said, well, I get it. We have to be empathetic and we have to feel bad for people and expect less of them. And I said, there's compassion and you should have that instances. And there's empathy and they are not the same thing. When I'm talking about empathy, it's about understanding the people that you're hiring and what motivates them so you can help them become what I call self -propelled. Because you cannot get people to learn and adapt at the speed, scale and scope we're gonna need through just extrinsic pressure. And there's a return to that right now. I think it's some COVID fatigue of just, you know, exhausted because people did have to care a lot for their people. But you know what, we had higher levels We had higher levels of engagement. had higher levels of productivity at the height of the pandemic because we were caring. And that was a little care fatigue. so the care fatigue hits a little economic uncertainty. We've been waiting for a recession. Inflation's been sticky. It's harder to run your business tomorrow than it was yesterday. Again, all those things. But a return to kind of the beatings will continue until the morale improves has never worked. But there is certainly a push to try that now. And I get But you're not going to get the performance out of people that way. just don't believe it. A very small percentage of people that works on most of us work best when we feel like we can trust our boss. We have agency. We have high expectations. I mean, all the studies that I've seen, the best jobs people had with the highest level of performance were when they challenged themselves, they had respect, they had autonomy, and they had agency. Brian (17:33) Yeah, yeah, absolutely agree. It just, it fascinated me when I saw that kind of return and rear its ugly head again and think, and my thought was, we've tried this, you know, like this is, it's not that this hasn't been tested and tried, we've run this experiment and it failed and we've progressed into this new era. And I think sometimes there's a leadership kind of misunderstanding that we're just trying to be nice. Like people just want us to be nice. And it's just about being kind of more friendly and kind. And that's what all these management consultants want us to be. there's a purpose behind it. It's because it works. It's not because it just makes you a better person, though it does. But it actually is better for your business to do Heather (18:21) Yeah, I think what happened is we had such a long stretch of Taylorism that we presume that that is the model that works. had four years of caring and we had good performance. And that gets sort of conflated with where we work, which I think is a completely separate thing. I think we've got to return to, not return to, we've got to go forward and to say, what did we learn in those four years? What are the things that really worked? How did we really better performance out of people. Because at the end of the day, it's what you're to do. It's why you run your organization. We are in a capitalist society. You're going to run your organization getting the highest level of performance. Highest level of performance and productivity is getting the highest level of performance out of your people. Highest level of performance out of your people comes when you trust them, they have agency, you hire for the right behaviors, you set the right conditions, and you encourage them to do things they never thought they could do. And that's what comes out of all the studies. Brian (19:11) Yeah. Yeah. And I know you, you, you drawn kind of this, this really interesting connection, I think between performance and, and mental health and sort of the idea of, you know, that we, again, building on what we've said, right? If our organizations are where we're seeking community and we're feeling lonely, then that this does impact how we work. so it shouldn't be that far of a leap for people to understand how, Hey, if, if, our work environments are damaging people's mental health, that directly impacts performance. Heather (19:47) Yeah, and you just look at the studies like, know, the companies that are ranked best places to work, they're ranked best places to work by the employees, because the employees are happy there. And you know what? Their performance is something like 16 % higher than the companies that are on the list. So it's pretty clear. You're getting the performance when people are happy, not you're going to get the performance. You're going to be happy when you get the performance. It's the other way around. We're looking at it backwards. Brian (20:12) Yeah, I agree. And one of the stats that jumped out at me in your presentation was this stat about how big of a role your direct manager or leader has on your mental health, just in general and overall in life. So tell us a little bit about Heather (20:32) Yeah, there were three different studies I think I cited in the piece you're talking about. First, the employer has a greater influence on your mental health than your spouse, partner, or therapist if you have one. Brian (20:46) That's so, I just got a full stop there. Like that is so amazing to me. Your boss has more impact on your mental health than your spouse. That just blows my mind, sorry. Heather (20:57) And the greatest source of stress in your life is your job. And then there was another study, which I thought was fascinating, and it was looking at lower paid workers generally not highly educated. The relationship, this was a longitudinal study, and it was only like four or 500 people, but they looked at your relationship with your direct supervisor. If your direct supervisor treated you with respect, gave you agency, gave you autonomy, you trusted them, you went home and raised your children such that they had higher levels of economic, social, and financial success. So not only is your boss influencing your life, you're influencing the next generation and thereby the next workforce. So there's a lot more we should be doing preparing these leaders for having this what is now an awesome responsibility. It's a really profound responsibility. And it's because I think work has become so outsized in our lives. And it's going to be. It's going to continue to be. Brian (21:58) Yeah. Yeah. So no pressure, leaders, right? I mean, no pressure on the fact that not only are you concerned with your business and your employees, but the future generation of workers. Right. Heather (22:09) And we need to help those leaders. We need to help them put on a gas mask before they try to help anybody else. Brian (22:14) Yeah, absolutely, absolutely. So, you know, we're in this, first of all, I think this is this huge dichotomy of, you know, as we said, we're in the age of people feeling lonely at work. While when we look at our process kind of evolution, we're in a teaming phase of process. We value, especially here, you know, an Agilist and people who practice Scrum. We're all about teamwork. It's all about working together as a team. So I'm curious, kind of your take on that. Why do you feel like we still have this sense of loneliness, even though we're trying to move more and more of our process towards being collaborative and team -based? Heather (22:58) I think we forgot to know how to connect to each other. And we can't get it all from work, but since we're looking to get so much of it from work, we need to figure it out there. I mean, how many, you know, they found these studies that, you know, you're happier at work if you have a best friend at work. It used to be that people met their spouse or partner through church work, or I can't remember the third one. Now it's mostly online. So even though we're in work, we're not. forming our social circles around work as much anymore. And it's not really, because this started long before the pandemic, so it's not just that we're working remotely and that's why our social circles aren't happening there. I think we forgot how to connect with each other. We forgot to say, how are you and mean it, instead of just waiting for fine. We forgot to have conversations that had something other than to do than what we're doing. We just forgot how to be human and have meaningful connections. And I think when you start having conversations with people about that, like I was just in Prague last month for a talk, and there was another speaker. And we connected beforehand, we sort of knew each other, and his talk was on human connection, my talk was on the future work as human, because all my talks are bespoke to the audience and what they need. And so we coordinated our two talks. And then while I was there, in his talk, he talked about how both of his parents died suddenly, within like three months of each other. And it was a really impactful part of his talk and an impactful part of the most important conversations you have in his life, in your life, et cetera. And then when I was in Prague, I got a call that said my father was dying and I had to leave. And I messaged him. And now we message each other every single day to check in with each other. It was a catalyst for a human connection you don't normally have when you share a stage with someone for five minutes. But I'm noticing more and more that people are trying to do They're trying to make more meaningful and lasting connections that are, you know, we talk about speaking, but really we talk about how are you? What are you going through? How's your breathing going today? What do you have on store for the weekend? And I've done that with a number of speakers who've become close friends. And I think more and more folks need to be, feel comfortable just reaching out and doing that and having a real connection with folks that doesn't have to do with a product that's due or a deadline or a financial goal or what have you, but has to do with. What we all want is humans, which is ultimately connection. Brian (25:14) Yeah, boy, I can't agree more. Well, we're getting towards the end of our time. before we wrap, one thing I wanted to ask is, we have listeners here that are leaders. We have listeners that are involved in Scrum teams. We may have some Scrum masters and product owners that are listening. And they're hearing this, probably agreeing a lot with what they're hearing from you. So my question for you then is if you were to talk to that group, if there were some advice you could give them, tips you could give them to better prepare them for the future of work, for where we're headed, what kind of advice would you give people currently working on Teams? Heather (26:02) I think the most important thing to figure out, and some people take a lifetime doing it, some people are born doing it, is what do you really care about? What kind of impact do you want to have on the world? How do you like to work? What kind of problems do you like to work on or find or frame? Where do you like to work in the process? Because more self -awareness you have about what really drives you, because that's really your fuel source, the better you're going to be in whatever you do. We tend to tell people, funnel people into careers based on what they're told they're good at, or more likely what they're told they're not good instead of focusing on what gives them energy. Because if we're going to have to learn and adapt, and we are, then we ought to be learning adapting around something we're intrinsically motivated to do. Brian (26:46) That's awesome. Yeah, I agree. It sounds very close to, you know, Simon Sinek's kind of find your why basis there of just, you know, that being so important in what drives us. So couldn't agree more. That's that's awesome. Well, I want to be respectful of your time and our listeners time. So, Heather, I can't thank you enough. Every time I hear you talk, I feel like I've taken another leap and have more stuff to go research and and study based off of it. So. Heather (26:53) Sure. Brian (27:15) Thank you so much for taking some time here to talk with us on the podcast. Heather (27:19) Thank you. And I just want to close with one thing because I'm a belligerent optimist. So we have some hard problems ahead of us. We've got division, we've got technology, et cetera. But we have done more in one human lifetime to improve the human condition than all of human history. We've more people out of poverty. We've almost solved literacy. We've connected the globe. It's time for us, in the words of JFK, take longer strides and do hard things. We are up to and we are more than capable of this. So I'm really optimistic about the future that's ahead of us. I think we just have to face some of our challenges. So thank you very much for having me. Brian (27:53) Amen, amen. All right. Thanks so much, Heather. I appreciate you coming on. Heather (27:58) Thanks a lot for having me. Take care.

