Podcasts about manpower

YY Group, a Nasdaq-listed company headquartered in Singapore is redefining how people, technology, and essential services connect across borders. Once a local manpower provider, YY Group has evolved into a global powerhouse operating across 12 countries.With innovations like the YY Circle Super App and YY Smart iClean IoT platform, they’re transforming how businesses — from hotels and retail to residential sectors — manage people, property, and performance. It’s not just about cost savings or efficiency. It’s about rethinking the very nature of work. On The Right Business, Hongbin Jeong speaks with Jason Phua, Group Chief Financial Officer, YY Group Holding Limited and Mark Niu, Group Chief Strategy Officer, YY Group Holding Limited, to find out more.See omnystudio.com/listener for privacy information.

In episode 210, Coffey talks with economist Richard Froeschle about the US economy and how generational demographics are affecting the labor force.They discuss the impact of tariff-related economic uncertainty on the labor market; challenges in the quality of federal statistical data; AI's impact on entry-level positions and experienced workers; generational workforce composition; rising reservation wages and skills mismatches among recent graduates; the importance of work-based learning and trades education; remote work patterns in different workforce segments; challenges with mentorship and feedback for younger workers in a remote workforce; and immigration's critical role in addressing labor force needs.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Rich Froeschle is a labor market economist and a highly regarded speaker on a wide array of topics relating to the Texas economy, regional labor markets, and workforce and education programs. He is the Senior Labor Market Economist for Texas State Technical College and the former Director of the Labor Market and Career Information department of the Texas Workforce Commission. Mr. Froeschle has a Bachelor's degree in Economics from the University of Texas at Austin and a Master's degree in Manpower and Industrial Relations from the University of North Texas, where he also taught microeconomics and regional labor market analysis. He has made presentations at over 600 conference events over the past twenty-five years on a variety of labor market topics. His many writings include the books How Many is Enough? A Practitioners Guide to Occupational Targeting and Supply/Demand Analysis and Where the Jobs Are, plus a dozen monographs including Life After COVID: Economic & Job Market Phenomena to Ponder Post-pandemic. His most recent research has centered on the use of skills to understand regional labor market dynamics, educational alignment, and career progressions.Richard Froeschle can be reached at https://www.linkedin.com/in/richard-froeschle-01a87b13/About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Implement strategic workforce planning for talent development pathways considering demographics and the impact of AI.2. Address the skills mismatch between educational credentials and market demand.3. Develop structured mentorship and feedback systems that accommodate generational communication preferences while ensuring knowledge transfer from experienced to emerging workers.

Need financing for your next investment property? Visit: https://www.academyfund.com/ Want to join us in San Francisco, CA on October 7th & 8th? Visit: https://www.10xvets.com/events ____ Brian Kelly is the President and CEO of the Military Officers Association of America (MOAA), a nonprofit organization focused on advocating for military personnel, veterans, and their families. He retired from the U.S. Air Force as a three-star general after more than 33 years of service, most recently serving as the Deputy Chief of Staff for Manpower, Personnel, and Services. A proud graduate of Notre Dame and the Air Command and Staff College (Class of ‘01), Brian now leads MOAA's efforts to protect earned military benefits and support members through advocacy, education, and strategic initiatives like the Total Force Plus Conference. With decades of leadership experience, Brian is especially committed to improving the transition from military to civilian life, protecting quality-of-life benefits, and ensuring that military voices are represented in national conversations. As MOAA prepares to launch its inaugural Total Force Plus Conference, he's bringing together leaders from the Department of Defense, the VA, and the private sector to address the full lifecycle of military service and create better outcomes for those who serve. In this episode of the SABM podcast, Scott chats with Brian about: Total Force Plus Conference Launch: A first of its kind event designed to support the full military lifecycle from recruitment to retirement. MOAA's Mission & Legacy: Advocacy work that protects earned benefits for millions of military families and veterans. Navigating Career Transition: Brian shares insights from his personal transition from a 3 star general to civilian leadership. Supporting the Next Generation: How MOAA is connecting with younger service members to stay relevant and impactful. Charitable Impact: MOAA's scholarship and crisis support foundation are making a difference for thousands of military families. Timestamps: 00:38 Brian's Air Force journey and transition to MOAA 04:51 The origin and mission of MOAA 07:45 Launching the Total Force Plus Conference 12:16 Key personas the conference is designed to serve 15:38 Conference agenda and featured speakers 18:34 Storytelling for military service with AJ Bleyer 21:01 Brian's personal career transition reflections 25:57 MOAA's charitable efforts: scholarships & crisis support 29:45 Challenges connecting with the next generation 32:30 MOAA's long-term vision and leadership goals Connect with Brian: LinkedIn Total Force Plus: https://totalforceplus.moaa.org/ MOAA.org: https://www.moaa.org/ MOAA Charities: MOAA – MOAA Charities MOAA Foundation: MOAA – TMF Programs MOAA Scholarship Fund: MOAA – About MOAA Scholarship Fund If you found value in today's episode, don't keep it to yourself—share it with a colleague or friend who could benefit. And if you're a Service Academy graduate ready to elevate your business, we'd love for you to join our community and get started today. Make sure you never miss an episode—subscribe now and help support the show: Apple Podcasts Spotify Leave us a 5-star review! A special thank you to Brian for joining me this week. Until next time! -Scott Mackes, USNA '01  

In this inspiring episode, we delve into the journey of General Instruments Consortium (GIC), a 60-year-old Indian manufacturing powerhouse led by third-generation CEO, Sarva Kulkarni. Discover how GIC has become a leading exporter of pressure, temperature, level, and flow instruments to over 37 countries, embodying the spirit of "Make in India" for a global market. Learn about their history, innovative approach to customized manufacturing, and Mr. Kulkarni's vision for taking an Indian manufacturing company to multinational status. This is a must-watch for entrepreneurs and anyone interested in India's growing manufacturing capabilities and global impact.Chapters Timestamp:0:00 Intro - The Rise of Make in India Manufacturing0:30 Meet Sarva Kulkarni - Third Generation Leading a 60-Year-Old Legacy1:05 Sarva's Background and Journey to CEO3:56 The Evolution of GIC: From Post-War Vision to Global Leader (1966-Present)5:55 Pioneering Manufacturing in India & Early Challenges6:46 Transitioning Generations & Expanding Global Reach8:10 Consecutive Export Excellence from India8:50 Understanding GIC's Products: Essential Instruments for Global Industries9:29 Serving Key Sectors: Oil & Gas, Pharma, Food & Beverage, and More (India & Global)11:57 Global Approvals and Presence in Over 35 Countries13:23 Vision: Building India's First Multinational Instrumentation Company14:04 India as a Global Manufacturing Hub: Insights and Challenges14:57 Why China Isn't GIC's Competition: The Power of Customization16:24 India's Strengths: Technology, Customization, and Skilled Workforce17:25 Scaling a Massive Product Portfolio & Global Expansion Strategy18:55 The Importance of Quality and Proven Track Record20:07 Navigating the Dynamics of a Family Business: Third Generation Leadership21:22 The Power of Knowledge and Respect in Leadership23:53 Intra-Family Dynamics and Succession Planning25:57 Empowering Growth: Father's Role in Sarva's Leadership26:48 Aiming for Exponential Growth: From 1 to 100 to 100028:02 Key Strategies for Double Growth in 3 Years: Capacity, Pricing, and Market Expansion29:36 Focus on Manpower, HR Systems, and a System-Driven Approach30:29 Navigating Global Challenges: Supply Chains and Geopolitical Tensions31:34 India's Strength: Self-Reliance and Domestic Focus33:54 Message to Entrepreneurs: Persistence, Learning, and Focusing on Manufacturing35:28 The Importance of Manufacturing for India's Economy36:06 Exploring Unexplored Areas: Semiconductors and High-Tech Manufacturing36:50 The Role of Collaboration and Knowledge Sharing38:07 GIC's CSR Initiatives: Fostering Innovation in Education38:30 Conclusion: Uplifting India Through Manufacturing and Innovation

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It takes manpower to run Wisconsin Farm Technology Days – not just during the show itself, August 5-7, but also for set up and take down. You could play an important role in making it all happen. Sue Aschliman is recruiting volunteers for Wisconsin’s largest farm show this year at Clinton Farms in Bear Creek. She’s got a hefty sign-up list to fill -- 100 people per day! Reach out to Sue at 715-853-7544 or shoeladysue@icloud.com. Wisconsin Farm Tech Days is the state’s largest farm show, this year hosted by Clinton Farms in Bear Creek. See omnystudio.com/listener for privacy information.

IPID Boosts Manpower to Tackle Growing Backlog of Police Misconduct Cases - IPID's Lizzy Suping by Radio Islam

In this episode of Entrepreneur Lounge of India (ELI), we speak with Vikram Marwaha, Joint Managing Director of DRRK Foods, the makers of Crown Rice. Vikram shares the fascinating history of their family business, tracing back four generations in the rice industry. We delve into the evolving challenges of rice production and export, from pesticide concerns to global logistics. Discover the unique nuances of running a family business and gain insights into DRRK Foods' strategy for navigating competition and the booming Indian basmati market.Chapters with Timestamps:0:00 - Introduction to Entrepreneur Lounge of India (ELI)0:03 - Guest Introduction: Vikram Marwaha, JMD of DRRK Foods (Crown Rice)0:30 - Vikram Marwaha's Greetings and Background0:51 - DRRK Foods: Company History and Family Legacy (Four Generations)1:18 - Core Business Values: Honesty and Integrity2:21 - Becoming a Private Limited Company and Corporate Governance3:09 - Evolving Challenges in the Rice Industry: Pesticides4:33 - Challenges in Manpower and Global Logistics6:03 - Vikram's Entrepreneurial Journey Begins (2003)6:25 - Early Roles: Managing Production and Dispatch7:48 - Transitioning to Sales and Facing New Challenges8:53 - Evaluating Business Partners: Trust and Long-Term Vision9:12 - The Importance of Traveling with Potential Partners10:07 - Topic Shift: Export and Logistics Challenges10:30 - Impact of Tariffs and Global Trade on Exports11:30 - Basmati Rice Tariffs and Market Price Adjustments13:09 - Current State of Ocean Freight Logistics13:35 - Topic Shift: Competition in the Rice Market14:05 - DRRK Foods' Approach: Knowing the Customer (KYC)14:38 - Consistency in Quality and Consumer Loyalty15:30 - Understanding Diverse Consumer Needs16:11 - Product Diversification: Price Ranges and Specialty Rice (Diet Rice)17:51 - Maintaining Quality and Fostering Loyalty for Growth18:18 - Topic Shift: Booming Domestic Market for Basmati Rice18:56 - Shifting Consumption Patterns in India19:18 - Rice Varieties Across India19:35 - Basmati: The Queen of Rice19:56 - Impact of COVID-19 on Basmati Consumption at Home21:00 - Growing Demand for Basmati in Southern India and Interiors21:54 - Health Benefits and Characteristics of Basmati Rice22:31 - Tremendous Growth in the Indian Basmati Market22:53 - DRRK Foods' Expansion Plans: New Facility in Madhya Pradesh23:26 - Growing Basmati Cultivation in New Regions (Hybrid Seeds)24:07 - Topic Shift: Innovation in DRRK Foods' Portfolio24:18 - Plans for Ready-to-Cook/Eat Rice (Frozen Division)24:32 - Innovating with Rice Crackers from Broken Rice25:11 - Adding Value through Snacks and Frozen Foods25:31 - Topic Shift: Government Support and Regulations in Agriculture25:58 - Vikram's Respect for Farmers26:38 - Farmers' Hardships and the Need for Continued Support27:28 - Impact of Government Initiatives and Technology in Farming28:00 - Positive Changes in Northern States vs. Challenges in Other Regions (Farmer Suicides)30:44 - Topic Shift: Nuances of Running a Family Business vs. a Corporate31:10 - Differences in Decision-Making Processes (Partnership vs. Corporate)31:45 - Maintaining Family Values While Operating as a Corporate32:22 - Addressing Differing Viewpoints and Reaching Common Ground32:45 - Balancing Past Experiences with Future Predictions33:15 - Empowering Professionals Within the Family Business34:03 - The Importance of Professional Voice in Family-Oriented Companies34:19 - Closure of the Session and Thank You

In this episode, guest Colonel Kris Saling, Director of Innovation for Manpower and Reserve Affairs in the U.S. Army, shares insights on the evolving landscape of talent management. The discussion covers how traditional talent processes—rooted in the industrial era—are being transformed by rapid technological changes, the importance of feedback loops, and the need for ongoing development for employees. Colonel Saling explains how the Army is using data and people analytics to empower lower-level leaders and individuals to make better talent decisions. The conversation also addresses common challenges such as retaining top performers and encouraging internal mobility, offering actionable advice for managers in both large and small organizations.

