Podcasts about management department

As a U.S. Air Force Academy cadet, now-Capt. Garrett “Kap” Kauppila '19 experienced a life-changing moment involving his older brother. SUMMARY That trial taught him success doesn't involve rank — it's about being present, showing gratitude and supporting others. Hear his powerful story on Long Blue Leadership. Listen today and be a better leader tomorrow!   SHARE THIS PODCAST FACEBOOK  |  LINKEDIN   "KAP'S" LEADERSHIP TAKEAWAYS Never take moments with loved ones for granted - cherish every interaction. Treat everyone with equal respect, regardless of rank or position. Find your authentic leadership style - don't try to imitate others. Root yourself in gratitude to increase your overall happiness. Fill your own "glass" first before trying to pour into others - self-care is crucial. Wake up early and accomplish tasks to get ahead of your day. Pursue what truly matters to you, not what others expect. Be willing to invest in yourself and sometimes work for free to prove your value. Ask "why" to understand the root cause of people's challenges and needs. Leadership is about showing genuine care, being consistent, and helping others increase their opportunities.   CHAPTERS 00:00: A Life-Changing Moment 01:04: Lessons from Adversity 08:30: The Importance of Gratitude 11:07: Finding Purpose in Leadership 11:28: The Journey to Teaching 17:57: Building Authentic Relationships 24:50: The Power of Self-Discovery 33:47: Investing in Yourself     ABOUT CAPTAIN KAUPPILA BIO Capt. Garrett “Kap” Kauppila '19 is a graduate of the United States Air Force Academy, where he distinguished himself both academically and athletically. A native of Rocklin, California, he played defensive back for the Falcons and maintained strong academic performance throughout his time at the Academy. After graduation, Capt. Kauppila has served in the Air Force in various capacities, including as an instructor. His leadership approach is informed by both the discipline of his military career and his commitment to continual self‑improvement. One of the pivotal moments in Capt. Kauppila's life was when his older brother, Kyle, suffered a near‑fatal motorcycle accident leading to a stroke. During that time, Garrett balanced intense emotional and physical challenges—on top of his duties and studies—taking time off, helping with his brother's care, and eventually returning to finish strong at the Academy with a 3.85 GPA. This period deeply shaped his philosophy of leadership: the idea of the “glacier theory,” which emphasizes looking beneath the surface to understand people's motivations and struggles, and recognizing that many uphill battles are won by small, consistent adjustments.      CONNECT WITH THE LONG BLUE LEADERSHIP PODCAST NETWORK TEAM Send your feedback or nominate a guest: socialmedia@usafa.org Ted Robertson | Producer and Editor:  Ted.Robertson@USAFA.org    Ryan Hall | Director:  Ryan.Hall@USAFA.org  Bryan Grossman | Copy Editor:  Bryan.Grossman@USAFA.org Wyatt Hornsby | Executive Producer:  Wyatt.Hornsby@USAFA.org      ALL PAST LBL EPISODES  |  ALL LBLPN PRODUCTIONS AVAILABLE ON ALL MAJOR PODCAST PLATFORMS   TRANSCRIPT SPEAKERS Guest, Capt. Garrett "Cap" Kaupilla '19  |  Host, Lt. Col. Naviere Walkewicz '99   Naviere Walkewicz As a cadet, Kap had just began his first season as a defensive starter for Air Force football when his world was turned upside down by a crucible moment.   Capt. Garrett Kauppila Sept. 17, 2017, will forever stay with my family. I ended up getting a call that my brother, that he's not breathing, and it appears that he's no longer with us. I had about 45 minutes to an hour window where I thought that was completely the case. Again, the last I heard he was evacced on a helicopter. He got in a motorcycle crash and didn't know the extent of the details. Was in the Sierra foothills in northern California, and that's all I knew. That changed the trajectory of our entire lives. Naviere Walkewicz My guest today is Capt. Garrett “Kap” Kauppila, United States Air Force Academy Class of 2019 — a man whose leadership journey was shaped in a way few of us can imagine. Kap learned about the fragility of life, the danger of taking even a single conversation for granted, and the importance of showing up with passion and gratitude every day. That perspective now defines Kap as a leader and as a mentor to our cadets at the Air Force Academy. In this episode, he shares the lessons learned in the hardest of circumstances, the power of authenticity, the discipline of not taking life's moments for granted, and the conviction that true leadership begins with respect for others, no matter their title nor rank. So stay with us, because Kap's story is more than a testimony of persistence and staying power. It's a call to live and lead with purpose. Kap, welcome to Long Blue Leadership. Capt. Garrett Kauppila Thank you very much.   Naviere Walkewicz We're so excited to have you. We want to go right to the moment your brother was in a motorcycle crash. Tell us about it. Capt. Garrett Kauppila Yeah. So, Sept. 17, 2017, I ended up getting a call that my brother was dead. That was the simple phone call — that he's not breathing and it appears that he's no longer with us. I had about 45 minutes to an hour window where I thought that was completely the case. Pretty surreal moment. You know, I can't say that I remember every detail of that feeling, but time had passed. I was trying to call people and figure out who could be there, who could be around. My uncle was the first one to arrive at the hospital. And again, the last I heard he was lifeline evacced in a helicopter. He got in a motorcycle crash. They didn't know the extent of the details. He was in the Sierra foothills in northern California, and that's all I knew. Lifeline evacced, unconscious, not breathing. He ended up surviving. He woke up in the hospital. My uncle was there. I end up getting a phone call, and I got the chance to speak to my brother on the phone, and I talked to him, and at first, I mean, I'm just in panic, you know? “Oh my God, he's calling. He's actually alive. Oh my gosh.” I got to get on the phone with him, and he seemed normal, beyond normal. And I had this realization that results matter less than expectations sometimes. If I expected that he was alive, I don't, they would have the same relief. But because I had the thought that he wasn't, that feeling will live within me forever. So, you know, I get the chance, we're talking on the phone. He's actually telling me about my game, and he was so excited to watch him play. Ask him about his day and his accident, what happened. He had no idea, right? When traumatic things happen in your life, sometimes it creates just a blackout. Even before, he didn't remember, you know, sometime before the accident happened. So he couldn't tell you what happened, how it happened, any of those details. But we went back and forth, kind of talking and exchanging a couple laughs, in fact. And I actually got a phone call then from Coach Calhoun who was kind enough to reach out to me just to tell me that, “Hey, you know, Kap, if there's anything we can do, I know there's a lot going on.” When he called me on the phone, it's not typical for a player to just get a rogue phone call from the head coach. So in that moment, I'm on the phone  with my brother, we're laughing, we're enjoying time. It feels normal for all intents and purposes. I think I took it for granted. I think you go from this feeling that he is not with me to he is completely normal, and that dichotomy, that strong polarization of feeling that I had led to, I guess, complacency. I took him for granted in that moment, I perceived, and, you know, if I could have gone back, I never would have answered the phone call. I appreciate and love Coach Calhoun for calling me, but I just would have soaked in that moment with him. And I didn't even think twice, like, “Oh yeah, Kyle, Kyle, I'll call you right back.” I called my brother's name. “I'll call you right back.” He's “OK, no worries. Just call me back. Cool.” Hung up, you know, answer the phone with Coach Calhoun. He was so lovely, just supportive, just saying, “Hey, we're all here for you. Anything you need, just let us know. You, your family. Anything.” You know, wonderful. I go to call my brother back. OK. “Hey. You know, he's asleep.” “OK, no worries.” You know, it's been a long day. He's exhausted. Little did I know that that was the last conversation that I would have with him for a year. He had a stroke. He then was induced into a coma. My brother was in a coma, for, if I remember, right — I don't remember if it was a day, two days, it was a couple of days, and that was the last I spoke to him. And then it was, is he gonna survive? And I just hung up the phone. I did not say “I love you,” which is something I always think that I say to my loved ones, and I didn't say it in that moment, and I'll forever regret that, because I never knew if I'd say it again. And so that was very, very difficult. I was here at the Air Force Academy now, and I was, you know, I guess I was ecstatic after my first start, preparing for my second. And then life came at me quickly. It was, “What am I… I need to go home. I need to be gone.” Process the paperwork for administrative turn back, you know, thankful for people in my life that helped support me in that, namely, Col. Harding, Coach Calhoun, were pivotal. Also Col. Pendry was pivotal in that process for me. But we processed that paperwork and then I called my parents. I'm like, “Hey, I'm coming home. That's what we're doing?” My parents said, “He can't do anything here. He's…” for lack of better word, I hate this term, but he was vegetative. There was no movement, no speaking, there was nothing. So there was nothing I could necessarily do to support them in that exact moment. So my parents were like, “Hey, continue your dreams. That's what he'd want for you right now.” So that's what I did. And I spent the next couple of days still trying to exist and be normal. You know, it was actually near prog, you know, tests are ramping up. I'm pulling all-nighters. I can't sleep. I don't know how he's doing. We end up playing a game the next Saturday against San Diego State, who's actually ranked No. 22 in the country at the time. And it was at home. I dedicated that game, you know, I remember posting something on my Instagram saying, “This game is for my brother, with my brothers.” And so it was kind of that moment I realized that it's OK to play for the name on the front of the jersey and the name on the back of the jersey — both matter. And I'm really thankful we have our names on the back of jersey, because at the end of the day, that's part of the reason we do what we do. It's part of what keeps us motivated. And in that game, things are going up and down. The game was crazy. It was a monsoon. We had a two-hour delay. My parents are watching from the hospital bed, in fact, and I end up blocking a punt in the fourth quarter. And on that play, I snapped my collar bone clean in half and I thought, “OK, maybe I'm just being weak. Let me keep going. I'll keep playing. Try to tough it out.” I kind of play the next series. In fact, I do something that harms our team. I'm not fully there. I'm in a lot of pain. I can't really tackle the right way. Ended up coming to the sideline and I remember telling the coaches that are the medical trainers, I was like, “Hey, I snapped my collarbone.” But he was, “OK, don't be dramatic.” He knows what that looks like when people traditionally do that. He felt under my shoulder pad and was like, “Oh my God!” We're talking nearly compound, like the corner of my bone is up in my trap situation. That moment, life was like, “All right, time to go home.” You know, call it what you want. Call it bigger purpose, whatever that may look like. It was time for me to go home. It was a difficult time. It was a very, very difficult time. And I couldn't be more thankful to have had the opportunity to go home and handle what I needed to handle. Sometimes nothing makes sense until the bones are right. Not to make that pun, right — the bones are right. My collarbone had everything to do with the core of my family. There's no way I could have succeeded in my life as a cadet… when the big things are wrong, none of the little stuff is gonna matter. So had that opportunity. You know, I became my brother's, his word, not mine — he called me his parrot because I knew him so well that I knew what he was thinking and feeling. He didn't speak, my brother, when he got out of the coma. They didn't know if he would speak again. He didn't speak, in fact, until the next the next spring, so not quite a year, but it still wasn't conversational at that point in time. So I was his parrot, as he would say. Yeah, not his parent. My older brother would never let me claim that title. But yeah, I was his words. People would look at him and ask him a question, and he would look at me and give me a demeanor, and I was like, “You know, here's what's going on, here's what he's feeling, thinking, etc.” He doesn't have memory of those about three months of his life, which is pretty surreal to think. So that was a moment that turned my world upside down.   Naviere Walkewicz Yes. I mean, literally, I just, I'm thinking through all of that you shared. It was a series of things that happened. I mean, my goodness, I guess the first question that comes to my mind as I was listening to you and soaking in that story is, how did you change in that moment? Because you went on a phone call, from being on a high to a low, complacent to like — what literally changed in you because of this? Capt. Garrett Kauppila Yeah, the moment that I realized that could be the last conversation I ever had with my brother, I didn't say I love you — that made me never take another moment for granted. And it's the littlest things in life that it's so easy to take for granted. And that's a cliche statement, but genuinely, I don't take for granted the ability to use my right hand. I don't take for granted ability to write my name. My brother can't use his right hand, right? He's my older brother. He turns 30 here in a couple weeks. Actually, he's still working on reading and writing. Those are things we take for granted every single day that I no longer do, and I hate that it came at his expense. I don't believe everything in the world has to happen for a reason. I don't think that he had to go through this at his expense for me to learn these lessons, but I know that I can find a reason for why everything happened, right? I can take a positive away from things about our relationship, about our family, but I don't believe it had to happen at his expense. It happened to happen at his expense. So with that, we have to take in our sphere of influence what is now in my control, something I talk to cadets about all the time. There's a lot of things happening in life. There's a lot of things happening around you that aren't necessarily what you wanted. They're not in your control either. But the reality is, where are you at now? Where are your two feet? And how can you come to play? What can you do with your present resources, your tools, your current situation? And so in those moments, I went home, and my mom would always tell me the Air Force Academy impacted me. I didn't realize it, but in her eyes, my ability to come home and step into the figure that I became for my family in that role, while I didn't feel like it was in shambles, unfortunately, after my brother's accident, a couple weeks later, my grandfather passed to a heart attack. It was just like one thing after the next, between his accident, my injury, and then my grandfather passing. My dad was with his father, now I was with my brother. My mom is trying to provide for our family and still make sure our house doesn't get foreclosed, while also trying to support all of us. And so she's always appreciative of my presence and being able to do that. I'm always thankful that the Air Force Academy supported me in being able to do that, because those moments, I will say, stay with me for the rest of my life, and I never would have been the man that I am if I hadn't had those experiences with him. He then proceeded to live with me for three years in Los Angeles. My brother and I are very, very close. So, again, it happened at his expense and I'll never be grateful for the fact that it took that experience for me to learn these things. So I asked for everybody to hear that story, or hear others like it, and try not to take the loved ones, the people in their life for granted, no matter how big or how small the moment they feel. But also take for granted the ability to do the littlethings you do in your life.   Naviere Walkewicz Talk me through — how did you end up at the Air Force Academy now as one of the management instructors?   Capt. Garrett Kauppila Yeah, so the GSP slot was with the intention of — the department releases you from your assignment. You do grad school, and I would do one operational assignment, intervening tour, as they like to call it, and then come back to the Academy to teach.   Naviere Walkewicz Talk about when you knew that this was your passion — teaching.   Capt. Garrett Kauppila Yeah, that started long before. It didn't happen when I was here. I had a teacher that greatly influenced me. His name was Mark Hardy. He was my AP microeconomics teacher in high school. As a 17-year-old, I had never had someone that influenced me so much in terms of, just like the charisma that he had, the consistency, the man that he is every single day. It inspired me to want to be the same for other people's lives. And I think it's easy to not appreciate that, the weight that someone can have, especially as a teacher, right at the high school level, how many lives it's actually impacted. And he had like 240 students that year. He's been there for decades, right?   Naviere Walkewicz And he still made that influence on you, where you felt a connection.   Capt. Garrett Kauppila Yeah, 100%. And I remember, every single day I came into the classroom, he had music on. He would shake your hand and he knew all of our names. He'd have us all switch seats. Ask my students — to this day, that is still what I do. And every single time there's test, I play The Final Countdown. That came from Mr. Hardy. So, that's my thing. I make them all move seats, know each other, know each other's names. I know all their names on Day 1 when they show up. It really freaks them out at first, but I think it's something special. It says you care. I know in life, people do not care about what you know unless they know how much you care. Another cliche, but my way of doing that is by the first day of class, I shake all their hands and say hello to them by name. They're like, “Have we met?” I'm like, “No, we have, not, but now we have.” And I think that they'll remember my name too, right? And so oftentimes, when you're the teacher, it's easy for them to remember you. It's not as easy for you to remember them. So you make that initiative, you show that that's your intention on Day 1, and it resonates with them. To me, that's a style of leadership. I think it establishes — I look power structures, and there's kind of a couple core power structures. There's five main ones. There's legitimate power. There's like, reward-based power, coercive power, there's expert power, and then there's reverent power. So then the ones I really focus on, I fixate on and I think about all the time, is this idea of expert leadership and reverent power. And this idea is that if you're an expert, people listen to you because you're knowledgeable. That's worth something, to have you on the team, right? You're the expert of a topic. What's even more powerful than that is if someone follows you, believes in your message for the sole purpose that they admire you. There's something about you that exhibits, you know — they see themselves in you. They want to be like you.   Naviere Walkewicz Like you did for your AP economics teacher.   Capt. Garrett Kauppila Absolutely. Mark Hardy, he had reverent power to me. He was someone that I looked up to, and now I hope I exhibit some of his traits of caring about people first. If you can show people you really care — you're gonna make mistakes — but if you stay consistent in your path, you have a motivation, you have a North Star that you're going towards and you do so with conviction, early on, you're gonna threaten people. Early on, you're gonna get haters. But as time goes on, as people are looking for that guiding North Star, if you're unwavering in who you are, I do believe people would want to join that train. If your tracks stay true, people eventually look and say, “You know, you get what you expect. What he says is what he does. And I believe it.” And eventually, that's the path that I want to lead others down. And so I think if your morality is guided the right direction, along the way, people are gonna hop off board, but you're gonna get a lot more people joining. And so that reverent power, that true leadership that says if we took the uniform off, this person would have respected you the exact same, that is what I put weight on. It's not a matter of rank. In fact, generally speaking, what is a captain at the Air Force Academy? There's not a lot of legitimate power, right, if we're being frank. So we're not at a normal base around the main squadron where that may be a significant leadership role. So I think that what it comes down to is treat everyone the way you want to be treated. Respect all, fear none.   Naviere Walkewicz Wait, say that again.   Capt. Garrett Kauppila Respect all, fear none. And the idea is that I genuinely don't believe I treat a four-degree different than I would treat my boss, who's an O-6. They walk by my office, it's, “Yes ma'am, how can I help?” “Yes sir, how can I help?” You know, “What's going on?” It's absolute respect, but it's not… You know, you're not treating people as though they're different than, less than, etc. They're all the same. If you treat everyone — you have a standard to hold everyone… You know, hold yourself to the level of responsibility that you treat everyone with respect but not fear. I remember sitting down — we actually, you and I… You did the run back from...   Naviere Walkewicz Oh, march back?   Capt. Garrett Kauppila I did the march back. You did the run back with Arden. And I wasn't willing to run at that moment, but I remember we got back and got to go to Mitchell Hall with the basics, and they asked me for a piece of advice. And it sounds too light hearted, but it's just true. You know, the basics, they're being led by our rising two-degrees. Do the rising two-degrees actually believe that they are in a place where they should have that much power over people? They kind of laugh about it. They know, “Whoa, this is weird that I have so much control over human beings.” Here comes the two-degree, which was me, right? I was the 19-year-old. And there I am leading a flight and basic training. It's almost comical to them that they have the ability to do that. So what I told the basics is, I was like, “Hey, guys, just so you know, guys, gals, right? Respect them. Be respectful. Never waver on that, but you don't need to fear them. They too struggle with things. They too have pain, have life happen to them.” And by the way, same with me, I'm a captain. What does that mean? I promoted twice. Woohoo. I promoted twice and didn't get in trouble. I mean, I'm not that different from them, right? They're all gonna graduate from here too. They're gonna end up in the same shoes as I am. So, no, anyway, my perspective is just that I'm a captain. Whoopty doo. I too have things I'm struggling with in my life, that I'm I'm working on every single day, trying to be a better version of myself. So I ask for their respect, but hopefully don't have to ask for it, because I'm already showing them that, reciprocating that. And so I think it becomes a natural state of your existence in the rooms that you're in.   Naviere Walkewicz So I have to ask, have you had a cadet that you've seen or has come to you and basically views you as having that reverent power? Have you had a cadet share a story, or have you actually witnessed someone kind of taking on things that have come from you? Capt. Garrett Kauppila It's a great question. I've had a had an interaction yesterday that meant a lot to me. Incredible, incredible person, leader. And we were talking about, you know, she was preparing for GSP interviews. She's a stellar student. She's a great military leader.   Naviere Walkewicz And what does GSP stand for?   Capt. Garrett Kauppila Graduate School Program. We're very creative, as you know, at the Air Force Academy. Graduate School Program, but for the Management Department, which is the same slot that I earned in December of 2019. And so she came in to talk about it, and they're going to teach the department something about leadership, right, about their experience that they're having, and how they would use that experience to reflect on their cadets as if they want to be an instructor. At the end of the day, it's a grad school slot, but we're hiring someone to be our colleagues, right? Work with us to inspire the next generation of cadets. And we sat there and we talked about this idea of how much she cares, and she talked about a story. She was the squadron commander in basic, right? Which is not the flight, but like the whole, the five flights. So she was leading the squadron, and this year — I think it was the first time they actually were six weeks in that role. It wasn't three weeks and then transition. They wanted to create some cohesion.   Naviere Walkewicz OK, so putting a lot of effort and the focus on the sponsor, or excuse me, squadron.   