In this episode of the podcast, Levi breaks down a YouTube video from the Mexican comedy channel "Backdoor." The video of the audio you're hearing today can be accessed via our newly revamped course, The Mexican Spanish Academy. Join it here today! Wanna join one of my Spanish courses? ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join the upcoming cohort here!⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ If you enjoy this podcast, subscribe and leave us a 5-star review on Spotify and Apple Podcasts! If you're on social media, follow us on Instagram and TikTok for daily Spanish content.  If you want to speak like a Mexican, make sure to check out our lineup of Spanish language training at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MexicanFluency.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

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"Fail fast" is used so often, it has become a cliché! In this episode, we tackle rebranding the term "fail fast" to "learn fast" within organizational cultures. Is this a step towards promoting psychological safety and open conversations, or does it undermine the essence of embracing failure as a catalyst for growth? Whether you're a leader, manager, or part of a self-organizing team, this episode offers valuable insights into cultivating a culture that truly values experimentation, iteration, and learning from setbacks.0:00 Podcast Intro0:17 Topic Intro1:11 Negative Connotations of "Fail"2:53 Identifying the Fixed Mindset4:40 Management & Failure5:40 Promoting Psychological Safety, Maybe7:48 Directness & Alignment9:52 Accepting the Change11:19 Setting & Achieving Goals13:30 The Growth Mindset14:22 Slicing Work18:55 Failure & Leadership Reactions22:20 The Fixed Mindset24:00 Acceptable Risk Taking25:53 Self-Organization Gone Awry28:50 Brian's Learnings31:42 Wrap-Up= = = = = = = = = = = =Watch it on YouTube= = = = = = = = = = = =Subscribe to our YouTube Channel:https://www.youtube.com/channel/UC8XUSoJPxGPI8EtuUAHOb6g?sub_confirmation=1 Apple Podcasts:https://podcasts.apple.com/us/podcast/agile-podcast/id1568557596 Spotify:https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3 Amazon Music:https://music.amazon.com/podcasts/ee3506fc-38f2-46d1-a301-79681c55ed82/Agile-Podcast= = = = = = = = = = = =Toronto Is My Beat (Music Sample)By Whitewolf (Source: https://ccmixter.org/files/whitewolf225/60181)CC BY 4.0 DEED (https://creativecommons.org/licenses/by/4.0/deed.en)

In der heutigen Episode gehe ich auf das Prinzip "Fail Fast, Learn Fast» ein. Ich beleuchte, wie Scheitern und Lernen zusammenhängen und warum beides eine Voraussetzung für erfolgreiches Arbeiten in einer dynamischen Arbeitswelt ist. Du suchst ein Praxis-Seminar für eure Führungskräfte oder einen Teamworkshop, der euch richtig weiterbringt? JETZT DEINEN PERSÖNLICHEN GESPRÄCHSTERMIN BUCHEN ► https://fitforleadership.ch/telefontermin-buchen/ LUST AUF FÜHRUNGSSEMINARE, DIE ROCKEN? Meine Präsenztrainings und Online Seminare für Führungskräfte in der Schweiz und Deutschland. Hier mehr erfahren: ► https://fitforleadership.ch/ 95 PRAXIS-IDEEN FÜR EINE FÜHRUNG AUF AUGENHÖHE Hol dir das kostenlose Buch zum Podcast "Führung kann so einfach sein" ► https://fitforleadership.ch/ebook MACHE ALS FÜHRUNGSKRAFT DEN NÄCHSTEN SCHRITT Sichere dir hier dein persönliches Gespräch mit mir! Danach wissen wir beide, wie eine Zusammenarbeit aussehen könnte. ► https://fitforleadership.ch/telefontermin-buchen/ DU WILLST NOCH MEHR ÜBER MITARBEITERFÜHRUNG ERFAHREN? Für mehr Bonus-Tipps folge mir auf LinkedIn. ► https://www.linkedin.com/in/abenedix PROFITIERE von der "Fit For Leadership" COMMUNITY Komm in unsere LinkedIn Gruppe und erlebe mich und andere Führungskräfte. Hier bist du mittendrin mit deinen Fragen und Anliegen als Führungskraft. ► https://www.linkedin.com/groups/8982354/

