Podcasts about Onboarding

Ryan Pineda and co-host Brian Davila sit down with Danny Bae to explore how he leveraged 20+ years of direct sales experience and his unique Korean-American background to build a 260,000-person global sales organization that generated over $400 million in Korean skincare revenue outside of Korea, while sharing lessons on leadership, network marketing, entrepreneurship, and scaling through people. ⁣⁣Connect with Danny - ⁣https://www.instagram.com/dannybaeofficial/ ⁣https://www.instagram.com/weareriman/ ⁣⁣Watch the podcast with Brad Sugars - https://youtu.be/nxyAdptUGcw⁣⁣__________⁣If you'd like my team to run your marketing & sales department to scale your business apply here https://www.pinedapartners.com⁣⁣Join our private mastermind for elite business leaders who golf. https://www.mastermind19.com⁣⁣Want to be featured on the Wealthy Way Podcast? Apply here https://www.wealthyway.com⁣⁣If you want to start your real estate investing business, we'll give you 1:1 coaching, seller leads, software, & everything you need. https://www.wealthyinvestor.com⁣⁣Tired of paying so much in taxes every year? We'll give you strategy, tax prep, and accounting all in one place. https://www.taylor-tax.com⁣⁣Join free Bible studies and workshops for Christian business leaders. https://www.tentmakers.us⁣__________⁣Chapters: ⁣00:00 - $400M Sales Success⁣02:19 - Expansion & Team Building⁣06:59 - Recruiting & Training⁣15:02 - Direct Sales & M19⁣18:44 - Career Journey⁣23:13 - K-Pop & Marketing Ideas⁣30:06 - Commission Structure⁣31:48 - Caddy Recruiting Strategy⁣36:48 - Onboarding & Compensation⁣45:14 - Network Marketing Strategy⁣47:01 - Recruiting Golf Pros⁣50:34 - International Expansion⁣1:00:20 - K-Beauty Opportunity⁣1:01:50 - Scaling with TikTok⁣1:07:03 - Caddy Sales Model⁣1:15:23 - Golf Sales Opportunities⁣1:17:02 - Network Marketing Lessons

Join Emily Bath as she shares a simple, effective onboarding system that that will get your new recruits sharing, growing and earning the lucrative BOOST Bonuses right out of the gate. Of all the systems to implement, this one is the most important...because when there is a clear, simple "getting started" system in place, advocates are more likely to take that first step...and the faster they act, the faster they get wins.Find us at hughandgrace.com  On Instagram @hughandgrace       On Facebook @HughandGrace   Email us at customercare@hughandgrace.com Music: Realize your dreams by Sergio Prosvirini

In this episode of the Ridiculously Amazing Insurance Agent Podcast, we deliver the ultimate blueprint on insurance agents training for new hires | complete guide. Onboarding can feel overwhelming, but a systematic approach is the secret to getting rookies production-ready without burning out your leadership team. We break down how to stop guessing and start leveraging structured, layered strategies that turn new hires into confident, independent producers in record time.

Anthony and Katie discuss starting new roles and the process of getting up to speed with visual design styles you may not yet be familiar with.Hosts:Anthony Hobday, Generalist Product Designer: ⁠⁠https://twitter.com/hobdaydesign⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Katie Langerman, Design Systems Designer: ⁠⁠https://twitter.com/KatieLangerman⁠

In this episode, Yong Han, CEO and co-founder of OnSite, shares her journey from academia to startup founder, focusing on how construction tech is transforming field messaging and task management. Discover insights on product development, customer relationships, and the challenges of building user-friendly tools for on-site workers. key topics Yong Han's career transition from academia to startup The problem with WhatsApp in construction workflows Product development and user experience in field apps Customer success stories and product impact Challenges of onboarding ground workers Chapters 00:00 From Academia to Entrepreneurship: A Unique Journey 02:51 Navigating the Challenges of Startup Life 05:49 Building a User-Centric Product 09:00 Proud Moments and Customer Relationships 12:13 Onboarding and User Experience Challenges 15:08 Daily Life of a Startup Founder 17:52 The Right Time to Use OnSite 21:00 Rapid Fire Round and Closing Thoughts

Barry Lyon, Director of Provider Recruiting and Onboarding for Dental Care Alliance, shares his perspective on how AI, robotics, and regenerative dentistry are transforming patient care while discussing the workforce, financial, and public health challenges shaping the profession. He also explains why strong leadership, mentorship, and adapting to the next generation of patients and providers will be critical for long-term success.

A meme about a man with a peanut allergy trusting an AI app that just told him peanut butter was safe sparked this episode, and it is a good entry point into a real problem Jerry sees constantly with chiropractors and AI. Jerry uses AI constantly in his own business, and he is upfront that it is an incredible tool. But he also lays out exactly where AI falls short: it will confidently tell you things that are completely wrong, it will contradict itself within the same conversation, and it pulls its answers from source material that may or may not be accurate. He shares a striking real estate story where both the buyer and seller of the same house, independently, asked ChatGPT if their deal was good, and both were told they were getting a bad deal. Neither one was right, and the deal that everyone had agreed on suddenly fell apart over bad AI advice. From there, Jerry connects this directly to a mistake he sees in his own website and SEO work, where clients increasingly send him AI-generated advice they don't fully understand, expecting him to implement it. He compares this to an old, familiar mistake in chiropractic: hiring a commission-only marketing person and hoping they will figure it out because the chiropractor never took ownership of learning marketing themselves. AI, Jerry says, is just the newest version of the same problem, an easy way to pass the buck instead of leading your own business. The episode closes with a personal story Jerry has never shared on the podcast before: a nine year IRS ordeal that started as a simple accounting mistake in 2017 and dragged on for nearly a decade, entirely because he disengaged and handed the problem to someone else instead of staying involved. It only got resolved once he took ownership of it himself. Topics Covered The peanut butter meme and why it's a good entry point into AI's limitations What AI is genuinely good at: processing information, acting as a sounding board, teaching new software and processes Why AI can confidently repeat inaccurate information depending on its source material The real estate story: a buyer and seller both told by ChatGPT that their agreed-upon deal was bad Why Jerry stopped using ChatGPT specifically and how he thinks about its design incentives The pattern Jerry sees with website and SEO clients sending him AI advice they don't understand themselves The old commission-only marketing hire mistake and how it mirrors blind trust in AI today Why every chiropractor is the leader of their practice, whether they have a large staff or none at all Onboarding, retention, and why being the leader applies to patients too, not just employees or tools Jerry's personal story: a nine year IRS mess caused by disengaging from a problem instead of owning it The core rule: the higher the stakes of a decision, the more cautious you should be about leaning on AI Need Help?  If you want help with your website or local search, or if you want to build real competence as a business owner through the Next Step program, you can find both at RocketChiro.com.

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP261  In episode 261, Coffey talks with Bernadette Jones about how leaders can identify, triage, and resolve workplace issues before they escalate into legal and cultural crises.  They discuss leader avoidance of difficult conversations and its organizational consequences; distinguishing between people problems, process problems, and leadership problems; using a triage framework to assess urgency and risk in workplace issues; the TRIAGE acronym as a structured people problem resolution framework; the role of documentation in at-will terminations and discrimination defense; when to bring in third-party HR consultants or employment counsel; the cost and cultural damage of nuisance lawsuits and settlement checks; transparent post-incident communication strategies that protect employee privacy; the connection between ongoing feedback practices and employee trust; and workplace trauma, post-COVID mental health, and psychological safety as cultural imperatives.  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:  Bernadette Jones is Co-Founder of Visionova HR Consulting, where she helps organizations lead at the intersection of compliance and culture. With more than two decades of experience in HR leadership, coaching, and consulting, she supports nonprofits, small businesses, and mission-driven teams in navigating difficult conversations, employee-relations challenges, leadership communication breakdowns, and workplace culture transformation.   A national speaker, Bernadette has presented for SHRM, Nonprofit HR, Northern California SHRM, and other conferences across the country. She serves on the Northern California SHRM Professional Development and Conference Committee and chairs the NorCal SHRM DEIB Committee, where she helps shape content and conversations for HR leaders regionally and beyond. Bernadette has presented at SHRM conferences and nonprofit leadership events on topics including workplace respect, harassment prevention, inclusive leadership, and culture-first HR strategy.   She is especially valued for helping leaders move beyond policy-only thinking and toward practical, respectful leadership that works in the real world. With her 20 years of experience, Bernadette has worked with executives, HR leaders, and managers who are navigating toxic employees, scary complaints, high-stakes terminations, and burned-out teams often without a full HR department behind them. She is known for her calm, candid style and her ability to translate complex HR and employment-law concepts into plain language leaders can act on right away.  Bernadette Jones can be reached at:  Email: bjones@visionovahr.com  Website: https://visionovahr.activehosted.com/f/55 LinkedIn: https://www.linkedin.com/in/bernadettejones-visionovahr/ Facebook: https://www.facebook.com/VisionovaHR Instagram: https://www.instagram.com/bernadettejoneshr/?hl=en#   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 29 years are empty nesters in Fort Worth.  Learning Objectives: Apply the People Problem Triage framework to distinguish between people, process, and leadership problems before escalating to formal action.  Assess the compliance and legal risk level of a workplace issue in order to determine appropriate urgency and next steps.  Recognize how undocumented role changes, unclear responsibilities, and deferred feedback create conditions for employee conflict and litigation exposure 

Dobrý produkt, silná značka a spokojení zákazníci jsou důležité. Ale bez aktivního salesu se růst dlouhodobě neobejde.Vratislav Zima z MeguMethod sdílí, jak změna trhu donutila jeho firmu přestat spoléhat na inbound a začít budovat systematický obchod.Pro více tipů nás sledujte na sociálních sítích:

What if your newest hire decides whether to stay in their very first week? Trevor opens a new solo series built on a national study of 1,250 manufacturing workers, run with Crossover Solutions and The Center for Generational Kinetics. The frontline wants a first-week mentor far more than the leaders who sign off on one, and that blind spot is feeding turnover. He names the Expectation Gap and shares the near-zero-cost move in manufacturing team leadership that closes it before your next hire walks in the door.

