Podcasts about managers

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Jason Longshore takes you through the weekend around the world in this edition of SDH AM, he's joined by Abe Gordon to talk World Cup and hydration breaks and Bart Keeler to talk about refereeing evolution especially when it comes to video replay usage. Plenty of other topics like Celtic and Wilfried Nancy, Madrid and Xabi Alonso and the hug that might save their season, Arsenal's title hopes, and more. 

Working with and leading a diverse team takes skill. Developing any skill takes intentional practice -- whether you're learning a new language, a new dance step, or honing your communication skills and leadership mindset. Communication Strategies for Managers starts in January. Here's what you need to know, to get the most out of it....After the EpisodeEnroll now to start the New Year strong, with structure and support to help you hone your Communication skills:⁠https://maven.com/kimnicol/communication-strategies⁠~Get in touch to discuss private coaching, team workshops or off-sites:⁠https://kimnicol.com/⁠~Connect on LinkedIn:⁠https://www.linkedin.com/in/kimnicol/⁠

Part 4 of Jen Suzuki's 4-part mini-series gives managers a simple, repeatable structure for teaching one of the most stressful skills in sales: handling customer objections. In this episode, Jen breaks down how to coach your team through pushback without pressure — using a calm, confident, 4-step framework: Acknowledge → Reframe → Offer → Close the Gap. You'll learn exactly how to teach the structure in minutes, demonstrate both strong and weak examples, and set up fast role-plays that build confidence instead of anxiety. Jen also shares practical ways to evaluate tone, body language, pacing, and delivery using quick checklists and 10-minute coaching drills. Plus, she reveals her favorite contest ideas to keep the skill top-of-mind and drive real behavior change. This power session helps salespeople, BDC agents, service advisors, and anyone facing customer objections turn stressful moments into calm, controlled wins. Dealer Talk with Jen Suzuki Podcast |

Part 3 of Jen Suzuki's 4-part manager mini-series goes deep into one of the most profitable coaching skills in the dealership: teaching teams how to gain more service approvals using her formula called Job–Risk–Reward (JRR). Jen breaks down exactly how to train advisors, salespeople, and BDC agents to explain value simply, clearly, and with confidence — without scripts. You'll learn how to teach the formula in minutes, demonstrate it live, then drive real application with team exercises, role-play, and even spicy contests that make learning stick. From wipers and brake pads to leather seats and display screens, Jen shows you how this formula boosts trust, increases transparency, and gets customers saying yes more often. This is your playbook for fast, high-impact coaching that drives approvals, customer loyalty, and profitability. Dealer Talk with Jen Suzuki Podcast |

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Gregg Altschul, Vice President of Technology at FanDuel, shares a clear and practical look at how leaders can create real alignment across personal, team, and company goals. He explains why transparency drives trust, how to build a path for growth at every level, and why the best managers help people pursue their long term North Star while still delivering for the business. This is a thoughtful and modern blueprint for tech leadership and team development.Key TakeawaysTeams move faster when the company goal is translated into a simple set of objectives that every level can understand and act on.Transparency is the anchor for healthy goal setting and creates the space for honest conversations about career direction.Managers should encourage long term North Star thinking since it keeps people growing even after short term milestones are reached.Succession planning should be an active part of how teams operate so progress never depends on a single person.People can stay committed to their work even if they have long term plans outside the company, and supporting those plans often improves retention.Timestamped Highlights02:19 How top level business goals get distilled into specific team and personal goals that engineers can act on.04:57 The role of transparency in helping teams understand the why behind each objective.07:34 Helping ICs tie personal development to broader company needs while still honoring their ambitions.09:28 Creating a safe environment for honest career conversations in a world of hybrid and remote work.15:14 Why knowing a person's long term plans makes succession planning easier for everyone.17:45 How Gregg works with his own manager on growth even when the title ladder narrows at the VP level.A standout idea from Gregg“As long as you have a North Star you will grow. Whether you ever reach the exact role you picture is not really the point. The point is growth.”Call to actionIf this conversation helped you rethink how goals work inside your team, share it with a colleague who will appreciate it. Follow the show so you never miss new episodes and connect with me on LinkedIn for more conversations with leaders shaping the future of engineering and data.

December 11, 2025: In today's episode, I break down five major stories reshaping the future of work and leadership. I start with the growing crisis of trust as employees hesitate to adopt new AI tools, then dive into the global debate around "neurorights" and the push to protect cognitive privacy in an era of emerging neurotechnology. I unpack AT&T's candid admission that cultural fixes came far too late, explore how AI managers are beginning to automate managerial busywork and influence organizational design, and examine Disney's landmark partnership with OpenAI and what it signals for the future of creativity and intelligent content creation. Each story includes a futurist lens that connects today's headlines to the deeper shifts every leader must understand to build a truly future-ready organization.

What if a single franchise could save homeowners months of chaos, prevent $40,000 kitchen replacements, and completely transform the disaster restoration industry?   In today's episode of Franchise Unfiltered, Wes sits down with Mike Pearce, Chief Development Officer of Renew Medic®, the first-mover franchise that's disrupting restoration by solving the most expensive problem in any home disaster: cabinets.   For decades, the industry assumed damaged cabinets had to be demolished and replaced — causing 3–6 months of displacement and skyrocketing insurance costs. Renew Medic® changed everything. With proprietary emergency cabinet removal and rebuild systems, they can restore kitchens in weeks instead of months… and insurance companies love them for it.   Mike shares how Renew Medic® was born out of ServiceMaster, why franchise veterans came out of retirement to build this brand, and why insurers are begging for more franchisees in new markets. If you're looking for a scalable, protected, first-mover opportunity in a massive recession-proof industry, this one is special.   Timestamps: 00:00 — The $40,000 Kitchen Problem No One Could Solve 03:12 — Why Mike Came Out of Retirement for RenewMedic 07:45 — How Cabinet Restoration Became a First-Mover Goldmine 11:30 — The “Unicorn” Technique That Changed Everything 15:58 — Insurance Companies Begging for RenewMedic Franchisees 20:44 — The Secret Behind Finishing Jobs in 2–3 Weeks Instead of 4–6 Months 25:19 — How RenewMedic Partners With Every Mitigation Company in Town 30:02 — Breaking Down the $2M Territory Math 36:51 — Why RenewMedic Beats Traditional Restoration Lifestyle 42:40 — Scaling BIG: Multi-Territory, Managers, and PE Exit Potential   7 Steps to Owning a Franchise: https://path2frdm-1.hubspotpagebuilder.com/path-to-freedom-about-franchising  

In this episode of Leadership Launchpad, Kevin Yates joins the conversation to share insights on what managers should know about training and talent development. Drawing on his global experience as the "L&D Detective," Kevin highlights the importance of aligning development initiatives with business goals. He emphasizes that performance improvement is a collective effort, involving not just the manager and talent development, but also teams like marketing, product development, and software developers. The discussion covers the concept of a workplace performance ecosystem and introduces tools for conducting performance needs analysis, helping managers determine the most effective solutions for their teams. This episode offers practical advice for managers seeking to drive meaningful impact through collaboration and targeted strategies.

BONUS: Testing as Measurement—Why Bug-Hunting Misses the Point With Tom Gilb and Simon Holzapfel The Revelation That Almost Caused a Car Crash "Tom said like 10 sentences in a row, kind of like a geometric proof, that just so blew my mind I almost drove off the road. I realized I had wasted hundreds of hours in boardrooms arguing about errors of which we were aware of perhaps 10%."   Simon shares the moment Tom's framework clicked for him. The insight? Traditional testing—finding bugs and defects—is the wrong focus entirely. It's a programmer's view of the world. Managers don't care about bugs; they care about results, about improvements in their business. Tom calls this shift moving from "testing" to "measurement of enhanced or increased value at every cycle." The American Toast Problem "How do we make toast in America? We burn the toast, and then we pay someone to scrape off the black bits off the bread."   Vasco invokes Deming's classic analogy to describe traditional software testing. The entire testing-at-the-end approach is fundamentally wasteful. Instead, Tom advocates for continuous measurement against quantified values. If you expected 3% progress toward your goals this week and didn't get it, you've learned something critical: your strategy needs to change. If you did get it, keep going with confidence. Four Questions at Every Checkpoint "Where are we going? Where are we now? Where should we have been at this point? And why is there a gap?"   Drawing from fighter pilot doctrine, these four questions should be asked at every micro-cycle—not just at quarterly reviews. Fighter pilots ask these questions every minute during critical missions, with clear abort criteria if answers are unacceptable. Most organizations have no abort criteria for their strategies at all, guaranteeing they'll discover failures far too late.   About Tom Gilb and Simon Holzapfel   Tom Gilb, born in the US, lived in London, and then moved to Norway in 1958. An independent teacher, consultant, and writer, he has worked in software engineering, corporate top management, and large-scale systems engineering. As the saying goes, Tom was writing about Agile before Agile was named. In 1976, Tom introduced the term "evolutionary" in his book Software Metrics, advocating for development in small, measurable steps. Today, we talk about Evo, the name Tom uses to describe his approach. Tom has worked with Dr. Deming and holds a certificate personally signed by him. You can listen to Tom Gilb's previous episodes here.    You can link with Tom Gilb on LinkedIn    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. And you can listen to Simon's previous episodes on the podcast here.    You can link with Simon Holzapfel on LinkedIn.

