Podcasts about Onboarding

What happens when Steve puts a real app under the microscope?In this episode, Steve did a live app teardown across different app categories, broke down what's working, what's not, and where there are opportunities to improve growth and monetization.From ASO and App Store screenshots to onboarding, paywalls, pricing, and conversion, Steve analyzes the key parts of the app experience and shares practical strategies developers can apply to their own apps.You'll see the same frameworks Steve uses to evaluate apps and identify opportunities to increase downloads, conversions, and revenue.You will discover:✅ ASO opportunities and keyword strategy✅ App Store screenshot improvements✅ Onboarding optimization✅ Paywall and pricing analysis✅ Growth and monetization ideasLearn More:Join the App Founder's Community:https://appfounders.co/

Control Plane CEO Doron Grinstein joins me to discuss how they've created an AI-native cloud API that virtualizes multi-cloud and hybrid cloud to simplify management and ship faster.Watch the video of this episode.

**What if your pharmacy could recover money from claims that were reimbursed below your cost? Heather sits down with Kris from Pharmacy Marketplace to explain payment-floor laws, underwater claims, and how pharmacies can challenge PBM underpayments. Learn how the process works, why many pharmacies are still leaving money on the table, and how technology can make filing and tracking appeals far easier.**   **Show Notes:** 1. **Introduction** [0:00] 2. **Addressing Underpaid Claims** [4:12] 3. **The Pharmacy Marketplace Solution** [7:49] 4. **Onboarding and Implementation Process** [10:45] 5. **Subscription Model and ROI** [14:57] 6. **Data as a Tool for Advocacy** [16:43]   ----- #### **Becoming a Badass Pharmacy Owner Podcast is a Proud to be a part of the Pharmacy Podcast Network**

**In Session 5 of the Ahead of the Curve – Summer Webinar Series, Heather sits down with Vince Costanzo and Ronald Collins of RxBLU to talk about the Pharmacy Operating Platform, or POP™, and why this approach could change the way independent pharmacies think about their technology.**   **Show Notes:** 1. **Introduction** [0:00] 2. **RX Blue Product Overview** [4:18] 3. **Workflow and Customization** [9:04] 4. **Cloud Security and Connectivity** [15:13] 5. **Ownership and Onboarding** [21:07]   ----- #### **Becoming a Badass Pharmacy Owner Podcast is a Proud to be a part of the Pharmacy Podcast Network**

Welcome back to The AZREIA Show! In this episode of the Short-Term Rental Mini-Series, host Jeremy Holden sits down with Benjamin Xiu of Lily Cleaning, an Airbnb-focused cleaning company serving Phoenix-area hosts. Ben explains how STR turnovers differ from traditional residential cleaning and why cleaners are a host's first line of defense when it comes to guest experience, damage detection, and maintaining five-star reviews. They break down the systems, standards, and communication needed to deliver consistent results on every turnover. The conversation covers everything from vetting and onboarding cleaners to trial cleans, owner walkthroughs, digital checklists, calendar syncing, photo reporting, and payment tools. Ben also shares practical inventory strategies, including extra linens and towels, secure supply closets, toilet paper guidelines, full-zip mattress protectors, and ways to handle same-day turns with off-site laundry and backup bedding. They also discuss quality control, consistency, owner expectations, and the difference between a reliable cleaning team and a basic drop-service model. Whether you manage one Airbnb or multiple short-term rentals, this episode offers practical strategies for building a cleaning operation that protects your property and improves the guest experience. Learn how the right cleaning processes can help prevent issues, create more consistent turnovers, support better reviews, and ultimately improve your property's performance and visibility on Airbnb. 00:40 – Lily Cleaning Story 01:26 – STR Cleaning Differences 03:24 – Turnover Checks and Reporting 06:02 – Consistency and Big Companies 07:08 – Onboarding and Vetting Cleaners 08:51 – Tools and Digital Checklists 10:50 – Property Walkthrough Standards 12:39 – Inventory and Supply Closets 15:26 – Must-Have Mattress Protectors 16:59 – Same-Day Turns and Laundry 20:36 – Reviews and Airbnb Algorithm 23:19 – Why Choose a Mid-Size Team 26:11 – Managing Owner Expectations -- Contact Alden of Silver Crest Opportunity Fund at http://silvercrestopportunityfund.com "AZREIA does not endorse specific investments. Please do your own due diligence." Want to grow your real estate business?

Rob sits down with a rare three-person interview: Danica Doble (@type1deeabetes) and her partner Lucas, who both live with type 1 diabetes. Their story starts with a genuinely wild diagnosis arc. Lucas was told he had type 2 diabetes, put on metformin, and left to figure it out on his own for over a year. It wasn't a doctor who caught the mistake. It was Danica, watching his Dexcom numbers from the outside and refusing to let it go until he got a GAD antibody test. She was right. The conversation moves from that misdiagnosis story into what it's actually like to build a life and a relationship around two people managing the same disease. They talk about pre-bolusing habits rubbing off on each other, supply emergencies solved by sharing pods, and the strange comfort of dating someone who doesn't need diabetes explained to them. Danica also opens up about a year of debilitating fear around low blood sugar that came out of nowhere in 2022, how it shaped what she couldn't do, and how she worked her way back out of it. There's also a real look at Danica's path as a creator from a fitness account that hit 300K on TikTok to launching as its own page, growing to 60,000 Instagram followers in under a year, and running a six-week fitness challenge built specifically for the T1D community. She talks candidly about online hate, why she doesn't shy away from clapping back, and how she's learned to hold onto the good instead of fixating on the one negative comment. It's a funny, honest episode complete with the story of a PowerPoint presentation Danica made to teach Lucas about type 1 diabetes, a jiu jitsu sensor casualty count, and a love story that started at a casino. Press play for the full conversation. Chapters: 00:00 Cold open and guest introduction 01:20 Welcome and introductions from Danica and Lucas 02:18 Lucas's symptoms begin and the misdiagnosis story starts 04:36 ER visit ends with a type 2 diabetes diagnosis 06:37 Danica suspects type 1 and pushes for testing 08:47 GAD antibody test confirms type 1 diabetes 10:00 Onboarding to insulin and Danica's PowerPoint presentation 12:52 Danica's content creation origin story begins 16:48 Danica's year-long fear of low blood sugar 20:04 How diabetes shows up in their relationship 23:05 Inside Danica's six-week fitness challenge 25:31 Handling online hate and diabetes stigma 28:23 How they actually met: the casino night origin story 33:03 Closing reflections and advice for listeners 34:53 Jiu jitsu, sensor casualties, and daily management tips Resources: 1. Danica Doble Instagram 2. Danica Doble TikTok

