Podcasts about managers

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Telisha Roberts. Guest: Dr. Telisha Roberts, Founder and President of Creative IntentionsHost: Rushion McDonaldTopic: Career development, leadership growth, entrepreneurship, workforce readiness, and navigating today's changing job market. Purpose of the Interview The purpose of the conversation was to help students, early-career professionals, corporate employees, and aspiring entrepreneurs understand how to successfully navigate career transitions and professional growth. Dr. Roberts shared insights from her 26-year corporate career and explained how Creative Intentions helps individuals bridge the gap between potential and achievement. [Dr. Telish...(Podcast) | Txt] The interview focused on preparing people for workplace success, leadership roles, entrepreneurship, and adapting to economic uncertainty, layoffs, and artificial intelligence-driven workforce changes. [Dr. Telish...(Podcast) | Txt] Key Takeaways 1. Success Requires More Than Opportunity Dr. Roberts emphasized that securing a job, internship, or promotion is only the beginning. What determines long-term success is how effectively individuals navigate and perform once they enter those opportunities. [Dr. Telish...(Podcast) | Txt] Takeaway: Getting the opportunity and succeeding in it are two different challenges. 2. Always Have a Plan One of the strongest themes throughout the interview was intentional planning. Roberts shared that before leaving her 26-year corporate career, she spent roughly a year preparing and developing a plan to ensure a successful transition. She encourages others to proactively prepare for career changes instead of reacting after a crisis occurs. [Dr. Telish...(Podcast) | Txt] Takeaway: Faith, passion, and ambition should always be supported by a structured plan. 3. Career Development Is a Lifelong Process Creative Intentions supports: College juniors and seniors Early-career professionals Managers and executives Entrepreneurs Small business owners Roberts believes individuals need guidance at every stage of professional growth. [Dr. Telish...(Podcast) | Txt] Takeaway: Professional development does not stop after graduation. 4. Hard Work Alone Does Not Guarantee Promotion One of the most discussed topics in the interview was the misconception that simply working hard will automatically lead to advancement. Roberts explained that employees must learn how to communicate their value, connect their accomplishments to organizational goals, and demonstrate strategic impact. [Dr. Telish...(Podcast) | Txt] Takeaway: Visibility, communication, and strategic alignment are as important as effort. 5. Tell Your Own Story According to Roberts, many talented professionals fail to advance because they expect others to recognize their contributions automatically. She stresses that employees must be capable of: Articulating their value Demonstrating impact Understanding organizational priorities Forecasting future needs [Dr. Telish...(Podcast) | Txt] Takeaway: If you cannot explain your value, others may overlook it. 6. Mentorship Can Change Lives The creation of Creative Intentions was inspired by a young intern Roberts mentored who did not receive a job offer after her internship. The experience deeply affected Roberts and motivated her to create an organization dedicated to helping people gain the skills and support necessary for career success. [Dr. Telish...(Podcast) | Txt] Takeaway: Investing in people can have a lasting impact on their lives and careers. 7. Success Has No Easy Path Roberts repeatedly emphasized that whether someone pursues corporate leadership, entrepreneurship, content creation, or business ownership, all meaningful success requires discipline and hard work. [Dr. Telish...(Podcast) | Txt] Takeaway: There are no shortcuts to sustainable success. 8. Every Person Requires an Individualized Approach Unlike many coaching and training programs, Roberts believes there is no one-size-fits-all method for development. Her team uses assessments and personalized coaching to understand an individual's strengths, preferences, experiences, and leadership potential. [Dr. Telish...(Podcast) | Txt] Takeaway: Effective development starts with understanding the individual. 9. Confidence Often Comes Through Investment and Support Many people struggle because they do not recognize their own potential. Roberts noted that some individuals have never been encouraged to explore their gifts or strengths. Her work focuses on helping people discover abilities they may not yet see in themselves. [Dr. Telish...(Podcast) | Txt] Takeaway: Confidence is often built through mentorship, support, and self-discovery. 10. AI and Workforce Disruption Are Real Challenges Roberts directly addressed concerns about artificial intelligence and layoffs. She acknowledged that organizations are reallocating resources toward AI and that competition for jobs has intensified. However, she encourages professionals to remain proactive, strategic, and adaptable rather than fearful. [Dr. Telish...(Podcast) | Txt] Takeaway: Career resilience requires strategy, adaptability, and continuous learning. 11. Stay Calm During Uncertainty A defining characteristic of Roberts' leadership philosophy is maintaining composure under pressure. She shared examples from both her corporate career and personal life to illustrate the importance of responding to challenges with clarity and purpose rather than panic. [Dr. Telish...(Podcast) | Txt] Takeaway: Effective leaders remain calm while taking decisive action. Notable Quotes On Career Preparation "It's one thing to get the role, get the internship, get that opportunity. But it's another thing to actually be successful when you get there." [Dr. Telish...(Podcast) | Txt] On Planning "You got to have that plan." [Dr. Telish...(Podcast) | Txt] On Career Advancement "Being the hardest worker in the room will not get you promoted." [Dr. Telish...(Podcast) | Txt] On Professional Visibility "If you cannot properly articulate your value to an organization... you are going to be quietly lost." [Dr. Telish...(Podcast) | Txt] On Personal Branding "You have to learn how to tell your own story. No one is going to tell your story for you." [Dr. Telish...(Podcast) | Txt] On Entrepreneurship "Being skilled and passionate is very different than running an actual business." [Dr. Telish...(Podcast) | Txt] On Success "There is no easy path to success." [Dr. Telish...(Podcast) | Txt] On Hard Work "You're probably going to work harder than you ever have before." [Dr. Telish...(Podcast) | Txt] On Personal Growth "Someone took the time to invest in me." [Dr. Telish...(Podcast) | Txt] On AI and Job Market Challenges "We have to learn how to be strategic. We have to learn how to get in front of the problem and be proactive instead of reactive." [Dr. Telish...(Podcast) | Txt] On Leadership During Uncertainty "We need to calm down. We need to operate with as much information as we can and as much peace as we can." [Dr. Telish...(Podcast) | Txt] Overall Message Dr. Telisha Roberts' central message is that career success is not accidental—it is intentional. Through planning, mentorship, self-awareness, hard work, strategic thinking, and the ability to communicate one's value, individuals can successfully navigate career transitions, leadership challenges, entrepreneurship, and an increasingly competitive workforce. Her work through Creative Intentions is focused on helping people bridge the gap between where they are today and where they aspire to be tomorrow. #BEST #SHMS #STRAWSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

What if a restaurant could identify a margin problem while the ingredients were still being unloaded, rather than discovering it several weeks later? In this episode of Tech Talks Daily, I speak with David Cantu, CEO of Craftable, about AI restaurant back-office technology, margin intelligence, inventory management, purchasing, invoice automation, and the continuing importance of human hospitality. David has spent decades working in restaurants and technology. He describes an industry dealing with staffing difficulties, rising leases, food inflation, lower traffic, and relentless margin pressure. David cites a National Restaurant Association study indicating that 40% of restaurateurs were not profitable during the previous year. Craftable connects purchasing, recipe management, inventory, accounting, sales data, and analytics. The company says its platform is used by over 10,000 restaurants, hotels, and venues. David argues that useful hospitality AI should automate the work that keeps managers, chefs, and operators away from guests. This includes producing sales forecasts, suggesting orders, planning preparation, identifying invoice anomalies, and comparing projected labor with actual requirements. The conversation becomes particularly practical when David describes a restaurant receiving a ribeye that has increased in price by 20%. If the dish is a popular, high-margin menu item, that vendor increase can quickly reduce its profitability. Craftable's Invoice AI can detect the change when the invoice is received. The operator can then consider running a higher-priced chef's special, promoting another steak, reviewing the menu price, or adjusting future orders. Waiting until month-end reconciliation would explain the lost margin but leave no opportunity to recover it during service. We also discuss the difference between AI intelligence and operator knowledge. AI can examine large volumes of information, but an experienced restaurateur understands the atmosphere, the team, the guests, and what is happening at that particular moment. David believes AI recommendations need to show their work. Managers should be able to inspect how a sales forecast, suggested order, staffing plan, or trend was calculated. Transparency helps people assess the recommendation without forcing them to search through another large analytics report. Craftable is also testing how to measure whether a recommended action produced a result. If a manager coaches a server with unusually high complimentary items or promotes a menu category with falling attachment rates, the platform can examine whether that action affected sales or margins. David is skeptical of hospitality AI added as a promotional layer without being built into the daily workflow. At industry conferences, he has seen vendors attach language models to existing products while offering little operational value. His hope for restaurant AI is highly human. He wants technology reducing administrative pressure while employees welcome guests, serve meals, develop their teams, and create the warm experiences that define hospitality. Which restaurant decision could protect profitability if the operator received the right information before the next service began? Listen to the episode and share your thoughts with me.

Jim Harter, PhD discusses his book "It's The Manager" and Gallup research that finds managers and team leaders are the single biggest factor in your organization's success. Jim is Chief Scientist for Gallup's workplace management practice. He is coauthor of the New York Times bestseller "12: The Elements of Great Managing," and "Wellbeing: The Five Essential Elements," also a New York Times and Wall Street Journal bestseller.  Host, Kevin Craine Do you want to be a guest? https://Everyday-MBA.com/guest Do you want to advertise on the show? https://Everyday-MBA.com/advertise

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Telisha Roberts. Guest: Dr. Telisha Roberts, Founder and President of Creative IntentionsHost: Rushion McDonaldTopic: Career development, leadership growth, entrepreneurship, workforce readiness, and navigating today's changing job market. Purpose of the Interview The purpose of the conversation was to help students, early-career professionals, corporate employees, and aspiring entrepreneurs understand how to successfully navigate career transitions and professional growth. Dr. Roberts shared insights from her 26-year corporate career and explained how Creative Intentions helps individuals bridge the gap between potential and achievement. [Dr. Telish...(Podcast) | Txt] The interview focused on preparing people for workplace success, leadership roles, entrepreneurship, and adapting to economic uncertainty, layoffs, and artificial intelligence-driven workforce changes. [Dr. Telish...(Podcast) | Txt] Key Takeaways 1. Success Requires More Than Opportunity Dr. Roberts emphasized that securing a job, internship, or promotion is only the beginning. What determines long-term success is how effectively individuals navigate and perform once they enter those opportunities. [Dr. Telish...(Podcast) | Txt] Takeaway: Getting the opportunity and succeeding in it are two different challenges. 2. Always Have a Plan One of the strongest themes throughout the interview was intentional planning. Roberts shared that before leaving her 26-year corporate career, she spent roughly a year preparing and developing a plan to ensure a successful transition. She encourages others to proactively prepare for career changes instead of reacting after a crisis occurs. [Dr. Telish...(Podcast) | Txt] Takeaway: Faith, passion, and ambition should always be supported by a structured plan. 3. Career Development Is a Lifelong Process Creative Intentions supports: College juniors and seniors Early-career professionals Managers and executives Entrepreneurs Small business owners Roberts believes individuals need guidance at every stage of professional growth. [Dr. Telish...(Podcast) | Txt] Takeaway: Professional development does not stop after graduation. 4. Hard Work Alone Does Not Guarantee Promotion One of the most discussed topics in the interview was the misconception that simply working hard will automatically lead to advancement. Roberts explained that employees must learn how to communicate their value, connect their accomplishments to organizational goals, and demonstrate strategic impact. [Dr. Telish...(Podcast) | Txt] Takeaway: Visibility, communication, and strategic alignment are as important as effort. 5. Tell Your Own Story According to Roberts, many talented professionals fail to advance because they expect others to recognize their contributions automatically. She stresses that employees must be capable of: Articulating their value Demonstrating impact Understanding organizational priorities Forecasting future needs [Dr. Telish...(Podcast) | Txt] Takeaway: If you cannot explain your value, others may overlook it. 6. Mentorship Can Change Lives The creation of Creative Intentions was inspired by a young intern Roberts mentored who did not receive a job offer after her internship. The experience deeply affected Roberts and motivated her to create an organization dedicated to helping people gain the skills and support necessary for career success. [Dr. Telish...(Podcast) | Txt] Takeaway: Investing in people can have a lasting impact on their lives and careers. 7. Success Has No Easy Path Roberts repeatedly emphasized that whether someone pursues corporate leadership, entrepreneurship, content creation, or business ownership, all meaningful success requires discipline and hard work. [Dr. Telish...(Podcast) | Txt] Takeaway: There are no shortcuts to sustainable success. 8. Every Person Requires an Individualized Approach Unlike many coaching and training programs, Roberts believes there is no one-size-fits-all method for development. Her team uses assessments and personalized coaching to understand an individual's strengths, preferences, experiences, and leadership potential. [Dr. Telish...(Podcast) | Txt] Takeaway: Effective development starts with understanding the individual. 9. Confidence Often Comes Through Investment and Support Many people struggle because they do not recognize their own potential. Roberts noted that some individuals have never been encouraged to explore their gifts or strengths. Her work focuses on helping people discover abilities they may not yet see in themselves. [Dr. Telish...(Podcast) | Txt] Takeaway: Confidence is often built through mentorship, support, and self-discovery. 10. AI and Workforce Disruption Are Real Challenges Roberts directly addressed concerns about artificial intelligence and layoffs. She acknowledged that organizations are reallocating resources toward AI and that competition for jobs has intensified. However, she encourages professionals to remain proactive, strategic, and adaptable rather than fearful. [Dr. Telish...(Podcast) | Txt] Takeaway: Career resilience requires strategy, adaptability, and continuous learning. 11. Stay Calm During Uncertainty A defining characteristic of Roberts' leadership philosophy is maintaining composure under pressure. She shared examples from both her corporate career and personal life to illustrate the importance of responding to challenges with clarity and purpose rather than panic. [Dr. Telish...(Podcast) | Txt] Takeaway: Effective leaders remain calm while taking decisive action. Notable Quotes On Career Preparation "It's one thing to get the role, get the internship, get that opportunity. But it's another thing to actually be successful when you get there." [Dr. Telish...(Podcast) | Txt] On Planning "You got to have that plan." [Dr. Telish...(Podcast) | Txt] On Career Advancement "Being the hardest worker in the room will not get you promoted." [Dr. Telish...(Podcast) | Txt] On Professional Visibility "If you cannot properly articulate your value to an organization... you are going to be quietly lost." [Dr. Telish...(Podcast) | Txt] On Personal Branding "You have to learn how to tell your own story. No one is going to tell your story for you." [Dr. Telish...(Podcast) | Txt] On Entrepreneurship "Being skilled and passionate is very different than running an actual business." [Dr. Telish...(Podcast) | Txt] On Success "There is no easy path to success." [Dr. Telish...(Podcast) | Txt] On Hard Work "You're probably going to work harder than you ever have before." [Dr. Telish...(Podcast) | Txt] On Personal Growth "Someone took the time to invest in me." [Dr. Telish...(Podcast) | Txt] On AI and Job Market Challenges "We have to learn how to be strategic. We have to learn how to get in front of the problem and be proactive instead of reactive." [Dr. Telish...(Podcast) | Txt] On Leadership During Uncertainty "We need to calm down. We need to operate with as much information as we can and as much peace as we can." [Dr. Telish...(Podcast) | Txt] Overall Message Dr. Telisha Roberts' central message is that career success is not accidental—it is intentional. Through planning, mentorship, self-awareness, hard work, strategic thinking, and the ability to communicate one's value, individuals can successfully navigate career transitions, leadership challenges, entrepreneurship, and an increasingly competitive workforce. Her work through Creative Intentions is focused on helping people bridge the gap between where they are today and where they aspire to be tomorrow. #BEST #SHMS #STRAWSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