As a senior manager, not understanding can feel very uncomfortable. You know people are looking to you to lead the conversation. If you miss something, you might say something wrong and worry you will look like silly. It's an understandable concern so let me help you build your confidence by learning common phrases from real meetings so next time you know exactly what you're colleagues are saying. Enjoy! Anna00:00 – Why missing meaning in meetings crushes confidence03:00 – Phrase 105:30 – Phrase 207:00 – Phrase 308:00 – Phrase 409:30 – Phrase 510:30 – Phrase 612:00 – Quick recap of all phrases13:00 – How to lock these into your memory  GET MY FREE WEEKLY NEWSLETTER - Become a free member and get my weekly round up of tips in the newsletter and extra bonus content INTERESTED IN 1-to-1 COACHING? Register for future places on my programme WANT TO SUPPORT THE PODCAST? Donate a coffee TRANSCRIPTS - do an in-depth review of the episode content LinkedIn @AnnaConnellyInstagram @annabusinessenglishYouTube @annabusinessenglish

Part 2 of Jen Suzuki's 4-part mini-series for dealership leaders drills into the single most important window of any customer interaction — the first three minutes. In this episode Jen teaches managers how to coach teams to win fast: a sharp greeting, purposeful value, and immediate engagement. Learn a compact, repeatable coaching routine (teach → demo → apply) with real scripts for calls, showroom greetings, and walk-ins, plus quick contests and pairing exercises to lock behavior in. This episode is built for GMs, BDC leads, service managers and anyone who needs fast, high-impact coaching that translates to better appointments, higher show rates, and stronger customer loyalty. Dealer Talk with Jen Suzuki Podcast |

Some conversations stay with you long after you hit "stop" on the recorder—and my time with Gabe Draper is absolutely one of them. I've known Gabe for years, but I never fully understood the depth of the journey he endured as he attempted to take over, stabilize, and ultimately shut down the family machine shop. His story isn't just informative; it's gut-wrenching, enlightening, and, ultimately, incredibly redemptive. In this episode, Gabe walks me through the emotional roller coaster of trying to save a failing shop, the painful impact of relying too heavily on one industry, and the personal toll that comes with missing payroll, laying off loyal teammates, and breaking the news to family. He opens up about the lowest day of his life—standing in a bank beside his pregnant wife, signing loan documents just to keep the lights on. It's raw. It's honest. And it's a reality far too many shops live too close to. But this isn't a story of defeat. Gabe's experience became the crucible that forged his passion for helping job shops grow. Today, he's the CEO of Factur, a company dedicated to solving the exact problem that led to his shop's collapse: the lack of consistent, proactive sales. The contrast between where he's been and where he's landed is powerful, and it's a reminder that failure—while brutal—can become one of our greatest teachers. My hope in sharing Gabe's story is simple: to help other shop owners avoid the same painful outcomes, especially when the warning signs are subtle. This episode is a cautionary tale, a leadership lesson, and, ultimately, a story of resilience. I'm grateful Gabe trusted this community enough to tell it.  You will want to hear this episode if you are interested in... (0:54) Paul sets the stage: why Gabe's story matters (2:51) Gabe introduces himself and shares his manufacturing lineage (5:55) Taking over the struggling family shop (7:02) Check out the SMW catalog for effective workholding (7:45) Chasing revenue and landing major oil & gas work (10:00) Attempting DIY automation to keep up with demand (11:17) Six years of financial strain and missed payroll (13:25) Raising money and carrying the weight of debt (15:03) Slow diversification and overexposure to oil & gas (17:01) Closing the shop and the personal and professional impact (21:21) Managers launching their own shop using Gabe's equipment (23:11) The birth of Gabe's son and preparing for what becomes a disastrous auction (26:05) Facing investors, vendors, and friends with honesty (27:30) Why we created Hire MFG Leaders — and why you should use it (27:57) Selling for other shops out of necessity — the seed for Factur (29:12) How Gabe learned to sell and the fundamentals of shop sales (32:42) Why every shop must look credible online (34:07) Maximizing current customers and referrals (35:10) Networking outside the shop to drive growth (37:45) Grow your top and bottom line with CLA (38:23) Why you must always sell — especially when busy (42:04) The "valley of death" between $5M–$10M (43:58) The essential role of manufacturing (46:46) The three-legged stool: operations, finance, sales Resources & People Mentioned Check out the SMW catalog for effective workholding Why we created Hire MFG Leaders — and why you should use it Grow your top and bottom line with CLA Connect with Gabe Draper Facturmfg.com Gabe@facturmfg.com Connect on LinkedIn Connect With Machine Shop Mastery The website LinkedIn YouTube Instagram Subscribe to Machine Shop Mastery on Apple, Spotify Audio Production and Show Notes by - PODCAST FAST TRACK

Ever feel like you should know more, be more confident, or have everything figured out by now?You're not alone, and more importantly, you don't need to be a “know-it-all” to be an exceptional leader.In fact, the strongest leaders today share one trait:They are learn-it-alls, people who grow through challenges instead of shrinking from them.Fortunately, this week's guest brings a powerful, actionable framework that helps managers move from self-doubt into genuine capability.Damon Lembi is a 2x bestselling author, the host of The Learn-It-All Podcast, and CEO of Learnit, a live learning platform that has upskilled over 2 million people. Drawing from his prior baseball career, Damon brings an athlete's perspective to leadership. Through his journey, he has gained invaluable insights into what helps organizations grow, how great leaders learn, and why learn-it-all companies outpace their competitors every time.We explore why action transforms confidence faster than motivation ever could, how to stop perfectionism from stalling your growth, and how “possibility spotting” turns obstacles into opportunities for advancement. If you've ever felt like you're not ready, not experienced enough, or not “the right fit,” this conversation will help you step forward as the leader you truly are.Get FREE mini-episode guides with the big idea from the week's episode delivered to your inbox when you subscribe to my weekly email.Join the conversation now!Conversation Topics(00:00) Introduction: Why imposter syndrome spikes when stepping into leadership(01:12) What imposter syndrome really is (and why nearly everyone experiences it)(05:42) Why we undervalue ourselves when taking on bigger roles(08:30) Confidence through action, not waiting to feel ready(11:18) Building leadership skills through mentors, reps, and learning(13:44) Why difficult conversations trigger self-doubt for new managers(15:56) Owning your gaps to build credibility(18:03) Asking for help and advocating for your development(22:58) Finding opportunities inside constraints(25:57) [Extended Only] Why everyone has imposter syndrome(26:45) [Extended Only] Damon's 4-step framework for overcoming imposter syndrome(34:05) [Extended Only] Turning obstacles into an advantage

Get ready for your annual "Christmas morning" with this deep dive into the 2025 Lean In Women in the Workplace Report. In this candid conversation with Rachel Thomas, Co-founder and CEO of LeanIn.org, we discuss the key findings from the largest study on the state of women in Corporate America. The discussion highlights alarming signals in the data, including a potential rollback in the company's commitment to women's advancement and its effect on women's ambition. Rachel highlights the importance of the often underutilized role of sponsorship and issues a powerful call to action for companies and, critically, for middle managers.  Tune in to learn about the fragility of the progress made over the last decade and discover specific, actionable strategies—including the innovative use of manager scripts and accountability measures—to unlock consistent career support and move toward a truly equitable and inclusive workplace. Key Takeaways: Declining Commitment and Ambition: Only half of companies report being highly committed to women's career advancement, and this lack of commitment is mirrored by a decline in women's ambition, as they are now less interested in getting promoted to the next level for the first time. The Sponsorship Gap is Widening: Men are getting sponsors much earlier in their careers than women, and this gap is even more pronounced for entry-level women who work remotely. Sponsorship, or advocacy-style actions like being introduced to influential people or getting stretch opportunities, is a key lever that is consistently underutilized. Managers are the Key to Unlocking Progress: While managers generally have the right intent, they often lack the time and tools to offer consistent, high-quality, and equitable career support. Companies must treat manager support for career development as a priority by building it into performance reviews and leveraging tools like AI to free up manager time for critical tasks. Get the full report at: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace

Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society.   In this episode, Justin interviews Andréia Stephenson, BSc SIRM, Enterprise Risk Analyst at London Metal Exchange, about her shift from a Bachelor of Science in biology to a risk analyst and risk professional. Andréia speaks of her passion for data and the importance of communicating at all levels of your organization. She regards working for different organizations with good leaders as a way to learn risk frameworks and gain foundational knowledge. She shares views on how risk analysts can influence risk culture. She also tells how she uses AI as an assistant. Listen for thoughts on building a risk-aware culture by asking leaders the right questions.   Key Takeaways: [:01] About RIMS and RIMScast. [:17] About this episode of RIMScast. Our guest today is Andréia Stephenson, BSc SIRM, Enterprise Risk Analyst at London Metal Exchange. She will discuss her career and the evolving role of the Risk Analyst. But first… [:43] RIMS-CRMP and Some Exam Prep Courses. From December 15 through the 18th, CBCP and RIMS will present the RIMS-CRMP Exam Prep Boot Camp. [:53] Another virtual course will be held on January 14th and 15th, 2026. These are virtual courses. Links to these courses can be found through the Certification page of RIMS.org and through this episode's show notes. [1:07] During the interview with Andréia, you will hear her reference the RIMS CRO Certificate Program in Advanced Enterprise Risk Management, which is hosted by the famous James Lam. Andréia is an alum of the program. [1:23] You can enroll now for the next cohort, which will be held over 12 weeks, from January through March of 2026. Registration closes on January 5th. Or Spring ahead and register for the cohort held from April through June of 2026. Registration closes on April 6th. [1:39] Links to registration and enrollment are in this episode's show notes. [1:46] Justin shares that RIMS suffered a tremendous loss in December. Chief Membership Experience Officer, Leslie Whittet, with RIMS for almost three years, tragically passed away due to injuries she sustained in an accident. She was walking her dog when she was struck by a truck. [2:18] Some of the RIMS staff, including CEO Gary LaBranche, knew Leslie from years prior. We are all shocked and saddened. Leslie was a remarkable association leader with 30 years of experience. [2:33] Gary LaBranche had the privilege of working alongside Leslie Whittet at the Association for Corporate Growth for nine years. For the last three years, Justin has had the pleasure of working with her at various RIMS events and seeing her weekly on our remote calls. [2:50] Leslie was always a source of positivity, inspiration, and creativity. She was just a wonderful person who will be deeply missed. Her memory is certainly a blessing. [3:03] RIMS will celebrate her memory at the Chapter Leadership Forum in Orlando in January. If you have any questions, please contact Josh Salter, jsalter@RIMS.org. Tributes are pouring in on LinkedIn and various networking groups. [3:22] If you have memories and photos you'd like to share, we encourage you to do so to honor her memory. [3:29] It wasn't easy to speak these words or read them, so I want to take a brief moment of silence to honor Leslie before we go any further. [3:44] On with the show! Our guest today is Andréia Stephenson. She comes to us all the way from London, where she's an Enterprise Risk Analyst for the London Metal Exchange. [3:57] You may know her a little bit from some promotional videos we've done on social media, promoting the James Lam CRO Certificate Course. In getting to know her, I was struck by how enthusiastic she was about her role as a Risk Analyst for years. [4:14] Many risk professionals begin as risk analysts; others, like Andréia, can make a thriving career of it. She's here to share some tips on how to do that, where ERM fits into the mix, and where she believes the role of the risk analyst will be going in the near future. Let's get started… [4:36] Interview! Andréia Stephenson, welcome to RIMScast! [4:47] Andréia may sound familiar to you because she did a testimonial on LinkedIn for RIMS for the James Lam CRO Certificate course. Justin says she was great to work with. That's how she and Justin met, and that's why she's here. [5:19] Justin notes that his voice is lower from "shouting" during the ERM Conference. Andréia looks forward to the RIMS ERM Conference 2026. [6:09] Andréia shares an overview of her career. She started at O.R.X., an operational risk data exchange association, where she learned all the principles of risk management. It gave her a strong background in operational risk. [6:36] From there, she went to London to go into a second-line risk management function as an analyst at a wealth management investment firm, then she went to a small investment bank, then to another wealth management firm, and now, to the London Metal Exchange. [7:00] They were all analyst roles, primarily operational risk, but also enterprise risk management. Risk has been part of her life for the last 10 years. The foundation was set by O.R.X. She holds the company close to her heart. [7:28] Andréia loves data. It's incredibly important for driving analysis. She says any analyst who doesn't love data is not an analyst! Data structure and data quality are very important for risk analysis, or any analysis. You need to love data to be able to do good risk management. [8:13] Andréia says that working in different organizations is important for risk management. It helps you connect the dots between the components of a risk management framework. [8:28] When Andréia started at O.R.X., she understood all the components, but she didn't join the dots until she went into the industry, hands-on, in the deep end, trying to figure out an RCSA, a KRI, or a KPI. Then, all the components of risk management started to make a bit more sense. [8:53] Andréia has always been fortunate to have worked with several exceptional leaders, each of whom had a kind of superpower in risk management that influenced her approach and understanding of risk. [9:07] Andréia's first manager at O.R.X. was tough and meticulous. She had a deep understanding of corporate governance and the boundaries between the risk types: strategic, financial, and non-financial. [9:22] At the time, Andréia didn't really appreciate how valuable the discipline was. She didn't understand yet. In hindsight, it gave her a strong foundation. Another CRO she worked with taught her the importance of communication in risk. [9:46] Aside from his technical ability, he understood stakeholder management at every level of the organization and how to translate the risk concepts for different audiences and build alignment. [10:00] Then she had a head of risk who was incredible with data, with an exceptional ability to quantify risk using analytics and evidence. Having a science degree, numbers were not Andréia's strongest area, but working with someone who pushed her helped her to become stronger. [10:25] Andréia thinks that working in risk in different organizations can help you build those thoughts. [10:32] Andréia has a Bachelor of Science degree in biology from the University of Bath in England. She's happy she decided not to pursue biology and took the risk road, instead. [10:55] Justin tells of recently having Kellee Ann Richards-St. Clair on the show. She's on the RIMS Strategic and Enterprise Risk Management Council. Kellee Ann started in Chemistry.l She moved into Energy and Power and became the de facto ERM Manager for her organization. [11:15] Kellee Ann and Andréia channelled other areas of knowledge to apply them to risk. For Andréia, the statistical side of biology has been helpful in risk management. James Lam states in his CRO Certificate program that risk is probability and statistics. Risk management isn't easy. [12:19] Andréia believes that legacy tools and practices fall short when they are disconnected from the organization's purpose, vision, mission, and strategic objectives. GRC systems have different modules: an RCSA module, a budding issue module, and an incident module. [12:49] Andréia hasn't seen a system that can connect the dots well. Risk practitioners don't always know how to connect the dots, either. An RCSA becomes isolated from the risk itself because people don't understand the context of those risks. [13:17] Working with business senior leaders to understand the context of your organization will help you to provide more valuable use of those tools and practices. [13:32] Andréia explains RCSA. It stands for Risk and Control Self-Assessment. It's a thought process. You sit down to understand what's most important to you, how much you care about it, and what you have in place to protect what's most important to you. [13:55] Andréia says the way we try to document that thought process is quite heavy. The industry requires that process to be complicated. Andréia recommends simplifying it. [14:20] To simplify it, have a process that's more sensible. The industry requires you to do assessments for inherent risk and residual risk. First, determine if a risk is important to you. If it's not important, why are you assessing it? [15:09] Andréia thinks the industry makes it difficult by requiring organizations to assess risks in a certain way, when it doesn't actually make sense. Managers have to have the courage to say it doesn't make sense for the organization, let's try a simpler approach. [15:34] Andréia uses screens, but sometimes pen and paper will do. Having that brainstorming session with the business really helps in trying to understand the purpose of what you do for your organization and where you fit in the strategic purpose of the firm. [15:51] What is most important to you, as opposed to thinking of everything that could go wrong? Risk is not only about negative outcomes but also about opportunities. [16:09] Quick Break! RISKWORLD 2026 will be held from May 3rd through the 6th in Philadelphia, Pennsylvania. RISKWORLD attracts more than 10,000 risk professionals from across the globe. It's time to Connect, Cultivate, and Collaborate with them. Booth sales are open now! [16:31] General registration and speaker registration are also open right now! Marketplace and Hospitality badges will be available starting on March 3rd. Links are in this episode's show notes. [16:44] Let's conclude our Interview with Andréia Stephenson! [17:14] Beyond documenting risk, Andréia thinks a risk analyst can shape an organization's risk-aware culture by asking questions. The quality of the questions they ask helps drive culture. [17:31] When an analyst consistently probes assumptions, highlights all the inconsistencies they find, or asks what this means in practice, that behavior encourages others to think more critically about risk and about what they are doing. [17:50] Good questions change behaviors. They prompt people to pause and reflect rather than to operate in autopilot, which we all sometimes do. [18:04] Andréia says analysts can contribute by making risk information simpler, clearer, and more accessible, looking for ways to simplify their reports and focusing on the most important things, day-to-day, for their objectives, and having a less bureaucratic process. [18:41] Andréia suggests having the courage to speak up when processes don't make sense in the second line of defense to help as much as possible the first line. [18:51] Risk analysts can influence and change behavior by building truthful and meaningful relationships with people, caring about the business, listening to the business units, taking their feedback to heart, and helping them to change the difficulties they encounter in risk. [19:19] Andréia works in the second line of defense. She works with a lot of first-line business units. For them, it's a burden when the risk team, the CRO, or the processes change. The risk analyst needs to help them minimize that burden. It's important to be conscious of that. [19:57] Andréia says when she goes into a new organization, the first thing she does is to understand the current state. What risk practices do they have? How do they operate? After a month, she has figured out how the organization is and how they make decisions. [20:17] When she has a suggestion, Andréia puts herself on the line for it. More often than not, it has worked out positively because she had good managers who could listen to her ideas for improvement. [20:41] If something doesn't make sense, you have to be true to yourself and say this process is lengthy, or this document is enormous; let's try to simplify it. Never be afraid of providing views for improvements, so long as you have one and have thought about it. [21:16] Andréia believes in passion for what you do. You need to be passionate, and if you're not, find your passion. For Andréia, it has always been to be a professional analyst and risk professional. That passion, in turn, drives your curiosity. [21:40] Look for ways to improve and learn. Working hard is really important, even with AI. Working hard drives good results. Data literacy is very important. Understand the basic principles of data and the basic tools that allow you to do data analysis. [22:04] Think, pause, and reflect. What does that data mean? What do those patterns mean? [22:10] Andréia stresses communication. She says she's still working on her communication skills. She is very direct at work. Sometimes that directness can seem abrupt. If something doesn't make any sense, she will put her hand up and say, This doesn't make any sense! [22:41] Having the soft skill to be able to communicate at all levels of the organization is important. That will set an analyst apart. [23:33] Andréia says AI is everywhere. She uses AI all the time for work and for her personal life. In her experience, AI is most powerful as a sounding board, a thought partner, and a colleague. It helps you explore ideas, structure problems, and challenge assumptions. [24:07] The analyst is the one who provides context and judgment. AI can help you generate lots of possibilities, but it can't decide what makes sense for your organization or for you. A critical mindset is very important. [24:25] Analysts need to treat AI as an extension of their thinking process, not as a replacement for it. You are the Quality Control. You are always the one accountable for the output. AI doesn't understand your business, your culture, or your strategic priorities, but you do. [24:48] There's always the risk that if you rely on AI without applying your own insight, the output will sound sort of right but not add any value. It may be technically correct, but contextually useless. [25:12] If analysts don't know how to extract, refine, and apply what the tool gives them, it won't move the needle in a meaningful way. [25:21] Analysts should work in different places, understand what a good framework is, get certifications, work with risk professionals, work to think about problems you haven't come across before, use critical thinking, and use AI to help perform the mechanical parts of your job. [25:51] Always rely on your judgment, your relationships, and your understanding of the business you are in. [26:04] Justin shares that philosophy. He uses AI as a sounding board, to help him if he's stuck on an idea, to help him expand it. If he likes it, he'll go with it. He takes the output as a template and refines it. [26:31] Andréia says it's almost like having an assistant. If it gives you something different than what you asked for, you can restate your question. [26:41] Justin's daughter is getting into advanced math in middle school. He doesn't remember a lot of it. He's asked ChatGPT to help him come up with math questions for his daughter. It has been invaluable for that. [27:20] Andréia uses it for formulas in Excel. She says, You still have to know what you want. You can prompt it to help you remember how to do something. Justin says you need the foundational knowledge. [27:45] Andréia says foundational knowledge is what will set people apart in their profession, whatever profession it is. She would much rather know what she knows than have AI do something and not feel comfortable with it. The foundation is really important. [28:08] Special thanks again to Andréia Stephenson for joining us here on RIMScast! Keep an eye out for her on LinkedIn in those super cool CRO Certificate Program promotional videos. [28:21] Remember, we have two more cohorts coming up, one in January and one in April. Links are in this episode's show notes.  [28:29] Plug Time! You can sponsor a RIMScast episode for this, our weekly show, or a dedicated episode. Links to sponsored episodes are in the show notes. [28:57] RIMScast has a global audience of risk and insurance professionals, legal professionals, students, business leaders, C-Suite executives, and more. Let's collaborate and help you reach them! Contact pd@rims.org for more information. [29:15] Become a RIMS member and get access to the tools, thought leadership, and network you need to succeed. Visit RIMS.org/membership or email membershipdept@RIMS.org for more information. [29:33] Risk Knowledge is the RIMS searchable content library that provides relevant information for today's risk professionals. Materials include RIMS executive reports, survey findings, contributed articles, industry research, benchmarking data, and more. [29:49] For the best reporting on the profession of risk management, read Risk Management Magazine at RMMagazine.com. It is written and published by the best minds in risk management. [30:03] Justin Smulison is the Business Content Manager at RIMS. Please remember to subscribe to RIMScast on your favorite podcasting app. You can email us at Content@RIMS.org. [30:15] Practice good risk management, stay safe, and thank you again for your continuous support!   Links: RIMS-CRO Certificate Program In Advanced Enterprise Risk Management | Jan‒March 2026 Cohort | Led by James Lam RIMS-Certified Risk Management Professional (RIMS-CRMP) RISKWORLD 2026 Registration — Open for exhibitors, members, and non-members! Reserve your booth at RISKWORLD 2026! The Strategic and Enterprise Risk Center RIMS Diversity Equity Inclusion Council RIMS Risk Management magazine | Contribute RIMS ERM Special Edition 2025 RIMS Now RISK PAC | RIMS Advocacy | RIMS Legislative Summit SAVE THE DATE — March 18‒19, 2026 Statement on the passing of RIMS Chief Membership Experience Officer Leslie Whittet Upcoming RIMS-CRMP Prep Virtual Workshops: "CBCP & RIMS-CRMP Exam Prep Bootcamp: Business Continuity & Risk Management" December 15‒18, 2025, 8:30 am‒5:00 pm EST, Virtual RIMS-CRMP Exam PrepJanuary 14‒15, 2026, 9:00 am‒4:00 pm EST, Virtual Full RIMS-CRMP Prep Course Schedule See the full calendar of RIMS Virtual Workshops   Upcoming RIMS Webinars: RIMS.org/Webinars   Related RIMScast Episodes: "James Lam on ERM, Strategy, and the Modern CRO" "RIMS ERM Global Award of Distinction 2025 Winner Sadig Hajiyev — Recorded live from the RIMS ERM Conference in Seattle!" "Presilience and Cognitive Biases with Dr. Gav Schneider and Shreen Williams" "Risk Rotation with Lori Flaherty and Bill Coller of Paychex" "Energizing ERM with Kellee Ann Richards-St. Clair" "Talking ERM: From Geopolitical Whiplash to Leadership Buy-In" with Chrystina Howard of Hub "Tom Brandt on Growing Your Career and Organization with ERM" "Risk Quantification Through Value-Based Frameworks"   Sponsored RIMScast Episodes: "Secondary Perils, Major Risks: The New Face of Weather-Related Challenges" | Sponsored by AXA XL (New!) "The ART of Risk: Rethinking Risk Through Insight, Design, and Innovation" | Sponsored by Alliant "Mastering ERM: Leveraging Internal and External Risk Factors" | Sponsored by Diligent "Cyberrisk: Preparing Beyond 2025" | Sponsored by Alliant "The New Reality of Risk Engineering: From Code Compliance to Resilience" | Sponsored by AXA XL "Change Management: AI's Role in Loss Control and Property Insurance" | Sponsored by Global Risk Consultants, a TÜV SÜD Company "Demystifying Multinational Fronting Insurance Programs" | Sponsored by Zurich "Understanding Third-Party Litigation Funding" | Sponsored by Zurich "What Risk Managers Can Learn From School Shootings" | Sponsored by Merrill Herzog "Simplifying the Challenges of OSHA Recordkeeping" | Sponsored by Medcor "How Insurance Builds Resilience Against An Active Assailant Attack" | Sponsored by Merrill Herzog "Third-Party and Cyber Risk Management Tips" | Sponsored by Alliant   RIMS Publications, Content, and Links: RIMS Membership — Whether you are a new member or need to transition, be a part of the global risk management community! RIMS Virtual Workshops On-Demand Webinars RIMS-Certified Risk Management Professional (RIMS-CRMP) RISK PAC | RIMS Advocacy RIMS Strategic & Enterprise Risk Center RIMS-CRMP Stories — Featuring RIMS President Kristen Peed!   RIMS Events, Education, and Services: RIMS Risk Maturity Model®   Sponsor RIMScast: Contact sales@rims.org or pd@rims.org for more information.   Want to Learn More? Keep up with the podcast on RIMS.org, and listen on Spotify and Apple Podcasts.   Have a question or suggestion? Email: Content@rims.org.   Join the Conversation! Follow @RIMSorg on Facebook, Twitter, and LinkedIn.   About our guest: Andréia Stephenson, BSc SIRM, Enterprise Risk Analyst, London Metal Exchange   Production and engineering provided by Podfly.

