Podcasts about Onboarding

Host: Andy Herber, P.A.-C. Guests: Jennifer Bold, D.N.P., APRN, C.N.P.; Michelle Booth-Kowalczyk, APRN, C.N.P.; John Weimer, PA-C; Alec Williams, APRN, C.N.P., D.N.P.;   As healthcare grows increasingly complex, the success of newly hired nurse practitioners and physician assistants depends not only on their preparation, but also on the systems that support their integration, development, and long-term success. While orientation may last weeks or months, the journey to confidence, competence, and professional identity often extends through the first two years of practice. Organizations increasingly recognize that onboarding, mentorship, structured development, and transition-to-practice programs play a critical role in clinician retention, engagement, productivity, and patient care. In this episode, Mayo Clinic NP and PA leaders discuss what distinguishes onboarding from orientation, explore evidence-informed approaches to supporting new clinicians, and share lessons learned from developing successful transition-to-practice programs. The topic for this podcast is Onboarding, Orientation, and the First 24 Months: What Retains High-Performing NPs and PAs. Connect with us! Mayo Clinic Talks Podcast Season 6 | Mayo Clinic School of Continuous Professional Development 

What happens when the systems that helped your business grow become the things holding it back?For Rob Calvert, that question has become a central part of helping businesses navigate the realities of distributed teams.As companies moved from local offices to teams spread across states, countries, and time zones, the technology supporting them became increasingly complex. Devices need to be protected. Data needs to be secured. Employees need access to the tools they depend on. And workflows need to keep functioning even when the people using them may never meet in person.In this episode of Second Life Leader, Rob joins Doug Utberg for a wide-ranging conversation about distributed teams, cybersecurity, Apple-centric IT, software platforms, scalability, and the hidden complexity created when businesses build their operations around rigid systems.At the center of the conversation is a simple question:Are your systems flexible enough to survive the growth and change of your business?TL;DRThe goal isn't to eliminate problems. It's to understand which problems you're going to have and prepare for them before they become emergencies.Rob's perspective includes:* Distributed teams create new challenges around cybersecurity, devices, data, and intellectual property.* Avoid becoming completely dependent on one technology platform or vendor.* Balance user experience with security and scalability.* Moving data between platforms can be easier than recreating the workflows built around that data.* Every additional third-party tool can create another potential failure point.* Technology should support the way your business operates—not force your business into unnecessary rigidity.* Proof-of-concepts can expose problems and assumptions before implementation.* Complicated systems can make it harder for employees to consistently follow business processes.* Onboarding and offboarding become increasingly important as companies scale.* Major technology changes should be planned instead of compressed into an unrealistic timeline.* Sometimes the best immediate solution isn't making a bad situation perfect—it's creating enough room to eventually fix it properly.The goal isn't to build a system that never changes.It's to build a system that can change without breaking the business.Memorable Lines“You have to expect that some of these things are going to happen to you.”“You can't always win the battle. We very much believe you've got to pick the right tool for the job.”“There is no way to expand a business without something being painful.”“The technical decision is almost always the easiest one. Hardest one is the cultural impact and the work impact.”“Every time you have to insert a third-party app into a workflow, that is a place where you are dependent on them staying up to date.”“The worst way to deal with the problem is to ignore it.”“I can make your situation suck less, but I can't make it good in the timeline you're giving me.”Guest: Rob CalvertRob Calvert is the founder of Second Son Consulting, an Apple-centric IT consulting firm. He has been working in outsourced IT for more than two decades, helping businesses manage Apple environments, distributed teams, cybersecurity, devices, and technology systems.His experience includes helping organizations adapt as their teams become increasingly distributed and as businesses scale across states and countries.Rob also participates in the Mac Admins community, a global community of IT professionals focused on sharing knowledge, tools, and experience.Why This MattersFor founders, executives, and growing companies, technology decisions can look deceptively simple.Which platform should we use?Can we eliminate this subscription?Can we move everything into one system?Can we customize this workflow?But underneath those questions are people, processes, security requirements, company culture, and dependencies that can become increasingly difficult to change.A system that works for a small company may not work the same way when that company reaches hundreds of employees.A workflow that seems efficient today can become a bottleneck tomorrow.And a platform that appears cheaper can sometimes introduce additional tools, dependencies, and security gaps that make the overall system more complicated.One of the biggest ideas in this conversation is that the technical decision isn't always the hardest decision.The harder question is what happens to the people and processes around that technology.When businesses change systems, they're not just moving data.They're changing how people work.And the more complicated the system becomes, the more difficult it can be for employees to consistently execute the processes required to keep it working.For growing businesses, the lesson is simple:Don't wait until the system breaks to discover how difficult it is to change.Plan for the problems.Build flexibility into the system.And give your business enough time to make changes properly.You can't eliminate the pain that comes with growth.But you can decide whether that pain becomes a crisis—or simply part of the process of building something that lasts.Listen to the full conversation with Rob Calvert on Second Life Leader. Get full access to Second Life Leader at www.dougutberg.com/subscribe

Joseph Lee is the Co-founder and CEO of Supademo, an AI-powered platform that helps teams create interactive product demos and guides for sales, marketing, onboarding, and customer education. He leads Supademo's product vision and growth, building intuitive, self-guided experiences that enable companies to simplify product education and drive engagement. Previously, Joseph co-founded Freshline, a B2B e-commerce platform for food distributors, where he served as CPO and led product strategy and execution from customer insight through product development. In this episode… Product demos are no longer just a sales tool — they can shape how prospects understand a product, how customers learn to use it, and how teams drive adoption at scale. But what makes a demo effective enough to move users from curiosity to real product value? Joseph Lee, a two-time startup founder and product builder, says the most effective demos help customers understand value faster by letting them experience a product rather than passively watch it. He highlights the power of interactive, self-serve experiences that can support sales, onboarding, training, enablement, and product education. Supademo's product-led approach also allows users to experience advanced features through reverse trials, while AI helps teams personalize, translate, maintain, and scale demos more efficiently. As these experiences become more intelligent and agentic, companies can guide users through workflows with less friction and help them reach meaningful outcomes sooner. In this episode of the Inspired Insider Podcast, Dr. Jeremy Weisz speaks with Joseph Lee, Co-founder and CEO of Supademo, about using product demos to accelerate sales, onboarding, and adoption. They discuss interactive self-serve demos, AI-powered personalization, and in-app product education. Joseph also shares how Supademo evolved from SaaS into an agentic demo platform.

How much does misalignment really cost? Most people think about missed goals or lost revenue. Anthony "AJ" Vaughan challenges you to look deeper and consider the human cost when leaders fail to communicate, listen, and create environments where people feel safe speaking up. Through stories from his own successes and painful failures, AJ explains why alignment begins long before strategy meetings. You'll discover how honest communication, thoughtful onboarding, rewarding courage, and putting employees first can transform the way people work together. By the end of this episode, you'll likely find yourself looking differently at your own team—and asking where better communication could prevent tomorrow's biggest problems. AJ is a partnerships and growth leader, an HR tech strategist, and founder of The E1B2 Collective, built on the belief that when organizations put employees first, stronger business outcomes follow. He works across three areas—leadership behavior, employee experience, and business performance— to help companies close the gap between what they say matters and how their teams actually operate. AJ is also the host of The Business of Alignment podcast, where he has led more than 1,000 conversations with HR and business leaders around trust, clarity, alignment, and what it really takes to build healthy organizations. You'll discoverWhy misalignment hurts people before profits How one ignored conversation changed AJ's career What great onboarding really accomplishes Why rewarding courage changes culture How honest communication prevents costly mistakesConnect with Anthony (AJ) Vaughan on Social MediaLinkedIn https://www.linkedin.com/in/anthony-vaughan-8ba8a8172/ Website The E1B2 Collective https://thee1b2collective.com/ Check out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedIn

You did it.You figured out what kind of help you needed. You found the right person. You interviewed them, tested the fit, made your choice — and finally got to say those two beautiful words:You're hired.But then Monday morning rolls around. Your shiny new team member is sitting there in your office or in your inbox – ready to go and waiting for instructions… And that's when it hits you. Ohhhhhhh. Now I have to TEACH them how to do all of this.