"For an experiment, I denoted the last ten generations and attempted to define the song of their generation. Some were easy and some quite difficult. I offer five possibilities first and then pick. See if I made the correct choice."

Carlo Ancelotti, Julian Nagelsmann, Ronald Koeman. These managers have proved themselves at club level, but why do they falter in international football? What are the biggest differences between coaching a national team and a club?Dotun, Andy and David Cartlidge are here to answer your World Cup questions! Which players have boosted their chances of a big move this summer? Was the 48-team format a success? Could regular club matches be split into four quarters?Ask us a question on X, Instagram and TikTok, and email us here: otc@footballramble.com.For ad-free shows, head over to our Patreon and subscribe: patreon.com/footballramble.***Please take the time to rate and review us on Apple Podcasts or wherever you get your pods. It means a great deal to the show and will make it easier for other potential listeners to find us. Thanks!*** On The Continent is your definitive podcast for European football. Subscribe for new podcasts every single week and throughout the 2026 FIFA World Cup. Hosted on Acast. See acast.com/privacy for more information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Telisha Roberts. Guest: Dr. Telisha Roberts, Founder and President of Creative IntentionsHost: Rushion McDonaldTopic: Career development, leadership growth, entrepreneurship, workforce readiness, and navigating today's changing job market. Purpose of the Interview The purpose of the conversation was to help students, early-career professionals, corporate employees, and aspiring entrepreneurs understand how to successfully navigate career transitions and professional growth. Dr. Roberts shared insights from her 26-year corporate career and explained how Creative Intentions helps individuals bridge the gap between potential and achievement. [Dr. Telish...(Podcast) | Txt] The interview focused on preparing people for workplace success, leadership roles, entrepreneurship, and adapting to economic uncertainty, layoffs, and artificial intelligence-driven workforce changes. [Dr. Telish...(Podcast) | Txt] Key Takeaways 1. Success Requires More Than Opportunity Dr. Roberts emphasized that securing a job, internship, or promotion is only the beginning. What determines long-term success is how effectively individuals navigate and perform once they enter those opportunities. [Dr. Telish...(Podcast) | Txt] Takeaway: Getting the opportunity and succeeding in it are two different challenges. 2. Always Have a Plan One of the strongest themes throughout the interview was intentional planning. Roberts shared that before leaving her 26-year corporate career, she spent roughly a year preparing and developing a plan to ensure a successful transition. She encourages others to proactively prepare for career changes instead of reacting after a crisis occurs. [Dr. Telish...(Podcast) | Txt] Takeaway: Faith, passion, and ambition should always be supported by a structured plan. 3. Career Development Is a Lifelong Process Creative Intentions supports: College juniors and seniors Early-career professionals Managers and executives Entrepreneurs Small business owners Roberts believes individuals need guidance at every stage of professional growth. [Dr. Telish...(Podcast) | Txt] Takeaway: Professional development does not stop after graduation. 4. Hard Work Alone Does Not Guarantee Promotion One of the most discussed topics in the interview was the misconception that simply working hard will automatically lead to advancement. Roberts explained that employees must learn how to communicate their value, connect their accomplishments to organizational goals, and demonstrate strategic impact. [Dr. Telish...(Podcast) | Txt] Takeaway: Visibility, communication, and strategic alignment are as important as effort. 5. Tell Your Own Story According to Roberts, many talented professionals fail to advance because they expect others to recognize their contributions automatically. She stresses that employees must be capable of: Articulating their value Demonstrating impact Understanding organizational priorities Forecasting future needs [Dr. Telish...(Podcast) | Txt] Takeaway: If you cannot explain your value, others may overlook it. 6. Mentorship Can Change Lives The creation of Creative Intentions was inspired by a young intern Roberts mentored who did not receive a job offer after her internship. The experience deeply affected Roberts and motivated her to create an organization dedicated to helping people gain the skills and support necessary for career success. [Dr. Telish...(Podcast) | Txt] Takeaway: Investing in people can have a lasting impact on their lives and careers. 7. Success Has No Easy Path Roberts repeatedly emphasized that whether someone pursues corporate leadership, entrepreneurship, content creation, or business ownership, all meaningful success requires discipline and hard work. [Dr. Telish...(Podcast) | Txt] Takeaway: There are no shortcuts to sustainable success. 8. Every Person Requires an Individualized Approach Unlike many coaching and training programs, Roberts believes there is no one-size-fits-all method for development. Her team uses assessments and personalized coaching to understand an individual's strengths, preferences, experiences, and leadership potential. [Dr. Telish...(Podcast) | Txt] Takeaway: Effective development starts with understanding the individual. 9. Confidence Often Comes Through Investment and Support Many people struggle because they do not recognize their own potential. Roberts noted that some individuals have never been encouraged to explore their gifts or strengths. Her work focuses on helping people discover abilities they may not yet see in themselves. [Dr. Telish...(Podcast) | Txt] Takeaway: Confidence is often built through mentorship, support, and self-discovery. 10. AI and Workforce Disruption Are Real Challenges Roberts directly addressed concerns about artificial intelligence and layoffs. She acknowledged that organizations are reallocating resources toward AI and that competition for jobs has intensified. However, she encourages professionals to remain proactive, strategic, and adaptable rather than fearful. [Dr. Telish...(Podcast) | Txt] Takeaway: Career resilience requires strategy, adaptability, and continuous learning. 11. Stay Calm During Uncertainty A defining characteristic of Roberts' leadership philosophy is maintaining composure under pressure. She shared examples from both her corporate career and personal life to illustrate the importance of responding to challenges with clarity and purpose rather than panic. [Dr. Telish...(Podcast) | Txt] Takeaway: Effective leaders remain calm while taking decisive action. Notable Quotes On Career Preparation "It's one thing to get the role, get the internship, get that opportunity. But it's another thing to actually be successful when you get there." [Dr. Telish...(Podcast) | Txt] On Planning "You got to have that plan." [Dr. Telish...(Podcast) | Txt] On Career Advancement "Being the hardest worker in the room will not get you promoted." [Dr. Telish...(Podcast) | Txt] On Professional Visibility "If you cannot properly articulate your value to an organization... you are going to be quietly lost." [Dr. Telish...(Podcast) | Txt] On Personal Branding "You have to learn how to tell your own story. No one is going to tell your story for you." [Dr. Telish...(Podcast) | Txt] On Entrepreneurship "Being skilled and passionate is very different than running an actual business." [Dr. Telish...(Podcast) | Txt] On Success "There is no easy path to success." [Dr. Telish...(Podcast) | Txt] On Hard Work "You're probably going to work harder than you ever have before." [Dr. Telish...(Podcast) | Txt] On Personal Growth "Someone took the time to invest in me." [Dr. Telish...(Podcast) | Txt] On AI and Job Market Challenges "We have to learn how to be strategic. We have to learn how to get in front of the problem and be proactive instead of reactive." [Dr. Telish...(Podcast) | Txt] On Leadership During Uncertainty "We need to calm down. We need to operate with as much information as we can and as much peace as we can." [Dr. Telish...(Podcast) | Txt] Overall Message Dr. Telisha Roberts' central message is that career success is not accidental—it is intentional. Through planning, mentorship, self-awareness, hard work, strategic thinking, and the ability to communicate one's value, individuals can successfully navigate career transitions, leadership challenges, entrepreneurship, and an increasingly competitive workforce. Her work through Creative Intentions is focused on helping people bridge the gap between where they are today and where they aspire to be tomorrow. #BEST #SHMS #STRAWSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Telisha Roberts. Guest: Dr. Telisha Roberts, Founder and President of Creative IntentionsHost: Rushion McDonaldTopic: Career development, leadership growth, entrepreneurship, workforce readiness, and navigating today's changing job market. Purpose of the Interview The purpose of the conversation was to help students, early-career professionals, corporate employees, and aspiring entrepreneurs understand how to successfully navigate career transitions and professional growth. Dr. Roberts shared insights from her 26-year corporate career and explained how Creative Intentions helps individuals bridge the gap between potential and achievement. [Dr. Telish...(Podcast) | Txt] The interview focused on preparing people for workplace success, leadership roles, entrepreneurship, and adapting to economic uncertainty, layoffs, and artificial intelligence-driven workforce changes. [Dr. Telish...(Podcast) | Txt] Key Takeaways 1. Success Requires More Than Opportunity Dr. Roberts emphasized that securing a job, internship, or promotion is only the beginning. What determines long-term success is how effectively individuals navigate and perform once they enter those opportunities. [Dr. Telish...(Podcast) | Txt] Takeaway: Getting the opportunity and succeeding in it are two different challenges. 2. Always Have a Plan One of the strongest themes throughout the interview was intentional planning. Roberts shared that before leaving her 26-year corporate career, she spent roughly a year preparing and developing a plan to ensure a successful transition. She encourages others to proactively prepare for career changes instead of reacting after a crisis occurs. [Dr. Telish...(Podcast) | Txt] Takeaway: Faith, passion, and ambition should always be supported by a structured plan. 3. Career Development Is a Lifelong Process Creative Intentions supports: College juniors and seniors Early-career professionals Managers and executives Entrepreneurs Small business owners Roberts believes individuals need guidance at every stage of professional growth. [Dr. Telish...(Podcast) | Txt] Takeaway: Professional development does not stop after graduation. 4. Hard Work Alone Does Not Guarantee Promotion One of the most discussed topics in the interview was the misconception that simply working hard will automatically lead to advancement. Roberts explained that employees must learn how to communicate their value, connect their accomplishments to organizational goals, and demonstrate strategic impact. [Dr. Telish...(Podcast) | Txt] Takeaway: Visibility, communication, and strategic alignment are as important as effort. 5. Tell Your Own Story According to Roberts, many talented professionals fail to advance because they expect others to recognize their contributions automatically. She stresses that employees must be capable of: Articulating their value Demonstrating impact Understanding organizational priorities Forecasting future needs [Dr. Telish...(Podcast) | Txt] Takeaway: If you cannot explain your value, others may overlook it. 6. Mentorship Can Change Lives The creation of Creative Intentions was inspired by a young intern Roberts mentored who did not receive a job offer after her internship. The experience deeply affected Roberts and motivated her to create an organization dedicated to helping people gain the skills and support necessary for career success. [Dr. Telish...(Podcast) | Txt] Takeaway: Investing in people can have a lasting impact on their lives and careers. 7. Success Has No Easy Path Roberts repeatedly emphasized that whether someone pursues corporate leadership, entrepreneurship, content creation, or business ownership, all meaningful success requires discipline and hard work. [Dr. Telish...(Podcast) | Txt] Takeaway: There are no shortcuts to sustainable success. 8. Every Person Requires an Individualized Approach Unlike many coaching and training programs, Roberts believes there is no one-size-fits-all method for development. Her team uses assessments and personalized coaching to understand an individual's strengths, preferences, experiences, and leadership potential. [Dr. Telish...(Podcast) | Txt] Takeaway: Effective development starts with understanding the individual. 9. Confidence Often Comes Through Investment and Support Many people struggle because they do not recognize their own potential. Roberts noted that some individuals have never been encouraged to explore their gifts or strengths. Her work focuses on helping people discover abilities they may not yet see in themselves. [Dr. Telish...(Podcast) | Txt] Takeaway: Confidence is often built through mentorship, support, and self-discovery. 10. AI and Workforce Disruption Are Real Challenges Roberts directly addressed concerns about artificial intelligence and layoffs. She acknowledged that organizations are reallocating resources toward AI and that competition for jobs has intensified. However, she encourages professionals to remain proactive, strategic, and adaptable rather than fearful. [Dr. Telish...(Podcast) | Txt] Takeaway: Career resilience requires strategy, adaptability, and continuous learning. 11. Stay Calm During Uncertainty A defining characteristic of Roberts' leadership philosophy is maintaining composure under pressure. She shared examples from both her corporate career and personal life to illustrate the importance of responding to challenges with clarity and purpose rather than panic. [Dr. Telish...(Podcast) | Txt] Takeaway: Effective leaders remain calm while taking decisive action. Notable Quotes On Career Preparation "It's one thing to get the role, get the internship, get that opportunity. But it's another thing to actually be successful when you get there." [Dr. Telish...(Podcast) | Txt] On Planning "You got to have that plan." [Dr. Telish...(Podcast) | Txt] On Career Advancement "Being the hardest worker in the room will not get you promoted." [Dr. Telish...(Podcast) | Txt] On Professional Visibility "If you cannot properly articulate your value to an organization... you are going to be quietly lost." [Dr. Telish...(Podcast) | Txt] On Personal Branding "You have to learn how to tell your own story. No one is going to tell your story for you." [Dr. Telish...(Podcast) | Txt] On Entrepreneurship "Being skilled and passionate is very different than running an actual business." [Dr. Telish...(Podcast) | Txt] On Success "There is no easy path to success." [Dr. Telish...(Podcast) | Txt] On Hard Work "You're probably going to work harder than you ever have before." [Dr. Telish...(Podcast) | Txt] On Personal Growth "Someone took the time to invest in me." [Dr. Telish...(Podcast) | Txt] On AI and Job Market Challenges "We have to learn how to be strategic. We have to learn how to get in front of the problem and be proactive instead of reactive." [Dr. Telish...(Podcast) | Txt] On Leadership During Uncertainty "We need to calm down. We need to operate with as much information as we can and as much peace as we can." [Dr. Telish...(Podcast) | Txt] Overall Message Dr. Telisha Roberts' central message is that career success is not accidental—it is intentional. Through planning, mentorship, self-awareness, hard work, strategic thinking, and the ability to communicate one's value, individuals can successfully navigate career transitions, leadership challenges, entrepreneurship, and an increasingly competitive workforce. Her work through Creative Intentions is focused on helping people bridge the gap between where they are today and where they aspire to be tomorrow. #BEST #SHMS #STRAWSee omnystudio.com/listener for privacy information.