Your client just paid you hundreds, maybe thousands, of dollars. And the only thing that landed in their inbox was a payment receipt and a "your contract has been signed" email. That's not onboarding. That's a transaction.I've been seeing the same three onboarding mistakes over and over inside my Experience Edit and Systems in Session client accounts, and most of y'all aren't making them on purpose. You want this part to be good. You just don't know what "good" looks like, or you're so focused on making it personal that nothing actually gets sent. So this is a quick and dirty episode answering the three questions I get asked most about the onboarding phase.In this episode:Why a booking confirmation email is non-negotiable even when the receipt and contract emails already went out — and why it should land last in their inboxThe "kitchen sink email" problem and what to drip out over time insteadWhy I want you to ditch the heavily designed PDF prep guide for a live Canva linkWhat actually belongs in a welcome or prep guide (hint: everything you were cramming into that one email)How to decide when to send your client questionnaire based on how far out your clients book and when you need the informationLinks mentioned:The Experience Edit → https://coliejames.com/experienceCome tell me what you fixed on Threads → https://threads.net/@coliejames

Welcome back to JuvoHub, where learning leads! Onboarding a new hire is more than just running through policies and compliance checklists; it's about creating a true social integration architecture. In this episode of our onboarding series, we dive deep into the emotional component of bringing new talent onto property management teams. Discover how fostering psychological safety, building peer support networks, and showing genuine empathy can transform your onboarding strategy, boost employee retention, and build stronger, happier teams. Key Highlights & Timestamps 00:00 – Introduction to Onboarding Series Episode 3: Social Integration in Onboarding 00:35 – Overcoming New Hire Isolation: Avoiding the “Family Dinner” Dynamic 01:10 – Building Psychological Safety and Fostering Open Dialogue 02:16 – Peer Support Systems: Utilizing Sister Property Buddies for Safe Questioning 03:00 – The Power of Non-Work One-on-Ones and Empathy in Property Management 04:21 – Employee Retention Metrics: Why Team Connection Matters More Than Coursework

Luxus im Tourismus bedeutet heute mehr als Größe und Geschwindigkeit – es geht um kuratierte Erlebnisse, um Genuss und immer wieder auch um die kleinen Leistungen zwischen den Zeilen. In dieser Folge von Turn Tourismus Around sprechen wir mit Sea Cloud Cruises über ein Reiseprodukt, das bewusst leiser, persönlicher und entschleunigter ist. Segel setzen statt Motorenlärm, Privatyacht-Feeling statt Massenabfertigung und ein Produkt, das man nicht einfach verkauft, sondern erklären und erleben muss.Gemeinsam schauen wir darauf, was Sea Cloud Cruises so besonders macht, warum gute Beratung im Reisebüro entscheidend ist und welche Reisetrends dem Konzept aktuell Rückenwind geben.(00:12) Begrüßung durch Maren & Marvin(00:39) Vorstellung Carsten Sühring(02:25) Dafür steht Sea Cloud Cruises(03:50) Übers Ankommen an Board(05:29) Das macht Sea Cloud so besonders(12:22) Die Zielgruppe(13:50) So verkauft man das Produkt (15:49) Warum Inforeisen so wichtig sind(18:22) Zusammenarbeit mit Reisebüros(21:16) Erwartungen von Endverbraucher*innen(26:12) Der Markt der Zukunft(29:29) Durchschnittlicher Reisepreis(30:47) Ballungsräume im Vertrieb(32:24) Onboarding neuer Partner*innen(35:56) Wie erklärungsbedürftig ist das Produkt?(37:39) Carstens Cruise-Favorit(41:30) Luxus im Tourismus(44:21) AbschlussPartner*in dieser Folge ist Sea Cloud Cruises.Sea Cloud steht für exklusive Segelkreuzfahrten auf kleinen Großseglern – persönlich, entschleunigt und bewusst fernab vom Massenmarkt. Für Reisebüros bietet Sea Cloud ein hochwertiges Produkt für beratungsstarke Kund*innen sowie Vertriebssupport auf Augenhöhe. 

