Podcasts about managers

Sofia Menemenlis joins PTO to chat about her recent article in The Breakdown on the concept and history of solar geoengineering - or “solar radiation management" as it has become known. We talked about how the implementation of SRM is imagined, what the potentially catastrophic side effects of such a project might be, and who the key players are in terms of research and potential deployment of the technology.

On this week's Claret & Brew, Dan Rolinson, Mat Kendrick and John Townley attempt to build their Aston Villa XIs using players from 11 different managers. In a draft style format, the trio took turns to make their selections, with the rules that once a player was taken, they couldn't feature in the opposition team. So that's 11 different managers, a pool of 190 players to choose from, and three totally different XIs.

Chelsea eased past Tottenham with a 1-0 win on Saturday — and at the heart of it all was Moises Caicedo. Is he really the best number 6 in world football right now? Elsewhere, Manchester United drew 2-2 with Nottingham Forest after taking the lead. Did that result take the shine off Amorim's recent progress? Are United actually turning a corner or just holding their ground?After last week's Top 10 Managers in the World debate, Adam and Flav revisit Rory and Buvey's list — reshuffling and ranking the best managers right now. They also look ahead to the weekend and preview the lunchtime kick off between Tottenham and Man United.And lastly, the lads build their All-Time Champions League XI of players who never won it — a team full of legends and heartbreak.All that and more in the latest episode of The Club Podcast. Hosted on Acast. See acast.com/privacy for more information.

On a brand spanking new Reporting as Eligible, Paul and JR discuss the abominable loss to Carolina, and just how much heat Matt LaFleur should take when there was quite a lot of other things that went wrong out of his control. Managers do not control injuries and wind. But they do control bubble screens and when to go for it on 4th and 8, and so the boys still let him have it a bit.What's life like after Kraft? Nate Hobbs is hurt again. The pass rush was non-existent, and Rico Dowdle thrust his way to victory. Is there still a contender buried in there? Plus, listener questions!

On a brand spanking new Reporting as Eligible, Paul and JR discuss the abominable loss to Carolina, and just how much heat Matt LaFleur should take when there was quite a lot of other things that went wrong out of his control. Managers do not control injuries and wind. But they do control bubble screens and when to go for it on 4th and 8, and so the boys still let him have it a bit.What's life like after Kraft? Nate Hobbs is hurt again. The pass rush was non-existent, and Rico Dowdle thrust his way to victory. Is there still a contender buried in there? Plus, listener questions! Hosted on Acast. See acast.com/privacy for more information.

The boys return for another week to discuss the latest in Greek football, the gift that keeps on giving.SLGRPineda saves AEKOlympiakos hold on against ArisPAOK destroy PanserraikosPanathiniakos suffer defeat to VolosLevadiakos and Kifisia still in very good formUEFA CompetitionNow or never for Olympiakos against PSVPAOK host Young BoysPanathinaikos travel to SwedenAEK host Shamrock RoversOther newsGreek Cup 3rd round resultsIoannidis, Pavlidis & Vagiannidis all in good form in PortugalGreece love sacking managers with the most in Europe this seasonGive us a follow on:X: https://twitter.com/HellasfootyInstagram: https://www.instagram.com/hellasfooty/Facebook: https://www.facebook.com/@HellasFootyRead our blogs on: https://hellasfooty.blogspot.com/Intro music credit to George Prokopiou (Ermou Street)

We trade Halloween jokes for hard truths about performance reviews: how to log wins, avoid surprise ratings, and argue your case without burning bridges. We compare startup urgency with big-corp safety nets and offer scripts for giving and receiving feedback that actually helps.• logging accomplishments at release and milestone moments• mapping outcomes to goals and competencies• building role-specific ladders for clear growth paths• aligning marketing and product impact to revenue metrics• avoiding surprise reviews with timely, specific feedback• turning reviews into two-way conversations• using scripts to challenge or clarify feedback• managing up and protecting team perception• cautionary tale: bizarre corporate AI training and real AI limitsJoin the Discord via our Linktree, play What Do You Meme, and buy us a coffee to support the showClick/Tap HERE for everything Corporate StrategyElevator Music by Julian Avila Promoted by MrSnoozeDon't forget ⭐⭐⭐⭐⭐ it helps!

People follow a manager because they have to but they follow a leader because they want to. Christopher Singleton breaks down the levels of leadership and what it takes to rise to the top.Global Dealer Solutions offers a network of high-performance providers while remaining product agnostic. Knowing which tools to deploy makes a big difference. Having a trusted adviser; priceless. Schedule your complimentary consultation today. https://calendly.com/don-278. BE THE 1ST TO KNOW. LIKE and FOLLOW HERE www.linkedin.com/company/fixed-ops-marketinghttps://www.youtube.com/channel/@fixedopsmarketingGet watch and listen links, as well as full episodes and shorts: www.fixedopsmarketing.com/wtfJoin Managing Partner and Host, Russell B. Hill and Charity Dunning, Co-Host and Chief Marketing Officer of FixedOPS Marketing, as we discuss life, automotive, and the human journey in WTF?!#podcast #automotive #fixedoperations