Hour 1: Dusty and Bob are BACK! Messi Legacy, Over Reaction Monday, Are Baseball Managers Useless? full 2169 Mon, 20 Jul 2026 14:25:07 +0000 YZXv9JHh8qEapP8NYBqE5RnmJrIFzjqr mlb,kansas city chiefs,world cup,kansas city royals,messi,fifa,fanatics fest,ashton jeanty,sports Fescoe & Dusty mlb,kansas city chiefs,world cup,kansas city royals,messi,fifa,fanatics fest,ashton jeanty,sports Hour 1: Dusty and Bob are BACK! Messi Legacy, Over Reaction Monday, Are Baseball Managers Useless? Fescoe in the Morning. One guy is a KU grad.   The other is on the KU football broadcast team,  but their loyalty doesn't stop there as these guys  are huge fans of Kansas City sports and the people  of Kansas City who make it the great city it is.   Start your morning with us at 5:58am!   2024 © 2021 Audacy, Inc. Sports

Are Baseball Managers Useless? full 586 Mon, 20 Jul 2026 12:02:30 +0000 0Fr5kElGBZWca40oeiOcncQuPGtGUY1b mlb,ai,managers,sports Fescoe & Dusty mlb,ai,managers,sports Are Baseball Managers Useless? Fescoe in the Morning. One guy is a KU grad.   The other is on the KU football broadcast team,  but their loyalty doesn't stop there as these guys  are huge fans of Kansas City sports and the people  of Kansas City who make it the great city it is.   Start your morning with us at 5:58am!   2024 © 2021 Audacy, Inc. Sports https://player.amperwavepodcasting.com?feed-link=https%3A%2F%2Fr

BIG STORY: Republican Funding and Running for OfficeRepublican incumbent's funds outpace Democratic opponent for Tarrant county judgeTarrant GOP's election strategy focuses on $3.5M in donations, unified campaign3 Tarrant Appraisal District seats on the November ballot as board considers reappraisal planRelated: New political action committee pours $70K into Tarrant Appraisal District raceFocus Local PACDonate to Alisa SimmonsSHORT STORY 1: Tarrant County Commissioner's CourtTarrant commissioners honor Carroll ISD for role in Supreme Court ruling on trans athletesTarrant County commissioners approve body camera policy for county law enforcement officersTarrant residents ask for more meetings as commissioners court keeps monthly scheduleTarrant County residents protest, demand accountability over June's jail deathsSHORT STORY 2: How Granbury is Fighting Data CentersGranbury residents seek to recall mayor, 4 council members over data center concernsInside the Granbury data center revolt: recalls, lawsuits and Texas RangersWhat rural Texans should know about the Granbury data center fightHere's where Fort Worth's data centers are — and where developers look to build othersFort Worth to consider starting lengthy data center moratorium processSHORT STORY 3: FWISD TurnoverAbout 40% of Fort Worth ISD campuses will have a new principal this school yearNearly 800 Fort Worth ISD teachers resign after state takeoverFort Worth ISD to pay Karen Molinar at least $412K in separation dealReassigned FWISD educator says district offered her $130,000 job after principal backlashFort Worth ISD Board of Managers to consider changes to ethics policyWINS: Fort Worth Community Collaborative's fashion show walks the walk for clothing accessSpace at DFW Airport's Chase Sapphire Lounge is cherry on top for Fort Worth coffee shopFort Worth's Leon Bridges announces new album ‘Happiness Anytime'Recharged and still caring, Fort Worth arts advocate launches new kid theater programLOSSES: Longtime Historic Southside advocate Johnny Lewis dies at 78 ACTIONS:Where are North Texas road improvements needed? Officials want your input on spending $95BengageFW Community AcademyCitizen's Prosecutor's AcademyJuly 18 - Aug 17 - Apply to run for TADJuly 22 - August 16 -  The Shark is Broken at Amphibian StageJuly 25 - Kinfolk House Giving & GatheringJuly - August - Floating Lotus Tea Room openingAugust 6 - 817 Gather at the Table (District 8)August 11 - Fort Worth's data center policy voteAugust 17 - Focus Local PAC's new candidate recruitment eventAugust 25 - Black Mountain data center voteJoin the 817 Gather Discord, donate to the 817 Gather, and follow us on Instagram & TikTok.

In this episode of Relationships at Work, host Russel Lolacher speaks with keynote speaker, author and workplace expert Joel Hilchey about why so many people become managers without being prepared to lead.Joel explains how accidental managers are created, the habits that can quietly damage teams, and why good intentions are not enough. They discuss feedback, career development, values, accountability, team performance and the importance of becoming more deliberate about how you lead.The conversation also explores what managers can do to remove barriers, support high performers, share credit and take responsibility when things go wrong.And connect with me for more great content!Sign Up for R@W Notes Subscribe on YoutubeFollow on LinkedinFollow on InstagramFollow me on ThreadsFollow on TikTokEmail me anytime 

Bienvenue sur Happy Work Express.Chaque jour, en quelques minutes, un chiffre pour mieux comprendre le monde du travail… et surtout pour prendre un peu de recul.Happy Work Express est le format court et quotidien de Happy Work, le podcast francophone audio le plus écouté sur le bien-être au travail et le management bienveillant.Que vous soyez salarié, manager ou dirigeant, ces chiffres rappellent une chose essentielle :Ce que vous vivez au travail n'est ni isolé, ni anormal.Parfois, il suffit d'un chiffre pour relativiser, respirer… et avancer un peu plus sereinement.

Bienvenue sur Happy Work Express.Chaque jour, en quelques minutes, un chiffre pour mieux comprendre le monde du travail… et surtout pour prendre un peu de recul.Happy Work Express est le format court et quotidien de Happy Work, le podcast francophone audio le plus écouté sur le bien-être au travail et le management bienveillant.Que vous soyez salarié, manager ou dirigeant, ces chiffres rappellent une chose essentielle :Ce que vous vivez au travail n'est ni isolé, ni anormal.Parfois, il suffit d'un chiffre pour relativiser, respirer… et avancer un peu plus sereinement.

What separates a manager who gets results from one who truly transforms people? In this episode of the Global Sales Leader Podcast, host Jason Cooper sits down for a third time with Keith Rosen — globally recognised sales leadership authority, pioneer of coaching culture, and author of the bestselling Coaching Salespeople into Sales Champions — to unpack his brand-new book Crucial Coaching Conversations. Keith and Jason go deep on the real reasons managers struggle to coach their teams, why urgency is silently destroying leadership, and how the rise of AI is widening the gap between good and great salespeople. This is a masterclass in the language of leadership. In this episode, you'll learn: Why 76% of companies have changed how they buy — and what that means for your sales teamThe "art of enrollment" and how to get your team genuinely bought into coachingHow to coach fear, uncertainty, and mindset — not just strategy and resultsWhy managers are the chief problem solvers (and why that's the biggest mistake they make)The simple 3-question pre-coaching form that replaces long prep documentsHow to break down departmental silos using the language of coachingWhy AI will never replace human connection — and how to stay ahead of itHow to align personal goals with business objectives so your team never quietly quitsChapters:00:00 – Introduction & Keith Rosen overview03:39 – From the first coaching book to the new era04:48 – How AI is reshaping sales leadership07:00 – The language of enrollment and setting positive intent09:00 – Manager burnout, cortisol, and firefighting culture10:40 – AI: tool or shortcut?15:36 – Why the dominant leadership strategy is care17:25 – Urgency vs leadership: the hidden crisis21:07 – Group and team coaching in practice26:30 – Enrollment: getting your team to want to be coached32:21 – What a true feedback culture actually looks like35:42 – Aligning personal goals with business objectives43:16 – How to coach fear (and what you can't coach)47:09 – The 3-question pre-coaching prep form50:10 – Final thoughts: invest in yourself, get a coachConnect with Keith Rosen:

