Podcasts about Onboarding

The people you hire aren't you. That's why you're the one doing the hiring, and they're the ones being hired. That is to say, business owner's shouldn't expect their employees to think like them, and show the sort of initiative required to be, well, an owner. If they did, they'd be an owner. But the person you're hiring is not an owner. It's unfair to them, and unrealistic for you, to have that sort of expectation of them. All it does is breeds frustration for everybody involved. Your onboarding strategy needs to be more than, "Shadow me for a day, and good luck." And then get exasperated with them 3 months in for still not performing up to your expectations. If you don't show them how to win, don't be surprised when they lose.

Do your practitioners really understand their performance targets — and why they matter?In episode 324 of the Grow Your Clinic Podcast, Ben, Hannah and Jack unpack how to set clear, relevant performance targets that drive both practitioner growth and clinic sustainability. You'll learn how to start the KPI conversation early — even at the hiring stage — and how to link targets to your team's personal goals so they feel motivated, not micromanaged. The team dives into how to tailor expectations by profession and experience, use tools for real-time feedback, and foster open, transparent discussions that build trust and accountability. If you've ever struggled to balance clinic profitability with practitioner satisfaction, this episode shows you how to create targets that inspire action and long-term success for your whole team.Need to systemise your clinic? Start your free trial of Allie!https://www.allieclinics.com/In This Episode You'll Learn:

www.WGAN.info/fotello In this episode of WGAN-TV, Dan Smigrod welcomes back Fotello Co-Founder Harman Walia to showcase Fotello's newest enhancements that simplify how real estate media professionals edit, deliver, and get paid for their work. Harman explains how Fotello's mission remains focused on helping photographers deliver their best work while saving money — a guiding principle for every product decision the company makes. Key Highlights 1. Twilight Photo Editing Harman introduces the upgraded Twilight AI feature, which allows creators to convert daytime images into natural, realistic twilight scenes in just one click. The AI maintains architectural accuracy — nothing inside or outside the property is altered — ensuring ethical photo representation for real estate listings. 2. Unified Delivery Platform Fotello now enables users to deliver all digital assets—photos, videos, 3D tours, and floor plans—through one link. Real estate agents can preview, download, and even request revisions directly from the portal, reducing back-and-forth communication. 3. White-Label Sub-Domain For professionals seeking a fully branded experience, Fotello offers a white-label sub-domain option that removes all Fotello branding from delivery pages and emails. This feature allows photographers to present the portal as their own—ideal for brand consistency and client trust. 4. Integrated Payments The newly launched Fotello Payments integrates seamlessly with Stripe, allowing photographers to collect payments directly without additional Fotello transaction fees. Funds are deposited daily, and all payout data can be viewed and exported from a single dashboard. 5. Instant and Same-Day Delivery Harman shares how some users have installed Starlink internet in their vehicles to enable instant delivery of photos right after shoots. This capability allows creators to offer same-day or even immediate turnaround—either as a premium service or as a competitive differentiator. 6. Onboarding and Support Fotello has streamlined its onboarding to remove previous friction points. New users can sign up directly via WGAN's affiliate link for 25 free listings, with optional one-on-one support for setup, domain configuration, and client migration. Learn more: www.WGAN.info/fotello Special Offer for WGAN Community Real estate photographers and media pros who sign up through the WGAN affiliate link receive up to 25 listings free as part of their Fotello Essential membership—equivalent to editing up to 1,500 photos at no cost. This exclusive offer is only available via the WGAN link: www.WGAN.info/fotello It's a simple way to test Fotello's full workflow—AI photo editing, delivery, and payments—before committing to a paid plan.

Worried you're not "tech-savvy" enough to sell online and use software to manage your orders and inventory? Farmer Alex felt the same way! Learn how Barn2Door's Onboarding Team gave him the tools and confidence to grow his Farm business.For more Farm resources, visit: barn2door.com/resources

The first 100 feet of your patient's journey can determine whether they feel safe enough to heal or guarded enough to hold back.   In this episode, I'm wrapping up my four-part miniseries on how to create a trauma-informed and neurodivergent-inclusive onboarding experience. I've learned that the way we welcome patients says as much about our care as the medicine we practice. Every detail - the tone of our emails, the questions we ask, the space we create - either builds trust or adds stress. What if every first interaction helped someone exhale and feel seen? What would change in your work if your process reflected safety, autonomy, and genuine connection? I'll share insights from my Catalyst Studio community and ways to make those first 100 feet of your patient's journey feel like the start of true healing.   Episode Breakdown: 00:00 True Healing Begins When Patients Say Yes 04:25 Why Trauma and Neurodivergence Matter in Onboarding 07:10 Building Trust in the First 100 Feet of the Patient Journey 09:12 Creating a Trauma-Informed Intake and Welcome Experience 16:13 Using Personal Connection to Ease Anxiety and Build Safety 23:23 Giving Patients Choice and Control in Their Care 28:15 How to Prevent Ghosting and Maintain Long-Term Engagement   Links Learn more about the Catalyst Studio Mentorship   PODCAST coupon code for a free Brainstorming session   Connect with Dr. Lara Salyer:  Visit Dr. Lara's Website Explore The Catalyst Way Subscribe to Dr. Lara's YouTube Channel Connect with Dr. Lara on LinkedIn Follow Dr. Lara on Instagram  Follow Dr. Lara on Facebook Follow Dr. Lara on TikTok     Podcast production and show notes provided by HiveCast.fm

The Bulletproof Dental Podcast Episode 412 HOSTS: Dr. Peter Boulden GUEST: Cassie Kellner DESCRIPTION In this conversation, Peter Boulden and Cassie Kellner discuss the importance of Standard Operating Procedures (SOPs) in dental practices. They explore how SOPs can enhance efficiency, improve onboarding, and create a better work environment. Cassie shares insights on using Trainual to develop and manage SOPs effectively, emphasizing the need for team involvement and the integration of technology. The discussion also includes success stories and practical tips for implementing SOPs in dental practices. TAKEAWAYS SOPs are essential for creating structure in dental practices. Digital SOPs are more effective than paper manuals. Micro learning is key to engaging team members. Start with the most frequently asked questions to create SOPs. Team involvement in SOP development increases buy-in. Technology can streamline SOP management and training. Creating a playbook is crucial for onboarding new staff. Regular updates to SOPs are necessary for ongoing relevance. AI can assist in creating and managing SOPs. A well-structured playbook enhances patient experience and team clarity. CHAPTERS 00:00 Introduction to SOPs in Dentistry 04:29 The Importance of Digital SOPs 07:29 Understanding SOPs and Micro Learning 10:44 Onboarding and Employee Retention 13:30 Overcoming the Daunting Task of SOP Creation 16:26 Building a Foundation for Your Practice 19:27 Creating Team Buy-In for SOPs 22:33 Templates and Tools for Startups 23:53 Embracing Growth in Dentistry 29:18 The Importance of a Playbook 29:38 Success Stories: Transforming Practices 34:55 Leveraging AI for Efficiency 41:21 Finding Clarity and Support 43:03 Outro REFERENCES Bulletproof Summit Bulletproof Mastermind BPTRAINUAL.com

In episode 224, Coffey talks with Dr. Leslie Thomas about how artificial intelligence and the speed of change are reshaping hiring and workforce development.They discuss the evolving role of AI in HR and how it is redefining job design and required skill sets; the transition from traditional degree-based hiring to skills-based approaches that emphasize measurable competencies; how psychometrics supports objective and equitable testing and certification; the rise of microcredentials and modular certification programs that align with changing organizational needs; the implications of reduced reliance on four-year degrees and the expansion of alternative pathways to employment; the balance between automation and human adaptability as job roles evolve; methods for assessing durable “power skills” such as communication, collaboration, and leadership; and the importance of ensuring transparency, privacy, and bias mitigation in AI-assisted assessment and hiring systems.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:For more than 20 years, Dr. Leslie Thomas has been helping clients create assessment programs to effectively measure and evaluate professional competence.In her role at Kryterion, Dr. Thomas and her team work closely with clients to help translate their business goals into credentialing programs that provide real value to their stakeholders such as enhanced productivity, risk mitigation, or lower hiring costs.As a member of the Association of Test Publisher's Technology-based Assessment's AI subcommittee, she has contributed to multiple publications on the use of AI in the assessment including the responsible use of AI and human oversight.Before Kryterion, Leslie served as the Chief Psychometric Officer at Brainbench, ran a boutique consulting firm, and worked as a research scientist at ACT.Leslie Thomas can be reached at www.kryterion.com/ www.linkedin.com/in/leslieathomasAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand how AI is transforming employee selection, assessment, and job design.2. Identify strategies for implementing skills-based and credential-based hiring.3. Evaluate ways to maintain fairness, transparency, and adaptability in AI-driven HR processes.

Let's be real. Sales onboarding standards are so low they're non-existent. There are none.  In too many companies, new reps are thrown into the deep end and told to “figure it out.” They're expected to sell a product they barely understand, position it without a strategy, and hit quota within 90 days. It's not a learning curve. It's a setup for failure. In this episode of Sales is Not a Dirty Word, I break down why poor onboarding is one of the biggest performance killers in sales teams today,  and how redesigning it can instantly reduce turnover, strengthen confidence, and empower new hires close faster. You'll learn what effective sales onboarding should include, why it's the foundation of employee retention, and how it turns seemingly mediocre sales hires into consistent performers. Here's what we'll cover: ✔ Why “sink or swim” onboarding is destroying your sales potential ✔ What new reps actually need to start producing results in 30 days ✔ The difference between a salesperson and a sales strategist — and why it matters ✔ How to equip your team with tools, talk tracks, and clarity from day one ✔ The exact onboarding framework that cuts ramp-up time and increases revenue If your new hires are struggling to gain traction or your sales team feels like a revolving door, this episode will show you what's missing and how to fix it fast.