Bienvenue sur Happy Work Express, le podcast quotidien qui vous livre des chiffres étonnants et des anecdotes sur le monde du travail en quelques minutes. Happy Work Express est une version quotidienne et plus courte 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 à la tête d'une entreprise, Happy Work Express vous apporte chaque jour des informations pertinentes et surprenantes pour éclairer votre journée de travail.Chaque épisode vous offre un regard neuf sur des statistiques clés, des tendances actuelles et des faits insolites qui façonnent le monde professionnel. Être manager ou managé, ce n'est pas toujours simple... mais ces chiffres vous montreront que vous n'êtes pas seul.e.s.devenir un meilleur manager ou un meilleur managé... c'est parfois simple comme un chiffre ;-)Abonnez-vous dès maintenant et enrichissez votre quotidien avec Happy Work Express !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 : www.gchatelain.comDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI, LE PODCAST POUR PRENDRE SOIN DE VOUS, VRAIMENT: lnk.to/sT70cYSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

L'ensemble des liens utiles : Besoin de former vos managers via notre Yaniro Leadership Program ? Prenez rendez-vous iciEnvie d'envoyer à vos managers la version auto-administrée de notre formation au management ? C'est ici : https://yanirowiki.co/kitEt pour retrouver les meilleures pratiques RH directement dans notre Yaniro Wiki c'est ici : https://yanirowiki.co/Découvrez un extrait du podcast de Yaniro avec comme invité Lancelot d'Hauthuille qui est co-directeur général et Daniel Lourenço qui est Head of People Ops chez Octopus Energy France.