Capt. Garrett Kauppila So the squadron commander and the director of operations stayed for all six weeks of basic. So she was the person for those five flights of basics. That was their leader for the whole six weeks. And she's not a large presence; she's not an intimidating person. But she's a caring, charismatic leader, and because of that, when she says something, people listen and it carries weight. And she told me she came to me because she felt as though I exhibited those same things that she feels within herself. It's funny because sometimes presence, like someone has a larger presence or a smaller presence by stature, they utilize that to try and create coercive power, legitimate power. I try to drop the sword and shield as soon as I meet anybody, right? Try to make it as calm, as comfortable as you can. And so when we were talking about that more, she told me a story that she was actually on the obstacle course trying to do everything with her basics. That's the type of leader she is. She tore her ACL and her basics watched her fall off the equipment in pain and struggle. I was like, “Gosh, were you not thankful that you are a kind, charismatic, caring leader — that's your leadership style?” Because they reciprocated that immediately. Could you imagine if she was just demeaning, demoralizing.   Naviere Walkewicz Right. They'd be like, “Ha ha. She got what…”   Capt. Garrett Kauppila That's how it would feel. It would absolutely feel that way, if that was the way that she led. And she remembers going back, she said she went back to the lightning shelter and sat there with other basics that were broken, and sat down and said, “How are you guys feeling?” They felt out of place. They felt bad. They weren't able to contribute and support their classmates and whatever. She goes, “I get it. I really get it.” You know, it's so easy for us to think we know someone's story, to call someone an F-18 pilot. I don't know if that term existed, right? That idea that you are skipping out of things. Do you really know? Do you really know what's going on? You probably don't. I know I was fresh out of knee surgery, actually, when I showed up to basic training. I  had gotten knee surgery my senior year of high school and it's probably the reason I ended up here. You know, end up, you know, some other things fell by the wayside, and I came to the Air Force Academy. You know, people can say anything they want, but I don't want to connect them to my office to work with me. They say, “Hey, Capt. Kap. Can we do this, this, this, or can we change this class and change this major?” So I can. And sometimes I just want to say, “No, you can't do that.” But instead, I don't, I don't say that. I say, “Why? Why do you want that?” And what I learned by asking why, and asking why again, is there is a root cause of these things. And when we address the root cause, because you actually care enough to ask them, we can actually fix the problem, and we don't need to do any of those things. And so you get to the root of what something, what someone really has going on in their lives, and it's just proven to be so worth it for me. Every single time I get the chance to do it, I've learned that if I can pour a little bit into someone's glass — OK, first of all, don't pour from empty glass if you're empty within yourself, right? Like I was when I left to go home and be with my family — I didn't have energy for everybody else in that moment, trying to pour from empty glass is — that's not a sustainable effort. Fill your glass, make sure your people, your family and yourself are squared away and good to go. At that point when you have an abundance of water in that glass, pour from it, it's the most rewarding thing in the entire world. And I realized this. And you know, I think everything in my life getting up to that point created this, whether it was the highs of life, the opportunities presented to me through the Air Force Academy, through travel, through football, whatever that may have looked like, but then the lows of life that rooted me in gratitude, what I realized is happiness, and this is my little theory, that happiness is a box. I consider it a box of happiness. The amount of happiness you actually feel in your life is the area of that box. So, many people are predicated, they're so focused on raising the ceiling of the box. Raise the top. The problem is, if your gratitude dissipates along the way, the area never increases. So what happens is, oftentimes, people create more opportunities for themselves in their life and they take for granted all the places they've been and all the places they were. And so because of that, the gratitude dissipates as your opportunities increase, you never become happier. And they wonder why it's not so happy at the top and cheery…  Because they weren't rooted in gratitude. If they never leave the ground and they keep the base of their box, in fact, they continue to drive that base of the box down into the ground while they create more opportunities, you will have more height to your box. What about the width   Naviere Walkewicz I was gonna say, what about your gratitude being wider?   Capt. Garrett Kauppila Now I've got a long, skinny box, right? That's not a lot of area. This is the people you get to share with, the friends and the family, the people you get to support and give back to. Right? You create opportunity. You root yourself in gratitude so you understand the people to your left and right. And now I believe it's your job to share it with them, expose them to it, so they can increase their opportunities. So they never leave their feet on the ground and they keep their gratitude. My job, I believe in — I'm a utilitarian, right? It's a philosophy concept. Increasing the ultimate world happiness — if there was some world happiness meter, an arbitrary meter in the world, if my actions are going to raise it, I want to do that. If they're going to diminish it, I'm not going to do that. So if it benefits me and hurts five others, I'm not going to do it. But if it benefits five others and it may take time out of my day, that sounds like a win, right? So I realized in every moment I'm with a cadet at a highly adaptable state of their mind — high brain plasticity. They're thinking, they're growing. They don't know quite yet who they are. They haven't lived on their own, haven't cooked their own meals, right? I was the same. I was no different. There was a moment that you realize how precious this moment in time is, they are. And I'm teaching firsties right now. They are about to go create everything that they are. But, I mean, you've met people you haven't seen five years, 10 years, 20 years since graduation. You're such a different person, right? At that time, when the leave the Academy, they really find themselves. So I don't take for granted conversations that I have, the moments I share with them in the classroom. I tell them my gratitude every day: “Thank you for letting me do what I love.” I say that to them almost every single day: “Thanks for allowing me to be here.” They're like, “I have to be here,” but that's not the demeanor that I dress it with, right? So root myself in gratitude and I just pour into them as much as I physically can. Maybe it's selfish of me. In fact, maybe I do it for myself. Think about it this way. I realize that pouring into people actually makes me happy. It really does. So maybe I pour into some people because it makes me happier. What if everyone was that selfish? If they actually knew what makes them happy? How many people go create massive success in their life, but they don't ever give back? And they find out, later on, they create these companies, they see all these things, and then they come back and go, “I really want to give back to my Air Force Academy. I really want to come back and teach in the classroom.” Heck, I remember sitting the NextGen Advisory meeting, you and I were in there with individuals highly successful, far more successful than I, and many of them were saying, “All I want to do is come back to the Academy and teach.” Gosh, what a moment for me to realize and to be introspective on the fact that I can't take this for granted. They can do all these things of all this success. People are oftentimes trying to chase someone on a ladder and try to be like them and have their success. And really, they're just trying to do what I do every day, and they want to do it for free. I get paid to do this job. What a blessing that is. And so those are the moments that help you to sink your — or dig your heels in and say, “I'm here.” Gosh, imagine me as a two-degree. You told me you're gonna get the Air Force Academy teaching the exact subject you want to teach, finance and investments. I bet that's a dream come true. Well, I can't be here now and forget about that, because then I'm gonna miss this moment. I'm gonna move on and wish I had it back. Don't put yourself in that position. Naviere Walkewicz You said something really interesting. It was about — I think it was something to the effect of you can't have something extrinsic, like chasing some kind of like opportunity and make you happy, right? It won't fulfill in like an intrinsic unhappiness or a hole or something. So how do you — how does that translate, I think, as you're helping to lead others and help others to think that way, as they progress? I know you talked about being rooted in gratitude, but is there more to it than the gratitude piece, right? Like, how do you also make sure that you're thinking about the intrinsic pieces? Capt. Garrett Kauppila Yeah, so I think that I have a great opportunity while I'm here. I get the opportunities to work with and see a lot of our recruits coming into the campus, and I get to speak with them and families. Get to see the excitement they have to eventually, one day, hopefully, arrive at the Air Force Academy. I get to work with a lot of cadets every single day, thankful to do it, and I get to see a lot of cadets. Sometimes that attitude changes. The gratitude they once felt, they become skeptical, it becomes challenging. They can't see the forest above the trees. They're caught up in that moment. But I also work with a lot of grads. I'm thankful to work with the Bolt Brotherhood and thankful to work with the NextGen Advisory Council, and have a lot of touch points to our grads. And I've never yet met a grad that is not grateful that they had gone through the Air Force Academy, that they graduated from the Air Force Academy. I've never met one that regretted that experience. I know a lot of recruits that are excited as hell to be here. I know a lot of cadets that are questioning their decisions at times. I know a lot of grads that would do anything to ensure that their loved ones or other people know about the Air Force Academy and what it did for them in their lives. And so what I asked of them is just to reflect back and remember themselves and how excited they were to have the opportunity to earn that appointment to be one of the, you know, 10, perhaps, you know, applications that had the opportunity to say that they were accepted and that they were gonna attend the Air Force Academy. Remember that pride they felt when they got their congressional nomination right? Imagine the feeling that parents feel when they drop them off at IDay, right? All of those feelings, they're real. You can't let them dissipate so quickly. Naviere Walkewicz Well, I mean, Kap, this has been amazing. There's a couple more questions I want to ask you. The first one is, because you're so passionate, and obviously you take care of yourself, how do you how do you feel your glass every day so that you can pour into others? What does that look like?   Capt. Garrett Kauppila Yeah, for me, I have to stay busy. And that's the part of me that, you know, when I was younger, I was smaller, I think that's never changed. I have to remain busy. I tell people all the time, if they apply — because we've all had that experience of leaving the Air Force Academy and realizing, “Wait the people at the Air Force Academy are really fantastic. There are such high-quality people, intellectually, emotionally. In all ways. You go into society, it can be a little sobering, a little like, “ Whoa. We are not the Air Force Academy anymore. These people don't operate on the same frequency." That's not within our service, that's just in life, that's going around day to day. So I tell cadets all the time, “You have proven yourself that you can do this. You can commit to your goals. You can complete these long hours, these long days. Life will only get easier in terms of your time commitments.” Now, kids and things like that could change that, but at the end of the day, they prove themselves they can do it. I challenge them to continue on that trajectory when they graduate — not to let off the gas and continue to find things that actually make them passionate. OK, it's so easy for me to wake up every day with this passion, with this desire to do what I do because I love what I do. It doesn't feel like work. So biggest things for me in order to stay ahead, whether that be health, whether that be my sleep, whether that be my accomplishments, whatever it may look like — your leadership ability — I have to wake up and accomplish something. Wake up in your day and accomplish a task. I like waking up before everyone else. I did start doing that as a cadet; I'd finish ball practice and realize I have no mental capacity. I cannot do homework. It is 8 p.m. and I'm exhausted. So what did I do when I was exhausted? I went to bed. I put on my eye mask, my earplugs and slept like little baby angels, right? My hands crossed over my chest, right? And people always make fun of me. “Why are you always in bed at 8 p.m.” “Well, why are you always in bed when it's 4 a.m.?” What I realized was there's a time of day that no one can schedule anything on my schedule. No one's scheduling anything from 4 to 7. Just the reality. So if you wake up early in the morning and you accomplish tasks, now, I'm not getting up at 4 in the morning, usually it's about 5, but I accomplish tasks early in my day. I get ahead of my day, and I prioritize fitness, I prioritize my health, I prioritize my sleep. We can't possibly learn, lead, network, meet people, accomplish. I mean, we're gonna get injured. We're not helping ourselves.   Naviere Walkewicz For less money, though, we can do an eye mask, because I also sleep with an eye mask. It's a game changer. Capt. Garrett Kauppila Read reviews on Amazon. Like is this easy stuff, right? I love classical conditioning, the idea that earplugs, eye mask mean sleep; earplugs, eye mask means sleep. Eventually you put in your ear plugs, your eye mask, whatever does your body do? It goes to sleep. Your brain turns off and stops thinking, because that's your routine. So I go to bed early, I wake up early, and I love to accomplish tasks early on in my day. By the time I arrive in the classroom, we're a couple hours in, right? The brain is operating. We're fully awake. We're ready to go. So I challenge people, if they want to achieve more in their life, they need to learn how to achieve more in a day, and once you learn how to achieve more in a day, learn how to achieve more in a week. And now can you make it sustainable. Some people have — they're 75 hard. They can do these things for a period of time. Their new year's resolutions — we love the gym in January, the first week of January. March…   Naviere Walkewicz Everyone gets the gym back.   Capt. Garrett Kauppila Yeah. And then all of a sudden, the gym is empty by February, right? You know how that goes. So it's like, do you actually mean this, or do you think that you want to do it? So I think if you can accomplish — learn how to accomplish more in one day, do it again the next day, and then repeat it the next day. But in order to do that, you have to be pursuing something that is yours. It can't because my family wants me to. It'll never be sustainable. It can't because someone else thinks it. It can't because I saw it on the internet. It has to be because Naviere Walkewicz wants to do this right. She wants to do this for her life. And so Kap wants to be this person. I want to strive for more and be the best version of myself. My mom tucked me into bed every single night when I was a little kid, you know — 4-year-old, 5-year-old — and she always said, “Hey, Garrett, the only thing you can do is be the best person you can be.” That's all you can do. That's your sphere of influence. So I try my best to be the best person I can be every day. That way I can be consistent, and people can always look to me and know what you see is what you get. You know that if I hop on the call, if I show up in the classroom, you know exactly what you're gonna get from me. I'm not gonna waver on that, and I think that's worth a lot so that someone can look to you and be admired by you, and hopefully you can exhibit reverent power. Naviere Walkewicz Well, I would ask you, what would you recommend to others and what they can do to be better leaders every day? But it sounds like you might give them the same example you just gave, because you're gonna practice what you preach. Is there anything else you might offer then for our — I mean, you do this with the cadets regularly, but just for anyone listening as they're trying to develop themselves as a leader or be a better, more reverent leader. What else might you offer that they can do each day themselves just to turn that dial a little bit? Capt. Garrett Kauppila Find who you really are. You can read all the books. You can read all the headlines. You can hear from me right now. You can hear from everyone else in this podcast. But if it's not you, it won't be true. You won't be able to make it sustainable. It won't be consistent. You will not be able to replicate those actions. OK, I love football so I love football analogies. You can be Nick Saban and Bill Belichick and have success by not being a player's coach or being a little rough around the edges. Or you can be Sean McVeigh and Dabo Swinney, who, if you don't know any of those people, they are younger in personality and in age. They have handshakes with their players, that's who they are trying to be. Don't try to be the other one, though. If Nick Saban tried to be cool with his players and have handshakes, now you're fake. Now you're just fake. Either one can prove to be successful, but you need to find who you are. And so if you don't know who you are, stop telling other people who they are, right? You have time to go. Your glass isn't full yet. Stop pouring it out. Right? Fill this thing at the top. Doesn't mean be selfish. It's the most selfless thing you could ever do is to pour into yourself, fill your glass so you have an abundance to give to others. If you give yourself a full glass and learn how to make it, you know, replenishing — this is some… we're talking like Red Robin fries here, like truly bottomless glass that we can pour from…   Naviere Walkewicz Do you eat Red Robin fries?   Capt. Garrett Kauppila I actually have not. But I'm not opposed to eating unhealthy in there, right? It's all aboutcalorie deficits. I just gotta work out more, I guess. But anyway, so my point is, if you don't know who you are, go find that first. That's the most important thing. Naviere Walkewicz How do they start? What's the first step in that? Because you just said you can read all the books, but if you're not this person, that's not you. How do you find out who you are?   Capt. Garrett Kauppila You find out who you are by finding out what you actually care about. Learn what you really care about. Think about the times you're at peace. Think about the moment, if you could do anything in the world, money didn't matter, what would you be doing? OK, it sounds really cliche. The reason I teach finance, I teach investments, is to provide I believe that finance is a tool to allow you to be happy. I would never subsidize happiness for money. I believe that you have your finances together and they're squared away, and you are investing properly, doing all those things to take care of you, your life, your family, your stability. You can be present where your feet are, and you can make decisions based off what you really want to do. If you find what it is that you are passionate about, we'll find a way to monetize it later. I truly believe that. I think that we have a role for everyone in this life. Whatever it is that you really care about, find a way to be the best at it. Stop being complacent with being, you know, average. I don't care what it is, I don't care what your job is. Be the best at it, and you will find a way to monetize it. This is a silly story, but I learned so much from it. There was an individual who reached out. He's a content creator, does videography. I actually don't remember the gentleman's name, but he was reaching out every single day to Tyreek Hill. He wanted to video — now, Tyreek Hill is not someone we'll resemble for leadership qualities. That is not what I'm saying in this conversation. However, he was reaching out to Tyreek Hill because he's his biggest fan and he wanted to film videos, take videos of Tyreek Hill to create cool content videos, hype videos, etc. One day, Tyreek Hill's manager saw the message and told him, he said, “I'll come out for free. I will come out for free and do this for you.” What I learned in my life, throughout my time so far, and I have so much more to learn as I go forward, is if you're willing to invest yourself for free, the person that does more than they're paid for will soon be paid for more than they do. If you are willing to put yourself out there and prove to others that they need you, once they realize they want you, now you can charge them for it. So, what he did is say, “I'll come out for free on my dime.” Nothing to it. “Well, OK, sure. This guy wants him out for free and work with me and create videos for me. It sounds fantastic.” Well, then he does such a good job, he's like, “I want to hire you.” Oh, well, now it's gonna cost you, right? That individual ended up being contacted by the NFL because Tyreek Hill took his phone out of his hand, did it back up with him, created one of the coolest videos ever seen on, you know, terms of a game day touchdown celebration. That individual has now gone on to make tons and tons of money. He runs a company. Only happened like two years ago. The point in that story is he offered himself for free to show off his talents, but first you have to invest in yourself. You have to get great at something. Get great at something. Figure out what it is you really want to do and offer yourself for free. And once people realize that they want you, now you can charge them for it. Charlie Jackson, football coach, Air Force Academy grad, Class of 2000. He told me stories in Los Angeles Air Force Base. He was at Los Angeles Air Force Base. His dream was to coach in the NFL. He wanted to coach at the highest levels. And you can go coach a high school, get paid a little bit of money, and then spend decades to work your way up. Now that wasn't what Coach Jackson wanted to do. So he offered to be a free intern at UCLA. “I'm gonna work for free.” And he happened to just sit next to a couple of unpaid interns, one named Kyle Shanahan, head coach of the 49ers. The other is the current GM for the Washington Commanders. Those were the three unpaid interns in UCLA's office. Well, he offered himself for free. He tried to show him that they needed him. Once they realized they wanted him, now, they needed to hire him. He ended up on a quick path coaching at the Atlanta Falcons. He's now coached many other places here. He's now come back to Air Force. How do they always come back to Air Force? It's because they love it here. Something about this place is special. The same reason you're back here, same reason I am too. So I really, I really challenge everyone to find what is their truly love and find a way to be the best at that. Whatever it may be, there's a way to monetize it. Naviere Walkewicz This is amazing. Was there anything that we didn't touch on today that you want to share with our listeners?   Capt. Garrett Kauppila Thank you. I appreciate it.   Naviere Walkewicz Thank you. Thank you.   Naviere Walkewicz As we wrap up today's conversation, I keep coming back to Kap's reminder, don't take for granted the things that matter most. That lesson first struck him in the hardest way when he thought he lost his brother, and it's become the driving force behind how he lives and leads today. Kat also shared another truth worth carrying with us be the best version of yourself, not someone else's version of you. That conviction shows up in how he teaches cadets, how he respects others, regardless of rank, and how he purchase every day with passion and gratitude. So here's the takeaway, Leadership isn't about chasing titles or timelines. It's about showing up authentically, valuing every moment and lifting up the people around you. The question we can all ask ourselves today is, what or who am I taking for granted, and how can I choose to lead with more gratitude and authenticity, starting right now. Thank you for joining us for this edition of lovely leadership. If Cap's story resonated with you please share it with someone who might need it and don't forget to subscribe, you'll find longer leadership on all your favorite podcast platforms we don't want you to miss what's ahead this season. I'm Naviere Walkewicz, Class of '99.   KEYWORDS Leadership, gratitude, authenticity, adversity, Air Force Academy, personal growth, mentorship, self-discovery, resilience, life lessons.       The Long Blue Line Podcast Network is presented by the U.S. Air Force Academy Association & Foundation      