Leads generieren – ohne frische Anfragen keine Termine und damit auch kein Wachstum. In dieser Folge zeige ich mit Børge Grothmann, wie wir qualifizierte Leads planbar aufbauen und dadurch eure Sales-Pipeline füllen. Die Basis für Leadgenerierung ist ein klares ICP. Wenn du genau weißt, wen du erreichen willst, triffst du Entscheider schneller, und du sprichst über echte Probleme. So kannst du einfacher Leads generieren im B2B und zugleich Kosten sparen. Wie kommen jetzt die Anfragen rein? Nicht über Massenmails, sondern über einen schlanken Ablauf: Signale prüfen, gut vorbereitet anrufen und kurz per Mail bestätigen. Das ist saubere Kundenakquise und sorgt dafür, dass du Interessenten gewinnen kannst, die wirklich passen. Damit aus Leads Umsatz wird, arbeiten SDRs und AEs eng zusammen. Wir definieren, was ein guter Ersttermin ist, und prüfen wöchentlich die Qualität. Diese Lead-Qualifizierung hilft dir, Termine zu sichern und daraus echte Chancen zu machen – also Leads generieren mit Substanz. Rechne deinen Funnel rückwärts: vom Zielumsatz über Angebote und Termine bis zu erreichten Entscheidern. Wenn die Quote hakt, findest du so die Engstelle, und du kannst gezielt nachschärfen. Dadurch füllst du die Sales-Pipeline Schritt für Schritt und bleibst in der Demand Generation auf Kurs. Bei den Kanälen gilt: LinkedIn-DMs und Massenmails nutzen sich ab. Der vorbereitete Call wirkt, weil er direkt ist und weil er Nutzen liefert. So betreibst du Outbound Sales mit System, und du kannst schneller B2B-Leads generieren, statt nur zu warten. Make or buy? Wenn du Setting intern nicht sauber abbildest, hilft ein externes Team für eine Zeit. Mit gemeinsamen KPIs, gutem Leadmanagement und einfachem Lead Nurturing bleibst du schlank und kannst dennoch zügig Leads generieren. Mein Fazit: Leads generieren ist kein Zufall. Mit klarem ICP, direkter Akquise, starker Quali und einem ruhigen Prozess füllst du die Pipeline zuverlässig – Monat für Monat. Ausgewählte Links zur Episode

AI isn't here to replace ops, it's here to amplify it. Laure Joyeux (Expansion & Partnerships, Inpulse) and Italo Vendramini (Head of Operations, La Maritxu) share how AI-driven forecasting powers inventory and purchasing, cutting order-building time, lifting availability, and reducing waste. We cover trust on the shop floor, onboarding and support, supplier integrations (incl. EDI/email), and what changes as you scale from one site to many.Presented by Lightspeed Restaurant.GuestsLaure Joyeux — InpulseItalo Vendramini — La Maritxu (Basque cheesecake bakery, London)Key takeaways• ~90%+ production accuracy trending to ~95% as models learn• Pre-filled orders save ~50% time; managers keep final say• Better availability, less spoilage, clearer supplier comms• Two years' sales history = day-one accuracy; new sites settle in ~2–3 monthsChapters00:00 Intro & sponsor02:00 Meet Laure & Italo06:30 What Inpulse does12:00 Trusting AI on site18:30 Purchasing & suppliers25:00 Onboarding & support31:00 Scaling to multi-site36:00 Final takeaways

Marie ist Senior Associate im Personalmarketing und kümmert sich bei PwC um den OnBoarding Prozess für neue Mitarbeitende. Im Podcast sprechen wir darüber, was die sogenannten New Joiner an ihrem ersten Tag erwartet, was Marie an ihrem Job am Besten gefällt und wie sie mithilfe von starker Disziplin nicht nur berufliche, sondern auch private Ziele erreicht (Stichwort: Halbmarathon!) . Außerdem: Warum ist ein gutes OnBoarding so entscheidend? Was sind die typischen Fragen neuer Mitarbeitenden? Wie sehen die ersten Wochen bei PwC aus?

Today, I sit down with my good friend Wiley Curran to break down the story behind CPC, a family-built perpetual holding company that buys and holds businesses indefinitely. We also discuss how CPC approaches acquisitions, management incentives, and organizational design to create enduring value across industries. We discuss: The evolution of CPC from a family chemicals business to a multi-company holding group Why long-term ownership outperforms short-term investing strategies How to build companies around customer intimacy and employee satisfaction The “five key battles” CPC uses to evaluate and improve every business Lessons learned from buying, integrating, and supporting 14 companies over time Topics: (00:00:00) - Intro (00:03:12) - Running a CEO search (00:08:26) - The story behind CPC (00:23:39) - The importance of customer intimacy (00:37:02) - CPC's long-term vision and employee engagement (00:40:33) - Executive ownership and equity (00:41:29) - Structuring equity buyouts (00:42:58) - Valuation and liquidity rights (00:44:49) - Investment strategy and business acquisition (00:47:11) - Sourcing and evaluating business opportunities (00:50:14) - Onboarding and integration of new businesses (01:03:09) - Customer lifetime value and profitability (01:09:13) - Board meetings and CEO summits (01:14:36) - AI experiments and business impact (01:18:30) - Future vision and personal goals Support our Sponsors Ramp: ⁠https://ramp.com/fort⁠ Collateral Partners: ⁠https://collateral.com/fort⁠ Chris on Social Media: Chris on X: ⁠https://x.com/fortworthchris⁠ Instagram: ⁠https://www.instagram.com/thefortpodcast⁠ LinkedIn: ⁠https://bit.ly/45gIkFd⁠ Watch POWERS on YouTube: ⁠https://bit.ly/3oynxNX⁠ Visit our website: ⁠https://www.powerspod.com/⁠ Leave a review on Apple: ⁠https://bit.ly/45crFD0⁠ Leave a review on Spotify: ⁠https://bit.ly/3Krl9jO⁠  POWERS is produced by ⁠https://www.johnnypodcasts.com/⁠

Laravel expert Joel Clermont joined me on Ditching Hourly to share how he and his co-founder run their successful dev subscription business. Chapters(00:00) - Introduction and Guest Introduction (00:16) - Joel's Background and Business Model Transition (01:54) - Launching the Dev Subscription Model (04:47) - Marketing and Initial Success (07:44) - Client Profiles and Demand (11:19) - Managing Client Expectations and Scope (18:58) - Onboarding and Project Management (21:21) - Handling Messy Projects and Infrastructure (25:06) - Client Capacity and Longevity (26:47) - Exploring Client Sizes and Ideal Fits (28:39) - Balancing Workload and Client Expectations (32:06) - Ensuring Client Satisfaction (34:47) - Managing Work and Time Effectively (43:11) - Challenges and Downsides of Subscription Model (47:54) - Marketing Strategies for Developers (52:52) - Conclusion and Resources Joel's LinksJoel's website » https://nocompromises.io/Joel's books » https://masteringlaravel.io/booksJoel's courses » https://masteringlaravel.io/coursesJoel's community » https://masteringlaravel.io/community ----Do you have questions about how to improve your business? Things like:Value pricing your work instead of billing for your time?Positioning yourself as the go-to person in your space?Productizing your services so you never have to have another awkward sales call or spend hours writing another custom proposal?Book a one-on-one coaching call with me and get answers to these questions and others in the time it takes to get ready for work in the morning.Best of all, you're covered by my 100% satisfaction guarantee. If at the end of the call, you don't feel like it was worth it, just say the word, and I'll refund your purchase in full.To book your one-on-one coaching call, go to: https://jonathanstark.com/callI hope to see you there!

In this dynamic episode of the Will Power Podcast, host Will dives into a live coaching session that uncovers a radical recruitment strategy capable of solving the biggest constraint in your physical therapy practice: manpower.Drawing on concepts from top business minds like Alex Hormozi and Elon Musk, Will shares a breakthrough idea to leverage your top talent for exponential growth. Forget expensive, low-yield job boards! Learn how to turn your current rockstars into passionate, highly-incentivized recruiters for a fraction of the cost of missed opportunity.This session also explores the power of a growth mindset in overcoming the scarcity and "PTSD" that plagues many practice owners in the challenging healthcare industry.Key Discussion Points:The Single Constraint: Understanding the one focus that matters most for explosive business growth.Onboarding & Team Alignment: Using the Working Genius Assessment to align new hires (like a new Executive Assistant/VA) with existing team strengths for a seamless transition.Recruitment as Marketing & Sales: Why finding top talent for your PT practice is fundamentally a marketing and sales challenge.The $20,000 Referral Bonus Tactic: A deep-dive into a non-traditional, high-value referral system that leverages Gross Profit to justify a massive bonus for existing and even past employees.Calculating the Cost of Missed Opportunity: Why practice owners must calculate lost revenue from unfilled positions to understand the true value of speed in hiring.Retention and Culture Win-Win: How this incentive system simultaneously boosts employee retention, fuels a positive company culture, and creates a path for leadership growth.Growth Mindset in Action: A candid discussion on breaking free from scarcity and limiting beliefs that hold back successful practice owners.Join the conversation and discover how a mindset shift and a strategic investment can turn your toughest business problem into your greatest growth engine!Send us a textVirtual Rockstars specialize in helping support or replace all non-clinical roles.Learn how a Virtual Rockstar can help scale your physical therapy practice.Subscribe here to our completely free Stress-Free PT Newsletter for your weekly dose of joy.