Part 1 of Jen Suzuki's 4-part mini-series for dealership leaders: a fast, repeatable coaching framework to level up your team one short session at a time. In this episode Jen breaks down a 10–15 minute training format she uses in-store and at NADA Academy — how to open sharp, teach one skill in 60–90 seconds, demonstrate it under 3 minutes, then put reps into quick application with immediate feedback. No boring slides, no long lectures — just focused micro-coaching that builds skill, accountability, and energy. Perfect for GMs, service managers, BDC leads and anyone who wants a simple daily rhythm to raise performance and keep teams engaged. Dealer Talk with Jen Suzuki Podcast |

"Instead of thinking in terms of using AI, think about it as managing AI. Manage it like you would a person." This is one of the ideas shared at the Responsibly Human AI Summit last week, where leaders in HR, People Ops, and Employee Engagement gathered to discuss and learn about how to use AI at work.Here's my initial take....After the EpisodeEnroll now for Communication Strategies for Managers:⁠https://maven.com/kimnicol/communication-strategies⁠~Get in touch to discuss private coaching, team workshops or off-sites:⁠https://kimnicol.com/⁠~Connect on LinkedIn:⁠https://www.linkedin.com/in/kimnicol/⁠

Bienvenue sur Happy Work Express, le podcast quotidien qui vous livre des chiffres étonnants et des anecdotes sur le monde du travail en quelques minutes. Happy Work Express est une version quotidienne et plus courte 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 à la tête d'une entreprise, Happy Work Express vous apporte chaque jour des informations pertinentes et surprenantes pour éclairer votre journée de travail.Chaque épisode vous offre un regard neuf sur des statistiques clés, des tendances actuelles et des faits insolites qui façonnent le monde professionnel. Être manager ou managé, ce n'est pas toujours simple... mais ces chiffres vous montreront que vous n'êtes pas seul.e.s.devenir un meilleur manager ou un meilleur managé... c'est parfois simple comme un chiffre ;-)Abonnez-vous dès maintenant et enrichissez votre quotidien avec Happy Work Express !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 : www.gchatelain.comDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI, LE PODCAST POUR PRENDRE SOIN DE VOUS, VRAIMENT: lnk.to/sT70cYSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Shout out to my fellow Swifties! According to Spotify Wrapped, Taylor Swift is the top artist you listened to in 2025 (same!). I also learned that you're listening to this show in 87 countries --wow! And, the top episode this year was Ep. 2: The Two Essential Skills Every New Manager Needs.So this week, we're revisiting that episode. Thank you for being here! And thank you for making The New Manager Podcast one of the MOST SHARED shows of 2025....After the EpisodeEnroll now for the upcoming cohort of Communication Strategies for Managers:⁠https://maven.com/kimnicol/communication-strategies⁠~Get in touch to discuss private coaching, team workshops or off-sites:⁠https://kimnicol.com/⁠~Connect on LinkedIn:⁠https://www.linkedin.com/in/kimnicol/⁠

TakeawaysChelsea's performance is under scrutiny, with mixed expectations from fans.The debate on team quality often leads to discussions about managerial tactics.Arsenal's recent form has positioned them as serious title contenders.Liverpool's struggles highlight the importance of effective management and player roles.The hosts maintain a light-hearted banter while discussing serious football topics.Inconsistency in team performance can be attributed to various factors, including player experience.The importance of tactical awareness in modern football is emphasized throughout the conversation.Fans' loyalty and emotional investment in their teams are central to football culture.The discussion reflects the competitive nature of the Premier League and its unpredictability.Humor and camaraderie among fans can coexist with serious football analysis.SummaryIn this engaging conversation, the hosts reflect on their holiday experiences, discuss the latest trends in music, and analyze the growth of their podcast audience. They delve into the controversies surrounding popular artists like Bonaboy, share their top music rankings, and highlight significant football performances, particularly focusing on Chelsea's tactical challenges and Mbappe's impressive season. The discussion is lively, filled with humor, and showcases the hosts' camaraderie as they navigate through various topics. In this episode, the hosts engage in a lively debate about the current state of Chelsea, Arsenal, and Liverpool in the Premier League. They discuss Chelsea's inconsistent performances, the expectations surrounding the team, and the quality of their manager. The conversation shifts to Arsenal's recent successes and their prospects for the league title, with one host expressing a newfound respect for Arsenal's potential. The discussion also touches on Liverpool's struggles and the effectiveness of their managerial decisions, particularly regarding player selection and tactics. The episode concludes with a humorous exchange about the challenges of supporting different teams in the league.Sound bites"Expect whatever I see at this point.""Are Dutch managers frauds?""It's been a good episode guys."Chapters00:00 Introduction and Holiday Reflections02:46 Music Trends and Artist Rankings05:42 Podcast Metrics and Audience Growth09:38 Football Insights and Player Performances19:44 The Impact of Key Players on Team Performance22:34 Analyzing Recent Matches and Team Strategies23:44 Debating Player Quality and Team Dynamics25:26 Tactical Adaptations in Modern Football29:14 The Role of Managers in Team Success33:18 The Future of Chelsea and Expectations39:02 Arsenal's Recent Performances and Rivalries40:53 Rivalry and Team Performance43:17 Analyzing Recent Matches49:30 Arsenal's Title Chances53:43 The State of Liverpool and Dutch Managers01:00:03 Future Prospects and Team Dynamics

"We have broken down the meaning of American Pie and Creeque Alley and now it its time for We Didnt Start the Fire from Billy Joel. Listen closely. We go pretty quick."

Too many workplaces use “leader” and “manager” interchangeably — and it's hurting their people and their culture. In this solo episode, Relationships at Work host Russel Lolacher explains the real difference between leadership and management and why misunderstanding the two leads to frustration, disengagement, and poor decision-making.Russel explores how:Leadership focuses on people, growth, and purposeManagement focuses on tasks, timelines, and resourcesCalling every manager a “leader” hides harmful behaviourOrganizations weaken culture when they don't define the roles clearlyYou'll also hear three concrete actions to help teams name, model, and develop leadership and management as distinct skill sets — so the workplace can run well and feel human.And connect with me for more great content! Sign Up for R@W Notes Subscribe on Youtube Follow on Linkedin Follow on Instagram Follow me on Threads Follow on TikTok Email me anytime

Delegation is one of the most important — and most misunderstood — leadership skills. In this episode, Andy sits down with Phyllis Collins and Teresa Schwab for a lively, honest conversation about why delegation is hard, what keeps leaders holding on too tightly, and how reframing the act of “letting go” can transform both people and organizations.Together, we explore the internal barriers that make delegation feel risky, the identity shifts that come with moving from “super performer” to leader, and the power of trust, coaching, and influence in helping others grow.You'll hear real stories, practical strategies, and a reframing of delegation that moves it from something burdensome to something energizing — for leaders and their teams.What We Cover in This EpisodeWhat delegation really is — and what it isn'tWhy high performers often struggle the most when moving into leadershipThe hidden fears behind holding on to tasksHow identity, trust, and control influence delegation habitsMisconceptions that keep leaders from sharing meaningful workHow delegation increases engagement, motivation, and organizational capacityReframing delegation for individual contributors (leading through influence)Why “dumping” and “abdication” are NOT delegationCoach-like techniques for supporting others without taking the work backHow teams and organizations change when leaders truly let goAndy's Rules of DelegationThese three rules offer a simple and powerful framework for transforming how leaders think about and practice delegation.Rule #1 — When we don't delegate, we rob our people of the opportunity for growth.Holding tightly to work that others could learn prevents your team from building skills, confidence, and engagement. Delegation is development.Rule #2 — There is no task too big to delegate.Believing “I'm the only one who can do this” is usually more about identity, control, or habit than reality. Others may perform the work differently — and sometimes even better. Real delegation includes meaningful, high-profile, high-impact work.Rule #3 — Delegation is not abdication.Delegation doesn't mean disappearing. Leaders shift from doing the work to supporting the work — setting clear expectations, checking in without taking over, and creating the conditions for others to succeed.Key Takeaways✨ Delegation is a strategic leadership move — not a chore.✨ Reframing the work through coaching and partnership builds trust and influence.✨ Letting go helps leaders stop drowning in tasks and start leading people.✨ Delegation fuels engagement. When people feel trusted and challenged, they lean in.✨ Doing everything yourself is not sustainable — and not what leadership requires.Connect With UsIf this conversation sparked something for you, share the episode with a colleague or leader who might appreciate a fresh way of thinking about delegation. Learn more at https://adastracoachalliance.com#AdAstraCoachAllianceTag us @AdAstraCoachAlliance and share your thoughts or takeaways from this episode!Music from #Uppbeat (free for Creators!):License code: 1AF9FYKW2TNQNGG1

Steve Kim, Partner at Verdis Investment Management, shares his unique take on venture capital investment through a data-driven, diversified portfolio strategy. With a focus on early-stage investments and emerging managers, Steve discusses why diversification is key to optimizing venture returns and building enduring funds. He offers insights from his transition from technology leadership to investments, his commitment to backing emerging managers, and how this strategy benefits both LPs and founders in the long run.In this episode, you'll learn:[01:18] Steve's background and transition into venture capital[06:15] Using data to drive decisions in venture investments[09:06] Comparing concentrated and diversified portfolio strategies[15:30] Understanding and meeting founders' needs[20:00] The role and support of emerging managers in venture capital[30:00] Evolution of the venture capital ecosystem and future perspectivesThe nonprofit organization Steve is passionate about: International BaccalaureateAbout Steve KimSteve Kim is a Partner at Verdis Investment Management, where he champions a data-driven and diversified approach to venture capital investments. With over two decades of experience, Steve backs emerging managers at the earliest stages, leveraging data to optimize returns while reducing risk. His career began in technology, where he held leadership roles at companies like Walt Disney and Alcatel before transitioning to investments.About Verdis Investment ManagementVerdis Investment Management, LLC (“Verdis”) is a Registered Investment Advisor under the Investment Advisors Act of 1940. Registration as an Investment Advisor does not imply any level of skill or training. The views expressed in this episode reflect those of Verdis as of the date of recording. Any views are subject to change at any time based on market or other conditions, and Verdis disclaims any responsibility to update such views. This commentary is not intended to be a forecast of future events, a guarantee of future results or investment advice. Because investment decisions are based on numerous factors, these views may not be relied upon as an indication of trading intent on behalf of any portfolio or strategy. The information contained herein has been prepared from sources believed to be reliable but is not guaranteed by Verdis as to its accuracy or completeness. This information does not constitute an offer to sell, or a solicitation of an offer to buy, an interest in any jurisdiction in which it is unlawful to make such an offer or solicitation. Certain information contained herein has been obtained from other parties. While such sources are believed to be reliable, neither Verdis nor its respective affiliates assume any responsibility for the accuracy or completeness of such information presented.Subscribe to our podcast and stay tuned for our next episode.