Faire du recrutement une fonction stratégique  Je reçois Hélène Ly qui est une spécialiste du recrutement (et recrutement tech pour être plus précise). Après plusieurs années en qualité de recruteuse, elle monte un organisme de formation pour former les recruteurs et recruteuses dans le secteur de la tech. Parallèlement, Hélène a co-écrit avec Christel De Foucault le livre « Recruteurs : 80 questions pour réussir vos entretiens ».Lors de cet épisode, Hélène nous parlera notamment d'acculturation tech, de data, de posture, de brief, de sourcing ou encore d'IA. 

An imperfect drink with a perfect story. My reflections from Black Hat USA 2026 An Analog Brain In A Digital Age — A Newsletter by Marco Ciappelli No time to read? Let TAPE3 read it to you.

In this episode, Jason explains why onboarding and orientation can shape the entire relationship between the workforce and the project. A poor first experience creates confusion and frustration before the work even begins. Jason walks through what happens when workers arrive without clear parking, signage, restrooms, directions, communication, or a meaningful orientation. He explains how a respectful onboarding system can establish safety expectations, build trust, create connection, and help workers feel like valued members of the project instead of outsiders simply being told where to go. What you'll learn in this episode: Why a worker's first experience on the project can influence their attitude and performance. How clear signage, parking, restrooms, directions, and communication improve onboarding. Why orientation must clearly communicate safety expectations in a way workers can understand. How respectful onboarding helps build trust, participation, quality, safety, and stronger project culture. What kind of first impression is your onboarding process creating for every worker who arrives on your project?   If you like the Elevate Construction podcast, please subscribe for free and you'll never miss an episode.  And if you really like the Elevate Construction podcast, I'd appreciate you telling a friend (Maybe even two

Finding great people is one of the biggest challenges remodelers face, but the answer isn't posting another job ad and hoping the right person comes along. In this episode, Kyle is joined by Justin Landry of JL Talent Solutions and Peer Group Coach Bryan Sebring for a practical conversation about creating a more intentional hiring process. Bryan shares how his approach to hiring has changed after working with Justin and why slowing down has helped him avoid costly hiring mistakes. They dig into what a strong recruiting process actually looks like, from defining the role before you start searching to using assessments and structured interviews to better understand each candidate. Justin also explains why the right people are out there, even when it feels impossible to find them, and how looking beyond the usual job boards can open up a much stronger candidate pool.If hiring has felt rushed, frustrating, or inconsistent in your remodeling business, this episode will help you think differently about how you find people and set them up to succeed!Running a remodeling company can feel lonely, but you don't have to figure everything out on your own.The Remodelers On The Rise Peer Groups connect you with non-competing remodelers who understand the challenges you're facing and are committed to helping each other grow.Learn more at  https://remodelersontherise.com/live-training-events-for-remodelers/remodelers-peer-group/Explore the vast array of tools, training courses, a podcast, and a supportive community of over 2,000 remodelers. Visit Remodelersontherise.com today and take your remodeling business to new heights!Key Takeaways Building clear role definitionsImplementing a systematic hiring processUsing assessments like DISC and previewCreating a strong onboarding experienceFostering a positive company cultureLeadership and conflict resolution in teamsThe importance of patience in hiringUsing data and science in recruitmentOnboarding best practices for successChapters00:00 Introduction and episode overview01:10 Start with the end in mind in hiring02:07 Justin Landry introduces JL Talent Solutions04:46 Brian Sebring shares his background and path to Justin08:25 The importance of patience in hiring10:15 Justin explains the vetting process and assessments13:25 Proactive vs reactive hiring strategies16:34 Best practices for posting and attracting candidates18:47 Using data science and assessments to select candidates22:42 Effective interview questions and techniques30:57 The significance of clear role definitions35:58 Onboarding best practices and 30-60-90 plan40:56 Leadership, culture, and team integration42:46 Continuous improvement and learning in hiring

In episode 266, Coffey talks with Brandon Sammut about how Zapier built its AI transformation from the inside out — and what HR leaders can learn from a fully remote, AI-native company that decided people and AI strategy belong in the same hands.  They discuss the evolution of the Chief People Officer role into a Chief People and AI Transformation Officer and why HR is uniquely positioned to lead organizational transformation; AI transformation as one instance of organizational transformation, and why culture health and clarity of mission matter more than tool selection; Zapier's March 2023 "AI code red" as a high-contrast leadership communication strategy that didn't wait for perfect clarity before naming urgency; the importance of keeping accountability for business outcomes where it belongs while using a cross-functional Center of Excellence to provide enablement and remove friction; individual contributor identity and energy management challenges when AI eliminates tasks that provided meaning or cognitive reprieve; Zapier's customer support transformation — 50% faster resolution, higher satisfaction scores, 30-point employee engagement gains, and two entirely new types of work created from recovered human time; why AI-inflated application volume and homogenized resumes are making recruiting harder even as AI automates more of the process; Zapier's reference-heavy hiring model, which targets 50% of candidate signal from references including back-channel outreach, to counter AI-generated application fraud; the AI Fluency Framework — four competencies including strategy, growth mindset, builder skills, and accountability — used for both hiring and internal development; and why cross-person coordination is declining as individuals become more empowered, while human skills like psychological safety, feedback, and clarity become more important, not less.  More information about Zapier's AI fluency framework is available at: https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/  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/EP266  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:  brandon is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital. Brandon Sammut is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital.  Brandon can be reached at   LinkedIn https://www.linkedin.com/in/brandon-sammut-8147b76/  Website https://zapier.com/blog/author/brandon-sammut/   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:Explain why organizational culture health and mission clarity are more predictive of AI transformation success than tool selection or governance framework design. Apply the lesson of Zapier's customer support transformation to identify how recovered human time from AI automation can be reinvested in higher-value work rather than defaulting to headcount reduction. Evaluate the four competencies of Zapier's AI Fluency Framework — strategy, growth mindset, builder skills, and accountability — and assess how each applies to building an AI-ready workforce. 

John Wang, head of crypto at Kalshi, joins Sam just days after the company hit a $40 billion valuation and one year into John's tenure, which has seen prediction markets go from niche internet community to mainstream financial instrument. They cover the World Cup trading frenzy, why crypto is now the second largest market on the platform, and how Kalshi built the first CFTC-regulated perp exchange in the US from the ground up, doing $1 billion in its first week and $5 billion in its first month. - Timecodes: 0:00 - Cold open on prediction markets going mainstream 0:25 - Introduction: John Wang, head of crypto at Kalshi 0:46 - Reflecting on Kalshi's growth over the past year 2:03 - Sports' economic impact and the Knicks/World Cup effect 3:24 - CLARITY Act, midterms hub, and regulatory unlocks 4:08 - Launching the first CFTC-regulated perp market 6:26 - Explosive early perps adoption (billion in week one) 7:55 - Risk tools: stop loss, take profit, and Kalshi Social 9:12 - Agentic trading and API-driven automation - From our sponsors: This episode is brought to you by RealFi, a smarter stablecoin, backed by real-world assets. RealFi is launching August 2026. Join the Testnet now at realfi.co.