In this forward-looking conversation, Bob Goodwin sits down with Dr. Anna Tavis to explore how artificial intelligence is reshaping the future of coaching and leadership development. As the author of The Digital Coaching Revolution and a leading voice in human capital transformation, Dr. Tavis offers deep insights into how organizations can leverage AI not to replace human coaches, but to dramatically scale, personalize, and democratize coaching throughout the enterprise. Key Themes Covered: Why traditional executive coaching is not scalable—and how AI changes that The rise of AI-native platforms and their impact on performance management, onboarding, and career development How AI acts as a “practice field” for developing power skills—especially in high-stakes scenarios Why middle managers are the first—and best—place to implement AI-based coaching How tools like ChatGPT and custom-built AI coaches are enhancing, not replacing, human insight The ethical, privacy, and bias considerations organizations must address The role of digital twins and organizational simulations in strategic workforce planning Dr. Tavis also shares real-world examples from companies like Microsoft, Delta Airlines, and Mayo Clinic—demonstrating how AI coaching tools are already transforming both corporate and healthcare settings. Special Invitation: Dr. Tavis will be hosting the Coaching and Technology Summit at NYU in New York City on July 7–8, focused on the convergence of AI and executive coaching. The summit features top innovators, case studies, and cutting-edge tools redefining leadership development. Register here: https://www.sps.nyu.edu/homepage/academics/divisions-and-departments/division-of-programs-in-business/human-capital-management/coaching-and-technology-summit.html

How to manage the government, it's the national topic at the moment. Right now the government is managed by Elon Musk and DOGE. Or at least it looks that way. Should we have a Department of Management? My next guest thinks so. Retired federal chief human capital officer Jeff Neal joins me now. 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.

How to manage the government, it's the national topic at the moment. Right now the government is managed by Elon Musk and DOGE. Or at least it looks that way. Should we have a Department of Management? My next guest thinks so. Retired federal chief human capital officer Jeff Neal joins me now. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Send us a textExploring the ideal balance between property management capacity and quality of service is essential for business success. The emphasis is on understanding that increasing property numbers does not necessarily mean compromising service levels. - Discussion on the importance of having proper capacity for property managers - Smart tech implementation by successful property managers to enhance service quality - Insights on using remote professionals to streamline processes without sacrificing quality Business owners are building their rental portfolios faster than ever and Property Managers can't possibly do it all!Keep your property managers doing what they love and outsource the things they don't to a company that thrives on positive feedback and guarantees a premium personalised servicewww.propertyassistwa.com.au The team at The Grout Guy are the leading experts in regrouting, waterproofing, and tiling services nationwide. Property managers find comfort in their 10-year waterproof warranty on all full shower regrouts. Visit thegroutguy.com.au to rejuvenate your properties tiles and grout now!www.thegroutguy.com.auSupport the show

Modern human resources department represents the interests of the overall mission of the business aligned with the needs of individual employees. Depending on the size and scope of a company, an HRM department can perform a variety of roles and responsibilities. For a small business, a dedicated HRM specialist may cover all HRM functions, while in bigger companies, specialized departments will handle hiring, benefits, employee development and other processes.  In recent years, the role of HRM has expanded as companies recognize that it's cost-effective to invest in employee development and retention. Better-trained and happier employees are more productive, and innovative. But has the HRM department overstepped its' mandate? In this show, join Gus Theoulis and Stephen Armstrong as they discuss this.   Guest Bio: Gus Theoulis, President and CEO of Intricco Controls and Automation Ltd. and LT Global Trade Ltd. Gus is a Professional Engineering Technologist with over 26 years of experience in electrical controls and IT management, and his company designs, produces, programs, and implements electrical control systems for industries like automotive, HVAC, defense, and nuclear. Having worked globally in over a dozen countries, Gus brings a wealth of technical and managerial expertise, including a unique perspective as a senior manager both before and after introducing HR into the workplace. Over 15 years of running his own business, Gus has collaborated with many senior managers, gaining valuable insights into leadership and organizational dynamic.

Modern human resources department represents the interests of the overall mission of the business aligned with the needs of individual employees. Depending on the size and scope of a company, an HRM department can perform a variety of roles and responsibilities. For a small business, a dedicated HRM specialist may cover all HRM functions, while in bigger companies, specialized departments will handle hiring, benefits, employee development and other processes.  In recent years, the role of HRM has expanded as companies recognize that it's cost-effective to invest in employee development and retention. Better-trained and happier employees are more productive, and innovative. But has the HRM department overstepped its' mandate? In this show, join Gus Theoulis and Stephen Armstrong as they discuss this. Guest Bio: Gus Theoulis, President and CEO of Intricco Controls and Automation Ltd. and LT Global Trade Ltd. Gus is a Professional Engineering Technologist with over 26 years of experience in electrical controls and IT management, and his company designs, produces, programs, and implements electrical control systems for industries like automotive, HVAC, defense, and nuclear. Having worked globally in over a dozen countries, Gus brings a wealth of technical and managerial expertise, including a unique perspective as a senior manager both before and after introducing HR into the workplace. Over 15 years of running his own business, Gus has collaborated with many senior managers, gaining valuable insights into leadership and organizational dynamic.

“There is no bigger weight than the weight of trust. One of my leadership mantras became: You never need to earn my trust. You can only lose it.” Ravi Chaturvedi is an experienced leader with a proven track record of success across seven countries, both developed and developing. Ravi became P&G's first ever Asian President and member of the Global Leadership Council, after a 2 decade long career with the company. Ravi was also Group Chief Executive of Jet Airways for a short tenure.Ravi has also served as a consultant and advisor to the Nitto Denko Corporation in Japan. For the CEO Council of Lighthouse Funds, Ravi advised portfolio CEOs of companies across industries. He's also served as advisor to Marico and to Emami, Indian consumer goods companies that are expanding internationally.Ravi is a Senior Fellow in the Management Department of the Wharton School of Business, and has been a Lecturer at the University of Pennsylvania. Ravi received his BA from the University of Delhi, and Master of Management Studies from the Bajaj Institute of Management Studies, Master of Management Studies. You'll enjoy this candid conversation between old colleagues - and hear the wisdom that has impacted many leaders from Ravi's storied career. This is part of our Asian leaders series - hosted by P&G Alumni Emily Chang. Got an idea for a future “Learnings from Leaders” episode? Reach out at pgalumpod@gmail.com

You may look at a distressed hotel and consider it an eyesore, but innovative real estate investors are turning them into properties with a purpose. On this episode of Zen and the Art of Real Estate Investing, Jonathan interviews Alex Cartwright, Department Chair of the Management Department at Ferris State University and Principal at Hotel SHIFT, which specializes in hotel-to-apartment conversions. Alex is also a professor of economics. Jonathan and Alex start their discussion by exploring Alex's interest in real estate, which began in graduate school. You'll hear his explanation of the ability to generate alpha in real estate, how real estate allows you to control your destiny, and why he encourages his students to do house hacks. Jonathan and Alex explore the types of clientele upscale multifamily properties attract, why it can be beneficial to rent instead of buy, and the importance of avoiding making decisions on principles. You'll hear how his lack of excitement about apartment buildings led to founding Hotel SHIFT, the two reasons hotels make great investments, and why buying hotels makes more sense than converting other commercial spaces. Finally, they cover the size of hotels Alex is looking for, the features they should have, the importance of prioritizing occupancy over rent, and what limited partners can expect when they invest with Hotel SHIFT. If you're seeking a syndication investment that's a bit out of the ordinary, Alex Cartwright outlines why hotel conversions could be what you're looking for. In this episode, you will hear: Alex Cartwright's interest in real estate that began in graduate school in Washington, D.C. What appealed to him about real estate and the ability to generate alpha Controlling your destiny with how you operate your real estate business Why Alex encourages his students to do house hacks and still lives in a multifamily himself today The clientele that upscale multifamily properties attract The benefits of renting versus buying Avoiding making decisions on principles and instead, learn to run the numbers and make the decision best for you How Alex's lack of excitement about apartments led to starting Hotel SHIFT The two reasons hotels make great investments Why buying hotels makes more sense than other commercial spaces The size of the hotels he looks for when looking for his next purchase and the features they need to have What tenants are looking for when they rent one of Alex's properties Prioritizing occupancy before optimizing rent and the amount of time it takes to hit his goals What limited partners can expect if they invest with Hotel SHIFT Taking on a little more risk to get a bigger reward Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. If you enjoyed this episode, we've created a PDF that has all of the key information for you from the episode. Just go to the episode page at https://zenandtheartofrealestateinvesting.com/podcast/156/ to download it. Supporting Resources: Hotel SHIFT website - www.HotelShift.Capital Find Alex Cartwright on Instagram - www.instagram.com/Audesapere1 Connect with Alex on LinkedIn - www.linkedin.com/in/alexcartwright Website - www.streamlined.properties YouTube - www.youtube.com/c/JonathanGreeneRE/videos Instagram - www.instagram.com/trustgreene Instagram - www.instagram.com/streamlinedproperties TikTok - www.tiktok.com/@trustgreene Zillow - https://www.zillow.com/profile/StreamlinedReal Bigger Pockets - www.biggerpockets.com/users/TrustGreene Facebook - www.facebook.com/streamlinedproperties Email - info@streamlined.properties Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com Let them know we sent you.

John MacPhee joins us for Episode 17!John MacPhee is the CEO of The Jed Foundation (JED), a leading nonprofit organization that protects emotional health and prevents suicide for teens and young adults. JED works across the country helping youth, families, schools, and community organizations to take actions to support youth mental health and reduce risks for suicide. Passionate about supporting young adults in their transition to adulthood, John advises several organizations including the S. Jay Levy Fellowship for Future Leaders at City College, Trek Medics, Opera Ebony, the Health Policy and Management Department at the Mailman School of Public Health, and HIV Hero. Learn more about The JED foundation: https://jedfoundation.org/ Programs mentioned during the episode: Set to Go: https://jedfoundation.org/set2go-jed-program/ Making Caring Common: https://mcc.gse.harvard.edu/ Listen to John's playlist: https://open.spotify.com/playlist/5fFXaRBFGiVcnL8HMeyZ6C?si=fd28e996a91e4ffe

Welcome to the American Railroading Podcast! In this episode our host Don Walsh is joined by guest John Doggett – Professor at the University of Texas at Austin, McCombs School of Business, Management Department. Together they discuss the state of the U.S. economy, inflation, debt, opportunities to improve, areas of growth, the potential impact of the upcoming presidential election, and what it all means for the rail industry. Tune in to this episode to gain valuable insights and broaden your understanding of American Railroading. You can find the episode on the American Railroading Podcast's official website at www.AmericanRailroading.net . Welcome aboard!KEY POINTS: The American Railroading Podcast remains in the Top 10% of all podcasts globally!Professor Doggett has won 14 student-selected “Outstanding Teaching” awards, the most of any current member of the UT Austin, McCombs facility.John created his own international management consulting firm where he focused on helping developing countries transform their economies to become more market oriented.You've got to look at the data regarding the U.S. economy objectively (Ugly Baby Glasses).The interest payments on our national debt are projected to be 170% of the GDP by 2054.There are ways to correct the path we're on with national spending and debt, but the question is, will either party be willing to do what it takes?John believes that this is one of the most consequential presidential elections that we've had in the U.S., in terms of the direction of the country.LNG remains a strong market for U.S. exports.John is “bullish” on the rail industry. Stay tuned for our next episode!LINKS MENTIONED: https://www.americanrailroading.nethttps://www.therevolutionrailgroup.com https://www.youtube.com/@americanrailroadingpodcast https://www.buymeacoffee.com/dwalshX https://www.aldonco.com

In dieser Folge des "Der Mutmacher - Podcasts für authentischen Vertrieb" sprechen wir mit Jan Wieseke, Universitäts-Professor und Gründer des Sales Management Department an der Ruhr-Universität Bochum. Seit 16 Jahren bringt Jan nicht nur theoretisches Wissen, sondern auch viel Praxis in die Universität. Als Autor von "Sales Profit Chain" und "SALESTEGY" hat er zwei Ratgeberbücher für VertriebsmanagerInnen geschrieben.

Experiencing workplace stress is common, and sharing these feelings with colleagues can sometimes be a relief. However, consistently boasting about stress, or “stress bragging,” can make coworkers view you as less likable and less competent Guest: Dr. Jessica Rodell, Distinguished Chaired Professor in the Management Department at the University of Georgia's Terry College of Business Learn more about your ad choices. Visit megaphone.fm/adchoices

Seg 1: Can your personality determine your risk of developing dementia? According to the World Health Organization, over 55 million people worldwide have dementia, a condition affecting memory and cognition, especially in later life. Guest: Dr. Emorie Beck, Assistant Professor in the Psychology Department at the University of California Seg 2: View From Victoria: Taxpayers need to brace themselves The Metro Vancouver board meeting is today to decide who gets stuck with the bill for a $3 billion overrun on the new northshore waste treatment plant. We get a local look at the top political stories with the help of Vancouver Sun columnist Vaughn Palmer Seg 3: The Weekly Cecchini Check-in for May 31, 2024 A New York jury found Donald Trump guilty on all 34 felony counts of falsifying business records, marking the first criminal conviction of a former U.S. president. Guest: Reggie Cecchini, Washington Correspondent for Global News Seg 4: Can ‘stress bragging' influence people's perception of you? Experiencing workplace stress is common, and sharing these feelings with colleagues can sometimes be a relief. However, consistently boasting about stress, or “stress bragging,” can make coworkers view you as less likable and less competent Guest: Dr. Jessica Rodell, Distinguished Chaired Professor in the Management Department at the University of Georgia's Terry College of Business Seg 5: Kickin It with the Caps for May 31, 2024 The Caps won in Kansas city and are home to play Colorado in their last home game for a little while. Guest: Vanni Sartini, Coach of the Vancouver Whitecaps Seg 6: Why was an incendiary device thrown at a local synagogue? At around 9:30 p.m. last night, an incendiary device was thrown at the front doors of Schara Tzedeck synagogue on Oak Street, causing minor damage but no injuries. Guest: Rabbi Andrew Rosenblatt, Senior Rabbi at the Congregation Schara Tzedeck Synagogue Seg 7: What role did Canadians play in MK-ULTRA? The Supreme Court of Canada has chosen not to review a Quebec ruling that prevents people in Canada from suing the U.S. government over brainwashing experiments at Montreal's Allan Memorial Institute. Guest: Tom O'Neill, Investigative Journalist and Author of “Chaos: Charles Manson, the CIA, and the Secret History of the Sixties” Learn more about your ad choices. Visit megaphone.fm/adchoices