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 !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 : www.gchatelain.comDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI, LE PODCAST POUR PRENDRE SOIN DE VOUS, VRAIMENT: lnk.to/sT70cYSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Bienvenue sur Happy Work Express, le podcast quotidien qui vous livre des chiffres étonnants et des anecdotes sur le monde du travail en quelques minutes. Happy Work Express est une version quotidienne et plus courte 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 à la tête d'une entreprise, Happy Work Express vous apporte chaque jour des informations pertinentes et surprenantes pour éclairer votre journée de travail.Chaque épisode vous offre un regard neuf sur des statistiques clés, des tendances actuelles et des faits insolites qui façonnent le monde professionnel. Être manager ou managé, ce n'est pas toujours simple... mais ces chiffres vous montreront que vous n'êtes pas seul.e.s.devenir un meilleur manager ou un meilleur managé... c'est parfois simple comme un chiffre ;-)Abonnez-vous dès maintenant et enrichissez votre quotidien avec Happy Work Express !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 : www.gchatelain.comDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI, LE PODCAST POUR PRENDRE SOIN DE VOUS, VRAIMENT: lnk.to/sT70cYSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Sam Matterface and former Premier League referee Chris Foy dissect the weekend's biggest refereeing talking points from the top flight.On today's episode:Was Moises Caicedo righty sent off vs Arsenal?What can be done about "tactical time-outs" after Daniel Farke complained about Donnarumma's antics?Why was Jean-Philippe Mateta's penalty allowed to be retaken?Was Darren England left with no choice but to send off Lucas Paqueta?Did Chris Kavanagh get it right when he rejected a red card at the monitor for Jhon Arias?Get in touch! Email: MenInBlack@talksport.co.uk Hosted on Acast. See acast.com/privacy for more information.

Send us a textGrading All CONCACAF National Team ManagersSupport DeadBall TV on Patreon!https://www.patreon.com/deadballtvTo listen to DeadBall TV Podcast on streaming platforms, click here:Apple: https://podcasts.apple.com/us/podcast/deadball-tv/id1594503202Spotify: https://open.spotify.com/show/1JrHVIuTOe298wKvaRGsgW?si=1f497c14b9b344a2FOR ANY INQUIRIES, please email thedeadballtv@gmail.comJoin The DeadBall TV Discord:https://discord.gg/d6pVvSMftpFollow Our TikTok:https://www.tiktok.com/@deadballtvFollow DeadBall TV on IG:https://www.instagram.com/deadballtv/Follow DeadBall TV on Twitter:https://twitter.com/deadballtvofcl

Burnout creeps up on you, and sometimes it's only when you reach the end of the year that you realize just how heavy the exhaustion has become. In this episode you'll learn the 3 components of burnout, so you can check for yourself how you're doing with each one. Then, I'll walk you through 3 lenses for how look at your situation, so you can see what's in your hands (and what's not) that can help you feel more protected....After the EpisodeEnroll now for the upcoming cohort of Communication Strategies for Managers:⁠https://maven.com/kimnicol/communication-strategies⁠~Get in touch to discuss private coaching, team workshops or off-sites:⁠https://kimnicol.com/⁠~Connect on LinkedIn:⁠https://www.linkedin.com/in/kimnicol/⁠

Lindsey Bass is Head of Marketing and in charge of Fundraising at ImpactA Global, a position she has held since late 2023. She is a passionate advocate for more diversity in the investment industry as well as emerging managers. She has been active on the Asset Owner Diversity Charter as an Advisory Board Member, and in the Diversity Project – investment industry, where she has co-led the Mental Health Workstream as well as other responsibilities. She has also been an early and consistent supporter of Fiftyfaces – for which we are hugely grateful.Our conversation starts with Lindsey's upbringing and her creative household, which saw her naturally gravitate towards storytelling in TV production, and then later expressing herself via the fashion industry before eventually settling in the world of finance. Moving to her work at ImpactA Global as well as finance more broadly we start out by sketching the landscape in terms of asset classes, large and small participants as well as strategies that create impact and how it should be defined. With the particular subsector that ImpactA focuses on, Lindsey explains the firm's focus on infrastructure financing in lower and middle-income regions, aiming to deliver better economic outcomes and address inequalities. We define impact and discuss some of the unexpected benefits such as the multiplier effect that investing in communities can have. Moving on to other industry contributions Lindsey highlights her involvement in the Asset Owner Diversity Charter, focusing on improving data and conversations between asset owners and managers, as well as her advocacy for emerging managers more generally.Lindsey is a tireless advocate and enthusiastic and creative member of the London financial services industry. It was a pleasure to celebrate her numerous contributions in this forum. Series 5 of 2025 is kindly sponsored by Diamond Hill. Diamond Hill invests on behalf of clients through a shared commitment to its valuation-driven investment principles, long-term perspective, capacity discipline and client alignment. An independent active asset manager with significant employee ownership, Diamond Hill's investment strategies include differentiated US and non-US equity, alternative long-short equity and fixed income.

Send us a textWe began by talking about the best HOFers that did not make the HOF. Not hitting as many home runs hurt the chances of Derek Jeter, Wade Boggs, and Tony Gwynn all of whom did not win an MVP. Manny Ramirez did hit a lot of HRs never won an MVP, but he's also not a HOFer. Mike Piazza never won an MVP finishing second twice. Dylan Cease got the big bucks for seven years while Sonny Gray got $41M for one year. Pitchers get paid in different ways but long term deals have been  harder to get for pitchers.  Now Framber Valdez is smiling. Nine managers were selected to replace ones not coming back. Warren Schaeffer the latest as he signed on with the #Rockies. Good luck.  We talked about the others who'd already taken the job. And then there's the #Mets. We go unit by unit although we did not talk about catcher Francisco Alvarez.  Is there a way for the team to compete for a pennant in 2026?  They have work to do. Will Francisco Lindor be named team captain? Juan Soto does not seem to want the job. Fortunately there is still time pre-season to continue to change the team after trading Brandon Nimmo for Gold Glove 2B Marcus Semien.  Then there's time until the trading deadline too!Intro & Outro music this season courtesy of Mercury Maid! Check them out on Spotify or Apple Music!  Please subscribe to our podcast and thanks for listening! If you can give us 4 or 5 star rating that means a lot. And if you have a suggestion for an episode please drop us a line via email at Almostcooperstown@gmail.com.  You can also follow us on X @almostcoop or visit the Almost Cooperstown Facebook page or YouTube channel.  And please tell your friends!www.almostcooperstown.com

Podcast Summary Anthony Vincent Bova, the brilliant mind behind the Edgework Method, joins us to unearth the true meaning of authenticity in sales. With his vast experience as a communications coach, Anthony shares his insights on how being genuinely present with customers can transform skeptical buyers into trusting clients. Throughout our conversation, we emphasize how authenticity isn't just a buzzword but a fundamental shift in how salespeople can build enduring relationships with their clients by being comfortable in their own skin. The episode also addresses the delicate balance between maintaining authenticity and meeting sales targets. Drawing intriguing parallels between acting and sales, we discuss how the pressure to perform often detracts from authentic client interactions. Anthony and I explore how self-imposed pressures and company expectations can lead to inauthentic behaviors, akin to an actor losing their emotional truth. The episode challenges salespeople to differentiate between "acting natural" and "being natural," proposing a focus on genuine relationship-building over performance metrics. Managers and leaders play a pivotal role in nurturing authenticity within sales teams, and this episode highlights the importance of creating safe, supportive environments. By encouraging conversations about emotions and focusing on understanding client needs, leaders can guide their teams toward more genuine connections with clients. In a heartfelt discussion between Anthony and his friend, Jim, we reflect on the power of gratitude and learning as twin pillars of personal and professional growth. This episode captures the spirit of collaboration and continuous improvement, inviting listeners to further explore authenticity in sales on the Sandler How to Succeed podcast. (00:02) Authenticity in Sales (13:35) Balancing Authenticity in Sales (25:41) Cultivating Authenticity in Sales Culture (39:43) Gratitude and Learning in Sales (00:02) Authenticity in Sales This chapter focuses on the concept of authenticity in sales, especially in a marketplace where buyers are increasingly skeptical. We explore how being genuine can foster trust and connect with customers on a human level while still achieving sales targets. I talk with Anthony Vincent Bova, founder of the Edgework Method, who shares insights from his experience as a communications coach. We discuss what it truly means to be authentic in sales beyond the buzzwords, emphasizing the importance of being present and connecting with customers. Anthony explains that authenticity is about being comfortable in one's own presence and that salespeople often struggle with it because they doubt that being themselves is enough. We also address how redirectional behaviors can mask insecurities, and we provide practical steps to maintain integrity in customer interactions. (13:35) Balancing Authenticity in Sales This chapter explores the challenge of maintaining authenticity in sales while under pressure to meet targets. By drawing a parallel between acting and sales, we highlight how the pressure to perform can shift focus away from genuine interactions with clients to simply meeting quotas. The discussion examines how self-imposed pressures and company expectations can lead to inauthentic behavior, similar to an actor losing their emotional truth under the demands of a film set. We also differentiate between "acting natural" and "being natural," illustrating how this distinction applies to both actors and salespeople. The conversation emphasizes the importance of focusing on authentic relationship-building rather than solely on performance metrics, using insights from acting to offer a fresh perspective on the sales process. (25:41) Cultivating Authenticity in Sales Culture This chapter focuses on the importance of authenticity in sales and the distinction between being self-conscious and selfless. We explore how selflessness—centered on understanding and addressing the client's needs—creates a genuine connection, allowing clients to feel heard. Authenticity, while potentially inherent, can also be cultivated through upbringing and intentional coaching. Managers and leaders play a crucial role in fostering authenticity by creating safe environments where team members can express themselves freely without fear of judgment. We emphasize the significance of emotional intelligence and the role of feelings in sales, encouraging managers to engage their teams in conversations about their emotions. By shifting focus from performance metrics to feelings, managers can help their teams grow into more authentic and effective salespeople. (39:43) Gratitude and Learning in Sales This chapter highlights a meaningful exchange between friends, Anthony and Jim, where gratitude and appreciation are at the forefront. We explore the importance of learning and personal growth through conversations, as Anthony expresses how each interaction with Jim offers new insights. We extend our heartfelt thanks to our listeners for their attention and participation, emphasizing the value of community and shared learning. This episode captures the spirit of collaboration and continuous improvement, and we look forward to future discussions that inspire and educate. Join us again for more insights on the Sandler How to Succeed podcast.  