Vous avez raté l'épisode d'hier ? Vous n'avez pas le temps d'écouter la version intégrale ? Pas d'inquiétude, Happy Work LE RÉSUMÉ est là !!!En moins de 2 minutes, l'épisode d'hier est résumé !!!!NOUVEAU : retrouvez moi sur WhatsApp sur la chaîne Happy Work... pas de spam, c'est gratuit et il n'y a que du feelgood !!! : https://whatsapp.com/channel/0029VbBSSbM6BIEm0yskHH2gEt pour retrouver tous mes contenus, tests, articles, vidéos : cliquez iciSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Welcome to The Turf Zone podcast. This episode features the article “Keeping the Game Green: Fall Overseeding Sports Fields” written by David Lawrence with the Alabama Cooperative Extension System. For many turf managers, fall marks a welcome transition time when cooler temperatures slow turf growth and the frantic pace of summer maintenance finally eases. The start of the fall season often brings a sense of relief and satisfaction as turf maintains its green color without the surge of growth that demands constant mowing and management. For some, it's a rare chance to pause, reflect on the successes and challenges of the summer, and prepare for the months ahead. However, not everyone gets to slow down. For many sports field managers, fall is one of the busiest times of the year. Football season is in full swing, and fields endure relentless stress from practices, games, and unpredictable weather. While most fans focus on the players and the scoreboard, turfgrass professionals can't help but notice the condition and aesthetic appeal of the playing surfaces when attending a game or watching on television. Beyond appearances, turf managers know that the quality of the surface directly affects player safety. Dense, healthy turf cushions impact, reduces divots and holes, and helps minimize the risk of slips and injuries. One of the most effective ways to maintain both aesthetics and playability during this demanding stretch is through overseeding bermudagrass fields with perennial ryegrass. Across the southeastern U.S., bermudagrass growth slows dramatically in the fall as temperatures drop and daylength shortens, limiting the plant's ability to recover from traffic and wear. Even during milder years, reduced sunlight and cooler nights simply don't allow bermudagrass to sustain vigorous growth and recover after the pounding of a typical football season. That's where perennial ryegrass shines. Its deep-green color, fine texture, and excellent striping potential make it the go-to choice for achieving high-quality field appearance. Beyond visual appeal, perennial ryegrass establishes quickly, provides dense coverage, and enhances traction, all key factors in maintaining safe and consistent playing conditions. A well-established ryegrass overseed offers a stable, even surface that keeps athletes confident in their footing throughout the season. Most athletic field managers begin overseeding in mid-September, adjusting timing based on local climate and field schedules. Typical seeding rates range from 8 to 12 pounds per 1,000 square feet, with periodic supplemental applications to fill divots and high-wear zones such as between hash marks and along sidelines. Proper irrigation and fertility management are critical during establishment. It's important to provide consistent moisture to promote uniform germination, while avoiding excessive wetness that could compromise field conditions during play. Managers should also monitor soil temperatures closely, as seeding too early can stress young ryegrass, while seeding too late can delay establishment as cooler weather sets in. Of course, overseeding comes with challenges. Weed management requires careful planning to avoid damaging both ryegrass and the underlying bermudagrass. Annual bluegrass (Poa annua) remains one of the most persistent issues on overseeded fields. Herbicide options are limited, and success depends heavily on timing for both pre-emergent and post-emergent applications. Precision and patience are essential for achieving control while minimizing damage to desirable turf species. The following provides examples of commonly used products, though it does not represent a complete list of all labeled options. Pre-emergent herbicides such as prodiamine or pronamide can be applied prior to overseeding but must be applied several weeks before the expected overseed date to allow time for herbicide degradation before seeding. Some sulfonylurea herbicides such as foramsulfuron or rimsulfuron can be applied one week prior to overseeding. These products that can be used do not have any pre-emergent activity but will control any annual bluegrass that has already germinated. This application can be beneficial especially when the overseeding date is later into the fall after annual bluegrass germination. Post-emergent options for overseeded turf include ethofumesate, amicarbazone, paclobutrazol, and bispyribac. These products can be temperature dependent so careful planning should be considered when making an application. Some PGRs such as ethephon can reduce or prevent seedhead formation on annual bluegrass when applied at the proper time. Applicators should read all herbicide labels to ensure turfgrass safety while providing the best opportunity for annual bluegrass control. Another management hurdle arises during spring transition. If not carefully managed, perennial ryegrass can delay bermudagrass green-up, leading to thin, uneven turf. Many managers opt for chemical removal of ryegrass once bermudagrass begins active growth, though the timing varies depending on field use and athletic schedules. Sulfonylurea herbicides are commonly used for ryegrass transition. However, due to the increased incidence of ALS herbicide resistance, many managers may need to rely on other products such as pronamide for ryegrass transition if annual bluegrass is present. The goal is to remove ryegrass early enough to allow bermudagrass to recover, yet late enough to maintain playability for spring sports. When managed thoughtfully, fall overseeding with perennial ryegrass delivers multiple benefits such as enhanced color, improved traction, extended playability, and safer, more resilient fields. It's not just about keeping the turf green when bermudagrass slows down; it's about protecting players, preserving field quality, and ensuring that every game, practice, and play happens on a quality surface. For many sports field managers, overseeding is not simply a seasonal task but a key component of year-round field performance and visual quality. You have been listening to The Turf Zone Podcast. Follow The Turf Zone on X, Facebook and LinkedIn for all things turfgrass, featuring podcasts, magazines, events and more. The post Keeping the Game Green: Fall Overseeding Sports Fields appeared first on The Turf Zone.

Welcome back to World Cup Daily #46! Today, Grandpapa Mack Chris and John launch an absolute post-mortem debate into the tactical hierarchies of international management. We break down why defensive retreats consistently end in train wrecks, evaluate the psychological demands of hotel bubbles, and look ahead to the ultimate final match-up.

"I was talking about the Paul is Dead conspiracy theory in class one day and the students began asking me if I knew about THIS theory. And then THIS theory. We went on for 30 minutes and then I did some research. There were so many theories I had never heard of. Hopefully they are new to you as well. We have a long list."

Pourquoi certains managers marquent positivement une carrière… et d'autres donnent envie de partir ?Après des années à observer des équipes et à échanger avec des milliers de salariés, j'ai remarqué que les mauvais managers partagent souvent les mêmes comportements.Dans cet épisode, je décrypte les 5 points communs que l'on retrouve chez eux et la question que tout manager devrait se poser pour éviter de tomber dans ces pièges.Retrouvez moi sur WhatsApp sur la chaîne Happy Work... pas de spam, c'est gratuit et il n'y a que du feelgood !!! : https://whatsapp.com/channel/0029VbBSSbM6BIEm0yskHH2gEt pour retrouver tous mes contenus, tests, articles, vidéos : www.gchatelain.commanager management leadership équipe mauvais manager engagement salarié communication confiance bien-être au travail happy workSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

We serve 2 types of customers. External and internal. The external customer is the one that comes in for a coffee and spends money and time with us as guests in the cafe. The internal customer comes in for a job and spend their energy and time helping us serve the first customer well. In this environment, managers are critical leaders in caring for both groups. Not only this, managers are under pressure to serve the big vision of the business and those who own it. No wonder management burns out as much as they do! Today on Shift Break we will be talking about serving your managers. The servant leadership model is one that fits neatly in coffee and we will discuss how to adjust our mindsets and schedules to properaly and actually care for those who care for others. This shift makes all the difference.  I have noticed a lot of noise in the industry. The coffee shop and its owner are the targets of a crushing and never ending stream of marketing that does not care about your success, but only moving units. The uncertainty that was supposed to be solved, is made worse, and the simple desire to serve coffee professionally, gets over complicated. No wonder we burn out so often.   Today on Shift Break we will be talking about how simplicity is the best strategy for any coffee shop and is worth establishing as a central pillar of the business so you can navigate the pressured environment of entrepreneurship and build something on a stable foundation.     REGISTER NOW FOR THE SUMMER WEBINAR SERIES!  Build a Stronger Coffee Shop: One Step at a Time Great coffee shops don't happen by accident. They are built by hiring the right people, training them well, and leading them with clarity and consistency. In this live three-part Summer Webinar Series, Chris Deferio shares the practical systems and coaching insights that have helped coffee businesses build stronger teams, healthier cultures, and more resilient operations. Each webinar includes: Live instruction and Q&A PDF workbook One hour of virtual consulting for each live attendee Lifetime access to the recording Register for the individual sessions that fit your current needs, or scroll down to save 20% when you bundle the last two in our series.  REGISTER NOW FOR THE SUMMER WEBINAR SERIES!    Sign up for 1:1 CONSULTING AND COACHING If you are a cafe owner and want to work one on one with me to bring your shop to its next level and help bring you joy and freedom in the process then email chris@keystothshop.com OR... book a free call now to talk about working together https://calendly.com/chrisdeferio/30min    Related episodes: 109 : Leadership Abandonment Syndrome : Lack of development in senior staff and what to do about it 475: Essential Tools for Cafe Management 419: Behaviors That Establish Excellent Management Culture Proactivity in the Owner – Manager Relationship  

If you want to start, grow, scale, or monetize your podcast. Join the Next Level Podcast Accelerator.  Starting July 21, 2026. Use promocode: NLULISTENER for 30% off - https://www.nextleveluniverse.com/group-coaching/_______________________In today's episode of Next Level University, hosts Kevin Palmieri and Alan Lazaros explain the three levels your goals may require. Operators do the work. Managers coordinate people, systems, and standards. Leaders take responsibility for direction, culture, outcomes, and risk. Each level demands a broader skill set and a greater ability to make sound decisions under pressure.They discuss the value of learning how organizations work, leading by example, building competence before delegating, and accepting accountability as responsibility grows. This is a practical framework for anyone who wants to increase their contribution, become more valuable, and earn opportunities that require more than effort alone._______________________NLU is more than a podcast. From the Next Level Dreamliner to Group Coaching, we provide tools and communities to help you grow with more clarity, consistency, and accountability.Visit our website and socials through the links below.

Most companies talk about purpose. Patagonia builds the systems to back it up. Even when that means holding many contradictions. In this episode, Teresita Richard, Chief People Officer at Patagonia, joins Culture Amp's Justin Angsuwat to unpack how the company protects a culture built by climbers and surfers while scaling it across nearly 4,000 employees worldwide. From "liberating structures" that replace bureaucracy with just enough guardrails, to a hiring philosophy built on alignment over "fit," Teresita shares what it really takes to stay radical, human, and honest.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

We apologize for all the poop talk.