In this episode, Eric Helitzer, founder and CEO of SubBase, shares his journey from construction trades to building innovative material management software for the construction industry. Discover key lessons learned, the challenges of tech adoption among subcontractors, and insights into industry-specific product development.   key topics Construction industry evolution and tech adoption Lessons learned from building a construction SaaS Challenges of building for subcontractors Industry-specific product development insights The importance of relationships in construction tech Strategies for onboarding and customer success The role of education in construction software adoption   Chapters 00:00 Introduction to Eric Helitzer and SubBase 02:08 Identifying industry pain points and solutions 02:54 Lessons learned in construction and tech development 04:21 Building for subcontractors and understanding their needs 07:31 The journey from idea to pilot customers 09:57 Key lessons in product discovery and user experience 10:55 Prioritizing trade-specific workflows 13:13 Moments of pride and milestones 15:38 Onboarding process and implementation approach 17:33 Supporting industry education and awareness 19:50 Effective go-to-market strategies in construction 22:39 Rapid fire: personal favorites and insights 23:20 Closing thoughts and industry advice  

Emily Field is the Chief People Officer at LPL Financial. In this episode Emily she shares lessons from her transition from management consulting to becoming a Chief People Officer, including how to approach onboarding, operate as a strategic business leader, and serve as the connective tissue across an executive team. During the conversation, Emily also discusses how AI is changing work design, why organizations need to keep humans in the lead, and how leaders can turn workplace anxiety into agency. Finally, we close with a discussion about why why managers remain essential as teams increasingly work alongside AI agents.LinksEmily's LinkedIn: https://www.linkedin.com/in/emilykfield/Emily's Book: https://www.amazon.com/Power-Middle-Managers-Hold-Future/dp/1647824850

What happens when you've already changed, but the world is still responding to an older version of you? That's the tension at the center of this conversation. When Lisa McGuire first began working with Lilith Christensen, Lilith wasn't lacking experience, credibility, or leadership ability. She'd already been a C-suite operator, a consultant, an advisor, an author, and founder. What she hadn't caught up on was her own language. She was still describing herself with terms tied to work she'd already outgrown. In this episode of Your Passion, Purpose, and Personal Brand, Lisa and Lilith go behind the scenes of a leadership transformation that wasn't about becoming someone new. It was about recognizing who Lilith had already become, and making that identity visible enough for other people to recognize it too. Lilith had spent years naturally seeing patterns other people missed. She could walk into a complex organization, identify what was creating friction beneath the surface, bring clarity to emotionally charged situations, align the right people, and catalyze movement. Yet when someone asked what she did, she'd reach for familiar labels: -Onboarding expert -Fractional Chief People Officer -Consultant Each description was true. None of them were enough anymore. As Lisa and Lilith examined the evidence across her career, a deeper pattern emerged. Lilith wasn't solving isolated people or culture problems so much as identifying the structural friction slowing organizations down. Eventually they gave that problem a name: organizational drag. And they gave Lilith's work language that matched the level she was already operating at: Growth Alignment Architect specializing in organizational drag intelligence. The language didn't hand her new authority; it made the authority she already had recognizable. This conversation explores a gap many accomplished leaders eventually run into: their leadership has evolved faster than their professional identity has caught up. You might still be known for what you did exceptionally well five or ten years ago, still receive opportunities based on an older title, still get introduced for expertise that's genuinely valuable but no longer represents the work you want to build your next chapter around. None of that means something's gone wrong. It means something has quietly ended. In this episode, you'll discover: Why your next leadership level may already be here before you have language for it How accomplished leaders become "successfully stuck" Being excellent at something doesn't mean it has to define your next chapter The abilities that come most naturally to you are often the hardest ones to see Why this clarity changed how she showed up in networking conversations Why real professional authority calls for less proving and more ownership There's a stretch in many leadership journeys when you've already changed, but your reputation hasn't caught up yet. Your perspective has sharpened. Your discernment has too, and your work has moved to another level, yet people keep meeting the version of you they already understand. The real question might not be who you need to become next, so much as who you've already become that the world hasn't learned to recognize yet. Sometimes the next chapter doesn't begin with reinvention. It begins with recognition. CONNECT WITH LILITH Lilith Christensen is the founder of Human Genuity and a Growth Alignment Architect specializing in organizational drag intelligence. She works with founder-led and growth-stage companies to identify and eliminate structural friction that slows clarity, decisions, and execution. If your organization is experiencing organizational drag, reach out and have a conversation with Lilith. Website: https://human-genuity.com  Email: lilith@human-genuity.com LinkedIn: https://www.linkedin.com/in/lilith-christiansen/  CONNECT WITH LISA LinkedIn: https://www.linkedin.com/in/lisa-mcguire/ Website: https://lisamcguire.com/ Diagnostic: Successfully Stuck: The First Truth Kit: https://go.lisamcguire.com/first-truth-kit  ArchitectHer Website: https://architecther.org  Bonus: Mention that you heard about ArchitectHer on this podcast and receive a complimentary one-hour Identity Integration Session with Lisa upon enrollment in the ArchitectHer experience. Join me for Midlife Unleashed, beginning September 21, where I'll explore what happens when the roles that made you successful no longer fit who you've become. Register free: https://midlifeunleashedlive.com/register-26-lisam

