Podcasts about metrics

Is wholesale distribution entering its most disruptive era yet?In this episode of Around the Horn in Wholesale Distribution, Kevin Brown, Tom Burton, and Mark  Gilham of Enable unpack the forces reshaping the B2B supply chain: inflation measurement debates, Federal Reserve strategy, tariff refund accounting risks, buying group consolidation, maritime trade choke points, and the growing influence of AI on distributor–manufacturer relationships. This episode explores how data-driven decision making is shifting the industry from relationship-based instinct to AI-powered commercial intelligence, and what that means for distributors, manufacturers, CFOs, and industry leaders.What You'll Learn:The difference between core inflation vs trimmed average inflation, and why the metric matters for CFO planning, pricing strategy, and capital investment decisionsHow a more flexible Federal Reserve approach impacts interest rate modeling, debt refinancing, and working capital strategy in wholesale distributionWhy tariff refunds create accounting, tax, and downstream pricing pressure, and how distributors and manufacturers should prepareThe real impact of global maritime choke points like the Strait of Hormuz, Suez Canal, Panama Canal, and South China Sea on supply chain resilienceWhy buying groups like Evergreen are consolidating, and how rebate economics drive churn and competitive pressureHow AI could disrupt traditional distributor–manufacturer relationships by prioritizing margin analytics, pricing optimization, and product substitution models over loyaltyEpisode Highlights:03:22 – Mark  Gilham explains how Enable connects manufacturers and distributors through rebate and pricing intelligence11:45 – Core inflation vs trimmed average inflation: what's the difference and why does it matter for distributors?24:41 – A Greenspan-style Fed strategy: how rate uncertainty changes business forecasting42:30 – Tariff refund accounting risks and downstream pricing pressure across the supply chain57:45 – The six global maritime choke points and why “just-in-time” models increase fragility1:00:41 – Why Evergreen shut down and what buying group consolidation means for distributors1:14:42 – Manufacturers' growing concern: will AI override decades of channel relationships?1:23:48 – “It all depends on the brief the AI has.” How AI configuration shapes profitability and channel outcomesMeet the Guest:Mark  Gilham is a former distributor CFO and now a leader at Enable, a pricing and rebate management platform focused on helping manufacturers and distributors trade more intelligently in the B2B ecosystem. His expertise bridges finance, pricing strategy, rebate optimization, and AI-driven commercial execution.Tools, Frameworks, and Strategies Mentioned:Enable Rebate Management and Pricing IntelligenceLeadSmart Enterprise Growth PlatformRevenue Expander white space analyticsPrediction market data modeling for interest rate forecastingAI-driven commercial optimization and margin normalization modelsClosing Insight:“Future decisions are not going to be made based on a relationship. They're going to be made based on what the AI model tells the distributor.”As wholesale distribution evolves, the competitive edge will belong to organizations that combine trusted relationships with structured data, commercial intelligence, and AI-ready infrastructure.Leave a Review: Help us grow by sharing your thoughts on the show.Learn more about the LeadSmart AI B2B Sales Platform: https://www.leadsmarttech.com/Join the conversation each week on LinkedIn Live.Want even more insight to the stories we discuss each week? Subscribe to the Around The Horn Newsletter.You can also hear the podcast and other excellent content on our YouTube Channel.Follow us on Facebook, Twitter, Instagram, or TikTok.

There's a quiet ache most of us carry. Not loud. Not dramatic.But persistent. It shows up in small moments…When someone doesn't text back.When a conversation feels slightly off.When you walk away wondering, “Are we good?” It's subtle—but it's powerful. It's the ache of wanting to be lovedand the fear that the love we have could disappear. The reason is—most of the love we experience in this world feels… conditional.A parent only shows pride when a child achieves (grades, sports, behavior)  Friends who are present when life is fun, but disappear when things get hard. Feeling valued only when you're productive or successful. A spouse or partner withholding emotional closeness after conflict, instead of working through it. “I affirm you… as long as we agree.” “I celebrate you… as long as you don't disrupt things.”No one has to say it out loud. You just feel it. You feel it in your job. You feel it in friendships. You feel it on social media.Unfortunately… sometimes even in church. And slowly, something begins to form in us. A low-grade anxiety. A subtle striving. A quiet voice that says: “If I'm not enough… I might be left.”So we adjust. We perform. We manage perception. We shape-shift depending on the room.  Not because we're fake…but because we're trying to be loved.We live in a culture built on performance and perception and we are formed by this. Likes. Followers. Reviews. Metrics. Yu are constantly being evaluated. And here's what that does to the soul: It teaches you that your worth is earned… and fragile.The sociologist Charles Taylor talks about the “buffered self”—Taylor's point isn't just philosophical—it's deeply human. A person who looks secure on the outside, but underneath is deeply anxious about identity. Because if your identity is built on approval…then your life will be controlled by the fear of losing it. You start reading into everything. “Did they mean that?” “Why did they say it like that?” “Are they pulling away?”And you become emotionally exhausted—because your soul has no anchor.

You hit every number: top grades, top test scores, top patients-per-hour. So why does practicing medicine feel hollow? Ben Reinking, a board-certified pediatric cardiologist, medical educator, and certified physician development coach, argues that the same metric-driven mindset that carries pre-meds into medical school is the one leaving attendings disconnected from why they practice. This episode is based on his article "How competency-based education is driving medical education reform," published on KevinMD. You will hear why a 15-minute billing slot frustrates both patient and physician, how competency-based education and entrustable professional activities shift the question from "did you meet the number" to "do we trust you in the system," and why admitting "I don't know, but let me figure it out" gets discouraged when learners are judged only by scores. If you have ever sensed the gap between your scorecard and your purpose, this conversation names what you have been feeling. Partner with me on the KevinMD platform. With over three million monthly readers and half a million social media followers, I give you direct access to the doctors and patients who matter most. Whether you need a sponsored article, email campaign, video interview, or a spot right here on the podcast, I offer the trusted space your brand deserves to be heard. Let's work together to tell your story. PARTNER WITH KEVINMD → https://kevinmd.com/influencer SUBSCRIBE TO THE PODCAST → https://www.kevinmd.com/podcast RECOMMENDED BY KEVINMD → https://www.kevinmd.com/recommended

Most people quit their podcast right before it starts working. Not because the content was bad… because they couldn't see the compounding happening under the surface. Today we break down the one thing that has shaped everything BIZBROS has built... endurance. From three seasons of the 45 Live challenge to 700+ episodes of Content Is Profit, to $1M+ in services sold through relationships that started with a single conversation. But here's what took too long to learn: patience alone isn't the strategy. Content builds trust. Outreach closes deals. Run both engines at the same time… and your content becomes a real business tool, not just a brand builder. You'll hear real stories from this week: a studio referral that became a meeting, a cold Google call that became a closed deal, and a doctor on X who attracted the attention of Mark Cuban just by staying authentic and consistent. Don't quit at episode 50. The door opens! you just have to still be standing when it does.

 key  topics   2027 draft class expectations Quarterback prospects and evaluation Tight end prospects and potential first-rounders Wide receiver depth and top players Running back prospects and draft strategies   Chapters   00:00 Introduction to the 2027 Class Discussion 03:19 Analyzing the 2027 Class Potential 07:44 Identifying NFL Talent in College QBs 11:38 Metrics for Evaluating Quarterbacks 18:50 Projecting First Round Quarterbacks 32:04 Tight End Prospects for 2027 38:07 Wide Receiver Prospects Overview 38:28 Wide Receiver Class Predictions 47:26 Running Back Class Insights 01:05:56 Final Thoughts on the 2027 Draft Class   Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What if the metrics making you feel the best about your business are actually the ones you should be most concerned about? In this episode you'll discover the three specific metrics most established solopreneurs are watching closely that are actually masking serious gaps in their business growth. If your engagement looks healthy but your revenue doesn't match, this episode is going to give you the clearest explanation you've ever heard for why.

Safety Metrics with Sheri Jones Oguh, MD

✨ Become a founding member to access my online courses, including Jurassic Worlding and How To Live In The Future✨ Browse and buy all of the books we discuss on the show at Bookshop.org✨ Stream and download my music at artist-owned Subvert.fm✨ Learn about Atlas Research Group, my new team on a mission to build sovereign infrastructure for social coherence and collective intelligenceAbout This EpisodeThis week's guest is C. Thi Nguyen (Website | Wikipedia | X), associate professor of philosophy at the University of Utah and a specialist in the philosophy of games, the philosophy of technology, and the theory of value. In our first conversation on Future Fossils, we explored his writing on games as an art form in which agency is the medium. His new book, The Score: How to Stop Playing Somebody Else's Game, takes that logic further and reveals the games that bind society together with institutional metrics — one of the most powerful, pervasive, and invisible technologies of all time.Thi's thesis hinges on the observation that a metric is never just a number. It's a value judgment dressed up in the costume of objectivity, a down-sampling of our richly multidimensional world into proxies that can travel efficiently between strangers. And with every subsequent compression of meaning into portable, scalable, decontextualized form, our metrics progressively displace place itself — the nuance of our singular, non-fungible lives — and define what we can even aspire to be.Thi calls this kind of cognitive enclosure “value capture”: when an institution uses metrics to coordinate across distance and difference, it engineers a context-invariant kernel that can travel between strangers without requiring shared background, history, or care. The power of these abstractions is real. So is their violence.We can use metrics instrumentally, holding them lightly as useful fictions. But more often than not we forget things like GPA, GDP, or KPIs started life as somebody else's choices — that someone, somewhere, decided what to count and what to ignore — and we begin to inhabit the metric as if it were reality itself: optimizing our lives, desires, and identities for a scoring system we didn't author and may never have consciously accepted.Games show us another way. By Thi's account, games are a medium for the transmission of different kinds of agency, a technology for practicing the very awareness that metrics erode: that metrics are cultural constructs, and we still have some choice in what to value. When you're playing, you know you're playing. The magic circle of the game space is a low-stakes laboratory for inhabiting a different set of values, and therefore different selves. Therein lies a whole philosophy of freedom, and in a moment when the infrastructure of meaning-making is being rebuilt from the ground up, recovering our capacity to see the game of modern life as a game may be the most important skill we have.But there's a twist that takes us beyond the scope of Thi's book and into the question that's been keeping me up at night for the last two years. With AI, we've tunneled so far into abstraction that we may have come out the other side. Large language models now allow us to translate between different perspectives, to ground insights from our aggregate intelligence in personal detail. If you've ever used a chatbot to explain physics to you as a specific human being, based on your own data vault, and in the style of a specific author, you know what I mean. Socrates' critique of written language in Phaedrus — that it couldn't “read the room” or know its audience — feels somewhat less relevant in an age when the generation of text is powered by systems with such a high-dimensional and granular view of things that we are no longer bound to one canonical version of anything. Is AI the apotheosis of our enclosure by institutional metrics, or is it the medium through which we are finally able to take a post-ironic stance on the constraints of modern life?It's starting to look like a world in which everything is a metric and everything is a game. And just maybe, that means we can renegotiate these tradeoffs…as long as we don't take ourselves too seriously.And with this, we circle back around to the core question of this project: As we approach the horizon where anything is possible, what should be? Who do you want to be, and what games will make you that person?Chapters00:00 Episode Teaser03:50 Intro Monologue09:11 Meet C. Thi Nguyen17:43 Value Capture Explained23:48 The Gap between Measured & Valued35:29 Recognition vs. Perception42:48 Games vs. Institutions46:43 Is Meaning Control an Interface Problem?49:09 How Rules Became Algorithms54:17 Fungibility & Monocropping56:38 Is Coordination at Scale a Red Herring?01:03:14 Art Provides Hope01:16:17 AI Futures & Values01:32:27 Thanks & AnnouncementsMentioned ResourcesAre humans destined to evolve into crabs? by Michael GarfieldCoarse-graining as a downward causation mechanism by Jessica FlackThe Computer as a Communication Device by J.C.R. Licklider and Robert TaylorPaul Smaldino & C. Thi Nguyen on Problems with Value Metrics & Governance at Scale (EPE 06) for Complexity PodcastThe natural selection of bad science by Paul Smaldino & Richard McElreathSlowed canonical progress in large fields of science by Johan Chu & James EvansJargon is a Moat by Second VoiceTrust in Numbers by Theodore PorterRules by Lorraine DastinSeeing Like A State by James C. ScottThe Power of Maps by Dennis WoodsDilla Time by Dan CharmasMetaphors We Live By by George Lakoff & Mark JohnsonMarshall McLuhanReiner KniziaLangdon WinnerSamantha MatherneIain McGilchristKevin Kelly

Compensation is one of the hardest operational systems to get right in a med spa. If the structure feels unclear or unfair, it quickly creates tension between providers, leadership, and the overall goals of the business. In this episode, I break down how to design compensation in a way that supports profitability, collaboration, and long-term practice growth—not just short-term production.  The goal isn't simply to pay providers more. It's to build systems that reward the right behaviors while keeping the business financially healthy.  Why Most Compensation Problems Start with the Wrong Incentives  One of the biggest mistakes I see is compensation structures that reward activity without measuring whether that activity is actually helping the practice grow profitably. Straight salary models often reduce motivation, while poorly structured commission systems can create competition, entitlement, and resentment between providers.  Even hourly pay can become problematic if the only focus is keeping schedules full. A provider being "busy" does not necessarily mean the business is healthy. Revenue per hour, utilization rates, treatment mix, rebooking behavior, and profitability matter much more than simply filling appointment slots.  The practices that perform best financially are usually measuring the quality of production—not just the quantity of appointments.  The Compensation Framework I Recommend Most Often  The most sustainable compensation systems usually combine several layers instead of relying on a single model.  • Hourly base pay creates stability and predictable income • Revenue-sharing structures reward measurable growth above baseline performance • Tiered commission thresholds incentivize stronger production and utilization • Team-based commission structures encourage collaboration instead of competition • Department KPIs help align providers around operational goals • Scorecard bonuses create accountability around both financial and behavioral performance  The key is making expectations measurable, transparent, and tied directly to the outcomes the practice is trying to create.  Why Compensation Needs to Be Supported by Clear Operational Data  Compensation conversations become much easier when they're grounded in objective reporting instead of emotion or perception.  Monthly scorecards, shared KPIs, and regular performance reviews help providers understand exactly how compensation decisions are being made. Metrics like utilization, revenue per hour, rebooking rates, and departmental performance create a much clearer picture of what's contributing to practice growth—and what isn't.  That level of transparency also helps reduce HR conflict because expectations become consistent, visible, and easier to communicate across the team.  As You Expand, Compensation Becomes Part of Your Infrastructure  The larger your practice becomes, the more important compensation design becomes operationally. Weak systems create friction, inconsistent performance, and retention problems. Strong systems create alignment, accountability, and a healthier team culture over time.  The med spas that scale successfully are usually the ones where compensation reinforces the business model instead of constantly working against it. When providers understand how their performance impacts practice growth—and feel rewarded fairly for contributing to it—you create a much stronger foundation for sustainable expansion.  Follow Shannon & Keep What You Earn:   Shannon Weinstein is the founder of a fractional CFO firm specializing in helping 7-figure aesthetics and wellness practices scale with clarity, cash flow, and confidence.  Shannon is committed to helping med spa owners understand, fix, and maximize their business's enterprise value, offering actionable advice and resources, including a popular free video series specifically for aesthetics practice owners.   Fractional CFO Services and Executive Financial Review: https://www.keepwhatyouearn.com/  Connect with Shannon: https://www.linkedin.com/in/shannonweinstein  Watch full episodes: https://www.youtube.com/@KeepWhatYouEarn  Listen on your favorite podcast app: https://pod.link/1580071347  Instagram: https://www.instagram.com/shannonkweinstein/  The information shared is for educational purposes only and is not individualized financial advice. Aesthetics practice owners should consult a qualified professional before implementing financial strategies discussed here. 