Dziś zapraszam do wysłuchania rozmowy z dwoma ekspertkami z ManpowerGroup – Katarzyną Pączkowską oraz Martą Szymańską. Przyglądamy się aktualnym trendom w wynagrodzeniach specjalistów i menedżerów w 2025 roku. Nasza rozmowa koncentruje się na dynamicznych zmianach na rynku pracy, wpływie unijnych regulacji dotyczących jawności widełek płacowych oraz roli kompetencji w budowaniu pozycji negocjacyjnej kandydatów.Kasia i Marta dzielą się swoimi wieloletnimi obserwacjami z rynku rekrutacji, podkreślając, że dziś kluczowe są nie tylko twarde umiejętności techniczne, ale również kompetencje miękkie, takie jak odporność na zmiany czy umiejętność pracy w zespole. Coraz większe znaczenie zyskuje również doświadczenie w obszarze automatyzacji i sztucznej inteligencji – kandydaci rozwijający te kompetencje mogą liczyć na przewagę na rynku pracy.W naszej rozmowie nie zabrakło odniesień do rosnącej presji płacowej w sektorach inżynieryjnych i specjalistycznych, a także wpływu podnoszonej płacy minimalnej na wynagrodzenia w mniej wyspecjalizowanych rolach. Ekspertki ManpowerGroup zwracają uwagę, że ścieżka ekspercka staje się coraz bardziej atrakcyjna – często specjaliści z unikalnymi kompetencjami zarabiają na poziomie menedżerów, a czasem nawet więcej.Poruszyliśmy także temat rynku kompetencji – coraz mniej mówimy dziś o rynku pracownika czy pracodawcy, a coraz częściej o rynku, w którym to konkretne umiejętności są kartą przetargową. Mimo że niedobór talentów w Polsce stopniowo maleje, osoby z poszukiwanymi kompetencjami nadal mogą liczyć na silną pozycję negocjacyjną.  Kluczowe punkty nagrania:·         Stabilność zatrudnienia staje się coraz ważniejsza dla pracowników, co wpływa na ich decyzje o zmianie pracy.·         Dyrektywa unijna o jawności wynagrodzeń wprowadzi obowiązek publikowania widełek płacowych, co może wpłynąć na procesy rekrutacyjne.·         Praca zdalna i hybrydowa pozostają preferowanymi modelami pracy, co powoduje, że pracodawcy muszą oferować dodatkowe zachęty, aby przyciągnąć pracowników do biur.  Linki:Katarzyna Pączkowska - https://www.linkedin.com/in/katarzynawnorowska/Marta Szymańska - https://www.linkedin.com/in/martamariaszymanska/Manpower - https://www.manpower.pl/plManpowerGroup - https://www.manpowergroup.pl/Porozmawiaj o tym odcinku ze sztuczną inteligencją – https://bbs-bez-tajemnic.onpodcastai.com/episodes/SrrN89IzysL/chat  ****************************  Nazywam się Wiktor Doktór i na co dzień prowadzę Klub Pro Progressio https://klub.proprogressio.pl/pl – to społeczność wielu firm prywatnych i organizacji sektora publicznego, którym zależy na rozwoju relacji biznesowych w modelu B2B. W podcaście BSS bez tajemnic poza odcinkami solowymi, zamieszczam rozmowy z ekspertami i specjalistami z różnych dziedzin przedsiębiorczości.Zapraszam do odwiedzin moich kanałów na:YouTube - https://www.youtube.com/@wiktordoktorFacebook - https://www.facebook.com/wiktor.doktorLinkedIn - https://www.linkedin.com/in/wiktordoktor/Moja strona internetowa - https://wiktordoktor.pl/Możesz też do mnie napisać. Mój adres email to - kontakt(@)wiktordoktor.pl  ****************************  Patronami Podcastu “BSS bez tajemnic” są:Marzena Sawicka https://www.linkedin.com/in/marzena-sawicka-a9644a23/Przemysław Sławiński https://www.linkedin.com/in/przemys%C5%82aw-s%C5%82awi%C5%84ski-155a4426/Damian Ruciński - https://www.linkedin.com/in/damian-rucinski/Szymon Kryczka https://www.linkedin.com/in/szymonkryczka/Grzegorz Ludwin https://www.linkedin.com/in/gludwin/Adam Furmańczuk https://www.linkedin.com/in/adam-agilino/Anna Czyż - https://www.linkedin.com/in/anna-czyz-%F0%9F%94%B5%F0%9F%94%B4%F0%9F%9F%A2-68597813/Wspaniali ludzie, dzięki którym pojawiają się kolejne odcinki tego podcastu. Ty też możesz wesprzeć rozwój podcastu na:Patronite - https://patronite.pl/wiktordoktorPatreon - https://www.patreon.com/wiktordoktorBuy me a coffee - https://www.buymeacoffee.com/wiktordoktorZrzutka.pl - https://zrzutka.pl/j8kvarBecome a supporter of this podcast: https://www.spreaker.com/podcast/bss-bez-tajemnic--4069078/support.

In un'aula gremita all'Università di Cagliari, Peppe Russo di Manpower ha guidato studenti e studentesse in un percorso pratico sull'evoluzione del lavoro, tra sostenibilità e innovazione digitale. Competenze digitali e sostenibilità: il futuro del lavoro spiegato agli studenti da Peppe Russo. Al Career Lab 2025 l'intervento di Peppe Russo di Manpower ha messo a fuoco le competenze richieste dal mercato in evoluzione, tra nuove tecnologie e responsabilità ambientale. Un'aula piena, tanta partecipazione e un messaggio chiaro: il futuro del lavoro sarà digitale, sostenibile e ricco di opportunità per chi saprà affrontarlo con consapevolezza. Così si è aperto l'incontro dedicato a intelligenza artificiale e green jobs, tenuto da Peppe Russo, Pre-Talent Marketing Manager di Manpower, martedì 20 maggio presso la Facoltà di Scienze Economiche, Giuridiche e Politiche dell'Università di Cagliari, all'interno del progetto Career Lab 2025. Russo, con uno stile diretto e coinvolgente, ha scelto di partire non dai numeri, ma dalle domande giuste. Quanto ci sentiamo consapevoli del cambiamento climatico? Siamo pronti ad affrontare un mondo del lavoro in cui l'IA seleziona curriculum e definisce profili? Le risposte sono arrivate da un confronto interattivo, supportato da dati, esempi e attività che hanno reso l'incontro più simile a un laboratorio che a una lezione frontale. Intelligenza artificiale nei colloqui e green mindset: così cambia il lavoro per la generazione z Nella prima parte del workshop – ora disponibile su Be Podcast di Unica Radio – Peppe Russo ha illustrato come l'intelligenza artificiale stia già modificando il modo in cui si fa recruiting. Dalle analisi predittive alla valutazione automatica delle soft skill, l'IA diventa uno strumento imprescindibile per chi seleziona e, quindi, anche per chi si candida. La sfida? Prepararsi a dialogare con gli algoritmi senza perdere l'autenticità. La seconda parte ha messo al centro i green jobs: nuove professioni legate alla transizione ecologica, sempre più richieste in settori come energia, edilizia sostenibile, economia circolare. Ma, ha spiegato Russo, non bastano nozioni tecniche: serve un mindset green, la capacità di leggere i cambiamenti ambientali come occasioni per innovare, progettare, lavorare meglio. Con il supporto di grafici e scenari occupazionali, Russo ha presentato un mercato in fermento, in cui le aziende cercano giovani pronti a contribuire attivamente con idee, flessibilità e capacità di adattamento. Ha poi sottolineato come la Generazione Z sia al centro di questo cambiamento: «Avete un vantaggio – ha detto – siete cresciuti nel digitale e siete già sensibili alla sostenibilità. Ora potete fare la differenza».

Come si definisce un obiettivo professionale? Quali strumenti servono per trasformare sogni e aspirazioni in un piano concreto? A queste e molte altre domande risponde il Career Lab, l'iniziativa promossa da Giobir, impresa sociale innovativa, in collaborazione con Unica Radio e l'Università di Cagliari. Spazio dedicato alle trasformazioni sociali e culturali della città, il Career Lab propone una serie di interviste e contenuti dedicati al tema della pianificazione del futuro professionale. L'obiettivo è fornire una guida pratica per aiutare studenti e giovani lavoratori a orientarsi nel mondo del lavoro, definendo i propri obiettivi in modo razionale, consapevole e strategico. Perché pianificare il proprio futuro Pianificare il futuro professionale è fondamentale. Definire un obiettivo lavorativo rappresenta la base di qualsiasi percorso efficace di ricerca attiva del lavoro. Senza una meta chiara, si rischia di “nuotare a caso” o “girare in tondo”, sprecando energie e tempo, con il rischio di perdere opportunità preziose o di non raggiungere gli obiettivi nei tempi prefissati. L'impatto delle scelte professionali Le decisioni in ambito professionale hanno un impatto profondo sulla qualità della vita: influenzano il tempo libero, la vita personale e le aspettative retributive. Un titolo universitario, ad esempio, garantisce un vantaggio economico significativo rispetto a chi non lo possiede, con un differenziale che cresce con l'età, arrivando fino al 70% dopo i 55 anni. Inoltre, la scelta della professione può ampliare ulteriormente questo potenziale. Oltre lo stipendio: benessere e qualità della vita La retribuzione è solo una delle componenti da considerare. Le scelte professionali influiscono direttamente sul benessere, sulla soddisfazione personale e persino sull'aspettativa di vita. Esistono infatti forti correlazioni tra tipologia contrattuale, livello di soddisfazione lavorativa e condizioni di salute, con aspettative di vita più alte per i dirigenti rispetto a impiegati e operai. Conoscere sé stessi: punti di forza, interessi e valori Una pianificazione efficace richiede consapevolezza di sé. È importante comprendere: Cosa sappiamo fare (punti di forza: competenze tecniche e tratti personali), Cosa ci appassiona (interessi: personali, formativi, professionali), Cosa è importante per noi (valori: ciò in cui crediamo). Identificare e sintetizzare questi elementi aiuta a definire con chiarezza ciò che conta davvero, filtrando le opzioni che non sono in linea con la nostra identità. Considerare il mercato e le influenze esterne Le scelte professionali non avvengono in un vuoto: media, social network, famiglia e società esercitano un'influenza costante. È essenziale esserne consapevoli, decidere cosa accogliere e restare centrati su sé stessi. Allo stesso tempo, conoscere le esigenze del mercato del lavoro è cruciale: si può partire dall'analisi degli annunci e delle competenze richieste per i ruoli desiderati. Strumenti e strategie per la scoperta Capire cosa si vuole fare non è solo una questione di riflessione, ma richiede azione. Ricercare in autonomia, studiare, vivere esperienze all'estero, fare volontariato o partecipare a eventi e conferenze amplia la consape

The 2 Man Power trip of Kevin and Jason are back to talk #LINKINPARK again, #WWEBACKLASH again, the picks results, #SABU , and some #WWERAW talk to wrap up this very special edition of TWP...not special like Dudley in the back room of the bike shot special...but special bc it is shorter due to 2 less people talking! Brian, Jason, Joe, and Kevin met while working in the Radio Industry in the early 2000's. After Brian's wedding in 2014, the idea of a Podcast came up and after many years and many beers...and a Worldwide Pandemic...That Wrestling Podcast made it's debut in the Pro Wrestling Podcast Space on April 2nd, 2021. Join the guys every Friday morning wherever you get your podcasts, or watch on YouTube to get Pro Wrestling talk as if it was you and your friends at the bar. Check Us Out On Social Media : Facebook - www.facebook.com/ThatWrestlePod Twitter - www.twitter.com/ThatWrestlePod Instagram - www.instagram.com/ThatWrestlePod YouTube - www.YouTube.com/@ThatWrestlingPodcast Follow Us On Twitter : Jason - www.twitter.com/THATJason412 Brian - www.twitter.com/THATBrianC Joe - www.twitter.com/THATJoePod Kevin - www.twitter.com/THAT_KevinC BUY A SHIRT!!! whatamaneuver.net/collections/that…restling-podcast