Today, I break down how world-class onboarding starts long before day one, with intentional, thoughtful communication that removes uncertainty and builds trust. Learn how a single welcome email can set the stage for your new hire's success, boost their confidence, and create a culture where everyone feels like they belong from the start. APPLY TO JOIN the upcoming new cohort of the Leadership Lab

In episode 265, Coffey talks with John Singleton about HR's long-standing identity crisis, the strategic skills the profession must develop to stay relevant, and how AI is reshaping both the work of HR and the way work itself gets done.  They discuss HR's decades-long reputation as a bureaucratic gatekeeper — from the 1996 Fortune critique through the 2025 revisit of "Why We Hate HR" — and what it means to function instead as a strategic confidant and ethical agent; the DEI whiplash as a case study in HR failing to provide compliant, data-grounded counsel when it mattered most; using PESTEL and SWOT analysis to advise on business expansion decisions including workforce availability and market fit; financial literacy as a critical and underdeveloped skill for HR professionals, including reading P&L statements and linking people decisions to EBITDA; the dangers of AI-powered auto-application tools flooding recruiting pipelines with unvetted, uninterested candidates; why AI should not replace human judgment in interviewing, candidate evaluation, and culture-fit assessment; the growing requirement for HR practitioners to understand AI governance, prompt literacy, output verification, and state-level AI employment legislation; the individual responsibility of HR professionals to own their own continuous learning when employers won't fund it; HR's emerging role as architect of human-AI workflow integration in partnership with IT and operations; and HR's internal identity crisis as the profession's biggest obstacle to earning the strategic credibility it seeks.  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/EP265  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:  John Singleton, SHRM-CP, is a fractional HR partner based in the Dallas-Fort Worth area, working 1-on-1 with Texas founders, business owners, and leadership teams on the people side of building and scaling. With 16+ years of HR leadership experience — including senior roles at Tata Consultancy Services, Coforge, and Mastek — John brings pattern recognition, strategic judgment, and a trusted vendor network to every engagement. His approach goes beyond handbooks and compliance. He serves as a confidante and strategic sounding board for the harder conversations founders face — the ones that don't fit neatly into an HR playbook. Whether it's navigating the compliance cliff at 50 employees, coaching a leadership team through a difficult hire, or being the calm voice on the phone when something unexpected lands, John's role is to be the person in the room when it matters most. Based in Waxahachie, TX, John founded Quick HR Solutions to give small and mid-sized Texas businesses access to senior-level HR partnership without the cost of a full-time hire.  John Singleton can be reached at   Your Website: www.quickhrtx.com  LinkedIn: https://www.linkedin.com/in/johnsingleton720   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: Distinguish between HR as compliance gatekeeper and HR as strategic business partner, and identify the advisory behaviors — including data-driven counsel, financial fluency, and risk-option framing — that define the latter. Evaluate the compliance and reputational risks of AI-assisted recruiting tools, including auto-application platforms and resume-scanning systems, and articulate the human judgment elements those tools cannot replicate. Identify the technical, financial, and interpersonal skill sets HR practitioners must proactively develop to remain relevant as AI eliminates transactional HR work and expands the profession's strategic scope. 

Imagine Battlefield, but dying matters. That's the WARDOGS closed alpha in one sentence — and after a weekend in it, we're calling it the most polished alpha we've ever played. WARDOGS is Bulkhead and Team17's 100-player tactical shooter: three factions, one randomized control zone, first side to 100 points wins. You start with $10,000, you buy your loadout from in-game vendors, and when you die you lose the gear AND the money you spent on it. The money carries between matches. You can loot the guy you just killed and walk away with a level 30 kit you couldn't buy for another six hours. In this episode: what the alpha actually plays like, why the economy isn't the gimmick people think it is, how three-way faction warfare changes your strategy, the 256 square kilometre map, destructible towers, the reviving system Battlefield should steal, TTK and gunplay, why an Arma 3 King of the Hill mod is the reason none of this feels half-baked — and the two things that genuinely pissed us off. Plus the final verdict, the scores, and the one thing that could still ruin this game. Raz thinks it's a flawless alpha. Jake wants free look. Neither of us can stop playing it. 0:00 - Intro 1:14 - Patreon, free trials and the hangout 3:58 - What WARDOGS actually is 4:21 - Two things we had wrong before playing 6:07 - Unlock fees and gear progression 7:51 - The NDA that stopped us streaming 8:23 - Control zone, hot zone and how you score 11:01 - You can't group with your friends 12:59 - "It's so fun I don't recommend you play it" 14:33 - Jake's first impressions 18:07 - The best-performing alpha we've ever played 20:20 - How three factions changes your strategy 23:38 - Battlefield, but dying matters 25:43 - Looting kills and juicer kits 30:39 - Does the control zone actually move? 33:44 - Destructible towers and the M1 Abrams 35:59 - FOBs, spawn trucks and sandbags 40:00 - Infantry desperately needs free look 42:57 - The tutorial is actually good 43:58 - Does 100 players feel full? 47:26 - The log truck last stand 50:19 - Snipers and no scope glint 52:12 - Onboarding and the backpack system 55:15 - The loadout presets they need to add 57:06 - The kill cam that shows too much 58:18 - The milsim/arcade sweet spot 1:02:27 - Why it works: 10 years of Arma King of the Hill 1:04:45 - Visibility matters more than audio 1:08:50 - TTK, armor and ammo types 1:11:04 - Weapons: AK vs T21 1:14:15 - Gunfights that are actually gunfights 1:16:44 - Movement and traversal 1:20:56 - Reviving, defibs and why Battlefield gets it wrong 1:25:01 - Spawn trucks and the ride back to the fight 1:26:26 - Vehicles handle weird 1:28:58 - The first Unreal Engine 5 game that actually runs 1:29:32 - The money mechanic explained 1:35:02 - Is there gear fear? 1:37:56 - Why the economy isn't a gimmick 1:42:34 - What a max-level meta kit will cost 1:44:52 - Wipes, seasons and gold bars 1:47:31 - Selling ammo to your own team 1:49:42 - 256 square kilometers 1:56:30 - Time of day and future maps 1:57:59 - Who is this game actually for? 2:02:12 - Why Tarkov is too complicated 2:06:58 - Will we still be playing in six months? 2:10:00 - The one thing that could ruin it: anti-cheat 2:12:11 - Final verdict and scores 2:15:21 - Outro _Note: timestamps may be slightly misaligned on podcast apps (but not on YouTube) due to dynamic ads._ The podcast is available wherever you listen to podcasts, and ad-free & early access versions - as well as bonus episodes - are available to all of our Patreon (https://www.patreon.com/thedropshot) supporters. We stream the podcast live on our YouTube (https://www.youtube.com/c/thedropshotpodcast) every Saturday morning at ~9 o'clock Pacific Time. We typically start the stream 30 minutes early to answer viewer questions, banter, and chat. Links for everything are below. Thanks for checking us out!

When you invest in a business coach, what should you really expect in return?A longer to-do list? More ideas? A formula that worked for someone else in a different market, with a different team and a completely different business model?I don't think so.Good business coaching should help you build a stronger business and become a smarter, more capable business owner. It should improve your profit, sharpen your decision-making, strengthen your systems and help you understand how every part of your studio works together.Because the goal is not to become dependent on a coach.The goal is to become more confident, more strategic and more in control of your growth.In this episode of The Pilates Business Podcast, I'm sharing my philosophy on business coaching and what boutique fitness studio owners should expect when they invest in support.We explore the difference between strategy and tactics, why there is no single formula for building a successful Pilates, barre or yoga studio, and why advice without context often creates more noise rather than more progress.Your marketing affects your sales. Your sales affect onboarding. Onboarding affects retention. Retention affects capacity. Capacity affects pricing. Pricing affects profit. And profit affects your ability to hire, lead and grow.Your studio is an interconnected business ecosystem. Great coaching should help you see the whole picture.In this episode, you'll learn:Why good coaching should build capability rather than dependencyThe difference between receiving advice and developing strategic judgmentWhy another studio owner's successful tactic may not work in your businessHow to evaluate the return on investment from business coachingWhy your goals, market, capacity, strengths and desired lifestyle should shape your strategyHow sustainable growth differs from chasing short-term revenueWhat questions to ask before choosing a business coach or coaching programWhy your energy and wellbeing are part of your business strategyThis episode is for Pilates, barre and yoga studio owners who are considering business coaching, questioning whether their current support is producing meaningful results or feeling overwhelmed by conflicting advice.The right coach should not simply tell you what to do next. She should help you understand why a decision makes sense, how it fits into the wider business and what trade-offs you need to consider.Ultimately, your business should become stronger through coaching—and so should you.If this approach resonates with you, learn more about Thrive, my business coaching program for boutique fitness studio owners who want to build profitable, sustainable businesses with stronger strategy, systems, leadership and financial performance.Visit springthree.com/thrive to learn more.Got a question for Seran? Add it here