Chris Hughen sat down with Benji Dutaillis to discuss his recent publication on jump testing during ACL rehab. We dive into the similarities and differences between different jump tests and jump metrics, minimizing redundancies, and much more. Watch the full episode: https://youtu.be/-nqZHYYF6CQ  Episode Resources: Dutaillis, 2026 --- Membership: https://e3rehab.com/premium/  Mentoring: https://e3rehab.com/mentoring/ Coaching & Consultations: https://e3rehab.com/coaching/  Rehab & Performance Programs: https://e3rehab.com/programs/  Resource Guides: https://e3rehab.com/resource-guides  Newsletter: https://e3rehab.ck.page/19eae53ac1  --- Follow Us: YouTube: https://www.youtube.com/e3rehab  Instagram: https://www.instagram.com/e3rehab/ X: https://x.com/E3Rehab  LinkedIn: https://www.linkedin.com/company/e3rehab/  Facebook: https://www.facebook.com/e3rehab  --- Podcast Sponsor: Vivo Barefoot: Get 20% off all shoes! - https://www.vivobarefoot.com/e3rehab --- @dr.surdykapt @tony.comella @dr.nicolept @chrishughen @nateh_24 --- This episode was produced by Kody Hughes

This podcast shows you how to fully recover from OCD.Each episode breaks down the exact techniques and nuances that stop rumination, reduce compulsions, and help you retrain your brain out of the OCD cycle. We cover every major OCD theme, including:Pure-O OCDRelationship OCDHarm OCDReal Event OCDSO-OCD / Sexuality OCDReligious / Scrupulosity OCDCleaning & Contamination OCDPhysical CompulsionsAll other OCD subtypesMy goal is simple: clear guidance that actually works, explained in a way that is calm, direct, and easy to apply immediately.You can fully recover from OCD. Don't give up — you're not stuck, and your brain can change.

In this episode, we dive into the challenge of rising customer acquisition costs and how smart online brands use first-party data to stay competitive. Tiago Costa, CEO of clustie.ai, shares how his platform uses artificial intelligence to predict high-value buyers and automatically improve ad results on Facebook and Meta channels. He is joined by brand owner Raphael Tomé, who explains how he used this tech to cut his ad costs, boost his profits, and quickly scale his e-commerce business. Topics discussed in this episode:  How AI simplifies building and launching online stores today. What metrics to fix before you try to scale ad spend.Why single-product shops are growing quickly in the US.Why traditional marketing agencies fail to scale ad results.How audience intelligence tools lower customer acquisition costs.What problems occur when running too many active ad campaigns.How syncing Shopify data with Meta improves targeting precision.Why human support remains critical alongside AI software tools.What product-audience matching does for specific item sales.How to scale products internationally using predictive data models.Links & ResourcesWebsite: https://clustie.ai/Shopify App Store: https://apps.shopify.com/clustie-ai-marketing-segmentsLinkedIn: https://www.linkedin.com/company/fullvenueai/Get access to more free resources by visiting the show notes at https://tinyurl.com/56sr2z44I'd love your feedback. Tap the the link to send me a text. ______________________________________________________LOVE THE SHOW? HERE ARE THE NEXT STEPS!Follow the podcast to get every bonus episode. Tap follow now and don't miss out!   Rate & Review: Help others discover the show by rating the show on Apple Podcasts at https://tinyurl.com/ecb-apple-podcasts   Join our Free Newsletter: https://newsletter.ecommercecoffeebreak.com/   Support The Show On Patreon: https://www.patreon.com/EcommerceCoffeeBreak   Partner with us: https://ecommercecoffeebreak.com/partner-with-us/

This the Safety Culture Excellence® podcast, hosted by Shawn Galloway, CEO of ProAct Safety.    This week's podcast discusses "Accountability vs. Management Metrics." Does your organization use more than lagging indicators? https://proactsafety.com/blog-posts/accountability-vs-management-metrics     Enjoy the podcast! Shawn M. Galloway   The balanced-scorecard approach helps organizations to measure safety three other ways and build the association between these metrics and accident data. 

In this episode of the AdTechGod Pod, Simon Powell, CEO of HELI-D, shares how his company is redefining out-of-home advertising with flying digital billboards attached to helicopters. From launching campaigns for MTV, Disney, Pepsi, Xbox, and VaynerX to creating immersive aerial activations that generate massive earned media, Simon breaks down the future of flying digital media and why emotional, high-impact advertising still matters. The conversation explores the evolution of aerial advertising, the technology powering HELI-D's LED helicopter screens, QR code engagement at massive live events, and what comes next for digital out-of-home, including drones and integrated media experiences. Takeaways - HELI-D evolved from traditional helicopter banners into fully digital flying LED billboards. - Simon Powell transitioned from investment banking into aviation and advertising entrepreneurship. - Early innovation included projection technology that turned helicopter banners into flying cinema screens. - HELI-D's breakthrough campaign debuted at the MTV VMAs with Viacom in 2016. - Disney partnered with HELI-D for large-scale experiential aerial activations. - The company has executed campaigns for Pepsi, Star Trek, Catch-22, Xbox, and VaynerX. - COVID accelerated the development of HELI-D's scalable LED screen technology. - The aerial ads create strong emotional reactions because of their size, movement, sound, and visibility. - HELI-D campaigns generate significant earned media through social sharing and inbound audience engagement. - QR code campaigns achieved massive interaction rates at live sporting events like the Melbourne Cup. - HELI-D partnered with Blue Bite for mobile retargeting and shadow fencing at Possible. - Xbox used Heli-D to create a flying live gaming experience with zero-latency gameplay. - Simon believes flying digital media will eventually include drones as lift and battery technology improves. - HELI-D sees itself as a premium “wow factor” integrated into broader DOOH campaigns rather than a standalone medium. Chapters 00:00 – Introduction to HELI-D and the POSSIBLE event activation 00:46 – Simon Powell's background in investment banking and aviation 01:34 – The origin of helicopter banner advertising 02:12 – Creating the first digital aerial projection system 03:26 – Pitching Viacom and launching at the MTV VMAs 04:18 – Disney partnership and major aerial campaigns 04:47 – Pepsi Super Bowl activations and entertainment stunts 05:01 – Star Trek, Catch-22, and large-scale aerial experiences 05:54 – COVID's impact and developing HELI-D's LED technology 06:51 – AdTechGod's firsthand experience with the helicopter billboard 08:22 – Emotional impact and audience reactions to aerial advertising 09:06 – QR code engagement success at the Melbourne Cup 10:33 – Earned media and viral audience response 12:22 – Metrics, retargeting, and campaign measurement 13:16 – Xbox Ninja Gaiden activation and live gameplay in the sky 14:53 – The future of DOOH, drones, and flying digital media 16:39 – Cannes plans and future expansion for HELI-D Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Run the Numbers, CJ sits down with ParkerGale Operating Partner Paul Stansik to break down five ways CFOs can help build a better sales engine: making the budget mean something, improving forecasting, sharpening metrics, getting involved in key RevOps moments, and building real trust with sales.—SPONSORS:Aleph is a modern FP&A platform built for teams that want more than another planning tool. By connecting your ERP, CRM, and other systems into one trusted data layer with AI workflows, Aleph helps you move faster with real-time insights. Get a personalized demo at https://www.getaleph.com/runRightRev is an automated revenue recognition platform built for teams that have outgrown spreadsheets and billing tool workarounds. It handles high-volume subscriptions, usage-based contracts, and mid-cycle upgrades, so you can scale without scrambling at month-end. For RevRec that keeps your books clean, visit https://www.rightrev.com/CJRillet is an AI-native ERP built for modern finance teams that want to replace NetSuite and close faster. With revenue recognition, close management, multi-entity support, and native Stripe and Salesforce integrations, Rillet helps scaling companies run their finance stack in one place. Hundreds of teams, including Windsurf and Mercor, use Rillet to make the zero-day close real. Book a demo at https://www.rillet.com/cjEY works with high-growth tech companies to navigate the messy realities of scaling—from regulatory requirements to IPO readiness. By helping teams get it right early and often, EY lets founders stay focused on building while reducing risk as they grow. Learn more at https://www.ey.com/techstartupsSpendHound is a SaaS spend management platform built for finance and procurement teams that want visibility and leverage in every deal. By tracking all your software, benchmarking pricing across thousands of vendors, and surfacing contracts and renewals, SpendHound helps you stop overpaying and negotiate with confidence. Trusted by teams at ZoomInfo and Hootsuite. Get started at https://www.spendhound.com/cjBrex is an intelligent finance platform that combines corporate cards, built-in expense management, and AI agents to eliminate manual finance work. By automating expense reviews and reconciliations, Brex gives CFOs more time for the high-impact work that drives growth. Join 35,000+ companies like Anthropic, Coinbase, and DoorDash at https://www.brex.com/metrics—LINKS: Mostly Talent: https://mostlymetrics.typeform.com/to/cLTxtAsNGuest: https://www.linkedin.com/in/paulstansik/Company: https://www.parkergale.com/Hello Operator: https://hellooperator.substack.com/CJ: https://www.linkedin.com/in/cj-gustafson-13140948/Mostly metrics: https://www.mostlymetrics.com—RELATED EPISODES:Is a weekly martini ARR? | with Dave Kellogghttps://youtu.be/Yb1lUQLJ6qw—TIMESTAMPS:All verified. Here are the timestamps:0:00 Preview and intro2:27 Parker Gale and Paul's role3:52 Topic: how CFOs build a better sales engine6:21 1: Make the budget mean something8:11 Budget segmentation and cleaving the business10:54 Sponsors — Aleph | RightRev | Rillet14:08 2: Help emphasize forecasting17:23 Forecasting as non-threatening co-construction19:37 Sponsors — EY | SpendHound | Brex23:06 3: Lend a hand with data and metrics25:32 Walking sales through NDR levers27:16 Metrics tied to exit readiness28:00 4: Get involved in a few RevOps spots29:04 Pricing, proposals, and quoting31:22 Kill your SKUs32:51 Selling with certainty: quote formatting34:26 CFO letter for enterprise deals37:37 5: Build a great relationship with sales37:59 You can't fix a secret39:23 EQ over IQ for finance leaders40:41 Recap: all five tips42:11 Credits#RunTheNumbersPodcast #CFO #SalesStrategy #FinanceLeadership #RevenueOperations

Are Your Incentives Creating the Customer Experience You Actually Want? Summary: John DiJulius explains how the behaviors your company rewards, measures, and recognizes become the customer experience your customers actually receive. Every company has incentives. Some are obvious: bonuses, commissions, contests, scorecards, performance reviews, and promotions. Others are quieter: praise, attention, flexibility, and who gets celebrated in meetings. But here is the real question: are your incentives creating the customer experience you actually want? In this episode, Denise Thompson and John DiJulius unpack how incentives drive service behaviors, why companies often reward the wrong things, and how customers ultimately feel whatever the organization values internally. John shares examples from Starbucks, Spirit Airlines, Blockbuster, Charles Schwab, Amazon, John Roberts Spa, Cameron Mitchell Restaurants, and The DiJulius Group's own methodology. You will learn why speed, efficiency, sales, and profit are not bad metrics, but they become dangerous when they are the only metrics that matter. John also explains how leaders can recognize and reward the right behaviors, including ownership, personalization, follow-through, referrals, retention, service recovery, and Above and Beyond moments. Key Takeaways Your incentives reveal what your company truly values. Leaders may say customer experience is a priority, but employees follow what gets measured, rewarded, promoted, and recognized. Customers feel your internal reward system. They may never see your incentive plan, but they feel it when employees rush, enforce policy over empathy, or focus on transactions over relationships. Efficiency metrics can create unintended consequences. Metrics like average call time, speed, and volume are not bad, but they become dangerous when they are the only things that matter. Not all profits are good profits. Hidden fees, late fees, rigid policies, and short-term revenue plays can damage trust and exhaust frontline employees. Recognition is a powerful teaching tool. Culture is shaped by what leaders notice, celebrate, repeat, and turn into stories. Great service must be behaviorally defined. "Deliver great service" is too vague. Leaders need to define and reward specific behaviors such as ownership, empathy, personalization, follow-through, teamwork, problem prevention, and service recovery. The best service incentives align with retention and referrals. Repeat business, referrals, renewals, and earned sales growth are strong indicators that the experience is working. Stories make culture scalable. Recognition systems like the Milkshake Award and Bear Claw Award help employees understand what Above and Beyond service looks like in real life. Quotes "Customers do not experience your mission statement. They experience what your company rewards." "What gets recognized gets repeated." "If you reward speed, you get speed. If you reward shortcuts, you get shortcuts." "Not all profits are good profits." "Recognition does not always have to be financial. Sometimes culture is built by what gets noticed." "Great service is too vague unless leaders define the behaviors behind it." "The customer is the benefactor of what the company rewards internally." "Your incentives should be aligned with the experience you want delivered." "Profit is the byproduct of the experience you deliver." "Employees will do what you tell them is important." Chapters List 00:00 — Introduction Denise and John open the conversation and preview the topic of incentives that drive service behaviors. 02:51 — Why Incentives Matter to Customer and Employee Experience Denise frames the episode around formal and informal incentives and asks whether companies are rewarding the experience they actually want. 04:52 — What Gets Recognized Gets Repeated John explains why incentives shape employee behavior and how policies communicate what a company values. 07:59 — Incentives Reveal What Companies Truly Believe Denise and John discuss how incentive systems expose a company's real priorities. 09:13 — Starbucks and Customer Service Targets The conversation explores what it signals when a company connects employee rewards to customer service, operations, and performance. 12:24 — The Risk of Unintended Consequences John explains how incentives can unintentionally create the wrong behaviors, using average call time and rigid policy enforcement as examples. 14:01 — Not All Profits Are Good Profits John shares examples from The Employee Experience Revolution, including Blockbuster and Charles Schwab, to show how bad profit policies damage customer trust. 18:01 — How Incentives Show Up in the Customer Experience John explains how retention, referrals, and repeat business reveal whether the experience is actually working. 20:12 — Where Companies Accidentally Reward the Wrong Behaviors John shares the example of gift cards, expiration dates, and the difference between short-term profit and lifetime customer value. 23:42 — Lessons from Low-Cost Business Models Denise and John discuss Spirit Airlines, price competition, and what happens when low cost becomes high friction. 26:31 — Warning Signs Your Incentives Are Creating Bad Behaviors John explains how complaints, employee frustrations, contact centers, and customer sentiment can reveal service breakdowns. 31:45 — What Leaders Should Recognize and Reward John discusses service behaviors, FORD, earned sales growth, referrals, retention, and recognition systems. 38:39 — Mid-Episode CTA Denise explains how The DiJulius Group helps organizations define, teach, measure, and reinforce world-class service. 39:59 — Recognition Without Big Incentive Budgets John shares the Milkshake Award from Cameron Mitchell Restaurants and explains how symbols and storytelling reinforce culture. 43:45 — How to Collect and Share Service Stories John explains how companies can build databases of Above and Beyond stories and use them in meetings, training, and onboarding. 49:40 — Avoiding Forced or Manipulated Recognition Denise and John discuss how to seek customer feedback without creating survey-chasing behavior. 53:23 — Peer-to-Peer Recognition John shares the importance of employees recognizing other employees, including the "caught you doing something right" example. 55:53 — The Simplest Truth About Incentives and Service Culture John closes with the core message: incentives and recognition should be based on the experience you want employees to deliver. 57:26 — Denise's Closing Challenge Denise challenges leaders to examine what their company rewards, praises, promotes, tolerates, and repeats. Links: The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Company Service Aptitude Test:  https://thedijuliusgroup.com/c-sat-forms/individual-c-sat/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Ask John!  Submit your questions for John, to be aired on future episode:  tdg.click/ask Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Books:  https://thedijuliusgroup.com/shop/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com If you want to learn how world-class organizations build cultures customers cannot live without, explore The Experience Revolution Membership. Inside the membership you'll gain access to livestream workshops, practical frameworks, and proven strategies used by organizations around the world. Learn more at https://thedijuliusgroup.com/membership/ Learn More If your organization is working to improve customer experience but struggling to connect it to measurable business outcomes, The DiJulius Group can help. Visit: https://thedijuliusgroup.com Listen to more episodes: https://thedijuliusgroup.com/the-customer-service-revolution-podcast/ Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.