Melvyn Bragg and guests discuss the brothers Tiberius and Gaius Gracchus whose names are entwined with the end of Rome's Republic and the rise of the Roman Emperors. As tribunes, they brought popular reforms to the Roman Republic at the end of the 2nd century BC. Tiberius (c163-133BC) brought in land reform so every soldier could have his farm, while Gaius (c154-121BC) offered cheap grain for Romans and targeted corruption among the elites. Those elites saw the reforms as such a threat that they had the brothers killed: Tiberius in a shocking murder led by the Pontifex Maximus, the high priest, in 133BC and Gaius 12 years later with the senate's approval. This increase in political violence was to destabilise the Republic, forever tying the Gracchi to the question of why Rome's Republic gave way to the Rome of Emperors.WithCatherine Steel Professor of Classics at the University of GlasgowFederico Santangelo Professor of Ancient History at Newcastle UniversityAndKathryn Tempest Lecturer in Roman History at the University of LeicesterProducer: Simon TillotsonReading list:Appian (trans. John Carter), The Civil Wars (Penguin Classics, 2005)Valentina Arena, Jonathan R. W. Prag and Andrew Stiles, A Companion to the Political Culture of the Roman Republic (Wiley-Blackwell, 2022), especially the chapter by Lea Beness and Tom HillardR. Cristofoli, A. Galimberti and F. Rohr Vio (eds.), Costruire la Memoria: Uso e abuso della storia fra tarda repubblica e primo principato (L'Erma di Bretschneider, 2017), especially ‘The 'Tyranny' of the Gracchi and the Concordia of the Optimates: An Ideological Construct.' by Francisco Pina PoloSuzanne Dixon, Cornelia: Mother of the Gracchi, (Routledge, 2007)Peter Garnsey and Dominic Rathbone, ‘The Background to the Grain Law of Gaius Gracchus' (Journal of Roman Studies 75, 1985)O. Hekster, G. de Kleijn and D. Slootjes (eds.), Crises and the Roman Empire (Brill, 2007), especially ‘Tiberius Gracchus, Land and Manpower' by John W. RichJosiah Osgood, Rome and the Making of a World State, 150 BCE-20 CE (Cambridge University Press, 2018)Plutarch (trans. Ian Scott-Kilvert and Christopher Pelling), Rome in Crisis (Penguin Classics, 2010) Plutarch (trans. Robin Waterfield, ed. Philip A. Stadter), Roman Lives (Oxford University Press, 2008)Nathan Rosenstein, ‘Aristocrats and Agriculture in the Middle and Late Republic' (Journal of Roman Studies 98, 2008)A. N. Sherwin-White, ‘The Lex Repetundarum and the Political Ideas of Gaius Gracchus' (Journal of Roman Studies 72, 1982) Catherine Steel, The End of the Roman Republic, 146 to 44 BC: Conquest and Crisis (Edinburgh University Press, 2013)David Stockton, The Gracchi (Oxford University Press, 1979)In Our Time is a BBC Studios Audio Production

Melvyn Bragg and guests discuss the brothers Tiberius and Gaius Gracchus whose names are entwined with the end of Rome's Republic and the rise of the Roman Emperors. As tribunes, they brought popular reforms to the Roman Republic at the end of the 2nd century BC. Tiberius (c163-133BC) brought in land reform so every soldier could have his farm, while Gaius (c154-121BC) offered cheap grain for Romans and targeted corruption among the elites. Those elites saw the reforms as such a threat that they had the brothers killed: Tiberius in a shocking murder led by the Pontifex Maximus, the high priest, in 133BC and Gaius 12 years later with the senate's approval. This increase in political violence was to destabilise the Republic, forever tying the Gracchi to the question of why Rome's Republic gave way to the Rome of Emperors.WithCatherine Steel Professor of Classics at the University of GlasgowFederico Santangelo Professor of Ancient History at Newcastle UniversityAndKathryn Tempest Lecturer in Roman History at the University of LeicesterProducer: Simon TillotsonReading list:Appian (trans. John Carter), The Civil Wars (Penguin Classics, 2005)Valentina Arena, Jonathan R. W. Prag and Andrew Stiles, A Companion to the Political Culture of the Roman Republic (Wiley-Blackwell, 2022), especially the chapter by Lea Beness and Tom HillardR. Cristofoli, A. Galimberti and F. Rohr Vio (eds.), Costruire la Memoria: Uso e abuso della storia fra tarda repubblica e primo principato (L'Erma di Bretschneider, 2017), especially ‘The 'Tyranny' of the Gracchi and the Concordia of the Optimates: An Ideological Construct.' by Francisco Pina PoloSuzanne Dixon, Cornelia: Mother of the Gracchi, (Routledge, 2007)Peter Garnsey and Dominic Rathbone, ‘The Background to the Grain Law of Gaius Gracchus' (Journal of Roman Studies 75, 1985)O. Hekster, G. de Kleijn and D. Slootjes (eds.), Crises and the Roman Empire (Brill, 2007), especially ‘Tiberius Gracchus, Land and Manpower' by John W. RichJosiah Osgood, Rome and the Making of a World State, 150 BCE-20 CE (Cambridge University Press, 2018)Plutarch (trans. Ian Scott-Kilvert and Christopher Pelling), Rome in Crisis (Penguin Classics, 2010) Plutarch (trans. Robin Waterfield, ed. Philip A. Stadter), Roman Lives (Oxford University Press, 2008)Nathan Rosenstein, ‘Aristocrats and Agriculture in the Middle and Late Republic' (Journal of Roman Studies 98, 2008)A. N. Sherwin-White, ‘The Lex Repetundarum and the Political Ideas of Gaius Gracchus' (Journal of Roman Studies 72, 1982) Catherine Steel, The End of the Roman Republic, 146 to 44 BC: Conquest and Crisis (Edinburgh University Press, 2013)David Stockton, The Gracchi (Oxford University Press, 1979)In Our Time is a BBC Studios Audio Production

Career Lab: dalla teoria alla pratica per entrare nel mondo del lavoro Il progetto "Career Lab: dall'Università al mondo del lavoro" nasce dalla collaborazione tra i rappresentanti di Next UniCa e l'ufficio UniCa Job Placement, con l'obiettivo di supportare gli studenti e le studentesse della Facoltà di Scienze Economiche, Giuridiche e Politiche nella transizione verso il mercato del lavoro. Attraverso workshop pratici e teorici, i partecipanti potranno sviluppare competenze fondamentali per affrontare con consapevolezza e successo il proprio percorso professionale. Alla domanda: "Perché ritenete che il Career Lab sia un progetto importante per gli studenti universitari, e cosa direste a chi è ancora indeciso se partecipare o meno ai workshop?", Niccolo Dessì, rappresentante degli studenti in CdA UniCa e Anna Cotza dell'ufficio di Unica Job Placement rispondono che questo progetto è molto importante, in quanto permette agli studenti di iniziare ad orientarsi nel mercato del lavoro, mettendo a loro disposizione tanti strumenti utili in questo settore e rendendo meno difficile il futuro passaggio dal mondo universitario al mondo lavorativo. Formazione strategica e contatto diretto con gli esperti Il Career Lab UniCa si distingue per un approccio orientato alla praticità. Gli incontri includeranno esercitazioni, simulazioni, analisi di casi reali e momenti di confronto diretto con esperti del settore, tra cui professionisti di Manpower, Jobiri, dell'Università di Cagliari, e personalità di rilievo come la dott.ssa Lucrezia Pala (WFP) e il dott. Lorenzo Ferrari, esperto di LinkedIn e Personal Branding. Soft skills, intelligenza artificiale e sostenibilità: le competenze del futuro Durante i workshop, verranno affrontati temi chiave come: la costruzione del curriculum vitae e la preparazione al colloquio di lavoro; l'importanza del personal branding e l'uso strategico di LinkedIn; come candidarsi per ruoli nelle organizzazioni internazionali; i green jobs e l'uso dell'intelligenza artificiale nel recruiting. Crediti formativi e calendario degli incontri La partecipazione al progetto prevede il riconoscimento di 3 CFU per gli studenti di Scienze Economiche, Aziendali, Politiche e Sociali, e 2 CFU per quelli di Giurisprudenza, previo superamento di un test finale. Gli incontri si svolgeranno in presenza tra il 6 e il 26 maggio 2025 nelle aule A e B della Facoltà, in viale Sant'Ignazio 76. Le iscrizioni sono aperte fino a esaurimento posti tramite il form online: https://bit.ly/careerlab_2025. Un'opportunità concreta per costruire il proprio futuro Il Career Lab rappresenta un'occasione unica per trasformare il percorso universitario in un trampolino verso il lavoro, fornendo strumenti concreti, orientamento personalizzato e l'accesso diretto al mondo delle imprese.

WWE had to improvise when unexpected events led them to rework the scripts after WrestleMania. Simon Miller presents 10 Times WWE Ripped Up The Script After WrestleMania...ENJOY!Follow us on Twitter:@SimonMiller316@WhatCultureWWEFor more awesome content, check out: whatculture.com/wwe Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Investing with Purpose podcast Colonel Anne Martin, USMC (Ret.) shares her remarkable journey from military service to organic farming and now to real estate. She discusses her investment strategies, the importance of aligning investments with personal values, and the legacy she hopes to leave for her children. Anne emphasizes the significance of community support in real estate and the benefits of being a real estate professional. The conversation concludes with rapid-fire questions that highlight her insights and aspirations.Chapters00:00 Introduction to Anne Martin's Journey03:16 Military Service and Transition to Real Estate05:51 Investing Strategies and Lessons Learned08:47 The Power of VA Loans and TSP11:19 Investing with Purpose and Community Impact14:09 Aligning Investments with Values17:01 Legacy and Teaching Financial Responsibility20:32 Mindset Shift on Wealth and Materialism23:31 Building Relationships and Community in Investing25:42 Understanding Real Estate Professional Status29:05 Creating an Investor Group for Beginners32:52 Advice for Aspiring Faith-Driven InvestorsResources Mentioned28:02 ⁠www.youtube.com/@InvestingwithPurpose⁠32:46 The Millionaire Real Estate Investor by Jay PapasanAbout Anne MartinAnne Martin is a licensed Realtor® with Keller Williams in Carmel, CA, bringing decades of leadership and organizational excellence from her 27-year career in the U.S. Marine Corps. Retiring as a Colonel in 2016, she led major initiatives, including the integration of women into ground combat roles as Branch Head of Manpower, Plans & Policy.A Vancouver, WA native and Stanford University graduate in Human Biology, Anne also holds associate degrees in Korean and Japanese from the Defense Language Institute and is a graduate of Japan's National Institute for Defense Studies. Her military career spanned deployments to Somalia, Iraq, and Afghanistan, where she played a critical role in advancing surveillance capabilities. Her service earned her honors including the Defense Superior Service Medal, Legion of Merit, and Bronze Star.After the military, Anne founded an organic farm business and launched a veteran farming program still active across New England. In California, she established the state chapter of the Farmer Veteran Coalition. Anne is also deeply rooted in her community—she co-hosts the Monterey Bay Investor Network, serves as a Court-Appointed Special Advocate (CASA) for foster children, sits on the Toys for Tots Foundation board, and is active in the Rotary Club of Pacific Grove.Now based in Carmel, Anne combines her strategic mindset, passion for service, and real estate expertise to help clients navigate the market with precision and integrity.Connect with Anne Martin Anne Martin, Realtor®Keller Williams Coastal EstatesCarmel, CA831-204-2189anne.martin@kw.comDRE#02248356Connect with UsAre you interested in joining a community of like-minded individuals who aspire to build true wealth through real estate passive investing? Go to IHG Investor Club to learn more!

A year of great comedy, WCW failures and Vince McMahon losing his touch?! Simon Miller presents 10 Things You Learn Binge Watching Every WWE Raw From 2001...ENJOY!Follow us on Twitter:@SimonMiller316@WhatCultureWWEFor more awesome content, check out: whatculture.com/wwe Hosted on Acast. See acast.com/privacy for more information.

Welcome to a new series that we are trying out for Patrons. This is a lightly edited casual conversation between Jason and Chris about Geopolitics. We aren't really preparing for these by doing a lot of research and we certainly aren't doing much editing. We are going to try to do these semi-regularly and hopefully we can figure out how to do video versions as well.Send us a textSupport the show

This past week has seen what some have argued are the first big mobilisations of the new Prabowo government, with coordinated student protests across 12 cities under the banner of Indonesia Gelap, or “Dark Indonesia”. The students list a number of demands, from human rights to environmental issues, but the trigger for these protests lie in deep budgetary cuts initiated across the public service, to the tune of US$44 billion. The worst ministries and agencies, including the Ministry for Manpower and the Ministry for Public Works, have proposed cuts of up to 55%. The National Consumer Protection Agency is being cut a whopping 73%. Meanwhile, the police, the Ministry for Defence and the Supreme Court are seeing cuts of around 15-16%. The government is selling these cuts as efficiency dividends for a sluggish and unproductive bureaucracy, and the savings will be directly diverted to fund Prabowo's policy promises. This includes of course, Prabowo's signature investment in human capital, the MBG, or Free Nutritious Meals program. But around half of these savings, US$20 billion, will be diverted to a a new sovereign wealth fund, known as Danantara, which stands for Daya Anagata Nusantara. Danantara is a super-holding company for state enterprises, modelled on Singapore's Temasek, which will be used to invest in mega projects like food estates, renewables and nickel. What is Prabowo's economic agenda? How will reshape the country and confront the key challenges in the years ahead? Will Prabowo's economic plans take the country closer to its grand plans for Golden Indonesia 2045? To help us unpack Prabonomics is Riandy Laksono, a researcher at the Centre for Strategic and International Studies or CSIS in Jakarta and Australia-Awards PhD candidate at The Arndt-Corden Department of Economics at the Australian National University.