Failing fast means trialling, testing, learning and reshaping so you can succeed. But what does that mean for arts management? How can a fail fast mentality help push arts organisations forwards?  In this thought-provoking episode of "The Arts and Everything in Between," host Lucy Costelloe sits down with Gail Jones, Communications Manager at the Crescent Arts Centre, to explore what it means for arts organisations to adopt a fail-fast mentality.  Gail shares Crescent's strategies for innovation, community engagement, and how they navigate the complexities of arts management by embracing failure as a pathway to rapid learning and growth.  You'll learn: 1. How a fail fast approach facilitates learning, growth, and innovation within organisations. 2. How Crescent has embraced failure as an opportunity for learning with specific examples such as their pricing strategies. 3. The benefits of Crescent's Associate Model which brings in external expertise into the organisation to support programming and audience engagement. 4. Tips when considering the fail-fast approach, including how to get started, the importance of embracing vulnerability, and the value of external collaborations. —————————————-  THE ARTS AND EVERYTHING IN BETWEEN PODCAST Explore innovative concepts and gain insights from professionals and leaders in the arts, culture, heritage and live entertainment space. Join arts and culture industry leaders and specialists as they share their stories and expertise. Dive into the issues at the forefront of the arts and culture landscape, get actionable advice and pragmatic tips for your arts organisations and inspiration from around the arts and culture world.  —————————————-  GOT A GREAT TOPIC OR STORY TO SHARE? Want to share your story? Got a great topic for the podcast? Get in touch! podcast@ticketsolve.com —————————————-  Love TA&EIB? Don't forget to like, follow and review! It helps others find the show.  —————————————-  RESOURCES Crescent Arts Centre: https://crescentarts.org/ Arts Professional: How to Curate a Festival: https://www.artsprofessional.co.uk/magazine/article/how-curate-festival Pay What You Decide Case Study: https://blog.ticketsolve.com/a-case-study-with-thrive-crescent-arts-centre —————————————-  GET MORE INSIGHT AND SHARE THE KNOWLEDGE! Facebook – www.facebook.com/Ticketsolving Twitter – twitter.com/ticketsolvers LinkedIn – www.linkedin.com/company/ticketsolve  Instagram – www.instagram.com/ticketsolve/ —————————————-  A special thank you to Gail Jones for joining us and sharing her expertise and experiences. We also want to thank our listeners for their continuous support, share the podcast with your colleagues and peers!

Prince Charles was the understudy for a very very long time. With Charles inactive, one way or another, William is going to have to learn on the fly.

The caterpillar learning method to the rescue.I've switched tech stacks 3 times so far in my career. More like 5 if you count the contract jobs I've worked on.That means I had to learn completely new languages and frameworks in a fairly short amount of time. I didn't have the luxury of sitting down for a 100 hour tutorial. The strategy I use to learn is the caterpillar method.When a caterpillar moves, it contracts and expands its body segments in a sequential manner to propel itself forward. Be like that caterpillar when you're learning.Shameless PlugsParsitydev30Ultimate JS Guide

How to Learn FAST and remember what you learned- Is it possible? If YES- HOW?

Talking, thinking, and weighing up the pros and cons are all important, but ultimately success comes from taking action, from implementing!   Of course, preparation is important, but the longer you spend trying to perfect something before taking action on it, the less time you have to learn invaluable lessons that can only come about when your vision has been turned into reality.    Or, in the words of Elon Musk, “Go quick, fail often, and learn fast.”   Failure is an inevitable part of life, but as I discuss in this episode, if you reframe your failures into learning opportunities, there is no limit to the success you can achieve!    For full show notes, links and resources mentioned visit: https://growmysalonbusiness.com/podcast/220/    Thanks so much for joining me this week. If you enjoyed this episode, please leave a review. Ratings and reviews are extremely helpful and greatly appreciated!  They do matter in the rankings of the show and help other people find my podcast. I also love to hear what's been helpful and what you love about the podcast!  Just click here to review, scroll to the bottom, tap “Ratings and Reviews” tap to rate with 5 stars and “Write a Review” and let me know what your favourite part of the podcast is. Thank you for your support! And finally, don't forget to subscribe to the show to get automatic updates. Got a question you want answered on the podcast? DM me your question over on Instagram or just come on over to connect at: https://www.instagram.com/growmysalonbusiness/

Welcome to Episode 3! This week, discover the most important thing beginner knitters need to do to improve fast and why some yarns bobble more than others (and why) -----------------------------------Chapters(00:01:41) We talk the language of love!(00:06:14) Wine chat(00:20:36) The secret to getting good at knitting(00:26:42) What we're wearing(00:31:54) Why some yarns pill more than others(00:33:44) What we're working on-----------------------------------Show NotesWine we're drinking: Boina from Portugal thanks to Good Pair DaysKayleigh is wearing Sitsijakk by Aleks Byrd in Walcot Yarn's Origin (pacific and high desert)Carmen is wearing Epernay by Thea Colement in Walcot Yarn's Origin Grape BlossomKayleigh is working on the Andrea Mowry's Tessellated VestCarmen is working on the same vest in different yarn-----------------------------------Get In TouchSocial Media: Instagram | TikTokWebsite: www.ayarnstory.co.ukEmail: hello@ayarnstory.co.ukVisit us:A Yarn Story, 128 Walcot Street,Bath, BA1 5BG+44 (0)1225 429239

Colts get win over Belichick and Patriots by not being worse! Michael Pittman is oddly irreplaceable! Bye week perfectly timed! Hoosiers mired in mediocrity, but 2-0! Jimbo Fisher will be pain a fortune to not coach Texas A&M! Here is the My Bookie info: https://mybookie.website/joinwithKENT Promocode: KENT UP TO $200 FIRST DEPOSIT CASH BONUS Learn more about your ad choices. Visit megaphone.fm/adchoices

BUWOBS in on a short break but will return with new episodes in 2 weeks, until then enjoy this encore show! Episode 92: “Slow Down, Learn Fast” If “an untrained brain will go negative,” then how can we “train” or brain to better handle our emotional states and reduce our BS stories? The key is, paradoxically, to get into the body first - to slow down in order to learn fast. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

BUWOBS in on a short break but will return with new episodes in 2 weeks, until then enjoy this encore show! Episode 92: “Slow Down, Learn Fast”   If “an untrained brain will go negative,” then how can we “train” or brain to better handle our emotional states and reduce our BS stories? The key is, paradoxically, to get into the body first - to slow down in order to learn fast.