After a long break, kicking the show off again. 

The Great Talent Redistribution: Where is Talent Actually Going in 2026 and beyond?  Is the start-up compensation model broken? How about big Big Tech? How about non-tech small & medium businesses? What is happening to talent, going forward? This and many other topics in this episode of Tech Deciphered. Navigation: Intro The Broken Contract? The Great Unbundling The Three (?) Destinations Alternative Cap Tables, Alternative Compensation Models Investor Landscape Fragmentation Operator Playbook and Predictions Conclusion Our co-hosts: Bertrand Schmitt, Entrepreneur in Residence at Red River West, co-founder of App Annie / Data.ai, business angel, advisor to startups and VC funds, @bschmitt Nuno Goncalves Pedro, Investor, Managing Partner, Founder at Chamaeleon, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news Subscribe To Our Podcast Nuno Goncalves Pedro Introduction Welcome to episode 77 of Tech Deciphered. This episode will focus on the great talent redistribution. Where’s talent actually going in 2026 and beyond? The Silicon Valley deal of the last 30 years, very low salary, stock options, you will either sell for a ton of money or IPO, and everyone gets rich, is seemingly broken. Or is it really? The dominant narrative says the tech middle class is dying. We disagree. There is obviously a lot of stuff going on whereby big tech is partially barbelling. There’s a superstar concentration on the top. There’s a bit of a seemingly allowing of the belly. We’ll come back to that. We don’t quite believe that is totally true. There’s a collapse at entry level. The belly is migrating into three, potentially even more, very different destinations: AI native startups, human-verified premium businesses, and the read the industrialized middle of the S&P 500 and SMB world. Each has its own cap table, each will have its own compensation model, and each will have its own investor profile. In some ways, this is the third episode in our Reset trilogy. We started with episode 75 on the SaaS-apocalypse. We talked about the great private capital reset in episode 76, and now we talk about talent redistributions. Bertrand, exciting times, not always positive times.   Bertrand Schmitt Yeah, it’s exciting times because it’s a time of change. Of course, we have the doomsayers. If you listen to Dario Amodei of Anthropic, every white-collar job on Earth is going to disappear. I think I strongly disagree, and I suppose you too as well, we strongly disagree. It’s going to be more of a redistribution. If you look at the history of technology, this is what always happened. We forget how many jobs have disappeared over the past 150 years. We move from a time of 150 years ago. People were mostly in agriculture. Then you had a lot of weird jobs that disappeared from people transporting water to people bringing ice from the pools to people doing the job of computers. People forget that computer was a title given to human beings. We’re doing calculations. Then, of course, secretory jobs in the ’80s, ’90s, where suddenly anyone can type using a word processor, the rise of Excel, that sort of stuff. Many things have changed. Some jobs have indeed disappeared. Some jobs have totally transformed. Where you do these jobs have changed. I think we are at a similar stage where, thanks to AI, and I would say for now, or at least the rise of AI coding, there is a dramatic change happening. I don’t think it means that people will be without a job. It just means, from my perspective, that jobs are changing. You are not just doing a lowly coding level task that actually indeed could be replaced, but you are going to have more of builder type of mindset, a product manager type of mindset going forward. We also expect that the distribution of jobs, depending on the type of business, will be quite different.   Nuno Goncalves Pedro The Broken Contract? Maybe let’s reset a little bit to the broken contract, or if it’s really a broken contract. There’s been this image in technology and tech that basically you get paid very little to work in tech. You get a bunch of stock options. The earlier you are in the company, the higher the level of stock option grants you get. Then you make a ton of money at some point because the company will either sell or IPO, and that’s heard of it. Obviously, there’s a lot of movements happening right now that are changing how these dynamics work. The first part is obviously AI, and in some ways, AI is shrinking companies. It’s not unheard of that companies with as little as four or five people reach 50 million in ARR. There’s companies with one person that have gotten bought for hundreds of millions of dollars or billion of dollars. Obviously, things are moving very, very fast, and therefore, there isn’t a large employee cap table. How would you share the upside? Would you actually give a couple of percentage points to an early employee rather than your 0.2-0.5% kind of thing for early employees? The second part is a little bit the other side of the table, which is the IPO market is seemingly in a drought. There’s not much happening in IPOs. Maybe 2026, at some point, there will be an unlock, but right now, it’s seemingly difficult to get your upside. Even if you’re an employee, you have to wait a long time. The median time of IPO has climbed over 10, 11 years, the longest in over a decade. Basically, not only you have to wait a long time as if there is an IPO drought, like we might be going through right now, when do I actually get my cash back? Unless the company gets bought, maybe there are secondary transactions along the way, maybe there’s something else. But obviously there’s a little bit of a reduction and lowering of the upside seemingly for this contract and for this place. The easy conclusion that I think many are taking is, because of all of this and all the layoffs that are happening, even in big tech, that serve the tech middle class is dying, that basically AI screwing the workers, et cetera, there’s also a lot of discussion that even it might be affecting the entry-level jobs as well. Everyone coming out of undergrad right now can’t get a job, et cetera. There’s this doomsday scenario that you’re alluding to that everything is changing. We have a slightly different perspective. We think there’s a realignment of market. In layoffs, there was a lot of layoffs that were warranted. Big tech, in particular, had actually hoarded a lot of engineering capacity over the last decade or so. There’s a little bit of a realignment that needed to happen in any case. When everyone’s saying, “Well, AI is compressing everything,” well, it’s compressing right now, but we don’t think actually it’s going to compress over time. You’ll still need engineering and science talent to come on board for you to be able to scale up. It’s not like AI is going to take care of everything and teams are going to be five people for companies that are worth a trillion dollars. That’s not happening. Today’s thesis, I think a little bit of this doomsday scenario needs to be seen with a more nuanced lens. I think that’s how we’re framing today’s episode, that there’s a bit of a nuance, there are some extremes happening. We’re going to talk about those extremes, but ultimately, it’s not quite as simple as saying that the tech middle class is disappearing in early jobs are going to be a thing of the past.   Bertrand Schmitt At the same time, what you started with is true. I mean, that 50 million ARR company, just five people. At a bigger scale, that’s exactly the matrix for Anthropic. They have reached a stage where they are at a range of 12 million ARR per staff per employee. It’s metrics that are definitely never seen before. I don’t think any company raised to this level. Best in class, best run companies, one, two million per employees. I mean, that was your target if you can make it. We are definitely in a different game. But I think what matters at the end of the day, and that’s what we’re arguing, is that you have to see the big pictures. Yes, some positions might disappear inside some companies, but some other positions will be created in other companies. Usually, what people do is keep talking about the jobs who disappear and not looking at the bigger picture of jobs that are being created as well. What is true, and I think you alluded to that, is that the big tech the past 10, 15 years had some strategy of hoarding talent in a war where having the best talented people will make the difference in numbers, will make the difference between winning or losing. The Google of the world, the Microsoft of the world, the Amazon of the world, they were hoarding talent. They would try to make sure that they might not have such needs in talented number of people. But if they have the talent, it means their competitors didn’t have the talent. It means that the startup trying to reach scale couldn’t pay the giant salaries that the Google of the world were paying. There was definitely some hoarding. But it went so far in the 2020, 2021, that I think since then there has been a coming back to normal. There is also now in 2026, the recognition that it’s not true anymore. Yes, talent can be very valuable, but there is now a bigger and bigger gap between the extremely talented versus the rest that are merely talented because of AI. AI is able to replace at scale your software engineers, your software managers. I would say it’s quite new. I don’t think it was true a year ago. We’re really talking about a recent dramatic change in what can be achieved thanks to AI. We can see most of the big AI companies are moving to coding. It was started by Anthropic as a trend, OpenAI has followed through. Obviously, the Cursor of the world existed before, but they were not as successful. All the Chinese open-source models are moving very fast to coding optimization the past few weeks. It’s quite an incredible change. I think there is that dramatic change, recognition that coding can be done differently. As a result, we are going to see change in the distribution of jobs. I think it will start from the top because we see the news of the big Google, Microsoft, Amazon, and others who used to hold talented software developers to a change in realization that no, we actually need to invest in AI. We need to invest in compute because compute is going to do the job of most of these people. Therefore, we can’t pay for both at the same time, even us with all our money, we cannot. Wall Street is not going to let us do that. They start by removing a lot of position. I think we see that accelerating, quite frankly. We have only seen the beginning, but in the next 2 years, we see a dramatic shift. But I think my position, I guess yours, and you know as well, is that there will be a lot more opportunities created as well, probably by also entities.   Nuno Goncalves Pedro The Great Unbundling Yeah, there will be more opportunities created. The hoarding is just taken also a little bit of a different view. To your point, there’s hoarding of resources, compute, et cetera. But there’s also hoarding of top talent. We are seeing people getting paid, packages all in that could run up to 100 million, in some cases even over 100 million over several years. This is unheard of. I mean, an officer of Meta would make, I don’t know, maybe 20, 25 million a year. It’s like now there are people that are on the top end of AI researchers that are getting paid around that amount just to join some of these companies. There’s a little bit of a different hoarding. It’s very selective hoarding of certain talent. We’ve seen some acqui-hires. We’ve talked about it in previous episodes that are just literally about getting one or two people specifically to come on board. Alexander Wang, again, going to Meta to lead their intelligence labs there. I feel, I don’t know what you feel, but I feel this is a transition moment where there is overpaying for certain talent on the top of the market. At some point, this will stabilize. You can’t keep paying people 100 million over 4 years or something like that across the board. To your point, a lot of this is actually going to scale up quickly also on the AI side. There’s a little bit of a different hoarding happening on the top end, not just the resources, but also of people, which seems to give further this notion of barbell, that there’s two extremes, the haves and have-nots, the super-duper talented people that get paid a ton of money, tens of millions of dollars a year at the very least. Then the emptying of the middle where there’s a ton of tech layoffs going on in some ways, the belly, as they would call it, is being expelled. The middle market, the managers are being fired because there’s nothing to manage. There’s a lot of positions going away. In some cases, you might keep some of the more junior talent, but with a little bit of experience. But even the talent coming out of colleges is not getting hired either. It’s a little bit of a weird thing where there’s hoarding at the top, there’s an emptying of the belly, the middle, and then the early, early, early is also not getting recruited. It’s like what gives? How is this going to look in the future? I agree fully with you, Bertrand, that there’s a migration of this talent, not only to other companies, but also to other jobs. There will be new jobs that will emerge out of this. The DevOps, dev tools market didn’t exist until maybe 20 years ago at scale, and it got created. In some ways, we’re seeing there will be new markets, there will be new roles and new jobs that will be created around engineering teams going forward. We can’t anticipate all of them. But basically, the emptying of the belly is true as it’s happening right now. The low hiring on the early and the top end, getting tons of money. We think this is a transition to something else. There’s the hoarding of engineering in general is coming to an end at momentum. Now it’s time to rightsize teams, to get the right at the table, et cetera, and start figuring out what works and what doesn’t work. We’ve already had some horror stories coming out even from Amazon where they were breaking systems with their use of AI tools, and I’m sure it’s happening across the board. I’m on a board of a company and been tremendously affected by Meta and its algorithms, where basically because of advertising, there have been people served with ads for this specific company where the ad doesn’t match the company, so basic stuff like that. It’s been actually very, very difficult because in some ways, the company goes back to Meta. It’s like, “Hey, dudes, you guys are serving ads that are not even our ads with our copyright and stuff. How does this work?” They’re like, “Oh, it’s AI.” It’s like, “Well, it’s AI but can you give me my money back?” They’re like, “No, we won’t give you money back.” This creates huge issues for companies, for example, that are very dependent on advertising, which obviously there’s a lot of industries that are. They’re actually in production systems at scale. Meta is, I think now, the largest digital advertising in the world. I think they outgrew Google in one of the last quarters. Basically, this has a tremendous effect that systems that are in production at scale are getting inputs and changes driven by AI tooling, and somehow nobody can say what the hell is happening. Again, there will be a reckoning, there will be a redistribution, there will be a rightsizing of teams and an adequacy of teams going forward. I personally think this is a transition period.   Bertrand Schmitt I think we are moving from hoarding or software engineering to hoarding the top of the top scientists in AI and hoarding of GPUs, GPUs/data center. For me, it was quite interesting to see the deal of Cursor with xAI, where basically they couldn’t get access to computing resources to run their model. But xAI had, I forgot the exact numbers, but close to half a million GPUs that no one, I mean, “no one was using” because their services are not so successful yet in terms of AI chatbot and the like. Basically, suddenly they are like, “You know what? We control access to resource.” But the new resource is, again, a mix of extremely talented AI engineering or AI scientists versus GPUs/data center. There is this race of controlling boss and everything else is going to be collateral damage. Some examples, I think, are quite interesting. You talk about some example of Amazon, even some production issues. I remember reading a quick post-mortem of one of the issues, and the conclusion was it was AI, definitely part of the issue. But the other part of the issue was AI used by junior engineers. For me, it’s interesting. It shows that actually junior plus AI is actually a danger zone. That’s why many companies are going to be way more careful. “Why do we need the junior people if they are just playing with fire?” I think we go back to that situation of barbell, as you call it. The top talents are extremely valuable because they know how a production system works. They are here to develop better AI systems. But the junior guys playing with fires, yeah, maybe it’s cute in startups, but in a big time production environment, a different story.   Nuno Goncalves Pedro There will be a barbell with top-end talent super-mega paid and then mid-level talent that is individual contributors still doing a lot of great work, et cetera. Along the way, a lot of emptying of entry, a lot of emptying of the middle. Where does the talent go? The Three (?) Destinations I think we could say there’s three destinations for this talent. Maybe there’s four, maybe there’s more. Three that we can immediately identify. One is the AI native startup piece, where we have smaller teams that potentially get to a lot of revenue or top line over time, and where the Series Seed is the primary round, where we’re seeing Series Seed being raised of tens of millions of dollars, actually even hundreds of millions of dollars in Series Seed. In some ways, the stars there can get incredible compensations in terms of stock. They will stay for private and selling in secondaries later down the road because there’s so much capital at the table. Actually, in some ways, salaries are very high as well in some of these companies. It’s not like you’re trading off anything. You can get paid a lot of money. If your company at Series Seed for 10 or 15 employees has raised 50-$100 million, you can pay great salaries. In some ways, this is the extreme destination. The AI native startups that can make it is the extreme destination. Now, there aren’t a ton of AI native startups that can raise 50-100 million to 400 million in Series Seed, just to be clear. There’s a handful of hot deals in that space, but that’s one clear destination for top-end talent going through that. In that market, I think that’s one of the destinations. The second one is more what we would call the human-verified premium. It’s more of a play of companies that has still the need of human in the loop, either in terms of development, also in terms of activity, either because go-to markets are very intensive, and so therefore you need to have sales forces, partnership teams, et cetera. Or on the engineering side, it needs to have a lot of customization, integration. Companies are not just going to the, “Oh, you can come in and just apply your AI tooling and somehow magically the systems all work.” there needs to be quite a lot of and work and high touch work in getting stuff done. A significant part of that market, I’m not sure, is super VC investible. Maybe it’s a hybrid of private equity in VC, more PE style in many cases. It’s a PE-hold, sell to someone else market. As we’ve discussed in a previous episode on the SaaS-apocalypse, that hasn’t quite worked out for PEs. Question marks on how that human-verified premium market is going to evolve. But obviously, there’s a lot of work still to be done there, even on the engineering and science side. That’s the second potential destination. Then the third more aggressive destination is the reindustrialized middle companies that have a lot of specificity in going after small and medium businesses, local or regional affectations like ERPs or CRMs for specific markets, et cetera. Those are the three natural destinations. I would add the fourth, which is big tech. I mean, big tech doesn’t magically disappear, and I don’t think it fits neatly into any of these three markets. In some ways, big tech is now looking at the extreme for top talent a little bit like the AI native startup because they can pay. They can pay the 100 million every four years, et cetera. I do think it will typify taxonomically into a fourth type emerging, where, as we discussed, you’ll have top-end individual contributor talent. You’ll have the absolute top-end of the market because they can get paid. Then you’ll start having the emergence of earlier talent that is highly capable, et cetera. That will go back to a bit of a normal distribution in terms of talent on big tech. For me, those are the four destinations that I would put at the table.   Bertrand Schmitt For me, big tech moving to big tech, I’m not sure if it’s really a destination. I mean, yes, in some ways it’s a reshuffle between the big tech companies. They are definitely all fighting in some ways for some of the same people. I can see that dramatic shift where big tech has to remove a lot of positions in order to replace by AI. Again, I think at this stage, it’s mostly driven by AI coding. We are still at the beginning because this is brand-new phenomenon that AI coding is so successful at its task. I don’t think it was true even 6 months ago. Some companies, take Anthropic, take OpenAI, are definitely there or close to be there in terms of no more writing of a single line of code by a human, zero. This is, again, 6, 12 months ago. Not true. But now it’s true in a few top companies. Take OpenClaw as well, most successful GitHub project of all time, not a single line written by its author. It would have been impossible. We’re talking about hundreds of thousands of line of code in a few months. It’s impossible to achieve that manually. If you look at the other big tech companies, the Google of the world, the Meta of the world, the Microsoft of the world, they are absolutely not there yet. They are going to be there because they have no choice. It’s you either go fast there or you die. You are not going to be able to survive competitors that are shipping 10, 50, 100 times faster than you are shipping. It’s a life and death situation. All the big tech companies are going to move, and mark my word, in the next 2 years from 10, 20% of AI-written code to 100%. During that transition, the next 2 years max, if you don’t do it in 2 years, you are going to die. Your stock price is going to crash. Then, of course, you will have to make changes. You will have to invest more in GPUs. You will have to invest less in your standard typical software engineer employees. Like you, I’m very optimistic that there are new buckets. AI-native startups definitely will be there. It will be transformational. Human-verified premium, very interesting category. In a way, it will be businesses that are inevitably less scalable through AI, and there is definitely a spot from there. I think the biggest would be the reindustrialized middle SMBs. Most of S&P 500 type of business are going to dramatically offer new software opportunities, new opportunity story to talented software employees because they will need to implement AI in everything they do. They will do it. They will need people who have software engineering knowledge in order to implement these systems. For them, what’s changing dramatically really is that thanks to much cheaper cost as thanks to AI coding, a lot of software projects that they couldn’t afford to do, that they couldn’t imagine doing by themselves, they are able to do it. They will invest in a lot more software capabilities than ever before. That will be a big game changer. And software, very tuned to their business model. There might be less buying of your traditional off-the-shelf SAF software and a lot more investment in a highly custom software by their own team, assisted with AI. I think that would be the part that is most transformed by all of this in a positive way.   Nuno Goncalves Pedro Alternative Cap Tables, Alternative Compensation Models This will lead to a very fundamental shift, right back to the broken contract. What does the new contract look like? It looks like alternative cap tables depending on which bucket are you transitioning into. If you’re going into your AI-native bucket, and you’re a top-end talent, you’re like, “Dude, I’m worth 100 million over 4 years, so just compensate me accordingly with a mix of options in the company plus my salary.” If you’re top 1%, you can probably get away with salaries that you’d get anyway at mid-level from 300K, 400K and above, and you can get actually a lot of options already in the company. A lot of this is happening right now. There’s a premium for AI, we know that. There’s a premium for AI at the top end of AI researching, in particular on companies that are doing hardcore research on staff AI engineers, so companies that require actual AI engineering. There is a premium that is significant. It could be as high as 18% over non-AI peers, and it widens actually with seniority, shockingly enough. This is more of an average than anything else. Now, for me, and it’s for debate, but the perspective is this extreme comp will need to compress at some point. There will still be the haves and have-nots paid much better than the have-nots, so to speak, but there will be a compression. The variance can’t be the variance we’re seeing today for absolute top-end talent. That said, there will be variants. We know that big tech for over a decade, decade and a half, for example, in the Bay Area, has been paying a lot of money for director and above levels that used to be the VPs, so a million, a million and a half a year, all in compensations. It’s not unheard of that this will actually increase after this stage. That said, I do think that the compensation extreme that we’re in will get diluted down the middle. It will actually come down at some point. It’s part of where we are today. As we know, it is still a bubble.   