HELLO SERIES 5! Today's guest today is a DJ, producer, composer and entrepreneur, Geoff Kirkwood. Professionally known as DJ Man Power he has built a solid reputation as an eclectic producer who nimbly steps between, Disco, House and Techno whilst casually stopping off along the way for grand scale projects, such as composing for the Royal Northern Sinfonia. His reputation as a DJ has seen him selected to curate a Radio 1 essential mix and allowed him to travel the world playing in legendary spots like Glastonbury, the Panorama bar in Berlin and Burning Man Festival in the USA. But perhaps the most important and interesting thing about this journey has been the way he has taken the culmination of these experiences and invested them in his home town of North Shields. Whether it is through breathing life into an old working mans club with his regular night 'Are you affiliated' or investing in a community hub close by, where creatives can collaborate and make their art on their terms, Geoff has kept his feet firmly on the ground whilst reaching for the stars and I am very excited to welcome DJ Man Power today on What Goes Around.BEFORE THAT...We talk to Patrick Clarke about his excellent new book about Soft Cell 'Bedsit Land'.Deb gets the rap-beef update from Eamon and both of them decide that you should live your best life. Hosted on Acast. See acast.com/privacy for more information.

Quantum Nurse https://graceasagra.com/  http://graceasagra.bio.link/presents Freedom International Livestream  Monday, Feb 10, 2025 @ 12:30 PM EST Featured Guest: John Perkins Topic: Confessions of An Economic Hit Man:  Power, Economy and the Future https://johnperkins.org/ Bio: John Perkins is New York Times Bestselling Author. He is an American author and activist best known for Confessions of an Economic Hit Man, which exposed the role of economic manipulation in global politics. He previously worked as Chief Economist at the consulting firm Chas. T. Main, advising organizations like the World Bank, United Nations, and U.S. government agencies. Perkins has written extensively on economic policies, corporate influence, and indigenous wisdom, with books such as Shapeshifting and The World Is As You Dream It. He is also a sought-after speaker, advocating for economic and environmental reforms to create a more just and sustainable world BOOKS: Confessions of an Economic Hit Man (trilogy) Touching the Jaguar Hoodwinked  The Secret History of the American Empire Shapeshifting The World Is As You Dream It Psychonavigation The Stress-Free Habit Spirit of the Shuar Creator Host: Grace Asagra, RN MA  Podcast:  Quantum Nurse: Out of the Rabbit Hole from Stress to Bliss  TIP/DONATE LINK for Grace Asagra @ Quantum Nurse Podcast https://www.paypal.com/donate/?hosted_button_id=FHUXTQVAVJDPU Venmo - @Grace-Asagra 609-203-5854  https://patron.podbean.com/QuantumNurse https://graceasagra.com/ Special Guest Host: Drago Bosnic BRICS portal (infobrics.org) https://t.me/CerFunhouse Special Guest Host: Alex Krainer www.alexkrainer.substack.com www.TheNakedHedgie.com Special Guest Host: Dr Reza John Vedadi Instagram LinkedIn WELLNESS RESOURCES • Optimal Health and Wellness with Grace Virtual Dispensary Link (Designs for Health)    2https://www.designsforhealth.com/u/optimalhealthwellness • Quantum Nurse Eternal Health (Face Skin Care, Protein Powder and Elderberry) https://www.quantumnurseeternalhealth.com/ On-going Co-host: Roy Coughlan https://www.awakeningpodcast.org/   On-going co-host: Hartmut Schumacher  

The Straits Times Journalist Christine Tan tells us how authorities busted one of the biggest kickback scandals in the history of Singapore's Ministry of Manpower. It started with an anonymous complaint about migrant worker cleaners in their estate giving money to their manager. An MOM investigation uncovered that a former operations manager had collected nearly S$400K from 57 Bangladeshi workers for the renewal of their work permits. The Singapore Home Brew Segment on the Saturday Mornings Show with host Glenn van Zutphen and co-host Neil Humphreys talk in the studio with Christine Tan about the specifics of this unprecedented case. READ MORE:https://www.straitstimes.com/singapore/courts-crime/we-were-scared-to-lose-our-jobs-nee-soon-east-estate-cleaners-who-gave-manager-kickbacksSee omnystudio.com/listener for privacy information.

What happens when you leave Chris and Carl to their own devices?The following! EnjoySupport this show http://supporter.acast.com/manonthepost. Hosted on Acast. See acast.com/privacy for more information.

Un nuevo 808 Radio en Radio Castilla-La Mancha que nos descubre las últimas creaciones de Man Power, Danny Daze junto a Djoy de Cuba o Ruthlss entre muchas otras. Pone en marcha el Generador de Ideas junto a Alba Taboada para tratar de comprender cómo y por qué se crean las teorías de la conspiración y Be.Lanuit está Al Habla presentando su nuevo álbum “Carrusel de Sentimientos”. La Lista I: UNER – Siddhi [Veil Theory] Abakus - Eternity [Anjunadeep] Rolando Simmons - Purple Soap (Pre-Animatronic Edit) [Furthur Electronix] Angel Lee - I Wanna Go Out (ft. Harvey Rose) [HE.SHE.THEY.] CRYME - Aurora [SEVEN] Al Habla: Be.Lanuit pres. “Carrusel De Sentimientos”. La Lista II: Be.Lanuit - Carrusel De Sentimientos (ft. Santino Surfers) [Music for Dreams] DJ GIRL - BREATHE (STRETCH MIX) [Eat Dis] Dan Newman - TTS (Extended Mix) [17 Steps] Conzi - Drakar [Bait] Bejamin Frölich - New Time (Gold Panda Remix) [Permanent Vacation] Dovim - Melatonin [Seven Villas] Domenic Cappello - Sunrise on Saturn [Craigie Knowes] La Lista III: Luca dell'Orso - Dear Rosie (feat. Jolisa) [CWPT] Sam T Harper - Road 94 [1980 Recordings] Laurence Guy - The Morning [Future Classic] Her Nice Too x FLVXXX - Natty Moon [Reveries] Piezo - Ultra [Dekmantel] Man Power - Steel Cathedral [Live At Robert Johnson] Generador de Ideas: “Conspiración” con Alba Taboada. La Lista IV: Ruthlss - Ascension [AMF Select Few] A-Link - Route Du Canyon (134 km-h) [Affaire Records] Dr. Needles - Bla Bla [Sway] Marisol Garcia - Voltron Focalin - F.A.I. [Luminal rec] Danny Daze & Djoy de Cuba - Vertigo [COD3 QR] Evan Gildersleeve – Fathom [Mesh]

#UKRAINE: Manpower shortages  and the refusal to draft 18-24 year-olds. John Hardie, Bill Roggio, FDD 1916 Odessa

With tracks from Emmanuel Kahe & Jeanette Kemogne, Jakatta, Floorplan, D.D.D., Cristo, Exo Fender, Affie Yusuf & Nigel Casey, Marius Acke, Phon.o, Man Power & Louisahhh, Hannah Holland, Bassekou Kouyate, Agent Orange, Panthera Krause, Scruscru & Dwaal, Lou Hayter, TR 727, De La Swing, Laroz, Emotive Technology, Deetron Presents Soulmate, Galactica Tranctica. Contact: dj@ribeaud.ch.