Alex Cartwright, Founder and Managing Partner of HotelSHIFT, discusses a current hotel property that he is working to convert into affordable multifamily housing. Summary Nate Hedrick and David Bright talk with Alex Cartwright, PhD, Founder and Managing Partner of HotelSHIFT, a real estate investing firm that specializes in converting hotels into affordable multifamily housing. Alex, David and Nate discuss details about a hotel conversion property they are working on together in Houston, Texas. Alex breaks down the project and his strategies for transforming struggling hotels into successful multifamily complexes. He gives tips on how to look for deals and mitigate risk. Alex also explains the benefits of economies of scale, syndication, and working with a team on large-scale real estate investments. Listen to learn more about why Alex plans to keep investing in the niche market of hotel conversion. About Today's Guest Alex Cartwright, PhD is the Founder and Managing Partner of HotelSHIFT, a real estate investing firm that specializes in converting hotels into affordable multifamily housing. Alex conducts macroeconomic analysis on target markets and conducts the underwriting for HotelSHIFT offerings. He is an experienced multifamily investor and has served as lead GP on multiple syndications. Alex has worked as a consultant with one of the biggest mobile homeowners in the country.  Alex is the Chair of the Management Department and Associate Professor of Economics in the College of Business at Ferris State University where he teaches classes on Managerial Economics, Economic Growth, and International Business. His Economics research has been published in several scholarly outlets, including The Cambridge Journal of Economics. Alex is an affiliated scholar with multiple Think-Tanks and has served as an Economic advisor to congressional candidates in Peru. Alex received a B.S. in Mathematical Economics from Hampden-Sydney College where he graduated Phi-Beta-Kappa, Summa Cum Laude and first in his major. He earned an M.A. and PhD in Economics from George Mason University where he was the F.A. Hayek Fellow in the program for advanced study of Philosophy, Politics, and Economics at George Mason University's Mercatus Center. Mentioned on the Show YFP Real Estate Investing 102: Navigating Today's Market with Economist Alex Cartwright, PhD YFP Real Estate Investing 120: Deep Dive: Converting to Highest and Best Use  HotelShift Alex Cartwright on LinkedIn Subscribe to the YFP Newsletter YFP Disclaimer Your Financial Pharmacist YFP Real Estate Investing Facebook Group Nate Hedrick on Instagram David Bright on Instagram YFP Real Estate Investing Website David Bright on LinkedIn Nate Hedrick on LinkedIn

Alexander Cartwright is Managing Partner at Vilicus Capital where he is responsible for managing the firms' strategy, market analysis, and underwriting. Alex has completed dozens of multifamily real estate transactions and has overseen dozens of complex rehab projects. Alex is also Associate Professor of Economics & Chair of the Management Department at Ferris State University where he teaches classes on Managerial Economics, Economic Growth, and International Business. Alex has published many peer reviewed papers in leading economics journals, law journals and national newspapers. Alex is an affiliated scholar with multiple think-tanks and has served as an Economic advisor to congressional candidates in Peru.. Alexander Cartwright is a real estate investor who has a great story to share and words of wisdom to impart for both beginning and veteran investors alike, so grab your pen and paper, buckle up and enjoy the ride. Want to get in contact with Alexander Cartwright? Reach out at Www.vilicus.capital.Want to become financially free through commercial real estate? Check out our eBook to learn how to jump start a cash flowing real estate portfolio here https://www.therealestateinvestingclub.com/real-estate-wealth-book  Enjoy the show? Subscribe to the channel for all our upcoming real estate investor interviews and episodes.  ************************************************************************  GET INVOLVED, CONNECTED & GROW YOUR REAL ESTATE BUSINESS  LEARN -- Want to learn the ins and outs of real estate investing? Check out our book at https://www.therealestateinvestingclub.com/real-estate-wealth-book  PARTNER -- Want to partner on a deal or connect in person? Email the host Gabe Petersen at gabe@therealestateinvestingclub.com or reach out on LinkedIn at https://www.linkedin.com/in/gabe-petersen/  WATCH -- Want to watch our YouTube channel? Click here: https://bit.ly/theREIshow  ************************************************************************   ABOUT THE REAL ESTATE INVESTING CLUB SHOW   Hear from successful real estate investors across every asset class on how they got started investing in real estate and then grew from their first deal to a portfolio of cash-flowing properties. We interview real estate pros from every asset class and learn what strategies they used to create generational wealth for themselves and their families. The REI Club is an interview-based real estate show that will teach you the fastest ways to start and grow your real estate investing career in today's market - from multifamily, to self-storage, to mobile home parks, to mix-use industrial, you'll hear it all! Join us as we delve into our guests career peaks and valleys and the best advice, greatest stories, and favorite tips they learned along the way. Want to create wealth for yourself using the vehicle of real estate? Getting mentorship is the fastest way to success. Get an REI mentor and check out our REI course at https://www.therealestateinvestingclub.com.  #realestateinvesting #passiveincome #realestate   Interested in becoming a passive investor in one of our projects? Kaizen Properties, is looking for passive investors for our upcoming deals. We invest in what are known as “recession resistant assets”: self storage, MH & RV parks, and industrial properties. If you are interested, go to the website and click on the “Invest with Us” button at the bottom of the page.Support the show

Ever wondered how a young receptionist at a real estate firm swiftly scales the ladder to become the head of a blossoming property management department? Alicia McCulloch of Aqwasun Estate Agents joins us to share her journey, and unfolds the process of creating engaging content, demonstrating that authenticity triumphs over flawless production, particularly when it comes to captivating video content. As we chat, Alicia and I unravel the tapestry of challenges and opportunities that come with building and nurturing community connections and the pivotal role of education in real estate.Alicia's role is starting up a property management department from scratch, so she talks about how she did that with the power of personal outreach and community engagement. We don't just talk shop about Google leads and social media warmth; we explore the nuances of fostering relationships through meaningful online content. With the ever-evolving landscape of digital marketing, Alicia walks us through her approach, detailing the fine line between maintaining a professional online presence and keeping a personal touch.We map out the journey of starting a new venture without the crutch of historical data, balancing ambition with reality in goal setting. And because networking and connection are the lifeblood of any successful business, we extend an open invitation to coffee catch-ups and industry gatherings, celebrating the power of informal meetings to forge lasting professional relationships. The PIP Advantage for Landlord InsuranceUp to $70,000 contents cover included in our landlords policies14 months cover for just 12 months premium in your first yearFurther discounts when you have three or more properties insured through PIP24/7 Australia-wide claims serviceOnline Real Estate Agent Portal for easy access and managementVisit their website Business owners are building their rental portfolios faster than ever and Property Managers can't possibly do it all!Keep your property managers doing what they love and outsource the things they don't to a company that thrives on positive feedback and guarantees a premium personalised servicewww.propertyassistwa.com.au Todays sponsor is InspectRealEstate: They are a global software company that specialises in tech solutions for the real estate industry and are one of the most important programs in my business. Their products are designed by agents & property managers who have been in your shoes, to allow you to be more productive and streamline tasks. For a free demo, call 1300 942 721 or visit inspectrealestate.com.au

The most pressing global health threat you may not have heard about yet, with Jeffrey Lazarus (Episode 20) Join host Laura Meoli-Ferrigon on this episode of the Making Public Health Personal podcast with our esteemed guest Jeffrey Lazarus. He is a professor of global health in the Health Policy and Management Department at CUNY SPH, and a research professor at the Barcelona Institute for Global Health (ISGlobal) in Spain. His decade-long career as a health systems, HIV and viral hepatitis expert at The World Health Organization's Regional Office for Europe was followed by three years at the Global Fund to Fight AIDS, Tuberculosis and Malaria. He currently serves as co-chair of the HIV Outcomes Beyond Viral Suppression coalition, a member of the board of directors of the SHARE Global Health Foundation and as a member of the Global NASH Council and the EASL Public Health and Policy Committee, where he leads the global Healthy Livers, Healthy Lives coalition. Professor Jeff is the author of more than 300 publications centered around liver health, viral hepatitis, HIV and COVID-19. In today's episode, we'll discuss the most prevalent liver disease in human history, and why it is largely unknown to the general population. Formerly referred to as non-alcoholic fatty liver disease, metabolic dysfunction–associated steatotic liver disease (MASLD) affects an estimated 38% of the global adult population, and around 13% of children and adolescents. Professor Lazarus sheds light on the significance of assigning a new name and diagnostic criteria to this disease. Discover preventive measures, reversal strategies, and the need for integrative services to transform global liver health. Join us for an eye-opening conversation, and learn how we can combat this silent epidemic. Episode Links: Learn more and connect with Jeffrey V Lazarus: https://sph.cuny.edu/about/people/faculty/jeffrey-lazarus/ Professor Jeff's Twitter: https://twitter.com/jvlazarus?lang=en Professor Jeff's LinkedIn: https://www.linkedin.com/in/jeffrey-v-lazarus-42a86a/ American Liver Foundation Honors Professor Jeffrey V Lazarus, PhD with the Distinguished Scientific Achievement Award: https://liverfoundation.org/resource-center/blog/american-liver-foundation-honors-professor-jeffrey-v-lazarus-phd-with-the-distinguished-scientific-achievement-award/ Integrated management of HIV, diabetes, and hypertension in sub-Saharan Africa: a pragmatic cluster-randomized, controlled trial: https://www.thelancet.com/journals/lancet/article/PIIS0140-6736(23)01573-8/fulltext A multisociety Delphi consensus statement on new fatty liver disease nomenclature: https://www.journal-of-hepatology.eu/article/S0168-8278(23)00418-X/fulltext NAFLD — sounding the alarm on a silent epidemic: https://www.nature.com/articles/s41575-020-0315-7 It is time to expand the fatty liver disease community of practice: https://journals.lww.com/hep/fulltext/2023/11000/it_is_time_to_expand_the_fatty_liver_disease.2.aspx A global research priority agenda to advance public health responses to fatty liver disease: https://www.journal-of-hepatology.eu/article/S0168-8278(23)00323-9/fulltext Download a transcript of this episode for accessibility: https://www.dropbox.com/scl/fi/fd3rlkerereywwbhgu6am/Ep20-Transcript.docx?rlkey=f5ml0aoumgrt71piugp182kri&dl=0

In episode 372, Bradley is joined by Dr. Anthony Perrenoud, the Chair and Associate Professor of the Construction Management Department at Boise State University. Dr. Perrenoud discusses the disconnect he sees between some leadership books and practical application. He emphasizes the importance of situational leadership and the value of case studies. Drawing on his experience as a high school football referee, Dr. Perrenoud highlights how leadership styles can impact the entire team and community. This episode is brought to you by The Simple Sales Pipeline® which will organize and value any construction sales rep's roster of customers and prospects in under 30 minutes. *** If you enjoyed this podcast, we'd sincerely appreciate it if you left a review on Apple Podcasts. The feedback helps improve the show and helps with our visibility as well. The more people listen to the podcast, the more we can invest into it to make it even better.   Since we're asking for things . . . we'd also love it if you recommended this show to your friends and colleagues. Your network looks to people like you to learn where to invest their time and attention. We'd love the opportunity to add value to more people in our community. For more info: The Construction Leadership Podcast Follow us on Instagram: instagram.com/bradleyhartmannandco/ Subscribe to our YouTube Channel: Bradley Hartmann & Co.

South Australians can have their say on shortlisted options for the future management of Adelaide's metropolitan coastline to combat beach erosion.The state government launched a comprehensive independent review of long-term sand management options in December last year.The review's Independent Advisory Panel has shortlisted three primary options: dredging, a sand pipeline, and maintaining the current arrangement of moving sand along the coast using trucks, as well as delivering quarry sand to beaches battling coastal erosion.The 12-month scientific review has built upon previous investigations, data and analysis of Adelaide beach management, and explored relevant interstate and overseas examples of coastal management.In this segment, we hear from Mark Searle, Chair of the Adelaide Beach Management Review Independent Advisory Panel. He is a former chief executive officer of Marion Council and has more than 20 years' experience as a CEO and senior executive.

Celebrated disability advocate and author, FSU's Dr. JR Harding, discusses his world travels, and why he thinks everyone needs an adventure. Dr. Harding is a recognized disability leader with over 37 years of personal and professional experiences within the disability community. He is a two-time US Presidential appointee, seven-time Florida gubernatorial appointee, and has made significant contributions to national, state and community public policy advancing the independence and self-sufficiency of persons with disabilities. He is the author of 2 five-star books (Now What? and ADA Adventure). He is the 1st person with a significant disability to graduate from both Leadership Florida and Leadership Tallahassee. His commitment to community service is a constant and is currently serving on Evergreen Life Services (ELS), the Florida Alliance for Assistive Services and Technology (FAAST), The Florida Network on Disabilities (FND), Blueprint 2000 Citizen Advisory Committee (CAC), and the Delta Airlines Disability Advisory Board. He works full-time for Florida State University (FSU) as a faculty member for the College of Business within the Management Department. He and his lovely wife Erika live and work in Tallahassee, Florida. For more about JR: https://jrharding.com/ Or to contact him through FSU: https://business.fsu.edu/person/jr-harding Follow Different Brains on social media: https://twitter.com/diffbrains https://www.facebook.com/different.brains/ https://www.instagram.com/diffbrains/ Check out more episodes of Exploring Different Brains! http://differentbrains.org/category/edb/

Celebrated disability advocate and author, FSU's Dr. JR Harding, discusses his work helping the next generation of business leaders embrace inclusion. Dr. Harding is a recognized disability leader with over 37 years of personal and professional experiences within the disability community. He is a two-time US Presidential appointee, seven-time Florida gubernatorial appointee, and has made significant contributions to national, state and community public policy advancing the independence and self-sufficiency of persons with disabilities. He is the author of 2 five-star books (Now What? and ADA Adventure). He is the 1st person with a significant disability to graduate from both Leadership Florida and Leadership Tallahassee. His commitment to community service is a constant and is currently serving on Evergreen Life Services (ELS), the Florida Alliance for Assistive Services and Technology (FAAST), The Florida Network on Disabilities (FND), Blueprint 2000 Citizen Advisory Committee (CAC), and the Delta Airlines Disability Advisory Board. He works full-time for Florida State University (FSU) as a faculty member for the College of Business within the Management Department. He and his lovely wife Erika live and work in Tallahassee, Florida. For more about JR: https://jrharding.com/ Or to contact him through FSU: https://business.fsu.edu/person/jr-harding Follow Different Brains on social media: https://twitter.com/diffbrains https://www.facebook.com/different.brains/ https://www.instagram.com/diffbrains/ Check out more episodes of Exploring Different Brains! http://differentbrains.org/category/edb/

In Episode 57 of the CSUSB Advising Podcast, Matt Markin chats with Dr. Craig Seal and Dr. Andrew Beechko about the Human Resource Management concentration within the Administration major! What are students learning in HRM courses? What career opportunities are there? What department resources are offered?  Find out in this episode!Check out the Management Department website!Subscribe to the CSUSB Advising Podcast on Apple, Spotify, Google and more!Follow us on social media:Instagram & Tik Tok - @csusbadvisingFacebook - CSUSB AdvisingTwitter - @csusb_advisingYouTube - @csusbadvisinghttps://csusbadvising.buzzsprout.com/#acadv #academicadvising #collegemajors #csusb #calstate #highereducationSubscribe to the CSUSB Advising Podcast on Apple, Spotify, Google and more!Follow us on social media:Instagram & Tik Tok - @csusbadvisingFacebook - CSUSB AdvisingTwitter - @csusb_advisingYouTube - @csusbadvisinghttps://csusbadvising.buzzsprout.com/

In this episode, our distinguished guest, Alexander C. Cartwright, PhD joins the show to discuss all things economics. As an Associate Professor of Economics and Chair of the Management Department at Ferris State University, Cartwright brings a wealth of knowledge and expertise to the table. During the interview, Cartwright discusses the economic benefits of free markets, sheds light on the unintended consequences of government intervention, and explores the vital roles of property rights and entrepreneurs in fostering economic growth. For more information or to get started in multifamily investing, please visit: https://www.multifamilyinvestingacademy.com/. 

In Episode 54 of the CSUSB Advising Podcast, Matt Markin chats with professors Dr. Maggie Boyraz and Dr. Jacqueline Coyle-Shapiro about the Management concentration within the Administration major! What are students learning in management courses? What career opportunities are there? What department resources are offered?  Find out in this episode!Check out the Management Department website!Subscribe to the CSUSB Advising Podcast on Apple, Spotify, Google and more!Follow us on social media:Instagram & Tik Tok - @csusbadvisingFacebook - CSUSB AdvisingTwitter - @csusb_advisingYouTube - @csusbadvisinghttps://csusbadvising.buzzsprout.com/#acadv #academicadvising #collegemajors #csusb #calstate #highereducationSubscribe to the CSUSB Advising Podcast on Apple, Spotify, Google and more!Follow us on social media:Instagram & Tik Tok - @csusbadvisingFacebook - CSUSB AdvisingTwitter - @csusb_advisingYouTube - @csusbadvisinghttps://csusbadvising.buzzsprout.com/

Please join Katie as she talks with Tonya Butler, Chair of the Music Business/Management Department at Berklee College of Music about her incredible career path, why it's a great time to be in the music business, the role of artists today creating a career you love. 