One thing that's sometimes missing from the conversation about how long it takes to learn a language is language learning intensity.

In today's solo episode I'll talk about learning skills fast.How can we learn a skill in the most efficient way possible?Steps To Learn A SkillNow what if we wanted to elaborate on that framework to give you a step by step guide to learn something efficiently? In later episodes I can quote and share some specific learning frameworks from creators like Carol Dweck and Tim Ferris, but today I'll mention a checklist of things we should have to learn anything fast.Define your target performance level. Decide what you want? Clearly define what it is you want to aim to do? Deconstruct the skill into its component parts. Break it down into manageable chunks to learn.Prioritize the most important sub-skills for you first. Apply Pareto's Principle to your learning efforts.Don't procrastinate. Try the actual skill in its truest possible form right away so you have the ability to anchor your learning.Research. Learn from teachers in books, courses, coaches and content how to learn the sub skills.Dedicate time in your schedule to focused, frictionless practice.Seek feedback as soon as possible from people who understand what it's like to learn the skill.Commit to a minimum of forty dedicated hours in trying the skill.Create an environment of accountability by adding rewards, and or consequences for your effort.**For the full written version of the episode see the transcript. FOLLOW JustinInstagram - @JustTriesYouTube - Just TriesTwitter - @JustTries_Tiktok -  @justtriesPinterest - JustTriesFacebook - Just TriesLinkedIn - Justin

"The Only Thing that You will Learn Is What You Apply". In today's podcast episode, Stephanie talks about applying what you've learned. The kicker is you have to apply it fast. You can achieve whatever you are aiming for and the key is to learn and apply the learning fast. Let's find out more and dive-in in this episode.. Visit our Website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://beacons.ai/ketomom⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Grab your Mom Fuel Trial Packs: 3 Pack Trials: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.MomFuelTrials.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 5/10 Pack Trials: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.ketomomsecrets.com/shop⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ CONNECT WITH ME: * Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://facebook.com/KetoMom⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ * Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://facebook.com/stephy.mielke⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ * Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://instagram.com/ketomomsecrets⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ * Pinterest: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.pinterest.com/KetoMomSecrets⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ * Blog: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://KetoMomSecrets.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ * YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.youtube.com/c/ketomom⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ * Email: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠stephanie@ketomom.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ RESOURCES: Keto Mom Blog: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.KetoMomSecrets.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Mom Fuel Trials: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.MomFuelTrials.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Drink Ketones Challenge: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.ketomomsecrets.com/10-day-challenge⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Purchase our Mom + Dad Fuel: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.KetoMom.com ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 60 Hour KetoReboot: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.ketomomsecrets.com/keto-reboot⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ More info on the Keto Lifestyle: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.facebook.com/KetoMom⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ * Rumble: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://rumble.com/c/c-325815⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -- KetoMOM was founded with a very simple philosophy. Make. People. Better. Our family hopes to provide as much value as possible by taking your questions about keto lifestyle, homeschooling, social media, entrepreneurship, and family business and giving you our answers based on a lifetime of building successful relationships, teams, and experience. --- Send in a voice message: https://podcasters.spotify.com/pod/show/ketomom/message

If you're wondering how professional day traders use technical analysis, join the global education community at My Investing Club to learn the techniques used by verified millionaire traders. Go to https://myinvestingclub.com for more information. My Investing Club 979 Story Road STE 7078, San Jose, California 95122, United States Website https://myinvestingclub.com Email prc.pressagency@gmail.com

Investments in the humans around us are the greatest investments we can make. In this episode, Dr. Erin Elmore speaks with Heather McGowan. Heather is a thought leader, author, and one of the leading voices on the Fourth Industrial Revolution. Heather's groundbreaking approach to the future of work and learning has made employees more fulfilled and innovative, leaders more potent and empathetic, and businesses more effective at reaching their goals in a rapidly evolving market. Heather is at the forefront of challenging what it means to be a leader in the future of work. She would say it's not about lifting up the ‘best' or most dominant performers, but rather selecting the most collaborative, the most empathetic, and the most fundamentally human among us to lead. Together Erin and Heather discuss the challenges of an outdated workforce system, adaption to new technologies, recent trends that are challenging the workforce, and the opportunity we have now to improve our outcomes when we embrace an empathic work environment where empathy drives performance.   For more information about Heather McGowan, please visit: https://heathermcgowan.com   For more information about The Adaptation Advantage: Let Go. Learn Fast. And Thrive in the Future of Work by Health E. McGowan and Chris Shipley, please visit: https://heathermcgowan.com/the-adaptation-advantage-book   For more information about The Empathy Advantage: Leading the Empowered Workforce by Heather McGowan and Chris Shipley, please visit: https://heathermcgowan.com/the-empathy-advantage-book   For videos to watch Heather speak, please visit: https://heathermcgowan.com/speaking-videos   To book Heather at a speaking engagement, please visit: https://heathermcgowan.com/keynote-booking   Connect with Heather on LinkedIn at: https://www.linkedin.com/in/heathermcgowan

Episode 92: “Slow Down, Learn Fast” If “an untrained brain will go negative,” then how can we “train” or brain to better handle our emotional states and reduce our BS stories? The key is, paradoxically, to get into the body first - to slow down in order to learn fast. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Episode 92: “Slow Down, Learn Fast”   If “an untrained brain will go negative,” then how can we “train” or brain to better handle our emotional states and reduce our BS stories? The key is, paradoxically, to get into the body first - to slow down in order to learn fast.

Episode #227This episode talks about the importance of using what you learn. So often we can get stuck on the hampster wheel of learning without ever actually taking action on what we learn. As you listen to this episode, you'll be inspired to take fast imperfect action so you can accelerate your learning and go ever further in what God has given you to do.Watch this episode on YouTubeSubscribe on YouTube Connect with Ryan:Instagram LinkedIn Submit a question or topic for the podcast: ryanshoward.com/contactFREE DOWNLOAD21 Days to a Spirit-Led Life eCourse & Coaching Programs Visit ryanshoward.com/cef to learn get signed up for our new eCourse & coaching to transform your faith into an everyday reality.