In our work environment, should we forgive our managers? by Exploring mindfulness, yoga and spirituality

Send us a textHere's some of "The Managers" favorite picks from his shows. Happy Thanksgiving everyone!!! Thank You to Omar Boyles for a note great show. Love & Aloha!Bennie : )Support the showWebsite https://www.djbenniejames.com TikTok https://www.tiktok.com/@benniejames5 YouTube https://www.youtube.com/@djbenniejameslive Instagram https://www.instagram.com/benniejames3/ X https://x.com/benniejames123 Facebook https://www.facebook.com/bennie.james.10 Studio Phone Line 1-856 295-1753 - (for voicemail message only)Licensed by ASCAP 400009874

"The The Office of the US Trade Representative has released their 2024 Piracy Report listing the notorious markets for counterfeiting and piracy. The practice is alive and well. This report dedicated an entire section just to music. We will tell you what it said."

What if accountability wasn't about blame, but about support? That's the core philosophy Rob Marcus explores in this essential episode of Sales POP! podcast. Marcus argues that many organizations fail not because of effort, but due to a fundamental misunderstanding of accountability and a lack of proper leadership training. We dive deep into why simply promoting high performers into management is a recipe for disaster. Leadership is a learned skill, yet most managers lack the crucial ability to coach effectively. Coaching—asking, not telling—empowers teams to find their own solutions, fostering autonomy and ownership. Learn how to redefine accountability as a positive, mission-driven tool that aligns teams around clear, measurable expectations. Discover why leaders must model the standards they demand and how investing in coaching skills for your managers will build a self-sufficient, high-performing culture. This is the blueprint for crossing the divide from micromanagement to true team empowerment.

Managers and team leaders, this episode is for you! We’re diving deep into actionable strategies to boost your productivity and empower your teams. Learn how to master communication, build high-performing teams, leverage automation, and optimize your personal workflow. We’ll share practical tips and real-world examples to help you get the important things done without sacrificing […]

Escríbele a Domingo por Instagram: https://www.instagram.com/mingotv/

Stefan Feuerstein is a leadership expert recognized by Oprah Winfrey as part of her inaugural Super Soul 100 list of awakened leaders elevating humanity. With over two decades of high-stakes leadership experience in humanitarian and private sectors, Stefan has led thousands globally. He is the author of the book "ABC Delegation," which teaches managers and leaders how to leverage delegation to drive engagement, accountability, and outsized returns in business and life. On this episode we talk about: Stefan's early experiences and the life-altering impact of humanitarian work in Honduras that shaped his leadership philosophy​ The power of mentorship and how leaders can grow through mutual development relationships​ Stefan's ABC Delegation system: clarifying responsibilities and commitments to foster team performance and autonomy​ How managers can avoid micromanaging and empower teams with trust and accountability​ The high cost of disengagement in teams and how effective delegation can reverse that trend​ Practical advice for leaders on communication, responsibility, and fostering growth in employees​ Why decision-making and unique human perspectives remain crucial in the age of AI and automation​ Top 3 Takeaways 1.  Delegation is a key leverage point for business growth, built on clear responsibilities and mutual accountability.​2.  Active mentorship and genuine listening transform team engagement and individual performance.​3.  Managers who avoid investing time in delegation risk costly disengagement and turnover within their teams.​ Notable Quotes   "Your responsibility is to comply with this. In exchange, I will help you grow and give you more responsibility."​   "If you're not doing this, your team is disengaging, and that's very expensive for you."​   "Delegation is not just about tasks; it's about how we interact daily to drive results and growth."​ Connect with Stefan Feuerstein:   Website and Book: https://abcdelegation.com​   LinkedIn: https://www.linkedin.com/in/stefan-feuerstein-0b35a7117​ ✖️✖️✖️✖️