Want to scale your property management or co-hosting business past 10, 20, 50 listings? Book a call here: https://strsecrets.com/applyConnect with Mike Reilly : https://www.instagram.com/mikereillync/How do you onboard 7 vacation rental properties in one month without burning out your team?Mike Reilly breaks down the exact 6 stage onboarding system NC Stays uses for every new property, from the first homeowner call to the post launch celebration.Homeowner trust in property managers is at an all time low.Nearly every owner has been burned before.The managers who onboard properties with a real system are locking in 5 to 10 year relationships and standing out in a market flooded with new co-hosts.In this training you'll learn the full checklist:Why the first 30 days with a homeowner decides the next 10 yearsThe 6 stages of onboarding: Handoff, On-Site Setup, Photography, Listing & Software Setup, Final Touches, and Post LaunchHow Mike's team uses Meta glasses to capture every inch of a home and turn it into checklists automaticallyThe QR code trick that eliminates guest questions about the grill, hot tub, sauna, and game roomThe exact roles to hire: project manager, contractor help, listing team, and data qualityHow one Pinehurst property pulled $30,000 in bookings from mood boards alone, before it was even readyThe review stay strategy that gets Airbnb pushing your listing to page one in week oneTIMESTAMPS00:00 Trailer00:37 Welcome back + what's coming for the podcast02:02 Onboarding 7 properties in one month (all 4,000+ sq ft)03:59 The trust crisis and why onboarding is your biggest advantage05:00 The system and the 6 roles you need on your team07:58 The 6 stages of onboarding explained08:01 Stage 1: The Handoff (welcome email, onboarding form, group text)09:55 Stage 2: On-Site Setup with Meta glasses11:12 QR codes, inventory counts, and the house manual14:30 Stage 3: Photography (lifestyle shots, staging, shot lists)15:35 Stage 4: Listing & Software Setup (custom GPT listings, PriceLabs)16:55 $30,000 in bookings from mood boards before launch17:36 Stage 5: Final Touches (data quality, review stays, financials)19:07 Stage 6: Post Launch (social posts, email list, owner shareables)20:02 Why you can't scale without this process20:41 Inside the STR Secrets Mastermind

Want to scale your property management or co-hosting business past 10, 20, 50 listings? Book a call here: https://strsecrets.com/applyConnect with Mike Reilly : https://www.instagram.com/mikereillync/How do you onboard 7 vacation rental properties in one month without burning out your team?Mike Reilly breaks down the exact 6 stage onboarding system NC Stays uses for every new property, from the first homeowner call to the post launch celebration.Homeowner trust in property managers is at an all time low.Nearly every owner has been burned before.The managers who onboard properties with a real system are locking in 5 to 10 year relationships and standing out in a market flooded with new co-hosts.In this training you'll learn the full checklist:Why the first 30 days with a homeowner decides the next 10 yearsThe 6 stages of onboarding: Handoff, On-Site Setup, Photography, Listing & Software Setup, Final Touches, and Post LaunchHow Mike's team uses Meta glasses to capture every inch of a home and turn it into checklists automaticallyThe QR code trick that eliminates guest questions about the grill, hot tub, sauna, and game roomThe exact roles to hire: project manager, contractor help, listing team, and data qualityHow one Pinehurst property pulled $30,000 in bookings from mood boards alone, before it was even readyThe review stay strategy that gets Airbnb pushing your listing to page one in week oneTIMESTAMPS00:00 Trailer00:37 Welcome back + what's coming for the podcast02:02 Onboarding 7 properties in one month (all 4,000+ sq ft)03:59 The trust crisis and why onboarding is your biggest advantage05:00 The system and the 6 roles you need on your team07:58 The 6 stages of onboarding explained08:01 Stage 1: The Handoff (welcome email, onboarding form, group text)09:55 Stage 2: On-Site Setup with Meta glasses11:12 QR codes, inventory counts, and the house manual14:30 Stage 3: Photography (lifestyle shots, staging, shot lists)15:35 Stage 4: Listing & Software Setup (custom GPT listings, PriceLabs)16:55 $30,000 in bookings from mood boards before launch17:36 Stage 5: Final Touches (data quality, review stays, financials)19:07 Stage 6: Post Launch (social posts, email list, owner shareables)20:02 Why you can't scale without this process20:41 Inside the STR Secrets Mastermind

Manuel Weber ist Nachfolger- und Führungsexperte, Unternehmercoach und Gründer der Unternehmensberatung Die Führungskräfte Veredler. Gemeinsam mit seinem Team begleitet er Nachfolger und junge Geschäftsführer im Mittelstand dabei, klarer zu führen, Verantwortung im Team aufzubauen und Unternehmen strukturiert weiterzuentwickeln.Ganz nach dem Motto: Vom Nachfolger zum Unternehmer - Raus aus dem Hamsterrad!Mehr über Manuel Weber und die Unternehmensberatung findest du hier:

She's #1 in South Dakota, #33 in the US, closed 358 units with just 23 agents—and runs a 53% profit margin. In this working session, Amy Stockberger opens her team's real playbook so you can copy what works. In this episode: Why team size follows profit (not ego) and why she'll cap at ~50 agents 70% workflow automation and a VA-led TC model designed to scale to 500 units with 1.5 VAs "Serve–Serve–Sell" + Lifetime Home Support: the engine behind ~90% repeat and referral Onboarding boot camps, release criteria, and 7.5 weeks of training per year Weekly accountability pods and a hard $3M minimum production line Recruiting that works: no part‑timers, hire to core values, and favor competitive team players Turning inside sales from a cost center into a profit center The stack: Trainual, Microsoft Teams, and AI assistants agents actually use   Resources and events: Get updates on the new team‑building book: remindermedia.com/teambook Join the $100M Team Mastermind (Sept 22–23 in Scottsdale, AZ): remindermedia.com/teamevent  

Strength training has never been more popular, yet millions of people still feel unsure about where to begin. In this episode of the Fitness Business Podcast, JT sits down with Ryan Hogan to unpack the findings from the latest Les Mills Global Fitness Report. Drawing on feedback from 10,000 fitness consumers worldwide, Ryan shares what gym owners need to know about the growing strength training confidence gap, the importance of onboarding, the role of club culture and "vibe," and why human connection may be the industry's greatest competitive advantage in an increasingly digital world. Take the Next Step: - Become an FBP Insider (7 days free) https://fbpinsiders.fitnessbusinesspodcast.com/ - Free live online events for fitness leaders https://fitnessbusinesspodcast.com/onlineevents - Have a say in Season 7! https://fitnessbusinesspodcast.com/season-7/ - Les Mills Report: https://www.patreon.com/FitnessBusinessPodcast/posts/les-mills-2026-161197132 Timestamps (00:00) What 10,000 fitness consumers told us (04:26) The three biggest trends gym owners need to know (05:38) Why members are intimidated by strength training (08:21) The onboarding gap costing gyms members (11:05) What creates a great gym vibe? (13:45) Why group fitness spaces need to evolve (16:06) Mental health is changing the fitness industry (17:49) Why exercise feels like a chore (20:14) The motivation business mindset (21:42) The one investment every gym should make (24:12) Les Mills x HYROX explained Our guest, Ryan Hogan: - Website: https://www.lesmills.com.au/ - LinkedIn: https://www.linkedin.com/in/ryanedwardhogan/  REX Roundtables: - Website: www.REXRoundtables.com- Email: Eddie@REXRoundtables.com Thank you to the partners who support The Fitness Business Podcast: - ABC Fitness Solutions: Simplifies operations, amplifies marketing and sales efforts, and enables a dynamic member experience. https://abcfitness.com/ - Lionel University: Provides online degree and certificate programs in Exercise Science and fitness education. https://www.lionel.edu/ - Atlantis Strength: Designs and manufactures professional strength equipment for gyms and athletes. https://atlantisstrength.com/ - HireBob AI: Provides AI employees for fitness businesses for sales, support, and retention. https://hirebob.ai/ About Our Guest: Ryan Hogan is the CEO of Les Mills Asia Pacific and a senior and strategic executive with a proven background leading businesses in the global fitness industry. Ryan is recognised as an experienced leader who specialises in driving organisational culture, change management, strategy. Please note: We only recommend products we care about (affiliate links support our free content). Thank you for your support!