Robert Moment was born in Virginia and basically has spent his entire life there except for college which took him to Maryland. Robert received a degree in Business and, after college, he went to work in corporate America. He worked for a number of large corporations including Xerox in the 1990s. He tells us some of his experiences in the corporate world and how they eventually caused him to shift gears and start his own coaching and consulting business.   Today he is a recognized authority and he has authored several books. His newest one coming out shortly is "Believe in Yourself You Got This".   What I like about talking with Robert is his down to earth direct manner of presenting ideas. As he says fairly early in our discussion, his parents taught he and his brother to believe in themselves. Robert discusses with us this concept of self belief and how it differs from ego. As he says, his father taught him that “ego” stands for “edging God out”. Pretty clever. Robert gives us a number of practical tips and lots of advice we can put to use in our daily lives. I hope you will like what Robert Moment has to say.       About the Guest:   As a sought-after authority in leadership development, Robert Moment draws upon a wealth of Fortune 500 experience and certified coaching expertise to unlock the extraordinary in leaders and organizations. 1. Leadership Development Authority: Robert Moment is a leading authority in executive coaching and leadership development. Leveraging over 15 years of experience and deep insights from Fortune 500 environments, he empowers individuals and organizations to reach new heights. As an ICF Certified Executive, Leadership, Emotional Intelligence, Career, and Peak Performance Coach, his expertise spans diverse leadership domains. 2. Startup Success Catalyst: Robert holds unique expertise in nurturing cybersecurity, healthcare, fintech, and critical infrastructure startups, guiding them through scaling challenges to achieve revenue growth. His tailored approach fosters sustainable success for these firms within competitive markets. 3. Peak Performance and Emotional Intelligence Focus: Specializing in peak performance coaching, Robert works with CEOs, executives, and high performers, empowering them to lead empathetically with high emotional intelligence. This creates collaborative and thriving work environments. As a certified practitioner, he utilizes the Social + Emotional Intelligence Profile-Self (SEIP) ® Assessment to facilitate targeted development plans. 4. Author and Comprehensive Coaching Methodology: Robert's books, including "CEO Coaching for Cybersecurity Growth" and "Believe in Yourself You Got This," offer practical strategies for professional growth. His comprehensive coaching methodology uniquely blends experience with modern assessment tools for results-driven, transformative experiences. 5. Executive Development and Career Coaching: Robert collaborates with executives and rising leaders to refine leadership skills and drive organizational success. He assists individuals at various career stages through fulfilling transitions. By identifying strengths, clarifying goals, and aligning values, he ensures informed decisions for long-term career satisfaction.   If you're ready to unlock your potential, achieve peak performance, and create the leadership legacy you envision, Robert Moment is the coach to guide you there.   Ways to connect with Robert:   Robert@LeadershipCoachingandDevelopment.com The Moment Leadership Coaching Group 2200 Wilson Blvd. Suite 102, #158 Arlington, VA 22201 LinkedIn  https"//www.linkedin.com/in/robertmomentleadershipcoach      About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, hello to you all, wherever you happen to be, I am your host, Michael Hingson, and this is unstoppable mindset. We're really glad that you joined us today. Our guest is Robert moment, and Robert is a sought after authority and leadership development he's written a number of books. He's a coach, and all sorts of other kinds of things. Talking to coaches are is always really kind of fun. I learn a lot. I got all this free coaching. What can I say? It's It's always interesting and relevant to hear different points of view and get to put everything in perspective. So I'm really glad to have the opportunity this time to talk to Robert, and he does a lot of leadership development, and interested in getting into that and talking about him as well. So enough of that, Robert, welcome to unstoppable mindset. We're really glad you're here.   Robert Moment ** 02:15 Well, thank you, Michael for the opportunity. I'm excited.   Michael Hingson ** 02:20 Well, we're really looking forward to talking with you and learning a lot. I hope Tell me a little bit about the early Robert, kind of growing up. And let's start with that just kind of where you came from and all that stuff. Well,   Robert Moment ** 02:33 the early Robert, I grew up about 30 minutes outside of Charlottesville, Virginia, and I graduated, really, I would say I'm a country boy at heart humble beginnings. And my father, he was ex military, and one of the things he taught my brother and I, I'm two years younger than my brother, was self disciplined, and to always believe in yourself. That's something that my parents ingrained in us, you know, early on, and that's something, you know, it's like, it's in my DNA, and that's what I communicate to my clients. And even when I was in corporate America, I was in corporate America for over 20 years working for Fortune 500 companies, like your Xeroxes of the world, Citigroup, manpower. And then then I transitioned into leadership and executive   Michael Hingson ** 03:21 coaching. So where did you go to college? I   Robert Moment ** 03:24 went to college. Now it's called Washington at Venice University. It's about, I would say, 20 minutes outside of Washington, DC, in a place called Takoma Park, Maryland. And my degree is in business administration. But   Michael Hingson ** 03:39 you're mostly stuck in a rut, aren't you? You've lived in Virginia basically all your life.   Robert Moment ** 03:43 Yes, I have now. I've traveled globally, but yes, my, my my home base is, yes, Virginia. Now   Michael Hingson ** 03:52 I have to tell all of you listening that before we started this, Robert was saying that he loves the spring and summer and is not a winter person. So I'm not quite sure I totally understand the paradox, but there you are. But no, it's it's fine. You could be further north in Massachusetts and Maine and New Hampshire, and get a whole lot more snow than you get in Virginia. You   Robert Moment ** 04:16 know what, Michael, when I see when I watch TV, whether it's, you know the weather channel, or CNN, and I see the snow in Boston, upstate New York and Rochester and Syracuse. I am glad I'm in Northern Virginia.   Michael Hingson ** 04:31 Boy, it was interesting, if you remember from the Weather Channel, last year here out in Southern California, we had crazy, crazy weather in Mammoth and some of the areas around here, they had, you know, overall, more than, like, 50 feet of snow, and it eventually went away. But we had incredible amounts of snow in Tehachapi and Wrightwood, the snow was so high that a. Cover the roofs, and some roofs collapsed because they couldn't take all of the snow, and the roads were blocked so people couldn't get in and out, which also made it very interesting. And we here in Victorville, were down in a little valley. We're about 20 850 feet above sea level. We had two or three inches of snow one Saturday afternoon, and that   Robert Moment ** 05:23 was it. Wow, I did see that. I saw that. And I said, you know, I couldn't believe it. Yeah, it was, it was dangerous, treacherous. Yeah, it really paralyzed a lot of people, because they couldn't leave the house, homes.   Michael Hingson ** 05:38 Yeah, they couldn't at all. And the the thing is, like mammoth, I think it was mammoth didn't even close their ski season until last August. Well, this year, it's different. They're closing Sunday. Still, it's a while. Well, it is, it is, yes, so you said you worked for a lot of corporations for quite a while. So you started that, I assume, right out of college, because you had the business background, and what did you do for them?   Robert Moment ** 06:07 Well, I was like, for instance, corporate executive, sales, business development, account manager, a lot of titles, but I learned a lot, especially back then, like Xerox Corporation, you went through a lot of training, yeah, and that training that really, I was able to leverage it and, you know, transfer to other corporations. And one of the things I learned, it really wasn't so much that when I transferred to other organizations, because that was in telecommunications. I was in insurance. Manpower is more about human development. It was really about building people skills. Yeah, people skills, and then business acumen, because you can learn the products and the services, but to be able to build relationships. That was really my, one of my strongest suits.   Michael Hingson ** 07:04 Well, Xerox information systems, back a long time ago, in part, began because they acquired a company. I worked for Kurzweil Computer Products. So I I was sort of assimilated into Xerox, because I worked for Kurzweil, and then Xerox bought Kurzweil. They wanted the technology, though, they didn't really have as much interest in the people as demonstrated by the fact that within a couple of years, all the salespeople who worked for Kurzweil pre Xerox takeover were all invited to leave. And you know those those things happen, and I think it's a serious mistake when companies do that, because they lose all the tribal knowledge and all the information and the background that people have. And like you talk about the fact that you learned so much about people skills and interpersonal dynamics as you went along. And I think the companies really lose a lot of that when they buy a company and they assimilate it, and then they get rid of the people,   Robert Moment ** 08:10 you know, I'm glad you wanted you touched on that, because I'm working with a potential client and they want to buy the smaller cybersecurity startup. And when you do that, a lot of times, you know, you gotta look at the culture, and when you mention that, they let people go, you know, a lot of times good people who've been there, whether it's, you know, five years, 10 years, you know, that's a lot of intellectual property that's walking out the door, and a lot of times, for instance, they know that customer is better than the person who's acquiring them. Why do companies do that? You know, sometimes you know they want to cut costs, but cutting costs sometimes is not good business sense, because usually the company who takes over is the one who's going to let the existing employees go in, right? Because they want to bring down people. But when I want to talk to the CEO, you know, if he becomes they become a client. That's something I want to warn and caution, caution him, you know, don't go into, oh, I want to clean house and want to bring all of my people in, because this company does have some major business with several major hospitals, and you know, that's relationship building. And that relationship building took years for them to when I say years, maybe about, I think they said five or six years. So, yeah, go ahead. So that's important. You know that relationship, the existing company has that relationship, and I told him, I would tell him, you want to make a smooth transition.   Michael Hingson ** 09:57 Well, and the reality is, it's. Some point, you can bring your own people in, but you're going to have to hire people to replace the people you you move and other things. At some point, it would make a lot of sense to really evaluate people and their skills and look at what they bring to the company before you just let them go. I was the last sales guy to be let go from Kurzweil and I had been relocated, actually, in late 1981 from Boston. Well, I lived in Winthrop and we worked in Cambridge. Then I was relocated back out to California because I knew that area better and and it was pre Xerox takeover, but the discussions had begun. But in 19 late, 1983 into 1984 was clear that Xerox had had taken the company, and some people were leaving. I was the last of the sales guys to be let go. I don't know whether that had to do with blindness or whether I was just so far remote because I was cross country, but they did it nevertheless. And I think that they made a serious mistake by losing, if you will, so many people, it just isn't a bright idea to do.   Robert Moment ** 11:25 You know, it isn't, because even when I was there, Michael Xerox was losing a lot of market share. Yeah, yeah. When I was there, they was losing when I went, when were you there? I was there like in in 1992 and they was losing a lot of market share to,   Michael Hingson ** 11:46 it's canon, yeah, and IBM.   Robert Moment ** 11:49 IBM, yes, they was losing a lot of market share. And, you know, they got became complacent. Yeah,   Michael Hingson ** 11:58 they did and and didn't, and probably never really had a clue about why they were losing so much market share. But nevertheless, it happened, yeah,   Robert Moment ** 12:08 I mean, Xerox was, I mean, in terms of, I mean, too top heavy, in terms of, I mean, it seems like every quarter they was hiring people, but in terms of market share, yeah, they was losing market share. And then a company called OSE came in Rico, the Japanese, the Xerox almost went under, yeah, yeah, yeah. I   Michael Hingson ** 12:37 one of the reasons I was asked to relocate to California. And like I said, they just started the discussions, but because I had spent time on and lived on the west coast for most of my life, the other thing they wanted me to do was to interface with the more technical parts of Xerox. Namely, they had a facility called Park Palo Alto area Research Center. Yes, I wonder if that's still there. Do you know? Yeah, I don't know. You know, yeah, I don't either. But I, I did a lot of work to integrate some of the information from Kurzweil into Park, which is part of what I did. And it was, it was fun. Got to meet a lot of and know a lot of the people there, and I would have thought that they would have been a little bit smarter about how they how they dealt with me, but and other people, but it, you know, it goes the way that it goes. I hear it a lot in the broadcast industry. Somebody comes in and they buy a radio station or a television station, and they phase out all the people who are already working there, which is so crazy.   Robert Moment ** 13:46 Yeah, it, yeah, I've heard that. I've heard that too, and I've actually here, I can't think of what, what station, but yes, I've heard that, and that's consistent, I think across the board, yeah, it is   Michael Hingson ** 14:03 well, and I think it's a little bit different, not necessarily totally, but a little different, because what they're doing is they're probably changing formats and other things, and they want to bring in people who are familiar with but I also Do think that they don't look at the value that, if you will, tribal knowledge, even in a radio environment, can play. So what do you do? Well, you said something earlier, interesting. You said that your parents brought you up being very self assured, self confident, and so on. I think that's that's an important feature and skill that we ought to have. Do you? Do you ever find, though, that you're too self confident, and it go in a kind of transitions over into arrogance, as opposed to just self confidence?   Robert Moment ** 14:55 You know, one of the things my father, you. Taught us you have to be careful about ego. Because he said, ego, you know that can be blind, blind confidence and blind confidence. You know that's tied to external validation, you know. And he said, you know, really, self belief is about trusting, you know, trust in your inner knowing. And not only trusting your inner knowing, it's you know your instincts and and just know deep down, you know you are capable of overcoming challenges and achieving goals. And you know, he even taught us, even said this, and I don't know he didn't invent this, but he said, you know, ego is edging God out, and you want to focus on just trust and believe yourself. You're going to have challenges, but you really have it's a fine line, that ego confidence is great, but that ego that goes beyond confidence, that you know sometimes you don't even really look at reality like you feel like you're invincible. And I think when you think you become invincible, that's when arrogance and ego come in.   Michael Hingson ** 16:17 If you're really invincible, you don't have to show it. It is just the way it goes. Well. Have you ever had a time in your life when you experienced something that really caused you to face a major challenge and doubt yourself, and how did you deal with that?   Robert Moment ** 16:37 My first corporate executive position that inner critic came up. An inner critic is, do I have what it takes? Am I good enough? And how I acquired my inner critics? And it is still comes up, sometimes even now, with opportunity, but I have to say to myself, I have to take inventory. Look at your past successes, look at your past wins, and look at the skills that you bring to the table. And those skills are transferable, whether it's a client that I'm coaching now or a future client, bigger client, but just because sometimes you know, when the opportunity comes, we excited. We get excited about the opportunity, Michael, but then, like I said for me, that inner critic is like, Okay, are you ready for this? And I have to remind myself, Yes, you are you. You have more than enough. You are enough, and you can do this.   