Join the Millionaire University AI Mastermind at ⁠⁠⁠⁠⁠MillionaireUniversity.com/AI⁠⁠⁠⁠⁠ #1027 Want to build a team that sticks with you, performs at a high level, and actually loves coming to work? Samantha Irwin — owner of Kaizen Coaching and Consulting and longtime friend of the show — returns for a deep dive into the art and science of employee retention! In this episode hosted by Brien Gearin, she shares her journey from middle-school teacher to historic hotel owner to leadership coach, revealing the people-first systems she used to build a loyal, high-performing team in a town of just 650 residents. Samantha breaks down her three-part framework for attracting the right employees, training them well, and retaining them through appreciation and strong culture. Whether you're hiring your first contractor or growing a team, her strategies will help you create a workplace where great people stay and thrive! (Original Air Date - 12/1/25) What we discuss with Samantha: + Samantha's hotel ownership origin + Attracting the right employees + Training with clear roadmaps + Retention through appreciation + Importance of company culture + Hiring for personality first + Onboarding with intentional structure + Incentives beyond money + Turning staff into thinkers + Leadership vs. boss mindset Thank you, Samantha! Check out Zaizen Coaching and Consulting at ⁠Zaizen.zone⁠. Buy ⁠The Power of People Academy, Module 1: First Impressions⁠. Follow Samantha on ⁠LinkedIn⁠. Watch the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠video podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ of this episode! Get your FREE 5 Minute Business Plan at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/Plan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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

In this episode, Matthew Jarvis and Becky Casstevens-Bellury, a seasoned senior client success consultant at Belay, share expert insights on optimizing VA relationships, onboarding strategies, and handling turnover seamlessly. Whether you're new to virtual assistants or managing ongoing VA relationships, this conversation is packed with practical advice to boost productivity and reduce friction. Onboarding and Turnover Strategies With Becky Casstevens-Bellury Resources in today's episode: - Matt Jarvis: Website | LinkedIn - Becky Casstevens-Bellury Website | LinkedIn - Learn More about our Coaching Programs

In episode 264, Coffey talks with Timothy State about the science of workforce wellbeing, why middle managers are the most at-risk population right now, and how AI-powered life quality companions are transforming the way organizations understand and support thriving at scale.  They discuss the five core dimensions of human wellbeing — physical and mental health, relationships, security, and meaning and purpose — and why employer influence on all of them is both a business and social responsibility; EAP underutilization and the limits of traditional point-solution approaches to employee wellness investment; the predictive power of the question "does my leader care about my wellbeing?" on retention and workforce outcomes; team-level wellbeing contagion and how one individual's improvement reliably lifts the whole team over time; middle managers as the most burned-out and at-risk population in today's workforce; the perverse hiring incentives created when leaders are held accountable for individual wellbeing outcomes rather than demonstrated care behaviors; the difference between using AI to extract efficiency from existing work versus using AI to elevate the human system itself and generate human-centered value; cognitive overload as an unintended consequence of AI-driven task elimination, including the loss of low-complexity recovery work; Altius's AI life quality companion "Alti" — its nine wellbeing dimensions, 750-plus KPIs, perpetual memory, and 96% user satisfaction rate across 26 countries; and the radical privacy architecture required for employer-sponsored AI wellbeing tools to earn employee trust and avoid discriminatory misuse of health data.  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/EP264  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:  Timothy State is a people strategist, business leader, and human wellbeing innovator with 25 years' experience leading large-scale workforce transformation. He led Humana to global recognition for improving workforce well-being.  Tim is an active advisor to Harvard Human Flourishing / SHINE, a founding member of Center for Positive Organization, chaired the Wellbeing and Workforce Strategy Institute and several other leading bodies.  In 2025, Tim founded Altius, an AI-native human optimization company helping businesses and healthcare systems thrive via regenerative AI technologies and advanced human advising. He institutionalizes human well-being through data, social infrastructure, and leadership transformation.  Tim can be reached at:  Your website: https://www.altiusco.com/  LinkedIn: https://www.linkedin.com/company/altiuswellbeing/  Instagram: https://www.instagram.com/altiuswellbeing/  Twitter/X: https://x.com/AltiusWellbeing    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 five dimensions of employee wellbeing and explain how each one is influenced by organizational culture, leadership behavior, and employer-provided resources. Distinguish between holding leaders accountable for demonstrating care versus for employees' actual wellbeing outcomes, and describe why that distinction protects against perverse hiring incentives. Evaluate the design principles — human-centered AI, radical data privacy, proactive personalization, and clinical grounding — that determine whether an AI wellbeing tool will drive adoption or be ignored like traditional EAPs.  

[00:00] - Intro [01:03] - Self Awareness [05:46] - Why I chose to join Pool Brain [08:47] - Addressing our industry's turnover problem [14:19] - Motivation when changing companies [17:57] - What I'll be doing at Pool Brain [20:48] - Closing  ______________________________Connect with us! Game Changing Pool Business Software:Pool Brain®Realize your full potential.Watershape University®Water chemistry questions?Orenda®Questions? Comments? Or apply to sponsor the show:ruleyourpool@gmail.com Facebook: @ruleyourpoolYouTube: @rule-your-pool