In episode 260 Coffey talks with Gerald Maatman Jr. about reducing employment litigation risk in an increasingly complex legal environment.  They discuss the realities and limitations of at-will employment in modern workplaces; litigation avoidance strategies for business owners and HR leaders; how employers should evaluate settlement versus defense decisions; reverse discrimination and evolving protected class litigation trends; federal, state, and municipal employment law compliance challenges; managing multi-state employment law requirements and policy administration; workplace culture, employee trust, and internal complaint systems; the role of HR as advisor, coach, and organizational risk manager; wage and hour class action litigation and emerging workplace legal threats; artificial intelligence governance and employment-related legal exposure; workplace privacy, biometric data, and employee information security risks; equal pay litigation and compensation equity concerns; religious accommodation and changing EEOC enforcement priorities; frontline manager training and its impact on legal risk; remote work management challenges and post-pandemic workplace dynamics; practical documentation, communication, and employee relations best practices.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP260  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:  Gerald L. Maatman, Jr., is the Chair of Duane Morris LLP's Class Action Defense Team. With nearly four decades of experience practicing law, he has defended some of the most significant bet-the-company cases ever filed against corporate America. Mr. Maatman has represented companies, executive teams, and boards across the country in class action litigation, ranging in size from thousands to hundreds of thousands of claims by employees. In addition to his litigation work, Mr. Maatman helps clients anticipate large-scale risks before they escalate into litigation.  Gerald L. Maatman, Jr can be reached at   https://www.duanemorris.com/attorneys/geraldmaatman.html  https://www.linkedin.com/in/geraldmaatman/  https://x.com/g_maatman 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 29 years are empty nesters in Fort Worth.  Learning Objectives: Understand how employment litigation develops and how organizations can reduce legal exposure. Evaluate HR policies and management practices that strengthen workplace compliance and employee trust. Implement practical approaches to documentation, manager training, and personnel decision-making that withstand legal scrutiny. 

Most sales onboarding plans are slow, academic, and completely distract sellers from actually selling. In this episode, Armand and Nick break down their exact playbook, including:

Most onboarding plans focus on helping new hires feel welcome and settled in their role.But the real purpose of onboarding isn't orientation; it's creating clarity before misunderstandings become habits and before small mistakes turn into difficult performance conversations.In this episode, I explain why the success or struggles you see three months after someone joins your team are often determined before they even start. You'll learn the difference between orientation and onboarding, why unclear expectations quietly undermine great hires, and the three things every manager should define during the first 30 days.You'll also discover how AI can help you build a practical onboarding plan in less time, why documenting your team's unwritten rules matters more than you think, and how to reset expectations if someone has already been in the role for weeks or even months.By the end of this episode, you'll have a simple framework for creating onboarding plans that build confidence, prevent unnecessary feedback conversations, and help new employees succeed from day one.Conversation Topics(00:00) Why the real onboarding work begins after a candidate accepts the offer(01:56) Orientation vs. onboarding: the difference most managers miss(03:45) Why unclear expectations create future performance problems(06:13) Step #1: Define what success looks like at 30, 60, and 90 days(07:18) Step #2: Teach the unwritten rules that every team follows(08:49) Step #3: Explain how to work effectively with you as a manager(09:41) How AI can help you build a stronger onboarding plan in minutes(10:18) [Extended Only] How to re-onboard an employee when things aren't going as planned (11:44) [Extended Only] A simple conversation that resets expectations without creating defensiveness (13:00) [Extended Only] Why a "fresh start" can rebuild confidence and improve performance 

In this episode, Molly reveals why most law firms don't have an employee retention problem—they have an onboarding problem. The first 90 days determine whether a new hire becomes a long-term, high-performing team member or starts quietly disengaging long before they resign. She walks through the exact 90-day onboarding framework her team uses to help boutique law firms create clarity, accountability, and confidence from day one. You'll walk away with actionable strategies to build an onboarding system that improves retention, reduces turnover, strengthens your culture, and creates a team that grows alongside your law firm instead of growing out of it.   Key Takeaways: Employee retention starts with onboarding. The first 90 days determine whether a new hire stays or leaves. Clarity drives performance. Clear expectations, KPIs, and milestones help new hires succeed faster. Daily communication prevents turnover. Regular huddles and check-ins catch problems before they grow. Build owners, not order-takers. Empower employees to solve problems and improve systems. Onboarding is a business system. A structured 90-day plan improves retention, accountability, and long-term growth.   Quote for the Show:  "The offer letter gets the hire. The first 90 days earn their commitment." - Molly Mcgrath   Links: Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/VPgOWBlvFcY 

Most companies recruit interns to take work off someone's plate. Your Health does the opposite — and it's why several of its current executives, including a Chief Information Officer, first walked in the door as interns. In this episode, Jamie sits down with Heather Bower, Director of Experiential Learning, who has taken the reins of Your Health's internship, mentorship, preceptorship, and apprenticeship programs. Heather shares how a long-standing program is being rebuilt with structure, data, and intention — organized into semester cohorts, anchored by a four-day all-company orientation, and designed so every intern owns a project with genuine stakes. In this conversation, you'll hear: Why "get interns because they're cheap" is exactly the wrong spirit — and what replaces it How one MBA intern's shadowing experience redirected him toward nursing school The "spreadsheet whisperer" intern who taught regional leadership to pull data faster What surprises interns most once they're inside healthcare: the human complexity How Your Health uses feedback loops to move interns toward roles where they'll actually shine If you're early in your career and unsure where you fit, this episode is a map to possibilities you may not know exist. Press play and rethink what an internship can really be. www.YourHealth.Org

Revenue is ego. Net profit is oxygen. Stop thinking revenue and start thinking net operating profit….oxygen is that important. My guest, Jackie Sponsler, Director of Onboarding and master Business Advisor for CEO Warrior gives you how to look at cash flow, profits, and more so you can truly focus on oxygen. Free P&L Statement and Balance Sheet https://tinyurl.com/2rjd6wxu Ruth King Facebook - https://www.facebook.com/ruthking1650 LinkedIn - https://www.linkedin.com/in/ruthking1/   Podcast Produced by Nick Uttam https://www.linkedin.com/in/nick-uttam-4b33a1147

Successful onboarding onto an EHR shapes everything that follows, from adoption to long-term performance. In this episode of the athenahealth podcast, we explore how thoughtful planning, workflow discovery, training, and change management help organizations prepare for a successful transition to athenaOne. We also discuss practical lessons for navigating implementation complexity, building internal confidence, and preparing for go-live with the right foundation in place.

272 | Was ist, wenn du glaubst, ein Unicorn zu werden - und dann fängt der Gegenwind an? Hanna Maria Asmussen hat Localyze gegründet und war 2020 der erste Gast in diesem Podcast. Jetzt hat sie ihr Startup verkauft und berichtet ganz offen von den Aufs & Abs eines Gründerlebens.Partner dieser Folge:Readly5000 nationale und internationale Zeitschriften lesen. Hier 1 Monat komplett kostenlos: https://get.readly.co/optimistensommer?promocode=READLYDEOPTIMISTENSOMMERMach das 1-minütige Quiz und finde eine Geschäftsidee, die zu dir passt: digitaleoptimisten.de/quiz.Kapitel(00:00) Intro(02:38) Die Zauber des Anfangs - Gründen, Y-Combinator(16:15) Der Höhepunkt: Hohe Bewertungen in 2021 trotz Covid(28:35) Die Wende: 2023 und harte Entscheidungen(43:10) Der Verkauf in 2025 (48:10 Reflektionen & Learnings(58:14) Hannas beste GeschäftsideeSo erreichst du uns:Sprachnachricht senden: https://www.speakpipe.com/digitaleoptimistenEmail schreiben: alexander@digitaleoptimisten.deLearningsSchnell testen statt perfekt bauen.Das Problem wird erkannt und in zwei Tagen auf den Markt gebracht, um es zu validieren statt monatelang zu entwickeln.Formulare im Frontend und manuelle Prozesse ermöglichen schnelle Testläufe, ohne vollständiges Produkt.Warum wichtig: so lassen sich Hypothesen früh prüfen und Ressourcen sparen.Erster zahlender Kunde als Signaleffekt.Der erste zahlende Kunde zeigte, dass es echtes Zahlungsinteresse gibt.Dieses Feedback war der Beleg für Marktbedarf und inspirierte weitere Produktentwicklung.Warum wichtig: Frühe Bestätigung reduziert Risiko und erhöht Lerntempo.Passender Hiring-Pattern für Startups.Zu frühe Hiring von Konzern-Leuten führte zu kulturellen Konflikten und fehlender Go-to-Market-Expertise.Die besten Ergebnisse kamen von Kandidaten mit Start-up-Hunger und kleinem CV, die sich ins Team einfügten.Eine Mischung aus erfahrenen Rollen und internen Talenten, mit robustem Onboarding, wäre besser gewesen.Krisenmanagement: GTM pivot und Fokussierung.Covid 2020 führte zu massiven Umsatzverlust; 2021/22 wurde die Go-to-Market-Strategie auf Enterprise fokussiert (Lufthansa) und internationale Expansion vorangetrieben.Die Lehre: Eine rein inbound-getriebene GTM-Struktur reicht bei Skalierung nicht; man braucht systematische Prozesse, klare Rollen und eine gut geölte Akquise-Strategie.Externe Hiring-Experimente halfen kurzfristig, funktionierten aber oft nicht nachhaltig; daher gilt: Bau das Playbook intern, bevor man externe Führungspositionen besetzt.Liquidationspräferenz beachten.In Exit-Situationen sichern Investoren oft zuerst ihr Kapital über Liquidationspräferenzen, was Gründer-Auszahlungen schmälert.10% Gründeranteil sind eine gängige Orientierung, bleibt aber je nach Deal unterschiedlich; daher frühzeitig klären.Frühzeitige Verhandlung über Exit-Mechanik und Anreizstrukturen ist entscheidend, damit Gründer auch nach dem Exit motiviert bleiben.KeywordsLocalizeY CombinatorSeries AGo-To-Market-StrategieEnterprise-VerkaufLufthansa Großkunde HR-RelocationLiquidationspräferenz Auswirkungen GründungVerkaufsprozess Startup AblaufCovid-19 Auswirkungen HRTech StartupsGründungserfahrungTeamkulturHiring-FehlerInvestorennetzwerkProfitabilität