Are you unintentionally creating buyer's remorse during onboarding? In this power-packed faith-based business training, Dr. Chonta Haynes reveals The 5 VIP Onboarding Secrets that transform client intake from a cold transaction into a Divine Welcome that builds loyalty, retention, and recurring revenue. Discover how to turn your welcome packet into a celebration of purpose, transform kickoff calls into anointing moments, set sacred agreements that eliminate confusion, create community instead of isolation, and seal every relationship with a blessing. This episode teaches faith-driven coaches, authors, consultants, and speakers how to honor the clients God sends while building a business of stewardship, impact, and multiplied income. If you're ready to scale with strategies, systems, and Spirit, this training will show you how to elevate the first 30 days into a life-changing journey your clients will never stop talking about! Whether you're onboarding your first client or streamlining your coaching program, these Kingdom business principles ensure clients don't just stay — they become lifelong partners and evangelists for your brand. Subscribe for more episodes from the Building a FAITH-Based Business One Room at a Time series. What you'll learn in this episode:– Why transactional onboarding kills momentum– How to turn a simple welcome into a spiritual experience– The first 30-day retention framework that creates lifelong clients– How to build a faith-centered culture of community and care Timeline 00:00 – When onboarding steals joy + the #1 mistake coaches make 01:21 – Secret 1: Acceptance → Turn info into illumination 04:04 – Secret 2: Anointing → Celebrate before extracting details 05:53 – Secret 3: Agreement → Expectations that protect relationships 07:02 – Secret 4: Affirmation → Transform clients into a tribe 08:10 – Secret 5: Acknowledgement → A check-in that solidifies trust 10:15 – How to implement this framework in your faith-based business 10:45 – Schedule Your Destiny Accelerator Strategy Call (https://chontahaynes.com/destiny)

Let's be honest—most onboarding experiences are forgettable at best and overwhelming at worst. Yet for many organizations, the way they welcome new employees hasn't kept up. Traditional onboarding often feels like a box to check—an administrative marathon of paperwork, policies, and PowerPoints. But in a world where people are craving connection, clarity, and belonging, that approach simply doesn't work anymore.As discussed in a recent DEI After 5 episode, embracing change—especially when it comes to how we onboard—can be a powerful catalyst for growth, both for individuals and organizations.Why Onboarding Needs to ChangeWe know that employees decide whether they'll stay with an organization within their first few months—and for Generation Z, that decision happens even faster. According to recent data, 20% of Gen Z employees quit because of poor onboarding, and 8% leave within the first 90 days if the experience doesn't meet expectations. That's not just a retention problem—it's a culture problem.Gen Z and younger millennials are entering the workforce with a clear set of values. They want to understand what a company stands for from day one. In fact, 62% of women and 42% of men in Gen Z expect to learn about their organization's diversity, equity, and inclusion (DEI) policies during onboarding. This isn't just a “nice-to-have” feature—it's foundational to how they decide whether they belong.When onboarding fails to answer those deeper questions—Do I fit here? Is this a place where I can grow? Will my voice matter?—employees start to disengage before they've even begun.From Administrative to TransformationalEffective onboarding is no longer about checklists—it's about connection. It's an invitation to embrace change, to build trust, and to set the tone for psychological safety from day one.Organizations that get this right are moving from “orientation sessions” to onboarding experiences—interactive, personalized, and grounded in the company's values and culture. Instead of overwhelming new hires with information, they're creating space for exploration and engagement.In the podcast, we explored how today's employees are wired for interactivity. They grew up in digital spaces that reward curiosity and participation. Sitting through hours of dense slides? That's a fast track to disengagement. In fact, 75% of Gen Z admits to skipping or fast-forwarding through boring onboarding content.Modern onboarding should mirror how people learn and connect today:* Short, engaging videos that bring your culture and values to life.* Interactive learning tools that reinforce understanding instead of memorization.* Opportunities for dialogue, where new hires can safely ask questions without fear of judgment.* Stories and experiences that show—not just tell—how your organization lives its values.Psychological Safety Starts on Day OneA powerful theme from the podcast was the link between effective onboarding and psychological safety. When employees feel comfortable asking questions, sharing feedback, or admitting what they don't know, they're more likely to succeed—and stay.But when onboarding is rigid or transactional, it sends an early signal: “We care more about compliance than connection.” And that's where disengagement begins.By reframing onboarding as the first act of culture-building, organizations can demonstrate trust and transparency immediately. That first impression becomes the foundation for engagement, innovation, and long-term commitment.Embracing Change for GrowthEmbracing change—whether in how we work, lead, or onboard—requires adaptability and courage. It's about stepping outside of what's comfortable to build something that actually resonates.The most successful organizations are those that view onboarding not as a one-time event, but as an evolving process of integration and growth. They understand that people don't just need information—they need belonging.When leaders create space for new hires to feel seen, supported, and empowered, they set the stage for resilience, innovation, and shared success. Change, after all, is only disruptive when we resist it. When we lean into it, it becomes the very thing that helps us grow.If you want to learn more about how to create a culture of care, foster psychological safety, and design workplaces where people thrive from day one, subscribe to our YouTube channelSacha Thompson, founder of The Equity Equation, boasts 20+ years of experience spanning education, non-profit, and tech sectors. With a fervent commitment to inclusive leadership and workplace equity, Sacha specializes in fostering psychological safety for all team members. Her transformative coaching and consultancy services have earned her recognition in Forbes, Newsweek, and Business Insider. A seasoned speaker on psychological safety and leadership, Sacha is dedicated to building inclusive cultures and driving organizational success. She was most recently featured in Success, NBC News, Newsweek, and Business Insider. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this episode, Dr. Grajdek reveals why the best hire might be the talent you already have, and how psychology shapes whether internal moves feel fair or political. She unpacks self-efficacy, expectancy theory, and procedural justice, then translates them into a practical internal-mobility system. Dr. Grajdek also explains which metrics to track when considering and executing internal mobility practices. Tune in to learn more.  Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l

Im Kirchenmagazin geht es heute um Onboarding im Kloster und die Diskussion um den Gottesbezug in SHs Verfassung.

Any donation is greatly appreciated! 47e6GvjL4in5Zy5vVHMb9PQtGXQAcFvWSCQn2fuwDYZoZRk3oFjefr51WBNDGG9EjF1YDavg7pwGDFSAVWC5K42CBcLLv5U OR DONATE HERE: https://www.monerotalk.live/donate TODAY'S SHOW: In this episode of Monero Talk, Douglas Tuman talks with JP from THORChain to discuss the project's renewed effort to integrate Monero (XMR) into its decentralized cross-chain liquidity protocol. JP explains why an earlier 2022–2023 integration attempt stalled due to limitations in Monero's old multisig system and security concerns, and reveals THORChain is now developing a new threshold signature scheme to make Monero swaps trust-minimized and scalable. He outlines an expected rollout through the Vultisig wallet, stagenet, and finally mainnet by Q1 2025. The conversation explores the role of privacy in crypto, competition and collaboration with projects like Serai and Haven, and THORChain's return to its core mission as a decentralized custodian network. JP emphasizes Monero's importance for financial sovereignty and future AI-driven economies, and invites the Monero community to contribute to the integration effort. TIMESTAMPS: (01:15:00) - Guest introduction and discussion about Monero and Thorchain. (02:18:00) - Thorchain's development and multi-sig technology. (05:00:00) - Discussion on Thorchain's decentralized liquidity pool network. (08:50:00) - The Haven team and potential Monero integration with Thorchain. (10:49:00) - Updates on the threshold signature scheme for Monero. (12:07:00) - Timeline for implementing Monero on Thorchain. (13:24:00) - Monero as digital cash and its privacy benefits over Bitcoin and Zcash. (16:51:00) - Zcash's privacy model compared to Monero's. (18:25:00) - Monero's place in decentralized exchange systems. (19:28:00) - How decentralized exchanges like Thorchain compare with centralized ones. (21:02:00) - Monero's liquidity challenges and efforts to improve. (23:21:00) - Competition between Thorchain and Serai (Luke Parker's project). (26:36:00) - Encouragement for more people to contribute to Monero's ecosystem. (29:39:00) - Shift from private key-based wallets to threshold signature wallets. (32:15:00) - Open-source commitment and possible collaboration with Sarai on threshold signature schemes. (35:00:00) - Building for Monero: Threshold signature libraries and their future. (38:28:00) - Making Thorchain more accessible for Monero integration. (39:01:00) - Current progress on Monero integration and Thorchain's roadmap. (42:42:00) - Monero's potential future with decentralized exchanges. (45:58:00) - Thorchain's liquidity model and rebuilding after setbacks. (49:36:00) - Thorchain's expansion and lending features. (51:33:00) - The future of Thorchain and its role in the decentralized finance space. (54:29:00) - Deflationary mechanics of Thorchain's native token, Rune. (57:33:00) - Building a seamless wallet experience for Monero users within Thorchain. (01:00:29) - The resilience of Thorchain and Monero's synergy. (01:02:09) - Onboarding new users and the balance between decentralization and user accessibility. (01:05:55) - Closing remarks: Cypherpunk roots and the future of Monero and Thorchain. GUEST LINKS: https://x.com/jpthor Purchase Cafe & tip the farmers w/ XMR! https://gratuitas.org/ SPONSORS: Cakewallet.com, the first open-source Monero wallet for iOS. You can even exchange between XMR, BTC, LTC & more in the app! Monero.com by Cake Wallet - ONLY Monero wallet (https://monero.com/) StealthEX, an instant exchange. Go to (https://stealthex.io) to instantly exchange between Monero and 450 plus assets, w/o having to create an account or register & with no limits. WEBSITE: https://www.monerotopia.com CONTACT: monerotalk@protonmail.com ODYSEE: https://odysee.com/@MoneroTalk:8 TWITTER: https://twitter.com/monerotalk FACEBOOK: https://www.facebook.com/MoneroTalk HOST: https://twitter.com/douglastuman INSTAGRAM: https://www.instagram.com/monerotalk TELEGRAM: https://t.me/monerotopia MATRIX: https://matrix.to/#/%23monerotopia%3Amonero.social MASTODON: @Monerotalk@mastodon.social MONERO.TOWN: https://monero.town/u/monerotalkAny donation is greatly appreciated!Any donation is greatly appreciated!