Jean-Christophe Lanoix is the founder of Turboconsultant. He spent seventeen years at Hinicio, a strategy consultancy specialising in hydrogen — joining as an intern, rising to Associate Director and leaving in 2024, two years after the firm's exit. He now builds the system he wishes he had had. Introducing Turboconsultant An execution layer for solo consultants: a virtual team of AI agents spanning the whole practice — business development, research, methodologies, marketing and content, deliverable production, quality control, meetings and follow-up, admin. The consultant directs. The agents execute. It installs as a plugin on Claude Cowork and turns a generalist agentic workspace into a consulting-grade one. Three things separate it from a general-purpose assistant. Personalisation. A one-time onboarding hands it the consultant's own methodologies, templates, frameworks and voice. What comes out arrives in their template, follows their methods, and reads in their words. Quality control. Every document it produces passes three layers of audit before it leaves — sources traced, figures recomputed, claims contested by models outside the system. That is where AI hallucination and error get caught. Data walling. Nothing moves from one engagement to another, and the models do not train on client work. And it is one system rather than a patchwork of tools: the whole practice runs in a single environment that sharpens with every engagement. The net effect, measured on the existing user base, is a 25x on average, while improving the general quality of the work. Demonstration of Turboconsutlant  Both cases are invented, and so is the consultant behind them — a generic profile carrying no proprietary methodologies, no past deliverables, no writing to learn from. The engagement starts the way a real one does: a request for proposal lands by email. Everything that follows comes out of that one document and public sources. The proposal — thirty minutes The system interviews the consultant first — how they want to work, whether they know the client, who delivers, what their day rate is. Then it writes, in their own template: context, the question behind the client's question, objectives, approach and methodology, scope in and out, work packages, data room requirements, timeline, budget options, next steps. The consultant reviews and signs off. Nothing leaves unvalidated. Without AI, a proposal of that depth is several man-days.   The methodology section — six work packages mapped onto one governing question. Pricing the work — three options, fees, payment terms. A commercial proposal, not an analysis. The kick-off pack — fifteen minutes One instruction produces the whole pack: the client kick-off deck, an internal briefing note — assumptions, questions to ask, objections to expect, the landmines — and the data room request list in Excel, item by item, with what each one unblocks and the date it is needed by. In a firm, this is junior work. A solo consultant has no junior. It costs them half a day to a full day, every time. The work-package sequence agreed at kick-off, and the date after which the analysis stops waiting for client data. The First Deliverable — forty-five minutes The pattern holds whatever the sector: the research, the market sizing, the model underneath, and a deck of exhibits in the consultant's own consulting-grade template — each exhibit carrying one argument, each figure carrying its source. This is where the consultant sits as a director rather than an executant: give the instruction, let the team execute, come back and review. It is also where the system refuses to please. Here it tested the client board's own headline figure instead of repeating it, and the deck says why. Forty-five minutes for a work package that is easily five to ten days of work without it. An exhibit from the first deliverable — the sizing funnel, in the consultant's template. The economics behind it, recomputed from the model that sits under the deck. Quality control — three layers, then a loop Nothing reaches the client before three independent passes. Layer 1 — sources. Every claim and every figure traced back to where it came from, the source assessed, each one rated: verified, probable, or not established. Layer 2 — internal audit. An isolated sub-agent reviews the finished document against a purpose-built grid and rebuilds the Excel model from its own inputs. Same family of model, so it catches the obvious: the unsupported claim, the figure that contradicts the model, the page that does not carry its title. Layer 3 — dual external audit. Two models from outside the system, independent of each other and of the one that did the work. No shared bias, and two verdicts to compare. This is where the qualitative control happens. Here the two disagreed — which is itself the finding. Then the loop. The consultant asks the system to integrate the findings and audit again, and iterates. Half an hour takes a document from roughly 85% client-ready to something that needs only a final human review. The three verdicts on the first draft, as returned — including the external model that said HOLD. Everything from both engagements is published Every file is downloadable, unedited: the proposals, the contract, the kick-off packs, the deliverables, the Excel models, and the three audit reports in full — including the one that said do not ship, and the revised deliverable it forced. A second engagement, in a different sector, was launched live during the recording; it landed after the recording stopped, and its files are there too. Access the files: turboconsultant.com/unleashed Timings above are the elapsed time of each task on this run, not a benchmark. Watch the video:  Listener Offer Are you a good fit? ·       You consult on your own — strategy or management? ·       You want to scale without compromising quality? ·       Consumer AI gets you a draft, not a deliverable? Three yeses? Thirty minutes with me, free. If it's not a fit, I'll tell you. → https://calendly.com/jcl-turboconsultant/unleashed?month=2026-07  Or skip the call and start now — Unleashed listeners, neither code expires: ·      UNLEASHED_TC — Turboconsultant, €399/month instead of €499 ·      UNLEASHED_AUDIT — AI-First Audit, €200 instead of €300 Timestamps 04:02: Turboconsultant's Features and Benefits  07:32: Onboarding and Personalization Process  12:24: Demo of Turboconsultant's Capabilities 23:42: Kickoff Meeting Preparation and Work Package Execution  43:45: Quality Assurance and Iterative Improvement 50:07: Additional Features and Conclusion Links: Video permalink: https://umbrex.com/wp-content/uploads/2026/08/Jean-Christophe-Lanoix.mp4 LinkedIn: https://www.linkedin.com/in/jean-christophe-lanoix-93119018 Company website: https://www.turboconsultant.com Files from this episode: https://www.turboconsultant.com/unleashed This episode on Umbrex: https://umbrex.com/unleashed/episode-656-jean-christophe-lanoix-turboconsultant-running-a-solo-practice-on-ai-agents-end-to-end/ Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com. *AI generated timestamps and show notes.  

Join the Exclusive Distribution First Workshop - ​Find. Rank. Scale.​ ​Get Tickets: https://luma.com/qcmhcnf3How do you build AI apps that go viral without spending a dollar on ads?In this episode, we're joined by Nicole Cheung, a serial app founder behind three viral consumer apps. Nicole has scaled her apps to millions of users through viral product design and organic distribution, without paid acquisition or external funding. Her latest app, currently in stealth, generates 300–400 million monthly social media views.We'll dive into the strategies behind building successful consumer AI apps, from validating ideas and designing onboarding flows to pricing, paywalls, retention, and creating viral growth loops that drive sustainable user acquisition.Whether you're launching your first app or looking to scale your next AI product, you'll leave with actionable insights from one of the fastest-growing founders in the space.You will discover:✅ How Nicole discovered and validated her app ideas✅ The story behind GlamUp and Sprout✅ How she built three viral apps without paid ads✅ The viral product design principles behind millions of users✅ Onboarding strategies that increased conversions✅ Paywall and pricing experiments that boosted revenue✅ Retention tactics that kept users engagedLearn More:60-page free growth playbook: https://tally.so/r/BzZpA4 Connect with Nicole: https://x.com/madebycol Work with us to grow your apps faster & cheaper:https://www.appmasters.com/You can also watch this video here: https://youtube.com/live/SdqUZGJM384*********************************************SPONSORSThe app growth playbook is changing fast.AppsFlyer's State of eCommerce App Marketing Report 2026 breaks down the latest trends, benchmarks, fraud insights, and market-by-market data every app marketer should know before planning Q4.Download it free from the link below: https://bit.ly/4uvoHGM*********************************************Tired of handing 30% of every in-game sale to iOS and Android billing systems? Appcharge is the DTC monetization platform trusted by King, Huuuge, Tripledot, and SciPlay – giving studios a direct line to their players, and up to 95% of every transaction. Web stores, payment links, and a full Merchant of Record service covering taxes, compliance, and global payments – all in one platform. Visit appcharge.com to learn more*********************************************Follow us:YouTube: ⁠AppMasters.com/YouTube⁠Instagram: ⁠@App MastersTwitter: ⁠@App MastersTikTok: ⁠@stevepyoung⁠Facebook: ⁠App Masters⁠*********************************************

 In episode 263, Coffey talks with Jimmy Taylor about the state of return-to-office, AI's real impact on workforce participation and HR practice, and why proactive networking and skills-based hiring matter more than ever.  They discuss CBRE data showing peak office utilization reaching 80% and the factors driving successful return-to-office adoption; the hidden financial costs employees bear when returning to the office and how employers should account for that in compensation and goodwill; why early-career professionals stand to benefit most from in-person work through mentorship, visibility, and relationship-building; June jobs report softness, a 50-year-low labor participation rate, and competing explanations from immigration enforcement changes and AI displacement; AI as a net job creator over time, drawing parallels to fears about the internet eliminating insurance agents, real estate agents, and recruiters in the 1990s; the organizational opportunity and challenge of assessing AI skill gaps and reskilling loyal existing employees rather than replacing them with outside talent; Gen Z's surprising gaps in desktop computing and interpersonal skills despite their reputation for tech fluency; the case for replacing traditional resumes with tailored application processes and front-end skills assessments to filter out AI-generated candidate slop; professional association involvement as a proactive career resilience and network-building strategy before a job loss forces it; and Dallas HR's hands-on AI skills day designed to move HR professionals from AI curiosity to practical daily application.  For listeners of Good Morning HR podcast, use 2026-CoffeyGMHR-100 promo code and take $100 off a HRSouthwest full conference registration at https://hrsouthwest.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/EP263  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:  Jimmy Taylor brings more than 20 years of business and HR leadership to DallasHR and the HR Southwest Conference. As Executive Director, Jimmy is responsible for leading strategic initiatives and overseeing the operations of the organization in the mission to advance and connect the regional HR community.  Jimmy Taylor can be reached at   Website: https://www.dallashr.org/  Social: https://www.linkedin.com/in/jimmy-taylor-sphr-25b230/   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 all stakeholders. 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: Evaluate the real costs — financial, cultural, and competitive — that employees and employers each absorb when transitioning back to in-person or hybrid work arrangements. Assess an organization's current AI skill gaps and identify practical reskilling strategies that retain institutional knowledge while closing the gap with external market demands. Redesign the candidate screening process to replace resume-based review with structured application workflows and skills assessments that resist AI-generated submissions and reduce bias. 