A South African circular economy is already running real payments on Fedimint with seven guardians on Start9 boxes. Users send eCash with zero fees inside the federation and feel the same simplicity as Wallet of Satoshi—except the custody is local and the privacy model is different.Hermann and Joshi explain how non-technical guardians set up 5-of-7 multisig, how the Conduit wallet hides complexity, and why Fedimint beats Liquid on on-chain integration and local trust. They also cover Lightning gateway economics and why small federations may beat one global Spark.Bitcoiners exploring Lightning, eCash privacy, and circular economies in emerging markets should listen.Key Takeaways:Seven-guardian 5-of-7 multisig on Start9 now runs daily in South Africa with high reliability.Users inside the same federation enjoy true zero-fee eCash transfers.Conduit wallet offers a lighter, payments-focused alternative to Fedi with regional QR support.Migration between federations is smooth with parallel running and user-controlled timing.Fedimint severs the transaction graph for privacy while Liquid hides amounts but retains the graph.Local guardians reduce the “custodial guilt” felt when onboarding users to foreign services.Lightning gateways can become profitable side businesses with only a few hours of monthly work.Geographic spread of guardians improves resilience against local internet or power outages.Onboarding still requires one extra step—joining the federation—after app install.Fedimint is on-chain native, allowing direct receive and send without intermediate swaps.Timestamps:00:00 - Fedimint Goes Live in South Africa01:48 - Magic: Pay Across Africa04:15 - Onboard Users Without Custodial Guilt08:08 - Zero Fees Shock Rural Users11:04 - Liquid vs Fedimint Privacy Showdown13:32 - Many Small Federations Or Global Spark16:09 - Non-Techies Run Bitcoin Guardians Easily18:14 - 5-of-7 Multisig Survives Two Failures20:53 - Fedimint QR Is a 5-of-7 Multisig24:05 - Gateway: Profitable Hobby in Hours/Month31:06 - Trust Locals Over Anonymous Custodians34:55 - Spread Guardians to Survive OutagesLinks: Bitcoin Ekasi: https://bitcoinekasi.orgFedimint: https://fedimint.orgConduit Wallet: https://joschisan.github.io/conduit/SLP651 with Eric & Joschi: https://stephanlivera.com/651Follow Hermann: https://x.com/vryfokkenouFollow Joschi: https://x.com/joschisanbtcStephan Livera links:Follow me on X: @stephanliveraSubscribe to the podcastSubscribe to Substack

Michael interviews Bob from Biblicare about a church-focused counseling platform that supports the full counseling workflow from intake forms, scheduling, session notes, and homework to analysis, reporting, and ministry oversight. Bob shares his ministry and programming background, including work with a missions agency, and explains Biblicare's origin after a seminary friend with a large church needed a system beyond spreadsheets to prevent counselees from slipping through the cracks. They discuss how Biblicare helps churches create structure, improve administration, and give pastors visibility into counseling activity, trends, and aggregate data for training and budgeting, while also providing ongoing onboarding, coaching, and proactive support as a family-run company.00:00 Conference Intro00:43 Meet Bob01:51 Origin Story03:39 Church Need Emerges05:49 Family Built Company07:29 Kingdom Infrastructure Vision09:31 What Biblicare Does10:55 Onboarding and Process Design13:01 Oversight and Reporting17:23 Crisis Support and Coaching22:24 Cookie Factory Care25:45 Final Advice and Contact29:15 Wrap UpEpisode MentionsBiblicare Software 

What if your next great offer isn't something you build alone? In this episode, I sit down with website copywriter Caitie Cupples to explore the power of collaboration and how partnering with complementary experts can create a better client experience—and a stronger offer.Caitie shares the story behind Signed, Sealed, Subscribed, a collaborative VIP Week she built alongside a designer and a naming expert to help business owners finally launch newsletters they're excited to send. We unpack what it looks like to stay in your zone of genius, eliminate client roadblocks, and create offers that solve the entire problem instead of just one piece of it.If you've ever wondered whether collaboration could help you create a stronger offer, this conversation might be the inspiration you need to get started!Find It Quickly:00:25 - Meet Caitie Cupples02:57 - Signed, Sealed, Subscribed04:35 - What's Included06:01 - How It Started07:19 - Words vs Design Reality10:51 - Onboarding and Tools12:49 - Deliverables Breakdown15:44 - Welcome Email Strategy17:48 - Platform Choices18:28 - Choosing a Newsletter Tool19:17 - Newsletter as the Offer20:45 - HoneyBook vs Dubsado22:35 - VIP Week Workflow25:03 - Launch Lessons Learned28:19 - Waitlist Setup and Fairness29:42 - Picking Collaborators Wisely33:50 - Contracts and CollaborationMentioned in this Episode:Collaboration Partner: stacyeaguilar.comConnect with the Guest:Website: caitiecupplescreative.comInstagram: instagram.com/caitiecupplescreativeThreads: threads.com/@caitiecupplescreative

In episode 259, Coffey talks with Meg Delp about workplace mental health, burnout prevention, and how employers can create psychologically safe cultures that support employee wellbeing and performance.  They discuss the growing awareness of workplace mental health and its impact on business outcomes; generational differences in expectations around employee wellbeing and psychological safety; caregiver stress and burnout among younger employees and the sandwich generation; mental health stigma and why employees hesitate to seek support at work; practical manager training strategies for handling mental health conversations appropriately; how frontline supervisors can support employees without becoming therapists; the role of psychological safety in employee engagement and retention; burnout warning signs including exhaustion, irritability, and declining performance; how leadership and HR can model healthy mental health conversations year-round; NAMI's Stigma Free Workplace Initiative and free “You Can Ask” mental health training resources; the importance of employee friendships and trust relationships at work; balancing compassion, performance management, and ADA accommodations in workplace conversations; and how proactive mental health support improves retention, engagement, and organizational culture.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP259  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:  Meg Delp, PsyD LMFT is the Director of Workplace Mental Health at the National Alliance on Mental Illness (NAMI) where she leads the StigmaFree Workplace initiative. As an Organizational Psychologist and (retired) Marriage and Family Therapist, Meg brings both clinical and organizational expertise to her work, helping employees and leaders alike understand how to build company cultures that prioritize mental health, connection, and psychological safety. She's passionate about creating workplaces where people feel safe to show up as themselves and supported in caring about one another.  Meg Delp can be reached at: https://stigmafree.nami.org  https://www.linkedin.com/company/nami  https://www.facebook.com/NAMI  https://www.instagram.com/namicommunicate  https://x.com/NAMICommunicate  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' 30 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 29 years are empty nesters in Fort Worth.   Learning Objectives: Identify early warning signs of employee burnout and workplace mental health challenges. Apply practical techniques for having supportive, work-focused mental health conversations. Develop workplace strategies that improve psychological safety and employee wellbeing. 