Michael Hingson ** 17:39 So what really happened that caused a lot of self doubt with that first job,   Robert Moment ** 17:45 the responsibilities, the revenue that I needed to generate, that I had never had that kind of revenue before, and and the people who I was going to manage, but at the end of the day, you know, I said, You know what? They would not have given you this position, and if they didn't think you could do it. And then look at your look at the skills that you have. And once again, I took audit in terms of the skills, my transferable skills, and I was able to succeed. But still, that inner critic, inner voice that happens even now as a coach, how do you   Michael Hingson ** 18:24 how do you get past that inner voice? Doing that,   Robert Moment ** 18:28 I created an acronym. An acronym is B, line, B, E, L, I, E, and it starts with I begin self awareness and I understand my strengths and I understand my weaknesses. And then E, I embrace my imperfections, and because everyone has them, but what makes me unique? And then L, I learned from my setbacks. I know there's obstacles and opportunities for growth. And then I invest in self care, I prioritize my physical and mental well being, and in E I empower that inner voice to silence any negative self talk, and I just focus on the positives,   Michael Hingson ** 19:11 one of the things that we talk about on unstoppable mindset. And I've said it a number of times, so I hope people don't get too bored, but I think it's important to say, I used to always say, I'm my own worst critic. I listen to speeches when I give them. I did it some when I was program director at the campus radio station at UC Irvine K UCI. I've done it a lot of times. I listen to myself, and I always used to say, you know, I'm really hard on myself. I'm going to be harder on myself than anyone else. Anyone else, because I'm my own worst critic. And actually, only the last over the last year have I realized wrong approach. I'm not my I'm not my own worst critic. I do believe in, and have always believed in the kinds of things that you're talking about, introspection on. Self analysis and so on. And what I realized is that, in reality, no one can teach me anything. They can provide the information, but I'm the only one who can teach me, and I've changed from saying I'm my own worst critic to saying I'm my own best teacher. And the reality is that just totally reshapes the attitude, and I will will tell you that it also helps in dealing with that inner voice. Because when I start to think about that, I think about, okay, how do I teach me? Well, it goes back to self analysis. It goes back to introspection. What worked today? Why didn't that go as well as I thought that it should, and it could be I was just too, too confident, and I've got to be open enough to acknowledge that, and okay, so what do you do to make sure that doesn't happen again? So I love the approach of I'm my own best teacher, because it's such a a positive and more constructive way of helping to guide you into introspection and real self analysis.   Robert Moment ** 21:06 You know, I love the concept, you know, I would say, Isn't that owning your power? Sure, yeah, I would say that's Michael, that's owning your power. It   Michael Hingson ** 21:17 is owning it's owning, well, it's owning your power, and it's owning your actions and what you do, and when you acknowledge that, then you can sit back and look at it and go, Okay, so let's discuss brain what happened. But that's exactly right, and I would rather look at things with something that will really move me forward. Rather than saying, let's criticize other people can criticize me, but then ultimately, I have to go back and listen to and look at what they say and decide, okay, where's the merit they're saying it, maybe there's something to it, but is there really, or how much? And take it to heart, but come to a decision and move forward. You   Robert Moment ** 22:11 know that, you know, I call it, I would, you know, reframe it, and that that was a, that's a major pivot shift in terms of your mindset and your thought process. Yeah, because, you know, a lot of times people, we can be our own worst enemy, and, like you said, our own worst critic. But how you're reframing it from a positive more so than a negative because most people want to, they start with the negative instead of the positive. Yeah, yeah. So I like how you're reframing that. Because just like this is that self talk, you know, you can say, you know, I'm not good enough. Well, say I am good enough, just that slightly framing, because I always words have power, and you continue to repeat something, you will believe it,   Michael Hingson ** 23:09 and you can also say, How can I get better? Yes, and take the time to really analyze it, because I believe that ultimately, when we look at ourselves, we can, if we practice it and develop that mind muscle, we really know the answers, but we have to listen to get them to come to the surface so we can deal with them. The fact of the matter is, we know a lot more than we think we do. We underestimate ourselves. And so often something comes up, and suddenly we think of an answer, but we go, oh, no, that's too easy. Or no, that can't be it. And we go back and, yeah, you see what I'm saying. And we go back and overthink it, and then come up with what turned out to be the wrong answer, because we wouldn't listen to ourselves with the right answer. You   Robert Moment ** 24:05 know, I feel as though the universe is always talking to us, and sometimes we have to be still. And for instance, you know, if I'm coming up with a book title, like you said, if it's too easy, it's like, well, that's too easy. Well, no, that's probably the book title that you need, yeah, or the article title. You know, a lot of times we think, if it's too easy, that's not the solution. But here's something that was, I learned in corporate America, we would, here's an example, a client had a problem. Let's say it could be any problem. And we, you know, meet with the client. The client, they have five people, you know, representing our company, and maybe we have three or four, and they said, you know, they've had this problem. Six. Months, and I'm listening to the client, and I said, you know, this is the solution. And I remember telling a VP, I wasn't at the VP level yet. We we had a debrief, you know, like in the lobby after the meeting, and I said, this is the this is a solution. This is the solution to the client problem, and this is what he said. He said, That's he said, No, that's to he said, not. The meeting lasted maybe almost almost two hours, and he said, No, that. He said, You know what a client, we can't go back to the client and say that's the solution because they had the problem. He said, for over six months, and what we want to charge the client, we got to drag this out. And I said, Why drag it up? They got a problem. And he said, they will not believe that we solve this problem within two hours. So I you know he was a VP, yeah, Michael, it we went through, I want to say this is years ago, five or six meetings and the solution, it was this, right solution, six meetings, and then finally, we tell the client, okay, we have come up with the solution. And that's when I think I said, you know, I don't think I'm going to be in corporate America too long after that,   Michael Hingson ** 26:35 you know? And I've, I've talked about it a few times after leaving Kurzweil because I was dismissed, as it were, or Xerox. Actually, at that point, I couldn't find a job because people wouldn't hire a blind person. And it's still way all too often the case, the unemployment rate is, you know, incredibly high. Depending on where you are. It could be 60 65% significantly higher, and I was looking for a job and wasn't finding one. And so what I eventually did was I started my own company selling computer aided design systems to architects, a blind guy selling cat systems. Why not? You know, I didn't need, I didn't need to work the system, but I did need to know how to work the system so that I could describe it to people. Well anyway, as we started working with architects and so on, they would say, well, we can't as much as this system works and all that we can't take on this system because we charge with our by our time, with our with our effort and our time, and if we use the CAD system, we'll get done in a fraction of the time, and so we'll not make as much money. Well, you know, my response was, you are looking at it all wrong. You're bringing in new technology. You're bringing in so much more capabilities, because you could bring a customer in, and you can do walk throughs and fly throughs and show them exactly what it looks like looking out a window from inside a building and all sorts of stuff. They can say they want to change something, and they can make the change, or you can make the change as they suggest it. You're not charging for your time anymore. You're charging for your expertise. You don't need to charge less, but you're charging for all the expertise and the skills and the added value that you bring to the sale. And the architects who got that, and there were some who did and some who didn't, but the architects who got it really began doing extremely well, because they could also then go off and look for more customers more quickly, quickly, yeah, and we, we really, we really need to remember that there are, on a regular basis, new and better solutions coming up, and it's hard to keep up with everything. But by the same token, if we can be aware of what we need to do to make everyone's lives better with whom we work, we're going to do better, because they're going to do better.   Robert Moment ** 29:20 I totally agree. Because, you know, when I'm working with clients, even if the first two sessions, I have a solution, I'm not going to say, okay, you know what? Hold on to this solution until coaching sessions. In six months into the coaching session, you know that? You know, yes, for me, it's integrity. That's one, but two, I want all my clients to succeed as fast as quick as possible. And you know, I remember, gosh, when I started out this client, he's I said, one of the questions I was asked, have you. Ever had a coach before? And he said, Yes, I had a coach before. And I said, Well, how did it work out? And he says, I felt as though he had solutions or could help me, but he dragged out the process. And I said, Okay, that's not gonna happen with me. Because then I thought, you know, I thought back in my experience when I was in corporate America, yeah, when you have the solution, but, you know, I think I really want to coach him for another six months, not for two days, or, you know, two weeks. So, yeah, well, you   Michael Hingson ** 30:35 could coach him for another six months. It's just that you're going to evolve and go in different directions, if that makes sense to do, yes, yes. And if it doesn't, you're going to have a very happy customer who's going to tell other people about you. Absolutely   30:51 yes. Well,   Michael Hingson ** 30:54 I want to get to your transition, but first, just following up on something we talked a little bit about, how do you really tell the difference between overconfidence, or what you call our inner critic and or whatever, and the whole real issue of healthy self evaluation? How do we really make those differentiations?   Robert Moment ** 31:16 I would say, in terms of, like I said, ego is self validation. I'm sorry, self validation, or external validation, when you're talking about self belief, that's trusting, that's a inner knowing, that's your inner being, your core. And I think that's the difference, and because when you're talking about self belief, you begin with self awareness. I don't know anybody who has a huge ego focuses on self awareness. They don't understand. They not want to talk about understanding our strengths, understanding our weaknesses, ego. They just don't but when you talk about self belief, self awareness, and then they embrace their imperfections, to me, that's, that's, that's very, very important. And then I can say, when you talk about investing in self care, you do prioritize your mental well being and also your physical well being. You take, really, you take inventory of self   Michael Hingson ** 32:21 as you should, and it's something that you, if you're doing it right, probably do on a regular basis. Yes,   Robert Moment ** 32:29 that's one thing I tell clients weekly. There's five questions I might give them depending on the individual to do what I call a mental coaching, self, self, mental coaching each and every week, because mental health, you know, it's, it's prevalent, and especially the higher you are as an executive, the pressure and self audit. Because even myself, I, you know, yes, I'm a coach, but coaching people, they said, well, that mental health, that's yeah, I have to still go out my mental health as well. Yeah,   Michael Hingson ** 33:10 well, and there's nothing wrong with asking yourself, did I really do that? Right? What can I learn? How do I move forward? But even just the whole concept of, did I do it right? Did I do what I really should do? Asking yourself that helps so much to assist you in becoming more self aware, because if you ask that with an open, curious attitude, you're going to get the right answers, and then you can use it to move forward.   Robert Moment ** 33:45 You know, you're right about one of the things coaching. As a coach, you I always say to myself after every session, did I asked the right questions, was I curious enough? And did I go deeper? Because sometimes a client might give me a response, and I try to make sure I don't gloss over that response. And I want to say, you know, what? Can we go deeper? And then sometimes, you know, I ask for permission. Can we go deeper? Because Francis, our client, a couple weeks ago, he's had some leadership challenges. And I said, How does transparency, how does empathy and how does trust show up in your leadership style? And he said he gave me some examples. And I said, Well, can we go deeper? And he said, Well, I just gave you some examples. And he said, Well, why do you want to go deeper? I said, I'm here to help you, because with the examples he gave me wasn't it didn't have a lot of substance. And you know, after the session. You, he did say this, and you know, I don't need someone to pat me on the back. But he said, You know what? Now, I appreciate you as a coach, because he said, You know what, these three things. So I said, journal this week, how does those three things show up in your leadership style? And I want to see examples on next session, and that's what I want to be curious. But also want to go deeper,   Michael Hingson ** 35:22 do you record your sessions?   Robert Moment ** 35:24 Yes, I do. Yes, yes, and, and. So   Michael Hingson ** 35:27 the reason for asking that question is, then, do you go back and listen to them as a learning experience for you as well? Yes, I do. Okay, yes, which is, which is the which is the point, yeah, because you're your own best teacher, yes, but it sounds like that that person had some definite trust issues and probably needed to show a little bit more empathy and vulnerability than than they were showing.   Robert Moment ** 36:00 Yeah, you know, one of the things I did tell him, I said, you know, vulnerability, it's not a weakness. And and then, you know, one of the things when I said, when I have to dig deep, a lot of times when clients, it's not just about coaching them on how to become the best executive, but a lot of times it's about the story that the story that personalized, because a lot of times, for instance, here's an example about this. Is after COVID, this company called me and they said, Well, this executive we bought on board. He's a high performer on paper, but he is creating a toxic environment here. And I said, Well, you know, I was talking to the Chief Human Resource Officer. I said, I'm not understanding this. You said he interviewed. Well, he was a high performer. He has a great track record, but why is he calls it a toxic environment in your organization. And she said, Well, we gotta one or two things that's gonna happen. One, if he doesn't turn things around, we don't want to put him on any kind of corrective action, but we will have to, because two people have threatened to leave, and they've been here longer than him. So long story short, they said we're going to offer him coaching. If he doesn't accept coaching and doesn't turn things around, then yes, we're going to put him on corrective action and we'll terminate him. And he accepted coaching. And the one thing the second session that we had, and that's why I always said, Yeah, I have to go deep. And I said, they said, you know, when you are in meetings that you are not able to accept constructive criticism and and he says, that's that perception. So I said, well, but these are some examples that they gave me, and he said, and I said, Well, what kind and I don't know, Michael, something said to me, and sometimes, like I said, it's your intuition, yeah, instinct. I said, What kind of relationship did you have with your father? And this is what he blurted out. All of my life, he's been critical, criticized. I could never do anything right in his eyes. And I said, Can we go deeper? And I said, right now today, what kind of relationship do you have with your father? He said, I haven't spoken to my father in over seven years. And I said, would you what? Could you tell me why? So he told me why. And I said, Well, would you believe this statement that I'm about to make. And I said, you've had this all in your life, not just at this company. And he said, Yes, he has. And I said, not able to be able to take constructive criticism. And I said, here's things. I said, I can help you on two levels. I can help you on a professional level and I can help you on a personal level. So you said, Well, I told him how I could help him on this professional level. But I said the personal level, that's optional, because the company is paying for the professional the personal, I want to help you on a personal level. And I said, one of the things are you willing to take this major step that I'm about to ask you to take, and that's to forgive your father? Mm, hmm. And he said, first he he resisted. And I said, you're going to have this problem you're in. Entire life. And long story short, he forgave his father. I walked him through the process. I spoke to his father. Actually, we all and his father had never seen his granddaughter. And his granddaughter, I think, was four or five, and he saw for the first time that year, that Thanksgiving, and   Michael Hingson ** 40:22 I assume that the client ended up hopefully doing okay, and stayed with the company.   Robert Moment ** 40:30 He stayed with the company. He turned things around. Now this is what I'd say to not just the listeners, even myself. That's why, that's one of the reasons why coaching is my calling. It's not just the results the business results. I want them. I want every client to be the best version of themselves, not just in a professional but also that personalized. And you know that to me? You know that probably made my coaching year, not how many clients I coach, but just that made my coaching year for for a grandfather to see his grand. Now his his wife have seen her granddaughter, but his father had never seen only, only pictures.   