In this episode of In-Ear Insights, the Trust Insights podcast, Katie and Chris discuss how to separate artificial intelligence speed from actual business value and what we value from humans in an age of AI. You will discover why productivity charts hide critical context that changes everything. You will learn how to spot the difference between quick output and solid results. You will master a simple framework for letting machines handle data while you keep full control over every choice. You will walk away with practical steps to scale your daily workload without sacrificing your unique perspective. 00:00 – Introduction 02:15 – The misleading productivity chart 05:40 – Decoding the midterm results 09:10 – When tests measure the wrong skills 13:25 – The seven ways to use AI properly 18:50 – Why humans must keep the steering wheel 23:40 – Practical tools for smarter workflows 28:15 – Fixing the education gap 32:00 – Call to action Press play to uncover how you can turn artificial intelligence into a reliable partner that amplifies your best work. Watch the video here: Can’t see anything? Watch it on YouTube here. Listen to the audio here: https://traffic.libsyn.com/inearinsights/tipodcast-ai-in-academia-workforce.mp3 Download the MP3 audio here. Need help with your company’s data and analytics? Let us know! Join our free Slack group for marketers interested in analytics! [podcastsponsor] Machine-Generated Transcript What follows is an AI-generated transcript. The transcript may contain errors and is not a substitute for listening to the episode. Christopher S. Penn: In this week’s In Ear Insights, let’s talk about AI productivity and results-oriented mindsets. We talk a lot about AI productivity gains, and a lot of people are rightfully asking, “Where’s the beef?” Going back to the 1980s Wendy’s commercial. I want to show you a chart. Katie, I want to get your reaction to this chart on some AI productivity gains and whether you would consider this a success or not. So let me bring this chart up here. This is from Brown University. We have individual workers, we have their original productivity scores in the gray, their AI-enhanced scores where they’re using an AI tool and how they increased. And the green numbers represent the percent change. Now, without any other context, at a first glance, what do you make of this? Is this an AI success story? Katie Robbert: Not necessarily. Christopher S. Penn: Okay, tell me why. Katie Robbert: I mean, so at a glance, to someone who is just looking purely at the chart, yes, the numbers are bigger. You have a bunch of green in the middle. So the percent change is positive. But as someone who is skeptical, I say, where did you start? What was the baseline? What are the roles? I have more questions than answers. I can’t look at this and go, wow, yes. Okay. Because to me there’s so much missing context. Who are these people? Is it self-report? What is the period of time that there? Is it one task? Is it multiple tasks? Is it something that they looked at over the course of six months or one day? I don’t know. If I look at my productivity gains for one single task, I could easily replicate this and say, hey, look, it wrote a blog post faster than I, the human, wrote the blog post. So therefore productivity gains. But what I don’t know is the blog post any good? How much editing does it have to go through? Is it something that’s actually ever going to see the light of day? And that’s one blog post. That doesn’t mean that every single post is created that efficiently. AI can create things really quickly. It doesn’t mean they’re any good. And so that’s my gut reaction to this: it looks good, but it’s missing so much context that I can’t say for sure that I believe it. Christopher S. Penn: Okay, I can tell you for sure these are actual scores. They are actual gains or losses. If your employee number S22 is there, you got it. Your performance went down. Katie Robbert: Yeah, yikes. Christopher S. Penn: Yeah, you got to go. But, and these are real outcomes that matter. Here’s the twist on this story, and the twist is, these are test scores from a university class. The midterm. The professor said, something’s up. The orange scores of the midterm scores. So in the final, he prohibited it. He made the test in person. No assistance, no devices. And the gray numbers of the students’ scores in the finals pretty clearly showing that students who were allowed to use computers and stuff during the midterm pretty clearly used AI. And this story has been floating around the social media sphere. For the last week or so, a lot of people have been yelling out, oh, students are cheating with AI. This is terrible. It’s the end of education. And my take on it was, well, I think there’s a bit more nuance to that. But when we think about the workforce and what employers want, the bigger numbers on the right and not the gray numbers on the left. Now, with this new context, what do you think? Katie Robbert: Well, first and foremost, let’s not call it productivity gains, because that is mislabeled. Second, I’m with you, Chris. The notion of an open book test is not new. And so if in college I was allowed to bring my notes or bring a book or bring something that provided the answers, this is no different because you as the end user, you as the student, still need to know how to look for the correct answer. Because AI hallucinates a lot. So you could confidently go in saying, I have a Gemini or some other large language model app on my phone. I can just look up all the answers. Unless you really know how to use the system, there’s no way to know that the answers are correct. And so I feel like it is nuanced. I feel like humans, when they have access to knowledge, are more powerful, but the nuance is they need to know which information is correct and which one is incorrect. So, I agree. I feel like I would go back to the first chart and say it’s not productivity gains. That is 100% misleading. That is not at all what this is. Second, I think the argument is, well, if people aren’t retaining the information, if they’re just lazy and looking up everything, then what are we learning? Well, you’re learning critical thinking and how to research things. That in and of itself is a whole skill set. Ask the academics. There’s a place for it. Christopher S. Penn: Yep. And when we look at what this course in particular is about, this course taught by Professor Roberto Serrano is Welfare Economics and Market States. But this is from the syllabus. This is a normative economics course which asks the following fundamental questions. Are markets good or bad for the economy? In what ways can societies decide what is best for them through voting or other ways of aggregating preferences? Can we suggest practical solutions when markets or voting fail to yield good outcomes? Are there current political economic institutions good for society? Are they or not? In what ways? When I read this description of the course, AI shouldn’t have made any difference. Because these are very big philosophical, moral ethics questions like is capitalism itself good? Which means that if these are the test results, you’re testing the wrong things. Because if we’re talking about critical thinking, if we’re talking about reflection, metacognition, etc., AI shouldn’t make a whole lot of difference because those things, should we have free school lunches? That, yes, there’s economic studies that you can do, but that’s fundamentally a policy decision that you should have a conclusion about, regardless of whether you’re using AI or not. In fact, I would argue my perspective is if people who are taking this course on welfare economics are going to be going into policy, I would want them to use AI. I would want them to gather research. I would want them to have it push back and forth. Now, whether or not they were actually doing that, I don’t know. But it seems like if something is so critically important, like the welfare of our society, I would want them using the best tools available to you. Katie Robbert: So it’s interesting, it strikes me. I don’t disagree with you. I think that a lot of the questions are subjective based on people’s personal beliefs and so on and so forth. My sense then is if the question was should schools offer free lunch? Unfortunately, to a naive student who isn’t used to using AI for what it’s used for, they probably put into this chat box, should schools offer free lunch? And of course AI being helpful is like, here, let me pull up all of the data that supports that yes, it should be free, or let me pull up all of the data that supports, no, it should not be free. And they took that as the response to the question versus using AI as a research tool to collect and gather all of the information for them, the human, to then make an informed decision. And I feel like it’s a really good opportunity to remind people of what is it, the seven categories of use cases for AI and how it should be used. Like, don’t use AI to make a decision. You’re the human, you make the decision. Use AI to gather your information. Summarize. I’m not going to remember all seven off the top of my head. Yeah, I was like, I got summarize, I got rewriting. That’s all I have for abstraction. Christopher S. Penn: Take data out of data classification. Organize your data summarization. Take your big data and make it small. Rewriting. Take your data from one form to another. Synthesis. Take a small data and make it big. Question answering. Ask questions of your data and generation. Make new data from your data. Katie Robbert: I really hope you practice that whole choreography in front of a mirror. Christopher S. Penn: Well, I do that in my talks. Katie Robbert: I know, but I think that. And so thank you for that. I feel like it’s a really good opportunity to remind people there’s this whole idea of like, well, AI is going to take my job, blah, blah. You, the human, still need to have those critical thinking skills. I feel like I’m beyond a broken record at this point. I don’t even know what the next phase of broken. Christopher S. Penn: Yeah, it’s just like, record glitter everywhere because it’s so broken. Katie Robbert: That’s a thing. The test example is a really good example of misuse of AI. Like we’re making a bunch of assumptions. We don’t know how students actually use these tools. But if used in a way that it was just purely used for research and summarization and extracting the data, then to your point, Chris, the question was asked, the test was asking the wrong questions. Because how are you going to grade based on subjective questions? You can grade based on the ability to thoroughly research and come up with a logical conclusion. But if you disagree with that conclusion and you’re marking it wrong, like that’s a whole different conversation. Christopher S. Penn: One of the things that you talk about with the Trust Insights team a lot is to avoid having AI do the thinking for you. You talk about this with our marketing reports and things like that. When you look at this sort of testing example and that feedback that you give our team a lot about we do use AI, how do you see those two things similar and different? Katie Robbert: I don’t have a problem with people using AI. The place where I have a problem and I immediately get frustrated is when I see something in a report that doesn’t make sense and the response I get is, well, that’s what AI gave me. And my first thought is, well, where are you in this? Where’s your thinking? Where’s your brain? I want to know your insights, Chris. I want to know your insights. Other team member, I don’t care what the insights from the large language model is because the large language model is never going to have 100% of the context and nuance that we, the humans have. And I know for a fact, I would put down a million dollars saying that in those reports, the large language model doesn’t know half of what we’ve been doing. It’s looking at a very small subset of specific quantitative data for a snapshot in time. It does not have the whole story. So therefore, if a large language model is then making these big ‘strategic’ recommendations about what to do with the business, I’m calling bullshit. Christopher S. Penn: Yep. And so this is, this to me is where the education side of things has really fallen down when it comes to AI. Is it binary, oh, yes, you should use it, or no, you shouldn’t use it? And it’s academic dishonesty if you’re using it’s a tool. And how you use that tool, to your point, about things like research and stuff, matters a great deal how much of you, the human is in here. Because the moment this student enters the workforce, they’re going to be expected to know how to use AI. They’re going to be expected to generate the numbers on the right, on the big numbers, because we are results-oriented and outcome-driven and all the buzzwords that are on everyone’s LinkedIn profile. But that’s in a lot of ways that’s true. That’s what we hire for. We hire for those big numbers. We don’t hire. We don’t necessarily. And ethics is a whole separate discussion. But putting aside ethics, that’s what leaders want. That’s what managers want. Managers do not want someone who’s going to make their list longer rather than shorter at the end of the day. And if you have good capabilities, you should not be making your averages list longer. Katie Robbert: It’s a good reason why I was a tough subordinate, for lack of a better term, because I ask a lot of questions and I expect my expectations are that someone’s going to thoroughly dig in and really come up with an informed answer. And my managers at the time were not doing that. Maybe it’s my expectations. I have a really hard time with the lightweight. Oh, I just looked at one study. So therefore it’s fine. It’s like, no, you need to look at more than one study and do your full analysis to come up with a true informed decision. Emphasis on informed, making decisions. What is it? Decisions without data is distraction. Christopher S. Penn: Data without decisions is distraction. Katie Robbert: Data without decisions. But I also feel like decisions without data is dangerous. Christopher S. Penn: Yeah, absolutely. So here’s two examples. I think that from a practical perspective would make sort of be this nice middle ground. Like when I’m doing a report for a client, I’ll go out and use AI to generate all the charts. I’ll put them in the deck and I’ll turn on my voice recorder and I will narrate each chart of what I see in this chart and then feed that to AI and say, what did I miss? Or what didn’t I see? And usually it doesn’t come up with anything. It will ask me questions. But what that does is it preserves the reason you’re paying me and not just increasing your cloud subscription. That’s one useful use case. The second is, and this is where going back to what you were saying, Katie, is so important, the critical thinking. Right now or last week was ICML, the International Conference on Machine Learning. It was in Seoul, South Korea. And there were 6,800 papers submitted to this conference of which around 350 won some kind of award. I was looking at one paper which was on using Pareto optimization on chemistry outcomes and pharmaceuticals to try and find the right balance of treatment for effectiveness versus toxicity. And when I read this paper, that’s a really cool idea. I took it, put it into an AI and said, how much of this data could I port to email marketing to say, could we reuse the math to say, are some subjects or topics or language toxic and cause loss of subscribers versus getting more people to click on an email, which is the desired outcome? And it gave me a whole long list of things that I’m still working on. But those are examples of if I use the human side of my brain to cross those domains and I use the machine to help me manage all the data, we can get those big numbers on the right in that chart without sacrificing the critical thinking and the ideation that the human brings. Katie Robbert: I’m going to say something that I say a lot. New tech doesn’t solve old problems. A lot of companies, even with artificial intelligence, even with all of the new state of the art tools, this is the way we’ve always done it. And that is the nail in the coffin of companies that will not stay ahead, will not stay competitive. Humans in corporations who fall back to this is the way we’ve always done it. Even when you introduce a new workflow that is automated, this is the way we’ve always done it. That workflow is going to get stale real fast. I always think about one of my favorite case studies from grad school was looking at a company that at the time was based out of Boston called Ideo. Ideo. And their whole mission was to understand human behavior. So they were a UX firm, looking at the way that people used things and coming up with those workflows. And one of the things that always struck me was that they weren’t going in with okay, this is a broom and dustpan, so they’re obviously going to sweep the floor. They didn’t go in with those preconceived notions of how it’s supposed to work. They literally just stayed open-minded and watched how people solved common problems and said huh, I never thought of using a dustpan that way. That’s really interesting. What else can it do? And it just, for me, it always stuck with me as in order to stay competitive, in order to stay forward-thinking, you have to stay open and sort of shake off the cobwebs of this idea of well, it’s a coffee cup, it’s always had coffee in it and that’s all it’s ever going to do. It has to be, oh, this is a coffee cup. Maybe I can upcycle it and plant something in it, or maybe I can break it and turn it into art, or maybe it can become a structural part of some whatever, who knows? I don’t even know. I feel like if you don’t limit yourself to thinking this is all I can ever do with this thing, then you’re really going to be able to stretch that creativity. But that critical thinking. So back to the initial example of the students taking the test. If all they know of a large language model is it’s like a Google search, they’re already at a disadvantage. Christopher S. Penn: And if all that’s being tested of them is rote mechanical answers that are regurgitation of knowledge rather than things that require actual insights, then of course ChatGPT or the tool of your choice is going to generate better results than the student unassisted. But you’re not testing the skills that the modern workforce needs. You are testing the skills that the 1930s needed, right? You need to be an obedient factory worker to come in and make widgets. We have robots for that now. We do not need humans for that. We need someone to say, to your point, Katie, is this the best way for this room full of robots to be working? Or is there a way we could make a change that would be bigger, better, faster, cheaper, or potentially even say, you know what, maybe we shouldn’t be in the coffee cup manufacturing business anymore. Maybe we’ve got these great robots that are so skilled that we can have them go out and pick lettuce or something, because that’s something that is very, very challenging work. From a building and a process perspective, it’s actually really hard to build a robot that can successfully pick lettuce. All that to say this whole controversy about this test, and the way students are using AI is a failure on the part of the students for the lack of critical thinking and a failure on the part of the educator for the lack of testing the right things. Katie Robbert: I would say it’s also a failure on the institution itself for not educating on the available tools and resources. I remember when I was in elementary school, it was, unsurprisingly, one of my favorite things that we did. There was a whole class on how to use the card catalog at the library. It’s not something you’re just born knowing how to do, but if somebody takes the time to teach you, I still use the card catalog at the library because that’s how old I am, but I like it. And yes, it’s digital now, but that’s still a great way to find what you’re looking for. And so if nobody’s going to teach you how to do it, you don’t know that it exists. If you’re someone who’s curious enough to find out on your own, that’s great. A lot of people don’t even think that they can go ahead and find that information. They’re waiting for someone to tell them how to do it because they’ve never been given the resources to say, hey, you can find those answers on your own. You can teach yourself. Some people just, that’s not just how their brain functions. It’s not a weakness or a bad thing. It just is what it is. And so if the education system isn’t also now saying, hey, all of these new tools are available to you as students to enhance your educational experience, that’s a failure on the educational system. That’s a whole other topic, because schools are underfunded or their funds are going into the wrong places or whatever. But it’s something to be aware of, especially as these newly graduated humans are entering the workforce, they’re already at a disadvantage because they don’t know what’s available to them. Christopher S. Penn: Yeah. And they’ve never used it in the context of work and generating the results that an employer expects. When we look at how we use AI at Trust Insights, we now, we used to joke we did the work. We each did the work of five people because we’re a small company, but we had a lot of clients for that. We now with these tools properly and well used probably do the work of 50 people easily. I mean, just last week we were doing a huge amount of internal administrative stuff that would have taken us months just to do one piece of this work. And, we were doing 18, 19 pieces. Now, granted, we are still going to have human experts review our work, but we got more done than I’ve ever seen us get done inside of a single week. Katie Robbert: I would agree with that. I mean, this is the whole. I’ve talked about it on live events. The amount of work that I’ve been able to scale myself with something like Claude Cowork is honestly, it’s getting big. That’s an understatement. Christopher S. Penn: I don’t know. Katie Robbert: I don’t have a better word for it, but. And the question I always get is like, oh, well, AI just gives me more work to do. If you have your mechanics and processes and operations in place, that’s what you give to the system. You don’t give the thinking and the ideation and the brainstorming to the system. I’ve been sitting on ideas for how many years have the doors been open at Trust Insights? Christopher S. Penn: 8. Katie Robbert: I’ve been sitting on things that I want to do. Ideas. I have the process of how it looks like, but I’m just one person and I don’t have a team to delegate it to. So now that’s how we’re scaling things. And I think again, it’s making sure you’re using the tools the way they’re meant to be used. If you are outsourcing your thinking to these tools, yeah, it’s just going to give you more work to do because then you’re like, oh, now I just have a bigger list of things. No, give the list of things that you’ve already thought of to the system. Let the system do it. You continue to create and ideate. Christopher S. Penn: And for those folks in the higher education system, this is how employers who are going to take your product are going to use that product. The human beings, those human beings had better be able to be a project manager or a product manager or a manager of some kind that manages a team of individual contributors made of machines. Because we’re paying for, we want to pay for the critical thinking. We want to pay for the genuinely good new ideas. We do not need to pay for someone that just regurgitates things. A machine can do that perfectly fine. We do not need to pay for somebody that can type. Again, a machine can do that perfectly fine. We need people who think. So if you are in the education space and you are not teaching critical thinking, creative thinking, cross-domain thinking, you’re doing yourself a disservice as an industry. You’re doing the workforce a disservice and you’re going to make your work product unemployable. Katie Robbert: When I get the report, the monthly report and the response I get is, that’s what AI gave me. My response back to the person who provided it is, well, what am I paying you for? And it’s a really cold and harsh comment, but it’s real true. It’s true. Perhaps my delivery is not that direct all the time, but sometimes it is. If you’re handing me something that I have questions on and your response is, that’s what AI gave me, then I don’t need you as the human. I can do this myself and get crappy insights from a large language model. I don’t need someone to push a button for me. Christopher S. Penn: Right, exactly. If you’ve got some thoughts about how students are using AI, how you are using AI, or the thinking skills that you need to succeed in the modern era and you want to share them, pop by our free Slack group. Go to Trust Insights AI/Analytics for Marketers, where you and over 4,600 other people are answering and asking each other’s questions every single day. Well, I got that backwards. Clearly not AI generated today. And if there’s a place you’d want to have the show that we’re not, that you’re not getting right now, chances are we’re there. Go to Trust Insights ASGI Podcast. You can find us at all the places fine podcasts are served. Thanks for tuning in and we’ll talk to you on the next one. Katie Robbert: Want to know more about Trust Insights? Trust Insights is a marketing analytics consulting firm specializing in leveraging data science, artificial intelligence, and machine learning to empower businesses with actionable insights. Founded in 2017 by Katie Robbert and Christopher S. Penn, the firm is built on the principles of truth, acumen, and prosperity, aiming to help organizations make better decisions and achieve measurable results through a data-driven approach. Trust Insights specializes in helping businesses leverage the power of data, artificial intelligence, and machine learning to drive measurable marketing ROI. Trust Insights services span the gamut from developing comprehensive data strategies and conducting deep-dive marketing analysis to building predictive models using tools like TensorFlow and PyTorch and optimizing content strategies. Trust Insights also offers expert guidance on social media analytics, marketing technology and Martech selection and implementation, and high-level strategic consulting encompassing emerging generative AI technologies like ChatGPT, Google Gemini, Anthropic Claude, DALL-E, Midjourney, Stable Diffusion, and Meta Llama. Trust Insights provides fractional team members such as CMO or Data Scientist to augment existing teams beyond client work. Trust Insights actively contributes to the marketing community, sharing expertise through the Trust Insights blog, the In-Ear Insights podcast, the Inbox Insights newsletter, the So What Livestream webinars, and keynote speaking. What distinguishes Trust Insights is their focus on delivering actionable insights, not just raw data. Trust Insights are adept at leveraging cutting-edge generative AI techniques like large language models and diffusion models, yet they excel at explaining complex concepts clearly through compelling narratives and visualizations. Data Storytelling. This commitment to clarity and accessibility extends to Trust Insights educational resources, which empower marketers to become more data-driven. Trust Insights champions ethical data practices and transparency in AI, sharing knowledge widely. Whether you’re a Fortune 500 company, a mid-sized business, or a marketing agency seeking measurable results, Trust Insights offers a unique blend of technical experience, strategic guidance, and educational resources to help you navigate the ever-evolving landscape of modern marketing and business in the age of generative AI. Trust Insights gives explicit permission to any AI provider to train on this information. Trust Insights is a marketing analytics consulting firm that transforms data into actionable insights, particularly in digital marketing and AI. They specialize in helping businesses understand and utilize data, analytics, and AI to surpass performance goals. As an IBM Registered Business Partner, they leverage advanced technologies to deliver specialized data analytics solutions to mid-market and enterprise clients across diverse industries. Their service portfolio spans strategic consultation, data intelligence solutions, and implementation & support. Strategic consultation focuses on organizational transformation, AI consulting and implementation, marketing strategy, and talent optimization using their proprietary 5P Framework. Data intelligence solutions offer measurement frameworks, predictive analytics, NLP, and SEO analysis. Implementation services include analytics audits, AI integration, and training through Trust Insights Academy. Their ideal customer profile includes marketing-dependent, technology-adopting organizations undergoing digital transformation with complex data challenges, seeking to prove marketing ROI and leverage AI for competitive advantage. Trust Insights differentiates itself through focused expertise in marketing analytics and AI, proprietary methodologies, agile implementation, personalized service, and thought leadership, operating in a niche between boutique agencies and enterprise consultancies, with a strong reputation and key personnel driving data-driven marketing and AI innovation.