WHY ARE WE AFRAID OF AUTHENTICITY? WHY PEOPLE ARE FAKE: PORTRAY FALSE POSITIVES SOCIAL MEDIA COMPARISONS WRITE OUR OWN FALSE NARRATIVES | FICTIONAL STORYLINE DISHONEST SELF ASSESSMENTS  INSECURITY  AUDIENCE APPROVAL DESPERATE FOR AFFIRMATION  WHY IS IT A COMMODITY? WHY SO RARE? GENUINE AUTHENTICITY BUILDS TRUST IN RELATIONSHIPS ATTRIBUTES OF GENUINE AUTHENTICITY HUMILITY HONESTY EMPATHY TRANSPARENCY  Erica Bailey, a PhD candidate at Columbia Business School's Management Department "Authenticity is robustly linked to increased happiness, well-being and better engagement with work. 3 WHY's & HOW's 1. WHY AUTHENTIC: DECEPTION IS MANIPULATION  HOW WE WIN: ADD VALUE TO RELATIONSHIPS BY SECURING GENUINE TRUST 2. WHY AUTHENTIC: PEOPLE CRAVE THE DOWN-TO-EARTH, GENUINE ARTICLE.     HOW WE WIN: BUILD NETWORK BY SERVING AND ADDING VALUE 3. WHY AUTHENTIC: RELIEVES PRESSURE & DECREASES ANXIETY (FREEDOM) HOW WE WIN: STOP KEEPING UP WITH THE SOCIAL MEDIA JONES'S THANK YOU TO OUR PARTNER: UNCOMMEN: EQUIPPING MEN TO BE THE HUSBANDS, FATHERS, AND LEADERS WE ARE CALLED TO BE. https://www.uncommen.org/ FOLLOW US ON IG: https://www.instagram.com/last_in_line_leadership/ PURCHASE OUR BOOKS AND GEAR: https://last-in-line-leadership.square.site/

Sheena Iyengar is the S. T. Lee Professor of Business in the Management Department at Columbia Business School and the best-selling author of The Art of Choosing (2010). She is a leading expert on the study of innovation, choice, leadership, and creativity and regularly consults with a range of organizations on methods for innovation. She joins on […]

You may not be surprised, with the level of gun violence in this country, that the US has one of the highest rates of school violence in the world. But violence against children is perpetrated in homes and in schools, in many forms, and in families and countries rich and poor. As the future of our society, either we prevent violence against children while they are young, or we will have to take care of the consequences as they get older. Whether they are your children or someone else's, children are the future of our society, making them everyone's responsibility to keep safe. This includes preventing them from witnessing violence, which also has very serious long-lasting effects. Violence against children is one of the biggest public health problems of our time, and there are dedicated people working to end it on a global scale. But what can we do to help? In this episode of the Making Public Health Personal podcast, we discuss evidence based strategies to prevent and end violence against children. Host Laura Meoli-Ferrigon speaks with today's guest Dr. Kathleen Cravero, Distinguished Lecturer in the Health Policy and Management Department here at CUNY SPH. Dr. Cravero is also the Co-Director of the Center for Immigrant, Refugee and Global Health. She spent 25 years working for the United Nations, including a key role at UNICEF, and dedicates her career to ending violence against women and children. Dr. Cravero will share findings from the CDC's Violence Against Children and Youth Surveys that were collected over 10 years in 24 countries. This includes who is most affected, where they live and how government officials can decide which of the seven evidence based implementations to reduce violence against children should be implemented. No matter what your sphere of influence is, this episode will provide resources to become part of the solution. Episode links: Find out more and connect with Dr. Kathleen Cravero: https://sph.cuny.edu/about/people/faculty/kathleen-cravero/ Keep Kids Safe - Prevention. Healing. Justice: www.keep-kids-safe.org Keeping Children Safe - Let's end child abuse in organisations: https://www.keepingchildrensafe.global/ End Violence: www.end-violence.org End Childhood Sexual Violence: https://www.bravemovement.org/ Download a transcript of this episode here: https://www.dropbox.com/s/56ppuv0kgivrbrc/Ep%2013%20Transcript.docx?dl=0

In Episode 86 of TheCyber5, we are joined by Senior Manager of Threat Management for Nvidia Chris Cottrell.   Here are six topics we discuss in this episode:   What is a threat management department within enterprise security? Threat management departments are usually formed when security teams become mature and have table stakes functions within threat intelligence, red team, penetration testing, and threat hunting. These functions are usually formed after compliance, risk, governance, vulnerability management, and security operations center (SOC) are operational. Unfortunately, threat management is not a well defined lexicon in enterprise. For example, “threat hunting” in one organization could mean a SOC escalating alerts in another company.    Incident Response's Role in Threat Management Incident response is usually a separate capability from threat management (red team, threat hunting, threat intelligence) and the governance, risk, and compliance (GRC) roles. Incident response is a reactive capability and has the ability to find an actor inside the environment, whereas SOC is the first reactive capability to stop the attacker at the perimeter. Threat management is still considered a proactive capability to keep attackers out at the perimeter.    Defining the Roles within Threat Management  Threat Hunt: Expert level investigators that know how to review network telemetry with a variety of tools and alerts and find an anomaly to investigate if an adversary is inside the environment. They usually take their clues from incident response, red team, or threat intelligence. Threat Intelligence: Expert level analysts and engineers reviewing the types of threats that could attack an organization and develop alerts and playbooks for threat hunters. They also have many other roles depending on the business. Red Team: Penetration testers that emulate or simulate adversaries within the environment to determine what alerts should be created and prioritized.    Threat Intelligence Must Start with Business Requirements  Threat intelligence is meaningless and not contextualized until analysts understand how the business makes money and the corresponding risks that could disrupt the business. Building a threat intelligence program from scratch can take up to a year, and the first six months will be building relationships with the business before any feeds can start to be incorporated.    Stories are the Best Metrics for Threat Intelligence Programs Mean time to respond and mean time to alert are table stakes metrics for SOC, but are out of the control of the threat management team (red team, threat intel, etc). However, the better metrics for threat intelligence teams are success stories when information was actioned by a business unit and risk was averted.    Reactive Capabilities When An Incident Occurs The threat management department becomes critical during a security incident. Red teamers have the mindset to look for a mistake in a vulnerability or network defense. Threat hunters have mindsets to look for mistakes in adversaries. The same mindsets are critical to investigating security events and incidents with the incident response team. Threat intelligence can conduct external threat hunting outside the firewalls when an incident occurs. 

Amy Raslevich is a PhD candidate in the Health Policy and Management Department at the School of Public Health at the University of Pittsburgh. Prior to pursuing a PhD, Amy spent 30 years in public policy and healthcare management and advocacy. Tune in to hear how a cancer diagnosis in 2017 ignited her passion for healthcare accessibility and listen to some of the stories from her time researching racial differences in how people use healthcare. As always, stick around to the end to hear her advice for young student-athletes and why she supports the work of Orange Arrow. $10 for 10 Years: https://bit.ly/3BUEBkS Sign up to stay connected through our newsletter: https://bit.ly/3qSbqsx Follow us on social media: @OrangeArrowPA