BONUS: Organizations as Ecosystems — Understanding Complexity, Innovation, and the Three-Body Problem at Work In this fascinating conversation about complex adaptive systems, Simon Holzapfel helps us understand why traditional planning and control methods fail in knowledge work — and what we can do instead. Understanding Ecosystems vs. Systems "Complex adaptive systems are complex in nature and adaptive in that they evolve over time. That's different from a static system." — Simon Holzapfel   Simon introduces the crucial distinction between mechanical systems and ecosystems. While mechanical systems are predictable and static, ecosystems — like teams and organizations — are complex, adaptive, and constantly evolving. The key difference lies in the interactions among team members, which create emergent properties that cannot be predicted by analyzing individuals separately. Managers often fall into the trap of focusing on individuals rather than the interactions between them, missing where the real magic happens. This is why understanding your organization as an ecosystem, not a machine, fundamentally changes how you lead. In this segment, we refer to the Stella systems modeling application. The Journey from Planning to Emergence "I used to come into class with a lesson plan — doop, doop, doop, minute by minute agenda. And then what I realized is that I would just completely squash those questions that would often emerge from the class." — Simon Holzapfel   Simon shares his transformation from rigid classroom planning to embracing emergence. As a history and economics teacher for 10 years, he learned that over-planning kills the spontaneous insights that make learning powerful. The same principle applies to leadership: planning is essential, but over-planning wastes time and prevents novelty from emerging. The key is separating strategic planning (the "where" and "why") from tactical execution (the "how"), letting teams make local decisions while leaders focus on alignment with the bigger picture. "Innovation Arrives Stochastically" "Simply by noticing the locations where you've had your best ideas, we notice the stochasticness of arrival. Might be the shower, might be on a bike ride, might be sitting in traffic, might be at your desk — but often not." — Simon Holzapfel   Simon unpacks the concept of stochastic emergence — the idea that innovation cannot be scheduled or predicted in advance. Stochastic means something is predictable over large datasets but not in any given moment. You know you'll have ideas if you give yourself time and space, but you can't predict when or where they'll arrive. This has profound implications for managers who try to control when and how innovation happens. Knowledge work is about creating things that haven't existed before, so emergence is what we rely on. Try to squash it with too much control, and it simply won't happen. In this segment, we refer to the Systems Innovation YouTube channel. The Three-Body Problem: A Metaphor for Teams "When you have three nonlinear functions working at the same time within a system, you have almost no ability to predict its future state beyond just some of the shortest time series data." — Simon Holzapfel   Simon uses the three-body problem from physics as a powerful metaphor for organizational complexity. In physics, when you have three bodies (like planets) influencing each other, prediction becomes nearly impossible. The same is true in business — think of R&D, manufacturing, and sales as three interacting forces. The lesson: don't think you can master this complexity. Work with it. Understand it's a system. Most variability comes from the system itself, not from any individual person. This allows us to depersonalize problems — people aren't good or bad, systems can be improved. When teams understand this, they can relax and stop treating every unpredictable moment as an emergency. Coaching Leaders to Embrace Uncertainty "I'll start by trying to read their comfort level. I'll ask about their favorite teachers, their most hated teachers, and I'll really try to bring them back to moments in time that were pivotal in their own development." — Simon Holzapfel   How do you help analytical, control-oriented leaders embrace complexity and emergence? Simon's approach is to build rapport first, then gently introduce concepts based on each leader's background. For technical people who prefer math, he'll discuss narrow tail distributions and fat tails. For humanities-oriented leaders, he uses narrative and storytelling. The goal is to get leaders to open up to possibilities without feeling diminished. He might suggest small experiments: "Hold your tongue once in a meeting" or "Ask questions instead of making statements." These incremental changes help managers realize they don't have to be superhuman problem-solvers who control everything. Giving the Board a Number: The Paradox of Prediction "Managers say we want scientific management, but they don't actually want that. They want predictive management." — Simon Holzapfel   Simon addresses one of the biggest tensions in agile adoption: leaders who say "I just need to give the board a number" while also wanting innovation and adaptability. The paradox is clear — you cannot simultaneously be open to innovation and emergent possibilities while executing a predetermined plan with perfect accuracy. This is an artifact of management literature that promoted the "philosopher king" manager who knows everything. But markets are too movable, consumer tastes vary too much, and knowledge work is too complex for any single person to control. The burnout we see in leaders often comes from trying to achieve an impossible standard. In this segment, we refer to the episodes with David Marquet.  Resources for Understanding Complexity "Eric Beinhocker's book called 'The Origin of Wealth' is wonderful. It's a very approachable and well-researched piece that shows where we've been and where we're going in this area." — Simon Holzapfel   Simon recommends two key resources for anyone wanting to understand complexity and ecosystems. First, Eric Beinhocker's "The Origin of Wealth" explains how we developed flawed economic assumptions based on 19th-century Newtonian physics, and why we need to evolve our understanding. Second, the Systems Innovation YouTube channel offers brilliant short videos perfect for curious, open-minded managers. Simon suggests a practical approach: have someone on your team watch a video and share what they learned. This creates shared language around complexity and makes the concepts less personal and less threatening. The Path Forward: Systems Over Individuals "As a manager, our goal is to constantly evaluate the performance of the system, not the people. We can always put better systems in place. We can always improve existing systems. But you can't tell people what to do — it's not possible." — Simon Holzapfel   The conversation concludes with a powerful insight from Deming's work: about 95% of a system's productivity is linked to the system itself, not individual performance. This reframes the manager's role entirely. Instead of trying to control people, focus on improving systems. Instead of treating burnout as individual failure, see it as information that something in the system isn't working. Organizations are ever-changing ecosystems with dynamic properties that can only be observed, never fully predicted. This requires a completely different way of thinking about management — one that embraces uncertainty, values emergence, and trusts teams to figure things out within clear strategic boundaries. Recommended Resources As recommended resources for further reading, Simon suggests:  The Origin of Wealth, by Eric Beinhocker The Systems Innovation YouTube channel   About Simon Holzapfel   Simon Holzapfel is an educator, coach, and learning innovator who helps teams work with greater clarity, speed, and purpose. He specializes in separating strategy from tactics, enabling short-cycle decision-making and higher-value workflows. Simon has spent his career coaching individuals and teams to achieve performance with deeper meaning and joy. Simon is also the author of the Equonomist newsletter on Substack, where he explores the intersection of economics, equality, and equanimity in the workplace.   You can link with Simon Holzapfel on LinkedIn.

Being a great manager doesn't require you to be a hero.  But you might slip into that mindset.  It can look like perfectionism, and anxiety about how others see you.  It leads to overworking, isolating, and being overly responsible.  It also creates a lot of pressure, feeling like everything is on your shoulders and it's up to you to keep everything together (no mistakes allowed!).  In this episode, you'll learn more about why the hero mindset is easy to slip into, and how it will hold you back from being an effective leader.  You'll also learn why seeing yourself as a whole human is the key to managing yourself and your own wellbeing.  Let's discuss!The book referenced in this episode is Persephone Returns by Tanka Wilkinson...After the EpisodeJoin the next cohort of Communication Strategies for Managers:⁠https://maven.com/kimnicol/communication-strategies⁠~Reach out for private coaching, team workshops or off-sites:⁠https://kimnicol.com/⁠~Connect on LinkedIn:⁠https://www.linkedin.com/in/kimnicol/⁠~⁠⁠⁠Into meditation? This is for you:⁠⁠⁠⁠⁠⁠https://insighttimer.com/meditation-courses/mindfulness-for-managers-at-work⁠⁠

Send us a textOn this episode of the MLS Aces Podcast, Tom & Jason chat through all things:-Sandro Schwarz out as Manager of New York Red Bulls-Chris Armas out as Manager of Colorado Rapids-LA Galaxy, Houston Dynamo, St. Louis City, Toronto FC, and more announce their season ending roster moves-MLS Cup Playoffs Play-In games; Chicago Fire vs Orlando City & Portland Timbers vs Real Salt Lake-Inter Miami vs Nashville SC-Philadelphia Union vs Chicago Fire-Vancouver Whitecaps vs FC Dallas-San Diego FC vs Portland Timbers-FC Cincinnati vs Columbus Crew-Minnesota United vs Seattle Sounders-Charlotte FC vs New York City FC-LAFC vs Austin FC-And much more! Make sure to follow us on all platforms below: Twitter: @MLSAces, @TomSweez @JasonVevang Bluesky: https://bsky.app/profile/mlsaces.bsky.social YouTube: https://www.youtube.com/@mlsaces Spotify: https://open.spotify.com/show/2fm8aU6lSzwSFIfotfpldh?si=3a2afac5cd624073Support the show