Welcome to the Monday Minute, brought to you by Auto Analytix – your 52-week guide to a better dealership. A quick reset to help you lead better, think clearer, and build your dealership with intention. Before we get started, make sure you have reviewed Sunday's newsletter. It lays out the full theme for the week, the why behind it, and simple exercises you can work through with your team. The Monday Minute is the mindset. The newsletter is the roadmap.You spent weeks finding the right person. You interviewed them, you hired them, they actually showed up on day one – and then you handed them a login, pointed them toward the bathroom, and told them to follow Bob around. That is not onboarding. That is how good hires wash out in thirty days while you wonder what went wrong.In this episode, Jeff and Luke make the case that hiring gets someone in the door – but onboarding determines whether they stay, whether they perform, and whether they actually become part of what you are building. Jeff breaks down what those first two weeks really need to accomplish: the new hire is quietly figuring out how things work, what is expected of them, what they can get away with, and whether they made the right decision coming to work for you. A good onboarding process does not have to be complicated – it just has to be consistent. That means a seven-day checklist covering what they should learn, who they should meet, which systems they need access to, which policies they need to understand, and which processes they need to observe before they try to run them. It means assigning a mentor – not a manager, but someone they can ask the embarrassing questions without fear. And it means teaching them not just what to do but why you do it that way, because that is how culture gets passed on instead of accidentally dismantled by someone who never knew it existed. Luke adds the five-things framework – every position has five things a person must master to succeed in that role. Write them down, train on them, practice them, and then measure them. AI can help you get those things out of your head and into a checklist in minutes. But do not confuse having materials with actually training – training takes repetition, coaching, and feedback, and it does not end after the first month.Your assignment this week: build a seven-day onboarding checklist for every position in your dealership. Assign every new hire a mentor on day one. Define the five things each role must master and write them down. Then after a couple of weeks, ask your newest employee what is still confusing and how you can make the next onboarding even better. They will tell you – especially if they plan to stay.Review this week's Sunday newsletter at TheIndependentDealer.com for the full theme and exercises.Not subscribed yet? Sign up now.This Monday Minute is brought to you by Auto Analytix – the scoreboarding and analytics platform built for independent dealers. Learn more at autoanalytix.net.Let's build this together.

In this episode of the Crazy Wisdom Podcast, host Stewart Alsop sits down with Daniel Segundo to discuss why today's social networks have evolved into entertainment networks and how Daniel is building Bien, a social app focused on depth over breadth. Daniel shares his journey from trading commodities to creating a platform designed to keep users genuinely connected to their inner circle, inspired by insights gained while meditating in caves in India. The conversation covers everything from the problems with the "like button" and algorithmic feeds to Daniel's contrarian approach of removing public-facing engagement metrics and using voice notes as the primary interaction method. They also explore the challenges of building consumer social products, the impact of AI on development, and Daniel's philosophy drawn from Eastern mysticism and his study of Ramana Maharshi. To learn more about Bien, visit bien.social or follow Daniel on Twitter at @DanielPSegundo.Timestamps00:00 Daniel introduces Bien as a real social network, contrasting entertainment networks disguised as social platforms05:00 Building with AI tools allowed bootstrapping the app before hiring a five-person team for professional development10:00 Social networks evolved into entertainment networks optimized for engagement and advertising rather than genuine connection15:00 The advertising model incentivizes dopamine delivery and algorithmic content over posts from actual friends20:00 Removing the like button and public comments forces deeper interaction through private voice notes instead25:00 Social graphs become stale over time because unfriending feels awkward, so people curate for weakest relationships30:00 Matrix and Nostr protocols enable interoperable messaging, suggesting a Cambrian explosion of new social apps35:00 Depth matters more than metrics—success means users actually feel closer to their inner circle40:00 Voice notes combined with photo sharing mimics natural storytelling behavior when friends gather in person45:00 Meditation in Ramana Maharshi's caves in India inspired reflections on silence, self-inquiry, and building products mindfullyKey Insights1. Daniel Segundo was inspired to create Bien after recognizing that existing social networks excel at breadth but fail at depth of connections. While meditating in caves in South India, he went through his phone contacts and realized only about 5 percent of his 1,700 contacts were people he actually wanted to stay close to, with the remaining 95 percent being noise. He saw that tools like Facebook, Instagram, and WhatsApp have solved the problem of maintaining surface-level relationships across broad networks of people, but there was no good tool for maintaining deep connections with your inner circle beyond basic messaging apps like iMessage or WhatsApp, which still suffer from having too many contacts with access.2. The fundamental problem with current social networks is that they have become entertainment networks rather than true social networks, driven by the advertising business model. Instagram only shows content from your actual friends about 7 percent of the time, with the rest being algorithmically suggested content designed to maximize engagement and ad revenue. The like button, while useful for maintaining broad social graphs and understanding your status in larger groups, reduces complex human relationships to superficial interactions. This creates what Segundo calls a circus-like experience where you are constantly bombarded with entertaining content rather than meaningful updates from people you care about, and the advertising model incentivizes this transformation because the product is ultimately about delivering dopamine to keep people scrolling.3. Bien removes traditional social media features like public likes and comments, replacing them with private voice note responses capped at 60 seconds. The theory is that hearing three voice notes from close friends provides more genuine connection than receiving 300 likes on a post. This design choice stems from recognizing that while the like button serves a useful function for breadth-first social networks where people want quick validation from large peer groups, it is completely inadequate for depth-first relationships. By forcing more intimate and effortful interaction through voice, Bien attempts to upgrade the quality of connection rather than the quantity, building off existing habits like sending voice notes to close friends rather than trying to create entirely new behaviors.4. The traditional follower-following model creates stale social graphs because people are uncomfortable unfriending or unfollowing others as relationships naturally evolve over time. Instead of this model, Bien uses a system where each user maintains a private list of people they want to stay close to, and if two people have each other on their lists, they see each other's content. This eliminates the social awkwardness of unfriending someone while allowing social graphs to naturally evolve. The current model forces people to curate their sharing based on the weakest relationship in their network because they do not want to offend distant connections or go through the work of managing close friends lists, which results in less authentic sharing overall.5. Segundo is building Bien on a paid subscription model rather than an advertising model to align incentives directly with users. He believes no one can build a compelling social network on the advertising model anymore because it creates conflicting incentives where the company must serve both advertisers and users, ultimately degrading the product into what he calls slop. The straightforward deal with customers is that if the product cannot provide value equivalent to the price of a cup of coffee per month through premium features, then there is no justification for the business to exist. This allows Bien to focus solely on whether users feel closer to their inner circle after using the product rather than optimizing for maximum scrolling time.6. Segundo bootstrapped the initial development of Bien using AI coding tools like Replit before hiring a team of five people to develop it professionally. He notes that with current AI tooling, if you can think clearly and understand the problems you are trying to solve, you can build solutions much more cheaply than even five or ten years ago. He eventually hired a designer and iOS and web developers to do things properly with a do it right or do not do it at all mindset. The app is currently iOS-only, built in Swift for a premium experience, with plans to potentially build a React Native version for Android if there are stronger signs of product market fit.7. Segundo's background in trading commodities and futures, along with his deep interest in Eastern philosophy and self-inquiry practices, significantly influences his approach to building Bien. He spent time studying Ramana Maharshi and practicing meditation in caves at Tiruvannamalai in South India, which he says has a profound impact not just on spiritual practice but on thinking about product development and participating in markets. His experience with a major trading drawdown in 2025 after running up a small account 25 times led him to this period of reflection that ultimately resulted in the conception of Bien, demonstrating how his various interests in trading, philosophy, and technology intersect in his approach to building a depth-first social network.