Bertrand Schmitt Yeah, it’s an interesting point. I think it’s possible. At the same time, that compression coming 2, 3, 5 years. At the same time, we have examples where there is no such compression. Take the top sports players in the world, golfing, basketball, NBA players. There has not really been any compression at all. For me, it’s interesting. If you look at the big tech companies, each being one of this top NBA team, why would such compression happen? As long as they are competing against each other and generating plenty of cash, I think there will be some fair question. We will see. I don’t have a strong opinion, but for me, it’s not a total given.   Nuno Goncalves Pedro For me, the shocking thing is the faster AI becomes better, the more that compression will happen, because at some point, it’s like, why do you need the top talent as well? I don’t know. It feels like you’re trying to evolve a system that’s there to replace you. It’s like, “Okay, I’m getting paid 100 million over the next 4 years”, and then you develop something that’s so good that replaces you. Thank you. That’s cool.   Bertrand Schmitt That’s a total possibility, yes, because we are in that very unusual market where the game is to only replace yourself and people like yourself. At some point, it is a possibility, I guess this one. Right now, we’re talking about replacing your “average software talent”. In 2 years, could we absolutely replace the absolute best top experts in the world? Probably. I think it’s just that at some point we’ll be reaching the stage where we strictly have no control anymore on our AI systems because no human is able to challenge and understand what’s produced. It’s not just a question of scale anymore. We’re talking about a gap in IQ, basically.   Nuno Goncalves Pedro Exactly. It will happen at some point in history. We don’t know exactly when. For the second bucket, the human-verified premium bucket, it’s difficult to see how an HVAC company or an HVAC roll-up of scale or a regional health care platform or high touch go-to-market, B2B, SaaS play, et cetera, for a vertical will compete. At the same end, they have to compete and they will compete. There will be more and more jobs, we believe, for engineering talent in these companies. They’ll have to be more and more AI-enabled themselves. The cash salaries will have to be competitive within the local markets, not necessarily with Silicon Valley. There will be potentially profit sharing and revenue sharing and actual dividends played at the table. The model there on the cap table needs to change a little bit, needs to be probably propped up more on salary and on some way of doing profit sharing or actually having dividends paid to employees and figuring out employee to equity in a more aggressive manner. This is the market that probably was already very attacked, so to speak, or let’s say, occupied by private equity firms. There are still obviously part of that model that would work well. There needs to be a fundamental shift, certainly on the quantum of salary compensation, dividend compensation, profit sharing, and all of that. Then last but not the least, obviously, we had the bucket around basically the reindustrialization of the middle, so everything else, which will take most of the belly that we were talking about. This is probably a poor analogy, the belly fat. It’s not belly fat, it’s people that were doing their jobs that now are getting disrupted. In some ways, that bucket will absorb a lot of that belly, will absorb a lot of talent. The small and medium businesses that Bertrand was saying will need to crucially become more AI, software-enabled by themselves, even with some core stuff and underpinnings that actually might not even require AI in terms of infrastructure platforms. There, you need to get properly paid. Again, how many people do you need in your engineering team if you’re a small business? Probably not a lot. It’s maybe you need one or two people and that’s it. They’ll need to be very nicely paid because they’re running the stuff in the rails. This is probably a market that over time, as AI gets more and more competent, will also be disrupted, but let’s not talk about the disruption to the disruption because otherwise, we’ll stay here the whole day, but certainly a market that has a lot of potential to shift and to absorb a lot of the moments that we’re seeing in terms of layoffs happening in the US in particular.   Bertrand Schmitt This category was a category that historically could not compete with Silicon Valley salaries, could not attract the most talented engineers. It’s not a category that didn’t want to bring these people on board. It’s a category that just couldn’t afford to bring this talent on board, typically. I think it would be a dramatic shift for them when suddenly there are opportunities to hire these people. There is an opportunity to hire them at maybe more reasonable prices from this company’s perspective. You talk about small companies, the great thing is that there are millions of small companies at some point. I think things could be truly transformational. Of course, some of these engineers, software engineers, might decide to become entrepreneurs on their own. Solo entrepreneurs, small businesses, build their own, easier to build their own product to market so to serve other companies. I think there will be quite dramatic changes because not all companies will be disrupted by AI as much, but not every company will benefit from improving processes, improving software through AI. At least early on, you will need this human touch to make it work inside a business. Interestingly enough, I was hearing that some companies like IBM were hiring more younger people to do the work of going to the client, understand their needs, propose implementation plans. That forward deployed engineer, those positions, I think there will be more and more available.   Nuno Goncalves Pedro Investor Landscape Fragmentation What happens to investor into the landscape? We already had an episode, the previous one, Episode 76, where we talked quite a lot about the big capital reset on the private equity and private reset, including venture capital. Just maybe to summarize, how does it align with the buckets that we’ve just been discussing? I think the AI-native bucket clearly is going to be the key bucket. There, we’re going to see two movements. One movement, which is the mega funds, as we discussed in the last episode, are no longer just VC funds. They’re really mostly multi-asset private equity funds, maybe even private equity hedge funds in some cases. Those funds will be all over the high-growth AI-native companies and will be pouring money into companies that are scaling really, really quickly. The early stage, so to speak, VCs, the actual VCs that will stay in the market will be the guys probably identifying the next big wave of AI-native companies. We’ve discussed that as well in the last episode, some research that we did at Chamaeleon that I shared in episode 76. We’ll see that as emerging. What happens to the second bucket, the bucket around human premium, human in the loop? Likely we’ll have more and more private equity capital going into it and the large-scale VC guys, the Thrives of the world, they’ve just announced Thrive Holdings, and others going after those markets as well. It’s trying to converge into the private equity market, which aligns with the point we made in the previous episode that the VC mega funds are no longer VC, that they are private equity, multi-asset class. They’re going after a bunch of things. There’s a conversion happening from VC into private equity. It was going to happen anyway because the private equity guys were coming into VC as well and the hedge funds were coming to VC as well. There’s a convergence in the middle of very, very large funds and large assets under management happening to go after some of these opportunities, certainly in Bucket B. Then this Bucket C, so to speak, the bucket of reindustrialization, as Bertrand was saying, very well, likely will be self-funded for a significant period of time. Will self-fund with their own cash flow. Doesn’t need to have a ton of capital intensity. Maybe you need one or two engineers to do stuff, but that’s it. You don’t need tons of capital. You didn’t need in the past, you won’t need it today. Not sure there’s going to be a fundamental shift to that market.   Bertrand Schmitt Yes, I certainly, overall, agree with you. That last pocket, probably little change to the capital and capital structure. Again, I see that as the biggest opportunity for a lot of people who might be less needed by big tech and also top tech companies. What is sure for the first category, the high native startups? I would say more overall in the VC ecosystem, there is no space left for SaaS anymore. I think SaaS, as we used to know it, is dead in some ways in the sense that new pure SaaS software startup are definitely out. Existing ones that are critical to run your infrastructure, the Salesforce of the world, I think they’re in a decent spot. Actually, interestingly, they changed their pricing model to now sell to AI agents, not just per seat. There is a change in pricing there. But this day and age of funding a pure SaaS software startup through VC money, no way. VC money going to AI-native startups, AI-focused startups, to biotech, to deep tech, to defense tech, yes. SaaS as a fundable category early on, I think it’s over.   Nuno Goncalves Pedro I’m a bit more nuanced as we shared in The SaaS Apocalypse episode. We can call it whatever we call. It’s applied AI is the new SaaS thing. Horizontal applied AI is the new horizontal SaaS or vertical applied AI is the new vertical SaaS. I agree in common with your point that very specific point solutions around SaaS will be disrupted by nature with all the easy stuff you can do today with AI. It will take a while. This is not something that’s going to happen this year. It’s going to happen over the next years. Maybe interesting to also talk about the exit markets. I think the IPO market, as we’ve also discussed in the past, there is, in my view, going to be a reopening of the IPO market, I think this year, probably later in the year, third or fourth quarter. The median time to IPO actually is going to be really weird because there’s going to be potentially some companies in the current landscape, bubble or no bubble, that are going to IPO, the OpenAIs of the world, Anthropics of the world, et cetera. There will be more and more aggression, I think, on M&A. Big tech has already shown it, that they want to buy into markets. Large non-tech companies have also started doing acquisitions in space. To prop up their IT teams, their engineering teams with this world that we’ve also discussed in previous episodes that I’m going to own my own engineering stack for now. As we see, that normally doesn’t withstand the test of time. At some point it will get unbundled and served by someone else. Then finally, the secondary market is very hot right now. Obviously, there’s heavy discounting on some areas, high premiums on others. The exit market, strangely enough, is going to be propped up, in my opinion, over the next year to 2 years, dramatically. Then we’ll see if there’s a big reckoning around the bubble that we are clearly in or not, if it’s a soft landing or hard landing. Definitely, there’s going to be a lot of exit paths over the next year to 2 years.   Bertrand Schmitt Concerning the “bubble”, I have two perspectives on this. One is it’s a bubble in the sense that money is going to a lot of players and some players are going to blow it up. There will be a concentration of players at the end, like it usually happens. If you look at, for instance, long time ago, the railway revolution, there was that intense influx of capital. At the end of the day, there was a dramatic change in transportation in the US and a complete railway system put in place. Yes, some investors lost money, some companies went bankrupt, but the transformation was fully real. There were a lot of top leaders at the end of this revolution. The change after that only happened, we guess, post-World War II, with the construction of the highway system and the rise of airlines and plane transportation overall. Here I feel it’s similar in the sense that, yes, there is a lot of money going in. Some players are going to blow it. They will misuse the money in different ways, but that’s part of dynamic allocation of capital. Of course, you make mistakes. That’s what happens. At the same time, I feel it’s a similar level in the sense of this is a dramatic change in the US infrastructure. This buildup of AI data centers filled with GPUs, integrated at scale with some of the best software in the world and running it, supported by a dramatic shift in energy infrastructure. This is for me similar to the Railroad Revolution. Some players might not own the data center they build because they didn’t manage well their debt, they didn’t manage to run proper software. You know what? They will get acquired by somebody else. I think we are at this level of fundamental transformation. The fact that in a matter of maybe 2 years, the move from 0% of code written by AI to 100 % written by AI is an insane dramatic shift. Just to be clear, when you move from manually coded to AI coded, we’re talking about a 100X difference in terms of speed at similar, if not better level of quality. The shift is dramatic, and on top of it, you don’t pay salaries anymore to achieve that. You pay CapEx, and with GPUs and OpEx with electricity. It’s a very big shift, positive shift in business model. New unions, no management over it, AI working 24/7. Personally, I think for me, bubble has a bad connotation in the sense of it was all for a waste. I don’t think it’s all for a waste. I think we are witnessing a dramatic revolution of our lifetimes, quite frankly, bigger than SaaS, bigger than mobile. From my perspective, it’s exciting times.   Nuno Goncalves Pedro Operator Playbook and Predictions Let’s move to if you are this person, what would you do in the future? Let’s start with two extremes and go from there. One is you’re non-tech, so you’re not an engineer, et cetera. You’re trying to figure out, how do I scale my activity? Maybe physical labor is where I want to go. It’s not, “Go west” anymore. Definitely not necessarily go west. You should go to, I guess, the states that have no sales tax with very cheap energy because that’s where the data centers are being built if you want to be in that market. Obviously, there’s a lot of stuff that needs to be done: HVAC, electricity work, et cetera. Don’t go west. Go low sales taxes, low cost of energy. That’s likely where the data centers are being built. You probably can just follow. There’s, I’m sure, some way for you to follow where the data centers are being built, but that’s next, I think on that extreme of the table. The other extreme of the table, let’s say you are super ambitious, maybe you’re no longer an engineer, but you’re a product manager in your prompt engineering. You could do prompt engineering all day long. You’re 28, 29-year-old superstar. What do you go and do? Likely either you start your own thing, start your own company because you’re so good at prompt engineering, you probably can do a lot of the code yourself, particularly if you have an engineering background, or you go and join very early an AI-native startup that you think has the chance of going through the roof, and you take a pretty good salary early on, a ton of upside on the company because guess what? Companies like that need product managers. They need people to figure out UX, UI. It’s not going to be, at least for now, yet AI figuring that out for you. Those are two extremes, just to give two of the extremes, like engineering, product management persona, and physical labor at the other extreme, non-tech, et cetera.   Bertrand Schmitt In some ways, every software engineering job is going to become the equivalent of a software engineering manager or a product manager, because suddenly you don’t have to do the coding anymore. You’re managing AI that is coding for you. Either you start to have some manager hat, but we saw the humans, so it’s a very different type of manager, obviously, or you are going to be really an empowered product manager. You’re skipping the middleman. You’re skipping the traditional engineering organization because your engineering organization is AI running and doing the work for you. I still believe that it requires some serious skills. I don’t believe in the vibe coder type of value proposition. I don’t believe in the prompt engineer becoming suddenly super incredible, able to manage that. I still think it requires some serious chops to do the best from all of this and to do it in a safe and sane way. It’s very easy to have poor taste, make mistakes. I don’t know you, but keep reading these stories on the heads of companies who lost everything because of the AI agents. That deleted stuff in production, and they had no backups or the backups weren’t deleted as well. Crazy situation. You cannot run companies like this if you let your agents running wild. You could argue it’s the early days. I would argue it that that issues would be there for a while. You need to have some engineering discipline at core in the company running the business to make sure things don’t go sideways because it would be easy for things to go sideways.   Nuno Goncalves Pedro I totally agree. If you’re thinking, Oh, should my kid go into science and engineering and computer science, et cetera? Absolutely, still, because of everything that Bertrand just said. You need to understand actually what code does and what technology does and what all of that does. That’s still a skill of the future. It’s not a skill of the past. In some ways, it’s still a skill of the future very much. Maybe let’s try two more extremes. Around the same level, the person that decided to do an AI native company bootstrapped initially, having difficulty raising a mega round, but could probably get away with raising a 2-3 million seed round, et cetera. Is that still viable? The answer is yes. There’s tremendous capital efficiency right now happening in the market still, 10 plus higher than if you were doing a SaaS company, and you were a founder in 2019 or something like that. That capital efficiency is going to reverberate. You can run a tighter team, smaller team. Actually, you don’t need that many salaries. If you’re a decent engineer as a founder or if you understand enough as a product manager to just generate that code, you can do a lot of stuff yourself, can bring in maybe one or two technical elements to the team early on as you would have done if you were bootstrapped anyway. There’s obviously a path for that. The other extreme is you’re in big tech, you’re level five, individual contributor, making a ton of money, or you were a manager, and you’re now out of a job, where do you go? You can go to a big company that is non-tech, S&P 500 company that’s non-tech, something like that. You join the company, you’ll probably get paid pretty well, maybe not as high as you were paid in big tech. There’s some stock at the table, but guess what? You’ll have probably more work-life balance than you ever did. That’s the trade-off. You’ll have a better job. On the upside, you can transform the company. You can help and be part of transforming a company from non-AI to AI-first or AI-enabled in the future, whatever BS that will look like in terms of the argumentation to the board. You can actually create tremendous productivity enhancements in a big non-tech company if you come with that background. Again, you’ll have certainly a better work-life balance, so not a bad deal, to be honest.   Bertrand Schmitt Also, to be clear, I talk a lot about AI coding because it’s truly transformational. You could argue that it’s going to be self-improving. We are in the situation of a self-improving AI that keeps improving itself thanks to automated coding. It’s a dramatic, virtuous loop. Obviously, AI is also going to improve everything else. It’s going to improve your marketing, it’s going to improve your search process, it’s going to improve your DNA. Improvements will be everywhere. It’s just that right now we are at a point in the quote-unquote revolution where there is one clear piece of the puzzle that is moving faster than the rest.   Nuno Goncalves Pedro Bertrand, the senior executives at non-tech don’t know anything about that. It could be just a great prompt engineer. That’s the only job you do. “I’m the chief marketing officer. I have someone below me that’s doing the whole work.” Nobody knows. Nobody’s the wiser, I guess. I’m being facetious, but not fully.   Bertrand Schmitt Yeah. There would be a transition period where what you described happen. I want to say, going back to AI coding, I think that the part of AI that as of today has reached a stage of limited AGI. We have reached, from my perspective, a limited type of AGI for coding. If you take coding as a discipline today, I think we reach AGI. If you go beyond coding, that’s true. If we are talking about coding, leveraging the latest LLMs: OPUS 4.7, ChatGPT 5.5, combined with Claude Code, Codex, and OpenCode for harness, I think we’ve reached AGI in the context of coding. I’m not sure everyone fully realize that and the consequence of that. I think the rest is going to come as well. We are going to see that category by category, usually categories that are more scientific in nature, where you can replicate, where you can test easily, where you can create clear success. Metrics will be the “easiest” to follow in that direction of self-improvement. I just want to highlight that this part is truly transformational, the root cause of everything we’re talking about today. At the same time, it’s coming beyond coding.   Nuno Goncalves Pedro I think it is true. There are a couple of markets where that might not hold true, which is maybe the final path. If you’re thinking of starting your own business in plumbing and in HVAC maintenance and installation, this is a pretty good time for the reasons we already said before. There’s a lot of buildup of data centers and all that stuff, but also for other reasons, because it’s an activity that won’t be disrupted by AI yet. You need them embodied AI. You need physicality to AI to do stuff like actually fixing pipes.   Bertrand Schmitt Until Optimus replace you.   Nuno Goncalves Pedro Yeah, but if we’re 3, 4 years out in terms of a lot of these optimizations that we’re talking about at the software layer, we’re 10 years plus out on embodied AI, right?   Bertrand Schmitt Oh, yeah, it’s 10 years.   Nuno Goncalves Pedro We’ll probably be optimistic as we speak. That’s a nice business. I’m thinking of starting to go into that market. If you guys are interested in listening to this, just reach out to me. What’s the angle? I think there’s a lot of stuff you can do in the buildup of some of these businesses, plumbing, HVAC, all sorts of maintenance. There are markets that are just totally messed up. Handyman market in the US is totally messed up. There’s a bunch of companies out there that try to go after it with marketplaces and stuff. I honestly just start something from scratch, a small business, and go from there.   Bertrand Schmitt Yes. They’re an interesting middle. Think about accounting firms, consulting firms. I think they are not as easy to replace, but at the same time, there is no way on what they do is not going to be dramatically changed with AI. I don’t know if it’s 50, 80, 90% of the job, but this is changing quite dramatically, would be my expectation in the coming few years. Conclusion Thanks for listening episode 77 of Tech Deciphered about that great talent redistribution. As you heard it from us, we believe there is a dramatic change in play, enabled by AI coding, and that ultimately a lot of the big tech companies are changing their employee distribution, way more focused on the top talents and bringing more GPUs. As a result, we will see a change in their staffing. Some of this change will benefit AI-focused startups, but probably more likely will benefit the bigger SMBs, the S&P 500 companies of the world that will finally be able to bring inside and afford some of the talent that were in some ways trapped by the top 5, 10, 20 software companies of the world. Thank you, Nuno.   Nuno Goncalves Pedro Thank you, Bertrand