What happens right after someone says “yes” to working with me? That moment always feels small, but it's where trust starts to deepen and patients begin to understand what it means to be cared for in my practice.   In this episode, I'm talking about the post-discovery-call window - the time after that initial “yes” when alignment, clarity, and values really matter. I've learned that how we follow up says as much about our care as the medicine we deliver. So I want you to ask yourself: How do you show patients what it feels like to be part of your world? What does your tone, timing, and communication say about who you are as a clinician?   I'll share how a few intentional touches - like a short video message, a useful resource, or a thoughtfully written email - can transform the onboarding experience. I'll also talk about how gathering feedback, even anonymously, helps refine your process and keep it true to your values.   To me, onboarding isn't a transaction. It's a continuation of care - a chance to connect, reassure, and show up fully as the kind of practitioner you want to be.   Episode Breakdown: 00:00 Turning “Yes” Into Connection 03:33 Drive-Thru Analogy: What Your Follow-Up Says About You 05:08 Why the Post-Call Window Matters 06:22 Behavioral Science and Commitment Bias 07:05 Reflecting Your Practice Values 12:22 Creating Ethical Urgency 14:54 Automate or Personalize? Finding the Right Balance 18:20 The Power of Feedback 25:49 Catalyst Reflection Questions   Links Learn more about the Catalyst Studio Mentorship Book a Brainstorm Session Take the Micropractice Assessment   Connect with Dr. Lara Salyer:  Visit Dr. Lara's Website Explore The Catalyst Way Subscribe to Dr. Lara's YouTube Channel Connect with Dr. Lara on LinkedIn Follow Dr. Lara on Instagram  Follow Dr. Lara on Facebook Follow Dr. Lara on TikTok     Podcast production and show notes provided by HiveCast.fm

In episode 223, Coffey talks with Mike Lyons about why hiring for character and behavior often predicts success better than relying on experience or technical skills.They discuss how HR leaders can define and hire for the right character traits by first understanding business strategy (for example, Walmart vs. Nordstrom models); aligning hiring with authentic, observable core values; identifying the specific attitudes and behaviors that make top performers successful in each role; using structured behavioral interviews to identify values; conducting reference checks as investigative conversations rather than formalities; designing realistic job previews to reduce turnover; and maintaining objectivity by keeping character assessments job-related and bias-free.You can access Mike's free library of free downloads to elevate your healthcare clinic from merely OK to excellent here: https://www.seasoned-advice.com/signup-for-free-downloadsGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mike Lyons is the Chief Consultant for Seasoned Advice HR Services, which helps highly motivated healthcare clinics with HR support. He is a frequent presenter at healthcare conferences on the topics of leadership, culture, and employee engagement. He is a graduate of LSU and the University of Illinois and resides in Austin, TX with his wife and kids.Mike Lyons can be reached at https://www.seasoned-advice.com https://www.linkedin.com/in/mikelyonshr https://www.instagram.com/seasonedadviceAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize how strategic alignment clarifies which behavioral traits drive business results.2. Define authentic organizational and role-specific values based on top-performer analysis.3. Apply structured interviews, probing, and reference checks to assess character without bias.

Dein neuer Mitarbeiter hat unterschrieben, Glückwunsch. Aber jetzt beginnt das Spiel erst richtig. Denn Onboarding ist nicht „nice to have“, sondern deine Versicherung für Recruiting-Erfolg. Wenn du kein strukturiertes Onboarding hast, riskierst du hohe Fluktuation, verlorenes Geld und verbrannte Motivation. Hier erfährst du, warum Onboarding nicht am ersten Arbeitstag beginnt, sondern mit der Unterschrift – und wie du deine Investition absicherst.

In this episode, John Kain, director of financial services market development at AWS, shares how insurers are moving beyond traditional generative AI toward intelligent, autonomous workflows that can … Read More » The post EP. 108: How Agentic AI is Supercharging the Insurance Workforce appeared first on Insurance Journal TV.

In this episode, John Kain, director of financial services market development at AWS, shares how insurers are moving beyond traditional generative AI toward intelligent, autonomous workflows that can … Read More » The post EP. 108: How Agentic AI is Supercharging the Insurance Workforce appeared first on Insurance Journal TV.

In this episode, John Kain, director of financial services market development at AWS, shares how insurers are moving beyond traditional generative AI toward intelligent, autonomous workflows that can … Read More » The post EP. 108: How Agentic AI is Supercharging the Insurance Workforce appeared first on Insurance Journal TV.

Challenger Sales – mutig führen statt nett verkaufen Im B2B-Vertrieb zählt heute nicht mehr, wer am freundlichsten lächelt, sondern wer Orientierung gibt. Genau hier setzt der Challenger Sales Ansatz an: weniger Harmonie, dafür mehr Haltung – und zwar mit spürbarem Effekt auf Marge, Entscheidungsdauer und Dealqualität. Kunden ertrinken längst nicht an einem Mangel an Informationen, sondern an fehlender Einordnung. Deshalb braucht es Verkäufer, die Hypothesen aufstellen, Klartext reden und Entscheidungen aktiv führen. Der Challenger denkt weiter, weil er respektvoll widerspricht, Komplexität reduziert und das Buying Committee konsequent durch den Prozess steuert. Die fünf Verkaufstypen im Vergleich zeigen das deutlich: Beziehungsbauer, Harter Arbeiter, Lone Wolf und Problemlöser liefern zwar wichtige Beiträge, doch nur der Challenger verändert Entscheidungen. Er sagt nicht, was der Kunde hören will, sondern was er hören muss – und genau darin liegt seine Kraft. Wie läuft ein starkes Challenger-Gespräch ab? Zuerst setzt du den Rahmen (Lead), anschließend lernst du zu verstehen, was wirklich blockiert (Learn). Dann lieferst du eine neue Perspektive mit Aha-Effekt (Teach), die du gezielt zuschneidest (Tailor). Danach übernimmst du Verantwortung für den nächsten Schritt (Take Control) und lässt bewusst Raum, damit Wirkung entsteht (Leave Space). So wird aus Smalltalk Substanz – und aus Gesprächen Fortschritt. Und die KI? Sie liefert Daten, allerdings keine Bedeutung. Der Challenger nutzt sie als Tool, nicht als Ersatz. Deshalb stellt er die entscheidende Frage: „Wenn alle 12 % Effizienz gewinnen – wo entsteht dann dein echter Vorsprung?“ Genau hier trennt sich Wertschöpfung von Feature-Geflunker. Wie entwickelst du dein Team zum Challenger-Team? Zunächst prüfst du die Haltung – welcher Typ dominiert, und was hält wen zurück? Anschließend sammelst du Insights aus Projekten, Use-Cases und Signalen. Dann formulierst du pro Branche 2–5 Thesen, die provozieren dürfen. Darauf aufbauend erstellst du einen Fragenkatalog, der zum Umdenken zwingt. Danach trainierst du konsequent: Rollenspiele, Shadowing, Feedback. Schließlich schaffst du Routine – wöchentliche Runden, in denen die wirksamsten Erkenntnisse geteilt, geschärft und verankert werden. Weil mutiges Verhalten Übung braucht, verankerst du es im Alltag: Vor jedem Termin definierst du Hypothesen, Leitfragen und eine klare Abschlussintention. Während des Termins steuerst du aktiv, widersprichst respektvoll und priorisierst Entscheidungen statt Dokumente. Danach dokumentierst du Learnings, damit das Team schneller lernt als der Markt. Fazit: In komplexen Märkten ist Führung die knappste Ressource. Der Challenger verkauft keine Produkte, sondern Klarheit – und wer Klarheit bringt, wird früh eingebunden, erhält Vertrauen und verhandelt auf Augenhöhe. Genau so hebst du Margen, verkürzt Zyklen und erhöhst die Abschlussquote. Über den VertriebsFunk Podcast: Mit über 1000 Episoden ist der VertriebsFunk Deutschlands führender Podcast für B2B-Vertrieb, Recruiting und Leadership. Ideal für Vertriebsprofis, Führungskräfte und HR – für mehr Umsatz, bessere Hires und ein starkes Mindset. Jetzt abonnieren – und keine Chance im Vertrieb mehr verpassen.

Discover Regpack: The Ultimate Onboarding and Payment Solution with Asaf Darash Regpacks.com About the Guest(s): Dr. Asaf Darash is the founder and CEO of Regpack, a leading registration and payments platform designed to enhance how organizations automate their operations. With a PhD from UC Berkeley focused on the intersection of technology and human behavior, Dr. Darash transformed his academic research into Regpack's adaptive architecture that simplifies complex onboarding systems. Under his leadership, Regpack processes billions in payments and optimizes workflows for a variety of sectors, including education, events, and non-profits. Dr. Darash is also a frequent speaker on automation and SaaS innovation. Episode Summary: In this engaging episode of The Chris Voss Show, host Chris Voss sits down with Dr. Asaf Darash, the visionary founder behind Regpack. They dive into the intricacies of Regpack, a robust SaaS platform revolutionizing registration and payment systems for businesses and organizations worldwide. Dr. Darash shares insights into the founding and evolution of Regpack, highlighting how it simplifies complex onboarding processes and enhances automation for its users. The conversation covers the technical prowess and unique services offered by Regpack, including its groundbreaking conditional logic engine and API capabilities. Dr. Darash discusses the importance of creating seamless and intuitive user experiences, emphasizing how Regpack's customization options help businesses effectively engage with clients while saving time and cost. With a keen focus on the service-based market, this episode delves into the challenges faced by businesses in managing onboarding processes and how Regpack's innovative solutions can help overcome them. Key Takeaways: Revolutionizing Onboarding: Regpack's adaptive software transforms the onboarding process for service-based businesses, offering a flexible and efficient solution. Conditional Logic Engine: The platform's distinctive feature allows users to experience a streamlined process tailored to their specific needs, enhancing customer satisfaction. Cost-Effective Payment Processing: Dr. Darash reveals how Regpack reduces payment processing costs using a proprietary method that identifies card types and offers lower rates. Integrations and Customization: With robust API and webhook capabilities, Regpack easily integrates into existing systems, providing extensive customization for clients. Automation and Growth: Businesses leveraging Regpack's automation tools witness an average 30% growth in their revenue as a result of improved efficiency and user experience. Notable Quotes: "Think of a mother that's super tired, end of day, needs to register their kid… While making dinner, it needs to be that simple." — Dr. Asaf Darash "Regpack makes everything just flow." — Dr. Asaf Darash "From my perspective, it's like I'm connecting the two — my business side and my passion for educational services." — Dr. Asaf Darash "The whole thing is made to make sure that you understand how Regpack is gonna help you." — Dr. Asaf Darash "What I was trying to do was figure out a system that had no constraints in it." — Dr. Asaf Darash