¿Cómo aprender vocabulario rápido y no olvidarlo? Hoy tengo para ti las 7 estrategias preferidas que otros profesores, políglotas y estudiantes avanzados han compartido conmigo en las redes sociales para aprender y recordar vocabulario. ¿Las estás aplicando en tu aprendizaje de español? Espero tus comentarios. -- TIMESTAMPS -- 0:00 ¿Cómo aprender vocabulario rápido y no olvidarlo? 0:16 Estrategia 1 1:59 Estrategia 2 2:36 Estrategia 3 3:36 Estrategia 4 4:32 Estrategia 5 5:05 Estrategia 6 5:33 Estrategia 7 6:21 Y tú, ¿cómo aprendes vocabulario?

We go over how gamification can help you learn topics faster. In the modern age, it's really important that you're able to learn as everything is moving so fast. By gamifying your life and going through steps to help you learn skills faster. We talk about how gaming can actually help you be smarter and learn about subjects and even your job better. Become an expert in your field by gamifying your life and learning concepts that have worked in gaming that can also work in your life and make learning a lot funner and the modern age it seems that learning can be boring at times. Well, there are ways around this to trick your mind to make you want to learn all the time. And help you level up your career or as a student. There is so much that you can do if you set your mind to it. But sometimes you need a little help by learning through gamification. We talk about that today. --- Support this podcast: https://podcasters.spotify.com/pod/show/climbpositive/support

This week's guest on The Connected Leadership Podcast joins Andy Lopata from Switzerland. Daniela Landherr is the former Head of Talent at Google. She is now an Executive Coach specialising in psychological safety at work. Daniela's perspective is that our culture should accept that failure is OK; it is something you can learn from and develop. A leader who never makes mistakes is not a good leader because this means you never take a risk. Andy and Daniela discuss Fail Fests, meetings to discuss failures in a psychologically safe space and how to learn from them. Also, how to have the difficult conversation and be open to learning. They also emphasise the importance for leaders to follow up on feedback and surveys. An interesting innovation is the 'pre-mortem', a detailed debrief before action is taken. Generational differences in attitude underline the need to shift the mindset and take away the fear of failure so that creativity and innovation can flourish.

“Marketing is no longer a creative (-only) job,” our latest guest says.I have lived this lesson as well. I started my career as an advertising copywriter, writing print ads that appeared in newspapers like The Wall Street Journal. Yes, we got overall results, like how many times we made the phone ring.But fast-forward to today. When I watch our free course about creating and optimizing high-converting webpages (https://meclabs.com/course/), I am struck out how granular the data about creativity is now. Which headline worked best. Which CTA. And on and on.When I asked our guest how he used data to inform the creative process, he said he always looks to three sources:His team's talent – what the marketer's gut tells them will work best His customers' opinions – from focus groups, surveys, etc. His customers' behavior – while the first two inform creative directions, the ultimate data comes from A/B testing on real-world behaviorThis is just one of the lessons you'll learn from our latest guest – Julien Rio, Assistant Vice President, International Marketing, RingCentral (https://www.ringcentral.com/). Rio manages a team of 40 and a several-million-dollar budget. RingCentral is a publicly traded company with $2 billion in revenue.Some lessons from Rio that emerged in our discussion:Marketing is no longer a creative (-only) job.Having startup experience is incredibly valuable.Don't set yourself strict career goals – learn how to uncover and seize opportunities.Take risks, fail early and learn fast. Share your knowledge to elevate your people.Marketers aren't so different from actors.Related content mentioned in this episodeMarketing Careers: Why marketers and media professionals must never lose their wild spark (https://sherpablog.marketingsherpa.com/marketing-careers/media-professionals-wild-spark/)Marketing Research Chart: Does a good customer experience really affect business success? (https://www.marketingsherpa.com/article/chart/how-customer-experience-affects-business)Healthcare Marketing Leadership: Build communities…not a customer list, walk your own path, take care of yourself (podcast episode #30) (https://www.marketingsherpa.com/article/interview/healthcare-marketing-leadership)Advertising and Brands: Details matter, know when to quit, …be nice (podcast episode #27) (https://www.marketingsherpa.com/article/interview/advertising-and-brands)About this podcastThis podcast is not about marketing – it is about the marketer. It draws its inspiration from the Flint McGlaughlin quote, “The key to transformative marketing is a transformed marketer” from the Become a Marketer-Philosopher: Create and optimize high-converting webpages (https://meclabs.com/course/) free digital marketing course.Get more episodesTo receive future episodes of how I Made It In Marketing, sign up to the MarketingSherpa email newsletter at https://www.marketingsherpa.com/newsletters

Do you want to read more but don't always have the time?Do you want to learn and develop but are on a tight schedule?I read, a lot, but I know it's not as much as I would like to. So I went looking for something to help me since my schedule is insane most of the time. I found blinkist. It doesn't replace books and audiobooks but it does give me a 15-minute "blink" on just about any book you want to.  It's pretty amazing to get the high-level details of a book in less time than it takes to walk around the block. Here is our affiliate link, I encourage you to do the free trial.  We do receive small commissions from our affiliate partners. I haven't met anyone yet that didn't subscribe after that. blinkist.o6eiov.net/e4ZWB6