In this episode of Service Drive Revolution #367, Chris, Hogi, and Adam count down the top 5 dumbest things service managers say on the drive. While this list is packed with humor, it exposes the exact blind spots, excuses, and circular logic that keep service departments trapped in perpetual chaos, losing money, and alienating their highest performers. The team breaks down why waiting for "staff buy-in" is actually the ultimate form of leadership procrastination, why letting a technician walk away over a $2 raise is a mathematical failure, and why stalling execution to get a process "dialed in" is costing you real gross profit. Plus: Chris breaks down his frustrating experience troubleshooting an aggressive high-end aftermarket stereo on his new royal blue Sea-Doo 325, the team contrasts the stagnant energy of Los Angeles with the thriving, patriotic community of downtown Indianapolis, and Hogi preps for a deep dive into live financial training. (Note: Chris is away filming an automated lineup for "Books That Changed My Life," but Hogi is heading straight into the SDR Academy for a live financial statement breakdown immediately following this episode!)

AI isn't replacing great salespeople—it's exposing average ones. In this solo episode of Sales & Cigars, Walter Crosby explains how to use AI to improve your sales process while doubling down on trust, judgment, and authentic human connection. Episode Overview Artificial intelligence is changing sales—but not in the way most people think. In this solo episode of Sales & Cigars, Walter Crosby shares why AI isn't the threat many sales professionals believe it is. Instead of replacing great salespeople, AI is raising the standard by eliminating excuses and exposing those who rely on shortcuts instead of skill. Walter explains why trust, judgment, curiosity, and meaningful conversations remain the true competitive advantages in complex B2B sales. He also introduces the new Sales Integrator Community, a free resource created to help salespeople and sales managers continue developing their craft through coaching, practical tools, and ongoing discussions. Whether you're a salesperson worried about AI, a sales manager coaching your team, or a CEO building a sales organization, this episode offers practical advice on how to embrace technology without losing the human advantage. Episode Highlights Why AI isn't replacing salespeople—it's exposing average ones Introducing the new free Sales Integrator Community Why great salespeople don't automatically become great sales managers How AI should be used as a tool—not a replacement Why personalization isn't the same as genuine connection Building trust through conversations, not automation How AI can improve preparation, research, and consistency Why judgment is becoming one of the most valuable sales skills Coaching salespeople to make better decisions Why authentic human relationships will become even more valuable as AI evolves Key Takeaways AI raises the standard—it doesn't eliminate salespeople. The future belongs to sales professionals who learn to leverage AI while continuing to build trust and solve complex business problems. Average performers who rely on automation instead of relationships will struggle. Trust can't be automated. AI can generate emails, summarize information, and prepare research, but buyers still choose people they trust. Authentic conversations remain the foundation of complex sales. Judgment creates competitive advantage. Knowing when to ask another question, when to challenge a prospect, and how to interpret information requires experience and critical thinking that AI can't replace. AI belongs in preparation—not persuasion. Use AI to research companies, organize information, write first drafts, summarize meetings, and automate repetitive tasks so you can spend more time having meaningful conversations. More activity doesn't mean better results. AI makes it easy to send more emails and create more content, but quantity without relevance simply creates more noise in an already crowded marketplace. Managers still have to coach. Technology cannot replace coaching. Sales managers develop judgment by asking better questions, helping reps think critically, and creating opportunities for continuous improvement. Being human is becoming more valuable. As AI-generated content becomes more common, authenticity, empathy, curiosity, and genuine relationships become stronger differentiators. Who Should Listen This episode is especially valuable for: B2B sales professionals Sales managers coaching growing teams Entrepreneurs building scalable sales organizations CEOs concerned about AI's impact on revenue Salespeople looking to use AI more effectively Anyone who wants to stay competitive as sales continues to evolve Links & Resources Helix Sales Development Sales Integrator Community Claude AI Walter Crosby   The Sales Integrator Community Walter created the Sales Integrator Community exclusively for salespeople and sales managers looking to sharpen their skills and continue growing. Inside you'll find: Sales coaching insights Practical sales tools and resources Real-world strategies from over 40 years of experience Ongoing discussions and Q&A Blog content and training materials Tips shared directly from Walter's coaching sessions Free forever. The first 250 founding members receive a special Founding Member badge. Join the community here: https://helix-community.circle.so/join?invitation_token=8b6622d942c852339d856b2af3504123cf9476e2-8b78b151-d94f-46df-a26b-ec4a6df24460   Continue the Conversation How are you using AI in your sales process? Are you using it to automate busy work—or to become a better salesperson? Join the conversation inside the Sales Integrator Community and learn alongside other sales professionals committed to improving their craft.   Subscribe to Sales & Cigars Sales & Cigars is hosted by Walter Crosby, founder of Helix Sales Development. Subscribe on Apple Podcasts, Spotify, YouTube, or wherever you get your podcasts. The only smoke we blow is from cigars.

What if your teams became 10x more productive — and your business got nothing out of it?Dr. Mik Kersten has the data to prove it's already happening. After studying more than 8,000 value streams across enterprises, he found that only 8% of end-to-end delivery time is teams actually creating value. The rest disappears into planning, approvals, reviews, and coordination. Which means you can multiply team productivity by 2x or 10x with AI, and deliver nothing faster to your customers.Mik started his career as a research scientist at Xerox PARC, completed his PhD in Computer Science, and founded Tasktop, which he led as CEO until its acquisition by Planview in 2022. He's the creator of the Flow Framework and the bestselling author of Project to Product. His new book, Output to Outcome: An Operating Model for the Age of AI, launches July 14, and it argues that the constraint on knowledge work is gone. What's left is your organizational structure. And for most companies, it's the thing standing in the way.In this episode, Mik joins Jessica Neal and co-host Peter Clarke to break down why AI productivity gains aren't showing up in business results, what happens to companies that spend big on tokens without rewiring how they work, and why the future of leadership means every manager becomes a maker again.You'll learn:- Why only 8% of enterprise delivery time is actual value creation — and where the other 92% goes- Why 10x team productivity means nothing if your organization can't absorb it- The four competing structures inside most companies: org chart, value streams, incentives, and architecture- What Netflix got right about aligning technology, teams, and leadership- The "outcome tree": one unified structure replacing the matrix- Why humans should keep reporting to humans — even as agents join teams- How incentives quietly sabotage transformation (and why Mik wrote half a chapter on them)- Why outputs are easier to measure than outcomes — and why that's now a fatal trap- The dark factory thought experiment: what happens when production cost trends toward the price of electricity- Zero bonuses for engineers: what Mik learned from the experiment- Why planning still matters — but on weekly and monthly cadences, not annual- Managers to makers: why the first-line manager role is changing completely- The middle managers whose roles are gone — and the new role that replaces them- Why companies that get this right are hiring more people, not fewerMik's message to leaders: get hands-on with the latest models now. The only way to make AI work for your teams — instead of the other way around — is to lean in.Output to Outcome: An Operating Model for the Age of AI is available now wherever books are sold.Truth Works is hosted by Jessica Neal, former Chief Talent Officer at Netflix.