In this episode Ed interviews Dr. José González-Acuña, recent Ph.D. graduate at Iowa State University. They discuss José's Thesis work on frogeye leaf spot and efforts to expand the ever growing library of plant disease predictive models. Additional Resources https://www.nature.com/articles/s41598-026-46975-z#Sec14 https://journals.ashs.org/view/journals/horttech/27/5/article-p710.xml https://cropprotectionnetwork.org/news/new-crop-risk-tool-enhances-disease-management-decisions Time Stamps 00:00 Understanding Machine Learning Models 03:23 Choosing the Right Model for the Project 06:13 Metrics for Model Evaluation 08:48 Challenges in Data Collection and Standardization 11:38 Insights on Frog Eye Leaf Spot Modeling 13:44 Future Directions and Improvements 17:40 Understanding Weather Data's Role in Disease Modeling 19:42 Data Collection and Analysis for Disease Severity 21:29 Introduction to Decision Support Systems (DSS) 22:27 The Importance of Decision Support in Agriculture 24:09 Future of Predictive Modeling and Decision Support Systems 28:44 The Role of Farmers in Utilizing Predictive Models 32:14 Economic Benefits of Decision Support Systems 34:29 Elevator Pitch: Explaining Predictive Modeling to the Public 37:58 outro with logo.mp4 Zaworski, E. (Host) and González-Acuña, J. (Interviewee). S5:E8 (Podcast). Frog Eye-PM: Predictive Modeling Part 2. 5/20/2026. In I See Dead Plants. Crop Protection Network.   Transcript