Hear how to boldly take control of your own career path Dr. Vicki Baker's sixth book in five years solidifies her standing as a nationally recognized expert in the unique issues faced by mid-career faculty in higher education. As she coaches numerous professionals, she has discovered a recurring theme: academicians get their degrees and often their tenure, but then get stuck or stalled in their career advancement. Is it that they need better mentors? Or do institutions need to identify and sponsor their high-performing stars earlier, and coach them along their pathways to career advancement? And this is happening not just in the world of academia. Industry is struggling with the same dilemma. Are you stuck or stalled in an academic position or a corporate career trajectory? Make a point to listen in for Vicki's solutions. Watch and listen to our conversation here Why women academics often get stalled, and what to do about it On an annual basis, I have conducted workshops for Vicki's students involved in business development with their French counterparts. We talk about Blue Ocean Strategy, and together with Vicki's guidance, the students begin to frame approaches to their concepts that can open new markets, not just compete in current ones. The students are mighty impressive, as is Vicki. In this podcast, however, we focus on Vicki's particular passion: women's careers in academia. About Vicki Vicki L. Baker, Ph.D. is the E. Maynard Aris Endowed Professor in Economics and Management at Albion College, Faculty Director of the Albion College Community Collaborative (AC3), and Co-Chair of Albion's Economics and Management Department. She is also an instructor for Penn State University's World Campus. Recognized as a "Top 100 Visionary" in Education by the Global Forum for Education and Learning, Vicki is at the forefront of innovation and strategy in faculty and leadership development. As a faculty member and Fulbright Specialist Alumna (Utrecht Netherlands), her goal is to help faculty members, colleges and universities thrive. She has authored 90 peer-reviewed articles, chapters, invited works and books, and be contacted at vbaker@albion.edu. For more on finding your path, here are some suggestions: Blog: 5 Ways You Can Find Happiness And Joy In These Turbulent Times Blog: How To Thrive In Today's Crazy World? Make Change Your Friend Podcast: Rebecca Morrison—Women, Are You Ready To Find Your Happiness? Is It All Around You? Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Businessand On the Brink: A Fresh Lens to Take Your Business to New Heights Our website: Simon Associates Management Consultants   Read the transcript of our podcast here Andi Simon: Welcome to On the Brink With Andi Simon. Hi, I'm Andi Simon, your host and your guide, and my job is to get you off the brink. I love to do podcasts to bring you interesting and important people to help you see, feel and think in new ways. As you know, your brain hates to change. And so my job is to get you off the brink and begin to see opportunities, ideas, instructional information, inspirational ways to begin to think about yourself differently and to do it as well. So today, I have an absolutely wonderful woman with me. Vicki Baker has been very kind over the years, she's invited me to do remote classes for Albion University, Appian College, and she'll tell you more about the college and what she does there. I've talked there several, many times about Blue Ocean Strategy to her students. It reminds me what it was like when I was an academic. I spent 10 years as an academic person, I was an Assistant Professor, head of a department, making all those meetings and doing all kinds of things before I got into business. But the interesting part is what Vicki is doing to help others, particularly women, perceive it and pursue their careers in a university or academic environment and why that's so hard. So a little bit about Vicki, and then she'll tell you about herself. Recognized as a “Top 100 Visionary” in Education by the Global Forum for Education and Learning (20-21), Vicki is at the forefront of innovation and strategy in faculty and leadership development. As a faculty member herself and Fulbright Specialist Alumna (Utrecht Netherlands), her goal is to help faculty members and colleges and universities thrive. She earned her PhD (Higher Education) and MS (Management and Organization) from Penn State University, MBA from Clarion University and BS from Indiana University of Pennsylvania. Vicki also holds a certificate in Human Resource Management from Villanova University and is a certified professional in HR from the Society for Human Resource Management. She earned her PhD in higher ed and her MS and management organization from Penn State and I was an undergraduate there. So who knew that our paths had crossed, because she works in Michigan now and I work in New York. But it's really important because she also holds a certificate in Human Resource Management from Villanova, and is a certified professional in HR from the Society for Human Resource Management. Vicki is the E. Maynard Aris Endowed Professor in Economics and Management at Albion College, Faculty Director of the Albion College Community Collaborative (AC3), Co-Chair of the Economics and Management Department, and serves as an instructor for Penn State University's World Campus. Prior to joining the academy as a faculty member, Vicki worked at Harvard Business School (Executive Education) and AK Steel Corporation. Vicki is the author of 90 peer-reviewed articles, chapters, invited works and books, including Charting Your Path to Full: A Guide for Women Associate Professors, Success After Tenure: Supporting Mid-Career Faculty, and Developing Faculty in Liberal Arts Colleges. Her recent book is Managing Your Academic Career: A Guide to Re-envision Mid-Career. Remember those meetings I mentioned when I was at the university? She spends her life in meetings, and I did too, but she's also the author of 90 peer reviewed articles, invited works, chapters and books, all kinds of books. She's developing faculty and liberal arts colleges' success after 10 years supporting mid-career faculty. That's the full professorship and all kinds of interesting stuff. So Vicki, I'm so glad you're with me today. Thank you. Vicki Baker: Thank you, Andi. And I'm glad to be able to interact with you in this way. I've been so appreciative over the years of you joining us at Albion, and supporting my students on Blue Ocean Strategy and how to carve their own path. So it's nice to be able to interact with you in this way. Andi Simon: Tell the listeners about your story. You clearly have wandered on a journey that's been fulfilling for you. I remember in the academic world, part of the growth is our own personal growth as well as the professional one. Who's Vicki Baker? And what's your journey been like? Vicki Baker: Yeah, that's a great question. And I think that answer probably changes every day. If you asked me that question two years ago, versus two years from now, it would probably look different. But at this very moment, I'm a proud mother of two children. I think that identity is on the forefront. My son is soon to be eight, my daughter is nine. So they're 19 months apart. And I actually started my life not thinking I would be in education of any kind. My mom was a kindergarten teacher for 35 years. My dad was a teacher. My grandfather, my mom's dad, was the superintendent of the school district. My mom's brother was a teacher and became a principal. And I literally vowed I would never be a teacher. My undergrad degree is actually in engineering. And when I graduated from college, I moved to Ashland, Kentucky and was an engineer in a steel mill. And I really enjoyed doing that. But then I also realized I didn't want to be a 55-year-old woman wearing steel-toed boots and a hard hat to work. That's really good, but I learned some critical lessons about relationships and communication and building those that is a core foundation. And then got my MBA. From there I moved to Boston and worked at Harvard Business School in executive education...talking about a juxtaposition. We're working with Fortune 500 level executives here and then I was working with generations of families in a steel mill. And again, there were some core lessons about human rights that I could take with it, but it was funny that comparisons in the types of conversations I had in those environments, and I really remember being in awe of watching some of these faculty walk in the room and do their thing. But there's a reason they have the reputations that they do. And so I was working on a second master's degree there. And it was my faculty member there that said, just go get your PhD. I really liked business and I liked higher education and knew I would marry those two areas, I just didn't know in what form or what ways, and she had recommended I apply for my PhD either at Penn State or Michigan for the program because they were the top two in the country. And I'm from Pennsylvania. So I thought, I'll try Penn State. If I get in great, if not, then I'll stay here. And probably not surprisingly, the assistantship that I got put on was looking at learning outcomes for engineering education. So the background, the background came into play. And a year after being there, I got an email two weeks before the fall semester started from the chair of the management department which said, "Rumor has it you have your MBA and rumor has it you used to work at Harvard Business School in exec ed." And I said, "Both of those rumors are true." And he said, "Would you be willing to meet with me?" And I said, "Sure," and had a meeting. And he said, "Would you be willing to teach for us and the class starts in two weeks, there's no book, there's no syllabus, and we just need you to get fives and above on your teaching evaluation, the max is seven, and I don't need to have a conversation with you." That's where the teaching started. I would mentor anybody now. Don't say yes to that. There's no support, and you're being set up to fail. And so I was young and naive and didn't know any better and wanted the experience. And I fell in love with teaching. And that's when I knew I would end up doing it. But it was so funny, because I swore I would never go down that path. And I guess it's just in my blood. And I've just been committed to fundamentally helping people advance in their careers. I like to help people find what they are passionate about and how can I help them find whatever that thing is, and help them work towards it. So that's how I got to this point in the books in the work that I do. Andi Simon: But you know, as I look at your classroom, and the folks, I really liked doing it virtually this time, because I could see their faces. They were great. And they were all women this time, which was sort of interesting. But you aren't pedantic or informative, you're inspiring and enabling, and I hear your interactions with them. And that teaching you're doing is encouraging them to life's experiences and to pulling it together for their own stories to develop. And my hunch is that you've developed your own style that reflects that engineering and Harvard though awareness of humans. I'm an anthropologist, I'm observing a lot of that. And then Harvard, which is a whole other world. And I mean, you think about stepping back and figuring out what I can contribute to this world that we're in? But now, the topic that we want to talk about today is helping women in their career advancement, because yours is hardly possible for others to easily follow. Could they? Vicki Baker: I am the probable poster child for a liberal arts experience. Even though I'm not a product of a liberal arts college, maybe where you start is not necessarily where you finish, it's about the knowledge gained from the experiences, the relationship-building that helped propel you along that path. So I'm a good poster child for that. But yes, it's not what I thought I would do. Honestly, again, I vowed, I would never be in this space. But now I can't imagine being anywhere other than this space. And as you know, it definitely affords you opportunities to engage with the bright young men and women, you get to see that when you join us, and it's provided me a really unique vantage point where I can do the consulting work with academics, particularly women academics, who are trying to answer that what's next question, that mid-career in life. I've got responsibilities at home and personal considerations that matter, and especially highlighted from the pandemic where people are making clear choices about their values and what matters and what doesn't. And so, I've been very fortunate to be able to have that experience, but to also get, you know, the unique vantage point with everybody. But yes, it's not a path that somebody would say yes, that there's a clear-cut direction and I can go that route. Andi Simon: Or they can say, be open to opportunities, and let the serendipity become part of your life. Enjoy it, embrace it, some work, and some will mean, who would have thought that your course at Penn State would have been the right one. But now that you're counseling other women, I might look at my book Rethink: Smashing The Myths of Women in Business so we can compare a lot of notes, but there isn't a woman I know who has a simple, easy trip to wherever they're going. And it's a different trip than the men. The men whom I coach have different concerns and issues. But the women also are tackling all kinds of other societal issues. I won't call them hurdles or glass ceilings or anything else, they are just society and themselves. And I have a hunch my new coach will listen to them and write your stuff on them. There's some things that keep popping out. So you share with our listeners, you know, three or four major issues that arise when a woman is looking at what's next. Vicki Baker: That's a really important question and a theme that seems to surface consistently with the women academics that I coach. And again, right, these are bright women, they've pursued, you know, what it takes to get to that level. There's a level of grit, determination, discipline, intelligence and sacrifice to get there. So they didn't get to this point of what's next, without putting a lot of work into it. And yet, the number one, one of the top one or two issues that always come up is, "I'm not sure if I'm ready." They often come to me if they're thinking about advancing in their career. So the first question is, "Do I have an interest in advancing from associate to full," and I have found some people opt out of that. Men and women for a variety of very valid reasons, you also know you left academia for various reasons as well. So I don't make the assumption that everybody wants to advance. I make the assumption people want to feel fulfilled in their career. So how do we make that happen? But for those who have advancement on the radar, there's always that question of, "Do I even want to do it? I've sacrificed so much as a PhD student, as an early-career faculty member, to get tenure." Often with women I hear, "I've sacrificed so much already. I don't know if I'm interested in doing that anymore." I've had one woman tell me, "My marriage took such a hit. I don't know if it could withstand me going to full professorship." Some say, "I might consider it once my children are in school. I've got to postpone it." So there's the first question of, "Do I even have an interest?" And if there is even a remote interest, the next question or issue I hear is, "I don't know if I'm ready." And then my response is, "Well, what's causing you to wonder if you're ready? Is somebody having an explicit conversation with you? Or is this your own feeling of inadequacy? Or you know, that you just are placing these invisible, unrealistic expectations on you? What are the faculty handbooks at your institution? And if you're meeting that, why would you still think that you're not ready?" So I do think back to your point, Andi, those societal cultural cues that are either very explicit, where we do see those systemic barriers in business and in higher education, but also those kinds of invisible ones that are those societal expectations about, Wait your turn, maybe you're not ready to go up yet. And so oftentimes, it's not an explicit conversation that this woman has had. But there's enough of those societal or institutional cues that are just causing them to hesitate. And some of it is also a lack of self-confidence or feelings of self-worth, that they're not worthy or ready yet. So I spend a lot of my time trying to tease that out with them and then also help them overcome it and put some solid strategies in place that help them feel more ready and comfortable moving forward. Andi Simon: What's interesting Vicki is, as I'm listening to you, I'm writing my next book, 100 Trailblazing Women and Their Wisdom. One woman whom I interviewed said, very explicitly, that you ought to surround yourself with teams who support you because when you have that doubt, they will help you see your future. And the second thing is, Raise your hand. You know why, and this is for women in business, it's equally for women in any field, the resistance or reluctance to feel they are ready or they are appropriate, to "If they want me, they'll come and find me." We're making it difficult because what they're looking for is someone who wants to lead and a leader doesn't wait to be called upon. Now, it may be the wrong time, you may not get it, it may hurt a little bit, because you put yourself out there and it didn't happen to people, all kinds of things. You know, on the other hand, if not you then who? And if not now, then when? And how will you ever get past the hurdles that are keeping you back? Some of the other things that you advise these women on, because I have a hunch our listeners might all be asking themselves as they come out of a pandemic, "What is next?" Some things? Vicki Baker: Yeah, so we do some just activities. And I'm a big fan of, and I did this myself with the pandemic, just what matters to me, and why do I want my contribution to be right? And so that serves as a really good litmus test with me. So whenever I'm sitting down with clients, and I say, "Let's remove that 'We're going up for full' or 'I'm going to be department chair,' whether I want to be or I'm next up in the rotation. We all know how that works. Put that stuff aside, but right now when all is said and done, at the end of the day, what do you want to be known for? What do you want to contribute? Where do you find the most joy? Oh, yeah, life is too short. And so we start trying to kind of tease that out. And then we kind of put that contribution statement together. Again, I've worked on mine for about five years. And I tell clients individually or in a workshop, "This looks really clean and neat. But it took me five years to get there, so don't hold yourself to that standard." But for me, when I think about what I find the most pleasure in, where I think I have the greatest value to add and where I feel the most joyful, is when I get to work one on one, whether it's my students, whether it's clients, whether it's in workshops, helping people advance in their career. Whatever advancement looks like for them, not me putting a "you should want to go up for full" thing on them. It's "What does advancement look like to you?" That advancement could be personal advancement, professional advancement, just life in general. But for me, it's really distilled down to helping people advance in their careers. That's my contribution. And that's where I think I can provide value. So helping people take a step back, recalibrate, let's reassess those values and priorities and really, at the end of the day, what do we want our contribution to be? And that helps guide us and we always hear that advice of learning to say no, and I think that's important. But at mid-career, I think it's much more about being strategic about what we say yes to, but how do we know what we want to say yes to if we aren't clear what we want our contribution to be, and your yeses should be in service to that contribution. And then once your dance card is full with the yeses, then it becomes easier to say no, but saying no just for the sake of saying no isn't advancing you personally or professionally. So I really think in mid-career, it's much more important to really get clear on what are those values, those priorities? What do I want my contribution to be? And how can I use that contribution to guide me towards what I want to say yes to? And you highlighted a really important point: mentors. How can you leverage your mentors, if you don't know what support you're seeking from those mentors. And so, I tell women all the time, once you have a better clarity on that contribution, have conversations with your mentors, have conversations with the department chair, dean, a supervisor at work. How can they advocate for you if they don't know the direction you want to be heading? They cannot read your mind. And so getting clarity around those things, and having those critical conversations with people who can advocate for you and help support you is really important. Andi Simon: The things that you were talking about are important for the listener or the viewer to reflect on for themselves. And I urge you to get a piece of paper and write down one of the exercises we did over the last year: 10 things that really matter to you in a positive way and 10 things that don't, and then shrink those down to five or two, three, and one and begin to focus on what really matters. My daughter gave me a great quote a couple of years ago: Keep an eye focused on, in the course of a lifetime, what really matters. And at the time, when you've been in different roles in different places, and those moments, those times mattered. But then, in the course of a lifetime, where is it going? And you could say, "I'm not going anywhere," or "I'm not sure where I want to go," or "I really know where I want to go." But it's a good time to see what makes you high and what makes you low. What you want to do more of and less of, but there are processes to help you think about that. You and I both have tools that we use. When I do these exercises with someone, the only way they can sort out those things will take a year and see what makes you high and low. In the absence of that, you're going to shotgun it, and you're going to land someplace or not. You may not go anywhere, but now with the intentionality that you really need to carve your own life. And the other thing I would say is, Don't let people define you. You have to take charge of who you are. People may say, It is your brand, but who are you? And do you find the women come in with a clarity of their brand and who they are? And the answer to the question: why me? Or are they struggling to figure out that question? Vicki Baker: They're struggling because sometimes the notion of brand makes sense for us because we're in business. We get it, right? But I recognize when I use that language in some disciplines, in settings like brand, that sounds a little too, you know, capitalistic, or we're putting some business terms on it that you know, this is about education. I go, "Yeah, but it's still, again, what is your contribution? What is your value add? What do you bring to the table of brand?" But at the end of the day, don't you want to be known for something in your discipline, at your institution, among your students? You want to be known as the person who knows X or does X or is really exemplary in A, B and C areas. So I said, "A brand feels too much of a business term for you, fine, but you still are thinking thoughtfully about who am I in the context of my field, in my discipline? What are you known for? What is your subject matter expertise?" And so helping them to really clarify that and again, at mid-career we're triggered. Because it's an evolution and we now also have tenure, we are allowed to take some risks now that we are able to maybe step outside of what we have been known for from a disciplinary perspective to get to tenure, but now maybe we do want to pursue more interdisciplinary work or community engaged scholarship, or things that take us down different pathways and that can be overwhelming and freeing at the same time. And so you feel like you've got this great opportunity, and you don't know what to do with it. And so trying to think about what are those fundamental building blocks that help us to be able to advance from that, but I definitely see them think about that all the time. I don't even or I don't know who I am right now. Or I know I'm this person to this person, and I'm this role to this person. And I go, "Are those the ones that you want them to be? Do you want to change them? Do you want them to evolve, or align? I always repeat, as we evolve over time,"Make sure your actions are honoring that evolution." That's really important. Leave the space and grace to allow that evolution to happen. And to honor it via your engagements or how you craft your own narrative. If you don't own it, somebody else will craft that narrative for you and that's likely not going to be in your favor. You need to own your narrative and craft it the way you want it to appear. Andi Simon: And I emphasize that both in business and for others. I was a visiting professor for a semester at Washington University teaching entrepreneurship. I see you live your story. So what is your story?, your mind wants to know, because it will do exactly what it thinks you want it to do. And once you understand some of the neuroscience behind it, you see that your mind is really looking for what it is you want to do. Because it will wander around doing whatever it thinks you want to do. It'll make you happy or sad, but your mind wants to know. And until you craft that movie set in there or that storyline, that narrative becomes difficult for you to live every day. And because you live your story, and until you land on it and see it coming, every day becomes another challenge, where it's just going in the right direction and you become happy with the tasks to be done as opposed to the path that you're on. Vicki Baker: And I appreciate the deliberate intentionality being strategic. And again, not that that's not important at all career stages, but I particularly work with mid-career women and I know a lot of women that you've worked with in business or mid-career, it's such a long stage of career in life. And so many ebbs and flows. And you could have childcare as well as elder care. I mean, there's so many different hats that we have. And again, societal expectations connected to those make it challenging for women to navigate. But I think if we can focus less on those external expectations, and think about taking control of that narrative, and how we want to chart our path and craft that story, that becomes much more empowering, and again leads to putting your hand up again. Have those critical conversations about, here's the five things I narrow down on my list, or here's what I want my contribution to be. Unless you're communicating that regularly with key people, how are they expected to advocate for you or to highlight those opportunities that might be aligned with your strengths if they don't know that's on the table either? Andi Simon: Well, and it is interesting, because you made a good point. It isn't just academics. I have no idea how many women I coach. I'm an executive coach, who has the kind of story that makes you wonder, something like, "Well, I've made it as far as I'm going at XYZ, Morgan Stanley, wherever it was. I'm pretty good at what I do, but I have no idea where I'm going." They're making good income so that the income level isn't bad and they don't see that they don't really know who they are at this point. And that lack of knowing who I am and what I want to do troubles me as I work with them because there's nobody holding you back. But that mirror is looking back at you and saying, who are you? And what do you want to do? And then I have somebody whom I love to coach, and she's learning that her after-work activities have become more fulfilling than her workflows. And I said, "That's okay, you can have a side hustle of some kind or not-for-profit or whatever gives you pleasure, without necessarily returning to that as your income stream. There are ways of balancing your life, but you have to decide nobody's going to decide for you." And if you let them, you're going to have some real painful moments. Vicki Baker: Absolutely. And even for me, right, my home base is Albion College, and I'm a professor here, but I have the great opportunity to do the consulting work I do and the coaching and that allows me, because nobody loves their job 100% of the time and there's challenges. There are challenges with leadership, challenges with direction and vision, and all of those things, and it can get overwhelming and exhausting at times. And so when I find myself maybe being in a space where I feel less energized by my work at Albion, I've got these opportunities to meet and support these other women and work with these other Institute's leaders. And then it also helps you, and you probably experience too, to realize the grass isn't always greener on the other side of the fence. And sometimes you're hearing of other institutional policies and practices that are even more prohibitive to women advancing in their career. So then I can come back and go, Hey, it is way worse. So let us not complain anymore about this issue. Yes, there's room to improve. But it can always be worse. And it can always be better. So I'm very appreciative that I am in this position that I have the benefit, and the stability of a home base, but also having this great opportunity to engage across the academy and with such diverse faculty that it really does keep you grounded and centered on what matters. And these are all humans. These are all humans at the end of the day, who just want to feel fulfilled and want to feel like they matter and want to feel like they're making a difference. And that's really fundamentally what it comes down to. Andi Simon: I have one question for you and then we'll probably go to a wrap-up. But I'm watching and working with companies where the words diversity, equity, inclusion have become top of mind. As you're thinking about the universities and colleges and the academic world, are there efforts going on to change the attitude toward making it easier, because one of the things I saw in the university world was that the leadership were all men and the women were all the worker bees. And I have a friend who's in the staffing industry, and he's lamenting the fact that all the managers and all the officers are men and all the women are doing the recruiting. So we've just moved ourselves into another blue collar worker place and we're not running the sewing machines. But we're doing all the teaching, but not the leadership. Are you seeing universities beginning to rise to the occasion, or run away from it or anything? Vicki Baker: We are seeing more conversations and efforts, and something that I'm noticing that is at least becoming highlighted in this, is the HR background. And I've had these conversations. There's obviously that disparate treatment, that very obvious over-systemic racism against women, against faculty of color. And so institutions are doing a better job. To say that it's eliminated would be a disservice. That's not accurate. But we're moving the needle. Are we still lagging behind, is that disparate treatment, the well-intentioned policies that we put in place, that we think are moving the needle for populations when we really ask the right questions and collect the right data? Maybe we're not moving the needle, like we thought, like during COVID, giving women faculty an opportunity to delay tenure clocks. Well, on the surface that seemed really good intentioned, well-meaning, but you're only causing longer periods for women to be at that rank. And we found that it's benefiting men more because they were able to use that time to advance scholarship versus women who used that time for childcare and eldercare. So again, on the surface, well-intentioned. In reality, it created even more of a disparate impact of these policies. So I think we see that in industry too. But that, again, we're working hard to try to minimize those very overt, this disparate treatment. But we're not asking all the right questions on that disparate impact when we're really looking at which are the populations we care most about, and how can we better support them and the supports in place. Are they really doing what we intended them to do? Andi Simon: Yep. And we're taking us back to our beginning, but we're going to talk about career advancement for mid-level folks of any kind everywhere. This has become a passion of yours. And you write about it, you're deeply involved in coaching. What do you see coming next for you? Vicki Baker: You know, that's a great question. I think I'll still focus on mid-career if you were to look at my scholarly agenda. That trajectory follows my career pathway, right? As a doc student, I studied doctoral student experiences. Then as an early-career faculty member, I studied that, and then once I hit tenure and mid-career and became a full professor, even though I'm still very much mid-career, I wanted to understand what we need. I needed support, and I thought, I'm not alone. So the next thing for me that I think I want to look at are, and it's focused again in academia, but I think we also see this in industry. There's a huge population of contingent faculty, non-tenure track, and there's an increase in reliance. Those faculty, there's a significant portion we're also mid-career, so right at that intersectionality of appointment type and career stage, coupled with gender. We see more women in contingent positions. We see more faculty of color and women faculty of color in those contingent positions. And so they're important. They're important pieces to institutions, and yet I think they're being underserved and undervalued. So I really want to look at the intersectional lens to those two issues because they're the two largest populations in academia, contingent faculty and mid-career. You have mid-career faculty who are contingent faculty, and right in industry, there is temporary work, maybe not full time fast track, but they are critical. And they provide critical leadership services to organizations, and how are we supporting them so that we are building that bench strength that we are putting them in a position to be the fulfilled contributors that they want to be, even if they're not seeking to be a C-suite person. So I think to your point, we have work to do. Andi Simon: The way our society has enabled industry, as well as the academy, to grow is not necessarily with equity and inclusion, as opposed to the gig economy, which was a third of all workforce before the pandemic. I have no idea what it is now. But I'm watching as people are making choices, they're putting the responsibility on themselves. But the institutions have to wake up to the fact that they have to change, to begin to give and provide a better place or even not going to the institutions. I mean, college enrollments are struggling because the number of kids graduating from high school is not on the rise, but in many places is declining. So what's our purpose? And how do we help that mid-level, diverse workforce expand and use us? What's our rule? Questions? One or two things you want our listeners not to forget. It's about time to wrap up. Vicki Baker: Yep, absolutely. So I think, really take that step back and think about those values, priorities and that contribution. I think that becomes the foundation that we build on. And number two: control your narrative. This is your opportunity to really craft that and what you want to be known for, and you take control of that. I think that's so important for any listener, male or female, but particularly women who are at that mid-career stage and trying to grapple with the What's next. Don't overcomplicate it, put those building blocks in place and work through it. So that's what I would want the listeners and the watchers to watch. Andi Simon: You know, your mind wants to know exactly what you want it to do, understand that, and begin to craft a story, that narrative, that helps you live every day going someplace. And don't forget about our small wins, steps at a time because you can't move a battleship without it, but make sure you know where you are going. Or will you just wander around and you'll wonder how I go forward? Or how did I get through the day? And I know people love to live in the moment, but when you're in a career, life is a career, how do you move it? I've been so fortunate to know Vicki Baker, and the Michigan College Alliance, I thank for the introduction. And it's just been fun working with those classes, even remotely. It's great! One day we may do it in person, and I don't know what will happen, will it be good or not good. But for my listeners and my viewers, thank you for coming. I remember I told you, you've accelerated us into the top 5% of global podcasts. It's truly an honor, you send me great ideas for people who we should have. And I think that the more we engage to co-create the podcast experience, the more you're going to find it worthwhile. I have people who contact us from across the world. "Just love your podcast with...fill in the name." And who knew! But I do know that our job is to help you see, feel and think in new ways. And that's what we do. We do that as a consultant. Our business is over 20 years old now. And that's how we help our clients see things through a fresh lens. My two books, On the Brink: A Fresh Lens to Take Your Business to New Heights and Rethink: Smashing The Myths of Women in Business, are both at Amazon and waiting for you. And both have won awards. It's interesting, book writing. My third one's coming. And it should be out by the fall of 2023. I'm very excited about it. And then who knows what's next on my career path? Will I be mid-career? I don't think I've ever been at my peak. When am I going to retire? I've yet to figure out what that all means, other than life's a journey and let's enjoy the trip. Thanks Vicki. Thanks for talking today. Vicki Baker: Thanks, Andi. I appreciate it.

Ever felt uncertain about how to manage the academic mid-career stage? This episode explores: Why the mid-career stage is so important to mid-career faculty. Strategies for taking control of your mid-career advancement plans. Equity issues surrounding women, academic mothers, and faculty of color. The importance of the department chair for mid-career faculty. Being strategic about your mentoring needs in mid-career. Two critical considerations for mid-career faculty developing programs. Our guest is: Dr. Vicki L Baker, author of Managing Your Academic Career: A Guide to Re-Envision Mid-Career (Routledge). Vicki is the E. Maynard Aris Endowed Professor in Economics and Management at Albion College and serves as the Faculty Director of the Albion College Community Collaborative (AC3), Co-Chair of the Economics & Management Department, and instructor for Penn State University's World Campus. Prior to joining the academy as a faculty member, Vicki worked at Harvard Business School (Executive Education) and AK Steel Corporation. Vicki is the author of 90 peer-reviewed articles, chapters, invited works, and several books. Recognized as a “Top 100 Visionary” in Education by the Global Forum for Education and Learning (20-21), Vicki is at the forefront of innovation and strategy in faculty and leadership development; her goal is to help faculty members and colleges and universities thrive. She earned her PhD (Higher Education) and MS (Management & Organization) from Penn State University, MBA from Clarion University and BS from Indiana University of Pennsylvania. Vicki also holds a certificate in Human Resource Management from Villanova University and is a certified professional in HR from the Society for Human Resource Management. Our host is: Dr. Dana M. Malone, co-producer and co-host of The Academic Life channel. Dana is energized by facilitating meaningful conversations and educational experiences for folks across the academy and beyond. Dana is the author of From Single to Serious: Relationships, Gender, and Sexuality on American Evangelical Campuses, (Rutgers UP). Listeners to this episode may also be interested in: New Directions in Higher Education volume, Bridging the Research-Practice Nexus: Resources, Tools, and Strategies to Navigate Mid-Career in the Academy. Edited by Vick L. Baker and Aimee LaPointe Terosky. The Evolving Faculty Affairs Landscape - a compilation of publications from Inside HigherEd focused on faculty (several focused at mid-career). This Academic Life channel conversation with Vicki Baker on navigating mid-career choices as a faculty member. This Academic Life channel conversation with Laura Gail Lunsford on how to create a mentor network. How to Chair a Department by Kevin Dettmar (Johns Hopkins). Unraveling Faculty Burnout: Pathways to Reckoning and Renewal by Rebecca Pope-Ruark (Johns Hopkins). Welcome to The Academic Life! You are smart and capable, but you aren't an island, and neither are we. We reach across our mentor network to bring you podcasts on everything from how to finish that project to how to take care of your beautiful mind. Here on the Academic Life channel, we embrace a broad definition of what it means to be an academic and to lead an academic life. We view education as a transformative human endeavor and are inspired by today's knowledge-producers working inside and outside the academy. Wish we'd bring on an expert about something? DMs us on Twitter: @AcademicLifeNBN. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Ever felt uncertain about how to manage the academic mid-career stage? This episode explores: Why the mid-career stage is so important to mid-career faculty. Strategies for taking control of your mid-career advancement plans. Equity issues surrounding women, academic mothers, and faculty of color. The importance of the department chair for mid-career faculty. Being strategic about your mentoring needs in mid-career. Two critical considerations for mid-career faculty developing programs. Our guest is: Dr. Vicki L Baker, author of Managing Your Academic Career: A Guide to Re-Envision Mid-Career (Routledge). Vicki is the E. Maynard Aris Endowed Professor in Economics and Management at Albion College and serves as the Faculty Director of the Albion College Community Collaborative (AC3), Co-Chair of the Economics & Management Department, and instructor for Penn State University's World Campus. Prior to joining the academy as a faculty member, Vicki worked at Harvard Business School (Executive Education) and AK Steel Corporation. Vicki is the author of 90 peer-reviewed articles, chapters, invited works, and several books. Recognized as a “Top 100 Visionary” in Education by the Global Forum for Education and Learning (20-21), Vicki is at the forefront of innovation and strategy in faculty and leadership development; her goal is to help faculty members and colleges and universities thrive. She earned her PhD (Higher Education) and MS (Management & Organization) from Penn State University, MBA from Clarion University and BS from Indiana University of Pennsylvania. Vicki also holds a certificate in Human Resource Management from Villanova University and is a certified professional in HR from the Society for Human Resource Management. Our host is: Dr. Dana M. Malone, co-producer and co-host of The Academic Life channel. Dana is energized by facilitating meaningful conversations and educational experiences for folks across the academy and beyond. Dana is the author of From Single to Serious: Relationships, Gender, and Sexuality on American Evangelical Campuses, (Rutgers UP). Listeners to this episode may also be interested in: New Directions in Higher Education volume, Bridging the Research-Practice Nexus: Resources, Tools, and Strategies to Navigate Mid-Career in the Academy. Edited by Vick L. Baker and Aimee LaPointe Terosky. The Evolving Faculty Affairs Landscape - a compilation of publications from Inside HigherEd focused on faculty (several focused at mid-career). This Academic Life channel conversation with Vicki Baker on navigating mid-career choices as a faculty member. This Academic Life channel conversation with Laura Gail Lunsford on how to create a mentor network. How to Chair a Department by Kevin Dettmar (Johns Hopkins). Unraveling Faculty Burnout: Pathways to Reckoning and Renewal by Rebecca Pope-Ruark (Johns Hopkins). Welcome to The Academic Life! You are smart and capable, but you aren't an island, and neither are we. We reach across our mentor network to bring you podcasts on everything from how to finish that project to how to take care of your beautiful mind. Here on the Academic Life channel, we embrace a broad definition of what it means to be an academic and to lead an academic life. We view education as a transformative human endeavor and are inspired by today's knowledge-producers working inside and outside the academy. Wish we'd bring on an expert about something? DMs us on Twitter: @AcademicLifeNBN. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/academic-life