Claire has spent nearly a decade writing emails, fixing onboarding flows, and tightening messaging for enterprise AI security, LiDAR tech, and competitive SaaS products — where a bad first impression costs everything. In this conversation, she pulls back the curtain on lifecycle marketing, the micro aha moment, the IKEA effect in onboarding, and why your offboarding experience is either a hidden growth lever or a slow revenue leak.If you're spending money to acquire customers and watching them quietly disappear, this episode will tell you exactly why — and what to fix first.Key Takeaways5:07 — Activation is the real growth lever. Most SaaS companies obsess over acquisition. Claire explains why a 5% lift in retention has more revenue impact than almost any ad spend — and why lifecycle marketing starts the moment someone clicks "sign up."6:23 — What lifecycle marketing actually means. It's not just a drip campaign. Claire breaks down the full journey: onboarding → value realization → feature expansion → offboarding — and why each phase is a marketing opportunity.8:29 — Predatory offboarding vs. strategic offboarding. Using Audible as the ultimate cautionary tale, Claire explains the difference between trapping customers and creating a graceful exit that keeps them in your world — and willing to come back.13:13 — The biggest onboarding mistake: empty states. Launching users into a blank dashboard is the fastest way to lose them. Claire explains what to do instead, and why collecting just 2–3 behavioral data points at signup changes everything downstream.15:02 — The IKEA effect in SaaS. A little friction is a good thing. Claire explains why making signup too easy actually reduces commitment — and how the cake mix that bombed (until they added eggs back in) is the perfect metaphor for onboarding design.16:33 — Stop collecting demographic data. Collect jobs-to-be-done. Knowing someone is a "senior manager at a 10,000-person enterprise" helps no one. Claire's framework: problem → motivation → outcome. That's the only data that moves the needle.19:53 — How to run customer interviews that actually work. The cardinal rule: ask "what" not "why." What was going on in your day? What led you to sign up? Inviting a story gets you gold. Asking for a justification gets you a polite non-answer.24:51 — Micro aha moments: the framework behind great onboarding. Don't make users complete a checklist before they see value. Map the big aha moments first, then reverse-engineer what tiny wins need to happen along the way.27:07 — Your pricing page is a micro aha moment. No pricing on your site? ChatGPT already knows. Claire's story of convincing a CEO to ask AI what their product costs — and the result — is a must-hear reality check.32:03 — Behavior-triggered emails beat time-triggered emails every time. Don't email users based on how many days have passed. Email them based on what they've done (or haven't done) in your product. Claire explains activation vs. adoption — and Slack's famous 1,000-message benchmark.35:54 — Why deals stall at no decision — and how to fight it. It's not usually the competitor. It's spreadsheets, internal politics, and the fear of being burned again. Claire's advice: empower the champion inside the company who's trying to get your tool approved.42:20 — The 30-day activation sprint. Claire's step-by-step playbook: optimize the sign-up page → add social proof → send a high-converting welcome email (60% open rate is achievable) → limit in-app prompts to three → A/B test subject lines before content.Tweetable Quotes"Your acquisition budget can't cover what a broken onboarding experience costs you." — Claire Heginbotham"It's not a churn problem. It's an activation problem." — Jeff Mains"Personality is your brand's moat. The more everything sounds the same, the more being human becomes a competitive advantage." — Claire Heginbotham"Don't discount friction. A little skin in the game increases commitment — that's the IKEA effect." — Claire Heginbotham"Ask 'what led you here' instead of 'why did you sign up.' One invites a story. The other asks for a justification." — Claire Heginbotham"Your real competition isn't another app. It's laziness and spreadsheets." — Claire Heginbotham"The company that empowers the internal champion best is the one they're going to fight for." — Claire Heginbotham"Stop asking 'why did you sign up?' Start asking 'what was going on in your life that made you go looking?' The story is where the real answer lives." — Jeff Mains"Assumptions are the mother of all f-ups." — Claire Heginbotham (quoting her first boss)"People don't leave a bad solution for a better one. They leave when they find someone who finally understands what they were actually dealing with." — Futureproof Founder closing thoughtSaaS Leadership Lessons1. The first 10 minutes determine everything. You can out-market every competitor and still lose the customer in the first session. If users don't reach a moment where your product means something to them quickly, they're gone — and no re-engagement campaign will save you. Treat the first 10 minutes like the most important sales conversation you'll ever have.2. Collect behavioral data at signup, not demographic data. Job titles and company sizes are noise. What matters is why someone showed up. Build 2–3 onboarding questions around jobs-to-be-done: the problem they're fleeing, the outcome they're imagining, and the motivation in between. That data powers every email, feature tour, and win-back you'll ever send.3. Design for micro aha moments, not checklist completion. Checklists train users to feel like they're working for your product instead of with it. Map your biggest value moments backward — what tiny realizations have to click first? Deliver those early and often. Every small "oh, I get it" moment is a deposit in the retention bank.4. Offboarding is a growth lever, not a white flag. How a customer leaves determines whether they come back. A graceful downgrade-to-free path, an honest exit survey, and a well-timed win-back sequence turn churned users into future buyers. Predatory offboarding (à la Audible) may retain users in the short term but destroys trust permanently.5. Your internal champion needs ammunition. In B2B, the person who signs the contract isn't always the person who found you. Someone inside that company is fighting to get your tool approved. Transparent pricing, clear ROI framing, and proof of support quality are weapons you hand them — and the company that arms them best wins the deal.6. Test assumptions with data, not debates. Most internal arguments about pricing, onboarding flows, and messaging are based on fear of edge cases that never happen. Before you sink time into back-and-forths about what might go wrong, ask: has it ever gone wrong? If the answer is never, ship it and measure. Assumptions are the mother of all f-ups.Guest Resourcesclaire@copyisland.comcopyisland.comhttps://www.linkedin.com/in/claireheginbotham/https://www.instagram.com/p/DE44XkOM6Jm/Episode SponsorThe Futureproof Series - https://www.youtube.com/playlist?list=PLfkXKUPZ5xuOqMPR7_gzGybncTtavyR1NThe Captain's KeysSmall Fish, Big Pond – https://smallfishbigpond.com/ Use the promo code ‘SaaSFuel'Champion Leadership Group – https://championleadership.com/https://jeffmains.com/books/SaaS Fuel ResourcesWebsite - https://championleadership.com/Jeff Mains on LinkedIn - https://www.linkedin.com/in/jeffkmains/Twitter - https://twitter.com/jeffkmainsFacebook - https://www.facebook.com/thesaasguy/Instagram - https://instagram.com/jeffkmains

Why do six in ten of your people feel unheard at work? Trevor goes one level up from the first-week mentor: the new leader nobody onboards. He unpacks why a badge and a shift turn your best technician into a command-and-control boss, what the study of 1,250 manufacturing workers with Crossover Solutions and The Center for Generational Kinetics says people actually want from a leader, and what to build into a new supervisor's first 30 days so the concerns keep coming.