Adam, Joanna, and Zach convene to discuss a recent gripe from within the drinks industry that they heard from a very highly-placed executive: that brand managers tend to design marketing campaigns and outreach around what they themselves want to do or what they think is cool, not necessarily in the locations and moments where their product's consumers tend to be. This seems bad, right? Please remember to subscribe to, rate, and review VinePair on Apple Podcasts, Spotify, or wherever you get your episodes, and send any questions, comments, critiques, or suggestions to podcast@vinepair.com. Thanks for listening, and be well.Zach is reading: 7 Things You Should Know About Malört, Chicago's Much-Maligned Bitter LiqueurJoanna is reading: 16 Essential Bottles of GinAdam is reading: The Mount Rushmore of California Chardonnay, According to 9 Wine ExpertsInstagram: @adamteeter, @jcsciarrino, @zgeballe, @vinepair Hosted on Acast. See acast.com/privacy for more information.

For organizations that are tempted to throw out the classic organizational management handbook in favor of a structure with no managers – think again. Nicolai J. Foss is a professor of strategy at Copenhagen Business School and the co-author of Why Managers Matter: The Perils of the Bossless Company. The book pushes back on the notion that the key to breakthrough success for organizations is through flat, leaderless structures akin to today's trendy startups, and makes the case for why companies need hierarchies to function. Nicolai and Greg discuss the feasibility and realities of operating without traditional hierarchies, why these models often rely heavily on exceptional founders and are not suited for all business types, and the essential roles managers play in coordination, cooperation, and maintaining effective workflows, especially during times of crisis. *unSILOed Podcast is produced by University FM.*Episode Quotes:We still need managers41:33 [Managers] They're doing a lot of good stuff. They are coordinating, and they are cooperating at the most abstract level. I mean, activities need to be coordinated in the sense of, we have to figure out what those activities should be, how they should change in response to outside disturbances. Activities have to be linked. Activities have to be rethought. And once we have figured all that out, which is, of course, an ongoing struggle, then people have to be motivated to cooperate inside those, and actually carry out those activities in the best possible way and in a dynamic reality. This is a never-ending quest.No human system run itself11:44: No human system works itself or runs itself. It has to be supported, maintained. There has to be support, scaffolding, or whatever you want to call it. Same goes for firms—and perhaps all different ones.Organization is about coordinated cooperation02:40: At the end of the day, organization is about coordinated cooperation, and the right question to ask is, what exactly is the role of managers in bringing about coordinated cooperation?Boselessness is not for every company20:43: [Bosslessness] It works for some companies, typically those that have a more modular kind of underlying technology, where there is no high need for mutual adaptation between units or activities or processes. But it works much less well for a traditional industrial company.Show Links:Recommended Resources:Organizational theoryPrincipal–agent problemFirst, Let's Fire All the Managers by Gary HamelJensen HuangElon Musk by Walter IsaacsonCan you run a company as a perfect free market? Inside Disco Corp Morningstar, Inc.Humanocracy: Creating Organizations as Amazing as the People Inside Them by Gary Hamel and Michele ZaniniValve CorporationThe Man in the Gray Flannel Suit (film)Guest Profile:Faculty Profile at Copenhagen Business SchoolProfessional Profile on LinkedInGuest Work:Why Managers Matter: The Perils of the Bossless Company Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

By Adam Turteltaub Employees may trust an AI chatbot more than they trust you, and that's not necessarily a bad thing, if it leads to more reporting. In this podcast, Debbie Sabatini Hennelly, Founder & President of Resiliti shares that  a recent survey conducted by CaseIQ reveals that nearly 70% of respondents expressed no concerns about AI being involved in the helpline process. This openness is driven by several key factors: increased anonymity, ease of use, and a perception that AI offers a fairer, more impartial experience than speaking directly with a human. These findings underscore a broader theme that continues to emerge in conversations about helplines: trust. Employees are more likely to report concerns or misconduct when they trust the system—when they believe their information will be handled confidentially, their identity protected, and their report taken seriously. Not surprisingly, they also want to understand how their information is being used and how their anonymity is being safeguarded. This is especially important when helplines are outsourced to third-party vendors. Communicating clearly that the helpline is external—and therefore more secure and impartial—can go a long way in building trust. But transparency doesn't stop there. Employees also want to know what happens after they make a report. What's the process? What can they expect next? Setting clear expectations and following through with updates helps reinforce that the organization is responsive and serious about addressing concerns. It's not enough to share this information only once a year during compliance training, she warns. Employees are constantly bombarded with messages and unless helpline communication is consistent and visible, it risks being forgotten or ignored. Still, even with those reminders, barriers remain, especially fear of retaliation. Organizations must address this head-on. First, there must be a clear, well-communicated prohibition against retaliation. But more importantly, leaders need to understand that retaliation isn't always overt. It can be subtle—being passed over for key assignments, being excluded from team activities, or receiving the cold shoulder from colleagues. Creating a culture where employees feel safe to speak up starts with leadership. Managers and executives must model the right behaviors, reinforce anti-retaliation policies, and foster an environment where concerns are welcomed, not punished. One of the most critical—and often overlooked—elements of a successful helpline program is training leaders on how to respond when a report is made. Too often, well-meaning managers try to “get to the bottom of it” themselves. But when they start asking who reported what or conducting their own informal investigations, they can unintentionally obstruct the formal process and make employees feel unsafe. A favorite tactic of hers for addressing this is to ask persistent leaders: “Do you want to be a witness and be deposed?” It's a powerful reminder that involvement in an investigation has consequences—and that the best way to support the process is to let it unfold professionally and confidentially. Listen in to learn more, and, hopefully, get employees to trust and speak-up more.