I am going to be hosting a monthly workshop - The 4 Seasons of Business Growth: How living and operating in the wrong one is affecting your sales - once a month and the first one is happening July 8th! This is an interactive workshop with a worksheet where you will literally be working through and putting your plan in place for the next 60 days based on the season your business needs you to be in. This is the same framework and process I teach inside of the Focused Visionary Accelerator! Check it out! More dates being added soon!If you feel like you're doing everything “right” in your business but still not seeing the results you expect, this episode is going to explain exactly why. In this episode of The Real Truth About Business podcast, I'm breaking down the four seasons of business growth and how trying to operate in all of them at once is what's keeping you stuck in a revenue plateau. This is for service-based entrepreneurs who are juggling visibility, sales, client delivery, and backend operations all at the same time and wondering why they're exhausted without consistent revenue growth. After 9 years of experience, I can tell you this is one of the most common breakdowns in business strategy. Inside this episode, I walk you through how to identify what season your business is actually in and how to align your time, energy, and sales process to support sustainable business growth.What You'll Learn:The four seasons of business growth and how they impact your revenueWhy trying to do everything at once slows your business growthHow to identify whether you need visibility, sales, delivery, or operationsThe biggest mistakes service-based entrepreneurs make in each seasonHow to align your pipeline and sales process with the right focusWhy prioritization is the key to breaking a revenue plateauEpisode Highlights:[00:00] Introduction: Why you're busy but not seeing results[03:00] The concept of the four seasons of business growth[06:00] Visibility season and attracting new leads[10:00] Sales season and converting your audience[14:00] Client delivery season and retention[18:00] Operations season and backend systems[21:00] Why trying to do all four at once doesn't work[24:00] How to prioritize based on what your business actually needs[28:00] The 30–60 day cycle for sustainable growthKey Takeaways:You're Exhausted Because Everything Feels Like a PriorityHere's what I see constantly. Business owners trying to focus on everything at once.After 9 years of working with service-based entrepreneurs, I can tell you this is one of the fastest ways to stall your revenue growth.You're:Creating contentFollowing up with leadsServing clientsFixing backend systemsPlanning new offersAnd because everything feels important, nothing is actually getting the focus it needs.When everything is a priority, nothing moves forward.Your Business Naturally Moves Through SeasonsThis is where everything starts to click.Your business moves through four core seasons:Visibility (lead generation)Sales (conversion)Client Delivery (retention and experience)Operations (systems and backend)Each one plays a role in your business strategy.But you are not meant to operate in all four at full capacity at the same time.Inside the Focused Visionary Framework, this directly impacts your Pipeline and Sales pillars. Because if you're not focused on the right season, your pipeline either dries up or stalls out.Visibility Alone Will Not Drive RevenueThis is one of the biggest misconceptions.You can:Post consistentlyShow up everywhereBuild your audienceAnd still not see revenue growth.Because visibility brings people in, but it does not move them through your sales process.If you're stuck in a visibility season without shifting into sales, your business will feel busy but unproductive.Sales Requires Intention, Not AssumptionPeople do not naturally move themselves through your pipeline.You have to:Start conversationsFollow upMake offersGuide decision-makingIf you're not actively selling, your revenue will reflect that.This is where many service-based entrepreneurs hesitate, and it's exactly what keeps them stuck in a revenue plateau.Client Delivery Is What Sustains Your BusinessSales brings clients in. Delivery keeps them.This season is where:Retention happensReferrals are createdTestimonials are builtBut here's the problem.Most people go all in on delivery and completely drop visibility and sales.Then when projects end, they're left with no pipeline.This creates the cycle of:Busy → No leads → Panic → RepeatOperations Can Either Support or Slow Your GrowthYour backend systems matter more than you think.If your operations are messy:Onboarding takes too longDelivery becomes stressfulClient experience suffersAnd that directly impacts your profitability.But on the flip side, many people hide in operations because it feels productive without requiring visibility or sales.That's where perfectionism keeps you stuck.The Goal Is Focus, Not BalanceYou don't need perfect balance across all four seasons.You need priority.This is where most people get it wrong.Instead of trying to “balance everything,” you ask:What does my business need most right now?That answer determines your season.And from there, you align your actions, your time, and your business strategy accordingly.Your Growth Happens in CyclesThis is not a one-time decision.Your business should cycle through these seasons every 30–60 days:Build visibilityDrive salesDeliver resultsClean up operationsThen repeat.This is how you create consistency.This is how you stabilize your pipeline.And this is how you build sustainable revenue growth without burning out.Resources MentionedSubscribe to Back Pocket Insights for FREEBook a CEO Strategy Call Learn more about The Missing Piece IntensiveLearn more about The Focused Visionary AcceleratorDownload the FREE Lead and Conversion TrackerSubscribe to the Sunday Morning Brew NewsletterTired of attending events that leave you inspired but unchanged? Same. That's why The Middle isn't built around speakers and note-taking. It's built around conversations, strategy, problem-solving, and real-time implementation with founders who are actively building businesses. You'll leave with more than inspiration. You'll leave with clarity, decisions, new friends, potential new clients and a plan. About the Host:Michelle DeNio is a business strategist based in Sarasota, Florida, specializing in helping service-based entrepreneurs break through revenue plateaus using her Focused Visionary Framework. With over 300 podcast episodes and 9 years running her consulting business, she helps coaches, consultants, and service providers scale sustainably through strategic planning, pricing optimization, and sales process development.Connect with MichelleWebsiteThreads Instagram LinkedIn Facebook

In this episode, join John Ball, VP of Supply Chain at Torrid, and Ryan Dupuis, Director of Onboarding and Client Experience at DHL Supply Chain, as they discuss Torrid's returns transformation, customer loyalty and the partnership that enabled seamless omnichannel growth. Discover how they navigate change and what's next for returns in modern retail. 

A huge thanks to this episode's sponsor: Hire Overseas: Exceptional Talent for Less - https://www.hireoverseas.com/value Navattic: Interactive Product Demo Software - https://navattic.com/valueIn this episode, Philip Ruffini, a growth leader and co-founder of Hire Overseas, shares his journey from managing small teams at Rupa Health to scaling a global workforce of US employees and overseas contractors. Philip talks about how he learned to manage people, build processes, and prioritize what works in marketing and growth. He shares how he discovered the power of overseas talent, built cohorts of AI-trained contractors, and created clear expectations and 30-60-90 day plans to help his team succeed. Philip also explains how these lessons shaped the founding of Hire Overseas, helping other companies hire, train, and manage remote talent effectively.Things to listen for:(00:00) Intro(01:29) Thrown into head of growth role(02:34) Scaling Rupa Health with contractors(04:01) First weeks managing teams and agencies(05:19) Defining real ownership and responsibilities(06:19) Prioritizing marketing channels that work(07:51) Building overseas contractor engine efficiently(09:31) Thank you to our sponsors, Hire Overseas and Navattic(12:15) Origin story hiring talent abroad(14:34) Finding and vetting high quality talent(16:48) Onboarding output driven contractors quickly(19:10) Team at peak and leadership challenges(22:33) Turning growth playbook into business(24:18) Why agencies often fail clients(27:51) Sops and setting clear expectations(29:10) Operator to founder leadership shift(30:40) Sponsor break coaching opportunities(31:21) How to start hiring overseas teams(32:37) Future of AI powered contractorsResources:Connect with Philip:LinkedIn: https://www.linkedin.com/in/philipruffini/Website: https://hireoverseas.com Connect with Andrew:LinkedIn: https://www.linkedin.com/in/andrewcapland/ Substack: https://media.deliveringvalue.coHire Andrew as your coach: https://deliveringvalue.co/coaching

Sarah Kennedy of Calocurb explains why food noise spikes in perimenopause: falling estrogen raises cravings while the hindbrain overrides forebrain willpower under stress or poor sleep. She contrasts natural appetite hormones (GLP-1, GIP, CCK, PYY) with pharmaceutical GLP-1 agonists, which run at roughly 3,000% physiological levels versus the body's natural 300% rise - explaining rebound hunger after stopping injectables. Calocurb, a hops-derived bitter compound, stimulates a 600% natural hormone rise for an 18% average calorie reduction. WHAT YOU'LL LEARN Why food noise isn't a willpower problem, and what's actually happening in your hindbrain versus your forebrain when cravings take over How declining estrogen in perimenopause changes your calorie needs even as cravings increase What GLP-1, GIP, CCK, and PYY actually do in your body, and how they differ from each other How pharmaceutical GLP-1 agonists compare to your body's own natural hormone levels, and what that gap means for nutrient intake Why coming off a GLP-1 medication can trigger intense rebound hunger, and what's happening hormonally during that transition How bitter taste receptors throughout your gut influence appetite signaling, and why this evolutionary mechanism matters What role the luteal phase, travel, and sleep deprivation play in cravings, and how timing strategies can offset them TIMESTAMPS 00:00 - Intro  00:58 - Willpower vs. Biology: The Hindbrain-Forebrain Battle Driving Cravings  04:58 - GLP-1 Explained: How Natural Appetite Hormones Actually Work 10:21 – Supraphysiological Dosing on GLP-1 Drugs and Nutrient Sufficiency Risks  14:03 – Bitter Taste Receptors: The Gut-Brain Mechanism Behind Appetite Suppression  16:58 – Managing Mindless Snacking, Grazing, and the "Licks, Sips, and Dips" Problem  22:06 – Using Appetite Support Strategically During Weight Loss Plateaus  26:26 – Onboarding, Dosing, and Managing Digestive Side Effects  28:13 – Blood Sugar Regulation and New Clinical Research on Weight Loss Outcomes  30:51 – Why You Must Transition Off GLP-1s Strategically to Avoid Rebound Weight Gain  36:53 – Mood, Motivation, and the Liberating Effect of Quieting Food Noise  39:44 – Closing Thoughts VALUABLE RESOURCES• Take the BioSyncing Quiz to help you understand what's actually happening in your body — and how to fix it.