Summer Webinar Series from Keys to the Shop®! Congratulations! You hired the right people! Now comes one of the most critical parts of the relationship between employee and employer, raining and onboarding. All too often we rush this process and engage in "trial by fire" training, we give people big manuals and handbooks and simply tell them "read this". How's that working for ya? I can tell you from working for 27 years in coffee and personally coaching over 85 cafes, this is common and this does not cut it. In this 2nd in the 3part webinar series, we are going to dive deep into the what, why, and how of setting up an effective training and onboarding system that will actually produce competence, confidence, and growth for both you and your staff. Your customers benefit by receiving better service, hospitality, and quality from a staff that is truly empowered. Date: July 30, 2026 | Time: 11:00 AM EST You will walk away with:

Join us on this special episode where we talked with Mary Becker, COO of MHF Wealth Partners, about building a people-first culture while redesigning firm structure for long-term growth. We break down how clear values, intentional hiring, and early communication make change feel safer for teams and simpler for clients.Key topics discussed in this episode:• Employee-first culture built through small, consistent actions• Onboarding system that speeds trust and connection across the team•Hiring process that gives the team real say on cultural fit• Kindness as a stated firm value alongside integrity, excellence, accountability, and resourcefulness• Reasons for restructuring: growth, client transitions, and a consistent client experienceFollow Elite Achievement for more conversations on leadership and high-level execution.About MaryMary Becker joined the MHF team in 2020 as the Chief Operating Officer. In her role, Mary is responsible for driving strategic planning and execution, operational excellence and ensuring an impactful experience for both the team members and clients. Mary brings an extensive Northwestern Mutual background after spending over 15 years providing strategic leadership to home office operational teams in underwriting, in-force servicing, and claims. Mary has an MBA from Marquette University, a BS in Psychology from the University of Wisconsin-LaCrosse and holds her RICP licensing.Mary and her husband Marc live on the East Side of Milwaukee, have two college age children who both attend the University of Oregon. While not at work, or visiting her kids, Mary can most often be found outdoors – either running, playing golf or attempting to walk her two Labrador retrievers.Connect with MaryLinkedInWebsiteAbout Kristin BurkeKristin Burke works with financial advisors and leaders in financial services who are building and scaling firms. She helps them lead more effectively, develop their team, and execute consistently on the priorities that drive growth.Work with KristinIf you are building a firm and want a strategic partner to help you think through leadership, team development, and execution, you can learn more about working with Kristin here:WebsiteConnect on LinkedInLinkedIn

In episode 262, Coffey talks with Randy Anderson about the critical differentiators for human performers in an AI-driven workplace.  They discuss AI's inevitability and its impact on task elimination versus full job replacement; the enduring human advantage in relational and interpersonal transactions that AI cannot replicate; emotional intelligence as a two-sided competency — reading others and maintaining self-awareness; nonverbal communication, microexpressions, and the limits of virtual interaction for building culture; the case for renaming "soft skills" as core skills or power skills given their foundational value; generational deficits in interpersonal development worsened by COVID, remote learning, and screen-based communication; how employers can purposefully structure learning tracks, mentoring, and stretch assignments to develop core skills alongside technical ones; top employer-identified skill gaps from a Fort Worth Chamber of Commerce talent survey — emotional intelligence, leadership, global mindset, and adaptability; AI-generated cover letters undermining candidate credibility, including a case where AI reproduced a hiring manager's own quotes; and time-windowed team skill development as a practical organizational strategy for building interpersonal competency at scale.  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/EP262  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:  Randy Anderson is a self-declared mercenary in the war on employee disengagement and lost productivity. He spent 20 years in sales and management before founding E3 Professional Trainers in 2005.  Throughout his career, he has had the opportunity to work with virtually every type and size of business in almost every industry.Now, through keynote presentations, customized training, and personal coaching, he delivers strategies to help individuals, teams, and entire organizations become more engaged in their work, better equipped to do it, and to feel empowered to experience greater fulfillment in life, both personallyand professionally.  Randy Anderson can be reached at   Your Website: e3professionaltrainers.com  LinkedIn: Randy Anderson (https://www.linkedin.com/in/randyandersontrainer)  Facebook: E3 Professional Trainers (https://www.facebook.com/E3ProfessionalTrainers/)  Twitter/X: E3ProfTrainers (https://twitter.com/e3proftrainers)  YouTube: E3 Professional Trainers (https://www.youtube.com/user/e3protrainers)  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:Distinguish between the tasks AI will replace and the human relational capabilities that will remain differentiators for high performers. Define emotional intelligence as a dual competency — accurately reading others and maintaining self-awareness — and explain why both sides matter in workplace interactions. Design intentional learning tracks, mentoring programs, and structured assignments to develop core interpersonal skills in employees who lack natural exposure or prior coaching.  

Getting a new customer through the door is one thing, but making sure they understand how things work is another. In this episode, Jason Fried and David Heinemeier Hansson break down how (and why) 37signals redesigned the onboarding experience with their latest version of Basecamp, why onboarding is one of the easiest things to overlook, and what it looks like when founders stay personally connected to that first impression.Key Takeaways00:09 – What Basecamp's onboarding looked like before, and what changed with Basecamp 504:01 – Why onboarding is one of the hardest things to get right08:33 – Why the people who built it are best suited to showcase it to customers11:07 – Using onboarding to introduce who you are, not just what you builtLinks and ResourcesRecord a video question for the podcastWatch The REWORK podcast on YouTubeBasecamp is the no-nonsense project management system. Sign up for free at Basecamp.comHEY is a fresh take on email. Sign up for a 30-day free trial at HEY.comFizzy is a modern spin on kanban. Sign up for free at fizzy.doBooks by 37signalsJason Fried on XDavid Heinemeier Hansson on X

Kevin Yien is the Head of Product for Merchant Experiences at Stripe. Before that he led Product at Mutiny and Square. In this episode, Kevin and I discuss how to keep AI from becoming theater, why a PM shipping to production can be a red flag, and why AI is pulling product management back to its fundamentals of strategy, opinion, and judgment. –Key topics:• Why "PM is dead" is the wrong frame, and every function is "shifting left"• The three PM archetypes, and how zero-to-one changed most"Killing your darlings" and keeping the blast radius small• From a personal knowledge corpus to a shared "team brain"• The "floors and ceilings" of a shared knowledge base• Why building 10 prototypes no one sees is just theater• Writing as "clarity at scale," and why LLMs still can't do it• Why vibe coding is a wasted learning opportunity unless you interrogate it• The "eight and 80 test" for joy, pace, and hard family seasons– Timestamps:00:00 Introduction03:40 What Kevin owns across Stripe's merchant experiences05:24 Stop asking which role dies, focus on the outcomes08:05 The three PM archetypes, and why zero-to-one changed most10:50 Kill your darlings: keeping the blast radius small14:30 The PM as the "arbiter of context"17:55 Floors and ceilings of a shared "team brain"20:43 "Does this obsolete me?" The PM layoff fear22:50 Are wikis and knowledge artifacts back?28:42 How Stripe incentivizes sharing: carrots over sticks31:35 The pet peeve: 10 prototypes, zero users35:20 Onboarding as a product: the first 100 days38:16 Writing as "clarity at scale," and why LLMs still can't do it45:35 The "piano scales" for a PM: forming an opinion48:37 Do engineering-background PMs still win?52:30 Are product, design, and engineering roles merging?55:30 Joy, pace, and the "eight and 80 test"–Brought to you by:• Asana—The operating system for human agent teams–Referenced:• Andrej Karpathy• Block• Claude Code• Contentful• Dovetail• GitHub• Kevin on Lenny's Podcast• Lindy effect• Lovable• Obsidian• Patrick Collison• Stripe• v0• Writer–Where to find Nikhyl:• Twitter/X• LinkedIn–Where to find Kevin:• Twitter/X• LinkedIn• Website–Join The Skip:• Skip Coach• Skip Community–Find The Skip:• Website• Substack• YouTube• Spotify• Apple Podcasts–Don't forget to subscribe to The Skip to hear me coach you through timely career lessons. Access exclusive sessions from 100+ top product leaders at skip.coach. If you're interested in joining me on a future call, send me a note on LinkedIn, Threads, or Twitter. You can also email me at nikhyl@skip.community This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit theskip.substack.com