Stay On Course and learn to lead your life. Do you know your purpose in life? Are you guided by a foundation that is rooted in self-awareness?Join host Julie Riga, best selling-author and ICF leadership coach as she explores different topics in leadership, personal development, and faith. Julie Riga is the daughter of renowned chef to the stars, Ennio Riga. Ennio Riga razzle dazzled the kings and queens of Hollywood, like Frank Sinatra, Liberace, and Joan Rivers with his scrumptious Italian-inspired cuisine. This is a podcast about abundance and faith. Julie was never supposed to be a best-selling author. Julie was never supposed to have an MBA. Julie, at a young age, was met with physical and emotional challenges that should have suppressed her from reaching her potential. In every episode, you will know that you are not alone in the challenges you face. This is the key ingredient to success: Stay On Course.Episode Notes: On today's Stay on Course episode, I speak to James Orsini the President of The Sasha Group a VaynerX company. Working alongside serial entrepreneur Gary Vaynerchuk, Orsini leads the group to help businesses reach explosive growth potential. The Sasha Group provides educational, consulting and marketing services to help ambitious leaders build strong brands to flex with the times.In today's ever changing business world it is more important to get content out to reach your customers then spend countless hours perfecting it.The ingredients for success James and I are talking about today are Fail Fast, Fix Fast and Learn Fast as it relates to marketing your business.Fail Fast: Speed is the differentiating factor just get your content out.Fix Fast: Tweak, get it out again, and resist analysis paralysis.Learn Fast: Apply what you learned and then lean into what is working.In this episode, you will hear pure wisdom as we learn about how the Sasha group sticks a needle in the eye of perfection. You do not want to miss this episode.More about James Orsini and how to connect with him:Orsini held previous positions as Chief Operating Officer as well as Chief Integration Officer for VaynerMedia a digital agency with social at its core. James helped manage the agency for success. He was Chief Executive Officer and member of the Board of Directors of Sito Mobile Ltd., (NASDAQ: SITO) A proven leader and author of numerous business articles including Agency of the Future, and Let Leaders Lead and Practitioners Practice. Mr. Orsini has also penned white papers The Authentic Network, Reverse 360 Mentoring, Mastering Procurement and Procurements Evolution for Today's Marketing Service Companies. He has appeared on more than 50 podcasts including Second in Command with Cameron Herold and Self-made man with Mike Dillard. James has more than 35 years of finance and operations experience across a broad range of marketing and communications disciplines.For more information on the Sasha Group:· https://thesashagroup.com/· https://www.instagram.com/thesashagroup/· https://linktr.ee/thesashagroup--Do you want your show to be featured on our next Podtease? Send us a note via Instagram @podtease -- or join The Mediacasters Community and connect with us live in weekly office hours (details below).Step 1: Join The Mediacasters Community! It's a free, vibrant space for podcasters, authors, public speakers, media darlings, and producers to connect and grow! https://themediacasters.mn.coStep 2: Send Corinna & Jules a message from the community page (or via Instagram @podtease or @themediacasters) and ask for the form to be featured on Podtease. Upon completion, they will assess your podcast for fit. Approved podcasts will be featured in the next 12 weeks. Step 3: Engage in The Mediacasters Community and make new friends in podcasting – because none of us should go it alone! We can grow (and have fun) together!

On today's Stay on Course episode, I speak to James Orsini the President of The Sasha Group a VaynerX company. Working alongside serial entrepreneur Gary Vaynerchuk, Orsini leads the group to help businesses reach explosive growth potential. The Sasha Group provides educational, consulting and marketing services to help ambitious leaders build strong brands to flex with the times.In today's ever changing business world it is more important to get content out to reach your customers then spend countless hours perfecting it.The ingredients for success James and I are talking about today are Fail Fast, Fix Fast and Learn Fast as it relates to marketing your business.Fail Fast: Speed is the differentiating factor just get your content out.Fix Fast: Tweak, get it out again, and resist analysis paralysis.Learn Fast: Apply what you learned and then lean into what is working.In this episode, you will hear pure wisdom as we learn about how the Sasha group sticks a needle in the eye of perfection. You do not want to miss this episode.More about James Orsini and how to connect with him:Orsini held previous positions as Chief Operating Officer as well as Chief Integration Officer for VaynerMedia a digital agency with social at its core. James helped manage the agency for success. He was Chief Executive Officer and member of the Board of Directors of Sito Mobile Ltd., (NASDAQ: SITO) A proven leader and author of numerous business articles including Agency of the Future, and Let Leaders Lead and Practitioners Practice. Mr. Orsini has also penned white papers The Authentic Network, Reverse 360 Mentoring, Mastering Procurement and Procurements Evolution for Today's Marketing Service Companies. He has appeared on more than 50 podcasts including Second in Command with Cameron Herold and Self-made man with Mike Dillard. James has more than 35 years of finance and operations experience across a broad range of marketing and communications disciplines.For more information on the Sasha Group:· https://thesashagroup.com/· https://www.instagram.com/thesashagroup/· https://linktr.ee/thesashagroup #business, #investing, #marketing, and #entrepreneurship #thesashagroup #garyv #jamesorsini #stayoncourse #failingfast #learnfast

Ken Calwell is the CMO & SVP of Innovation at Compassion International and responsible for Compassion's fundraising, marketing, and innovation. Prior to this, Ken held senior leadership roles at Domino's Pizza, Wendy's, and Papa Murphy's. Ken started his career at Pillsbury, and then Pizza Hut and I was fortunate to work with him at Pizza Hut. It is simply fascinating how Ken brought the highest level of branding expertise to the non-profit industry along with his passion and vision. Listen to how Ken started at the age of 13 with his own lawn mowing business and built it without marketing, only with service, to achieve 10 years of double digit year over year growth; and how he built on that service mindset to make a big impact for major restaurant chains and non-profits. Here are some key insights from this week's show: Start with clarity on WHO you are serving. Then move to WHY they need you. Dream Big, Test Small, Learn Fast, Repeat over and over. Prefer to watch the video version? Watch it here: https://youtu.be/fW2rfo2VMP4

Beate Chelette is a Growth Architect & Founder of The Women's Code, a strategic business and balanced leadership development company.  She has been named “Top 100 Global Thought Leaders” by PeopleHum and “One of 50 Must-Follow Women Entrepreneurs” by HuffPost.  But her journey hasn't been an easy one. After finding herself stressed out and with over $135,000 in debt one day, she was forced to fight back.  With the power of resilience and perseverance, Beate figured out how to build yet another business and successfully sold it to the one and only, Bill Gates. And the rest was history! Her luck finally changed. In this episode, we chat about: ●      The biggest business mistakes that Beate made and how she learned from them, ●      How to develop resilience and not give up on your dreams, ●      Why business systems are crucial for success, ●      And the importance of failing fast as a business owner. This is a great one -- let's jump in and chat with Beate…Full Show NotesPodcast Directory: ThinkBusinesswithTyler.comHost: Tyler Martin Business Coach Learn more about your ad choices. Visit megaphone.fm/adchoices