Ryan Carson (ex-Treehouse, Intel; now Builder-in-Residence at Sourcegraph's AMP) shares his origin story and a practical playbook for shipping software with AI agents. We cover why “tokens aren't cheap,” how AMP made pro-level coding free via developer ads, a concrete workflow (PRD → atomic dev tasks → agent execution with self-tests), and why managers should spend time as ICs “managing AI.” We close with advice for raising AI-native kids and a perspective on this moment in tech (think integrated circuit–level shift).Timestamps00:00 – The beginning of intelligence: how LLMs changed Ryan's view of computing00:23 – Apple IIe → Turbo Pascal → Computer Science: the maker bug bites03:20 – DropSend: early SaaS, Dropbox name clash, first acquisition04:30 – Treehouse: teaching coding without a CS degree; $20M raised, acquired in 202105:02 – The “bigger than a computer” moment: discovering LLMs06:15 – Joining Intel: learning GPUs and the scale of silicon (“my adult internship”)07:09 – Building an AI divorce assistant → joining AMP as Builder-in-Residence09:38 – AMP vs ChatGPT/Claude/Cursor: agentic coding with contextual developer ads11:09 – Token economics: why AI isn't really cheap17:27 – Frontier vs Flash models (Sonnet 4.5 vs Gemini 2.5) — how costs scale21:31 – Private startup: vertical AI for specialized domains22:36 – The new wave of small, vertical AI businesses23:01 – Live demo: building a news app end-to-end with AMP28:18 – How to plan like a pro: write the PRD before you build30:02 – “Outsource the work, not your thinking.”32:28 – Turning PRDs into atomic tasks (1.0, 1.1…)35:50 – Competing in an AI world = planning well36:28 – Managers should schedule IC time to “manage AI”37:14 – Designing feedback loops so agents can test themselves39:47 – “AI lied to me”: why verifiable tests matter41:11 – Raising AI-native kids: build trust, context, and agency43:59 – “We're living in the integrated circuit moment of intelligence.”Tools & Technologies MentionedAMP (Sourcegraph) – Agentic coding tool/IDE copilot that plans, edits, and ships code. Now offers a high-end, ad-supported free tier; ads are contextual for developers and don't influence code outputs.Sourcegraph (Code Search) – Parent company; enterprise code intelligence/search.ChatGPT / Claude – General-purpose LLM assistants commonly used alongside coding agents.Cursor / Windsurf – AI-first code editors that integrate LLMs for completion and refactors.Bolt / Lovable – Text-to-app builders for rapid prototyping from prompts.WhisperFlow / SuperWhisper – Voice-to-text tools for fast prompting and dictation.Anthropic Sonnet 4.5 – Frontier-grade reasoning/coding model; powerful but pricier per token.Google Gemini 2.5 Flash – Fast, lower-cost model; “good enough” for many workloads.Auth0 (example) – Authentication-as-a-service mentioned as a contextual ad use case.GPUs / TPUs – Compute for training/inference; token cost drivers behind AI pricing.PRD + Atomic Tasks Workflow – Ryan's method: record spec → generate PRD → expand to dot-notated tasks → let the agent implement.Self-testing Scripts – Ask agents to generate runnable tests/health checks and loop until passing to reduce back-and-forth and prevent “it passed” hallucinations.Family ChatGPT Accounts – Tip for raising AI-native kids; teach sourcing, context, and trust calibration.Subscribe at⁠ thisnewway.com⁠ to get the step-by-step playbooks, tools, and workflows.

Aujourd'hui, Charles Consigny, avocat, Chirinne Ardakani, avocate spécialisée dans la défense des droits humains, et Emmanuel de Villiers, chef d'entreprise, débattent de l'actualité autour d'Alain Marschall et Olivier Truchot.

https://www.laurenlappin.com.au/salon-bossIn this week's Listener Q&A episode (part 2 of 2) Lauren goes deep into the truths and complexities around Moving into a Bigger Salon Space, Dealing with Staff Laziness, and the role(s) of a Salon Manager.If you have any burning questions for your Salon Business, and you want to hear Lauren's take on them in a future episode of the Podcast, Follow Lauren on Instagram here @laurenlappin_. Listener Questions:When is the right time to move into a bigger Salon space? How do I deal with Staff Laziness, in a positive and profitable way? (13:00)."Salon Managers and their role." (26:00).https://www.laurenlappin.com.au/salon-boss....Rate and Review the Show in Apple: https://podcasts.apple.com/au/podcast/the-lash-business-lounge/id1609510128Rate and Comment in Spotify: https://open.spotify.com/show/0xvJ8MNZM9cbjYBGcMDtb8?si=b23764e4d0ed4b59Allure's Instagram: https://www.instagram.com/allure_lashbeautybar....This Episode was Recorded and Produced by Josh Liston at JCAL Media Group.

Effective management isn't a mystery—it's a cycle. In this episode, we break down what we call the management cycle: observe, give feedback, determine ownership, then coach or hold accountable. It's a simple framework that helps leaders stay focused, fair, and people centric.   Employees will gain insight into how great managers make decisions and support growth. Managers will learn how to apply this cycle consistently to build trust and drive performance. Executives will reflect on how this approach scales across teams and aligns with organizational values.   And through every step of the cycle, one thing remains constant: the connection point is people.   Have questions about this topic? Want to ask for advice from our team? Have a topic suggestion? Just want to say Hello? Do it! We love hearing from you and here is how you can get us:   Website: www.peoplecentric.com/contact Direct Email: podcast@peoplecentric.com Facebook: https://www.facebook.com/peoplecentricUS YouTube: @PeopleCentricUS

We preview five Premiership matches this evening as Rangers travel to Hibs, league leaders Hearts visit St Mirren, Martin O'Neill is back in the dugout as Celtic host Falkirk, struggling Aberdeen travel to Kilmarnock and Motherwell face Dundee Utd. Iona Ballantyne hosts with Robbie Neilson and Stephen McGowan.

Dr. Deborah Goldberg, author of the new top selling business book “Leadership Through Connection” joins Enterprise Radio. She is a consultant, trainer … Read more The post New model for business owners, managers and teams appeared first on Top Entrepreneurs Podcast | Enterprise Podcast Network.

How can travel managers move from enforcing rules to driving strategy?In this episode of the SAP Concur Conversations podcast, host and Global VP of Customer Advisory at Concur, Jeanne Dion, chats with Chloe Carver, Head of Corporate Travel Consulting at Acquis Consulting Group, about how to build a traveler-centric travel program that empowers employees, simplifies compliance, and drives business value.Join the conversation to learn how to design policies that guide behavior (not police it), turn implementation into transformation, and measure success beyond savings. Whether you're modernizing your travel program or proving its value to leadership, this episode is packed with practical steps and inspiring ideas for creating a smarter, more human-centered travel experience. Hosted on Acast. See acast.com/privacy for more information.

Liverpool's season took another major blow as they lost 3–2 to Brentford on Saturday night — their fourth straight league defeat and fifth loss in six in all competitions. Are Liverpool officially out of the title race?Manchester United made it three straight wins under Ruben Amorim after beating Brighton 4–2 at Old Trafford. Eight goals scored, three conceded — have United finally turned a corner?Chelsea lost yet again in the league, this time 2–1 to Sunderland at Stamford Bridge. It's now three defeats in the league for the “World Champions.” So who's really to blame for their inconsistency — Maresca or Boehly?And after last week's fiery debate, Rory and Buvey return to pick their Top 10 Managers in World Football right now.All that and more in the latest episode of The Club Podcast. Hosted on Acast. See acast.com/privacy for more information.