How to Build a High-Performing Sales Team in a Founder-Led Business: Insights from Nicholas LoiseFor many small and midsize business owners, sales can be both the engine and the bottleneck of growth. Founder-led sales will only take a company so far before scalability demands process, structure, and leadership. In this episode, host Josh Elledge speaks with Nicholas Loise, Founder of Sales Performance Team, who shares practical strategies for transitioning from founder-driven selling to building a high-performing, self-sustaining sales organization.Building a Scalable Sales SystemNicholas Loise explains that most founders struggle with hiring salespeople because they underestimate how different it is to sell for a small business compared to a large enterprise. Without the backing of a big brand, sales success depends on grit, creativity, and adaptability. He emphasizes that before hiring, founders must document their entire sales process—from prospecting and discovery to objection handling and closing—so new hires have a clear roadmap to follow.Once the playbook is in place, Nicholas recommends hiring two salespeople at once to increase the chances of success, benchmark performance, and encourage healthy collaboration. He also stresses the importance of investing heavily in the first 90 days, creating structured onboarding, shadowing opportunities, and clear milestones to ensure quick ramp-up and retention. Compensation should be simple and transparent, typically a mix of base salary plus commission that motivates results while providing stability during onboarding.Finally, Nicholas discusses how to maintain oversight without micromanaging. Delegating sales effectively requires trust—but also process. Regular reviews, feedback loops, and continuous updates to your playbook keep the system strong. By using objective assessment tools and focusing on cultural fit, founders can build sales teams that scale sustainably and deliver consistent performance long after they've stepped out of the front-line role.About Nicholas LoiseNicholas Loise is the Founder of Sales Performance Team and a seasoned sales strategist who helps founder-led businesses build scalable, high-performing sales teams. With decades of experience in sales leadership, Nicholas specializes in designing sales playbooks, recruiting and onboarding top-performing reps, and aligning compensation structures that drive profitable growth.About Sales Performance TeamSales Performance Team helps $1M–$25M companies transition from founder-led selling to a system-driven sales organization. The firm provides fractional sales leadership, sales team recruitment, onboarding systems, compensation design, and proven frameworks that help founders replace intuition with strategy—and build a sales team that consistently delivers results.Links Mentioned in This EpisodeSales Performance Team WebsiteNicholas Loise LinkedIn ProfileKey Episode HighlightsFounders often struggle to hire sales reps because they underestimate how different small-business selling is from enterprise sales.Documenting your entire sales process—from prospecting to closing—is essential before stepping out of the role.Hiring two salespeople at once improves benchmarking, morale, and retention while reducing hiring risk.Strong onboarding within the first 90 days directly impacts sales performance and long-term success.Keep compensation plans simple, transparent, and performance-driven to attract and retain top...

My Fintech Newsletter for more interviews and the latest insights:↪︎ https://rexsalisbury.substack.com/In this episode, I sit down with Stevie Case from Vanta, a former pro gamer turned chief revenue officer, to discuss how AI is transforming the entire go-to-market function in B2B SaaS. Stevie shares insights on building agile sales organizations, how AI supercharges human roles rather than replacing them, and the evolving expectations for sales, customer success, and RevOps teams. The conversation covers AI tool adoption, hiring for an AI-native workforce, and why go-to-market roles are among the most exciting in tech today.Stevie Case: https://www.linkedin.com/in/steviecase/00:00:00 - AI's Impact on Go-To-Market Functions00:02:06 - Building Scalable Sales Organizations00:04:47 - Specialization and Segmentation in Sales00:06:28 - AI Supercharging Customer Success00:08:23 - Hiring and Onboarding with AI Support00:10:07 - Building AI-Driven Products with Customers00:12:08 - Selling New Products to Existing Customers00:15:02 - Early Product Adoption and Iteration00:17:25 - Operating at All Levels in Organizations00:20:01 - Creating Intense, High-Velocity Teams00:22:15 - Hiring AI-Native, Curious Builders00:25:05 - Measuring Success by Team Pride and Feedback00:26:07 - Developing Agent Platforms00:28:02 - Monetization and Business Model Evolution00:30:49 - AI-Enabled Competitive Advantages in Fintech00:32:31 - Top-Down AI Automation Demand00:34:11 - Reinforcement Learning in Fraud Detection00:38:00 - International Go-To-Market Expansion00:41:33 - Designing Global Sales Footprints00:45:04 - Resourcing RevOps and Systems Teams___Rex Salisbury LinkedIn:↪︎ https://www.linkedin.com/in/rexsalisburyTwitter: https://twitter.com/rexsalisburyTikTok: https://www.tiktok.com/@rex.salisburyInstagram: https://www.instagram.com/rexsalisbury/

AI isn't just generating insights anymore—it's acting on them. In this episode, I talk with Francisco Marin, CEO of Cognitive Talent Solutions, and Dan George, the company's Chief Experience Officer, about how agentic AI is changing the game for HR. These aren't your standard dashboards—they're autonomous systems that detect workforce patterns in real time and proactively intervene, from mentoring and onboarding to retention and burnout prevention.We get into what makes AI “agentic” in the first place, why consent and trust must sit at the core of any autonomous HR system, and how early pilots are already cutting onboarding time by 40%. If you've been wondering what comes after analytics and automation in HR—this is it.Related Links:Join the People Managing People community forumSubscribe to the newsletter to get our latest articles and podcastsConnect with Dan on LinkedInCheck out Cognitive Talent SolutionsNetwork-First ManifestoSupport the show

Managing volunteer leadership presents unique challenges, especially when your entire executive team changes annually. The most successful campaigns don't just recruit great volunteers—they systematically develop them into unified, mission-driven teams that can execute at the highest level despite constant turnover.In this episode, Marcie Maxwell talks with Suzanne Graney, Executive Director of Four Diamonds, the nonprofit behind Penn State's Dance Marathon (THON). With years of experience leading one of the largest student-run philanthropies in the world, Suzanne shares how THON successfully onboards brand-new leadership teams each year and maintains momentum across a full campaign cycle.Suzanne discusses her approach to rapidly aligning diverse volunteers around shared goals and creating systems that sustain engagement throughout the year. She explores how succession planning works when your pipeline constantly refreshes, and reveals what she's learned about the evolving leadership styles of today's college volunteers. The conversation offers practical strategies for anyone working with rotating volunteer teams in large-scale fundraising efforts.Together, we'll explore:Effective onboarding strategies that quickly transform individual volunteers into unified leadership teamsYear-round engagement techniques that maintain focus and momentum between major campaign milestonesBuilding sustainable leadership pipelines when your entire team changes annuallyMentioned LinksFourDiamonds.org Facebook: @FourDiamondsFTK Instagram: @FourDiamondsX: @FourDiamondsStay Connected on LinkedInConnect with SuzanneConnect with MarcieConnect with the Peer-to-Peer Professional Forum (00:00) - Welcome to The P2P Soap Box (02:19) - Introducing Suzanne Marie Gran (05:09) - Four Diamonds (07:52) - The Turnover Challenge

Mobil uygulama pazarında rekabet her zamankinden daha yoğun.Günümüzde bir kullanıcı ortalama 80'den fazla uygulama indiriyor ama bunların yalnızca 9'unu düzenli olarak kullanıyor.Veriler gösteriyor ki, yeni indirilen uygulamaların %77'si ilk hafta içinde terk ediliyor ve 7. gün retention oranı %10'un altına düşüyor.Yani markalar milyonlarca liralık reklam bütçesiyle kazandıkları kullanıcıları sadece birkaç gün içinde kaybediyor.Peki neden?Neden kullanıcılar uygulamayı indiriyor, birkaç gün deneyimliyor ve sonra bir daha geri dönmüyor?Bu sorunun cevabı yalnızca reklam stratejilerinde değil, ürün deneyiminin kendisinde gizli.Bu bölümde, kullanıcı davranışlarını bilimsel bir gözle inceliyoruz.Kognitif psikoloji, davranışsal ekonomi ve UX araştırmalarının verilerini birleştirerek, retention'ı etkileyen görünmez unsurları konuşacağız.Kullanıcıların 7. günden sonra neden terk ettiğini anlamak, aslında onların ilk 7 saniyede yaşadığı deneyimi anlamaktan geçiyor.Kullanıcıyı tutmanın yolu, yalnızca daha fazla bildirim göndermekten ibaret değil.Onboarding akışında ne kadar adım var?Kullanıcı ilk başarı hissini kaçıncı saniyede alıyor?Arayüz, beynin bilişsel yükünü azaltacak kadar sade mi?İşte tüm bu sorular, retention'ın görünmeyen anatomisini oluşturuyor.Psikolojik olarak kullanıcı, bir uygulamayı ilk günlerde üç temel motivasyonla kullanır: merak, fayda ve ödül beklentisi.Eğer uygulama bu üç alanda da tatmin sağlamazsa, kullanıcı zihninde bir “bırakma kararı” oluşur.Bu karar çoğu zaman farkında olmadan alınır.Yani kullanıcı uygulamayı silmeye bile gerek duymaz; sadece bir daha açmaz.Bu noktada mikro etkileşimler devreye giriyor.Küçük animasyonlar, ilerleme barları, kişisel mesajlar ya da başarı rozetleri…Hepsi beyinde dopamin salınımını tetikleyen mikro ödüller yaratır.Ve bu, kullanıcıyı geri döndürmenin en güçlü yollarından biridir.Ama retention sadece nöropsikolojiyle açıklanamaz.Veriye dayalı segmentasyon, doğru zamanda doğru ileti gönderimi de en az tasarım kadar etkilidir.Örneğin, Day 3'te aktifliği azalan kullanıcıya kişisel bir push bildirimi gönderildiğinde dönüş oranı ortalama %34 artar.Ya da ilk satın alma deneyimini 48 saat içinde yaşamayan kullanıcılar için oluşturulan kişisel e-posta zincirleri churn oranını %27'ye kadar düşürebilir.Bu nedenle retention, bir pazarlama eklentisi değil, ürün stratejisinin kalbidir.İlk dokunuştan 30. güne kadar devam eden bir yolculuktur.Eğer markalar kullanıcıyı anlamadan “harcama artırma” refleksiyle hareket ederse, elde tutma yerine sürekli kaybetme döngüsüne girer.Bölüm boyunca şunlara değiniyoruz:Onboarding akışında yapılan en büyük 5 hataUX/UI tasarımının retention üzerindeki bilişsel etkisiMikro etkileşimlerin duygusal bağa dönüşmesiDay 7 düşüşünü önleyen bildirim stratejileriRetention ölçüm metrikleri: Day 1, Day 7, Day 30 ve LTV analiziKullanıcı sadakatini artıran davranışsal tetikleyicilerVe en önemlisi, tüm bu adımların nasıl entegre edilmesi gerektiğini örneklerle anlatıyorum.Retention'ı artırmak, yalnızca kullanıcıyı içeride tutmak değil, aynı zamanda markanın sürdürülebilir büyümesini sağlamak anlamına geliyor.Bir kullanıcıyı kazanmak, ortalama bir markaya 8 ila 10 dolar maliyet çıkarırken, o kullanıcıyı tutmak yalnızca 1 doların altında bir yatırım gerektiriyor.Yani retention sadece bir metrik değil, bütçesel bir stratejidir.Bu bölümde, kullanıcı davranışlarının ardındaki psikolojiyi çözüp, markaların uygulama içi deneyimlerinde neden kayıp yaşadığını verilerle analiz ediyoruz.Kullanıcı kazanımı bir başlangıçtır ama sadakat bir sonuçtur.Sadakat ise planlı, ölçümlenebilir ve insana dokunan bir deneyimin ürünüdür.Ben Faruk Toprak.Bu bölümde, retention stratejilerini bilimsel perspektifle ele alıyor ve markaların neden 7. gün sendromuna yakalandığını derinlemesine inceliyorum.Eğer sen de uygulamanın indirilip unutulmasını değil, her gün aktif kullanılmasını istiyorsan, bu bölümü sonuna kadar dinlemelisin.