Send us Fan MailIn this conversation, Thomas' guest discusses the realities of teaching Jiu-Jitsu, emphasizing the challenges and demands that come with the role. He shares his journey from being a hobbyist to becoming an instructor at a prestigious academy, highlighting the importance of consistency and commitment in training. The discussion also touches on the unique accessibility of Jiu-Jitsu compared to other sports, the significance of belts as milestones, and the differences between gi and nogi training. Here is The RŌL Radio with a black belt under Bernardo Faria and Marcus Tinoco, an instructor at Bernardo Faria Academy, and the man with the best dad jokes, Jared Welman.www.rolacademy.tv 30% discount with ROLRADIO code at checkout. Over 1600 videos for your Jiu-Jitsu journey.FREE Access to ROL TV - https://rolacademy.tv/yt/269-the-rol-radiohttp://www.therolradio.comhttps://www.instagram.com/therolradiohttps://www.facebook.com/therolradio/https://www.instagram.com/workharderandsmarterbjj/https://www.youtube.com/@workharderandsmarterbjjhttps://bjjfanatics.com/search?q=jared%20welmanEpisode Highlights:2:34 Becoming a Jiu-Jitsu Instructor8:03 The Accessability of Jiu-Jitsu12:23 The Importance of Consistency17:17 Progression in Jiu-Jitsu26:14 Rules of Engagement Dictate the Enviornment34:47 The Importance of Control45:08 Jared's Journey57:47 Jiu-Jiitsu for People Over 401:04:09 Onboarding the New Student1:10:42 The Jiu-Jitsu EvolutionSupport the show

Get in Touch! Send us a message.It's the fifth time this week you've explained inset versus overlay.Different client each time. Same question. Same explanation — rebuilt from scratch each time, on whatever energy you have at that moment in the day. Sometimes you use the door analogy and it clicks immediately. Sometimes you're running late and the abbreviated version gets a nod that isn't actually understanding.This morning it's the Garcias. Site call at noon. You sketch it out on the back of a spec sheet. She nods. He nods.You can tell from the way they're nodding that they don't quite have it.Here's what's also true: your best version of that explanation — the one where the analogy really lands — you gave that one Tuesday afternoon to a different couple. Nobody was recording. It's gone.Every new client starts from zero. Inset, overlay, semi-custom, framed versus frameless — these terms are native to you and completely foreign to them. The quality of the explanation varies by the day, your energy, and how much time you have. None of it the same twice.In this episode, we walk through the recorded glossary: how to capture your best thinking once and let it do the work every time after that.What you'll hear:Why rebuilding the same explanation from scratch is costing you showroom time on every single consultThe one-hour recording session that creates a client resource your whole onboarding process can useHow clients who arrive with the vocabulary change the quality of every conversation that followsGet the AI Note-taking Guide → cabinetnotes.com

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

New hires don't need more portals; they need clarity, support, and time to breathe. Hannah Toney, consultant at Serendipity Sellers and author, discusses how HR professionals can use AI to streamline onboarding, define meaningful milestones, deliver personalized support, and establish privacy-conscious guardrails that strengthen both engagement and performance.  Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

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

https://rhr.tv/stream Court Sets Hearing for Bitcoin Policy Institute Intervention in Noah Doe Abandoned Coins Case https://x.com/intangiblecoins/status/2077864781894050294 Bitcoin Policy Institute Q2 2026 Quarterly Report: AI Influence Ops, CLARITY Protections, and Satoshi Scholars https://www.btcpolicy.org/articles/q2-2026-quarterly-report Bitcoin Battlefield: Live 3D Visualization Turning BTC Order Flow into a War https://bitcoin-battlefield.pages.dev/ AnchorWatch Launches Multi-Institution Custody with CoinCorner, BitGo, and Lloyd's Insurance https://x.com/rob1ham/status/2077005052510662958 ZEUS Lightning Economics Report: The Bridge Between Bitcoin's Two Identities https://zeusln.com/lightning-economics Left Debanks Right, Right Debanks Left https://x.com/ODELLXYZ/status/2077916269991383426 Burma | More Than 100 Bank Accounts Frozen The military junta in Burma froze the bank accounts of more than 100 companies, including firms involved in car imports, fuel, agriculture, gemstones, and import-export companies. Business owners and individuals were also summoned for questioning to Nay Pyi Taw, the capital, where the military junta is headquartered. FinancialFreedomReport.org Cove Wallet v1.3.0: Passkey Cloud Backup, Progressive Scanner, and Onboarding Improvements https://github.com/bitcoinppl/cove/releases/tag/v1.3.0 JoinMarket-NG 0.34.0: Fee Quantization Defaults, Automatic CoinJoin History Import, and Security Hardening https://github.com/joinmarket-ng/joinmarket-ng/releases/tag/0.34.0 OpenClaw v2026.7.1: Major Control UI Overhaul, Onboarding, and Expanded Model Support https://github.com/openclaw/openclaw/releases/tag/v2026.7.1 Nunchuk Android 2.7.1: Self-Custodial USDT on Liquid and Trezor Bluetooth Support https://github.com/nunchuk-io/nunchuk-android/releases/tag/android.2.7.1 Ashigaru 1.1.1 https://github.com/linkinparkrulz/ashigaru-desktop/releases/tag/v1.1.1 Truth Social to Sell Faster Access to Trump's Market-Moving Posts via Truth API https://www.washingtonpost.com/politics/2026/07/16/truth-social-will-sell-investors-faster-access-trumps-market-moving-posts/ White House Teleprompter Operator Made Over $100K Betting on Trump's Speeches https://abcnews.com/US/white-house-teleprompter-operator-made-100k-betting-trumps/story?id=134764573 29 Countries Sign Agreement to Establish World AI Cooperation Organization https://www.reuters.com/world/china/twenty-nine-countries-sign-agreement-establish-global-ai-cooperation-body-2026-07-16/ Federal Reserve Announces Leadership of Five Task Forces to Advance Monetary Policy https://www.federalreserve.gov/newsevents/pressreleases/monetary20260709a.htm AI 2040: Plan A – Delay Superintelligence Until 2040 with Full Research Transparency https://ai-2040.com/ DoorDash Opens CLI for AI Agents to Order Food Directly https://x.com/andyfang/status/2077516962515599799 .ME Registry Temporarily Suspends telegram.org Domain Over Sanctions, Then Restores It https://x.com/domainme/status/2077077395777994942 3:33 - The show must go on 11:03 - Dashboard and air filters 16:08 - Noah Doe 20:43 - BPI quarterly report 37:03 - Bitcoin battlefield 38:43 - AnchorWatch 42:13 - LN economics 56:28 - HRF Story of the Week 1:01:43 - Software updates 1:08:23 - Trump insider trading 1:13:33 - Fed task forces 1:14:53 - AI 2040 1:15:53 - DoorDash CLI 1:18:08 - Telegram .ME suspension Shoutout to our sponsors: Strike https://strike.me/ Stakwork https://stakwork.ai/ Salt of the Earth https://drinksote.com/rhr Follow Marty Bent: Twitter https://twitter.com/martybent Nostr https://primal.net/marty Newsletter https://tftc.io/martys-bent/ Podcast https://tftc.io/podcasts/ Follow Odell: Nostr https://primal.net/odell Newsletter https://discreetlog.com/ Podcast https://citadeldispatch.com/

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 

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.

macOS onboarding has evolved far beyond basic setup screens. Matt Jerome (Senior Engineer, Fanatics) walked through a few of the major players in the macOS onboarding space and how they help IT teams deliver a smooth, secure, and user-friendly first-day experience. Resources and links: https://rocketman.tech/lr-pb Upcoming meetup: https://rocketman.tech/lp-pb Also on YouTube: https://rocketman.tech/ly-pb

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

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!

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 

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