Ever felt uncertain about how to manage the academic mid-career stage? This episode explores: Why the mid-career stage is so important to mid-career faculty. Strategies for taking control of your mid-career advancement plans. Equity issues surrounding women, academic mothers, and faculty of color. The importance of the department chair for mid-career faculty. Being strategic about your mentoring needs in mid-career. Two critical considerations for mid-career faculty developing programs. Our guest is: Dr. Vicki L Baker, author of Managing Your Academic Career: A Guide to Re-Envision Mid-Career (Routledge). Vicki is the E. Maynard Aris Endowed Professor in Economics and Management at Albion College and serves as the Faculty Director of the Albion College Community Collaborative (AC3), Co-Chair of the Economics & Management Department, and instructor for Penn State University's World Campus. Prior to joining the academy as a faculty member, Vicki worked at Harvard Business School (Executive Education) and AK Steel Corporation. Vicki is the author of 90 peer-reviewed articles, chapters, invited works, and several books. Recognized as a “Top 100 Visionary” in Education by the Global Forum for Education and Learning (20-21), Vicki is at the forefront of innovation and strategy in faculty and leadership development; her goal is to help faculty members and colleges and universities thrive. She earned her PhD (Higher Education) and MS (Management & Organization) from Penn State University, MBA from Clarion University and BS from Indiana University of Pennsylvania. Vicki also holds a certificate in Human Resource Management from Villanova University and is a certified professional in HR from the Society for Human Resource Management. Our host is: Dr. Dana M. Malone, co-producer and co-host of The Academic Life channel. Dana is energized by facilitating meaningful conversations and educational experiences for folks across the academy and beyond. Dana is the author of From Single to Serious: Relationships, Gender, and Sexuality on American Evangelical Campuses, (Rutgers UP). Listeners to this episode may also be interested in: New Directions in Higher Education volume, Bridging the Research-Practice Nexus: Resources, Tools, and Strategies to Navigate Mid-Career in the Academy. Edited by Vick L. Baker and Aimee LaPointe Terosky. The Evolving Faculty Affairs Landscape - a compilation of publications from Inside HigherEd focused on faculty (several focused at mid-career). This Academic Life channel conversation with Vicki Baker on navigating mid-career choices as a faculty member. This Academic Life channel conversation with Laura Gail Lunsford on how to create a mentor network. How to Chair a Department by Kevin Dettmar (Johns Hopkins). Unraveling Faculty Burnout: Pathways to Reckoning and Renewal by Rebecca Pope-Ruark (Johns Hopkins). Welcome to The Academic Life! You are smart and capable, but you aren't an island, and neither are we. We reach across our mentor network to bring you podcasts on everything from how to finish that project to how to take care of your beautiful mind. Here on the Academic Life channel, we embrace a broad definition of what it means to be an academic and to lead an academic life. We view education as a transformative human endeavor and are inspired by today's knowledge-producers working inside and outside the academy. Wish we'd bring on an expert about something? DMs us on Twitter: @AcademicLifeNBN. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/education

Ever felt uncertain about how to manage the academic mid-career stage? This episode explores: Why the mid-career stage is so important to mid-career faculty. Strategies for taking control of your mid-career advancement plans. Equity issues surrounding women, academic mothers, and faculty of color. The importance of the department chair for mid-career faculty. Being strategic about your mentoring needs in mid-career. Two critical considerations for mid-career faculty developing programs. Our guest is: Dr. Vicki L Baker, author of Managing Your Academic Career: A Guide to Re-Envision Mid-Career (Routledge). Vicki is the E. Maynard Aris Endowed Professor in Economics and Management at Albion College and serves as the Faculty Director of the Albion College Community Collaborative (AC3), Co-Chair of the Economics & Management Department, and instructor for Penn State University's World Campus. Prior to joining the academy as a faculty member, Vicki worked at Harvard Business School (Executive Education) and AK Steel Corporation. Vicki is the author of 90 peer-reviewed articles, chapters, invited works, and several books. Recognized as a “Top 100 Visionary” in Education by the Global Forum for Education and Learning (20-21), Vicki is at the forefront of innovation and strategy in faculty and leadership development; her goal is to help faculty members and colleges and universities thrive. She earned her PhD (Higher Education) and MS (Management & Organization) from Penn State University, MBA from Clarion University and BS from Indiana University of Pennsylvania. Vicki also holds a certificate in Human Resource Management from Villanova University and is a certified professional in HR from the Society for Human Resource Management. Our host is: Dr. Dana M. Malone, co-producer and co-host of The Academic Life channel. Dana is energized by facilitating meaningful conversations and educational experiences for folks across the academy and beyond. Dana is the author of From Single to Serious: Relationships, Gender, and Sexuality on American Evangelical Campuses, (Rutgers UP). Listeners to this episode may also be interested in: New Directions in Higher Education volume, Bridging the Research-Practice Nexus: Resources, Tools, and Strategies to Navigate Mid-Career in the Academy. Edited by Vick L. Baker and Aimee LaPointe Terosky. The Evolving Faculty Affairs Landscape - a compilation of publications from Inside HigherEd focused on faculty (several focused at mid-career). This Academic Life channel conversation with Vicki Baker on navigating mid-career choices as a faculty member. This Academic Life channel conversation with Laura Gail Lunsford on how to create a mentor network. How to Chair a Department by Kevin Dettmar (Johns Hopkins). Unraveling Faculty Burnout: Pathways to Reckoning and Renewal by Rebecca Pope-Ruark (Johns Hopkins). Welcome to The Academic Life! You are smart and capable, but you aren't an island, and neither are we. We reach across our mentor network to bring you podcasts on everything from how to finish that project to how to take care of your beautiful mind. Here on the Academic Life channel, we embrace a broad definition of what it means to be an academic and to lead an academic life. We view education as a transformative human endeavor and are inspired by today's knowledge-producers working inside and outside the academy. Wish we'd bring on an expert about something? DMs us on Twitter: @AcademicLifeNBN. Learn more about your ad choices. Visit megaphone.fm/adchoices

Another great LIVE show in the books! It was great to have Randy and Lloyd on the show together. Not only was there alignment in the conversation around conscious business, community focus, and education improvement, there is also a new relationship built between the two of them in the Phoenix Business Community. This is another beautiful example of how we can make change in the community- one relationship at a time. These two are making amazing change in the Phoenix community and showcasing the importance of building strong communities. Along with the discussions of culture and community, there were some great tidbits and takeaways from the conversation that can be acted on immediately. What were some of the takeaway tidbits? Never discount anyone Articulate who you are Everyone wants to make a difference. Just find what is meaningful to you Just because the recording is over, doesn't mean the involvement stops there. There were some great discussions that include some actions that you can take to get involved. Time to Take Action! September 12th Event at Grand Canyon University- Beyond Zero Movie Screening Event After a life changing epiphany, the CEO of a global public company embarks on a high stakes quest to eliminate all negative environmental impacts by 2020. To succeed they must overcome deep skepticism, abandon the status quo and ignite a new industrial revolution. The full event will include snacks and drinks, networking, movie screening, and an on stage conversation with the film's producer. You can find more details by emailing Randy.gibb@gcu.edu and let him know that you heard about it on the Culture Crush Business Podcast. Classroom Supply Drive and Annual Fundraiser for the Million Dollar Teacher Project The Million Dollar Teacher Project could use your support. They are doing their best to support students by supporting teachers and can use a little more help in doing so. There is an annual fundraiser and a classroom drive going on right now.  Email lloyd@mdtproject.org to learn more and let him know that you heard about it through the Culture Crush Business Podcast. Million Dollar Teacher Project is a nonprofit organization that partners with Title I Schools, in marginalized communities, on creating community-centered strategies to help them increase how their teachers are recognized, drive more support directly into their classrooms and create innovative ways to impact how their teachers are compensated. Lloyd Hopkins is the Executive Director/Founder of Million Dollar Teacher Project. Lloyd is an organizational leader with extensive experience in community and nonprofit work. He has worked in and around education for 18 years. He graduated from Arizona State University with his degree in Nonprofit Management and Leadership and took his passion for ensuring quality education for all to launch the teacher recruitment and retention program, Million Dollar Teacher Project. In addition to being a Founder and Executive Director he is also an entrepreneur and philanthropist. As a philanthropist he is the Chair of Real Engagement through Active Philanthropy (R.E.A.P) which is a fund under the Arizona Community Foundation the supports programs making positive impacts on African-American Youth and is currently working with an Achieve60AZ Taskforce on improving attainment for the African American community in Arizona. For his efforts he was recently a finalist for the Phoenix Center of the Arts Mayor's Arts Awards for his Million Dollar Teacher Tree program and was honored by the East Valley NAACP with the Malala Yousafzai Equity in Education Award. He is also an alum of Valley Leadership's Class 40. Connect with Lloyd on LinkedIn and follow Million Dollar Teach Project on Facebook, Twitter and Instagram. Randy Gibb, PhD, joined GCU in July 2014 and served as the dean of the Colangelo College of Business until 2022. His team grew the college based the pillars of servant leadership, ethics, and entrepreneurism and promoted the ideals/concepts of free market capitalism and business as a form of ministry. In July 2022, he stepped into the role as Provost. Dr. Gibb served 26 years in the U.S. Air Force and commanded two Air Force flying units and retired as a Colonel and Command Pilot. He also has academic leadership experience and taught as Department Chair of the U.S. Air Force Academy's Behavioral Science and Leadership Department, helped lead the human systems integration program at the Air Force Institute of Technology in Dayton, OH, as a Senior Military Professor at the Graduate School of Engineering and Management Department, and served at Arizona State University as an Associate Professor and Chair of the Human and Environmental Systems Department. Dr. Gibb has extensive experience in aviation safety, human factors, visual perception and spatial disorientation, as well as leadership development. Dr. Gibb, originally from Wisconsin, earned his PhD and MS in Industrial Engineering from Arizona State University. He also has an MA from the U.S. Naval Command and Staff College in Newport, RI, and was a distinguished graduate from the U.S. Air Force Academy in 1986. Dr. Gibb served on the Governor's Workforce Arizona Council, Canyon Angels founding board, WESTMARC board of directors, and Arizona's board of Conscious Capitalism. Connect with Randy on LinkedIn, and follow Grand Canyon University on LinkedIn, Twitter and Facebook. About Culture Crush Culture is not just a tag word to be thrown around. It is not something you throw in job descriptions to draw people to applying for jobs within a company. According to Marcus Buckingham and Ashely Goodall in their book Nine Lies About Work, “Culture is the tenants of how we behave. It's like a family creed. This is how we operate and treat each other in the family.” As a growing company- Culture Crush Business Podcast is THE culture improvement resource that supports companies and leaders.  Our Mission is to improve company cultures so people WANT to go to work. Employees and leaders should like where they work and we think this is possible. Within the company: Culture Crush has Vetted Resources and Partnerships with the right people and resources that can help improve your company culture. On this podcast:  We focus on everything surrounding businesses with good company culture. We will talk with company leaders to learn about real-life experiences, tips, and best practices for creating a healthy work environment where employees are finding joy and satisfaction in their work while also striving and growing within the company.  We also find the companies that offer resources to help improve company culture and showcase them on the show to share their tips and tricks for growing culture. About the Host Kindra Maples  is spartan racer, past animal trainer, previous magician's assistant, and has a weakness for Oreo cookie shakes. Her journey working with people actually started working with animals as a teenager (don't worry we won't go that far back for her bio). She worked for over 15 years in the zoo industry working with animals and the public. Her passion of working with animals shifted into working with people in education, operations and leadership roles. From there her passion of leadership and helping people develop has continued to grow. Then came the opportunity for leading  the Culture Crush Business Podcast and she jumped on it. Leadership, growth, and strong company cultures are all areas that Kindra is interested in diving into further. Shout Outs We want to thank a few people for their behind the scenes effort in helping this relaunch to come to life. James Johnson with Tailored Penguin Media Company LLC.– It is a small, but powerful video production company with a goal to deliver the very best by articulating the vision of your brand in a visually creative way. Gordon Murray with Flash PhotoVideo, LLC. -Flash Gordon has been photographing since high school and evolving since then with new products that will equip, encourage, engage, and enable. Renee Blundon with Renee Blundon Design – She is not only one of the best free divers (that's not how she helped with the podcast) but she is great with graphics design and taking the direction for the vision that you have while also adding creative ideas to bring to your vision to life. These are just a few of the folks that supported the relaunch of the podcast. If you would like to be part of the Culture Crush team or would like to support underwriting the show- please reach out: info@culturecrushbusiness.com

Today, we welcome Executive Education faculty Scott McLagan. Scott has more than 25 years of industry experience and is known for having a framework for every business situation. He has been Professor of the Practice in the Management Department at the Daniels College of Business for many years. Scott is also one the lead faculty of the Denver Leadership Experience, a five-day, transformational program offered by Executive Education for experienced managers.Scott joined the Accelerate Webinar in April of 2022 to explain a new context for leaders as the world emerges from COVID.

Welcome back to another episode of the Alchemy of Politics where we discuss solutions and avoid shouting. Today we get deeper into technology's current affairs and the many ways experts try to push its improvements to our daily lives in this modern age. Let's hear Professor Scott's wisdom in regards to this matter. Who is he?J. Scott Christianson is the Associated Teaching Professor in the Management Department of the Robert J. Trulaske Sr, College of Business at the University of Missouri-Columbia. Few people are better able to comment on the role of technology in human capital development than him. In this wide-ranging interview, we cover his time in Ukraine and the early implications of Russia's war on that country, what the role of technology is in society and how currency is changing with the rise of bitcoin and other block-chain technologies. Is the Zoom-ification of education good for kids and teachers ? Is Facebook really terrible for democracy? Can we ever close the technological Pandora's box? Listen to the answers to these captivating questions and more.[00:01 - 12:56] Opening Segment“Technology is a forced multiplier”Unique elements to technology that make it different We need to reclaim our right to decideHuman agency and technological weatherAmplification on Facebook is different Isn't a threat we put so much emotion on technology?[12:57 - 25:23] Resolved: I don't want to be controlledEducate students to have deep thinking for other thingsLet's quote Scott years backTechnology and workforceThe dawn of Artificial IntelligenceThe hope for a human-like approach to technologyConflicting interests existingOthers say: technology needs to be taxed[25:24 - 41:16] Technology's use in EducationTraining students to be Globally Competitive amidst technology's reignCan we “outsmart” Artificial intelligence?A collaborative work: feedback mattersBehavior modification and technology“You actually use this?”[41:17 - 50:19] Closing Segment Final wordsConnect to Scott:https://www.linkedin.com/in/jscottchristianson/https://jscottmo.medium.com/https://frtech.substack.com/https://www.youtube.com/channel/UCPTIoqirZKP7bnI9h6_oymAhttps://twitter.com/JScottMOplease see website for social media links:https://www.christiansonjs.com/Shoot him an email: christiansonjs@missouri.eduCRAVING FOR MORE?What are you waiting for? Head to Alchemy of Politics; join the conversation and start a change reaction! Follow us on Instagram and Tik Tok. You can connect with Dr. Rusha on LinkedIn, Instagram, Facebook, and Twitter.Thanks for tuning in! If you liked my show, LEAVE A 5-STAR REVIEW, like, and subscribe! Share it with your friends, family, and

The gig economy wasn't a thing in 2002 when Amy Langer and John Folkestad launched Salo LLC, a Minneapolis-based professional services firm that got its start placing senior level finance experts on project work, and soon expanded to HR, consulting, and more. Today, Salo is a national firm with more than 900 employees. The company recently hit a major milestone: $100 million in annual revenue. Langer and Folkestad are still 50-50 owners of Salo, but they've stepped away from day to day management—a shift made easier by the pandemic. Now more than ever, it's clear Langer and her partner were ahead of their time in building a business around project based work. “It wasn't mainstream then,” Langer says. “We just always believed if we created a place that people wanted to work, and we continually got them work that challenged them, and respected how they wanted to work, that it could be pretty great.” Langer outlines some of the key steps that set up Salo for success: - Hiring a coach to help the team work better together - Creating an advisory board - Setting a strategic plan that outlines the values of the organization and the work culture to strive for. “My biggest realization was that I don't have to know all the answers, but I have to ask a lot of questions,” Langer says. Langer talks about the challenge of creating a collaborative office culture today, how to prioritize relationships over transactions, and knowing when to make the shift from leader to advisor. After our conversation with Langer, we go Back to the Classroom with the University of St. Thomas Opus College of Business where Chad T. Brinsfield Is associate professor and chair of the Management Department. He expands on the importance of self-awareness in leadership, and prioritizing people over product. “We've got to make well being of employees a priority,' Brinsfield says. “We need to make caring for others a team sport. How can you have a heathy society if you don't have healthy work?”