An exceptional organization, the Business of Small College Athletics (BoSCA), holds an annual convention attended by some of the most passionate hard working adminstrators in the country. Coming together to share their experiences and knowledge, the BoSCA Convention features some of the top administrators around speaking on important topics that could provide value to our current slate of track/field coaches whether you have an interest in becoming an administrator one day or not.We hope these next few weeks of topics from ADs from Albany State, U of Indianapolis and more will encourage you, educate you, and challenge you for future growth.ENJOY!

In Part 3 of our Neurodivergent Women in STEM series, Dr Shae Wissell sits down with Diana from Toyota to explore how neurodiversity, universal design, and communication styles shape inclusive workplaces.Together, they discuss Toyota's broader DEIB approach, practical workplace accommodations, hybrid work, onboarding around working styles, and why reframing neurodivergence as a strength benefits everyone. Diana shares how a remote test-trip scenario led to universal accommodations portable toilets, better catering for cultural needs, and a new standard process of asking all staff about requirements improving comfort and experience for the whole team despite initial pushback. They discuss reframing neurodivergence as a strength (creativity and connecting the dots), workplace supports like wellness and quiet rooms and hybrid work, and the value of managers researching and enabling tools such as Grammarly and writing aids. The conversation highlights onboarding around working styles, focusing on strengths over weaknesses, and raising awareness of different communication styles, masking, and “tone” policing.Key messageInclusive workplaces are built when neurodiversity is understood as a strength, communication styles are respected, and universal design is used to support everyone.Time Stamp00:00 Welcome to Dear Dyslexic00:34 Neurodiversity at Toyota02:11 Inclusive Test Trips04:31 Strengths and Workplace Design06:27 Universal Accommodations08:11 Onboarding for Working Styles10:54 Communication Styles and Tone15:43 Masking and Fatigue18:26 Language and Interrupting19:51 Wrap Up and ResourceAbout Dear Dyslexic PodcastThe Dear Dyslexic Podcast amplifies the voices, experiences and expertise of people from the dyslexia and broader neurodivergent communities, creating conversations that inform, empower and inspire. Learn more about re:think dyslexia: https://rethinkdyslexia.com.au/Stay ConnectedThanks for listening to Dr Shae and the Dear Dyslexic Podcast, proudly produced by re:think dyslexia, a certified social enterprise. To stay up to date with our latest episodes, resources and events, follow us on Facebook, LinkedIn and Instagram. If you enjoyed this episode, please subscribe, rate and review the podcast on your favourite podcast platform. Listen to more Dear Dyslexic Podcast episodes: https://open.spotify.com/show/0jx91no...Need Support?If any of the topics discussed in this episode have caused distress, support is available:Lifeline: 13 11 14Beyond Blue: 1300 22 463613YARN: 13 92 76re:think dyslexia Helpline: 1800 13 6327

We finally turned our hiring and onboarding process from tribal knowledge into an actual system. In this episode, I break down the checklist we now use at Brian's Lawn Maintenance to hire, onboard, and train new team members without reinventing the wheel every time. September 9, 2026 · 12PM ET · Free Live Webinar with Brian Fullerton (7 things the best landscape companies do before they hire.)

What truly separates good teams from legendary ones? In this week's episode, I speak with Dr. Andre Martin, author of Collective Confidence and a highly respected leader across multiple Fortune 100 companies. Our conversation debunks the quick-fix of assembling teams of pedigreed all-stars, showing instead how extraordinary outcomes come from humble, well-aligned teams rooted in trust and a sense of shared purpose.Our discussion uncovers a fresh perspective on teamwork: winning doesn't start with a streak or a résumé, but with behind-the-scenes habits and the psychological safety that allows every member to shine. Highlights from our conversation include a closer look at onboarding, culture-building, inspirational learning, and the dangers of an unchecked ego in the age of relentless change.For leaders facing today's continuous waves of disruption, this episode offers concrete, evidence-based practices to unlock the untapped power of true collectives. Don't miss these insights on fostering culture, resilience, and collective brilliance when it matters most.What You'll Learn- Lessons from Elite Sports & Beyond.- Why the ‘Best' Team Isn't a List of Resumes.- The Power of Clarity.- Inspiration Over Engagement.- Onboarding & Behaviors: How Culture Scales.- Culture is “the average of our collective behaviors.”- Collective Learning in the Age of AI.- How to Grow Collective Confidence.Podcast Timestamps(00:00) – An Introduction to Collective Confidence(05:07) - Lessons from Sports Teams and the Prevailing Myth of Winning Streaks(07:54) - The Pitfalls of Assembling All-Star Teams(11:36) – The Importance of Role Clarity and Making Everyone the Boss of Something(16:15) - Fit, Culture, and Assembling Effective Teams(19:53) - Inspiration vs. Engagement: Borrowed Brilliance(23:57) - Scaling Culture in Fast-Growth Organizations(28:00) - Leading Collective Confidence Amidst Change(32:35) - Learning as a Collective Performance Lever(44:37) - Resilience, Trust, and Psychological Safety in Teams(48:28) - Making the System the StarKEYWORDSPositive Leadership, High-Performing Teams, Collective Confidence, Executive Team Alignment, Talent Strategy, Team Culture, Process Outcomes, Elite Teams, Role Clarity, Team Fit, Top Talent, Humility in Teams, Glue People, Onboarding, Culture Curation, Behavioral Expectations, Psychological Safety, Trust in Teams, System Thinking, Learning Organizations, Collective Learning, AI in Organizations, Inspiration versus Engagement, Adaptability, Team Resilience, Confidence-Building, CEO Success