Michael Hingson ** 41:25 Well, I'm glad that the the father and son made peace, and that that is so important. I think there is a whole lot of of connection between the professional parts and the personal parts. One of the reactions I had when you started the story was that, in reality, the professional part isn't going to really improve unless the personal part does.   Robert Moment ** 41:48 Yes, you're absolutely right. And I like i i tell my client, you're going to have this your entire life until you resolve it and forgive your father and you know, when I talked to the Father, Michael, his father was like that, so the cycle was never broken. Yeah,   Michael Hingson ** 42:11 it so often happens in so many different ways, doesn't   Robert Moment ** 42:14 it? Yeah? And, you know, and you're talking about a father, you know, life is short, and you're talking those many years without speaking to your father, not seeing him. And you know, you know the worst thing, it didn't happen. But if he would have lost his father, yeah, I was just   Michael Hingson ** 42:33 thinking that, yeah, if he would have lost his father, man, what a blessing. That didn't happen. Yeah, yes,   Robert Moment ** 42:38 absolutely. And then, not only that, your granddaughter would have never saw her grandfather, grandfather, right? Yeah.   Michael Hingson ** 42:47 Well, now let's, let's talk about you again a little bit. So you talked earlier. You told the story of what happened in corporate America, and you said that was kind of one of the things that started you to transition what, what finally was the the last straw, if you will, that led you to decide to leave corporate America, and how did you decide to go in and transition to just being a coach and, well, not just being but being a coach and starting your own business,   Robert Moment ** 43:15 we went, I can't think of, Wow, gosh, it was the year. It was a year where we was having, there was a lot of recession, was a recession and a lot of layoffs, and I had gotten tired of the politics, and I said, you know, I want something new, different, but I don't know what, but I want to become an entrepreneur. Because I was selling Christmas cards when I was like, in the fifth grade, you could get engraved personalized. I had a lawn a landscaping business sold T shirts. So I've always been an entrepreneur at heart, but I just didn't know what I needed to do to make that transition. So what happened was a lot of people colleagues were getting laid off, and they said, Well, can you help me find a job? I'm like, Well, I don't know if I can help you find a job. I don't have any connections like that, because the companies that I know they are laying off to Yeah. And they said, Well, you know, maybe you can help me interview. I'm like, okay, I can help you interview. Because I interview very well. I think because I got the copies I've worked for, I went through three or four interviews. So I started helping people get hired for jobs I wasn't charging. It was just, you know, pro bono. And I said, well, they said, you to get hired expert. And I said, not to get hired. They said, Yeah, because you I started getting referrals, and I wasn't. And I said, well, they said, Yeah. Know such and such. Said, you can help so and they said, you know, you're coaching us. I'm like coaching. Okay, I don't see myself as a coach. But then I realized I was coaching, I would mentor when I was in corporate America. So this is how, this is how I started to get paid, though, as a coach, a colleague referred this executive to me, and he said he had been with this company like for 15 years, and he said he doesn't know he really needs to help on job search interview, and he said he's going to give you a call. And I said, he said, Because I told him, You can help me, because you helped me get a job. So, long story short, he calls me up, and this is what he said. He said, I need your help, and I want to hire you as a coach. How much do you charge for years of coaching? I want you to help me find a job. Help me to interview. I need your help. And when he said, charge, I didn't know what this I said, Well, charge. I almost said, I've been doing this for free.   Robert Moment ** 46:27 Yes, Michael, and you're absolutely right, my friend. So I said, I threw out Michael. I threw out a number man for one year. I just, I don't know where that number came from. So I threw out the number, and this is what he said. He said, Well, how do how do I pay you? Do I pay you my check credit card? I didn't have no business account set up or anything, my personal checking accounts or money market. And I said, check. And he says, Well, how do you want me to mail you to check? And he's then he said this. He said, I am going to the bank because I'm getting my severance I gotta work things out. I'm getting my severance package, and I wire you the money. I said, Sure, you can borrow the money. So I gave him my account, long story short, and then when the money, I couldn't believe it. I said, you know, what did I charge? Did I overcharge it?   Michael Hingson ** 47:26 Yeah, you always ask that, or under charge, right, under   Robert Moment ** 47:29 charge. I said, because that was that. That was that transaction was too quick, too fast. And then I realized, after I did some research, I didn't overcharge and but then, you know what happened? When we came close to the first session, I said, Oh, my God, can I do this? Because this man has given me X number of dollars, and this is my first paying client, and that's when the inner voice came like, you know, this man may be asking you for a refund, so don't spend this money, you know, just put it aside in this account. And even I open a bit, and then I did open a business account, don't even touch this money. And you know what? Two months go back, and then, you know, I got past that point because I was telling my father. I said, Dad, I feel like the sessions are going great. And he got me, actually got hired, probably within four months, he had two offers. And then he said, I want you to coach me throughout for the year, of course. And I did not touch that money, Michael until I felt comfortable, maybe about six months. I moved it into, I think, I bought some stocks, and I said, you know, okay, but I, you know, I had some limiting beliefs that I had to get past. Yeah, I did.   Michael Hingson ** 49:06 Well, it was a new adventure. It was new all the way around for you. You had to discover that the Earth really is round and not flat, so it's fair.   Robert Moment ** 49:18 Yeah, you know, when you, you I tell even new coaches, when we all going to have, you know, limiting beliefs, and you have to, you have to fight through it. Yeah, you have to fight through it, because that, you know, like I said, my biggest fear was, don't spend the money, because he might ask for a refund. And, you know, I've had clients. No one has ever asked me for a refund. But that first client, I was kind of like, like I said not. I was confident in coaching him. But then I was that in a critic saying the. Spend that money because, you know what? Not that I needed to spend it. But then after that, I started to get more clients because referrals. And I said, You know what? Now is the time to make the leap. There you go. And I made the leap, yeah, and,   Michael Hingson ** 50:19 and and you've been doing it now. What about 20 years? Yeah, about 20 years. You know, I, I find it interesting. As a speaker, I was approached by someone who has an event coming up in June, and I quoted a number that I thought was high. But I also say I work with people in their budgets, which I'm I'm willing to do because the World Trade Center happened for me. And excuse me, in reality, while I do earn my living largely with it and speaking, I also want to be out there, inspiring and helping and educating so we negotiate. But I had this one customer, literally just this week, and they I quoted a number, and I figured it was high, and they came back and they said, Well, we really looked and that's a lot higher than we expected. We've actually had some comedians that we've been looking at possibly hiring, and they're quoting, like, maybe 20% of what you're quoting. And I said, I will work with you, but let me point out that I have the visibility, and you're hiring me for the inspiration that I bring in the expertise that I bring, as opposed to local comedians, and we'll see what happens, you know, and what's interesting is it's, it's a company that deals with the law. Lawyers don't negotiate a whole lot. Most of the time. They charge an hourly rate. You know, it's just interesting how people work at things.   Robert Moment ** 51:58 You know, one thing always feel as though my father said this. He said, communicate the value. If you communicate the value and they can see it, price does not become an issue. Yeah. And he said, you know, communicate the value up front as much as you can, and then price doesn't become an issue is when you don't, they don't see the value, then all of a sudden, you know, I gotta think about it. Let me talk to you know is this, but when they can see the value, and then, you know what? My coach told me this. One of my first coaches told me this. He said, you know, a lot of coaches want to charge just, just to get a client, they want to charge low fees. And he said, those will be your worst clients.   Michael Hingson ** 52:48 Yeah, absolutely, always will be your worst.   Robert Moment ** 52:52 He said they will probably. He said they will be, I've wanted you don't do it. They're   Michael Hingson ** 52:58 going to suck up your energy. They're going to do so much, many things, and they don't pay you for it, which is one of the reasons I'm resisting. We'll see what happens with this one. It isn't settled yet, and it'll work out. Yes, I have had other customers that I know didn't have big budgets. They're nonprofits and things like that. But again, we come to an agreement, both in terms of time and what's expected, as well as the money, and that's okay, but, but yeah, it is, you know, because not everybody is going to be able to pay what some bigger corporations will pay. That's okay, yeah, yeah. But the other thing that I actually always ask in my speaker contract is, if you like the speech, I want a letter of recommendation, and I want you to refer me to at least two other people. And   Robert Moment ** 53:59 that works, yeah. I love that. I love that strategy. It works pretty   Michael Hingson ** 54:03 well. Well, tell me, what are some practical techniques do you use to boost your self esteem and self belief, especially in difficult times? How do you psych yourself up in a good way? Well,   Robert Moment ** 54:19 one of the things self talk. It's, you know, to me, self talk is, you know, you can do this. I believe in you, you know, I look at and also, not only that, I look at my whether it's a big win or small wins. I look back over my life too. And I said, you know, 10 years, five years, even two days, you was able to do this and and then I surround myself with very supportive people. Mm, hmm, that's, that's key, because I believe, you know, they believe, not only do they believe in me, but self. Belief in self is contagious.   Michael Hingson ** 55:01 Yes, it absolutely is. Yeah, it's contagious   Robert Moment ** 55:03 and and how I challenge, like I said that inner critic is, I love how you reframe things. Is self talk, positive self talk, and focus on your accomplishment and celebrate small wins. It don't have to be big wins. It'll be small wins. But celebrate and then remember this too. I tell whether it's clients, colleagues, self belief, it's a journey. It's not a destination. It's like you. Every year you're building, like building muscles, your self belief muscles, whether it's five years, six years, but every year, you're building through life, lessons, failures, setbacks, but you're still building that muscle. Yep,   Michael Hingson ** 55:50 and when you understand that, that also will help give you the insight to continue to do it.   Robert Moment ** 55:56 Yes, because you know when you learn from setbacks, even obstacles or opportunities for growth. And you know, when you have a growth mindset, you realize through self awareness, you give a chance to learn and continue to grow. And then you know one of the things to you know, your dreams deserve a chance. It doesn't matter how big or small, but all of our dreams deserve a chance, and we all have unique talents, and just, you know, focus on your strengths and let them shine. Yeah,   Michael Hingson ** 56:39 what would you tell listeners who believe their self belief is at all time low. Where do they start?   Robert Moment ** 56:46 Well, first of all, you want to take inventory of the skills that you currently have and be grateful for what you have, because we all have unique talents, skills, abilities and gifts. And a lot of times I think what happens people underestimate what they already have, and start to take inventory of, like I said, the skills, the talents that you have, and embrace your own uniqueness and also your own imperfections. Yeah,   Michael Hingson ** 57:19 because if you don't recognize them, then you're never going to be able to deal with them. If you do recognize them, then you can deal with them   Robert Moment ** 57:26 absolutely and like I said, once again, give yourself credit for your small victories. You don't have to be big victories, but give yourself credit, because, see, when you give yourself credit for your small victories. Michael, that continues to build momentum.   Michael Hingson ** 57:43 Yep. Can you give me an example of someone who you believe has unwavering self belief and what we can learn from them? Yes,   Robert Moment ** 57:52 I do. I want to share this story. My name is Barbara Corcoran. She's the real estate for the Shark Tank. Yes, you know her boyfriend and business partner. She was in real estate. He left her for her secretary, right? And but you know what that split, what it did for her, I know it was devastating, but it was a catalyst for her success, because what it did, it fueled her determination to form her own company, which was a corporate group. And I think, if I'm not mistaken, she sold it for about $66 million so that, to me, resilience in her situation was key. She embraced a new beginning, and she looked at failure as a stepping stone, which   Michael Hingson ** 58:46 makes a lot of sense. I believe that we should get rid of the word failure from our vocabulary anyway. Failures are not failures. They are simply things that didn't work out as they should. And what are you going to do about it, right? It's we gotta get the negativity out of so much of it. Yeah, you   Robert Moment ** 59:05 know we do. We do because, you know also what I and her. She believed in herself fiercely, man, because she feel as though, you know, she had something to prove. I get that. And guess what she did.   Michael Hingson ** 59:22 You have a new book coming out entitled believe in yourself. You got this. Tell me about that.   Robert Moment ** 59:27 This is about I want the reader to really take inventory in themselves. This book is a coaching book. It's going to be real. It's real simple, but it's going to have questions where they take inventory and really focus on believing in themselves, and not only just believing But accepting themselves. You know you can believe in yourself, but I want them to really accept who they are and and know that worth, know that value. You and know that they have something to bring and add to this world.   Michael Hingson ** 1:00:04 Well, if you could leave our listeners with one final thought about self beliefs, what would that be?   Robert Moment ** 1:00:10 Own Your Power. Own Your Power, and don't let any one hold you back and take control. Take control of your destiny. And then also remember that self belief is a journey and not a destination.   Michael Hingson ** 1:00:27 I love that. If people would like to reach out to you and maybe talk to you about hiring you as their coach, or just learning more about you and your books and all that, because you've written several books actually, how do they do that?   Robert Moment ** 1:00:39 They can reach me at Robert at leadership coaching and development.com or they can connect with me on LinkedIn.   Michael Hingson ** 1:00:48 And what's the LinkedIn? Do you know your LinkedIn? Uh, yes, it'll be Robert moment leadership coach, okay, and what was the website? Again, website   Robert Moment ** 1:00:57 is leadership coaching and development.com.   Michael Hingson ** 1:01:01 Leadership, coaching and development.com. Great. Well, I hope people will reach out. This has been insightful in a lot of ways, I will say, validating for some of my beliefs, but also very educational. And I said at the beginning, I always love speaking to people who coach, I learn a lot, and I've always believed that that I'm not doing my job unless I'm learning at least as much as anybody else who listens to the podcast. So I really appreciate your time today. So Robert moment, thank you, and I want to thank all of you for listening. I hope that you have found this helpful if you want to really become a better leader. Robert has lots of ways clearly that he probably can help you, and it's worth exploring with him. So I hope you'll reach out. I'd love to hear from you. Please give me an email. You can reach me at speaker at Michael hingson.com Michael hingson is m, I, C, H, A, E, L, H, I N, G, s, O, N, just like it sounds actually speaker at Michael hingson.com love it. If you'd go to our podcast page, if you would, www, dot Michael hingson.com/podcast can listen to all of our episodes there, but wherever you're listening or watching, I would really value it greatly. If you would give us a five star rating and review us. We really appreciate people who do that. So any of that that you can do, I would really appreciate it. And as I've said many times on these podcasts, if you need to find a speaker to come and inspire and motivate. I'd love to talk with you about that. Email me at speaker@michaelhingson.com love to talk with you about that. And Robert, for you and everyone listening and watching. If you know of anyone who you think ought to be a guest on unstoppable mindset, please let us know. We'd love to meet people who want to be guests. So Robert, thank you again. I really appreciate you being here. This has been a lot of fun and definitely continued great success. Michael,   Robert Moment ** 1:03:08 thank you. I'm truly grateful and continued success to you as well.   Michael Hingson ** 1:03:18 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