Welcome to Digital Learning Today. In this episode, Jeff Bradbury digs into the strategic systems shaping the future of education—Instructional Coaching, Artificial Intelligence, Professional Learning, and the latest trends in educational technology. Joining the conversation is Blake Freeman from RiseVision, who shares how digital signage can strengthen school communication, improve safety, and boost engagement through quick deployment, cost-effective options, and creative uses of digital displays across a district. Become a High-Impact Leader: This episode is just the beginning. To get the complete blueprint for designing and implementing high-impact systems in your district, get your copy of my book, "Impact Standards." Strategic Vision for Digital Learning:Learn how to create a district-wide vision that aligns digital learning with your educational goals, transforming how standards-based instruction is designed and supported.Curriculum Design and Implementation:Discover practical strategies for integrating digital learning into existing curricula, creating vertical alignment of skills, and mapping digital learning across grade levels.Effective Instructional Coaching:Master the art of coaching people rather than technology, building relationships that drive success, and measuring impact through student engagement rather than just technology usage. Purchase your copy of “Impact Standards” on Amazon today! Key Takeaways: Innovative uses of digital signage for student recognition and community engagementRiseVision offers a simple, cloud-based platform for digital signage in schools.Deployment can be completed in a day using mass rollout tools.The platform is hardware agnostic, supporting various devices and systems.Emergency alerts can be displayed visually on all screens instantly.Templates and integrations make content updates quick and easy. Chapters: 00:00 Introduction to RiseVision and Its Purpose03:33 Deployment and Integration of RiseVision in Schools05:38 Rise Vision Pricing06:36 Utilization of Digital Signage for Emergency Alerts09:28 Enhancing Student Recognition and Community Engagement12:37 Support for Different Educational Roles15:27 Professional Development and Onboarding with RiseVision18:22 Professional Development Options Resources Mentioned in This Episode: https://www.risevision.com/rise-vision-vs-interactive-displayshttps://www.risevision.com/software/emergency-alertshttps://www.linkedin.com/posts/rise-vision_have-you-considered-how-you-can-make-the-activity-7311349570637111297-Quyu?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAn2JskBIs_bCVxd4_2dY4_Gjnml7fwI6qA About Rise Vision Rise Vision helps you communicate, teach, and improve safety affordably with easy cloud-based digital signage, screen sharing, and emergency alerts—all backed by world-class support and flexible hardware options. Most schools struggle to communicate effectively and keep their students engaged. Rise Vision provides an easy-to-use platform with digital signage, screen sharing, and emergency alerts to improve communication, teaching, and create a positive school culture. Most schools face challenges with communication, teaching, and safety, which impact their ability to create an engaging and positive learning environment. Poor Communication:Schools struggle to ensure students, staff, and parents stay informed about announcements, events, and opportunities. Traditional methods like printed posters or emails often go unnoticed, and inconsistent messaging across the district creates confusion.Underutilized Technology:Expensive interactive flat panels and other classroom tools are often used as basic displays, failing to deliver their promised value. Teachers lack intuitive, affordable tools to collaborate and engage students effectively.Safety Concerns:Many schools lack streamlined, reliable systems to send critical emergency alerts across buildings. Without fast, clear communication during incidents, schools risk confusion and delays in response.Limited Resources:Tight budgets and stretched IT teams make it difficult to adopt and maintain technology. Schools are forced to manage multiple disconnected tools for signage, collaboration, and alerts, increasing complexity and costs.Disengaged School Culture:Schools often miss opportunities to celebrate achievements, foster engagement, and build a sense of community among students and staff, leading to lower involvement in extracurricular activities and events. Links of Interest https://www.risevision.com/LinkedIn -https://www.linkedin.com/company/rise-vision/YouTube -http://www.youtube.com/c/RiseVisionFacebook -https://www.facebook.com/risevision/ Let's Work Together Contact Me Today:https://www.teachercast.net/contact Follow on Social Media LinkedIn:https://www.teachercast.net/linkedinTwitter/X:https://www.teachercast.net/twitterBlueSky:https://bsky.app/profile/jeffreybradbury.bsky.socialYouTube:http://teachercast.net/youtube Subscribe to This Podcast Apple Podcasts:https://podcasts.apple.com/us/podcast/digital-learning-today/id546631310Spotify:https://open.spotify.com/show/0n6S0WcyzQ1rpKWJ8iZPLJ?si=a1227a7c5e0b48e4 Check Out Additional TeacherCast Programming Digital Learning Today:https://podcasts.apple.com/us/podcast/digital-learning-today/id546631310Ask the Tech Coach:https://podcasts.apple.com/us/podcast/ask-the-tech-coach/id1067586243The Jeff Bradbury Showhttps://podcasts.apple.com/us/podcast/the-jeff-bradbury-show/id519685828 Book Jeff for your Next Event Jeff Bradbury (ISTE “20 to Watch” Award Winner and ISTE Certified Educator) is available for keynote speaking, workshop facilitation, and live event broadcasting. With expertise in educational technology and professional development, Jeff brings engaging content and practical strategies to conferences and professional learning events. Visit Jeff's Website:https://jeffreybradbury.comContact Jeff Directly:https://jeffreybradbury.com/contact/ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ [gravityform id="2" title="true"]

This week on Tapod, we start building towards the excitement of the ITAs 2026. And we are joined by the ever-fabulous Kelly Murphy – Head of Talent Acquisition from Story House Early Learning – who walked away with not one… but two ITAs last year – (but between you and me, only one of them made it safely home to the hotel). SHEL won Excellence in Onboarding and Best Careers Website, and we go through what makes a good submission great. And hey… if you haven't secured your tickets to this year's event, it's creeping up very, very fast, so bloody well get on to it!Thanks to Greenhouse for partnering with us this month. 

I sat down with Ranya Nehmeh, HR strategist, professor, and author of In Praise of the Office. Our conversation reinforced what I've been hearing from many clients lately. HR today isn't just policies or processes. -It's culture. -It's learning. -It's how people actually develop in a distributed world. HR is a strategy now -Culture, development, and psychological safety—all part of the role. The hybrid has to be designed -Onboarding, mentoring, and collaboration don't happen by default. If people come in only to sit on Zoom, something's off. Leaders set the tone -Presence, learning, and collaboration follow what leaders model. When work is designed with care, people feel it. And when people feel it, they show up differently. And that's where great work starts— and where retention improves as people choose to stay. --- Dr. Ranya Nehmeh is a people and talent management expert, future of work advocate, author, and adjunct university professor. With over 20 years of experience across both the private and public sectors, she has worked at the intersection of strategy, leadership, and human capital. Ranya began her career at a public relations speaker bureau in London before joining a global telecommunications company. She then moved into senior HR roles within international financial institutions, including the European Central Bank in Frankfurt and the OPEC Fund for International Development in Vienna. She has led projects related to talent management, internal talent marketplaces, strategic workforce planning, and leadership development, among other initiatives. She is the co-author of In Praise of the Office: The Limits to Hybrid and Remote Work (Wharton School Press, 2025) and author of The CHAMELEON Leader: Connecting with Millennials (2019). Her work explores how organizations can create more human-centered, agile, and sustainable workplaces. Ranya is also a frequent contributor to leading journals and publications. Her most recent articles appeared in the Harvard Business Review, Hybrid Still Isn't Working (July/August 2025), HR's New Role (May/June 2024), and It's Time To Do Away with "Dry Promotions" (July 2024) Connect with Jon Dwoskin: Twitter: @jdwoskin Facebook: https://www.facebook.com/jonathan.dwoskin Instagram: https://www.instagram.com/thejondwoskinexperience/ Website: https://jondwoskin.com/LinkedIn: https://www.linkedin.com/in/jondwoskin/ Email: jon@jondwoskin.com Get Jon's Book: The Think Big Movement: Grow your business big. Very Big! Connect with Dr. Ranya Nehmeh:Website: https://www.ranyanehmeh.com *E - explicit language may be used in this podcast.

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In episode 258, Coffey talks with Blair Doran about the “Great Flattening” of middle management, AI adoption in HR, and the thawing job market's impact on employee retention.  They discuss the Great Flattening and the causes of middle management cuts; the risk of losing institutional culture and coaching capacity when middle managers are eliminated; poor selection criteria for promoting individual contributors into management roles without leadership training; AI adoption shifting employee self-service away from managers and freeing them for strategic work; HR's evolving role in understanding business operations rather than acting purely as a compliance gatekeeper; state-level AI employment law developments in Colorado, Illinois, and New York amid federal disparate impact uncertainty; confidentiality and trade secret risks when employees use AI for brainstorming and content creation; a recent study comparing passive AI cut-and-paste use versus active AI collaboration on employee engagement and output quality; job security concerns and the thawing job market's effect on long-tenured employee retention; and proactive employee engagement strategies to prevent turnover before it becomes a retention crisis.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP258  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: Blair Doran is the founder of Good HR, a consulting firm that helps small and mid-sized businesses build practical, people-focused HR programs that support growth while staying compliant. With more than 15 years of HR experience, Blair partners with leadership teams across a variety of industries on everything from employee relations, compliance, benefits, compensation, and leave management to recruiting, manager development, and organizational strategy.What sets Blair apart is her ability to make HR approachable. She believes HR shouldn't just be about policies and paperwork—it should help businesses make better decisions, build stronger teams, and create workplaces where employees can do their best work.As a trusted advisor to business owners and executives, Blair is known for bringing a practical, real-world perspective to today's workplace challenges, helping organizations navigate everything from complex compliance issues to evolving workforce trends.When she's not supporting clients, Blair enjoys spending time with her husband, three children, and toy poodle, Teddy, on Maryland's Eastern Shore.Blair Doran can be reached at:https://goodhumanresource.com/https://www.linkedin.com/in/blairdoranhttps://www.instagram.com/goodhrllc/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 29 years are empty nesters in Fort Worth.  Learning Objectives:  Evaluate the risks and tradeoffs of cutting middle management layers in response to AI adoption and cost pressures.  Identify the leadership and confidentiality safeguards organizations need when integrating AI into HR and business workflows.  Apply proactive retention strategies to re-engage employees before job market conditions accelerate voluntary turnover. 