In episode 268, Coffey talks with Jeff Lay about what it means to build a conflict-capable organization, why artificial harmony is more dangerous than open disagreement, and how leaders can develop the skills and culture needed to handle difficult conversations before they become expensive problems. –  HRSOUTHWEST  October 11-13, 2026 –  Good Morning, HR listeners can use the promo code 2026-CoffeyGMHR-100 to save $100 on an HRSouthwest full conference registration at https://hrsouthwest.com! ________________ They discuss the concept of a conflict-capable organization as an alternative to the unrealistic goal of conflict elimination; the conflict incubator — how childhood environments and previous workplaces shape an individual's default conflict behaviors; artificial harmony versus genuine trust, and why silence in a meeting rarely signals agreement; the financial cost of unresolved conflict, including disengagement losses that don't show up on a P&L but function like money thrown in a fire; becoming fluent in the language of small things — addressing friction early before emotions escalate into "you always" and "you never" conversations; how a leader's response to the first person who raises conflict determines whether anyone ever raises it again; the challenge of coaching up when the conflict source is the leader themselves, and how HR can build the relational runway to do it; social media, generational change, remote work, and AI as compounding forces making productive conflict harder to navigate; emotional intelligence, humility, and curiosity as foundational leadership skills for conflict resolution; and the CURVE framework — cared for, understood, respected, valued, and empowered — as a diagnostic for organizational health.  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/EP268  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:  Jeff Lay is the Founder of The People Curve, a leadership and conflict resolution consulting practice focused on helping leaders and organizations navigate difficult conversations, strengthen workplace relationships, and build healthier cultures.  With more than 25 years of leadership experience spanning nonprofit, ministry, and organizational leadership, Jeff has coached leaders through employee relations challenges, team conflict, organizational change, and workplace investigations.  Jeff believes conflict is not something to avoid but a skill to develop. His work centers on helping organizations become conflict-capable—creating cultures where difficult conversations can be addressed with clarity, respect, and accountability.  Jeff is a SHRM-SCP and frequent speaker for leadership teams, HR professionals, churches, and nonprofit organizations. He lives in East Texas with his wife and family and enjoys camping, reading, and cheering on the Dallas Cowboys Texas A&M football.  Jeff Lay can be reached at:  Website:  |  www.thepeoplecurve.com  LinkedIn:  | https://www.linkedin.com/in/jeff-lay-shrm-scp-09987a10   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 artificial harmony and genuine organizational trust, and identify the leadership behaviors that create each. Apply the "language of small things" approach to surface and address interpersonal friction before it escalates into formal conflict requiring HR or legal intervention. Assess the financial and cultural cost of unresolved workplace conflict and use that framing to make the business case for investing in manager training and conflict-capable culture. 

 EPISODE DESCRIPTION I sat down with Smit Vachhani from Cronos Labs, a fascinating builder who has worked across NVIDIA, LinkedIn, and Optimism before landing at the intersection of crypto, stocks, prediction markets, and AI. We dig into why Gen Z is financially nihilistic right now and why that actually creates a massive opportunity. Smit breaks down the concept of hyper-financialization, explains why retaining Gen Z users is far harder than acquiring them, and shares the raw growth lessons he picked up at big tech and in the trenches of a Layer 2 ecosystem. We also talk about what most Web3 founders get wrong, why bad UX has been the industry's dirty secret for too long, and how Cronos is building an everything trading app for eight tier one markets around the world. If you are building in Web3 or crypto and want a no-BS growth perspective from someone who has seen it all, this one is for you. DISCLAIMERNothing mentioned in this podcast is investment advice and please do your own research. It would mean a lot if you can leave a review of this podcast on Apple Podcasts or Spotify and share this podcast with a friend. Be a guest on the podcast or contact us - https://www.web3pod.xyz/ CONNECT Cronos Website: https://cronos.com/Cronos App on X/Twitter: https://x.com/CronosAppCronos Instagram: https://www.instagram.com/getcronos/Web3 with Sam Kamani Podcast: https://www.web3pod.xyz KEY POINTS WITH TIMESTAMPS • [00:00] Sam introduces Smit Vachhani from Cronos Labs and previews the episode themes• [01:55] Smit's background: growing up in the Bay Area, engineering at Cal, early Bitcoin experience selling video game gold• [03:30] Working at Optimism, building blockchain infrastructure for Coinbase, Kraken, Sony and others• [04:17] Why bear markets are the best time to build and how to filter signal from noise• [04:43] Introducing the concept of hyper-financialization and what it means for the next generation• [06:10] Why Cronos is not just an everything app for everyone , eight tier one markets and the Gen Z focus• [08:13] Why Gen Z is financially nihilistic and how that shapes product thinking• [11:25] Prediction markets as exhibit A of hyper-financialization, and a nod to Kalshi and Polymarket• [14:02] Onboarding is easy for Gen Z , retention is the real challenge• [15:53] Growth lessons from NVIDIA, LinkedIn, and Optimism applied to Cronos• [18:07] The single most important lesson for early-stage Web3 founders• [21:28] How to retain users and why being unopinionated about your own product is a superpower• [24:40] September 17th launch date for the Cronos app V1 , sports, stocks, perps, crypto, and more• [27:25] Products Smit admires: FOMO, Polymarket, and Tempo• [29:00] Partnerships with Polymarket, Hyperliquid, Morpho, and Chainlink• [30:39] The one ask: download the app, give feedback, and follow @CronosApp on X