By Adam Turteltaub If all you're worrying about is tone at the top, you're missing a key portion of the choir.  With most people reporting to middle managers, they play in integral role in ensuring a culture of compliance and ethics truly permeates the organization. Evie Wentink, Senior Compliance Consultant at Ethical Edge Experts observes that while many organizations invest in crafting comprehensive codes of conduct and articulate expectations for ethical leadership, they often fall short in equipping managers with the tools, training, and support necessary to fulfill those expectations. This gap can undermine the effectiveness of compliance efforts and leave companies vulnerable to ethical lapses. At the heart of the issue is a lack of intentional communication. Middle managers are frequently expected to embody and promote ethical leadership, yet they are rarely given a clear understanding of what that entails. To bridge this gap, organizations must develop structured plans that define ethical leadership in practical terms. These plans should include specific deliverables, resources, and expectations tailored to the manager's role. By doing so, companies can ensure that managers are not only aware of their responsibilities but also empowered to carry them out effectively. Authentic, ongoing conversations led by these managers are a cornerstone of a successful compliance culture. These discussions should not be limited to formal training sessions or annual reviews. Instead, they must be woven into the fabric of everyday operations. Managers should be encouraged—and required—to initiate “ethics or integrity minutes” at the start of team meetings. These brief segments provide a consistent opportunity to address ethical topics, reinforce values, and normalize open dialogue about compliance issues. To support these conversations, organizations should provide managers with practical tools. These might include: Ethics spotlight cards that highlight key compliance themes. News articles that can be used to spark discussion around real-world ethical dilemmas. Access to updated policies and codes of conduct, with notifications when changes occur. Tracking and analyzing these conversations is equally important. Compliance teams should maintain records of who is engaging in discussions, what topics are being covered, and which issues are generating the most questions. This data can be invaluable in identifying risk areas, refining training programs, and tailoring future communications. Often, the most common questions arise immediately after a training session, indicating that such moments are prime opportunities for deeper engagement. Moreover, it's essential to recognize the broader impact of middle management on organizational integrity. Prosecutors and regulators increasingly view middle managers as pivotal figures in corporate misconduct cases. Their actions—or inactions—can significantly influence whether a company succeeds or fails in maintaining ethical standards. Consequently, fostering a culture of accountability and proactive communication at this level is not just beneficial—it's critical. Ultimately, the goal is to create an environment where ethical conversations are natural, frequent, and valued. When managers consistently lead by example and facilitate open dialogue, employees become more comfortable raising concerns and asking questions. This cultural shift enhances transparency, reduces risk, and strengthens the overall integrity of the organization. In summary, bridging the compliance gap at the middle management level requires a multifaceted approach: clear expectations, practical tools, authentic conversations, and ongoing tracking. By investing in these areas, organizations can transform their compliance programs from static documents into dynamic, living systems that truly support ethical behavior at every level from the top on down.

New episodes available to watch & listen EVERY DAY.Click HERE: https://linktr.ee/pitchsidepodcastIf you'd like to work with us, email the studio onworkwithpitchside@fellasstudios.comProduced by The Fellas Studios: https://fellasstudios.com/podcastsTheo:https://youtube.com/c/HiMalfoyhttps://youtube.com/c/TheoBakerVlogsReev:https://youtube.com/c/reevhttps://youtube.com/c/OllieFletcherTom Garratt:https://www.youtube.com/@TomGarratt10Lewis Bowden:https://www.youtube.com/@lewisbowden1 Hosted on Acast. See acast.com/privacy for more information.

Want a culture that actually improves performance instead of living on a poster? We sat down with Heather Haas, CEO at Advisa and Predictive Index Certified Partner, to explore a clear, practical path to compassionate leadership that drives real results. The conversation centers on four levels of connection—job, manager, team, and culture—and how leaders can use each to reduce friction, boost engagement, and help people thrive.Click HERE to visit Advisa's websiteHERE ARE MORE RESOURCES FROM REAL GOOD VENTURES:Never miss a good opportunity to learn from a bad boss...Click HERE to get your very own Reference Profile.  We use The Predictive Index as our analytics platform so you know it's validated and reliable.  Your Reference Profile informs you of your needs, behaviors, and the nuances of what we call your Behavioral DNA.  It also explains your work style, your strengths, and even the common traps in which you may find yourself.  It's a great tool to share with friends, family, and co-workers.Follow us on Instagram HERE and make sure to share with your network!Follow us on Twitter HERE and make sure to share with your network!Provide your feedback HERE, please!  We love to hear from our listeners and welcome your thoughts and ideas about how to improve the podcast and even suggest topics and ideas for future episodes.Visit us at www.realgoodventures.com.  We are a Talent Optimization consultancy specializing in people and business execution analytics.  Real Good Ventures was founded by Sara Best and John Broer who are both Certified Talent Optimization Consultants with over 50 years of combined consulting and organizational performance experience.  Sara is also certified in EQi 2.0.  RGV is also a Certified Partner of Line-of-Sight, a powerful organizational health and execution platform.  RGV is known for its work in leadership development, executive coaching, and what we call organizational rebuild where we bring all our tools together to diagnose an organization's present state and how to grow toward a stronger future state. Send us a text

In this episode of our sub-series “Don't Hang Up,” I called my talent manager, Sam, for a raw and unfiltered conversation about what it's really like to work together.Sam and I have been working side by side for years, and on this call, we talk openly about everything from how the creator–manager relationship actually works to the differences between an agent and a manager, how to find good representation, and what makes a partnership successful.I even ask her the questions I've never asked before — like how many other clients she manages, how she pitches me to brands, and what she really thinks it takes to build a sustainable creative career.This episode is a behind-the-scenes look at the business side of content creation and the friendships that keep it all running.Watch this episode in video form on YouTube: https://www.youtube.com/playlist?list=PLjmevEcbh5h5FEX0pazPEtN86t7eb2OgX To apply to be a guest on the show, visit luciefink.com/apply and send us your story. I also want to extend a special thank you to East Love for the show's theme song, Rolling Stone. Follow the show on Instagram: https://www.instagram.com/therealstuffpod Find Lucie here: Instagram: https://www.instagram.com/luciebfink/ TikTok: https://www.tiktok.com/@luciebfink YouTube: https://www.youtube.com/luciebfinkWebsite: https://luciefink.com/ Executive Producer: Cloud10Produced by Dear Media.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Mickey and Eddie have had a few days to think about the county final and in Micky's case watch it back, so what did they think of Shamrocks performance and O'Loughlin's disappointing display.We also deep dive into Barrow Rangers junior final win and we discuss Na Fianna's win in Dublin, St Martins victory in Wexford ,Loughmore Castleiney's success in Tipperary and Castletown Geoghan back it up in Westmeath.Also discussed is a proposal to stop outside managers coming into clubs and we examine how players can acclimatize to county level.The KCLR Hurling Podcast brought to you by Morrissey Motors Peugeot Kilkenny.