Every business decision is doing one of two things. It's either building authority or destroying it.  In this episode, Jake breaks down five business decisions that are silently ruining personal brand authority. From the way you position your pricing and package your offers to the way prospects experience your sales process, onboarding, and client journey, these hidden decisions shape whether people trust you, value your expertise, and see you as the obvious choice.  Because personal branding is about far more than logos, colors, and social media presence. True authority is built throughout the entire customer journey. Every touchpoint either reinforces confidence or creates doubt.   Whether you're a coach, consultant, service provider, or entrepreneur building something meaningful, this conversation will challenge the way you think about personal branding. Because authority isn't something you claim. It's something people experience. And when every part of your business is aligned to reinforce trust, growth becomes a whole lot easier.  What You'll Learn: The five business decisions that quietly destroy personal brand authority How to strategically design premium offers that elevate perceived value and strengthen credibility The hidden mistakes that attract the wrong clients and repel the right ones The overlooked touchpoints that either reinforce or erode trust throughout the customer journey Practical ways to strengthen authority at every stage of your business Timestamps: (00:43) - Why Personal Branding Is More Than Logos, Content, and Social Media (05:08) - Pricing & Positioning Mistakes That Destroy Authority (06:22) - Why Premium Offers Build More Trust Than Hourly Services (12:26) - Too Many Offers = Less Authority (14:26) - The Signature Offer Framework That Builds Trust Faster (24:15) - Sales & Conversion Mistakes That Cost You Clients (33:39) - Brand Positioning and the Danger of Being a Generalist (40:59) - Operations, Onboarding, and Client Experience (41:34) - The Hidden Trust Leaks Creating Buyer's Remorse (48:58) - Final Challenge: Which Business Decision Is Costing You Authority? Are You Seen as a True Crowned Authority™ With Your Personal Brand? Take the Crowned Authority™Assessment | https://www.fordivine.com/assessment/  Connect with Jake: Instagram | https://www.instagram.com/jakehavron     YouTube | https://www.youtube.com/channel/UCxG3bKqLK_M_HZpOgiVrtng  More from Emily & FORDIVINE: Website |  https://meetemilyford.com   Instagram | https://www.instagram.com/itsemily         Facebook | https://www.facebook.com/itsemilymethod    YouTube | https://www.youtube.com/c/ITSEMILYFORD  Called & Crowned Podcast | https://www.instagram.com/calledandcrowned/  FORDIVINE | https://www.fordivine.com/discover   

A new employee's first days can shape their entire experience with an organization. For public health agencies facing workforce challenges, effective onboarding is an important investment in long-term success.  Mary Ramirez, interim director of onboarding and acclimation at the Bureau of Organizational Development in the South Carolina Department of Public Health, discusses the agency's innovative onboarding program for new hires. Designed to create a consistent experience across the state, the program introduces employees to the agency's mission, values, leadership structure, and programs while emphasizing real-world application and engagement.Home | Public Health Careers.orgPublic Health Workforce | ASTHODELPH Open House

**Looking for new ways to grow pharmacy revenue while enhancing patient care? In this fifth session of the Pedal to the Metal: Q2 Is Go Time Webinar Series, Medsense Health shares how independent pharmacies can quickly identify, enroll, and support eligible patients in reimbursable clinical service programs without adding staff or increasing operational costs. Join Medsense leaders Matt Gilbert and Scott Kowalski as they explain how pharmacies can leverage Remote Therapeutic Monitoring (RTM), Remote Patient Monitoring (RPM), adherence programs, and smart health technology to generate meaningful recurring revenue while strengthening patient relationships.**   **Show Notes:** 1. **Introduction** [0:00] 2. **Introduction of Medsense Health and Their Team** [3:16] 3. **Overview of Medsense Health's Clinical Services** [7:00] 4. **Details of Program Implementation and Onboarding** [8:44] 5. **Addressing Concerns and Additional Features** [17:26] 6. **Final Thoughts and Contact Information** [22:00]   ----- #### **Becoming a Badass Pharmacy Owner Podcast is a Proud to be a part of the Pharmacy Podcast Network**

In episode 257, Coffey talks with Elizabeth Ledoux about talent considerations in business succession planning.  They discuss why most succession plans fail because leaders ignore employee emotions and organizational culture; how owners and successors can align around a shared vision for the future of the company; the importance of involving employees early in transition conversations to reduce fear and turnover risk; the concept of “Transition 3.0” and collaborative succession planning between owners and future leaders; how multi-year transition roadmaps improve leadership development and business continuity; balancing founder identity, emotional attachment, and letting go of operational control; strategies for transferring institutional knowledge and mentoring future owners over time; creating succession-focused company cultures that continuously develop future leaders; why delegation and role transition should become an ongoing organizational habit; and how HR and operations leaders can proactively support leadership continuity and organizational resilience.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP257  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:  Elizabeth Ledoux is the founder of The Transition Strategists and creator of the Transition 3.0 methodology. Over the past 30 years, she's helped hundreds of family and private business owners navigate succession, focusing on the relationship challenges that cause most transitions to fail.  Elizabeth started her career as a petroleum engineer before founding several businesses and moving into strategy consulting. She's a sought-after speaker on business succession and family business dynamics, host of the Business Transition Roadmap podcast, and co-author of three books, including the award-winning It's A Journey, The MUST-HAVE Roadmap to Successful Succession Planning. She's also part of Tiger 21, bringing her expertise to a network of high-net-worth entrepreneurs and investors.  Currently, Elizabeth is living what she teaches—navigating her own family's ranch transition with her brother while also planning the long-term transition of her own consulting firm. She leads a team of trained Guides who help business owners build the strategic foundation for transition, making sure the people side is solid before bringing in lawyers and accountants.  Her work helps families stay together and successors—whether family or non-family—step into their roles with clarity and support.  Elizabeth Ledoux can be reached at: https://transitionstrategists.com  https://www.linkedin.com/company/transitionstrategists  https://www.facebook.com/thetransitionstrategists  https://www.instagram.com/transtionstrategists  https://www.youtube.com/channel/UCfcH2Be31Mr1laOZ6KZXDNA    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 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the human and cultural factors that commonly derail business succession plans. Develop long-term transition roadmaps that align owners, successors, and employees. Implement succession-focused leadership development practices that strengthen organizational continuity. 

Send us Fan MailSeva Ustinov raised $5M for Plurial - AI agents for performance marketing - after rebuilding his company from scratch in a market where every founder has an AI pitch and most investors are no longer moved by them. In this episode, he explains why traction now matters more than vision, how he compressed client onboarding from six weeks to two days using a shared AI workspace, and the playbook he built by studying 17 companies that hit $100M ARR in under 36 months.What You Will LearnHow to raise funding when investors are drowning in AI pitchesWhy a bold vision alone will not close a funding round in 2025What the fastest-growing AI companies have in common at $100M ARRHow to use a shared AI workspace to compress onboarding and scale knowledge across your teamWhy pricing against value - not per seat - is the structural advantage most AI founders missAbout the GuestSeva Ustinov is the co-founder and CEO of Plurial, an AI agents platform for performance marketing that he rebuilt from an earlier marketing data business after identifying the AI wave early. His previous agency scaled to $15M per year in revenue before the pivot. Seva spent 40 hours personally — and over 100 hours of agent compute time - studying 17 AI companies to extract the exact growth laws behind their rise to $100M ARR. Connect with Seva on LinkedIn and find Plurial at plurio.ai.Connect with Seva UstinovLinkedIn: Seva UstinovWebsite: plurio.aiConnect with HinaHina's WebsiteHina's LinkedInHina's Youtube Channel  Production Credit: Produced by @the32collective_ / https://www.the32collective.co/

In this episode, Jason and Mitch Thomas from Brooksource, talk about how to position enablement as a true sales partner, the plays their nearly 200 AEs use to self-source pipeline without an SDR team, and the in-person cohort onboarding that gets new reps ramped fast. Check out more free content and get help with outbound at ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://outboundsquad.com.⁠

How to delegate effectively as a business owner: Renee Hastings, President and CEO of Executive Help Now, spent 20+ years supporting Fortune 100 and 500 executives before building her own VA agency. Burning the candle at both ends? She reveals the mindset shift that makes delegation possible and the steps that make it sustainable. You will gain: Why fear and perfectionism secretly block founders from letting go How to screen for value-aligned team members using scenario interviews Onboarding essentials that set a remote worker up to represent you well Why weekly 30-minute check-ins protect your delegation investment How to reframe training time as buying back your future hours Built for entrepreneurs ready to scale without sacrificing quality.