The Business of Alignment is expanding—and we're beginning with a company built around alignment itself.In this special announcement, AJ introduces OmniPi, an AI-powered workplace knowledge platform designed to transform employee onboarding, information retention, and speed to productivity.By connecting employees to verified company documents, strategies, and historical context directly through tools like Slack, OmniPi helps new hires find credible answers when they need them most. Whether they're preparing for a first client call, entering an important strategy meeting, or trying to understand how their organization operates, employees can access the right context without digging through scattered files or relying on guesswork.This episode explores why traditional onboarding falls short, how organizations can reduce ramp time, and what becomes possible when employees—from individual contributors to C-suite leaders—are equipped to understand, remember, and apply the information that matters.AJ isn't simply asking you to adopt another product. He's asking you to reconsider whether your people currently have what they need to succeed.

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 

Have you ever worried that you're smothering your new team member, or worse, leaving them isolated and unsure? I've seen so many small business owners struggle with the hire-regret-repeat cycle, and I want to help you break it for good.  Today, I'll walk you through the most common mistakes leaders make during that crucial first week, from information overload and too many trainers, to not enough meaningful work or connection.  I'll show you how to strike the right balance so your new hire ends the week feeling welcomed, supported, and confident they made the right decision to join your team.   APPLY TO JOIN the upcoming new cohort of the Leadership Lab

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.

In episode 267, Coffey talks with Catherine Clifton about AI-generated employee grievances, another lawsuit arising from a DEI training program, a Walgreens race and age discrimination case, and a Reddit scenario involving FMLA leave and workplace gossip. They discuss the rise of AI-generated employee grievances citing nonexistent laws and containing factual errors, and how employers should respond to them the same way they'd respond to any poorly written complaint; AI use by medical providers in ADA accommodation responses — including providers drawing conclusions that are legally the employer's to make; the danger of employees using AI to build one-sided cases that start with a conclusion rather than an objective analysis of facts; an EEOC lawsuit against Washington University in St. Louis arising from a DEI training that racially segregated participants over an employee's explicit objection, followed by elimination of her position after she filed an EEOC charge; the structural problems with demographic-based separation in DEI programming and the assumption that shared identity equals shared experience; the Walgreens case and the legal standard for comparators in race and age discrimination claims — including similar job, same decision-maker, comparable conduct, and disparate treatment; how summary judgment works and why consistent policy enforcement across all employees is the strongest defense against comparator arguments; the risk of employees not knowing what disciplinary action others have received, and how that gap fuels gossip and unfounded discrimination claims; and a Reddit scenario involving a coworker complaining about an FMLA-protected employee, a supervisor who deflects with "HR is aware," and how HR should respond to protect privacy while addressing cultural warning signs. 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/EP267  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:  Catherine has more than 20 years of experience specializing in employment law in Texas. She worked with multiple local governmental entities as an employment law attorney and also served as a legal advisor for public safety.  She spent several years as an administrative services director, where she was responsible for Human Resources, Risk Management, and Payroll. She has advised clients on recruitment, selection, discipline, wage and hour, policies, and grievance matters, including federal and state laws related to labor and employment.   Catherine also has experience with general municipal law, utility matters, public information, open meetings, and general governance matters.   Catherine is a graduate of Southwestern University, obtained her JD from Texas Tech University. She is certified as a Senior Professional in Human Resources (SPHR). She joined Ross | Gannaway | Clifton, PLLC in 2022.  Catherine can be reached at:  https://www.gannawayclifton.law/  https://www.linkedin.com/company/rossgannawayclifton/   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:  Apply a consistent, policy-grounded response protocol to AI-generated employee grievances — including clarifying conversations, documentation, and using complaints as opportunities to identify real underlying issues. Identify the legal elements of a valid comparator in a discrimination claim and explain why consistent enforcement of discipline across all employees is the most effective defense.  Recognize the supervisor behaviors that signal cultural and legal risk — including deflecting accountability to HR and failing to redirect inappropriate peer complaints — and describe how HR can address them. 

Are you losing great talent before their first month is even up? Jonathan Saar kicks off a vital four-part series on navigating the crucial first 90 days of employee onboarding in property management. Discover why the first 24 hours set the trajectory for long-term retention and learn actionable ways to turn first-day jitters into genuine excitement! Key Highlights & Timestamps: 00:02 – Introduction to the 4-part series on property management employee onboarding and retention strategies. 00:40 – Why the initial 24-hour impression can make or break a new hire’s decision to stay. 01:50 – How team preparation, credential setup, and welcome gestures impact new employee morale. 03:10 – The hidden costs of high employee turnover in multifamily housing operations. 04:55 – True or False: Do most employees decide to stay long-term within their first 30 days?

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.

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.