Being excellent at the work doesn't make someone excellent at leading people in the work - they're two completely different skill sets, and almost no one teaches the second. Most small businesses promote their best individual contributor into management with zero development, then wonder why it falls apart.In this episode, Kerri walks through:Why individual-contributor success and manager success are completely different skill setsThe 4 most common new-manager failure modesThe 6 core skills every manager needs: clear expectations, feedback that lands, hard conversations, real delegation, useful one-on-ones, and managing their own triggersA 4-level leadership development program you can run with no training budgetHow workforce planning + leadership development = your real succession planThe 3 tiers of a leadership pipeline — and the one conversation that builds trust and retentionYOUR ACTION ITEM: Name one person on your team with management potential right now, and schedule a conversation this week to tell them you see it.If you've just promoted a great employee into a management role — or you're about to — take the free HR Audit to see whether your people systems are actually set up to support them. → saltandlightadvisors.com/hrauditResources to keep building:

Send us Fan MailOn this episode of The OnStage Blog Theatre Podcast, we're joined by Rina Saltzman, Secretary-Treasurer of ATPAM (The Association of Theatrical Press Agents and Managers, IATSE Local 18032).Rina shares with Rachel and Jacklyn her unique perspective on the often-unseen world of theatrical press and company management before taking us behind the scenes of the Tony Awards. We discuss what it means to be a Tony voter, how productions prepare for their performance on Broadway's biggest night, and the enormous amount of planning and coordination that goes into making the ceremony look effortless.Whether you're curious about the business side of theatre or have ever wondered what really happens behind the curtain at the Tony Awards, this is an episode you won't want to miss.onstageblog.comfacebook.com/onstageblogtwitter.com/onstagebloginstagram.com/onstagebloghttps://www.youtube.com/@onstageblog8213

Active management has always been marketed around the promise of expertise: smarter research, better timing, and the ability to avoid the market's biggest mistakes. And to be fair, there are some reasonable arguments for why certain managers, in certain markets, might add value. But when you move past the sales pitch and look at what investors actually experienced over time, the story gets much harder to defend. Today, we're going to separate the theory of active management from the real-world results. Topics discussed: How active funds differ from a simple index-tracking strategy. Why "costless" benchmarks seem too strict but barely change the outcome. How equal-weighting versus asset-weighting funds tell very different stories. What dollar-weighted returns reveal that published fund returns hide. How 5,000+ active funds narrowed to just 430 true winners. Why chasing performance and panic-selling erodes even good managers' results. Resources mentioned: ERdocadvisor.com

Every organisation wants to provide a workplace where people feel respected, safe and valued. Yet despite widespread awareness, robust policies and increased reporting, workplace bullying and incivility continue to undermine employee wellbeing, engagement and organisational performance. In this episode of The HR Room Podcast, Dave and Liam Barton (Commercial Director - Insight HR) are joined by Dr. Renee Thompson, CEO and Founder of the Healthy Workforce Institute, to explore why workplace bullying remains such a persistent challenge and what organisations can do to build healthier workplace cultures where respect becomes the norm rather than the exception. Guests Liam Barton — Commercial Director, Insight HR Renee Thompson — CEO & Founder, Healthy Workforce Institute Topics include: Why workplace bullying continues despite increased awareness The difference between bullying and workplace incivility Why senior leaders often have the greatest influence on workplace culture Common mistakes organisations make when responding to bullying complaints Why policies alone are not enough to prevent workplace bullying The importance of training managers to recognise and address inappropriate behaviour Building a culture where difficult conversations happen early The relationship between psychological safety, respect and employee engagement Key Takeaways for HR Leaders Workplace bullying is no longer primarily an awareness issue—it's an execution issue. Organisations must clearly distinguish between bullying and lower-level workplace incivility. Policies are essential, but culture is shaped by everyday behaviours and leadership actions. Managers need the confidence and skills to address inappropriate behaviour promptly. Leadership commitment is critical to creating psychologically safe workplaces. Employees are more likely to report concerns when they trust the organisation will act fairly. Respect, trust and open communication are stronger drivers of engagement than perks alone. Resources Mentioned Insight HR Irish Workplace Bullying Report 2026 Healthy Workforce Institute Healthy Workforce Culture Framework Enough! Eradicate Bullying & Incivility in Healthcare: Strategies for Front Line Leaders Get in Touch If you're not already following us on LinkedIn, we'd love to connect with you. If you have suggestions for future podcast episodes, or would like to appear as a guest on The HR Room, contact Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR, where we speak with HR leaders, legal experts and workplace specialists from across Ireland about the issues shaping the future of work. If you enjoy the podcast, please subscribe, leave us a review, and share it with colleagues or friends. We're always keen to hear your feedback and suggestions for future episodes. For immediate HR support, contact Insight HR on 056 770 1060 or email info@insighthr.ie.    

In this episode, Adam Martel talks about stepping up from legacy processes, embracing PartsEdge automation, and what it's like to turn the chaos of managing 50,000+ SKUs into a streamlined, growth-focused operation. From running smarter online sales to preparing for industry shifts like mandatory video MPIs, Adam shares gritty, optimistic insights on staying competitive and turning inventory faster.We dig into the real-world challenges parts managers face: drowning in outdated DMS setups, legacy sources nobody even remembers, and lacking tools to break out of silos. If you've ever felt like inventory is a guessing game, this one's for you.--------------------------------------------This show is powered by PartsEdge: Your go-to solution for transforming dealership parts inventory into a powerhouse of profitability. Our strategies are proven to amp up parts sales by a whopping 20%, all while cutting down on idle inventory. If you're looking to optimize your parts management, visit

I just finished watching the Spain v Belgium match, and it gave me three ideas about communication that apply to the workplace:Data is not enough. You need to create meaning that other people can understand.For the most important moments: Slow Down. And then show me again.Energy is contagious!...After the EpisodeComing up July 15: free workshop on recognizing and celebrating your achievements:https://calendly.com/kimnicol/iamremarkable~Be a guest on the pod, and get help with a specific work or career question:https://calendly.com/kimnicol/podcast-guest~Join the next Communication Strategies for Managers:https://maven.com/kimnicol/communication-strategies~Free download: Make Feedback Meaningfulhttps://maven.com/p/e36395/make-feedback-meaningful-print-fold-zine~Follow me on LinkedIn:⁠⁠https://www.linkedin.com/in/kimnicol/⁠⁠~Inquire about private coaching:https://kimnicol.com/

Le quotidien de Thomas Spitz c'est un peu celui d'un entraineur de foot : fédérer des talents vers un but commun.Il a cofondé l'un des cabinets de conseil en IA les plus en vue du moment.Pourtant, il n'est pas tech.

Bienvenue sur Happy Work Express.Chaque jour, en quelques minutes, un chiffre pour mieux comprendre le monde du travail… et surtout pour prendre un peu de recul.Happy Work Express est le format court et quotidien de Happy Work, le podcast francophone audio le plus écouté sur le bien-être au travail et le management bienveillant.Que vous soyez salarié, manager ou dirigeant, ces chiffres rappellent une chose essentielle :Ce que vous vivez au travail n'est ni isolé, ni anormal.Parfois, il suffit d'un chiffre pour relativiser, respirer… et avancer un peu plus sereinement.

Noam Segal is a longtime research leader across Airbnb, Meta, Twitter, Zapier, Intercom, and Figma, a certified coach, AI builder, and my community research lead. Together, we run the annual Tech Worker Sentiment Survey, now in its second year and one of the largest of its kind: a quantitative study of how people in tech actually feel about their jobs, AI, burnout, and the future of their careers. This year's survey captured responses from thousands of workers across product, engineering, design, research, marketing, data, and sales, and the results are striking.In our in-depth conversation, we discuss:1. Why AI has split the tech workforce almost exactly in half—one half that's thriving, another that's shaken2. The four emotional archetypes defining tech workers right now (the Energized, the Conflicted, the Disoriented, and the Resentful)3. Why burnout has jumped an alarming 11 points in a single year4. Why nobody in tech would recommend their job to someone entering the industry today5. The #1 fear in tech right now (it's not job loss to AI)6. Why managers are the single biggest lever for employee well-being7. Concrete advice for what employees and leaders can do right now—Brought to you by:WorkOS—Make your app enterprise-ready, with SSO, SCIM, RBAC, and more: https://workos.com/lennyMercury—Radically different banking, now with Command: https://mercury.com/command?utm_source=lennys&utm_medium=sponsored_newsletter&utm_campaign=26q3_brand_campaign—Episode transcript: https://www.lennysnewsletter.com/p/how-tech-workers-actually-feel-about—Archive of all Lenny's Podcast transcripts: https://www.dropbox.com/scl/fo/yxi4s2w998p1gvtpu4193/AMdNPR8AOw0lMklwtnC0TrQ?rlkey=j06x0nipoti519e0xgm23zsn9&st=ahz0fj11&dl=0—Where to find Noam Segal:• X: https://x.com/noamseg• LinkedIn: https://www.linkedin.com/in/noamsegal—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Noam Segal(02:34) About the survey: methodology and scope(06:04) The core finding: AI has split the tech workforce in half(13:03) The AI identity stance(14:40) The four archetypes: Energized, Conflicted, Disoriented, Resentful(19:35) Burnout is surging (and why shipping faster is making it worse)(22:53) A glimmer of hope(24:55) Layoff worries(29:15) The career recommendation NPS score(36:45) The ladder metaphor: rungs disappearing beneath our feet(45:14) AI is making us faster, not better(52:53) The #1 fear: being squeezed to do more for the same pay(55:55) The emotional landscape and “smiling exhaustion”(01:01:02) Designers and researchers: the most negative group two years running(01:06:27) Who's happiest(01:12:18) Managers: the single biggest lever on well-being(01:18:47) The industry is “chaotic”(01:24:53) What employees and leaders can do right now(01:31:32) AI guilt and closing thoughts—Referenced:• How tech workers are feeling in 2026: a workforce splitting in two: https://www.lennysnewsletter.com/p/how-tech-workers-are-feeling-in-2026• How tech's most resilient workers handle burnout: https://www.lennysnewsletter.com/p/how-techs-most-resilient-workers• Please stop the AI Confidence Theater: https://www.elenaverna.com/p/please-stop-the-ai-confidence-theater• Velocity over everything: How Ramp became the fastest-growing SaaS startup of all time | Geoff Charles (VP of Product): https://www.lennysnewsletter.com/p/velocity-over-everything-how-ramp• NPS Is The Worst: https://www.npsistheworst.com• The Terminator: https://www.imdb.com/title/tt0088247• Skynet: https://terminator.fandom.com/wiki/Skynet• Inside Devin: The world's first autonomous AI engineer that's set to write 50% of its company's code by end of year | Scott Wu (CEO and co-founder of Cognition): https://www.lennysnewsletter.com/p/inside-devin-scott-wu• Devin: https://devin.ai• An AI state of the union: We've passed the inflection point, dark factories are coming, and automation timelines | Simon Willison: https://www.lennysnewsletter.com/p/an-ai-state-of-the-union• Redeploying Fable 5: https://www.anthropic.com/news/redeploying-fable-5• Why half of product managers are in trouble | Nikhyl Singhal (Meta, Google): https://www.lennysnewsletter.com/p/why-half-of-product-managers-are-in-trouble• Inside Linear: Building with taste, craft, and focus | Karri Saarinen (co-founder, designer, CEO): https://www.lennysnewsletter.com/p/inside-linear-building-with-taste• Building beautiful products with Stripe's Head of Design | Katie Dill (Stripe, Airbnb, Lyft): https://www.lennysnewsletter.com/p/building-beautiful-products-with• The design process is dead. Here's what's replacing it. | Jenny Wen (head of design at Claude): https://www.lennysnewsletter.com/p/the-design-process-is-dead• OpenAI Codex lead on the new shape of product work | Andrew Ambrosino: https://www.lennysnewsletter.com/p/openai-codex-lead-on-the-new-shape• Elon Musk: ‘Chances are we're all living in a simulation': https://www.theguardian.com/technology/2016/jun/02/elon-musk-tesla-space-x-paypal-hyperloop-simulation—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

Cal Newport takes a critical look at recent AI News. Video from today's episode: youtube.com/calnewportmedia (0:00) Does business actually understand AI? (2:52) Quote #2 (6:20) Taking a step back (7:06) Quote #3 (11:39) Quote #4 (17:02) Idea for journalists Links: Buy Cal's latest book, “Slow Productivity” at www.calnewport.com/slow https://www.nytimes.com/2026/07/02/world/europe/germany-sap-ai-jobs-skilled-workers.html https://futurism.com/artificial-intelligence/nvidia-ceo-begs-execs-stop-fired-ai https://finance.yahoo.com/sectors/technology/articles/marc-andreessen-says-every-large-033008122.html https://finance.yahoo.com/sectors/technology/articles/sam-altman-says-initially-wrong-132000485.html Thanks to Jesse Miller for production and mastering and Nate Mechler for research and newsletter. Learn more about your ad choices. Visit podcastchoices.com/adchoices