Lesley Logan calls out the performance review bias that measures women by their “likability” instead of their impact—and why that needs to end. This week's episode is a fiery reminder that your work deserves recognition, not personality notes. Lesley unpacks how bias shows up in feedback, how leaders can fix it, and why celebrating your wins out loud is a powerful self-advocacy.If you have any questions about this episode or want to get some of the resources we mentioned, head over to LesleyLogan.co/podcast https://lesleylogan.co/podcast/. If you have any comments or questions about the Be It pod shoot us a message at beit@lesleylogan.co mailto:beit@lesleylogan.co. And as always, if you're enjoying the show please share it with someone who you think would enjoy it as well. It is your continued support that will help us continue to help others. Thank you so much! Never miss another show by subscribing at LesleyLogan.co/subscribe https://lesleylogan.co/podcast/#follow-subscribe-free.In this episode you will learn about:Data showing high-performing women get more personality critiques than men.Why unconscious bias impacts women's growth and confidence in their roles.How leaders can create fair and constructive performance review systems.Why sharing your personal wins helps shift culture and visibility.How Lesley reframed “bragging” as a radical act of self-respect.Episode References/Links:Submit your wins or questions - https://beitpod.com/questionsThe Female Quotient® - https://www.instagram.com/p/DGvdCr2NVoL If you enjoyed this episode, make sure and give us a five star rating and leave us a review on iTunes, Podcast Addict, Podchaser or Castbox. https://lovethepodcast.com/BITYSIDEALS! DEALS! DEALS! DEALS! https://onlinepilatesclasses.com/memberships/perks/#equipmentCheck out all our Preferred Vendors & Special Deals from Clair Sparrow, Sensate, Lyfefuel BeeKeeper's Naturals, Sauna Space, HigherDose, AG1 and ToeSox https://onlinepilatesclasses.com/memberships/perks/#equipmentBe in the know with all the workshops at OPC https://workshops.onlinepilatesclasses.com/lp-workshop-waitlistBe It Till You See It Podcast Survey https://pod.lesleylogan.co/be-it-podcasts-surveyBe a part of Lesley's Pilates Mentorship https://lesleylogan.co/elevate/FREE Ditching Busy Webinar https://ditchingbusy.com/Resources:Watch the Be It Till You See It podcast on YouTube! https://www.youtube.com/channel/UCq08HES7xLMvVa3Fy5DR8-gLesley Logan website https://lesleylogan.co/Be It Till You See It Podcast https://lesleylogan.co/podcast/Online Pilates Classes by Lesley Logan https://onlinepilatesclasses.com/Online Pilates Classes by Lesley Logan on YouTube https://www.youtube.com/channel/UCjogqXLnfyhS5VlU4rdzlnQProfitable Pilates https://profitablepilates.com/about/Follow Us on Social Media:Instagram https://www.instagram.com/lesley.logan/The Be It Till You See It Podcast YouTube channel https://www.youtube.com/channel/UCq08HES7xLMvVa3Fy5DR8-gFacebook https://www.facebook.com/llogan.pilatesLinkedIn https://www.linkedin.com/in/lesley-logan/The OPC YouTube Channel https://www.youtube.com/@OnlinePilatesClasses Episode Transcript:Lesley Logan 0:00  It's Fuck Yeah Friday.Brad Crowell 0:01  Fuck yeah. Lesley Logan 0:02  Get ready for some wins. Welcome to the Be It Till You See It podcast where we talk about taking messy action, knowing that perfect is boring. I'm Lesley Logan, Pilates instructor and fitness business coach. I've trained thousands of people around the world and the number one thing I see stopping people from achieving anything is self-doubt. My friends, action brings clarity and it's the antidote to fear. Each week, my guest will bring bold, executable, intrinsic and targeted steps that you can use to put yourself first and Be It Till You See It. It's a practice, not a perfect. Let's get started. Lesley Logan 0:44  Hi, Be It babe. How are you? We're almost there. We're almost to the holiday and then the chaos, and I'm gonna go on winter tour. We're almost there. We're not there yet. We got an extra week before that one holiday comes up, and I think that's great. And if you don't live in the States then you are just doing great. Lesley Logan 1:07  All right, it's the FYF episode. So this is where it's short, sweet. Get you thinking about ways you could be it till you see it. I get to riff on some things. We get to know each other better. Send your wins in to beitpod.com/questions. Send in a question as well, we answer those on the recap. Those happen on Thursdays. Interviews happen on Tuesdays. I'm fucking loving the interviews that are coming up, and we have a really great one coming up that's gonna lead into our habit series. So hope you're subscribed to the channel so you never miss an episode from us. Lesley Logan 1:29  Okay, this was an interesting thing. I don't know if it inspired me or pissed me off, so we're gonna remind ourselves together. So it says around 76% of high performing women reported, reportedly received negative feedback from their managers, compared to just 2% of high performing men. Oh yeah, this one pissed me off. This comes from data collected from 23,000 employees across 250 organizations, by the way, so not a small, not a small thing. Why is this happening? Unconscious bias leads managers, male or female, to typically evaluate women during performance reviews on their personality rather than the work they contribute. Are they easy to work with? Do they get along with everyone? Are they likable or collaborative? Doesn't it, I just want to, I just want to be fucking pissed. I'm pissed off, right? So like no one's asking if a guy is likable, which, by the way, like often they smell, or things like that, like no one's asking. They're valued on the work that they do, but it's always been this way, and we have to figure out how to change this. I think it comes from like, raising girls to be quiet, stop doing that. We need to raise them to brag, you know, and like, we need to raise like we need to raise them not to be like, oh, you know, make sure, no, tell people how you feel. You know, it's important. So I think this is an interesting thing. I don't know how we solve this problem, but if you are a leader who gives reviews, maybe make sure that, if you're telling women that their person, like their personality, has some issues, make sure you do with men too, or don't do with either of them, right? These areas of feedback don't necessarily touch on women's performance, which hurts both the employee and the employer. That's right. The employee, remember, is a high performer, she's going to be looking for concrete ways to grow and progress in her career. If she's receiving feedback on how nice she is. Well, she might not, she might start looking for work elsewhere. Managers, keep it constructive and hold on to top talent. This is so true. If you've got these high achieving women working for you, but you're busy working on things that they need to change about themselves. They're going to go somewhere else who wants them, right? And you're also not helping them better themselves for the work that they're doing for you. So I love it. I agree. We need to consider how we are, the expectations on women, because they are doing so much. I'm not I'm not trying to shit on the men, because, like, there are some really great men out there, but I do think that we are missing out on some good stuff, and we're not treating people in a way that allows everybody to win. And there is a way, like, there's no pie, right? So if, if you're going to do performance reviews around likeability. You got to do it for everybody. If you're just going to do it on performance, you got to do it for everybody like you can't have that bias, and if you do have that bias, it's probably a good time to get that checked out. And maybe you need to change your review process. And if it's happening to you, at your review process, get inspired by these other ladies and find work somewhere else where you can be challenged because you're fucking amazing, right? And start celebrating your wins in front of them, right? That might help them. I think sometimes it's really easy to go, oh, you know, like to downplay the things that you did. Lesley Logan 4:33  So okay, let's start bragging about you guys. We have Charlotte Coker. She said, I finally launched my website after several months of working on it. Little by little, I'm very proud of myself for doing something so outside my comfort zone, my home studio, feels like it's really rocking and rolling. Yay, yay, Charlotte. It is really rocking and rolling. You are doing a lot, I know, like it's really easy to go, Oh my gosh, I expect to be done by now. But like, little by little. I mean, the thing is, is you actually, nothing happens overnight, like websites, especially, they take time. So I'm super proud of you. I think you're doing great work, and I am so excited that you are kicking off your home studio before it is even ready. That is being it till you see it full and on. And so way to go. Thank you for sharing that with us. You guys need to share your wins at beitpod.com/questions. Lesley Logan 5:23  Okay, my win. Okay. I think if you've been listening to podcast for a long time, you know, I've been on a hobby hunt. I think I have found my hobby, and it's not getting my nails done. I am so excited. We had guests come on to talk about tarot, and I was so obsessed with her, and she sent me a deck, and I'm not really sure if her episodes out yet or not, so we'll save more information on that later. But ever since then, then I, like, found this book that helps me study tarot, and I can do it with writing. But then I found another book that's a little bit different, the same they all have, they all say the same things, but in a different way, which helps me, like, repeat what I'm learning. And then I found an app. It's like the Duolingo. They call the Duolingo for tarot, and I'm gonna reach out and see if they want to do ads, because I'm kind of obsessed with it. Every single day I I do this, and it's not easy, right? Like, it's definitely something I feel like I'm gonna have a better grasp on the more I practice out loud. This is kind of the ones I like, I have to, like, read out loud and do it out loud. But at any rate, I'm super excited because I was a I was a little like, should I call it a hobby? I've only been, like, playing it, but now we're like, four months, and I do it daily, and I really love it, and it is a great way for me as a person who's like, I want a journal. I want to have some more self-reflection time. It helps me helps have some self-reflection. So I can't wait for you to hear the episode, because you're gonna hear someone who's never delved into tarot, like interview this person, and now you'll know I'm, like, a hobbyist right now, and (inaudible) to do readings for people, just maybe for myself. But I am just like feeling really excited that I think I have a hobby that I like, want to stick with, and I have been trying to find a hobby for years, and I'm feeling joy around it, and that's my win. Okay, what's yours? Send it into the Be It Pod. Lesley Logan 7:09  Here is your affirmation for the weekend. I deserve information and I deserve moments of silence, too. I deserve information and I deserve moments of silence, too. I deserve information and I deserve moments of silence, too. You guys, as an introvert who likes people, I love my moments of silence as much as I love seeing you and getting your information. So that affirmation really feels like it's very representative. Until next time, Be It Till You See It. Lesley Logan 7:44  That's all I got for this episode of the Be It Till You See It Podcast. One thing that would help both myself and future listeners is for you to rate the show and leave a review and follow or subscribe for free wherever you listen to your podcast. Also, make sure to introduce yourself over at the Be It Pod on Instagram. I would love to know more about you. Share this episode with whoever you think needs to hear it. Help us and others Be It Till You See It. Have an awesome day. Be It Till You See It is a production of The Bloom Podcast Network. If you want to leave us a message or a question that we might read on another episode, you can text us at +1-310-905-5534 or send a DM on Instagram @BeItPod. Brad Crowell 8:27  It's written, filmed, and recorded by your host, Lesley Logan, and me, Brad Crowell. Lesley Logan 8:31  It is transcribed, produced and edited by the epic team at Disenyo.co.Brad Crowell 8:36  Our theme music is by Ali at Apex Production Music and our branding by designer and artist, Gianfranco Cioffi.Lesley Logan 8:43  Special thanks to Melissa Solomon for creating our visuals.Brad Crowell 8:46  Also to Angelina Herico for adding all of our content to our website. And finally to Meridith Root for keeping us all on point and on time.Support this podcast at — https://redcircle.com/be-it-till-you-see-it/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

On today's episode, we welcome a special guest to break down some of the biggest dynasty fantasy football questions heading into the stretch run. We start by tackling what managers should do with Drake London, how to approach the confusing Tampa Bay backfield, and the long-term outlook for both situations heading into 2026 and beyond. Then we shift into rest-of-season veteran buys for contenders, including names like Matthew Stafford, Jacoby Brissett, Derrick Henry, Rico Dowdle, Davante Adams, Stefon Diggs, George Kittle, and Travis Kelce. After that, we dive into rebuilding targets, discussing future pick strategy, expectations for Jayden Daniels, the outlooks for Cam Ward and J.J. McCarthy, and dynasty values for Malik Nabers, Travis Hunter, Garrett Wilson, Colston Loveland, plus our favorite rookie buy who hasn't broken out yet. Whether you're contending or rebuilding, this episode is packed with actionable strategy to help you dominate your league. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Wrestling has been uneventful lately, but recent developments on SmackDown have sparked interest.Drew McIntyre is being positioned as a key member of "the Vision" stable, possibly replacing Seth Rollins.Drew has lost many matches in the past, but aligning him with Paul Heyman and others could revitalize his character.Bronson Reed is being elevated and is no longer treated as a secondary character.WWE often struggles to build multiple stars at once, focusing too much on one or two at a time.The Bloodline and Judgment Day stables succeeded because every member had a role and story.There's skepticism about WWE's long-term planning, especially with sudden changes due to injuries.Merchandise and branding are a big focus, sometimes at the expense of storytelling.Judgment Day members are likely to become babyfaces soon due to their popularity.Managers are lacking in WWE; bringing back more managers could help talent who struggle with promos.The women's division is giving midcard titles to less experienced but marketable wrestlers.Some matches and segments (e.g., Maxine Dupree vs. Becky Lynch, Jade Cargill's push) are criticized for prioritizing looks over in-ring skill.Ticket and merchandise prices are rising, but many feel the product quality isn't keeping up.Nostalgia acts (like John Cena) are used to boost interest, but there's concern about what comes after.The show's structure sometimes puts the biggest moments at the start, making the rest feel less important.There's debate about past booking decisions, like John Cena's role in the Nexus storyline.New talent like Jevon Evans shows promise, but there's concern about how WWE will develop them.The episode ends with thanks to listeners and promotion for related shows.Become a supporter of this podcast: https://www.spreaker.com/podcast/wrestling-soup--1425249/support.

Executives and managers both have two core responsibilities that inform all else that they do. But the two key responsibilities are different between managers and executives. Managers manage; executives lead.