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  In episode 256, Coffey talks with Leslie Speas about developing high-retention managers who improve employee engagement, accountability, trust, and workplace culture through intentional leadership habits.  They discuss promoting high-performing employees into leadership roles without proper management training; emotional intelligence and self-awareness as foundational leadership competencies; connecting employees to organizational purpose and mission-driven work; building workplace trust through consistency, humility, and integrity; coaching employees through questions instead of problem-solving; accountability systems that improve performance and retention; effective communication strategies for managers and team leaders; employee recognition and appreciation practices that reinforce company values; empathy and flexibility in supporting employee wellbeing and mental health; leadership development frameworks that strengthen organizational culture and productivity; practical feedback models including the BEAN and BET communication methods; performance management processes that move beyond annual reviews; balancing individual contributor career growth with leadership readiness assessments.  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:  Leslie Speas is a seasoned Human Resources and Organizational Development leader with over 30 years of experience. She serves as Founder and President of InfluenceHR Consulting, a firm dedicated to helping leaders and HR teams build workplaces where people will thrive and stay.  Leslie holds a master's degree in industrial/organizational psychology and possesses senior-level HR designations and certifications in coaching, the Working Genius, Enneagram assessment, and Talent Management/Succession Planning. Her leadership experience spans diverse sectors such as healthcare, manufacturing, technology, financial services, and nonprofit organizations. In addition, she is the author of the book, 7 Habits of High-Retention Managers.  Leslie is heavily involved in furthering the HR profession and serves as a District Director with the North Carolina Society for Human Resources Management. She and her husband, Tracy, reside in Winston-Salem, N.C.  Leslie Speas can be reached at: https://www.influencehrconsulting.com  https://www.linkedin.com/in/leslie-speas  https://www.facebook.com/influencehrconsulting  https://www.instagram.com/influencehrconsulting  https://www.youtube.com/channel/UCdH17Da_dvt_UFpRNmUvqrQ    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:  Identify the leadership habits that improve employee retention and engagement. Apply coaching and feedback techniques that strengthen accountability and trust. Evaluate leadership readiness before promoting employees into management roles. 

Cameron is joined by Natalie Peckman, an elite aesthetic ecruiter, and they discuss the challenges of provider recruitment in the aesthetics industry. They explore the importance of social media in finding top-tier talent, the unique recruitment process that involves relationship building, and the significance of effective onboarding and retention strategies. They also delve into compensation models and the need for practice owners to proactively manage their recruitment efforts to ensure growth and success. Listen In!Thank you for listening to this episode of Medical Millionaire!Takeaways:Recruiting top-tier talent is a massive challenge for practices.Many practices misidentify their issues as marketing problems rather than hiring problems.Social media can be a powerful tool for recruitment when used effectively.Building relationships is crucial in the recruitment process.A unique recruitment process involves headhunting rather than traditional methods.The interview process should focus on cultural fit and candidate evaluation.Compensation models should be attractive and incentivize performance.Onboarding and retention strategies are essential for long-term success.Practice owners often wait too long to hire, leading to desperate decisions.Proactive recruitment is necessary for sustainable growth.Medical Millionaire: The Blueprint for Scaling a World-Class Medical Aesthetics PracticeWelcome to Medical Millionaire, the go-to podcast for forward-thinking Medspa owners, Medical Aesthetics leaders, Plastic Surgery & Dermatology practices, Concierge Wellness clinics, and Elective Healthcare entrepreneurs who are ready to scale with intention and operate like a true, high-performing business.If you're building, growing, optimizing, or preparing to exit your aesthetics or wellness practice, this show is your competitive advantage.Hosted by Cameron Hemphill Your Guide to Sustainable, Scalable Growth Your host, Cameron Hemphill, is one of the most trusted growth strategists in Medical Aesthetics and Elective Wellness.With over 10 years in the industry, Cameron has helped scale 1,000+ practices and more than 2,300 providers, working alongside the most recognized KOLs, national brands, EMRs, tech companies, and private equity groups, shaping the future of aesthetics. From marketing to operations, from finance to leadership, Cameron brings a real-world, data-driven perspective on what it takes to turn a practice into a powerful business engine.What This Podcast Is All About: Each episode takes you behind the scenes of the fastest-growing practices in the country, revealing the systems, strategies, and mindset required to win in today's Medical Aesthetics landscape.Expect tactical insights, step-by-step frameworks, and conversations with:Industry thought leadersTop injectors & medical directorsEMR & tech innovatorsOperations expertsMarketing strategistsPrivate equity & M&A advisorsWellness and longevity pioneersThis is where aesthetics, business, technology, and wellness converge. What You'll Learn on Medical Millionaire Every week, you'll access expert guidance to help you scale profitably and predictably, including:Marketing & Brand PositioningCRM + Lead Management SystemsPatient Acquisition & ConversionEMR Optimization & Tech Stack ArchitectureSales Psychology & Consultation MasteryFinance, KPIs, and Practice EconomicsOperational Workflows & AutomationIndustry Trends Backed by Real Benchmark DataPatient Retention & Lifetime Value ExpansionMindset, Leadership & Team DevelopmentWhether you're opening your first location or running a multi-million-dollar enterprise, you'll gain the clarity and direction to grow with confidence. A Show Designed for Every Stage of Practice Growth Medical Millionaire breaks down the journey into four essential stages, showing you exactly how to move from one to the next:Startup – Build the foundation and attract your first wave of patientsGrowth – Scale revenue, expand services, and strengthen operationsOptimize – Increase efficiency, margins, and customer experienceExit – Prepare your practice for maximum valuation and acquisitionIf You're Ready to Grow, This Is Where You Start. Tune in weekly for actionable insights, expert interviews, and the exact playbooks high-performing practices use to dominate their markets. This is the podcast for Medspa owners who want more than a job; they want a scalable, profitable, industry-leading business. Welcome to Medical Millionaire.Let's build your practice into the empire it deserves to be.

#931 Ready to discover how interactive product demos are transforming sales, onboarding, and training? In this episode, host Kirsten Tyrrel sits down with Joseph Lee, founder of Supademo, to explore how his platform helps companies replace clunky screen recordings and outdated videos with self-guided, clickable demos. Joseph shares the journey of scratching his own entrepreneurial itch, the gap he saw in the marketplace, and why showing — not telling — is the future of product communication. From SaaS to traditional businesses, learn how Super Demo is saving time, cutting costs, and helping over 100,000 companies create engaging customer experiences! (Original Air Date - 10/1/25) What we discuss with Joseph: + Origin of Supademo + Pain points of screen recordings + Benefits of interactive demos + Sales use cases + Onboarding and training impact + Cost and time savings + Personalizing product demos + Innovative demo features + Analytics and engagement tracking + Lessons from entrepreneurship journey Thank you, Joseph! Check out Supademo at ⁠Supademo.com⁠. Follow Joseph on ⁠LinkedIn⁠. Watch the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠video podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ of this episode! To get access to our FREE Business Training course go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/training⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. To get exclusive offers mentioned in this episode and to support the show, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠millionaireuniversity.com/sponsors⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

What is your process for onboarding franchisees? Do you have thoughts or ideas on how to improve? Our guest today is Ryan Parsons, who shares with us how onboarding is critical to franchise success sharing insights with roughly 1,000 franchises. TODAY'S WIN-WIN: No unloving pass offs.LINKS FROM THE EPISODE:Schedule your free franchise consultation with Big Sky Franchise Team: https://bigskyfranchiseteam.com/. You can visit our guest's website: https://evivebrands.com/Attend our Franchise Sales Training Workshop:  https://bigskyfranchiseteam.com/franchisesalestraining/Connect with our guests on social: rparsions@evivebrands.comABOUT OUR GUEST:Ryan Parsons is the Chief Executive Officer of Evive Brands, a Scottsdale-based franchise platform uniting Executive Home Care, Assisted Living Locators, Grasons, The Brothers That Just Do Gutters, and Maid Brigade. He leads a nationwide network of approximately 1,000 franchise locations, steering growth with disciplined execution and an unwavering focus on brand stewardship and community impact. Parsons champions a world-class onboarding experience, hands-on training, and continuous follow-up so owners can master systems and deliver consistent, high-quality service. He partners closely with brand presidents and franchisees, fostering cross-brand collaboration, operational rigor, and measurable results. A believer that “nothing in franchising is automatic,” he sets clear standards, invests in enablement, and holds teams accountable to data-driven goals. Under his leadership, Evive is expanding its footprint, elevating service quality, and amplifying each brand's purpose in local communities across the country. Parsons shares insights on leadership, execution, and franchise performance with industry media and conferences.This episode is powered by Big Sky Franchise Team. Big Sky Franchise Team is consistently recognized as one of the best franchise consulting firms in the world, helping entrepreneurs franchise their businesses through a proven 3-Step franchise process rooted in ethical principles, hands-on guidance, and customized deliverables.  If you are ready to talk about franchising your business you can schedule your free, no-obligation, franchise consultation online at: https://bigskyfranchiseteam.com/. The information provided in this podcast is for informational and educational purposes only and should not be considered financial, legal, or professional advice. Always consult with a qualified professional before making any business decisions. The views and opinions expressed by guests are their own and do not necessarily reflect those of the host, Big Sky Franchise Team, or our affiliates. Additionally, this podcast may feature sponsors or advertisers, but any mention of products or services does not constitute an endorsement. Please do your own research before making any purchasing or business decisions.