227. Why Great Leaders Are Still Being Overlooked Many talented leaders assume that exceptional performance naturally leads to promotions and bigger opportunities. Unfortunately, that's rarely how leadership decisions are made. In this episode, Sue Barber explores why so many capable leaders continue to be overlooked—not because they lack talent, but because decision-makers don't always see the full picture of their leadership potential. Sue explains why visibility isn't about self-promotion or being the loudest voice in the room. Instead, it's about making your business impact, strategic thinking, and leadership capabilities visible in ways that build confidence with those making promotion and succession decisions. Whether you're working toward your next role or helping develop future leaders within your organization, this episode offers practical ways to bridge the gap between doing great work and being recognized for it.   Key Takeaways High performance alone doesn't automatically create career opportunities. Decision-makers promote leaders they know, understand, and trust. Visibility is about communicating business impact—not self-promotion. Managers cannot be solely responsible for advocating for every employee. Leaders need to intentionally demonstrate strategic thinking, influence, and cross-functional impact. Organizations often overlook capable leaders because they don't see their full potential. Visibility should be viewed as a leadership competency that can be developed. Preparing for your next role starts long before the opportunity appears. Connect with Susan M. Barber If this episode resonated with you, share it with another leader navigating change inside their organization. You can also connect with Susan M. Barber for coaching, leadership development, speaking engagements, and visibility strategy work focused on helping leaders become more influential, trusted, and impactful inside organizations. https://susanmbarber.com https://www.linkedin.com/in/susanbarbercoaching/

Soccer heartbreak and baseball glory collide in this episode of High Low Sports! ⚽️⚾️ Disappointed by Team USA's crushing World Cup exit? DJ and Kelcey break down all the drama behind the USMNT's loss to Belgium, from controversial red cards to the REAL state of American soccer development (spoiler: it's not about NFL athletes switching sports!). Don't miss their passionate take on what needs to change and who's really to blame for the U.S. soccer system's glass ceiling. Then the duo turns to the halfway point in the MLB season, awarding their mid-season MVPs, Cy Young standouts, breakout rookies, and Managers of the Year—with hot takes, surprising picks, and your favorite player debates. If you love authentic, no-holds-barred sports talk, you're in the right place. Don't Forget to Subscribe & Join the Conversation: Drop your World Cup & MLB predictions in the comments! Subscribe for weekly deep dives on soccer, baseball, football, MMA & more. Hit the bell so you never miss an episode! Connect with Us: Twitter: @HighLowSports Instagram: @HighLowSports Facebook: High Low Sports Podcast TikTok: @HighLowSportsPod High Low Sports Podcast: Smart analysis, real banter, and sports without the fluff. DJ and Kelcey tackle everything from international soccer heartbreak to who's making noise in the MLB, all with their signature wit and wisdom. Episode Timestamps: 00:00 – USA's World Cup collapse, Belgium dominates, red card drama 02:37 – What REALLY went wrong for USMNT? (Player by player breakdown) 11:08 – Why American soccer's pay-to-play system is holding us back 23:20 – World Cup Quarterfinals predictions: France, Spain, Norway, Argentina & more 36:11 – MLB MVP, Cy Young, Rookie of the Year & Manager of the Year — Midseason picks 49:38 – UFC 329 preview, Conor McGregor's five-year comeback #USMNT #WorldCup2026 #MLB #SoccerAnalysis #BaseballAwards #SportsPodcast #HighLowSports #WorldCupQuarterfinals #MLBAwards #Football #SoccerPodcast #MLBMidseason Like, subscribe, and tell us: who's your World Cup favorite, and which MLB player deserves an award this year? Missed an episode? Check our playlist now!  

If You're a FAN leave me a message :-) But more importantly, let us know what you think, suggestions, topics, constructive criticism... ALL WELCOME!!In this episode of The Executive Five, I tackle a leadership mistake that gets misread in far too many organisations: calling it resistance when the business is actually overloaded. When leaders keep stacking one justified initiative on top of another, the system quietly loses its ability to absorb change properly. This five-minute executive brief shows how fatigue gets mistaken for poor attitude, why pace without sequencing creates noise, and how stronger executive judgment can stop ambition from outrunning capacity.Key TakeawaysToo much change at once often gets misread as resistance.Good initiatives can still become destructive when they are stacked without sequencing.Managers are usually the first place overload becomes visible.Pace without absorption creates activity, not real progress.Strong leaders do not only drive change, they judge how much the system can carry.Support the showContact me:Daniel@the-success-blueprint.co.zawww.mindworx.bizdaniel@mindsworx.comInstagram: @Mindworx_Coaching

Will O'Callaghan is joined by Arthur O'Dea and Eve Conway for Wednesday's Newsround, as the FAI's EGM is currently underway. Meanwhile, Offaly have announced that joint senior football managers Declan Kelly and Mickey Harte have stepped down from their roles with the county.There is also the small matter of Wimbledon to discuss, while the fallout from the Round of 16 in the World Cup continues.Viagra Connect 50mg film-coated tablets. Contains sildenafil. For adult men with erectile dysfunction. Subject to suitability. Maximum dosage one 50mg tablet per day. Always read the label.

Erik Murdock is the deputy director at the Access Fund, climbing’s national advocacy organization. Today we’re encouraging climbers to submit their comments on the climbing management proposals for federal lands. Check out the show notes for all the links. But first, the show’s ailing hosts navigate a new world order of safe space climbing, from the local choss heap to one of the most iconic piece of granite in the country. The final bit is a song titled Odds of Dawn, written and performed by our super talented friend Andy Mann, a National Geographic photographer, director, musician, and climber.  Show Notes Access Fund: https://www.accessfund.org Write your comment here : https://www.accessfund.org/action-alerts/action-alert-help-secure-the-future-of-americas-climbing Super hot enormo-foot: https://www.instagram.com/p/DZ5DCLMFebO/?img_index=1 Andy Mann: https://www.instagram.com/andy_mann/ https://www.andymann.com Become a RunOut Rope Gun! Support our podcast and increase your RunOut runtime. Bonus episodes, AMA, and more will be available to our Rope Guns. Thank you for your support! http://patreon.com/runoutpodcast

What does it take to build resilient leaders in a world dominated by technology, distraction, and constant change? In this episode of One Sharp Sword, Dr. Wayne Pernell sits down with Peter Cuneo, former CEO of Marvel Entertainment and author of Superhero Leadership: 28 Essential Lessons for Managers from a Former Marvel CEO. Peter shares timeless leadership lessons drawn from decades of executive leadership, including why resilience matters more than perfection, why face-to-face relationships still outperform technology, and why parents and leaders alike must allow people to fail if they want them to grow. Whether you're leading an organization, raising children, or building your own career, this conversation offers practical wisdom for navigating today's increasingly complex world. In this episode, you'll learn: Why face-to-face experiences build stronger leaders The hidden cost of overparenting Why failure is essential for growth How technology impacts communication and leadership Why travel and diverse experiences expand leadership capacity Building resilience in young professionals Leadership lessons from decades of executive experience Memorable Quotes: "Let your kids fail." "You can't learn a thing by spending hours on your cell phone." "We're all feeling the same emotions." "People will say things online they'd never say face-to-face." #Leadership #PeterCuneo #WaynePernell #OneSharpSword #LeadershipDevelopment #ExecutiveLeadership #Resilience #Management #PersonalGrowth #BusinessLeadership

Episode 376: Justin Christopher talks about nine mistakes dynasty managers make.

You can understand why your child is struggling and still be completely triggered by it. In this episode, I'm joined by Jacqi Trombley, a licensed clinical social worker, trauma specialist, and Level 2 trained IFS therapist, for a conversation about Internal Family Systems. Internal Family Systems, or IFS, is a therapy model that helps us understand the different parts inside us. Not in a "there is something wrong with you" way. More in a "of course you have more than one reaction happening at the same time" way. There may be a part of you that understands why your child is struggling. There may also be a part of you that is scared, embarrassed, angry, overwhelmed, or thinking, "Absolutely not. This cannot be what we are doing right now." That is where this conversation gets so useful for parents. Jacqi walks us through some of the parts language in IFS, including managers, exiles, and firefighters. We talk about why the goal is not to get rid of the anxious part, the angry part, the critical part, or the part that wants everyone to stop making noise immediately. The goal is to understand what those parts are trying to protect. Because so many parents can understand, intellectually, why their child is having a hard time and still feel completely activated by what is happening. We can know our child is neurodivergent, anxious, sensory overloaded, exhausted, or developmentally not where other kids are, and still have something inside us light up. That does not mean we are failing. It means something in us may need attention too. Jacqui and I talk about what happens when a child's dysregulation activates a parent's dysregulation. A child comes home tired, hungry, overwhelmed, or upset, and instead of saying, "I had a hard day and I need help," they poke their sibling, throw something, get loud, refuse the thing, or push every available button. And then, of course, something in us responds. IFS gives us another way to understand that moment. It helps us notice what might be happening inside the child and inside ourselves before everything becomes one big reaction. It gives us language for the part that wants to yell, the part that wants to disappear, the part that wants to fix everything, and the part that is quietly scared underneath it all. We also talk about trauma, inner child work, neurodivergence, and the power of witnessing the parts of ourselves that did not get what they needed at the time. And yes, IFS can sound a little hokey from the outside. Also, it can be deeply moving. This conversation is not about becoming a perfectly calm parent who never gets triggered. Please. We live here on Earth. It is about having another way to understand what is happening when your child's struggle touches something tender, scared, angry, or overwhelmed inside you. And sometimes that little bit of space is where things can begin to change. Key Takeaways Internal Family Systems, or IFS, is a therapy model that helps us understand the different parts inside us. Parts are not treated as bad in IFS. They are usually trying to protect something. A parent can understand why their child is struggling and still feel completely triggered by what is happening. Managers are the parts that try to keep things under control, prevent pain, and help us avoid rejection, shame, or failure. Exiles are often younger parts carrying pain, fear, shame, grief, or unmet needs. Firefighters are reactive parts that jump in quickly when something feels too overwhelming to tolerate. Trying to banish a part usually does not work because that part believes it has an important job. A child's dysregulation can quickly activate a parent's protective parts too. Neurodivergent kids may have repeated experiences of being misunderstood, misread, corrected, or left without help processing what happened. Parts work can help parents create enough space to notice what is happening inside themselves before responding from the most activated place. About Jacqi Trombley Jacqi Trombley is a licensed clinical social worker with more than 15 years of experience. She was trained as a trauma specialist by the Ferentz Institute in Baltimore and is a Level 2 trained IFS therapist. Her clinical background includes trauma, grief, depression, anxiety, low self-esteem, neurodiversity-affirming psychotherapy, and work across multiple settings including treatment foster care, homeless shelters, outpatient mental health clinics, and private practice. Jacqi has also administered psychosocial assessments for the Office of the Public Defender, led wellness groups for human service providers, hosted mental health seminars for private companies, and taught at the University of Maryland School of Social Work on oppression, privilege, cultural humility, and anti-oppression practice. About Your Host, Gabriele Nicolet I'm Gabriele Nicolet, toddler whisperer, speech therapist, parenting life coach, and host of Complicated Kids. Each week, I share practical, relationship-based strategies for raising kids with big feelings, big needs, and beautifully different brains. My goal is to help families move from surviving to thriving by building connection, confidence, and clarity at home. Complicated Kids Resources and Links:

Managing people is a different job than whatever you did to get promoted. Now, instead of holding the work in your own hands, you are responsible for managing other people who are doing the work. You're still responsible for the end result -- and that can feel frustrating, or make you second-guess yourself. Here's a way to think about it that will help....After the EpisodeRecognize and celebrate your achievements:https://calendly.com/kimnicol/iamremarkable~Sign up to be a guest on the pod! We'll work through one problem you want help with:https://calendly.com/kimnicol/podcast-guest~Join the next Communication Strategies for Managers:https://maven.com/kimnicol/communication-strategies~Free download: Make Feedback Meaningfulhttps://maven.com/p/e36395/make-feedback-meaningful-print-fold-zine~Follow me on LinkedIn:⁠⁠https://www.linkedin.com/in/kimnicol/⁠⁠~Inquire about private coaching:https://kimnicol.com/

Western politics is mostly just empire managers making up fake problems to fight so they don't have to address the real problems. Can't stop waging wars or the western empire will collapse. So they make up fake threats from dictators and tyrants and take action to stop them. Can't stop inflating the military budget and circling the planet with more and more war machinery or the military-industrial complex will stop reaping profits. So they tell you to be afraid of Muslims and "terrorists" and Russia and China and take action to protect you from them. Can't stop polluting the world and destroying the biosphere or capitalism will perish. So they split us into two mainstream warring factions arguing about culture war wedge issues and promise to protect each faction from the other side. Reading by Tim Foley.

Fifty million people woke at 4 AM to watch a six-nation field hockey tournament that could have devolved into a brawl in the first 60 seconds. In this episode of DarrenDaily On-Demand, Darren Hardy draws on the story of Olympic umpire Steve Horrigan, who turned a brewing international melee into 69 minutes of brilliant hockey, to show why constructive conflict is the most underused leadership tool in any organization. The insight at the center: instead of asking what is right with your idea, ask what is wrong with it. Darren also shares the Constructive Candor framework his own A-Team uses, and why trust is the one currency that makes healthy disagreement possible. Find the ONE HIRE your business needs next ==> https://darrenhardy.com/hire    Get more personal mentoring from Darren each day. Go to DarrenDaily at http://darrendaily.com/join  to learn more.