Get Jim Kwik's #1 New York Times & Wall Street Journal bestseller book as an Audiobook for free: Limitless: Upgrade Your Brain, Learn Anything Faster, and Unlock Your Exceptional Life Listen to this Audiobook for free: https://bit.ly/Limitless_Jim_Kwik_Audiobook Jim Kwik is an American entrepreneur. He is a brain coach, Mindwell trainer and is noted for his speed-reading and memory techniques. Jim is also the founder of Kwik Learning. He taught people how to learn something very fast, optimizing their brains for performance & memory improvement. For two decades, Jim Kwik Profile has worked as a brain coach to students, seniors, entrepreneurs, and teachers and advisor to many of the world's leading CEOs and celebrities. Get Premium Brain & Memory Related Audiobooks For Free: Memory Improvement Bundle: 5 in 1 Bundle - https://bit.ly/3zPDG1f The Memory Bible: 4 Books in 1 - https://bit.ly/37bG5r4 Bible-Based Affirmations to Improve Memory - https://bit.ly/2WsRTTs Super Learning: Increase Your Intelligence - https://bit.ly/3j2SSSb Moonwalking with Einstein - https://bit.ly/3ldWCTA What Every BODY is Saying - https://bit.ly/3zLN7Pe 100 Simple Things You Can Do To Prevent Alzheimer's - https://bit.ly/2UVYrtF BRAIN TRAINING & MEMORY IMPROVEMENT MASTERY - https://bit.ly/3BZK1ZS Brain Training & Mental Toughness - https://bit.ly/3rGtKEJ Brain Training Mastery - https://bit.ly/3x7QBKo Neuro-Philosophy and the Healthy Mind - https://bit.ly/3j2pUle PHOTOGRAPHIC MEMORY - https://bit.ly/2WCJnl5 BRAIN TRAINING - https://bit.ly/3yfRySj BRAIN TRAINING PHOTOGRAPHIC MEMORY - https://bit.ly/2UVwWjT Dark Psychology and Manipulation - https://bit.ly/2WCSa6w SPEED READING: Increase your reading speed - https://bit.ly/2Vkv9oa SPEED READING MASTERY - https://bit.ly/3yf8RCY BRAIN TRAINING AND SPEED READING MASTERY - https://bit.ly/3yelP3Q THE 3 HOUR SPEED READING BOOK - https://bit.ly/3x81GuU MANIPULATION MASTERY - https://bit.ly/3BSx0BD ACCELERATED LEARNING - https://bit.ly/3C6qp6L Visit: Motivationalspeech.XYZ . Disclaimer: This podcast is directly collected from Jim Kwik's youtube channel, and he has all the rights to this content. We publish his content for educational purposes. --- Support this podcast: https://anchor.fm/motivationly/support

My guest today is Shopé Delano, VP of Marketing at Charlie Oscar, a new-era group of digital consumer brands, and Founder of her own upcoming workwear brand Kind Regards . Shopé's internet life began back in 2010, with a fashion blog and youtube channel that saw her work freelance with the likes of Nike, Puma and ASOS. After a successful stint in academia, she entered the world of startups and venture capital, working with the likes of Depop, Forward Partners and now Charlie Oscar. I originally came into contact with Shopé after her viral open letter to working women - I read it and just had to message her about just how nail-on-head it was - so we got talking about the topics in my book, and her work. I'm incredibly excited to have her join me today.TopicsBrand buildingContent creationThe pressure to have a 'purpose'The representation of working womenFinding enjoyment in your career, especially at the beginning Girlboss cultureThe art of doing nothingThe dangers of comparing yourself to others on social mediaBuy the Working Hard, Hardly Working book here: http://linktr.ee/whhw Follow along on Instagram: https://www.instagram.com/gracebeverley/Keep updated on LinkedIn: https://www.linkedin.com/in/grace-beverley-574a10102/Shop Sustainable Style at TALA: http://wearetala.comGet everything you need to reach your fitness goals at SHREDDY: http://shreddy.comWorking Hard, Hardly Working is produced by Burning Bright Audio, the series producer is Ben Tulloh, editing by Stuart Beckwith and video editing by Chris Ahjem. See acast.com/privacy for privacy and opt-out information.

We started to learn SEO from scratch. There is no special school or college that provides these skills. You don’t need them. Even better news is that you also don’t need to pay for getting this education. The best thing what you can do is to choose one direction: – Off page SEO: personalized outreach,…

I built this podcast out of traditional bounds as it was part of a school project aimed at getting insight into the world of post-educative experiences. I had a blast putting it all together and found it all to beneficial that it had to be included here. It's also a nice way for me to never forget it! Enjoy! Thank you for the incredible conversation Nipun (Uncle) Agarwal. Credit for the title of the podcast all goes to you :)

"The Adaptation Advantage: Let Go, Learn Fast, and Thrive in the Future of Work" by Heather E. McGowan and Chris Shipley (2020) (http://bit.ly/3r8npRo) "We are so focused on developing machine capabilities to perform cognitive work that we nearly fail to develop our uniquely human skills, and paradoxically we have trained humans to act more like machines. We are conditioned, for example, to respond to the stimulus of a smartphone alert and have trained ourselves to structure data in ways computers can understand. We test people on tasks that machines can do (retrieve information), rather than asking people to act more like humans (creating and collaborating). We ponder just how powerful silicon computing can become and yet we don't even know what humans are capable of doing" (p. 122). References: Heather McGowan (https://twitter.com/heathermcgowan) Chris Shipley (https://twitter.com/cshipley) Institute for the Future (https://www.iftf.org/home/) Marina Gorbis (https://twitter.com/mgorbis) Luminary Labs (https://www.luminary-labs.com/) Sara Holoubek (https://twitter.com/sarita) Human Restoration Project (https://www.humanrestorationproject.org/) HRP57: EdSpace.Live with Michael J. Crawford (http://bit.ly/3bLEaeB) 100 Days of Conversation about School (https://www.100daysofconversations.org/) Michael Lipset, PhD of PassTell Stories (http://www.michaellipset.com/) Connect: Twitter (https://twitter.com/mjcraw) Website (https://www.mjcraw.com) Music from Digi G'Alessio CC BY-NC-ND 3.0 (https://bit.ly/2IyV71i)

Your host, Timmy Bauer, talks with Jordan Erskine of Dynamic Blending on his struggle through corporate life, to feeling stuck in a dead end job, to running a truly dynamic business.

QUESTIONS 2:20 What would you suggest for people to get around the struggle? 6:57 Do you feel that we still have self-limiting beliefs even if we've come a long way? 19:52 Are you a morning person? 22:46 What if you weren't productive? What would happen? How would that make you feel? 45:36 What's your thoughts on old methods taught in school? This episode its a great honour of mine as I welcome Jim Kwik. International super star brain coach. Jim as a young child had learning difficulties and was once known as "The boy with the broken brain" He soon discovered that intelligence was not fixed and you don't have to let someone else's views of you become your own. with this in mind he set out on a quest to learn about how to learn which helped him to unravel some truths and has become his super power. we explore the brain and its capability. We go into some of his powerful acronyms. We discuss many of Jim's methods in his book "Limitless" and how to apply to your daily life. www.Quickbrain.com for 3 FREE videos and podcast lists Make sure you visit www.limitless book.com/reading - 1 hour master class. Get a any book and bring it online where Jim will help you to read faster but also improve your focus Make a purchase on limitless book.com and submit your receipt you'll receive. FREE 10 day program on top of it. Take a screenshot of the video on YouTube. Post on social media TAG ME and TAG @jimkwik, share one thing you're going to do to build a better brain. Jim will share some of his favourites on social media. I'll also repost on IG stories and twitter. One Person at Random will also have a chance to win Jims book - 'Limitless'. Get screen shotting and tagging !!! Sponsors Natural Deodorant https://www.wearewild.com Discount code> SNIPES20 for 20% off Holistic Oral Healthcare https://drhishams.nz/discount/SNIPES10 10% included in this link Cognibiotics - BiOptimizers.com - SNIPES10 for 10% off Braintap - https://braintap.com/retreat/#a_aid=2004ROSN&a_bid=796a3f69