Discovery calls don't have to feel awkward or forced. They can actually be some of the most energizing conversations you have in your practice. In this second part of my Transformational Onboarding Mini-Series, I share my five-step framework for turning those calls into genuine moments of connection and clarity. I call it connect, clarify, align, invite, and detach - a simple flow that helps you stay grounded while confidently guiding patients toward the next step that feels right for them.   If you've ever found yourself overexplaining when it's time to talk about pricing or hesitating to extend an invitation to work together, you're not alone. I've been there too, and I know how uncomfortable it can feel. I'll walk you through ways to bring more ease and authenticity into these calls so they reflect your values instead of feeling scripted.   I also share why I've abandoned high-pressure sales tactics in favor of what I call a “slow cook medicine approach” - a model that builds trust, respects boundaries, and supports patient readiness. By the end of this episode, you'll see discovery calls as conversations that deepen relationships and remind you why this work still lights you up.   Episode Breakdown: 00:00 The Art of Authentic Discovery Calls 02:52 Why Practitioners Overexplain and How to Stop 04:49 The Five-Step Discovery Call Framework 05:32 Step 1: How to Build Safety and Trust 07:08 Step 2: Clarify the Patient's Story 10:20 Step 3: Align Your Services with Their Needs 13:30 Step 4: Invite Without Feeling “Salesy” 17:49 Step 5: Detach with Confidence 20:19 What to Avoid in Discovery Calls 23:31 Why Pressure Kills Trust 24:45 Recap: The Flow of a Confident Discovery Call 25:49 Catalyst Question: Strengthening Your Boundaries   Links Book a Brainstorm Session Shop at Dr. Lara's Website   Connect with Dr. Lara Salyer:  Visit Dr. Lara's Website Explore The Catalyst Way Subscribe to Dr. Lara's YouTube Channel Connect with Dr. Lara on LinkedIn Follow Dr. Lara on Instagram  Follow Dr. Lara on Facebook Follow Dr. Lara on TikTok     Podcast production and show notes provided by HiveCast.fm

In episode 222, Coffey talks with consultant and author LeAnne Lagasse about effective leadership development initiatives and what she calls “congruent leadership.”  They discuss why most leadership training programs fail to deliver ROI; the importance of reverse engineering programs from specific organizational outcomes; the significant impact of frontline managers on employee engagement; the gap between knowledge transfer and skill execution; building programs with practice, peer learning, and self-reflection components; “soft skills” deficits across the workforce; “congruent leadership” as alignment of self-perception and team experience; and the 70-20-10 learning model's impact on development.  You can find LeAnne's new book “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” here https://a.co/d/ehUoYLx  Hardcover: https://www.barnesandnoble.com/w/the-congruent-leader-leanne-lagasse/1148446437?ean=9798999501912   Book website: https://www.thecongruentleaderbook.com   Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  LeAnne Lagasse is the author of “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You.”   LeAnne is also an HR consultant and keynote speaker who helps leaders and organizations improve employee engagement and retention, as well as develop their people managers.   LeAnne is a SHRM-SCP, a Gallup-Certified CliftonStrengths© Coach, and also serves as adjunct faculty at Missouri State University, where she teaches professional communication courses to MBA students.   Before launching her consulting business, LeAnne was a faculty member and the Director of Public Speaking in the College of Media and Communication at Texas Tech University, where she served for 14 years. Alongside her husband, Ben, she is a proud mom to three children and two pet prairie dogs.  LeAnne's book, “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” is available at https://a.co/d/e2vm4d1.   LeAnne Lagasse can be reached at: https://www.leannelagasse.com/  https://www.linkedin.com/in/leannelagasse/  https://www.facebook.com/leannelagasseconsulting   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:   Design leadership development programs that span extended timeframes with multiple learning modalities including peer collaboration, low-stakes practice opportunities, and structured reinforcement rather than relying on one-day events or single webinars. Incorporate self-awareness and reflection exercises into leadership training to help managers identify their natural strengths, biases, and communication tendencies that create barriers to their own success. Implement the 70-20-10 learning model by prioritizing challenging practice exercises (70%), supportive coaching and mentoring relationships (20%), and formal content delivery (10%) to maximize leadership development ROI. 

When you're looking to grow your clinic, there are two ways to make it happen: hire a new provider or offer a new technology/service. With limitations of space and payroll, a hire may not be the best option. In this episode, we share our best practices for onboarding new services to get the best return sooner!Talking Points:AesthetiCare and our focus on results-driven treatmentsGrow through great team members and smart service additionsAdd devices that create new revenue, not compete with existing servicesAttend industry meetings and conferencesTalk to reps and providers to learn about new techContact clinics already using the device for honest feedbackBook demos when the full team can attendCreate a clear pitch to get team buy-inInclude marketing team in demos and early planningTrain providers thoroughly with hands-on sessionsBuild a plan to collect quality before & after photosKeep website and messaging condition-focused (e.g., acne, skin laxity)Set internal contests and team goals for new servicesCelebrate early wins to build momentumHost virtual events to promote and educate clients on new treatmentsResources:AesthetiCare MedspaIncredible MarketingAIG Virtual EventsAd Links:Online E-coursesTuesday Training

Hiring doesn't stall because there aren't good associates. It stalls because leaders lack clarity. Dr. Bobby and Dr. Lona walk through how vision, values, and speed create momentum, then show how to turn that clarity into a simple, repeatable “talent funnel” that attracts A-players.You'll hear the traits that matter most, why leaders must set a compelling vision, and how to move from hoping to hiring with four direct outreach lanes and clean onboarding. The goal is to stop crawling and start sprinting with a team that is excited to build something bigger than themselves.Key Highlights00:48 – Learn how to attract world-class associates and what defines a world-class team02:16 – Discover why leadership clarity and values always determine the quality of people you attract05:17 – Understand the three core traits of top performers and how to identify them quickly06:24 – See how the right environment raises your standards and accelerates personal growth09:11 – Explore how clarity and decisiveness speed up hiring and draw in the right candidates11:33 – Find out how sharing your vision publicly keeps your pipeline full of potential team members15:43 – Learn to build a talent funnel that nurtures relationships and turns interest into commitment17:07 – Understand the simple math of capacity so you know exactly when to hire before burnout hits18:00 – Discover four outreach lanes that bring in both warm and new connections ready to grow with you20:48 – Identify the mindset blocks that slow your hiring momentum and how to replace hesitation with action Resources MentionedJoin the TRP Remarkable Attraction Immersion - Oct 24 & 25 in Adelaide, AUS - https://theremarkablepractice.com/upcoming-events/ To schedule a Strategy Session with Dr Lona: https://go.oncehub.com/DrLonaBuildPodcastTo schedule a Strategy Session with Dr Bobby: https://go.oncehub.com/DrBobbyBuildPodcastLearn more about the Remarkable CEO Podcast: https://theremarkablepractice.com/podcast

Founder of The Upside, Erin Halper, joined me on Ditching Hourly to share her pro tips on creating and sustaining a premium online community. Erin's Links:Erin's community » https://betheupside.com/Erin's LinkedIn » https://www.linkedin.com/in/erinhalper/Chapters(00:00) - Introduction and Guest Welcome (00:19) - Erin Halper's Background and The Upside Community (03:19) - Challenges and Evolution of The Upside (07:24) - Starting and Running a Community (09:18) - Best Practices for Community Management (24:08) - Pricing Strategies for Independent Consultants (30:19) - Navigating Agency Subcontracting (30:52) - Building and Scaling Your Business (31:42) - Lifestyle and Impact in Consulting (33:00) - Celebrating Wins and Community Support (34:26) - Visibility and Positioning (36:03) - Pricing Strategies and Market Shifts (37:47) - Maintaining Boundaries in Community (40:30) - Application Process and Membership Cap (43:40) - Quarterly Open House Strategy (47:18) - Onboarding and Member Matching (55:26) - Concluding Thoughts and Contact Information ----Do you have questions about how to improve your business? Things like:Value pricing your work instead of billing for your time?Positioning yourself as the go-to person in your space?Productizing your services so you never have to have another awkward sales call or spend hours writing another custom proposal?Book a one-on-one coaching call with me and get answers to these questions and others in the time it takes to get ready for work in the morning.Best of all, you're covered by my 100% satisfaction guarantee. If at the end of the call, you don't feel like it was worth it, just say the word, and I'll refund your purchase in full.To book your one-on-one coaching call, go to: https://jonathanstark.com/callI hope to see you there!