Check out the fuel tracking app here! FuelFlowRunning metrics, wearables, and training data get a reality check this week as Zoë and Kylee Van Horn cut through the noise of HRV scores, readiness ratings, and AI coaches to name the five numbers that actually move the needle in 2026. The episode opens with a familiar character: the athlete double-fisting a Whoop and a Garmin who hasn't strung four consistent weeks of training together in six months. From there, the conversation breaks down what makes a metric genuinely useful, is it actionable, is the signal strong enough to act on, can you verify the underlying measurement, and does it tell you something your body isn't already saying? Then comes the countdown of the five that earn a spot on your watch: rate of perceived exertion (the master metric), consecutive weeks of consistent training, your 14-day sleep average, your long run as a percentage of your 30-day max, and carbohydrate intake per hour on long runs. Along the way: why one bad night of sleep won't break you, the 2025 research linking a single oversized long run to a 128% jump in injury risk, and why most runners fuel with far fewer carbs than they think they do. Evidence-based, occasionally unhinged, and a genuinely useful nudge to audit what you're actually tracking. Questions or hot takes? microcosmcoaching@gmail.com

One thing that I don't like about Claude is that you get into this weird mental state: oh, I think I trust the model. Let's do the slot machine. Hit click, which puts you in an inactive mode of thinking.  Maybe it's better to use a worse model….Vincent Warmerdam, senior data professional and prolific open-source maintainer (some packages with over a million downloads), now Engineer at marimo, joins Hugo to talk about how the Python notebook is evolving from a static scratchpad into a working agent harness, and what it takes to stay in the loop as a developer when agents are writing most of the code. This episode was originally a livestream Q&A with the Vanishing Gradients audience.We Discuss:* Shared Notebook Canvas: Notebooks act as a shared memory space where agents and humans co-exist, enabling real-time visual feedback by direct manipulation of global state and UI elements;* Speed-of-Thought Models: Faster, open-weight models like Kimi K2 enhance exploratory flow by keeping humans more alert to the code, unlike frontier models that can induce passive thinking;* Pi as a Harness: Vincent favors an agent harness where agents extend themselves rather than reach for MCP, and where hooks can rigidly constrain which files an agent is allowed to read or touch;* Why PRDs Don't Fit Notebooks: Notebook work is fundamentally exploratory, so the discipline that works for shipping web apps does not transfer cleanly; the one exception is reproducing a paper;* Interactive Code Review: Interactive UIs (e.g., dragging integers) transform code into a physical object, incentivizing developers to actively review and understand agent logic;* Modular “Lego” Components: Provide agents with high-level, well-tested components (”Lego” code) instead of raw boilerplate, creating systems that are easier to debug and modulate;* Algorithm-Driven Visualization: Let the algorithm dictate the visualization needed, rather than choosing visualizations first, revealing the most interesting structures within the data;* Don't Outsource the Thinking: Pen and paper architectural planning, walks away from the keyboard, and protecting calm remain the most effective ways to keep producing good ideas in the age of AI-generated software.* Agent Auto-Healing: A marimo-specific linter solved 60% of agent errors overnight by letting agents diagnose and fix their own “slop” without complex prompt engineering;* Incremental Generation: Avoid monolithic LLM outputs; generate code one to two cells at a time to prevent laziness and ensure human oversight and learning;Vincent closes on the idea that calm, not the latest frontier model, is the most underrated tool for building well, and that we should study LLM output the way chess players studied the engines that beat them.Vincent gives several live demos toward the end of the episode. He describes them well enough to follow on audio, but the visuals are worth seeing, so check out the YouTube version here.You can also find the full episode on Spotify, Apple Podcasts, and YouTube.You can also interact directly with the transcript here in NotebookLM: If you do so, let us know anything you find in the comments!

Christian Thordal: How "Fake Kanban" Fooled the Metrics, And What This Agile Coach Did to Fix It Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes.   "The team was like birds in a nest waiting to get fed — completely dependent on the PO for every piece of work." - Christian Thordal   Christian tells us about a team that always appeared busy but was hiding serious dysfunction behind a single healthy metric. When he rated the system across his domain, he found the team scored low in process maturity, effectiveness, and learning — yet their cycle time looked good. The team claimed to practice Kanban, but in reality it meant "we can do whatever we want." Daily standups had become social check-ins. The backlog held over 100 items to do and 50+ in progress, most of them just headlines with no descriptions. Real work assignments happened through 30-minute Slack huddles between the PO and individual developers — pure push, no prioritization. Despite having OKRs, the team could only plan a week ahead. Christian's fix was radical: he restarted the backlog entirely, cutting 150 items down to roughly 30, established WIP limits to create a pull-based system, and brought the team into the process as active participants rather than passive recipients.   In this segment, we refer to Kanban and OKRs.   Self-reflection Question: When was the last time you looked beyond a single "green" metric to understand what was really happening in your team's workflow? Featured Book of the Week: Turn the Ship Around by David Marquet Christian recommends Turn the Ship Around by David Marquet, a former U.S. Navy submarine commander who transformed his crew's performance by replacing permission-seeking with intent-based leadership. Instead of waiting for orders, crew members were expected to say "I intend to..." — transferring ownership and making people accountable for their decisions. Christian says this deeply resonated with his own military background in the Danish Army, where leadership operated on similar principles. The book's core message — stop creating dependency and start building leaders at every level — connects directly to the team story in this episode, where passive dependency on the PO was the root of the dysfunction. You can also listen to previous episodes with David Marquet and explore more on intent-based leadership.   [The Scrum Master Toolbox Podcast Recommends]

Gen Alpha has completely fragmented away from traditional TV, leaving advertisers scrambling to connect with kids and parents across YouTube, FAST channels, and gaming platforms.  This week, Mike sits down with Emma Witkowski, VP of Media Solutions at WildBrain, to unpack the massive market disconnect in children's media, the power of nostalgia in family co-viewing, and how upcoming privacy regulations like COPPA 2.0 are rewriting the rules of digital targeting. Key Highlights:

What's on your mind? Let CX Passport know...What does your team actually mean when they say "world class"? Melissa Bardsley has spent her career across banking, manufacturing, and SaaS ... and she keeps arriving at the same answer. Communication isn't a soft skill. It's the infrastructure.What you'll learn in this episode:Why transactional and SaaS support require completely different hiring profilesHow one interview question about a chicken coop reveals more than a resume ever willWhy leaders avoid difficult conversations ... and what it costs when they doHow average handle time can turn your support team into clock watchersWhy a fresh set of eyes on a broken process is one of the most underrated leadership toolsCHAPTERS00:00 Support across banking, manufacturing, and SaaS02:01 Transactional vs. complex support environments04:41 Hiring for curiosity and learning agility07:42 Rebuilding confidence after hiring mistakes09:02 Difficult conversations and why timeliness matters10:40 Defining "world class" so your whole team means the same thing12:59 Common language as the North Star for metrics and culture15:18 First Class Lounge19:32 Metrics as weapons vs. metrics as coaching tools22:54 Starting with data when you walk into a broken situation24:34 Low-hanging fruit and the power of a fresh set of eyes25:47 Navigating sacred processes that need to changeMelissa Bardsley on LinkedIn: https://www.linkedin.com/in/melissabardsleync/Listen: https://www.cxpassport.comWatch: https://www.youtube.com/@cxpassportNewsletter: https://cxpassport.kit.com/signupI'm Rick Denton and I believe the best meals are served outside and require a passport.Disclaimer: This podcast is for informational and entertainment purposes only. The views and opinions expressed are those of the hosts and guests and should not be taken as legal, financial, or professional advice. Always consult with a qualified attorney, financial advisor, or other professional regarding your specific situation. The opinions expressed by guests are solely theirs and do not necessarily represent the views or positions of the host(s).

Charles "Charlie" O'Shea breaks down earnings expectations for Target (TGT), saying the big box retailer is still putting pieces together in its recovery story. He argues the company's annual revenue remains strong at over $100 billion, adding that expanding its store base will offer more room for growth. George Tsilis offers an example options trade for Target ahead of earnings. ======== Schwab Network ========Empowering every investor and trader, every market day.Options involve risks and are not suitable for all investors. Before trading, read the Options Disclosure Document. http://bit.ly/2v9tH6DSubscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/About Schwab Network - https://schwabnetwork.com/about

All links here: https://hunterwilliamshealth.com/links00:00 — Intro and why I'm doing these masterclasses02:42 — What we're covering and the regulatory timeline04:04 — The two users: weight loss vs longevity05:30 — What Retatrutide actually does (the three receptors)06:50 — Why the glucagon receptor makes Retatrutide different07:54 — Weight loss trial data (1mg to 12mg)10:50 — The longevity data: liver fat, ApoB, blood pressure13:14 — Who the lean biohacker user is13:50 — The titration playbook15:32 — Once weekly vs split dosing19:50 — Morning vs night injections21:02 — How far to push the dose (why 8mg is the ceiling)22:50 — How long to stay on and the regain problem25:44 — Longevity maintenance protocol26:34 — Lean user protocol27:24 — Protein and training are non-negotiable29:06 — Side effects and how to manage them30:20 — The heart rate question and why I use taurine32:00 — The weird skin sensitivity issue33:48 — Pairing Retatrutide with testosterone35:56 — Drug interactions (blood pressure, thyroid, insulin)37:02 — Metrics that matter38:42 — How to cycle off correctly39:54 — The most common mistakes40:42 — How to start, what to do if you plateau43:04 — Should you switch from Tirzepatide?45:28 — Combining Retatrutide with other peptides46:50 — The Ten Commandments of Retatrutide use47:50 — The bottom lineToday's episode is the first in a new format I'm rolling out. I'm working on a book where I cover one peptide at a time, one chapter at a time. Alongside that, I wanted to do a masterclass on each peptide and condense down everything I know into one place. First up is Retatrutide.I cover what it actually does in your body, the two very different users that should be on it, and the dosing strategies that get debated to death online. We go through the weight loss data, the longevity data, and why I think 8 milligrams is the real ceiling for most people. I also break down once weekly versus split dosing, the heart rate question, the skin sensitivity issue, and why testosterone optimization has to come first.If you want a definitive guide on Retatrutide, this is it. My goal is that you walk away with a framework you can actually use, whether it's on yourself, your coaching clients, or your patients.Let me know what you think. I plan on doing many more of these on every peptide that matters.⚠️ For research and entertainment purposes only. ⚠️

Want to know if you are actually winning your high-conflict case? In this video, Rebecca reveals the only three measurable metrics that consistently predict case outcomes: consistency index, response latency, and record depth. Learn how judges, mediators, and attorneys evaluate credibility, strategy, and organization so you can build real leverage in your divorce, custody, or litigation matter.

Want to learn more about Remote Therapeutic Monitoring in neuro? In this episode, host Erin Gallardo, PT, DPT, NCS speaks with physical therapist and former clinic owner turned digital health leader Sarah Anestam, PT, MSPT and practice owner Katie Wadland, PT, DPT, GCS about how the OneStep app and remote therapeutic monitoring (RTM) are transforming outpatient and home-based rehab. Sarah explains how OneStep uses smartphone sensors to turn everyday walking into objective gait and fall risk data, giving clinicians "gait lab in a pocket" insight into how patients move in real-world environments without extra hardware. Katie shares how her practice, Healthy Aging Physical Therapy, an outpatient-at-home practice has integrated OneStep to better serve older adults and people with neurologic conditions like Parkinson's disease, using the platform to track progress between visits, support home programs, and even synthesize large datasets for documentation and clinical decision-making. In the episode we'll break down the challenges and opportunities with different RTM systems, discuss the evolving RTM billing rules, give practical workflow tips, and demonstrate how RTM has created a meaningful new revenue stream while enhancing patient engagement, long-term monitoring, and community-based wellness initiatives such as fall prevention events. If you've wondered if RTM would work for your neuro clients and be worth your while, this is the episode for you! Healthy Aging is on FB, IG and Youtube @HealthyAgingPT HealthyAgingPT.com https://www.linkedin.com/in/sarah-anestam/ OneStep www.onestep.co

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What keeps you podcasting in the margins of your days? For Dave Campbell, the answer to this question is, "having nine regular shows, including one that puts out daily episodes."  As a podcaster, you probably have other responsibilities—a full-time job, kids, the continuous task list of being an adult. But when building connection or, as Dave says, "collecting people" is your calling, your podcast is an uplifting and resonant platform for exploring your interests, learning from brilliant and engaging guests, and fine-tuning skills that will serve you on and off the mic. Dave has published more than 2000 episodes across his shows, and he's become something of an expert at squeezing podcasting into the margins. He self-identifies as "curious and improperly supervised," and the results are inspiring: he's building a community of interesting and interested people everywhere he goes. In their conversation, Dave and Mary talk about the experiences and impacts that come with passionate podcasting. Whether you're brand new to hosting or decades in, this consummate storyteller and enthusiastic host will remind you why you launched your show in the first place. Reignite or reaffirm your enthusiasm for podcasting: The many ways to build community when the industry feels lonely; Why getting feedback is paramount to your show's success; Why you should hit record even when your motivating flags; What experimentation can teach you about your audience. Links worth mentioning from the episode: Listen to Mary's interview on Dave's show, The How to Podcast Series: https://open.spotify.com/episode/1HF819gdIDf7zl9xtelZuC Episode 69, Intangible Values of a Podcast: What it Means for Stats, Metrics, and Monetization: https://www.organizedsound.ca/intangible-values-of-a-podcast-what-it-means-for-stats-metrics-and-monetization-episode-69/ Engage with Dave Campbell: Listen to Dave's shows: https://truemediasolutions.ca/our-podcasts Follow Dave on LinkedIn: https://www.linkedin.com/in/dave-campbell-podcaster/ Get The Canadian Podcaster Magazine: https://truemediasolutions.ca/canadian-podcaster Connect with Mary! Leave a voice note with your feedback at https://www.speakpipe.com/VisibleVoice or email visiblevoicepodcast@gmail.com Get the full transcript of the episode at http://www.visiblevoicepodcast.com Read up on more secrets with the Visible Voice Insights Newsletter https://www.organizedsound.ca/newsletter To learn more or work with Mary, check out https://www.organizedsound.ca Link up on LinkedIn https://www.linkedin.com/in/marychan-organizedsound/ Engage on Instagram @OrganizedSoundProductions https://www.instagram.com/organizedsoundproductions Show Credits: Podcast audio design, engineering, and editing by Mary Chan of Organized Sound Productions Show notes written by Shannon Kirk of Right Words Studio Post-production support by Kristalee Forre of Forre You VA Podcast cover art by Emily Johnston of Artio Design Co.      