Does technology dictate the future of work? Or can we get smarter about how we leverage technology to create a better workplace (and world) for ourselves and the people around us?JD sits down with Heather McGowan, internationally-recognized speaker, author and future of work strategist, to explore the importance of taking a people-first approach to workplace evolution and why it's essential for businesses to put the frontline first.Grab Heather's new book The Adaptation Advantage: Let Go, Learn Fast and Thrive in the Future of Work and check out her featured AxoniCom LIVE session on-demand.Human + Machine: Reimagining Work in the Age of AI by Paul R. Daugherty and H. James Wilson (Accenture)Microsoft's Post-Pandemic Plan and Software's Role in Recovery (Forbes)Automation: Last Week Tonight with John Oliver (HBO)How the Jetsons Predicted the Future (AJ+)What will future jobs look like? | Andrew McAfee (TED)Future Predictions: Arthur C. Clarke Predicting the future in 1964 (WAW TV - REX 1)The 80 Percent is brought to you by Axonify. To learn how you can provide communication and training to your frontline workforce that actually works, visit axonify.com. If you have a frontline story you'd like us to explore on a future episode, let us know at podcast@axonify.comJoin the #FrontlineForward effort by visiting axonify.com/frontlineforward to access free training content, download the new 2020 State of Frontline Employee Training Report and subscribe for updates.Audio from Back to the Future, Terminator 2: Judgement Day and Last Week Tonight with John Oliver is used in adherence with fair use under Section 107 of the Copyright Act of 1976 for purposes such as criticism, comment, news reporting, teaching, scholarship, and research.

Heather McGowan is an international thought leader, author, speaker, educator, LinkedIn Top Influencer and expert on #TheFutureOfWork

Boulder City, NV, native, Chef Michael Thiemann, got his industry start in the city that raised him, Sacramento, CA. He went on to work all over the world, including New Zealand, Hawaii, and San Francisco. After Serving as the right-hand-man to Chef Tyler Florence, Thiemann returned to his home city of Sacramento, where one year later he opened his first Restaurant Mother, which was followed by Empress Tavern. Show notes… Favorite success quote or mantra: "It's all about working hard and not being a dick." In today's episode with Michael Theimann we will discuss: Starting out in the industry as a dishwasher (like many of us) Find your voice Learn fast and hustle is KEY Restaurant social media Staying/feeling young in the industry The chef learning curve Dealing with tension and resentment in the kitchen Being homeless and jobless in a foreign country and making it work  Adaptability Restaurant scene in New Zealand Restaurant scene in Hawaii Ego Maintaining good relationships, especially in a small community Learning the hard way, new and uncomfortable environments Restaurant scene in Sacramento Mentors Regrets/mistakes Your restaurant is a theater and your team is the cast You won't get what you want unless you make it know that you want it The truth about pictures of food on Instagram Self-awareness Today's sponsor: BentoBox empowers restaurants to own their presence, profits and relationships. The hospitality platform disrupts third-party services that come between the restaurant and the guest. BentoBox puts the restaurant first and offers tools that drive high-margin revenue directly through the restaurant's website. BentoBox is trusted and loved by over 5,000 restaurants worldwide including Union Square Hospitality Group, Eleven Madison Park, Gramercy Tavern, Lilia and more. Gusto offers modern, easy payroll, benefits, and HR to small businesses across the country — they were even named best online payroll by PCMag. And as a listener, you'll get three months free when you run your first payroll. Sign up and give it a try at Gusto.com/unstoppable.    Wisetail's user-friendly platform focuses on engaging, growing, and empowering your workforce while enabling your culture to thrive in multi-site businesses. It is easily configurable to an organization's brand and technical specifications. In addition, Wisetail provides a social community for their customers to share best practices and continuously improve the learning experience. Knowledge bombs Which "it factor" habit, trait, or characteristic you believe most contributes to your success? Saying yes What is your biggest weakness? Saying yes What's one question you ask or thing you look for during an interview? Outside interests besides cooking What's a current challenge? How are you dealing with it? Keeping restaurants open is hard Share one code of conduct or behavior you teach your team. Just be nice What is one uncommon standard of service you teach your staff? Just be nice What's one book we must read to become a better person or restaurant owner? American Psycho by Bret Easton Ellis GET THIS BOOK FOR FREE AT AUDIBLE.COM  What's the one thing you feel restaurateurs don't know well enough or do often enough? Check in on your brand, what you're about What's one piece of technology you've adopted within your four walls restaurant and how has it influence operations? Slack If you got the news that you'd be leaving this world tomorrow and all memories of you, your work, and your restaurants would be lost with your departure with the exception of 3 pieces of wisdom you could leave behind for the good of humanity, what would they be? First of all, I don't feel like I'm successful Separate yourself and your profession Hard work Contact info: Instagram: Mother: @mothersacramento Empress Tavern: @empresstavern Thanks for listening! Thanks so much for joining today! Have some feedback you'd like to share? Leave a note in the comment section below! If you enjoyed this episode, please share it using the social media buttons you see at the top of the post. Also, please leave an honest review for the Restaurant Unstoppable Podcast on iTunes! Ratings and reviews are extremely helpful and greatly appreciated! They do matter in the rankings of the show, and I read each and every one of them. And finally, don't forget to subscribe to the show on iTunes to get automatic updates. Huge thanks to Michael Theimann for joining me for another awesome episode. Until next time!   Restaurant Unstoppable is a free podcast. One of the ways I'm able to make it free is by earning a commission when sharing certain products with you. I've made it a core value to only share tools, resources, and services my guest mentors have recommend, first. If you're finding value in my podcast, please use my links!

Billy Prim is the founder of two publicly traded companies Blue Rhino and Primo Water.  He shares his lessons on successfully attacking business every day and growing through adversity and challenges.  He discusses his 5 lessons for every business owner.  It is a far reaching conversation about life and business with the rare CEO to start two different publicly traded companies.  We also have a fun discussion about  owning a minor league baseball team.