Are you a SaaS founder wondering How to Build a Growth Operating System That Helps Teams Deliver Real Value? Growing a B2B SaaS company can often feel messy. Teams try lots of different tactics, hoping that something will finally work. But this kind of scattered approach rarely leads to long-term, repeatable success. In this episode of the Grow Your B2B SaaS Podcast Joran Hofman sits down with growth expert and coach Andrew Capland. Andrew explains how to move beyond one-off growth hacks and start building what he calls a Growth Operating System. This system helps teams focus on delivering real value, work together more effectively, and create results that can scale over time.Key Timecodes(00:00) - Cold Open: North Star Metric, Activation vs Retention, and Copying Playbooks Pitfalls(01:02) - Host Introduction: B2B SaaS Growth Operating System with Andrew Capland(01:46) - Why Tactics Alone Fail: The Case for a Growth Operating System in B2B SaaS(02:01) - Andrew's Journey: From Growth Content to Executing a Growth Operating System(03:40) - When to Implement a Growth OS: From Random Acts of Growth to Repeatable Systems(04:20) - Growth OS Building Blocks: Strategy, KPIs, Rituals, Templates, Frameworks(05:37) - Plug-and-Play Templates: Customizing the Growth Operating System for Your Stage(06:25) - Growth Strategy 101: North Star, Vision, Levers, Bets, and Milestones(07:25) - Choosing a North Star Metric: Activation and Retention as Leading Indicators(08:31) - Activation Example: The Facebook “7 Friends in 5 Days” North Star Metric(09:43) - Defining Activation: Customer Interviews, Milestones, and Value Realization(10:47) - Cross-Functional Growth: Sales, Product, CS Inputs and Growth Leadership(12:26) - Earning Ownership: Become the Expert on the Problem (Activation/Retention)(15:14) - Sponsor Break: SaaStock Dublin – B2B SaaS Founder Networking and Investors(16:45) - Founder vs Growth Leader: Ownership Shifts from Early Stage to Scale(17:35) - Common Growth Mistakes: Copy-Pasting Big Tech Playbooks vs ICP Fit(19:06) - Case Study: Airbnb Referral Program Copycat That Flopped (and Why)(20:13) - Managing Growth Setbacks: Trophy File Mindset and Learning-First Experiments(23:08) - Using AI in Growth: Train on Your A/B Tests, Learnings, and Audience Data(25:16) - Documentation is a Growth Lever: Standardize Learnings and Onboarding(26:20) - Hiring Your First Head of Growth: Skill-Problem Fit and Translating Jargon(28:40) - Alignment First: What Growth Owns, Accountability, and Collaboration Rules(29:20) - Problem Selection: Scoping High-Leverage Bets and Measuring Outcomes(30:34) - Low-Volume SaaS: Qualitative Research, Session Recordings, and User Testing(32:12) - Essential Tool Stack: CRM/Marketing Automation, Product Analytics, In-App Messaging(33:45) - The Next 2–3 Years: Train AI on Proprietary Growth Data to Predict Outcomes(35:23) - Stage Advice: From 0–10K MRR—Find One Acquisition Channel and One Retention Channel

In this episode, I'm joined by Michael Bartolomei of Launch Control to talk about why texting isn't just a marketing tactic—it's a foundational part of a scalable business strategy. If you've been treating SMS as a one-off tool or cutting it when money gets tight, you're missing out on one of the most powerful ways to create consistent deal flow in real estate investing.Michael brings deep insight from working with investors at every level—from solo operators to large teams—and he shares what separates those who scale from those who stall. We dive into the systems, mindset shifts, and tactical frameworks that will help you stop chasing leads and start building a real engine for growth.Episode Timeline[0:00] – Introduction[1:13] – Why SMS marketing needs to be treated as a foundational business tool[2:04] – Michael's journey from boutique hotel owner to marketing leader at Launch Control[4:15] – Why most entrepreneurs need to stop doing everything themselves[6:07] – What Launch Control actually does and why it's more than just sending messages[7:08] – The importance of engagement coaching for text-based marketing[9:28] – Onboarding vs. optimization: how Launch Control supports users long-term[11:30] – Big mistake #1: expecting results too fast without a 90-day ramp[15:25] – Big mistake #2: cutting marketing first when finances get tight[17:15] – What the most successful investors do differently in marketing and scaling[20:13] – Why consistent systems (not chaos) are the key to predictable profits[22:17] – Deconstructing a large-scale business into scalable buckets[25:40] – How to get started with Launch Control (and what to expect from their team)5 Key TakeawaysSMS should be a long-term growth pillar, not a quick-fix lead gen tactic.You can't scale if you're still wearing every hat. Know when to outsource.Success comes from systems that allow you to plug and play—not start over.Avoid cutting marketing during hard times—it's your business lifeline.Consistency in messaging and process beats high-intensity sprints every time.Links & ResourcesLaunch Control: launchcontrol.usBook mentioned: Profit First for Real Estate Investing by David RichterNeed help with financial clarity? Visit www.simplecfo.comIf you're ready to stop burning cash on inconsistent lead flow and start building a marketing machine that fuels your real estate business, this episode is a must-listen. If you enjoyed it, don't forget to rate, follow, and leave a review so we can keep helping more investors put Profit First!

My guest today believes that onboarding your tenant sets the tone for the entire tenancy.  From move in to move out, your systems drive your landlord business.  Business efficiency expert Sydney Young is back with us, talking about how to set up even more systems as a remote landlord.  Everything from onboarding a new tenant from afar to setting up your properties on a schedule, Syd always brings new ideas to the conversation.  The best part?  Syd always brings something FREE.  This episode is no exception.  Join me as we learn about remote landlord and property systems together!   

In this Tactical Tuesday episode, Sam and Vivien discuss five essential tips for successfully adopting new recruitment tools and platforms.Onboarding can make or break your team's experience using a new tool — and can be the biggest deciding factor between stellar user adoption and a tool no one actually uses.Throughout the conversation, Sam and Vivien emphasize the importance of conducting a discovery call, ensuring proper data migration, fostering team adoption through collaborative learning, maintaining a positive attitude, and understanding the onboarding timeline.One thing they all have in common? These strategies aim to simplify the change process and enhance user experience, ultimately leading to successful implementation.Chapters:00:00 - Mastering the switch to new recruitment tech01:50 - Defining your needs for the perfect recruitment software match04:48 - Your candidate data is gold: A guide to seamless data migration07:13 - From resistance to results: Driving recruiter adoption of new tech10:20 - The mindset for change: Leading your team through new tech adoption13:20 - Setting realistic expectations for your onboarding timelineExplore all our episodes and catch the full video experience at loxo.co/podcastsBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

"If you can't trust your team to work unsupervised, you may have hired the wrong people or need to look in the mirror first." Notable Moments [03:37] The importance of hiring self-motivated people before implementing remote processes. [04:52] Why trust issues with remote work often stem from hiring decisions, not management style. [08:04] Setting up tools, technology, and data policies for remote employees. [09:48] Onboarding for culture, not just compliance. [11:03] Defining communication expectations and channels for hybrid teams. [13:30] How Dan Cockerell's “What It's Like to Work With Me” document inspired Tim's own approach. [16:15] The “touch people before you touch work” leadership philosophy. [18:29] Helping organizations transition from in-office to remote environments effectively. In this episode, Tim Dyck and Jody Maberry discuss how to create effective processes and guidelines for remote workers. They explore the role of trust in leadership, the importance of hiring motivated individuals, and how culture, communication, and clear expectations build successful remote teams. Read the blog for more from this episode. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca

In this episode of Cybersecurity Today, Jim hosts Craig Taylor, a seasoned virtual Chief Information Security Officer (vCISO) with over 25 years of experience. They discuss the evolution and significance of the vCISO role, Taylor's career path, and the founding of his company, Cyber Hoot, which provides cybersecurity education and vCISO services. Taylor shares insights into why companies, especially SMBs, opt for vCISO services due to budget constraints and the scarcity of cybersecurity professionals. He also talks about the common challenges faced by vCISOs, such as managing burnout and ensuring client adherence to security recommendations. The conversation delves into the importance of cybersecurity culture, the need for effective education, and the integration of cybersecurity in business practices. Taylor offers practical advice on hiring the right vCISO and highlights the benefits his company provides. The episode concludes with a discussion on the psychology behind successful cybersecurity practices and Taylor's thoughts on the future of the industry. 00:00 Introduction to Cybersecurity Today 00:04 Meet Craig Taylor: The Virtual CISO 00:47 The Early Days of Virtual CISOs 02:15 Building a Cybersecurity Company 03:40 The Rise of Virtual CISO Services 05:01 Challenges and Realities of Cybersecurity 06:42 The Importance of Cyber Literacy 20:38 Managing Cybersecurity Risks 28:05 Understanding Administrative Risks in Onboarding and Offboarding 28:39 Challenges with MSPs and Cybersecurity 29:27 The Importance of Basic Security Measures 31:52 Dealing with Technology Debt 32:52 Balancing Budget and Security Needs 35:13 Real-Life Cybersecurity Incidents 40:17 The Role of Education in Cybersecurity 46:12 Hiring the Right VCISO 51:33 Conclusion and Final Thoughts

What would change if you stopped chasing one off flips and rebuilt a real business that runs without you? In this episode of the Real Estate Excellence Podcast, Tracy Hayes sits down with Tiffany High. Tiffany lays out how she left a demanding corporate path to be present for family, stumbled into flipping, then scaled from 40 flips in year one to a virtual operation closing 20 plus deals a month. The turning point was tearing everything down in 90 days and rebuilding with systems, training, and leadership so the company could run without constant firefighting. She explains why newbies should start with wholesaling, how to use licensed inspections plus a GC to scope work, and why leverage and team building beat solo grind. The theme is simple. Real estate is copy and paste when you install infrastructure and remove limiting beliefs. If you are ready to replace hustle with a system, check out the four week Real Estate Business Accelerator and grab a seat at the Columbus workshop. Start implementing one channel, one closer, one scorecard today.   Highlights: 00:00 - 09:59 Origin story and first flips ·        Leaving corporate to support family ·        Discovering flipping and investing in education ·        First 40 flips as a one person show ·        Early mistakes without CRM or lists ·        Why wholesaling should have come first 10:00 - 19:59 From grind to systems ·        Hiring a GC before subs ·        Virtual acquisitions and scope of work flow ·        Inspector plus GC on site together ·        Cosmetic rehabs over gut jobs ·        Median price focus for multiple exits 20:00 - 29:59 Rebuilding the business ·        Year two crash and 90 days reset ·        Installing onboarding training tracking ·        Each closer worth eight deals a month ·        Leadership and removing limiting beliefs ·        Option freedom through leverage 30:00 - 39:59 Marketing and deal flow ·        Diversified channels inbound and outbound ·        Partnering with a realtor team for listings ·        San Diego success case million-dollar month ·        Define success then reverse engineer 40:00 - 49:59 Money and risk management ·        Private lenders and double-digit returns ·        Deals versus business capital ·        Why real estate beats stocks for control ·        Lender package inspections comps photos ·        Only funding deals you would take over 50:00 - 01:00:53 Wholesaling first and next steps ·        What wholesaling is and why to begin there ·        Contract timelines 30 day close 21-day inspection ·        Dispo in under three weeks with buyers list ·        Workshops plus four-week accelerator outline ·        Tactical podcast for ongoing execution   Quotes: “Flipping a house is not a unique thing. It is a copy and paste system.” – Tiffany High “We rebuilt every aspect in less than 90 days and did 300 deals after that.” – Tiffany High “We lock everything up virtually over the phone through an acquisitions process.” – Tiffany High “Success is you define it. Our job is to get you to where you want to go.” – Tiffany High   To contact Tiffany High, learn more about her business, and make her a part of your network, make sure to follow her on her Website, Instagram, Facebook, YouTube, LinkedIn, and Podcast.   Connect with Tiffany High! Website: https://resultsdrivenrei.com/ Instagram: https://www.instagram.com/tiffanyhighofficial/ Facebook: https://www.facebook.com/officialtiffanyhigh  YouTube: http://www.youtube.com/@resultsdriven-rei Podcast: https://www.theresultsdrivenpodcast.com/   Connect with me! Website: toprealtorjacksonville.com   Website: toprealtorstaugustine.com    SUBSCRIBE & LEAVE A 5-STAR REVIEW as we discuss real estate excellence with the best of the best.   #RealEstateExcellence #TiffanyHigh #RealEstateInvesting #WholesalingHouses #HouseFlipping #VirtualFlipping #Acquisitions #Dispositions #PrivateLending #RealEstateSystems #KPI #CRM #DealFlow #MarketingChannels #GC #HomeInspection #MindsetShift #Leadership #OptionFreedom #ResultsDriven #ColumbusRealEstate #SanDiegoRealEstate