#37: Starting with the end in mind and what you accept is what you get are all a part of the questions Aaron highlights in today's episode.  Aaron has a unique perspective as he was around Gonzaga basketball in the early years as the culture was being established. From basketball Aaron transitioned into teaching where he ultimately landed at Oklahoma State University. Aaron is currently a  Associate Professor in the Management Department of the Warrington College of Business at the University of Florida. He received his PhD from Oklahoma State University. His research focuses on strategic leadership and governance, examining what drives strategic leaders like executives and politicians to act as well as the ultimate implications of these individuals for organizational outcomes. Aaron's research has been published in outlets such as the Academy of Management Journal, Strategic Management Journal, and Journal of Management, among others. Aaron is an active member of professional organizations dedicated to the field of management, including the Academy of Management, Strategic Management Society, and Southern Management Association. Within the Strategic Management Society, he currently serves in the officer rotation of the Strategic Leadership & Governance Interest Group and he has previously served both on the advisory panel for the Research Methods Community and as a Representative at Large in the Strategic Leadership & Governance Interest Group. He also co-chaired a Strategic Management Society special conference focusing on theories and practice relevant to strategic leadership and governance. Aaron also served a three-year term on the board of directors for the Southern Management Association. He currently serves as an Associate Editor for the Journal of Management and is on the editorial boards of the Academy of Management Journal, Strategic Management Journal, and Strategic Organization.Enjoy the show!

Suicide rates for our youth and young adults have been climbing since 2001. The reasons for this trend is complex but experts suggest it is a perfect storm of historical events, easy access to distressing information, an unhealthy screen time to outside and social time ratio, and compromised sleep, among other things. The good news is, young people are extraordinary. They have lower mental health bias, they have a desire to help others, and they will change the word. In this episode I speak with John MacPhee, Executive Director for The Jed Foundation about his thoughts on best practices for engaging young people and schools in the work of suicide prevention and mental health promotion.John MacPheeAbout John MacPheeJohn MacPhee brings 30 years of leadership and management experience from the business and not-for-profit settings to his role at the JED Foundation. Passionate about supporting young adults in their transition to adulthood, John advises several organizations including the S. Jay Levy Fellowship for Future Leaders at City College, Trek Medics, Crisis Text Line, the Health Policy and Management Department at the Mailman School of Public Health, and HIV Hero. Earlier in his career, he served in executive positions for Par Pharmaceutical, Inc. and Forest Laboratories, where he oversaw functions such as business development, alliance management, clinical development, regulatory affairs, sales and marketing. John continues to contribute to the development of novel medications for disorders such as Parkinson's disease through board roles with Adamas Pharmaceuticals and Blackthorn Therapeutics. In 2016, John received The Allan Rosenfield Alumni Award for Excellence in the field of public health from the Joseph L. Mailman School of Public Health at Columbia University. He earned a BA from Columbia College, an MBA from New York University and an MPH from Columbia University.About The Jed FoundationThe Jed Foundation is a 501c3 organization that believes in a comprehensive, public health approach to promoting mental health and preventing suicide. JED's programs are grounded in our Comprehensive Approach to Mental Health Promotion and Suicide Prevention for Colleges and Universities and for High Schools. These evidence-based models can be used to assess efforts currently being made in schools, identifying existing strengths and areas for improvement.The programs and resources recommended through the JED Higher Education and JED High School programs have been developed with an equitable implementation lens that ensures that the needs of students who are potentially marginalized and/or underserved due to societal and structural inequities and school-specific community demographics are considered deliberately and intentionally. For more information go to https://www.sallyspencerthomas.com/hope-illuminated-podcast/97

Welcome to the Accelerate podcast, hosted by the Daniels College of Business Executive Education division at the University of Denver in Colorado. In this episode, we welcome Executive Education faculty Scott McLagan. Scott is Professor of the Practice in the Management Department at the Daniels College of Business. He has more than 25 years of industry experience and is known for having a framework for every business situation. Scott is also one the lead faculty of the Denver Leadership Experience, a five-day, transformational program offered by Executive Education for experienced managers. Scott joined the Accelerate Webinar in April of 2020 to explain how our brains react under stress. For more information visit daniels.du.edu/accelerate.

J. Scott Christianson is an Associate Teaching Professor in the Management Department at the Robert J. Trulaske, Sr. College of Business, University of Missouri - Columbia. Prior to joining the Trulaske College of Business, Scott was a business owner with more than 21 years of experience in video-conferencing technology, project management and information technology.You can connect with Scott on Twitter:  https://twitter.com/JScottMOScott has a variety of  information about AI at:  http://learnabout.aiJoin his newsletter is at: http://FRT.newsLearn more about Lyte. Hosted on Acast. See acast.com/privacy for more information.

Dr. Greco has a Ph.D. in Business Administration from the University of Iowa, she has a master's degree in Industrial/Organizational Psychology from Western Kentucky University, and she also received a bachelors degree in psychology from the University of Georgia.  Lindsey M. Greco is an Assistant Professor in the Management Department of Spears School of Business at Oklahoma State University. Her interests include counterproductive work behavior, social identity at work, leadership, and workplace culture. Currently, she is studying the strategies that firefighters use to cope with the stressors we encounter on and off the job and how the culture of the fire service may affect this. You can find her research in publications such as the Journal of Applied Psychology and The Leadership Quarterly.I had a great time talking to Dr. Greco, and I can't wait to see the results of the work that she and her colleagues are doing. I hope you enjoy the conversation. And if you do, be sure to subscribe and share the show and please leave a five-star rating in your podcast app so others like you can find the show as well. 

It's a different perspective from a different panel, but the mission remains the same: educate the misinformed, activate the undiscovered leaders, awaken those on the fringe. The Launchcast premieres Part 3 The Protest Series: "How to Be a Human Being" with episode 129, our second in a series of panel discussions. Last week we spoke to 2 teenagers and 3 twenty-somethings who are leading the fight in their generation. In this episode, George has a discussion with 2 eclectic panelists that have a lifetime of stories to tell, a wealth of knowledge to impart, and 2 microphones to do it with. FULL TRANSPARENCY: In order to have a conversation that considers all perspectives, we had 2 white guests booked onto this episode. They backed out at the last minute. This isn't about color, but in order to work together towards progress, EVERYONE who wants to show up needs to ACTUALLY show up. At the tail end of the conversation George turned this panel into an UNPANEL and gave our guests the opportunity to ask George any questions that the conversation had awakened within them. This was a damn good one. Panelists include: Dr. Paul Prosper: Paul as born in Kingston, Jamaica & moved to New York, at the age of 10. Paul finished up high school at the Fork Union Military Academy (FUMA), an all-boys boarding military high school in Virginia. He attended The Citadel, the Military College of South Carolina and upon graduation from The Citadel, he was commissioned as a 2nd Lieutenant in the United States Air Force. He has since received his Masters in Human Relations and his doctorate in management. Dr. Prosper is now an Active Duty Major and is a Senior Director on the Air Force's $330 million mighty E-3 Sentry, Airborne Warning and Control System (AWACS). Paul was an Assistant Professor of Management in the Management Department at the United States Air Force Academy, Colorado Springs, CO up until Sept. 2019. His teaching areas of expertise were Organizational Behavior and Human Resource Management and is certified as a “Senior Professional in Human Resources” by the Human Resources Certification Institute. Paul also runs Prosperous Investments, LLC, a is a business real estate investment company that also has a tremendous outreach program that provides scholarships to graduating high school seniors. Hana Getachew:  Brooklyn based designer Hana Getachew started Bolé Road Textiles out of a desire to merge her love of Ethiopian handwoven fabrics with her career in interior design.  During her eleven years at a major New York City architecture firm Hana realized her affinity for vibrant colors and graphic patterns was a direct result of her upbringing in a home filled with amazing traditional Ethiopian textiles. Her designs for Bolé Road are an homage to that cultural inheritance and a reflection of her own personal global modern aesthetic. Hana was born in Addis Ababa, Ethiopia. After a few years in Montreal, her family settled in New York. A graduate of Cornell University with a degree in interior design, Hana was formerly Associate Principal at Studios Architecture in New York City. During her time there she helped design the flagships and headquarters of some of the city's most prominent companies. Hosted by entrepreneur and keynote/TEDx speaker George Andriopoulos. Follow @launchpadceo on Facebook, Twitter, and Instagram. Follow Hana and @boleroadtextiles on Facebook, Twitter, and Pinterest and visit Bole Road Textiles at https://boleroadtextiles.com. Follow Paul and Prosperous Investments on Facebook, Twitter, and YouTube and at https://pprosperllc.com. Visit http://thelaunchcast.com or more show info and to download/stream the podcast.   Recommended reads from Dr. Prosper: A People's History of the United States https://smile.amazon.com/dp/0062397346/ref=cm_sw_r_cp_api_i_Jlb8EbW3YQT8E Destruction of Black Civilization: Great Issues of a Race from 4500 B.C. to 2000 A.D. https://smile.amazon.com/dp/0883780305/ref=cm_sw_r_cp_api_i_lob8Eb9PX7GQR The Color of Law: A Forgotten History of How Our Government Segregated America https://smile.amazon.com/dp/1631494538/ref=cm_sw_r_cp_api_i_dpb8Eb9BSRBR1 The Half Has Never Been Told: Slavery and the Making of American Capitalism https://smile.amazon.com/dp/0465049664/ref=cm_sw_r_cp_api_i_Rpb8EbXR9Y6DW Bury My Heart at Wounded Knee: An Indian History of the American West https://smile.amazon.com/dp/0805086846/ref=cm_sw_r_cp_api_i_oqb8EbSB49Z5C This episode is sponsored by Swanson Health. Swanson Health has been producing quality vitamins and supplements, foods, healthy home, and self-care products for over 50 years (since 1969), from the heart of America. Swanson Health is the only company to offer the full spectrum of wellness products for mind, body and home. From quality vitamins and supplements, to cruelty-free beauty items, to eco-friendly home products, Swanson Health is here to keep you healthy. Swanson Health carries over 20,000 wellness products at a great value—pick up all of your favorite health products, plus discover new ones for your wellness routine, all while leaving money in your pocket. If you want to try any of Swanson Health's great products for yourself, use code LAUNCH20 for 20% off on swanson.com. Subscribe to The Launchcast on Apple Podcasts and get notified of new episodes, every Monday! https://podcasts.apple.com/us/podcast/the-launchcast/id1491622136 Or find us on every other platform (as well as all of our links) here: https://linktr.ee/thelaunchcastshow  

In episode 132 of Financially Simple, Justin looks at the Legal aspects of Entity Selection. When establishing your business, it is important to make sure the business is registered with the appropriate authorities as the proper business type and that all your supporting documents are in order. Justin goes over the processes and pitfalls of setting up a business as a legal entity, with a few examples of some common dos and don'ts. Don't forget to subscribe, and let us know how we are doing by leaving a review. Thanks for listening! ARTICLE TRANSCRIPT: BLOG: Stay Savvy... The Basics That Minimize Risk to Your Business   TIME INDEX: 00:33 - The Risk Management Department: Entity Selection 02:03 - Operating as a Sole Proprietor or a Company 03:52 - Lawyer Up 04:05 - Operating Documents 07:05 - Review Your Operating Agreement 08:05 - All Fees Paid 09:21 - No Co-Mingling! 12:46 - Summary _________________ USEFUL LINKS: WealthSource Partners: https://www.wealthsource.com/partners/ Financially Simple podcast: https://financiallysimple.com/podcast/ Financially Simple on Facebook: https://www.facebook.com/financiallysimple/ Financially Simple on Twitter: https://twitter.com/financiallysim Financially Simple: The Ultimate Sale - Get the Book Here! https://financiallysimple.com/book/ __________ BIO: Justin A. Goodbread, CFP®, CEPA, CVGA, is a nationally recognized financial planner, business educator, wealth manager, author, speaker, and entrepreneur. He has 20+ years of experience teaching small business owners how to start, buy, grow, and sell businesses. He is a multi-year recipient of the Investopedia Top 100 Advisor and 2018 Exit Planning Institute's Exit Planner Leader of the Year.DISCLOSURES:This podcast is distributed for informational purposes only. Statements made in the podcast are not to be construed as personalized investment or financial planning advice, may not be suitable for everyone, and should not be considered a solicitation to engage in any particular investment or planning strategy. Listeners should conduct their own review and exercise judgment or consult with their own professional financial advisor to see how the information contained in this podcast may apply to their own individual circumstances. All investing involves the risk of loss, including the possible loss of principal. Past performance does not guarantee future results and nothing in this podcast should be construed as a guarantee of any specific outcome or profit. All market indices discussed are unmanaged, do not incur management fees, costs and expenses, and cannot be invested into directly. Investment advisory services offered by WealthSource Partners, LLC. Neither WealthSource Partners, LLC nor its representatives provide legal or accounting advice. The content of this podcast represents the views and opinions of Justin Goodbread and/or the podcast's guests and do not necessarily represent the views and/or opinions of WealthSource Partners, LLC. Statements made in this podcast are subject to change without notice. Neither WealthSource Partners, LLC nor its representatives, the podcast's hosts, or its guests have an obligation to provide revised statements in the event of changed circumstances. Certified Financial Planner Board of Standards, Inc. (CFP Board) owns the CFP® certification mark, the CERTIFIED FINANCIAL PLANNER™ certification mark, and the CFP® certification mark (with plaque design) logo in the United States, which it authorizes the use of by individuals who successfully complete CFP Board's initial and ongoing certification requirements.   Advisors who wished to be ranked in Investopedia's Top 100 Financial Advisors list either self-submitted answers to questions compiled by Investopedia or were nominated by peers.  Rankings were determined based on the number of followers and engagement on social media, primary contribution to professional industry websites, and their focus on financial literacy.  Neither performance nor client experience, however, were considered.  No compensation was paid by WealthSource Partners, LLC or Justin Goodbread to secure placement on Investopedia's Top 100 Financial Advisors List.   The Exit Planning Institute's Leader of the Year is awarded to a nominee who is a CEPA credential holder who has made a significant impact or contribution to the exit planning profession or overall community through innovation and influence and is viewed by the Exit Planning Institute as a thought leader, risk-taker and specialist while showing characteristics of collaboration.   This podcast might recommend products or services that offer Financially Simple compensation when you use them. This compensation is used to help offset the cost of creating the content. We will, however, never suggest products/services solely for the compensation we receive.

In episode 131 of Financially Simple, Justin outlines the coming series on having a Best in Class Risk Management Department. Risk Management can be categorised as Legal and Insurance, and each of those can be further broken down into their respective subcategories. Justin looks at both the Legal and Insurance aspects of Risk Management. Don't forget to subscribe, and let us know how we are doing by leaving a review. Thanks for listening! TIME INDEX: 00:27 - The Risk Management Department 01:42 - From Legal to Risk Management 02:23 - Legal 03:23 - Insurance 03:46 - Summary   USEFUL LINKS: Financially Simple Financially Simple on YouTube Financially Simple on Facebook Financially Simple on Twitter _________ BIO: Justin A. Goodbread, CFP®, CEPA, CVGA, is a nationally recognized financial planner, business educator, wealth manager, author, speaker, and entrepreneur. He has 20+ years of experience teaching small business owners how to start, buy, grow, and sell businesses. He is a multi-year recipient of the Investopedia Top 100 Advisor and 2018 Exit Planning Institute's Exit Planner Leader of the Year.DISCLOSURES:This podcast is distributed for informational purposes only. Statements made in the podcast are not to be construed as personalized investment or financial planning advice, may not be suitable for everyone, and should not be considered a solicitation to engage in any particular investment or planning strategy. Listeners should conduct their own review and exercise judgment or consult with their own professional financial advisor to see how the information contained in this podcast may apply to their own individual circumstances. All investing involves the risk of loss, including the possible loss of principal. Past performance does not guarantee future results and nothing in this podcast should be construed as a guarantee of any specific outcome or profit. All market indices discussed are unmanaged, do not incur management fees, costs and expenses, and cannot be invested into directly. Investment advisory services offered by WealthSource Partners, LLC. Neither WealthSource Partners, LLC nor its representatives provide legal or accounting advice. The content of this podcast represents the views and opinions of Justin Goodbread and/or the podcast's guests and do not necessarily represent the views and/or opinions of WealthSource Partners, LLC. Statements made in this podcast are subject to change without notice. Neither WealthSource Partners, LLC nor its representatives, the podcast's hosts, or its guests have an obligation to provide revised statements in the event of changed circumstances. Certified Financial Planner Board of Standards, Inc. (CFP Board) owns the CFP® certification mark, the CERTIFIED FINANCIAL PLANNER™ certification mark, and the CFP® certification mark (with plaque design) logo in the United States, which it authorizes the use of by individuals who successfully complete CFP Board's initial and ongoing certification requirements.   Advisors who wished to be ranked in Investopedia's Top 100 Financial Advisors list either self-submitted answers to questions compiled by Investopedia or were nominated by peers.  Rankings were determined based on the number of followers and engagement on social media, primary contribution to professional industry websites, and their focus on financial literacy.  Neither performance nor client experience, however, were considered.  No compensation was paid by WealthSource Partners, LLC or Justin Goodbread to secure placement on Investopedia's Top 100 Financial Advisors List.   The Exit Planning Institute's Leader of the Year is awarded to a nominee who is a CEPA credential holder who has made a significant impact or contribution to the exit planning profession or overall community through innovation and influence and is viewed by the Exit Planning Institute as a thought leader, risk-taker and specialist while showing characteristics of collaboration.   This podcast might recommend products or services that offer Financially Simple compensation when you use them. This compensation is used to help offset the cost of creating the content. We will, however, never suggest products/services solely for the compensation we receive.