In this inspiring interview, Tyler Brickley, founder of the Kindness Mob, shares with us his initiative to harness the mob mentality for good by promoting kindness online. Discover the origins, impact, and future plans of this powerful movement that aims to transform negativity into positivity and create ripple effects of kindness across social media. The idea is "Kindness for everyone always" and we all could give and receive a little more kindness these days. Follow The kindness mob on TikTok and leave anonymous kind commentsThe Kindness Mob Official Website - https://thekindnessmob.orgTikTok: https://www.tiktok.com/@thekindnessmobChapters00:00 The Birth of the Kindness Mob02:26 The Ripple Effect of Kindness06:00 Challenging Personal Kindness10:18 Understanding Mob Mentality11:50 The Power of Positive Comments16:54 The Impact of Cyberbullying17:51 Encouraging Kindness Initiatives19:09 Navigating Ego and Burnout25:08 The Role of Teamwork in Kindness28:11 Personal Growth Through Kindness30:02 Reframing Conflict and Communication35:50 Metrics of Success in Kindness39:59 Future Aspirations for Kindness Mob44:31 How to Join the Kindness Movement49:59 Connecting with the Kindness MobQuestions, Comments or Concerns: Evelyn Marley: Instagram: ⁠@evelynmarley⁠ Website: ⁠www.evelynmarleycoaching.com⁠If you enjoyed this episode, leave a quick ⭐️⭐️⭐️⭐️⭐️ rating or review—it really helps others find the show. And if someone you know is navigating difficult conversations please send it their way.Resources:Gottman's Relationship Blog - https://gottman.comEnergy Bus Book by Jon Gordon - https://www.amazon.com/Energy-Bus-Guide-Positive-Change/dp/0470133604Kindness Mob, positivity, social media, mob mentality, online kindness, ripple effect, mental health, cyberbullying, community impact, social change, Tyler Brickley

When podcasting starts feeling more like a race than a community, you know something's shifting. In today's episode, our cast and crew ask: Is podcasting culture getting better or worse? They get honest about what's improving and what's turned into noise. The pressure to turn every show into a business won't let up. Growth-hack advice keeps promising that the next strategy will fix everything, but then you realize maybe the real problem is the content itself. The conversation gets messy with RSS purists versus video-first creators, indie podcasters competing with funded networks, that strange feeling of watching the definition of "podcast" shift while you're still figuring out how to make one. There's frustration here, but also care for the people who keep showing up to make something real.Episode Highlights:[01:53] Spotlight Series Intro[06:29] Is Podcast Culture Changing[08:12] The Growing Success Gap[12:05] AI Redefines Podcasting[21:10] Podcast vs Creator Debate[23:55] RSS Control and Censorship[27:51] Metrics and Monetization Fight[32:29] Audio Wins vs Video[33:35] Future of Video Podcasting[35:37] Is Podcasting Still Healthy[36:43] Advice Space Too Noisy[38:44] Honest Feedback Matters[41:09] Instant Gratification Trap[43:38] Wins From the Week[51:28] Rapid Fire Wins[54:12] Sponsor Update and WrapLinks & Resources:Frank Bravo's show website:yourtechmakeover.com PodGlue beta launch:podglue.com/betaFeature Your Podcast on the Podcasting Morning Show:https://PodcastingMorningShow.com/spotlightThe Podcasting Morning Show:⁠⁠www.podcastingmorningshow.com⁠⁠Ways to Watch or Listen:⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠https://www.podcastingmorningshow.com/joinus/Meet the PMS Cast and Crew:⁠⁠https://podcastingmorningshow.com/people⁠⁠Join The Empowered Podcasting Facebook Group:⁠⁠www.facebook.com/groups/empoweredpodcasting⁠⁠⁠Book A Free Call With Marc:https://calendly.com/ironickmedia/freestrategycallApplication To Submit Your Show For Evaluation:⁠⁠⁠⁠⁠https://podcastingmorningshow.com/eval⁠⁠Join us every other Monday at 8 AM ET for the Obsession Worthy Podcasts:⁠⁠⁠http://podcastingmorningshow.com/owp/⁠⁠Join us LIVE every weekday morning at 8 am ET (US) on ⁠Clubhouse⁠: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://podcastingmorningshow.com/clubhouse⁠⁠EPC3 Speaker Application:⁠⁠ ⁠https://empoweredpodcasting.com/speakersPowered by⁠⁠⁠ ⁠iRonickMedia.com⁠⁠⁠⁠ and⁠ ⁠ContentCreatorsAccountant.com⁠⁠Send in your mailbag questions:⁠⁠⁠⁠ https://www.podcastingmorningshow.com/contact/⁠⁠⁠⁠ or ⁠marc@ironickmedia.com⁠Want to be a guest on The Podcasting Morning Show? Send me a message on PodMatch, here:https://podmatch.com/hostdetailpreview/1729879899384520035bad21b

In this episode of the Healthy Wealthy & Smart Podcast, Dr. Karen Litzy, PT, DPT welcomes Dr. Lance Knaub. They explore the journey from humble beginnings in physical therapy to building a thriving, self-managing practice. The discussion covers strategic partnerships, mindset shifts, and the creation of generational wealth, providing a comprehensive look at how practice owners can scale, create balance, and align their business with personal life goals.   Key Topics The origin story of Breakthrough Physical Therapy and lessons in entrepreneurial resilience How to recognize and navigate burnout, with practical steps to prevent it The 4% Breakthrough framework: introspection, fundamentals, lifestyle, and growth strategies The path from owner-operator to self-managing business, including partnership models and leadership development The importance of mentorship, personal development, and strategic planning for sustainable success Building a business that aligns with your life goals rather than just scaling for scale's sake Practical advice on creating your life design and maintaining it amid challenges The role of private equity and partnerships in business growth and wealth creation   Timestamps 00:00 - Introduction to Dr. Lance Knaub and his background 01:22 - Building Breakthrough PT from the ground up: early stages and lessons 03:29 - Overcoming burnout: a personal story of health and recovery 05:39 - Practical steps physical therapists can take now to handle stress 08:16 - Breakdown of The 4% Breakthrough framework: steps and timelines 09:35 - Fundamentals of building a resilient business like a pro athlete 12:16 - Strategies for breaking through plateaus and personal development 17:26 - What does a self-managing practice really look like? Pathways to independence 20:25 - Metrics and signs that your business is truly moving toward self-management 22:16 - How to approach partnerships and private equity as growth tools 23:45 - Aligning team goals with business vision for retention and growth 28:49 - Designing and holding onto the life you love amidst business success 30:36 - The importance of regular strategic review and adjusting your plan 33:16 - Practical insights into effective goal setting and weekly planning 37:01 - Why living more, not just working less, is the essence of a self-managing business 38:04 - Advice to your 20-year-old self for accelerating growth and enjoyment 39:02 - Connecting with Dr. Lance Knaub and available resources for entrepreneurs   Resources & Links The 4% Breakthrough by Dr. Lance Knaub Michael Gerber's E-Myth Ben Hardy's Science of Scaling   Connect with Dr. Lance Knaub LinkedIn Website TikTok Free Gift from Dr. Knaub     More About Dr. Knaub: Dr. Lance Knaub, keynote speaker and best-selling author of The 4% Break-Thru and The Drive to Success Vol 2, is the founder of Denali Consulting. He helps entrepreneurs scale their businesses, avoid burnout, and build self-managing companies that become valuable assets—so they can live a life they truly love.  He and his wife founded Breakthru Physical Therapy & Fitness and developed a fearless leadership team who took over operating the company in 2018. Jane Sponsorship Information: Book a one-on-one demo here Mention the code LITZY1MO for a free month   Follow Dr. Karen Litzy on Social Media: Karen's Instagram Karen's LinkedIn   Subscribe to Healthy, Wealthy & Smart: YouTube Website Apple Podcast Spotify SoundCloud Stitcher iHeart Radio

Guest: Arvin Bansal, CISO, C&S Wholesale Grocers Topics: Most people do not associate grocery wholesale and retail with cutting edge technology and threat models. Can you produce the receipts for why this isn't a story of dry goods but rather a very meaty topic with beefy adversaries?  How are you as the CISO enabling C&S's journey into AI and LLM driven work? Securing AI is a bit harder than securing classic analytics tools, right? In addition to securely rolling out AI, how is your defense team using AI to secure C&S? Are you into the era of agentic triage and response?  What metrics for AI is your D&R lead surfacing up to you? You have AI in the business process that - if failed - will leave people hungry. How do you approach AI resilience?  How do you approach resilience in general? Is cloud part of your resilience strategy? You worked at Citigroup for a long time. What's it like having grocery margin budgets for security instead? How does your thinking change? Does this shift your build/buy/outsource for security?  If your IoT stack falls over, you've got literal ice cream melting in a warehouse. How do you balance your investments in cyber risk with physical operational risk? Should I be scared of forklifts? Resources: EP275 Google Cloud Next 2026: The AI Earthquake, "SOC-home" Syndrome, and the Ragged Edge of Reality EP247 The Evolving CISO: From Security Cop to Cloud & AI Champion EP208 The Modern CISO: Balancing Risk, Innovation, and Business Strategy (And Where is Cloud?) EP212 Securing the Cloud at Scale: Modern Bank CISO on Metrics, Challenges, and SecOps

In this episode, Dr. Shari Simpson speaks with Madeline Kipperman, Human Resource Leader at Gorilla Glue, about the importance of leading with humanity in the workplace. They discuss how compassion and transparency can enhance leadership effectiveness, especially in high-pressure environments. Listeners will learn practical strategies for fostering trust and psychological safety among team members. • Understand the role of metrics in fostering conversations rather than just evaluating performance. • Recognize the importance of having difficult conversations with clarity and compassion. • Learn how to model humane leadership behaviors on the production floor. • Discover actionable steps to build trust when it is low among team members. • Identify the key elements that the next generation of employees seek in leadership. Timestamps: 00:00 -- Introduction to the episode and guest 00:52 -- The importance of leading with humanity 01:54 -- Metrics: helpful or harmful in leadership? 03:14 -- Example of leading with humanity vs. without 08:08 -- Coaching managers for difficult conversations 10:01 -- Leadership in high-pressure environments 12:09 -- Building trust and psychological safety 15:09 -- Transparency in communication with employees 18:02 -- What the next generation wants from leaders 19:17 -- Actionable steps for humane leadership Guest(s): Madeline Kipperman is a Human Resource Leader at Gorilla Glue. She specializes in HR strategy, workforce development, and leadership, bringing a frontline perspective to her role. Madeline has a strong commitment to fostering human potential in the workplace. Keywords: human leadership, workplace compassion, HR strategies, building trust, difficult conversations, employee engagement, metrics in HR, psychological safety, next generation workforce, leadership transparency

Send us Fan MailIs your NICU considering the shift to 24 hour in house attending coverage? In this episode of Journal Club, we explore a provocative brief communication from the Journal of Perinatology. Ben and Daphna discuss the impact of moving from home call to on site presence at UC Davis. While the change was intended to improve patient care, the data reveals a surprising 15 percent decrease in work RVUs. We examine how proactive weaning and bedside presence might actually lower billing levels under current CPT codes. Are we being penalized for doing the right thing for our patients?----From on-call to on-site: the impact of 24-hour in-house neonatology on billing patterns and physician productivity. Donohue L, Lakshminrusimha S.J Perinatol. 2026 Feb;46(2):289-292. doi: 10.1038/s41372-025-02530-8. Epub 2026 Jan 5.PMID: 41490931 Free PMC article. No abstract available.Support the showAs always, feel free to send us questions, comments, or suggestions to our email: nicupodcast@gmail.com. You can also contact the show through Instagram or Twitter, @nicupodcast. Or contact Ben and Daphna directly via their Twitter profiles: @drnicu and @doctordaphnamd. The papers discussed in today's episode are listed and timestamped on the webpage linked below.Enjoy!

The scale can jump 2 to 5 pounds overnight yet you're still losing fat. How is that possible?Scale weight is one of the noisiest signals, and if you're over 40, strength training, or dealing with hormonal fluctuations, it can push you into the exact wrong decisions: eating less when you shouldn't, adding cardio when recovery is already limited, or assuming you're failing when you're actually improving body composition.We walk through 3 metrics that tell a more accurate story about fat loss progress and long-term sustainability, especially for lifters over 40 running a fat loss phase before summer.This episode covers daily weight fluctuations from water, glycogen, sodium, and hormonal cycles, study findings on body composition during the menopause transition, the rate-of-loss range that separates fat loss from muscle loss, the link between waist circumference and cardiovascular risk, and a 4-marker biofeedback approach for spotting an unsustainable deficit regardless of what the scale weight says.This episode is for adults over 40, women in perimenopause and postmenopause, and anyone running a strength training and nutrition plan before summer.Cozy Earth - Bamboo pajamas, the Classic Cuddle Blanket, and other temperature-regulating products for better sleep and recovery. Use code WITSANDWEIGHTS for 20% off.Try Fitness Lab, the AI coaching app that tracks your nutrition, training, and biofeedback and tells you what to do next so you can build muscle and lose fat without spreadsheets or guesswork.Timestamps:0:00 - Scale weight and the fat loss problem 3:30 - Daily fluctuations from water, glycogen, sodium 5:00 - Perimenopause and menstrual cycle changes 5:45 - Body composition during menopause 7:30 - Weight trend velocity (MacroFactor) 10:30 - Rate of loss and muscle preservation 12:00 - The #1 foundation of recovery 14:17 - Waist circumference 14:39 - Cohort data on cardiovascular risk 16:30 - Waist thresholds for men and women 17:30 - Visceral fat shifts in perimenopause (menopause belly) 19:30 - The 4-signal biofeedback composite score 26:17 - Bonus: red flag threshold for an aggressive cut

In this episode of Breaking Down Barriers, host David Ponraj sits down with Erik Reader of Reader Area Development to celebrate National Small Business Week, Economic Development Week, and the 100th anniversary of the International Economic Development Council (IEDC).Erik brings 15+ years of on-the-ground experience in community and economic development— from running a chamber/tourism hybrid organization and leading the Illinois Main Street statewide network, to working with CDFIs and SBA CDCs. He joins David to talk candidly about the state of small towns across America, what it really takes to bring a Main Street back to life, and why the human side of entrepreneurship matters more than any metric.In this episode, you'll hear:Why remote work and post-COVID migration are reshaping small towns and creating new opportunities for communities under 50,000Whether brick-and-mortar businesses on Main Street can still thrive (spoiler: never say never)Erik's AREA framework—Assistance, Retention, Expansion, and Attraction—and why attraction should always come lastDavid's addition to the model: Succession and why protecting existing businesses is more valuable than funding new onesWhat Entrepreneurship Through Acquisition (ETA) is and why it may be the safest path into business ownershipReal-world examples from Havana, Illinois and Geneva, Illinois on what deep community engagement can unlockWhy the best downtowns lean into their quirks instead of copying what worked somewhere elseThe art of community storytelling—from placards and visitor guides to AR/VR preservation (like Dunedin's Kellogg Mansion)Connect with Erik Reader:LinkedIn: Erik ReaderWeb: readerareadevelopment.com