The way you define a problem will point you towards a certain set of solutions. When you reframe the problem, you will start to see new kinds of solutions. It can be kind of magical. Let's discuss!...After the EpisodeJoin the next cohort of Communication Strategies for Managers:⁠https://maven.com/kimnicol/communication-strategies⁠~Reach out for private coaching, team workshops or off-sites:⁠https://kimnicol.com/⁠~Connect on LinkedIn:⁠https://www.linkedin.com/in/kimnicol/⁠~⁠⁠⁠Into meditation? This is for you:⁠⁠⁠⁠⁠⁠https://insighttimer.com/meditation-courses/mindfulness-for-managers-at-work⁠⁠

Darragh and Phil are joined by Reading owner Rob Couhig to discuss a weekend where both Darragh and Rob sacked their managers... but also share plans of how EFL League One see the future of English football.Peterborough United owner Darragh MacAnthony and Bradford City fan Philip Ideson give us the 'Hard Truths' and take a weekly look inside the football industry.your

Discover the extraordinary in everyday moments with Ed Doherty, a leadership mentor, consultant, and author of Observations at the Speed of Life: Lessons in Every Moment. From running his first Boston Marathon at 70 to publishing his first book at 72, Ed has spent decades leading thousands of employees across multi-million-dollar restaurant organizations. In this episode, he shares insights on persistence, leadership, and planning ahead, showing how to embrace challenges, overcome obstacles, and create meaningful impact in both your professional and personal life. Drawing on his experiences as a restaurant executive, nonprofit leader, and marathon runner, Ed provides actionable guidance for anyone seeking growth. From setting ambitious goals to mastering time management and embracing feedback, his lessons inspire you to lead with integrity and purpose. Whether you're pursuing career success, personal development, or motivation to tackle life's obstacles, this conversation delivers timeless advice grounded in real-life stories. Quotes: “Nothing in the world can take the place of persistence… Press on has solved and always will solve the problems of the human race.” “Employees don't quit companies. They quit managers. Managers get the employees they deserve.” “Feedback is a gift.” “Buy umbrellas before it rains.” “Ask yourself, ‘What's the best use of my time right now? ” Resources: Connect with Ed Doherty on LinkedIn. Get the book Observations at the Speed of Life on Amazon Explore Ed Doherty's coaching services to build high-performing, people-first cultures

Vous vous rappelez de l'école primaire et de ses dictées ? Il y en avait deux catégories : celles que le maître ou la maîtresse corrigeait, et celles que nous auto-corrigions. Je ne sais pas pour vous, mais, étrangement, mes notes étaient nettement supérieures quand je m'auto-corrigeais…. Pourquoi je vous parle de ça ? Et bien parce que de nos jours, dans la majorité des entreprises, la qualité du management est auto-évaluée.Cet épisode explique pourquoi il faut changer cela.Et découvrez tous mes contenus (vidéos, articles, tests de personnalité en vous rendant sur mon blog : www.gchatelain.comSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Depuis des années, je conseille des managers ; pendant des années, j'ai moi-même été manager et aujourd'hui, je fais des conférences et j'écris des livres à ce sujet. Cependant, aujourd'hui, j'ai reçu le message d'un jeune manager qui était un tantinet en panique devant ses nouvelles responsabilités et qui m'a posé une question toute simple : si vous deviez me donner des conseils sur ce que je dois faire chaque jour avec mon équipe pour être un bon manager, que me diriez-vous ?Ma réponse dans cet épisode !Et découvrez tous mes contenus (vidéos, articles, tests de personnalité en vous rendant sur mon blog : www.gchatelain.comSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Most leaders think they're self-aware—but 87% are missing the critical skill that separates good leaders from exceptional ones. Dr. Joel Pérez, leadership development expert and author of "Dear White Leader," reveals how cultural humility and true self-awareness transform your leadership effectiveness.

If you're conflict avoidant, or grew up as the peace-maker in your family or friend group, then save this episode! You probably have a gut sense that conflict is bad, and must be prevented. But did you know that conflict can actually be an indicator of psychological safety?Conflict is a normal part of human relationships. What's important is what kind of conflict it is, and how you handle it. Let's discuss!...After the EpisodeJoin the next cohort of Communication Strategies for Managers:⁠https://maven.com/kimnicol/communication-strategies⁠~Reach out for private coaching, team workshops or off-sites:⁠https://kimnicol.com/⁠~Connect on LinkedIn:⁠https://www.linkedin.com/in/kimnicol/⁠~⁠⁠⁠Into meditation? This is for you: ⁠⁠⁠⁠⁠⁠https://insighttimer.com/meditation-courses/mindfulness-for-managers-at-work⁠⁠⁠⁠⁠

Joseph Parker puts it all on the line in the ring this Sunday, as he takes on unbeaten British knockout machine Fabio Wardley. Sports reporter Jonty Dine spoke to Lisa Owen.

Download REFSIX today: https://bit.ly/44rnMeoIn this week's REFSIX Podcast, we dive into one of the toughest parts of refereeing dealing with tricky managers and problem parents. ⚽From managing emotions on the touchline to communicating with confidence under pressure, we share real-world advice, practical tips, and stories from the pitch to help you stay calm, in control, and professional no matter who's shouting from the sidelines.

This is the AI generated discussion of my post:  Setting Up Front Line Managers For Success.  Enjoy! Here is the link to the original post:  https://partnersinexcellenceblog.com/setting-up-frontt-line-managers-for-success/ 

Here on todays podcast we are Ranking the 20 Greatest Premier League Managers of All Time*! We are joined by Mike, Jake, Ben and BucketHatSam, we hope you enjoy the episode and we'd love it if you could give us a 5* review!

Join Nick and Harrison as they get ready for the World Series. They discuss Game 7 of the ALCS, preview the World Series matchup, and predict who makes the biggest impact in Game 1. They will also talk about the latest news around baseball, the latest wave of hiring and firing of Managers, and mix in some trivia. Join the best baseball community online and be part of the show LIVE in the chat.#mlb #baseball #sports #trivia #news #sportsnews #worldseries #hit #picturechallenge #bluejays #dodgers

"The NOW CDs, as they are often called, started in the UK in 1998 with Richard Branson. They were a hit out of the gate, each crafted to a specific formula. They are a professionally made mix tape. We have the full history and a good bit of trivia about the series."