In this episode of Humans of Agriculture, Oli Le Lievre sits down with Josh Tepper, CEO, and Michael Webb, COO and co-founders of Ornata Technologies, to explore how they're transforming farm operations through autonomous machinery and why now is an exciting time to join their growing team.Following their appearance at evokeAG, Josh and Michael share how Ornata has evolved from launching its first commercial customers to building strong momentum across Victoria. They discuss their unique approach to autonomy, where experienced remote operators work alongside autonomous machinery to deliver the benefits of automation without adding complexity for farmers or requiring them to replace the equipment they already own.The conversation also provides an inside look at the newly created Area Sales Manager role across Victoria and Southern New South Wales. Josh and Michael explain why this is much more than a sales position. It is an opportunity to build trusted relationships with farmers, understand their operations, demonstrate the technology in the field, and help producers solve one of agriculture's biggest challenges, finding skilled labour.Whether you're passionate about agriculture, technology or helping farmers adopt new innovations, this episode offers a genuine insight into life inside one of Australia's most exciting agtech startups. Josh and Michael explain what success looks like, why trust sits at the centre of every customer relationship, and how joining Ornata today offers the chance to grow alongside a business shaping the future of Australian agriculture.To learn more about Ornata Technologies and the Area Sales Manager opportunity, visit the Humans of Agriculture careers page.The role is live now, and we'd love to hear from people who are ready to help bring the next generation of autonomous farming technology to Australian agriculture.Key insights from the conversation:How Ornata has progressed from its first commercial deployments to a growing customer base.Why Ornata's remote operations platform makes autonomous farming practical for today's producers.How the business helps farmers address labour shortages while using the machinery they already own.Why building trust with farmers is the foundation of every customer relationship.What the Area Sales Manager role looks like day to day.Why understanding farming systems matters more than having deep technical knowledge.How customer referrals are driving growth across regional farming communities.What it is like working in a fast-growing Australian agtech startup.Why joining early creates opportunities to grow with the business.What success looks like after the first 12 months in the role.Chapters:00:00 Introduction to Ornata Technologies and the new role02:34 Six months of progress and milestones05:31 The importance of local customer relationships12:00 Why Victoria and New South Wales are key markets15:10 What success looks like in the territory manager role22:45 Customer profiles and farm types26:54 Onboarding and what to expect in the role36:51 The future of autonomous farming technology

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

Keagan McClellan (Keags) co-founded Start9 Labs, worked on Sapio with Jeremy Rubin at Judica during the CTV saga, spent time at Lightning Labs maintaining LND, and is now building BTC Verified, a formal specification and verification project for Bitcoin's consensus rules written in Lean 4. He is also a self-described member of Bitcoin's "progressive wing" who nonetheless defends the rising bar for consensus changes, a pluralist who spends all his working hours on Bitcoin, and a security thinker who refused to dunk on Coldcard even while sitting across from someone who very much wanted him to. Time stamps: 00:00 – Intro and sound check 00:27 – Introducing Keagan "Keags" McClelland 01:14 – Bitcoin origin story: darknet markets and a CS degree in 2015 03:42 – Procrastinating at Amazon by reading ICO white papers 05:11 – Leaving Amazon for Salt Lending 06:24 – How Start9 Labs was founded 07:52 – Leaving Start9 for Jeremy Rubin's Judica (Sapio) 09:47 – What CTV (formerly OP_SECURE_THE_BAG) enables 12:35 – Mastercoin's original pitch, Rare Pepes, and play before serious use 15:44 – The Lindy effect and institutional inertia 18:20 – Sponsors + giveaway rules 22:24 – The road to Lightning Labs and LND 23:55 – Lightning as a complexity class change 25:28 – Data locality, privacy, and incentives in payment channels 27:33 – The 133 MB block problem 30:20 – Scaling takes decades: internet lessons 31:24 – Centralization, Moore's law, and what scaled the web 34:58 – Zcash's Near Intents as outsourced Bitcoin privacy 37:05 – Pluralism and the freedom to transact 39:05 – The gravitational well of money 41:36 – When does a shitcoin stop being a shitcoin? 45:43 – Every soft fork since Satoshi 47:36 – The consensus wall: CTV and BIP300 51:56 – BIP 110 case study: incoherent goals, broken design 56:05 – Why information theory defeats spam filters 58:56 – Node mythology and economic weight 1:05:17 – Miners can activate invisible soft forks 1:07:18 – Luke's soft fork definition and herd immunity 1:10:45 – Chat drama and "how much Bitcoin do you own?" 1:14:15 – RBF, Bitrefill, and policy vs consensus 1:17:21 – Can fees alone secure Bitcoin? The 50% hash rate threshold 1:24:56 – Giveaway reveal: the number is 37 1:26:55 – The Coldcard exploit 1:34:10 – The AI exploit era: "cannot be affected" vs "have not been" 1:39:13 – Why the conspiracy theories teach the wrong lesson 1:42:51 – Against security through obscurity 1:47:27 – Onboarding friction and the paranoia continuum 1:55:42 – Vaults explained, and building them without CTV 2:00:42 – Pre-signed transactions, toxic waste, and Liana 2:05:45 – Would covenants have saved Coldcard users? (No) 2:16:53 – Magic wand: why Simplicity beats CTV and GSR 2:20:33 – Witness size, block size, and what BCH got right 2:24:50 – Why Bitcoin should copy homework 2:29:49 – The two hard forks: BIP 110 vs Ecash 2:33:16 – BTC Verified: formal verification of Bitcoin consensus 2:37:10 – TABConf plans 2:39:23 – Outro and sponsor thanks

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*********************************************

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:

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