MOPs & MOEs is proudly sponsored by Teamworks — the performance operations platform trusted by elite military units and professional sports organizations worldwide. Teamworks brings your scheduling, communications, athlete monitoring, and readiness data into one unified system — so your leaders stay informed, your people stay connected, and your unit stays ready. No more scattered spreadsheets or missed messages. Just one platform built for organizations where performance is the mission. Learn more at ⁠https://teamworks.com/⁠We are also supported by TrainHeroic — the coaching and programming platform built for strength and conditioning coaches who train serious athletes. Whether you're programming for a military unit, a tactical team, or individual athletes, TrainHeroic gives you the tools to build and deliver professional training programs, track athlete progress, and communicate directly with your people — all through one app. Your athletes get world-class programming on their phone; you get the visibility to actually coach them. Start your free trial at ⁠https://account.trainheroic.com/create-account⁠MOPs & MOEs delivers our training through ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TrainHeroic and you can ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠get your first 7 days of training with us FREE by clicking here.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠To continue the conversation, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠join our Discord!⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ We have experts standing by to answer your questions.Cognitive Performance vs. Mental Skills Training — Are We Getting It Wrong?This week Alex and Drew sit down with Kat, a cognitive performance specialist, to ask a question that sounds simple but isn't: are we actually training cognition — or just calling things cognitive training?The answer, it turns out, is mostly the latter. We're buying expensive tech, running chess drills, and staring at doorknobs. And almost none of it transfers to performance when it actually counts.This one gets into near vs. far transfer, why brain training apps don't work the way we think they do, what orbital warfare has to do with any of this, and why expertise might be the best fatigue management tool we have.If you work in human performance, coach athletes, or just want to understand why the thing you're doing might not be doing what you think it's doing — this episode is for you.Mentioned in this episode:Chase & Simon (1973) — the foundational chess study on expert vs. novice memoryNASA Task Load Index (TLX) — search it, bookmark it, the website is genuinely excellentThe Tyranny of Metrics by Jerry Mueller — referenced again, still relevant, still not on the podcastThink and Fight Drills / Maneuver Chess — US Naval Institute Press, Marine Corps Times, War on the RocksCognitive Performance Training Level One — listed as a resource on the H2F mental domain page, worth reading criticallyNeuroTracker — they're welcome to come on and make their caseReady to train with a program that actually makes sense?The Mops and Moes bundle on Train Heroic — built around real principles, not gimmicks. Get access here!Views expressed are those of the speakers and do not represent any official organization.

It's YOUR time to #EdUp with Dr. Chris Vitelli, President, Merced CollegeIn this episode, President Series #472, powered by ⁠⁠⁠Ellucian⁠⁠⁠, sponsored by EdUp Leadership, the ​HigherEd PodCon​ II happening July 16 & 17, & the 2026 AcOps Conference July 29-31 by CoursedogYOUR cohost is Christi Segal, Vice President Managed Services & Executive Business Engagement, EllucianYOUR host is Dr. Joe SallustioHow does a Hispanic serving institution in the gateway to Yosemite serve 21,000+ students while striving to be the most innovative community college in the country?Why did studying the neuroscience of happiness lead to adding wellbeing to core values when what you want for your kid is simply to be happy?What makes the metrics match the energy when less bureaucracy & testing limits transforms a community college into the Disney World of community colleges?Listen in to #EdUpThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠ ⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠ Dr. Joe Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at The EdUp ExperienceWe make education YOUR business!P.S. Want to access to EdUp Leadership, the only intelligence platform built exclusively from presidential conversations in higher ed?

Ryan Schlipp is fired up — and he's got the math to back it up.

Work with me (done-for-you growth): ⁠⁠⁠⁠⁠⁠⁠⁠⁠Apply to the Grow The Show Accelerator⁠⁠⁠⁠⁠⁠⁠⁠⁠ Are you looking at the right metrics? Downloads, completion rate — these tell you almost nothing. But there are four numbers in your YouTube Studio that tell you exactly why your show isn't growing. This episode breaks down what these four metrics mean for your podcast and how to fix each one. You'll learn how episode topics impact reach, what you need to do in the first five minutes to keep people watching, and why chasing views is actually holding your show back. Topics Discussed: Introduction (00:00) Inputs vs. outputs: the data that matters (01:34) Metric #1 (03:44) Metric #2 (06:41) Metric #3 (09:42) Metric #4 (13:28) How to diagnose your show (15:54) MORE FROM KEVIN: Take the FREE 12 Days of Podcast Growth Email Course to get 12 days of podcast growth lessons in your inbox! Watch the FREE Grow The Show Masterclass to learn Kevin's four steps to growing a thriving podcast business! Connect with Kevin on Instagram or LinkedIn Subscribe to Grow The Show on Youtube This episode was produced by Podcast Boutique ⁠⁠https://www.podcastboutique.com

Ryan Schlipp is fired up — and he's got the math to back it up.

Today's guests are Jeanne Johnson, MHA/INF, BSN, RN, CCDS, system director of DCI and coding at Premier Health, and Kerri Swart, MBA, BSN, RN, director of CDI, interim associate director of utilization management, at SUNY Upstate University Health. Our intro and outro music for the ACDIS Podcast is “medianoche” by Dee Yan-Kay and our ad music is “Take Me Higher” by Jahzzar, both obtained from the Free Music Archive. Have questions about today's show or ideas for a future episode? Contact the ACDIS team at info@acdis.org. Want to submit a question for a future "listener questions" episode? Fill out this brief form!  CEU info: Each ACDIS Podcast episode offers 0.5 ACDIS CEU which can be used toward recertifying your CCDS or CCDS-O credential for those who listen to the show in the first four days from the time of publication. To receive your 0.5 CEU, go to the show page on acdis.org, by clicking on the “ACDIS Podcast” link located under the “Free Resources” tab. To take the evaluation, click the most recent episode from the list on the podcast homepage, view the podcast recording at the bottom of that show page, and click the live link at the very end after the music has ended. Your certificate will be automatically emailed to you upon submitting the brief evaluation. (Note: If you are listening via a podcast app, click this link to go directly to the show page on acdis.org: LINK) Note: To ensure your certificate reaches you and does not get trapped in your organization's spam filters, please use a personal email address when completing the CEU evaluation form. The cut-off for today's episode CEU is Sunday, May 10, at 11:00 p.m. Eastern. After that point, the CEU period will close, and you will not be eligible for the 0.5 CEU for this week's episode. Today's sponsor: Today's show is brought to you by SmarterDx. Learn more at smarterdx.com. ACDIS update: Read the draft ACDIS/AHIMA Guidelines for Achieving a Compliant Query Practice and submit your comments using the link on that page by June 12! (https://bit.ly/4en4de4) ACDIS members can register for the May 21 Quarterly Member Call now! (https://bit.ly/42csuw3) Apply to serve on an ACDIS committee by May 31! (https://bit.ly/4uhBUSP) Read all the information and submit your speaker application for the 2027 ACDIS conference, ACDIS Symposium: Outpatient CDI, or Physician Advisor Forum by August 3! (https://bit.ly/4cTyiiU)

Today's show is sponsored by The Cost Segregation Guys. If you own investment real estate and haven't looked seriously at cost segregation, you could be leaving significant tax savings on the table. The Cost Segregation Guys help investors accelerate depreciation, improve near-term cash flow, and make more efficient use of capital, all without changing the underlying asset. In a business where preserving cash matters, that's worth paying attention to. If you're interested in learning more, click on the link in the show notes and you'll be able to connect with them directly, and qualify for a discount because you came from the show.  https://costsegregationguys.com/estateespressopodcast/------------We're talking about proposed changes to how inflation is calculated, and what that could mean under a new Fed Chairman, Kevin Warsh.Now, before we get into the implications, let's start with a simple premise. If you change how you measure something… you change the outcome. And if you change the outcome… you change the decisions that follow. That's exactly what's at stake here.The Fed pays attention to the Core Personal Consumptions Expenditures index (Core PCE). But both of these measures have… let's call them limitations.They rely heavily on statistical adjustments. Hedonic adjustments. Substitution effects. Owner's equivalent rent.These are not trivial details. These are structural assumptions baked into the data.For example, if steak becomes too expensive and consumers switch to chicken, the index assumes that substitution and dampens the measured inflation.But here's the problem. From a lived experience standpoint, people don't feel like inflation has gone down. They feel like their standard of living has declined.That disconnect between reported inflation and experienced inflation is one of the biggest credibility challenges facing central banks today.And that's where someone like Kevin Warsh could represent a shift. If a Warsh-led Fed were to move toward a more “common sense” measure of inflation—less adjusted, less modeled, more observable—you could end up with systematically higher reported inflation.------------**Real Estate Espresso Podcast:** Spotify: [The Real Estate Espresso Podcast](https://open.spotify.com/show/3GvtwRmTq4r3es8cbw8jW0?si=c75ea506a6694ef1)   iTunes: [The Real Estate Espresso Podcast](https://podcasts.apple.com/ca/podcast/the-real-estate-espresso-podcast/id1340482613)   Website: [www.victorjm.com](http://www.victorjm.com)   LinkedIn: [Victor Menasce](http://www.linkedin.com/in/vmenasce)   YouTube: [The Real Estate Espresso Podcast](http://www.youtube.com/@victorjmenasce6734)   Facebook: [www.facebook.com/realestateespresso](http://www.facebook.com/realestateespresso)   Email: [podcast@victorjm.com](mailto:podcast@victorjm.com)  **Y Street Capital:** Website: [www.ystreetcapital.com](http://www.ystreetcapital.com)   Facebook: [www.facebook.com/YStreetCapital](https://www.facebook.com/YStreetCapital)   Instagram: [@ystreetcapital](http://www.instagram.com/ystreetcapital)  

Jessica Zwaan, VP People Strategy & Operations at Leapsome and author of Built For People, joined us for another MPL Build AMA. This time we talked about how to redesign your People team if you're running your team like a product team, why metrics like internal promotion retention matter more than traditional HR KPIs, and more.----  Sponsor Links:

Most investors blame the market. Very few examine their management. Vacancy, delinquency, and maintenance creep rarely start with the economy. They start with weak systems, poor tracking, and inconsistent execution. In this episode, Brian talks with Donny Nguyen, real estate investor, business strategist, and founder of VanderWinn Property Management. Donny brings a background in corporate strategy, supply chain, finance, and systems design into the world of rental property management. If you want your rentals to function like real assets instead of side hustles, this episode is for you. In This Episode, You'll Learn: Why most property management problems are system failures The three operational workstreams every management company must build How to structure tenant communication to reduce friction and conflict Why clean inputs matter more than fancy software How Donny uses dashboards to track maintenance in real time The operational difference between "not started," "in process," and "complete" Why bookkeeping is one of the most overlooked drivers of investment performance How AI is being used to improve intake, ticket routing, and operational efficiency Why simple tech stacks outperform bloated ones The risk of building your business around software instead of building software around your business The Systems Framework Donny Uses Donny structures property management around three core workstreams: Operations (Maintenance & Repairs) From intake to ticket resolution to billing. Tenant Acquisition & Experience From listing to lease signing to turnover. Owner Acquisition & Reporting Sales, bookkeeping, and clean financial statements. Instead of adding endless tools, Donny focuses on clean process design first. Software is layered in only after the workflow is clearly defined. Tech Stack Mentioned DoorLoop (Property Management Software) Trello (Maintenance workflow tracking) QuickBooks (Owner bookkeeping) Excel + ChatGPT (Data analysis and modeling) Donny emphasizes a key principle: Software should accelerate a clean system. It should not replace thinking. Why RPOA Involvement Matters Donny also serves on the RPOA conference committee. He shares how volunteering and collaborating with other investors helped sharpen his own investing skills. If you want to grow as an investor, surround yourself with other operators. Connect with Donny Nguyen Socials: @AdvisorDonny Email: donny@vanderwinn.com Website: vanderwinn.com Today's episode is brought to you by Green Property Management, managing everything from single family homes to apartment complexes in the West Michigan area. https://www.livegreenlocal.com And RCB & Associates, helping Michigan-based real estate investors and small business owners navigate the complex world of health insurance and Medicare benefits. https://www.rcbassociatesllc.com

Watch the YouTube version of this episode HEREThis Morning Meeting episode uses Tyson's fitness journey and a “slightly high” BMI score as a metaphor for how easily law firm owners can obsess over the wrong numbers and miss the ones that actually drive freedom and profitability. Tyson walks through the gap between vanity metrics and meaningful metrics, from BMI vs body fat to revenue vs profit, and shows why some of the most celebrated law firm numbers actually tell you almost nothing about the health of your practice.You'll hear how his firm used one primary metric, average fee, to dramatically increase case value over 15 years, and why lead volume, signed cases, and employee headcount often create the illusion of progress while hiding serious problems underneath. Tyson then reframes success around better questions: What if “growth” meant less chaos, fewer fires, and fewer hours at the office, while the right numbers still go up? He shares practical metrics to consider, like profit per case or team, qualified leads, and owner work hours per week, and challenges you to build a simple scoreboard that fits your firm instead of copying someone else's dashboard.If you've ever felt proud of your top-line revenue but unsure whether your firm is actually working for your life, this episode will help you sort the numbers that really matter from the ones that just look good on paper.Highlights00:00 – Tyson shares his “cutting phase” story and how a “slightly high” BMI score sparked this conversation about tracking the right numbers in your firm.01:45 – BMI vs body fat: why one metric labels him “overweight” while another shows he's in great shape, and how that mirrors misleading metrics in law firms.02:20 – Revenue vs profit: why a firm making one million in revenue might still be in trouble, and why profit tells a much clearer story03:30 – “Not everything that is measured matters…” Tyson unpacks the famous quote and applies it to the mountains of data most firms track but never use.04:10 – Average fee as the “main number”: how tracking this one metric took his firm from $7,400 to about $25,000 per case over 15 years.07:10 – The illusion of progress: Tyson explains how revenue, lead volume, signed cases, and employee headcount can become pure vanity metrics.08:55 – Redefining growth as less chaos: exploring hours worked per week as a more honest signal of whether your firm is truly serving your life.09:35 – The MaxLawCon Jason Selk challenge: rethinking success as leaving later, arriving earlier, and rejecting “first in, last out” as your main value metric.11:15 – Metrics that actually matter: profit per case, profit per team, qualified leads, and ideal-client cases as better levers for high-performing firms.12:25 – Keeping the main thing the main thing: why every firm needs one core number to focus the team and filter out the noise of vanity metrics.Resources:Join the Guild MembershipSubscribe to the Maximum Lawyer Youtube ChannelFollow us on InstagramJoin the Facebook GroupFollow the Facebook PageFollow us on LinkedIn