Are you a podcast host who feels awkward or frustrated when you try to sell your podcast or your content? You might be working hard to get people to listen to your show, but you know there are a million other shows they could be tuning into. The pain point isn't if you're selling; it's that you might be selling like an amateur instead of a professional. In this episode of Podcasting Unlocked, we speak with Morris Sims about the professional sales mindset every host needs. We dive into why you are always selling—the idea of listening, your content, and your expertise—even if no money is exchanged.This week, episode 239 of Podcasting Unlocked is about the professional sales mindset for podcast engagement! Morris Sims began his career as a Chemical Engineer. 5 years later, he decided to do something fun; he joined New York Life Insurance Company to sell Financial Services. 32 years later he retired after 20 years in New York as the Vice President and Chief Learning Officer in charge of training for all the Financial Services Professionals and Managers. Now, 8 years later, Morris is hosting his 3rd podcast, The Commission Code, and runs his own consulting and training company.  His clients are business owners looking for help and guidance to increase their revenue and have more time to enjoy it.In this episode of Podcasting Unlocked, Morris Sims is sharing the importance of approaching sales as helping others and actionable steps you can take right now to devise a strategy that makes it easy for your audience to buy into your show. Morris and I also chat about the following: You Are Always Selling: As a podcast host, you are constantly selling the idea of people listening to your podcast, selling your content, and selling yourself as an expert, even when you have nothing to exchange for monetary value.The Professional Mindset Shift: A professional salesperson focuses on the prospect (the listener) and what they need, making it easy for them to buy; an amateur focuses on themselves and forces the sale.The "Hate to Be Sold" Rule: People love to buy (like on Amazon), but they hate to be sold. Your job as a host is to make the process of buying into your show (listening or purchasing a digital course) different from old sales stereotypes.Content as Pre-Selling: Use platforms like LinkedIn to share high-value articles and content, which is a subtle way of selling your ideas and building trust with your audience before you ever ask them to listen to your show.Be sure to tune in to all the episodes to receive tons of practical tips on turning your podcast listeners into leads and to hear even more about the points outlined above. Thank you for listening! If you enjoyed this episode, take a screenshot of the episode to post in your stories and tag me! And don't forget to follow, rate and review the podcast and tell me your key takeaways!Learn more about Podcasting Unlocked at https://galatimedia.com/podcasting-unlocked/ CONNECT WITH MORRIS SIMS:LinkedInsims.rm2017@gmail.comThe Commission Code podcastWebsiteCONNECT WITH ALESIA GALATI:InstagramLinkedInWork with Galati Media! Work with Alesia 1:1Proud member of the Feminist Podcasters Collective.

  Summary  In this episode of the Building Better Cultures podcast, Scott McInnes discusses the challenges faced by mid-management in organizations, drawing insights from the Mind the Gap research report. Guests Katy Lumsden and Neil O'Brien share their experiences and perspectives on the evolving roles of managers and leaders, the importance of culture, and the need for effective communication and training. The conversation highlights the significance of psychological safety, resilience, and the necessity for managers to engage in tough conversations while fostering a supportive environment.     Takeaways  The mid-management layer faces unique challenges from both above and below.  Commonalities in organizational challenges can provide reassurance and strength.  Leadership and management roles are increasingly blurred in modern organizations.  Managers need to be equipped with tools to foster culture and engagement.  The say-do gap highlights discrepancies between senior leadership intentions and managerial actions.  Tough conversations are essential for growth but often avoided due to fear.  Psychological safety is misunderstood and misapplied in many organizations.  Resilience in younger generations may differ from previous cohorts.  Effective management requires understanding individual team members deeply.  Training for managers should focus on practical skills for modern challenges.    Chapters  00:00 Introduction to Mind the Gap Research  05:04 The Role of Mid-Management  08:39 Leadership vs. Management  16:18 Culture Multipliers vs. Bottlenecks  21:58 Shifting Mindsets in Management  23:37 Navigating the Transition from Peer to Manager  29:42 The Importance of Role Modelling in Leadership  31:51 Addressing Difficult Conversations  38:47 Resilience in Leadership and Generational Differences  44:37 Skills for Modern Leadership in a Hybrid World    Mind the Gap Research: https://bit.ly/3WMlS4C    What People Get Wrong About Psychological Safety: https://hbr.org/2025/05/what-people-get-wrong-about-psychological-safety         

Summary In this episode, Andy talks with Matt Ley about his new book Manage Your Gaps: Reclaiming the Awesomeness of Management. Matt challenges the myths and misunderstandings around management, explaining why clarity between contributors, managers, and leaders is key to organizational performance. You'll hear why he says managers are “multipliers” of value, how to recognize when you're being overled or overmanaged, and why he believes managers are not “junior leaders.” Matt introduces his EP!C Management model: Environment, Performance, Identity, and Communication. It's a tactical framework designed to help managers activate and optimize their teams. He also shares practical ideas for improving one-on-ones, measuring success, and even applying these same principles at home through the Four Cs: Care, Clarity, Consistency, and Communication. If you're looking for actionable insights to sharpen your management skills and strengthen your team's performance, this episode is for you! Sound Bites "The thing is, managers are zero value add." "Contribution is all about working in the business. Management's all about working on the business and leadership's all about working on the future." "A manager is someone who's titled with making sure that they're multiplying the value of that organization." "A leader's job is to look up and out. So their job is to define the new, whereas a manager's accountability is to look down and in. So their job is to refine the now." "If you're not doing one-on-ones on a regular, consistent basis? That to me is the beating drum and the heartbeat of management." "It's really hard to feel successful in something if you don't have two things. One, you need a definition of what you're doing. And you need a measurement of how you're doing against it." "We reflect on the different roles that we play, that we call four hats: our professional hat, our personal hat, our partner hat, and our professional parent." Chapters 00:00 Introduction 01:38 Start of Interview 02:00 Family Influence on Leadership 04:00 Career Journey to EP!C Model 07:20 Rethinking Roles as Spokes 09:40 Managers vs. Leaders 12:40 Over-Led or Over-Managed 15:20 Zero Value Add Concept 17:20 Introducing the EP!C Model 20:20 Identity in Management 22:20 One Practical Management Tip 24:00 Applying EP!C at Home 26:14 End of Interview 26:37 Andy Comments After the Interview Learn More You can learn more about Matt and his work at ManageYourGaps.com. For more learning on this topic, check out: Episode 363 with Roger Martin. Roger typically shows up in the Thinkers50 Top 10 and shares key management lessons that complement this discussion. Episode 47 with Henry Mintzberg. It's a candid, entertaining conversation with one of the most influential management thinkers of our time. Episode 11 with Susan Scott. Based on her book Fierce Leadership, this episode explores powerful communication and management lessons that still hold up today. Level Up Your AI Skills Join other listeners from around the world who are taking our AI Made Simple course to prepare for an AI-infused future. Just go to ai.PeopleAndProjectsPodcast.com. Thanks! Pass the PMP Exam This Year If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you, too. It's totally free, and it's a great way to get a head start. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader–that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Business Acumen Topics: Leadership, Management, Role Clarity, Team Performance, Organizational Design, Communication, One-On-Ones, Change Management, Coaching, Strategic Thinking, Team Culture, Manager Development The following music was used for this episode: Music: The Fantastical Ferrett by Tim Kulig License (CC BY 4.0): https://filmmusic.io/standard-license Music: Tropical Vibe by WinnieTheMoog License (CC BY 4.0): https://filmmusic.io/standard-license