The 96th episode in our world news series. We cover the deadly New Years Day in New Orleans and Las Vegas, wildfires raging in Los Angeles, a scandal in one of Ukraine's new brigades, and more. Please consider support our project by donating to us. Ways to donate and other resources here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/analyzeeducate⁠

Becky Frankiewicz is the Chief Commercial Officer, President North America at ManpowerGroup, a global leader in staffing and recruitment.In this episode, Becky discusses the overwhelming nature of the Gen-Z experience, highlighting their increased susceptibility to workplace stress stemming from feelings of disconnection. She delves into the underlying reasons for this generation's sense of frustration and emphasizes how their resilience could be advantageous.Despite feeling disempowered, Gen-Z maintains elevated expectations for their employers and is unafraid to express these demands. Becky also examines the implications of artificial intelligence on traditional "entry-level" positions. This generation is forging its own path and does not view success as a straightforward journey.She shares the bright spots in today's job market, as seen in Manpower's real-time data.

A message by Bishop T.D Jakes.

Follow me on Instagram My unreleased Disclosure remixes, another hot Or:la remix, garage rollers, jazz house... Next dates: Dec 13 @ KitKatClub, Berlin / Dec 31 - Universal Melodies @ Peckham Arches, London Turned On is supported by my Patreon followers. If you want to show your love for my podcast and what I do, you can subscribe to my Patreon for less than 50p per episode to support me and in return you can enjoy perks like guestlist benefits for my gigs, free downloads of my edits before anyone else, full tracklists for live recordings, exclusive previews of my tracks and feedback on your tracks if you're a producer. This month I'm donating all monies to the ALS Foundation. Or turn a friend on to Turned On by giving this podcast a 5-star review, reposting it on Mixcloud or SoundCloud or sending it to a friend. Follow me on Songkick to receive alerts when I'm playing near you  Bookings: info@bengomori.com Discover more new music + exclusive premieres on our SoundCloud  Follow the Turned On Spotify playlist, with 1000s of tracks played on this show and in my sets. Turned On is powered by Inflyte – the world's fastest growing music promo platform. Yuksek & DESTIINO - Imagery [Lumière Noire Records] Tucan Discos - NameYourPrice Edit 011 [Les Yeux Orange]  Fat White Family - Visions Of Pain (Tim Goldsworthy Remix) [Domino Recording Co. Ltd] Joe Goddard - Progress (Black Science Orchestra Vocal Remix) [Domino Record Co.] Orchestre Poly Rythmo De Cotonou Benin - UnitéAfricaine (Sol Power All-Stars Remix) [Canopy Records] Melome Clement & L'International Orchestre Poly-Rythmo - Zo Tche Kpo Do Te (Sol Power All-Stars Remix ft The Ibibio Horns) [Canopy Records] Man Power - Inner Space [Live At Robert Johnson]  Dj Steaw - Neruda [Rutilance Recordings] Dj Steaw feat. Mona Lee - Feed Your Spirit [Rutilance Recordings]  Future Classic: GIDEÕN feat. Rush Davis - Wire God [Homo-Centric Records]

A U.S. official said Ukraine should consider dropping the age of military conscription from 25 to 18. It's a stark acknowledgment that Ukraine doesn't have enough troops to fight the seemingly endless volume of Russian soldiers, especially now that they're being bolstered by North Korean troops. Special correspondent Jack Hewson looks at Ukraine's dilemma and the country's harsh solutions. PBS News is supported by - https://www.pbs.org/newshour/about/funders

A U.S. official said Ukraine should consider dropping the age of military conscription from 25 to 18. It's a stark acknowledgment that Ukraine doesn't have enough troops to fight the seemingly endless volume of Russian soldiers, especially now that they're being bolstered by North Korean troops. Special correspondent Jack Hewson looks at Ukraine's dilemma and the country's harsh solutions. PBS News is supported by - https://www.pbs.org/newshour/about/funders

My good men, if you to were to assume the life of a knife which one would you be? the one that spreads butter or the one that splits the tree.This is the poetic question posed by Jay and Fernando in this relevant MENtal Metaphor Episode.Surely you would choose the Sharp edged knife, whose very make up, craftsmanship and precision screams purpose. What other comparisons can be made? Tune in to find out. As always...Prepare to be MENtally MANsformed. That Knife Life is the inspirational episode you deserved today!

We have discussed this thread on a few recent episodes of the podcast, so it seemed appropriate to have the man himself back on the show to discuss it.Man Power has been making waves in the UK scene since our last conversation on episode 52, with his parties at the Are You Affiliated venue and willingness to speak his mind on various topics affecting the grassroots club scene. Obviously this makes him a great candidate for an NDP episode and we here we have it. I'm currently on holiday but will be back in a couple of weeks, in case anything in this episode isn't entirely up to the minute!If you're into what we're doing here on the pod then you can support the show on Patreon! There are two tiers - "Solidarity" for $4 a month, which features the show without ads, regular bonus podcasts, and extra content. And "Musicality" which for a mere $10 a month gets you all the music we release on Hotflush and affiliate labels AND other music too, some of which never comes out anywhere else.You can also make a one-off donation to the podcast using a card, with Paypal, or your Ethereum wallet! Head over to scubaofficial.io/support.Plus there's also a private area for Patreon supporters in the Hotflush Discord Server... but anyone can join the conversation in the public channels.Listen to the music discussed on the show via the Not A Diving Podcast Spotify playlistFollow Scuba: twitter instagram bandcamp spotify apple music beatport Hosted on Acast. See acast.com/privacy for more information.

Label co-owner Steve Parry returns to the Selador Sessions with another damn fine selection of underground goodness, from across the musical spectrum, with music from Atjazz, Quivver, Man Power and Timo Maas to name just a few. The mix also feature's Steves new track “Turn Up The Juice', and it's released today! https://paradise.ffm.to/tutj So put on your dancing shoes and enjoy the mix! Track listing Kerri Chandler feat Nae - Caged Bird (Atjazz Remix) - Kaoz Theory Julian Gomes & Kuniyuiu Takahnash - So Let Me Go (Atjazz Remix) - World Without End Quivver - Infinity - Controlled Substance Steve Parry. -Turn Up The Juice - Selador Gelato feat This Is Jude - Mystery star (Man Power Remix) - Sound Du Jour Mark Tammo - Drafter - Keep Thinking Christian Nielsen - World Is Free - Kinetica Costax & Timo Maas - Don't Say - Bedrock The wash & Mango - Fair Warning - Selador Darco - Honest (Audio Junkies Remix) - Mago Music Damiano von Erckert - Fantazia 93 - Cocoon This show is syndicated & distributed exclusively by Syndicast. If you are a radio station interested in airing the show or would like to distribute your podcast / radio show please register here: https://syndicast.co.uk/distribution/registration

Label co-owner Steve Parry returns to the Selador Sessions with another damn fine selection of underground goodness, from across the musical spectrum, with music from Atjazz, Quivver, Man Power and Timo Maas to name just a few. The mix also feature's Steves new track “Turn Up The Juice', and it's released today! https://paradise.ffm.to/tutj So put on your dancing shoes and enjoy the mix! Track listing Kerri Chandler feat Nae - Caged Bird (Atjazz Remix) - Kaoz Theory Julian Gomes & Kuniyuiu Takahnash - So Let Me Go (Atjazz Remix) - World Without End Quivver - Infinity - Controlled Substance Steve Parry. -Turn Up The Juice - Selador Gelato feat This Is Jude - Mystery star (Man Power Remix) - Sound Du Jour Mark Tammo - Drafter - Keep Thinking Christian Nielsen - World Is Free - Kinetica Costax & Timo Maas - Don't Say - Bedrock The wash & Mango - Fair Warning - Selador Darco - Honest (Audio Junkies Remix) - Mago Music Damiano von Erckert - Fantazia 93 - Cocoon This podcast is hosted by Syndicast.

1/2: #UKRAINE: Kursk Salient fail. Manpower crisis on both sides. John Hardie, Fdd. Bill Roggio FDD 1890 Ukraine

2/2: #UKRAINE: Kursk Salient fail. Manpower crisis on both sides. John Hardie, Fdd. Bill Roggio FDD 1882 Ukraine

GOOD EVENING: The show begins in Rafah at the discovered corse of the Hamas henchman Sinwar,. 1890 Jerusalem CBS EYE ON THE WORLD WITH JOHN BATCHELOR FIRST HOUR 9-915 #GAZA: After Sinwar. Bill Roggio, FDD. Husain Haqqani, Hudson Institute 915-930 #INDIA: What appears positive new regarding the Indian-PRC standoff in the Himalayas. Husain Haqqani, Hudson Institute. 930-945 #GAZA: Intelligence leaks. Seth Frantzman, FDD, Jerusalem Post. 945-1000 #Lebanon: Hezbollah drone war. Seth Frantzman, FDD, Jerusalem Post. SECOND HOUR 10-1015 1/2: #UKRAINE: Kursk Salient fail. Manpower crisis on both sides. John Hardie, FDD. Bill Roggio, FDD 1015-1030 2/2: #UKRAINE: Kursk Salient fail. Manpower crisis on both sides. John Hardie, FDD. Bill Roggio, FDD 1030-1045 #NewWorldReport: Tren de Aragua and the narco-terror invasion of American cities. Joseph Humire @JMHumire @SecureFreeSoc. Ernesto Araujo, Former Foreign Minister Republic of Brazil. #NewWorldReportHumire 1045-1100 #NewWorldReport: #BRAZIL: Lula da Silva unable to attend BRICS in Kazan. Joseph Humire @JMHumire @SecureFreeSoc. Ernesto Araujo, Former Foreign Minister Republic of Brazil. #NewWorldReportHumire THIRD HOUR 1100-1115 #StateThinking: The Biden State Department and ceasefire thinking. @MaryKissel Former Senior Adviser to the Secretary of State. Executive VP Stephens Inc. 1115-1130 #StateThinking: The Border in 2025. @MaryKissel Former Senior Adviser to the Secretary of State. Executive VP Stephens Inc. 1130-1145 1/2: #HEZBOLLAH: Targeting the cash. David Daoud, FDD. @ThadMcCotter @theamgreatness. Bill Roggio, FDD. 1145-1200 2/2: #HEZBOLLAH: Targeting the cash. David Daoud, FDD. @ThadMcCotter @theamgreatness. Bill Roggio, FDD. FOURTH HOUR 12-1215 #UKRAINE: No resolution before the Election. Katrina vanden Heuvel, The Nation. 1215-1230 #MOLDOVA: The Kremlin objects to the EU-joining vote. Ivana Stradner, FDD 1230-1245 #KOREAS: Million man Army for rent to the Kremlin. David Maxwell, vice president of the Center for Asia Pacific Strategy 1245-100 am #JAPAN: Talking nukes. Peter Huessy, president of Geostrategic Analysis and fellow at the National Institute for Deterrence Studies

Welcome to Omni Talk's Retail Daily Minute, sponsored by Scratch Event DJs, Ownit AI, and Mirakl. In today's Retail Daily Minute:CVS Announces Layoffs: CVS Health is cutting nearly 3,000 corporate jobs as part of a $2 billion cost-saving initiative, aiming to enhance operational efficiency and invest in technology.Walmart and Manpower's Job Hubs: Walmart teams up with Manpower to launch in-store job hubs, offering local community members employment opportunities directly within select stores.Giant Eagle's Last-Mile Delivery Enhancements: Giant Eagle strengthens its partnership with Flybuy to cut driver wait times, enhancing the efficiency of its grocery delivery service amidst increasing competition in the e-grocery market.Stay informed with Omni Talk's Retail Daily Minute, your source for the latest and most important retail insights. Be careful out there!

This week, LJ and Rob sit down to discuss the latest news in the staffing and recruiting industry. The dynamic duo highlights: Manpower's test of setting up six branches in U.S. Walmarts. A discussion of the Staffing Indicator, which was down 0.1% week over week and hovering at 7% year over year. This is better than the average for the past 18 months, which is around -12%. The jobs report released last week showed slower job growth but an improvement over July 2024. The U.S. added approximately 140,000 jobs in August. In AI news, the new release of Agent.AI and Bullhorn's acquisition of the search and match tool Kona Search have the team making predictions. Additionally, Apple is releasing their iPhone 16, which will have AI capabilities. The featured technology for the week is Staffing Referrals and their automated referral management platform. Please remember to rate, review and share the episode wherever you tune in.

The Shred is a weekly roundup of who's raised funds, who's getting acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

PREVIEW: UKRAINE: KREMLIN: ATTRITION: 1915: Conversation with colleague Jeff McCausland re the attrition strategy said to be the Kremlin's decision to wear down and defeat the Ukraine front -- and what we know of the Russian manpower. More tonight. 1916 Verdun

We reached out to our guest for this week's episode after he testified before Congress and used the opportunity to repeatedly highlight military human performance programs. He was also our first guest to tune in from the Pentagon Briefing Room. Troy Black is the Senior Enlisted Advisor to the Chairman of the Joint Chiefs of Staff, making him the most senior NCO in the entire United States military. We were particularly interested in having him on when we saw that the #2 priority on his strategy document is Holistic Human Performance. SEAC Black assumed his current post as the 5th SEAC on Nov. 3rd, 2023 following his selection and service as the 19th Sergeant Major of the Marine Corps. A native of Louisville, Kentucky, he attended recruit training at Marine Corps Recruit Depot Parris Island, S.C., in April of 1988 and attended the School of Infantry and Marine Corps Security Force School. Throughout his career, SEAC Black has been assigned numerous duties to include: Machine Gunner, Machine Gun Squad and Section Leader; Weapons Platoon Sergeant and Weapons Platoon Commander; Drill Instructor, Senior Drill Instructor, Fleet Anti-Terrorism Security Team (FAST) Platoon Sergeant and Operations Chief, Series Gunnery Sergeant, DI School Instructor, and RTR Drill Master; First Sergeant, Sergeant Major, 3d Bn, 7th Marines, Combat Logistics Battalion 5, 11th Marine Expeditionary Unit, 1st Marine Logistics Group, and Manpower and Reserve Affairs. He has deployed in support of Operation Just Cause, Operation Sea Soldier, Desert Storm/Desert Shield, and Sea Angel; Operation Iraqi Freedom II (OIF), Operation Bright Star, Operation Iraqi Freedom IV (OIF) ; Operation Enduring Freedom in 2010; WESTPAC 14.2 and Operation Inherent Resolve. SEAC Black has a Bachelor of Science in Terrorism and Counterterrorism Studies from National American University and graduated from the Joint Special Operations Forces Senior Enlisted Academy December of 2011.

#Londinium90AD: Gaius & Germanicus puzzle why Zelensky declares a manpower crisis? Why now? Michael Vlahos. Friends of History Debating Society. @Michalis_Vlahos https://www.telegraph.co.uk/world-news/2024/06/02/ukraine-zelensky-criticises-biden-no-doing-enough/ 1930 Crimea