SummaryOn this episode of the ATX DAO Podcast, Ash and Tom welcome guests Armin, Sangeeth, and Luke from Avalanche Team1 to talk about the creation of Avalanche Cascade, a powerful new platform for onboarding users into the Avalanche ecosystem.In a fun twist, Luke steps out of his usual host role to share what he's been building with the Team1 crew. The group dives into how Avalanche Cascade helps different types of users get started, including crypto newcomers, Web3 natives, developers, and enterprises.They discuss the platform's origin story, design decisions, and upcoming features like XP systems, contributor tools, and chain-specific onboarding paths. The episode also touches on analytics, ecosystem mapping, and how Avalanche Cascade supports real user adoption.Connect with the Avalanche Cascade Team:Cascade Website: https://cascade.team1.network/Armin: @arminreiterLuke: @luke152Sangeeth: @Sxng33thAvalanche Team1: @AvaxTeam1Check out our friends at Tequila 512:Website: ⁠⁠⁠⁠⁠⁠⁠https://www.tequila512.com⁠⁠Socials: ⁠⁠X (Twitter)⁠⁠ | ⁠⁠Instagram⁠⁠ | ⁠⁠TikTok⁠⁠ | ⁠⁠Facebook⁠To learn more about ATX DAO:Check out the ⁠ATX DAO ⁠websiteFollow ⁠@ATXDAO⁠ on X (Twitter)Subscribe to our newsletterConnect with us on ⁠LinkedIn⁠Join the community in the ⁠ATX DAO Discord⁠Connect with the ATX DAO Podcast team on X (Twitter):Ash:  ⁠@ashinthewild⁠Luke: ⁠⁠⁠⁠⁠@Luke152⁠⁠⁠⁠⁠Tom: @Tommyg_25Support the Podcast:If you enjoyed this episode, please leave us a review and share it with your network.Subscribe for more insights, interviews, and deep dives into the world of Web3.

If your lead source disappeared tomorrow, would your team still stay? Jeremy Miner and Dean Kozora are building a sales culture where the answer is yes. Jeremy, founder of 7th Level, sits down with Dean, founder of Hardly Selling, to announce their new partnership. Hardly Selling is a sales training agency that focuses solely on sales team growth recruiting new team members, consulting on sales process, and scaling elite sales organizations. Through this partnership, they're helping expand 7th Level's internal sales team and giving top sales professionals the opportunity to train directly under Jeremy's NEPQ methodology inside a proven system. Dean has built over 17 sales teams past $1M/month, and together they share the frameworks that create top-performing sales teams, cultures that retain talent, and systems that scale with integrity. Chapters (00:00) Introduction (01:19) The High-Ticket Gap (03:14) Onboarding and Product Knowledge (06:54) The Ideal Sales Rep Profile (ISRP) (08:59) Systems and the “Broken Pipe” Problem (12:42) Hiring and Culture (15:52) Leadership, Pay, and Retention (22:12) The 7th Level x Hardly Selling Partnership (29:14) How to Apply Got a question about sales, persuasion, or objection handling? Text me directly: +1-480-418-6755 Join the 7th Level Sales Team: ⁠https://hardlyselling.hirebus-careers.com/closer-7th-level⁠ Get Top Sales Talent For Your Business: ⁠https://calendly.com/d/cshn-ztm-n69/7th-level-recruiting⁠ ➡️ The exact NEPQ script I used to earn $2.4M/year as a W-2 sales rep: ⁠https://nepqtraining.com/smv-yt-splt-opt-org⁠

Christiana Smith Shi is a seasoned leader in global, multichannel retail, co-author of national, best-selling book Career Forward: Strategies From Women Who've Made It, founder and principal at Lovejoy Advisors, LLC., and an experienced corporate director on multiple Fortune 100 boards. Christiana made an early career pivot from finance to join McKinsey & Company, where she ultimately served as Senior Partner. After 25 years in management consulting, Christiana became the President of Direct-to-Consumer at Nike. In 2016, she retired from Nike and founded Lovejoy Advisors to help provide guidance around digital transformation for consumer and retail businesses. She joins Roy to share insights into navigating a rewarding career, talent lessons from McKinsey and Nike, and much more. Highlights from our conversation include:The timely issue that prompted her to write a book (3:58)Why Christiana puts career first, job second (9:18)How to take a strategic long view with your career (10:55)Advice for building “professional equity” (15:27)What it means to “think like an investor” when it comes to your career (16:58)Christiana's core leadership philosophy (22:20)Her perspective on the value of leadership coaching (25:38)The role of feedback as a leader (26:47)Lessons learned about hiring and talent and the major differences between hiring at McKinsey and Nike (30:25)How Christiana worked to integrate her team into the culture of Nike (35:35)Identifying strengths and opportunities of a team (37:20)How to avoid what she calls "benevolent stagnation” (42:09)How Christiana has applied her career experience and strategies to her work on boards (45:19)Advice for landing board roles (46:45)The ultimate payoff of a rewarding career and what Christiana is thinking about for the future (55:05)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

As financial advisors, we're always evolving—new processes, new services, new team members, and even new ways of engaging with clients. But while your newest clients experience your polished onboarding process, your long-term clients may still be operating under the “old rules.” That's where re-onboarding comes in. In this episode, we dive into how to reintroduce your long-standing clients to your current practice in a way that feels natural, client-centered, and value-driven.What you'll learn in this episode:Why re-onboarding is essential to keeping long-term clients aligned with your evolving practiceHow to introduce re-onboarding without it feeling awkward or forcedPractical strategies for resetting expectations, updating processes, and reinforcing valueWays to tie re-onboarding to housekeeping tasks that strengthen client relationshipsHow re-onboarding can open the door to referrals and reinforce your positioning as an advisorRe-onboarding doesn't need to be complicated—it's a simple but powerful tool for reinforcing your value, realigning client expectations, and making sure everyone experiences the best version of your practice today. Tune in and discover how to use re-onboarding as a lever for growth and stronger client relationships.Learn more about the Group Coaching & Mastermind HERE! Check out The First 100 Days Course: The Advisor's Blueprint for a Remarkable Client Experience HERE!Learn more about Asset-Map financial planning software HERE! Learn more about our sponsor Beemo Automation HERE! Check out the Efficient Advisor YouTube Channel HERE!Connect with Libby on LinkedIn HERE!Successful businesses don't get built alone. You need community! You need collaboration! Join us in The Efficient Advisor Community on Facebook.

In episode 221, Coffey talks with Jason Finkelman about the September 2025 presidential proclamation requiring a $100,000 fee for H-1B visa petitions and its potential impact on employers and foreign workers.They discuss the vague proclamation language creating confusion about fee applicability; the H-1B lottery process; how prevailing wage requirements are designed to prevent exploitation; consulting companies farming out H-!B workers; the possible impact on small and medium employers; alternatives to H-1Bs; and what to expect in the spring H-1B lottery.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Jason Finkelman is an Immigration Attorney working with domestic and foreign businesses, as well as international individuals in a variety of employment-based and family-based immigration matters. He represents U.S. and international companies, entrepreneurs, investors, business-owners, executives, professionals, skilled workers, students, and families in obtaining employment visas, lawful permanent residence ("green cards") and U.S. citizenship. Jason has worked with clients across a number of industries including high-tech, semiconductor, healthcare, higher education, energy, oil and gas, import/export, research, video game, as well as professional athletics, music, and entertainment to help them meet their immigration goals. Jason continues to be at the forefront of immigration law. Please visit www.finkelmanlaw.com for more information on his services.Jason Finkelman can be reached athttps://www.finkelmanlaw.comhttps://www.linkedin.com/in/jasonfinkelman/https://www.facebook.com/finkelmanlawhttps://x.com/FinkelmanLawAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand the H-1B visa framework including the annual lottery system, prevailing wage requirements enforced by the Department of Labor, and the current government fee structure.2. Understand the impact of the $1000,0003. Evaluate alternatives to H-1B visas for utilizing foreign talent.

Yeah sure your staff take the customer's order, give them the change, and direct them to the pick up area, but you want more! Trouble is, even though you have talked about it and told them, you don't see a change. What gives?! Today on Shift break we will be talking about the often desired, always vaguely communicated, and angst inducing topic of how to get baristas to meaningfully engage your customers. The goal is to help you take this on as a collaborative project, one in which much of the onus rests first on yourself and then the staff.  Related Episodes:  527: Thoughts on How to Approach Training and Onboarding 018: Hiring, Culture, and the Future of your Shop Motivating Staff Through Culture 291 : What to do if Your Baristas Wont Listen to You   HIRE KTTS CONSULTING AND COACHING! If you are a cafe owner and want to work one on one with me to bring your shop to its next level and help bring you joy and freedom in the process then email  chris@keystothshop.com of book a free call now:  https://calendly.com/chrisdeferio/30min    Thank you to out sponsors! Everything you need for back of the house operations https://rattleware.qualitybystainless.com/   The best and most revered espresso machines on the planet: www.lamarzoccousa.com