Many of us in ministry are responsible for leading other people. It's hard to lead others well without good management skills. Management is something that, just like any other specialty, needs to be trained and developed. But, historically, churches have not been good developers of managers. Effective manager training is crucial to building a culture of health and high performance on a church staff. Without great managers, we won't accomplish great things. In this episode, Amy and Sean discuss common mistakes churches can make when training managers, specific disciplines church leaders should implement in manager training and how to create sustainable systems for ongoing manager development.    This Episode is Sponsored By ChurchCopy.AI There's no shortage of things happening in your church—kids, students, groups, outreaches, special events, the list goes on. Keeping communication clear across it all can be exhausting. With ChurchCopy.ai, you can turn a simple event description into a complete communication package—emails, posts, texts, and more—working together to create awareness, build anticipation, drive engagement, and provide follow-up. All organized in one place, all in your church's voice. Start free today at churchcopy.ai/unstuck.   Join the Conversation on Social Media We use hashtag #unstuckchurch on X and on Instagram.   

The Only Three Things You Must Do To Improve Agility - Mike CohnDistilled to its essence, it's quite simple to be a Scrum Master, agile coach, or anyone seeking to improve team or organizational agility. There are only three things you need to do and Saint Francis laid them out succinctly over 800 years ago:  To improve agility, we have to start with what's necessary. Change practices that go against agile principles. If programmers and testers aren't part of a single multidisciplinary team, that needs to change.If the team doesn't see the benefits of iterative and incremental work, you need to talk to them about that.Similarly, if management is imposing deadlines without regard to the team's opinion, you'll need to help them see the light.  Having made changes necessary to enable agility, look next at what's possible. There will be many more options to choose from now, such as: Shortening iterationsImproving teamworkReducing handoffs by overlapping workIntroducing new practices such as story mapping or job stories“Start by doing what's necessary, then what's possible, and suddenly you are doing the impossible.” Doing What's NecessaryThen Do What's PossibleDon't try to improve too many things at once and choose wisely. Initially there will be opportunities for small changes to create outsize improvements. Finally, Do the ImpossibleAt this point, it's time to do the impossible . . . except that now very little is impossible.Having iteratively and incrementally improved, most teams feel powerful enough to take on challenges and changes that would have seemed impossible before.What still seem impossible are changes outside the team. Managers may still impose deadlines. Stakeholders may foist too-frequent changes because they've heard agile teams “embrace change.”Fixing these outside-the-team behaviors isn't impossible, but it is harder and often takes time. Fortunately a team that has done the necessary and then the possible will be ready to do the impossible.How to connect with AgileDad:- [website] https://www.agiledad.com/- [instagram] https://www.instagram.com/agile_coach/- [facebook] https://www.facebook.com/RealAgileDad/- [Linkedin] https://www.linkedin.com/in/leehenson/

AI tools are everywhere now, but are we using them wisely? In this episode, we talk about the rise of “AI workslop,” the messy, impersonal output that can result when we rely too heavily on automation without human discernment. We explore why the human element still matters and how thoughtful use of AI can enhance, not replace, good work.   From the employee perspective, we discuss how AI can support productivity without sacrificing authenticity. Managers will hear how to guide teams in using AI responsibly. Executives will reflect on the strategic balance between innovation and intentionality.   At the center of it all is a reminder: technology is powerful, but people are irreplaceable.   Have questions about this topic? Want to ask for advice from our team? Have a topic suggestion? Just want to say Hello? Do it! We love hearing from you and here is how you can get us:   Website: www.peoplecentric.com/contact Direct Email: podcast@peoplecentric.com Facebook: https://www.facebook.com/peoplecentricUS YouTube: @PeopleCentricUS

Ever feel like your brain is juggling 47 browser tabs—only none of them are loading? That's what it's like trying to stay focused as an affiliate manager. Between answering affiliate questions, navigating fast-changing platforms, staying on top of launches, and replying to Slack messages at all hours… staying focused can feel impossible. And regaining it once you've lost it? Even harder. In this episode, I'm bringing you a behind-the-scenes recording of a private training I did for a mastermind group, all about how to get focused, stay focused, and bounce back when your focus gets derailed. Whether you're managing dozens of affiliates or trying to keep your own business on track, these strategies will help you get more done, with less stress. Links Mentioned in this Episode Bob Newhard Clip Focus Music Track Need help activating your affiliates? Use my proven email templates for getting inactive affiliates in the game and making sales! Get them here Get my #1 affiliate recruiting email (the one I've personally used to recruit thousands of affiliates in dozens of niches). Grab your copy here!

Confidence is not all or nothing -- it's not something you have or you don't. It's also not something that's rock solid or non-existent. Instead, see it as a dynamic quality inside you that can help keep you steady through uncertainty and change. Learn to identify it in yourself, so that you can access it when needed....After the Episode:Join the next cohort of Communication Strategies for Managers:⁠https://maven.com/kimnicol/communication-strategies⁠~Reach out for private coaching, team workshops or off-sites:⁠https://kimnicol.com/⁠~Connect on LinkedIn:⁠https://www.linkedin.com/in/kimnicol/⁠

We break down why AI will first replace lead managers, how a role-play bot turned into a near-production “AI lead manager,” and why consistency, speed-to-lead, and never getting sick beat human volatility. We also touch on exponential AI progress, Dan Martell's take, and what “one person managing ten AIs” looks like inside a sales org.Learn how to invest in real estate with the Cashflow 2.0 System! Your business in a box with 1:1 coaching, motivated seller leads, & softwares. https://www.wealthyinvestor.com/Want to work 1:1 with Ryan Pineda? Apply at ryanpineda.comJoin our FREE community, weekly calls, and bible studies for Christian entrepreneurs and business people. https://tentmakers.us/Want to grow your business and network with elite entrepreneurs on world-class golf courses? Apply now to join Mastermind19 – Ryan Pineda's private golf mastermind for high-level founders and dealmakers. www.mastermind19.com--- About Ryan Pineda: Ryan Pineda has been in the real estate industry since 2010 and has invested in over $100,000,000 of real estate. He has completed over 700 flips and wholesales, and he owns over 650 rental units. As an entrepreneur, he has founded seven different businesses that have generated 7-8 figures of revenue. Ryan has amassed over 2 million followers on social media and has generated over 1 billion views online. Starting as a minor league baseball player making less than $2,000 a month, Ryan is now worth over $100 million. He shares his experiences in building wealth and believes that anyone can change their life with real estate investing. ...